www.lbisoftware.com

HR Analytics and KPIs with

LBi HR HelpDesk

Presented by:Howard Kaplan – Director of Business Development

hkaplan@lbisoftware.com 516-921-1500 ext. 135

Agenda

• Webinar Goals• LBi Introduction• Evolution of Big Data Analytics• Enterprise Analytics Programs and HR• What the Experts are Saying• Getting Started• HR Help Desk Demonstration

Webinar Goals

Non Technical Presentation

HR Analytics - Not Just for HRImpact on Corporate Performance

Encourage Executive Stakeholders to Embrace HR Analytics

LBi Software

• Established 1982

• Primary Focus on Human Capital Mgmt (HCM) Solutions for the Enterprise– Legacy in custom HCM development– Custom & packaged solutions

• Mission/Business Critical solution delivery

• Enterprise HR Help Desk / ESS Solutions

The Evolution of ERP

MRP• Material Requirements Planning• 1960’s

MRPII• Manufacturing Resource Planning• 1980’s

ERP• Enterprise Resource Planning• 1990’s to today

ERP + Best of Breed (HR perspective)

ERP

HR Help Desk

Talent Mgmt

With the advent of ERP + Best of Breed, Big Data analytics furthered the evolution

HR Data

What is Big Data?

• Blanket term for any collection of data sets– Large and complex data sets– Difficult to process using on-hand database management tools or

traditional data processing applications

• More than evolution of the term “data warehouse”– Structured and unstructured data– High-variety information assets

• Requires innovative forms of information processing for enhanced insight and decision making

Big Data circa 1940

Big Data Today

Big Data Analytics Today

• Focused primarily on:– Financial performance– Process improvement– Customer analysis/demographics

• Primed for HR analytics

Big Data vs. KPI

• Big Data = Data• KPI = Key Performance Indicators = Analysis• KPI’s may or may not require Big Data sources– May use “small data” effectively

• KPI’s derived from Big Data can provide even deeper insights into the issue(s) being analyzed

What if HR could not only analyze internal employee satisfaction data but also compare data to others in your industry, or relate this data to financial performance?

www.lbisoftware.com

Enterprise Analytics ProgramsIt’s all about the people

Balanced ScorecardThe balanced scorecard is a strategic planning and management system that is used extensively in business and industry, government, and nonprofit organizations worldwide to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals.

Balanced Scorecard and HR

HRIS

HR Help Desk

Talent Mgmt

Six Sigma

Define - articulate the business problem, goal, potential resources, project scope and high-level project timeline

Measure - establish current baselines as the basis for improvement

Analyze - identify, validate and select root cause for elimination

Improve - identify, test and implement a solution to the problem

Control - sustain the gains

Waste, defect reduction and quality improvement

Six Sigma and HR

Yellow Belt participates as a core team member or subject matter expert (SME) on the project

HRIS

HR Help Desk

Talent Mgmt

Kanban

Primarily used in manufacturing but also in high tech, professional services and software development firms

Kanban and HR

“Respect the current process, roles, responsibilities and titles”“Encourage leadership at all levels”

HRIS

HR Help Desk

Talent Mgmt

Talent Management and HR Help Desk

Recruiting & Onboarding

Training & Development

Performance Management

Succession Planning

Off-Boarding

Talent Mgmt HR Help Desk

• What happens if I have to miss the training class?• My manager is not including me in critical meetings• Can I change my mentor?

• When is the next review period?• I believe I received an unfair review• Why is my co-worker getting a raise?• My direct report refuses to sign his review form!

• My raise is not correct. Please verify my salary.• How many weeks will I be in management training?• Who is my new advisor?

• My severance is not correct. Please verify?• Can I change my last day to 12/22/13?• How do I sign up for COBRA?• When can I cash in my pension?

• New employee HR Help Desk orientation• Develop early lines of collaboration

So Where Is All The HR Data?

• HR System Demographics, employment history

• Payroll / T&A Wages, hours worked, leave/absence

• Talent Mgmt. Training, develop., performance

• HR Help Desk Problems, requests, questions, feedback

• Survey Data General feedback

• Other Sources External, ERP, vertical specific, etc.

Better Data = Better Analysis Results

...How well do organizations truly understand what drives performance among their workforce? The answer: not really very well. Do we know why one sales person outperforms his peers? Do we understand why certain leaders thrive and others flame out? Can we accurately predict whether a candidate will really perform well in our organization?

…The vast majority of hiring, management, promotion, and rewards decisions are made on gut feel, personal experience, and corporate belief systems…

…Companies are loaded with employee, HR, and performance data.. For the last 30 years we have captured demographic information, performance information, educational history, job location, and many other factors about our employees. Are we using this data scientifically to make people decisions? Not yet.

This, to me, is the single biggest Big Data opportunity in business. If we can apply science to improving the selection, management, and alignment of people, the returns can be tremendous…

Josh Bersin: In ForbesBig Data in Human Resources: Talent Analytics Comes of Age

http://www.forbes.com/sites/joshbersin/2013/10/07/big-data-in-human-resources-a-world-of-haves-and-have-nots/

Analytics Leaders Gain Tremendous ReturnsThe research also showed that these leading companies generate high returns for their hard work: their stock market returns are 30% higher than the S&P 500, they are twice as likely to be delivering high impact recruiting solutions, and their leadership pipelines are 2.5X healthier.

In addition, these HR teams are four times more likely to be respected by their business counterparts for their data-driven decision-making, giving them true potential to help change the business.

Josh Bersin: In ForbesBig Data in Human Resources: Talent Analytics Comes of Age

http://www.forbes.com/sites/joshbersin/2013/10/07/big-data-in-human-resources-a-world-of-haves-and-have-nots/

Josh Bersin: In Forbes

http://www.forbes.com/sites/joshbersin/2013/10/07/big-data-in-human-resources-a-world-of-haves-and-have-nots/

www.lbisoftware.com

Analytics and HR Help DeskFinding the Root Cause of Critical

Personnel Issues

Build Your Own Report Library

Schedule reports to run& select recipients

Talent Analytics Level #1

HR Help Desk Data Export

Easy data extractionTurn report data into actionable analytics:

Excel Pivot Tables & Charts

Other analytic programs Data extraction for non-technical users

direct from every report screen

Talent Analytics Level #2

HR Help Desk Executive Dashboard

Talent Analytics Level #3

Tying it All Together (HR perspective)

ERP

HR Help Desk

Talent Mgmt

HR Data

Talent Analytics Level #4

The Next Step is Up to You

HR Help Desk Technology

• Developed in J2EE• 100% Web based

– Any browser (IE, Firefox, Chrome, etc.)– Mobile version for iPhone/iPad, Android native browsers– No controls to install (Flash, ActiveX, Silverlight, Java Applets, etc.)

• Supports multiple databases– MySQL– Oracle– DB2– Microsoft SQL Server

• Supports multiple OS’s– Linux/Unix– Windows Server– Solaris

/ / / /

Getting Started

• Establish goals and analytic requirements

• Ensure the required systems are in place, with open data architectures– ERP / HRIS– HR Case Management– Talent Management– Email– External source data (i.e. census info, surveys)

• Align technical resources and tools (i.e. IT, vendors, analytic software, etc.)

• Start small and think strategic

www.lbisoftware.com

HR Help Desk DemonstrationEffective Workforce Case and Ticket

Management