1©2015 Saba Software, Inc.

Bring Intelligence to Your Career Planning and

Succession Management Strategy in 2015June 11, 2015

2©2014 Saba Software, Inc.

Babak SalimiProduct Marketing Director, Saba

bsalimi@saba.com

www.saba.com

3©2014 Saba Software, Inc.

Leverage Big Data and Prescriptive Analytics to

Identify Flight Risks and High Potentials

Develop Bench Strength for Key Positions

Help Employees Map Career Paths Within the Enterprise

Provide Personalized Compensation and Career Opportunities

New Approach to Career Planning and Succession

4©2015 Saba Software, Inc.

• 84% of organizations report having a lack of candidates in the pipeline

ready to assume open and critical positions [1]

• 59% of companies polled say succession planning and career development

are more challenging in today's economy [2]

• Career management is considered a top priority by Millennials [4]

• “Scripps Health (especially concerned with succession planning since half of

its workforce is retiring or near-retirement baby boomers), has transformed

their approach for talent development to reduce its turnover rate from

25% in 2010 to 10.4% today.” [3]

State of Market: Career Planning & Succession

[1] “2015 State of Leadership Development Study: Top Findings”, Brandon Hall Group

[2] Global Workforce Leadership Survey – Jan. 2015

[3} “The global leadership gap“, The Economist, April 2015

[4] “Career Management Systems 2015: Enabling Employee Growth through Career Management”, Bersin

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External Pull for our Talent

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What percentage of employees would

you say are actively seeking new jobs?

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How Many of Your Employees are Sitting in the

Departure Lounge?

One Third of US employees

are currently looking for a new job

Jan. 2015 Retention and Leadership Survey Conducted by Harris Poll Reveals

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90% Calling to Drive Their Own Career Paths

Jan. 2015 Retention and Leadership Survey Conducted by Harris Poll Reveals

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• Lack of trust hinders innovation and long-term collaboration.

• Talent today doesn’t want one employer for life anymore!

• The time has come for a new employer-employee compact

• Reciprocity: Both parties understand and acknowledge

that they’ve entered into a voluntary relationship that

benefits both sides.

• An employee who is networking energetically, keeping

her LinkedIn profile up to date, and thinking about other

opportunities is not a liability. In fact, such entrepreneurial,

outward-oriented, forward-looking people are probably just

what your company needs more of.

Tours of Duty: The New Employer-Employee CompactReid Hoffman, Ben Casnocha, Chris Yeh

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• Be SMARTER about our people?

– Using current and newer insightful SIGNALS

– And NOT add additional staff

• Could PROACTIVELY ACT before they bail/threaten to leave?

– Prescriptive & specific recommendations

– Reduce attrition/turnover

• Nurture INDIVIDUALIZED & talent-centric career paths?

– Taking into account both individual’s aspirations

– And organization’s goals

WHAT IF…?

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Big Data and Prescriptive Analytics fueling Career Planning and Succession Management

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But is Big Data and Analytics only for Google?

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Less than 25% of businesses worldwide are using advanced technology

for insights into their people and effectiveness of their talent programs.

Just 23% are using big data and metrics visualization

Only 21% tap the predictive analytics potential of machine learning today

March 2015 Global Workforce Leadership Survey conducted by Saba and WorkplaceTrends.com

Today’s Use of Intelligence @Work

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Descriptive

Predictive

Prescriptive

80% of business analytics

-- most notably social

analytics -- are descriptive

predicting data that we

don't have based on

assumptions and input

recommending one or more

courses of action -- and

showing the likely outcome

of each decision

Evolution of Analytics

Dr. Michael Wu, chief scientist at Lithium Technologies

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Analytics

Reporting

Legacy Application

Architecture

2016

Prescriptive Application

Architecture

Humans still have to

decide on best action

Core

Application

Core

Application

Real-time analysis

Predictions

Suggestions

Applications suggest

action to be taken

2016: The Shift to Prescriptive Intelligence

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Big Data & Prescriptive Analytics in Talent Management

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Measure and Learn

ActIdentify

Prescriptive Analytics Framework

Compensation

Career Planning

Succession Planning

Machine

Learning

Algorithms

Machine

Learning

Algorithms

Recommendations

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Example: Employees Have Different Preferences

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Prescriptive Analytics for Employee RetentionProactive Personalized Recommendations Before Locking Down your Budget

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Insight into the WorkforceIdentify Your High Potentials and Rising Stars

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Role Models

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Rock Stars

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Flight Risk

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Succession Management and Calibration

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Personalized Coaching for all Employees

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Intelligent Career Planning

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Prescriptive Analytics

helping

Career Planning

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Start with

current position

Tools detect next position in track (or prompt selection)

Intelligent To-do list is created

based on path

Intelligent Career Planning empower employee growth and self-development

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Compare current vs required skills

Take action

Intelligent Career Planning empower employee growth and self-development

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Add skills and learning to your

to-do list

Intelligent Career Planning empower employee growth and self-development

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Retain Your Talent and Develop Leaders at All Levelswith Proactive and Personalized Recommendations

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Balance External vs. Internal Pullby Leveraging Prescriptive Analytics to Level the Playing Field

Career Planning

Prescriptive Analytics

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Q & A

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Thank You

www.saba.com

facebook.com/SabaSoftware

twitter.com@SabaSoftware

linkedin.com/company/saba

Babak Salimi, bsalimi@saba.com