Thalento® Presentation HRM Expo Russia 2014: "Big Data, is Talent Analytics the new Holy grail?"
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Thalento® Presentation HRM Expo Russia 2014: "Big Data, is Talent Analytics the new Holy grail?"

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Big Data, HR analytics and Talent analytics are about to change the role of the Human Resources manager dramatically. Current technology really allows us to make faster data analysis than before, for ...

Big Data, HR analytics and Talent analytics are about to change the role of the Human Resources manager dramatically. Current technology really allows us to make faster data analysis than before, for sure if all data is linked. Most HR systems are still reporting what happens on the basis of historical data. But you also need to have ‘why’-data...

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Thalento® Presentation HRM Expo Russia 2014: "Big Data, is Talent Analytics the new Holy grail?" Thalento® Presentation HRM Expo Russia 2014: "Big Data, is Talent Analytics the new Holy grail?" Presentation Transcript

  • Thalento nv | Voogdijstraat 31 | 3500 Hasselt | Belgium +32 11 28 62 42 | info@thalento.com | www.thalento.com IsTalent Analytics the holy Grail of HR?
  • p. 1
  • p. 2 Overview Part 1. Big Data - HR Analyics -Talent Analytics? Part 2.What is the current situation? Part 3. Our opinion onTalent Analytics Tribute - Credentials - Respect Everything I will talk about has probably been said, written, posted, tweeted, shared by any number of sources around the world.
  • p. 3
  • p. 4 Big Data everbody talks about it, but.....
  • p. 5 Big Data “volume” (the amount of data), “velocity” (the speed of information generated and flowing into the enterprise) “variety” (the kind of data available) to frame the big data discussion. Others have focused on additionalV’s, such as big data’s “veracity” and “value.” Gartner
  • p. 6 One thing is clear Every enterprise needs to fully understand big data 1. what it is to them, 2. what is does for them, 3. what it means to them 4. & comprehend the potential of data-driven HR.
  • p. 7 But just facts or data...
  • p. 8 Analytics? TalentAnalytics : Employee data for the Business. Talent Analytics is a quantitative employee dataset about people doing the work that represents the de facto standard for business leaders interested in better understanding the impact of their people on performance. Workforce Analytics: Employee data for HR. WorkforceAnalytics is a broad term for an evidence-based approach to smarter decision making by tracking past employee activities to predict future outcomes. This is typically done by the HR department. The difference Analyzing talent as numbers in conjunction with business outcomes Workforce analytics is done without performance data. Talent analytics is analyzed with performance data.
  • p. 9 HR Analytics - What it is & is not IS a tool to collect data useful for predictive modelling allows to make use ofTalent data as business data about quantitative data NOT a decision making tool necessarily provides insights a replacement forTalent Management provides qualitative insights It’s a tool – just a means to an end.
  • p. 10 Part 2. What is the current situation?
  • p. 11 Then something happened…Untill 2008 we had a relatively stable environment
  • p. 12 Then something happened…
  • p. 13 FinancialCrisis Global Recession New economic power balance Birth of the Talent Economy InternetSociety Instant Consumerism NewWorkValues InformedAudience Real Estate Bubble 2008
  • p. 14 Talent Analytics – Why now? Because we can - Technological evolution Because we need to - Faster – better – cheaper - Shortage in talent - Global workforce - Rise of theTalent Economy
  • p. 15 ECONOMICCONTEXT Shift from industrial/ information age Globalisation War ForTalent - Brain Drain Digital Economy Global Recession ORGANISATIONAL (Demand) Increasing demand for skilled workforce Talent shortage New Business Models Changing HR strategies SOCIAL (Supply) Demographic trends (ageing, GenY,...) Workforce Mobility Workforce Diversity New work values (W/L balance, Me time, ...) TECHNOLOGICAL www Cloud – SaaS – PaaS – IaaS Big Data Handheld devices – mobile
  • p. 16 Just some www quotes From Questions to Actions (DDI) From small to Big Data (Net Dimensions) Go from talking to delivering (Bersin) “Competing onTalent Analytics” (hbr) TalentAnalytics comes of age Forbes The Challenge for HR (CIPD) 38.900.000
  • p. 17 Talent Analytics today?
  • p. 18 Too bad
  • p. 19 More numbers 78 % +10,000 FTE rated HR and talent analytics as “urgent” or “important” 45 % rated themselves “not ready” for HR analytics 7 have “strong” HR data analytics
  • p. 20 More numbers 81 % use analytics in finance, 77 % in operations, 58 % in sales, 56 % in marketing. 86 % NO analytics capability in HR
  • p. 21 The ones that do... “4% of companies have achieved the capability to perform predictive analytics about their workforce.” “Stock market returns are 30% higher, leadership pipelines are 2.5 x healthier, 4 x more likely to gain respect of your business counterparts.” Forbes, Big Data In HR, 2013
  • p. 22 HR AnalyticsBusiness Analytics
  • p. 23 4% 10% 30% 56%
  • p. 24
  • p. 25 3. Our view onTalent Analytics
  • p. 26 One problem....
  • p. 27 The 3 S’s Silos Skills Suspicion Skepticism Structural Systems Make & migrate Build & Buy Biases, Beliefs, Behaviours Fears Oracle/cipd There are also challenges
  • p. 28 How do we fix this Something is still missing
  • p. 29
  • p. 30 External environment Non ManageableInternalenvironment Manageable Individual characteristics (Personality, education, lifecycle, …) Individual More than WHAT data
  • p. 31 Is there a future forTalent Analytics? Start today. Don’t wait. Combine WHAT & WHY data !
  • p. 32 ThankYou - Questions Meet you in the