Save time, empower your teams and effectively upgrade your processes with access to this practical HR Analytics Toolkit and guide. Address common challenges with best-practice templates, step-by-step work plans and maturity diagnostics for any HR Analytics related project.
Download the Toolkit and in Three Steps you will be guided from idea to implementation results.
The Toolkit contains the following practical and powerful enablers with new and updated HR Analytics specific requirements:
STEP 1: Get your bearings
- The latest quick edition of the HR Analytics Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.
Organized in a data driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…
- Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation
Then find your goals…
STEP 2: Set concrete goals, tasks, dates and numbers you can track
Featuring 895 new and updated case-based questions, organized into seven core areas of process design, this Self-Assessment will help you identify areas in which HR Analytics improvements can be made.
Examples; 10 of the 895 standard requirements:
- According to research by MIT and IBM, top-performing companies are three times more likely than lower performers to be sophisticated users of analytics. These early adopters of workforce analytics simply outperform. Organizations at the highest levels of talent analytics practice, including the adoption of workforce analytics, have 8% higher sales growth, 24% higher net operating income growth, and 58% higher sales per employee. How can you achieve similar business results?
- The purpose of HR analytics is to improve individual and organizational performance. So it needs to be done, even if the CEO doesnt require it. Moreover, how could you expect the CEO to require something that he or she probably doesnt know exists?
- Once the metrics to be monitored are chosen, it is important to have a plan in place to provide some detail on how the data will be used. That is, how will HR work with managers to gain an understanding of why the metric is moving as it is?
- Who will be responsible for measuring the financial impact of human capital, the HR function or the office of the CFO that has the best handle on available measures of business results?
- Now that organizations have fine-tuned human performance, supply chain, operations, processes, cycle time, and other targeted areas, how can they continue to improve performance?
- We can gather a mass of data and display it in colorful charts, graphs, and tables, but in the end, does it tell the story of what happened, why, when, where, how, and to whom?
- The first user resistance to metrics always begins with, But our company hasnt collected any human capital data, so how can we even begin? How do we deal with this resistance?
- Instead of the war for talent, companies should be fighting the war for high performers. What are the predictive factors that cause top performers to deliver better results?
- Management systems with more than 500 indicators to monitor aspects of human capital management, even in medium-size, not very sophisticated companies. Too many indicators?
- Merely identifying and managing human capital is important, but it is not sufficient. We know that we manage only what we measure. So how can measurement make a difference?
Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:
- The workbook is the latest in-depth complete edition of the HR Analytics book in PDF containing 895 requirements, which criteria correspond to the criteria in…
Your HR Analytics self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:
- The Self-Assessment Excel Dashboard; with the HR Analytics Self-Assessment and Scorecard you will develop a clear picture of which HR Analytics areas need attention, which requirements you should focus on and who will be responsible for them:
- Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix
- Gives you a professional Dashboard to guide and perform a thorough HR Analytics Self-Assessment
- Is secure: Ensures offline data protection of your Self-Assessment results
- Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:
STEP 3: Implement, Track, follow up and revise strategy
The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage HR Analytics projects with the 62 implementation resources:
- 62 step-by-step HR Analytics Project Management Form Templates covering over 6000 HR Analytics project requirements and success criteria:
Examples; 10 of the check box criteria:
- Activity Duration Estimates: Why do you need a good WBS to use HR Analytics project management software?
- Risk Management Plan: Does the HR Analytics project team have experience with the technology to be implemented?
- Responsibility Assignment Matrix: Are material costs reported within the same period as that in which BCWP is earned for that material?
- Probability and Impact Assessment: What should be the level of difficulty in handling the technology?
- Scope Management Plan: Pareto diagrams, statistical sampling, flow charting or trend analysis used quality monitoring?
- Cost Management Plan: Are staff skills known and available for each task?
- Cost Management Plan: Does the schedule include HR Analytics project management time and change request analysis time?
- Activity Duration Estimates: A HR Analytics project manager has received activity duration estimates from his team. Which does he need in order to complete schedule development?
- Scope Management Plan: Has the scope management document been updated and distributed to help prevent scope creep?
- WBS Dictionary: Can the contractor substantiate work package and planning package budgets?
Step-by-step and complete HR Analytics Project Management Forms and Templates including check box criteria and templates.
1.0 Initiating Process Group:
- 1.1 HR Analytics project Charter
- 1.2 Stakeholder Register
- 1.3 Stakeholder Analysis Matrix
2.0 Planning Process Group:
- 2.1 HR Analytics project Management Plan
- 2.2 Scope Management Plan
- 2.3 Requirements Management Plan
- 2.4 Requirements Documentation
- 2.5 Requirements Traceability Matrix
- 2.6 HR Analytics project Scope Statement
- 2.7 Assumption and Constraint Log
- 2.8 Work Breakdown Structure
- 2.9 WBS Dictionary
- 2.10 Schedule Management Plan
- 2.11 Activity List
- 2.12 Activity Attributes
- 2.13 Milestone List
- 2.14 Network Diagram
- 2.15 Activity Resource Requirements
- 2.16 Resource Breakdown Structure
- 2.17 Activity Duration Estimates
- 2.18 Duration Estimating Worksheet
- 2.19 HR Analytics project Schedule
- 2.20 Cost Management Plan
- 2.21 Activity Cost Estimates
- 2.22 Cost Estimating Worksheet
- 2.23 Cost Baseline
- 2.24 Quality Management Plan
- 2.25 Quality Metrics
- 2.26 Process Improvement Plan
- 2.27 Responsibility Assignment Matrix
- 2.28 Roles and Responsibilities
- 2.29 Human Resource Management Plan
- 2.30 Communications Management Plan
- 2.31 Risk Management Plan
- 2.32 Risk Register
- 2.33 Probability and Impact Assessment
- 2.34 Probability and Impact Matrix
- 2.35 Risk Data Sheet
- 2.36 Procurement Management Plan
- 2.37 Source Selection Criteria
- 2.38 Stakeholder Management Plan
- 2.39 Change Management Plan
3.0 Executing Process Group:
- 3.1 Team Member Status Report
- 3.2 Change Request
- 3.3 Change Log
- 3.4 Decision Log
- 3.5 Quality Audit
- 3.6 Team Directory
- 3.7 Team Operating Agreement
- 3.8 Team Performance Assessment
- 3.9 Team Member Performance Assessment
- 3.10 Issue Log
4.0 Monitoring and Controlling Process Group:
- 4.1 HR Analytics project Performance Report
- 4.2 Variance Analysis
- 4.3 Earned Value Status
- 4.4 Risk Audit
- 4.5 Contractor Status Report
- 4.6 Formal Acceptance
5.0 Closing Process Group:
- 5.1 Procurement Audit
- 5.2 Contract Close-Out
- 5.3 HR Analytics project or Phase Close-Out
- 5.4 Lessons Learned
With this Three Step process you will have all the tools you need for any HR Analytics project with this in-depth HR Analytics Toolkit.
In using the Toolkit you will be better able to:
- Diagnose HR Analytics projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
- Implement evidence-based best practice strategies aligned with overall goals
- Integrate recent advances in HR Analytics and put process design strategies into practice according to best practice guidelines
Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.
Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, ‘What are we really trying to accomplish here? And is there a different way to look at it?’
This Toolkit empowers people to do just that – whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc… – they are the people who rule the future. They are the person who asks the right questions to make HR Analytics investments work better.
This HR Analytics All-Inclusive Toolkit enables You to be that person:
Includes lifetime updates
Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.