Post on 13-Apr-2017
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#HRcongress16 Designing and Building People-centric Organizations @AndySpence
Seven Challenges People Analytics
Need To Overcome
Andy Spence Glass Bead Consulting
@AndySpence
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
“Without data you are just another
person with an opinion”
W. Edwards Deming
“Without questions, you are just another
person with data”
THE SCIENTIFIC METHOD AS AN ONGOING PROCESS
MAKE OBSERVATIONS
DEVELOP TESTABLE PREDICTIONS
THINK OF INTERESTING QUESTIONS
FORMULATE HYPOTHESES
GATHER DATA TO TEST PREDICTIONS
DEVELOP GENERAL THEORIES
REFINE, ALTER, EXPAND, OR REJECT
HYPOTHESES
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
• Annual performance reviews • Employee Engagement Surveys • The Bonus • Change Management • Project Management • Command and Control • Best Practice • MBTI • Others ?
EVERYTHING MUST GO…?
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
What causes attrition of high performing employees?
OWEN Analytics
High performing team
Low performing team
Tenure
Gender Performance
Education Network score
Location Married
N Y N Y N Y N Y
< 1 year
M F
M B < x >x
Other AA N Y
> 1 year
65% 35%
75% 25%
5% 95%
Machine Learning Algorithms Organization Network Analysis
Decision Trees
Random Forests
Logistic Regression
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
THE QUANTIFIED WORKPLACE
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
HR need to be involved in all of these
• Challenge existing frameworks, assumptions and ways of working • Use an evidence-based approach to decision making • Evolve their strategy and business models • Have a broad “work” strategy and plan • Will use insights from behavioural science • Adopt better management & organisation structures
Successful organisations in the future?
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
Seven challenges for People Analytics…
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
We prefer “gut feelings” to make people-based decisions
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
The Peak of inflated expectations
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
HR does not need Big Data, or Big Pants,
It needs BIG QUESTIONS
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
We need the right TOOLS for the job
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
Low confidence in the underlying frameworks
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
What causes employee productivity ?
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
Critique of current HR Operating Models
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
Challenges with HR Analytics
Challenge Possible solutions ?
1 We prefer “gut feelings” to make people-based decisions Find the middle ground
2 The Peak of Inflated Expectations Set realistic expectations
3 HR doesn’t need big data, it needs big questions Cast your net widely, coach HR on hypothesis testing
4 We need the right tools to do the job Keep sharing requirements with technology vendors
5 No confidence in the underlying frameworks Collaborate with academia and peers in other organisations
6 Focus on Productivity All paths lead to productivity
7 Structural issues with HR Operating Models Use best available evidence to work out which practices work best
#HRcongress16 Designing and Building People-centric Organizations @AndySpence
HR @AndySpence Andy@GlassbeadConsulting.com +44 (0) 1273 888 188 HR Transformer Blog HR Transformation Magazine – ScoopIt Future of Work and Organisations - Flipboard
Let’s continue the discussions…