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Employee Wellbeing Made Easy!

Overview: When we examine the literature, employers are trying to understand the employee attrition, mental health, employee burn out, lifestyle in silos. An organization’s performance/success could be seen as directly proportional to Employee wellness. Currently, the employee wellness programs are structured based on hypothesis and surveys. The challenge with surveys is that the feedback doesn’t always come from the right target audience. Hence the results are skewed. This theme aims at looking at the aspects in a wholistic perspective, which could provide a 360 view of an employee.

Below are some of the items which could be part of the scope:

1. Employee is a social being, so the part that corresponds to employee behavioural data, social media profiles could give a pointer into employee behaviour and how he responds to situations.
2. One could also take into account the aspirations, skillsets, achievements of the employee into consideration.

Task:
[Minimum]

1. Identify the metrics that would help organizations and supervisors to understand the wellness of their employees (Metrics identified to be related to wellness of an individual person).
2. Mechanism to collect the metrics without any privacy intrusions (GDPR, Privacy & legal compliance is important).
3. Definition of the systems to collect these metrics. Provide a Wellness score for an employee. 

[Intermediate]

1. Identify the collective metrics that would help the top management to come up with more meaningful wellness programs.
2. Identify the technology which would be effective to perform the analysis of the data collected.
3. Consider both physical and mental wellbeing in the analysis.

[Advanced]: 

1. Collective metrics that need to be considered for coming up with strategy for wellness programs. 
2. Definition of the systems to collect these collective metrics.
3. These metrics should be relevant for most of the population of the org to avoid skewed data. 

Assumptions: There is access to HR system., organization has a well implemented HR system for all functions of HR – recruitment to retire, and access to work metrics – like quality & quality of work done, presentations provided, meetings/conferences attended.

Proof of concept:

1. Provide a Wellness score for an employee.
2. Provide a Digital Twin of an employee – consider both social and technical data available from the enterprise and social world (IT industry).

Data: Employee Data which comprises of Personal Data, Employment information, Comp info, Time Off related data, Learning related information, Risk/Impact of Loss, Performance, Goal data.

Datasets:

• HR : Human Resources Data Set and 7 HR Data Sets for People Analytics

• Wellness: Eating & Health Module Dataset

• Attrition : Employee Attrition

Resources:

HR Data: 

Wellness and Lifestyle Data:

Employee Attrition Data:

Overview Session Recording

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