Promoting People Data Driven Decisions


While many organizations have accelerated their adoption of technology to facilitate continuing operations during the pandemic, promoting data driven decisions remains an elusive goal for many leadership teams. Driving a digital transformation for strategic impact is an achievable goal with the right plans, tools, and partners. When it comes to digital transformations for people strategy, the approach requires a specialized skill set, resources, and tools to drive impact.


We define data driven decision-making as a process involving data collection, identification of patterns and trends, and extraction of information from that data. Executives and managers then utilize this information to inform decision-making as opposed to solely relying on intuition, personal experience, or observation. As evidenced by research data, decisions made using the data driven decision making model process improves business performance and reduces bias.


Data driven decisions improve organizational outcomes and reduce bias.


Research on the state of data driven decisions in organizations suggests that while information is highly valued for decision making by almost 50% of the respondents, actual usages of data driven decision making by executives is less likely. Fewer than 25% of managers and executives are using information to inform decision making today.  Most organizations have significant room for improvement and the gap between best in class organizations and other organizations is growing in the arena of data driven decision. The following chart depicts the research findings.


Source: Janoschek, “Data-Driven Decision-Making.”

The benefits of data driven decision making are clear including improved productivity, higher profitability, and reduced bias. The following highlight the benefits in greater detail:

1. Highly data-driven organizations are 3X more likely to report improvements in decision-making (HBR)

2. Improves performance and profitability -4% higher productivity and 6% higher profits (MIT)

3. Reduces biases and noise and improves verifiability of decisions

4. Enhances decentralized decisions making and improves agility and resilience


A recent HBR article highlights that the C-suite’s capacity and skills with technology and data varies widely depending upon the C-suite role. The CIO and CMOs roles report requiring the highest level of digital skills while CHROs and CFOs roles report requiring the lowest. The data indicates that CEOs technology and data skills fall somewhere in between these 2 groups. This wide variety of digital skill levels translates into a needs differential for C-suite leaders for consulting support to drive transformative change. To drive a successful digital transformation, it is crucial to consider leadership capacity differences especially in the field of people strategy. An effective plan must include time and budget for capacity building at all levels, training, and change management to promote adoption of digital transformation and create a culture for data driven decision making.


Research indicates that digital and technical skills for many in the C-suite is low highlighting the need for consulting support for digital transformations.


To ensure that your digital transformation project is a success, we suggest following these best practices:

1. Align digital transformation with Business Strategy

2. Ensure C-suite Support to create a culture for data driven decision-making

3. Develop a Digital Transformation Plan that includes needs assessment, change management, training, capacity building, process and workflow change as well as tool selection. Include diverse voices in the planning process.

4. Ensure Budget for adoption and change management which in successful transformations is over 50% of the total budget

5. Create a Tool Selection process to avoid the “shiny new toy” syndrome 

6. Develop a robust plan early in the process to Engage Leadership, Managers and Employees creating a team of ambassadors and early adopters.

7. Identify Data Sources, ensure Data Quality and include Representational Data

8. Share AI Tool Functionality  and Use of Data transparently. Identify meaningful metrics and People Analytics to measure and predict outcomes.

9. Share Information and Data Transparently and present information in Reports and Dashboards

10. Promote a Culture of Data Driven Decisions

People are organizations' most important assets. Incorporating data driven decision making into an organization’s people strategy is crucial for its long-term success. If you wish to know more about how the team at HRComputes can support your organization’s digital transformation, please contact us at info@hrcomputes.com.




HRC Drives Impact Via UKG Marketplace

At HRComputes, we are proud to be a UKG Solution Delivery Partner. Our purpose is delivering on digital solutions that transform people strategy and support vision alignment. Our consultants are UKG-certified with years of experience delivering on successful HR, Payroll, Talent, Time, People Analytics, and process automation transformations. We work for you the client bridging the gap between implementation consulting, vendor support, and internal resources. Together, we are committed to ensuring success in achieving your organization's people strategy and maximizing your ROI. 

Check out HRComputes 5 star rating on Raven Intel.

Why are vendor marketplaces important? More and more organizations are turning to SaaS application as their solution of choice. On average, organizations are using 80 SaaS applications, which represents a 5 fold increase in the past 3 years and a 10 fold increase since 2015. (Source: The 2020 State of SaaS  Ops Report by BetterCloud).  

Clients are looking for tools and solutions that integrate with their HCM solutions allowing seamless integration and ease of access for users. 

Marketplace tools include job board integrations, candidate experience platforms, internal mobility platforms, background checks, and assessment tools. They also include certified partners like HRComputes to guide and support tools selection, integration, and adoption.

Integrating tools with your human capital management (HCM) and workforce management (WFM) solutions saves time and money, reduces errors, increases automation, streamlines workflow, and improves productivity.

Checkout the blog post by UKG on the benefits to clients of the leveraging the UKG Marketplace.



HELP WANTED !!


  The top issue on CEOs minds is the challenge around finding talent. Daily headlines are announcing labor shortages, rising wages, and signing bonuses. Is the problem a lack of talent or is it an issue with how organizations recruit for talent? 

  The top issue on CEOs minds is the challenge around finding talent.

  The 20th century approach of posting to a job board and hoping is not the most productive way to recruit for talent. Today’s top talent is expecting a much more customized candidate experience (CX). 

  In order to equip recruiters with 21st century tools, consider offering a CRM based platform supported by Artificial Intelligence (AI) to enhance candidate engagement and expand your organizations talent pool. One of our partners, Phenom, offers a talent experience platform powered by AI to help candidates find the right job, employees identify opportunities to grow, recruiters develop a more robust pool of top qualified talent, and managers build their teams with members that meet skill requirements.    

Today’s top talent is expecting a much more customized candidate experience (CX). 

  From a CX perspective, candidates visiting your platform enjoy a variety of experiences including customized greetings, engaging with videos and employee stories to gain a perspective on company culture, registering for job updates, and applying for a specific job. Based on the information shared by the candidate, the engagement changes for the candidate if they are returning to the site versus a first time visitor. This includes sharing jobs that are a good fit based on candidate preferences and skill level. From a recruiter perspective, the AI Fit Index aligns applicant skills to those identified by the hiring manager providing recruiters with a list of best fit candidates. 

 Engaging with millennial and Gen Z talent requires a new technology toolkit and mindset.

  In addition, there is a passive talent pipeline created as candidates visit and partially apply to jobs so that recruiters have a pool of candidate to engage if the position is hard to fill. In effect, this allows recruiters to work with prospective candidates before they even enter the talent funnel. Using the CRM provides recruiters with a number of tools and options to engage with candidates. From an employee perspective, widely available and transparent internal mobility allows employees to identify growth opportunities and required skill sets to move toward those opportunities. 

  Engaging with millennial and Gen Z talent requires a new technology toolkit and mindset. Let us help you improve the talent experience for both candidates and employees through our expertise with talent management systems and solutions.

  For more information reach out to Kristina Kohl, Managing Principal at info@HRComputes.com.





Maximizing UKG People Analytics

 Many clients are using the People Analytics reporting tools more robustly as the demand for human capital data and analytics has increased to support business goals. If you are one of those organizations looking to get more out of your UKG People Analytics module, here are some best practices to consider. 

This article is focusing on best practices around security administration. The first point to consider is that security role limitations in UKG Core & Payroll do not necessarily transfer to People Analytics.  For example, a manager who has been restricted from viewing employee personal information may be able to access that information In UKG People Analytics unless the proper role assignment or security restriction has been selected. It is also important to know that the Security Administrator role is tied to each UKG module. So, there is a role that is UKG Pro Security Administrator for Core & P/R and a different Security Administrator role for Onboarding. The following table highlights the UKG Pro module and the Security Administrators Role Name.


Security Administrators are responsible for security roles within their module. They have the option to assign individual user or UKG Roles Pro role to a Cognos Analytics role. The latter is used if all employees assigned to a UKG Pro role require the same Cognos Analytics access. Security Administrators do not have access to the UKG Pro People Analytics tool. If the Security Administrator needs to be granted access to the tool, one of the other roles must be assigned. 

The following table is a list of security roles within Cognos Analytics and their access rights.


Access to the UKG Pro tool is limited by role. So users that need to view the information will be assigned the Consumer role. The person with the role to manage the content as well as have the ability to create dashboards, reports, access Events Studio, and add external data is the Reporting Administrator. Please note that only one role should be assigned to a user. A note of caution on assigning the Consumer role in one module and a different role in another module. The Consumer role in any module may limit a users access.

Look for our next update on content administration.


UKG Updates

 For our UKG clients, HRComputes is a sponsor at the upcoming UKG Connections 2021 Virtual Conference scheduled for April 21, 2021 and April 22, 2021. Please visit our virtual booth to say hello to Kris and Morris and learn about our ever expanding service offerings.

 Look for your UKG Spring 2021 release upgrades, they will be arriving from April 12 -June 23. Release notes will be available beginning March 31st. Release webcasts will be available beginning April 30th.

 Here are a few highlights from UKG Pro HR Administration. Please note that depending upon the upgrade, the new functionality arrives turned off or turned on. Several of these new ideas have come from you, UKG customers, as suggestions to better align UKG software with business requirements. As certified UKG Solution Delivery Partners, we are happy to schedule time with you to discuss the impact of these upgrades on your organization and to develop a plan with you for best practices around integrating functionality into your human capital digital roadmap.





Catch Kris Live on Phenom Talent Experience

 

In case you missed the live broadcast of Kristina Kohl, Managing Principal, as a guest on Phenom's Talent Experience Live LinkeIn broadcast- Walk the Walk: Driving Systemic Change with a DE&I Expert, here is a link to the recorded session.

Phenom Talent Experience Live