DATA IN HR: WHY ALL THE FUSS?

NOT BUSINESS

AS USUAL

Flickr  CC  lukepeterson  

IN HOW HR WORKS WITH THE BUSINESS

FUNDAMENTAL SHIFT

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BUT

“BIG DATA”

IS

BULLSHIT Flickr  CC  jmpznz  

(IT’S ONLY A TECHNICAL DEFINITION ANYWAY)

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DON’T GET CAUGHT IN THE TECHNICALITIES

WHAT MATTERS IS WHAT DATA LETS YOU DO

11

FINDING PATTERNS

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12

FINDING PATTERNS

EITHER INVISIBLE OR DIFFICULT TO SEE BY EYE

Flickr  CC  mister_tee  

WHEN YOU READ:

‘BIG DATA’

THINK:

FINDING PATTERNS

WHEN YOU READ:

‘DATA REVOLUTION’

THINK:

FINDING PATTERNS

WHEN YOU READ:

‘DATA ANALYTICS’

THINK:

FINDING PATTERNS

THINK MONEYBALL

FOR THE

WORKFORCE

FOR HR, THIS MEANS…

A NEW WAY OF LOOKING AT THE SAME

PROBLEMS

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Less impact on day to day Transactional HR

20

Analytics is… Moving from data to understanding The difference between having data and gaining insight is often the difference between winning and losing. But HR adoption rates for analytics are discouraging.

BUT Fundamental

changes AT THE STRATEGIC

LEVEL

WHERE THIS DATA COMES FROM?

HRIS

HRIS TALENT MANAGEMENT

HRIS TALENT MANAGEMENT

EMAIL

HRIS TALENT MANAGEMENT

EMAIL FINANCIALS

HRIS TALENT MANAGEMENT

EMAIL FINANCIALS

CRM

HRIS TALENT MANAGEMENT

EMAIL FINANCIALS

CRM PHONE

HRIS TALENT MANAGEMENT

EMAIL FINANCIALS

CRM PHONE SOCIAL

HRIS TALENT MANAGEMENT

EMAIL FINANCIALS

CRM PHONE SOCIAL

ETC.

SOME PRACTICAL EXAMPLES…

HIRING: WHO IS MOST LIKELY TO BE

SUCCESSFUL? Flickr  CC  23912576@N05  

TALENT MANAGEMENT: WHAT BEHAVIOURS REALLY DIFFERENTIATE YOUR TOP PERFORMERS? Flickr  CC  ironrodart  

33 Flickr  CC  :  s2gnygaard  Flickr  CC  jo_mur  

DIVERSITY: WHERE DO THE BOYS CLUBS EXIST?

MANY, MANY OTHERS…

THE TIMELINE?

“We always overestimate the change that will occur in the next two years and underestimate the change that will occur in the next ten. Don't let yourself be lulled into inaction.”

- Bill gates

Flickr  CC  thomashawk  

From:  Bersin  &  Associates  “Big  Data  in  HR  Research  Study”  

Stage 1: Reactive – Operational Reporting Operational reporting for measurement of efficiency and compliance, data exploration and integration, development of data

dictionary

THE FOUR STAGES OF DATA MATURITY

From:  Bersin  &  Associates  “Big  Data  in  HR  Research  Study”  

Stage 1: Reactive – Operational Reporting Operational reporting for measurement of efficiency and compliance, data exploration and integration, development of data

dictionary

Stage 2: Proactive – Advanced Reporting Operational reporting for benchmarking and decision-making, multi-dimensional analysis and

dashboards

THE FOUR STAGES OF DATA MATURITY

From:  Bersin  &  Associates  “Big  Data  in  HR  Research  Study”  

Stage 3: Strategic Analytics Segmentation, statistical analysis, development of “people models”, analysis

of dimensions to understand cause and delivery of actionable solutions

Stage 1: Reactive – Operational Reporting Operational reporting for measurement of efficiency and compliance, data exploration and integration, development of data

dictionary

Stage 2: Proactive – Advanced Reporting Operational reporting for benchmarking and decision-making, multi-dimensional analysis and

dashboards

THE FOUR STAGES OF DATA MATURITY

From:  Bersin  &  Associates  “Big  Data  in  HR  Research  Study”  

Stage 3: Strategic Analytics Segmentation, statistical analysis, development of “people models”, analysis

of dimensions to understand cause and delivery of actionable solutions

Stage 4: Predictive Analytics

Development of predictive models, scenario planning, risk analysis and mitigation, integration with strategic

planning

Stage 1: Reactive – Operational Reporting Operational reporting for measurement of efficiency and compliance, data exploration and integration, development of data

dictionary

Stage 2: Proactive – Advanced Reporting Operational reporting for benchmarking and decision-making, multi-dimensional analysis and

dashboards

THE FOUR STAGES OF DATA MATURITY

SOME THINGS TO REMEMBER:

Start with the outcome in mind

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Bigger Does not

mean better

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CEOs and CFOS Already

speak DATA Flickr  CC  372527185@N05  

QUESTIONS?

INTERESTING COMPANIES TO LOOK AT:

A  freestanding  analyst  firm  (un@l  recent  purchase  by  DeloiCe)  offering  selec@on  services,  research,  data  analysis,  industry  insights.      The  company  host  a  deep  collec@on  of  blogs  covering  data  driven  HR  and  talent  management.      hCp://www.bersin.com/Blog/    

Evolv’s  workforce  performance  solu@ons  leverage  the  power  of  big  data  and  predic@ve  analy@cs  to  help  businesses  select,  retain  and  develop  a  more  produc@ve,  more  posi@ve  and  more  profitable  workforce.        The  blog  is  science  based,  focusing  on  prac@cal  applica@on.      hCp://www.evolvondemand.com/thinking/blog    

INTERESTING COMPANIES TO LOOK AT:

Intrascope  builds  soPware  that  uses  email  and  phone  data  to  iden@fy  low  hanging  opportuni@es  to  improve  people  performance  -­‐  by  iden@fying  influencers,  boClenecks  and  micromanagement.      The  blog  features  prac@cal  ideas,  @ps  and  insights  designed  to  help  you  get  the  most  out  of  your  workforce.    www.intrascope.com.au  

Kenexa  is  a  large  consul@ng,  content,  and  technology  company  which  plays  in  many  different  parts  of  the  talent  management  market.  The  company  was  recently  acquired  by  IBM.        The  blog  is  insighWul,  touches  on  a  broad  range  of  data/HR  topics,  and  is  generally  easy  to  read.    hCp://blog.kenexa.com/  

INTERESTING COMPANIES TO LOOK AT:

RoundPegg  provides  a  Culture  Intelligence  PlaWorm  upon  which  companies  can  ac@vely  manage  culture  shiPs,  iden@fy  sub-­‐cultures,  make  hires  who  scien@fically  fit  and  engage  their  employees  (think  eHarmony  For  Jobs).    Interes@ng  blog  that  covers  the  scien@fic  side  of  culture.    hCp://roundpegg.com/blog/    

Visier  crunches  HR  data  for  enterprise  workers  into  a  consumer-­‐friendly  interface  designed  to  make  measuring,  repor@ng  on,  and  improving  the  ac@vi@es  of  a  given  workplace  easier,  faster,  and  more  accurate.      The  blog  can  tend  to  self-­‐promo@onal,  but  does  have  good  insights  for  ge\ng  up  to  speed  with  workforce  analy@cs.    hCp://info.visier.com/blog/          

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Intrascope  Analy@cs  Level  10/50  Market  Street  Melbourne  3000    +61  3  9111  5659    www.intrascope.com.au