test
Services > Sustainable employability > HR advice > Evidence-based HR analytics

Evidence-based HR analytics

Why should you use HR analytics?

Collecting and effectively analyzing various data about your organisation leads to increases in the quality and value of decisions and actions. When management has objective tools for determining the direction and strategy, better decisions can be made using objective data and its human interpretation. 

Our Career Fitness Profiler is a powerful and complete tool that analyses personnel-oriented HR processes such as career guidance, coaching, horizontal & external mobility, succession planning, vitality and the development of career competencies. Data and separate sub-reports are available to boost your HR analytics for better decisions regarding your personnel policies. The scientific framework underneath is used in our work with organisation that focuses on switching the talent culture to one where subjective career success and self-management become the norm. 

The questionnaire has been validated by Dr. Wouter Van Bockhaven and Prof. Dr. Jesse Segers at the University of Antwerp, and has led to a collaboration with TalentLogiQs and Thalento® to create the Career Fitness Profiler that maximizes the questionnaire data into visually powerful reports and HR data tools.

The Career Fitness Profiler reports will guide actions that have an important impact on the success of both employer and employee.

What is the Career Fitness Profiler used for?

  • Conducting career dialogues with employees
  • Guidance and empowerment of employee mobility
  • Quantitative succession planning in which the individual perspective is included
  • Individual or group outplacement programs
  • Coaching young talent in developing clear career visions
  • Coaching people at a crossroads in their career from a value driven perspective
  • Hiring new employees, taking into account organisational needs and culture
  • Balancing the interests of the organisation with those of the employees
  • Prevention of stress-related issues and maintenance of employee energy and motivation

All individual data can be used to make data-driven policies and interventions possible at the organizational level.

Interested in Certification Training, look here:

What data is being measured?

The questionnaire measures three contemporary career management frameworks that provide individual or organisational insight into:

  •     Career values 
  •     Career attitudes 
  •     Energy-stress balance 

They are combined into an index score known as the Career Fitness Index, which enables the development of career competencies, adapts and steers careers that suit personal career needs, and measures the energy of employees.

We offer a three-day certification training for professionals who want to integrate the Career Fitness Profiler or the career model in their practice. Feel free to contact us about possibilities.

More information

1. Career values

The Career Fitness Profiler measures 12 Career Values:

  • What drives people in their career?
  • Where do they get the motivation to start their working day?
  • What do the career-values ​​reveal about the necessary conditions to make future career moves a success?

The career values ​​provide a picture of the drivers for personal career success.

There are 55 possible pitfalls that warn respondents about possible career risks.

Scientific

Items and questions: 12 factors in 56 items
Reliability & validity
Reliability: alpha> 0.755; CR> 0.703
Validity: CFI = 0.925; TLI = 0.914; RMSEA = 0.048
Scoring: STEN
Duration: the session takes an average of 15 minutes

2. Career attitudes

The ability to manage one’s own career is an important predictor of personal career success.

Self-management in careers consists of four attitudes:

– Adaptability
– Purpose and values
– Pro-activity
– Mobility

Career attitudes provide a picture of the extent to which an individual is able to steer his or her own career, and research has shown that these attitudes can be developed for optimal success.

Scientific

Items and questions: 4 factors in 26 items
Reliability & validity
Reliability: alpha> 0.655; CR> 0.65
Validity: CFI = 0.966; TLI = 0.933; RMSEA = 0.059
Scoring: STEN
Duration: the session is takes 8 minutes on average

3. Energy Stress balance

To what extent does existing work put pressure on your employees? Long-term “over stretching” or “under stretching” of individual capacities are recipes for burnout or motivational challenges.

The Energy-Stress balance indicates the extent to which people have access to:

– Professional Self-confidence
– Resilience
– Optimism
– Hope

The Energy-Stress balance monitors the pace of a career and identifies areas to support and bolster to better address any emergency situations.

Scientific

Items and questions: 4 factors in 24 items
Reliability & validity
Reliability: Cronbach alfa> 0.645; Composite reliability (Rho)> 0.761
Validity: CFI = 0.977; TLI = 0.968; RMSEA = 0.031
Scoring: STEN
Duration: the session takes an average of 7 minutes

General remarks

The three areas of focus can be used together or separately.

Although the instrument applies to beyond outplacement and traditional career guidance, it should never be used for evaluation purposes.

Languages:

Dutch (Belgium)
Dutch (the Netherlands)
English (UK)
English (US)
French (Belgium)
French (France)
German

Tailored versions:

Professional
(Starting) Entrepreneur
Practical training
Outplacement
Student