SAEHWS - Generate business intelligence pertaining to human capital

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The South African Employee Health and Wellness Survey

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Generate business intelligence pertaining to human capital and organisational development investments

Applies to: Human capital business intelligence

The SAEHWS will enable you to:

Make multi-dimensional comparisons in order to establish and evaluate specific human capital risks prior to decision-making.

Monitor the effectiveness of consultants, service providers, internal initiatives and processes.

Ensure outcomes management following specific intervention strategies, financial investments, and strategic decisions.

In this rapidly changing world, consumers are now demanding quicker, more efficient service from businesses. To stay competitive, companies must meet or exceed the expectations of consumers. Companies will have to rely more heavily on their business intelligence systems to stay ahead of trends and future events. Business intelligence (BI) is a business management term; it refers to applications and technologies that are used to gather, provide access to, and analyze data and information about company operations. Business intelligence systems can help companies have a more comprehensive knowledge of the factors affecting their business, such as metrics on sales, production, internal operations, and in this case human capital risks. Business Intelligence can help companies to make better business decisions by means of the development of customised decision-support-systems.

Because of the prospective nature of the SAEHWS instrument, collecting data pertaining to human capital risks over a period of time and linking the SAEHWS data to objective company data (e.g. turnover data, performance, productivity, etc) allows for the development of a customised human capital decision-support-system that might be used by managers to:

Make multivariate comparisons in order to establish and evaluate specific human capital risks prior to decision-making; e.g.

	turnover risk of scares/crucial skills when evaluating the viability of a new business venture;
	productivity predictions of a workforce in order to forecast medium term profits;
	predict injury risks by comparing past injury profiles to current profiles for proactive intervention; etc

Compile risk factors and trends for risk control purposes,

	Identify vulnerable areas of operations in the organisation (sub-optimum performance) for proactive intervention;
	Monitor the performance of crucial areas of operations;
	Understand the needs of the workforce in order for the business to remain competitive and to grow; etc.

Ensure outcomes management following specific intervention strategies, financial investments, and strategic decisions,

	Evaluate the impact of a human capital development investments in terms of outcomes and return on investment e.g. the effect of a supervisory development programme on relationships at work or the effect of a bullying awareness programme on employee outcomes;
	Monitor the effectiveness of consultants, service providers, internal initiatives and processes; etc