Invincibility Systems (Case Summary):
Invincibility Systems has 17,000 employees who design and make aerospace and
defense equipment including missiles, rockets, and propulsion systems. They are
applying the same statistical fervor to their recruiting process that they use to
determine rocket trajectories. Using regression analysis, they determined which
sources generated the most hires as well as which new hires went on to perform well.
This helps the company narrow its focus on the most productive sources for quality
employees and saves both time and money. The HR team then used a similar approach
for workforce planning. By collecting and analyzing data on employees in each
department, they can predict how many employees will leave in the coming year and
predict how many new employees need to be hired. By conducting their analysis at
the employee level, they can see when turnover might increase or decline and which
employees are most apt to leave. This is particularly important in a company such as
Invincible where employees file highly specialized and high skilled positions.
1.
Besides the factors identified, what other factors should Invincibility Systems take
into account in its HR planning?
2.
What legal concerns does the data analysis at Invincibility raise? How should the
company address those issues?
3.
Besides its use for HR planning and recruiting, how might Invincibility’s data analysis
be applied to improving the company’s training programs?
