In this video, explore how organizations use analytics to make strategic decisions.
- Whether it's Little Red Riding Hood or The Lord of the Rings, most people enjoy a good story. This is why storytelling is such an effective tool for condensing large amounts of data into something actionable, and today's organizations are flooded with data everywhere. In the HR space, some of the data we collect include turnover, time to fill open positions, number of grievances, number of harassment complaints, total compensation, and much more.
Business leaders are putting increasing pressure on HR to leverage this data to make business cases for why a company should or should not be doing something people-related. For example, increasing training budgets or changing where jobs are being advertised. These are all examples of ways to use predictive analytics. This means using data gathered from the company to create models or analyze statistics to make predictions about unknown future events.
Using predictive analytics in this manner also helps HR pros better position ourselves as strategic business partners, rather than just order-takers. The first step in creating a compelling story based on big data is to identify your audience. In order to communicate your ideas, you must have an awareness of your communication style and the preferred style of the people you're presenting to. Exploring the diversity of your audience and what information they need to make a decision is an important step, because this sets the stage for them to absorb the information you're sharing.
Next, tell the story. There are four stages to telling a good story to present data. First, introduce the problem and build context. This creates a sense of urgency and begins establishing buy-in from your audience. At this stage, you're answering questions such as how the problem was discovered, and explaining the benefits of solving the problem, or the cost of not solving it. Then, describe how you analyzed the data. This step emphasizes your credibility with your audience.
The next step is to present your findings to senior leadership. You'll want to be careful to only present the most relevant information that supports the point you're trying to make in a visually appealing way. Finally, you should leave room to problem-solve the issue as a team. You can and should come into the presentation with ideas for resolution, however, it creates better buy-in when, together, the group determines what's best for the whole. Facilitating debate and dialogue is an often-missed opportunity because many HR pros are used to stepping in and solving the problem for the organization.
Instead, HR pros should view their leadership colleagues as clients, and clients should always be a part of the decision-making process, because it creates a sense of ownership of the solution. If leadership owns the solution, it's more likely to be implemented and sustained. The PHR exam explores how you interpret people-related data to drive business outcomes that are aligned to the company's strategic goals.
- Modeling ethical standards
- Managing legal risks
- Finding and interviewing candidates
- Designing training and measuring its effectiveness
- Designing total rewards
- Promoting diversity and inclusion
- Employee engagement strategies
- Managing complaints and grievances
- Implementing workplace programs