SAP+释放人力数据价值助力企业数字化转型（演讲PPT）-38页-WN5.pdf

INTERNAL SAP and Customers only杨东升 ElvisSAP HXM CoE释放人力数据价值助力企业数字化转型2022.11群内每日免费分享5份+最新资料 群内每日免费分享5份+最新资料 300T网盘资源+4040万份行业报告为您的创业、职场、商业、投资、亲子、网赚、艺术、健身、心理、个人成长 全面赋能！添加微信，备注“入群”立刻免费领取 立刻免费领取 200套知识地图+最新研报收钱文案、增长黑客、产品运营、品牌企划、营销战略、办公软件、会计财务、广告设计、摄影修图、视频剪辑、直播带货、电商运营、投资理财、汽车房产、餐饮烹饪、职场经验、演讲口才、风水命理、心理思维、恋爱情趣、美妆护肤、健身瘦身、格斗搏击、漫画手绘、声乐训练、自媒体打造、效率软件工具、游戏影音扫码先加好友，以备不时之需扫码先加好友，以备不时之需行业报告/思维导图/电子书/资讯情报行业报告/思维导图/电子书/资讯情报致终身学习者社群致终身学习者社群关注公众号获取更多资料关注公众号获取更多资料1996年，托马斯斯图沃特在财富发表专栏文章“炸掉人力资源部”HR的现有职能都能外包或转移到直线部门来获得高效回报；HR无法很好地满足企业内部顾客，没有成为业务部门的合作伙伴；HR没有担当起战略性思考的责任，可以提升给高管层去负责。HR必须考虑转型，否则只能面对死亡。(夸张、视角单一、警醒为主)2005年，哈蒙德教授在Fast Company发表专栏文章我们为何憎恨HR?人力资源人员“既不是战略人员也不是领导者”；人力资源主要侧重于行动而不是结果；人力资源不会讲业务语言，更不会CEO的语言。新的人力资源技术也未必能解决这些问题2014年，拉姆查兰在哈佛商业评论发表专栏文章Its Time to Split HR大家都认为HR无法为管理提供有价值的数据，应该将HR拆分，让行政人力资源（HR-A）负责薪酬和福利，直接向CFO汇报；让领导力与组织人力资源（HR-LO）关注提高员工的业务能力，直接向CEO汇报。人力资源应该“将员工和业务数据联系起来，从而找出企业的优势和劣势”Do Not Split HR At Least Not Ram Charans Way2014年，戴维.尤里奇在哈佛商业评论发表专栏文章，反驳拉姆.查兰“当HR能够在才、领导和组织能为层领导提供洞察时，他们就在创造巨的价值。”戴维.尤里奇从HR Scorecards 到数据驱动业务的一场革命2000年以前2005-2015今天人力资本分析成为支持企业战略的重要部分Josh BersinDavid GreenAl AdamsenHow Seriously does Google take data?People Analytics:What Google want to seeThe Analytic Value Chain观点数据指标分析洞察行动The People&Innovation Lab(PiLab)Project Oxygen Do managers matters?8 behaviors of success manager google!#!#$%$%,&,()*+()*+,-./0123456708,-./01234567089:7;9:7;?ABCDEFGHIJ?ABCDEFGHIJKLMNOPKLMNOPQR2ST7UVWQR2ST7UVWXYZ2AXYZ2AKL./KL./What causes managers to struggle_abcde_abcdef9cMNghijklm9no2if9cMNghijklm9no2ipq7?rstuvwpq7?rstuvwAction on the resultsOxygen project and the value chainOrganization planOPT and the value chainThe Analytic Value ChainSAP SuccessFactors 人力资本分析标准指标（部分）STAFFING 人员配备Recruitment 招聘Employment Brand StrengthExternal Hire RateNet Hire RatioNew Position Recruitment RateNew Position Recruitment RatioRecruitment Source BreakdownRecruitment Source RatioRehire RateInternal Movement 内部流动Career Path RatioCross-Function MobilityInternal Hire RateInternal Placement RateLateral MobilityPromotion RatePromotion Speed RatioTransfer RateUpward MobilityStaffing Effectiveness 有效性指标Applicant Interview RateApplicant RatioAverage Interviews per HireAverage Sign-on Bonus ExpenseAverage Time to FillInterviewee Offer RateInterviewee RatioNew Hire Failure FactorNew Hire PerformanceSatisfactionNew Hire Satisfactionw/RecruitingOffer Acceptance RateOn-Time Talent Delivery FactorRecruitment Cost per HireRecruitment Expense BreakdownReferral Conversion RateReferral RateSign-On BonusRETENTION人才保留Turnover人才流动Involuntary Termination RateNew Hire Turnover ContributionRetention RateTermination Breakdown byPerformance RatingTermination RateTermination Reason BreakdownVoluntary Termination RateEmployee Engagement参与度Employee Commitment IndexEmployee Engagement IndexEmployee Retention IndexMarket Opportunity IndexOffer Fit IndexCost of Turnover 流程成本Average Termination ValueAverage Voluntary TerminationValueTermination Value per FTETurnover Cost Rate-1 Year TenCAPABILITY 人才能力Performance ManagementAverage Performance AppraisalRatingEmployee Turnaround RateEmployee Upgrade RateHigh Performer Growth RatePeer Review RatePerformance AppraisalParticipation RatePerformance Rating DistributionPerformance-Based PayDifferentialPerformance ContinegentPay PrevalenceSelf Review RateUpward Review RateEducation and Development 人才培养及发展Cross-Function Mobility ManagersEmployee Satisfaction withLeadershipLDP Prevalence RateManager Instability RateManager Quality IndexPositions Without ReadyCandidates RateSuccess Pool CoverateSuccess Pool Growth RateTraining培训Average Training Class SizeE-Learning Abandonment RateEmployee Satisfaction w/TrainingTraining Channel Delivery MixTraining Course ContentBreakdownTraining Expense per EmployeeTraining Hours per FTETraining Hours per OccurrenceTraining Penetration RateTraining QualityTraining Staff RatioTraining Total CompensationExpense RateCOMPENSATION&BENEFIT薪酬福利CompensationAverage Annual Salary per FTEAverage Cost Rate of ContractorsAverage Hourly RateBonus Actual to Potential RateBonus Eligibility RateBonus Receipt RateCompensation Satisfaction IndexDirect Comp Operation ExpenseRateDirect Compensation Expense perFTEMarket Compensation RatioOvertime Expense per FTEOvertime RateTotal Compensation Expense perFTEUpward Salary Change RoleBenefits福利Benefits Expense per FTEBenefits Expense TypeBreakdownBenefits Operating Expense RateBenefits Satisfaction IndexBenefits Total Compensation RateEquity公平性Average Number of Options perEmployeeEquity Incentive Value perEmployeeNet Proceeds of Options perEmployee ExercisingNumber of Options Exercised perEmployeeStock Incentive Eligibility RateENVIRONMENT工作环境Absence/Attendance考勤Absence RateAverage WorkweekCompensation Value ofUnscheduled Absence per FTEPTO Utilization RateSchedule Flexibility RateUnscheduled Absence BreakdownUnscheduled Absence Days perEmployeeUnscheduled Absence RateEmployee Relations雇佣关系ADR Success RateExternal Complaint FactorGrievance RateGrievance Time to ResolveIndustrial Dispute Absence Daysper FTEHealth&Safety健康及安全Average Time Lost per H&SIncidentH&S Expense BreakdownH&S Expense per FTEH&S Incidents per 100 FTEsLost Time Incident Rate WorkersCompensation Premium per FTEWork-Related Injury Return RatioHR SERVICE DELIVERY人力服务交付人力服务交付HR Profile概要HR Corporate Staffing RatioHR Customer SatisfactionHR Mobility RateHR Professional Staff Mix RatioHR Recruitment Source RatioHR Staffing BreakdownHR Staffing Coverage RatioHR Staffing RateHR Expense费用HR Expense Breakdown-FunctionHR Expense Breakdown-TypeHR Expense per FTEHR Operating Expense RateHR Revenue Expense RateHR Revenue per HR EmployeeHRITHR Technology Expense RateHRIT Average Days to EntryHRIT Late Transaction RateHRIT Transaction Error RateContact Center服务中心Average Handle TimeContact Center SatisfactionOne-Call Resolution RateSelf-Service Penetration RateService LevelPayroll薪资Average Overpayment ValueDirect Deposit Participation RateOverpayment RatePayroll Error RatePayroll Expense per EmployeeWORKFORCE劳动力劳动力Demographic统计Age Staffing BreakdownAverage Workforce Age EthnicBackground Staffing BreakdownGender Staffing BreakdownStaffing Rate-50+Years OldStaffing Rate-DisabilityStaffing-Rate-FemaleStaffing Rate-MinorityStaffing Rate-MultilingualStructural结构Average Span of ControlCustomer-Facing Time RateEEO Job Category StaffingBreakdownEmployee Ownership RateEmployment Level StaffingBreakdownFunction Staffing BreakdownStaffing Rate-CorporateStaffing Rate-Customer FacingStaffing Rate-ManagerialStaffing Rate-Part TimeStaffing Rate-Revenue GeneratingStaffing Rate-TemporaryStaffing Rate-Union EmployeesTenure任职Average Workforce TenureOrganization Tenure StaffingBreakdownStaffing Rate 1-year TenureORGANIZATIONAL EFFECTIVENESS组织效能Productivity生产率Human Investment RatioOperating Expense per FTEOperating Profit per FTEOperating Revenue per FTEOther Labor RateReturn on Human Investment RatioWork Units per FTEStructure结构Corporate Expense RateEmployee Stock OwnershipPercentageIntangible Asset Value per FTEMarket Capitalization per FTEInnovation创新New Products&ServicesRevenue per FTER&D Expense Rate人力资本分析标准指标 样例1人力资本分析标准指标 样例1人力资本分析标准指标 样例2人力资本分析标准指标 样例2战略Business strategy,Key Job Strategy,Pay Business strategy,Key Job Strategy,Pay Philosophy,Performance Management,Philosophy,Performance Management,系统HRIS,Reporting,Survey Tool,HRIS,Reporting,Survey Tool,Visualization,Visualization,方法论Research Method,Survey Design,Research Method,Survey Design,Experiment Design,TheoryExperiment Design,Theory统计学T T-Tests,Correlation,Regression,Tests,Correlation,Regression,Predictive Models,Predictive Models,People Analytics什么是 People Analytics为决策提供一切与员工有关的痕迹从0到1 数据分析跟在直觉后面跑，以BI角色为主，通场以T+1及时反应业务指标即可 实时业务AB对比，模拟对业务的影响，具备计划、what-if分析，内容方面业务对标模型，业务指标库等 深度思考，帮助分析师找到关键问题 Story，数据探索（Discovery）孕育期婴儿期学步期青春期盛年期稳定期贵族期官僚期增长遇到瓶颈直觉驱动业务野蛮生长增长放缓实验评估助力业务迭代数据驱动业务找到新目标和增长发力点让PA强化HR对公司的业务支持能力，驱动业务数字化转型为不同业务阶段的引入匹配的分析能力业务缺少方向感投石问路从 0 到 1强大的图表选项增强可视化联动分析及模型建立BarLineStacked SticksCombinationWaterfallAreaRadarPieScatter plotBubbleCluster bubbleBox plotTreemapHeatmapMarimekkoHistogramBuretteNumber pointsTable Geo mapR VisualizationValue Driver treeTime seriesDonut从 0 到 1强大的图表选项增强可视化联动分析及模型建立突破增长放缓快速锚定问题计划AB对比What-If突破增长放缓快速锚定问题计划AB对比What-If突破增长放缓快速锚定问题计划AB对比What-If销售达成率销售达成生态渠道产品服务生产研发探索二次增长数据探索自助分析对标人力资源不被视为需要分析的战略职能。组织太小了。领导者并没有向人力资源部施压。要求他们提供分析。行业同行在分析方面并不出名。必要性不是很足缺乏紧迫感投入资源有限低优先级早期我们真的需要分析吗?中期我们如何衡量，标准如何?后期我们能保证数据一致性吗?其他人力资源项目优先。我们在没有分析的情况下也能成功。为什么现在就开始？没有分析的商业案例。没有资源拥有分析。没有支持分析的“拥护者”。人力资源部缺乏分析数据的能力。人力资源信息系统和报告小组正在全力工作财务部拥有人力资源和人才数据。领导者的事务数据太多。KPI数据不存在。数据质量可疑。管理者有其他的数据来源。技术不足缺乏经验数据基础差分析软件的预算是有限的。可视化数据的能力是有限的。现有的工具不足以进行数据分析。数据很难整合。企业BI不包括人力资源数据。缺乏运行分析项目的经验。项目启动和停止。人力资源部缺乏分析数据的能力。领导者不了解数据的含义。人们不愿意将数据用于人才决策。领导人无法改变政策。领导者期望高度的确定性。控制不起作用。无持续性领导不作为分析被视为一个临时项目，而不是一个业务流程。关键人物离开项目。我们无法衡量或追踪变革的结果。做出错误的决定。!#$!#$%&(%&()*+,-./)*+,-./0&120&12经常遇到的问题要真正实现人力资源分析助力业务，需要解决在不同时期的障碍SAP：通过People Analytics的100个问题，助您的找到关键指标“人力资源领导者和企业高管直观地认识到人力资本对企业成长和成功的重要性。尽管如此，许多组织仍很难制定影响战略决策的关键指标.”杨东升（Elvis）SAP人力资源专家中心Thank you.群内每日免费分享5份+最新资料 群内每日免费分享5份+最新资料 300T网盘资源+4040万份行业报告为您的创业、职场、商业、投资、亲子、网赚、艺术、健身、心理、个人成长 全面赋能！添加微信，备注“入群”立刻免费领取 立刻免费领取 200套知识地图+最新研报收钱文案、增长黑客、产品运营、品牌企划、营销战略、办公软件、会计财务、广告设计、摄影修图、视频剪辑、直播带货、电商运营、投资理财、汽车房产、餐饮烹饪、职场经验、演讲口才、风水命理、心理思维、恋爱情趣、美妆护肤、健身瘦身、格斗搏击、漫画手绘、声乐训练、自媒体打造、效率软件工具、游戏影音扫码先加好友，以备不时之需扫码先加好友，以备不时之需行业报告/思维导图/电子书/资讯情报行业报告/思维导图/电子书/资讯情报致终身学习者社群致终身学习者社群关注公众号获取更多资料关注公众号获取更多资料