How to Develop a Data Driven HR Function

How to Develop a
Data-Driven HR Function
David Green | April 26, 2022

© INSIGHT222 LIMITED 2017-2022 | ALL RIGHTS RESERVED | PAGE 2
www.insight222.com/excellence-in-people-analytics
www.myhrfuture.com/people-analytics-in-2021
People Analytics is
not about HR
People Analytics is
about the business

Key attributes of ‘Leading
Companies’ in People Analytics?
A direct influence at
the CHRO level through the
reporting line
Prioritise work
systematically and dynamically
based on business value
Data driven
culture for HR
Productise solutions to
scale to employees,
managers and executives

© INSIGHT222 LIMITED 2017-2021 | CONFIDENTIAL | PAGE 4
CHROs Unanimously Conclude
that Data and Analytics is Important
Bringing data to the
conversation with the CEO
and the rest of the executive
team isn’t something that
most Chief People Officers
have been able to do
historically.
But now it’s about the
people analytics team
empowering the Chief
People Officer.”
Dawn Klinghoffer
Microsoft

People Analytics Leaders have a
Responsibility to Develop the Culture
Creating a data driven
culture is absolutely one of
my key responsibilities that I
am passionate about.
Whether it’s actually in the
job description of a people
analytics leader or not
doesn’t really matter to me.
Only once [a data driven
culture] is established can a
people analytics function
deliver value at scale.”
Steve Scott
Standard Chartered Bank

The Three Components of a Data Driven Culture for HR
Invest in the team
Invest in specialised technology
Invest in productisation
Calculate return on investment
Foster a two-way conversation with stakeholders
Communicate the value of data driven HR
Democratise data
Upskill HRBPs in data literacy
Support change management in HR

Democratise Data
1

‘Easy access to all the
organisation’s people
data means that HR
can support business
leaders strategically’
Alexis Saussinan
Global Head of Digital HR
Technologies & People Analytics
Merck KGaA

Eight Steps to Successfully Democratise People Data
Source: https://www.myhrfuture.com/blog/2022/3/28/eight-steps-for-successful-data-democratisation-of-people-analytics

Upskill HR
2

‘A data mindset in HR
is no longer a
competitive
differentiator, it’s
quickly becoming
table stakes’
RJ Milnor
Global People Analytics Leader
at Uber

81%
43%
of CHROs expect
HRBPs to use people
data and analytics in
their daily work
of HRBPs are
developing their data
literacy skills
To optimise people analytics to its full potential, there are
three key groups that must collaborate towards a common
goal and approach. Where any of these links are weakened,
the impact on business value can be significant.

To Evolve:
HR Needs to
Become
More…
Data Driven
Experience Led
Business Focused
Managing relationships with key
stakeholders, influencing change, and
building credibility
Becoming more data-driven to drive
business value through People Analytics
and Workforce Planning
Delivering user-centric end-to-end
experiences through innovative HR
technology and design thinking
principles
Source: myHRfuture research 2019; LinkedIn Global Talent Trends Report 2020

To Transform: HR Needs to
Build New Skills
Workforce
Planning
Digital
Literacy
Human
Centred Design
EX
Implementation
Data
Analysis
Analytical
Thinking
Storytelling
Stakeholder
Management
Data Driven Experience Led Business Focused
Organisational
Acumen
The Insight222 Nine Skills of the Future HR Professional

Built by internal People Analytics
team
Provided via External Partner(s) Co-designed with Learning and
External Partner(s)
• Quick to mobilise and deliver • Quick to mobilise and deliver • Longer timeframes to deliver due to
more customised design
• Low cost • Cost involved but affordable • Higher cost but more immersive
and cohort based
• Often high level or a tactical
focus
• Ability to scale to a broad
audience with targeted content
• Online theory combined with
practical, interactive workshops
• Can encounter low adoption • Adoption can be high if
managed as part of a broader
change management program
• Focus on mindset shift and building
confidence therefore more likely to
lead to application of learning
INTERNAL
ONLINE
TRAINING
BLENDED
LEARNING
EXPERIENCE
Three Approaches for Upskilling HR Professionals

An Example of an Insight222 Learning Journey
1
Intermediate/advanced Online
Learning in myHRfuture
Self-Paced
Learning
Virtual
Kick Off
6
Bootcamp 1.0
‘Analytical Thinking and
Data Analysis’
(2.5 hours)
Self-Paced
Learning
Objectives &
Outcomes
(60’)
3
Guided
Learning
(60’)
Discover myHRfuture
+ 1st Skills Assessment
Foundational Online
Learning in myHRfuture
(focus on Analytical
Thinking and
Storytelling)
Bootcamp 2.0
‘Stakeholder Management &
Storytelling
(2.5 hours)
2nd Skills Assessment
(Optional)
Week 1
4
2
Week 6-9
5
Week 6
Guided
Learning
(60’)
Week 2-3
Week 4
Week 10

Support Change
Management in HR
3

‘You cannot change a culture
by doing anything once’
Build Capabilities Creating a Supportive
Culture
Inspire Confidence
Joan C. Williams
Distinguished Professor of Law
UC Hastings College of the Law

Anshul Sheopuri
Chief Technology Officer, HR
at IBM
Establish a vision – be clear on
the North Star
1
Make it evident that data literacy
is strategically important
2
CHRO and HR leaders need to
embody a data-driven approach
3
Invest in the right tools to
democratise data
4
Provide bootcamps to upskill HR
professionals
5
Deliver quantifiable business
impact
6
‘We celebrate individuals
who exhibit a data driven
culture in all hands calls
with our CHRO to really
point people towards the
north star’

THANK YOU!
SUBSCRIBE
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at:
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FOLLOW ME
on LinkedIn to read my
monthly collection of
resources
linkedin.com/in/davidrgreen @david_green_uk | @myHRfuture david.green@insight222.com insight222.com | myHRfuture.com

How to Develop a Data Driven HR Function

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