HR Business Intelligence for

GCDP

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1. WHAT IS BUSINESS INTELLIGENCE?

business intelligence

!• find patterns and

relationships • explain why something

occurred • experiment to test

previous decisions • forecast future results

“when you have finished arguing, I actually have data!”

business intelligence and analytics is use of tools to gather, store and analyse data to:

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2. WHY IS BUSINESS INTELLIGENCE IMPORTANT?

WHY IS BUSINESS INTELLIGENCE IMPORTANT?

to manage our tmp-tlp better • understand problems • test solutions

1.

drive growth • analysing data and patterns to

see what works.2.

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GCP

AIESEC INDONESIA CONDUCTS A QUARTERLY NATIONAL TALENT REVIEW AND MONTHLY HR ANALYSIS

NATIONAL TALENT REVIEW

BASED ON THE PERFORMANCE (PERFORMANCE APPRAISAL) AND DEVELOPMENT (CAT-GCM) OF MEMBERS

MONTHLY HR ANALYSIS

BASED ON RELEVANT HR INDICATORS AND KPIs.

HOW DOES IT DRIVE PERFORMANCE?

THESE ANALYSES PROVIDE INPUTS INTO WHAT OD AND LND CHANGES NEED TO BE MADE IN THE ORGANISATION AND WHICH FUNCTIONS ARE LACKING IN HR OR HR SERVICES. !

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3. SO HOW CAN I DO HR BUSINESS INTELLIGENCE?

a)

b)

UNDERSTAND THE HR KPIs

UNDERSTAND HOW TO MEASURE PRODUCTIVITY

c) UNDERSTAND HOW TO INTERPRET THE DATA

WHAT IS THE PROCESS OF BUSINESS INTELLIGENCE?

UNDERSTAND THE HR KPIsa)

the only kpi for tmp-tlp is:

productivity

productivity = number of re in a program/number of members in that

program

HOW TO CALCULATE IT:

overall productivity = number of re in a program/

number of members

UNDERSTAND THE PRODUCTIVITY KPIsb)

• number of members in exchange • % of members by process • tmp retention rate • applicants to tlp • integrated experiences in ogcdp

but how else can we

measure productivity?

c) UNDERSTAND HOW TO INTERPRET THE DATA

Member Efficiency productivity=

productivity=number of members in exchange without

increase in exchange

LET’S BREAK IT DOWN FURTHER

IMAGINE YOUR RA GOAL FOR oGCDP IS 200, BUT AT THE MOMENT YOU ARE NOT GROWING IN NUMBER OF RAISES.

HOW CAN I CHECK THIS FROM TM?

IS YOUR NUMBER OF MEMBERS LOWER THAN

200Efficiency of oGCDP RA TMP?

YES. SHORT TERM SOLUTION:

RECRUIT/ RE-ALLOCATE

NO. !

FOCUS ON EDUCATION

LET’S BREAK IT DOWN FURTHER

IMAGINE YOUR RA GOAL FOR oGCDP IS 200, BUT AT THE MOMENT YOU ARE NOT GROWING IN NUMBER OF RAISES.

HOW CAN I CHECK THIS FROM TM?

WHEN YOU TRACK THE TEAM MINIMUMS HOW MANY TEAMS HAVE CLEAR INDIVIDUAL JDS AND MOS LINKED TO GCDP AND NPS?

MEMBERS ARE NOT CLEAR ABOUT THEIR SPECIFIC CONTRIBUTION/OUTCOME

ACTION: EDUCATE LCP, LCVPTM AND LCVP GCDP THAT EVERY TMP-TLP MUST HAVE A JD AND MOS WHICH IS CONNECTED AND

CONTRIBUTING TO THE FINAL RESULT

FOCUS ON EDUCATION

EXAMPLE TWO

100%LESS THAN 100%

c) UNDERSTAND HOW TO INTERPRET THE DATA

“If as an MC you plan for TMP and TLP experiences connected to your planning for GCDP then you make

MOS for productivity and create connections between TMP-TLP/ HR Business Intelligence and

GCDP”

go to planning framework

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4. what are the tools i can use?

very soon you will see the the tmp tlp menu on my@.net measuring productivity % of members in

exchange and by process and nps survey

COMING SOON!

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5. NPS SURVEY

NPS HAS BEEN REFRESHED FOR TMP-TLP FOR SOME KEY ANALYSIS!

THE NPS SURVEY

KEY FUNCTIONS:!- The survey will allow us to connect nps score of a member (who is an ep/tn manager) and his/her ep !- The survey draws a connection between nps score of member and performance of member !- The survey senses whether a member wants to take up a new experience or not

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6. WHY DOES THIS MATTER?

2015

LON

G T

ERM

GRO

WT

H

SHO

RT T

ERM

GRO

WT

H

SUMMER

TALENT MANAGEMENT DRIVING GROWTH

USING CAPACITY AND LEARNING AND

DEVELOPMENT IS ABOUT DEVELOPING YOUR ENTITY FOR THE LONG TERM, BUT

USING BUSINESS INTELLIGENCE YOU CAN

ADDRESS URGENT HR ISSUES FOR SUMMER.