tanzil rehman - ''assessing talent strategies with data

Common workforce analytics and planning challenges cited by HR leaders

What Metrics Are

Typically Available?

What Decisions Does

the CHRO Make?

Recruiting

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Hmmm…so if HR isn’t doing analytics, what happens to all

that data?

than low performers to be users of analytics

Source: “Analytics: The New Path to Value”, Massachusetts Institute of Technology, October 2010.

Top-performing companies are

3X more likely

Solution

Critical Roles

Turnover Report

“ “We know from our workforce planning that nearly 1,000 engineers are needed by 2020 and within that time up to one third of our engineering workforce could retire. This is one of the biggest challenges we face as a business.

STEVE HOLLIDAY, CEO

“ “• Providing scholarships to

technical officers

• Building pipeline in school age children and increased graduate program

• Introduced flexible career paths for critical roles

• Auditing operating risks and expenses for real-time adjustments to policies and programs

•40+% of critical job roles at risk of retirement by 2020

•Decreasing supply of engineers

•Olympics, rail system, clean energy increased demand for new/different hires

• SuccessFactorsWorkforce Planning

• Created multiple supply and demand scenarios

• Identified skills and talent gaps and action plan to address

EXECUTION GAP SOLUTION RESULTS

How do we do it?

•Branding and advertising

• Improve customer satisfaction

• Improve employee satisfaction

• Improve service delivery

•Access new markets

•Attract and retain top-tier employees

• Ensure workforce demographics mirror customer base

• Emphasize performance management expectations

•Assess Total Cost of Workforce

• Identify pockets of excessive turnover cost

•Managing salary growth

• Strengthen non-financial EVP

•Average Manager Tenure

• Employee Retention Index

•Managerial Quality Index

• Staffing Rate - Expatriates

• Training Hours/FTE

•Voluntary Termination Rate - HIPO

• Employee Retention Index

•Managerial Quality Index

• Employment Brand Strength

• Ethnic Background Staffing Rate

• Performance Rating Distribution

•Voluntary Termination Rate

•Market Compensation Rates

•Net Hire Ratio

•Return on Human Capital Investment Ratio

•Operating Profit per FTE

Corporate

Strategy

Business

KPIs

HR

KPIs

Functional

Strategy

Customer Acquisition

Customer Retention

Hire Top Talent

Diverse Workforce

Reduce Turnover

Manage C&B

Improve PerformanceGrow Market ShareReduce Operating

Expenses

CRM Recruiting Survey OperationsHRIS Financials Labor Stats Talent

Workforce PlanningWorkforce

Analytics

2,000+ Metrics, Reporting, Analytics, Workforce Planning

Benchmarks & Peer Networking

Performance

Integrating data from

disparate sources,

providing out-of-the-

box content and

insights

“Is there a positive correlation between pay and performance?”

“Which managers best align people’s goals with our strategy?”

HR

EMPOWEREMENT

EXECUTIVE

INSIGHT

BUSINESS

ENGAGEMENT

“How well do I develop high performers compared to other managers?”

Dashboards and KPIs

SAP-SuccessFactors Supports

Your Growing Needs

WORKFORCE

ANALYTICS

WORKFORCE

PLANNING

Key metrics: retention, mobility, headcount, diversity, etc.Analyze correlation across talent, HR and business metricsMeasure business impact of HR

Forecast skills gaps

Predict financial impactScenario simulationsBuild workforce strategies to

mitigate execution risk

REPORTING &

TALENT

INSIGHT

Reporting: query, design,

distributeDashboards: real-time overviewsInsight: Benchmarks, time trends,

pivots, relations across

processes, etc.

Performance

Learning

Development

Compensation

SuccessFactors

BizX Suite

Recruiting

Employee

Central

Process insight Business impact insight Future insight

Workforce demand

and supply data

Pay-roll &

benefitsFinancials

Employee

Surveys

Budgets,cost & revenue

projections, etc.

Strategictargets, riskassessment, org. changes, etc.

WORKFORCE

DATA

WAREHOUSE

3rd party

talent appsHRIS

300+ 100

Successful implementations

Days to implement workforce data

30

Years asdomain leader

Combining natural language with analytics and metrics for improved

decision making