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At PwC we support clients in the people analytics capability area from strategy to execution. This means that we support organisations in designing, developing ánd implementing solutions to address a variety of use cases covering different areas throughout the employee journey or the Hire-To-Retire process. We tailor our support and solutions to your needs and take on board the already existing tools and applications, your analytics maturity level as well as your general people analytics ambition level going forward. We have already covered a wide variety of topics (including onboarding, retention, absenteeism, L&D optimization, total reward, D&I, engagement, upskilling), different levels of data availability and varying levels of existing model complexity. The bottom line is that we link real business problems to practical solutions that bring value to your company - keeping things as simple as possible and staying away from making things overly sophisticated. For example, for organisations at the beginning of their people analytics journey, developing insightful descriptive dashboards may be more powerful than applying complex machine learning models.
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True value creation through people analytics requires more than 'just' these great solutions that feed on high quality data. It also requires a diverse skill set in the analytics team to really bring the message across to the decision makers in your organisation. Technical skills are essential to crunch insights from your data, but creating clear visuals and telling the 'story right' or the 'right story' is an art in itself.
People analytics is not (only) about HR, it is about the business and how HR can support and enable the execution of the company strategy from a people angle. It enables HR to shift from the traditional - more operational and scorekeeping - function to becoming a strategic business partner.
Many organisations are still not getting enough out of their investments in the field of 'people analytics'. While effective application of this is the basis for a good business transformation.
Which employees are most likely to leave your organisation and how can you reduce that likelihood? When looking at absenteeism due to sickness and staff turnover, we examine your data and compare it to that of other organisations. We link the figures to data on, for example, employee satisfaction and your employee training programmes. Together with you, we then translate the insights gained from the analysis into concrete prevention measures and measurable targets.
What is the proportion of male to female employees in your organisation and in several function levels ? With our diversity tool, we provide you with insight into topics such as the gender pay gap and the feasibility of a women's quota. We visualise the relationships and use statistical analysis to provide in-depth explanations for the differences. Following the addition of algorithms and scenarios, you will be able to see the future influence of interventions.
Our payroll analysis tool conducts an automated analysis of the data in your tax returns. This produces a dashboard with information on your workforce. For example, when will the rising age of your employees lead to employees leaving the organisation? What is the income distribution in your organisation? The tool conducts standard checks to identify exceptions that warrant investigation. Machine learning means that the tool can expose cases of fraud, for example.
What does your organisation need to do to be ready for the future of work? Who are the people you can build a high performing team with and how do you optimise the remuneration policy so that it reflects what people truly appreciate? We can support you as you tackle these and other specific questions. The answers provided to these questions will clearly demonstrate the power of HR analysis to your management board.
We can also advise you on setting up your own HR analytics function which can proactively advise your management board on strategic issues. We build teams that safeguard not only data analysis, but also expertise of data management, storytelling, IT and your business, and we upskill your current employees in HR analytics.
If you have specific questions on how you can take concrete action using data analysis in HR;
If you are generally interested in which insights you can gain from your HR data;
With developing a strategy for HR analytics and embedding it in your organisation.
With designing, developing ánd implementing solutions to address a variety of use cases covering different areas throughout the employee journey or the Hire-To-Retire process.
With tailoring our support and solutions to your needs and take on board the already existing tools and applications, your analytics maturity level as well as your general people analytics ambition level going forward.
In our exclusive interview with Mr. Dietmar Eidens (Global CHRO at Merck) and Mr Alexis Saussinan (Global Head of Digital HR Technologies & people analytics at Merck) , Merck shares the do’s and don’ts and lessons learnt from their impressive people analytics and HR Data & Technology journey. We launched this white paper around people analytics strategy best practices which hopefully helps you to create an even more powerful people analytics capability in your own company.