by Jason Ezratty
Uncovering the right HR data science delivery vehicle isn’t always straightforward. For people analytics teams, the road may be rocky if they can’t illustrate the value of their findings to executives or lack the experience to drive solutions based on the data insights.
A people analytics team, for example, found that “distance between home and work” is a top predictor for turnover of retail workers. So what are the next steps? If the team is unsure, they should call in subject matter experts from talent acquisition, legal, and other areas to identify what matters and develop appropriate recommendations.
Tips on Creating the Best People Analytic Teams
If you don’t have an in-house team that is sufficiently large or experienced with the issues at hand, there are alternatives. Many organizations start with a small internal team and grow organically over time. Bringing in the expertise of trusted individuals outside of HR can offer tremendous value. Team members from other departments also benefit by working on a new project that may have significant business impact.
Most organizations have co-sourcing in place, such as an outsourced engagement survey that delivers drivers of engagement results. Outsourcing other use cases might include matching internal and external talent to work on the project, incorporating contingent workers into workforce planning, or simplifying manager experience with bots.
5-Steps to Identifying the Optimal Service Model
Every service delivery model has the potential to be successful. Here are steps to help you figure out the evolution of your service delivery:
Understanding your organization’s maturity and readiness for analytics, how to respond to current and future demands, and having a business leader’s mindset of the analytics function are critical for delivering anticipated value in people analytics.