IBM Kenexa Talent Insights

Transcription

1 IBM Kenexa Talent Insights

2 A rich source of analytics capabilities from IBM s investment 2

3 Driving business performance Cognitive Integrated Predictive Prescriptive Descriptive 3

4 How do you get insights into your workforce? What s our retention profile? Are we filling job openings as fast as we need to? Where should we invest recruiting budget? What is our cost of attrition? Do we have the right talent needed to grow the business? How many people have we hired in the last 3 months and from what source? 4

5 Getting answers has typically involved multiple steps and people Data Access HR Analyst Reporting Data Preparation IT Collaboration Analysis HR Professionals Validation Data Scientists and Statisticians 5

6 And its rarely been a straightforward process. HR Analyst IT Data Access Reporting Data Preparation Collaboration Validation Analysis HR Professional Data Scientists and Statisticians 6

7 IBM Kenexa Talent Insights can help Highlights Instant access to talent analytics for entire HR Organisation Easy-to-consume visual results speed time to decision Natural language capability makes it simple to explore data Guided data discovery helps you discover hidden relationships Coming. Predict : find predictive insights hidden in your data. Learn what drives each behaviour and outcome take your next steps with confidence Assemble : Create interactive dashboards to monitor key details, and infographics that tell persuasive stories. 7

8 Working with Talent Insights You can explore and analyze your data by interacting with Watson or by starting with the questions that are provided. Each question opens a visualization in IBM Watson Analytics that you can explore further. Click an existing question for an instant visualisation Simply ask Watson a question, and get an answer in seconds! 8

9 A game changing solution Get answers to your talent questions faster than ever before IBM Kenexa Talent Insights delivers a completely different experience for HR professionals, in the way they interact with and perform talent data analysis. HR can quickly uncover insights to answer their talent questions in real-time, without the need for customized IT systems. Questions such as: How many people have we hired in the last three months and from what source? What is the number of high-risk employees by location? What is the most common reason for a candidate rejecting an offer? Watson will suggest the most appropriate visualisation and data set based on the question asked. 9

10 Uncover new patterns in talent data Kenexa Talent Insights automatically identifies and reveals hidden patterns and relationships in talent data and suggests a set of potential additional areas to explore. This helps HR discover underlying issues they might not have known before and get to their root causes. You don t know what you don t know let Watson help by finding additional areas for you to explore.. 10

11 Choose from 10 visualisations Results are surfaced in easy to consume visualisations, suggested by Watson, or selected by the user. Only visualisations appropriate to the question asked and the data utilised will be available. 11

12 Choose from 10 visualisations 12

13 Calculations, Data grouping & Hierarchies In seconds, expand upon your existing data to create new data elements or hierarchies not present in your source systems. 13

14 Merge data files for Integrated Insights When asked a question, Talent Insights will evaluate whether, by joining together two different data files, the question can be answered. Talent Insights will then recommend the best way to join the data files. 14

15 Share findings Create a PowerPoint presentation of your findings to support your business decisions. 15

16 EXAMPLE : RECRUITMENT & PERFORMANCE Understand the source of your best performing and mostly highly engaged employees Smarter Workforce 1. Ask question what is the source of our employees Looking at recruitment data alone, referrals & twitter seem to be best source of candidates 2. But are they the best performers adding in performance rating we can see lots of 1/2 ratings (high) for this group but also lots of 3/4 ratings (low) 3. What about these performance ratings as a percentage of overall hires? Switch chart to % stacked chart. A much higher % of Rehires are top performers and ALL are high performers. This is a better source of hire 4. Perhaps focussing recruitment on an alumni population would source better hires. What about engagement? Switch Performance Rating to engagement and group into engagement bands. Rehires are also very highly engaged 5. Is this relationship between engagement and performance prevalent across the entire organisation? Ask question : show relationship between performance and engagement by band 6. Grade 7 seems to be an anomaly with low engagement and high performance. Drill into this to see if this is consistent in all geographies. Lots of variation across the different countries 16

17 EXAMPLE : Diversity & Inclusion Understand the diversity of your workforce and draw insights around Smarter Workforce gender, age and salary 1. Ask question show employees by country. 2. Find out gender split by asking how many employees by job title and gender. 3. Switch visualisation to % bar chart to see % split across major job families. Can see there are more males in every job family. 4. Click job title and switch to age, then create an age banding to see gender split across age band. 5. Click employees and change to salary, then change visualisation to line chart now see that young females are paid less, then by age they are paid more, but as the age increases beyond 44 they are paid significantly less. 6. Is this across all grades? Quickly apply filter for high-level grades to see gender pay differential is even more pronounced in senior roles. 17

18 EXAMPLE : ATTRITION Understand the attrition rates of your workforce and draw insights around function, tenure & gender Smarter Workforce 1. Ask question show leavers by country. See spikes in Mexico and USA 2. Drill Into Mexico by Function. Within Mexico we see high levels of attrition in Administration, General Management and HR Admin 3. Filter to these 3 Functions for a clearer picture of attrition within them 4. Now analyse data for Mexico, for the 3 Functions, by Tenure. Within these 3 functions in Mexico, there appears to be a high level of leavers in the first 5 ears of employment 4. Group Tenure into 3 bands (< 5yrs, 5-10yrs and 10+yrs) to more clearly see if this is really the case. There is definitely high attrition in < 5yrs of service 5. Is this the case for both males and females? Drill into high attrition tenure band (<5 yrs) by Gender. More males than females are leaving within 5 yrs 18

19 COMING END 2015 : Predict With IBM Kenexa Talent Insights, we re giving HR professionals the capability to explore and find insight in their data, taking the first step in really knowing their workforce, but that s only the beginning. As part of the Watson Analytics platform, we ll soon be introducing even more innovative tools that help HR professionals build predictive models for understanding and quantifying the factors that influence HR outcomes like attrition, engagement and performance. When running a prediction, Watson Analytics runs thousands of algorithms to find the right model and likely predictors of the chosen HR Factors. Watson will determine individual or a combination of factors most like to predict the chosen HR Outcome. 19

20 EXAMPLE : PREDICT Analyse those individual that have left Metro to gain insight into the predictors of attrition Smarter Workforce Using PREDICT you can build predictive models for understanding and quantifying the factors that influence HR outcomes like attrition, engagement and performance. Word tree identifies 11 predictors of attrition Watson determines individual or combinations of factors most like to predict attrition 20 By building a combination model, we identify all those factors that are predictors or attrition. Different views are available including word tree.

21 Have confidence in your data Watson will review your data looking for missing or constant values, outliers, imbalance and other anomalies, providing an overall quality score. 21

22 PREDICT : DECISION TREE Using the appropriate statistical model, Watson can identify particular paths/combinations of factors that are key predictors of your key HR Outcomes (in this case attrition), allowing you to take informed business decisions with confidence decision rules are identified, with the 1st rule showing the path with the highest predictability of the Outcome analysed (in this case, Tenure and Monthly income). Other predictors such as Function and Years with Manager are also included

23 ASSEMBLE : CREAT INTERACTIVE DASHBOARDS Using Smarter natural Workforce language questions, drag and drop visuaisations to the dashboard, or use a visualisation wizard. 23

24 ASSEMBLE Use an infographic approach to make the dashboards impactful and appealing 24

25 Client Examples Financial Services 5,300 Canada Financial Services 800 US Consulting 100,000 Global Oil & Gas 50,000 UAE Retail 210,000 Canada 25