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7/21/2019 HRBoss - Asia HR Big Data Survey_1
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The Asia HR Big Data Survey 2014.The whitepaper report.
7/21/2019 HRBoss - Asia HR Big Data Survey_1
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CONTENTS
03
04
0517
18
19
Introduction
Executive Summary
The Drill-DownConclusion
How we did it : methodology & demographics
Getting started with your HR Big Data Strategy
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Our survey sample included
427 respondents from 12 countries.
You can read more about ourmethodology at the end of the report,or click here to read it now.
How We Did It...
Introduction
In 2013 Big Data for HR went BIG. It was the
watershed year that Data Scientists were
proclaimed the new rockstars and that the topic
of workforce Big Data appeared on not just the
radar of HR Directors, but also on the priority list
of their CEO.
In 2014, adopting a data-driven approach
will become top priority for the Asia-based HR
professional. Just as Big Data has transformed
nance and marketing, the same will happen to
HR in 2014.
As the global economy claws its way back from
the economic downturn, organizations will see
a renewed emphasis on growth and will have
to nd smarter ways to source talent and re-
engage their existing workforce. 2014 will see
organizations bring together HR and business
data in new, exciting and protable ways.
In a bid to gain insights to the world of Big Data
in Asia, HRBoss surveyed over 400 companies
with over 1.5 million professionals. Our goal? To
surface common trends in how HR systems and
processes work across APAC, how organizations
here really feel about the rise of HR Big Data
and how they plan to use it in future business
strategy.
The rst All-Asia study of its kind, the
survey shares the unique perspective of HR
professionals operating in the most dynamic
economic markets in the world, revealing their
troubles and triumphs in building a data-driven
HR department. The survey results were, in
many cases, surprising. Whilst the Asian tiger
economy continues to roar, there is still a great
deal of confusion about what HR Big Data is and
how to get started with a workforce Big Data
strategy.
The 1st HR Big Data Survey for Asia
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‘HR Big Data’ is still a new concept in Asia76% of Asia-based HR professionals do not knowwhat HR Big Data is
EXECUTIVESUMMARY
85% of report end-users want to receive data on-the-flyvia dashboards and mobile…but only 9% currently do.
C-suite leaders want real-time dashboards and
mobile access. But their reality… is Excel,email and paper reporting.
76% of respondents admitted they are stuckmanually updating their organizational charts everytime an employee leaves or joins the company.
Automation? Dream on.
CHROs (98%) agree that these are the top two challengesfor managing HR Big Data in 2014.
The 2 biggest roadblocks for thedata-driven HR professional in 2014?1) a lack of in-house data analysis expertise2) inadequate IT systems
Companies in Asia recognize thatHR Big Data will be important in 2014….
79% of participants agree that HR Big Data is apriority in 2014. In a frank admission, 98% of CHROsconfessed that they have no HR Big Data strategy inplace for 2014.
but they do not have a strategy in place to deal with it.
92% of HR professionals in Asia arefrustrated by how long it takes to
report on HR data
80% believe they do not have the right tools to offerstrategic value to the Boardroom today
HR wants to be strategic…but lacks the right tools to get there.
71% of respondents across all countries and industriesplace HR in charge of people-related Big Data.
When it comes to employee Big Data,the buck stops with HR.
67% of CHROs believe that employees spend less than1 day/month preparing reports… but this is only true for
less than 12% of human resources professionals.
The disconnect between senior HRand middle-management.
Management believe that reports are prepared in less thana day but in reality, 88% of all respondents spend a mini-
mum of 2 full working days/month compiling reports….with22% clocking up more than 6 days/month on HR reporting.
HR reporting is broken.
Multiple HR systems + lengthly process
Inaccurate employee data stuck in Excel Hell.
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The Big Data buzz originated from the West,
so it is no surprise to see levels of awareness
highest in the US and Australia.
However, we also saw encouraging spikes
in interest coming fromHong Kong and Vietnam, with 67% and 50%
of the respondents respectively showing an
interest in HR Big Data.
of respondents do not knowwhat HR Big Data is.
Don’t care
No
Unsure
1%
40%
36%
76%
The Drill-Down ‘HR Big Data’ is still a new concept in Asia
Do you know what
HR Big Data is?
By rank
Only 25% of all CHROs and 33% of HR Directors
are condent about their knowledge of Big Data
for HR.
A massive 80% of HR Consultants/Admins andHR Managers are completely in the dark about
HR Big Data.
These results show a lack of awareness about
HR Big Data amongst HR professionals in Asia,
not only for the lower-level executives in the HR
community but also at C-suite level.
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Are you one of the 76% unsure about
what HR Big Data really means?
Get down to the basics with
the 'Introduction to HR Big Data' eBook.
Come & get it
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HR ReportingisBRO EN
210+Days
6-10Days
2-5Days
Less Than1 Day
%
20%
12%
66%
We asked:
“How long do youspend preparing
HR reports everymonth?”
2288%%
spend over 6 days
per month
just on HR reporting….
more than 1 entire
working week.
spend more than
2 full days per month
on HR reporting
The demand for data-driven workforce reporting is increasingbut HR is struggling to keep up.
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The HR Reporting Cycle
Management wants to consume workforce data regularly
Interestingly,
CHROs and HR Directors recognise Talent as #1 priority...
but their staff don’t feel the same way with only 16% of junior staff
agreeing that talent is top priority for their company.
There is a huge disconnect between how CHROs regard the reporting
cycle and the actual burden it places on their staff.
The disconnect
have to
deliver reports monthly.
87%
of HR Admins,Managers and Directors have aweekly or even daily reporting cycle.
30%
90%of HR professionals in the most
demanding places, Japan and Thailand, are
locked into weekly or daily reporting cycles.
67 12% %
67% of CHROs believe
that employees spend
less than 1 day/month
preparing reports…
but in reality just 12% of
HR professionals spend
less than 1 day preparing
these reports.
between Senior HR and their employees
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Strongly agreeDisagree
Agree
17%8%
75%
HR is frustrated by
their reporting nightmare
“I get frustrated by howlong it takes to reporton HR data”
Here is how respondents reacted to the statement:
Reporting
Nightmare
92% of Asia-based HR professionals are frustrated by the reporting process.
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Who wants to
consume HR data?
47%8%32%6%4%3%
CEO
Country/Regional
HeadHead of HR
(HRD or CHRO)
CFO/
Head of FinanceCIO
Other
We asked: “Who is the report end-user?”
The demand for employee-related data comes from the very top,
with CEO and CHROs named as the primary end-users of HR reports.
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1 0Delivering HR Data:
We asked: “What format would the end-users of thereport ideally prefer to receive them in?”
of end-users want reports delivered
via real-time dashboards or mobile
85%
currently receive HR reports this way
9%
The ideal: The reality:
Real time reporting, dashboards and mobile access HR Reporting is stuck in Excel Hell, Email, PowerPoint and Paper
But only
HR reports are currently delivered in the following formats
Mobile App
Real-time Dashboard,accessed from anytime, anywhere
1%
Other3%
Paper/Printed15%
Presentations
22%
Spreadsheet28%
8%
23%
Report end-users want to access the data on-the-fy, in a single dashboard-
but 91% are operating without one.
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The appetite for
data-driven HR reporting is growing.
There is a new trend for management to demand increasingly
in-depth and detailed employee data reports.
HR is seeing leadership shift towards wanting data-driven
analysis of the workforce- but how can they meet this demand
without more sophisticated reporting tools and processes?
86% of employees are spending a minimum of 2 working days
just generating the HR reports their bosses are requesting.
On top of this, 57% of HR professionals say their bosses are
demanding more in-depth and detailed employee information.
Think about how much time is wasted creating these laborious
reports…surely there is an easier way?
Come & get it.
Not sure
No Yes
57%
18%
25%
“Is the attitude of your Board/seniormanagement team changing to ask formore detailed employee data from HR?”
We asked:
Simplify the HR reporting process.Deliver reports the way your boss wants to see them
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Even simple HR tasks
are not automated.
76% are unable to provide an on-demand
map of their organisational structure to their
CEO.
HR professionals are still tasked with the laborious process of
manually updating their organisational charts.
“How do you update your organizationalchart when new staf leave or join yourcompany?”
We asked:
Banking, Finance and
Technology are ahead of the
curve here, with 35% of
org chart updates done
automatically.
All other industries rely on up to
95% of org chart updates to be
done manually.
Automatically,from Payroll HRIS
or other ERP
Not sure Manually72%
24%
4%
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HR departments
don’t have the right tools to oer strategic value.
“HR currently has theright tools to oferstrategic value to theBoardroom.”
This is how participants responded to the statement:
Agree
Not sure
Disagree
20%
13%
67%
HR wants to be strategicbut 80% do not feel
confdent they have theright tools
available to do so.
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Challenges in
managing HR dataThe lack of in-house data analysis expertise and inadequate IT systems for Data management and reporting
are the biggest challenges for HR. Lack of time, budget, and too much data to process are also inhibitors.
Top 7 reasons ...why HR struggles to manage employee data
Insufcient
IT systems tomanage HR data
and reporting
Insufcient
time/budget/resources
Lack of C-level/
managementbuy-in.
Lack of in-house
data analysisexpertise
Data quality and
processing ofunstructured
data
Overwhelming
volumes of HRdata
Data ownership
and corporatepolitics
21% 16% 8%19% 15%14% 7%
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When it comes to HR Big Data,
the onus is on HR
We asked: “Who is responsible for managing HR Big Data in your organization?”
71%3%
2%
1 % 1 %
2%4% 4% 4%8%
HR
A c c o u n t s & F
i n a
n c e
O p e r a t i o n s
I T D a t a S c
i e n t i s t / A n a
l y t i c s t e a m
A l l o
f t h e a
b o v e
N o
b o
d y
U n s u r e
O t h e r
CEO
China and Korea were the exception. Over 50% of respondents there claimed that processing HR Big Data is shared across multiple departments.
However, all other countries believe that when it comes to workforce Big Data, HR is in charge.
You answered…. “We are”.
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HR recognizes that they need a Big Data strategy….
but they don’t have one in place yet.
79% of participants
agree that HR Big Data will become a priority in 2014.
But the HR leaders at the
top tell a different story.
We asked Asia-based CHROs:
“Do you have a Big Data strategy
in place for 2014?”
responded;98% NO
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• Asia is a remarkably diverse continent but the survey participants were unanimous
on the key questions. The key takeaway from the survey report? HR knows they
need a Big Data strategy but they do not yet have one in place.
• The survey reveals 2 dening characteristics of the Asia-based HR professional’s
daily life: they recognize the importance of data but they cannot access it
as easily as they need to.
• Multiple data sources and a demanding reporting cycle mean that HR is spending a
disproportionate amount of time on reporting. The bad news? The need for data-
driven reports from the C-suite is growing. HR needs to evolve their reporting
processes to keep up in 2014, especially if they aim to offer strategic value to their
business and take their seat in the Boardroom.
• Companies in Asia are unsure of how to unearth the insights buried deep within
the often-unstructured HR data and how to act on their ndings with sufcient
speed and purpose.
• Senior HR professionals know that Big Data offers an opportunity: it can help
solidify HR’s reputation as a strategic business function that makes
analytics-driven, evidenced-based decisions.
Sponsored by
HRBoss is Asia’s leading provider of
data-driven software for HR. Our award
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organizations, global corporations, start-
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Monetary Authority of Singapore and the
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EmployeeBoss is our workforce analytics
platform that makes getting started with
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Conclusion
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500-4999employees
500-4999employees
28%28% 56%
5000-15000employees
5000-15000employees
9%9%
15000+employees
15000+employees
7%7%
Less than500 employees
How we did it Industries Surveyed Job Titles Surveyed
Sizes ofCompaniesSurveyed
Methodology
Consisting of a total of 30 comprehensive questions relating
to HR Big Data, the survey questions were designed with input
from seasoned experts from the Human Resource industry in
Asia.
In order to ensure that the results would be accurate
representation of businesses across Asia and around the
world, HRBoss invited respondents from various countries
including China, Malaysia, Indonesia, Vietnam, Singapore,
Japan, Australia and New Zealand. The survey was translated
into 5 different languages: Chinese, Japanese, Vietnamese,
Indonesian and English.
The survey invitations were disseminated across APAC throughmultiple platforms including the web, emails, HR portal sites in
China, Malaysia, Japan and Indonesia, plus various social media
channels. The survey was open for 3 full months, commencing
in October 2013 through December 2013. In January 2014,
all survey responses were collected and analysed for the
publication of this report.
About the sample
A total of 427 respondents completed the survey, with job rolesranging from HR Consultants and Administrative professionals
to C-suite level executives and CHROs, predominantly from
APAC.
Other 20%
Shipping & Logistics 2%
Recruitment Agency1%
Pharmaceuticals 1%
Manufacturing15%
Healthcare 2%
Banking & Finance 6%
Energy1%
Education1%
Construction 2%
Chemicals1
%
Aviation2%
Technology 9%
Property 1%
Retail4%
Media 1%
Hospitality 1%
FMCG 5%
Engineering 3%
Electronics 3%
Consulting 8%
Communications 4%
Biotechnology 1%
Automotive 5%
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22%
39%
16%
7%
16%
HR Consultant/ Admin
HR Manager HR Director CHRO Other
VietnamVietnam
19%19%
4%
SingaporeSingapore
17%17%
New Zealand2%
Australia1%Other
3%US
19%China
5%Hong Kong
7%7%Indonesia
11% Japan
12%12%MalaysiaMalaysia
CountriesSurveyed
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Your HR Big Data Strategy Big Data is here to stay...so what is your strategy for
leveraging HR Big Data in 2014?
EmployeeBoss aggregates all youremployee data from existing HR and
business systems into one single
overview. With embedded Business
Intelligence, real-time analytics and
a powerful reporting engine, you can
create visibility across your employee
landscape by building multi-dimensional
organization overviews.
EmployeeBoss ts around all your
existing processes so that you can makea measurable and tangible impact on
your business without having to change
a single process internally.
Delivered as a turnkey Cloud-based
subscription solution for global
businesses, EmployeeBoss delivers
people-insight in an intuitive and highly-
visual environment.
How does it work? Getting Started
How EmployeeBoss works:
1st
Using an intuitive user interface, map
organizational structure to the back end of
EmployeeBoss -including all legal entities |
departments | locations | functions | levels
2ndAggregate/feed all employee data into 1 place-
the EmployeeBoss platform- from unlimited
HRIS, payroll, TMS, raw data, spreadsheets &
other data sources.
3rdChoose Dashboards & Reports, or create new
dashboards from scratch. Select drill-down
dimensions from the EmployeeBoss market
leading analytical toolset.
4thEmployeeBoss will create a dynamic
organizational chart of the entire
company from the information imported
into the system. The user then congures whatinformation can be viewed in this chart, including
drill-down analysis.
5thOnce complete, you can view your data across
virtually any dynamic/dimension, allowing for
slice and dice reporting across geographical
location | legal entity | function | business units.
Setup and conguration is then 4~8 weeks, depending
on the amount of data to be aggregated.
With all HR Big Data sources being integrated on
to a single platform, business leaders can leverage
comparative analysis and predictive modeling
for critical workforce decisions. This can be used
strategically in predictive modeling of workforce
behavior, such as identifying future recruitment needs
or tracking succession, promotion, and turnoverpatterns.
The expansive amount of data available will surface
insights on the strengths and weaknesses in training
programs and sales processes, alert management
to potential ight risks of top talent and highlight
‘outliers’ in employee compensation. Companies
use these data insights to analyze and collaborate
on plans to optimize the workforce and to align the
people strategy with the business strategy.
Come & get it, contact us for a free demo today.
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Connect with Us : Our Awards :
EmployeeBoss Bringing Employee Information to Life:
EmployeeBoss Bringing Employee Information to Life
Best HR Big Data SolutionWinner
Best Software-as-aService SolutionWinner
Best International Software-as-a-Service2014 Winner
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SINGAPORE
CONTACT
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