Talent Density Data and Configuration Requirements
List of analytic objects, metrics, and concepts required to populate the Talent Density Vee Board with data.
Each section in this topic corresponds to a specific row in the Vee Board and outlines the analytic objects, metrics, and concepts required to populate the charts within that row with data.
Group Bys
The visuals group data by the following dimensions and properties.
Dimensions/Properties
- Supervisory Hierarchy
- First Name
- Last Name
Talent Density
How are we deploying our high performers?
Visual 1: Overall Talent Density
Analytic objects
- Employee
Metrics
- Headcount Ratio
Concepts
- Current Employee
- High Performer
Visual 2: Change in Talent Density (YoY)
Analytic objects
- Employee
Metrics
- Headcount Ratio
Concepts
- Current Employee
- High Performer
Manager Talent Density
How are we deploying our high performing managers?
Visual 1: Manager Talent Density
Analytic objects
- Employee
Metrics
- Headcount Ratio
Concepts
- Current Employee
- Manager
- High Performer
Visual 2: Change in Manager Talent Density (YoY)
Analytic objects
- Employee
Metrics
- Headcount Ratio
Concepts
- Current Employee
- Manager
- High Performer
Change in High Performers
Where are high performers joining and leaving from?
Visual 1: Predicted High Performer Resignation
Analytic objects
- Employee
- Predicted Risk of Resignation Scores (Multi-value property)
Metrics
- Predicted Resignation Rate
- Headcount
- Predicted Resignation Count
Concepts
- Current Employee
- High Performer
Visual 2: Resignation Rate - High Performers versus Non-High Performers
Analytic objects
- Employee
- Employee Exit
Metrics
- Resignation Rate
- Average Headcount
- Resignation Count
Concepts
- Current Employee
- High Performer
- Non-High Performer
- Employee Exit Model > Resignation
Visual 3: High Performer Starts and Exits
Analytic objects
- Employee
- Employee Exit
Metrics
- Headcount
- Employee Exit Count
Concepts
- Current Employee
- High Performer
- First Year
High Performer Motivation
Are we incentivizing high performance?
Visual 1: High Performer Pay Differentiation
Analytic objects
- Employee
Metrics
- Performance Based Compensation Differential
- High Performer Direct Compensation
Non High Performer Direct Compensation
Concepts
- Current Employee
- High Performer
- Non-High Performer
- Total Cost of Workforce
- Annual Direct Compensation (Perspectives > Budgeted > Properties > Annual Amount > Employee.Total_Cost_of_Workforce.Annual_Amount.Direct_Compensation)
Visual 2: High versus Non-High Performer Promotions Comparison
Analytic objects
- Internal Placements
Metrics
- Promotion Events Ratio
- Promotion Events Count with Attribute
- Promotion Events Count
Concepts
- Promotion
- High Performer
- Non-High Performer
Visual 3: Manager High Performer Pay Differentiation
Analytic objects
- Employee
Metrics
- Performance Based Compensation Differential
- High Performer Direct Compensation
- Non High Performer Direct Compensation
Concepts
- Current Employee
- High Performer
- Non-High Performer
- Manager
- Total Cost of Workforce
- Annual Direct Compensation (Perspectives > Budgeted > Properties > Annual Amount > Employee.Total_Cost_of_Workforce.Annual_Amount.Direct_Compensation)
Visual 4: High versus Non-High Performing Manager Promotions Comparison
Analytic objects
- Internal Placements
Metrics
- Promotion Events Ratio
- Promotion Events Count with Attribute
- Promotion Events Count
Concepts
- Promotion
- High Performer
- Non-High Performer
- Manager
High Performer Risk
Are there instances in your organization where high performing employees report to low performing managers?
Visual 1: High Performers Reporting to Low Performing Managers
Analytic objects
- Employee
Metrics
- Headcount with Attribute
Concepts
- Current Employee
- High Performer
- Low Performer
Visual 2: Change in High Performers Reporting to Low Performing Managers (YoY)
Analytic objects
- Employee
Metrics
- Headcount with Attribute
Concepts
- Current Employee
- High Performer
- Low Performer