In 2012, Society for Human Resource Management (SHRM India) announced the first People's Awards and one of the categories was Excellence in HR Analytics. The evaluation criteria can be read here.
Tata Consultancy Services (TCS) emerged winner in the category "Excellence in HR Analytics" and my team working on HR Analytics & MIS proudly received the award at a glittering ceremony at Goa, which was the venue of the first People's Conference 2012.
I won't discuss specifics of our experience in HR Analytics in this blog. You can read it here (page 17 onward) . However I have two insights that I wanted to share here.
a) The future of anlaytics does not lie in having great technical expertise alone. Don't focus on the tools and analysis methods.... what is key is the power of big think. Big Data is good but big thinking should come first. Need is for more insights and more data driven action. The action is usually missing and we miss the woods for the trees. What is need is ability to conceptually sort out the dimensions or variables you are working on and analyze them in your context. Context is key.... you can copy all the methods of analytics that other great companies use but if you don't understand application in your context it is bound to be an effort that is good on paper.
b) Don't focus on expanding your repertoire of human capital measures. It is very important to have a lean approach. If you find that your HR reports grown larger and more complicated as your organizations grows then you are surely on wrong track. Chose those vital HR metrics which are relevant, important and need focus. Finally what you focus on receives attention and what receives attention gets' done. Remember if something is good well, drop it from your dash board and your target should be to focus more on areas which need to be addressed.
Objective should be to translate the raw data into intelligence (and not into elegant reports and charts that would) and insights that drive action.
And here is my favorite quote. We have a very simple philosophy and keep reminding ourselves "In general we can argue, With data we can dialogue".
Tata Consultancy Services (TCS) emerged winner in the category "Excellence in HR Analytics" and my team working on HR Analytics & MIS proudly received the award at a glittering ceremony at Goa, which was the venue of the first People's Conference 2012.
I won't discuss specifics of our experience in HR Analytics in this blog. You can read it here (page 17 onward) . However I have two insights that I wanted to share here.
a) The future of anlaytics does not lie in having great technical expertise alone. Don't focus on the tools and analysis methods.... what is key is the power of big think. Big Data is good but big thinking should come first. Need is for more insights and more data driven action. The action is usually missing and we miss the woods for the trees. What is need is ability to conceptually sort out the dimensions or variables you are working on and analyze them in your context. Context is key.... you can copy all the methods of analytics that other great companies use but if you don't understand application in your context it is bound to be an effort that is good on paper.
b) Don't focus on expanding your repertoire of human capital measures. It is very important to have a lean approach. If you find that your HR reports grown larger and more complicated as your organizations grows then you are surely on wrong track. Chose those vital HR metrics which are relevant, important and need focus. Finally what you focus on receives attention and what receives attention gets' done. Remember if something is good well, drop it from your dash board and your target should be to focus more on areas which need to be addressed.
Objective should be to translate the raw data into intelligence (and not into elegant reports and charts that would) and insights that drive action.
And here is my favorite quote. We have a very simple philosophy and keep reminding ourselves "In general we can argue, With data we can dialogue".
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