We analyze HR data, company data and external data tailored to your questions. These three practical examples are excerpts from reports of successfully completed HR Analytics projects:

01

Task

Advise the newly created HR Analytics team (1.2 FTE) on the strategic development and expansion on the topic of HR Analytics.

Data Set

Results from interviews, workshops and various documents (including corporate and HR strategy) as well as HR data (SAP) and existing HR surveys.

Analytics

Problem-centered interviews and workshops with internal stakeholders such as HR business partners and managers, and hypothesis testing using descriptive statistics.

Fig. 1.1: Overview of HR Analytics aspects critical to success
Future focus topics Analytics Level Data quality and suitability Infrastructure suitability Data-driven culture
Illness prevention
Employer Branding
Internal mobility
02

Task

Showing analysis with the goal of understanding the target variables of employee satisfaction, absenteeism, turnover, and leadership score.

Data Set

HR data and multiple employee surveys over a 5-year period.

Analytics

Descriptive statistics, hypothesis testing, impact modeling, and target group clustering.

Fig. 2.1: Employee cluster with significantly higher quit rates than all others
Fig. 2.2: Factors influencing the cluster with significantly higher quit rates
03

Task

Analysis of internal and external employee turnover with the goal of continuously integrating the results and forecasts into the client's existing HR software via a data interface (API).

Data Set

HR master data and work engagement surveys for the last 5 years.

Analytics

Impact modeling and predictions with continuous development of models by adding new data when avaiblable.

Fig. 3.1: Integration of current analysis results and forecasts in the customer's HR software