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Start Making Data-Driven People Decisions

Your checklist for building your people analytics foundation.

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Contributors

  • Andrew Marritt, Founder & CEO, OrganizationView
  • Dennis Purcell, Chief Human Resources Officer, Skidmore Sales and Distributing, Inc.
  • Faranah Sidi, Manager of HR Systems, LifeLabs
  • Locke Brillhart, Senior IT Manager, Kleinfelder, Inc.
  • Hillary Mandich, Analyst – Human Resources Services
  • 11 anonymous company contributors

Your Challenge

  • Ninety-one percent of IT leaders believe that analytics is important for talent management but 59% use no workforce analytics at all, although those who use analytics are much more effective than those who don't.
  • The higher the level of analytics used, the higher the level of effectiveness of the department as a whole.

Our Advice

Critical Insight

  • You don't need advanced metrics and analytics to see a return on people data. Begin by getting a strong foundation in place and showing the ROI on a pilot project.
  • Complex analyses will never make up for inadequate data quality. Spend the time up front to audit and improve data quality if necessary, no matter which stage of analytics proficiency you are at.
  • Ensure you collect and analyze only data that is essential to your decision making. More is not better, and excess data can detract from the overall impact of analytics.

Impact and Result

  • Build a small-scale foundational pilot, which will allow you to demonstrate feasibility, refine your costs estimate, and show the ROI on people analytics for your budgeting meeting.
  • Drive organizational change incrementally by identifying and communicating with the stakeholders for your people analytics pilot.
  • Choose basic analytics suitable for organizations of all sizes and understand the building blocks of data quality to support more further analytics down the line.

Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out why you should strategically apply people analytics to your IT talent management.

1. Define the problem and apply the checklist

From choosing the right data for the right problem to evaluating your progress toward data-driven people decisions, follow these steps to build your foundation to people analytics.

Guided Implementations

This guided implementation is a three call advisory process.

Guided Implementation #1 - Define the problem

Call #1 - Discuss your needs and chosen problem to tackle with people analytics.

Guided Implementation #2 - Visualize insight

Call #1 - Review the chosen data points and dashboard plan.

Guided Implementation #3 - Evaluate & refine

Call #1 - Discuss strategy for stakeholder communication and success tracking.
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