The phrase “workforce analytics” can be confusing. At its core, however, it is simple: using data to better understand and improve how people work. Let’s break it down:
- Using data. Everyone has data. It may be in an excel spreadsheet or a complex database, but the data exists. The questions are: is it the right data? And, is it accurate data? The “right” data is human resources (HR) data that includes information gathered from a job application on through to training, performance, and exits. The HR data also need to be able to connect an employee to the work they do and outcomes for children and families captured in a child welfare data system. This data must be accurate and reliable. One way to ensure it is reliable, is to go to the source. That is, the people collecting or inputting the data points you are examining. If data is missing, use focus groups or surveys to get more information.
- To better understand. Everyone knows the old adage about finding facts to support any position. This is known as confirmation bias. To avoid confirmation bias, bring together a team of people with different experiences (e.g., recent hires and tenured professionals, case carrying workers and administrators, people with lived experience with child protective services, data analysts, human resources professionals) and examine the available data. Incorporate strategies such as “the 5 Whys” and use the team to discuss the pain points in your workforce (i.e., recruitment, selection, training) to get to root causes.