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Establish Data Governance for HR

Use a phased approach to implement solutions that address short-term and long-term data governance needs.

  • HR data governance is often inadequate due to a lack of formal data governance practices and low levels of data literacy. Without data governance practices, HR risks sharing inaccurate information, resulting in key individuals lacking trust in HR data. This stifles cross-functional collaboration and the ability to generate valuable insights to drive innovation, improve decision making, and gain a competitive advantage.
  • HR often has urgent pain points to address; however, formal data governance frameworks are not a quick solution and typically take years to implement fully.

Executive Summary

Critical Insight

Accurate and reliable data is an essential component of data-driven HR. Developing data governance practices helps ensure high-quality data and builds a solid foundation for HR to create a data-driven culture.

Impact & Result

  • Implement HR data governance practices to ensure data is available, accurate, standardized, and complete to enable HR to develop data-driven recommendations based on high-quality data.
  • Use a phased approach to address HR’s urgent data governance needs with practical people, process, and technology solutions and establish a formal HR data governance framework to support a proactive and strategic approach to data governance in the long term.

Research & Tools

1. Address urgent data governance needs

Focus on data governance components HR can address in the short term through people, process, and technology solutions.

2. Establish a formal data governance framework

Focus on establishing formal components that will support a proactive and strategic approach to data governance in the long term.

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