Building a Culture of Analytics in HR
Supporting 30,000 employees worldwide, the Workforce Information team at Micron Technology Inc. has a clear vision: When someone thinks of analytics at Micron, they want that person to think of HR. For most companies today, that seems a tall order to fulfill. And with Micron’s highly technical staff of more than 10,000 engineers, it was a particularly bold aspiration. Over the past two years Micron’s Workforce Information team, working within the HR department, has made significant progress in achieving that goal. Since implementing Visier Workforce Analytics in late 2013, Micron’s Workforce Information team has rolled out self-service analytics to more than 150 HR leaders and business partners and more than 800 business-area managers globally. As a result, Micron is uncovering new workforce insights that can be used to make decisions that are closely linked to business performance. For more than 30 years, Micron’s teams of dreamers, visionaries and scientists have redefined innovation — designing and building some of the world’s most advanced memory and semiconductor technologies. Join 2014 Brandon Hall Excellence in Technology award-winner Tim Long, director of Workforce Information at Micron, as he discusses his team’s journey in enabling HR to “demand evidence and think critically.” Long will share his team’s experience: Developing global standards for workforce data. Implementing a highly scalable solution for workforce analytics on demand. Fostering a data-driven culture within HR. Leveraging workforce analytics in HR processes, such as compensation reviews.. Speaker: Tim Long - Director of Workforce Information Micron Technology INC. As the director of Workforce Information at Micron Technology Inc., Tim Long leads a team of business intelligence engineers, analysts and data scientists to create insight from workforce data. Long’s team supports Micron’s strategic commitment to data-driven decision making helping to inform people decisions with sound analytics. Long holds a bachelor’s degree in mechanical engineering from the University of Wyoming and a master’s degree in business analytics from New York University’s Stern School of Business
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Building a Culture of Analytics in HR
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- 3. #WFwebinar Sponsored By: Speaker: Tim Long Director of Workforce Information Micron technology INC. Moderator: Dave Weisbeck Chief Strategy Officer Visier Case Study: Building a Culture of Analytics in HR at Micron
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- 8. #WFwebinar Sponsored By: Dave Weisbeck Chief Strategy Officer Visier Case Study: Building a Culture of Analytics in HR at Micron
- 9. #WFwebinar Sponsored By: Tim Long Director of Workforce Informa@on Micron Technology INC. Case Study: Building a Culture of Analytics in HR at Micron
- 10. Fostering a data-‐driven culture in HR with cloud-‐based analy@cs Tim Long Director of Workforce Analy@cs and Systems Micron Technology
- 11. Automo6ve Server Mobile Personal Compu6ng IMM Storage Graphics / Consumer Networks About Micron
- 12. Boise, Idaho USA FAB1C DRAM & NAND R&D FAB1A/X R&D 1 1 3 Manassas, Virginia USA FAB6 DRAM, NAND 2 Lehi, Utah USA (IMFT) FAB2 NAND 3 2 4 Puerto Rico, USA MPR Module 5 5 6 7 8 9 10 11 12 Agrate, Italy FAB14 NOR & PCM R&D 6 7 8 Hiroshima, Japan DRAM Akita, Japan Backend 9 10 11 12 Muar, Malaysia MMY Package & Test Xian, China MXA Test & Module Singapore FAB7 DRAM FAB10 NAND FAB13 NOR MSB Packaging & Test Taiwan (Inotera) FAB 11 DRAM Taiwan DRAM 4 About Micron
- 13. Mechanical Engineering About Me 2001 SoTware Engineer 2002 HR Process and Measures 2011 2012 Workforce Analy@cs Team Forms 2013 MS Business Analy@cs
- 14. Poll -‐ What is your background? A. HR B. Technical (Engineering, IT, etc.) C. Business D. Other
- 15. MICRON’S JOURNEY
- 16. HR Finance * Not actual Micron Execu:ves.
- 17. “People are your most important asset.” -‐ Every Manager, Ever
- 18. How would you manage a $2,000,000,000 investment? * Grossly es@mated. *
- 19. Analy@cs is Where It’s At Google
- 22. How can analy@cs help HR?
- 23. Analy@cs can help HR 1. Hire beer and faster 2. Develop capabili@es 3. Mobilize talent 4. Retain top talent
- 24. Reality Goal Poll – Where are You?
- 25. Poll – Where are You?
- 26. Build a Workforce Analy@cs Strategy 1. Revise HR Strategy 2. Incen@vize 3. Ini@ate Program
- 27. 1. Revise HR Strategy FY2015 VALUE OPERATIONS EFFICIENCY ENABLERSTALENTSTRATEGY Enhance Financial Business Value Aract & Retain High Performers Develop & Engage all Team Members Deliver globally aligned and regionally op@mized solu@ons Simplify HR Processes, Systems, & Informa6on Improve HR Team & Org Capabili@es Mo@vate & Reward though Pay for Performance Drive One HR
- 28. 2. Incen@vize Mo@vate Change Align Globally Automate Data Collec@on Standardize Reports $
- 29. 3. Ini@ate a Program
- 31. Cri@cal Program Decisions 1. How are HR data and metrics defined? 2. What is your strategy for self-‐service? 3. How will you collect and stage data for analysis? 4. How will you deploy your solu@ons?
- 32. Align Data and Defini@ons
- 33. Self-‐Service Strategy 8 analysts
- 34. Workforce Systems and Analy@cs Repor@ng Workforce Informa@on Team 2011 Opera@onal Repor@ng (Spreadsheets) 100%
- 35. Self-‐Service Strategy Basic report development can take several months
- 36. Small Data can s@ll be a Big Challenge Workforce Analy@cs – Data with Feelings 8 years 200,000 workers 15 sources Back-‐da@ng Interac@ve interfaces Highly dimensionalized Security
- 37. Make this someone else’s challenge.
- 38. Workforce Analy@cs HR IS Systems Data Warehouse How will you stage your data? ?
- 39. Workforce Analy@cs HR IS Systems How will you stage your data?
- 40. Poll – Pursuing a Data Warehouse? A. Not yet decided B. Definitely no C. Yes, just star@ng D. Yes, already built
- 41. Rollout Strategy Deploy Technology Train HR Analysts Train HR Business Partners HR BPs Develop Dashboards and Slideshows BPs Train Business Users Comple@on of Training is required for system access.
- 42. EXAMPLE WORKFORCE ANALYTICS PROJECT
- 43. Do changes to base pay reflect the desire to compensate based on compe@@ve wages in the market AND individual performance in the job?
- 44. Base Pay Budgets are Generated (1000+) June Execu@ve Review September Budgets are Distributed and Applied July August Payroll is Updated Can reviews be accomplished more real-‐@me? Base Pay Review Process
- 45. June Execu@ve and Manager Real-‐ @me Preview September Budgets are Distributed and Applied July August Payroll is Updated Execu@ve Review Base Pay Preview Process Base Pay Budgets are Generated (1000+)
- 46. Cloud to Cloud Integra@on Workforce Analy@cs Compensa@on Daily Upload Cycle
- 48. How will wage changes be distributed?
- 49. Headcount by Proposed Base Pay Change % * Simulated data for illustra@on purposes only.
- 50. How will the new compensa@on profiles compare to current performance?
- 51. Proposed Compara@os by Performance Ra@ng with comparison of 2014 to 2015 * Simulated data for illustra@on purposes only. Performance Low High
- 52. 90% Of Managers Agreed Post Implementa@on Survey “The Visier Base Pay Analy:cs was a valuable resource.”
- 53. ADOPTION
- 54. Training Investments 2013 2014 2015 2012 Basic Reports Training 75 trainees Visier Scenario-‐based Training 237 trainees
- 58. Workforce Systems and Analy@cs Analy@cs Data Warehousing System Analysts Workforce Informa@on Team 2015 Strategic Ad Hoc Repor@ng 85% 15%
- 59. R! Reaching New Heights Micron 2015 2011
- 60. Ques@ons ?
- 61. 2013 Data Warehousing Begins Predic@on and Experiments 2014 2011 2015 2012 The Awakening Online Analy@cs (6 weeks) Online Repor@ng Analy@cs in HR Strategy
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