PUTTING PEOPLE ANALYTICS AT THE CENTRE OF BUSINESS ... · Financial literacy Political astuteness...

PUTTING PEOPLE ANALYTICS AT THE CENTRE OF BUSINESS

Learning | Networking | Consulting

www.insight222.com

jonathan ferrar

@jaferrar

© INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019@jaferrar [email protected]

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How can I improve my IMPACT?

How can I create more VALUE?

What should I FOCUS on?

Nine Dimensions for Excellence in People AnalyticsTM

© INSIGHT222 LIMITED | CONFIDENTIAL

ALL RIGHTS RESERVED | DEVELOPED BY

JONATHAN FERRAR & DAVID GREEN | 2018

www.insight222.com


• Purpose, Vision, Mission

• Enterprise-wide data standards,

stewardship & security

• Privacy & Ethics

Is there a

Code of Conduct for

Ethics & Privacy in

People Analytics?

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Source: Accenture | Decoding Organizational DNA: Trust, Data and Unlocking Value in the Digital Workplace (2019)

92%of employees are open to

the collection of data about them, but only if it provides

personal benefits

64%of employees state that recent scandals about

the misuse of consumer data have made them concerned that their

employee data could be misused

30%of business leaders think

they are very confident they are using workforce data in

a highly responsible way

+$3TnThe ‘Trust Dividend’ –the amount of revenue

growth that exists in public limited companies by using workforce data responsibly

We must unlock the Value of Trust


Often or

SometimesRarely or

Never

Are people analytics projects jeopardized by ethics and privacy concerns?

81%

19%

Source: Insight222 Research 2017


• Project Prioritisation

• Standard methods, business

rationale & implementation choices

• Sponsorship of work & projects

Are people analytics

projects prioritised

using proper

governance and

criteria?

2


25%KEY SKILL

RETENTION

$300 millionCOST OPTIMISATION

CompensationInvestment

AttritionCost

Labour Market

Source: IBM and Analytics Across the Enterprise by Dietrich, Brenda L. et al (IBM Press, Pearson plc, 2014)


• Project Prioritisation

• Standard methods, business

rationale & implementation choices

• Sponsorship of work & projects

Are all major people

analytics projects

sponsored by Business

Leaders?

3


• Executives, Managers & Employees

as stakeholders

• Chief Human Resources Officer &

HR Leaders

• Functional stakeholders

• IT stakeholders

• Works Councils & Unions

Does the Chief HR

Officer invest in People

Analytics?

4


40%

EMPLOYEE

TURNOVER

1.2%PROFIT PER

CUSTOMER

Source: Article by Kevin Kruse; Forbes, February 2013; Bill Roberts; SHRM, April 2014


• People Analytics Team; six skills

• People Analytics Leader

• External & Internal Partners; working with

other analytics teams

Does the People

Analytics Leader

get things done &

create value?

5


Business Acumen

Financial literacy

Political astuteness

Internal awareness

External awareness

Communications

Storytelling

Visualization

Writing

Presenting

Marketing

Consulting

Problem definition

Hypothesis building

Project management

Solution development

Change management

Stakeholder management

Data Science

Quantitative: mathematics

and statistics

Computer Science:

databases and

programming

Data awareness

Human Resources

HR sub-functions

HR interdependencies

International HR

Privacy and ethics

HR “sixth sense”

Work Psychology

Industrial psychology

Organizational psychology

Research design and

analysis

Six skills needed for successful people analytics teams

Particularly relevant for

People Analytics leaders


• Financial benefits; ROI

• Manage employee & workforce risk

• Inform & influence business and

workforce strategy

Are People Analytics

projects measured for

Return on Investment?

6


4.52%CONTRACT PROFITABILITY

BOTTOM QUARTILE: eNPS, cNPS

7.75%CONTRACT PROFITABILITY

TOP QUARTILE: eNPS, cNPS

71%

Source: The Power of People; Pearson, May 2017


Source: Qlearsite Ltd | Confidential Telecoms Client

It rains a lot in the UK:

waterproof uniforms

keep people happy and healthy

£1.8M per annum of VALUE


• Data literacy (for people data)

• HR’s use of data & analytics

• Business desire for a data-driven

culture

Can HR Business

Partners have evidence-

based discussions?

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1Frame Business

Questions

2Build

Hypotheses

WHY UNDERTAKE THE PROJECT?

WORKFORCE ANALYTICS: AN EIGHT-STEP METHODOLOGY

4Conduct Analyses

5Reveal Insights

HOW SHOULD THE PROJECT BE CARRIED OUT?

7Get your point

across

8Implement and

evaluate

WHAT WILL RESULT FROM THE PROJECT?

6Determine

recommendations

3Gather Data


Storytelling

Convince

Don’t

Confuse

Educate

Don’t

Fabricate

Enlighten

Don’t

Overwhelm

Principle 3Principle 1 Principle 2

Present Facts

Convey Your Message

Be Honest

Provide Highlights

Stay Relevant

Be Concise

Guide Your Audience

Articulate Actions

Inform Decision Making

Nine Dimensions for Excellence in People AnalyticsTM

© INSIGHT222 LIMITED | CONFIDENTIAL

ALL RIGHTS RESERVED | DEVELOPED BY

JONATHAN FERRAR & DAVID GREEN | 2018

www.insight222.com

Take your quick

#PeopleAnalytics Health Check

http://www.myhrfuture.com/survey

People Analytics Consulting andInfluencing

Digital HR / HRTechnologies

Strategic WorkforcePlanning / Org

Design

Design Thinking StakeholderManagement

Other None

If I could develop ONE SKILL in 2019, it would be…

80% of the free text comments in six main areas

https://www.myhrfuture.com/skills-report

Insight222, Limited34-37 Liverpool Street

London

EC2M 7PP

United Kingdom

Additional Offices inHamburg, Germany

Charlottesville, USA

San Francisco, USA

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PUTTING PEOPLE ANALYTICS AT THE CENTRE OF BUSINESS ... · Financial literacy Political astuteness...

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