Moving from HR Metrics to HR Analytics: Creating Insight Along the Way

HR Metrics and Analytics are no longer 'nice to haves' but are now 'must haves.' CEO's have become more demanding of data related to people. They want to make decisions that are backed by relevant and accurate data. You must be able to track appropriate efficiency and effectiveness metrics internally, but more importantly USE the people data to determine which employee investments will produce the best results for the organization. By converting metrics already present in most HR departments to valuable analytics, you can gain insights into the business arming line management with timely information making your operations more effective. HR has been wanting to become and viewed as more strategic, by understanding HR analytics the HR professional will have a tool that enables him/her to prove HR’s strategic impact in the organization.

The 9 step process will be discussed, understanding what has to be accomplished at each phase. The steps include:

1.HR’s vision linked to business strategy
2.Build a STAR HR analytics team and agree on deliverables
3.Strengthen partnerships
4.Create models/decision trees/answer business questions
5.Data Audit
6.Data Hygiene
7.Review models and perform analysis
8.Present results/visualization/technology
9.Implement and assess

A simple review of basic statistical techniques will also be discussed so that attendees understand when to use tests like correlation, regression and anova.

Attendees will get the chance to view a real lie case study that shows how an HR department was able to make better decisions on which initiatives would have more impact. By using data already stored within HR, the case study takes a step by step approach on how to turn the metrics into valuable analytics.

HR Generalist, HR Directors, HR Managers, SVP, Human Resources

1) Understand the 9 step process for linking an initiative to a business outcome 2. Learn the statistics and skill sets needed to perform an analysis 3) Review a case study on how one HR Department determined the most impactful initiative based on data already being tracked

HR Analytics by Dr. Jac Fitz-Enz

		Cathy Missildine-Martin Intellectual Capital Consulting View Profile