Last week we introduced our Do. Help. Fix Model for selecting HR analytics and reporting projects.
This week we look at the first two steps in our 8-step plan for getting going once you've identified your first HR Analytics project – that juicy business opportunity. Follow these steps and you'll be sure to deliver business value through your analytics and reporting.
Here’s an overview of the steps which we’ll dig into deeper in the coming weeks.
1) Read and understand your business plans
2) Scope out your DDHR (data-driven HR) project
3) Define your primary metric
4) Define your secondary and supporting metrics
5) Articulate the ‘What’
6) Articulate the ‘Why’ behind the ‘What’
7) Drive Decisions, Case for Change, Targets & Change Plans
8) Implement, Measure Success, Stabilize & Realize Value
Let’s look at the first two of these in detail- that should keep us within our 5 minutes for this week, and provide some direction for areas to focus on.
1) Read & Understand Your Business Plans
It may seem obvious... but... have you read your most up-to-date corporate business plan or objectives? If you don't have access to it or don't have one, have you interviewed members of your executive team to understand overall direction?
If you haven't, how will you be able to build people and organizational capabilities?
HR becoming data-driven is about achieving better balance with your qualitative and quantitative data (i.e. gut feel and hard facts). This balanced approach needs to be applied within the context of something relevant, juicy and purposeful for the organization – whether that is a specific LoB that you serve, or a larger corporate objective.
HR must understand the Corporate and Business Unit Plans, understand what this means in terms of people programs and capabilities, and must identify, scope, and deliver Data Driven HR projects which will help you achieve these business plan outcomes.
2) Scope Out Your Chosen DDHR (data driven HR) Project
Your scoping exercise should include these activities:
- Read Your Corporate Business Plan
- Read Your Line of Business Unit Plan (the plan for your direct client)
- Discuss and "play-back" your key observations to the management team/LoB to ensure you've created sufficient understanding
- Ensure and articulate how your first DDHR Project supports Key Areas of Focus for your client (these could be from the Corporate objectives, LoB objectives, or a combination)
- For your first DDHR Project, research, brainstorm and document the following - to the best of your ability:
- The specific objectives, outcomes and metrics related to the project
- The people and organizational requirements/capabilities for delivering on this
- Your gaps when it comes to all aspects of HR & people programs (i.e. if you need to "improve close rates in our Sales Team" and you don't have a best practice Sales Closing Training Course available, then this would be considered a "gap“)
- The risk, implications and business impacts of not closing that gap
- Brief your LoB Lead/management team on your findings from the above activities - gain deeper understanding, alignment and support for your project. If you've got it right, you should have raised the enthusiasm and interest of your clients.
Now you've put some boundaries around your ONE Data Driven HR Project and understood it in greater detail with your organizational or LoB counterparts - you must now define the project in more detail - and execute. There are several steps to this - steps that dig into the data and metrics you're going to capture. We'll delve into these next week. Stay tuned.