Ultimately, the success of a workforce analytics solution depends upon how well HR professionals are able to share and collaborate on their findings with other key stakeholders across the organization. Being able to easily and effectively share workforce data, and empower business leaders with the right analytics to make better, more well-informed business decisions, is the ultimate goal. Business leaders and executives need to be equipped with the right workforce data, in order to take action and improve the organization’s bottom line. The ineffective sharing of analytics means that even the most powerful analytical insights will never reach the right decision-makers in an actionable way. Remember, workforce analytics must be put to good use in order to make an impact and improve business outcomes in a positive way. HR must select a workforce analytics solution that embodies the four critical elements to successful sharing:
1. Standardized HR Dashboards… Read blog post here
2. Publishing Core Reports… Read blog post here
3. Self-Service Analytic Support… Read blog post here
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4. A Mobile Component. With mobile applications becoming increasingly important to today’s businesses and their future success, a truly progressive workforce analytics solution must encompass a mobile solution. Decision-makers across the organization are increasingly using mobile devices as a key part of how they work; whether it is executives who rely on them for ease-of-use as a result of a hectic schedule, or business leaders, who often travel and need them to connect back with the business.
Tablets in particular are revolutionizing how analytics are being consumed on mobile devices. With their larger screen size and intuitive interactivity, tablets provide an ideal platform for consuming analytics, and should be a focus for delivering quality dashboards and reports. Also keep in mind, executives will likely be the most intensive users of tablets therefore, dashboards and reports should be designed accordingly, with ease-of-access to the most critical information at the forefront of your solution.
A mobile workforce analytics solution should:
• Not attempt to replicate your entire analytics environment. Instead it should selectively replicate dashboards and reports, giving analysts the opportunity to publish and deliver key reports to mobile devices, while also giving users some ability to access the data they want to consume. Mobile devices are better content consumption not creation devices, so focus on content that is consumed, or has light interactivity.
• Take into consideration offline support since mobile users may want to consume data while traveling without network connectivity.
• Support native mobile “gestures” such as tapping, finger dragging and pinching. Mobile devotees have become solidly accustomed to these gestures and will become frustrated if they are not supported.
• Foster collaboration amongst the various user audiences. Enable them to send discovered insights to one another, follow through on actions to be taken, and to contact HR analysts if necessary, to get additional information or have questions answered. With a rapidly growing and changing mobile technology landscape, ensure that you are keeping up with your organization’s strategic mobile plans, and focus on the users who will have the most to gain from early adoption—executives.
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FOUR KEY RECOMMENDATIONS to help achieve organizational support and a successful workforce analytics solution that will create lasting impact—
Focus on improved business outcomes. Business improvements are the real value of analytics, which result from improved insights leading to better decisions that are implemented as changes in the organization or processes.
Focus on how analytics will be used and shared. This requires HR professionals to take into consideration more than the mechanics of data gathering, the defining of metrics and the building of reports. HR professionals must plan for how people will share and collaborate on information.
Use workforce analytics to make the HR function the leader in asking probing and important questions. HR departments that become mired in answering tactical questions never become strategic partners.
Deliver on four elements critical to sharing and collaboration. The four elements—standardized HR dashboards, publishing core reports, self-service analytic support and mobility—are essential to serving organizational business leaders, executives and decision-makers in truly valuable ways.
