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Background
PricewaterhouseCoopers is a Big Four Accounting firm that was facing high turnover in a key employee
segment—senior associates. This is the second stage in a career ladder that starts at the entry-level and
ends when one becomes a partner in the firm. One possible solution was thought to be deferred
compensation or delaying the salary of some employees so that those who stayed longer would receive
more than those who left earlier.
The firm could also see that those who stayed longer before they left were more successful in their
careers (such as becoming CFO somewhere else). Would deferred compensation keep people there
longer? Would people be convinced to stay longer if they knew it was good for their careers?
A survey collected data from current and former employees who had left. This required finding former
employees who had had a relationship with PwC and appealing to their ongoing goodwill toward the
firm to get them to respond. The final sample focused on those former employees who had left the firm
more recently (in the last 15 years rather than those who had left earlier than 15 years or more). Their
response rates were better because they remembered their experiences at the firm better than the
group that had left before them. The study specifically looked at the career outcomes of those who had
left, the comparison of work–life balance between current employees and those who had left, and
drivers of retention for current employees.
The findings and the actions taken by the firm to deal with what they found had a clear and positive
impact on the problem. The study showed that adding deferred compensation would have had a very
small impact on people’s willingness to stay. However, work–life balance (avoiding problems of work
obligation negatively affecting things at home) and career development/career progression issues did
have a large influence on the problem of people leaving. Work–life balance solutions are frequently
manifested as more flexible work schedules, flexible time off, and even child care and elder care to help
the employee manage both work and family obligations better.
The actions the firm took reduced voluntary turnover to the goals it had set. One such action was to
provide new tools for managers and Human Resources to deal with the workload balance issues that
existed. Another successful action was to strengthen the relationship between partners and associates.
Finally, the company focused on coaching and development, including training for the partners in these
areas. The analytics study showed that the initial offering of defined compensation was not going to
solve the problem, but problems flying below management’s radar were causing the high turnover.
Management was, therefore, able to solve the true cause of turnover.

You must research the topic of HR analytics and other companies that have used it. Then
write an essay that answers the following five questions (support your arguments with
related sources, citations, AND examples):
1. As an HR manager, how would you present to your company the case for using
analytics in an old-line HR department?
2,. What resources could an HR professional consult to begin building expertise in this area of
analytics?
3. How can HR analytics help to improve an organization’s overall performance?
4.Why don’t more companies use analytics to solve HR problems?
5.How can HR analytics help with strategic planning relating to HR management?

Sample Solution

Many different environmental scientists have proposed different potential foundations for environmental ethics. Bryan Norton, in particular, proposes the idea of transformative value, which offers respectable and defensible approaches to protecting species and ecosystems. Transformative value has the ability to sort human demand values in a way that provides environmentalists a solid way to not only criticize modern society’s rampant overconsumption and materialism, but also creates a way to defensibly advocate for wild species and ecosystems.

To begin with, transformative value is the ideology that a person’s experience in nature can alter their real-life preferences, specifically in relation to consumption of goods and their ecological footprint. Aesthetic value splits into two different approaches, both of which fall in line with transformative value. Lilly-Marlene Russow follows a traditional approach, which is based on the value of physical experience in nature. People highly value experience; it is why people spend years planning on trips to Greece or to see the Mona Lisa in person. People do not travel across the planet because they have never seen a country or piece of artwork before but because the process of experiencing those things in person is so revered. Species and ecosystems evoke those same kinds of feelings. Visually appealing organisms like birds of paradise or African elephants and similarly appealing ecosystems like coral reefs and tropical rainforests evoke a sense of awe and admiration that is valuable to people, so individuals are more likely to protect them.

The desire to physically see these organisms or habitats further intensifies these feelings. While any person can look up pictures of sloths or vibrant coral, the potential to be close to the physical organism drives a desire to preserve them and their habitats. This also explains why endangered species have more done to protect them when compared to healthy species. Since there is a higher threat of losing the potential experiences forever, more work is put into saving and rebuilding those species rather than a well-populated one. The value of experience creates a ranking system that scientists are able to use to determine which species or ecosystem needs the most assistance and advocacy. In addition, Transformative value largely uses this experience desire as a stepping stone. Individuals who desire these experiences will want to protect these ecosystems and animals until they can have the opportunity to see them up close. Those who are able to actually achieve those experiences usually leave with a solidified respect and admiration for the species or ecosystem they visited. The vast amounts of social media posts about experiences like African safaris and hiking up mountains or scuba diving in the Great Barrier Reef show this change. The positive outcome of that experience solidifies already held values about that species or ecosystem, pushing people to pay more attention to the health of that location or species, specifically in how their own individual behavior affects those places. If a person, for example, tends to enjoy the beautiful colors of the Scarlet Macaw but watches one suffocate on a piece of plastic, they can experience a shift in their behavior. A general, vague admiration for the visual aspect

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