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The Asia HR Big Data Survey 2014.The whitepaper report.

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CONTENTS

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Introduction

Executive Summary

The Drill-Down

Conclusion

How we did it : methodology & demographics

Getting started with your HR Big Data Strategy

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“Our survey sample included 427 respondents from 12 countries. You can read more about our methodology at the end of the report, or click here to read it now.

How We Did It...

Introduction

In 2013 Big Data for HR went BIG. It was the watershed year that Data Scientists were proclaimed the new rockstars and that the topic of workforce Big Data appeared on not just the radar of HR Directors, but also on the priority list of their CEO.

In 2014, adopting a data-driven approach will become top priority for the Asia-based HR professional. Just as Big Data has transformed finance and marketing, the same will happen to HR in 2014.

As the global economy claws its way back from the economic downturn, organizations will see a renewed emphasis on growth and will have to find smarter ways to source talent and re-engage their existing workforce. 2014 will see organizations bring together HR and business data in new, exciting and profitable ways.

In a bid to gain insights to the world of Big Data in Asia, HRBoss surveyed over 400 companies with over 1.5 million professionals. Our goal? To surface common trends in how HR systems and processes work across APAC, how organizations here really feel about the rise of HR Big Data and how they plan to use it in future business strategy.

The first All-Asia study of its kind, the survey shares the unique perspective of HR professionals operating in the most dynamic economic markets in the world, revealing their troubles and triumphs in building a data-driven HR department. The survey results were, in many cases, surprising. Whilst the Asian tiger economy continues to roar, there is still a great deal of confusion about what HR Big Data is and how to get started with a workforce Big Data strategy.

”

The 1st HR Big Data Survey for Asia

‘HR Big Data’ is still a new concept in Asia76% of Asia-based HR professionals do not know what HR Big Data is

EXECUTIVE SUMMARYThe Top 10 Takeaways

85% of report end-users want to receive data on-the-fly via dashboards and mobile…but only 9% currently do.

C-suite leaders want real-time dashboards and mobile access. But their reality… is Excel, email and paper reporting.

76% of respondents admitted they are stuck manually updating their organizational charts every time an employee leaves or joins the company.

Automation? Dream on.

CHROs (98%) agree that these are the top two challenges for managing HR Big Data in 2014.

The 2 biggest roadblocks for the data-driven HR professional in 2014? 1) a lack of in-house data analysis expertise2) inadequate IT systems

Companies in Asia recognize that HR Big Data will be important in 2014….

79% of participants agree that HR Big Data is a priority in 2014. In a frank admission, 98% of CHROs confessed that they have no HR Big Data strategy in place for 2014.

but they do not have a strategy in place to deal with it.

92% of HR professionals in Asia are frustrated by how long it takes to

report on HR data

80% believe they do not have the right tools to offer strategic value to the Boardroom today

HR wants to be strategic…but lacks the right tools to get there.

71% of respondents across all countries and industries place HR in charge of people-related Big Data.

When it comes to employee Big Data, the buck stops with HR.

67% of CHROs believe that employees spend less than 1 day/month preparing reports… but this is only true for

less than 12% of human resources professionals.

The disconnect between senior HR and middle-management.

Management believe that reports are prepared in less than a day but in reality, 88% of all respondents spend a mini-

mum of 2 full working days/month compiling reports….with 22% clocking up more than 6 days/month on HR reporting.

HR reporting is broken. Multiple HR systems + lengthly process

Inaccurate employee data stuck in Excel Hell.

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The Big Data buzz originated from the West, so it is no surprise to see levels of awareness highest in the US and Australia.

However, we also saw encouraging spikes in interest coming from Hong Kong and Vietnam, with 67% and 50% of the respondents respectively showing an interest in HR Big Data.

of respondents do not know what HR Big Data is.

Don’t care

YesYes

No

Unsure

1%

23%

40%

36%

76 %

The Drill-Down ‘HR Big Data’ is still a new concept in Asia

Do you know what HR Big Data is?

By rank

Only 25% of all CHROs and 33% of HR Directors are confident about their knowledge of Big Data for HR.

A massive 80% of HR Consultants/Admins and HR Managers are completely in the dark about HR Big Data.

These results show a lack of awareness about HR Big Data amongst HR professionals in Asia, not only for the lower-level executives in the HR community but also at C-suite level.

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Are you one of the 76% unsure about what HR Big Data really means? Get down to the basics with the 'Introduction to HR Big Data' eBook. Come & get it

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HR Reporting is BROKENBROKEN

210+Days

6-10Days

2-5Days

Less Than1 Day

%

20%

12%66%

We asked:

“How long do you

spend preparing HR reports every

month?”

2288 %%spend over 6 days

per month just on HR reporting….

more than 1 entire working week.

spend more than 2 full days per month

on HR reporting

The demand for data-driven workforce reporting is increasing but HR is struggling to keep up.

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The HR Reporting CycleManagement wants to consume workforce data regularly

Interestingly, CHROs and HR Directors recognise Talent as #1 priority... but their staff don’t feel the same way with only 16% of junior staff agreeing that talent is top priority for their company.

There is a huge disconnect between how CHROs regard the reporting cycle and the actual burden it places on their staff.

The disconnecthave to

deliver reports monthly.87%

of HR Admins, Managers and Directors have a weekly or even daily reporting cycle.

30%

90%of HR professionals in the most

demanding places, Japan and Thailand, are locked into weekly or daily reporting cycles.

67 12% %67% of CHROs believe that employees spend less than 1 day/month

preparing reports…

but in reality just 12% of HR professionals spend

less than 1 day preparing these reports.

between Senior HR and their employees

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Strongly agreeDisagree

Agree

17%8%

75%

HR is frustrated by

their reporting nightmare

“I get frustrated by how long it takes to report on HR data”

Here is how respondents reacted to the statement:

Reporting Nightmare

92% of Asia-based HR professionals are frustrated by the reporting process.

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Who wants to

consume HR data?

47%8%32%6%4%3%

CEO

Country/Regional HeadHead of HR

(HRD or CHRO)

CFO/ Head of Finance

CIOOther

We asked: “Who is the report end-user?”

The demand for employee-related data comes from the very top, with CEO and CHROs named as the primary end-users of HR reports.

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10Delivering HR Data:

We asked: “What format would the end-users of the report ideally prefer to receive them in?”

of end-users want reports delivered via real-time dashboards or mobile85%

currently receive HR reports this way

9%

The ideal: The reality:Real time reporting, dashboards and mobile access HR Reporting is stuck in Excel Hell, Email, PowerPoint and Paper

But only

HR reports are currently delivered in the following formats

Mobile App

Real-time Dashboard,accessed from anytime, anywhere

Email

1%

Other3%

Paper/Printed15%

Presentations22%

Spreadsheet28%

8%

23%

Report end-users want to access the data on-the-fly, in a single dashboard- but 91% are operating without one.

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The appetite fordata-driven HR reporting is growing.

There is a new trend for management to demand increasingly in-depth and detailed employee data reports. HR is seeing leadership shift towards wanting data-driven analysis of the workforce- but how can they meet this demand without more sophisticated reporting tools and processes?

86% of employees are spending a minimum of 2 working days just generating the HR reports their bosses are requesting. On top of this, 57% of HR professionals say their bosses are demanding more in-depth and detailed employee information. Think about how much time is wasted creating these laborious reports…surely there is an easier way?

Come & get it.

Not sure

No Yes57%

18%

25%

“Is the attitude of your Board/senior management team changing to ask for more detailed employee data from HR?”

We asked:

Simplify the HR reporting process.Deliver reports the way your boss wants to see them

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Even simple HR tasks

are not automated.76% are unable to provide an on-demand map of their organisational structure to their CEO.HR professionals are still tasked with the laborious process of manually updating their organisational charts.

“How do you update your organizational chart when new staff leave or join your company?”

We asked:

Banking, Finance and Technology are ahead of the

curve here, with 35% of org chart updates done

automatically.

All other industries rely on up to 95% of org chart updates to be

done manually.

Automatically,from Payroll HRIS

or other ERP

Not sure Manually72%

24%

4%

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HR departmentsdon’t have the right tools to offer strategic value.

“HR currently has the right tools to offer strategic value to the Boardroom.”

This is how participants responded to the statement:Agree

Not sure

Disagree

20%13%

67%

HR wants to be strategicbut 80% do not feel

confident they have the right tools

available to do so.

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Challenges in

managing HR dataThe lack of in-house data analysis expertise and inadequate IT systems for Data management and reporting are the biggest challenges for HR. Lack of time, budget, and too much data to process are also inhibitors.

Top 7 reasons ...why HR struggles to manage employee data

Insufficient IT systems to

manage HR data and reporting

Insufficient time/budget/

resources

Lack of C-level/management

buy-in.

Lack of in-house data analysis

expertise

Data quality and processing of unstructured

data

Overwhelming volumes of HR

data

Data ownership and corporate

politics

21% 16% 8%19% 15%14% 7%

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When it comes to HR Big Data,

the onus is on HRWe asked: “Who is responsible for managing HR Big Data in your organization?”

71%3%

2%

1% 1%

2%4% 4% 4%8%

HR

Acco

unts

& Fi

nanc

eOp

erat

ions

ITData

Scie

ntist

/ An

alyt

ics te

amAl

l of t

he a

bove

Nobo

dy

Unsu

re

Othe

r

CEO

China and Korea were the exception. Over 50% of respondents there claimed that processing HR Big Data is shared across multiple departments. However, all other countries believe that when it comes to workforce Big Data, HR is in charge.

You answered…. “We are”.

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HR recognizes that they need a Big Data strategy….but they don’t have one in place yet.

79% of participants agree that HR Big Data will become a priority in 2014.

But the HR leaders at the top tell a different story.

We asked Asia-based CHROs: “Do you have a Big Data strategy

in place for 2014?”

responded;98% NO

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• Asia is a remarkably diverse continent but the survey participants were unanimous on the key questions. The key takeaway from the survey report? HR knows they need a Big Data strategy but they do not yet have one in place.

• The survey reveals 2 defining characteristics of the Asia-based HR professional’s daily life: they recognize the importance of data but they cannot access it as easily as they need to.

• Multiple data sources and a demanding reporting cycle mean that HR is spending a disproportionate amount of time on reporting. The bad news? The need for data-driven reports from the C-suite is growing. HR needs to evolve their reporting processes to keep up in 2014, especially if they aim to offer strategic value to their business and take their seat in the Boardroom.

• Companies in Asia are unsure of how to unearth the insights buried deep within the often-unstructured HR data and how to act on their findings with sufficient speed and purpose.

• Senior HR professionals know that Big Data offers an opportunity: it can help solidify HR’s reputation as a strategic business function that makes analytics-driven, evidenced-based decisions.

Sponsored by

HRBoss is Asia’s leading provider of data-driven software for HR. Our award winning solutions are loved by government organizations, global corporations, start-ups and SMEs- including Nissan, Audi, the Monetary Authority of Singapore and the Economic Development Board (EDB) EmployeeBoss is our workforce analytics platform that makes getting started with a Big Data Strategy easy. Take control of your HR data and get started with a free consultation now.

Conclusion

500-4999employees

500-4999employees

28%28% 56%

5000-15000employees

5000-15000employees

9%9%

15000+employees

15000+employees

7%7%

Less than500 employees

How we did it Industries Surveyed Job Titles Surveyed

Sizes of Companies Surveyed

MethodologyConsisting of a total of 30 comprehensive questions relating to HR Big Data, the survey questions were designed with input from seasoned experts from the Human Resource industry in Asia.

In order to ensure that the results would be accurate representation of businesses across Asia and around the world, HRBoss invited respondents from various countries including China, Malaysia, Indonesia, Vietnam, Singapore, Japan, Australia and New Zealand. The survey was translated into 5 different languages: Chinese, Japanese, Vietnamese, Indonesian and English.

The survey invitations were disseminated across APAC through multiple platforms including the web, emails, HR portal sites in China, Malaysia, Japan and Indonesia, plus various social media channels. The survey was open for 3 full months, commencing in October 2013 through December 2013. In January 2014, all survey responses were collected and analysed for the publication of this report.

About the sampleA total of 427 respondents completed the survey, with job roles ranging from HR Consultants and Administrative professionals to C-suite level executives and CHROs, predominantly from APAC.

Other 20%

Shipping & Logistics 2%

Recruitment Agency 1%

Pharmaceuticals 1%

Manufacturing 15%

Healthcare 2%

Banking & Finance 6%

Energy 1%

Education 1%

Construction 2%

Chemicals 1%

Aviation 2%

Technology 9%

Property 1%

Retail 4%

Media 1%

Hospitality 1%

FMCG 5%

Engineering 3%

Electronics 3%

Consulting 8%

Communications 4%

Biotechnology 1%

Automotive 5%

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22%

39%

16%

7%

16%

HR Consultant/ Admin

HR Manager HR Director CHRO Other

VietnamVietnam19%19%

4%

Singapore Singapore 17%17%

New Zealand2%

Australia 1%Other

3%US

19%China

5%Hong Kong

7%7%Indonesia

11%Japan

12%12%MalaysiaMalaysia

Countries Surveyed

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Your HR Big Data Strategy Big Data is here to stay...so what is your strategy for leveraging HR Big Data in 2014?

EmployeeBoss aggregates all your employee data from existing HR and business systems into one single overview. With embedded Business Intelligence, real-time analytics and a powerful reporting engine, you can create visibility across your employee landscape by building multi-dimensional organization overviews.

EmployeeBoss fits around all your existing processes so that you can make a measurable and tangible impact on your business without having to change a single process internally.

Delivered as a turnkey Cloud-based subscription solution for global businesses, EmployeeBoss delivers people-insight in an intuitive and highly-visual environment.

How does it work? Getting Started

How EmployeeBoss works:

1st Using an intuitive user interface, map organizational structure to the back end of EmployeeBoss -including all legal entities |

departments | locations | functions | levels

2ndAggregate/feed all employee data into 1 place- the EmployeeBoss platform- from unlimited HRIS, payroll, TMS, raw data, spreadsheets &

other data sources.

3rdChoose Dashboards & Reports, or create new dashboards from scratch. Select drill-down dimensions from the EmployeeBoss market

leading analytical toolset.

4thEmployeeBoss will create a dynamic organizational chart of the entire company from the information imported

into the system. The user then configures what information can be viewed in this chart, including drill-down analysis.

5thOnce complete, you can view your data across virtually any dynamic/dimension, allowing for slice and dice reporting across geographical

location | legal entity | function | business units.

Setup and configuration is then 4~8 weeks, depending on the amount of data to be aggregated.

With all HR Big Data sources being integrated on to a single platform, business leaders can leverage comparative analysis and predictive modeling for critical workforce decisions. This can be used strategically in predictive modeling of workforce behavior, such as identifying future recruitment needs or tracking succession, promotion, and turnover patterns.

The expansive amount of data available will surface insights on the strengths and weaknesses in training programs and sales processes, alert management to potential flight risks of top talent and highlight ‘outliers’ in employee compensation. Companies use these data insights to analyze and collaborate on plans to optimize the workforce and to align the people strategy with the business strategy.

Come & get it, contact us for a free demo today.

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Connect with Us : Our Awards :

EmployeeBoss Bringing Employee Information to Life:

EmployeeBoss Bringing Employee Information to Life

Best HR Big Data SolutionWinner

Best Software-as-aService SolutionWinner

Best International Software-as-a-Service 2014 Winner

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