10 new rituals to become a data-driven HR

1. Keep up-to-date with the latest HR analytics and data management techniques by reading industry publications and attending relevant conferences and events. One of the best curation is coming from David Green ???? , subscribe to his monthly newsletter is not a waste of time. You can also follow all the Josh Bersin posts really useful on HR trends.
2. Create a data-driven culture within your organization by involving senior management and promoting the benefits of using data to make informed decisions. At l'oréal we are using now the "augmented intuition" wording to find the perfect balance aligned with our culture.
3. Identify key metrics that are important to your organization and regularly track and analyze them to identify trends and patterns. It's what we call "HR business critical data", it helps us to start the data journey by focusing on the HR data at the core of our critical HR processes and decisions.
4. Use data visualization tools to present HR data in a way that is easy to understand and digest for both technical and non-technical stakeholders. We are launching now a new generation of HR dashboard using the same layout with few KPIs (by using trends and sentimental colors), additional charts to explore data and everything connected to a question. It's "insights driven by design" like what you can learn in the Josh Bersin Academy for the People analytics Program.
5. Develop a strong understanding of the data sources available to you, as well as the strengths and limitations of each source. We have more than 12 HR system and one of the challenge for 2023 is to align all HR Professionnal in the Group on the "same understanding" behind a business terms (Management trainee program, Time to hire, Group Key Position ...)
6. Regularly engage with business stakeholders to understand their needs and how HR data can be leveraged to support their goals. Speaking the data language is speaking the business language! Instead of jumping on the spot to calculate a Kpis, take time to discuss with your business leader to really identify the "burning question" he/she wants to answer thanks to HR data.
7. Take care of the data quality everyday: it's our mandate. We are owner of the HR data and it's part of the new ritual to develop a self-check habits on data quality. Even if we are not passionate about maths, we should train our brain-muscle to identify fast mistakes in data.
8. Use statistical techniques and predictive modeling to identify trends and patterns in your HR data, allowing you to make more informed decisions. Of course, we are all dreaming of algorithms to predict the flying risk, to identify the skills for the future, to invent new mobility, to spot hidden talents.
9. Collaborate with other departments and teams within your organization to identify opportunities for cross-functional data analysis. HR Data is an amazing asset for a company with more and more use case in retail, supply chain, access management ... We need to share our data with others but by protecting absolutely our employee's data privacy. We are the guardians of our People Data !
10. Develop a system for regularly sharing HR data with key stakeholders, ensuring that data is used to drive action and decision-making across the organization. We are trying to bring HR data in the hand of our HR people by using Power BI mobile version of our dashboard. If we want to create new rituals we have to bring data at the fingertips of our HR leaders.

Do not hesitate in the comments to add your own rituals as HR, we can grow together on this data transformation.

This article is part of a serie :

• Episode 1: 10 new rituals to become Data-driven HR
• Episode 2: 10 mindsets shifts to become Data-driven HR
• Episode 3: 10 essential use-cases to start in People Analytics
• Episode 4: 10 critical HR Data Points for smooth HR operations
• Episode 5: 10 innovative HR Data use-cases That will boost People Analytics