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Driving business value with Organisational Network Analysis

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A copy of my slides from the inaugural SHRM Tech EMEA conference held in Dubai from 24-25 February. The brief from my speech on how companies are using Organisational Network Analysis to identify insights that drive business value is below.

BRIEF
People analytics is increasingly being used by companies to help provide insights that drive performance, productivity and innovation as well as employee experience and collaboration. Organizational Network Analysis (ONA) is at the fulcrum of much of these efforts and is a technique that many analytics and HR professionals want to learn more about. In his presentation, David will present research, case studies and guidance covering both active and passive data sources that will help demystify ONA and demonstrate how in combination with people analytics it can help improve both business outcomes and employee experience.

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Driving business value with Organisational Network Analysis

  1. 1. How to drive business value with ONA David Green | 25 Feb 2019 david.green@insight222.com @david_green_ukdavidrgreen.com | myHRfuture.com linkedin.com/in/davidrgreen
  2. 2. 2 PEOPLE DATA IS THE #1 GLOBAL HR TREND Source: Deloitte 2018 Global Human Capital Trends@david_green_uk #SHRMTechDubai
  3. 3. 1 Sources: (Left to right) Corporate Research Forum (2017), LinkedIn (2018), Accenture (2019), Visier (2018) GROWTH IN PEOPLE ANALYTICS ACCELERATES @david_green_uk 69% of large organisations now have a people analytics team 61% increase (2017-18) in the number of people in EMEA with HR Analytics listed as a skill on their LinkedIn profile 91% of business leaders recognise that new technologies and sources of workplace data can be used to unlock value that is currently “trapped” in the enterprise 56% firms with advanced capability in people analytics have 56% higher profit margins #SHRMTechDubai
  4. 4. 7,500customers left Virgin Media as a result of a poor candidate experience £4.4mlost revenue from poor candidate experience £5.6mpotential new customer revenue stream by getting candidate experience right Source: https://hros.co/case-study-upload/hros-case-study-virgin-media-candidate-experience-revenu-stream CASE STUDY: QUANTIFYING THE BUSINESS VALUE OF CANDIDATE EXPERIENCE #SHRMTechDubai@david_green_uk
  5. 5. “CEOs and CHROs now understand that people analytics is a vital part of running a high performing company” JOSH BERSIN Source: https://www.linkedin.com/pulse/people-analytics-finally-grows-up-josh-bersin/ @david_green_uk #SHRMTechDubai
  6. 6. Source: Insight222.com #SHRMTechDubai@david_green_uk ONA IS A ‘TOPIC DU JOUR’ FOR HR & ANALYTICS LEADERS ONA Employee Listening AI / ML Behavioural Analytics NLP Workforce Planning Engagement research Predictive attrition Recruiting analytics External talent analytics SEM / Linkage research Other Which analytics technique are you most interested in learning more about?
  7. 7. 1 What is Organisational Network Analysis? 2 Why is ONA gaining traction, and what can we use it for? 3 Where can we start? @david_green_uk #SHRMTechDubai
  8. 8. 1 What is Organisational Network Analysis? @david_green_uk #SHRMTechDubai
  9. 9. IQ EQ RQ Source: TrustSphere THE HUMAN CAPITAL EQUATION Intelligence Quotient Logic, core skills and capabilities Emotional Quotient Empathy, teamwork, emotional intelligence Relationship Quotient Connectivity: Strength and breadth of your internal and external networks #SHRMTechDubai@david_green_uk
  10. 10. Source: https://www.robcross.org/research/what-is-ona/ @david_green_uk ONA PROVIDES AN X-RAY INTO THE INNER WORKINGS OF AN ORGANISATION… FROM FORMAL, VISIBLE & LACKING INSIGHT… TO INFORMAL, HIDDEN & HIGHLY INSIGHTFUL #SHRMTechDubai
  11. 11. Source: https://www.linkedin.com/pulse/people-analytics-practitioners-what-makes-high-employee-ridwan-ismeer/ ONA SHINES A FRESH LIGHT ON PERFORMANCE… @david_green_uk WHICH IS THE BEST VIEW ON SALES PERFORMANCE? #SHRMTechDubai
  12. 12. @david_green_uk 2 Why is ONA gaining traction, and what can I use it for? #SHRMTechDubai
  13. 13. NEW TECHNOLOGY & DATA SOURCES HAVE ACCELERATED POWER OF ONA ACTIVE PASSIVE Self-reported e.g. Surveys Email , calendar & phone data, social media (in/external), collaboration platforms e.g. Slack, wearables and sensors e.g. digital badges EXAMPLE DATA SOURCES: Point-in-time, can be labour intensive, response rates critical,, enables a deep-dive Provides scale, real-time, privacy / transparency / communication / anonymity are all key elements KEY CHARACTERISTICS: Source: David Green, The role of ONA in People Analytics (2018) https://www.linkedin.com/pulse/role-organisational-network-analysis-people-analytics-david-green/ #SHRMTechDubai@david_green_uk
  14. 14. THE VENDORS DRIVING INNOVATION IN THE ONA SPACE Source: David Green, The role of ONA in People Analytics (2018) https://www.linkedin.com/pulse/role-organisational-network-analysis-people-analytics-david-green/ ACTIVE PASSIVE #SHRMTechDubai@david_green_uk
  15. 15. 15 WHAT BUSINESS QUESTIONS CAN ONA HELP ANSWER? Who is influential (positive or negative) for driving change? Which employees are most at risk of burnout? Where will attrition put us most at risk of losing knowledge & connections? How can we reduce the time-to-productivity of new hires? 1 2 3 4 What are the behaviours of our high-performing people/teams? How can we measure and increase the impact of our diversity & inclusion initiatives? How can we stimulate innovation within the organisation? Who are our ‘real’ subject matter experts and HiPOs? 5 6 7 8 @david_green_uk Source: David Green, The role of ONA in People Analytics (2018) https://www.linkedin.com/pulse/role-organisational-network-analysis-people-analytics-david-green/ #SHRMTechDubai
  16. 16. Source: TrustSphere CASE STUDY: DIVERSITY – THE IMPACT OF NETWORKS ON PROMOTION @david_green_uk Individuals with a stronger network, especially those with strong relationships with individuals higher up in the hierarchy have a higher likelihood of promotion. Do significant differences exist in the networking behaviours of men and women? #SHRMTechDubai
  17. 17. CASE STUDY: WHAT MAKES A ‘GREAT’ MANAGER? MEET 1:1 WITH EMPLOYEES GIVE FEEDBACK HOLDING “OFFICE HOURS” GROWING YOUR NETWORK MINDING YOUR MAILS Source: https://www.linkedin.com/pulse/managers-like-box-chocolates-dawn-klinghoffer/ @david_green_uk #SHRMTechDubai
  18. 18. CASE STUDY: NETWORK STRENGTH & RETAIL BANK BRANCH PERFORMANCE Source: Humanyze | re:Work 11% LOAN SALES GROUP A VS. B @david_green_uk #SHRMTechDubai
  19. 19. @david_green_uk 3 Where can we start? #SHRMTechDubai
  20. 20. SOME IDEAS TO GET STARTED 1 The first rule of people analytics still applies: start with the business problem 2 ONA is a powerful new lens to support and grow your impact with people analytics 20@david_green_uk 4 With surveys, high response rates are crucial 5 Transparency and effective communication with employees is vital6 Get to know the vendor market, be open to pilots and experiments 3 Projects need to be carefully scoped #SHRMTechDubai
  21. 21. Source: David Green | Don’t Forget the ‘H’ in HR (2018) DON’T FORGET THE ‘H’ IN ‘HR’ @david_green_uk #SHRMTechDubai
  22. 22. THANK YOU linkedin.com/in/davidrgreen @david_green_uk david.green@insight222.com davidrgreen.com | insight222.com ENJOY THE REST OF THE CONFERENCE

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