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© 2015 CEB. All rights reserved
HR Tech World Congress Paris
CONFIDENTIAL
It’s The Analytics,
Stupid!
A CEB Research Snap-Shot
HR Tech World Congress
28 October 2015
Volker Jacobs
© 2015 CEB. All rights reserved
HR Tech World Congress Paris
CONFIDENTIAL 2
Companies spend
more on workforce
data and technology
– with business
benefits being
the critical and
emerging ROI
driver.
The New HRIS Business Case Built on Business Benefits
40% 39% 28%
45% 43%
40%
15% 18% 32%
3 years ago Today In 3 years
IT Benefits HR Process Benefits Business Benefits
ROI Drivers of HR Technology % of relative ROI coming from IT, HR process and business benefits in recent
HR technology business cases
© 2015 CEB. All rights reserved
HR Tech World Congress Paris
CONFIDENTIAL 3
Today, HR is
ineffective at
informing strategic
decisions through
workforce data.
HR Is Not Ready to Deliver
0
20
40
60
80
100
StaffProductivity
EmployeesViews and
Needs
Labor Costs Assessmentof Internal
Advancement
Return onInvestment in
HumanCapital
Cost ofEmployeeTurnover
% o
f C
EO
s
Information is important Receive sufficient information
Importance and Sufficiency of Workforce Data Is this workforce information important for taking strategic business decisions
and do you receive sufficient information to do so?
‘
© 2015 CEB. All rights reserved
HR Tech World Congress Paris
CONFIDENTIAL 4
Within 3 years,
companies strive
to increase their
analytics maturity
by 2.4 levels.
High Aspiration To Grow Analytics Maturity
Level 1 - Ad-hoc reporting extension
Level 2 - Standalone analytics
Level 3 - Cause and effect analytics
Level 4 - Business-led analytics
Level 5 - Actionable analytics
Maturity Levels of Workforce Analytics
Aspired Maturity (+ 3 yrs.) As-Is Maturity
1.9
4.3
As-Is Maturity Aspired Maturity (+ 3 yrs.)
Average Maturity Level of Workforce Analytics
© 2015 CEB. All rights reserved
HR Tech World Congress Paris
CONFIDENTIAL 5
Companies are
only effective
at managing
structured,
quantitative data.
Current Master Data Focus
90%
31%
0%
Structuredquantitative data
Structured qualitativedata
Unstructured data
Effectiveness of Managing Data % of companies perceiving themselves as being effective or very effective at
managing workforce data
© 2015 CEB. All rights reserved
HR Tech World Congress Paris
CONFIDENTIAL 6
55%
41%
11%
76%
90%
39%
Structured quantitativedata
Structured qualitativedata
Unstructured data
Today 3 Years From Now
The value of
qualitative and
unstructured
data will grow
disproportionally.
Not Effective At What Will Be Most Important In The Future
Future Value of Data Categories % of companies receiving or expecting to receive high or very high business value from
workforce data
© 2015 CEB. All rights reserved
HR Tech World Congress Paris
CONFIDENTIAL 7
2016 workforce
analytics roadmaps
of large European
companies focus
on building the IT
infrastructure and
showcasing the
value of analytics.
Strategic Initiatives 2016: Infrastructure and Showcases
© 2015 CEB. All rights reserved
HR Tech World Congress Paris
CONFIDENTIAL 8
Within the STEM*
workforce segment
the portion of “un-
badged” contingent
workers will grow
significantly.
Expansion is driven
by company and
worker requirements
and by enabling
technology.
A Potential Black Swan: How We Will Organize Work (1/2)
Contingent
Workforce
Expansion
Enabling
Technology
Worker
Requirements
Company
Requirements
• Quick deployment of critical skills
• Flexibility in workforce deployment
• Improved cost and productivity
• Flexibility & work-life balance
• Personal career control
• Unique experience
• Representation & discoverability of capabilities
• Fulfillment of labor services (collaboration)
• Acquisition & consumption of labor services
30% 40%
2015 2025
Portion of Contingent Workers in Total STEM * Workforce
* STEM = science, technology, engineering,
mathematics
© 2015 CEB. All rights reserved
HR Tech World Congress Paris
CONFIDENTIAL 9
Managing
“packetized” and
“re-applied”
individuals of a
total workforce
will disrupt the
management of the
entire employee
lifecycle – and thus
workforce
analytics.
A Potential Black Swan: How We Will Organize Work (2/2)
Packetization
of Joe
In some time slot (could be for seconds)
In some location (Joe needs not be there)
Use specific skills
in some context
Joe Re-Application
of Joe
Implications for workforce analytics
• Skill discovery will be crucial - inside and outside of organizations
• Disruptive change in employee lifecycle management, hence in
headcount reporting, HR KPI reporting, cost planning, staffing, etc.
• New data sources needed (freelance marketplaces, crowdsourcing
platforms, co-creation and collaboration platforms, etc.) Source: Andrew Karpie,
TheResearchPlatform, CEB Research
© 2015 CEB. All rights reserved
HR Tech World Congress Paris
CONFIDENTIAL 10
Anticipating
change in data
management and
organization of
work will differ
among companies.
Tomorrow’s Today – Premise:
Structured workforce data will
deliver business value with new
data sources, sophisticated
models and innovative
technology to analyze it.
Big Data Bet – Premise:
Analytics will only deliver
sufficient value to the business
when mastering unstructured
(“big”) workforce data and
building “machine learning” into
making people decisions.
A New Universe – Premise:
In the near future, work will be
organized primarily by the skill
required – regardless the
source; hence HR will focus on
structuring work by skills and
internal and external skill
detection and deployment.
Scenario Model For The Future of Workforce Analytics
Level of change in organizing work
Le
ve
l o
f ch
an
ge
in m
an
ag
ing
wo
rkfo
rce
da
ta
Tomorrow’s
Today
Big Data
Bet
A New
Universe
Rich set of
structured workforce data.
Unstructured data
of labor markets and
individuals
Data on
work
and
skills
© 2015 CEB. All rights reserved
HR Tech World Congress Paris
CONFIDENTIAL 11
Recommended Next Steps and How CEB Can Help
What you need to do How CEB can help
CEB International
HRIS Excellence
Circle
CEB HR Strategy
Roadmap
Give “business value from workforce data” a high priority
in your HR transformation and technology business case 1
Define your future-state scenario of workforce analytics
and the roadmap to get there 2
Consider “packetized Joe” as a potential “black swan” –
a new way of organizing work in specific segments 3
© 2015 CEB. All rights reserved
HR Tech World Congress Paris
CONFIDENTIAL
Thank You
Volker Jacobs
Managing Director
+49.172.3444.359
Learn more: www.cebglobal.com/HRTech2015