People and functional performance metrics and benchmarking
By using workforce analytics
Workforce performance insights, at the click of a button
Comparing your International Mobility Programme
How finance's role is becoming more strategic
We hold one of the world’s largest and most robust databases of people and functional performance metrics, with HR function and workforce performance information from over 2,600 international organisations.
Using a proven global methodology, our measurement, benchmarking and analytics team help organisations understand the strengths and limitations of their workforce and functional performance.
The organisation embarked on a multi-year transformation journey to improve its HR and finance functions including new IT platforms and new operating models. PwC engaged in addressing decentralised teams, inconsistent teams and designing the new operating function.
PwC were engaged to provide benchmarks on the clients HR function size and shape to help to support a business case for transformation, including recommendations on HR spend on external providers and technology.
The organisation needed to the undergo a transformational change so PwC engaged with key stakeholders across HR to collect and validate data against PwC Saratoga definitions in order to form a robust baseline of HR size and cost.
PwC were engaged to review and validate the rationale of future workforce plans so the client could determine whether the current workforce was fit to purpose.
The global client wanted to improve the quality of their data outputs to aid their decision making across the group. PwC benchmarked a range of metrics for the group business and also separately.
A large NHS Trust was considering merging with another NHS Trust. The leaders were not clear about how this merge could impact both trusts, they were concerned about the benefits achieved and how to merge both trusts without affecting performance.
PwC were engaged to carry out an assessment of the overall finance function of a newly-formed organisation following a merger.
The client wished to develop a portfolio of people and HR measures that aligned with their business and people strategy. Through analysis of their performance against these measures, the client wanted to understand the key issues facing their organisation in terms of their workforce and HR function, such as function efficiency and service levels, workforce productivity, engagement and process effectiveness.
