TMA HR Analytics · • Grow up with technologies • Always on • Multi-task • Very social 6...
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HR Analytics - From Insights to Intelligence: The Future of Human Capital Management Vilaiporn Taweelappontong www.pwc.com
Transcript of TMA HR Analytics · • Grow up with technologies • Always on • Multi-task • Very social 6...
HR Analytics - From Insights to Intelligence:The Future of Human Capital Management
Vilaiporn Taweelappontong
www.pwc.com
PwC
‘HR is once again beingchallenged to deliver the
skills and analytics insightfor the business needs of the
future, as businesses lookfor growth in a digitally
disrupted world’
1 Macro insights
2 HR Analytics
3 Recommendations
2January 2017
PwC
1 Macro insights
• CEO & PwC HRIT SurveyResults
• What drives WorkforceAnalytics
3January 2017
PwC
A Journey to 2022
4January 2017
PwC
A Journey to 2022
5January 2017
PwC
Digital Migrants, Digital Natives
• Adopt technologies
• Prefer to talk in person
• Rely on news sites for info
• Passive
Digital Migrants Digital Natives
• Grow up with technologies
• Always on
• Multi-task
• Very social
6January 2017
PwC
Millennials’ traits are posing challenges andopportunities to the future of workplace
Ambitious&
Optimistic
Expect rapidprogression, avaried andinterestingcareer, andconstantfeedback
Less Loyal
Millennialsthink they willhave multiplejobs andwanting to bejob hoppers
Work/ LifeBalance is a
Priority
Work/lifebalance is veryimportant,however has notmet up to themillennialsexpectation
Powered byTechnology
Millennialsexpect thetechnology thatempower theirpersonal lives toalso drivecommunicationand innovationin the workplace
January 2017
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PwC
What are Leaders asking for?
8January 2017
PwC
The future of the HRBP – Analytics and business insightHRBP roles have traditionally had a transactional element, however they are evolving into a wider, broader roleencompassing the following key aspects
Increase knowledgeof critical externalrealities
Interpret data anduse data to gainbusiness insights.
Work with managementteams to formulate uniquebusiness and HRstrategies
Know who supportsand can deliverchange
Know the business in detail,what is important to businessleaders their problems andissues
Bring to strategydiscussions personalvisions for the future
of the business.
Technical HRKnowledge
Consulting
RelationshipBuilding
BusinessCompetence
ExternalMarketInsight
Analytic andfinancial
skills
Home
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PwC
Key technology trends
‘Please select the answer that best describes the impact you expect the technologies in the categoriesbelow to have on your firm’
Source: Global state of enterprise architecture online surveyBase: 216 enterprise architects
42%
38%
32%
31%
26%
24%
24%
22%
21%
19%
18%
17%
50%
50%
37%
49%
50%
49%
44%
57%
55%
29%
63%
47%
Mobile applications
Mobile platforms (iOS, Android, Blackberry, HTML5, etc.)
‘Big-data’ platform for real-time analytics
Cloud-based or as-a-service application platforms
Infrastructure-as-a-service, including public, private,and hybrid cloud
Business event processing and rules platforms
‘Big-data’ platforms for batch analytics
Customer intelligence and analytics platforms
Collaboration and social platforms – With external parties
Sensor systems and smart computing (M2M,device clouds, smart meters, RFID, embedded IPs)
Business intelligence (reporting, visualisation,and analytics)
Enterprise search and semantic platforms
Revolutionary Evolutionary
“Megatrends”in HRtechnology:
• SaaS/Cloud
• Digitalexperience,mobile, social
• Big data andanalytics
The top emerging technologies to watch now, through 2020.
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Trends in HR Analytics
• Demand for workforce analytics becoming more strategic.
• Technology solutions are allowing greater analytic functionalities.
• Over 85% of organizations are using employee surveys to understandworkforce attitudes.
• Increasing demand for leading (predictive) metrics.
• Deeper investments in workforce intelligence, with respect to bothtools and people.
• More fact based and evidenced based insight.
11January 2017
PwC
2• Analytics Maturity Scale
• Analytics Journey
• HR Predictive Analytics
HR Analytics
12January 2017
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Issues organisations face?
13January 2017
How do weprovide
clear, usefulpeople
insights tothe
business?
“We arestruggling tounderstand howwell our valuesare embedded anddemonstrated byour employees ”
“We do not haveconfidence in ourdata and HRISwhich hindersdecision making ”
“We are lackingthe right mix ofpeople and talentto achieve ourdesired level ofrevenue growth ”
PwC
Moving from HRIS to Predictive Analytics
How manysales left uslast year?
Which salespersonnel aremost likely toleave?
How longhas Anniebeen withus?
How long willAnnie staywith us?
Where doesAnnie live?How long isthecommute?
Whatcriterias willimpactAnnie’sretention?
How manyhours didAnnie worklast year?
What’s theappropriatesalary tomotivateAnnie to staylong?
Whatpromotiondid Annieget overpast 3years?
How are thebestincentives toget Annie tostay with us?
How manytraininghours didwe invest inour team?
Whichtrainingprograms aremost likely toimproveeffectivenessof our team?
Who are thehighperformingstaffs?
Which staffsare likely tobecome highperformers?
14January 2017
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Workforce Analytics Maturity Curve
15January 2017
PwC
Predictive Analytics in Workforce Management
16January 2017
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Predictive Analytics
17January 2017
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Predictive analytics routinely faces these commonchallenges
18January 2017
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Predictive modeling is not about having the most data, it’sabout testing the right hypotheses framework with relevanthistoric data
19January 2017
PwC
Case Example – Predicting Flight Risk
20January 2017
PwC
3 Recommendations
• Building HR Analyticscapability
21January 2017
PwC
HR Technologies
22January 2017
PwC
Contact details
Vilaiporn Taweelappontong
Office: +662 344 1042
Email: [email protected]
23January 2017
