ROSELAND, N.J., Oct. 2, 2019 /PRNewswire/ -- In a constantly
evolving, fast-paced world of work, data-driven insights can mean
the difference between surviving and
thriving. ADP®, today announced enhancements
to its workforce analytics platform, ADP DataCloud, that include an
improved user experience and technological advancements that
simplify business management with the goal of eliminating barriers
through enhanced artificial intelligence (AI)
capabilities.
In an increasingly competitive labor market, companies of all
sizes need to be nimble and informed to target, attract and retain
talent with the skills necessary for long-term employment. Through
machine learning, ADP DataCloud leverages ADP's unmatched workforce
data from over 30 million employees to deliver actionable insights
that can help executives make real-time decisions to better manage
their businesses.
"Due in part to the inaccessibility and mistrust of their data
many companies are "flying blind" in terms of accessing and
understanding vital data about their own workforce. This is a
major pain point we often hear because it serves as a barrier for
organizations to get the intelligence necessary from their data to
design a more effective workplace," said Jack Berkowitz, senior vice president of product
development at ADP. "We evolved ADP DataCloud in an effort to
help solve for that challenge and allow business leaders and HR
managers to make more informed and efficient decisions that
directly impact the bottom line."
ADP leverages insights from its immense pool of workforce data
to design products that allow business leaders to make actionable
decisions by eliminating the need for the manual analysis of a
company's data. Previous enhancements such as Executive and
Manager Insights (EMI) have helped clients seamlessly measure,
compare and apply insights uncovered from ADP workforce data to
identify specific issues including unnecessary overtime costs and
productivity gaps, enabling them to take action within the flow of
work. With AI-enhanced capabilities, ADP DataCloud can continue
building upon its success and help leaders proactively address
issues before they become larger problems.
"The day of data-driven talent recommendations has arrived,"
said Josh Bersin, global industry
analyst. "ADP's enormous access to workforce data, coupled with
safe and ethical AI to identify patterns, can help companies
rapidly improve hiring, pay, and management decisions."
A new feature allows for more intelligent hiring through the use
of more relevant job-matching. ADP DataCloud improves a hiring
manager's chances of identifying and onboarding the right
candidates using an improved job-matching solution that extends to
over 27 unique industry models and deepens job understanding down
to the skill level. Designed for hiring managers and HR
departments, this solution offers managers the ability to pull
relevant and required skill sets for a job posting from previous
hires in ADP's vast aggregated and anonymized employee data set,
helping organizations deliver more effective and accurate job
postings based on those necessary skills, resulting in better
candidates and hires.
Features and benefits soon to be available:
- Data Mashup: Data Mashup gives the
ability to import business data into ADP DataCloud, such as
operational budgets or sales results, and directly overlay that
data onto existing HCM metrics to create automatic hybrid metric
calculations and data visualizations. Additionally, the
feature includes the ability to export metrics to multiple leading
business intelligence systems via connectors to facilitate
additional downstream analyses and dashboards.
- Storyboard Experience: The Storyboard
experience is a complete re-imagining of the workforce analytics
experience by providing a focused narrative about pressing human
resources business challenges, such as the aging workforce or
high-performer retention. Storyboards combine machine
learning and predictive analytics along with in-line expert advice
based on ADP's extensive experience in human resources to guide HR
practitioners and operational managers to solve problems.
- Model-Based Benchmarks: ADP already provides
award-winning HR and compensation benchmarks from one of the
deepest and broadest data sets in the industry, including more than
30 million employee records. In this new capability, ADP
extends these observed benchmarks to give a view of compensation
for up to 150 million working people, driven by a set of deep
learning models that extract patterns and knowledge from millions
of payroll records and job profiles to provide the most accurate
information that reflects the reality of the position being
shown.
- Embedded Insights Detection: Embedded insights in
workforce management help leaders make better HR decisions. With
anomaly detection, managers are detecting new patterns of behavior
which can easily identify tardy or absentee employees based on
specific trends of the workforce management platform.
Breaking down the results according to the worker status
(e.g. full-time, part-time, contractor) and then comparing them to
the rest of the organization. With these embedded analytics built
into the ADP workforce management platform, managers can now
identify factors that put the organization at risk and take
appropriate action.
To learn more about ADP DataCloud, visit www.adp.com.
About ADP (NASDAQ – ADP)
Designing better ways to work
through cutting-edge products, premium services and exceptional
experiences that enable people to reach their full potential.
HR, Talent, Time Management, Benefits and Payroll. Informed
by data and designed for people. Learn more at ADP.com
Safe Harbor Statement
This document and other written or oral statements made from
time to time by ADP may contain "forward-looking statements" within
the meaning of the Private Securities Litigation Reform Act of
1995. Statements that are not historical in nature and which may be
identified by the use of words like "expects," "assumes,"
"projects," "anticipates," "estimates," "we believe," "could" "is
designed to" and other words of similar meaning, are forward
looking statements. These statements are based on management's
expectations and assumptions and depend upon or refer to future
events or conditions and are subject to risks and uncertainties
that may cause actual results to differ materially from those
expressed. Factors that could cause actual results to differ
materially from those contemplated by the forward-looking
statements or that could contribute to such difference include:
ADP's success in obtaining, and retaining, clients, and selling
additional services to clients; the pricing of products and
services; the success of our new solutions; compliance with
existing or new legislation or regulations; changes in, or
interpretations of, existing legislation or regulations; overall
market, political and economic conditions, including interest rate
and foreign currency trends; competitive conditions; our ability to
maintain our current credit ratings and the impact on our funding
costs and profitability; security or cyber breaches, fraudulent
acts, and system interruptions and failures; employment and wage
levels; changes in technology; availability of skilled technical
associates; the impact of new acquisitions and divestitures; and
the adequacy, effectiveness and success of our business
transformation initiatives. ADP disclaims any obligation to update
any forward-looking statements, whether as a result of new
information, future events or otherwise, except as required by law.
These risks and uncertainties, along with the risk factors
discussed under "Item 1A. Risk Factors" of our most recent Annual
Report on Form 10-K, and in other written or oral statements made
from time to time by ADP, should be considered in evaluating any
forward-looking statements contained herein.
ADP, the ADP logo, and Always Designing for People are
trademarks of ADP, LLC.
Copyright © 2019 ADP, LLC. All rights reserved.
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