The document discusses how workforce analytics can help HR address strategic challenges by providing insights into workforce planning, demographics, retention, staffing, compensation, training, and performance. It describes IBM's workforce analytics solution, which offers standardized, on-demand, and strategic reports to analyze transactional, operational, and analytic data. The solution is available at three service levels. An example is provided of how GM partnered with IBM to source over 6,000 candidates in a month and fill long-vacant positions using workforce analytics. Key barriers to effective workforce analytics are inconsistent data, lack of system integration, and limited analytic skills.

1. Devesh Thapliyal
12HM12

2. Uses In HCM
For human resource (HR) practitioners, analytics can be
especially critical, providing vital information for
important topics such as:
 Workforce planning
 Demographics and diversity
 Retention and mobility
 Staffing and recruiting
 Compensation and benefits
 Training and development
 Workforce performance and measurement

3. Five primary obstacles often come
into play:
 Poor data quality
 Globally dispersed HR organization structure
 No single HR system of record
 HR operational data
 HR skills

4. IBM-reporting and analytics
solution
 It measures visible, actionable part of your day-to-day
operations.
 Provides with:
1) Transactional data
2) Operational data
3) Analytic data
 Align human capital strategies with goals
 Provides up to date information

5. Three levels of reporting that can be opted
independently or as a package:
 Standardized and consolidated reports
 Additional on-demand/ad hoc/ management reports
 Strategic reporting- based on HR metrics
Key Insights from HR Data – High Performers, retain
right employees, Resources

6. Offer workforce analytics solution at three levels:
 Bronze (on-demand analytics with virtually no
technology cost)
 Silver (customer hosting and licensing, plus
predefined IBM analytics and support)
 Gold (IBM hosting and licensing, plus predefined IBM
analytics and support)

7. GM Case
 In 2009, there was a radical change in economy and
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consumer demands.
General Motors leadership encouraged the
organization to become more agile and innovative.
Demand of skilled employees increased.
Recruitment process outsourcing service provider
IBM selected
They sourced over 6,000 new candidates in the first
month, and in the first two weeks filled a position that
had been open for two years

8. Process
 In-depth interviews with hiring managers
 Integrated the Taleo recruitment system
 Variable interview sites
 Social media portfolio
 50 percent reduction in the time to fill positions.

9. Addressing Strategic Human Capital Challenges in Today’s
Environment
 Functional difference –HR, Operation & Finance
 Alignment to business Goal
 Defining the requisite knowledge, skills, and capability
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requirements needed for the execution of business
strategy
Value created by employees should be calculated.
-Evaluating workforce performance
-Retaining valuable talent
-Determining strategies for redeployment, retraining,
and workforce reductions

10.  -Collaboration and knowledge sharing
 -Developing career paths and succession plans

11. Workforce Analytics
 33% respondents use Workforce Analytics
 13% use advanced Analytics for decision making
- Composition and capabilities of workforces
 Identify patterns and predict future
 Proactive approach

12.  Not serve merely purpose of administration, inclined
toward strategic discipline
 Helps to make more informed, fact-based decisions
about the composition of their work forces and the
performance of their employees

13. Barriers to Implementing a Successful Workforce
Analytics Capability
Four areas:
 Data consistency
 Systems integration,
 Information accessibility
 Analytic capabilities of end users

15. For the use of Workforce analytics, there are five
important areas of focus:
 Define Workforce Challenges
 Identify Data Requirements and Ensure Consistency in
Data Collection
 Define a Common Workforce Analytics Platform
 Make the Platform Easy to Use
 Enhance HR Analytic Capacity

16. Thank you