First steps on the People Analytics subject, considering what we've done so far and what are the possibilities for the predictive future of HR.

1. Marilia Honorio
PEOPLE ANALYTICS
making informed decisions

2. “If you can't measure something, you can't
understand it.
If you can't understand it, you can't control it.
If you can't control it, you can't improve it.”
H. James Harrington
"Quality Guru"

3. WHY
Moving away from decisions based on feelings and perceptions, to decisions
based on facts and data.
It is the Employee Experience the same way we work for Customer
Experience.
Hypothesis: More accurate decisions based on data, learning from the past
to improve the future. According to Google: "Make informed, objective
people decisions using science and data."

4. THE FUTURE IS
PREDICTIVE

5. HOW
1. Connecting to multiple sources of data
2. Data cleaning
3. Adjustments for data quality (uniformity)
4. Validation
Building a unique database (our cube) at PowerBI and also accessible
through Excel.

6. DATA WAVES FOR CI&T
Completed
● Basic employee information (personal and professional)
● Salary and promotions
● Engagement Surveys (GPTW *)
To prioritize
● Lead time: time spent on each role, positon, contract, area, etc.
● Attrition
● Hiring
● Wage Management

7. ● Retention/attrition, who are the people that will leave the company in the next 6
months and why.
● Career growth and readiness for future opportunities.
● Finding the ideal candidates tthat performs well consistently after being hired.
● Hiring in advance because I know who will leave (replacement due to termination or
retirement) and who we will need.
● How soon I need to find candidates given my hiring speed, by role and by location.
And how much I need to put in the funnel to meet these metrics.
● What candidate skills will be needed in the future (for candidates and for current
employees).
PREDICTIVE - SUGGESTIONS (1/2)

8. ● How much payroll will increase because I know how much we are going to
promote next year (% and $).
● How many positions will be needed next year (for budget planning) given the
proficiency and development speed of my team today.
● Determine any university courses or former employees which may bring in potential
ideal candidates. Then, act to increase or maintain the number of hires from these
sources.
● Will we be able to fill leadership vacancies internally--have them ready in the next 24
months or do we have to hire externally?
● Are our processes fair to all groups of people (gender, people of color, people with
disabilities, city, etc)?
PREDICTIVE - SUGGESTIONS (2/2)

9. DEMONSTRATION
OF WHERE WE ARE

10. Thank you!