People analytics self assessment
Getting people analytics right can be tricky. Our people analytics self assessment lets you compare your company’s capability against industry benchmarks, so you can see what more needs to be done to build a world-class discipline in understanding your workforce.
Are you ready for people analytics?
There’s little doubt that people analytics is finally coming of age. Investment continues to rise as the discipline goes mainstream and it’s now the most quoted skill for HR Managers on LinkedIn. Today, more than four times as many companies have teams dedicated to people analytics compared to a few years ago.
This people analytics self assessment will measure your capability against industry benchmarks for our six key components of an effective people analytics practice: strategy, people, data, technology, process and governance.
What stage of maturity are you at?
By the end of the assessment, you’ll have a better understanding of your company’s people analytics maturity and what steps you need to take next to build a world-class people analytics discipline – whether you’re just starting out or five years into building a dedicated team.
Latent Operational Support ‘Manage HR activities’
- No vision and strategy for organizational design, and a lack of aligned resources
- Difficulty with reporting and a reliance on office software tools
- Organizational design is not a core responsibility
Discovering Workforce Analytics ‘Understand today’
- Workforce strategy is incomplete
- Available resources, skills, and tools are limited
- Elementary data models and no forward-looking visualizations
- No standard approach
Adventuring Predictive Analytics ‘Predict the future’
- Basic forecasting capability
- Basic alignment with operating plan
- More consistent, accurate results
- Essential analytical skills and resources in place
- Basic collaboration
between HR and Finance
Exploring Scenario Modeling ‘Take action’
- Contributes to business strategy
- Organizational design vision and plan in place
- Dedicated skills, resources, tools, and technology
- Improved collaboration between HR and Finance
- Maturity of processes, transition planning, and results tracking
- Emerging single version of the truth, producing reliable, repeatable insight
Pioneering Org as a system
- Organizational design plan regularly reviewed
- Focused on organizational goals and integrated with business strategy
- Strategic direction linked to a bottom-up action plan
- Enriched single version of the truth, comprising detailed information on work, competencies, and objectives
- Systemic, cross-company collaboration delivers impactful results
- ‘Best of breed’ approach to technology
The journey to OP&A
As you progress on your people analytics journey, your mastery of the different elements culminates in the ability to deploy analytics to shape strategy, advocate data-driven decisions, and achieve the outcomes the business desires.
This ability to look ahead, plan and manage the ongoing health of your organization is what we define as organizational planning and analysis, or OP&A for short.
OP&A is an established function with a pioneering analytics capability that is counterpart to the FP&A function in Finance. It takes a data-driven approach to connect work and competencies, to roles, to people, and strategy, so you can make informed choices that drives the business forward.
How to take the people analytics self assessment
- You’ll be asked 25 questions on our six measures of capability – strategy, people, data, technology, process and governance. It can take up to 20 minutes to complete the assessment.
- Once you’ve submitted your answers, you will be emailed a link to your personalized report with scores for each measure and recommendations for improvement, which you can share with colleagues and refer back to.
- Your scores are compared to industry benchmarks compiled from commissioned market research and other assessment participants (anonymized), so you can see where you are on the maturity scale.
- Follow the link below to start.