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Transcript of Workforce Analytics
Metrics and Analytics
Challenges and Considerations
Analytic Capabilities of End Users
What is WA?
Workforce analytics is the combination of software and methodology that measure the workforce performance based on the data collected from multiple sources.
Real Life Dilemma
Data on Workforce
Easily Interpretable Reports
Customizable graphs and interface
Concrete, fact-based, single-view of people side of Organization
Plan Skill Set
Supply of people to fulfill demand
Hire skilled workforce
Forecast skill set for animation development/ new technologies
Elham Mohammad Pour
What do we need to know to tackle the issue?
What data/reports/measures are available (or needed)?
What actions could we take based on the insights?
What can we deduct from the data?
What might be the results of those actions?
Human Capital Facts
Enterprise level data
Specific department data
Segments of data
Human Capital Investment
Investment v. Results
Actions that boost business performance
Talent Supply Chain
Real time information
Real time decisions
Talent Value Model
Employees as internal clients
What do employees value the most?
Predict events before happening
Define workforce challenges
Identify data requirements
Define a common platform
User friendly platform
Enhance HR Analytic Capacity
Part of ‘Oracle BI Applications’ Pack
Provides different dashboards to analyze:
Learning Enrollment and Completion
Oracle HR Analytics
IBM Workforce Analytics
IBM Survey Analytics
Survey Platform and reports
IBM Retention Analytics
Identifies key drivers and actions to retain certain talents.
Monthly, Yearly Fees
Global access to reports and data
Sophisticated Workforce Analysis
Fast flow of information
Source: (IBM, Information Management, Cognos.software, 2009)
Davenport, Thomas H. Harris, Jeanne. Shapiro, Jeremy. October, 2010. ‘Competing on Talent Analytics’. Harvard Business Review. Retrieved from: http://hbr.org/2010/10/competing-on-talent-analytics
Oracle. September, 2011. ‘HR Analytics: Driving Return on Human Capital Investment’.
Deloitte. 2011. ‘Human Capital Trends 2011’. Deloitte’s Annual Report.
IBM. 2009. ‘Getting Smart About Your Workforce: Why Analytics Matter’. IBM Global Business Services.
IBM. May, 2013. ‘Made in IBM Labs: IBM Unveils Analytics Services to Help Clients Transform Their Global Workforce’. IBM News Room. Press Release. Retrieved From: http://www-03.ibm.com/press/us/en/pressrelease/41194.wss
The National Gallery of Canada-Client Success Story. (n.d.). Retrieved from PeopleInsight: http://peopleinsight.com/success-stories/national.php
Frauenheim, E. (2013, October). Workforce Analytics: Disney’s Real-Life Fairy Tale. Retrieved from Workforce.com: http://www.workforce.com/blogs/2-work-in-progress/post/19979-workforce-analytics-disneys-real-life-fairy-tale
Oracle Mobile Workforce Analytics. (2013). Retrieved from Oracle: www.oracle.com/us/.../mobile-workforce-analytics-ds-1508543.pdf
Gorricho, J. (2013, February). Disney Parks: Creating Guest Magic Through Analytic. Retrieved from Disney Parks: Creating Guest Magic Through Analytics: http://www.slideshare.net/jgorricho/disney-juan-gorricho-workforce-management-2012-final
Carlson, K., & Kavanagh, M. (2012). Human Resource Information Systems. In Human Resource Information Systems: Basics, Applications and Future Directions. second edition (p. 648). SAGE Publications Inc.
IBM Inc. (2013). Workforce Analytics, reporting and planning . Retrieved November 13 , 2013, from IBM website : http://www.ibm.com/au/en/
IBM, Information Management, Cognos.software. (2009, March ). Getting Smart About Your Workforce: Why Analyitcs Matter . IBM Global Business Services , pp. 1-26.
Success Factors Inc. (2013). Success Factors Workforce Analytics . Retrieved November 13, 2013, from Success Factors Website : http://www.successfactors.com/en_us.html
Visier Inc. . (2012). From HR Metrics to Workforce Analytics: five key workforce insights that every employer should capture for greater business impact . Visier Inc.
What is the approach for analyzing the available data?
Time to Fill Jobs
Cost of Hire
Uses of workforce analytics and metrics have a wide range of applications and use for HR. However:
There is a need of strong HRIS system to provide correct and useful data needed for workforce analytics
The cost of deploying an analytics system may be a barrier to adoption
There is a need to integrate Workforce analytic data with existing CRM, ERP and Financial Systems
Complete recovery of investment in a workforce analytics solution depends on the success of decisions and strategy that are based on it
There is tremendous scope for advancing existing workforce analytics methods by using newer data mining and predictive analytical techniques
Use of workforce analytics should move from gaining insight into workforce to comparative analysis and strategic decision making
Thank you - Q/A
: Competing on Talent Analytics.
Harvard Business Review