Increase Operational Performance, Gain Competitive Advantages with Workforce Data.

In the realm of business operations, COOs are dependent on sophisticated systems to proactively generate alerts when risks threaten operational performance. Today, Operations staff depends on decision support systems that present complex data in simplistic dashboards to constantly analyze the performance of core operational components, supply chains, logistics and market factors. Yet they are often left stranded in trying to direct, optimize, align and manage the workforce with any similar level of capability.

With SonarVision, Operations can view the workforce performance, impacts and risks to the business in the same way you view distribution and supply chain data.

Get answers to critical questions and revolutionize the way you view your labor force. Obtain the necessary information to optimize operations based on the single component with the most influence on margins, revenue, profits and earnings—by linking and measuring your workforce to strategic plans and core operations. Be able to:

  • Discover when Human Capital drivers will impact essential R&D projects, major contracts and strategic plan initiatives
  • Determine when overtime, positions gaps and employee leave will reach thresholds that increase the risk of accidents, cause forfeiture revenue or lead to poor customer service
  • Identify when top talent in mission critical positions are likely to leave so intervention procedures can be implemented
  • Know with certainty if, when and where aging demographics impact performance and loss of essential intellectual capital
  • Detect when key employee performance metrics and talent supply will impact major capital projects, operational performance and efficiencies
  • Direct, monitor, assess, align and optimize the workforce as is done for nearly all other mission critical operations
  • Know scientifically when minority distributions create legal and financial risk to organizations

There are dozens of easily correctable problems directly attributable to talent and the workforce. In an organization of 25,000, the positions responsible for the highest business losses are often those on the front line and therefore never considered to be mission critical. Poor supervisory skills and loss of top performers in skilled trade or support positions cost businesses billions of dollars in lost earnings every year.
Case Studies

SonarVision is unprecedented in answering your workforce and labor related questions. This workforce planning and analytics system equips leadership with the tools and information to plan, direct, manage and optimize nearly all other mission critical systems, projects, programs and operations.

In an engagement in the healthcare industry, OrcaEyes used SonarVision to identify opportunities for operational improvements. In this analysis, OrcaEyes discovered potential workforce shortages actual supply versus demand for the ensuing 12 months in positions directly tied to revenue. These shortages were putting more than $1.8 billion of billable revenue at risk. To compound the problem, a 34% annual turnover rate of these positions was adding additional recruiting and training costs. Additionally, margins were reduced by as much as 21% due to the increased use of high-cost, prime contractors and an already funded capital expansion projects was indefinitely delayed resulting from current shortages in existing positions.
By proactively creating talent supply pipeline based on quarterly business demand forecasts for one-year, and a implementing manager training and incentives program, time-to-fill was reduced by 40% and first-year new hire turnover was reduced by 14%. The result was an increase of margins on billable services by 8.2%.

OrcaEyes was contracted by a company with a large manufacturing division to look for ways the company could improve operations. SonarVision correlated common workforce information to key business outcomes and discovered that when operator class employees worked three weeks in a row with an average of 12.5 hours or more of overtime per week, accidents caused by human error increased by 106%. Unplanned downtime cost the global firm more than $2.2 billion annually, and more than 42% of unplanned downtime was caused by human error.
SonarVision measured position gaps and operator leave, predicting trends which alerted management before the operator gaps became problematic. The company used the alerts to prompt the hiring of temporary labor before work levels exceeded error-causing thresholds. Pay rates were raised by 8% to reduce turnover and safety training was conducted for operators and skilled trades.
SonarVision supply-demand forecasting and alerts now provide management with up to two months advance notice before human capital problems result in business problems. The end result was a 51% reduction in lost revenue due to human error accidents.

A national Insurance company hired OrcaEyes to identify areas where significant operational efficiency improvements were possible. OrcaEyes flagship workforce planning and analytics software, SonarVision, found correlations between scores on an employee engagement survey and insurance appraiser performance. It was quickly discovered that underwriters with engagement scores below 50% wrote 62% fewer adjustments than those underwriters in the 77% plus engagement range. Also, the group with scores below 50% had a 55% higher rate of re-adjustments (“re-do’s”).
OrcaEyes consultants helped the agency develop a new employee branding program to help improve engagement levels. The result: Higher engagement scores translated into 3.1% increase in estimates written and 5.7% decrease in re-do’s. These results were achieved over the first nine months of the new employee branding program.

OrcaEyes implemented SonarVision Enterprise to help a transportation company uncover areas where labor spend could be optimized. In the process, SonarVision revealed premium overtime pay (50% factor) to truck drivers accounted for 11% of earnings. Workforce Analytics showed more than 38% of these overtime costs were caused by high turnover of top performers, excessive supply/demand gaps and lengthy time-to-fill periods.
Action plans were developed to regain 70% of the lost 38% overtime pay to be reapplied to the bottom-line earnings. The result: Projected increase in earnings-per-share by 12 cents in the first year.