There's no good data.
Only bad and very bad data.
Disparate across multiple systems
One organization: simple request for headcount report
150+ separate databases
6 week delay
(3 weeks for snapshot, 3 weeks to process)
If a company is moving, reorganizing, restructuring, you need data less than 1 week old
how many people have it,
where, does it impact location, etc
In an executive meeting, the president of a business unit says a consulting firm they hired says to reorganize
The executive team thinks this is immediate
Reality: this involves hundreds of transactions to move people around, change titles, etc.
Someone has to make these changes
CEO asks how many employees they have by congressional district and what their salary is
Most companies can get who you are, your salary, your performance in a day
Data warehouse delays ~= 1 day
HCA roles are more important now than ever
Head of analytics is 2 levels away from CHRO
If responsible for all HC analytics (talent, learning, comp, etc), may report directly to CHRO
Integration, full suite
Good for self service, automation, standardization
People analytics focus, on-demand analytics
Good for predictive analytics, workforce planning
BUY: Done > perfect
BUY: Lots of tools already exist
BUILD: Beware of algorithmic bias
BUY: Speed to market
Use tools to inform decisions
Where Human Capital Analytics can focus its efforts
Right people, right job, right time
Need a workforce aligned to the business strategy
(Strategic Workforce Planning)
What am I willing to change?
(comp, recruiting, etc.)
What's my willingness to adjust to market forces?
How good are these strategies working?
Is WFH working?
Let’s measure it
Improve employee engagement
Let them be in charge of their own career
Intersection of business, technoloy, human capital
Human capital consulting