Dilem​ma: Analytics Maturity Model Vs Organizational Capability​

Workforce Analytics industry practitioners and Gurus have been pushing the agenda of Business Impact for a while now, including latest Josh Bersin’s HR trend report – New rules of People Analytics.

However, when you walk into HR conferences, round-table discussions with industry thought-leaders/practitioners, we are stuck with three words – descriptive, predictive, and prescriptive. HR is not stuck in neutral but these words.

The most frequently asked question in conferences – how do I move to predictive analytics? In fact, the below picture (and variations of the same) will be the most recognizable and widely used picture:

There is nothing wrong with these words are pictures, but this sends a different message – Touch me not, if you are not good with numbers or statistics or technology.

@Thought Leaders & Gurus:

When are you going to stop talking about Analytics maturity model and start talking about maturity model of business problem statements – something like what Thomas H. Davenport, Jeanne Harris, and Jeremy Shapiro articulated in their paper “competing on talent analytics.”

@Practioners:

Shouldn’t you start telling the story of delivering business value (real-life examples) using workforce analytics?

@Aspirants,

Are you too worried about telling the world that “your organization is using predictive analytics, ” or solving the business problem that your organization is having?

Shouldn’t you start thinking if you are building a department driven workforce capability – let’s call it – “Adhoc” OR C-suite driven, globally integrated, real-time predictive metrics led “Innovation Leader” capability?

Departing Thoughts to Reflect:

What-if:

  • You are building the capability to solve the business problem using a blended power of all types of analytics.
  • You envision to walk on a path that enables you to become from an “Adhoc” workforce analytics capability to be a market (innovation) leader that defines the industry and business models of tomorrow.
  • You are truly focused on embracing analytics in your organization DNA for decision making – changing the way your company works today?

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About Manoj Kumar 76 Articles
A senior management consulting professional and an entrepreneur by heart, Manoj has led global change programs for fortune 500 companies like HSBC, Fidelity Investments, and GE. His expertise lies in functional strategy development, operating model building, process analysis, operational improvement, and simplification including global implementation of BI technologies. In 2014, he was recognized as one of the Top 72 HR Analytics Influencers worldwide. He is currently working as the Vice President, HR Analytics, HSBC. He is also very active in the Entrepreneurial community in India. His entrepreneurial stints include – India’s first online Toy Rental Company “Rentoys” (http://www.rentoys.in), featured in Outlook Money, ET, DARE, UTV Pitch, ET Now, BangaloreMirror, Indian Express, DNA) and an online marketplace for Indian voiceover artists – VoiceHired.com (1000+ artist community)