influencing the business through data-metrics, · 2018-11-13 · sponsored by @cipd_events #cipdace...

Sponsored by

@CIPD_Events

#cipdACE

Chaired by

Edward Houghton

Head of Research and Thought Leadership

CIPD

Influencing the business through data-metrics, reporting and storytelling

Workday Reporting @ CentricaJohn Taylor | Insight & Analytics Functional Manager | Centrica

Workday Confidential

John TaylorInsight & Analytics Functional Manager

Centrica


Who are Centrica

Founded in 1813 as the

Gas Light and Coke

Company

Now headquartered in

Windsor UK

31,000+ Employees

3,500+ Contingent Workers

19,000+ 3rd Party CWs

Our Workday

Day 1 Post Implementation In Flight Projects

HCM RecruitmentLearningPerformance TalentCompensation

Benefits Insights &

Analytics

Time

Tracking Absence Integrations

Expenses

Prism

US and UK Payroll

For Centrica, Workday is the one stop shop for all HR related transactions & data.

Our Workday offering contains the following elements:

… and all of this information is reportable…

Our Workday Management Information

Reports

Scorecards Embedded Analytics

Dashboards


39 “Recommended” Reports

3700+ Workday Delivered

8 Custom Dashboards

6 Roadmap

Manager / Exec Scorecard

A single, comprehensive view

Reports contained within key

transactions

Dashboards

• Absence

• Compensation

• Diversity & Inclusion

• Employee Performance

• Expenses

• Headcount, Positions & Spans

• Key Cost Drivers

• Learning

• Recruiting

• Retention Risk

• Talent

• Time & Absence (Unified)

• Variable Employment Cost Analysis

• My Dashboard

Storytelling with Dashboards

Ab

se

nce

Com

pe

nsation

Div

ers

ity &

In

clu

sio

n

Em

plo

ye

e P

erf

orm

ance

Exp

en

se

s

Hea

dco

unt,

Po

sitio

ns &

Sp

an

s

Le

arn

ing

Recru

itm

ent

Rete

ntio

n

Ta

len

t

Tim

e

Headcount Data

… is this the best approach?...

Specific

Stories

Manager / Exec Scorecard

Full Metric List:

• External Hire %

• Direct Base Salary Bill

• Absence per FTE

• Perf Conversations per Worker

• PDPs per Potential

• BE’s without PIP

• Female %

• Part Time%

• D&I Disclosure %’s

• Regretted Losses

Embedded Analytics

Request Compensation

• Worker Information

• Peer Analysis

Job Requisition

• Internal Hire Suggestions

• Job Posting Analytics

Termination

• Tasks assigned to Worker

Embedment


Announcements & Comms

Workday Education Videos

HR Partner Sessions

Surveys

Manager Team Meetings

An advanced yet simplified set of

consistent analytics made available

through an intuitive user interface,

supported by improved user

knowledge & supporting materials.

John Taylor

Insight & Analytics Functional Manager - Centrica


Thank You

CREATING VALUE THROUGH PEOPLE ANALYTICS

7 NOVEMBER 2018 - MANCHESTER

www.insight222.com

jonathan ferrar

@jaferrar

[email protected] @jaferrar

Research & Experience across many organisations…

Nine Dimensions for Excellence in People AnalyticsTM


1

3

How can I

improve my

IMPACT?

What should I FOCUS

on?

Understand the strategic context of the

world of work

Identify your company’s priorities across

nine dimensions

2How can I create

VALUE ?

Focus on business challenges not HR

challenges



70%of Fortune 1000

companies in 2004 do

not exist today

90%of companies believe their

industries will be totally

disrupted by digital trends

8%of companies consider

they are digital today

9xdata collected in last two

years than previously

collected in all of humanity

Sources: (l-r), Gartner, Bersin by Deloitte, MIT/Deloitte, Mercer

[email protected] @[email protected] @jaferrar


Source: United Nations / World Population Review

World Population

World

1986

4.9B

2018

7.6B

2050

9.8B

25 8TH NOVEMBER 2017

1. Middle Management

2. Commodity Sales People

3. Report Writers, Journalists,

Authors & Announcers

4. Accountants & Book-keepers

5. DoctorsSource: Shelly Palmer, LinkedIn, 2017


MORECompetition

MOREPeople

GREATERExpectations

MOREData

1

3

How can I

improve my

IMPACT?

What should I FOCUS

on?


world of work


nine dimensions

2How can I create

VALUE ?


challenges


$1 of analytics

returns $13.01


People analytics is being used by HR to tackle key business challenges…

#peopleanalyticsreport

Content: ©The Power of People Book: @guenolen @jaferrar @s_feinzigPresentation: © Ochre Rock Ltd | All rights reserved | 7 July 2017

1Frame Business

Questions

2Build

Hypotheses

WHY UNDERTAKE THE PROJECT?

WORKFORCE ANALYTICS: AN EIGHT-STEP METHODOLOGY

4Conduct Analyses

5Reveal

Insights

HOW SHOULD THE PROJECT BE CARRIED OUT?

7Get your point

across

8Implement and

evaluate

WHAT WILL RESULT FROM THE PROJECT?

6Determine

recommendations

3Gather Data



• What is really happening in your workforce –

Employee Listening

• Consumer & employee benefit – Employee

Engagement

• Financial value: Revenue & Profit

• Workforce risks and social responsibility: D&I

• Consumerisation of workforce to provide better

experiences to workers

• Democratisation of data to help managers ‘run

their businesses’


CONFIDENTIAL I Copyright Qlearsite2018

Source: Qlearsite Ltd | Confidential Telecoms Client

It rains a lot in the UK:

waterproof uniforms

keep people happy and healthy

£1.8M per annum of VALUE



4.52%CONTRACT PROFITABILITY

BOTTOM QUARTILE: eNPS, cNPS

7.75%CONTRACT PROFITABILITY

TOP QUARTILE: eNPS, cNPS

71%

Source: The Power of People; Pearson, May 2017


40% 300%SALES ROI




1 point

$5 millionATTRITION COST AVOIDANCE


Career

choices Stress


40%

EMPLOYEE

TURNOVER

1.2%PROFIT PER

CUSTOMER

Source: Article by Kevin Kruse; Forbes, February 2013; Bill Roberts; SHRM, April 2014


Female Network

Seniority Promotion

Female Network

Spread Promotion

Female Rank

Network Ties


25%KEY SKILL

RETENTION

$300 millionCOST OPTIMISATION

CompensationInvestment

AttritionCost

Labour Market

Source: IBM and Analytics Across the Enterprise by Dietrich, Brenda L. et al (IBM Press, Pearson plc, 2014)

1

3

How can I

improve my

IMPACT?

What should I FOCUS

on?


world of work


nine dimensions

2How can I create

VALUE ?


challenges


Nine Dimensions for Excellence in People AnalyticsTM



• Data literacy (for people data)

• HR’s use of data & analytics

• Business desire for a data-driven

culture

• Financial benefits; ROI

• Manage employee & workforce risk

• Inform & influence business and

workforce strategy

• Employee experience

• Consumerisation and

personalisation of insights

• Democratisation of data


• Purpose, Vision, Mission

• Enterprise-wide data standards,

stewardship & security

• Privacy & Ethics

• Project Prioritisation

• Standard methods, business

rationale & implementation choices

• Sponsorship of work & projects

• Executives, Managers & Employees

as stakeholders

• Chief Human Resources Officer &

HR Leaders

• Functional stakeholders

• IT stakeholders

• Works Councils & Unions


Source: Josh Bersin, LinkedIn, Sept 2018

https://www.linkedin.com/pulse/rise-talent-

intelligence-people-analytics-accelerates-josh-bersin/


Often or

SometimesRarely or

Never

Are people analytics projects jeopardized by ethics and privacy concerns?

81%

19%

Source: Insight222 Research 2017

Foster TrustOur approach and policies are open and accessible to our

stakeholders. We test all of our results and only proceed

when we’re confident that they are fair and unbiased

Rigorous ProcessWe come to every question with an unbiased and neutral

mind set. We’re open to critique and adjust and correct our

models to take account of new information and input

Accountable and

ResponsibleWe always work within both the letter and spirit of the law and

regulation. We always protect the data and insights we find where

necessary, ensuring that only those with a need to know have

access

Impact DrivenWe use data and statistical techniques to enable

better decision making and to improve life for our

workforce, customers, or stakeholders

FAIR VALUES



• Gathering data; business

& people data, external

data

• Using data; research

design and analysis

• Producing descriptive,

predictive & prescriptive

outputs

• People Analytics Team;

six skills

• People Analytics Leader

• External & Internal

Partners; working with

other analytics teams

• Current Technology

• Future Technology

• Vendor Selection

HR needs to build its big data capacity…

#peopleanalyticsreport


Business Acumen

Financial literacy

Political astuteness

Internal awareness

External awareness

Communications

Storytelling

Visualization

Writing

Presenting

Marketing

Consulting

Problem definition

Hypothesis building

Project management

Solution development

Change management

Stakeholder management

Data Science

Quantitative: mathematics

and statistics

Computer Science:

databases and

programming

Data awareness

Human Resources

HR sub-functions

HR interdependencies

International HR

Privacy and ethics

HR “sixth sense”

Work Psychology

Industrial psychology

Organizational psychology

Research design and

analysis

Six skills needed for successful people analytics teams

Particularly relevant for

People Analytics leaders


Source: Josh Bersin, LinkedIn, Sept 2018

https://www.linkedin.com/pulse/rise-talent-

intelligence-people-analytics-accelerates-josh-bersin/


• Data literacy (for people data)

• HR’s use of data & analytics

• Business desire for a data-driven

culture

• Financial benefits; ROI

• Manage employee & workforce risk

• Inform & influence business and

workforce strategy

• Employee experience

• Consumerisation and

personalisation of insights

• Democratisation of data

1

3

How can I

improve my

IMPACT?

What should I

FOCUS on?

Understand the strategic context of

the world of work

Identify your company’s priorities

across nine dimensions

2How can I create

VALUE ?Focus on business challenges not

HR challenges


influencing the business through data-metrics, · 2018-11-13 · sponsored by @cipd_events #cipdace...

Documents