Products
HR Data Self-Assessment
free of charge
Where does HR stand in your organisation on the path to data-driven decision-making?
In less than 10 minutes, you’ll know your maturity level across six dimensions and understand what the next logical step is.
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PRODUCTS
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HR DATA CHECK
How do you work with your HR data, and what impact do you achieve as a result?
HR data is available, but it is rarely used to inform decisions. At best, reporting simply shows what has happened. The step towards using it proactively to inform decision-making is often missing.
Why NOW?
There are numerous new technologies relating to HR data, and AI has further accelerated the pace of change. For those who want to know where their organisation stands, and what makes sense and what doesn’t, the Value Check provides a well-founded, vendor-neutral assessment and a clear roadmap.
WHO IS IT FOR?
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CHRO / Head of HR: Foundation for the HR data roadmap
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HR IT / Controlling / Analytics: Clarify maturity and next steps
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Executive Management: Assess the contribution of HR data to decision-making
INVESTMENT
From CHF 4,750 (fixed price for standard scope, excl. VAT): one basic module and one in-depth module, including two workshops, analysis and all deliverables. The standard scope includes two module-specific interviews; each additional interview costs CHF 300. Travel expenses charged at cost. Online delivery available on request. Multiple locations or additional modules by arrangement.
OPTIONAL FOLLOW-UP SERVICES
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Workforce Readiness Check for strategic workforce planning,
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People Analytics as a Service for exploring individual use cases in greater depth or establishing the function
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Within your organisation, consultancy or project management in line with your roadmap.
Procedure: three steps
1. Workshop: Assessment & In-depth Study
A workshop facilitated by us will assess your maturity across several dimensions and explore the chosen focus area in greater depth. In preparation, the relevant stakeholders will complete the HR Data Self-Assessment and share existing documentation. We will also conduct two interviews.
2. Analysis & Consolidation
We evaluate assessments, interviews and documentation to identify key levers and the main direction of action.
3. Workshop Results & Actions
Joint discussion of the findings, specific measures and priorities.
What you’ll receive
HR Data Value Map
1 to 2 pages, ready for decision-making. Maturity level across six dimensions, key levers and recommended course of action.
In-depth analysis result
Depending on the module selected, such as tool assessment, prioritised use cases or AI readiness assessment.
Presentation & Shortlist
Approx. 5 to 7 slides for the management team, plus a shortlist of prioritised actions with quick wins
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WORKFORCE READINESS CHECK
Many organisations are planning their strategy for the coming years. Very few know whether their workforce is on board with it.
The Workforce Readiness Check provides the answer: fact-based, scenario-driven, and presented in management terms. Over a time horizon of three to five years.
GROWTH, STABILISATION OR DOWNTURN
Even when staff numbers are being reduced, recruitment often has to continue. Retirements, a lack of expertise and the loss of key roles follow their own dynamics. The Check highlights this blind spot.
WHO IS IT FOR?
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CHRO / Head of HR: Preparation for the strategic performance review at senior management level
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CEO, CFO, Department Heads, Strategy Leads: Decision-making for senior management or the Board of Directors
Prerequisite: a defined business strategy or a willingness to work with scenarios.
INVESTMENT
From CHF 14,500 (fixed price, excluding VAT): 2 workshops, analysis, all deliverables.
Travel expenses charged at cost. Online sessions available on request.
FOLLOW-UP PROJECT (OPTIONAL)
Those wishing to embed the workforce planning model internally can adapt it to their own systems and processes as part of a separate project.
Procedure: three steps
1. WORKSHOP CURRENT SITUATION & DATA
Joint clarification of the strategic direction, scenarios and data basis.
Outcome: Data intake and defined assumptions.
2. ANALYSIS
The HR Data Team analyses headcount projections, gaps and critical dimensions based on the employee data provided and the defined scenarios. No ‘black box’ process: the methodology and assumptions are kept transparent.
3. WORKSHOP RESULTS & ACTIONS
Joint discussion of the base scenario. Validation of the findings. Identification of specific measures and prioritisation.
What you’ll receive
WORKFORCE RISK SUMMARY
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1 page, suitable for board meetings. Scenarios,
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gap analysis, key risks and
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recommended actions.
ERGEBNISPRÄSENTATION
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Max. 8 slides for the
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management team or the
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board of directors. Visual, clear,
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decision-oriented.
SHORTLIST OF MEASURES
A prioritised list of quick wins and strategic levers to serve as the basis for the
next steps.
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PEOPLE ANALYTICS AS A SERVICE
Would you like to make better use of your HR data, but lack the time, resources or in-house expertise?
We analyse your specific issues or implement analytics solutions directly within your existing environment. This yields reliable insights and concrete recommendations for action.
Why NOW?
HR data contains valuable insights that can help you make better decisions. However, there is often a lack of time or capacity to extract relevant insights from it. People Analytics as a Service bridges this gap: it is flexible, practical and requires no additional internal resources.
WHO IS IT FOR?
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CHRO / Head of HR: Strategic issues and management dashboards
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HR departments / HR Business Partners: Analyses of absenteeism, staff turnover, retention and workload
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HR Analytics / Controlling: Additional capacity for analysis, reporting and dashboards
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Senior management: HR issues in the context of business strategy
INVESTMENT
Fixed price depending on scope (in days) following the requirements analysis, excluding VAT and expenses.
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SMALL from CHF 4,400
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MEDIUM from CHF 10,800
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LARGE from CHF 21,200
OPTIONAL FOLLOW-UP
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Recurring Analytics-as-a-Service subscription for regular analysis or maintenance requirements
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Training on People Analytics or HR Data Storytelling
Procedure: three steps
1. REQUESTS AND REQUIREMENTS
We refine the research question, formulate hypotheses and identify the data required.
2. DATA VALIDATION AND INITIALISATION
We check the data quality and feasibility and clarify any outstanding issues.
3. IMPLEMENTATION AND COMPLETION
We carry out the analysis or implementation and present the results.
What you’ll receive
IN A USE CASE ANALYSIS
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Compact results report
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Documented methodology and, where required, source code
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Short presentation with recommendations for action
BEI HR ANALYTICS CONTENT
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Implemented dashboard or analytics content
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Handover of operations including introduction
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Documentation on requirements, data and maintenance
In all cases
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Momentum, without building internal capacity
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First use cases with visible business value
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More impact from the data you already have