Advice and support for an accelerated transformation to data-driven HR.
HR Analytics top priority
Many HR directors agree that developing HR Analytics, or a data-driven approach to HR, is one of their top priorities. However, many HR directors also admit that there’s still work left to be done in this regard.
- Some organizations haven’t made a start with HR Analytics at all, and they might wonder what the best approach would be.
- Other organizations have already made some investments, but all they’re doing is making reports. They might wonder how they can obtain real added value from their data.
For all these HR directors, there’s AnalitiQs’ HR Analytics Capability Building.
HR Analytics is a way of working
When organizations decide they want to make a start with HR Analytics, they often hire one or more Data Scientists and/or try to manage with a preconfigured HR Analytics application. Unfortunately, this approach often ends in disappointment. That’s because HR Analytics isn’t simply a trick to implement in your process.
Instead, HR Analytics is a way of working. A way of working that requires a transformation of the entire HR function. From a model based on opinions and emotions to a model guided by data-based facts.
To ensure a successful transformation, it’s important to keep track of many different aspects at the same time, as illustrated in the diagram below. From ‘Controls’ like privacy and security, to ‘Governance’, for example which new roles are needed, where they’re going to be positioned and how they’re going to interact with the rest of the organization, to ‘Capabilities’ like formulating the correct questions and interpreting the visualized data.
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Which Capability Building services does AnalitiQs offer?
AnalitiQs helps organizations accelerate their transformation to data-driven HR. We do this in three different ways:
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HR Analytics Strategy
A successful transformation starts with a good overview of the current as well as the desired situation, and a roadmap for getting from A to B.
We begin the HR Analytics Strategy process by formulating a dot on the horizon. The current and desired situations are subsequently described for each of the 10 different HR Analytics areas (see above). This overview forms the basis for the plateau planning or roadmap. Finally, the first step of this plateau planning is developed in detail, and the relevant business questions are collected and reviewed for feasibility.
To develop an HR Analytics Strategy, AnalitiQs uses desk research, a survey, in-depth interviews and workshops. An HR Analytics Strategy process usually takes 6-10 weeks to complete and is conducted by one of AnalitiQs’ Managing Partners.
HR Analytics Product Owner
Once the HR Analytics strategy and the plateau planning have been formulated, the real transformation can begin. Some clients decide to manage the transformation stage by themselves, while others ask AnalitiQs to take on this role.
The advantage of our HR Analytics Product Owners is that they come with a wealth of experience in HR Analytics. This allows them to bring in practical examples from outside the organization and prevent common mistakes. All in all, they can accelerate and simplify your transformation to data-driven HR!
HR Analytics Outsourcing
The analysis underlying the HR Analytics Strategy sometimes reveals that the required HR Analytics roles/skills aren’t available within the organization. In that case, clients can either try and solve this alone or opt for outsourcing.
- Organizations that want to build their own HR Analytics team but also want to get going straight away, can hire one or more HR Analytics professionals via AnalitiQs.
- Organizations that want to outsource the HR Analytics work can also do this via AnalitiQs. In this case, AnalitiQs can supply a complete HR Analytics team. HR Analytics Outsourcing can really accelerate things with minimum effort and flexible costs.
I worked closely together with AnalitiQs for our HR Analytics Capability Building. We were very happy with the interim management of our HR Analytics function. They’re knowledgeable about the technical as well as the financial aspects, and they were a great sparring partner for people at all levels. The AnalitiQs professionals were proactive, ready to accept challenges and sensitive, which helped them get all stakeholders on board. I highly recommend AnalitiQs to any organization and I would hire them again anytime.CHRO & Board Member
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Employee Attrition / Churn
Impact Measurement / ROI
Learning & Development
Restructuring / Organizational-Development
Strategic Workforce Planning
Employee Community / Panel
Employee Net Promotor Score (eNPS)
Employee Value Proposition (EVP)
Happiness at Work
Labour Market Panel
Labour Market Positioning
Total Reward Optimization
Voice of the Employee (VoE)
Work from home
Integral HR Dashboard
Talent Development Dashboard