Process Roadmap
1. Free Consultation
The consultation helps us learn about your People Analytics needs and goals. For example, do you have a need to fix an apparent problem (e.g., low employee engagement), or a goal to discover something new (e.g., would personality testing work in your organization). Or, perhaps you want to learn about text analysis to reduce bias in recruiting. Whatever your People Analytics needs and goals are, we are here to discuss them. If we decide to move forward, we will meet (Zoom or in person) as frequently as needed to map out the specifics of the project, along the following stages:
2. People Variables to Analyze
The first question is what people variables (e.g., motivation, engagement, personality, leadership styles, bias) are you interested in examining? We will provide background on each from the literature in I/O Psychology and Management fields. We need to define people variables before we can proceed with measurement and data collection.
3. Measurement and Data Collection
The next step is to determine the data we need to meet the project specifications. This might include data from your organization's HR system, performance, financial reporting system, or other in-house operating systems. “Digital exhaust” from systems your company already has in place can provide us with readily-available data. If surveys are needed for the project, we will discuss which validated psychometric measures to use or whether we need to develop new ones. If experiments are preferable, we will discuss IVs, DVs, mediators, and moderators that would constitute the model to be tested and analyzed. One way or the other, we will ensure the data are of the highest quality. If we put “garbage in” in terms of data we will get “garbage out” from the analyses as the statistical proverb goes.
4. Leave the Analysis to Us
After the data are collected, we will meet with you to discuss the most appropriate statistical analysis and explain what meaning the results can provide. That is, different analyses are meant for different research designs. For example, bivariate correlations are mostly meaningless. Adding some covariates/controls in the regression analysis helps. Experimental data cannot be properly analyzed without analysis of variance. Then, we will conduct all analysis to provide cutting-edge, robust, and valid results upon which reliable conclusions could be drawn. In academia, the quality of peer-reviewed research is heavily dependent on sophisticated and rigorous methods. We are both published experts in data analysis, and you can leave the heavy statistical lifting to us.
5. Presentation of Results
We will deliver a detailed written report that includes an executive summary highlighting key results, as well as a detailed write-up describing each step of the analysis and results. These reports are written at an academic-level of quality. We put our reputation on the line for you - ensuring the results are accurate and delivered in an impactful way. We will meet to review the report and ensure you have a solid understanding of the methods, results, and their implications for your organization. Transforming results into action that delivers value to your organization is our goal. We translate the numbers into meaningful human experiences to make sure the message takes root in the minds of the decision makers. You will have a clear sense of what the findings mean and how to interpret them for maximum impact.
6. Together Forward through Training
Using People Analytics for endless enablement of the workforce during the employee lifecycle is the long-term goal. If your company is interested in executive education training based on the results or new topics (e.g., career pathing, teaming), we are glad to discuss how we can help. Otherwise, we look forward to working with you again and continuing the journey of value creation that we started together.