ppma annual seminar 2015 - people analytics
TRANSCRIPT
Talent Strategy and AnalyticsTurning data into insights and action
Simon ConstanceEY
Friday 17th April 2015
Introductions and Objectives
• How can a “buzz word” really realize the value of the talent in government today and make a stronger case for investment in people?
• What do we mean by analytics any?
• Some practical examples from the public sector
• How can we embed this?
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Have we run out of options for getting more from the workforce?
Failing health
economies
(acute and
mental health)
Net budget
reductions
(25-35%)
Care Act
(2014)Welfare Reform
Health & Social
Care Act (2012)
Policy Pressures
Operational Pressures
Legacy delivery
arrangements
(PFI, long term
outsourcing
contacts, etc)
Children &
Families Bill
(2013)
CSR 2013
(Grant
Settlement
Reduction)
Personal
Choice
(education &
social care)
Increasing
demand
(children at risk &
older people)
In summary workforce and talent management is one of the five biggest issues facing the public sector…
DevolutionWorkforceFragmentationDemandAusterity
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• The need for workforce modernisation, changing the capability of the current workforce
• Three out of 10 councils (29 per cent) have a formal process to spot talent from amongst staff.
Page 4
Theme
What challenges does this presents for managing talent?
• The local government paybill has increased by 0.6 per cent since 2012/13 in absolute terms (from £22.4 billion)
• Seven out of 10 respondents (71 per cent) said their council had reduced the number of staff post
• High-skilled occupations were 71% of the rise in employment from 2009-2014, 25% accounted for by low-skilled occupations.
• The UK population aged 60 – 74 will increase by 1.5m, 90% of jobs created
Capability
Productivity and budget pressures
Changing workforce
Evidence
1. Staff performance
2. Targeted resource
management
3. Talent policy
effectiveness
Area of question
How can we respond to these challenges using talent analytics?
Talent Analytics provides data driven evidence and insights into decision making along the end to end HR process that converts Strategy into Outcomes
Business
outcomes
Stakeholders
The Market
Resourcing
and
recruitment
Role and
competency
design
Reward and
recognition
Career and
succession
Performance
management
Leadership
profile
Integrated
HR levers
Mobility
Learning and
development
Businessstrategy*
Business plan
Workforce plan
*or Business Unit, Division, Function
• Political Stability
• Socio/economic trends
• Labour Market
• Market forecasts
• Technology trends
• Competitor strategy
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How can you getting going?
Start small and deliver quick wins
Plan and agree milestones
Run further hypotheses and prove the business case
Continue to build the function
Time
Engage with business to identify suitable business issue
4. Develop the options
5. Option analysis and selection
6. Detailed solution design
7. Solution implementation
8. Evaluation and impact analysis
Developing the solution Delivering value
Process Framework
1. Hypothesis Definition
2. Hypothesis Testing
3. Problem definition
Defining the problem Making the case for change
Problem StatementDefine the problem and raise awareness among key stakeholders
Objectives
Establish the objectives and what will constitute success
Problem Drivers
Analyse problem drivers and levers for resolving the problem
Options
Define the alternatives for addressing the problem
Cost & Benefits
Fully define the costs and benefits of the selected option and the impact of detailed design decisions
Implementation KPIsDefine what a successful implementation looks like and monitor against this
Policy Value
Prioritisation
Establish priorities and criteria for delivering the objectives and evaluate options against these
Objective driven
Problem driven
Decision maker driven
Hypothesis
Define problem hypothesis based on evidence provided by the “Trigger”
Hypothesis Testing
Gather evidence and data to analyse and refine the Hypothesis
Trigger: • HR KPIs• MI Reports• Business
Forecasts• Leadership
Request• Expertise• Benchmarks
Do valid options exist to address the
problem?
Is there evidence to support the Hypothesis
and is it relevant?
Does the solution deliver value for
money?
Decision Points
Embed this in decision making governance
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