Develop and implement a plan that aligns with the overall mission and strategy of your organization, resulting in innovative, progressive best practices and policies to help build a transparent, high performing culture of accountability.
More Uses of the HR Analytics Toolkit:
- Systematize: work closely with management and team members to improve work relationships, build morale, and increase productivity and retention.
- Utilize logic and reasoning to identify strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
- Drive: be a key partner for business unit leaders by ensuring the business has the most effective people organization to deliver the business strategy.
- Methodize: design and implement tools and analytics that provide management with an appropriate level of insight into workforce gaps, investments and costs.
- Be accountable for designing and implementing organization wide or high impact data analytics processes and tools.
- Organize and track talent movement in to identify potential gaps, deploy solutions, and ensure safety continuity.
- Develop: leverage data and trends related to attrition, promotion, and transfers to drive retention and leadership development.
- Assure your organization identifies and integrates the tools and resources needed to create more equitable environments.
- Secure that your organization identifies complex problems and review related information to develop and evaluate options and implement solutions.
- Lead compensation review and analysis and coordinate the execution of compensation programs.
- Develop: champion and influence the development of high performing teams and build a positive business culture.
- Pilot: frequent research into issues of importance pay and motivation, retention, engagement, surveys, etc.
- Pilot: on various metrics to promote data governance and to improve overall performance and insight.
- Manage so to be your organization of tomorrow, you must continuously move forward and be the stewards of change.
- Identify business challenges and use data analysis to help influence changes to your operations, process or programs.
- Organize: feedback you expect each member of your team to provide regular feedback on others work in order to make sure you are delivering the best end product to your stakeholders.
- Identify issues and use data analysis to help influence changes to your operations, process or programs.
- Manage work on special projects, as defined by the leadership team and on the basis of data and analytics.
- Be certain that your organization acts as a coach and source of advice on performance and development issues intervening where necessary to improve management and team effectiveness.
- Manage work with the Data Team to communicate suggestions for continuous improvements in data quality and management.
- Analyze data in order to identify areas of concern or best practices for human resources business partners to review in more detail.
- Manage work with managers to help develop promotion and retention strategies for existing employees.
- Direct: share a point of view in a way that adds value and drive optimal outcomes for the team and brand.
- Manage work with hiring managers to ensure that a formal on boarding program is developed and executed for each new employee.
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 998 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 998 standard requirements:
- Does your organization have adequate systems for customer billing, accounts receivable, and collections in place to safeguard assets as well as to record, summarize, and report the financial results?
- Are the board of directors and executive and senior management appropriately involved in the development of budgeting guidelines and periodic budget reviews and approvals for your organization?
- Which approach that seeks the to link strategy, business, performance and HRM policies and practices, assumes that there are a number of HRM practices that are suitable for all organizations?
- Does your organization adequately protect its assets, control its expenditures, and provide reports that reflect actual results via reasonable systems and financial standards and policies?
- How can the system help raise awareness among provider workforces of performance relative to peers, linking quality and other outcomes to how well run your organization is?
- Does your organization maintain formal and effective cost allocation policies, procedures, and related manuals that apply approved costing principles for transactions?
- Are sufficient numbers of skilled and competent staff in place to manage and sustain the HRIS, including regular data collection, analysis, reporting, and utilization?
- Are the materials management warehouse facilities and space utilization, inventory turnover and stock levels, and reorder point determination, within expected norms?
- Are the systems and procedures used to provide accurate customer billing and receivables and collections well developed and applied reasonably and adequately used?
- Are the financial systems, policies, controls, and performance reporting reasonable and to the support what is required and the needs of executive management?
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 998 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 1500 HR Analytics project requirements and success criteria:
Examples; 10 of the check box criteria:
- Risk Register: Assume the risk event or situation happens, what would the impact be?
- Procurement Management Plan: Is the steering committee active in HR Analytics project oversight?
- Responsibility Assignment Matrix: Are the actual costs used for variance analysis reconcilable with data from the accounting system?
- Cost Baseline: Has the HR Analytics project documentation been archived or otherwise disposed as described in the HR Analytics project communication plan?
- Team Operating Agreement: Why does your organization want to participate in teaming?
- Probability and Impact Assessment: How do you maximize short-term return on investment?
- Probability and Impact Matrix: What is the culture of the market and your organization?
- Procurement Management Plan: Have all documents been archived in a HR Analytics project repository for each release?
- Project Schedule: Verify that the update is accurate. Are all remaining durations correct?
- Quality Metrics: What are your organizations expectations for its quality HR Analytics project?
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.