Download as PPSX, PPTX
Uploaded byLBi Software
HR Analytics and KPIs with LBi HR HelpDesk
This document presents a webinar by LBI Software focusing on HR analytics and key performance indicators (KPIs), emphasizing the significance of big data in enhancing corporate performance through effective decision-making. It covers the evolution of analytics, the importance of talent management, and integrating HR data to improve organizational effectiveness. The presentation aims to encourage executives to embrace HR analytics to drive better hiring and management practices.
More Related Content
![The Future of HR: From Metrics to Analytics [Webcast]](https://cdn.slidesharecdn.com/ss_thumbnails/hrmetricstopredictiveanalyticsslideshare-151118001524-lva1-app6892-thumbnail.jpg?width=640&height=640&fit=bounds)
Similar to HR Analytics and KPIs with LBi HR HelpDesk
![HR Joins the Analytics Revolution [REPORT]](https://cdn.slidesharecdn.com/ss_thumbnails/visier-hbr-hr-joins-the-analytics-revolution-150301132749-conversion-gate01-thumbnail.jpg?width=640&height=640&fit=bounds)
HR Analytics and KPIs with LBi HR HelpDesk
- 1. www.lbisoftware.com HR Analytics andKPIs with LBi HR HelpDesk Presented by: Howard Kaplan – Director of Business Development hkaplan@lbisoftware.com 516-921-1500 ext. 135
- 2. Agenda • Webinar Goals •LBi Introduction • Evolution of Big Data Analytics • Enterprise Analytics Programs and HR • What the Experts are Saying • Getting Started • HR Help Desk Demonstration
- 3. Webinar Goals Non TechnicalPresentation HR Analytics - Not Just for HR Impact on Corporate Performance Encourage Executive Stakeholders to Embrace HR Analytics
- 4. LBi Software • Established1982 • Primary Focus on Human Capital Mgmt (HCM) Solutions for the Enterprise – Legacy in custom HCM development – Custom & packaged solutions • Mission/Business Critical solution delivery • Enterprise HR Help Desk / ESS Solutions
- 5. The Evolution ofERP MRP • Material Requirements Planning • 1960’s MRPII • Manufacturing Resource Planning • 1980’s ERP • Enterprise Resource Planning • 1990’s to today
- 6. ERP + Bestof Breed(HR perspective) ERP HR Help Desk Talent Mgmt With the advent of ERP + Best of Breed, Big Data analytics furthered the evolution HR Data
- 7. What is BigData? • Blanket term for any collection of data sets – Large and complex data sets – Difficult to process using on-hand database management tools or traditional data processing applications • More than evolution of the term “data warehouse” – Structured and unstructured data – High-variety information assets • Requires innovative forms of information processing for enhanced insight and decision making
- 8. Big Data circa1940
- 9.
- 10. Big Data AnalyticsToday • Focused primarily on: – Financial performance – Process improvement – Customer analysis/demographics • Primed for HR analytics
- 11. Big Data vs.KPI • Big Data = Data • KPI = Key Performance Indicators = Analysis • KPI’s may or may not require Big Data sources – May use “small data” effectively • KPI’s derived from Big Data can provide even deeper insights into the issue(s) being analyzed What if HR could not only analyze internal employee satisfaction data but also compare data to others in your industry, or relate this data to financial performance?
- 12. www.lbisoftware.com Enterprise Analytics Programs It’sall about the people
- 13. Balanced Scorecard The balancedscorecard is a strategic planning and management system that is used extensively in business and industry, government, and nonprofit organizations worldwide to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals.
- 14. Balanced Scorecard andHR HRIS HR Help Desk Talent Mgmt
- 15. Six Sigma Define -articulate the business problem, goal, potential resources, project scope and high-level project timeline Measure - establish current baselines as the basis for improvement Analyze - identify, validate and select root cause for elimination Improve - identify, test and implement a solution to the problem Control - sustain the gains Waste, defect reduction and quality improvement
- 16. Six Sigma andHR Yellow Belt participates as a core team member or subject matter expert (SME) on the project
- 17. Kanban Primarily used inmanufacturing but also in high tech, professional services and software development firms
- 18. Kanban and HR “Respectthe current process, roles, responsibilities and titles” “Encourage leadership at all levels”
- 19. Talent Management andHR Help Desk Recruiting & Onboarding Training & Development Performance Management Succession Planning Off-Boarding • What happens if I have to miss the training class? • My manager is not including me in critical meetings • Can I change my mentor? • When is the next review period? • I believe I received an unfair review • Why is my co-worker getting a raise? • My direct report refuses to sign his review form! • My raise is not correct. Please verify my salary. • How many weeks will I be in management training? • Who is my new advisor? • My severance is not correct. Please verify? • Can I change my last day to 12/22/13? • How do I sign up for COBRA? • When can I cash in my pension? • New employee HR Help Desk orientation • Develop early lines of collaboration
- 20. So Where IsAll The HR Data? • HR System Demographics, employment history • Payroll / T&A Wages, hours worked, leave/absence • Talent Mgmt. Training, develop., performance • HR Help Desk Problems, requests, questions, feedback • Survey Data General feedback • Other Sources External, ERP, vertical specific, etc. Better Data = Better Analysis Results
- 21. ...How well doorganizations truly understand what drives performance among their workforce? The answer: not really very well. Do we know why one sales person outperforms his peers? Do we understand why certain leaders thrive and others flame out? Can we accurately predict whether a candidate will really perform well in our organization? …The vast majority of hiring, management, promotion, and rewards decisions are made on gut feel, personal experience, and corporate belief systems… …Companies are loaded with employee, HR, and performance data.. For the last 30 years we have captured demographic information, performance information, educational history, job location, and many other factors about our employees. Are we using this data scientifically to make people decisions? Not yet. This, to me, is the single biggest Big Data opportunity in business. If we can apply science to improving the selection, management, and alignment of people, the returns can be tremendous… Josh Bersin: In Forbes Big Data in Human Resources: Talent Analytics Comes of Age http://www.forbes.com/sites/joshbersin/2013/10/07/big-data-in-human-resources-a-world-of-haves-and-have-nots/
- 22. Analytics Leaders GainTremendous Returns The research also showed that these leading companies generate high returns for their hard work: their stock market returns are 30% higher than the S&P 500, they are twice as likely to be delivering high impact recruiting solutions, and their leadership pipelines are 2.5X healthier. In addition, these HR teams are four times more likely to be respected by their business counterparts for their data-driven decision-making, giving them true potential to help change the business. Josh Bersin: In Forbes Big Data in Human Resources: Talent Analytics Comes of Age http://www.forbes.com/sites/joshbersin/2013/10/07/big-data-in-human-resources-a-world-of-haves-and-have-nots/
- 23. Josh Bersin: InForbes http://www.forbes.com/sites/joshbersin/2013/10/07/big-data-in-human-resources-a-world-of-haves-and-have-nots/
- 24. www.lbisoftware.com Analytics and HRHelp Desk Finding the Root Cause of Critical Personnel Issues
- 25. Build Your OwnReport Library Schedule reports to run & select recipients Talent Analytics Level #1
- 26. HR Help DeskData Export Easy data extraction Turn report data into actionable analytics: Excel Pivot Tables & Charts Other analytic programs Data extraction for non-technical users direct from every report screen Talent Analytics Level #2
- 27. HR Help DeskExecutive Dashboard Talent Analytics Level #3
- 28. Tying it AllTogether(HR perspective) ERP HR Help Desk Talent Mgmt HR Data Talent Analytics Level #4 The Next Step is Up to You
- 29. HR Help DeskTechnology • Developed in J2EE • 100% Web based – Any browser (IE, Firefox, Chrome, etc.) – Mobile version for iPhone/iPad, Android native browsers – No controls to install (Flash, ActiveX, Silverlight, Java Applets, etc.) • Supports multiple databases – MySQL – Oracle – DB2 – Microsoft SQL Server • Supports multiple OS’s – Linux/Unix – Windows Server – Solaris / / / /
- 30. Getting Started • Establishgoals and analytic requirements • Ensure the required systems are in place, with open data architectures – ERP / HRIS – HR Case Management – Talent Management – Email – External source data (i.e. census info, surveys) • Align technical resources and tools (i.e. IT, vendors, analytic software, etc.) • Start small and think strategic
- 31. www.lbisoftware.com HR Help DeskDemonstration Effective Workforce Case and Ticket Management
Editor's Notes
- #2 Value of HR analytics in the full enterprise.
- #4 Tie in HR and ERP. HR performance has an impact on overall corporate performance. No ETL
- #6 Big Data analysis has its legacy in integrated ERP systems (ie SAP, PSFT, etc.) and earlier iterations of ERP. MRPII incorporated worker resources, the supply chain, financial management, machine utilization, etc. ERP integrated all core business processes in a single system.
- #7 ERP integrated all core business processes in a single system. But they didn’t handle 100% of a business’ needs.
- #8 Don’t get caught up in the name. Data Whse refers primarily to structured data. Cognos, Business Objects, SQL Server reporting Unstructured = ppts, email, Word and Excel docs, OneNote files, etc. We will not focus specifically on Big Data analytics.
- #9 Big Data has been around forever. Think about what banks and government agencies did with 100% paper records. They were VERY GOOD at filing!
- #10 All digital, and if not controlled will fall into a database black hole
- #12 Analyze the root cause of employee morale. The greater the related data sources the more accurate results. Some people confuse the term Big Data with KPI. Data areas you want to analyze that will make the most impact on your business. LBi HR Help Desk KPI tool does not rely on big data
- #13 Not a tutorial but a very high level description and the importance of HR in their processes
- #14 Initiatives that are as much about people as they are processes. Not a deep dive. The mother of all analytics processes. Attempts to inter-relate all organizational areas. “How does employee satisfaction and skills development relate to financial performance?”
- #15 Measures used. HR has turnover records, but the HR Help Desk can detail the root cause. Festering issues that lead to turnover and employee discontent. The ultimate goals of Balanced Scorecard initiatives may differ (supply chain improvements, cost cutting, etc.) but it all comes back to the workforce.
- #17 Black and Green Belts own the project(s). Yellow Belts are generally part of the core workforce, and not necessarily managers or executives. If you are not collecting the data, you wont get the accurate results you require.
- #18 Japanese process, like just in time and lean manufacturing. Not unlike Six Sigma.
- #19 HR measures – Can be drawn from HR Help Desk.
- #20 Much HR data can come from the Talent Mgmt system, but it lacks Help Desk HR interaction detail. HR Help Desk maps 1:1 with talent mgmt.
- #21 Highlight HR Help Desk
- #22 Top HR Blogger. A lot has been written about HR analytics. Josh is one of the leading contributers.
- #25 Talent Analytics in HR Help Desk. #1 - #4.
- #26 Summary and detail reports
- #27 Comparisons and statistics
- #28 True analytics – Answering the “why” questions
- #29 The Next Step is up to you. (not in HR Help Desk)