Big Data, HR analytics and Talent analytics are about to change the role of the Human Resources manager dramatically. Current technology really allows us to make faster data analysis than before, for sure if all data is linked. Most HR systems are still reporting what happens on the basis of historical data. But you also need to have ‘why’-data...

1. Thalento nv | Voogdijstraat 31 | 3500 Hasselt | Belgium
+32 11 28 62 42 | info@thalento.com | www.thalento.com
IsTalent Analytics the holy Grail of HR?

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Overview
Part 1. Big Data - HR Analyics -Talent Analytics?
Part 2.What is the current situation?
Part 3. Our opinion onTalent Analytics
Tribute - Credentials - Respect
Everything I will talk about has probably been said, written, posted, tweeted, shared by any number of sources around the world.

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Big Data everbody talks about it, but.....

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Big Data
“volume” (the amount of data),
“velocity” (the speed of information generated and flowing into the enterprise)
“variety” (the kind of data available)
to frame the big data discussion.
Others have focused on additionalV’s, such as big data’s “veracity” and “value.” Gartner

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One thing is clear
Every enterprise needs to fully understand big data
1. what it is to them,
2. what is does for them,
3. what it means to them
4. & comprehend the potential of data-driven HR.

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But just facts or data...

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Analytics?
TalentAnalytics : Employee data for the Business.
Talent Analytics is a quantitative employee dataset about people doing the work that
represents the de facto standard for business leaders interested in better
understanding the impact of their people on performance.
Workforce Analytics: Employee data for HR.
WorkforceAnalytics is a broad term for an evidence-based approach to smarter
decision making by tracking past employee activities to predict future outcomes.
This is typically done by the HR department.
The difference
Analyzing talent as numbers in conjunction with business outcomes
Workforce analytics is done without performance data.
Talent analytics is analyzed with performance data.

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HR Analytics - What it is & is not
IS
a tool to collect data
useful for predictive modelling
allows to make use ofTalent data as
business data
about quantitative data
NOT
a decision making tool
necessarily provides insights
a replacement forTalent Management
provides qualitative insights
It’s a tool – just a means to an end.

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Part 2. What is the current situation?

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Then something happened…Untill 2008 we had a relatively stable environment

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Then something happened…

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FinancialCrisis
Global Recession
New economic
power balance
Birth of the Talent Economy
InternetSociety
Instant
Consumerism
NewWorkValues
InformedAudience
Real Estate Bubble
2008

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Talent Analytics – Why now?
Because we can
- Technological evolution
Because we need to
- Faster – better – cheaper
- Shortage in talent
- Global workforce
- Rise of theTalent Economy

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ECONOMICCONTEXT
Shift from industrial/ information age
Globalisation
War ForTalent - Brain Drain
Digital Economy
Global Recession
ORGANISATIONAL (Demand)
Increasing demand for skilled workforce
Talent shortage
New Business Models
Changing HR strategies
SOCIAL (Supply)
Demographic trends (ageing, GenY,...)
Workforce Mobility
Workforce Diversity
New work values (W/L balance, Me time, ...)
TECHNOLOGICAL
www
Cloud – SaaS – PaaS – IaaS
Big Data
Handheld devices – mobile

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Just some www quotes
From Questions to Actions (DDI)
From small to Big Data (Net Dimensions)
Go from talking to delivering (Bersin)
“Competing onTalent Analytics” (hbr)
TalentAnalytics comes of age Forbes
The Challenge for HR (CIPD)
38.900.000

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Talent Analytics today?

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Too bad

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More numbers
78 % +10,000 FTE rated HR and talent analytics as “urgent” or “important”
45 % rated themselves “not ready” for HR analytics
7 have “strong” HR data analytics

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More numbers
81 % use analytics in finance,
77 % in operations,
58 % in sales,
56 % in marketing.
86 % NO analytics capability in HR

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The ones that do...
“4% of companies have achieved the capability to
perform predictive analytics about their workforce.”
“Stock market returns are 30% higher,
leadership pipelines are 2.5 x healthier,
4 x more likely to gain respect of your business counterparts.”
Forbes, Big Data In HR, 2013

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HR AnalyticsBusiness Analytics

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4%
10%
30%
56%

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3. Our view onTalent Analytics

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One problem....

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The 3 S’s
Silos Skills
Suspicion
Skepticism
Structural
Systems
Make & migrate
Build & Buy
Biases, Beliefs, Behaviours
Fears
Oracle/cipd
There are also challenges

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How do we fix this
Something is still missing

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External environment
Non ManageableInternalenvironment
Manageable
Individual
characteristics
(Personality, education, lifecycle, …)
Individual
More than WHAT data

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Is there a future forTalent Analytics?
Start today. Don’t wait.
Combine WHAT & WHY data !

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ThankYou - Questions
Meet you in the