- Categorization of employees, based on their attrition risk
- Application of sentiment and survey analytics to provide insights into upward feedback and sentiments
- Prediction of attrition risk and factors, to develop an early warning system
- Use of algorithm-based approach to automate the process of searching and selecting a resume, based on job description, to remove subjectivity and ensure consistency
- Comparison of lateral hire vs internal promotion
- Measurement of quality of source organizations, based on performances of past employees
- Optimization of referral process
- Adoption of high-quality hiring analysis
- Industry-wide compensation benchmarking
- Optimization of benefits offered by organization to help attract and retain employees
- Analysis of tenure, skill sets, and performance to optimize performance score, based on opportunity and scope
- Identification of high-performing employees and use of attrition risk evaluators to identify the “High-Performing & High-Risk” group, as well as help address employee issues and reduce investment cost for the company
- Benchmarking of employee productivity
- Prediction of employee for a proper succession planning to maintain a sustainable workforce structure
- Avoidance of discrimination
- Optimization of training experience
- Text mining with web data to identify trending and upcoming skill sets – helped in planning training for employees
- Identification of factors, such as work timing, pay, training, recognition, benefits, and transparency, which affect people’s decision to stay in the company