IBM Nick Kouma_Amplifying Employee Voice Presentation_HR Summit Singapore May 2016_low res3

Hello? Hello? Is this thing on? Listen. Analyze. Act. The Power of Employee Voice

Nick Kouma – Senior Client Partner@Kouma1602

TrendsWhat is happening?

ListenNext generation of employee voice

AnalyzeMaking sense of it all

ActHigh impact changes

45

20

0

35

10

Our approach & capability

AnalyticsLink employee engagement data with other HR and busi-ness data in order to prescribe actions for success using Talent Insights for advanced analytics powered by Watson Analytics.

Consulting & ContentConsulting services from experienced organizational sci-entists backed by a behavior-based content library of over a bil-lion data points. Technology An industry-first technology platform in the cloud with dynamic organization mapping and self-service surveying to con-tinually listen and act on employee feedback.

Continuously listen, analyze and act on employee

insights to improve business performance.

We’ve been doing this a long time

284

clients that survey globally203

countries we have conducted surveys in

124

languages supported for surveys and reporting17

5clients that survey in multiple languages

Global presence

650,000reports delivered in 201516,500,000

survey responses in the last 3 years

Best in class solu-tion

126clients that have surveyed with us for 3 or more years112clients that survey in more than 25 countries

350 clients we work with around the world

Client partner-ship

81 clients that survey more than 30,000 employees25 clients that survey more than 100,000 employees

Enterprise solu-tion

Consulting exper-tise200

+I/O psychologists, analysts and researchers

30+years of experience with employee feedback

To actively solicit, analyze, and engage in on-going conversations with past, present, and future employees

Living in a feedback culture

Here are the trends we see

Shift in being more agile and

driving change on a more constant basis

Mobile use among employ-ees

continues to rise

Yearly surveys are not enough with a shift to en-

gage in regular dialogue

Organizations are investing in Big Data and analytics

to be data-driven

Employees today are demand-ing more transparency

and honesty

HR professionals shifting to a

strategic advisor to the busi-ness

AnalysisDepth

Organization-centric

ActionBreadth

Employee-centric

Employee Research Employee Feedback

© 2016 IBM Corporation

“However, much like satisfaction, engagement has become little more than a score used to benchmark progress over time and against other organizations. True employee

engagement involves an understanding of the complete employee experience.”

Satisfaction InsightEngagement

Which of the following methods does your organization use to listen to your employees’ opinions and feedback?

Internal Social Analytics

Mini-Poll

Pulse Survey

Census Survey

40

39

44

66

17

13

14

8

43

48

42

26

We currently use it. We plan to use it in the future.

We do not use it.

WorkTrends 2015 HR leaders in organizations w/ 5,000+ employees (n=467, +/- 5%)

Listening to the employee voice using multiple methods is associated with a 24% increase in rated organizational performance

.32 .32 .32 .32.25 .25 .25

.15.11.15

AverageInternal Social

AnalyticsMini-Polls

Census Surveys

Pulse Surveys+ + + +

Much Worse

1

Somewhat Worse

2

No Change

3

Somewhat Better

4

Much Better

5

While there is little difference in voice across generations, there is a difference in the belief that action will be taken.

Millennials are just as willing to express voice as Gen Xers and Baby Boomers

84% 83% 83%

Voice

Baby Boomers MillennialsGeneration X

% Agree and Strongly Agree

Boomers are less confident action will be taken as a result of listening

62% 71% 78%

Action

Baby Boomers MillennialsGeneration X

% Agree and Strongly Agree

Most workers are willing to speak up, feel supported, and believe action will result.

% Agree and Strongly Agree

Census SurveyMini-poll Internal Social Analytics

Sample Survey

Voice

84% 85% 85% 81%

Support

77% 77% 78% 75%

Action

70%73% 74% 73%

© 2016 IBM Corporation

40% INCREASE IN FREQUENCY OF MEETING FINANCIAL TARGETS

5.3% INCREASE IN CUSTOMER

LOYALTY

60% REDUCTION IN REWORK

Engaged employees drive measurable organizational

performance

67%REDUCTION IN ACCIDENTS

Amplifying Employee Voice

© 2016 IBM Corporation

Census Survey

Focus Groups

Sample Survey

Employee Contact Centers

Exit Interviews Intranet

Usage

External Social Data

Internal Collaboration

Platforms

Jams Mini Polls

Wearables

The Next Frontier

Mining for Insight

Tried & True

Unstructured Data Sources Structu

red Data

Sources

© 2016 IBM Corporation

Overcoming five steep challenges

Organizational

StructureTime to Launch

Reporting Speed

Engage Individuals

Delivery of Insights

© 2016 IBM Corporation

Leverage the power of a seamless front-end integration with an HRIS such as SAP or Workday. Also take advantage of the ability to build organizational structures ”from scratch” for those pockets of the company not captured in the HRIS.

Wanting to use your existing HRIS for hierarchy and reporting lines?

Click here to view a demo

© 2016 IBM Corporation

Build and launch a survey in minutes instead of months. Use IBM’s survey builder to incorporate previously conducted survey item sets and to input newly designed questionnaires for a variety of surveys including new hire, onboarding, pulse, and exit surveys.

Looking to launch a survey tomorrow?

Click here to view a demo

© 2016 IBM Corporation

Tap into real-time results in an online dashboard. Delivery of results cascaded to all managers across the organization as soon as the survey is complete.

Requiring results the day after tomorrow?

Click here to view a demo

© 2016 IBM Corporation

Provide every individual with an interactive, social portal engaging all employees with the survey results. Spread the “traditional census survey” manager workload across the entire organization.

Hoping for ways to directly engage individuals?

© 2016 IBM Corporation

Use cognitive computing based on IBM Watson to conduct advanced analysis across disparate survey, HR, and business data sets. Review, interpret, and act on insights within minutes instead of waiting weeks.

Needing to transform data to insights?

Click here to view a demo

© 2016 IBM Corporation

Cognitive is the newcompetitive advantage.

© 2016 IBM Corporation

Why is cognitive computing relevant to HR?

Over 40% of organizations are limited to basic HR reporting

capabilities

Less than 16% of companies report the ability to use data to

make predictions and take action on future workforce

issues

Less than 20% of organizations are able to apply predictive analytics to address important people issues

Source: “Unlocking the People Equation”, IBM Institute for Business Value, 2014

© 2016 IBM Corporation

…analytic skills and expertise are now required in areas not traditionally found in HR

PredictiveAnalytics

Descriptive Analytics

Prescriptive Analytics

I believe that…

What? Why? What could?

What do I do?

Anecdotes “Gut Feel”

Diagnostic Analytics

© 2016 IBM Corporation

Cognitive systems change the playing field giving HR accessible insights into the workforce.

IBM Kenexa Talent Insights

Cognitive Computing

I believe that…

What? Why? What could?

What do I do?

© 2016 IBM Corporation

Getting started with cognitive computing

1

2

34

Define clear business problem• Identify candidate opportunities across mission & functional areas • Define business benefits case • Identify relevant questions

Identify data• Based on questions relevant to the

business problem• Prepare data to a given trust level

Interact and explore• Ask questions• React to results• Ask further probing questions

Identify actions • Collaborate with business

partners on findings• Establish actions from analysis• Track and measure outcomes

© 2016 IBM Corporation

Closing thoughts

ActTo meet expectations of your employees, customers, and shareholders, are you enabled to act based on prescrip-tive recommendations for sustainable change?

ListenIn a world accustomed to providing unsolicited input, are youproviding your employees the opportunity to continually voice their feedback and opinions?AnalyzeWith multiple, disparate sources of data available, are youequipped to analyze and interpret all potential areas of feedback across your past, present, and future employees?

Continuously listen, analyze and act on employee

insights to improve business performance.

Thank you!

Nick Kouma IBM Smarter Workforce, Asia

PacificKenexa Senior Client Partner

+91 9636 746 256nick.kouma@in.ibm.com@Kouma1602