Big Data in HR. The big questions being asked
|
|
- Corey Ramsey
- 8 years ago
- Views:
Transcription
1 Big Data in HR The big questions being asked
2 The big questions being asked Everyone s talking about big data but what does it mean for HR and for HR professionals? How can HR harness big data insights to help make better informed business decisions? How useful is big data to the HR function in anticipating and predicting workforce trends? Can big data help HR professionals (HRPs) establish themselves as strategic partners in their organisations? The value of an HR big data initiative depends on the usefulness of the insights it creates. Executive Summary HR big data like big data in any other field of business is all about offering businesses insight about their operations. But ultimately, the value of an HR big data initiative depends on the usefulness of the insights it creates. Embracing big data and HR analytics will allow HRPs to engage more knowledgeably as strategic partners to the business. HRPs need to be more data fluent. Big Data presents a challenge to the HR profession s adoption of HR analytics - and more and more HRPs are acquiring the necessary mindset and skills. Traditionally, HR data has been disorganised: distributed across multiple functions within an organisation and often across multiple databases or systems. Cleansing and structuring data is the first step to adopting HR analytics and this is a major challenge. But data is not the whole story. HR s relationships (networks) and experience will continue to play central roles in shaping the future of organisations. 2 Big Data in HR
3 Finding answers to the big questions In April 2014, ADP brought together some of Europe s leading HR thinkers and practitioners to consider these questions and suggest some answers. The HR Question Time panel Maria Black, President of ADP TotalSource Dr. Max Blumberg, Research Fellow at Goldsmiths, University of London; and Founder, Blumberg Partnership Dr. Anthony Hesketh, Senior Lecturer and Associate Professor, Lancaster University Management School Matt Stripe, Group HR Director UK & Ireland, Nestlé Trevor Townsend, Product Director, ADP UK Chair: Jackie Murphy, Managing Director, Flagship Consulting Big Data Question Time panellists (left to right): Max Blumberg, Maria Black, Matt Stripe, Anthony Hesketh and Trevor Townsend This ADP Perspective paper captures the main points of a thoughtprovoking and fast-paced discussion. It catalogues the chief topics addressed by the ADP HR Question Time panel, and offers some key insights to take the debate forward. There was consensus on issues such as the value of big data in helping HRPs and their peers gain a clearer view on key people factors like talent management. Everyone could agree on the need for HRPs to become data fluent : to understand the language of big data and be comfortable speaking it. But there was also a lively diversity in views, particularly on whether the adoption of big data could enhance the status of HRPs within their organisations. Big Data in HR 3
4 Big data defined it s all about value Steering away from technical definitions, the panel preferred to talk about big data in terms of outcomes. Big data is clearly on the business agenda, and impressive claims are made about its potential to transform every aspect of the organisation 1. But what does big data mean in the context of HR and is everyone talking about the same thing? Steering away from technical definitions, the panel preferred to talk about big data in terms of outcomes. For Dr. Max Blumberg, HR big data means using all the data available to you to improve the performance of your workforce. Agreeing that big data equals better outcomes, Trevor Townsend added that achieving those outcomes depends on how effectively the organisation deploys big data insights. For Maria Black and Matt Stripe, big data s role is in helping leaders make better decisions and providing the evidence they need to support those decisions. As Maria Black said, it is about actually doing something with big data. Dr. Anthony Hesketh challenges the textbook Three V s definition of big data: Volume (there s a lot of it), Velocity (it moves fast) and Variety (it comes from multiple sources). Instead he offered his own modified trio of: Volume, Veracity (i.e. can you trust this information?) and Value (i.e. what is the Return on Insight, how does it help you value your people?) as the pillars of HR big data. Transparency and globalisation drive HR data onto the business agenda "HR big data could prepare companies for transparency [...] giving them insights to drive the appropriate people strategy." Matt Stripe Why is big data so topical right now? For Maria Black, globalisation is the explanation. Competitive pressure compels companies to anchor resource and investment decisions in big data insights to gain competitive edge. For Matt Stripe, a growing need for transparency is pushing HR big data up the agenda. Websites like glassdoor.com the TripAdvisor for job search mean outsiders, such as prospective employees and competitors, can see deep inside a company. HR big data could prepare companies for transparency, helping them make sense of a complex interconnected world and giving them insights to drive the appropriate people strategy. 4 Big Data in HR
5 The other panellists looked to events within the HR function. Dr. Max Blumberg believes the experience of outsourcing is forcing HR to become more organised in its handling of data, and therefore more aware of its value. Dr. Anthony Hesketh detects a growing willingness to allow HR data outside the organisation but within the boundaries of adequate data security. Previously, this information has been seen as too sensitive to share. Meanwhile, some of the panellists warned against being seduced by the hype around big data, with Matt Stripe stressing that big data is fundamentally an evolution of HR reporting, and Dr. Anthony Hesketh arguing that many commentators are in danger of overplaying its potential through what he called big data, no theory. Understanding data can lead to better decision-making Smart executives don t need analytics. Their experience allows them to see value that others don t. Dr. Anthony Hesketh The panel agreed that it would be great if HR big data could help business leaders predict and shape the future. But there were differences of opinion on the ability of big data to fulfil this promise. Matt Stripe is sceptical. Big data provides useful insights into the business today what Matt refers to as the Reveal dimension. It can also drive forward-looking initiatives like Strategic Workforce Planning - the Enhance dimension. But it has limited use in the predictive or Model dimension because there are too many questionable assumptions. Dr. Anthony Hesketh also doubts the benefit of big data in modelling the future. Business leaders should rely on their insight and experience what Anthony terms executive craft. HR analytics cannot substitute for that. Smart executives don t need analytics. Their experience allows them to see value that others don t. Dr. Max Blumberg, however, believes HR big data can shape business outcomes, citing the example of a company which used HR big data to build a demographic profile for recruiting sales teams. Revenues reportedly increased by over 30 per cent in countries that had used the model. Big Data in HR 5
6 Making sense of the numbers: are HR professionals fluent in big data? HRPs need to provide meaningful strategic insights and ask the right questions, so as to understand what is going on in the business and help shape future growth. Matt Stripe A 2013 research project by the CEB 2 revealed that the majority of HRPs do not know how they could use big data or HR analytics to support their work. The panel considered to what extent HRPs possess the numerical and analytical skills to deal with big data. Dr. Anthony Hesketh believes HR tends to talk in PowerPoint, while other functional departments talk in Excel. Besides creating communication issues, he warned that unfamiliarity with numbers could make it difficult for HRPs to make informed decisions about where and how to deploy HR analytics. According to Matt Stripe, HR has not traditionally harnessed metrics effectively. He describes many HR measures as so what? measures, offering up basic numbers about absence and attendance that do not help leaders make better decisions. Instead, he argued that HRPs need to provide meaningful strategic insights and ask the right questions, so as to understand what is going on in the business and help shape future growth. Reinforcing HR s place in the boardroom The status of the HR professional is a recurring theme in the debate on big data. So can big data finally hand HR the key to a permanent position in the boardroom? Matt Stripe disagrees with the premise of the question: The argument about why HR is not in the room is 10 years old. If you re not in the room, you need to ask yourself why. He believes the debate needs to move on. The future demands that HR thinks beyond transactions to encompass strategy, transparency and flexibility. Dr. Anthony Hesketh also detects an evolution in the attitude of HRPs. There s an appetite now among HRPs to be part of the business. And [they] are coming from more diverse backgrounds a lot of HR Directors these days are accountants. In contrast, Dr. Max Blumberg believes HR still struggles to get a place at the big table, but argues that people insights, which are grounded in big data, could allow HRPs to become a regular part of C-suite conversations. 6 Big Data in HR
7 Putting a price on people inputs: HR professionals and the City The new generation of HRDs are going to have to walk around the city justifying why the company is spending money on human capital management. Dr. Max Blumberg Linked to the discussion about the status of HR, and the role of the HR professional as a strategic partner, could the adoption of HR analytics affect a firm s equity valuation? While Dr. Anthony Hesketh is not convinced - The City is driven by KPIs, not PIs - he does believe HR is part of the conversation. With equity analysts primarily interested in optimisation not maximisation ; human capital is nestled in the middle of enabling that, he argued. Dr. Max Blumberg went further, stating that the new generation of HRDs are going to have to walk around the city justifying why the company is spending money on human capital management. Specialist support is crucial The data is all over the place on different business systems and a lot is locked away in people s heads. Trevor Townsend The panel turned to the practical steps HRPs can take to introduce HR analytics. Assembling and structuring HR data is widely acknowledged as an issue: research by the CEB 3 reveals that fewer than one in five companies are satisfied with the ability of their current data management systems. Trevor Townsend sums up the challenge: The data is all over the place on different business systems and a lot is locked away in people s heads. Matt Stripe advises companies intent on deploying HR big data to not underestimate the challenge of finding and organising diffuse information. Cleansing data to make it useful is hard. With the relevant data-sets distributed across different systems it took Matt s team at Nestlé some time to organise the data and put it into a useable format. To make it happen, Nestlé created an analytics team composed of big data specialists with no HR background. We protect the team from HR people who want to HR them. By preserving this functional separation the big data team is free to focus on the numbers and ask the difficult questions. Maria Black underlined the importance of creating a functional divide. Ring-fencing the analytics specialists allows them to focus on the numbers and removes the subjective. Big Data in HR 7
8 Integration is the Holy Grail At ADP, we are having very different conversations today with our clients. HR professionals have changed Maria Black Obstacles to the adoption of big data within HR and the wider organisation is a recurring topic in the big data debate. Numeracy is a key challenge. A survey for HR Review 4 found that 78 per cent of HRPs do not feel they are very effective at HR analytics (the interpretation of HR big data). Dr. Max Blumberg agrees that HRPs must get more comfortable with numbers: You need to be numerate, to sniff out the snake oil and understand the correlations. Among the panel, there was consensus that the HR profession is rising to the challenge of data fluency. For example, CIPD training for HRPs now links big data to strategy, while Matt Stripe has seen signs that new entrants to HR within Nestlé are more confident dealing with data: We re seeing this ability in new entrants to the company, and that wasn t there four years ago. The panel was also keen to stress the importance of integrating HR data with the rest of the business. As Dr. Max Blumberg explained: Not everything is HR. Analytics belongs to the organisation as an integrated whole. The HR department must therefore make sure it works with other departments to gain a holistic view of business performance. There is also an issue of transparency and a need for HR to feel comfortable making its data available to others in their organisation. Dr. Anthony Hesketh made the point that the figures may not show what the HRD would hope and, as a result, collaboration with other areas of the business is all the more important. Despite the challenges, the panel agreed that progress is being made, with Maria Black noting a shift: At ADP, we are having very different conversations today with our clients. HR professionals have changed. Trevor Townsend added that HR consulting and services providers such as ADP are now on hand to help HR professionals put big data to work in their organisations. 8 Big Data in HR
9 ADP has a holistic integrated view of Human Capital Management, which includes technology, as well as addressing people and process aspects of business. Steve Hardy The ADP Perspective on HR Big Data Steve Hardy - VP Global Brand Strategy In most businesses, there are multiple systems which hold various employee information, ranging from spreadsheets to bespoke databases and disparate HR or payroll legacy systems. The challenge of multiple silos gets more problematic as a business grows - a recent ADP Research Institute survey found the average multinational business had more than 22 HR systems many of which were deployed over two decades ago. But as ADP has a holistic integrated view of Human Capital Management, which includes technology, as well as addressing people and process aspects of business, we ve definitely found that alignment of people, process and technology helps drive a more cohesive culture, all focused on the needs of our 625,000 clients. I truly believe Human Capital Management analytics tools will have a major impact on HR. Analysing big data will allow simple questions like how many people do we employ? to be answered in an instant, allowing HR to focus on more strategic business issues. Using big data analytics will enable HR professionals to better anticipate changes in their organisations and to provide leadership teams with real strategic insights. Big Data can also support HR teams in increasing employees performance, while the introduction of analytics may also create new professions within the HR function. Panellist Biography Maria Black Maria is the President of ADP TotalSource and was previously the General Manager ADP UK and brings a C-suite perspective to the subject of Big Data. Maria has been with ADP since 1996 and held several roles before taking on a senior leadership position in Client Services in 2005, where she led a major launch in California. Maria was promoted to General Manager of TotalSource's Western Region in 2008 and expanded this role by combining West and Central regions in 2010 generating revenues of $150million ($685million across 26 offices in 15 states). Big Data in HR 9
10 Human Resources is a key area for Maria who is committed to developing people and fostering leadership opportunities while sharing talent across the organization. Maria has a Bachelor s degree in Political Science and International Affairs from the University of Colorado-Boulder. Dr. Max Blumberg Max is a Research Fellow at Goldsmiths, University of London and founder of the Blumberg Partnership, a group of corporate psychologists who develop human capital analytics techniques by linking HR and business strategies. Some of their clients include the BBC, Rentokil Initial, Barclays Bank, and Friends Provident. In his academic capacity, Max is responsible for developing the CIPD s Human Capital Analytics training programmes. Max is also a regular contributor to the media, and prior to the Blumberg Partnership, he worked as a management consultant at Accenture and founded a technology start-up, before successfully exiting in order to pursue his PhD. Dr. Anthony Hesketh Anthony is the Senior Lecturer/Associate Professor at Lancaster University Management School where he focuses on the impact of human capital and strategy on organizational performance. He has written a number of books about talent and leadership and is the recipient of numerous prizes for his academic work, including the US Academy of Management. More recently he contributed to the Hutton Review of Fair Pay and last year was appointed as an advisor to the Deloitte Analytics Institute. Anthony is currently leading the Valuing Your Talent research project for the CIPD, CIMA and UK government, exploring the financial capitalisation of human resources so HCM. Matt Stripe Matt is the Group Human Resources Director for Nestlé UK & Ireland, and started his career in the defence industry, designing manufacturing facilities for missile systems. He then moved to Human Resources and progressed in a number of roles before joining BAE Systems as Head of Human Resources and Employee Relations for the Hawk Aircraft. During that time Matt spent two years working with Dave Ulrich, Wayne Brockbank and CK Prahalad from the University of Michigan on the future role of Human Resources. In 2003 he joined Nestlé and was promoted three years later to the role of Director of Human Resources for the Nestlé Rowntree Division. 10 Big Data in HR
11 Matt spent two years in Switzerland as Assistant Vice President Human Resources before returning to the UK in August 2010 to take up the role of Group HRD Nestlé UK & Ireland. Matt has a Masters in organisational design and development and is the Chair of the Centre for Performance Led HR at Lancaster University. Trevor Townsend Trevor is ADP s Product Director. Having worked in HR software development for many years, both at ADP and elsewhere, Trevor is regularly sought and widely quoted in the media on self -service, outsourcing, flexible working and other issues facing HR and payroll professionals. Watch the HR Question Time event This debate was filmed before a live studio audience at the Hospital Club, London, on April 2 nd 2014 and is available to view at References 1 Price Waterhouse Coopers, Capitalizing on the Promise of Big Data, CEB 2013 Global Assessment Trends Report. Alpharetta: CEB. 3 HRReview (October 25 th, 2013). 78% of HR managers do not feel they are very effective at workforce analytics. Retrieved March 2, 2014, from HRReview: 4 HRReview (October, 2013). Global survey of 1,300 HR, finance and IT managers, commissioned by SuccessFactors and conducted by the international research firm, Vanson Bourne. Big Data in HR 11
12 Registered office: Syward Place, Pyrcroft Road, Chertsey, Surrey KT16 9JT Tel: Fax: The ADP logo is registered trademark of ADP, Inc. In the Business of Your Success is a service mark of ADP, Inc. Automatic Data Processing Ltd 2014.
WHAT CAN BE MEASURED, CAN BE IMPROVED
WHAT CAN BE MEASURED, CAN BE IMPROVED TAKING A CLOSER LOOK AT YOUR CANDIDATE RECRUITING EXPERIENCE MARIA ROSPLOCH AND THOMAS F. KAMINSKY /02 the nearest exit In an ever-increasing struggle to secure top
More informationThe Success Profile for Shared Services and Centres of Expertise
1 The Success Profile for Shared Services and Centres of Expertise Contents Role and models 3 Great minds think alike 4 Five factors that make the difference 5 Five factors in action 7 What can we take
More informationThe New HR Competencies: Business Partnering from the Outside-In
The RBL White Paper Series The New HR Competencies: Business Partnering from the Outside-In DAVE ULRICH, JON YOUNGER, WAYNE BROCKBANK, AND MIKE ULRICH The New HR Competencies: Business Partnering from
More informationDigital Strategy. How to create a successful business strategy for the digital world.
Digital Strategy How to create a successful business strategy for the digital world. Digital Strategy Overview Every business today needs a digital strategy. Products and services need to be digitally
More informationHR.net the solution to 3i s HR needs
HR.net the solution to 3i s HR needs Introduction 3i is an international investor focused on Private Equity, Infrastructure and Debt Management, investing in Europe, Asia and the Americas. 3i employs
More informationStrategic Human Resource Management Catherine Truss, David Mankin & Clare Kelliher
Catherine Truss, David Mankin & Clare Kelliher Oxford University Press (2012) ISBN: 978-0199583065 Theme of the Book What makes a good HR strategy and how does one develop it? These are just two of the
More informationLaw Firms in Transition: Marketing, Business Development and the Quest for Growth
Law Firms in Transition: Marketing, Business Development and the Quest for Growth A survey of over 100 legal marketers and business development professionals Law Firms in Transition: Marketing, Business
More informationCenter for Effective Organizations
Center for Effective Organizations WHAT MAKES HR A STRATEGIC PARTNER? CEO PUBLICATION G 09-01 (555) EDWARD E. LAWLER III Center for Effective Organizations Marshall School of Business University of Southern
More informationThe Strategic Accountant: A Case for the Cloud
The Strategic Accountant: A Case for the Cloud Contents Executive Summary 3 Executive Summary 5 A Strategic Shift 7 From the Accountant s Perspective Ainsworth & Co 9 Your Opportunity 11 From the Client
More informationThe Success Profile for HR Business Partners
1 The Success Profile for HR Business Partners A global study The HR Business Partner role has been evolving since the 1990s and is now firmly established and well understood within the HR function. What
More informationEMPLOYING BUSINESS ANALYTICS TO ACHIEVE BETTER SALES RESULTS FOR YOUR LEGAL FIRM
EMPLOYING BUSINESS ANALYTICS TO ACHIEVE BETTER SALES RESULTS FOR YOUR LEGAL FIRM David Ricketts and Carrie Morgan 2015 C24 Ltd INTRODUCTION Business generation and customer acquisition is changing within
More informationCity and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1
City and County of Swansea Human Resources & Workforce Strategy 2013-2017 Ambition is Critical 1 Delivering quality services for a safer, greener, smarter, fairer, healthier, richer Swansea Executive Summary
More informationTHE FUTURE IS NOW: HR COMPETENCIES FOR HIGH PERFORMANCE
THE FUTURE IS NOW: HR COMPETENCIES FOR HIGH PERFORMANCE Dave Ulrich Professor,, University of Michigan and Partner, The RBL Group Wayne Brockbank Professor,, University of Michigan Jon Younger Partner,
More informationHarnessing Big Data: The Human Capital Management Journey to Achieving Business Growth
Harnessing Big Data: The Human Capital Management Journey to Achieving Business Growth 2015 ADP Global Human Capital Management Decision Makers Survey CONTENTS Executive Summary... 3 Introduction The Changing
More informationFinance Business Partnering Less than the sum of the parts. Organisational perception of Finance, percentage of respondents agreeing with statements
Finance Business Partnering Less than the sum of the parts Key points Deloitte s research into Finance Business Partnering has analysed the responses of 75 senior Finance executives from UK headquartered
More information16 th July 2015. Data Science: Tips for Success
Data science is a hot topic among business and IT leaders and fulfilling your company s dreams of capitalising on data science can be a daunting task. Our upcoming thought leadership event will feature
More informationKeolis: Accelerating Recruitment with SAP Cloud for HR Solutions
Keolis: Accelerating Recruitment with SAP Cloud for HR Solutions Keolis is a passenger transportation company that s going places but until recently, their HR processes were stuck in neutral. Since going
More informationRethinking Human Resources in a Changing World
Rethinking Human Resources in a Changing World Executive summary kpmg.com KPMG INTERNATIONAL 02 Rethinking Human Resources in a Changing World The value of the Human Resources (HR) function elicits sharply
More informationThe International Human Resources Management Academy (IHRMA) International HRM and the Global Corporation Programme March September 2011
The International Human Resources Management Academy (IHRMA) International HRM and the Global Corporation Programme March September 2011 Programme What are current trends in the staffing of global multinationals?
More informationImproving Employee Engagement to Drive Business Performance
w h i t e p a p e r Improving Employee Engagement to Drive Business Performance A Softscape White Paper May 2008 The Employee Engagement Revelation Executive leaders and human resources (HR) practitioners
More informationTalent & Organization. Change Management. Driving successful change and creating a more agile organization
Talent & Organization Change Management Driving successful change and creating a more agile organization 2 Organizations in both the private and public sectors face unprecedented challenges in today s
More informationLearning and Analytics: Business Briefing
Business Briefing SUCCESSFACTORS / Business Briefing : Business Briefing Why learning with analytics bridges the gaps in your workforce s capabilities, improves performance and delivers a quantifiable
More informationInformation Governance
WHITE PAPER Information Governance Irrelevant, overhead or central to survival? Setting the information governance agenda Table of Contents Introduction... 1 Defining the importance of information governance...
More informationHuman Capital Advantage for Business What is the value of ADP ihcm for HR Directors?
Human Capital Advantage for Business What is the value of ADP ihcm for HR Directors? HR.Payroll.Benefits. ADP ihcm: Rethink Human Capital Management The need for HR to be a true business partner has never
More informationJanuary 2016. Communications Manager: Information for Candidates
January 2016 Communications Manager: Information for Candidates Thank you for expressing interest in the role of Communications Manager. We have compiled this information pack to tell you more about The
More informationHuman Capital Advantage for Business What is the Value of ADP ihcm for CEOs?
Human Capital Advantage for Business What is the Value of ADP ihcm for CEOs? HR.Payroll.Benefits. ADP ihcm: Rethink Human Capital Management The need for HR to be a true business partner has never been
More informationHow to Build a More Sustainable Relationship Between Companies and Employees
Q&A By Elana Varon NO. 32 How to Build a More Sustainable Relationship Between Companies and Employees SAP Center for Business Insight Brief Q&A Case Study Inquiry E-Book 1 To build a higher-performing,
More informationSTRATEGIC HR REVIEW FROM SHARED SERVICES TO PROFESSIONAL SERVICES
STRATEGIC HR REVIEW FROM SHARED SERVICES TO PROFESSIONAL SERVICES Dave Ulrich Professor,, University of Michigan and Partner, the RBL Group Joe Grochowski Managing Director, the RBL Group Copyright the
More informationFor the Public Sector. The Missing Link: Improving your organisation, by linking reward to performance. Presented by:
For the Public Sector The Missing Link: Improving your organisation, by linking reward to performance Presented by: Transforming people management I. Introduction An increasing number of successful, large
More informationTHE VIRTUAL WORKPLACE. By david knight associate partner, kpmg in the uk
THE VIRTUAL WORKPLACE By david knight associate partner, kpmg in the uk 26% of HR Directors and 26% of C-suite say loss of managerial control biggest barrier to adopting virtual employee network 2014 KPMG
More informationFIVE YEAR HR STRATEGIC PLAN 2012/13 2016/17
FIVE YEAR HR STRATEGIC PLAN 2012/13 2016/17 Section 1: Background 1.1 The Human Resources Office underwent a major restructuring exercise in 2011 and is now professionally staffed and grouped into work
More informationA report from the Economist Intelligence Unit. Views from the C-suite Who s big on BIG DATA? Sponsored by
A report from the Economist Intelligence Unit Views from the C-suite Who s big on BIG DATA? Sponsored by Executive summary The way that big data pervades most organisations today creates a dynamic environment
More informationGrow your people. Grow your capability. Grow your business.
50 years of manufacturing education in Cambridge Grow your people. Grow your capability. Grow your business. Executive and professional development for manufacturing and technology companies Education
More informationTalent Analytics. Compare Your Talent against the Best in Your Industry
Talent Analytics Compare Your Talent against the Best in Your Industry How Effective are Your People Strategies? The largest proportion of an organization s expenditure is on its people. But how effective
More informationstra tegy STRATEGY OF SCHOOL OF BUSINESS AND SOCIAL SCIENCES AARHUS UNIVERSITY 2012-17
stra tegy STRATEGY OF SCHOOL OF BUSINESS AND SOCIAL SCIENCES AARHUS UNIVERSITY 2012-17 INTRODUCTION 1. Introduction The strategy of Aarhus University's School of Business and Social Sciences for the period
More informationDeveloping HR Strategies in Public Administration Institutions Recruitment and Retention Strategies and Workforce Plans
Developing HR Strategies in Public Administration Institutions Recruitment and Retention Strategies and Workforce Plans 27th to 29th May 2014 and October 2014 Danilovgrad, Montenegro PROVISIONAL PROGRAMME
More informationTHE CHANGING ROLE OF THE CHRO
A HARVARD BUSINESS REVIEW ANALYTIC SERVICES REPORT THE CHANGING ROLE OF THE CHRO Copyright 2015 Harvard Business School Publishing. sponsored by SPONSOR PERSPECTIVE The datafication of HR is a leading
More informationDELIVERING COMPETITIVE ADVANTAGE
DELIVERING COMPETITIVE ADVANTAGE Talent and the Networked Economy This booklet outlines ManpowerGroup s #RelationshipsMatter programme. Collaboratively delivered through social, mobile and digital, #RelationshipsMatter
More informationUK Corporate Governance Code: Raising the bar on risk management Why this is not business as usual and what you need to do to comply
www.pwc.co.uk/riskassurance UK Corporate Governance Code: Raising the bar on risk management Why this is not business as usual and what you need to do to comply September 2014 The FRC s amendments to the
More informationAuthentic Leadership Coaching
THE DIVERSITY PRACTICE Authentic Leadership Coaching A new leadership paradigm Carol Campayne, Caroline Harper Jantuah, Lori Shook Of all the personal development and leadership interventions available
More informationHR AS A SERVICE: Driving Workforce Competitive Advantage. Drive Workforce Competitive Advantage with HR as a Service
Drive Workforce Competitive Advantage with HR as a Service Drive Workforce Competitive Advantage with HR as a Service 1 Executive Overview What would the transformative impact be in your organization if
More information2016 Survey on Leadership Development. Copyright Borderless - http://borderless.net
2016 Survey on Leadership Development Table of Contents 3 9 Executive Summary About Survey Respondents 15 Leadership Development definition & scope Leadership Development inside organizations 24 36 Leadership
More informationMBA International Human Resource Management
MBA International Human Resource Management www.coventry.ac.uk/londoncampus MBA International Human Resource Management is aimed at professionals and graduates, who would like to develop their business
More informationLike it or not, here I am. Social media and the workplace
Like it or not, here I am Social media and the workplace The figure of 1 billion active users a day as at end- August of this year, i.e. 1 in 7 of the world s population now on Facebook may not be striking
More informationFive Key Principles. Wendy Brooks. Karen Hulme. Director, Hemsley Fraser. Head of Capability Development Hemsley Fraser
Five Key Principles Wendy Brooks Director, Hemsley Fraser Karen Hulme Head of Capability Development Hemsley Fraser Hemsley Fraser 2010 Five Key Principles which Guarantee Business Results Hemsley Fraser
More informationHow To Get A Better At Developing An Application
Whitepaper Rethink application possibilities and align to desired business outcomes EALA results January 2014 2014 Avanade Inc. All rights reserved. Executive summary It s a new world of applications.
More informationACCOUNTANTS FOR BUSINESS. Talent management in a shared services world: 2012 survey
ACCOUNTANTS FOR BUSINESS Talent management in a shared services world: 2012 survey ABOUT ACCA ACCA (the Association of Chartered Certified Accountants) is the global body for professional accountants.
More informationHuman Resource Management. From Wikipedia, the free encyclopedia, June 2011
Human Resource Management From Wikipedia, the free encyclopedia, June 2011 Human Resource Management (HRM, HR) is the management of an organization's employees.[1] This includes employment and arbitration
More informationAccenture Human Capital Management Solutions. Transforming people and process to achieve high performance
Accenture Human Capital Management Solutions Transforming people and process to achieve high performance The sophistication of our products and services requires the expertise of a special and talented
More informationSales Performance Improvement
Sales Performance Improvement The CappcoPartners team manage and improve revenue generation processes by fine tuning the value proposition, implementing demand creation campaigns which drive quality leads
More informationWhy your business decisions still rely more on gut feel than data driven insights.
Why your business decisions still rely more on gut feel than data driven insights. THERE ARE BIG PROMISES FROM BIG DATA, BUT FEW ARE CONNECTING INSIGHTS TO HIGH CONFIDENCE DECISION-MAKING 85% of Business
More informationThe expression better, faster, cheaper THE BUSINESS CASE FOR PROJECT PORTFOLIO MANAGEMENT
Cloud Solutions for IT Management WHITE PAPER THE BUSINESS CASE FOR PROJECT PORTFOLIO MANAGEMENT How Progressive IT Organizations Are Using Hosted Solutions To Deliver On Time, On Budget, On Quota and
More informationWorkforce Analytics The Missing Link in Business Intelligence
Workforce Analytics The Missing Link in Business Intelligence Data A Double-edged Sword Today s business leaders face many challenges that require access to and the understanding of analytics throughout
More informationMaking the Case for Executive Coaching:
Making the Case for Executive Coaching: the most effective development process for creating a high performance culture Guidelines and ideas for clients Oakview CCM Ltd trades as occm, and is registered
More informationDoes Big Data hold the key to talent management? Thought Leadership White Paper
Does Big Data hold the key to talent management? Thought Leadership White Paper Does Big Data hold the key to talent management? If you can t explain it simply, you don t understand it well enough. Albert
More informationEurope: For Richer, For Poorer? Government s Role in Preserving Standard of Living
Delivering Public Service for the Future Europe: For Richer, For Poorer? Government s Role in Preserving Standard of Living Learn about delivering public service for the future by creating high performing
More informationIdentify your future leaders with Kallidus Talent
Identify your future leaders with Kallidus Talent kallidus.com/ Future proof and develop your team and safeguard your organisation Kallidus Talent Talent and succession planning needn t be difficult. Kallidus
More informationExtract of article published in International HR Adviser magazine 2013. The role of HR in global mobility
Extract of article published in International HR Adviser magazine 2013 The role of HR in global mobility Increasingly the regional HR director for Asia Pacific for many large multinationals will be based
More informationDON T GET LOST IN THE FOG OF BIG DATA
DON T GET LOST IN THE FOG OF BIG DATA MERCER S LESSONS FOR SUCCESS IN WORKFORCE ANALYTICS If 2013 has produced a breakthrough technology phrase, it is big data, a fairly vague but forceful term that features
More information2015 2016 HR Systems Survey
2015 2016 HR Systems Survey 18 th Annual Edition Executive Summary Innovation, Insights, and Strategy Conducted by Stacey Harris VP of Research & Analytics Erin Spencer Research Consultant Information
More informationCenter for Effective Organizations
Center for Effective Organizations HR METRICS AND ANALYTICS USES AND IMPACTS CEO PUBLICATION G 04-8 (460) EDWARD E. LAWLER III ALEC LEVENSON JOHN BOUDREAU Center for Effective Organizations Marshall School
More informationHR - A STRATEGIC PARTNER Evolution in the adoption of Human Capital Management systems
www.wipro.com HR - A STRATEGIC PARTNER Evolution in the adoption of Human Capital Management systems FUTURE READY SYSTEM FOR AN INSPIRED WORKFORCE Anand Gupta, Director, Oracle Cloud Services, Wipro Table
More informationEnterprise Performance Management. Getting the value from your digital investments
Enterprise Performance Management Getting the value from your digital investments Fundamentally, Enterprise Performance Management ( EPM ) is about Managing the Performance of the Enterprise. A simply
More informationThe 3 dimensions of HCM: Is your HR designed to operate efficiently?
The 3 dimensions of HCM: Is your HR designed to operate efficiently? Introduction There are many different forms of outsourcing and system delivery models some offer a clear but blinkered view; while others
More informationNational Center for Healthcare Leadership SUMMARY. Health Leadership Competency Model
National Center for Healthcare Leadership Health Leadership Competency Model SUMMARY The NCHL Health Leadership Competency Model was created through research by the Hay Group with practicing health leaders
More informationMobility cost optimisation Managing the whole mobility investment
Mobility cost optimisation Managing the whole mobility investment Extract of article published in International HR Adviser Magazine June 2014 We don t have budget for this! is a common cry from business
More informationMiddlesbrough Manager Competency Framework. Behaviours Business Skills Middlesbrough Manager
Middlesbrough Manager Competency Framework + = Behaviours Business Skills Middlesbrough Manager Middlesbrough Manager Competency Framework Background Middlesbrough Council is going through significant
More informationGeoff Coyle: legacy and prospects for system dynamics
UK Chapter of the International System Dynamics Society Hosts: Department of Earth Science and Engineering, Imperial College Location: Royal School of Mines, Imperial College, London Wednesday 29 May 2013
More informationHelping our clients win in the changing world of work:
Helping our clients win in the changing world of work: Recruitment Process: Why Outsource? A Manpower Insights Paper The future of RPO looks strong despite or perhaps aided by the current global recession.
More informationThe Talent Management Framework
The Talent Framework Executive Summary Josh Bersin Stacey Harris Kim Lamoureux Madeline Laurano David Mallon May 2010 BERSIN & ASSOCIATES RESEARCH REPORT V.1.0 The Talent Framework Executive Summary The
More informationHow to Survive and Thrive in the Application Economy. ca.com
How to Survive and Thrive in the Application Economy 2 RESEARCH PAPER: HOW TO SURVIVE AND THRIVE IN THE APPLICATION ECONOMY SEPTEMBER 2014 How to Survive and Thrive in the Application Economy Executive
More informationBIG DATA - BEYOND THE HYPE
BIG DATA - BEYOND THE HYPE A Study by Interxion MARCH, 2013 FOREWORD IN THIS REPORT Big data, along with cloud computing, is a term that has come to dominate current IT industry debate. With the continued
More informationTo find out more, please contact your Capita consultant or visit www.capita.co.uk/employeebenefits
assure Delivering DC health excellence benefits excellence self- sustaining Good broking alone is not enough to deliver lasting value. There is substantial evidence to confirm that employees value highly
More informationUCDHR. HR Strategy Implementation & Quality Improvement Plan: 2012-2015
UCDHR HR Strategy Implementation & Quality Improvement Plan: 2012-2015 HR Strategy Implementation Plan and Quality Improvement Plan Introduction This Action Plan is a combination of the HR Strategy Implementation
More informationGlobal Mobility Outsourcing
Vodafone Global Enterprise Global Mobility Outsourcing Whitepaper Vodafone Global Enterprise The bottom line: By 2012, the number of mobile workers is expected to reach one billion worldwide (Source IDC,
More informationKenya Revenue Authority (KRA)
Kenya Revenue Authority (KRA) Chief Manager - HR Development and Performance Management Job details Reference Number: KRA/HR02/14 Job Title: Chief Manager - HR Development and Performance Management Supervisor:
More informationThe Rising Opportunity for CMO-CIO Collaboration in the Pharmaceutical Industry
Accenture Life Sciences Rethink Reshape Restructure for better patient outcomes The Rising Opportunity for CMO-CIO Collaboration in the Pharmaceutical Industry Demographics Life Sciences Pharma/Biotech:
More informationWHITE PAPER November 2013. TechInsights Report: Enterprise Mobility It s All About the Apps
WHITE PAPER November 2013 TechInsights Report: Enterprise Mobility It s All About the Apps 2 ENTERPRISE MOBILITY IT S ALL ABOUT THE APPS ca.com Executive Summary It s time for IT to turn the tables. Instead
More informationThe Internet of Things
is a new series from Boyden on how M2M technologies are changing industrial, consumer and healthcare companies and financial institutions. In this first edition, on the Industrial Internet of Things (IIoT),
More informationThe Search for Human Capital Management Tools: What fits your organization?
The Search for Human Capital Management Tools: What fits your organization? Presented by: Mary Lou Drake, SPHR and Justin Fansler of DRAKE & Associates, Ltd. NC-IPMA Southern Regional Conference The Search
More informationLeicestershire Partnership Trust. Leadership Development Framework
Leicestershire Partnership Trust Leadership Development Framework 1 Leadership Development Framework Introduction The NHS in England is facing a period of substantial change in light of the recent Government
More informationExecutive Diploma in Digital Marketing
Executive Diploma in Digital Marketing Achieve More We encourage our students to challenge their thinking, to extend their boundaries, to strive for excellence. We create a positive environment where ambition
More informationAdvantage HCM for Oil and Gas An affordable workforce management solution for improved corporate performance
Advantage HCM for Oil and Gas An affordable workforce management solution for improved corporate performance Registered 2 Advantage HCM for Oil and Gas The oil and gas workforce challenge Achieving a more
More informationENHANCING PERFORMANCE MANAGEMENT: THE VALUE OF STAFF APPRAISALS A BUSINESS INSIGHT REPORT BY KAPLAN
ENHANCING PERFORMANCE MANAGEMENT: THE VALUE OF STAFF APPRAISALS A BUSINESS INSIGHT REPORT BY KAPLAN 1 INTRODUCTION In 2014, leading global education and training provider Kaplan carried out a survey among
More informationFinance Transformed. Changing the focus Finance Business Partnering
Finance Transformed Changing the focus Finance Business Partnering Contents Out of the shadows of the back office 1 Striking the right balance in finance 2 Finance finds multiple barriers to becoming a
More informationThe Diversity Hiring Playbook
Talent Solutions The Diversity Hiring Playbook How to Find, Hire, and Keep Top Diverse Talent talent.linkedin.com 1 Table of contents Intro 03 03 Hire Them 09 01 Get Commitment 04 04 Retain Them 12 02
More informationMedical leadership for better patient care: Support for healthcare organisations 2015
Medical leadership for better patient care: Support for healthcare organisations 2015 1 Our vision is to see and inspire excellence in medical leadership and drive continuous improvement in health and
More informationMSc in Human Resource Management
MSc in Human Resource Management Distance learning degree qualification GLOBAL STUDY GLOBAL RECOGNITION 1 2 So many people have started these programmes and within just a few months they are almost different
More informationCopyright 2014,Oracle and/or its affiliates. All rights reserved. Oracle Confidential Restricted
10/30/2014 Insightful HR Modern Analytics in Practise Näkemyksellinen HR Moderni analytiikka käytännössä Ewa Tawaststjerna Nordic Business Development, Oracle Henry Foorumi 2014 Copyright 2014, Oracle
More informationORGANIZED FOR BUSINESS: BUILDING A CONTEMPORARY IT OPERATING MODEL
ORGANIZED FOR BUSINESS: BUILDING A CONTEMPORARY IT OPERATING MODEL Time is running out for the traditional, monopolistic IT model now that users have so many alternatives readily available. Today s enterprises
More informationEmpowering your workforce. The benefits of devolved HR
Empowering your workforce The benefits of devolved HR What is devolved HR? In a nutshell, devolved HR refers to the passing of certain responsibilities from HR managers to non-hr line managers throughout
More informationCreating a Brilliant Future Requires High Aspirations and Stellar Execution
Creating a Brilliant Future Requires High Aspirations and Stellar Execution Implications for Organizational High Performance and the Role of Human Resources John Loya University of Illinois Human Resources
More informationBuilding Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition
Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition The NHS Leadership Academy s purpose is to develop outstanding
More informationSUSTAINABILITY & EMPLOYEE ENGAGEMENT
SUSTAINABILITY & EMPLOYEE ENGAGEMENT The State of The Art By John Davies VP Senior Analyst, GreenBiz September 2014 Finding Common Ground with HR Sustainability professionals usually think of their challenges
More informationHuman Resource Management Flexible, configurable and easy to use
Human Resource Flexible, configurable and easy to use Candidate Selection, Credentials, On Boarding, Develop, Performance, Competency, Health & Safety, Retention, salary Replacement, Qualifications, Induction,
More informationCustomer Relationship Management
IBM Global Business Services CRM Customer Relationship Management Solutions from IBM Global Business Services Do you really know your customers? How do they like to interact with you? How do they use your
More informationRevised Human Resources Strategy
Background Revised Human Resources Strategy WHO is a knowledge-based organization, and depends on a highly skilled, flexible and motivated workforce 1 1. The HR strategy currently in effect, Build One
More informationBy prof. Dr. shlomo ben-hur. IMD: 35+ years of board education experience
The Fragile State Of Talent Management By prof. Dr. shlomo ben-hur FEBRUARY 2013 IMD: 35+ years of board education experience The IMD Global Board Center Mission: helping your board be its best IMD has
More informationFáilte Ireland Sales Academy. The Fáilte Ireland International Sales Management Programme The Fáilte Ireland Sales Excellence Programme
Fáilte Ireland Sales Academy The Fáilte Ireland International Sales Management Programme The Fáilte Ireland Sales Excellence Programme PROGRAMME OVERVIEW The very best tourism professionals are strategically
More informationThe Recruitment Quotient:
ADP Research Institute The Recruitment Quotient: Raising Your Talent IQ Contents 3 Introduction 4 Candidates Expectations: Higher Than You Might Expect 5 Employment Brands, Social Media, and the Consumerization
More information