Pharma HR Analytics

Optimising HR team’s
efficiencies with
Attrition & Recruitment Analytics for a pharma manufacturing giant
- Healthcare industry
HR department at a pharmaceutical giant faced burgeoning challenges to manage timely hiring & maintaining targeted sales bandwidth. A manual process of data aggregation and generating reports for HR performance was draining valuable HR efforts and focus for a sizable HR team. Data integration from across various business applications to a central place was immensely required to enable HR team to generate automatic reports and stay on top of the operation with dashboards to analyse and take actions on resource allocations and training to optimise the time to hire & cost to hire.
Average increase in bandwidth of sales team
Decrease in Time to Hire
Man-days saved per month on
BI report generation
Our client is one of the top 10 leading pharmaceutical manufacturers in India. With annual revenue of more than USD 1 billion, it is also one of the largest employers in this sector, with 13,000+ employees - including a highly dynamic sales team of approx. 700 qualified professionals.

A global leader in the healthcare industry with a presence in 14 countries, our client manufactures high-quality and cost-effective healthcare and wellness products that include large-scale Generic Drugs, Vaccines, Wellness & Cosmetics. A team of 34 Recruiters hunts for the best-fit talent across the globe to achieve targeted sales growth.
USD 1 billion
Generic Drugs, Vaccines, Wellness & Cosmetics
  • Data Migration and ETL
  • Database Design and Development
  • Dashboards and Reports
  • Training and BI Support
The sales team’s average available strength for any quarter was a key factor affecting the set sales objectives. In a high attrition domain, it was a challenge to maintain the sales bandwidth - accountability of the HR department. While pursuing the efforts, the HR managers struggled constantly to track the performance of its team members in a way that could help them make appropriate decisions on utilising the HR team’s bandwidth and selecting members for training programs. In the HR department that consisted of 35 members, right and faster decision-making on these factors could aptly help avoid the spiral effects across the HR and Sales department’s performances. Not to forget the ‘cost & time’ to hire and train new employees.

Moreover, due to their continuous hiring and onboarding efforts, each HR manager had to spend approx. 60 man-days yearly in generating analytical reports (manually), which of course makes it prone to errors and inaccuracies.
The HR Team is always under pressure to hire more sales resources to keep up with the agreed sales team strength for given revenue objectives

Longer time to hire would directly impact sales team bandwidth and revenue objectives.
Data Nectar designed and developed an enterprise business intelligence solution to integrate data from disparate data sources while processing the data across various dimensions to provide continuous insight across each level of the organisational hierarchy.

A range of data transformation was applied to model data to match with new organisational structure. A modern data warehouse built on Postgres Database along with required security provisions. Data marts serve the Power BI-based self-service Dashboards and Reports to enable high-performance while fetching multidimensional data.

Self-service BI dashboards and automated report functionalities provided the user to visualise and analyse the data around time to hire, cost to hire over a range of segmentation across sales category, hiring executive, drug types, regions and more. The correlation between average sales bandwidth and sales variations was identified accurately backed with facts and factors. Much valuable insights that were missing in manual reports, were made available with just a few clicks whenever needed.

The data-driven insights enabled the organisation to monitor individual HR executive's performance around the actual average time to hire against the expected time to hire. An overview of HR resources’ available bandwidth helped stakeholders making quicker decisions on allocating them to the most critical open vacancies, in turn reducing time to hire.

  • Database integrations of SAP HCM - SAP Finance (Oracle)
  • Data extraction using BAPI
  • Data cleansing & transformation to the required model with Talend
  • Data Warehouse (Postgre)
  • Power BI
  • Employee Turnover
  • Attrition analysis
  • Time to Hire
  • Hiring executive’s bandwidth
  • Salary comparison: Exits vs New joiners
Things get done only
if the data we gather can inform and inspire
those in a position to make [a] difference.
Data Security & Confidentiality
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