Wrangle 2016: Data Science for HR

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By Moritz Sudhof, Kanjoya Data science is revolutionizing HR. With NLP and machine learning, organizations can now understand their employees automatically and in real-time. With NLP and machine learning, organizations no longer need armies of consultants and months of labor to determine what their employees want and need, to identify training initiatives that will maximize performance and leadership, and to surface and address critical issues before high performers leave. In this talk, Moritz explores how data science is used in organizations today and possibilities for the space in the future.

Tecnologia

1© 2016 Kanjoya, Inc. All rights reserved.
Data Science for HR

2© 2016 Kanjoya, Inc. All rights reserved.
Performance
Management &
Employee
Engagement

3© 2016 Kanjoya, Inc. All rights reserved.
A Brief History of Performance Management
1940s 19501950s 1960s 1970s 1980s 1990s 2000s
5 point rating
scale developed
by OPM
1930s
Performance Rating
Act introduced to
identify the best and
weakest employees
and improve
supervisor-employee
relations
The term
“performance
management” is
coined by
Aubrey Daniels
Pay for
performance
introduced
SHRM survey
shows that only
5% of companies
are satisfied with
their performance
review process
Research begins
to show it’s just
not working

4© 2016 Kanjoya, Inc. All rights reserved.

5© 2016 Kanjoya, Inc. All rights reserved.
A Brief History of Employee Engagement
1980s 1990s 2000s1970s
Employee
Satisfaction
Employee
Commitment
First “Engagement”
study run by Kahn
Meta-analysis
(Gallup) studies
engagement
across 1,135
business units
More and more
companies start
to measure
engagement

6© 2016 Kanjoya, Inc. All rights reserved.

7© 2016 Kanjoya, Inc. All rights reserved.
Measure
what
matters

8© 2016 Kanjoya, Inc. All rights reserved.

9© 2016 Kanjoya, Inc. All rights reserved.
Not everything that can be counted counts, and
not everything that counts can be counted.

10© 2016 Kanjoya, Inc. All rights reserved.

11© 2016 Kanjoya, Inc. All rights reserved.
The best model is
only as good as the
user experience
allows it to be.

12© 2016 Kanjoya, Inc. All rights reserved.

13© 2016 Kanjoya, Inc. All rights reserved.

14© 2016 Kanjoya, Inc. All rights reserved.

15© 2016 Kanjoya, Inc. All rights reserved.

16© 2016 Kanjoya, Inc. All rights reserved.
Measure
what
matters

17© 2016 Kanjoya, Inc. All rights reserved.

18© 2016 Kanjoya, Inc. All rights reserved.

19© 2016 Kanjoya, Inc. All rights reserved.

20© 2016 Kanjoya, Inc. All rights reserved.
Predicting attrition
only matters if you
can do something
about it.

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Wrangle 2016: Data Science for HR

3. 3© 2016 Kanjoya, Inc. All rights reserved. A Brief History of Performance Management 1940s 19501950s 1960s 1970s 1980s 1990s 2000s 5 point rating scale developed by OPM 1930s Performance Rating Act introduced to identify the best and weakest employees and improve supervisor-employee relations The term “performance management” is coined by Aubrey Daniels Pay for performance introduced SHRM survey shows that only 5% of companies are satisfied with their performance review process Research begins to show it’s just not working

5. 5© 2016 Kanjoya, Inc. All rights reserved. A Brief History of Employee Engagement 1980s 1990s 2000s1970s Employee Satisfaction Employee Commitment First “Engagement” study run by Kahn Meta-analysis (Gallup) studies engagement across 1,135 business units More and more companies start to measure engagement

21. Thank you. moritz@kanjoya.com

Wrangle 2016: Data Science for HR

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