Data & Analytics : Key to Talent Management

Iqbal Maesa FebriawanTalent Scientist Talentlytica

Data & Analytics in HR

From Function to Implementation.

Study Case

Management Trainee - Promotability.

Overview

HR / People / Workforce / Talent Analytics Buzzword ( Marler & Boudreau, 2017 )

HR / People / Workforce / Talent Analytics Buzzword ( Marler & Boudreau, 2017 )

Published HR

Analytics

Over Time

Talentship

Defining Today’s Talent

Top Performer

Top Performer

Top Performer

Intelligence Personality & Work Style Competencies Tenure

Engagement Job Match Team Match

Exclusive vs. Inclusive Talent

Talent Development Initiative

Defining Today’s Talent

• Im[Prove] Mindset

• Approach: Audit → Survey →

Analytics

• People Analytics → Talent Science• Developing ‘theory’ about organizational talent

• Hypothesis-driven or Data-driven?

• Why people analytic comes late?

Defining Today’s Talent

Analytics? Do you mean analysis?● Insight → Hindsight → Foresight

Is analytic same as statistic? Yes…but

No (Huus, 2015)

● Statistics as basic→ Decision-making is the key

Is analytic goes along with big data?● No, start small and with right question

Challenges & Solutions

● Too much measurement, too much

analysis

● Belief that measurement/insight always

lead to action

● Administrative issue (data availability,

mining, & management)

● Cherry-picking the results

• Analytics strategy: Ask and answer what

matters

• Begin analytics with the end (in mind)

• Know your (existing & needed) data +

Maintain data hygiene

• Knowledge about standard (what’s good

and what’s not)

Challenges Solutions

Levenson & Fink (2017)

DELTA of Analytics:

Data: access & quality

Enterprise: strategic question

Leadership: mindset & support

Targeting: specific domain

Analysts: skills

Considerations in Analytics(Boudreau & Ramstad, 2009; Harris, Craig, & Light, 2011;

Marr, 2015; Marler & Boudreau, 2017)

Being SMART:

Strategy first

Measure what matters

Analytic process

Result/Report

(Business) Transformation

Metrics =/= Analytics

HR-Business Data → Business Outcomes

People Analytics Effectiveness Wheel (Peeters, Paauwe, & Van De Voorde, 2020)

What Determines Talent Analytics Adoption?

(Vargas, Yurova, Ruppel, Tworoger, & Greenwood, 2018)

Talent analytics vs. other analytics (marketing,

sales) → Business performance

• (including their positioning in organization)

HR Professional & Talent Analyst: One or

separate role?

Data ethics

Incorporating unstructured data → majority of

talent data

Further Directions

MT in a National Bank

Issue: Promotability

(mandatory pass Basic Training)

Case Study

MT in a National Bank, Issue : Promotability

Case Study

• How’s the promotability ratio?

• Which one determines promotability? Previous experience, Demographic variables, or

the Training it self?

• What determines training performance? Is it a reliable source to predict future training

performance

Promotability (n = 350)

MT in a National Bank, Issue : Promotability

Case Study

MT in a National Bank, Issue : Promotability

Case Study

MT in a National Bank, Issue : Promotability

Case Study

78,6 78,6

0

10

20

30

40

50

60

70

80

90

100

Validation Accuracy Test Accuracy

MODEL ACCURACY

Basic Training Score

Descriptive

n 350

M 79.397

SD 7.414

Min. 12

Max

.97

-0,15 -0,1 -0,05 0 0,05 0,1 0,15 0,2 0,25

IQ***

Insurance/Banking Work Experience*

Sales Experience

Education Level

Age

Sex/Gender

Total Work Experience

Standardized Contribution to Basic Training Score

***p < 0,001

*p < 0,05

Basic TrainingRelative Influence

0,692

0,486

0 0,2 0,4 0,6 0,8 1

Validation MSE

Test MSE

Error in Model

R2 = < 1%

• List important question to talent-related organizational effectiveness

• Gain management support and create a task force of analytics initiative/project

• Know your talent data and maintain its hygiene

• Talk to your IT division to ensure data collection/management & technology

enabler

• Learn some basic-to-intermediate analytics and model-generating process

• Adjust communicate of (extended) report/result to each stakeholders

What’s Next of Analytics? Checklist