Leveraging People Analytics for better decisions and member experience!

1. STRATEGIC TM
T H R O U G H A N A L Y S I S

2. STRATEGIC VS SUPPORTIVE

3. STRATEGIC
CANNOT BE
REPLACED.
Strategic TM is an integral
part of the goal &
organisation, through
GETTING, DEVELOPING and
KEEPING members.
To be strategic, you need to
take the current state, the
past and the future into
consideration. If one is
missing, you're not strategic.

4. WHAT IS THE GAP BETWEEN NOW
AND THE FUTURE? HOW CAN PAST
HELP ME WITH PREDICTING THAT?

5. WHAT DATA DO WE
WORK ON
- overall: overall exchange result/whole membership
- per product: product exchange result/# of area
members
P R O D U C T I V I T Y ( O V E R A L L &
P E R P R O D U C T )
1
% OF MEMBERS WHO FINISH THEIR
EXPERIENCE
R E T E N T I O N R A T E
2
% of members with exchange experience in
given term
I X P R A T E
3

6. WHAT DATA DO WE
WORK ON
average percentage of fulfillment
T E A M S T A N D A R D S
4
# of people applying for a position/# of
positions opened
P I P E L I N E
5
just how many active members do youm have :)
M E M E B E R S H I P L E V E L
6

7. PRODUCTIVITY
A M I A S K I N G M Y S E L F T H E
R I G H T Q U E S T I O N S ?
1. How many people do I need to perform an exchange?
2. If too many, then where the problem lies? (it can be:
structure, bad delegating, internal project problems - if
the productivity starts worrying you, do a research)
YOU CANNOT CHANGE PRODUCTIVITY!
...but you can change stuff that determines it.

8. TEAM STANDARDS
A M I A S K I N G M Y S E L F T H E
R I G H T Q U E S T I O N S ?
1. Is the TS% correlated with retention? if yes, in a
positive or negative way?
2. If I don’t have 100% fulfillment - am I communicating it
in the right way? (TS are STANDARDS, NOT optional)
3. If low - am I supporting this in a right way? (personal
approach suggested, i.e. filling the tool with team leader)
4. If high - how can it get even better? How am I going to
maintain it, transfer it for the next round?
5. Is the gap not caused by education?

9. IXP
A M I A S K I N G M Y S E L F T H E
R I G H T Q U E S T I O N S ?
1. Is my IXP rate enough to create strong exchange
culture?
2. Are the IXPs active members? if not, how can I activate
them?
3. Do the exchange plans involve IXP?
4. How am I profiting from IXP people? how can they
develop others and boost our work?

10. RETENTION
A M I A S K I N G M Y S E L F T H E
R I G H T Q U E S T I O N S ?
HOW MANY PEOPLE REALLOCATED/GOT HIGHER POSITIONS IS
NOT RETENTION - IT WILL NEVER BE 100%
1. Looking at certain areas/projects, structures under each VP:
what can you observe (i.e. iGV is still facing retention drop)
2. According to the retention result - did my structures have
influence on it?
3. How did the recruitment influence the retention? Any
conclusions for the future?
4. Is retention result and TS% correlated?

11. PIPELINE
A M I A S K I N G M Y S E L F T H E
R I G H T Q U E S T I O N S ?
Do I open the right number of positions?

12. GCPS <3

13. TASK!

14. IMPLEMENT DATA ANYLYSIS IN
YOUR LOCAL COMMITTEE
DDL: NOW :D
If you are doing this already, please review the way you do it

15. Q&A

16. THANK YOU <3