‘global’ hr analytics - nhrma · pdf file‘global’ hr analytics ......

29

Upload: buithien

Post on 31-Jan-2018

236 views

Category:

Documents


2 download

TRANSCRIPT

Page 1: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking
Page 2: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

‘Global’ HR Analytics

Making Grounded Talent Management Decisions for the Global Organization

Copyright © 2014 Global Immersion Press, All Rights Reserved

NHRMA 2015 77th Annual NHRMA Conference & Tradeshow

OCTOBER 5-7, 2015 // PORTLAND, OR -

Lisbeth Claus, SPHR, GPHR, SHRM-SCP Professor of Management and Global HR

Willamette MBA -

Page 3: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Master class

This master class reviews the contribution of HR analytics to global talent management and illustrates some applications that global HR practitioners can employ in various functional areas of HR to use data strategically for decision-making for the benefits the stakeholders in their global organization.

Page 4: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

FORTHCOMING (VOLUME 3)

Global HR analytics—Making grounded talent management decisions for the

global organization

Lisbeth Claus, Ph.D., SPHR, GPHR, SHRM-SCP is a Professor of Management and Global HR at the Atkinson Graduate

School of Management of Willamette University in Oregon (USA)

Scott Baker is Vice President HR at Inrix in

Kirkland, WA (USA)

Jeffrey Ely is Operations, Technical Manager at Intel in Portland, OR (USA)

Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 5: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Copyright © 2013 Lisbeth Claus, All Rights Reserved

Do you (HR) really know your employees (worldwide)?

Copyright © 2014 Global Immersion Press, All Rights Reserved

Do you know your employees as well as they are known as consumers!

Page 6: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Purpose of today’s session • Dig deeper into what HR analytics is • Review the contribution of HR analytics to

global talent management • Illustrate some applications that global HR

practitioners can employ in various functional areas of HR

• Review the HR analytics skillset

Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 7: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Flow of my HR analytics presentation

Wha

t? Definition of

HR analytics W

hy? Uses and

benefits

Whe

re? HR

applications

How

? Process

Cha

lleng

es Leading

practices

Who

? HR role and Competencies

Understand the uses and

benefits of HR analytics

Grasp the meaning of data

and HR analytics in (global) HR

Know the process of

using data for evidence-

based decision-making

Identify applications for HR analytics in

a global organizations

Identify HR challenges and

leading practices

Identify the competencies to successfully use

HR analytics

Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 8: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Many related names!

(GLOBAL) HR

ANALYTICS

Talent analytics

Human capital

analytics

Business analytics

Big data analytics

Meta data analytics

Integrated analytics

Process analytics

Behavioral informatics

Evidence-based HR

Technology of human

accomplish-ment

Decoded companies

Wha

t? Definition of

HR analytics Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 9: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

What is HR analytics? Wha

t? Definition of

HR analytics

Using a variety of HR and organizational data for the benefit of strategic decision-

making by organizing, analyzing, interpreting and presenting that data in a

meaningful way and giving it predictive and prescriptive power through the application

of statistical tools and techniques.

Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 10: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

HR analytics is more than…

• Related tools: – HR metrics – Benchmarking – Balanced score cards and strategy

maps – TQM and six sigma

Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 11: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Why you should care about HR analytics

• Principal reason – HR analytics equates with strategy and

adds value to the organization • Other reasons

Why

? Uses and benefits

Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 12: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

HR analytics integrates HR practice

Why

? Uses and benefits

Soft HR Hard HR

Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 13: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Global trends in talent, workforce and HR management

1. Evolution of “work” and the “worker”

2. Engaging and integrating a global workforce

3. Use of talent analytics for competitive advantage

Source: Critical themes that will shape the future of HR management. Thought Leadership Retreat, San Diego, CA, September 29-30, 2013, SHRM Foundation and Economist Intelligence Unit.

Why

? Uses and benefits

Copyright © 2014 Global Immersion Press, All Rights Reserved

Future

Page 14: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Source: http://www.shrm.org/hrcompetencies/pages/model.aspx SHRM HR competency model

The ability to apply the principles and practices of HRM to contribute to the success of the business.

The ability to support and uphold the values of he organization

while mitigating risk.

The ability to manage interactions to provide and support the

organization.

The ability to understand and apply information to contribute to the organization’s strategic plan.

The ability to value and consider the perspectives and

backgrounds of all parties.

The ability to direct and contribute to initiatives and

processes within the organization.

The ability to effectively exchange information with

stakeholders

The ability to provide guidance to organizational stakeholders.

The ability to interpret information to make

business decisions and recommendations.

GLOBAL AND CULTURAL

EFFECTIVENESS

Why

? Uses and benefits

Page 15: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

HR analytics contributors • Technology and information systems • Corporate databases • Project and process management • Outsourcing • Cost of human capital • Financial impact of HR decisions • Evidenced-based management

Why

? Uses and benefits

Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 16: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

DATA

Type and source of data INFORMATION

Data that is organized and segmented

KNOWLEDGE

Information that is analyzed

DECISION-MAKING

Evidence-based decisions create value

It all starts with data! How

? Process

Descriptive Predictive Prescriptive Efficiency Effectiveness Impact

HR METRICS HR DASHBOARDS

Type of data: • Meta data and not-so-

big data • Structured and

unstructured • Quantitative and

qualitative data • Ambient and self-

reported data Source of data: • Internal and external

data • Public and non-public

corporate data

Employee segments: • Employee demo-

graphics and socio-graphics

• Performance • Job group • Job level • Location • Culture

• Stakeholders • Competitive position • HR investments • ROI and cost-benefit

Organize Analyze Interpret Decide

• Formulate questions linked to strategic objectives

• Set up appropriate research design to test hypotheses

• Apply statistical tools and techniques

• Interpret results

Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 17: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

How

?

Maturity and levels of HR analytics

Uses and benefits

Descriptive analytics

Predictive

Prescriptive

Source: Thomas Davenport, The Management Tip. hbr.org/video/238681675001/business-

analytics-defined

Efficiency

Effectiveness

Impact

Source: John W. Boudreau and Peter M. Ramstadt, Beyond HR: The New Science of Human Capital. Harvard

Business Press, 2007.

Process Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 18: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

HR analytics case studies

Total rewards and retention at an accounting firm

Decision accuracy and # of interviewers

Predicting illness while on international

assignment

Talent acquisition at a hospital

Copyright © 2014 Global Immersion Press, All Rights Reserved

TO intentions of HiPots at an IT company

Employee sentiment analysis at a bank

Morale of nurses at a hospital (Ebola)

Page 19: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Whe

re? Applications

HR pol & proc. effectiveness

Organizational culture

Talent analytics

Recruitment

Applicant Tracking

HR processes

Organizational change

Benefits

Payroll delivery

Performance management

Work-life integration

Retention and turnover

Human capital risk

Safety and security

Office capacity

Leadership identification

Leadership development

Diversity and inclusion

Leave of absence

OTHER smart & creative initiatives

HR workforce Planning

Succession planning

Selection

Compensation

Project management

Global mobility

Page 20: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Where is your organization on the HR analytics continuum?

Novice Extremely

data-driven

• Contributors: – Sector or industry – Use of unstructured data – Size of company – Organizational structure – HR functional expertise – HR business orientation and leadership

Page 21: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Scope the project

Identify a feasible HR analytics project

Understand the capabilities of your organizational data

Link the project to organizational objectives

Identify the research question and design

Identify the type and source of data required

Assemble the team

Identify the stakeholders and decision-makers

Identify the required competencies and build

your team

Energize your followers

Manage the data

Acquire the data

Protect the data

Analyze the data

Interpret the data

Present the results in an easy to understand

manner

Take strategic action

Present and discuss evidence-based results to

stakeholders

Suggest management action

Participate in decision-making

Evaluate HR and organizational impact

How to get started: HR analytics roadmap

Copyright © 2014 Global Immersion Press, All Rights Reserved

How

? Process

Page 22: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

An easy way for you to start by answering simple questions…

1.What relationships will you investigate? 2.What specific type of employee data is needed? 3.Where does HR get that data? 4.Who owns the data & how does HR get access to

the data? 5.What does your analysis require? 6.What will your sample dashboards look like? 7.What types of actions would you be able to take?

Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 23: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Challenges of HR analytics

1. Cost of HR data investment 2. Big brother perception 3. Dehumanization of HR 4. Global data integrity 5. Employee data protection 6. HR (numeracy) skills gap 7. Personal and cultural organizational

change

Cha

lleng

es Leading

practices Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 24: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

The dark side of HR analytics

HR analytics data governance

Employee privacy

Disparate impact HR

confidentiality

Page 25: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Leading practices in HR analytics

• Start small but impactful • Acquire basic “numeracy” skill set based on your

strengths • Complement your team with complementary

skills • Explore “location” hypotheses for global impact • Gain employee trust through data governance • Balance HR instinct and emotions with evidence

when making decisions—provided you know your employees as well as you think you do!

Cha

lleng

es Leading

practices Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 26: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

HR analytics competencies

• Dual skills requirements: – HR numeracy – Gamma person

• Coalition builder • Implementer • Change maker

Who

? HR role and Competencies

Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 27: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Role of HR • Create the numeracy culture in HR and

throughout the organization • Explore where HR can add the most value and

make the greatest difference in terms of data • Make decisions based on data (evidence)

rather than perceptions • Use data as benchmarking and predictive tools

rather than simple metrics • Know your employees as well as they are

known as consumers • Keep the ‘H’ in HR!

Who

? HR role and Competencies

Copyright © 2014 Global Immersion Press, All Rights Reserved

Page 28: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Copyright © 2013 Lisbeth Claus, All Rights Reserved

“The illiterate of the future will not be the person who cannot read. It will be the person who does not know how to learn.”

(Alvin Toffler, Future Shock, 1970)

Page 29: ‘Global’ HR Analytics - NHRMA · PDF file‘Global’ HR Analytics ... Flow of my HR analytics presentation What? Definition of HR analytics Who. Why? ... –HR metrics –Benchmarking

Thank you and please stay in touch [email protected]