Performance Management Framework: Supporting HR decision making through BI

THINK.CHANGE.DO

M ti H l Di t Pl i d Q lit

Supporting HR decision making through BI

Martin Hanlon, Director Planning and Quality

Beverley Bosman, Deputy Director Human Resources

11

Outline

1 Challenges and context1. Challenges and context

2 UTS approach to strengthening BI capability2. UTS approach to strengthening BI capability

3 A li ti t HR ti3. Applications to HR practice

Role of “institutional researchers”

To provide objective systematic and thorough researchTo provide objective, systematic and thorough research that supports the institution’s enrolment goals, planning, policy formulation and decision-makingplanning, policy formulation and decision making

(Australasian Association of Institutional Researchers)(Australasian Association of Institutional Researchers)

What decisions are we seeking to support?

> In general (Matulick 2007):> In general (Matulick, 2007):– Maximising institutional performance– Maximising fundingMaximising funding

> In HR practice:In HR practice:– Identification of gaps between organisational

objectives and workforce capacity/capability – Interventions focused on teams demonstrating high

and low performance– Identification of target staff groups for recruitment andIdentification of target staff groups for recruitment and

retention 4

A growing institutional research/BI agenda

1990 Early 2000s Late 2000s1990s

• Student life cycle (enrolment

Early 2000s

• Research performanceS d i

Late 2000s

• Rankings and ratingsT&L d(enrolment,

retention, satisfaction)

• Student equity• Community and

industry engagement

• T&L and research performance indexes Operational• Operational performance (effectiveness, efficiency)

• Workforce• Workforce planning

5

Strategic approach

Performance Domains

UTS

BI

Strategic UTS Strategic Objectives KPIs Metrics

Performance Domains

Tactical

Strategic Plan

Objectives KPIs  Metrics

Tactical

Operational

2. Learning & Teaching

* Internationalisation of student experiences 

3. Research Performance & Standing

* Research outcomes – HDR completions

* Teaching quality  * Research outcomes – Publications

* Students undertaking 

i

gfurther study (under dev)

* Domestic market share * Graduate workplace success 

* Research leadership & recognition 

1. Reputation

* Reputation with industry, government & professions  

* Reputation for being excellent to do business with   

* Reputation for being a premier source for commentary on* Student equity 

•Research sustainability – external grant income

* Reputation for being a premier source for commentary on public issues  (under dev)

* Staff equity

•Alumni engagement & Total giving 

* Staff equity  * Staff engagement

4. University Environment & Engagement* Student satisfaction with  facilities & services  * Indigenous student & staff participation* Student & staff commitment to diversity

5. Organisational Sustainability & Capability

* Operating surplus                                               

* Workforce cost sustainability y* Greenhouse gas reductions

Current maturity: system scope

Cognos

Data WarehouseSource Systems Business IntelligenceETL Process Users

Internal: CognosDimensional Data Model

Internal:NEO HR

NEO FinanceResearch Master

CASS SurveysTargets K

PIs

AccessCubes

AccessUsers

TransformationTargets

External:DEEWR U

TS K

Reports• Scorecards• Dashboards• Reports

DEEWRRepTrak

Macquarie VoiceUACGCA

All

Reports

Current maturity: functionality

9

Current maturity: functionality (2)

Current maturity: functionality (3)

Evolving maturity: virtual BI team

BICC:HRUHRU

FSUFSU RIORIOHRU

FSU RIO

BICC:> Cross functional team> Champion BI technologies> Define BI standards

UTS:BIUTS:BIUTS:CIUTS:CI UTS:BIUTS:CI

> Define BI standards> Manage BI projects> Provide training and support>i t l

BICC(PQU)BICC(PQU)Virtual

BICCVirtual BICC IT SkillsIT Skills

BICC(PQU)Virtual

BICC IT Skills

>i.e. an empowerment role

> Shared protocols for changing data, etc.

> Cooperative arrangements

ITDITDITD

Evolving maturity: self-service mgt info

> If BI staff initiate all information collection, analysis, dissemination, tool development: risk of BI team becoming a bottleneck> Sustainable BI function needs to provide> Sustainable BI function needs to provide decision makers with some self-service access to answer day to day decisionsanswer day to day decisions> Pre-requisites for successful deployment:

– web based– easy to use and intuitive– data up to date

data at useful level of granularity– data at useful level of granularity– trust of data

Evolving maturity: business analytics

Optimization What’s the best that can happen?

Tools Questions

Predictive modellingWhat will happen next?

What if these trends continue?

Analytics

e ad

vantage

Forecasting/extrapolation

What if these trends continue?

Statistical analysis Why is this happening?

Compe

titive

Alerts What actions are needed?

Query/drill downWhere exactly is the problem?                       Access and 

ReportingAd hoc reports How many, how often, where?

Standard reports What happened?

Reporting

p pp

Degree of intelligence

Source: Davenport & Harris, 2007, adapted from SAS

Evolving maturity: strategic conversations

>Tools not just about upskilling BI staff: leaders have role too!Tools not just about upskilling BI staff: leaders have role too!>Decision making processes transparent, accessible and, ideally, stable

Evolving maturity: HR mgt info framework

> Aligning information delivery with management’s> Aligning information delivery with management s annual decision cycle

> Customised to different audiences:> Customised to different audiences:– Senior Executive (eg. retention & reward patterns)

Deans/Directors (eg internal vs external– Deans/Directors (eg. internal vs. external recruitment patterns, turnover)

– Line managers/supervisors (eg absenteeism ageLine managers/supervisors (eg. absenteeism, age profile)

HR management information framework

Workforce capability> Performance Career path ratio

> Development Int/ext recruitment rate

> Promotion Performance ratings

> Qualifications Productivity – research & revenue per FTE

Engagement/retention> Employee engagement index 213 metrics> Employee satisfaction with leadership> Retention by performance> Retention by performance> Staff movements

Application to HR practice: benefits now

> Greater manager awareness/visibility of performance> Greater manager awareness/visibility of performance metrics (and actual performance) at the University and Faculty levelFaculty level

> more direct line of sight for staff on the impact of strategies / initiatives and core activities that they are g yinvolved in (based on discussions around printed reports)

Application to HR practice: potential benefits

> Generating higher staff engagement (as research shows a high correlation between organisation performance and staffcorrelation between organisation performance and staff engagement levels)

> Reinforcing a performance culture (by enabling regular and transparent feedback on outcomes)

> Supporting more informed prioritisation of actions (based on current performance levels / outcomes in key areas)current performance levels / outcomes in key areas)

> Basis for cascading performance scorecards down to Schools / Units and, potentially, workgroups and individuals

> Opportunity to correlate HR datasets with other datasets (eg. student satisfaction, research performance, personal performance rating)p g)