HR Analytics and Management Reporting for Banking, Financial Services and Insurance
A short monthly pack management actually reads.
What this looks like in banking, financial services and insurance
The parts of hr analytics and management reporting that are specific to this sector, rather than general.
People Analytics in a Sales Business
Where productivity and attrition drive everything.
What this coversHide
People Analytics in a Sales Business
Where productivity and attrition drive everything.
What this coversHideIn financial services the people numbers and the business numbers are closely coupled, and reporting them separately loses most of the value in both.
- Attrition by branch, cluster, vintage and manager
- Early attrition - under six months - reported separately
- Productivity by vintage, so ramp-up is visible
- Cost of attrition quantified, including lost pipeline
- Recruitment source quality traced to retention
- Manager-level comparison across similar branches
- Incentive payout distribution analysed for design problems
- Headcount and cost against plan by entity
Productivity by vintage is the single most useful view in a sales business, because it shows whether people are leaving before they became profitable - which is the real cost of early attrition.
The general method — what hr analytics and management reporting covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr reporting and analytics page. What is above is the part that differs for banking, financial services and insurance.
Other HR topics for banking, financial services and insurance
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for banking, financial services and insurance, or another industry.