people analytics - triangle industry liaison group · analytics. what is driving the change from...
TRANSCRIPT
Jeanne J. Holmes, PhDRiskVersity
Measure What Matters
Triangle Industry Liaison Group | September 2019
PEOPLE ANALYTICS
What is driving the
change from
metrics to analytics?
What are the
differences between metrics & analytics?
How can you
transform your
metrics into analytics?
What is Driving the Change?
What is Driving the Change?
• Technology & innovation
• Business analytics
• Cost pressures
Cost Pressures
• More effectively find the skills and expertise needed at the right time for the right price
• Retain star performers more cost effectively• Predict workforce needs• Monetize workforce strategies
What are the differences?
Metrics Analytics
Reactive reporting (descriptive)
Proactive predicting (prescriptive)
Provide information that gives a “status update” for tactics and operations
Provide insight that helps inform decision-making and drive strategy
Provide a standard system of measurement
Provide a systematic computational analysis of data or statistics
Measure single data points Connect multiple data points
State the past and present State the past, present, and predicts the future
Recruiting & Selection
Reactive Reporting
Typical Metrics• HBCUs, HSIs, women-only institutions • Women & minorities candidates• Minority-targeted marketing sources• Women & minority employees
Proactive Predicting
• Capacity & capabilities• Internal and external movement• External forces
Proactive Predicting
• Recruitment yield ratios• Recruitment source pipeline • Relationship between
– Staffing levels/diversity & sales– Recruitment sources and
performance/turnover/ competencies– Future performance and selection tool
scores/candidate characteristics
Retention
Reactive Reporting
• Turnover rates • Promotions• Employee satisfaction• Development activities• Engagement-type activities• Retirement age• Ready-now women and minorities
Proactive Predicting
• Exit risks• Influence of retirement on workforce
capacity and capabilities• Retention-related programs• Future-ready women and minorities• Organizational Network Analysis (ONA)
How do I change a metric into an anlaytic?
Intention vs Reality
Final Thoughts
Focus on predicting and prescribing
Evaluate regularly
Don’t neglect organizational strategy
Start small and go for impact
If possible, hire someone with analytics experience
