Digital Business in action
Using Digital to Analyze Organizational Culture and Improve Employee Performance
The business culture of an organization is a direct indicator of its ability to deliver on performance goals. By mapping and measuring the internalization of specific cultural dimensions to revenue, an organization can identify gaps in the workforce and bridge them with clinical precision. This enables the organization to harness human energies and direct them toward catalyzing unified goals. What is the role of digital technologies, such as data and analytics, in understanding and mapping organizational culture to performance?
A global client from the pharma industry was keen to measure its 160,000 employees along four cultural pillars enshrined in the organization’s DNA. However, data from employee surveys, learning scorecards, skills and capability documentation, along with employee recognition and revenue details were spread across various HR, production and financial systems—all operating in siloes, with low levels of collaboration between functions. The client needed to integrate the data and overlay it with a data model and an analytics engine.
Making the Data Work
The Problem With Data
is that organizations are not certain if they are making the best use of it. In addition, there are organizations that do not trust their data despite processes and systems available to manage it.
Altimetrik’s nine-member off-shore team analyzed the client’s requirements and created the Culture Sense platform that shows KPIs (listed above) that predict employee performance. The performance ratings for employees and sales data (target versus actuals) by geos was also integrated on the platform. The organization’s leadership could use Culture Sense to understand precisely how inspired, independent, curious and self-aware the organization was. The leadership could drill down the data be teams and individuals mapped against sales performance.
Granular view of the state of organizational culture: The client was able
to drill down to any level within the organization to view culture-related metrics
of its workforce. As an example, it could benchmark one team versus another,
identify teams and individuals willing to learn more or in need of specific training
to improve their cultural fit.
Trusted data: The client began using trusted data and could confidently take
corrective action to increase employee productivity.
Accelerated process: Generating team and individual-specific data on cultural
scores and alignment that used to take 1.5 months could be done in 12 minutes.