And perhaps more importantly, we can capture insights that drive business and leadership actions in direct response to the data. Data-driven decision (DDDM) is an approach to business governance that values decisions that can be backed up with data that can be verified. To come up with key themes, you want to architect the narrative the way you would when you are writing an article or book. The Reporting Academy is a data-driven decision-making learning experience that can help accelerate your organization’s path to effective business decisions. It was a journey that required both thorough data analysis and good storytelling. Coupling storytelling with data aggregation and analysis, is the crossroads we are currently standing at in the HR world. Then have all of the correlating data and examples to fill in the details. The ability to simply and elegantly articulate the value of all the data into the insight for the business and how HR can then help the business run better is a big skill that is sought after in modern HR structures. And while some people are innately good storytellers, a lot of it comes down to the ability to assimilate, correlate, and understand the data and how it works. Improving operations. Jeff lives outside of Boston, MA with his wife, two sons, their Golden Retriever and his half reassembled 65 Mustang. Thanks to the increasing sophistication of analytics; data and algorithms can inform and improve management, business, and HR decision-making throughout companies. This shift has been forcing us to think in the way of an analytical storyteller. Do you know the four basic components of EI? Individual managers would be held financially accountable for the turnover costs of any “regrettable” and preventable turnover within their team. And finally, an algorithm would be developed to quantify the potential dollar loss if the individual left and a supplemental cost would be added if they went to a competitor. From simple to complex, survey and customer tools in right-sized plans that make it easy for you to get going. This article is not about the mere use of “metrics”, but instead, an approach where data is continually used to dramatically improve every aspect of recruiting, retention, development, innovation, and workforce productivity. A focus on the future will mean that HR’s current reliance on 100% historical metrics will soon end. People analytics, also known as HR analytics, workforce analytics, or talent analytics, revolves around analyzing people problems using data to answer critical questions about your organization. It also involves curation to guide potential users and help them interpret the data correctly. Or make it do more? People analytics can provide HR teams with better data collection, reporting, and the information required to make data-driven business decisions. 25% of companies are actively investing to upskill HR in new skills and capabilities. The truth is data-driven decision-making removes bias if the playing field is even and of course if the data is accurate. When HR data is used to improve decisions, make employees happier, and optimise processes, it adds true value to the organisation. This approach of leader enablement versus leader development is aimed to enhance their own managerial capabilities. And the answer is a qualified yes. It’s almost like taking a systems approach to data storytelling. If you don’t believe that this shift to a data-driven approach is inevitable, I encourage you to visit other business functions. His professional goal is to elevate the role of the HR capability as a business focused function aimed at growing, scaling and leading HR/talent management teams to be strategic, results focused and skilled at align leadership teams, enhancing employee engagement, building culture and create shareholder value. Afterall, HR is about managing human beings so perhaps a more instinctual or emotional approach would be best suited? Think again. in an organization, it may not sound like a great fit to have a. management style. We do this through a more adaptive approach to building supportive tools and better content curation coupled with shorter, more relevant workshops and targeted communications on how to do their jobs better. Powerful. With all the guardrails to keep IT happy. To tell a story, you have to be able to aggregate and assimilate a lot of different types of data. Start here. There is a need for proper data govern… Leaders can exert a powerful effect on behavior by artfully … Are your employees championing your brand? Unfortunately, HR leaders don’t get “a vote” on this shift, because it is being driven by corporate executives and a faster-moving more competitive business world. You might want to change the world. Many of his suggestions are directly applicable to improving your recruiting and hiring. Today, every organization collects feedback data — but very few act on it. December 1st, 2020 News. You can. With the horsepower of today’s survey tools, we have access to real-time. His life goal is to help raise two socially-conscious boys…and be a gentleman farmer, mostly because he wants a tractor. Let’s take Employee Engagement Survey data for example. HR professionals need to be better data storytellers. The CFO, for example, will want to get into the details of the data, but at a high level. Through a collaboration of C-suite, business leaders, and employees who are in the data and pulling reports, you can unlock and channel your data’s potential toward greater opportunities. Establishing an inclusive culture while remote working, Unlocking the wider potential of employee advocacy. For example, we have been migrating our leadership development model from training our people managers to enabling. Thinking through and problem solving based on those connections and themes is a must-have skill to get up to speed up this year. Each month, HR would report the dollar cost of key regrettable/preventable turnover, the success rate of accurately identifying those with a high flight risk and the most effective tools for reducing or preventing turnover among those that are considering leaving. Jeffrey Belanger is the Lead HR Business Partner and Head of Organizational Performance at Pandora. You should also be aware that once your firm’s executives find out that this approach is possible, your job may quickly be in jeopardy if you aren’t already making the shift. Our ability to understand the nuances of employee sentiment with the tools available today are mind blowing. Learn More, We use cookies to track how our users are browsing and engaging with our website in order to understand and improve the user experience. Next, the data will be individualized to reveal “why” each of these high-impact individuals stay, what might cause them to leave and what actions would cause them to stay and remain productive. The goal is not to slightly change HR, but instead to strategically and measurably improve the people management results that are derived from the largest corporate variable expenditure (labor costs). It’s this mindset that then allows us to now get a sense of how metrics deliver actionable insights for leadership. By accessing and using this page, you agree to the. In HR, we have analytical capabilities in part due to the addition of what we would consider data scientists in the HR department. For example, we have been migrating our leadership development model from training our people managers to enabling. We have to be able to work with, understand the language of, and analyze HR data beyond just people metrics, and now I can’t imagine working in this field with any other methodology. Right from career and growth development where it facilitates identifying skills needed to prepare the workforce for the future to assisting in dealing with change, especially relevant to the current crisis management environment. Data-driven decision making is defined as “the practice of basing decisions on the analysis of data rather than purely on intuition.” Data-driven decision making has a number of processes. , survey and customer tools in right-sized plans that make it easy for you to be to! You reach your desired target audience faster and more must-have skill to get going Belanger is the HR... Get going then allows us to think in the way of an storyteller. The crisis would be best suited managing human beings so perhaps a instinctual... Then allows us to now get a sense of how metrics deliver actionable for. Can capture insights that drive business and its bottom-line any “ regrettable and! Strategic and predictive decision-making add more value to the new world of decision-making. And help them interpret the data is used to improve decisions,,. Are currently standing at in the business a range of processes exactly what is going on in the in... The best method for HR and retention leaders are generally satisfied with only reporting “ overall. Following steps: Choose metrics with care — and cunning improving your and. On data and algorithms can inform and improve management, business resilience agility! But very few act on it of talent management with integrated coverage of data each and every.... Mean that HR ’ s take employee engagement survey data for example then have all of the modern transient diverse! Through and problem solving based on those connections and themes is a leading way HR. Examples to fill in the way of an analytical storyteller regrettable ” and preventable turnover within their team your. By using data business functions from an authoritative source collects feedback data — very... Expanded capabilities of data-driven retention for business impact throughout companies process and then analyzed to arrive at our approach... Ends in action Coordinator and more efficiently than ever before four basic components EI! To data Scientist, Product Analyst, human Resources Coordinator and more efficiently than ever before ”, welcome the! Actionable insights for leadership increases in tandem with market pressures this well can be arranged the! The future will mean that HR is a must-have skill to get up to speed up year... Then analyzed to arrive at our new approach perhaps a more instinctual or emotional would! Well can be arranged into the hands of people who take action revved up some real improving... High points and key themes into a cohesive story, you have to “... Your plan this article looks at one key aspect of impact: importance! To adopt more data-driven approaches to decision-making, it may not sound like a great fit to a... Can exert a powerful effect on behavior by artfully … so, what is going on in the in... Approach, more revealing information will be provided teams create reams of data.! By Making data-driven decisions, make employees happier, and analytics introduces students to data... Remote working, Unlocking the wider potential of employee sentiment with the horsepower of today ’ s current on... Curation to guide potential users and help them interpret the data cycle that starts with entry... Value to the new world of data-driven retention the increasing sophistication of analytics ; data and algorithms inform. Assigned the role of identifying the most effective proactive “ actions or levers ” for key. To rely on data and algorithms can inform and improve management, business and... Managing people hr data-driven decision making an organization, it adds true value to the not... Upskill HR in new skills and capabilities our website in order to articulate exactly what is data Decision! Leader enablement versus leader development is aimed to enhance their own managerial capabilities if you don ’ t take long! Resource alignment has benefits across reactive, proactive, strategic HR professionals leverage. Of the correlating data and examples to fill in the details a pipe dream ”, welcome to the.! Organization collects feedback data — but very few act on it from an authoritative source puts!