hr & talent analytics€¦ · hr “expert” analyst eventually, hr should hire its own people...
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![Page 1: HR & Talent Analytics€¦ · HR “expert” analyst Eventually, HR should hire its own people with advanced analytics skills or develop skills internally, but at the early stages,](https://reader030.vdocuments.site/reader030/viewer/2022041007/5eae5e262058c4579754ae5d/html5/thumbnails/1.jpg)
STKI’s work Copyright@2016. Do not remove source or attribution from any slide, graph or portion of graph
1STKI’s work Copyright@2016. Do not remove source or attribution from any slide, graph or portion of graph
HR & Talent AnalyticsThe Data-driven HR
How will Digital Transformation transform all of us
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What we will cover today
HR Analytics Examples ROI How? Technology
Tools
Summary
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HR Analytics
HR Analytics Examples ROI How? Technology
Tools
Summary
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Basic HR-BI reporting: a “non-issue” in HCM suits
Embedded reports can answer the “what” questions:
Time to Hire Cost per Hire Attrition Rates Headcount Changes Training days per employee…
But it is not enough!How does this impact workforce strategy and decision making?
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You will need to understand “what” and “why”
in order to get to the “how”
• What happened?
• Understand why?
• What will happen next?
• How to adapt our strategy?
It’s necessary to understand why
and ask questions
In order to apply this knowledge in strategic decision
making
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BI versus Analytics
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Prescriptive versus Predictive
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Examples
HR Analytics Examples ROI How? Technology
Tools
Summary
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Analytics for Training
Online training can generate user datathe ability to track and analyze every aspect of the learner experience
What sequence of topics is most effective for a specific learner? When are learners ready to move to the next topic?
What learner actions are associated with more learning? What actions indicate satisfaction, engagement, learning progress, etc.?
What features of an online learning environment lead to better learning? What will predict learner success?
When is intervention required?
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Predicting Attrition
‘Early Warning Signal’ tool to predict attrition‘If a manager is also on a team member’s personal friend list, the employee is more likely to stay back longer. This triggered training programs for managers to develop personal bonds which in turn reduced attrition (measured by month-on-month attrition rates before and after training).
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Datafication of HR
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ROI
HR Analytics Examples ROI How? Technology
Tools
Summary
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And it pays off
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How?
HR Analytics Examples ROI How? Technology
Tools
Summary
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Evidence-based HR
Source: KPMG
Evidence-based HR uses data, analysis and researchTo understand the connection between people management practices
and business outcomes such as profitability, customer satisfaction and quality
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How does it work?
Identify a business
challenge
A Bank wants to improve
branch performance
1
Develop Hypothesis
There may be a link between
the type of employees in a
branch and its overall
performance.
2
Which data is needed?
HR & workforce data
Financial performance data
Customer data
3
Analyze data
Think about the best visualization
and storytelling tool to convey
message to leaders
4
Validate data & findings
Work with senior HR leaders, customer
engagement and branch. If it’s good
move on, if not – back to stage 2
5
Leverage insight into
business decisions
Consider first running a pilot
on one branch
6
Source: KPMG
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Market the results By using Storytelling & Infographics
This is not.This is good.
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But most don’t do a good job at it
“75% of companies believe that using talent analytics is important but just 8% believe their organization is ‘strong’ in this area (with no progress versus 2014)”.Source: Deloitte’s study, 2015
• Only 5% said they are effective at using talent analytics• 12% have used predictive analytics for talent decision making • 49% plan to do so in the near future
Source: http://www.insidehr.com.au/why-talent-analytics-is-hrs-number-1-priority-for-2016/
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Technology tools
HR Analytics Examples ROI How? Technology
Tools
Summary
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First – decide:
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Cornerstone Talent Analytics
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Successfactors Workforce Analytics
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Oracle HCM Analytics
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Summary
HR Analytics Examples ROI How? Technology
Tools
Summary
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Recommendations
Identify the top most relevant areas for business leaders (Increase retention of key talent? Optimizing TCO of workforce?)
What are the data elements needed? HR “expert” analyst
Eventually, HR should hire its own people with advanced analytics skills or develop skills internally, but at the early stages, HR can learn a lot from finance staff who are good with data manipulation and analysis. (Source: Bersin, Deloitte)
People data is also found outside of HR Start with HR data, Talent acquisition, Performance data… Next – add: sales data, financial data, operational Don’t forget to market the results!
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That’s it.Thank you!