Learning and Talent Analytics:

Learning and Talent Analytics: Practical strategies to drive real outcomes David Wilson, CEO / david.wilson@fosway.com / @dwil23 9/21/2015 1

The realities of Analytics in European companies today The business case for Analytics Practical strategies to drive Analytics forward and deliver real benefits Fosway's Analytics research and Maturity Model The challenges and opportunities for Analytics in regulated industries 9/21/2015 2

OPENING QUESTION Analytics and big data have become major topics of interest for HR and Learning over the past couple of years. But for the vast majority of companies, analytics is a major challenge as well as an opportunity. Do companies have the skills and tools to understand and deliver analytics successfully, let alone accurate data to analyse in the first place? 9/21/2015 3

WHAT IS ANALYTICS? The discovery and communication of patterns in data relating to key business processes - E.g. in our case: Learning, Talent and HR processses A mix of statistics, computer analysis and (typically) data visualisation techniques 9/21/2015 4

KEY GOALS FOR ANALYTICS Cross analysis of multi-data sources to show correlation and impact Gaining key business insights from existing information Visual summarisation of key data analysis in an actionable form (e.g. to support decision making) 9/21/2015 5

ANALYTICS vs REPORTING? Reporting is about summarising and presenting data in a structured form, often: - From single processes or relating to specific business entities/activities - As a structured document or output - Sometimes using charts to summarise key data elements Analytics is about complex cross analysis of multiple data sources to present new insights or predictions, often: - Presented as dynamic graphic visualisations Example - Reporting: Top 10 products by revenue, Top sales people by region - Analytics: Key buying behaviours, predicted sales for new products 9/21/2015 6

FOR LEARNING AND TALENT? All Learning and Talent systems have to have reporting capabilities as well as built-in standard reports - E.g. training history, course registration information, training resource utilisation, competence reports, succession planning, - Increasing use of Dashboards and graphical tools to summarise and drill-down into key data elements - Lack of flexibility in reporting is a frequent point of pain for customers Rapid growth in interest and adoption of Analytics tools to link Talent Data to Business Outcomes and Decisions 9/21/2015 7

Fosway Analytics Maturity Model Big Data Small Data Passive Reporting Canned reporting & dashboards Proactive Reporting KPI reporting & dashboards Silo d Analytics Domain specific relationship analytics Integrated Analytics Across HR / Talent domains & business aligned / connected Predictive Analytics Dynamic future scenario modelling Machine Intelligence Automation Dynamic automated data driven decision making & machine action Operational Strategic Transformational 9/21/2015 8

POLL #1 YOUR CURRENT ANALYTICS MATURITY LEVEL? 1. Passive Reporting - Canned reporting & dashboards 2. Proactive Reporting - KPI reporting & dashboards 3. Silo d Analytics - Domain specific relationship analytics 4. Integrated Analytics Across HR / Talent domains & business aligned / connected 5. Predictive Analytics - Dynamic future scenario modelling 6. Machine Intelligence Automation - Dynamic automated Single data driven decision making & machine action 9/21/2015 9

How Important is Analytics in Learning, Talent & HR? Fosway Group - 2015 HR Realities Research with HR Tech Europe* * For publication October 2015 9/21/2015 13

HOW MUCH OF A PRIORITY IS HR ANALYTICS TO YOUR ORGANISATION 9/21/2015 14

POLL #2 YOUR ANALYTICS BUSINESS DRIVERS Multi Better identify key talent and enhance talent pipeline Enable better leadership & management Better target training and development Increase consistency of learning and talent processes Show business impact and strengthen business partnership 9/21/2015 15

Key Drivers for Analytics 76% Major Driver is to Enable to be a stronger strategic business partner 9/21/2015 16

KEY DRIVERS FOR ANALYTICS 9/21/2015 17

KEY DRIVERS FOR ANALYTICS Optimise Service Quality & Provision 9/21/2015 18

KEY DRIVERS FOR ANALYTICS 9/21/2015 19

KEY DRIVERS FOR ANALYTICS 9/21/2015 20

SPECIFIC DRIVERS FOR REGULATED INDUSTRIES Linking compliance reporting to business activity and quality outcomes Managing skills and performance across the supply chain Predictive analysis of future quality Shifting focus from showing completion to proving competence Drill-down analysis for Regulators and Partners 9/21/2015 21

HR Analytics Today & Tomorrow 9/21/2015 22

WHERE ARE YOU USING ANALYTICS TODAY? Pay, compensation, benefits, reward Recruitment and selection Goals & performance management Workforce management Appraisals management 40-50% 9/21/2015 23

WHERE WILL YOU USE ANALYTICS TOMORROW? Talent and succession management Career planning Workforce planning Learning and development Employee retention 9/21/2015 24

WHERE WILL YOU BE USING ANALYTICS? TODAY + TOMORROW? FOR EVERYTHING! A STRETCH GOAL NOT NECESSARILY A SMART GOAL!!!! 80% aim to be using Analytics across all Talent Management (12 disciplines) Except Career Planning (only 73%) and Onboarding (only 67%) 9/21/2015 25

Key Challenges 9/21/2015 26

POLL #3 YOUR ANALYTICS CHALLENGES Poor Data Quality Lack of data integration across HR silos Low investment in Analytics Lack of Analytics Skills in HR and Learning Level of support from vendors Multi 9/21/2015 27

THE BIGGEST CHALLENGES TO TAKING HR ANALYTICS FORWARD IN YOUR ORGANISATION? 9/21/2015 28

>80% see Lack of Data Integration across HR Silos and with Business Data as a Challenge 9/21/2015 29

85% SEE CURRENT SOLUTION AS A CHALLENGE IN PROGRESSING WITH HR ANALYTICS 9/21/2015 30

LOW INVESTMENT IN ANALYTICS is a challenge for nearly 80% 9/21/2015 31

Nearly 90% SEE LACK OF SKILLED RESOURCES AS A CHALLENGE IN PROGRESSING WITH HR ANALYTICS IN THEIR ORGANISATION 9/21/2015 32

In Summary 9/21/2015 33

IN SUMMARY Analytics is a key HR agenda item for European businesses (Big Data AND Little Data!) More than visual presentation its about shifting focus from reporting activity to showing and predicting business impact Biggest challenges are HR s skills to deliver analytics AND quality of underlying data AS WELL AS having the right tools 9/21/2015 34

THANK YOU Fosway Group Europe s #1 HR & Learning Analyst David Wilson, CEO / david.wilson@fosway.com / @dwil23 9/21/2015 36

ABOUT FOSWAY GROUP At Fosway Group, we understand that developing and engaging people is how complex global organisations deliver performance and achieve success. Just as every employee s talent journey is unique, so is every organisation s people strategy. Fosway Group s analyst and advisory services deliver the insights your organisation needs to achieve results and eliminate risk. We know that every aspect of next generation HR and talent are more intertwined than ever. When you work with us, you accelerate your insight and make better decisions. We re Europe s #1 independent HR analyst, and just like the Roman road we draw our name from, you ll find that we re unusually direct. We don t have a vested interest in your technology or consulting choices. You can depend on us to tell you what you need to know to succeed. CONTACT US Fosway Group Limited Purlieus Farmhouse, Ewen, Cirencester, Glos. GL7 6BY, UK Tel: +44 (0)20 7917 1870 Email: info@fosway.com Web: www.fosway.com 9/21/2015 37