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Get Started With HR Analytics

Evolve your data-driven HR function with purposeful HR analytics.

  • Building a successful HR analytics capability in-house requires significant time and resources, and organizations are often challenged with knowing where to start.
  • HR analytics has not historically been an area of HR expertise, with few HR professionals being trained to perform analytics.

Executive Summary

Critical Insight

  • Tapping into the potential of HR analytics isn’t about the most complex or innovative solution.
  • It starts with defining the purpose of HR analytics, asking the right questions to solve business challenges, and investing in the infrastructure, skillsets, and technology required to identify appropriate solutions.

Impact & Result

  • The best use of HR analytics depends on each organization’s business challenges and context and requires significant investment into four foundational building blocks: ethical guidelines, data governance, technology, and analytics team skillsets.
  • With a cross-functional stakeholder team, identify the gaps in the organization’s ethical guidelines, data governance processes, technology, and analytics team skillsets that are required to deliver on the analytics agenda.
  • Plan to address gaps in the foundational building blocks required to deliver on the analytics agenda. Leverage the successes of early projects and stakeholder feedback to scale the use of analytics to optimize business decisions across the organization.

Research & Tools

1. Define the purpose of HR analytics

Identify key stakeholders, define the purpose, and identify and prioritize HR analytics needs to draft an initial analytics agenda.

2. Identify gaps in HR analytics building blocks

Identify and prioritize gaps to address within each HR analytics building block: ethical guidelines, data governance, technology, and analytics skillset.

3. Plan to address gaps in HR analytics building blocks

Plan to close gaps in each HR analytics building block.

4. Prepare to launch and scale the use of HR analytics

Create a business case and action and communication plan to address and iterate on HR analytics.

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