Big Data for HR
8 likes2,807 views
The document discusses the significance of big data in HR, emphasizing the shift towards data-driven decision-making in organizations. It highlights the role of Swan Insights in leveraging external data to enhance strategic insights and improve various aspects of the employee lifecycle, from hiring to performance evaluation. The content also illustrates the various data products offered by Swan Insights to optimize HR processes and employee engagement.
Big Data for HR
- 4. THE LIBRARY OF ALEXANDRIA IS THE FIRST BIG DATA INFRASTRUCTURE IN THE WORLD HISTORY.
- 5. Data is not new. Big is not new. Galileo Galilei, On Saturn. The first and most beautiful data visualization on earth.
- 6. “The best statistical graphic ever drawn”, Edward Tufte. The first and most beautiful data visualization on earth. Data is not new. Big is not new.
- 7. The new in Big Data is…
- 8. Fact. We entered a data-driven society. We entered the age of information. Human information is growing three times faster than structured, corporate data. We can’t ignore them both anymore. All decisions will soon be made out of data. WE SWITCH FROM “GUESS” TO “KNOW”. > Huge opportunities are missed. Swan Insights helps organizations take the most of external data, delivering strategic insights as the fuel for decision-making and targeted actions. However, tons of data are still under-exploited. Today, companies can’t ignore those facts to ensure their business sustainability and competitiveness.
- 9. A couple of figures. $600 buys you a disk drive that can store all of the world’s music 7 billion mobile phones in use in 2012 40 billion pieces of content shared on Facebook every month Source: McKinsey
- 10. A couple of figures. 0 2 4 6 8 10 12 2013 2014 2015 2016 2017 2018 2019 20 Data Growth IT Spending Source: McKinsey
- 11. Big Data Use Cases. Source: SAP 2013
- 12. Workforce Science. “Work Force Science is absolutely the way forward. Most companies have been flying completely blind.” Peter Cappelli Director of the Center for Human Resources at the Wharton School of the University of Pennsylvania
- 15. The Graph. A New Paradigm.
- 16. Three disregarded new rules. When you hire an individual, you potentially hire his whole social network along with him. When you fire an individual, you potentially fire his whole social network along with him. When an individual works for you, his whole social network can work for you, too. For good, of for bad.
- 17. HOW DO WE DO THAT CM Tools are here INSIDE VIEW OUTSIDE VIEW PAST FUTURE Corporate Cockpits Standard B.I. Historical Social Data Analysis Analytics Machine-learning Algorithms Prediction Social Web Data Open Data Machine-learning Algorithms Corporate Data
- 22. Personal Characterization OUTPUT Lifestyle & Interests job area sports music food arts personality others (travel, nature, etc) Socio-Demographics financials work/revenues employability socio-environment real estate mobility/cars enterprises Prescriptive Analysis LEAD TO ACTION (data-driven operations) Data-Modeling
- 23. From hierarchy to socialligence.
- 24. From hierarchy to socialligence.
- 25. From hierarchy to socialligence. YOUR COMPANY
- 26. Use Cases. The next 5 benefits can easily be deployed within your organization. Yet, the potential is huge and Swan is constantly improving the service. DaTalent Use Cases. SAMPLES OF BENEFITS YOU CAN DRAW FROM THE DATALENT. > > >>> Your Social Footprint. WE IDENTIFY YOUR COMPANY’S OPENESS TO THE SOCIAL WORLD THROUGH YOUR EMPLOYEES’ CONNECTEDNESS. Smart Hiring. WE IDENTIFY TALENTS FROM YOUR STAFF’S NETWORK. HIRING PEOPLE SIMILAR TO YOUR BEST EMPLOYEES. Find Ambassadors. WE PROVIDE FREE MARKETING CHANNELS THROUGH YOUR MOST CONNECTED AND INFLUENT PEOPLE. Hidden Talents. WE SURFACE HIDDEN COMMUNITIES AND HIDDEN TALENTS TO HELP YOU PERFORM WITH YOUR ACTIVITY. Productivity. WE IDENTIFY PRODUCTIVITY GAPS AND FIND OPPORTUNITIES TO FILL THEM THROUGH YOUR EMPLOYEES' NETWORK.
- 27. THE EMPLOYEE LIFECYCLE 1 HIRE the right talents 2 ONBOARD fast up to speed 3 WORK better 4 EVALAUTE performance 5 MARKETING ambassadors 6 RETAIN best people 7 END relationship Each step is enlightened by social & open data insights
- 28. THE EMPLOYEE LIFECYCLE 1 HIRE the right talents IDENTIFY CAREER MOVES Automatic identification of potential hires in employees’ connections, based on multiple parameters. SLG Data Product: CareerMoveSpotting ™ (CMS) CONTACT POTENTIAL CANDIDATES Use your employees as contact relays to attract connected candidates. Gather testimonials and pre-opinions. SLG Data Product: StaffBridgesToCandidates ™ (SBC) SAVE HEAD HUNTERS FEES Birds of a feather flock together. You will likely find the right candidates around your existing staff. SLG Data Product: CareerMoveSpotting ™ (CMS) PRE-EVALUATE CANDIDATES Social data are 100 times much revealing than a standard resume. Use social profile to add evaluation layers. SLG Data Product: SocialResumeGenerator ™ (SRG)
- 29. THE EMPLOYEE LIFECYCLE 2 ONBOARD fast up-to-speed WELCOME IN FRIENDS Facilitate onboarding by identifying the new hire’s connection within the staff. Create easy and fast mentoring and sponsoring. SLG Data Product: WelcomeInFriends ™ (WIF) CREATE AN IMMEDIATE INTERNAL EXPERT NETWORK Identify the right future expert colleagues for the new hire according to his job description. SLG Data Product: ImmediateNetworkMapping ™ (INM) START WITH A COMFORT ZONE Assign first tasks that you know being in the new hire’s comfort zone to speed up a good settle. SLG Data Product: ComfortZoneMapping ™ (CZM)
- 30. THE EMPLOYEE LIFECYCLE 3 WORK better IDENTIFY TRENDS IN THE CLOSE MARKET & STAFF By monitoring what your staff and connections are publishing, get insights on your sector from inside. SLG Data Product: PublishingTrendsJournals ™ (PTJ) CONNECT EXPERTISE OFFER AND DEMAND Easily and immediately connect people who search and people who own. Inside and outside. SLG Data Product: ExpertiseOfferAndDemand ™ (EOD) SURFACE HIDDEN COMMUNITIES Identify groups of common interests in your personnel (work areas and hobbies). SLG Data Product: SurfaceHiddenCommunities ™ (SHC) MAKE EXTERNAL INTELLIGENCE AVAILABLE Monitor your staff and its connections publications based on keywords. SLG Data Product: KeywordsBasedMonitoring ™ (KBM) CREATE STRATEGIC TASK FORCES Identify the early adopters within your staff and put them at work. SLG Data Product: KeywordsBasedMonitoring ™ (KBM)
- 31. THE EMPLOYEE LIFECYCLE 4 EVALUATE performance INTEGRATE KLOUT AND INTERNAL KPI Enrich your Performance Indicators with Klout scores and other social records. Use the Socialligence Ranking. SLG Data Product: SocialPerformanceRank™ (SPR) TRACK EXTERNAL RELATIONSHIPS Gather the external relationships your employees have with clients, partners, colleagues, competitors. SLG Data Product: ExternalRelationshipsTracking ™ (ERT) OPTIMISE EVALUATION INTERVIEWS Generate rich social yearly journals to get an overview of an employee’s social engagement. SLG Data Product: SocialYearlyJournals ™ (SYJ)
- 32. THE EMPLOYEE LIFECYCLE 5 MARKETING ambassadors USE YOUR EMPLOYEES AS COMMUNICATION RELAYS Engage your employees to relay your marketing campaigns and craft your company’s reputation. SLG Data Product: EmployeeAsAmbassador ™ (EAA) IDENTIFY INTERNAL AND EXTERNAL INFLUENCERS Optimize your campaigns by identifying real influencers among your staff and its connections. SLG Data Product: InfluencersSpottingTool ™ (IST) MONITOR YOUR COMMUNICATION SPREADING Monitor the spreading of your messages from employees to their direct connections. SLG Data Product: CommunicationReachMonitoring ™ (CRM)
- 33. THE EMPLOYEE LIFECYCLE 6 RETAIN best people IDENTIFY POTENTIAL LEAVERS Identify the employees planning to leave your company, thanks to a combination of selected parameters. SLG Data Product: EmployeeChurnSpotting ™ (ECS) REWARD ENGAGED EMPLOYEES Rank employees according to their propensity to engage internally and externally. SLG Data Product: SocialPerformanceRank ™ (SPR) IDENTIFY STARS AND NUGGETS Know which people you should cherish to reduce risk of leaving. SLG Data Product: StarEmployeesSpotting ™ (SES)
- 34. THE EMPLOYEE LIFECYCLE 7 END relationship MONITOR FIRING IMPACT Evaluate the potential negative impact of lay-offs throughout the staff and the employee’s connections. SLG Data Product: FiringImpactMonitoring ™ (FIM) ENCOURAGE AND MONITOR ALUMNI NETWORKS Get insights on your former employees’ new life and encourage them to keep engaged. SLG Data Product: AlumniSpottingMachine ™ (ASM) IDENTIFY BAD INFLUENCERS Identify employees that spread negative information about your company, products or services. SLG Data ProductBadInfluencersSpotting ™ (BIS)
- 35. DATA SOURCES BIG DATA ANALYSIS METHODS WEB DATA SOCIAL DATA OPEN DATA ACQUIRED DATA YOUR DATA MICRO SEGMENTATION CUSTOMER INTELLIGENCE PREDICTIVE MODELING PRESCRIPTIVE ANALYSIS BEHAVIORAL OUTLOOK WHAT-IF SCENARIOS SENTIMENT ANALYSIS / NLP DATA-DRIVEN OPERATIONS DATA-DRIVEN CAMPAIGNS ACTIVATION PROJECT MANAGEMENT INFORMATION SYSTEMS LOOPBACK SPECIFIC ACTIONS STRATEGIC CONSULTING
- 36. Thank you!
- 37. Contact Swan Insights. > Corporate Headquarters. Swan Insights s.a. Gulledelle, 94 B-1200 Brussels Belgium Ph. +32 2 880 51 61 contact@swaninsights.com swaninsights.com > Laurent Kinet. laurent@swaninsights.com CEO Jean-Philippe Schepens. j-p@swaninsights.com CCO > Swan on LinkedIn. company/swan-insights Get our news and insights about Big Data and Social Web Analysis > FOR BUSINESS ENQUIRY > We’d be glad to present our DataGraph and to demo our results during a personalized meeting. Just contact us. Swan Insights complies with all European regulations on privacy matters.