Human Capital Analytics

Tools and methodologies for the workforce and organizational areas lag behind general business analytics, preventing companies from measuring and managing their people. Mindful of the key role that talent plays in driving high performance, Accenture has developed a unique approach to talent and workforce analytics that delivers clear benefits.

Tracking and measuring the results of any major decision to ascertain the return on investment is vital. While the field of business analytics has made great strides, the methods and tools to deliver insights in the areas of the organization and workforce have lagged. Thus, most companies do not effectively measure and manage their people—one of their most critical and expensive assets and a foundation for the achievement of high performance.

Based on its ongoing analytics work helping companies across a wide range of industries use insight to ramp up performance, Accenture has developed an approach to talent and organization analytics. This approach that will help clients improve workforce planning, align organizational capabilities with business strategy more closely, and ultimately derive better business value from their people.

Accenture’s approach to talent and organization analytics has three phases:

Problem Definition. Defining the business problem is the most important step—and the one most often performed inadequately. Without it, the project may be subject to delays and overspending or may generate results that do not actually help the company improve organizational and workforce performance.

Data Requirements and Planning. In this phase, companies consider the data sources they already possess and the new sources they need to develop for the project. Structured and unstructured information should both be considered for analysis. Companies must keep in mind that analytics derives its power from making connections, and thus it is imperative to look beyond the immediate task to the entire business process.

Collection and Analysis. In the final phase, data collection occurs, combining traditional methods with more innovative ways to collect and analyze unstructured data. Analysis uses various methods, including desktop analytics and tools. Accenture’s distinctive approach is to use techniques which, until now, have seldom been used for workforce analysis.

Recommendations
Accenture’s experience indicates two success factors in the successful management of a talent and organization analytics program:

• The right people with the right analytical skills must drive the initiative.

• Senior executives must manage the changes in culture, process, behavior and capabilities caused by an analytics initiative.
  
  

Performing a rigorous analysis of an organization’s talent and organizational structure in light of clear business goals can generate substantial benefits. These benefits include:

• Increased sales and profitability based on new workforce insights.

• Improved ability to retain top workforce performers.

• Better understanding of the leadership behaviors and cultural attributes that can drive desired business results.
  
  

In short, talent and organization analytics can help organizations invest in the programs and people most essential to driving high performance.

Contact us to find out how Accenture can help you develop and execute a talent and organization analytics program to improve performance.