|
Consultancies
|
Dummy Details
|
Term
|
Purpose/
Statement
|
Genre/
Research Methods
|
Dummy Concept
|
IT involved
|
Data Sources
|
(Research)
Methods
|
Stakeholder/Driver
|
Outcomes/Goals
Contributions
|
Theoretical
Warrant(s)
|
Level of analysis
|
Side effects
|
Theoretical instanciation/ link function
|
Dummy Comparison
|
Dummy Comment
|
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Deloitte | People Analytics; Workforce Analytics; HR Analytics | Overview | Descriptive report & advertisement | Not clear | functional data | Data aggregation, cleansing, run analytics, craft action plan, use intuitive self-service gateway, segment employees | Not mentioned | employee development social factors support decisions operational improvement cost saving | implied value of metrics | individual | Not mentioned | Performance, engagement, less turnover | ||||
| Deloitte | People Analytics | Relevance | Descriptive report | SAP Oracle retention models | Process data | Predictive analytics, AI_video interviews | C-level PA team multidisciplinary at senior level translate info | operational improvement, talent management, workforce planning, efficiency, retention, | implied value of metrics | individual | Data quality | Performance, compliance, retention | ||||
| Deloitte | People Analytics | risk, side effects | Descriptive report | not mentioned | surveys process data company functional data | Advanced analytics | IT HR legal and senior management | decision support, workforce planning, talent management, operational improvement | implied value of metrics | individual | Ethics: data security, transparency | Performance, knowledge management, leaders | ||||
| Deloitte | People Analytics | Case study | Descriptive report | not mentioned | Not mentioned | Advanced statistics, analytics | C-level pa-team at senior level multidisciplinary | leadership development, social factors, decision support, workforce planning, efficiency | implied value of metrics | individual | Strategic approach, data privacy | Not mentioned | ||||
| Deloitte | People Analytics | current state | Descriptive report | Process data on efficiency survey | Off-the-shelf-software, text and semantic analysis tools | PA team multidisciplinary | financial issues, decision support, efficiency, social factors, | implied value of metrics | individual | Focus on problem and related data selection & privacy, security | Performance, compliance, retention | |||||
| Deloitte | People Analytics | Current state | Descriptive report | Visualization | Process data | Predictive analytics, off-the-shelf-software | HR IT multidisciplinary cloud platforms | employee development, efficiency, compliance | implied value of metrics | individual | Not mentioned | Not mentioned | ||||
| Deloitte | People Analytics | Current state, challenges | Descriptive report | Visualization | private data | Organizational network analysis, interaction analytics, SNA, analytics | PA team at senior level HR as strategic adviser | talent management, financial issue, efficiency, workforce planning, operational improvement, employee development, social factors, support decisions | implied value of metrics | individual | Ethics: cultural change | Not mentioned | ||||
| Deloitte | People Analytics, HR Cloud | Overview, Current State | Descriptive report | Visualization cloud | Not mentioned | Analytics, sentiment analysis, ai | Not mentioned | operational improvement, employee development, social equity, talent management, efficiency, social factors | implied value of metrics | individual | Functionality behind expectations | Not mentioned | ||||
| Deloitte | HR Analytics | Overview | Descriptive report | not mentioned | Process Data | Not mentioned | PA team multidisciplinary | efficiency, workforce planning | implied value of metrics | individual | Skill gap, Data integrity and security, cultural change | Not mentioned | ||||
| Deloitte | HR metrics | Introduction | Descriptive report | Visualization | Not clear | Predictive analytics | HR-leaders and c-level | efficiency, support decisions, financial aspects, operational improvement, workforce planning, talent management, employee satisfaction, align HR to overall business strategy | implied value of metrics | individual | Data quality, skill gap | None (maturity model) | ||||
| Deloitte | Workforce Analytics | advertisement | Brochure | Not clear | Wealth of information | Scenario analysis, simulation modeling | Not mentioned | efficiency, talent management, align HR to overall business strategy, support decisions, operational improvement | implied value of metrics | not clear | Not mentioned | Not mentioned | ||||
| Deloitte | HR Analytics | Overview | Practitioners journal | not mentioned | Process data functional data private data process data on efficiency | Statistics, e.g. Structural equation modeling | Pa team multidisciplinary | compliance, safety, and compensation, align HR to overall business strategy, forecasts, support decisions, efficiency, compliance, compensation, safety | implied value of metrics | individual | Cultural change | Taylorism | ||||
| Deloitte | Social Analytics | Relevance, application | Descriptive report | Visualization | process data | Big data analytics, predictive analytics | Not mentioned | real time feedback, personalized performance dashboard employee development, efficiency, social factors, cultural change | social capital | individual group organizational | Not mentioned | Not mentioned | ||||
| Deloitte | Workforce Analytics | Case study | Case Study (Practice) | SuccessFactors | Current and historical data internal and external sourced | Not mentioned | Not mentioned | forecasts, workforce planning, support decisions, align hr strategy with business strategy, financial aspects, operational improvement, efficiency, talent management, employee engagement | implied value of metrics | individual group | Change management, compliance, privacy | Not mentioned | ||||
| Capgemini | People Analytics | Overview, current state, challenges | Survey | automation | Not mentioned | Machine learning | HR | support decisions, strategic alignment, appreciation of people perspective, development in HR | not clear | group | Legal issue | not clear | ||||
| Capgemini | People Analytics | Introduction, advertisement | Brochure | Big R text analytics Big SQL and IBM’s Hadoop for Enterprise Big Insights which provides storage and processing engines. Visualization text analytics by IBM Watson Explorer | company functional data interviews | Text analytics, machine learning, predictive analytics, visualization | HR department | support decisions, employee development, talent management workforce planning, efficiency, financial aspects, operational improvement | not clear | individual group | Not clear | not clear | ||||
| Capgemini | Workplace Analytics | introduction | Descriptive report | visualization Analytics | surveys process data | Correlations, causalities, regressions, variance analysis, show visualizations | C-level PA team HR | operational improvement, Talentmanagement, workforce planning | not mentioned | individual | Skill gap, privacy, socialpsychological issues (in isolation not happy), KPIs for success | not clear | ||||
| Accenture | People analytics, HR Analytics | introduction, relevance, outlook, sales | Descriptive report & Sales | Not clear | process data on efficiency past and current data metrics | Predictive analytics & hypotheses testing | C-level HR | support decisions, operational improvement, workforce planning, talent managenemt, employee development | not clear | individual | Not clear | not clear | ||||
| Accenture | HR analytics | Overview | Descriptive report & literature review | Not clear | private data company functional data survey customer feedback | Data mining, predictive analytics, SNA, testing hypotheses, | Researcher | talent management, workforce planning, efficiency, social factors, employee development, real-time view | PA in relation to brain science | individual | Strategic approach | not clear | ||||
| Accenture | People analytics, Workforce Analytics | Relevance | Descriptive report & Sales | not mentioned | Not mentioned | Predictive analytics | PA team | support decisions, talent management, financial aspects, efficiency, real-time view | not clear | individual | Not clear | Not mentioned | ||||
| Accenture | Health analytics | application, sales | Brochure | Not clear | digital health EHR data | Predictive staffing models, natural language processing | Management | financial aspects, efficiency, workforce planning, support decisions, operational improvement | not clear | organizational | Not clear | Not mentioned | ||||
| Accenture | HR Analytics | application, sales | Descriptive report | integrated talent management / HRIS with analytics reports or dashboards visualisations | HRIS MIS company functional data external sources | Predictive analysis, trend analysis | HR | forecasts, financial issues, employee development | not clear | individual organizational | Embedded system, skill gap | not clear | ||||
| Accenture | HR Analytics | sales | Case Study (business) | standard reports and on-demand analytics | Not clear | Hypothesis testing | HR | operational improvement stakeholder: improvement, PA Team, translate info | not clear | individual | Not clear | not clear | ||||
| Accenture | Talent Analytics | outlook, relevance | Descriptive report | Not clear | Predictive analytics | HR | support decisions (hiring) | not clear | individual | Not clear | not clear | |||||
| Accenture | not clear | Best practices | Survey | Not clear | private data warables | Realtime artificial intelligence, analytics, human judgment, aggregate & anonymize data | Not clear | support decisions, efficiency, employee development, personalization | not clear | individual | Privacy, ethics, change management, security, fairness | not clear | ||||
| Accenture | Workforce Analytics | introduction | Descriptive report & advertisement | BI tools analytics | Not mentioned | Real time | Not clear | support decisions, workforce planning, efficiency, employee development, agility, align strategy, talent management stakeholder: improvement, employees needs | not mentioned | individual | Not clear | Not mentioned | ||||
| Accenture | Workforce Analytics, Talent Analytics | Advertisement | Descriptive report | supports analytics | HRIS survey SaaS HRIS | Analytics; science-based analysis using objective data; confirmatory hypothesis testing; explorative identification of patterns; psychometric assessments and games | Not clear | forecasts, support decisions, efficiency, employee development, financial aspects, development, align strategy | objectiveness with high amount of data | individual group | Skill gap, data quality, change management | Not mentioned | ||||
| Accenture | Workforce Analytics | referring to "measure&treasured" data, application | Descriptive report | IT as key enabler | not clear IoT (wearables) | Real-time artificial intelligence, scenario planning | CHRO HR | efficiency, agility, employee development, talent management, personalization | not clear | not clear individual | Skill gap, change management | Not mentioned | ||||
| Accenture | Workforce Analytics | outlook | Descriptive report | IT as key enabler | Not clear (IoT (wearables)) | AI, predictive intelligence | Not clear | employee development, agility, forecasts, workforce planning | not clear | not clear individual | Not clear | Not mentioned | ||||
| Accenture | Workforce Analytics | introduction, practical example | Sales | visualization KPI benchmarks | Big data mulitple sources | Not mentioned | Management | align strategy, efficiency, talent mangement, empolyee development, stakeholder: improvement, | not clear | not clear individual | Not clear | Not mentioned | ||||
| PWC | People Analytics, Talent Analytics | introduction, best practices | Descriptive report | visualization mobile UI | surveys HRIS internal company data | Data analysis, predictive models, data integration | Management C-level executives central business function | align strategy, support decisions, innovation, improvement, financial aspects, employee development | not clear | individual organizational | Embedded system, change management, transparency, privacy | not clear | ||||
| PWC | People Analytics, HR Benchmarks | Sales | Descriptive website | benchmarking online platform | HRIS benchmark survey interview | HR metrics, benchmarking database, online platform; surveys, interviews; predictive analysis | Central pa team COE | efficiency, financial aspects, talent management, workforce planning, improvement , custom benchmarking | not clear | group organizational level | Not clear | not clear | ||||
| PWC | People Analytics | current state, challenges | Descriptive report | Not clear | Company tenure management rations | Analytics and trend analysis real-time | Central pa team COE | support decisions, financial aspects, employee development, align strategy | not mentioned | individual group | Focus on problem and related data selection, data quality, skill gap | not clear | ||||
| PWC | People Analytics | sales | Descriptive website | range of online cloud-based mobile print and real-time means visualization HR SaaS | surveys interviews gamification real-time digital technologies | Statistical analyses | Not clear | workforce planning, efficiency, talent management, employee development, agility, support decision | not clear | not clear | Not clear | Industrial and organizational psychology | ||||
| PWC | HR Analytics | Outlook | Descriptive report | Not clear | Survey | Predictive models, advanced analytics | Not clear | support decisions stakeholder: C-level (Executives), HR , PA Team | implied value of metrics | individual | Change management, data governance, embedded system, KPI for success | SNA, Gamification, Wearable technologies | ||||
| PWC | HR Analytics | development | Descriptive report | Cloud | Not clear | Predictive analytics, metrics | Not clear | employee development, stakeholder: HR, | implied value of metrics | organizational | KPI for success | not clear | ||||
| PWC | HR Analytics | current state, survey | Descriptive report & survey | visualization | Monitoring (internal and external data) | Big data, advanced analytical tools, trend analysis | Not clear | efficiency, proactive recruitment, workforce planning, agility, talent management, compliance | not clear | individual | Embedded system | not clear | ||||
| PWC | HR Analytics | challenges | Descriptive report | not mentioned | wearables | Not mentioned | Not clear | adoption, employee development, proactive recruitment, talent management | not clear | individual | Ethics: transparency, privacy | not clear | ||||
| PWC | Workplace Analytics, Human Capital Analytics | application, outlook | Descriptive report | visualization | wearables CACS logs external market data non-integrated data sources | Visualization, descriptive and predictive analytics, surveillance techniques, NLP, projections & scenario analysis | HR | forecasts, talent management, support decisions, employee development, workforce planning, benchmarking | not clear | group | Embedded system, KPI for success, transparency, skill gap | not clear | ||||
| PWC | People Analytics, Workplace Analytics | development | Descriptive report & survey | Not clear | Not clear | Visualization, predictive analytics, surveys, SNA, skill mapping, journey-maps | HR technology as driver | support decisions, personalization, social equity, talent management, workforce planning, employee development | not clear | individual | Fairness, skill gap, transparency | Not mentioned | ||||
| PWC | Workforce Analytics | current state, outlook, survey | Descriptive report & survey, expert panel discussion | Not clear | people data | Statistical analysis, evidence-based analysis, predictive analytics, lamp framework | CHRO driver: no comprehensive info for CEO HR_translateinfo | support decisions, align strategy, efficiency, financial aspects, employee development, talent management, workforce planning | not clear | individual group | Skill gap, change management, ethics, legal, privacy, data quality | LAMP framework | ||||
| KPMG | HR Analytics | introduction | Descriptive report & website article | Not clear | highly semi- and no structured data | KPIS | HR | forecasts, support decisions, talent management, workforce planning, employee development | not mentioned | individual group organizational | Employer branding, data quality, skill gap, organizational change , change management | not clear | ||||
| KPMG | HR Analytics | current state, relevance | Research report | IT as enabler statistics visualization | one-dimensional data survey interview | Predictive analytics, complex (statistical) analysis, HR scorecard | HR | forecasts, align strategy, operational improvement, efficiency, support decisions, employee developemtn | not clear | organizational | Data quality, skill gap, strategic approach | not clear | ||||
| KPMG | Workforce Analytics, Human capital measurement, Big data, Talent analytics, Strategic workforce analytics ,HR analytics | current state, challenges, outlook | Descriptive report & interview | Workday SAP Oracle tools | survey interview company functional data company data on efficiency HRIS ERP | Predictive analytics, complex statistical analysis, tailored approaches, regressions, benchmarks, NHST, connections, correlations and causality between HR metrics and other business measures | HR | efficiency, employee development, talent management, support decisions, align strategy, workforce planning | not mentioned | individual | Data quality, skill gap, access, align strategy | not clear | ||||
| KPMG | Workforce Analytics, data-driven HR | survey, overview | Survey | Not clear | multiple sources internal and external data | Predictive insights, sentiment analysis, benchmarks | HR | workforce plannning, employee development, support decisions, employee development | not mentioned | not clear | Not clear | not clear | ||||
| KPMG | Workforce Analytics | development | Descriptive report & survey | Not clear | Survey | Not mentioned | Not clear | forecast, workforce planning, talent management, support decisions stakeholder: not mentioned | implied value of metrics | organizational | Not mentioned | not clear | ||||
| McKinsey | People Analytics | application | Case Study (restaurant) | tracking sensors | Internal sources psychometric assessments measures of management quality monitor behavioural activites (via sensors) personality traits OHI index | Statistical analyses, logistic regression, unsupervised learning model, clustering | Management | support decisions, efficiency, talent management, employee development, agility | not clear | individual | Not clear | not clear | ||||
| McKinsey | HR Analytics | introduction, application | Advertisement | advanced analytics | interviews | Workshops & interviews, predictive behavioral analytics, machine learning, clustering, NHST | HR leaders | support decisions, financial aspects, employee development, workforce planning, talent management, compliance | not clear | individual organizational | Not clear | not clear | ||||
| McKinsey | People Analytics | practical example | Descriptive report | Not clear | company functional data benchmarking | Machine learning, correlations | HR management | support decisions, employee development, change management, recruitment, efficiency | not mentioned | individual | Not clear | not clear | ||||
| McKinsey | People Analytics | Current state, application | Interview | IT as enabler | private data company functional data anonymized data sociometric badge survey interview | Not mentioned | HR management | support decisions, talent management, workforce planning | industrial-organizational psychology, management, HR, and other scientific disciplines | individual group | Data privacy, change management, ethics, skill gap | metioning "Moneyball" | ||||
| McKinsey | People Analytics | introduction, implementation | Descriptive report | SAP SuccessFactors Workday Oracle HCM Evolve | private data interviews surveys internal external qualitative quantitative | Not mentioned | Not clear | efficiency, employee development, focus | psychological research | individual | Skill gap, change management | Moneyball | ||||
| McKinsey | HR Analytics | introduction, overview | Descriptive report | robotic process automation cognitive agents | private data company functional data company data on efficiency | In-depth analysis, correlations, aggregated and long-term data analytics, natural language processing | Senior HR level | talent management, support decisions, efficiency, employee development, employee satisfaction | not clear | individual | Embedded systems | not clear | ||||
| McKinsey | HR Analytics | report | Descriptive report | platform HRIS HR analytics SW tools like HireIQ | sociometric badges private data company functional data company data on efficiency | Digital games, machine learning, Realtime SNA, aggregated & anonymized data" | Not clear | talent management, efficiency, operational improvement, support decisions, employee satisfaction, employee development | not clear | individual group organizational | Strategic approach, focus on problem and related data selection, fairness, privacy, ethics | not clear | ||||
| EY | People Analytics | development | Descriptive report & survey | increasing use of SW | Not clear | Descriptive and diagnostic analytics. To conduct the study: literature studies, discussions among the HR associations and EY | Top management HR leaders | efficiency, talent management, support decisions | not clear | organizational | Skill gap, change management, fairness | not clear | ||||
| BCG | People analytics | current state | Report, survey, interview | Not clear | Not clear | KPI & quantitative analysis | HR | forecast, efficiency, align strategy, workforce planning, support decisions | relevance of HR role in overall company | Organizational | Strategic approach | not mentioned | ||||
| BCG | Workplace analytics | development, current state, application | Descriptive report & interviews | wearables personal devices virtual meetings | sensors | Tracking for location heatmaps, anonymize data | Not clear | efficiency | piloting sensors | Individual | Privacy, security, organizational change | Shift in working patterns with technology (AI) | ||||
| BCG | Data analytics | application | Report | visualizations self-service tools | standardized datasets democratization of data | Not clear | Cross-functional teams | support decisions, real-time | Not clear. Probabaly behavioral economy, psychology and management science | Organizational | skill gap, bridge between business and quants, data integration (mgmt support(?)) | Double game | ||||
| IBM | HR Analytics, Workforce Analytics | Comparison | Descriptive Report & Survey & Interviews | Not clear | Not clear | Not clear | HR leader | employee development, efficiency, strategic approach | grounded in HR, psychology, computer science, data science, consulting and storytelling | not clear | Privacy, legal issues, security, skill gap, stakeholder support | Lack of readiness of European HR professionals | ||||
| IBM | Workforce Analytics | relevance, application | Descriptive Report & Survey & Interviews & Literature Search | integrate data from HR to non-HR systems | market data HRIS internal IS | Quantitative analysis, visualization, NHST, SNA, social analytics, descriptive, predictive & prescriptive analytics, multivariate statistics, correlations, data mining, natural language processing" | HR professionals management | employee development, support decisions, workforce planning, efficiency, workforce planning, legal, compliance, customer expericene, forcasts | not clear | individual group organizational | Security, privacy, strategic alignment, skill gap, compliance, data integration, change management, humans are no machines | not mentioned | ||||
| IBM | HR Analytics, Workforce Analytics | ethics | Descriptive report & survey | data integration sensor and wearables | survey sensor | Statistics, SNA, NLP, anonymization | HR professionals | align strategy, support decisions, employee development, compliance, workforce planning, satisfaction | not clear | Individual | Ethics, privacy, transparency, culture, legal, compliance | not mentioned | ||||
| IBM | HR analytics | application, relevance, sales | Sales, brochure | Not clear | ERP | Visualizations, descriptive reports, metrics & measures | HR professionals line-managers executives | talent management, support decisions, align strategy, agility, employee development, efficiency | not clear | Individual | Actionable insights, strategy alignment | Not clear | ||||
| IBM | Workforce analytics | guideline, application | Descriptive Report | wearables personal devices visualization HR data warehouse statistical software cloud services | sensors private data other IT systems at work | Visualization, benchmarking, predictive modeling, social analytics, reporting, natural language processing and artificial intelligence, statistical analysis | Not clear | support decisions, employee development, efficiency, financial aspects | not clear | Individual group | Data quality, implementation, privacy, legal issues, stategic alignment, data security | Understanding leads to implementation | ||||
| IBM | Workforce analytics | relevance | Descriptive Report & survey | sensors cognitive "AI" systems | sociometers external and internal data | Predictive analytics | HR team | forecasts, support decisions, employee development, talent management | not clear | organizational | Privacy, skill gap, actionable insights | Marketing lense | ||||
| IBM | Workforce analytics | relevance, application | Descriptive Report | Not clear | private data company functional data | Surveys, social pulse, mini-pulse, real time data collection | Business leaders | forecasts | not clear | Individual | Privacy, transparency, FORT, adoption, resistance | not clear | ||||
| IBM | Workforce Analytics | Descriptive | Descriptive Report | Not clear | Not clear | Experimental and statistical analysis | HR professionals | not clear | not clear | individual group | Bias and fairness, privacy, legal | not clear |