IBM launches analytics tools to help chief HR officers

IBM announced new cloud-based solutions
and a Talent and Change consulting practice to enable organizations
to use analytics and workforce science to identify top talent, deepen
employee engagement and manage transformational change to provide
differentiated client experiences.

IBM announced new cloud-based solutions
and a Talent and Change consulting practice to enable organizations
to use analytics and workforce science to identify top talent, deepen
employee engagement and manage transformational change to provide
differentiated client experiences.

In tandem with the new Talent and
Change practice, which is backed by 1,600 change management experts,
the offerings are also supported by more than 100 behavioral
scientists dedicated to helping clients use social, analytics and
digital experience technologies to identify top performers, evaluate
workforce readiness, and guard against future talent attrition.

The announcement comes at a time when
workforce engagement and transformation are top priorities for Chief
HR Officers (CHROs) and C-suite leaders. According to the recent IBM
global C-suite study, the pace and magnitude of change are disrupting
every aspect of business. In fact, two out of five CEOs expect their
next competitive threat to come from organizations outside their
industries, requiring them to completely rethink their workforce
design and processes. A major challenge is the ability to attract
and retain top talent while making sure the existing workforce is
fully engaged to deliver exceptional customer experiences.

Another critical aspect is the ability
of organizations to manage the size, scope and pace of workforce
transformation projects to meet these shifting market demands. A new
study released today by the IBM Institute of Business Value found
that 87 percent of nearly 1,400 business leaders did not feel enough
focus is placed on managing change2. In fact, just 20 percent felt
they have been successful in managing change throughout the
organization, and only 40 percent felt they have the right skills in
place to manage change in the future. The study also found that
organizations need to build an infrastructure capable of leading
change initiatives while embracing emerging technologies.

 The new practice will help clients
accelerate the adoption of IBM’s Smarter Workforce offerings, and
embrace new technologies such as IBM SPSS predictive analytics to
create a competitive advantage. As part of today’s launch, IBM is
delivering three new cloud-based solutions to give clients deeper
insight into the talent and transformational change required to build
the next generation workforce:

IBM Kenexa Predictive Hiring: Gives
business leaders access to workforce analytics and behavioral
assessments to understand individual, job, team and organizational
traits that define top performers. These dynamic profiles help
ensure the right candidates are hired and effectively deployed.

IBM Kenexa Workforce Readiness: Enables
clients to assess current workforce readiness to address existing and
emerging business demands. It combines industry skills frameworks,
role-based competency testing, project management tools and
consulting services for greater precision in role and team design.

IBM Kenexa Predictive Retention: Guards
against future talent attrition by helping organizations compile and
analyze high-volume workforce data – from exit interviews to
real-time SaaS-based employee analysis – to understand risk
factors, identify employees likely to leave and build new programs to
reduce the risk of attrition.

HDFC Life, one of the leading insurance
providers in India, recognized the growing need for a smarter
workforce and collaborated with IBM to create a tailor-made High
Performance Engagement Model. The model has been built through IBM’s
expertise in behavioral sciences and global experience. The solution
goes beyond employee engagement and leverages the Smarter Survey
Platform that includes analytics & tools that not only offer
insights but also enable execution.

“Talent is our key strength and
differentiator. We are delighted to partner with IBM to transform our
employees into a smarter workforce, which will be critical to
strengthen a competitive advantage in the dynamic marketplace. These
tools will not only use analytics and workforce science to recognise
leading talent but also enhance engagement with employees to manage
the transformational change”, said Rajendra Ghag, CHRO, HDFC Life

“People being the most important
differentiator, successful Indian companies are beginning to realize
the potential of workforce engagement. They are looking for solutions
and new ways to attract and retain top talent, adding more precision
to role and team design while driving the right organizational
culture and adapt to new business opportunities. We have introduced
new cloud-based offerings and a Talent and Change consulting practice
with data-driven approach, designed to complement the expertise of
business leaders and HR professionals,” said Anmol Nautiyal,
Director, IBM Social Business and IBM Smarter Workforce.

In May, IDC published its latest
Worldwide Human Capital Management Applications 2013 Vendor Share
report, ranking IBM first in Worldwide Recruiting Applications
revenue for 20133. By combining proven workforce science, analytics,
social collaboration tools and compelling digital experiences, IBM’s
Smarter Workforce initiative is uniquely positioned to help clients
deepen employee engagement, deliver great client service and
accelerate growth. Today’s launch also extends IBM’s leadership
in Big Data and Analytics, where it has invested more than $24
billion to date in R&D and acquisitions.


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1 thought on “IBM launches analytics tools to help chief HR officers”

  1. Yoou actually make it seem so
    Yoou actually make it seem so eaasy with your presentation but I find this topjc to be
    actually something that I think I would never
    understand. It seems too complicated and veryy broad forr
    me. I am looking forward for your next post, I will try to get the hang of it!

    Here is my blog post Communicating change;,