HR professionals can start with the introduction of a new Human Capital Management (HCM) platform, following the guidelines provided by the Senior Certified Professional (SHRM-SCP) certification.
In the realm of business, data is a valuable asset, and people analytics is no exception. However, before delving into the intricate world of analytical reports, it's crucial to ensure strategic alignment.
The initial step in effective people analytics is collaboration. The HR department head, in conjunction with business partners, should define needs and success metrics. This collaboration is essential to ensure that people analytics initiatives align with strategic business goals.
Once the key metrics have been identified—those that link the company strategy with outcomes—the next move is for the HR analyst to extract and summarize relevant data. This data will then form the basis of the analytical reports that will be used to inform decision-making.
Summarizing data and developing analytical reports are important steps, but they come secondary to the strategic alignment piece. Training stakeholders on the HCM platform's self-service and decentralized capabilities is beneficial for driving adoption and empowering managers, but it's not the most urgent priority when the CEO is requesting analytics.
Effective people analytics requires a close partnership between HR and the business. By working together, they can identify the metrics that matter most, ensuring that the insights gained from the data will drive meaningful change and contribute to the overall success of the organisation.
In conclusion, people analytics initiatives should start by defining clear business objectives. By partnering with business partners, identifying key metrics, and analysing data, HR managers can make informed decisions about the best way to extract, analyze, and communicate that data, ultimately driving business success.
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