The document discusses people analytics and provides an overview of the topic. It defines people analytics as using data and analytics tools to make faster and more confident business decisions regarding people. It outlines the benefits of people analytics such as increased productivity and engagement. It also discusses how companies that excel at people analytics focus on the business, have a fully involved CHRO, leverage outside resources, and view analytics as a long-term investment that becomes part of their DNA.
How to create more impact with People AnalyticsDavid Green
Ā
Slides from my presentation at UNLEASH in London on 20 March 2019.
The session brief is below:
People analytics offers tremendous potential to companies to support business strategy, improve productivity and performance, and personalise and enhance the employee experience.
In this session, I will present the key trends in people analytics, its role in helping to shape the future of work and provide examples of how organisations are using people analytics to create impact that drives business performance and a better workforce experience.
I will also outline the Nine Dimensions for Excellence in People Analytics model he created together with Jonathan Ferrar to help delegates understand how they can improve the impact, value and focus of their people analytics programs ā whichever stage of the journey they are on.
People Analytics: State of the Market - Top Ten ListJosh Bersin
Ā
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.
The role of People Analytics in recruitingDavid Green
Ā
The slides from my keynote at Social Recruiting Days in Berlin in September 2017.
The speech covered:
- What is people analytics and why is it growing in importance
- 'Best' practices of companies that are leading the way with people analytics
- Case studies from the likes of IBM, Cisco, LinkedIn and Virgin Media
- Trends in people analytics and digital HR
- Ethics, privacy and trust
There is also a video recording of the speech, which can be accessed here: https://www.youtube.com/watch?v=lk6ZK5vHdE0
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
"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
The leaders of LinkedInās People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how itās growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
āPeople analyticsā is a frequently used buzzword. But questions remain as to why this is becoming such a prominent challenge for HR. What are leading organizations doing to develop their understanding of how data analytics can drive better people decisions? In this session, learn what you can start doing tomorrow to accelerate and mobilize your people analytics efforts.
Learning Objectives
ā¢ Learn the research and trends in data & analytics.
ā¢ Learn what is driving the people analytics movement.
ā¢ Learn the barriers to entry for companies.
ā¢ Learn how to mobilize your efforts in building out your people & analytics capabilities.
Speaker: Diego Gomez, Vice President of Human Capital Management Transformation, Oracle
The numbers tell the story: 84% of C-suite executives believe they must leverage artificial intelligence (AI) to achieve their growth objectives, yet 76% report they struggle with how to scale. With the stakes higher than ever, what can we learn from companies that are successfully scaling AI, achieving nearly 3X the return on investments and an average 32% premium on key financial valuation metrics?
To answer that question, Accenture conducted a landmark global study involving 1,500 C-suite executives from organizations across 16 industries. The aim: Help companies progress on their AI journey, from one-off AI experimentation to gaining a robust organization-wide capability that acts as a source of competitive agility and growth.
Read the full report:
http://www.accenture.com/AI-Built-to-Scale-Slideshare
How to create more impact with People AnalyticsDavid Green
Ā
Slides from my presentation at UNLEASH in London on 20 March 2019.
The session brief is below:
People analytics offers tremendous potential to companies to support business strategy, improve productivity and performance, and personalise and enhance the employee experience.
In this session, I will present the key trends in people analytics, its role in helping to shape the future of work and provide examples of how organisations are using people analytics to create impact that drives business performance and a better workforce experience.
I will also outline the Nine Dimensions for Excellence in People Analytics model he created together with Jonathan Ferrar to help delegates understand how they can improve the impact, value and focus of their people analytics programs ā whichever stage of the journey they are on.
People Analytics: State of the Market - Top Ten ListJosh Bersin
Ā
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.
The role of People Analytics in recruitingDavid Green
Ā
The slides from my keynote at Social Recruiting Days in Berlin in September 2017.
The speech covered:
- What is people analytics and why is it growing in importance
- 'Best' practices of companies that are leading the way with people analytics
- Case studies from the likes of IBM, Cisco, LinkedIn and Virgin Media
- Trends in people analytics and digital HR
- Ethics, privacy and trust
There is also a video recording of the speech, which can be accessed here: https://www.youtube.com/watch?v=lk6ZK5vHdE0
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
"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
The leaders of LinkedInās People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how itās growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
āPeople analyticsā is a frequently used buzzword. But questions remain as to why this is becoming such a prominent challenge for HR. What are leading organizations doing to develop their understanding of how data analytics can drive better people decisions? In this session, learn what you can start doing tomorrow to accelerate and mobilize your people analytics efforts.
Learning Objectives
ā¢ Learn the research and trends in data & analytics.
ā¢ Learn what is driving the people analytics movement.
ā¢ Learn the barriers to entry for companies.
ā¢ Learn how to mobilize your efforts in building out your people & analytics capabilities.
Speaker: Diego Gomez, Vice President of Human Capital Management Transformation, Oracle
The numbers tell the story: 84% of C-suite executives believe they must leverage artificial intelligence (AI) to achieve their growth objectives, yet 76% report they struggle with how to scale. With the stakes higher than ever, what can we learn from companies that are successfully scaling AI, achieving nearly 3X the return on investments and an average 32% premium on key financial valuation metrics?
To answer that question, Accenture conducted a landmark global study involving 1,500 C-suite executives from organizations across 16 industries. The aim: Help companies progress on their AI journey, from one-off AI experimentation to gaining a robust organization-wide capability that acts as a source of competitive agility and growth.
Read the full report:
http://www.accenture.com/AI-Built-to-Scale-Slideshare
The workforce and HR play a major role in a companyās digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
Inspirational approaches to HR data to drive better management and decision-making. On Friday 23 September 2016 we hosted a morning seminar for senior HR managers and executives on how to create business impact through HR & People analytics.
The HR Technology Market: Trends and Disruptions for 2018Josh Bersin
Ā
This presentation describes the direction and trend for HR Technology in 2018, by Josh Bersin. It shows how the core HR market has evolved, the emergence of "systems of productivity" as the next major trend, the use of AI, and how applications like recruitment, wellbeing, feedback, and performance management are going through radical change.
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
Ā
It is true today more than any point in history that talent is a companyās greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
Ā
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
Artificial intelligence is reshaping business, and the time is ripe for companies to capitalise AI. The organisation can use AI to move their focus from discrete business problems to significant business challenges.
An organisation should use ML and Data Science to drive digital transformation for more back-office operational efficiency, better user/engagement, smoother onboarding, and better ROI by lowering cost and bring more data-driven taking mechanism for transparency.
AI will be a valuable, transformational change agent not only to the way business is done but to the way people live their daily lives if it isn't perceived as a plug-and-play technology with immediate returns but more like a long term solution to rewire the organisation.
Our HR Tech Trends 2023 report in which we analyze the main trends that are defining the sector, challenges of the HR departments, the new relation with candidates/ workers, new technologies that are disrupting and market opportunities.
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/
Unlocking the Power of Generative AI An Executive's Guide.pdfPremNaraindas1
Ā
Generative AI is here, and it can revolutionize your business. With its powerful capabilities, this technology can help companies create more efficient processes, unlock new insights from data, and drive innovation. But how do you make the most of these opportunities?
This guide will provide you with the information and resources needed to understand the ins and outs of Generative AI, so you can make informed decisions and capitalize on the potential. It covers important topics such as strategies for leveraging large language models, optimizing MLOps processes, and best practices for building with Generative AI.
Agile recruiting: Optimizing your Talent Acquisition Operating ModelBeamery
Ā
The agile management methodology brings concrete, measurable improvements to the companies who use it, from better stakeholder management and clearer priorities to faster delivery and go-to-market times. In recruiting specifically, it means a better way to prioritize hiring projects, improved visibility for both recruiters and hiring managers, and overall a more efficient, iterative recruiting process.
We've invited Mitzi Shafar, an experienced talent acquisition leader and currently lead partner at Talent Collective, to tell us more about the agile recruiting methodology.
Digital Transformation Strategy PowerPoint Presentation Slides SlideTeam
Ā
Presenting this set of slides with name - Digital Transformation Strategy Powerpoint Presentation Slides. Our topic-specific Digital Transformation Strategy Powerpoint Presentation Slides presentation deck contains twenty-three slides to formulate the topic with a sound understanding. A range of editable and ready to use slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates makes it all the more worth. PPT slides are accessible in both widescreen and standard format. PowerPoint templates are compatible with Google Slides. Quick and risk-free downloading process. It can be easily converted into JPG or PDF format
š¹How will AI-based content-generating tools change your mission and products?
š¹This complimentary webinar [ON-DEMAND] explores multiple use cases that drive adoption in their early adopter customer base to provide product leaders with insights into the future of generative AI-powered businesses, and the potential generative AI holds for driving innovation and improving business processes.
Intelligent Finance Operations: The CFO's most powerful assetAccenture Operations
Ā
Can your finance operations lead the way?ā If recent history has taught us anything, itās to expect the unexpected.ā
The unpredictable. Even the unprecedented.
Exploring Opportunities in the Generative AI Value Chain.pdfDung Hoang
Ā
The article "Exploring Opportunities in the Generative AI Value Chain" by McKinsey & Company's QuantumBlack provides insights into the value created by generative artificial intelligence (AI) and its potential applications.
The workforce and HR play a major role in a companyās digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
Inspirational approaches to HR data to drive better management and decision-making. On Friday 23 September 2016 we hosted a morning seminar for senior HR managers and executives on how to create business impact through HR & People analytics.
The HR Technology Market: Trends and Disruptions for 2018Josh Bersin
Ā
This presentation describes the direction and trend for HR Technology in 2018, by Josh Bersin. It shows how the core HR market has evolved, the emergence of "systems of productivity" as the next major trend, the use of AI, and how applications like recruitment, wellbeing, feedback, and performance management are going through radical change.
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
Ā
It is true today more than any point in history that talent is a companyās greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
Ā
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
Artificial intelligence is reshaping business, and the time is ripe for companies to capitalise AI. The organisation can use AI to move their focus from discrete business problems to significant business challenges.
An organisation should use ML and Data Science to drive digital transformation for more back-office operational efficiency, better user/engagement, smoother onboarding, and better ROI by lowering cost and bring more data-driven taking mechanism for transparency.
AI will be a valuable, transformational change agent not only to the way business is done but to the way people live their daily lives if it isn't perceived as a plug-and-play technology with immediate returns but more like a long term solution to rewire the organisation.
Our HR Tech Trends 2023 report in which we analyze the main trends that are defining the sector, challenges of the HR departments, the new relation with candidates/ workers, new technologies that are disrupting and market opportunities.
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/
Unlocking the Power of Generative AI An Executive's Guide.pdfPremNaraindas1
Ā
Generative AI is here, and it can revolutionize your business. With its powerful capabilities, this technology can help companies create more efficient processes, unlock new insights from data, and drive innovation. But how do you make the most of these opportunities?
This guide will provide you with the information and resources needed to understand the ins and outs of Generative AI, so you can make informed decisions and capitalize on the potential. It covers important topics such as strategies for leveraging large language models, optimizing MLOps processes, and best practices for building with Generative AI.
Agile recruiting: Optimizing your Talent Acquisition Operating ModelBeamery
Ā
The agile management methodology brings concrete, measurable improvements to the companies who use it, from better stakeholder management and clearer priorities to faster delivery and go-to-market times. In recruiting specifically, it means a better way to prioritize hiring projects, improved visibility for both recruiters and hiring managers, and overall a more efficient, iterative recruiting process.
We've invited Mitzi Shafar, an experienced talent acquisition leader and currently lead partner at Talent Collective, to tell us more about the agile recruiting methodology.
Digital Transformation Strategy PowerPoint Presentation Slides SlideTeam
Ā
Presenting this set of slides with name - Digital Transformation Strategy Powerpoint Presentation Slides. Our topic-specific Digital Transformation Strategy Powerpoint Presentation Slides presentation deck contains twenty-three slides to formulate the topic with a sound understanding. A range of editable and ready to use slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates makes it all the more worth. PPT slides are accessible in both widescreen and standard format. PowerPoint templates are compatible with Google Slides. Quick and risk-free downloading process. It can be easily converted into JPG or PDF format
š¹How will AI-based content-generating tools change your mission and products?
š¹This complimentary webinar [ON-DEMAND] explores multiple use cases that drive adoption in their early adopter customer base to provide product leaders with insights into the future of generative AI-powered businesses, and the potential generative AI holds for driving innovation and improving business processes.
Intelligent Finance Operations: The CFO's most powerful assetAccenture Operations
Ā
Can your finance operations lead the way?ā If recent history has taught us anything, itās to expect the unexpected.ā
The unpredictable. Even the unprecedented.
Exploring Opportunities in the Generative AI Value Chain.pdfDung Hoang
Ā
The article "Exploring Opportunities in the Generative AI Value Chain" by McKinsey & Company's QuantumBlack provides insights into the value created by generative artificial intelligence (AI) and its potential applications.
Workforce Insight And Change Making Comms V4 AaAladam
Ā
These slides provide an overview of how to do Workforce Planning & Analytics so leaders can make better, more informed decisions. Hope you like it!
Predicting Your Employees. Digitalize, DIGITALIZE, even your āHuman Workforceā! Predict your employees in 4 āclicksā. Make decisions based on data. Accurate people management decisions are based on data. Why should yo do it? How to do it ? Do it now.
The FIRM & IBM event THE FUTURE OF WORK IS HERE: Is the people function 'fit ...Emma Mirrington
Ā
This presentation will look at what you need to consider in order to ensure that the Resourcing/HR function can deliver the talent-based solutions both today and in the future. Key points will include:
ā¢ A brief overview of the Future of Work trends being seen in 2017
ā¢ What challenges will this create from business leaders and the workforce in our organisations?
ā¢ What does this mean for the Future of HR (technology adoption, new talent practices, new ways of acquiring talent etc.)?
Big Data = Big Headache? Using People Analytics to Fuel ROItalent.imperative
Ā
ā¢ Interpret trend information to understand the business case for Big Data in HR.
ā¢ Examine your fears and assumptions about Big Data.
ā¢ Learn from best practice case studies how to demonstrate HRās contributions to ROI.
ā¢ Understand how to engage key stakeholders as part of your organizationās people analytics journey.
58 Quotes, Facts, Benchmarks, and Best Practices on People and AnalyticsHarrison Withers
Ā
For the last 18 months, the consulting team at Media 1 has read tens of thousands of pages of research, presentations, and white papers on analytics as it relates to people and performance. When we came across especially interesting content, we added it to a master list of resources. The following 58 Quotes, Facts, Benchmarks, and Best Practices on People and Analytics where curated from that list in the hopes that people will use them in support of creating great places to work.
Max Blumberg: How can #PeopleAnalytics prevent incidents like the Twitter fir...Edunomica
Ā
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
Big data is not only transforming the way we make decisions, but also the way that organizations recruit, manage and develop their people, driving engagement, innovation and productivity to new peaks.
Explore the future of cloud-based human capital management, and demonstrate how what you do today will influence and energize your company for decades to come.
IBM: The Future of Work is Here: Is the people function 'fit for purpose'?Emma Mirrington
Ā
Dave Millner, Workforce Science & Analytics, will look at what you need to consider in order to ensure that the Resourcing/HR function can deliver the talent-based solutions both today and in the future. Key points will include: ā¢ A brief overview of the Future of Work trends being seen in 2017 ā¢ What challenges will this create from business leaders and the workforce in our organisations? ā¢ What does this mean for the Future of HR (technology adoption, new talent practices, new ways of acquiring talent etc.)?
Bill Boorman will look at candidate mobility in 2017. Length of service is shrinking rapidly. People are having more jobs with more companies than ever before. In this session Bill Boorman looks at what this means for talent attraction, from attraction to branding, and the tech needed to support the changing world of work.
What is People Analytics - PPT | SplashHRSwati Gupta
Ā
People Analytics is a process in which the companyās data is transformed into insights. People analytics, also known as HR or talent analytics, uses analysis to help decision-makers interpret business and people data to improve the impact on business goal ā and assess human resources initiativesā effectiveness.
This is an introduction and overview of just some of the talent assessment solutions SHL can offer to help improve the effectiveness and efficiency of your talent management processes.
In a global survey of 375 executives, The Economist Intelligence Unit explores how early adopters are using evidence to show connections between HR and business KPIs and opening doors to new processes and people strategies that impact the bottom line of the organisation.
Similar to The What, The Why and the How of People Analytics November 2017 (20)
The What, The Why and the How of People Analytics November 2017
1. The What, The Why and The How of People Analytics
Dave Millner, Executive Consulting Partner & HR Futurist, Watson Talent & IBM Kenexa
@HRCurator
November 2017
5. NEW TECHNOLOGIES
āDIGITAL TRANSFORMATIONā
NEW ORGANIZATIONAL STRUCTURES
āNEW BUSINESS MODELSā
JOB DE-CONSTRUCTION
āNEW SKILL DEMANDSā
TAILORED EMPLOYEE
EXPERIENCES
āMAKING WORK PERSONALā
DISRUPTION & CHANGE
āTHE NEW NORMALā
INFORMATION OVERLOAD,
āTHE OVERWHELMED EMPLOYEEā
BIG DATA & ANALYTICS
āNEW DECISION MAKING MODELSā
VUCA (R)
WORLD
OF WORK
6. ā¦the use of data and analytic tools
to identify insights on people that
enable faster, more accurate, and
more confident business decision-
making
Sources: 1. Wharton School, People Analytics Coursera online course; 2. IBM Smarter Workforce Institute white paper āStarting the Workforce Analytics Journey
What is People Analytics?
7. 7
ā¦.But Weāre a People Function Not a Numbers Function!
Words and Numbers Create a More Compelling Story!
9. Four Broad Areas of Analytics
Level 4: Predictive Analytics
ā¢ Development of predictive models, scenario planning
ā¢ Risk analysis; integration with workforce planning
Level 3: Advanced Analytics
ā¢ Segmentation; statistical analysis; development of āpeople modelsā
ā¢ Analysis of dimensions to understand cause, correlation, dimensions
Level 2: Proactive - Advanced Reporting
ā¢ Operational reporting for benchmarking and decision-making
ā¢ Specialist Metrics developed
ā¢ Multi-dimensional analysis and dashboards; data dictionary
Level 1: Reactive - Operational Reporting
ā¢ Ad-hoc operational reporting; lots of running around
ā¢ Reactive to business demands; data in isolation and difficult to analyze
What can we
do about it?
Why has this
happened?
What has
happened?
Source: Bersin by Deloitte
86%14%
10. 10
Broad Areas of Analytics
What Has Happened in The Past
ā¢ Reporting
ā¢ Metrics
What Could Happen in the Future?
ā¢ Predictive Analytics
ā¢ People and Business Data
12. 9%of HR Functions are
āDigital Readyā
9xgreater data
collected in last two
years than
previously collected
in all of humanity
90%of organisations
believe their
industries will be
totally disrupted by
digital trends
Sources: (l-r) Bersin by Deloitte, MIT/Deloitte, Korn Ferry
is added to Gross Domestic Product
(GDP) for every US dollar invested in
human capital
$11.39
13. 13
$439m
$1.29b
The Global Market For People Analytics Is Set To
Triple By 2022
2015 2022
Source: Stratistics MRC (http://www.strategymrc.com/report/workforce-analytics-market)
14. 14
Workforce productivity
Performance management and evaluation
Employee engagement and commitment
Sourcing and recruiting
Talent retention
2013 2015
19%
16%
8%
15%
9% 14%
7% 14%
13%13%
Adoption of People Analytics By CHROās Is On the Increase
āWith predictive analytics, weāll be able to explore āwhat might happenā
rather than looking at āwhat has happened.ā
Lucien Alziari, CHRO, A.P.Moller Maersk, Denmark
Source: IBM CHRO Study
16. Characteristics of Organizations with Mature People
Analytics Capabilities
higher employee engagement
2x
2x
3x
2.5x
more likely to improve their
recruiting efforts
more likely to realise cost
reductions /efficiency gains
more likely to improve mobility
- right people, right jobs
2x more likely to improve
their leadership pipelines
The share prices of
organisations with
mature people
analytics capability
outpaced the S&P 500
by 30% over a three
year period
Source: Bersin by Deloitte
17. 2008 2009 2010 2011 2012 2013 2014
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
$3,185
$2,210
S&P 500 Best Places to Work
Source: Glassdoor / WSJ.com
Good Place to Work = Good Place to Invest
Value of $1,000 invested in the S&P 500 Index and invested in companies that were rated the āBest
Places to Workā by Glassdoor
Why are Investors Interested in People Analytics?
18. The How:
What Do Companies That Excel at People Analytics Do?
They focus on the business
19. Levelofimpact
Ease of implementation
Indirect/Productivity
improvement
Direct/Cost
Reduction
Easier / No change in the
way work gets done
Harder / substantial
workforce transformation
Easy to implement,
delayed returns
Fast Path to Action
Hard to implement,
delayed returns
Long-term Business
Improvement
Easy to implement, fast
returns
Quick Win
Hard to implement, fast
returns once implemented
Long-term Cost
Savings
Source: Starting the Workforce Analytics journey ā IBM Smarter Workforce Institute
Focus on the Business
21. SYSTEMS OF RECORD ERA
COGNITIVE ERA
Re-engineering Big Data &
Analytics
Outsourcing
Cognitive
Cloud
Mobile
Social
Technology is changing the HR landscape at IBM:
ā¢ Focusing on a Personalized Employee
Experience
ā¢ Employee Services With Data Based
Technology Functionality
ā¢ HR Advisory Support
ā¢ HR Decision Support Driven by Analytics
ā¢ An Evolving Culture Change
Focus on the Business: IBM Story
22. 22
Focus on the Business: IBM Story
Technology Only Works When You Have Reliable Data
Expertise
Manager
CV Wizzard
Checkpoint ACE
Open Badges
Certifications
Think40
Skills and Experience
Feedback
Career Development
Career
Framework
Global Opp.
Marketplace
Personal
Development
Job Role
Learning
YourLearning
CareerSmart
Blue Matching
Tool
23. UNDERSTAND
Receive & process unstructured information
(images, text, language & data)
REASON
Grasp underlying concepts, form hypotheses
& make sense of ideas.
LEARN
Each data point, interaction & outcome,
they develop & sharpen expertise, so
they never stop learning
INTERACTS
Can see, talk and hear; cognitive systems
can interact with humans in a natural way.
Focus on the Business: IBM Story
Tomorrow's Technology Today
Watson Recruitment
Watson Career
Coach
Watson Talent
Development
Watson Virtual HR
Agent
Watson Talent
Insights
24. 24
~200%
ROI
~$270M
Net benefits
OBJECTIVE : Proactively identify Top talent at risk of voluntarily leaving the organisation and
take appropriate action in time to actually affect such employee departures, avoiding financial
and knowledge losses.
~25%
Reduced attrition
Focus on the Business: IBM Story
Predicting Regrettable Attrition
Compensation
Investment
Attrition
Cost
Labour Market
25. They focus on the business
They have a CHRO who is fully
involved
They have an inspirational leader
They have a balanced set of skills
and capabilities
What Do Companies That Excel at People Analytics Do?
28. They focus on the business
They have a CHRO who is fully
involved
They have an inspirational leader
They have a balanced set of skills
and capabilities
They leverage resources from
outside HR
What Do Companies That Excel at People Analytics Do?
29. 29
Sales
Revenues
Customer
Experience
Productivity
Product
Innovation
Quality
Safety
Data management, Analytics, IT, Business consulting
Employee
Engagement
Performance
management
Recruiting
Training and
development
Attrition
Leadership
progression
Retention Compensation D&I
PEOPLE DATA BUSINESS DATA EXTERNAL DATA
Supply /
Demand
Published
research
Emerging ā
social,
wellnessā¦
DATA
SKILLS
BORROW BUYBLENDBUILD
Leverage Skills and Data From Outside HR
30. They focus on the business
They have a CHRO who is fully
involved
They have an inspirational leader
They have a balanced set of skills
and capabilities
They leverage resources from
outside HR
They have a clearly defined
strategy & vision
They get the basics right
They have a methodology designed on
producing actionable insights
What Do Companies That Excel at People Analytics Do?
32. They focus on the business
They have a CHRO who is fully
involved
They have an inspirational leader
They have a balanced set of skills
and capabilities
They leverage resources from
outside HR
They have a clearly defined
strategy & vision
They get the basics right
They have a methodology designed on
producing actionable insights
They use stories and visualization
to compel action
What Do Companies That Excel at People Analytics Do?
33. 33
The Power of Storytelling
?What do you want
your audience to
know?
?How do you want
your audience to
feel?
?What do you want
your audience to
do?
34. They focus on the business
They have a CHRO who is fully
involved
They have an inspirational leader
They have a balanced set of skills
and capabilities
They leverage resources from
outside HR
They have a clearly defined
strategy & vision
They get the basics right
They have a methodology designed on
producing actionable insights
They use stories and visualization
to compel action
They know analytics is a long-term
investment
They put the employee at the centre
They make analytics part of the DNA
What Do Companies That Excel at People Analytics Do?
35. 2014 2015 2016 2017
Source: LinkedIn (https://www.linkedin.com/pulse/roi-talent-analytics-lorenzo-canlas?trk=prof-post
5X
Cost of team Impact on Operating Margin
7X
10X
The ROI of People Analytics: Making It Part of the DNA
Investment vs. Return of People Analytics Team in LinkedIn
36. COST
BUSINESS IMPACT
Reject Wish list
Avoid Prioritise
āTo support Chevronās business
strategies with better, faster workforce
decisions informed by dataā
COMMUNITY
OF PRACTICE
3 STAGE ANALYTICS
TRAINING
300 20 18
PEOPLE BUSINESS
UNITS
COUNTRIES
Institutionalizing People Analytics: Making It Part of the DNA
Source: Bersin by Deloitte: Scaling People Analytics Globally: Chevron Takes a Multipronged Approach to Build Organizationwide Analytics (CASE STUDY)
Capabilities
37. 37
Shell People Analytics Journey: Making It Part of the DNA
Data Management Maturity
BusinessValue
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017
Report Spreadsheets
Basic Reporting
Standardization
Advanced Analytics
Cross Functional MI/Analytics
ļ± Data Clean Up
ļ± HR Information for Leadership
ļ± Merging Analytic
Assessments
ļ± Centralized Offshore Reporting Team
ļ± Self Service HR Reporting Tool
ļ± HR Data and Analytics Team Created
ļ± Data Scientists in HR Analytics
38. What Do Companies That Excel at People Analytics Do?
They focus on the business
They have a CHRO who is fully
involved
They have an inspirational leader
They have a balanced set of skills
and capabilities
They leverage resources from
outside HR
They have a clearly defined
strategy & vision
They get the basics right
They have a methodology designed on
producing actionable insights
They use stories and visualization
to compel action
They know analytics is a long-term
investment
They put the employee at the centre
They make analytics part of the DNA
They communicate their successes
They seek to continually learn and
arenāt afraid to fail
They keep one eye on the future
39. Ā£
Ā£
Ā£
n=2876 teams
Keeping an Eye on the Future
CAT: Linking Engagement and Business Data
KEY BUSINESS QUESTIONS:
ā¢ What drives our business critical
success metrics?
ā¢ What impact can engagement
make on our business
performance?
ā¢ What is the difference between
Highly Engaged and OK units in
Retail Business?
DIFFERENCE BETWEEN HIGH
& OK PERFORMING UNITS:
ā¢ Voluntary Turnover 71% Lower
ā¢ Customer Loyalty 5.3% Higher
ā¢ Technician Productivity 4.5%
Higher
ā¢ Re-work 60% Lower
ā¢ 3 Times Less Accidents
ā¢ Exceed Quarterly Financial Targets
40% More Often Than Units With
Lower Engagement Levels
40. 40
Keeping an Eye on the Future
Professional Services: Talent Strategy and Engagement/Business Data
KEY OUTCOMES:
Most Engaged Teams are:
ā¢ Highest Performing Teams
ā¢ Have Higher Retention Rates
ā¢ Have Higher Revenue Growth
ā¢ Have Higher Gross Margins
KEY OUTCOMES:
Retention & Engagement Data:
ā¢ Can Save cĀ£70m p.a. by Reducing
Turnover of Key Client Facing
Employees by 1%!
KEY OUTCOMES:
Best In Class Engaged Employees:
ā¢ Produce cĀ£100k p.a. More Than
Below Norm Performing Employee
41. 41
Keeping an Eye on the Future
AMC: Outlier Study Focusing on High/Average Perfomers in Business Critical Role
KEY BUSINESS QUESTIONS:
ā¢ What drives our business critical
success metrics?
ā¢ What impact does a business
critical role have on those metrics?
ā¢ What is the difference between Top
10% and OK Performers
DIFFERENCE BETWEEN
TOP 10% & OK PERFORMERS:
ā¢ Hourly Turnover 43% Lower
ā¢ Theft 17 Times Lower
ā¢ Profit Per Customer 1.2%
ā¢ Unit Profit (+ High Engagement)
21% Higher
ā¢ Guest Satisfaction (+ High
Engagement) 29% Higher
42. 42
Keeping an Eye on the Future
Retail Drinks & Convenience Stores: Business Case to Change Recruitment Methods
BUSINESS SCENARIO:
ā¢ Turnover for Business Critical Role
32% p.a.
ā¢ Growth and Sales Key Business
Challenge
ā¢ Out of Date Recruiting Process
cost Ā£500k p.a. to implement
ā¢ To Change the Recruitment
Process ā will cost Ā£600k p.a. to
implement; needed a robust
predictive business case to obtain
CEO āSign Offā
THE OUTCOME:
ā¢ Finance & HR: Difference Between
High and OK Performer was 400%
Sales and 190% Profitability
ā¢ Finance Cash Flow Projections:
āWhat Ifā We Recruited High
Performers Not OK Performers?
ā¢ Predicted:
- Year 1 Increases Ā£100k
- Year 2 Increases Ā£250k
- Year 3 Increases Ā£275k
ā¢ Actual:
- Year 1 Increased by Ā£95k
- Year 2 Increased by Ā£263k
- Year 3 Increased by Ā£278k
43. What Do Companies That Excel at People Analytics Do?
They focus on the business
They have a CHRO who is fully
involved
They have an inspirational leader
They have a balanced set of skills
and capabilities
They leverage resources from
outside HR
They have a clearly defined
strategy & vision
They get the basics right
They have a methodology designed on
producing actionable insights
They use stories and visualization
to compel action
They know analytics is a long-term
investment
They put the employee at the centre
They make analytics part of the DNA
They communicate their successes
They seek to continually learn and
arenāt afraid to fail
They keep one eye on the future
They donāt forget the āHā in HR
44. 44
CREATE EXPERIENCES
Employee experiences are as
important as customer experiences
Use analytics to understand
employees insights better
Focus on touchpoints where
employee experience drives
productivity etc.
ENABLE THE WORKFORCE
Constant rhythm of feedback/
insights to drive engagement
Game changing approaches to
employee input
Personalized just in time learning
Create an empowered workplace
VALUE BASED HR
HR has to shift from being a ācost
centreā to being a āprofit centreā
Show real time insights/trends
through talent & business based
analytics
Drive fact-based decisions for
tangible value to the business.
Tomorrowās HR Challenges
All Requiring Data and Analytics
45. ALIGNED PEOPLE &
DIGITAL TECHNOLOGY
PRACTICES
HR CAPABILITY SHIFT
BUSINESS & HR THOUGHT
LEADERSHIP
PERFORMANCE &
PRODUCTIVITY FOCUS
EMPLOYEE & CUSTOMER
CONNECTED
COMMERCIALLY DRIVEN
PEOPLE ANALYTICS
āFUTURE
PROOFEDā
CRITICAL
HR
FOCUS
Conclusions: Tomorrowās HR Function
46. 46
CONSUMERIZATION OF
HR
WORKFORCE
ANALYTICS
THE FUTURE
ORGANIZATION
NETWORKED
NEW CAPABILITIES
RELENTLESS
COLLABORATIVE
LEADERSHIP
DESCRIPTIVE
ANALYTICS
WORKFORCE
PLANNING
PREDICTIVE
ANALYTICS
NETWORK ANALYSIS
āVALUE ADDā HR
FUNCTION
BETTER PEOPLE
DECISIONS
MORE AGILE
ORGANIZATION
Data, Analytics & HR: At the Centre of the Digital Agenda
PERSONALIZED
EMPLOYEE
EXPERIENCE
DIGITAL LEARNING
TECH AS AN ENABLER
HR AS A PROFIT
CENTRE
48. 48
THE SHIFT
HR MINDSET
SHIFT
(Commercial and
Talent Based)
DECISION
MAKING SHIFT
(Data Driven Not
Judgement Based ā
Across the
Organization))
CULTURAL
SHIFT
(Collaboration, Ways
of Working)
CHANGE SHIFT
(Change program)
Analytics Requires a Cultural Shift in Organizations
49. ADVANCED USERS
PROGRESSING
STARTING OFF/
āEARLY DAYSā
49
Future of People Analytics
ā¢ āIt Really Is a Journeyā
ā¢ More Mid-Size/Smaller Organizations Focusing on
the Value of Analytics
ā¢ Every Organization Is Different; Culture Change
ā¢ āNo One Size Fits Allā
ā¢ Organizational Network Analysis (ONA)
ā¢ Organizational Design & Data Analytics
ā¢ Change & Data Analytics
ā¢ People Index ā value of people
WITHOUT DATA, AUTOMATION, AI, ETC. WONāT HAPPEN!
50. 50
āCEOs are looking for more digital and
people analytics from their HR
departments; we must not disappoint.ā
Laszlo Bock
Advisor, author, and former SVP of People Operations at
Google/Alphabet
52. Dave Millner,
Executive Consulting Partner &
HR Futurist,
Watson Talent, IBM Kenexa
dave.millner@uk.ibm.com
Mobile: +44 (0) 7779 802830
Twitter: @HRCurator
Sage People: Top 10 Global Influencer 2017
@Nodexl: No 1 Most Influential Person on Twitter, People Analytics, HR Analytics and Future of Work 2017
Onalytica No 1 Twitter Brand: Future of Work 2017
Editor's Notes
The future of work is about new ways of doing things ā CHANGE in the VUCA (R) world ā R = Responsiveness
Old HR was systems of record ā the cognitive era provides the opportunity to be far more proactive and enabled to really focus on what makes a high performing workforce
Where are we now?
All about the employee experience driven by:
Personalized Employee Experience: IBM and Your Learning (example of being suggested that I do Design Thinking which is what I was interested in!)
Employee Services: Powered by Watson, Cognitive Human Interface Personality (CHIP)
HR Advisory Support: Manager Playbook app
HR Decision Support: Selection, proactive retention, investment for ROI, Social sentiment analysis
New Culture: Crowd sourced, transparent, employee engagement, employee insights into how to solve people challenge's (IBM and Checkpoint)
One of first orgs to publicly comment on ROI of PA initiative
Mostly fuelled through work undertaken in TA space:
- LinkedInās talent acquisition team couldnāt fill roles fast enough as the organisation grew by over 40% a year.
- Analytics team bought in to build visibility and accountability into the hiring process.
- The model that was built was able to predict within 5% actual numbers hired.
- Even more impressive is the fact that the intervention saved the company 15% of its recruiting budget in year one, which covered the cost of the investment in LinkedInās Talent Analytics team for more than 4 years.
Chevron built organisational capability mainly through: i) launching a Community of Practice, which as of September 2016 comprised 300 members spread across 22 business units and 18 countries, and; ii) building a three-stage in-house analytics curriculum that serves to create a structured learning and development program in analytics. This multi-pronged approach has helped create a vast and virtual people analytics team and effectively changed the way HR and the business thinks.