Download - Mastering your HR Analytics
Who are we ?
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Karistem Corporate Consulting (KCC) is a consulting firm in strategy, transformation and operational excellence.
• Since 2004, KCC has outlined and implemented large transformation projects for
Senior Management aiming to improve competitiveness in their core business and/or to align support functions with the strategy of their business.
• The KCC method is orientated towards results and puts the human at the heart of each transformation. KCC is engaged in the involvement and appropriation of changes by the greatest number and in rapid, major and sustainable results.
• These companies have put their trust into KCC : Alstom, Areva, ASML, Bouygues, BPCE, DCNS, GDF-Suez, Pearson, Safran, Saint-Gobain, Sanofi, Société Générale, Technip, Thales, Total, Transdev…
STRATEGY TRANSFORMATIONOPERATIONAL EXCELLENCE
In recent years, HR Data Analytics has developed rapidly…
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Did you know that a study* of 480 companies showed that those who invested in HR Data Analytics are …
more respected by their business counterparts for their data-driven
decisions
experiencing higher stock market price
more likely to have high-impacting recruiting solutions
30% 2 x4 x
*Study from Bersin 2013
Why HR Analytics ?
• Because your workforce has a large impact on company revenue, but organizations have little understanding on what drives people’s performance
• Because Big Data technologies can now analyse mountains of structured and unstructured data to answer important questions regarding HR drivers for performance (workforce productivity, the impact of training programs, predictors of workforce attrition, criteria to identify potential leaders…)
WHAT IS HR ANALYTICS
How can I use HR Data Analytics to
develop my service offering ?
Is my HR function ready for the
transition towards data?
What skills and tools do I need to improve
my HR Data Analytics?
How do I get my team on board to
embrace Data Analytics?
How reliable is my HR Data? And how
do I clean it?
How can I get the EXCOM to invest in HR Data Analytics?
… leading to many questions asked by HR Directors
WHAT IS HR ANALYTICS
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A timeline overview of HR Data Analytics
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SOCIAL & BEHAVIORAL BIG DATA1
According to IBM1, Big Data can be defined by :
• The volume with large Data sets that can not be handled by traditional software
• The velocity to run analysis of streaming Data
• The variety of the Data
• The veracity, with uncertainty of Data accuracy
1 : CEB model, From Workforce Reporting to Impactful Talent Analytics2 : The FOUR V’s of Big Data, IBM, 2014
TALENT MANAGEMENT DATA1
All Data needed to support processes to recruit, retain, develop and reward the required people for an organization
• Performance Data
• Workforce and career planning Data
ADMIN AND COMPLIANCE DATA1
All Data needed to support administrative HR processes such as :
• Company admission
• State & Benefits registration
• Salary payment
• Personal Data• Organization/localization Data• Payroll Data
• Personal Data• Organization/localization Data• Job Data• Payroll Data
• Job Data• Competencies Data• Objectives Data• Performance appraisal Data• People Review Data• Engagement survey Data• Learning and development Data• Career and succession planning
• Personal Data• Organization/localization Data• Job Data• Payroll Data
• Job Data• Competencies Data• Objectives Data• Performance appraisal Data• People Review Data• Engagement survey Data• Learning and development Data• Career and succession planning
• Employee skills• Employee career history and experience
abroad• Employee Education• Internal indicators• Behavioral Data• Professional Social Network Data
1
3
2
1980 2000 20101990
1.101
Data per Employee (estimated Order of Magnitude)
1.102
Data per Employee(estimated Order of Magnitude)
1.103
Data per Employee(estimated Order of Magnitude)
WHAT IS HR ANALYTICS
HR analytics is at the center of numerous HR concerns about Business, People, Systems and External Stakeholders
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People
Externalstakeholders Systems
Business
Workforce ROI management
Decisions &
Productivity
Reliability
Engagement
Compliance
StrategicWorkforce planning
Behavior predictions
Engagement levers
Talent ManagementProcess & tools
enhancement
Data quality
Innovative solutions to Generate and exploit Data
HR control
External reportComplexity (CSR)
Business decisions& risk management
Attrition prediction
Trainingimpact
Workforceproductivity
Identification ofPotential leaders
Finance andLegal KPIs
HR Analytics
HR analytics mapping by KARISTEM
Referentialquality
WHAT IS HR ANALYTICS
Traveling the HR Analytics journey will help the HR function to meet five big challenges it is currently facing
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1) Understanding the present and future role of HR
2) Improving the overall AnalyticMaturity of the organization
4) Defining the most suitable HRIS solution
5) Making the HR organization ready
for data
3) Driving better the business decisions with HR Analysis
Assessment phase Implementation phaseDesign phase
KARISTEM helps the HR function to tackle the coming challenges :
KARISTEM HELPS COMPANIES MASTERING THEIR HR ANALYTICS
KARISTEM
Corporate Consulting
T: +33.149.109.340 F: [email protected]
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Elie [email protected]
Mayline [email protected]
Contacts :
www.karistem.com