PN-Talent Analytics Workforce Opptimization

8/9/2019 PN-Talent Analytics Workforce Opptimization

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Creating aSmarter

Workforce



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.

“

”



3 | Confidential – PO !epte"ber #$%3





&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?



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



A look at work

itself…





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”



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



!nd$ the management of “Work” has changed

It was oftenabout

top%downmanagement

&ow$ it's aboutleeraging ourcollectieintelligence

PAST

FUTURE



So, what’s driving this

change in work?



(# 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

Top-own

.ottom

/p



*# 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?

Top-own

.ottom

/p



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?

Top-own

.ottom

/p



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?

Top-own

.ottom

/p



!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%

'



14

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#



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



#R!$%!$% T+E !&EA

OF A S* RTER

(OR)FORE TO "!FE



& !"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



! 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



(hen -work. isreinvented…



• '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=



, '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=



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=



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.



"ooking at the Sol/tionsof a S,arter (orkforce



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



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



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.





33

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



3

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#



3

(

*

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#



/sto,ers who have

alread0 e,1arked /2on1/ilding a S,arter

(orkforce



!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



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



?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



7mpower tea"s with powerful tools that replace "anual processes

(55, increase

I& A7S);&S7 7::ICI7&CJ



7mpower sales and "ar+eting tea"s to share infor"ation)

increasing custo"er satisfaction

Improed salesopportunities



?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



?otiate e"ployees to pool together +nowledge and deliver high qualityproducts

Feveraged the e<pertise of

78,444

to create new products

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PN-Talent Analytics Workforce Opptimization

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