Workforce Trends, Analytics, and More!

Aquire – Trends, Analytics and More 100% Hierarchy-Driven Workforce Analytics Tom Ericson - Aquire

Metrics versus Analytics … My little test…

What do you measure and, more importantly, why?

Challenge: How to Measure HR Efficiency and Effectiveness

Metrics are numbers and data. Analytics are metrics and data put into context. These are what’s needed to make decisions.

Things People Measure
Attrition
Regret attrition
Growth rate
Cost of hire
Time to hire
Quality of hire
Contractor rate
Overtime costs

Highest Frequency HR Measures
Turnover (96%)
Voluntary Resignation (84%)
Average Compensation (82%)
Average Workforce Age (77%)
Diversity (76%)
Compensation/Total Cost (76%)
Average Seniority (75%)
Work Accident Frequency (74%)
% with Variable Compensation (71%)
% with Stock Options (71%)
(Percentage is % of companies surveyed that use this metric.) Source: Gates, Stephen

Solution: Workforce Analytics
Determine current state of workforce, plan strategically for the future
Provide meaningful measurement methods
Offer insight into link between HR outcomes and business outcomes
Enable visibility into the talent pipeline

Workforce Analytics: A Necessity, Not a Luxury

Improve Workforce Decisions. Improve Your Bottom Line
Hierarchy-based, actionable information provides true understanding of impact (positive or negative) of workforce investments

Aquire’s Portfolio of Solutions

100% Hierarchy-Driven Workforce Analytics
Frees you to focus on analysis and action, rather than data collection and metrics reporting
Visualize workforce trends and their impact
Gives each leader ability to analyze and optimize their span of control
Analyze employee movement for strategic planning

InSight as a Service™ Gives You Experts “In the Box”

Turnover Analysis By Type of Turnover

Retirements by Function

Operations Retirements by Region

You need to think about where

Span of Control Analysis

Anytime Access to Actionable Analytics Trend Analysis Span of Control Analysis Employee Movement

Get the Who, the What … and the Why

Manage Your Valuable Talent Investment

Level Setting: Defining Key Terms by Al Adamsen
HR Metrics & Reporting
What is happening? Where is it happening?
Workforce Analytics
Why is it happening? What are the root causes?
What will likely happen if we change “x’ or invest in “y”?
An important distinction: Analytics vs. Advanced Analytics
Workforce Planning
What is the anticipated supply and demand for labor at a future point in time?
What is our strategy to fill the gap?
Informs recruiting strategies
Informs career development strategies

Align with Company Strategy
Few in Number (10 at Most)
Easy to understand
Management Agreement on Metrics
Standardized (definitions, rules, calculations)
Context Driven (relative to targets and thresholds)
Collectable & Based on Reliable Data
Relevant (periodically reviewed and refreshed)
Leads to Action!
Best Practices for Identifying Metrics

The Value Proposition: Revisited * individual, team, and organizational Better Performance* Better Decisions Reduced Anxiety Increased Confidence Better Insight Increased Control Better Processes Better Technologies Better Data

Tom Ericson Director of Sales [email_address] + 1 214.278.5122 Aquire 5215 N. O’Connor Suite 300 Irving, Texas USA 75039 Thank You!

Workforce Trends, Analytics, and More!

by HR Resources by Aquire on Jul 06, 2010

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Workforce Trends, Analytics, and More! — Webinar Transcript