Supporting smarter work force decisions
HR leaders face an overwhelming list of imperatives: predicting and fulfilling business requirements, meeting diversity targets, and decreasing recruiting and retention costs. Meeting these demands requires HR personnel to make strategic decisions that can influence much more than obligation authority and public value—these decisions have the power to energize or disrupt the workforce, embolden or jeopardize programs, and affect millions of taxpayer dollars.
Learn how Talent and Human Resource Analytics can provide a data-driven framework for solving workforce problems using existing information to drive new insights.
The HR Lifecycle Framework
Implementing a Talent and Human Resource analytics framework can have measurable results, such as lower HR expenses, reduced workforce costs, increased employee productivity and improved customer service.
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Many present-day HR systems cannot meaningfully analyze the complex dimensions of employee and leadership behaviors, workforce capabilities and HR processes that keep federal agencies afloat and on course toward their strategic goals.
As budgets shrink, increased scrutiny falls on workforce decision makers to promote lean organizations and trim overhead while reacting to legislative mandates. To do so efficiently and effectively, HR departments cannot afford to rely on historical data alone; they need advanced analytics to drive informed decisions that demonstrate an understanding not just of past behavior, but more importantly, of current and future trends.
Using advanced analytical techniques, such as data mining, predictive modeling and factor analysis, Accenture can help organizations answer important questions:
Which programs drive better workforce performance?
What organizational and talent levers can be pulled to help adjust to legislative changes while maintaining performance?
Which top performers in the organization are at risk of leaving and how might they be enticed to stay?
Answers to these questions and others like them can have measurable results, such as lower HR expenses, reduced workforce costs, increased employee productivity and improved customer service.
Learn how the ‘consumerization of IT’ has pushed companies, including Accenture, to extend the boundaries and functionality beyond traditional employee portals.
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Accenture has developed a four-phased approach that enables organizations to use advanced analytics to improve workforce planning, align organizational capabilities, and derive better value from workforce talent across the entire HR lifecycle.
The four phases are:
Phase 1: Identify pressing concerns. Whether an agency’s pain points lie in recruitment, retention or any other aspect of the HR lifecycle, Accenture’s targeted and goal-oriented approach reduces redundancy and encourages meaningful transformation.
Phase 2: Establish key performance indicators (KPIs). Accenture considers legacy and new data sources and establishes performance metrics for baseline comparison. This approach clearly defines what constitutes a positive outcome so that the analytical discovery fully aligns with a program’s goals.
Phase 3: Collect and analyze data. Accenture collects historical data, workforce preferences and recruiting trends to produce a picture of an agency’s HR climate. We then employ proprietary models to produce key insights about the agency’s programs and strategies.
Phase 4: Tracking the results. Using established baseline metrics, Accenture quantifies analytics, cost effectiveness and organizational improvements against desired results.
Narendra Mulani is the Chief Analytics Officer of Accenture Analytics. In this role, he is responsible for driving Accenture’s strategic agenda for growth across business analytics. He leads an integrated community of over 16,000 management consulting, technology and outsourcing people who are serving clients across industries around the globe.