IMPACT Cycle:

HR Analytics
A M I T A BHA G U P TA

M B A D E P A RTME NT

S W A M I V I V E K A NA ND A G R O UP O F I N S T I TU TES
IMPACT Cycle
The seven pillars of people
analytics success are obtained by
applying the Analytics IMPACT
Cycle to the seven most critical
talent management stages
defined above. This requires the
identification of the seven stages
of talent management cycle and
the application of the Analytics
IMPACT Cycle, which is made up
of the following steps:
 Identify the question: In a nonintrusive way, help your business partner identify the
critical business question(s) he or she needs help in answering.

· Master the data: This is the analyst’s sweet spot — assembling, analyzing,
and synthesizing all available information that will help in answering the critical
business question

The IMPACT · Provide the meaning: Articulate clear and concise interpretations of the
data and visuals in the context of the critical business questions that were identified.

Cycle · Actionable recommendations: Provide thoughtful business recommendations

based on your interpretation of the data.

· Communicate insights: Focus on a multi-pronged communication strategy

that will get your insights as far and as wide into the organization as possible.

· Track outcomes: Set up a way to track the impact of your insights.

7 Pillars of
People
Analytics
 The 7 Pillars
Seven Pillars of People Analytics:

1. Workforce planning

2. Talent Sourcing

3. Talent Acquisition

4. Onboarding Culture Fit and Engagement

5. Performance Management and Employee Lifetime Value

6. Talent Retention

7. Employee Wellness and Well-being

 Workforce planning refers to the process that helps identify
what talent your organization will require to achieve its business

Workforce goals and business objectives — from current needs to future

needs and succession planning.

Planning
Pillar The Workforce Planning Pillar is about using the questions from
the Analytics IMPACT Cycle to proactively plan for the right
number of employees, who have the right skill sets, at the right
place, at the right time, and at the optimal cost, so that your
organization can drive performance. It also helps to anticipate
workforce needs by economic cycles.
 Talent sourcing analytics is about using the IMPACT
Cycle to harness all the data and talent information
available to optimize your sourcing results.

Talent Successfully searching for candidates in today’s

Sourcing globally competitive talent market requires an

approach that allows you to accurately identify and
locate candidates, assess their potential, and engage

Pillar with them in an easy way.

The sourcing analytics pillar is about using data to

optimize your sourcing results, including how to
determine staffing resources, and what channels and
sources of hire will be most effective in engaging
potential candidates.
Talent Acquisition
Pillar
Whether you have a small company or manage a large
organization with thousands of employees, choosing the wrong
candidates can have a lethal impact on your business. So
ensuring that your organization makes wise talent investments is
critical to both long-term and short-term success.

The acquisition analytics pillar uses the Analytics IMPACT Cycle

to preselect who to meet for an interview, how to optimize the
interview process, help to determine the best ways to vet
candidates and set up interview questions, and assist with
creating some tests that can be used to analyze the correlation
between a candidate’s performance during the interview and his
or her performance in a particular job function.
Onboarding and
Culture Fit Pillar
Onboarding

Once the right candidates have been hired, they need to be properly onboarded to ensure they are aligned with
primary business goals and the overall mission of the company. New hires need to have the best first impression of
you as an HR professional, as well as their manager, and of your company.

Talent onboarding is as an ongoing talent management process that consists of introducing, training, mentoring,
coaching, and integrating a new hire to the core values, business vision, and overall culture of an organization in
order to secure new employee loyalty and productivity. Analytics from the onboarding and engagement analytics
pillar can be used to enhance a new hire’s first impression and create business value from your onboarding
activities and efforts. It will also help your organization address vital talent management questions, including:

· How can a business improve time to performance?

· Does your new employee fit with company culture?

· What is an appropriate talent onboarding budget?

· What impact does talent onboarding have on employee turnover?

· What is the impact of talent onboarding on employee loyalty?

 In this diverse workforce demographic where
multiple generations have to work together,
cultural fit is critical for the successful
integration of your new hire, and employee
and company value mismatches are one of
the major reasons for early turnover.
Culture fit
Employee lifetime value is secured through a
continuous process of engagement,
assessment, and promotion.
 This pillar addresses employee churn by analyzing internal and external
talent data intelligence, and help an organization address major attrition
questions, including:

· Who are the top performers that are at high risk of leaving, and
why?

· When are they more likely to quit?

Employee
Retention Pillar · What proactive actions could be done to retain employees?

Employee retention is about proactively identifying and understanding

which of your valuable employees are employees at risk of leaving, and
when and why they would leave.

Analytics can help to marry employee data, company data, and market
data to predict and interpret top-performing employees’ behaviors,
giving you competitive insights for your retention strategies.
 To be successful, organizations have to create and design an environment and
culture that promotes the well-being, health, and safety, of their employees.

This means finances and resources need to be allocated to support these

endeavors, which requires a demonstrable linking of investments in employee
health, safety, and well-being to company business performance.

Best practices include proactive activities such as wellness visits, preventive

Employee checkups, and vaccinations to avoid the high cost of urgent reactive
procedures.

Wellness,
Health, and
Used properly, this pillar provides a competitive advantage that can assist
organizations in differentiating themselves from their competition, and further
showcase the impact of that investment on their bottom lines by addressing

Safety Pillar questions such as:

· What is the impact of employee well-being and health on company

productivity?

· What is the impact of employee satisfaction on customer satisfaction?

· What is the impact of employee health and well-being on company

retention and acquisition metrics?
 By investing in programs that promote the
health, well-being, and safety of their
Employee workforce, companies can increase the
Wellness, happiness of their employees, boosting
engagement, and improving the quality of
Health, and services they provide to the customers
Safety Pillar with whom they engage on a daily basis —
resulting in a healthier company bottom
line.
Questions &
Answers