ibm nick kouma_amplifying employee voice presentation_hr summit singapore may 2016_low res3
TRANSCRIPT
Hello? Hello? Is this thing on? Listen. Analyze. Act. The Power of Employee Voice
Nick Kouma – Senior Client Partner@Kouma1602
TrendsWhat is happening?
ListenNext generation of employee voice
AnalyzeMaking sense of it all
ActHigh impact changes
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20
0
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Our approach & capability
AnalyticsLink employee engagement data with other HR and busi-ness data in order to prescribe actions for success using Talent Insights for advanced analytics powered by Watson Analytics.
Consulting & ContentConsulting services from experienced organizational sci-entists backed by a behavior-based content library of over a bil-lion data points. Technology An industry-first technology platform in the cloud with dynamic organization mapping and self-service surveying to con-tinually listen and act on employee feedback.
Continuously listen, analyze and act on employee
insights to improve business performance.
We’ve been doing this a long time
284
clients that survey globally203
countries we have conducted surveys in
124
languages supported for surveys and reporting17
5clients that survey in multiple languages
Global presence
650,000reports delivered in 201516,500,000
survey responses in the last 3 years
Best in class solu-tion
126clients that have surveyed with us for 3 or more years112clients that survey in more than 25 countries
350 clients we work with around the world
Client partner-ship
81 clients that survey more than 30,000 employees25 clients that survey more than 100,000 employees
Enterprise solu-tion
Consulting exper-tise200
+I/O psychologists, analysts and researchers
30+years of experience with employee feedback
To actively solicit, analyze, and engage in on-going conversations with past, present, and future employees
Living in a feedback culture
Here are the trends we see
Shift in being more agile and
driving change on a more constant basis
Mobile use among employ-ees
continues to rise
Yearly surveys are not enough with a shift to en-
gage in regular dialogue
Organizations are investing in Big Data and analytics
to be data-driven
Employees today are demand-ing more transparency
and honesty
HR professionals shifting to a
strategic advisor to the busi-ness
AnalysisDepth
Organization-centric
ActionBreadth
Employee-centric
Employee Research Employee Feedback
© 2016 IBM Corporation
“However, much like satisfaction, engagement has become little more than a score used to benchmark progress over time and against other organizations. True employee
engagement involves an understanding of the complete employee experience.”
Satisfaction InsightEngagement
Which of the following methods does your organization use to listen to your employees’ opinions and feedback?
Internal Social Analytics
Mini-Poll
Pulse Survey
Census Survey
40
39
44
66
17
13
14
8
43
48
42
26
We currently use it. We plan to use it in the future.
We do not use it.
WorkTrends 2015 HR leaders in organizations w/ 5,000+ employees (n=467, +/- 5%)
Listening to the employee voice using multiple methods is associated with a 24% increase in rated organizational performance
.32 .32 .32 .32.25 .25 .25
.15.11.15
AverageInternal Social
AnalyticsMini-Polls
Census Surveys
Pulse Surveys+ + + +
Much Worse
1
Somewhat Worse
2
No Change
3
Somewhat Better
4
Much Better
5
While there is little difference in voice across generations, there is a difference in the belief that action will be taken.
Millennials are just as willing to express voice as Gen Xers and Baby Boomers
84% 83% 83%
Voice
Baby Boomers MillennialsGeneration X
% Agree and Strongly Agree
Boomers are less confident action will be taken as a result of listening
62% 71% 78%
Action
Baby Boomers MillennialsGeneration X
% Agree and Strongly Agree
Most workers are willing to speak up, feel supported, and believe action will result.
% Agree and Strongly Agree
Census SurveyMini-poll Internal Social Analytics
Sample Survey
Voice
84% 85% 85% 81%
Support
77% 77% 78% 75%
Action
70%73% 74% 73%
© 2016 IBM Corporation
40% INCREASE IN FREQUENCY OF MEETING FINANCIAL TARGETS
5.3% INCREASE IN CUSTOMER
LOYALTY
60% REDUCTION IN REWORK
Engaged employees drive measurable organizational
performance
67%REDUCTION IN ACCIDENTS
Amplifying Employee Voice
© 2016 IBM Corporation
Census Survey
Focus Groups
Sample Survey
Employee Contact Centers
Exit Interviews Intranet
Usage
External Social Data
Internal Collaboration
Platforms
Jams Mini Polls
Wearables
The Next Frontier
Mining for Insight
Tried & True
Unstructured Data Sources Structu
red Data
Sources
© 2016 IBM Corporation
Overcoming five steep challenges
Organizational
StructureTime to Launch
Reporting Speed
Engage Individuals
Delivery of Insights
© 2016 IBM Corporation
Leverage the power of a seamless front-end integration with an HRIS such as SAP or Workday. Also take advantage of the ability to build organizational structures ”from scratch” for those pockets of the company not captured in the HRIS.
Wanting to use your existing HRIS for hierarchy and reporting lines?
Click here to view a demo
© 2016 IBM Corporation
Build and launch a survey in minutes instead of months. Use IBM’s survey builder to incorporate previously conducted survey item sets and to input newly designed questionnaires for a variety of surveys including new hire, onboarding, pulse, and exit surveys.
Looking to launch a survey tomorrow?
Click here to view a demo
© 2016 IBM Corporation
Tap into real-time results in an online dashboard. Delivery of results cascaded to all managers across the organization as soon as the survey is complete.
Requiring results the day after tomorrow?
Click here to view a demo
© 2016 IBM Corporation
Provide every individual with an interactive, social portal engaging all employees with the survey results. Spread the “traditional census survey” manager workload across the entire organization.
Hoping for ways to directly engage individuals?
© 2016 IBM Corporation
Use cognitive computing based on IBM Watson to conduct advanced analysis across disparate survey, HR, and business data sets. Review, interpret, and act on insights within minutes instead of waiting weeks.
Needing to transform data to insights?
Click here to view a demo
© 2016 IBM Corporation
Cognitive is the newcompetitive advantage.
© 2016 IBM Corporation
Why is cognitive computing relevant to HR?
Over 40% of organizations are limited to basic HR reporting
capabilities
Less than 16% of companies report the ability to use data to
make predictions and take action on future workforce
issues
Less than 20% of organizations are able to apply predictive analytics to address important people issues
Source: “Unlocking the People Equation”, IBM Institute for Business Value, 2014
© 2016 IBM Corporation
…analytic skills and expertise are now required in areas not traditionally found in HR
PredictiveAnalytics
Descriptive Analytics
Prescriptive Analytics
I believe that…
What? Why? What could?
What do I do?
Anecdotes “Gut Feel”
Diagnostic Analytics
© 2016 IBM Corporation
Cognitive systems change the playing field giving HR accessible insights into the workforce.
IBM Kenexa Talent Insights
Cognitive Computing
I believe that…
What? Why? What could?
What do I do?
© 2016 IBM Corporation
Getting started with cognitive computing
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2
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Define clear business problem• Identify candidate opportunities across mission & functional areas • Define business benefits case • Identify relevant questions
Identify data• Based on questions relevant to the
business problem• Prepare data to a given trust level
Interact and explore• Ask questions• React to results• Ask further probing questions
Identify actions • Collaborate with business
partners on findings• Establish actions from analysis• Track and measure outcomes
© 2016 IBM Corporation
Closing thoughts
ActTo meet expectations of your employees, customers, and shareholders, are you enabled to act based on prescrip-tive recommendations for sustainable change?
ListenIn a world accustomed to providing unsolicited input, are youproviding your employees the opportunity to continually voice their feedback and opinions?AnalyzeWith multiple, disparate sources of data available, are youequipped to analyze and interpret all potential areas of feedback across your past, present, and future employees?
Continuously listen, analyze and act on employee
insights to improve business performance.
Thank you!
Nick Kouma IBM Smarter Workforce, Asia
PacificKenexa Senior Client Partner
+91 9636 746 [email protected]@Kouma1602