hr analytics and kpis with lbi hr helpdesk
TRANSCRIPT
www.lbisoftware.com
HR Analytics and KPIs with
LBi HR HelpDesk
Presented by:Howard Kaplan – Director of Business Development
[email protected] 516-921-1500 ext. 135
Agenda
• Webinar Goals• LBi Introduction• Evolution of Big Data Analytics• Enterprise Analytics Programs and HR• What the Experts are Saying• Getting Started• HR Help Desk Demonstration
Webinar Goals
Non Technical Presentation
HR Analytics - Not Just for HRImpact on Corporate Performance
Encourage Executive Stakeholders to Embrace HR Analytics
LBi Software
• Established 1982
• Primary Focus on Human Capital Mgmt (HCM) Solutions for the Enterprise– Legacy in custom HCM development– Custom & packaged solutions
• Mission/Business Critical solution delivery
• Enterprise HR Help Desk / ESS Solutions
The Evolution of ERP
MRP• Material Requirements Planning• 1960’s
MRPII• Manufacturing Resource Planning• 1980’s
ERP• Enterprise Resource Planning• 1990’s to today
ERP + Best of Breed (HR perspective)
ERP
HR Help Desk
Talent Mgmt
With the advent of ERP + Best of Breed, Big Data analytics furthered the evolution
HR Data
What is Big Data?
• Blanket term for any collection of data sets– Large and complex data sets– Difficult to process using on-hand database management tools or
traditional data processing applications
• More than evolution of the term “data warehouse”– Structured and unstructured data– High-variety information assets
• Requires innovative forms of information processing for enhanced insight and decision making
Big Data circa 1940
Big Data Today
Big Data Analytics Today
• Focused primarily on:– Financial performance– Process improvement– Customer analysis/demographics
• Primed for HR analytics
Big Data vs. KPI
• Big Data = Data• KPI = Key Performance Indicators = Analysis• KPI’s may or may not require Big Data sources– May use “small data” effectively
• KPI’s derived from Big Data can provide even deeper insights into the issue(s) being analyzed
What if HR could not only analyze internal employee satisfaction data but also compare data to others in your industry, or relate this data to financial performance?
www.lbisoftware.com
Enterprise Analytics ProgramsIt’s all about the people
Balanced ScorecardThe balanced scorecard is a strategic planning and management system that is used extensively in business and industry, government, and nonprofit organizations worldwide to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals.
Balanced Scorecard and HR
HRIS
HR Help Desk
Talent Mgmt
Six Sigma
Define - articulate the business problem, goal, potential resources, project scope and high-level project timeline
Measure - establish current baselines as the basis for improvement
Analyze - identify, validate and select root cause for elimination
Improve - identify, test and implement a solution to the problem
Control - sustain the gains
Waste, defect reduction and quality improvement
Six Sigma and HR
Yellow Belt participates as a core team member or subject matter expert (SME) on the project
HRIS
HR Help Desk
Talent Mgmt
Kanban
Primarily used in manufacturing but also in high tech, professional services and software development firms
Kanban and HR
“Respect the current process, roles, responsibilities and titles”“Encourage leadership at all levels”
HRIS
HR Help Desk
Talent Mgmt
Talent Management and HR Help Desk
Recruiting & Onboarding
Training & Development
Performance Management
Succession Planning
Off-Boarding
Talent Mgmt HR Help Desk
• What happens if I have to miss the training class?• My manager is not including me in critical meetings• Can I change my mentor?
• When is the next review period?• I believe I received an unfair review• Why is my co-worker getting a raise?• My direct report refuses to sign his review form!
• My raise is not correct. Please verify my salary.• How many weeks will I be in management training?• Who is my new advisor?
• My severance is not correct. Please verify?• Can I change my last day to 12/22/13?• How do I sign up for COBRA?• When can I cash in my pension?
• New employee HR Help Desk orientation• Develop early lines of collaboration
So Where Is All The HR Data?
• HR System Demographics, employment history
• Payroll / T&A Wages, hours worked, leave/absence
• Talent Mgmt. Training, develop., performance
• HR Help Desk Problems, requests, questions, feedback
• Survey Data General feedback
• Other Sources External, ERP, vertical specific, etc.
Better Data = Better Analysis Results
...How well do organizations truly understand what drives performance among their workforce? The answer: not really very well. Do we know why one sales person outperforms his peers? Do we understand why certain leaders thrive and others flame out? Can we accurately predict whether a candidate will really perform well in our organization?
…The vast majority of hiring, management, promotion, and rewards decisions are made on gut feel, personal experience, and corporate belief systems…
…Companies are loaded with employee, HR, and performance data.. For the last 30 years we have captured demographic information, performance information, educational history, job location, and many other factors about our employees. Are we using this data scientifically to make people decisions? Not yet.
This, to me, is the single biggest Big Data opportunity in business. If we can apply science to improving the selection, management, and alignment of people, the returns can be tremendous…
Josh Bersin: In ForbesBig Data in Human Resources: Talent Analytics Comes of Age
http://www.forbes.com/sites/joshbersin/2013/10/07/big-data-in-human-resources-a-world-of-haves-and-have-nots/
Analytics Leaders Gain Tremendous ReturnsThe research also showed that these leading companies generate high returns for their hard work: their stock market returns are 30% higher than the S&P 500, they are twice as likely to be delivering high impact recruiting solutions, and their leadership pipelines are 2.5X healthier.
In addition, these HR teams are four times more likely to be respected by their business counterparts for their data-driven decision-making, giving them true potential to help change the business.
Josh Bersin: In ForbesBig Data in Human Resources: Talent Analytics Comes of Age
http://www.forbes.com/sites/joshbersin/2013/10/07/big-data-in-human-resources-a-world-of-haves-and-have-nots/
Josh Bersin: In Forbes
http://www.forbes.com/sites/joshbersin/2013/10/07/big-data-in-human-resources-a-world-of-haves-and-have-nots/
www.lbisoftware.com
Analytics and HR Help DeskFinding the Root Cause of Critical
Personnel Issues
Build Your Own Report Library
Schedule reports to run& select recipients
Talent Analytics Level #1
HR Help Desk Data Export
Easy data extractionTurn report data into actionable analytics:
Excel Pivot Tables & Charts
Other analytic programs Data extraction for non-technical users
direct from every report screen
Talent Analytics Level #2
HR Help Desk Executive Dashboard
Talent Analytics Level #3
Tying it All Together (HR perspective)
ERP
HR Help Desk
Talent Mgmt
HR Data
Talent Analytics Level #4
The Next Step is Up to You
HR Help Desk Technology
• Developed in J2EE• 100% Web based
– Any browser (IE, Firefox, Chrome, etc.)– Mobile version for iPhone/iPad, Android native browsers– No controls to install (Flash, ActiveX, Silverlight, Java Applets, etc.)
• Supports multiple databases– MySQL– Oracle– DB2– Microsoft SQL Server
• Supports multiple OS’s– Linux/Unix– Windows Server– Solaris
/ / / /
Getting Started
• Establish goals and analytic requirements
• Ensure the required systems are in place, with open data architectures– ERP / HRIS– HR Case Management– Talent Management– Email– External source data (i.e. census info, surveys)
• Align technical resources and tools (i.e. IT, vendors, analytic software, etc.)
• Start small and think strategic
www.lbisoftware.com
HR Help Desk DemonstrationEffective Workforce Case and Ticket
Management