Workforce Analytics of the Future: Using Predictive Analytics to Forecast Talent Needs
Featuring John Boudreau, Professor and Research Director at USC’s Marshall School of Business and the Center for Effective Organizations
NOVEMBER 11, 2014
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NOVEMBER 11, 2014
Today’s Speaker
Featuring John Boudreau, Professor and Research Director at USC’s Marshall School of Business and the Center for Effective Organizations
Workforce Analytics of the Future: Using Predictive Analytics to Forecast Talent Needs
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NOVEMBER 11, 2014
© 2014 University of Southern California
Talent and HR Analytics:Prediction in an Unpredictable World
Harvard Business Review WebinarNovember 11, 2014
John W. BoudreauProfessor and Research DirectorUniversity of Southern [email protected]
© 2014 University of Southern California
HR “Now” vs. “Should Be”(Scale: 1=No role; 2=Occasional role; 3=Active support role; 4=Primary input role; 5=Leader and key expert)
3.753.5 3.43 3.31
2.83 2.74 2.58 2.49
1.91
4.68 4.574.27 4.35
4.064.32 4.27
4.444.09
1
2
3
4
5
Globalization GenerationalDiversity
Sustainability Social Media PersonalTechnology
MassCustomization
OpenInnovation
Big Data Gamification
Role of HR Inside HR Now(Mean)
Role of HR Inside HR- Should Be(Mean)
Have arrived Emerging on the Horizon
7
© 2014 University of Southern California (8)
Data Challenges and High Performance(i4cp, 2012)
© 2014 University of Southern California (9)
HRIS Systems Automated but Not Integrated(Lawler-Boudreau Global HR Trends, 2015)
PERCENTAGES
STATE OF INFORMATION SYSTEM
USA1 CANADA2 AUSTRALIA3 EUROPE4 INDIA6 CHINA7
Little or No Information Technology/ Automation Present in the HR Function
7.4 17.1 18.2 9.8 15.1 50.7
Some HR Processes Are Information Technology Based/ Automated 29.4 39.0 31.8 24.4 22.6 34.8
Most Processes Are Information Technology Based/ Automated But Not Fully Integrated
55.9 41.5 50.0 46.3 49.1 11.6
Completely Integrated HR Information Technology/ Automated System
7.4 2.4 0.0 19.5 13.2 2.9
Meana 3.637 3.277 3.327 3.767 3.607 2.54123456
EL111W
© 2014 University of Southern California (10)
HRIS Outcomes Relate to HR Effectiveness(Lawler-Boudreau Global HR Trends, 2015)
HRIS OUTCOMES Overall HR Effectiveness
Employee Satisfaction .44***
Effective .39***
Create Knowledge Networks .34***
Build Social Networks That Help Get Work Done .29**
© 2014 University of Southern California
Today’s Successes• Large financial services firm: Analyzed thousands of applicants, and
found that grades and school quality were least predictive of unit revenues.
• Google proved that asking questions such as “How many golf balls can you fit into an airplane?” don’t predict anything.
• Many companies now predicting turnover likelihood, “getting into people’s heads” before they even know they are thinking of leaving.
• First Data: Predicting attrition and reducing time- to-fill; Impact of team size and geographical distance on consultant’s attrition risk; Quantifying the impact of sales performance and compensation on employee attrition risk.
• Associating employee attitudes with front-line job performance. Sears Holding reports the relationship between 100,000 employee “MoodRing” responses per day, from 2000 stores, to examine if mood predicts business outcomes
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Copyright © 2014 John W. Boudreau <[email protected]>. All rights reserved.
Predictive Analytics: Promises and Dangers
Rational Talent Strategy
(Competitive Advantage, Talent
Pivot Points)“The Right Logic”
Effective Knowledge Management (Values, Culture, Influence)
“The Right Process”
Valid Questions and Results(Information, Design, Statistics)
“The Right Analytics”
HR Metrics and Analytics That Are
A Force For Strategic Change
Sufficient Data(Timely, Reliable,
Available)“The Right Measures”
13 ©2014 EXec EXcel Group LLC
Trends Driving Future HR: Boudreau-Ziskin
Hero leadership Collective leadership
Fatigue Sustainability
Sameness Segmentation
Intellectual property Agile co‐creativity
Persuasion Education
Employment value proposition
Personal value proposition
© 2014 University of Southern California
Return on Improved Performance (ROIP)Strategic Value
PerformanceLow High
Starbuck’s Barista’s High Risk‐Return
McDonald’s Associates Low Risk‐Return
© 2014 University of Southern California (15)
Is Your Performance Distribution “Normal?”
© 2014 University of Southern California
Implications for HR Leaders(Boudreau-Ziskin)
Reaching Out…Infuse Talent from Outside HR
Venturing Out…Influence Beyond Function, Company, and Geographic Boundaries
Seeking Out…Find and Surface Unpopular Truths
Breaking Out…Lead Transformational Change and Actions
© 2014 University of Southern California
Dr. John Boudreau, Professor and Research DirectorCenter for Effective Organizations, Marshall School of BusinessUniversity of Southern California<[email protected]>
Thank you!
17
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OCTOBER 17, 2012
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NOVEMBER 11, 2014