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In this e-Book you will find responses to the below 4
critical question from thought-leaders in HR Analytics,
from well known companies:
1. What are the top (at least 3) benefits of implementing HR/People Analytics for
an organization? Explain.
2. What are the key challenges and best practices while implementing HR
analytics in an organization?
3. What are the key employee metrics to drive employee engagement and
productivity?
4. What are some of the best practices while trying to “Gain Support” for People
Analytics?
Join these and other industry leaders who are passionate about
people analytics at the 2nd Annual People Analytics Canada Summit.
Acquire strategies and tactical insights on enhancing employee
engagement, improving performance and driving business outcome
with HR Analytics.
Event In Numbers
18+
People 8 Networking
Opportunities
4
Panel
Analytics
leaders
Discussions
10+
Case
5
Interactive
10+
Industries
Studies Sessions Represented
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Benefits:
• Focus on insights, not data gathering
Arun Kochhar
• Understand trends and relationships in the organization
Workforce Planning &
People Analytics Lead • Quantitatively measure the success of HR programs in
AMD terms of ROI
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 3
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 4
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 5
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Now that your People Analytics team has provided the descriptive
data that has shown you action is needed, there will no doubt be
many possible ways to tackle the problems. This is where your
second benefit comes in. A People Analytics function will be able
to comb through your employee data and collect additional data
if needed to inform your organization as to the most effective
way to resolve the problem. Understanding the problem is great
but without the People Analytics function, organizations are left
playing guess and check to resolve the problem. This can be costly
and time consuming. Having the People Analytics function will
help your organization deliver a targeted and effective approach to
problem solving.
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 6
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Challenges:
• To get the projected users to use the system versus what
Terry Lashyn they have used in the past
Director, People Intelligence
• To have the users accept the results when potentially there
ATB Financial
may have been entries missed – making the metrics look
wrong but the metrics are reporting on what is there and
not what should be there
Best Practices:
• Ensure you have representation from the Business Areas
and their support
• Understand your rollout strategy (number of users,
security levels etc)
• Ensure you promote and reward usage
• Ensure there is a solid understanding of the metrics and
their calculation
Challenges:
• The balance between opinions and facts - getting people
Anna Filice to use the data to drive program design and development
Director, HR Systems &
rather than select data to support an already developed
Operations
CITY OF HAMILTON concept or program. Often, program owners are so
committed to a concept or belief that the data poses more
of a change management issue than a technical challenge.
Best Practices:
• Encourage the integration of metrics into each new initiative
and make room for it on your departments work plan and
strategic plan. Demonstrate what success looks like by
identifying and agreeing to success measures up front.
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 7
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Challenges:
• cost and implementation of enabling technology, shifting
Emma Horgan mindset of HR professionals who don’t currently use
Vice President HR and analytics, shifting paradigm of other areas of business
Leadership
regarding HR’s role
MAPLE LEAF FOODS
Best Practices while implementing:
• Focus on the why and the value, and celebrate successes
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 8
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Key Challenges:
• Building knowledge and skill sets within traditional HR
Mark Chernecki roles to enable the team to manage and use people
Director, HR Systems and analytics effectively
Analytics
BLACKBERRY • Aligning with Finance
• Managing technology and integrating disparate data
• Managing data volume and garbage data
Best Practices:
• Establish your own HR analytics COE as an independent
team within HR. Ensure it reports directly to the head of
HR and services the needs of senior leadership.
• Establish a brand. Use consistent templates and methods
of delivery. This helps build trust in the data and those
providing it.
• Make analytics easily accessible to all stakeholders. Ensure
data is real-time and not stale.
• Establish one source of truth for your data.
• Locate your HR quants. Find the people who can work
with data and systems but also understand HR strategy
and themes.
• Have your HR Analytics consultant partner closely with
other HR COE’s and the business so they are imbedded
and can contribute to the discussion.
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 9
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Challenges:
With any new initiative within HR, there are challenges to
Anthony Auriemmo implementing a People Analytics function. The biggest
Manager, People Analytics challenge I have come across is the differential abilities of
SLEEPY’S
people to effectively consume data. While it is my belief
that data driven HR is the way forward, not everyone is
qualified to analyze data. It can be dangerous to allow
stakeholders and decision makers to analyze data on their
own without the assistance of a qualified data scientist.
There are many biases that can distort the perspective lens
in which an unqualified consumer of data views descriptive
data. One example is confirmation bias; this is when the
stakeholder combs the data for evidence in support of their
opinion. While this may not be intentional, it is detrimental
to the effectiveness of the People Analytics function
because instead of having a qualified data scientist comb
through the data for an understanding of truth, data can
be twisted to support a pre-determined opinion or decision
that may not be the best option for the organization.
Best Practices:
As a best practice, organizations should be sure to invite a
representative from the People Analytics group to explain
the results of the data analysis and provide an explanation
of the meaning as well as some recommendations for action.
Having a member of the People Analytics team at the
proverbial table will allow for stakeholders to be educated
on the meaning of the data and prevent the unintentional
misuse of data. The People Analytics function should work
to educate stakeholders on how to understand and interpret
data, but also ensure that they understand that the analysis
is best left to the professionals. This can be difficult but it is
key to avoid the misinterpretation of the data provided by
the People Analytics team.
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 10
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Terry Lashyn
Director, People Intelligence
ATB Financial
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updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 11
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 12
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 13
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Emma Horgan
Vice President HR and
Leadership
MAPLE LEAF FOODS
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updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 14
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 15
about #HRAnalyticsCA. before the summit starts.
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
www.PeopleAnalyticsCanada.com
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
Page 16
about #HRAnalyticsCA. before the summit starts.
HEAR FROM
THOUGHT-LEADERS IN
HR ANALYTICS AT THE
2nd Annual People Analytics Canada
October 25th-26th 2016 | Shangri-La Hotel, Toronto
DOWNLOAD BROCHURE
Follow and tweet @HRAnalyticsCA for exclusive Join the LinkedIn Group: People Analytics
updates and offers. Connect with leaders passionate Canada and chat with speakers + attendees
about #HRAnalyticsCA. before the summit starts.