• Search in Protiviti.com

Workforce Analytics

Be proactive, not reactive

Generating new insights from business intelligence and analytics helps answer critical questions about your people and organisation and enables data-driven decision making.  Leveraging workforce analytics, HR leaders can build a more sustainable workforce and workplace.

We help organisations proactively identify actionable items to ultimately, help achieve business goals and improve the overall employee experience. Through the use of analytics, HR leaders can:

  • Streamline recruitment and onboarding processes
  • Support diversity and inclusion goals
  • Examine total rewards programmes for cost effectiveness and impact on engaging your people
  • Identify skill gaps and measure the success of training and development activities
  • Understand key drivers to employee engagement.
We help organisations achieve business goals and improve the overall employee experience

Workforce analytics services

We collaborate across Protiviti’s offerings to provide end-to-end solutions for your industry and organisation’s unique needs.
Pro Briefcase

Advanced Analytics and AI

We help you take control of your data to drive innovation, boost performance, and improve decision-making. We help break down data silos and sort through vast amounts of structured and unstructured data to identify untapped opportunities and expose hidden risks.

 
Pro Building office

Business Analytics and Insights

We turn your data into actionable insights, allowing you to see patterns and trends so you can make decisions based on fact—not fiction. We enable users to view, consume, and react to data when and where they need it.

 
Pro Document Consent

Digital Transformation

We help organisations think differently—from digital strategy and stakeholder alignment to solution design and implementation, our experts instill a culture of innovation and agility aimed at improving the employee experience and reaching business goals.

 
Pro Document Stack

Workforce Intelligence Platform

We help organisations move beyond demographic data or HR operational metrics to identify gaps between where their workforce is now and where they want it to be. Through predictive analytics capabilities, we help establish KPIs and deploy employee engagement.

 

Our methodology

We help mitigate risks and identify new opportunities

We help organisations improve employee experience and business performance by measuring and analysing behaviors. We help mitigate risks and identify new opportunities through a workforce strategy that uses insights to identify actionable items to achieve business goals for employers, improve employees’ work life, and delivers financial results for stakeholders.

What we help you achieve:

  1. Identify People Risks: Predict employee turnover and identify and quantify safety risks.
  2. Optimise the Workforce: Test which employee policies are effective and which ones are not. Optimise the employee experience.
  3. Anticipate Future Needs: Analyse future workforce needs. Make better hiring decisions by predicting candidate success.
  4. Quantify Workforce Value: Link HR practices to business outcomes. Define the value of the workforce in financial terms.
  5. People Analytics for Regulatory Reporting: Human Capital Disclosures and ESG Reporting.
We help mitigate risks and identify new opportunities

Our approach

Leveraging workforce analytics, HR leaders can build a more sustainable workforce and workplace

Our workforce analytics approach has 4 pillars:

  1. Descriptive Analytics: Through an assessment of historical data, we look at past events and organise data into summaries or patterns. 
  2. Diagnostic Analytics: Next, we aim to understand the “why” of results. We help organisations gain insight into results that enlighten and help build action plans and solutions using drill-down, data discovery, data mining, and developing correlations. 
  3. Predictive Analytics: Predictive analytics help businesses understand what is likely to happen. We use techniques such as regression analysis, forecasting, multivariate statistics, pattern matching, and predictive modeling to help organisations target new hire success, understand high-risk turnover, mitigate safety risks, and reduce absenteeism.  
  4. Prescriptive Analytics: Finally, we suggest a range of prescribed actions and the potential outcomes of each action. As a result, organisations can gain insights on what will happen next and what they should do next.
Leveraging workforce analytics, HR leaders can build a more sustainable workforce and workplace

Leadership

Scott Bolderson
Scott Bolderson
Scott leads the Business Performance Improvement solution in the UK. Prior to this Scott was a part of the Protiviti Technology Consulting solution and spent over 15 years helping to grow this solution.Scott joined the firm in 2004 to help launch the UK business, prior ...
Learn more
Denise Castaneda
Denise Castaneda
Denise is an Associate Director within Protiviti’s Business Performance Improvement consulting practice specialising in operational excellence, change and project/programme management across a variety of industries.Her areas of focus include strategic change ...
Learn more

Take a New Approach to Succession Planning and Leadership Development

Protiviti’s latest Top Risks Survey points to succession planning (as well as the ability to attract and retain top talent) as the top risk issue for organizations globally, both today and 10 years from now.
Read more

Talent Strategies Demand a New Normal

The war for talent is over … and talent won, reinforcing that people and the future of work represent the defining business challenge for the next decade. People and culture sit atop the list of key risk concerns of board members and executives worldwide looking out over the next 12 months as well as into 2032.
Read More

Organisational Culture Is a Competitive Advantage

If culture eats strategy for breakfast, why do some organisations continue to respond to labor shortages and economic contractions with salary increases, staff reductions and other snack-sized, often short-sighted actions?
Read More
Loading...