HR analytics addresses the complexities financial services organizations face as they transition to the workforce of the future. Read more https://www.accenture.com/ca-en/insight-hr-analytics-cracking-workforce-genome

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DECODING THE SECRETS
TO CREATING AN ENGAGED,
HIGH-PERFORMANCE
WORKFORCE
The human genome, our genetic fingerprint, contains rich biological
information that holds the promise of personalized medical insights and
treatments. Likewise, the employee genome enables financial services
organizations to move from intuition-based mass-management of the
workforce to creating and managing individual experiences that attract
the best talent and get the best out of every employee.

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FS FIRMS
ARE LOSING
THE WAR
FOR TALENT
Half of the US banks that are trying to recruit
millennial talent are having difficulty doing so.*
*“2016 Compensation Survey”, Compensation Advisors.
http://compensationadvisors.com/wp-content/uploads/2016-
Compensation-Survey-REPORT.pdf.

4. Copyright © 2018 Accenture. All rights reserved. 4
FS FIRMS ARE LOSING
THE WAR FOR TALENT
FINANCIAL SERVICES FACES A CRISIS AS ITS EXISTING WORKFORCE AGES
AND IT STRUGGLES TO RECRUIT TOP YOUNG TALENT:
• Banks and insurers are not rated as employers of choice for young
professionals
• Many organizations are failing to:
• Engage younger workers
• Reskill older workers for the digital age
• Drive productivity and skills retention

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UNHAPPY EMPLOYEES AND POOR EMPLOYEE
ENGAGEMENT COST THE U.S. BETWEEN
5
THE HIGH COST OF POOR
WORKFORCE ENGAGEMENT
*“How to Tackle U.S. Employees’ Stagnating Engagement”, Gallup,
June 11, 2013. http://news.gallup.com/businessjournal/162953/tackleemployees-stagnating-engagement.aspx
IN LOST PRODUCTIVITY EACH YEAR.*
BILLION

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FS organizations are collectively losing billions of dollars a year
as a result of low productivity, poor employee engagement and
sub-optimal recruitment practices.
6
THE HIGH COST OF POOR
WORKFORCE ENGAGEMENT
Harvard Business Review: Organizations with low employee engagement scores experience:
18%
16%
37%
Poor hiring decisions and poor retention of employees can take a heavy toll on the business
Lower productivity
Lower profitability
Lower job growth
65% Lower share price over time

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THE SOLUTION?
PERFORMANCE THROUGH
PERSONALIZATION
Nearly any FS company can use cloud, big data, AI
and advanced analytics technology to shift from
mass management of HR to personalized employee
experiences.
Equipped with the right technology, it can listen to
each employee’s story, understand their goals and
deliver workplace engagements and experiences
that meet the liquid expectations of today’s top
performers.

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FS companies succeed
when they cater to
individual employees
and make it easier for
them to consume what
they want, how and
when they want.
8
Like customers, employees are more
engaged when they are recognized,
remembered, and receive relevant
recommendations.
RECOGNIZE.
REMEMBER.
RECOMMEND.
• Employers should use HR data to build a
rich, digital representation of each
employee: the ‘employee genome’
• Leading organizations are already using
HR analytics to decode the employee
genome and deliver personalized
experiences
• They are raising employee performance,
generating more useful HR metrics, and
improving HR performance across all
functions

9. THE EMPLOYEE GENOME
HYPER-PERSONALIZED EXPERIENCES FOR TALENT

10. USING AI TO DELIVER
PERSONALIZED
EXPERIENCES AT SCALE
MACHINE LEARNING AND AI WILL PLAY AN IMPORTANT PART IN
DELIVERING PERSONALIZED EXPERIENCES AT SCALE TO THE FS
WORKFORCE OF THE FUTURE:
• Machine learning for data assimilation and enrichment
• Algorithms to target employees with the right recommendations and advice
• Natural language processing, contextual analysis, image recognition and
deep-learning algorithms to enable employees to interact with HR systems
in ways that feel personal and human

11. A LIVING BUSINESS
CULTURE
WITH HR ANALYTICS, FS
ORGANIZATIONS CAN PUT THE
RIGHT INFORMATION IN THE
HANDS OF THE PEOPLE
RESPONSIBLE FOR THE DECISIONS.
THIS HELPS ORGANIZATIONS TO
BUILD A ‘LIVING BUSINESS’
CULTURE, DELIVERING TRUE
PERSONALIZATION AND A HUMAN
TOUCH AT MASSIVE SCALE.
• Human capital management
platforms such as ServiceNow,
WorkDay, SAP SuccessFactors
and Oracle HCM make analytics
insights and tools accessible to
everyone in the workforce
• Visualization enables users to
shape a story out of their data,
make bold decisions and track
the impact of their actions

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HR ANALYTICS:
FROM VISION
TO REALITY
FS organizations need to know their people down to
the employee genome level and be able to respond
to their individual needs to deliver the personalized
employee experiences today’s workforce demands.

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KEY
STEPSIN BUILDING AN HR
ANALYTICS CAPABILITY

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To win with HR analytics, FS
organizations should focus on
ROI rather than just on costs,
and work to create a culture
that embraces data-driven
insights across the business
14
• Accommodate needs from simple queries
and reports to bespoke reports and modelling
to advanced analytics and research
• Do the basics brilliantly and build advanced
capabilities in parallel
• Prioritize insights about productivity and
performance, rather than focusing only on
HR services
• Look to data sources such as social
platforms, derived data, and devices
such as printers, door security and
wearables to enrich insights
• Make a pact with employees about the data
the organization will hold and how it will
use it
• Use cloud platforms for low-cost, high-power
analytics
CRITICAL
SUCCESS
FACTORS
FOR HR
ANALYTICS

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UNLOCKING THE
WORKFORCE OF
TOMORROW
Looking to the future, HR analytics will be key
to unlocking the potential of tomorrow’s blended
human-and-machine teams, as well as realizing the
true value of an adaptive workforce made up of
contractors, permanent employees, freelancers,
and workers sourced from labor platforms.
FS organizations that successfully embed
HR analytics and AI into their ways of working can
transform into hyper-productive enterprises with
highly-engaged workforces that differentiate them
from competitors.

16. THANK
YOU