HRO Today July/August 2014 - 53

Market Insight
Figure 1: Maturity Curve
activities now to realize the future payoff.
Harnessing Data: Marching Up the Maturity Curve
The power of workforce data drawn from metrics,
surveys, and predictive analytics can help HR drill deep
into the nature of the organization's talent pool and
yield answers to support and sustain a talent strategy
aligned with business goals. These analytics can help
deliver on the promise of the right workforce, the right
hires, limited turnover, a robust talent pipeline, an
engaged talent team, and the achievement of financial
and operational goals.
This is a multi-step undertaking that requires progression
along the maturity curve (shown in Figure 1), as well as
the creation of a roadmap for implementation, with this
question in mind:
What do you need to do with respect to people,
technology, and processes to move from the entity's
current position to its desired state?
Most companies need to address activities on two fronts:
1. Develop a strategy and roadmap for workforce
analytics that assess current state, develops a vision for
the future state, defines the recommended approach,
achieves alignment among stakeholders, and sells the
business case.
2. Develop a series of pilots for various workforce
analytics programs to better define stakeholder
requirements, establish value, and determine the
approach to adoption, whether the programs are
strategic reports, executive dashboards, workforce plans,
or predictive models.
Those companies that tap into analytics can unlock their
investment in HR data-and find the hidden value in
their workforce. These intangibles can be made tangible
on the P&L and on the balance sheet.
Ranjan Dutta is a director in PricewaterhouseCoopers Saratoga,
a PricewaterhouseCoopers Human Resource Services practice.
Scott Pollak is a principal and Kristina Dunphy is a senior associate
for the firm
JULY/AUGUST 2014
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HRO Today July/August 2014

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