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Measuring Human Resources by Maya Droeschler 2014

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Measuring Human Resources by Maya Droeschler 2014

  1. 1. MEASURING HUMAN RESOURCES GUEST SPEECH BY MAYA DRØSCHLER University of Southern Denmark October 2014
  2. 2. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 INTRODUCTION • There’s no future for HR without strategic & analytical capabilities
  3. 3. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 INTRODUCTION • Finding the missing link(s) between • HR strategy and HR practices • Workforce response to HR practices • Overall organizational performance • The ultimate competitive advantage
  4. 4. INTRODUCTION • We have to learn to: • ask questions • form hypotheses MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014
  5. 5. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 INTRODUCTION
  6. 6. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 INTRODUCTION University of Copenhagen (not that impressive looking, I dare say) HR experience from large and small organizations
  7. 7. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 INTRODUCTION • A seat at the table: • HRM is not about people….. • It’s about business!
  8. 8. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 INTRODUCTION ‘The prerequisite for measuring HR activities is that HR understands the business. It doesn’t make sense to measure something which is not linked to business strategy & objectives.’ Steen Wung-Sung, Head of HR Intelligence and Platforms, Tryg
  9. 9. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 INTRODUCTION Analytical Transformational HR Strategic Commercial
  10. 10. AGENDA MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 • The basics – HR metrics • Business problems • Data and intuition • Going from transactional to transformational • Sociometric data and HR Analytics • Case: performance management • Am I the CFO now?
  11. 11. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 THE BASICS – HR METRICS
  12. 12. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 THE BASICS - HR METRICS • TURNOVER RATE • Number of seperations / average number of employees x 100 Compensationforce.com 2013
  13. 13. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 THE BASICS - HR METRICS • REVENUE PER EMPLOYEE • Company revenue / number of employees Forbes.com 2013
  14. 14. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 THE BASICS – HR METRICS • HR TO STAFF RATIO • Number of employees / Human Resources employees HR Daily Advisor 2013
  15. 15. THE BASICS – HR METRICS • Promotion ratio • Employee absence rate • Average employee age • Recruiting metrics • And so on…. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014
  16. 16. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 BUSINESS PROBLEMS
  17. 17. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 BUSINESS PROBLEMS • Is our boldest ambition to: • Prove our worth • Document our contribution • Go from cost center to profit center INSIDE-OUT? • Or is it to build a successful business in collaboration with managers, employees, and other stakeholders? OUTSIDE-IN!
  18. 18. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 BUSINESS PROBLEMS • Bad marketing performance = business problem • Bad sales performance = business problem • Bad financial performance = business problem • Bad HR performance = HR problem?
  19. 19. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 BUSINESS PROBLEMS • BUSINESS PROBLEM: • Does your marketing campaign work? • Are you able to attract customers to your store? • BUSINESS PROBLEM: • Do you get return on investment from your talent management program? • Are you able to attract talent in the first place?
  20. 20. BUSINESS PROBLEMS • We can measure: • The how • The what • The when • The who • But the most important thing is: • The why MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 CORRELATION IS NOT CAUSALITY
  21. 21. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 BUSINESS PROBLEMS • If you don’t know the why
  22. 22. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 DATA AND INTUITION
  23. 23. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 DATA AND INTUITION • We need data – not just semi-data, but REAL data • We need context data
  24. 24. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 DATA AND INTUITION • Opinions (semi-data) are also important, becuase they tell us something about how people experience reality. • Have crime rates really gone up?
  25. 25. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 DATA AND INTUITION ‘HR is a culture of intuition’ @david_green_uk (a most follow on Twitter, BTW)
  26. 26. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 FROM TRANSACTIONAL TO TRANSFORMATIONAL
  27. 27. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 FROM TRANSACTIONAL TO TRANSFORMATIONAL • The police actually measure our speed – they don’t just feel that we are speeding (if we are) Will speeding ticket profits go down when we all have driverless cars? Will the HR profit center close when robots take over the workforce?
  28. 28. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 FROM TRANSACTIONAL TO TRANSFORMATIONAL • What is the most important outcome? • Where is the value? • Someone gets caught speeding • The ticket is handed over • The financial transaction, the ticket is paid • The police prove their worth • The speeding person changes his or hers behavior and society becomes a more safe place
  29. 29. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 FROM TRANSACTIONAL TO TRANSFORMATIONAL • The value is in the answers to the questions: • What is the value of a more safe society? • What is the value of a performance driven culture? • What is the value of great management practices?
  30. 30. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 FROM TRANSACTIONAL TO TRANSFORMATIONAL Slide courtsey of Luk Smeyers, iNostix
  31. 31. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 SOCIOMETRIC DATA AND HR ANALYTICS
  32. 32. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 SOCIOMETRIC DATA AND HR ANALYTICS
  33. 33. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 SOCIOMETRIC DATA AND HR ANALYTICS • Sandy Pentland to Harvard Business Review: We all have an intuition about it. But because we can measure it, social intuition is no longer magic; it’s now quantitative science. The study: Sandy Pentland outfitted executives at a party with devices that recorded data on their social signals— tone of voice, gesticulation, proximity to others, and more. Five days later the same executives presented business plans to a panel of judges in a contest. Without reading or hearing the pitches, Pentland correctly forecast the winners, using only data collected at the party.
  34. 34. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 METRICS VS. ANALYTICS HR Metrics Predictive HR Analytics 1. Tangible (hard data) 1. Intangible (likelihood) 2. Accounting (100 % correctness) 2. Probability (never 100%) 3. Backward-looking 3. Forward-looking 4. Data 4. Insights 5. Comprehensive 5. Selective 6. Transactional 6. Strategic 7. Information 7. Transformation 8. Low addition of value 8. Differentiator 9. Tracking 9. Asking questions 10. Reporting 10. Predicting 11. Silo HR 11. Business critical 12. HR ownership 12. Management ownership 13. Controlling 13. Optimization 14. Inside-in perspective 14. Outside-in perspective 15. Slicing-and-Dicing 15. Statistical Forecasting 16. Metrics 16. Patterns 17. Ratio’s (fraction) 17. Models (mathematical algorithm)
  35. 35. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 METRICS VS. ANALYTICS From the iNostix blog www.inostix.com
  36. 36. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 METRICS VS. ANALYTICS • Is Workforce Analytics the ultimate answer to the question How does HR add value to the business? • - It is in any case part of the answer
  37. 37. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 CASE: PERFORMANCE MGT
  38. 38. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 CASE: PERFORMANCE MGT • Uniform and consistent data • Comparisons across teams • Identifying the most severe obstacles to business strategy execution and success • Closing skills gaps
  39. 39. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 CASE: PERFORMANCE MGT Information Analysis Interpretation Action
  40. 40. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 AM I THE CFO NOW? • Has the king of metrics found his queen?
  41. 41. MEASURING HUMAN RESOURCES - MAYA DRØSCHLER 2014 AM I THE CFO NOW? • You can meet me on: • LinkedIn • Twitter (@MayaDroeschler) • Google+ (+MayaDrøschler) • http://hr-forretning.blogspot.dk/ • http://hrcaseforum.dk/

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