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"As the industry’s first and most advanced
Workforce Analytics Solution, Workforce Insight enables HR and business leaders to analyze
the impact of human capital decisions on business outcomes."
Source : DoubleStar Inc.
Workforce Analytics: Changing and Winning the Game
Workforce Analytics is also known as :
Workforce,
Workforce Management,
Workforce Analytics,
Workforce Management Software,
Workforce Planning,
Strategic Workforce Planning,
Workforce Optimization,
Workforce Temporary Services,
Optimize Human Capital,
Workforce Management,
Workforce Participation Initiative,
Workforce Development,
Labour Workforce Development,
Workforce Optimization Solutions,
Workforce Strategy,
Totalview Workforce,
Dynamic Diverse Workforce,
Workforce Project,
Workforce Tools,
Workforce Software,
Workforce Definition,
Workforce Diversity,
Specific Workforce Issues,
Objectives of Workforce,
Workforce Wage,
Workforce Demographics,
Workforce Management Solutions,
Work Force,
Online Workforce Management,
Staffing Workforce,
Workforce Productivity,
Diverse Workforce,
Workforce Skill,
Workforce Trends,
Workforce Development Program,
Learning for Workforce,
Workforce Requirements,
Workforce Initiative,
Climate Workforce Skills.
Executive Summary
Workforce analytics is creating a new wave of information to help organizations
create a meaningful connection between employee performance and company
results. This has become a highly sought component of Human Capital Management
(HCM) strategy, as businesses seek to leverage the workforce for sustainable growth and
success. As a result, companies are turning to their HR leaders for a solution.
While workforce analytics have been around for some time, it has remained difficult for
HR to demonstrate its value to the organization, and particularly to senior management.
Oftentimes, executives lack true understanding on how the workforce is impacting
corporate goals, and ultimately the bottom line.
The issue stems largely from the fact that HR organizations have spent too much time
collecting data instead of acting on it. There is a huge opportunity move beyond
traditional reporting towards true measurement of information that drives workforce
performance.
This very premise represents the new age of workforce information…what we call the
“changing game.” It’s time for HR to shift its focus from spending 80% of its time
gathering data to spending 80% of its time analyzing and acting on this data. Those that
do will be able to successfully deliver the right information to the right people at the right
time, thereby driving successful—and valuable—workforce analytics throughout the
organization.
This paper is targeted at HR and business leaders seeking to transform their
organizations with a comprehensive workforce analytics initiative. It discusses the shift in
focus toward measurement and analysis, lessons learned from previous implementations,
and key steps for moving forward. Equally important, it addresses how to win the
changing game by leveraging DoubleStar’s new workforce intelligence model and
complete analytics solution—with success stories from some of the world’s leading
companies.
Changing the Game
Today’s smart business leaders recognize that their workforce is the most valuable asset
and greatest opportunity for long-term success. With the business environment
becoming increasingly dependent on information and service, organizations must not only
attract and retain the “best and the brightest,” but also manage people in a way that delivers
optimal performance—and results.
To get there, it’s necessary to understand and demonstrate the value that human capital
brings to the enterprise. To date, however, most HR organizations have struggled to
articulate that value of their Human Capital Management (HCM) strategies. In fact, many HR
leaders will admit that their company’s senior management does not yet appreciate the
positive impact strong workforce management can have on a company.
The Need to Measure
A primary obstacle has been the inability to measure HR against corporate strategies and
goals. Very few companies know how to successfully collect the intelligence and provide the
workforce analytics that create meaningful connection between the people they hire, their
performance, and the company’s financial results. None have been able to deliver this
insight continuously as part of their overall HCM strategy.
That’s all changing, however, thanks to the world of workforce analytics and a new mindset
among both HR leaders and business executives. Companies leading the charge are
implementing comprehensive plans to transform their talent into a workforce that can
execute business strategy. Not only do they have metrics and benchmarks for ongoing
performance measurement, but they’ve also captured historical information for trend
analysis. Most important, they have the tools to deliver the right information to the right
people in a timely and useful manner.
Shifting Focus
Despite the growing awareness of and focus on workforce analytics, the majority of
companies have failed to deliver workforce information in a way that’s meaningful and
valuable to the entire enterprise. To date, organizations have spent too much time collecting
data versus acting on it.
For HR leaders to become more strategic players, they need to shift focus and priorities
today. They must move from mere reporting of information—the point in time synopsis of a
particular organizational variable (such as # of FTEs or cost per hire)—to the measurement
of information—data analysis against trends, business goals, and benchmarks to determine
future course of actions (such as turnover by source of hire or impact on revenue of change
to training budget).
With workforce-related costs accounting for, on average, more than 50% of a company’s
revenue, more and more executives—including CEOs, CFOs, and CIOs—are recognizing the
need to measure and analyze its workforce. After all, it’s the company’s biggest investment,
and one that represents the greatest opportunity for success.
As a result, all eyes are on HR to develop and implement workforce analytics across the
organization. The game is changing. The time is now for HR to shift its focus from spending
80% of its time gathering data to spending 80% of its time analyzing and acting upon this data.
Why Organizations Have Struggled to Date
No single organization in the world today uses one system or application to
support all its HR processes. In fact, most companies have a complex HR
technology landscape. ERP systems manage core HR processes; administrative
applications support non-critical functions; and strategic best-of-breed solutions handle
key processes such as recruiting, compensation, and learning.
Such a disparate technology environment makes it difficult to provide insightful decisionmaking
information because there is no single reliable source of data for reporting.
Instead of spending time analyzing information and taking action, organizations are
spending time manually collecting and aggregating data to support their HR
measurement requirements.
As a result, it has been difficult for HR to understand its own impact on the
organization and demonstrate value to executives. If anything, HR is viewed as
a transactional function versus one of strategic importance.
There are other key reasons why many workforce analytics initiatives have
failed to date, including:
- Lack of know how—Organizations don’t know what or how to measure.
They’re not sure how to create metrics important to the business, nor do
they know where the clean data resides in their company.
- Resource competition—Workforce analytics is often viewed as less
important than other initiatives. Organizations don’t see the value, or
they simply don’t know how robust workforce information can help drive
business results.
- Technology-challenged—Organizations lack the skills and abilities to
implement solutions. They view the process as time-consuming and do
not have the domain knowledge internally to manage it.
- Lost in the shuffle—Every organization has some sort of enterprise-wide
data consolidation project underway—be it a data warehousing,
business intelligence or business performance management initiative.
HR often takes a back seat to other departments and never gets the
opportunity to measure its own true value.
Furthermore, with no workforce analytics solution in place, business leaders
don’t quite understand what they’re missing. In fact, many believe the
organization runs just fine as is. What they don’t see is how difficult it is to
run a simple headcount report, for example, let alone a more complex report
such as profitability per employee. HR departments must break through this
perception that the business is okay without a robust workforce analytics
program.
Defining Workforce Analytics
Workforce analytics is defined as using a "single source of insight"about HR to improve decisionmaking and optimize human capital investments. Embracing an enterprise-wide workforce analytics program offers a number of meaningful and operational strategic benefits:
- Operational reporting is more efficient because the data from individual applications is integrated and accessed through a single solution.
- Graphically-rich information is available to the people who need to make decisions and show metric-based results.
- Real-time analytics demonstrate the true relationship between workforce investments and the organization’s bottom-line financial results.
- HR practices and investments can be optimized to meet enterprise performance goals.
New Age of Workforce Information
The human capital management practices of leading companies clearly underscore
that every organization’s HR strategy should be derived from business strategy. And
every HR policy, program, initiative, and tool should align with and support the
achievement of business success.
But how can organizations know which activities drive the business and to what extent?
To determine the impact of human capital management practices on business results,
performance outcomes must be measured, analyzed, and monitored for progress. Using
an integrated workforce analytics solution, organizations can gain insight that guides
decisions, directs plans, and ultimately drives the optimization of human capital.
Important Measures
It’s critical that companies understand and develop the key measures and metrics that
make sense for their business. This requires a concerted effort with the various lines of
business to determine meaningful metrics for all.
Traditionally, the most frequently used metrics are related to HR operational
effectiveness rather than workforce effectiveness. As a result, most organizations have
difficulty demonstrating the impact of workforce analytics on overall organizational goals.
Today’s HR function requires the flexibility and results-oriented framework to deliver the
right information to the right people at the right time. This includes operational reporting,
which helps HR audit data to ensure compliance throughout the entire workforce
lifecycle.
More and more, HR organizations are seeking to analyze and measure the performance of
specific areas within HR. Recruiting, for example, might measure the cost per hire, while
learning might measure the number of employees trained. This type of HR metrics is also
necessary to understand and optimize HR’s performance.
The information that HR has typically lacked, however, is business insight, which is
critical for tying the HR to the business and demonstrating results. For example,
highlighting the impact of new recruits on same store sales. Or showing how training has
increased customer service.
All three of types of measures are necessary, delivered to different audiences, to truly
leverage HR as a strategic asset.
Key Steps for Successful Implementation
There are five key steps organizations must consider to successfully execute a new age
workforce analytics strategy:
- Plan—During the planning phase, the project team must survey the organization to
fully understand the measures and metrics that matter to the business. You must
also identify the various data sources and where they reside, the timeliness of data,
and the security impact to the organization.
- Aggregate--The next phase is aggregating all of the source data and creating a model
for effective and efficient reporting. This establishes a “single source of the truth”
for the organization while delivering a fully functional, consolidated data source. You
can create any report from this source with full auditing and compliance capabilities,
relieving the ERP system of its manual method of writing flat reports.
- Analyze—With aggregated data in place, you can begin to analyze the information,
apply best practice metrics, and set in place a series of alert and monitors. This
analysis phase creates and delivers usable, actionable data to users at the right time,
in a format they understand. Information is delivered with a focus on outcomes
versus the obvious data the users receive in flat, transactional reports.
- Deliver—This step is as important as aggregating and analyzing. You should take
time to understand the various users and their data requirements. Once you’ve
identified these needs, you can leverage best-of-breed reporting, dashboard, and
scorecard tools to deliver contextually relevant data in the most usable format, saving
users valuable time. This also allows them to spot trends and model/simulate future
strategies based on their role.
- Respond—As the final step, users can react to this newfound information and make
changes in the organization to drive increased business results. For example, HR can
adjust recruiting functions, performance management, learning, and compensation
to drive true results. And then report back to executives the true value of their
efforts.
"
Today’s HR function requires the flexibility and results-oriented framework to deliver the right information to the right people — at the right time."
Workforce Insight™
DoubleStar, a leading HR consulting services company, is driving this workforce
analytics transformation with its new technology platform—Workforce Insight™.
This market-leading solution delivers data-driven analytical insight that allows
organizations to measure and optimize the business impact of its human capital assets.
Workforce Insight™ is the industry’s first end-to-end solution to completely address the
measurement challenges of HR. By integrating HR best practices, business process
support, and state-of-the-art technology, every report, dashboard, and scorecard is
optimized to meet the unique strategic and information needs of human capital
measurement.
Workforce Insight is highly scalable and can be deployed across the entire organization or
a single department. Furthermore, the system’s built-in flexibility ensures that you are
not just receiving a set of canned metrics, but rather the true measures and focus your
specific organization requires. Because it’s a role-based solution, Workforce Insight
delivers the right results to the right audience at the right time.
A Modular Solution
The Workforce Insight solution is organized into five modules which consolidate, organize
and deliver information about key areas of HR including:
- Workforce
- Staffing
- Compensation
- Talent & Development
- Enterprise Performance
Each module, described in detail in the following sections, is organized to deliver best
practice information in an integrated reporting environment. Each module requires
primary data sources and sometimes optional sources. Generally all data from the primary
sources will be integrated to support the module. Only data necessary to deliver the
needed analytics is extracted from the optional sources.
Workforce Insight delivers the transactional reports that ERP systems typically provide so
you don’t have to use two separate reporting platforms. And with built-in best practice
HR and value-added operational metrics, you have a single solution for information
management tied to your specific organization goals.
In addition to the Insight modules, DoubleStar offers the planning, data aggregation, and
delivery tools to make your rollout a success. It’s a complete solution adaptable to your
organization’s current and future needs.
Three-Tier Workforce Intelligence Model
What differentiates Workforce Insight from other solutions is DoubleStar’s “three-tier
workforce intelligence model” built into each module. This model not only delivers the
consolidated transactional reporting that users have sought for years; it also enables you
to truly measure HR’s impact on the organization. Essentially, you have the data, the
measures, and the results—or insight—all within a single solution.
Each of these three types of information is essential for executing a successful workforce
analytics strategy in today’s results-driven organization:
- Operational Reporting to run the department. This is the basic “blocking and tackling” that HR must provide throughout the organization, such as headcount, turnover, diversity reports, etc.
- HR Analytics to monitor HR performance. These are newer generation metrics meant to demonstrate greater value relative to employee performance and HR processes, such as time-to-productivity, time-tofill by hiring, etc.
- Business Insight to tie HR to the business. This is what really helps drive organizational performance by quantifying how turnover, competency, talent, and other factors impact results and effectiveness.
To further illustrate DoubleStar’s three-tier workforce intelligence model, below is an overview of the key metrics categorized by Workforce Insight module.
| Workforce Insight Modules |
Workforce |
Staffing |
Compensation |
Talent and Development |
Enterprise Performance |
| Operational Reporting |
Headcount
Turnover
Tenure
Statutory Reporting |
Hires/Fills
Vacancies
Bonuses |
Total base pay
Compensation by class
Starting salary analysis |
Performance ratings
Leadership rankings
Succession targets |
Revenue per employee
Productivity per employee |
| HR Metrics |
Terminations
Promotions
Performance
Diversity |
Time to fill
Offer results
New hire performance |
Total compensation
Salary competitiveness index
Salary planning process metrics |
Readiness metrics
Development plan compliance
Performance correlations |
Employee engagement
Performance ratings curve
Total workforce spend analysis |
| Business Insight |
High Ðpotentials impact analysis
Diversity impact
Hiring trend impact |
Staffing spend analysis
Quality of hire
Retention/Attrition impact |
Incentive payout impact analysis
Benefits spend impact analysis
Total compensation impact |
Development investment ratios
Development revenue ratios
Development profit ratios |
Human capital ROI
ROI correlations to enterprise KPIÕs
Human Economic Value-added |
The following sections expand on the five Workforce Insight modules, providing a highlevel
description and detailed information capabilities.
Workforce Insight Module Overviews
Workforce
DoubleStar’s Workforce Reporting module integrates all information related to employee
characteristics and the demographics of the workforce. The module can also
accommodate aggregated data and some person-related information about non-employee
members of the workforce, if available.
Workforce Reporting provides HR practitioners with the ability to report on any captured
workforce fact in a timely and efficient manner. As the single “gold standard” source of
workforce data, the module increases the credibility and integrity of the information
provided by HR to the enterprise.
The module is highly interactive, and can easily show various data totals, configurations
and relationships. This reduces the resources needed to produce regular and ad hoc
reports in order to report progress. The module is also a valuable tool for budgeting,
facilities, space, and workforce planning. Using new information, the valuable time of HR
executives and analysts can be focused on analyzing data, identifying threats and
opportunities, and formulating interventions.
DoubleStar recommends that organizations start with the Workforce Reporting module
because most organizations need to first integrate and organize the data that represents
the key demographics and characteristics of each current and past employee. Beginning
with basic workforce information enables the HR organization to establish critical
credibility relative to data timeliness, thoroughness, and reliability.
With Workforce Reporting, it’s now possible for organizations to measure and assess key
HCM areas such as:
- Headcount
- Demographics
- Turnover
- Compliance
- Workforce activity
"
Workforce Reporting provides HR practitioners with the ability to report on any captured workforce fact in a timely and efficient manner."
Staffing
The Staffing Module integrates data related to all areas of talent acquisition and
retention to enable the analysis of all sourcing, assessment, selection, orientation, and attrition/retention impacts.
HR Executives must ensure that their staffing strategy is aligned with the enterprise and HR strategies, is executed consistently across the organization, is actively supporting
diversity objectives, and that all selection decisions are legally sound and comply with
regulatory requirements. Insight into staffing strategy is critical to determining if a particular strategy is adding or detracting from company value.
Corporate and HR executives know that weak strategy or execution can result in
Workforce Reporting provides HR practitioners with the ability to report on any captured workforce
fact in a timely and efficient manner.in tremendous losses— reduced productivity and revenue, customer turnover, recruitment,
orientation and training costs, and manager time and focus. Executives need to ensure that their staffing actions are resulting in strong individual and team performance,
retention--particularly of high performers and high potentials--bench strength, and continuous learning and development.
With Staffing, it’s now possible for organizations to measure and assess key HCM areas such as:
- Recruiting processes
- Hiring
- Retention and turnover
- Contingent labor
- Quality of hire
- Impact of hire on sales and quality
- Opportunity cost of loss
"
HR executives must ensure that their staffing strategy is aligned with enterprise strategies and is executed consistently across the organization."
Compensation
DoubleStar’s Compensation module integrates all areas of total employee compensation to
enable the analysis of all pay, benefits, and reward/recognition impacts in terms of
internal and external benchmarks and organizational objectives. It simplifies total pay
decisions by capturing and quantifying the elements of an employee’s pay in absolute and
relative terms.
HR executives must ensure that their total compensation strategy is aligned with the
enterprise and HR strategies, executed consistently across the organization, and that all
pay decisions are legally sound and comply with any regulatory requirements. Corporate
executives should be focused on the impact compensation investments have on achieving
corporate goals and objectives because compensation is generally the largest single
workforce investment for an organization, and therefore must be optimized.
Decisions relative to pay and benefits must be made and executed with insight as to how
total compensation can be leveraged to positively impact business results by improving
employee performance, retention, learning and hiring.
With Compensation, it’s now possible for organizations to measure and assess key HCM areas such as:
Total pay
- Benefits
Total pay components
Process support
Impact of compensation on workforce behavior
Changing face of benefits
"
Compensation is generally the largest single workforce investment for an organization, and therefore must be optimized."
Talent & Development
The Workforce Insight Talent & Development Management module integrates all data related to the development and deployment of talent to enable the analysis of the impact of training,
learning, succession management, performance management, and leadership development.
HR Executives must ensure that their talent management strategy is aligned with the enterprise and HR strategies, is executed consistently across the organization, is actively
supporting succession and leadership objectives, and contributes to the acquisition and retention of top talent, particularly in strategic job functions.
The talent management strategy must provide the organization with the capability to better identify, develop, and apply the skills, competencies, leadership abilities, and potential of
individual workforce members. Insight into the impacts of talent management execution is critical in determining if a particular element of the strategy is adding or detracting from company value.
With Talent and Development, it’s now possible for organizations to measure and assess key
HCM areas such as:
- Competency development
- Succession planning
- Learning management
- Leadership
- Impact of training on business results
- Workforce performance tied to business performance
"
Talent and development insight is critical in order to determine how the potential of the workforce can affect company value."
Enterprise Performance
DoubleStar’s Enterprise Performance module integrates data on business KPI performance and correlates it to human capital measures to determine the impact of human capital on
business results and to identify the most relevant levers.
HR executives must ensure that their human resources strategy is aligned with the enterprise strategy and supports business plans and objectives. They are also responsible to ensure the
readiness of the workforce to deliver on company strategy, identify the top human capital drivers of company success so that the overall human capital spend can be set and allocated
appropriately, and focus acquisition and retention efforts on high performers and high potentials so that the organization acquires and retains critical talent.
With Enterprise Performance, it’s now possible for organizations to measure and assess key HCM areas such as:
- Revenue, profit, and productivity by employee
- Human capital investment by total workforce/employee
- Human capital return on investment (ROI)
- Impact of increased investment on business goals and objectives
- Action needed to change organization
Implementation Services
Drawing on expertise developed from more than a decade of data warehousing and business intelligence consulting success, DoubleStar supports the implementation
of Workforce Insight with a variety of change management and technology-oriented consulting services that ensure long-term success.
Assessment Services
DoubleStar’s Human Capital Assessment Services are designed to apply DoubleStar's knowledge of “what works” to get your workforce analytics initiative moving. DoubleStar
has worked with a number of Fortune 500 companies to address their HR measurement challenges and implement meaningful solutions. DoubleStar consultants bring their
cumulative experience in HR, business process re-engineering, change management, data warehousing, and business intelligence to bear on each project.
Upon completion of a Workforce Analytics Assessment, DoubleStar provides specific recommendations that outline solution alternatives, review organizational readiness,
identify technological issues, and benchmark current activity against industry best practices in human capital performance measurement. Simply put, DoubleStar provides a
roadmap--the framework you need to move forward.
Delivery Services
DoubleStar’s method of delivering technology solutions differs from other consultants who use a one-size-fits-all approach. We know that while business requirements, delivery
methods, and technologies change rapidly, well-crafted information and data architecture is timeless.With this idea in mind, DoubleStar will work with your organization to deliver a workforce
analytics technology foundation that integrates the Workforce Insight solution with your
existing technology environment.
Analysis Services
Insight into your business is only as valuable as your organization’s ability to interpret the data and take meaningful action. After all, facts alone are just facts. The key is to
understand what the facts are telling you about how your human capital performance compares to the industry; how efficiently your organization is performing; and how
previous workforce-related decisions have made a difference to overall business performance.
DoubleStar has partnered with leading experts in the field of management consulting and human capital measurement to provide a range of services that can help you to interpret
data and benchmark performance. DoubleStar’s Analysis Services can also help ensure that your workforce analytics methodologies are synchronized with organization initiatives
such as Balanced Scorecard, KPIs, and Six Sigma.
"
DoubleStar supports the implementation of Workforce Insight with a variety of consulting services that ensure long-term success."
The DoubleStar Advantage
As organizations begin focusing on workforce analytics, it’s critical to select a solution partner that offers a combination of industry insight and proven, powerful solutions. Enter DoubleStar.
DoubleStar’s market-leading, technology-based platform—Workforce Insight™—helpsbusinesses efficiently gather, synthesize, and deliver analytics to drive HCM objectives,
manage and monitor performance, and take actions that drive positive businessperformance.
Complete
Workforce Insight is the first solution to completely address the measurement challengesof HR. Using the “three-tier workforce intelligence” model, Workforce Insight delivers
integrated operational reporting, HR metrics, and business insight using a single dataplatform.
Organizations can now:
- Rely on HR to produce accurate operational reporting about the workforce.
- Use next-generation metrics to monitor HR performance and ensure effectiveness.
- Tie human capital to business results with information that clearly demonstrates enterprise impact.
As outlined in the sections above, Workforce Insight is organized into five modules that consolidate, organize, and deliver information about key areas of HR including: Workforce
Reporting, Staffing, Compensation, Talent and Development, and Enterprise Performance.
Individual users and groups access Workforce Insight using role-based interfaces that incorporate the security requirements necessary for HR data, while supporting ad-hoc
queries and dynamic drill-down for on-demand research needs.
With Workforce Insight your organization will have a complete view of human capital data
readily available to support strategic planning and drive your business.
Flexible
Obviously, no two organizations are alike. Yet, many solutions require organizations to change their way of doing business in order to incorporate new technology, which can
result in unexpected business impacts. DoubleStar believes that technology should support the customer’s way of doing business, not change it.
For this reason, Workforce Insight was built from the ground-up to support organizations with a highly adaptable and scalable architecture. Which means that regardless of where
the human capital data resides today—in HR applications, spreadsheets, non-HR applications, or external data sources—Workforce Insight can identify, collect, centralize,
synthesize, and deliver the right data.
Workforce Insight is also completely technology neutral. So it integrates with any existing ERP, ASP, database, reporting technology, or tools to create the most flexible workforce
analytics solution available today. Finally, Workforce Insight features robust ad hoc research functionality that enables users to create custom reports and gather new information “on the fly.”
Relevant
Workforce Insight is all about providing the right results, to the right audience, at the right time. After all, information out of context is not relevant or useful. Workforce Insight
offers desktop decision support tools that put the power of graphically rich information into the hands of the people who need to make decisions and take action.
Such real-time delivery of workforce analytics means that CEOs can now manage the single largest expenditure of the business with the same rigor and discipline as other
major investments. HR executives can ensure that human capital programs and investments are aligned with enterprise goals. HRIT managers can reliably deliver a single
integrated “gold standard” of HR data to a variety of users across the organization. And, line managers can understand the impact of human capital on their areas of operational
responsibility such as sales, customer service, distribution, and R&D.
What’s more, users can access the information that they need in a format most relevant to their needs, whether they prefer executive scorecards, dashboards, graphical reports with
drill-down, or automated alerts to name a few. Workforce Insight users save time and effort. Instead of chasing down data, they focus on understanding information and taking action that drives results.
This all adds up to a robust workforce analytics solution, backed by world-class expertise,
that companies can rely on for years to come.
Customer Implementations Stories
Below are examples of how some of the world’s leading companies are leveraging DoubleStar’s Workforce Insight solution to drive successful workforce analytics within
their organization.
-
Client: The nation’s fifth largest credit card issuer
Module: Workforce
Solution Overview: Resource-intensive and highly-tactical operational reporting meant that our client had eight HR FTEs committed to ongoing workforce reporting efforts.
In addition, the organization was seeing decreased system response times on operational systems when report queries were initiated. The company initially attempted to install
PeopleSoft to deal with these issues, however the initiative was never completed. DoubleStar was engaged to architect a solution that would allow faster headcount,
diversity, EEOC, and other operational reporting while creating a scalable technical environment.
The DoubleStar solution enabled the client to quickly replace its manual reporting process and move to more strategic measurement activity. In the first year alone, the company
avoided costs of $250,000 dollars. Based upon the success of the first project, the client expanded DoubleStar’s scope to aggregate additional HR data, streamline information delivery, and add more sophisticated analytics.
Client:America’s largest telecommunications provider
Insight Module:Staffing
Solution Overview: Due to rapid growth through mergers and acquisitions, our client had more than 40 systems scattered across the enterprise to manage staffing and recruiting
for its 200,000 employees. In particular, the organization was in the midst of an earlyretirement incentive program. Existing indicators led the company to conclude that
7,000 employees would take the buy-out option. In fact, 20,000 employees chose to leave the organization under the terms of the program. Faced with an effort to understand
the skill sets and talent leaving the organization, the client engaged DoubleStar to provide a unified reporting and intelligence solution to replace its existing spreadsheet solutions.
DoubleStar built three data marts that integrate sourcing information from all systems and provides a unified reporting platform. As a result, the company has eliminated more
than 150 hours per month of manual reporting effort. In addition, the client now has access to historical turnover trends in order to predict and plan for turnover activity--by business unit--prior to the beginning of the year.
Client:Publicly-traded insurance services provider (2nd largest IPO in 2004)
Insight Module:Compensation
Solution Overview:The client had five distinct operating units with five different
compensation plans and salary planning processes. As a result, the company lacked
enterprise-wide visibility to compensation information; annual salary planning was
difficult and inaccurate; they could not understand if they had compensation equity
issues; and the organization was unable to value stock and incentive programs
consistently.
Now that the DoubleStar solution is implemented, the organization can view a single
source of truth about compensation information--regardless of source system--understand
and plan for their total compensation spend, and make comparisons across operating
divisions.
Client:The nation’s second largest retailer
Insight Module:Talent and Development; Enterprise Performance
Solution Overview:Solution Overview: Amidst the increasingly competitive home-improvement retail market, and with a new senior management team in place, our client wanted to improve its
understanding of how the skills and performance of the company’s 300,000 employees impacted the bottom line. The initial project requirement was clear: integrate employee
related data from the various HR/legacy systems in order to better understand the current employee population. The overall goal was to drive an enterprise-wide analytical
transformation by achieving quick wins in the human capital area. The organization began its analytics initiative with Talent Management, to better assess how associate
training and skills could impact same store sales.
By more clearly understanding the experience, skill level, and diversity of its employees, the client is able to enhance the customer experience. For example, employees with
skills in a specialized area or department are now placed into that department on a regular basis instead of “floating” throughout the entire store. As a result, customers receive better response to questions and find the staff generally more knowledgeable.
Furthermore, by using specific employee training and performance analytics, the client can reward higher performing employees based upon store/department results and adopt successful training programs for all employees. Over time, the retailer was able to
integrate financial data--such as store performance--with human capital data to gain further insight into business drivers. The company can now correlate human capital
practices and programs to financial results of individual stores and departments to truly understand the enterprise impact of human capital.
Conclusion
In today’s dynamic business environment, HR is becoming a more strategic player in helping organizations gain competitive advantage. This is no more evident
than in the area of workforce analytics, where HR leaders are being called upon to leverage workforce information for business success.
To date, HR organizations have struggled with workforce measurement, largely because they’ve spent too much time gathering data instead of analyzing and acting on it. But
that’s changing. As HR moves beyond reporting towards true information measurement— by implementing a comprehensive workforce analytics solution—it will not only help win
the “changing game,” but most importantly drive corporate results that matter.
About DoubleStar
DoubleStar, based in West Chester, PA, is a two time Inc. 500 consulting services firm that specializes in delivering solutions that integrate enterprise-level
information from disparate sources to provide analytical insight about organizational performance. Building on over a decade of data warehousing and business intelligence
consulting success, DoubleStar offers a full range of strategic, implementation and support services to clients in a wide variety of industries including life sciences, financial
services, health care, retail, government, and manufacturing. DoubleStar’s commitment to client satisfaction has been demonstrated in more than 500 consulting engagements
resulting in a 94% repeat business rate. For more information, visit
http://insight.doublestarinc.com| or call 1-888-719-9311.
Table of Contents
- Changing the Game
- Why Organizations Have Struggled to Date
- The New Age of Workforce Information
- DoubleStar’s Workforce Insight
- Workforce Reporting Module
- Staffing Module
- Compensation Module
- Talent & Development Module
- Enterprise Performance Module
- Implementation Services
- The DoubleStar Advantage
- Customer Implementation Stories
- Conclusion
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ALL RIGHTS RESERVED
For more information:
DoubleStar, Inc.
1161 McDermott Drive
West Chester, PA 19380
Phone – 888.719.9311
E-mail – info@doublestarinc.com
Website – www.doublestarinc.com