The Challenge

Diversity isn’t a new hot topic, but people’s views of its relative impact on the business and the broadened definitions used to cover D&I definitely have evolved. If your business is still thinking about diversity in terms of gender, ethnicity and age, then your organization is at an inherent, and potentially time-sensitive, disadvantage.

The MERIT Difference

Merit Analytics’ approach to D&I blends strategy, analytics and change management factors together to create an approach that gets tangible results. As a diversity-owned business ourselves, we understand and appreciate the value that D&I provides and the effort that it takes to be successful.

The Challenge

It used to be sufficient to produce basic distributions and trends, capturing stories related to hiring, performance, promotion, engagement, retention and the like. Today, these foundational storylines are expected table stakes when approaching the business about workforce priorities. Organizations that have evolved to more strategic and adaptive dashboards are creating a new wave of dashboard design that is more outcome-driven with fewer expectations that the business find their own story.

The MERIT Difference

Merit Analytics has been leading the way in dashboard design and development — with more than 75 cumulative years of expertise focused on effective data-driven storytelling and software creation and management. We have built our own, and coached others how to build, leading enterprise-wide HR dashboards in all major business intelligence platforms and multiple ERP products. From selecting the right metrics to designing intuitive data visualizations, we are there to help HR be successful.

The Challenge

For many organizations, workforce planning was a “nice” vs. “need to have” capability. With today’s volatile business and market environment, workforce planning, and particularly longer-term scenario modeling, will differentiate the winners and losers in the battle for ongoing business success.

The MERIT Difference

Merit Analytics doesn’t apply a one-size-fits-all approach to workforce planning. Flexibility and agility to adapt the process across organizations (and even within the same organization) provides a unique and practical methodology that has led to more successful implementations and meaningful changes in workforce dynamics.