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HR Analytics in Action
Mark J. Albrecht
Senior Director, Human Resources
November 2, 2018
Our Time Together
• My Walsh Story
• Who is Orlans?
• Analytics leading the way
• Our journey to becoming a Top Workplace
• Where to start?
• Key takeaways
• Next Steps
• Questions
My Walsh Story“You can teach an old dog new tricks”
Graduated MSU – BA 1979Started at Walsh – 200829 years is a long time…..
Graduated Walsh – MSSL 2011
Thank youDr. Meadows!
Who is Orlans?
Orlans is an entrepreneurial women owned and WBENC certified Troy-based, multi-site company founded in 1998 by Linda Orlans. Led today by Alison Orlans, President & CEO we serve the real estate financial industry, and we provide innovative legal and processing solutions to corporate legal departments. We are celebrating 20 years in service this year.
We operate our law firm (Orlans PC) and the three companies (eVantage, eTitle and Towne Auction) that make up Orlans. We were recognized in 2017 as a Top Workplace in Michigan, Best & Brightest in Wellness winner for two consecutive years and recipient of the USFN Diamond award for nine consecutive years.
Do you know the following data for your company?
• Year-to-date Turnover?
• Percent of male/female employees?
• Average tenure of your staff?
• Average cost per hire?
• Employee census (FT/PT) by department?
• Payroll percent to revenue?
• Healthcare costs?
Analytics leading the Way“If you can’t measure it, you can’t improve it.” - Peter Drucker
What we measure at Orlans in HR:• Cost to hire• Time to fill open requisitions• Onboarding – 30/60/90 day feedback• Employee census – by department• Healthcare costs• Employee retention• Voluntary & Involuntary turnover• Employee Demographics• ROI on training classes• Payroll cost - % to revenue• Overtime• Exit Interview feedback• Pay equity• EEOC data• Our culture – more on that later…..
Orlans Monthly Demographics Recap
0%
21%
38%
39%
2%
Generation Breakdown
GenerationBreakdown
Traditionalist (1900-1945)
Baby Boomers (1946-1964)
Gen X (1965-1979)
Gen Y (Millennials)(1980-1994)
Gen Z (iGen) (1995-2012)
71.4%
28.6%
Female Male
Gender Breakdown
Orlans Monthly HR Metrics ReportReviewed with Executive Team
18%
56%
26%
YTD Turnover byYears of Service
< 1 year
1 - 3 Years
3 + Years
Sept - 17 Sept - 18
Voluntary 7 9
Involuntary 2 1
Total 9 10
2017 vs 2018
Voluntary Turnover
“If you can’t measure it, you can’t improve it.”
Group Activity – Let’s help each other
Let’s take a few minutes and brainstorm data you can analyze, recap or present at your company.
Think about:
What would your peers and leadership want to know more about?
What areas would you like to analyze to make some needed changes?
What reports would help you manage your business better?
Our Journey at Orlans2014 Launched Benchmark Internal Employee Engagement Survey
-23 questions in 5 categories
-Core Purpose, Communications, Culture, Career Development and Compensation
74% participation
2015 2nd year – Internal Employee Engagement Survey
26 questions in same 5 categories (Added 3 new questions)
76% participation
2016 3rd year – Internal Employee Engagement Survey
28 questions in same 5 categories (Added 3 questions/deleted 1)
78% participation
Our Journey at Orlans 2017 4th year – Internal Employee Engagement Survey
28 questions in same 5 categories
80% participation
1st Year - Workplace Dynamics – Detroit Free Press Top Workplaces Survey – Troy office only
23 questions in 3 areas (OrgHealth, Basics & Business Outcomes)
86% participation Recognized as a Top Workplace in Michigan
2018 We did not conduct our Internal Employee Engagement Survey
2nd Year Energage (formerly Workplace Dynamics) – Survey – All locations/all employees
81% participation
Top Workplace in Michigan - 2017
Based 100% on “voice of our employees” as compared against peer companies
Where to Start?Employee Surveys – Why such a bad rap?
My opinion has changed over the years
“If you give employees a survey they will expect you to change everything they tell you.”
“We don’t need a survey, we are close to our employees and know what they need.”
“You will only get the negative employees responding, they’re just whiners.”
“Employees don’t care they won’t even respond.”
Employee Surveys – New ThinkingListen to your Employees
Start somewhere• Use Survey Monkey
• Pick & choose from other surveys to create your own.• “In college it’s called
plagiarism, in business it’s called best practices”
• Get baseline data to build from (Think annual physical)
• Follow-up and communicate results
Employee feedback via Innovations InsiteOnline Suggestion Box
Do you have an idea that will save time, money, or improve quality in your work or work life?Submit your idea - those with the most 'likes' will be reviewed first
All submissions reviewed monthlyAnnual award for the top suggestion
Key Takeaways• Data is your friend; information is power
• Leverage your HR Information System (HRIS) • Plethora of info
• Report out – HR is a business partner• HR Metrics• Demographics
• Give your employees a voice• Spot surveys• Annual surveys
• Communicate with your employees• Town Halls• Employee Focus Groups
Key Takeaways
• Develop business case to address gaps/issues
• Start somewhere and grow from there• “The longest journey begins with a single step” -Lao Tzu
• If you can track it, you can measure it
• Communicate your results and tell your audience what you can do and what you cannot do
• Use analytics to improve your culture
• Continuous improvement• You will get better each time you do this
Next Steps
• Talk to your leadership about analytics from today’s conference
• Look at what you already have• HRIS
• Historical reports
• Start somewhere and grow from there
• Decide what analytics would help your business
• Build regular reports and share with leadership
• Establish a cadence – monthly, quarterly, annually
Questions
Thank you for your time and Let’s [email protected]
Office #248.502.1509
linkedin.com/in/markgostate
Let me help you on your HR analytics journey
