Workforce Intelligence: How HR Can Make Data-Driven Decisions That Optimize Talent Investments
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Transcript of Workforce Intelligence: How HR Can Make Data-Driven Decisions That Optimize Talent Investments
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Frequently Asked Ques6ons
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Sarah Sipek Associate Editor Workforce magazine
Workforce Intelligence: How HR Can Make Data-‐Driven Decisions That Op6mize Talent Investments
#WFwebinar
Meghan Biro Founder and CEO Talent Culture
Workforce Intelligence: How HR Can Make Data-‐Driven Decisions That Op6mize Talent Investments
Workforce Intelligence: How HR Can Make Data-Driven Decisions That Optimize Talent Investments
Meghan M. Biro, Founder & CEO TalentCulture Dave Weisbeck, CSO Visier
Maximize your business outcomes, through your people
Analyze: Go from data to insights
Align: Go from insights to plans
Act: Go from plans to outcomes
Where are our recruiting bottlenecks?
How can we retain critical employees?
What if?
How well did we plan?
How do our total workforce costs breakdown in our plan?
Should I give my team
member a raise?
What are our total workforce costs and how are they changing?
How can we connect Total Rewards to our
bottom line?
How will turnover
impact our future
workforce?
Which workforce scenario will best meet our business goals and budget?
Where should we allocate people to
support the business?
Which Critical Talent is at risk of
resigning?
Who should I promote?
Workforce Analy.cs
Workforce Planning
Visier Workforce Intelligence
Visier is about making both HR and the business beMer
Enabling HR and your business with Visier could be the most impacOul
acPon you take in 2016.
OUR GUEST PRESENTER: MEGHAN M. BIRO
Globally recognized Talent Management and HR Tech strategist, digital catalyst, author and speaker
TalentCulture Founder and CEO
Worked with hundreds of global brands, from early-‐stage ventures to global brands like MicrosoV and Google, helping them recruit and empower stellar talent
StatSocial and Forbes Top 100 Social Media Power Influencers in 2015
Top 50 Most Valuable Social Media Influencers (General SenPment)
Top 100 on TwiMer Business, Leadership, Tech (HuffPost)
Top 25 HR TrendseMers (HR Examiner); an ulPmate List of Social CEOs on TwiMer
Top 100 Leadership Blogger
Top 100 to follow on TwiMer in 2015
Forbes, Entrepreneur and Huffington Post columnist
Today’s Hashtag #Visier
Poll QuesPon #1
Do you have a single source of HR data truth? § Yes § No § Gedng there
§ I have no idea what you’re talking about
Single Source of Data Truth
Poll QuesPon #2
Your current workforce analy6cs are: § Non-‐existent
§ Very Basic
§ Good
§ Stellar
§ What are workforce analyPcs?
Top 5 Challenges for HR Leaders
§ Invest in leadership development
§ Create a culture of collaboraPon
§ Develop communicaPons skills
§ Drive and sustain real accountability
§ Be human and reward emoPonal intelligence
The Changing Role of the CHRO
The Changing Role of the CHRO
§ Companies want HR to strategically contribute.
§ Business leaders are split over HR’s role.
§ Lack of analyPcal skills is holding HR back.
§ ExecuPves aren’t yet commiMed.
Josh Bersin on People AnalyPcs
§ People AnalyPcs is even more important than we thought.
§ People AnalyPcs will grow exponenPally, but we are in the early days.
§ Most companies sPll don't really know what People AnalyPcs really are.
How Long It Takes the Brain to Evaluate a Resume
6.25 Seconds
Modeling and ForecasPng
1. Turnover
2. Churn / RetenPon
3. Risk
4. Talent
5. FuturecasPng
AnalyPcs! AnalyPcs! AnalyPcs!
Poll QuesPon #3
What is your biggest obstacle to building and u6lizing People Analy6cs? § Inaccurate, inconsistent, or hard-‐to-‐access data § Lack of analyPcal acumen or skill among HR professionals § Lack of adequate investment in necessary HR/talent analyPcal systems § Lack of perceived value of a data-‐driven culture; company does not have a data-‐driven culture
HBR Research: Obstacles to People AnalyPcs
Download your free copy of the full HBR report at www.visier.com
Source: HR Joins the AnalyPcs RevoluPon, Harvard Business Review AnalyPc Services
Tending To Your People Pipeline
OpPmizing Your Talent Pipeline
§ Pay aMenPon to their ambiPons.
§ Mind the gender/confidence gap.
§ Encourage cross-‐mentoring.
§ Fully merge the company culture with social and mobile.
HR Core Systems
Spreadsheets
Business Intelligence Tools
Niche SoluPons
ConsulPng Services
Dedicated Workforce Intelligence Solu6ons
From ReporPng to Intelligence: SoluPon Types
Meghan M. Biro Founder and CEO TalentCulture @MeghanMBiro
QuesPons?
Thank you!
Resources available at www.visier.com
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