People Analytics provides key insights into the data about the functioning and value drivers of your organisation, which guide business decisions, taking your organisation’s specific strengths and context into account. In today’s fast-paced business environment, an organisation which neglects a key source of employee or performance data will be at a disadvantage relative to its competitors, who use this data to identify, attract, develop, and retain the best talent to help their organisation succeed.

We enable leaders to use people-related data and analytics to increase an organisation’s overall competitiveness in the race for high performance. People analytics tools can be used online across all locations. Furthermore, all answers gathered using the People analytics tools are anonymous and stored on the KPMG platform.

Our team has a wealth of experience working with organisations of all sizes and industries across the globe, and comprises psychologists with psychometric backgrounds, and HR professionals with expertise in people analytics. Our combined experience and skill set enable us to offer high-quality services to our clients.

Organisational culture

Lack of shared understanding of company culture across different departments and locations.
Unclear or misaligned values lead to inconsistent employee behaviours.
Resistance to change creates delays and hinders adaptation to changing business dynamics.
Lack of collaboration between different critical demographic groups (e.g., legacy employees vs. new joiners, Millennials vs. Gen Z).

The KPMG Culture Assessment tool measures the eight drivers of organisational culture (e.g., Strategic Alignment, Openness to Change, Reward and Recognition, etc.) and overall satisfaction with specific areas (e.g., People Management, Salary and Benefits, etc.). The survey also provides information related to the organisation’s values, descriptors, and leaders’ and employees’ qualities.

A strong company culture enabled through The KPMG Culture Assessment can:

Risk Reduction

Decreases the likelihood of misconduct and regulatory scrutiny, thus reducing the potential for fines, supervisory actions, and other costs.

Innovation Promotion

Encourages the development of new products and services aimed at better serving customers.

Talent Attraction and Retention

Helps attract and retain highly qualified employees who value a positive workplace culture, reducing counterproductive behaviour and employee turnover.

Employee engagement

Uncertainty of actual employee engagement levels across different departments or locations.
Inconsistent employee experience due to disconnect between organisational policies and employee needs.
Employee disengagement due to limited avenues to share feedback.
Problematic and unclear talent retention strategies, lack of recognition and miscommunication.

The KPMG Employee Engagement Plus Index tool measures eleven drivers of employee engagement (e.g., Communication, Resourceful and Challenging Work, etc.) and calculates the organisation’s Net Promoter Score.

Employee Engagement Measurement

Helps organisations assess their employee engagement levels.

Performance Improvement

Unlocks full employee potential, moving organisations closer to achieving their business objectives and addressing the root causes of engagement issues.

HR Practices Evaluation

Enables evaluation of HR management practices to attain and sustain high employee engagement.

Skills Assessment

An unclear view of the current level of soft and hard skills possessed by its employees, and it also lacks knowledge of the level of skills needed for future success.
Decreased productivity and innovation due to the absence of the required skills.
Increased costs associated with hiring and onboarding new employees, as well as potential delays due to skill gaps.
An intention to implement automation and focus on developing digital skills, however, without a proper understanding of the level of current and future skills.

The KPMG Skills Assessment tool measures the current and future levels of soft and hard skills, educational level, and work experience per department and job level.

Skill Development

Defines the skills employees need to develop and provides valuable insights for strategic decision-making.

Workforce Understanding

Helps organisations better understand their workforce's capabilities, allowing for targeted talent management initiatives aligned with business strategy.

Future Preparedness

Equips organisations to face future challenges and adapt to changing market demands with a skilled and adaptable workforce.

Advanced statistical HR data analytics

Difficulty in making data-driven HR decisions and increased risk of biases.
Lack of clarity on what successful leaders and employees look like at the organisation.
Lack of understanding of the factors that contribute to high performance.
There are only a limited ways to measure HR initiatives' return on investment (RoI).

Advanced Statistical HR Data Analysis (e.g., ANOVA, regression models, etc.) is used to focus on planning impactful HR actions and decision-making by identifying hidden patterns and future trends.

Enhanced Decision-Making

Uses advanced analytics to provide factual data for HR decisions, reducing reliance on intuition and uncovering hidden trends for proactive planning.

Targeted Recruitment

Identifies high-potential candidates and builds effective recruitment campaigns to attract the best talent.

Cost Optimisation

Identifies inefficiencies and potential cost savings within HR processes like recruitment, training, and compensation.

HR maturity assessment

Limited employee experience leads to high employee turnover and disengagement among the workforce.
Inadequate training and development due to a lack of structured training need analysis.
Inefficient talent acquisition and performance management practices.
Lack of diversity and inclusion due to the inability to attract diverse talent and create a sense of belongingness.

HR Maturity Assessment assesses the existing HR practices and capability of the HR department to identify gaps in terms of enabling future growth priorities and adopting best practices, and recommends a roadmap for improving the effectiveness of the HR function.

Talent Acquisition and Retention

Attracts and retains top talent through competitive employee value propositions, efficient recruitment processes, and career development opportunities.

Strategic Alignment and Decision-Making

Aligns HR goals with organisational strategies and utilises data and analytics for informed decision-making, leading to effective talent management and resource allocation.

Competitive Edge and Sustainable Success

Provides organisations with a competitive market edge by fostering a skilled, engaged, and well-managed workforce, ensuring sustainable success.