The document discusses strategic workforce planning, emphasizing the need for utilizing analytics and big data to improve HR performance at Spectra Energy. It identifies current challenges such as reactive workforce planning and the necessity for a proactive approach that connects HR with business goals. The document also outlines the definitions and processes involved in talent analytics and provides recommendations for improving workforce planning through effective implementation and evaluation strategies.

1. WHAT’S YOUR GAME PLAN?
Workforce Planning – How to Find, Build and
Utilize Analytics/Big Data for Successful
Workforce Planning
Moderator: Steven Porter Account Executive, Workday
Scott Greebon Strategic Workforce Planning Leader, GE Oil & Gas
Edwin Sellas Manager, HR Insights and Planning, Spectra Energy
Akia Watkins Director of Talent Planning, Spectra Energy
ENERGY HR EVOLUTION
Managing Competing Priorities & Planning for the Future

2. WorkforceNEXT Fall Summit 2015
Edwin J. Sellas
Manager, HR Insights & Talent Planning
What’s Your Game Plan? –
Find, Build and Utilize Analytics/Big Data
for Successful Workforce Planning
Akia J. Watkins
Director, Talent Planning

3. Spectra Energy
One of North America’s leading pipeline and midstream
companies
Natural Gas Transmission Pipe: 19,000 mi
Natural Gas Storage Capacity: ~300 Bcf
Natural Gas Gathering Pipe: 70,000 mi
Crude Transmission Pipe: 1,700 mi
NGL Transmission Pipe: 1,500 mi
SE Gas Processing Capacity: 3.7 Bcf/d
2Q15 DCP Gathered and Processed: 6.4 Tbtu/d
2Q15 DCP NGLs Produced: ~400 MBbl/d
Distribution Pipe: 39,900 mi
Union Gas Retail Customers: 1.4 million
What’s Your Game Plan? | 3

4. The Foundation
Analytics support high performance Talent Management
TalentManagement
WorkforcePlanning
TalentAnalytics
What’s Your Game Plan? | 4

5. Current challenges at Spectra Energy
Rooted in long-held processes
Lack of functional
competency
Workforce planning primarily
approached as reactive
demographic reporting, not
as proactive discipline and
methodology.
Business comes to HR for
reports, not solutions
Reports provide limited
insight as they tend to be
reviewed in isolation.
Abundance of data,
limitedcapacity
Meaningful insights hard to
come by without a different
approach.
Processchallenges
Prevent HR from becoming a
valued partner to the business.
Point-of-contacts not best
source for analytic consulting
Client-facing partners often not
equipped to ask the right
questions and then use available
data-based evidence for
addressing problems at hand.
What’s Your Game Plan? | 5

6. Current challenges at Spectra Energy
Rooted in long-held processes
Consult beforereport
Start with problems, not
with data.
Business-first
Connect to business goals
& initiatives.
Tellstories
Explain not only the “what”
but also the “why” of current
and future state of talent.
Go beyondcompliance
Inform business strategy
and operations.
HR lens
Leverage HR best practices
and incorporate pre-existing
enterprise initiatives.
Future-orientation
Use trends to predict future
needs and gaps to address
with HR levers.
What’s Your Game Plan? | 6

7. What are talent analytics and workforce planning?
Definitions
Talent Analytics
• Is the application of analytics
processes to the human resource
space
• Does not deal simply with
gathering efficiency data
• Provides insight into HR
processes by gathering data to
make relevant decisions about
how to improve these processes
• Examines causal relationships
between HR activities and
resulting business outcomes.
When actualized, businesses
attain a greater ROI
Workforce Planning
Systematic process for…
• Analyzing the workforce
• Identifying and addressing the
gaps between the workforce
today and future staffing needs
• Determining the steps to take to
meet the human capital needs of
tomorrow
What’s Your Game Plan? | 7

8. Workforce Planning: Not a quick fix
What’s Your Game Plan? | 8Source: Bersin byDeloitte
2020+
Level 4
Enterprise Strategic
Workforce Planning
Strategic WorkforcePlanning
on a Companywide Level
2018
Level 3
Strategic Workforce
Planning
Alignment with Business
Strategy: Workforce
Segmentation
2016
Level 2
Workforce Analytics
Workforce Skills Gap Analysis,
“What-If” Scenarios
40% of these include “scenario
planning” or “what-ifs” to test
quantitative datarelationships
2015
Level 1
HeadcountPlanning
Headcount Data Collection,
Headcount Analysis,
Static Data Reporting
53% of these go an additional step
and predict future headcount
based on historical trends
Maturity model for an emerging discipline
57%
22%
11% 10%

9. Who conducts the workforce planning process?
There is no
Formal
Ownership or
Visibility
HR Manager Staffing and
Recruiting
Business HR
Leader
Corporate HR Business-Unit
Leader
7%
18%
27%
46%
54%
60%
Majority of WP processes are owned by individual business leaders
What’s Your Game Plan? | 9Source: Bersin byDeloitte

10. Workforce Planning
Definition
Compare supply and
demand analyses to
identify and prioritize
critical workforcegaps
Understand the composition
of the workforce that will be
needed to accomplish future
functional requirements
Understand the capabilities of
the current workforce in terms
of size and skills
Design effective talent
solutions that effectively
close prioritizedgaps
Create and
communicate a plan
forexecuting
solutions
Workforce
Planning
Evaluate how well
solutions worked to
close gaps identified
Supply
Analysis
1
2
Demand
Analysis
Gap
Analysis
3
Solutions
Design
4
Implement
5
6
Evaluate
What’s Your Game Plan? | 10Source:SHRM

11. Talent Scorecards
Visualization for quick digestion
• Or based on throughput
– Time to Fill
– Applicant and Hire Sourcing
– Hires and moves
Prior State
• Disparate reports, limited trending
• Primarily demographic-driven
– Age
– Tenure
– Race
– Gender
– Tenure
– Turnover
– Voluntary
– Voluntary minus retirements
Current State – Phase 1: Visualizations Using Excel
• Comprehensive talent metrics with trending
– Based on metric categories:
 Revenue per FTE
 Capabilities
 Flight Risk
 Turnover
 Attraction
 Engagement
 Performance
Management
– Metrics within categories are flexible,
may vary over time within category
– Incorporates human judgment; HR
Leaders provide 1-5 rating on each
category given available metrics Training
 TalentKinetics
 Bench Strength
 Succession at the Top
 Diversity
What’s Your Game Plan? | 11

12. Talent Scorecards
Move to blend and drilldown capability
Future State – Phase 2: Visualizations Using General Data Science Software
Tableau SAPLumira
Others:
Tibco Spotfire
CliqView/CliqSense
Pentaho
Future State – Phase 3: Visualizations Using Integrated Talent Management Software
What’s Your Game Plan? | 12

13. Manage limited resources through scope
Provide mechanisms to “right-fit” for current capacity
Balance Expectations
BRAND THRU FUNCTION
Human CapitalPerformance
HR Insights and Planning
POLICY STATEMENTS
MESSAGING IN CLIENT DOCUMENTATION
Investment of Time and Modes
• Intranet
• Road show
What’s Your Game Plan? | 13

14. Differentiate Your Work
Ad-hoc, hypothesis-driven analytics vs. data mining
Product Packaging: STAR and TAP Reports
What’s Your Game Plan? | 14

15. Audit the Current State Analytics Function
People, Programs, Data and Technology
Analytic
Consultants
Employee
Surveys
Workforce
Planning
Leadership
Dashboards
Metrics &
Benchmarking
Predictive
Analytics
Business
Leadership
Analytics-Versed
BusinessPartners
Modelersand
Statisticians
HRIT
DataAnalysts
TrustedSources
DataStandards
DataQuality
Integration
AnalyticAccess
Programs
People
Strength
Progressing
Weakness
CurrentState:
Capability x
Bandwidth
What’s Your Game Plan? | 15

16. Analytic Design Principles
Accurate Timely
Alignedto
Best Practice Flexible
Design
Principles
Compliance
Strategic Selection
(Metrics & Frequency)
Context (Benchmarks)
Governance
Drill-down capable
Just in time
Instantly Configurable
Future StateFuture State
Standard measures should:
• Evaluate progress towards critical
business goals and initiatives
• Guide and reinforce human behavior
• Be of goodquality
• Have potential to predict using trending
Process
should be:
Practical
What’s Your Game Plan? | 16

17. Substantive
Expertise (HR)
Hacking
Skills
Math and
Statistics
What’s Your Game Plan? | 17
Data Science in HR
Better at statistics than
software engineer, better at
software engineering thana
statistician.
The future of analytics
Data Scientist
Danger
Zone
Traditional
Research
Machine
Learning
DATA
SCIENCE
Hot Profession
• HBR declared this the “sexiest
profession of the 21st century”
• Demand for skilled professionals
• Median total salary: $144K (U.S.)
Before jumping in, consider
• Is your organization ready?
• Would a team approach work?

18. Information Systems and Interfaces
Know where your data originates
Phase I
Phase 2
Phase 3
What’s Your Game Plan? | 18
Owner:HR
Owner: HRIS
Owner:
HR
Owner: HRIS

19. Recommended Resources
What’s Your Game Plan? | 19
Books
Workforce Planning
Strategic Staffing: A Comprehensive System for Effective Workforce Planning, 2nd Ed.
(Tom Bechet)
Strategic Workforce Planning: Guidance & Gackup-up Plans (Tracey Smith)
Positioned: Strategic Workforce Planning that Gets the Right Person in the Right Job
(Dan L. Ward & RobTripp)
HR Analytics: General
Data Drive: Creating a Data Driven Culture (DJ Patil & HilaryMason)
Non-Obvious: How to Think Different, Curate Ideas, & Predict the Future (Rohit Bhargava)
The Talent Equation: Big Data Lessions for Navigating the Skills Gap and Building a Competitive Workforce
(Matt Ferguson, Lorin Hitt, & PrasannaTambe)
The ROI of Human Capital: Measuring the Economic Value of Employee Performance (Jac Fitz-Enz)
HR Analytics: Technical
Predictive Analytics for Human Resources (Jac Fitz-Enz & John R. Mattox II)
Data Science for Business: What You Need to Know About Data Mining and Data-Analytic Thinking (Foster Provost & Tom Fawcett)
Talent Management Technologies: A Buyer’s Guide to New, Integrated Solutions (Allan Schweyer, Ed Newman & Peter DeVries)
Balanced Scorecards & Operational Dashboards with Microsoft Excel, 2nd Ed (Ron Person)
The HR Scorecard: Linking People, Strategy and Performance (Brian Becker, Mark Huselid, & Dave Ulrich)
Integrated Talent Management Scorecards: Insights from World-Class Organizations on Demonstrating Value
(Toni DeTuncq & LynnSchmidt)
Communicating Data With Tableau (BenJones)
Software (Representative)
Database
Your HRIS System
Visualization
Excel, Tableau, Spotfire,
Pentaho, Lumira
Advanced Statistics
SPSS, R, SAS,JMP

20. Today’s Speakers
Employer of Choice
We know we are successful
when we attract and retain
the highly talented and
engaged workforce needed
to have the competitive
edge in safety and
reliability, customer
responsiveness, and
profitability.
When people havea
choice, they choose
SpectraEnergy!
What’s Your Game Plan? | 20