People Analytics: Analyzing Data to Map the Talent Value Chain
Leveraging People Analytics to Drive Business Excellence About the Client A leading retail giant with hundreds of outlets spread across the globe. Thought they chiefly operate in Canada, the client was well-known for their offerings across all international market segments. The Business Challenge For the past several years, the retail industry has been re-ordered, driven [...]READ MORE >>
Leveraging People Analytics to Drive Business Excellence
About the Client
A leading retail giant with hundreds of outlets spread across the globe. Thought they chiefly operate in Canada, the client was well-known for their offerings across all international market segments.
The Business Challenge
For the past several years, the retail industry has been re-ordered, driven by simultaneous developments in data, analytics, technology, and social media. At the same time, business leaders have shifted their reliance upon gut instinct for decision making to new forms of business value by becoming data-driven, which is empowering them to reinvent professions and transform their industry with critical insights obtained using data. The application of advanced analytics and employee data to effectively manage workforce is going mainstream in today’s complex business scenario. However, a few years ago, people analytics was the provenance of market leaders across industries. But today businesses have realized the need to effectively manage their workforce to drive business excellence.
The human resource gaps and missed opportunities across large, employee-centric organizations throw light on the critical need to support better planning at all levels of management. These factors underpinned by the need to develop a solid foundation on data-driven insights is propelling businesses into the next era, where they interact with data to justify, adapt, and learn continuously. People analytics is now an established discipline in the business world, and players across industries are leveraging people analytics solutions to make smarter, more strategic and well-informed talent decisions. The client in this success story realized that talent acquisition was a major challenge that they needed to focus on. The retail firm was on the lookout for a new approach that would help them identify talent to succeed in an increasingly competitive business environment.
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Top Challenges Faced by the Client
Problem Statement 1
Organizational silos are the bane of life for most well-established businesses within the retail sector. The client faced several challenges due to such silos which hampered their agility and prevented them from evolving as quickly as they needed to in today’s landscape. A myriad of regional systems led to the generation of huge datasets. Hence the client wanted to globalize their processes so that everyone could leverage the same data and definitions.
Problem Statement 2
Owing to the inefficiency of its existing performance management approach the client found it very challenging to deploy an effective process to identify high potential (HIPO) employees from within its employee management programme.
Problem Statement 3
Operating a mix of franchised outlets, as well as corporate-owned retail units, the client was suffering from annual employee turnover significantly above that of its peers. This also reduced efficiency, and stamped down productivity, leaving a terminal impact on employee engagement.
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Solution Offered and Value Delivered
The old approach of gut feel is no longer enough, in today’s complex business scenario where businesses are looking at driving the return on their investments in people. To help the client tackle their challenges we adopted a holistic approach by applying people analytics. The solutions offered were divided into the following three phases:
The initial phase of this people analytics engagement revolved around data exploration. The main was to identify and use data and set goals for the effort and then translate the full range of frontline employee behavior and experience into data that the company could model against actual outcomes.
Armed with new datasets and detailed insights our experts set out to analyze each variable to determine the variable that corresponded most closely to the store success. We also built a series of unsupervised-learning and regression models that could help them determine the relationship between drivers and desired outcomes.
The third phase of this people analytics engagement revolved around mapping and visualizing external and internal employee relationship networks.
People Analytics Engagement Summary
Over a period of two months, Quantzig worked with the team to understand and define the key HR metrics. We also redefined their dashboards to effectively integrate the data sourced from the deployed people analytics tools. In this way, the dashboards reflected the management hierarchy allowing summary-to-detail review of the metrics at any level in the organization. The devised people analytics dashboard also led to a major paradigm shift that paved the way for managers to analyze key metrics, thereby enhancing the operational effectiveness of the organization by 3x.
HR Analytics vs. People Analytics
Traditionally workforce analytics, HR analytics, talent analytics, and people analytics have been used interchangeably. However, talent analytics has a slightly more exclusive connotation when compared to the other terms whereas workforce analytics is often used by providers of workforce planning solutions. Today, people analytics is more than just a buzzword.
Both HR analytics and people analytics have evolved over the years and are used interchangeably as they revolve around the same concept, but people analytics has increasingly become popular in today’s world. People analytics is a discipline in analytics that helps the executives and C-suites in making critical decisions about their workforce. Moreover, people analytics solutions leverage the use of statistics and industry knowledge to extract maximum insights from talent data which in turn result in better workforce management.
Quantzig’s suite of people analytics solutions that leverage analytical techniques and sophisticated data mining approaches can help businesses to efficiently and effectively manage their workforce. It includes interactive data visualization platforms that help companies to view, analyze, and act on talent data across the entire employee lifecycle. And to top it all Quantzig’s predictive and prescriptive analytics solutions also possess the capability to equip business leaders with the intelligence to better recruit, train, manage, and expand their workforce.