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ACADEMYAIHR

LEAD COURSE FINAL ASSIGNMENT

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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

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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

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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

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STEP 3MAP THE AVAILABLE PEOPLE AND SKILLS IN THE TEAM USING THE COMPETENCY MATRIX

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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

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PROJECT ROADMAP TEMPLATE

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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

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Create a high-level plan which describes your key areas ofdevelopment and the most important processes

that need to be managed

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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

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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

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