PowerPoint-presentatie
Creating Surprising Insights with available and new dataHR
Vision Berlin20 September , 2016
My background in HR
4. Design the HR interventions
1. Exploration
2. Determine the most burning issues
3. Learn from available data
5. Track progress and measure effect
People Analytics: 5 steps
People Analytics is using digital methods to develop a deep
understanding on how people and organization relate to business
performance, to drive effective, informed and fast decision
makingPeople Analytics ....
1. Exploration
Look wide: different talent sources
Internal talentpoolOnlineIntermediaryAlumniStart-upsSelf
employedTalent Sharing
Outsourcing
Look at individuals and their network
2. Determine the most burning issues
3. Learn from available data
Example 1: Accenture Sweden, Diversity
Example 2: Succession planningHow strong and effective is the
succession pipeline up-to-4 levels below the executive board?
From a risk mitigation perspective:For how many positions are
candidates listed?
From a talent development perspective:Do top potentials have
future career path?
Understanding succession plans Data analysis shows that there is
only a small unique group of employees that show up at succession
plans (many names are recurring)The graph below shows that 5% of
all employees make up 60% of all succession benches
Understanding succession plansQuestion to answer: How is it
possible that a small group (5%) of all workers are mentioned on so
many succession plans (60%)?
Some hypothesis:
Is the access to potential successors is limited ?Is the quality
of the potential pool is limited ?Something else?
Machine Learning helps to discover more candidates
Visualizing and predicting leadership mobility
From locationTo location
Example 3
Example 4: Design a total reward proposition for the future
Client challenge:
Building an employee value proposition that attracts the
employees that are needed now and in the future, with a balance
between cost to the employer and value to the employee.
And to provide predictive insights to manage change
resistance.
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Measuring value to the employee
Studying generalized results
Using clustering techniques to identify groups
4. Design the HR interventions
5. Track progress and measure effect
A glimpse in the (nearby) future
Hitachi Business Microscope26
Machine Learning will change HR
Joy & pride
36
The Vitesse example
Social Credit Code China
Key take awaysPeople analytics can be easyHR can increase impact
with people analytics Machine learning will change HRRequired
capabilities for HR changingThe future is bright!
Thanks!
Twitter: @tomwhaak,
@hrtrendinstWebsite:hrtrendinstitute.comFlipBoard: The Future of
HR
