HR strategy and best practice › HR Business Partnering: Adding Value Through Measurement and Data

HR Business Partnering: Adding Value Through Measurement and Data

This is a sample learning overview that we can design and deliver specifically for your organisation.

Utilising appropriate analytical and measurement tools can significantly improve the value and impact of the activities that are carried out by HR business partners. Indeed, one of today’s most important macro trends concerns the ways in which HR can better utilise data, in particular big data, to support the people strategy of their organisations.

In order for HR business partners to use HR analytics effectively it is important that they have a strong understanding of how to make measurement meaningful, the sources of data and the ways in which issues can be identified, the ways in which the impact of HR activities can be assessed and the key ways by which a persuasive business case can be built.

We can design and deliver a face-to-face or virtual session to demonstrate how HR business partners can source, interpret and apply data and analytics, and take away the fear, mystery and frustration which often surround the use of measurement and analytical tools. Participants will learn how to measure the impact of even the hardest to measure and intangible HR activity and will take away tools that can help create powerful business cases to persuade key stakeholders to invest, resource and champion HR  initiatives.

 

What the session might cover

  • The role that measurement and analytics have in supporting the work of the HR business partner
  • Making measurement meaningful for intangible HR activity
  • Structuring recommendations and using evidence to build powerful business cases

View typical programme content

Programme

  • Explore how measurement and analytics helps you perform and deliver as an HR Business Partner
  • Meaningful measurement: making sense of measurement for those hard to measure intangibles of much HR activity, and how to move to tangible, measureable approaches crucial to ensuring impact is delivered
  • Identifying and using different data sources within your organisation and beyond, both qualitative and quantitative, as critical means of identifying which issues to raise proactively as a Business partner
  • Using Return of Expectation in practice: a critical tool to assess the impact of your HR activity and ensure crucial alignment and managed expectation with your stakeholders
  • Building powerful business cases: structuring your recommendations and using evidence as powerful persuasive tool

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