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    Case Study Presentation - Royal Bank of Canada

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    Abhishek Verma
    RBC's vice president of HR drove an initiative to collect and analyze employee and customer data to help the company achieve its strategic goals. They built a people analytics team to connect HR to strategy and innovatively acquire data. This data was then used to improve managerial effectiveness and achieve performance gains, such as through identifying important manager traits and implementing a management effectiveness program. Over time, HR grew its capabilities and began focusing its strategy on high-impact areas through a portfolio-based approach.

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    Case Study Presentation - Royal Bank of Canada

    Uploaded by

    Abhishek Verma
    1K views6 pages
    RBC's vice president of HR drove an initiative to collect and analyze employee and customer data to help the company achieve its strategic goals. They built a people analytics team to connect HR to strategy and innovatively acquire data. This data was then used to improve managerial effectiveness and achieve performance gains, such as through identifying important manager traits and implementing a management effectiveness program. Over time, HR grew its capabilities and began focusing its strategy on high-impact areas through a portfolio-based approach.

    Original Description:

    Royal Bank of Canada: Using People Strategy and Analytics to Drive Employee Performance

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    RBC's vice president of HR drove an initiative to collect and analyze employee and customer data to help the company achieve its strategic goals. They built a people analytics team to connect HR to strategy and innovatively acquire data. This data was then used to improve managerial effectiveness and achieve performance gains, such as through identifying important manager traits and implementing a management effectiveness program. Over time, HR grew its capabilities and began focusing its strategy on high-impact areas through a portfolio-based approach.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    1K views6 pages

    Case Study Presentation - Royal Bank of Canada

    Uploaded by

    Abhishek Verma
    RBC's vice president of HR drove an initiative to collect and analyze employee and customer data to help the company achieve its strategic goals. They built a people analytics team to connect HR to strategy and innovatively acquire data. This data was then used to improve managerial effectiveness and achieve performance gains, such as through identifying important manager traits and implementing a management effectiveness program. Over time, HR grew its capabilities and began focusing its strategy on high-impact areas through a portfolio-based approach.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 6

    Case Study

    Presentation
    Royal Bank of Canada:
    Presenter’s Name:
    Using People Strategy and Analytics to Drive
    Reeti Agrawal
    Employee Performance
    Pragati Raj Chaudhary
    Background of the case
     In 2015, The Royal Bank of Canada’s vice president of HR, Per Scott,
    drive forward his new agenda: Collecting and analyzing huge
    Introduction volumes of data about RBC employees and customers
     To help the company achieve its strategic goals.
     Idea came in 2012 – with Robert Carlyle, S. Dir. of Workforce
    Management & Ivy Chiu, Dir. Of People Strategy
     RBC had 5 Business segments
    Case Facts
    • Connecting HR to Strategy
    • Building the People Analytics Team
    • Innovation in the Acquisition of Data
    • Using People Analytics to Achieve Performance Gains
    Improving Managerial Effectiveness
    Example in  In 2010 – important traits of managers at RBC – “People
    Management Framework”
    the Case  In 2011 – idea of complementary data-driven initiative called the
    “Management Effectiveness Program”
     HR continued to grow & develop its capabilities
     Much more rigorous in running the HR strategy as a portfolio
    Conclusion based
     Focusing HR strategy on the areas of highest potential impact

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