It is increasingly difficult for leaders to earn respect, trust and loyalty if they do not bring results. The focus has to return to good management, 
results and responsibility. Evidence-based HR provides HR with the means to build credibility & capability.

1. Presented by Hendrik Feddersen
Responsibility for the information and views set out in
this presentation lies entirely with the author
Today and how to succeed tomorrow
HR Analytics

3. The world has changed
and has become a very complex environment

4. Knowledge doubles every year
and skills have a half-life of 2.5 to
5 years.
The half-life of knowledge is the
amount of time that has to elapse
before half of the knowledge in a
particular area is superseded.
What has changed in HR?

5. Talent markets are out of
balance, making it more difficult
than ever to find the "right
people".
China, India and Arabic countries
are attracting skilled employees
shaking other countries out of
balance.
What has changed in HR?

6. Millennials enter the labour market:
multitasking pros, always connected
and more tech-savvy.
But still demand respect, fair treatment,
challenging and meaningful work, a sense of
financial stability, growth and long-term
employment security and a reasonable level
of work life balance.
What has changed in HR?

7. Candidates are not looking for a
career; they are looking for an
experience.
Leadership, coaching, mobility, career
development and employment
branding are keys to build a highly
engaged workforce.
What has changed in HR?

8. Big data are becoming increasingly
available
ERP systems produce an enormous
amount of data.
LinkedIn Talent Solution and similar
companies provides huge amount of
data from outside an organisation.
What has changed in HR?

9. More than one billion people
are on social networks.
Business and personal
boundaries are shaken.
People are potentially much
better informed.
What has changed in HR?

10. Contingent workforce made of
short-term staffs, contractors,
interims and trainees are growing
worldwide.
Contingent workforce deserve
respect, access to information
and in-house training.
What has changed in HR?

11. Huge Leadership problem
It is increasingly difficult for leaders to earn respect,
trust and loyalty, if they do not bring results.
The focus has to return to good management,
results and responsibility.
Evidence-based HR provides HR with the means to
build credibility & capability.

12. What does it mean, HR Analytics?
• HR Analytics gives powerful insights,
optimisations and predictions on the
workforce.
• HR Analytics gives an “outside-in perspective”
on the business, because internal and external
data sources are being used.
• Data can be collected by a diverse range of
systems.

13. HR Analytics is a function in rapid growth
• There is a positive worldwide trend for HR
Analytics.
• Unsurprisingly, who works in this very recent
function, faces lack of technologies, skills and
staff.

14. Checklist to start your journey
1. Get broad leadership buy-in:
Assess business objectives and create some quick wins.
2. Build a robust team:
Hire “scary quant” and ensure a diverse skill set.
3. Do your research!
Consult and benchmark with experts to understand HR analytics capabilities,
research industry, HR benchmarking resources and key KPIs and evaluate needs
across the organisation.
4. Create the right infrastructure:
Evaluate what you already have in place, invest in data governance and business
intelligence tools and work to build a partnership with IT.
5. It’s all about data:
Implement thorough data collection efforts across the employee lifecycle,
structure systems to collect data correctly and holistically and derive actionable
business insights and communicate results to decision makers.

15. Focus on real real business questions
• How to measure performance?
• What are the interrelations cause and effect?
• Examples of business questions:
How to allocate new staff members to the various
departments? Is our staff optimised to meet this
quarter’s improvement goal? Why is our staff less
motivated?

16. How to succeed in HR Analytics?

17. Very good understanding
how the business operates
A multi-disciplinary expert team might
need to be set up with experts coming
from various parts of the organisation,
where HR relevant data are being
produced.
How to succeed in HR Analytics?

18. Ability to extract swiftly relevant data
from the various systems and produce
actionable results
The process of identifying interesting
data is called data mining. You will still
need to transform data into an
understandable format easy to
transform in action.
Good IT skills and statistics are key.
How to succeed in HR Analytics?

19. Ability to engage with the users
Getting others engaged with wow-
factor HR reports is key.
Data integration and dashboards are
the tools to make manager's life easier.
You need different delivery models, like
graphics, interactive tools and
storytelling.
How to succeed in HR Analytics?

20. Credibility and patience to
validate and clean data
Key to achieve success is to develop
credibility, have patience to validate
data before releasing them.
HR data require constant, intensive
data cleaning and follow ups with staff
to achieve data as complete as
possible.
How to succeed in HR Analytics?

21. Patience and encouragement
from a sponsor
You will need a very patient high-level
sponsor. The interaction shall not be
dominated by fear. Several iterations
between the sponsor and yourself
might be needed before actionable
results are produced.
How to succeed in HR Analytics?

22. Unlimited creativity in collecting
HR data
You have to come up with some very
creative ideas in how to extract HR
data from the organisation. Existing HR
data are most likely not so interesting.
How to succeed in HR Analytics?

23. Ability to instill a new culture of
data driven decisions
You yourself have to start taking decisions
based on data and invite others to do the
same. Who starts first will have a huge
advantage.
Key influencers need to embrace the real
spirit of HR Analytics and avoid the typical
flawed approach.
How to succeed in HR Analytics?

24. Ability to attract funds
When was the last time you produced
a business case for producing better
HR reports? How many times have you
joined forces with others to overcome
costs? When was the last time you
built a proof of concept to convince
others?
How to succeed in HR Analytics?

25. Motivation to constantly self
educate themselves
You need to read as much as you can
and educate yourself about HR
Analytics and network with your
peers.
How to succeed in HR Analytics?

26. About myself
• Hendrik Feddersen
• 50 years old, living in London, UK
• Degree in Business Administration from the
“Luigi Bocconi” University - Milan, Italy - 1988
• Manager HRIS & Analytics at the HR department at
the European Medicines Agency for the last 16 years
• Successfully implemented SAP HCM
• Main tasks: SAP HCM, process improvements,
predictions, data cleaning, extracting and
automatising reports and training colleagues.
• Lean Six Sigma Green Belt certified
• Self-learning “language R” and “HR excellence though
Six Sigma”
• Writing posts on LinkedIn
• Speaker at various conferences
• Collecting articles on scoop.it
• Networking in the HR Analytics arena

27. Most interesting models for the HR environment
Text mining, i.e. identifying
objectively the right
candidate among many
application forms based on
semantic key word searches.
Ronald Burt:
Structural holes vs. network
closure as social capital, i.e.
deconstructing social
network.

28. Most interesting models for the HR environment
In-house LinkedIn, i.e. a new
way to extract quickly
information from an
organisation on skills and
competences of staff.
Daniel Bloom:
Achieving HR excellence
through Six Sigma

29. I have started
the journey.
Have you?
Thank you for
listening.