#HRcongress16 Designing and Building People-centric Organizations @AndySpence

Seven Challenges People Analytics

Need To Overcome

Andy Spence Glass Bead Consulting

@AndySpence

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

“Without data you are just another

person with an opinion”

W. Edwards Deming

“Without questions, you are just another

person with data”

THE SCIENTIFIC METHOD AS AN ONGOING PROCESS

MAKE OBSERVATIONS

DEVELOP TESTABLE PREDICTIONS

THINK OF INTERESTING QUESTIONS

FORMULATE HYPOTHESES

GATHER DATA TO TEST PREDICTIONS

DEVELOP GENERAL THEORIES

REFINE, ALTER, EXPAND, OR REJECT

HYPOTHESES

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

• Annual performance reviews • Employee Engagement Surveys • The Bonus • Change Management • Project Management • Command and Control • Best Practice • MBTI • Others ?

EVERYTHING MUST GO…?

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

What causes attrition of high performing employees?

OWEN Analytics

High performing team

Low performing team

Tenure

Gender Performance

Education Network score

Location Married

N Y N Y N Y N Y

< 1 year

M F

M B < x >x

Other AA N Y

> 1 year

65% 35%

75% 25%

5% 95%

Machine Learning Algorithms Organization Network Analysis

Decision Trees

Random Forests

Logistic Regression

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

THE QUANTIFIED WORKPLACE

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

HR need to be involved in all of these

• Challenge existing frameworks, assumptions and ways of working • Use an evidence-based approach to decision making • Evolve their strategy and business models • Have a broad “work” strategy and plan • Will use insights from behavioural science • Adopt better management & organisation structures

Successful organisations in the future?

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

Seven challenges for People Analytics…

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

We prefer “gut feelings” to make people-based decisions

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

The Peak of inflated expectations

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

HR does not need Big Data, or Big Pants,

It needs BIG QUESTIONS

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

We need the right TOOLS for the job

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

Low confidence in the underlying frameworks

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

What causes employee productivity ?

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

Critique of current HR Operating Models

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

Challenges with HR Analytics

Challenge Possible solutions ?

1 We prefer “gut feelings” to make people-based decisions Find the middle ground

2 The Peak of Inflated Expectations Set realistic expectations

3 HR doesn’t need big data, it needs big questions Cast your net widely, coach HR on hypothesis testing

4 We need the right tools to do the job Keep sharing requirements with technology vendors

5 No confidence in the underlying frameworks Collaborate with academia and peers in other organisations

6 Focus on Productivity All paths lead to productivity

7 Structural issues with HR Operating Models Use best available evidence to work out which practices work best

#HRcongress16 Designing and Building People-centric Organizations @AndySpence

HR @AndySpence Andy@GlassbeadConsulting.com +44 (0) 1273 888 188 HR Transformer Blog HR Transformation Magazine – ScoopIt Future of Work and Organisations - Flipboard

Let’s continue the discussions…