Praisidio AI Analytics & Reporting for ADP Workforce Now®

They are using a HR Data lakes (all HR system data into a single environment, does not have to be structured data) approach and then wrapping a large language model around it for intelligence. Easy to use, replaces keeping all the HR Anal;ytices fresh and up to date in the brain. You cna anser those curveball C-suite questions without hours of downloading data, merging and then analyzing.

This software is a game-changer, offering unparalleled ease of use, accuracy, and support. Ease of Use: The intuitive interface of this software simplifies complex processes, allowing users to focus on analysis rather than grappling with a steep learning curve. Navigation is seamless, making it accessible for both seasoned HR professionals and newcomers alike. Accuracy and Data Quality: The software’s ability to pull and present data without errors means you can trust the insights you’re gaining. Support and Service: Whether it's troubleshooting issues or offering guidance on advanced features, the support team is responsive, knowledgeable, and dedicated. Granular Analysis: Unlike traditional tools such as Excel spreadsheets, which often provide a broad overview, this software delves into intricate details. This capability has elevated our HR team’s role from a reactive function to a strategic partner. By examining issues at a granular level, we can support our initiatives with specific, actionable data, leading to more informed decision-making. In summary, this software is a significant asset for any HR team looking to enhance their strategic capabilities. Its ease of use, data accuracy, exceptional support, and detailed analytical capabilities make it a powerful tool for transforming HR functions from tactical to strategic.

The integrations and flexibility of an implementation

The software is exceptionally user-friendly. Its intuitive dashboard ensures that even non-technical users can easily navigate and utilize its features, minimizing the need for extensive training. This software is feature-rich, offering: - Customizable Dashboards - Drill-down capabilities - Automated Reports - Real-Time Data Processing Client support is top-notch, they are always responsive and knowledgeable. This is a powerful tool for any organization.

Very light lift for implementation. Simply ask a question and get a powerul analystic anser, including predictive. 100% integratable. For smaller companies its an instant analyistics department. For larger companies it simplifies the analytics process and provides more actionable data. Use it every day.

People teams pull data out of their known system to gauge employee engagement and identify problem areas that may lead to future attrition in an organization. The Praisidio product takes data analytics further and quickly provides People teams with deeper insight into areas that may also create risks or problem areas an organization may not even be aware of. The platform can highlight previously unknown data points for People teams like the number of manager 1:1s, meeting load, the count of management and peer attrition that can impact work and collaboration. I also enjoy working with the Praisidio team. They are open to and welcome feedback from their clients. The feedback I provided in one meeting was implemented into the platform a short period later.

Praisidio provides an unmatched level of visibility into talent turnover risk. In addition, it automatically generates mitigation strategies that guide management to intervene at the right level.

Praisidio aggregates fragmented talent data and gives customers unprecedented visibility into talent risks and improvement opportunities. In addition to its diagnostic capability, the platform also provides actionable recommendations. The platform is broad, supporting numerous use cases, including employee engagement and performance, manager development, and pay-gap/bias detection to support DEI&B. It ensures that talent analytics have a tangible impact on business performance, For example, faster issue resolution resulting in higher NPS scores, or highrer productivity through on-time product launch and delivery. Moreover, with fact-based insights, Praisidio enables HR leaders to have a seat at the table with business executives and the board of directors.

In my role as an HRBP I especially valued Procaire's retention paths. Retention paths helped me identify at risk talent, and narrow down why those employees were at risk. Having clear areas that needed to be addressed, such as meeting load or number of tasks, allowed me for much more direct and meaningful conversations with managers and leaders, and I was able to create goals for them to accomplish with their directs to help retain the employees before it was too late. I regularly used the meeting load tracker to help reduce meeting burnout and help managers improve calendar management with their teams to optimize for larger blocks of maker time (time free of meetings). With my org's leadership team, we set a goal for every manager to have at least weekly one-on-one with each direct to improve connection. Procaire made it easy for me to track and present progress to the team.

When I initially learned about Procaire, I was under the impression that it was just a tool to figure out who was at risk for leaving the company. I quickly figured out it does so much more than that. It's a tool that helps leaders analyze employee engagement, burnout, Diversity Inclusion & Belonging, Maker time, and so much more. I don't think I've figured out how much it can do. It easily links with Outlook Calendar, Workday, Jira, Github so it can gather the meta-data. It then uses its AI to analyze the workforce. Some might be concerned about a data privacy issue, but since it only looks at meta-data, our employee's PII is protected. Our security team was comfortable with the data and privacy protections the Procaire team had put in place. And we log in through Okta - our SSO. My first "ah-ha" moment came when they were doing a demo of our data and showed that one of our employees who had recently left the company actually had a big impact on others. We didn't even realize it - he was a lower level, shorter-term employee, and we didn't think anything of it. When others from his dept started to leave, we had no idea that one reason may have been because this employee had left a month or two earlier. He was in many different projects, working across the organization, and had built up a small network around him. Had we known this, we may have been able to intervene before he considered leaving. During Covid, many of our employees suffered from burnout, and there were several complaints about having too many meetings. They didn't have time to get their work done. We now have the data to determine "maker time" and the number of hours people spend in meetings on a given day or week. We are now using this to help managers be more thoughtful on who should be in meetings. We need to do a better job at allowing employees to have the time to get stuff done. We are just at the beginning stages with Procaire, and I see some big potential. We are populating a library of tasks/activities to help managers reengage employees based on issues flagged by Procaire. We also loaded our training information and our talent review information into the system to help us get a wider view of risk and engagement in the company.