Secrets of Workforce Insights: Contextual Analytics

Nov 30, 2015

HR leaders are challenged to play a key role in the success of organizations. While leadership and talent development are the top concerns of many CHROs*; organizational change, employee engagement and workforce planning also continue to be the other major priorities. These tasks at hand become more difficult when companies operate globally or are driven by fast changing technology.

Conventional HR Management Systems aren’t sufficient

One major barrier to success is that conventional HR management systems are falling behind. Consider that the ‘basic’ information set on just a single employee could include - a job application, resume, transfer requests, reassignment authorizations, job titles, position descriptions, performance reviews, compensation adjustments, commission and bonus payments, patent and trade secret disclosures, training certifications, relocation agreements, department and business unit assignments, and supervisors. HR automation systems might be able to collect all of this in one place, but are incapable of making meaningful analysis since they are static and cannot process data intelligently.

A working example of HR Contextual Analytics in action

What if our CTO wants to know if the 98 employees at our Munich office have the skill sets and experience to take over a critical product development project now underway in Toulouse? A conventional system might generate a list of names with titles and education levels. How would Spire’s Contextual Analytics system support the decision?

Spire’s Contextual Analytics system will have already scanned the universe of available information on the company’s entire employee population, contextually correlated the individual data points and assembled a continuously updated volume of employee information.

The Contextual system would generate a skills map for both locations looking at years of relevant experience, educational and past work association with similar products and technology, personal performance, related patent and trade secret disclosures, French, German and English language proficiency, and any previous experience in engineering project transfers.

Spire’s Contextual system would also compute ’skills & resources required’ as specified by CTO, map it against the team in Munich, identify where additional skills and resources are required, and suggest candidates from other locations who could step in to fill the gap.

The CTO gets powerful insights about the choices being made in a matter of few hours. This analysis could be shared with the management team. Thus a far more accurate and quick decision could be made to define the next steps to make the product development project a success.

Where else can context analytics drive powerful business results?

In talent acquisition, Spire’s powerful Contextual platform can screen out non-conforming candidates and cut hiring time and effort by almost half while significantly improving the chances for successful hires.

For fast-growing organizations, a hiring pipeline of both active and passive ‘potential’ candidates could be created by attracting and engaging them in a social ecosystem. This talent pool could be accessed when new job positions arise.

Talent Management and Development

Company-wide talent and skills management is another area where Spire’s Contextual Analytics could empower decision makers. Your company’s long-term talent development plan could be augmented with a personal roadmap for every employee that incorporates cross-training, skills development, career path guidance and insights on investments. Spire’s Contextual Analytics platform provides the foundation for an integrated talent management program, one that can support a more engaged and highly skilled workforce.

Enterprise-wide decision making power

What about the biggest, C-level decisions? When a CEO asks us for an HR roadmap to support the divestiture/IPO of a major business unit, the stakes couldn’t be higher. Spire’s talent analytics can provide decision insights at multiple levels. It can assess the divested unit’s required skill sets versus its current profile. It can test “what-if” scenarios, even predicting how the new business units will perform against their key business goals. And it can help create new, long-term talent management plans for both businesses which in turn will strengthen the business plans which would be of interest to the investment community.

Contextual Analytics impacts time, costs and effort

The impact of Contextual Analytics on an organization’s performance can be measured in time, impact and profitability.

a) Time: As decisions can be more ‘informed’ with accuracy with Spire’s unique Contextual Analytics and executed more quickly

b) Impact: HR plans and activities can be developed with depth and measured in real time

c) Profitability: Organizations which use Spire’s Contextual Analytics their human resources management are able to build more talented, productive and resilient workforces.