The roadmap
The AnalyticsMaturity Cycle.
Ten stages, from a first headcount report to workforce data that steers the P&L. Between them sit five hurdles that quietly stall most HR analytics functions. This is the map we use with clients to figure out exactly where they are, and what it will take to move up.
The cycle
Ten stages, five hurdles, one direction of travel.
Each stage builds on the one before it. The hurdles are the honest reasons teams get stuck: not enough clean history, not enough analytical capacity, not enough statistical rigor, no scenario planning muscle, and HR data that never quite meets business data.
- 01
Stage 1
Basic Reporting
Singular reporting on current state metrics, headcount and turnover across the whole company.
- 02
Stage 2
Basic Drilldown
Drill current state metrics into department, job function, and location. Expand into demographics.
- Hurdle #1
Historical data
Make ready and cleanup of years of HR history so it can be trusted for analysis.
- 03
Stage 3
Historical Analytics
Reporting on historical metrics on a monthly, quarterly, and annual cadence.
- 04
Stage 4
Trend and Hot Spot Identification
Identify trends in turnover, age and tenure, performance, and other activity. Surface where the fires are.
- Hurdle #2
Analytical capacity
Lack of the right resources and skills to move beyond descriptive reporting into advanced analysis.
- 05
Stage 5
Root Cause Analysis
Root cause identification and strength analysis for turnover, movement, performance, and other activity.
- 06
Stage 6
Basic Predictive, Trending
Predict employee activity in large groups such as business units and job functions using trending.
- Hurdle #3
Statistical tools and methods
Lack of proper statistical tools and methodologies to move from trending into true prediction.
- 07
Stage 7
Flight Risk Predictive
Predict employee activity, movement, and performance at the individual level using multiple factors.
- Hurdle #4
Scenario planning muscle
Lack of organizational history and shared knowledge to run credible scenario planning.
- 08
Stage 8
Scenario Planning and Mitigation
Develop what if scenarios and build mitigation plans grounded in the predictive work above.
- 09
Stage 9
Tie In to HR Functions
Once scenarios are in hand, turn them into action plans for HR, recruiting, and organizational development.
- Hurdle #5
HR data meets business data
HR data is not effectively married to finance, sales, and operations data, so business impact stays fuzzy.
- 10
Stage 10
Tie In to Business Functions
Correlate workforce success with business success. Tie people outcomes to sales, finance, and operations.
How to read the model
It is a diagnostic, not a report card.
No team should feel bad about sitting at stage 3. Most do. The value is in naming the hurdle in front of you and building the smallest useful thing that clears it.
Stages 1 to 4
Describe what happened
Reporting, drilldown, history, and trends. Table stakes for any HR function that wants a seat in operating reviews.
Stages 5 to 7
Explain and predict
Root cause, group level prediction, and individual flight risk. This is where analytics starts changing decisions.
Stages 8 to 10
Steer the business
Scenario planning, tie in to HR action, and finally tie in to sales, finance, and operations outcomes.
Where are you?
Let's map your organization onto the cycle.
In a working session we walk your team through the ten stages, place you honestly, and identify the next hurdle to clear. You leave with a one page plan.