Our many years of research and experience applying mathematical graph theory can help your organization more precisely measure and increase workforce diversity. We do this by calculating every employee's "Diversity Experience Index" (DEI) that precisely quantifies the number or amount of experience they have working with co-workers from diverse backgrounds. Our analytical results will then help you proactively bring new employees into initial contact with the most appropriate co-workers so that those new employees feel the most welcome and integrated into your organization. These actions will bring new employees up to speed faster and reduce turnover among all employees, but particularly for those with diverse or under-represented backgrounds. We can also mine your Human Resources data to find those employees who have the lowest DEI values so you can help them increase the number or amount of project interactions they have with co-workers from diverse backgrounds.
With our analysis of your workforce Human Resources records, you will optimize employee performance by tracking which employees have interacted on organizational tasks with the largest number of their co-workers. Employees who have more interactions with their co-workers have the greatest chance of working with someone who knows something they don't. These interactions move skills and knowledge through the organization, improving the performance of the entire workforce. We can tell you which of your employees has the greatest organizational task skillset AND exactly which project team of employees will contain the widest range of experiential skills. We can even help you predict future employee performance increases as a function of the co-workers they will be paired with in the future.
Our database algorithms will also calculate employee work experience, helping you create workteams that have the precise work experience for that particular project. Current Human Resources measures of work experience essentially stop at "number of years of experience" or "number of projects worked on" or "number of output units produced." While these are useful measures, they are very limiting by crediting all employees with the same value for the same years, projects, or units produced; they also treat all years, projects, and units produced the same. We scour your Human Resources work tracking systems to create enormous database tables (in many cases, many millions of records) to which we apply our network-based algorithms. Our network-based algorithms then dig deeply into your data to find out the exact number of workplace hours or interactions each employee has on each type of corporate project. The results of these database calculations will tell you in incredibly precise terms which of your employees has the most experience working on projects in, for example, the high-tech or healthcare or manufacturing industry.