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Featured
5 min read
Hayley Bresina
In today’s dynamic workplace, understanding your organization and its people is key to driving change. Predictive analytics and behavioral insights help human resources cut costs, improve efficiency, and drive impact. By forecasting future trends and uncovering root causes, predictive models empower HR professionals to act proactively—whether it’s reducing turnover costs, optimizing team structures, or boosting performance. Predictive analytics isn’t just a nice-to-have—it’s a necessity. Organizations that don’t adopt it risk falling behind competitors using data for smarter decisions and better outcomes. At the core of this shift are HR analysts and One AI machine learning. While data scientists are often the go-to for building machine learning models, HR analysts—human resources, people workforce, or employee analysts—bring a unique advantage. Their deep expertise and familiarity with organizational data make them uniquely well-equipped to unlock the full potential of One AI. Here’s why: They Understand the Data Like No One Else HR analysts are the stewards of their organization’s data, familiar with the nuances, outliers, and trends in employee demographics, engagement surveys, and performance metrics. A study in the Journal of Internet and Information Systems (2022) found that domain expertise is crucial for building effective models, particularly in fields like human resources, where understanding context is key (JIER, 2022). Models informed by domain experts were more accurate and actionable, as they can identify the most relevant data and filter out noise. This expertise ensures models are built on high-quality data, leading to trustworthy insights that drive results. They Bridge the Gap Between Data and Strategy One of the key advantages HR analysts bring is their ability to connect data insights with strategic goals. Unlike data scientists, who focus on technical accuracy, HR analysts align data with outcomes that matter—like improving retention, engagement, and performance. The study in the Journal of Internet and Information Systems (2022) also highlights that HR professionals’ ability to align insights with business strategy ensures analytics are not just interesting, but also impactful. One AI supports this alignment with intuitive visualizations and easy-to-use exploratory data analysis (EDA) tools, allowing HR analysts to uncover actionable insights quickly. For example, in a retention model, HR analysts might find that “team size” predicts attrition. By analyzing this, they could discover that large teams lead to disengagement due to weak personal connections and managers struggling to provide feedback. Insights like these help HR leaders adjust span-of-control policies to optimize team size for both employee satisfaction and managerial effectiveness. With One AI’s advanced EDA and visualization, these insights are clearly presented, enabling HR analysts to turn findings into strategic actions that drive organizational change. They Make Machine Learning Accessible and Ethical HR analysts need to present insights to non-technical stakeholders, making explainability key. One AI’s transparency features—like explainable outputs, adjustable parameters, and clear performance metrics—allow analysts to understand and adjust models, ensuring predictions are clear and defensible. Its intuitive interface helps HR professionals and analysts tailor models while keeping performance metrics front and center to avoid underperforming models. This level of transparency fosters trust in analytics, a critical factor in human resources decision-making where outcomes directly impact people. McKinsey (2023) found that explainable AI improves trust and adoption, particularly in high-stakes fields. One AI also helps HR professionals make accountable, actionable insights (McKinsey, 2023). Additionally, HR analysts are well-versed in ethical data use, making them natural stewards of fair AI. The International Journal of Research Publication and Reviews (2023) emphasizes that explainable AI supports accountability and ethical HR practices (IJRPR, 2023). They Thrive with User-Friendly Tools While data scientists often rely on coding and complex algorithms, HR analysts shine with intuitive, user-friendly platforms like One AI. Built for HR, One AI provides guided workflows and automated processes that remove technical barriers without sacrificing analytical depth. For example, when building an attrition model, analysts can start with pre-set best practices, ensuring a solid foundation without needing technical expertise. If adjustments are needed—like modifying thresholds or adding variables—the interface makes it simple, with clear explanations of their impact. This blend of automation and flexibility lets HR analysts focus on actionable insights rather than navigating technical complexities. As The HR Digest (2024) notes, the right tools empower HR professionals to make data-driven decisions, no matter their technical background (The HR Digest, 2024). Unlocking the Potential of HR Analytics When HR analysts combine their expertise with One AI, they do more than build models—they uncover insights that drive organizational change. By blending their deep data understanding with machine learning, analysts can predict outcomes, identify key behavioral drivers, and implement strategies that deliver results. This collaboration helps organizations make informed decisions, enhance employee experiences, and achieve business goals. For decision-makers, the message is clear: Equipping analytics experts with the right tools strengthens and supports the organization. For HR analysts, using One AI allows them to expand their impact, turning data into actionable strategies. The real question isn’t whether HR analysts should use One AI—it’s how quickly will you enable them to lead in People Analytics?
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Featured
8 min read
Hayley Bresina
So, you used a One AI recipe to build a strong machine learning model and deployed it—congratulations! But the journey doesn’t end there. Building a model isn’t just about making predictions; it’s about transforming them into insights that help you understand your organization and take purposeful actions to improve processes and address challenges. For instance, identifying the key drivers of high performance can inform targeted training programs, while understanding factors behind low performance might guide role adjustments or address issues affecting outcomes. In One AI, our visualization templates go beyond raw predictions, offering strategic insights and actionable opportunities for data-driven decisions. Built from tried-and-true visuals refined over years with clients, these templates simplify complex results and make them easier to communicate to stakeholders. By using these ready-made templates, you save time and benefit from visuals that have proven successful across organizations. Let’s explore some of the visualizations available in our templates—tools you can deploy and customize to maximize value for your organization. Visualizations That Empower Strategic Decision-Making 1. Model Performance We believe in transparency, which is why model performance is front and center. This visualization includes key metrics like F1 Score, Precision, and Recall for both classes (high and low performance). Showing performance for each class is critical, especially in imbalanced datasets common in people analytics, like voluntary attrition or new hire failure. For instance, if only 10% of employees are exceptional performers and the model always predicts average performance, it might appear highly accurate overall but completely fail to identify high performers. Breaking down metrics by class ensures you get a true picture of your model’s effectiveness and avoids misleading conclusions. 2. Drivers Visualization What factors drive high or low performance in your organization? The Drivers Visualization shows the most important factors for each outcome and how much they contribute. The drivers are ranked by their impact, making it easy to see what matters most. For example, previous performance ratings or tenure might strongly influence whether someone is likely to perform well or not. Understanding these drivers helps you focus on the right areas to improve performance or predict outcomes more effectively. 3. Filtered Drivers Visualization One of the most powerful aspects of these visualizations is their flexibility. By filtering the Drivers Visualization by specific groups (e.g., department, tenure, location), you’ll see how the drivers rearrange themselves for that subgroup. This dynamic capability, powered by SHAP, lets you drill down into group-specific insights. It’s a game-changer for organizations looking to create tailored strategies that address unique needs. 4. Feature Directionality and Impact Sometimes, the same driver can influence both high and low performance but in different ways. This visualization helps you understand not only the directionality (positive or negative impact) but also the magnitude of each feature’s contribution. For instance, a factor like salary might slightly predict low performance while strongly predicting high performance. These insights guide where to focus your efforts—start with features that have high impact and are feasible to influence. 5. Where Does High Performer Potential Sit? This visualization provides a clear breakdown of high-performance likelihood across key dimensions such as organizational units and job levels. It categorizes employees into low, medium, or high likelihood of achieving top performance, making it easier to pinpoint where high-potential employees are concentrated. For example, executives may have a higher likelihood, while other groups may need targeted development. The ability to compare across dimensions ensures that your strategies are focused and effective, helping to drive meaningful improvements throughout the organization. 6. Individual Predictions Drilling down to individual employees, this view shows each person’s likelihood of being a high performer, alongside the features most influencing their prediction. While machine learning is most accurate at an aggregate level, individual predictions are still valuable for tailored actions, such as identifying candidates for leadership development programs. Note: This visualization must be permissioned and should be used thoughtfully. The Value of SHAP and Customization All these visualizations use SHAP (SHapley Additive exPlanations), a method that ensures transparency and flexibility in understanding model predictions. SHAP works by building a small, individualized model for each data point (such as an employee) to explain why the main model made its prediction. This means SHAP doesn’t just tell you what the prediction is—it shows you how much each factor contributed to that prediction. Because SHAP works at this detailed level, you can filter or split results by any dimension relevant to your data, such as department, tenure group, or geographic location. The visualizations then dynamically adjust to reflect those specific groups, helping you uncover trends and insights tailored to your organization’s needs. From Insights to Action The ultimate goal of these visualizations is not just to analyze your data but to inspire action. By identifying the key drivers of performance, understanding how they vary across groups, and pinpointing areas for improvement, you can make strategic decisions that align with your organizational goals. Use these tools to: Design interventions that address critical factors; for example, focus on key drivers of low performance. Develop targeted programs to support specific groups; for example, create training for new hires or managers. Inform long-term planning and organizational strategies; for example, guide succession planning or hiring strategies. Remember, machine learning is a tool to help you understand and shape your organization. The visualizations in One AI are here to ensure you’re not just building models but also building a stronger, more informed organization. Curious about One AI?
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Featured
5 min read
Chelsea Schott
It’s no secret that taking time off from work is vital for your employees’ well-being. Time away allows people to unplug, recharge, and return to work more productive. But how can you ensure that your employees not only take the vacation time they’re entitled to but also that your organization manages time off in a way that ensures adequate staffing and resource availability? With One Model, you can easily track and manage employee time off, making it one of the best PTO tracking software options available. Leaders can import time-off data to gain a clear view of who has taken time off and who has approved or pending leave. You can filter the data by Division or Supervisory Organization and categorize the different types of leave—whether it’s vacation, sick days, volunteer time, or other types of paid time off accrual. This breakdown ensures you have a comprehensive understanding of how time off is distributed across your organization. Understanding Time-Off Trends Knowing when employees tend to take time off is just as important as knowing how much time they’re taking. According to a study by CalendarLabs, December is the most popular month for vacation in the U.S. and Canada, while July is preferred in the U.K., and April in Australia. One Model enables you to create custom queries for employee vacation trends analysis within your organization. For example, you can build a report to show the most common vacation months, even breaking it down by day, to better understand when certain teams or departments are likely to be short-staffed. Managing Accrued Leave to Minimize Risk Unmanaged paid time off accrual can present risks beyond just operational gaps. If employees decide to take their accrued leave all at once, it can cause significant workflow disruptions. Additionally, accumulated leave poses a financial liability for the company, especially when employees leave and need to be compensated for unused time off. By keeping an eye on accrued leave through One Model, you can identify potential risk areas within your organization and take proactive measures to mitigate them. How One AI Can Help Strengthen Predictions of Future Behavior Use the One AI table insights feature to identify unusual leave patterns. For example, table insights can highlight employees with excessive accrued leave who may need encouragement to take time off, or detect negative leave patterns (where employees take more leave than available). Analyzing these patterns enables leaders to address staffing challenges and support employee needs more effectively. Predictive variables such as employee demographics, performance metrics, engagement scores, and manager or team dynamics, can be incorporated into a regression model using One AI to help predict how many time off days different groups of employees are likely to take each year. More importantly, it would identify the key factors influencing whether employees take more or fewer days. Understanding these drivers can help organizations implement strategies that encourage employees to use their vacation time effectively. Benefits of Using One Model for Time Off Tracking Up-to-date Insights: Track approved, pending, and taken leave in real time. Comprehensive Breakdown: View time off data by division, department, or leave type. Custom Reporting: Build detailed list reports for compliance purposes or to conduct an in-depth analysis of employee vacation trends and staffing coverage. Proactive Risk Management: Identify and manage excess paid time off accruals to reduce financial and operational risks. Predict Future Behavior: Understand factors driving time off behaviors and better forecast future usage. With One Model, you can ensure that vacation time is both well-monitored and well-managed, helping to create a balanced, productive workplace while safeguarding your organization from potential risks associated with time-off accumulation. Ready to learn how One Model can streamline all your HR tracking?
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Featured
5 min read
Christine Virjee
Data visualization isn’t just about presenting numbers—it's about telling a story. Whether you're a seasoned people analytics professional or new to the field, mastering the art of data storytelling is crucial in driving insights and actions at your organization. Annotations are a powerful way to make your charts and graphs not only more informative but also more engaging and accessible. What Are Annotations? Annotations are textual elements added to data visualizations to provide additional context or highlight specific insights. Think of them as the notes in the margins of a book, drawing attention to key points or clarifying complex information. Annotations can take many forms, including labels, callouts, or even small visual elements like arrows or shapes that guide the viewer’s attention to critical areas of the chart. Why Annotations Matter in Data Storytelling Annotations play a pivotal role in transforming raw data into a compelling narrative. They serve several essential functions in data storytelling: Highlighting Key Insights: Annotations can spotlight the most critical data points or trends, ensuring that your audience doesn’t miss the story you’re trying to tell. Providing Context: They help clarify the meaning behind the data, explaining anomalies, trends, or outliers that might otherwise be overlooked. Improving Readability: Annotations make data visualizations easier to understand and interpret by breaking down complex information into digestible pieces for a broader audience. Guiding the Narrative: By strategically placing annotations, you can control the flow of information and guide your audience through the data in a logical and impactful sequence. How to Effectively Use Annotations in Your Data Visualizations Start with a Clear Objective: Before adding annotations, clarify the main message or insight you want your data to convey. Annotations should support and enhance this message, not overwhelm or distract from it. Be Selective: Not every data point needs an annotation. Focus on key areas that are critical to your narrative. Over-annotating can clutter your visualization and dilute the impact of your message. Consider adding annotations on drill-down levels. Keep It Simple: Annotations should be concise and to the point. Use clear and direct language that adds value to the data without overwhelming the viewer. Use Visual Cues: Enhance annotations with visual elements like arrows, shapes, or colors that draw attention to the most important parts of your data. This helps guide the viewer’s eye and emphasizes the significance of the annotated data. Tip: On Windows, use the shortcut start + . (or CTRL + CMD + Space on Mac) to insert emoji symbols. Consider Placement Carefully: The placement of annotations can significantly impact their effectiveness. Ensure they are positioned where they naturally draw the eye but do not obscure critical data. Examples of Effective Annotations Before: A chart without an annotation could potentially mislead the reader. After: Include an annotation to clarify the scope of the data in question. Before: Annotation covering the data point causes ambiguity. After: Annotation placed to the side of the chart to improve readability. Annotations on Drill-Down: Annotations can be placed at different levels of multi-level hierarchies. Below is an example with an annotation on Level 1 of the Termination Reason. After you drill down to Level 2 – in this case Voluntary Termination – you can find further annotations specific to that level. In this example, you can quickly see that "Personal" is the main reason for Voluntary Terminations. Final Thoughts Annotations are more than just a minor detail in your data visualizations—they’re a powerful storytelling tool. By carefully considering their use, you can turn raw data into compelling narratives that not only inform but also inspire action. Whether you're explaining a complex trend or highlighting a key insight, annotations help ensure your message is heard loud and clear. For more information about One Model's annotations capabilities, visit our Help Center.
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Featured
10 min read
Tony Ashton
In any business, understanding your stakeholders and key customers is critical for success. As you’re building your people analytics function, understanding the needs of your different user groups is similarly important. This concept is the very foundation of product design. Below, we explore the different personas we use to guide One Model’s product innovation. Each persona is written from the perspective of the individual in that role and, most importantly, how their own success is measured. As a People Analytics Analyst/Power User Navigating the vast seas of data in our company, I’m at the forefront of deriving actionable insights and deploying a self-service analytics capability. I’m committed to delivering insights that are not only accurate and clear, but also perfectly aligned with our business strategy. Ensuring top-notch standards is my priority. Main Responsibilities: I’m a core part of our People Analytics Center of Excellence, aiming to deliver people analytics capability to all decision-makers in the company so that they have the information they need to drive better decisions and better outcomes for people and the company. Supporting this, I’m building scalable content, delivering training, education and change management initiatives to create a culture of data-driven decision making. I perform analytical investigations to answer ad-hoc questions, both tactical and strategic in nature. I build Storyboards, presentations, and reports for specific topics and audiences, including: Executive committees tracking KPIs/OKRs Line managers managing compliance and performance against KPIs HR Business Partners providing people management advice to line managers The HR team to dig deep into HR topics for the company The quality of my Storyboards, presentations, insights and reports is judged on: Their accuracy and the quality of the insights offered How visually engaging and attractive they are How easy it is to understand key messages and determine appropriate actions Their performance and effectiveness How efficiently they can be created, modified, shared, and accessed by others in the company As well as building analytical content, I’m continually bringing in new data, creating new metrics and content to ensure our people analytics data is aligned with our company strategy and relevant to end-users. I’m continually experimenting with new technology and leveraging Generative AI as a growing part of how we surface analytical insights and share these across the company. As an HR Business Partner As the bridge between strategic insights and actionable people management strategies, my role is integral to delivery of data-driven decision making for HR and business leaders. I curate content that’s not just relevant and accurate but also aligned with our latest business demands. By harnessing the power of our people, we address real-world business challenges. I have started using Generative AI capability alongside Storyboards to get answers to my ad hoc questions before going back to the People Analytics team. Main Responsibilities: I provide people management advice to line managers to help them deliver better business outcomes through their people. I use pre-built Storyboards and reports to track the key people management issues facing the line area and their relevant KPIs. I apply basic filters on Storyboards and reports to focus the content appropriately (e.g., org structure, manager/team, location, job family). I provide presentations and insights to the management team at regular management meetings, talent review meetings, compensation planning and other strategic workforce planning sessions, etc. I depend on the content of Storyboards and reports to be: Accurate Up to date Flexible Easy to use, understand, and navigate with built-in guidance on interpretation, definitions, etc. As a People Leader Shouldering the responsibility of business outcomes, I’m adept at leveraging the analytics center of excellence and my local HRBP to make informed decisions. Utilizing pre-configured interactive Storyboards, I keep a close eye on critical KPIs and adapt strategies in real time, drilling into the details to solve real world problems. I have started using Generative AI capability alongside Storyboards to get answers to my ad hoc questions before going back to the People Analytics team. Main Responsibilities: I’m accountable for delivering business outcomes, and the innovation and capability of our people are critical for our success. I use pre-built Storyboards and reports to track the key people management issues facing the line area and relevant KPIs. I apply basic filters on Storyboards and reports to focus the content appropriately (e.g., org structure, manager/team, location, job family). I use this information in regular management meetings, talent review meetings, planning sessions, etc. I depend on the content of Storyboards and reports to be: Accurate Up to date Flexible Easy to use, understand, and navigate with built-in guidance on interpretation, definitions, etc. As an Executive Manager With a broad view of the business landscape, I value succinct, high-level insights. I rely on my team to dive deep, but in boardroom discussions, it's the synthesized data that stands out. My interaction with the center of excellence mainly revolves around strategic insights from interactive Storyboards and presentations on specific topics, ensuring the business stays on the right trajectory. I have started using Generative AI capability alongside Storyboards to get answers to my ad hoc questions before going back to the People Analytics team. Main Responsibilities: I’m accountable for delivering business outcomes and rely on my people to do this, usually through my management team. I look to managers in my group to be able to make strategic people management decisions that drive business performance. In regular business meetings, we use insights from Storyboards and reports, but mostly receive this in a synthesized form as part of project/strategy updates and presentations. I use pre-built Storyboards and reports daily to track the key people management issues facing the business and relevant KPIs. I depend on the content of Storyboards and reports to be: Accurate Up to date Flexible Easy to use, understand, and navigate with built-in guidance on interpretation, definitions, etc. As a Data Engineer In my role, I help assemble the varied data sources for a company into a sophisticated people analytics-ready data model. I collaborate closely with People Analytics, HR and IT teams, translating complex data needs into data transformation logic and drive accuracy, quality and consistency. Main Responsibilities: I’m accountable for delivering the metrics, dimensions, and columns from all of the required data sources using an approach that is reliable and repeatable. I look to the HR and IT teams to help me define the metrics, dimensions, the appropriate data within each data source, and the business logic required to return the result they expect. I predominantly configure data sources, processing scripts, and customer metrics within the One Model application and related tools. I depend on the ability to validate that metric results: Are accurate given the data and business logic Will remain correct in the future, without being impacted by code changes Will be reliably updated in the future. As a Data Scientist I’m all about applying advanced analytical techniques, statistics, AI, and machine learning to business problems to derive meaningful insights and identify levers for action. Main Responsibilities: I’m accountable for providing and explaining valuable machine learning models. I look to the data engineer to deliver curated data, metrics, and dimensions to power One AI. I look to the HR team within my company to bring business challenges that would benefit from the use of advanced machine learning and/or AI. I predominantly configure models within One AI, embedding the results into Storyboards to guide end-user decision making. I’m responsible for ensuring a high level of ethics and transparency across all of our machine learning and AI models. How One Model Perfectly Aligns with Every Analytics Role In people analytics, it's crucial to understand the diverse personas throughout the entire people analytics lifecycle, as the field is constantly expanding and advancing. This helps us build relevant products and deliver capability tailored for each person’s needs. This isn't just about simple access; it's about establishing an end-to-end analytics capability that understands and serves the nuanced needs of every user. Whether you're a seasoned analyst, an executive manager, or someone just diving into the world of people analytics, One Model is committed to ensuring that the solutions provided are not just comprehensive, but also meticulously tailored to meet your distinct requirements.
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Featured
6 min read
Christine Virjee
Charts play a crucial role in conveying insights, which is why elements like chart legends are essential tools for interpreting colour variations and understanding complex data sets. Let’s dive into the nuances of chart legends with five tips designed to make your charts more impactful and easier to understand. What are chart legends? Chart legends label and help explain colour variations in your charts. When used effectively, they improve readability and prevent misunderstanding. Chart legends work best when there is more than one metric or dimension, and where colour variations need an explanation in a chart. Let’s work through a few real-world examples and tips to see how chart legends can enhance or detract from a data visualisation. Tips and real-world examples Tip #1: Use legends to explain colour variations In this first example, variation occurs when there is more than one metric and the chart legend explains their meaning. In the chart below, dark blue indicates Start of Period (SOP) Headcount, while light blue represents End of Period (EOP) Headcount. It is easy to see at a glance which number and bar corresponds to each metric. In another example, variation can be depicted when there are one or more Dimensions with more than one group selected. As shown below, the colour variation indicates Male and Female Gender – dark blue for Male and light blue for Female. Again, meaning is quickly and easily discerned with the chart legend. Tip #2: Set legend position to None to hide legend in single-colour charts What happens to chart legends when there is no colour variation? Single-colour charts such as the example below with a single metric like (EOP) Headcount over time don’t usually need a chart legend because all of the bars will be the same colour. In these situations, a chart legend is unnecessary as it only serves to repeat information. Tip #3: Hide metric names when only a single metric is included For cases where only a single metric is included, we recommend the Option to Hide Metric name as this information will likely be already mentioned elsewhere, likely in the chart title or the Storyboard page. In Tile Settings, slide the toggle for Hide Metric Name to On. For pie charts, the Hide Metric option will apply when Legend is set to None and Series named selected as Data Label. Tip #4: Choose a filter to limit chart clutter Chart legends also include the selections for the Dimensions. A selection controls what is visible on the chart, whereas a filter controls what the dataset includes. When only a single selection is made, they work similarly. However, selections show in the chart legend, while filters display on top of the chart and can be hidden if desired. Therefore, it’s best practice to choose a filter to limit chart clutter in cases where selection is used to select a single point of the data. Tip #5: Use Group legends for multiple metrics In the case that multiple metrics are included on a chart or the metric name is not mentioned anywhere else, Group legends should be turned on to avoid any ambiguity. Make your charts legendary Mastering the use of chart legends is essential for creating clear and effective data visualizations. By following these tips, you can ensure your charts are not only visually appealing but also easy to understand. Whether you're dealing with multiple metrics, color variations, or trying to minimize clutter, thoughtful use of chart legends can significantly enhance the impact of your data. Visit One Model's Help Center to learn more about custom chart legends.
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Featured
6 min read
Josh Lemoine
One AI has been a component of One Model since nearly the beginning of the company’s existence. It is an integral part of the One Model platform and, as such, the team that develops One AI features aligns with the core principles of One Model. That said, there are also some more nuanced priorities that the team has remained focused on over the years. These additional core principles relate specifically to the fields of machine learning and data science. When we set out to develop a new version of our forecasting capabilities, the team kept sight of the principles that have guided the creation of the product over the years. The new forecasting capabilities combine ease of use with powerful configurability and are available right where you want them: in Storyboards. If you’re a One Model customer or considering being one, you may be interested in knowing what drives the shape of the product. Let’s take an inside look at important concepts to developing One AI functionality achieved by tying the forecasting features to the following guiding principles. Transparency In the beginning, One AI consisted of a single data scientist tackling projects in notebooks. Showing the work involved in an analysis was just part of the process. The usefulness of doing so was apparent, and ethics and transparency became core values integral to the development of One AI over the years. One of the recent enhancements to forecasting provides greater transparency into which forecasting method was leveraged and how it was configured. We added an information icon to clearly indicate that additional information is available. Performance scores are provided if situational intelligence was used to choose a forecasting method. Ease of Use As One AI has matured, we've placed a lot of emphasis on ease of use. Simply put, you don’t need to have a background in statistics or data science to get value from One AI. Embedded Insights (of which forecasting is an example) and One AI Recipes are examples of tools that improve the accessibility of One AI. Running a forecast has always been easy. The appearance of the lightbulb icon makes it clear when a forecast is available. Now, the "easy button" is more powerful. One AI can automatically select between a curve fit model and an autoregressive integrated moving average (ARIMA) model based on the data contained in the trend, using AIC model scores that balance model complexity and fit. In simpler terms, One AI is increasingly leveraging situational intelligence to determine the best configuration without the user having to manually configure settings. Powerful and Configurable The skills of the future are becoming the skills of the present. Python, R, and other data science-related skills are on the rise in a significant way. More and more One Model users possess these skills. The team developing One AI has always strived to create tools configurable enough to benefit data scientists. Having machine learning and statistical capability available in the same platform as the people data the analysis is being performed on is a driver of efficiency and data security. One Model users now have the option to manipulate both general and model-specific settings related to forecasting. General settings include the ability to select the number of periods to predict, confidence interval, and bounds. If you don’t want One AI to select a forecasting model automatically, you can manually choose from Curve Fit, ARIMA, and Prophet. Taking things a step further, you can allow One AI to automatically select the best settings for that model based on the trend data, or you can configure custom settings pertaining specifically to each forecasting model. Facilitates Learning Making complex things accessible to more people creates opportunities for learning to occur. The team at One Model has been on a One AI documentation bender and has been busy creating resources to help our users. We’re also increasingly integrating additional information and context into the places where the user can benefit most from it. This is delivered through inline text, tooltips, and information popups. The main risk in forecasting is in interpreting the results. When we designed the forecasting enhancements, we introduced an information icon to tiles where forecasting is available. Tooltips were also employed to define each of the available settings. Cutting-Edge Technology In the world of data science and AI, things move fast. Generative AI is the most immediate and vivid example of this. It's an industry where you must innovate or be left behind. At One Model, we recognize this. We don’t jump on every new tech bandwagon, but we keep a finger on the pulse of innovation in the space. When it comes to forecasting, One Model offers several techniques. Two methods, curve fit and ARIMA, are tried and tested and have been around for a relatively long time. They’re sometimes referred to as “classical techniques”. The third, Prophet from Meta, is a more “modern” forecasting library. In the recent forecasting enhancements, we made our Prophet option more powerful by exposing many configuration options. Closing Thoughts Hopefully, this article has provided some visibility into the thinking behind the product decisions the team at One Model makes when developing One AI tools. We’re fortunate to be layering these tools on top of One Model’s industry-leading data integration, modeling, and visualization capabilities. We strive to deliver the best AI on the best people analytics platform.
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Featured
3 min read
Pria Shah
Struggling to find the truly important information in large tables of data? Say hello to One AI Table Insights – where you can turn your data chaos into clear insights! What Is Table Insights? Leveraging descriptive statistics, Table Insights automatically identifies potential, noteworthy, or unusual patterns within your company's HR data. It analyzes your data, offering the clarity required for decision-making. Discover answers to key questions like: Is there high employee turnover in a specific area of my organization? Are some teams promoting fewer employees? Is there a gender imbalance in any departments? Whether you're tracking employee performance, monitoring engagement levels, or evaluating recruitment and retention trends, Table Insights is your go-to solution. If it can be measured as a rate, Table Insights can P-valuate. Measuring Your Data’s P-Value One AI’s Table Insights measures the p-value of your data. But what exactly is a p-value, and why is it important? Think of the p-value as a spotlight that highlights which results are noteworthy and which ones might just be random noise. In statistical terms, a p-value measures the probability that the observed results happened by chance. A low p-value (typically less than 0.05) indicates that there’s compelling evidence that your results are unusual. This is a strong indicator that the patterns you’re seeing are real and worth paying attention to. One AI’s Table Insights simplifies data analysis and provides you with clear, actionable insights grounded in statistics. With recommendations based on low p-values, you have an additional tool to inform decisions to drive your business forward. How Does One AI Table Insights Enhance Your Workflow? Instant Insights: Forget manual analysis. Table Insights delivers instant observations, pulling out the most important data points with ease. Productivity Boost: Free yourself from tedious data crunching and focus on making strategic decisions that drive success. Tailored Interactions: Customize outputs based on your specific needs. This includes filtering data, focusing on particular metrics, and adjusting visual representations to best fit your requirements. See it in Action Check out our video tutorial and see Table Insights in action.
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Featured
4 min read
Pria Shah
Keeping your HR data secure while ensuring the right people have the right access is crucial. Enter One Model's Role-Based Security (RBS) – the ultimate security feature to ensure data integrity and precision access control. Empower Your Team with Tailored Application Access Roles Think of Application Access Roles as your data’s first line of defense. This defines exactly which parts of One Model a user can access. Application Access Roles are tailored to distinct user personas like HRBPs, People Analytics teams, and People Leaders. Each role is fine-tuned to provide the exact tools they need, empowering them to excel and drive success in their specific functions. It’s all about precision – ensuring every user has the right access to succeed without compromising your data’s security. Guard Your Data with Data Access Roles We don’t stop at the surface. Data Access Roles within One Model takes you further, managing visibility down to the finest detail. Admins can easily grant user access to specific metrics, dimensions, and Storyboards. You can choose which data elements a user can see all the way down to the column and row levels – you’re in complete control. To maximize flexibility for role management and simplified administration, a user can belong to multiple Application Access and Data Access roles. Contextual Security Rules for Data Access Roles One Model's Contextual Data Access Rules let you grant data access based on a user's role within your organization. For example, when you create a manager data access role, you can assign rules that allow each manager to see the data of their direct reports. The best part? This rule works for all managers and automatically adjusts based on each manager's position in the company. As employees move within the organization, the rules update automatically with the latest data refresh in One Model. This means promotions and team changes seamlessly update, ensuring managers always have the right access without any manual configuration. Additionally, these rules aren't just for managers; you can apply the same logic to other relationships, such as cost centers. Why Should You Trust One Model’s Role Based Security (RBS)? Robust Security: Your sensitive data remains protected from unauthorized access, maintaining the integrity of of your information Customizable Flexibility: Tailor roles to meet your organization’s specific needs, providing precise access control Proven Efficiency: Simplify your data security management and save valuable time with a structured and straightforward system No need to juggle complex security settings. With One Model, admins can effortlessly create roles, assign permissions, and manage user access with just a few clicks. This structured, intuitive approach eliminates confusion over who can see what. Your data stays secure, accessible, and ready to power your decisions. For more information about One Model’s Role-Based Security, see the “Introduction to Role-Based Security” article in our Help Center. Have questions? Get in touch.
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Featured
6 min read
Christy Green
Multiple studies have shown that visuals improve comprehension and long-term retention compared to text alone. By leveraging tile styling in One Model Storyboards, you’re not just presenting data—you’re telling a compelling visual story that resonates with your audience and drives action and alignment. Create more than just a dashboard with One Model's stylized Storyboards. Easily communicate data-driven insights by using colors, styles, and designs that embody your company's brand. Whether you prefer uniformity across all Storyboards, unique designs for each one, or occasional tweaks to individual tiles, the creative possibilities are limitless. Case in point? Check out the Storyboards above and directly below. Real-World Impact Imagine that you’re a Director of Human Resources and need to prepare for a quarterly executive meeting with key organizational stakeholders. Your goal is to present the latest data on high-risk employees by organizational unit and demonstrate the impact of your recent initiatives on reducing risk and improving retention. Tile styling in One Model can elevate your presentation – both during and after the meeting – by visually highlighting specific KPIs that you want to stand out. Before the Meeting You can use tile styling to customize your Storyboard’s colors, making key metrics such as risk levels, retention rates, and employee engagement scores stand out. This ensures that the most important data points are immediately visible to your audience as you’re presenting. Your Storyboards can reflect your brand’s identity or your personal taste – you have the freedom to choose. During the Meeting As you present, your stakeholders are immediately drawn to the clear, visually appealing layout of the Storyboards that you’ve included in your presentation. The customized tiles help highlight trends and key insights, making your points easier to understand and more impactful. The attractive design keeps the audience engaged, and the clear visualization of data facilitates interactive discussions. Executives can quickly grasp the information, ask informed questions, and make decisions based on your insights. Sounds like the perfect meeting, right? After the Meeting After the meeting, you add your stylized Storyboard to a slide deck and share it with everyone, including those who couldn’t attend. By using distinct colors and layouts for the tiles, you make key data points stand out, so recipients can easily grasp the information at a glance. This visual clarity helps team members quickly focus on the most critical metrics and insights without needing further explanations. As a result, stakeholders can efficiently review and understand the data on their own. That means that your stakeholders have the information they need and send fewer follow-up emails and messages to you. Win-win. Tile Styling: More than Just a Pretty Feature As illustrated through the story above, tile styling in One Model is more than just a cosmetic feature; it’s a powerful tool that can transform how you and your team interact with data, resulting in the following benefits: 1. Personalized User Experience You can customize colors and layouts so your Storyboard reflects your brand’s identity or your personal preferences. This level of flexibility provides you with endless options. 2. Improved Data Visualization Custom tile styling allows you to highlight key metrics and trends effectively. By choosing specific colors and layouts, you can draw attention to the most important data points. This improved visualization helps in quick identification of trends, outliers, and key performance indicators, resulting in better and faster decision-making. 3. Enhanced Collaboration A well-designed Storyboard significantly enhances collaboration. When data is presented clearly and attractively, it becomes easier for team members to grasp and discuss insights. Additionally, customizable Storyboards can be tailored to meet the needs of different team members so you can showcase the information that’s most important to them. For more detailed instructions on tile styling, visit the One Model Tile Style Guide. Have questions? Get in touch.
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Featured
8 min read
Tony Ashton
Talent flow, whether it occurs through promotions, internal transfers, exits, or new hires, is a key facet of workforce management. Understanding these employee journeys within a company and across careers gives senior leaders insight into how these movements affect the organisation's health and growth. A survey conducted by Deloitte identifies that focusing on internal mobility improves leadership development, business expansion, and employee engagement. It also offers HR professionals deep insights into: Recruitment and Onboarding Career Progression Retention and Turnover Succession Planning Diversity, Equity and Inclusion Strategic Workforce Planning Wowledge states that “the positive effects of a well-structured internal mobility program ripple through various facets of organisational excellence….promoting a culture of collaboration, diverse thinking, and cross-functional experiences.” Improving ROI with Employee Retention In a world experiencing major shifts in how work gets done and the very nature of jobs utilising AI in the workplace, being able to reskill and redeploy people is more cost effective than ever. The cost of replacing your workforce is many factors higher than the cost to reskill and harness the creative capability of people you already have within your company. Gallup puts that cost at $1 trillion annually for US businesses. This financial impact means that the relationship between internal movement and length of tenure becomes critical, as SHRM reports: 24% average turnover rate in first year 5 years with no movement = 62% turnover rate Promotion within first 3 years = 70% more likely to stay Lateral move within first 3 years = 62% more likely to stay The Challenges of Talent Flow Analysis Despite its value, analysing internal workforce mobility is a major headache for HR teams. The One Model platform helps customers get a handle on this topic by solving these key challenges: 1. Stitching together movements across time and transforming employee events into a timeline. 2. Handling data quality issues with advanced business logic. Inconsistencies in HRIS movement codes can arise due to varying applications across business units, job roles, or changes from acquisitions. One Model addresses this with the ability to generate automatic mobility events as needed, such as a specific promotion and pay increase. 3. Pro-rating employee headcount and FTE daily. Unlike traditional and less sophisticated reporting that captures only end-of-month employee snapshots, One Model reports at the daily level to effectively measure time spent in each position/business unit, and identify movements in real time. 4. Aligning movements across all other analytical dimensions available in the platform, including diversity, jobs, salary grades, locations, org units, age, tenure, and more. The Foundation of Effective Talent Flow Analytics Getting your data in shape is the very foundation of good talent flow analytics. This gives you the ability to create impactful metrics like the following small sample: Promotions Transfers Hire Rate - External and Internal Hire Rate (Net) Career Path Ratio Lateral Mobility Rate Promotion Velocity Retention Rate Termination Rate Introducing One Model Sankey Diagrams Sankey Diagrams are a cutting-edge feature that revolutionise the way HR teams visualise and understand corporate people movement, or movement of discernable groups of people (cohorts) within their organisations. These diagrams are renowned for their ability to depict various pathways through a sequence of steps. For example, financial analysts use Sankey diagrams to understand investments and money movements, while Google Analytics uses them to visualise the journey of web traffic. A Sankey chart is ideal when you need to see and simplify a many-to-many connection between two or more entities. It allows HR and senior leaders to see the flow of cohorts through different departments, positions, ranks, levels of performance, and more – at a glance. 3 Benefits of Sankey Charts Workforce mobility reporting in data tables provides insights into the dynamics of your workforce. But Sankey Diagrams excel at enabling the average person to quickly see and understand lots of data and the degree of movement at a glance. A few of the benefits HR leaders gain by using Sankey Diagrams to map out the paths that clusters of employees take as they move within the company include the ability to: 1. Identify Bridges and Bottlenecks A Sankey people flowchart identifies both positive and problematic trends so you can leverage what’s working well and correct what isn’t. For example, are there certain departments acting as springboards into leadership roles? Or perhaps some areas are experiencing higher turnover, signalling potential issues with job satisfaction or career development opportunities. With this tool, these questions no longer remain a mystery. 2. Reinforce Strategic Planning Talent flow analysis with Sankey diagrams aids in strategic planning and decision-making. It allows HR teams to pinpoint where to invest in training and development, how to better support career progression, and ways to enhance retention strategies. Organisations are better equipped to tailor their HR initiatives to not only address current gaps but also anticipate future needs. 3. Support Diversity, Equity, and Inclusion Efforts Sankey diagrams enable people analytics professionals to highlight talent diversity - or lack thereof - throughout the organisation. This visibility enables HR to develop targeted programs that support the advancement and retention of underrepresented groups, fostering a more inclusive workplace culture. Tell Dynamic Data Stories with One Model Sankey Diagrams We’re always looking for ways to help clients unlock a deeper understanding of workforce dynamics to help optimise their talent management strategies. The unique and compelling data stories you’ll be able to tell can be created directly within One Model Storyboards. Creating a chart involves just 3 simple steps, illustrated by a quick on-page guide. The Sankey diagram is the latest chart we’ve added to help you tell stories with your data using what we call archetypal visualisations. Data visualisations are purposefully designed to tell particular stories. Compared to generic visualisations (e.g., bar charts, line charts, tables etc.) – which are useful – archetypal visualisations are simply more compelling and fit for purpose in particular cases. The Org Chart is another example of archetypal visualisation (and more!) that are coming soon to the One Model platform. Ultimately, we believe Sankey diagrams will help you better understand the flow of talent within your company and create a more engaged, satisfied, and dynamic workforce. We'd love to show Sankey Diagrams in-person.
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Featured
6 min read
Karlene Latimer
One Model is an amazing platform for orchestrating data from multiple systems, building an intelligent people analytics-ready data model, and surfacing insights to make better people decisions. Storyboards are the key vehicle for driving data-driven decision making. Working with customers, we noticed that in order to structure and guide the narrative of Storyboards, they would often add a lot of content onto one page. And even with section headings, some Storyboards could become exceedingly long. With a very long scrolling page, the user could sometimes lose track of where they were, and the inclusion of numerous charts and tables with large queries all on a single page could lead to extended loading times. In response, we introduced Multi-Page Storyboards, a game-changer in narrative storytelling. These offer several key advantages, including the ability to delineate chapters of your narrative across distinct pages, each bearing custom-tailored titles. When One Model released the first version of our Storyboards back in 2020, we were making a conscious pivot from the traditional dashboard concept into a world where communicating ideas, insights, and driving decision-making requires more than just assembling lots of data. Yes, getting to grips with data orchestration is a great achievement, as is the creation of compelling data visualizations. However, arguably the biggest challenge is turning this sea of information into a compelling story that people can understand and use to guide action. One Model Storyboards have long provided the ability to freely arrange content to tell a great story with data with cool features like including commentary on the page, flexibility to apply unlimited filters, role-based sharing, and many more. Users can now effortlessly navigate between sections, swiftly accessing the information they seek. Each page loads content incrementally, sparing end-users from grappling with an overwhelming data dump with long wait times. Plus, Storyboard filters apply consistently across all pages, ensuring users maintain a coherent focus and context throughout their journey. So, what does this product innovation look like in practice? Let’s explore this Talent Acquisition scenario where the primary audience of this Storyboard is decision-makers involved in strategic recruitment for their organizations. Below is an example of a Talent Acquisition Storyboard. At the bottom of this Storyboard page, you will find a row of dashboard tabs with the titles of each subsequent page. Page one of the tabbed dashboard is a ‘Recruiting Leader View’ with details about the Talent Acquisition Storyboard — including its intended purpose, the information it conveys, and practical guidance on how to effectively use it. This page serves as an invaluable resource for capturing key snapshot metrics, enabling you to swiftly communicate the status of key performance indicators (KPIs). Having familiarized yourself with the overarching concept, you can delve deeper into specific, interconnected subjects on the subsequent pages. Page two delves into the realm of ‘Open Jobs’. Here you can identify key patterns and trends, view the status of jobs, and answer questions like how many roles are currently open in your organization. Use the page to track your open jobs by varying factors (such as location, department, and function) or through charts and tables tailored to your organization’s unique needs. Next, turn your attention to page three: a dedicated space to track your ‘Applicant Pipeline’. Here you can effortlessly monitor the number of open jobs, the number of applicants, where applicants are in the application process, how many offers were made, and how many candidates were rejected. Quickly measure and chart your data in easy-to-read single value tiles that effectively communicate the state of your applicant pipeline. . Moving on to page four, you can harness its capabilities to illuminate the progress of your diversity, equity, and inclusion (DEI) initiatives. This page serves as a powerful tool for gauging whether candidates from diverse backgrounds undergo a recruiting experience that mirrors that of others. Additionally, it allows you to meticulously scrutinize any biases that may emerge concerning candidates' genders, ethnicities, and ages. This is just one straightforward example of how our multi-page dashboards can serve as an effective organizational framework for consolidating insights on a particular subject. The versatility of this tool extends to features such as page duplication within and across Storyboards, dynamic page reordering, and seamless page-to-page navigation — all designed to enhance your ability to tell incredible data stories. Thank you to all our amazing One Model customers who are continually working with us to develop important new capabilities that cater to their specific needs and further empower data-driven decision making. The best part is that One Model was built to connect all of your different data sources, from HR systems like Greenhouse, Workday, and SuccessFactors, into a single people analytics platform. This means that you won’t have to go searching through folders and directories to get the information you need when you need it most. Simply use One Model’s Multi-Page Storyboards to transform your data into attractive and meaningful data visualizations for more effective decision making. Would you like to see Multi-Page Storyboards for yourself? Let's connect!
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Featured
4 min read
Dennis Behrman
In the world of business, talent is everything. Having the right people in the right positions can make or break an organization. That's why predictive modeling has become such a valuable tool in workforce management. Predictive modeling helps organizations make data-driven decisions about their talent, ensuring that they are hiring, promoting, and retaining the right people for their business. One AI is a platform that takes predictive modeling to the next level. One AI is hands-down, the fastest and easiest way to build a predictive model that is transparent, defensible, and accurate. It also adds the benefit of modeling only your data, and not the data from outside entities. This highly-ethical approach to predictive modeling of workforce data results in better, faster talent decisions while also being future-proof for the coming wave of regulations around artificial intelligence. One of the most compelling features of One AI is the One AI Recipes feature. One AI Recipes is a pre-built predictive modeling tool that allows users to build a model in minutes. With just a few clicks, users can import their data, select the desired outcome, and generate a predictive model. One AI Recipes can be used to predict a wide range of outcomes, including employee turnover, performance, and engagement. One AI Recipes is designed to be simple and intuitive. Users do not need to have any prior experience with predictive modeling to use One AI Recipes. The platform guides users through each step of the process, ensuring that they are making informed decisions based on their data. Predict Anything with the Data You Currently Have Another benefit of One AI Recipes is that it is highly tailored to each specific organisation where it is used. Analytics and data scientists can adjust the model parameters in natural language to fit their specific needs. For example, the no-code interface creates a model that focuses on the specific factors that are important to the scope of their predictions, such as job satisfaction, turnover, retention, development, region, level, and so on. One AI Recipes is also highly accurate. The platform uses advanced machine learning algorithms to analyze the data and generate predictions. This means that the predictions are based on the most up-to-date and relevant data available. Now You Can Defend Your Forecasts Perhaps most importantly, One AI Recipes is transparent and defensible. The platform provides users with a clear explanation of how the model was generated and what factors were considered. This allows users to understand the logic behind the predictions and to make informed decisions based on the data. We're confident that One AI Recipes is the most powerful tool for workforce managers yet. It allows leaders to make data-driven decisions about their talent quickly and easily, while also ensuring that those decisions are ethical and defensible. With One AI Recipes, predictive modeling is no longer the domain of data scientists and analysts. It is now accessible to anyone who wants to make better, faster talent decisions. Request a Personal Demo to See How Easily You Can Predict People Outcomes
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Featured
8 min read
James Morales
People analytics deals with extremely sensitive information. We rely on it as a critical ingredient for the business to gather insights into employee performance, satisfaction, and engagement. However, our desire to solve business problems with people data presents profound security risks. Any approach to securing workforce data that is short of the maximum effort puts your entire organisation at risk. Let’s dive into the risks and explore why One Model is different from others when it comes to an effective HR data security policy in this space. Why Is Data Security Important in HR? Human Resources handles sensitive data. HR departments handle sensitive and confidential data every single day, including employee personal information, salary data, facility tracking, performance reviews, etc. This data is critical to the success of any organisation, and it must be protected from unauthorised access (internal) or breaches (external). HR security breaches can get you in regulatory hot water. Personally identifiable information (PII) is subject to many laws worldwide (e.g., GDPR, CCPA, etc.). As an example, a data breach could result in costly consequences for your businesses under GDPR — 4% of your global revenue or $20 million (whichever is more) — which is an especially dire prospect for small- and mid-size enterprises. Security breaches result in employee distrust and profit loss. One of the primary risks associated with HR's adoption of people analytics technology is the potential for data breaches. Employee data is stored in centralized databases and third-party systems which are both vulnerable to cyberattacks. As the amount of data collected by your organisation grows, so do the risks. Data breaches can result in losing sensitive employee information, including Social Security numbers, dates of birth, addresses, and other sensitive PII. When this information leaves the safety of your proverbial data dam, the affected individuals are put at risk for identity theft and fraud. These affected employees could take legal action which could result in penalties and other unappealing consequences. While it's difficult to put a monetary value on the org’s reputational damage, a breach of employee data might impact your ability to hire and retain top talent. For these reasons, One Model refuses to just "check the box" on security. Instead, we've built one of the most robust HR data security policies in the industry. One Model’s Holistic Approach to HR Security and Privacy Modern technology applications are complex. One Model places privacy and security of HR data at the core of our business model. Our People Data Cloud™️ implements all of the industry's best practices around processes and technology. One Model's holistic security strategy encompasses security around our people, our operations, and our technology. Our HR data security policy focuses on maintaining confidentiality, integrity, availability, privacy, authenticity, and accountability for all One Model assets. One Model's information security strategy is focused on providing measurable capabilities that: Articulates enterprise risk as it relates to information management and privacy controls. Provides senior leadership with the guidance, processes, and tools to manage risk. Provides mechanisms for allowing access to One Model computing assets while minimizing risk to those assets both inside and outside our client organizations. Demonstrates live to leadership and customers that One Model computing assets are secure. Integrates security services that provide value directly to One Model customers and provides process definitions that we can leverage to increase efficiencies and productivity. Provides privacy-focused guidance and design for all architecture (i.e., network, software, etc.) groups, including standards, models, and parameters for security design and acceptable technologies and techniques. Provides professional audit and investigative capabilities that support regulatory requirements and mitigate the risk of potential vulnerabilities. Check Out These Human Resources Security Policy Examples Secure Software Development Lifecycle The principles of security and privacy by design were followed throughout the creation of the One Model application. All One Model developers follow the Secure Software Development Lifecycle which includes, but is not limited to, the involvement of our security team throughout the DevOps process, the use of static and dynamic application security testing tools, manual code review, etc. Elaborate Security in the DevOps Process Security is the first step in our DevOps process and is embedded at every stage. By following the principles of SecDevOps, we build secure and reliable applications that meet the needs of our customers while also protecting their data and sensitive information. Below is an overview of the steps we follow in this process. Amazon Web Services One Model's infrastructure was designed with defense-in-depth principles. One Model currently uses Amazon Web Services (AWS) for our infrastructure and leverages a Security Operations Center (SOC) and a Security Information and Event Management (SIEM) platform, with 24/7 monitoring of the One Model environment. We also have expanded our server regions to keep your data in your preferred country. Security Awareness and Training Security awareness, training, and education ensure that all One Model staff are apprised of the current threat landscape and equipped with the tools required to recognize potential security incidents and respond. This is accomplished via security awareness notifications and regular training and education. (Also, I do have to admit that it is really fun tricking my colleagues with fake phishing emails). Open Web Application Security Project The Open Web Application Security Project (OWASP) is widely considered the gold standard in web app security. OWASP is a non-profit that focuses on improving software app security, providing guidance, tools, and resources to developers and security professionals. At One Model, we are integrating many OWASP tools and resources into our development processes. By leveraging OWASP's guidance and expertise, we can build stronger, more secure applications and provide our customers with the peace of mind their data is safe and secure. Best Practices for Data Security in HR To mitigate the risks associated with people analytics and ensure the security of HR data, organizations must implement best practices for data security. Here are some key steps you can take: Implement strong data security policies: Develop clear policies that outline the proper handling and storage of employee data. These policies should include data access, encryption, and retention guidelines. Conduct regular security audits: Regular security audits can help identify vulnerabilities in the organization's data security practices and ensure that all data is properly secured. Limit data access: Limit access to employee data only to those who require it for their job. This can help reduce the risk of data breaches and ensure that authorized personnel only access employee data. If you’re using a generic BI tool, you definitely can relate to this issue - Read Build vs Buy Whitepaper. Train employees on data security: All employees who have access to employee data should receive regular training on data security best practices. This can help reduce the risk of accidental data breaches and ensure employees know their role in protecting sensitive data. People analytics can provide valuable insights into an organization's workforce but poses significant security risks. By taking these steps, organizations can mitigate the risks associated with people analytics and protect the sensitive data of their employees. Would you like us to speak more to your security concerns? Schedule a conversation with us.
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Featured
5 min read
Lisa Meehan
Org Chart products present visual context to the organisational structure and have been around for decades, yet HR teams and managers have never been satisfied with these products - why? The real challenge is not drawing an org chart; the biggest challenge is in assembling the right data. One Model's people analytics platform already does this by blending and automatically updating data from across multiple systems, handling employees, contractors and vacancies, properly dealing with time and date-effective data, applying detailed role-based permissions, and providing rich analytical insights and employee-level details in the same user experience. So we've included these technologies and launched One Model's Org Chart creator, an innovative new feature to solve Org Charting once and for all. Why are Organisational Charts Important? The basics. Organisational charts visually represent the company's structure providing clear lines of authority and business reporting. Employees can see their direct supervisor, who they report to and who to contact if a work-related issue arises. Managers and business leaders can visualise the workload of their teams and individuals and easily understand the span of control. Org Charts can also help with restructures and promoting company strategy and goals. For HR managers, Org Charts give visibility into which roles need filling in the organisation and areas for new positions. However, the traditional HR Org Chart only gives you a limited set of information. It tends to be highly static and easily outdated, whereas the One Model org chart includes analytical insights and employee-level detail and the data is automatically updated nightly. What You Get When You Combine People Analytics and Org Chart One Model’s Org Chart provides not only a visual representation of your company's structures, for example by Supervisory, Managerial, Organisational Units, Cost Centers, Locations etc. but it blends and automatically updates data from across multiple systems making it really simple to explore and discover your insights using these structural or hierarchical views. Metrics (e.g. Span of Control, Retention Rates, Ready Successors and Engagement Index), as well as dimensions (e.g. Gender, Employment Status) and detailed column data (e.g. Employee ID, Position Number, Date of Birth and Hire Date), can all be included with the Org Chart providing rich analytical insights and employee level detail. The Org Chart can be configured to include a deep linking capability that takes you from a data item in the chart to that record in the source system. This saves tons of time with bookmarks, copying URLs, and otherwise navigating through source systems and redirects. You can pin an Org Chart to your Storyboard for sharing and communicating your insights with the business, and One Model has also ensured that your data access and role-based permissions are automatically applied to control what data elements a user is allowed to view. This ensures sensitive and restricted data remains anonymous. Genius. Key Features of One Model’s new Org Chart Whether you are managing HR resources, onboarding new employees, tracking team KPI’s or planning out hierarchy changes, One Model’s organisational chart software helps you visualise your company structure whilst providing inline insight to identify potential problem areas and make data-driven decisions. Additionally, an org chart can provide detailed level information, including employee photos, contact information, position information etc. which can improve clarity and communication for a business. In the long run, organisational charts can save businesses time and money by helping to avoid problems before they occur. Here are some key features of One Model’s new Org Chart: Show Any Hierarchy (e.g., Supervisor, Managerial, Org Units, Cost Centers, Locations) Drill Down at Any Level Include Metrics (e.g., Span of Control, Retention, Ready Successors, Engagement) and Detailed Column Data (e.g., Employee ID, Position Number, Hire Date) Search the Chart Time Filter Pan and Zoom Expand and Collapse Wrapped in Existing Role-Based Security Embed in Storyboards Export to PowerPoint Want to see One Model's Org chart maker in action?
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7 min read
Dennis Behrman
At One Model, we’re inspired by innovative companies and their thriving people. After years of building analytics tools for other HR software companies, our company’s founders knew that there was a better way to deliver the people metrics, predictive insights, and data analytics that inform brilliant talent decisions at all levels of the organization. Chris, Dave, and Matt set about building People Data Cloud™️ eight years ago. Today, the platform has been adopted by dozens and dozens of the world’s most prominent brands and has truly democratized people analytics and machine learning for business and data professionals across the enterprise. Now any large company can harness the insights that are locked away in legacy platforms, tools, and approaches. What is the People Data Cloud? People Data Cloud is a people analytics platform that orchestrates previously unfathomable levels of data integration across silos of HR analytics data, including human capital management, talent acquisition, learning and development, compensation and benefits, and employee experience domains. By reorganizing and structuring data in the ideal way, People Data Cloud can deliver unparalleled reporting and analysis, including libraries of standard and custom reports, sensible metrics by which any manager can make great people decisions, and a forecasting solution that's powered by the industry’s most transparent, ethical, and accurate machine learning capability. Learn more about People Data Cloud. When I spoke with co-founder and CEO Chris Butler, he attributed much of the company’s success to a focus on product quality and a passion for customer success. “Brilliant talent decisions at large organizations are the result of clarity and fairness,” he said. “Our mission is to deliver the most informative analytical content and ensure that it is 100% trusted by decision-makers.” He went on to tell me that One Model's approach has been to appeal to the largest possible number of decision makers while offering the best possible tools regardless of where the organization is on its people analytics journey. One Model’s people analytics product is offered in three flavors. People Analytics Enterprise is a complete solution that neatly and cleanly integrates all of the organization’s data sources and data destinations, and comes with a level of customer support that is unheard of in the cloud software industry. People Analytics Essentials is a great choice for organizations that wrestle with their one main HCM or core HR system and need to unlock insights from that system quickly and accurately. Finally, People Analytics Data Mesh helps enterprise data teams save time by providing off-the-shelf integrations and pre-fabricated data models that dramatically reduce time-to-value for strategic people data initiatives. Here are some of the great features included in these People Data Cloud offerings: Robust, out-of-the-box library of interactive standard and custom reports, dashboards, and visualizations that apply to any level of the organization, from the top of the org chart down to each individual team and across any business unit; Make it your own by self-customizing your out-of-the-box content, without needing IT or vendor support Ability to deliver destination-specific data for BI tools such as Tableau, Power BI, or exports to spreadsheets; Proprietary, analytics-ready data model that harnesses HR data from Workday, SAP SuccessFactors, ADP, Oracle, Greenhouse, SmartRecruiters, and many more HCM and HRIS systems; Ability to extract the data model to external data warehouses such as Snowflake, GCP, AWS and Azure to preserve existing reporting infrastructure and maintain flexibility; Option to host data storage on Virtual Private Cloud on AWS; A single, truly consolidated enterprise HR data asset (finally) I also caught up with Tony Ashton, One Model’s Chief Product Officer, to understand why our product earns its rave reviews from customers and experts. He told me, “In the early days of One Model, we worked extremely hard to build the best data orchestration technology possible,” said Tony Ashton, Chief Product Officer at One Model. “Even the world’s best visualizations are utterly worthless if the data model cannot support the demands of data science,” he continued. “So our product delivers an enterprise-grade analytics asset whose value extends deep into the organization,” he concluded. The One Model community includes tens of thousands of HR practitioners, IT professionals, and business leaders whose success depends on making better, faster people decisions. What Sets People Data Cloud Apart from Other HR Analytics Data Solutions? One Model’s People Data Cloud is unlike any other HR software solution for three main reasons: 1. Transparency. People Data Cloud exposes every data output, including sources, calculations, and model inputs and transformations, with a single mouse click. 2. Control. You can manipulate any calculations or predictions and put your transformed data anywhere you’d like. 3. Transformation. Our transformation logic replicates and synchronizes your poorly-structured data in Workday, SuccessFactors, Oracle (and dozens more) to deliver a truly analytics-ready, enterprise data asset. 4. Scalability with Security. You can deliver data or visuals anywhere in the organization with built-in role-based security. So if you need an analyst to evaluate and optimize comp at an organization level without disclosing the names and salaries to the analyst, no problem! The ideal structures for your organizational people data are complex, but One Model has made the process of orchestrating all of that data much easier. Software for HR Must Be Transparent One Model had to make a choice that was unique for HR software. The team purposely chose to make People Data Cloud a transparent platform because the data within it, and the decisions made using it, needed to be trusted by the rest of the organization. Part of transforming the industry of people analytics is thinking differently. Are you ready to see People Data Cloud in Action? Schedule a demo
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Featured
11 min read
Chris Butler
Need your Workday data delivered to Snowflake, Redshift, Azure, BigQuery? We can now provide that focused data integration capability for customers who just wish to get their data out of Workday to integrate into their own People Analytics or BI strategy. We have many customers and current prospects that have come to us to solve their challenges in accessing, obtaining, and maintaining a historic data load from Workday. Workday's tools don't allow for scale or up to date synchronization and other data integrators use the simple access points missing out on granularity, and complex transactions. One Model has the only integration that is purpose built to deliver a granular historical history and to overcome Workday's limitations in providing snapshot data and the many complex data transactions that require specialized interrogation of the API. Previously customers needed to buy our Enterprise product offering but we can now offer our Workday value proposition at an affordable entry point. We're data engineers ourselves and know the difference that our data integration can make to Workday customers. See below for detail on the offering and how we solve for Workday. Why is it such a problem to get data out of Workday? Architecture Workday’s much touted architecture of being object oriented actually causes major issues in extracting data from Workday. The need to access many millions of objects means that complexity has increased in order to pull a useful data feed. Workday objects are snapshot in nature such that a time reference must be provided which hampers retrieving a historical view. The architecture is highly efficient for a transactional system but is terrible for data access and reporting at scale. This is a large reason why you see complexity limits in the embedded reporting and analytics. In comparison to the other HRIS vendors Workday is much harder, and much slower to extract data from. Front End RaaS / Custom Reports The front-end reporting is the primary method many organizations use to get data out of Workday. Reports can be created and made accessible via API which makes automation easier. When you hear organizations say they use the API this is generally the API they refer to and it’s what most integration software vendors connect to. The interface is fine for simple reports but it fails for large extracts that need to maintain synchronization with an external data store. Retroactive changes generally cannot be seen in these snapshots so they get out of sync with the data’s true reality pretty quickly. To overcome this most organizations will configure a daily snapshot extract, a weekly extract to replace retro changes for the week, and a monthly or bi-annual extract to replace all data through history. The issue here is obviously that records changing in between these extracts won’t be seen and your data store will be out of sync with Workday resulting in analytics, reporting, and data users losing trust in the data. Large organizations have found running large RaaS reports is unreliable and prone to failure due to their size. It becomes exceedingly difficult to keep an external copy of their workday data maintained with the tools provided by Workday. The only scalable solution is to build against the larger SOAP API that you can see here . Solving for Workday Data Extraction Integration Built for Workday One Model has the only integration built for Workday that uses the larger SOAP API and has been built to overcome the challenges we see with hidden transactions and changes that are not visible/reportable in the API or front end reporting. We have spent 25,000 hours and counting on this integration. The SOAP API is the only way to run a large integration at scale and to build full historical extraction that transitions to accurate daily incremental updates incorporating retroactive changes without having to replace the entire data set. The initial extraction can take some time; a couple days for smaller organizations through to weeks for larger organizations. The data set is significant ranging into the Terabytes, workday is slow, and multiple additional calls are required to get a complete history. Have you seen One Model Data Mesh? Extract any HR data source, transform it, and load your data anywhere. Learn More Complex Transactions There are several types of transactions that are not easily accessible within the API and require specialized additional processing and decision making by our extraction software. Many of these have to do with Organizational and Reporting relationship changes, for example think about a Supervisor transfer which can be seen for the Supervisor themselves as an event but isn’t natively seen as an event for the direct reports below. The result is incorrect data and relationships that typically are not found until individuals question the data (trust us we found all these problems the hard way). We have had to build for dozens of scenario’s like the above where data needs to be understood during the transaction and Workday re-interrogated to extract the complete data set. Your average integration toolset can’t/won’t deal with this or even understand that this is a problem. Handling Workday's Maintenance Periods Every week Workday will shut down access to the API's for Maintenance, the window for this activity can vary and isn't always consistent. Any long running extraction must take into account the maintenance period, be able to pause and restart without losing data or requiring a restart. This is particularly important for large organizations and initial full data extractions that may run over these maintenance windows. How to Understand the Workday Data Model Our complete extraction will pull over a thousand objects and tables from Workday, even our core workforce data pulls several hundred tables. These must be distilled down and connected to be useful for analysis, reporting, and usage downstream. We have extensive experience delivering solutions for Workday customers and have a powerful data model providing an analytics-ready view of Workday data. A set of Fact and Dimension tables are provided that can be used directly in your Tableau, Power BI, or tool of choice. Importantly reporting relationship structures are available for immediate usage. Use these models or customize them for your own needs or simply learn from them as you build out your own approach and capabilities. Workday data delivered to Snowflake, Redshift, Azure, BigQuery With the raw and analytics-ready data created this data can be pushed out to your own data store. We can currently or will shortly support pushing data out on your own configured schedule to Warehouses: Redshift, Snowflake, Azure SQL, BigQuery File Stores: AWS S3, Azure, Google Files: SFTP What you Get under our Workday Data Essentials Service Daily data extraction from Workday. A complete historical view of Worker data incorporating hidden transactions. Analytics-ready data models for viewing or optionally editing and extending via our IDE Optional access to our Integrated Development Environment (IDE) to manage data model’s and use One Model to orchestrate your Workday data ready for usage. Data Quality and Validation Dashboards for Workday Example analytics and reporting content for Workday. Options for which modules and the integration of additional external data are available. What's It Cost and How Do I Get More Information? You've made it this far so we know it's your next question. This capability has been separated from our Enterprise product so it's now positioned as an entry point product. Pricing is based on size of the organization and is comparable to off the shelf integration tools. The One Model advantage gives you purpose built people analytics integrations, data models ready for analytics and content ready to consume. Reach out to us using the form below, we'll give you a tour.
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Featured
8 min read
Tony Ashton
April 2022 Product Update A key part of One Model's product vision is to democratize AI in HR with the use of advanced analytics, so that everyone can make better, more informed decisions. This is made possible by seamlessly embedding machine learning and AI capability within our Storyboards and putting embedded insights in the hands of all users, particularly HR Business Partners and People Leaders.. By giving people analytics teams the most transparent and ethical machine learning tools for HR data analysis, forecasts and projections can better inform people decisions. Building responsible AI dramatically reduces bias and other negative outcomes that can taint decisions supported by legacy HR systems. One Model now has the most trustworthy AI in HR because we have focused on the democratization of machine learning and built in transparency at every point in the process. Along the way, we've made the People Analytics Data Mesh concept a reality with features like deep linking, which responsibly extends people analytics to the rest of the organization while saving considerable time navigating and swapping data between them. Be sure and contact us to learn more about this important release of One AI. Let's dig in and learn more. Delivering Actionable Analytics Through Deep Linking One Model’s People Data Cloud™ platform helps customers pull data together from across all their disparate systems into a unified analytics workspace. We have now delivered a "deep linking" capability, which lets you create a dynamic hyperlink from data within One Model Storyboards back to the customer’s own enterprise applications. These universal links work across the product to take you back to your original source. It's one of those ultra-convenient features that, from a practical perspective, save tons of time that was traditionally spent navigating between systems, copying and pasting links, searching for corresponding records, and so on. For example, in One Model you might be viewing a Storyboard to do with Talent Acquisition. Now you are able to configure specific data within the Storyboard, such as requisitions, or candidates with a deep link, meaning you click through into the source system, e.g. Greenhouse, or Smart Recruiters to open details of the requisition, or candidate. This is the essence of actionable analytics. We developed this in collaboration with a number of customers and this capability works for any systems that support deep linking. There are lots of different scenarios, for example linking to Employee Profiles or Vacant Positions in your HRIS, viewing details of people in a succession pool, and tracking progress on learning goals. Connect with our team to discuss other scenarios for your company. So Storyboards are now, in essence, meshed with source data systems, wherever that data might exist in the enterprise. Would you like to see these features live? Sign up for a Demo: Watch the Video Overview. We're Putting Ethical People Predictions into Even More Hands with One AI version 2 One AI is responsible for artificial intelligence and machine learning capability within People Data Cloud™, and its hallmark is ethical outcomes. This release represents a significant step toward One Model’s mission to democratize AI by making transparent, ethical machine learning in human resources and people analytics. Output from One AI has been overhauled to allow for richer storyboards. Consumers of these storyboards can fully understand the quality, drivers, and methodology used to generate each prediction. A highly-advanced new forecasting capability is available through One AI v2. It's embedded in Storyboards and is an additional option to the current forecaster. Advanced Forecasting brings seasonality and changepoints along with a range of other substantial improvements under the hood. It's a foundational predictive analytics capability for One Model. The HR and data science communities can expect even more exciting features like this moving forward. One AI users are getting more accurate, trustworty forecasts, richer historical analysis, and a range of performance and stability improvements. New outputs and changepoints deliver immediate value to analysts and decision makers. Taylor Clark, Head of Data Science For more information: 1. Related Deep Linking Release Notes April 6, 2022 Release April 22, 2022 Release 2. Request a Demo
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Featured
6 min read
Chris Butler
One Model now has the ability to extract, transform, and load your SucccessFactors data through to the most popular data warehouses in use. What's more we're unbundling this capability from our Enterprise product allowing customers to utilize the inherent value of our purpose built integrations. In addition we'll show you how to use this data delivering a set of analytics-ready data models you can use immediately with your own toolsets. This new capability is perfect for those organizations wanting to get their SF data our and build their own reporting and analytics practices. Data Extraction from SuccessFactors One Model has a purpose built integration to extract data from SuccessFactors across the OData and the SFAPI. Extracting from the OData API allows us to pull all standard tables and objects as well as custom MDF objects regardless of the amount of customization the customer has undertaken. This integration has been run from small to extremely large organizations with the biggest organization delivering over 4,000 tables out of SuccessFactors into our data warehouse. Extraction from the SFAPI may be required for some modules where full integration into the OData API has not been completed by SuccessFactors. Configuration of the feed can be made within the One Model application to select which pieces of data need to be extracted. The integration will interrogate your specific configuration and dynamically show you your available options and configurations. Extractions are typically run with an initial load and then an ongoing incremental daily feed to keep that data synchronized with SuccessFactors. Typically a destructive load is also scheduled on a monthly or bi-annual schedule to replace all SuccessFactors data to ensure accuracy. Integrate SuccessFactors data to an External Data Warehouse With your data out and our analytics-ready models processed (see the next section) customers can define a scheduled push to feed this data to an external data warehouse. The full raw data feed can number many hundreds or thousands of tables so many customers will extract and feed only what they need to their warehouse. Another option many customer choose is to feed just the analytics-ready tables over to the warehouse where the raw schema has been processed to be usable immediately. A Data Destination is configured to move this data to the external destination, our current and future roadmap supports SuccessFactors to AWS Redshift SuccessFactors to Snowflake SuccessFactors to Azure SQL Data Warehouse SuccessFactors to Google Big Query SuccessFactors to File Stores including SFTP, S3, Azure, Google, etc Destination Schedules can be set to any configuration required as shown below. Analytics Ready Data Models for SuccessFactors Customers have access to our Analytics-Ready data model templates built for SuccessFactors that can guide customers as to how to use the raw SuccessFactors data schema and make the joins and connections to generate a schema ready for analytics. Our data processing layer can be viewed in the data processing section of the application with all intermediate and materialized tables viewable and their lineage. Our data models will generate a templated set of fact, dimension, and time tables that can be used in tools like Tableau, Power BI, and MS Analysis Services. These are a great tool to learn from the experts on how this data should be connected and positioned to deliver a people analytics infrastructure. Many customers will feed these Analytics-Ready tables out to their data warehouse for immediate use. If you like our Integrated Development Environment (IDE) this is also an option if you want to use One Model to manage and orchestrate your data. We built this tooling for our Data Engineering needs and we wouldn't go back to managing hundreds of SQL files. What's It Cost and How Do I Get More Information? You've made it this far so we know it's your next question. This capability has been separated from our Enterprise product so it's now positioned as an entry point product. Pricing is based on size of the organization and is comparable to off the shelf integration tools. The One Model advantage gives you purpose built people analytics integrations, data models ready for analytics and content ready to consume. Reach out to us through the below Request a Demo Contact Us Page Or via the chat bubble in the bottom right of this page
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Featured
4 min read
Tony Ashton
As you saw in the last One Model product update we are really focused on delivering a compelling capability for Storytelling with Data. Our storyboarding capability is designed to harness the power of One Model’s amazing Data Orchestration and OneAI platforms to unify your data and provide predictive insights to drive better decisions and business outcomes. Key storyboarding capabilities we covered in the last release included new data visualizations, new data visualization options/control, filter search, geo-mapping and the ability to Export to PowerPoint. In solving people analytics challenges one of the most useful tools at our disposal is correlations. Understanding if two variables are significantly related is critical to drive understanding and well designed interventions. However, something I rarely hear is someone say: "I got into HR because I really love statistics". An important part of our Storyboard vision is to democratize AI and provide statistical decision support across the entire One Model platform. In the last update we shared details of our real-time forecasting within Storyboards and building on this, we have been working on delivering a wide range of statistical services in the hands of all users. With One Model you have long had the ability to create scatterplots to visually understand the relationship between two variables and identify notable clusters or trends. Within a scatterplot you now have the ability to run a Correlation or show a Line of Best Fit to determine the statistical relationship between two metrics to answer questions such as “What is the relationship between employee engagement and retention?” Taking this to the next level, we have created an explanatory layer that interprets the statistics of the correlation and provides a simple explanation for anyone to understand the results. The explanation appears as text sitting above the chart and describes whether or not there is a correlation, to what degree, as well as the likely significance. Additionally, if you click the info icon you will be able to get more details about the actual correlation and significance values, the formula and definition of the metrics in play and details of how to understand correlations and significance. There is also a link to an even more comprehensive guide in our help portal. This is a game changer for HR, managers, or anyone using data to make decisions. For the Data Scientists and Statisticians out there, OneAI uses an automatic heuristic to determine which correlation metric to display to the user. This heuristic chooses between the Pearson Correlation Coefficient, the Spearman Ranked Coefficient, and the Cramer’s V Statistic. If both incoming datasets are numeric, and the relationship between those datasets is linear, then the Pearson Correlation Coefficient will be displayed to the user. If the two incoming datasets are numeric but not linearly related, then the Spearman Ranked Coefficient is used. If the two datasets are categorical, a Cramer’s V Statistic is displayed. We have also added an option to specifically pick what correlation will be used for a given visualization if you want to override the automatic heuristics from One Model. These are just a couple of examples of how One Model is taking Storytelling with Data to the next level with embedding insights. We have a lot more capability like this coming in our product roadmap and we can’t wait to get it into your hands. Here’s a quick video showcasing the latest Embedded Insights within One Model. One Model provides a people analytics platform that pulls together all your workforce data into one place for faster, better, evidence-based workforce decisions through flexible storyboards and advanced machine learning.
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Featured
5 min read
Tony Ashton
One Model customers receive regular product release updates, but it’s been a little while since the last broader blog post, so let’s chat about what’s been happening with the One Model product recently. One maxim I feel holds true for all business, but particularly product management is that a proven track record matters more than promises. One Model’s product development velocity is formidable and I’m super proud of the One Model team and thankful to our great customers for their ideas, active collaboration and partnership. Geo-mapping The big news early in 2020 was our new User Experience (UX) and Storyboards framework. This has been warmly embraced by customers and really made a difference to how people analytics are deployed to decision makers. Leaning into the new UX we delivered a new geo-mapping capability that became particularly important through 2020 given the massive shifts in how work gets done and understanding where everyone lives and works. The One Model data platform really came into its own as customers were loading unique data to help deal with the massive changes underway (e.g. data such as targeted employee surveys, office occupancy, collaboration etc.) Forecasting OneAI (One Model’s Machine Learning, Artificial Intelligence and Predictive capability) is best in class and unique in the People Analytics space. Joe Grohovsky wrote a really nice overview of OneAI recently so check it out if you want to learn more. A big part of our product vision is to also democratize AI and provide tactical decision support across the entire One Model platform. Leveraging OneAI’s powerful forecasting engine we added a fast real-time forecaster within Storyboards for all users. One Model’s forecasting runs in real-time and has interactive support for interpreting the data providing confidence intervals and details of the underlying forecast algorithm. Filter Search We kicked off 2021 with a major enhancement to how users can navigate analytical dimensions with a powerful filter search capability. This is a really fast way to find items within large multi-level dimensions and works for any dimension you add to the Storyboard filter bar. Export Storyboard to PowerPoint While most of the business world works online, in most business meetings everything still gets distilled into a slide-based presentation of some sort. To help customers more easily leverage content from One Model for these presentations we have developed an ability to export a Storyboard to PowerPoint slides. We chose this format because it is compatible by most common presentation platforms such as Google Slides. Data Visualization We have also been working hard on our underlying data visualization capability and completely replaced our framework for charting. The new charting framework provides a powerful new platform to extend One Model’s visualization library for customers to deliver tailored insights. In the first instance we are delivering all the capability available in Storyboards today, but we have also taken the opportunity to add some finesse to the visualizations and a range of new features, such as: a significant increase in the range of configurability options for charts that can all be applied directly from within the Storyboard edit page changes made in the design panel happen instantly making it a much faster, more intuitive experience. As well as all current settings we have included some new options and will be adding more based on customer input. Notable new features include the ability to control chart axis scaling, axis min/max, data label formatting & positioning, legend positioning, metric styling (lines, columns, bars, area etc.) bar width & padding. We have also improved the interactivity and hover/highlighting experience. once you have set everything just how you like it, you can also duplicate your tiles to speed up content creation and retain all of your formatting settings as you go. These are just a few of the major highlights of One Model’s recent innovations. Things move fast, so watch this space for more exciting product updates soon. Thanks again to our amazing team and customers for the close collaboration to achieve our shared vision. One Model provides a people analytics platform that pulls together all your workforce data into one place for faster, better, evidence-based workforce decisions through flexible storyboards and advanced machine learning.
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Featured
4 min read
Tony Ashton
Every two weeks or so One Model customers receive our product release notes and learn about all of the innovations flowing from One Model’s R&D teams. This blog series is aimed at broadening the audience to share the thinking behind our product vision and signal what’s on the horizon. The biggest product development effort we have been working on recently relates to our updated user experience (UX). Key to this design is a deep understanding of who our users are and in a future post I’ll write some more about the different personas we consider when designing our product. New Navigation Bar You’ll immediately notice the main application control center is now found at the top of the screen instead of on the left. More than just an aesthetic change, this is part of a new way of working that will deliver many more new features in the future. In this first release it anchors all existing a new capability seamlessly together. Storyboards Storyboards replace Dashboards, but a Storyboard is more than just a Dashboard with a fancy new name. This is the start of a whole new way of sharing and communicating analytical insights. From day one Storyboards will provide full backward compatibility with all of our customers’ existing Dashboards, but with that as a baseline we are moving to a whole new world of capability that is focused on surfacing insights engaging stakeholders and driving action. Simplicity remains the overriding design principle for Storyboards. While the One Model platform is dealing with massive complexity; bringing together data from a vast array of different systems and generating a unified view of all that information, a core tenant of our product vision is to deliver an elegant user experience focused on the needs of our different users. Storyboard Filter Bar Filtering is a fairly straight-forward analytical concept, but it can be an overwhelming experience for the casual user, so we have created a whole new filtering experience that aims to provide a lot more control for the power user and greater focus and simplicity for the casual user. For the Storyboard designer we have created an ability to control the filtering experience for end-users. A Storyboard can have the most common / relevant filters positioned at the top of the Storyboard for easy use by end-users. End-users of the Storyboard can use the filtering controls provided for them and save their favorite sets of filters. Say you are a HR Business Partner and you are supporting two or more different business units and each of these have a different workforce makeup. You can have a filter set saved for each business unit allowing you to quickly jump between them in the context of one Storyboard and get a tailored experience with exactly the right business focus. If you are a power user you have the ability to add more filtering controls to the Storyboard. For all users the actual controls for selecting filters is super clean with new controls we spent a lot of time developing. Storyboards Library What we now refer to as the ‘classic’ Dashboard menu was a simple hover menu with a long scrolling list of Dashboards grouped into categories. The new Storyboards Library is a dedicated page that lists all of your Storyboards (including anything originally created as a classic Dashboard). You can manage and modify all Storyboard settings from this one page, e.g. sort, search, share, launch, copy, embed. The new UX is available for customers to beta test today. I want to send a massive thank you to all of our customers who have generously shared their time and provided us with incredibly important real-world input into the designs and refinement through the beta test phase - your partnership is invaluable. Huge thanks also to everyone in One Model as this is a collaborative project across all areas of the business. This first major release includes a lot of subtle changes to improve the intuitiveness of the application, so I’m only calling out the biggest changes in this article. The updated One Model user experience is the start of a series of innovations designed to improve the overall usability of the application based on the most requested feature requests from customers with a focus on driving end-user adoption and insight to action. We’ve only scratched the surface in this article and will share more soon. Fancy taking a look at the new release?
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Ready to Get the Most Out of Your HR Data?
