Purpose

The TM Outcomes Summary provides a single, easy-to-understand view of important metrics that show how well your company is doing when it comes to retaining and developing employees. This dashboard helps you make smart, data-driven decisions to improve your overall talent management strategy, leading to a more engaged and productive workforce.

Audience

TM Leaders, HRBP

Introduction

The dashboard is both highly efficient and effective, as it presents users with a concise overview of key talent management results, while prioritizing high-level metrics.

• The datasets used for the dashboard are aggregated for optimal performance.
  
• We've set up the datasets for your dashboards in SPICE (import mode) to ensure swift loading. Data is refreshed every 24 hours.

Provisioning and Permissions

The dashboard can be accessed via Admin Console through the following path:
Admin console → Analytics → Provision Dashboards → Actions (Against the TM Outcomes Summary (3.0) Dashboard → Update

To manage dashboard access, a specific permission called ‘perm_manage_tm_outcomes_summary_dashboard’ has been set up. Only users who have this permission linked to their role will be able to see the dashboard on the insights home page. If a user needs access, they can reach out to the admin to request the required permission to be assigned against their role.

Dashboard Features

There are 5 key sections on the dashboard

Overview

The metrics in ‌each of the sections are as follows:

1. Retention

   • The percentage of employees who remain employed within the organization over a specified period. This is calculated as (# employees at the beginning of selected time frame - # employees at the end of selected time frame) / # employees at the beginning of the selected time frame.
     

2. Employees with career interest

   • Percentage of current employees who have expressed or indicated career interest within the organization. [Date filters are not applicable.]
     

3. Current employees onboarded to Career Hub

   • Percentage of current employees who have been onboarded to Career Hub. [Date filters are not applicable.]
     

4. Employees making referrals

   • Percentage of employees who made referrals as a proportion of those using the Career Hub (within the selected date range).
     

5. Cost saved by internal recruiting

   • # of internal hires * estimated cost per hire. Default 'cost per hire' is set to $4000. [Employee filters are not applicable.]
     

6. Internal hires

   • Percentage of internal hires among all hires in the selected period of time, equals # internal hires / # hires. [Employee filters are not applicable.]
     

7. Hires and Separation trends

   • Employee joining: Number of employees joining the organization in the given month
     
   • Employee separations: The number of employees who left the organization in a given month, whether through resignation, termination, retirement, or other means.
     
   • Headcount: The total number of employees in the organization at the end of each month.
     

8. Workforce size across locations

   • Headcount: Total number of current employees. [Date filters are not applicable.]

Employee Engagement

1. People Engagement
   
   • Employees using networking
     The percentage of employees who used networking features as a proportion of employees who used Career Hub in the selected date range.
     
     • % Employee as mentors
       Percentage of current employees who are available for mentorship. [Date filters are not applicable.]
       
   • % Employees as mentees
     Percentage of current employees who are mentees. [Date filters are not applicable.]
     
2. Platform Engagement
   
   • % Employees making referrals
     Percentage of employees who made referrals as a proportion of those using the Career Hub (within the selected date range).
     
   • Employees using Career Hub
     Number of employees who used Career Hub in the selected date range.
     

### Internal Mobility

1. Internal hires
   
   • Percentage internal hires among all hires in the selected period of time, equals # internal hires / # hires. [Employee filters are not applicable.]
     
2. % Female internal hires
   
   • Percentage of internal hires who are female as a proportion of total internal hires. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided. [Employees filters are not applicable.]
     
3. % URM internal hires
   
   • Percentage of internal hires who are from the Under Represented Minorities (URM) as a proportion of total internal hires. This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. Here are the races categorized as URM: ('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander'). [Employees filters are not applicable.]
     
4. Average tenure of progressing employees
   
   • Average tenure (in years) of employees who have had at least one role change within the organization. [Date filters are not applicable.]
     
5. Average tenure of stagnant employees
   
   • Average tenure (in years) of employees who have had no role changes within the organization. [Date filters are not applicable.]
     
6. Internal job views
   
   • Number of instances where employees have viewed job positions within the job marketplace.
     
7. # application starts
   
   • Total number of instances when visitors start the application process within the specified date range.
     
8. # application submits
   
   • Total number of instances when an application is successfully submitted on the career site within the specified date range.
     
9. Employees searching internally
   
   • Percentage of employees who are actively searching for internal job opportunities in internal jobs marketplace as a proportion of employees using Career Hub in the selected date range
     

Talent Development

1. % Total employees upskilling
   
   • Percentage of current employees upskilling via development plans, courses, or projects. [Date filters are not applicable.]
     
2. Top skills of employees
   
   • Top 10 skills of employees as on date. [Date filters are not applicable.]
     
3. Current employees with development plans
   
   • Percentage of current employees having a development plan. [Date filters are not applicable.]
     
4. % Current onboarded employees engaged in structured learning
   
   • The percentage of current employees enrolled in courses for upskilling. [Date filters are not applicable.]
     
5. % Current onboarded employees engaged in experiential learning
   
   • Percentage of current employees who have participated in at least one project on project marketplace (project may not be completed yet). [Date filters are not applicable.]
     
6. Top skills gained via development plans
   
   • Top 10 skills gained by employees through development plans. [Date filters are not applicable.]
     
7. Top skills gained via projects
   
   • Top 10 skills gained by employees through projects. [Date filters are not applicable.]
     
8. Top skills gained via courses
   
   • Top 10 skills gained by employees through courses. [Date filters are not applicable.]

Organizational Health

1.** % Attrition** : Employee attrition rate refers to the rate at which employees leave a company in the selected time frame. It is calculated by dividing the number of employees who have left the company by the average number of employees during the same period. This includes regrettable and non-regretable attritions.
2. % Leadership attrition :Attrition rate among employees in leadership.
3. % Female attrition : Attrition rate among employees who are female. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided.
4. % URM attrition: Attrition rate among employees who are from the Under Represented Minorities (URM). This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. Here are the races categorized as URM: ('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander').
5. % Critical positions with succession plan: Percentage of critical positions that have a succession plan assigned. [Date filters are not applicable.]
6. Retention risk : Number of current employees based on their current retention risk levels (High, Medium, Low).[Date filters are not applicable.]
7. % Female employees
* Percentage of employees who are female. This is based on Eightfold AI-inferred gender, prioritizing the candidate's self-declared gender when provided. [Date filters are not applicable.]
8. % URM employees
* Percentage of employees who are from the Under Represented Minorities (URM). This is based on Eightfold AI-inferred race, prioritizing the candidate's self-declared race when provided. [Date filters are not applicable.] Here are the races categorized as URM (under represented minorities): ('american indian or alaskan native','black', 'hispanic','two or more races','native hawaiian or pacific islander')

Glossary

The dashboard has a glossary section with detailed definition of each metric