There are continuing conversations in HR about people analytics, people science, HR analytics, predictives (as variously styled) and the insights we should be deriving. I often wonder whether these are the right conversations.
I am booking my place for next year’s CIPD Analytics Conference after #HRanalytics17 and, for HR Zone, I gave readers a run-down of content-packed day here. The event was a gob-smacking showcase of the work that leaders in the field, with UK territory, have managed already and I was mighty heartened for the majority that the Chair confessed to me the CIPD’s intention to hit the delegate “shock factor”.
The HR profession is right to focus on getting information out of technologies, as well as the ongoing transformation of our roles from an operative function into strategic leadership (Have we reached the C-suite yet?!). But we do not always know how to make those conversations effective. We do not know how to set our own agenda. We are enthused by vision and paralysed by the today.
This brief blog gives you 10 key questions that are the right conversations to be having amongst your internal teams and your networks.
10 Continuing Conversations for HR on People Analytics
Oh, and P.S. …
Everyone wants to know which the right questions to ask of the data are, which insights to derive, which are the “best” measures and predictions to look for! The clue is in my final question 10 (see above): you have to find your own answers. They should be the answers to the most key questions your business has to face.
How conversations are to continue
The end goal is to arrive at analytics as a service to your business. This means an iterative investigation into key business drivers with data insight. The business-as-usual service, in itself, is an ongoing data-driven dialogue.
Because the questions above are not yet answered, even amongst leaders in the field of people analytics, these are continuing conversations.
But for some immediate things you can do with “Big Data, Small Steps” look out for more here.
I also very much recommend a book reviewed on HR Zone – here which makes for a very digestible read if you have time for a full text-book.
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