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The Value of Data Driven Decision Making for HR and Learning

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Solid data can work wonders for a range of processes. Right from career and growth development where it facilitates identifying skills needed to prepare the workforce for the future to assisting in dealing with change, especially relevant to the current crisis management environment. Harbinger understands how data can be utilized to focus on HR research and learning.

Join us for an interactive conversation on data driven organizations, facilitated by Stacey Harris, Lead Researcher for the Annual Sierra-Cedar HR Systems Survey White Paper. With her, Murali Sastry, SVP – Engineering, Skillsoft, and Shrikant Pattathil, President – Harbinger Systems, will share more insights on data-driven decision-making.
Key Takeaways:
- The importance of HR and Learning data in creating a flexible and agile organization
- How emerging technology is making personalization and tailored experiences a reality
- Key characteristics and achievable outcomes from a Data Driven HR and Learning function

Veröffentlicht in: Technologie
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The Value of Data Driven Decision Making for HR and Learning

  1. 1. The Value of Data Driven Decision Making for HR and Learning Sponsored by © 2020 Harbinger Systems | www.harbinger-systems.com July 9, 2020
  2. 2. 2 Speaker Introduction Stacey Harris Chief Research Officer Sapient Insights Group Lead Researcher, Sierra-Cedar HR Systems Survey Murali Sastry SVP Engineering Skillsoft Shrikant Pattathil President Harbinger Systems Seema Chaudhary Chief Alliance Officer Harbinger Systems
  3. 3. Annual HR System White Paper, 22nd Year 3 Download the 22nd Annual White Paper
  4. 4. 4 We must start at the beginning…
  5. 5. The HR Technology environment
  6. 6. Low satisfaction with Talent and LMS Solutions are causing system replacement plans 6 31% Evaluating replacement of their Talent Management Systems 33% Evaluating replacement of their Learning Management Systems 1. Low adoption levels 2. Poor reporting 3. Poor data integration 4. Poor user experience Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition
  7. 7. Data driven HR and Learning organizations ….  56% More likely to be viewed as a Strategic Business Partner  64% More likely to inform business strategy with their technology  5 Years of consistently higher HR, talent, and business outcomes
  8. 8. Just 15% of organizations have data driven behaviors? 8 Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition Data-Driven HR Non-Data-Driven HR 3.13 Avg Level of Process Maturity (1-5 scale) 1.67 Avg Level of Process Maturity (1-5 scale) Effective or higher Data Governance Processes 75% Avg % of Front Line Manages with HR BI Access 43% Avg % of Front Line Manages with HR BI Access 50% or more Front Line Managers have HR analytics tools 4.6 Avg # of Integrated Data Sources 2.8 Avg # of Integrated Data Sources 2 or more data sources are integrated in HR analytics tools 5.25 Avg # of HR Metrics 3.49 Avg # of HR Metrics 2 or more HR Metrics are included regular executive reporting
  9. 9. Engagement Productivity Cost Efficiency Business Alignment HR Outcomes Data Driven Aggregate Attract Talent Develop Workforce Decision Data Talent Retention Talent Mobility Talent Outcomes Data-driven functions consistently achieve outcomes Innovation Market Share Profitability Customer Sat Competitive Business Outcomes ImprovedNeutralDeclined 11% Higher Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition
  10. 10. © 2020 Harbinger Systems | www.harbinger-systems.com 33% 33% 49% 71% 67% 84% 89% 98% 14% 20% 22% 39% 45% 58% 71% 80% Which metrics are tracked by data driven organizations Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition Which Metrics are Included in Your HR Reporting? Turnover Demographics Recruiting Compensation Absence Performance Learning Productivity
  11. 11. 13% 5% 10% 10% 15% 29% 34% 51% 54% 73% Core HR WFM Talent/Learning Benchmarking Financials Safety/Audit Operations Sales/CRM Marketing None 9% 24% 27% 36% 45% 67% 76% 85% 93% What integrated data views are most important? Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition What data sources are integrated into a single BI tool?
  12. 12. DEMONSTRATE PROGRAM VALUE EXECUTIVE REPORTING THROUGH VISUAL DASHBOARDS PROGRAM VALUE (ROI) CALCULATIONS ALIGN ASSIGNMENTS TO BUSINESS OUTCOMES
  13. 13. Learning technologies integration: Business scenarios 13 Tracking Activity • User learning activity Course Catalog • Sync Course list User Management • User Authentication and management Course Metadata • Deep linking • File based Content Aggregration • Link Content • Search content • Push content – file based Content Discovery • Curate content and UI Representation Integration LMS, LXP and other platforms
  14. 14. 15% 18% 19% 26% 29% 31% 39% 47% 47% 49% 52% HR Cost Management Compliance Employee Engagement Employee Retention Top Talent Workforce Readiness Optimal Assignments Productivity Customer Satisfaction Innovation Competitive Advantage 24% 22% 22% 42% 47% 44% 58% 69% 71% 56% 69% Does more data help with employee engagement? Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition What are you accomplishing currently using HR BI?
  15. 15. 25% 27% 29% 41% 49% Increased Tech Spend (laptops, conference tech) Eliminated Contract Workers Temporary Furloughs Postponed HR Related Projects Redistributed Critical Workforce * Note Preliminary 2020 Data Source 2020-2021 Sierra-Cedar Survey, 23rd Annual Edition – Preliminary Why data and engagement were linked during this crisis Top HR organizational responses to the COVID-19 crisis
  16. 16. 20% 21% 22% 24% 30% 31% Critical Roles/ Positions New Hire Time to Productivity Job Descriptions Employee Emergency Contact Succession/Career Planning Employee Skills/ Competencies/ Licensing * Note Preliminary 2020 Data 50% of organizations lacked critical HR data during the COVID-19 crisis Source 2020-2021 Sierra-Cedar Survey, 23rd Annual Edition – Preliminary Top HR data points that were unavailable during COVID – 19
  17. 17. Insights on learner behaviors  Skills, Job roles, Search terms  Badges and competencies What SKILLS are my learners trying to build? COURSE COMPLETION: DRIVE MOTIVATION ASPIRE TRACKS: “RESUMÉ-WORTHY” ASPIRE JOURNEY: MAJOR ACCOMPLISHMENT 3.5 million badges issues in past 4 months 317%increase in the learning content accessed since January 2020.
  18. 18. Why Flexible vs Agile organizations are surviving Flexibility the skills, processes, guidelines, resources, and capacity to bend when needed Agile provides a framework for how to flex, but does not automatically give you flexibility, Dataprovides the pointers for which way to flex
  19. 19. Data Governance is a formal management process of data assets: Why is Data Governance important to flexibility?  Stewardship  Quality (standards)  Security  Privacy  Integrity (cleanliness)  Usability  Compliance  Access (Availability)  Individual Ownership  Data flows  Context (story elements)
  20. 20. Do you know your employee’s work-related data footprint? 12% 12% 76% Yes In Development No 42% Did Not Know if They had a Strategy at all Data-Driven Organization 1.5 X More likely to have one in Development Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition Does your organization have a strategy for identifying / aggregating an employee’s data footprint at work?
  21. 21. Do you know all the ways Employee Data is captured in your organization? 21 12% 16% 23% 25% 25% 37% 44% 53% 61% 72% 86% Environmental Sensors Audio Monitoring Biometric Sensors Personal Mobile Devices Social Media Internet/Screen Monitor Pulse Surveys Video Monitoring Wearables/Badges/RFID Employee Surveys Exit Interviews Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition Methods of capturing employee data beyond HR Systems
  22. 22. 91% of organizations said email was one of its most valuable COVID 19 Crisis Management Tools 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Chat Bots Mobile App Push Social Media Social Network Text Message Live Chat Call Center Surveys HR Portal/Intranet Email What tools are used for employee communication? Data Driven HR Non-Data Driven HR 22 Source 2019-2020 Sierra-Cedar Survey, 22nd Annual Edition
  23. 23. 55% of organizations provided new training during COVID-19 crisis 33% 10% 26% 32% 43% Other (Internal, Partner) New Content Vendor Government Agency Existing 3rd Party Content Provider Existing LMS How was the needed training acquired? * Note Preliminary 2020 Data Source 2020-2021 Sierra-Cedar Survey, 23rd Annual Edition – Preliminary
  24. 24. AI-Driven Personalization PERSONALIZED NOTIFICATIONS PERSONALIZED HOMEPAGE AI: COLLABORATI VE FILTERING BERT DRIVEN SEARCH (Q2)
  25. 25. What we discussed today Data Driven Organizations Data Governance Organizational Flexibility Employee Data Footprint Personalization and Engagement
  26. 26. Questions Please use Q/A panel to type in your questions
  27. 27. Thankyou for joiningus today! https://harbinger-systems.com hsplmkting@harbingergroup.com seema@harbingergroup.com shrikant@harbingergroup.com stacey@sapientinsights.com murali.sastry@skillsoft.com

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