How can it support our HR Strategy?
HR Clarity provides you with objective data, that has no biases which is essential for strategy formulation. Inexperienced managers and team leaders are prone to have biases. HR Clarity helps identify them so that the organisation can better support them and “upgrade” the quality of talent management.
How can it improve our HR function?
It is important to have policies and procedures. However, sometimes these can be seen as too paternalistic. HR Clarity provides objective data which promotes a healthier, more mature work environment, with the employer primarily acting as an enabler/coach empowering people to take responsibility for their actions and development.
Will it help with D&I?
Yes, it will. HR Clarity allows you easily to identify patterns across different departments and locations, and over time to benchmark and spot aberrant patterns. Eg it will allow you quickly to spot a department that is going against the trend of the rest of the organisation in reducing the gender pay gap. Evidence-based objective data shared with department heads will help them better understand the issue and motivate them to develop and implement a plan to remedy the situation.
Will it help with figuring out our Working from Home Policy/ Flexible working?
Yes, it will. HR Clarity creates employee segments based on past behaviours. This, together with survey data, will allow you to evaluate which employee segments/groups would value greater flexible working and which components of flexible working, without adversely impacting absence, productivity, and retention.
How do you figure out the different people groups?
We use AI and ML to figure out what is the best way to segment your employee base. It evaluates which of, hierarchical clustering, principal component analysis and k-means clustering, is the best segmentation algorithm for you. It will help you identify who are the “Rising Stars” and “Pretenders”, some of whom may be unrecognised due to the inexperience of their line manager.
How do you predict behaviours?
We use AI to figure out the best predictive model, selecting which of multiple regression, logistic regression and hierarchical tree analysis generates the most accurate predictions.
Is it like Workday/PeopleSoft?
Workday, PeopleSoft, SAP and other HRIS systems do an excellent job of pulling together all of the HR data imto a single place. They then display current and historic data in various graphical forms (pie chart, table, column charts, lines etc.) in user definable dashboards. Those systems do not predict what is likely to happen next, nor do they allow you to create what if scenarios, such as what if I were to reduce employer pension contribution what would happen to retention and absence. HRClarity.Ai provides predictive analytics that allow you to create various "What if?" scenarios to help inform whether or not to make a particular people decision. This is how it optimises people decision making.
Does it work?
We can show you the typical outputs based on real data. It can reduce sickness absence costs by 5-10%, benefit spend by 20-30%, and reduce recruitment and training costs, equivalent to 5-20% of annual payroll cost value.
If we went ahead, how much time from us would it take?
It typically takes just 5-8 hours of work from someone in HR/IT to send us your existing reports. We will do all the rest. We use reports that you already generate, clean them up and cleverly transform them into a powerful predictive model.
Is it GDPR compliant?
Yes, it is. GDPR has three components: the treatment of personal data, data sharing with a 3rd party for the purposes of marketing, and data storage. HR Clarity does not collect or use any personal data, all the data is anonymised. The data is not used by a 3rd party, it is data that is used by the Company, which has been lawfully collected by the Company as per the employment contract between the Company and the employee. Finally, all the data is stored either locally in the UK or in the cloud on servers that are in the UK.
How much is it?
There are two components, a set-up fee based on the size of the business and complexity, and an annual licence fee based on the number of employees. The licence fee is £1 per month per employee for an Enterprise and £3 per month per employee for an SME. If you take on a 3- year contract, you can amortise the set-up fee over 3 years and pay a reduced licence fee.