Predictive People Analytics Dashboard
Enhance employee retention using the power of predictive data analytics
Deloitte`s proprietary people analytics solution is a predictive tool that helps HR professionals and business leaders identify those among their employees who are most likely to leave the organization.
Employee attrition as a business concern
2.000
staff members
Imagine, that as a business leader or an HR director, you are responsible for managing an organization with 2.000 headcount
20%
attrition rate
Retaining key people and top talent is among the top business priorities, as your voluntary attrition rate is at constant high
400
replacements annually
This makes attracting, hiring and onboarding around 400 employees a primary business priority for your company every year
Proactively focus on and retain a specific member of your team
Identify more accurately who have the highest risk of leaving your organization next and what might be the reasons behind
Predictive capabilities
Know more accurately as a manager who is likely to next leave your team voluntarily.
Machine learning capabilities
Discover the reasons behind the motivation of your team member's exit.
Design better retention initiatives across the organization
Discover and benchmark attrition risks across business units or jobs, thus you can systematically address retention
Benchmark capabilities
Compare entities within a group, business units within an entity or employees within a team or job by risk of leaving.
Statistical capabilities
Drill down into how severely different business units or individual employees are exposed to different types of attrition risk.
What is the value you may get out of the Predictive People Analytics Dashboard
Employees' view: which staff members might leave and why are they likely to exit?
Click here to view the dashboard
USE CASE
In the team John Smith has the highest likeliness to leave. What should we focus on to strengthen his engagement towards our organization?
His highest risk factors are related to the achievement of career progression, team stability and basic salary's compa-ratio, and there is significant difference compared to company average
He is likely not confident with the speed of his career advancement, feels his team being rather unstable and being less appreciated through his basic salary level
As a next step we could initiate a discussion on his career path within the organization and on the specific next possible step, share the long term vision with the team, understand his concerns about his basic salary
What is the value you may get out of the Predictive People Analytics Dashboard
Organizational view: which business units or jobs show
the highest attrition risk and why? Which organizational dimensions need enhancement to improve the staff retention capability?
USE CASE
As the Finance and accounting management department has the highest expected attrition risk, this particular business unit should receive attention to understand underlying reasons and define retention strategies
Among the Finance jobs the model indicates that Finance and accounting management and Area accounting officer positions have the highest risk of voluntary turnover
Compensation and Career dimensions should receive the primary attention in this business unit, especially focusing on actions with highest impact: review the frequency of basic salary increase, avoid significant salary gaps compared to benchmark, define career paths to enable frequent enough career progression
Deep diving into the variables we can see that from 60% to 78% of basic salary increase rate compared to the average of the department does it mean really high risk of attrition
How can we support you
Deloitte`s Predictive People Analytics Dashboard solution is available on an annual subscription basis as well as a one-time service.
One-time run
After onboarding
We can accommodate our service as a one one-time prediction, in case the data set does not need to be analyzed over a longer period of time.
Solution pre-requisites
500+
headcount
From statistical validity point of view the algorithm behind the solution works best for you if your employee population is larger than 500 headcount.
Supporting HR IT landscape in place
Onboarding and overall data management works smoothly if your HR data is available in a structured way with interface capabilities.
3 years
of historical data
Predictive and machine learning engines of the algorithm are optimized for a data set with trends of 3 years or longer.
Contact us for a demo session
Our experienced advisors are happy introduce the solution for you in depth via a demo environment.
