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/
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.
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/
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.
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.
* How high is your annual employee turnover?
* How much of your employee turnover consists of regretted loss?
* Do you know which employees will be the most likely to leave your company within a year?
Find the answer from HR Analytics because Human Resource analytics (HR analytics) is about analyzing an organizations’ people problems.
An overview of HR analytics. The slide can be used by everyone for their learning purpose as well as in institute presentation at the last moment. All basics are being covered.
Best of Luck.
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.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
Today, During a Management Development Program at Radisson Hotel, Noida.
Participant from PSUs like NTPC, GAIL and HR Personnel from Corporate with more than 20 years of experience.
A grand Teaching Learning Experience
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
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
"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
HR must become incredibly flexible to adapt to this dynamic landscape. Personalized learning delivered through mobile devices can help employees keep up with changing skill requirements. Further, tools to govern the remote workforce – without hampering engagement or productivity will be critical to the future of HR. And as we learn that the gig workforce is here to stay, HR will have to develop skills to manage this diverse workforce, learning additionally how to choose the best technology to handle such a workforce.
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?
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.
* How high is your annual employee turnover?
* How much of your employee turnover consists of regretted loss?
* Do you know which employees will be the most likely to leave your company within a year?
Find the answer from HR Analytics because Human Resource analytics (HR analytics) is about analyzing an organizations’ people problems.
An overview of HR analytics. The slide can be used by everyone for their learning purpose as well as in institute presentation at the last moment. All basics are being covered.
Best of Luck.
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.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
Today, During a Management Development Program at Radisson Hotel, Noida.
Participant from PSUs like NTPC, GAIL and HR Personnel from Corporate with more than 20 years of experience.
A grand Teaching Learning Experience
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
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
"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
HR must become incredibly flexible to adapt to this dynamic landscape. Personalized learning delivered through mobile devices can help employees keep up with changing skill requirements. Further, tools to govern the remote workforce – without hampering engagement or productivity will be critical to the future of HR. And as we learn that the gig workforce is here to stay, HR will have to develop skills to manage this diverse workforce, learning additionally how to choose the best technology to handle such a workforce.
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?
The Datafication of HR in 2016: Graduating From Metrics to AnalyticsHuman Capital Media
With recent articles like Harvard Business Review’s “It’s Time to Split HR,” written by world-renowned business adviser and author Ram Charan, and Bersin Insights’ “Will HR Lose the Battle Over Analytics,” written by industry analyst Karen O’Leonard, 2016 represents a pivotal year for human resources.
The global economic recovery, compounded by demographic shifts, is moving power from employers to employees, turning labor into a seller’s market. As a result, the workforce is becoming an increasingly core strategic consideration to businesses. Yet the most commonly monitored workforce metrics do very little to deliver true insight into workforce topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions.
Join expert Dave Weisbeck as he discusses how HR can play a more critical role driving business performance than ever before. In this informative webinar, Weisbeck will discuss how you can graduate from metrics to analytics, ramping up from operational reporting to strategic analytics and planning.
In this session, participants will learn:
Trends shaping the datafication of HR, including the case for and against splitting HR.
How HR can climb the workforce intelligence maturity curve, defining key terms and concepts.
The future of HR as a strategic advisor, with examples of how to graduate from metrics to analytics in: Recruiting effectiveness, Performance management, Talent retention, Comp and benefits, and Workforce costs
Common pitfalls to avoid.
More than ever, as HR organizations strive to enhance both their business alignment and impact, decision support is becoming a key attribute of High Impact HR organizations. While many organizations struggle with how to make this happen, Bersin & Associates will present its research and a common-sense approach to building and maintaining a capability that both informs and drives business decision making. Participants will gain an understanding through a state-of-the-industry view of:
The importance and impact of quality HR measurement on talent and business outcomes.
How analytics helps address critical talent challenges organizations face today.
How to evolve and mature your analytics capability.
How current technologies can be readily leveraged to build an analytics capability that enhances both the prioritization and outcome achievement of your human capital initiatives.
HR ca not operate in traditional ways any more
The technology driven data management is a necessity .
HR analytic is pretty useful in driving crucial decisions.about work force
especially in IT sector.
Here are few tips.If you liked least you could do is to share
also read my latest book in Amazon
Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...Dr Susan Entwisle
Traditionally, HR teams have made decisions on hiring, retaining, assigning and developing employees using intuition, experience, and basic descriptive statistical reports. Predictive analytics complements and extends on these approaches by enabling HR teams to make proactive ‘forward-looking’ data-driven decisions on its people across the employee lifecycle. Examples of this include gaining insights into the drivers and predicting who are our top performers, what employees are at risk of leaving, is our training program effective, and more. This capability can support HR teams to better align HR programs with strategic business goals.
This presentation outlines the limitations with current approaches and explain what predictive analytics is so business users can understand the business opportunity and problems it can be applied to. A number of case studies on its use across the employee lifecycle are described and guidance given on how to get started on your HR predictive analytics journey.
These slides provide tips & techniques how to start running for and preparation for long distance race. I prepare it during the preparation for Bangkok Marathon 2012 within my organization. Feel free to drop any questions you may have. I deliberately removed the details training plan for full marathon - that's better in spreadsheet format.
Two of the tech industry’s essential front runners providing business intelligence solutions are Microsoft’s Power BI and Tableau. These leaders of data visualization help businesses narrow down and analyze their data with powerful built-in tools and clear visualizations. Each platform has distinctive strengths and weaknesses that should be considered before deciding on a business intelligence software.
Affirma is a top Business Intelligence Consultant:
http://www.affirmaconsulting.com/our-services/business-intelligence-consulting/
This webinar will turn our attention to methods that you, individually, or collectively within your organization, can use to make better decisions on hiring new employees while keeping an eye on measuring and retention.
Metrics to Maturity, Intelligence for Innovation: Your Value PropositionCherwell Software
Managing the perception of value is a key strategic initiative that solidifies the business case for further investment in an organization’s service desk. However, metrics are the key to achieving this difficult and challenging proposition. Taking a segmented approach to metrics can bring speed and relevancy to reports and dashboards by empowering the user’s data literacy and the organization’s overall strategic goals. This session will explain how correctly managing metrics for maturity can go hand-in-hand with innovation and value. Status quo BI initiatives will no longer be good enough for IT to maintain its value proposition. The IT organization should manage the user’s perception of value with business intelligence and metrics.
In the age of big data, it has become mandatory for strategic HR professionals to have strong qualiitative skills. The following presentation conducted in 2004, predicted this shift and outlined why and how HR can stay ahead of the data revolution.
Data Analytics and the Small Audit Department: How to Implement for Big GainsCaseWare IDEA
Listen to playback of this webinar: https://www.casewareanalytics.com/webinars/data-analytics-and-small-audit-department-how-implement-big-gains
Most internal auditors recognize the need for data analytics and the improved coverage it offers. But did you know that even small audit teams can effectively leverage data analytics in their audit programs?
It is time to get through the excuses and join our experts as they as they debunk the myth that only large audit teams can use data analytics. This webinar discusses how small audit firms can start with an analytics program; how to leverage analytic techniques along with critical thinking at various phases of the audit process, including risk assessment, macro level audit planning and micro-level audit planning; and finally a methodical plan on how small teams can grow their data analytics program to increase their effectiveness and confidence in the internal audit process.
SLIDESHARE: www.slideshare.net/CaseWare_Analytics
WEBSITE: www.casewareanalytics.com
BLOG: www.casewareanalytics.com/blog
TWITTER: www.twitter.com/CW_Analytic
Integrating Digital Marketing AnalyticsDaniel Shea
Digital analytics is complicated! Advanced analytics (data science & predictive modeling) are needed to extract the most knowledge. But how? Here is a framework and some tips from my experience peeking through the curtain.
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?
Max Blumberg: How can #PeopleAnalytics prevent incidents like the Twitter fir...Edunomica
Max Blumberg: How can #PeopleAnalytics prevent incidents like the Twitter firings?
People Analytics Conference 2022 Winter
Website: https://pacamp.org
Youtube: https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ
FB: https://www.facebook.com/pacamporg
Search and Society: Reimagining Information Access for Radical FuturesBhaskar Mitra
The field of Information retrieval (IR) is currently undergoing a transformative shift, at least partly due to the emerging applications of generative AI to information access. In this talk, we will deliberate on the sociotechnical implications of generative AI for information access. We will argue that there is both a critical necessity and an exciting opportunity for the IR community to re-center our research agendas on societal needs while dismantling the artificial separation between the work on fairness, accountability, transparency, and ethics in IR and the rest of IR research. Instead of adopting a reactionary strategy of trying to mitigate potential social harms from emerging technologies, the community should aim to proactively set the research agenda for the kinds of systems we should build inspired by diverse explicitly stated sociotechnical imaginaries. The sociotechnical imaginaries that underpin the design and development of information access technologies needs to be explicitly articulated, and we need to develop theories of change in context of these diverse perspectives. Our guiding future imaginaries must be informed by other academic fields, such as democratic theory and critical theory, and should be co-developed with social science scholars, legal scholars, civil rights and social justice activists, and artists, among others.
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
Let's dive deeper into the world of ODC! Ricardo Alves (OutSystems) will join us to tell all about the new Data Fabric. After that, Sezen de Bruijn (OutSystems) will get into the details on how to best design a sturdy architecture within ODC.
Dev Dives: Train smarter, not harder – active learning and UiPath LLMs for do...UiPathCommunity
💥 Speed, accuracy, and scaling – discover the superpowers of GenAI in action with UiPath Document Understanding and Communications Mining™:
See how to accelerate model training and optimize model performance with active learning
Learn about the latest enhancements to out-of-the-box document processing – with little to no training required
Get an exclusive demo of the new family of UiPath LLMs – GenAI models specialized for processing different types of documents and messages
This is a hands-on session specifically designed for automation developers and AI enthusiasts seeking to enhance their knowledge in leveraging the latest intelligent document processing capabilities offered by UiPath.
Speakers:
👨🏫 Andras Palfi, Senior Product Manager, UiPath
👩🏫 Lenka Dulovicova, Product Program Manager, UiPath
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
Join us for an insightful dive into the world of FME parameters, a critical element in optimizing workflow efficiency. This webinar marks the beginning of our three-part “Essentials of Automation” series. This first webinar is designed to equip you with the knowledge and skills to utilize parameters effectively: enhancing the flexibility, maintainability, and user control of your FME projects.
Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
Connector Corner: Automate dynamic content and events by pushing a buttonDianaGray10
Here is something new! In our next Connector Corner webinar, we will demonstrate how you can use a single workflow to:
Create a campaign using Mailchimp with merge tags/fields
Send an interactive Slack channel message (using buttons)
Have the message received by managers and peers along with a test email for review
But there’s more:
In a second workflow supporting the same use case, you’ll see:
Your campaign sent to target colleagues for approval
If the “Approve” button is clicked, a Jira/Zendesk ticket is created for the marketing design team
But—if the “Reject” button is pushed, colleagues will be alerted via Slack message
Join us to learn more about this new, human-in-the-loop capability, brought to you by Integration Service connectors.
And...
Speakers:
Akshay Agnihotri, Product Manager
Charlie Greenberg, Host
2. • Thai, Bangkok based
• B.Eng.(Electronics) & M.Sc. (MIS)
• 20 Yrs w/ P&G
• Most assignments related to Business Intelligence
• Asia BIM Competency Leader
• Trainer in EA, AM, BT
• Currently with InfoMobius
• Principal Business Intelligence Consultant
• Writes & speaks in the topic of
• Business Intelligence, Big Data, Business Analytics
• p.warawit@infomobius.com
• @p_warawit
♥ Married to Nay
♥ Only son – Kuang, 23
Hobbies & Interests
♦ Marathoner
♦ TED Thai Translator
♦ Reading / Blogging
♦ Internet / Coding
♦ CourseraMy strengths: Input, Connectedness, Intellection, Learner, Relator
3. Datafication of HR is Inevitable
Logistics &
Purchasing
Financial &
Budgeting
ERP
& Supply
Chain
Finance & ERP
Customer
Analytics
(Data
Warehouse)
Customer
Segmentation
Market
Basket
Web Buying
Behavior
Consumer & CRM
Recruiting
Learning
Performance
Talent Mgt
Workforce
Planning
Predictive
Models
For
Talent/HR
Talent,
Leadership, HR
The Industrial
Economy
The Financial
Economy
The Customer
Economy and Web
The Talent
Economy
Early 1900s 1950s-60s 1970s-80s Today
Steel, Oil, Railroads
Conglomerates
Financial Engineering
Customer Segmentation
Personalized Products
Globalization, Demographics
Skills and Leadership Shortages
Source: http://www.slideshare.net/hrtecheurope/josh-bersin-datafication-of-hr
4. 5 Ways the Workforce Will Change in 5
Years
• Freelance employees will approach the 50% mark
• Flex-work becomes a new normal
• Career 'impatience' a driving factor
• The new workforce works small
• Gen X may have its day
Source: http://mashable.com/2014/08/25/workforce-in-5-years
5. “The goal is simple: put the right people with the right skills in the right
work, provide them with the necessary training and development
opportunities, and engage and empower them to perform at their highest
possible level"
"... higher quality, productivity, customer satisfaction, and market share --
and they're more profitable too."
- HBR, August 2013
6.
7.
8.
9.
10. Recruiting and
Workforce
Planning
Comp and
Benefits
Performance
Succession
Engagement
Learning
& Leadership
HRMS
Employee
Data
Engagement
& Assessment
+
Sales Revenue
Productivity
Customer
Retention
Product
Mix
Accidents
Errors
Fraud
Quality
Downtime
Losses
Groundbreaking New Insights &
Tools for Managers to Make Better Decisions
=
Data management, analytics, IT, and business consulting expertise
+
The Goal of HR Analytics:
Bring People & Business Data Together
Source: http://www.slideshare.net/hrtecheurope/josh-bersin-datafication-of-hr
11. Business Success Stories
Moneyball
• True story on how Oakland Athletics changed
the baseball and sport analytics since 2002
• A film in 2011, based on the book of same
name
12. Lessons from “moneyball”
• What is the problem? (8:27-12:44)
• Opinion-based Selection
• Understanding real business issue
• Tactical vs Strategic
• Player Analytics (27:00-28:55)
• Clear Business Objectives
• Player performance index
• Compare with price to find “undervalued” players
• Implementing Strategy (31:28-35:18)
• Data-based decision
• Decision justification
• Focus on outcome
13.
14. Metrics vs Analytics
Metrics on
HR’s processes
& transactions
In traditional HR view
The people side
of business
outcome
vs
15. Metrics
• A system or standard of
measurement
Analytics
• The systematic computational
analysis of data or statistics
Moving from metrics to analytics
16. Moving from metrics to analytics
Metrics Analytics
• What is my headcount? • What are the key characteristics
of top performers?
• How many people did we hire? • What are our best recruiting
sources for top performers?
• How many people resigned? • Who of our top performers is at
risk of leaving?
17. Source: Bersin by Deloitte Talent Analytics Maturity Model®
Level 4: Predictive Analytics
Development of predictive models, scenario planning
Risk analysis and mitigation, integration with strategic planning
4%
Level 3: Advanced Analytics
Segmentation, statistical analysis, development of “people models”;
Analysis of dimensions to understand cause and delivery of actionable solutions
10%
Level 2: Proactive – Advanced Reporting
Operational reporting for benchmarking and decision making
Multi-dimensional analysis and dashboards
30%
Level 1: Reactive – Operational Reporting
Ad-Hoc Operational Reporting
Reactive to business demands, data in isolation and difficult to analyze
56%
Talent Analytics Maturity Model®
18. Advancing Takes Effort
Level 2
Advanced Reporting
Level 3
Advanced Analytics
Level 4
Predictive Analytics
Level 1
Operational Reporting
Level of Value
Level of Effort
Choke Point
for Most
Organizations
Source: http://www.slideshare.net/hrtecheurope/josh-bersin-datafication-of-hr
19. Talent Analytics - Examples
• Retention Analytics
• Recruiting Effectiveness
• Total Cost of Workforce
• Employee Movement
20. Talent Retention
• Retention ≠ Turnover
• Turnover alone is not sufficient
• Lots of reasons people turnover – some good / some bad
• Once someone has left it is hard to get them back
• One number tells you nothing about how to change the outcome
21. Common Retention Metrics
Common Metrics
• Turnover
Shortcomings
• Do not provide
insights on why
• Does not allow for
meaningful
preventive action
• Not all turnover is
bad!
27. Analytics: Segmentation of Turnover
by performance by tenure
Focus on relevant & value driven issues
Gauge recruitment & onboarding effectiveness
Cost and disruption of new hire turnover
Shedding top performers, critical & vulnerable roles
Poor performer tenure and turnover
Delivering on Employment Brand
28. Recruiting Effectiveness
“Recruitment is the HR function that has the most positive impact on
revenue creation and profitability…”
Boston Consulting Group
• Effective Hiring ≠ Time to hire
• Speed is highly dependent on the
market conditions effecting type of
talent
• Prioritizing speed over quality can have
negative results
• Effectiveness is not a single concept
• For example, hourly paid staff vs.
executive level hires
29. Common Recruiting Metrics
Common Metrics
• Time to fill
• Open Requisitions
• Cost to Hire
• Quota Attainment
Shortcomings
• Do not answer strategic questions about quality and value
• Do not provide insight into hiring connections to productivity
(revenue creation and profitability
32. Total Cost of Workforce
“Total workforce costs average nearly 70% of a company’s operating
expenses.”
- Society for Human Resource Management
33. Common Compensation Metrics
Common Metrics
• Salaries
• Total Direct
Compensation
• Market
Compensation
• Comparison Ratio
Shortcomings
• Do not support strategic decisions about compensation
• Do not identify areas for optimization
34. Create a Cost Hierarchy:
Total Cost of Workforce
(TCoW)
o Total Salaries
o Total Benefits
Direct Compensation
Contingent Labor
Costs
Build from the bottom
Direct
Compensation
Indirect
Compensation
Deferred
Compensation
Contingent
Labor Costs
Total Cost of
Workforce
(TCoW)
35. Total Cost of Workforce Analytics
Total Cost of Workforce 1. Understand the true cost of the workforce which allows
any changes to the workforce in support of the business
strategy to be measured. Provides a basis for comparing
workforce costs to the competition.
Workforce Cost
Segmentation
2. Identify the direct, indirect, contingent, benefits, leave,
equity, etc. costs associated with the workforce so that
the various cost impacts can be compared to determine
where to focus to reduce costs, invest to attract talent,
etc.
Employment movement
impacts on compensation
3. Understand how entries to and exits from an organization
impact the total compensation expenses
37. Employee Movement Analytics
Structure Network Organization
• Structure is the organizational hierarchy, distribution of work, and business units
• Network is the relationships and connections between people within the
organization
• No matter how correct your structure, if the network is missing your organization
will not perform at its best
38. Common Movement Metrics
Common Metrics
• Headcount / FTE
• Turnover
• Internal Moves
• External Hires
Shortcomings
• Do not provide insight into impact of employee
movement
• Do not correlate movement to other factors
39. Employee Movement Analytics
Analytic Value
Movement in and out of
organizational units
1. Ensure the business units that make the most difference
to your business are increasing in talent quality, and not
experiencing “brain drain”
Build versus buy 2. Track promotions, lateral moves, and the relative
performance of individuals to achieve better results at a
lower overall workforce cost – internal candidates often
perform better more quickly and stay longer than “stars”
who are parachuted in from outside
Leadership and succession
modeling
3. Tracking employee movement, promotions, and key
skills/experience provides insight into the organizational
pathways that have developed your top talent, and allow
you to identify other likely succession candidates –
research by Jac Fitz-Enz found a direct correlation
between better succession management and revenue
42. HR Data Challenges
• Human-reported in nature
• Qualitative vs Quantitative
• Subjective & vulnerable to biases
• Difficult to distinct between luck vs individual performance
• C.A.R. (Context Action Result) concept might helps but up to some extent
43. What’s next?
Adding new data types to better analytics
• Volometrix – Enterprise Analytics
• Smart Employee Badge
• Youtube: Smart employee ID badges track workers every move
www.humanyze.com
• Corporate Tryouts
• HBR Article: How Companies Are Using Simulations, Competitions, and
Analytics to Hire
• Idea - Kaggle for CEOs