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Get Started With HR Analytics

Evolve your data-driven HR function with purposeful HR analytics.

  • Building a successful HR analytics capability in-house requires significant time and resources, and organizations are often challenged with knowing where to start.
  • HR analytics has not historically been an area of HR expertise, with few HR professionals being trained to perform analytics.

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  • Get on-demand project support
  • Get advice, coaching, and insight at key project milestones
  • Go through a Guided Implementation to help you get through your project
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Our Advice

Critical Insight

  • Tapping into the potential of HR analytics isn’t about the most complex or innovative solution.
  • It starts with defining the purpose of HR analytics, asking the right questions to solve business challenges, and investing in the infrastructure, skillsets, and technology required to identify appropriate solutions.

Impact and Result

  • The best use of HR analytics depends on each organization’s business challenges and context and requires significant investment into four foundational building blocks: ethical guidelines, data governance, technology, and analytics team skillsets.
  • With a cross-functional stakeholder team, identify the gaps in the organization’s ethical guidelines, data governance processes, technology, and analytics team skillsets that are required to deliver on the analytics agenda.
  • Plan to address gaps in the foundational building blocks required to deliver on the analytics agenda. Leverage the successes of early projects and stakeholder feedback to scale the use of analytics to optimize business decisions across the organization.

Get Started With HR Analytics Research & Tools

1. Define the purpose of HR analytics

Identify key stakeholders, define the purpose, and identify and prioritize HR analytics needs to draft an initial analytics agenda.

Get Started With HR Analytics Storyboard
Get Started With HR Analytics Executive Briefing
Standard Project Charter
HR Analytics Workbook
Talent Implications Checklist
Case Studies: Get Started With HR Analytics

2. Identify gaps in HR analytics building blocks

Identify and prioritize gaps to address within each HR analytics building block: ethical guidelines, data governance, technology, and analytics skillset.

HR Analytics Gap Analysis Tool

3. Plan to address gaps in HR analytics building blocks

Plan to close gaps in each HR analytics building block.

4. Prepare to launch and scale the use of HR analytics

Create a business case and action and communication plan to address and iterate on HR analytics.

HR Action and Communication Plan
Workshop Overview: Get Started With HR Analytics
Get Started With HR Analytics preview picture

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 4-phase advisory process. You'll receive 6 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Define the purpose of HR analytics
  • Call 1: Discuss the purpose of HR analytics and prioritize HR analytics needs.
  • Call 2: Draft initial research questions and required analytics for analytics agenda.

Guided Implementation 2: Identify gaps in HR analytics building blocks
  • Call 1: Identify gaps in HR analytics building blocks (ethical guidelines, data governance, technology, and analytics skillset).
  • Call 2: Prioritize HR analytics gaps.

Guided Implementation 3: Plan to address gaps in HR analytics building blocks
  • Call 1: Identify actions to close prioritized gaps in HR analytics building blocks (ethical guidelines, data governance, technology, and analytics skillset).

Guided Implementation 4: Prepare to launch and scale the use of HR analytics
  • Call 1: Develop an action and communication plan to implement and scale the analytics agenda.

Contributors

  • Arjun Asokakumar, Director of Data Science – People Analytics
  • Benjamin Borchorst, Engagement Manager, Implement Consulting Group
  • Luc Bourgeois, Director, Research Innovation, Morneau Shepell
  • Robert Carlyle, AVP, Strategic People Analytics, Sun Life Financial
  • Xiaoxi Chang, People Analytics Advisor, Payments Canada
  • Dr. Salvatore Falletta, Professor and Program Director for Human Resource Development, Drexel University
  • Marge Hartwick, HR Advisor, People Analytics, Husky Energy
  • Geoff Ho, Director, Research & Analytics, HR
  • Zack Johnson, GM, Strategic Solutions & Partnerships, Visier Inc.
  • Miranda McKie, Inclusion and Diversity Analytics Consultant, McKie & Consultants
  • Ashlyn Patterson, Associate Director, Employee Experience Analytics & Insights, OMERS
  • Mark Peco, Analytics Consultant and Instructor, Camar Solutions and Management Consulting

Related Content: HR Metrics & Analytics

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