What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
Inspirational approaches to HR data to drive better management and decision-making. On Friday 23 September 2016 we hosted a morning seminar for senior HR managers and executives on how to create business impact through HR & People analytics.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
This presentation highlights the required steps for HR Departments to transition themselves into a formidable HR Analytics Team. It will show how to apply HR Analytics to a departmental case as well as the required skill sets for your HR Team to acquire in order to become savvy analytics professionals. #hranalytics #humanresources
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
Inspirational approaches to HR data to drive better management and decision-making. On Friday 23 September 2016 we hosted a morning seminar for senior HR managers and executives on how to create business impact through HR & People analytics.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
This presentation highlights the required steps for HR Departments to transition themselves into a formidable HR Analytics Team. It will show how to apply HR Analytics to a departmental case as well as the required skill sets for your HR Team to acquire in order to become savvy analytics professionals. #hranalytics #humanresources
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
HR Analytics: New approaches, higher returns on human capital investmentShanmukha S. Potti
As global economic and political conditions continue to concern business leaders, their attention turns to the various levers that can foster success in uncertain times by looking for competitive insights to the massive data they can now capture. But to date, HR departments have lagged behind the efforts of Marketing, IT, CRM and other functions. The purpose of this paper is to show how business function leaders can start mining data to measure and improve HR's contributions to business performance.
Talent Mapping - Intelligence Supporting your recruitment planResearchEurope
As talent acquisition and management become more strategic and less reactive, companies increasingly seek intelligence to inform their decisions around recruitment and talent planning. Talent Mapping can provide valuable information on the ‘landscape’ of available talent ahead of any recruitment activity and is an important first stage in any meaningful talent pipeline programme.
Join us on this 30 minute webinar to learn:
- Why & when use Talent Mapping
- Using mapping for strategic talent planning/ pipelining
- It’s not just about people, what else can you use it for
- Not everyone’s on LinkedIn, so how do you find them?
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Human Resource Metrics Powerpoint Presentation SlidesSlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics Powerpoint Presentation Slides. Your team will take over from there. https://bit.ly/3gR1YAT
Big Data, Business Intelligence, HR Analytics - How they are related?Shojibul Alam Shojib
Big data, business intelligence, and HR analytics are three buzzwords that are frequently talked about. Do you really know what they mean? And what added value does big data and business intelligence bring to the field of HR?
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/3jrgTCu
To see the full webinar visit: https://www.analyticsinhr.com/hr-analytics-webinars/.
The Introduction to HR Analytics Webinar.
Analytics in HR is the leading blog about HR analytics. These slides are part of a webinar, which can watch at https://www.analyticsinhr.com/hr-analytics-webinars/
HR Matrics – Defining metrics, Demographics, data sources and requirements, Types of data, tying data sets together, Difficulties in obtaining data, ethics of measurement and evaluation. Human capital analytics continuum.
People Analytics: State of the Market - Top Ten ListJosh Bersin
What are the "Top Ten" trends in People Analytics? This presentation reviews the research and discusses how you should prepare for this exciting and fast growing but emerging market.
Ibm smarter workforce Unlock the people equation using workforce analytics to...Pauline Mura
Enabling the workforce to drive the business
IBM Talent and Change services and Smarter Workforce
solutions combine market-leading talent management
and social collaboration tools with the power of workforce
science and advanced analytics. They enable
organizations to attract, engage and grow topperforming
talent, create an engaging social and
collaborative culture, and connect the right people to get
work done. We help organizations build an impassioned
and engaged workforce and deeper client relationships
leading to measurable business outcomes.
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
HR Analytics: New approaches, higher returns on human capital investmentShanmukha S. Potti
As global economic and political conditions continue to concern business leaders, their attention turns to the various levers that can foster success in uncertain times by looking for competitive insights to the massive data they can now capture. But to date, HR departments have lagged behind the efforts of Marketing, IT, CRM and other functions. The purpose of this paper is to show how business function leaders can start mining data to measure and improve HR's contributions to business performance.
Talent Mapping - Intelligence Supporting your recruitment planResearchEurope
As talent acquisition and management become more strategic and less reactive, companies increasingly seek intelligence to inform their decisions around recruitment and talent planning. Talent Mapping can provide valuable information on the ‘landscape’ of available talent ahead of any recruitment activity and is an important first stage in any meaningful talent pipeline programme.
Join us on this 30 minute webinar to learn:
- Why & when use Talent Mapping
- Using mapping for strategic talent planning/ pipelining
- It’s not just about people, what else can you use it for
- Not everyone’s on LinkedIn, so how do you find them?
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Human Resource Metrics Powerpoint Presentation SlidesSlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics Powerpoint Presentation Slides. Your team will take over from there. https://bit.ly/3gR1YAT
Big Data, Business Intelligence, HR Analytics - How they are related?Shojibul Alam Shojib
Big data, business intelligence, and HR analytics are three buzzwords that are frequently talked about. Do you really know what they mean? And what added value does big data and business intelligence bring to the field of HR?
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/3jrgTCu
To see the full webinar visit: https://www.analyticsinhr.com/hr-analytics-webinars/.
The Introduction to HR Analytics Webinar.
Analytics in HR is the leading blog about HR analytics. These slides are part of a webinar, which can watch at https://www.analyticsinhr.com/hr-analytics-webinars/
HR Matrics – Defining metrics, Demographics, data sources and requirements, Types of data, tying data sets together, Difficulties in obtaining data, ethics of measurement and evaluation. Human capital analytics continuum.
People Analytics: State of the Market - Top Ten ListJosh Bersin
What are the "Top Ten" trends in People Analytics? This presentation reviews the research and discusses how you should prepare for this exciting and fast growing but emerging market.
Ibm smarter workforce Unlock the people equation using workforce analytics to...Pauline Mura
Enabling the workforce to drive the business
IBM Talent and Change services and Smarter Workforce
solutions combine market-leading talent management
and social collaboration tools with the power of workforce
science and advanced analytics. They enable
organizations to attract, engage and grow topperforming
talent, create an engaging social and
collaborative culture, and connect the right people to get
work done. We help organizations build an impassioned
and engaged workforce and deeper client relationships
leading to measurable business outcomes.
Marketing & SalesBig Data, Analytics, and the Future of .docxalfredacavx97
Marketing & Sales
Big Data, Analytics,
and the Future of
Marketing & Sales
March 2015
3McKinseyonMarketingandSales.com @McK_MktgSales
Table of contents
Business
Opportunities
Insight and
action
How to get
organized and
get started
8 Getting big impact from big
data
16 Big Data & advanced
analytics: Success stories
from the front lines
20 Use Big Data to find
new micromarkets
24 Smart analytics: How
marketing drives short-term
and long-term growth
30 Putting Big Data and
advanced analytics to work
34 Know your customers
wherever they are
38 Using marketing analytics to
drive superior growth
48 How leading retailers turn
insights into profits
56 Five steps to squeeze more
ROI from your marketing
60 Using Big Data to make
better pricing decisions
60 Marketing’s age of relevance 72 Gilt Groupe: Using Big Data,
mobile, and social media to
reinvent shopping
76 Under the retail microscope:
Seeing your customers for
the first time
80 Name your price: The power
of Big Data and analytics
84 Getting beyond the buzz: Is
your social media working?
90 How to get the most from big
data
94 Five Roles You Need on Your
Big Data Team
98 Want big data sales programs
to work? Get emotional
102 Get started with Big Data:
Tie strategy to performance
106 What you need to make Big
Data work: The pencil
110 Need for speed: Algorithmic
marketing and customer
data overload
114 Simplify Big Data – or it’ll be
useless for sales
54 McKinseyonMarketingandSales.com @McK_MktgSales
Introduction
Big Data is the biggest hame-changing opportunity for marketing and sales
since the Internet went mainstream almost 20 years ago. The data big bang
has unleashed torrents of terabytes about everything from customer behaviors
to weather patterns to demographic consumer shifts in emerging markets.
The companies who are successful in turning data into above-market growth
will excel at three things:
ƒ Using analytics to identify valuable business opportunities from the data to
drive decisions and improve marketing return on investment (MROI)
ƒ Turning those insights into well-designed products and offers that delight
customers
ƒ Delivering those products and offers effectively to the marketplace.
This goldmine of data represents a pivot-point moment for marketing and
sales leaders. Companies that inject big data and analytics into their operation
show productivity rates and profitability that are 5 percent to 6 percent hight
than those of their peers. That’s an advantage no company can afford to
gnome.
This compendium explores the business opportunities, company examples,
and organizational implications of Big Data and advanced analytics. We hope
it provokes good and useful conversations.
Please contact us with your reactions and thoughts.
David Court
Director
David headed McKinsey’s
functional practices, and
currently leads the firm’s digital
in.
Welcome to the Chief Analytics Officer Forum Europe
On 7th – 9th March 2016, over 80 Chief Analytics Officers and senior analytics leaders met in London for intimate, top-level discussions; dissecting the role of the CAO, exploring innovative case studies and addressing mutual cross-industry challenges. To learn more, visit http://www.caoforumeurope.com/
This event is organised by http://coriniumintelligence.com/
58 Quotes, Facts, Benchmarks, and Best Practices on People and AnalyticsHarrison Withers
For the last 18 months, the consulting team at Media 1 has read tens of thousands of pages of research, presentations, and white papers on analytics as it relates to people and performance. When we came across especially interesting content, we added it to a master list of resources. The following 58 Quotes, Facts, Benchmarks, and Best Practices on People and Analytics where curated from that list in the hopes that people will use them in support of creating great places to work.
Enabling Success With Big Data - Driven Talent AcquisitionDavid Bernstein
Adopting an evidence-based recruitment marketing strategy is not just reserved for large employers. In fact, a targeted sourcing strategy can in some ways have a greater impact on small and mid-size businesses who need to allocate already-limited resources to the areas that will provide the most value. Ultimately, hiring the right candidate means profitability for your business. How can talent acquisition professionals gain the insights their organizations need to make better-informed decisions about their recruitment marketing efforts?
5 Best Practices Used By Einstein Analytics' Best CustomersHyoun Park
Amalgam Insights recently evaluated customers of Einstein Analytics that achieved high financial ROI within a three year period to see how they prepared and deployed sales analytics. Based on their experiences, we’ve put together this webinar to provide sales teams across all departments the insights necessary for maximizing the ROI from Einstein Analytics.
Big Data = Big Headache? Using People Analytics to Fuel ROItalent.imperative
• Interpret trend information to understand the business case for Big Data in HR.
• Examine your fears and assumptions about Big Data.
• Learn from best practice case studies how to demonstrate HR’s contributions to ROI.
• Understand how to engage key stakeholders as part of your organization’s people analytics journey.
Why Sales and Marketing Specialists will become Big Data ScientistsCindyGordon
Dr. Cindy Gordon's presentation on Big Data and Predictive Analytics at the Sales & Marketing Middle East Conference May19-20 Abu Dhabi. Dr Gordon's presentation "Why Sales and Marketing Specialists will become Big Data Scientists" highlights the trends and skills needed in this era of accelerating volumes of data, along with predictive and prescriptive analytics that will help make sense of it all
In the recent past, we have learnt that data is the lifeline of any business and it is really important to collect data, more and more of it. But no one is telling us what to do with large volumes of data.
Shailendra has successfully delivered over One Billion Dollars in incremental value and will spend 30 minutes in showcasing how many large organisations are using data to their advantage by creating value through generating incremental revenue and optimising costs using analytics techniques.
Key Takeaways:
(i) Demystify the myths of analytics
(ii) Walkthrough a step-by-step approach to delivering successful projects that created an incremental value of hundreds and millions of dollars.
(iii) Three use cases where large organisations are using analytics to their advantage by creating value by generating incremental revenue and optimising costs.
How the Analytics Translator can make your organisation more AI drivenSteven Nooijen
Today, about 80% of companies considers data as an essential part of their strategy. However, although most of these companies are taking models into production, they still have trouble turning their data and insights into valuable AI solutions. With businesses heavily invested in data and AI, what is it that actually makes the difference for being successful with AI?
In this talk, I will argue that the extent to which AI is embedded in the organisation is crucial to success. Furthermore, I will show why the Analytics Translator is the designated person to drive AI adoption by the business and what his or her tasks should look like. The insights shared come from our own experience as consultants as well as interviews with top Dutch enterprises about their AI maturity.
AI Maturity Levels and the Analytics TranslatorGoDataDriven
Buzzwords like Big Data, Cloud, and AI have been out there now for a couple of years. But today, businesses have a clear focus on the application of data use cases and the challenges around that such as metadata management, governance, security, and maintainability in general. Everybody seems to have some version of a data lake and wants to consolidate it into something (more) useful, or move from an on-premise version to the cloud. There is a general need to streamline current practices while also attempting to give multiple segments of users (data scientists, analysts, marketeers, business people, and HR) access in a way that is tailored to their needs and skills. In other words: businesses today are heavily invested in data and AI, but many have a hard time knowing how to mature it to the next level.
This is exactly where a "maturity model" comes into play. The goal of a maturity model is to help businesses in understanding their current and target competencies. This helps organisations in defining a roadmap for improving their competency. A maturity model is therefore one way of structuring progression, whether the company already embraces data science as a core competency, or, if it is just getting started.
In this presentation on maturity models, we answer the following questions:
1. What exactly is a maturity model and why would you need it? We address this by sharing GoDataDriven's maturity model and describing the different phases we have identified based on our experience in the field.
2. How can you use a maturity model to advance your organisation? Having a maturity model alone is not enough, in order for it to be valuable you need to act upon it. This paper provides concrete examples on how to do act based on practical stories and experiences from our clients and ourselves.
Way before anyone began using the term BIG to describe data, Human Resources professionals had been using HR Metrics. So why is Big Data such a Big Deal? In this session, we will discuss HR Metrics, Big Data and HR Analytics.
We’ll uncover the real reasons you really need HR Analytics and dissect a few myths that could be holding you back from making the shift. We will then take a tactical approach diving into some practical tips and best practices on how you can get your organization up and running with HR analytics.
A storytelling session, exemplified through data, will cover everything from a talent strategy overhaul, to implementing emerging technologies, and how to tenaciously keep shaking things up - even when things don't go as planned.
Practical tips to start using predictive HR analytics in your organization.
Creating a distinction between HR Metrics, Big Data and Analytics.
Big Data progression and how this can affect your department.
What is People Analytics - PPT | SplashHRSwati Gupta
People Analytics is a process in which the company’s data is transformed into insights. People analytics, also known as HR or talent analytics, uses analysis to help decision-makers interpret business and people data to improve the impact on business goal – and assess human resources initiatives’ effectiveness.
Strategic Workforce Planning: The Key to Organisational SuccessThe HR Observer
Do you know the DNA of your workforce? Even if you do, how does it sync with your organisation’s core business strategy? Knowing the DNA of your workforce and syncing that info with your business strategy is the key to high performing companies. Strategic Workforce Planning helps organisations understand the talent required to deliver their strategy. Without it, you will be paying a significant cost. Ron talks about how to integrate this proven technique into your business process.
Ron Thomas, Chief Executive Officer – Gulf, Great Place to Work
9 Tips for Creating an Excellent PowerPoint Presentation Workforce Group
To create an exceptional PowerPoint presentation, you need to have design skills, technical literacy, and a good sense of creativity. These 9 tips should help you prepare for your next presentation.
If the focus of corporate strategy is to create a sustained competitive advantage, then the focus of HR is to maximize its contribution to that advantage through its architecture.
This presentation explains how human resources managers can make the maximum contribution toward establishing value for your company and its shareholders.
How to maximise your elearning investment 2.0Workforce Group
A priceless exposition on how to get the best from your elearning investments. A must learning/training managers, HR Managers, CEOs and aspiring managers.
2. www.workforcegroup.com
• Welcome to the Master Class on HR
Analytics.
• Analytics has become one of the most
important topics in the business world
today simple because of it Value Creation
and Game Changing potential.
• When Analytics is done right, the benefits
are huge and unquantifiable.
4. www.workforcegroup.com
An angry man walks into a mall demanding to see the manager and shouting “my
daughter is still in high school, and you’re sending her coupons for baby clothes and
cribs? Are you trying to encourage her to get pregnant?
The manager didn’t have any idea what the man was talking about but apologized
when he confirmed it.
Few days later, the manager called the man to apologise again.
This time, the girl’s father says “It turns out there’s been some activities in my house I
haven’t been completely aware of. She’s due inAugust. I owe you an apology.”
How did the company know the girl was pregnant long before the father found out?
Story – Retail Company
5. www.workforcegroup.com
• By leveraging its extensive customer data, it was able to build
models that can profile and identify potential high value
customers. Some of the criteria include;
• Frequency of Call within the first 2 weeks
• Duration of calls
• Type of Phone
• User’s Residence
• User’s network of influence
• The company believes it can now identify within 2 weeks of
purchasing a line, customers that have potential to become key
accounts with accuracy level above 95%.
Story -Telecoms Company
A Telecoms company started
looking for indicators that could
help with the identification of
potential High Net Worth
Customers as early as 2 weeks
after line activation as well as
predict customer loyalty
6. www.workforcegroup.com
The importance of Analytics lies in the area of helping organization gain hard-
to-duplicate competitive advantages.
Every function in an organization has the potential to create value through
analytics including the Human Resource Function.
Why Are We Here?
7. www.workforcegroup.com
Right now, 86% of companies report no analytics capability in the HR function,
compared to 81% of companies that utilize analytics in finance, 77% in
operations, 58% in sales, and 56% in marketing.
….But HR is not coming to the Party!
AnalyticsCapability
Finance Operations Sales Marketing HR Functions
8. www.workforcegroup.com
This is just not good enough and the HR Profession has to do a lot
more to help the business mine the diamonds of insights available
through HR data.
As HR Professionals, we need to be more data-driven and practice
Evidence-based HR.
We need to reduce or eliminate completely our tendencies to assume
and arrive at conclusions without data to back up our claims.
Why Are We Here?
9. www.workforcegroup.com
There are two primary approaches to making decisions;
Why Are We Here?
Opinion/
Perception-based
Decision Making
Evidenced-based
Decision Making
VS
10. www.workforcegroup.com
• Three critical questions for our profession:
What are the most
important activities HR
Functions should Engage
in?
How should the success
of HR functions be
measured ?
HR Doables HR Measurables/Metrics
What are the most
important results
/outcomes that HR
function should deliver?
HR Deliverables
We can’t answer these questions effectively without
Analytics.
Why Are We Here?
11. www.workforcegroup.com
11
Help us become more
data driven in our
actions and decisions
and embrace
evidence-based HRM
Develop the required
capability to guide
our organisation in
using Meaningful
Analytics to enable
better decisions and
performance
Focus on practical
uses, real world
examples and
outcomes, not
abstract or
conceptual
treatments of HR
analytics
Aim of the Session…
12. www.workforcegroup.com
12
ANALYTICS – DEFINITIONS, INSIGHT SOURCES, DATA & BIG DATA1
HR ANALYTICS – IMPLEMENTATION3
HR ANALYTICS –WHAT,WHYANDWHO2
Session Outline
HR ANALYTICS – PUTTING IT ALLTOGETHER4
14. www.workforcegroup.com
14 So what is Analytics?
The goal of analytics is to gain insight
from data which can be used to make
improvements or changes to
businesses.
Analytics is defined as the scientific process
of transforming data into insight
for making better decisions
15. www.workforcegroup.com
Analytics & Insight
Context Customers Questions Models/Frameworks
There are four primary sources of insight:
Nothing is more terrible than activity without
insight.
Thomas Carlyle
16. www.workforcegroup.com
1. How will we grow our business?
2. What are the key drivers of our Success/Performance?
3. What culture and capabilities are essential to grow our business?
4. What obstacles do we face and how will we overcome them?
5. How can we accelerate our progress?
6. How do we build predictability into our business model?
7. What metrics measure our success?
8. What can we learn from our past that can help create the future we
want?
16
ANALYTICS HELP PROVIDE ANSWERSTO KEY QUESTIONS
Questions
17. www.workforcegroup.com
17 Analytics Framework – 4I
INFORMATION
What is going on?
INSIGHT
What does it mean?
IMPACT
What difference can we
make?
INTERVENTION
What can we do with
it?
ANALYTICS
MODEL
ANALYTICS
MODEL
22. www.workforcegroup.com
22 Types of Data
Structured data
1
Data that resides in a fixed field
within a record or file.
E.g. Spread sheets and
relational databases.
Unstructured data
2
Data that does not have a pre-
defined data model or is not
organised in a pre-defined manner.
E.g. Untagged data and data from
sensors.
24. www.workforcegroup.com
24
Big data is the term applied to the fast moving large volume of information
available in the digital era.
This includes a massive volume of both structured and
unstructured data from:
Post to social
media sites
Internet chatter
Worldwide, about 2.5 quintillion (1018) bytes of
data is created every 24 hours
Source: SSL IT Solutions
Digital pictures
and videos
Device-
derived data
Purchase transactional
records, and many
more
Cell phone GPS
signals
What is Big Data?
28. www.workforcegroup.com
28 What is HR Analytics?
It is the process of transforming Workforce and
Human Resources Function data into insight for
making better people and business decision.
Human resources analytics is a process that
provides organisations detailed insights into
HR programmes and workforce performance.
29. www.workforcegroup.com
29
Organisations have lots of data elements about their employees.
This data can be correlated and matched to many different types of business data to help
companies understand profiles and behaviours which create high performance.
Job history CompensationPerformance data
Demographic data
Mobility
TrainingAssessment
What is HR Analytics?
30. www.workforcegroup.com
Success of your HR Analytics is determined by the quality of your
Questions
Are your people better than those of
your competitors in your critical
roles/functions?
Which segment of yourWorkforce is the
most critical to the success of your
business?
Where do your best employees
come from?Which company?
Which University?What Industry?
Are your people better than they were
last year? And the year before?
Are employees in that segment highly
engaged or disengaged?
31. www.workforcegroup.com
31 Why HR Analytics?
Increase retention levels
and attract excellent talent
Predict the impact of
policies and administration
on employee performance
Adapt to changing external and
internal needs
Determine key factors that
drive employee productivity
Many organisations have high quality HR data but still struggle to use it
effectively to predict workforce trends, minimise risks and maximise returns.
HR Analytics will help organisations to:
Identify leadership or talent
gap
Identify what talent factors are
needed to drive higher levels
of customer satisfaction and
retention
32. www.workforcegroup.com
32
24% higher net
operating income
8% higher sales growth
Source: Oracle – HR Analytics Impact on Organisations
58% higher sales per
employee
Oracle compared the performance of organisations that have implemented the HR
Analytics model to companies that have not and it was discovered that there was a:
Why HR Analytics?
33. www.workforcegroup.com
33 Analytics Maturity Model – Where are you in the Journey?
Basic Reporting
(Data)
180 staff resigned
from the company
last month
Advance
Reporting
(Interpretation)
Attrition rate
increased by 8%
over the last year
Analytics
(Insight )
5% of staff that
resigned are in
critical roles
Predictive
Analytics
(Foresight)
Attrition rate will
increase by 10% over
the next 2 years at
current incentive rate
34. www.workforcegroup.com
34 Analytics Maturity Model – Where are you in the Journey?
Basic Reporting
Reactive, Operational Reporting of Efficiency & Compliance Measures •
Focus on Data Accuracy, Consistency,Timeliness
Advanced Reporting
Proactive, Operational Reporting for Benchmarking & Decision-Making •
Multidimensional Analysis & Dashboards
Analytics
Statistical Modeling and Root Cause Analysis to Solve Business Problems •
Proactive in Identifying Issues & Actionable Solutions
Advanced/Predictive Analytics
Development of Predictive Models • Scenario Planning •
Risk Analysis & Mitigation • Integration with Strategic Planning
4%
10%
30%
56%
86% of organisations
surveyed are focused
on reporting
In a recent survey done by “Bersin by Deloitte” on Organisations, it was discovered that:
10% of the organisations were
focused on Analytics
4% of the organisations were
focused on Advanced/
Predictive Analytics
35. www.workforcegroup.com
35 Poll – Where AreYou?
Basic Reporting
Reactive, Operational Reporting of Efficiency & Compliance Measures •
Focus on Data Accuracy, Consistency,Timeliness
Advanced Reporting
Proactive, Operational Reporting for Benchmarking & Decision-Making •
Multidimensional Analysis & Dashboards
Analytics
Statistical Modeling and Root Cause Analysis to Solve Business Problems •
Proactive in Identifying Issues & Actionable Solutions
Advanced /Predictive Analytics
Development of Predictive Models • Scenario Planning •
Risk Analysis & Mitigation • Integration with Strategic Planning
Level 1
Level 2
Level 3
Level 4
37. www.workforcegroup.com
Analytics Success…. Always start with a Great Question
Data-‐Driven Sourcing
• Sources engineering talent at Waterloo University (Toronto)
• Virtuous cycle of investment and payoff.
38. www.workforcegroup.com
Analytics Success…. Always start with a Great Question
Minimum Work Experience
• Guinness discovered that Graduate
Trainees hired with less than 2 years work
experience go on to be more successful in
the organization when compared to those
with more years of work experience
The Value of Networks
• IBM found that employees who
enjoyed a larger professional
network had increased productivity.
39. www.workforcegroup.com
39
Almost all Google's people/talent decisions are backed by data and analytics.
Their Project Oxygen analysed their internal
data to quantify what effective managers do
and they discovered that essentially effective
managers have eight key behaviours.
They developed a management training program
that incorporated these eight behaviours which
led to positively better manager quality.
Analytics Success…. Always start with a Great Question
40. www.workforcegroup.com
Be a good coach
Empower the team and
do not micromanage
Express
interest/concern for
team member’s success
and personal well-being
Be productive and
results-oriented
“He caters to your skillset
and personality with his
guidance and feedback
and pushes you to grow
while still make you feel
strongly supported.”
“I like the trust my manager
gives me and my team…
There is no micro-
managing…Yet we know
that he is there to answer
our questions/guide us if
need be.”
“He is incredibly authentic,
credible, and caring, and
manages to do a brilliant job
ensuring our team members
achieve their goals, while
ensuring everyone on the
team also feels valuable.”
“He is relentless in removing
obstacles on the team. He
created a concept called
“RUSH”, where any decision
that needs to get made,
gets made quickly.
Meetings begin on time and
end on time, always.”
The Oxygen Eight Behaviours for Great Managers
…and how Googlers explain them
41. www.workforcegroup.com
The Oxygen Eight Behaviours for Great Managers
Be a good
communicator
Help with career
development
Have a vision
Use your technical skills
to advise
“My manager encourages an
extremely open dialogue
that permits us to share
issues and concerns that, in
most organisations, would
be concealed.”
“I tell them career
development isn’t about just
being promoted, it’s about
growing, acquiring, sharing
expertise.”
“Her team is the only team
I’ve been on at Google in
which we’ve taken the time to
collaboratively create a vision,
and then to share and act on
that vision with relevant
teams. I felt part of an
important effort.”
“He has deep knowledge of
our infrastructure. He is a
hands-on-guy and willing to
roll up his sleeves and get to
the bottom of the problem.”
…and how Googlers explain them
43. www.workforcegroup.com
01 02 03 04 05 06 07
Start with a
Business
Question
Develop your
Analysis Plan
& Build your
Team
Collect
Necessary
Data & Ensure
Completeness
Conduct Data
Analysis –
Ensure Rigor
Generate Key
Insights and
Tell a Story
Create
Initiatives &
Take Actions
Monitor,
Measure &
Adjust
7 Steps Analytics Implementation
Framework
44. www.workforcegroup.com
Correlation Analysis
Finding the relationship
between two factors.
Trend Analysis
Determining the pattern
that events and activities
seem to be heading
toward.
Sizing and Estimation
Giving informed
estimates of expected
values.
Profiling
Exploration of
information based
on known qualities.
Predictive Analysis and
Time Series
Using information of past
events to guess future
outcomes.
Segmentation
Dividing factors into
smaller groups with
similar needs, interests
and priorities.
Customer Life Cycle
Progression of steps
a customer goes through when
considering, purchasing, using,
and maintaining loyalty to a
product or service.
Common AnalyticsTechniques
Most
Common
45. www.workforcegroup.com
Soft Skills Technical Skills
Business Strategy
Complete Industry
Knowledge
Negotiation
Communication
Project Management
Human Resource
Management
Data Mining
Statistics
Computer Programming (R,
Python)
Database Management (SQL)
Data Representation
Quantitative and Qualitative
Analytics Skill Set
46. www.workforcegroup.com
Predictive Analytics for
Human Resources
- Dr. Jac Fitz-enz and John
Mattox II
The New HR Analytics:
Predicting the Economic
Value of your Company’s
Human Capital Investment
- Dr. Jac Fitz-enz
StrategicAnalytics: Advancing
Strategy Execution and
Organisational Effectiveness
-Alec Levenson
BusinessAnalytics
University of Pennsylvania
Available on Coursera
Introduction to People
Analytics
Moscow Institute of Physics
andTechnology
Available on Coursera
Operations Analytics
University of Pennsylvania
Available on Coursera
Books Courses
47. www.workforcegroup.com
Industry News.
Product Features.
Best Practices.
http://demosphere.com/blog/
Integrated Reporting,
Planning andAnalytics.
http://www.insightsoftware.
com/blog/
Business Intelligence.
Big Data.
Marketing and Strategy.
Data Insights.
http://blogs.forrester.com/
Software Web Resources
49. www.workforcegroup.com
49
“If you can’t explain it simply, you don’t understand it
well enough.”
- Albert Einstein, Physicist
Regardless of the brilliance of your analysis or the importance of your insights, you need
to be able to communicate your findings successfully to others. If you’re the only one
who “gets it,” then you’ve failed.You need to consider how you can simplify your
message so that it resonates with your audience and they know how to act on your
insights.
51. www.workforcegroup.com
51
INFORMATION
What is going on?
INSIGHT
What does it mean?
IMPACT
What difference can we
make?
INTERVENTION
What can we do with
it?
ANALYTICS
MODEL
ANALYTICS
MODEL
Applying the 4I Analytics Framework
52. www.workforcegroup.com
What are the leading
human capital practices
that predicts the success of
an organisation?
Information – What is going on?
What critical success
factors/quality attributes
makes a great HR Function?
From a combination of several
landmark researches on the
studies of the impact of HRM
practices on organisations, we
have identified 8 Human
Resource Conditions that are key
drivers of success for best-in-class
organisations.
53. www.workforcegroup.com
Leadership and
Managerial
Capabilities
Hiring the Right
People
Use of competencies
(non-negotiable criteria)
in employee selection,
development &
performance
management
Effective & Strategic
investment in
employee
compensation and
development
A strong
Performance-
oriented culture
Low turnover
(particularly in superior
performers/ premium
employee group)
A cadre of qualified
replacements
High levels of
Employee
Engagement
8 HR
CONDITIONS
Insight - What does it mean?
54. www.workforcegroup.com
How well is your organisation
currently faring with respect to
the Eight (8) Human Resource
Conditions on a scale of 1 – 5?
54 What about you and your Organisation?
we are NOT doing
very well in this
area
we are top of our
game
55. www.workforcegroup.com
55 What about you and your Organisation?
How did we
arrive at our
answers?
What data did
we use in our
analysis?
What metrics
did we employ?
What is our confidence
level regarding the
accuracy of our
response?
What can our
organisation do to
improve on the
ratings?
57. www.workforcegroup.com
Intervention & Impact –
What Can we do with it & What Difference will it make?
High Performance Businesses, through analytics identify where they need to
excel, focus energy and resource on those areas, and measure achievement and
impact on business results.
58. www.workforcegroup.com
The High Performance Business
• Hiring right
• Strong Performance
Oriented Culture
• Low turnover in Premium
Employee Group
• A cadre of qualified
replacements
• High Level of Employee
Engagement
• Use of competencies
Basic Progressive Pioneering
• Strategic investment in
Development & Compensation
• Leadership
60. www.workforcegroup.com
60 Summary of Key Points
Importance of Analytics to
value creation in an
organization
HR Doables, Deliverables
and Measurables
Data, Big Data and Analytics
Examples of How companies
are using Analytics
Below are the highlights of some of the key areas covered in the Workshop
Analytics and Sources of
Insight
HR Analytics – What, Why and
how.
61. www.workforcegroup.com
• Three critical questions for our profession:
What are the most
important activities HR
Functions should Engage
in?
How should the success
of HR functions be
measured ?
HR Doables HR Measurables/Metrics
What are the most
important results
/outcomes that HR
function should deliver?
HR Deliverables
We can’t answer these questions effectively without
Analytics.
HR Ables
62. www.workforcegroup.com
These Measures are No Longer Good Enough…
Time to hire and
cost to hire
Number of
training days per year
Summary of turnover
percentages
Cost of compensation
and benefits
HR staff per
employee ratio
Satisfaction with courses
and materials
63. www.workforcegroup.com
• From our perspective, HR Analytics is a required business process and an
indispensable part of being competitive within any industry.
• This session was designed to share HR Analytics knowledge and hopefully provide a
compelling justification for why you and your organization should get serious about
Analytics.
In Conclusion…..
65. www.workforcegroup.com
65
•Open/Public Programmes
•In-Company Programmes
•High Performance Induction
Programmes
•Train The Internal Trainer &
Course Content Development
•High Performance Team Building
Solutions
•E-Learning
•Research
•Learning & Performance
Consulting
•Strategy Education
•Organisation Effectiveness
Diagnosis
•Strategic Planning retreats and
Execution Management
•Organisation Design and
Transformation
•HR Consulting
•People Outsourcing
•Task Outsourcing
•Project and Business
Process Outsourcing
•Talent Sourcing
•Talent Assessment
– Pre hire
– Post hire
•Talent Verification
Learn More, Be More Helping You Win Delivering Results Talent Redefined
Even Better!
OurBrandsOurOfferings
Workforce Group