The Ultimate Guide to SuccessFactors Analytics: Leveraging Data for Strategic HR Decision-Making

• Monitoring workforce trends through foundational metrics.
• Gaining insights across the employee lifecycle – from pre-hire to exit.
• Leveraging predictive analytics to model future scenarios.
• Optimising HR operations through process analytics.
• Building the business case with analytics ROI.
• Developing analytical acumen and accelerating maturity.

• Monitoring Workforce Trends – SuccessFactors provides foundational reporting on workforce composition, turnover, performance, and other metrics to understand the current state. Pre-built dashboards and visualisations make tracking KPIs simple.
• Analytics Across the Employee Lifecycle – Digging deeper, SuccessFactors enables insights into the employee experience from pre-hire to exit. Recruiting, retention, performance and other talent analytics inform strategic priorities
• Predictive Analytics – Leveraging machine learning algorithms, SuccessFactors offers embedded and third-party predictive capabilities to forecast scenarios like attrition risk, performance, hiring needs and more. This enables proactive planning.
• HR Operational Analytics – SuccessFactors provides visibility into HR process efficiency, transactions, compliance and service delivery metrics besides talent insights. This drives continuous improvement of HR operations.
• The ROI of Analytics – Quantifying the business impact of data-driven programs is critical for analytics adoption. SuccessFactors allows tying talent outcomes to financial returns to build executive buy-in.
• Enabling Technologies – Artificial intelligence, machine learning, and other innovations are expanding the possibilities of workforce analytics. SuccessFactors offers leading capabilities to put emerging technologies to work for your organisation.
• Building Analytical Acumen – Developing the skills to interpret and apply data analytics effectively is crucial for success. SuccessFactors’ embedded analytics lower barriers to getting all HR professionals proficient with data.
• Accelerating Maturity – Best practices for change management, stakeholder engagement,ment, and technology adoption enable the launch of high-impact analytics programs. SuccessFactors partners provide expertise to guide the journey.

• Track headcount, turnover, diversity metrics and other KPIs over time.
• Segment data by key workforce dimensions like location, department, manager, and more.
• Benchmark workforce statistics against industry standards.
• Monitor trends through interactive charts, graphs and data visualizations.

• Headcount analytics: Monitor the number of employees by location, department, manager and other filters over time. Spot under/over-staffing issues by function or business unit.
• Turnover metrics: Analyze voluntary and involuntary turnover rates across the organisation. Dig deeper into drivers through exit interview data and performance records.
• Diversity statistics: Track and report on diversity metrics (gender, ethnicity, age, etc.) across different employee segments. Set goals to improve representation.
• Hiring analytics: Understand hiring volume, source of hire, time-to-fill and other recruiting KPIs. Identify bottlenecks causing delays.
• Compensation benchmarking: Compare employee pay to market data. Adjust to remain competitive. Assess fairness through pay equity analysis.
• Performance trends: Track employee performance ratings by department, manager, and job function. Identify needs for training interventions.
• Learning analytics: Monitor course completion rates, satisfaction with L&D programs, and associated performance impact. Improve development initiatives.

Recruiting Analytics

• Identify which sources consistently provide quality hires using recruitment source tracking. Redirect recruiting efforts and spending accordingly.
• Analyse time-to-fill for open positions by location and department. Identify and address bottlenecks.
• Gain visibility into the candidate experience through satisfaction survey data. Improve the hiring process.

Onboarding Analytics

• Track new hire ramp-up time to productivity in the role. Use benchmarks to set expectations.
• Correlate engagement survey scores of new hires with onboarding touchpoints like training completion.
• Gain insights around day 90 retention rates to evaluate long-term fit.

Performance Analytics

• Compare performance rating trends across business units, functions, and manager levels.
• Analyse performance by high-potential talent segments. Ensure growth opportunities.
• Identify patterns in ratings data that indicate bias—correct issues through calibration and training.

Retention & Lifecycle Analytics

• Develop a predictive model for flight risk based on tenure, performance, engagement and other data.
• Identify triggers impacting retention, like promotion rates, compensation trends, and manager quality.
• Conduct stay interviews with valued talent. Feed insights back to managers to improve engagement.

• Projected Attrition – Identify employees most likely to leave based on analysis of past attrition drivers. Proactively retain.
• Performance Forecasting – Predict future performance by role or team based on historical trends—and target development opportunities.
• Career Path Modeling – Map employee skills to projected growth roles. Recommend development plans and promotions.
• Workforce Planning – Model headcount, costs, and talent needs under projected business scenarios. Inform hiring strategy.
• Risk Analysis – Simulate the financial impact of losing key talent. Build a business case for investments to mitigate risk.

• HR Process Efficiency – Dashboards to monitor service metrics like query resolution rates, case closure times and backlogs. Identify areas for improvement..
• Case Management – Real-time tracking of employee case volumes, types and status. Dig into trends to understand pain points.
• Transaction Analytics – Metrics on volume and cycle times for critical transactions like new hire onboarding, promotions, and transfers. Streamline processes
• Audit Tracking – Reports on HR policy and compliance violations. Ensure adherence to standards.
• HR Automation Tracking – Analyze usage and impact metrics for chatbots, workflows, and self-service tools. Identify adoption gaps.
• HR Ticketing Analytics – Reporting on trends from query tickets enables finding quick wins. Frequently asked questions can signal needed communications.
• Org Management Analytics – Insights into the span of control, role distribution and changes can inform organisational design decisions.

The business impact of operational analytics includes:

• Improved Efficiency – Optimizing processes through cycle time reductions, backlog management and automation.
• Enhanced Compliance – Auditing transactions and policy adherence reduce organisational risk.
• Cost Savings – Automating high-volume activities drives significant overhead reduction. AI chatbots alone can yield 20-30% in savings.
• Better Employee Experience – Lower case resolution times and HR process friction improve satisfaction.

• AI Algorithms – SuccessFactors analytics leverages AI and ML algorithms to detect patterns and generate insights. This provides the foundation for predictive modelling.
• Conversational Interfaces – NLP powers conversational interactions, enabling users to ask questions about data in plain language and receive automated answers. This makes analytics more user-friendly.
• Automated Insights – AI capabilities automatically surface relevant insights, trends, correlations, and outliers from workforce data. This augments human analysis with machine intelligence.
• Forecasting Models – Sophisticated ML algorithms enable robust modelling of future scenarios for strategic planning. This powers projected attrition, performance prediction, and talent supply forecasting capabilities.
• Chatbots – AI-powered bots handle common HR service requests, providing 24/7 assistance. Integrating bots with analytics helps continually improve the employee experience.
• Recommendation Engines – Systems can automatically prescribe targeted actions like learning to individuals based on their attributes and past workforce data analysis.

• Reduced Turnover – Heathrow Airport leveraged SuccessFactors predictive analytics to minimise frontline staff turnover by 15%, saving £4 million annually.
• Improved Productivity – Cisco optimised organisational design and learning initiatives driven by SuccessFactors workforce insights to gain $150 million in productivity.
• HR Cost Savings – Medtronic automated HR case management solutions using SuccessFactors AI to cut HR shared services costs by 20%.
• Enhanced Performance – Hilton used SuccessFactors analytics to identify and close skills gaps, increasing employee performance scores by 8% across thousands of properties.
• Informed Compensation – Schneider Electric adjusted compensation using SuccessFactors market benchmarking data, lowering regrettable attrition of top talent by 22%.

• SuccessFactors provides a suite of embedded analytics encompassing foundational workforce insights, talent analytics, predictive capabilities, and operational metrics.
• Complementary third-party solutions like Visier allow for enhancing SuccessFactors with external benchmarks, advanced modelling, and predictive analytics.
• Substantial ROI can be achieved across objectives like reducing turnover, increasing productivity, lowering HR costs, improving performance, and optimising compensation.
• Emerging technologies like AI, machine learning, and automation amplify the analytics value SuccessFactors offers.
• Developing analytical skills, partnering strategically, and prioritising business-critical metrics accelerates analytics maturity.
• People analytics enables HR to become a strategic, data-driven partner in workforce planning when enabled by solutions like SuccessFactors.