Your checklist for building your people analytics foundation.
Ninety-one percent of IT leaders believe that analytics is important for talent management but 59% use no workforce analytics at all, although those who use analytics are much more effective than those who don't.
The higher the level of analytics used, the higher the level of effectiveness of the department as a whole.
You don't need advanced metrics and analytics to see a return on people data. Begin by getting a strong foundation in place and showing the ROI on a pilot project.
Complex analyses will never make up for inadequate data quality. Spend the time up front to audit and improve data quality if necessary, no matter which stage of analytics proficiency you are at.
Ensure you collect and analyze only data that is essential to your decision making. More is not better, and excess data can detract from the overall impact of analytics.
Impact and Result
Build a small-scale foundational pilot, which will allow you to demonstrate feasibility, refine your costs estimate, and show the ROI on people analytics for your budgeting meeting.
Drive organizational change incrementally by identifying and communicating with the stakeholders for your people analytics pilot.
Choose basic analytics suitable for organizations of all sizes and understand the building blocks of data quality to support more further analytics down the line.
Start Making Data-Driven People Decisions Research & Tools
Start here – read the Executive Brief
Read our concise Executive
Brief to find out why you should strategically apply people analytics to
your IT talent management.
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What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your IT problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.