People Analytics in the Era of Big Data

JEAN PAUL ISSON is global vice president of business intelligence and predictive analytics at Monster Worldwide Inc. He is a worldwide expert and evangelist in Big Data analytics and advanced business analytics with more than 22 years of experience and coauthor of Win with Advanced Business Analytics. JESSE S. HARRIOTT, PHD, is chief analytics officer at Constant Contact and former chief knowledge officer of Monster Worldwide. For over 20 years, Jesse has led analytics professionals to drive business results. He is the coauthor of Finding Keepers and Win with Advanced Business Analytics.

• Foreword xiPreface xiiiAcknowledgments xviiAbout the Authors xxiiiList of Case Studies and People Interviewed xxviiChapter 1 The People Analytics Age 1The People Analytics Advantage 3The World of Work Has Changed 10Notes 31Chapter 2 How to Migrate from Business Analytics to People Analytics 33A Short History of Analytics Adoption 35Marketing and Human Resources Similarities 39Advanced Business Analytics and Advanced People Analytics 44The Promise of Analytics and People Analytics Bridges 50Building a People Analytics Center of Excellence 53Notes 64References 65Chapter 3 The Seven Pillars of People Analytics Success 67Data and Tools Challenge 71The Seven Pillars of People Analytics Success 76Leveraging the People Analytics Framework 77Workforce Planning Analytics Pillar 79Sourcing Analytics Pillar 80Acquisition/Hiring Analytics Pillar 82Onboarding, Culture Fit, and Engagement Pillar 84Performance Assessment and Development and Employee Lifetime Value Pillar 86Employee Churn and Retention Pillar 88Employee Wellness, Health, and Safety Pillar 90Notes 96Chapter 4 Workforce Planning Analytics 99What is Workforce Planning? 101Workforce Planning Analytics 102Why Should You Care About Workforce Planning Analytics? 104Key Components of Workforce Planning Analytics 108Making an IMPACT with Workforce Planning Analytics 112Workforce Planning Analytics Best Practices: Dos and Don’ts 128Notes 129Chapter 5 Talent Sourcing Analytics 131The Business Case for Talent Sourcing Today 132Why You Need to Care about Your Talent Sourcing Today 135Talent Sourcing in the Era of Big Data and Advanced Technology 138The Mobile Impact on Talent Sourcing 167Putting the IMPACT Cycle into Action 169Notes 172Chapter 6 Talent Acquisition Analytics 175What is Talent Acquisition Analytics? 177How Talent Acquisition Works 190Application Phase 191Preinterview Assessment Analytics 194Interviews: Separating the Wheat from the Chaff 196Putting It All Together: Predictive Analytics for Selection 198Notes 203Chapter 7 Onboarding and Culture Fit 205Organizational Culture 206Onboarding Process 207Stages of Onboarding 209Early Employee Needs 212OPEN Analytical Framework for Effective Onboarding 213Time to Productivity and Other Outcome Measures 216Create an Onboarding Predictive Model 217Tying it All Together 217Notes 222Chapter 8 Talent Engagement Analytics 223Importance of Employee Engagement 225Employee Engagement Surveys 227Making Employee Engagement Surveys Predictive 229Moving Beyond the Survey: Employee Engagement Measures 232Notes 236Chapter 9 Analytical Performance Management 237Why You Should Care about Performance Management Analytics 238Linking Individual Objectives to Company Objectives 239Defining Performance Measures 243Performance Incentives and Promotion 245Provide Insight to Senior Management 247Benefits of Analytical Performance Management 249Best Practices 250Predictive Analytics and Graph Theory to Optimize Career Pathways and Employee Promotion 251Note 252References 252Chapter 10 Employee Lifetime Value and Cost Modeling 255Understanding the Most Expensive Asset 256Are Employees Costs or Assets? 256The Basis for Advanced Analytics 257Chapter 11 Using Retention Analytics to Protect Your Most Valuable Asset 283Traditional Approaches are Failing 285What is Retention, Anyway? 285What You Need and How it Works 286The Business Case 288Deploying Retention Analytics . . . Piece of Cake? 294How to Implement Proactive Talent Retention Models 295Data for Talent Attrition Predictive Modeling 298Putting Your Employee Attrition Findings to Work 302The Segmentation Strategy of Talent Retention Model Insights 303Notes 305Chapter 12 Employee Wellness, Health, and Safety to Drive Business Performance and Loyalty 307What is Employee Wellness? 310Why Should You Care about Workplace Wellness? 311Employee Wellness Program Best Practices 320Optimizing Your Employee Wellness Health and Workplace Safety with Predictive Analytics 325Notes 328Chapter 13 Big Data and People Analytics 331What is Big Data? 332Big Data and People Analytics 336Leveraging People Analytics 338Workforce Planning Analytics Pillar 339Sourcing Analytics Pillar 341Acquisition/Hiring Analytics Pillar 343Onboarding, Culture Fit, and Engagement Pillar 345Performance Assessment and Development and Employee Lifetime Value Pillar 347Employee Churn and Retention Pillar 349Employee Wellness, Health, and Safety Pillar 351Notes 355Chapter 14 Future of People Analytics 357Rise of Employee Behavioral Data 359People Analytics Moves beyond the Averages 361Predictive Becomes the New Standard 363Automated Big Data Analytics 363Big Data Empowers Employee Development 365Models Become the New Gold of People Analytics 366People Analytics Becomes More Accessible 366People Analytics Becomes a Specialized Department 367Employee Data Privacy Backlash 368Quantification of HR 369Notes 372Index 373

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