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Neo4j as a Key Player in Human Capital Management (HCM), GraphAware

GraphConnect Europe 2017
Luanne Misquitta, GraphAware

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Neo4j as a Key Player in Human Capital Management (HCM), GraphAware

  1. 1. GraphAware® Neo4j as a Key Player in Human Capital Management graphaware.com @graph_aware, @luannem Luanne Misquitta
  2. 2. (HR)-[:TRANSFORMED_INTO]->(HCM)
  3. 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. 4. CONNECTIONS GraphAware® Person SkillsSKILLS Publications Endorsements Awards Education Career path Certifications Positions Experience Teams
  5. 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. 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. 7. COMPLEX CONNECTIONS
  8. 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. 9. CYPHER GraphAware® MATCH reportingChain=(p:Person)-[:REPORTS_TO*1..8]->(m:Person) RETURN reportingChain
  10. 10. GraphAware® PEOPLE MANAGEMENT SUITES Recruiting and On-Boarding Learning Performance Talent and one more…
  11. 11. 71% of companies see people analytics as a high priority GraphAware® PEOPLE ANALYTICS Deloitte’s Global Human Capital Trends 2017
  12. 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. 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. 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. 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. 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. 17. PERFORMANCE GraphAware®
  18. 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. 19. TALENT MANAGEMENT GraphAware®
  20. 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. 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. 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. 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. 24. NETWORK OF TEAMS GraphAware® Source: Bersin by Deloitte, 2016
  25. 25. CONNECTORS IN ORGANISATIONS GraphAware®
  26. 26. PEOPLE MANAGEMENT, REVISITED GraphAware® Learning Talent Recruiting Performance
  27. 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. 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. 29. www.graphaware.com
 @graph_aware Thank you GraphAware®

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