QUICK FILTERS
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!
Read Article
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.
Read Article
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?
Read Article
Featured
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
Read Article
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.
Read Article
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
Read Article
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.
Read Article
Ready to Get the Most Out of Your HR Data?
