B‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍ackground: The Wincheap Group is a UK based organisation operating across multiple industry sectors and listed on the Financial Times Stock Exchange (FTSE) 100. They employ a workforce of circa 80,000 people. The recently appointed HR director, Michaela Scott, has been disappointed with the level of meaningful insight that her new team is able to provide in respect of the workforce. Although a workforce reporting team does exist, their focus has traditionally been to provide regular ‘descriptive’ summary reports, and to react to simple ad-hoc requests. Their primary customer has been the HR department itself. Scenario: Michaela Scott has made it a priority to build a ‘Best In Class’ People Analytics function. She wishes to start on this journey by engaging the services of a specialist People ‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍Analytics consultant for a period of 100 days, at the end of which the consultant will have drafted a People Analytics Strategy appropriate to the Wincheap Group. You are a specialist People Analytics consultant, and following a conversation with Michaela Scott, have been asked to submit a proposal to provide these services. During this conversation, Michaela also outlined three specific concerns: • The Sick Absence rate for the organisation has increased by 40% over the last 18 months • Representatives from the organisation have voiced concern that the Recruitment function, although filling vacancies efficiently, does not then monitor whether these hires are effective in terms of adding value to the business • The employee turnover is climbing up year-on-year and the Employee Engagement is not up to t‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍he expectations