connecting workforce intelligence to …€¢ historical and predictive analytics (future labor...

H E A L T H W E A L T H C A R E E R

H E A L T H W E A L T H C A R E E R

C O N N E C T I N GW O R K F O R C EI N T E L L I G E N C ET O S T R AT E G Y

M E R C E RS T E F A N G A E R T N E R / L O S A N G E L E SJ A M I E B A R R E T T E / O R L A N D O

V E M OP E T E R L O U C H / S A N D I E G OJ A M E S B R O W N / C H I C A G O

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INTRODUCTION OUR APPROACH TOWORKFORCE INTELLIGENCE

TECHNOLOGY ENABLEDADVISING

Product Demo

Example

Bringing Meaningto Workforce Data

Announcing a New Alliance

How this Alliance Benefits You

A G E N D A

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AN N O U N C I NG A N E W AL L I AN C E :

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M E R C E R I S A G L O B A L F O R C E O F O V E R2 1 , 0 0 0 U N I Q U E I N D IV I D U AL S W I T H APA S S I O N F O R E N H A N C I N G T H E H E ALT H ,W E ALT H AN D C AR E E R S O F 11 0 M I L L I O NP E O P L E W O R L D W I D E . W E ’ R E U N I T E D B YA S I N G L E I D E A – T O M AK E L I V E S B E T T E RT O M O R R O W T H R O U G H AC T I O N S W E C ANTAK E T O D AY

A B O U T M E R C E R

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WHY VEMO

• State-of-the-art data model that can work with any datasource/client business rules

• Vast experience and expertise integrating highly complexand disparate data systems quickly

• User-friendly and intuitive functionality that allows non-expert line, operations and HR users to conduct deepanalysis … in seconds

• Historical and predictive analytics (future labor supply,turnover risk) to facilitate proactive decision making

• Multiple delivery options: dashboards, scorecards, sliceand dice analytics, subscription reports, ad hoc analytics

A B O U T V E M O

CORPORATE FACTS

• Founded in 2005 byleading experts inworkforce planning

• Complete suite of SaaSworkforce planning andworkforce analyticssolutions

• Experience with leadingorganizations supportingbasic and advancedanalytics agendas


HOW THIS ALLIANCEBENEFITS YOU

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MajorROADBLOCKS

Reported:

Issues withData/Technology

Lack of AnalyticExpertise

52%

54%

Making it a PRIORITY• 77% Plan to increase workforce analytics capabilities in the next two years• 52% Intend to use analytics to increase productivity/business success

HOW?• “Connect workforce data to business KPI’s” – 76%• “Improve communication of workforce analytics” – 73%• “Get business leaders comfortable using analytics to make decisions” – 71%

But, Success is LOW• Only 31% report moderate to high success• Only 9% use predictive analytics

Mercer / Human Capital Media 2015 Global Study findings:

A D O P T I O N O F W O R K F O R C E A N A L Y T I C SG O O D I N T E N T I O N S … B U T S U C C E S S I S E L U S I V E

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STRATEGIC WORKFORCEPLANNING

EXPERTISE• Algorithms to compute labor supply• Determine critical jobs and labor

demand• Build a workforce plan to address gaps• Implement & monitor strategies

TECHNOLOGY• Dataset building• Projections• Model labor gaps & surpluses

BROADER WORKFORCEANALYTICS

EXPERTISE• Identify business issues• Review data and analytics from the tool

and help “tell the story”• Develop fact based strategies for

change in workforce management

TECHNOLOGY• Dataset building• Analytics, dashboards, reports• Ad hoc slice and dice analysis

E F F E C T I V E A N A L Y T I C S & P L A N N I N G C A L L F O RE X P E R T I S E + T E C H N O L O G Y

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• Pioneered the workforce analysisand predictive analytics disciplineover 20 years ago

• Deep global experience within-region resources knowledgeableof local talent priorities

• Expert staff of data scientists,I-O psychologists, laboreconomists, and statisticians

• Proprietary Internal and ExternalLabor Market analysismethodology (advanced analytics,Big Data)

• Wide breadth of service offeringsthat analyze, diagnose, andprescribe strategies for any peopleissue

A full service, end to end workforce analyticsand planning partner

Uniquely positioned to understand theimpacts of, and provide integrated planningfor, implementing workforce analytics and

planning technology

Predictive analytics (future labor supply,turnover risks) and labor

demand/supply/cost modeling

Vemo’s cutting edge analytics and planningfeatures combined with Mercer’s proprietaryInternal Labor Market maps and projection

algorithms

Post implementation advisory services helpclients to properly maintain the technologyand to continue to receive returns on the

investment

• Automated and end userworkforce planning (bottom up andtop down)

• Unlimited slice and dice workforceanalytics

• Standard and customer-builtdashboards

• Scenario planning using bothstrategic and operational demanddrivers

• Workforce analytics and planningmodules are tightly integrated

• KPI’s and graphics integrated intosearchable data grids

• Ability to incorporate benchmarkdata

VALUEMERCEREXPERTISE

VEMOTECHNOLOGY

T H E M E R C E R | V E M O A D V A N T A G E :A N U N M A T C H E D V A L U E P R O P O S I T I O N


MERCER | VEMOBRINGING MEANINGTO WORKFORCE DATA

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UNDERSTANDYOUR ISSUES

CHOOSEMETRICS

COLLECTDATA

ANALYZEFINDINGS

Our approach starts with assessing issues and critical workforce questions.Our tool give you the flexibility to react to new issues.

M E R C E R | V E M O : A B E T T E R A P P R O A C H

Built in flexibility and advise to grow and change with the business

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MERCER’S ADVISORY SERVICES

VEMO’S TECHNOLOGY

03 ACT02 DEPLOY01 PLAN

• Analytics Needs Assessment• Tailored Content Planning• Best Practices Review• Business Case Identification• Strategic Implementation Planning

01

• Data Discovery• Technical Implementation

Planning• Data Acquisition

• Data Analysis & Interpretation Guidance• Design of Processes to Support Leveraging

Analytics (CoE, Scorecards, ConnectingAnalytics to Business Issues, etc.)

• Vision & Skills Building• Advanced Analytics Pilot Projects• Communication Strategy & Support

• Data Build & Verification• Platform Configuration• Validation

• Training• Ongoing Support• New Features, Functionalities, and

Reports

03

01 02 03

• Verification and Testing02

T H E D E L I V E R Y M O D E L

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• Automated and end user workforce planning(bottom up and top down)

• Unlimited slice and dice workforce analytics

• Push reporting and scorecards• Scenario planning using both strategic and

operational demand drivers

• Predictive analytics Workforce analytics andplanning that’s tightly integrated and working off ofthe same dataset

ScenarioModeling

Scenarios planning suchas “what is our futurelabor gap if turnoverincreases due to a

salary freeze?”

User DrivenAnalysis

Flexible tools allow foreasy analysis acrossdimensions such astalent, external labor

market, recruiting, anddiversity/inclusion

topics

Scorecards &Dashboards

Explanatory analytics andinfographic-style pages

bring life to data andcommunicate the

message in concisevisuals to all levels of your

organization

M E R C E R | V E M O A N A L Y T I C S : C O M P E L L I N GF U N C T I O N A L I T Y

PredictiveAnalytics

Predictions of flightrisk and labor supply

enable you to addresspotential issues

before they become aproblem

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V E M O E N T E R P R I S E 5 – D A T A I N T E G R A T I O N

Data Sources

External Benchmarks /Market Data

Budget & Financials

Learning

Talent Management(Performance, TRP,

Comp)

Talent Acquisition

HRMS/PayrollSecure

FTPProcess

State-of-the-Art Data Warehouse

TransformedActuals

Forecasts/Risks

Budgets &Financials

Position &Candidates

OperationalDrivers Benchmarks

Hierarchies – Time, Financial, Reports To, Functional, Location, Other

Multiple Views and Filters

RegularFeed

ü Automated and End User Workforce Planning

ü Slice & Dice Workforce Analytics for Analysts

ü Push Reporting for End Users

ü Scorecards for Executives

ü Predictive Analytics

ü Consortia Surveys and Benchmarking

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EU-HRCP

Argentina - Australia - Austria - Belgium - Brazil - Canada - Chile - China - Columbia - Czech - Republic - France - Germany -Great - Britain - Hong - Kong - India - Indonesia - Italy - Japan - Malaysia - Mexico - Morocco - Netherlands - New - Zealand -Poland - Russia - Saudi - Arabia - Singapore - South - Africa - South - Korea - Spain - Sweden - Switzerland - Thailand - Turkey- UAE

…with users spread across the globe

G L O B A L P R E S E N C E

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E X A M P L E : S H I F T I N G S T A F F I N G M O D E L F R O M B U YT O B U I L D

Results• The company implemented an

internal hiring initiative:– Communicated to

managers to seek internalcandidates for positionsbefore seeking externalcandidates

– Reassured managers thatthey can promote internalcandidates over hiringexternal candidates if thedecision was on themargin

• The company instituted a buyvs. build scorecard andmonitored progressorganization-wide

• A year after the program wasinitiated, the companyestimated $15m in savings dueto increased reliance oninternal talent

Situation• Fortune 500 company grew

rapidly and was in a veryprofitable industry

• Over years, the company wasable to afford buying talentinstead of building it internally

• When the company (andindustry) growth slowed, theycontinued their buy strategy

• HR leadership suspected thatexcessive buying had anegative impact on thebusiness, but needed proof

Action• Senior HR leadership used

their data and an analytics toolto compare newly hiredemployees with promotedemployees

• Comparisons were done usingmultiple outcomes:– Cost: Total compensation

paid– Retention: Turnover rates– Performance: Performance

rating• The analysis revealed that

“bought” talent cost more,turned over more, andperformed worse than builttalent

• Excessive external hiring costthis company $40m every year

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T E C H N O L O G Y A N D E X P E R T I S E T O U S E I T

You: Empowered tomake data-driven,strategic decisionsabout your workforce

Vemo’s WorkforceAnalytics & Planningsoftware. Since 2005the most robust solutionon the market

Mercer’s experience inworkforce managementand analytics to helpyou solve businessproblems with that data

+ =

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For more information and to schedule a product demo call:Stefan Gaertner / 213-346-2433 / [email protected] Barrette / 404-822-4166 / [email protected] Louch / 917-443-4572 / [email protected] Brown / 605-212-2777 / [email protected]

connecting workforce intelligence to …€¢ historical and predictive analytics (future labor...

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