Graphs and charts are easy. Captivating and engaging your internal business stakeholders with HR metrics is not.
Throughout my career, I’ve been fortunate enough to have been part of many, many workforce analytics and planning projects. While just about all of them have been ultimately successful, I’ve seen some struggles along the way. It’s tough sledding out there sometimes. I’ve also been proud to see many clients, current and past, be triumphant in their workforce analytics and planning endeavors.
I’ve developed a budding case of carpal tunnel from building PowerPoints and project plans and helping companies go from zero to analytics hero. However, just about everything I’ve learned about analytics can be boiled down to four core principles. If you keep these top of mind throughout your initiative, you’ll win far more than you’ll lose.
By no coincidence, these are also my company’s four core values. However, for this blog series, I’ll be relating them to the practitioner side. I’ll also be looking back at past projects and how each core value came into play, both in not-so-successful and very successful ventures.
Accuracy
Today, I’m starting with one that might seem a bit obvious. Accuracy. It’s not the sexiest and oftentimes being 100% accurate can be tedious. But it’s probably the most important value. If you’re not reporting accurate numbers, you’re certainly not helping the business. In fact, you might be hurting it.
A “not so great” example:
The sitting VPHR of a large manufacturing company had built workforce an Continue reading