CHROs and senior HR leaders are constantly looking for ways to drive better business results using their people data. We work with clients at various stages of their people analytics journey to quickly improve the effectiveness of their people analytics operations. Our goal is to optimize the value of people data and connect it to hard business metrics around revenue growth, cost optimization and risk management.
The world of people analytics is growing at a rapid pace, and it can be overwhelming for organizations to find the best strategy to optimize people data and connect it to measurable business outcomes. Clients often need help defining their desired people analytics service delivery model, identifying high-value analytics questions, and setting the right data governance strategy in place.
Discover: First, we assess the current state of your people analytics maturity and determine key gaps in relation to your targeted end state.
Design: Next, we develop a best-fit people analytics service delivery model for your business, including staffing plans, capability requirements, data governance strategies and technology optimization plans.
Action Planning: From there, we develop a pragmatic action plan to help you transition from your current to target state, broken down into quick wins and short-term and long-term goals over three years.
Capability Building: Finally, we'll implement a training curriculum for your people analytics practitioners and HR business partners, identify pilot projects, and provide hands-on capability building support for advanced analytics or predictive modeling projects.
With the right support, you'll gain clarity and alignment on your desired people analytics strategy, as well as achievable goals over a three-year period to share between your HR leadership team and people analytics practitioners.
We worked with a leading manufacturing organization to assess their people analytics maturity and identified several significant gaps that needed to be addressed before the team could meet its goals. Our findings were shared with the HR leadership team and a priority list of initiatives was laid out.
Our team then worked closely alongside the firm's people analytics team and the HR leadership team to support key initiatives over a 12-month period, working to build capability within the analytics team and to develop a sustainable people analytics function.
Let us know how we can help and a member of our team will be in touch shortly.
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