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Using Workforce Analytics to Strengthen 360-Degree Insight

Rogalski, Shari.  DM Review; New York Vol. 13, Iss. 6,  (Jun 2003): 70.

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photo, Shari Rogalski

Imagine a large national telecom merging with a regional provider to create a marketplace powerhouse with resources that significantly overlap. Or, envision a global bank merging with a complementary global organization to create a financial services behemoth, resulting in vastly different workforce compensation structures and cultures. Finally, think about a start-up shoe manufacturer that just had its newest product displayed on a hit television show and now it has more orders and overtime than it has ever experienced.

Each of these organizations has an human resource challenge that must be solved. Regardless of the nature of the challenge, upfront analysis can be invaluable to providing the resolution. This column, the second of a two-part series on 360-degree workforce insight, discusses several popular workforce analytic techniques and why a deeper understanding of your employees is relevant to both your organization's human resource function and to 360-degree insight. What-if analyses, scorecards and dashboards, and surveys are some of the business intelligence techniques commonly used by organizations today to assess their workforce. Each technique has a unique purpose and can be leveraged iteratively. Workforce Analytics Techniques

What-if analyses capitalize on a data warehouse. Rules and scenarios are defined based on data gathered in the warehouse and tested to determine a strategic/tactical action. For example, what if I keep my sales/marketing resources in Region A and centralize all other functions? Or, what is the compensation cost impact of bonuses versus overtime, dental coverage versus profit sharing or variable pay versus base salaries? Or, where do I add resources to increase orders by 200 percent? By setting limits, specifying variables or including dependencies, what-if analyses enable you to quickly assess alternative actions based on a thorough understanding of workforce impacts. What-if analyses are usually used by middle managers working with data on a...