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The role of Organisational Network Analysis in People Analytics

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Copy of my slides from my presentation at UNLEASH in Las Vegas on 15 May 2018

People analytics is increasingly being used by analytically advanced companies to help drive productivity, performance, innovation and collaboration. Organisational 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. This presentation features research, case studies and guidance covering both active and passive data sources that will demystify ONA and demonstrate how in combination with people analytics it can help improve both business outcomes and employee experience.

Published in: Recruiting & HR

The role of Organisational Network Analysis in People Analytics

  1. 1. 1 #UNLEASH18 THE ROLE OF ONA IN PEOPLE ANALYTICS linkedin.com/in/davidrgreen @david_green_uk dgreen@zandel.org davidrgreen.com DAVID GREEN | UNLEASH | LAS VEGAS | 15 MAY 2018
  2. 2. 70% of Fortune 1000 companies in 2004 do not exist today 9x data collected in last two years than previously collected in all of humanity 90% of companies believe their industries will be totally disrupted by digital trends Sources: (l-r), Gartner, Bersin by Deloitte, MIT/Deloitte, Mercer 2 8% of companies consider they are digital today DIGITAL IS CHANGING EVERY SINGLE BUSINESS MODEL… @david_green_uk #UNLEASH18
  3. 3. “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 #UNLEASH18
  4. 4. Sources: (L-R) 2018 Deloitte Global Human Capital Trends, Bersin High-Impact People Analytics Study 2017,,Nucleus Research@david_green_uk #1People Data is now the most important trend in North America and globally in companies with 10k+ employees 69% of large organisations now have a people analytics team $13.01 the payback of analytics for every $1 spent PEOPLE ANALYTICS HAS ARRIVED… #UNLEASH18
  5. 5. Source: Insight222.com #UNLEASH18@david_green_uk ONA IS A ‘TOPIC DU JOUR’ FOR HR & ANALYTICS LEADERS 27 ONA 22 Employee Listening 22 AI / ML 16 Behavioural Analytics 13 NLP 12 Workforce Planning 11 Engagement research 10 Predictive attrition 8 Recruiting analytics 8 External talent analytics 6 SEM / Linkage research 4 Other Which analytics technique are you most interested in learning more about?
  6. 6. 1 2 43 What is Organisational Network Analysis? Why is ONA gaining traction and what can we use it for? What Case Studies exist? Where can we start? #UNLEASH18@david_green_uk
  7. 7. 1 What is Organisational Network Analysis? #UNLEASH18@david_green_uk
  8. 8. ONA provides a new lens to evaluate how people show up in an organisation #UNLEASH18@david_green_uk MICHAEL ARENA
  9. 9. Source: https://www.robcross.org/research/what-is-ona/ #UNLEASH18@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
  10. 10. Source: https://www.linkedin.com/pulse/people-analytics-practitioners-what-makes-high-employee-ridwan-ismeer/ ONA SHINES A FRESH LIGHT ON PERFORMANCE… #UNLEASH18@david_green_uk WHICH IS THE BEST VIEW ON SALES PERFORMANCE?
  11. 11. 2 Why is ONA gaining traction and what can we use it for? #UNLEASH18@david_green_uk
  12. 12. NEW TECHNOLOGY & DATA SOURCES HAVE ACCELERATED POWER OF ONA #UNLEASH18@david_green_uk ACTIVE Self-reported e.g. Surveys PASSIVE 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: EXAMPLE VENDORS: &
  13. 13. 13 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 #UNLEASH18@david_green_uk
  14. 14. 3 What Case Studies exist? #UNLEASH18@david_green_uk
  15. 15. Source: How to Catalyze Innovation in Your Organization | MIT Sloan Management Review #UNLEASH18@david_green_uk CASE STUDY: USING ONA TO CATALYSE INNOVATION AT GM
  16. 16. Source: TrustSphere #UNLEASH18@david_green_uk CASE STUDY: MEASURING THE IMPACT OF A LEADERSHIP DEVELOPMENT PROGRAM
  17. 17. CASE STUDY: NETWORK STRENGTH & RETAIL BANK BRANCH PERFORMANCE Source: Humanyze | re:Work@david_green_uk #UNLEASH18
  18. 18. 4 Where can we start? #UNLEASH18@david_green_uk
  19. 19. 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 19#UNLEASH18@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
  20. 20. IF YOU CAN’T ARTICULATE THE BENEFIT TO EMPLOYEES… DON’T DO IT Source: David Green | Don’t Forget the ‘H’ in HR (2018) | Image: Shutterstock #UNLEASH18@david_green_uk
  21. 21. 21 THANK YOU – ENJOY THE REST OF THE SHOW! linkedin.com/in/davidrgreen @david_green_uk dgreen@zandel.org davidrgreen.com #UNLEASH18

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