GraphConnect Europe 2017 Luanne Misquitta, GraphAware

1. GraphAware®
Neo4j as a Key Player
in Human Capital
Management
graphaware.com
@graph_aware, @luannem
Luanne Misquitta

2. (HR)-[:TRANSFORMED_INTO]->(HCM)

3. GraphAware®
Operational
Efficiency
Industrial Age
People as Workers
Andrew Carnegie
Henry Ford
The Corporation
Is King
Profit, Growth,
Financial Engineering
Management by
Objective
Jack Welch
Peter Drucker
The Executives
Are King
Customer Service,
Employees as Leaders
Servant Leadership
Work Together
Howard Schulz
Steve Jobs
The People
Are King(s)
Mission, Purpose,
Sustainability
Empower the Team
Netfilx, Google,
Facebook, Amazon
The Teams and Team
Leaders Are Kings
The Industrial
Corporation
Hierarchical
Leadership
Collaborative
Management
Network
of Teams
<1950s 1960s-80s 1990s Today 2020
Purpose,Meaning,
andEmpowerment?
Source: Bersin by Deloitte, 2016
WE ARE HERE

4. CONNECTIONS
GraphAware®
Person
SkillsSKILLS
Publications
Endorsements
Awards Education
Career
path
Certifications
Positions
Experience
Teams

5. People data is highly connected
Possibly starts off sparse
Interesting aspects implied through second and third level
relationships
What skills do people have that are not part of their formal
job description?
Which people act as top talent attractors?
What learning could be recommended to top performers to
groom them for the next step in their career path?
What is core to our business has to be connected
(Emil Eifrem, GraphConnect 2016)
GraphAware®
VALUE IN RELATIONSHIPS

6. GraphAware®
NEO4J- A GRAPH DATABASE
Nodes and relationships
Relationships are first class citizens
No need to infer connections using foreign keys, or out-of-
band processing
Simple, intuitive, flexible data model
Efficient querying and finding patterns
Fully transactional

7. COMPLEX CONNECTIONS

8. JOINS
GraphAware®
USE AdventureWorks2008R2;
GO
WITH DirectReports (ManagerID, EmployeeID, Title, DeptID, Level)
AS
(
-- Anchor member definition
SELECT e.ManagerID, e.EmployeeID, e.Title, edh.DepartmentID, 0 AS Level
FROM dbo.MyEmployees AS e
INNER JOIN HumanResources.EmployeeDepartmentHistory AS edh
ON e.EmployeeID = edh.BusinessEntityID AND edh.EndDate IS NULL
WHERE ManagerID IS NULL
UNION ALL
-- Recursive member definition
SELECT e.ManagerID, e.EmployeeID, e.Title, edh.DepartmentID,Level + 1
FROM dbo.MyEmployees AS e
INNER JOIN HumanResources.EmployeeDepartmentHistory AS edh
ON e.EmployeeID = edh.BusinessEntityID AND edh.EndDate IS NULL
INNER JOIN DirectReports AS d
ON e.ManagerID = d.EmployeeID
)
-- Statement that executes the CTE
SELECT ManagerID, EmployeeID, Title, DeptID, Level
FROM DirectReports
INNER JOIN HumanResources.Department AS dp
ON DirectReports.DeptID = dp.DepartmentID
WHERE dp.GroupName = N'Sales and Marketing' OR Level = 0;
GO

9. CYPHER
GraphAware®
MATCH reportingChain=(p:Person)-[:REPORTS_TO*1..8]->(m:Person)
RETURN reportingChain

10. GraphAware®
PEOPLE MANAGEMENT SUITES
Recruiting and On-Boarding
Learning
Performance
Talent
and one more…

11. 71% of companies see people
analytics as a high priority
GraphAware®
PEOPLE ANALYTICS
Deloitte’s Global Human Capital Trends 2017

12. TALENT ANALYTICS MATURITY MODEL
Bersin by Deloitte Talent Analytics Maturity Model
Predictive Analytics
Development of predictive models • Scenario Planning
Integration with Business & Workforce Planning • Data Governance Model
Advanced Analytics
Statistical Analysis to Solve Business Problems • Identification of Issues
& Actionable Solutions • Centralized Staffing & Integrated Data
Advanced Reporting
Proactive Reporting for Decision-Making • Analysis of Trends & Benchmarks •
Customizable, Self-Service Dashboards
Operational Reporting
Reactive Reporting of Operational & Compliance Measures • Focus on Data Accuracy,
Consistency & Timeliness
4%
10%
30%
56%
Level 4
Level 3
Level 2
Level 1

13. RECRUITING AND ON-BOARDING
ONE DOES NOT SIMPLY
HIRE BASED ON A RESUMÉ
I DON’T KNOW WHO YOU
ARE…
BUT I WILL FIND YOU ON
LINKEDIN AND RECRUIT YOU

14. A 2015 study from an online training
company 24x7 Learning found that
only 12% employees apply new
skills learned in training to their
jobs.
GraphAware®
BBC Capital, “Why so many companies get training wrong”, 3 May 2017

15. LEARNING
Training solutions
only play here Immediate
Performance support and other tools for
point-of-need learning
Q. What do I need to support my success in the
moment?
Intermediate
Current job development and competency expansion
Q. What do I need to grow in my current role?
Transitional
Development of skills and relationships that will meet
long-term business goals
Q. What do I need to grow in my career?
Source: Bersin by Deloitte, 2015
EXPOSUREEDUCATION
EXPERIENCE ENVIRONMENT

16. RECOMMEND LEARNING
GraphAware®
Person
Certification
Learning
item 4
Learning
item 5
Work
experience
Course 3
Course 2
Course 1
Learning
item 3
Learning
item 2
Learning
item 1
Certification Position
REQUIRES
COMPLETED
HOLDS_CERT
INTERESTED_IN
NEXT_LEARNING
NEXT_LEARNING
FULFILLED_BY
FULFILLED_BY
NEXT_LEARNING
FU
LFILLED
_B
Y
NEXT_LEARNING
FULFILLED_BY
NEXT_LEARNING
FU
LFILLED
_B
Y

17. PERFORMANCE
GraphAware®

18. TALENT MANAGEMENT
GraphAware®
First get the right people on the bus, the wrong
people off the bus, and the right people in the
right seats, and then they can figure out where to
drive it.
Jim Collins, Good to Great

19. TALENT MANAGEMENT
GraphAware®

20. FINDING HIDDEN POTENTIAL
GraphAware®
Person
Blog 1
Expert
Skill 2
Vacant
position
Course
Blog 2
Skill 1
Position 1
Position 2
Tag 2
Tag 1
Certification
Work
Exp.
DEVELOPS
TAGGED
TAGGED
REQUIRES
TAGGED
TAGGED
TAGGED
TAGGED
EXPERT_IN
INTERESTED_IN
WORK_EXP
LIKES
WROTE
ENROLLED_IN
HAS_SKILL
HOLDS_CERTIFICATION
INCUM
BENT_OF
R
EQ
U
IR
ES
NEXT_POS.

21. FINDING HIDDEN POTENTIAL
GraphAware®
MATCH (position:Position:Vacant)-[:REQUIRES]->(skill:Skill)
WHERE (person:Person)-[:INTERESTED_IN]->(skill)
WITH person,skill,position
OPTIONAL MATCH (person)-[*1..2]->(tag:Tag)<-[:TAGGED]-(position)
OPTIONAL MATCH (expert)-[:EXPERT_IN]->(skill)
OPTIONAL MATCH (person)<-[:LIKES*2]-(expert)
OPTIONAL MATCH (person)-[*1..2]->(skill)
RETURN person

22. GraphAware®
PEOPLE ANALYTICS
Brings together HR and Business Data from different parts of the
organisation
Identify high performing people
Analyse flight risk
Predict compliance risks
Identify high value career paths and leadership candidates
Identify characteristics of high performing sales and service
teams
Sentiment analysis- identifying toxic leaders and positive
influencers

23. Bersin Predictions Report 2017 claims that it is nearly impossible to standardise on one
technology vendor for all of your HR services.
GraphAware®
“Our latest research found that the average company
has seven different ‘systems of record’, and that
problem is never likely to go away”.

24. NETWORK OF TEAMS
GraphAware®
Source: Bersin by Deloitte, 2016

25. CONNECTORS IN ORGANISATIONS
GraphAware®

26. PEOPLE MANAGEMENT, REVISITED
GraphAware®
Learning Talent
Recruiting
Performance

27. CONNECT!
GraphAware®
Person
Blog
Expert
Skill
Vacant
position
Course
Blog
Skill
Position
Position
Tag
Tag
Certification
Work
Exp.
Team
Person
Person
Team
Feedb
ack
Project
Sentim
ent Person
Compe
tency
Project
Endors
ement
Team
Sentim
ent

28. People in organisations naturally fit into graph data models
A wealth of information lies in the relationships
The power of the graph opens up unexplored avenues
Apply graph algorithms for finding cohesive teams, detecting
communities, influencers and talent attractors
GraphAware is equipped with the experience and skills required
to help you add value to your HCM Product with Neo4j
We’d love to meet you at our booth!
GraphAware®
SUMMARY

29. www.graphaware.com
@graph_aware
Thank you
GraphAware®