any ameliorative efforts – various data points are required, such as
gender and ethnicity makeup, pay equity, diversity of the executive
management team and many other factors.
This data not only lets business and HR leaders know where their
company stands when it comes to promoting equality in the work-place,
but it can also help the organization model any number of new
scenarios for recruitment, promotion and talent development to cor-rect
any unfair imbalances that may exist. This is where an effective
organizational design and transformation platform can help.
One way to think about such systems is as “single-source-of-
truth” platforms that can provide a centralized source of
indisputable individualized employee information that HR teams
can quickly and efficiently gather and act upon. By having a clear
picture of your organization, HR can make and advise on deci-sions
about where the business can or needs to go and how certain
decisions may impact the business overall. Of course, being able to
leverage the platform to share the raw data of your organization’s
blueprint – qualifications, performance, diversity and equality all
considered – with key stakeholders at any point along the jour-ney
In fact, a single-source-of-truth platform is highly flexible and
designed to empower HR teams to:
■■ Create dashboards to share with executives.
■■ Build visualization and plan “what-if ” scenarios for presentations.
■■ Provide real-time sharing to all levels of management so
everyone is on the same page.
■■ Implement plans and monitor metrics within one platform to
have a clearer picture on how to make better-informed decisions.
Remember, effectively collecting, protecting and utilizing
people data doesn’t happen at the mere click of a button; it’s a
Working in conjunction with a core human capital manage-ment
system, a comprehensive organizational transformation
platform should be able to provide granular and visibility into
all workplace metrics like diversity and equality across the
Unfortunately, older systems often come up short in meeting
this need as they often are capable of providing fragmented data
views at best and, even then, they usually do so with inaccurate
and out-of-date information that is drawn from disparate sys-tems
throughout the organization, or even managed manually in
spreadsheets. This can easily cause errors, increase costs and lead
to challenges with stakeholder visibility that can result in a lack
of crucial buy-in during organizational transformations.
Today, as data becomes a more integral part of HR decision-making,
it’s time for HR professionals to understand how best
to harness the power of people analytics. Technology can, and
should, play an important role in that decision.
When that happens, every member of your team can be on
the same page with the same information. Your organization will
be better prepared to see what it’s doing well, where it can make
improvements and more importantly, determine in advance how
decisions might impact the organization in the future. n
Sebastiaan Bos is the head of product management at Nakisa.
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cifotart / 123RF
44 ❚ NOVEMBER 2018 ❚ HR PROFESSIONAL