How to create more impact with People Analytics

HOW TO CREATE MORE IMPACT WITH PEOPLE ANALYTICS
David Green | 20th
March 2019 | London
david.green@insight222.com insight222.com | myHRfuture.com linkedin.com/in/davidrgreen @david_green_uk | @myHRfuture

Our Mission
To put people analytics at
the centre of business
Our Approach
To provide learning, networking,
and consulting to build the
organisational capability of
people analytics functions
© INSIGHT222 LIMITED | CONFIDENTIAL | ALL RIGHTS RESERVED | 2019 david_green_uk insight222.com | myHRfuture.com

3
PEOPLE DATA IS THE
#1
GLOBAL HR TREND
Source: Deloitte 2018 Global Human Capital Trends

69%of large organisations
now have a people
analytics team
Sources: Corporate Research Forum, Strategic Workforce Analytics (2017), LinkedIn, The Rise of Analytics in HR (2018)
Increase (2017-18) in the
number of people in EMEA
with HR Analytics listed as a
skill on their LinkedIn profile
61%

www.insight222.com @jaferrar | @david_green_uk
HOW TO BUILD EXCELLENCE IN
PEOPLE ANALYTICS
How can I improve my IMPACT?
PIC: Ezra Shaw, Getty Images
How can I create more VALUE?
What should I FOCUS on?

NINE DIMENSIONS
FOR EXCELLENCE IN
PEOPLE ANALYTICS

• Financial benefits; ROI
• Manage employee & workforce
risk
• Inform & influence business and
workforce strategy

1
THE BUSINESS VALUE OF PEOPLE ANALYTICS
Companies with advanced capability in people analytics have:
30%higher stock prices
79%higher return on equity
56%higher profit margins
Sources (l to r): Bersin by Deloitte, Sierra-Cedar, Visier

Content: ©The Power of People Book: @guenolen @jaferrar @s_feinzigPresentation: © Ochre Rock Ltd | All rights reserved | 7 July 2017
1
Frame Business
Questions
2
Build
Hypotheses
WHY UNDERTAKE THE PROJECT?
4
Conduct
Analyses
5
Reveal
Insights
HOW SHOULD THE PROJECT BE CARRIED OUT?
7
Get your point
across
8
Implement and
evaluate
WHAT WILL RESULT FROM THE PROJECT?
6
Determine
recommendations
3
Gather
Data
Source: The Power of People: Sheri Feinzig, Nigel Guenole and Jonathan Ferrar (Pearson FT Press – 2017)
START WITH THE BUSINESS PROBLEM, NOT THE DATA

10
CASE STUDY: IDENTIFYING THE COST & CAUSE OF ATTRITION…
Source: The Power of People: Sheri Feinzig, Nigel Guenole and Jonathan Ferrar (Pearson FT Press – 2017)
1 i. What factors make associates more or less
likely to leave?
ii. What could we do about it?
iii. What is the financial impact?
FRAME BUSINESS QUESTIONS
2 i. Women and diverse employees have higher
attrition risk than men
ii. Employees who work remotely have higher
attrition risk than employees who work from
a Nielsen office
BUILD HYPOTHESES
1%
FALSE
$5M
COST
TRUE
ATTRITION IS AFFECTING THE BUSINESS…
ATTRITION

7,500
customers left Virgin
Media as a result of a
poor candidate
experience
£4.4m
lost revenue from
poor candidate
experience
£5.6m
potential new customer
revenue stream by
getting candidate
experience right
Source: https://hros.co/case-study-upload/hros-case-study-virgin-media-candidate-experience-revenu-stream
CASE STUDY: QUANTIFYING THE BUSINESS VALUE OF CANDIDATE EXPERIENCE

CASE STUDY: LINKING ENGAGEMENT TO PERFORMANCE
1%
EMPLOYEE ENGAGEMENT
0.4%
BUSINESS PERFORMANCE
12
Sources: Clarks Case Study – Strategic Workforce Analytics Report (Corporate Research Forum), | Clarks 2016 Annual Accounts
£68mANNUAL REVENUE

• Employee experience
• Consumerisation and
personalisation of insights
• Democratisation of data

Source: Accenture | Decoding Organizational DNA: Trust, Data and Unlocking Value in the Digital Workplace (2019)
92%
of employees are open
to the collection of data
about them, but only if
it provides personal
benefits
64%
of employees state
that recent scandals
about the misuse of
consumer data have
made them concerned
that their employee
data could be misused
30%
of business leaders think
they are very confident
they are using workforce
data in a highly
responsible way
+$3Tn
The ‘Trust Dividend’ –
the amount of revenue
growth that exists in
public limited companies
by using workforce data
responsibly
WE MUST UNLOCK THE VALUE OF TRUST

Source: TrustSphere
CASE STUDY: DIVERSITY – THE IMPACT OF NETWORKS ON PROMOTION
Individuals with a stronger
network, especially those with
strong relationships with
individuals higher up in the
hierarchy have a higher
likelihood of promotion.
Do significant differences exist
in the networking behaviours of
men and women?

CASE STUDY: WHAT MAKES A ‘GREAT’ MANAGER?
MEET 1:1 WITH
EMPLOYEES
GIVE FEEDBACK
HOLDING
“OFFICE HOURS”
GROWING YOUR
NETWORK
MINDING YOUR
MAILS
Source: https://www.linkedin.com/pulse/managers-like-box-chocolates-dawn-klinghoffer/

• Data literacy (for people data)
• HR’s use of data & analytics
• Business desire for a data-
driven culture

Source: High-Impact People Analytics Study, Bersin by Deloitte (2017)

CASE STUDY: ABN AMRO – HR DATA CRISIS ESCAPE ROOM
Source: https://www.myhrfuture.com/blog/2019/1/9/how-to-improve-hrs-data-literacy

Our research identified six areas where HR
professionals most want to build knowledge
Producing data-driven insights and
creating agile organisations to
drive business value
Understanding, selecting and
implementing technology that
takes a user-centred approach
Managing relationships with key
stakeholders, influencing change,
and building credibility
Source: myHRfuture, HR Skills of the Future (2019)

THANK YOU
david.green@insight222.com insight222.com | myHRfuture.com linkedin.com/in/davidrgreen @david_green_uk | @myHRfuture

References
• Deloitte 2018 Global Human Capital Trends Report: https://www2.deloitte.com/insights/us/en/focus/human-capital-trends.html (Slide 3)
• Corporate Research Forum – Strategic Workforce Analytics: https://www.crforum.co.uk/research-and-resources/research-report-strategic-workforce-
analytics/ (Slides 4 and 12)
• LinkedIn – The Rise of Analytics in HR (EMEA version): https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/talent-
intelligence/workforce/pdfs/Final_EMEA_Rise-of-Analytics-Report.pdf (Slide 4)
• David Green – The rise of People Analytics: https://www.linkedin.com/pulse/rise-people-analytics-david-green/ (Slides 3-6, 10-12)
• Jonathan Ferrar – The Nine Dimensions of Excellence in People Analytics: https://www.myhrfuture.com/blog/2018/8/9/nine-dimensions-for-excellence-in-
people-analytics (Slides 5-7, 13 and 17)
• Visier – The Age of People Analytics: https://hello.visier.com/resources_research-reports_age-of-people-analytics.html (Slide 8)
• Nigel Guenole, Jonathan Ferrar and Sheri Feinzig – The Power of People: Learn How Successful Organizations Use Workforce Analytics to
Improve Business Performance (Pearson FT Press) (Slides 9 and 10)
• HR Open Source - How Virgin Media Turn Candidate Experience Into Revenue: https://hros.co/case-study-upload/hros-case-study-virgin-media-
candidate-experience-revenu-stream (Slide 11)
• Accenture | Decoding Organizational DNA: Trust, Data and Unlocking Value in the Digital Workplace: https://www.accenture.com/us-
en/insights/future-workforce/workforce-data-organizational-dna (Slide 14)
• Greg Newman – Moving from Counting Diversity to Measuring Inclusion: https://www.linkedin.com/pulse/moving-from-counting-diversity-measuring-
inclusion-greg-newman/ (Slide 15)
• Dawn Klinghoffer – Managers are like a box of chocolates: https://www.linkedin.com/pulse/managers-like-box-chocolates-dawn-klinghoffer/ (Slide 16)
• Bersin by Deloitte – High-Impact People Analytics: https://www2.deloitte.com/content/dam/Deloitte/ca/Documents/audit/ca-audit-abm-scotia-high-
impact_analytics.pdf (Slide 18)
• How to improve HR’s Data Literacy: https://www.myhrfuture.com/blog/2019/1/9/how-to-improve-hrs-data-literacy (Slide 19)
• HR Skills of the Future, myHRfuture (DUE TO BE PUBLISHED BY 31 MARCH) – Subscribe here: https://www.myhrfuture.com/subscribe (Slide 20,21)

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