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Bersin by Deloitte - Demystifying Big Data

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- How to start with the data you already have
- How data integration is essential to analytics
- How to move from transactional metrics to business metrics

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Bersin by Deloitte - Demystifying Big Data

  1. 1. Demystifying Big Data Todd Tauber, Vice President Wendy Wang-Audia, Research Analyst September 25, 2014 How to Start the Journey in Talent Analytics
  2. 2. Copyright © 2014 Deloitte Development LLC. All rights reserved.2 Demystifying Big Data: How to Start the Journey in Talent Analytics Contents Who we are Global provider of leading practices, trends, and benchmarking research in talent management, learning, and strategic HR. 6 research practices •  Human Resources •  Leadership Development •  Learning & Development •  Talent Acquisition •  Talent Management •  Tools & Technology Offerings •  WhatWorks® Membership: Research, Tools, Education, Consulting •  IMPACT: The industry’s premiere conference on the Business of Talent •  Advisory Services & Consulting Human Resources Talent Acquisition Leadership Development Learning & Development Talent Management Tools & Technology
  3. 3. Copyright © 2014 Deloitte Development LLC. All rights reserved.3 Demystifying Big Data: How to Start the Journey in Talent Analytics Big Data and talent analytics How to get started with talent analytics Data integration is key Strategic metrics Today’s agenda
  4. 4. Big Data and Talent Analytics
  5. 5. Copyright © 2014 Deloitte Development LLC. All rights reserved.5 Demystifying Big Data: How to Start the Journey in Talent Analytics Big Data is defined by volume, velocity, variety, and veracity. In 2012, 2.5 billion gigabytes of data were created EVERY DAY Sources: 1. Douglas Laney, “The Importance of Big Data: A Definition”, Gartner, June 21, 2012. 2. Meghan M. Biro, “Big, Bad Data: How Talent Analytics Will Make it Work in HR”, Forbes.com, August 7, 2014 3. Matthew Wall, “Big Data: Are you ready for blast-off? “ BBC.com, March 3, 2014 Last 2 years = 90% of data
  6. 6. Copyright © 2014 Deloitte Development LLC. All rights reserved.6 Demystifying Big Data: How to Start the Journey in Talent Analytics Every minute… Sources: Infographic by DOMO, Allegra Tepper, “How Much Data is Created Every Minute?” Mashable.com, June 22, 2012 2,000,000+ Google searches 100,000+ tweets $272,070 spent on web shopping 204,166,667 emails 48 hours of videos uploaded to YouTube
  7. 7. Copyright © 2014 Deloitte Development LLC. All rights reserved.7 Demystifying Big Data: How to Start the Journey in Talent Analytics People data Patterns / Insights Decision- making (Talent) analytics is analyzing data to support decision-making.
  8. 8. Copyright © 2014 Deloitte Development LLC. All rights reserved.8 Demystifying Big Data: How to Start the Journey in Talent Analytics Mature analytics organizations are seeing benefits. 2x more likely to improve recruiting efforts 2x more likely to improve leadership pipelines 3x more likely to realize cost reductions / efficiency gains 30% higher stock returns than the S&P 500 over the last 3 years Source: High-Impact Talent Analytics, Bersin by Deloitte, 2013
  9. 9. Copyright © 2014 Deloitte Development LLC. All rights reserved.9 Demystifying Big Data: How to Start the Journey in Talent Analytics HR is investing more in talent analytics. Source: High-Impact Talent Analytics, Bersin by Deloitte, 2013; High-Impact Learning Measurement survey, 2014 19% Purchased analytics tools Hired consulting services 22% Up-skill existing staff 40% Built/improved data warehouse 31% Hired or transferred more staff 31% Develop better processes to ensure clean and accurate data 47%
  10. 10. Fear of Analytics
  11. 11. What is your organization’s biggest challenge with starting talent analytics? Responses: a. Lack of tools b. Lack of funding c. Lack of staff/skills d. Lack of data quality e. Other:
  12. 12. Copyright © 2014 Deloitte Development LLC. All rights reserved.12 Demystifying Big Data: How to Start the Journey in Talent Analytics Source: High-Impact Talent Analytics, Bersin by Deloitte, 2013 Finance & Operations Sales & Marketing HR Only 15% of organizations think that HR is credible with talent analytics. 15%80% 57%
  13. 13. Copyright © 2014 Deloitte Development LLC. All rights reserved.13 Demystifying Big Data: How to Start the Journey in Talent Analytics Source: Bersin by Deloitte, 2014 Most organizations are just starting out. BersinbyDeloitte Operational Reporting Reactive Reporting of Operational & Compliance Measures • Focus on Data Accuracy, Consistency & Timeliness Level 1 Advanced Reporting Proactive Reporting for Decision-Making • Analysis of Trends & Benchmarks • Customizable, Self-Service Dashboards Level 2 Advanced Analytics Statistical Analysis to Solve Business Problems • Identification of Issues & Actionable Solutions • Centralized Staffing & Integrated Data Level 3 Predictive Analytics Development of Predictive Models • Scenario Planning • Integration with Business & Workforce Planning • Data Governance Model Level 4 4% 10% 30% 56% 86% Talent Analytics Maturity Model
  14. 14. Overcoming  the  Fear   A  lot  of  our  client  organiza0ons  view  repor0ng  as  a  prelude  into  analy0cs.  Here  is  how:   Experience  in  opera0onal  and  self-­‐service  repor0ng  as  well  as  dashboards   encourages  a  culture  of  data-­‐driven  decision  making   As  a  consequence,  a  lot  of  impact  can  be  demonstrated  by  making  repor0ng  available   (and  valuable)  to  different  business  stakeholders   Then  the  transi0on  into  more  advanced  maturity  levels  is  easier  (in  terms  of  stakeholder   buy-­‐in,  investment  required,  data  standards,  organiza0onal  readiness,  etc.)  
  15. 15. How to Get Started Demystifying the Process
  16. 16. Copyright © 2014 Deloitte Development LLC. All rights reserved.16 Demystifying Big Data: How to Start the Journey in Talent Analytics Goals and major activities at Level 1 “Do not try to boil the ocean or you’ll fail miserably.” - head of analytics at global manufacturing company. •  Understand data sources and systems •  Prioritize a few metrics to measure •  Establish some consistent process to measure and define those metrics Establish data standards •  Understand their business challenges and needs •  Identify key metrics to measure Engage with stakeholders •  Respond to ad hoc requests •  Track operational metrics, e.g. safety, turnover, etc. •  Leverage current HRIS, TMS, LMS Operational reporting
  17. 17. Copyright © 2014 Deloitte Development LLC. All rights reserved.17 Demystifying Big Data: How to Start the Journey in Talent Analytics Use the existing resources in the organization. Data & Systems Become familiar with various data sources and systems (e.g. HRIS, LMS, TMS, etc.) Staff & Skills Leverage measurement and evaluation staff Build basic reports Respond to stakeholder requests Tools Leverage dashboard functionality of HR or talent management systems
  18. 18. Example
  19. 19. How  to  Get  Started     Analy0cs  journey   • Export  learning  &   competency  data  from   LMS  into  Excel  pivot   tables   • Integrate  raw  data  from   the  company’s  incident   logging  system   • Process  Excel  files  and   create  compliance  &  risk   management  reports   • Schedule  report   distribu0on  to  all  levels   in  the  organiza0on   Lessons  learned   • Start  with  exis0ng  data   • Start  with  tools  you   already  know   • Demonstrate  impact   across  the  organiza0on   Next  steps   • Embrace  more  rigorous   data  standards  &   business  intelligence   plaSorm   • Expand  compliance  &  risk   analy0cs  both  inside  &   outside  the  organiza0on   (e.g.  to  regulatory   bodies)   • Integrate  data  rela0ng  to   pa0ent  outcomes  &   sa0sfac0on   Major  healthcare   provider  in  the  UK  
  20. 20. Copyright © 2014 Deloitte Development LLC. All rights reserved.20 Demystifying Big Data: How to Start the Journey in Talent Analytics Focus on building key capabilities. Data Quality: Timeliness and Accuracy Dashboard Capabilities IT Support Workforce Planning Capabilities Culture of Data-Driven Decision- Making Staff Size / Structure Skills Set Data Visualization Capability Budget Data Dictionary Data Governance Data Warehouse
  21. 21. Copyright © 2014 Deloitte Development LLC. All rights reserved.21 Demystifying Big Data: How to Start the Journey in Talent Analytics Key capabilities Data quality •  Accurate and timely data •  Essential to credibility and decision-making •  Standardize measurement, reporting, and definitions of data •  Data integration is key •  Examples of issues: duplication, validity, lack of consistent definitions, etc. Dashboard capabilities Team capabilities IT support Culture of data- driven decision- making
  22. 22. Copyright © 2014 Deloitte Development LLC. All rights reserved.22 Demystifying Big Data: How to Start the Journey in Talent Analytics Key capabilities Data quality Dashboard capabilities •  Respond to ad hoc requests and customize reports •  Communicate trends and trouble areas, enabling audience to drill down and filter data •  Self-service reporting access enables analytics team to be more than a reporting team •  Trending data over time and for benchmarking Team capabilities IT support Culture of data- driven decision- making
  23. 23. Copyright © 2014 Deloitte Development LLC. All rights reserved.23 Demystifying Big Data: How to Start the Journey in Talent Analytics Key capabilities Data quality Dashboard capabilities Team capabilities •  Skills to manage, analyze, and present data •  Expertise in statistics, database, data visualization, IT, and understand of HR and the business •  Consulting skills to engage with managers and business leaders •  Centralize/unify analytics team IT support Culture of data- driven decision- making
  24. 24. Copyright © 2014 Deloitte Development LLC. All rights reserved.24 Demystifying Big Data: How to Start the Journey in Talent Analytics Key capabilities Data quality Dashboard capabilities Team capabilities IT support •  Partner in managing internal systems and data architecture •  Evaluating and implementing tools and systems and supporting access to data Culture of data- driven decision- making
  25. 25. Copyright © 2014 Deloitte Development LLC. All rights reserved.25 Demystifying Big Data: How to Start the Journey in Talent Analytics Key capabilities Data quality Dashboard capabilities Team capabilities IT support Culture of data- driven decision- making •  Value placed on data evidence •  Starts at the top (CEO or other executive) •  Can be fostered by analytics team through demonstrating value of data solving business challenges
  26. 26. Data Integration Key to Quality Analytics
  27. 27. Copyright © 2014 Deloitte Development LLC. All rights reserved.27 Demystifying Big Data: How to Start the Journey in Talent Analytics The Ugly Part of The StoryThe ugly side Data integration Data analysis Scalable computing Data dictionary Disparate systems Data quality Reporting tools Data governance Data visualization Data entry
  28. 28. Copyright © 2014 Deloitte Development LLC. All rights reserved.28 Demystifying Big Data: How to Start the Journey in Talent Analytics Data integration is essential. 45% 44% 44% 25% 6% 13% 15% 6% 4% 3% 9% 25% Level 1 Level 2 Level 3 Level 4 3-4 systems 5-7 systems 8 or more systems Source: High-Impact Talent Analytics, Bersin by Deloitte, 2013
  29. 29. Copyright © 2014 Deloitte Development LLC. All rights reserved.29 Demystifying Big Data: How to Start the Journey in Talent Analytics Enablers of data integration Data governance Keep data organized and definitions consistent Build a data dictionary to keep data and metrics consistently defined Tools and technology Need advanced tools to help aggregate all data Getting a data warehouse is an option for many organizations Cross-functional team Necessary to effectively build an analytics team Bring together data and insights from silo’ed measurement and analytics staff
  30. 30. What common data challenges does your organization face? Responses: a. Lack of data integration b. Lack of data quality c. No consistent definition d. Lack of skill to interpret them e. Other:
  31. 31. Data  Integra&on     Global  bank  from  Europe   •  Integrate  training  delivery  and   training  cost  data   •  Focus  on  training  efficacy  metrics   (e.g.  Kirkpatrick  model  analysis)   Major  luxury  car   manufacturer  from  the  UK   •  Integrate  talent  &  opera3onal   performance  data  such  as  sales   revenue  and  customer  sa3sfac3on   •  Integrate  data  across  different   business  units  and  geographical   regions  
  32. 32. Strategic Metrics Moving from Operational Data and Reporting
  33. 33. Copyright © 2014 Deloitte Development LLC. All rights reserved.32 Demystifying Big Data: How to Start the Journey in Talent Analytics From transactional to business Instead… Collect as much data as possible Engage stakeholders Identify business challenge Identify metrics and data Draft reports and dashboards Ensure results are actionable
  34. 34. What has been critical to jumpstarting your analytics function? Responses: a. Tools b. Funding c. Staff d. Data management/integration e. Other:
  35. 35. Copyright © 2014 Deloitte Development LLC. All rights reserved.34 Demystifying Big Data: How to Start the Journey in Talent Analytics Three things to jumpstart to analytics Staff/skills Self- service reporting Project win
  36. 36. Final Thoughts
  37. 37. Copyright © 2014 Deloitte Development LLC. All rights reserved.36 Demystifying Big Data: How to Start the Journey in Talent Analytics Building a roadmap Core problems to address in the next 1-3 years Value that analytics will bring to the organization Executive sponsors in both HR and lines of business Team’s roadmap for implementation in the next 2 years Staffing plan for the next 1-3 years Necessary tools and systems Budget from HR and IT Necessary level of IT support and other dependencies
  38. 38. Copyright © 2014 Deloitte Development LLC. All rights reserved.37 Demystifying Big Data: How to Start the Journey in Talent Analytics ?Questions Todd Tauber VP Enterprise Learning Research Bersin by Deloitte, Deloitte Consulting LLP ttauber@deloitte.com @toddtauber Wendy Wang-Audia Senior Research Analyst Bersin by Deloitte, Deloitte Consulting LLP mwangaudia@deloitte.com
  39. 39. About Deloitte Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited, a UK private company limited by guarantee (“DTTL”), its network of member firms, and their related entities. DTTL and each of its member firms are legally separate and independent entities. DTTL (also referred to as “Deloitte Global”) does not provide services to clients. Please see www.deloitte.com/about for a detailed description of DTTL and its member firms. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting. Copyright © 2014 Deloitte Development LLC. All rights reserved. 36 USC 220506 Member of Deloitte Touche Tohmatsu Limited

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