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14 Thoughts on Analytics for Talent Management
 

14 Thoughts on Analytics for Talent Management

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HR Analytics are about people—how they engage with your company and the measurable results that their behavior makes to your business. Talent Management can utilize good analytics to select the ...

HR Analytics are about people—how they engage with your company and the measurable results that their behavior makes to your business. Talent Management can utilize good analytics to select the right people, provide the right training, and show measurable results to the business. The following 14 thoughts, curated from research from a variety of studies, address the criticality of talent analytics and the results that can be shown from a well-selected and engaged workforce.

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    14 Thoughts on Analytics for Talent Management 14 Thoughts on Analytics for Talent Management Presentation Transcript

    • 14 Thoughts on Analytics for Talent Management Edited by Harrison Cates Withers III
    • 14 Thoughts on Analytics for Talent Management eBook was edited by Harrison Cates Withers III Copyright © 2013 Media 1. All Rights Reserved. Harrison is the Vice President at Media 1 and a principal business operations consultant. He has over 20 years of experience in the performance improvement space including managing learning and development activities on an international scale. Prior to joining Media 1 he was the Director of Training and Technology at the Domino’s Pizza chain, giving him the unique perspective of both the business and advisor sides of the equation. He regularly writes on the intersection of people, process, and technology, including in-depth perspectives on metrics and measurement, use of social media in business, knowledge management, and the proliferation of mobile technology. Harrison has a particular passion and talent for challenging the way things have “always been” and seeking the unvarnished truth. Despite being an early adopter of new technology, Harrison is brutally honest with clients and their expectations regarding “flavor of the day” trends. He insists on clear measurements that are linked directly to metrics that align to business strategy, and driving behavior-based change to yield measurable financial results. With contributions from the Media 1 ROP consulting team: Scott Byers Jordan McClure L. Michael Wykes Cover and information design by: James Barnes This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivs 3.0 Unported License. To view a copy of this license, visit http://creativecommons.org/licenses/by-nc-nd/3.0/ or send a letter to Creative Commons, 444 Castro Street, Suite 900, Mountain View, California, 94041, USA. Please share this eBook freely with leaders, innovators, and champions. Thank you! Media 1 are experts in Return On People, a powerful organizational performance methodology grounded in Human Capital Analytics. We apply ROP to increase long-term profit and fuel an empowered, agile, and sustainable work environment for all contributors. Our clients include senior executives from companies who have grown through merger and acquisition and emerging organizations seeking to implement leading people practices. Return On People will help you create an accountable measurement culture for a greater return on your investment in people. www.media1.us
    • HR Analytics are about people—how they engage with your company and the measurable results that their behavior makes to your business. Talent Management can utilize good analytics to select the right people, provide the right training, and show measurable results to the business. The following 14 thoughts, curated from research from a variety of studies, address the criticality of talent analytics and the results that can be shown from a well-selected and engaged workforce. www.media1.us
    • 14 Thoughts on Analytics for Talent Management More and more leaders recognize that people—not products—create sustainable competitive advantage, but they are unsure about what to do differently and how to get started. Source: The Human Capital Institute Stuck In Neutral www.media1.us
    • 14 Thoughts on Analytics for Talent Management The most valuable assets of a 20th-century company were its production equipment. The most valuable asset of a 21st-century institution, whether business or non-business, will be its knowledge workers and their productivity. Source: Peter Drucker www.media1.us
    • 14 Thoughts on Analytics for Talent Management Organizations that invest in talent management outperform their competition significantly. Harvard Business Review 2007 Return on Employee Investment - Sage www.media1.us
    • 14 Thoughts on Analytics for Talent Management According to HP leaders, the most critical issues in people management are: • Leadership development and pipeline • Talent management • Creating a high-performance culture • Training and development Source: Deloitte Taking HR to the next level www.media1.us
    • 14 Thoughts on Analytics for Talent Management Employees who will determine the length of their stay during the first 30 days Aberdeen Group: Onboarding Benchmark Report, 2006 www.media1.us
    • 14 Thoughts on Analytics for Talent Management Aberdeen Group: Onboarding Benchmark Report, 2006 www.media1.us
    • 14 Thoughts on Analytics for Talent Management Best Buy stores in which employee engagement increased by a tenth of a point (on a 5-point scale) experienced a $100,000 increase in annual sales. Return on Employee Investment (Sage): http://www.youtube.com/watch?v=8lJNzOALdzw&noredirect=1 www.media1.us
    • 14 Thoughts on Analytics for Talent Management Return on Employee Investment (Sage): http://www.youtube.com/watch?v=8lJNzOALdzw&noredirect=1 www.media1.us
    • 14 Thoughts on Analytics for Talent Management Public organizations with high employee engagement had Earnings per Share growth more than 2.5 times greater than low engagement companies. Return on Employee Investment (Sage): http://www.youtube.com/watch?v=8lJNzOALdzw&noredirect=1 www.media1.us
    • 14 Thoughts on Analytics for Talent Management JC Penney stores with high engagement of employees generated 10% more sales per square foot than average stores. Return on Employee Investment (Sage): http://www.youtube.com/watch?v=8lJNzOALdzw&noredirect=1 www.media1.us
    • 14 Thoughts on Analytics for Talent Management MetLife agents hired for a positive mental mindset outsold more pessimistic counterparts by 21% in the first year and by 57% the following year. Workforce Magazine, September, 2013 The Power of Positive Thinking www.media1.us
    • 14 Thoughts on Analytics for Talent Management Top performers spend 12% more on internal talent management. SSON: Big Data and Shared Services www.media1.us
    • 14 Thoughts on Analytics for Talent Management 72% of senior executives believe people and talent are critical to company results. Deloitte: Taking HR to the Next Level www.media1.us
    • 14 Thoughts on Analytics for Talent Management Only 27% of companies feel they have a strong team of analytical talent who can execute HR Analytics projects. Source: Cornell University CAHR The State of HR Analytics www.media1.us
    • 14 Thoughts on Analytics for Talent Management Media 1 are experts in Return On People, a powerful organizational performance methodology grounded in Human Capital Analytics. We apply ROP to increase long-term profit and fuel an empowered, agile, and sustainable work environment for all contributors. Our clients include senior executives from companies who have grown through merger and acquisition and emerging organizations seeking to implement leading people practices. Return On People will help you create an accountable measurement culture for a greater return on your investment in people. Learn more at ROIPeople.com. www.media1.us
    • www.media1.us