How to Develop a Data-Driven HR Function David Green | April 26, 2022 People Analytics is not about HR People Analytics is about the business www.insight222.com/excellence-in-people-analytics www.myhrfuture.com/people-analytics-in-2021 © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 2 A direct influence at the CHRO level through the reporting line Prioritise work systematically and dynamically based on business value Productise solutions to scale to employees, managers and executives Data driven culture for HR Key attributes of ‘Leading Companies’ in People Analytics? © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 3 CHROs Unanimously Conclude that Data and Analytics is Important Bringing data to the conversation with the CEO and the rest of the executive team isn’t something that most Chief People Officers have been able to do historically. But now it’s about the people analytics team empowering the Chief People Officer.” Dawn Klinghoffer Microsoft © INSIGHT222 © INSIGHT222 LIMITED LIMITED 2017-2022 2017-2021 | ALL RIGHTS | CONFIDENTIAL RESERVED | PAGE 4 People Analytics Leaders have a Responsibility to Develop the Culture Creating a data driven culture is absolutely one of my key responsibilities that I am passionate about. Whether it’s actually in the job description of a people analytics leader or not doesn’t really matter to me. Only once [a data driven culture] is established can a people analytics function deliver value at scale.” Steve Scott Standard Chartered Bank © INSIGHT222 © INSIGHT222 LIMITED LIMITED 2017-2022 2017-2021 | ALL RIGHTS | CONFIDENTIAL RESERVED | PAGE 5 The Three Components of a Data Driven Culture for HR Invest in the team Invest in specialised technology Invest in productisation Democratise data Upskill HRBPs in data literacy Support change management in HR Calculate return on investment Foster a two-way conversation with stakeholders Communicate the value of data driven HR © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 6 1 Democratise Data © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 7 ‘Easy access to all the organisation’s people data means that HR can support business leaders strategically’ Alexis Saussinan Global Head of Digital HR Technologies & People Analytics Merck KGaA © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 8 Eight Steps to Successfully Democratise People Data Source: https://www.myhrfuture.com/blog/2022/3/28/eight-steps-for-successful-data-democratisation-of-people-analytics © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 9 2 Upskill HR © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 10 ‘A data mindset in HR is no longer a competitive differentiator, it’s quickly becoming table stakes’ RJ Milnor Global People Analytics Leader at Uber © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 11 81% 43% To optimise people analytics to its full potential, there are three key groups that must collaborate towards a common goal and approach. Where any of these links are weakened, the impact on business value can be significant. of CHROs expect HRBPs to use people data and analytics in their daily work of HRBPs are developing their data literacy skills © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 12 Data Driven To Evolve: HR Needs to Become More… Becoming more data-driven to drive business value through People Analytics and Workforce Planning Experience Led Delivering user-centric end-to-end experiences through innovative HR technology and design thinking principles Business Focused Managing relationships with key stakeholders, influencing change, and building credibility Source: myHRfuture research 2019; LinkedIn Global Talent Trends Report 2020 © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 13 To Transform: HR Needs to Build New Skills The Insight222 Nine Skills of the Future HR Professional Analytical Thinking Workforce Planning Data Driven Data Analysis Human EX Centred Design Implementation Digital Literacy Experience Led Organisational Acumen Stakeholder Management Storytelling Business Focused © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 14 Three Approaches for Upskilling HR Professionals INTERNAL ONLINE TRAINING Built by internal People Analytics team Provided via External Partner(s) BLENDED LEARNING EXPERIENCE Co-designed with Learning and External Partner(s) • Quick to mobilise and deliver • Quick to mobilise and deliver • Longer timeframes to deliver due to more customised design • Low cost • Cost involved but affordable • Higher cost but more immersive and cohort based • Often high level or a tactical focus • Ability to scale to a broad • audience with targeted content Online theory combined with practical, interactive workshops • Can encounter low adoption • Adoption can be high if managed as part of a broader change management program Focus on mindset shift and building confidence therefore more likely to lead to application of learning • © INSIGHT222 © INSIGHT222 LIMITED LIMITED 2017-2022 2017-2021 | ALL RIGHTS | CONFIDENTIAL RESERVED | PAGE 15 An Example of an Insight222 Learning Journey Week 1 Week 2-3 Virtual Kick Off 1 Objectives & Outcomes (60’) Discover myHRfuture + 1st Skills Assessment 2 Self-Paced Learning Foundational Online Learning in myHRfuture (focus on Analytical Thinking and Storytelling) Week 4 Guided Learning (60’) 3 Bootcamp 1.0 ‘Analytical Thinking and Data Analysis’ (2.5 hours) Week 6-9 Week 6 Guided Learning (60’) 4 Bootcamp 2.0 ‘Stakeholder Management & Storytelling (2.5 hours) 5 Week 10 Self-Paced Learning Intermediate/advanced Online Learning in myHRfuture 6 2nd Skills Assessment (Optional) © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 16 3 Support Change Management in HR © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 17 Build Capabilities Creating a Supportive Culture Inspire Confidence ‘You cannot change a culture by doing anything once’ Joan C. Williams Distinguished Professor of Law UC Hastings College of the Law © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 18 ‘We celebrate individuals who exhibit a data driven culture in all hands calls with our CHRO to really point people towards the north star’ Anshul Sheopuri Chief Technology Officer, HR at IBM 1 Establish a vision – be clear on the North Star 2 Make it evident that data literacy is strategically important 3 CHRO and HR leaders need to embody a data-driven approach 4 Invest in the right tools to democratise data 5 Provide bootcamps to upskill HR professionals 6 Deliver quantifiable business impact © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 19 THANK YOU! SUBSCRIBE to our newsletter and podcast at: myHRfuture.com/subscribe linkedin.com/in/davidrgreen @david_green_uk | @myHRfuture FOLLOW ME on LinkedIn to read my monthly collection of resources david.green@insight222.com insight222.com | myHRfuture.com © INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 20 www.insight222.com
