HR leaders in Financial Services are adopting the use of data and analytics faster than many other business functions and job roles. For so long their focus has been within the HR function; they express doubt regarding their ability to collaborate effectively with their Finance counterparts to uncover actionable insights. In fact, in a recent survey of 450 Financial Services professionals, 95% of respondents agreed that better integration of HR and Finance data was a top priority for the year. Why is this so important? Because the demands on HR have changed significantly, as HR leaders move into a more strategic role. It requires both an increasingly forward-looking workforce strategy, and quantification of HR’s business contributions. This is compounded for the Financial Services sector, which is faced with rapidly changing regulatory and compliance requirements, and the need to attract and retain tech-savvy talent in an industry that is sometimes viewed as more traditional and less tech-savvy. Join our webcast featuring top-ranked analyst and bestselling author of Competing on Analytics, Tom Davenport, to learn how analytics technology provides HR with unique insights that create strategic value.

1. Up Your Analytics Game: How to Empower
People to Take Action
Tom Davenport Naba Ahmed
With: Moderated by:
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4. About Tom Davenport
Tom Davenport is a world-renowned thought leader and author, is the President’s Distinguished Professor of
Information Technology and Management at Babson College, a Fellow of the MIT Center for Digital Business, and
an independent senior advisor to Deloitte Analytics. An author and co-author of 20 books and more than 200
articles, he helps organizations to transform their management practices in digital business domains such as
artificial intelligence, analytics, information and knowledge management, process management, and enterprise
systems.
About Naba Ahmed
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing
Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing
content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of
the most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity, depth,
and experience of their professional cultures, personalities, and passions.

5. 5
HR Analytics and AI in Financial Services
• HR analytics and AI are growing in every industry, but in
financial services in particular—generally among leaders
o Overall analytical orientation in FS
o Highly paid, well-educated employees
• Analytics are key to understanding and improving
employee recruiting, engagement, satisfaction, attrition,
performance
• Results based on global survey of 1510 HR and finance
Up Your Analytics Game: How to Empower
People to Take Action

6. 6
Advanced analytics in 47% of large FS firms
Up Your Analytics Game: How to Empower
People to Take Action
What is the most sophisticated type of analytics your business unit regularly employs?

7. 7
Only 16% not using AI; 82% use AI for recruiting
Up Your Analytics Game: How to Empower
People to Take Action
How are you using artificial intelligence (AI) currently?
• Other key use cases: attrition, pipeline modeling, resume
analysis

8. 8
Over 80% say HR and Finance collaborate on data
Up Your Analytics Game: How to Empower
People to Take Action
HR and finance currently work together as collaborative partners to jointly present data-
driven recommendations that are adopted by business leaders.

9. 9
Over 80% want to integrate HR/Finance data
Up Your Analytics Game: How to Empower
People to Take Action

10. 10
Many shared objectives between HR and Finance
Up Your Analytics Game: How to Empower
People to Take Action
How are you using analytics for joint HR and finance objectives in your organization currently?

11. 11
Finance and HR both judged good at analytics—
Finance slightly better
Up Your Analytics Game: How to Empower
People to Take Action
Our Finance/HR teams consistently deliver analytics-driven insights to the right people
to make effective business decisions

12. 12
Analytical challenges are often non-technical
Up Your Analytics Game: How to Empower
People to Take Action
With your current analytics tools, which of the following tasks are most difficult to do?

13. 13
Culture eats technology for breakfast!
Up Your Analytics Game: How to Empower
People to Take Action
What barriers are most getting in the way of HR and finance collaborating?

14. 14
HR needs new skills around using data and analytics
Up Your Analytics Game: How to Empower
People to Take Action
What analytics skills do your HR employees most need to develop or improve?

15. 15
• Advanced analytics and AI are off and running in Financial
Services HR, but room for more
• HR analytics are key to successful recruitment and
retention
• HR and Finance functions desire to collaborate, but need
to execute on objectives
• The primary skills needed involve using, describing, and
Up Your Analytics Game: How to Empower
People to Take Action
Key takeaways from the survey

16. Q&A
Naba Ahmed
With: Moderated by:
President's Distinguished IT & Management
Professor, Babson College
Linkedin page: /in/davenporttom/
Twitter ID: @tdav
Website: tomdavenport.com/
Tom Davenport
Editor, Human Resources Today
Linkedin page: /in/naba-ahmed/
Twitter ID: @hrposts
Email: naba@aggregage.com
Website: humanresourcestoday.com
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