In recent years, HR analytics has emerged as the new superpower in the world of human resources. All the new insights have led to a growing awareness within organizations that it is becoming increasingly important to make data-driven decisions. Where HR departments used to rely mainly on experience and gut feeling, they now have access to a goldmine of data. This data provides insights into the well-being, performance and needs of employees.
In this article you will learn step by step
Do you dare to dream?
There you are: ready to dive into the HR data. When working with HR analytics within an organization, as an HR professional you often dive straight into the figures. But strangely enough, that is exactly what you should not do. What is the best and first step you should take? Dare to dream! About the insights and benefits your HR plan will provide. And how they will ensure that the organization becomes stronger and stays ahead of the competition.
Defining the business case
In practice, many organizations are working with HR data. There are 2024 Brazil Telegram Users Library dashboards, but they are often underused. Unfortunately, there is little evidence of enthusiasm in HR among management and employees. This is usually not intentional. Due to the lack of a good business case, there is uncertainty about the use of the data. The result is a lack of involvement. In the book Impactful HR analytics (affiliate), an action plan is described that consists of 6 steps.
The first step is to create a business case
You can recognize an excellent business case by
A clear focus : give a clear answer to the challenge within your organization. Focus on one challenge at a time.
Focus on the importance to the organization
Substantiate the ROI with data : what will be the added value of this project for the organization?
In the book you will find a link to a handy template for a rock-solid business case.
Evaluating data sources
Data sources are the backbone of HR analytics. Make sure you have a good idea of which data can be found where. The most obvious information can be found in the HRIS (Human Resources Information System) or the ATS (Applicant Tracking Systems) system. It is also common for data to be managed and stored by external partners. The authors of the book give a golden tip for this: explicitly state in the agreement that you can access your data at any time.
You can assess the quality of data by looking at:
Accuracy
Accessibility
Usability
Reliability
Collecting data
It may seem obvious, but a lot can go wrong when collecting data. As a result, the BT Lists is incomplete, unusable or even incorrect. Based on their years of experience and research, the authors of the book have an excellent tip for this: write a codebook. This is the key to understanding Recently Updated Bulk SMS Vietnam collected data. A codebook is important because it ensures accuracy, efficiency and transparency. The authors mention a number of best practices, including these:
Define each variable : describe in concrete terms what, for example, a year of service or FTE exactly entails.
Specify categories and values : for example, full-time or part-time.
Update the codebook : make sure it is stored in a central location that is accessible to the people involved. So not on your personal Drive on your laptop.
