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- Valentin Goldschmidt
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1 GOOD AFTERNOON PEOPLE ANALYTICS Dr. Sjoerd van den Heuvel Hoppakee, in 35 minuten! Wat is dat, People Analytics? Stand van zaken in People Analytics Wat kun je ermee als organisatieadviseur? Do s en don ts in People Analytics xxxxxxxxxxxxx 1
2 Leading in People Analytics education & research Leading in People Analytics education & research xxxxxxxxxxxxx 2
3 Wat is dat, People Analytics? xxxxxxxxxxxxx 3
4 Talent Analytics Workforce Analytics HR Analytics People Analytics Onze visie People Analytics is een denkkader voor het systematisch identificeren van de human capital factoren die bepalend zijn voor organisatie-uitkomsten, om hiermee duurzaam waarde te realiseren voor de organisatie (HU, 2018) xxxxxxxxxxxxx 4
5 Stand van zaken in People Analytics The wall xxxxxxxxxxxxx 5
6 Metrics/Ratios Benchmarks Scorecard Surveys Correlation Causation Prediction What degree of People Intelligence best describes your organization s current situation? What degree of People Intelligence would you like your organization to achieve in the next 5 years? Metrics/Ratios Benchmarks Scorecard Surveys Correlation Causation Prediction What degree of People Intelligence best describes your organization s current situation? What degree of People Intelligence would you like your organization to achieve in the next 5 years? xxxxxxxxxxxxx 6
7 People Analytics value chain Opinion Data Metrics Analytics Insights Actions Mijn organisatie zou zich verder moeten ontwikkelen op het gebied van HR Analytics Bron: HU & AWVN, 2018 xxxxxxxxxxxxx 7
8 Wie zouden volgens u het voortouw moeten nemen in de ontwikkeling van kennis, vaardigheden en attitudes op het gebied van HR Analytics? Bron: HU & AWVN, 2018 Hoe ver is uw organisatie volgens u qua volwassenheid in HR Analytics als u een keuze moet maken uit onderstaande niveaus? Operationele rapportage (primair reactief, periodiek opgeleverd, standaard rapportages) Geavanceerde rapportage (primair proactief, toegespitst op actuele behoeften, maatwerk) Geavanceerde analyse (statistische analyses, correlaties, regressieanalyses, significatie scores) Voorspellende analyse (voorspellingen op basis van geavanceerde statistische analyses) Bron: HU & AWVN, 2018 xxxxxxxxxxxxx 8
9 Wat kun je ermee als organisatieadviseur? Case 1: Improving Graduate Recruitment Graduate Recruitment Process Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step graduate applications 83%of top 180started at the company as a graduate Outcomes -Hire or no-hire decision -Job performance -Potential -Retention xxxxxxxxxxxxx 9
10 Case 2: Predicting Employee Turnover Personality Element? Element? Element? Element? Element? Element? % employee turnover Blue collar workers Crisis time Outcome -Employee turnover (leading to lower recruitment costs) Typische People Analytics vragen Which employee-characteristics are best predicting their sales? What are the key predictors of undesirable employee turnover? (and what are the potential costs reductions?) When does an increase in satisfaction / commitment / engagement not result in a further increase of employee performance? Which elements of the recruitment process are the best predictors of performance/potential? What leadership characteristics result in the best performance (sales, product development, absenteeism, innovation, collaboration,...) xxxxxxxxxxxxx 10
11 Do s en don ts in People Analytics Governance xxxxxxxxxxxxx 11
12 xxxxxxxxxxxxx 12
13 xxxxxxxxxxxxx 13
14 linkedin.com/in/sjoerdvandenheuvel/ Stortytelling xxxxxxxxxxxxx 14
15 xxxxxxxxxxxxx 15
16 Technology xxxxxxxxxxxxx 16
17 Process xxxxxxxxxxxxx 17
18 Theory Deductive e.g. testing Generalizations Hypotheses Inductive e.g. exploration Data xxxxxxxxxxxxx 18
19 Capabilities xxxxxxxxxxxxx Source:Patrick Coolen and Auke IJsselstein (2015) A practitioner s view on HR analytics 19
20 Broad knowledge Systematic researcher Strategic advisor Technology selector Normative professional People expert T-shaped PEOPLE ANALYTICS Professional Deep specialization Ultimate goal.. xxxxxxxxxxxxx 20
21 DR. SJOERD VAN DEN HEUVEL INSTITUTE FOR LABOR & ORGANIZATION UNIVERSITY OF APPLIED SCIENCES UTRECHT PADUALAAN 101 POSTBOX AJ UTRECHT linkedin.com/in/sjoerdvandenheuvel/ xxxxxxxxxxxxx 21
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