Business Issue

A national insurance provider faced challenges due to its rapid growth, which strained HR’s ability to provide scalable and business-focused solutions. A key initiative was to outline the principles and vision for a new People Analytics (PA) function to inform business decisions. Key issues included data quality gaps, lack of data governance, and disjointed data integration across systems. Additionally, the lack of rigor around data management, inconsistent data taxonomy, and absence of a common job architecture also inhibited meaningful analytics.

 

Approach

To address these challenges, a data-driven approach was undertaken:

  1. Design Principles and Vision: Developed design principles for the desired future-state and business questions to guide the design of People Analytics (PA) dashboards.
  2. Data Analysis and Gap Identification: Conducted thorough analyses that uncovered significant data quality gaps, which reinforced general institutional distrust of data as a major risk to the PA design.
  3. Data Governance and Taxonomy: Established an enterprise data taxonomy, implemented robust data governance practices, and streamlined system management to support ongoing analytics.
  4. Data Clean-up Initiative: Launched an enterprise-wide data clean-up effort involving all managers to validate key data fields of their direct reports to ensure an accurate foundation going forward.
  5. People Analytics Dashboards: Designed and implemented four executive-facing PA dashboards that provided insights into workforce trends, performance metrics, and cost structures.
  6. Knowledge Transfer: Ensured organizational readiness by conducting knowledge transfer sessions, equipping stakeholders with the skills needed for long-term dashboard deployment and maintenance.

 

Business Impact

  • Improved Data Reliability: Highlighted key gaps in data and processes impending accurate data capture and actionable reporting. Corrected over 1,000 errors in data sources to ensure a reliable, complete and accurate fact-base for reporting.
  • Enhanced Strategic Insights: Executive dashboards provided actionable insights into workforce trends, cost and structure, and capability of the leadership portfolio.
  • Operational Efficiency: Integrated financial, employee, and talent acquisition data sources, enabling “one-touch” data refresh capabilities for efficient decision-making.