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HRMI & Analytics Strategy (Changing culture of HR - Trusted Advisors…
HRMI & Analytics Strategy
Treat data as an asset
Future state
Experimental approach
Create more data
Colleague Behaviour (Qualitative)
In depth interviews
Focus groups
Integration of non HR data
Integration of external data
Providing proactive insight
Culture of Experimentation
Real time feedback
Views on proposed initiatives
At each stage of employee lifecycle
Measure feedback on recent org changes
A/B testing
Test visuals and products before implementing to ensure true success
Constant feedback
Sharing knowledge
How best to share our findings
Drive commercial value through insight
Beyond HR metrics - how is this helping Barclays?
NPS and QOH :star:
Specialists that help measure the impact of HR initiatives such as Dynamic working
Looking at data in a different way
Diversity visualization :star:
Our Journey
Data Provision
Siiloed and Fragmented
Transnational service
Duplication
Waste
Data was not an area of focus for HR
Technology wasn’t joined up with multiple, inconsistent data sources
Reports were limited to what had happened and did not provide insight to support decisions i.e. what might occur
We did not have the right skills, processes or tools to harness the true power of our data and turn this into meaningful insight
Data not treated holistically
Missing data points from analysis e.g. exit interviews
45 systems
time taken to integrate and capture information
Insight Provision
Creating a data function
Simplifying our technology with easy to use reporting tools
Delivering an improved service that works in partnership with our clients
Developing capability for forward looking predictive analytics
Service Provision - fast, timely and relevant
implementing and embedding change
Building the COE - How do we get to this future state?
Goals
Promote ethical experimentation
Trusted advisors for all People data
Drive commercial value through insight
Treat data as an asset
Deliver greater efficiency for HR
Offer personalised service
Culture of experimentation
Different types of stakeholders and who we can impact
Operating model
Embedded resource
One strategy and set of standards for all
So what?
Better decisions
Better products
Better processes
Better HR Initiatives
Better employee experience
Better culture
Promote ethical experimentation
Use data in the right way
Trusted owner/guardian of the data
Data is used for the right purpose using the correct sources
7 standards
ethical use of data
Data privacy standards
Changing culture of HR - Trusted Advisors for all People Data
Upskilling HR
HRMI & Analytics Partners working with HRBPs
Enabling them to become true partners to the business
Discovery Engine :star:
Not just data providers
Educating on data, insight and analytics
Define skillset and data knowledge for reach role
Business translation - ability to interpret complex outputs and translate to actions
Beyond HR metrics - what is the commercial value
Help translate data into insights that drive real commercial outcomes
Asking the 'right' quetions
Consider data in everything we do
Become change agents
New expertise in HR
Data Scientists
Visualisation
Data Engineers
Business Translators
Recognize expertise and not re-badge
Scientific approach to data
Provide assurance against all workforce plans
Improved colleague experience through a simplified, personalised service
Research Library :star:
Bookmarks
Alerts
Explore
Recommendations
Learning
Innovation Hub
Technology
simplifying our architecture and making easier to use
Keeping up with Tech advancements in the market
New Products
Discovery Engne