This presentation describes our new research in BigData in HR... the application of deep analytics to corporate talent management and business strategies. For more information read our in-depth research http://www.bersin.com/Store/Details.aspx?docid=15430
But as organizations globalize, what we find is that the talent markets are very unbalanced and there is a global talent deficit. Look at demographics of China.DAVOS WORLD ECONOMIC FORUM. “WE ARE ENTERING AN ERA OF UNPARALELED TALENT SCARCITY, WHICH, IF LEFT UNADRESSED, WILL PUT A BRAKE ON ECONOMIC GROWTH AND WILL FUNDAMENTALLY CHANGE THE WAY WE APPROACH WORKFORCE CHALLENGES. In India, where millions of college grads enter the workforce each year, nearly 75% of graduates do not have the skills to enter the workforce. And despite this, there are so many jobs that the turnover rates are as high as 75% in some companies.Organizations are seeing talent shortages in Japan, China, Brazil, Singapore, and almost all developing countries – there are too many people at the younger and older parts of the age curve, but not enough in the middle. In the US, over the next 8 years the percent of population over the age of 55 is going to double, creating a talent deficit here as well.Global English, one of the largest providers of english language tools for corporations around the world, published research from Mckinsey which shows that in today’s global businesses more than 70% of the Global 1000’s employees are non-english speakers, yet only 7% believe their english is good enough to do their job!
EE Engagement Model – talk about the metrics modelling linkage analysis that we startedEmployee Lifecycle Research – onboarding, engagement, exitHR Scorecards – business unit transactional metrics – one storyReactive analytics – on requestCompany Health – engagement, job sat, leadership, team, strategic direction, culture – see next slideProactive & Exploratory Analytics – turnover, reorg, employee lifecycleMoS – Engagement, Culture, Leadership – People Productivity MetricTalent – talent acquisition, quality of hire, employee readiness, succession, talent inventory (gaps vs talent pool), HiPo, etcPredictive Analytics -