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48 min read
Richard Rosenow
Insights from Practitioners: Where Are We Heading This Year? The field of People Analytics continues to grow and so does the conference circuit! To help practitioners and HR leaders navigate the crowded landscape, we put together our second annual People Analytics Conference survey for professionals to find out which events they plan to attend in 2025 and which ones they would attend and prioritize if budgets were limitless (one can dream!). Responses from ~120 professionals reaffirm the importance of conferences for advancing knowledge, networking, and shaping the future of People Analytics. Alert! Live Webinar February 18th Join Richard Rosenow from One Model and Cole Napper from Lightcast as they discuss the most popular People Analytics events this year. Register for Live Webinar Quicklinks: 2025 Events PA Meetup Groups Find One Model in Person Top Conferences Practitioners Are Attending in 2025 The first question we asked respondents was "Which conferences are you planning to attend in 2025". The responses were varied as the conference circuit is diverse, but there were a few standouts! We've rank ordered the top five responses below: 1. Local People Analytics Meetups Attending: 42% of respondents (up from ~33% in 2024) Why It’s Popular: You can’t beat a meetup. This year’s survey proved that meetups have taken hold in the People Analytics space, springing up across the US from their start in NYC to the Bay Area to many other cities like Columbus and Salt Lake City. Globally there’s also been an explosion of new events from Sweden to Brisbane and Nigeria to Latin America. These grassroots gatherings are the heart of community-driven professional development. With minimal costs and maximum networking opportunities, meetups are perfect for both early career professionals looking to enter the field and seasoned practitioners looking to share experiences and ideas. About This Conference: While each meetup is run locally by a different volunteer team, People Analytics meetups generally offer a community feel and collaborative space for People Analytics professionals to exchange practical insights. They’re especially beneficial for those who may not have the budget or time to attend larger, national conferences. Communities in NYC and the Bay Area lead the pack in maturity and tenure (10+ years running for some!), but many other cities have run with the format and meetups are spreading rapidly to other cities worldwide. Repeat or New: Local meetups saw a surge in attendance on our 2024 survey and continued that growth in 2025. More info: Make sure to visit SPA’s meetup list to see if there’s a meetup in a city near you. And if you can’t find one, reach out to me (Richard) and I’d be happy to connect you with some friends in the area. People Analytics people are everywhere now. 2. SIOP 2025 - Denver Attending: ~30% of respondents Why It’s Popular: In terms of “official” conferences, the Society for Industrial and Organizational Psychology (SIOP) annual conference continues to draw the attention of respondents to this survey from People Analytics professionals with its robust mix of academic research and practical insights. Known for fostering connections between IO Psychology and People Analytics, this conference is a must-attend for leaders seeking evidence-based approaches to workforce challenges. About This Conference: Scheduled this year from 4/2 to 4/5 in Denver, Colorado, SIOP is a massive gathering of over 5,000 attendees. Sessions span diverse topics, from AI ethics to leadership assessments. The format includes as many as 10 concurrent sessions per hour, along with posters to see, masterclasses to attend, and people to meet – all of which creates an atmosphere of exciting FOMO. For People Analytics professionals, SIOP bridges academic rigor and workplace application, making it an unparalleled learning experience. Important note:Everyone can attend SIOP! There’s a rumor that it is only for IO Psychology PhDs and that’s just not the case. I’ve got an MBA background and have attended for two years running now (and they haven’t thrown me out yet). I can’t recommend this conference enough to anyone interested in deep conversations about applications of analytics to the workplace. Repeat or New: SIOP was the most attended conference in 2024, and its popularity shows no signs of waning. More info: SIOP Annual Conference Bonus info: My 2023 SIOP travelogue 3. People Analytics World NYC & People Analytics World London Attending: ~26% of respondents Why It’s Popular: People Analytics World (PAW) has been the premier stage in Europe for People Analytics for ten years running and, with groundfall in NYC in 2024, the event has officially gone global. This event is the true home for practitioners in People Analytics and has the feel of a family reunion and a team brainstorm all mixed together. It’s the perfect blend of networking, learning, and practical applications for People Analytics. About This Conference: The events are scheduled for London (4/29 to 4/30) and New York City (10/15 to 10/16). The PAW conference is run by the Tucana team (who additionally run some fantastic SWP events globally). People Analytics World NYC and London both combine global thought leadership with practitioner-led insights. Known for their deep dives into storytelling with data, scaling analytics, and cross-functional collaboration, this event caters to mature analytics teams who want to stay in touch with what’s going on across the industry. Repeat or New: PAW London had a great showing in last year’s event survey and the NYC conference debuted in late 2024, building on Tucana’s strong legacy with its London event. More info: People Analytics World 4. TALREOS Chicago Attending: 21% of respondents Why It’s Popular: Cited as a “hidden gem” in 2024, TALREOS Chicago (Talent Analytics Leadership Roundtable & Economic Opportunity Summit) had a breakout year with People Analytics professionals. Praised for its round-table “Chatham House Rule” approach to dialogue and strong controls over vendor involvement, this conference has quietly become a must-attend destination for People Analytics leaders of advanced teams who want to meet peers and dive deep into analytics and the future of work. About This Conference: Scheduled for June 4-6 in Chicago, TALREOS has been running for over 10 years out of Northwestern as part of the Workforce Science Project. It offers a balance of practical workshops and thought-provoking keynotes. The smaller size and invite-only nature of the event fosters meaningful networking and provides attendees with actionable frameworks they can implement immediately. Repeat or New: TALREOS appeared on the radar in last year's survey and has quickly gained momentum. With more practitioners prioritizing it in 2025, it’s transitioning from a “hidden gem” to a recognized pillar of the People Analytics community. More info: TALREOS 5. Wharton People Analytics Conference Attending: 17% of respondents Why It’s Popular: Led by Matthew Bidwell and a team of renowned academics, the Wharton People Analytics Conference offers a unique blend of strategic insights for HR leaders and groundbreaking academic contributions. Consistently ranked as a favorite among People Analytics professionals, the conference is known for its rigorous content and engaging sessions. A standout feature is the annual People Analytics Case Competition, which continues to be a highlight for participants and attendees alike. About This Conference: Scheduled for April 10-11, 2025 at the University of Pennsylvania, this two-day event features a diverse lineup of speakers, including experts from academia and industry. The conference offers sessions on the latest advances in People Analytics, complemented by networking opportunities with students, academics, and industry professionals. Highlights include keynote addresses, panel discussions, and competitions that showcase innovative research and applications in the field. Repeat or New: Wharton was a top wish-list event in 2024, and this year’s data shows its appeal has only grown. I hope to see you there this year! More info: Wharton People Analytics What’s on the Wish List? Even when budgets are tight, practitioners still dream big. Here are the events topping their aspirational lists (where they wish they could attend if budget wasn’t an issue): 1. People Analytics World NYC & People Analytics World London Wish List Interest: 31% of respondents Why It’s Desired: As covered above, People Analytics World (PAW) is a tremendous event series. After a sold-out and breakout year in New York City, PAW has swept up the People Analytics space with excitement. I was delighted to see this one top the charts this year and I hope all of you who wanted to attend are able to get your budget approved! About This Conference: The London event is scheduled for 4/29 to 4/30 and New York City from 10/15 to 10/16. The PAW conference is run by the Tucana team (who additionally run some fantastic SWP events globally). People Analytics World NYC and London both combine global thought leadership with practitioner-led insights. Known for their deep dives into storytelling with data, scaling analytics, and cross-functional collaboration, this event caters to mature analytics teams who want to stay in touch with what’s going on across the industry. Repeat or New?: This conference was a top wish-list item in 2024 and has proven to be highly sought-after in 2025. More info: People Analytics World 2. Wharton People Analytics Conference Wish List Interest: 27% of respondents Why It’s Desired: Covered above as well! For the second year running, Wharton appears prominently on the wish list for People Analytics leaders. The history and long-running presence of this conference has firmly established it in the People Analytics world as a pillar of the conference circuit. About This Conference: Scheduled for April 10-11, 2025 at the University of Pennsylvania, this two-day event features a diverse lineup of speakers, including experts from academia and industry. The conference offers sessions on the latest advances in people analytics, complemented by networking opportunities with students, academics, and industry professionals. Highlights include keynote addresses, panel discussions, and competitions that showcase innovative research and applications in the field. Repeat or New?: A repeat favorite from 2024, Wharton remains one of the most highly sought after conferences in the field. More info: Wharton People Analytics 3. HR Technology Conference Wish List Interest: 19% of respondents Why It’s Desired: The HR Technology Conference (HR Tech) stands out as a pinnacle event for those looking to stay ahead in the rapidly evolving realm of HR tech. From AI-driven talent management solutions to cutting-edge analytics platforms, the showcase of emerging trends draws both tech-savvy HR leaders and People Analytics professionals alike. It’s a one-stop-shop for learning everything you need to know to stay on top of HR technology advances or, if you’re feeling bold, to purchase your entire HR Tech stack. About This Conference: Scheduled for September 16-18, 2025 at Mandalay Bay in Las Vegas, the HR Technology Conference offers hands-on access to the latest technologies from over 500 leading and emerging providers. With over 200 sessions, attendees can discover industry trends and gain actionable strategies to leverage technology for success in various HR functions. The conference also provides numerous networking opportunities with peers and industry experts. Repeat or New?: HR Tech featured as a must-attend conference in the 2024 survey and repeats here in 2025 More info: HR Technology Conference 4. HR Analytics Summit London Wish List Interest: 17% of respondents. Why It’s Desired: The HR Analytics Summit London has become a pivotal event for professionals eager to harness the power of data in HR. With a focus on practical applications of People Analytics, the summit addresses critical areas such as employee engagement, HR operations, and the future of work. Attendees are drawn to its comprehensive agenda, featuring inspiring keynotes, interactive panels, and deep-dive workshops led by industry thought leaders. About This Conference: Scheduled for September 4, 2025 in London, the HR Analytics Summit offers a turbo-charged day of learning and networking. The conference brings together over 300 HR and workforce leaders from a variety of industries with 20+ expert speakers. Sessions delve into innovative approaches to workforce analytics, empowering strategic decision-making processes to tackle pressing issues in human capital management. The event also emphasizes the ethical use of AI in HR, balancing data-driven insights with human empathy. Notably, 5% of all ticket sales are donated to the charity Mind, reflecting the summit's commitment to mental well-being. Repeat or New?: A newcomer to the list for 2025 and an exciting one to watch going forward! Website: HR Analytics Summit London 5. Insight222 Global Executive Retreat Wish List Interest: 15% of respondents Why It’s Desired: The Insight222 Global Executive Retreat is highly coveted among HR executives and People Analytics leaders for its exclusive, invite-only format. Offering meticulously curated sessions, the retreat offers deep dives into strategic topics, fostering an environment where executives can "Think, Reflect, and Plan" their future initiatives. Participants value the opportunity to engage with top-tier business speakers and peers in a distraction-free setting, enhancing their leadership journey. About This Conference: The retreat is held annually at spectacular venues, such as the historic Duin & Kruidberg estate near Amsterdam. It features a select number of in-depth discussions and workshop-style activities led by world-class speakers. The 2024 theme, "The Changing Role of the People Analytics Executive," focused on the evolving influence of People Analytics leaders within organizations (2025 theme TBD). Attendees gain strategic insights, engage in peer learning, and develop actionable plans to drive value in their roles. Repeat or New: A consistent favorite on the wish list for many People Analytics leaders, the Insight222 Global Executive Retreat continues to attract senior leaders seeking a premier, immersive experience in the People Analytics domain. More info: Insight222 Global Executive Retreat And these are just the top 5 from each category! The survey was close and there are MANY more incredible events in our space. Please jump to the end of the blog to see the full list of conferences included in the study. Each one represents incredible community, sessions, and exciting ideas and experiences. New (and Noteworthy) Conferences for 2025 As the People Analytics conference landscape continues to expand, 2025 introduces some exciting developments, from fresh additions to reimagined formats. These events stand out as either brand-new opportunities or evolving platforms that are reshaping the way HR and People Analytics professionals engage with the community. RedThread Research's ELEVATE Conference New for 2025: This year marks the debut of ELEVATE, a highly anticipated conference led by industry thought leaders Stacia Garr, Dani Johnson, and the team at RedThread Research. Known for their influential insights and industry research on talent, learning, and People Analytics, this event is going to be incredible. Why Attend: ELEVATE aims to deliver an intimate, invite-only, high-value experience by bringing together industry thought leaders, actionable insights, and forward-thinking strategies with an emphasis on a Director+ audience. About the Conference: Scheduled for June 17–19, 2025 at Snowbird, Utah, Elevate promises a mix of interactive sessions, collaborative problem-solving, and exclusive research findings. The conference is deliberately designed to spark innovation and build stronger bridges between data, decision-making, and people. Learn More: Find details and join the waitlist HERE! SIOP Leading Edge Consortium (LEC): People Analytics New for 2025: Chaired by Cole Napper and Stephanie Murphy, this year’s SIOP LEC focuses on People Analytics, providing a deep dive into the strategic and operational challenges facing today’s analytics teams. Why Attend: The LEC’s smaller, specialized format encourages targeted conversations and emphasizes practical applications. Attendees can expect to engage directly with experts, participate in robust discussions, and leave with actionable strategies tailored to their unique challenges. About the Conference: Scheduled for Oct 23-24th in Atlanta, Georgia the LEC combines SIOP’s academic rigor with emerging trends in People Analytics. The event brings together researchers and practitioners for a collaborative exchange of ideas, making it an essential gathering for teams looking to refine their approaches and elevate their impact. Learn More: Keep an eye on SIOP LEC Cole Napper shares, "The SIOP Leading Edge Consortium is focused on People Analytics this year. It has a stellar lineup of speakers (soon to be revealed), and is welcome to I/O psychologists and non-I/O psychologists alike. It should be one of the most practical, scientific yet fun conferences to date - chaired by myself and Stephanie Murphy." UT Austin Voice Conference 2025 New for 2025: Making its debut this year, the Employee Voice Conference at UT Austin is an exclusive, invite-only gathering led by Ethan Burris. Hosted at the McCombs School of Business, this inaugural event brings together leading academics, VP Talent/CHROs, and People Analytics leaders to explore cutting-edge employee voice research and practice. Why Attend: Compared to other conferences, there is significant focus on building bridges across boundaries. Attendees will participate in intimate roundtables, thought-provoking discussions, and carefully curated sessions designed to foster cross-disciplinary collaboration. With a highly targeted attendee list, participants gain unparalleled access to peers and thought leaders who are driving innovation in employee voice strategies. About the Conference: Scheduled for April 17–18, 2025 in Austin, Texas, the event focuses on understanding methods and advances in employee feedback and innovations around employee listening. A joint-effort founding team of academics and leaders from across the space have come together to innovate within this conference ensuring actionable insights and meaningful relationship-building opportunities. Learn More: Follow announcements from UT Austin’s McCombs School of Business or reach out to Ethan Burris for updates. A few seats are remaining, so if you have a passion for employee listening, be sure to reach out! These events offer unique opportunities to gain fresh insights, connect with leading thinkers, and stay ahead in the ever-evolving world of People Analytics. Whether you’re attending for the second iteration of a rising star or diving into a brand-new experience, these conferences are set to make a lasting impression in 2025. Insights from Practitioners: Enhancing the Conference Experience This year, we also included two new questions in our survey to uncover deeper insights into why professionals attend conferences and how organizers can improve the overall experience. 1. Why do professionals attend conferences? 2. What do you wish conference organizers knew (from practitioners) Here’s what we learned from the responses: Why Do Professionals Attend Conferences? Networking emerged as the dominant reason for attending conferences, with respondents emphasizing the value of connecting with peers, exchanging ideas, and learning from others in the People Analytics community. Beyond that, learning and staying on top of industry trends were also top priorities. Here’s a breakdown of the common themes: Networking and Collaboration: Many professionals highlighted the importance of meeting others in the field to exchange ideas, build relationships, and discover potential collaborators. Conferences provide unique opportunities to engage with peers facing similar challenges and working on similar initiatives. Learning and Staying Current: Respondents consistently mentioned the need to stay informed about the latest trends, research, and technologies in People Analytics. Many seek practical solutions, detailed use cases, and innovative ideas to bring back to their organizations. Sharing Knowledge and Giving Back: Several practitioners also view conferences as a platform to share their expertise, present their work, and contribute to the growth of the field. Professional Growth and Inspiration: The excitement of gaining new perspectives and sparking fresh ideas was another frequently cited reason. Attendees look for moments of inspiration that push their thinking and help them grow professionally. Discovering Emerging Tech and Best Practices: Keeping an eye on emerging technologies, methodologies, and strategies remains a key goal for many attendees. Key Takeaway: Conferences are not just about presentations—they are critical hubs for community building, knowledge sharing, and inspiration. Make sure to build in time for networking sessions or conference organized networking events. What Practitioners Wish Conference Organizers Knew When asked how conferences could improve, attendees provided thoughtful and candid feedback. These insights highlight areas where organizers can refine the experience to better serve the needs of the People Analytics Community Here’s a breakdown of the common themes: Networking is Key Similar to above, respondents want more intentional, well-designed networking opportunities. Suggestions included planned 1:1 matchups, structured group discussions, and color-coded badges to help identify peers with similar roles or goals. Longer lunch breaks, dedicated networking periods, and informal social activities were also suggested to facilitate meaningful connections. Balance Content with Connection Many participants expressed a desire for fewer sessions and more opportunities to connect with others. "Less content and more connection" was a recurring theme. Hands-on interactive sessions and workshops were highly valued over traditional panels or theory-heavy presentations. Accessibility and Inclusivity Virtual attendance options were a popular request, with many noting the value of hybrid formats for professionals with limited budgets or travel constraints. Suggestions included offering livestreams, post-conference breakout access, or on-demand recordings at a reduced cost. Respondents also emphasized the need for conferences to cater to neurodivergent attendees, introverts, and individuals from underrepresented groups through thoughtful design, diverse speakers, and accessible content. Thoughtful Vendor Participation A common frustration was the prevalence of vendor-led presentations that felt like sales pitches. Attendees vastly prefer sessions, even from vendors, that focus on sharing insights, research findings, and practical applications rather than direct product promotion. Demonstrations that show rather than tell, along with panels featuring practitioner voices, were seen as more effective. Content Design and Variety Respondents want more practical case studies, detailed use cases, and real-world examples, especially from industries like manufacturing and low-margin businesses. There was also a desire for broader representation in speakers, both in terms of backgrounds and company sizes, to better reflect the diversity of the field. Pre-Conference Resources Pre-shared attendee lists, session itineraries, and other preparatory materials were highlighted as valuable tools for more intentional networking and better conference planning. Acknowledge Real-World Constraints Budgeting challenges were frequently mentioned, with many participants noting that their organizations approve conference budgets the year prior. Providing earlier information on dates, costs, and speakers would help attendees secure funding. Some respondents also mentioned a sense of "conference fatigue," suggesting that organizers consider consolidating events or ensuring differentiation in their offerings. Key Takeaway: Conference organizers have an opportunity to create more inclusive, impactful, and engaging experiences by prioritizing networking, balancing content, and addressing accessibility and budget challenges. Conclusion: Building a Better Conference Experience The feedback from this year’s survey offers a roadmap for conference organizers looking to elevate their events. By focusing on community building, providing diverse and practical content, and addressing accessibility concerns, conferences can better serve the evolving needs of People Analytics professionals. For practitioners, these insights reinforce the importance of carefully selecting events that align with their goals—whether it’s connecting with peers, learning about the latest innovations, or gaining inspiration for new challenges. Takeaways for 2025 The People Analytics conference circuit is more dynamic than ever. Whether you’re a seasoned leader or a practitioner just starting your analytics journey, there’s a conference tailored to your needs. From the academic rigor of Wharton to the accessibility of local meetups, these events offer a mix of inspiration, networking, and actionable insights. If your budget is tight, prioritize meetups and virtual sessions; if you’re looking for deeper insights, conferences like SIOP and People Analytics World are worth the investment. What’s Next? If you’re attending any of these conferences, we’d love to connect and hear about your experiences. And if you’re still deciding which events to prioritize, I hope this guide can be your roadmap for 2025. And if you’re on the fence, reach out to me (Richard) and let me know what you’re thinking and hoping to achieve! I’d be happy to weigh in with experiences from the field. See you out there! Connect with us in person in 2025? Tell us which events you plan to attend and let's meet up! What to stay in the loop? Follow One Model on LinkedIn Follow Richard on LinkedIn Events list from Survey (non-vendor specific events that were included in the survey or mentioned in survey results) People Analytics Summit Toronto - February 26-27, 2025 - Toronto, Canada - Link HR Data Analytics and AI Summit - March 4, 2025 - Atlanta - Link HR West 2025 - March 11-12, 2025 - Oakland Marriott City Center, Oakland, CA, USA - Link Transform US - Las Vegas - March 17-19 - Link SHRM Talent Conference & Expo 2025 - March 24-26, 2025 - Music City Center, Nashville, TN, USA - Link SIOP 2025 Annual Conference - April 2-5, 2025 - Denver, CO, USA - Link Wharton People Analytics Conference - April 10-11, 2025 - Philadelphia, PA, USA - Link UT Austin Voice Conference - April 17–18 - Austin, TX, USA - Link TBD People Analytics World - London (Tucana) - April 29-30, 2025 - London, UK - Link Unleash America - May 6-8, 2025 - Las Vegas, NV, USA - Link TALREOS Chicago - June 4-6 - Chicago, IL, USA - Link RedThread Research: ELEVATE - June 17-19 - Snowbird, Utah, USA - Link People Analytics Exchange (Minneapolis) - June 24-25, 2025 - Minneapolis, MN, USA - Link SHRM Annual Conference & Expo 2025 - June 22-25, 2025 - San Diego - Link AHRI National Conference - August 19-21, 2025 - Sydney, Australia - Link HR Analytics Summit London - September 4, 2025 - London, UK - Link HR Technology Conference (Las Vegas) - September 16-18, 2025 - Mandalay Bay, Las Vegas, NV, USA - Link HR L&D Tech Fest - September 22-23, 2025 - Sydney, Australia - Link Gartner ReimagineHR Conference (London) - October 7-9, 2025 - London, UK - Link People Analytics World - NYC (Tucana) - October 15-16, 2025 - New York City, NY, USA - Link Unleash World (Paris) - October 21-22, 2025 - Paris, France - Link SIOP Leading Edge Consortium: People Analytics - October 23-24, 2025 - Atlanta, GA - Link Gartner ReimagineHR Conference (Orlando) - October 27-29, 2025 - Orlando, FL, USA - Link Nordic People Analytics Summit - November 2025 (Exact dates TBA) - Stockholm, Sweden - Link Gartner ReimagineHR Conference (Sydney) - November 17-18, 2025 - Sydney, Australia - Link Dates TBD: CIPD People Analytics - UK - TBD - London, UK - Link Insight222 Global Executive Retreat - TBD - TBD - Link Learning Forum People Analytics Council - TBD - TBD - Link Which events did we miss? Send Richard an email at Richard.Rosenow@onemodel.co (Note: we do not include single vendor (hosted by one vendor) or tech sales events in this review of conferences) 2025 People Analytics Meetup Groups And now time for the meetups! These meetups happen frequently throughout the year, so the best way to be involved and stay involved is to connect with their local site / meetup / LinkedIn group. Where we can, we’ve included some details about how to connect and when there was not a site yet available, we’ve added in local organizers. Definitive list from the Society for People Analytics: https://societyforpeopleanalytics.org/meet-ups Brisbane (AU): (Link to event) New York: https://lnkd.in/gbfu_Mjc (Jeremy Shapiro / Stela Lupushor) Bay Area: https://lnkd.in/gnrgRBnH (Annika Schultz / Mariah Norell) Chicago: https://lnkd.in/ghgc3EDb - (Chris Broderick) Philadelphia: https://lnkd.in/g-bWmX5y - (Fiona Jamison, Ph.D.) Pittsburgh: https://lnkd.in/eCdP7KFC (Ken Clar / Richard Rosenow) Minneapolis: https://lnkd.in/eS2aUH3W (Stephanie Murphy, Ph.D. / Mark H. Hanson) Seattle: Bennet Voorhees / Marcus Baker / Philip Arkcoll Denver: Kelsie L. Colley, M.S. ABD / Zach Williams / Gabriela Mauch Boston: Hallie Bregman, PhD / Noel Perez, PMP Dallas: Jordan Hartley, MS-HRM / Cole Napper Austin: Ethan Burris / Roxanne Laczo, PhD Houston: Amy Frost Stevenson, PhD / Jugnu Sharma, SHRM-CP Atlanta: Sue Lam Nashville: Dan George Orlando: James Gallman / Danielle Rumble, MBA Omaha: Justin Arends Salt Lake City: Willis Jensen Toronto: Danielle Bushen / Konstantin Tskhay, PhD Washington DC: Rewina Bedemariam Portland: Rosanna Van Horn
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Featured
3 min read
Chelsea Schott
The holiday season is here! And with it comes family, food, and perhaps a little friendly debate. This year, let's set aside the usual topics that lead to eye rolls and heated discussions with Uncle Bob. Here are 3 people analytics topics to elevate the dinner table banter and avoid an argument over the turkey. 1. Overworking in a post-pandemic world Did you know that employees are clocking in three extra hours each day compared to pre-pandemic times? It's a surprising revelation that demands our attention, especially when coupled with the fact that workplace burnout is affecting a significant 41% of workers. The extended work hours may be a consequence of the blurred lines between professional and personal life in the remote work era. As you gather around the holiday table, consider discussing how businesses can strike a balance between productivity and well-being, fostering a work environment that prioritizes both. 2. Lacking engagement leads to less profits Here's a captivating statistic: highly engaged teams exhibit a remarkable 21% greater profitability. Yet, only 20% of employees report being engaged at work. So how can organizations cultivate a culture that not only satisfies employees but truly engages them? Discussing the impact of workplace culture on employee engagement can open up avenues for exploring innovative approaches to create environments where employees feel valued and motivated. 3. Staying remote has increased productivity With over 50% of employers citing increased productivity as the primary benefit of remote work, the landscape of work is undergoing a significant transformation. As you dive into that pumpkin pie, consider exploring the potential of remote work in the long run. How can organizations harness this newfound productivity without compromising collaboration and team dynamics? Delve into the dynamics of remote work and share insights on striking the right balance for sustained success. Incorporating these people analytics topics into your holiday conversations can provide a fresh perspective on the evolving nature of work. As we reflect on the challenges and opportunities of the past year, let's toast to a future where work not only sustains our livelihoods but also enriches our lives. Cheers to a Thanksgiving feast filled with engaging conversations, and happy Thanksgiving from One Model! Did Uncle Bob ask, "What in the world is people analytics"? Download this eBook for an enjoyable read that covers everything from understanding the basic foundation of people analytics to advanced HR strategy. Guaranteed to start a productive family conversation on how data can drive meaningful change across any organization.
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Featured
6 min read
Richard Rosenow
David Green, a powerhouse in the people analytics world and a wonderful friend, is celebrating a major milestone, and the whole people analytics community is here for it. Congratulations, David Green, for 10 years of inspiring people analytics professionals with your Data Driven HR Monthly Newsletter Why Not Listening to David Green Should Carry a Health Warning Richard Stein, Chief Growth Officer at Amazing Workplace, recently observed on LinkedIn: “There is a reason why David Green is #1 and not listening to him should carry a health warning!” This statement captures David's impact on the market. David Green is not merely a renowned expert in people analytics, data-driven HR, and the future of work; he stands as one of the most influential figures in the HR community today. Throughout his career and in his latest role as Executive Director at Insight222, David has helped thousands of practitioners find our space of work and supported hundreds of global member organizations in creating value and enhancing employee experiences through the development and application of people analytics. David’s influence spans numerous platforms, reaching hundreds of thousands across his channels: David Green on LinkedIn (go follow him now!) MyHRFuture blog Digital HR Leaders Podcast Digital HR Leaders YouTube Channel Data-Driven HR Monthly Newsletter Excellence in People Analytics, a book co-authored with Jonathan Ferrar A Decade of Insights This month, David celebrates a significant milestone: 10 years of producing his popular newsletter, a roll-up of at first annual, then quarterly, and, as of late, monthly takeaways and links to the best articles and content coming out across people analytics. The Data Driven HR Monthly newsletter has grown into a media empire of sorts and a critical resource for the HR and people analytics community. Each issue delves into the latest trends in people analytics, digital HR, and the future of work, providing a curated selection of noteworthy articles, research findings, and practical advice from industry leaders. His inaugural roll-up on LinkedIn, "The 20 best HR Analytics articles of 2014", is still a must-read. It continues to hold true as a Who's Who of leaders changing the world of people analytics today, and many of the articles highlighted there are relevant a decade later (for better or for worse!). The newsletter's consistent engagement highlights how readers from across HR and beyond find value in his insights to stay informed and drive organizational transformation. It stands out for its comprehensive coverage and its role in fostering a well-informed and forward-thinking HR community. Noteworthy Mentions Green has been recognized with several notable awards and accolades in the field of people analytics and HR. Some of his key recognitions include: The Top 10 HR Influencers of 2024 (HR Cap, January 2024), ‘The 100 most influential people in HR’ (The HR Weekly, January 2021), and for the third year in succession, the ‘Top 100 HR tech influencers’ (HR Executive, May 2021). Additionally, we included Ferrar and Green’s book Excellence in People Analytics in our One Model Virtual Library (our recommended reading list) and were honored to be mentioned in it. To the Future David Green's contributions to the field of people analytics are lasting and foundational. David has shaped the way organizations and leaders across our field harness data to enhance human resources and overall workplace efficiency. He has made the world of work a better place through his efforts. As the HR world continues to evolve, we look forward to many more years of his valuable insights.
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Featured
17 min read
Richard Rosenow
The landscape of People Analytics and HR Technology is rapidly evolving and staying on top of the latest trends and insights is crucial for professionals in this field. To understand where other experts are turning for their insights and inspiration in 2024, we surveyed people analytics practitioners. Our aim? To discover which conferences are on their radar - the ones they plan to attend and those they aspire to make it to someday. Let's dive into the results of this survey, revealing what's hot on the conference circuit this year! Who's in the Spotlight? Role of Respondents We had a diverse group of practitioners from a number of disciplines, but a vast majority were working on or for people analytics teams and projects (100+ of the responses). A handful of HR tech and HR Ops leaders who did not have People Analytics teams also replied. We had a small number of vendors/consultants and academics take the survey as well. While these groups were not the primary focus of our analysis, their presence reflects the conferences' role in business development, networking, and the diverse perspectives in the field today. Seniority Breakdown Director+: A third of the respondents held positions at the director level or higher. This substantial representation emphasizes the strategic importance these conferences hold for senior decision-makers. Manager / Sr. Manager: Approximately a quarter of respondents were in managerial roles (either Manager or Senior Manager). It's worth noting that in many developing people analytics teams, these roles might be the highest-ranking members as the function evolves. Individual Contributor: The remaining respondents (~40%) identified themselves as Individual Contributors, constituting the most represented group. This not only underscores the active interest and participation of operational-level professionals in people analytics conferences but also accurately reflects the structure of seniority within People Analytics teams. Naturally, due to organizational design, there will be more Individual Contributor representation than Director/Manager. Company Size Breakdown 20,000+ Employees: This is the largest segment, comprising about half of the respondents. It suggests that major corporations view these conferences as crucial for their people analytics strategies and initiatives. These are also likely the teams with available budgets for professional development. 5,000-20,000 Employees / 1,000-5,000 Employees: Roughly 20% of respondents belong to each of these ranges. This underscores the importance of these conferences for large organizations that have established people analytics functions but aren't as big as the largest corporations. Less than 1,000 Employees (a. <1,000): The smallest segment unsurprisingly comes from smaller organizations. We’ve heard that in these organizations, employees often have multiple roles or teams that they balance, making it difficult to find time to attend these conferences. Top Conferences on the Radar Drumroll please, here are the top planned conferences! Planned Conferences Four conferences were identified by more than 20% of practitioner respondents as events they would attend. Several other conferences fell within the 10-15% range. However, for simplicity, we've only listed conferences that garnered 20% interest or higher below. There are indeed many excellent conferences (more listed below), but these are the standouts this year: SIOP Chicago Roughly 1/3 of those who replied to the survey planned to attend SIOP! This stood out by far from the other conferences. For some in the people analytics space, this may come as a surprise, but for those who have attended SIOP in the past, this makes a lot of sense. SIOP attendees are loyal. SIOP is the annual gathering of the Society for IO Psychology professionals (but open to anyone interested) and sees upwards of 5,000 IO Psychologists descend on a new city each year for four days of intensive conference activities. With around 10 concurrent sessions every hour, there is content for everyone, leading to a healthy dose of FOMO. Specifically, SIOP provides a fantastic experience for people analytics leaders and practitioners. I had the opportunity to attend SIOP in 2023, and it was memorable for its rigorous debates, insightful discussions, and excellent networking opportunities. The sessions I attended on AI ethics, employee listening, recruiting analytics, and assessments were some of the best in-person content I've experienced. Additionally, the impromptu conversations in the hallways with new and old friends were incredibly valuable. If you’d like to learn more about SIOP and how a People Analytics team may benefit, please read my review here: A People Analytics Journey to SIOP! I am thrilled to attend again in 2024 and have the privilege of presenting a Machine Learning Operations masterclass with Rob Stilson and Derek Mracek (more details to follow). If you're planning to attend, please let me know! Local PA Meetups Chosen by a third of respondents and in a close second to SIOP, local meetups interest is still going strong (and it feels like it’s rising). NYC and Bay Area still lead the pack as the earliest meetups and strongest communities, but we’ve seen dozens of meetups spring up (in the US at least) over the past few years (including Pittsburgh here in my backyard!). As part of participating in this survey, I'll be connecting people with others in their local community to initiate more meetups. So, stay tuned for updates. People analytics can often feel isolating for small teams. Therefore, I urge everyone reading this to take note of your local meetup and try to attend if possible! We've also included a comprehensive list of known local meetups at the end of this blog post (jump to end of blog) Wharton People Analytics With approximately a quarter of respondents, Wharton stands out as one of the few conferences in the US solely dedicated to people analytics and not affiliated with a vendor. Now in its 11th year in 2024, the Wharton conference is academically rich and rigorous. Although I haven't personally attended before, I'm looking forward to participating in March this year! HR Technology Conference and Exposition (Las Vegas) Rounding out the top four, a quarter of respondents indicated that HR Tech in Vegas is the place to be, underscoring both how significant technology choices are to People Analytics teams, but also the density of talent that makes its way to Vegas for HR Tech. With nearly 10k attendees, the vendor floor is a spectacle and an exciting way to see the showcase of technology supporting the people analytics and broader HR space. If you’re a PA leader who also oversees or interacts with Tech, it’s a must-attend event each year. Wish List Dreams We also asked respondents which conferences were on the practitioners' wish lists. Four conferences stood out that People Analytics practitioners wish they could attend: Wharton People Analytics A repeat from the list above, about half of the respondents wish they could attend the Wharton People Analytics conference. As mentioned, Wharton has been a staple in the community for well over a decade now. It’s unclear why more folk can’t make it to Wharton PAC, but I’ll make sure to take rigorous notes later this year and will report back on insights and takeaways. Make sure to subscribe to our newsletter to hear more throughout the year! People Analytics World - London (Tucana) Well over a third of respondents wish they could attend People Analytics World London. PAW London is a dedicated gathering of people analytics practitioners put together by Tucana. It’s a staple in the field and always draws mature people analytics teams and world-class speakers. Tucana has also recently branched out to supporting workforce planning and a number of other events globally and is a leading provider supporting the PA community. Definitely one to try to attend if you can! Insight222 Global Executive Retreat Nearly a quarter of respondents wish they could attend the Insight222 Executive Retreats, but compared to many others on these lists, these executive retreats are invite only. Insight222 is the premier membership organization for people analytics teams and from what I hear, these events are meticulously planned, organized, and executed. Bravo to the Insight222 teams for curating these experiences and if you ever change your mind about speakers from outside vendors coming to speak… you know where to find me. Gartner ReimagineHR Rounding out the top 4 is Gartner ReimagineHR. Gartner ReimagineHR is a premier conference for HR leadership with a specific focus on CHROs and CHRO directs. The quality of conversation is high and the maturity of teams is elevated. I missed this one in 2023, but after hearing reports from folk who attended, it’s not one I’ll miss again. Looking forward to attending this one in 2024 too. Those are the most popular events, but many world-class events were not mentioned. We've compiled our list below and appreciate all who submitted people analytics conferences. If you found this helpful, please let us know. If it proves beneficial, we'll compile a similar list again next year. One Model + Lightcast + Worklytics = The Talent Intelligence & People Analytics Summit And we here at One Model have got some of our own events coming together in 2024! The main one to highlight is a roadshow we’re putting together with our friends at Lightcast and Worklytics. The Talent Intelligence & People Analytics Summit is traveling to a few select cities in the US across 2024, starting with Austin, Texas on February 7th! It’s not too late to register. Finally, I hope to see you out there in 2024! Make sure to follow me and the One Model page to stay connected to us out in the field! 2024 events Follow One Model on LinkedIn and check out our events page. Transform US | 11-13 March 2024 | Las Vegas Wharton People Analytics | 14-15 March 2024 | Philadelphia SIOP Annual Conference | 17-20 April 2024 | Chicago People Analytics World - London | 24-25 April 2024 | London Unleash America (Las Vegas) | 7-9 May 2024 | Las Vegas 9th Annual People Analytics Summit (Toronto) | 14-15 May 2024 | Toronto TALREOS | 16-17 May 2024 | Chicago Irresistable 2024 (Bersin) | 20-23 May 2024 | Los Angeles Oracle Ascend | 17-20 June 2024 | Las Vegas SHRM Annual Conference & Expo | 23-26 June 2024 | Chicago People Analytics Exchange (IQPC) | 25-27 June 2024 | Minneapolis HR Analytics Summit (London) | 4 September 2024 | London Workday Rising | 16-19 September 2024 | Las Vegas HR Technology Conference and Exposition (US) | 24-27 September 2024 | Las Vegas Unleash World (Paris) | 16-17 October 2024 | Paris SuccessConnect (SAP) | 28–30 October, 2024 | Lisbon Gartner Reimagine (Orlando) | 28-30 October 2024 | Orlando HR Analytics and AI Summit (Berlin) | 24-26 November 2024 | Berlin Is the wait too long? You don't need to wait till the next event to talk to One Model (although we're excited to see you in person). Connect with us today. 2024 Meetups And now time for the meetups! These meetups happen frequently throughout the year, so the best wya to be involved and stay involved is to connect with their local site / meetup / LinkedIn group. Where we can, we’ve included some details about how to connect and when there was not a site yet available, we’ve added in local organizers. Brisbane (AU): March 27th at 8pm AEST (Link to event) New York: https://lnkd.in/gbfu_Mjc (Jeremy Shapiro / Stela Lupushor) Bay Area: https://lnkd.in/gnrgRBnH (Annika Schultz / Mariah Norell) Chicago: https://lnkd.in/ghgc3EDb - (Chris Broderick) Philadelphia: https://lnkd.in/g-bWmX5y - (Fiona Jamison, Ph.D.) Pittsburgh: https://lnkd.in/eCdP7KFC (Ken Clar / Richard Rosenow) Minneapolis: https://lnkd.in/eS2aUH3W (Stephanie Murphy, Ph.D. / Mark H. Hanson) Seattle: Bennet Voorhees / Marcus Baker / Philip Arkcoll Denver: Kelsie L. Colley, M.S. ABD / Zach Williams / Gabriela Mauch Boston: Hallie Bregman, PhD / Noel Perez, PMP Dallas: Jordan Hartley, MS-HRM / Cole Napper Austin: Ethan Burris / Roxanne Laczo, PhD Houston: Amy Frost Stevenson, PhD / Jugnu Sharma, SHRM-CP Atlanta: Sue Lam Nashville: Dan George Orlando: James Gallman / Danielle Rumble, MBA Omaha: Justin Arends Salt Lake City: Willis Jensen Toronto: Danielle Bushen / Konstantin Tskhay, PhD Washington DC: Rewina Bedemariam Portland: Rosanna Van Horn
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26 min read
Shiann Weiss
Are you looking for a way to bring joy to an HR professional close to your heart? The right gift can crack a smile on their face and make them feel special. That could even mean including a gift for their future "little people analytics superstar". Since the holiday season is coming, we know you're likely having a busy period. If you're doing a bit of gift-giving for the holidays and struggling to find out what someone on your team might like, we have you covered. So, whether you have one person to get gifts for or multiple, we know you're bound to be scratching your head. Therefore, to help you out, One Model has compiled a shortlist of thoughtful and funny HR gifts to get you started. Shop by HR Gift Categories Office Accessories Games & Activities Pet Lovers More Fun Than Serious Reading Kids' Gifts for their Mini-Me People Analytics Kids Books Business Toys Games for Future Inclusion Leaders Looking for a gift for the entire company - Check us out. Office Accessories Permission Slips , Office Citations, or Witty Women Can't Be Nice Notepads Tea and Coffee Mugs Recruiters Swear, HR can't fix crazy, Did you Document It?, Data Analyst, Relax I have a spreadsheet Tumblers and Happy Hour glasses Because I used my HR Voice Glass, There's no crying in HR, Analyst- I'm not arguing, HR hows your day wine glass, I'm a data analyst Decision Makers Logo Paperweights and Wheels or the classic Magic 8 Ball Other fun desk accessories Desk signs like "When You Excel..", custom job title plague, or Don't Make Me Use My HR Voice Candles like "Smells like this could've been an email" Or even funny HR pens and notebooks Games & Activities Charty Party - Get you're chart on! #CultureTags For the cook Recipes from around the world For the pet lover in HR It's not that they like their furry friends more than humans, it's just that they are easier to deal with. For those into Learning and Development > Dog puzzle toy For those who bring their dog to the office > Dog suit and Laptop Chew toy For those that express themselves through pets > Cat Moody or Dog Moody desk cards Coloring Books - There are so many options Snarky and Humorous for Adults #HRLife Coloring Book Data Analyst Color Book Fun Reads Save the serious books for birthday presents. Am I Overthinking This (A Great Pairing with the Decision Makers Above) You Can't Make This Sh*t Up!: Tales From the HR Crypt Surrounded by Idiots Per My Last Email... Want to couple a funny book with something more stimulating? Check out the book recommendations from Richard Rosenow's People Analytics Library. Also, check out our people analytics children's books. Gifts For Those Future People Analytics Superstars People Analytics Kids Books A is for Analytics The Great Graph Contest Machine Learning for Kids: A Project-Based Introduction to Artificial Intelligence I Am Human: A Book of Empathy Bayesian Probability for Babies HR Business Toys for Kids Play Office Worker with Complete Pretend Workstation Build an Office Doll House Office Accessories & Spaces Office Dolls Fun Games for Future DE&I Leaders Around The World Trivia Friends & Neighbors Helping Game Stone Soup Board Game Hopefully, this gives you some ideas and helps your holiday shopping season go a little bit smoother. Everyone loves a laugh during the holidays whether it be HR gag gifts or other cheeky gifts for HR professionals. One Model is committed to helping every individual at an organization be successful by empowering them with the people insights they need to make the best decisions for that organization. Want to get the entire company a gift? Check out what One Model can offer:
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5 min read
Dennis Behrman
HR leaders - are you ready? Starting from Wednesday, July 5th, enforcement begins for Local Law 144 and Department of Consumer and Work Protection (DCWP) Rules. These regulations specifically address the use of Automated Employment Decision Tools (AEDT) found in software used during the job application or promotion process for employers and candidates residing in New York City. Understanding the new AEDT regulation Now, let's break it down in simpler terms. The law and regulations cover AEDT, which is basically any process that uses machine learning, statistical modeling, data analytics, or artificial intelligence to provide simplified output like scores, classifications, or recommendations. These tools are meant to assist or even replace discretionary decision making by humans in the employment process. To comply with these new requirements, employers need to take a few steps. First, you'll need to figure out if any of the software your company uses for hiring or promotions falls under the category of AEDT. In other words, if it's helping with decision-making by "scoring," classifying, or recommending candidates or employees in NYC. This law is broader than similar laws in Illinois and Maryland that focus on facial-recognition software, so it covers commonly used HR software. If you do use software with AEDT, here's what you need to do: (1) make sure a bias audit has been conducted; (2) provide at least 10 days' notice to applicants or employees that AEDT will be used; (3) explain the qualifications the AEDT will consider during assessments; (4) disclose the data source and type of AEDT being used, along with your data retention policy if it hasn't been shared elsewhere; and (5) inform applicants or employees that they have the right to request an alternative means of assessment or a "reasonable accommodation" under other laws. But wait, there's more! The initial bias audit is just the beginning. Employers are also responsible for conducting an AEDT audit annually. And here's the kicker: the results of the bias audit need to be published on your website before using the AEDT. These audits have to be conducted by "Independent Auditors" who are unbiased and not financially connected to the employer or the software vendor. Read more here. Now, let's talk penalties. If you violate any of these requirements, you could face civil penalties. The first violation can result in a $375 fine, while subsequent violations could be at least $500, with a maximum of $1,500. There are separate penalties for violations of the notice and audit requirements. Keep in mind that this new regulation is in line with the EEOC's guidance issued in May 2023, which also requires bias audits, notice, and opt-out provisions. It's all part of the effort to ensure fairness in employment decisions. And it's not just happening in NYC – other jurisdictions are considering similar bills and regulations related to AI and employment decisions. Want to learn more about these regulations and others around the world impacting HR? Take our Regulations and Standards masterclass and be a leader in the space. Understanding your options I think a lot of companies not using One Model are going to have some big challenges. From our experience, most AI tools are like a black box. You cannot get a clear understanding of what is being used in the models that generate the insights you're using. One Model is the complete opposite. Our models are only built from your data. They have outputs that tell you exactly what data is being fed into the models and, in turn, are customizable. In addition, One Model customers benefit from being able to build models beyond talent acquisition including retention, diversity, and more. Would you like to see our AI in action? Meet with us today! Understanding the bigger global picture On a global scale, the EU's Artificial Intelligence Act is also making progress. The European Parliament recently adopted its official negotiating position on June 14, 2023. This Act covers the use of AI in various areas, including employment. If it goes into effect, AI used for employment purposes would likely fall under the "high-risk" category and face greater regulation. So, as HR leaders, it's important to stay informed about these evolving regulations. Make sure to review your software tools, conduct the necessary audits, and provide the required notices to applicants and employees. And keep an eye out for any developments in your local jurisdiction or at the EU level. Good luck navigating these changes!
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7 min read
Tony Ashton
Following recent media reports that another significant Australian institution has been involved in an underpayments scandal, we thought it appropriate to write a blog about the technical and systemic risk of underpayments for large organisations with disparate HR and payroll systems. While some underpayments are deliberate actions by employers, our experience from over twenty years of working with people data for large organisations is that the overwhelming majority of staff underpayments are driven not by malice. In fact, most HR and payroll professionals care deeply about the people in their organisations. Our experience is that the complexity of the industrial relations system coupled with technology and process mistakes are much larger drivers of ongoing mispayment of employees than deliberate intent. That is why HR and payroll teams need support to prevent these issues from developing. It is important to note that the intent of the mispayment is irrelevant to regulators, your customers, the media, and most importantly - your employees. Whether your organisation, the HR team, or the specific line managers involved intentionally or unintentionally underpaid their staff doesn’t justify the underpayment or limit the risk of such a scandal to your organisation. This is a serious issue and the reputation and employee satisfaction risks to any organisation of an underpayments scandal are immense. Worst still, as in the case of the Made Establishment restaurant chain, if the underpayments are systemic and ongoing, they can become existential for that business and lead to collapse and liquidation. Ensuring your employee payments system works and integrates into other parts of your HR technology ecosystem is crucial to the success of your business. So, how can a minor systems or process issue manifest itself into a broader underpayments scandal? Let’s take an employee who was recently promoted. Information as to their performance and resulting promotion is held in their employer’s learning and development and HR systems. However, a process oversight means that although that individual is listed in a higher pay band in one HR system, their promotion either hasn’t translated into the payroll platform or the information was entered into the payroll system manually and a mistake was made during this process. Let’s also assume that the increased salary is about $2,500 a year - so $50 a week, and it comes during a period of change in that organisation’s payroll practices (they moved from monthly to fortnightly pay cycles) so the employee doesn’t readily notice the absence of their increased salary. If you are an organisation of 2,500 employees and this situation occurred to just 5% of your workforce during a yearly performance review, by the end of the second year your underpayments would total almost one million dollars. In large organisations these relatively minor employee changes occur thousands if not tens of thousands of times a year. Extrapolate that out over multiple years and what initially appears as a minor reporting mistake can quickly become an underpayment scandal involving millions of dollars. In the example given above, a $100 per pay cycle oversight becomes a one million dollar problem. This example is deliberately simple in order to illustrate how quickly these minor issues can multiply. In reality, the employee remuneration frameworks in most large organisations are infinitely more complex and individualised, making it much harder to identify and isolate problems before they spiral into a major scandal. This is compounded when organisations are using outdated software or an amalgamation of different non-integrated IT systems to manage this process. Why should you invest in preemptively isolating and resolving issues of underpayment? Firstly, paying your staff their correct salary is not only the right thing to do, it is the law. Secondly, underpayment and wage theft scandals cause untold damage to an organisation's reputation. Thirdly, underpayment is expensive - not only in wage repayment - but in potential fines from regulators and fees to external consulting/accounting/law firms to understand and resolve your underpayments issues. Underpayment at best is expensive, time consuming, and distracting to your organisation. At worst, it could kill your organisation. Finally, to your employees - your most important assets - underpayments represent a crucial failure in the mutual obligation you both have to do the best for one another. How can an organisation expect the best out of its staff if it can’t pay them properly? How can I use people analytics to anticipate and resolve underpayments issues before they become major scandals? Our experience is that large organisations have at a minimum seven different systems in which they store employee information. In larger and group structured organisations that total can be much higher - in some cases more than twenty! Many of the high profile instances of underpayment, especially those where the organisation has self-reported, indicate that the organisation was unaware of the issue until it was too late. This further indicates that they didn’t have the internal capability to understand what was occurring with their people data and aggregate it in a meaningful way. Part of the reason we created One Model is to fix this exact problem. One Model enables our customers to aggregate their disparate people data into one system (hence the name - One Model), so that they can more comprehensively understand their organisation and avoid systemic issues like underpayments. The ability to compare data in different systems and flag any discrepancies is a core feature of the One Model platform and a feature that is required to avoid the technology and process issues outlined above. Every conversation we have with a customer or prospective customer begins in the same place - organisations are worried about the quality and accessibility of their people data. Sadly, this is often used as an excuse not to invest in people analytics. However, if we have learned anything from these underpayment scandals, it is that you need to take control of your systems, processes, and data. Implementing a people analytics capability helps you achieve this. Internally, we often talk about the importance of One Model aggregating your data to become a single source of truth for all of the people data in your organisation. It's essential to trust the information that is presented to you and make confident decisions based on accurate information. Underpayments are something that your organisation needs to get right and we think accurate people analytics is one of the tools that you can use to get it right. One Model wants to work with enterprises to make sure that these issues are discovered and resolved before they turn into existential threats to your business. If you would like to continue this conversation and learn how One Model can help, or have any feedback on this blog, please comment below or click here to schedule a chat.
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2 min read
Nicholas Garbis
On July 28, 2020, Nicholas Garbis of One Model and Cary Sparrow of Greenwich.HR delivered a press conference from the floor of the old Minneapolis Grain Exchange to discuss emerging trends in the US labor markets based on daily job posting data in the Covid Job Impacts website. Below is an excerpt of some of the main points, followed by a link to the video of the event. "Next Friday, August 7th, the Bureau of Labor Statistics will release the July jobs report. (Link to latest release here.) While there’s an ongoing debate regarding what will be in the July report, our recent analysis demonstrates that despite the dramatic increases in Covid-19 infections in many states over the month of July, the positive trends in the job market in many industries have continued through today. As a quick summary: The June jobs report was quite positive -- with a gain of 4.8 million jobs driven by big gains in Retail and Hospitality, the unemployment rate dropped 2.2% to 11.1%. Moving into July, the same two industries continued their upward trend -- and they were joined by others: Healthcare, Wholesale, and Construction. Our projection is that next week’s jobs report will be very strong -- much stronger than what you might expect given the gloom and doom in the news. Getting more specific, we project an increase in employment of about 6.0 million, which will drop the unemployment rate to around 9%, possibly below 9%. While we are optimistic for the July numbers, we are very cautious about what will happen in August. There is certainly continued momentum, but a change in state policies could easily reverse the gains." Cary and Nicholas proceeded to highlight various industries' results and then answer questions from the online audience. Be sure to sign up for our One Model blog and follow us on LinkedIn to learn about the next Labor Markets Press Conference!
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2 min read
Stacia Damron
One Model recently took part in HR.com's "Inspire 2020" virtual symposium. Nicholas Garbis, One Model's VP of People Analytics Strategy, led the audience through a presentation titled "People Analytics for the COVID Reset." He shared some updates on the impacts of Covid on job markets and the various ways people analytics teams are supporting their businesses with data and analytics in this time of need. His presentation also includes some guidance on 'designing your workforce with intentionality' that lays out several steps that people analytics and workforce planning leaders should be considering at this time. Fortunately, we have been able to provide a link to the video below. Check it out and let us know what you think! Click play below: Enjoy the presentation above? Subscribe using the form below for related content from Nicholas and other members of our team covering people analytics, Covid-19, and other topics of interest to HR professionals. About One Model One Model delivers a comprehensive people analytics platform to business and HR leaders that integrates data from any HR technology solution to deliver metrics, storyboard visuals, and advanced analytics through a proprietary AI and machine learning model builder. People data presents unique and complex challenges which the One Model platform simplifies to enable faster, better, evidence-based workforce decisions. Learn more at www.onemodel.co.
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10 min read
Nicholas Garbis
SUMMARY: June was great at 4.8 million new jobs. July will be over 6 million. The June 2020 employment report from the Bureau of Labor of Statistics showed an increase of 4.8 million jobs. It was welcomed as good news, but asterisks were quickly added based on the recently surging Covid infection numbers. July, it is feared, will shown softening in the market. Contrary to many, our data indicates that July jobs report will be better than June, likely exceeding 6 million new jobs. Our analysis is based on the positive signs we have been tracking in the Hospitality and Retail industries over the past several weeks through our Covid Job Impacts site, where we show new job postings on a daily basis by industry, state, and job family. Within the site’s commentary we have been commenting on the progress in these two industries specifically over the past several weeks. The BLS highlighted Hospitality and Retail in their June comments. These industries made up ~60% of the new jobs (2.8 million of the 4.8 million) while they make up ~20% of the total employment. Both were severely impacted in the early stages of the pandemic downturn and are now working their way back toward normal staffing activities. We see Hospitality and Retail combining to create over 4 million new jobs in July, as their job listing activity continues to surge. Most other industries are also showing increased hiring activity, so we estimate they will contribute another 2 million jobs. The August jobs numbers are a bit more difficult to estimate at this point. As states pause and reverse their opening plans, market uncertainties will drive job listings downward though to what extent and how quickly. At the early stages of the pandemic, companies’ reaction times were a bit slower. Perhaps now they have built up more rapid reflexes. Job Listings as a Leading Indicator A company’s decision to advertise a job opening is a clear indicator of their business outlook. If they were not confident at some level, they would delay or cancel the decision to hire. This is true for new, growth hiring as well as backfilling of current positions vacated by resignations or illness. The aggregate of these decisions to hire, as seen in the new job listings data on our Covid Job Impacts site, is therefore a clear and leading indicator for the economy overall. The site provides views of new job postings by industry, state, and job family, indexed to the job listing levels of March 1st, providing a high-resolution lens on the impacts of Covid-19 on the labor market and overall economy. Some views of the Covid Job Impacts site are below as reference: Fig. 1: Overall view of new job listings across all US industries. (Source: Covid Job Impacts site from Greenwich.hr/One Model, data through July 1, 2020) Fig. 2: Industry view of new job listings across all US industries. (Source: Covid Job Impacts site from Greenwich.hr/One Model, data through July 1, 2020) Trends in Hospitality and Retail industries New job listings in Hospitality hit a low in mid-April at around -80% verus March 1st , and have been on a steady path upward since. This is big progress, albeit far below pre-pandemic levels and still around -45% off versus March 1st. In Retail, the drop was also significant in March, regaining some ground in April and May, then demonstrating strength in June. It is the only industry that, even if for just a moment, has crossed into the positive terrain, exceeding the new job postings figures from March 1st on June 21. Fig. 3: Hospitality and Retail industry trends show continuing improvement. (Source: Covid Job Impacts site from Greenwich.hr/One Model, data through July 1, 2020) BLS summary of Hospitality and Retail in June In the June BLS report, Hospitality and Retail combined to create 2.84 million of the 4.8 million increase in employment. This is roughly 60% of the added jobs coming from two industry sectors that comprise about 20% of the workforce (roughly 10% each). From the June BLS report: Estimating the July Figures for Hospitality and Retail Emerging alongside this good news from BLS are escalating concerns regarding the employment impacts of states’ policy responses to recently increasing infection rates. These actions will certainly have a downward pressure on job creation across industries, Hospitality and Retail notwithstanding. However, the trend data for new job listings for Hospitality and Retail indicates that they will further increase employment in the month of July, at least during the period which will be covered in the next BLS report (which for a single week, generally the week including 12th day of the month). To demonstrate this, we are showing the Hospitality and Retail industry job listing trends along with timing windows to support our estimates for the July report. Fig. 4: View of Hospitality and Retail industries and June BLS reporting week. (Source: Covid Job Impacts site from Greenwich.hr/One Model, data through July 1, 2020) The very positive results from this particular week in June (Fig. 4) would not be from new job listings within that specific week, since job listings take some time to fill and for a new hire to begin working (and therefore be captured in the BLS data). While higher paying jobs can require a few months or more to fill, the jobs in Hospitality and Retail that were so significant in the June the report are relatively lower paying, so we would expect that they are requiring only a few weeks to fill. We have added a box to indicate the period of job listing activity that we assume to comprise most of the new jobs in the June report (Fig. 5, Box A). Fig. 5: Hospitality and Retail industries, with Box A indicating period aligned to June BLS data. (Source: Covid Job Impacts site from Greenwich.hr/One Model, data through July 1, 2020) Looking at a similar time window of job listing activity that will correspond to the employment levels on July 12th (Fig. 6, Box B) provides two key observations: the job listings that will be related to new jobs in that week have, for the most part, already been created, and many of them filled; and the volume of job listings in the time period that will be reflected in the July report are considerably higher than the levels that drove the very large job numbers in the June report. Fig. 6: Hospitality and Retail industries, with Box B indicating period aligned to July BLS data. (Source: Covid Job Impacts site from Greenwich.hr/One Model, data through July 1, 2020) Our estimate of 4 million jobs in Hospitality and Retail in the July BLS report is based on the analysis of the job listing volumes in these two industries, focusing on Box A (June report) versus Box B (July report). We can see far greater volumes in the later period. Where Hospitality gained 2.1 million new jobs in June based on the period in Box A, we estimate that the new figures will be around 3 million. Similarly, where Retail created 740,000 new jobs in June, the increased job listings figures in Box B versus Box A lead us to estimate that this industry will create over 1 million new jobs in the July report. Fig. 7: Hospitality and Retail industries, with average lines inserted in Boxes A and B. (Source: Covid Job Impacts site from Greenwich.hr/One Model, data through July 1, 2020) The next few weeks will be critical to watch As state policies regarding Covid-19 are adjusted over the next couple of weeks, we will be closely watching the changes in businesses’ hiring plans as seen through their job listing activities. A closer look at state-by-state results on the Covid Job Impacts site will provide a leading indicator and a way to gauge the August BLS report well before it arrives. About One Model, Inc. One Model delivers a comprehensive people analytics platform to business and HR leaders that integrates data from any HR technology solution with financial and operational data to deliver metrics, storyboard visuals, and advanced analytics through a proprietary AI and machine learning model builder. People data presents unique and complex challenges which the One Model platform simplifies to enable faster, better, evidence-based workforce decisions. Learn more at www.onemodel.co
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7 min read
Nicholas Garbis
Our objective in this series is to offer our team’s expertise to the public during this crisis in the same way that Walmart delivers trailers of water to natural disasters. The “water” we have to share is our expertise in workforce strategy, HR processes, data orchestration, and people analytics. This is a follow-up to our first COVID-related blog post People Analytics for measuring the impact of Coronavirus (COVID-19), in which we laid out a set of critical “Level 1” questions that organizations should be able to answer during the onset of this pandemic. Later in this blog, you will find information regarding a very quick-and-dirty tool we have developed. Before we get there, however, let’s step back for a moment to assess the broader topography of today’s situation. We are in a massive global pandemic that has already demonstrated its exponential potential. Organizations will have a variety of people analytics to help them make data-driven decisions regarding their workforce and their overall operations. We have not experienced anything quite like this, so we should expect it will require great empathy and creativity, a willingness to lead, and the agility to test, fail, and learn. If we consider breaking this out into phases that organizations may pass through over the next several months, we can start to anticipate the shifting needs for people analytics. These phases will not come with clear markers, so the only way to know where you are is to step back at regular intervals to reevaluate the situation and reallocate your efforts. We have developed a quick tool for the current phase. The tool we assembled is focused around the first phase of the crisis -- where we are right now. It is built to answer some basic questions, acknowledging the unfortunate reality that our HR systems are unlikely to possess the information we need. As a result, a process will be needed to capture and consolidate the needed information. In these situations, it’s critical to seek out only the most critical data elements (ie, “KISS”). A simple dataset, updated daily, has the potential to provide business and HR leaders with the “situational awareness” they need to make decisions quickly based on facts. The “COVID-19 Workforce Tracking” tool that we developed is a free Excel-based tool that can be used by organizations of any size, including those with limited people analytics resources. It aims at answering most of the questions laid out in our previous blog. One example is a mid-size medical device firm without a people analytics team. They are already getting started with the tool, standing up a daily update process with ~4 representatives from various parts of the business making updates into a shared worksheet. One person then ensures the dashboard is validated and then it goes to the CHRO for review with business leaders. It’s worth restating that our objective here is to get something out to the maximum number of people in the shortest amount of time. Hence, this quick solution in Excel. Our team obviously has an ability to stand up these metrics and a series of new ones in our One Model platform where we have robust data handling and visualization, but moving data to our clouds will require information security reviews by most organizations which takes time. (We have opted to deliver the “water” now and come back with sandwiches real soon.) The first iteration of this tool (v1.0) can be accessed at the bottom of this blog. You will be asked for your email so we can communicate when any new versions are released. Here’s a view of the dashboard: And here is a view of the dataset. It is a series of HRIS data fields (not all shown here) combined with a collection of 8 data fields (in yellow) which should be updated daily: Below are a few notes on the tool: Manage sensitive data according to the applicable laws and your company policies. This is built in Excel so it can be used quickly by the widest range of users. The data collection template is intentionally simple to ensure it can be sustained as a daily process, ideally by a single point of contact. A slim set of ~8 questions, combined with some basic employee data will enable you to answers to nearly all of the critical questions. The basic employee data will be taken as a baseline/snapshot. Terminations will be tagged (not deleted) and hires would be added to the list. The dashboard will provide a set of key metrics with ability to filter the results several ways. You and your teams can and should modify it to meet your needs. Future enhancements being considered (your input on this is welcome!) Macro to import the real-time statistics from the global COVID-19 tracking data as managed by Johns Hopkins University. Access to cloud-based solution within One Model technology to enable benchmarking across companies, reduce version control issues, and enable advanced modeling and forecasting through our One AI machine learning/AI platform. Below is the link to the latest version. As updates are made, the latest version will always be posted within this blog. Current Version: 1.0 To download the tool, please click the link below. About One Model One Model delivers our customers with a people analytics infrastructure that provides all the tools necessary to directly connect to source technologies and deliver the reporting, analysis, and ultimately prediction of the workforce and it's behaviors. Use our leading out-of-the-box integrations, metrics, analytics, dashboards, and domain expert content, or create your own as you need to including the ability to use your own tooling like Tableau, Power BI, R, Python as you need. We provide a full platform for building, sustaining, and maturing a people analytics function delivering more structure information, measurement, and accountability from your team. Learn more at onemodel.co.
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8 min read
Chris Butler
With the continued growth of the Coronavirus pandemic our leaders are going to be asking for regular updates on our employees health and our business’s productivity. This is not going to be a flash in the pan event either. The path back to normal will be long and gradual which means we need to approach data collection, reporting, and analysis with an emphasis on repeatability. To that end there’s a number of questions that HR teams are going to need to answer in order to provide a status of and show the progression of the businesses adaptation to these challenges and how our workforce is coping. What questions are we going to need to answer? What % of our workforce can be switched to work remotely if needed? What % has already shifted to working remotely due to COVID-19? What is the trend as we ramp this ability? What % of our workforce is currently not working due to COVID-19? How are infection rates trending in the countries/states/provinces where we have employees? What is the trend in our employee infection rates and how do they compare to the relevant country/state/province? What is the risk level of our workforce in a given area based on the age distribution and other relevant factors? Do we have any locations that are significantly impacted by COVID-related absences? What is the average duration of employees being unavailable due to COVID-19 - illness or other? What % of our infected workforce has recovered and returned to work? What % of our temporarily remote workforce has returned to working on location? What is our current productive capacity %? How long are impacted employees non productive for? How much productive capacity have we lost? So, what data do we need and how do we organize it to address the questions above? Download our Covid-19 Tracking Worksheet This is where things get tricky and HR needs to be collecting additional data beyond what they have today. This is likely going to need to come from manager input with HR acting as the central collation point. Ideally this information can be captured and held within your HRIS, but most likely this is going to start out as a spreadsheet as your HRIS may not have the required fields for what we need to measure beyond traditional absence & availability information. My view is that shortly we're going to be asking managers to provide information to HR when their employees move into quarantine, infection, and start/stop work (when remote) because of illness. This may or may not also be in association with an HRIS event recording absence or similar. As this data is collated you'll want to make sure you can collect a few key data points as per the below Ability to work from home Currently working from home Date employee stopped working Date employee returned to work Date employee in a Quarantine status Date employee in a Infected status Date employee cleared of Quarantine/Infected status This data can then be merged with the following HRIS information Location information: Country, State/Province, City/Location (for site-level metrics and comparison to global/national statistics) Personal information: age, gender (optional - for risk assessment and forecasting, data would not include name of employee ID number) Employment: employee type (regular, temp/FTC, contractor), Full/Part time A combination of this event-related data alongside the HRIS data will create the ability to track over time the status of our workforce so we can report and analyze the trend and impact on the business. Some of these data points can be inferred from your existing systems It’s going to be a challenging job to collect and keep collated the above data so if you have already or can get data from some additional systems like facilities and IT access you can infer some of these data points. Below are some examples of business logic some of the organizations we have been talking to are using. Ability to work from home = Have access to a VPN, Have a laptop. Currently working from home = Are accessing the VPN, have not badge swiped into an office/facility. Not working due to infection = A leave of absence record with no recent vpn access or badge swipe. How would we present this information? Note: the above is mock data Workforce Composition & Employee Health Overall metrics on the current workforce showing the total population, working status, remote working rates, and infection rates. We also want to show this trending over time so we have an idea of the growth and ultimately the recession of infection rates. Key Metrics Headcount, Headcount % - Quarantine, Infected, Recovered statuses Currently Working % Working from Home % High Risk Populations Comparison against daily statistics by country/state/province produced by health organizations will enable you to compare your infection trend to the prevailing trend in the relevant geographical area. If the area is seeing an acceleration of cases, you should anticipate similar risks for your workforce. If the area has hit an inflection point and is leveling off, the risk to that part of your workforce should be on the wane as well. Beyond geographic risk, age is the biggest factor on the impact to the employee and we're going to see longer infection periods and mortality rates for older employees than we will for other populations. Obviously any steps the organization can take to protect higher risk populations should be fought for. Key Metrics Regional Infection Rates (where available) Active, Quarantine, Infected, Recovered by Age, Location, Department Productive Status The absence of employees will reduce the productivity of your workforce, potentially impacting customers and creating financial risks such as over-ordering of supplies and raw materials, over-estimating orders and revenues, or committing to delivery dates that cannot be achieved because of workforce impacts beyond the view of the manufacturing location’s management. Questions we need to answer include how many of our employees are currently working, whether from home or their normal location? How many hours have we lost due to infection-related absences? While productivity isn't a major concern when lives are at stake, many of the actions we may take in protecting our employees will show up in either infection rates or in absences and we should be measuring to see what was effective and what wasn't. Key Metrics Currently Working % - Active, Quarantine, Infected Ability to work from home % Lost productive hours (key here are the dates for when people stop and return to work) Duration of Quarantine and Infection. As we plan for how our employees are impacted we need to be analyzing how long our quarantined and infected employees are unable to work. Many employees may still be able to work from home while under quarantine and or infection but there will be periods when they are infected and unwell that they won’t be able to work while when their symptoms are significant or while they are recovering. Questions we need to answer include how long is the infection period for our workforce? What is our forecast for our currently infected employees being back to work? Key Metrics Days in Quarantine Days from Infection to Recovered Number of Reinfections, Reinfection Rate Extension opportunities The above metrics and questions are a bare bones set of pertinent information that you could provide to leaders even if you don’t have fully integrated HR systems. Of course, there are many more attributes available that leaders may want to view. These will be specific to each business’ strategy so my advice is to include a number of common HRIS fields into the data collection process when you build your initial data set so you can segment later as needed. Suggested other data elements to consider adding Succession – can we tap into the successors for persons in critical roles? How impacted are these successors? Critical roles – prioritize remote work arrangements or advise early preventive quarantine measures for specific roles in certain areas Skills data – capture potential temporary backfills for employees that are unable to work Set-up expense tracking – spending to facilitate remote working capabilities Re-infection rates – tracking of persons previously cleared
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4 min read
Chris Butler
The SuccessFactors Workforce Analytics (platform pictured above) is soon to be sunset. If you haven't heard already, the SuccessFactors Workforce Analytics and Planning teams were made redundant yesterday. Product, Support, and Engineering teams for the platform (pictured above) have been given notice leaving a handful of services to maintain existing customer deployments. A lot of talented friends and pioneers in people analytics are now looking for new jobs. If and when formal word comes out of SAP, I am sure it will be along the lines of "Workforce Analytics (WFA) is not dead but moving to SAP Analytics Cloud (SAC)" with no specific timeline or plan for doing so let alone whether equivalent capability will be available (it won't be). Luckily, if you're up and running on WFA you've done all the hard work to get there. Your data is flowing and your business logic is defined. I'm here to offer all WFA customers a transition to One Model with no cost and a promise you'll be up and running with a more capable solution in a matter of days. Simply switch your existing data feeds to One Model, provide us your WFA data specification, and we'll do the rest. Literally - we'll have you up and running in a matter of days. And we can do more in more in a single day than SuccessFactors Workforce Analytics used to be able to provide in six weeks. What's awesome about One Model: Experience an all-inclusive platform: access all your data with no limits, no modules, and no implementation fees. Leverage our experience, models, and content catalogues. Don't deal with extra charges: no paid services for building metrics, dimensions, and building new modules. Daily data refreshes. Get a real HR Data Strategy built for the future of people analytics that will fully support your evolving technology landscape. Gain full access to the data warehouse, data modeling, and full exposure for user transparency. Plug in your own tools like Tableau, Excel, SAC. Truly system agnostic. Access automated machine learning to build custom predictive models relevant to you. Use the worlds most advanced Role Based Security and overcome the challenges you currently have providing secure data views to the right users. Embed within SuccessFactors using a SF extension built by one of our partners. Embed within Portals like Sharepoint, and Confluence. Feed external systems and vendors with clean, consolidated data and use us as part of any system migration to maintain history and configure data for the new system. Way too much more to list here... The Offer: Switch to One Model with no implementation fee. Redirect your feeds. Provide your Workforce Analytics data specification. Receive a people analytics infrastructure and toolkit built to support your growth in maturity and capability. Bonus: One Model will match the SF WFA subscription price if our subscription is higher. HR Analytics should flow as a by-product of how you manage your people data. "This is the way data will be managed." "OneModel’s approach is significantly different from the rest of the pack. It understands the dynamic nature of organizations and provides monitoring and maintenance capacity for the inevitable moment in which a data model ceases to be effective." - John Sumser, HR Examiner About One Model One Model provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team.
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3 min read
Stacia Damron
One Model is pleased to be a sponsor for the upcoming Bersin/ Deloitte IMPACT 2019 conference this April 15-17 in Phoenix, Arizona. IMPACT, which is now celebrating its twelfth year as an industry-leading conference, attracts over 600+ HR leaders eager to explore innovative technologies, trends, and strategies for today's rapidly evolving HR environment. There, One Model will be joining Deloitte in their Innovation Lab, where team members will be running demos of one of Deloitte's newest workforce solutions, which is powered by One Model technology. Demos can also be viewed throughout the conference in the Camelback Room. One Model, provides people analytics solutions for companies that want to accelerate their time to value and want the flexibility, control, and options to support their continued growth. “HR leaders attend IMPACT for inspiration and education on the industry’s most innovative new ideas and technologies,” says Stacia Damron, One Model Senior Marketing Manager. “We are looking forward to connecting with companies and pairing them with the right resources to achieve the best return on their organizational performance.” Powerful enough for Deloitte's needs, flexible enough for your own We are proud to partner with Deloitte to help power their analytics capabilities and continue to create a seamless customer experience for people analytics teams on a global scale. One Model, which won this past year’s HRExaminer Watchlist Award for AI Companies in HR Technology, “provides a complete set of tools for designing and building your own nuanced analytics, predictions, and applications,” proclaims John Sumser of HRExaminer. The company’s partnership with Deloitte’s Workforce Insights helps further One Model’s mission of delivering this complete set of tools to customers and highlights its commitment to doing so on a global scale. Ready to scale your people analytics program? Attending IMPACT 2019? Stop by the Deloitte Innovation Lab to speak with the One Model team, or join us in the Camelback room to listen to a live demo and ask any questions you may have. About One Model One Model, the leader in people analytics infrastructure provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team. Learn more at onemodel.co.
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3 min read
Stacia Damron
Today, at The HR Technology Conference and Exposition, HRExaminer unveiled its 2019 Watchlist - "The Most Interesting AI Vendors in HR Technology." One Model is one of thirteen companies named, narrowed down from a list of over 200 intelligence tools, only 70 of which were invited to provide a demo. One Model was featured alongside several notable vendors including Google, IBM, Workday, and Kronos. The Criteria HRExaminer, an independent analyst of HRTechnology and intelligence tools, selected two winners across five distinct categories: AI as a Platform Data Workbench Microservices Embedded AI First Suite One Model was named as one of two featured companies in HRExaminer's Data Workbench Category and commended for its management of disparate data from disparate sources - specifically the platform's robust Analytics Integration. “Each of the companies on our 2019 Watchlist is demonstrating the best example of a unique value proposition. While we are in the early stages of the next wave of technology, they individually and collectively point the way," said John Sumser, HRExaminer’s founder and Principal Analyst. "Congratulations are in order for the work that they do. The award is simply a recognition of their excellence." Sumser goes on to state, “There are two main paths to analytics literacy and working processes in today’s market. The first is templated toolkits for specific purposes that can give employers a quick start and repeatable/benchmarkable processes. One Model represents the alternative: a complete set of tools for designing and building your own nuanced analytics, predictions and applications.” One Model is currently exhibiting at The Technology Conference and Exposition in Vegas, September 11th-13th. Attendees can visit booth #851 for more information. About One Model: One Model provides a data management platform and comprehensive suite of people analytics directly from various HR technology platforms to measure all aspects of the employee lifecycle. Use our out-of-the-box integrations, metrics, analytics, and dashboards, or create your own as you need to. We provide a full platform for delivering more information, measurement, and accountability from your team.
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