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HR ANALYTICS

Transcript: HR Analytics INTRO INTRO HR ANALYTICS IS THE PROCESS OF COLLECTING & ANALYZING HUMAN RESOURCE DATA TO IMPROVE THE PERFORMANCE OF AN ORGANIZATION OUTCOMES 1 2 3 4 JOB PERFORMANCE IMPROVES RETENTION REVENUE & PROFITABILITY CUSTOMER EXPERIENCE ABOUT ABOUT HR Analytics provides data-backed insight of what is working well and what is not to plan more effectively for the future. Metrics ABOUT HR metrics are measurements that aid in tracking key areas in HR data. Key areas in HR metrics Organizational performance HR operations Process optimization Methods METHODS Cost to Hire Cost to Hire KEY RESULTS KEY RESULTS Cost to recruit & hire new employees Determine efficiency of recruitment process Monitor over time to track typical costs Revenue per Employee Revenue per Employee KEY RESULTS KEY RESULTS Indicator of quality of hired employees Dividing revenue by total number of employees indicates average revenue employees generate. Shows efficiency of the company as a whole Engagement Rating Engagement Rating KEY RESULTS KEY RESULTS One of the most important HR outcomes Measure employee productivity & satisfaction to gauge level of engaged employees Engaged employees perform better and are more likely to perceive stress as a challenge Turnover Turnover KEY RESULTS KEY RESULTS Combine with performance metric to track difference in attrition between high/low performers Attrition numbers can be key metric in measuring a manager's success Monitor over time and compare to companies acceptable rate or goal UTILIZATION UTILIZATION COLLECT DATA COLLECT DATA VITAL COMPONENT OF ANALYTICS COLLECT/TRACK HIGH QUALITY INFORMATION COMPARE DATA COMPARE DATA COMPARE & MEASURE DATA TO IDENTIFY PATTERNS KEY METRICS / ORGANIZATIONAL PERFORMANCE TURNOVER ABSENTEEISM RECRUITMENT OUTCOMES ANALYZE DATA ANALYZE DATA RESULTS IDENTIFY TRENDS & PATTERNS THAT HAVE AN IMPACT ON ORGANIZATIONS ANALYTICAL METHODS DESCRIPTIVE PREDICTIVE PRESCRIPTIVE APPLICATION APPLICATION FINDINGS USED FOR ORGANIZATIONAL DECISION MAKING PROCESS CAN BE USED CONTINUALLY TO IMPROVE PERFORMANCE

HR analytics

Transcript: 10/04/2018 Manon Peleau Sonam Srivastava Parveen Kumar Elena Moyano HR analytics Report Interview Interview Anne-Fleur Barret Performance management Understand the environment Biased Ask critical questions Staffing Hiring Interviews done by the recruters and the managers Quality Index Interviews done by the recruters and the managers Hiring Internal mobility Internal mobility Internal mobility : 65% Main reasons : Carrer development opportunities Network / Understanding of the company Cost efficient Talent Management Process Attrition Attrition Collaboration 360 Degree Survey 360 Degree Survey Implications for Managers Implications for Managers Performance Assessment Roles and Responsibilities Pay and Promotion Training and Mentoring Job Rotation and Career Development Retention Level of analysis Reliability Validity Comparability Comprehensive Cost Effective Causality Measuring Outcome Measuring Outcome Talent Management Context Interdependence Self fulfilling prophecies Mathew effect Reverse Causality Algorithms and test for HR Future

HR Analytics

Transcript: HR Analytics Critical HRM By Neha Mattu Introduction "HR Analytics is the only future for Human Resource Managers. No HR analytics means no human resource managers" What is it? “HR analytics as creating value when providing analytical outputs that are relevant to decision makers’ immediate business issue” (Ellmer & Reichel, 2021). “HR analytics is the use of people data and analytics tools to understand work and the workforce…to measure and report on key aspects of HR activity, including performance management, engagement and remuneration” (CIPD, 2017) “In its simplest definition, HR analytics is the data related to people…aiming to add strategic value to the organisation” (Jackson et al., 2014) What does it measure? Diversity Metrics Performance Metrics Revenue Metrics Productivty Oriented Metrics Turnover Costs Sickness Absence Engagement Metrics Tabent/Potential Metrics Benefits Uncover skills gap Gain competitive advantage Task Automation Improving employee experience Developing talent Intergrating HR analytics with the entire organisation Easily accessible information for management Hackman & Oldham Hackman & Oldham Job Charateristic Model Manager Benefits Manager Benefits 2 Employee Advancement/Progression 1 Understand employee issues 3 Aid Advacnement decsions Aberdeen Research “The use of HR analytics helped companies to achieve higher results in the range of 8%-15% for customer satisfaction, customer retention and revenue per employee” (Lombardi & Laurano, cited by Soundararajan & Singh, p.17 2012) Drawbacks Hard to measure Access to right information Cost Difficulty integrating data Employee concerns “The most frequently cited reason that HR analytics is not more widely adopted is the shortage of analytically skilled HR professionals” (Marler & Boudreau, p.18, 2017) Marler & Boudreau “Although many organisations have begun to engage with HR data and analytics, most have not progressed beyond operational reporting” (Angrave, Charlwood, Kirkpatrick, Lawrence & Stuart, p.4, 2016) Angrave Conclusion Thank you for listening

HR Analytics:

Transcript: We alter the scorecard as hotels reach their year end: Change sickness to Average Days per Employee Remove commitment to RBH Allow GMs greater input into their targets Employee Survey I changed my mind numerous times while the survey was live! The Future: To develop a way of emulating the continual feedback processes of Revinate so we have an ever changing score. We can use this to demonstrate the effectiveness of HR Initiatives eg CS week DEEP DIVE Analytics We have a strategic approach to entering industry and professional awards, which gains us credibility and showcases our ability People Scorecard Promoting our skills To provide manco with a tool to look more closely at hotel performance, we provide a suite of reports which provide greater detail than the scorecard - leaver reasons, absence reasons, time to fill... Eventually this all links to Cognos and we can compare systems so we can demonstrate the impact of labout turnover on heartbeat scores for example There's no point... if no-one understands it! We need to demonstrate that we have the best professionals around! We want people saying "Wow, look at who is working for RBH" I wont be the only person who knows where the data came from, or who can run the reports! Training Transparency Toolkits External Recognition The whole HR team commit to networking and supporting our industry and profession through participation in industry events and initiatives such as Inspiring The Future HR Analytics: data which tells a story Best in Class HR

HR Analytics

Transcript: Circuit City Company Circuitcity: Bankruptcy in 2008.​ Global economic downturn. Closing underperforming outlets and firing staff. ​ Close all of its remaining locations.​ In March 2009 : close its remaining 567 stores in the country. Displacing almost 34,000 workers.​ Liquidation process: selling off inventory to pay off some of its obligations.​ Circuit City's name and intellectual property were sold to other organizations after the closure. ​ The company was resurrected as an online merchant in 2016. Overview & Analysis Reference: Circuit City: SWOT Analysis - PHDessay.com​ Downsize its workforce to reduce costs. ​ Offer competitive compensation and benefits, and provide opportunities for professional development.​ HR policies accommodate remote work. Appoint an experienced, full-time project leader: report to the CEO or division manager—> watch people grow and coach them.​ Use the techniques of conventional project management.​ Define stages from the planning phase through the closure; and conduct regular reviews involving senior leaders.​ Well-being and mental health : assistance programs, wellness programs, and mental health resources.​ Decrease Expenses Reference: The Right Way to Close an Operation (hbr.org) Recommendations Halting recruitment​ Voluntary unpaid leave​ Temporary furloughs​ Consolidating departments or reassigning employees to different roles.​ Identify non-essential expenses that can be reduced or eliminated. ​ Workforce planning : monitoring market conditions, sales & demand patterns, headcount actions.​ Energy-saving measures such as turning off unnecessary lights and equipment.​ Maintain open lines of communication with employees, keeping them informed.​ Benefits:​ Restore Financial Stability​ Improve Efficiency​ Improve teamwork​ Re-evaluate business​ Security to existing employees​ Initiative Measures References: hrQ Blog | Managing Costs through Workforce Planning (hrqinc.com)​ https://www.thehumancapitalhub.com/articles/Hiring-Freeze-What-You-Need-To-Know​ Initiative: Freeze hiring​ Estimated Timeline: 3 to 6 months​ Limitations:​ Losing employees​ Bad Publicity​ Responsibilities Burdening​ No chance of promotion. ​

HR Analytics

Transcript: AI at Vallourec Today AI in HR Conclusion HR ANALYTICS What is HR Analytics Why HR Analytics? HR Analytics is the process of collecting, analyzing, and reporting relevant HR information to make data-driven decisions. To conduct this analysis, we use key performance indicators (KPIs) to measure the performance of the workforce, and human resources information systems (HRIS) to standardize the reporting process KPIs Human Resources Infomation System (HRIS) HRIS HRIS is a software that allows companies to collect data Why do we need a data driven decision ? We can say that previously, decisions based on instincts are not baseless as they are strengthened by previous knowledge, previous information and intuition which,have in many cases, they've worked in the past.... THE NEED FOR A DATA DRIVEN DECISION Levels of HR Analytics Importance of data We need to change our way of thinking....Decisions are not about trusting your instincts and braving the consequences instead.......they are about combining inner wisdom with scientific data The most effective and efficient decisions Today the business environment is completely different than what it was almost three years ago. This creates the need to rely on data to expect decisions that are free of cognitive biases This is why a combination of data backed analysis and intuitions produces well rounded decisions We have come a ways.... Descriptive analytics deals with the process of collecting and reporting data on what has already happened. Descriptive Diagnostic analytics aims to determine the causes of certain problems or trends. Identifying the issues is necessary for solving the problem or providing information to plan Diagnostic Another example Predictive analytics deals with forecasting future events by using historical data patterns. It helps determine the probability of something happening in the future by analyzing previous data. It is obtained through various statistical techniques, Predictive Prescriptive analytics deals with proposing suggestions for future actions according to the prediction made via predictive analytics. The suggestion proposed by prescriptive analytics are based on data analytics therefore, more reliable. Prescriptive UKG Analytics UKG Analytics We have a very strong analytics tool in Cognos BI (UKG Pro) : Real-time Data Permissions/Security Role Based Scheduling Capabilities With the migration to UKG Dimensions: Reporting has been enhanced Dataviews are more flexible Analytics have been made available to you and managers Report Tool Dynamic Dashboards UKG Dimensions Why Power BI? Power BI and HR In the past couple of years, Vallourec has adopted, we can in some cases even say, strongly encouraged, the use of Power BI within Operations, Controlling, VDIS and so on. What about HR? Data Visualization Power BI enables us to create visually compelling dashboards and reports, making it easier to interpret and communicate HR data effectively Data Visualizations Example Real-Time Insights Real-time Insights With Power BI's real-time data analysis, we can access critical metrics instantly, enabling data-driven decision-making. Self-service Analytics Self-service Analytics Power BI's user-friendly interface empowers us to explore data independently Ease of use Demo Let's go in and look at a few examples Demo Benefits of Power BI in HR Summary Making data more accessible to those other than management.​ Use of information to assist in decision making and actions to meet KPI goals.​ Access to these dashboards starts today. Scan QR Code Artificial Intelligence Overview AI Knowledge View -Results AI: The development of computer systems capable of performing tasks that typically require human intelligence What is AI and ML? What is AI/ML? ML: A subset of AI that involves algorithms and statistical models enabling computers to learn from data and make predictions without explicit programming. How is AI used in our every day life? It is more common than you might realize..... Everyday Life MS Office At work Maps/GPS Commute Movies/TV/Music Entertainment IBM, HR, and Machine Learning Utilize past HR dataset for model training, containing employee attributes and outcomes.​ Automatically assign weights to variables based on importance during model training.​ Apply ML model with weighted variables to predict employee attrition and other HR outcomes. Feature Importance Outcome Confusion Matrix Applications of AI at Vallourec Key Resignation Indicators​ Correlation & Company Analysis​ Individual Analysis Tool Use AI powered insights to assist in decision making​ Identify “At-Risk” individuals and perform targeted actions to mitigate turnover. Example of Output AI Data Displayed in Power BI (example) Our Focus Continue building on our data analytics for the benefit of the team but more importantly, for the benefit ofVallourec Work with all of the functional areas to make data accessible via easy interfaces. These include but are not limited to: Recruiting

HR ANALYTICS

Transcript: HR Analytics TRAINING INTRO INTRO HR ANALYTICS IS USED TO IMPORVE THE PERFORMANCE OF AN ORGANIZATION BENEFITS 1 2 3 4 IMPOVES HIRING IMPROVES RETENTION ESTABLISH WORK CULTURE IMPROVES MANAGMENT ABOUT ABOUT HR analytics enables HR managers to improve their operations and decision making with data. HR analytics enables HR personnel to run advanced analytics Outcome ABOUT According to Marr (2016), capability analytics is a talent management process that enables organizations to identify the core competencies, skills, and abilities necessary to enable an organization to succeed. I believe Using HR Analytics will allow our organization to transition to the next level. Implement Implemening Analytics John Director Sarah Supervisor Dave Kate Sr. Analyst Bob HR Specialist Sr. Analyst Steve Sr. Analyst Jade HR Specialist Capabilities PROGRAMS Gap Analysis PROGRAM 1 Capabilities Gap Analysis KEY RESULTS Determine Needs determine steps needed to take to move from a current state and achieve their preferred state Growth PROGRAM 2 Capability Analytics KEY RESULTS Capabilities Analytics KEY RESULTS Identify Core Comptencies, skills, and abilities. Opprotunities for Comparrison TIMELINE TIMELINE MILESTONE 1 MILESTONE 1 DEVLEOP A STAFF IN CHARGE OF RUNNING OUR NEW SYSTEM HIGHLIGHT THIS WILL PROVIDE CONTINUITY AND ALLOW TRAINGING WITHIN THE ORGANIZATION MILESTONE 2 MILESTONE 2 REVIEW HR ANALYTICS QUARTELY TO SUCCESSFULLY COMPARE AND ASSES THE ORGANIZATION PROGRESS MILESTONE 3 MILESTONE 3 ANUALLY REVIEW AND SUBMIT OUR RECORDS TO CORPORATE OFFICE

HR ANALYTICS

Transcript: Challenges in HR Analytics HR ANALYTICS Data quality and consistency Resistance to change Privacy concerns Skill gaps within HR teams DEFINITION CHALLENGES Tools and Technologies SAP SuccessFactors, Tableau, Power BI, etc., HR analytics is a data-driven approach to managing people at work. HR analytics, also known as people analytics, workforce analytics, or talent analytics, revolves around analyzing people problems using data to answer critical questions about your organization. Data Collection and Sources Key Objectives of HR Analytics HR ANALYTICS Enhancing recruitment processes Improving employee engagement Optimizing talent management Identifying and addressing workforce challenges Overview of data sources (HRIS, surveys, performance reviews) Importance of data accuracy and relevance Ensuring data privacy and compliance OVERCOMING CHALLENGES Investing in employee training Collaborating with IT and data experts Implementing robust data governance policies Core HR Analytics Metrics Benefits of HR Analytics Time-to-fill for vacancies Employee turnover rates Employee engagement scores Diversity and inclusion metrics Training and development effectiveness Data-driven decision-making Improved workforce planning Enhanced employee satisfaction and retention Increased overall organizational performance

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