HR Analytics

Presented By:
GROUP 4D
Arunima Agarwal 19P191
Rishabh Agarwal 19P213
Jay Shah 19P220
Vardaan Makhija 19P233
Janhavi Khanna 19P237
Pulkit Gupta 19P240
 What is HR Analytics?
Human Resource analytics (HR Analytics) is defined as
the area in the field of analytics that deals with people
analysis and applying analytical process to the human
capital within the organization to improve employee
performance and improving employee retention.
 HR Analytics Maturity Model
A powerful tool exists to help us
understand the growing maturity of
HR analytics. In 2012, Josh Bersin, a
leading thinker in this field, created
the HR Analytics Maturity Model to
explain the different levels of HR
analytics adoption. His model defines
four maturity levels, illustrated by a
pyramid in which the base (Level 1)
represents the lowest level of
maturity, with the highest (Level 4) at
the tip.
 Problems faced at Various Levels of
HR Analytics Maturity Model
As organizations work their way up the HR analytics maturity pyramid, they’re likely to
encounter several key challenges:

Level 1 — Siloed, disconnected data and tools. Nearly all organizations are wrestling
with massive amounts of both internal and external siloed data, as well as an inability
to communicate and share data because of disparate tools.
Level 2 — Lack of optimization. The organization has the right data, but needs to
extract the right information from that data to optimize the stages of the talent
management life cycle.
Level 3 — Analytics expertise. Many organizations lack the resources needed to create
and translate HR data into business outcomes.
Level 4 — Predictive insights. Despite a deluge of data, many organizations struggle to
determine trends and anticipate future workforce behaviour and organizational needs.
Organisations Studied by Us

Uses HR analytics to Uses HR analytics to build

reduce attrition advanced employee
engagement systems
 About CISCO
• Founded in 1984 by Len Bosack and his wife, Sandy Lerner
• Bosack and Lerner ran network cables between two different
buildings on the Stanford University Campus
• A technology had to be invented to deal with disparate local area
protocols. This gave birth to Cisco’s first product – the multi-
protocol router
• Cisco has shaped the future of the Internet by creating
unprecedented value and opportunity for its customers,
employees, investors and ecosystem partners and has become the
worldwide leader in networking
• The company has a strong focus on technical expertise and
innovation: 40 percent of its 74,500 employees are engineers, and
12 percent of its USD48.6 billion revenues from 2013 is invested in
research and development
 The Need for HR
Analytics at CISCO
Cisco employs 30,000+ engineers, who make up 40 percent of its
employee base. For any tech company, keeping its skilled
employees on board is vital in maintaining the company’s
competitive advantage

Recognizing that the company’s strength was in its people, Cisco

executives became concerned about the risk of losing key staff –
especially some of the company’s leading engineers.

Cisco’s HR Advanced Analytics Group wanted to help executives

understand how these high-value employees think and feel. It
wanted to assess the impact of different management styles on
engineer satisfaction. And it wanted to find out why employees
decide to leave, and how best to encourage them to stay.
 The Solution
Working with IBM and Aviana, Cisco’s HR Advanced Analytics Group adopted IBM SPSS
solutions from the IBM Watson Foundations portfolio. The company used two products: the
IBM SPSS Modeler and the SPSS Statistics.
SPSS Modeler:
  1. Data mining and text
  analytics software application.
2. Used to build predictive
models and conduct other
analytic tasks.
3. Has a visual interface which
allows users to leverage
statistical and data mining
algorithms without
programming.
4. The software gets rid of
unnecessary complexity in data
transformations, and makes
complex predictive models very
easy to use.
SPSS Statistics:
1. A statistical software used to
solve a variety of business and
research problems.
2. Provides a range of techniques
including ad-hoc analysis,
hypothesis testing and
reporting – making it easier to
manage data, select and
perform analyses, and share
results.
3. Features include Bayesian
statistics, publication ready
charts and improved third
party software integration.
The Solution
The Solution
 Surveys being used to
collect Data
Two surveys in particular seemed to offer great potential for new insights into employee
understanding: the annual Pulse Survey, which is sent out to all employees and receives
around 50,000 responses; and the Senior Technical Talent Survey, which takes a much
more in-depth look at the company’s 600 top engineers.

Broader in terms of number of Shallow dataset in terms of the number

Pulse Survey

respondents(around 50,000)
The questions are framed with the
objective of measuring general
employee engagement and job
satisfaction
While other Pulse surveys are taken at
an interval of maximum 1 month with 5
questions, Cisco’s Pulse survey was
conducted annually with 50 questions.
Also has optional text sections within
them - and the team was able to use
text mining techniques to analyze more
than 18,000 responses from the
optional text section
Survey
Senior Technical Talent
of respondents (only 600), but
extremely broad in terms of the number
of questions each respondent is asked
The questions touched a variety of
topics that would give the company an
insight into what the senior leaders’
sentiments were
The broadness of the survey was
symbolic to how much the company
valued its top talents; it wanted to know
what was going on in their heads so as
to keep them happy
 Using the data gathered from the above two surveys, the team built a
sophisticated SPSS model which combined cluster analysis techniques with
unstructured text sentiment analysis.

Use data mining

and text analytics
to interpret and
Collect Data from gather relevant
the survey insights

Build SPSS model Predict Attrition

from data
collected
 Analysis

PROS CONS
Understandability Responses may
not be truthful
Minimum
Implementation
cost
Reliability of
Widespread questionnaire
Adoption
 About DXC Technology
World's leading independent, end-to-end IT services company, serving nearly 6,000 private
and public sector clients from a diverse array of industries across 70 countries

DXC Technology is a Fortune 500 company and represented in the S&P 500 Index

Formed formed on April 1, 2017, by the merger of CSC and the Enterprise Services
business of Hewlett Packard Enterprise

Has established more than 250 industry-leading global Partner Network

relationships, including 15 strategic partners

Works to create greater value for clients, partners, and shareholders, and to present
growth opportunities for its people

With some 137,000 employees worldwide, the company’s deep experience gives it a clear
and confident vision
 Organisational Culture
DXC Technology has a culture of performance, matched with integrity. The values are
guided by CLEAR values and it guides the instincts and inform the company’s actions.

Client-Focused
Leadership
Execution Excellence
Aspiration
Results

DXC technology believes that their success is built on the trust that they have earned
from clients. They minimize business risk and maximize opportunity by working work
shoulder-to-shoulder with the clients to solve their complex challenges in unique ways.
The company invests in building collaborative client relationships that flex and grow to
help meet new challenges with confidence, speed, and agility with the help of world-
class innovative talent pool.
 Planning for Change
After the acquisition of HP by CSC, there emerged many small and large issues
associated with mergers and acquisitions. One of the most important issues
were employee retention challenges Also cultural challenges play a deep role
in the integration of the employees after the merger.
The HR Analytics system in place at erstwhile CSC and HP had to be modified
and changed in order to incorporate the changes in the working environment
and organisational culture. The system was modified in order to incorporate the
following:

 Employee personal data and details

 Employee skill set addition on the Cloud portal
 Compensation management
 Billing technology used in projects
 Workforce planning
 Employee engagement
 Planning for Change
 The senior management at both HP and CSC had taken the decision to incorporate the
changes to the existing HR analytics model and this decision gave birth to the current
dashboard used at DXC.
 It is an exhaustive system built on TABLEAU and POWER-BI which is helping DXC grow
exponentially in the field of Human Resources management and workforce planning.
 The system currently caters to the entire workforce planning for the 1,20,000 employees,
their project management, real time skill set updating on cloud, compensation
management , billing technology in various projects, day to day work monitoring of the
employees, learning and development and so many other HR verticals.
 The HR analytics is not used extensively for recruitment but the system provides with
psychometric tests to evaluate the potential candidates.
 What is Employee
Engagement?
The extent to which the employees feel passionate about their job, or are committed to the
organization, and put discretionary effort into their work is employee engagement.

The Six steps to higher employee engagement are mentioned below:

1. Prioritize The HR initiatives should be prioritize, favouring those with the highest possible
impact.
2. Integrate HR analytics efforts that were formerly disparate and siloed.
3. Staff the analytics team to include people who can act as partners with the business.
4. Collaborate and seek buy-in from other key stakeholders, including IT and the business.
5. Invest in data. To generate the highest value in analytics, run an integrated, valid and reliable
database and the access to external data will also be required. This effort may take time and
investment, it’s likely to be justified by the returns.
6. Focus on security, privacy and anonymity. Ensure that the HR analytics embed security
policies and data privacy in the overall governance process.
Solutions aligned across HR
Analytics Framework Model
 Tableau
 Tableau is ground-breaking data visualization software created by
Tableau Software.
 Tableau connects easily to nearly any data source, be it corporate
Data Warehouse, Microsoft Excel or web-based data.
 Tableau allows for instantaneous insight by transforming data into
visually appealing, interactive visualizations called dashboards.
 This process takes only seconds or minutes rather than months or
years, and is achieved through the use of an easy to use drag-and-
drop interface.
 Features of Tableau

Helps in employee engagement by Helps in mitigating diversity Manages employee

visualising the relationship between challenge by ensuring that wellness programs by
productivity, hours, and tasks to the workforce planning regularly updating the
optimize schedules and resources considers diversity as a employee details
with precision criteria
 Features of Tableau

Optimises the employee Creates a lot of Faster decision making with

work hour in the office visualisations and data the HR analytics integrated
by maintaining the work interpretation which is completely on cloud
data of the employee easily understood by
employees and higher
management
 Power BI
 Power BI is a suite of business analytics tools that deliver insights
throughout the organisation. It is one of the most powerful tools
available which connects to hundreds of data sources, simplify
data prep, and drive ad hoc analysis. It also produces beautiful
reports that can be used in showcasing the importance of human
resources in an organisation.

 It unifies data from many sources to create interactive, immersive

dashboards and reports that provide actionable insights and
drive business results. At DXC, Power BI is used in Strategic Human
Resource Planning initiatives and the Dashboard. It contributes to
workforce planning, employee engagement and compensation.
 Applications of
Power BI
One of the applications of the Power BI at DXC is to analyse the hiring strategy. The objectives
include the following:
1. What is the skill set of the resources at DXC
2. The trends in attrition
3. The trends in hiring strategy
4. The headcount, new hires and the existing employees.

The Dashboard created using Power BI analyses the data fed into it by employees and the
employers and tries to create a sense in the hiring strategy followed in the organisation.

a. Compare the new hires of the current year with that of the new hires of the last year in the
same period.
b. Compare for the gender and age diversity as well.
c. Compare the current active employees with that of the former employees.
d. The data analysed in then interpreted to identify the reasons for separation which tries to
show the count of bad hires as well. This helps DXC to go forward in their recruitment and
selection processes with great care.
Power BI
THANK YOU!!