Most companies use apps to run their HR operations. These apps store overlapping data in different ways.
Our Metadata Model maps out commonly used HR technology and normalizes data inputs. Regardless of your HR stack, you can visualize and run a unified set of metrics.
Operational and financial data
In addition to operational, we also use experiential and sentiment data that we collect via (automated) employee surveys.
Data fillers are types of automatically triggered micro-surveys that “fill-in” missing qualitative or employee experience information. Data fillers help you answer questions like — ”What is your quality of hire?” or "Do we hire employees at the right skillset level"?"
Employee experience and sentimentCheck out Data Filler Surveys
We also use diagnostic surveys to collect experiential and sentiment data.
Peer-reviewed and academically validated surveys help us gather data to study more complex constructs such as organizational culture, team effectiveness, employee engagement, burnout, or psychological safety.
These complementary theoretical models link intangible constructs such as organizational culture or team effectiveness with tangible business outcomes such as profit, market share, or customer service quality.
The models allow us to map your operational and experiential data onto an impact-favorability prioritization matrix.Check out Diagnostic Surveys
Once we know your business' most important goals, the platform suggests the most impactful questions to answer and what metrics you should aim to improve.
The system generates guiding principles to induce change on three levels of impact: leadership, team, and organization.
Implementing a data-driven approach in HR is an easy task when you have a partner like Orgnostic. With their straightforward, intuitive, and easy-to-use analytics platform, they enable us to put into movement tremendous amounts of data we have in our HRIS and ATS and make the most of them. Understanding direction for new HR initiatives is now a much easier task.
Orgnostic completely changed the way we approach talent management. We can finally access the data from our HR systems and use it right when we need it. Our workforce planning and process improvements are now completely data-enabled.