Agree the metrics
- Decide which metrics matter and who owns them
- Write one definition per metric
HR Data Governance
The credibility floor under everything else — one trusted definition per metric, clean lineage, and privacy built in. Get this right and the meeting stops arguing about whose number is correct and starts acting on it.
The need
Four spreadsheets, four answers — and a nagging question about who can see what.
Useful when metrics are defined differently across teams, dashboards disagree, or employee-data privacy and access are handled ad hoc.
What this builds
- A single source of truth with agreed, documented metric definitions
- Data quality and lineage you can trust and audit
- Privacy by design — GDPR-aligned, role-based access, minimisation
The delivery path
Every step uses the same inHR model.
Build the model
- Lineage, quality checks and a trusted data model
- Privacy-by-design and role-based access
Roll it out
- One source of truth in front of every manager
- The end of "whose number is right?"
Completion standardThe engagement is complete when the business stops arguing about the data and starts acting on it.
Business Intelligence