People Analytics

Optimise talent attraction, development, and engagement through workforce listening and advanced analytics

“Without data, you're just another person with an opinion.”

W. Edwards Deming

From pains...

  • Ineffective use of people analytics results in 70% of companies failing to use data to make informed talent decisions (Deloitte), 56% of HR professionals feeling overwhelmed by data (SHRM), leading to a 21% decrease in productivity and 24% higher turnover rates (MIT Sloan Management Review).

... to gains

  • Effective use of people analytics can improve talent decision-making by 70% (Deloitte), increase employee productivity by up to 22% (PwC), reduce turnover rates by 24% (MIT Sloan Management Review), and boost overall organisational performance by 8% (Harvard Business Review).

Our solutions

We tailor our solutions to meet you at various stages of your journey, starting from identifying people analytics challenges and opportunities, all the way to offering strategic mentoring for the execution of your people analytics strategy, projects, and initiatives.

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Step #1

Empathise

Engage deeply with your stakeholders—employees, employee representative groups, managers, leaders—to fully grasp their (un)met needs, expectations, and priorities in terms of people reporting, analytics, and insights. Assess and formalise your current position regarding the maturity levels across the fundamental pillars of people reporting, analytics, and insights.

Your organisation will benefit from:

  • Assessment of your needs. expectations, priorities and challenges in terms of people reporting, analytics, and insights.  

  • Evaluation of your current maturity level regarding people reporting, analytics, and insights.
  • Recommendations on the scope and timing for developing your reporting, analytics, and insights strategy.
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Step #2

Strategise

Formulate a fit-for-purpose HR Reporting & Analytics strategy and ambition, and establish a strategic roadmap for implementation.

Your organisation will benefit from:

  • HR Reporting & Analytics Roadmap.

  • HR Reporting & Analytics Technology Strategy & Business Case (Build vs. Buy).
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Step #3

Realise

Facilitate the effective deployment of the defined Strategy & Ambition, and Roadmap.

Your organisation will benefit from:

  • Established and implemented HR Reporting & Analytics Structure & Governance.

  • Defined and implemented HR Reporting & Analytics Services.

  • Developed and implemented HR Reporting & Analytics Skills enhancement programmes.

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Step #4

Analyse

Assess the impact and value generated by the HR Reporting & Analytics Function Capabilities.

Your organisation will benefit from:

  • Comprehensive analysis to measure the impact and value. 

  • Identification of areas for improvement, creating a feedback loop that connects back to Step 1.

 

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