A common pitfall when working with HR data is starting with ambitions that are too big. Helan initially wanted to build a predictive model to identify employees at risk, but quickly realized that this was too ambitious. Instead, they opted for a step-by-step approach: first, they defined a clearly scoped business case, followed by a thorough exploration of the available and usable data. Only then did they move on to the analysis phase, which resulted in valuable insights and the formulation of concrete actions.

This phased approach helped them focus on one specific challenge: understanding and addressing rising absenteeism. By starting with a clearly defined business case centered on absenteeism, they were able to generate actionable insights and implement improvements within a matter of months, without allowing the project to become too large or overly complex.

A successful data-driven approach requires the involvement of stakeholders at every level. From the very beginning of the project, Helan actively engaged senior management, data teams, and representatives from various departments, including HR, IT, and the business. Regular feedback sessions and interim evaluations helped maintain engagement throughout the process and increased support for the initiative.

One example was their approach to wellbeing and employee satisfaction surveys. Departments with low response rates were actively encouraged to participate, ensuring that the data remained representative and useful. As a result, employees felt heard and the quality of the analyses improved. In addition, interim results were presented during interactive sessions with key stakeholders, keeping them informed of progress and giving them the opportunity to provide valuable feedback.

Data in itself is not a solution; the real value lies in translating insights into action. At Helan, the analyses led to concrete improvements, such as adjustments to the office environment, changes to the frequency of employee surveys, and the development of a more targeted approach for new employees. These actions not only made a difference in the short term, but also strengthened confidence in a data-driven way of working.

The Helan story demonstrates that a data-driven HR approach is not about collecting as much data as possible, but about asking the right questions, taking targeted actions, and continuously learning. Their journey highlights the importance of setting realistic goals, building broad stakeholder support, and maintaining a strong focus on action.

Take inspiration from Helan’s approach and discover how your organization can unlock value from HR data as well. Would you like to start exploring your own HR data? Contact us. Or are you looking for even more inspiration on HR analytics? Then be sure to subscribe to our bi-monthly newsletter for tips and trends on HR analytics.