© Sivantos Pte. Ltd. 2017. All rights reserved.

Sivantos is a trademark licensee of Siemens AG

Talent Acquisition, Engagement and

Development : A Practitioners Take

on Analytics.Jayesh Menon, CommunicAsia2017 Summit , 22nd-25th May 2017, Marina Bay Sands, Singapore

Setting the stage

2

The context

Where we are?

The need

The content

The evolution of talent analytics

The tools

Experience

Learnings

Sharing

The context

jayhr.participoll.com

3

http://jayhr.participoll.com/

4

Talent analytics and HR professionals: The current state

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Source :CLC HR data is exploding – 95% of senior HR leaders

plan to increase their investments in HR data

and analytics in the next two years. But,

globally, HR analytics are missing the mark –

only 8% of senior HR leaders believe they’re

getting significant returns on those same

analytic investments.

The need for analytics….?

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“The fundamental problem the HR function faces is a lack of relevance, not a lack of data,”

Dr Alec Levenson, Center for Effective Organizations at the University of Southern

California.

Evidence based HR!!!

The value of talent identification tools

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Smoking/ Cancer Bypass surgery/

Survival

Brufen /Pain

reduction

Viagra /sex Robust Talent tools/

Job Perf

.0.8 .0.8

.0.14

.0.38

.0.40

Not scaled

An example not long ago……

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The Content

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The Evolution of Talent Analytics

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Source: The Bersin by Deloitte

HR should be just Hard

How dynamic is our high performing group?

© Visier, Inc. All rights reserved. Visier and the Visier logo are trademarks of Visier, Inc. [Simulated Data]

Views expressed are my own and not necessarily that of micron, and data points may be

simulated.

What is the summary of employee movement?

© Visier, Inc. All rights reserved. Visier and the Visier logo are trademarks of Visier, Inc. [Simulated Data]

Views expressed are my own and not necessarily that of micron, and data points may be

simulated.

Longitudinal data on employee engagement factors

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How are the applicants progressing for a requisition?

[Simulated Data]

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The Experience

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Analytics may tell you the truth… even if you don’t like it!

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What would be the key stumbling blocks for implementing talent analytics

A. Cost

B. Culture

C. Leadership

D. Competency

E. HR credibility

F. Others

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0A B C D E F

Convincing the business…

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Experience - Employee Engagement -Regression Tree

Visual

People in our organization trust and respect each other.

1 – Strongly Disagree 5 – Strongly Agree

[Simulated Data]

Views expressed are my own and not necessarily that of micron, and data points may be

simulated.

Building the analytics competency

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Thank You!

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