Maak HR metingen strategisch, making HR measurement strategic. iNostix summary from workshop.

1. HR
me&ngen
en
hun
strategische
rol
Luk
Smeyers,
iNos&x,
augustus
2010
POWERFUL WORKFORCE ANALYTICS

2. …Google
als
inspira9e
Lazlo
Bock
Chief
HR
at
Google
“1/3
of
the
HR
staff
globally
is
hired
specifically
for
their
analy;cal
skills.
They
may
have
a
Ph.D.
in
sta;s;cs
or
organiza;onal
“.
psychology
”
or
a
master’s
in
chemistry
or
physics.
They
build
an
underlying
quality
into
what
we
are
doing
by
constantly
tes;ng
our
ideas
and
prac;ces.
Analy;cs
measure
the
ROI
for
everything
we
do.”
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3. P&O
me9ngen:
USA/UK
zijn
ver
vooruit!
Europe/Asia
blijven
fors
achterop…
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4. …desondanks
vele
wake-­‐up
calls!
Harvard:
10
Must-­‐Read
Ar9cles
(2009):
HewiX
European
HR
Barometer
“Compe9ng
on
Analy9cs,
(2009):
Thomas
Davenport”
“HR
Measurement:
Top
3
Priority”
BusinessWeek
(March
‘09):
“HR
Analy9cs:
McKinsey:
8
trends
to
watch
(2009):
a
Game-­‐Changing
Management
Idea”
“Pu]ng
more
science
into
management”
POWERFUL WORKFORCE ANALYTICS

5. 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!”
POWERFUL WORKFORCE ANALYTICS **
Speaking
at
a
recent
top
CFO
summit

6. ‘Hi]ng
the
wall
in
HR’*
•
Strategische
impact
•
Organisa9everandering
•
Oorzakelijke
verbanden
Het
verbinden
van
P&O
me9ngen
en
Toegevoegde
Waarde
van
P&O
effec9viteit
van
de
organisa9e
Dashboards
Benchmarks
P&O
Metrics
Graad
van
P&O
‘Intelligence’
(*)
John
Boudreau,
Harvard
Business
School,
2007
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7. ‘Hi]ng
the
wall
in
HR’
Predic9ve
Modelling
What
will
happen
next?
Toegevoegde
waarde
HR
Analy9cs
Why
is
this
happening?
Repor9ng
&
Metrics
What
happened?
Graad
van
P&O
‘Intelligence’
POWERFUL WORKFORCE ANALYTICS

8. Why
should
we
measure
HR
performance?
•
Data
dissec9on
(root
cause)
•
Mul9ple
metrics
disaggrega9on
(focus
areas)
•
Engagement
level
measurement/analysis
•
Talent
management
effec9veness
measurement
Predic9ve
Modelling
•
Employer
aXrac9veness
measurement
•
Turnover
inten9on
measurement
What
will
•
Employer
recommenda9on
measurement
(NPS)
happen
next?
•
HR
performance
stakeholder
analysis
•
…
Compe99ve
Advantage
HR
Analy9cs
•
Effect
of
restructuring
on
engagement
Business
Value
Why
is
this
level
•
HR
Metrics
•
Impact
of
engagement
on
organiza9onal
•
HR
Ra9o’s
happening?
performance/customer
service
•
HR
Benchmarks
•
Turnover
impact
on
customer
service
•
Demographic
modeling
on
cri9cal
skills
Repor9ng
&
Metrics
•
Recruitment
freeze
impact
on
3-­‐5
year
talent
pools
•
HR
performance
impact
on
organiza9onal
What
performance
happened?
•
…
Degree
of
HR
Intelligence
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9. Maak
P&O
me9ngen
strategisch!
BUSINESS
DRIVER
BUSINESS
PARTNER
Toegevoegde
Waarde
van
P&O
BUSINESS
P&O
management
ENABLER
SERVICE
samen
met
Begeleiding
Lijnmanagement
PROVIDER
Lijnmanagement
(integra9e)
Ondersteuning
(2-­‐rich9ng)
Lijnmanagement
Administra9eve
(1-­‐rich9ng)
Dienstverlening
(1-­‐rich9ng)
Graad
van
strategische
P&O
me9ngen
Heden
Tijdsperspec9ef
Toekomst
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10. What
could
we
measure
in
HR?
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11. Maak
P&O
me9ngen
strategisch!
(gevalstudie
van
klant)
Strategic
&
Key
Roles
Core
Roles
Non
Core
Roles
Headcount
Targeted
Replacement
Rate
Targeted
ReducKon
(%
of
Minimize
vacancy
to
forecast
Planning
(Manage
A/riKon
Rate)
Workforce
Target)
RecruiKng
Pipeline
Time
to
hire
vs.
SLA
Cost
per
hire
Build
rate
–
moderate
target
Development
Build
rate
–
high
target
Zero
build
rate
with
upper
and
lower
rate
Pay
over
market
rates
Pay
at
or
even
below
of
market
RemuneraKon
Pay
below
market
benchmark
Pay
equity
across
tenure
bands
benchmark
Spend
control
ProducKvity
N/A
Spend
savings
Spans
vs.
layers
Outsourcing
/
Skill
gaps
closed
through
third
N/A
Savings
through
third
party
3rd
Party
Usage
party
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12. Bedankt
!
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13. Contact:
luk.smeyers@inosKx.com
jeroen.delmo/e@inosKx.com
frans.beerling@inosKx.nl
www.inosKx.com
LinkedIn
with
us:
www.linkedin.com/in/luksmeyers
www.linkedin.com/in/jeroendelmo/e
www.linkedin.com/in/fransbeerling
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