SHR091-3 - HR Analytics and Data: Well Fargo Manpower Planning Report

This case study report analyzes Well Fargo's manpower planning challenges during the pandemic using HR analytics. It develops descriptive analytics to address manpower planning issues and predictive analytics to tackle employee retention. The report recommends strategies for improving employee engagement and retention, including fostering a supportive work culture, rewarding employee performance, providing positive feedback, and conducting employee activities. The analysis leverages predictive and descriptive analytics to inform future decisions and highlights the importance of a positive work environment for employee retention and engagement.

HR ANALYTICS AND DATA

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Creating the descriptive analytics for the manpower planning issues.........................................3
Predictive analytics for the issue of employee retention:............................................................4
Strategies and recommendation for greater employee engagement and retention......................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
HR analytics is the data driven process which is used to improve the decision-making
process which directly impacts the HR functions. It is depended on the data which is collected by
the HR management team from the HR metrics such as timing of recruitment (McCarthy, and
et.al 2019). Well Fargo is the financial service provider company which is discovered in the year
1852, company operated in 36 countries. It offers many services which involves the banking,
mortgage etc. This report will describe the case scenario as how the company will come with the
descriptive analytics to deal with pandemic issues and the problems related to manpower
planning.
MAIN BODY
Creating the descriptive analytics for the manpower planning issues
Descriptive analytics is defined as a statistical approach which is used by the organization
to search and sum up the existing or historical data in order to obtain the patterns. For the Well
Fargo company they have been using the predictive analytics to hire the candidate for their
company this tool will give them the better information regarding the candidate so that they can
hire or provide a proper training to the applicant. Due to the Covid 19 pandemic company is
facing problem in their employee turnover, or employee retention. Descriptive analytics often
involves the tables, this analytics will look into the information and examine the past event to
obtain the approaches for future use (Bird and et.al 2021). With this HR department of the Well
Fargo company will completely familiar to their candidate as it helps them to understand the past
performance of the applicant so that they effectively analyse the data to hire the candidate.
Descriptive analytics will help the company to improve the employees' engagement with
the company, also enables the employee to remain connected with the company for more years.
With this company will be able to track the performance of their employee also able to monitor
the everyday operations. It will enable the company to know what is really happening with their
work force and help them to optimize the employee's performance by taking fact based decision
with the help of descriptive analytics. With this they will resolve the issues which is faced by the
employee so that they will retain to the company and effectively carried out their work to achieve
the desired goals of the organization. From this HR team will allow looking into the performance
of the employee so that they can set the data to hire the candidate which possess the skills to

carry out their operation successfully. This tool will enable them to make the list about what they
are looking in the new applicant regarding skills and knowledge. Thus due to pandemics
company can analyse the existing employee's data to search for new applicants (Ngo, Hwang,
and Zhang, 2020).
Predictive analytics for the issue of employee retention:
Predictive analytics concern with the statistics which define as obtaining information
from the collected data, through which the prediction can be made which involves the behaviour
patterns. It accesses the historical data to make the prediction and this information will be use for
the future. As for the Well Fargo company they have been using the predictive analytics to hire
their candidates who sets in their work place environment. The major problem is due to covid
company is facing problem in the customer retention and employee engagement. Development
of the predictive analytics enables the company to deeply indulge into their company's work
environment so that they will analyse the data to identify the patterns so that they will make
changes for the betterment. By implementing predictive analytics company will able to access
the evidence from the descriptive analytics so that they will be able to make any decision. This
will enable the company to know the behaviour of their employee so that they can make effective
measures to resolve the issues of the employee. By resolving the employee issues they will be
able to provide better environment to the employee so that they will win the employee's trust or it
makes the employees to work for the company for long time.
Predictive analytics will help the company to find the hidden connection in relation to the
main aspects to bestow employee turnover. The key predictor will ensure the variables as pay,
promotion, total time spent in the work, relationship with other colleagues or manager. Through
which the company is able to look into these external data so that they will be able to know the
behaviour of the employee. It will allow them to solve the problem of the employee related to the
work place, leadership, salary related issue so that they will remain loyal to the company and
work for many years. Through which they will also able to improve the work culture so that it
involve the effective engagement of the employee so that they will be able to develop good
results for the company (Ghoshal and et.al 2018).

Strategies and recommendation for greater employee engagement and retention
As for the Well Fargo company they are facing problem in the employee engagement and
employee retention they can proceed to improve the work environment of their company so that
their employee will feel motivated and enthusiastic towards their work.
Strategies and recommendations are as follows:
To implement supportive and healthy work culture:
Company can proceed to provide better work place culture for that purpose it is the main
responsibility of the leader. Leader of the company must possess the leadership skills so that they
encourage employee to interact with each other or to work corporately to achieve the target. This
will allow the employee to share their opinion as well as in the decision-making process which
implies employees as they are the important factor of the company. It will enable the employee
to work for the company for long time.
Give reward for the employee work:
It is the major aspect which ensures the employee retention, as for the company it is important to
track the performance of the employee so that it will allow them to appreciate the employee
performance. By giving special reward can boost the morale of the employee so that they will
complete the work with more efforts to achieve the desire goal of the company.
To provide the positive feedback:
This is the main concern as for the company' leader they need to provide the feedback with good
gesture so that employee can understand properly rather than imposing criticism on employee it
will enable the employee to leave the company. Therefore, company can proceed to provide the
positive feedback along with encouragement so that they feel important or carry out their work
efficiently (Mosavi and Santos, 2020).
Conduct the activities for the employee's
Well Fargo company can proceed to organize the various activities which can give the relaxation
to the employee. Leader need to allow every employee to take active participation so that they
feel equally treated also it will enhance their communication skill which is important for the
development.
CONCLUSION

From the above report it is concluded that the employee retention or employee
engagement is only improved when there is good work place environment. This report involves
how company can implement the predictive and descriptive analytics to obtains the information
to make future decisions. It illustrates how company is facing the problem in employee retention
due to pandemic. It lastly included the strategies and recommendation which could implement to
improve the employee retention with the organisation.

REFERENCES
Books and Journals
Bird, K.A. and et.al 2021. Bringing Transparency to Predictive Analytics: A Systematic
Comparison of Predictive Modeling Methods in Higher Education. AERA Open. 7.
p.23328584211037630.
Ghoshal, T. and et.al 2018. Business analytics capabilities and use: a value chain perspective.
In Analytics and Data Science (pp. 41-54). Springer, Cham.
McCarthy, R.V. and et.al 2019. Applying Predictive Analytics (pp. 89-121). Cham: Springer
International Publishing.
Mosavi, N.S. and Santos, M.F., 2020. How prescriptive analytics influences decision making in
precision medicine. Procedia Computer Science. 177. pp.528-533.
Ngo, J., Hwang, B.G. and Zhang, C., 2020. Factor-based big data and predictive analytics
capability assessment tool for the construction industry. Automation in Construction. 110.
p.103042.