HR is not a data savvy function: Between 80 and 100% of CEOs require strategic decision support from HR data, yet less than 20% of them receive such information from the HR function. That message is well understood by HR: In a late 2015 CEB research, European Heads of Analytics report that they want to increase their analytics maturity significantly. So Analytics is constantly climbing up the ladder of priorities of Heads of HR. Much has been written (find here one of the better collections of meta research and blog posts). Less has been realized. Yet the business case for advanced workforce analytics is clear: If set up correctly, mature analytics companies achieve better talent outcomes and produce higher business impact.

In order to set the agenda for Workforce Analytics, companies need to consider various aspects:

  • The impact they want to achieve.
  • The data sources to take into consideration.
  • The services based on the data they want to deliver to various audiences.
  • The delivery model to provide these services effectively.
  • The technology to support analytics insights creation and delivery.
  • The governance to secure employee data and it’s consumption.

At TI People, we are helping large companies to think all these aspects through and to set up advanced workforce analytics. To do so, TI People has created consulting modules for stakeholder alignment, analytics road-mapping, pilot definition,¬†hypotheses building, data collection, hypotheses testing, results delivery and validation, and service sustaining. Each module is built from TI People’s leading global research, from a broad network of the most advanced practitioners and their best practices. And all these assets are part of TI People’s proprietary¬†Enabling approach.