"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

1. HR & Talent Analytics
The Data-driven HR
Seta A. Wicaksana

2. Seta A. Wicaksana
0811 19 53 43
wicaksana@humanikaconsulting.com

4. What we will share today
Summary
Tools
How
Examples
HR
Analytics

5. Understanding Data

6. From Context, Meaning and Insight

8. What we will share today
Summary
Tools
How
Examples
HR
Analytics

9. Basic HR-BI reporting
• Embedded reports can answer the “what”
questions:
• Time to Hire
• Cost per Hire
• Attrition Rates
• Headcount Changes
• Training days per employee…
But it is not enough!
How does this impact workforce strategy and decision
making?

10. You will need to understand “what” and
“why” in order to get to the “how”
• What happened?
• Understand why?
• What will happen next?
• How to adapt our strategy?
It’s necessary
to understand
why and ask
questions
In order to
apply
this knowledge
in
strategic
decision
making
Business
intelligence
Analyze
Analytics
Decision
Making

11. BI versus Analytics

12. What we will share today
Summary
Tools
How
Examples
HR
Analytics

14. Analytics for Training
Online training can generate user data the ability to track
and analyze every aspect of the learner experience
• What sequence of topics is most effective for a specific
learner? When are learners ready to move to the next
topic?
• What learner actions are associated with more
learning? What actions indicate satisfaction,
engagement, learning progress, etc.?
• What features of an online learning environment lead
to better learning? What will predict learner success?
• When is intervention required?

15. Talent Analytics
Maturity Models

16. What we will share today
Summary
Tools
How
Examples
HR
Analytics

17. Evidence-based HR
Evidence-based HR uses data, analysis and research
To understand the connection between people
management practices and business outcomes such
as profitability, customer satisfaction and quality.
Source: KPMG

18. How does it work?
• Identify a business challenge - A Bank wants to improve
branch performance
• Develop Hypothesis - There may be a link between the type
of employees in a branch and its overall performance.
• Which data is needed?-HR & workforce data Financial
performance data Customer data
• Analyze data - Think about the best visualization and
storytelling tool to convey message to leaders
• Validate data & findings - Work with senior HR leaders,
customer engagement and branch. If it’s good move on, if
not – back to stage 2
• Leverage insight into business decisions - Consider first
running a pilot on one branch

19. Market the results
By using Storytelling & Infographics
This is Not
This is Good

20. What we will share today
Summary
Tools
How
Examples
HR
Analytics

21. First – decide

25. What we will share today
Summary
Tools
How
Examples
HR
Analytics

26. Recommendations
• Identify the top most relevant areas for business
leaders (Increase retention of key talent?
Optimizing productivity of workforce?)
• What are the data elements needed?
• HR “expert” analyst
• Eventually, HR should hire its own people with
advanced analytics skills or develop skills
internally, but at the early stages, HR can
learn a lot from finance staff who are good
with data manipulation and analysis. (Source:
Bersin, Deloitte)
• People data is also found outside of HR
• Start with HR data, Talent acquisition,
Performance data…
• Next – add: sales data, financial data,
operational
• Don’t forget to market the results!

28. Learning and Giving for Better
Indonesia
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