Talent Analytics

HR.com

26 June 2014

Jeff Grisenthwaite

VP, Client Successa CEB company

Talent Analytics Agenda

1. Current State

2. Future Vision

3. Case Studies

4. Talent Metrics

5. Q&A

Why is Talent Analytics Important?

Company PerspectiveDepartment Perspective

PersonalPerspective

Business Leaders Asking forComprehensive Talent Metrics

2009 20130%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

29%

52%

41%

29%

Currently Demand Will Demand Soon

2013 Whitepaper, Talent Analytics: The Crystal

Ball for Business Performance, Mattox

http://blogs.hbr.org/cs/2013/05/talent_management_boards_give.html

From HBR article:Talent Management: Boards Give Their Companies an "F"

Big Data

TalentManagement

TALENT

ANALYTI

CS

How Do We . . .

Improve Quality of Hire

Improve Speed to Performance

Build Leadership Capability

Improve Bench Strength

Improve Employee Engagement

Align Effort to Business Outcomes

Vision for Talent Analytics

Vision for HR

Traditional HR Outsourced Automated Overhead

Data-drivenTalent Management Strategic Unique to Company Competitive Advantage

Vision for Executives

Talent Investments

Vision for Managers

Action AlertsDecision Support

Optimized Teams

Vision for Employees

Great job fit

Engaged with newchallenges

Helpful performancefeedback

Continual growth

Clear career path

2 Common Pitfalls

Treating measurement as a PROJECT, not a

PROCESS

Trying to PROVE value, rather than

continuously IMPROVE

Levels of Talent Analytics

What occurred?

Describe

Why did it occur?

Explain

What will happen?

Predict

How can we optimize results?

Control

1 2 3 4

Push by: Focus on specific questions Asking “So what?” Stop reporting, Start prescribing actions Monetize key decisions

8 Dimensions which EnableSustainable Talent Analytics Capability

Sustainable Analytics must: Require leadership and governance (1)

Integrate analytics into end-to-end talent processes (2)

Clarify roles and assign accountabilities (3)

Build skills in measurement and evaluation (4)

Develop standards, common tools (5)

Implement a common technology platform to enable scalable measurement and reporting (6)

Ensure results are acted upon (7)

An overarching goal is to build a culture in which data informs decisions and actions (8)

Analytics Embedded into Process

Business Strategy

Workforce plan

Recruit for gaps?

Yes

No

B

A

Recruiting

B

L&D

C

Talent

D

Leadership

E

Engagement

F

Performance

Source talent

Job Offer

Accept?

Yes

No

Survey non-hires

Competency/Leadership

reviewNeeds

Assessment?

No

Yes

Design, Develop,

Implement

Evaluateprograms

Impact & Value?

No

Yes

Continual review of business

needs

Review scrap learning factors

Review workforce

plan

Build competency

model

Multi-raterassessment

Report out gaps/

strengths

A B F

Create succession

plans

Trained Leaders?

Yes

No

Collaborate w/ L&D for programs

EngagementSurvey

Engaged Workers?

Yes

Validate Performance

Gains

No

Implement Engagement

programs

Establish Performance

goals

Performance Appraisal

ExceedGoals?

No

Yes

Train for gaps Consider as

High Potential

D

PerformancePlan (PIP)

Improved?

No

Employee turnover

Yes

Exit Interview

ApplicantAssessment

IdentifyHigh

Potentials

Barriersto Advancing

Talent Analytics

No time

Too complex

Siloed data

Disparate systems

TALENT ANALYTICS SUITE

Talent Analytics SUITE

Onboarding EDITION

Learning EDITION

Leadership EDITION

Engagement EDITION

Capabilities EDITION

Performance EDITION

1st Year Retention

Speed to Performance

Expertise & Skills

Workforce Performance

Manager Capability

Strategic Vision & Execution

Bench Strength

Talent for Future Success

Retention of Talent

Workforce Productivity

Goal Achievement

Organizational Alignment

Poll

Which of these talent development areas is most critical for your organization to improve analytics? (select one)

o Onboarding

o Learning

o Leadership

o Engagement

o Capabilities / Performance

Surveys

Business Metrics

Employees Events

360s Competencies Projects

Tests Assessment Certification

IntegrationTalent Systems

Automatedata collection

Data Collection

Analytics

CRM TMS Finance

ERP HRIS AccountingLMS HRIS TMS

Role-Based Reporting Filtering & Automation Dashboards Executive Summaries

Automated Analytics

Talent Analytics Dashboard Example

CEO CFO COO

VP, Sales SVP, TM CLO

HR Generalist Leadership Mgr. Instructor

Onboarding Analytics ExampleProfile:Large Insurance CompanyOver 25% Turnover within 1st 90 Days

Key Metrics: Onboarding Effectiveness Quality of Hire New Hire Satisfaction

Solution:

Automated 30, 60, 90-daynew hire touchpoints

Targeted reporting to managers & program owners

Identified “flight risks” forearly intervention

Results:

93% of “flight risks” retained

73% reduction in measurement costs

Learning Analytics ExampleProfile:Large Business Services CompanyMulti-Million $ Annual L&D Investment

Key Metrics: Program Effectiveness L&D Operation Efficiency Linkage to Business Outcomes

Solution:

Automated post-class &on-the-job evaluations

Monthly imports of business metrics

Operational & executive reporting

Results:

Strengthened partnership with business

High ranking on Training Top 125

Leadership Analytics ExampleProfile:Large Technology Company1000s of new leaders to develop

Key Metrics: Bench Strength Leadership Effectiveness Business Outcomes

Solution:

Semi-Annual 360s of Emerging & New Leaders

Leadership Program Evaluation

Leadership-to-Business Outcomes Correlation

Results:

Significant Leadership Effectiveness increase

Business Outcomes linked to leadership development

Results:

Increased performance for 70% of sales force

Increased retention by 8%

Capabilities Analytics ExampleProfile:Large Biotech CompanyImprove sales competencies

Key Metrics: Certifications Quota Attainment Sales Employee Retention

Solution:

Annual sales competency assessments: 180s & 360s

Global, 15+ languages

Correlated competency gains to business outcomes

Engagement Analytics ExampleProfile:U.S. Government DepartmentHigh turnover, little insight into drivers

Key Metrics: Employee Engagement Employee Retention High Performer Retention

Solution:

Automated Exit Interview surveys

Filtered & ranked by 15 employee demographics

Monthly management reporting

Results:

Identified and addressed key drivers

Increased retentionby 5.6%

5TOP FIVE

Talent Metrics

you’re not focused on

Quality of Hire

Correlate to:

Source

Qualifications

Interviewers

Revise Hiring Profiles

Repurpose: Needs Assessment

90-Day New Hire 360 Score

Speed to Performance

Assessment varies by role

Milestone achieved

New Hire 360

Ranked by Onboarding Program

Onboarding Assessments

% of Hires Reaching Competency within X Weeks

Project Outcomes

Post-Project Assessment

Rank by PM, Project Type

Project Process Assessments

Project Team 360s

Project Assessment Score

grooovy_easy

Leadership Effectiveness

Rank Leaders

Use for Performance, HiPo Selection

Correlate to:

Leadership Styles

Direct Report Engagement

Business Outcomes

Leadership 360 Composite Score

Quality of Turnover

Rank by Department

Engagement Pulse

Automated Exit Interviews

100% - Recurring Low Performers - Regrettable Losses

Poll

Which of these next generation talent metrics would provide the greatest impact to your organization? (select one)

o Quality of Hire

o Speed to Performance

o Project Outcomes

o Leadership Effectiveness

o Quality of Turnover

2 Options to Get Started

Option 1: Quick Win Select 1 talent area to advance analytics Select an expert partner Leverage technology

Option 2: Strong Foundation Select an expert partner Document 3-year strategy Build in-house analytics roles & skills

Thank You

Jeff GrisenthwaiteVP, Client Success

+1 312.676.4450

jeffg@knowledgeadvisors.com

knowledgeadvisors.com

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