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mikehoekstra
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Are you just getting started with People Analytics? Are you looking to take your HR Reporting and Analytics to the next level? This is the first article in a planned series of People Analytics Strategy Briefs where I'll discuss some People Analytics topics in short form.

 

Three Essential Components for People Analytics Success


In my experience as a People Analytics practitioner and consultant, I've found that there are three essential components for People Analytics success:

  1. Data and Tools

  2. Analytical Team

  3. Data-driven Organization


 

Data and Tools


First, you need clean data from your HR source systems (HRIS, Performance, Learning, etc.), and a great data visualization tool that enables leaders inside and outside of HR to interact with the data.

 

Analytical Team


Next, look to build a People Analytics team with HR acumen, an analytical mindset, and the ability to tell stories with HR data.

 

Data-driven Organization


Finally, ensure that you have executive support for your team and objectives, and buy-in from HR and the business as a whole to accept and act upon your People Analytics outcomes and recommendations.

 

People Analytics Success in the Near Term


That's it! Just three components explained in few sentences. Now go out there and get it done!

If it was only really that simple... The reality is that as the importance of People Analytics continues to grow, you likely already have a mandate to establish a People Analytics team and generate data-driven insights for your organization. Results are needed today, not beginning in months or years!

With that in mind, you don't necessarily have to all of these components established at a top level to get started and have success with People Analytics. Here are some ideas to get past your roadblocks and generate momentum:

  • If your organization is skeptical about People Analytics, find an ally and start with a smaller project or analysis.

  • If you don't have entirely clean data integrated in a single system, do some manual integration and data cleansing in Excel.

  • If you are short on talent, reach out elsewhere in your organization for analytics expertise and support.



Wrap-up


Hopefully you found this People Analytics Strategy Brief useful. Does it resonate with you? What would you add? What else would you like to read about? Let's discuss--feel free to reach out to me directly or share your thoughts in the comments below.
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