Post on 01-Jun-2018
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8/9/2019 PN-Talent Analytics Workforce Opptimization
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Creating aSmarter
Workforce
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Thomas Watson, Jr. Former CEO of IBM
“ I believe the real difference
between success and failure in a
corporation can very often be tracedto the question of how well the
organization brings out the great
energies and talents of its people.
“
”
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3 | Confidential – PO !epte"ber #$%3
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&t I'() we*ve always wor+ed to invent
solutions that solve big proble"s.!o then) what could be bigger
than helping organizations
reinvent work itself?
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The problems with work today
, Can*t find the perfect -ob or in so"e cases) any -ob
, on*t understand the s+ills they have or need
, /a+e -obs they aren*t ideally suited for
, Plateau at their -obs when they have "ore to give
, &re not engaged enough to bring out their full potential
Employee hallen!es
, Can*t often fill specific positions
, on*t often create the best wor+ing environ"ents
, !truggle to provide "echanis"s for effective perfor"ance
, !truggle to retain talent especially their best talent
, on*t +now how to get the best fro" their people
Employer hallen!es
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A look at work
itself…
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1irst) the wor+force is "ore infor"ed and e"powered than ever
before. Technology has changed the way$ and the speed)at which people co""unicate and connect2and social "edia playsa huge role in this. /his shift has dyna"ically changed the "ar+et)and it*s about to change business.
!econd) the insight on human behaior is greater than ithas ever been2we have reached a point where we +now what"a+es people good at what they do) individually and as a group. &nd we understand the dyna"ics of talent and the science of hu"anbehavior li+e never before.
1inally) the co"bination of these two things has produced "ounds of
big data around hu"an behavior and tendencies that we can
analyze to literally predict behaior ) identify talent li+e neverbefore) "atch capabilities to "ar+et needs) retain the best and acton proven insight to drive business outco"es.
Looking at how business looks at “Work”
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Over the past % years) the sa"e
social) political) econo"ic and
technological forces have continued toshape wor+) but in new ways. In
particular) advances in technology2the
Internet) processing power) software
and "obile devices2have lowered the
barriers to infor"ation. 0ith greater
availability and access to infor"ation
about people and e"ployers) we have
new opportunities to re4thin+) re4designand re4"a+e the world of wor+.
Looking at “Work”globally
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!nd$ the management of “Work” has changed
It was oftenabout
top%downmanagement
&ow$ it's aboutleeraging ourcollectieintelligence
PAST
FUTURE
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So, what’s driving this
change in work?
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(# The rise of social in theworkplace
0e are connecting with each other "orequic+ly than ever before) and we*re doing it in
new ways.
)roductiityincrease*,
Source: (c5insey 6lobal Institute) 7uly #$%# 4 8/he !ocial 9cono"y: ;nloc+ing
alue and Productivity /hrough !ocial /echnologies.8
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*# The rise of big data andanalytics
ecisions once "ade based on li"ited infor"ation andgut feelings are now being "ade based on insights
e<tracted fro" the e<abytes of infor"ation that people
and e"ployers publish every day.
See it as acompetitieadantage
01,Source: I'( Institute for 'usiness alue) October #$%# 4 =&nalytics: /he real4world
use of big data) >ow innovative enterprises e<tract value fro" uncertain data?
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1# The rise of mobiletechnology
@ow) with al"ost AB of the world*s populationwith a "obile device) that infor"ation is not
only accessible) but available at your fingertips.
2ae a mobiledeice today3,
Source: (ashable study) 7uly #$%# – =AB of 0orld >as &ccess to (obile Phones?
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4# The rise of theindependent worker
(ore people are stri+ing out on their own and as hu"ancapital beco"es the leading source of sustained
econo"ic value) e"ployers are loo+ing for better ways
to partner with independent and non4traditional wor+ers.
Top-o
wn
.
ottom
up
Consider themselesnot$ white or bluecollar but no collaremployees
15,Source: eloitte) #$%# – ='rawn fro" 'rains: /alent) Policy and the 1uture of &"erican Co"petitiveness?
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!ll these intertwined dynamics re6uire
a comprehensie point of iew
SO! "
#US!$ESS
#!% & T
$&
$ "'T!S
!$&EPE$&E$
T (OR)ER
*O#!"E
TE+$O"O%
'
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7nhancing the power of human 8udgment by using bothmathematical and behaioral science analytics#
7liminating hierarchies by implementing tools that empowerthe collectie intelligence of an organi9ation
:orming a true labor market built from long term needsand the career desires of the indiidual
Creating radical transparency across organi9ations byusing social networks to create constant collaboration
;ur )oint of <iew# We can reinent work through=#
(*
0
Causing career paths and >best fit roles' to bepredicted for people and businesses#
Creating the new supply chain for the *(st Century ofworkers and the work needing to be done#
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Therefore$ if we could harness the power of bigdata and analytics with hu"an insight) hu"an
behavior and wor+force solutions) along with
social and "obile technologies) we could bring
people and e"ployers together to do "ore"eaningful and valuable wor+ to drive business.
0e call it Sarter (orkforce
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#R!$%!$% T+E !&EA
OF A S* RTER
(OR)FORE TO "!FE
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& !"arter 0or+force isactually s"arter when:
• 'ehavioral science identifies what "a+es
people good at what they do andorganizations thrive because of it
• /echnology -ust doesn*t drive efficiency) it
fuels collective innovation• &nalytics is both a predictive and
"anage"ent tool critical for driving
continual i"prove"ent
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! Smarter Workforce ?akes Smarter .usiness
Leading companies are sei9ing these opportunities to create real
business alue#
• &nalyzing hu"an capital to better understand talent
• Increasing innovation through shared e<pertise
• ;sing social platfor"s to bring the wor+force closer
together • Dethin+ing business "odels
• Creating infrastructures that grow and scale with
needs
• (a+ing business "ore fle<ible to "ar+et changes
• !haring infor"ation real4ti"e
• ;sing data to predict perfor"ance
• &ttracting not recruiting talent
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(hen -work. isreinvented…
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• 'e better educated about careers andtheir s+ills
• >ave the tools to connect) organize and
collaborate socially2getting constant
opportunity to tap into e<pertise and
creative ideas at their fingertips.
• 'eco"e culturally aware and
understand the type of culture they will
thrive in
• evelop leadership s+ills to lead in flat
organizations and e"power real4ti"e
develop"ent opportunities• efine wor+ through talent and not -obs
or roles
)eople Will=
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, 'eco"e e<perts at using analytics to find the right
people
, >ave the capabilities to leverage s+ills quic+ly and
in a virtual wor+ environ"ent
, &ssess) recognize and reward people continuously
using social tools
, >elp e"ployees learn continuously and socially
, ;se "obile devices as the predo"inant wor+ tools
, /hin+ of the social networ+ as the #%st Century
supply chain
, Predict perfor"ance) engage"ent and business
outco"es
, ;se the +nowledge of their culture to engage their
people "ore to create sta+eholder value.
7mployers will=
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In a @ew 9ra of Co"puting) when enterprise value is co"ing fro" the
e<tension of I/ beyond the enterprise) we willE
, !hape the way wor+ is done and value is created) as a wor+
partner and thought leader.
, 9nhance the productivity of clients through enabling the" to
create a !"arter 0or+force.
, eliver solutions to e"power the Chief >u"an Desource Officerof the future
In the end=
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A S,arter (orkforce ,akes
S,arter #/siness Because what’s good for people is good for organizations
and together, they can change the world.
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"ooking at the Sol/tionsof a S,arter (orkforce
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Smarter Workforce is an eolution from compliance%oriented to astrategic growth leer
SolutionCategory Sub%Category
7olution )rogression
Fevel %/able sta+es
Fevel #(ar+et today
Fevel 3 Fevel !"arter 0or+force
Talent!c6uisition
&ttraction G 9"ploy"ent 'randing Decruit"ent G !ourcing Hinternal) e<ternal !election G &ssess"ent Onboarding !trategic 0or+force Planning
e.g.) co"petencies e.g.) dashboard
e.g.) Put science)data and precisioninto recruit"ent for abetter hire4to4fit ratio
Integrated !ocialand (obile
0or+force Platfor"
Powered byInterconnected!tate4of4the4&rt
&nalytics
Feveraging 'igata and
'ehavioral !ciencefor Prescriptive
&nalytics
&ccessible &nyti"e) &nywhere with an
Irresistible ;serInterface
TalentLeadership
@
7ngagement
!uccession planning G Feadership &ppoint"ent Feadership evelop"ent G Coaching 9"ployee 9ngage"ent
Culture iversity J Inclusion
e.g.) engage"entsurvey
e.g.) acting one"ployee feedbac+to i"prove
engage"ent
e.g.) lin+inge"ployeeengage"ent to
organization results
Talent;ptimi9ation
Fearning J evelop"ent Hindividual) tea") career)coaching) "entoring
Perfor"ance (anage"ent 5nowledge !haring J Collaboration 'est 1it 9<pertise
e.g.) traditionallearning"anage"entsyste"
e.g.) socialcollaboration
e.g.) 0atson Career &dvisorK socialreputationK socialperfor"ance"anage"ent G /O!
TalentAecognition@ Aewards
Co"pensation Decognition Incentive Planning &wards
e.g.) co"pensationplanninge.g.) awardsplanning
e.g.) planning andbench"ar+inge.g.) peer4to4peerrecognition platfor"
e.g. co"pensationopti"ization) socialrecognition) salesforce analytics
Talent!nalytics
'ig ata) &dvanced &nalytics isualization 0or+force !cience
escriptive)e.g.) product4specific reporting
=&dvanced?escriptive)e.g.) Integratedreporting
Predictive)e.g.) predictiveretention analytics
escription J 'usiness alue
/acticalPoint solutions
Co"pliance4drivenDis+ "itigation
!trategic) >olistic)Interconnected
1ully harnessingthe wor+force todrive business
results
:or internal use only
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Solutions map to business 6uestions to enable strategic workforceconersations with C%suite e"ecuties
7"ample .usiness Buestions Solution )ortfolios Solution Components
"#ow an I attrat an$ hire more people %&st like my top performers?
#ow an I 'rin! people into the or!ani(ation so they)re pro$&tive from *ay +?
Talent !c6uisition
&ttraction G 9"ploy"ent 'randing Decruit"ent G !ourcing Hinternal) e<ternal !election G &ssess"ent Onboarding 'est 1it 9<pertise !trategic 0or+force Planning
#ow $o I $evelop the ne-t !eneration of lea$ers for amore !lo'al, fle-i'le, an$ $iverse workfore?
"#ow $o I !ain ontin&o&s insi!ht into what myemployees) think of the or!ani(ation?
Talent Leadership @
7ngagement
Culture Feadership &ssess"ent G !uccession Planning Feadership evelop"ent G Coaching
9"ployee 9ngage"ent iversity J Inclusion 3L$ !urveys G Feadership Outliers
"#ow an I rapi$ly $evelop, $eploy an$ optimi(e skillsan$ apa'ilities to math emer!in! opport&nities?
"#ow $o I foster knowle$!e sharin! an$ olla'oration to$rive more innovation?
Talent ;ptimi9ation
Fearning J evelop"ent Hindividual) tea") career)coaching) "entoring
Perfor"ance (anage"ent 5nowledge !haring J Collaboration 'est 1it 9<pertise
"#ow $o I know if I)m reo!ni(in! an$ rewar$in! my
employees optimally?
#ow $o I know salary plannin! is ali!ne$ with o&r'&siness strate!y?
Talent Aecognition @Aewards
Co"pensation Decognition Incentive Planning &wards
"#ow an I pre$it what $ifferent se!ments of myemployees nee$ an$ what ations I sho&l$ take to
optimi(e '&siness o&tomes?
"#ow $o I fin$ real/time, hi$$en, !ame/han!in! insi!htsfrom the $ata availa'le insi$e an$ o&tsi$e my
or!ani(ation?
Talent !nalytics
'ig ata &dvanced &nalytics isualization 0or+force !cience 0or+force (etricsGPJFGashboard
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3%
Talent !c6uisition!ttract the ri!ht candidates to the ri!ht roles through precision and science$ and usingsocial tools to make them productie more 6uickly
9"ploy a
science based
approach to
clearly articulate
and reflect your
organi9ationalculture ensurescandidates willfit and thrie#
Industry leading
recruit"ent technology
simplifies andimproes theefficiency of attracting)
assessing) and trac+ing
talented candidates as
they "ove through the
hiring process.
1ully4integrated) highly predictive assess"ents improe the 6uality and efficiency of
selection) while allowing better hiring decisions and ensuring organi9ational fit#
7nsure employees are productie and up to
speed faster ) while fostering collaboration andimproed innoation across the enterprise)
directly i"pacting new hire satisfaction andretention#
&lign candidate and e"ployee
s+ills and abilities to each
opportunity) capitali9ing on thecollectie knowledge of theenterprise#
Predictive and prescriptive analytics
allow s+ills forecasting and ris+
assess"ent enabling trulystrategic workforce planning.
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Talent ;ptimi9ationAapidly deelop$ deploy$ and optimi9e workfore skills an$ apa'ilities whilecapitali9ing on an interonnete$, soial, an$ olla'orative workfore
9nable increased collaborationwithin and across teams) e"perts)
mentors) and communities throughsocial solutions
9nsure a precise align"ent between individual and tea"
skills) deelopment opportunities) and the specificcompetencies required in current as well as subsequent roles
Provide an ongoing strea" ofperfor"ance data deliveringcontinuous feedback to
enable indiiduali9eddeelopment actions toimproe performance
eliver recognition in adynamic$ fle"ible$ andsocial manner )i"proving engage"entand return on talent
9"ploy cognitie technology to "atch relevant)
high4value) peerGe<pert reco""endeddeelopment content to participant's interests
ENGAGE
COLLABORATE
GROW LEARN
DEVELOP
BE
RECOGNIZED
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Talent Aecognition @ AewardsOpti"ize the way e"ployees are recognized and rewarded across the
enterprise to attract, retain, and stimulate top performance
Industry leading co"pensation
technology simplifies and improesthe efficiency of "anaging) reviewing
and "a+ing changes to your
compensation programs
DD
&llocate awards based on comprehensieand releant performance metrics)
custo"ized to individual preferences for
opti"al i"pact
9nsure incenties are aligned and deployed
appropriately to ma"imi9e goal attainmentand perfor"ance
9nable 6uantifiable) on%ongoing)
real%time recognition across
organizational levels and
co""unities
;ptimi9e organi9ationalcompensation inestment to align
co"pensation practices with
business goals
9nable strategic andoptimi9ed hiring$ attraction$and retention based on insight4
driven compensationpractices and industryleading comparison data#
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(
*
1
-escriptie Eby productF
IntegratedAeporting GIncremental)redictie
!danced!nalytics
Talent !nalyticsTransform the way decisions are made through descriptie$ predictie$ and prescriptie analytics Henabling data%drien insights
-escriptie reporting andanalytics provides direct
insight to structured orunstructured data Hsurvey)
social) other for indiidual
elements within a portfolio orsolution.
Integrated reporting andincremental predictie
analytics enables "essagingacross ele"ents within a
solution to provide a holisticiew of human capitalmanagement topics$ and predictie models withinfunctional areas#
!danced analyticscapitalizes on data%integrationand adanced researchassets Eincluding cognitiecomputingF to allow insight
into future trends$ and to
guide users to "a+e the bestpossible decisions#
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/sto,ers who have
alread0 e,1arked /2on1/ilding a S,arter
(orkforce
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!ttract the right people through e"ploy"ent branding to appeal to the right
candidates and win the war for talent
D* ?ILLI;&savings in recruiting costs
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7mpower e"ployees to perfor" with relevant) real4ti"e solutions
that leverage a co"pany*s collective intelligence
345
increase in sales for
new construction
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?otiate e"ployees to "a+e a difference by defining a culture that
leads to business success
#1, &(O@6 /OP P9D1OD(9D!
higher salesper laborhour
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7mpower tea"s with powerful tools that replace "anual processes
(55, increase
I& A7S);&S7 7::ICI7&CJ
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7mpower sales and "ar+eting tea"s to share infor"ation)
increasing custo"er satisfaction
Improed salesopportunities
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?otiate e"ployees to develop creative solutions to big proble"s
'rought a new product
to "ar+et in
O$E6T+!R&the ti"e
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?otiate e"ployees to pool together +nowledge and deliver high qualityproducts
Feveraged the e<pertise of
78,444
to create new products