handout - lead course final assignment
TRANSCRIPT
12/9/19
1
1
ACADEMYAIHR
LEAD COURSE FINAL ASSIGNMENT
1
2
Before starting with HR Analytics you have to get your metrics in order… Are they strategic and relevant?
S T R A T E G I C H R M E T R I C S
PLAN YOUR ANALYTICS ROADMAP IN 5 STEPS
ASSIGNMENT GOAL
2
12/9/19
2
3
STEP 1CREATE AN INTERNAL
VISION & MISSION
All people decisions are informed by data insights
VISIONExample
MISSION
HR decisions will be data-driven through an effective analytics Team, the establishment of a
data-driven culture and direct and ongoing communication between HR, the business and
the Team
Example
3
4
STEP 2IDENTIFY THE KEY CAPABILITIES NEEDED TO ACHIEVE THIS MISSION IN THE SHORT TERM
MISSION
HR decisions will be data-driven through an effective analytics Team, the establishment of a
data-driven culture and direct and ongoing communication between HR, the business and
the Team
Example
1. Business acumen
2. Basic analytical
understanding
3. Data visualization
4. Expert HR domain
knowledge
5. IT data infrastructure
KEY
CAPABILITIES
4
12/9/19
3
5
STEP 3MAP THE AVAILABLE PEOPLE AND SKILLS IN THE TEAM USING THE COMPETENCY MATRIX
5
6STEP 4CREATE A PROJECT ROADMAP
Map the key areas of
development in your
organization
Describe the state of these
areas
Assess your current people
analytics maturity per area
Describe your ambition in 3
years per area
Assess your aspired people
analytics maturity per area
Subtasks
6
12/9/19
4
7
PROJECT ROADMAP TEMPLATE
2 14 0
No awareness of what HR
analytics is amongst business
or people outside of the
analytics team. Very low
analytical capabilities.
No communication with
analytics team.
5 45 3
Data warehouse
implementation successful for
the major systems: HR data can
easily be aggregated and
combined.
However, very low data
consistency across countries.
No operational, tactical and
strategic reporting in place
yet.
Easy aggregation enables to
quickly start reporting in US
on national level.
All skills are present in the
team.
Wide-spread awareness of
the role of analytics in the
organization.
Frequent communication
and cooperation between
HR and the analytics team.
All HR data is automatically
aggregated and available in
dashboards. Automated
reporting is in place. Full
global data consistency and
integrity.
Operational, tactical, and
strategic reporting is fully
automated and on-demand.
Most skills are present with
the exception of advanced
analytical capabilities.
Analytics team capabilities
Global HR analytical capabilities
Data integrity Reporting practices
2018Maturity
2021Maturity
7
8
Create a high-level plan which describes your key areas ofdevelopment and the most important processes
that need to be managed
8
12/9/19
5
9
Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2
Analytics Team Capabilities
Global HR Analytical Capabilities
Data Integrity
Operational Reporting
Tactical Reporting
Strategic Reporting
Analytics Project
Hire data scientist
2018 2019 2020
Start training Business Partners in analytics
Train BPs in usage of dashboards
Global data definitions Data quality dashboard
Absence dashboard
Turnoverdashboard
TalentAcquisition
Talent management
dashboard
Successiondashboard
Diversitydashboard
Management top
dashboard
First analytics projectThird
analytics project
Secondanalytics
projectContinuous (on-demand) people analytics projects
PROJECT TIMELINE TEMPLATE
9
10
First Step
Identify key problem areas
(see module 3, lesson 3)
Second Step
Rate each area on ‘impact on
the business’ and ‘effort’
Third Step
Map the problem areas and
start with the flow hanging fruitFifth Step
Create an analytics project
roadmapFourth Step
Define the different steps in
the analytics project
STEP 5PLAN THE ANALYTICS PROJECT
Subtasks
10