Why People Analytics Initiatives Fail
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In your opinion, when and why do HR analytics initiatives fail? What are some of the most common mistakes HR analytics leaders make when it comes to spearheading a new HR an- alytics initiative? DT: HR Analytics initiatives typically fail because teams try to take on too much at once, or are march- ing towards a long term inflexible roadmap. You want to know what the overall objective of your pro- gram is, but start small towards that objective. Incorporate what you’ve learned and make adjust- ments along your way. What are some of the biggest challenges you and your team face when it comes to effec- tively aligning HR analytics with business performance? What advice do you have for oth- ers who may be struggling with this? DT: Changing the mindset of HR leaders is one of the biggest challenges we face. There is a world of data out there, and at some point, it links back to employees. HR leaders need to think beyond the HRIS stack when it comes to measuring HR impact to business performance. What about when it comes to turning “insight into action”? What are your top 3 communi- cation/change management hacks to help drive improved strategic decision making and business outcomes? DT: As you start your journey, begin to collect success stories. As your collection grows understand how they connect, and who they impact. Continue to tell this story as it grows and evolves. Not only will you highlight the value delivered, but you will start to change the way people think about HR ana- lytics and how they connect the dots between multiple data sets. What are some of the most common misconceptions business leaders have about people analytics? How have you gone about transforming the way business leaders view and use people analytics? DT: People analytics is not a crystal ball; while propensity modeling has come a long way for many business applications, people are not always predictable. Rather than focusing on individuals, how to you look at wider trends in the organization. If you had a blank check, what People Analytics investment would you be making and why? DT: I would focus on a consolidated enterprise wide data view, and start to understand how people data ties in. People enable the business, so people analytics cannot be effective without a lens to see relationships to the business data. 1 The HR Metrics & Analytics Summit Presents… SPEAKER FEATURE Daniel Trares Senior Manager of People Business Intelligence VMware
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Transcript of Why People Analytics Initiatives Fail
In your opinion, when and why do HR analytics initiatives fail? What are some of the most common mistakes HR analytics leaders make when it comes to spearheading a new HR an-alytics initiative? DT: HR Analytics initiatives typically fail because teams try to take on too much at once, or are march-ing towards a long term inflexible roadmap. You want to know what the overall objective of your pro-gram is, but start small towards that objective. Incorporate what you’ve learned and make adjust-ments along your way. What are some of the biggest challenges you and your team face when it comes to effec-tively aligning HR analytics with business performance? What advice do you have for oth-ers who may be struggling with this? DT: Changing the mindset of HR leaders is one of the biggest challenges we face. There is a world of data out there, and at some point, it links back to employees. HR leaders need to think beyond the HRIS stack when it comes to measuring HR impact to business performance. What about when it comes to turning “insight into action”? What are your top 3 communi-cation/change management hacks to help drive improved strategic decision making and business outcomes? DT: As you start your journey, begin to collect success stories. As your collection grows understand how they connect, and who they impact. Continue to tell this story as it grows and evolves. Not only will you highlight the value delivered, but you will start to change the way people think about HR ana-lytics and how they connect the dots between multiple data sets. What are some of the most common misconceptions business leaders have about people analytics? How have you gone about transforming the way business leaders view and use people analytics? DT: People analytics is not a crystal ball; while propensity modeling has come a long way for many business applications, people are not always predictable. Rather than focusing on individuals, how to you look at wider trends in the organization. If you had a blank check, what People Analytics investment would you be making and why? DT: I would focus on a consolidated enterprise wide data view, and start to understand how people data ties in. People enable the business, so people analytics cannot be effective without a lens to see relationships to the business data.
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The HR Metrics & Analytics Summit Presents… SPEAKER FEATURE
Daniel Trares
Senior Manager of People Business Intelligence VMware
ABOUT Dan For the past 7 years, Dan has been enabling business leaders to make data
driven decisions about their workforce by advancing the delivery, scalability, and insights offered by people analytics. Last year, he joined VMware in or-der to continue to grow and refine my capabilities as a Workforce Analytics leader at an innovative, dynamic, and relatively young technology company. His goal is to enable VMware to make faster, more effective people deci-sions enabling them to attract, retain, and grow the right people to continue leading the virtualization market. To accomplish this, his team is focused on providing standard and consistent people analytics to leaders and HR busi-ness partners. They leverage data from Workday and other HR systems, provide consolidated reporting through Workday's Big Data Analytics mod-ule, and publish analytics using Tableau or other visualization methods.
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REGISTER NOW ► https://www.hrmetricsevent.com/
September 11-13, 2017 San Diego, CA
Join Dan at the HR Metrics & Analytics Summit
SPEAKING SESSION: September 13: DAY 3 MAIN CONFERENCE Case Study – Empower People Analytics through Centers of Expertise (CoE) In advancing your HR analytics function, your HR Business Partners remain your primary cus-tomers, but people data must be viewed through a business focused lens in order see trans-formational insights. Through examining how the People Analytics function fits within VMware’s Information Innovation Center, you will understand how this group harnesses work-force data alongside business metrics to provide strategic direction, uncovering the big questions the business wants to know. Whether you’re launching a people analytics practice or advancing your career, find out to ramp up this group’s capabilities toward a more man-agement focused-discipline.
PURCHASE PASS AGENDA
HR Metrics & Analytics 2017 [email protected]
1-800-882-8684
