1. July 16, 2013Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity Analytics Everywhere: Integrating Measurement of Learning, Talent Management, and Diversity Presenter John Kranz Product Manager Workforce Planning and Analytics Division

2. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 2 Agenda About Peoplefluent Data, Metrics and Analytics Integrated Analytics Approach Solutions Overview Questions

3. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 3 Who We Are

4. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 4 Why Peoplefluent? Strong History & Proven Track Record Over 5,100 customers Over 6 million end users of SaaS products in more than 214 countries & territories Peoplefluent solutions serve 80 of the Fortune 100 Over 550 Employees worldwide Founded in 1997 – over 15 years of total workforce talent management experience Peoplefluent is privately held by Bedford Funding, a private equity firm focused solely on the Human Capital Management marketplace

5. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 5 Social Analytics Mobile Profiles Workforce Planning Learning & Development Goals, Performance & Succession Total Compensation Enterprise Collaboration Compliance & Diversity Recruiting & Onboarding Contingent Management The most comprehensive suite of talent solutions in the market today We Help Our Customers Realize the Potential Of Their People A Holistic Approach

6. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 6 Data vs. Metric vs. Analytics

7. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 7 Data Measure that is collected with no specific goal in mind

8. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 8 Data Integrity 83% of all data migration projects either fail outright or suffer significant cost overruns and/or delays Lack of confidence in data will block decision- makers from taking action Lack in timely delivery of data delays proper decision-making and analysis

9. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 9 Metric A measurement with the goal of gauging some quantifiable component of a companys performance Measures become Metrics when you set goals and thresholds the measure will be compared against Trending of Metrics tells a fuller story and provides historical context Benchmarking of select KPIs may help reveal problems

10. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 10 Common Metric Selection Mistakes Metrics for the sake of metrics (not tied to business goals) Too many metrics Metrics not driving an intended action Usually only standard measures – 80/20 rule No record of methodology, formula or definition No comparison figures (benchmarking and/or trends) Data extraction difficulty

11. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 11 Key Performance Indicator Metric that reflects critical factors for success Helps measure progress towards strategic goals Must be selected and customized based on objectives and priorities of each organization Usually target-based with explicit thresholds Examples Time to Fill Critical Roles Employee Engagement Score

12. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 12 Analytics Analytics depend on the problems and opportunities an organization faces Problems and opportunities lead to the metrics that decision makers need in order to perform analyses Analyses is what informs decision makers

13. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 13 Common Process of Using HR Metrics Data Element s Metrics Analytics Problem Solving Data Information Knowledge

14. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 14 Example: Retention of Key Talent Specific Workforce Initiative Retention of Key Talent Analytics Understand the extent of the problem, how it has changed over time, where it is the most prevalent and possible causes Metrics Attrition Rate, Bad Attrition Rate, Involuntary & Voluntary Termination Rate, Employee Engagement and Satisfaction Rate Data Elements Terminations, Headcount, Involuntary & Voluntary Terminations, Engagement scores by month – segmented into employee groups & depts.

15. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 15 Human Capital Analytics Process by which we transform measures, metrics, KPIs into insight to create value Information that can be used to make business decisions Highest purpose – to create business indicators to help management chart the course of the business Metrics Analytics Strategy

16. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 16 Metrics vs. Analytics Source: Cathy Missildine-Martin, Profitability Through Human Capital, 2011

17. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 17 Integrated Analytics is the Cornerstone for Talent Management and Workforce Planning Analytics is increasingly driving the alignment of people with planning When Aberdeen Group surveyed 250 organizations for its 2012 Analytics in Action study, integration of talent and business strategy was the #1 initiative in place among all of the organizations Organizations need visibility into talent data and an understanding of the gap between available talent and the business need

18. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 18 Integrated Analytics in Action Build scenarios that unlock information to drive business results Forecast to allow decision makers to be pro-active and to help ensure achievement of goals Accountability driven by setting goals to track workforce results Alerting leaders when key performance indicators go out of threshold or simply trend in the wrong direction. Collaborating through an interactive environment to understand workforce issues and take action Predicting trends and drive actions that will effect the future Guiding executive decisions with concise, boardroom-ready focus and expert analysis along with documented business conversation and collaboration

19. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 19 Greatest HR Challenges Faced by Todays Leaders

20. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 20 HR Activities, Initiatives, Programs Productivity Customer Satisfaction / Loyalty Safety Quality Profitability Hiring / On-Boarding Retention / Employee Separation Employee Attitudes Benefits / Work-Life Balance Initiatives Development / Training

21. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 21 Talent Life Cycle

22. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 22 Strategic Planning Critical to map talent investment costs to business goals Identify strategic roles Cost per day when operating without a key player (Sullivan, 2005) Successor pool coverage Headcount demand (Workforce Planning)

23. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 23 Talent Acquisition Increase the quality of hire by identifying the best sources of hire Employee referrals deliver positive ROI Quality of hire per source Contractor cost Time to Fill Offers Accepted

24. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 24 Onboarding Strategic onboarding program increases engagement levels, and can decrease costs going forward Low engagement levels have a real impact on the bottom line New hire engagement score New hire voluntary attrition New hire performance rating 60/80%30-50% Source: Human Capital Institute

25. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 25 Learning & Development New hire and ongoing – ensure all employees have the skills and tools they need to succeed What is the ROI? Training completion rate Internal placement rate Employee Trained Average Performance Rating Untrained Employees Average Performance Rating Training Performance Differential Training Expense per Employee

26. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 26 The HR Scorecard Ongoing research program includes over 2,800 corporations Becker Huselid Ulrich

27. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 27 Coaching/Mentoring Can help overcome costly performance problems There is value to putting coaching and mentoring programs in place. However, there are also costs. Business impact of coaching program (ROI) Participation in mentoring programs OI Partners research: http://www.oipartners.net/Libraries/Reports/2013_national_retention_survey_report.sflb.a shx

28. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 28 Retention High performer retention Critical role retention Employee engagement score Source: Corporate Leadership Council Research

29. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 29 The Importance of Planning Workforce is the largest expense for most organizations and should be the largest player in organizational planning 67% of companies believe analytics create a competitive advantage (MIT Sloan Management Review)

30. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 30 The Importance of Planning Source: KPMGs 10 Steps to Strategic Workforce Planning

31. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 31 The Importance of Planning Source: Carol Morrison from i4cp April 24, 2013 Create defined roles for organizational leaders Integrate workforce planning with strategic planning Apply corporate values to focus workforce planning Use innovative tools to customize and communicate workforce planning across the organization

32. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 32 Do we have the talent in place to meet our strategic goals?

33. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 33 Do we have the talent in place to meet our strategic goals?

34. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 34 Do we have the talent in place to meet our strategic goals? Translate business strategy into organizational capabilities Determine the talent needed to deliver on organizational capabilities Confirm current talent needs and future talent forecasts Conduct a talent gap analysis for current and future states Identify actions and investments to close current and future talent gaps Source: Sibson Consulting

35. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 35 Solutions Review

36. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 36 Questions?

37. © 2013 Peoplefluent © 2012 Peoplefluent Analytics Everywhere: Integrated Measurement of Learning, Talent Management, and Diversity 37 John Kranz Product Manager p. 214-278-5148 e. johnk@aquire.com Find Peoplefluent on… Twitter: twitter.com/peoplefluent LinkedIn: linkedin.com/company/peoplefluent Facebook: facebook.com/peoplefluent Blog: peoplefluent.com/resources/peoplefluent- blog Thank You! Dont Miss WISDOM 2013! September 22-25, 2013 | Orlando, FL