Employee Retention Analytics

Client: Deloitte Consulting, LLP

Deloitte Consulting, LLP is one of the worlds largest professional services firm, providing consulting services across strategy, human capital, organizational transformation, and human resource transformation domains. As a part of Deloittes growth strategy, the retention of top talent is critical. Sponsored by executive leadership, our team of talent and advanced analytic experts developed a tool that provides strategic foresight using predictive analytics that not only identifies individuals who are at the highest risk for voluntary attrition, but the underlying factors contributing to increased attrition, allowing the enterprise to proactively mitigate future attrition risk.
Industry Solution Date Private Sector Professional Services Workforce Analytics April 2012 Present ~20 Offering Partner Contact EA John Houston Brad Lipic

Number of users

Terms of use

Requires Project P/P/D approval for each use

Background and business issues

By using advanced predictive analytics, Deloitte can be better prepared in their talent strategy plan by moving from low-touch, high-level aggregated historical reporting to high-touch, granular, individualized reporting that creates more accurate financial forecasting, drives more efficient retention campaigns, and better classifies employee risk profiles. These data-driven strategies can improve both attrition pain points and the organizations bottom line. Based upon previous internal studies, every 1% decrease in voluntary attrition is equal to $3M in reduced costs.

Benefits summary
This innovative solution delivers a wide range of functionality including: Consolidated data warehouse which blends internal HR data and external macroeconomic data sources Ability to aggregate projected attrition metrics across multiple dimensions (regional, service line, position, individual, etc.) Identification of individual voluntary attrition drivers Increased forecasting accuracy by teasing out changes in workforce dynamics rather than scaling historical assumptions

Engagement and solution summary

Through data mining and advanced analytics, a predictive model was built that utilized both internal and external data extracted from various HR systems and macroeconomic sources to correlate leading indicators with voluntary attrition. After gaining insights through analytics, the team then translated the data findings into an interactive online tool. This tool allows talent leadership to view the Deloittes workforce across multiple dimensions and identify voluntary attrition trends and population segments at high risk of future voluntary attrition and the corresponding risk drivers at the individual level. By identifying these high risk, top performing employees prior to their resignation, Deloitte is able to build customized targeting campaigns tailored to those who share the same prospective risk drivers in order to mitigate top talent attrition. The internal team also engaged Deloitte Managed Analytics (DMA) practitioners who specialize in optimizing analytic efficiency by moving from historical, one-time data transmittals to automated reporting. Not only does this provide a higher purview to the end users, but it also provides continual data feeds that capture the most recent workforce activity.

Technologies used
SAS (data mining and predictive analytics) Gephi (network mapping) Tableau (data visualization) QlikView (data visualization and reporting)