Driving Organizational Success Through Workforce Analytics [webinar]

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The use of analytics is changing the way HR professionals assess performance and position their organizations to succeed. Interest has grown considerably in recent years, as workforce analytics can reveal deep insights that help improve retention, efficiency, and productivity. Cornell University’s John Hausknecht, HR Studies Professor at the ILR School, discusses the latest developments in this space, highlighting what leading companies are doing to strengthen the impact and reach of workforce analytics, including how “big data” will shape the field in years to come. The Q&A segment at the end is especially informative. In this webinar, you’ll learn: - How organizations are using HR data and measurement systems to influence overall strategy. - Which HR metrics are helping companies achieve strategic goals. - How to take results of data collection to develop a data-driven action plan. Learn to think strategically about workforce analytics and capture the attention of senior leadership by making more informed, evidence-based decisions—decisions that have lasting impact beyond the HR department and throughout your organization.

Recruiting & HR

Latest Developments in
Workforce Analytics

John P. Hausknecht, Ph.D.
Associate Professor
Human Resource Studies
Cornell University

Rising interest in “analytics”
People
analytics
HR
analytics
Workforce
analytics

HR Analytics
Systematic data collection and
analysis designed to improve
talent and business-related
decisions

Recent HR applications
WORKFORCE
PLANNING
•  Inventory current
talent/future needs
•  Forecasting
retirements
•  Optimizing staffing
ATTRITION/
RETENTION
•  Predictive models
•  Network
approaches
•  Linkage to
operational &
financial
performance
RECRUITMENT/
SELECTION
•  Sourcing channels:
cost & yield
•  Assessing
predictive value of
pre-hire data

Evolution of HR Analytics
Metrics
Ratios and indexes
Single indicators
“Reporting” mindset
Analytics
Increasing rigor
Linking data across
sources and/or time
“Predictive” mindset
Insights
Unanticipated truths
Challenge conventional
wisdom
Novel interventions
“Strategic” mindset

Where are companies today?
•  Some companies split these activities
•  Reporting skill set ≠ analytics skill set
Heavy on reporting, but
moving toward analytics
Systems enhance/constrain
opportunities
Better organizational
structures to support
analytics
1
2
3
•  Data access issues
•  Relevance and accuracy of data
•  Different versions of the “truth”
•  Attention to data governance issues
•  Teams with analytics as core
responsibility
•  Diverse skill set needed; consulting, data
analysis, HR, business
•  Background not always HR (oftentimes
not)

Where are companies heading?
1.  Better systems/greater linkage
ability
2.  Building analytics teams
3.  Data visualization
4.  More sophisticated designs
5.  Talent data as business data
6.  Pilot testing and experimentation
7.  “Big data” applications: social
media, unstructured data

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Driving Organizational Success Through Workforce Analytics [webinar]

1. Latest Developments in Workforce Analytics John P. Hausknecht, Ph.D. Associate Professor Human Resource Studies Cornell University

2. Rising interest in “analytics” People analytics HR analytics Workforce analytics

3. HR Analytics Systematic data collection and analysis designed to improve talent and business-related decisions

4. Recent HR applications WORKFORCE PLANNING •  Inventory current talent/future needs •  Forecasting retirements •  Optimizing staffing ATTRITION/ RETENTION •  Predictive models •  Network approaches •  Linkage to operational & financial performance RECRUITMENT/ SELECTION •  Sourcing channels: cost & yield •  Assessing predictive value of pre-hire data

5. Evolution of HR Analytics Metrics Ratios and indexes Single indicators “Reporting” mindset Analytics Increasing rigor Linking data across sources and/or time “Predictive” mindset Insights Unanticipated truths Challenge conventional wisdom Novel interventions “Strategic” mindset

6. Where are companies today? •  Some companies split these activities •  Reporting skill set ≠ analytics skill set Heavy on reporting, but moving toward analytics Systems enhance/constrain opportunities Better organizational structures to support analytics 1 2 3 •  Data access issues •  Relevance and accuracy of data •  Different versions of the “truth” •  Attention to data governance issues •  Teams with analytics as core responsibility •  Diverse skill set needed; consulting, data analysis, HR, business •  Background not always HR (oftentimes not)

7. Where are companies heading? 1.  Better systems/greater linkage ability 2.  Building analytics teams 3.  Data visualization 4.  More sophisticated designs 5.  Talent data as business data 6.  Pilot testing and experimentation 7.  “Big data” applications: social media, unstructured data

8. Questions?

Driving Organizational Success Through Workforce Analytics [webinar]

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