TALENT ANALYSIS

TalentFORCE Analysis

A large insurance company engaged LeadFirst in decision analysis with respect to expanding its headquarters operation vs. its regional offices. LeadFirst conducted an econometric study to assess whether an expanded operation would be more productive at the headquarters location or at the regional sites. Our research indicated that the headquarters location had a relatively high productivity level and therefore decentralization of operations would not lead to cost savings.

The quality of human resources decision-making – or any decision-making – is only as good as the quality of the information upon which the decisions are based. Information is more than data, it is the understanding of the data that is gained by insightful analysis. LeadFirst analyzes organizational productivity in a distinctively quantitative way. Armed with a proper analysis of efficiency management can more effectively address issues such as:
analysis of business
  • Are resources being used as effectively as possible?
  • Are efficiencies of scale being fully exploited?
  • Is the span of control properly defined?
  • What factors are associated with outstanding performance?
  • Which branches are superior performers, and which provide the greatest return?
Approach

LeadFirst uses a variety of statistical and mathematical techniques to evaluate productivity. The quantitative analyses are used to establish and test causal relationships between labor productivity and “productivity drivers,” such as quality of staff, staff turnovers, and the mix of different types of labor. Different methods which are particularly suited to specific situations and issues are applied, including:

  • LeadFirst Performance Evaluator™ measures the efficiency of units in a branch network, relative to other branches. This methodology produces a single, easily interpreted efficiency source from the multiple resources, outputs, and operating factors that uniquely characterize each branch.
  • Econometric techniques evaluate the productivity of operating units. These models produce parameter estimates that characterize the process by which resources are converted to outputs. It is then possible to compare the effectiveness of alternative resource allocation schemes.
  • Staffing analysis methods use multivariate regression techniques to estimate the appropriate relationship between labor inputs and outputs. The data is developed through on-site “desk audits” and management surveys.

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