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Symposium 2016 analytics on hr strategy using evidence

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Presentation at Symposium's Mission Critical HR Analytics 2016 conference

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Symposium 2016 analytics on hr strategy using evidence

  1. 1. Jon Ingham @joningham Focusing analytics on HR strategy using evidence based insight www.joningham.com/advice strategic-hcm.blogspot.com
  2. 2. Jon Ingham • Strategic HR consultant • Technology analyst • Symposium Events faculty member, delivering ‘People Metrics & Analytics’ Introduction
  3. 3. The Maturity Curve Metrics Descriptive Analytics Predictive Analytics
  4. 4. Issue = Spurious Correlations Source: http://tylervigen.com/view_correlation?id=805 http://tylervigen.com/view_correlation?id=359
  5. 5. What is Really Causal?
  6. 6. An Alternative Approach
  7. 7. HCM Strategy Map Input / investment • Work force • Management 0me • Cost • HR func0on Ac/vity • Resourcing • Development • Organisa0on • ER Outcome • Human • Organisa0on • and Social Capital Bus Impact • Opera0ons • Customers • Financial • Mission
  8. 8. Objectives
  9. 9. Staff perception – generic (eg engagement) or specific survey, focus group Family & Friends programme – survey of awareness and perception, numbers taking up, evaluations of effectiveness Workforce management system – whether implemented (yes / no), meeting time and budget, judgments re needs met Metrics / Evidence
  10. 10. Evidence The starting point for evidence-based management is that management decisions should be based on a combination of critical thinking and the best available evidence. And by ‘evidence’, we mean information, facts or data supporting (or contradicting) a claim, assumption or hypothesis. Evidence may come from scientific research, but internal business information and even professional experience can count as ‘evidence’. Source: https://www.cebma.org/faq/evidence-based-management/ Also see Denise Rousseau and Rob Briner, 2014 http://www.cebma.org/wp-content/uploads/Evidence-Based-Practice-The-Basic- Principles.pdf
  11. 11. Analytics Input / investment • Work force • Management 0me • Cost • HR func0on Ac/vity • Resourcing • Development • Organisa0on • ER Outcome • Human • Organisa0on • and Social Capital Bus Impact • Opera0ons • Customers • Financial • Mission Descriptive Analytics Predictive Analytics
  12. 12. Descriptive Analytics Staff Percep0ons (Survey Results) Family and Friends Programme (Evalua0ons)
  13. 13. Predictive Analytics Family and Friends Programme (Evalua0ons) Staff Percep0ons (Survey Results)
  14. 14. •  No data about the future •  Danger extrapolating from the past (complexity) •  May not be any data from the past either Issues
  15. 15. Predictive analytics may need to be: •  Continual case (start to measure now to do analytics later) •  Comparative case (use benchmarking and research to show benefits other organisations have achieved) Potential Solutions
  16. 16. For More Information info@joningham.com www.joningham.com / www.joningham.com/advice strategic-hcm.blogspot.com linkedin.com/in/joningham twitter.com/joningham 07904 185134
  17. 17. Or See: http://www.symposium.co.uk/event/people-metrics-and-analytics-wpm12/

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