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Cynet People Analytics

Cynet Systems faced significant challenges in transitioning to remote work, including a lack of centralized HR systems, difficulties in measuring recruiter performance, and high employee turnover. The company has begun adopting people analytics but needs to enhance its approach by implementing predictive analytics and centralized systems. Recommendations include leveraging AI tools, improving employee engagement, and optimizing recruitment processes to boost performance and retention.

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5 views2 pages

Cynet People Analytics

Cynet Systems faced significant challenges in transitioning to remote work, including a lack of centralized HR systems, difficulties in measuring recruiter performance, and high employee turnover. The company has begun adopting people analytics but needs to enhance its approach by implementing predictive analytics and centralized systems. Recommendations include leveraging AI tools, improving employee engagement, and optimizing recruitment processes to boost performance and retention.

Uploaded by

faiqashehzad1510
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Leveraging People Analytics in Cynet Systems' Shift to Virtual Work Mode

Introduction
Cynet Systems, an IT consulting and staffing company, faced significant challenges when
transitioning to remote work due to the COVID-19 pandemic. The company needed to
manage recruiter performance effectively while adapting to a virtual work environment.
This report analyzes the challenges Cynet faced, its readiness to implement people
analytics, and strategies for leveraging data to optimize recruiter performance.

1. Challenges in the Shift to Virtual Work Mode


The transition to remote work presented several obstacles for Cynet, impacting operations,
employee productivity, and performance tracking.

1.1 Absence of a Centralized HR System


Cynet lacked a structured Human Resource Information System (HRIS) before the shift to
remote work. Performance data was maintained in a decentralized manner, making it
difficult to monitor recruiter productivity effectively.

1.2 Difficulty in Measuring Performance


Before implementing a centralized performance dashboard, Cynet struggled to track
recruiter activity. The absence of real-time insights made it challenging to assess recruiter
efficiency and hiring outcomes.

1.3 Workforce Expansion with Limited Output Growth


While Cynet expanded its recruiter team by 70%, the number of resumes submitted only
grew by 26%, and the number of hires increased by 22%, highlighting inefficiencies in the
recruitment process.

1.4 Challenges of Remote Work


Employees faced unstable internet connections, lack of dedicated workspaces, and difficulty
maintaining productivity without in-person supervision.

1.5 High Employee Turnover


The company experienced high attrition, with most employees staying for only six months
on average. The reasons behind this needed further analysis.

1.6 IT and Equipment Constraints


There were delays in providing necessary IT infrastructure such as laptops and office
equipment, due to supply chain disruptions.

1.7 Employee Well-being and Motivation


Employees struggled with isolation, reduced motivation, and lack of workplace interactions,
affecting their overall engagement.
2. Readiness for People Analytics in Remote Performance Management
Cynet took initial steps toward using people analytics, but its approach needed further
enhancement.

2.1 Initial Adoption of People Analytics


A central operations team was created to track recruiter performance, and a performance
dashboard was introduced to measure key metrics.

2.2 Limitations of the Existing System


The dashboard only provided descriptive analytics, meaning it showed past data without
predictive capabilities, limiting decision-making.

2.3 Need for a Data-Driven Approach


To improve decision-making, Cynet needed to leverage predictive analytics to identify
recruiter success patterns and optimize hiring strategies.

3. Strategies for Leveraging People Analytics to Improve Recruiter Performance

3.1 Enhancing Performance Tracking with Data Analytics


Cynet should shift from basic performance tracking to predictive analytics to provide
deeper insights into recruiter performance.

3.2 Data Integration & Real-Time Monitoring


Implementing a centralized HRIS and real-time dashboards would enable more effective
performance tracking.

3.3 Optimizing Recruiter Productivity


By analyzing recruiter activities, Cynet can improve conversion rates and identify
inefficiencies in hiring processes.

3.4 Leveraging AI & Automation in Recruitment


AI-powered tools such as automated candidate matching and chatbots can reduce recruiter
workload and enhance efficiency.

3.5 Improving Employee Engagement & Retention


Using sentiment analysis and flexible work models can improve employee satisfaction and
reduce attrition.

4. Conclusion & Recommendations


By implementing advanced people analytics, Cynet can transform its recruiter performance
management approach. Key recommendations include upgrading from descriptive to
predictive analytics, investing in a centralized HRIS, using AI-driven tools, and improving
engagement strategies to optimize performance and retention.

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