ramex hr analytics solutions

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GRAMEX HR ANALYTICS SOLUTIONS

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HIGH COST OF REPLACING EXISTING HRMS INFRASTRUCTURE

ReplaceExistingHRMSInfrastructuretoachieveAnalytical

capabilities

Lowercost ofonboardinganalytical

capabilities

Highcost ofreplacingexistingHRMSInfrastructure

7 out of 10 HRMS replacements happen to achieve integrated analytics capabilities

HRMS Replacement is both costly and time taking activity and can take millions US$ and 1-2 years

for end to end execution

Integratedanalyticalcapabilities

Highfrequencydatarefresh

Pros

HighCostofImplementation

HighImplementationTimelines

Cons

EmbeddingadditionalanalyticallayerontopofexistingHRMSInfrastructurewillhavebetterreturnoninvestment

andturnaroundtime

OPTION1

AdditionalAnalyticsLayerontopofexistingHRMSInfrastructure

LowerCostofImplementation

LesserImplementationTimelines

Pros

LimitationsinavailabilityofdatafromexistingHRMS

Limiteddatarefreshfrequency

Cons

OPTION2

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EMBED ANALYTICS LAYER ON TOP OF EXISTING HRMS INFRASTRUCTURE

IntermediateDataStagingLayer

GramexPlatformEnabledHRAnalyticsApplications

HRManagementSystems

RecruitmentSystems

PerformanceManagement

Systems

OtherSystems–Payroll,Muster

ExistingHRMSSetup

HRMSUsers/Admin AnalyticsUsers

AdditionalAnalyticsSetup

DELIVERING BUSINESS VALUEHR ANALYTICS USE CASES COVERAGE

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HR ANALYTICS USE CASES – AREAS COVERED

EmployeeOnboarding

Recruitment

Howisthehiringpipeline?

WorkforcePlanning

Whathiringstrategyisworkingwell?

HiringChannels

Whichchannelsareperformingwell?

TalentAnalytics

Whatarethedriversofproductivity?

Comp&Benefits

Whatisthecurrentstandards?

SkillMapping

Howdowematchskillsetstoroles?

AttritionAnalytics

Areweabletoretaintherighttalent?

AlumniAnalytics

Howarealumnidoingafterexit?

ReplacementAnalytics

Whatdoesitcosttoreplaceworkforce?

EmployeeDynamics

EmployeeExit

EmployeeLifecycle

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EMPLOYEE ONBOARDING - RECRUITMENT

Business Context: A leading retail bank in India, wanted to evaluate its hiring pipeline and different dependent metrics for evaluating therecruitment process.

Gramener Value Proposition: Gramener captured data from different source systems and designed a recruitment dashboard for the bankwith deep-dive capabilities to analyze the efficiency of the recruitment process across different stages.

Business Value Generated: Bank’s HR team was able to swiftly identify areas where the key metrics (offers to acceptance or offers tojoining) were not performing well. They were also able to evaluate the sourcing quality of the candidates.

Lowinitialshortlistrepresentslowsourcing

quality

Lowofferstoacceptanceandjoiningrepresents

effortloss

Source1

Source1

Source3

BankInterviewData

PartnerInterviewData

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EMPLOYEE DYNAMICS – TALENT ANALYTICS

Business Context: A leading insurance company in India, wanted to evaluate its learning and development initiatives towards the salesforceand correlate the same against business productivity growth.

Gramener Value Proposition: Gramener created a productivity index and designed a Learning & Development dashboard for the companywith deep-dive capabilities analyze the productivity benefits achieved against the L&D efforts spent.

Business Value Generated: Company’s L&D team was able to swiftly identify areas where the effort spend against the L&D initiatives iscorrelated to enhanced business productivity or otherwise.

Aproductivityindexwascreatedusingmultiplebusinessmetrics

HighLearningEffortLowProductivityGrowth

HighLearningEffortHighProductivityGrowth

LowLearningEffortLowProductivityGrowth

LowLearningEffortHighProductivityGrowth

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EMPLOYEE EXIT – ATTRITION ANALYTICS

Business Context: A leading retail bank in India, wanted to evaluate its state of attrition across the organization by different parameters

Gramener Value Proposition: Gramener designed an attrition dashboard for the bank with deep-dive capabilities across geography, roles,grades etc. to analyze the state of attrition across the organization

Business Value Generated: Bank’s HR team was able to swiftly identify areas of concerns, if any particular grade, group, role or talent groupwas having relatively high attrition and take respective action.

SizeofthebubblerepresentthenumbersofexitsandcolorrepresentsAttrition%.

Identifyanyrole,whichmightbefacingtalentattrition.

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OPERATIONS CAPACITY PLANNING MODULE

CurrentPendencyagainsteveryteam

ProjectedNewAllocationsbetween

currentdateandDec-10

AvailableManHoursconsideringavailabilityof

resources

AverageProductivityasperhistoricaltrends

Demand:CurrentPendency+ProjectedAllocations

Supply:AvailableManHours*AverageProductivity

Problem Approach Outcome

ATTRITION PREDICTION FOR A FINANCIAL INSTITUTION

Aleadingfinancialinstitutionwasfacinganacuteproblemofemployeeattrition attherateof20%everyyear.

Theclientwantedtounderstandkeydriversofattritionandsegmentouthighonattriteriskemployees

HRrelateddatalikeemployeedemographics,performanceratings,compensation,gradeswereanalyzedforcorrelationswithattrition.

DecisionTreesandLogisticRegressionmodelshelpedassesscausalrelationshipofemployeeattributes

EmployeesweresegmentedintoHigh/Medium/Lowclustersbasedonattritionprobabilities

In-depthanalysisofemployeeleveldataandanalyticalmodelshelpedbusinessplanemployeeinitiativestoretaintoptalent

HR

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• Modelswithunderstandablebusinesssensehavebeendeveloped.• ModelsincludedRatings,ManagersandCompensationsassignificantcontributingfactors.• Datadrivenapproachforidentifyingthehighpotentialemployeeshavebeendeveloped.• Usingthemodel,attritionriskforallthecurrentactiveemployeeshasbeenpresentedtotheclient.• Basedonthisengagement,clientnowhasabetterunderstandingonthefactorsresponsibleforattritionintheir

companyandusingthemodeloptimalretentionisplanned.

Datasources,AttritiontrendsandModel

PredictiveModel

ATTRITION PREDICTION: OUTCOMES

HR

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ATTRITION PREDICTION: PROCESS INFOGRAPHIC

HR

Problem Approach Outcome

REPLACEMENT COST ANALYSIS FOR AGLOBAL BPO COMPANY

Internalandexternalattritionledtohighreplacementcost forpersonnelforaglobalBPOorganization.

Thetaskwastoidentifyareasofhighreplacementcosts,toallowdeliberatefocusontheseareas

Gramener’sDataExplorerproducthelpsfocusonproblemareasvisually.Thedatasetwasuploadedandconfiguredonthesystem.Withinhours,insightsemergedonthemainproblemareas

Thevariationinreplacementcostwassignificantacrossareas.Surprisingly,themagnitudeoftheproblemwashigheratseniorlevels despitethelowernumberofpersonnelandchurn.Withoutthisanalysis,thefocuswouldhavebeenonjuniorlevels.

HRVisualization

14HR

LINK

Visualization

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RECRUITING BASED ON PERFORMANCE DRIVERS

AlargeGovernmentorganizationconductsanassessmentusedforrecruitmentpurposes.Theirquestionwas:whatdemographicandbehavioraldriversaffectperformance?

Ourassessmentsolutionusesmachinelearning todeterminewhichfactorshavethestrongestinfluenceonanoutcome.

Forexample,thetablealongsideshowsthatthecollegeandprevioussalaryarethebestpredictorsofoverallperformance.

Whileexperienceisnotastrongfactor,itisagoodpredictorofcommunicationability,andmoderatelyofclosure.

Numberofjobhopsisastrongindicatorofinitiative.

Thisallowedourclientto:• Increaseconversionratio 2.4times• Filltargets40%faster• Hirecandidateswhosepost-employment

performancewasbetter

Anonymizedsummaryoffactorsdrivingperformanceinassessment HR

WORKFORCE ANALYTICS SAMPLE WORK

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WORKFORCE ANALYTICS DASHBOARD

Summary: Amajorretailbankwantedtodeepdiveandanalyzetheirworkforce.ThisdashboardprovidesRegion/Function/Businesswiseanalysisofattritionwithdrill-downcapabilities.

InVisionLink:Link

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WORKFORCE ANALYTICS DASHBOARD

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LEARNING & DEVELOPMENT DASHBOARD

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LEARNING & DEVELOPMENT DASHBOARD

Summary: TheInsurancewingofamajorconglomeratewantedtoanalyzetheirLearning&Developmentefforts.ThisdashboardprovidesthedetailsoftheimpactoftheL&Deffortoftheorganizationintermsofbusinessvaluegenerated.

InVisionLink:Link

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TALENT PERFORMANCE DASHBOARD

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TALENT PERFORMANCE DASHBOARD

Summary: Aglobalauditfirmwantedtochecktalentperformanceondailybasis.ThisdashboardprovidesRegion/Function/Businesswiseanalysisoftalentperformancewithdrill-downcapabilities.

InVisionLink:Link

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ATTRITION DASHBOARD

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ATTRITION DASHBOARD

Summary: Aglobalconsultingfirmwantedtocheckattritionondailybasis.ThisdashboardprovidesRegion/Function/Businesswiseanalysisofattritionwithdrill-downcapabilities.

InVisionLink:Link

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ATTRITION DASHBOARD

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ATTRITION DASHBOARD

Summary: Amajorretailbankwantedtodeepdiveandanalyzeattritionondailybasis.ThisdashboardprovidesRegion/Function/Businesswiseanalysisofattritionwithdrill-downcapabilities.

InVisionLink:Link

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CONTACT GRAMENER

5000BirchSt,NewportBeach,California92660,USA.

+19498780703

contact@gramener.com

NCRArcade,2ndfloor,580/B,Sector6,HSRLayout,Bengaluru,560102

+918041225398

contact@gramener.com

2ResearchWay,Floor1Princeton,NJ08540

+17323193999

contact@gramener.com

9/2,2ndFloor,Survey64,HUDATechnoEnclave,Phase2Madhapur,Hyderabad500081Telangana,INDIA

040-67642100

contact@gramener.com

#17-02HighStreetCentre1NorthBridgeRoadSingapore179094

+6585544054

contact@gramener.com

USA USA

India Singapore

India(Headquarters)