Purpose

The new Talent Management Usage Summary gives you a high level overview of all key talent management usage metrics in one place. Easily track employee engagement, internal mobility, talent development and organizational health enabling you the customers to make informed decisions h. With this dashboard, you’ll have the insights you need to build a thriving and successful team.

Audience

Talent Management Leaders, HRBP

Introduction

While focusing on the high level metrics, providing the users with a summarized view of key talent management usage metrics, the dashboard is also highly performant

• 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 Usage Summary (3.0) Dashboard → Update

To manage dashboard access, a specific permission called ‘perm_manage_tm_usage_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

TM Usage Summary dashboard has 4 key sections

• Improve Employee Engagement
  
• Improve Internal Mobility
  
• Improve Talent Development
  
• Improve Organizational Health

Improve Employee Engagement

Improve Employee Engagement section of the dashboard gives the users an overview of platform adoption, employee profile completeness and Networking and engagement

Platform Adoption

The platform adoption section gives the users the key metrics around employee onboarding and platform usage. The metrics in this section are as follows:

• Current employees
  Total number of current employees. [Date filters are not applicable.]
  
• % Current employees onboarded on Career Hub
  Percentage of current employees who have been onboarded to Career Hub. [Date filters are not applicable.]
  
• Monthly onboarded users
  Number of current employees who have been onboarded to Career Hub. [Date filters are not applicable.]
  
• Monthly active users
  Number of employees that have used Career Hub in the selected date range.
  
• % Current employees with profile activation
  Percentage of current employees with activated profiles. [Date filters are not applicable.]
  
• % Current employees onboarded on Career Hub
  Number of current employees who have been onboarded to Career Hub. [Date filters are not applicable.]
  
• % Current employees with rich profile
  Percentage of current employees with rich profiles. [Date filters are not applicable.]
  
• % Current employees with career interests
  Percentage of current employees who have expressed or indicated career interest within the organization. [Date filters are not applicable.]
  

Profile Completeness

The profile completeness section gives the users key metrics around the richness of employee profiles - key profile sections completion, skill / career interests, etc. The metrics in this section are as follows:

• % Profile completion
  The average profile completion of current employees. [Date filters are not applicable.]
  
• Profile completion
  At a user level it is calculated by assessing the completion of key profile sections: Resume Upload, Work Experience, Education, Skills, and Interests (formerly known as Goals).
  
• Employees with skill interest
  Among all currently onboarded employees, the percentage who have indicated their skill interests in Career Hub. [Date filters are not applicable.]
  
• Career interest of current employees
  Top career interest among the employees of the organization. [Date filters are not applicable.]
  
• % Employees with role skills self assessed
  Among all currently onboarded employees, the percentage who have self-rated their role-related skills. [Date filters are not applicable.]
  
• % Employees with role skills manager assessed
  Among all current onboarded employees, the % of who have their managers rated their role skills. [Date filters are not applicable.]

Networking and engagement

The networking and Engagement section gives the users key metrics around how the users are interacting with each other using the networking feature.The metrics in this section are as follows

• % Employee using networking
  The percentage of employees who used networking features as a proportion of employees who used Career Hub in the selected date range.
  
• Employees using profile search
  Percentage of employees who accessed the 'People Page' feature within the Career Hub platform by performing profile searches.
  
• % Employees as mentees
  Percentage of current employees who are mentees. [Date filters are not applicable.]
  
• % Employee as mentors
  Percentage of current employees who are available for mentorship. [Date filters are not applicable.]

Employee Engagement Deep Dive

This section goes slightly deeper into key metrics that are already mentioned above, giving you the breakdown by business unit / LOB / location (country) as needed.

• % Current employees onboarded on Career Hub
  Percentage of current employees who have been onboarded to Career Hub. [Date filters are not applicable.]
  
• % Employee using networking
  The percentage of employees who used networking features as a proportion of employees who used Career Hub in the selected date range.
  
• % Employees using job marketplace
  The percentage of employees who accessed jobs marketplace as a proportion of employees who used Career Hub in the selected date range.
  
• % Employees using career navigator
  Percentage of employees who accessed career navigator as a proportion of employees who used Career Hub in the selected date range.

Improve Internal Mobility

Improve Internal Mobility section of the dashboard gives the users an overview of how the users are using the platform to explore roles internally within the organization

Overview

• Internal hires
  Number of hires who are internal employees. If the same person has been hired twice in the selected date range, it is still counted as one hire. [Employees filters are not applicable.]
  
• % Internal hires
  Percentage internal hires among all hires, equals # internal hires / # hires. [Employees filters are not applicable.]
  
• Internal applications
  Number of applications submitted by internal employees. If the same person has submitted 2 applications, it is counted as 2. [Employees filters are not applicable.]
  
• % Internal applications
  Percentage internal application among all applications, equals # internal applications/ # applications. [Employees filters are not applicable.]

Job Marketplace

• % Employees using job marketplace
  The percentage of employees who accessed jobs marketplace as a proportion of employees who used Career Hub in the selected date range.
  
• Job views
  Number of instances where employees have viewed job positions within the job marketplace.
  
• # applications start
  Total number of instances when visitors start the application process within the specified date range.
  
• # applications submit
  Total number of instances when an application is successfully submitted on the career site within the specified date range.

Career Navigator

• % Employees using career navigator
  Percentage of employees who accessed career navigator as a proportion of employees who used Career Hub in the selected date range.
  
• % Employees viewed suggested roles
  Percentage of employees who viewed suggested roles as a proportion of employees who used Career Hub in the selected date range.

Internal mobility deep dive

This section goes slightly deeper into key metrics that are already mentioned above, giving you the breakdown by business unit / LOB / location (country) as needed.

• % Internal hires
  Percentage internal hires among all hires, equals # internal hires / # hires. [Employee filters are not applicable.]
  
• % Internal applications
  Percentage internal application among all applications, equals # internal applications/ # applications. [Employee filters are not applicable.]

Improve Talent Development

Improve talent development section of the dashboard gives the users an overview of how the users are using the platform to upskill themselves through projects, courses and development plans. The metrics in this section are as follows

• % Total employees upskilling
  Percentage of current employees upskilling via development plans, courses, or projects. [Date filters are not applicable.]
  
• % Employees doing projects
  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.]
  
• % Employees taking courses
  The percentage of current employees enrolled in courses for upskilling. [Date filters are not applicable.]
  
• % Employees with development plan
  Percentage of current employees having a development plan. [Date filters are not applicable.]
  
• Top skills gained via projects
  Top 10 skills gained by employees through projects. [Date filters are not applicable.]
  
• Project invitations sent
  Total number of invitations sent for projects. [Date filters are not applicable.]
  
• Project applications
  Total number of project applications submitted. [Date filters are not applicable.]
  
• Project participations
  Total number of project applications accepted. [Date filters are not applicable.]
  
• Top skills gained via courses
  Top 10 skills gained by employees through courses. [Date filters are not applicable.]
  
• Course completion
  Number of unique course completions. (A single user can complete multiple courses.). [Date filters are not applicable.]
  
• Course enrollment
  Number of unique course enrollments. (A single user can enroll in multiple courses.). [Date filters are not applicable.]
  
• Top skills gained
  Top 10 skills gained by employees through development plans.. [Date filters are not applicable.]
  
• Development plan start
  Total number of development plans started. [Date filters are not applicable.]
  
• Development plan completion
  Total number of development plans completion. [Date filters are not applicable.]

Improve Organizational Health

Improve organizational health section of the dashboard gives the users an overview of how the users are using the succession planning feature and how the pipeline health looks like fo the succession plans. The metrics in this section are as follows

• Retention risk
  Number of current employees based on their current retention risk levels (High, Medium, Low). [Date filters are not applicable.]
  
• % Critical positions with succession plan
  Percentage of critical positions that have a succession plan assigned. [Date filters are not applicable.]
  
• Critical roles
  Total number of critical roles. [Date filters are not applicable.]
  
• Critical roles with successors
  Number of critical positions that have at least one successor. [Date filters are not applicable.]
  
• Critical roles with ready successors
  Number of critical positions with successors in ready state. [Date filters are not applicable.]
  
• Employees using succession plan
  Number of employees who accessed succession plan in the selected date range.
  
• Team planning
  The number of instances the team planning page was accessed in the selected date range.
  
• Critical profile
  The number of instances a profile criticality tag has been added.
  
• Create Succession plans
  The number of instances where succession plans are created.
  
• View succession plans
  The number of instances where succession plans are viewed.
  
• Edit succession plans
  The number of instances where succession plans are edited.
  
• No. of pipelines
  The total count of pipelines with successors who are prepared to step in now, soon or later. [Date filters are not applicable.]
  
• % Employees on more than 3 pipeline
  Percentage of employees qualified for more than three pipelines. [Date filters are not applicable.]
  
• % Employees with no path forward
  Percentage of employees with no pipelines. [Date filters are not applicable.]
  
• % Pipeline with female successors
  Percentage of pipelines that have successors 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.]
  
• % Pipeline with URM successors
  Percentage of pipelines that have successors 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'). [Date filters are not applicable.]