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Company Talent Analytics - For People Leaders & Advisors
Company Talent Analytics - For People Leaders & Advisors
Talent Analytics are focused insights that assist in managing organizational strategic and tactical operations. These may be used by C-Level as well as operational people managers for a variety of needs.
Global Data Insights has developed a unique focus on Talent Insights to assist leaders in support of these scenarios. While select Use Cases/Scenarios are detailed below, these represent just a small sample of what can be done with the right combination of data, insights and an operational mind-set.
Talent Analytics are focused insights that assist in managing organizational strategic and tactical operations. These may be used by C-Level as well as operational people managers for a variety of needs.
Global Data Insights has developed a unique focus on Talent Insights to assist leaders in support of these scenarios. While select Use Cases/Scenarios are detailed below, these represent just a small sample of what can be done with the right combination of data, insights and an operational mind-set.
The scenarios below assume the lens of leaders responsible for firm talent assessment and management, including CIOs, CAOs, CDOs, CTOs, additional C-Level and other levels of management. A core part of their role includes staffing for current and future operations. This is generally done by evaluating plans against capacity, then forecasting the needs. A core challenge though, is methodically, and continuously evaluating the skills, readiness and capabilities of their talent.
In the vast majority of cases, this is done through annual, manual reviews analyses, as well as ad-hoc in the case of new projects. In all cases - it is a painful process which employees detest! What if it could be easier, more accurate and even more cost effective? We hope to help augment and improve this reality through automated analyses of additional information, to help form a more comprehensive, up to date understanding of a firm's people.
The scenarios below assume the lens of leaders responsible for firm talent assessment and management, including CIOs, CAOs, CDOs, CTOs, additional C-Level and other levels of management. A core part of their role includes staffing for current and future operations. This is generally done by evaluating plans against capacity, then forecasting the needs. A core challenge though, is methodically, and continuously evaluating the skills, readiness and capabilities of their talent.
In the vast majority of cases, this is done through annual, manual reviews analyses, as well as ad-hoc in the case of new projects. In all cases - it is a painful process which employees detest! What if it could be easier, more accurate and even more cost effective? We hope to help augment and improve this reality through automated analyses of additional information, to help form a more comprehensive, up to date understanding of a firm's people.
How does our firm compare to others in our industry segment?
How does our firm compare to others in our industry segment?
How do our Analysts compare to others in our industry segment?
How do our Analysts compare to others in our industry segment?
Who are our top Analysts?
Who are our top Analysts?
Who are our weakest Analysts?
Who are our weakest Analysts?
Who is at risk of Leaving? When?
Who is at risk of Leaving? When?
How long can we expect staff to remain?
How long can we expect staff to remain?
Talent Analysis Samples – FS, Insurance and Banking Public Companies – Visualized
Talent Analysis Samples – FS, Insurance and Banking Public Companies – Visualized
The following samples provide a peek into results of the analytical research work we do, evaluating companies and individuals, their capabilities, skills, absolute and relative positions to others in their sectors.
Expand to view additional sample charts / vizualizations of analysis
Expand to view additional sample charts / vizualizations of analysis
Visualization of company scores across all the areas of Analytical Strength Certifications, Courses, Education
Visualization of company scores across all the areas of Analytical Strength Certifications, Courses, Education
Tabular Summary of Public Firms, as Scored by Analytical Certifications, Courses and Relevant Academic Credentials Held by Technical Talent (higher values = stronger capabilities)
Tabular Summary of Public Firms, as Scored by Analytical Certifications, Courses and Relevant Academic Credentials Held by Technical Talent (higher values = stronger capabilities)
(The higher the scores, the better). Click to download the excel source file.
Company Analytical Strength, via Analysis of Key Analytical Certifications held and Courses undertaken by team members
Company Analytical Strength, via Analysis of Key Analytical Certifications held and Courses undertaken by team members
Company Analytical Strength, via Analysis of Key Analytical Certifications and Relevant Academic Degrees held by Team Members
Company Analytical Strength, via Analysis of Key Analytical Certifications and Relevant Academic Degrees held by Team Members
Researcher Notes: Cluster 1, Magenta, is comprised largely of low to mid strength companies (e.g. Standard Charter, Old National), while Cluster 2 light blue showcases the companies with stronger abilities (e.g. ING, SVB, Blackstone), as measured by the relevant analytical oriented courses taken and certifications held by team members. As shown, companies in the Cluster 3, dark blue, have very strong relative abilities, with companies such as Moody’s, Msci, Amex, First republic and more.
Researcher Notes: Cluster 1, light blue, is comprised largely of low to mid strength companies (e.g. Plumas, Brookfield, Lakeland), while Cluster 2 dark blue showcases the companies with stronger abilities balanced between education and certifications (e.g. First Republic, Arch Insurance, ING). Companies in the dark mustard Cluster 3, have strong educational standing but moderate to strong certifications (Global Payments, Aon, Bank Columbia), while companies such as Msci, Arch Capital, S&P, Moody’s all shine bright in both areas!
Company Analytical Strength, via Analysis of Key Analytical Courses undertaken and Relevant Academic Degrees held by Team Members
Company Analytical Strength, via Analysis of Key Analytical Courses undertaken and Relevant Academic Degrees held by Team Members
Researcher Notes: Cluster light blue, is comprised largely of low strength companies, Cluster mustard showcases the companies with education but weak analytical training courses, Cluster dark blue is similar to mustard only with even stronger education!
Read a Preview of the Research
Read a Preview of the Research
SOME HAPPY CLIENTS
SOME HAPPY CLIENTS
HARVARD MEDICAL
HARVARD MEDICAL
HEALTHTECH - Corporate Strategy, full GTM
BROADRIDGE FINANCIAL
BROADRIDGE FINANCIAL
FINTECH - Data &Analytics Go-to-Market Strategy and Planning
EXPERIAN
EXPERIAN
FINTECH - Strategic Product Planning
REAL WATCH
REAL WATCH
INSURETECH -
GTM for AI Driven Asset Authentication & Data Services
BOSS INSIGHTS
BOSS INSIGHTS
FINTECH - Data Product Strategy, Pricing, Prototypes and Pilot GTM
IS A LACK OF DATA (OR HIGH QUALITY DATA) IMPACTING YOUR ANALYTICS PROGRAM?
IS A LACK OF DATA (OR HIGH QUALITY DATA) IMPACTING YOUR ANALYTICS PROGRAM?
Lack of Data is one of the top reasons cited by CIOs, CTO and other leaders when discussing their analytical challenges. From our experience, this is true, yet easily overcome with the right data augmentation and enrichment support, suited to the select Use Case.
Our data services are Use-Case driven, tailored to user personas across select industries. We partner with the world’s top data vendors and utilize their data assets to deliver superior datasets for DIY modelling, draft analytical models as well as reporting and dashboards for further analytics and decision support.
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