GraphAware®

Neo4j as a Key Player in Human Capital Management

graphaware.com

@graph_aware, @luannem

Luanne Misquitta

(HR)-[:TRANSFORMED_INTO]->(HCM)

GraphAware®

OperationalEfficiency

Industrial Age People as Workers

Andrew CarnegieHenry Ford

The CorporationIs King

Profit, Growth, Financial Engineering

Management by Objective

Jack WelchPeter Drucker

The ExecutivesAre King

Customer Service, Employees as Leaders

Servant LeadershipWork Together

Howard SchulzSteve Jobs

The PeopleAre King(s)

Mission, Purpose,Sustainability

Empower the Team

Netfilx, Google, Facebook, Amazon

The Teams and Team Leaders Are Kings

The IndustrialCorporation

HierarchicalLeadership

CollaborativeManagement

Networkof Teams

<1950s 1960s-80s 1990s Today 2020

Purpose, Meaning,

and Empow

erment?

Source: Bersin by Deloitte, 2016

WE ARE HERE

CONNECTIONS

GraphAware®

Person

SkillsSKILLS

Publications

Endorsements

Awards Education

Career path

Certifications

PositionsExperience

Teams

People data is highly connected

Possibly starts off sparse

Interesting aspects implied through second and third level relationships

What skills do people have that are not part of their formal job description?

Which people act as top talent attractors?

What learning could be recommended to top performers to groom them for the next step in their career path?

What is core to our business has to be connected(Emil Eifrem, GraphConnect 2016)

GraphAware®

VALUE IN RELATIONSHIPS

GraphAware®

NEO4J- A GRAPH DATABASE

Nodes and relationships

Relationships are first class citizens

No need to infer connections using foreign keys, or out-of-band processing

Simple, intuitive, flexible data model

Efficient querying and finding patterns

Fully transactional

COMPLEX CONNECTIONS

JOINS

GraphAware®

USE AdventureWorks2008R2; GO WITH DirectReports (ManagerID, EmployeeID, Title, DeptID, Level) AS ( -- Anchor member definition SELECT e.ManagerID, e.EmployeeID, e.Title, edh.DepartmentID, 0 AS Level FROM dbo.MyEmployees AS e INNER JOIN HumanResources.EmployeeDepartmentHistory AS edh ON e.EmployeeID = edh.BusinessEntityID AND edh.EndDate IS NULL WHERE ManagerID IS NULL UNION ALL -- Recursive member definition SELECT e.ManagerID, e.EmployeeID, e.Title, edh.DepartmentID,Level + 1 FROM dbo.MyEmployees AS e INNER JOIN HumanResources.EmployeeDepartmentHistory AS edh ON e.EmployeeID = edh.BusinessEntityID AND edh.EndDate IS NULL INNER JOIN DirectReports AS d ON e.ManagerID = d.EmployeeID ) -- Statement that executes the CTE SELECT ManagerID, EmployeeID, Title, DeptID, Level FROM DirectReports INNER JOIN HumanResources.Department AS dp ON DirectReports.DeptID = dp.DepartmentID WHERE dp.GroupName = N'Sales and Marketing' OR Level = 0; GO

CYPHER

GraphAware®

MATCH reportingChain=(p:Person)-[:REPORTS_TO*1..8]->(m:Person)

RETURN reportingChain

GraphAware®

PEOPLE MANAGEMENT SUITES

Recruiting and On-Boarding

Learning

Performance

Talent

and one more…

71% of companies see people analytics as a high priority

GraphAware®

PEOPLE ANALYTICS

Deloitte’s Global Human Capital Trends 2017

TALENT ANALYTICS MATURITY MODEL

Bersin by Deloitte Talent Analytics Maturity Model

Predictive AnalyticsDevelopment of predictive models • Scenario Planning

Integration with Business & Workforce Planning • Data Governance Model

Advanced AnalyticsStatistical Analysis to Solve Business Problems • Identification of Issues

& Actionable Solutions • Centralized Staffing & Integrated Data

Advanced ReportingProactive Reporting for Decision-Making • Analysis of Trends & Benchmarks •

Customizable, Self-Service Dashboards

Operational ReportingReactive Reporting of Operational & Compliance Measures • Focus on Data Accuracy,

Consistency & Timeliness

4%

10%

30%

56%

Level 4

Level 3

Level 2

Level 1

RECRUITING AND ON-BOARDING

ONE DOES NOT SIMPLY

HIRE BASED ON A RESUMÉ

I DON’T KNOW WHO YOU ARE…

BUT I WILL FIND YOU ON LINKEDIN AND RECRUIT YOU

A 2015 study from an online training company 24x7 Learning found that

only 12% employees apply new skills learned in training to their

jobs.

GraphAware®

BBC Capital, “Why so many companies get training wrong”, 3 May 2017

LEARNING

Training solutions only play here Immediate

Performance support and other tools forpoint-of-need learningQ. What do I need to support my success in the moment?

IntermediateCurrent job development and competency expansionQ. What do I need to grow in my current role?

TransitionalDevelopment of skills and relationships that will meetlong-term business goalsQ. What do I need to grow in my career?

Source: Bersin by Deloitte, 2015

EXPOSUREEDUCATION

EXPERIENCE ENVIRONMENT

RECOMMEND LEARNING

GraphAware®

Person

Certification

Learning item 4

Learning item 5

Work experience

Course 3

Course 2

Course 1

Learning item 3

Learning item 2

Learning item 1

Certification PositionREQUIRES

COMPLETED

HOLDS_CERT

INTERESTED_IN NEXT_LEA

RN

ING

NEXT_LEA

RN

ING

FULFILLED_BY

FULF

ILLE

D_BY

NEXT_LEARNING

FULFILLED_BY

NEXT_LEAR

NIN

G

FULFILLED_BY

NEXT_LEAR

NIN

G

FULFILLED_BY

PERFORMANCE

GraphAware®

TALENT MANAGEMENT

GraphAware®

First get the right people on the bus, the wrong people off the bus, and the right people in the

right seats, and then they can figure out where to drive it.

Jim Collins, Good to Great

TALENT MANAGEMENT

GraphAware®

FINDING HIDDEN POTENTIAL

GraphAware®

Person

Blog 1Expert

Skill 2

Vacant position

Course

Blog 2

Skill 1

Position 1

Position 2

Tag 2

Tag 1

Certification

WorkExp.

DEVELOPS

TAGGEDTAGGED

REQ

UIR

ES

TAG

GED

TAGGED

TAGGED

TAGGED

EXPERT_IN

INTERESTED_IN

WO

RK

_EXP

L IKES

WROTE

ENROLLED_IN

HAS_SKILL

HOLDS_CERTIFICATION

INCUM

BENT_

OF

REQUIRES

NEXT_POS.

FINDING HIDDEN POTENTIAL

GraphAware®

MATCH (position:Position:Vacant)-[:REQUIRES]->(skill:Skill)WHERE (person:Person)-[:INTERESTED_IN]->(skill)

WITH person,skill,positionOPTIONAL MATCH (person)-[*1..2]->(tag:Tag)<-[:TAGGED]-(position)

OPTIONAL MATCH (expert)-[:EXPERT_IN]->(skill)

OPTIONAL MATCH (person)<-[:LIKES*2]-(expert)OPTIONAL MATCH (person)-[*1..2]->(skill)

RETURN person

GraphAware®

PEOPLE ANALYTICS

Brings together HR and Business Data from different parts of the organisation

Identify high performing people

Analyse flight risk

Predict compliance risks

Identify high value career paths and leadership candidates

Identify characteristics of high performing sales and service teams

Sentiment analysis- identifying toxic leaders and positive influencers

Bersin Predictions Report 2017 claims that it is nearly impossible to standardise on one technology vendor for all of your HR services.

GraphAware®

“Our latest research found that the average company has seven different ‘systems of record’, and that

problem is never likely to go away”.

NETWORK OF TEAMS

GraphAware®

Source: Bersin by Deloitte, 2016

CONNECTORS IN ORGANISATIONS

GraphAware®

PEOPLE MANAGEMENT, REVISITED

GraphAware®

Learning Talent

Recruiting

Performance

CONNECT!

GraphAware®

Person

Blog

Expert

Skill

Vacant position

Course

Blog

Skill

Position

Position

Tag

Tag

Certification

WorkExp.

Team

Person

Person

TeamFeedback

Project

Sentiment Person

Competency

Project

Endorsement

Team

Sentiment

People in organisations naturally fit into graph data models

A wealth of information lies in the relationships

The power of the graph opens up unexplored avenues

Apply graph algorithms for finding cohesive teams, detecting communities, influencers and talent attractors

GraphAware is equipped with the experience and skills required to help you add value to your HCM Product with Neo4j

We’d love to meet you at our booth!

GraphAware®

SUMMARY

www.graphaware.com@graph_aware

Thank you

GraphAware®