People Insights: From Data to Decisions

People are the most valuable asset within any company, but managing that asset at scale is nearly impossible without purposeful design guided by the right analytics.  In combination with our parent company, Resolution Economics, our interdisciplinary team of expert data scientists, labor economists, and Industrial/Organizational (I/O) psychologists help organizations answer the most difficult questions and find direction in the vast amount of data about their people. We offer both standard and highly customized solutions to unlock critical insights about your company’s workforce, the effect of the systems and policies you utilize, and the people you employ. Equipped with these insights, you can be more effective in not only making decisions that are in the best interest of your organization, but are also based in accepted legal practices. 

(Representation/Utilization)

Our Reporting Analyses dive deep into your organization’s workforce data and demographics. Our team can focus on whatever questions your organization needs answered, and we can analyze jobs and people in a way that makes sense to you. 

Maybe you want to see employee representation and/or movement by division and level, or by reporting structure. Maybe you want to investigate how employees of all races and genders move into, within, or out of your organization. Maybe you want to better understand if there’s a link between gender and/or race and employee retention. If you can think of the question, our People Insights team can answer it. We look at the data that are meaningful to your mission and impactful to your organizational goals. Understanding answers to these, and countless other similar questions, is more important than ever in today’s data-driven world. 

Bringing talent into your organization involves myriad steps, including job posting/marketing, application screenings for basic qualifications, perhaps some type of assessment or test, interviews, and potentially much more. Each step in the process can either help your organization find the right person for the job, or it could unintentionally create legal exposure by blocking an otherwise qualified applicant from being hired.  

The Resolution Economics/Berkshire team will analyze your talent acquisition process at every step to determine if specific gender, race/ethnic, age groups, or other legally protected groups are being adversely impacted by those steps in a way that’s not job-related or defensible. If we find issues, our team of I/O psychologists can examine root causes, with the goal being to hire the best person for the job, but to do so in a way that is legally defensible. 

An accurate job description that identifies the requirements for employees to effectively perform the job is central to many HR programs.  The development of job descriptions is often best achieved through a job analysis.  A job analysis is a systematic study of the job that yields critical information about the nature of work performed in a job and the requirements of employees who perform the work.  A job analysis can be used to support many HR practices, including but not limited to the development of job descriptions, exempt/non-exempt classification, identification of similarly situated employee groupings (SSEGs) for pay equity, hiring/promotional test development and validation, performance appraisal measure development, training design, safety requirements, and legal requirements in HR management. Our expert I/O Psychologists conduct the most rigorous job analyses to satisfy the professional and legal requirements of the client’s situation, from proactive work through litigation support. 

(Terminations/Engagement)

Staff turnover is a normal part of a company’s lifecycle, but how do you know when you have a problem? Our analyses can help determine if there is a pocket of your organization that has unusually high turnover or disengagement and help to identify the root cause. We will look at your data and help identify the story that the data are telling you, then help to dig deeper to find the “why” behind the story – and provide recommendations for remediation if needed.  

In the end, understanding the trends identified in your workforce and pay analytics is just the beginning. Our comprehensive evaluation then transitions to include a review of all policies and practices with an eye towards non-discrimination, including accessibility for individuals with disabilities.