This document discusses the five levels of expertise in using HR data, with a focus on the final level of predictive analytics. It notes that only 14% of HR departments currently use advanced or predictive analytics. The final level involves using insights from historical data to identify patterns and solve current problems or address future initiatives. When purchasing HR dashboards, features to look for include segmentation, ease of use, accessibility, mobile access, verification of data anomalies, and customization. The document provides a challenge question to test knowledge of predictive analytics and reviews the five levels of HR data expertise.

1. Power Up Your HR Data
PART 5:
Using Predictive Analytics

2. LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4
Missed the
previous levels
of this series?
Click the icons to the
left to explore levels 1-4.
You’ve made it to the
FINAL STAGE
of the HR data journey!
To complete
LEVEL 5:
Using Predictive Analytics,
you’ll need to tap into your data KNOWLEDGE
from Levels 1-4.

3. To take your data to the
MASTER LEVEL,
you must use HR data to help guide
BETTER DECISIONS
THIS WAY
THIS WAY

4. Fact:
ONLY14%
of HR departments
ARE USING
advanced or predictive
ANALYTICS.
Source: Bersin by Deloitte,
High Impact Talent Analytics: Building a World-Class HR Measurement and Analytics Function
14%

5. Predictive
analytics
enable you to use
insight
from historical data to
identify patterns
in order to…

6. Predictive
analytics
enable you to use
insight
from historical data to
identify patterns
in order to…
Solve current
business
problems
And Address future
strategic
initiatives

7. Successful predictive analytics require
sophisticated dashboards
that can compute your data and key performance
indicators and display them in an easy-to-digest format.

8. When purchasing
HR DASHBOARDS,
look for the following
FEATURES:

9. When purchasing
HR DASHBOARDS,
look for the following
FEATURES:
SEGMENTATION:
Can you view the data
at a high level and in
granular form?

10. When purchasing
HR DASHBOARDS,
look for the following
FEATURES:
SEGMENTATION:
Can you view the data
at a high level and in
granular form?
EASE OF USE:
Does the application
make it simple for
leaders of all levels
to manipulate the data?

11. When purchasing
HR DASHBOARDS,
look for the following
FEATURES:
SEGMENTATION:
Can you view the data
at a high level and in
granular form?
ACCESSIBILITY:
Do leaders have
access to real-time
information?
EASE OF USE:
Does the application
make it simple for
leaders of all levels
to manipulate the data?
MOBILE ACCESS:
Can users view the
data on a mobile
device?

12. When purchasing
HR DASHBOARDS,
look for the following
FEATURES:
SEGMENTATION:
Can you view the data
at a high level and in
granular form?
VERIFICATION:
Does the
application identify
data anomalies?
EASE OF USE:
Does the application
make it simple for
leaders of all levels
to manipulate the data?
ACCESSIBILITY:
Do leaders have
access to real-time
information?
MOBILE ACCESS:
Can users view the
data on a mobile
device?

13. When purchasing
HR DASHBOARDS,
look for the following
FEATURES:
SEGMENTATION:
Can you view the data
at a high level and in
granular form?
VERIFICATION:
Does the
application IDENTIFY
data anomalies?
EASE OF USE:
Does the application
make it simple for
leaders of all levels
to manipulate the data?
Customization:
What functionality
is available for
both standard and
ad-hoc reporting?
ACCESSIBILITY:
Do leaders have
access to real-time
information?
MOBILE ACCESS:
Can users view the
data on a mobile
device?

14. Click here to
download this
resource.
Power Boost Download:
How to Impress
the C-Suite with
Analytics

15. Ready to prove you’re an
HR data guru?
Correctly answer the
following question to
prove you
know your
stuff.
level 5
Data Challenge

16. Which of the following is not an example of
predictive analytics?
a. Using quality of hire assessments to select
better candidates.
B. Evaluating the retention rates of
each department.
C. Improving the leadership pipeline
by analyzing trends among
top performers.
D. Examining a location’s workforce
costs to determine whether or
not to expand a facility.

17. And the answer is…
B. Evaluating the retention
rates of each department.
Did you
stumble on
this question?
No worries.
Just review the
slides one more
time before
moving on.
While important, this
HR metric is not a
predictive
analytic
because it doesn’t
help the business
solve a
problem
or tackle a strategic initiative.

18. Data
E
xpert
Congratulations!
You’ve made it
through your
HR data
training!

19. Let’s
review
what we’ve
learned.

20. The 5 Levels of
HR data expertise
include:

21. The 5 Levels of
HR data expertise
include:
1. Ensuring your data is accurate and reliable.

22. The 5 Levels of
HR data expertise
include:
1. Ensuring your data is accurate and reliable.
2. Integrating your data into a single source of truth.

23. The 5 Levels of
HR data expertise
include:
1. Ensuring your data is accurate and reliable.
2. Integrating your data into a single source of truth.
3. Telling the story behind your HR DATA.

24. The 5 Levels of
HR data expertise
include:
1. Ensuring your data is accurate and reliable.
2. Integrating your data into a single source of truth.
3. Telling the story behind your HR DATA.
4. Highlighting the competitive advantage of your people.

25. The 5 Levels of
HR data expertise
include:
1. Ensuring your data is accurate and reliable.
2. Integrating your data into a single source of truth.
3. Telling the story behind your HR DATA.
4. Highlighting the competitive advantage of your people.
5. Using predictive analytics to guide business decisions.

26. To learn more about how
you can take your data to the
next level,
download Ceridian’s
data
resources.

27. Level 1:
Ensuring Data
Accuracy
Level 2:
integrating data
Also, here’s a summary of the
Power Boost
resources featured in this series.
Level 3:
telling the story
behind the data
Level 4:
gaining the
competitive advantage
Level 5:
using predictive
analytics
4 Quick Tipsfor Unearthing Better HR Data
TIPS
for Refining Your
HR Strategy

28. You’re now officially
ready to
power up
your
HR data.
Use your newfound
knowledge
wisely.

29. www.ceridian.com
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