A look at whether big data is really necessary in HR

1. Big Data and Human Resources
I have the numbers now what do I do?

2. February 2, 2015
How many of your
organizations are
now using Big Data
in HR?

3. Big Data and Human Resources
Have you felt these thoughts?
It is a math thing, I am not a
math major
We tried that and it did not
work
It is too complex for most
organizations
That is just not the way we
do things around here
February 2, 2015

4. Big Data and Human Resources
CORRELATION
VS. CAUSES
WHEN VS. WHY
February 2, 2015

5. February 2, 2015
Which is more
important?
Being able to know
 when an event is
going to happen or
 why it happened?

6. Big Data and Human Resources
Things one can do at a
large scale
Things that cannot be done
at a smaller scale
To extract new insights
February 2, 2015

7. Big Data and Human Resources
CORRELATION
February 2, 2015

8. Big Data and Human Resources
Big Data Tools
Predictive Analysis
Descriptive Analysis
Data Mining
Competency Analysis
Surveys
Business Analytics
Strategic Analytics
February 2, 2015

9. Big Data and Human Resources
CAUSES
February 2, 2015

10. Big Data and Human Resources
Your responsibility as a HR professional
Find the right person for the right job in the right place at
the right time
To ensure that the human capital methods, policies and
procedures are
Strategic in nature
Aligned with the corporate mantra, vision and mission
Be innovative
February 2, 2015

11. Big Data – Here is What We Do Know
“Six Sigma : The Breakthrough Management
Strategy Revolutionizing the World’s Top
Corporations” by Mikel and Schroeder
We Don’t Know What We Don’t Know
We Can’t Act on What We Don’t Know
We Won’t Know Until We Search
We Won’t Search for What We Don’t Question
We Don’t Question What We Don’t Measure
February 2, 2015

12. Big Data – Here is What We Do Know
“There are data points which make sense for us
as HR professionals
Time to hire
Cost of hire
Cost of failed hire
Absence Rate
Turn over rate
We Don’t Question What We Don’t Measure
February 2, 2015

13. Big Data and Human Resources
February 2, 2015
Why do I need these
data points?

14. Big Data and Human Resources
February 2, 2015
If you have the data you
have
 defined the problem and
 you have measured the
problem resulting in data
points

15. Big Data and Human Resources
Innovation doesn’t have to be about creating the light bulb or
telegraph. Innovation can be very important small changes to
something that is already working. That is the stuff that is
overlooked and it can take things to the next level.
David Steinberg CEO XL Marketing May 2013
February 2, 2015

16. The TLS Continuum
February 2, 2015Associates, Inc,
16
•Six Sigma
• Lean • Theory of
Constraints
• Ensures that all your
processes are
repeatable
• Creation of a standard
of work
•Removes waste from
the process
•Identifies the non-
value added
activities that are
creating the obstacle
• Removes these
steps from the
process.
•Identifies the
source(s) of
roadblocks in your
processes

17. Big Data and Human Resources
"We have learned to live in a world of mistakes and
defective products as if they were necessary to life. It is
time to adopt a new philosophy in America."
Dr. Edward Deming
February 2, 2015

18. TLS Continuum – Customer Centric
Go and See
Focus on the process
Do it now
Gain knowledge
February 2, 2015

19. TLS Continuum – Alignment
Change managers to
leaders
Transformational
leaders
Educate and Train
Breakdown silos
Avoid quotas
Coach
February 2, 2015

20. TLS Continuum – Continuous Improvement
Long term planning to
optimize services
Always a better way
Poka Yoke
Drive out fear
February 2, 2015
TLS Continuum
Remove Waste
Standard Work

21. February 2, 2015
How does this {process, procedure,
action, initiative, project, policy}
help the organization achieve its
business objective?|
If you can’t answer this in a clear way that is
measureable and where there is evidence that your
answer is true, stop doing it.
Ask your self?

22. February 2, 2015
Questions ?
Before my final
thoughts
In Plain Sight: Finding and Eliminating Waste

23. Achieving HR Excellence
February 2, 2015Associates, Inc,
23
Customer Centric
Perspective
Quality
Improvement
Organizational
Alignment
Commitment to
meeting or exceeding
the customer needs
based on Voice of the
Customer
Better
Cheaper
Faster
Everything we do
must be centered
around moving
the business
enterprise
forward
strategically

24. Benefits to Your Organization
Reduction of defects
Lower costs
Higher customer satisfaction
Shorter cycle time
Predictable processes
Culture change
Focus on quality, the customer and doing it right
Pride in being the best
Standardization for problem solving
Highly trained workforce
Common language
February 2, 2015

25. Big Data and Human Resources
February 2, 2015

26. February 2, 2015
THANK YOU
• It has been my pleasure to
speak to your organization
today
• Go forward and be
• focused, flexible and fast within
your organizations
• Embrace the changes that will
grow your organization

27. More Information?
Daniel Bloom
SPHR, Six Sigma Black Belt
Chief Executive Officer
Daniel Bloom &Associates, Inc.
PO Box 1233
Largo, FL 33779
(727) 581-6216
dan@dbaiconsulting.com
http://www.dbaiconsulting.com