big data - smart data | hr analytics : comment mettre la data au service des rh ! - introduction de...
Post on 13-Apr-2017
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A NEW CONTEXT1
New words
for new behaviors
Bore out, job out, switcher…
New job titles for
new expectations
Head of people, Direction des Réseaux
Humains, Chief Happiness Officer…
New job market
Robot revolution, new skills(coding, soft skills…)
How to recruit
& retain talents
when they are
attracted to
startups?
How to fill in jobs
when talents are in
short supply, like top
data scientists?
How to organize
teams in the
digital era ?
How to integrate
& motivate pure
player staff?
How to make
every employee
‘digital-ready’ ?
How digital tools
can facilitate HR
tasks ?
How can HR generate
insights thanks to
existing data ?
How to scale a
startup culture ?
HR : EVEN MORE STRATEGIC THAN EVER BEFORE1
DATA IS HR’S BEST FRIEND2
MEASURE (satisfaction, mood…)
PREDICT (turnover, needs…)
OPTIMIZE (traffic tracking, performance monitoring…)
MEASURE2
EMPLOYEE
ENGAGEMENT
• Surveys : picto / verbatim
• New KPIs, HR NPS
• Main Challenges :
manage expectations
& don’t harass employees !
PREDICT2
RECRUITMENT :
PEOPLE ANALYTICS
• Why ? anticipation: turnover,
training needs, job/candidate fit,
internal mobility…
• How ?
• Matching apps
• Serious games
• Personality tests
• Algorithms…
OPTIMIZE3
MONITORING
• Employer brand
• Training
• (Annual) reviews
• Job desc management :
channel, time, wording, salary…
01BIG DATA AS A TOOL TO HELP HR TO MAKE A DECISION
ETHICAL & LEGAL ISSUES
02
HR AS A BUSINESS PARTNER
03
IN A NUTSHELL…3
Laure-Anne Warlinlwarlin@equancy.com
www.equancy.com
47 rue de Chaillot - 75116 Paris
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