reporting and analytics to drive successful leadership & talent management
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Analytics: Driving Successful Talent ManagementTalent Leaders Connect, Dublin: June 9, 2016
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Typical HR Strategic Challenges
How do we measure the impact of HR decisions on business performance?
Am I hiring, retaining, developing, rewarding, Motivating, managing
talent well?
How do we tell the difference between what is measured and
what is important?
How do people create value and how do we measure the
value creation process?
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There is a lack of consistency with which human capital data is collected, analysed or reported. Despite a significant body of research and government initiatives….which all point to the need for better insight and reporting, there remains a real gap.Valuing Your Talent, CIPD, 2014
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The Evidence for Human Capital Analytics
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37%78%
Source: CIPD HR Outlook 2015-16
14%49%
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What About the Small Data?
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Traditional Reporting: Disadvantages
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Traditional Reporting: Disadvantages
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Traditional Reporting: Disadvantages
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Traditional Reporting: Disadvantages
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HR Analytics Maturity
Balanced Scorecard View
Efficiency, effectiveness
Basic statistics
Dashboard, Scorecard &
Predictive Analysis Analytical Reporting
& Business Intelligence
Management Reporting
Operational Reporting
Infrastructure & Data Management Data
43210
Value Creation
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Obstacles
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What Integration Means to Talent Management
•One organisational structure •One set of employee master data•One technology environment•One competency catalogue 1One set of consolidated analytics to plan, measure, and link strategies with business
outcomes
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Top Talent Analytics
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Forbes.com
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How can HR support the business?
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The Secret of Talent Analytics…..
What are the biggest challenges facing our business in the next 3-5 years?
What data do we need to develop and support these initiatives?
Don’t start with data!
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Far better an approximate answer to the right question (which is often
vague), than an exact answer to the wrong question (which can
always be made precise).
John Tukey, Mathematician, 1962
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