At AICG, we’re committed to empowering our clients with access to the data and analytics they need in order to make informed business decisions that improve Human Resources (HR) practices.
There is no shortage of data available when it comes to human resources, and most of the time, all of that data exists within disparate source systems. We highly recommend centralizing all of your data into a secure data cloud, where it can be accessed by the people who need it, when they need it. This process involves organizing the data within the cloud appropriately and designing and implementing role based access control (RBAC) that ensures data is only accessed by users who are approved to access it. Normalizing all of that data, bringing it together into a single source of truth in a secure manner, and designing data models that produce analytics that offer actionable insights can be complex, costly, and time consuming. AICG is committed to providing our human resources clients with affordable quick wins that allow them to focus on other tasks.
At AICG, we know data integration, modeling, and cloud implementation inside and out, which makes us very good at what we do!
At AICG, we like to take a 3 step approach that guarantees we’re providing our clients with the best possible solutions to their data and analytics challenges. We start out by evaluating your unique situation and then create an appropriate strategy to empower your organization with access to your data. Finally, we turn plans into action and execute extensive testing to ensure that security measures are functioning and data is flowing as it should.
Analytics for Human Resources
Analytics for human resources (HR) can serve a variety of purposes including developing attractive benefits and rewards programs to attract and retain talented employees and improve workplace satisfaction, designing and implementing appropriate training programs, establishing and maintaining a competitive advantage through high-caliber staff who outperform those working for the competition, and many more. By incorporating benefits and rewards details with various other information, including employee performance and third-party data, organizations can take a comprehensive look at the business and take actions to improve things before they become a problem.