The advantage of workforce sciences: Solving complex challenges

HR and business leaders are facing significant and increasingly complex challenges to ensure their workforce is productive, innovative, and engaged. Whether your objective is to strengthen retention, improve diversity and inclusion, achieve pay equity, or plan for your future workforce, Mercer can help.

 

For more than 25 years, Mercer has been at the forefront of workforce sciences. Our disciplined, data-driven approach identifies the unique set of success drivers each of our clients require to achieve their growth objectives, as well as the supporting HR strategies to evolve their workforces.

 

The most successful companies in the world draw clear and measurable links between their workforce investments and results. Mercer works with these companies to optimize their workforce strategies and create lasting competitive advantage.



Learn more

Listen to the presentation from the OECD’s Well Being at Work Week Conference: Measuring the Workforce and Business Impact of Employer Investments in Employee Health and Well-Being



3 key client challenges & solutions

 

Explore these three common workforce challenges, along with Mercer’s approach and offerings.




Our approach: Internal Labor Market methodology

 

Mercer’s proprietary Internal Labor Market (ILM) Analysis® provides a fact-based approach for making many essential decisions about human capital. At a basic level, it raises fundamental questions about a firm’s workforce, such as who gets hired, who performs well, who advances, and who stays. At a more advanced level, ILM Analysis provides critical insights into an organization’s talent practices and focuses on the causal links between HR policies/programs and employee behaviors over time.

 

To learn more, read an excerpt from Play to Your Strengths, authored by our team’s co-founders, Rick Guzzo, PhD and Haig Nalbantian.



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Many of our solutions revolve around the fundamental concept of internal labor markets. While every company has one—either by design or default—organizations often have too little insight into the actual rules that come to define their workforces.
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Our capabilities

Instead of relying on black-box algorithms or push-button “insights,” we use a collaborative process, during which we share with you how we approach our analysis, why we control for the factors we do, and how we arrive at our key takeaways.

 

Our robust solution set includes:

 



 

About us

We are a mix of labor economists, industrial-organizational psychologists, statisticians, and data scientists with experience consulting to organizations on their most complex human capital issues. We share a passion for translating insights into action and strive to bring a disciplined, research-based approach to inform change.

 

Our Workforce Strategy & Analytics (WSA) team was first established in 1994 as an R&D unit, focused on developing methods to measure the workforce and business impact of people practices.

 

In 2011, Mercer established the Workforce Sciences Institute, an offshoot of the original WSA team. The Institute’s primary objectives are to focus research efforts on the continued advancement and application of the new science of human capital management, from developing advanced analytic methods and constructs to measuring the economic impact of workforce management practices. WSA and the Workforce Sciences Institute operate as a cohesive unit, collaborating on client engagements and original research.



Meet our senior team

Our diverse team of experts share a passion for rigorous analysis to address complex human capital issues.


Do you have questions about workforce strategy and analytics? Contact us today.