People Analytics

Using systematic analysis of data to better understand and predict your team’s behavior and performance to improve decision making in people related issues

Our state-of-the-art People Analytics solution, which is delivered under a Platform-as-a- Service (PaaS) offering, provides you with a hassle-free and scalable solution that is built on our experience in people management.
Our solution equips management and senior talent management leaders with HR and employee metrics to support decision making in people and talent management related issues. It allows to strengthen the organizational strategy and better align it with corporate strategy in areas such as talent and skills requirements, goal setting, performance monitoring, incentive and rewards policy, and employee/colleague engagement.

Understanding people behaviors

Organizations, especially large ones, do have a wealth of data on their employees and more can be generated/gathered based on interactions with colleagues, managers, and customers. …, with enough information to be able to predict / explain, some of the actual HR paradigms as evidence-based insight to better drive the return on the investments in people, to understand what skills and capabilities are critical to maximize the success for job position or evaluate the entire employee lifecycle to ensure workforce alignment against your strategy goals.
Getting a clear lens to talent demographics requires collecting and aggregating people and business data from diverse and complementary sources to ensure a complete and exhaustive view of the individual and the team. We have built our solution based on internal/recent research which shows there are four people information dimensions that are relevant to characterize people in a way that valuable insights can be extracted, providing a people data lake to transform data into valuable insights:
… behavioral styles and preferences, which are obtained through the DISC profile self-assessment methodology.
… engagement assessment, measuring the strength of the mental and emotional connection/bond employees feel toward the work they do, their teams, and their organization through systematic surveys.
… performance evaluation, which is obtained from both formal evaluation tools and from selected interactions with coworkers, customers and other business interactions through a user-friendly gamified interface/tool.
… and employee file information, which includes among other positions held in the company, previous experience, compensation, projects in which the employee has participated, achievements, education, and training.

From intuition to fact/data-based analysis/insights

Providing a holistic view on every employee lifecycle, including assessments, performance, engagement, … allows managers to get actionable insights from data and helping human resources teams to better execute core HR processes as recruiting, engagement, training, careers paths.
Beyond the traditional role of human Resources team, using automated algorithms to identify patterns (user cases) to maximize workforce alignment linked with performance, employee retention linked with HR actions, talent acquisition success, level of engagement and/or talent map evolution, helps HR teams to set the direction for the organization and getting it moving in the right direction, freeing up time to get “back to the human” by bringing leaders and employees together for more constructive and personal leader-employee conversations.

Driving business performance

Deploying analytics and automation provides the basis for a more productive HR function, improving the effectiveness of the transactional processes, reducing attrition and allowing the team to provide valuable advice to management.
We firmly believe the future state of art on people analytics is going beyond the current AI trends from optimizing business problems to augment people capabilities by enabling people and machines to work collaboratively, integrating the power of AI technologies into specific decision-making processes. Our solution takes one step further in the development of People Analytics systems by integrating behavioural styles and preferences and 360º feedbacks into the algorithms. We firmly believe that those features make our solution unique, and provide the basis for a more effective man-machine collaboration through the application of AI to people related decision-making.
People Analytics
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