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According to recent studies by McKinsey1, the biggest focus for management in the next decade is vying for top talent in an intensively competitive global marketplace. Organizations will have to use human capital information in a focused, deliberate and proactive way to optimize the work force. Unfortunately, most organizations lack a consistent and holistic view of the work force and the needed analytics to perform workforce optimization.
The predictive analytics and retention modeling solution from SAS allows organizations to identify high-risk employees, build profiles of those most likely to leave or stay, and understand how risk – due to talent shortages – is distributed throughout the organization. SAS® predictive analysis also helps organizations to fight employee fraud and detect other risk challenges that affect the work force or the organization as a whole.
SAS helps customers retain critical talent and mitigate workforce risk which can, in turn, improve competitive advantage, efficiency, effectiveness, employee morale and customer satisfaction.
Benefits
- Recognize the strengths and vulnerabilities of your work force and predict vacancies and leadership needs.
- Track and analyze critical skills, and predict which skills will be lost and when by predicting turnover.
- Measure turnover, understand its causes and design programs to control it to reduce vacancy costs – both financial and productivity – to avoid its devastating affect on business performance.
- Assess risk on an organizationwide level by integrating workforce and relevant business and third-party data for comprehensive risk analysis.
- Build weighted risk factors into strategic human capital management plans and reduce risk by understanding workforce supply-and-demand patterns.
- Understand and mitigate risk linked to seasonal absences, resignation trends or length of employment to prevent being blindsided by loss of critical workers, skills or leadership.
- Measure, monitor and predict the effect of risk factors over time and prevent organizational risk by devising contingency plans based on insight and foresight.
Features
- Predicted turnover percentage. Ranking by high, medium and low risk of voluntary termination.
- Causes of voluntary termination. Showing each cause identified by the model in an individual report.
- Organization exposure. Looking at the high-risk group only and showing a hierarchical view starting at the top and drilling down through all organizational levels.
- High risk by job category. Identifying those in the high-risk group by EEO job category.
- Top 50 employees at high risk. Pinpointing the 50 employees most likely to voluntarily leave.
- Top performers. Identify high-risk top performers and define their reasons for leaving.
The SAS Difference
- Forecasting capabilities enable managers to accurately plan headcount and skills for any area, even as the organization and markets undergo changes.
- Descriptive and predictive modeling enables managers to analyze the past and look forward to spot trends in key factors related to voluntary termination, absences and other sources of risk.
- Optimization determines the best combination of resources within a given set of constraints. For example, determine how to allocate merit increases to maintain the best pay equity.
1 “Making Talent a Strategic Priority,” The McKinsey Quarterly (January 2008), McKinsey & Company, www.mckinseyquarterly.com/Making_talent_a_strategic_priority_2092_abstract
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Activity-Based Management
