1. ANALYTICS T H E W O R K F O R C E S T O R Y T E L L E R

3. AGENDA The why of analytics Let’s define it Example The 5 steps of analytics Introduction to descriptive and prescriptive analytics Resources

4. THE EXPLOSION OF ANALYTICS IBM Ad Harvard Business Review Working Definition - taking something apart to understand it better The arts teach us how to look at the world Sciences teach us how to do something

5. Evolution of HC Metrics Transactional Monitoring HR Management Business Metrics Predictive Analytics

6. 5 WAYS TO MEASURE ANYTHING IN BUSINESS 1.Cost 2.Time 3.Quantity 4.Quality 5.Human reaction Question is: Which is most important to track?

7. GRAPH OF Years

8. FIVE AREAS OF ANALYTICS 1.Recording our work - how efficient are we? 2.Relate to organizational goals -  QIPS = quality, innovation, productivity, and service 3.Comparing our results to others 4.Understanding past behavior and outcomes (descriptive analytics) 5.Predicting Future Likelihoods

9. VALUE LADDER Value Rating

10. THERE ARE OBSTACLES! Outdated or insufficient analytics technology Little or no integration of HR systems (performance mgt) with other enterprise systems (crm). Soloed global/local organizations Lack of analytic skills in the workforce Multiple HR databases with little or no integration Analytics are not a priority for our organization Absence of any analytics technology

11. LET’S GET STARTED! The 5 steps to getting started with Workforce Analytics 5. Select the Solution 4. Share the Answers 3. Answer the Questions 2. Access the Data 1. Define

12. DEFINE Overall Talent Retention Rate Cost to hire talent Time it takes to hire talent Average tenure of new hires Time to full productivity per full-time employee Revenue per full-time employee Diversity Statistics

13. MEASURING THE VALUE OF INITIATIVES Program Effectiveness and Alignment Program Design and Delivery Program Efficiency Operational Effectiveness Line-of-Business Results

14. ACCESS THE DATA Data is typically: Located in multiple systems and formats Incomplete and constantly changing Data warehouse

15. ANSWER THE QUESTIONS The story telling begins… “Bottom-up” approach = start with a blank sheet and create a report “Top-Down” approach = topic areas, questions and visualizations are pre-built and standardized based on best HR practices.

16. SHARE THE ANSWERS

17. SELECT THE SOLUTION Key – Ensure your workforce analytics solution answers the questions that are key to your business, while also allowing for growth in the future.

18. Identify Top Talent and Emerging Talent Drive Employee Engagement Improve Retention Fill Leadership Gaps OUR FOCUS

19. References Assessments Performance ratings Succession Plans IDENTIFY TOP AND EMERGING TALENT

20. DRIVE EMPLOYEE ENGAGEMENT Enable real-time talent mobility Modify or equalize accurate compensation with performance -based compensation planning

21. IMPROVE RETENTION Access rating distributions to assure appropriate and effective rewards allocation Align individual mobility opportunities to support business strategy

22. FILL LEADERSHIP GAPS Leadership planning leveraging performance and succession assessments Align career development planning with succession potential

23. DESCRIPTIVE ANALYTICS 1.Mission - Critical - the small group that has the largest effect on performance and revenues 2.Differentiators - the group with unique skill sets that help to generate competitive advantage 3.Important - the operatives who keep the organization functioning day-to-day 4.Moveable - those with capabilities that can be outsourced, retrained, transferred, or terminated

24. PRESCRIPTIVE ANALYTICS This form of analysis relates to what we know currently to what we want to know about the future--prescriptive analytics gives meaning to those patterns for the future. For example, when we build a success model based on traits, skills, and experiences; we increase the probability of selecting the right people to hire, train and promote.

25. CONCLUSION

26. RESOURCES Tableau Sum Total Visier Your organization Your peers Your customers