1. Slide 1
HR Analytics and Workforce
Planning: Trends, Challenges
and Solutions
Simon Hann
CEO, DeakinDigital
@deakindigital
www.deakindigital.com
2. Slide 2
What we will cover in the next 30 minutes
• Workforce Planning – trends and challenges
• HR Analytics: Beyond the hype and noise to enable success
• Credentials – a data driven solution for HR
• Capabilities and credentials – underpinning the HR Lifecycle
• Case study ‐ Cisco
3. Slide 3
DeakinDigital – What do we do?
We provide independently verified, evidence‐based
employability credentials for the development of high
performing organisations.
Backed by
Deakin University
7. Slide 7
What skills will the future demand?
Sponsored by Google
Source: The Economist Intelligence Unit, ‘Driving the skills agenda: Preparing students for the future’, p. 8.
11. Slide 11
Benefits of mature analytics organisations
Bersin by Deloitte WhatWorks Brief
High Impact Talent Analytics: Building
a World Class HR Measurement and
Analytics Function
13. Slide 13
Wicked problems for HR
1. Proof of capability and fast cycle time to
proficiency for Early Career Entrants/ Early
Into Company
2. A taxonomy or currency to better design jobs
and run the HR lifecycle‐ now and future
3. Matching people to more dynamic, fast
emerging new jobs (the “right” person; right
time; every time; in real time)
4. Identify and support future capability
development needs for High Potential (HiPo)
employees
5. Strategic management and reporting the
human capital value of the workforce
capability
15. Slide 15
Professional Practice Credentials – what
are they?
Creating a new currency for workforce planning and HR lifecycle that provide
independent PROOF OF CAPABILITY
Through Recognition of Professional Practice the knowledge, skills and
potential of the experienced workforce are identified
Credentials recognise professional expertise and benchmark this against
recognised global standards
21. Slide 21
Credentials – across the HR lifecycle
Capabilities and
credentials provide a
consistent, comparable
currency that can
underpin activities in
the HR Lifecycle
Business Need
Workforce
Planning‐ Job
Design
Define talent and
potential
Selection &
Recruitment
Learning &
Development
Performance
Succession
Reward & Benefits
Capabilities
&
Credentials
22. Slide 22
Workforce Planning
HR Analytics measure and show capabilities valuable into the future
Close match
Responsive and agile
Shared vision for future
Strong Leadership
Engaged employees
Motivated and committed employees
Innovation
Effective talent pool
Good performance
Poor match
Inflexible, slow to change
Poor alignment to future vision
Lack of leadership
Low motivation and commitment
Poor or inconsistent performance
Low responsiveness
Low attraction to new recruits
Capabilities – Skills, knowledge and attributes required by the individual to perform
roles that contribute to the performance, culture and organisational vision for future.
Other Competencies – Technical and job specific attributes required by individuals to
perform task or static job role.
Now Future