Hr Analytics Introduction Hr Analytics Summit Luk Smeyers 1.1

POWERFUL WORKFORCE ANALYTICS

HR Analy)cs: de toekomst van HR!


HR Analy)cs defini)e

Systema)sch iden)ficeren van de BUSINESS IMPACT

van investeringen in Human Capital 1.

1. HR Data/Metrics

2. Research Data

3. Business Data

2.

Combineren van onaJankelijke datasets d.m.v. Business Intelligence technieken

Analyse met behulp van geavanceerde Sta)s)sche Analyses & Predic)eve modellen

B.I.

STAT 3.


Voorbeelden van HR Analy)cs…

Sales Manager Training

Produkt-‐Salesorganisa)e

Omzet

Sales Manager Kwaliteit

Klanten-‐ tevredenheid

Bizz Im

pact

Bizz Im

pact

Stress-‐ niveau

Produk)e-‐en)teit

Arbeids-‐ ongevallen

ShiU-‐ Supervisor training

Machine Down)me

Produc)viteit

Bizz Im

pact

Bizz Im

pact

Werknemers-‐ engagement

Supermarktketen

Klanten-‐ tevredenheid

Filiaalhouders-‐ kwaliteit

Omzet

Per filiaal

Klanten-‐ loyauteit

Gemiddelde besteding

Per filiaal

Bizz Im

pact

Bizz Im

pact

Intrinsieke mo)va)e

Catering-‐divisie in Pretpark

Medewerker-‐ reten)e

WachYjden aan kassa

Bizz Im

pact


Inhoud

1.   Defini)e HR Analy)cs

2.   HiYng the wall in HR

3.   Google als inspira)ebron

4.   Niet te stoppen trend

5.   Sleutels tot succes

6.   De grote uitdaging: HR mindset


Prof. Richard Bea/y** (Rutgers University, HR faculty, New Jersey)

Don’t trust HR! Most of the HR professionals are ill-‐equipped to provide analy:cs that are useful in making human capital decisions that build economic value. A lot of the HR work has no relevance to an organiza:on’s success!”

** Speaking at a 2009 top CFO summit


Boston Consul)ng Group Top 5 conclusion

“Business volatility and uncertainty increase the need for companies

to rely on advanced analytics, scenario simulations, and other sophisticated

workforce-planning levers.”

h/p://www.bcg.com/documents/file61338.pdf

Strengthen HR:

“Developing capabilities for HR to partner with the business lays out a road map for HR professionals to develop new analytical skills and expert knowledge.”


‘HiYng the wall in HR’*

Toegevoe

gde Waarde van HR

Graad van HR ‘Intelligence’

Benchmarks Ken-‐ en

stuurgetallen

Scorecards

BUSINESS IMPACT

(*) John Boudreau, Harvard Business School, 2007

Het verbinden van HR me)ngen en effec)viteit van de organisa)e

HR Surveys


What happened?

Repor)ng & Metrics

•  Why is it happening? •  What is the impact?

HR Analy)cs

What will happen next?

Predic)ve Modelling

Graad van HR ‘Intelligence’

Toegevoe

gde waarde van HR

Focus: •  Verleden •  Transac)oneel

Focus: •  Toekomst •  Voorspellend

‘HiYng the wall in HR’


Business Solu)on

HR Analy)cs moeten een ‘business solu)on’

zijn en geen ‘HR solu)on’.

Zoniet: zero value!


Inhoud








Lazlo Bock Chief HR at Google “.

”

Google als inspira)ebron:

Sejy Prasad Director of People Analy)cs

Google

“We want to use data and analytics information to make sure that we are designing the processes in the best way possible. We take analytics very seriously both on the business side as well as on the people side.”

“1/3 of the HR staff globally is hired specifically for their analytical skills. They may have a Ph.D. in statistics or organizational psychology or a master’s in chemistry or physics. They build an underlying quality into what we are doing by constantly testing our ideas and practices. Analytics measure the ROI for everything we do.”


Prof. Ed Lawler Director of the Center for EffecSve OrganizaSons

at the University of Southern California

“Google is one of a few companies that are early in taking a more quantitative approach to personnel decisions.

They are clearly ahead of the curve, but a lot of companies are waking up to the fact that there is a lot of modeling that can provide you with critical data on human capital.”

Google als inspira)ebron


Inhoud








Niet te stoppen trend…


BusinessWeek (March ‘09): “HR Data Mining is a Game-‐Changing

Management Idea”


Tom Davenport ‘Compe)ng on Analy)cs’: top 10 HBR-‐boek in USA (2009)

Harvard Business Review (okt. 2010) voor het eerst over ‘Talent Analy)cs’!


Fitz-‐Enz: Predic)ve Modeling ‘Leading Indicators’1

1Research domains with important opportuniSes for PredicSve Modeling (Jac Fitz-‐enz, Human Capital Source, June 2009)


The business case voor Analy)cs Search Volume in Google for ‘Analy)cs’


Inhoud








5 sleutels tot succes

1. Focus op sleutelprocessen

2. HR analy)sche & technische competen)es

3. Basis: ‘Employee Lifecycle’

4. Introduc)e van HR research

5. ‘Merged datasets’ door Business Intelligence


De grote uitdaging: HR mindset

John Boudreau: University of Southern California

“The future of human capital analytics lies more in the MINDS of the HR leaders than in

human capital analysis systems.”


HR Transforma)e!

Van Business Alignment

naar

Business Impact


Nieuwe mindset!

Nieuwe HR profielen

Nieuwe HR structuren

Nieuwe HR technologie

Nieuwe HR exper)se

Business Impact!


Contact: [email protected]

jeroen.delmo/[email protected] [email protected]

www.inosSx.com

LinkedIn with us: www.linkedin.com/in/luksmeyers

www.linkedin.com/in/jeroendelmo/e www.linkedin.com/in/fransbeerling

Bedankt!

Technology

Hr Analytics Introduction Hr Analytics Summit Luk Smeyers 1.1