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Talent Analytics

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Talent Analytics

  1. 1. Talent Analytics HR.com 26 June 2014 Jeff Grisenthwaite VP, Client Successa CEB company
  2. 2. Talent Analytics Agenda 1. Current State 2. Future Vision 3. Case Studies 4. Talent Metrics 5. Q&A
  3. 3. Why is Talent Analytics Important? Company Perspective Department Perspective Personal Perspective
  4. 4. Business Leaders Asking for Comprehensive Talent Metrics 29% 52% 41% 29% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 2009 2013 Currently Demand Will Demand Soon 2013 Whitepaper, Talent Analytics: The Crystal Ball for Business Performance, Mattox
  5. 5. http://blogs.hbr.org/cs/2013/05/talent_management_boards_give.html From HBR article: Talent Management: Boards Give Their Companies an "F"
  6. 6. How Do We . . . Improve Quality of Hire Improve Speed to Performance Build Leadership Capability Improve Bench Strength Improve Employee Engagement Align Effort to Business Outcomes
  7. 7. Vision for Talent Analytics
  8. 8. Vision for HR Traditional HR  Outsourced  Automated  Overhead Data-driven Talent Management  Strategic  Unique to Company  Competitive Advantage
  9. 9. Vision for Executives Talent Investments Business Objectives
  10. 10. Vision for Managers Action AlertsDecision Support Optimized Teams
  11. 11. Vision for Employees Great job fit Engaged with new challenges Helpful performance feedback Continual growth Clear career path
  12. 12. 2 Common Pitfalls Treating measurement as a PROJECT, not a PROCESS Trying to PROVE value, rather than continuously IMPROVE
  13. 13. Levels of Talent Analytics What occurred? Describe Why did it occur? Explain What will happen? Predict How can we optimize results? Control 1 2 3 4 Push  by:  Focus on specific questions  Asking “So what?”  Stop reporting, Start prescribing actions  Monetize key decisions
  14. 14. 8 Dimensions which Enable Sustainable Talent Analytics Capability Sustainable Analytics must:  Require leadership and governance (1)  Integrate analytics into end-to-end talent processes (2)  Clarify roles and assign accountabilities (3)  Build skills in measurement and evaluation (4)  Develop standards, common tools (5)  Implement a common technology platform to enable scalable measurement and reporting (6)  Ensure results are acted upon (7) An overarching goal is to build a culture in which data informs decisions and actions (8)
  15. 15. Analytics Embedded into Process Business Strategy Workforce plan Recruit for gaps? Yes No B A Recruiting B L&D C Talent D Leadership E Engagement F Performance Source talent Job Offer Accept? Yes No Survey non-hires Competency/ Leadership review Needs Assessment? No Yes Design, Develop, Implement Evaluate programs Impact & Value? No Yes Continual review of business needs Review scrap learning factors Review workforce plan Build competency model Multi-rater assessment Report out gaps/ strengths A B F Create succession plans Trained Leaders? Yes No Collaborate w/ L&D for programs Engagement Survey Engaged Workers? Yes Validate Performance Gains No Implement Engagement programs Establish Performance goals Performance Appraisal Exceed Goals? No Yes Train for gaps Consider as High Potential D Performance Plan (PIP) Improved? No Employee turnover Yes Exit Interview Applicant Assessment Identify High Potentials
  16. 16. Barriers to Advancing Talent Analytics  No time  Too complex  Siloed data  Disparate systems
  18. 18. Talent Analytics SUITE Onboarding EDITION Learning EDITION Leadership EDITION Engagement EDITION Capabilities EDITION Performance EDITION  1st Year Retention  Speed to Performance  Expertise & Skills  Workforce Performance  Manager Capability  Strategic Vision & Execution  Bench Strength  Talent for Future Success  Retention of Talent  Workforce Productivity  Goal Achievement  Organizational Alignment
  19. 19. Poll Which of these talent development areas is most critical for your organization to improve analytics? (select one) o Onboarding o Learning o Leadership o Engagement o Capabilities / Performance
  20. 20. Surveys Business Metrics  Employees  Events 360s  Competencies  Projects Tests  Assessment  Certification Integration Talent Systems Automate data collection Data Collection Analytics CRM TMS Finance ERP HRIS Accounting LMS HRIS TMS  Role-Based Reporting  Filtering & Automation  Dashboards  Executive Summaries Automated Analytics
  21. 21. Talent Analytics Dashboard Example
  22. 22. CEO CFO COO VP, Sales SVP, TM CLO HR Generalist Leadership Mgr. Instructor
  23. 23. Onboarding Analytics Example Profile: Large Insurance Company Over 25% Turnover within 1st 90 Days Key Metrics:  Onboarding Effectiveness  Quality of Hire  New Hire Satisfaction Solution:  Automated 30, 60, 90-day new hire touchpoints  Targeted reporting to managers & program owners  Identified “flight risks” for early intervention Results:  93% of “flight risks” retained  73% reduction in measurement costs
  24. 24. Learning Analytics Example Profile: Large Business Services Company Multi-Million $ Annual L&D Investment Key Metrics:  Program Effectiveness  L&D Operation Efficiency  Linkage to Business Outcomes Solution:  Automated post-class & on-the-job evaluations  Monthly imports of business metrics  Operational & executive reporting Results:  Strengthened partnership with business  High ranking on Training Top 125
  25. 25. Leadership Analytics Example Profile: Large Technology Company 1000s of new leaders to develop Key Metrics:  Bench Strength  Leadership Effectiveness  Business Outcomes Solution:  Semi-Annual 360s of Emerging & New Leaders  Leadership Program Evaluation  Leadership-to- Business Outcomes Correlation Results:  Significant Leadership Effectiveness increase  Business Outcomes linked to leadership development
  26. 26. Results:  Increased performance for 70% of sales force  Increased retention by 8% Capabilities Analytics Example Profile: Large Biotech Company Improve sales competencies Key Metrics:  Certifications  Quota Attainment  Sales Employee Retention Solution:  Annual sales competency assessments: 180s & 360s  Global, 15+ languages  Correlated competency gains to business outcomes
  27. 27. Engagement Analytics Example Profile: U.S. Government Department High turnover, little insight into drivers Key Metrics:  Employee Engagement  Employee Retention  High Performer Retention Solution:  Automated Exit Interview surveys  Filtered & ranked by 15 employee demographics  Monthly management reporting Results:  Identified and addressed key drivers  Increased retention by 5.6%
  28. 28. TOP FIVE Talent Metrics you’re not focused on
  29. 29. Quality of Hire Correlate to: Source Qualifications Interviewers Revise Hiring Profiles Repurpose: Needs Assessment 90-Day New Hire 360 Score
  30. 30. Speed to Performance Assessment varies by role Milestone achieved New Hire 360 Ranked by Onboarding Program Onboarding Assessments % of Hires Reaching Competency within X Weeks
  31. 31. Project Outcomes Post-Project Assessment Rank by PM, Project Type Project Process Assessments Project Team 360s Project Assessment Score
  32. 32. grooovy_easy Leadership Effectiveness Rank Leaders Use for Performance, HiPo Selection Correlate to: Leadership Styles Direct Report Engagement Business Outcomes Leadership 360 Composite Score
  33. 33. Quality of Turnover Rank by Department Engagement Pulse Automated Exit Interviews 100% - Recurring Low Performers - Regrettable Losses
  34. 34. Poll Which of these next generation talent metrics would provide the greatest impact to your organization? (select one) o Quality of Hire o Speed to Performance o Project Outcomes o Leadership Effectiveness o Quality of Turnover
  35. 35. 2 Options to Get Started Option 1: Quick Win  Select 1 talent area to advance analytics  Select an expert partner  Leverage technology Option 2: Strong Foundation  Select an expert partner  Document 3-year strategy  Build in-house analytics roles & skills
  36. 36. Thank You Jeff Grisenthwaite VP, Client Success +1 312.676.4450 jeffg@knowledgeadvisors.com knowledgeadvisors.com Contact me to:  Receive whitepaper  Talk to an expert  View a demo