People Analytics
Excellence Framework
Your competency framework for setting up a people analytics Center of Excellence (CoE)
People Analytics
Select a competency to explore it >>
Reporting
Reporting focuses on getting data and insights to the relevant stakeholders. These can be HR business partners, company executives, line managers, and others. Automating your HR reporting is one of the first steps required to do actual analytics.
– HR Data Analyst
– Strategic HR Metrics
Data Analytics
This competency is the most technical of all. It’s about aggregating large data sets, combining them, and creating value-added insights. It’s the heart of analytics – but it doesn’t mean that everybody needs to do it.
– Data Science in R
– HR Data Analyst
Statistics
Statistics is the basis of data analytics. Statistical knowledge is necessary when you need to understand the data or the analysis in front of you. It enables you to ask the right questions and to understand if what you’re seeing is significant – or if it is just an accidental spike in the data.
– Statistics in HR
Data-Driven Culture
The lack of a data-driven culture in HR is one of the biggest inhibitors of successful people analytics adoption. Building a data-driven culture is key in implementing results and adding value with people analytics.
– HR Analytics for Business Partners (coming soon)
– Global Data Integrity
Technology Awareness
The HR landscape is changing rapidly. This competency is about being aware of what’s going on in the world around you. HR needs to innovate and be a leader in its field. Technology awareness is the first step in doing so.
– Future of Work
– Organizational Network Analysis
– Natural Language Processing
Effectiveness
Garbage in, garbage out. Your data is much more susceptible to cultural influences than you would think. This competency is about communication and intercultural practices that enable you to not only have good data in your headquarters but also in all the other countries. This competency takes people analytics global.
– Global Data Integrity
Strategy
People analytics excellence starts with a well thought-out strategy. What is the mission and vision for data-driven HR in your organization? How will you create short-term wins and plan long term success? Having the right strategy is the first crucial building block for everything you do.
– HR Analytics Leader
– People Analytics Strategy
Leadership
Leading the people analytics initiative can feel like you’re crying in the wilderness. You need to establish an analytics function but you also need to involve the rest of HR into a more data-driven approach. Only when HR business partners are able to work with data themselves will your data-initiative be successful.
– HR Analytics Leader
– HR Analytics for Business Partners (coming soon)
Stakeholder & Project Management
Having a strategy is one thing, implementing it is a whole other ballgame. People analytics excellence requires a great strategy, a focus on the right KPIs, and effective stakeholder management.
– HR Analytics Leader
Measurement
There are hundreds of metrics you can track with your analytics. Additionally, there are millions of data points. Which metrics should you focus on? And how do you ensure high data quality, not only today but also tomorrow? If you fail to report and analyze the right data the right way your people analytics efforts will be futile.
– Strategic HR Metrics
– HR Data Analyst
TECHNICAL
reporting
data analytics
statistics
CULTURAL
data-drivenculture
technology awareness
global cultural effectiveness
strategy
thoughtleadership
implementation management
measurement
STRATEGIC
Three Dimensions:
Strategic, Technical, Cultural
The People Analytics Excellence Framework provides an overview of the core competencies required to establish a people analytics CoE.
Whether you’re an individual practitioner or representing an entire organization, use the framework to determine which competencies you still need to acquire and map out your learning path.
Technical competencies are essential for those who actually perform the analyses. Those who oversee this process also require some basic technical competencies to be able to read and interpret reports and dashboards. browse technical courses
The strategic competencies enable you to create a people analytics strategy for your organization, to link it to business concerns and to rally main stakeholders around it. browse strategic courses
People analytics will only be successful when you manage to shape a culture of data-driven HR to support it and cultural difference are accounted for to safeguard data quality and consistency. browse cultural courses
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