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.

OFW Recruitment Analytics = Zero Hits on Google

So in a few weeks I will be speaking at an event for OFW Recruitment Agency owners, managers and recruiters.

I didn’t expect to find much data on how analytics is used to measure effectiveness and to optimize the OFW recruitment process, but I was kinda hoping something might pop up.

So questions I’m hoping to find some insight into:

  1. Do agencies find value in retaining or re-contracting OFWs for additional employments?
  2. Do agencies use any analytics in their demographic profiling to recruiting certain types of OFWs from targeted geographic, social economic, religious, or live of education groups?
  3. Do agencies have data on how they stack up next to competitors who are filling similar requirements?
  4. Do agencies have internal business data that is used optimize operations.

My gut tells me although you’d hope I here yeses in response to these questions, most agencies would actually answer with a no.

Just on the off chance anyone knows of any studies, research projects or public data on analytics and OFW recruitment, thought I would share this.

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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.

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.

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. 

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.

HR & Recruitment Analytics: Win The Talent War (Mar 28 in Ortigas)

Updated 11/19/16

It’s pretty clear to anyone who is paying attention that the current talent acquisition challenges facing BPO’s in the Philippines is getting worse at an alarming pace.

This trend is echoed across the planet as we have had a global failure in approaches to preparing the youth for the careers we need them to fill. There are several initiative underway in the Philippines to address this, but at this point its just a drop in the bucket when you look at the projections for talent with analytics skills, management potential and a strong work ethic.

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Check out our next training on March 14 in Ortigas. Here is the link >>>

I recently came across this post on LinkedIn that outlined 5 things that we need to work together to do to make sure the generation hitting the workforce now and especially the generation now in school, ready for prime time.

The talent shortage is particularly serious at the middle-management level as companies dither over how to develop high-potential entry-level employees into more senior roles within their organisations.

Solving it requires planning for the long-term and building a talent investment strategy into the corporate culture, which suggests that solving the talent shortage calls for new thinking, new approaches, and collaboration on an industry-wide scale.

Relying on the traditional education path – universities – to fill the talent needs won’t work because that will take years. We a faster solution – one that combines a multi-pronged approach, and one that is collaborative across all players in the business.

The article concludes with five ways of helping to solve the talent crisis threatening companies small and large all across the globe.

  1. Industry collaboration: Industry leaders joining forces to work with universities, colleges and trade associations to develop specific education programs to fill the expected openings.
  2. Expanded in-house and external education options: A growing number of firms are developing their own education programs making full use of senior existing internal expertise.
  3. Job rotation programs: A ‘talent exchange’ rotation to promote cross-functional development, which would also keep employee interest.
  4. Formalised knowledge transfer: Capturing people’s knowledge before it “literally walks out of the door” into retirement.
  5. Becoming an employer of choice: Taking steps to ensure that the company is an attractive place to work by providing competitive salaries linked to a valued career path.

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DMAIPH can help you by consulting with your management team on how to get ahead of the curve, by providing training to your team on how to optimize your talent acquisition an retention programs and/or by providing you with talent to fill your open positions.

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.

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.

HR & Recruitment Analytics: Getting “IT”

HR Data is integral to the success of business strategy.

HR Data Analysis can drive decision-making and not just align, but shape business strategy.

HR Data and Analysis that uses Data Visualization and feeds Business Dashboards is enchanting to decision-makers.

When you have IT in your HR Analytics process you are enchanting. That should be your goal.

So how how exactly do you align your HR data to the business strategy.

  • Have the 3 T’s (talent, tech and technique)
  • Use the 3 I’s (identify, inventory and integrate)
  • Make Friends
  • Think Outside the HR Box
  • Keep Your Data Lake Clean
  • Share Your Data and Analysis
  • Visualize and Enchant

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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.

HR Predictive Analytics is the Next Big Thing in Talent Management (Mar 28 in Ortigas)

Predictive analytics are a rapidly upcoming trend in Human Resources.

Even though a lot of people talk about predictive analytics in HR, hardly any organizations are really able to tie success in HR with success to the bottom line. By applying predictive analytics to business data, HR should be able to add value as a strategic partner that relies on proven and data-driven predictive models, instead of relying on gut feeling and soft science.

Last year, Towers Watson found that one in three organizations planned to increase spend on their HR function by more than 20 percent, and HR data and analytics tools rated as one of the top areas for investment.

However, just looking at HR data in isolation does not represent the best opportunity to make an impact. In fact organizations today need to be able to use predictive analytics for a wide range of functions, especially to:

  1. Measure employee engagement and workforce perceptions
  2. Predict employee turnover
  3. Predict employee performance
  4. Monitor impact of business interventions

This learning session is specifically designed to provide HR teams with a strategic road map to bring together all the relevant data in a business and to use it to predict successful outcomes. Join us March 14, 2017 in Ortigas. HR Predictive Analytics is just one of the topics we will discuss. Click here for more info >>>

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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.