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HR Analytics
Danger or New Perspective
for HRM
Tom Haak, 28 May , 2016
My background in HR
Agenda
1. Trends and the importance of People Analytics
2. People Analytics: 5 steps
3. How to start with people analytics
4. Crunchr demo (crunchrapps.com)
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
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
From hierarchy to network
Network
Analysis
Individuals >
Individuals and their
network
10
The invasion of smart tech
Hitachi Business Microscope
12
Joy & pride
A computer with a roof (“The Edge”)
Enterprise Behavioral Matching
Individualisation
• Not: one size fits all
• Big Data enables individualisation
• HR using marketing techniques
Making fun is serious business
Social Credit Code China
Increasing speed: fast eats slow
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
Performance: not a Bell curve,
but a Power Law distribution
Performance
Number of people
32
From intuitive HR to
evidence/ fact based HR
The Vitesse example
Accenture Sweden: Diversity
Some final remarks
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
• ……..
• ……..
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
People analytics: 5 steps
How to start with People Analytics
Demo
Demo
Client 1
Client 1
Client 1
Client 2
Client 3
Client 4
Client 5
Demo
Thanks!
Twitter: @tomwhaak, @hrtrendinst
Website: hrtrendinstitute.com
FlipBoard: The Future of HR
E-mail: tom@hrtrendinstitute.com

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Hr Analytics: Danger or New Perspective for HRM

  • 1. HR Analytics Danger or New Perspective for HRM Tom Haak, 28 May , 2016
  • 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 (crunchrapps.com)
  • 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. 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
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  • 11. The invasion of smart tech
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  • 23. A computer with a roof (“The Edge”)
  • 25. Individualisation • Not: one size fits all • Big Data enables individualisation • HR using marketing techniques
  • 26. Making fun is serious business
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  • 30. 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
  • 31. Performance: not a Bell curve, but a Power Law distribution Performance Number of people
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  • 35. From intuitive HR to evidence/ fact based HR
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  • 40. 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 • …….. • ……..
  • 41. 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
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  • 49. How to start with People Analytics
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  • 58. Demo
  • 59. Demo
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  • 68. Thanks! Twitter: @tomwhaak, @hrtrendinst Website: hrtrendinstitute.com FlipBoard: The Future of HR E-mail: tom@hrtrendinstitute.com