Pfizer Talent Analytics Journey May 2015 An Exciting Time to be - - PowerPoint PPT Presentation

Pfizer Talent Analytics Journey

May 2015

An Exciting Time to be Part of HR

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We as a function are rapidly getting better and better at using information insights to make faster, higher quality workforce decisions

• Better talent matching and selection processes
• Improving existing HR programs and processes
• Forecasts and strategic workforce plans aligned to short,

medium, and long term business needs

Evolution of Global Workforce Intelligence

Pfizer’s Four Imperatives

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• In January 2011, Pfizer Chairman & CEO Ian Read

established these four imperatives to guide the company’s work.

Fix our innovative core and generate medicines that profoundly impact health Make the right capital allocation decisions that maximize value and enhance shareholder returns Earn greater respect from society Create an

• wnership

culture

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A Little Bit About HR Activity at Pfizer

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• 7 Divisions: Established Products, Innovative Products,

Vaccines/Oncology/Consumer, Medical, Global Supply, R&D, Enabling Functions/Corporate

• Workforce in 95 different countries across the globe
• Frequent large scale acquisitions and divestitures and internal

reorganizations and restructuring

• Passionate focus across HR on building an ownership culture (Pfizer

Imperative #4)

• Embracing and facilitating shift in workforce demographics, including

geographic and generational

GWI Mission

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Establish Pfizer HR as a leader in evidence based decision and discussion by building analytical capability and blending qualitative and quantitative perspectives across the HR function, to help measure progress on workforce strategies and increase the value of human capital at Pfizer

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FACTS AND REPORTS ADVANCED ANALYTICS

GWI Services

• Optimization and Forecasting
• Use of advanced

mathematical modeling and statistical techniques in decision making

• Program Evaluation and ROI
• Provide evidence based

consultation and share results with a story telling approach

• Global Data Reporting
• Global

M&A/Reorganizations Support

• Research internal and

external data variables

• Infographic and data

visualization technology

Capability Building in Isolation Analytics Capability

In our experience, the HR profession as a whole has largely tried to build analytics capability in isolation, without building competency to make the most of the capability across the full HR function

HR

Data Collection Analysis & Consultation

Data Elements & Source

Quantitative vs Qualitative

Question

Client Discussion

Conceptual Model

Hypothesis testing Storytelling Action Plans

Research Model

GWI Methodology

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Our analytics methodology applies a multi-step model to answer key business questions

Action Plan & Measurement

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Two Year Journey

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2014 2015

Formed GWI Team & Introduced Advanced Analytics Capability Developed the GWI Methodology Assessed Technology Landscape & invested Introduced service delivery model Engaged with external data science think tank groups Global M&A facts and reporting activities Support global projects & provide evidence based consulting Invest in external research groups, data science, & predictive analytics Prioritize demand for GWI studies through selective awareness campaigns Data Visualization & Infographics Make all work actionable; a heavy focus

• n follow up

Talent Analytics through the Employee Cycle

Our Project Portfolio

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Our Analytics projects cover the entire scope of the Talent Lifecycle –from Hire to Separation and all transitions in between, combining internal variables with external research for insights on our employees

Turnover and Impact Predictions (Non) compliant behavior prediction- decision trees Compliance prediction using decision trees Impact of workplace design on workforce behavior Increased robustness

• f

succession plan health measures Headcount forecast and predictions

The Future of HR Talent Analytics

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Future of GWI

Investment in Technology Investment in Analytics Capabilities Investment in Partnerships

Access to External Data– Talent Neuron, HiQ Machine Learning Working with Data Science- Data Robot Automation & Self- Service Headcount Optimization Project Visualization Enabling Technology HR as Analytics Champions Collaborate with Business Analytics Enhanced Capabilities & Pooled Resources

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Summary

• The approaches we’ve described are what works for our team
• You will need to determine what will work for yours
• Know where you are in the journey and strategize where you want

to go

• Strive for innovation, not complacency
• Stakeholder management is key
• Create analytics champions in your organization – get the right people

involved at the right times