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Business Performance & Strategic HR

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Presented by: Mike Erlin, Managing Director, Australia & New Zealand

Some questions we answer:

Compliance
•Where do the highest risk levels reside & why?
•What are my risks if employees do not finish a course on time?
Succession Planning
•Which employees are ready for a new role?
Career Mobility
•What are possible career paths based on current role and career interests?
Employee Growth
•What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
•What courses drive the most impactful development?
•How can I effectively assign courses & optimise our catalog?

Published in: Technology
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Business Performance & Strategic HR

  1. 1. Welcome
  2. 2. Business Performance & Strategic HR Mike Erlin Managing Director, Australia & New Zealand
  3. 3.  Welcome & Acknowledgement 12:00 – 12:15  Business Performance & Strategic HR 12:15 – 13:00 Lunch Served  Break 13:00 – 13:10  Roundtable Discussion 13:10 – 14:00 Canapés Served  Closing Remarks 14:00 AGENDA
  4. 4. 4 B = f (P x E) PERFORMANCE PEOPLE & ENVIRONMENT UNIFYING TALENT ACTIONABLE INSIGHTS
  5. 5. PERFORMANCE
  6. 6. Variation in People’s Performance 6 B = f(PXE) 23% Super Achievers 46% Solid Contributors 31% Under Performers Research suggests the top 1/3 is 40% more productive than the bottom 1/3 Research conducted by Schmidt & Hunter 34% E&Y Australian Productivity Pulse Report, May 12 If you knew at time of hire what you know now, would you re-hire? Kevin Chandler, Chandler HR - 2016
  7. 7. 7 B = f(PXE) B = f (P x E) Source: Kurt Lewin, 1936
  8. 8. The Performance ‘Throttles’ 8 B = f(PXE) *Source: Kevin Chandler - Chandler HR 2016 Person • Knowledge • Skills • Attitude • Intellect • Personality • Experience Environment • Job Process • Culture • Reward Systems • Synergy / Teamwork • Management Approach • Social Situation P = f (I x E) Performance = function of the interaction between the Individual and the Environment*
  9. 9. Success looks like 9
  10. 10. PEOPLE & ENVIRONMENT
  11. 11. 11 B = f(PXE) 1. the surroundings or conditions in which a person, animal or plant lives or operates. 2. the aggregate of surrounding things, conditions, or influences that affect behaviour of an organism or community; surroundings; milieu. 3. the social and cultural forces that shape the life of a person or population. en-vahy-ruh n-muh nt
  12. 12. 12 13% of employees feel passionate about their work (Deloitte)
  13. 13. 13 # 1 priority for employees Appreciation for their work (BCG)
  14. 14. 14 Importance of engagement & company culture grown from 20% – 50% (Human Capital Trends 2015, Bersin by Deloitte)
  15. 15. 15 Top Values: Respect and Trust (University of Delhi) • Interested in my satisfaction • Solves problems • Supportive, open, and approachable • Never disappoints me • Empowered to make decisions • The organisation is true
  16. 16. 16Source: Deloitte - Global Human Capital Trends 2016  Highly empowered teams  New model of management  Younger, globally diverse leaders The ‘New Organisation’
  17. 17. 17 …HR needs to be proactive, implement the right tools, promote a culture of listening, and ensure that reward systems are consistent with engagement and retention goals. 17 Source: Deloitte - Global Human Capital Trends 2016Source: Deloitte - Global Human Capital Trends 2016
  18. 18. 18Source: Aon Hewitt 2015 Global Employee Engagement Survey
  19. 19. 19 Employee Engagement The level of an employee’s psychological investment in their organisation. Source: Aon Hewitt /2016 Trends in Global Employee Engagement
  20. 20. 20 Our job is to capture and align Think Perceptions of organisation & management How they contribute & fit? Feel Sense of pride & passion about the company Do they belong? Do Willing to go beyond call of duty? Intention to stay on Recommend as good employer
  21. 21. UNIFYING TALENT
  22. 22. 22Source: Bersin & Associates 2006 Recent Evolution of Talent Management Eco-system
  23. 23. 23 2 3 41 57 6 ‘Talent’ Functions Performance Management Learning & Development Succession Planning Leadership Development Compensation & Rewards Talent Strategy & Planning Sourcing & Recruiting Source: Bersin & Associates 2011
  24. 24. 24 2 3 41 57 6 Integrate & Improve Workflow Performance Management Learning & Development Succession Planning Leadership Development Compensation & Rewards Talent Strategy & Planning Sourcing & Recruiting Source: Bersin & Associates 2011
  25. 25. 25 2 3 41 57 6 Performance Management Learning & Development Succession Planning Leadership Development Compensation & Rewards Talent Strategy & Planning HR Data & Metrics Sourcing & Recruiting Warehouse Data & Report Source: Bersin & Associates 2011
  26. 26. 26 2 3 41 57 6 Performance Management Learning & Development Succession Planning Leadership Development Competency Management Compensation & Rewards Talent Strategy & Planning HR Data & Metrics Sourcing & Recruiting Goal: Integrated Talent Management Source: Bersin & Associates 2011
  27. 27. Integration of Disparate applications 27 Acquired by Acquired by Acquired by Acquired by Acquired by
  28. 28. 28 Macro Global Shifts EMERGING MARKETS SIMULTANEOUS  FAST  DISRUPTIVE GLOBAL CONNECTION Source: McKinsey Global Institute TECHNOLOGY CHANGE AGING POPULATION
  29. 29. 29Source: PWC Advisory 2015 Cloud Computing Mobile & Consumerisation Big Data The Evolution of Technology
  30. 30. 30Source: PWC Advisory 2015 86% 39% Cloud Computing Big Data Mobile & Consumerisation The Evolution of Technology CEO’s expect tech to transform their business CEO’s that believe HR is well prepared
  31. 31. Global Connection – always on 31
  32. 32. Organically Grown Human Capital Talent Suite 32 Acquired by Acquired by Acquired by Acquired by Acquired by
  33. 33. 33 1 Employee Experience & Adoption The Power of… scales satisfying employee, organisational and management Talent needs within the context of Global Macro Shifts…at scale.
  34. 34. ACTIONABLE INSIGHTS
  35. 35. What is Big Data? Our apps are collecting data all the time. Define the question. Use the data to unlock the answer. Big Data….Massive Data How does it Work? The power of analysing all this data with state-of-the-art machine learning.
  36. 36. Analytics ProgressionValue Sophistication Descriptive What happened? Diagnostic Why did it happen? Predictive What will happen? Prescriptive What should I do? REPORTING VIEW PLANNING INSIGHTS
  37. 37. Predictive & Prescriptive Analytics DEEPER INSIGHTS SMARTER DECISIONS DATA-DRIVEN SUGGESTIONS Source(s): http://elearningindustry.com/top-10-e-learning-statistics-for-2014-you-need-to-know COST SAVINGS Business Benefits
  38. 38. Financial EnergyRetail Predicting: Product Purchase Outcome: 29% Sales Increase Predicting: Prioritise Upkeep Activity Outcome: Saved millions in lost revenue & repair costs Predictive Analytics is Everywhere Predicting: Mortgage Risk Outcome: Default warning. Boosted profits $600 million
  39. 39. Elections And NOW it’s finally being used in HR… Prescriptive Analytics are Emerging Predicting & Prescribing: Outcome: UK’s exit from EU. Republican win of US Presidency.
  40. 40. 40 Analytics Matter... of CEOs say they have already implemented dedicated “people analytics” but that’s only part of the story… Source: PwC’s Trends in People Analytics 2015 86% of CEOs say that creating or improving “people analytics” is a strategic priority for the next 1-3 years
  41. 41. 41 Source: *HR Joins the Analytical Revolution, Harvard Business Review, February 2014
  42. 42. Some Questions We Answer Today… 42 Compliance • Where do the highest risk levels reside & why? • What are my risks if employees do not finish a course on time? Succession Planning • Which employees are ready for a new role? Career Mobility • What are possible career paths based on current role and career interests? Employee Growth • What is my employee’s potential for new roles & how can I best develop them? Learning & Development • What courses drive the most impactful development? • How can I effectively assign courses & optimise our catalog?
  43. 43. Compliance 43 Compliance Guide • Forecast compliance rates • Reduce risk for regulatory fines • Uncover non-compliance predictive factors • Simulate compliance outcomes to support policy changes • Understand the factors that drive compliance Compliance Questions • What are your risk levels? • Where do the highest levels reside? • What are the reasons?
  44. 44. Compliance 44 Compliance Control • Know which employees are at risk & why • Understand current risk levels • Identify highest risk levels • Learn how to: • Increase compliance likelihood • Prevent future non-compliance Compliance Question • What are your risks if employees do not finish a course on time?
  45. 45. Succession Planning 45 Predictive Succession • Predict employees with high potential to succeed in a new role in the near term • See which factors drive succession predictions • Recommend employees ready to succeed in a new role • Get recommendations to fine tune career paths Succession Question • Which of your employees are ready for a new role?
  46. 46. Career Mobility 46 Career Mobility • Understand mobility throughout your organisation • Increase tenure by optimising individual career paths • Create career paths & development plans automatically • Get recommendations to fine tune career paths Career Question • What are potential career paths based on current role or career interests?
  47. 47. Employee Growth 47 Employee Growth • Optimise leadership pipelines by predicting specific employee’s success for roles • Create individual readiness measures for each potential role • Increase engagement by optimising employees’ career mobility • Create career paths & development plans automatically Employee Question • What is my employee’s potential for new roles & how can I best develop them?
  48. 48. Learning & Development 48 Learning Question • What courses drive the most impactful development? Learning Optimisation • Identify courses that drive career mobility • Understand course impact on employee promotions • Pinpoint less impactful courses to groom your training catalog • Get employee-specific course recommendations to drive productivity & engagement
  49. 49. 49 Talent Insights and Value for Leadership Reporting Standard & custom reports View Highly visual & interactive dashboards to easily slice & dice talent data Insights Predictive, prescriptive analytics for managing talent decisions Planning Big data solution for workforce planning DISCOVERREPORT PREDICT PLAN
  50. 50. Maximise productivity Engagement Retention New critical skills Leader pipe5. Operational efficiencies 4. Enhance culture 3. New product and/or service lines 1. Organic growth 2. Improve critical metrics Talent PrioritiesBusiness Priorities To drive success, isolate the Talent needs that will drive the greatest impact to your business. 50 Establishing a starting point is key… 50 Learning & Performance Connect, Performance, Learning, Succession & Career Planning Recruitment, Learning, Performance++ Learning, Workforce Planning Succession, Learning, Performance, Connect Enable at Scale
  51. 51. ROUNDTABLE
  52. 52. HR Director Webinar Leveraging "The Machine" to Transform Your Business & Your Bottom Line Wednesday, 3 May Register online at http://bit.ly/2oVLgr0 Converge 2017 Wednesday, 9 August The Westin Sydney UPCOMING EVENTS
  53. 53. Mike Erlin Managing Director - ANZ m – 0421 152 884 e – merlin@csod.com t - @mikeerlin l - linkedin.com/in/mikeerlin Thank you for your time.

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