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HRBoss Big Data Survey

Date post:11-Aug-2014
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The first All-Asia study of its kind, the survey white paper reveals the challenges in building a data-driven HR department. Discover the truth about Big Data for Asia-based Human Resources: Only 23% of HR professionals know what HR Big Data is 79% claim that a Big Data strategy is a priority in 2014...but 98% have no Big Data strategy in place. HR is stuck in Excel Hell: 92% are frustrated by their reporting process. HR want to be strategic...but 80% do not have the right tools to get there.
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  • 01 Page www.hrboss.com The Asia HR Big Data Survey 2014. The whitepaper report.
  • 02 Page www.hrboss.com CONTENTS 03 04 05 17 18 19 Introduction Executive Summary The Drill-Down Conclusion How we did it : methodology & demographics Getting started with your HR Big Data Strategy
  • 03 Page www.hrboss.com Our survey sample included 427 respondents from 12 countries. You can read more about our methodology at the end of the report, or click here to read it now. How We Did It... Introduction In 2013 Big Data for HR went BIG. It was the watershed year that Data Scientists were proclaimed the new rockstars and that the topic of workforce Big Data appeared on not just the radar of HR Directors, but also on the priority list of their CEO. In 2014, adopting a data-driven approach will become top priority for the Asia-based HR professional. Just as Big Data has transformed finance and marketing, the same will happen to HR in 2014. As the global economy claws its way back from the economic downturn, organizations will see a renewed emphasis on growth and will have to find smarter ways to source talent and re- engage their existing workforce. 2014 will see organizations bring together HR and business data in new, exciting and profitable ways. In a bid to gain insights to the world of Big Data in Asia, HRBoss surveyed over 400 companies with over 1.5 million professionals. Our goal? To surface common trends in how HR systems and processes work across APAC, how organizations here really feel about the rise of HR Big Data and how they plan to use it in future business strategy. The first All-Asia study of its kind, the survey shares the unique perspective of HR professionals operating in the most dynamic economic markets in the world, revealing their troubles and triumphs in building a data-driven HR department. The survey results were, in many cases, surprising. Whilst the Asian tiger economy continues to roar, there is still a great deal of confusion about what HR Big Data is and how to get started with a workforce Big Data strategy. The 1st HR Big Data Survey for Asia
  • HR Big Data is still a new concept in Asia 76% of Asia-based HR professionals do not know what HR Big Data is EXECUTIVE SUMMARY The Top 10 Takeaways 85% of report end-users want to receive data on-the-y via dashboards and mobilebut only 9% currently do. C-suite leaders want real-time dashboards and mobile access. But their reality is Excel, email and paper reporting. 76% of respondents admitted they are stuck manually updating their organizational charts every time an employee leaves or joins the company. Automation? Dream on. CHROs (98%) agree that these are the top two challenges for managing HR Big Data in 2014. The 2 biggest roadblocks for the data-driven HR professional in 2014? 1) a lack of in-house data analysis expertise 2) inadequate IT systems Companies in Asia recognize that HR Big Data will be important in 2014. 79% of participants agree that HR Big Data is a priority in 2014. In a frank admission, 98% of CHROs confessed that they have no HR Big Data strategy in place for 2014. but they do not have a strategy in place to deal with it. 92% of HR professionals in Asia are frustrated by how long it takes to report on HR data 80% believe they do not have the right tools to oer strategic value to the Boardroom today HR wants to be strategic but lacks the right tools to get there. 71% of respondents across all countries and industries place HR in charge of people-related Big Data. When it comes to employee Big Data, the buck stops with HR. 67% of CHROs believe that employees spend less than 1 day/month preparing reports but this is only true for less than 12% of human resources professionals. The disconnect between senior HR and middle-management. Management believe that reports are prepared in less than a day but in reality, 88% of all respondents spend a mini- mum of 2 full working days/month compiling reports.with 22% clocking up more than 6 days/month on HR reporting. HR reporting is broken. Multiple HR systems + lengthly process Inaccurate employee data stuck in Excel Hell. www.hrboss.com 04 Page
  • The Big Data buzz originated from the West, so it is no surprise to see levels of awareness highest in the US and Australia. However, we also saw encouraging spikes in interest coming from Hong Kong and Vietnam, with 67% and 50% of the respondents respectively showing an interest in HR Big Data. of respondents do not know what HR Big Data is. Dont care YesYes No Unsure 1% 23% 40% 36% 76% TheDrill-Down HR Big Data is still a new concept in Asia Do you know what HR Big Data is? By rank Only 25% of all CHROs and 33% of HR Directors are confident about their knowledge of Big Data for HR. A massive 80% of HR Consultants/Admins and HR Managers are completely in the dark about HR Big Data. These results show a lack of awareness about HR Big Data amongst HR professionals in Asia, not only for the lower-level executives in the HR community but also at C-suite level. 05 www.hrboss.com 1. Page Are you one of the 76% unsure about what HR Big Data really means? Get down to the basics with the 'Introduction to HR Big Data' eBook. Come & get it
  • www.hrboss.com Page 06 HR Reporting is BROKENBROKEN 210+ Days 6-10 Days 2-5 Days Less Than 1 Day % 20% 12% 66% We asked: How long do you spend preparing HR reports every month? 2288 %% spend over 6 days per month just on HR reporting. more than 1 entire working week. spend more than 2 full days per month on HR reporting The demand for data-driven workforce reporting is increasing but HR is struggling to keep up.
  • www.hrboss.com Page 07 The HR Reporting Cycle Management wants to consume workforce data regularly Interestingly, CHROs and HR Directors recognise Talent as #1 priority... but their staff dont feel the same way with only 16% of junior staff agreeing that talent is top priority for their company. There is a huge disconnect between how CHROs regard the reporting cycle and the actual burden it places on their staff. The disconnect have to deliver reports monthly. 87% of HR Admins, Managers and Directors have a weekly or even daily reporting cycle. 30% 90%of HR professionals in the most demanding places, Japan and Thailand, are locked into weekly or daily reporting cycles. 67 12% % 67% of CHROs believe that employees spend less than 1 day/month preparing reports but in reality just 12% of HR professionals spend less than 1 day preparing these reports. between Senior HR and their employees
  • www.hrboss.com Page 08 Strongly agree Disagree Agree 17% 8% 75% HR is frustrated by their reporting nightmare I get frustrated by how long it takes to report on HR data Here is how respondents reacted to the statement: Reporting Nightmare 92% of Asia-based HR professionals are frustrated by the reporting process.
  • www.hrboss.com Page 09 Who wants to consume HR data? 47%8%32%6%4%3% CEO Country/Regional HeadHead of HR (HRD or CHRO) CFO/ Head of Finance CIO Other We asked: Who is the report end-user? The demand for employee-related data comes from the very top, with CEO and CHROs named as the primary end-users of HR reports.
  • www.hrboss.com Page 10 Delivering HR Data: We asked: What format would the end-users of the report ideally prefer to receive them in? of end-users want reports delivered via real-time dashboards or mobile 85% currently receive HR reports this way 9% The ideal: The reality: Real time reporting, dashboards and mobile access HR Reporting is stuck in Excel Hell, Email, PowerPoint and Paper But only HR reports are currently delivered in the following formats Mobile App Real-time Dashboard, accessed from anytime, anywhere Email 1% Other 3% Paper/Printed 15% Presentations 22% Spreadsheet 28% 8% 23% Report end-users want to access the data on-the-fly, in a single dashboard- but 91% are operating without one.
  • www.hrboss.com Page 11 The appetite for data-driven HR reporting is growing. There is a new trend for management to demand increasingly in-depth and detailed employee data reports. HR is seeing leadership shift towards wanting data-driven analysis of the workforce- but how can they meet this demand without more sophisticated reporting tools and processes? 86% of employees are spending a minimum of 2 working days just generating the HR reports their bosses are requesting. On top of this, 57% of HR professionals say their bosses are demanding more in-depth and detailed employee information. Think about how much time is wasted creating these laborious reportssurely there is an easier way? Come & get it. Not sure No Yes 57% 18% 25% Is the attitude of your Board/senior management team changing to ask for more detailed employee data from HR? We asked: Simplify the HR reporting process. Deliver reports the way your boss wants to see them
  • www.hrboss.com Page 12 Even simple HR tasks are not automated. 76% are unable to provide an on-demand map of their organisational structure to their CEO. HR professionals are still tasked with the laborious process of manually updating their organisational charts. How do you update your organizational chart when new staff leave or join your company? We asked: Banking, Finance and Technology are ahead of the curve here,
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