HRBoss - Asia HR Big Data Survey_1

7/21/2019 HRBoss - Asia HR Big Data Survey_1

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The Asia HR Big Data Survey 2014.The whitepaper report.



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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



‘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

Email

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

winning solutions are loved by government

organizations, global corporations, start-

ups and SMEs- including Nissan, Audi, the

Monetary Authority of Singapore and the

Economic Development Board (EDB)

EmployeeBoss is our workforce analytics

platform that makes getting started with

a Big Data Strategy easy. Take control of

your HR data and get started with a free

consultation now.

Conclusion



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

Hours: 9:00am-6:00pm SGT, Mon-Fri

Support: +65 6222 6075Fax: +65 6539 0539Email: [email protected]: 17A Boon Tat Street Singapore 069618

OFFICE : +65 6222 6077

VIETNAM MALAYSIA

CHINA

Oce: +84 8 3521 4950Support: +84 8 3521 4950Fax: +84 8 3823 4214Email: [email protected]: 9F, President Place, 93 Nguyen Du Street, District 1,Ho Chi Minh City, Vietnam

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Oce: +86 21 6141 3862Support: +86 21 6141 3885Fax: +86 21 5211 0177Email: [email protected]: 18/F Shanghai Oriental Center 699 West NanjingRoad, Jingan Shanghai 200041, China

OTHER COUNTRIES

INDONESIA

Oce: +6221 520 6220Support: +6281 144 6693Fax: +6221 520 5910Email: [email protected]: Sequis Center Building 9th Floor Jl.Jend.SudirmanKav.71 Jakarta 12190, Indonesia

Hours: 9:00am-6:00pm, Mon-Fri

Hours: 8:30am-5:30pm, Mon-Fri Hours: 9:00am-6:00pm, Mon-Fri


JAPAN

Oce: +81 [0] 3 5733 2020Support: +81 [0]3 5733 2020Fax: +81[3] 5733 2010Email: [email protected]: Holland Hills Mori Tower ROP 607 5-11-1Toranomon Minato-Ku, Tokyo 105-0001, Japan


HONG KONG

Oce: +852 2251 8501Support: +852 2251 8501Fax: +852 2251 1618Email: [email protected]: Level 19, Two International Finance Centre 8 FinanceStreet, Central Hong Kong, China


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