Driving Organizational Peak Performance · 2018-03-31 · •Team Predictive Analytics • Initial...

1Copyright © 2013. Infor. All Rights Reserved. www.infor.com 1Copyright ©2014 Infor. All rights reserved. This presentation is provided for informational purposes only and does not constitute a commitment in any way. The information, products and services described herein are subject to change at any time without notice.

Driving Organizational Peak Performance

Brad Palmer

Infor VP - Healthcare, HCM

Talent

Management

Workforce

Management

Learning

Management

Core HR

Employee

Connect

Talent

Acquisition

Talent

Science

Robust

• Broadest solution in the market -

complete back office platform

• Single & multi-tenant SaaS

• Science-driven

• Socially-enabled

• Modern UX

• Industry analytics, benchmarks

and dashboards

• Flexible deployment approach –

Implementation Accelerators

Proven

• 5,000 customers

• 50M paychecks monthly

• 30 million applicants annually

Infor CloudSuite HCM

Tying HCM Together

ROI StudiesHow do HCM products bring value to

organizations?

EngagementHow can we make sure people are

engaged at work?

Team DynamicsWill people perform well together?

Predictive AnalyticsWhat pieces of data predict various

outcomes across HCM?

Recent Media Coverage

Quote from Google (CHRO):““If you could figure out a robust way to assess

people’s capabilities... and if you could actually

assess what makes people perform well… you

could go a long way to matching people with

Jobs…And I think over the next five to ten

years, someone’s going to figure that out.”

Executive Order – Behavioral Science

What is Infor Talent Science?

Workforce data Behavioral InsightsInfor

Talent Science

Talent Science at the Center

Performance Profile

Performance Profile Creation Process

Performance

Complete

Assessment

Incumbents

U.S. Patent 8,204,778

U.S. Patent 8,484,072

Through profiles we can…

Predict attrition

Predict Performance

Predict promotion

Predict who will go from temporary to full time

Predict better than our competition

Understand mobile trends

Identify turnover trends

Increase diversity

Decrease theft

Identify engagement red flags before hire

HCM Insights:What do managers need to know?

How do I maximize my

candidate pool?

How do I make sure the people I bring in are the

right ones?

Why is my team struggling?

What actions can I take to

ensure people stay engaged?

How do my people influence organizational performance?

Who is my next leader?

HCM Insights:What do managers need to know?

Recruiting Optimization

Hiring Optimization

Team Optimization

Learning Optimization

Competency Framework

Engagement and Attrition

Performance Improvement

Succession Planning

Challenges

• Use objective insights to identify, hire, and retain quality nurses

• Improve nursing services for patients, patient families, and doctors to help drive better HCAHPS scores

• Target positions: Nurses in multiple hospital areas

Benefits

• Reduced turnover by 51% among Operating nurses in a comparison of Recommended hires with Not Recommended hires

• Decreased nursing turnover in the Critical Care area by 45.4% for Recommended nurses vs. the bottom three categories

• Drove a turnover reduction among Emergency nurses of 44.4% measuring hires Assessed by Talent Science vs. those Not Assessed by Talent Science

Profile

• Healthcare industry

• Healthcare services company with 40+ hospitals and thousands of employees

• Medical services include acute hospital care, wellness, chronic care, urgent care, rehabilitation, outpatient surgery, and advanced diagnostics

Solution

• Infor ® Talent Science™

“Best fit” nurses drive turnover reduction of 51%

Study parameters

• Sample size: 17,849 employees

• Study period: 2 years

• Comparison: “Recommended” by Talent Science vs.

“Not Recommended” by Talent Science

With Talent Science, store managers are improving customer

service and driving revenues to strengthen the company’s

leadership position in the retail industry.

Results

9.3%Higher Sales to Goal

average by

“Recommended” hires

28.9%Reduction in involuntary

turnover among

“Recommended” hires

Turnover reduction

reduction

involuntary

turnover

“Not

Recommended” by

Talent Science

“Recommended”

Talent Science

Challenges

• Select and invest time only in temporary employees with the behaviors to succeed as permanent associates

• Get the greatest ROI from the finances and training invested in new permanent associates

• Maintain a large, high quality candidate pool

• Target positions: Multiple roles

Benefits

• Assessed temporary workers converted to permanent employment 115% more often than those hired without Talent Science™

• Streamlined the hiring process to accumulate a large, quality candidate pool through using a temp agency

Profile

• Healthcare industry

• Manages a nationwide network with over 40K associates

• Delivers a number of leading health benefit solutions

Solution

• Infor® Talent Science™

Health temps increase conversions to permanent by 115%

10.40%

15.75% 16.09%

19.92%

14.96%

18.42%

n = 849 n = 2,362

NR+RR RQ+Rec

Promotion by Recommendation CategoryRetail Sales Associates

23% increase

in promotions*

*statistically

significant result

Percent Change in African American Hires after Talent Science

Before Talent Science

After Talent Science

Increase diversity

N = 51,000+21.61% Increase

Minorities Hired

Behavior Impacts Operational Challenges

Participants (n = 53,713)

463% Reduction

Full service to Small Footprint

Associate

Assistant Manager

Manager

Data Collected Over 5 Years

Termination due to theft

No/Low Fit High Fit

Talent Science: Applicant Behavior• Challenge

• Applicant social desirability?

• Method

• 10 measures of assessment “authenticity”

• 750,000 incumbents

• Results

• Candidate transparency is important

• Concurrent assessment of retention predictors

• 152 additional days of tenure0

Median Tenure

Passed AA

Failed AA

AA = Authenticity Alert

HCM ROI

Learning Management

Key Benefits• Optimize sharing of global knowledge

• Meet learning needs of today’s workers

• Ensure alignment with corporate programs and

regulatory requirements

• Measure impact of learning activities

Deliver strategic learning across a local or global

enterprise to drive performance and productivity

improvements.

• Full-service Learning Portal

• Content Management

• Certification

• Mobile Learning

• Social Learning

• Reporting & Analytics

With LMS we can…Increase engagement

Reduce turnover

Improve knowledge

Drive Consistency

LMS: Training leads to lower turnover

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

Month 1 Month 3 Month 6 Month 9 Month 12

Not Trained with LMS

Trained with LMS

Estimated

$1,825,500 impact

*Indicates statistical significance

47% lower

turnover in first

3 months*

(n = 22,376)

LMS: Better course grades lead to lower turnover

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

Month 1 Month 3 Month 6 Month 9 Month 12

0—69

70—79

80—89

90—100(n = 11,384)

49% lower

turnover in first

3 months*

LMS: More training leads to more profit

$1,000

$2,000

$3,000

$4,000

$5,000

$6,000

0%—20% 21%—40% 41%—60% 61%—100%

On average, highly

trained locations brought

in $3,574.74 more per

month in profit than less

trained locations*

If highly trained stores

didn’t train, the client

could have lost

approximately $211,000

per month.

(n = 386)

HR Service Delivery

Key Benefits• Manage HR activities efficiently

• Use a customizable portal

• Mitigate risk and improve compliance

• Increase employee engagement

• Offer personalized, relevant information

Provide personalized HR self-service with fewer

resources at lower costs.

• Employee Self-Service Portal

• Knowledgebase

• Case Management

• Total Rewards

• Onboarding

• Offboarding

With HRSD we can…

Increase automation

Increase resolution efficiency

Reduce HR time on issues

Allow HR to focus on strategy

HRSD: Increasing Tier 0 Resolution through software

70.00%

75.00%

80.00%

85.00%

90.00%

95.00%

100.00%

↑ from implementation to current (82% to 94%)

↑ in “open enrollment season” year-over-year (78% to 95%)

Estimated monthly ROI of $299,000

ROI and YouEnsuring you maximize the benefits of your Infor service

Maximizing ROI Set a Goal

Aim your Solution at the

Target

Measure Outcomes

Advertise Success

Infor Team Dynamics

Team Optimization

How do I know who

will make up the

best team?

What team will

produce the best

results?

Who is the best

manager for this

group?

When should I

schedule different

people to best

increase team

performance?

What is Team Dynamics?

A tool to visualize

current employees and

job candidates in new

and informative ways.

A means to understand

potential interactions with

others and generate team-

based insights.

It will provide predictive

insights around team

potential and likelihood

of success.

What’s Next?• Team Predictive Analytics

• Initial predictive studies show that team alignment in personality characteristics predicts over and above individual job fit

• Retail: The higher the fit score, the higher the performance. The closer the team, the higher the team performance.

Infor Engage

Engagement Analytics

How do I keep my

employees happy

and engaged?

How do I know who

will stay with the

organization?

How do I use my

engagement survey

What factors cause

people to leave?

What is Infor Engagement?

A tool to gain insight

into employee

engagement.

Combining employee

feedback with objective

metrics to identify pain

points.

It will provide predictive

insights around

employee engagement

and business outcomes.

Brad Palmer

VP, Healthcare HCM

214-445-2189

brad.palmer@infor.com

Eric Mechels

Account Executive – Talent Science

612-386-8269

eric.Mechels@infor.com

Driving Organizational Peak Performance · 2018-03-31 · •Team Predictive Analytics • Initial...

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