Most organizations recognize that their workforce represents their single largest source of competitive advantage. Research has conclusively shown that HR strategies affect the bottom line, influence customer loyalty and enhance employee commitment. To succeed, companies must attract, train, motivate and retain talented employees. However, most organizations resort to intuition when it comes to making decisions about their people and their HR initiatives. But intuition, even if well directed, is not enough to enable decisive action.

There is a critical piece missing from the HR puzzle: an accurate and dependable way to quantify the effect of HR decisions on the company's performance.

Working closely with Hewitt Associates, the Global Analytics team has applied predictive analytics to HR data and has developed the "missing HR puzzle piece": a sound, accurate and reliable way to quantify the value of HR decisions.

The Human Capital Analytics models developed by GA and its principals allows a company to better:

	Evaluate its stock of human resource talent vis-à-vis its industry-peers.
	Evaluate its ability to manage its talent and forecast consequent financial returns.
	Forecast employee longevity and predict likely career paths.
	Assess employee supply / demand and correlate job market dynamics with future pay increases.
	Generate matches between candidates and jobs based on resume data, job descriptions, and current employee history.

Overall, this set of robust solutions enables deep insight into the effect of pay differentiation, rewards mix and organizational structure that helps organizations maintain their competitive advantage in today's global market.