HR Analytics in the Era of Digital Transformation: Thinking Through the Box

Later today I  will be speaking to a group of HR Managers and Leaders from the BPO Industry. The gist of my talk will be about the disruption we are all feeling from big data and technology in our businesses.

We can all agree that attracting and retaining top talent has never been harder than it is right now. Years of sustained growth coupled with a progression up the outsourcing value chain have made the integration of analytics into our HR organizations paramount to continued success.

The future looks even more challenging. The way we used to manage talent just don’t work anymore.

New technologies like social networks, applicant tracking systems, business dashboards and business intelligence applications are fundamentally changing the entire talent management process from sourcing to placement to retirement.

These new technologies are enabling HR Managers with vast amounts of big data and providing truly actionable insights which allows a deeper understand of what’s working and what’s not working when it comes to our talent strategy.

Disruption is now the new normal. Cutting edge HR Managers utilize data-driven techniques like; capability analytics, competency acquisition analytics, capacity analytics, employee churn analytics, corporate culture analytics, recruitment channel analytics, leadership analytics and employee performance analytics.

I often say that managing the talent pipeline in the Philippines right now is one of the hardest jobs of the planet.

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In fact, the pressure to deliver results has never been greater as HR managers are increasingly required to demonstrate the return on investment their efforts are contributing to the company’s bottom line.

HR Managers that get this, use analytics to not just succeed in these disruptive times, they thrive. They have figured out how to blend the science that is big data analytics with the art of taking care of people. For the BPO industry to continue enjoying prosperity, HR Managers need to become HR Analytics Managers.

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HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. You really have to Think Through The Box to come up with winning solutions to effectively attract, retain and manage talent in the Philippines today.

DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

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Data Analytics or HR Analytics? Which Should I Attend?

Here at DMAIPH we offer a variety of analytics training solutions to organizations here in the Philippines.

Our two most popular offerings are Data Analytics and HR/Recruitment Analytics.

We get asked a lot, what is the difference.

Well, in general the Data Analytics classes like our Big Data Analytics & Business Intelligence training this coming May 18, are designed for a general audience.

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HR/Recruitment Analytics classes like the upcoming HR Big Data & Recruitment Analytics training on March 14 in Ortigas, is designed for a much more specific audience of HR and Recruitment professionals.

 

Data Analytics attendees come from a wide range of companies and have perform a variety of job functions. The one thing they all have in common is that they are looking for data analytics techniques and technologies to help them get a handle on all the Big Data they have to work with everyday.

HR/Recruitment Analytics attendees are all working as part of Talent Management teams in HR, Recruitment, Training, Operations and other parts of an organization that primarily handle people data. So case studies, exercises and the lesson plan itself are all focused on how to use the people data in the business to enhance and empower people centric decision-making.

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HR and Recruitment professionals can benefit a lot from attending the Data Analytics trainings and we generally have a few do just that. However, for a more focused approach to getting a handle on people data, the ones who attend the HR/Recruitment Analytics trainings will probably get a little more practical application to use when they return to the office.

Target Attendees for Data Analytics:

  • Data and Business Analysts
  • Managers and Supervisors of Analysts
  • Professional Staff who create reports and manage data
  • Decision-Makers who need more analytics

Target Attendees for HR/Recruitment Analytics:

  • HR and Recruitment Analysts
  • HR and Recruitment Managers and Supervisors
  • HR and Recruitment staff who work with a lot of people data
  • Data and Business Analysts who work closely with people data

Hope that helps you decide which one to attend.

Analytics Training – DMAIPH offers a wide range of analytics centric training solutions for professionals and students via public, in-house, on-site, and academic settings. We tailor each training event to meet the unique needs of the audience. If you need empowerment and skills enhancement to optimize the use of analytics in your organization, we are here to help. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to set up a free consultation to learn which of our DMAIPH analytics training solutions is best for you.

The Three T’s of Recruitment Analytics (next training on Mar 28 in Ortigas)

I often talk about how having good recruitment analytics takes a combination of the right talent, the right technology and the right technique. As a talent management professional, I am sure you have valuable insight into which of the 3 T’s you see as your organizations strongest and weakest point. From your perspective, is it:

Talent: You have to have people who get the recruitment process that are curious, comfortable playing with data and are good communicators. That have to be able to identify data, analyze it and provide actionable reports.

Technology: You need tools to help you leverage the opportunities stored in your recruitment data. The tools need to take data from different sources and blend it into a central analysis tool. The results should be displayed in reports and business dashboards that allow managers and decision-makers to act quickly and efficiently.

Technique: Your entire team needs to be part of the analytics process. Analysts can do the bulk of the work, but everyone needs to be empowered to use data to discover patterns, exploit opportunities and mitigate risks.

Which one of the three is the one your team has the biggest challenges with?

11709268_10153506561077425_1608720566061502683_nIn my experience, most recruitment teams have good talent in place, and many have the technology they need to be successful. The missing element is often technique. Few recruitment teams are truly skilled in using analytics to get the right candidates, one’s who will stick around, at the right time.

Infusing recruitment teams with tried and true analytics techniques in one of my specialties. Connect with me and I will show you how to get more bang for your buck when it comes to filling open positions and keeping them filled.

Join us for our next training on March 14 in Ortigas. Click here for more details >>>

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. You really have to Think Through The Box to come up with winning solutions to effectively attract, retain and manage talent in the Philippines today.

DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

Using Data To Recruit Better Candidates (Next Training Mar 28)

A few blog posts ago I mentioned 2 important recruitment analytics data points that can be used to help better understand attrition; distance to work and difficulty of commute. If a recruitment team has a way to use data on these two metrics in their screening process, they will be able to spend less time on high risk candidates and more time on candidates who have a much higher chance of sticking with the company.

It is not hard to start tracking these data points, as long as you have their home address, a general knowledge of traffic patterns and two very useful free  tools to help in your analysis. The free tools can be found at www.itouchmap.com and www.tableau.com/public

Based on the 50 Customer Care Analysts my team has hired for our 17 seat customer care team over the past 2.5 years, you can see some clear patterns when you look at their home addresses and commute on a map.

As you can see below, the majority of our candidates who turn into long term hires live closer to the office and along easier traffic routes. As a general rule, one direct ride (bus, train or shuttle) generally equates to stickiness of the candidate. Even some who live closer distance wise, but face multiple rides have a higher attrition rate than those who live a little further but have one ride. For example, taking a bus from the central part of Quezon City might be easier then 2-3 jeepney rides from Taugig, even though the distance from Taguig is much closer.

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The map, created in Tableau Public, is generated on knowing the latitude and longitude of their home address (from their resume), which can be looked on using itouchmap. The whole project took less then 2 hours to compile, organize and upload the data into Tableau, then seconds to build the map.

During our first year as we hired people from a wider range of places we had much higher attrition (65%), but as we matured as a business along with our understanding of these and other key metrics, our attrition has dropped significantly in the past year (28%).

As elaborated on more in detail in previous posts, distance to work and difficulty of commute are not on their own data points to be used to screen candidates, but when combined with their interview scores, test and assessment results and reference checks, you can have a much more well-rounded view of the candidate’s potential.

If you would like some help us setting up this same process of capturing distance to work and difficulty of commute and building a map to visualize them, feel free to reach out to me. I have a book, this blog, lots of training materials and I speak about analytics frequently. I’m here to help.

Our next training is March 14 in Ortigas, click here to learn more >>>

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. You really have to Think Through The Box to come up with winning solutions to effectively attract, retain and manage talent in the Philippines today.

DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

They Have Got It All Wrong! Why Most Analytics Training Fails.

Four years ago, I was just about the only one speaking professionally in the Philippines about  Analytics. Now so called experts are a dime a dozen. The demand for this kind of training has skyrocketed as companies are losing the war for talent all across the globe, with few jobs as hard to fill with good talent as BPO jobs in the Philippines. But these training mostly have it all wrong. They will teach you a lot of technical things that sound great in a class room, but are extremely hard to implement unless you work in an enlightened company that encourages curiosity and empowers data-driven decisions across to organization.

So one big thing right now is using analytics in HR to find more candidates, to hire better candidates, and retain them.  Its working in the U.S and all across the globe. This is a direct reflection of overwhelming demand for so called white collar professional jobs The hot answer going around right now to this challenge is sending analysts, managers and leaders to trainings. Hoping they will learn about hot new trends and analytics techniques to get more out of an investment in the company’s analytics plans. However, from my perspective, this is the flavor of the month thinking. And you know what? It’s not going to work.

Why? Good Analytics doesn’t come from just external training and technology. Those two pieces are important to an overall analytics strategy. But the most important piece, and the one being overlooked right now is the business culture. If the business culture is not ready to truly accept a shift towards data-driven decision-making an away from old school methods and decisions made off of gut feel, then the going to one of these trainings wont amount to a hill of beans at the end of the day.

This is why I spend so much of my time talking about culture, and why I expose that analytics is as much art as it is science. You need the technology, which is abundant. You need the talent, which is hard to find but out there. And you need the culture, where you analysts can use the technology to not just build reports and mine big data, but to illustrate opportunities and discover solutions that can really drive the business forward.

That is what you want out of a training on HR analytics. Not just technobabble and reporting tricks, but something that will truly help you mold the culture of your business to get the most out of your analytics.

In closing, I have recently published a guidebook for using analytics in your business. If you are interested in learning more and would like to get a copy of Putting Your Data To Work , connect with me via e-mail at analytics@dmaiph.com

#IamDMAIPH

The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Blessed with a solid foundation of young, educated and English speaking workforce, companies around the world are look for Filipino analytics talent to fill analytics positions.

DMAIPH HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. You really have to Think Through The Box to come up with winning solutions to effectively attract, retain and manage talent in the Philippines today. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

Introduction to Recruitment Analytics

A standard definition of Recruitment Analytics is simply the metrics and analysis that relates to recruiting in a business.

However, we all know it’s actually a lot more challenging in practice.

When did you start first thinking about analytics in your recruitment process?

From my experience very few recruitment professionals actually have a solid grasp of how to use the data in their business to drive recruitment related decision-making.

Adding to the lack of analytics knowledge, we have new technologies like social networks, applicant tracking systems and business intelligence applications that are fundamentally changing the entire recruitment process from sourcing to placement.

What are some of the recent technological changes you have seen in recruitment? Are you using technology to your advantage?

Most of your peers are not. Based on my observations and interactions I’d say only about 20% of companies currently operating in the Philippines are using anything beyond MS Excel to manage their talent pipeline.

This is true even though the pressure to deliver results has never been greater.

Recruitment managers are now more than ever required to demonstrate the return on investment their efforts are contributing to the bottom line.

Now we are starting to see a wide spread interest in bringing more analytics into the recruitment process.

Are you expected by your boss to find ways to use analytics to bring about change with recruitment in your organization?

Every recruiting organization is looking for a way to better understand what’s working and what’s not working in their recruiting strategy.

With real-time recruitment metrics & reporting, we can finally know what’s happening in our pipelines and what channels provide us with most qualified candidates.

I often say recruitment here in the Philippines is one of the hardest jobs on the planet. Given the great demand for skilled labor and the lack of day one ready talent, there is just not enough supply to go around.

So wondering where do you start?

Some of the typical questions we all start out with when we think about analytics and recruitment include:

What metrics are important to my organization?

  • What are the metrics which enable me to measure my team’s effectiveness?
  • Which tool should I use to have better analytics?
  • How can I understand the ROI (return on investment) of my recruiting efforts?

If you are ready to answer these questions, then connect with me and we will provide you with An Introduction to Recruitment Analytics.

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Analytics Training – DMAIPH offers a wide range of analytics centric training solutions for professionals and students via public, in-house, on-site, and academic settings. We tailor each training event to meet the unique needs of the audience. If you need empowerment and skills enhancement to optimize the use of analytics in your organization, we are here to help. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to set up a free consultation on which of our DMAIPH analytics training solutions is best for you.

 

 

 

Putting Your Data to Work is SOLD OUT! Working on the 2nd Edition Now!

I feel so excited to share with you all that we are now completely sold out of my recent book, Putting Your Data To Work: An Analytics Guidebook for the Filipino Professional.

I am currently working on a 2nd addition with additional images, content and an expanded section on predictive analytics.

If you would like to pre-order a copy of the 2nd Edition, send us an e-mail at analytics@dmaiph and we will add you to the waiting list.

My plan is to have copies available by mid March if not sooner.

Thanks so much to all of you who purchased a copy of the 1st edition. I’m proud to say that we’ve gotten some fantastic feedback from readers that I will incorporate into the new edition.

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2017 is the year that Analytics will go mainstream across the Philippines. My book is a great guide for ensuring your organization has a solid analytics foundation as the era of Big Data is upon us.

My Analytics Story – My passion is solving problems by bringing together the best talent, cutting edge technology and tried and true methodologies. DMAIPH is all about empowering people towards better Decision-Making through the use Analytics and business Intelligence. This is what I do best. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly for a free consultation about getting more analytics into your career and your business.

How is Buisness Analytics Used in the Philippines?

Another search result that lead someone to http://www.dmaiph.com

And it is a very good question.

Analytics in the Philippines is something that I have spent the past 6 years trying to champion.

We have come a long way, from where hardly anyone really knew what analytics meant to a time where just about every business is trying to get more analytics in it.

By far the most common use of analytics is management reporting. It’s not uncommon for the Philippines to follow trends in American by 10 years or so.. and this is true when it comes to analytics.

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10 years ago I was a business analyst and we were pretty uncommon outside corporate America. But in the time since then we have seen an explosion in analytics jobs and now in data science jobs.

The past year we are seeing that trend here in the Philippines.

There are some great business analysts here in the Philippines who do some pretty amazing things with business intelligence tools. But they are mostly limited to descriptive analytics.

The number of Filipinos who can do advanced analytics like building models and predictive analytics are few and far between.

So as of now, most business analytics focuses on reports. Occasionally I see some amazing data  visualizations or complex predictive models, but they are still by far the exception to the norm.

In the coming months you will see more and more trainings and courses built around more advanced types of analytics, but I have to wonder if its almost too little too late.

Time will tell.

Analytics in the Philippines – The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Blessed with a solid foundation of young, educated and English speaking workforce, companies around the world are look for Filipino analytics talent to fill analytics positions.

DMAIPH was set up to facilitate these solutions and bring the talent and the business together. And that is exactly why I wrote Putting Your Data to Work, the first analytics guidebook designed specifically for the Philippines. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can help you take advantage of this unique global opportunity.

 

 

The Huge Growth Opportunity of Analytics in the Philippines

The Philippines is standing on the precipice of a huge opportunity.

We are in a similar place to where we were 10 years ago when the Call Center Industry was just taking off.

Now instead of becoming a global hub for customer service calls, the opportunity is becoming a center for analytics and data science.

There is nowhere to go but up.

Here is why…

  • A well-documented need for analytics talent globally.
  • A youthful workforce of English speakers with an affinity for Western Culture.
  • Leadership from within the government and higher education pushing the inclusion of analytics and data science into college and even high school curriculums.
  • A vibrant work force of young professionals that have experience working for international companies and assisting people from all over the world.
  • A strong sense of self-preservation in the BPO industry to offer “up the value chain” services to their clients.
  • Industry leaders and business owners with an insatiable appetite to keep the county’s economic momentum in growth mode.
  • A collection of thought leaders, analytics experts and actual data scientists that are
    highly motivated to lead the country to data-driven success.

There are undoubtedly many more.

The bottom line is 2017 is looking like it will be the year the analytics and data science are firmly established as strengths of doing business in and with the Philippines.

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Analytics in the Philippines – The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Blessed with a solid foundation of young, educated and English speaking workforce, companies around the world are look for Filipino analytics talent to fill analytics positions. DMAIPH was set up to facilitate these solutions and bring the talent and the business together. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can help you take advantage of this unique global opportunity.

What % of Companies Can Both Afford Data Science Teams and Understand How to Use them?

Woke up this morning thinking about the future of analytics and data science in the Philippines.

I created this image to help visualize one of the biggest challenges. From my perspective the majority of companies out there don’t really understand data science and probably cant afford a traditional data science team.

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Best guess is ever 50% of companies operating in the Philippines aren’t yet at a place where data science is practical.

The smallest group are ones who both understand data science and know how to use it. These are the ones who are players in the data science consulting, training and outsourcing business.

Best guess its about 10% of the companies operating here and just about all of them are big corporations with lots of resources.

The next segment is the ones who do understand the value of data science, but don’t have the resources to compete for a the talent it takes to build a top data science team.

I’ll peg this at about 15%. But its  growing quickly. Awareness and adoption are actually ahead of the talent, as you see so many “data scientists” in name only out there filling open jobs right now.

That leaves the 25% of companies operating in the Philippines who have money and resources but just don’t know how to get started using data science and building a team. This is the target market of companies like mine.

DMAIPH has the capability to educate your managers and decision-makers on how to use data science to add value to the business. We can also train your team in the basics of data science to allow you to cultivate a data driven culture and promote from within to build a data science team. And we can also take some of the load off your shoulders in the terms doing some of the data science for you.

Analytics Consulting – DMAIPH specializes in a variety of analytics consulting solutions designed to empower analysts, managers and leaders with the tools needed for more data-driven decision-making. We have helped dozens of companies get more analytics in their business. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can tailor an analytics solution made just for your unique requirements.