Zinnov is constantly looking for opportunities to incorporate new methodologies and frameworks to enable optimal decision making. Some of the recent innovations include the development of skills analysis model, determination of high performance drivers in a multi function organization and identification of attrition drivers in a sales organization. In each of this instance, we have used innovative modeling/statistical technique for better decision making.
Skills Model: Tracking the hard skills of the employees is a tough job for any HR organization. Organizations today while making headway in globalizing their functions are often put at a disadvantage with their talent strategy. There is neither a comprehensive skill estimating system (to track the required hard skills) nor a skill tracking system (to identify the skill and competency level of the installed talent). This cripples a well-informed talent procurement strategy, and an effective training program with no inventory of available hard skills, required hard skills, and existing gaps thereby affecting innovation and the product and global center strategy of organizations. The model features as a reliable system that regularly estimates hard skills, domain skills and competencies of employees across centers of an organization giving a fair view of the skills distribution both in terms of employee and from the product requirement perspective. The model is driven by data collected from surveys designed specifically for various levels of organizational hierarchy and is equipped with data from a thorough analysis of hard skills, domain skills and competencies.
Attrition Drivers Model: Zinnov analyzed the various data sources such as employee roster, payroll data, stock data, healthcare participation data, 401K data and developed a logistic regression model to predict turn over behaviors. Zinnov was able to assemble complex set of data sources and predict the negative (which increase attrition) drivers and positive (which decrease attrition) drivers.
