Create a competitive advantage with workforce strategy and analytics
Workforce science helps to solve complex challenges
Human resource (HR) and business leaders are facing significant and increasingly complex challenges as they work to ensure their workforces are 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 science. We use a disciplined, data-driven approach to workforce strategy and analytics. This identifies the unique set of success drivers that each of our clients require to achieve their growth objectives. It also delivers the supporting HR strategies they need to evolve their workforces.
The most successful companies in the world draw clear and measurable links between their workforce investments and results. Mercer collaborates with such companies to optimize their workforce strategies and create lasting competitive advantage.
Our workforce strategy and analytics capabilities
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Internal Labor Market (ILM) Analysis®
To drive your action planning, we first diagnose your internal workforce dynamics: how employees flow into, through and out of your organization — and how they are rewarded. -
External Labor Market (ELM) Analysis®
Look beyond your existing workforce to quantify talent availability and understand external labor trends or forecasts. Assess the areas in which you currently, or plan, to operate. -
Strategic workforce planning and the future of work
Plan for your organization’s future by assessing your current labor supply against anticipated future demand. This will identify critical gaps that need addressing to mitigate any labor supply risks. -
Business Impact Modeling (BIM)®
Link your talent management practices to hard financial and productivity metrics such as revenue/sales achievements, customer satisfaction scores and quality measures. -
Diversity, equity and inclusion (DEI) analytics
Use our ILM methodology to explore the root causes of talent flows and how these differ across gender and race/ethnicity groups. This will help you identify targeted solutions to address systemic barriers. -
Pay equity analysis
Effectively review and resolve pay inequities, reduce risk, increase diversity and drive organizational success with our comprehensive pay equity and DEI solutions. -
Conjoint analysis + ILM (Say-Do)
Compare what employees say they value against what they actually do value. This will provide a more complete picture to help you structure your programs and offerings. -
Organizational network analysis
Understand the ways in which employees connect with one another inside your organization. Assess the impact of such connections on critical team dynamics.
About our workforce strategy and analytics team
We are a mix of labor economists, industrial organizational psychologists, statisticians and data scientists. We have significant experience consulting with organizations on their most complex people issues. We share a passion for translating insights into action and deliver a disciplined, research-based approach to inform change.
Our team was established in 1994 as a research unit focused on developing methods to measure the workforce and business impact of people practices. In 2011, Mercer established the Workforce Sciences Institute (WSI) as an offshoot of the original team. The Institute is focused on research that advances the development and application of the new science of human capital management. Its work ranges from developing advanced analytical methods and constructs to measuring the economic impact of workforce management practices. The original team and the WSI operate as a cohesive unit, collaborating on client engagements and original research.
Many of our workforce strategy and analytics solutions revolve around the fundamental concept of internal labor markets. While every company has such a market — either by design or by default — organizations often have too little insight into the actual rules that have come to define their workforces.
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