Talent Management
Location intelligence enables the visualization and delivery of Human Resources and Professional Services data. MAPCITE adds a new and compelling dimension to your data and the way you consume and disseminate it through your organization.
With the ability to visualize the people data at the core of your business it enables the organization to identify and drive significant cost, time and efficiency benefits, which inform your decision making and business strategy.
Location intelligence provides data driven decision making in relation to:
Employee turnover
Read below Case Studies on Absence Management, Employee Turnover, Change Mnagement, Performance Management and Employee Engagement.
Absence Management
The economy today does not allow organizations to overlook factors that affect morale, productivity and profitability. As a result this makes absence a key indicator of performance, as well as organisational wellbeing.
Our client is a global organisation operating in 3 Regions and 11 countries. Over an 11 month period the organisation had seen a significant increase in absence and working days lost at an organisational level, resulting in significant disruption to productivity, increased costs and a dip in employee morale.
The HR lead employed the MAPCITE tool to understand and visualise absence data by site, Country and Region across the globe to identify potential 'hotspots' that may be contributing to overall increases in absence levels. This also enabled them to probe further for root causes to absence, but also accurately define the financial implications/costs at a site level.
Having profiled absence across the globe at a site, country and regional level over the 11 month period the HR team were able to identify one country (2 sites) that were significantly contributing to the overall company absence statistics. Following further investigation serious failures in H&S policies and processes were identified that resulted in a sharp increase in absence. A remedial plan was immediately introduced to improve H&S compliance and in turn reduce employee absence
Employee Turnover
High uncontrolled employee turnover can be extremely costly to an organisation – not just financially but can reduce overall productivity, put valuable customer relationships at risk, create instability, loss of organisational knowledge, negatively impact staff morale and be a barrier to embedding a sustainable culture.
Our client had seen an increase in employee turnover at an organisational level which was significantly impacting business performance and profitability, and resulting in lower employee engagement and satisfaction across the business. It wanted to understand where it's 'hotspots' were at a site/team level allowing it to probe further and identify the root causes driving up turnover
By using the MAPCITE tool the HR function was able to plot its employee turnover by individual site and at a team level to identify 'hotspots'.
With the ability to visualise and interrogate the turnover information the organisation was able to pin point one site that had significantly driven up employee turnover over a 6 month period, due to a new entrant into the local market who had poached a number of employees. As a result, retention plans were put in place for critical employees and reward/recognition and career development processes re-launched to engage and retain employees.
Change Management
Successful organizations constantly evolve in order to stay relevant and competitive. In order to achieve success they will need to embrace change and adapt to a constantly shifting environment and circumstances.
Our client has been growing rapidly over the last five years and as a result has significantly increased production of its products. As a result the decision has been made to consider the acquisition of a new larger site to enable increased production.
Using the visualisation tool the Company was able to understand the relationship between employee’s current home locations and the proposed new site.
As a result our client was able to understand the impact on its employees in relation to the proposed relocation and in turn an ability to understand and calculate the cost implications of potential relocation assistance and redundancy.
Performance Management
Most companies today work closely with their HR function to understand how to get the best out of their people and to enable successful implementation of its corporate strategies. HR can help an organisation understand what 'great performance' looks like, and align reward strategies to motivate at an individual, team or Regional level and embed corporate values. As a result employees understand the value of their work, and how it contributes to overall business performance
This large plc is a large global organisation with over 10'000 employees across 4 geographical Regions and 50 countries. It wants to understand what correlation, if any, there is between high performing individuals and teams and their most profitable Regions/Countries but also where there is low/underperformance and substandard business performance.
By using information on their people, our client can visualise globally the performance of individuals by teams, departments or location (at site, Country or Regional level) and identify where high or low performance is situated. It is also able to understand the profile and cost of rewarding their people and where there are clear areas of inconsistency between reward and performance.
Being able to map performance scores across all of our client’s sites, Countries and Regions enabled the Co to identify areas of the business where individual performance was not correlated with business performance and profitability and therefore highlighted a culture of over rewarding for poor/substandard performance. This resulted in a deeper HR review to understand how performance and reward processes were being undertaken across the business globally and to realign reward decisions to exceptional performance.
Employee Engagement
The most successful organisations listen to their employee’s feedback having mechanisms in place for 2-way dialogue between employees and leadership. They understand what motivates individuals and teams, and create a sustainable culture that drives business performance and profitability
Our client had undertaken an employee opinion survey at an organisational level, across 9 UK sites. The overall favourable score for 'career development' was extremely low vs the industry and historical norms. The organisation was keen to understand at a site and team level why people were so negative about career development opportunities within the organisation, which strategically looked to grow their own talent and capabilities
The MAPCITE tool enabled the organisation to identify 2 key questions in the employee survey that were statistically significant in understanding employee perception around career development, and plot them across their 9 sites at a team level to identify potential 'hotspots' for further investigation.
Our client identified 2 sites that significantly impacted the organisational career development scores negatively. These sites had redirected their Learning and Development budgets which meant that there was no support for employees to explore and improve their own development spikes. In addition, the leadership teams had neglected to foster a culture of career progression in favour of cutting costs and reducing headcount