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The Datafication of HR: How to Go from So What to Now What

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The Datafication of HR: How to Go from So What to Now What

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More and more large organizations are creating teams of experts who specialize in workforce analytics, and for good reason. Research has shown that companies that put workforce intelligence to work profoundly improve their business results - seeing higher margins, better stock performance, and improved return on equity.

But frustratingly, the data-driven HR mindset has been slow to grow within organizations beyond HR analysts -- who typically serve a constrained number of leaders with data and insights. Josh Bersin of Bersin by Deloitte aptly said that most HR organizations are “stuck in neutral” with workforce analytics. Given its importance, how can you extend the mindset to bring value to the entire HR team and the organization?

In this webinar, analytics expert Ian Cook will take you through the ways that you can:

Give HRBPs the tools they need to be strategic by enabling them with guided, self-service analytics

Extend datafication to business leaders by connecting workforce metrics to the business results they care about

Build a data-driven mindset and skillset throughout your HR team

More and more large organizations are creating teams of experts who specialize in workforce analytics, and for good reason. Research has shown that companies that put workforce intelligence to work profoundly improve their business results - seeing higher margins, better stock performance, and improved return on equity.

But frustratingly, the data-driven HR mindset has been slow to grow within organizations beyond HR analysts -- who typically serve a constrained number of leaders with data and insights. Josh Bersin of Bersin by Deloitte aptly said that most HR organizations are “stuck in neutral” with workforce analytics. Given its importance, how can you extend the mindset to bring value to the entire HR team and the organization?

In this webinar, analytics expert Ian Cook will take you through the ways that you can:

Give HRBPs the tools they need to be strategic by enabling them with guided, self-service analytics

Extend datafication to business leaders by connecting workforce metrics to the business results they care about

Build a data-driven mindset and skillset throughout your HR team

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The Datafication of HR: How to Go from So What to Now What

  1. 1. #WFwebinar The presentation will begin at the top of the hour. A dial in number will not be provided. Listen to today’s webinar using your computer’s speakers or headphones. Welcome to the webinar!
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  7. 7. #WFwebinar         Brave'a  Hassel   Associate  Editor   Workforce  magazine   The  Datafica6on  of  HR:  How  to  Go  from   So  What  to  Now  What  
  8. 8. #WFwebinar         Ian  Cook       Director,  Product  Management   Visier   The  Datafica6on  of  HR:  How  to  Go  from   So  What  to  Now  What  
  9. 9. The  Datafica*on  of  HR:   How  to  go  from  What  to  Now  What Ian  Cook   Head  of  Workforce  Intelligence   May  2016  
  10. 10. Visier  is  how  the  best  brands   achieve  the  best  business   outcomes
  11. 11. Only  Visier  connects  all  the  dots  –  for  you  –  from   workforce  insights  to  business  outcomes
  12. 12. The  need  to  extend   the  analy*cs  mindset
  13. 13. Challenges  of  an  Aging  World   Challenges  of  an  aging  world
  14. 14. 74%  say  their  company’s   HR  organizaLon  needs  to   be  more  data-­‐driven  (i.e.,   fact-­‐based)  in  workforce   decision-­‐making.  
  15. 15. 80%  say  their  company   cannot  succeed  without  an   asserLve,  data-­‐driven  CHRO,   who  takes  a  strong  stance  on   talent  issues  and  uses  relevant   facts  to  deliver  an  informed   point  of  view  
  16. 16. Developing  a  data-­‐oriented   skillset  and  mindset  takes  *me Only  22%  say  they  are  ready Source:  Global  Human  Capital  Trends  Study  2015,  Deloi'e  
  17. 17. How  to  get  business  leaders   on  board  with  HR  datafica*on
  18. 18. “HR  that  starts  with  the  business   doesn’t  get  as  much  resistance   from  the  business.” Dave  Ulrich
  19. 19. The  complete  workforce  intelligence   decision  journey What  is  going  on  in   the  workforce  and   why? WHAT? SO  WHAT? NOW  WHAT? What  are  the  most   urgent  business   implica*ons? What  should  we  do   differently  to  drive   business  outcomes,   and  is  it  working?
  20. 20. •  What  workforce  metrics  (such  as  pay  per  FTE,  resignaLon   rates,  performance  raLngs,  etc.)  are  most  correlated  with  an   increase  in  revenue  per  full-­‐Lme  employee?   Examples:  Ques*ons  that  connect  the   workforce  to  business  results
  21. 21. Engagement WHAT? SO  WHAT? NOW  WHAT? How  does   engagement  correlate   with  profitability  for   those  business  units? How  can  we  improve   engagement  in   underperforming   business  units  to   increase  profitability? What  is  our   employee   engagement  score   by  business  unit?
  22. 22. So  What?  Engagement
  23. 23. Calcula*ng  your  savings  from   reduced  voluntary  turnover
  24. 24. Calcula*ng  your  savings  from   reduced  voluntary  turnover
  25. 25. The  results  of  connec*ng   workforce  outcomes  to  business  results •  Companies   with  a  more   diverse   workforce   outperform   others Revenue •  Retail  outlets   with  highly   engaged   employees   are  more   profitable Profits •  Banks  with   greater   employee   reten*on   achieve  higher   customer  sat Customers
  26. 26. How  to  give  HRBPs   the  tools  to  be  strategic
  27. 27. POLL How  ready  is  your  HRBP  populaLon  to  apply  analyLcs  to  their  role?     1.  Very  ready:  They  are  constantly  asking  for  more  insight   2.  Making  progress:  They  use  what  we  provide  them   3.  Ge^ng  started:  They  are  starLng  to  engage  with  analyLcs   4.  Going  backwards:  They  avoid  data  at  all  costs  
  28. 28. A  strategic  HR  organiza*on   creates  talent  strategies   that  align  to  business  outcomes   through  the  use  of   data  and  analy*cs.
  29. 29. Enable  HRBPs  to  be  truly  strategic What  is  going   on  in  the   workforce  and   why? WHAT? SO  WHAT? NOW  WHAT? What  are  the   most  urgent   business   implica*ons? What  should  we   do  differently  to   drive  business   outcomes,  and  is   it  working?
  30. 30. RecruiLng     Analyze  the  roles  needed  to   meet  business  goals.   Align  with  managers  on  hiring   requirements.   Act  on  adapLng  hiring  plans   to  changing  business  needs.         Hire  the  right  people,  at  the   right  Lme,  at  the  right   price.  
  31. 31. Tell  the  story  with  visuals
  32. 32. Answer  cri*cal  employee-­‐level  ques*ons
  33. 33. Self  Service  Analy*cs
  34. 34. “Now  is  a  unique  opportunity   for  HR  professionals  to  posi*on   themselves  as  fact-­‐based   strategic  partners  of  the   execu*ve  board.”     McKinsey  &  Company,  March  2015    
  35. 35. Take  the  next  step
  36. 36. Workforce  intelligence  needs  to  be   purpose-­‐built  for  each  role: Analysts   Ad  hoc  analysis,  predicLve   analyLcs,  filtering,  and  drill-­‐down   Leaders   Dashboards,  reports,  and   scorecard  traffic  lighLng   Planners   “What  If”  scenarios,  modeling  and   forecasLng,  and  plan  monitoring   HR  Business  Partners   Self-­‐service  analyLcs,  including   easy  ways  to  compare  talent  
  37. 37. Strategic  HR  relies  on  analy*cs ……HR  leaders  will  have  a  seat  at  the  table  for  strategic   discussions  only  if  they  can  demonstrate  the  business   impact  of  HR.   …Our  experience  has  found  that  data-­‐driven,  analyAcal   HR  departments  are  more  likely  to  play  a  strategic  role   in  their  organizaAons…... Boston  Consul*ng  Group,  Crea*ng  People  Advantage,  2014-­‐15
  38. 38. Resources  available  at  www.visier.com   Download  your  copy   Download  your  copy   Subscribe  to  the     Workforce  Intelligence   Blog  
  39. 39. Thank  you Ian  Cook Ian.cook@visier.com linkedin.com/in/ianjcook
  40. 40. #WFwebinar         Please complete the webinar evaluation.
  41. 41. #WFwebinar         Register for the next Webinar! Solving the Engagement Mystery Wednesday, May 25, 2016 Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for all upcoming Workforce Webinars at events.workforce.com/webinars OR click the icon on the widget bar!

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