Two current challenges and thus two opportunities for improvement in how to do analytics rest in the skills of HR people and simplicity. HR departments are now hiring at an increasing rate analytics gurus and metrics focused employees to drive deliverables differently than in the past. In addition to new roles being added however, everyone in HR, including HR Business Partners, and of course those in CHRO and VPHR positions, must get upskilled in how to turn data into meaningful information and then learn how to consult with their part of the business to connect HR and business analytics, something that the business cares about. This upskilling is key, happening, and changing how we do scorecard type work. Simple, simple, simple. Everything discussed here does not have to be difficult. How much more difficult can “this” be than doing 45 revisions of a spreadsheet over a three week period to give someone a report only to find out there is a missing field or hear “that’s not exactly what I had in mind.” Not fun. There is a new way, a better way, and a simpler way, to do not metrics but analytics.
It is for these reasons – analytics are here, cause and effect relationships have changed, HR is more integrated than ever, and the mindset is changing driven by business need - that traditional metrics bound balanced scorecard approaches are history replaced by analytics driven blurred scorecards and dashboards. And that is a good thing. If you would like more information on this posting, please reach to me at greg.selke@sap.com.
This article was also published on LinkedIn Pulse.