HR AnalyticsDanger or New

Perspective for HRMTom Haak, 28 May , 2016

My background in HR

Agenda1. Trends and the importance of People Analytics2. People Analytics: 5 steps3. How to start with people analytics4. Crunchr demo (crunchrapps.com)

Performance Management• Real time continuous

feedback• Away from annual cycle• Revamped processes• More equal

Technology• Speed• Mobile• Wearables• Virtual reality• Robotization• Arificial Inteligence• Cloud

Human-Machine collaboration

Demographic• Gen Y/ Gen Z• Baby Boomers

staying or going? • Urbanization

General trends• Consumerism• Transparency

Gamification

Flexible Workforce• The rise of the ‘gig’ economy

Workforce Flexibility

Improving the Employee Experience• Workplace as differentiator

Leadership• Talk purpose• Change agents

Recruitment• From reactive to proactive• Data driven recruiting• Hiring for attitude and

culture• Pre candidate experience/

personalized• Referrals• Boomerangs welcome• Candidates in driving seat

Talent• Sourcing with technology• All inclusive talent market• More tailored/ customized

programs• Internal talent true asset

Collaboration• Social/ communities

Learning and Development• Integrating learning and

talent strategies• Learning middleware• MOOCs and SPOCS

Engagement

HR Function (“The blurring of Marketing and HR”)• Complexity is killing HR/ Keep it simple• Coming closer to marketing / IT• Relationships not programs

HR Systems & Tools• “think employee tools, not HR tools”• More integrated / best of breed?• Master data management

HR Analytics• Maturing of people anlytics• Increased need for HR Analytic tools• Rise of evidence based management?

Diversity?Succession?

Agile?

Rewards/ benefits• Pay top for the best

Culture

“Applification”

Individualisation

HR Trends 2016 | Summary

9 trend areas Short desciption

From hierarchy to network / from closed to open

The invasion of smart tech

Globalisation/ Localisation

From X to Y to Z: more generations in the workforce

Making fun is serious business

Purpose before pecunia

Increasing speed: fast eats slow

From Big Bang change programs to small experiments

From intuitive HR to evidence/ fact based HRVersion 2.0 | copyright HR Trend Institute

From hierarchy to network

Network Analysis

Individuals >

Individuals and their network

10

The invasion of smart tech

12

Hitachi Business Microscope

Joy & pride

A computer with a roof (“The Edge”)

Enterprise Behavioral Matching

Individualisation• Not: one size fits all• Big Data enables individualisation• HR using marketing techniques

Making fun is serious business

Social Credit Code China

Increasing speed: fast eats slow

Performance management trendsProcess

• Faster feedback• No more annual

reviews• No performance ratings

• Accenture, Deloitte, Nokia

Measurement

• How to measure performance?

• How to predict top performers?

PerformanceConsulting

Performance: not a Bell curve,but a Power Law distributionPe

rform

ance

Number of people

32

From intuitive HR to evidence/ fact based HR

The Vitesse example

Accenture Sweden: Diversity

Some final remarks

Human nature does not change (so fast)

What are people looking for?• Security• A sense of belonging• Clear goals• Being heard• Challenges• Success• Support from the top• Attention• ……..• ……..

Trend area More detail

From Hierachy to networkFrom closed to open organisatons; the borders of organisations become more blurry. More people in the flexible workforce. Increasing importance of communities. Information travels fast. Transparency key.

The invasion of smart techBig data. Data science. The internet of things. Robotisation. Self driving cars. Renewable energy. Artificial intelligence (machine learning). Wearables. 3D printing. Smart offices.

Globalisation/ localisationWorld more connected. Countertrend: consumers want local products. For some professions (design, software) from local to global market. Urbanisation.

From X to Y to Z: more generations in the workfoce

Different generations with different needs and expectations. Gen Y (millennials) will be a substantial part of the wokforce. As people work longer more generations work together. Diversity.

Making fun is serious business

Work and fun used to be separated. Today the expectaion is that work should be fun. Gamification is entering work.

Purpose before pecuniaPeople are looking for organisations that do good in the world. Just Corporate Social Responsibility is nog enough. Sustainability. Sharing economy. Diconnecting (information overload).

Increasing speed: fast eats slow

Technology/ Internet enable new business models. Big organisations do not need many people. New entrants can capture the market fast. Exponentiality.

From big bang change programs to small experiments

Also fueled by technlogy. Experimenting has become easier. Learning by doing. Moving and learning is better that standing still. A-B testing. Agility. Scrum. Traditional change management too slow.

From intuitive HR to evidence/ fact based HR

HR/ people analytics. Big data entering HR. Not all new: scientific knowledge is often poorly applied in organisations. HR can learn from marketing. HR: understand data + people.

Version 2.0 | copyright HR Trend Institute

People analytics: 5 steps

How to start with People Analytics

Demo

Demo

Client 1

Client 1

Client 1

Client 2

Client 3

Client 4

Client 5

Demo

Thanks!

Twitter: @tomwhaak, @hrtrendinstWebsite: hrtrendinstitute.comFlipBoard: The Future of HRE-mail: tom@hrtrendinstitute.com