You can listen to today’s webinar using your computer’sspeakers or you may dial into the teleconference.If you would like ...
Speakers: Kent BarnettFounder, Chairman, and CEOKnowledgeAdvisorsJeff GrisenthwaiteVice President of OperationsKnowledgeAd...
• Q&A– Click on the Q&A icon onyour floating toolbar on thetop of your screen.– Type in your question in thespace at the b...
 Polling Polling question willappear in the “Polling”panel. Select your responseand click on “Submit.”#TMwebinar
1. Will I receive a copy of the slides after the webinar?YES2. Will I receive a copy of the webinar recording?YESPlease al...
#TMwebinarDeanna HartleySenior EditorTalent Management magazine
IntroductionsKent BarnettKnowledgeAdvisorsFounder & CEOJeff GrisenthwaiteKnowledgeAdvisorsVP, Operations
Agenda1. Vision for TalentAnalytics2. Realizingthe Vision3. Talent Analyticsin Practice
WHAT IS TALENT ANALYTICS?
How Do We . . .Improve Quality of HireImprove Speed to PerformanceBuild Leadership CapabilityImprove Bench StrengthImprove...
Why is Talent Analytics Important?Company PerspectiveDepartment PerspectivePersonalPerspective
Vision for Talent Analytics
Vision for HRTraditional HR Outsourced Automated OverheadData-drivenTalent Management Strategic Unique to Company Co...
Vision for ExecutivesTalentInvestmentsBusinessObjectives
Vision for ManagersAction AlertsDecision SupportOptimizedTeams
Vision for EmployeesGreat job fitEngaged with newchallengesHelpful performancefeedbackContinual growthClear career path
Analytics Embedded into ProcessBusinessStrategyWorkforceplanRecruitfor gaps?YesNoBARecruitingBL&DCTalentDLeadershipEEngage...
Built on Industry Standardscenterfortalentreporting.org
Barriersto AdvancingTalent Analytics No time Too complex Siloed data Disparate systems
Introducing…TALENTANALYTICSSUITE
Talent Analytics SUITEOnboardingEDITIONLearningEDITIONLeadershipEDITIONEngagementEDITIONCapabilitiesEDITIONPerformanceEDIT...
SurveysBusiness Metrics Employees Events360s Competencies ProjectsTests Assessment CertificationIntegrationTalent Sy...
Talent Analytics Dashboard Example
CEO CFO COOVP, Sales SVP, TM CLOHR Generalist Leadership Mgr. Instructor
Onboarding Analytics ExampleProfile:Large Insurance CompanyOver 25% Turnover within 1st 90 DaysKey Metrics: Onboarding Ef...
Learning Analytics ExampleProfile:Large Business Services CompanyMulti-Million $ Annual L&D InvestmentKey Metrics: Progra...
Leadership Analytics ExampleProfile:Large Technology Company1000s of new leaders to developKey Metrics: Bench Strength L...
Results: Increasedperformance for 70%of sales force Increased retentionby 8%Capabilities Analytics ExampleProfile:Large ...
Engagement Analytics ExampleProfile:U.S. Government DepartmentHigh turnover, little insight into driversKey Metrics: Empl...
Advancing Analytics MaturityEffectivenessTime12345EnterprisedecisionsTalentdecisionsTeamdecisionsIndividualdecisionsStrate...
LeadershipRolesSkillsProcessesTechnologyActionSustainableTalent Analytics
Get StartedStart measuring 1 area wellBuild your analytics skillsSelect an expert partnerEstablish a measurement strategyM...
Thank YouKent BarnettFounder & CEO+1 312.676.4410kbarnett@knowledgeadvisors.comJeff GrisenthwaiteVP, Operations+1 312.676....
Join Our Next TM WebinarRecruiting for Service Excellence – How to AvoidUndermining Your WorkplaceCulture of ServiceTuesda...
Talent Analytics: Building Actionable Business Intelligence Across the Employee Lifecycle
Talent Analytics: Building Actionable Business Intelligence Across the Employee Lifecycle
Talent Analytics: Building Actionable Business Intelligence Across the Employee Lifecycle
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Talent Analytics: Building Actionable Business Intelligence Across the Employee Lifecycle

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According to recent study conducted by the MIT Sloan Management Review and IBM Institute for Business Value, “top-performing companies are three times more likely than lower performers to be sophisticated users of analytics, and are two times more likely to say that their analytics use is a competitive differentiator.”

In this webinar, KnowledgeAdvisors CEO Kent Barnett and Jeff Grisenthwaite, vice president of operations, will:

Describe how talent analytics can effectively be used to drive measurable improvement in your crucial human capital investments.
Present strategies for using talent analytics to identify critical, actionable business insights for programs such as on-boarding, learning, leadership, capabilities development and performance
Preview the new Metrics that Matter Talent Analytics Suite, slated for release in June.

Talent Analytics: Building Actionable Business Intelligence Across the Employee Lifecycle

  1. 1. You can listen to today’s webinar using your computer’sspeakers or you may dial into the teleconference.If you would like to join the teleconference,please dial 1.650.479.3208 and enter access code: 922 171 184 #.You will be on hold until the seminar begins.#TMwebinar
  2. 2. Speakers: Kent BarnettFounder, Chairman, and CEOKnowledgeAdvisorsJeff GrisenthwaiteVice President of OperationsKnowledgeAdvisorsModerator: Deanna HartleySenior EditorTalent Management magazine#TMwebinar
  3. 3. • Q&A– Click on the Q&A icon onyour floating toolbar on thetop of your screen.– Type in your question in thespace at the bottom.– Click on “Send.”#TMwebinar
  4. 4.  Polling Polling question willappear in the “Polling”panel. Select your responseand click on “Submit.”#TMwebinar
  5. 5. 1. Will I receive a copy of the slides after the webinar?YES2. Will I receive a copy of the webinar recording?YESPlease allow up to 2 business days to receive these materials.#TMwebinar
  6. 6. #TMwebinarDeanna HartleySenior EditorTalent Management magazine
  7. 7. IntroductionsKent BarnettKnowledgeAdvisorsFounder & CEOJeff GrisenthwaiteKnowledgeAdvisorsVP, Operations
  8. 8. Agenda1. Vision for TalentAnalytics2. Realizingthe Vision3. Talent Analyticsin Practice
  9. 9. WHAT IS TALENT ANALYTICS?
  10. 10. How Do We . . .Improve Quality of HireImprove Speed to PerformanceBuild Leadership CapabilityImprove Bench StrengthImprove Employee EngagementAlign Effort to Business Outcomes
  11. 11. Why is Talent Analytics Important?Company PerspectiveDepartment PerspectivePersonalPerspective
  12. 12. Vision for Talent Analytics
  13. 13. Vision for HRTraditional HR Outsourced Automated OverheadData-drivenTalent Management Strategic Unique to Company Competitive Advantage
  14. 14. Vision for ExecutivesTalentInvestmentsBusinessObjectives
  15. 15. Vision for ManagersAction AlertsDecision SupportOptimizedTeams
  16. 16. Vision for EmployeesGreat job fitEngaged with newchallengesHelpful performancefeedbackContinual growthClear career path
  17. 17. Analytics Embedded into ProcessBusinessStrategyWorkforceplanRecruitfor gaps?YesNoBARecruitingBL&DCTalentDLeadershipEEngagementFPerformanceSourcetalentJob OfferAccept?YesNoSurveynon-hiresCompetency/LeadershipreviewNeedsAssessment?NoYesDesign,Develop,ImplementEvaluateprogramsImpact &Value?NoYesContinualreview ofbusinessneedsReviewscraplearningfactorsReviewworkforceplanBuildcompetencymodelMulti-raterassessmentReport outgaps/strengthsA B FCreatesuccessionplansTrainedLeaders?YesNoCollaboratew/ L&D forprogramsEngagementSurveyEngagedWorkers?YesValidatePerformanceGainsNoImplementEngagementprogramsEstablishPerformancegoalsPerformanceAppraisalExceedGoals?NoYesTrain forgaps Consider asHighPotentialDPerformancePlan(PIP)Improved?NoEmployeeturnoverYesExitInterviewApplicantAssessmentIdentifyHighPotentials
  18. 18. Built on Industry Standardscenterfortalentreporting.org
  19. 19. Barriersto AdvancingTalent Analytics No time Too complex Siloed data Disparate systems
  20. 20. Introducing…TALENTANALYTICSSUITE
  21. 21. Talent Analytics SUITEOnboardingEDITIONLearningEDITIONLeadershipEDITIONEngagementEDITIONCapabilitiesEDITIONPerformanceEDITION 1st Year Retention Speed toPerformance Expertise & Skills WorkforcePerformance Manager Capability Strategic Vision &Execution Bench Strength Talent for FutureSuccess Retention of Talent WorkforceProductivity Goal Achievement OrganizationalAlignment
  22. 22. SurveysBusiness Metrics Employees Events360s Competencies ProjectsTests Assessment CertificationIntegrationTalent SystemsAutomatedata collectionData CollectionAnalyticsCRM TMS FinanceERP HRIS AccountingLMS HRIS TMS Role-Based Reporting Filtering & Automation Dashboards Executive SummariesAutomated Analytics
  23. 23. Talent Analytics Dashboard Example
  24. 24. CEO CFO COOVP, Sales SVP, TM CLOHR Generalist Leadership Mgr. Instructor
  25. 25. Onboarding Analytics ExampleProfile:Large Insurance CompanyOver 25% Turnover within 1st 90 DaysKey Metrics: Onboarding Effectiveness Quality of Hire New Hire SatisfactionSolution: Automated 30, 60, 90-daynew hire touchpoints Targeted reporting to managers& program owners Identified “flight risks” forearly interventionResults: 93% of “flight risks”retained 73% reduction inmeasurement costs
  26. 26. Learning Analytics ExampleProfile:Large Business Services CompanyMulti-Million $ Annual L&D InvestmentKey Metrics: Program Effectiveness L&D Operation Efficiency Linkage to Business OutcomesSolution: Automated post-class &on-the-job evaluations Monthly imports of businessmetrics Operational & executivereportingResults: Strengthened partnershipwith business High ranking on TrainingTop 125
  27. 27. Leadership Analytics ExampleProfile:Large Technology Company1000s of new leaders to developKey Metrics: Bench Strength Leadership Effectiveness Business OutcomesSolution: Semi-Annual 360s of Emerging& New Leaders Leadership Program Evaluation Leadership-to-Business Outcomes CorrelationResults: Significant LeadershipEffectiveness increase Business Outcomes linkedto leadership development
  28. 28. Results: Increasedperformance for 70%of sales force Increased retentionby 8%Capabilities Analytics ExampleProfile:Large Biotech CompanyImprove sales competenciesKey Metrics: Certifications Quota Attainment Sales Employee RetentionSolution: Annual sales competencyassessments: 180s & 360s Global, 15+ languages Correlated competency gains tobusiness outcomes
  29. 29. Engagement Analytics ExampleProfile:U.S. Government DepartmentHigh turnover, little insight into driversKey Metrics: Employee Engagement Employee Retention High Performer RetentionSolution: Automated Exit Interviewsurveys Filtered & ranked by 15employee demographics Monthly management reportingResults: Identified andaddressed key drivers Increased retentionby 5.6%
  30. 30. Advancing Analytics MaturityEffectivenessTime12345EnterprisedecisionsTalentdecisionsTeamdecisionsIndividualdecisionsStrategic integrationin business processComprehensive approachConsistent, basic approachAd-hoc, inconsistent methods
  31. 31. LeadershipRolesSkillsProcessesTechnologyActionSustainableTalent Analytics
  32. 32. Get StartedStart measuring 1 area wellBuild your analytics skillsSelect an expert partnerEstablish a measurement strategyMake it happen with technology
  33. 33. Thank YouKent BarnettFounder & CEO+1 312.676.4410kbarnett@knowledgeadvisors.comJeff GrisenthwaiteVP, Operations+1 312.676.4450jeffg@knowledgeadvisors.comknowledgeadvisors.comContact us to: Receive whitepaper Talk to an expert View a demo
  34. 34. Join Our Next TM WebinarRecruiting for Service Excellence – How to AvoidUndermining Your WorkplaceCulture of ServiceTuesday, June 4, 2013TM Webinars start at 2 p.m. Eastern / 11 a.m. PacificRegister for upcoming TM Webinars atwww.talentmgt.com/webinarsJoin the Talent Management magazine Networkhttp://network.talentmgt.com/#TMwebinar

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