How to set up the HR tech stack for people analytics

If you're like most HR managers, you know that HR analytics is a powerful tool for improving your organization's performance. But what you might not know is how to set up the HR tech stack to enable people analytics. McKinsey & Company has in its article HR's new operating model described the trend from “Process Excellence to Data Excellence” and thus clearly shows how important it is to think about the data model and HR systems at an early stage. In this blog post, we'll show you how you can do just that. We'll also give you tips on what data you collect and how you can use it effectively.

Define business goals and requirements

Defining company goals is the key to success. Developing a clear strategy provides the roadmap you need to stay on track. Therefore, one of your first steps should be to identify your company's fundamental value drivers — be it market-oriented issues such as customer satisfaction or company-wide initiatives such as process optimization — and use them to shape your HR strategy. Ultimately, working with talented people who bring valuable skills should be considered one of the most important assets and not just a cost factor. If you take the time to set clear goals right from the start, this will pay off in the long term and help you on the road to success.

Choose the right HR systems to collect the right data in a structured way

Choosing the right HR technology platforms is a must if you want to improve analytics in the workforce. Integrations between the various systems play an important role in ensuring data flow and ensuring the issue of data quality management at an early stage. If you know the features of the individual platforms and have a well-thought-out data model, you'll get the insights you need to make decisions quickly so that you can focus on achieving the most important goals. If you take the time to evaluate and select the right technology solutions for your needs, it can pay off in the long run.

Set up HR systems correctly and ensure that they are integrated

Thanks to advances in automation, it is now easier than ever to optimize the process and ensure robust data workflow management. Implementing these platforms significantly reduces manual work, allowing managers to focus on more important tasks. This not only results in greater efficiency, but also ensures that data is seamlessly integrated regardless of where it is stored, ultimately leading to accurate reporting and better decision-making.

Collect and analyze data to gain workforce insights

If you want insights into your workforce, data can be your best friend. Creating a data model is the first step in data collection, followed by data normalization to bring all data points into a standardized format. This is followed by data cleansing, which removes inconsistencies and anomalies from the data. As soon as the data is prepared, you can use it for further analyses and discover valuable insights that are in the data — this gives you valuable insights that help you on the path to business success.

Use the insights to make better decisions about your HR strategy

The people strategy is one of the most important elements of any company, and people analytics can help shape the HR strategy to deliver maximum benefit. With people analytics, you can gain insights into the recruiting and retention efforts that are most effective to achieve the desired results, such as engagement, performance, diversity, and more. A clear understanding of what works and what doesn't can help you make better decisions about staffing strategies so that you can adjust your plans to meet changing business needs as needed. Investing in people analytics can be invaluable for effectively managing your HR strategies to get the most out of your employees.

If you want to use people analytics to make better decisions about your employees, there are a few things you need to do. First, you should define the company's goals. Second, you should select the right HR systems and set them up in such a way that you collect data on the individual areas in a structured manner. Third, you should implement these HR systems in such a way that they are integrated with each other. Fourthly, collect and analyze the data to gain insights about the workforce. And fifthly, use the insights from the data to make better decisions about your HR strategy. Our people analytics platform can help you with all of these steps. Sign up today in our waiting list one to get early access to our platform so that you can make better decisions about employees sooner rather than later.

Thank you so much for taking the time to read this article. We hope he's given you a better understanding of how to set up the HR tech stack and make sure you're getting the most out of people analytics. With the right HR systems, you can harness the power of data and gain valuable insights about the workforce. Good luck!

Want to start with people analytics in your organization?

Request a personalized demo of your individual challenges and we'll discuss your company's specific requirements. Or discover our use cases and find out how you can take people analytics in your organization to the next level within a very short period of time.