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Predictive Workforce and Talent Analytics
Most large organizations sit on vast amounts of HR and business data, but struggle to turn it into actionable insights that CXOs trust. Talent Analytics from HRMP transforms fragmented datasets into clear, predictive views of where your workforce is today and where it needs to be tomorrow.
The focus is on practical, decision-ready analytics that integrate with Strategic HR Transformation and ERA, not on experimental models that never reach the business.
Attrition prediction
- Build models that forecast which employees or cohorts are most likely to leave, and why—by role, location, manager, tenure, performance and pay position.
- Distinguish regrettable attrition from healthy churn, so retention strategies are targeted at truly critical talent and roles.
High-risk roles & access mapping
- Identify roles with high fraud, compliance or reputation impact based on process touchpoints, system access, financial limits and market exposure.
- Overlay conduct history, incident data and control gaps to flag combinations of role, access and environment that need tighter oversight.
Productivity and performance patterns
- Analyse performance ratings, sales numbers, operational KPIs and project outcomes to spot patterns that indicate both excellence and risk (e.g., “too good to be true” results).
- Reveal structural issues in span of control, workload distribution or manager behaviour that are driving under- or over-performance.
Hiring quality and fit
- Track performance, retention and conduct outcomes of hires by source, recruiter, assessment method and hiring manager.
- Use these insights to refine selection criteria, assessment tools and hiring channels to improve quality-of-hire and reduce early attrition.
Talent Analytics is delivered through a clear, end-to-end framework so insights reliably translate into decisions.
1. Data sources
- Curated offsites or in-room workshops for boards and committees on themes like insider risk, culture oversight, crisis response and leadership accountability.
2. Models and analyses
- Predictive models for attrition and risk, segmentation by role and criticality, correlation analysis between people metrics and business outcomes.
3. Dashboards and visualisation
- Role-based dashboards for CHROs, HR CoEs, Business HR and line leaders, highlighting hotspots, trends and forward-looking risk flags.
4. HR and business decisions
- Clear decision playbooks: what actions to consider when a hotspot is identified, who owns the response, and how impact will be measured over time.
This framework ensures analytics becomes a repeatable decision engine, not a one-time slide deck.
Talent Analytics is built to deliver tangible, leadership-relevant outcomes.
Reduced regrettable attrition
- By understanding the drivers of exit among critical talent and acting early with tailored interventions.
Better succession pipelines
- By mapping potential, performance and risk indicators, and identifying where successors are missing or fragile.
Targeted interventions in hotspots
- By pinpointing specific teams, locations, managers or roles where risk or performance issues are concentrated, enabling focused action instead of blanket programs.
Over time, this leads to a more stable, capable and risk-aware workforce aligned to strategy.
Talent Analytics is designed for leaders who own or influence workforce decisions.
- CHROs who need a comprehensive, predictive view of people risks and opportunities to support board and CXO discussions.
- HR Centres of Excellence (CoEs) responsible for talent management, rewards, learning and OD, who require data to refine programs.
- Business HR partners who must translate analytics into local, manager-level action while balancing business realities.
- CXOs and Business Leaders who want to see clear linkages between people metrics and financial, customer or operational outcomes.
Discuss Talent Analytics for Your Enterprise
Explore how HRMP can connect your existing HR and business data to build predictive talent and workforce analytics tailored to your sector and scale. A focused discussion will help identify priority use cases, quick wins and a roadmap to embed analytics into everyday HR and business decisions.