Riding the wave of analytics revolution

visier l analytic applications for people
Visier l analytic applications for people
RIDING THE WAVE OF THE
ANALYTICS REVOLUTION
Complimentary Webinar sponsored by Visier Inc.
When
Monday, November 18th, 11am ET / 8am PT
Presenter:
Ian J. Cook, Product Success, Visier

RIDING THE WAVE

AGENDA
 What factors are changing, that impact HR technology
 How do these changes impact your decisions
 How do you know you are successful

WHY IS THIS IMPORTANT
“… organizations using workforce analytics tools experienced 14% year- over-
year improvement in revenue per employee compared to just 5% for those that
don't.”
Source: Aberdeen Group, 2009, Workforce Scheduling Report
“Organizations that have used data to gain human-capital insights already have
a hard-to-replicate competitive advantage.”
Source: Harvard Business Review, Competing on Talent Analytics
Approximately 30% of organizations either cancelled a strategic initiative or
failed to pursue a market opportunity due to a lack of talent
Source: PWc, 15th Annual Global CEO survey 2012.

THREE KEY SHIFTS
1. Business
2. Technology
3. HR / Talent Management
practices

BUSINESS SHIFTS

TECHNOLOGY SHIFTS
SPEED
FLEXIBILITY
LOWER COST
CONTROL
CPU
The “brain” Short-term memory Long-term memory
Like:
Can:
Do 1 billion
things a second
Fetch 25 million pieces
of data a second
Fetch 100 pieces of
data a second
250,000 times faster

TECHNOLOGY SHIFTS
Fits
the
unique
need
of
HR
Strength in analytical capabilities
WORKFORCE ANALYTICS
BUSINESS INTELLIGENCE from IT
HR CORE APPLICATIONS
Within your HRIS, ATS,… application:
• Different solution for every
application
• Cannot combine data from multiple
applications
• Cannot incorporate data from
business sources
• Simple statistics– you have it
already
With a Business Intelligence platform:
• Expensive. Long implementation times
• Lags business needs
• IT lacks HR expertise to anticipate
requirements
• Complex technology is difficult for business
users
• Change cycle is long and expensive
Strategic Workforce Analytics solution:
• Purpose-built for HR to answer workforce
analytics questions
• Rapid implementation
• Built-in best-practice analytics and metrics
• Combining business data, single trusted data
source, self-service and the ability to share
insights with all stakeholders – from execs to line
managers
• Constant refresh and improvement
SPREADSHEETS
With a self-managed spreadsheet solution:
• You have to create all the content yourself
• Very manual work to share out finding and
reports
• Everyone can edit the content and no ability
to create a trusted data repository
• No self-service support for users

HUMAN RESOURCES SHIFTS
From tactician to strategist

Source
Select
Deploy
Develop
Progress
?
Traditional
analysis is based
on single systems
?
New analysis is based
on multiple
systems and includes
data from outside the
organization
Example:
Which lead source produces our best performers?

?
Big Data connections tell you
which lead source delivers the
highest performing / highest
potential - employees
Connections across multiple data sources

SETTING YOUR COURSE
• How to get all your data in one place?
• How to manage the infrastructure and IT
costs?
Data
• What tools to use?
• How to distribute the results?
Analysis
• How to get everyone using the same
answers?
• How to answer the toughest business
questions?
Domain
Expertise

SETTING YOUR COURSE
Typical path Source: CEB 2013

SETTING YOUR COURSE
Reactive Standardized Focused Strategic
Path to maturity
Operational
to
Strategic
“Get it done”
“Be Consistent”
“Aligned with
the business.”
“Drive the
business”

PROVING RESULTS
Retention by the numbers
 5000 Employees
 12% Turnover
 Median salary = $40k
 Cost of Turnover = 600 x 40,000 x 1.5 = $3.6mn
 Reduce by 1pp
 Cost of Turnover = 550 x 40,000 x 1.5 = $3.3mn
 Saving = $300,000

PROVING RESULTS
Absence by the numbers
 5000 employees
 5 days absent per employee
 Median salary = $40k
 Cost of absence = 5 x 5000 x $167 = $4,175,000
 Reduce by 0.5 days per employee
 Cost of absence = 4.5 x 5000 x $167 = $3,757,000
 Savings = $417,500

PROVING RESULTS
 Focus on answering the key strategic business questions
 Focus on enabling access and sharing of results to support
“real time” business decisions
 Focus on increasing the skills of the HR team to use data to
engage line managers
 Focus on making use of your data – not just getting it clean
and in one place

Q&A

eBook: The Definitive Guide to Workforce
Analytics: A Practical Guide for Today’s HR
Professional
What you need to know to get your own workforce
analytics program up and running.
http://info.visier.com/ebook-the-definitive-guide-to-
workforce-analytics
2013 Survey Report – The State of Workforce
Analytics and Planning
The current state of practice and future plans in
relation to workforce analytics and planning.
http://www.visier.com/resources/white-papers/
Download these reports and more here:
http://www.visier.com/resources/

Contact us at 1-888-277-9331
or info@visiercorp.com
THANK YOU
Ian Cook– ian.cook@visier.com
Request more information at http://www.visier.com
and see first hand how Visier Workforce Analytics can
help you to make better decisions for your workforce
—starting today.

Riding the wave of analytics revolution

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