Case Study: Building a Culture of Analytics in HR at Micron

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Case Study: Building a Culture of Analytics in HR at Micron


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Speaker: Tim Long Director of Workforce Information Micron technology INC.

Moderator: Dave Weisbeck

Chief Strategy Officer Visier


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Frequently Asked Ques6ons


Dave Weisbeck Chief Strategy Officer Visier



Tim Long Director of Workforce Informa@on Micron Technology INC.


Fostering a data-‐driven culture in HR with cloud-‐based analy@cs

Tim Long Director of Workforce Analy@cs and Systems Micron Technology

Automo6ve

Server Mobile Personal Compu6ng IMM

Storage Graphics / Consumer Networks

About Micron

Boise, Idaho USA

FAB1C DRAM & NAND R&D FAB1A/X R&D

1

1

3

Manassas, Virginia USA

FAB6 DRAM, NAND

2

Lehi, Utah USA (IMFT) FAB2 NAND

3

2

4

Puerto Rico, USA MPR Module

5

5 6

7

8 9

10 11

12

Agrate, Italy

FAB14 NOR & PCM R&D

6

7

8

Hiroshima, Japan

DRAM Akita, Japan Backend

9

10

11

12

Muar, Malaysia MMY Package & Test

Xian, China MXA Test & Module

Singapore

FAB7 DRAM FAB10 NAND FAB13 NOR MSB Packaging & Test

Taiwan (Inotera) FAB 11 DRAM

Taiwan DRAM

4

About Micron

Mechanical Engineering

About Me

2001

SoTware Engineer

2002

HR Process and Measures

2011 2012

Workforce Analy@cs Team

Forms

2013

MS Business Analy@cs

Poll -‐ What is your background?

A.  HR

B.  Technical (Engineering, IT, etc.)

C.  Business

D.  Other

MICRON’S JOURNEY

HR Finance * Not actual Micron Execu:ves.

“People are your most important asset.”

-‐ Every Manager, Ever

How would you manage a

$2,000,000,000 investment?

* Grossly es@mated.

*

Analy@cs is Where It’s At

Google

What are analy@cs?

How can analy@cs help HR?

Analy@cs can help HR

1.  Hire be\er and faster

2.  Develop capabili@es

3.  Mobilize talent

4.  Retain top talent

Reality

Goal

Poll – Where are You?

Poll – Where are You?

Build a Workforce Analy@cs Strategy

1.  Revise HR Strategy

2.  Incen@vize

3.  Ini@ate Program

1. Revise HR Strategy FY2015

VALU

E O

PERAT

ION

S

EFFI

CIE

NCY

ENABLE

RS

TALE

NT

STR

ATEG

Y

Enhance Financial Business Value

A\ract & Retain High Performers

Develop & Engage all Team Members

Deliver globally aligned and

regionally op@mized solu@ons

Simplify HR Processes, Systems,

& Informa6on

Improve HR Team & Org Capabili@es

Mo@vate & Reward though Pay for Performance

Drive One HR

2. Incen@vize

Mo@vate Change

Align Globally

Automate Data Collec@on

Standardize Reports

$

3. Ini@ate a Program

CRITICAL PROGRAM DECISIONS

Cri@cal Program Decisions

1.  How are HR data and metrics defined?

2.  What is your strategy for self-‐service?

3.  How will you collect and stage data for analysis?

4.  How will you deploy your solu@ons?

Align Data and Defini@ons

Self-‐Service Strategy

8 analysts

Workforce Systems and

Analy@cs

Repor@ng

Workforce Informa@on Team 2011

Opera@onal Repor@ng (Spreadsheets)

100%

Self-‐Service Strategy

Basic report development can take several months

Small Data can s@ll be a Big Challenge

Workforce Analy@cs – Data with Feelings

8 years 200,000 workers 15 sources

Back-‐da@ng

Interac@ve interfaces

Highly dimensionalized

Security

Make this someone else’s challenge.

Workforce Analy@cs HR IS Systems Data Warehouse

How will you stage your data?

?

Workforce Analy@cs HR IS Systems

How will you stage your data?

Poll – Pursuing a Data Warehouse?

A.  Not yet decided

B.  Definitely no

C.  Yes, just star@ng

D.  Yes, already built

Rollout Strategy

Deploy Technology

Train HR Analysts

Train HR Business Partners

HR BPs Develop Dashboards and Slideshows

BPs Train Business Users

Comple@on of Training is required for system access.

EXAMPLE WORKFORCE ANALYTICS PROJECT

Do changes to base pay reflect the desire to compensate based on compe@@ve wages in the market AND individual

performance in the job?

Base Pay Budgets are Generated

(1000+)

June

Execu@ve Review

September

Budgets are Distributed and

Applied

July August

Payroll is Updated

Can reviews be accomplished more real-‐@me?

Base Pay Review Process

June

Execu@ve and Manager Real-‐

@me Preview

September

Budgets are Distributed and

Applied

July August

Payroll is Updated

Execu@ve Review

Base Pay Preview Process

Base Pay Budgets are Generated

(1000+)

Cloud to Cloud Integra@on

Workforce Analy@cs Compensa@on

Daily Upload Cycle

13 interac@ve slides

How will wage changes be distributed?

Headcount by Proposed Base Pay Change %

* Simulated data for illustra@on purposes only.

How will the new compensa@on profiles compare to current performance?

Proposed Compara@os by Performance Ra@ng with comparison of 2014 to 2015

* Simulated data for illustra@on purposes only.

Performance

Low

High

90% Of Managers

Agreed

Post Implementa@on Survey

“The Visier Base Pay Analy:cs was a valuable resource.”

ADOPTION

Training Investments

2013 2014 2015 2012

Basic Reports Training 75 trainees

Visier Scenario-‐based Training

237 trainees

Basic Reports Usage

Adop@on

* Calendar 2014. Users with at least 2 dis@nct logins.

Visier | Long 2015

Slideshow Adop@on

72 slideshow authors

179 unique

slideshows

1,700 slideshow views

Workforce Systems and

Analy@cs

Analy@cs

Data Warehousing

System Analysts

Workforce Informa@on Team 2015

Strategic Ad Hoc Repor@ng

85% 15%

R!

Reaching New Heights Micron

2015

2011

Ques@ons

?

2013

Data Warehousing

Begins

Predic@on and Experiments

2014 2011 2015 2012

The Awakening

Online Analy@cs (6 weeks)

Online Repor@ng

Analy@cs in HR Strategy


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Case Study: Building a Culture of Analytics in HR at Micron

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Transcript of Case Study: Building a Culture of Analytics in HR at Micron