Leading with Data: How HR Can Lead The Way Into The Future With Data (Part 8 of 9)

In this modern and fast-paced world, the premise of data has been deemed as an essential part of nearly every industry that we have. Backed up with technological and digital advancements, they have been the channel towards producing rich and huge amounts of information that can lead to having valuable insights about a certain field. This has broadened the minds of the companies and organizations that data analytics should be considered as a necessity already.

For the past years, data analytics has been apparent in every large organization as it plays a pivotal role in helping them ameliorate their working performances, make better decisions, and also help analyze the current customer trends and satisfaction which are some of the core factors that can be used as a basis to produce better products and services. Alongside this, getting the most out of big data with HR data analytics is beneficial for improving the areas of HR such as recruitment, training, performance management, and everything in between. Ergo, it is really important that HR are well-equipped to produce wise decisions in order for their organizations to attain their goals in an efficient manner.

As the last panel for the event of Leading With Data: People Analytics in Talent, Culture, and DEIB which happened last November 9, 2021, we are extremely grateful to have been given the chance to be with excellent and great individuals taking part in data and people analytics. We have invited Trent Cotton of Bureau Veritas; Chris Havrilla of Deloitte Consulting LLP; Tracie Sponenberg of the Granite Group; Dawn Klinghoffer of Microsoft; and Michal Gradshtein of Starlinks to discuss further and share their personal insights about the topic regarding “Leading With Data: How HR Can Lead The Way Into The Future With Data”

Following the traditional way of starting off the discussion, the speakers were asked to briefly introduce themselves whilst also sharing their insights on the things that HR can improve at connecting data with strategy and business outcomes in order to become the leader that we are hoping HR to become. Most of their answers are highly connected with each other and with that, they began on emphasizing the importance of yourself. Always start with yourself. When your guts are telling you something about the data, you do not only trust them 一 but validate them as well. 

How do you validate your guts?

It is with the help of data. You have to thoroughly think of the data you are going to collect, the sources you will utilize, and even the process of leveraging the data you have. Consider the business outcomes that must be aligned with the data because validating data is the best approach to storytelling. On one hand, it is also important to look at data and analytics as a cultural intervention. Instead of just focusing on the amount of data you have with analytics, think about the ways and procedures in which you can measure and maximize the data as a strong cultural signal for people.

On the other hand, curiosity is also extremely important when it comes to data analytics. You really have to think like a product. Always ask appropriate questions and think of ways on how you can provide solutions to your business problems. Being able to deeply understand the problems you are attempting to solve results in establishing hypotheses and testable predictions which are the most feasible approach to get started using the data in connecting it to HR. All the more, the data you are able to produce must be meaningful in the sense that it must be connected to the business outcomes and strategies.

Moving forward, the speakers also briefly discussed the “low-hanging fruits” that can produce effective storytelling to their business leaders. They have mentioned that acquisition and retention should always be present. In addition to that, it is also necessary to recruit the right people who best fit the organization. Remember that there are people behind every data analytics thus the ones who must be assigned to deal with data have the qualifications and skills to become one. Similar to the ones mentioned above, it is also a must that you have the ability to tell an effective story that is based on your data. By doing so, you must acquire good and actionable data. Lastly, learn to address your problems with accuracy and transparency to establish reliability and trust within your organization.

Additionally, the panel also expressed their ideas and insights on connecting the external data with internal data to inform a much more comprehensive way of business strategy to achieve business outcomes. Going back to the basics, you must know what you need to know. Step outside your comfort zone and try to analyze what is going on around you. Establish relationships outside HR like finance, economics, and marketing because you will be able to widen your perspective on the different areas in an organization. Do not limit your knowledge within the scope of HR only, but make an effort to learn new things and skills. Learning is a ceaseless process; hence, you must utilize it.

To end the discussion, the topic was shifted into the necessary capabilities in order to become data-informed business leaders. Again, the most important and fundamental skill that you must embody is the ability to generate and leverage data insights. You do not only acquire data but understand and translate it into actionable outcomes. More so, it is also important that you are able to connect and bring the data to the people in a digestible way through dialogue 一 data fluency, and storytelling.

Aside from this, you also have to change your perspective once in a while. Instead of being the ‘expert’ in the team who basically knows everything, try to be that person who seeks answers. Be intellectually curious about almost everything. Ask, ask, and ask endless questions until you are satisfied with the answers you have. But remember that the questions you ask, must be right and aligned with the business goals you are trying to achieve.

You can watch the full video of the panel here!

You may also check out the other articles on our Leading with Data series:

• Leading with Data: People Analytics in Diversity, Equity, Inclusion and Belonging (Part 1 of 9)
• Leading with Data: Beginning From The Beginning: How To Set Up A People Analytics Function (Part 2 of 9)
• Leading With Data: Understanding The Foundations of Data Analytics (Part 3 of 9)
• Leading with Data: Establishing a People Analytics Strategy: Processes, Methods, Indicators, and Deliverables (Part 4 of 9)
• Leading with Data: Engaging Business Leaders (Part 5 of 9)
• Leading with Data: People Analytics in Talent and Culture (Part 6 of 9)
• Leading with Data : Moving Forward: Advanced People Analytics (Part 7 of 9)