According to recent study conducted by the MIT Sloan Management Review and IBM Institute for Business Value, “top-performing companies are three times more likely than lower performers to be sophisticated users of analytics, and are two times more likely to say that their analytics use is a competitive differentiator.” In this webinar, KnowledgeAdvisors CEO Kent Barnett and Jeff Grisenthwaite, vice president of operations, will: Describe how talent analytics can effectively be used to drive measurable improvement in your crucial human capital investments. Present strategies for using talent analytics to identify critical, actionable business insights for programs such as on-boarding, learning, leadership, capabilities development and performance Preview the new Metrics that Matter Talent Analytics Suite, slated for release in June.

1. You can listen to today’s webinar using your computer’s
speakers or you may dial into the teleconference.
If you would like to join the teleconference,
please dial 1.650.479.3208 and enter access code: 922 171 184 #.
You will be on hold until the seminar begins.
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2. Speakers: Kent Barnett
Founder, Chairman, and CEO
KnowledgeAdvisors
Jeff Grisenthwaite
Vice President of Operations
KnowledgeAdvisors
Moderator: Deanna Hartley
Senior Editor
Talent Management magazine
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5. 1. Will I receive a copy of the slides after the webinar?
YES
2. Will I receive a copy of the webinar recording?
YES
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6. #TMwebinar
Deanna Hartley
Senior Editor
Talent Management magazine

7. Introductions
Kent Barnett
KnowledgeAdvisors
Founder & CEO
Jeff Grisenthwaite
KnowledgeAdvisors
VP, Operations

8. Agenda
1. Vision for Talent
Analytics
2. Realizing
the Vision
3. Talent Analytics
in Practice

9. WHAT IS TALENT ANALYTICS?

11. How Do We . . .
Improve Quality of Hire
Improve Speed to Performance
Build Leadership Capability
Improve Bench Strength
Improve Employee Engagement
Align Effort to Business Outcomes

12. Why is Talent Analytics Important?
Company Perspective
Department Perspective
Personal
Perspective

13. Vision for Talent Analytics

14. Vision for HR
Traditional HR
 Outsourced
 Automated
 Overhead
Data-driven
Talent Management
 Strategic
 Unique to Company
 Competitive Advantage

15. Vision for Executives
Talent
Investments
Business
Objectives

16. Vision for Managers
Action AlertsDecision Support
Optimized
Teams

17. Vision for Employees
Great job fit
Engaged with new
challenges
Helpful performance
feedback
Continual growth
Clear career path

18. Analytics Embedded into Process
Business
Strategy
Workforce
plan
Recruit
for gaps?
Yes
No
B
A
Recruiting
B
L&D
C
Talent
D
Leadership
E
Engagement
F
Performance
Source
talent
Job Offer
Accept?
Yes
No
Survey
non-hires
Competency/
Leadership
review
Needs
Assessment?
No
Yes
Design,
Develop,
Implement
Evaluate
programs
Impact &
Value?
No
Yes
Continual
review of
business
needs
Review
scrap
learning
factors
Review
workforce
plan
Build
competency
model
Multi-rater
assessment
Report out
gaps/
strengths
A B F
Create
succession
plans
Trained
Leaders?
Yes
No
Collaborate
w/ L&D for
programs
Engagement
Survey
Engaged
Workers?
Yes
Validate
Performance
Gains
No
Implement
Engagement
programs
Establish
Performance
goals
Performance
Appraisal
Exceed
Goals?
No
Yes
Train for
gaps Consider as
High
Potential
D
Performance
Plan
(PIP)
Improved?
No
Employee
turnover
Yes
Exit
Interview
Applicant
Assessment
Identify
High
Potentials

19. Built on Industry Standards
centerfortalentreporting.org

20. Barriers
to Advancing
Talent Analytics
 No time
 Too complex
 Siloed data
 Disparate systems

22. Introducing…
TALENT
ANALYTICS
SUITE

23. Talent Analytics SUITE
Onboarding
EDITION
Learning
EDITION
Leadership
EDITION
Engagement
EDITION
Capabilities
EDITION
Performance
EDITION
 1st Year Retention
 Speed to
Performance
 Expertise & Skills
 Workforce
Performance
 Manager Capability
 Strategic Vision &
Execution
 Bench Strength
 Talent for Future
Success
 Retention of Talent
 Workforce
Productivity
 Goal Achievement
 Organizational
Alignment

24. Surveys
Business Metrics
 Employees
 Events
360s
 Competencies
 Projects
Tests
 Assessment
 Certification
Integration
Talent Systems
Automate
data collection
Data Collection
Analytics
CRM TMS Finance
ERP HRIS Accounting
LMS HRIS TMS
 Role-Based Reporting
 Filtering & Automation
 Dashboards
 Executive Summaries
Automated Analytics

25. Talent Analytics Dashboard Example

26. CEO CFO COO
VP, Sales SVP, TM CLO
HR Generalist Leadership Mgr. Instructor

27. Onboarding Analytics Example
Profile:
Large Insurance Company
Over 25% Turnover within 1st 90 Days
Key Metrics:
 Onboarding Effectiveness
 Quality of Hire
 New Hire Satisfaction
Solution:
 Automated 30, 60, 90-day
new hire touchpoints
 Targeted reporting to managers
& program owners
 Identified “flight risks” for
early intervention
Results:
 93% of “flight risks”
retained
 73% reduction in
measurement costs

28. Learning Analytics Example
Profile:
Large Business Services Company
Multi-Million $ Annual L&D Investment
Key Metrics:
 Program Effectiveness
 L&D Operation Efficiency
 Linkage to Business Outcomes
Solution:
 Automated post-class &
on-the-job evaluations
 Monthly imports of business
metrics
 Operational & executive
reporting
Results:
 Strengthened partnership
with business
 High ranking on Training
Top 125

29. Leadership Analytics Example
Profile:
Large Technology Company
1000s of new leaders to develop
Key Metrics:
 Bench Strength
 Leadership Effectiveness
 Business Outcomes
Solution:
 Semi-Annual 360s of Emerging
& New Leaders
 Leadership Program Evaluation
 Leadership-to-
Business Outcomes Correlation
Results:
 Significant Leadership
Effectiveness increase
 Business Outcomes linked
to leadership development

30. Results:
 Increased
performance for 70%
of sales force
 Increased retention
by 8%
Capabilities Analytics Example
Profile:
Large Biotech Company
Improve sales competencies
Key Metrics:
 Certifications
 Quota Attainment
 Sales Employee Retention
Solution:
 Annual sales competency
assessments: 180s & 360s
 Global, 15+ languages
 Correlated competency gains to
business outcomes

31. Engagement Analytics Example
Profile:
U.S. Government Department
High turnover, little insight into drivers
Key Metrics:
 Employee Engagement
 Employee Retention
 High Performer Retention
Solution:
 Automated Exit Interview
surveys
 Filtered & ranked by 15
employee demographics
 Monthly management reporting
Results:
 Identified and
addressed key drivers
 Increased retention
by 5.6%

32. Advancing Analytics MaturityEffectiveness
Time
1
2
3
4
5
Enterprise
decisions
Talent
decisions
Team
decisions
Individual
decisions
Strategic integration
in business process
Comprehensive approach
Consistent, basic approach
Ad-hoc, inconsistent methods

33. Leadership
Roles
Skills
ProcessesTechnology
Action
Sustainable
Talent Analytics

34. Get Started
Start measuring 1 area well
Build your analytics skills
Select an expert partner
Establish a measurement strategy
Make it happen with technology

36. Thank You
Kent Barnett
Founder & CEO
+1 312.676.4410
kbarnett@knowledgeadvisors.com
Jeff Grisenthwaite
VP, Operations
+1 312.676.4450
jeffg@knowledgeadvisors.com
knowledgeadvisors.com
Contact us to:
 Receive whitepaper
 Talk to an expert
 View a demo

37. Join Our Next TM Webinar
Recruiting for Service Excellence – How to Avoid
Undermining Your Workplace
Culture of Service
Tuesday, June 4, 2013
TM Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for upcoming TM Webinars at
www.talentmgt.com/webinars
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