Big data@work: the HR 4.0
Growing by Knowing: The BI to further place Human Resources in
the heart of the business
25th November, 2014
Pamela Mirra- HR Organizational Development Manager
Partner Support: ECOS – Dedagroup ICT Network
A leading question
We know a lot about our consumers,
but do we know enough about our human capital?
The analysis
To be
As is
• Multiple data sources
(payroll, training &
development, controlling,
administration)
• Manual analysis and figures
computation both for ‘hard’
and ‘soft’ side
• A huge effort concentred in
a specific moment • Only one source
• Most part of the required
outputs via BI
• Monthly data entry with a
manageable effort
A winning joining up
7
Payroll System(costs,
demographics,
FTE, etc.)
Controlling(SC, NetSales,
A&P, Budget, etc.)
Training & Development
(evaluation, costs,
hours, type,
attendees, etc.)
Administration(benefit, T &E ,
etc.)
Project phases
8
Basic HR Reporting
HR value-addmetrics
IntegratedTalent Mgmt
metrics
HR business driver
analytics
FY14 – July 2013/June 2014FY14 – July 2013/June 2014
Data from critical
HR process
(evaluation/traini
ng)Data from
company ERP
Combined info
from multiple HR
value-add
process
(metrics)
Business impact
prediction of HR
measures
Project developed with the support of ECOS Dedagroup ICT Network
A business tool
The whole company population involved with greater motivation &
sense of empowerment: we gained 145 passionate brand ambassadors able to act outside the company
In line with the PRI Academy approach, a significant
enhancement of the insourcing trend with a zero cost impact initiative (the only cost was related to the annual meeting
already forecasted)
• A tool able to further professionalize HR function and legitimate
HR function as Business Partners
• More credibility for HR in front of Finance, IT and Executive
Commitee
• Less chances for mistakes
• More speed
• More accuracy
• Effort spread over the months
• Possibility to track the same data over the FY
A worthwhile investment
A consistent and on-going participation on the 8 Chatter groups, one of our battleground for this year
A long-term cost saving investment
A way to develop innovative competencies and skills for HR team
New opportunities?
A consistent and on-going participation on the 8 Chatter groups, one of our battleground for this year
High generalization potential:
• At other affiliates level: reimplementable customizing it
according to country needs
• At Southern Europe Management Entity level getting
aggregated figures on shared variables