The Rise of People Management Analytics
Presented by: Mario Faria
Head and Chief Data Officer CDO, Inc.
@mariofaria cdo-inc.com
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About Mario Faria
• Mario was one of the first Chief Data Officers in the world
• Acting as a CDO for the last 5 years in North America, South America, Europe and Asia
• Passion : Bring order to the chaos
• Leader of teams working in Analytics, Data Monetization, Data Quality, Data Governance, Operations and Business Architecture
• Motto: “If you do not treat people, technology and data as economic assets, they will become liabilities”
Mario Faria Twitter: @mariofaria Head and Chief Data Officer CDO, Inc. http://www.cdo-inc.com/
Using your second most important asset
(data), to manage your most important asset
(people) to drive business performance
In May 1915, The Boston Red Sox Babe Ruth pitching debut and his first home run, but …
The Rex Sox lost to the NY Yanks
Using data strategically is a journey
Drivers of Disruption
Social Media
Mobile
Cloud Computing
Analytics (aka Big Data)
Internet of Things
pplkpr is social media + analytics + IoT
Hitachi Business Microscope uses sensor technology to
measure and analyse company communication and activities
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Data is the oil of the 21st century
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Analytics is transforming data assets into competitive insights, that will drive business decisions and
actions
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Data, Information, Analytics, Business Intelligence and Performance Management
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Analytics is about customer centricity
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Deep X Operational Analytics
• Deep Analytics – Few users – Complex queries – Worried about response time – Dedicated data marts
• Operational Analytics – Lots users – Simple queries – Worried about throughput – Real time data flow
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The Hawthorne Effect (1924-1933), at a Western Electric factory outside Chicago
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“Measurement drives behavior, and if we don’t understand how, it drives
behaviors in mysterious ways”
by Frank Buytendijk, Beingfrank Research, Sept 2012
1. Understand the decision making process 2. Understand what the many frameworks in
measurement do for us 3. Understand what can go wrong 4. Understand the culture
We have become great on using AnalyIcs for MarkeIng and sIll struggle to use it to
manage talent, the most important asset
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Most HR Data Is Bad Data “Systems we currently use to reveal our people only obscure them. We will have to redesign almost our entire suite of talent management practices. Use data on which you can actually run a business” Marcus Buckingham, Founder of TMBC https://hbr.org/2015/02/most-hr-data-is-bad-data
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The critical path to success : Finding and keeping the right people
Google : treating staff well increases employee
satisfaction
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Business stakeholders and HR professionals should work together on finding, attracting
and retaining the right teams
People Management AnalyIcs is responsible for transforming data assets into compeIIve insights, for talent aLracIon, retenIon and increase of performance, driving business decisions and acIons, using people, processes
and technologies
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What you need to understand about People Management
Analytics • Projects are happening • Data is changing how companies
compete in the marketplace • They are business projects • Talent is an scarce resource • A new breed of professionals is in
need
Source : Josh Bersin, Big Data in HR: Why it's Here and What it Means , November 17, 2012
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The Geeks Arrive In HR
Source : Josh Bersin, Forbes, February 2015
The rise of the Talent AnalyIcs Professional
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Talent Analytics Job Role • Define, prioritize and plan the analytics
programs and projects impacting the organization
• Work very close with HR and the stakeholders • Conceptualize, create and maintain dashboards • Must have HR, Finance, Analytics and IT
knowledge • Provide exceptional customer service
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Data Mining is the exploraIon and analysis of large quanIIes of data to discover
meaningful paLerns and rules
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The Data Mining Goals • Explain the past • Predict the future
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Achieving Competitive Advantage on People Management Analytics
Accessing the data maturity level of your organizaIon
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Is it possible to enhance Business Performance using People Management Analytics, or is it the other way around?
CreaIng a Business Case for a People Management AnalyIcs Program
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Market Size
• In 2014, US$ 4 trillion dollars spent on payroll
• How about spending 0.1 % ? • It can be easily a US$ 40 Bi market
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People Management Analytics drivers
• Grow revenue • Save costs • Increase productivity • Manage risks
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1. Planning together with the stakeholders 2. Clear definition of roles and expectations 3. Success metrics 4. Methodology 5. Data 6. Architecture 7. Governance 8. Applications 9. User interface 10. Technology
The priorities in a People Management Analytics program
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How to start
The Steps to Implement a People Management AnalyIcs Program
Step 1 – CreaIng a long-‐term People Management AnalyIcs program with
regular quick wins
Step 2 – Pu[ng together the best
team you can find
Step 3 – ExecuIve Support
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Executive Support
• Talk the business language • Frequent and regular
communication • Go to the Gemba • See yourself and your team as
a services organization • Always have the ROI equation
ready
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From good to great People Management Analytics
professionals
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Technology alone is not the answer
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Land of Confusion
Chief Data Officer (CDO) / Chief AnalyIcs Officer (CAO) /
Lead Data ScienIst
By 2015, 25 % of Large Global OrganizaIons Will Have Appointed Chief Data Officers
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The Federated Data & Analytics Organization
Align with business first; then optimize technical functions
Some bonus tips and
recommendations
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Start where it hurts the most
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Learn from mistakes
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Be flexible and adapt to changes fast
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Looking ahead …
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People Management Analytics Teams
• Focus on the execution • Well-defined and realistic
scope • Put all activities on the
schedule • Budget control
Conclusions
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People Management Analytics
• Attract • Retain • Drive Performance
Create a business case on how your company can profit from it
How did some
organizaIons become data
driven ?
How prepared is your business to use
People Managament Analytics ?
Time
People
Technology
Right People Right Data
Right Technology
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Is your company exploring the People Management Analytics opportunities
better than your competitors?
Factors that influence HR Analy4cs
• A5ract • Retain • Drive Performance
Objec4ve : how companies can profit from it ?
Mario Faria http://www.cdo-inc.com www.slideshare.com/fariamario Twitter : @mariofaria [email protected] +1 (425) 628-3517
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