Skip to main content
Article | EX Insights

Advanced analytics

Willis Towers Watson Employee Engagement Software’s latest module

By Stephen Young | April 15, 2019

Integrated survey and HRIS data for critical insights
Talent|Employee Engagement

With the move to agile forms of employee listening, people insight and analytics teams need simple ways of housing data from multiple surveys (census, pulse, entry, exit, etc.) in one place and mining it for critical insights. Not only that, they want to be able to link their survey results with the wealth of data held in their existing HRIS (Workday, Oracle, Success Factors, etc.). Until now, this has not been an easy task. Teams have grappled with spreadsheets, analytics tools and databases – often, to little effect.

That’s why we have built a system that does all the hard work for you, and allows you to spend your time focused on providing the business with insights, rather than scripting research tools or playing with data files.

The system integrates all your survey and HRIS data into one database. The simple interface and data visualizations allow you to quickly find answers to critical talent, HR and business questions, by:

  • Performing correlations
  • Drilling into your hierarchy with interactive tree-maps
  • Creating heat maps of multi-layered cross tabs
  • Tracking cohorts over time and multiple surveys
  • Creating, ranking and sorting tables

If you have ambitions beyond simple descriptive statistics, and want to answer questions such as:

  • What’s driving engagement or turnover?
  • Where in our hierarchy are the hot spots?
  • Which employee segments are driving high/low scores on a particular question?
  • Are there differences in perceived growth opportunities between male and female senior recruits across the organization?
  • Do employees with high performance ratings have higher levels of engagement?
  • What is the impact of our onboarding program?
  • What’s behind the turnover of our senior executives?
  • Which teams have the highest levels of leadership effectiveness?

Then this could be a tool for you. Here’s a quick summary:

Change Over Time –Track defined cohort groups over time and across multiple surveys. Define unique groups based on survey demographic and HRIS variables.

Drilldown – Explore your results for any question by drilling down into all levels of your hierarchy using tree-maps. Ideal for digging into the groups driving low scoring items.

Correlation – Understand the relationship between questions and categories with a survey or across two different surveys. Helps you prioritize where to focus in order to have maximum impact on your outcome of interest.

Turnover Predictions – Uncover the most important drivers of actual employee turnover for your entire population or a specific group.

Crosstabs – Create heat maps of employee opinions allowing you to quickly identify hotspots. Perfect for understanding differences in opinion based on combinations of multiple demographic variables from your survey and HRIS data (e.g., hierarchy, location, gender, level, age, performance rating, etc.)

Ranking – When you simply need a table of data, ranked and sorted, with multiple variables of your choice. Perfect for identifying top and bottom scoring teams or managers.

If you’re interested to learn more, drop us a line.


Managing Director
Employee Experience

Dr. Stephen Young is a thought leader on the transformative power of employee listening. He believes a high-performing employee experience, at work and in life, is the key to winning the war on talent and delivering sustained financial results. He has a Ph.D. in business psychology, and more than 20 years of experience advising the world's leading organisations on making employee voices louder, clearer, and more actionable than ever before. In his spare time, you’ll find Steve with his kids, cycling, and supporting Arsenal Football Club. Follow him on LinkedIn.


Related content tags, list of links Article EX Insights Talent Employee Engagement
Contact Us