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.

Dr. Data_Analytics in the Philippines

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.


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 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.


My Take Aways for the Big Data Conference 2016

Had a blast at the Big Data Conference at Enderun College yesterday. Lots of things to discuss in upcoming blogs, but here are a few takeaways that I notated.

There is a strong hunger for a national umbrella organization for analytics, big data and data science.

Engagement at the C-Level of Filipino companies outside the IT-BPO sector to eliminate the biggest adoption roadblock.

Restart of the Government, Industry and Academia collaboration on analytics needs to happen.

More hands on experiential learning for both students and faculty involving the industry.

Both traditional training and certification models as well as mentoring and self-guided training opportunities.

The speed and consistency of the internet is a huge threat.


Advocacy for fixing culture before spending on costly technology and high priced talent.

Conversion of up to 70% of Customer Facing BPO Workers to doing analytics and data science as a hedge against automation and political decisions.

Im convinced that a lot of good can come out of the conference as the analytics and data  science industry is at about the same point the call center industry was 10 years ago.

However, given the global demand for data savvy talent and the exponential proliferation  of data, we need todo in 3-5 years what the BPO industry did in 10.

More to come!

News & Events- DMAIPH is a highly engaged leader, sponsor and participant in analytics events across the U.S. and the Philippines. As an Analytics Champion I write, blog, speak and lecture about analytics in a wide variety of forums. I authored several publications on analytics including my latest book, Putting Your Data to Work. Contact DMAIPH now at or connect with me directly to learn more about where I will be talking about analytics next.

Choose Not To Get Involved? Then You Really Have No Right To Complain

A good friend and key business partner, Penny Bongato, recently authored the cover story for the AmCham Journal’s September 2014 issue.

I wanted to share some highlights form one of the foremost thought leaders of industry-academe collaboration here in the Philippines.

“Industry. The Academe. When have they ever been in harmony? Some academics say “Leave the teaching to us. We will produce the graduates you need.” Industry however claims that the academe is not producing the quality graduates they need.

Meanwhile, the academe complains that Industry has not been very forthright in articulating what it is exactly that they require of the graduate I believe our expectation is that Academe is supposed to produce employable graduates.

With the challenges businesses face today (i.e., changing technology, fierce competition, and especially globalization) there is not much room or time to train the new employee, similar to the kind of new employee training we had decades ago. If industry continues to harbor this expectation, the often cited phenomenon called the Jobs versus Skills mismatch will keep getting wider.

We have complained about this for decades. In this scenario, what would Industry’s role be? In the four years that I have been with the IT & Business Process Association of the Philippines (IBPAP), I have personally witnessed instances of true collaboration between the ITBPM industry, where I belong, and the academe.”

This area of industry-academe collaboration is one of my passions, long ago seeing a greater need to prepare Filipino students for BPO careers. One of the first people I made a point of befriending when I moved to the Philippines to set up my business was Penny. Since we first met over three years ago we have been able to work on several projects together, including me being sent by BPAP to speak in front of students about careers in the BPO industry. Besides speaking to students, I have made a point to recruit students and fresh grads as trainees, OJT and even as employees because I recognize the need to help move this collaboration along.

As Benedict Hernandez, IBPAP’s Chairman of the Executive Committee, CCAP President and the Head of Accenture BPO said, “If you [as a member of the IT BPM industry] choose not get involved, you really have no right to complain.”

I also believe this to be so true! So as both a regular guest lecturer in academe and an owner of a BPO company, I call on my brothers and sister in both arenas to stop complaining and start acting. In the end, the ultimate beneficiary of this is our students… aka our future!

Thanks so much Penny, for sharing these incredible insights and challenging us all to up our game in a time of great national need.