WORKFORCE ANALYTICS
? What is my most effective strategy to attract key talent?
? Who will replace my current leaders and what is the probability of their success?
? Which category of employees and what specific employees are flight risks and why?
? Why should I take critical HR decisions in the absence of any concrete data?
Indeed these and many more questions do come up while we deal with today’s far too changing environment. Gone are the days when HR used to take critical decisions based on gut & pure instincts. Today more and more organizations are using workforce data and analytics to drive their talent decisions. In case you are still not adapted this change, you are at a risk of being behind the curve and risk of losing your competitive edge.
Mr. Grovar can help organizations take this critical step to move towards this.
The key steps are as follows
•Understanding, identification and measurement of critical HR parameters
•Preparing HR teams to change their mindset and start believing in “What cannot be measured, cannot be improved”
•Designing methodologies to start measuring any activity, behaviour or result
•Helping clients to align workforce with business goals
•Assisting clients to measure HR impact
•Helping clients to measure employee satisfaction/engagement level
•Measurement of employee’s work content levels
WORKFORCE ANALYTICS
? What is my most effective strategy to attract key talent?
? Who will replace my current leaders and what is the probability of their success?
? Which category of employees and what specific employees are flight risks and why?
? Why should I take critical HR decisions in the absence of any concrete data?
Indeed these and many more questions do come up while we deal with today’s far too changing environment. Gone are the days when HR used to take critical decisions based on gut & pure instincts. Today more and more organizations are using workforce data and analytics to drive their talent decisions. In case you are still not adapted this change, you are at a risk of being behind the curve and risk of losing your competitive edge.
Mr. Grovar can help organizations take this critical step to move towards this.
The key steps are as follows
•Understanding, identification and measurement of critical HR parameters
•Preparing HR teams to change their mindset and start believing in “What cannot be measured, cannot be improved”
•Designing methodologies to start measuring any activity, behaviour or result
•Helping clients to align workforce with business goals
•Assisting clients to measure HR impact
•Helping clients to measure employee satisfaction/engagement level
•Measurement of employee’s work content levels
