Driving Organizational Peak Performance

Transcription

1 Driving Organizational Peak Performance Brad Palmer Infor VP - Healthcare, HCM 1 Copyright 2014 Infor. All rights reserved. This presentation is provided for informational purposes only and does not constitute a commitment in any way. The information, products and services described herein are subject to change at any time without notice.

2 Infor CloudSuite HCM Core HR Talent Management Workforce Management Robust Broadest solution in the market - complete back office platform Single & multi-tenant SaaS Science-driven Socially-enabled Modern UX Industry analytics, benchmarks and dashboards Flexible deployment approach Implementation Accelerators Employee Connect Talent Acquisition Talent Science Learning Management Proven 5,000 customers 50M paychecks monthly 30 million applicants annually 2

3 Tying HCM Together ROI Studies How do HCM products bring value to organizations? Team Dynamics Will people perform well together? Predictive Analytics What pieces of data predict various outcomes across HCM? Engagement How can we make sure people are engaged at work? 3

4 Recent Media Coverage Quote from Google (CHRO): If you could figure out a robust way to assess people s capabilities... and if you could actually assess what makes people perform well you could go a long way to matching people with Jobs And I think over the next five to ten years, someone s going to figure that out. 4

5 Executive Order Behavioral Science 5

6 What is Infor Talent Science? Workforce data Behavioral Insights Infor Talent Science 6

7 Talent Science at the Center 7

8 Performance Profile Creation Process Complete Assessment Incumbents Performance Profile U.S. Patent 8,204,778 U.S. Patent 8,484,072 Performance Data 8

9 Through profiles we can Predict attrition Understand mobile trends Predict Performance Identify turnover trends Predict promotion Increase diversity Predict who will go from temporary to full time Predict better than our competition Decrease theft Identify engagement red flags before hire 9

10 HCM Insights: What do managers need to know? How do I maximize my candidate pool? What actions can I take to ensure people stay engaged? How do I make sure the people I bring in are the right ones? How do my people influence organizational performance? Why is my team struggling? Who is my next leader? 10

11 HCM Insights: What do managers need to know? Recruiting Optimization Hiring Optimization Team Optimization Learning Optimization Competency Framework Engagement and Attrition Performance Improvement Succession Planning 11

12 Best fit nurses drive turnover reduction of 51% Challenges Use objective insights to identify, hire, and retain quality nurses Improve nursing services for patients, patient families, and doctors to help drive better HCAHPS scores Target positions: Nurses in multiple hospital areas Benefits Reduced turnover by 51% among Operating nurses in a comparison of Recommended hires with Not Recommended hires Decreased nursing turnover in the Critical Care area by 45.4% for Recommended nurses vs. the bottom three categories Drove a turnover reduction among Emergency nurses of 44.4% measuring hires Assessed by Talent Science vs. those Not Assessed by Talent Science Profile Healthcare industry Healthcare services company with 40+ hospitals and thousands of employees Medical services include acute hospital care, wellness, chronic care, urgent care, rehabilitation, outpatient surgery, and advanced diagnostics Solution Infor Talent Science Copyright Infor. All Rights Reserved. 12

13 Results 9.3% Higher Sales to Goal average by Recommended hires 28.9% Reduction in involuntary turnover among Recommended hires Turnover reduction Not Recommended by Talent Science 28.9% reduction in involuntary turnover Recommended by Talent Science Study parameters Sample size: 17,849 employees Study period: 2 years Comparison: Recommended by Talent Science vs. Not Recommended by Talent Science With Talent Science, store managers are improving customer service and driving revenues to strengthen the company s leadership position in the retail industry. Copyright Infor. All Rights Reserved. 13

14 Health temps increase conversions to permanent by 115% Challenges Select and invest time only in temporary employees with the behaviors to succeed as permanent associates Get the greatest ROI from the finances and training invested in new permanent associates Maintain a large, high quality candidate pool Target positions: Multiple roles Benefits Assessed temporary workers converted to permanent employment 115% more often than those hired without Talent Science Streamlined the hiring process to accumulate a large, quality candidate pool through using a temp agency Profile Healthcare industry Manages a nationwide network with over 40K associates Delivers a number of leading health benefit solutions Solution Infor Talent Science Copyright Infor. All Rights Reserved. 14

15 Promotion by Recommendation Category Retail Sales Associates 25% 20% 15% 15.75% 16.09% 19.92% 23% increase in promotions* 14.96% 18.42% 10% 10.40% 5% 0% NR+RR RQ+Rec n = 849 n = 2,362 *statistically significant result 15

16 Percent Change in African American Hires after Talent Science Increase diversity N = 51, % Increase Minorities Hired After Talent Science Before Talent Science 16

17 Behavior Impacts Operational Challenges Participants (n = 53,713) Termination due to theft 463% Reduction Full service to Small Footprint Associate Assistant Manager Manager Data Collected Over 5 Years.62% No/Low Fit.11% High Fit 17

18 Talent Science: Applicant Behavior Challenge Applicant social desirability? Method 10 measures of assessment authenticity 750,000 incumbents Passed AA Failed AA * * Results Candidate transparency is important Concurrent assessment of retention predictors 152 additional days of tenure Median Tenure * AA = Authenticity Alert 18

19 HCM ROI 19

20 Learning Management Deliver strategic learning across a local or global enterprise to drive performance and productivity improvements. Full-service Learning Portal Content Management Certification Mobile Learning Social Learning Reporting & Analytics Key Benefits Optimize sharing of global knowledge Meet learning needs of today s workers Ensure alignment with corporate programs and regulatory requirements Measure impact of learning activities 20

21 With LMS we can Increase engagement Reduce turnover Improve knowledge Drive Consistency 21

22 LMS: Training leads to lower turnover 80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% 47% lower turnover in first 3 months* Not Trained with LMS Trained with LMS Month 1 Month 3 Month 6 Month 9 Month 12 Estimated $1,825,500 impact (n = 22,376) *Indicates statistical significance 22

23 LMS: Better course grades lead to lower turnover 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% 49% lower turnover in first 3 months* Month 1 Month 3 Month 6 Month 9 Month (n = 11,384) *Indicates statistical significance 23

24 LMS: More training leads to more profit $6,000 $5,000 $4,000 $3,000 $2,000 $1,000 $0 0% 20% 21% 40% 41% 60% 61% 100% On average, highly trained locations brought in $3, more per month in profit than less trained locations* If highly trained stores didn t train, the client could have lost approximately $211,000 per month. (n = 386) *Indicates statistical significance 24

25 HR Service Delivery Provide personalized HR self-service with fewer resources at lower costs. Employee Self-Service Portal Knowledgebase Case Management Total Rewards Onboarding Offboarding Key Benefits Manage HR activities efficiently Use a customizable portal Mitigate risk and improve compliance Increase employee engagement Offer personalized, relevant information 25

26 With HRSD we can Increase automation Increase resolution efficiency Reduce HR time on issues Allow HR to focus on strategy 26

27 HRSD: Increasing Tier 0 Resolution through software % 95.00% 90.00% 85.00% 80.00% 75.00% from implementation to current (82% to 94%) in open enrollment season year-over-year (78% to 95%) Estimated monthly ROI of $299, % 27

28 ROI and You Ensuring you maximize the benefits of your Infor service 28

29 Maximizing ROI Set a Goal Aim your Solution at the Target Measure Outcomes Advertise Success 29

30 Infor Team Dynamics 30

31 Team Optimization How do I know who will make up the best team? What team will produce the best results? Who is the best manager for this group? When should I schedule different people to best increase team performance? What is Team Dynamics? A tool to visualize current employees and job candidates in new and informative ways. A means to understand potential interactions with others and generate teambased insights. It will provide predictive insights around team potential and likelihood of success. 31

32 What s Next? Team Predictive Analytics Initial predictive studies show that team alignment in personality characteristics predicts over and above individual job fit Retail: The higher the fit score, the higher the performance. The closer the team, the higher the team performance. 32

33 Infor Engage 33

34 Engagement Analytics How do I keep my employees happy and engaged? How do I know who will stay with the organization? How do I use my engagement survey data? What factors cause people to leave? What is Infor Engagement? A tool to gain insight into employee engagement. Combining employee feedback with objective metrics to identify pain points. It will provide predictive insights around employee engagement and business outcomes. 34

35 Brad Palmer VP, Healthcare HCM Eric Mechels Account Executive Talent Science