People Analytics webinar series Becoming an Analytics ......About this webinar series Welcome to the webinar series: Becoming an analytics aware HR leader, organized by Crunchr and

Becoming anAnalytics AwareHR LeaderThe most wanted role in HR

People Analytics webinar series

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About this webinar seriesWelcome to the webinar series: Becoming an analyticsaware HR leader, organized by Crunchr andKennedyFitch.

This is the first module The Power of People Analytics.

In the next 50 minutes, you will get:

• The ‘what and why’ of People Analytics

• Most important trends for 2020/21

• Experience two powerful examples in Diversity, Equality & Inclusion and Cost Reduction Initiatives.

Important dates to remember24th of September – The Anatomy of People AnalyticsWhat could your North Star for People Analytics be? And how do youget on track and accelerate? We will share the ins- and out that help todesign your people analytics strategy and build the roadmap.

1st of October - Delivering value on the Big People Analytics QuestionOnce you have the capabilities, data and technology in place, how do you create a culture for People Analytics? We will share the common roadblocks to grow at scale and show how to overcome these. Finally, we explore the role of HR leaders in relation to delivering real business value.

5th of October – People Analytics Simulation Game for Leaders in HRIn a realistic simulation game, you will get a hands-on experience to analyze leadership topics, diversity, equality & inclusion and structure cost reduction inititatives. With this experience, everything comes together. No analytical skills are required, just curiosity.

Don’t miss this chance and sign up for free!

Joyce WichertsDirk Jonker

Founder & CEO of CrunchrActuary of the Yearfeatured in The Economist

Thought leader in people analyticspassionate about businesstransformation and expert inadoption.

Current research is on Strategic(Workforce) Planning and the datascience of adoption.

Partner at KennedyFitch

Passionate about where business &behaviors meet; partnering withclients on (a.o.) People Strategy,Organization Design, StrategicWorkforce Planning; facilitatingChange; Leadership & TeamEffectiveness

About KennedyFitch

Our expertise stems from 20 years in HRtransformational leadership roles in largemultinational organizations and is underpinnedby academic education and practical training inorganizational science, business administration,Human Resources, coaching, team facilitation andpsychodynamics.

What we bring to the table

• Executive Search

• Talent and Transformation Consulting

• Community building and knowledge sharing

We touch the “hearts and minds” of

leaders, teams and companies

What is Crunchr?

Crunchr is the most intuitive

enterprise solution for workforce

reporting, people analytics and

strategic planning

What do we do?

• Organize workforce data into

one clean version of the truth

• Bring the front-page news on

workforce to managers

• Empower HR to answer big

talent questions in seconds

The Power ofPeople AnalyticsFirst module of the webinar series:Becoming an Analytics Aware HR Leader

People Analytics webinar series

What is Analytics in HR?

The use of workforce related data and advancedanalytics to improve business outcomes and employeeexperience.

People Analytics

People Analytics (talentanalytics), focuses on thebehavioral aspects of people toimprove performance.

These insights nudge managersto take action or help with peopledecisions on hiring, promotionetc.

HR Analytics

HR Analytics is focused onanalyzing and optimizing theperformance of the HR function.

Typical metrics are time-to-hire,Workday usage statistics, dataquality measures, etc.

The Evolution of Analytics in HR

Workforce Analytics

Workforce Analytics analysesgroup dynamics, organizationeffectiveness, productivity andcost.

These insights have a direct lineof sight with business metrics andare input for policy design andstrategy.

Why is this a game changer for HR and you?

Workplace decisions are becoming verycomplex. You need to make decisions fastand have evidence to make the right choices.

The decisions and questions that we try to answerwith People Analytics are still the same from 20years ago. But with the data explosion andtechniques, we can extract greater value for thebusiness – and see patterns that we never sawbefore.

People Analytics helps you to make complex decisions in direct relation to the company ambitions. And you can bring evidence to the table, at the speed of business.

What are the major trends for 2021?

Run People Analytics as a Business

Transform from experiments to a managed portfolio of initiatives with direct line of sight to business value.

Productizing People Analytics

Define your North Star and the target operating model, build an integrated roadmap for people analytics at

scale.

Creating Alliances

People Analytics is partnering with operations, IT and finance to collaborate and leverage data & expertise.

©2020 Crunchr. All rights reserved.

The Bigger Picture Strategy Model

Two powerful examples of business impactDiversity, Equality & Inclusion

Strategic Planning fueled by COVID-19


Diversity,

Equality &

Inclusion

Inclusion

Diversity

Ethnically diverse leadership teams are

36 percent more

likely to be profitable

The business case for both gender diversity andethnic and cultural diversity in corporateleadership is getting stronger.

But being diverse isn’t immediately linked to profit.You need to actively promote equality and inclusion as well.

The essence of diversity is mutual co-existence. It’s aboutrecognizing, respecting and valuing differences in yourpeople.

The essence of inclusion is integration in all its forms. It’sabout an individual’s experience within his/her workplace,and to the extent to which he/she feels valued and included.

Equality

The essence of equality is fairness in outcomes. It’s aboutproviding equal opportunities to the entire workforce andprotecting people from being discriminated.


What is happening?

People Analytics Teams and consultants aredeveloping complex mathematical models to calculatethe gender pay gap.

Most models calculate the influence of gender in thepay formula (they compare the outcome of the modelto the actual pay and determine the influence of thegender driver).

People are clustered by grade, by function, etc. Andmost models do not show a significant pay gap. Butwhat does this really tell us?

“It would take 202 years to close the economic gap between men and women given the current glacial pace of change.”

Employers are under a magnifying glasswhen it comes to gender pay gaps. Somegovernments even require publicdisclosure.

Our insights

Salary: GBP 34k

Grade: 11Country: UKAge: 25Function: LegalGender: Female

Salary: GBP 37k

Grade: 11Country: UKAge: 25Function: LegalGender: Male

Let’s take a simple example.

Imagine there are two people of the same age, grade, role, location.Only the gender is different. If the female makes GBP 34k and thefemale GBP 37k, you can argue there is a gender pay gap of GBP 3k(or 9%)

In reality it is not that simple. Let’s bring in advanced analytics.

GBP 3k difference9% gap

Real client exampleRecently, we developed a highlysophisticated machine learning modelcalculate the gender pay gap as accuratelyas possible.

Our mathematical model predicted that,based on grades, there is no gender paygap within each grade. In other words,there seemed to be no gender bias.

What we observed just didn’t felt right.Why? Because it turned out that wemeasured the result, not the root cause.On top of that, the model was toocomplicated.

19

“overpaid”

“underpaid”


From Pay Equity to Equality

Elegant mathematics shows evidence you what thecorrection can be, but you still don’t understand whatreally happened.

And think about it: without understanding the rootcause of this difference, how will you prevent thisfrom happening in the future again?

This made us realize that the pay gap is the result of aseries of manager decisions from hire, to developmentand promotion – and that we should analyze bias inthese decisions.


A new approach to the gender pay gap

Today’s vision shouldn’t be focusedon mathematical models that makeinterpretation nearly impossible dueto their complexity. Instead, weshould move towards a new way ofworking whereby analytics areavailable in a simple format, so thateven the general HR professionalcan easily access and report on it.

There is no policy that people of differentgenders should be paid differently.

The gender pay gap is the result of a seriesof people decisions, from hire todevelopment and promotions.

So think if you want to add equalityanalysis to the equation.


Equality Dashboard for business leaders

Recruitment• Gender distribution in hires by grade• Number of failed hires by gender• Gender distribution in headcount by grade• Number of hires by hiring channel by gender• Gender pay gap for new hires

Development• Gender distribution in turnover by grade• Gender distribution managers by grade

Promotion• Show the promotion rate by grade by gender• Performance and potential by distribution by gender

Pay and Presence• FTE distribution by age by gender• Headcount distribution by grade• Gender pay gap by function/business/country

Even without complex mathematics, you can identifya gender pay gap and report on actionable insights byanalyzing these metrics:


HR Strategy and Leadership during COVID-19


Use Case: Bring Situational Awareness

• How many people are working inWuhan, Northern Italy and Paris?

• How much of their work is Make& Sell, versus Enabling andSupport?

• How decentralized is ITorganized? What are alternativesites?

• How does the absenteeism ratedevelop?

• We need an automateddashboard by business unit.Today.

Prepare accurate numbers …To answer questions on the spot

Activate your existing data in HR-Systems, such as Workday, SuccessFactors, Oracle, etc. to bringsituational awareness and understanding.

This means an exploration dashboard where you can important questions fast (see right) – and a HRReport to see side-by-side how the most important metrics change overtime.

In the next webinar we will tell you exactly how to organize this with the tools you already have.

Real-Time Insights


Use Case: Wellbeing of Employees

• How does the engagementdevelop amongst business leadersin the US?

• What are the text trends ofemployee feedback?

• What do people find important intheir work & career?

• How can people be redeployed toother roles?

People come first …Business comes second

If you have an advanced analytics strategy where you add survey data to the data lake,you should use text analytics to measure the sentiment of how people feel.

With changing target operating models, you can use Sankey Charts to visualize how peoplemove from one function to another. (bottom right)

Real-Time Insights


The board discussions will soon focus on identifying pockets of cost savings opportunities. Be prepared to have your options ready.

These can vary from a hiring freeze, not extending short term contracts, optimizing SG&A, re-alignment of spans and layers, to site selection and outsourcing.

Use Case: Opportunities to Reduce Costs

• How much cost can be saved froma hiring freeze?

• How are the SG&A ratios bycountry (Selling General &Admin)?

• What can we save throughorganizational efficiencies (layers,spans,..)

• How does the new target statemodel look, aligned to businesstargets?

Have your options ready …For the Future of Work

Real-Time Insights


Use Case: Mitigate Business Risk

• Can we retain our companyleaders now that we need themmost (flight risk modelling)?

• Are mission-critical positionscovered for emergency, short andlonger term (succession planning)?

• If the economy ends in arecession, how does the long-termtarget state look like?

Turn business risks …Into business opportunities

To assess business continuity risk, you can do flight risk modeling (who are the employees most likely to leave the organization) to succession planning modeling.

On the workforce side, companies tend to explore Strategic (workforce) planning. Real-Time Insights

But Numbers

Describe Who

The People Are

People Are Not

Numbers

Ask us anything!

Important dates to remember24th of September – The Anatomy of People AnalyticsWhat could your North Star for People Analytics be? And how do youget on track and accelerate? We will share the ins- and out that help todesign your people analytics strategy and build the roadmap.

1st of October - Delivering value on the Big People Analytics QuestionOnce you have the capabilities, data and technology in place, how do you create a culture for People Analytics? We will share the common roadblocks to grow at scale and show how to overcome these. Finally, we explore the role of HR leaders in relation to delivering real business value.

5th of October – People Analytics Simulation Game for Leaders in HRIn a realistic simulation game, you will get a hands-on experience to analyze leadership topics, diversity, equality & inclusion and structure cost reduction inititatives. With this experience, everything comes together. No analytical skills are required, just curiosity.

Don’t miss this chance and sign up for free!

Documents

People Analytics webinar series Becoming an Analytics ......About this webinar series Welcome to the webinar series: Becoming an analytics aware HR leader, organized by Crunchr and