Culture Development

Government and Public Sector

How the Highberg Culture Scan supported a government organization

Case Study: Highberg Culture Scan

Skyscrapers from low angle view

In the Netherlands, several government security organizations share the same mission but serve different target groups. This overlap often causes confusion among the organizations' audiences. To address this, a decision was made to merge three organizations—each with distinct cultures, sizes, and ministerial oversight—into one integrated entity.
This merger presented unique challenges. A large, bureaucratic organization with subcultures and high employee turnover had to integrate with smaller organizations that prioritized autonomy and maintained a flat structure. The absence of a shared culture posed a significant risk to effective collaboration.
How do you create a unified organizational culture that harnesses the strengths of all three entities? Highberg was brought in to tackle this challenge by mapping the cultural landscape with the Culture Scan and guiding the subsequent culture change.

Niek Klaver

Netherlands

Case study: How the Highberg Culture Scan supported a government organization in successfully merging three distinct cultures

Diversity, Equity & Inclusion

HR & People Analytics

Save the Date – DEI Exchange 2025

Highberg DEI Exchange 2025

After successfully running the Diversity, Equity, and Inclusion Exchange for the past two years, Van Lanschot Kempen and Highberg invite you to join for a third edition. This year’s event is centered around the theme “Accelerating action in the face of pushback”. 

We chose this theme to facilitate the exchange of best practices among DEI professionals, as we want to double down on taking the next steps in organizations' DEI journeys.

Organizational

People

People Analytics as a service

In today's fast-paced business world, organizations are constantly looking for ways to gain a competitive advantage. One area that has received a lot of attention is People Analytics. By harnessing the power of data and analytics, organizations can make more informed decisions about their workforce, leading to improved performance, productivity and employee experience. However, when it comes to implementing People Analytics, organizations are faced with a crucial decision: should they develop People Analytics capabilities internally (build), purchase People Analytics as a managed service or settle for a hybrid model?

Strategy & Change

Learn about critical trends driving public sector transformation

Six public sector transformation trends

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At Highberg, we closely follow transformation trends among our clients. We have analyzed our experiences and insights in the public sector from last year, compiled them and translated them into the challenges and trends for 2025 in the public sector.
Our analysis reveals a complex landscape of opportunities and obstacles for large implementing agencies such as UWV, DUO, SVB and the Tax Office, among others. These organizations face the immense task of modernizing and optimizing their services while navigating between strict regulations, technological innovation and societal expectations.
In this article, we highlight six crucial observations influencing transformation in the public sector. These observations not only reflect the current situation, but also provide insight into the future direction as a result of digital and organizational changes within these implementing organizations.

Ralph Hofman

Wilbert Enserink

Six transformation trends in the public sector

Digital Strategy & Execution

Technology and Telecommunications

Whitepaper: FinOps - The Key to Cloud Cost Management

Whitepaper: FinOps

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Organizations are struggling with rising cloud costs. FinOps* enables them to gain insight into costs and continuously optimize them, leading to more control and better decisions around cloud usage.
*The term FinOps has been around for a while, but in 2019 The FinOps Foundation set itself the goal of promoting best practices, training and standards around financial management of the cloud.

Making a lasting impact with diversity, equity, and inclusion

From rainbow keychains to real change

From rainbow keychains to real change: Making a lasting impact with diversity, equity, and inclusion

Over the past few months, I’ve interviewed over 30 DEI Officers, working in both profit and government organizations. I asked them what works in achieving a more diverse, equitable, and inclusive workplace. Their answers differed, but one thing I got out of all this: an event-driven approach does not work. Only providing workshops, lunches, or handing out rainbow key chains is not moving the needle sufficiently. Improving DEI requires a more sustainable approach and is all about change (management)! Cultural change, changes in processes and policies, improved strategies, and a strong understanding of why DEI is important to the organization. I collected these ideas in this article and shared what I believe truly helps organizations improve DEI!  Many organizations wish to improve diversity, equity, and inclusion (DEI). In most cases, they start with a series of visible initiatives—workshops on unconscious bias, special activities for Pride Month, or knowledge sessions on cultural diversity. While these events raise awareness, the impact is often limited, leading to what some have labeled a “check-the-box” approach to DEI. However, based on interviews with DEI officers, organizations must shift from an event-driven to a change-driven DEI approach to make a real and lasting impact.

Henrieke van Bommel

The Psychology of Change in Digital Transformation #2

Change in Digital Transformation

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In the<a href="https://highberg.com/insights/the-psychology-of-change-in-digital-transformation"> first part</a> of the blog, we analysed various forms of resistance in digital transformation, ranging from passive inertia to strong reactance. In this second part, we will focus on interventions: specific actions organizations can implement to effectively address resistance. We will delve deeper into the world of behavioural economics and explore the interventions organizations can use to address inertia, scepticism, and reactance. Through practical examples, we will demonstrate how these interventions can be effectively applied for successful change management in digital transformation.

Kyra Koper

Digital

Risk, Resilience & Compliance

Top 5 trends in cybersecurity in 2025

"Turbulent times, unforeseen effects" was the title of the Cybersecurity Report Netherlands 2024, and it was not without reason. The past year has shown how vulnerable our digital world can be. A faulty software update led to the cancellation of over 4,200 flights worldwide, public transport came to a halt, and hospitals had to temporarily close their doors. Until that day, most people had never heard of Crowdstrike. Yet a small mistake in this software had a huge impact. 
Fortunately, progress has also been made in strengthening cyber resilience: from improved collaboration between public and private sectors to innovations in AI-driven security. A lot is bound to happen in the world of cybersecurity in 2025 as well. In this blog, I share my vision of the key trends that will shape cybersecurity in 2025.

Veroniek Binkhorst

Making digital transformation transparent through simulation modelling

Digital transformation simulation modelling

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Predicting the concrete impact of a digital transformation on an organisation is a complex challenge. The starting point is often a plan that guides initiatives to achieve organisational goals. But how does this transformation affect our operational efficiency? What bottlenecks arise during implementation? And perhaps the most important question: ‘What does it deliver for the organisation?’ While these questions can be answered in abstract terms (e.g.: ‘more efficient processes’), it is more difficult to substantiate such claims with specific results. We often see in practice that simulation models are an effective but rarely chosen solution for this. These models make it possible to test and analyse in advance, enabling organizations to be better prepared for the implementation of a digital transformation.

Daan Smits

Luna van Vilsteren

Choose a Storage Structure Based on Requirements

Construction principles 12

Construction principles for the IT architect (12): Choose a Storage Structure Based on Requirements

In this blog series, I delve into timeless principles of information science that ensure better "information constructions." This 12th blog in the series continues with the third computer science principle (see my <a href="https://highberg.com/insights/construction-principles-for-the-information-professional">introductory blog</a> for the distinction). Why and when should you choose a relational structure (RDB and SQL), and when is linked data (RDF and SPARQL) a better storage option? Most people think of data in terms of tables to organize it, but this also imposes certain constraints when you want to later modify the structure. What trade-offs exist between the possible solutions?

Rutger Gooszen

Responsible AI

AI readiness scan: are you ready for the future of AI? 

The Highberg© AI Readiness Model

The Highberg AI Readiness Model 4

AI offers outstanding opportunities to make accurate predictions, enhance service delivery efficiency, and develop smarter solutions for challenges. But how do you ensure that your organization consistently derives value from AI? Complete our AI Readiness Scan and discover the next steps for your organization.

The Highberg© AI Readiness Scan

Your Journey to success and integration

Onboarding at Highberg

At Highberg, we believe that proper onboarding not only lays the foundation for success in your role, but also for a great experience within our organization. That's why we've developed a comprehensive onboarding process that takes place on three levels: job onboarding, hub onboarding, and Highberg onboarding. The aim of this is to ensure that you quickly feel at home and are fully prepared to start working in our team.

Your Path to Sustainable Transformation: A Journey with MST 3.0

Sustainable Transformation with MST 3.0

Change is no longer a choice; it’s a necessity. But successfully navigating a complex transformation takes more than just a vision—it requires a comprehensive approach. That’s where the Managing Successful Transformations (MST) 3.0 model comes in, guiding organizations like yours from initial exploration to long-term impact. 
Picture this, your organization is on the brink of significant change. There’s a shared sense of urgency, an acknowledgment that things can’t stay the way they are. The MST 3.0 model offers a structured, yet flexible roadmap to navigate this journey, ensuring that the changes you make are meaningful and lasting.

How to choose the right Cloud vendor?

How to choose the right cloud vendor?

In recent years, the Cloud has grown from a trend to a strategic necessity for many organizations. The cloud brings many benefits such as flexibility, scalability and better collaboration capabilities. A crucial step in implementing cloud is choosing a cloud vendor. It may seem like an easy decision, but several factors make this a complex process. How do you choose a cloud vendor? And what do you need to consider? In this Insight, we dive deeper into the considerations an organization needs to make when selecting a cloud vendor.

Loran van den Dungen

Mathijs Dubbe

Whitepaper: Cloudtransformation

Cloudtransformatie ENG

In recent years, cloud transformation has evolved from an emerging trend to a fundamental building block for modern IT strategies. Many organizations just struggle with maintaining control during and after transformation to the cloud. How do you maintain this control on the cloud during and after a transformation so that the intended benefits are actually achieved? And what do you need to take into account? In this whitepaper we describe the tools for a successful cloud transformation.

Business Agility

What Scaled Agile Frameworks Don’t Want You to Know

The Secret to True Agility

What Scaled Agile Frameworks Don’t Want You to Know: The Secret to True Agility

Imagine taking a ship out to sea. At first, adding more sails seems like the key to speed. The more sails you add, the faster you move, right? But eventually, the extra sails become a burden: more ropes to manage, more coordination needed, and suddenly, instead of speeding up, you’re slowed down by complexity. The ship becomes harder to maneuver in changing winds, and the crew spends more time managing the rigging than charting a course. 
This is what happens to many organizations when they scale Agile. Initially, scaling Agile seems to promise greater efficiency, better coordination, and increased control. But over time, those additional layers of governance, processes, and roles can create drag, slowing down decision-making, hindering innovation, and reducing the very agility that the organization set out to achieve.

Reinier Kersbergen

Data & AI

Part 3: When and where is AI ethics needed?

It's nice to know that AI ethics is a must when your organization is deploying AI to solve societal problems or better serve the public. Simply putting in the money won't take you very far. Making AI work for society is the work of people after all. But how to do it then? When and where should ethical reflection on AI be introduced in public organizations?  
In this final part of the introduction series on "AI ethics for public organizations," the separate phases of AI usage are distinguished. They are related to helpful ethical questions that are specific to those phases, and we share insights on where to situate the AI ethics capability in your organization.

Thomas Mollema

Mitigate risks and harness potential

Part 2: AI ethics

Part 2: AI ethics: mitigate risks and harness potential

If you want to apply AI to your organization's problems, where do you start? How do you do so in line with the public values you want to protect? Like all technologies, whether AI helps or harms depends on how you use it. But ignorant use of AI is more likely to do harm than do good. This means not reflecting on how AI relates to your organization's goals and values. 'Why is AI ethics necessary for every organization using AI systems?' is therefore the second question this series of introductions on "AI ethics for public organizations" addresses.

Part 1: The basics of AI ethics

‘What really is the ethics of AI?’ We often get this question from public organizations. Joining AI and ethics might seem strange at first glance, but raising ethical questions is essential to make AI work for your organization. No automating technology is a 'quick fix' for the difficult societal problems that public organizations deal with. Only AI systems that are <a href="https://highberg.com/insights/truly-valuable-services-are-sensible-from-the-initial-design" target="_blank" rel="noreferrer noopener">'sensible by design'</a>, well thought-out, and steer clear of ethical risks succeed in helping solve large, societal challenges. Think of making health care more effective, efficiently sharing information with stakeholders, and strengthening social security and well-being.  
The role of ethics in applying AI to societal challenges is therefore worth examining.

Pride Comes Before a Fall

Is Generative AI the Digital Tower of Babel?

Imagine a mysterious disease ravaging a remote tribe in Papua New Guinea. The brains of those affected degenerate rapidly, and scientists soon discover the cause—a ritual in which the dead are consumed. This disease, later known as Kuru, spreads as the tribe literally ate themselves.
Now, decades later, we see a similar phenomenon in the world of artificial intelligence (AI). No, our computers haven’t started eating each other (thank goodness!), but something disturbing is happening: Generative AI systems (hereinafter simply AI for readability) are increasingly “consuming” their own output, with potentially disastrous consequences.
Welcome to the world of 'model collapse' and 'shitification' - two-dollar words for a multi-billion dollar problem.

Erik de Ruiter

Is Generative AI the Digital Tower of Babel? Pride Comes Before a Fall

How do I know I’m safe enough?

A Safe IT Environment

How do I know I’m safe enough?  Anyone concerned with making their IT environment secure will at some point ask themselves, am I on the right track? Am I doing enough about information security? Is my most important information (crown jewels) secure? What is good enough? 
Implementing a security framework (such as the BIO or the ISO27001 and NEN7510, for example), combined with a risk assessment is often the most commonly followed path. Implementing a framework does not directly answer the questions above. The use of a structured approach will help. Also, in the future, with new threats, this approach can easily be gone through again, to efficiently determine where additional measures are needed. So that one always knows that they are safe enough.

Edward Matray

AI ethics for public organization: A introduction series

AI ethics for public organizations

AI ethics for public organizations: A primer series

In the public debate, artificial intelligence (AI) is seen as means to increase worker productivity and provide better and more health care. AI could also speed up and automate administrative processes, distribute energy and resources more efficiently, and better detect natural hazards. AI is simultaneously a technology and a social promise. Public organizations are raising questions about AI. Should they do something with AI? How does AI relate to the problems that they must solve?

AI ethics for public organizations: A introduction series

Striking a balance between security and privacy

Ethics and Zero Trust

Ethics and Zero Trust: Striking a balance between security and privacy

In the modern digital world, organisations are increasingly dependent on technology to protect their data and systems from increasingly sophisticated threats. To deal with this threat, an approach has been developed that has received a lot of attention in recent years: Zero Trust. This approach to information security is based on the principle that organisations do not automatically trust any part of the network, or the user. While Zero Trust can be an effective way to protect organisations, it also raises ethical questions regarding privacy and trust. In this article, we will explore the ethical implications of Zero Trust and how to strike a balance between security and privacy.

Martijn Hunsche

Applying Agile and Lean practices to Semiconductor Development

Applying Agile and Lean practices

The semiconductor industry is the cornerstone of modern technology, powering everything from smartphones and home appliances to automobiles and medical devices. Historically, semiconductor development has adhered to the waterfall model, characterized by sequential phases, rigid processes, extensive documentation, and prolonged lead times. While effective in certain contexts, this approach often struggles to keep pace with rapid technological advancements and dynamic market demands inherent to the modern semiconductor landscape.
Applying Agile and Lean principles and working methods to semiconductor development promises to address many challenges faced by traditional models, offering a pathway to more efficient, responsive, and innovative design processes.

Davar Azarmi

Business Agility: Eight Key Market Developments

Eight Key Market Developments

Business agility has evolved far beyond its roots in software development. Today, it’s reshaping not only IT organizations but entire businesses and industries. As technology continues to influence business processes and more tech-savvy leaders rise through the ranks, agile principles are being applied in areas such as product development, marketing, sales, and strategy execution. The agility mindset, designed to manage uncertainty and complexity, is becoming essential across all business functions. In this article, we’ll explore eight key trends that are shaping the future of business agility.

Florian van Santen

Koen Harbers

Even without a plan, GenAI finds its way into your organisation

GenAI finds its way into your organisation

‘Our employees know the risks of ChatGPT’ is a statement we hear in our daily work, but does this ring true? There are plenty of examples of generative AI (genAI for short) that have been deployed in less than optimal ways. That is why it sometimes seems better not to use it at all. Advisors and users think that deploying genAI will save costs and that you will escape all the risks everyone orates about on LinkedIn. In this blog, we offer practical guidance on how to get started with a genAI strategy.

Jules van den berg

The Practice of Applying a Customer-Centric Mindset

Applying a Customer-Centric Mindset

In today's competitive business landscape, adopting a customer-centric mindset is paramount for the success of any organization, especially those that are, or aim to be, <a href="https://highberg.com/nl/insights/product-led-impact">product-led</a>. This article explores the practice of applying a customer-centric mindset within such organizations, emphasizing the unique advantages of a network organizational structure over traditional hierarchical models.

Diederik Adema

Sustainability

Whitepaper: Opportunities in Sustainability

Achieving the European Green Deal’s ambitious goal for the EU to become the world’s first climate-neutral bloc by 2050 hinges on the actions of businesses. Companies play a pivotal role in driving the sustainability transformation essential to tackling climate change, reducing waste, and promoting social responsibility. As sustainability becomes an integral part of modern business strategy, Highberg understands the importance of staying at the forefront of this shift. This research delves into the commercial opportunities for Highberg in sustainability consulting by exploring client needs, strategies, and challenges. Through a deeper understanding of the sustainability landscape, Highberg aims to strengthen its consulting services and support clients in embedding sustainability into their core operations.
This whitepaper presents research based on qualitative interviews with nine organisations across various industries. Using thematic and content analysis, the study identified key trends, drivers, and barriers in sustainability practices. The findings highlight the challenges companies face and reveal opportunities for Highberg to assist them in overcoming these hurdles. As one interviewee insightfully noted, “Currently, sustainability is still a competitive advantage; soon it will be a right to play.

Gijs Verkooijen

Device-independent development

Construction principles 11

Construction principles for the IT architect (11) Device-independent development

In this series of blogs, I will reflect on the still valid information science construction principles that guarantee better "information structures". This 11th blog in the series continues with the second informatics principle (see my <a href="https://highberg.com/insights/construction-principles-for-the-information-professional">starting blog</a> for the distinction<a href="https://www.vka.nl/publicaties/constructieprincipes-voor-de-informatiekundige/"></a>). Why and when to develop device independently? It's always so nice in the architecture principles at company level or in a policy document "Our employees can work independently of time, place and device". But the impact of the desire to be able to work device-independent on the design of the IT landscape and the software to be developed is not small.

Highberg podcasts

Employer NPS 27

Highberg has various podcasts about Sustainability, Digitalization, Transformation, Europe and the Government. Curious about these topics? Listen to the podcasts via the links down below.

An HR-Analytics perspective

Is a 50/50 Gender Ratio Smart Business?

Does a 50/50 gender ratio target make business sense? An HR-Analytics perspective

BHP Billiton recently announced they aim for a 50% female workforce by 2025. This target is one of the boldest gender targets any global company has set, especially since mining is often regarded as a men’s world. The driver behind this decision is value creation. The miner says that a better gender balance in the workplace will improve performance and ultimately improve shareholder value.
When I read this news, as a Data &amp; Analytics professional, a number of questions immediately popped up in my mind. Let me share the four most relevant ones. Does diversity indeed improve performance? Should there be a 50/50 ratio, or could a similar performance impact be achieved at a different ratio? Is this ambition realistic? Will this decision indeed create shareholder value? Let’s have a closer look at these questions. Can they already be answered and/or how could HR Analytics help in answering them?

Separating application function from data storage

Construction principles (10)

Construction principles for the IT architect: (10) Separating application function from data storage

In this series of blogs, I dwell on the still valid information science construction principles that guarantee better ‘information building’. This 10th blog in the series continues with the first informatics principle (for the distinction, see my <a href="https://highberg.com/insights/construction-principles-for-the-information-professional" target="_blank" rel="noreferrer noopener">starting blog</a>). This one is about the construction of data processing. 
We don't dwell on it but every screen we process information on hides an underlying construct that extracts data from a storage and allows us to access or modify this data or add new data. If the processing function and the data storage are separated, this has great advantages. In fact, this is the information science principle of decoupling but applied in computing.

The risks of IT visions

As Highberg, we create many different visions for our clients. These can be visions on topics such as: cloud, the digital workplace, data sharing, data-driven working, 5G, wireless connectivity, etc. Name any information technology (IT) related topic and you can create a vision for it. But what is the use of a vision if we don't act on it in practice? Or what use is a nicely formulated vision if it subsequently gets shelved. In this insight I elaborate on the different pitfalls in the creation and implementation of visions that I encounter with my clients.

Daan van Horssen

The impact of a corporate culture without psychological safety: causes and consequences

The impact of a corporate culture

What happened at Boeing?

Over the last three weeks, I've talked about how a positive culture can help an organization succeed. However, a poor culture can have the opposite effect and harm the organization. In this article, I will explain how problems with Boeing's corporate culture led to their recent setbacks. 
In case you missed what happened: a Boeing-manufactured Alaska Airlines plane door panel blew out midair over Portland, Oregon, on January 5th, forcing an emergency landing. Now there are a lot of concerns about safety and quality at the airline, as this was not the first time something went wrong with a Boeing plane. So, what happened and what role did their organizational culture play?

Amadeus DTS Transforms with Highberg

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This year, Highberg successfully transferred full responsibility for the Agile transformation to the local transformation team at Amadeus Digital Transformation Services (DTS). Using our framework, 'Managing Successful Transformations' (MST), the team initiated, validated, scaled, and sustained the transformation. In this whitepaper, we will explore the various phases, steps, and learnings from this journey. If you have any questions about this framework or inquiries about starting a transformation, please don’t hesitate to reach out.

Noah van Kessel

Whitepaper: Amadeus DTS transforms with the Highberg transformation framework

Two pager: sustainably implementing Data ethics

Two pager: Data ethics

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In recent years, data ethics has become an important topic when utilizing data and data applications. Responsible data usage is often taken as a starting point. However, in practice, sustainably implementing data ethics within organizations proves to be challenging. Over the past few years, Highberg has undertaken various projects related to data ethics. Our experience has shown that data ethics is closely linked to organizational change. Read our two pager and let us know what you think!

Marlijn Mulder

From Trainee to Senior Consultant at Highberg: Jerom Fiedler

Trainee to Senior Consultant at Highberg

Jerom Fiedler

Jerom Fiedler, Senior Consultant at Highberg, began his career in consulting more than 6 years ago as a Trainee. In this interview, he discusses how the traineeship fostered his growth, as well as how the unique culture at Highberg and opportunities for professional development helped him develop in his role.

Enhance your organizational culture with best practices from industry leaders

Enhance Your Organizational Culture

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<a href="https://highberg.com/insights/enhance-your-organizational-culture-with-best-practices-from-industry-leaders-decision-making-values-and-rituals-traditions">Last week</a>, we discussed best practices for the organizational from industry leaders, specifically focusing on decision-making, values, and rituals &amp; traditions. In this article, we show how some of the biggest companies improve their organizational culture, through psychological safety, leadership, and DEI.

Enhance your organizational culture with best practices from industry leaders: Psychological safety, leadership & DE&I

Enhance your organizational culture

<a href="https://highberg.com/insights/enhance-your-organizational-culture-with-best-practices-from-industry-leaders-feedback-collaboration-and-learning-development">Last week</a>, we discussed best practices for the organizational culture from industry leaders, specifically focusing on feedback, collaboration and learning &amp; development. In this article, we show how some of the biggest companies improve their organizational culture, through decision-making, organizational values, and rituals &amp; traditions.

Enhance your organizational culture with best practices from industry leaders: Decision-making, values, and rituals & traditions

Enhance your organizational

A strong cultural identity is essential for businesses success. It helps to keep employees happy, encourages new ideas, and leads to overall success. But what makes the best companies stand out? The secret lies in how they build and maintain their workplace culture. In this article, we explore some of the successful strategies used by top companies. You can apply these practical tips and examples to enhance your organization’s culture and achieve excellent results.

Enhance your organizational culture with best practices from industry leaders: feedback, collaboration and learning & development

Transforming Culture: The Key to Psychological Safety

Transforming Culture

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Have you ever silently questioned your boss's decisions but chose to keep your thoughts to yourself? In many organizations, people feel unsafe to speak up due to the prevailing culture. Unfortunately, this can lead to serious consequences. What if your input could have prevented a mistake or inspired your boss to find a new solution? When employees don't feel safe to speak up or take risks, it can result in preventable errors, missed opportunities, and a lack of new and innovative ideas. This hesitance to share his concerns and ideas often comes from not feeling psychologically safe, which is really important for creating a productive and innovative work environment.

Highberg ESG Report 2023

ESG Rapport 2024

As Highberg, we are committed to achieve lasting impact on organizations, people, and the environment. Therefore, we are very proud to publish our first ESG report.

Selma den Hartog

Ben ten Dam

Eight Things You Need to Know About NIS2

The European Union (EU) is deeply concerned about the cybersecurity of organizations within vital sectors. The EU has introduced the Network and Information Security 2 Directive (hereinafter: NIS2) to enhance the cyber resilience of these organizations. Organizations within vital sectors are obligated to comply with NIS2 from October 18, 2024. Organizations belong to the vital sector when their service provision (temporarily) disrupts and has a significant impact on the economy and society.
In this Insight, you will read about the eight things you absolutely need to know about NIS2.

Nino van Leeuwen

Shankar Sahtie

Gender Mobility

The gender balance in the inflow, through-flow and outflow of employees says something about the Diversity and Inclusiveness of an organization. Thus, a good understanding of the mobility patterns of men and women is crucial for any organization that is serious about Diversity and Inclusion. Indeed, understanding these patterns helps to formulate answers around the questions below.
<ul><li>Are enough women coming in to maintain diversity?</li><li>Do women have the same opportunities as men to be promoted?</li><li>Is there a glass ceiling?</li><li>Does the organization have more/less difficulty engaging women?</li><li>What is the likelihood that diversity goals will be met?</li></ul>

People Analytics Transformation

Calculate employee turnover (Employee turnover analysis)

Calculate employee turnover

Structurally high employee turnover is problematic for organizations. Excessive employee turnover incurs significant costs and can even impact issues such as business continuity and customer satisfaction. An employee turnover analysis, through advanced statistical analysis, identifies risk groups, helps to understand the causes of turnover, predicts how employee turnover will develop and predicts where turnover will occur.

In short, deploying HR Analytics on the topic of employee turnover gives organizations the tools to prevent employee turnover!

Employee Experience

Labor-market positioning

Having the right people in the right place at the right time is critical to an organization's success. To effectively bring in the right people, it is essential to understand how your organization is viewed from the job market.
Are potential employees familiar with the employer brand? What positive and lesser associations do they have with the employer brand? To what extent is there an employer brand preference?
Answers to these and other labor market positioning questions will help you reach the right target group with an appealing message.

Whitepaper: Opportunities in Sustainability

Want to learn more?

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