What's Preventing HR Analytics?

It is completely reasonable to hesitate leaping from workforce metrics to HR analytics. For now. But consider carefully this decision - your competitive advantage is slowly eroding as others build their proprietary views of their workforce.

I get it. It's complicated, it's messy, it's hard to get started. In April 2014, a Canadian telecom giant launched the Telus Transformation Office where it spreads their proprietary approach to analyzing and implementing a culture transformation as a consulting service to other companies. Not only did these guys make massive changes (over 6 years), they built a business around their success. Talk about bold. While incumbent consultancies may be watching closely to see if they can make a go of it, traditional competitors are likely worried. Telus created a new business model in an industry that is primarily shifted through acquisition, not invention of businesses.

Let's address some of the reasons HR may be hesitating to dive wholeheartedly into HR analytics. This list is drawn from The 6 lamest reasons for not digging into HR metrics.

1. We don't have any analytical staff

2. We don't know what to measure

3. Leaders don't see the value of HR analytics

4. The data is scattered throughout departments and is difficult to access

5. We don't have time

6. We tried before, but nothing happened with the data

I address these reasons in a past post How to Move From Reporting to Analyzing HR Data.

• Start small and focus on a managable number of important metrics

• Assemble a diverse team from various functions

• Grow your capabilities over time and build credibility