Business intelligence involves analyzing data to find patterns, understand problems, test solutions, and forecast results. It is important for organizations to manage resources better, drive growth by seeing what works, and understand problems. For HR business intelligence, one must understand key HR metrics like productivity, measure productivity in various ways, and interpret data to understand issues like whether members' roles are linked to goals or if they want more experiences. Tools available include the member dashboard and NPS survey, which can provide insights about members' performance and interest in new opportunities. HR business intelligence helps address both long-term growth through learning and development as well as short-term resource needs.

1. HR Business
Intelligence

2. 2
1. WHAT IS BUSINESS
INTELLIGENCE?

3. business
intelligence
!
• find patterns and
relationships
• explain why something
occurred
• experiment to test
previous decisions
• forecast future results
“when you have finished
arguing, I actually have data!”
business intelligence and analytics is use of
tools to gather, store and analyse data to:

4. 4
2. WHY IS BUSINESS
INTELLIGENCE IMPORTANT?

5. WHY IS BUSINESS
INTELLIGENCE IMPORTANT?
to manage our tmp-tlp better
• understand problems
• test solutions
1.
drive growth
• analysing data and patterns to
see what works.
2.

6. 6
GCP
AIESEC INDONESIA CONDUCTS A
QUARTERLY NATIONAL TALENT REVIEW
AND MONTHLY HR ANALYSIS
NATIONAL TALENT REVIEW
BASED ON THE PERFORMANCE
(PERFORMANCE APPRAISAL) AND
DEVELOPMENT (CAT-GCM) OF MEMBERS
MONTHLY HR ANALYSIS
BASED ON RELEVANT HR INDICATORS AND
KPIs.
HOW DOES IT DRIVE PERFORMANCE?
THESE ANALYSES PROVIDE INPUTS INTO WHAT
OD AND LND CHANGES NEED TO BE MADE IN
THE ORGANISATION AND WHICH FUNCTIONS
ARE LACKING IN HR OR HR SERVICES.
!

7. 7
3. SO HOW CAN I DO HR
BUSINESS INTELLIGENCE?

8. a)
b)
UNDERSTAND THE HR KPIs
UNDERSTAND HOW TO MEASURE PRODUCTIVITY
c) UNDERSTAND HOW TO INTERPRET THE DATA
WHAT IS THE PROCESS OF
BUSINESS INTELLIGENCE?

9. UNDERSTAND THE HR KPIsa)
the only kpi
for tmp-tlp is:
productivity
productivity =
number of re in a program/
number of members in that
program
HOW TO CALCULATE IT:
overall
productivity = number of re in a program/
number of members

10. UNDERSTAND THE PRODUCTIVITY KPIsb)
• number of members in exchange
• % of members by process
• tmp retention rate
• applicants to tlp
• integrated experiences in ogcdp
and ogip
but how
else can we
measure
productivity?

11. c) UNDERSTAND HOW TO INTERPRET THE DATA
Member
Efficiency
productivity=
productivity
=
number of
members in
exchange
without
increase in
exchange

12. LET’S BREAK IT DOWN FURTHER
IMAGINE YOUR RA OGIP GOAL FOR OGIP IS 200, BUT AT THE
MOMENT YOU ARE NOT GROWING IN NUMBER OF RAISES.
HOW CAN I
CHECK THIS
FROM TM?
IS YOUR NUMBER OF
MEMBERS LOWER THAN
200
Efficiency of oGIP RA TMP ?
YES.
SHORT TERM
SOLUTION:
RECRUIT/ RE-
ALLOCATE
NO.
!
FOCUS ON
EDUCATION

13. LET’S BREAK IT DOWN FURTHER
IMAGINE YOUR RA OGIP GOAL FOR OGIP IS 200, BUT AT THE
MOMENT YOU ARE NOT GROWING IN NUMBER OF RAISES.
HOW CAN I
CHECK THIS
FROM TM?
WHEN YOU TRACK THE TEAM MINIMUMS HOW
MANY TEAMS HAVE CLEAR INDIVIDUAL JDS AND
MOS LINKED TO GIP, GCDP AND NPS?
MEMBERS ARE NOT CLEAR ABOUT THEIR SPECIFIC
CONTRIBUTION/OUTCOME
ACTION: EDUCATE LCP, LCVPTM AND LCVP GIP/GCDP THAT
EVERY TMP-TLP MUST HAVE A JD AND MOS WHICH IS
CONNECTED AND CONTRIBUTING TO THE FINAL RESULT
FOCUS ON
EDUCATION
EXAMPLE TWO
100%
LESS THAN 100%

14. c) UNDERSTAND HOW TO INTERPRET THE DATA
“If as an MC you plan for TMP and TLP experiences
connected to your planning for GIP and GCDP then
you make MOS for productivity and create
connections between TMP-TLP/ HR Business
Intelligence and GCDP-GIP”
go to planning
framework

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4. what are the tools
i can use?

16. very soon you will see the the tmp tlp menu on
my@.net measuring productivity % of members in
exchange and by process and nps survey
COMING SOON!

17. 17
5. NPS SURVEY

18. NPS HAS BEEN REFRESHED FOR TMP-TLP FOR
SOME KEY ANALYSIS!
THE NPS SURVEY
KEY FUNCTIONS:!
- The survey will allow us to connect nps score of a member
(who is an ep/tn manager) and his/her ep
!
- The survey draws a connection between nps score of member
and performance of member
!
- The survey senses whether a member wants to take up a new
experience or not

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6. WHY DOES THIS
MATTER?

20. 2015
LONGTERMGROWTH
SHORTTERMGROWTH
SUMMER
TALENT MANAGEMENT
DRIVING GROWTH
USING CAPACITY AND
LEARNING AND
DEVELOPMENT IS ABOUT
DEVELOPING YOUR ENTITY
FOR THE LONG TERM, BUT
USING BUSINESS
INTELLIGENCE YOU CAN
ADDRESS URGENT HR ISSUES
FOR SUMMER.