2017 HR Virtual Event: Recalculating the

Route with People Analytics

WEDNESDAY, DECEMBER 13, 2017

1

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Recalculating the Route with People Analytics

Research overview

Unless otherwise noted, all data referenced in this is from 2017 Deloitte Global Human Capital Trends: Rewriting the rules for the digital age.

Deloitte’s largest and most extensive human capital survey to date

10,000+business and HR leaders

140 countries

2017 Deloitte Global Human Capital Trends

report theyhave usable

data

People analytics:Recalculating the route

8%

have a good understandingof which talent dimensions drive performance

9%have broadly deployed HR and talent scorecards for line managers

15%

New tools are emerging and analyticsare shifting from push to pull

71%Very important or important

Market Pressures

New Organizational

Models

Culture and Engagement

Managing Changing Workforce

Demographics

Developing Leaders

People Analytics can describe and predict those factors that make for an engaged employee and that define the optimized organizational model and culture.

Attraction

• What are the characteristics of high-performing leaders, and how can we hire/promote people like them?

Retention

• How can the organization retain top performers despite demand for these resources in the marketplace?

Development

• How to assess if training programs are effective and that the organization is using training dollars effectively and efficiently

Engagement

• How does engagement correlate with business metrics (e.g. productivity, sales, profitability, theft, accidents, etc.?

Impacted Business

Capabilities

Key Business Issues

Massive Business Disruptions

Changing Workforce

Demographics

Worker Expectations of the Company

Worker impact on company

branding

Availability of Talent Required to Succeed

B

T

B B

D

Organizational Design

• How will redesigning the organization structure help achieve strategic objectives?

Productivity

• What are the characteristics of our most productive employees?

Driving Productivity

Common Focus Areas for People Analytics

Organizations are facing major disruptions in their businesses and in the workforce

Not all issues require advanced analytics. We recommend that our clients use the least sophisticated approach to achieve their objectives

Level Setting: What do we mean by analytics?

Advanced Reporting:Measurement for benchmarking and decision

making

Operational Reporting:Measurement for efficiency and compliance

Advanced Analytics:Segmentation, statistical analysis, and development of people models

Predictive Analytics:

Scenario planning and risk mitigation

• Measures that help “transform the business” and “define the future”• Using models to identify potential future risks (e.g., shortages, skills gaps,

performance gaps), creating workforce planning scenarios based on business and economic conditions, identifying current and future talent risks in detail

• Measures and tools that help “dramatically improve the business”• Segmentation of the workforce into various performance and risk pools;

understanding drivers of business performance and talent readiness with statistical rigor; and, building trusted “people models” that define the variables which drive outcomes, creating actionable dashboards and tools based on these models

• HR measures that tell “how we compare and can improve” HR, L&D and business operations

• Data that displays trends and can be used for analysis• Business and derived HR measures, including revenue per

employee, engagement, risk of loss, actual skills, mobility, HR spending per employee, L&D efficiency and trend data over time

• HR measures that explain “how we are allocating resources,” and “the state of our workforce and HR programs”

• Training hours, time to hire, cost to hire, depth of leadership pipeline, grievances, safety records, demographics, tenure, certification levels, Compa ratios, turnover, performance distribution, etc.

Source: Bersin by Deloitte

Recruiting & Staffing

Talent Optimization

Culture & Engagement

HR Service Delivery

Performance & Rewards

Workforce Planning &

Shaping

PeopleAnalytics

• HR Operations Efficiency & Optimization• HR Strategic Planning / Portfolio Management

• Workforce Management & Planning• Labor Cost Optimization• Location Strategy & Selection

• Learning Optimization• Leadership Development

Analytics • Workforce Retention Analytics

• Talent Acquisition Analytics• Network Analysis• Global Mobility

• Diversity & Inclusion • Organizational Culture Analysis• Employee Engagement and Intervention• Employee Safety

• Workforce Productivity and Performance

• Compensation, Rewards, and Recognition

• Benefits Analytics

People Analytics insight frameworkThis framework highlights the high-impact analytics focus areas that are frequently addressed

Leading practices for people analytics – Start here

Lessons learned that expedite the implementation

of People Analytics and realization of

business value

Right Team Leadership

Fluency

TeamStructure

RoadmapIntegration

Data

Value &Impact

Assemble a team that is multidisciplinary

Translate information and findings into actionable solutions

Strategy to integrate data from across HR, organizational, and external sources

Prioritize clean and reliable data across HR and the organization

Invest at a senior level in a business focused people analytics leader

Increase analytics fluency throughout the organization

Establish clear leadership within a single team initially, even if you eventually decentralize

Develop a two- to three-year roadmap for investment in analytics

0101

0101

Source: Deloitte 2017 Human Capital Trends Report, March 2017

Building People Analytics Capability

Issue‏Lack of trust in HR and Payroll data

• Significant cost and time commitment to reconcile and aggregate

data sources from multiple systems and in multiple formats

• HRIS environment consisted of multiple instances of disparate

systems

• Download all information to spreadsheets and create graphic

reports to tell the workforce story

Impact‏

Solution‏

Implemented a new HRIS with multiple talent modules including

Prism Analytics, Planning, Worksheets, Scorecarding and

Management Dashboards

Strategized and developed a comprehensive reporting and

analytics strategy, including the new HRIS and visualization

technology roadmap

Designed and established comprehensive data governance

program

• Analyze strategic HR, Payroll, Benefit and Talent Management

programs

• Gain valuable insights from sizable and trusted data sets that have

been too cumbersome to manipulate

• Supporting key business and HR priorities (attrition, succession and

learning programs) with trend focus and root cause understanding

– Case Example‏ Financial / Insurance Services Firm

www.deloitte.com

@DeloitteTalent

This publication contains general information only and Deloitte is not, by means of this publication, rendering accounting, business, financial, investment, legal, tax, or other professional advice or services.

This publication is not a substitute for such professional advice or services, nor should it be used as a basis for any decision or action that may affect your business. Before making any decision or taking any action that may affect your business, you should consult a qualified professional advisor.

Deloitte shall not be responsible for any loss sustained by any person who relies on this publication.

As used in this document, "Deloitte" means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting.

Copyright © 2017 Deloitte Development LLC. All rights reserved.Member of Deloitte Touche Tohmatsu Limited

2017 HR Virtual Event: Recalculating the Route

with People Analytics

MODERATOR

WALT SOKOLLLeader, U.S.

Workday Practice

Deloitte

PANELIST

AMIT CHOWDHARY VP, Workforce

Planning & Analytics

Visa

PANELIST

JESSE DAVIDSON Vice President of

People Analytics

21st Century Fox

PANELIST

CRISTINA GOLDTVP, HCM

Product Management

Workday

2017 HR Virtual Event: Recalculating the Route

with People Analytics

Audience Q&A will begin shortly.

Please submit your questions.

2017 HR Virtual Event: Recalculating the Route

with People Analytics

Audience Q&A

2017 HR Virtual Event: Recalculating the

Route with People Analytics

WEDNESDAY, DECEMBER 13, 2017

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