hr analytics introduction hr analytics summit luk smeyers 1.1
DESCRIPTION
HR Analytics introductie van Luk Smeyers (iNostix) op de Reed Business Events HR Analytics Summit op 22 en 23 november 2010, Amsterdam.TRANSCRIPT
POWERFUL WORKFORCE ANALYTICS
HR Analy)cs: de toekomst van HR!
POWERFUL WORKFORCE ANALYTICS
HR Analy)cs defini)e
Systema)sch iden)ficeren van de BUSINESS IMPACT
van investeringen in Human Capital 1.
1. HR Data/Metrics
2. Research Data
3. Business Data
2.
Combineren van onaJankelijke datasets d.m.v. Business Intelligence technieken
Analyse met behulp van geavanceerde Sta)s)sche Analyses & Predic)eve modellen
B.I.
STAT 3.
POWERFUL WORKFORCE ANALYTICS
Voorbeelden van HR Analy)cs…
Sales Manager Training
Produkt-‐Salesorganisa)e
Omzet
Sales Manager Kwaliteit
Klanten-‐ tevredenheid
Bizz Im
pact
Bizz Im
pact
Stress-‐ niveau
Produk)e-‐en)teit
Arbeids-‐ ongevallen
ShiU-‐ Supervisor training
Machine Down)me
Produc)viteit
Bizz Im
pact
Bizz Im
pact
Werknemers-‐ engagement
Supermarktketen
Klanten-‐ tevredenheid
Filiaalhouders-‐ kwaliteit
Omzet
Per filiaal
Klanten-‐ loyauteit
Gemiddelde besteding
Per filiaal
Bizz Im
pact
Bizz Im
pact
Intrinsieke mo)va)e
Catering-‐divisie in Pretpark
Medewerker-‐ reten)e
WachYjden aan kassa
Bizz Im
pact
POWERFUL WORKFORCE ANALYTICS
Inhoud
1. Defini)e HR Analy)cs
2. HiYng the wall in HR
3. Google als inspira)ebron
4. Niet te stoppen trend
5. Sleutels tot succes
6. De grote uitdaging: HR mindset
POWERFUL WORKFORCE ANALYTICS
Prof. Richard Bea/y** (Rutgers University, HR faculty, New Jersey)
Don’t trust HR! Most of the HR professionals are ill-‐equipped to provide analy:cs that are useful in making human capital decisions that build economic value. A lot of the HR work has no relevance to an organiza:on’s success!”
** Speaking at a 2009 top CFO summit
POWERFUL WORKFORCE ANALYTICS
Boston Consul)ng Group Top 5 conclusion
“Business volatility and uncertainty increase the need for companies
to rely on advanced analytics, scenario simulations, and other sophisticated
workforce-planning levers.”
h/p://www.bcg.com/documents/file61338.pdf
Strengthen HR:
“Developing capabilities for HR to partner with the business lays out a road map for HR professionals to develop new analytical skills and expert knowledge.”
POWERFUL WORKFORCE ANALYTICS
‘HiYng the wall in HR’*
Toegevoe
gde Waarde van HR
Graad van HR ‘Intelligence’
Benchmarks Ken-‐ en
stuurgetallen
Scorecards
BUSINESS IMPACT
(*) John Boudreau, Harvard Business School, 2007
Het verbinden van HR me)ngen en effec)viteit van de organisa)e
HR Surveys
POWERFUL WORKFORCE ANALYTICS
What happened?
Repor)ng & Metrics
• Why is it happening? • What is the impact?
HR Analy)cs
What will happen next?
Predic)ve Modelling
Graad van HR ‘Intelligence’
Toegevoe
gde waarde van HR
Focus: • Verleden • Transac)oneel
Focus: • Toekomst • Voorspellend
‘HiYng the wall in HR’
POWERFUL WORKFORCE ANALYTICS
Business Solu)on
HR Analy)cs moeten een ‘business solu)on’
zijn en geen ‘HR solu)on’.
Zoniet: zero value!
POWERFUL WORKFORCE ANALYTICS
Inhoud
1. Defini)e HR Analy)cs
2. HiYng the wall in HR
3. Google als inspira)ebron
4. Niet te stoppen trend
5. Sleutels tot succes
6. De grote uitdaging: HR mindset
POWERFUL WORKFORCE ANALYTICS
Lazlo Bock Chief HR at Google “.
”
Google als inspira)ebron:
Sejy Prasad Director of People Analy)cs
“We want to use data and analytics information to make sure that we are designing the processes in the best way possible. We take analytics very seriously both on the business side as well as on the people side.”
“1/3 of the HR staff globally is hired specifically for their analytical skills. They may have a Ph.D. in statistics or organizational psychology or a master’s in chemistry or physics. They build an underlying quality into what we are doing by constantly testing our ideas and practices. Analytics measure the ROI for everything we do.”
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Prof. Ed Lawler Director of the Center for EffecSve OrganizaSons
at the University of Southern California
“Google is one of a few companies that are early in taking a more quantitative approach to personnel decisions.
They are clearly ahead of the curve, but a lot of companies are waking up to the fact that there is a lot of modeling that can provide you with critical data on human capital.”
Google als inspira)ebron
POWERFUL WORKFORCE ANALYTICS
Inhoud
1. Defini)e HR Analy)cs
2. HiYng the wall in HR
3. Google als inspira)ebron
4. Niet te stoppen trend
5. Sleutels tot succes
6. De grote uitdaging: HR mindset
POWERFUL WORKFORCE ANALYTICS
Niet te stoppen trend…
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BusinessWeek (March ‘09): “HR Data Mining is a Game-‐Changing
Management Idea”
POWERFUL WORKFORCE ANALYTICS
Tom Davenport ‘Compe)ng on Analy)cs’: top 10 HBR-‐boek in USA (2009)
Harvard Business Review (okt. 2010) voor het eerst over ‘Talent Analy)cs’!
POWERFUL WORKFORCE ANALYTICS
Fitz-‐Enz: Predic)ve Modeling ‘Leading Indicators’1
1Research domains with important opportuniSes for PredicSve Modeling (Jac Fitz-‐enz, Human Capital Source, June 2009)
POWERFUL WORKFORCE ANALYTICS
The business case voor Analy)cs Search Volume in Google for ‘Analy)cs’
POWERFUL WORKFORCE ANALYTICS
Inhoud
1. Defini)e HR Analy)cs
2. HiYng the wall in HR
3. Google als inspira)ebron
4. Niet te stoppen trend
5. Sleutels tot succes
6. De grote uitdaging: HR mindset
POWERFUL WORKFORCE ANALYTICS
5 sleutels tot succes
1. Focus op sleutelprocessen
2. HR analy)sche & technische competen)es
3. Basis: ‘Employee Lifecycle’
4. Introduc)e van HR research
5. ‘Merged datasets’ door Business Intelligence
POWERFUL WORKFORCE ANALYTICS
De grote uitdaging: HR mindset
John Boudreau: University of Southern California
“The future of human capital analytics lies more in the MINDS of the HR leaders than in
human capital analysis systems.”
POWERFUL WORKFORCE ANALYTICS
HR Transforma)e!
Van Business Alignment
naar
Business Impact
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Nieuwe mindset!
Nieuwe HR profielen
Nieuwe HR structuren
Nieuwe HR technologie
Nieuwe HR exper)se
Business Impact!
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Contact: [email protected]
jeroen.delmo/[email protected] [email protected]
www.inosSx.com
LinkedIn with us: www.linkedin.com/in/luksmeyers
www.linkedin.com/in/jeroendelmo/e www.linkedin.com/in/fransbeerling
Bedankt!