The document discusses creating an HR Analytics Centre of Excellence. It recommends establishing an HR analytics team that collaborates with various internal departments, such as HR, finance, and operations, as well as external partners. The center should provide observations and insights to key stakeholders, including executives, line managers, and the CEO/CHRO. It also emphasizes that HR analytics is about understanding people, not just numbers, and cautions against producing too many metrics or engagement scores without context. The last sentences recommend matching the analytics system to defined needs, ensuring quality data input, and having resources to support the system long-term.

1. Creating an HR Analytics
Centre of Excellence
André Degreef

2. Bersin Talent Analytics Maturity Model ®

3. What is our
separation rate?
Is our separation
rate higher than
average ?
What is driving
separation among
our engineers?
How will this change
our workforce over
the next 5 years?
Who needs to know this?
What else do they need?
What else do we need?
Your answers are only as
good as your questions.

11. HR Analytics Team
HR Admin
FinanceHR teams
with data
Talent Teams
Operations
Teams
Industry Data
Agencies
WFP/Analytics
Partners
Customer
Service
Research Partners
DemographersExternal Forecasting
Agencies
Line Managers
IT Services
Executives
Other Analytics
Teams
Systems
Providers
CEO
CHRO
Marketing
Strategic
Planners

12. HR analytics is about people not
numbers
HR issues are not just HR’s issues
I probably don’t need to know
separation rates to 2 decimal
places… or check every week.
A single engagement score for
80,000 employees doesn’t really tell
me much
I probably don’t need HR to
produce all 600 of those human
capital metrics…
Centre of Excellence Insights

15. Systems
Setting
Segmentation

16. Data and
Information
Observations
& Insights
Organisational Analytics Maturity

17. The last word - systems

18. • Match the system to your
defined needs
• The system will not solve your
problems
• The system is only as good as
the people using it and the
quality of data input
• The analytics COE must have
control of the system and the
data in it
• Ensure you have resourcing and
commitment to the system
HR Analytics Systems

19. Creating an HR Analytics
Centre of Excellence
André Degreef