- Choose metrics that matter to your organisation:get leadership agreement on what questions need to be answered.
- Define what data you are gathering and what formulas you are using.
- Remember most of the workforce data you need is already available in your HRM system….it’s just a matter of accessing it.
- Assess and report on the reliability and maturity of your HR metrics and analytical capabilities.
- Choose to demonstrate the data in a format that suits your organisation – use a variety of visualizations, colours, graphs, tables, filters.
- Name it! If the data is unreliable or vulnerable data identify it as such in your analytics.
- Tell your data story – visually and in simple language.
- Enable easy access to your data by those with authority to access it … 24/7 availability of data on all mobile solutions.
- Ensure you have: filtering capability – comparative analysis capability – can adjust your reporting parameters – can deep dive and drill down on your data.
- Ensure your data analytics are future focused.
- Keep the story telling straight forward and simple, complex reporting is not necessarily helpful and many won’t admit they don’t understand what you are saying.
- Share your data stories/analytics – others can learn from you and can assist you evolve your own metrics and analytics through their questions.
- Build metric and analytical capabilities in your organisation it is a capability in high demand and essential for evidence based workforce information and decision making.
To deep dive into into any of these points, please get in touch!