Hr Analytics Introduction Hr Analytics Summit Luk Smeyers 1.1

1. POWERFUL WORKFORCE ANALYTICS HR Analy)cs: de toekomst van HR!

2. POWERFUL WORKFORCE ANALYTICS HR Analy)cs deﬁni)e Systema)sch iden)ﬁceren van de BUSINESS IMPACT van investeringen in Human Capital 1. 1. HR Data/ Metrics 2. Research Data 3. Business Data 2. Combineren van onaJankelijke datasets d.m.v. Business Intelligence technieken Analyse met behulp van geavanceerde Sta)s)sche Analyses & Predic)eve modellen B.I. STAT 3.

3. POWERFUL WORKFORCE ANALYTICS Voorbeelden van HR Analy)cs… Sales Manager Training Produkt-‐Salesorganisa)e Omzet Sales Manager Kwaliteit Klanten-‐ tevredenheid Bizz Impact Bizz Impact Stress-‐ niveau Produk)e-‐en)teit Arbeids-‐ ongevallen ShiU-‐ Supervisor training Machine Down)me Produc)viteit Bizz Impact Bizz Impact Werknemers-‐ engagement Supermarktketen Klanten-‐ tevredenheid Filiaalhouders-‐ kwaliteit Omzet Per ﬁliaal Klanten-‐ loyauteit Gemiddelde besteding Per ﬁliaal Bizz Impact Bizz Impact Intrinsieke mo)va)e Catering-‐divisie in Pretpark Medewerker-‐ reten)e WachYjden aan kassa Bizz Impact

4. POWERFUL WORKFORCE ANALYTICS Inhoud 1.  Deﬁni)e HR Analy)cs 2.  HiYng the wall in HR 3.  Google als inspira)ebron 4.  Niet te stoppen trend 5.  Sleutels tot succes 6.  De grote uitdaging: HR mindset

5. POWERFUL WORKFORCE ANALYTICS Prof. Richard Bea/y** (Rutgers University, HR faculty, New Jersey) Don’t trust HR! Most of the HR professionals are ill-‐equipped to provide analy:cs that are useful in making human capital decisions that build economic value. A lot of the HR work has no relevance to an organiza:on’s success!” ** Speaking at a 2009 top CFO summit

6. POWERFUL WORKFORCE ANALYTICS Boston Consul)ng Group Top 5 conclusion “Business volatility and uncertainty increase the need for companies to rely on advanced analytics, scenario simulations, and other sophisticated workforce-planning levers.” h/p://www.bcg.com/documents/ﬁle61338.pdf Strengthen HR: “Developing capabilities for HR to partner with the business lays out a road map for HR professionals to develop new analytical skills and expert knowledge.”

7. POWERFUL WORKFORCE ANALYTICS ‘HiYng the wall in HR’* Toegevoegde Waarde van HR Graad van HR ‘Intelligence’ Benchmarks Ken-‐ en stuurgetallen Scorecards BUSINESS IMPACT (*) John Boudreau, Harvard Business School, 2007 Het verbinden van HR me)ngen en eﬀec)viteit van de organisa)e HR Surveys

8. POWERFUL WORKFORCE ANALYTICS What happened? Repor)ng & Metrics •  Why is it happening? •  What is the impact? HR Analy)cs What will happen next? Predic)ve Modelling Graad van HR ‘Intelligence’ Toegevoegde waarde van HR Focus: •  Verleden •  Transac)oneel Focus: •  Toekomst •  Voorspellend ‘HiYng the wall in HR’

9. POWERFUL WORKFORCE ANALYTICS Business Solu)on HR Analy)cs moeten een ‘business solu)on’ zijn en geen ‘HR solu)on’. Zoniet: zero value!

11. POWERFUL WORKFORCE ANALYTICS Lazlo Bock Chief HR at Google “. ” Google als inspira)ebron: Sejy Prasad Director of People Analy)cs Google “We want to use data and analytics information to make sure that we are designing the processes in the best way possible. We take analytics very seriously both on the business side as well as on the people side.” “1/3 of the HR staff globally is hired speciﬁcally for their analytical skills. They may have a Ph.D. in statistics or organizational psychology or a master’s in chemistry or physics. They build an underlying quality into what we are doing by constantly testing our ideas and practices. Analytics measure the ROI for everything we do.”

12. POWERFUL WORKFORCE ANALYTICS Prof. Ed Lawler Director of the Center for EﬀecSve OrganizaSons at the University of Southern California “Google is one of a few companies that are early in taking a more quantitative approach to personnel decisions. They are clearly ahead of the curve, but a lot of companies are waking up to the fact that there is a lot of modeling that can provide you with critical data on human capital.” Google als inspira)ebron

14. POWERFUL WORKFORCE ANALYTICS Niet te stoppen trend…

15. POWERFUL WORKFORCE ANALYTICS BusinessWeek (March ‘09): “HR Data Mining is a Game-‐Changing Management Idea”

16. POWERFUL WORKFORCE ANALYTICS Tom Davenport ‘Compe)ng on Analy)cs’: top 10 HBR-‐boek in USA (2009) Harvard Business Review (okt. 2010) voor het eerst over ‘Talent Analy)cs’!

17. POWERFUL WORKFORCE ANALYTICS Fitz-‐Enz: Predic)ve Modeling ‘Leading Indicators’1 1Research domains with important opportuniSes for PredicSve Modeling (Jac Fitz-‐enz, Human Capital Source, June 2009)

18. POWERFUL WORKFORCE ANALYTICS The business case voor Analy)cs Search Volume in Google for ‘Analy)cs’

20. POWERFUL WORKFORCE ANALYTICS 5 sleutels tot succes 1. Focus op sleutelprocessen 2. HR analy)sche & technische competen)es 3. Basis: ‘Employee Lifecycle’ 4. Introduc)e van HR research 5. ‘Merged datasets’ door Business Intelligence

21. POWERFUL WORKFORCE ANALYTICS De grote uitdaging: HR mindset John Boudreau: University of Southern California “The future of human capital analytics lies more in the MINDS of the HR leaders than in human capital analysis systems.”

22. POWERFUL WORKFORCE ANALYTICS HR Transforma)e! Van Business Alignment naar Business Impact

23. POWERFUL WORKFORCE ANALYTICS Nieuwe mindset! Nieuwe HR proﬁelen Nieuwe HR structuren Nieuwe HR technologie Nieuwe HR exper)se Business Impact!

24. POWERFUL WORKFORCE ANALYTICS Contact: luk.smeyers@inosSx.com jeroen.delmo/e@inosSx.com frans.beerling@inosSx.nl www.inosSx.com LinkedIn with us: www.linkedin.com/in/luksmeyers www.linkedin.com/in/jeroendelmo/e www.linkedin.com/in/fransbeerling Bedankt!

Hr Analytics Introduction Hr Analytics Summit Luk Smeyers 1.1

Hr Analytics Introduction Hr Analytics Summit Luk Smeyers 1.1

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Hr Analytics Introduction Hr Analytics Summit Luk Smeyers 1.1