Using workforce analytics to improve strategy execution

Abstract

In this article, I introduce an approach to conducting workforce analytics that is designed to improve strategy execution and organizational effectiveness through the application of systems diagnostics. What differentiates the approach are two analytic steps that precede the analyses that are typical of workforce analytics today: competitive advantage analytics and enterprise analytics. Conducting these two additional steps enables the analyst to identify the critical business issues that are the biggest problems for senior business leaders, and to determine if structural issues coming from the organization design and culture are at play. First conducting those analyses best enables traditional workforce analytics to provide insights the organization's leadership views as truly valuable.

The science and practice of workforce analytics: Introduction to the HRM special issue

“…Levenson's () paper argues that effective systems thinking and diagnostics are essential for the design and implementation of effective workforce analytics programs. For Levenson, workforce analytics can only be meaningfully developed following a careful diagnosis of the critical problems facing business leaders and an understanding of the extent to which these challenges lie in cultural attributes, the workforce, or elsewhere.…”

Tools Used by Organizations to Support Human Capital Analytics

“…Two challenges organizations face are determining what type and where to use analytics (Levenson, ). Organizations suffer from not having an analytics strategy; organizations often start using analytics on an ad‐hoc basis (Pearson, ).…”

“…Analytics enables strategic outcomes (Deloitte, ; Fitz‐enz, Phillips, & Ray, ; T. King, ; Sharp, ). Analytics supports fact and data‐driven decision making (Clow, ; Deloitte, ; Levenson, ; Martin, ; McCafferty, ; Nastase & Stoica, ; Shum & Ferguson, ). Analytics helps decision makers understand the behaviors of the organization and individuals (Fitz‐enz, Phillips, & Ray, ; Martin, ).…”

HR-analyse som ledelseskonsept og ledelsesmote

“…Utover 2000-tallet ble det publisert et økende antall artikler om HRA i internasjonale tidsskrifter som fokuserer på HR-strategi (f.eks. Feather, 2007;Fink, 2010;Levenson, 2005Levenson, , 2011Waber, 2013). Saerlig de siste fem årene har HRA fått oppmerksomhet i innflytelsesrike praktikerorienterte tidsskrifter som Harvard Business Review (HBR, 2014), og i en rekke rapporter utgitt av globale konsulent-og Madsen og Slåtten / HR-analyse som ledelseskonceptog ledelsesmote ISSN: 2596-6200 45 softwareselskaper (f.eks.…”