1. Talent Analytics INSC 60040 – Managing Information Technology
Talent Analytics
INSC – Managing Information Technology
Dr. David Preston
Feb. 7, 2018
Team #5
James Cheatwood
Brendan Gallagher
Gerad Morris
Michael Olson
Mani Vashisht
OFFICE OF XYZ

2. Current Issues & Limitations Common Resolutions Real-Life Solutions
Objectives
Introduction
Basic Forms
How Does It Add Value?
Current Issues & Limitations
Common Resolutions
Real-Life Solutions
Conclusions
*Source: CEB Research, 2013

3. What is 'Talent Analytics'?
Introduction
What is 'Talent Analytics'?
In simple terms, it is a platform to 'Quantify' someone.
Definition: 'Talent Analytics is an analytics platform that produces insights into the potential hiring pool and into your existing team members’ – Erika Morphy, CMSWire
Uses data and analytics, not just opinion or experience, to answer 'Who to Hire?', 'Who to Keep?', and 'Who to Let Go?' 

4. Ongoing Feedback Analytics
Basic Forms
Hiring Analytics 
Eliminates bias in the hiring process
Ongoing Feedback Analytics
Evaluating the workforce performance
Optimization Analytics
Combines the data from these two

5. Workforce Modeling & Forecasts
How Does It Add Value?
Human Capital Facts
Understanding the Big Picture
Workforce Modeling & Forecasts
"What are our workforce be next month, next quarter, or next year?"
In-Depth Analytics – Tailored Approach
AC Milan – 60,000 data points

6. Current Issues & Limitations
Leadership Commitment 
Single most important factor for success
Data Integrity
Garbage in = Garbage out
Organizational Boundaries
Integration of data silos
Strategic Targets
Where do we start?
Data Interpretation 
Requires new capabilities
Simple decisions can become complex. More data, more outcomes?

7. Current Issues & Limitations
*Source: 

8. Common Resolutions
Demand data driven decisions
Utilize unbiased metrics
Democratic input of information
Build cross-functional teams
Strategic priorities
Develop skills and/or add analysts; or
IBM® Watson™ Talent Insights

9. Human-Capital Facts - Jet Blue Analytical HR - Lockheed Martin
Real-Life Solutions
Human-Capital Facts - Jet Blue
Key indicators for organizations overall health
Analytical HR - Lockheed Martin
Automated system for identification of improvement/training needs
Human-Capital Investment Analysis - Sysco
Tracking satisfaction levels of delivery associates
Davenport, Thomas H, et al. 

10. Workforce Forecasts - Dow Chemical Talent Value Model - Google
Real-Life Solutions
Workforce Forecasts - Dow Chemical
Modeling tool that predicts business unit headcount 
Talent Value Model - Google
Identifies misplaced or poorly managed employees
Talent Supply Chain - Retail Companies
Predict call center volume to manage workforce in real-time
Davenport, Thomas H, et al. 

11. Conclusions Why? Issues & Limitations? Real-Life Solutions?
People are an organization’s greatest asset and largest expense
Uses data and analytics, not just opinion or experience, to make HR decisions; unbiased
Powerful descriptive and/or predictive tool
Issues & Limitations?
Leadership must be committed and set priorities
Requires new skills and/or working across organizational boundaries
Real-Life Solutions?
Companies use it to ensure higher productivity, worker engagement, retention of top performers, etc.

12. Questions?

13. References
Bersin, Josh, et al. "Talent Analytics in Practice: Go from talking to delivering on big data." Deloitte Insights, 7 March Retrieved from
Biro, Meghan. "Talent Analytics: A Crystal Ball For Your Workforce?" Forbes, 29 June 2014.
Davenport, Thomas, et al. “Competing on Talent Analytics.” Harvard Business Review, Oct. 2010,
Kaur, Jasmit & Fink, Alexis A. "Trends and Practices in Talent Analytics." Society for Human Resource Management (SHRM)-Society for Industrial-Organizational Psychology (SIOP) Science of HR White Paper Series, 2017.
Morphy, Erika. "Talent Analytics: What It Is and Why It Matters." CMSWire, 31 January 2018.
Ulmer, Sam. Production and Workforce Planning James Cheatwood. 5 February Notes.

14. Dr. David Preston INSC 60040