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Kenexa Product Demo - HR Tech Europe 2013

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  • The problems facing the workforce and business today are two sides of the same coin. So let’s start there. Employees are facing a number of challenges that can hamper their growth or limit their potential. Employers are struggling with finding top talent and leveraging the best from the talent they have. But when we understand these challenges, we can work to address them. And isn’t that what we should be doing for customers? We should work each day to solve business problems by offering innovative solutions that deliver exceptional business results.
  • After considering all of this, we need to understand what is driving the change in work. Four major shifts are making the world of work increasingly interconnected, instrumented and intelligent. These four shifts are the rise of social business, big data and analytics, mobile technology, and the independent and contingent worker. Each of these shifts are accelerating and magnifying many of the same problems we have today. And they will create entirely new obstacles for people and employers to overcome. But the good news is that the solution lies within the model of the problem. Nevertheless, the solution lies within the model of the problem. These four shifts are also making it possible for people and employers to partner and work in new and better ways, generating more value, greater meaning, with increasing efficiency and effectiveness.
  • We are connecting with each other more quickly than ever before, and we’re doing it in new ways. Employers are efficiently and effectively flattening their organizations. They are enabling their workforces to share knowledge, build expertise and organize and collaborate in new ways, inside and outside of their firewalls. By embedding social tools, media and practices into their existing systems and processes, they’re experiencing up to 11 percent top-line growth, and their people are increasing their productivity by up to 12 percent1. By implementing these platforms, employers are capturing volumes of data on the behaviors, morale and productivity of their workforces. Data that they can organize and analyze to improve individual, team and business performance.Source: McKinsey Global Institute - "The Social Economy: Unlocking Value and Productivity Through Social Technologies." McKinsey Global Institute, July 2012 - https://w3-connections.ibm.com/files/app#/folder/8467ba7a-f739-4737-a8f4-fdc8302d815e/
  • Decisions once made based on limited information and gut feelings are now being made based on insights extracted from the exabytes of information that people and employers publish every day. Potential employees prepare for interviews by scouring job sites to learn about a company and the people interviewing them. Three out of four employers are actively gathering, organizing and analyzing public and internal data.2From creating queries to predictive modeling and optimization, data and analytics are revealing previously unseen relationships and correlations. Employers are using these insights to guide who and how they recruit, how they design their jobs to attract and retain talent as well as how they manage their workplace culture and develop their existing workforce. And of the employers actively using analytics, 63 percent believe it’s creating a competitive advantage for their organization.3 This tremendous source of data is also changing the nature of the Human Resources profession as HR leaders can present workforce challenges based on quantifiable insights in a way that has not been available to them in the past.Source: https://w3-connections.ibm.com/files/app#/folder/99fac115-4526-4a96-8d2f-6db78b505c02/
  • Access to information used to be based on books that were available and the people you knew. Then came the Internet and knowledge became more accessible. Now, with almost 75 percent of the world’s population with a mobile device4, that information is not only accessible, but available at your fingertips. And so connectivity becomes easier, communities can form quicker and decisions get made much faster. Organizations from highly populated countries such as India and China are innovating at a faster pace than those from developed countries due to the ability for people to be connected through mobile devices.Source: Mashable - http://mashable.com/2012/07/17/mobile-phones-worldwide/
  • We now know more than ever before about human behavior, capability, capacity and culture. The science of the human mind and how it connects across individuals to create a unique set of talents, values and personalities is continuously developing. As more people are striking out on their own and as human capital becomes the leading source of sustained economic value, employers are looking for better ways to partner with independent and contingent workers. At the same time, people are networking with other people and employers to pursue the work they want to do, for who they want to do it, and for when and how they want to work. They are becoming hyper-specialized. Meanwhile, employers are building their own networks of talent to be more agile at filling talent gaps, to derive cost-savings from an adjustable workforce and to boost its ability to innovate by regularly bringing in new knowledge and fresh ideas.6 This change in the workforce will also change the culture of organizations unlike any time in the recent past. Source: Brawn from Brains: Talent, Policy and the Future of American Competitiveness, Deloitte, 2012 http://public.deloitte.com/media/0654/img/us_fed_elections_talent_collared-economy.pdf
  • We help you take the guesswork out of hiring, engagement, retention—and anything else that affects your workforce—replacing it with science, data and precision. An no one else in the market has the volumes of research and data to make this happen.
  • We categorize our solutions into the five key areas that make up a Smarter Workforce: Talent Acquisition: Attracting the right candidates to the right roles through precision and science, and using social tools to make them productive more quickly.This area includes solutions like Employment Branding, Recruitment Solutions, Sourcing, Employee Assessments, Onboarding, Strategic Workforce Planning and Best Fit Expertise.Talent Leadership and Engagement: Connecting the power of a highly engaged and fully enabled workforce with leaders aligned with critical roles to optimize organizational performance.This area includes solutions like Cultural and Leadership Assessments, Leadership Development and Coaching, Succession Planning, Employee Engagement, Diversity & Inclusion and 360 Surveys.Talent Optimization: Rapidly developing, deploying, and optimizing workforce skills and capabilities, while capitalizing on an interconnected, social and collaborative workforce.This area includes solutions like Learning and Development, Performance Management, Knowledge Sharing and Collaboration, and Best Fit Expertise.Talent Recognition and Rewards: Optimizing the way employees are recognized and rewarded across the enterprise to attract, retain and stimulate top performance.This area includes solutions like Employment Branding, Recruitment Solutions, Sourcing, Employee Assessments, Onboarding, Strategic Workforce Planning and Best Fit Expertise.Talent Analytics: Transforming the way decisions are made through descriptive, predictive and prescriptive analytics, enabling data-driven insights.This area includes solutions like Big Data, Advanced Analytics, Visualization, Workforce Science and Workforce Metrics.
  • It’s the combination of the deep data and insights that make us different with our 5 talent solution areas that make up the Smarter Workforce.Building a Smarter Workforce takes the right solutions to help your organization Energize Life’s Work. Whether you’re looking for a single solution to start or an entire workforce solution, we offer the tools you need to realize the promise of a Smarter Workforce.
  • We know what matters to you and the questions you ask about your workforce. Things like:How can I attract and hire more people like my top performers?How do I develop the next generation of leaders for a more global, flexible and diverse workforce?How do I foster knowledge sharing and collaboration to drive more innovation?How do I know salary planning is aligned with our business strategy?
  • And we’ve designed our solution set to fit your needs. To address the topics that are critical to you in the most innovative, scientific ways possible.
  • Industry leading recruitment technology simplifies and improves the efficiency of attracting, assessing, and tracking talented candidates as they move through the hiring process.Employ a science based approach to clearly articulate and reflect your organizational culture ensures candidates will fit and thrive.Fully-integrated, highly predictive assessments improve the quality and efficiency of selection, while allowing better hiring decisions and ensuring organizational fit.Align candidate and employee skills and abilities to each opportunity, capitalizing on the collective knowledge of the enterprise.Predictive and prescriptive analytics allow skills forecasting and risk assessment enabling truly strategic workforce planning.Ensure employees are productive and up to speed faster, while fostering collaboration and improved innovation across the enterprise, directly impacting new hire satisfaction and retention.
  • Gain continuous insight into the sentiment of the workforce, key drivers of engagement and enablement, and leadership capabilities to directly impact organizational performanceActively and cohesively manage and utilize organizational culture in maintaining a strong EVP, directly providing meaning for the work employees doReap the multitude of benefits from a truly diverse workplace, where the organizational culture enables everyone to contribute to their full potentialCapitalize on and directly act upon the wealth of information gained through a holistic assessment of engagement – as more engaged employees are better workers, family members and citizens. Provide a precise alignment between individual’s leadership skills, their personal development opportunities, and the specific competencies required at the present as well as in the futureEmploy an analytics-based approach to selecting and measuring leadership competencies, skills, and preferences to directly inform leadership potential and ensure alignment of succession planning
  • Ensure a precise alignment between individual and team skills, development opportunities, and the specific competencies required in current as well as subsequent rolesEnable increased collaboration within and across teams, experts, mentors, and communities through social solutionsEmploy cognitive technology to match relevant, high-value, peer/expert recommended development content to participant’s interestsProvide an ongoing stream of performance data delivering continuous feedback to enable individualized development actions to improve performanceDeliver recognition in a dynamic, flexible, and social manner, improving engagement and return on talent
  • Advanced analytics capitalizes on data-integration and advanced research assets (including cognitive computing) to allow insight into future trends, and to guide users to make the best possible decisions.Descriptive reporting and analytics provides direct insight to structured or unstructured data (survey, social, other) for individual elements within a portfolio or solution.Integrated reporting and incremental predictive analytics enables messaging across elements within a solution to provide a holistic view of human capital management topics, and predictive models within functional areas.
  • After considering all of this, we need to understand what is driving the change in work. Four major shifts are making the world of work increasingly interconnected, instrumented and intelligent. These four shifts are the rise of social business, big data and analytics, mobile technology, and the independent and contingent worker. Each of these shifts are accelerating and magnifying many of the same problems we have today. And they will create entirely new obstacles for people and employers to overcome. But the good news is that the solution lies within the model of the problem. Nevertheless, the solution lies within the model of the problem. These four shifts are also making it possible for people and employers to partner and work in new and better ways, generating more value, greater meaning, with increasing efficiency and effectiveness.
  • Transcript

    • 1. Work Reinvented October 2013 1 © 2013 Kenexa Corporation
    • 2. “I believe the real difference between success and failure in a corporation can very often be traced to the question of how well the organization brings out the great energies and talents of its people. ” Thomas Watson, Jr. Former CEO of IBM 2 © 2013 Kenexa Corporation
    • 3. The problems with work today Employee challenges • Can’t find the perfect job or in some cases, any job • Don’t understand the skills they have or need • Take jobs they aren’t ideally suited for • Plateau at their jobs when they have more to give • Are not engaged enough to bring out their full potential Employer challenges • Can’t often fill specific positions • Don’t often create the best working environments • Struggle to provide mechanisms for effective performance • Struggle to retain talent especially their best talent • Don’t know how to get the best from their people 3 © 2013 Kenexa Corporation
    • 4. So, what’s driving this change in work? 4 © 2013 Kenexa Corporation
    • 5. 1. The rise of social in the workplace We are connecting with each other more quickly than ever before, and we’re doing it in new ways. 5 © 2013 Kenexa Corporation Bottom Up Source: McKinsey Global Institute, July 2012 - "The Social Economy: Unlocking Value and Productivity Through Social Technologies." Top Down 25% Productivity increase
    • 6. 2. The rise of big data and analytics Decisions once made based on limited information and gut feelings are now being made based on insights extracted from the exabytes of information that people and employers publish every day. 6 © 2013 Kenexa Corporation Bottom Up Source: IBM Institute for Business Value, October 2012 “Analytics: The real-world use of big data, How innovative enterprises extract value from uncertain data” Top Down 63% See it as a competitive advantage
    • 7. 3. The rise of mobile technology Now, with almost 75% of the world’s population with a mobile device4, that information is not only accessible, but available at your fingertips. 7 © 2013 Kenexa Corporation Bottom Up Source: Mashable study, July 2012 – “75% of World Has Access to Mobile Phones” Top Down 75% Have a mobile device today
    • 8. 4. The rise of the independent worker More people are striking out on their own and as human capital becomes the leading source of sustained economic value, employers are looking for better ways to partner with independent and non-traditional workers. Bottom Up © 2013 Kenexa Corporation Bottom up 8 Top Down Source: Deloitte, 2012 – “Brawn from Brains: Talent, Policy and the Future of American Competitiveness” Top Down 30% Consider themselves not, white or blue collar but no collar employees
    • 9. Therefore, if we could harness the power of big data and analytics with human insight, human behavior and workforce solutions, along with social and mobile technologies, we could bring people and employers together to do more meaningful and valuable work to drive business. We call it Smarter Workforce 9 © 2013 Kenexa Corporation
    • 10. How We Differentiate IBM and Kenexa jointly set us apart in the industry – the only team with social, analytics, behavioral science and services to impact business processes. 10 © 2013 Kenexa Corporation
    • 11. Solutions A portfolio of solutions with products and services around the employee lifecycle. 11 © 2013 Kenexa Corporation
    • 12. The Smarter Workforce 12 © 2013 Kenexa Corporation
    • 13. What you care about How can I attract and hire more people just like my top performers? How can I predict what different segments of my employees need and what actions to take to optimize business outcomes? How do I find realtime, hidden, gamechanging insights from data available inside and outside my organization? How do I know salary planning is aligned with our business strategy? How do I know if I’m recognizing and rewarding my employees optimally? 13 © 2013 Kenexa Corporation How can I bring people into the organization so they’re productive from Day 1? How do I develop the next generation of leaders for a more global, flexible, and diverse workforce? How do I gain continuous insight into what my employees think of the organization? How can I rapidly develop, deploy and optimize skills and capabilities to match emerging opportunities? How do I foster knowledge sharing and collaboration to drive more innovation?
    • 14. The right solutions to meet your needs How can I attract and hire more people just like my top performers? How can I predict what different segments of my employees need and what actions to take to optimize business outcomes? How do I find realtime, hidden, gamechanging insights from data available inside and outside my organization? How do I know salary planning is aligned with our business strategy? How do I know if I’m recognizing and rewarding my employees optimally? 14 © 2013 Kenexa Corporation How can I bring people into the organization so they’re productive from Day 1? How do I develop the next generation of leaders for a more global, flexible, and diverse workforce? How do I gain continuous insight into what my employees think of the organization? How can I rapidly develop, deploy and optimize skills and capabilities to match emerging opportunities? How do I foster knowledge sharing and collaboration to drive more innovation?
    • 15. Talent Acquisition Attract the right candidates to the right roles through precision and science, and using social tools to make them productive more quickly 15 © 2013 Kenexa Corporation
    • 16. Talent Leadership & Engagement Connect the power of a highly engaged and fully enabled workforce with leaders aligned with critical roles to optimize organizational performance 16 © 2013 Kenexa Corporation
    • 17. Talent Optimization Rapidly develop, deploy, and optimize workforce skills and capabilities while capitalizing on an interconnected, social, and collaborative workforce DEVELOP GROW LEARN BE RECOGNIZED COLLABORATE ENGAGE 17 © 2013 Kenexa Corporation
    • 18. Talent Analytics Transform the way decisions are made through descriptive, predictive, and prescriptive analytics – enabling data-driven insights 3 Advanced Analytics 2 Integrated Reporting / Incremental Predictive 1 Descriptive (by product) 18 © 2013 Kenexa Corporation
    • 19. Exceptional Employee Experience Role Based Secure Dynamic Self Service Personalized 19 19 © 2013 Kenexa Corporation
    • 20. Client Examples 20 © 2013 Kenexa Corporation
    • 21. Attract the right people through human insights and analytics to help ensure the right fit, the first time AMC hired the right sales people to work theater concession stands, generating millions of dollars of incremental income Attract the right people for the right job 1.2% increase in profit per customer yields millions in net income AMC's “fit” strategy matched the right people to the right jobs, resulting in 11 percent lower employee turnover rates 21 21 © 2013 Kenexa Corporation
    • 22. Corporate Objective : Move from 4th position in market to 1st How Identify top 10% of performers, source, replicate and retain them Phase 1 – Identify & Source Collated 5 years of new hire data 28,000 data records in various sources 50 questions e.g. Education, location, skills Internal data on top, average and low performers Top 3 key questions 30% increase in predicting top talent 22 © 2013 Kenexa Corporation
    • 23. Thank you 23 © 2013 Kenexa Corporation

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