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5 min read
Stacia Damron
Is your company meeting its diversity goals? More importantly, if it is, are you adequately measuring diversity and inclusion success? While we may have the best intentions, today’s companies need to be focused on not just monitoring hiring metrics - but effectively analyzing them - in order to make a DE&I difference in the long term. But first, in order to do that, we need to take a look at key metrics for diversity and inclusion success. Let's talk about these diversity KPIs we’re measuring and why we’re measuring them. Without further ado, here’s 4 out-of-the box ways to measure diversity-related success that don’t have to do with hiring - all of which can help you supplement enhance your current reporting. Number 1: Rate and Timing of an Individual’s Promotions Are non-minority groups typically promoted every year and a half when minorities are promoted two years? Are all employees held accountable to the same expectations and metrics for success? Is your company providing a clearly-defined path to promotion opportunities, regardless of race or gender? Every hire should be rewarded for notable successes and achievement, and promoted according to a clear set of criteria. Make sure that’s happening across the organization - including minority groups. Digging into these metrics can help determine those answers and in the very least – put you on a path to asking the right questions. Number 2: Title and Seniority Do employees with the same levels of educational background and qualifications receive equitable salaries and titles? Often, minorities are underpaid compared to their non-minority counterparts. Measuring and tracking rank and pay metrics are two good ways to spot incongruences catch them early – giving your company a chance to correct a wage gap versus inadvertently widening it over time. Quantitative measures of diversity, like this, can help you see trends over time because changing diversity turning radius is a long process. Keep your eye on historically underpaid groups. A fairly paid employee is a happy, loyal employee. Number 3: Exposure to Upper Management and Inclusion in Special Assignments Global studies cited in a Forbes article revealed that a whopping 79 percent of people who quit their jobs cite ‘lack of appreciation’ as their reason for leaving. Do your employees – including minority groups - feel valued? Are you empowering them to make an impact? Unsurprisingly, people who feel a sense of autonomy and inclusion report higher satisfaction with their jobs – and are therefore more likely to stay. Are all groups within the organization equal-opportunity contributors? Bonus: On that note - are you performing any types of employee satisfaction surveys? Number 4: Training and Education Programs and Partnerships In 2014, Google made headlines for partnering with Code School. They committed to providing thousands of paid accounts to provide free training for select women and minorities already in tech. Does your company have a similar partnership or initiative with your community or company? As simple as it sounds – don’t just set it and forget it - track the relevant diversity KPIs that determine success and measure the results of your programs to determine if it is in fact, helping achieve your commitments towards improving diversity. The Summary: Success Comes by Measuring Diversity and Inclusion Hopefully, one of two (heck - maybe all four) of the items above resonated with you, and you’re excited to go tinker with your reporting platform. But wait - what if you have all this data, and you WANT to make some predictive models and see correlations in the data - and you’re all giddy to go do it - but you don’t have the tools in place? That’s where One Model can help. Give us your data in its messiest, most useless form, load it into our platform, and we’ll help you fully leverage that data of yours. Want to learn more? Let's Connect About Diversity Metrics Today. Let's get this party started. About One Model: One Model provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team.
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Featured
2 min read
Stacia Damron
One Model recently took part in HR.com's "Inspire 2020" virtual symposium. Nicholas Garbis, One Model's VP of People Analytics Strategy, led the audience through a presentation titled "People Analytics for the COVID Reset." He shared some updates on the impacts of Covid on job markets and the various ways people analytics teams are supporting their businesses with data and analytics in this time of need. His presentation also includes some guidance on 'designing your workforce with intentionality' that lays out several steps that people analytics and workforce planning leaders should be considering at this time. Fortunately, we have been able to provide a link to the video below. Check it out and let us know what you think! Click play below: Enjoy the presentation above? Subscribe using the form below for related content from Nicholas and other members of our team covering people analytics, Covid-19, and other topics of interest to HR professionals. About One Model One Model delivers a comprehensive people analytics platform to business and HR leaders that integrates data from any HR technology solution to deliver metrics, storyboard visuals, and advanced analytics through a proprietary AI and machine learning model builder. People data presents unique and complex challenges which the One Model platform simplifies to enable faster, better, evidence-based workforce decisions. Learn more at www.onemodel.co.
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Featured
1 min read
Stacia Damron
One Model welcomes Bruce Chadburn as the new APAC Region Sales Leader. Bruce has a long history of successful sales in the HR domain and particularly with people analytics platforms, having sold the Infohrm/SuccessFactors Workforce Analytics product for many years across the APAC region. Bruce’s most recent position was with Infor Global selling their ERP suite of software, where he led a strong team and achieved top global Sales Executive three years running. “It’s great to once again be working with the One Model team and reconnecting with the people, departments, and businesses that we helped be successful for so many years. I’m looking forward to doing it all over again.“, says Bruce. Bruce will take a Sales Leadership position at One Model primarily responsible for the APAC region but will lend his wealth of experience to the growing global team. “I’m excited to once again work with Bruce in the People Analytics domain, his knowledge, experience, and personability allows him to be able to anticipate our customers needs and deliver exactly what they want. His experience will be of enormous benefit as we scale our global sales team and processes” said Chris Butler CEO at One Model. If you would like a conversation about your people analytics needs, feel free to contact Bruce using the info below. Bruce Chadburn bruce.cadburn@onemodel.com.au +61 (0)434128866
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Featured
4 min read
Stacia Damron
This summer, One Model opens new Data Center in Sydney, Australia. It's been a busy period for One Model, especially for our growing Australia office. If you can scroll past this gorgeous teaser photo without getting sidetracked and planning a vacation, we are going to provide some updates on what exactly the team has been up to. To begin with, the team has just opened a new state-of-the-art, enterprise grade infrastructure in its Sydney, Australia AWS hosted Data Center. The Australian infrastructure, which meets strict security standards, joins One Model’s fabric of existing infrastructure in the United States and Europe, all of which are designed to provide a local, robust, secure, and high-performance environment for its customers’ people and business data. This is our first data center in Australia. The data center opening comes shortly after the acquisition of our newest Melbourne-based, customer. Our newest customer, an Australian wagering and one of the world’s largest gaming companies, selected One Model as the company of choice for their people analytics platform in Q2 of 2019. Our team is thrilled to be a foundational element to their employee experience strategy and we plan to provide a number of key benefits including improved insight into our people, increased efficiency, and strategic value to key stakeholders. Our people analytics infrastructure's fast speed of deployment will help this new customer shift away from a reliance on legacy ways of working and technologies. “With an Australian founding team and a sizeable part of the One Model Engineering and Product Management teams being based in Brisbane, the team’s local knowledge and proximity represents a unique opportunity for customers in the Asia Pacific region. It allows One Model to be an active part of our global product innovation compared to traditional analytics software vendors.” says Tony Ashton, Chief Product Officer for One Model. These additional data centers play a crucial role in the company’s ability to better serve its current and future Australian and Asia Pacific region customers, as well as ensuring business continuity as the company continues to grow within the Australian market. Earlier this year AWS received PROTECTED and IRAP certification ensuring security compliance for working with the Australian Government and large enterprise. “The opening of this new data center is inline with One Model’s commitment to expand where our customers need us and to provide local infrastructure and personnel for data security and delivery of support services. An additional data center is already planned for delivery in Canada to support our Canadian customers in Q4 of 2019”, says Chris Butler, One Model CEO. One Model looks forward to welcoming additional internationally-based companies into it's family of customers as we continue to expand to serve these additional markets. In Australia? Want to meet the One Model team in person? Join us for the annual Australian HR Institute (AHRI) Convention in Brisbane this September 16-19th, where we'll be exhibiting at stand #64. The exhibition hall is open to visitors free of charge. Let us know if you plan to stop by! About One Model One Model delivers our customers with a people analytics infrastructure that provides all the tools necessary to directly connect to source technologies and deliver the reporting, analysis, and ultimately prediction of the workforce and it's behaviors. Use our leading out-of-the-box integrations, metrics, analytics, dashboards, and domain expert content, or create your own as you need to including the ability to use your own tooling like Tableau, Power BI, R, Python as you need. We provide a full platform for building, sustaining, and maturing a people analytics function delivering more structure information, measurement, and accountability from your team. Learn more at onemodel.co.
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Featured
3 min read
Stacia Damron
The One Model team is excited to announce that Tony Ashton has moved from Vice President of Product Management at SAP SuccessFactors to be the Chief Product Officer at One Model. One Model is an Austin-based HR technology company, with offices in the United States, United Kingdom, and Australia. Tony will join our Brisbane, Australia office, which headquarters our rapidly growing engineering team. With over seventeen years of experience leading the people analytics product team at SAP SuccessFactors and before that, Infohrm (acquired by SuccessFactors), Tony brings a wealth of product leadership experience to the quickly-growing HR technology startup. “One Model is doing the most exciting, innovative work in the people analytics space today,” asserts Ashton. “No other company in the world is going as deep or innovating as fast as One Model in HR data modeling and the application of machine learning and artificial intelligence to the field of people analytics.” As One Model’s Chief Product Officer, Tony will play an instrumental role in driving One Model’s product innovation strategy and bringing the company's vision to life across our People Analytics Infrastructure, One AI, and Trailblazer offerings. “This strategic hire will support One Model as it continues to remain a market leader in product innovation, development, and people analytics strategy on a global scale,” says Stacia Damron, Senior Marketing Manager. “Scaling our team is the next step; the right hires will be instrumental in the creation and evolution of our offerings, and in our commitment in the alignment of those offerings with both current and future customers needs.” One Model CEO, Chris Butler, is thrilled with this addition to the team. “Tony is without doubt the highest calibre and most experienced product leader in the people analytics domain. I am incredibly excited about the capability that Tony brings to drive our product forward and focus on the success of our customers" says Butler. About One Model One Model provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team. Learn more at onemodel.co. About One AI Tony is instrumental in leading the One AI team. Making HR machine learning transparent and accessible to all is a key differentiator between One Model and other People Analytics tools on the Market. Tony's passion for building the community is unprecidented. Learn more about One AI.
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Featured
3 min read
Stacia Damron
One Model is pleased to be a sponsor for the upcoming Bersin/ Deloitte IMPACT 2019 conference this April 15-17 in Phoenix, Arizona. IMPACT, which is now celebrating its twelfth year as an industry-leading conference, attracts over 600+ HR leaders eager to explore innovative technologies, trends, and strategies for today's rapidly evolving HR environment. There, One Model will be joining Deloitte in their Innovation Lab, where team members will be running demos of one of Deloitte's newest workforce solutions, which is powered by One Model technology. Demos can also be viewed throughout the conference in the Camelback Room. One Model, provides people analytics solutions for companies that want to accelerate their time to value and want the flexibility, control, and options to support their continued growth. “HR leaders attend IMPACT for inspiration and education on the industry’s most innovative new ideas and technologies,” says Stacia Damron, One Model Senior Marketing Manager. “We are looking forward to connecting with companies and pairing them with the right resources to achieve the best return on their organizational performance.” Powerful enough for Deloitte's needs, flexible enough for your own We are proud to partner with Deloitte to help power their analytics capabilities and continue to create a seamless customer experience for people analytics teams on a global scale. One Model, which won this past year’s HRExaminer Watchlist Award for AI Companies in HR Technology, “provides a complete set of tools for designing and building your own nuanced analytics, predictions, and applications,” proclaims John Sumser of HRExaminer. The company’s partnership with Deloitte’s Workforce Insights helps further One Model’s mission of delivering this complete set of tools to customers and highlights its commitment to doing so on a global scale. Ready to scale your people analytics program? Attending IMPACT 2019? Stop by the Deloitte Innovation Lab to speak with the One Model team, or join us in the Camelback room to listen to a live demo and ask any questions you may have. About One Model One Model, the leader in people analytics infrastructure provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team. Learn more at onemodel.co.
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Featured
10 min read
Stacia Damron
Wouldn't it be incredible to predict the future? Let's ask 63-year-old Joan Ginther. She's arguably one of the luckiest women in the world. This Texas woman defied odds to win million-dollar lottery payouts via scratch cards not once, not twice, but four times over the past decade. Her first lottery win landed her $5.4 million, followed by $2 million, $3 million, and then a whopping $10 million jackpot over the summer of 2010. Mathematicians calculate the odds of this happening as one in eighteen septillion. Theoretically, this should only happen once in a quadrillion years. So how did this woman manage to pull it off? Was it luck? I'd certainly argue yes. Was it skill? Maybe. She did purchase all four scratch off cards at the same mini mart. Most interestingly, did it have something to do with the fact that Joan was a mathematics professor with a PhD in statistics from Stanford University? Quite possibly. We'll never know for sure what Joan's secret was, but the Texas Lottery Commission didn't (and still doesn't) suspect any foul play. Somehow, Joan (pictured to the left) predicted it was the right time and right place to buy a scratch off ticket. All we know for sure is that she's exceptionally lucky. And loaded. Most of us have a hard enough time predicting traffic on our morning commute. We can, however, make some insightful predictions for people analytics teams by running people data through predictive models. So, what is HR predictive analytics? Most specifically - predictive analytics use modeling, or a form of artificial intelligence that uses data mining and probability, to forecast or estimate specific outcomes. Each predictive model is comprised of a set of predictors (variables) in the data that influence future results. When the data set is processed by the program, it creates a statistical model based on the given data set. Translation? Predictive analytics allow us to predict the future based on historical outcomes. Let's discuss predictive analytics in HR examples. So predictive analytics can help HR professionals and business leaders make better decisions, but how? Maybe a company wants to learn where they're sourcing their best sales reps so they know where to turn to hire more top-notch employees. First, they must determine whether their "best" reps have measurable qualities. For the sake of this post, let's say they sell twice as much as the average sales reps. Perhaps all the best reps share several qualities such as referral source (like Indeed), a similar skill (fluency in Spanish listed on their resume) or personality trait (from personality tests conducted during the job interview). A predictive model would weigh all this data and compare it against the outcome: the superior sales quotas being hit. The model references the exploratory data analysis used to find correlations across all your data sources. This allows a company to run job candidates' resumes through the model in an effort to predict their future success in that role. Sounds great right? Now - here are the problems to consider: 1) Predictive models can only predict the future based on historical data. If you don't have enough data, that could be a problem. Download Ethics of AI Whitepaper. 2) Even if you do have enough data, that can still be a problem. Amazon, for example, recently scrapped its resume software (which evaluated resumes of current/previous employees to help screen potential ones) because it discovered the algorithm was biased towards men in engineering roles over women, which disqualified candidates that listed any women's organizations on their resume. (And it's not Amazon's fault. It's the data; historically, most men had been in those roles.) Kudos to them for scrapping that. That's why it's so important to use a human capital predictive analysis tool that is transparent and customized to your data vs. another big-box company in your industry. Check out One Model's One AI. HR predictive analysis is helpful, but it's also a process. Are there more applications? What HR-related problems does it solve? Predictive analysis applications in people analytics are vast. The right predictive models can help you solve anything from recruiting challenges to retention/employee attrition questions, to absenteeism, promotions and management, and even hr demand forecasting. The sky's the limit if you have the right tools and support. Time for a people analytics infrastructure reboot Sure - a people analytics infrastructure reboot isn't as exciting as winning the lottery and buying a yacht, but it's really, really helpful in solving questions large corporations struggle with daily. If you haven't used predictive modeling to solve a burning business problem, this might be a great place for your people analytics team to dive in. For One Model Customers - We recommend you push a couple of buttons and start with an exploratory data analysis. More and more companies are beginning to incorporate machine learning technology into their stack, and there's so much value that can be derived. If you're not sure where to get started, just keep it simple and bite off one piece of the puzzle at a time with One Model. One Model is built to turn your general HR team into people data scientists, no advanced degrees required. One Model provides the people analytics infrastructure - aka - it provides a platform for you to import your workforce data from all sources, transform it into one analytics-ready asset, and build predictive models to help you solve business challenges. Our customers are creating customized models and you can too. It's not as intimidating as you might think. It's super easy to get started: One Model will work with you to pull your people data out of any source that's giving you trouble (for example, your Greenhouse ATS, Workday, or Birst). We'll export it, clean it up, and put it all in the same place. It takes just a few weeks. From there, you can glean some insights from it. To learn more about One Model's capabilities (or to ask us any questions about how we create our predictive models), click the button below and a team member will reach out to answer all of your questions! Let's Talk More About Predictive Analytics for HR. About One Model One Model provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team.
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13 min read
Stacia Damron
What's machine learning? Is it artificial intelligence? Deep learning? Is it black magic, or better yet, just a phrase the industry's marketing folks say to pique your interest? The answer? Let's crack it open. What is it? Machine learning is an application of artificial intelligence (AI) that uses statistical techniques to give computer systems the ability to automatically learn and steadily improve their performance from their experience with the data - all without being explicitly programmed to do so. Think of it this way: it's a program that's automatically learning and adjusting its actions without any help or assistance from humans. Cool, right? How is it used in data analytics? Machine learning is used to create complex models and algorithms that predict specific outcomes. Thus, it's coined as predictive analytics. The predictive models it creates allow the end users (data scientists, engineers, researchers, or analysts) to "produce reliable, repeatable decisions and results" that reveal otherwise "hidden insights through learning historical relationships and trends in the data." [1] Here's what artificial intelligence (AI) and machine learning are not: 1) Glorified statistics. Sure - both statistics and machine learning address the question "how do we learn from data?" In its most basic definition, "Statistics is a branch of mathematics dealing with data collection, organization, analysis, interpretation and presentation." [2] Statistics is a field of mathematics that addresses sample, population, and hypothesis to understand and interpret data. Machine learning, on the other hand, allows computers to act and make data-driven decisions without being directly programmed to carry out a specific task. It involves predictions and supervised/unsupervised learning. Above, supervised learning is explained with apples. Supervised machine learning is when a program is trained on a pre-defined dataset. It's provided with example inputs (the data) and their desired outputs (results), and the computer's goal is to analyze these to learn the rule that maps these inputs to outputs. It can then apply it's knowledge to the learning algorithm to adjust and improve its future predictions about output values. In the graphic above, you provide a data set that teaches the program, "these are apples. this is what apples look like." The desired output in this case is knowing and recognizing an apple. The program learns from this data, and next time, it will be able to identify apples on it's own. Viola! - it has officially been trained. A real world example of supervised learning is predicting a car sale price based on a given dataset of previous auto sales data for that make, model, and condition in that area. Above: unsupervised learning, explained by some tasty fruit. Unsupervised learning, on the other hand, is when a program automatically recognizes patterns or relationships in a given dataset. The algorithm is essentially on its own finding structure in its input, as it's not provided with classifications or labels ahead of time. Above, the raw data is represented with a selection of fruit. In it goes, where the algorithm finds structure in the data (it notices there are some apples, some bananas, and some oddly shaped oranges). It processes this information and clusters these into groups to be classified. The output is shown above as sorted fruits in neatly defined groups: one for apples, one for bananas, and one for the oranges. Unsupervised learning helps: make inferences regarding the data, which; classify hidden structures within the previously unlabeled data. Since unsupervised learning helps discover and classify hidden patterns in the dataset, a solid example would be a program grouping a variety of documents (the documents are the dataset) by subject with no prior knowledge or training. To summarize: while machine learning certainly utilizes statistics, it's a different way of addressing and solving a problem. It's not some magical version of stats that's going to suddenly provide all the answers. On that note... 2) It's not magic that will solve any problem with any data set with 100% accuracy. Machine learning algorithms can only analyze the data they're provided. For example, a machine learning system trained on a company's current customer data might be limited in that it's only able to predict the needs of new customers that are already in the data, eliminating another type of customer demographic that's not present in the data it was trained on. It can also take over any intrinsic biases that lie in the current data. Machine learning isn't perfect. Take Google for example. The tech giant famously struggled with this in 2015, when its Google photo software exhibited signs of accidental algorithmic racism. It made headlines when the machine learning algorithm mistakenly tagged people of certain ethnicities as gorillas. The company took immediate action and removed all gorilla-based learnings from the training data, and the algorithm was modified. Google Photos will no longer tag any image as a gorilla, chimpanzee, or monkey - including the actual animals. While machine learning can make some extremely helpful and enriching business predictions, it's not always going to make accurate predictions. Machine learning is just that - constantly learning. 3) Marketing buzzwords. At this point, journalists are saying "AI" is on it's way to becoming the meaningless, intangible tech-industry equivalent of "all natural." Yes - there are absolutely some companies that claim to have an AI component when they actually do not, just to hype up their product (and shame on them!). But for every one company that's throwing the term loosely around, there's a few more that just don't know any better. Thus AI isn't well defined. As a result, any piece of software that employs a convolutional neural network, deep learning system, etc. is being marketed as “powered by artificial intelligence." Here's some questions you can ask to evaluate if a company truly is has an AI strategy: a) Is the company using machine learning? Artificial intelligence technology uses machine learning. Can they tell you what machine learning algorithms they're using? If you ask a rep this question and you're met with a blank stare, that's a red flag. b) Ask about the data. What data are you using to train your algorithms? Is there enough of it? According to this source, around 5,000 training examples are necessary to begin generating results. 10 million training examples are needed to achieve human-level performance. Also, ask about a company's claim to reliably produce a certain result. How do they generate that number? How do they prevent overfitting errors? c) Get to know the technology and company itself. Was this technology developed in-house? What was the company doing before? Were they always an AI company specializing in predictive, or were they riding on the bandwagon of whatever was cool and trendy before? No one's an expert in something for a few years back, and then all of a sudden an expert in something totally different that's hot right now. Who founded the company, and where does their industry expertise lie? Learn about the current leadership. If you stick with the check-list above to vet AI technology, you'll be able to dig up some answers pretty quickly - and you'll look pretty freakin' savvy while you're doing it. So, how is machine learning being used in the HR space? Well-informed leaders in the people analytics space are embracing AI and budgeting for the resources to incorporate machine learning technology into their HR strategies for the long-term. Machine learning technology can create a variety of predictive models that help companies gain insights and solve challenges in the following areas: Recruiting - Where are you sourcing your best candidates from? Know where your high performers are coming from and get insights into the KPIs their resumes or career histories have in common. Retention & Employee Attrition - Predictive analytics use a company's historical data to determine potential attrition risks prior to their occurrence, giving leadership otherwise unknown insights and an opportunity to take preventative actions. Absenteeism - The Bureau of Labor and Statistics says that in 2017, the average number of days an employee missed annually was 2.8 days. It doesn't seem like a lot, but if your company has 1,000 employees, then that amounts to 2,800 days per year. According to Circadian, unscheduled absenteeism costs roughly $2,650 each year for salaried employees. That adds up to a whopping 7.42 million a year in absenteeism costs. That's a huge incentive to find a solution. Predictive models can help identify patterns and trends in why employees are absent. Would they have been able to complete their assignments as scheduled if they were able to work from home? Are there are lot of absences under a particular manager? Or is a particular department under a high level of stress? The answers may lie in the data. Promotions and Management - What are some inputs in the company datasets that indicate a higher likelihood of minorities receiving promotions or opportunities? How can we encourage more women to apply for or join X department? Predictive models can analyze the data and provide helpful insights into why. People Spend - Predictive models can forecast the effects of any type of spend toward future workforce productivity, whether that's hiring more employees, increasing training and educational opportunities, or implementing new systems. What that means for today's people analytics leaders More and more companies are beginning to benefit from incorporating machine learning technology that supports their long-term strategy. If you're evaluating different tools to solve your people analytics challenges, add One Model to your list of companies to your list. One Model provides people analytics infrastructure - aka - it provides a platform for you to import your workforce data and build predictive models to help you solve business challenges such as the ones listed above (and many more). Our customers can create customized models or use our out-of-the-box integrations. To learn more about One Model's capabilities (or to ask us any questions about our machine learning algorithms and how we create our predictive models), click the button below and a team member will reach out to answer all of your questions. About One Model One Model provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team. [1] "Machine Learning: What it is and why it matters". www.sas.com. Retrieved 2016-03-29. [2] Dodge, Y. (2006) The Oxford Dictionary of Statistical Terms, Oxford University Press. ISBN 0-19-920613-9
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8 min read
Stacia Damron
It’s a great time to be in management, right? According to a Harvard Business Review survey, we live in a world where trust is at an all time-low; 58 percent of respondents admitted to trusting strangers more than their own boss. Meanwhile, Uber’s giving an average of 5.5 million rides a day. (The average Uber driver rating is 4.8/5 stars, by the way.) 5.5 million people are trusting a complete stranger to get them the airport, but not their own managers. Workplace Trust Trust promotes confidence in the company’s future. A high level of trust encourages employees to work more effectively, engage with their work and peers, and allows them to be more productive overall. One could say it's both a cause and effect of a company's culture. Every day, we make decisions (consciously or unconsciously) based on the trust we have in each other. Each and every one of those decisions either encourages or discourages trust. So where did the workplace trust supposedly go? How should companies and managers work to build more than trust? How are we, as people analytics professionals, working to measure, track, and improve workplace satisfaction altogether? This article doesn't unlock a magical answer, but here are some good KPIs to keep on your radar: Absenteeism Rate Employees who are present, on-time, and hitting their goals and deadlines are going to be more engaged, satisfied employees. Those who aren’t…might not be singing the company's praises. Monitoring absenteeism and cross referencing with other KPIs is a good place to start. Employee Turnover Rate According to Office Vibe, only 12 percent of employees leave an organization for more money. On the other hand, 89 percent of bosses believe their employees quit because they want more money. Hmm. Is the company conducting exit surveys? Tracking why employees are leaving is vital, in addition to measuring additional metrics such as turnaround under specific managers, departments, or within specific minority groups. Is there a pattern in turnover? Perhaps a specific department, manager, or trigger event is responsible? Do you have predictive models that can help you internalize your data and answer the big questions? Employee Net Promoter Score (graph above) The infamous Net Promoter Score, which was originally a customer service tool, was later used internally on employees instead of customers. The Employee Net Promoter Score (eNPS) measures the likelihood of whether an employee would be willing to recommend your company as a great place to work, (get this - according to research - 59% of employees wouldn’t recommend theirs) and whether they would recommend the products or services your company creates. If you haven't yet started, track your eNPS. Then you can filter the data through a platform where you can see patterns and trends that could have affected the results. (Quick, shameless plug: you can measure the results and track and monitor changes to these in One Model’s people analytics platform to measure company-wide trust-related trends, and to view correlations with other key data and metrics.) Training When your car runs out of gas, do you fill up the tank, or leave it on the side of the road? Unless you’re from Dubai (and if you are, please send me the Maserati instead - we can work out the delivery instructions in the comments thread), then no, it’s not normal for people to do that. Same with employees. Training for a new employee can cost upwards of 20% of an employee’s annual salary. It’s better to engage your employees ahead of time than have to constantly rehire new ones. Employees who are actively choosing to participate in optional company-sponsored training and education programs (and allowed to pursue outside continued education) have been proven to be more invested in both their role and the company, feel more valued, and maintain a high level of loyalty and trust for their workplace. They have a higher likelihood of having a high eNPS score, and fuel company growth through positive word of mouth to their community (and network of prospective employees). The Summary For everyone out there that's not a rideshare driver, there's still hope. Yes, it takes extra time digging into the data, and yes, it requires a platform that can help you make sense of the KPIs you're tracking. But not all is lost. If you're digging into your workforce analytics data - have you considered building predictive models? They can shed light on things like the following: 1) Attrition Rates: Predict how many of your employees are going to leave within the next six or twelve months (based on maybe 30+ factors like manager turnover, whether or not they applied for jobs internally and were rejected, commute time, training attendance and participation, etc., etc., etc.). 2) Manager Toxicity Levels: Is there a lot of turnover under a particular department or manager? Is there high female turnover under a particular male executive? Shed light on what's going on. 3) Recruitment and Hiring: Are you recruitment strategies sound? Furthermore - are you hiring the right people for the job? Where are your best, high-performing sales representatives sourced from? Do you have data to backup your assumptions? One Model provides people analytics infrastructure - we provide a platform for you to import your workforce data and build predictive models such as the ones listed above (and so, so, so many more). Whether that means creating customized models or going with our out-of-the-box integrations - you get the whole shebang. We can take data from any source, clean and normalize it, and use it to create these models for you. Then, we provide a means to view your data in these models with nice, simple visualization tools. (Example: think, all three of your last (or future) HRIS systems - all that data - cleaned and normalized from ALL of those systems - living in one place, in clear visuals.) Want to add data from more sources and see how it affects that model? No problem. The awesome thing is that once a model is built with your data in One Model - you don't have to rework everything and start from scratch if you want to add another source. It can be added right on in. Painless. Maybe I'm biased because of all the cool initiatives I see our team's data scientists and engineers working on, but I have to admit - I'd give One Model a five star rating. That's more than I can say for some of my Ubers. If you'd like to talk to a team member, check us out. We won't force you into a demo; ask us whatever questions you'd like. About One Model One Model's people analytics software provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team.
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Featured
6 min read
Stacia Damron
It’s sounds ridiculous, but it’s true. According to the New York Times, 4.2% of women held CEO roles in America’s 500 largest companies. Out of those same 500 companies, 4.5% of the CEO’s were named David.* While shocking, unfortunately, it’s not incredibly surprising. Especially when a whopping 41% of companies say they’re “too busy” to deploy diversity initiatives. But for every company out there that’s “too busy”, there are plenty of others fighting to get it right. Take Google, for example. In 2016, Google’s tech staff (specifically tech roles - not company-wide roles) was 1% Black, 2% Hispanic, and 17% women. They announced a plan to invest 150 million in workforce initiatives. The tech staff is now 2.5% Black and 3.5% Hispanic/Latinx, and 24.5% female, according to their 2018 diversity report. So what does that mean? It means that even the brightest and most innovative companies have their work cut out for them in regards to improving diversity. Change doesn’t happen overnight. Diversity breeds innovation; a diverse talent pool leads to diverse ideas. Get this; a Forbes article touts that transitioning a single-gender office to a team equally comprised of men and women would translate to 41% in additional revenue. “Metrics” (which is just a fancy word for data btw) don’t lie. It’s important to set, track, and monitor workforce diversity goals - especially when we have more tools than ever at our disposal to do so. Over the past few years, here at One Model, we've seen a huge push for placing a priority on monitoring diversity metrics. In 2016, a Fortune 100 financial services organization, Company X (name anonymized) selected One Model’s platform to measure and monitor company-wide trends in diversity data and metrics. As their people analytics and workforce planning solution, One Model allowed them to not only better report on their data - but also more easily track and monitor changes, determine key KPIs, and see how improvements they’re making internally are affecting the data. More Accurate Data = Better Reporting. During Company X's transition from SAP to Workday, they used One Model to retrieve and migrate survey data. This platform allowed them to combine and normalize the data from several sources, enabling the team to report off of it as one source. The successful migration provided the HR team with the recovered data and prevented the team from having to redeploy the survey, allowing them to more accurately reflect their current diversity metrics and progression towards goals. This was a win. Here’s the challenge: When pulled together, the data referenced above indicated that out of several thousand employee responses, a number of employees failed to select or identify with one of the given race selections. This represented a sizeable portion of the employees. One Model’s software helped them identify this number. Once they realized this, they realized they had an opportunity to setup other processes internally. They did just that - which helped identify 95% of the employees who fell within that group, obtaining vital missing data that raised the percentage of diversity within the organization. Determining Key KPIs and Measuring Improvements Furthermore, Company X used the One Model platform to identify and reward the departments that successfully hit their recruitment-based diversity goals. This allowed the team to survey these departments and identify the hiring trends and best practices that led to these improved diversity metrics. By identifying specific process and KPI’s surrounding these diversity metrics, departments that successfully met their goals could share recruiting tactics and best practices to ensure appropriate actions were taken to maximize diversity throughout the whole of the recruiting pipeline. Company X is currently implementing these processes and working towards replicating a similar outcome amongst other departments in need of workforce diversity improvement. Tracking and Monitoring Changes Last but not least, Company X wanted more visibility into why females had a lesser presence in managerial roles within the organization. While, male to female promotions were equal. (This past year, 32 people were promoted. 55% of promotions (16 people) were women), there were significantly more males than females in managerial roles. Upon reviewing the data, they learned that out of the company’s requisitions, females applicants only made it to certain stages within the interview process (namely, an in-person interview) 50% of the time. Half the time, the only applicants that made it to a particular stage were male. They determined a hypothesis surrounding a particular KPI - that if more females made it to this particular stage, the odds were higher that more females would fill these roles. Company X set a goal that they wanted a female candidate make it to a manager interview stage 80% of the time. They are testing different methods on how best to achieve this, and with One Model's help, they are able to measure the effectiveness of those methods. By providing this visibility, One Model’s platform is currently helping them monitor their progress towards this goal, and allows them to see the affect - the direct impact on numbers of M/F managers in real-time. Company X is one of the many companies that has realized and embraced the importance of diversity in workforce planning. We’re confident they’ll eventually hit their goals, and we’re proud to be a part of the solution helping them do so. Is your company ramping up it’s People Analytics Program or diving into workforce diversity initiatives? One Model can help you better view and report on the data associated with your diversity goals. Here are just a few of the top metrics companies are currently focusing on: Recruitment Metrics Representation Metrics, such as: Minorities / URMs Veterans Women IWDs Staffing/Placement Metrics Transaction Metrics Training Metrics, such as: Penetration of diversity-related training, general training participation rates, and demographics of talent pipeline Advancement Metrics External Diversity Metrics Culture / Workplace Climate Metrics *based on 2016 NYT data. Want to see what One Model can do for you? Scheduled some time to chat with a One Model team member. About One Model: One Model provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team.
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Featured
3 min read
Stacia Damron
Today, at The HR Technology Conference and Exposition, HRExaminer unveiled its 2019 Watchlist - "The Most Interesting AI Vendors in HR Technology." One Model is one of thirteen companies named, narrowed down from a list of over 200 intelligence tools, only 70 of which were invited to provide a demo. One Model was featured alongside several notable vendors including Google, IBM, Workday, and Kronos. The Criteria HRExaminer, an independent analyst of HRTechnology and intelligence tools, selected two winners across five distinct categories: AI as a Platform Data Workbench Microservices Embedded AI First Suite One Model was named as one of two featured companies in HRExaminer's Data Workbench Category and commended for its management of disparate data from disparate sources - specifically the platform's robust Analytics Integration. “Each of the companies on our 2019 Watchlist is demonstrating the best example of a unique value proposition. While we are in the early stages of the next wave of technology, they individually and collectively point the way," said John Sumser, HRExaminer’s founder and Principal Analyst. "Congratulations are in order for the work that they do. The award is simply a recognition of their excellence." Sumser goes on to state, “There are two main paths to analytics literacy and working processes in today’s market. The first is templated toolkits for specific purposes that can give employers a quick start and repeatable/benchmarkable processes. One Model represents the alternative: a complete set of tools for designing and building your own nuanced analytics, predictions and applications.” One Model is currently exhibiting at The Technology Conference and Exposition in Vegas, September 11th-13th. Attendees can visit booth #851 for more information. About One Model: One Model provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team.
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Featured
4 min read
Stacia Damron
One Model is keen on ensuring our customers have an exceptional experience interacting with both our software and team alike. That experience begins the moment we meet. Often, the moment that relationship begins is on our website. One Model's platform helps HR and People Analytics teams simplify the messiest of their workforce data, strewn over multiple systems. Our software makes life easier - and our website needs to reflect that simplicity. It needs to be straightforward, easy to navigate, and provide helpful resources and tools to help you continue to grow your people analytics functions. For months, we have been diligently working to create a site that betters your experience - a place that provides you with tools and resources to support you in your data-wrangling journey. Well, now it's official - at the end of Q2, we launched it! The new site has clearly defined solutions for companies looking to scale their people analytics capabilities at all levels - regardless of company size, including resources to get started for evolving teams, and strategies to leverage for more mature people analytics programs. Namely - our new website will more effectively serve those seeking more information regarding people analytics platforms and data warehousing solutions. One Model helps HR departments better support their people analytics team. The new website contains more materials, including white papers, customer testimonials, videos, and data-sheets. Our blog authors helpful tips, relevant articles, best practices, and useful insights for today's data-driven HR professionals and data scientists. The new website includes: Updated navigation better aligns customers with our offerings and core capabilities, reduces the number of user clicks to navigate the website, and directs users to relevant, meaningful content and solutions. List of integrations and partnerships enable users to easily identify integrations that can add value with their current software or platforms. Updated Blog enables users to quickly find applicable, informative content and industry news regarding workforce analytics, data warehouse management, data science techniques, and people analytics programs. More options to connect with the team via numerous information request forms. Additionally, they include more form variation, allowing users to submit requests for quotes, demos, or discussions. Supplementary materials to aid in decision making provide more materials to view, including white papers, customer testimonials, videos, and data-sheets. Career Opportunities showcase open roles and allow job-seekers to apply directly via that page. As our company continues to grow and expand within the US and UK markets, our new website will better represent One Model as we continue to set the bar for excellence in HR data warehouse management and people analytics team solutions. Visit onemodel.co for a comprehensive breakdown of our workforce data solutions. About One Model: One Model provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own. Its newest tool, One AI, integrates cutting-edge machine learning capabilities into its current platform, equipping HR professionals with readily-accessible, unparalleled insights from their people analytics data.
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Featured
5 min read
Stacia Damron
How did Spring cleaning become a thing, and why do we do it? It’s officially March. Daylight savings has us up an hour earlier, the weather’s teasing us by thinking about getting warmer, and most of us are envious of the students enjoying spring break on a beach somewhere. Supposedly, this odd combination of things gets us in the mood to clean house. But there’s research to back it up: according to the experts, the warm weather and extra light are responsible for giving us the additional boost of energy. What is it about cleaning that gets us so excited? Is it the fresh smell of mopped floors? Is is the sigh of relief when you can actually park your car in the garage instead of using it for storage? Or is it the look of shock on your significant other’s face when they realize their 10-year-old socks (the ones with the huge holes) are gone for good? It's kind of weird. Now, before we get too far in - I hope you didn’t get really excited about reading some “spot-free window cleaning tips” or “how to declutter your closet in 12 easy steps.” After all, 1) this is a software blog, and 2) I haven’t mastered either of those things. Spring cleaning is a way to refresh and reset. It feels GOOD to declutter. This is the premise here. Most people associate Spring cleaning with their home - but what if we went into Spring with that same excitement at work as well? What if we wanted to share that same, cathartic feeling with our teams and coworkers? You can! One Model can help you Spring clean your people analytics data and provide your team with access to more insights within your current workforce analytics data. We’re the experts at pulling data from as many as 40 or so sources. We can place it on a single platform (that will automatically refresh and update), allowing your team can see how it all interacts together - in one place. Say goodbye to the days of exporting data and poking around with Vlookups in excel, only to have to manually create the same report over and over again. Using the One Model platform to manage your HR data is akin to having someone come in and untangle 200 feet of Christmas lights (but instead of lights, it’s untangling data from your workforce analytics systems). And when you use our platform, you won't have to untangle it again. How awesome is that? A work-related spring cleaning is even more satisfying than a spring cleaning at home. Honestly, it is. You’re not going to get a promotion from organizing your cookware cabinet. However, at work, you might be considered for one if you detangle your data and save your team hours of their valuable time and resources on preparing data for analyzation. So, if you suddenly get the itch to clean something - I urge you and your HR team to commit to participating in a workforce data spring cleaning. Call it a day, and contact One Model to sort out your data organization problem for you. Same satisfaction, less scrubbing - I promise. Then, go home and turn your Roomba on, knowing you just conquered spring cleaning on both frontiers. Book a demo. Or just book some time to get your HR data-related questions answered. About One Model: One Model provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own. Our newest tool, One AI, integrates cutting-edge machine learning capabilities into its current platform, equipping HR professionals with readily-accessible, unparalleled insights from their people analytics data. Notable customers include Squarespace, PureStorage, HomeAway, and Sleep Number.
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Featured
3 min read
Stacia Damron
The One Model team is pleased to announce its official launch of One AI. The new tool integrates cutting-edge machine learning capabilities into the current One Model platform, equipping HR professionals with readily-accessible, unparalleled insights from their people analytics data. One Model’s core platform enables its customers to import multiple data sources into one, extensible, cloud-based platform. Organizations are then able to take full control of their people and business data, gaining increased visibility and spotting trends in the data that otherwise, would remain unnoticed. Machine Learning Insights like HR Professionals Have Never Seen Before One AI delivers a suite of out-of-the-box predictive models and data extensions, allowing organizations to understand and predict employee behavior like never before. One AI extends upon the current One Model platform capabilities, so now HR Professionals can access machine learning insights alongside their current people analytics data and dashboards. Additionally, the solution is open to allow customers and their partners to create and run their own predictive models or code within the One Model platform, enabling true support for an internal data science function. “One AI is a huge leap into the future of workforce analytics,” says Chris Butler, CEO of One Model. “By applying One Model's full understanding of HR data, our machine learning algorithms can learn from all of a customer’s data and predict on any target that our customers select.” The new tool offers faster insights: it can create a turnover risk predictive model in minutes, consuming data from across the organization, cleaned, structured, and tested through dozens of ML models and thousands of hyperparameters. It utilizes these to create a unique, accurate model that can provide explanations and identify levers for reducing an individual employees risk of turnover. This ability to explain and identify change levers is a cutting-edge capability. It allows One AI to choose a high accuracy model that’s otherwise unintelligible and explain it’s choices to our users. “The launch of One AI will have a huge impact on current and future customers alike.” says Stacia Damron, One Model’s Senior Marketing Manager. “One AI’s ability to successfully incorporate machine learning insights into an organization’s people analytics strategy is significant. It means it’s possible to quickly and automatically produce models that can analyze bigger, more complex data and deliver faster, more accurate results. By creating more precise models, and augmenting internal capabilities, an organization can better identify cost-saving opportunities and mitigate risk.” The One Model team looks forward to sharing more information about One AI with this year’s People Analytics World Conference attendees in London on April 11-12. Stop by the One Model booth if you would like to connect and learn more. About One Model: One Model provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team.
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Featured
4 min read
Stacia Damron
Find our team in a city near you, and stop by in person to learn more about our workforce analytics solutions. February 9, 2018 - Austin, TX - The One Model team recently returned from the People Analytics and Future of Work (PAFOW) in San Francisco, where we participated as a key sponsor and speaker. There, our CEO, Chris Butler, was invited to announce a preview of our latest feature: One AI. (Above) One Model CEO, Chris Butler, announces One Model's newest tool: One AI, at PAFOW in San Francisco. One AI is a huge leap into the future of workforce analytics. Finally - there's a tool that makes machine learning readily accessible to HR professionals . By applying One Model's full understanding of HR data, our machine learning algorithms can draw a parallel, predicting any target that our customers select. For example, this means a turnover risk predictive model can be created in minutes; consuming data from across the organization, cleaned, structured, and tested through dozens of ML models and thousands of hyperparameters to select a unique, accurate model that can provide explanations and identify levers for reducing an individual employees risk of turnover. Our Next Stop: London The One Model team will be showcasing One AI at the People Analytics World Conference in London this April. We invite HR professionals, people analytics experts, and partners to join. Come find the One Model team and learn more about our workforce analytics software for HR professionals and data scientists. If you'd like an opportunity to meet the team in person and learn more, we'll be attending the following events later this year: People Analytics Conference - London, England - April 11-12, 2018 HR Technology Conference and Expo - Vegas, NV - September 11-13th, 2018 More events, TBD. “As One Model continues to expand our client base in the U.S. and abroad, we’re looking forward to participating in more international HR, data science, and AI events,” says One Model’s Senior Marketing Manager, Stacia Damron. “Both domestic and international trade shows have helped us showcase our workforce analytics solution to a broader, more diverse audience, and they offer us an opportunity to foster and maintain valuable relationships with clients and partners alike." About One Model: One Model provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team.
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Featured
6 min read
Stacia Damron
It’s sounds ridiculous, but it’s true. According to the New York Times, 4.2% of women held CEO roles in America’s 500 largest companies. Out of those same 500 companies, 4.5% of the CEO’s were named David.* While shocking, unfortunately, it’s not incredibly surprising. Especially when a whopping 41% of companies say they’re “too busy” to deploy diversity initiatives. But for every company out there that’s “too busy”, there are plenty of others fighting to get it right. Take Google, for example. In 2016, Google’s tech staff (specifically tech roles - not company-wide roles) was 1% Black, 2% Hispanic, and 17% women. They announced a plan to invest 150 million in workforce initiatives. The tech staff is now 2.5% Black and 3.5% Hispanic/Latinx, and 24.5% female, according to their 2018 diversity report. So what does that mean? It means that even the brightest and most innovative companies have their work cut out for them in regards to improving diversity. Change doesn’t happen overnight. Diversity breeds innovation; a diverse talent pool leads to diverse ideas. Get this; a Forbes article touts that transitioning a single-gender office to a team equally comprised of men and women would translate to 41% in additional revenue. “Metrics” (which is just a fancy word for data btw) don’t lie. It’s important to set, track, and monitor workforce diversity goals - especially when we have more tools than ever at our disposal to do so. Over the past few years, here at One Model, we've seen a huge push for placing a priority on monitoring diversity metrics. In 2016, a Fortune 100 financial services organization, Company X (name anonymized) selected One Model’s platform to measure and monitor company-wide trends in diversity data and metrics. As their people analytics and workforce planning solution, One Model allowed them to not only better report on their data - but also more easily track and monitor changes, determine key KPIs, and see how improvements they’re making internally are affecting the data. More Accurate Data = Better Reporting. During Company X's transition from SAP to Workday, they used One Model to retrieve and migrate survey data. This platform allowed them to combine and normalize the data from several sources, enabling the team to report off of it as one source. The successful migration provided the HR team with the recovered data and prevented the team from having to redeploy the survey, allowing them to more accurately reflect their current diversity metrics and progression towards goals. This was a win. Here’s the challenge: When pulled together, the data referenced above indicated that out of several thousand employee responses, a number of employees failed to select or identify with one of the given race selections. This represented a sizeable portion of the employees. One Model’s software helped them identify this number. Once they realized this, they realized they had an opportunity to setup other processes internally. They did just that - which helped identify 95% of the employees who fell within that group, obtaining vital missing data that raised the percentage of diversity within the organization. Determining Key KPIs and Measuring Improvements Furthermore, Company X used the One Model platform to identify and reward the departments that successfully hit their recruitment-based diversity goals. This allowed the team to survey these departments and identify the hiring trends and best practices that led to these improved diversity metrics. By identifying specific process and KPI’s surrounding these diversity metrics, departments that successfully met their goals could share recruiting tactics and best practices to ensure appropriate actions were taken to maximize diversity throughout the whole of the recruiting pipeline. Company X is currently implementing these processes and working towards replicating a similar outcome amongst other departments in need of workforce diversity improvement. Tracking and Monitoring Changes Last but not least, Company X wanted more visibility into why females had a lesser presence in managerial roles within the organization. While, male to female promotions were equal. (This past year, 32 people were promoted. 55% of promotions (16 people) were women), there were significantly more males than females in managerial roles. Upon reviewing the data, they learned that out of the company’s requisitions, females applicants only made it to certain stages within the interview process (namely, an in-person interview) 50% of the time. Half the time, the only applicants that made it to a particular stage were male. They determined a hypothesis surrounding a particular KPI - that if more females made it to this particular stage, the odds were higher that more females would fill these roles. Company X set a goal that they wanted a female candidate make it to a manager interview stage 80% of the time. They are testing different methods on how best to achieve this, and with One Model's help, they are able to measure the effectiveness of those methods. By providing this visibility, One Model’s platform is currently helping them monitor their progress towards this goal, and allows them to see the affect - the direct impact on numbers of M/F managers in real-time. Company X is one of the many companies that has realized and embraced the importance of diversity in workforce planning. We’re confident they’ll eventually hit their goals, and we’re proud to be a part of the solution helping them do so. Is your company ramping up it’s People Analytics Program or diving into workforce diversity initiatives? One Model can help you better view and report on the data associated with your diversity goals. Here are just a few of the top metrics companies are currently focusing on: Recruitment Metrics Representation Metrics, such as: Minorities / URMs Veterans Women IWDs Staffing/Placement Metrics Transaction Metrics Training Metrics, such as: Penetration of diversity-related training, general training participation rates, and demographics of talent pipeline Advancement Metrics External Diversity Metrics Culture / Workplace Climate Metrics *based on 2016 NYT data. Want to see what One Model can do for you? Scheduled some time to chat with a One Model team member. About One Model: One Model provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team.
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