This slides set provides an overview of Bernard Marr's 20 Minute Masterclass on maximising the effectiveness of HR data. Through the use of good data, metrics and analytics HR departments can influence key decision-making.

1. 2
Maximise the effectiveness of
HR data and make the CEO listen!
Master Class 2: 14th November 2013
Bernard Marr
Founder and CEO, Advanced Performance Institute

2. Today’s HR systems can offer business
leaders incredibly rich insights into their
people, processes and performance.
Inthesecond20MinuteMasterClassofthis
series, Bernard Marr, best-selling business
author and enterprise performance expert,
examined what HR data companies can
use to inform business decisions, and how
HR leaders can gain the ear of the CEO by
making more strategic use of their data.
The datafication
of people
A wealth of data
and processes
The HR function is second only to Finance
in terms of data richness. But most HR
organisations aren’t making strategic use
of their data.
to intelligently use the vast
amounts of data
they hold for key decisions has
The opportunity
for businesses
never been clearer

3. Datafication Thinkbeyond
traditional
records
of the world
Data isn’t just confined to conventional
systems of record – it’s generated by
everythingfromtheRFIDsensorsinsecurity
badges to company emails and the GPS
in our phones. The ethical use
of text, voice and movement
analytics, face recognition
and sentiment analysis
can generate powerful
insights.
Every conversation and activity leaves
a digital trace. By the end of 2013, we
will generate the same amount of data
EVERY TEN MINUTES
as was produced between the dawn
of time and 2008.

4. 1. Ask strategic questions
2. Identify the right data
3. Analyse the data
4. Turn it into insight
The four stages
of alchemy
from data to value
Technologyshould support this approach
but you should always
follow a business case –
this isn’t an
IT-driven exercise.
“
”

5. Whatdoyouwanttoachieveasabusiness?
Do you have the right people with the right
skills? How do you engage them? Use
data to test relationships and understand
the impact of HR-related objectives.
The patterns uncovered in data very often
have little to do with cause and effect but
can help make reliable inferences and
predictions through statistical probability,
e.g. “people who bought X were also
interested in Y”.
Developa
1-pagestrategy map
Causation
or correlation?

6. Most HR Surprising real-world insights
departments are better
at the business of people
than using data.
But you can find out
a lot about
the human side
of everything
from data.
A retailer was able to quantify the effect of
a percentage increase in staff engagement
in terms of productivity, satisfaction and
financial performance per square foot in
store.
A contact centre discovered people with
a criminal record perform better in call
handling than those without.
A bank discovered that employees who
held degrees from second or third tier
universities were outperforming those from
red brick institutions.
A fashion retailer looking for motivated,
self-driven store advisors looks at the Klout
score (measure of social media influence)
of candidates and employs popular people
with a large network of friends.
“
”

7. HR can increase
its strategic worth
by identifying the questions the
Senior Leadership
Team needs to answer,
prioritising initiatives,
and engaging IT
as a support function
to enablethe collection and
analysis of data.
Business case first, IT second. Useful
advice when dealing with Big Data
#20mmc
Data opens up huge opportunities for
HR but only if they turn it into insight.
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“
”

8. Companies are investing in Big Data and
analytics tools to help make their HR
departments more insight-driven and
improve operational performance. But
very few organisations have done any
significant statistical analysis of employee
data at all. The rest are still trying to
get out from under the burden of data
management and reporting challenges to
deliver standard operational metrics.
Bringing data
science
to HR

9. Those organisations that lead the way in
analytics typically generate higher returns
and tend to have healthier leadership
pipelines. What’s more, their HR teams
are more likely to be respected by their
business counterparts for their data-driven
decision-making, giving them the strategic
muscle to effect real business change.
While tools are important, leading
companies have also invested in sound
data management, focused on the right
problems, and built strong relationships
with finance and operational analytics
teams.
To find out more about the tools and
technologies that can help you readily apply
these approaches to your own business:
Call: +44 (0) 8450 742990
Email: cloudinfo@successfactors.com
Carry on the conversation:
LinkedIn bit.ly/20mmc
Twitter #20mmc