Deloitte launches predictive HR platform to engage workers

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One of the “Big Four” firms made a move toward predictive algorithms Monday in an effort to help clients navigate the growing number of HR technologies.

Deloitte launched ConnectMe, an HR service delivery and collaboration platform that aggregates and integrates information in one place. The cloud-based platform aims to help human resources departments improve their own functions while assisting employees with big changes to their benefits package, such as if they get married or have a child.

“When we look at all the interactions employees have with HR or benefits, it boils down to a couple of instances that make you feel a certain way about your employer,” says Michael Gretczko, principal at Deloitte Consulting.

See also: Benefits technology spending increases as options grow

Through predictive analytics, he says, employees no longer have to seek out information about their benefits. Rather, the platform uses the aggregated data from the other systems to personalize and target information to an employee.

“The product is designed to address the employee engagement problem,” Gretczko says.

In Deloitte’s 2016 human capital trends report, 86% of business and HR leaders ranked employee engagement as important, yet 74% of employees find their work environment complex.

To combat limited employee engagement, Deloitte built the interface to mimic a website like Amazon, where the employee can find information around their benefits or how to register for a particular event, Gretczko says.

“It’s a more seamless way to help them better consumer information,” he says.

For HR professionals, the mobile and desktop portal also offers case management that can “decrease cost by reducing transactional work and increasing collaboration,” he says.

See also: Predictive analytics show potential for employee retention and recruitment

“There is some value in helping HR operate more effectively and efficiently,” Gretczko says, noting that though HR departments have the ability to show facts and figures to drive the true bottom line, they generally haven’t used analytics to their fullest extent to do so.

Analytics have a growing impact on the future composition of the workforce, HR and talent management and overall business strategy that will be evident in the next five to 10 years, according to EIU and SHRM Foundation’s “Use of Workforce Analytics for Competitive Advantage” report.

The right trend, Gretczko says, is to mine data and use it to pull numbers on a certain employee behavior as a way to drive engagement.

“It’s a way for organizations to really get ahead of these trends in the market and take advantage of them,” he says.

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