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© Sivantos Pte. Ltd. 2017. All rights reserved.
Sivantos is a trademark licensee of Siemens AG
Talent Acquisition, Engagement and
Development : A Practitioners Take
on Analytics.Jayesh Menon, CommunicAsia2017 Summit , 22nd-25th May 2017, Marina Bay Sands, Singapore
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Setting the stage
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The context
Where we are?
The need
The content
The evolution of talent analytics
The tools
Experience
Learnings
Sharing
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The context
jayhr.participoll.com
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http://jayhr.participoll.com/
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Talent analytics and HR professionals: The current state
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Source :CLC HR data is exploding – 95% of senior HR leaders
plan to increase their investments in HR data
and analytics in the next two years. But,
globally, HR analytics are missing the mark –
only 8% of senior HR leaders believe they’re
getting significant returns on those same
analytic investments.
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The need for analytics….?
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“The fundamental problem the HR function faces is a lack of relevance, not a lack of data,”
Dr Alec Levenson, Center for Effective Organizations at the University of Southern
California.
Evidence based HR!!!
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The value of talent identification tools
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Smoking/ Cancer Bypass surgery/
Survival
Brufen /Pain
reduction
Viagra /sex Robust Talent tools/
Job Perf
.0.8 .0.8
.0.14
.0.38
.0.40
Not scaled
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An example not long ago……
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The Evolution of Talent Analytics
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Source: The Bersin by Deloitte
HR should be just Hard
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How dynamic is our high performing group?
© Visier, Inc. All rights reserved. Visier and the Visier logo are trademarks of Visier, Inc. [Simulated Data]
Views expressed are my own and not necessarily that of micron, and data points may be
simulated.
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What is the summary of employee movement?
© Visier, Inc. All rights reserved. Visier and the Visier logo are trademarks of Visier, Inc. [Simulated Data]
Views expressed are my own and not necessarily that of micron, and data points may be
simulated.
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Longitudinal data on employee engagement factors
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How are the applicants progressing for a requisition?
[Simulated Data]
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The Experience
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Analytics may tell you the truth… even if you don’t like it!
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What would be the key stumbling blocks for implementing talent analytics
A. Cost
B. Culture
C. Leadership
D. Competency
E. HR credibility
F. Others
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0A B C D E F
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Convincing the business…
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Experience - Employee Engagement -Regression Tree
Visual
People in our organization trust and respect each other.
1 – Strongly Disagree 5 – Strongly Agree
[Simulated Data]
Views expressed are my own and not necessarily that of micron, and data points may be
simulated.
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Building the analytics competency
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