Mining the true value of 360 data

It is very easy to have HR data accumulating for different purposes and potentially taking you and your people in a range of different directions. You may not even realise that they are pulling your people in antagonistic or confusing ways.  Today’s sophisticated statistical techniques can compare totally different data sets on your people so you can explore how your measures are working and how they connect. This paper describes how you can answer business-critical questions and make a positive and strategic impact by looking beyond your data Introduction You know that human beings are…

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It is very easy to have HR data accumulating for different purposes and potentially taking you and your people in a range of different directions.

You may not even realise that they are pulling your people in antagonistic or confusing ways.  Today’s sophisticated statistical techniques can compare totally different data sets on your people so you can explore how your measures are working and how they connect.

This paper describes how you can answer business-critical questions and make a positive and strategic impact by looking beyond your data

Introduction

You know that human beings are really complex and, if you have been in HR for any length of time, you will also know that, in an organisational setting, people get even more complicated and definitely trickier to handle!

Fortunately with your training, the employment law, HR policies and practices, coaching etc you have many tools and skills at your disposal and, ideally a committed leadership team to sponsor and back up any initiatives you may have too.  Often though you have more than you even realise.

This paper explores the value and benefit of working with some data that may well be lying in your desk drawer/inbox.  You may not ever have looked at it thoroughly and, even more likely, you may not have looked at how it connects with other pieces of data to see what you might get from reviewing the connections.  This paper attempts to summarise how you can best use HR data such as 360 degree feedback and specifically how you might get value from looking at two sets of HR metrics.

A case study comparing 360 with employee engagement data and another comparing 360 with career progression in different organisations are described and some key principles are outlined for practical application.

So, if you are not into the latest statistical methods yourself but you appreciate the insights data can provide, you should find this a useful guide and a prompt to point you to some interesting questions to explore.  It might mean you dust off some data-sets for analysis which may then lead you to some fascinating hypotheses, some clarity and perhaps even some surprising conclusions.