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How to Start People Analytics Practice?

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How to Start People Analytics Practice?

The majority of organizations (54%) use people analytics to improve HR effectiveness today. Organizations more frequently rely on people analytics to improve business outcomes, organizational performance and achieve labor cost savings.
People Analytics allows HR to gain a more strategic role in the organization and clearly show its impact.
Advanced organizations use data to analyze the workforce proactively, make predictions, and create and monitor comprehensive workforce plans to achieve financial success.
HR data has become an strategic priority, but it takes efforts in order to enable the usage of it.

The majority of organizations (54%) use people analytics to improve HR effectiveness today. Organizations more frequently rely on people analytics to improve business outcomes, organizational performance and achieve labor cost savings.
People Analytics allows HR to gain a more strategic role in the organization and clearly show its impact.
Advanced organizations use data to analyze the workforce proactively, make predictions, and create and monitor comprehensive workforce plans to achieve financial success.
HR data has become an strategic priority, but it takes efforts in order to enable the usage of it.

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How to Start People Analytics Practice?

  1. 1. HOW TO START PEOPLE ANALYTICS PRACTICE? MARTIN BOUDIKIANOV - 26. SEPT 2019 HR & PEOPLE ANALYTICS, SOFIA
  2. 2. ABOUT Martin Boudikianov Delivering Digital HR with SuccessFactors and SAP Cloud Platform linkedin.com/in/martinboudikianov 2
  3. 3. A HR PRACTICE ENABLED BY INFORMATION TECHNOLOGY THAT USES DESCRIPTIVE, VISUAL, AND STATISTICAL ANALYSES OF DATA RELATED TO HR PROCESSES, HUMAN CAPITAL, ORGANIZATIONAL PERFORMANCE, AND EXTERNAL ECONOMIC BENCHMARKS TO ESTABLISH BUSINESS IMPACT AND ENABLE DATA-DRIVEN DECISION-MAKING. (1)
  4. 4. WHERE ARE WE KNOW? WHAT DO WE WANT TO ACHIEVE EFFICIENCY VS. EFFECTIVENESS
  5. 5. WHERE ARE WE KNOW? WHAT DO WE WANT TO ACHIEVE ANALYTICAL MATURITY Descriptive Predictive Prescriptive
  6. 6. START WHERE YOU ARE. USE WHAT YOU HAVE. DO WHAT YOU CAN. Arthur Ashe
  7. 7. MOTIVATION PITCHING KEY STAKEHOLDERS ▸ What do we want to achieve and why it is important for the organization and its stakeholders/employees: ▸ The majority of organizations (54%) use people analytics to improve HR effectiveness today. Organizations more frequently rely on people analytics to improve business outcomes, organizational performance and achieve labor cost savings. (3) ▸ People Analytics allows HR to gain a more strategic role in the organization and clearly show its impact. ▸ Advanced organizations use data to analyze the workforce proactively, make predictions, and create and monitor comprehensive workforce plans to achieve financial success. (3) ▸ HR data has become an strategic priority, but it takes efforts in order to enable the usage of it.
  8. 8. THE SUPERHEROES THE TEAM Domain Knowledge Communication & Story Telling Management Critical Thinking Data Exploration Business Intelligence Visualisation Model Assessment Statistical Modeling Machine Learning NLP Programming Math Data Architecture Big Data Infrastructure & Storage Database Administration Data Extraction Data Transformation DATA TRANSLATOR DATA SCIENTISTDATA ENGINEER
  9. 9. THE ABCD DATA QUALITY FRAMEWORK DATA QUALITY Accuracy Breadth Consistency Depth Information is factually correct. Information is comprehensive and representative. Information conforms to its defined format and has no gaps. Information is sufficiently granular Source: Gartner
  10. 10. HOW TO AUDIT YOUR TALENT DATA QUALITY DATA QUALITY Gather Talent Data Stakeholder Identify Where Data Quality Causes Frictions Align Data Quality Issues to ABCD Framework Weigh Business Impact List talent objectives and strategies dependent on data. Brainstorm where poor data quality prevents ideal talent analytics output. Map quality issues to their appropriate ABCD category. Segment quality issues by their impact on the business. Source: Gartner
  11. 11. LOGISTICS DATA LOGISTICS ▸ System Integrations - connecting the different sources with target systems. ▸ Storage, Usage and Retention - based on volumes, velocity and sensitivity (security). ▸ Data Provenance - process framework for defining the data entities, actors and available activities. ▸ GDPR compliance.
  12. 12. THE AGE OF PEOPLE ANALYTICS DEEPER INSIGHTS (3) ▸ People analytics maturity requires an organizational-wide effort. ▸ A culture of change/innovation management is essential for organizations to achieve the highest possible value from their efforts to create a data-driven culture and drive enhanced business outcomes. ▸ Organizations that adopt more solutions, use more data sources, embrace more analytics topics, encourage a broader scope of users and use leading change management practices achieved improved financial performance.
  13. 13. DATA HAS A BETTER IDEA THE PROCESS OF ANALYTICS 3. COLLECT AND OBTAIN DATA 4. EXPLORE DATA 1. DEFINE BUSINESS OBJECTIVE 2. TRANSLATE BUSINESS OBJECTIVE TO A DATA PROJECT 5. TRANSFORM AND CLEAN DATA 6. CONDUCT DATA ANALYSIS 7. TRANSLATE DATA INSIGHTS INTO ACTION 8. ASSESS OUTCOMES
  14. 14. DATA HAS A BETTER IDEA WHERE ANALYTICS SHOULD NOT BE USED ▸ When trying something novel (historical data is not available). ▸ If the salient event is rare (models can't be trained sufficiently). ▸ When trying to confirm what one already believes (typical pitfall).
  15. 15. DEMO TRAINING AN ALGORITHM FOR PREDICTING EXPECTED INCOME
  16. 16. DATA HAS A BETTER IDEA EXAMPLES OF QUESTIONS THAT CAN BE ANSWERED (2)
  17. 17. "IT IS NOT ENOUGH TO STARE UP THE STEPS - WE MUST STEP UP THE STAIRS." THANK YOU!
  18. 18. CREDITS ▸ (1) Janet H. Marler & John W. Boudreau (2017) An evidence-based review of HR Analytics, The International Journal of Human Resource Management, 28:1, 3-26, DOI: 10.1080/09585192.2016.1244699 ▸ (2) SAP SE ▸ (3) https://hello.visier.com/resources_research-reports_age-of- people-analytics.html ▸ Pictures: Mika Baumaister, Jukan Tateisi, Frank Chamaki, Stephen Dawson ▸ BUx MOOC - https://www.edx.org/school/bux

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