The impact of HR analytics highly depends on embedding data-driven HR practices in the HR structure. If business partners are not capable to work with data or to generate basic reports, they won’t be able to make use of HR analytics insights either. Data-driven HR isn’t innate. Successful implementation is not a result of luck: it is the result of a planned effort. This practical assignment helps you to succeed at leading this transformation within your organization.

The assignment is based on Kotter’s 2007 article Why Transformational Change Fails, which can be downloaded here (mirror).



Use the 8 steps (listed below) from Kotter’s article to plan the implementation of data-driven HR in your organization. How will you create a sense of urgency amongst HR business partners and advisors? Who will you build alliances with to reach your goals? These are all essential questions that you need to think about in order to maximize the success of HR analytics.

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