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People, HR & Analytics
Rodney B. Bolton, SPHR Shelley Trout
With: Moderated by:
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2
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www.recruitingbrief.com/webinar-series/hiring-in-a-candidate-driven-market
www.humanresourcestoday.com/webinar-series/hiring-in-a-candidate-driven-market
About Rodney B. Bolton
Mr. Bolton, as HR Consultant, help's companies to perform transactional tasks in transformational ways. Mr. Bolton
specializes in improving employee morale and motivation, in turn making it more likely that employees will achieve
organization's goals.
Mr. Bolton uses statistics to improve the function of HR. HR and people in general, are extremely random. Statistics
help us understand, capture as well as predict the randomness of HR.
It can help us forecast spikes, ambiguities and hidden aspects of the day-to-day HR processes. This can be especially
beneficial with recruitment, succession, retention and reducing turnover.
Mr. Bolton understands the value of a company's human assets, and the need to ensure that the talent that an
organization has is not just on board but also properly motivated and seen as a valued partner. Mr. Bolton
understands that the role of HR has more and more become that of a strategic partner.
About Shelley Trout
Content Manager and Editor for Human Resources Today & Recruiting Brief at Aggregage. Shelley is also the head of
webinar production at Aggregage.
4
Learning Objectives
• Define HR Analytics.
• Practical uses of HRA.
• Understand the value of HRA.
People, HR & Analytics
5
Those core functions of HRA are:
• Acquisition,
• Optimization,
• Development, and paying employees within
a business.
People, HR & Analytics
6
Define the value of Human Capital
People, HR & Analytics
7
What is the value of Human Capital?
How do you measure your most important assets?
People, HR & Analytics
8
• Assessing the value of your Human Capital
(HC),
• The most important asset of any
organization,
• Has historically been difficult.
People, HR & Analytics
9
• Because you’re assessing an intangible
asset.
• Assigning a value on a balance sheet has
been a long standing challenge as well.
People, HR & Analytics
10
This is the core reason we need HR Analytics.
People, HR & Analytics
11
What is HR Analytics
People, HR & Analytics
12
HR analytics refers to applying metrics to HR and your
HR department.
People, HR & Analytics
13
• Is to improving everything related to Human Capital
and therefore getting a better Return On Investment (ROI
)
• This also improving the companies bottom line.
The Goal of HR Analytics
People, HR & Analytics
14People, HR & Analytics
What can HR Analytics do to help your business?
• Annualized voluntary turnover rate; and
• Average interviewing costs,
• Average length of placement in months.
15
• Average length of service of all current
employees,
• Average length of service of all employees
who have separated,
• Average months to source.
People, HR & Analytics
16
0%
0%
50%
0%
50%
Identifies Reasons for Resignations Terminations
Misconduct
Job Abandonment
Resigned without Notice
Performance
Resigned with Notice
People, HR & Analytics
17
29%
71%
Length of Stay
< 3 Months
≥ 1 Year
People, HR & Analytics
18
Old HR Metrics
People, HR & Analytics
19
New HR Metrics
People, HR & Analytics
People, HR & Analytics
20People, HR & Analytics
21
People, HR & Analytics
Understanding Turnover
• Employees sense a lack of perceived fairness.
• Co-workers complain of being overworked.
• Lack of, or no employee recognition.
• Additional demands being placed on stressed employees.
• Lack of talent development.
• Few salary bumps.
People, HR & Analytics
22
Understanding Hiring
• Average sourcing cost per hire.
• Average time employees are in the same job –function.
• Average time to competence.
• Average time to update employee records.
• Average training costs per employee.
• Compensation cost as a percentage of revenue.
• Contingency workers.
People, HR & Analytics
23
$-
$100,000.00
$200,000.00
$300,000.00
$400,000.00
$500,000.00
$600,000.00
$700,000.00
$800,000.00
$900,000.00
$1,000,000.00
April
May
June
July
August
September
October
November
December
January
February
March
April
May
June
July
Sales Volume
Sales Volume
People, HR & Analytics
24
0
1
2
3
4
5
6
7
8
9
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
Total WH EE
Total Driver
Total Truck
People, HR & Analytics
25
• Leveraging available employment data can help employers overcome
tradition questions associated with manpower. i.e.,
• Staffing,
• Ratios (goods v. labor) etc.
People, HR & Analytics
26
• HR Analytics can assist employers in
improving their bottom line.
• Knowledge is golden.
People, HR & Analytics
27
• Everything always circles back to
engagement, and
• Retention
• This way you can target employees who fit
your mission, vision and values.
People, HR & Analytics
28
To understand this we need to spend some time on
retention and retention modeling.
People, HR & Analytics
29
What is a retention model ? (Three Parts)
• Employee satisfaction
• Engagement
• Turnover
People, HR & Analytics
30
Engagement
Employee satisfactionTurnover
Retention Model
People, HR & Analytics
31
TRENDS
In recent years, hiring qualified employees, developing, and
retaining them has been one of the most important issues for
any business or organization.
People, HR & Analytics
32
HR Analytics Helps
• Improves hiring.
• Makes your company data driven.
• Quantifies HR.
• Sets measuring sticks.
People, HR & Analytics
33
What’s the advantage of making a company data driven?
People, HR & Analytics
34
Improves Hiring Through
• Tracking
• Measuring, and
• Analyzing
People, HR & Analytics
35
HRA improves HR by bring in data that makes HR a profit
center.
People, HR & Analytics
36
Quantifies HR
• It allows you to put a value on:
• Hiring Cost
• Time to hire
• Expenses, etc.
People, HR & Analytics
37
Sets Measuring Sticks
• Effectiveness of recruiting.
• Value of a specific position.
• Company investment in key positions.
People, HR & Analytics
38
Summary
If we have met our learning objectives we
are fully aware of:
• HR Analytics
• Data driven HR
• HR as a profit center
People, HR & Analytics
39
Challenges Facing HR
• Is turning date into action.
• This can be done by making HR Analytics the
driving force behind large and key expenditures.
People, HR & Analytics
40
Value around predicting behavior
-good and bad
People, HR & Analytics
41
Conclusion
With HR Analytics you can really improve your company
is so many critical areas:
• Spending
• Operations,
• and most importantly the bottom line.
• Efficiency adds up to savings.
People, HR & Analytics
42
Q&A
Shelley Trout
With: Moderated by:
HR Consultant, HR | BIZZ
Linkedin page: /in/rodney-b-bolton-ms-sphr-83a76865/
Twitter ID: @HRBIZZ
Website: www.hrbizz.com
Producer, Aggregage
Linkedin page: /in/shelleytrout/
Twitter ID: @hrposts / @recruitingbrief
Website: www.aggregage.com
Rodney B. Bolton
www.recruitingbrief.com/webinar-series/hiring-in-a-candidate-driven-market
www.humanresourcestoday.com/webinar-series/hiring-in-a-candidate-driven-market
43
Don't Miss the Next Session!
www.recruitingbrief.com/webinar-series/hiring-in-a-candidate-driven-market
www.humanresourcestoday.com/webinar-series/hiring-in-a-candidate-driven-market
A Walk In Their Shoes
Angie Verros Shelley Trout
With: Moderated by:
April 26th 2018
11AM PST/ 2PM EST/ 7PM GMT

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Hiring in a Candidate Driven Market: People, HR & Analytics

  • 1. People, HR & Analytics Rodney B. Bolton, SPHR Shelley Trout With: Moderated by: TO USE YOUR COMPUTER'S AUDIO: When the webinar begins, you will be connected to audio using your computer's microphone and speakers (VoIP). A headset is recommended. Webinar will begin: 11:00 am, PST TO USE YOUR TELEPHONE: If you prefer to use your phone, you must select "Use Telephone" after joining the webinar and call in using the numbers below. United States: +1 (415) 930-5321 Access Code: 178-799-739 Audio PIN: Shown after joining the webinar --OR--
  • 2. 2 Click on the Questions panel to interact with the presenters www.recruitingbrief.com/webinar-series/hiring-in-a-candidate-driven-market www.humanresourcestoday.com/webinar-series/hiring-in-a-candidate-driven-market
  • 3. About Rodney B. Bolton Mr. Bolton, as HR Consultant, help's companies to perform transactional tasks in transformational ways. Mr. Bolton specializes in improving employee morale and motivation, in turn making it more likely that employees will achieve organization's goals. Mr. Bolton uses statistics to improve the function of HR. HR and people in general, are extremely random. Statistics help us understand, capture as well as predict the randomness of HR. It can help us forecast spikes, ambiguities and hidden aspects of the day-to-day HR processes. This can be especially beneficial with recruitment, succession, retention and reducing turnover. Mr. Bolton understands the value of a company's human assets, and the need to ensure that the talent that an organization has is not just on board but also properly motivated and seen as a valued partner. Mr. Bolton understands that the role of HR has more and more become that of a strategic partner. About Shelley Trout Content Manager and Editor for Human Resources Today & Recruiting Brief at Aggregage. Shelley is also the head of webinar production at Aggregage.
  • 4. 4 Learning Objectives • Define HR Analytics. • Practical uses of HRA. • Understand the value of HRA. People, HR & Analytics
  • 5. 5 Those core functions of HRA are: • Acquisition, • Optimization, • Development, and paying employees within a business. People, HR & Analytics
  • 6. 6 Define the value of Human Capital People, HR & Analytics
  • 7. 7 What is the value of Human Capital? How do you measure your most important assets? People, HR & Analytics
  • 8. 8 • Assessing the value of your Human Capital (HC), • The most important asset of any organization, • Has historically been difficult. People, HR & Analytics
  • 9. 9 • Because you’re assessing an intangible asset. • Assigning a value on a balance sheet has been a long standing challenge as well. People, HR & Analytics
  • 10. 10 This is the core reason we need HR Analytics. People, HR & Analytics
  • 11. 11 What is HR Analytics People, HR & Analytics
  • 12. 12 HR analytics refers to applying metrics to HR and your HR department. People, HR & Analytics
  • 13. 13 • Is to improving everything related to Human Capital and therefore getting a better Return On Investment (ROI ) • This also improving the companies bottom line. The Goal of HR Analytics People, HR & Analytics
  • 14. 14People, HR & Analytics What can HR Analytics do to help your business? • Annualized voluntary turnover rate; and • Average interviewing costs, • Average length of placement in months.
  • 15. 15 • Average length of service of all current employees, • Average length of service of all employees who have separated, • Average months to source. People, HR & Analytics
  • 16. 16 0% 0% 50% 0% 50% Identifies Reasons for Resignations Terminations Misconduct Job Abandonment Resigned without Notice Performance Resigned with Notice People, HR & Analytics
  • 17. 17 29% 71% Length of Stay < 3 Months ≥ 1 Year People, HR & Analytics
  • 18. 18 Old HR Metrics People, HR & Analytics
  • 19. 19 New HR Metrics People, HR & Analytics People, HR & Analytics
  • 20. 20People, HR & Analytics
  • 21. 21 People, HR & Analytics Understanding Turnover • Employees sense a lack of perceived fairness. • Co-workers complain of being overworked. • Lack of, or no employee recognition. • Additional demands being placed on stressed employees. • Lack of talent development. • Few salary bumps. People, HR & Analytics
  • 22. 22 Understanding Hiring • Average sourcing cost per hire. • Average time employees are in the same job –function. • Average time to competence. • Average time to update employee records. • Average training costs per employee. • Compensation cost as a percentage of revenue. • Contingency workers. People, HR & Analytics
  • 24. 24 0 1 2 3 4 5 6 7 8 9 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 Total WH EE Total Driver Total Truck People, HR & Analytics
  • 25. 25 • Leveraging available employment data can help employers overcome tradition questions associated with manpower. i.e., • Staffing, • Ratios (goods v. labor) etc. People, HR & Analytics
  • 26. 26 • HR Analytics can assist employers in improving their bottom line. • Knowledge is golden. People, HR & Analytics
  • 27. 27 • Everything always circles back to engagement, and • Retention • This way you can target employees who fit your mission, vision and values. People, HR & Analytics
  • 28. 28 To understand this we need to spend some time on retention and retention modeling. People, HR & Analytics
  • 29. 29 What is a retention model ? (Three Parts) • Employee satisfaction • Engagement • Turnover People, HR & Analytics
  • 31. 31 TRENDS In recent years, hiring qualified employees, developing, and retaining them has been one of the most important issues for any business or organization. People, HR & Analytics
  • 32. 32 HR Analytics Helps • Improves hiring. • Makes your company data driven. • Quantifies HR. • Sets measuring sticks. People, HR & Analytics
  • 33. 33 What’s the advantage of making a company data driven? People, HR & Analytics
  • 34. 34 Improves Hiring Through • Tracking • Measuring, and • Analyzing People, HR & Analytics
  • 35. 35 HRA improves HR by bring in data that makes HR a profit center. People, HR & Analytics
  • 36. 36 Quantifies HR • It allows you to put a value on: • Hiring Cost • Time to hire • Expenses, etc. People, HR & Analytics
  • 37. 37 Sets Measuring Sticks • Effectiveness of recruiting. • Value of a specific position. • Company investment in key positions. People, HR & Analytics
  • 38. 38 Summary If we have met our learning objectives we are fully aware of: • HR Analytics • Data driven HR • HR as a profit center People, HR & Analytics
  • 39. 39 Challenges Facing HR • Is turning date into action. • This can be done by making HR Analytics the driving force behind large and key expenditures. People, HR & Analytics
  • 40. 40 Value around predicting behavior -good and bad People, HR & Analytics
  • 41. 41 Conclusion With HR Analytics you can really improve your company is so many critical areas: • Spending • Operations, • and most importantly the bottom line. • Efficiency adds up to savings. People, HR & Analytics
  • 42. 42 Q&A Shelley Trout With: Moderated by: HR Consultant, HR | BIZZ Linkedin page: /in/rodney-b-bolton-ms-sphr-83a76865/ Twitter ID: @HRBIZZ Website: www.hrbizz.com Producer, Aggregage Linkedin page: /in/shelleytrout/ Twitter ID: @hrposts / @recruitingbrief Website: www.aggregage.com Rodney B. Bolton www.recruitingbrief.com/webinar-series/hiring-in-a-candidate-driven-market www.humanresourcestoday.com/webinar-series/hiring-in-a-candidate-driven-market
  • 43. 43 Don't Miss the Next Session! www.recruitingbrief.com/webinar-series/hiring-in-a-candidate-driven-market www.humanresourcestoday.com/webinar-series/hiring-in-a-candidate-driven-market A Walk In Their Shoes Angie Verros Shelley Trout With: Moderated by: April 26th 2018 11AM PST/ 2PM EST/ 7PM GMT