The Business Partner Roadmap

At this stage you can focus on the

Step 1:
investments focus on those employee
Determine
Critical
processes/ skills/ attitudes/
Outcomes
In demographics,
the last step, rethat have been shown
measure
to
assess
to have a direct impact on the
The statistical
component of this step
progress
and calculate
organizations
desired business
Step 6:
accomplishes
three
things: Measure
actual
return-onand
outcomesand not just an
assumed
Understanding the relationship
Adjust/Reinvestment.
impact or a feeling that it isprioritize
the right
between employee initiatives, skills,
Business
thing toleaders
do.
behaviors,
attitudes and meaningful
thereturn
understand
An expected
will now be used
business
outcomes.
importance
of creating
to guide the
HR strategy, and
Prioritizing
of interventions (i.e.,
a culture
of musttypes
initiatives
be customized and
determine
where to spend time,
measurement
and
placed in the
of each
context
This step
gets unique
into the details of the
money).
accountability.
organization. actual analysis process, but several
Calculating
However,
it is not expected ROI to determine
measurement
of each
levels
investments
and characteristics
returns .
advisable to of
make
Step 5: Build
outcome
measure
must
be
assessed
The
final result
generated from
the data
the Program
frequent,
wholesale
and
Execute

Frequency
of measurement
(e.g.,
analysis
is a list of priorities that
have
changes step
to the
monthly,
quarterly,
annually)
data
and focus
analysis
behind them to ensure an
strategic
of the

Level of measurement (e.g., by

impact
on the business.
interventions.
Step 4:
line of business,
unit,
by
It will also show which initiatives
are notby work Conduct
Objective
manager,
at
the
store
level,
at
having their desired impact(s) and could be
of
the department/functionAnalysis
level)
candidates for cost cutting.
Key
Data

Organizational owners of each of

the outcome measures (e.g., the
department or leader of the
particular measurement)

An organization must first

determine the top two to three
most critical outcomes on which
to focus.
For example, outcomes such as
productivity, turnover and
Step 2:
Create customer satisfaction are
CrossFunctio
commonly desired outcomes
nal Data
Team but those are not the end of the
list.
Financial indicators, costs and
safety-related
are all
Need to identify
the variousdata
owners
of the
outcomes
that
can
be
connected
outcome data.
to employees.
These data owners
become the key members
of a cross-functional data team (CFDT) that
3:
needs Step
to
be
organized.
Assess
Measures
of
This team
should
consist of measurement
Critical
experts,
key line-of-business leaders or
Outcomes
metric owners, and HR leadership.
The measurement experts are needed to
determine data requirements, to scientifically
link the necessary datasets, and to conduct
the requisite statistical analyses.
It is important to have influential company
leaders and decision makers participate in
this processto generate a sense of urgency.

HR Process Analytics Case Study:

Employee Opinion Surveys

Hospital Consumer
Assessment of Health
Providers and Systems survey