Ideas, evidence
and tools for
workforce decisions.
Practical guides, customer experience and interactive analyses. Start with the question your team needs to answer.
Explore the libraryRead it. Explore it. Put it to work.
Skills taxonomy, competency framework and skills matrix: how they fit together
A shared vocabulary, a definition of good performance and a view of the evidence each answer a different question.
See the evidence from another angle.
Explore competency maps, leadership perspectives and future-demand scenarios using synthetic data.
UNDP's COVID-19 mission with EVA: skills and availability for crisis response
The October 2021 case study revisited: use a conversation to understand expertise and the people available to contribute.
A path through the ideas.
Follow a method, explore an example and connect it to the work you need to do.
Agree the vocabulary, gather evidence and read the patterns before deciding where to act.
- Skills taxonomy, competency framework and skills matrix: how they fit together
- Chatbot data collection: design a campaign that produces usable evidence
- People analytics: move from a chart to a workforce decision
Find your next useful idea.
20 resources
EVA Bot and large language models: from talent engagement to workforce action
What an LLM adds to a workforce conversation, how answers stay connected to company information, and where a conversation becomes an authorised action.
EVA 8.0: skills updates, talent matching and candidate analysis
Revisit the December 2024 release: conversational skills updates, contextual matching, configurable job pages and candidate cards, with a guide to the current offering.
Conversational AI for HR: turn a question into usable evidence
Understand the different jobs a workforce conversation can do: answer, collect, clarify and start an authorised process.
Skills taxonomy, competency framework and skills matrix: how they fit together
A shared vocabulary, a definition of good performance and a view of the evidence each answer a different question.
AI candidate matching: build a shortlist people can review
Separate essential requirements, preferences and missing evidence before comparing people.
Candidate sourcing: connect the talent pool to a clearer requirement
Bring accessible candidate sources, a relevant invitation and a structured next step into one sourcing process.
Candidate screening: questions, evidence and recruiter review
Collect the answers that matter, keep uncertainty visible and give recruiters a clear handover.
Interview scheduling: availability, confirmations and exceptions
Coordinate the people, time zones and handovers behind a reliable interview appointment.
Employee conversations that lead to useful team decisions
Connect employee support, aspirations and campaign responses to a visible follow-through.
High-volume recruitment: keep the next action clear at scale
Coordinate sourcing, screening, matching and scheduling while making exceptions visible to recruiters.
Internal talent marketplaces: turn an opportunity into a feasible move
Connect opportunity discovery with employee interest, evidence, availability and source-team cover.
HR workflow automation: from a trigger to a completed action
Understand the conditions, system updates, approvals and exceptions behind a reliable automated process.
HR system connectors: keep records reliable across your existing systems
Agree record ownership, identifiers, update direction and recovery before connecting a workforce process.
UNDP's COVID-19 mission with EVA: skills and availability for crisis response
The October 2021 case study revisited: use a conversation to understand expertise and the people available to contribute.
Internal mobility with your existing HRIS: assemble the evidence before recommending moves
Connect employee records, skills and aspirations without mistaking a job title for a complete talent profile.
Contingent workforce deployment: make assignment readiness visible
Bring skills, availability, required evidence and assignment conditions into one review.
Chatbot data collection: design a campaign that produces usable evidence
Work backwards from a decision to the questions, records and follow-up your team needs.
Total workforce planning: compare demand with realistic people options
Connect business plans and manager forecasts to capability, capacity, timing and possible responses.
Responsible AI for workforce decisions: what client teams should verify
Ask practical questions about purpose, evidence, access, review and accountability before relying on an output.
People analytics: move from a chart to a workforce decision
Read the population, coverage, perspective and date before deciding what a workforce chart means.
Change the view.
Question the conclusion.
These prepared analyses use synthetic data. Explore the inputs, perspectives and scenarios behind a workforce decision.
Competency map, one cohort
Where should this team's development effort go?
Explore analysis EVA Competency Mapping · ManagedWorld Competency Map
Where is capability concentrated, and which locations need a closer look?
Explore analysis EVA Team & Leadership AnalyticsTime Effectiveness Survey
Which work changes should we test to improve how the team spends its time?
Explore analysis EVA Team & Leadership AnalyticsDevelopment Funding Analytics
Where should we protect, redirect or investigate development funding?
Explore analysis EVA Team & Leadership Analytics360 Leadership Alignment
Where do leadership perspectives differ, and what needs a calibration discussion?
Explore analysis EVA Team & Leadership AnalyticsBoutique Team Intelligence
Which retail teams need support, and what should that support address?
Explore analysis EVA Workforce PlanningManager's Future Demand
What capability will we need, when, and where might it be hard to find?
Explore analysis EVA Competency Mapping · Self-ServiceCompetency Mapping, Self-Service campaign
What did this boutique network report about its competencies, and where should we look next?
Explore analysis