Hr Analytics: Danger or New Perspective for HRM

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On May 28, 2016, Tom Haak of the HR Trend Institute conducted a workshop at the HR Innovation Day in Leipzig. Title: HR Analytics - Danger or New Perspective for HRM. This pack contains the slides he brought with him (of which he used a selection)

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Hr Analytics: Danger or New Perspective for HRM

  1. 1. HR Analytics Danger or New Perspective for HRM Tom Haak, 28 May , 2016
  2. 2. My background in HR
  3. 3. Agenda 1. Trends and the importance of People Analytics 2. People Analytics: 5 steps 3. How to start with people analytics 4. Crunchr demo (
  4. 4. Performance Management • Real time continuous feedback • Away from annual cycle • Revamped processes • More equal Technology • Speed • Mobile • Wearables • Virtual reality • Robotization • Arificial Inteligence • Cloud Human-Machine collaboration Demographic • Gen Y/ Gen Z • Baby Boomers staying or going? • Urbanization General trends • Consumerism • Transparency Gamification Flexible Workforce • The rise of the ‘gig’ economy Workforce Flexibility Improving the Employee Experience • Workplace as differentiator Leadership • Talk purpose • Change agents Recruitment • From reactive to proactive • Data driven recruiting • Hiring for attitude and culture • Pre candidate experience/ personalized • Referrals • Boomerangs welcome • Candidates in driving seat Talent • Sourcing with technology • All inclusive talent market • More tailored/ customized programs • Internal talent true asset Collaboration • Social/ communities Learning and Development • Integrating learning and talent strategies • Learning middleware • MOOCs and SPOCS Engagement HR Function (“The blurring of Marketing and HR”) • Complexity is killing HR/ Keep it simple • Coming closer to marketing / IT • Relationships not programs HR Systems & Tools • “think employee tools, not HR tools” • More integrated / best of breed? • Master data management HR Analytics • Maturing of people anlytics • Increased need for HR Analytic tools • Rise of evidence based management? Diversity? Succession? Agile? Rewards/ benefits • Pay top for the best Culture “Applification” Individualisation HR Trends 2016 | Summary
  5. 5. 9 trend areas Short desciption From hierarchy to network / from closed to open The invasion of smart tech Globalisation/ Localisation From X to Y to Z: more generations in the workforce Making fun is serious business Purpose before pecunia Increasing speed: fast eats slow From Big Bang change programs to small experiments From intuitive HR to evidence/ fact based HR Version 2.0 | copyright HR Trend Institute
  6. 6. From hierarchy to network
  7. 7. Network Analysis
  8. 8. Individuals > Individuals and their network
  9. 9. 10
  10. 10. The invasion of smart tech
  11. 11. Hitachi Business Microscope 12
  12. 12. Joy & pride
  13. 13. A computer with a roof (“The Edge”)
  14. 14. Enterprise Behavioral Matching
  15. 15. Individualisation • Not: one size fits all • Big Data enables individualisation • HR using marketing techniques
  16. 16. Making fun is serious business
  17. 17. Social Credit Code China
  18. 18. Increasing speed: fast eats slow
  19. 19. Performance management trends Process • Faster feedback • No more annual reviews • No performance ratings • Accenture, Deloitte, Nokia Measurement • How to measure performance? • How to predict top performers? Performance Consulting
  20. 20. Performance: not a Bell curve, but a Power Law distribution Performance Number of people
  21. 21. 32
  22. 22. From intuitive HR to evidence/ fact based HR
  23. 23. The Vitesse example
  24. 24. Accenture Sweden: Diversity
  25. 25. Some final remarks
  26. 26. Human nature does not change (so fast) What are people looking for? • Security • A sense of belonging • Clear goals • Being heard • Challenges • Success • Support from the top • Attention • …….. • ……..
  27. 27. Trend area More detail From Hierachy to network From closed to open organisatons; the borders of organisations become more blurry. More people in the flexible workforce. Increasing importance of communities. Information travels fast. Transparency key. The invasion of smart tech Big data. Data science. The internet of things. Robotisation. Self driving cars. Renewable energy. Artificial intelligence (machine learning). Wearables. 3D printing. Smart offices. Globalisation/ localisation World more connected. Countertrend: consumers want local products. For some professions (design, software) from local to global market. Urbanisation. From X to Y to Z: more generations in the workfoce Different generations with different needs and expectations. Gen Y (millennials) will be a substantial part of the wokforce. As people work longer more generations work together. Diversity. Making fun is serious business Work and fun used to be separated. Today the expectaion is that work should be fun. Gamification is entering work. Purpose before pecunia People are looking for organisations that do good in the world. Just Corporate Social Responsibility is nog enough. Sustainability. Sharing economy. Diconnecting (information overload). Increasing speed: fast eats slow Technology/ Internet enable new business models. Big organisations do not need many people. New entrants can capture the market fast. Exponentiality. From big bang change programs to small experiments Also fueled by technlogy. Experimenting has become easier. Learning by doing. Moving and learning is better that standing still. A-B testing. Agility. Scrum. Traditional change management too slow. From intuitive HR to evidence/ fact based HR HR/ people analytics. Big data entering HR. Not all new: scientific knowledge is often poorly applied in organisations. HR can learn from marketing. HR: understand data + people.Version 2.0 | copyright HR Trend Institute
  28. 28. People analytics: 5 steps
  29. 29. How to start with People Analytics
  30. 30. Demo
  31. 31. Demo
  32. 32. Client 1
  33. 33. Client 1
  34. 34. Client 1
  35. 35. Client 2
  36. 36. Client 3
  37. 37. Client 4
  38. 38. Client 5
  39. 39. Demo
  40. 40. Thanks! Twitter: @tomwhaak, @hrtrendinst Website: FlipBoard: The Future of HR E-mail: