Empower HR with the Skills to Build a Data-Driven Culture!

Role-modelling by the CHRO and HRLT is essential.

When the CHRO and their direct reports role-model the use of people data and analytics, HR practitioners use people data and analytics insights in their day-to-day jobs at a much higher level than if neither the CHRO nor the HR leadership team (HRLT) do not personally role-model the use of people data and analytics.

Responsibility for upskilling should be with the people analytics leader.

Specifically, when the people analytics leader is responsible for upskilling HR, HR practitioners actively develop their data literacy skills at a far higher level than if any other person is responsible for upskilling.

Five skills form the core of data literacy for HR.

These are (a) consulting, (b) influencing stakeholders, (c) data interpretation, (d) building recommendations from insights, and (e) storytelling.

Invest appropriately for a multi-year upskilling programme.

A data literacy programme to upskill the HR profession requires an investment that totals the equivalent of between $600 and $800 per HR full-time equivalent (FTE). This allows for training, coaching, change management and project management for current and prospective HR practitioners over a two-to three-year period.

Learn how to advance the success of your HR function in the digital age and understand how HR professionals today compare with the behaviours associated with digital potential.

This report reveals why people analytics continues to grow despite economic uncertainty, the eight characteristics of Leading Companies, and how investment drives business impact.