Hr analytics overview

(c) activ8 intelligence limited 2012

Cleanse – Analyse - Predict

HR Analytics

Matthew LymberyManaging Director and Founder

Harnessing the value hidden in people data

http://www.linkedin.com/pub/matthew-lymbery/9/3a3/991



Contents

• Activ8 Intelligence – Credentials– Mission

• HR Intelligence– Benefits– Key Features– Demonstration

• The art of the possible



HR Centricity

Analytics pedigree

Artificial Intelligence

Who are activ8 intelligence ?

• Innovation award winning technology business founded in 2005

• Pioneers in the use of predictive technologies in the HR field

• Venture Capital backed – investment in developing ideas and concepts into marketable products and services

• In 2010, acquired Datapurity to extend proposition to be able to cleanse and drive up integrity of data to report and analyse



Valu

e an

d Re

turn

on

Inve

stm

ent

Workforce Analytical Maturity – the 4I model

Analytical Capability(covering capability of resources, knowledge, metric sophistication and technology)

Basic listing reports• For example - A list of leavers• Review mirror• Useful for checking, queries and lookups• No context, warning or call to action

Summarise raw data into useful information• For example - Absence rose by x% last month• Monitors progress and highlights issues• Provides context, but still rear view and doesn’t

drive actionable decisions

Turn information into understanding & action• For example - Absence in division A rose by x% last

month because...• Provides insight into the key areas to focus, monitor

and improve• Still normally rear view mirror

Forecast future trends & model impact of actions• For example - Absence in division A will rise by

another y% next year impacting customer satisfaction by z% unless actions B, C and D are completed

• Future facing, greatest return on investment

Information

Inputs

Insight

Intelligence



Cont

ent • A set of both standard

and expert metrics, reports and analytics which measure, interpret and provide actionable insight into HR and workforce performance for:

• HR professionals• HR leaders• Business leaders• Line managers

Tech

nolo

gy • Cleanse – ensuring data is accurate, timely and has integrity

• Analyse - HR centric reporting toolset

•High impact and relevant standard reporting

• Wide distribution to stakeholders with differing needs and focus

• Intuitive and flexible so non-technical users can interpret the meaning of their own data

• Consolidate data from multiple HR and business sources

• Predict - maximise return on investment with predictive analytics software and service

Serv

ice • Expertise and advice

through implementation and training services

• Best practice advice on delivery of HR reporting services to stakeholders

• Managed reporting service to compliment the clients own HR MI capability

• Predictive investigations

Helping organisations understand how their most valuable assist, people, can positively impact the business performance by unlocking the hidden value locked in their HR and people data.

Vision of HR and Workforce Analytics



The “journey”

activ8 can support you across the workforce analytics and reporting spectrum with a range of products and services

Maximising the value hidden in workforce data is a journey of ever increasing analytic maturity and stakeholder involvement

From getting the basics right To the fully evolved model of• Efficient and accurate standard reporting to the

HR community• Using a solid set of core HR metrics

• Advanced metrics, insightful reports and drilldowns ;

• self sufficiency in ad-hoc reporting and data investigations with;

• all available people data mixed with business performance data;

• benchmarked internally and against external (sector specific) measures;

• rolled out to every line manager’s desktop with;• predictive analytics and future forecasting

Focus of Operational HR Strategic workforce and HR service objectives



HR Intelligence

Technology



What HR Analytics technology can deliver

Improve the way people related decisions are made

• Fast, frequent and efficiently produced standard and regular reporting

• Meaningful information through relevant, high impact, professional looking and value adding report suite delivered to the desktop via a secure self-service portal

• Large scale adoption by the HR leaders, HR professionals, corporation’s leaders and line managers - removing the delay for the decision makers in obtaining vital information

• Use of a toolset, designed for “non-techies”, for ad-hoc reports and deep dive data “investigations” – reducing the myriad of cottage industries within the corporation

• Access to an expert HR MI team with the ability to interpret and provide context to people related trends and initiatives

• Benchmark key performance indicators internally and externally

• Improve the trust and confidence in the validity and integrity of the underlying data

• Combine business performance and operational data and directly link it to people related data – gain a true understanding of the impact of people on the business



Key features

• Pre-built HR centric functionality and data warehouse recognises the unique demands of reporting and analysing people data

• Over pre-built 200 standard and distinct high impact, relevant HR and recruitment metrics, reports and drilldowns

• Presented in a variety of high impact visually appealing formats;• Covering the whole of the employee life cycle and workforce planning• Delivered via drag and drop dashboarding technology

• Ease of change existing reports and dashboards or creating new• Ad-hoc and report development by the HR user rather than reference to IT• Moves beyond ad-hoc reports into the realm of data investigation

• Ease of comparison• Time based trends • Between different business units (for example, my business unit versus the

company average)• Against an external benchmark

• Ease of distribution to a wide range of stakeholders• Able to fit around any number of complex security scenario’s

• Built to be ready for more data sources• HR system “agnostic” – consolidates data from any number of HR,

recruitment and business systems



Demonstration



The art of the possible

=

probable



It really is possible to predict which candidates will be higher performing, longer-staying and have lower absence

Which of the following candidates do you think Legal and General hired into the role of Customer Service Agent ?

GeoffSeveral years

experience in financial services industry

Wendy“Return to work” mum previously worked in

customer service centre

AlanUnemployed Milkman

SteveWorked in the RAC call centre for 6 months as

Sales Advisor

Established in 1836, now a leading provider of risk, savings and investment management products in the UK with over 6.9 million customers, £320 billion of assets under management

SamWorked on the check-

out at Asda

Answer ... all of them

... and Alan became Legal and General’s top performing Customer Service Agent despite not matching the historical role profile of financial service or call centre experience. He was predicted to be a good hire by activ8’s technology based on data collected during the recruitment process.

** Good hire rates rose from 44% to 85% within 6 months of deployment - both attrition and absence with both significantly lower, customer service levels were raised, the talent pool from which to recruit expanded, time to hire and manager’s interviewing time reduced and candidates reported that the

recruitment experience was excellent

A glimpse into the power of prediction



Ashish is a recognised high performer and key member of staff – Who is most likely to spot that Ashish is in danger of

leaving the organisation within the next 6 months

AXA have been world leaders in financial protection and wealth management since 1720. Operating in a fiercely competitive landscape, AXA were keen to ensure their status as market leaders in the UK.

Answer ... The computer

Analysis showed that manager’s on average had a 1 in 4 chance of accurately spotting members of their team who were likely to leave whereas the computer using activ8’s technology was able to do this 3 out of 4 times

versus

His manager A computer




Out of the 5 retention “levers” which will most likely work to retain Ashish within the organisation ?

AXA have been world leaders in financial protection and wealth management since 1720. Operating in a fiercely competitive landscape, AXA were keen to ensure their status as market leaders in the UK.

Answer ... For Ashish it was a Training Course

Re-recruiting Ashish would have cost £000’s and been disruptive to the organisation. In the case of Ashish, spending a few hundred pounds on a training course was enough to persuade him that his future remained with AXA and was the most cost effective way of retaining his valuable services

Increased Salary Training CourseBonus payment Additional BenefitsPromotion or change of manager

It really is possible to predict who is at risk of leaving and the most effective way of retaining them




Making HR and business data work harder by utilising Artificial Intelligence

• Forward focussed rather than rear view mirror – learn from the past to change the future

• Utilises latent value held in business and operational systems

Greatest return on investment • Generally focuses on effectiveness rather than

efficiency

Service is inclusive of an activ8 analyst (s)• HR analysis• Business analysis• Predictive analysis • Use of both additional internal and external data

sources

Ongoing predictions delivered via HR Intelligence desktop

Predictive services



Improving call centre performance at BSkyB Focussing on the recruitment selection process to find candidates who are customer centric, higher performing, have low absence and long tenure and will provide the highest customer service with the best possible productivity

Improving sales performance in the retail business unit at ScottishPower An investigation primarily focussed on attrition, absence and employee performance and their relationship with acquiring and retaining customers

Example case studies

Hr analytics overview

Business

Transcript of Hr analytics overview