#CLOwebinar

Kellye Whitney Associate Editorial Director Chief Learning Officer magazine

10 Big Data Insights for HR and Training

#CLOwebinar

Karie Willyerd Vice President of Learning and Social Adoption SuccessFactors

10 Big Data Insights for HR and Training

Heather Maitre CEO Global Insights

Ten Big Data Insights for HR & Training Dr. Karie Willyerd SVP Learning & Social Adoption SuccessFactors

Heather Maitre Founding Partner Global Insights

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What is Big Data?

“Big data is a collection of data from traditional and digital sources inside and outside your company that represents a source for ongoing discovery and analysis.” Forbes

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Data Is Pulled From Many Sources

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Five Ways Big Data Can Add Value Overall 1. Transparency

2. Improvement opportunities

3. Segmentation

4. Decision making

5. New products & services

Source: Mckinsey; http://www.mckinsey.com/insights/business_technology/big_data_the_next_frontier_for_innovation

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Where Are You?

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Bersin Analytics Maturity Model

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Why Big Data Is Important to HR & Learning

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Evaluation vs Big Data: The Size of the Question

“All people decisions at Google are based on data and analytics.” Laszlo Bock, Google

Ten Insights to Consider for HR & Learning

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1. Where Should We Be Placing People?

• Where is growth?

• Skills needed?

• Graduation trends?

• Salaries?

• Attrition?

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2. How Can I Source Better?

• Social networks?

• Skills profiles?

• Endorsements?

• Passive candidates?

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3. Can We Match Mentors to Proteges?

• Gaps match strengths?

• Socially compatible?

• Near peer?

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4. Who Is Going to Succeed? (And How Can We Help?)

• Early markers like pipeline?

• Onboarding?

• Manager meetings?

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5. What Courses Affect Performance the Most?

1. General or job specific?

2. When?

3. Different effects?

4. Change over time?

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6. How Should I Distribute My Promotion Budget?

1. High vs. low tenure

2. High potentials?

3. Attrition effect?

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7. What Manager Behaviors Predict Retention?

• What would Google do?

• Fewer items?

• Predictive traits unique to our organization?

• Business impact?

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8. Can We Predict Employee Sentiment?

• Social networks?

• Exit analysis?

• Increased fraud risk?

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9. How Do I Benchmark?

• Embedded in software?

• Incorporated in analysis strategies?

• Both internal and external?

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10. How Do We Hire & Keep High Potentials?

• Best mix of potential?

• Identify prior to hire?

• Alerts on failure to thrive?

• Identification accuracy over time?

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How Do I Get Started With Big Data?

1. Link to strategy 2. Devote some headcount to

planning and analytics 3. Determine the state of

technology at your company 4. Get some good tools 5. Find the pockets 6. Hire a data scientist 7. Be curious and ask interesting

questions

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The First Step: Strategy

• What is your HR or learning strategy?

• How often do you adjust it?

• Do you have a talent strategy? How does it affect what you report? How you plan your budgets?

• What big data insights will yield the most results for your company?

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Strategic Talent and Learning Workshops

• Big Data & HR

• Strategy & Roadmapping

• The 2020 Workplace

Budget Constrained? Do It Yourself!

heather@globalinsightsllc.com kwillyerd@successfactors.com

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Thank You

Karie Willyerd kwillyerd@successfactors.com Heather Maitre heather@globalinsightsllc.com