The validity of the data with which we work is determined by the person who participates in our campaigns. When we launch a campaign within an organization, we provide all participating professionals with a report in which we present them a series of hypotheses of what their work situation potentially could be based on the responses to their exercise. We currently work with more than 85,000 potential feedback combinations and we always ask the person if the hypotheses we offer match their professional situation. This information is the key for us. And we approach it in binary mode: Does what we deliver fit or not? Today the algorithm already works with data validity environments in excess of 82%.

The opportunity cost is an essential indicator in our model and shows the percentage of the payroll that the organization does not optimize, in other words, the opportunity cost is the difference between what it pays and what it actually uses from this payroll. The percentage of unused payroll hides the maneuvering room that an organization could have if it were to adjust its reality to the expectations of its professionals. It is important to emphasize that we never work with individual salaries, we use the aggregate payroll, and based on it, we induce this opportunity cost.

This time frame is more dependent on the client’s needs than on the capabilities of DATHUM. For us it is an automated process that can be activated in less than one hour, but this capability has nothing to do with reality. The launch process and closing of the campaign is subject to aspects such as the definition of demographics, the communication of the exercise to staff, the time the platform is open for participation... The average time frame for the companies with which we work is two weeks.

DATHUM is a solution designed for all types of companies, and small companies are no exception. We work with a minimum sample size of 20 people. Smaller samples may compromise the confidentiality and anonymity that we guarantee.

People constitute a highly variable system in which the infinite combinations of preferences, realities and contexts create a complex scenario, to say the least. No one doubts the levels of sophistication in fields such as finance, marketing, sales and operations. Why should people be any less sophisticated? We believe that there is nothing more complex than managing people and that makes any scientific approach to the subject seem, a priori, complicated. At DATHUM we have endeavored to simplify the model so that it is within reach of any type of organization, and we have also developed a certification to capacitate and train our ecosystem in working with the data. From here, we endow people managers with a level of sophistication on a par with any other area of activity in any organization.

Firstly: DATHUM is not a survey. Traditional survey models operate as aggregators of results, and their conclusions are the result of groupings and averages of responses by block that each company defines according to its own criteria. DATHUM does not operate as an aggregator; we do not ask direct questions, we avoid any type of question that involves value judgments or opinions. DATHUM works with algorithms, while climate surveys are based on statistical models, and this difference means that in climate surveys we measure experiences while the algorithms of DATHUM facilitate the generation of predictive data that avoid large amounts of blind spots. This difference enables the action plans associated with the results to be much more precise and appropriate to the reality of the different areas of an organization.

It might seem so, but it is not. DATHUM offers a radically new and different way of understanding what kind of talent comprises the company. Data transformed into knowledge that empowers to alignand synchronize the organization’s strategy with the desires that move people. What makes us different is our [not so secret] formula: Science + euro equivalence + scalability + flexibility + immediacy + intelligence +customization + privacy + technology + cross-cultural.

Absolute peace of mind: at DATHUM we respect your privacy so much that not even our own systems are able to associate your answers and the resulting report with the hypotheses offered based on your experience in the organization. We call it Privacy by Design and it means that our software has been created specifically so that the two types of information never coexist. So, even if we wanted to, we couldn’t do it. And much less, sell your data to third parties.

This is obviously something that depends solely and exclusively on the client, but our experience tells us that, in those cases in which the client works with the results obtained, it is best to perform this exercise a couple of times per year. This way the client can determine if what it is doing is actually moving the bar. Although this is what is advisable, there are many ways of using DATHUM within an organization, as many as there are companies. You decide how you want to do it, when you want to do it and with whom you want to do it. One thing that is important to emphasizeis that DATHUM is a management system, not just another survey to find out how people are doing.

In an employment relationship, by definition, there is an asymmetry of forces that causes people to lie in a significant number of cases. These lies respond to the fear of a wide range of situations: losing your job, not being promoted, of being perceived as incompetent... This means that any traditional data collection model has an enormous amount of bias. Aware of this, at DATHUM we do not ask, we calculate. Because when you ask questions, the exposure to “the lie” is very high, while from induction and the algorithm this effect can be avoided in a very high percentage of cases.