Big data is massive. I have headed a previous article with the same and with 10 small tips to work towards making that manageable. More recently, much encouraged to see the CIPD putting forward the people analytics vision from leaders in the field, I put to you the key questions that should be continuing conversation for business leaders and for HR thereby.
We have a big industry problem with people analytics or People Science[i], which is about accessibility. The data is so vast and the end-goal so visionary that the thing feels unmanageable. In the overwhelming majority of organisations, we need the road-map plotted that starts with where we all are right now.
Here those same 10 steps I stick by, adding 10 more ways in which you can inch towards insight from your own “big data”.
20 tips to make insights in reach; big data bite-sized [ii].
Understand its value but also its limitations. Understand that to a degree you can DIY it with your own thinking. If you’re trusting in rules, which I recommend you do, then pick the designers right! Likewise, do work with partners as you’ll likely need some expertise you cannot afford to employ, but pick carefully and go foremost for continuity – consultants need to “get” you and your people data.
A learning point for me in recent months of talking to client organisations and working with partner product suppliers and independent experts, is that these simple start-points apply to almost all in the here-and-now. Size does matter on analytics: it matters because of volume of data points and affordability of investments. It matters less than you might suppose when it comes to people analytics maturity. Be not too afraid that everyone else is better than you!
If you’d like more explanation behind my points then do contact me. Or get in touch with practical insights you’ve drawn in your analytical start.
You can also find these tips, if you prefer them in mini and more shareable with colleagues, @KateWadiaP3C on Twitter.
With thanks and acknowledgements also to all those presenting at the CIPD Analytics Conference in November 2017 for inspiring ideas and to HR Zone[iii] partners in sharing of our Phase 3 support for the analytics journey.
[i] Sage People www.sagepeople.com are adopting this terminology and it’s in my view just the right message
[ii] We like bite-sized at Phase 3 Consulting. For us it means all that manages volume with a modest pragmatism and with expertise, to get results
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