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Anglo American: Global Workforce Insights Lead to Agility in Unpredictable Economic Environment
技术
- 分析与建模 - 数据即服务
- 分析与建模 - 预测分析
- 应用基础设施与中间件 - 数据交换与集成
适用行业
- 金属
- 矿业
适用功能
- 商业运营
- 人力资源
服务
- 数据科学服务
- 系统集成
- 培训
挑战
Anglo American faced significant challenges in hiring, retaining, and managing its workforce with agility in response to unpredictable economic cycles. The company's workforce data was contained in disparate HR systems, including six SAP environments, one SuccessFactors Employee Central HRMS, an internal database, and a SQL data warehouse. This fragmentation made it difficult to standardize data and data management practices, which was necessary to achieve data accuracy and improve efficiency. Additionally, the company had distinct business units with unique workforce data needs and varying levels of expertise in reporting and analytics, making it challenging to generate consistent and aligned reports and analytics. Obtaining reports from these different business units could take days, and if a different question needed answering, analysts had to start anew.
关于客户
Anglo American is a globally diversified mining company with a workforce of 69,000 people. The company operates mining activities in southern Africa, North and South America, and Australia. It is the world's largest producer of platinum and a major producer of diamonds, copper, nickel, iron ore, and metallurgical and thermal coal. One of its well-known subsidiaries is De Beers, which specializes in diamond exploration and mining, trading, and retail, as well as industrial diamond manufacturing. Anglo American's headquarters are in London, UK, and the company is committed to using analytics not only for mining operations but also for finance and HR as part of its organization-wide Technical Sustainability initiative.
解决方案
In 2017, Anglo American chose Visier as its people analytics platform to support improved decision-making about workforce availability and costs. The implementation was led by Francesco Turchetti, Anglo American’s Global Head of Talent, who had prior experience with Visier. The team focused on implementing Visier across the business through a structured change management approach, ensuring key data sets were available, and providing the right governance framework to manage the implementation and master data accuracy. The organization created a data governance council to address variations in naming conventions and data attributes across the organization. Weekly data loads into Visier provided greater visibility into the data, enabling quick validation and fixes. The HR leadership team mandated that each business unit nominate an HR person to be the analytics champion for its unit, ensuring a visible commitment to the people analytics project. Seven primary champions and additional super users were chosen to act as Visier super users for each business unit, helping to validate workforce data during the implementation.
运营影响
数量效益
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