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People analytics: Breaking myths with agility and passion | Talent Connect 2016

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Breaking Myths with Agility
and Passion
​Piyush Mathur
​SVP People Analytics
​Doug Shagam
​VP Enterprise Analytics

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I think I know

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“We are a measurement
company”
Mitch Barns
CEO
”

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People analytics: Breaking myths with agility and passion | Talent Connect 2016

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Piyush Mathur, The Nielsen Company
Douglas Shagam, The Nielsen Company

Like the tale of the shoemaker’s son, Nielsen only began to employ workforce analytics in late 2014. After a 3 percent increase in attrition in 2015, we calculated that we could avoid $5M for every point of attrition we reduced. With only a dedicated People Analytics leader, could we figure out why people were leaving and engage leaders to do something about it?

The solution: engage a passionate, diverse group of people and tell a story with your data that people can relate to, all while retaining your most at-risk associates.

The field of analytics, and in particular, People Analytics, is exploding. Who knew that one day HR + Math = Game Changer?? We'll share our journey with you, some lessons we've learned along the way, how to get started if you haven't, and what's next for Nielsen People Analytics.

Key highlights:
Answer a critical business question and estimate financial impact.
Use the data and resources that you have and keep building.
Focus on creating outcomes, not uncovering insights.

Check out the best of Talent Connect: http://bit.ly/2e5ojNe

Piyush Mathur, The Nielsen Company
Douglas Shagam, The Nielsen Company

Like the tale of the shoemaker’s son, Nielsen only began to employ workforce analytics in late 2014. After a 3 percent increase in attrition in 2015, we calculated that we could avoid $5M for every point of attrition we reduced. With only a dedicated People Analytics leader, could we figure out why people were leaving and engage leaders to do something about it?

The solution: engage a passionate, diverse group of people and tell a story with your data that people can relate to, all while retaining your most at-risk associates.

The field of analytics, and in particular, People Analytics, is exploding. Who knew that one day HR + Math = Game Changer?? We'll share our journey with you, some lessons we've learned along the way, how to get started if you haven't, and what's next for Nielsen People Analytics.

Key highlights:
Answer a critical business question and estimate financial impact.
Use the data and resources that you have and keep building.
Focus on creating outcomes, not uncovering insights.

Check out the best of Talent Connect: http://bit.ly/2e5ojNe

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People analytics: Breaking myths with agility and passion | Talent Connect 2016

  1. 1. Breaking Myths with Agility and Passion ​Piyush Mathur ​SVP People Analytics ​Doug Shagam ​VP Enterprise Analytics
  2. 2. I think I know
  3. 3. “We are a measurement company” Mitch Barns CEO ”
  4. 4. PANEL HOUSEHOLDS 6.7 BILLION STORE TRANSACTIONS EACH MONTH 34 MILLION RETAIL ITEMS 1.7 MILLION STORE VISITS EACH MONTH BUYER 250K TV ONLINE MEANINGFUL PARTNERSHIPS 1.6 TRILLION IMPRESSIONS PER YR U.S. TV VIEWERS 24X7 MONITORING OF 9,000 STATIONS AT 900 U.S. SITES 1.7 BILLION VIEWING RECORDS EACH MONTH MOBILE SURVEYS FROM 500,000+ MOBILE USERS 7 MILLION WEB EVENTS DAILY FROM MOBILE DEVICES For over 90 years, we have been at the forefront of measuring consumers around the world, helping clients drive better business decisions and profitable growth over time. We are fortunate to do this with over 44,000 associates with a presence in 107 markets.
  5. 5. Our Own Associates Our Clients’ Businesses Big Data Expertise World-class Analytics Action from Insights
  6. 6. Our people analytics journey Before 2015 Classic Story of the Shoemaker’s Son Early 2015 Early 2016 Laying the foundation First Impact on the Business Late 2016 Sharing our People Analytics story with others
  7. 7. “I’m not sure where to even begin”
  8. 8. “I’m not sure where to even begin” Make sure you are answering a critical question for your business Belief Attrition seems high Proof One US Bus. voluntary turnover is at XX%, which is higher than the company average Business Case Every point of attrition costs us $5 million
  9. 9. “Estimating financial impact is difficult”
  10. 10. “Estimating financial impact is difficult” Keep it simple when quantifying the opportunity # of associates for every 1 pt of attrition Average salary by level x Weighted based on tenure and level x Band 1-4 Band 5-6 Band 7-8 <1 year 50% 40% 25% >1 year 75% 50% 40% ex:
  11. 11. “Our data isn’t good enough to work with”
  12. 12. “Our data isn’t good enough to work with” Start with the data you have, and keep adding to the foundation Level 150 Variables Added Still improving! 20 Preliminary Variables Office Location Manager’s Rating Demos Span of Control Vacation Time Commute Time ERG Involvement NLSN Cares
  13. 13. “We need to grow our associates vertically”
  14. 14. “We need to grow our associates vertically” Growing associates laterally is also important to retain talent MORE LIKELY TO QUITLESS LIKELY TO QUIT Career Movement Performance Engagement Hiring ​Relative voluntary attrition likelihood Promoted Lateral Move 4 rating (vs. 3-rating) Manager rating (one point increase) Client Onsite location (vs. all others) No rating (not here long enough to receive rating)
  15. 15. “Our end goal is to uncover great insights”
  16. 16. “Our end goal is to uncover great insights” Focus must be on creating outcomes and driving action 109 40% ½ Project expanded to seven additional countries evaluating over 20,000 employees 8M “I like that this isn’t just a weather report, but rather a weather forecast” Vicki Gardner, SVP Digital Enablement
  17. 17. “I don’t have the resources to do People Analytics”
  18. 18. “I don’t have the resources to do People Analytics” All you need are basic tools (excel) and passionate associates
  19. 19. “I don’t have the resources to do People Analytics” All you need are basic tools (excel) and passionate associates
  20. 20. Answer a critical business question Use the data and resources that you have Tell a compelling story- and drive action! 1 2 3
  21. 21. Our people analytics journey Feb 2016 July 2016 Women in Leadership Analysis Rehire “Boomerang” Analysis October 2016 Our shoes still have some holes in them… University Recruiting Analysis Strategic Workforce Planning March 2016 May 2016
  22. 22. I think I know

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