A few weeks ago, I made a commitment to develop a White Paper which might help HR Business Partners become more data driven. Since then, I’ve developed a framework, tested that framework with a number of clients and trusted advisors, and started to put some details down on paper - oh, and rebranded/repositioned it!
As I got into the development, the White Paper quickly morphed into something I believe will be a little more useful - something I am now calling a “Practical Guide and Playbook” - and built around 4 Areas of Focus.
1) HR & HRBPs must focus more attention on what's relevant to the business
When it comes to the People Plan, Ops will always have different objectives, drivers and issues than Sales - but there will also be common ground. Therefore, it is imperative that HRBPs have solid understanding of both corporate/enterprise-wide people objectives, in addition to the specific objectives of the business units they serve.
2) HR & HRBPs must develop analytical and consultative competencies
It must be recognized and addressed that some HRBPs are more naturally analytical, business-savvy, data-driven and strategic than others. It's therefore becoming more commonplace that HRBPs build upon their transactional HR skills & experience, becoming change enablers and helping drive the people-side of business outcomes. This means articulating the opportunity and understanding the issue, consulting, driving decisions, planning & implementing change, and optimizing results.
3) HR & HRBPs must adopt a capability mindset - which goes beyond slick tools
Slick tools can flounder if they don't live within an environment - or capability - which supports their purpose. For an HRBP to be successful in Data Driven HR, there must be a framework, strategic focus and processes in place to ensure the relevant data is both captured and trusted, clarity in the role of the HRBP, and of course, visibility, realization and optimization of hard business results.
4) HR & HRBPs must implement data driven decision-making in a sustainable way
"Becoming Data Driven" implies change will occur - and this change must be sustainable and not just a one-off project. These 4 Areas of Focus must work in concert with one-another to ensure clarity of purpose, adoption and motivation for the future state, leadership support, a concrete plan for implementation, in addition to clearly defined, yet achievable success.
Stay tuned to our upcoming 5 Minute Friday posts as we explore each of these areas in detail.
What are your thoughts on helping and preparing HRBPs to be data-driven and analytics savvy? Talk to us! We're always happy to discuss analytics.