Get a 3D view of your workforce

Get a 3D view of
your workforce
How data analytics can turn
information into HR insights
www.3Dworkforce.co.uk | @AccessGroupHR

The problem
With leaner resources, budgets and
staff, sustainable talent management
is often elusive. But in these times of
HR accountability, it’s vital.
So what’s the answer?

Data analytics
Data analytics
More than
60%
More than 60% of companies
are now investing in BigData
and analytics tools to help make
their HR departments more
data-driven…
…But only 14% have done any
significant “statistical analysis”
of employee data.
Bersin, 2013

Data analytics
Data analytics
and business
By capturing data outside of what is necessary,
combining it with the data you already have,
and thoroughly analysing it, you can affect
every aspect of your business –
from recruitment to aligning the objectives
of your workforce with the
objectives of your organisation.

Data analytics
Turn information into insight,
every step of the way
More data and better analysis can help
you make more informed decisions about
your workforce and measure the impact
of HR initiatives in:
Recruitment
Onboarding
Performance management
Learning and development
Engagement
Exiting

Recruitment
Recruitment
Today’s savviest employers are
already using data as part of their
recruitment strategy, and the
trend is only increasing.

Recruitment
Interview process
Data gathering and
analysis can help improve
the recruitment process.
Think about the interview
process; what kind of information
is gathered up that you’re not
recording right now? Interests,
ambitions, aspirations, skills outside
of work and competencies?

Recruitment
Candidate
insight
This information is no less valuable
than qualifications and employment
history but rarely gets recorded
past the initial point of contact
between company and candidate.

69% employees stay more
Onboarding
than 3 years Onboarding
New employees are 69% more
likely to stay longer than 3 years
if they experience well-structured
onboarding.
Source: Aberdeen Group

First
impressions
Onboarding
Discovering and analysing a new
recruit’s first impressions about the
company and industry knowledge
can help you quickly share this
information across the business –
and help increase productivity.

Onboarding
Probation
metrics
As the employee enters
the probation period, do
you understand how long
it takes for an employee
to get up to speed and
profitable?
Are competencies,
impact on customer
service, improvement
in team performance
measured and recorded?

Performance
management
When it comes to performance
management, 360 degree
feedback is great.
A 3D view is better.

360˚ appraisals
You already gather so much more
information on employees than in the
past, through 360 degree appraisals.
But how are you using this data?
Could you discover more – and help
improve employees’ performance?

Motivations
and behaviours
What about behaviours, confidence,
or even styles of execution?
To truly know your employees you
need to be plugged into what drives
them to perform the way they do
(or should do).

Desirable
characteristics
behaviours
By understanding the
characteristics of high performers,
their schooling, career history,
after work interests, you can start
to refine the recruitment process
to attract candidates with similar
characteristics.

Learning and
development
Companies that invest in
training outperform the market
by more than 45% – but can
you measure the success your
initiatives are having?
Source: Rosetta Stone
Outperform
the market by
45%

Organisational
impact
Development is intrinsically linked
to organisational success.
However, once training is complete,
how often is the positive impact on
the business measured?

Business
unit impact
Does the spend on training have
any impact on performance,
competence and engagement?
Gaining access to company
systems (CRM), sales pipeline, and
working with the sales director to
understand and record the output/
ROI of training is essential.

Costs upto
150% to replace
employee
Engagement
Engagement
It could cost your company as
much as 150% of a position’s
annual salary to replace an
employee.
Source: Engage for Success

Loyalty
Engagement
With many jobs now seen as a
stepping stone rather than a rung on the
one-company career ladder, keeping
employees loyal and productive is an
increasing challenge.
But it’s an important one – because
the costs of replacing leavers
can be huge.

Engagement
Career values
Are you capturing
what each employee
values in their career –
like work/life balance,
salary and development
opportunities?
Understand what engages
individuals and you can
use this insight to motivate
them further – which can
have a positive effect on
their productivity.

Exiting
Exiting
Data analytics can help you
learn from leavers, and
recruit the right joiners.

Exiting
Refining HR
processes
If the employee had the attributes you
require and you can capture them in
the HR system, then when it comes to
recruiting, developing and engaging
the next generation, you can make sure
your processes bring the right people
into the business.

Goals and
opportunity
Exiting
Capturing leaver intel yields information
that can be used to improve all aspects
of the employee lifecycle.
Did you understand the leaver’s
aspirations and skills? Were they given
the opportunity to perform and reach
their professional and personal goals?

Summary
The bottom line
See your workforce in 3D and you can make
a big difference to your business.
Replicate high performers
Deliver engagement initiatives that
increase revenue
Bring new products to market quicker
And ultimately deliver a competitive
advantage

Summary
Start your journey
Put HR data analytics to use
in your organisation – visit
www.3dworkforce.co.uk now
and find out more.
Ready to go?
Book a meeting with Access to
take the next steps. We’ll discuss
common scenarios and help you
identify where you can benefit most
from a 3D view of your workforce.
Get a 3D view of
your workforce
Request a meeting

Get a 3D view of your workforce

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