Feb 7, 2013 | Blog

2013 Workforce Planning & Analytics Conference Part 3: Key People Analytics at Devon Energy

Optimize Your Talent Strategy

Editor's Note: An earlier version of this post contained a few errors regarding David Eberhardt's presentation and has since been corrected.  We apologize for the confusion.

 

Yesterday at HCI’s 2013 Workforce Planning and Analytics Conference, David Eberhardt, Director of HR Strategy & Systems at Devon Energy Corporation took the stage to share how HR analytics are creating value for them and outline some principles that the audience could apply to their own organizations.  Eberhardt began by saying most organizations cannot and should not try to graft Devon’s key metrics directly onto their HR function: “Find out what will drive value for your business.”

 

Devon Energy’s business strategy is to be the “premier oil and gas company in North America”.  This goal translates to being recognized in the industry as a great place to work.   In Eberhardt’s words, the hiring process is designed to “court” candidates to ensure that, even if they do not get a job offer they still tell everyone they know that Devon is a great place to work.  “Once the in person interview is finished, the recruiter will take the candidate on a tour of the offices … the cafeteria, the in-house wellness center, everything.”  Below are some of the key areas of measurement that HR uses to ensure they are an employer of choice in their industry.

 

Workforce Planning Analytics that matter at Devon:

  • Recruiters know how many geologists, engineers, etc. they need and their job is to get ahead of those needs.
  • Offer acceptance rates
  • For petrochemical engineers (critical roles for Devon) they look at the 8 year attrition rate because that’s how long it takes for them to get a return on investment.
  • How much of our profit center employees to we have relative to everyone else

 

Measuring Employee Wellness:

  • Smokers pay $25 dollars per month to reduce healthcare costs (this is self-reported)
  • Annually scan biometrics of all employees
  • Measure Devon’s healthcare expenditures vs. competitors

 

Measuring HR Service Delivery:

  • Customer satisfaction surveys covering recruiting and the HR services center.

Stay tuned for more insights from the 2013 Workforce Planning and Analytics Conference.  Follow the conference on Twitter (#HCIevents) or on Facebook.