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HR analytics

  • We will measure and visualize the material contribution of each employee to the tasks of the business (work analysis).
  • We will study your business and decompose it to understandable OKR (objectives and key results).
  • We will connect grades and motivational schemes with OKR.
  • We consolidate all this data in the BI system.
  • We will develop the most appropriate type of organizational structure for the enterprise.
  • Also, we digitize the HR function in 7 directions.
You will get a comprehensive tool for measurable improvements in all HR areas. This will give you the opportunity to become an HR business partner of your company, will allow you to competently manage personnel and get away from the monotonous routine of personnel operations.
  • We will measure and visualize the material contribution of each employee to the tasks of the business (work analysis).
  • We will study your business and decompose it to understandable OKR (objectives and key results).
  • We will connect grades and motivational schemes with OKR.
  • We consolidate all this data in the BI system.
  • We will develop the most appropriate type of organizational structure for the enterprise.
  • Also, we digitize the HR function in 7 directions.
You will get a comprehensive tool for measurable improvements in all HR areas. This will give you the opportunity to become an HR business partner of your company, will allow you to competently manage personnel and get away from the monotonous routine of personnel operations.

HR analytics

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HR-analytics shows what forces people to join the company for productive work, increase sales and introduce innovations, who will help train new employees, how to improve customer service and raise wages. This solution combines personnel data with technical and geographical data.
The BI system is necessary if you need to select candidates with Hi Po potential, identify the characteristics of high-performance teams in order to optimize the work of others, predict possible risks of personnel leakage, analyze the involvement and culture in the enterprise, improve the performance of employees in individual departments, identify ways to develop the career and leadership of candidates, assess compliance with job descriptions and form a KPI system.

Examples HR-metrics

Staff development
  • Number of trainings completed by employees.
  • The final test score based on the results of staff training.
  • Improving the efficiency of inefficient employees.
  • % change in efficiency after each employee is trained.
  • Efficiency and productivity of staff.
  • The share of ineffective company employees.
Assessment center
  • The number of evaluations.
  • Time spent evaluating one employee.
  • Percentage of vacancies filled by internal candidates.
  • The effectiveness of the internal candidate.
  • Share of vacancies filled by candidates from the reserve.
  • The effectiveness of the candidate from the reserve.
  • Percentage of vacancies filled by external candidates.
  • The effectiveness of an external candidate.
HR Brand
  • Study about the brand of the employer.
  • The number of vacancies closed through the career site.
  • Activity filling content on a social network.
  • Audience growth.
  • Employee satisfaction with HR function.
  • Employer recommendation by employees.
Staff recruitment
  • % of vacancy closing by internal transfers.
  • The number of vacancies per employee selection services.
  • The cost of closing a vacancy by the selection service in the context of mass and expert position% of the employed candidates from the selection groups.
  • Stability of loan experts from selection groups up to 1 year.
  • The number of open vacancies per employee selection services.
  • Number of job openings.
  • Vacancy closing dates% of hired candidates proposed by a recruiter.
  • Stability of employees up to 1 year.
Compensation and benefits
  • Income from investment in staff.
  • Remuneration per employee.
  • The cost of benefits per employee.
  • Employee income structure.
Adaptation
  • The share of employees who have passed through the adaptation system.
  • Efficiency of loan experts after a trial period.
  • The reasons for the dismissal of workers with experience less than 1 year.
  • Satisfaction of managers with the adaptation system.
HR administration
  • The reasons for the dismissal.
  • Number of Orders per administrative employee.
  • The number of customers per employee.
  • The ratio of Front Office and Back Office.
  • Fluidity.
  • Turnover of hired employees until the 1st year.
  • Turnover of employed workers up to 2 years.

BI Benefits

A single source of accounting, analysis and visualization of data on the composition of the staff as a whole and each employee
Detailed analysis: from strategy to responsibility of staff
Finding reasons for staff outflow
Developing your own grading methodology
Increased employee engagement and loyalty
Building a staff motivation system in accordance with the real needs of people and the situation on the labor market
Increase labor productivity
Business growth

BI solution for HR


Our HR experts

The smartest people work every day to provide the best service and make our customers happy!
Aigerim Zhanabaeva
HR Consultant, GRP, PhD in Economics
Aigerim has 20 years of experience in HR analysis and consulting for the largest companies in the country, including local branches of international companies.
Raushan Rayskhanova
HR Consultant, PHR, SHRM
23 years of experience in human resource management, more than 10 years in the oil and gas and international consortium, in the financial sector - management of more than 10,000 personnel. Raushan is the main HR expert in projects conducted by the EBRD for mining companies. Professor of the Geneva Business School.
Alexander Prokopenko
Compen&ben analyst
Alexander has 9 years of experience in managing total remuneration, managing performance, building HR analytics systems, and organizational design.

Alexander Prokopenko about HR management
Raushan Rayskhanova on HR risks

You can contact us in any convenient way.
Write to the mail, call or leave a request below.

+7 (727) 311 13 40
almaty@kz.gt.com
www.grantthornton.kz
050059, Republic of Kazakhstan,
Almaty, Al-Farabi Avenue 15,
BC "Nurly-Tau", block 4V, n.a. №21
Office 2103
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