HR & Talent Analytics...“75% of companies believe that using talent analytics is important but...

STKI’s work Copyright@2016. Do not remove source or attribution from any slide, graph or portion of graph

1STKI’s work Copyright@2016. Do not remove source or attribution from any slide, graph or portion of graph

HR & Talent AnalyticsThe Data-driven HR

How will Digital Transformation transform all of us



What we will cover today

HR Analytics Examples ROI How? Technology

Tools

Summary



HR Analytics


Tools

Summary



Basic HR-BI reporting: a “non-issue” in HCM suits

Embedded reports can answer the “what” questions:

Time to Hire Cost per Hire Attrition Rates Headcount Changes Training days per employee…

But it is not enough!How does this impact workforce strategy and decision making?



You will need to understand “what” and “why”

in order to get to the “how”

• What happened?

• Understand why?

• What will happen next?

• How to adapt our strategy?

It’s necessary to understand why

and ask questions

In order to apply this knowledge in strategic decision

making



BI versus Analytics



Prescriptive versus Predictive



Examples


Tools

Summary



Analytics for Training

Online training can generate user datathe ability to track and analyze every aspect of the learner experience

What sequence of topics is most effective for a specific learner? When are learners ready to move to the next topic?

What learner actions are associated with more learning? What actions indicate satisfaction, engagement, learning progress, etc.?

What features of an online learning environment lead to better learning? What will predict learner success?

When is intervention required?



Predicting Attrition

‘Early Warning Signal’ tool to predict attrition‘If a manager is also on a team member’s personal friend list, the employee is more likely to stay back longer. This triggered training programs for managers to develop personal bonds which in turn reduced attrition (measured by month-on-month attrition rates before and after training).


11

Datafication of HR





ROI


Tools

Summary



And it pays off



How?


Tools

Summary



Evidence-based HR

Source: KPMG

Evidence-based HR uses data, analysis and researchTo understand the connection between people management practices

and business outcomes such as profitability, customer satisfaction and quality


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How does it work?

Identify a business

challenge

A Bank wants to improve

branch performance

1

Develop Hypothesis

There may be a link between

the type of employees in a

branch and its overall

performance.

2

Which data is needed?

HR & workforce data

Financial performance data

Customer data

3

Analyze data

Think about the best visualization

and storytelling tool to convey

message to leaders

4

Validate data & findings

Work with senior HR leaders, customer

engagement and branch. If it’s good

move on, if not – back to stage 2

5

Leverage insight into

business decisions

Consider first running a pilot

on one branch

6

Source: KPMG



Market the results By using Storytelling & Infographics

This is not.This is good.



But most don’t do a good job at it

“75% of companies believe that using talent analytics is important but just 8% believe their organization is ‘strong’ in this area (with no progress versus 2014)”.Source: Deloitte’s study, 2015

• Only 5% said they are effective at using talent analytics• 12% have used predictive analytics for talent decision making • 49% plan to do so in the near future

Source: http://www.insidehr.com.au/why-talent-analytics-is-hrs-number-1-priority-for-2016/



Technology tools


Tools

Summary



First – decide:



Cornerstone Talent Analytics



Successfactors Workforce Analytics



Oracle HCM Analytics


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Summary


Tools

Summary



Recommendations

Identify the top most relevant areas for business leaders (Increase retention of key talent? Optimizing TCO of workforce?)

What are the data elements needed? HR “expert” analyst

Eventually, HR should hire its own people with advanced analytics skills or develop skills internally, but at the early stages, HR can learn a lot from finance staff who are good with data manipulation and analysis. (Source: Bersin, Deloitte)

People data is also found outside of HR Start with HR data, Talent acquisition, Performance data… Next – add: sales data, financial data, operational Don’t forget to market the results!



That’s it.Thank you!

Date post:	22-Sep-2020
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HR & Talent Analytics...“75% of companies believe that using talent analytics is important but...

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