SHR091-3: Well Fargo Case Study on HR Analytics and Data Strategies

This case study analyzes Well Fargo's approach to HR analytics, focusing on manpower planning issues during the pandemic and strategies for employee retention and engagement. The report uses descriptive analytics to assess current challenges, highlighting the company's need for digital technology adoption and improved HRM strategies. Predictive analytics are explored to address employee turnover and enhance talent engagement, emphasizing the importance of accurate recruitment and cultural diversity. Recommendations include implementing brainstorming sessions, advanced training programs, and utilizing HRM technologies to foster employee motivation and improve retention rates. The study concludes that HR analytics, coupled with proactive strategies, can significantly enhance workforce performance and drive positive growth within the organization, especially during challenging times like the COVID-19 pandemic. Desklib provides access to this and many other solved assignments.

Case study which focuses on
introduction to HR analytics
and data

Table of Contents
INTRODUCTION...........................................................................................................................3
Descriptive analytics for manpower planning issues around pandemic......................................4
Predictive analytics about issue of retention and employee engagement....................................5
Strategies and make recommendations for high employee engagement and retention...............6
CONCLUSION................................................................................................................................7
REFRENCES...................................................................................................................................8

INTRODUCTION
HR analytics in recent time plays strong role for improvising digital touch among
working operations, where case study on Well-Frago will be discussed towards improvising new
keen improvement goals. The report will analyse descriptive analytics, for manpower planning
issues around pandemic and new aspects correlated towards predictive analytics and how new
strategies can be taken place.
Descriptive analytics for manpower planning issues around pandemic
The descriptive analytics is most common type of analytics used in company, for
extended functional performance in keeping record of all workforce in business organization
effectively. It is used to produce reports, KPIS and business metrics, for enabling business to
track performance in recent trends diversely for extended functional growth diversely. Well
Fargo, being one of the fastest diversified financial services company aims to further enhance
working creativity for scaling new pathways among employees in business environment. By
using descriptive analytics, there will be accurate picture analysis done on business picture,
where it is at present differing from comparable periods towards untapped new goals (Simion
and et.al,, 2021). The company has been lacking new parameters related with manpower
planning issues, around pandemic as new safety standards and situations have to be evolved for
strengthened vision competencies actively. The evolution of new manpower planning issues
around pandemic, plays pivotal role for gaining new vision oriented goals worked on practically

for attending new improvements. While using descriptive analytics, it has been found that
manpower planning issue around pandemic involves company to take up new strategies for
strengthening pace.
Well Frago, in recent time has been aiming to evolve new advanced HRM strategies to
hire the best talented teams and workforce who are creatively competitive. Also, as per new
regulatory requirements, there is scope for company to extend new capital investments for online
digital training functionally. This also evolves focus on extended business targets, where taking
up informative steps in management strategies for extended training through digital platforms
extensively. There is prior need in business, to adapt innovative technologies, use optimum HRM
career enhanced strategies for which predictive analytics can be used. The Well Fargo company
also aims to extensively invest on optimizing new technical working goodwill, for connecting
towards effective strategies and also developing strong base in HR management. By using
predictive analytics, this can be also understood that company has been technically lacking
working innovation at present for which company optimum goals have to be organized up.
Analysing data through biometric data, company needs to generate new technologies for gaining
accurate analysis in terms of performance based working goals for stringent performance (Lei,
Khamkhoutlavong and Le, 2021).
Predictive analytics about issue of retention and employee engagement
The predictive analytics can be understood to be one of the most innovative aspect, where
it enables to identify issue of retention and employee engagement actively within business
grounds. It can be analysed that predictive analytics, further provides new forward technology
for statistical efficacy for connective targets on extended goals towards employee development.
The further usage of predictive analytics, heads on specific aspect correlated towards identifying
employee turnover where Well Fargo has been further utilising new business goals extensively
for extended targets. Company need to take up advanced technology steps for connecting
towards new operations or creating talent engagement, enhancing working vision variedly and
for strengthening workforce. There is higher scope for evolving towards intricate vision,
extending larger working progression on talent enrichment which further shapes up efficacy
diversely. Business extensively is facing issues with employee engagement, and high employee
turnover on which multiple reasons are there evolving among recent time which needs to be

further shaped up in proper format. The usage of predictive analytics, further has been
operatively understood to be crucial aspect for strengthening new pathways diversely and
delivering new goals for connecting workforce (Mari and et.al, 2021).
By using advanced new HR strategies for shaping future leadership positions, on
boarding procedures of company can be further enhanced to strengthen up work proceedings
actively. This can be also understood that recruitments of company has been not accurate at
present, which has to be further improvised for determining new scale work performance
variedly within longer run. Well Fargo aims to further enhance optimistic working by investing
towards new keen performance goals, technically strengthen up long term goals and improvise
their performance extensively. Also, enhancing new strategies for determining vision
structurally, will generate new keen domains informatively in terms of company extensive
working goals for making workforce dynamically advanced (Prikshat, Malik and Budhwar,
2021). The predictive analysis in HR further uses analysis from historical data coupled with
dynamic new teams for making cultural diversity strong available. Also usage of predictive
analytics, further will create operative advancement aspect for strengthened working reach
among new recent trends significantly.
Strategies and make recommendations for high employee engagement and retention
There are various strategies and recommendations which can be implemented at Well
Frago to meet employee engagement and retention needs at business grounds for going on
extended growth significantly (Vrontis and et.al,, 2021). Well-Frago will be able to enhance new
scale working flexibility, for improving employee engagement and retention by bringing new
platforms. By building brainstorming sessions, and generating specific new advanced training
sessions company will be able to motivate team employees within departments for extended
performance growth.
This further also heads on stringent focus towards ideologies to motivate new ideas
creatively among company workforce and advance up methods for strengthened work
performance. Employees should be given platforms to showcase new ideas, generate functional
growth towards determinant to motivate new ideas dynamically. Also, using advanced HRM
technologies and software systems, will harness employee engagement proactively and make
retention strongly advanced up for extended goodwill of company. This can be also understood

as competently essential aspect for connecting towards new standards for motivating employee,
generate effective balanced growth (Gambi and et.al, 2021). This further demands new pace, and
vision for selective specific goals for strengthening engagement actively and advance up creative
learning sessions dynamically. Well Frago managers in HR departments and within top
management further has scope to expand new competent targets, for advanced trainings on new
technologies for creating strong engagement. Also, by further expanding new paradigms to
enhance pathways effectively employees strengths can be further retained informatively, which
evocatively brings positive motivation. Using advanced HR motivation strategies, and providing
financial as well as non financial motivation will enhance working output diversely within longer
productive growth.
Well-Frago by extending new business platforms and advanced HRM strategies, will be
able to enhance positive outlook among workforce, enhance motivation parameters within
working scenarios for extended growth horizons. Prioritizing employee feedback, mentoring
them with best working frameworks and vision for connecting towards optimum long term goals
significantly. Well-Frago will be able to further crucially enhance new scale work growth
efficacy for connecting towards untapped targets. Using new digital analytics, company will be
able to develop key monitoring goals for effective strong workforce, within time of pandemic.
Well – Frago by bringing on new digital platforms within covid pandemic phase will be able to
improvise employees workforce performance informatively. Predictive analytics engagement
will significantly increase positive growth among employees, generate keen engagement within
new skills and further deliver optimum outputs (Al-Harazneh and Sila, 2021).
CONCLUSION
From the above analysed aspects in report, it can be concluded that HR analytics and data
engagement effectively monitors new working scenarios among company businesses within
recent time period. It can be also analysed that within analysed case study, it can be concluded
that descriptive analytics have evolved focus on fact that recently company lacks digital
technology usage significantly. Report also concluded analysis that predictive analytics, will
enhance new business goals for optimistic growth scenarios variedly on strengthened new
performance improvement. The study also concluded usage of new brainstorming sessions,
advanced training will generate new motivation grounds for connecting towards effective
growth.

REFRENCES
Books and Journals
Al-Harazneh, Y. M. and Sila, I., 2021. The Impact of E-HRM Usage on HRM Effectiveness:
Highlighting the Roles of Top Management Support, HR Professionals, and Line
Managers. Journal of Global Information Management (JGIM). 29(2). pp.118-147.
Gambi, L. D. N andet.al, 2021. The effects of HRM approach on quality management techniques
and performance. Total Quality Management & Business Excellence, pp.1-29.
Lei, H., Khamkhoutlavong, M. and Le, P. B., 2021. Fostering exploitative and exploratory
innovation through HRM practices and knowledge management capability: the
moderating effect of knowledge-centered culture. Journal of Knowledge
Management.
Mari, A and et.al, 2021. Diagnosis and Management of Achalasia: Updates of the Last Two
Years. Journal of Clinical Medicine. 10(16). p.3607.
Prikshat, V., Malik, A. and Budhwar, P., 2021. AI-augmented HRM: Antecedents, assimilation
and multilevel consequences. Human Resource Management Review, p.100860.
Simion, P. C and et.al,, 2021. Human Resource Management in Modern Society. In Advances in
Science and Technology (Vol. 110, pp. 25-30). Trans Tech Publications Ltd.
Vrontis, D and et.al,, 2021. Artificial intelligence, robotics, advanced technologies and human
resource management: a systematic review. The International Journal of Human
Resource Management, pp.1-30.