We Don’t Do Windows: Analytics vs Reporting

After the jump into HR analytics, you will encounter many people who don’t understand what you do. They will think that metrics and reporting are the same as analytics. Succinctly defined, metrics looks at what and analytics looks at why. It will be worth elaborating on the differences more formally as you build the team and train key stakeholders to understand the value proposition of analytics within HR. According to the successful companies presenting at the HR analytics and workforce innovation conference, it is critical to define roles and divide the labour. This helps both teams focus on what they do best.

Collaboration

The HR analytics team needs to work very closely with the reporting and metrics group - joined at the hip in a symbiotic relationship. Reporting has been around a lot longer, has already experienced its growing pains and has much advice to offer. Analytics will learn about data structures and the nature of requests. Analytics will incorporate successful models into standard reporting dashboards. Analytics will identify efficiencies that can help streamline reporting. It is also helpful to have both groups reporting into the same person to ensure alignment.

Choose your projects wisely

Since most analytics teams are very small and therefore have limited resources, choosing with whom to work and on what projects can make or break the success of the team. Here is some advice:

• Work with sponsors who understand, and are excited by, analytics and what it might yield.

• The outcome of the analyses must have a clear, actionable connection to solving their business problem. Problem first, not data first.

• Projects need to be completed in a reasonable timeframe – obtaining the data and turning around insights should not be a multi-month effort (refer back to limited resources).

• Choose problems that are close to the strategy espoused by the CEO. This helps increase the relevance and credibility of the team.

• Ensure that your team can go where the data takes them – where the outcome will not be resisted, so they can work with integrity. If you think you might not have an open minded sponsor, you’re better off putting your efforts elsewhere.

• Embark on projects where you can have an open dialogue to fully understand the hypothetical variables to bring into the study and to later play a consultative role in the implementation.

Transition points

Once a research study has proven successful, the model or report will need to be integrated into the cadence of reporting. There will be a point of handoff to the reporting team as well as integration with the HRIS systems. If you are working out the kinks, you may wish to hold on to the reporting for a while, but it is important to move regular reporting activities out of the analytics team.

Conference details: HR Analytics & Workforce Innovation Summit, Chicago, May 22 & 23, 2014, hosted by Innovation Enterprise