PAFOW Sydney

Leadership Roundtable

Welcome!
Al Adamsen
@aladamsen

PAFOW Sydney Roundtable 20 Nov 2019

Agenda
• Welcome & Introductions!
• People Analytics Priorities – Al Adamsen
• HR Tech & People Data & Analytics – Stacy Harris
• Well-being & Performance at Work – Dr. Adrian Medhurst
• Sticking Together & Creating Value – Al Adamsen
• Lunch & Networking

PAFOW Sydney Roundtable 20 Nov 2019

Al Adamsen
al.adamsen@pafow.net
al.adamsen@insight222.com
@aladamsen
PAFOW Sydney Roundtable 20 Nov 2019
“People are literally dying for a
paycheck. And it needs to stop.”
- Dr. Jeffrey Pfeffer
PAFOW Sydney Roundtable 20 Nov 2019
Seen

Heard
Empowered
We are Suppliers serving a Customer
stories/coherent narratives

Supplier Partner Customer

Information Context & Consumption

& Insight Communication & Decisions

Confidence
“The feeling or belief that you can rely on
someone or something to perform in a certain way
at a known time in the future; firm trust”

PAFOW Sydney Roundtable 20 Nov 2019

What is

People Analytics ?

PAFOW Sydney Roundtable 20 Nov 2019

“The beginning of wisdom is
calling things by their right
names.”
- Chinese proverb

PAFOW Sydney Roundtable 20 Nov 2019

 Artificial Intelligence Scenario Planning
ONA/SNA Survival Analysis
Bayesian Methods Predictive Analytics
Decision-Trees
Portfolio Analysis Cluster Analysis
Factor Analysis Machine Learning
Natural Language Processing SEM
ANOVA Deep Learning
Step-wise Regression A/B Testing
Agent-based Modeling Random Forest
“People Analytics” is the process
by which insights
are generated into the
thoughts, feelings, and behaviors of
individuals, teams, groups, and
organizations.

PAFOW Sydney Roundtable 20 Nov 2019

Data & Insights Affecting the Worker Experience
within the organization
Former Alumni
Promoted Employees

Hi-Pos
Promoted

Applicants… New hires Tenured

Candidates Employees

Contributors

HR Technologies
HRMS
Finance System
Benefits Management System
Applicant Tracking System Performance Management System

People Data
Onboarding Learning Management System
Assessments O-B Surveys Employee Surveys Exit Surveys
Succession Management
Collaboration Tools
Email, Calendaring, & Communication Tools
LinkedIn
Glassdoor
Education
BLS
 People Analytics 3.0 – It’s an “And”
Analytics Maturity Progression
PeopleAnalytics
Analytics 1.0
Hopeful Analytics People
Doer Analytics 2.0User
Analytics People
Analytics Analytics 3.0
Competitor
Value/
Impact
Research
Stage 1:
Get Data Right
Stage 2: Data Aggregation
Create Context
Stage 3:
Use Insight
Stage 4: Productization /
Operationalize Insight
& Analysis
When Yes
& Visualization
When Yes When Yes
“Solutionize”
• Insight is repeatedly
used to formulate
• Is an on-demand Talent, HR, and
1924 - Present 2001 - Present 2015 - Present
Business Strategy.
analytics tool or
platform in place? • Insight used by HR,
Academically-inspired individual, Dashboards, Scorecards, Drill-
• Are data-driven Business,
Apps, Function,
Chatbots, AI, Machine
Description

• Aggregate & analyze insights influencing and Team Leads

team, & organizational studies down, Self-service,
data in a structured Data-mining,
planned change?
Learning,
• Insight obtainedWearables, Digitized
that analyze the past with the Exception
& sustainable way? reporting / alerts,
• Are insights Processes,
quickly Networked Intelligence,
& accurately
• Do we have good • Creating meaning informing strategy? from an on-demand
hope of improving the future
data to work with?
Democratizing
for key metrics? data & insights
• Are dashboards w/ tool or platform. Personal Development
Well-being,
• Efforts underway to • Insights being used meaningful metrics
improve data quality by executives? (KPIs) distributed?
Data

Value to:
Specific, Solicited, Observational
& quantity? • HRBP’sTransactional,
getting Descriptive Behavioral, Passive, Intention-
• HR & Busine s s Le ade rs
• Dedicated analytics involved? • Functional Le ads
• Demand for insight: based
• Te am Le ads
pros in place? Value to: • Em ploye e s The m se lve s
Executives • Necessary tools & Is it growing?
Executives Executives
For Who?

• HR & Bus ine ss Le ade rs

technologies? • Functional Le ads S e lf-S e rv ic e Produc ts (Ap ps ):
• Executive involve- Value to : HRBPs Autom ate d De liv e rable s :
HRBPs
• On-de m and ins ight & ide as

ment? • HR & Bus ine s s Le ade rs • Das hboards, S core cards , R e ports
TeamPALeaders 3.0
Manually Cre ate d De liv e rable s Embrace
• R e se arch, Expe rime nts , Mode lling PA 2.0 Employees the “And”
PA 1.0
Time
 People Analytics 3.0 – It’s an “And”
People Analytics 1.0 People Analytics 2.0 People Analytics 3.0

Research Data Aggregation Productization /

& Analysis & Visualization “Solutionize”
1924 - Present 2001 - Present 2015 - Present

Academically-inspired individual, Dashboards, Scorecards, Drill- Apps, Chatbots, AI, Machine

Description

team, & organizational studies down, Self-service, Data-mining, Learning, Wearables, Digitized
that analyze the past with the Exception reporting / alerts, Processes, Networked Intelligence,
hope of improving the future Democratizing data & insights Well-being, Personal Development
Data

Specific, Solicited, Observational Transactional, Descriptive Behavioral, Passive, Intention-

based
Executives Executives Executives
For Who?

HRBPs HRBPs
Team Leaders
Employees

Innovation & Tech Fest Sydney 19 Nov 2019