Are you struggling in a sea of data? Are the data points fragmented and residing in multiple files or source systems? Can you pull these data points together to reveal valuable insights? Convert flat data set into hierarchical format seamlessly? Get both a team view and drill down individual view? Look no further than CRUX…
Smart Data Management – Fragmented “people data points” across multiple source systems being integrated into a single platform / repository thereby providing the Organization with a “Single Source of Truth” with the data being cleansed and transformed in minutes.
Web-forms used to collect missing data electronically and then update the same in the database thereby ensuring your data is updated and made ready for analytics at all times. Also to run dipsticks & pulse surveys.
What you Get
This Snapshot Data Quality Dashboard provides at a glance a deep-dive on the Hierarchy consisting of reporting relationships, spans of control, depth and duplicates. You get a similar snapshot across Dimensions & Measures.
The anomalies around spans of control, organization design and structures are brought out immediately from the underlying data.
What you Get
This Data Quality Dashboard identifies data gaps across dimensions that need to be updated, cleansed or transformed.
The anomalies around Educational Qualifications are brought out immediately from the underlying data.
|CHALLENGE / RISK||DEEP DIVE QUESTIONS||ACTIONS AND BENEFITS|
|1||Reputation Risk||What is the quality of underlying data – statutory, employee, vendor etc?
What is the monitoring mechanism to track compliance ?
Do you possess an event log / audit trail for all data changes especially those of a sensitive nature ?
What is the quality of underlying data over history ?
With data sitting in multiple source systems how do you get “a single employee view” ?
Can we track the processes and competencies of ‘approved persons’?
What is the quality of Employee Background checks ?
|Manage, integrate and cleanse data ( current & historical) on an ongoing basis rapidly and accurately
Maintain an event log / audit trail capturing all the changes
Data Quality Dashboard designed & triggered at periodic intervals
Data integrated from multiple source systems to provide a “single employee view” Data cleansed within the source system
Identify parts of the business that are open to compliance / governance risk and take corrective integration & cleansing action
Conduct a RACI assessment
Monitoring BGC quality
|2||Operational Risk||Can we visualise sick / absence rates , identify causes & take actions to correct?
Can we predict “who, when and why” of regrettable attrition ?
Can we differentiate between “good and bad churn” ?
Can we sharply identify high / low-performing individuals & teams across role hierarchies, grades, locations, & functions ?
Can we identify rightsizing opportunities to build a more agile and flexible organization?
Can we predict “top, average and bottom “ performer characteristics ? Can we do more with less ?
Do we have the tight organization design from a go-to-market & customer facing perspective ?
Are we optimized in terms of headcount & people cost ?
Are we paying optimally for talent ( fresh & existing)
|Save cost & reduce risk from temp staff, identify skills gaps and plan for ‘right level’ of temp vs. perm
Predict critical attrition enabling preventive action
Predict top, average and bottom performer characteristics and then change your hiring strategy .
Run what-if scenario models that enable rapid visualization of rightsizing opportunities
Develop process to people to cost maps through RACI to rapidly visualize process & cost optimization opportunities
Develop sunburst visualizations that enable rapid identification of high & low performing individuals & teams across the organization
Reduce resource in over-managed areas, relocate to over-stretched areas
|3||Talent Risk||Where are the key roles and in which of them do we have a nominated successor ?
Where are the talent gaps across role hierarchies ?
What would be the future talent requirement 2-5 years from now ?
What are the key drivers for “future leader” talent ?
What are the key drivers for critical talent retention ?
What is the success ratio of talent retention programs ?
What is the level of “hiring effectiveness” ?
What is the cost per hire mix & ROI in talent acquisition ?
|Succession planning for key roles
Talent forecasting across roles, mix and geographies
Workforce planning for talent deployment
Enhance hiring effectiveness through metric dashboards ; predictive modelling of top performer characteristics
Enhance effectiveness of retention programs
Identify parts of the business which are exposed to staff turnover in key roles