© 2016 Willis Towers Watson. All rights reserved.

Strengthening Workforce through Evidence Based decision making

21st April 2016

Neeraj TandonDirector – Practice Lead - Workforce Analytics and Planning – Asia Pac

The New Age of Talent Analytics

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Talent Analytics Maturity Curve

Causal Analysis/

Controlled Evaluation

Projections/ Future-State

Modeling

Trending

Bench- marking

External Reference

Point

Directional Insight

Future Risk Management

Outcome Optimization

Return on Investment

How are we performing relative to benchmarks?

Foundational

Complex

Analytical Sophistication

How are we performing over time?

How do we predict performance?

How do we drive performance?

Predictive Analytics

How are we performing today?

Internal Tracking

Dashboard/ Metrics

Reporting

Global Data WarehouseHow do we access data

to monitor performance?

Data Management

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Some High Value Talent Analytics Engagements

© 2016 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson client use only.

Predictive Analytics to answer key questions related to Employee Attrition

Who?

What are the distinct employee segments based on their churn/attrition risk?

What are the differences in behavior or profile of the different employee segments?

Which Employee Segments are at higher risk?

Which employee segments do I want to retain?

How can I tailor my compensation, training, performance process for different segments?

Why?

Within a segment which employee is at a greater churn risk in next 2 years?

For a particular employee what are the churn drivers?

How should I retain a particular employee?

When?When is the employee more likely to churn?

When do I need to intervene?

Increase Workforce Productivity and Functional Effectiveness through technology

Explore?

How can I synthesize all my workforce Data into one platform (for e.g. Workforce Data, Recruitment data etc.)

How can represent data in such a manner that the business users can themselves explore information

What are most effective Human Capital related factors drivers of my business value

How do I drive Efficiency in my HR Processes

Action?

What are insights that can help me understand historical experience, current demographic profiles and projected talent gaps

How can I translate workforce data into actionable insights.

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Predictive Analytics to understand key attributes of High performer

Explore

What are performance drivers for my Key Roles?

How well do my performance KPIs link back to the business results?

How do I measure the softer aspects of employees skills?

Which attributes distinguish High performers from Non High Performers?

Improve

Optimize investments in L&D to focus on areas really impacting performance?

Targeted Recruitment to focus scanning on competencies which are key for high performers

Drive to achieve

Networking

Attention to Detail

Negotiations

Sociability

Anxiety

Assertiveness

Leadership

Predictive Analytics to answer key questions related to Quality of Hire

Explore?

What is average Time to Fill? What are typical roadblocks in Time to Fill?

Which is most effective channel for sourcing Talent?

Who are my managers, consistently picking good talent? Who do not?

Where do I find the right Talent?

What is the Cost per Hire?

Anticipate?

Can I forecast Time to Fill?

How will the Talent Supply look in future?

Improve? Which candidate has maximum probability of being a high performer?

Some High Value Talent Analytics Engagements

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