From recruitment to training data and from performance management to annual survey data, organizations are building a data foundation that can enable evidence-based human capital (HC) decision making.
However, simply building the technological infrastructure and dedicating resources to collect and maintain data doesn’t guarantee that an organization can leverage its data effectively and efficiently to answer its most pressing strategic questions. Even the most sophisticated data warehousing and analytics systems won’t tell an organization how best to:
- Formulate and align analytic strategy to its business questions
- Determine whether it has the right data to address these questions
- Deal with the almost inevitable “messiness” that occurs in real-world data sets
- Build reliable and accurate HC metrics
- Convey results to decision makers using clear and easily interpretable metrics
Technology is not enough. Data analytics expertise is also needed to interpret and, just as importantly, determine how best to convey results to organizational decision makers. Analyses are useless if decision makers do not see their value and potentially damaging if decision makers are basing interpretation of the “wrong” data.
HumRRO specializes in helping organizations understand how their “people data” and HC programs and services related to key individual and business outcomes. We have helped organizations use predictive analytics to identify, understand, and influence key drivers of employee engagement, satisfaction, performance, and retention using data that already existed internally or could be easily captured. The value of any analytics process begins with what an organization is able to put into it, from planning and staffing an analytics effort to the quality of the measures upon which it is based.