Leavers' DNA
OUR SOLUTIONS:
- Recruitment DNA ‘God Fit’ and ‘Good Fit’
- Exit Trend Analysis
- Leavers’ DNA Analysis
- Predictive analysis to know the future trend and framework to arrest the exit
Leavers' DNA
At The Strategist we believe that employees don’t always ‘quit’ the organizations for a solid reason; often this reason lies within the organization because of wrong / unpopular policies, processes, people (managers) or practices. It is an analysis to identify the trends indicated by the ongoing employees. The other reason for employees moving out is the wrong fitment of the values of the individual and that of the organization.
Leavers’ DNA is a scientific analysis based on the business intelligence and data analytics framework to identify the trends of the employees who are deserting the organizations. Emphasis on real-time data through interviews and focused group discussions enable to strengthen the validation of data.
At The Strategist we believe that employees don’t always ‘quit’ the organizations for a solid reason; often this reason lies within the organization because of wrong / unpopular policies, processes, people (managers) or practices. It is an analysis to identify the trends indicated by the ongoing employees. The other reason for employees moving out is the wrong fitment of the values of the individual and that of the organization.
Leavers’ DNA is a scientific analysis based on the business intelligence and data analytics framework to identify the trends of the employees who are deserting the organizations. Emphasis on real-time data through interviews and focused group discussions enable to strengthen the validation of data.
Performance Management System
OUR SOLUTIONS:
- Creating Frameworks& Integrating new programs
- Automation of Performance Management Systems& 3rd party software integration
- Building 360 degree analysis dashboards
- Rewards, Recognition and incentive programs
Performance Management System
Our approach emphasizes measuring Business Performance as well as Management Competencies relevant to the success of that organization. Performance management capabilities dictate the organizations ability to sense and effectively respond to market changes. We help organizations transform the way they manage and develop their most valuable resource – their people.
We at The Strategist help organizations, large and small, integrate best-practices performance management processes that fit their culture and workforce. Our expertise lies in producing innovative profitable results and retaining talent, designing Innovative Rewards. Our Performance Appraisal approach emphasizes measuring Business Performance as well as Management Competencies relevant to the success of that organization. Our Performance Management Services involves Goal Setting + Performance Appraisal Design and Training + Rewards Design + Compensation Design.
Our approach emphasizes measuring Business Performance as well as Management Competencies relevant to the success of that organization. Performance management capabilities dictate the organizations ability to sense and effectively respond to market changes. We help organizations transform the way they manage and develop their most valuable resource – their people.
We at The Strategist help organizations, large and small, integrate best-practices performance management processes that fit their culture and workforce. Our expertise lies in producing innovative profitable results and retaining talent, designing Innovative Rewards. Our Performance Appraisal approach emphasizes measuring Business Performance as well as Management Competencies relevant to the success of that organization. Our Performance Management Services involves Goal Setting + Performance Appraisal Design and Training + Rewards Design + Compensation Design.
Human Capital Metrics
OUR SOLUTIONS:
- Identifying Key Metrics
- Metrics Framework
- CEO Dashboard / Director HR Dashboard
- 100 key Metrics
- Deep Dive Metrics Framework
Human Capital Metrics
We at The Strategist believe that attracting and maintaining the best talent is a prevailing theme for the continuing success of an organization. Being able to accurately measure the performance of human capital is therefore a critical issue. We consider that HR Metrics not only brings objectivity but also aligns business to accurately reflect the ‘value’ of human capital. In short if metrics are in place they help organizations improve their performance through their people.
Our HR Metrics Services are quantifiable, connect strategic business challenges, identify performance gaps, understand the competitive level of organizational capability, and give insights into people performance and best practices.
We at The Strategist believe that attracting and maintaining the best talent is a prevailing theme for the continuing success of an organization. Being able to accurately measure the performance of human capital is therefore a critical issue. We consider that HR Metrics not only brings objectivity but also aligns business to accurately reflect the ‘value’ of human capital. In short if metrics are in place they help organizations improve their performance through their people.
Our HR Metrics Services are quantifiable, connect strategic business challenges, identify performance gaps, understand the competitive level of organizational capability, and give insights into people performance and best practices.
HR Director Dashboard
OUR SOLUTIONS:
- Dashboards Framework
- CEO Dashboard / Director HR Dashboard
- 100 key Metrics
- Mapping internal data sources for metrics Technology Execution / Functional Consulting
HR Director Dashboard
Dashboards are tools which enable the stakeholders to take ‘Intelligent & Proactive’ decisions. Empowered individuals—whether it is a C-level executive, a business manager, or an analyst driving the business, they all want to work towards defined goals and objectives, evaluate progress and take action to drive improvement. They can do so by working backward from a metrics-driven dashboard.
We at The Strategist believe that at the heart of any dashboard deployment exercise, is the intent to improve organizational performance—whether this be at a strategic level, operational level, or both.
Dashboards are tools which enable the stakeholders to take ‘Intelligent & Proactive’ decisions. Empowered individuals—whether it is a C-level executive, a business manager, or an analyst driving the business, they all want to work towards defined goals and objectives, evaluate progress and take action to drive improvement. They can do so by working backward from a metrics-driven dashboard.
We at The Strategist believe that at the heart of any dashboard deployment exercise, is the intent to improve organizational performance—whether this be at a strategic level, operational level, or both.
HR Audits
OUR SOLUTIONS:
- Audit of Employer Brand/People Practices
- Audit for Listening Organization
- Readiness Audit
- HR ops Audit
HR Audits
Employees are the most valued asset of a company and because of this, it is imperative to run a periodic HR audit to diagnose weakness and risk areas in the HR department and to arrest these.
We at The Strategist can customise the Audit model to meet organization’s specific needs for e.g. – Compensation & Benefits or cover the whole gamut of HR functions. We also tailor specific audits like – audit of Employer Brand, Readiness Audit, and Audit of HR strategy/HR roadmap.
Employees are the most valued asset of a company and because of this, it is imperative to run a periodic HR audit to diagnose weakness and risk areas in the HR department and to arrest these.
We at The Strategist can customise the Audit model to meet organization’s specific needs for e.g. – Compensation & Benefits or cover the whole gamut of HR functions. We also tailor specific audits like – audit of Employer Brand, Readiness Audit, and Audit of HR strategy/HR roadmap.
Success Story-1
Analysed & Identified Exit Pattern
Client Background: The Client is leader in business outsourcing services, analytics and compliance expertise in Human Capital Services Domain, serving its clients in more than 125 countries. Its revenue accounts for more than $11 billion.
Problem Statement : The challenge faced was to identify the pattern in the nature of employees who are quitting and thereafter ensure that these kinds of employees are best avoided while recruiting in future.
Solution Design: The Strategist proposed to use an Analytic tool ‘Leavers’ DNA’ for studying the pattern among the employees who have moved away from the organization. As a part of the study, data of last 3 years were studied. A demographic analysis of the employees was done and a correlation was drawn between the demographic profiles, job profile, and location of job and thereby a ‘Leavers’ DNA’ was arrived. As a part of the report, a detailed ‘Leavers’ DNA’ was drawn along with the Recruitment DNA which highlighted the ‘God Fit’ and ‘Good Fit’ The report was drawn at company Level and job level.
Success Story-2
Analysed Effectiveness of Company’s Intranet
Client Background: The Client is a global food and beverage leader with its headquarters in the US. Its net revenue is worth more than $65 billion and a product portfolio generate more than $1 billion each in annual retail sales.
Problem Statement : During the internal assessment, the internal communication team was not very pleased with the feedback and participation of employees on the company’s ‘Intranet’.
Solution Design: The Strategist audited the Intranet with its proprietary tool ‘99 Strategist Grid’. The 99 Strategist Grid has 11 components with each component having 9 dimensions to be studied. As a part of the study, the team from The Strategist studied the dimensions of Hard & Soft Factors, some of the Hard Factors were Site Structure, Navigation, Achievement etc. and the Soft Factors included Applications, Employee communication, Connect etc. Each of these were further mapped to the Industry Best Practices for drawing a baseline. The deliverable consisted of a detailed analysis on the 9 Components & a recommendation plan for short & long term.
Success Story-3
Created Performance Level Framework
Client Background: The Client is a 100 years old Multi Billion USD MNC spread across various industry segments. The assignment was delivered to the paperboard division which has 4 manufacturing units.
Problem Statement : The challenge was to build an incentive system for workers and staffs of the manufacturing units. The current Incentive System is based on the category of products and worked on the philosophy of acceptable and non- acceptable wastage based on team judgment.
Solution Design: The Strategist proposed for creating a Five Performance Level framework for each Product Family, based on the Philosophy of Higher Incentives for lesser wastage during the production cycle. As a part of the study, an extensive analytical research was done on production and wastage data for each product and product family. Based on Upper Control Limits (UCL) and Lower Control Limits (LCL), the numbers of Good and Bad instances were drawn and keeping in view the product cost & profitability, an Incentive program was devised. The recommendations were presented to the Union and the staffs by the Management, which was accepted by all.