Tag: Ariva Events

Getting To The Cutting Edge with HR Analytics

When I talk about HR Analytics, like I recently did at SMX as part of the 10th annual HR Congress, I generally break things into 4 topics areas. The four are:

  • Cutting Edge HR Analytics
  • Finding the Right Data
  • Key Analytic Techniques
  • Actionable Reporting

Teams that are successful in each of these 4 areas, will be ahead of the game when it comes to keeping HR at the forefront of defining, aligning and implementing business strategy.

Cutting Edge HR Analytics happens when you have the right combination of talent, technology and technique. You need the right people using the right technology and employing the right techniques to be successful when it comes to HR in the 21st century.

Being able to find the Right Data at the right time happens when you have the 3 T’s in place. This allows you to have all the data you need to answer business questions at your finger tips. And it allows HR to be the primary source is setting and guiding the execution of business strategy.

You can use Key Analytics Techniques to help you not only find the right data, but also to add new data sources and to build impactful reporting solutions. And you can share your techniques across the organization to empower others to use HR Data to drive business strategy.

The end goal of using HR Analytics is to provide actionable reports that keep the business aligned to its core strategy. By identifying opportunities and risks, by sharing data and analysis across the organization and empowering data-driven decision-making, HR Analytics is the key to success for any 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

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. 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.

Change Has Come > I am DMAI

About 4 years ago I attended a conference on Business Process Outsourcing where the keynote speaker was former President Aquino.

When he entered the room, I was sitting on the edge of the middle row and as he walked to the stage he walked right by me. I’m not much for being impressed by that kind of thing, but in this case it was pretty cool. I mean how often does someone get to be a few feet away from a president of any country.

In the four years since my brush with political celebrity, I am looking forward to getting another chance to be in the same room with a president. On August 17th, I will speaking at this event where current President Duterte will be giving the opening speech.

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So from being in the audience 4 years ago, to now being on the same stage 4 years later. It is a very satisfying feeling to think how far I have come in 4 years. From a “fresh of the plane” foreigner with just a handful of connections to being one of the more in demand public speakers. All because I love analytics and have a passion for sharing my key essentials for data-driven decision-making with my beloved Philippines.

Change has come!

Living the dream!

#IamDMAI

Key Analytics Essentials For HR Success

A few months back, I had the pleasure to be one of the resources speakers at the HR Congress. Put on my good friends at Ariva Events Management, the event was at the SMX Convention Center, Mall of Asia Complex, Pasay City, Philippines.

This HR Congress aimed to provide Industry Updates, Expert Insights, Good Practices and Experiences, and Practical Knowledge; generate thought-provoking and challenging discussions; and encourage professional networking and strategic partnership among stakeholders, if only to further the HR Agenda supportive of the organizational targets.

A primary goal was to cross-examine the major HR Trends quickly moving forward and impinging on the business in developing an effective ‘Employer of Choice’ branding. The Congress also shared how to develop employees to optimize their potentials; and build an emotionally-committed multi-generational team.

The Two-Day Event covered Six Essential Cores in People Management, each one with a tie into my favorite topic… analytics.

1. Strategic Human Resource Management (SHRM)
Overview of the business environment vis-à-vis the changing roles and functions of Human Resources in general. With so much data now available, its much easier for HR times to decide where to spend their time and focus. Without good HR analytics you might as well be fumbling around in the dark

2. Human Resources Information System (HRIS)
Overview of tools and appropriate support structures for administering HR-related information. This aims to impart knowledge and skills in managing information resources to support basic records management and people administration. A reality is that most of us are still using MS Excel to manage talent pipelines and HR data. So learning how to use more cutting edge technology is key to being successful in the Information Age.

3. Employee Selection
Methods of employee selection and concepts in forecasting and identifying competencies; an Interview Guide may be developed that will assist in spotting competencies to match people needs. There is so much competition out there right now. The supply is far outweighed when it comes to top talent. You need to turn lose your business data to help you attract, hire and retain while others deal with massive turnover and low employee engagement.

4. Performance and Rewards Management
Case studies and exercises, concepts in managing employee performance; pay and benefits Learners will be able to hone skills in performance planning, performance assessment, coaching and giving performance feedback. All this generates massive amounts of data that can be turned into valuable insights.

5. Employee Development
Skills in determining employee development needs; different training and development interventions; participants are expected to come up with an employee development plan. It is getting harder and harder to keep good people around. SO, you need to use your data and a good HR analytics solution to make sure you are giving your employees the exact opportunities they demand, before they jump ship.

6. Employee Relations and Well-Being
Equipping participants with the know-how in employee relations including basic labor laws and managing employee organizations. Employee well-being issues such as employee stress and burnout, smoking, and work-life balance will also be covered. This area is often very manual and rarely included in a good analytics solution. That doesn’t have to be the case.

SO, as you can see their in an analytics solution to just about any issue facing HR. In fact, the recruitment and retention of top talent is the biggest challenge facing just about every organization. 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.

You can also reach out to my key business partner, Ariva Events Management to request an in-house training featuring me as your resource speaker.

What ever you do, make sure you optimize your use of data and analytics in your HR decision-making processes. If you don’t your organization will face a much more challenging path then ones who do.

 

Looking for Unicorns – One Reason It Is So Hard To Find Good Analytics Talent

When I look at job requirements for analytics jobs I generally find myself thinking, is this person recruiting from the same talent pool the rest of us are? Or do they really believe that the narrowly focused and hyper specific skill set they are looking for don’t really exist.

Often I am asked by HR and Recruitment professionals here in the Philippines to help them figure out how to bring more analytics into their talent acquisition process. Before going to deep, I generally review job requirements to see how realistic the requirements are.

You would be surprised how often the people doing the hiring have no idea how hard it will be to find candidates, let alone if they even exist.

For example, a Data Analysts with an advanced degree in analytics, 5+ years related experience, with knowledge in a wide range of specific coding languages (SQL and R) and business intelligence applications (Tableau and IBM Cognos), and who also know how to perform advanced predictive modeling. And willing to work in an office (Eastwood in QC), that is hard to get to during commute hours for a total compensation package that is way below market rates (45,000 PHP).

That’s a real posting I just pulled off jobstreet.com

Good Luck with that.

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Seriously, recruiters are often tasked to find analytics professionals that in reality are few and far between. There are no degree programs in analytics. You need to know what related course work will potentially make a good analyst like statistics or computer science. This broadens your talent pool when you know what schools have been producing graduates who have the foundation of analytics when they leave school.

Work experience is a tough one to gauge based on titles. I have seen far more “analysts” who are just doing basic reporting then I have true analysts with the ability to discover patterns in business data and turn them into actionable insights. You need to dig deeper to find out what data they were working with, what tools they used to analyze it and how they presented it to decision-makers.

Knowing certain coding languages is a plus, but given few businesses have the exact same data structures, it will take as much adaptability as experience to be successful in your job. Same with BI tools, just because you know how to refresh and share a business dashboard in Tableau doesn’t mean you know how to build a new one from scratch. Having experience is important as it lessens ramp up time. But don’t be fooled that it gaurantees success.

Analysts are in super high demand right now. Getting them to work like a traditional office worker lessens their ability to optimize your business. They need space to be curious, autonomy to discover and flexibility to put energy into projects that make a significant difference. 9 to 5 office hours, chained to a desk, following all the controls in place for a traditional office staff member is a waste of a beautiful mind.

And when it comes to pay. Six figures is not as farfetched as it might sound.  If you are able to do a real cost analysis of what the analyst will save the company and/or new revenue they can help generate, they really are priceless.

SO before posting that job requirement, do a little analytic yourself to make sure you are not hunting for a unicorn.

Let me know if you need helping recruiting analytics talent. I can help you attract their attention and assure they will be successful once you get them.

General Analytics – Analytics is the application of using data and analysis to discover patterns in data. DMAIPH specializes in empowering and enabling leaders, managers, professionals and students with a mastery of analytics fundamentals.

To this end we have parterned with Ariva Events Management/Ariva Academy to offer a wide range of analytics themed trainings across the Philippines. Our next learning event will be on March 31 in Ortigas. It is called Data-Driven Decision-Making for Owners, Managers and Leaders. Click here to find out more >>>

Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to find out what we can do to help you acquire the analytics mastery you and your organization need to be successful in today’s data-driven global marketplace.

 

HR Recruitment Analytic Techniques

Every recruiting organization is looking for a way to better understand what’s working and what’s not working in their recruiting strategy. By using meaningful HR Recruitment Analytics techniques, your recruitment efforts can be greatly enhanced.

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.

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

The pressure to deliver results has never been greater. HR and Recruitment managers are now more than ever required to demonstrate the return on investment their efforts are contributing to the bottom line.

Building analytics centric teams and using techniques taught in this training session will empower more data-driven decision making. This will result in both process efficiency and better return in investment in the recruitment process.

A few months ago, I facilitated a training class on HR Recruitment Analytic Techniques.

The Learning Session Objectives from the training were:

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 analytics in your organization.

The Key Benefits from Attending this Learning Session were:

1.Develop analytic techniques that you can use to improve decision-making and improve the bottom line.
2. Explore analytics tools like business dashboards and data visualization to improve reporting.
3. Build a strategy to move your organization from current state to ideal state when it comes to the use of analytics.

Topics covered in the training included:

  • What is Recruitment Analytics?
  • Self-Assessment of your Recruitment Analytics
  • Analytic Techniques for Finding the Right Data at the Right Time
  • Applicant Tracking Systems & Social Media
  • Big Data and Recruiting Analytic Strategies
  • Business Intelligence, Data Visualization & Business Dashboards Technologies
  • Building Meaningful HR Recruitment Techniques

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Overall it was a great training class with lots of great discussion. Given that the recruitment and retention of top talent is the biggest challenge facing just about every organization. more conversations are needed.

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.

 

Analytic Techniques to Make Data Driven HR Decisions

On June 22, 2016, in Ortigas, I will be partnering with my good friends at Ariva Events Management to facilitate a workshop on HR Recruitment Analytics.

We are expecting about 100 participants to come and learn more about how to use analytics to empower more data-driven decision-making in their organizations.

Analytics is now commonly being used across all industries, but being able to use the right analytic techniques to harness the power of big data is not so common.

Topics covered in the training include:

  • What is Recruitment Analytics?
  • Self-Assessment of your Recruitment Analytics
  • Analytic Techniques for Finding the Right Data at the Right Time
  • Applicant Tracking Systems & Social Media
  • Big Data and Recruiting Analytic Strategies
  • Business Intelligence, Data Visualization & Business   Dashboards Technologies
  • Building Meaningful HR Recruitment Techniques

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

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

However, we all know its actually a lot more challenging in practice.

The pressure to deliver results has never been greater.

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

So as the day progresses we will use hands of exercises based on real business cases to come up with solutions to the data challenges around us.

We will also look at several of the biggest trends in HR Recruitment Analytics. Sixmonths into 2016, there are the ones I have identified as the most common:

  1. Millennial Job-Hoppers
  2. Fresh Grad Skills Mismatch
  3. Selling Compelling Brands
  4. Focus Shift on Retention
  5. Social Media is not the magic solution
  6. Go Mobile or Go Dinosaur
  7. Big Data will make life better
  8. Analytics solutions that actually work

Don’t fall behind the competition. Recruiting for top talent in the Philippines is one of the hardest jobs on the planet right now. If your team is not armed with the best analytic techniques it will only get harder to stay a head in the game.

Let me know if you are interested in attending and I will connect you with my business partners at Ariva.