mastering your hr analytics

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Page 1: Mastering your HR Analytics
Page 2: Mastering your HR Analytics

Who are we ?

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Karistem Corporate Consulting (KCC) is a consulting firm in strategy, transformation and operational excellence.

                                            • Since 2004, KCC has outlined and implemented large transformation projects for

Senior Management aiming to improve competitiveness in their core business and/or to align support functions with the strategy of their business.

• The KCC method is orientated towards results and puts the human at the heart of each transformation. KCC is engaged in the involvement and appropriation of changes by the greatest number and in rapid, major and sustainable results.

• These companies have put their trust into KCC : Alstom, Areva, ASML, Bouygues, BPCE, DCNS, GDF-Suez, Pearson, Safran, Saint-Gobain, Sanofi, Société Générale, Technip, Thales, Total, Transdev…

STRATEGY TRANSFORMATIONOPERATIONAL EXCELLENCE

Page 3: Mastering your HR Analytics

In recent years, HR Data Analytics has developed rapidly…

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Did you know that a study* of 480 companies showed that those who invested in HR Data Analytics are …

more respected by their business counterparts for their data-driven

decisions

experiencing higher stock market price

more likely to have high-impacting recruiting solutions

30% 2 x4 x

*Study from Bersin 2013

Why HR Analytics ?

• Because your workforce has a large impact on company revenue, but organizations have little understanding on what drives people’s performance

• Because Big Data technologies can now analyse mountains of structured and unstructured data to answer important questions regarding HR drivers for performance (workforce productivity, the impact of training programs, predictors of workforce attrition, criteria to identify potential leaders…)

WHAT IS HR ANALYTICS

Page 4: Mastering your HR Analytics

How can I use HR Data Analytics to

develop my service offering ?

Is my HR function ready for the

transition towards data?

What skills and tools do I need to improve

my HR Data Analytics?

How do I get my team on board to

embrace Data Analytics?

How reliable is my HR Data? And how

do I clean it?

How can I get the EXCOM to invest in HR Data Analytics?

… leading to many questions asked by HR Directors

WHAT IS HR ANALYTICS

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Page 5: Mastering your HR Analytics

A timeline overview of HR Data Analytics

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SOCIAL & BEHAVIORAL BIG DATA1

According to IBM1, Big Data can be defined by :

• The volume with large Data sets that can not be handled by traditional software

• The velocity to run analysis of streaming Data

• The variety of the Data

• The veracity, with uncertainty of Data accuracy

1 : CEB model, From Workforce Reporting to Impactful Talent Analytics2 : The FOUR V’s of Big Data, IBM, 2014

TALENT MANAGEMENT DATA1

All Data needed to support processes to recruit, retain, develop and reward the required people for an organization

• Performance Data

• Workforce and career planning Data 

ADMIN AND COMPLIANCE DATA1

All Data needed to support administrative HR processes such as :

• Company admission

• State & Benefits registration

• Salary payment

• Personal Data• Organization/localization Data• Payroll Data

• Personal Data• Organization/localization Data• Job Data• Payroll Data

• Job Data• Competencies Data• Objectives Data• Performance appraisal Data• People Review Data• Engagement survey Data• Learning and development Data• Career and succession planning

• Personal Data• Organization/localization Data• Job Data• Payroll Data

• Job Data• Competencies Data• Objectives Data• Performance appraisal Data• People Review Data• Engagement survey Data• Learning and development Data• Career and succession planning

• Employee skills• Employee career history and experience

abroad• Employee Education• Internal indicators• Behavioral Data• Professional Social Network Data

1

3

2

1980 2000 20101990

1.101

Data per Employee (estimated Order of Magnitude)

1.102

Data per Employee(estimated Order of Magnitude)

1.103

Data per Employee(estimated Order of Magnitude)

WHAT IS HR ANALYTICS

Page 6: Mastering your HR Analytics

HR analytics is at the center of numerous HR concerns about Business, People, Systems and External Stakeholders

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People

Externalstakeholders Systems

Business

Workforce ROI management

Decisions &

Productivity

Reliability

Engagement

Compliance

StrategicWorkforce planning

Behavior predictions

Engagement levers

Talent ManagementProcess & tools

enhancement

Data quality

Innovative solutions to Generate and exploit Data

HR control

External reportComplexity (CSR)

Business decisions& risk management

Attrition prediction

Trainingimpact

Workforceproductivity

Identification ofPotential leaders

Finance andLegal KPIs

HR Analytics

HR analytics mapping by KARISTEM

Referentialquality

WHAT IS HR ANALYTICS

Page 7: Mastering your HR Analytics

Traveling the HR Analytics journey will help the HR function to meet five big challenges it is currently facing

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1) Understanding the present and future role of HR

2) Improving the overall AnalyticMaturity of the organization

4) Defining the most suitable HRIS solution

5) Making the HR organization ready

for data

3) Driving better the business decisions with HR Analysis

Assessment phase Implementation phaseDesign phase

KARISTEM helps the HR function to tackle the coming challenges :

KARISTEM HELPS COMPANIES MASTERING THEIR HR ANALYTICS

Page 8: Mastering your HR Analytics

KARISTEM

Corporate Consulting

T: +33.149.109.340 F: [email protected]

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Was this helpful ? Please let us know at [email protected] !

Elie [email protected]

Mayline [email protected]

Contacts :

www.karistem.com