To transition quickly and efficiently from conventional to data-driven HR, it’s important to answer 3 questions:
◽ What is our ambition with People Analytics?
◽ What is our current situation with People Analytics?
◽ How do we move from the current situation to an ambitious one?
In a People Analytics strategy process, Highberg helps its clients answer these three questions.
A structured People Analytics Strategy approach
Highberg has helped many leading organizations formulate a People Analytics strategy. Through years of experience, Highberg has optimized its People Analytics strategy approach. Some of the characteristics are:
Together we go through five steps
• Desk research
• Interviews
• Initial findings workshop
• Strategy development
• Presentation
Together we develop a plan that leads to People Analytics performance
Success with People Analytics depends on the balance between processes, systems, organizational structure, and human aspects. The description of the current situation, ambition, and transformation journey includes all these aspects, creating a balanced narrative that can be practically implemented within the framework of privacy, security, and ethical regulations.
Together we make the ambition actionable
We divide the journey from current to desired People Analytics situation into stages.
We work out the nearest stage in detail on the aspects mentioned above. The first stage incorporates as much low-hanging fruit as possible. The subsequent stages are outlined broadly but not yet detailed. This approach ensures a clear path forward while avoiding wasting energy on long-term visions that may be outdated by the time of implementation.
At the end of the first stage, a new balance is achieved between processes, systems, organizational structure, and human aspects. From this equilibrium, a new stage can be shaped.
