The Rise of People Management Analytics

Presented by: Mario Faria

Head and Chief Data Officer CDO, Inc.

@mariofaria cdo-inc.com

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About Mario Faria

•  Mario was one of the first Chief Data Officers in the world

•  Acting as a CDO for the last 5 years in North America, South America, Europe and Asia

•  Passion : Bring order to the chaos

•  Leader of teams working in Analytics, Data Monetization, Data Quality, Data Governance, Operations and Business Architecture

•  Motto: “If you do not treat people, technology and data as economic assets, they will become liabilities”

Mario Faria Twitter: @mariofaria Head and Chief Data Officer CDO, Inc. http://www.cdo-inc.com/

Using your second most important asset

(data), to manage your most important asset

(people) to drive business performance

In  May  1915,  The  Boston  Red  Sox  Babe  Ruth  pitching  debut  and  his  first  home  run,  but  …  

The  Rex  Sox  lost  to  the  NY  Yanks    

Using  data  strategically  is  a  journey  

Drivers of Disruption

Social Media

Mobile

Cloud Computing

Analytics (aka Big Data)

Internet of Things

pplkpr is social media + analytics + IoT

Hitachi Business Microscope uses sensor technology to

measure and analyse company communication and activities

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Data is the oil of the 21st century

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Analytics is transforming data assets into competitive insights, that will drive business decisions and

actions

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Data, Information, Analytics, Business Intelligence and Performance Management

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Analytics is about customer centricity

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Deep X Operational Analytics

•  Deep Analytics –  Few users –  Complex queries –  Worried about response time –  Dedicated data marts

•  Operational Analytics –  Lots users –  Simple queries –  Worried about throughput –  Real time data flow

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The Hawthorne Effect (1924-1933), at a Western Electric factory outside Chicago

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“Measurement drives behavior, and if we don’t understand how, it drives

behaviors in mysterious ways”

by Frank Buytendijk, Beingfrank Research, Sept 2012

1.  Understand the decision making process 2.  Understand what the many frameworks in

measurement do for us 3.  Understand what can go wrong 4.  Understand the culture

We  have  become  great  on  using  AnalyIcs  for  MarkeIng  and  sIll  struggle  to  use  it  to  

manage  talent,  the  most  important  asset  

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Most HR Data Is Bad Data “Systems we currently use to reveal our people only obscure them. We will have to redesign almost our entire suite of talent management practices. Use data on which you can actually run a business” Marcus Buckingham, Founder of TMBC https://hbr.org/2015/02/most-hr-data-is-bad-data

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The critical path to success : Finding and keeping the right people

Google : treating staff well increases employee

satisfaction

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Business stakeholders and HR professionals should work together on finding, attracting

and retaining the right teams

People  Management  AnalyIcs  is  responsible  for  transforming  data  assets  into  compeIIve  insights,  for  talent  aLracIon,  retenIon  and  increase  of  performance,  driving  business  decisions  and  acIons,  using  people,  processes  

and  technologies  

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What you need to understand about People Management

Analytics •  Projects are happening •  Data is changing how companies

compete in the marketplace •  They are business projects •  Talent is an scarce resource •  A new breed of professionals is in

need

Source  :  Josh  Bersin,  Big  Data  in  HR:  Why  it's  Here  and  What  it  Means  ,  November  17,  2012    

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The Geeks Arrive In HR

Source : Josh Bersin, Forbes, February 2015

The  rise  of  the    Talent  AnalyIcs  Professional  

   

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Talent Analytics Job Role •  Define, prioritize and plan the analytics

programs and projects impacting the organization

•  Work very close with HR and the stakeholders •  Conceptualize, create and maintain dashboards •  Must have HR, Finance, Analytics and IT

knowledge •  Provide exceptional customer service

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Data  Mining  is  the  exploraIon  and  analysis  of  large  quanIIes  of  data  to  discover  

meaningful  paLerns    and  rules  

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The Data Mining Goals •  Explain the past •  Predict the future

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Achieving Competitive Advantage on People Management Analytics

 Accessing  the  data  maturity  level  of  your  organizaIon  

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Is it possible to enhance Business Performance using People Management Analytics, or is it the other way around?

CreaIng  a    Business  Case  for  a  People  Management  AnalyIcs  Program  

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Market Size

•  In 2014, US$ 4 trillion dollars spent on payroll

•  How about spending 0.1 % ? •  It can be easily a US$ 40 Bi market

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People Management Analytics drivers

•  Grow revenue •  Save costs •  Increase productivity •  Manage risks

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1.  Planning together with the stakeholders 2.  Clear definition of roles and expectations 3.  Success metrics 4.  Methodology 5.  Data 6.  Architecture 7.  Governance 8.  Applications 9.  User interface 10. Technology

The priorities in a People Management Analytics program

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How to start

 The  Steps  to  Implement  a  People  Management  AnalyIcs  Program    

 Step  1  –  CreaIng  a  long-­‐term  People  Management  AnalyIcs  program  with  

regular  quick  wins  

 Step  2  –  Pu[ng  together  the  best  

team  you  can  find  

 Step  3  –  ExecuIve  Support  

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Executive Support

•  Talk the business language •  Frequent and regular

communication •  Go to the Gemba •  See yourself and your team as

a services organization •  Always have the ROI equation

ready

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From good to great People Management Analytics

professionals

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Technology alone is not the answer

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Land of Confusion

Chief  Data  Officer  (CDO)  /      Chief  AnalyIcs  Officer  (CAO)  /  

Lead  Data  ScienIst        

By  2015,  25  %  of  Large  Global  OrganizaIons  Will  Have  Appointed  Chief  Data  Officers  

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The Federated Data & Analytics Organization

Align with business first; then optimize technical functions

Some bonus tips and

recommendations

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Start where it hurts the most

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Learn from mistakes

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Be flexible and adapt to changes fast

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Looking ahead …

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People Management Analytics Teams

•  Focus on the execution •  Well-defined and realistic

scope •  Put all activities on the

schedule •  Budget control

Conclusions  

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People Management Analytics

•  Attract •  Retain •  Drive Performance

Create a business case on how your company can profit from it

How  did  some    

organizaIons  become  data  

driven  ?  

How prepared is your business to use

People Managament Analytics ?

Time

People

Technology

Right  People  Right  Data  

Right  Technology      

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Is your company exploring the People Management Analytics opportunities

better than your competitors?

Factors  that  influence  HR  Analy4cs  

•  A5ract  •  Retain  •  Drive  Performance  

Objec4ve  :  how  companies  can  profit  from  it  ?  

Mario Faria http://www.cdo-inc.com www.slideshare.com/fariamario Twitter : @mariofaria mario.faria@cdo-inc.com +1 (425) 628-3517