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)
Flickr CC jmpznz
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
Flickr CC wvs
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
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
Flickr CC laffy4k
43
Bigger Does not
mean better
Flickr CC bicycleimages
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/
Contact Details
© 2 0 1 3 I N T R A S C O P E . A L L R I G H T S R E S E R V E D .
Intrascope Analy@cs Level 10/50 Market Street Melbourne 3000 +61 3 9111 5659 www.intrascope.com.au
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