Empathise
Engage deeply with your stakeholders—employees, employee representative groups, managers, leaders—to fully grasp their (un)met needs, expectations, and priorities in terms of people reporting, analytics, and insights. Assess and formalise your current position regarding the maturity levels across the fundamental pillars of people reporting, analytics, and insights.
Your organisation will benefit from:
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Assessment of your needs. expectations, priorities and challenges in terms of people reporting, analytics, and insights.
- Evaluation of your current maturity level regarding people reporting, analytics, and insights.
- Recommendations on the scope and timing for developing your reporting, analytics, and insights strategy.
Strategise
Formulate a fit-for-purpose HR Reporting & Analytics strategy and ambition, and establish a strategic roadmap for implementation.
Your organisation will benefit from:
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HR Reporting & Analytics Roadmap.
- HR Reporting & Analytics Technology Strategy & Business Case (Build vs. Buy).
Realise
Facilitate the effective deployment of the defined Strategy & Ambition, and Roadmap.
Your organisation will benefit from:
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Established and implemented HR Reporting & Analytics Structure & Governance.
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Defined and implemented HR Reporting & Analytics Services.
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Developed and implemented HR Reporting & Analytics Skills enhancement programmes.
Analyse
Assess the impact and value generated by the HR Reporting & Analytics Function Capabilities.
Your organisation will benefit from:
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Comprehensive analysis to measure the impact and value.
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Identification of areas for improvement, creating a feedback loop that connects back to Step 1.