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You have already decided that HR Analytics are critical to your organization. However, you are likely facing the daunting task of explaining to your organization why they should follow your lead. Often, an outside perspective goes a long way towards helping you make the case. The following 12 quotes and facts come from a variety of well-respected sources and can be used to start critical conversations and reinforce key points in your initiatives.
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Edited by Harrison Cates Withers III
The Case for HR Analytics eBook was edited by Harrison Cates Withers III Harrison is the Vice President at Media 1 and a principal business operations consultant. He has over 20 years of experience in the performance improvement space including managing learning and development activities on an international scale. Prior to Joining Media 1 he was the Director of Training and Technology at the Domino’s Pizza chain, giving him the unique perspective of both the business and advisor sides of the equation. He regularly writes on the intersection of people, process, and technology, including in-depth perspectives on metrics and measurement, use of social media in business, knowledge management, and the proliferation of mobile technology. Harrison has a particular passion and talent for challenging the way things have “always been” and seeking the unvarnished truth. Despite being an early adopter of new technology, Harrison is brutally honest with clients and their expectations regarding “flavor of the day” trends. He insists on clear measurements that are linked directly to metrics that align to business strategy, and driving behavior-based change to yield measurable financial results. With contributions from the Media 1 ROP consulting team: Scott Byers Jordan McClure L. Michael Wykes, Cover and information design by James Barnes Please share this eBook freely with leaders, innovators, and champions. Thank you! Media 1 are experts in Return On People, a powerful organizational performance methodology grounded in Human Capital Analytics. We apply ROP to increase long-term profit and fuel an empowered, agile, and sustainable work environment for all contributors. Our clients include senior executives from companies who have grown through merger and acquisition and emerging organizations seeking to implement leading people practices. Return On People will help you create an accountable measurement culture for a greater return on your investment in people.
This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivs 3.0 Unported License. To view a copy of this license, visit http://creativecommons.org/licenses/by-nc-nd/3.0/ or send a letter to Creative Commons, 444 Castro Street, Suite 900, Mountain View, California, 94041, USA.
Copyright © 2013 Media 1. All Rights Reserved.
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You are reading this because you have already decided that HR Analytics are critical to your organization. However, you are likely facing the daunting task of explaining to your organization why they should follow your lead. Often, an outside perspective goes a long way towards helping you make the case. The following 12 quotes and facts come from a variety of well-respected sources and can be used to start critical conversations and reinforce key points in your initiatives.
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“The real catalysts for meaningful workforce analytics are generally not day-to-day operations, nor IT cost savings, nor academic/theoretical requirements. Rather, they are often the significant disruptions that occur to businesses, but not on a schedule.”
Source: Deloitte Workforce Analytics and Visualization: Practical Approaches, Tools, and Tips
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“Without the appropriate level of analysis and tools, there can be a continuing wake of destructive activity as organizations move from one extreme in over-hiring to the other of recurring layoffs and reductions...”
Source: Human Capital Management Institute Managing an Organization's Biggest Cost: The Workforce
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HR has not yet reached the level where it can consistently and quantitatively demonstrate linkage to value creation, causing many CEOs and CFOs to view HR skeptically as simply a necessary expense.
Source: SHRM - Human Capital Analytics and Metrics
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Executives who said HR capabilities are adequate but need to improve.
Source: Deloitte
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Most HR leaders have bought in to HR analytics. The question is how to allow its use to thrive throughout the organization.
Source: Cornell University CAHR The State of HR Analytics
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Many leading companies are slowly evolving their practice of HR Analytics, using data to model and predict capabilities.
Source: Cornell University CAHR The State of HR Analytics
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Only 1 out of 5 business leaders strongly agree that they trust the reliability and accuracy of their organizational data.
Source: Cornell University CAHR The State of HR Analytics
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Even basic headcount reporting practices can be widely inaccurate. Source: HCMI via CFO magazine
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Business leaders who feel they have the support of their senior leaders for HR Analytics projects and initiatives.
Source: Cornell University CAHR The State of HR Analytics
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Business leaders who feel they have a strong team of analytical talent that can execute HR Analytics projects.
Source: Cornell University CAHR The State of HR Analytics
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HR Reporting and Analytics are part of a journey; you don’t get from “basics” to “sophisticated” in a single step.
Source: Deloitte Workforce Analytics and Visualization: Practical Approaches, Tools, and Tips
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Media 1 are experts in Return On People, a powerful organizational performance methodology grounded in Human Capital Analytics. We apply ROP to increase long-term profit and fuel an empowered, agile, and sustainable work environment for all contributors. Our clients include senior executives from companies who have grown through merger and acquisition and emerging organizations seeking to implement leading people practices. Return On People will help you create an accountable measurement culture for a greater return on your investment in people. Learn more at ROIPeople.com.
www.media1.us
