A copy of my slides from the inaugural SHRM Tech EMEA conference held in Dubai from 24-25 February. The brief from my speech on how companies are using Organisational Network Analysis to identify insights that drive business value is below. BRIEF People analytics is increasingly being used by companies to help provide insights that drive performance, productivity and innovation as well as employee experience and collaboration. Organizational Network Analysis (ONA) is at the fulcrum of much of these efforts and is a technique that many analytics and HR professionals want to learn more about. In his presentation, David will present research, case studies and guidance covering both active and passive data sources that will help demystify ONA and demonstrate how in combination with people analytics it can help improve both business outcomes and employee experience.

1. How to drive business value with ONA
David Green | 25 Feb 2019
david.green@insight222.com
@david_green_ukdavidrgreen.com | myHRfuture.com
linkedin.com/in/davidrgreen

2. 2
PEOPLE DATA IS THE
#1
GLOBAL HR TREND
Source: Deloitte 2018 Global Human Capital Trends@david_green_uk #SHRMTechDubai

3. 1
Sources: (Left to right) Corporate Research Forum (2017), LinkedIn (2018), Accenture (2019), Visier (2018)
GROWTH IN PEOPLE ANALYTICS ACCELERATES
@david_green_uk
69%
of large organisations
now have a people
analytics team
61%
increase (2017-18) in
the number of people
in EMEA with HR
Analytics listed as a skill
on their LinkedIn profile
91%
of business leaders recognise
that new technologies and
sources of workplace data can
be used to unlock value that
is currently “trapped” in the
enterprise
56%
firms with advanced
capability in people
analytics have 56%
higher profit margins
#SHRMTechDubai

4. 7,500customers left Virgin
Media as a result of a
poor candidate
experience
£4.4mlost revenue from poor
candidate experience
£5.6mpotential new customer
revenue stream by getting
candidate experience right
Source: https://hros.co/case-study-upload/hros-case-study-virgin-media-candidate-experience-revenu-stream
CASE STUDY: QUANTIFYING THE BUSINESS VALUE OF CANDIDATE EXPERIENCE
#SHRMTechDubai@david_green_uk

5. “CEOs and CHROs now understand
that people analytics is a vital part
of running a high performing
company”
JOSH BERSIN
Source: https://www.linkedin.com/pulse/people-analytics-finally-grows-up-josh-bersin/
@david_green_uk #SHRMTechDubai

6. Source: Insight222.com
#SHRMTechDubai@david_green_uk
ONA IS A ‘TOPIC DU JOUR’ FOR HR & ANALYTICS LEADERS
ONA Employee
Listening
AI / ML Behavioural
Analytics
NLP Workforce
Planning
Engagement
research
Predictive
attrition
Recruiting
analytics
External talent
analytics
SEM / Linkage
research
Other
Which analytics technique are you most interested in learning more about?

7. 1
What is
Organisational
Network
Analysis?
2
Why is ONA
gaining traction,
and what can we
use it for?
3
Where can we
start?
@david_green_uk #SHRMTechDubai

8. 1
What is Organisational
Network Analysis?
@david_green_uk #SHRMTechDubai

9. IQ EQ
RQ
Source: TrustSphere
THE HUMAN CAPITAL EQUATION
Intelligence Quotient
Logic, core skills and capabilities
Emotional Quotient
Empathy, teamwork, emotional
intelligence
Relationship Quotient
Connectivity: Strength and breadth of
your internal and external networks
#SHRMTechDubai@david_green_uk

10. Source: https://www.robcross.org/research/what-is-ona/
@david_green_uk
ONA PROVIDES AN X-RAY INTO THE INNER WORKINGS OF AN ORGANISATION…
FROM FORMAL, VISIBLE & LACKING INSIGHT… TO INFORMAL, HIDDEN & HIGHLY INSIGHTFUL
#SHRMTechDubai

11. Source: https://www.linkedin.com/pulse/people-analytics-practitioners-what-makes-high-employee-ridwan-ismeer/
ONA SHINES A FRESH LIGHT ON PERFORMANCE…
@david_green_uk
WHICH IS THE BEST VIEW ON SALES PERFORMANCE?
#SHRMTechDubai

12. @david_green_uk
2
Why is ONA gaining traction,
and what can I use it for?
#SHRMTechDubai

13. NEW TECHNOLOGY & DATA SOURCES HAVE ACCELERATED POWER OF ONA
ACTIVE PASSIVE
Self-reported e.g. Surveys Email , calendar & phone data, social
media (in/external), collaboration
platforms e.g. Slack, wearables and
sensors e.g. digital badges
EXAMPLE DATA
SOURCES:
Point-in-time, can be labour
intensive, response rates critical,,
enables a deep-dive
Provides scale, real-time, privacy /
transparency / communication /
anonymity are all key elements
KEY CHARACTERISTICS:
Source: David Green, The role of ONA in People Analytics (2018)
https://www.linkedin.com/pulse/role-organisational-network-analysis-people-analytics-david-green/
#SHRMTechDubai@david_green_uk

14. THE VENDORS DRIVING INNOVATION IN THE ONA SPACE
Source: David Green, The role of ONA in People Analytics (2018)
https://www.linkedin.com/pulse/role-organisational-network-analysis-people-analytics-david-green/
ACTIVE PASSIVE
#SHRMTechDubai@david_green_uk

15. 15
WHAT BUSINESS QUESTIONS CAN ONA HELP ANSWER?
Who is influential
(positive or negative)
for driving change?
Which employees
are most at risk
of burnout?
Where will attrition put us
most at risk of losing
knowledge & connections?
How can we reduce the
time-to-productivity
of new hires?
1 2 3 4
What are the behaviours
of our high-performing
people/teams?
How can we measure and
increase the impact of our
diversity & inclusion
initiatives?
How can we stimulate
innovation within the
organisation?
Who are our ‘real’
subject matter experts
and HiPOs?
5 6 7 8
@david_green_uk Source: David Green, The role of ONA in People Analytics (2018)
https://www.linkedin.com/pulse/role-organisational-network-analysis-people-analytics-david-green/
#SHRMTechDubai

16. Source: TrustSphere
CASE STUDY: DIVERSITY – THE IMPACT OF NETWORKS ON PROMOTION
@david_green_uk
Individuals with a stronger
network, especially those with
strong relationships with
individuals higher up in the
hierarchy have a higher likelihood
of promotion.
Do significant differences exist in
the networking behaviours of men
and women?
#SHRMTechDubai

17. CASE STUDY: WHAT MAKES A ‘GREAT’ MANAGER?
MEET 1:1 WITH
EMPLOYEES
GIVE FEEDBACK
HOLDING
“OFFICE HOURS”
GROWING YOUR
NETWORK
MINDING YOUR
MAILS
Source: https://www.linkedin.com/pulse/managers-like-box-chocolates-dawn-klinghoffer/
@david_green_uk #SHRMTechDubai

18. CASE STUDY: NETWORK STRENGTH & RETAIL BANK BRANCH PERFORMANCE
Source: Humanyze | re:Work
11%
LOAN SALES
GROUP A VS. B
@david_green_uk #SHRMTechDubai

19. @david_green_uk
3
Where can
we start?
#SHRMTechDubai

20. SOME IDEAS TO GET STARTED
1 The first rule of people analytics still applies: start with the business problem
2 ONA is a powerful new lens to support and grow your impact with people analytics
20@david_green_uk
4 With surveys, high response rates are crucial
5
Transparency and effective communication with employees is vital6
Get to know the vendor market, be open to pilots and experiments
3 Projects need to be carefully scoped
#SHRMTechDubai

21. Source: David Green | Don’t Forget the ‘H’ in HR (2018)
DON’T FORGET THE
‘H’
IN ‘HR’
@david_green_uk #SHRMTechDubai

23. THANK YOU
linkedin.com/in/davidrgreen
@david_green_uk
david.green@insight222.com
davidrgreen.com | insight222.com
ENJOY THE REST OF THE CONFERENCE