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Data Issues in Predictive HR

The document discusses issues related to using data in predictive HR and talent management. It outlines key performance indicators (KPIs) that can be used to measure HR efficiency, such as time to fill positions and cost to hire. Potential data sources are identified for reporting metrics related to efficiency, effectiveness, and business outcomes to executive leaders. Principles for talent development reporting are proposed to communicate the impact of HR interventions. Reasons for gathering data and ensuring data quality are also covered.

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71 views30 pages

Data Issues in Predictive HR

The document discusses issues related to using data in predictive HR and talent management. It outlines key performance indicators (KPIs) that can be used to measure HR efficiency, such as time to fill positions and cost to hire. Potential data sources are identified for reporting metrics related to efficiency, effectiveness, and business outcomes to executive leaders. Principles for talent development reporting are proposed to communicate the impact of HR interventions. Reasons for gathering data and ensuring data quality are also covered.

Uploaded by

nsominvz345
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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DATA ISSUES IN

PREDICTIVE HR

Prepared By:
Muhammad Anwar Arqam
READING
MATERIAL

Chapters 4
&5
LEARNING OBJECTIVES
• To Learn About Effectiveness Of HR Initiative “Retain
& Grow”
• To Provide Solutions For Talent Crisis
• To Identify High & Low Performers, Competency Gaps
• To Provide Technical Skills, Increase Competencies,
Engagement, Reduce Turnover
• To Improve Overall Quality, Customer Loyalty, Sales,
Revenue
HR EFFICIENCY MEASURES (KPIs)

• Related Activities & Costs


• Number Of Open Positions
• Number Of Positions Filled/Month
• Average Number Of Days To Fill Positions
• Average Salary Of Filled Positions
• Cost To Hire
OPEN POSITIONS & POSITIONS FILLED PER MONTH
TIME TO FILL COMPARED TO BENCHMARKS
SALARY COSTS & TOTAL COST TO HIRE COMPARED TO BENCHMARKS
Logic Model
WHERE WE ARE
TODAY
• Poor Retain & Grow
Strategy
• Too High Turnover
• Top Performers
Leave After Two
Years
WHAT WE INVEST
• Recruiting Costs • Infrastructure
• Onboarding • Equipment
Training • Job Aids
• Technical Training •
R&D
• Comp. & Benefits •
Direct Support
• Staff Talent • Indirect Support
• Time • Culture
WHAT WE DO
• Follow Competency
Recruiting Assessments
Processes • Administer
• Conduct Performance
Onboarding & Appraisal
Technical Process
Classes • Coach &
• Conduct Mentor
WHAT HAPPENS
• Recruiting: Attended,
Potential Mentors
Candidates Assigned
Identified, • Performance:
Evaluated, Assessments
Interviewed, Monitoring &
Hired Coaching
• Onboarding: Feedback
Trainings
RESULTS
• Recruiting: Competency For
Qualified Job Role
Candidates • Performance:
Hired In Timely Achieve Quality
Manner; Fill Performance
Talent Gaps Goals For Each
• Onboarding: Role
Fill Competency
Gaps, Build
IMPACTS
• Engagement
• Productivity
• Retention
• Profitability
• Goodwill
• Ownership
• Objectivity
EFFECTIVENESS MEASURES
 Performance Ratings Of New Hires At 90 Days
 Competency Assessment Results: Strengths & Gaps
 Speed To Competency
 Opinions From Learners About Effectiveness Of
Onboarding
 Engagement Survey Results
 Exit Survey Data & Exit Interview Comments
EXIT SURVEY
RESULTS
OPTIMIZATION MODEL WITH KEY PERFORMANCE METRICS
DATA FOR EXECUTIVE REPORTING
• What Is Need To Report For Executive Leaders, Difficult &
Burdensome Task
• Often Hardest Part Is Data Collection Process
• Requesting Data From Right People In Right Way
• Will Right Owner Share It?
• Validity
• Analysis
• Presentation
TALENT DEVELOPMENT REPORTING
PRINCIPLES (TDRP)
• Very Similar In Purpose To Two Models Of Accounting
Industry: GAAP & GAAS
• Designed For Reporting Human Capital Information To
Executives
• Monitoring Efficiency, Effectiveness, Outcomes
• To Communicate Impact Of HR Interventions To
Executive Leadership In A Way They Can Grasp Quickly
EFFICIENCY
• Human Resources With Positions
DATA Information • Finance System
SOURCES System (HRIS)
• Cost To Hire New
FOR • Number Of Open Resource
EXECUTIVE Requisitions
• Cost To Train New
REPORTS • Time To Fill Open Hires
Positions (Onboarding)
• Salary Associated
EFFECTIVENESS
• Evaluation System • Identification Of
• Satisfaction With High Potentials
DATA
Learning • HRIS
SOURCES
• Assessment • Turnover Within
FOR Results 90 Or 365 Days
EXECUTIVE • Performance • Gain / Loss Of
REPORTS Appraisal System Productivity
• Performance
Ratings
OUTCOMES
• Performance • Customer Service
DATA Appraisal System • Customer Loyalty
SOURCES • Speed To • Sales
FOR Productivity
• CRM
EXECUTIVE • Productivity
Measures • Finance
REPORTS • Revenue
• Quality System
• Error Rate • Trainings
REASONS FOR GATHERING DATA
FOR BUSINESS PURPOSES
 Describe
 Explain
 Predict
 Optimize Performance
Note: Keep These Reasons In Mind For Reporting &
Analyzing
DATA QUALITY
 Missing Data
 Errors In Data
Errors Come From Many Sources
 Keypunching Or Data Entry Errors
 Database Errors
 Misaligned Data

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