2. Uses In HCM
For human resource (HR) practitioners, analytics can be
especially critical, providing vital information for
important topics such as:
Workforce planning
Demographics and diversity
Retention and mobility
Staffing and recruiting
Compensation and benefits
Training and development
Workforce performance and measurement
3. Five primary obstacles often come
into play:
Poor data quality
Globally dispersed HR organization structure
No single HR system of record
HR operational data
HR skills
4. IBM-reporting and analytics
solution
It measures visible, actionable part of your day-to-day
operations.
Provides with:
1) Transactional data
2) Operational data
3) Analytic data
Align human capital strategies with goals
Provides up to date information
5. Three levels of reporting that can be opted
independently or as a package:
Standardized and consolidated reports
Additional on-demand/ad hoc/ management reports
Strategic reporting- based on HR metrics
Key Insights from HR Data – High Performers, retain
right employees, Resources
6. Offer workforce analytics solution at three levels:
Bronze (on-demand analytics with virtually no
technology cost)
Silver (customer hosting and licensing, plus
predefined IBM analytics and support)
Gold (IBM hosting and licensing, plus predefined IBM
analytics and support)
7. GM Case
In 2009, there was a radical change in economy and
consumer demands.
General Motors leadership encouraged the
organization to become more agile and innovative.
Demand of skilled employees increased.
Recruitment process outsourcing service provider
IBM selected
They sourced over 6,000 new candidates in the first
month, and in the first two weeks filled a position that
had been open for two years
8. Process
In-depth interviews with hiring managers
Integrated the Taleo recruitment system
Variable interview sites
Social media portfolio
50 percent reduction in the time to fill positions.
9. Addressing Strategic Human Capital Challenges in Today’s
Environment
Functional difference –HR, Operation & Finance
Alignment to business Goal
Defining the requisite knowledge, skills, and capability
requirements needed for the execution of business
strategy
Value created by employees should be calculated.
-Evaluating workforce performance
-Retaining valuable talent
-Determining strategies for redeployment, retraining,
and workforce reductions
10. -Collaboration and knowledge sharing
-Developing career paths and succession plans
11. Workforce Analytics
33% respondents use Workforce Analytics
13% use advanced Analytics for decision making
- Composition and capabilities of workforces
Identify patterns and predict future
Proactive approach
12. Not serve merely purpose of administration, inclined
toward strategic discipline
Helps to make more informed, fact-based decisions
about the composition of their work forces and the
performance of their employees
13. Barriers to Implementing a Successful Workforce
Analytics Capability
Four areas:
Data consistency
Systems integration,
Information accessibility
Analytic capabilities of end users
14.
15. For the use of Workforce analytics, there are five
important areas of focus:
Define Workforce Challenges
Identify Data Requirements and Ensure Consistency in
Data Collection
Define a Common Workforce Analytics Platform
Make the Platform Easy to Use
Enhance HR Analytic Capacity
