How Human Resources processes are improved by Advanced Analytics and Big Data

Improving HR Processes
with Advanced Analytics
and Big Data
# DDY-1066
MILMAN Jacques
PINELAnnabelle
Tuesday 27 October

2Copyright © Capgemini 2015. All Rights Reserved
Improving HR Processes with Advanced Analytics and Big Data | # DDY-1066 | Tuesday, 29-October
resources
BIG DATA for HR –
A new trend but it will deeply change its way of operating
Reduce costs
optimize
optimize
sourcing
take advantage of social networks
Structured and unstructured data
Way of management
increase the ability to decide
performances
BIG DATA
quickly
moreOptimize assignment of
Employees
mobility of
Real time
Reduce costs
Transversal view
Take advantage of big data
Reduce costs
optimize production capabilities
capacity
Recruitment
Improve Detect
new
Mastering human reaction
talents
Find new sources of profitability
Manage enterprise mobility
Gain in speed against competitors
Speed of action
Manage, overcome difficulties
Manage multitude of data
control
Improve reactivity
Improve reactivity
Develop transversal view
rationalize, simplify, take advantage
Improve efficiency
Process high volume of data
Anticipate resignations

Summary – Capgemini People Analytics
 Matching vs. Search:
• Use cases presentation
• Illustration of the use cases within the tool
 Skills mapping: Data Visualization
 Predicting high potential employees
• Use case presentation
• Detection of profiles and career path
• Skills management

How to combine business needs and market
expertise, in real time and with a Next-gen accuracy?

Two main objectives
Mobility of
employees
(staffing)
Hiring
1
2

Use Cases
1st
Use Case
When an employee is available within the company:
where can I assign this employee?
2nd
Use Case
When someone is available outside the company:
does this profile fit a company need?
3rd
Use Case
Identification of a need in a firm: who can I place on this
need, internally or by hiring?
 Searching for perfect correspondence between supply and demand
 360° view of skills in the company and on the market
 To be the first one to approach the right resources available on the market
 Time saving and better targeting
The goals
Big
Data

Digital HR Management Solution
Digital HR Management Solution
+
Integration Analysis engine Visualization

Innovative Solution
New approach different from HR market solutions:
 Matching approach between supply (CV in text format, profile information from professional
social networks) and demand (positions and missions descriptions)
 Avoid bias of (human) synthesis and interpretation of unstructured data. Keywords
are unnecessary.
 Automatically contextualize: matches with geography, travel time, industry, profession,…
1. Contextualized Text Analytics

Innovative Solution
CVs and
job posts
Document matrix in vector
space
Document comparison
(Cosine Distance)
Matching CVs and
job posts
Customized linguistic
pre-processing
Corpus Bag of
words

Architecture and Component Requirements
HDFS
Store
AppBuilder
Analytical
Processing
Clean &
Transform
Watson Explorer
Enterprise
IS
Availability
Data
HR Data
Supply
and Demand
Repository
BigInsights
WEX Engine
Data Indexing
Data Conversion
VisualizationUI
Big SQL

A new post – Information Security Manager
Créer, publier et maintenir la politique et les
directives de sécurité de l’information.
Fournir l’architecture globale des
implémentations de la sécurité de
l’information.
1er Oscar M.
2e Paul G. 3e Emmanuel W.
5e Eric G. 4e Hassan K.
Good match: algo & RM
Good match: algo
Average match

Data visualization –
Map the skills of my employees

1st Detect high-potential and key profiles in the company
Extract a « typical path » of high-potential
Use case presentation
2nd
Determine levers allowing an employee to reach a high-
potential or key people level: propose recommendation of the
points of improvement

How to anticipate the appearance of high-potential
profiles in the company?
Can we foresee the lever to increase this potential?

Which data can we use?
 Data relative to the education and to the career of the employee
 Data potentially exploitable:
• CV
• Job description
• training and education description, assignments
• career path in the company
• business repository of the company
• annual interview
• …

Data source: CV
From qualitative data

1st use case
High-Potential and Fast Track detection

Extract of employee career path in the company and detection of fast tracks:
From qualitative data
5
4
3
2
1 Business repository creation
hierarchical organization of the Repository
Extraction of career path for each employee
Extraction of typical employee career path
Detection of fast tracks and career analysis of the high-potential

DEMONSTRATION from qualitative data

2nd use case
Management of skills and recommendation

Mapping(Cartography) of the skills in the company and Recommendation of trainings for
every employee:
What are the current concrete objectives?
4
3
2
1 Creation of skills repository
Identification of the skills of each employee
Identification of the skills used today and looked for
Recommendation of skill training, taking into account the employee history as well as
the importance of the skills

DEMONSTRATION
Management of skills and recommendation

Contacts
Annabelle PINEL Jacques MILMAN
Sales - Responsible for the solution
business development
Lead Solution Architect
Insights & Data | Capgemini Application
Services | France
Annabelle.pinel@capgemini.com
+33 6 81 81 11 98
IBM Analytics | Executive Architect France
Jacques.milman@fr.ibm.com
+33 6 75 09 58 30

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www.capgemini.com
About Capgemini
Now with 180,000 people in over 40 countries, Capgemini is one
of the world's foremost providers of consulting, technology and
outsourcing services. The Group reported 2014 global revenues
of EUR 10.573 billion.
Together with its clients, Capgemini creates and delivers
business, technology and digital solutions that fit their needs,
enabling them to achieve innovation and competitiveness. A
deeply multicultural organization, Capgemini has developed its
own way of working, the Collaborative Business Experience™,
and draws on Rightshore®, its worldwide delivery model.
Learn more about us at www.capgemini.com.

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