HR Analytics

ROI: return of $616K per annum (13X ROI) for a group of 20 HR Business Partners now self serving insights.

Anna was created to be a personal HR advisor, giving the user the ability to perform regular, and ad-hoc analytics without needing any technical knowledge of data analytics.

Problems we were tasked to solve and audience

Existing process:

The HR team has one or two power-users to create reports, but due to the sensitive nature of HR data such as payroll, and staff’s personal information, HR cannot rely on IT/external technical people to process or analyse such data. These relatively technical power-users usually are given very little time to analyse, interpret and advise upon these insights for the business functions. These people are also hard to find and retain.

Key areas that Anna addressed:

  • 1.RETENTION - Increase staff retention by precisely identify employees with a high probability of leaving the organisation in the next 3 months
  • 2.HIGH PERFORMERS - Empower people managers today, supporting & engaging high performers
  • 3.SALARY MANAGEMENT - Identify remuneration inconsistencies within the organisation, monitor budget and define salary policies
  • 4.RESOURCE MANAGEMENT - Identify potential shortages or excesses of key capabilities before they happen
  • 5.DIVERSITY & INCLUSION - Promote diversity & inclusion by tracking staff demographics by department, role and career band
  • Frequently used terms:

  • People & Culture
  • Human Resources (HR)
  • New Starters / Retention / Recruitment
  • Remuneration, Pay & Performance
  • Diversity & Inclusion
  • Audience:

  • HR leaders / Business Partners - to use Hyper Anna for future planning, aiding retention, recruitment, training, diversity & inclusion strategies
  • People Managers - to use Hyper Anna to have more visibility on team planning, proactively identifying people that have a higher than normal chance of leaving in the next 90 days
  • Data:

  • 2 years of monthly data, refreshed monthly
  • Source: SAP workforce data
  • Result delivered (sample questions)

    Sample Questions

  • Organisational shape and size
  • Number of employees by division over time
  • People management
  • Top 20 managers with the highest number of staff in 2018
  • New starters
  • Number of new starters by department in 2018
  • Recruitment optimisation
  • Termination trend for less than 1 year of tenure
  • Position changes
  • Position changes by career band and gender
  • Diversity and inclusion
  • Number of employees by position level and gender
  • Workforce planning
  • Number of people at risk of leaving
  • Leaving trends
  • Top 20 position description by termination in 2017
  • Identify people at risk of leaving
  • Top 20 people at risk of leaving
  • Summary of value

    ROI

    Anna was created to be a personal HR advisor, giving the user the ability to perform regular, and ad-hoc analytics without needing any technical knowledge of data analytics.

    In doing so:

  • HR team were able to explore the data by themselves without having to rely on help or learn anything technical
  • Business insights about their internal clients are brought to them even before they start asking questions, allowing proactive business partnering
  • HR team were able to understand quickly and deeply about the ongoing changes in each function or region, with regards to headcount, attrition, recruitment etc. (e.g. which position has been unfilled for longer than 3,6 months; which function or region has a growing attrition rate
  • HR team were able to use performance outliers surfaced by Anna to keep ahead of business challenges, and proactively resolve them with the business to improve outcomes
  • After the implementation of Anna, each HR Business Partner was able to self serve insights each month (coinciding with the monthly data refresh), saving ~40 hours it takes to build a custom churn model to predict individuals at risk of leaving as one example. Across a team of 20 business partners, this equated to a time-saving worth over $616K per annum (13X ROI) for a group of 20 managers in the pilot group.

    Summary of value

    In terms of outcomes, Anna has helped:

  • Increase staff retention by precisely identify employees with high probability of leaving the organisation in the next 3 months
  • Empower people managers today, supporting & engaging high performers
  • Identify potential shortages or excesses of key capabilities before they happen
  • Promote diversity & inclusion by tracking staff demographics by department, role and career brand
  • Save time & money on recruitment by proactively identifying individuals that are likely to leave in the first 12 months
  • Screenshots

    Pro-active insights

    Tasks such as creating your own reports or dashboards require the knowledge of where to navigate through your data for insights, but this has been proven difficult and time consuming.

    Using the power of AI, Hyper Anna executes millions of hypotheses to discover complex patterns in datasets. The most practical and relevant insights are then pro-actively delivered to your inbox. In contrast to large teams of analysts finding answers from data, Hyper Anna will single- handily do it in a matter of hours.

    In this example below, Hyper Anna automatically suggests a manager to look at categories that are underperforming significantly.


    Ask anything

    Getting insights from data is now as simple as asking a question.

  • Surpass the “create vs. consume” dichotomy of reports and dashboards by giving all users access to a self serve platform
  • Govern your data centrally but democratise access to all
  • In this example below, a manager has asked Anna to analyse the store performance by department.


    Hear it from our customers