W4: Human Capital Analytics Technology: Understanding Multiple Stakeholder Perspectives - Edward Houghton - v2
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W4: Human Capital Analytics Technology:
Understanding Multiple Stakeholder Perspectives
Matthew Naudi Edward Houghton
Chief Group HR Manager Allied Group CIPD’s Research Advisor for Human Capital Metrics
and Standards
Human Capital Analytics
Technology
Understanding Multiple Stakeholder Perspectives
Our purpose
...by improving practices in
people and organisation
Championing development...
better work
and working ...for the benefit of
lives... individuals, businesses,
economies and society.
3
Three new analytics reports
The CIPD perspective
• What is HR analytics?
• What is does theory and practice
evidence say?
• What can be done to improve?Section 1: What is HR analytics
and how does it relate to
evidence?What is HR analytics? A group of 18 practices which are
A number of analytics used by organisations to measure the
processes for analysing HR workforce (Falletta, 2014)
data (Harris et al, 2011)
An evidence-based approach for
A way to measure and monitor making better decisions on the people
individual performance (Mondare side of business and consists of an
et al, 2011) array of tools and technologies, ranging
Process using statistical techniques linking from simple reporting of HR metrics all
HR practices to organisational performance the way up to predictive modelling
(Lawler et al, 2004) (Bassi, 2011)A comprehensive definition…
“HR analytics consists of a number of processes,
What is enabled by technology, that use descriptive, visual
and statistical methods to interpret people data
HR and HR processes. These analytical processes
analytics? 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
7What is evidence?
What is Why do
evidence? we
need it?
Evidence in management comes 4 To make better decisions: “evidence-
recognised forms: based decision making is the use of
1. Outcomes of scientific research critically appraised evidence from
2. Organizational data and analytics multiple sources to increase the
3. Professional judgement and experience likelihood of a favourable outcome.”
4. Stakeholders’ values and concerns
Ref: Centre for Evidence Based Management: www.cebma.org
8Section 2: How does HR
practice use analytics and
evidence?We use different types of evidence at work… • Advice from colleagues • Intuition • Management literature • Results from scientific research • Data, facts and figures • Judgement of other experienced people • Insights from external experts (consultants) • Values and concerns of people affected by the decision • Personal experience • Knowledge from formal education
How do YOU use evidence at work? • Turn to the person next to you and discuss which of these evidence types you use at 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 • Which are MORE frequently used by HR? • Which are LESS frequently used by HR?
HR using different types of evidence
Reference: CIPD HR
Outlook Winter 2017Section 3: Understanding multiple perspectives
The HR profession needs to improve
HR Non-HR
How satisfied are your How satisfied are you
internal stakeholders with the analytics HR
with HR analytics? provides?
Reference: CIPD HR
Outlook Winter 2015What business users need…
Corporate
Trust
alignment
Tech
Agility
mobility
Reference: SAP
Analytics 2017Section 4: How to improve
Barriers for improved analytics practice
Recommendations for improving analytics practice 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
Thanks Any questions?
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