HR Analytics - From Insights to Intelligence: The Future of Human Capital Management Vilaiporn Taweelappontong

Transcription

1 HR Analytics - From Insights to Intelligence: The Future of Human Capital Management Vilaiporn Taweelappontong

2 HR is once again being challenged to deliver the skills and analytics insight for the business needs of the future, as businesses look for growth in a digitally disrupted world 1 Macro insights 2 HR Analytics 3 Recommendations 2

3 1 Macro insights CEO & HRIT Survey Results What drives Workforce Analytics 3

4 A Journey to

5 A Journey to

6 Digital Migrants, Digital Natives Digital Migrants Digital Natives Adopt technologies Prefer to talk in person Rely on news sites for info Passive Grow up with technologies Always on Multi-task Very social 6

7 Millennials traits are posing challenges and opportunities to the future of workplace Ambitious & Optimistic Less Loyal Work/ Life Balance is a Priority Powered by Technology Expect rapid progression, a varied and interesting career, and constant feedback Millennials think they will have multiple jobs and wanting to be job hoppers Work/life balance is very important, however has not met up to the millennials expectation Millennials expect the technology that empower their personal lives to also drive communication and innovation in the workplace 7

8 What are Leaders asking for? 8

9 The future of the HRBP Analytics and business insight HRBP roles have traditionally had a transactional element, however they are evolving into a wider, broader role encompassing the following key aspects Home Work with management teams to formulate unique business and HR strategies Technical HR Knowledge Interpret data and use data to gain business insights. Analytic and financial skills Consulting Bring to strategy discussions personal visions for the future of the business. Increase knowledge of critical external realities External Market Insight Business Competence Relationship Building Know the business in detail, what is important to business leaders their problems and issues Know who supports and can deliver change 9

10 Key technology trends The top emerging technologies to watch now, through Megatrends in HR technology: SaaS/Cloud Digital experience, mobile, social Big data and analytics Please select the answer that best describes the impact you expect the technologies in the categories below to have on your firm Mobile applications 42% 50% Mobile platforms (ios, Android, Blackberry, HTML5, etc.) Big-data platform for real-time analytics Cloud-based or as-a-service application platforms Infrastructure-as-a-service, including public, private, and hybrid cloud Business event processing and rules platforms Big-data platforms for batch analytics Customer intelligence and analytics platforms Collaboration and social platforms With external parties Sensor systems and smart computing (M2M, device clouds, smart meters, RFID, embedded IPs) Business intelligence (reporting, visualisation, and analytics) 38% 32% 31% 26% 24% 24% 22% 21% 19% 18% Enterprise search and semantic platforms 17% Revolutionary Base: 216 enterprise architects Source: Global state of enterprise architecture online survey 29% 47% 37% 49% 50% 49% 44% 57% 55% 63% 50% Evolutionary 10

11 Trends in HR Analytics Demand for workforce analytics becoming more strategic. Technology solutions are allowing greater analytic functionalities. Over 85% of organizations are using employee surveys to understand workforce attitudes. Increasing demand for leading (predictive) metrics. Deeper investments in workforce intelligence, with respect to both tools and people. More fact based and evidenced based insight. 11

12 2 HR Analytics Analytics Maturity Scale Analytics Journey HR Predictive Analytics 12

13 Issues organisations face? We do not have confidence in our data and HRIS which hinders decision making We are lacking the right mix of people and talent to achieve our desired level of revenue growth We are struggling to understand how well our values are embedded and demonstrated by our employees How do we provide clear, useful people insights to the business? 13

14 Moving from HRIS to Predictive Analytics How long has Annie been with us? What promotion did Annie get over past 3 years? How many hours did Annie work last year? Where does Annie live? How long is the commute? How many sales left us last year? How many training hours did we invest in our team? Who are the high performing staffs? How long will Annie stay with us? How are the best incentives to get Annie to stay with us? What s the appropriate salary to motivate Annie to stay long? What criterias will impact Annie s retention? Which sales personnel are most likely to leave? Which training programs are most likely to improve effectiveness of our team? Which staffs are likely to become high performers? 14

15 Workforce Analytics Maturity Curve 15

16 Predictive Analytics in Workforce Management 16

17 Predictive Analytics 17

18 Predictive analytics routinely faces these common challenges 18

19 Predictive modeling is not about having the most data, it s about testing the right hypotheses framework with relevant historic data 19

20 Case Example Predicting Flight Risk 20

21 3 Recommendations Building HR Analytics capability 21

22 HR Technologies 22

23 Contact details Vilaiporn Taweelappontong Office: