this is your presentation title - cpshr.us€¦ · cpshr.us. october 16. example – word cloud....
TRANSCRIPT
HR AnalyticsPresented by Melissa Asher, Director of Training &
Development and Talent AcquisitionCPS HR Consulting
October 16cpshr.us
What brought you here today?
October 16cpshr.us
Agenda
What does “analytics”
mean?
Why is this important for
HR?
Getting started
Analyzing the data
Presenting findings
October 16cpshr.us
What does “analytics” mean anyway?
1
October 16cpshr.us
Basic Terms
Data
Metrics
Analytics
What is the difference?
cpshr.us
Metrics
Actionable info to improve outcomes
Analytics
Data
6
In order to improve turnover
Examples ofData:Metrics:Analytics:
October 16cpshr.us
IdentifyRoot Cause
ImprovementOpportunity
Why Analytics?
October 16cpshr.us
Identify Need to Improve
October 16cpshr.us
Why is this important for HR?
2
October 16cpshr.us
HR as Business Partner
Improved Outcomes
HR & Ops as
partners
Has org-wide
orientation
Work proactively
on dept. challenges
Share credit for results
Work together on Ops and HR
issues
October 19cpshr.com
Alignment with Strategy
Align people metrics with business strategy Not letting the metrics take the place of strategy Keep purpose (outcomes) in the forefront
Case Study
Can Connect the Dots
Connecting the dots
October 16cpshr.us
Getting Started
3
October 16cpshr.us
• What are we trying to solve?• What are people complaining
about?• What is the business problem?
Clarify
October 19cpshr.com
Plan What Data Is Needed
Understand goal or problem
Understand what types of data
Identify key HR functions
Make initial hypotheses
cpshr.us
For Example: Two Depts. in Same Agency
16
October 19cpshr.com
Common Data Sources
HR Files (e.g. applications, performance reviews) HR Information System (e.g. NeoGov, Cornerstone) Financial System (e.g. salary, benefits)
October 19cpshr.com
Common Metrics
HR Metric Basic FormulaTurnover (annual) # employees exiting during 12 months/average actual
# employees during same periodCost per hire Recruitment and selection costs/# new hiresTime to fill # days positions are open/number of positions filled
during same periodEngagement % of employees stating engaged with a given aspect of
the workplace on surveys or other data collection toolsWorkers’ comp cost per employee
Total workers’ comp cost for year/average number of employees
Training participation # employees participating in training opportunity/# employees eligible
Age to retirement # employees in age range/total employees
October 19cpshr.com
Age to Retirement Metric Example
October 16cpshr.us
Analyzing the Data
4
October 16cpshr.us
Data Accuracy & Assumptions
And what do YOU mean by. . .
October 16cpshr.us
Working with Qualitative Data – Basic Steps
1• Review
data vis-a-vis goals
2• Organize
data
3• Explore
& sort
4• Identify
themes
5• Analyze
& draw conclu-sions
October 16cpshr.us
Example – Word Cloud
Open-ended survey question from a training effectiveness survey:
What could we have done to improve your
Risk Management Practitioner’s Program
experience?
October 19cpshr.com
Working with Quantitative Data – Basic Steps
Look for missing data and errors
Look for outliers
Check quality of collection
Check possible intervening variables
October 16cpshr.us
Descriptive Statistics – Two Types
Central Tendency• How data is grouped together
Spread or Variability• How different are data points within the
population
October 16cpshr.us
Central Tendency – How Data is Grouped
Mean = average
Median = point with 50% data points above and 50% below
Mode = most frequent score
October 16cpshr.us
Example: Means and Medians
October 16cpshr.us
Variability – How Different Within Population
Range = difference of highest to lowest
Standard Deviation = defines the magnitude of deviations from the mean
October 16cpshr.us
Analyze & Draw Conclusions
Look for patterns and themes
Can you explain deviations?
Are results significant &/or meaningful?
Reality check. Make sense?
October 16cpshr.us
Presenting Findings
5
October 16cpshr.us
Presenting Your Findings
Know your audience
Know your time
Create a story
Avoid powerpointlessness
Visualize your data
October 16cpshr.us
Traditional Visualizations
October 16cpshr.us
Visualize Results – Gauge Charts
October 16cpshr.us
Visualize Results – Infographics
October 16cpshr.us
Visualize Results – Dashboard
October 16cpshr.us
How would you present this?Recruitment Date Closed
AppsReceived
Days Open
Test Date QAIHiring
InterviewJob Offer Start Date
Days to fill
Accounting & Financial Analyst II 8/11/2017 100 25 8/21/2017 8/31/2017 9/7/2017 9/20/2017 10/16/2017 91Laboratory Director 9/15/2017 41 42 9/25/2017 10/4/2017 10/19/2017 11/13/2017 101Technical Writer Intern 9/22/2017 21 32 10/2/2017 10/4/2017 10/23/2017 63Admin Specialist (FMC) 9/12/2017 106 6 9/28/2018 10/11/2018 10/25/2017 11/7/2017 11/12/2017 67Collection System Worker I 9/19/2017 1 7 10/4/2017 11/13/2017 62Admin Specialist (CIP) 9/25/2017 92 10 9/28/2018 10/12/2018 10/25/2017 11/13/2017 11/27/2017 73Casual Receptionist 10/12/2017 60 10 10/27/2017 11/2/2017 11/9/2017 11/21/2017 11/28/2017 57Engineering Technician II/III 10/24/2017 73 20 11/3/2017 11/16/2017Plant Operator III Trainee 10/31/2017 120 15 11/17/2017 11/29/2017 12/7/2017 12/27/2017 1/23/2018 99Plant Operator III 11/3/2017 26 18 11/13/2017 12/7/2017TPO Trainer 11/8/2017 7 11/15/2017 11/21/2017 1/18/2018 78Receptionist 11/13/2017 100 3 11/27/2017 12/14/2017 12/19/2017 1/4/2018 1/29/2018 80Engineering Technician I/II 1/25/2018 104 17 2/5/2018 2/13/2018 2/20/2018 3/5/2018 4/16/2018 98Purchasing Agent 3/9/2018 57 25 3/20/2018 4/3/2018 4/23/2018 70Assistant/Associate Engineer 4/26/2018 61 42 5/8/2018 5/30/2018 6/16/2018Collection Services Coach 6/1/2018 18 18 6/15/2018 6/27/2018
Averages 65.33 18.56 78.25
October 16cpshr.us
A Real Example From the Data
78.25
16
21 21
2322
16
10
15
20
25
Number of Recruitments Since 2013
67
62
73
57
99
78
80
98
70
0
0
Admin Specialist (FMC)
Collection System Worker I
Admin Specialist (CIP)
Casual Receptionist
Plant Operator III Trainee
TPO Trainer
Receptionist
Engineering Technician I/II
Purchasing Agent
Assistant/Associate Engineer
Collection Services Coach
Days to fill
Average Recruitments
Per Year
19.83
AverageDays To Fill
78.25
https://www.youtube.com/watch?v=e2wDqspleNk
October 16cpshr.us
Where We Went!
What does “analytics”
mean?
Why is this important for
HR?
Getting Started
Analyzing the Data
Presenting Findings
