how human resources processes are improved by advanced analytics and big data

Improving HR Processes

with Advanced Analytics

and Big Data

# DDY-1066

MILMAN Jacques

PINEL Annabelle

Tuesday 27 October

2 Copyright © Capgemini 2015. All Rights Reserved

Improving HR Processes with Advanced Analytics and Big Data | # DDY-1066 | Tuesday, 29-October

resources

BIG DATA for HR – A new trend but it will deeply change its way of operating

Reduce costs

optimize

optimize

sourcing

take advantage of social networks

Structured and unstructured data

Way of management increase the ability to decide

performances

BIG DATA

quickly more

Optimize assignment of

Employees

mobility of

Real time

Reduce costs

Transversal view

Take advantage of big data

Reduce costs

optimize production capabilities

capacity

Recruitment

Improve Detect

new

Mastering human reaction

talents

Find new sources of profitability

Manage enterprise mobility

Gain in speed against competitors

Speed of action

Manage, overcome difficulties

Manage multitude of data

control

Improve reactivity

Improve reactivity

Develop transversal view

rationalize, simplify, take advantage

Improve efficiency

Process high volume of data

Anticipate resignations



Summary – Capgemini People Analytics

Matching vs. Search:

• Use cases presentation

• Illustration of the use cases within the tool

Skills mapping: Data Visualization

Predicting high potential employees

• Use case presentation

• Detection of profiles and career path

• Skills management

How to combine business needs and market

expertise, in real time and with a Next-gen accuracy?



Two main objectives

Mobility of

employees

(staffing)

Hiring

1

2



Use Cases

1st Use Case

When an employee is available within the company:

where can I assign this employee?

2nd Use Case

When someone is available outside the company:

does this profile fit a company need?

3rd Use Case

Identification of a need in a firm: who can I place on this

need, internally or by hiring?

Searching for perfect correspondence between supply and demand

360° view of skills in the company and on the market

To be the first one to approach the right resources available on the market

Time saving and better targeting

The goals

Big

Data



Digital HR Management Solution

Digital HR Management Solution

+

Integration Analysis engine Visualization



Innovative Solution

New approach different from HR market solutions:

Matching approach between supply (CV in text format, profile information from professional

social networks) and demand (positions and missions descriptions)

Avoid bias of (human) synthesis and interpretation of unstructured data. Keywords

are unnecessary.

Automatically contextualize: matches with geography, travel time, industry, profession,…

1. Contextualized Text Analytics



Innovative Solution

CVs and

job posts

Document matrix in vector

space

Document comparison

(Cosine Distance)

Matching CVs and

job posts

Customized linguistic

pre-processing

Corpus Bag of

words



Architecture and Component Requirements

HDFS

Store

AppBuilder

Analytical

Processing

Clean &

Transform

Watson Explorer

Enterprise

IS

Availability

Data

HR Data

Supply

and Demand

Repository

BigInsights

WEX Engine

Data Indexing

Data Conversion

Vis

ua

liza

tio

n U

I

Big SQL

Illustration



A new post – Information Security Manager

Créer, publier et maintenir la politique et les

directives de sécurité de l’information.

Fournir l’architecture globale des

implémentations de la sécurité de

l’information.

1er Oscar M. 2e Paul G. 3e Emmanuel W.

5e Eric G. 4e Hassan K.

Good match: algo & RM

Good match: algo

Average match

Data visualization –

Map the skills of my employees

Predictive Analytics



1st Detect high-potential and key profiles in the company

Extract a « typical path » of high-potential

Use case presentation

2nd Determine levers allowing an employee to reach a high-

potential or key people level: propose recommendation of the

points of improvement

How to anticipate the appearance of high-potential

profiles in the company?

Can we foresee the lever to increase this potential?



Which data can we use?

Data relative to the education and to the career of the employee

Data potentially exploitable:

• CV

• Job description

• training and education description, assignments

• career path in the company

• business repository of the company

• annual interview

• …



Data source: CV

From qualitative data

1st use case

High-Potential and Fast Track detection



Extract of employee career path in the company and detection of fast tracks:

From qualitative data

5

4

3

2

1 Business repository creation

hierarchical organization of the Repository

Extraction of career path for each employee

Extraction of typical employee career path

Detection of fast tracks and career analysis of the high-potential

DEMONSTRATION from qualitative data

2nd use case

Management of skills and recommendation



Mapping(Cartography) of the skills in the company and Recommendation of trainings for

every employee:

What are the current concrete objectives?

4

3

2

1 Creation of skills repository

Identification of the skills of each employee

Identification of the skills used today and looked for

Recommendation of skill training, taking into account the employee history as well as

the importance of the skills

DEMONSTRATION

Management of skills and recommendation



Contacts

Annabelle PINEL Jacques MILMAN

Sales - Responsible for the solution

business development

Lead Solution Architect

Insights & Data | Capgemini Application

Services | France

[email protected]

+33 6 81 81 11 98

IBM Analytics | Executive Architect France

[email protected]

+33 6 75 09 58 30

mailto:[email protected]

mailto:[email protected]



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