Feb 27, 2015
The Capability Challenge for Workforce Analytics
Experience tells me that workforce analytics is not something that can be 'done in the margins' – dedicated resource is vital.
Ten HR Business Partners investigating the actions of the workforce 10% of the time does not equate to a full time professional. The delivery of workforce insight must be by professionals entirely focused on the discipline.
This is not to say that HRBPs shouldn't have analysis as part of their toolkit; but to be 'top-quartile' in this space an organisation, almost without exception, must have a core team of stalwarts who live and breath the subject matter.
So, in broad terms, what are these capabilities?
Is it the skill to stage data and designs systems with workforce reporting and analytics in mind and a passion for data quality - the ability to act as the interface between HR and IT on major projects and implementations?
Is it the discipline and knowledge that enables focus on 'relevant' investigations – the ability to craft simple, concise, but actionable conclusions?
I hear the term 'data scientist' more and more and agree that these individuals with curiosity and a passion for problem solving are absolutely key, but together with this there must be adeptness at articulating the significance of insight and the ability to craft – and make a case for – an intervention strategy.
The gravitas to build relationships and to communicate findings and recommendations to clients - whilst checking the pulse of these consumers to provide a steer for future investigations – is vital.
In my mind all of those capabilities – the data guru, the analyst and the communicator – are equally important. It's this blend of skills that creates a balanced team of professionals who will deliver a first class proposition to the business.