IBM Kenexa Talent Insights - CJ Hyland Network Insights Overview v2.pdf · With IBM Kenexa Talent...

IBM Kenexa

Talent Insights

© 2014 IBM Corporation 2

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A rich source of analytics capabilities from IBM’s investment


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Cognitive

Predictive

Descriptive

Prescriptive

Integrated

Driving business performance


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How do you get insights into your workforce?

How many people have we hired

in the last 3 months and from

what source?

What’s our retention

profile?

Do we have the right talent

needed to grow the

business?

Where should we

invest recruiting

budget?

What is our cost of

attrition?

Are we filling job openings

as fast as we need to?


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Getting answers has typically involved multiple steps and people

Data

Access

Analysis Collaboration

Reporting Data

Preparation

Validation

HR Analyst

HR Professionals Data Scientists

and

Statisticians

IT


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And its rarely been a straightforward process….

HR Professional Data Scientists

and

Statisticians

IT

Data Access

Analysis

Validation Collaboration

Reporting

Data

Preparation

HR Analyst


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IBM Kenexa Talent Insights can help…

Highlights

Instant access to talent analytics for entire HR Organisation

Easy-to-consume visual results speed time to decision

Natural language capability makes it simple to explore data

Guided data discovery helps you discover hidden relationships

Coming….

Predict : find predictive insights hidden in your data. Learn what drives

each behaviour and outcome – take your next steps with confidence

Assemble : Create interactive dashboards to monitor key details, and

infographics that tell persuasive stories.


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Working with Talent Insights

• You can explore and analyze your data by interacting with Watson or by starting with the

questions that are provided. Each question opens a visualization in IBM Watson™ Analytics

that you can explore further.

Simply ask Watson a

question, and get an

answer in seconds!

Click an existing

question for an

instant visualisation


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A game changing solution

• Get answers to your talent questions faster than ever before

• IBM Kenexa Talent Insights delivers a completely different experience for HR professionals,

in the way they interact with and perform talent data analysis. HR can quickly uncover

insights to answer their talent questions in real-time, without the need for customized IT

systems. Questions such as:

How many people have we hired in the last three months and from what source?

What is the number of high-risk employees by location?

What is the most common reason for a candidate rejecting an offer?

Watson will suggest the

most appropriate

visualisation and data

set based on the

question asked.


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Uncover new patterns in talent data

• Kenexa Talent Insights automatically identifies and reveals hidden patterns and relationships

in talent data and suggests a set of potential additional areas to explore. This helps HR

discover underlying issues they might not have known before and get to their root causes.

You don’t know what

you don’t know – let

Watson help by finding

additional areas for you

to explore…..


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Choose from 10 visualisations

• Results are surfaced in easy to consume visualisations, suggested by Watson, or selected by

the user.

Only visualisations

appropriate to the

question asked and the

data utilised will be

available.


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Choose from 10 visualisations


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Calculations, Data grouping & Hierarchies

In seconds, expand upon your existing data to create new data elements or hierarchies not

present in your source systems.


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Merge data files for Integrated Insights

When asked a question, Talent Insights will evaluate whether, by joining together two different

data files, the question can be answered. Talent Insights will then recommend the best way to

join the data files.


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Create a PowerPoint presentation of your findings to support your business decisions.


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1. Ask question – what is the source of our employees

Looking at recruitment data alone, referrals & twitter seem to

be best source of candidates

2. But are they the best performers – adding in performance

rating we can see lots of 1/2 ratings (high) for this group but

also lots of 3/4 ratings (low)

3. What about these performance ratings as a percentage of

overall hires? Switch chart to % stacked chart. A much higher

% of Rehires are top performers and ALL are high performers.

This is a better source of hire

4. Perhaps focussing recruitment on an alumni population

would source better hires. What about engagement? Switch

Performance Rating to engagement and group into

engagement bands. Rehires are also very highly engaged

5. Is this relationship between engagement and performance

prevalent across the entire organisation? Ask question : show

relationship between performance and engagement by band

EXAMPLE : RECRUITMENT & PERFORMANCE

Understand the source of your best performing and mostly highly engaged employees

6. Grade 7 seems to be an anomaly with low engagement and

high performance. Drill into this to see if this is consistent in all

geographies. Lots of variation across the different countries


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1. Ask question – show employees by country. 2. Find out gender split by asking “how many employees by

job title and gender”.

3. Switch visualisation to % bar chart to see % split across

major job families. Can see there are more males in every job

family.

4. Click job title and switch to age, then create an age

banding to see gender split across age band.

5. Click employees and change to salary, then change

visualisation to line chart – now see that young females are

paid less, then by age 38-44 they are paid more, but as the

age increases beyond 44 they are paid significantly less.

EXAMPLE : Diversity & Inclusion – Understand the diversity of your workforce and draw insights around

gender, age and salary

6. Is this across all grades? Quickly apply filter for high-level

grades to see gender pay differential is even more pronounced

in senior roles.


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EXAMPLE : ATTRITION

Understand the attrition rates of your workforce and draw insights around function, tenure & gender

1. Ask question – show leavers by country. See spikes in

Mexico and USA 2. Drill Into Mexico by Function. Within Mexico we see high

levels of attrition in Administration, General Management and

HR Admin

3. Filter to these 3 Functions for a clearer picture of attrition

within them

4. Now analyse data for Mexico, for the 3 Functions, by Tenure.

Within these 3 functions in Mexico, there appears to be a high

level of leavers in the first 5 ears of employment

4. Group Tenure into 3 bands (< 5yrs, 5-10yrs and 10+yrs) to

more clearly see if this is really the case. There is definitely

high attrition in < 5yrs of service

5. Is this the case for both males and females? Drill into high

attrition tenure band (<5 yrs) by Gender. More males than

females are leaving within 5 yrs


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COMING END 2015 : Predict With IBM Kenexa Talent Insights, we’re giving HR professionals the capability to explore and

find insight in their data, taking the first step in really knowing their workforce, but that’s only the

beginning. As part of the Watson Analytics platform, we’ll soon be introducing even more

innovative tools that help HR professionals build predictive models for understanding and

quantifying the factors that influence HR outcomes like attrition, engagement and performance.

When running a prediction, Watson Analytics runs thousands of algorithms to find the right

model and likely predictors of the chosen HR Factors. Watson will determine

individual or a

combination of factors

most like to predict the

chosen HR Outcome.


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Using PREDICT you can build predictive models for understanding and quantifying the factors

that influence HR outcomes like attrition, engagement and performance.

Watson determines

individual or combinations

of factors most like to

predict attrition

EXAMPLE : PREDICT

Analyse those individual that have left Metro to gain insight into the predictors of attrition

By building a combination model, we identify all those factors that are

predictors or attrition. Different views are available including word tree.

Word tree identifies 11

predictors of attrition


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Have confidence in your data

Watson will review your data looking for missing or constant values, outliers, imbalance and other anomalies, providing an overall quality score.


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Using the appropriate statistical model, Watson can identify particular paths/combinations of

factors that are key predictors of your key HR Outcomes (in this case attrition), allowing you to

take informed business decisions with confidence.

5 decision rules are

identified, with the 1st rule

showing the path with the

highest predictability of the

Outcome analysed (in this

case, Tenure and Monthly

income). Other predictors

such as Function and

Years with Manager are

also included

PREDICT : DECISION TREE


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ASSEMBLE : CREAT INTERACTIVE DASHBOARDS

Using natural language questions, drag and drop visuaisations to the dashboard, or use a visualisation wizard.


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ASSEMBLE

Use an infographic approach to make the dashboards impactful and appealing


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Client Examples

Financial Services

800

US

Oil & Gas

50,000

UAE

Retail

210,000

Canada

Financial Services

5,300

Canada

Consulting

100,000

Global

IBM Kenexa Talent Insights - CJ Hyland Network Insights Overview v2.pdf · With IBM Kenexa Talent...

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Transcript of IBM Kenexa Talent Insights - CJ Hyland Network Insights Overview v2.pdf · With IBM Kenexa Talent...