Use Case Scenarios

As an executive-decision making platform, Gemini™ helps company leaders find certainty in uncertainty in even the most complex situations.

Seeing is Believing

Gemini offers accelerated time to value in scenarios from planning agility to workforce optimization to M&A activity.

Following are use case scenarios that illustrate some of the challenges organizations face and the solutions that Gemini provides.

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    Scenario Planning

    Problem

    Executive-level decision making around people is often disjointed and siloed, due to hierarchical structures and distributed ownership of HRIS, IT, payroll, and financial systems of record. Planning is typically conducted on an annual basis, which in today’s environment isn’t adequate. More frequent planning efforts can be hamstrung by difficulties acquiring, aggregating, and analyzing information across executive-level functions. Key elements of information are missing, including views into contingent workers and non-hierarchical working relationships.

    Solution

    Gemini aggregates and harmonizes people data across systems of record, regardless of departmental ownership. The data is democratized allowing executives to collaborate and run scenarios as frequently as business disruptions and opportunities present themselves. With rich worker profiles, robust visualizations and analysis tools, Gemini provides a complete and contextual view of the total workforce. Surfacing how resources are allocated against corporate objectives, Gemini’s Scenario Blueprint™ enables the development of real-time scenarios to enhance data-driven decision making, workforce optimization and organizational alignment.

    Succession Planning

    Problem

    Companies face great risk if reliant on a few key people in a few key positions with no organized approach to succession planning. Siloed, hierarchical structures can limit visibility into talent, resulting in talented FTE’s and contingent being overlooked, underdeveloped, and allowed to leave. Attrition and replacement costs are high, and companies are left scrambling when key positions are vacated.

    Solution

    Gemini’s Succession Planner offers real-time insights into the FTE and contingent workforce. Attributes such as succession eligibility and attrition risk can be assigned, and workers categorized into succession phases and time frames including a 2-5 years “watch” list, a greater than 2 years “develop” list, a less than 1 year “ready” list, and an “immediate” list. Succession Planner is a simple, structured pathway to succession that develops and promotes internal talent and ensures smooth transitions.

    Restructuring & Reorganizations

    Problem

    Both struggling and high performing companies conduct restructuring and reorganizing activities to capitalize on business needs, opportunities, and efficiencies. While financial and hierarchical structures are common decision-making factors, what’s often missing are deep talent insights, non-hierarchical working relationship views, and use of contingent workers on key initiatives. These missing views and insights can result in decisions that negatively impact the desired performance of teams, departments and possibly the entire company instead of achieving the desired effect of the reorg.

    Solution

    Gemini harmonizes data in HRIS, payroll, IT, and financial systems of record across all worker classifications. Skill attributes and non-hierarchical working relationships can be analyzed, and robust visualizations of before and after scenarios utilized for more effective decision-making. Gemini surfaces the underlying information related to individuals and teams to ensure top talent retention and preservation of cross-functional working relationships on important initiatives.

    Attributes & Skills Management

    Problem

    FTE and even contingent workers can go through extensive vetting processes before being hired. Once in the door, their resumes are filed away, and career development left to their manager. Over time, high potential workers can languish (or leave) at worst and take charge of their own careers and working relationships at best. Understanding what work is getting done, how it’s getting done, and who’s doing it is invisible to executives, and they rely on anecdotal information and structured hierarchies to make important strategic decisions such as promotions, reorganizations, layoffs, and hiring. The effects can be costly due to attrition, replacements, and overlooking qualified internal FTE and contingent talent for open positions.

    Solution

    Gemini aggregates siloed HRIS, payroll, IT and financial data into rich FTE and contingent worker profiles that can be tagged with additional attributes, skills, and interests. Workers can be developed and promoted internally through Succession Planner, and matrixed relationships surfaced through Gemini teams. With cost and capability views across their entire organization, leaders can manage and mobilize talent to respond to opportunities and challenges.

    Remote Working

    Problem

    The pandemic caused rapid adoption of remote working, with many companies extending remote working into 2021 or indefinitely. While benefits have been realized, challenges for workers include communication limits, social isolation, and expectation ambiguity due to primarily digital communication. Challenges for leaders include not knowing what people are working on, or how the work is getting done.

    In a recent survey conducted by Gemini, 75% of survey respondents believe that out of a worker’s total tasks, 20% to more than 40% of them are unknown to their managers. In the event of natural disasters or other emergencies, employers may not know exactly where their workers are located causing welfare checks and business continuity efforts to be compromised.

    Solution

    By harmonizing, enriching and visualizing people data across HRIS, payroll, IT and financial systems of record, Gemini provides a dynamic view into a company’s entire workforce. Through Gemini Teams™, workers can plug into cross-functional channels of how work is really getting done, and access rich profile views of their teammates to form deeper connections when physical proximity is limited.

    Company leaders benefit from seeing value creation structures outside of hierarchies. The Org Navigator™ shows worker locations in a map view and provides alerts on emergency and other issues impacting those workers. Gemini Broadcast™ enables SMS communications to the entire company or to select groups so everyone can be kept informed on the latest developments as applicable.

    Reducing Friction and Increasing Flexibility

    Problem

    Fast changing conditions require quick adaptations. Organizations built for efficiency are rife with rigid structures, workflows, role design and networks that prevent workers from being responsive. This creates friction including misaligned work design, trapped resources, overwhelmed teams and rigid processes. Organizations need to shift from efficiency to flexibility in order to adapt and survive. (Gartner – Top 5 Priorities for HR Leaders in 2021)

    Solution

    Gemini removes workplace friction and increases flexibility by aggregating and harmonizing people data across all worker classifications. Views into how work is actually getting done allows companies to free rigid organizational constraints. Hiring and onboarding can be managed at appropriate levels, and company leaders have line of sight into all staffing decisions. Through rich visualizations and deep data insights, companies can ensure their people are aligned on corporate objectives even as objectives shift to meet new challenges and opportunities.

    Onboarding

    Problem

    Onboarding plays a critical role in engaging workers and setting them up for success. Key factors in successful onboarding include role clarity, self-efficacy, social acceptance, and knowledge of organizational culture. With the proliferation of remote working, and only 14% of co-workers being fully engaged at work (ADP Research Global Workplace Study 2020), onboarding has become more difficult. People with part-time or contingent roles are 50% less likely to be fully engaged than those with full-time jobs. Overcoming physical distance, isolation, facilitating team-building, and providing all workers, FTE and contingent alike, with a successful onboarding experience are growing challenges.

    Often missing from the onboarding experience, even in the best of times, are easy ways to understand working relationships outside of hierarchies, knowing who to call with specific questions, and insights into co-worker’s skills, experience, and interests. These connections to work in progress, how it’s getting done, and who’s doing it typically take months of informal information sharing. With mentally and now physically disengaged co-workers, understanding these informal networks can take even longer.

    Solution

    Gemini helps facilitate successful onboarding through robust people data visualizations that are accessible across the entire organization. Gemini Teams™ provides workers with knowledge of informal and value creation structures so they can see where they fit in, and who they can reach out to. Org Navigator™ allows workers to drill down through org charts into individual worker profiles facilitating professional and personal connections. FTE and contingent workers are included, providing all workers with better role clarity and self-efficacy.

    Unlocking Worker Data

    Problem

    Data related to people is fragmented across multiple HRIS, payroll, IT, and financial systems. Contingent workers often aren’t included within employee systems of record, resulting in hidden costs and capabilities. Functional role views are limited to manually produced hierarchical org charts, and people are reduced to boxes with just names, titles, and reporting relationships. Skills, interests, cross-functional relationships, and views into how work is really getting done are invisible. These limitations impact everything from talent alignment to corporate objectives, decisions around restructuring and reorganizations, and optimizing internal talent fully.

    Solution

    Gemini provides a complete and contextual view of the total FTE and contingent workforce. Rich worker profiles include data from HRIS, IT, payroll and financial systems, and attributes such as skills, experience, interests, education, and certifications. Visualizations show formal reporting and cross-functional team relationships, as well as locations. Managers can align talent with strategic objectives, executives can make informed decisions on restructuring and reorganizing, and internal talent can be fully leveraged resulting in engaged workers and better company outcomes.

    Collaboration through Shared Data

    Problem

    Systems of record holding people data such as HRIS, payroll, IT and financial are often “owned” by specific departments under CXO leadership (CHRO, CIO, CTO, CFO). Shared information and collaboration between leaders can be stymied by rigid organizational structure, processes, procedures and/or corporate politics. In stable times, companies can get by with siloed approaches, but in times of turmoil and change meaningful collaboration is imperative. But even if leaders do want to fully work together, there are difficulties accessing and analyzing data in an aggregate whole to guide collaboration and decision-making.

    Solution

    Gemini aggregates and harmonizes data housed in disparate systems of record and democratizes it across departments and levels within the organization. Company leaders have access to the same visualizations, and departmental BI efforts aren’t required for collaboration purposes. Decision-making around people can now be data-driven and includes the whole picture. Access isn’t limited to the executive level – directors and managers can work cross-functionally to align talent with corporate objectives versus departmental priorities or pet projects.

    Mergers & Acquisitions (M&A)

    Problem

    One of the more difficult aspects of mergers and acquisitions is understanding the true value of human capital in play. Decisions are made on economies of scale, scope and increased revenue or market share. There is misalignment between core systems obscuring valuable talent through mountains of data, structured hierarchy views, and a focus on financial drivers. Core system integrations can take years to implement and, especially in cases where acquisitions aren’t “friendly”, talent critical to competitive advantage is at risk to walk out the door. What’s missing in the process are ways to quickly integrate data housed in disparate systems and assess talent and non-hierarchical relationships to know how important work is really getting done.

    Solution

    Gemini aggregates data from HRIS, payroll, IT, and financial systems of record in a 6-8 week deployment timeframe, instead of years. Restructuring decisions can be made with the full people picture, including skills, experience, and cross-functional relationships on core business initiatives. Deep skill attributes and non-hierarchical views help determine who is necessary to retain to preserve value in the merging organizations, without inadvertently reorganizing them out or letting them leave.

    Contingent Management

    Problem

    Companies are increasingly relying on contingent workers to staff short-term and highly skilled positions, fill urgent staffing gaps, gain staffing flexibility, and save money on costs incurred when hiring full-time employees. Often contingent staff are hired outside of the standard HR lifecycle, resulting in hidden costs, substandard onboarding, and compliance issues. Line of sight from corporate leadership into the contingent workforce is limited, resulting in inaccurate financial, skills and position data and compliance risk.

    Solution

    Gemini provides a complete workforce view, including contingent workers, at the company, department, team, and individual levels. Skill, length of hire, and cost data is readily available in roll-up and per worker views. Company leaders gain insight into the true costs and capabilities of their contingent workforce, and can ensure alignment with company objectives and compliance requirements.

    Headcount Reconciliation

    Problem

    Worker and worker-related costs are the first or second largest expenses on a company’s P&L. It’s a difficult expense to manage as worker and worker-related costs are siloed in multiple systems that often contain incomplete and inaccurate data, even when enterprise grade HRIS systems are employed. Assessing, forecasting and optimizing worker-related spend is complex and time consuming.

    Solution

    Gemini consolidates and democratizes worker data across existing systems of record which leads to significant productivity and data integrity improvements. Executive teams with shared access to real-time, accurate worker data are better able to optimize resource allocation to achieve company goals. Leaders can review headcount costs by company, department and location. Salary data is managed through permissions for privacy and security.

    Open Headcount Management

    Problem

    Corporate budgets and open positions can become misaligned, resulting in resource and cost allocation discrepancies. Even with applicant tracking systems, contingent and replacement hires can be unaccounted for, and skills gaps left unfilled in a timely manner.

    Solution

    Gemini provides views into all open positions within the company through roll up and position views. Contingent and replacement positions are included, and provide required skills and cost information. Executive leadership can better manage size and shape of the organization with HR and hiring managers can focus on recruiting, training and developing the workers that fill the seats.

    Location Management

    Problem

    Lack of insight into location costs, headcount costs, and capacity utilization are often encountered by companies with multiple locations. Optimizing real estate costs based on headcount needs and costs can be a challenge due to disparate and inaccurate sources of data. Decisions are difficult to make regarding location closures without corresponding workforce data applicable to locations in question.

    Additionally, environmental and other factors can impact physical locations and the workers assigned to those locations, and alternative means to conduct business or ensure worker safety must be deployed.

    Solution

    Gemini aggregates worker data including location information across disparate systems of record. Location utilization can be analyzed, and compared with workforce financial, skills, and strategic objective data to ensure both real estate and worker investments are aligned.

    When business disruptions occur, Gemini Broadcast™ can be utilized to communicate facility outages, alternative business processes, and communicate directly with impacted workers.