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Building next gen hr solutions with people analytics-final

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HR functions in today's competitive business dynamics are transforming themselves to play an active strategic role in the success of an organization. With this shift, we witness many human resource departments in dire need of integrated data-driven solutions to make effective fact-based human capital decisions.Now here is where People Analytics comes to the picture to aid in HR transformation.

People Analytics provides meaningful insights to organizations into their workforce and help accelerate and innovate their recruitment, talent development and management capabilities.

Thank you for joining us for an insightful webinar on "Building Next-Gen HR Solutions with People Analytics". Attendees got insights on how People Analytics enables organizations to make effective data-driven HCM decisions along with the tools and technologies needed and some interesting real world use cases.

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Building next gen hr solutions with people analytics-final

  1. 1. Building Next-Gen HR Solutions with People Analytics
  2. 2. Housekeeping • Webinar recordings and slides will be shared with all attendees • Type in your questions and comments using the question pane on the right hand side © Harbinger Systems | www.harbinger-systems.com
  3. 3. Presenters © Harbinger Systems | www.harbinger-systems.com Lalit Kumar Business Analyst Harbinger Systems Gautam Mainkar Data Analyst Harbinger Systems
  4. 4. Agenda • Modern day HR solutions • Need of People Analytics • People Analytics: role and implementation • Use cases: – How people analytics improved the talent acquisition quality while significantly reducing the effort needed? – How an established organization bridged the skill set gap and improved the employee engagement in training programs by using people analytics in decision-making? • Q&A © Harbinger Systems | www.harbinger-systems.com
  5. 5. Evolution of HR Solutions © Harbinger Systems | www.harbinger-systems.com No Specialized Tools Specialized HR Tools Integrated HR Systems What's Next ?
  6. 6. Modern Day HR Solution : How Does it Look? © Harbinger Systems | www.harbinger-systems.com Cloud Based Social Media Integrations Analytics 3rd Party Application Integration
  7. 7. Modern Day HR Solution: What does it do? © Harbinger Systems | www.harbinger-systems.com Automates Information Sharing Automates Processes Automates Clerical Work Automates Reporting
  8. 8. HRManagerEmployee Modern Day HR Solution: What it does not do? © Harbinger Systems | www.harbinger-systems.com • Does not aid in decision-making Fill Review Form Receives Promotion Promotion Provide Ratings Gives Org Feedback Define Role Validates Record & Calibrates Rating End No Yes
  9. 9. Decision Making is a Bottleneck © Harbinger Systems | www.harbinger-systems.com • More examples: – Identifying employees at flight risk – Select right employees for training • Decisions based on experience, pre-set rules, precedent and intuitions • Decisions made with incomplete information • Processes lack transparency • Knowledge base is not easy to share
  10. 10. People Analytics: Enabling Data-Driven Decisions © Harbinger Systems | www.harbinger-systems.com • People analytics leverages data to help decision-making • Lots of data is available: – Internal Source: HCM System Databases – External Sources: LinkedIn, Glassdoor, GitHub • Systems covering entire life-cycle
  11. 11. Analytics © Harbinger Systems | www.harbinger-systems.com Analytics in HCM Stack Dashboard Report KPI MetricAAR Recruitment Learning Management Benefits Payroll Workforce Planning Leave Management Reporting Predictive Reactive Sales Data Operational Data Business Logic Data layer Presentation HCM Data External Data
  12. 12. Role of People Analytics © Harbinger Systems | www.harbinger-systems.com Tactical to strategic roleCloser integration of HR Functions with core business functions Evidence centric decisions Actionable, driven by result methodology
  13. 13. People Analytics: Extract Insights from Data © Harbinger Systems | www.harbinger-systems.com • HR data hides tremendous amounts of insights: – Trends, patterns, causal factors, behavioral insights • Insights from data can be used to make decisions: – Reporting – Reactive analytics – Predictive analytics
  14. 14. Methodology: Types of Problem • People analytics problems can be reduced to: – Clustering – Regression – Classification © Harbinger Systems | www.harbinger-systems.com
  15. 15. Clustering Problem © Harbinger Systems | www.harbinger-systems.com
  16. 16. Regression Problem © Harbinger Systems | www.harbinger-systems.com
  17. 17. Classification Problem © Harbinger Systems | www.harbinger-systems.com 80% Promoted 30% Promoted 20% Promoted 5% Promoted Tenure Experience Performance Rating All Employees >7 >3 <3 >10 <10 <7
  18. 18. Methodology © Harbinger Systems | www.harbinger-systems.com Identify data required Identify data sources (internal and external) Define algorithms and tech stack Verify quality of results
  19. 19. Use Cases © Harbinger Systems | www.harbinger-systems.com
  20. 20. How people analytics improved the talent acquisition quality while significantly reducing the effort needed? © Harbinger Systems | www.harbinger-systems.com
  21. 21. Candidate Profiling and Sentiment Analysis © Harbinger Systems | www.harbinger-systems.com Scenario Company uses recruiting software to hire talent Candidate profiling and credentialing is done manually Time consuming process and prone to human bias Need an intelligent filter to facilitate recruitment process Data Candidate Data : Candidate CV, LinkedIn Profile, GitHub Profile, etc. Requisition Data: Educational Qualification, Experience, Roles and Responsibilities Solution Benefits Text analysis to compare CV and social media profile against job description Sentiment analysis on feedback received about candidate to evaluate strength and weakness Improved decision-making as candidate evaluation is more objective Significantly reduced manual efforts making recruitment workflow more efficient
  22. 22. How an established organization bridged the skillset gap and improved the employee engagement in training programs by using people analytics in decision-making? © Harbinger Systems | www.harbinger-systems.com
  23. 23. Improved Employee Engagement in Training Programs © Harbinger Systems | www.harbinger-systems.com Scenario Company runs training programs for all employees Employees are chosen for training program based on manager recommendations Choice of employee is not well adapted: Organization faces talent gap Data Solution Benefits Employee Data: Demographic, Skills, Educational Background, Experience Job Roles Data: Designation, Roles and Responsibilities, Used clustering algorithms to create employee segments Identified characteristics and training needs of each segment Create recommendation system to identify employees to be enrolled in a training program Improvement in design of training programs Training objectives more aligned to organizational needs Employee engagement in training programs is improved
  24. 24. Conclusion/Summary © Harbinger Systems | www.harbinger-systems.com • People analytics: an emergent field with huge potential • No substitute for HR people: engaging with employees on a personal level is still crucial • Helps HR professionals make strategic decisions about their people
  25. 25. Q&A © Harbinger Systems | www.harbinger-systems.com
  26. 26. © Harbinger Systems | www.harbinger-systems.com Thank You! Visit us at: www.harbinger-systems.com Write to us at: hsinfo@harbingergroup.com Blog: blog.harbinger-systems.com Twitter: twitter.com/HarbingerSys (@HarbingerSys) Slideshare: slideshare.net/hsplmkting Facebook: facebook.com/harbingersys LinkedIn: linkedin.com/company/382306 Instagram: https://www.instagram.com/harbingersystems

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