People Analytics and the Future of Work
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I delivered this presentation at the Global HR Forum 2018 in Seoul, Korea to an audience of >500 professionals. It covers: - 3 reasons why 'this time is different' in HR - 2 examples of using people analytics in the workplace - 1 key takeaway QR code to download a free whitepaper within.
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People analyticsdriving business performance with peop.docx
People analytics:
driving business
performance with
people data
in association with
REPORT
June 2018
Global research
Workday is a leading provider of enterprise cloud applications
for finance and human resources. Founded in 2005, Workday
delivers financial management, human capital management,
and analytics applications designed for the world’s largest
companies, educational institutions, and government
agencies. Organizations ranging from medium-sized
businesses to Fortune 50 enterprises have selected Workday.
The CIPD is the professional body for HR and people
development. The not-for-profit organisation champions
better work and working lives and has been setting the
benchmark for excellence in people and organisation
development for more than 100 years. It has more than
145,000 members across the world, provides thought
leadership through independent research on the world of
work, and offers professional training and accreditation for
those working in HR and learning and development.
People analytics: driving business performance with people data
1
1
Report
People analytics: driving business
performance with people data
Contents
Foreword from the CIPD 2
Foreword from Workday 3
Introduction 4
People analytics: enabling data-driven insights 5
Purpose of the study: key questions 9
Findings 10
Discussion 35
Recommendations 37
Conclusion 38
References 38
Appendix: Methodology notes 42
Endnotes 47
Acknowledgements
This report was written by Edward Houghton, Senior Research Adviser: Human Capital
and Governance, and Melanie Green, Research Associate, at the CIPD.
We’d like to thank Tasha Rathour, Ian Neale and the team at YouGov for their help in
designing and running the survey instrument, as well as a number of experts for their
insights and guidance, including Andy Charlwood, Max Blumberg, Eugene Burke and
Andrew Marritt.
We’d also like to thank Workday for their ongoing interest in this important agenda.
Without their support, this research would not have been possible.
People analytics: driving business performance with people data
2 Foreword from the CIPD
1 Foreword from the CIPD
Data and technology are at the very forefront of innovation in HR as they are in so many
parts of business today. As many organisations modernise and incorporate data and
technology into their workforce practices, we see many new opportunities emerging to
use people data to better understand who our workforce are, how they work, and what
work means to them. Insights from people data offer the opportunity to change the way
workforce decisions are made in organisations, from those driven by instinct or habit
alone to those which are evidence-based and focused on developing long-term, positive
outcomes. Even the most basic people data itself holds considerable potential value to
organisations when used correctly, as we are seeing through the recent insights from
gender pay gap reporti.
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4) The report concludes that dynamic, efficient, and personalized learning tailored to individual career goals may be a better approach for building skills agility.
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Rewriting the rules for the digital age
2017 Deloitte Global Human Capital Trends
COVER AND CHAPTER ILLUSTRATIONS BY LUCIE RICE
Start exploring with an
augmented reality journey
Get a new perspective on the 10 Global Human
Capital Trends for 2017 by downloading the free
Aurasma app from your preferred app store.
Once you have downloaded the app, launch
your AR journey by holding your tablet or phone
over the report cover.
Deloitte’s Human Capital professionals leverage research,
analytics, and industry insights to help design and
execute the HR, talent, leadership, organization, and
change programs that enable business performance
through people performance. Visit the Human
Capital area of www.deloitte.com to learn more.
Rewriting the rules for the digital age
PREFACE
WELCOME to Deloitte’s fifth annual Global Human Capital Trends report and survey. This year’s report takes stock of the challenges ahead for business and HR leaders in a dramatically changing digital, economic, demographic, and social landscape. In an age of disruption, business and HR
leaders are being pressed to rewrite the rules for how they organize, recruit, develop, manage, and engage the
21st-century workforce.
This workforce is changing. It’s more digital, more global, diverse, automation-savvy, and social media-
proficient. At the same time, business expectations, needs, and demands are evolving faster than ever before.
While some view this as a challenge, we see it as an opportunity. An opportunity to reimagine HR, talent, and
organizational practices. An opportunity to create platforms, processes, and tools that will continue to evolve
and sustain their value over time. An opportunity to take the lead in what will likely be among the most signifi-
cant changes to the workforce that we have seen.
Hence, our call for new rules for HR in the digital age.
The 2017 report began last summer with us reaching out to hundreds of organizations, academics, and practi-
tioners around the world. This year, it includes a survey of more than 10,000 HR and business leaders across
140 countries. The report reveals how leaders are turning to new organizational models that highlight the
networked nature of today’s world of work; innovation-based HR platforms; learning and career programs
driven by social and cognitive technologies; and employee experience strategies that put the workforce at the
center. The report closes with a discussion of the future of work amid the changes being driven by advances in
automation and an expanded definition of the workforce.
We are pleased to present this year’s Global Human Capital Trends report and survey and look forward to
your comments. 2017 is positioned to be a year of change as we all manage new levels of transformation and
disruption. The only question now is: Are you ready?
Brett Walsh
Global leader, Human Capital
Deloitte LLP
Erica Volini
US leader, Human Capital
Deloitte Consulting LLP
CONTE.
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People Analytics and the Future of Work
- 1. 1 PEOPLE ANALYTICS & THE FUTURE OF WORK We build great workplaces with people analytics Global HR Forum 2018
- 2. What's the first thing you do in the morning?
- 4. Is there a usage gap? 84 % of the Korean population is active social media 5% of Korean companies make use of big data
- 5. PEOPLE
- 6. 6 03 02 What we’ll cover big changes case studies 01 Key takeaway
- 7. 7 3. Data is the new oil The Management Revolution
- 8. VOLUMEMore data has been generated in 2017 than in the previous 5,000 years of human history. 8
- 9. Every minute of the day: ➔ 527,760 photos are shared on Snapchat ➔ + 120 professionals have joined LinkedIn ➔ 4,146,600 videos are watched on Youtube ➔ 456,000 tweets are sent on Twitter ➔ 46,740 photos are posted on Instagram
- 10. VELOCITYIn the time it takes to read this, more data has passed through the internet than was stored in the entire web just 10 years ago. 10
- 11. More than 50% of the leaders demanded data on a business event within an hour of occurrence PwC, Workforce of the Future Study, 2015
- 12. Less than 15 years to make a difference Average lifespan of companies on S&P 500 Index 1920 Today 67 Years 15 Years
- 13. VARIETYWearables, smart phones, RFID, Internet of Things 13
- 15. Is your boss really necessary ?
- 17. 1. Be a good coach. 2. Empower; don't micromanage. 3. Be interested in direct reports, success and well-being. 4. Don't be a sissy: Be productive and results-oriented. 5. Be a good communicator and listen to your team. 6. Help your employees with career development. 7. Have a clear vision and strategy for the team. 8. Have key technical skills so you can advise the team. Project Oxygen
- 18. Where should I spend my training dollars? WHERE SHOULD YOU BEGIN ? What engages such talent the most? Who has the leadership skills to drive this forward? What AI / data skills do I need today? Are there anyone in my organisation that already have these skills?
- 20. COST CENTRE Reduce Attrition Develop Leaders HR is evolving Using data to improve every part of the employee journey $1 $13 DRIVER OF Business Performance Improve engagement Increase productivity
- 21. Get 6 concrete ways to use people analytics TODAY! (Excerpt published in The Straits Times)
- 22. Thank you - Let’s connect ! hello@engagerocket.co