How ready are you for people analytics?

Before you start using your people data to influence your business decisions, you need to make sure you have the required data in a useable, accurate and consistent format.

Our multi-tiered approach will take you and your data from where you are now to where you want to be:

1. Requirements

We work with you to understand what you want to influence using people data - whether that's seeing how your attrition rates affect sales, how engaged your employees feel at each stage of the employee lifecycle or understanding your average cost of hire.

2. Review

We review your current data sources and make recommendations to ensure your data is fit for purpose.

3. Design

We design a solution to ensure that your reporting process is as efficient as possible: Automating data extraction, manipulation and distribution.

4. Handover

We ensure that the new solution and process is fully documented and you completely understand what happens to your data at each stage of the process.

New starter survey scores vs leavers with less than 12 months service

New onboarding strategy launched Jan 2017.

Higher % new starter survey scores indicates new starters are more engaged.

So far it has been found that a higher average new starter survey score leads to a reduced rate of leavers with less than 12 months service.

Is your HR function ready for GDPR?

We can support with your audit and mapping of HR data processing activities in preparation for the deadline for compliance with the General Data Protection Regulation on 25 May 2018 (as recommended by the Information Commisssioner's Office: more info can be found here, including:

  • Categories and sources of personal data.
  • The purposes for which you process it.
  • For how long you retain it.
  • With whom you share it.
  • How it is secured.

Not only is this essential for GDPR compliance, it will lay the foundations for your people analytics journey.