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The People Analytics Revolution

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The People Analytics Revolution

  1. 1. THE PEOPLE ANALYTICS REVOLUTION People analytics is about leveraging data to get actionable insights that solve your people problems.
  2. 2. Companies live Google pave the way, but "most are stuck in neutral" (1)
  3. 3. Item 2 92% Item 1 8% 8% Item 2 23% Item 1 77% 77% OF ORGANISATIONS BELIEVE PEOPLE ANALYTICS IS IMPORTANT CONSIDER THEMSELVES “STRONG” IN THE AREA (2)
  4. 4. HOW DO WE IMPROVE QUALITY OF HIRE? CAN WE MAKE OUR BUDGET GO FURTHER? Common Questions
  5. 5. WHY IS OUR ATTRITION RATE SO HIGH? HOW CAN WE INCREASE PRODUCTIVITY?
  6. 6. Which is a crying shame... ... because studies show that organisations using people analytics effectively are more likely to improve recruiting more likely to improve leadership pipeline more likely to improve talent mobility more likely to realise cost savings (3) 2 X 2 X 2.5 X 3 X
  7. 7. People Analytics should be a No-Brainer Hire better people Build HR credibility Improve employee performance Enable better workforce planning Identify and resolve skills gaps Strengthen decision-making Improve retention Increase accountability Explode silos Improve employee satisfaction
  8. 8. People analytics can save you time and money...making your business more competitive All of which is to say... So what's holding you back?
  9. 9. Let's look at the top 7 concerns... and the answers
  10. 10. 100% of HR professionals count intuition an important part of their role. Analytics couldn’t be more different. (4) You prefer intuition Refuse to choose Analytics and intuition might be polar opposites, but they can be complimentary. Use both, and refuse the either/or narrative. # 1
  11. 11. There’s so much hype around people analytics that maybe you ran before you could walk… and now you’re lost. You’re confused Follow a clear methodology Follow the four-part people analytics methodology (5) to make sure you ask, test and answer the right questions # 2
  12. 12. You don’t know where to start with people analytics, so you don’t do anything and hope it goes away. You’re overwhelmed Start small Face your fears, and start small. It’s OK to make mistakes, as long as you’re trying. # 3
  13. 13. You’ve collected swathes of information about everything you can think of… but without a story, data is just data You’re drowning in data Ask the right questions ...and you get the right answers. Collecting data is the tip of the iceberg, so go back to basics and start by identifying your people problems. # 4
  14. 14. If decision-makers don’t value people analytics you’ll lack the support to deliver, as 29% of HR leaders have discovered. (6) You lack support Prove ROI Build credibility by delivering small successes, and prove relevance by framing your findings in terms of the bottom line. Buy-in will come. # 5
  15. 15. 47% of HR leaders say lack of analytic acumen is their biggest people analytics challenge. (7) You don’t have the right people Rebuild your hiring profile People analytics demands different skills, including storytelling, strategic understanding and gravitas. (8) Break the mould. # 6
  16. 16. You want your insights to be actionable so you can drive real change, but you won’t see results if you’re acting on the wrong conclusions. You’re just not seeing results Be rigorous, not rushed Don’t be hasty in drawing conclusions. Conduct multiple experiments until many bits of evidence point the same way. Then act. # 7
  17. 17. The Moral of the Story? No mountain is insurmountable… …and there’s never been a better time to embrace people analytics. It’s time to seize the opportunity.
  18. 18. To find out more about people analytics visit: or call us on: 02922 331 888 Sources 1) Steven Toft, Tucuna People Analytics Conference, July 2016. 2) Deloitte, “2015 Global Capital Human Trends” (https://dupress.deloitte.com/dup­us­en/focus/human­capital­ trends/2016/people­analytics­in­hr­analytics­teams.html) 3) Bersin by Deloitte, Deloitte Consulting LLP, “High­Impact Talent Analytics: Building a World­Class HR Measurement and Analytics Function 4) Chartered Management Institute, “Getting Inside Intuition in Human Resources Practice” 5) Tazio, “How to Use People Analytics Effectively: A Methodology” 6) Harvard Business Review Analytic Services, ‘HR Joins The Analytics Revolution’, p6 7) Harvard Business Review Analytic Services, ‘HR Joins The Analytics Revolution’, p6 8) Tazio, “8 Essential Skills and Qualities to Overcome the People Analytics Skills Gap” www.tazio.co.uk/resources

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