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Big data and hr
This document discusses using big data in human resources. It addresses common concerns about using data, such as that it is too complex or difficult. The document emphasizes using data to understand causes rather than just correlations and highlights metrics that HR professionals should measure like time to hire and turnover rates. It also discusses process improvement frameworks like Six Sigma, Lean, and Theory of Constraints that can help organizations remove waste and inefficiencies. The overall message is that data can help HR functions achieve strategic goals and improve performance if organizations look past preconceptions and learn to question existing practices.
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Big data and hr
- 1. Big Data andHuman Resources I have the numbers now what do I do?
- 2. January 29, 2015 Howmany of your organizations are now using Big Data in HR?
- 3. Big Data andHuman Resources Have you felt these thoughts? It is a math thing, I am not a math major We tried that and it did not work It is too complex for most organizations That is just not the way we do things around here January 29, 2015
- 4. Big Data andHuman Resources CORRELATION VS. CAUSES WHEN VS. WHY January 29, 2015
- 5. January 29, 2015 Whichis more important? Being able to know when an event is going to happen or why it happened?
- 6. Big Data andHuman Resources Things one can do at a large scale Things that cannot be done at a smaller scale To extract new insights January 29, 2015
- 7. Big Data andHuman Resources CORRELATION January 29, 2015
- 8. Big Data andHuman Resources Big Data Tools Predictive Analysis Descriptive Analysis Data Mining Competency Analysis Surveys Business Analytics Strategic Analytics January 29, 2015
- 9. Big Data andHuman Resources CAUSES January 29, 2015
- 10. Big Data andHuman Resources Your responsibility as a HR professional Find the right person for the right job in the right place at the right time To ensure that the human capital methods, policies and procedures are Strategic in nature Aligned with the corporate mantra, vision and mission Be innovative January 29, 2015
- 11. Big Data –Here is What We Do Know “Six Sigma : The Breakthrough Management Strategy Revolutionizing the World’s Top Corporations” by Mikel and Schroeder We Don’t Know What We Don’t Know We Can’t Act on What We Don’t Know We Won’t Know Until We Search We Won’t Search for What We Don’t Question We Don’t Question What We Don’t Measure January 29, 2015
- 12. Big Data –Here is What We Do Know “There are data points which make sense for us as HR professionals Time to hire Cost of hire Cost of failed hire Absence Rate Turn over rate We Don’t Question What We Don’t Measure January 29, 2015
- 13. Big Data andHuman Resources January 29, 2015 Why do I need these data points?
- 14. Big Data andHuman Resources January 29, 2015 If you have the data you have defined the problem and you have measured the problem resulting in data points
- 15. Big Data andHuman Resources Innovation doesn’t have to be about creating the light bulb or telegraph. Innovation can be very important small changes to something that is already working. That is the stuff that is overlooked and it can take things to the next level. David Steinberg CEO XL Marketing May 2013 January 29, 2015
- 16. The TLS Continuum January29, 2015Associates, Inc, 16 •Six Sigma • Lean • Theory of Constraints • Ensures that all your processes are repeatable • Creation of a standard of work •Removes waste from the process •Identifies the non- value added activities that are creating the obstacle • Removes these steps from the process. •Identifies the source(s) of roadblocks in your processes
- 17. Big Data andHuman Resources "We have learned to live in a world of mistakes and defective products as if they were necessary to life. It is time to adopt a new philosophy in America." Dr. Edward Deming January 29, 2015
- 18. TLS Continuum –Customer Centric Go and See Focus on the process Do it now Gain knowledge January 29, 2015
- 19. TLS Continuum –Alignment Change managers to leaders Transformational leaders Educate and Train Breakdown silos Avoid quotas Coach January 29, 2015
- 20. TLS Continuum –Continuous Improvement Long term planning to optimize services Always a better way Poka Yoke Drive out fear January 29, 2015 TLS Continuum Remove Waste Standard Work
- 21. January 29, 2015 Howdoes this {process, procedure, action, initiative, project, policy} help the organization achieve its business objective?| If you can’t answer this in a clear way that is measureable and where there is evidence that your answer is true, stop doing it. Ask your self?
- 22. January 29, 2015 Questions? Before my final thoughts In Plain Sight: Finding and Eliminating Waste
- 23. Achieving HR Excellence January29, 2015Associates, Inc, 23 Customer Centric Perspective Quality Improvement Organizational Alignment Commitment to meeting or exceeding the customer needs based on Voice of the Customer Better Cheaper Faster Everything we do must be centered around moving the business enterprise forward strategically
- 24. Benefits to YourOrganization Reduction of defects Lower costs Higher customer satisfaction Shorter cycle time Predictable processes Culture change Focus on quality, the customer and doing it right Pride in being the best Standardization for problem solving Highly trained workforce Common language January 29, 2015
- 25. Big Data andHuman Resources January 29, 2015
- 26. January 29, 2015 THANKYOU • It has been my pleasure to speak to your organization today • Go forward and be • focused, flexible and fast within your organizations • Embrace the changes that will grow your organization
- 27. More Information? Daniel Bloom SPHR,Six Sigma Black Belt Chief Executive Officer Daniel Bloom &Associates, Inc. PO Box 1233 Largo, FL 33779 (727) 581-6216 dan@dbaiconsulting.com http://www.dbaiconsulting.com
Editor's Notes
- #2 Almost every issue of the HR professional journals contain some article pertaining to ‘Big Data” It evokes a wide range of emotions. There is a lot we know there is a lot we don’t know.
- #4 . When you hear someone throwing the term big data around are these your thoughts?
- #5 The image in front of you is a mixed up collection of the sources of big data that affect our organizations. Viktor Mayer-Schonberger and Kenneth Cukier define for us what Big Data is in their book Big Data: A Revolution that will change how we live, work and think. They tell us that big data refers to things one can do with more data instead of less data that creates new insights and value
- #7 Further it gives us a new glimpse at the world around us.
- #8 The idea is that we can identify events and describe why they occur when they do. Turn to your marketing department.
- #9 Predictive Analysis is a set of tools that supposedly allows the organization to predict the future. Take for example the retail store which through the tools on the previous slide gains an insight into what demographic is most likely to buy a certain product. In HR you could use the tools to understand why managers make failed hires over time.
- #10 However I would contend that within the HR arena Big Data is beyond the requirements to resolve our HR issues
- #11 As the human capital manager of your organization you have a very important and critical role in the future of the organization.
- #12 One of the barriers to discovering the problems are clearly defined by Dr. Mikel Harry in the book listed on the screen. Consider these issues prevalent in almost every organization. Do they affect your workplace?
- #13 Each of these create what we might call little data. So what do you do with this data?
- #14 In many organizations we have gone from what happened to what is happening to what is likely to happen. We further want to find the reasoning behind the events as they unfold. The other question is do you need the immense data points Big data has its place within the organization, The goal is to use the right tool for the right job. At this precise moment in time Big Data is probably not the right tool for you to develop the metrics and analytics to do what is expected of you in HR
- #15 Therefore you have two of the five stages completed.. To complete the process you need to take your data analyze its affects, improve how you operate and make sure it become the new normal
- #16 The important point is described by David Steinberg. It is not necessarily large changes in processes that yield successful change
- #17 Let me suggest a different perspective which is embedded in the six sigma methodology which refer to as the TLS Continuum.
- #18 We need to change our philosophy in order to be sustainable
- #19 There are 3 pillars to the implementation of the change in culture within your organization, beginning with the voice of the customer.
- #20 The second pillar is the corporate culture
- #21 Final pillar is the continued process improvement– the reason why our journey never ends
- #22 Have you asked yourself this question before beginning a process?
- #24 Let me suggest a different perspective which is embedded in the six sigma methodology which refer to as the TLS Continuum.
- #26 Think about this quote from the author TS Eliot for a moment. We may collect this vast array of data points but where is the wisdom to know how to resolve our issues. In addition is there ever too much data to the point that we have so much data that the reason for the data collection is lost in the process