People Analytics
Excellence Framework

Your competency framework for setting up a people analytics Center of Excellence (CoE)

Select a competency to explore it >>

Reporting

Reporting focuses on getting data and insights to the relevant stakeholders. These can be HR business partners, company executives, line managers, and others. Automating your HR reporting is one of the first steps required to do actual analytics.

Related courses:
– HR Data Analyst
– Strategic HR Metrics

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Data Analytics

This competency is the most technical of all. It’s about aggregating large data sets, combining them, and creating value-added insights. It’s the heart of analytics – but it doesn’t mean that everybody needs to do it.

Related courses:
– Data Science in R
– HR Data Analyst

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Statistics

Statistics is the basis of data analytics. Statistical knowledge is necessary when you need to understand the data or the analysis in front of you. It enables you to ask the right questions and to understand if what you’re seeing is significant – or if it is just an accidental spike in the data.

Related courses:
– Statistics in HR

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Data-Driven Culture

The lack of a data-driven culture in HR is one of the biggest inhibitors of successful people analytics adoption. Building a data-driven culture is key in implementing results and adding value with people analytics.

Related courses:
– HR Analytics for Business Partners (coming soon)
– Global Data Integrity

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Technology Awareness

The HR landscape is changing rapidly. This competency is about being aware of what’s going on in the world around you. HR needs to innovate and be a leader in its field. Technology awareness is the first step in doing so.

Related courses:
– Future of Work
– Organizational Network Analysis
– Natural Language Processing

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Effectiveness

Garbage in, garbage out. Your data is much more susceptible to cultural influences than you would think. This competency is about communication and intercultural practices that enable you to not only have good data in your headquarters but also in all the other countries. This competency takes people analytics global.

Related courses:
– Global Data Integrity

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Strategy

People analytics excellence starts with a well thought-out strategy. What is the mission and vision for data-driven HR in your organization? How will you create short-term wins and plan long term success? Having the right strategy is the first crucial building block for everything you do.

Related courses:
– HR Analytics Leader
– People Analytics Strategy

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Leadership

Leading the people analytics initiative can feel like you’re crying in the wilderness. You need to establish an analytics function but you also need to involve the rest of HR into a more data-driven approach. Only when HR business partners are able to work with data themselves will your data-initiative be successful.

Related courses:
– HR Analytics Leader
– HR Analytics for Business Partners (coming soon)

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Stakeholder & Project Management

Having a strategy is one thing, implementing it is a whole other ballgame. People analytics excellence requires a great strategy, a focus on the right KPIs, and effective stakeholder management.

Related courses:
– HR Analytics Leader

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Measurement

There are hundreds of metrics you can track with your analytics. Additionally, there are millions of data points. Which metrics should you focus on? And how do you ensure high data quality, not only today but also tomorrow? If you fail to report and analyze the right data the right way your people analytics efforts will be futile.

Related courses:
– Strategic HR Metrics
– HR Data Analyst

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TECHNICAL

reporting

documents

data analytics

database

statistics

graphs

CULTURAL

data-driven
culture

handshake

technology awareness

computer chip

global cultural effectiveness

global network

strategy

chess pieces

thought
leadership

person with flag

implementation management

suitcase with document

measurement

geo-triangle and ruler

STRATEGIC

Three Dimensions:
Strategic, Technical, Cultural

The People Analytics Excellence Framework provides an overview of the core competencies required to establish a people analytics CoE.

Whether you’re an individual practitioner or representing an entire organization, use the framework to determine which competencies you still need to acquire and map out your learning path.

puzzle pieces: technical, strategic, cultural
technical

Technical competencies are essential for those who actually perform the analyses. Those who oversee this process also require some basic technical competencies to be able to read and interpret reports and dashboards.
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Strategic

The strategic competencies enable you to create a people analytics strategy for your organization, to link it to business concerns and to rally main stakeholders around it.
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cultural

People analytics will only be successful when you manage to shape a culture of data-driven HR to support it and cultural difference are accounted for to safeguard data quality and consistency.
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