The purpose of this paper is to provide an in-depth look at how government institutions in the Kingdom of Saudi Arabia (KSA) can leverage People Analytics to make better people related decisions and enhance top talent retention. We look at key barriers for implementing People Analytics and guidelines on how to best mitigate them. We also present five key considerations that government institutions in KSA need to keep in mind before embarking on their People Analytics journeys.
“Outcomes of People Analytics applications can outperform human decisions by ~25% when selecting the right calibre and profile for a particular job, and can thus enhance retention by at least a similar percentage”
People Analytics in general – and Predictive and Prescriptive People Analytics specifically – can give government organisations an edge for developing a stronger and a more productive national workforce.
In the following section, we look at four key People Analytics strategies that government institutions in KSA can employ to enhance talent retention.
To leverage the real power of People Analytics, there are three key pillars that need to be addressed and continuously improved:
People Analytics is founded on data. Denser and cleaner data sets will result in more insightful and relevant analytics to enable confident decision making.
To further enhance their data infrastructure as well as the quality and availability of data, government organisations in KSA can:
Within highly transformational environments like the one we see across the government in KSA, data governance is a key component for enhancing data quality as it helps ensure consistency and compliance in the way data is collected, stored and accessed.
Data governance practices necessary for maintaining high-quality data:
“Talent, rather than technology, drives digital transformation. Yes, it is the technology that opens vast possibilities for improving what organisations offer and how they operate… but talent is the most critical enabler for successful change.”
To bridge the gap between the current intuitive approach to HR and the future data-driven approach, organisations need to upskill their HR capabilities while focusing on three main sets of skills:
When implementing initiatives that upskill the HR workforce and elevate their capabilities, HR leaders should get employee buy-in early in the process by highlighting how HR performance directly links to wider organisational outcomes – cost savings, productivity, quality and customer experience outcomes to name a few.
Enhancing People Analytics capabilities, at people and organisation levels, is an attainable goal for all organisations. The following five considerations are key for realising this objective:
Top talent retention is vital for achieving Vision 2030. Building tomorrow’s HR function with a data-driven mindset will be instrumental for fulfilling this goal and helping organisations improve and create value.
Key areas where organisations can leverage analytical capabilities to enhance top talent retention include – but are not limited to – improving the process and sourcing of quality hires, identifying current and future top talent or ‘hidden gems,’ providing more personalised experiences, and predicting flight-risk of top talent.
To get the most out of People Analytics, organisations need to address and continuously improve three key pillars. First, they need to continue to enhance their data infrastructure, and the quality and availability of data. Second, they need to ensure strong data governance and policies’ implementation. Third, they need to further develop their HR workforce.
We also presented five key considerations that organisations should keep in mind before embarking on their People Analytics journeys. These include articulating a clear People Analytics strategy, centralising and governing data, investing in the right technology at the right time, digitally upskilling the HR workforce, and adopting an effective change management practice throughout the process.
With our People Analytics capabilities, we can help you deliver data-driven insights and provide a scientific approach to forecasting and predicting people related scenarios to improve your decision-making. Let the power of data-led insights transform the way you make decisions and harness the power of your people.
People & Organization Partner, PwC Middle East
Director, People & Organisation Consulting, PwC Middle East