W4: Human Capital Analytics Technology: Understanding Multiple - - PowerPoint PPT Presentation
W4: Human Capital Analytics Technology: Understanding Multiple Stakeholder Perspectives Edward Houghton Matthew Naudi CIPDs Research Advisor for Human Capital Metrics Chief Group HR Manager Allied Group and Standards Human Capital
W4: Human Capital Analytics Technology: Understanding Multiple Stakeholder Perspectives
Edward Houghton
CIPD’s Research Advisor for Human Capital Metrics and Standards
Matthew Naudi
Chief Group HR Manager Allied Group
Understanding Multiple Stakeholder Perspectives
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Championing better work and working lives... ...by improving practices in people and organisation development... ...for the benefit of individuals, businesses, economies and society.
The CIPD perspective
evidence say?
Process using statistical techniques linking HR practices to organisational performance (Lawler et al, 2004) A number of analytics processes for analysing HR data (Harris et al, 2011) An evidence-based approach for making better decisions on the people side of business and consists of an array of tools and technologies, ranging from simple reporting of HR metrics all the way up to predictive modelling (Bassi, 2011) A way to measure and monitor individual performance (Mondare et al, 2011) A group of 18 practices which are used by organisations to measure the workforce (Falletta, 2014)
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What is HR analytics?
“HR analytics consists of a number of processes, enabled by technology, that use descriptive, visual and statistical methods to interpret people data and HR processes. These analytical processes are related to key ideas such as human capital, HR systems and processes, organisational performance, and also consider external benchmarking data” (Marler and Boudreau 2017).
Ref: Centre for Evidence Based Management: www.cebma.org
8 What is evidence?
Why do we need it? Evidence in management comes 4 recognised forms:
To make better decisions: “evidence- based decision making is the use of critically appraised evidence from multiple sources to increase the likelihood of a favourable outcome.”
Ref: Centre for Evidence Based Management: www.cebma.org
work each day:
Advice from colleagues Judgement of other experienced people Intuition Insights from external experts (consultants) Management literature Values and concerns of people affected by the decision Results from scientific research Personal experience Data, facts and figures Knowledge from formal education
Reference: CIPD HR Outlook Winter 2017
HR How satisfied are your internal stakeholders with HR analytics? Non-HR How satisfied are you with the analytics HR provides?
Reference: CIPD HR Outlook Winter 2015
Corporate alignment Trust Agility Tech mobility
Reference: SAP Analytics 2017
1. Articulate the importance of human capital, social capital and intellectual capital through analytics. 2. Invest in high quality benchmarking studies which follow robust academic methods 3. Improve empirical evidence of the impact and risks of people analytics 4. Build human capital into the future people profession’s body of knowledge