HR Analytics presentation (May 20, 2010) – Jac Fit-eEnz

Key Points

Old data is not useful to know the future The marketplace is always changing Focus on predictive analytics

Answer: These all change their industry- Fundamentally changed and other needs to catch up

Predictive Analytics: Not statistics – just a part of the framework

Ask questions that are critical to strategy

HR does not have a model but needs one !

This is the Fundamental way to manage an organization

Applications for this model:

1) Mission critical problem (project manager) – used model for a single problem– what are factors, etc

2) Complete organization make over

What do you think about when you think of your company?

What is your “signature”?

Start with a SCAN:

Questions to ask:

What are issues for your organization?

What are you going to do about human capital – example; recruiting new folks from the outside..

Now how do these forces affect the structure of your organization?

Example is cubicles versus hotel ling versus remote workers.

Now add the Relational aspect to the mix:

This is the foundation – the starting point

Jobs are continually being

No look at positions – think of capabilities

Job descriptions = no

Build the capability that you need for the future

You can only manage today for tomorrow

Key Point (competency versus capability)

Competency is current skills Capability is for the future

Examples – Digital photography (Kodak) stayed with chemistry processing of pictures and did not see the trend to digital; Bell Helicopter – metal helicoper – aluminum then composits for a ligher – they fell behind because they; Analog to digital in Silicon Valley

Organizations need to be aware of how the market is changing Can only magement tomorrow cannot manage yesterday

Staffing Example: Where did each ee come from ?

What is the tenure of these ees who came from newspapers?

Need to also look at on-boarding as well

Look at On-Boarding … it is critical (in this example)

What source gave the best quality of hire, and how did on-boarding effect it?

Example: when you travel – you will check the forecast – not the history of weather in past for that location

Put energy into leading indicators

More to strategic where you connect the dots

HR should be reporintg to mgmt every month

Not cost of hire and count of hire

QIPS= quality, innovation, productivity and service

Example: in a multi location organization – what is the optimal time for a manager to stay in the position; will the manager get lazy over time in their comfort zone (retail business)

Collect data around these elements (capabilities, leadership,etc)

Absenteeism is a lagging indication but a leading indication of a problem with errors

A Predictor (absenteeism) becomes a laggard in the future

Show these results to senior management

One change begins to effect another

Labor productivity affects

Track in HR: Process costs as an example

See how all is connected

Everything is interactive and interrelated

MC = Mission Critical

HR needs to do better with Predicting not just monitoring performance