| The Organisational Human Factor Benchmark is the first of its kind to provide real-time analytical business intelligence software packed with powerful statistical analyses to serve as a decision support system for the “soft-issues” in companies, supporting the following principles: |
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Evidence-based practices |
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Risk management principles |
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Outcomes management |
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Impact analyses |
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| The analytics suite is an easy to use, interactive tool that helps you analyse your organisation (in terms of the dimensions of the Organisational Human Factor Benchmark) for group reporting to provide you with (see typical deliverables below): |
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Employee outcomes and drivers of employee outcomes scored against the South African norm. |
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Risk Incidence (stress levels etc.) and Key performance Indicators (engagement levels etc.) |
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Group differences |
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Drivers of employee outcomes in the organisation. |
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Internal benchmarking. For example: Comparing departments against the company benchmark. |
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Generic intervention guidelines. |
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Multiple interfaces |
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| Interactive analysis tools, with slicing and dicing. |
A concise executive summary |
Download report in a Microsoft Word 2007 format. |
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| Typical Deliverables |
| The analytics suite in the Organisational Human Factor Benchmark helps you answer an endless list of questions. Some examples are: |
| How does our employee outcomes and HR-processes compare to other companies in South Africa? |
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| What is the turnover risk (stress, engagement etc.) in my organisation? |
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| Does the turnover risk differ between departments? And if so, what is the difference? |
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| What are the main drivers of turnover (or stress, engagement etc.) in the organisation? |
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| Similar questions can be answered for stress, engagement and corporate citizenship behaviour. |
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What do I do about career paths in the organisation? |
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What is the impact of employee outcomes on our Absenteeism and Productivity? |
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Which department has the lowest Engagement levels? |
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Which department has the most supportive organisational climate |
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Which intervention will have the highest return on investment |
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What is the impact of poor colleague relationships on employee outcomes? |
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| In the case of re-measurement after an intervention (or just after time e.g. a year): |
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Where there any practically significant changes in any of the employee outcomes or drivers? |
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In which departments were the major changes? |
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Are the drivers now different to the drivers in the first measurement? |
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| For more information please do not hesitate to contact us. |
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