Analytics As A Service

Recruitment & Selection Analytics

This phase of Human Resource involves Workforce planning optimization, Recruitment Advertising Measurement & Recruitment Analytics to find the most befitting candidate for the openings.

Profiling Analytics

This involves shortlisting the candidate whose previous work nature/profile is most close to the opening and looks most promising in potential, thus helping organizations to fill high potential programs.

Predictive Performance Management

This involves judging and predicting employee performances of the previous quarter/months and mapping them with the future expectation, while also helping the higher management to take necessary steps to raise employee performance thus eventually increasing the ROI.

Predictive Learning Analytics

Predictive Learning is a skill-set gap analysis that helps the manager to understand the training needs of an employee. Through this an employee’s actual gaps are verified thus helping the authorities to follow on the desperate training needs.

Predictive HC Turnover Modelling

It is designed to predict employee turnover for your business in specific functions, business units, geographies by accessing business factors along with performance over time. This allows you to scale your hiring efforts by reducing empty desk time and panic hiring, thus lowering fixed costs while also increasing Quality hiring.

Org Accelerator

Assessment of lower performing points and backing them with a series of initiatives to help transform the organization growth: landing it on the path to acceleration and peak performance. These Initiatives can range from redesigning the organization, its signature processes, and the way it manages talent.

Capacity Planner

This phase of Human Resource involves Workforce planning optimization, Recruitment Advertising Measurement & Recruitment Analytics to find the most befitting candidate for the openings.

Transition Analytics

To ensure a smooth transitioning from the very start, we have created Transition Analytics to calculate and capture information that is vital to speedy growth of an employee in your organization. With 9 key drivers we are able to figure out a road map at every stage in the first 180 days.

HIPO Analytics Against Competency

From the pool of lower to mid-range to high performance employees, HIPO analysis works its way by sifting through the candidate competencies with the performance so far and making a distribution of the same. This gives a clear picture of whom you should be dependent on the most and who are the one you need to work to raise them to the same level.

Employee Utilization Analytics

Through utilization and resource allocation models, we attempt to train employee in more than one domain, thus achieving higher resource value and also increasing personal skill set for employees. These employee can be most effective in switching for positions as and when required thus being a healthy multifunctional resource.

Descriptive Modelling

Descriptive Analytics helps you to derive inferences from the plentiful data, and are taken to a dashboard for understanding of a business process in real time. Techniques include Data Aggregation, Pattern Identification, Exploratory Factor Analytics, Principle Component Analytics, Trend Analytics, Cluster Analytics, Assessing Correlations, Univariate and Multivariate Statistical Inferences & Sentiments Analysis.

After having represented the data points on the dashboard we run Diagnostics to determine probable reasons behind the change. To better put it, we drill the data to reach to the root cause of change. Techniques include Data Discovery, Data Mining, Correlations and Interactive data visualization.

Diagnostic Modelling

Predictive Modelling

Predictive modelling customs to data mining and the probability to foresee outcomes. Each model used in predictive analysis has a number of predictors, also known as variables that are used to extrapolate the data and see future trends and patterns. Post collection of significant predictors, a statistical model is framed leading to optimization in the business process.

As the word goes Prescriptive Analysis takes into account a number of possible course of actions while guiding to a solution. These analytics are more often referred to as advice analytics. These analytics are used as an attempt to quantify the effect of the business decisions beings made, thereby providing assistance & intelligence on probable outcomes even before the decisions have been implemented. In brief, these analytics will predict what’s and why’s of a decision and provide commendations on soon to be taken actions.

Stratemis