SlideShare ist ein Scribd-Unternehmen logo
1 von 45
Downloaden Sie, um offline zu lesen
#WFwebinar
The presentation will begin at the top of the hour.
A dial in number will not be provided.
Listen to today’s webinar using your computer’s
speakers or headphones.
Welcome to the webinar!
#WFwebinar
	
   	
  
	
  	
  
Tools You Can Use
Audio Control
–  A dial in number will not be provided.
–  Adjust the volume by sliding the
indicator in the Media Player box to the
right.
–  Also check your computer’s volume for
external speakers or headsets.
#WFwebinar
Tools	
  You	
  Can	
  Use	
  
Speaker Bios
Resources
Media Player
Q&A
Slides
Twitter
Help
Post Event
EvaluationShare This
Group Chat
HRCI & SHRM
WF Webinars
#WFwebinar
Tools You Can Use
Q&A and Live Group Chat
–  Enter your first name and initial
and join the live discussion with
other webinar attendees
–  Enter technical or content-
related questions into the Q&A
box
–  Type your question in the space
at the bottom.
–  Click “Submit.”
	
   	
  
	
  	
  
Q&A
Group Chat
#WFwebinar
	
   	
  
	
  	
  
Tools You Can Use
Twitter
-  Click “Post” in the Twitter widget.
#WFwebinar
@WorkforceNews
#WFwebinar
	
   	
  
	
  	
  
1. May I receive a copy of the slides?
YES! Click on the resource list located on the top right
portion of your screen.
2. May I review the webinar recording at a later date?
YES! You may log in again using today’s link to review the
presentation on-demand.
3. Is this webinar HRCI or SHRM certified?
YES! The HRCI and SHRM certification codes will appear
in the box to the right of the slides after the required
watch-time has elapsed.
Frequently	
  Asked	
  Ques6ons	
  
#WFwebinar
	
   	
  
	
  	
  
Sarah	
  Sipek	
  
Associate	
  Editor	
  
Workforce	
  magazine	
  
Workforce	
  Intelligence:	
  How	
  HR	
  Can	
  
Make	
  Data-­‐Driven	
  Decisions	
  That	
  Move	
  
the	
  Needle	
  for	
  Business	
  
#WFwebinar
	
   	
  
	
  	
  
Ian	
  Cook	
   	
  	
  
Director,	
  Product	
  Management	
  
Visier	
  
Workforce	
  Intelligence:	
  How	
  HR	
  Can	
  
Make	
  Data-­‐Driven	
  Decisions	
  That	
  Move	
  
the	
  Needle	
  for	
  Business	
  
Workforce  Intelligence:  
How  HR  Can  Make  Data-­‐Driven  Decisions  that  
Move  the  Needle  for  the  Business
Ian	
  Cook,	
  Director,	
  Product	
  Management,	
  Visier	
  
April	
  2016	
  
Visier  is  how  the  best  brands  
achieve  the  best  business  
outcomes
Agenda
•  What	
  is	
  driving	
  the	
  dataficaEon	
  of	
  HR?	
  
•  Why	
  is	
  data-­‐driven	
  HR	
  stuck	
  in	
  neutral?	
  
•  How	
  can	
  HR	
  move	
  the	
  needle?	
  
•  How	
  can	
  I	
  start?	
  
What  is  driving  the  
dataficaEon  of  HR?
BeGer  analyEcs,  even  beGer  results
“Our research demonstrates that the journey to a mature analytics function
may not be easy, but it does pay off in better talent outcomes and efficiency
gains. In financial terms, the stock prices of these organizations outpaced
the S&P 500 by 30 percent, on average, over the last three years.”
“… we found little differences between Top Performers and all others,
leading us to recognize that the effect of HR technologies for Top
Performers as a competitive advantage has minimized…
Quantified Organizations, through their HR practices and technology
adoption, they support an environment of data-driven decision making.
Quantified Organizations have 79% greater ROE (return on equity)
than the Not Quantified Organizations.”
ExpectaEons  for  HR  has  changed
301	
  execuEves	
  from	
  companies	
  with	
  $1B	
  or	
  
more	
  in	
  revenue	
  from	
  across	
  America—
represenEng	
  a	
  wide	
  range	
  of	
  industries—took	
  
the	
  survey	
  conducted	
  on	
  Visier’s	
  behalf	
  by	
  
Harris	
  Poll	
  in	
  February	
  2015.	
  	
  
80%	
  say	
  their	
  company	
  
cannot	
  succeed	
  without	
  an	
  
asserEve,	
  data-­‐driven	
  CHRO,	
  
who	
  takes	
  a	
  strong	
  stance	
  on	
  
talent	
  issues	
  and	
  uses	
  relevant	
  
facts	
  to	
  deliver	
  an	
  informed	
  
point	
  of	
  view	
  
78%	
  say	
  their	
  company	
  
cannot	
  succeed	
  without	
  a	
  
CHRO	
  who	
  takes	
  on	
  
responsibility	
  for	
  contribuEng	
  
directly	
  to	
  business	
  
performance	
  
Why  is  data-­‐driven  HR  
stuck  in  neutral?
So  much  data,  so  liGle  insight
The  path  to  workforce  intelligence  maturity
Reactive Standardized Focused Strategic
Workforce Intelligence Maturity à
BusinessValue
Respond to
data requests
Improve HR
processes
Align HR with
the business
Drive business
outcomes
©	
  Visier	
  2015	
  
Reactive Standardized Focused Strategic
Organizational
Focus
Goal	
   Respond	
  to	
  people	
  
data	
  requests	
  
Improve	
  HR	
  
processes	
  
Align	
  HR	
  with	
  the	
  
business	
  
Drive	
  business	
  
outcomes	
  
Reach	
  in	
  users	
   Analysts	
  &	
  
planners	
  
Plus	
  HR	
  &	
  ExecuEve	
  
Leadership	
  
Plus	
  all	
  business	
  
leaders	
  
Plus	
  all	
  people	
  
managers	
  
Frequency	
  of	
  
use	
  
One	
  off	
   Monthly	
  reports	
  &	
  
annual	
  plans	
  
Plus	
  self-­‐service	
  
analyEcs	
  &	
  monthly	
  
plans	
  	
  
Plus	
  real-­‐Eme	
  
analyEcs,	
  conEnuous	
  
planning,	
  &	
  
forecasEng	
  
Functional
Capabilities
Technology	
   Spreadsheets	
   Spreadsheets	
  &	
  
dashboards	
  
Business-­‐specific	
  
analyEcs,	
  what	
  if	
  
scenarios,	
  &	
  
collaboraEon	
  
Plus	
  predicEve	
  
analyEcs	
  &	
  
workforce	
  modeling	
  
Content	
  
Standardiza6on	
  
None	
   Basic	
  key	
  HR	
  metrics	
  
&	
  headcount-­‐only	
  
planning	
  
Plus	
  metrics	
  &	
  
analyEcs	
  across	
  all	
  
HR	
  topics,	
  &	
  cost-­‐
driven	
  planning	
  
Plus	
  workforce	
  
modeling	
  &	
  
connecEng	
  to	
  
business	
  outcomes	
  	
  
Visualiza6ons	
   Basic	
  staEc	
  charts	
   Basic	
  to	
  
intermediate	
  staEc	
  
charts	
  
InteracEve,	
  purpose-­‐
built	
  visualizaEons	
  
Advanced	
  
interacEve,	
  purpose-­‐
built	
  visualizaEons	
  
Data
Management
Scope	
   Single	
  system	
  (e.g.	
  
HRMS)	
  
Limited	
  linkage	
  
between	
  a	
  few	
  
systems	
  (e.g.	
  HRMS	
  
&	
  Payroll)	
  
MulE-­‐system	
  
integraEon	
  (e.g.	
  all	
  
HR	
  systems	
  +	
  
benchmarks)	
  
Plus	
  Big	
  Data	
  (e.g.	
  
business	
  systems)	
  
Effort	
   Manual	
  (new	
  each	
  
Eme)	
  
Manual	
  to	
  create	
  &	
  
update	
  
Automated	
  &	
  single	
  source	
  of	
  the	
  truth	
  
1.  ReacEve	
  –	
  we	
  mostly	
  respond	
  to	
  data	
  requests.	
  Rely	
  heavily	
  
on	
  spreadsheets,	
  and	
  don’t	
  connect	
  data	
  from	
  mulEple	
  
systems.	
  
2.  Standardized	
  –	
  standard	
  reports	
  for	
  HR	
  &	
  business.	
  
Connect	
  mulEple	
  HR	
  systems.	
  Core	
  metrics	
  defined.	
  
3.  Focused	
  –	
  All	
  business	
  users	
  have	
  self-­‐service	
  analysis.	
  
What-­‐if	
  analysis.	
  All	
  HR	
  data	
  systems	
  connected.	
  	
  
4.  Strategic	
  –	
  What	
  happened,	
  to	
  what	
  we	
  expect	
  to	
  
happen	
  -­‐	
  predicEons	
  and	
  projecEons.	
  External	
  &	
  
business	
  data.	
  	
  
POLL	
  QUESTION:	
  Where	
  is	
  your	
  organizaEon?	
  
The  path  to  workforce  intelligence  maturity
Reactive Standardized Focused Strategic
Workforce Intelligence Maturity à
BusinessValue
Respond to
data requests
Improve HR
processes
Align HR with
the business
Drive business
outcomes
56% 30% 10% 4%
5% 10% 30% 55%
Current Capability:
Desired Capability:
(within 2 yrs)
HR’s  readiness  to  take  on  talent  challenges:  
AnalyEcs  one  of  the  biggest  gaps
Culture and engagement
Learning & development
Diversity & inclusion
Talent acquisition
22%
28%
30%
31%
31%
32%
37%
38%
40%
41%
Reskilling HR
Leadership gaps
Performance management
HR Technologies
Workforce capabilities
Talent analytics
But only 22%
say they are
“ready” to
effectively leverage
talent analytics
75% of
organizations say
that talent
analytics is
important
Source:	
  Global	
  Human	
  Capital	
  
Trends	
  Study	
  2015,	
  DeloiBe	
  
LimitaEons  with  tradiEonal  approaches
Bad  data

•  Disconnected  data  
silos
•  Inconsistent,  non-­‐
standard  data  and  
metrics
•  All  past,  no  future
Costly,  complex,  &  constrained  capabiliEes
Limited  insights

•  PrimiEve  reporEng  –  
how  many,  not  why  or  
what  next
•  Lack  of  collaboraEon  
and  sharing
•  Built  for  expert  users
High  risk

•  Dependency  on  IT  and  
costly  consultants
•  Lengthy  development  
and  deployment
•  Expensive,  with  
ongoing  hidden  costs
How  can  HR  move  the  needle?
“We  believe  that  the  next  step  in  HR  is  to  
focus  on  HR  from  the  Outside  In.    In  this  
view,  strategy  is  a  window  through  which  
HR  professionals  align  their  work  to  forces  
and  stakeholders  outside  their  
organizaEon.”
 
Dave  Ulrich
Connect  workforce  insights  to  business  results
Workforce  Intelligence
Use  workforce  intelligence  to  answer…
WHAT?
 SO  WHAT?
 NOW  WHAT?
What  are  the  most  
urgent  business  
implicaEons?
What  should  we  do  
differently  to  drive  
business  outcomes,  
and  is  it  working?
What  is  going  on  in  
the  workforce  and  
why?
How  can  I  start?
Answer  just  three  quesEons
WHAT?
 SO  WHAT?
 NOW  WHAT?
How  does  this  
impact  our  
business?  Does  it  
maGer?
What  do  we  do,  and  
how  do  we  know  we  
are  being  successful?
Analyze  the  situaEon  
to  understand  what  
has  happened?
RetenEon
WHAT?
 SO  WHAT?
 NOW  WHAT?
How  does  it  
impact  customer  
saEsfacEon?
How  can  we  improve  
retenEon  of  top  
performers?
What  is  our  
retenEon  rate  for  
top  performers?
•  Discover	
  what	
  drives	
  resignaEons	
  to	
  create	
  programs	
  to	
  increase	
  
retenEon	
  	
  
RetenEon
Diversity
WHAT?
 SO  WHAT?
 NOW  WHAT?
What  impact  does  
diversity  have  on  
store-­‐by-­‐store  
revenue?
How  can  we  opEmize  
diversity  in  each  store  
to  maximize  revenue?
What  is  the  diversity  
raEo  in  each  of  our  
retail  stores?
Diversity
•  Discover	
  the	
  factors	
  that	
  drive	
  effecEve	
  recruiEng	
  and	
  retenEon	
  of	
  
diverse	
  employees	
  
Workforce  planning  and  costs
WHAT?
 SO  WHAT?
 NOW  WHAT?
Are  we  tracking  to  
hit  the  cost  targets  
Finance  set  for  this  
year?
What  changes  can  we  
make  in  Eme  to  stay  
within  our  budget  
without  a  reducEon  in  
force?
What  is  the  total  
cost  of  our  
workforce,  including  
conEngent  workers?
Workforce  planning  and  costs
•  Create	
  a	
  plan	
  that	
  meets	
  business	
  objecEves	
  while	
  staying	
  within	
  cost	
  
and	
  headcount	
  limits	
  set	
  by	
  Finance.	
  
•  What	
  workforce	
  metrics	
  (such	
  as	
  pay	
  per	
  FTE,	
  resignaEon	
  
rates,	
  performance	
  raEngs,	
  etc.)	
  are	
  most	
  correlated	
  with	
  an	
  
increase	
  in	
  revenue	
  (or	
  customer	
  saEsfacEon,	
  paEent	
  
readmission,	
  sales	
  achievement,…)	
  per	
  full-­‐Eme	
  employee?	
  
Relate  workforce  insights  to  business  results
Relate  workforce  insights  to  business  results
•  How	
  does	
  turnover	
  compare	
  to	
  sales	
  across	
  locaEons	
  over	
  last	
  12	
  months?	
  
•  How	
  do	
  tenure	
  and	
  performance	
  relate	
  to	
  the	
  profit	
  of	
  business	
  units?	
  
•  How	
  do	
  headcount,	
  turnover	
  rate,	
  and	
  total	
  cost	
  of	
  workforce	
  compare	
  to	
  
revenue	
  by	
  locaEon?	
  
•  What	
  employee	
  aQributes	
  most	
  contribute	
  to	
  a	
  high	
  customer	
  sa6sfac6on	
  
score?	
  	
  
•  Does	
  employee	
  engagement	
  impact	
  profitability?	
  
•  Does	
  increasing	
  the	
  compa-­‐ra6o	
  for	
  top	
  performers	
  in	
  criEcal	
  roles	
  
increase	
  revenue	
  growth?	
  
Take  the  next  step
Becoming  strategic
HR  leaders  who  are  proacEve  users  of  data  may  have  a  beGer  chance  of  
winning  the  CEO’s  confidence.

HR  ExecuEve,  Gaining  their  Trust,  Sept  2014
Another  key  finding  is  that  HR  leaders  will  have  a  seat  at  the  table  for  strategic  
discussions  only  if  they  can  demonstrate  the  business  impact  of  HR.  …Our  
experience  has  found  that  data-­‐driven,  analyEcal  HR  departments  are  more  
likely  to  play  a  strategic  role  in  their  organizaEons,  and  the  survey  data  
supports  this.

Boston  ConsulEng  Group,  CreaEng  People  Advantage,  2014-­‐15
“Now  is  a  unique  opportunity  
for  HR  professionals  to  posiEon  
themselves  as  fact-­‐based  
strategic  partners  of  the  
execuEve  board.”  
  
McKinsey  &  Company,  March  2015  

  
Resources  available  at  www.visier.com  
Download	
  your	
  copy	
   Download	
  your	
  copy	
  
Subscribe	
  to	
  the	
  	
  
Workforce	
  Intelligence	
  
Blog	
  
Thank  you
Ian  Cook
Ian.Cook@visier.com
#WFwebinar
	
   	
  
	
  	
  
Please complete the
webinar evaluation.
#WFwebinar
	
   	
  
	
  	
  
Register for the next Webinar!
Developing Leaders Beyond the
Boardroom
Tuesday, April 12, 2016
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Workforce Webinars at
events.workforce.com/webinars
OR click the icon on the widget bar!

Weitere ähnliche Inhalte

Was ist angesagt?

People Analytics Foundation
People Analytics FoundationPeople Analytics Foundation
People Analytics FoundationDamien Dellala
 
David Yang: The Great Migration: How to Retain Engineers and Developers in th...
David Yang: The Great Migration: How to Retain Engineers and Developers in th...David Yang: The Great Migration: How to Retain Engineers and Developers in th...
David Yang: The Great Migration: How to Retain Engineers and Developers in th...Edunomica
 
Person of Interest meets Recruitment - Predictive Analytics for HR and Recrui...
Person of Interest meets Recruitment - Predictive Analytics for HR and Recrui...Person of Interest meets Recruitment - Predictive Analytics for HR and Recrui...
Person of Interest meets Recruitment - Predictive Analytics for HR and Recrui...Joberate
 
Increasing the impact of HR
Increasing the impact of HRIncreasing the impact of HR
Increasing the impact of HRTom Haak
 
Building an HR Analytics Centre of Excellence
Building an HR Analytics Centre of Excellence Building an HR Analytics Centre of Excellence
Building an HR Analytics Centre of Excellence Andre Degreef. (FAHRI)
 
How to Start People Analytics Practice?
How to Start People Analytics Practice?How to Start People Analytics Practice?
How to Start People Analytics Practice?Martin Boudikianov
 
HR Analytics and KPIs with LBi HR HelpDesk
HR Analytics and KPIs with LBi HR HelpDeskHR Analytics and KPIs with LBi HR HelpDesk
HR Analytics and KPIs with LBi HR HelpDeskLBi Software
 
Enabling Success With Big Data - Driven Talent Acquisition
Enabling Success With Big Data - Driven Talent AcquisitionEnabling Success With Big Data - Driven Talent Acquisition
Enabling Success With Big Data - Driven Talent AcquisitionDavid Bernstein
 
Big Data, Business Intelligence, HR Analytics - How they are related?
Big Data, Business Intelligence, HR Analytics -  How they are related?Big Data, Business Intelligence, HR Analytics -  How they are related?
Big Data, Business Intelligence, HR Analytics - How they are related?Shojibul Alam Shojib
 
Hr Analytics Certification
Hr Analytics CertificationHr Analytics Certification
Hr Analytics CertificationGautamPandey056
 
Workforce analytics enable smarter decisions
Workforce analytics enable smarter decisionsWorkforce analytics enable smarter decisions
Workforce analytics enable smarter decisionsIBM Software India
 
Using Workforce Analytics to Drive Business Results
Using Workforce Analytics to Drive Business ResultsUsing Workforce Analytics to Drive Business Results
Using Workforce Analytics to Drive Business ResultsIBM Smarter Workforce
 
The 4 Ingredient Categories Your People Analytics Framework Needs to be Effec...
The 4 Ingredient Categories Your People Analytics Framework Needs to be Effec...The 4 Ingredient Categories Your People Analytics Framework Needs to be Effec...
The 4 Ingredient Categories Your People Analytics Framework Needs to be Effec...LizzyManz
 
Building Stronger HR Partnerships Through Talent Analytics
Building Stronger HR Partnerships Through Talent AnalyticsBuilding Stronger HR Partnerships Through Talent Analytics
Building Stronger HR Partnerships Through Talent AnalyticsHuman Capital Media
 
The Role of HR in Reinventing Organisations: Embracing People Analytics
The Role of HR in Reinventing Organisations: Embracing People AnalyticsThe Role of HR in Reinventing Organisations: Embracing People Analytics
The Role of HR in Reinventing Organisations: Embracing People AnalyticsGlass Bead Consulting
 
Predictive HR--Analytics
Predictive HR--AnalyticsPredictive HR--Analytics
Predictive HR--AnalyticsE J Sarma
 

Was ist angesagt? (20)

Big data and hr
Big data and hrBig data and hr
Big data and hr
 
People Analytics Foundation
People Analytics FoundationPeople Analytics Foundation
People Analytics Foundation
 
David Yang: The Great Migration: How to Retain Engineers and Developers in th...
David Yang: The Great Migration: How to Retain Engineers and Developers in th...David Yang: The Great Migration: How to Retain Engineers and Developers in th...
David Yang: The Great Migration: How to Retain Engineers and Developers in th...
 
Person of Interest meets Recruitment - Predictive Analytics for HR and Recrui...
Person of Interest meets Recruitment - Predictive Analytics for HR and Recrui...Person of Interest meets Recruitment - Predictive Analytics for HR and Recrui...
Person of Interest meets Recruitment - Predictive Analytics for HR and Recrui...
 
Increasing the impact of HR
Increasing the impact of HRIncreasing the impact of HR
Increasing the impact of HR
 
Building an HR Analytics Centre of Excellence
Building an HR Analytics Centre of Excellence Building an HR Analytics Centre of Excellence
Building an HR Analytics Centre of Excellence
 
How to Start People Analytics Practice?
How to Start People Analytics Practice?How to Start People Analytics Practice?
How to Start People Analytics Practice?
 
Hr Analytics
Hr AnalyticsHr Analytics
Hr Analytics
 
HR Analytics and KPIs with LBi HR HelpDesk
HR Analytics and KPIs with LBi HR HelpDeskHR Analytics and KPIs with LBi HR HelpDesk
HR Analytics and KPIs with LBi HR HelpDesk
 
Enabling Success With Big Data - Driven Talent Acquisition
Enabling Success With Big Data - Driven Talent AcquisitionEnabling Success With Big Data - Driven Talent Acquisition
Enabling Success With Big Data - Driven Talent Acquisition
 
Big Data, Business Intelligence, HR Analytics - How they are related?
Big Data, Business Intelligence, HR Analytics -  How they are related?Big Data, Business Intelligence, HR Analytics -  How they are related?
Big Data, Business Intelligence, HR Analytics - How they are related?
 
Hr Analytics Certification
Hr Analytics CertificationHr Analytics Certification
Hr Analytics Certification
 
Hr and People analytics
Hr and People analyticsHr and People analytics
Hr and People analytics
 
Workforce analytics enable smarter decisions
Workforce analytics enable smarter decisionsWorkforce analytics enable smarter decisions
Workforce analytics enable smarter decisions
 
People Analytics 2016 - Shareable
People Analytics 2016 - ShareablePeople Analytics 2016 - Shareable
People Analytics 2016 - Shareable
 
Using Workforce Analytics to Drive Business Results
Using Workforce Analytics to Drive Business ResultsUsing Workforce Analytics to Drive Business Results
Using Workforce Analytics to Drive Business Results
 
The 4 Ingredient Categories Your People Analytics Framework Needs to be Effec...
The 4 Ingredient Categories Your People Analytics Framework Needs to be Effec...The 4 Ingredient Categories Your People Analytics Framework Needs to be Effec...
The 4 Ingredient Categories Your People Analytics Framework Needs to be Effec...
 
Building Stronger HR Partnerships Through Talent Analytics
Building Stronger HR Partnerships Through Talent AnalyticsBuilding Stronger HR Partnerships Through Talent Analytics
Building Stronger HR Partnerships Through Talent Analytics
 
The Role of HR in Reinventing Organisations: Embracing People Analytics
The Role of HR in Reinventing Organisations: Embracing People AnalyticsThe Role of HR in Reinventing Organisations: Embracing People Analytics
The Role of HR in Reinventing Organisations: Embracing People Analytics
 
Predictive HR--Analytics
Predictive HR--AnalyticsPredictive HR--Analytics
Predictive HR--Analytics
 

Andere mochten auch

Tales of Learning and the Gifts of Footprints v4.2
Tales of Learning and the Gifts of Footprints v4.2Tales of Learning and the Gifts of Footprints v4.2
Tales of Learning and the Gifts of Footprints v4.2Darren Kuropatwa
 
i-lovelearning London 2016 | The Role of L&D in the Modern Organisation [EN]
i-lovelearning London 2016 | The Role of L&D in the Modern Organisation [EN]i-lovelearning London 2016 | The Role of L&D in the Modern Organisation [EN]
i-lovelearning London 2016 | The Role of L&D in the Modern Organisation [EN]Netex Learning
 
Goal Summit 2016: The Science Behind Effective Teams at Google
Goal Summit 2016: The Science Behind Effective Teams at GoogleGoal Summit 2016: The Science Behind Effective Teams at Google
Goal Summit 2016: The Science Behind Effective Teams at GoogleBetterWorks
 
How Content Strategy Drives the High Impact Learning Organization
How Content Strategy Drives the High Impact Learning OrganizationHow Content Strategy Drives the High Impact Learning Organization
How Content Strategy Drives the High Impact Learning OrganizationXyleme
 
Goal Summit 2016: The New Organization – Different by Design
Goal Summit 2016: The New Organization – Different by DesignGoal Summit 2016: The New Organization – Different by Design
Goal Summit 2016: The New Organization – Different by DesignBetterWorks
 
Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...
Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...
Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...David Blake
 
Part 7: How to actually improve engagement, not just pester your people with ...
Part 7: How to actually improve engagement, not just pester your people with ...Part 7: How to actually improve engagement, not just pester your people with ...
Part 7: How to actually improve engagement, not just pester your people with ...PeopleFirm
 
Part 5: Your people are where it's at. But do you have a strategy for them?
Part 5: Your people are where it's at.  But do you have a strategy for them?Part 5: Your people are where it's at.  But do you have a strategy for them?
Part 5: Your people are where it's at. But do you have a strategy for them?PeopleFirm
 
How to make sure your structure is built for good, not evil.
How to make sure your structure is built for good, not evil.How to make sure your structure is built for good, not evil.
How to make sure your structure is built for good, not evil.PeopleFirm
 
The ROI of HR: Building the HR Supergroup
The ROI of HR: Building the HR SupergroupThe ROI of HR: Building the HR Supergroup
The ROI of HR: Building the HR SupergroupPeopleFirm
 
Everything Is Digital: Ten HR and Talent Predictions for 2020
Everything Is Digital: Ten HR and Talent Predictions for 2020Everything Is Digital: Ten HR and Talent Predictions for 2020
Everything Is Digital: Ten HR and Talent Predictions for 2020Josh Bersin
 
The Future of Corporate Learning - Ten Disruptive Trends
The Future of Corporate Learning - Ten Disruptive TrendsThe Future of Corporate Learning - Ten Disruptive Trends
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
 

Andere mochten auch (12)

Tales of Learning and the Gifts of Footprints v4.2
Tales of Learning and the Gifts of Footprints v4.2Tales of Learning and the Gifts of Footprints v4.2
Tales of Learning and the Gifts of Footprints v4.2
 
i-lovelearning London 2016 | The Role of L&D in the Modern Organisation [EN]
i-lovelearning London 2016 | The Role of L&D in the Modern Organisation [EN]i-lovelearning London 2016 | The Role of L&D in the Modern Organisation [EN]
i-lovelearning London 2016 | The Role of L&D in the Modern Organisation [EN]
 
Goal Summit 2016: The Science Behind Effective Teams at Google
Goal Summit 2016: The Science Behind Effective Teams at GoogleGoal Summit 2016: The Science Behind Effective Teams at Google
Goal Summit 2016: The Science Behind Effective Teams at Google
 
How Content Strategy Drives the High Impact Learning Organization
How Content Strategy Drives the High Impact Learning OrganizationHow Content Strategy Drives the High Impact Learning Organization
How Content Strategy Drives the High Impact Learning Organization
 
Goal Summit 2016: The New Organization – Different by Design
Goal Summit 2016: The New Organization – Different by DesignGoal Summit 2016: The New Organization – Different by Design
Goal Summit 2016: The New Organization – Different by Design
 
Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...
Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...
Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...
 
Part 7: How to actually improve engagement, not just pester your people with ...
Part 7: How to actually improve engagement, not just pester your people with ...Part 7: How to actually improve engagement, not just pester your people with ...
Part 7: How to actually improve engagement, not just pester your people with ...
 
Part 5: Your people are where it's at. But do you have a strategy for them?
Part 5: Your people are where it's at.  But do you have a strategy for them?Part 5: Your people are where it's at.  But do you have a strategy for them?
Part 5: Your people are where it's at. But do you have a strategy for them?
 
How to make sure your structure is built for good, not evil.
How to make sure your structure is built for good, not evil.How to make sure your structure is built for good, not evil.
How to make sure your structure is built for good, not evil.
 
The ROI of HR: Building the HR Supergroup
The ROI of HR: Building the HR SupergroupThe ROI of HR: Building the HR Supergroup
The ROI of HR: Building the HR Supergroup
 
Everything Is Digital: Ten HR and Talent Predictions for 2020
Everything Is Digital: Ten HR and Talent Predictions for 2020Everything Is Digital: Ten HR and Talent Predictions for 2020
Everything Is Digital: Ten HR and Talent Predictions for 2020
 
The Future of Corporate Learning - Ten Disruptive Trends
The Future of Corporate Learning - Ten Disruptive TrendsThe Future of Corporate Learning - Ten Disruptive Trends
The Future of Corporate Learning - Ten Disruptive Trends
 

Ähnlich wie Workforce Intelligence: How HR Can Make Data-Driven Decisions That Move the Needle for Business

The Datafication of HR: How to Go from So What to Now What
The Datafication of HR: How to Go from So What to Now WhatThe Datafication of HR: How to Go from So What to Now What
The Datafication of HR: How to Go from So What to Now WhatHuman Capital Media
 
Human Capital Analytics Is a Journey: Wear Comfortable Shoes
Human Capital Analytics Is a Journey: Wear Comfortable ShoesHuman Capital Analytics Is a Journey: Wear Comfortable Shoes
Human Capital Analytics Is a Journey: Wear Comfortable ShoesHuman Capital Media
 
The Datafication of HR: Building your Business Case for Workforce Analytics a...
The Datafication of HR: Building your Business Case for Workforce Analytics a...The Datafication of HR: Building your Business Case for Workforce Analytics a...
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
 
How to kickstart data-driven HR this summer
How to kickstart data-driven HR this summerHow to kickstart data-driven HR this summer
How to kickstart data-driven HR this summerHuman Capital Media
 
Business analytics workshop presentation final
Business analytics workshop presentation   finalBusiness analytics workshop presentation   final
Business analytics workshop presentation finalBrian Beveridge
 
Validating and Promoting HR Strategies with Data and Analytics
Validating and Promoting HR Strategies with Data and AnalyticsValidating and Promoting HR Strategies with Data and Analytics
Validating and Promoting HR Strategies with Data and AnalyticsMark Lawrence
 
THE DATAFICATION OF TALENT MANAGEMENT: HOW PEOPLE ANALYTICS LEADS TO STRATEGI...
THE DATAFICATION OF TALENT MANAGEMENT: HOW PEOPLE ANALYTICS LEADS TO STRATEGI...THE DATAFICATION OF TALENT MANAGEMENT: HOW PEOPLE ANALYTICS LEADS TO STRATEGI...
THE DATAFICATION OF TALENT MANAGEMENT: HOW PEOPLE ANALYTICS LEADS TO STRATEGI...Human Capital Media
 
Workforce Insight And Change Making Comms V4 Aa
Workforce Insight And Change Making Comms V4 AaWorkforce Insight And Change Making Comms V4 Aa
Workforce Insight And Change Making Comms V4 AaAladam
 
Making Workforce Analytics Stick
Making Workforce Analytics Stick Making Workforce Analytics Stick
Making Workforce Analytics Stick Jamie Greiner
 
Making Workforce Analytics Stick
Making Workforce Analytics Stick Making Workforce Analytics Stick
Making Workforce Analytics Stick Jamie Greiner
 
6 Steps to Become a Data-Driven Company
6 Steps to Become a Data-Driven Company6 Steps to Become a Data-Driven Company
6 Steps to Become a Data-Driven CompanyBrainSell Technologies
 
Analytics Driving Action - Building a Data-Driven HR Function
Analytics Driving Action - Building a Data-Driven HR FunctionAnalytics Driving Action - Building a Data-Driven HR Function
Analytics Driving Action - Building a Data-Driven HR FunctionJonathan Sidhu
 
Marcus Baker: People Analytics at Scale
Marcus Baker: People Analytics at ScaleMarcus Baker: People Analytics at Scale
Marcus Baker: People Analytics at ScaleEdunomica
 
Unleashing the Power of Analytics: Driving Performance at the Intersection of...
Unleashing the Power of Analytics: Driving Performance at the Intersection of...Unleashing the Power of Analytics: Driving Performance at the Intersection of...
Unleashing the Power of Analytics: Driving Performance at the Intersection of...Human Capital Media
 
Workforce Intelligence: How HR Can Make Data-Driven Decisions That Optimize T...
Workforce Intelligence: How HR Can Make Data-Driven Decisions That Optimize T...Workforce Intelligence: How HR Can Make Data-Driven Decisions That Optimize T...
Workforce Intelligence: How HR Can Make Data-Driven Decisions That Optimize T...Human Capital Media
 
The Current State of Virtual Workplaces and Their Effect on Performance
The Current State of Virtual Workplaces and Their Effect on PerformanceThe Current State of Virtual Workplaces and Their Effect on Performance
The Current State of Virtual Workplaces and Their Effect on PerformanceHuman Capital Media
 
Andy Vanzurpele HR Planning & Analytics - ING Belgium
Andy Vanzurpele HR Planning & Analytics - ING BelgiumAndy Vanzurpele HR Planning & Analytics - ING Belgium
Andy Vanzurpele HR Planning & Analytics - ING BelgiumHRmagazine
 
Engagement Is Overrated: Use Your Surveys to Drive Business Results
Engagement Is Overrated: Use Your Surveys to Drive Business ResultsEngagement Is Overrated: Use Your Surveys to Drive Business Results
Engagement Is Overrated: Use Your Surveys to Drive Business ResultsHuman Capital Media
 

Ähnlich wie Workforce Intelligence: How HR Can Make Data-Driven Decisions That Move the Needle for Business (20)

The Datafication of HR: How to Go from So What to Now What
The Datafication of HR: How to Go from So What to Now WhatThe Datafication of HR: How to Go from So What to Now What
The Datafication of HR: How to Go from So What to Now What
 
Human Capital Analytics Is a Journey: Wear Comfortable Shoes
Human Capital Analytics Is a Journey: Wear Comfortable ShoesHuman Capital Analytics Is a Journey: Wear Comfortable Shoes
Human Capital Analytics Is a Journey: Wear Comfortable Shoes
 
The Datafication of HR: Building your Business Case for Workforce Analytics a...
The Datafication of HR: Building your Business Case for Workforce Analytics a...The Datafication of HR: Building your Business Case for Workforce Analytics a...
The Datafication of HR: Building your Business Case for Workforce Analytics a...
 
How to kickstart data-driven HR this summer
How to kickstart data-driven HR this summerHow to kickstart data-driven HR this summer
How to kickstart data-driven HR this summer
 
Business analytics workshop presentation final
Business analytics workshop presentation   finalBusiness analytics workshop presentation   final
Business analytics workshop presentation final
 
Validating and Promoting HR Strategies with Data and Analytics
Validating and Promoting HR Strategies with Data and AnalyticsValidating and Promoting HR Strategies with Data and Analytics
Validating and Promoting HR Strategies with Data and Analytics
 
THE DATAFICATION OF TALENT MANAGEMENT: HOW PEOPLE ANALYTICS LEADS TO STRATEGI...
THE DATAFICATION OF TALENT MANAGEMENT: HOW PEOPLE ANALYTICS LEADS TO STRATEGI...THE DATAFICATION OF TALENT MANAGEMENT: HOW PEOPLE ANALYTICS LEADS TO STRATEGI...
THE DATAFICATION OF TALENT MANAGEMENT: HOW PEOPLE ANALYTICS LEADS TO STRATEGI...
 
Workforce Insight And Change Making Comms V4 Aa
Workforce Insight And Change Making Comms V4 AaWorkforce Insight And Change Making Comms V4 Aa
Workforce Insight And Change Making Comms V4 Aa
 
HR Analytics
HR AnalyticsHR Analytics
HR Analytics
 
Making Workforce Analytics Stick
Making Workforce Analytics Stick Making Workforce Analytics Stick
Making Workforce Analytics Stick
 
Making Workforce Analytics Stick
Making Workforce Analytics Stick Making Workforce Analytics Stick
Making Workforce Analytics Stick
 
6 Steps to Become a Data-Driven Company
6 Steps to Become a Data-Driven Company6 Steps to Become a Data-Driven Company
6 Steps to Become a Data-Driven Company
 
Analytics Driving Action - Building a Data-Driven HR Function
Analytics Driving Action - Building a Data-Driven HR FunctionAnalytics Driving Action - Building a Data-Driven HR Function
Analytics Driving Action - Building a Data-Driven HR Function
 
Marcus Baker: People Analytics at Scale
Marcus Baker: People Analytics at ScaleMarcus Baker: People Analytics at Scale
Marcus Baker: People Analytics at Scale
 
Unleashing the Power of Analytics: Driving Performance at the Intersection of...
Unleashing the Power of Analytics: Driving Performance at the Intersection of...Unleashing the Power of Analytics: Driving Performance at the Intersection of...
Unleashing the Power of Analytics: Driving Performance at the Intersection of...
 
Workforce Intelligence: How HR Can Make Data-Driven Decisions That Optimize T...
Workforce Intelligence: How HR Can Make Data-Driven Decisions That Optimize T...Workforce Intelligence: How HR Can Make Data-Driven Decisions That Optimize T...
Workforce Intelligence: How HR Can Make Data-Driven Decisions That Optimize T...
 
The Current State of Virtual Workplaces and Their Effect on Performance
The Current State of Virtual Workplaces and Their Effect on PerformanceThe Current State of Virtual Workplaces and Their Effect on Performance
The Current State of Virtual Workplaces and Their Effect on Performance
 
Andy Vanzurpele HR Planning & Analytics - ING Belgium
Andy Vanzurpele HR Planning & Analytics - ING BelgiumAndy Vanzurpele HR Planning & Analytics - ING Belgium
Andy Vanzurpele HR Planning & Analytics - ING Belgium
 
Measure and analytics infograhic
Measure and analytics infograhicMeasure and analytics infograhic
Measure and analytics infograhic
 
Engagement Is Overrated: Use Your Surveys to Drive Business Results
Engagement Is Overrated: Use Your Surveys to Drive Business ResultsEngagement Is Overrated: Use Your Surveys to Drive Business Results
Engagement Is Overrated: Use Your Surveys to Drive Business Results
 

Mehr von Human Capital Media

STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEET
STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEETSTRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEET
STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEETHuman Capital Media
 
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...Human Capital Media
 
2020 GLOBAL EMPLOYEE EXPERIENCE TRENDS
2020 GLOBAL EMPLOYEE EXPERIENCE TRENDS2020 GLOBAL EMPLOYEE EXPERIENCE TRENDS
2020 GLOBAL EMPLOYEE EXPERIENCE TRENDSHuman Capital Media
 
HR TRENDS 2020 THE NEXT DECADE OF WORK
HR TRENDS 2020 THE NEXT DECADE OF WORKHR TRENDS 2020 THE NEXT DECADE OF WORK
HR TRENDS 2020 THE NEXT DECADE OF WORKHuman Capital Media
 
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
 
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDMEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
 
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTEMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTHuman Capital Media
 
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENTSTRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENTHuman Capital Media
 
8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE
8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE
8 PRINCIPLES OF ORGANIZATIONAL RELEVANCEHuman Capital Media
 
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLDTHE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLDHuman Capital Media
 
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMYFUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMYHuman Capital Media
 
RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPS
RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPSRE-EVALUATING YOUR ORGANIZATION’S SKILL GAPS
RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPSHuman Capital Media
 
HOW TO FIX THE LEADERSHIP DEVELOPMENT GAP
HOW TO FIX THE LEADERSHIP DEVELOPMENT GAPHOW TO FIX THE LEADERSHIP DEVELOPMENT GAP
HOW TO FIX THE LEADERSHIP DEVELOPMENT GAPHuman Capital Media
 
EXPLORE THE CORE PRINCIPLES OF DESIGN THINKING
EXPLORE THE CORE PRINCIPLES OF DESIGN THINKINGEXPLORE THE CORE PRINCIPLES OF DESIGN THINKING
EXPLORE THE CORE PRINCIPLES OF DESIGN THINKINGHuman Capital Media
 
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019Human Capital Media
 
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...Human Capital Media
 
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINARINNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINARHuman Capital Media
 
Dont wait what 300 ld leaders have learned about building data fluency
 Dont wait what 300 ld leaders have learned about building data fluency Dont wait what 300 ld leaders have learned about building data fluency
Dont wait what 300 ld leaders have learned about building data fluencyHuman Capital Media
 

Mehr von Human Capital Media (20)

STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEET
STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEETSTRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEET
STRATEGIC WORKFORCE PLANNING: WHERE HR AND FINANCE MEET
 
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...
 
2020 GLOBAL EMPLOYEE EXPERIENCE TRENDS
2020 GLOBAL EMPLOYEE EXPERIENCE TRENDS2020 GLOBAL EMPLOYEE EXPERIENCE TRENDS
2020 GLOBAL EMPLOYEE EXPERIENCE TRENDS
 
HR TRENDS 2020 THE NEXT DECADE OF WORK
HR TRENDS 2020 THE NEXT DECADE OF WORKHR TRENDS 2020 THE NEXT DECADE OF WORK
HR TRENDS 2020 THE NEXT DECADE OF WORK
 
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?
 
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDMEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNED
 
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTEMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENT
 
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENTSTRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENT
 
8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE
8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE
8 PRINCIPLES OF ORGANIZATIONAL RELEVANCE
 
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLDTHE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLD
 
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMYFUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMY
 
RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPS
RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPSRE-EVALUATING YOUR ORGANIZATION’S SKILL GAPS
RE-EVALUATING YOUR ORGANIZATION’S SKILL GAPS
 
HOW TO FIX THE LEADERSHIP DEVELOPMENT GAP
HOW TO FIX THE LEADERSHIP DEVELOPMENT GAPHOW TO FIX THE LEADERSHIP DEVELOPMENT GAP
HOW TO FIX THE LEADERSHIP DEVELOPMENT GAP
 
EXPLORE THE CORE PRINCIPLES OF DESIGN THINKING
EXPLORE THE CORE PRINCIPLES OF DESIGN THINKINGEXPLORE THE CORE PRINCIPLES OF DESIGN THINKING
EXPLORE THE CORE PRINCIPLES OF DESIGN THINKING
 
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019
 
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...
 
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINARINNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINAR
 
Dont wait what 300 ld leaders have learned about building data fluency
 Dont wait what 300 ld leaders have learned about building data fluency Dont wait what 300 ld leaders have learned about building data fluency
Dont wait what 300 ld leaders have learned about building data fluency
 
HUMANIZING BUSINESS AND CHANGE
HUMANIZING BUSINESS AND CHANGEHUMANIZING BUSINESS AND CHANGE
HUMANIZING BUSINESS AND CHANGE
 
Unlock Your Courageous Culture
Unlock Your Courageous CultureUnlock Your Courageous Culture
Unlock Your Courageous Culture
 

Workforce Intelligence: How HR Can Make Data-Driven Decisions That Move the Needle for Business

  • 1. #WFwebinar The presentation will begin at the top of the hour. A dial in number will not be provided. Listen to today’s webinar using your computer’s speakers or headphones. Welcome to the webinar!
  • 2. #WFwebinar         Tools You Can Use Audio Control –  A dial in number will not be provided. –  Adjust the volume by sliding the indicator in the Media Player box to the right. –  Also check your computer’s volume for external speakers or headsets.
  • 3. #WFwebinar Tools  You  Can  Use   Speaker Bios Resources Media Player Q&A Slides Twitter Help Post Event EvaluationShare This Group Chat HRCI & SHRM WF Webinars
  • 4. #WFwebinar Tools You Can Use Q&A and Live Group Chat –  Enter your first name and initial and join the live discussion with other webinar attendees –  Enter technical or content- related questions into the Q&A box –  Type your question in the space at the bottom. –  Click “Submit.”         Q&A Group Chat
  • 5. #WFwebinar         Tools You Can Use Twitter -  Click “Post” in the Twitter widget. #WFwebinar @WorkforceNews
  • 6. #WFwebinar         1. May I receive a copy of the slides? YES! Click on the resource list located on the top right portion of your screen. 2. May I review the webinar recording at a later date? YES! You may log in again using today’s link to review the presentation on-demand. 3. Is this webinar HRCI or SHRM certified? YES! The HRCI and SHRM certification codes will appear in the box to the right of the slides after the required watch-time has elapsed. Frequently  Asked  Ques6ons  
  • 7. #WFwebinar         Sarah  Sipek   Associate  Editor   Workforce  magazine   Workforce  Intelligence:  How  HR  Can   Make  Data-­‐Driven  Decisions  That  Move   the  Needle  for  Business  
  • 8. #WFwebinar         Ian  Cook       Director,  Product  Management   Visier   Workforce  Intelligence:  How  HR  Can   Make  Data-­‐Driven  Decisions  That  Move   the  Needle  for  Business  
  • 9. Workforce  Intelligence:   How  HR  Can  Make  Data-­‐Driven  Decisions  that   Move  the  Needle  for  the  Business Ian  Cook,  Director,  Product  Management,  Visier   April  2016  
  • 10. Visier  is  how  the  best  brands   achieve  the  best  business   outcomes
  • 11. Agenda •  What  is  driving  the  dataficaEon  of  HR?   •  Why  is  data-­‐driven  HR  stuck  in  neutral?   •  How  can  HR  move  the  needle?   •  How  can  I  start?  
  • 12. What  is  driving  the   dataficaEon  of  HR?
  • 13. BeGer  analyEcs,  even  beGer  results “Our research demonstrates that the journey to a mature analytics function may not be easy, but it does pay off in better talent outcomes and efficiency gains. In financial terms, the stock prices of these organizations outpaced the S&P 500 by 30 percent, on average, over the last three years.” “… we found little differences between Top Performers and all others, leading us to recognize that the effect of HR technologies for Top Performers as a competitive advantage has minimized… Quantified Organizations, through their HR practices and technology adoption, they support an environment of data-driven decision making. Quantified Organizations have 79% greater ROE (return on equity) than the Not Quantified Organizations.”
  • 14. ExpectaEons  for  HR  has  changed 301  execuEves  from  companies  with  $1B  or   more  in  revenue  from  across  America— represenEng  a  wide  range  of  industries—took   the  survey  conducted  on  Visier’s  behalf  by   Harris  Poll  in  February  2015.    
  • 15. 80%  say  their  company   cannot  succeed  without  an   asserEve,  data-­‐driven  CHRO,   who  takes  a  strong  stance  on   talent  issues  and  uses  relevant   facts  to  deliver  an  informed   point  of  view  
  • 16. 78%  say  their  company   cannot  succeed  without  a   CHRO  who  takes  on   responsibility  for  contribuEng   directly  to  business   performance  
  • 17. Why  is  data-­‐driven  HR   stuck  in  neutral?
  • 18. So  much  data,  so  liGle  insight
  • 19. The  path  to  workforce  intelligence  maturity Reactive Standardized Focused Strategic Workforce Intelligence Maturity à BusinessValue Respond to data requests Improve HR processes Align HR with the business Drive business outcomes ©  Visier  2015  
  • 20. Reactive Standardized Focused Strategic Organizational Focus Goal   Respond  to  people   data  requests   Improve  HR   processes   Align  HR  with  the   business   Drive  business   outcomes   Reach  in  users   Analysts  &   planners   Plus  HR  &  ExecuEve   Leadership   Plus  all  business   leaders   Plus  all  people   managers   Frequency  of   use   One  off   Monthly  reports  &   annual  plans   Plus  self-­‐service   analyEcs  &  monthly   plans     Plus  real-­‐Eme   analyEcs,  conEnuous   planning,  &   forecasEng   Functional Capabilities Technology   Spreadsheets   Spreadsheets  &   dashboards   Business-­‐specific   analyEcs,  what  if   scenarios,  &   collaboraEon   Plus  predicEve   analyEcs  &   workforce  modeling   Content   Standardiza6on   None   Basic  key  HR  metrics   &  headcount-­‐only   planning   Plus  metrics  &   analyEcs  across  all   HR  topics,  &  cost-­‐ driven  planning   Plus  workforce   modeling  &   connecEng  to   business  outcomes     Visualiza6ons   Basic  staEc  charts   Basic  to   intermediate  staEc   charts   InteracEve,  purpose-­‐ built  visualizaEons   Advanced   interacEve,  purpose-­‐ built  visualizaEons   Data Management Scope   Single  system  (e.g.   HRMS)   Limited  linkage   between  a  few   systems  (e.g.  HRMS   &  Payroll)   MulE-­‐system   integraEon  (e.g.  all   HR  systems  +   benchmarks)   Plus  Big  Data  (e.g.   business  systems)   Effort   Manual  (new  each   Eme)   Manual  to  create  &   update   Automated  &  single  source  of  the  truth  
  • 21. 1.  ReacEve  –  we  mostly  respond  to  data  requests.  Rely  heavily   on  spreadsheets,  and  don’t  connect  data  from  mulEple   systems.   2.  Standardized  –  standard  reports  for  HR  &  business.   Connect  mulEple  HR  systems.  Core  metrics  defined.   3.  Focused  –  All  business  users  have  self-­‐service  analysis.   What-­‐if  analysis.  All  HR  data  systems  connected.     4.  Strategic  –  What  happened,  to  what  we  expect  to   happen  -­‐  predicEons  and  projecEons.  External  &   business  data.     POLL  QUESTION:  Where  is  your  organizaEon?  
  • 22. The  path  to  workforce  intelligence  maturity Reactive Standardized Focused Strategic Workforce Intelligence Maturity à BusinessValue Respond to data requests Improve HR processes Align HR with the business Drive business outcomes 56% 30% 10% 4% 5% 10% 30% 55% Current Capability: Desired Capability: (within 2 yrs)
  • 23. HR’s  readiness  to  take  on  talent  challenges:   AnalyEcs  one  of  the  biggest  gaps Culture and engagement Learning & development Diversity & inclusion Talent acquisition 22% 28% 30% 31% 31% 32% 37% 38% 40% 41% Reskilling HR Leadership gaps Performance management HR Technologies Workforce capabilities Talent analytics But only 22% say they are “ready” to effectively leverage talent analytics 75% of organizations say that talent analytics is important Source:  Global  Human  Capital   Trends  Study  2015,  DeloiBe  
  • 24. LimitaEons  with  tradiEonal  approaches Bad  data •  Disconnected  data   silos •  Inconsistent,  non-­‐ standard  data  and   metrics •  All  past,  no  future Costly,  complex,  &  constrained  capabiliEes Limited  insights •  PrimiEve  reporEng  –   how  many,  not  why  or   what  next •  Lack  of  collaboraEon   and  sharing •  Built  for  expert  users High  risk •  Dependency  on  IT  and   costly  consultants •  Lengthy  development   and  deployment •  Expensive,  with   ongoing  hidden  costs
  • 25. How  can  HR  move  the  needle?
  • 26. “We  believe  that  the  next  step  in  HR  is  to   focus  on  HR  from  the  Outside  In.    In  this   view,  strategy  is  a  window  through  which   HR  professionals  align  their  work  to  forces   and  stakeholders  outside  their   organizaEon.” Dave  Ulrich
  • 27. Connect  workforce  insights  to  business  results Workforce  Intelligence
  • 28. Use  workforce  intelligence  to  answer… WHAT? SO  WHAT? NOW  WHAT? What  are  the  most   urgent  business   implicaEons? What  should  we  do   differently  to  drive   business  outcomes,   and  is  it  working? What  is  going  on  in   the  workforce  and   why?
  • 29. How  can  I  start?
  • 30. Answer  just  three  quesEons WHAT? SO  WHAT? NOW  WHAT? How  does  this   impact  our   business?  Does  it   maGer? What  do  we  do,  and   how  do  we  know  we   are  being  successful? Analyze  the  situaEon   to  understand  what   has  happened?
  • 31. RetenEon WHAT? SO  WHAT? NOW  WHAT? How  does  it   impact  customer   saEsfacEon? How  can  we  improve   retenEon  of  top   performers? What  is  our   retenEon  rate  for   top  performers?
  • 32. •  Discover  what  drives  resignaEons  to  create  programs  to  increase   retenEon     RetenEon
  • 33. Diversity WHAT? SO  WHAT? NOW  WHAT? What  impact  does   diversity  have  on   store-­‐by-­‐store   revenue? How  can  we  opEmize   diversity  in  each  store   to  maximize  revenue? What  is  the  diversity   raEo  in  each  of  our   retail  stores?
  • 34. Diversity •  Discover  the  factors  that  drive  effecEve  recruiEng  and  retenEon  of   diverse  employees  
  • 35. Workforce  planning  and  costs WHAT? SO  WHAT? NOW  WHAT? Are  we  tracking  to   hit  the  cost  targets   Finance  set  for  this   year? What  changes  can  we   make  in  Eme  to  stay   within  our  budget   without  a  reducEon  in   force? What  is  the  total   cost  of  our   workforce,  including   conEngent  workers?
  • 36. Workforce  planning  and  costs •  Create  a  plan  that  meets  business  objecEves  while  staying  within  cost   and  headcount  limits  set  by  Finance.  
  • 37. •  What  workforce  metrics  (such  as  pay  per  FTE,  resignaEon   rates,  performance  raEngs,  etc.)  are  most  correlated  with  an   increase  in  revenue  (or  customer  saEsfacEon,  paEent   readmission,  sales  achievement,…)  per  full-­‐Eme  employee?   Relate  workforce  insights  to  business  results
  • 38. Relate  workforce  insights  to  business  results •  How  does  turnover  compare  to  sales  across  locaEons  over  last  12  months?   •  How  do  tenure  and  performance  relate  to  the  profit  of  business  units?   •  How  do  headcount,  turnover  rate,  and  total  cost  of  workforce  compare  to   revenue  by  locaEon?   •  What  employee  aQributes  most  contribute  to  a  high  customer  sa6sfac6on   score?     •  Does  employee  engagement  impact  profitability?   •  Does  increasing  the  compa-­‐ra6o  for  top  performers  in  criEcal  roles   increase  revenue  growth?  
  • 40. Becoming  strategic HR  leaders  who  are  proacEve  users  of  data  may  have  a  beGer  chance  of   winning  the  CEO’s  confidence. HR  ExecuEve,  Gaining  their  Trust,  Sept  2014 Another  key  finding  is  that  HR  leaders  will  have  a  seat  at  the  table  for  strategic   discussions  only  if  they  can  demonstrate  the  business  impact  of  HR.  …Our   experience  has  found  that  data-­‐driven,  analyEcal  HR  departments  are  more   likely  to  play  a  strategic  role  in  their  organizaEons,  and  the  survey  data   supports  this. Boston  ConsulEng  Group,  CreaEng  People  Advantage,  2014-­‐15
  • 41. “Now  is  a  unique  opportunity   for  HR  professionals  to  posiEon   themselves  as  fact-­‐based   strategic  partners  of  the   execuEve  board.”     McKinsey  &  Company,  March  2015    
  • 42. Resources  available  at  www.visier.com   Download  your  copy   Download  your  copy   Subscribe  to  the     Workforce  Intelligence   Blog  
  • 44. #WFwebinar         Please complete the webinar evaluation.
  • 45. #WFwebinar         Register for the next Webinar! Developing Leaders Beyond the Boardroom Tuesday, April 12, 2016 Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for all upcoming Workforce Webinars at events.workforce.com/webinars OR click the icon on the widget bar!