Introduction to hr metrics and workforce Analytics

Intro to HR Metrics and Workforce Analytics

Showing the value of HR and putting it into context within the Business it supports

world of analytics

WEBINAR WILL START SHORTLY

About the HR Observer

• The HR Observer is an initiative by IIR Middle East aimed at becoming a platform for HR professionals in the Middle East to exchange insights and expertise, both online and offline, in an effort to take the industry forward.

• The initiative features a blog, LinkedIn group, Twitterfeed, online webinars and a series of offline informal networking functions.

Housekeeping

• You can type your questions throughout the session

• Time will be allocated in the end for the speaker to address your questions

• Unanswered questions will be posted with answers to our blog

• Slides will be available on our SlideShare page, link will be emailed to you

• Recording of the webinar will be available to download, link will be emailed

• Take the time to complete post-webinar survey that will pop up at the end

Today’s Presenter

Bill Robinson is the Training Manager for Society of Human Resources (SHRM). He is former Head of Learning at Averda and was the Senior HR Manager at Cornell University.He is in the unique position of holding both UK and USA Certification, MCIPD, SPHR, GPHR and the new SCP Senior Certified Professional. Bill utilises the SHRM learning system to train HR professionals in the GCC and globally towards certification exams in CP and SCP.He helped establish and was a partner with ResourceBank in the UK and developed assessment and development centers for Budweiser, L’Oreal and Allied Domecq working closely with them for 10 years.


Senior Manager show me the Money ‘wants the return’. How quickly can you deliver a return?I cannot release the staff

Understanding the world of analytics


Measures or metrics, without analysis, have no true value and in some instances can be dangerous.

No Context, No Value



Gather DataUnderstanding the world of analytics


Human Capital Analytics Today

Highest purpose is to create

predictive business indicators that

CEOs can use to help chart the

course of their business and

manage the workforce impacts on

business results.

Where we are today

Where we are today


i.9

Our Reality

Where we are today

• Perceived HR knowledge, credibility, and competency

• HR do not leave their office and go out into the business

• Accounting models Not based on Knowledge based industry but manufacturing with less value human capital

• Standardization is difficult ISO Started project

• Limited access to analytical tools

• Benchmarking is difficult externally

• Internally Finance control most of the data

• HR Metrics not able to make leap to analytics


• Establish consistency

• Examine the usefulness

• Understand the business context

• Get off HR floor and chair

• Link human capital to businessstrategy, objectives, and goals

• Connect HR and workforce metrics to existing business metrics

• Avoid silos

• Continuously improve data management and quality

i.10

What we can do to foster change …

Where we want to go


i.11

HR and Workforce Analytics Concepts

Measures

Metrics

Analytics

Fundamental constructs based on tabulation of

data

Higher level constructs based on two or more

measures

Converting metrics into decision

supporting insight

Employee headcount

Revenue per FTE

Turnover of high potential employees in poor performing

BUs



• HR Analytics- Purpose is to determine those aspects of HR management that must be prioritized and improved to allow HR to perform better

• Workforce Analytics- Purpose is to determine those aspects of people management that must be prioritized and improved to make the organization perform better

i.12

Differences between HR and Workforce Analytics


Business Impact

TalentOptimization

PracticeEfficiency &

Effectiveness

Operational Require-

ments

CEO and BOD

HR Leaders, Executivesand Line Managers

HR StaffandLeaders

HR Staffand Leaders

Audience Purpose

Human

Capital

Mgmt.

Human

Resource

Mgmt.

Strategic WF

Analytics

WF Metrics and Analytics

HR Metrics and Analytics

Reporting

Human Capital Analytics Architecture, JBR and Associates, 2011

Data Relevance

Human Capital Analytics Architecture

Levels of measurementKey Objectives

Efficiency

Effectiveness

Business Impact

Predictive

HR Analytics Workforce Analytics

Inputs & Resources

Metrics By HR Function

Linking cost per hire,time per hire, attrition and profit

Inputs & Resources

Linking cost per hire, time per hire, attrition and profit

Time to Fill

Inputs & Resources


Time to Fill

Inputs & Resources


Attrition rate

Inputs & Resources

=SUM(E6+J6+O6+T6)


Inputs & Resources

Linking Attrition to Profitability

Revenue

Employee

Turnover /Attrition/Leavers

Manage

Turnover

Key Objectives


Summary


• Gather data

• Understand the business both tangible and intangible, culturally/financially

• Align with business needs and priorities

• Evaluate your activities

• Did it produce the desired results

• Analysis the results to ensure they are still supporting strategies and objectives

• Publish value and outcomes


Thank You


Recruiting & HR

Introduction to hr metrics and workforce Analytics