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9/21/2015 1© Copyright Fosway Group Limited. All Rights Reserved.

Learning and Talent Analytics: Practical strategies to drive real outcomes

David Wilson, CEO / [email protected] / @dwil23

mailto:[email protected]


The realities of Analytics in European companies today

The business case for Analytics

Practical strategies to drive Analytics forward and deliver real

benefits

Fosway's Analytics research and Maturity Model

The challenges and opportunities for Analytics in regulated

industries

Learning and Talent Analytics


OPENING QUESTION …

Analytics and big data have become major topics of interest for HR and Learning over the past couple of years. But for the vast majority of companies, analytics is a major challenge as well as an opportunity.

Do companies have the skills and tools to understand and deliver analytics successfully, let alone accurate data to analyse in the first place?



WHAT IS ANALYTICS?

The discovery and communication of patterns in data relating to key business processes- E.g. in our case: Learning, Talent and HR processses

A mix of statistics, computer analysis and (typically) data visualisation techniques



KEY GOALS FOR ANALYTICS

Cross analysis of multi-data sources to show correlation and impact

Gaining key business insights from existing information

Visual summarisation of key data analysis in an actionable form (e.g. to support decision making)



ANALYTICS vs REPORTING?

Reporting is about summarising and presenting data in a structured form, often:- From single processes or relating to specific business entities/activities- As a structured document or output- Sometimes using charts to summarise key data elements

Analytics is about complex cross–analysis of multiple data sources to present new insights or predictions, often:- Presented as dynamic graphic visualisations

Example- Reporting: Top 10 products by revenue, Top sales people by region- Analytics: Key buying behaviours, predicted sales for new products



FOR LEARNING AND TALENT?

All Learning and Talent systems have to have reporting capabilities as well as built-in standard reports- E.g. training history, course registration information, training resource

utilisation, competence reports, succession planning, …

- Increasing use of Dashboards and graphical tools to summarise and drill-down into key data elements

- Lack of flexibility in reporting is a frequent point of pain for customers

Rapid growth in interest and adoption of Analytics tools to link Talent Data to Business Outcomes and Decisions



Passive Reporting

Canned reporting & dashboards

Proactive ReportingKPI

reporting & dashboards

Silo’dAnalytics

Domain specific relationship analytics

Integrated AnalyticsAcross HR / Talent domains & business aligned / connected

Predictive Analytics Dynamic future scenario modelling

Machine Intelligence Automation

Dynamic automateddata driven decision making & machine action

Operational Strategic


Transformational

Small

Data

Big

DataFosway Analytics Maturity Model


POLL #1 – YOUR CURRENT ANALYTICS MATURITY LEVEL?

1. Passive Reporting - Canned reporting & dashboards

2. Proactive Reporting - KPI reporting & dashboards

3. Silo’d Analytics - Domain specific relationship analytics

4. Integrated Analytics – Across HR / Talent domains & business aligned / connected

5. Predictive Analytics - Dynamic future scenario modelling

6. Machine Intelligence Automation - Dynamic automated data driven decision making & machine action


Single


Passive Reporting




Silo’dAnalytics








Transformational

Small

Data

Big



Fosway Group - 2015 HR Realities Research

with HR Tech Europe** For publication October 2015

How Important is Analytics in Learning, Talent & HR?



HOW MUCH OF A PRIORITY IS HR ANALYTICS TO YOUR ORGANISATION



POLL #2 – YOUR ANALYTICS BUSINESS DRIVERS

Better identify key talent and enhance talent pipeline

Enable better leadership & management

Better target training and development

Increase consistency of learning and talent processes

Show business impact and strengthen business partnership


Multi


Key Drivers for Analytics

76% Major Driver is to

Enable to be a stronger strategic business partner




KEY DRIVERS FOR ANALYTICS



Optimise Service Quality& Provision



SPECIFIC DRIVERS FOR REGULATED INDUSTRIES

Linking compliance reporting to business activity and quality outcomes

Managing skills and performance across the supply chain

Predictive analysis of future quality

Shifting focus from showing completion to proving competence

Drill-down analysis for Regulators and Partners



HR Analytics Today & Tomorrow



WHERE ARE YOU USING ANALYTICS TODAY?

Pay, compensation, benefits, reward

Recruitment and selection

Goals & performance management

Workforce management

Appraisals management


40-50%


WHERE WILL YOU USE ANALYTICS TOMORROW?

Talent and succession management

Career planning

Workforce planning

Learning and development

Employee retention



WHERE WILL YOU BE USING ANALYTICS?

TODAY + TOMORROW?


FOR EVERYTHING!

80% aim to be using Analytics across all Talent Management

(12 disciplines) – Except Career Planning (only 73%) and Onboarding (only 67%)

A STRETCH GOAL… NOT NECESSARILY A SMART GOAL!!!!


Key Challenges



POLL #3 – YOUR ANALYTICS CHALLENGES

Poor Data Quality

Lack of data integration across HR silos

Low investment in Analytics

Lack of Analytics Skills in HR and Learning

Level of support from vendors


Multi


THE BIGGEST CHALLENGES TO TAKING HR ANALYTICS FORWARD IN YOUR ORGANISATION?



>80% see

Lack of Data Integration across

HR Silos and with

Business Data as

a Challenge



85% SEE

CURRENT SOLUTION AS A

CHALLENGE IN PROGRESSING WITH HR ANALYTICS



LOW INVESTMENT IN ANALYTICS

is a challenge for nearly

80%



Nearly 90% SEE LACK OF SKILLED RESOURCES AS A

CHALLENGE

IN PROGRESSING WITH HR ANALYTICS IN THEIR ORGANISATION



In Summary



IN SUMMARY

Analytics is a key HR agenda item for European businesses (Big Data AND Little Data!)

More than visual presentation – its about shifting focus from reporting activity to showing and predicting business impact

Biggest challenges are HR’s skills to deliver analytics AND quality of underlying data AS WELL AS having the right tools



Passive Reporting




Silo’dAnalytics








Transformational

Small

Data

Big



Fosway GroupEurope’s #1 HR & Learning Analyst


David Wilson, CEO / [email protected] / @dwil23

THANK YOU



ABOUT FOSWAY GROUP

At Fosway Group, we understand that developing and engaging people is how complex global organisations deliver performance and achieve success. Just as every employee’s talent journey is unique, so is every organisation’s people strategy.

Fosway Group’s analyst and advisory services deliver the insights your organisation needs to achieve results and eliminate risk. We know that every aspect of next generation HR and talent are more intertwined than ever. When you work with us, you accelerate your insight and make better decisions.

We’re Europe’s #1 independent HR analyst, and just like the Roman road we draw our name from, you’ll find that we’re unusually direct. We don’t have a vested interest in your technology or consulting choices. You can depend on us to tell you what you need to know to succeed.


CONTACT US

Fosway Group Limited

Purlieus Farmhouse,

Ewen, Cirencester, Glos.

GL7 6BY, UK

Tel: +44 (0)20 7917 1870

Email: [email protected]

Web: www.fosway.com


http://www.fosway.com/

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