introduction to hr metrics and workforce analytics
TRANSCRIPT
Intro to HR Metrics and Workforce Analytics
Showing the value of HR and putting it into context within the Business it supports
world of analytics
WEBINAR WILL START SHORTLY
About the HR Observer
• The HR Observer is an initiative by IIR Middle East aimed at becoming a platform for HR professionals in the Middle East to exchange insights and expertise, both online and offline, in an effort to take the industry forward.
• The initiative features a blog, LinkedIn group, Twitterfeed, online webinars and a series of offline informal networking functions.
Housekeeping
• You can type your questions throughout the session
• Time will be allocated in the end for the speaker to address your questions
• Unanswered questions will be posted with answers to our blog
• Slides will be available on our SlideShare page, link will be emailed to you
• Recording of the webinar will be available to download, link will be emailed
• Take the time to complete post-webinar survey that will pop up at the end
Today’s Presenter
Bill Robinson is the Training Manager for Society of Human Resources (SHRM). He is former Head of Learning at Averda and was the Senior HR Manager at Cornell University.He is in the unique position of holding both UK and USA Certification, MCIPD, SPHR, GPHR and the new SCP Senior Certified Professional. Bill utilises the SHRM learning system to train HR professionals in the GCC and globally towards certification exams in CP and SCP.He helped establish and was a partner with ResourceBank in the UK and developed assessment and development centers for Budweiser, L’Oreal and Allied Domecq working closely with them for 10 years.
Intro to HR Metrics and Workforce Analytics
Senior Manager show me the Money ‘wants the return’. How quickly can you deliver a return?I cannot release the staff
Understanding the world of analytics
Intro to HR Metrics and Workforce Analytics
Measures or metrics, without analysis, have no true value and in some instances can be dangerous.
No Context, No Value
Understanding the world of analytics
Intro to HR Metrics and Workforce Analytics
Gather DataUnderstanding the world of analytics
Intro to HR Metrics and Workforce Analytics
Human Capital Analytics Today
Highest purpose is to create
predictive business indicators that
CEOs can use to help chart the
course of their business and
manage the workforce impacts on
business results.
Where we are today
Where we are today
Intro to HR Metrics and Workforce Analytics
i.9
Our Reality
Where we are today
• Perceived HR knowledge, credibility, and competency
• HR do not leave their office and go out into the business
• Accounting models Not based on Knowledge based industry but manufacturing with less value human capital
• Standardization is difficult ISO Started project
• Limited access to analytical tools
• Benchmarking is difficult externally
• Internally Finance control most of the data
• HR Metrics not able to make leap to analytics
Intro to HR Metrics and Workforce Analytics
• Establish consistency
• Examine the usefulness
• Understand the business context
• Get off HR floor and chair
• Link human capital to businessstrategy, objectives, and goals
• Connect HR and workforce metrics to existing business metrics
• Avoid silos
• Continuously improve data management and quality
i.10
What we can do to foster change …
Where we want to go
Intro to HR Metrics and Workforce Analytics
i.11
HR and Workforce Analytics Concepts
Measures
Metrics
Analytics
Fundamental constructs based on tabulation of
data
Higher level constructs based on two or more
measures
Converting metrics into decision
supporting insight
Employee headcount
Revenue per FTE
Turnover of high potential employees in poor performing
BUs
Understanding the world of analytics
Intro to HR Metrics and Workforce Analytics
• HR Analytics- Purpose is to determine those aspects of HR management that must be prioritized and improved to allow HR to perform better
• Workforce Analytics- Purpose is to determine those aspects of people management that must be prioritized and improved to make the organization perform better
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Differences between HR and Workforce Analytics
Understanding the world of analytics
Business Impact
TalentOptimization
PracticeEfficiency &
Effectiveness
Operational Require-
ments
CEO and BOD
HR Leaders, Executivesand Line Managers
HR StaffandLeaders
HR Staffand Leaders
Audience Purpose
Human
Capital
Mgmt.
Human
Resource
Mgmt.
Strategic WF
Analytics
WF Metrics and Analytics
HR Metrics and Analytics
Reporting
Human Capital Analytics Architecture, JBR and Associates, 2011
Data Relevance
Human Capital Analytics Architecture
Levels of measurementKey Objectives
Efficiency
Effectiveness
Business Impact
Predictive
HR Analytics Workforce Analytics
Inputs & Resources
Metrics By HR Function
Linking cost per hire,time per hire, attrition and profit
Inputs & Resources
Linking cost per hire, time per hire, attrition and profit
Time to Fill
Inputs & Resources
Linking cost per hire, time per hire, attrition and profit
Time to Fill
Inputs & Resources
Linking cost per hire, time per hire, attrition and profit
Attrition rate
Inputs & Resources
=SUM(E6+J6+O6+T6)
Linking cost per hire, time per hire, attrition and profit
Inputs & Resources
Linking Attrition to Profitability
Revenue
Employee
Turnover /Attrition/Leavers
Manage
Turnover
Key Objectives
Intro to HR Metrics and Workforce Analytics
Summary
Understanding the world of analytics
• Gather data
• Understand the business both tangible and intangible, culturally/financially
• Align with business needs and priorities
• Evaluate your activities
• Did it produce the desired results
• Analysis the results to ensure they are still supporting strategies and objectives
• Publish value and outcomes
Intro to HR Metrics and Workforce Analytics
Thank You
Understanding the world of analytics