SLIDE 1 W3: Big Data: The Next Playground for HR
Nicole Caruana
Neuroscientist and Co-founder of Massivemind
Maria Zahra
Managing Director of SurgeAdvisory
SLIDE 2 Big Data: The Next Playground for HR
Workshop 3
Maria Bartolo Zahra & Nicole Caruana
part of the Crew from
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www.boomerang.com.mt
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HR data science
They are HOT for a very good reason.
people analytics
big data
SLIDE 5 What’s all this?
- Data: coded values collected from business processes, raw
facts…but it’s BIG DATA
- Analytics: compared to what? since when?
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Data tells a story, so it needs to be presented like one.
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We have been data collectors for a long time.
SLIDE 8 Simple HR Data
- Workforce profile:
- Headcount
- Age
- Length of service
- Type, e.g. sales/support/marketing/finance
- Grade
- Performance and productivity
- Absence
- Performance ratings
- Reward
- Percentage of employees paid above or below market rate
SLIDE 9 Traditionally this is how HR has done things…
- Annual engagement surveys
- Training evaluation forms
- Face-to-face interviews (e.g. selection or exit interviews)
- Personal observation
While there is nothing inherently wrong with using these methods…they certainly have their shortcomings!
SLIDE 10 So what has happened now?
- Fundamental shift in how HR works with the business
- Big data has revolutionised marketing and finance…now it is HR’s
turn
- New technologies and the realisation that big data can help you
take fact-based decisions
- HR analytics can help organisations achieve strategic objectives
- What matters is what the data does for you
Are we ready?
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A new way of looking at the same problems.
SLIDE 12 Can you answer any of these questions?
- What skills do your employees have in common?
- How many of your employees are likely to resign in 2018?
- How many of your employees are under-performing?
- Is our recruitment strategy providing the talent we need?
SLIDE 13 Big data can help…
- It gives accurate information on what is happening in the
business in relation to a given issue – e.g. employee engagement.
- It helps make decisions about where the business should
spend its money and direct resources.
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Don’t try to rule the world.
SLIDE 15 “You can’t manage what you don’t measure.”
Peter Drucker
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Start with WHY
How do I become data-driven?
SLIDE 17 Gaining competitive advantage through:
- Prediction of future job vacancies and leadership needs
- Turnover prediction and analysis
- Data-based risk management
- Prediction of future performance and pre-hire flight risk.
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Look at WHO
SLIDE 19 Understand WHAT you want to quantify
- Is it relevant?
- Can it be quantified?
- Do you have the resources?
SLIDE 20 What can we measure?
- Engagement: Likelihood of recommendation, foreseen tenure
in number of years, current level of job satisfaction and immediate happiness (pulse-based)
- Productivity: metrics that deal with participation in voluntary
events and public online communication, out-of-hours contribution and the regularity of updates on project management platforms (automated)
SLIDE 21 HOW?
In-house development
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Decide WHICH platform to go with
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Per head vs. group
What’s hot right now?
Decision based on:
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- Pulse-based: likelihood of recommendation, foreseen tenure in
number of years, current level of job satisfaction and immediate happiness
- Automated: metrics that deal with participation in voluntary
events and public online communication, out-of-hours contribution and the regularity of updates on project management platforms
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Gamification
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Application Integration
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Industry Comparison
SLIDE 29 What can we do with the results?
- Real-time overview of employee pulse at your fingertips
- Base high-level decisions on current information
- Visualise trends and find patterns in existing metrics (new
insights)
- Instantly notice problem areas and tackle them
SLIDE 30 What is the future of Big Data and HR?
Predictive Analytics Artificial Intelligence
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