driving organizational peak performance · 2018-03-31 · •team predictive analytics • initial...
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1Copyright © 2013. Infor. All Rights Reserved. www.infor.com 1Copyright ©2014 Infor. All rights reserved. This presentation is provided for informational purposes only and does not constitute a commitment in any way. The information, products and services described herein are subject to change at any time without notice.
Driving Organizational Peak Performance
Brad Palmer
Infor VP - Healthcare, HCM
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Talent
Management
Workforce
Management
Learning
Management
Core HR
Employee
Connect
Talent
Acquisition
Talent
Science
Robust
• Broadest solution in the market -
complete back office platform
• Single & multi-tenant SaaS
• Science-driven
• Socially-enabled
• Modern UX
• Industry analytics, benchmarks
and dashboards
• Flexible deployment approach –
Implementation Accelerators
Proven
• 5,000 customers
• 50M paychecks monthly
• 30 million applicants annually
Infor CloudSuite HCM
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Tying HCM Together
ROI StudiesHow do HCM products bring value to
organizations?
EngagementHow can we make sure people are
engaged at work?
Team DynamicsWill people perform well together?
Predictive AnalyticsWhat pieces of data predict various
outcomes across HCM?
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Recent Media Coverage
Quote from Google (CHRO):““If you could figure out a robust way to assess
people’s capabilities... and if you could actually
assess what makes people perform well… you
could go a long way to matching people with
Jobs…And I think over the next five to ten
years, someone’s going to figure that out.”
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Executive Order – Behavioral Science
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What is Infor Talent Science?
Workforce data Behavioral InsightsInfor
Talent Science
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Talent Science at the Center
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Performance Profile
Performance Profile Creation Process
Performance
Data
Complete
Assessment
Incumbents
U.S. Patent 8,204,778
U.S. Patent 8,484,072
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Through profiles we can…
Predict attrition
Predict Performance
Predict promotion
Predict who will go from temporary to full time
Predict better than our competition
Understand mobile trends
Identify turnover trends
Increase diversity
Decrease theft
Identify engagement red flags before hire
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HCM Insights:What do managers need to know?
How do I maximize my
candidate pool?
How do I make sure the people I bring in are the
right ones?
Why is my team struggling?
What actions can I take to
ensure people stay engaged?
How do my people influence organizational performance?
Who is my next leader?
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HCM Insights:What do managers need to know?
Recruiting Optimization
Hiring Optimization
Team Optimization
Learning Optimization
Competency Framework
Engagement and Attrition
Performance Improvement
Succession Planning
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Challenges
• Use objective insights to identify, hire, and retain quality nurses
• Improve nursing services for patients, patient families, and doctors to help drive better HCAHPS scores
• Target positions: Nurses in multiple hospital areas
Benefits
• Reduced turnover by 51% among Operating nurses in a comparison of Recommended hires with Not Recommended hires
• Decreased nursing turnover in the Critical Care area by 45.4% for Recommended nurses vs. the bottom three categories
• Drove a turnover reduction among Emergency nurses of 44.4% measuring hires Assessed by Talent Science vs. those Not Assessed by Talent Science
Profile
• Healthcare industry
• Healthcare services company with 40+ hospitals and thousands of employees
• Medical services include acute hospital care, wellness, chronic care, urgent care, rehabilitation, outpatient surgery, and advanced diagnostics
Solution
• Infor ® Talent Science™
“Best fit” nurses drive turnover reduction of 51%
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Study parameters
• Sample size: 17,849 employees
• Study period: 2 years
• Comparison: “Recommended” by Talent Science vs.
“Not Recommended” by Talent Science
With Talent Science, store managers are improving customer
service and driving revenues to strengthen the company’s
leadership position in the retail industry.
Results
9.3%Higher Sales to Goal
average by
“Recommended” hires
28.9%Reduction in involuntary
turnover among
“Recommended” hires
Turnover reduction
28.9%
reduction
in
involuntary
turnover
“Not
Recommended” by
Talent Science
“Recommended”
by
Talent Science
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Challenges
• Select and invest time only in temporary employees with the behaviors to succeed as permanent associates
• Get the greatest ROI from the finances and training invested in new permanent associates
• Maintain a large, high quality candidate pool
• Target positions: Multiple roles
Benefits
• Assessed temporary workers converted to permanent employment 115% more often than those hired without Talent Science™
• Streamlined the hiring process to accumulate a large, quality candidate pool through using a temp agency
Profile
• Healthcare industry
• Manages a nationwide network with over 40K associates
• Delivers a number of leading health benefit solutions
Solution
• Infor® Talent Science™
Health temps increase conversions to permanent by 115%
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10.40%
15.75% 16.09%
19.92%
14.96%
18.42%
0%
5%
10%
15%
20%
25%
n = 849 n = 2,362
NR+RR RQ+Rec
Promotion by Recommendation CategoryRetail Sales Associates
23% increase
in promotions*
*statistically
significant result
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Percent Change in African American Hires after Talent Science
Before Talent Science
After Talent Science
Increase diversity
N = 51,000+21.61% Increase
Minorities Hired
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Behavior Impacts Operational Challenges
Participants (n = 53,713)
463% Reduction
Full service to Small Footprint
Associate
Assistant Manager
Manager
Data Collected Over 5 Years
Termination due to theft
.11%
No/Low Fit High Fit
.62%
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Talent Science: Applicant Behavior• Challenge
• Applicant social desirability?
• Method
• 10 measures of assessment “authenticity”
• 750,000 incumbents
• Results
• Candidate transparency is important
• Concurrent assessment of retention predictors
• 152 additional days of tenure0
50
100
150
200
250
300
350
400
450
500
Median Tenure
Passed AA
Failed AA
AA = Authenticity Alert
*
*
*
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HCM ROI
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Learning Management
Key Benefits• Optimize sharing of global knowledge
• Meet learning needs of today’s workers
• Ensure alignment with corporate programs and
regulatory requirements
• Measure impact of learning activities
Deliver strategic learning across a local or global
enterprise to drive performance and productivity
improvements.
• Full-service Learning Portal
• Content Management
• Certification
• Mobile Learning
• Social Learning
• Reporting & Analytics
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With LMS we can…Increase engagement
Reduce turnover
Improve knowledge
Drive Consistency
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LMS: Training leads to lower turnover
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
Month 1 Month 3 Month 6 Month 9 Month 12
Not Trained with LMS
Trained with LMS
Estimated
$1,825,500 impact
*Indicates statistical significance
47% lower
turnover in first
3 months*
(n = 22,376)
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LMS: Better course grades lead to lower turnover
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Month 1 Month 3 Month 6 Month 9 Month 12
0—69
70—79
80—89
90—100(n = 11,384)
*Indicates statistical significance
49% lower
turnover in first
3 months*
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LMS: More training leads to more profit
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
0%—20% 21%—40% 41%—60% 61%—100%
On average, highly
trained locations brought
in $3,574.74 more per
month in profit than less
trained locations*
If highly trained stores
didn’t train, the client
could have lost
approximately $211,000
per month.
*Indicates statistical significance
(n = 386)
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HR Service Delivery
Key Benefits• Manage HR activities efficiently
• Use a customizable portal
• Mitigate risk and improve compliance
• Increase employee engagement
• Offer personalized, relevant information
Provide personalized HR self-service with fewer
resources at lower costs.
• Employee Self-Service Portal
• Knowledgebase
• Case Management
• Total Rewards
• Onboarding
• Offboarding
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With HRSD we can…
Increase automation
Increase resolution efficiency
Reduce HR time on issues
Allow HR to focus on strategy
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HRSD: Increasing Tier 0 Resolution through software
70.00%
75.00%
80.00%
85.00%
90.00%
95.00%
100.00%
↑ from implementation to current (82% to 94%)
↑ in “open enrollment season” year-over-year (78% to 95%)
Estimated monthly ROI of $299,000
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ROI and YouEnsuring you maximize the benefits of your Infor service
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Maximizing ROI Set a Goal
Aim your Solution at the
Target
Measure Outcomes
Advertise Success
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Infor Team Dynamics
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Team Optimization
How do I know who
will make up the
best team?
What team will
produce the best
results?
Who is the best
manager for this
group?
When should I
schedule different
people to best
increase team
performance?
What is Team Dynamics?
A tool to visualize
current employees and
job candidates in new
and informative ways.
A means to understand
potential interactions with
others and generate team-
based insights.
It will provide predictive
insights around team
potential and likelihood
of success.
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What’s Next?• Team Predictive Analytics
• Initial predictive studies show that team alignment in personality characteristics predicts over and above individual job fit
• Retail: The higher the fit score, the higher the performance. The closer the team, the higher the team performance.
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Infor Engage
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Engagement Analytics
How do I keep my
employees happy
and engaged?
How do I know who
will stay with the
organization?
How do I use my
engagement survey
data?
What factors cause
people to leave?
What is Infor Engagement?
A tool to gain insight
into employee
engagement.
Combining employee
feedback with objective
metrics to identify pain
points.
It will provide predictive
insights around
employee engagement
and business outcomes.
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Brad Palmer
VP, Healthcare HCM
214-445-2189
Eric Mechels
Account Executive – Talent Science
612-386-8269