On September 20, 2016, Tom Haak of the HR Trend Institute gave a presentation at HR Vision in Berlin. This is a copy of the slides he used

1. Creating Surprising Insights
with available and new data
HR Vision Berlin
20 September , 2016

2. My background in HR

3. 4. Design
the HR
interventions
1. Exploration
2. Determine
the most
burning issues
3. Learn from
available data
5. Track
progress and
measure effect
People Analytics: 5 steps

4. People Analytics is using digital methods
to develop a deep understanding on how
people and organization relate to business
performance, to drive effective, informed
and fast decision making
People Analytics …....

5. 1. Exploration

6. Look wide: different talent sources
Internal talent
pool
Online
Intermediary
Alumni
Start-ups Self employed
Talent Sharing
Outsourcing

7. Look at
individuals
and their
network

9. 2. Determine
the most
burning issues

10. 3. Learn from
available data

12. Example 1: Accenture Sweden, Diversity

13. Example 2: Succession planning
• How strong and effective is the succession pipeline up-to-4 levels
below the executive board?
• From a risk mitigation perspective:
• For how many positions are candidates listed?
• From a talent development perspective:
• Do top potentials have future career path?

15. Understanding succession plans
• Data analysis shows that there is only a small unique group of employees
that show up at succession plans (many names are recurring)
• The graph below shows that 5% of all employees make up 60% of all
succession benches
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Percentageoflistedsuccessors
Percentage of employees

16. Understanding succession plans
• Question to answer:
• How is it possible that a small group (5%) of all workers are
mentioned on so many succession plans (60%)?
• Some hypothesis:
1. Is the access to potential
successors is limited ?
2. Is the ‘quality’ of the potential
pool is limited ?
3. Something else?

17. Machine Learning helps to discover more candidates

18. Visualizing and predicting leadership mobility
From location To location

19. Example 3

20. Example 4: Design a total reward
proposition for the future
Client challenge:
• Building an employee value proposition that attracts the
employees that are needed now and in the future, with a balance
between cost to the employer and value to the employee.
• And to provide predictive insights to manage change resistance.

21. Measuring value to the employee

22. Studying generalized results

23. Using clustering techniques to identify groups

24. 4. Design
the HR
interventions
5. Track
progress and
measure effect

25. A glimpse in the (nearby) future

26. Hitachi Business Microscope
26

29. Machine Learning will change HR

31. Joy & pride

36. 36

37. The Vitesse example

38. Social Credit Code China

39. Key take aways
1. People analytics can be easy
2. HR can increase impact with people analytics
3. Machine learning will change HR
4. Required capabilities for HR changing
5. The future is bright!

40. Thanks!
Twitter: @tomwhaak, @hrtrendinst
Website: hrtrendinstitute.com
FlipBoard: The Future of HR