MJ Insight

Functions · HR & workforce

Workforce analytics people can trust and HR can defend.

Headcount, attrition, compensation and performance in one secure model, so leaders plan the workforce with evidence and every person sees only what their role allows.

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What leaders are dealing with

Four reasons workforce numbers get argued about.

  1. 01

    Headcount is counted five ways

    HRIS, payroll, finance and the org chart disagree; vacancies and contractors fall between them.

  2. 02

    Attrition is noticed too late

    Exit interviews explain the past; nobody sees the risk building by team, manager and tenure.

  3. 03

    Compensation decisions lack a model

    Pay bands, performance and market data live in spreadsheets with no audit trail.

  4. 04

    Sensitive data, broad audiences

    Managers need their own numbers and nothing else, and auditors need to see that it works.

Where we help

From planning to pay, stage by stage.

Workforce planning

Do we have the people the plan needs?

  • Headcount, vacancies and hiring plan against budget
  • Capacity and coverage by site and role
  • Scenario planning for growth and restructuring

Talent acquisition

Is hiring keeping up, at the right cost?

  • Time to fill and funnel by role
  • Source effectiveness and cost per hire
  • Offer acceptance and early attrition

Engagement and retention

Who is at risk, and why?

  • Attrition and risk models by team and tenure
  • Engagement survey analytics
  • Overtime, absence and workload signals

Pay and performance

Is pay fair, competitive and explainable?

  • Compensation bands and pay equity
  • Performance and incentive calculations with an audit trail
  • Physician and sales compensation statements

Client impact

What it looks like when it is done.

All HR and workforce cases

What we bring

Solutions that deliver impact.

01

Workforce data model

  • HRIS, payroll and finance reconciled
  • Organization hierarchy managed once
  • Access by manager and role
02

Headcount and planning

  • Vacancies, hiring plan and budget
  • Scenario planning
  • Coverage and overtime
03

Attrition and engagement

  • Risk scoring with explanations
  • Survey analytics
  • Early signals for managers
04

Compensation and performance

  • Pay bands and equity analysis
  • Incentive and scorecard calculations
  • Statements with an audit trail
05

HR service and automation

  • Power Apps for requests and onboarding
  • Document automation
  • Dynamics 365 Human Resources reporting
06

People analytics with AI

  • Ask-your-data over HR data with privacy guardrails
  • Briefings for HR business partners
  • Alerts on thresholds

Insights

Perspectives from our consultants.

Insights

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