HCM Analytics summit 2015

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Transcript of HCM Analytics summit 2015

Session 1: Opening Session

National Anthem

Session 1: Opening Session

Zahid Mubarik, CEO HR Metrics

Parvez Ghias CEO, Indus Toyota Motors

Zahid Mubarik, CEO HR Metrics

www.thehrmetrics.com www.hcmanalytics.net

Zahid is CEO of HR Metrics and Chief Consultant for HCM Analytics.  He served at senior management positions in banking and public sector. Zahid is founder leader SHRM Forum Pakistan, Member ISO Geneva Technical Committee 260 on HR Standards and Chairman National Mirror Committee on HR Standards Pakistan. In the past, he also had the privilege of being Member Special Expertise Panel HR Measurement Metrics SHRM US. A strong proponent of measurement and evidence based management; he introduced Human Capital Measurement Metrics in the region and also spoke at SHRM MENA sessions at Dubai and Abu Dhabi. Zahid played leading role in designing human capital measurement metrics for ISO standard during meetings at Washington during 2011, Melbourne 2012 and Amsterdam 2013 and Paris 2014. An internationally acclaimed thinker, writer and speaker, Zahid has spoken extensively at global and national conferences. His analytical HR papers and expert talks have been featured by international and national media including Microfinance Gateway World Bank Washington, CNBC, Daily Dawn and Business Recorder.

FIRST HUMAN CAPITAL MANAGEMENT ANALYTICS SUMMIT

Zahid Mubarik SHRM-SCP, GPHR, HRMP CEO HR Metrics and HCM Analytics

President SHRM Forum Pakistan

Chairman Technical Committee HR Standards Pakistan

Member ISO Geneva TC 260-HR Standards

Ex Member Special Expertise Panel-Human Capital Measurement Metrics

SHRM USA

HR Cost or Profit Center

Why Analytics are Prevailing

Journey of Analytics

Administrative to Strategic HR

How Exactly Do You Create Value for Enterprise

Employment Relationship

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Language of Business is Number

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CEO Perspective

CEO Perspective

Economist 2012

• A significant proportion of respondents believe that their HR is overly preoccupied with a narrow HR agenda. Forty-one percent think their HR is "too focused on processes and rules“ and 37% say that they don't "understand the business well enough".

“The Economist 2012”Although the HR function is believed to perform well within its own parameters, some doubts remain about its commercial understanding of the wider business. This indicates that HR has not completed its transition from administrator to strategic partner in the eyes of the CEO.

Relationship Between C Suite and HR

21Oracle IBM Sponsored Research by Economist May 2012

Investor HR Standards

• Ability to Retain Talent Index• Leadership Depth Index• Leadership Quality Index• Employee Engagement Index• Human Capital Discussion and Analysis

Transformation Journey

• Accounting to Finance• Sales to Marketing• Procurement to Supply Chain• Administration to Strategic HR

Performance Management Model

Consistent and Formal Measurement

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HR Measurement Model

Cost per hire

Time to hire

Numbers hired

PrematureTurnover

Performance Index

Compensationper staff

Time to respondto a request

Number ofgrievances

Litigation rate

Employeessatisfaction

Index

Cost per trainee

Training Hour per Staff

Numbers trained

Below acceptable skills

Supervisor Satisfaction

Index

Cost ofTurnover

Turnover byService Tenure

Voluntaryturnover rate

Positions without ready backup

Turnoverreasons

follow up Index

HIRINGHIRING SUPPORTINGSUPPORTING DEVELOPINGDEVELOPING RETAININGRETAINING

COSTCOST

TIMETIME

VOLUMEVOLUME

QUALITYQUALITY

USER USER SATISFACTIONSATISFACTION

DIMENSIONSDIMENSIONS

FinancialGain/Loss

FinancialGain/Loss

FinancialGain/Loss

FinancialGain/Loss

FINANCIAL FINANCIAL IMPACTIMPACT

Obstacles to Measurement

Industry CHRO Network• Writing Measurable KPIs for verifiable alignment

between employees and organization performance. • Developing a Business Case by using NPV and IRR to

determine financial impact of HR investments.• Pakistan case studies showing successful

approaches for smooth transformation to HR analytics without pitfall.

• Human Capital Benchmarking Survey Plan 2015.

HCM Analytics

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4 Key Benefits

Contribution in Wealth Creation Cycle

EFFIENCY, EFFECTIVENESS, OUTCOMESimple Complex

Least Highest Payoff

HR Impact on Business

SYSCO Video

Parvez Ghias– CEO, Indus Toyota Motors

www.thehrmetrics.com www.hcmanalytics.net

Parvez Ghias is the CEO at Indus Motor Company Limited, a leading automobile manufacturer in the country of Toyota brand vehicles. He holds a Bachelor Degree in Economics and is a fellow of the Institute of Chartered Accountants in England & Wales.  Parvez Ghias also serves as an independent director on the boards of Standard Chartered Bank (Pakistan) Limited, Dawood Hercules Corporation and Injaz Pakistan.

Evidence Based Management in HR Evidence Based Management in HR Leads to Better Business ResultsLeads to Better Business Results

Parvez GhiasCEO Indus Motor

Key Corporate ResourcesKey Corporate Resources

HRM = Maximizing utilization of people

In God we trust, In God we trust, all others bring data!all others bring data!

MetricMetric

AnalyticAnalytic

HR ChallengeHR Challenge

Salaries as % of Operating ExpensesSalaries as % of Operating Expenses

Industry Median Per Cent

Financial Service 70%

Healthcare 52%

Companies for Profit Average 50%

Durable Goods Manufacturing 22%

Construction and Mining 22%

Oil and Gas 22%

Retail and Wholesale 18%Source: SHRM (US data)

HR Analytics – 3 Critical QuestionsHR Analytics – 3 Critical Questions

Embedding TWHRM SustainabilityEmbedding TWHRM Sustainability@ Toyota – Indus Motor@ Toyota – Indus Motor

Productivity ImprovementProductivity Improvement

Long Term Prosperity

Toyota Way

Hoshin Kanri

A D

P

A D

P

A D

P

A

C

D

P

A

C

D

P

A

C

D

P

PDCA Building Consensus thru A3 Reports

CC

CMaximum Performance

ToyotaBusinessPractices

On the JobDevelopment

Toyota Way Principles & PracticesToyota Way Principles & Practices

Continuous Improvement

Continuous Improvement

Respect for People

Respect for People

Unleashing HR TalentUnleashing HR Talent

Development Index145 Nepal146 Pakistan147 Kenya

2030230M

Session 2

Jahangir Piracha - Vice President Manufacturing, Engro Polymer & Chemicals

Tariq Mohar- Deputy CEO, Tameer Bank

Jahangir Piracha is currently working as Vice President - Manufacturing at Engro Polymer & Chemicals Ltd.  He has previously worked as General Manager Human Resource & Corporate Services, also with the same company.

His previous assignments with Engro were, as the Production Manager and HSE Manager at Engro Fertilizer Limited. Prior to joining Engro, he has worked for ICI Pakistan Ltd.

Jahangir has 25 years of corporate experience in various aspects of Operations Management, Process Engineering, HSE, HR and Procurement. He received his bachelors' degree in Chemical Engineering from the University of Engineering and Technology, Lahore, Pakistan. 

Jahangir Piracha - Vice President Manufacturing, Engro Polymer & Chemicals

www.thehrmetrics.com www.hcmanalytics.net

HRAnalyticsBy: Jahangir Piracha, VP Manufacturing, Engro Polymers & Chemicals Limited.

Workforce Analytics?

• Human capital is one of the least measured and analyzed investments, despite the fact that more than 70% of company costs are labor related

• Executives are realizing that they do not have a firm grasp on the characteristics and capabilities of their workforce

• Investors are asking for ‘human capital’ statements to be included as part of annual reports because human capital drives the performance of all other assets

• Need to justify how workforce investments impact business performance

Why to Measure HR ?

Levels of Analytics

Standard reports What happened?

When did it happen?

Ad hoc reports How many? How often?

Where?

Query drilldown Where exactly is

the problem? How do I find the

answers?

Alerts When should I react? What actions are

needed now?

Forecasting What if these

trends continue? How much is

needed? When will it be needed?

Predictive modeling

What will happen next? How will it

affect my business?

Statistical analysis Why is this

happening? What opportunities am I

missing?

Optimization How do we do things better? What is the best decision for a complex problem?

Journey at EPCLNeed

• Access to data• Accuracy of data• Fact based decisions• Alignment to business needs• Tangibility• Accountability

Process

• Correlated business data and people data to establish important connections• Monitored the impact HR

department had on the organization as a whole

• Established a cause-and-effect relationship between what HR does and business outcomes

• Created strategies based on that information

Outcomes

• Policies revised• SOPs developed• HR strategies developed

for:• Retention• Engagement• Talent Management• Hiring

• HR Service factor enhanced / measureable

• KPI driven processes

EPCL HR Analytics

Tariq Mohar is presently the Deputy CEO of Tameer Micro Finance Bank Limited. He joined the Bank as a founder member in 2005. Has been the key player to pragmatically evolve its operating model that is logistically self-contained to drive the business with economies of scale, supported by innovative integration of technology for extended outreach through branchless banking, that can carry the bank to every home in Pakistan.  Tameer is now the market leader in terms of its reach and bottom line results. Before joining Tameer, he was the Group Head with United Bank Limited and also served with Citibank Pakistan as its Country Collections Head and later Head of Branch Banking / Distribution.

www.thehrmetrics.com www.hcmanalytics.net

Tariq Mohar- Deputy CEO, Tameer Bank

Panel Discussion

Tahir Jawaid, S.V.P Corporate Services & New Venture

www.thehrmetrics.com www.hcmanalytics.net

Mr. Tahir Jawaid is the Senior Vice President Corporate Services & New Venture of Hubco. He is primarily responsible for HR, CSR, Admin & Procurement & New Ventures.

Before joining Hubco Mr. Tahir Jawaid was the Senior Vice President, Human Resources and Public Affairs of Engro Corporation Limited.

Mr. Jawaid holds a Master of Science in Industrial Engineering from the University of Houston, USA and a Bachelor of Science in Mechanical Engineering from the University of Engineering & Technology, Pakistan

Shafique Uqaili, Chief HR, Allied Bank Ltd.

www.thehrmetrics.com www.hcmanalytics.net

Shafique UQAILI is Chief HR at Allied Bank Limited. Earlier he was Director HR of Makro Cash & Carry and has worked for Bata Pakistan Limited for about 3 years as Head of HR.

He has also worked as Head of Human Resource and General Services for Servier. He holds MBA, HR Specialization and MS, Computer Science from Florida Institute of Technology.

Gohar Alam, Head HR, Bayer Pakistan

www.thehrmetrics.com www.hcmanalytics.net

Rukhsana Asghar, CEO, Fulcrum Private Ltd.

www.thehrmetrics.com www.hcmanalytics.net

Rukhsana is the Founder and CEO of Fulcrum Business Consulting. She is responsible for providing leadership and strategic direction for the company. For more than 30 years, Rukhsana has been at the forefront in the field of Human Resources in Pakistan and is one of the leading Human Resource professionals with core experience in senior Human Resource positions with top multinational companies (Unilever, Citibank and UBL) coupled with management consulting experience in the local corporate, multinational and public sectors. 

Join us for the Learning WeekMay 18-22, 2015, Marriott, Karachi

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