Create a lasting competitive advantage and optimize your workforce investments and results through workforce analytics.
HR and business leaders are facing significant and increasingly complex challenges to ensure their workforce is productive, innovative, and engaged. Whether your objective is to strengthen retention, improve diversity and inclusion, achieve pay equity, or plan for your future workforce, Mercer can help.
For more than 25 years, Mercer has been at the forefront of workforce sciences. Our disciplined, data-driven approach identifies the unique set of success drivers each of our clients require to achieve their growth objectives, as well as the supporting HR strategies to evolve their workforces.
The most successful companies in the world draw clear and measurable links between their workforce investments and results. Mercer works with these companies to optimize their workforce strategies and create lasting competitive advantage.
Explore these three common workforce challenges, along with Mercer’s approach and offerings.
Pay Equity Analysis & Remediation:
How can we assess and achieve pay equity in our company?
Increasing regulations around the world are dialing up the pressure to proactively assess and report on pay equity.
Consistently assess the current state of pay equity across your entire organization and test the impact of remediation strategies using a robust statistical approach.
Mercer’s approach to pay equity consists of three broad steps with the last facilitated by our new Pay Equity Calculator (PEC), a unique web-based tool that comes pre-loaded with your results. It helps teams investigate areas of risk, consider the impact of different adjustment scenarios, and track the decision process for individual employees.
Strategic Workforce Planning:
How can we prepare today for tomorrow’s workforce needs?
Plan for your organization’s future by assessing your current labor supply against anticipated future demand to identify any critical gaps that need to be proactively addressed.
As companies scramble to respond to the pandemic and reinvent their operating model workforce challenges can arise:
Mercer offers a systematic, disciplined process for identifying and addressing gaps between current and projected future workforce requirements. It provides a rational business basis for prioritizing, developing, and funding the people practices to support business objectives.
Diversity & Inclusion Analytics:
How can we build a diverse and inclusive workforce?
Diversity and inclusion (D&I) is a business imperative and is more likely to be effective if it’s evidence-based. How can I develop a data-driven action plan to accelerate progress?
Mercer works with organizations to drive diversity and includes inclusion by leveraging 4 key steps:
Mercer’s proprietary Internal Labor Market (ILM) Analysis® provides a fact-based approach for making many essential decisions about human capital. At a basic level, it raises fundamental questions about a firm’s workforce, such as who gets hired, who performs well, who advances, and who stays. At a more advanced level, ILM Analysis provides critical insights into an organization’s talent practices and focuses on the causal links between HR policies/programs and employee behaviors over time.
To learn more, read an excerpt from Play to Your Strengths, authored by our team’s co-founders, Rick Guzzo, PhD and Haig Nalbantian.
Instead of relying on black-box algorithms or push-button insights, we use a collaborative process, during which we share with you how we approach our analysis, why we control for the factors we do, and how we arrive at our key takeaways.
Our robust solution set includes:
We are a mix of labor economists, industrial-organizational psychologists, statisticians, and data scientists with experience consulting to organizations on their most complex human capital issues. We share a passion for translating insights into action and strive to bring a disciplined, research-based approach to inform change.
Our Workforce Strategy & Analytics (WSA) team was first established in 1994 as an R&D unit, focused on developing methods to measure the workforce and business impact of people practices.
In 2011, Mercer established the Workforce Sciences Institute, an offshoot of the original WSA team. The Institute’s primary objectives are to focus research efforts on the continued advancement and application of the new science of human capital management, from developing advanced analytic methods and constructs to measuring the economic impact of workforce management practices. WSA and the Workforce Sciences Institute operate as a cohesive unit, collaborating on client engagements and original research.