Employee Tracking

The wearable of Hymanyze can be integrated in the name badges of employees. The devices are capable of capturing face-to-face interactions to detect social dynamics in the workplace. It records  social signals from speech like the tone of voice they use when communicating and body movement. It also measures the proximity and location of the employees.

VoloMetrix analyzes employees’ meetings and correspondence to determine time spending.

What else can we find out with organizational diagnostics and people analytics products?
For example best practices for on-boarding of new colleagues:

50% of workforce joined this 200 people company within the last 6 months. 14 of them succeeded https://t.co/ye9TlIzfP0 pic.twitter.com/5Ec9bs24Py

— Innovisor (@InnovisorInc) 21. September 2017

Designing the induction process for a new starter. Some additional considerations in a social age https://t.co/Vs1NYiyjhs V @JeppeHansgaard pic.twitter.com/XHSIZV2lyD

— Helen Bevan (@helenbevan) 20. August 2017

A and B has an equal number of connections. Six.

Probably the answer is employee A, because it is not important to have a large number of direct and indirect connections but the quality of the edges. Number of connections means not success or do you believe that? Human relationship must be strong to be reliable. So we need advanced analytics that doesn't count the number of contacts but the quality of the edges. Even a single person can have big impact on a big organization.
Such networks are dynamical. Strong support in a relation depends on topic. My network is changing frequently because of new projects/tasks/opinions, lifelong learning, moving, organizational changes and my curiosity.

Everyone is unique. Let's start a vote to solve this. Are relationships in an organization sticky or do they change dynamically?

— Ingo (@Runnibal) 2. Oktober 2017

The observed female employee in the study of A. Kleinbaum and T. Stuart retains 89% of her January contacts & acquires 40 unique new contacts. This makes a big change in her network. The Quality of edges are still unclear.

faculty.haas.berkeley.edu - A. Kleinbaum and T. Stuart: Network Responsiveness: The Social Structural Microfoundations of Dynamic Capabilities

If employees networks are tired to acquire new contacts organization change may help. Bring people in new projects, positions, work groups, different departments, roles etc.

This graphic has had a more "marmite" reaction than almost anything else I've retweeted! Fits with my understanding of the evidence though pic.twitter.com/S7M7cENWCv

— Helen Bevan (@helenbevan) 20. September 2017

"Effective organizations are communities of engaged human beings, not collections of passive human resources... Anyone can come up with a great idea for change."
mintzberg.org - Transformation from the top? How about engagement on the ground?

See also:
10kmlauf.blogspot.com - Connected-Consumer -> Transparent-Person -> Advanced analytics 
twitter.com - 60 ways to build community