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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Has the Philippines BPO Industry Lost It’s Edge?

Just read Tholons latest paper on Digital Disruption: http://www.tholons.com/pdf/TSGI%20Report%202017.pdf

As if things aren’t gonna be hard enough, the BPO industry here in the Philippines is not evolving fast enough. The tidal wave of digital disruption is not something we are adequately prepared for.

Although we are #3 overall when it comes to countries in a position to continue to benefit from globalization, being one of the top countries is by no means assured.

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For the past decade its mainly been a battle between India and the Philippines, but China has crashed the party and a lot of Latin American countries are in hot pursuit.

If you are one who thinks the BPO industry here is gonna continue to see 20% year over year growth, then this slide should give you pause.

Why? Because although blessed with some amazing advantages for customer service, we aren’t currently optimizing our focus on digital transformation.

When you look at the next image, you see both Manila and Cebu have lost ground in the battle of global cities in the past year as well.

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Manila was #2, now its #4. Now is not the time to be complacent. We need to invest heavily in upskilling our BPO workforce to offer higher value chain services. We need to champion for strong DSA programs in the schools. And we need to make sure decision-makers are armed with the data they need to keep the Philippines on the cutting edge of globalization.

Thats why we have the AAP.PH and why we have launched Augment BPO.

17426122_1095825400562902_5936762267508985241_nAnalytics Leadership – DMAIPH is a founding member of the Analytics Association of the Philippines (AAP.PH) and specializes in arming the Data-Driven Leader with the tools and techniques they need to build and empower an analytics centric organization. Analytics leadership requires a mastery of not just analytics skill, but also of nurturing an analytics culture. We have guided thousands of Filipino professionals to become better analytics leaders. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to discuss a uniquely tailored strategy to ensure you are the top of your game when it comes to Analytics Leadership. #AAP.PHMoonshot

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. #AugmentBPO

The Scope of the Challenge of our Analytics Moonshot

Sometimes I think it helps to having had a project management experience before I dove into analytics full time. There are a lot of project management methodologies that come in handy when sizing an analytics project. Like coming up with data for a BRD.

A Business Requirements Document (BRD) includes explicit specifications of how data should be used to solve a business problem and how much it should cost depending on what it is expected to achieve.

The main goal is to deliver actionable insights by taking into consideration the data, the time allocated and the needs of the end user/audience.

The BRD must be universally agreed upon by all stakeholders involved.

The author of the BRD must understand the business processes and the key objectives of the project to ensure proper implementation.

The most important element of a BRD is the scope of the project, which includes any restrictions and constraints that need to be considered during the development process.

  1. What is the problem that the organization needs to solve?
  2. What are the restrictions that need to be considered?
  3. Is the time and money invested in solving the problem worthwhile?

So for our analytics moonshot of upskill training half a million Filipinos in the next five years, we need to start with a project management approach. So here are some considerations for our BRD:

  1. The organization (AAP.PH) and its growing legion of partners needs to facilitate the large scale training of 100,000’s of Filipinos with Data Science and Analytics (DSA) skills in the very near future. If we succeed, the economic growth of the Philippines will have a much higher chance of continued to success in a world besieged by changes from new technologies. If we fail, then I see the change of continued economic growth and prosperity being much harder of achieve here in my adopted home. So we start our scope with the audacious goal: upskill train 500,000 Filipinos to be DSA enabled professionals by the year 2022.
  2. There are many restrictions that we need to consider. Not enough experts able and willing to conduct the trainings. Not enough schools able to educate students in DSA skills. Not enough teachers with DSA knowledge. Lack of awareness among decision-makers in government, in business and in academia. The diversity of needs, with skill requirements all across the spectrum from simple reporting using excel to complex data science and predictive analytics, Nationalism and attempts to slow or reverse globalization, most interested parties work independently and there is little history of collaboration, and on and on… The only way to address all of these restrictions is share stories based on data to compel Filipinos to become part of our advocacy. The data behind why we need to get better at data is clear, its the acceptance of what the data tells us and using even more data to guide our decision-making that we need to make clear.
  3. What ever time and money investments made into this advocacy will have amazing benefits. Maybe we can’t save all call center jobs from being threatened by A.I., but we can save a lot. Maybe we can’t turn every school into an engine that produces DSA skills graduates ready to contribute day one, but we can empower a lot. And maybe we can’t help every Filipino business infuse for DSA into their processes, but we an help 1,000’s. The time is now, The money is there. We just need to line things up so that our moonshot succeeds. And when we do, the Philippines will be a world hub for analytics unlike any other nation, primed and ready to deliver world class DSA services both domestically and abroad.

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Analytics Leadership – DMAIPH is a founding member of the Analytics Association of the Philippines (AAP.PH) and specializes in arming the Data-Driven Leader with the tools and techniques they need to build and empower an analytics centric organization. Analytics leadership requires a mastery of not just analytics skill, but also of nurturing an analytics culture. We have guided thousands of Filipino professionals to become better analytics leaders. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to discuss a uniquely tailored strategy to ensure you are the top of your game when it comes to Analytics Leadership.