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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
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
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
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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