2. POWERFUL WORKFORCE ANALYTICS
HR
Analy)cs
defini)e
Systema)sch
iden)ficeren
van
de
BUSINESS
IMPACT
van
investeringen
in
Human
Capital
1.
1.
HR
Data/
Metrics
2.
Research
Data
3.
Business
Data
2.
Combineren
van
onaJankelijke
datasets
d.m.v.
Business
Intelligence
technieken
Analyse
met
behulp
van
geavanceerde
Sta)s)sche
Analyses
&
Predic)eve
modellen
B.I.
STAT
3.
3. POWERFUL WORKFORCE ANALYTICS
Voorbeelden
van
HR
Analy)cs…
Sales
Manager
Training
Produkt-‐Salesorganisa)e
Omzet
Sales
Manager
Kwaliteit
Klanten-‐
tevredenheid
Bizz
Impact
Bizz
Impact
Stress-‐
niveau
Produk)e-‐en)teit
Arbeids-‐
ongevallen
ShiU-‐
Supervisor
training
Machine
Down)me
Produc)viteit
Bizz
Impact
Bizz
Impact
Werknemers-‐
engagement
Supermarktketen
Klanten-‐
tevredenheid
Filiaalhouders-‐
kwaliteit
Omzet
Per
filiaal
Klanten-‐
loyauteit
Gemiddelde
besteding
Per
filiaal
Bizz
Impact
Bizz
Impact
Intrinsieke
mo)va)e
Catering-‐divisie
in
Pretpark
Medewerker-‐
reten)e
WachYjden
aan
kassa
Bizz
Impact
4. POWERFUL WORKFORCE ANALYTICS
Inhoud
1. Defini)e
HR
Analy)cs
2. HiYng
the
wall
in
HR
3. Google
als
inspira)ebron
4. Niet
te
stoppen
trend
5. Sleutels
tot
succes
6. De
grote
uitdaging:
HR
mindset
5. POWERFUL WORKFORCE ANALYTICS
Prof.
Richard
Bea/y**
(Rutgers
University,
HR
faculty,
New
Jersey)
Don’t
trust
HR!
Most
of
the
HR
professionals
are
ill-‐equipped
to
provide
analy:cs
that
are
useful
in
making
human
capital
decisions
that
build
economic
value.
A
lot
of
the
HR
work
has
no
relevance
to
an
organiza:on’s
success!”
**
Speaking
at
a
2009
top
CFO
summit
6. POWERFUL WORKFORCE ANALYTICS
Boston
Consul)ng
Group
Top
5
conclusion
“Business volatility and uncertainty
increase the need for companies
to rely on advanced analytics, scenario
simulations, and other sophisticated
workforce-planning levers.”
h/p://www.bcg.com/documents/file61338.pdf
Strengthen
HR:
“Developing capabilities for HR to
partner with the business lays out a road
map for HR professionals to develop new
analytical skills and expert knowledge.”
7. POWERFUL WORKFORCE ANALYTICS
‘HiYng
the
wall
in
HR’*
Toegevoegde
Waarde
van
HR
Graad
van
HR
‘Intelligence’
Benchmarks
Ken-‐
en
stuurgetallen
Scorecards
BUSINESS
IMPACT
(*)
John
Boudreau,
Harvard
Business
School,
2007
Het
verbinden
van
HR
me)ngen
en
effec)viteit
van
de
organisa)e
HR
Surveys
8. POWERFUL WORKFORCE ANALYTICS
What
happened?
Repor)ng
&
Metrics
•
Why
is
it
happening?
•
What
is
the
impact?
HR
Analy)cs
What
will
happen
next?
Predic)ve
Modelling
Graad
van
HR
‘Intelligence’
Toegevoegde
waarde
van
HR
Focus:
•
Verleden
•
Transac)oneel
Focus:
•
Toekomst
•
Voorspellend
‘HiYng
the
wall
in
HR’
10. POWERFUL WORKFORCE ANALYTICS
Inhoud
1. Defini)e
HR
Analy)cs
2. HiYng
the
wall
in
HR
3. Google
als
inspira)ebron
4. Niet
te
stoppen
trend
5. Sleutels
tot
succes
6. De
grote
uitdaging:
HR
mindset
11. POWERFUL WORKFORCE ANALYTICS
Lazlo
Bock
Chief
HR
at
Google
“.
”
Google
als
inspira)ebron:
Sejy
Prasad
Director
of
People
Analy)cs
Google
“We want to use data and analytics information
to make sure that we are designing the processes
in the best way possible. We take analytics very
seriously both on the business side as well as on
the people side.”
“1/3 of the HR staff globally is hired specifically for their
analytical skills. They may have a Ph.D. in statistics or
organizational psychology or a master’s in chemistry or
physics. They build an underlying quality into what we are
doing by constantly testing our ideas and practices.
Analytics measure the ROI for everything we do.”
12. POWERFUL WORKFORCE ANALYTICS
Prof.
Ed
Lawler
Director
of
the
Center
for
EffecSve
OrganizaSons
at
the
University
of
Southern
California
“Google is one of a few companies that are early in
taking a more quantitative approach to personnel
decisions.
They are clearly ahead of the curve, but a lot of
companies are waking up to the fact that there is a
lot of modeling that can provide you with critical
data on human capital.”
Google
als
inspira)ebron
13. POWERFUL WORKFORCE ANALYTICS
Inhoud
1. Defini)e
HR
Analy)cs
2. HiYng
the
wall
in
HR
3. Google
als
inspira)ebron
4. Niet
te
stoppen
trend
5. Sleutels
tot
succes
6. De
grote
uitdaging:
HR
mindset
16. POWERFUL WORKFORCE ANALYTICS
Tom
Davenport
‘Compe)ng
on
Analy)cs’:
top
10
HBR-‐boek
in
USA
(2009)
Harvard
Business
Review
(okt.
2010)
voor
het
eerst
over
‘Talent
Analy)cs’!
17. POWERFUL WORKFORCE ANALYTICS
Fitz-‐Enz:
Predic)ve
Modeling
‘Leading
Indicators’1
1Research
domains
with
important
opportuniSes
for
PredicSve
Modeling
(Jac
Fitz-‐enz,
Human
Capital
Source,
June
2009)
19. POWERFUL WORKFORCE ANALYTICS
Inhoud
1. Defini)e
HR
Analy)cs
2. HiYng
the
wall
in
HR
3. Google
als
inspira)ebron
4. Niet
te
stoppen
trend
5. Sleutels
tot
succes
6. De
grote
uitdaging:
HR
mindset
20. POWERFUL WORKFORCE ANALYTICS
5
sleutels
tot
succes
1.
Focus
op
sleutelprocessen
2.
HR
analy)sche
&
technische
competen)es
3.
Basis:
‘Employee
Lifecycle’
4.
Introduc)e
van
HR
research
5.
‘Merged
datasets’
door
Business
Intelligence
21. POWERFUL WORKFORCE ANALYTICS
De
grote
uitdaging:
HR
mindset
John
Boudreau:
University
of
Southern
California
“The future of human capital analytics
lies more in the MINDS
of the HR leaders than in
human capital analysis systems.”