get to the · global hr analytics market is expected to grow at a cagr of 13.7% from $1.9 billion...

Get to the CRUXof Workforce Management

www.CruxHRAnalytics.com

CRUX our SaaS platform integrates large, voluminous& fragmented people data and by bringing rapid intelligence

into human capital management with built in algorithms enablespeople and business managers to take agile, data driven

decisions in real-time, thereby drivingcompetitive advantage

CORE PROPOSITION

Analytics business is driven more by “skill

arbitrage” than “cost arbitrage” with access to

skilled manpower and faster time to market being

critical factors. The segment can be broadly

categorized into:

Market

Research

G

Marketing

Analytics

b

Financial

Analytics

i

Business &

Market

Intelligence

d

People Analytics Market Opportunityis yet to be Addressed

Global HR Analytics market is expected to grow at a CAGR

of 13.7% from $1.9 Billion in 2019 to $3.6 Billion by 2024

– Source: Component Application Area

People Analytics Market Opportunityis yet to be Addressed

5

Fragmented Data to Aggregated Single Employee View

Diagnostics, Analytics, Insights & Visualizations

SINGLE SOURCEOF TRUTH

DATA DIAGNOSTICS& QUALITY

MULTIPLESOURCESOF PEOPLE& BUSINESSDATA

HR ANALYTICS

VISUALIZATIONS

6

Predict

Visualize

Analyze

Diagnose

Aggregate

7

DATA AGGREGATION• Database, data warehouse and data cubes

• Linking multiple systems

• Data Governance & History

DATA DIAGNOSTICS• Data Cleansing

• Surveys & Web-forms

• Data Collection

• Data Quality

TALENT MANAGEMENT• Succession planning

• Predictive Modelling of Employee Turnover, Performance, Retention

• Performance Distribution, Feedback & Goal Analytics

8

ORG DESIGN ANDWORKFORCE PLANNING• Organization Charting

• Span of Control Analysis

• What-if’s and scenario modelling

• Spends & Costs Roll-ups

• Headcount Evolution & Time Series

• Configurable Summary Cards

REWARDS MANAGEMENT• Rewards Distribution

• Rewards vs Performance

• Variable Pay Efficacy

• Rewards Modelling

9

ORGSENSEngagement & Performance Analytics

Mobile application to enable Continuous

Feedback to shift your corporate culture around

values, behaviours and attitudes

Real time and continuous employee performance,

touchpoint, meeting evaluation, feedback

all year round in “bite-sized chunks”

REAL TIME FEEDBACK REAL TIME ENGAGEMENT & PERFORMANCE

What you Get IMPACT!

Analytics & Visualizations – Some Samples

The Sunburst provides a Holistic View of

Performance across the Workforce

The Sunburst depicts both span of control as well as the performance distribution of an organization, team with an individual drill down view. The illustrated Visualisation has the senior most team member / role holder in the centre and each subsequent concentric circle depicts the next reporting layer. The “greens” represent Excellent performers, “ambers” good performers, “reds” poor performers and “whites” not evaluated. The sunburst view can additionally be deployed across multiple parameters to bring out key insights.

SUNBURST – Peeling layers around Performance

The Sunburst gives a quick snapshot of where the talent risks and challenges lie. The performance distribution matrix across the organization can be visualised at a glance and key insights derived with strong/weak pockets of team & individual performance highlighted or anomalies related to performance scores across hierarchy. This may help build a case for leadership assessment & development in certain parts of the Organization. Over a period of time the Sunburst would highlight quick wins for development & rationalisation.

IMPACT

The Sunburst provides a Holistic View of

Performance across the Workforce

Productivity & Optimization

Reveal your Organization’s Spends & Costs

Traditional Organization charts show only reporting relationships. Such charts & analytics as depicted below would help the business assess the cost centres and revenue generators within the business



Roll-up view of costs, spends & revenues across levels, roles, departments; individuals, teams & processes; can be split across performance and various other parameters. At a glance you can identify high cost islands right through the organization hierarchy enabling you to zero in on cost optimization opportunities. You can compare actual spends vs budget.

What You Get…



The visual gives a bird’s eye view of how costs & spends stack up across functions and roles. It captures not only the reporting relationships but also the team & individual cost. At a glance the business leader is able to see and visualize the centres that add value and the centres that provides opportunities for efficiency.

IMPACT

Organization Structure Tree Viewwith Individual Drill-down colored by Performance

Organization charts depicting reporting relationships

and direct span of control across the hierarchy

coloured by Performance or other parameters with a

drill down individual view.

What You Get

Organization Structure Tree Viewwith Individual Drill-down colored by Performance

The chart quickly brings out the reporting relationships and helps to

identify gaps in organization design and anomalies in spans of

control right through the hierarchy across multiple levels. At a

glance you are able to identify optimization opportunities at every

level within the Organization. This can be viewed across roles and

departments. It also simultaneously brings out the performance

mix within the team or hierarchy; the chart can be split across

various other parameters such as Gender, Performance,

Compa ratio, tenure, etc.

IMPACT

Understand your organizationvisualize Organization Structure and Design Data immediately

Are you able to quickly identify span of control issues and organization design gaps that enable you to take corrective actions towards restructuring and optimization?


The Span of Control Icicle chart depicts the span of control issues of a team or organization. The illustrated Visualisation has identified the managers with skewed spans of control (red) thereby bringing out the opportunities for optimization

What You Get…


The Icicle chart gives a quick snapshot of where the span of control issues and challenges lie in a team or organization The span of control matrix across the organization can be visualised at a glance and key insights derived with anomalies related to spans of control and organization design across hierarchy. This may help build a case for organization redesign or restructuring.

IMPACT

Organization Restructure through What-If Scenario Modelling

Net Change in Headcount & Cost

Organization Restructure through What-If Scenario Modelling

Net Change in Headcount & Cost

What-If Scenarios depicted reflecting Change in Headcount, Structure & Costs

What If Scenarios using FTE’s in Roles, not named individuals

Blue Chart is Current Organization & Orange Chart is a What If Chart reflecting the changes projected post the planned restructure

WORKFORCE PLANNINGHeadcount Evolution & Trends

Quick view of Headcount across Categories split across

Joiners & Leavers over a 12 year period. At a glance you

can compare trends over designated time periods.

What You Get…

WORKFORCE PLANNINGHeadcount Evolution & Trends

The visual gives a quick view of how Headcount stacks

up over time. It captures not only overall Headcount

but also the Joiners & Leavers at a glance. At a glance

the business leader is able to see and visualize the net

changes in headcount over designated time periods.

IMPACT

Predictive ModellingFrom “Gut” to “Getting Fit to Predict”

Employee flight RISK GRID

This model is constructed as a combination of

‘Employee Flight Risk’ and ‘Employee Flight Impact’

It would identify the most pressing Flight Risk

Concerns

9-box plot of ‘Flight Risk’ and ‘Flight Impact’ to

identify the Employees of immediate concern

Employee Flight Risk Grid with Employees scattered on a “N” x ”N” matrix


In this illustration you get a predictive model

to understand what factors the company

should focus on to curb employee turnover;

in other words what changes should be made

in the workplace in order to get majority of its

employees to stay engaged and productive.

What You Get


The visual gives a quick view of the predictive

model developed using data science tools.

The analysis will throw up priority areas for

proactive management action that would

prevent project delays, enhance people

productivity and reduce retraining cost.

IMPACT

29

dReducing Decision Making turnaround time thereby driving organization agility

b

Enhancing Productivity and Effectiveness of HR Business Partner by significantly reducing time and resources for data collection, aggregation and analysis

iMeeting both “Business as Usual” requirements as well as “ Special Events” such as Restructuring, M&A, Performance Calibration, Cost Optimization and so on

lEnabling Proactive Management

action to mitigate HR & Talent Risks in real time

d

Enabling Fact & Data based Decisions through actionable insights hereby

taking out “guesswork” and “perception” out of Decision Making

KEY IMPACT

CRUX

Product

SuiteDemo

PayDownloadInstallUseOnline Tutorials & User ManualRemote User TrainingWebinarOnline Helpdesk

ContractContract with NDA,

SLA’S & Commercials

SaaS

Webinarfor designatedUsers

TutorialsOnline Tutorials & User Manual

TrainingRemote UserTraining via weblink/On-site (optional)

HandoverRemote online Helpdesk – All Working Days

Set-upOne time Set-up &

Deployment

A few of our customers

Govind Sandhu: Board Member & DirectorGovind has 20+ years of work experience in the technology and outsourcing industry working with various Fortune 500 customers todesign and deliver India leveraged outsourcing strategies. Deep operational and financial experience in building businesses having worked with varied commercial and operating structures. Extensive track record of business development in the US and UK markets, M&A and change management, including leading one of the largest captive acquisitions in India. He has worked with leading names in the Industry like TCS, Capita and WNS. In his last assignment he was Director Business Services at Capita heading India strategy, capability development, business transformation and mergers & acquisitions, prior to which was the CFO and head of business transformation for the WNS Aviva business unit managing a 6000 people business with a US$ 100Mn P&L.

Rahul Ghatak: Co-Founder, Director & CEORahul brings 24+ years of HR domain experience across MNC’s & Indian conglomerates straddling diverse sectors . Held senior positions over the last 14 years & Headed the Function over the last 10 years ; partnered closely with CEO’s & Promoters across multi-cultural environments. Masters in HRM ; recipient of “global best-in-class certifications” in sub-domain areas. HR Professional of the Year (2010) Award by Employer Branding Institute at World HR Congress event. Harvey-Russell Global Chairman’s Award – PepsiCo ; New York. Last three Leadership roles: Vice President Human Resources – RPG (Ceat Tyres); Director Human Resources – Capita India (subsidiary of Capita Group Plc UK;) FTSE 100 Company; Director Human Resources - BIC India (subsidiary of Societe BIC)

Sarajit Mitra: Co-Founder & DirectorFormer Global Head of Marketing, HSBC Global Banking & Markets, London - Brings 25+ years of customer management experience across MNC’s largely across the FMCG & Financial Services spaces. Held international leadership roles in marketing and customer insight functions at HSBC and Barclaycard. Thought leader and speaker at international conferences in the customer experience, consumer behaviour and employee engagement; social media analysis. Founder & CEO of Cirrostra Analytics, UK.Advisory Board, Royal Holloway School of Management; University of London. Affiliate Member, Institute of Internal Auditors, UK.

Thank you.

get to the · global hr analytics market is expected to grow at a cagr of 13.7% from $1.9 billion...

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