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People, Leadership & Culture

Non-binding introductory meeting (15 minutes)?

Method? 
Multivariate (tree) analysis, where we data-driven determine the optimal combination of risk factors. Unlike the conventional approach, the algorithm identifies which employee factors provide the most insight into absenteeism. 

Outcome? 
Revealing which employees are at an increased risk of long-term absenteeism. By analyzing various employee characteristics, we can identify groups of employees most likely to experience absenteeism. For example, employees over 35 who have reported sick three times or more in the past 12 months and work in a team of more than 12 people. 

What is needed? 
<ul><li>Employee information from the HR system, such as AFAS, SAP SuccessFactors, Oracle, etc. </li><li>Absenteeism history, which we use to calculate the likelihood of absenteeism. </li></ul>
Added Value?  
With these insights, you know exactly which groups of employees need what. This allows you to save money on interventions and help the employees who really need it.

Laurent Knook

What are examples of absenteeism analysis that Highberg offers?

Examples of absenteeism analysis

what-are-examples-of-absenteeism-analysis-that-highber-offers

There are numerous statistical approaches available for gaining insights into, predicting, or preventing absenteeism. Employing these methods can serve as organizational guidance to reduce employee absenteeism. Below, you'll discover a selection that we employed for the clients' advantage.

Irma Doze

Netherlands

Organizational

Efficiently reduce employee turnover with data-driven retention strategies

Reduce employee turnover

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The labor market is tight and the 'war on talent' is in full swing. Hiring and training new employees not only takes time and money, but the loss of valuable talent can also disrupt business continuity and negatively impact the morale of remaining employees. It is therefore understandable that organizations wonder what the most efficient ways are to retain employees and thus minimize the negative consequences of turnover.
An organization often makes assumptions about employee turnover, for example, mainly younger and recently hired employees would leave and the only way to retain these groups would be to offer them better compensation. However, companies often have no concrete substantiation for these assumptions. A market-leading organization in the dairy industry faced a similar scenario, with the company experiencing significantly high voluntary turnover on a global scale. In this situation, AnalitiQs was called in to work with the client to answer two crucial questions: (1) What is the situation regarding voluntary turnover in our organization and (2) how can we reduce this turnover?

Alex Hellemons

This is how you listen to your employee

The voice of the employee

The voice of the employee: How to listen to your employees

In the marketing world, actively listening to customers to meet their needs has become standard practice. Irma Doze, co-author of the book 'HR-analytics', now sees the same trend emerging among employees. But how do you actively listen to your employees, and why is it valuable?

Gido van Puijenbroek

HR & People Analytics

What are the type off employees at risk for Absenteeism?

Type off employees at risk for Absenteeism

It is clear that absenteeism is a growing problem in your organization. Employees are increasingly falling out, but which type of employees are we talking about exactly? Without this knowledge, it is difficult to take targeted measures, leading to ineffective resource allocation and ongoing high costs. There are interventions available, but you don’t know if you’re reaching the right people. So, who are the employees at risk of long-term absenteeism?

What are the type off employees at risk for Absenteeism?

Our method for identifying risk groups involves:

Curious about the possibilities?

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