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© 2015 IBM Corporation1
Managing Modern
Workforce – Leveraging HR Analytics
Khalid Raza
@khalidraza9
© 2015 IBM Corporation
Workforce Analytics - defined
"By Analytics, we
mean the
extensive use of
data, statistical
and qua...
© 2015 IBM Corporation3 IBM ConfidentialAugust 24, 2015
Source
© 2015 IBM Corporation
Now is the time for analytics as an
HR imperative
Only 4%
of companies
have achieved
the capability...
© 2015 IBM Corporation5 August 24, 2015
We uncovered six primary drivers that are propelling organizations
towards the use...
© 2015 IBM Corporation6 August 24, 2015
Global Talent Management Director,
Engineering
We use HR data to solve
business pr...
© 2015 IBM Corporation7 August 24, 2015
Of all the potential business problems organizations could focus on,
six high prio...
© 2014 IBM Corporation
Our research revealed four early pitfalls along the complex
workforce analytics journey
8 August 24...
© 2014 IBM Corporation
We also uncovered an additional set of guidelines that organizations
should pay attention to once i...
© 2015 IBM Corporation
© 2015 IBM Corporation
Using data for advanced analytics :
e.g. Proactive Retention
PROBABILITYOFATTRITION
Attrition Hot S...
© 2015 IBM Corporation12
Continuous listening
Five products used as a suite and
tracked in a Social Listening
dashboard th...
© 2015 IBM Corporation
Allows organizations to easily filter open
ended Kenexa survey text comments
by sentiment, theme, g...
© 2015 IBM Corporation
Getting answers has typically involved multiple steps and people
Data Access
Data
Preparation
Analy...
© 2015 IBM Corporation
And it’s rarely been a straight forward process
HR Professional Data Scientists
and
Statisticians
I...
© 2015 IBM Corporation
Oftentimes, answers lead to more questions
What’s our retention profile?
What is the trending attri...
17 © 2015 IBM Corporation
Talent Insights - Watson-based analytics
- sophisticated analytics in the hands of HR
Talent Ins...
18 © 2015 IBM Corporation
Smarter human resources with IBM business analytics
© 2015 IBM Corporation19
Find me @khalidraza9
Thank
you
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Managing modern workforce – leveraging hr analytics

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This deck was used to deliver a session in TA Pai Management Institute, Manipal in their annual HR Conclave in Aug 2015. Read the excerpts of the talk here: https://ibm.biz/BdXTRk
Original deck by - Sanjiv Jain, IBM

Managing modern workforce – leveraging hr analytics

  1. 1. © 2015 IBM Corporation1 Managing Modern Workforce – Leveraging HR Analytics Khalid Raza @khalidraza9
  2. 2. © 2015 IBM Corporation Workforce Analytics - defined "By Analytics, we mean the extensive use of data, statistical and quantitative analysis, explanatory and predictive models, and fact-based management to drive decisions and actions." Source
  3. 3. © 2015 IBM Corporation3 IBM ConfidentialAugust 24, 2015 Source
  4. 4. © 2015 IBM Corporation Now is the time for analytics as an HR imperative Only 4% of companies have achieved the capability to perform predictive analytics More than 60% of companies are investing in Big Data and analytics tools Only 14% have done any significant ‘statistical analysis’ of employee data at all
  5. 5. © 2015 IBM Corporation5 August 24, 2015 We uncovered six primary drivers that are propelling organizations towards the use of workforce analytics… …with two being more frequently cited than the rest External Drivers Internal Drivers Labor market trends More flexible, transient workforce Perceived skills shortages Continued globalization of work Emerging data sources External labor market data Partner data Social business and collaboration Pressing workforce challenges Retaining top talent Addressing employee engagement Increasing employee productivity Company-wide analytics mandate and maturity Creating data governance Extending overall analytic know-how Leveraging existing investments Shifts in strategic direction Ongoing business transformation Mergers, acquisitions and divestitures Changing leadership requirements Regulatory and compliance issues Legal requirements Risk management Increasing desire for transparency Pressing workforce challenges Retaining top talent Addressing employee engagement Increasing employee productivity Workforce analytics
  6. 6. © 2015 IBM Corporation6 August 24, 2015 Global Talent Management Director, Engineering We use HR data to solve business problems that we could not have solved otherwise – to do things with those numbers that before- hand were much more difficult to do buried in a spreadsheet. For our organization, talent is a competitive advantage. Stela Lupushor, Director of Workforce Analytics, Financial Services Lynn Tapper, Worldwide Director, Human Resource Operations, Global HR, Colgate Palmolive The HR organization of the future will not be about the administrative work; self-service and automation will take care of that. HR will be business partners that consult with the business, all based on analytics. HR will make the link between HR analytics and profitability. We learned that organizations that are more advanced are not using analytics solely to address HR issues… …but rather to solve important business problems “” “” “”
  7. 7. © 2015 IBM Corporation7 August 24, 2015 Of all the potential business problems organizations could focus on, six high priority issues emerged Optimizing costs Transforming the business model Enhancing customer experience Accelerating sales Increasing innovation Managing risk Identify and reduce workforce related expenses such as recruiting, attrition, labor costs and increase overall efficiency Make significant strategic changes to the way the organization does business to enhance competitiveness and impact the bottom line Increase the quality of service and positive customer experience in all aspects of contact with the provider Increase sales and profitability through deeper insights into sales force enablement Enable teams to increase innovation and reduce time to innovation ROI Reduce business, financial, information security and reputational risk A financial services company is looking to reduce turnover in its customer service staff to minimize training and attrition costs while maintaining appropriate service levels. A consumer products company needs to decide where and how to source new candidates with technology skills required to drive its future digital transformation. A retailer is looking to staff its stores with the right mix of associates based on product experience and seasonal traffic patterns. A technology company needs to make smarter decisions about which salespeople should be assigned to which accounts/territories in its B2B model. A pharmaceutical firm needs to determine the optimal R&D team mix from various disciplines to increase the chances of a disruptive breakthrough. A federal agency needs to make smarter hiring and training decisions to increase the probability that its law enforcement officers interact effectively with the public. Business Issue Description Example
  8. 8. © 2014 IBM Corporation Our research revealed four early pitfalls along the complex workforce analytics journey 8 August 24, 2015 Don’t approach workforce analytics solely from a HR lens. Solve business problems through HR actions. While organizations agreed that data quality is essential, no data set can achieve 100 percent accuracy. Focus on directionally correct data. Successful efforts position analytics as a tool that can augment, rather than substitute for the knowledge and wisdom gained from experience. Basic confidence in the integrity of the data, the business acumen of the analytics professionals and validity of the analytical models is required.
  9. 9. © 2014 IBM Corporation We also uncovered an additional set of guidelines that organizations should pay attention to once initial capabilities are established 9 August 24, 2015 Analytic efforts need to address business challenges that are significant to strategic outcomes. Follow through on the results of decisions that were based on analytic efforts. Communicate positive, tangible results using ROI metrics and share success stories to justify continued investment. Early wins often bring a flood of requests from business users seeking similar benefits. Decide how to prioritize projects and resources, and develop distinct roles and responsibilities.
  10. 10. © 2015 IBM Corporation
  11. 11. © 2015 IBM Corporation Using data for advanced analytics : e.g. Proactive Retention PROBABILITYOFATTRITION Attrition Hot Spots Identify high-attrition clusters Derive attrition “rules” Estimate FUTURE attrition Understand response to actions/programs PROBABILITYOFATTRITION Retention Cases Selection Action Optimization—Identify retention cases and targeted actions to retain them with the goal of maximizing total revenue across the country Which front line agents are most likely to leave? What should be the retention target at various locations? What kind of actions, programs and investments meet the retention targets in a cost effective manner? ROI = 300%
  12. 12. © 2015 IBM Corporation12 Continuous listening Five products used as a suite and tracked in a Social Listening dashboard that provides continuous insights about the organization
  13. 13. © 2015 IBM Corporation Allows organizations to easily filter open ended Kenexa survey text comments by sentiment, theme, geography, or demographic • Identify top trending topics pertaining to your organization • Provide managers with consumable insights and visualizations of engagement comments Survey Analytics - Enhances Qualitative Employee Engagement Data
  14. 14. © 2015 IBM Corporation Getting answers has typically involved multiple steps and people Data Access Data Preparation Analysis Validation Collaboration Reporting HR Analyst HR Professionals Data Scientists and Statisticians IT
  15. 15. © 2015 IBM Corporation And it’s rarely been a straight forward process HR Professional Data Scientists and Statisticians IT Data Access Analysis Validation Collaboration Reporting Data Preparation HR Analyst
  16. 16. © 2015 IBM Corporation Oftentimes, answers lead to more questions What’s our retention profile? What is the trending attrition rate by location? How long does it take to onboard new employees? Who are the high risk employees by location? ….. HR Analyst HR Professional, Business Partners
  17. 17. 17 © 2015 IBM Corporation Talent Insights - Watson-based analytics - sophisticated analytics in the hands of HR Talent Insights with Watson Analytics • Predictive and content analytics enable fresh insights by uncovering patterns not yet known • Watson guidance encourages interactive exploration across all data – creating real- time business intelligence
  18. 18. 18 © 2015 IBM Corporation Smarter human resources with IBM business analytics
  19. 19. © 2015 IBM Corporation19 Find me @khalidraza9 Thank you
  • dotorimuk

    Apr. 19, 2017
  • vanithapoojary

    Aug. 24, 2015

This deck was used to deliver a session in TA Pai Management Institute, Manipal in their annual HR Conclave in Aug 2015. Read the excerpts of the talk here: https://ibm.biz/BdXTRk Original deck by - Sanjiv Jain, IBM

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