Launching advanced HR analytics projects

How can we demonstrate the value and impact of investing in people on business performance? Bright & Company was asked to work with HR and the organisation to:

• define a clear ambition for HR Analytics;
• conduct an assessment to gain insight into how the organisation performs against the key conditions for successful HR Analytics;
• develop a practical roadmap for further developing HR Analytics, with a continued focus on making a demonstrable contribution to organisational objectives;
• engage stakeholders throughout the process, help them develop their knowledge and inspire them.

To support the organisation in developing HR Analytics, Bright & Company’s experts used the Building Blocks approach, consisting of five elements: defining the ambition, assessing the available data, IT infrastructure, organisational structure and governance, and knowledge and skills.

Together with stakeholders from HR, the business and IT, we first defined clear ambitions for success in both the short and long term. We also compiled an extensive list of potential pilot projects involving advanced predictive analytics.

We then carried out four assessments with different stakeholder groups. These provided insight into the current situation and possible future scenarios for HR Analytics. Together, we determined which steps were needed to bridge the gap between the current and desired situations. We translated the findings into concrete activities, improvement projects and a clear roadmap for the further development of HR Analytics in the short and long term.

Throughout the process, we worked closely with stakeholders from different disciplines. They actively contributed to the assessments and reviewed the findings. Key stakeholders were also kept informed of progress and new insights.

Finally, the HR Analytics manager and Bright & Company’s project leader presented the key choices and decision points to the HR leadership team. This enabled the roadmap to be finalised and implementation to begin.

This project benefited the organisation in several ways. The ambitious roadmap is comprehensive, yet clear and easy to explain. It provides the HR Analytics manager, among others, with practical guidance for initiating and managing projects. Close collaboration with stakeholders from HR, IT and the business also generated broad support and strong motivation to get started on HR Analytics projects.

Implementing the roadmap helps the organisation make better-informed decisions about people and demonstrate their impact on business results. In this way, HR Analytics contributes to better decision-making and greater organisational success.