Tag: Aligning HR Strategy

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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An HR All-Star Team for the Decades: 2017 HR Congress Aug 16-17, SMX MOA

Some pictures do not require many words… I think this one speaks for itself.

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There are many HR events in August, but this is the only one you will find so many top though leaders. It is an honor to be among them.

Help Me Pick an HR Analytics Topic…

I need your help. I am submitting a proposal to speak at an upcoming HR event being put on by my good friends at Ariva and need help determining which one sounds like the most interesting topic.

Option 1: Insightful HR: Integrating Quality Data towards Better Decisions

Most HR teams are surrounded by an almost limitless wealth of information locked inside business data. However, very few HR teams are consistently able to identify the right data at the right time and even fewer are able to integrate high quality data into the strategic decision-making process. The keys to data-driven decision-making are finding the right balance of analytics Talent, Technique and Technology. I will share a few of tips on how to align the 3 T’s in your business so that HR is able to empower data-driven decision making across the organization. For most HR teams, having good data is the easy part, distilling actionable insights is what makes all the difference

Learning Session Outline:

  1. Learn how to Identify the right data
  2. Discuss how to Inventory the data to gain actionable insights
  3. Discover how to Integrate the data insights into HR decision-making
  4. Unlock the analytics Talent needed for cutting edge HR Analytics
  5. Reveal key analytics Techniques to analyze the data
  6. Master the appropriate analytics Technology to optimize HR decision-making

 

Option 2: Driving Workforce Performance using Balanced Score Card Metrics and Analytics

Balanced Score Cards have been around since the 1990’s. HR teams across the globe have spent millions in trying to perfect ways to positively drive workforce performance based on metrics. So why is this still a topic of interest? Well, in most cases, it is because score cards and the metrics they report keep pointing us problems that are just not going away. Rising attrition, rampant job-hopping, and lower productivity are challenges we are all dealing with. In many cases, though the problem is not what we are reporting with our scorecards but the data we are populating them. As a whole, we are relying on metrics of the past to describe to us how we got here. What we need though is metrics of the future that accurately predict where we are going. I will share with you several of the metrics of the future I use for workforce reporting in my business and how we employ Predictive HR Analytics to optimize our scorecards.

Learning Session Outline:

  1. Discuss HR Metrics of the Past
  2. Learn about HR Metrics of the Future
  3. Discover how to use HR Predictive Analytics
  4. Design a Data-Driven Scorecard Template

 

Option 3: Strategic Problem-solving for Better Decision-making: Analytical and Critical Thinking in Motion

One of the biggest strategic challenges facing HR teams is transforming Big Data into actionable insights. The speed in which decision-makers need to act can often preclude the deep understanding of what value actual lies in the data. This causes misguided strategic planning and under informed decision-making across an organization. The best strategic solutions to quicker and more accurate decisions are found in a well rounded HR analytics approach. One that empowers critical thinking not just from the top, but down the ranks. Business Dashboards and Data Storytelling are two tools that should be used to quickly enable quick decisions in real time. I will show you how HR teams are able to keep one eye on strategic problem-solving while still taking care of daily challenges as they pop up.

Learning Session Outline:

  1. Discuss the challenges of HR Big Data
  2. Share HR Strategic Planning best practices
  3. Learn how to get Real Time HR Data
  4. Design HR Tactical Implementations using Analytics
  5. Align HR with Organization-wide Problem-Solving and Decision-Making

Let me know what you think asap!

Thanks!

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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.

3 Key Tools Needed for HR Analytics: R, SPSS & Tableau

I get asked a lot about what are the best tools to use for HR Analytics. That is not really an easy question to answer as every company has needs a little different then every other company.

That said, the two most common in my experience with HR in the Philippines are R (including RStudio) and SPSS.

R is great for statistical analysis and visualization which is very suited to explore huge data sets.

It enables you to analyze and clean data sets with millions of rows of data. In addition, it lets you to visualize your data and analysis, like what you see below.

RStudio is an open source and enterprise-ready professional software package for R.

It basically does everything that R does, but has a friendlier user interface. The interface contains a code editor, the R console, an easily accessible workspace, and history and room for plots and files. You can take a look at an example of this below.

SPSS is one of the most commonly used HR analytics tools in social sciences. Thanks to its user-friendly interface you’re able to analyze data without having extensive statistical knowledge.

In addition, SPSS is often used within the field of social science. This means that a lot of HR professionals know how to use it, especially the ones with an interest in data.

Additionally, SPSS shares many similarities with Excel which makes it easier to work with.

Tableau is a business intelligence tool that is great at data visualization and business dashboards.

You can also learn to use Tableau to display data you process through SPSS to show results of predictive models.

So for companies looking take the dive into HR Analytics, these tools would give you a good base to inventory and analyze data using R, model it using SPSS and presenting it using Tableau

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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. 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.

Analytics for HR Managers (2 Day Training)

Deploy Big Data Analytics Solutions to Align HR with Organizational Business Strategy

Learning Session Description

Successful HR Managers are strategic planners and take decisions which are apt and considering all the facts. They also have a knack for metrics as these are essential in improvising various process in the organization and make data-driven decisions for the benefit of the organization.

Learning Session Outline

Successful HR Managers are strategic planners and take decisions which are apt and considering all the facts. They also have a knack for metrics as these are essential in improvising various process in the organization and make data-driven decisions for the benefit of the organization.

In the past few years, we have seen the importance of big data, analytics and data science grow at a dizzying pace. By using meaningful HR Analytics techniques, your recruitment and retention efforts can be greatly enhanced.

A recent Facebook job posting for HR Manager described the importance of Analytics for HR Managers. “We are looking for a visionary who gets excited about using data insights to drive HR related business decisions at all levels. The right candidate thrives on HR data, overseeing dynamic reporting and implementing actionable analysis within both HR and across the organization.”

New techniques like predictive analytics and data storytelling as well as new technologies like social networks, applicant tracking systems and business intelligence applications are fundamentally changing the entire talent management process from recruitment to retirement.

The pressure on HR Managers to deliver results has never been greater as they are required to demonstrate the return on investment being made into HR functions.

Building analytics centric teams and using techniques taught in this training session will empower more data-driven decision making across your HR organization from the top down.

Learning Session Objectives

  1. To learn analytics techniques that will allow quicker, deeper and more impactful analysis of HR & Recruitment Big Data.
  2. To be exposed to cutting edge technology being used in other companies to build HR & Recruitment business dashboards and design more powerful reports.
  3. To assess the current state of analytics in your HR & Recruitment process and build a strategy to empower the greater use of HR analytics in your organization.
  4. Understand the implications of Artificial Intelligence and Machine Learning in regards to HR functions.

Who Should Attend

This session is suitable to a wide range of professionals but will greatly benefit:

  • HR Managers and Recruitment Managers
  • Business Analysts working with HR and Recruitment teams
  • Senior Leaders who work closely with HR and Recruitment

Learning Session Process

Based on a Set of Key Data Science and Analytics Competencies developed by the Asia Pacific Economic Cooperation (APEC), our learning sessions are designed for HR Managers to use both in the Philippines and across the region.

Session One – HR Domain Knowledge & Application:  Apply HR domain-related knowledge and insights to effectively contextualize data, achieved by practical experience and exposure to emerging innovations.

  • The Complexity of Multigenerational Workforces
  • Aligning the Brand between HR & Recruitment and Marketing
  • State of Data Science and Analytics in the Philippines

Session Two – Data Management & Governance: Understand data management strategies and governance, incorporating privacy, data security, polices and regulations, and ethical considerations.

  • The 5 V’s of Big Data
  • The 3 Tenants of Data Governance
  • Following Data Privacy and Security Laws

Session Three – Data Analytics Methods & Algorithms: Appreciate the processes used to capture, clean and inspect data for HR & Recruitment. Evaluate and implement data analytics initiatives to derive insights for decision making.

  • Finding the Right Data at the Right Time
  • Data Warehouses and Data Lakes
  • Blending Data from Across the Organization

Session Four – Data Science Engineering Principles for HR: Use analytics software to share findings and tell data stories. Develop analytic processes to improve HR operations.

  • Getting IT: the 3’s I and the 3 T’s of Data
  • Data Science 101: How to Build a Data Science Team
  • Data Storytelling Case Study: The Best NBA Team of All Time

Session Five: Computing Principles for HR: Appreciate information technology, computational thinking and utilize programming languages to design and develop data analysis processes and techniques.

  • Optimizing the use of MS Excel for HR and Recruitment
  • Defining KPIs Case Study: Google Project Oxygen
  • Working with the IT Team: Buy them Doughnuts

Session Six – Statistical Techniques for HR Data Analytics: Direct the application of statistical concepts and methodologies for data analysis including predictive HR analytics.

  • Predictive Analytics Case Study: HP’s Flight Risk Model
  • Tying Management Reporting to HR Analytics Models
  • Group Exercise: Build a Flight Risk Model

Session Seven – Operational Analytics: Use data analytics and specialized business intelligence techniques for the investigation of all relevant HR data to derive insight in support of decision-making.

  • Competitor Landscapes and Demographic Profiles
  • Overview of Business Intelligence Tools
  • BI Tools Demo: Tableau Public

Session Eight – Data Visualization & Presentation: Ability to create and communicate compelling and actionable insights from data using visualization and presentation tools and technologies. Build a HR Business Dashboard prototype.

  • Data Visualization Guidelines
  • Group Exercise: Build a Business Dashboard Prototype
  • The Concept of Enchantment

Case Studies and Exercises

We will use case studies and group exercises throughout the two-day class. In these activities, the group is divided into teams. Each team will analyze datasets using the principals learned in the various learning sessions. These exercises will also use elements from the case studies as we progress from finding data, to conducting analysis on the data and finally presenting the data.

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Augment BPO

The Augment BPO Data Science and Analytics Advocacy Project (Augment BPO) is empowering BPO Companies, Executives, and Workers in the Philippines to prepare for and address the clear and present danger posed by Artificial Intelligence Chatbots (AI Chatbots) to BPO revenue growth and jobs through Data Science and Analytics strategy planning, awareness building and upskill training.

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DMAIPH 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. 

Analytics in the Philippines 2020

The year 2020 used to sound like it was so far off in the future.

Yet, there it is on the calendar… just a little more then 2.5 years away.

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2017 is the fifth year of my original five year plan for DMAIPH.

Now I’m starting to think about the next big strategic plan and for this iteration I’m gonna work with a 2.5 year plan. Because things are evolving so quickly when it comes to analytics in the Philippines.

For the rest of 2017 the big goal is to evolve our public and in-house training options with our partners at Ariva Events Management and the Rock Stars of Data.

At the same time we will work in solidifying several key business partnerships with the Analytics Council, APEC Project DARE, BASE (Business Analytics Society of Educators), Data Science Philippines and Global Chamber Manila.

There are so many amazing things happening right now in the Philippines that about a year ago seemed to be distant horizon stuff. Its both amazing and a little scary to think where things might be a year for now. Let alone 5.

17426122_1095825400562902_5936762267508985241_nSo the birth of the 2.5 year strategy plan is here.

By 2017, my goal was to make DMAIPH one of the top names in analytics in the Philippines. Mission accomplished.

By 2020, my goal is to make DMAIPH “the” top name for analytics training in the Philippines.

Come along for the ride!

Business Strategy with Analytics – Aligning a business strategy to drive an organization forward requires a robust analytics solution. Businesses who have good analytics tend to be much more profitable and efficient then ones that do not. DMAIPH has helped dozens of companies in both the U.S. and the Philippines with adding more data analysis in their business strategy. We have joined up with our key business partner PMCM Events Management to showcase our solutions at #TechToniPH in July 2017. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to find out what we can do to help you align your business strategy with analytics.

Chief Data Officer – The Data Geek in the Room

In his latest book Data Strategy, analytics guru Bernard Marr, discusses how to profit from a world of big data, analytics and the internet of things. Marr breaks down the importance of having a data strategy to ensure data-driven decision-making, improve business operations and to monetize the data in a business.

data strategy

One of the key takeaways from his book is the emerging role of Chief Data Officer. This is a separate C-Level Suite position form the more traditional Chief Technology Officer or Chief Information Officer as this person should serve as both an analytics cheerleader and data-driven decision-making champion.

Big companies have CDOs, but even smaller and medium sized companies need to have someone who acts in this role even if its not an official title. I often say that analysts have to not only analyze data, but be champions of using data for decision-making. They have to be the data cheerleaders to educate, enable, and empower the use of data and analytics across the organization.

There are six primary areas a CDO should oversee; (1) high level vision, (2) implementations, (3) data governance, (4) business opportunities, (5) data culture leader and (6) sees data as a commodity.

  1. CDOs have to have either a seat at the C-Suite table or the ear of the top decision-maker in the company. They are the ones who make sure that data is properly channeled to the right people at the right time to ensure data-driven strategies.
  2. CDOs have to be the one ultimately responsible for data project implementations. This is not an IT thing. IT should be involved, but not the owners of data and analytics.
  3. CDO’s have to make sure good data governance is followed. Data has to be stored, secure and accurate.
  4. CDO’s are the ones who have the task of discovering business opportunities and identifying risks. They should have access to all the data they need to do both.
  5. CDO’s are the ones who consistently and clearly articulate the importance of data and the value of data-driven decision-making.
  6. CDO’s see data for its monetary value. Data is a commodity that in itself can be used to not just help the company, but to generate revenue itself.

So if you have a Chief Data Officer, or just a chief data geek, you are on the right path. If you don’t have one of these in your organization then your organization are likely going to be left behind.

may 17-18Analytics Culture – The key to using analytics in a business is like a secret sauce that fuels Data-Driven Decison-Making. It is a unique combination of analytics talent, technology and technique that are brought together to enrich and empower an organization. A successful analytics culture is not easy to create, but DMAIPH can show you how. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can build a strategic plan to turn your company into analytics driven success story.

HR & Recruitment Analytics: 3 Reasons You Need More (Mar 28 – Ortigas)

On March 14, 2017 in Ortigas, I will be conducting a learning session on HR and recruitment analytics entitled HR Big Data & Recruitment Analytics.

Click here for more details and instructions on how to register >>>

The 3 top reasons for anyone working in human resources and/or recruitment to attend are:

  1. To learn analytics techniques that will allow quicker, deeper and more impactful analysis of HR Big Data & Recruitment Analytics.
  2. To be exposed to cutting edge technology being used to build predictive HR models for all aspects of talent management from recruitment to training to retention.
  3. To assess the current state of analytics in your business and build a strategy to empower the greater use of both descriptive and predictive analytics in your organization’s decision-making processes.

16649482_10155094449802425_5080201225679087647_nHR Big Data & 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.

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.