We would like to share with you our latest insigths on HR Data Analytics. This is a very exciting subject for us and we would be happy to discuss it further with you. So feel free to contact us at contact@karistem.com !

2. Who are we ?
Karistem Corporate Consulting (KCC) is a consulting firm in strategy, transformation
and operational excellence.
• Since 2004, KCC has outlined and implemented large transformation projects for
Senior Management aiming to improve competitiveness in their core business
and/or to align support functions with the strategy of their business.
• The KCC method is orientated towards results and puts the human at the heart of
each transformation. KCC is engaged in the involvement and appropriation of
changes by the greatest number and in rapid, major and sustainable results.
• These companies have put their trust into KCC : Alstom, Areva, ASML, Bouygues,
BPCE, DCNS, GDF-Suez, Pearson, Safran, Saint-Gobain, Sanofi, Société Générale,
Technip, Thales, Total, Transdev…
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STRATEGY TRANSFORMATION
OPERATIONAL
EXCELLENCE

3. WHAT IS HR ANALYTICS
In recent years, HR Data Analytics has developed rapidly…
Why HR Analytics ?
• Because your workforce has a large impact on company revenue, but organizations
have little understanding on what drives people’s performance
• Because Big Data technologies can now analyse mountains of structured and
unstructured data to answer important questions regarding HR drivers for
performance (workforce productivity, the impact of training programs, predictors of
workforce attrition, criteria to identify potential leaders…)
Did you know that a study* of 480 companies showed that
those who invested in HR Data Analytics are …
4 x 2 x 30%
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more respected by their business
counterparts for their data-driven
decisions
experiencing higher
stock market price
more likely to have high-impacting
recruiting solutions
*Study from Bersin 2013

4. WHAT IS HR ANALYTICS
… leading to many questions asked by HR Directors
How can I use HR
Data Analytics to
develop my service
offering ?
Is my HR function
ready for the
transition towards
data?
What skills and tools
do I need to
improve my HR Data
Analytics?
How do I get my
team on board to
embrace Data
Analytics?
How reliable is my
HR Data? And how
do I clean it?
How can I get the
EXCOM to invest in
HR Data Analytics?
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5. A timeline overview of HR Data Analytics
SOCIAL & BEHAVIORAL BIG DATA1
According to IBM1, Big Data can be defined by :
• The volume with large Data sets that can
not be handled by traditional software
• The velocity to run analysis of streaming
Data
• The variety of the Data
• The veracity, with uncertainty of Data
accuracy
1980 1990 2000 2010
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TALENT MANAGEMENT DATA1
All Data needed to support processes to
recruit, retain, develop and reward the
required people for an organization
• Performance Data
• Workforce and career planning Data
ADMIN AND COMPLIANCE DATA1
All Data needed to support administrative
HR processes such as :
• Company admission
• State & Benefits registration
• Salary payment
• Personal Data
• Organization/localization Data
• Payroll Data
• Personal Data
• Organization/localization Data
• Job Data
• Payroll Data
• Job Data
• Competencies Data
• Objectives Data
• Performance appraisal Data
• People Review Data
• Engagement survey Data
• Learning and development Data
• Career and succession planning
1 : CEB model, From Workforce Reporting to Impactful Talent Analytics
2 : The FOUR V’s of Big Data, IBM, 2014
• Personal Data
• Organization/localization Data
• Job Data
• Payroll Data
• Job Data
• Competencies Data
• Objectives Data
• Performance appraisal Data
• People Review Data
• Engagement survey Data
• Learning and development Data
• Career and succession planning
• Employee skills
• Employee career history and experience abroad
• Employee Education
• Internal indicators
• Behavioral Data
• Professional Social Network Data
1
3
2
1.101
Data per
Employee
(estimated
Order of
Magnitude)
1.102
Data per
Employee
(estimated
Order of
Magnitude)
1.103
Data per
Employee
(estimated
Order of
Magnitude)
WHAT IS HR ANALYTICS

6. HR analytics is at the center of numerous HR concerns about
Business, People, Systems and External Stakeholders
People
HR analytics mapping by KARISTEM
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Business decisions
& risk management
External
stakeholders
Systems
Business
Workforce ROI
management
Strategic
Workforce planning
Behavior
predictions
Engagement levers
Talent Management
Process & tools
enhancement
Data quality
Innovative solutions to
Generate and exploit Data
HR control
External report
Complexity (CSR)
Attrition
prediction
Training
impact
Workforce
productivity
Identification of
Potential leaders
Finance and
Legal KPIs
HR
Analytics
Referential
quality
WHAT IS HR ANALYTICS

7. KARISTEM HELPS COMPANIES MASTERING THEIR HR ANALYTICS
Traveling the HR Analytics journey will help the HR function to
meet five big challenges it is currently facing
KARISTEM helps the HR function to tackle the coming challenges :
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1) Understanding
the present and
future role of HR
2) Improving the
overall Analytic
Maturity of the
organization
4) Defining the
most suitable
HRIS solution
5) Making the HR
organization ready
for data
3) Driving better the
business decisions
with HR Analysis
Assessment phase Design phase Implementation phase

8. Was this helpful ?
Please let us know at contact@karistem.com !
Contacts :
www.karistem.com
Mayline Borri
maryline.borri@karistem.com
KARISTEM
Corporate Consulting
T: +33.149.109.340
F: +33.172.690.094
contact@karistem.com
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Elie Chapalain
elie.chapalain@karistem.com