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Using performance
management data to drive
strategic decisions and
company performance
CIPD HR Software Show
June 2013
Mar...
Today we will…
• Step back & understand the enormity of data
• Put it into an HR and performance context
• Give you some i...
Data…we are bombarded by it
Data
Emails
Search
Social
Media
A staggering 204
million emails are sent,
two million Google
s...
This provides opportunity
• By understanding broader business requirements and
asking the right questions, HR teams can st...
I don’t mean this…. (we can’t predict the future!)
Building the picture
• Typical sources of HR data:
Human Resource
Information Systems (HRIS)
– standard HR or employee
det...
Simple Performance Management analysis
• Typical examples of traditional performance
management analysis:
– Understanding ...
Examples of performance data analysis
0
10
20
30
40
50
60
70
0%
5%
10%
15%
20%
25%
30%
35%
40%
Wow Great Good Nearly There...
Look at other Corporate data
• But what happens when you also combine HR data with
other sources of corporate data?
Financ...
Combining data will help you understand
• How engaged your high performers are > Link between PM & employee
engagement dat...
Example of combined data analysis
£0
£200
£400
£600
£800
£1,000
£1,200
0
10
20
30
40
50
60
70
Wow Great Good Nearly There ...
Don’t be surprised by what you find
Recent research from Leadership IQ has discovered that
in 42% of organisations, low pe...
Managing your performance data
• You will need a performance
system!
• Your system will need to be able
to export raw data...
So what?
• There is no question that HR will start to
advocate analytics in the coming years. Just as
marketing, finance, ...
But are you ready?
• Research by Deloitte shows that only 6% of HR
departments believe they are "excellent" in
analytics a...
For more information, contact
Marc Bishop | marc@plusHR.com
Stuart Hearn | stuart@plusHR.com
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Using Performance Management Data to drive strategic decisions and company performance

‘Using Performance Management Data to drive strategic decisions and company performance’

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Using Performance Management Data to drive strategic decisions and company performance

  1. 1. Using performance management data to drive strategic decisions and company performance CIPD HR Software Show June 2013 Marc Bishop & Stuart Hearn
  2. 2. Today we will… • Step back & understand the enormity of data • Put it into an HR and performance context • Give you some insight with regard to how other companies use data • Look at how to store your performance data
  3. 3. Data…we are bombarded by it Data Emails Search Social Media A staggering 204 million emails are sent, two million Google searches made and 100,000 tweets are posted, every minute of every day across the globe.
  4. 4. This provides opportunity • By understanding broader business requirements and asking the right questions, HR teams can start to collect data that can show the impact of people policies and investment on the business. • And by analysing data appropriately HR will be able to predict future people needs and design and develop the right interventions before there is a problem.
  5. 5. I don’t mean this…. (we can’t predict the future!)
  6. 6. Building the picture • Typical sources of HR data: Human Resource Information Systems (HRIS) – standard HR or employee details such as age, gender, job, function. Reward data - base salary, bonus/commission earned. Performance and talent information – performance and potential rating, objectives set and achieved, behavioural and competency measurement.
  7. 7. Simple Performance Management analysis • Typical examples of traditional performance management analysis: – Understanding the distribution of high & poor performers – Establishing links between PM & Reward, for example what % of the bonus pool or pay bill do your highest performers receive? – Some organisations may try to understand if a specific gender, age group or ethnic background perform differently • All of this is achievable by linking typical HR data sources and analysing them to provide insight
  8. 8. Examples of performance data analysis 0 10 20 30 40 50 60 70 0% 5% 10% 15% 20% 25% 30% 35% 40% Wow Great Good Nearly There Poor NoofEmployees %ofTotalRewardSpend Employee Rating Distribution Vs. Reward Spend Reward Spend Employee Count
  9. 9. Look at other Corporate data • But what happens when you also combine HR data with other sources of corporate data? Finance, Sales & CRM Employee Engagement Survey Social MediaCustomer Survey
  10. 10. Combining data will help you understand • How engaged your high performers are > Link between PM & employee engagement data • Whether line managers’ perception of high performance correlates with that of your customers > Link between PM & customer satisfaction data • Are your departments with the highest performance ratings those delivering the most bottom line profit? > Link between PM and finance / sales data • Will the analysis of candidate response patterns and job board performance help me understand which job boards yield the best performing candidates? > Link between job board performance & new employee PM data • How well networked are your high performers & does the network sustain high performance? > Link between PM data & social media data
  11. 11. Example of combined data analysis £0 £200 £400 £600 £800 £1,000 £1,200 0 10 20 30 40 50 60 70 Wow Great Good Nearly There Poor Sales-£ NoofEmployees Employee Ratings Vs. Sales Achievement Sales -£ per person Employee Count
  12. 12. Don’t be surprised by what you find Recent research from Leadership IQ has discovered that in 42% of organisations, low performers are actually more engaged than high performers. It seems bizarre to believe that your least productive performers are the most engaged!
  13. 13. Managing your performance data • You will need a performance system! • Your system will need to be able to export raw data into CSV/Excel • Hold relevant HR data within your performance system: – Organisation units – Demographic data • Ensure a simple and robust link from your HR to your performance system
  14. 14. So what? • There is no question that HR will start to advocate analytics in the coming years. Just as marketing, finance, and supply chain functions now rely heavily on analytics, so will HR. • It will become an invaluable source of insight which will continue you to support the business and add value.
  15. 15. But are you ready? • Research by Deloitte shows that only 6% of HR departments believe they are "excellent" in analytics and more than 60% feel they are poor or behind. • So that’s the challenge! • And don’t forget.. ‘correlation does not imply causation.’
  16. 16. For more information, contact Marc Bishop | marc@plusHR.com Stuart Hearn | stuart@plusHR.com

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