How to create more impact with People Analytics

1. HOW TO CREATE MORE IMPACT WITH PEOPLE ANALYTICS David Green | 20th March 2019 | London david.green@insight222.com insight222.com | myHRfuture.com linkedin.com/in/davidrgreen @david_green_uk | @myHRfuture

2. Our Mission To put people analytics at the centre of business Our Approach To provide learning, networking, and consulting to build the organisational capability of people analytics functions © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com

3. 3 PEOPLE DATA IS THE #1 GLOBAL HR TREND Source: Deloitte 2018 Global Human Capital Trends © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com

4. © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com 69%of large organisations now have a people analytics team Sources: Corporate Research Forum, Strategic Workforce Analytics (2017), LinkedIn, The Rise of Analytics in HR (2018) Increase (2017-18) in the number of people in EMEA with HR Analytics listed as a skill on their LinkedIn profile 61% © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com

5. www.insight222.com @jaferrar | @david_green_uk HOW TO BUILD EXCELLENCE IN PEOPLE ANALYTICS How can I improve my IMPACT? PIC: Ezra Shaw, Getty Images How can I create more VALUE? What should I FOCUS on? © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com

7. © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com • Financial benefits; ROI • Manage employee & workforce risk • Inform & influence business and workforce strategy

8. 1 THE BUSINESS VALUE OF PEOPLE ANALYTICS Companies with advanced capability in people analytics have: 30%higher stock prices 79%higher return on equity 56%higher profit margins Sources (l to r): Bersin by Deloitte, Sierra-Cedar, Visier © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com

9. Content: ©The Power of People Book: @guenolen @jaferrar @s_feinzigPresentation: © Ochre Rock Ltd | All rights reserved | 7 July 2017 1 Frame Business Questions 2 Build Hypotheses WHY UNDERTAKE THE PROJECT? 4 Conduct Analyses 5 Reveal Insights HOW SHOULD THE PROJECT BE CARRIED OUT? 7 Get your point across 8 Implement and evaluate WHAT WILL RESULT FROM THE PROJECT? 6 Determine recommendations 3 Gather Data Source: The Power of People: Sheri Feinzig, Nigel Guenole and Jonathan Ferrar (Pearson FT Press – 2017) © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com START WITH THE BUSINESS PROBLEM, NOT THE DATA

10. 10 CASE STUDY: IDENTIFYING THE COST & CAUSE OF ATTRITION… Source: The Power of People: Sheri Feinzig, Nigel Guenole and Jonathan Ferrar (Pearson FT Press – 2017) 1 i. What factors make associates more or less likely to leave? ii. What could we do about it? iii. What is the financial impact? FRAME BUSINESS QUESTIONS 2 i. Women and diverse employees have higher attrition risk than men ii. Employees who work remotely have higher attrition risk than employees who work from a Nielsen office BUILD HYPOTHESES 1% FALSE $5M COST TRUE ATTRITION IS AFFECTING THE BUSINESS… ATTRITION © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com

11. 7,500 customers left Virgin Media as a result of a poor candidate experience £4.4m lost revenue from poor candidate experience £5.6m potential 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 © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com

12. © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com CASE STUDY: LINKING ENGAGEMENT TO PERFORMANCE 1% EMPLOYEE ENGAGEMENT 0.4% BUSINESS PERFORMANCE 12 Sources: Clarks Case Study – Strategic Workforce Analytics Report (Corporate Research Forum), | Clarks 2016 Annual Accounts £68mANNUAL REVENUE © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com

13. © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com • Employee experience • Consumerisation and personalisation of insights • Democratisation of data

14. © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com Source: Accenture | Decoding Organizational DNA: Trust, Data and Unlocking Value in the Digital Workplace (2019) 92% of employees are open to the collection of data about them, but only if it provides personal benefits 64% of employees state that recent scandals about the misuse of consumer data have made them concerned that their employee data could be misused 30% of business leaders think they are very confident they are using workforce data in a highly responsible way +$3Tn The ‘Trust Dividend’ – the amount of revenue growth that exists in public limited companies by using workforce data responsibly WE MUST UNLOCK THE VALUE OF TRUST

15. © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com Source: TrustSphere CASE STUDY: DIVERSITY – THE IMPACT OF NETWORKS ON PROMOTION 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?

16. 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/ © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com

17. © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com • Data literacy (for people data) • HR’s use of data & analytics • Business desire for a data- driven culture

19. © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com CASE STUDY: ABN AMRO – HR DATA CRISIS ESCAPE ROOM Source: https://www.myhrfuture.com/blog/2019/1/9/how-to-improve-hrs-data-literacy

20. © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com Our research identified six areas where HR professionals most want to build knowledge Producing data-driven insights and creating agile organisations to drive business value Understanding, selecting and implementing technology that takes a user-centred approach Managing relationships with key stakeholders, influencing change, and building credibility Source: myHRfuture, HR Skills of the Future (2019)

22. © INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com References • Deloitte 2018 Global Human Capital Trends Report: https://www2.deloitte.com/insights/us/en/focus/human-capital-trends.html (Slide 3) • Corporate Research Forum – Strategic Workforce Analytics: https://www.crforum.co.uk/research-and-resources/research-report-strategic-workforce- analytics/ (Slides 4 and 12) • LinkedIn – The Rise of Analytics in HR (EMEA version): https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/talent- intelligence/workforce/pdfs/Final_EMEA_Rise-of-Analytics-Report.pdf (Slide 4) • David Green – The rise of People Analytics: https://www.linkedin.com/pulse/rise-people-analytics-david-green/ (Slides 3-6, 10-12) • Jonathan Ferrar – The Nine Dimensions of Excellence in People Analytics: https://www.myhrfuture.com/blog/2018/8/9/nine-dimensions-for-excellence-in- people-analytics (Slides 5-7, 13 and 17) • Visier – The Age of People Analytics: https://hello.visier.com/resources_research-reports_age-of-people-analytics.html (Slide 8) • Nigel Guenole, Jonathan Ferrar and Sheri Feinzig – The Power of People: Learn How Successful Organizations Use Workforce Analytics to Improve Business Performance (Pearson FT Press) (Slides 9 and 10) • HR Open Source - How Virgin Media Turn Candidate Experience Into Revenue: https://hros.co/case-study-upload/hros-case-study-virgin-media- candidate-experience-revenu-stream (Slide 11) • Accenture | Decoding Organizational DNA: Trust, Data and Unlocking Value in the Digital Workplace: https://www.accenture.com/us- en/insights/future-workforce/workforce-data-organizational-dna (Slide 14) • Greg Newman – Moving from Counting Diversity to Measuring Inclusion: https://www.linkedin.com/pulse/moving-from-counting-diversity-measuring- inclusion-greg-newman/ (Slide 15) • Dawn Klinghoffer – Managers are like a box of chocolates: https://www.linkedin.com/pulse/managers-like-box-chocolates-dawn-klinghoffer/ (Slide 16) • Bersin by Deloitte – High-Impact People Analytics: https://www2.deloitte.com/content/dam/Deloitte/ca/Documents/audit/ca-audit-abm-scotia-high- impact_analytics.pdf (Slide 18) • How to improve HR’s Data Literacy: https://www.myhrfuture.com/blog/2019/1/9/how-to-improve-hrs-data-literacy (Slide 19) • HR Skills of the Future, myHRfuture (DUE TO BE PUBLISHED BY 31 MARCH) – Subscribe here: https://www.myhrfuture.com/subscribe (Slide 20,21)

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