Power Up Your HR Data - Part 5: Using Predictive Analytics
- 1. Power Up Your HR Data PART 5: Using Predictive Analytics
- 2. LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 Missed the previous levels of this series? Click the icons to the left to explore levels 1-4. You’ve made it to the FINAL STAGE of the HR data journey! To complete LEVEL 5: Using Predictive Analytics, you’ll need to tap into your data KNOWLEDGE from Levels 1-4.
- 3. To take your data to the MASTER LEVEL, you must use HR data to help guide BETTER DECISIONS THIS WAY THIS WAY
- 4. Fact: ONLY14% of HR departments ARE USING advanced or predictive ANALYTICS. Source: Bersin by Deloitte, High Impact Talent Analytics: Building a World-Class HR Measurement and Analytics Function 14%
- 5. Predictive analytics enable you to use insight from historical data to identify patterns in order to…
- 6. Predictive analytics enable you to use insight from historical data to identify patterns in order to… Solve current business problems And Address future strategic initiatives
- 7. Successful predictive analytics require sophisticated dashboards that can compute your data and key performance indicators and display them in an easy-to-digest format.
- 8. When purchasing HR DASHBOARDS, look for the following FEATURES:
- 9. When purchasing HR DASHBOARDS, look for the following FEATURES: SEGMENTATION: Can you view the data at a high level and in granular form?
- 10. When purchasing HR DASHBOARDS, look for the following FEATURES: SEGMENTATION: Can you view the data at a high level and in granular form? EASE OF USE: Does the application make it simple for leaders of all levels to manipulate the data?
- 11. When purchasing HR DASHBOARDS, look for the following FEATURES: SEGMENTATION: Can you view the data at a high level and in granular form? ACCESSIBILITY: Do leaders have access to real-time information? EASE OF USE: Does the application make it simple for leaders of all levels to manipulate the data? MOBILE ACCESS: Can users view the data on a mobile device?
- 12. When purchasing HR DASHBOARDS, look for the following FEATURES: SEGMENTATION: Can you view the data at a high level and in granular form? VERIFICATION: Does the application identify data anomalies? EASE OF USE: Does the application make it simple for leaders of all levels to manipulate the data? ACCESSIBILITY: Do leaders have access to real-time information? MOBILE ACCESS: Can users view the data on a mobile device?
- 13. When purchasing HR DASHBOARDS, look for the following FEATURES: SEGMENTATION: Can you view the data at a high level and in granular form? VERIFICATION: Does the application IDENTIFY data anomalies? EASE OF USE: Does the application make it simple for leaders of all levels to manipulate the data? Customization: What functionality is available for both standard and ad-hoc reporting? ACCESSIBILITY: Do leaders have access to real-time information? MOBILE ACCESS: Can users view the data on a mobile device?
- 14. Click here to download this resource. Power Boost Download: How to Impress the C-Suite with Analytics
- 15. Ready to prove you’re an HR data guru? Correctly answer the following question to prove you know your stuff. level 5 Data Challenge
- 16. Which of the following is not an example of predictive analytics? a. Using quality of hire assessments to select better candidates. B. Evaluating the retention rates of each department. C. Improving the leadership pipeline by analyzing trends among top performers. D. Examining a location’s workforce costs to determine whether or not to expand a facility.
- 17. And the answer is… B. Evaluating the retention rates of each department. Did you stumble on this question? No worries. Just review the slides one more time before moving on. While important, this HR metric is not a predictive analytic because it doesn’t help the business solve a problem or tackle a strategic initiative.
- 18. Data E xpert Congratulations! You’ve made it through your HR data training!
- 20. The 5 Levels of HR data expertise include:
- 21. The 5 Levels of HR data expertise include: 1. Ensuring your data is accurate and reliable.
- 22. The 5 Levels of HR data expertise include: 1. Ensuring your data is accurate and reliable. 2. Integrating your data into a single source of truth.
- 23. The 5 Levels of HR data expertise include: 1. Ensuring your data is accurate and reliable. 2. Integrating your data into a single source of truth. 3. Telling the story behind your HR DATA.
- 24. The 5 Levels of HR data expertise include: 1. Ensuring your data is accurate and reliable. 2. Integrating your data into a single source of truth. 3. Telling the story behind your HR DATA. 4. Highlighting the competitive advantage of your people.
- 25. The 5 Levels of HR data expertise include: 1. Ensuring your data is accurate and reliable. 2. Integrating your data into a single source of truth. 3. Telling the story behind your HR DATA. 4. Highlighting the competitive advantage of your people. 5. Using predictive analytics to guide business decisions.
- 26. To learn more about how you can take your data to the next level, download Ceridian’s data resources.
- 27. Level 1: Ensuring Data Accuracy Level 2: integrating data Also, here’s a summary of the Power Boost resources featured in this series. Level 3: telling the story behind the data Level 4: gaining the competitive advantage Level 5: using predictive analytics 4 Quick Tipsfor Unearthing Better HR Data TIPS for Refining Your HR Strategy
- 28. You’re now officially ready to power up your HR data. Use your newfound knowledge wisely.
- 29. www.ceridian.com ©2015 Ceridian HCM, Inc. All rights reserved. 114548-100