the people analytics revolution
TRANSCRIPT
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THE PEOPLEANALYTICS
REVOLUTIONPeople analytics is about leveragingdata to get actionable insights that
solve your people problems.
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Companies live Google pave the way, but"most are stuck in neutral" (1)
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Item 292%
Item 18%
8%
Item 223%
Item 177%
77%
OF ORGANISATIONS BELIEVEPEOPLE ANALYTICS IS IMPORTANT
CONSIDER THEMSELVES“STRONG” IN THE AREA (2)
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HOW DO WEIMPROVEQUALITY OFHIRE?
CAN WEMAKE OURBUDGET GOFURTHER?
Common Questions
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WHY IS OURATTRITIONRATE SOHIGH?
HOW CAN WEINCREASEPRODUCTIVITY?
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Which is a crying shame...... because studies show that organisations usingpeople analytics effectively are
more likely to improve recruiting
more likely to improve leadership pipeline
more likely to improve talent mobility
more likely to realise cost savings (3)
2 X
2 X
2.5 X
3 X
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People Analytics should be aNo-Brainer
Hire better people
Build HR credibility
Improve employee performance
Enable better workforce planning
Identify and resolve skills gaps
Strengthen decision-makingImprove retentionIncrease accountabilityExplode silosImprove employee satisfaction
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People analytics can save you time and money...makingyour business more competitive
All of which is to say...
So what'sholding
you back?
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Let's look at the top 7 concerns...and the answers
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100% of HR professionalscount intuition an importantpart of their role. Analyticscouldn’t be more different. (4)
You prefer intuition
Refuse to choose
Analytics and intuition might bepolar opposites, but they can becomplimentary. Use both, andrefuse the either/or narrative.
# 1
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There’s so much hype aroundpeople analytics that maybeyou ran before you couldwalk… and now you’re lost.
You’re confused
Follow a clear methodology
Follow the four-part peopleanalytics methodology (5) tomake sure you ask, test andanswer the right questions
# 2
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You don’t know where tostart with people analytics, soyou don’t do anything andhope it goes away.
You’re overwhelmed
Start small
Face your fears, and start small.It’s OK to make mistakes, as longas you’re trying.
# 3
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You’ve collected swathes ofinformation about everythingyou can think of… but withouta story, data is just data
You’re drowning in data
Ask the right questions
...and you get the right answers.Collecting data is the tip of theiceberg, so go back to basics andstart by identifying your peopleproblems.
# 4
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If decision-makers don’t valuepeople analytics you’ll lack thesupport to deliver, as 29% of HRleaders have discovered. (6)
You lack support
Prove ROI
Build credibility by delivering smallsuccesses, and prove relevance byframing your findings in terms ofthe bottom line. Buy-in will come.
# 5
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47% of HR leaders say lack ofanalytic acumen is their biggestpeople analytics challenge. (7)
You don’t have theright people
Rebuild your hiring profile
People analytics demands differentskills, including storytelling,strategic understanding andgravitas. (8) Break the mould.
# 6
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You want your insights to beactionable so you can drive realchange, but you won’t see resultsif you’re acting on the wrongconclusions.
You’re just notseeing results
Be rigorous, not rushed
Don’t be hasty in drawing conclusions.Conduct multiple experiments untilmany bits of evidence point the sameway. Then act.
# 7
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The Moral ofthe Story?
No mountain isinsurmountable…
…and there’s never been abetter time to embracepeople analytics. It’s timeto seize the opportunity.
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To find out more about people analytics visit:
or call us on:
02922 331 888
Sources
1) Steven Toft, Tucuna People Analytics Conference, July 2016.
2) Deloitte, “2015 Global Capital Human Trends” (https://dupress.deloitte.com/dupusen/focus/humancapital
trends/2016/peopleanalyticsinhranalyticsteams.html)
3) Bersin by Deloitte, Deloitte Consulting LLP, “HighImpact Talent Analytics: Building a WorldClass HR
Measurement and Analytics Function
4) Chartered Management Institute, “Getting Inside Intuition in Human Resources Practice”
5) Tazio, “How to Use People Analytics Effectively: A Methodology”
6) Harvard Business Review Analytic Services, ‘HR Joins The Analytics Revolution’, p6
7) Harvard Business Review Analytic Services, ‘HR Joins The Analytics Revolution’, p6
8) Tazio, “8 Essential Skills and Qualities to Overcome the People Analytics Skills Gap”
www.tazio.co.uk/resources