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Case Studies > Reaching organizational goals with data accessibility

Reaching organizational goals with data accessibility

Technology Category
  • Analytics & Modeling - Predictive Analytics
  • Analytics & Modeling - Real Time Analytics
  • Functional Applications - Enterprise Resource Planning Systems (ERP)
Applicable Industries
  • Finance & Insurance
Applicable Functions
  • Business Operation
  • Human Resources
Services
  • Data Science Services
  • System Integration
The Challenge
This American financial services company has over 8,000 employees and three core lines of business (retail banking, business banking, and wealth management). In 2016, an organizational review conducted by a consulting firm revealed that the company was performing well below the industry benchmark for organizational efficiency vis a vis span of control and layers. Acting on the consulting firm’s recommendations, the company brought the percentage of its manager population down from 30% to 15%, reduced the layers of the organization from 10 to 8 and reduced the number of administrative employees per manager. While this new optimal structure helps the company avoid costly organizational bloat, maintaining the targets requires continuous monitoring.
About The Customer
The customer is a large American financial services company with over 8,000 employees. It operates in three core lines of business: retail banking, business banking, and wealth management. The company underwent an organizational review in 2016, which revealed inefficiencies in its structure. Following the review, the company implemented significant changes to improve efficiency, including reducing the percentage of managers, decreasing organizational layers, and optimizing the admin-to-manager ratio. The company is committed to maintaining these improvements through continuous monitoring and data accessibility.
The Solution
The financial services company uses Visier People to track a number of measures called 'organizational health metrics.' Metrics include span of control (the number of employees reporting to a single manager), layers (the number of reporting levels from top to bottom) and player coach (the percentage of managers who manage three or fewer employees). The company also monitors contingent labor usage and its admin-to-manager ratio. Before adopting a people analytics platform, HR generated the organizational health metrics using spreadsheets, which was labor-intensive and only allowed for annual reporting. With Visier, the HR team can deliver the organizational health metrics as a slideshow on a monthly basis, and leaders have on-demand access to the data. This regular tracking allows leaders to have more frequent conversations with managers who are not meeting their span of control targets and helps managers make informed staffing decisions.
Operational Impact
  • By going from providing the data annually to sharing it on demand, the company’s HR team can ensure everyone makes day-to-day decisions that are in line with the company’s broader efficiency goals.
  • The company has experienced no loss in progress three years after the initial reorganization, maintaining a 15% manager population and a 10:1 admin-to-manager ratio while reducing another layer of the organization.
  • In spite of the initial disruption (the company had eliminated 400 positions following the organizational review), the rate of voluntary resignations has decreased over time.
Quantitative Benefit
  • The company reduced its manager population from 30% to 15%.
  • The layers of the organization were reduced from 10 to 8.
  • The admin-to-manager ratio was maintained at 10:1.

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