Presented by: Mike Erlin, Managing Director, Australia & New Zealand Some questions we answer: Compliance •Where do the highest risk levels reside & why? •What are my risks if employees do not finish a course on time? Succession Planning •Which employees are ready for a new role? Career Mobility •What are possible career paths based on current role and career interests? Employee Growth •What is my employee’s potential for new roles & how can I best develop them? Learning & Development •What courses drive the most impactful development? •How can I effectively assign courses & optimise our catalog?

1. Welcome

2. Business Performance
& Strategic HR
Mike Erlin
Managing Director, Australia & New Zealand

3.  Welcome & Acknowledgement 12:00 – 12:15
 Business Performance & Strategic HR 12:15 – 13:00
Lunch Served
 Break 13:00 – 13:10
 Roundtable Discussion 13:10 – 14:00
Canapés Served
 Closing Remarks 14:00
AGENDA

4. 4
B = f (P x E)
PERFORMANCE
PEOPLE & ENVIRONMENT
UNIFYING TALENT
ACTIONABLE INSIGHTS

5. PERFORMANCE

6. Variation in People’s Performance
6
B = f(PXE)
23% Super Achievers
46% Solid Contributors
31% Under Performers
Research suggests the top 1/3 is 40% more
productive than the bottom 1/3
Research conducted by Schmidt & Hunter
34%
E&Y Australian Productivity Pulse Report, May 12
If you knew at
time of hire
what you know
now, would you
re-hire?
Kevin Chandler, Chandler HR - 2016

7. 7
B = f(PXE)
B = f (P x E)
Source: Kurt Lewin, 1936

8. The Performance ‘Throttles’
8
B = f(PXE)
*Source: Kevin Chandler - Chandler HR 2016
Person
• Knowledge
• Skills
• Attitude
• Intellect
• Personality
• Experience
Environment
• Job Process
• Culture
• Reward Systems
• Synergy / Teamwork
• Management Approach
• Social Situation
P = f (I x E)
Performance = function of the interaction between the
Individual and the Environment*

9. Success looks like
9

10. PEOPLE &
ENVIRONMENT

11. 11
B = f(PXE)
1. the surroundings or conditions in which a person, animal or
plant lives or operates.
2. the aggregate of surrounding things, conditions, or influences
that affect behaviour of an organism or community;
surroundings; milieu.
3. the social and cultural forces that shape the life of a person
or population.
en-vahy-ruh n-muh nt

12. 12
13% of employees
feel passionate about their work
(Deloitte)

13. 13
# 1 priority for employees
Appreciation for their work
(BCG)

14. 14
Importance of engagement & company culture
grown from 20% – 50%
(Human Capital Trends 2015, Bersin by Deloitte)

15. 15
Top Values: Respect and Trust
(University of Delhi)
• Interested in my satisfaction
• Solves problems
• Supportive, open, and approachable
• Never disappoints me
• Empowered to make decisions
• The organisation is true

16. 16Source: Deloitte - Global Human Capital Trends 2016
 Highly empowered teams
 New model of management
 Younger, globally diverse leaders
The ‘New Organisation’

17. 17
…HR needs to be proactive,
implement the right tools,
promote a culture of listening,
and ensure that reward systems
are consistent with engagement
and retention goals.
17
Source: Deloitte - Global Human Capital Trends 2016Source: Deloitte - Global Human Capital Trends 2016

18. 18Source: Aon Hewitt 2015 Global Employee Engagement Survey

19. 19
Employee Engagement
The level of an employee’s psychological investment in their organisation.
Source: Aon Hewitt /2016 Trends in Global Employee Engagement

20. 20
Our job is to capture and align
Think
Perceptions of organisation & management
How they contribute & fit?
Feel
Sense of pride & passion about the company
Do they belong?
Do
Willing to go beyond call of duty?
Intention to stay on
Recommend as good employer

21. UNIFYING TALENT

22. 22Source: Bersin & Associates 2006
Recent Evolution of Talent Management Eco-system

23. 23
2 3
41
57
6
‘Talent’ Functions
Performance
Management
Learning &
Development
Succession
Planning
Leadership
Development
Compensation
& Rewards
Talent Strategy
& Planning
Sourcing &
Recruiting
Source: Bersin & Associates 2011

24. 24
2 3
41
57
6
Integrate & Improve Workflow
Performance
Management
Learning &
Development
Succession
Planning
Leadership
Development
Compensation
& Rewards
Talent Strategy
& Planning
Sourcing &
Recruiting
Source: Bersin & Associates 2011

25. 25
2 3
41
57
6
Performance
Management
Learning &
Development
Succession
Planning
Leadership
Development
Compensation
& Rewards
Talent Strategy
& Planning HR Data & Metrics
Sourcing &
Recruiting
Warehouse Data & Report
Source: Bersin & Associates 2011

26. 26
2 3
41
57
6
Performance
Management
Learning &
Development
Succession
Planning
Leadership
Development
Competency
Management
Compensation
& Rewards
Talent Strategy
& Planning HR Data & Metrics
Sourcing &
Recruiting
Goal: Integrated Talent Management
Source: Bersin & Associates 2011

27. Integration of Disparate applications
27
Acquired by
Acquired by
Acquired by
Acquired by
Acquired by

28. 28
Macro Global Shifts
EMERGING
MARKETS
SIMULTANEOUS  FAST  DISRUPTIVE
GLOBAL
CONNECTION
Source: McKinsey Global Institute
TECHNOLOGY
CHANGE
AGING
POPULATION

29. 29Source: PWC Advisory 2015
Cloud Computing
Mobile & Consumerisation
Big Data
The Evolution of Technology

30. 30Source: PWC Advisory 2015
86%
39%
Cloud Computing
Big Data
Mobile & Consumerisation
The Evolution of Technology
CEO’s expect tech to
transform their
business
CEO’s that believe
HR is well prepared

31. Global Connection – always on
31

32. Organically Grown Human Capital Talent Suite
32
Acquired by
Acquired by
Acquired by
Acquired by
Acquired by

33. 33
1
Employee Experience & Adoption
The Power of…
scales satisfying employee,
organisational and management
Talent needs within the context of
Global Macro Shifts…at scale.

34. ACTIONABLE INSIGHTS

35. What is
Big Data?
Our apps are collecting
data all the time.
Define the
question.
Use the data to unlock
the answer.
Big Data….Massive Data
How does it Work?
The power of analysing all this data with state-of-the-art
machine learning.

36. Analytics ProgressionValue
Sophistication
Descriptive
What happened?
Diagnostic
Why did it happen?
Predictive
What will happen?
Prescriptive
What should I do?
REPORTING
VIEW
PLANNING
INSIGHTS

37. Predictive & Prescriptive Analytics
DEEPER INSIGHTS SMARTER
DECISIONS
DATA-DRIVEN
SUGGESTIONS
Source(s): http://elearningindustry.com/top-10-e-learning-statistics-for-2014-you-need-to-know
COST SAVINGS
Business Benefits

38. Financial EnergyRetail
Predicting:
Product Purchase
Outcome: 29% Sales Increase
Predicting:
Prioritise Upkeep Activity
Outcome: Saved millions in lost
revenue & repair costs
Predictive Analytics is Everywhere
Predicting:
Mortgage Risk
Outcome: Default warning. Boosted
profits $600 million

39. Elections
And NOW it’s finally being used in HR…
Prescriptive Analytics are Emerging
Predicting & Prescribing:
Outcome: UK’s exit from EU.
Republican win of US Presidency.

40. 40
Analytics Matter...
of CEOs say they have already
implemented dedicated
“people analytics”
but that’s only part of the
story…
Source: PwC’s Trends in People Analytics 2015
86%
of CEOs say that creating or
improving “people analytics” is
a strategic priority for the next
1-3 years

41. 41
Source: *HR Joins the Analytical Revolution, Harvard Business Review, February 2014

42. Some Questions We Answer Today…
42
Compliance
• Where do the highest risk levels reside & why?
• What are my risks if employees do not finish a course on time?
Succession Planning
• Which employees are ready for a new role?
Career Mobility
• What are possible career paths based on current role and career interests?
Employee Growth
• What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
• What courses drive the most impactful development?
• How can I effectively assign courses & optimise our catalog?

43. Compliance
43
Compliance Guide
• Forecast compliance rates
• Reduce risk for regulatory fines
• Uncover non-compliance predictive factors
• Simulate compliance outcomes to support
policy changes
• Understand the factors that drive compliance
Compliance Questions
• What are your risk levels?
• Where do the highest levels reside?
• What are the reasons?

44. Compliance
44
Compliance Control
• Know which employees are at risk & why
• Understand current risk levels
• Identify highest risk levels
• Learn how to:
• Increase compliance likelihood
• Prevent future non-compliance
Compliance Question
• What are your risks if employees do not finish
a course on time?

45. Succession Planning
45
Predictive Succession
• Predict employees with high potential to
succeed in a new role in the near term
• See which factors drive succession
predictions
• Recommend employees ready to succeed
in a new role
• Get recommendations to fine tune career
paths
Succession Question
• Which of your employees are ready for a
new role?

46. Career Mobility
46
Career Mobility
• Understand mobility throughout your
organisation
• Increase tenure by optimising individual
career paths
• Create career paths & development plans
automatically
• Get recommendations to fine tune career
paths
Career Question
• What are potential career paths based on
current role or career interests?

47. Employee Growth
47
Employee Growth
• Optimise leadership pipelines by predicting
specific employee’s success for roles
• Create individual readiness measures for
each potential role
• Increase engagement by optimising
employees’ career mobility
• Create career paths & development plans
automatically
Employee Question
• What is my employee’s potential for new
roles & how can I best develop them?

48. Learning & Development
48
Learning Question
• What courses drive the most impactful
development?
Learning Optimisation
• Identify courses that drive career mobility
• Understand course impact on employee
promotions
• Pinpoint less impactful courses to groom
your training catalog
• Get employee-specific course
recommendations to drive productivity &
engagement

49. 49
Talent Insights and Value for Leadership
Reporting
Standard &
custom reports
View
Highly visual &
interactive
dashboards to
easily slice & dice
talent data
Insights
Predictive,
prescriptive
analytics for
managing talent
decisions
Planning
Big data solution
for workforce
planning
DISCOVERREPORT PREDICT PLAN

50. Maximise productivity
Engagement
Retention
New critical skills
Leader pipe5. Operational efficiencies
4. Enhance culture
3. New product and/or service lines
1. Organic growth
2. Improve critical metrics
Talent PrioritiesBusiness Priorities
To drive success, isolate the Talent needs that will drive the greatest impact to your business.
50
Establishing a starting point is key…
50
Learning & Performance
Connect, Performance, Learning,
Succession & Career Planning
Recruitment, Learning, Performance++
Learning, Workforce Planning
Succession, Learning, Performance,
Connect
Enable at Scale

51. ROUNDTABLE

52. HR Director Webinar
Leveraging "The Machine" to Transform
Your Business & Your Bottom Line
Wednesday, 3 May
Register online at
http://bit.ly/2oVLgr0
Converge 2017
Wednesday, 9 August
The Westin Sydney
UPCOMING EVENTS

53. Mike Erlin
Managing Director - ANZ
m – 0421 152 884
e – merlin@csod.com
t - @mikeerlin
l - linkedin.com/in/mikeerlin
Thank you for your time.