MicroStrategy Human Resources Analysis Module Reference

Transcription

Human Resources Analysis
Module Reference
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CONTENTS
Book Overview and
Additional Resources
Description of this guide............................................................ xi
About the Analytics Modules ........................................................ xii
About this book ............................................................................ xiii
Additional formats .................................................................. xiv
How to find business scenarios and examples ...................... xiv
Prerequisites .......................................................................... xiv
Who should use this guide......................................................xv
Resources.....................................................................................xv
Documentation........................................................................xv
Education ............................................................................. xxiv
Consulting ............................................................................ xxiv
International support ............................................................ xxiv
Technical Support ................................................................. xxv
Feedback .................................................................................... xxx
1. Introduction to the
Human Resources
Analysis Module
Introduction.................................................................................. 1
Business questions that HRAM reports can answer...................... 2
Business analysis areas for HRAM reports ............................. 3
HRAM report features.................................................................... 5
Introduction to reports, dashboards, and documents .................... 7
Accessing reports .................................................................... 8
About scorecards and dashboards .......................................... 8
About Report Services documents ........................................ 10
About definitions for objects on reports ....................................... 11
About the structure of HRAM’s business logic............................. 11
Business concepts and measurements ................................. 12
© 2013 MicroStrategy, Inc.
v
Contents
Human Resources Analysis Module Reference
Relationships among business concepts............................... 12
Porting an analytics module to your data source ................... 12
Introduction to HRAM’s physical data storage............................. 13
2. HRAM Scorecards and Introduction................................................................................ 15
Dashboards
Scorecards and dashboards........................................................ 16
Attrition Scorecard ................................................................. 16
Compensation Scorecard ...................................................... 17
HR Director Dashboard.......................................................... 19
HR Performance Management Dashboard............................ 20
HR Summary Scorecard ........................................................ 22
Human Resources Analysis Dashboard ................................ 24
Recruitment Scorecard .......................................................... 25
HR Summary Dashboard....................................................... 27
3. Workforce Analysis
Introduction................................................................................ 31
Workforce analysis area .............................................................. 31
Headcounts and Trends reports .................................................. 32
Distribution by Department - Monthly Trend .......................... 33
Division Distribution - Yearly Trend........................................ 34
Employee Distribution by Department and Region ................ 35
Employee Distribution by Identity Groups - Yearly Trend ...... 36
Employee Distribution by Tenure and Division ...................... 37
Employee Distribution by Tenure and Region ....................... 38
Headcount - Monthly Trend ................................................... 39
Region Distribution - Yearly Trend......................................... 40
Workforce Tenure - Monthly Trend ........................................ 41
Contractor reports........................................................................ 42
Contract Expiration Alert ........................................................ 43
Contractor Cost Analysis ....................................................... 43
Contractors by Region and Division....................................... 44
Transfer reports ........................................................................... 45
Transfer Analysis - Monthly Trend ......................................... 46
Transfers to Employee Base - Monthly Trends...................... 46
Transfer Distribution by Department ...................................... 48
Transfer Distribution by Location ........................................... 48
Employee Flow by Department - Monthly Trend.................... 49
Employee Flow by Location - Monthly Trend......................... 50
Overall Employee Flow by Department ................................. 51
Overall Employee Flow by Location....................................... 52
vi
Contents
Employee Transfer History by Department............................ 53
Employee Transfer History by Location ................................. 54
Employee Profile Analysis reports ............................................... 55
Employee Profile by Department - Monthly Trend ................. 55
Employee Profile by Region - Monthly Trend ........................ 56
Employee Profile by Tenure................................................... 57
Employee Profile Distribution................................................. 58
Employee Birthday Alert ........................................................ 59
Employee Anniversary Alert................................................... 60
4. Compensation
Analysis
Introduction................................................................................ 63
Compensation analysis area ....................................................... 63
Compensation reports ................................................................. 65
Compensation Distribution by Division .................................. 65
Compensation Distribution by Region.................................... 66
Compensation Items - Yearly Trend ...................................... 67
Salary and Bonus Distribution by Department ....................... 67
Salary and Bonus Distribution by Location ............................ 69
Salary by Employee Level ..................................................... 70
Alert - Individual Salaries above Industry Range ................... 71
Alert - Individual Salaries below Industry Range ................... 71
Compensation Distribution by Employee Profile - Yearly 
Trend ..................................................................................... 72
Average Paid Salary to Industry Mode - Yearly Trend........... 73
Top Performers' Salary to Industry Mode .............................. 74
Overtime reports .......................................................................... 75
Overtime Analysis - Monthly Trend........................................ 76
Overtime Cost Analysis.......................................................... 77
Overtime Cost - Monthly Trend.............................................. 77
Jobs with Highest Overtime ................................................... 78
Planning reports........................................................................... 79
Planned to Actual Difference and Variance - Quarterly 
Trend ..................................................................................... 80
Planned Headcount and Compensation to Actual - 
Quarterly Trend...................................................................... 80
Planned Headcount and Compensation by Department........ 81
Planned Headcount and Compensation by Region ............... 82
5. Benefit Analysis
Introduction................................................................................ 85
Benefit analysis area ................................................................... 85
vii
Contents
Benefit reports ............................................................................. 86
Benefit Usage and Costs - Quarterly Trend........................... 86
Most Used Benefits by Number of Participants ..................... 87
Benefit Usage by Employee Profile ....................................... 88
Time Off Overview by Department......................................... 88
6. Attrition Analysis
Introduction................................................................................ 91
Attrition analysis area .................................................................. 91
Attrition reports ............................................................................ 92
Employee Attrition - Monthly Trend........................................ 92
Departed Employees by Position Status - Monthly Trend ..... 93
Departures by Division - Monthly Trend................................. 94
Departures by Region - Monthly Trend.................................. 95
Reasons for Departure .......................................................... 96
Alert: Upcoming Departures................................................... 97
Attrition by Recruiting Source ................................................ 98
Departed Employees - Department Transfer Analysis........... 99
Departed Employees - Location Transfer Analysis................ 99
7. Recruitment Analysis
Introduction.............................................................................. 101
Recruitment analysis area ......................................................... 101
Recruitment reports ................................................................... 102
Hiring Rate - Monthly Trend................................................. 102
New Hires by Division - Monthly Trend................................ 103
New Hires by Region - Monthly Trend ................................. 104
New Hires by Position Status - Monthly Trend .................... 105
Recent Hires ........................................................................ 106
Hires by Recruiting Sources ................................................ 107
Hiring Process reports ............................................................... 108
Vacant Positions .................................................................. 108
Recruiting Pipeline ............................................................... 109
Position Open Days ............................................................. 110
Positions Opened and Closed Through Transfers............... 111
8. Workforce
Development and
Productivity Analysis
viii
Introduction.............................................................................. 113
Workforce Development and Productivity analysis area ........... 113
Employee Qualification reports.................................................. 114
Employee Qualification by Division and Region .................. 114
Employees by Qualification Type......................................... 115
Contents
Qualifications by Department and Location ......................... 116
Employee Performance reports ................................................. 117
Employee Performance Appraisal ....................................... 117
Performance by Department - Yearly Trend ........................ 118
Low Performing Employee Salaries to Industry Mode
Comparison ......................................................................... 119
Employee Satisfaction reports ................................................... 120
Employee Satisfaction - Survey Results .............................. 120
Employee Satisfaction - Yearly Trend.................................. 121
A. Definitions for Objects Introduction.............................................................................. 123
on Reports: Object
Metrics glossary......................................................................... 123
Glossaries
Employee metrics ................................................................ 124
Compensation metrics ......................................................... 127
Benefit and Time Off metrics ............................................... 130
Transfers metrics ................................................................. 131
Qualifications, Performance, and Satisfaction metrics......... 131
Position metrics ................................................................... 132
Dates metrics ....................................................................... 133
Filters glossary........................................................................... 134
Employee filters ................................................................... 134
Compensation and Benefit filters ......................................... 137
Position filters ...................................................................... 137
Time filters ........................................................................... 138
Prompts glossary ....................................................................... 138
Consolidations glossary............................................................. 139
Custom Groups glossary ........................................................... 140
B. Structure of HRAM’s
Business Logic:
Logical Data Model
Introduction.............................................................................. 141
Prerequisites.............................................................................. 142
HRAM logical schema ............................................................... 142
Business hierarchies.................................................................. 145
Employee and Contractor hierarchies.................................. 145
Benefit hierarchy .................................................................. 170
Position hierarchy ................................................................ 171
Time Off hierarchy ............................................................... 177
Survey Field hierarchy ......................................................... 178
Qualification hierarchy ......................................................... 178
Leave Reason hierarchy ...................................................... 180
ix
Contents
Time hierarchy ..................................................................... 181
Facts .......................................................................................... 183
Employee, Level, and Contractor facts ................................ 184
Compensation facts ............................................................. 189
Benefit and Time Off facts ................................................... 190
Vacant Positions facts ......................................................... 192
Qualification Level, Performance, and Satisfaction Score 
facts ..................................................................................... 194
Table-specific facts .............................................................. 195
C. Data Storage:
Physical Schema and
Data Dictionary
Introduction.............................................................................. 199
Prerequisites.............................................................................. 199
HRAM physical schema............................................................. 200
Table information ....................................................................... 203
Table column information .......................................................... 205
Glossary................................................................................................................................... 219
Index......................................................................................................................................... 231
x
BOOK OVERVIEW AND
ADDITIONAL RESOURCES
Description of this guide
This guide is a reference for the MicroStrategy Human Resources Analysis
Module (HRAM), part of the MicroStrategy Analytics Modules that come
with MicroStrategy Architect. This guide provides a description, usage
scenarios, and screen shots for all the packaged reports for HRAM. It also
provides descriptions of the module’s logical data model and physical
schema tables and columns, as well as glossaries for the public objects
(metrics, filters, and consolidations) and schema objects (attributes and
facts).
•
Chapter 1, Introduction to the Human Resources Analysis Module
presents an introduction to HRAM and provides descriptions and basic
procedures to help you understand and work with HRAM.
•
Chapter 2, HRAM Scorecards and Dashboards presents the HRAM
scorecards and provides scorecard usage information and screen shots.
•
Chapter 3, Workforce Analysis presents the HRAM reports for the
Workforce analysis area.
•
Chapter 4, Compensation Analysis presents the HRAM reports for the
Compensation analysis area.
xi
Book Overview and Additional Resources
•
Chapter 5, Benefit Analysis presents the HRAM reports for the Benefits
analysis area.
•
Chapter 6, Attrition Analysis presents the HRAM reports for the
Attrition analysis area.
•
Chapter 7, Recruitment Analysis presents the HRAM reports for the
Recruitment analysis area.
•
Chapter 8, Workforce Development and Productivity Analysis presents
the HRAM reports for the Workforce Development and Productivity
analysis area.
•
Appendix A, Definitions for Objects on Reports: Object Glossaries
presents the HRAM object glossaries, which provide definitions for all of
the attributes, metrics, filters, prompts, and consolidations used in the
module.
•
Appendix B, Structure of HRAM’s Business Logic: Logical Data Model
presents HRAM’s logical data model, including a diagram and details for
working with attributes and facts.
•
Appendix C, Data Storage: Physical Schema and Data Dictionary
presents HRAM’s default physical schema, including a diagram and
details on the schema’s tables and columns.
Consult the Installation and Porting Guide for steps to install and configure
your Analytics Modules, and for information on setting up (porting) an
Analysis Module to work with your existing data warehouse. The Installation
and Porting Guide also provides best practices concepts and procedures for
designing and building your own analytical applications using the Analytics
Modules as templates.
About the Analytics Modules
MicroStrategy helps you build analytical applications by offering a rapid
application development framework consisting of analytical starter kits,
development products, and design and development methodologies. There
are five Analytics Modules that are built to be portable. You can choose to
deploy the Analytics Modules against your existing data warehouse, use one
of the packaged physical schemas as the basis of a new data warehouse, or
use the modules as templates to build analytical applications.
xii About the Analytics Modules
The components are:
•
Analytics Modules



•
Prepackaged metadata: Best practices reports, scorecards,
dashboards, key performance indicators, attributes, business metrics,
filters, and custom groups
Default physical and logical data model: Analytics that are designed to
work with your physical schemas and data model or with the module’s
packaged data warehouse schema
Reference guides: Documentation on each Analysis Module’s data
model, the individual analysis areas, metadata object definitions, data
dictionary, and individual report use scenarios
Implementation methodology



Documentation that guides you step-by-step through implementing
Analytics Modules against existing data warehouses (known as
porting)
Design rules and tenets for designing and developing portable
analytical applications
MicroStrategy Architect: A development tool that allows you to map
Analytics Modules to existing data warehouses
Documentation for MicroStrategy Desktop and MicroStrategy Architect is
available on your MicroStrategy disk, as described fully in Resources,
page xv. See the Installation and Porting Guide for a detailed discussion of
the Analytics Modules. The Installation and Porting Guide also provides
procedures and methodologies to make full use of the Analytics Modules.
About this book
The following sections provide the location of examples, list prerequisites for
using this book, and describe the user roles the information in this book was
designed for.
in the MicroStrategy Tutorial project are updated to reflect the
 Dates
current year. The sample documents and images in this guide, as well
as the procedures, were created with dates that may no longer be
available in the Tutorial project. Replace them with the first year of
data in your Tutorial project.
About this book
xiii
Additional formats
This book is also available as an electronic publication in the Apple
iBookstore, and can be read on an iPhone or iPad with the iBooks app
installed. To download this book, search for the book’s title in the iBookstore
search bar, or scan the QR code below using your device's camera.
How to find business scenarios and examples
For examples of report features and a basic introduction to the
MicroStrategy business intelligence system, use the MicroStrategy Tutorial,
which is MicroStrategy’s sample warehouse, metadata, and project.
Information about the MicroStrategy Tutorial can be found in the
MicroStrategy Basic Reporting Guide.
For extensive examples of metrics, filters, and other report objects, see the
MicroStrategy Advanced Reporting Guide.
Prerequisites
How you use this document depends on the type of user you are and on your
goals for working with the Analytics Modules. See Who should use this guide
in this chapter for a description of the various approaches to the Analytics
Modules product.
If you intend to evaluate the business value of the modules, you should have:
•
Experience with MicroStrategy reports and metrics using MicroStrategy
technology
If you intend to implement and customize the modules, you should have:
•
Experience with logical data modeling and creating business intelligence
applications using MicroStrategy technology
xiv About this book
•
A basic understanding of relational database management system
(RDBMS) concepts and data modeling
Who should use this guide
This document is designed for:
•
End users working with the packaged reports that come with the
Analytics Modules
•
Advanced users and administrators evaluating the business value of the
Analytics Modules
•
Consultants and developers implementing and customizing the Analytics
Modules
Resources
Documentation
MicroStrategy provides both manuals and online help; these two information
sources provide different types of information, as described below:
•
Manuals: In general, MicroStrategy manuals provide:

Introductory information and concepts

Examples and images

Checklists and high-level procedures to get started
The steps to access the manuals are described in Accessing manuals and
other documentation sources, page xxi.
Most of these manuals are also available printed in a bound, soft cover
format. To purchase printed manuals, contact your MicroStrategy
Account Executive with a purchase order number.
•
Help: In general, MicroStrategy help provides:

Detailed steps to perform procedures
Resources
xv

Descriptions of each option on every software screen
For the most up-to-date translations of MicroStrategy documentation, refer
to the MicroStrategy Knowledge Base. Due to translation time, manuals in
languages other than English may contain information that is one or more
releases behind. You can see the version number on the title page of each
manual.
Manuals for MicroStrategy overview and evaluation
•
Introduction to MicroStrategy: Evaluation Guide
Instructions for installing, configuring, and using the MicroStrategy
Evaluation Edition of the software. This guide also includes a detailed,
step-by-step evaluation process of MicroStrategy features, where you
perform reporting with the MicroStrategy Tutorial project and its sample
business data.
•
MicroStrategy Evaluation Edition Quick Start Guide
Overview of the installation and evaluation process, and additional
resources.
•
MicroStrategy Suite: Quick Start Guide
Evaluate MicroStrategy as a departmental solution. Provides detailed
information to download, install, configure, and use the MicroStrategy
Suite.
Resources for MicroStrategy Social Intelligence
•
Alert Commerce Management System (CMS) Guide and Alert API
Reference
Content resources designed to provide instructions for delivering and
managing marketing and commerce content through the Alert for
Facebook web and mobile applications.
•
Usher Pro Administration Guide
Instructions for performing mobile identity validation using the Usher
Pro mobile identity network to issue electronic badges for identifying
users.
•
Wisdom Professional User Guide
Instructions for performing market research and consumer analytics.
xvi Resources
Manuals for query, reporting, and analysis
•
MicroStrategy Installation and Configuration Guide
Information to install and configure MicroStrategy products on
Windows, UNIX, Linux, and HP platforms, as well as basic maintenance
guidelines.
•
MicroStrategy Upgrade Guide
Instructions to upgrade existing MicroStrategy products.
•
MicroStrategy Project Design Guide
Information to create and modify MicroStrategy projects, and
understand facts, attributes, hierarchies, transformations, advanced
schemas, and project optimization.
•
MicroStrategy Basic Reporting Guide
Instructions to get started with MicroStrategy Desktop and
MicroStrategy Web, and how to analyze data in a report. Includes the
basics for creating reports, metrics, filters, and prompts.
•
MicroStrategy Advanced Reporting Guide: Enhancing Your Business
Intelligence Application
Instructions for advanced topics in the MicroStrategy system, building on
information in the Basic Reporting Guide. Topics include reports,
Freeform SQL reports, Query Builder reports, filters, metrics, Data
Mining Services, custom groups, consolidations, and prompts.
•
MicroStrategy Report Services Document Analysis Guide: Analyzing
Data with Report Services Documents
Instructions for a business analyst to execute and analyze a document in
MicroStrategy Desktop and MicroStrategy Web, building on basic
concepts about projects and reports presented in the MicroStrategy
Basic Reporting Guide.
•
MicroStrategy Report Services Document Creation Guide: Creating
Boardroom Quality Documents
Instructions to design and create Report Services documents, building on
information in the MicroStrategy Report Services Document Analysis
Guide. It is organized to help guide you through creating a new
document, from creating the document itself, to adding objects to the new
document, and formatting the document and its objects.
Resources
xvii
•
MicroStrategy Dashboards and Widgets Creation Guide: Creating
Interactive Dashboards for your Data
Instructions for designing and creating MicroStrategy Report Services
dashboards, a type of document that is optimized for viewing online and
for user interactivity. It builds on the basic concepts about documents
presented in the MicroStrategy Report Services Document Creation
Guide.
•
MicroStrategy OLAP Services Guide
Information on MicroStrategy OLAP Services, which is an extension of
MicroStrategy Intelligence Server. OLAP Services features include
Intelligent Cubes, derived metrics, derived elements, dynamic
aggregation, view filters, and dynamic sourcing.
•
MicroStrategy Office User Guide
Instructions for using MicroStrategy Office to work with MicroStrategy
reports and documents in Microsoft® Excel, PowerPoint, and Word, to
analyze, format, and distribute business data.
•
MicroStrategy Mobile Analysis Guide: Analyzing Data with
MicroStrategy Mobile
Information and instructions for using MicroStrategy Mobile to view and
analyze data, and perform other business tasks with MicroStrategy
reports and documents on a mobile device.
•
MicroStrategy Mobile Design and Administration Guide: A Platform for
Mobile Intelligence
Information and instructions to install and configure MicroStrategy
Mobile, as well as instructions for a designer working in MicroStrategy
Desktop or MicroStrategy Web to create effective reports and documents
for use with MicroStrategy Mobile.
•
MicroStrategy System Administration Guide: Tuning, Monitoring, and
Troubleshooting your MicroStrategy Business Intelligence System
Concepts and high-level steps to implement, deploy, maintain, tune, and
troubleshoot a MicroStrategy business intelligence system.
•
MicroStrategy Supplemental Reference for System Administration:
VLDB Properties, Internationalization, User Privileges, and other
Supplemental Information for Administrators
Information and instructions for MicroStrategy administrative tasks such
as configuring VLDB properties and defining data and metadata
xviii Resources
internationalization, and reference material for other administrative
tasks.
•
MicroStrategy Functions Reference
Function syntax and formula components; instructions to use functions
in metrics, filters, attribute forms; examples of functions in business
scenarios.
•
MicroStrategy MDX Cube Reporting Guide
Information to integrate MicroStrategy with MDX cube sources. You can
integrate data from MDX cube sources into your MicroStrategy projects
and applications.
Manuals for Analytics Modules
•
Analytics Modules Installation and Porting Guide
•
Customer Analysis Module Reference
•
Sales Force Analysis Module Reference
•
Financial Reporting Analysis Module Reference
•
Sales and Distribution Analysis Module Reference
•
Manuals for Narrowcast Services products
•
MicroStrategy Narrowcast Server Getting Started Guide
Instructions to work with the tutorial to learn Narrowcast Server
interfaces and features.
•
MicroStrategy Narrowcast Server Installation and Configuration Guide
Information to install and configure Narrowcast Server.
•
MicroStrategy Narrowcast Server Application Designer Guide
Fundamentals of designing Narrowcast Server applications.
•
MicroStrategy Narrowcast Server System Administrator Guide
Concepts and high-level steps to implement, maintain, tune, and
troubleshoot Narrowcast Server.
Resources
xix
•
MicroStrategy Narrowcast Server Upgrade Guide
Instructions to upgrade an existing Narrowcast Server.
Software Development Kits
•
MicroStrategy Developer Library (MSDL)
Information to understand the MicroStrategy SDK, including details
about architecture, object models, customization scenarios, code
samples, and so on.
•
MicroStrategy Web SDK
Web SDK is available in the MicroStrategy Developer Library,
 The
which is part of the MicroStrategy SDK.
•
Narrowcast Server SDK Guide
Instructions to customize Narrowcast Server functionality, integrate
Narrowcast Server with other systems, and embed Narrowcast Server
functionality within other applications. Documents the Narrowcast
Server Delivery Engine and Subscription Portal APIs, and the Narrowcast
Server SPI.
Documentation for MicroStrategy Portlets
•
Enterprise Portal Integration Help
Information to help you implement and deploy MicroStrategy BI within
your enterprise portal, including instructions for installing and
configuring out-of-the-box MicroStrategy Portlets for several major
enterprise portal servers.
This resource can be accessed from the MicroStrategy Product Manuals
page, as described in Accessing manuals and other documentation
sources, page xxi.
Documentation for MicroStrategy GIS Connectors
•
GIS Integration Help
Information to help you integrate MicroStrategy with Geospatial
Information Systems (GIS), including specific examples for integrating
with various third-party mapping services.
xx Resources
This resource can be accessed from the MicroStrategy Product Manuals
page, as described in Accessing manuals and other documentation
sources, page xxi.
Help
Each MicroStrategy product includes an integrated help system to
complement the various interfaces of the product as well as the tasks that can
be accomplished using the product.
Some of the MicroStrategy help systems require a web browser to be viewed.
For supported web browsers, see the MicroStrategy Readme.
MicroStrategy provides several ways to access help:
•
Help button: Use the Help button or ? (question mark) icon on most
software windows to see help for that window.
•
Help menu: From the Help menu or link at the top of any screen, select
MicroStrategy Help to see the table of contents, the Search field, and the
index for the help system.
•
F1 key: Press F1 to see context-sensitive help that describes each option in
the software window you are currently viewing.
MicroStrategy Web, MicroStrategy Web Administrator, and
 For
MicroStrategy Mobile Server, pressing the F1 key opens the
context-sensitive help for the web browser you are using to access
these MicroStrategy interfaces. Use the Help menu or ? (question
mark) icon to access help for these MicroStrategy interfaces.
Accessing manuals and other documentation sources
The manuals are available from http://www.microstrategy.com/
producthelp, as well as from your MicroStrategy disk or the machine where
MicroStrategy was installed.
Acrobat Reader is required to view these manuals. If you do not
 Adobe
have Acrobat Reader installed on your computer, you can download it
from http://get.adobe.com/reader/.
The best place for all users to begin is with the MicroStrategy Basic
Reporting Guide.
Resources
xxi
To access the installed manuals and other documentation sources, see the
following procedures:
•
To access documentation resources from any location, page xxii
•
To access documentation resources on Windows, page xxii
•
To access documentation resources on UNIX and Linux, page xxii
To access documentation resources from any location
1 Visit http://www.microstrategy.com/producthelp.
To access documentation resources on Windows
1 From the Windows Start menu, choose Programs (or All Programs),
MicroStrategy Documentation, then Product Manuals. A page opens in
your browser showing a list of available manuals in PDF format and other
documentation sources.
2 Click the link for the desired manual or other documentation source.
3 If you click the link for the Narrowcast Services SDK Guide, a File
Download dialog box opens. This documentation resource must be
downloaded. Select Open this file from its current location, and click
OK.
bookmarks are not visible on the left side of an Acrobat (PDF)
 Ifmanual,
from the View menu click Bookmarks and Page. This step
varies slightly depending on your version of Adobe Acrobat Reader.
To access documentation resources on UNIX and Linux
1 Within your UNIX or Linux machine, navigate to the directory where you
installed MicroStrategy. The default location is /opt/MicroStrategy,
or $HOME/MicroStrategy/install if you do not have write access to
/opt/MicroStrategy.
2 From the MicroStrategy installation directory, open the Help folder.
xxii Resources
3 Open the Product_Manuals.htm file in a web browser. A page opens in
your browser showing a list of available manuals in PDF format and other
documentation sources.
4 Click the link for the desired manual or other documentation source.
5 If you click the link for the Narrowcast Services SDK Guide, a File
Download dialog box opens. This documentation resource must be
downloaded. Select Open this file from its current location, and click
OK.
bookmarks are not visible on the left side of an Acrobat (PDF)
 Ifmanual,
from the View menu click Bookmarks and Page. This step
varies slightly depending on your version of Adobe Acrobat Reader.
Documentation standards
MicroStrategy online help and PDF manuals (available both online and in
printed format) use standards to help you identify certain types of content.
The following table lists these standards.
standards may differ depending on the language of this manual;
 These
some languages have rules that supersede the table below.
Type
Indicates
bold
• Button names, check boxes, options, lists, and menus that are the focus of actions or
part of a list of such GUI elements and their definitions
Example: Click Select Warehouse.
italic
• Names of other product manuals and documentation resources
• When part of a command syntax, indicates variable information to be replaced by the
user
Example: The aggregation level is the level of calculation for the metric.
Example: Type copy c:\filename d:\foldername\filename
Courier
font
•
•
•
•
•
•
•
Calculations
Code samples
Registry keys
Path and file names
URLs
Messages displayed in the screen
Text to be entered by the user
Example: Sum(revenue)/number of months.
Example: Type cmdmgr -f scriptfile.scp and press Enter.
+
A keyboard command that calls for the use of more than one key (for example,
SHIFT+F1).
Resources
xxiii
Type
Indicates


A note icon indicates helpful information for specific situations.
A warning icon alerts you to important information such as potential security risks; these
should be read before continuing.
Education
MicroStrategy Education Services provides a comprehensive curriculum and
highly skilled education consultants. Many customers and partners from
over 800 different organizations have benefited from MicroStrategy
instruction. For a detailed description of education offerings and course
curriculums, visit http://www.microstrategy.com/Education.
Consulting
MicroStrategy Consulting Services provides proven methods for delivering
leading-edge technology solutions. Offerings include complex security
architecture designs, performance and tuning, project and testing strategies
and recommendations, strategic planning, and more. For a detailed
description of consulting offerings, visit http://www.microstrategy.com/
Services.
International support
MicroStrategy supports several locales. Support for a locale typically includes
native database and operating system support, support for date formats,
numeric formats, currency symbols, and availability of translated interfaces
and certain documentation.
MicroStrategy is certified in homogeneous configurations (where all the
components lie in the same locale) in the following languages—English (US),
French, German, Italian, Japanese, Korean, Portuguese (Brazilian), Spanish,
Chinese (Simplified), Chinese (Traditional), Danish, and Swedish. A
translated user interface is available in each of the above languages. For
information on specific languages supported by individual MicroStrategy
system components, see the MicroStrategy readme.
xxiv Resources
MicroStrategy also provides limited support for heterogeneous
configurations (where some of the components may lie in different locales).
Please contact MicroStrategy Technical Support for more details.
Technical Support
If you have questions about a specific MicroStrategy product, you should:
1 Consult the product guides, Help, and readme files. Locations to access
each are described above.
2 Consult the MicroStrategy Knowledge Base online at https://
resource.microstrategy.com/support.
administrator in your organization may be able to help
 Ayoutechnical
resolve your issues immediately.
3 If the resources listed in the steps above do not provide a solution,
contact MicroStrategy Technical Support directly. To ensure the most
productive relationship with MicroStrategy Technical Support, review the
Policies and Procedures document in your language, posted at http://
www.microstrategy.com/Support/Policies. Refer to the terms of your
purchase agreement to determine the type of support available to you.
MicroStrategy Technical Support can be contacted by your company’s
Support Liaison. A Support Liaison is a person whom your company has
designated as a point-of-contact with MicroStrategy’s support personnel. All
customer inquiries and case communications must come through these
named individuals. Your company may designate two employees to serve as
their Support Liaisons, and can request to change their Support Liaisons two
times per year with prior written notice to MicroStrategy Technical Support.
It is recommended that you designate Support Liaisons who have
MicroStrategy Administrator privileges. This can eliminate security conflicts
and improve case resolution time. When troubleshooting and researching
issues, MicroStrategy Technical Support personnel may make
recommendations that require administrative privileges within
MicroStrategy, or that assume that the designated Support Liaison has a
security level that permits them to fully manipulate the MicroStrategy
projects and has access to potentially sensitive project data such as security
filter definitions.
Resources
xxv
Ensure issues are resolved quickly
Before logging a case with MicroStrategy Technical Support, the Support
Liaison may follow the steps below to ensure that issues are resolved quickly:
1 Verify that the issue is with MicroStrategy software and not a third party
software.
2 Verify that the system is using a currently supported version of
MicroStrategy software by checking the Product Support Expiration
Schedule at http://www.microstrategy.com/Support/Expiration.asp.
3 Attempt to reproduce the issue and determine whether it occurs
consistently.
4 Minimize the complexity of the system or project object definition to
isolate the cause.
5 Determine whether the issue occurs on a local machine or on multiple
machines in the customer environment.
6 Discuss the issue with other users by posting a question about the issue
on the MicroStrategy Customer Forum at https://
resource.microstrategy.com/forum/.
The following table shows where, when, and how to contact MicroStrategy
Technical Support. If your Support Liaison is unable to reach MicroStrategy
Technical Support by phone during the hours of operation, they can leave a
voicemail message, send email or fax, or log a case using the Online Support
xxvi Resources
Interface. The individual Technical Support Centers are closed on certain
public holidays.
North America
Email: [email protected]
Web: https://resource.microstrategy.com/support
Fax: (703) 842–8709
Phone: (703) 848–8700
Hours: 9:00 A.M.–7:00 P.M. Eastern Time, Monday–Friday except holidays
EMEA:
Europe
The Middle East
Africa
Fax: +44 (0) 208 711 2525
The European Technical Support Centre is closed on national public holidays in each country.
Phone:
• Belgium: + 32 2792 0436
• France: +33 17 099 4737
• Germany: +49 22 16501 0609
• Ireland: +353 1436 0916
• Italy: +39 023626 9668
• Poland: +48 22 459 52 52
• Scandinavia & Finland: +46 8505 20421
• Spain: +34 91788 9852
• The Netherlands: +31 20 794 8425
• UK: +44 (0) 208 080 2182
• International distributors: +44 (0) 208 080 2183
Hours:
• United Kingdom: 9:00 A.M.–6:00 P.M. GMT, Monday-Friday except holidays
• EMEA (except UK): 9:00 A.M.–6:00 P.M. CET, Monday-Friday except holidays
Asia Pacific
Phone:
• Australia: +61 2 9333 6499
• Korea: +82 2 560 6565 Fax: +82 2 560 6555
• Japan: +81 3 3511 6720 Fax: +81 3 3511 6740
• Singapore: +65 6303 8969 Fax: +65 6303 8999
• Asia Pacific (except Australia, Japan, Korea, and Singapore): +86 571 8526 8067 Fax: +86
571 8848 0977
Hours:
• Japan and Korea: 9:00 A.M.–6:00 P.M. JST (Tokyo), Monday-Friday except holidays
• Asia Pacific (except Japan and Korea): 7 A.M.-6 P.M. (Singapore) Monday-Friday except
holidays
Latin America
Phone:
• LATAM (except Brazil and Argentina): +54 11 5222 9360 Fax: +54 11 5222 9355
• Argentina: 0 800 444 MSTR Fax: +54 11 5222 9355
• Brazil: +55 11 3054 1010 Fax: +55 11 3044 4088
Hours:
• Latin America (except Brazil): 9:00 A.M.–7:00 P.M. (Buenos Aires), Monday-Friday except
holidays
• Brazil: 9 A.M. - 6 P.M. (São Paulo), Monday–Friday except holidays
Resources
xxvii
Support Liaisons should contact the Technical Support Center from which
they obtained their MicroStrategy software licenses or the Technical Support
Center to which they have been designated.
Required information when calling
When contacting MicroStrategy Technical Support, please provide the
following information:
•
•
Personal information:

Name (first and last)

Company and customer site (if different from company)

Contact information (phone and fax numbers, e-mail addresses)
Case details:


•
Configuration information, including MicroStrategy software
product(s) and versions
Full description of the case including symptoms, error messages(s),
and steps taken to troubleshoot the case thus far
Business/system impact
If this is the Support Liaison’s first call, they should also be prepared to
provide the following:
•
Street address
•
Phone number
•
Fax number
•
Email address
To help the Technical Support representative resolve the problem promptly
and effectively, be prepared to provide the following additional information:
•
Case number: Please keep a record of the number assigned to each case
logged with MicroStrategy Technical Support, and be ready to provide it
when inquiring about an existing case
•
Software version and product registration numbers of the MicroStrategy
software products you are using
xxviii Resources
•
Case description:


What causes the condition to occur?
Does the condition occur sporadically or each time a certain action is
performed?

Does the condition occur on all machines or just on one?

When did the condition first occur?



•
What events took place immediately prior to the first occurrence of
the condition (for example, a major database load, a database move,
or a software upgrade)?
If there was an error message, what was its exact wording?
What steps have you taken to isolate and resolve the issue? What were
the results?
System configuration (the information needed depends on the nature of
the problem; not all items listed below may be necessary):

Computer hardware specifications (processor speed, RAM, disk space,
and so on)

Network protocol used

ODBC driver manufacturer and version

Database gateway software version


(For MicroStrategy Web-related problems) browser manufacturer
and version
(For MicroStrategy Web-related problems) Web server manufacturer
and version
If the issue requires additional investigation or testing, the Support Liaison
and the MicroStrategy Technical Support representative should agree on
certain action items to be performed. The Support Liaison should perform
any agreed-upon actions before contacting MicroStrategy Technical Support
again regarding the issue. If the Technical Support representative is
responsible for an action item, the Support Liaison may call MicroStrategy
Technical Support at any time to inquire about the status of the issue.
Resources
xxix
Feedback
Please send any comments or suggestions about user documentation for
MicroStrategy products to:
[email protected]
Send suggestions for product enhancements to:
[email protected]
When you provide feedback to us, please include the name and version of the
products you are currently using. Your feedback is important to us as we
prepare for future releases.
xxx Feedback
1
1.
INTRODUCTION TO THE HUMAN
RESOURCES ANALYSIS
MODULE
Introduction
Human resource departments support a wide variety of business functions
that are critical to their company’s success. At the same time, companies
must maintain a focus on the security, confidentiality, and accuracy of
human resources data. The MicroStrategy Human Resources Analysis
Module (HRAM) allows users to analyze human resources data from the
lowest level of detail on employees and positions to the highest summarized
level, to gain insight into recruiting, training, managing, and retaining the
best employees for the appropriate business functions.
HRAM is designed around six basic human resource business functions, and
enables companies to
•
Maximize the effectiveness of the recruiting process
•
Optimize employee skills
•
Align compensation costs with industry standards
•
Manage attrition
•
Analyze employee benefit usage and costs
1
1
Introduction to the Human Resources Analysis Module
•
Improve workforce productivity
Business questions that HRAM reports can
answer
HRAM is designed to provide insight into many aspects of a workforce,
including fine-grained employee analysis, details about compensation and
benefits, measurements for employee recruitment and attrition, as well as
general workforce development and productivity. Knowledge can be gleaned
from packaged MicroStrategy analytics, which include reports, scorecards (a
specific collection of related reports), and dashboards (a collection of related
reports customized for optimum display). In addition, some reports show
summarized information while others display very specific, detailed data
about your company’s workforce.
The analytics in HRAM can be used to answer questions such as the
following:
•
How long are employees staying with the company? How can the best
people be attracted, retained, and motivated?
•
Are compensation and benefits correctly related to titles and job
descriptions? How do they relate to market standards?
•
Are performance appraisals used efficiently?
•
What are our current and future staffing needs?
•
What is the executive-to-employee ratio? How has that ratio changed
over time?
•
What employee training and skills are available to the company? Are
training and skills sufficient for current or upcoming projects?
•
Have we achieved our goal of non-discrimination in our hiring?
•
Which employee benefits are the most popular, and which can we pare
down? Are human resources utilized productively?
•
How long does it take us to fill vacant positions? Which point in the
hiring process presents the longest delay?
•
What does our recruiting pipeline look like? How effective is our
recruitment process?
2 Business questions that HRAM reports can answer
1
Business analysis areas for HRAM reports
HRAM covers the analytical needs of major human resources functions, as
well as many important business metrics:
•
Workforce headcounts: Analyze overall trends in workforce numbers, as
well as details of employee functional areas, training, geographical
location, tenure, and many others. Combine trend analysis, such as hiring
by department, with detailed analysis, such as attrition levels for
individual departments, to gain insight into company growth. An analysis
of attrition rate by recruiting source combined with an analysis of
number of hires by recruiting source can yield important information on
the value of your recruiting sources.
•
Employee profiles: Analyze employee geographical distribution based on
gender, age, ethnic group, and many other factors. Use this information
to locate employee-related trends related to tenure, vacancies, the
executive-to-employee ratio, your turnover/attrition/hire rate, and so on.
Monitor goals toward non-discrimination with identity group
distribution analysis.
•
Compensation and benefit analysis: Analyze how different departments
or regions distribute salaries and bonuses, and compare employee
compensation to industry standards. Use information to motivate actions
that prevent top employees from leaving. Analyze overtime pay based on
number of hours worked and positions with the most overtime. Analyze
company targets for headcount and compensation.
•
Recruitment analysis: Analyze hiring trends and company needs.
Understand trends for new full-time and part-time employees over time.
Detailed analysis includes information on vacant positions, as well as
recruitment source and recruitment pipeline analysis. Understand hiring
in terms of number of resumes received, number of interviews conducted,
and number of offers made, accepted, and rejected, to analyze whether
your company is processing recruits too slowly or not interviewing
enough people, for example.
•
Workforce development and productivity: Analyze employee
qualification skills to align them with project requirements. Analyze
details related to employee performance for data to support bonus and
promotion goals. Analyze overall trends from corporate surveys on
employee satisfaction, in combination with detailed reports, to discover
whether a survey result represents a consistent response or an average of
very different responses.
Business questions that HRAM reports can answer
3
1
HRAM analysis areas
HRAM divides the human resources analytical area into the following
analysis areas:
•
Workforce analysis
This area provides a general analysis of employee trends and profiles.
This area is further broken down into two sections:


Headcount and Trends: This section analyzes workforce trends and
distributions by employee function, location, length of service
(tenure) and other employees' categories. The two subsections of the
Headcount and Trends section are dedicated to contractor details and
analysis of employee transfers.
Employee Profile Analysis: This section analyzes the distribution of
employees by gender, age, ethnic group, and all other employee
profile characteristics.
For Workforce analysis reports, see Chapter 3, Workforce Analysis.
•
Compensation analysis
This area provides a targeted analysis of employee compensation costs.
The reports in this area enable organizations to monitor trends, be
alerted to significant deviations from industry standards, and to align
compensations costs to individual performance. The two subsections in
the Compensation analysis area are dedicated to overtime cost analysis
and planning.
For Compensation analysis reports, see Chapter 4, Compensation
Analysis.
•
Benefit analysis
Analytics in this area are designed to help you examine and improve the
management of costs associated with providing non-cash benefits for
employees.
For Benefit analysis reports, see Chapter 5, Benefit Analysis.
•
Attrition analysis
This area provides insight into employee attrition by identifying attrition
trends and profiles of employees who leave, so that an organization can
pro-actively improve retention rates and minimize the loss of key talent.
For Attrition analysis reports, see Chapter 6, Attrition Analysis.
4 Business questions that HRAM reports can answer
•
1
Recruitment analysis
This analysis area is designed to optimize the recruitment process by
identifying hiring trends, profiles, and organization needs.
For Recruitment analysis reports, see Chapter 7, Recruitment Analysis.
•
Workforce development and productivity
This set of analytics includes several different subsections:



Employee Qualification: This subsection identifies employees by their
qualified skills, and enables organizations to quickly align required
project skills with employee qualifications.
Employee Performance: This subsection provides analysis of
individual employee performance in relation to meeting individual
and corporate goals. These analytics enable organizations to align
salary increases and bonus payments with attaining targeted goals.
Employee Satisfaction: This subsection allows organizations to
analyze the results of corporate surveys on employee satisfaction.
For Workforce development and productivity reports, see Chapter 8,
Workforce Development and Productivity Analysis.
analysis areas listed above are independent and can be
 The
implemented separately. Since all HRAM reports are aligned with one
of the analysis areas, only the data corresponding to the given area is
required to take full advantage of HRAM’s reports.
HRAM report features
HRAM queries human resources data optimized for OLAP reporting and
analysis, and is deployed on top of a your existing HR management system.
HRAM is built using the MicroStrategy business intelligence platform and
takes advantage of the rich reporting and analytical features of MicroStrategy
products.
•
Reporting flexibility: Prompts allow you to define report templates
dynamically and select filter conditions to be used at run time.
•
Rich formatting: Reports use advanced MicroStrategy formatting
features, such as thresholds to highlight important trends, page-by to
move quickly to summary information, graphs to display data
three-dimensionally or with a line or column, and so on. For example, the
HRAM report features
5
1
Alert: Individual Salaries above Industry Range report includes a
threshold, so that data is highlighted when the difference between an
employee’s salary and the industry standard salary is greater than
$5,000.
•
Segmentation and custom grouping capabilities: You can define sets of
elements (segments) that meet certain conditions, and view data on the
defined segments. For example, you can group employees in a particular
way, such as by a specific Ethnicity and Gender, and then view
information for the defined custom group.
•
Ad hoc analysis: You can create additional reports based on existing
attributes or metrics, or create new reports to address specific reporting
needs.
•
Dashboards: You can combine data from different sources into one
HTML document and display the data graphically at a high level, making
it visually appealing and easy to understand. You can combine grids,
graphs, text, and special dashboard images to create a quick overview of
key performance indicators (KPIs).
•
Scorecards: You can combine several reports into one HTML document,
including different display modes such as graph, grid, and so on.
•
Report Services documents: A document is a set of data with extensive
formatting properties applied. When creating a document, you can
specify what data appears, control how it will be laid out and formatted,
and how it should be grouped. You can insert pictures and draw borders
in the document. All of these capabilities allow you to create reports that
are suitable for presentation to management or printing for boardroom
quality material.
•
Advanced metrics: Advanced metrics include, for example, Industry
Mode, which presents the most frequent industry standard salary (or
market value) assigned to a certain employee level at a certain time, or
Participants, which calculates the number of people participating in a
particular employee benefit. This number may be different from the
number of enrolled employees if employees can enroll family members.
•
Advanced drilling: You can navigate (or drill) through the data in reports,
from highly summarized information down to attributes and other data
details.
For a more in-depth introduction to MicroStrategy query and reporting
features as well as an interactive tutorial, see the MicroStrategy Basic
Reporting Guide.
6 HRAM report features
1
Introduction to reports, dashboards, and
documents
This reference guide describes the reports and documents that summarize
the HRAM analysis areas. This guide also describes the general analysis
areas within HRAM and presents the reports within each analysis area that
come with HRAM.
Each general analysis area provides a short introduction to the area,
explaining the analysis challenges and presenting the list of packaged reports
that belong to that general reporting area.
For each report, scorecard, or document, this guide provides:
•
A description of its business value
•
Typical usage scenarios
•
A screen shot with sample data
sample data warehouse that supplies information for the
 The
sample reports is updated regularly. As a result, data that appears
in images in this guide may not always coincide exactly with the
data returned for a sample report in the software.
•
A description of how data is qualified
•
Typical drill paths
•
Tips about how the report, scorecard, or document can be customized
and extended to fit user requirements
Services documents can only be displayed in a server
 Report
connection (a three-tier environment). You must be connected to
MicroStrategy Intelligence Server. Additionally, to display a Report
Services document, you must have MicroStrategy Report Services. See
the MicroStrategy Installation and Configuration Guide for
information on connecting to Intelligence Server and the
MicroStrategy Report Services Document Creation Guide for details
on Report Services documents.
Introduction to reports, dashboards, and documents
7
1
Accessing reports
All the HRAM reports and scorecards are stored in the Reports folder of the
Human Resources Analysis Module project.
To access reports
1 From the Start menu, point to Programs, then MicroStrategy
Products, and select Desktop.
2 Enter your user name and password, and click OK. The default user name
is Administrator with the password field left blank. If your system
administrator has changed this, contact that person to get a user name
and password.
3 From the Folder List area, expand the Analytics Modules.
4 Expand the Human Resources Analysis Module.
5 Expand Public Objects, and expand Reports. All HRAM reports and
scorecards are located in this Reports folder.
About scorecards and dashboards
Scorecards and dashboards are popular ways to display and distribute data
from business intelligence projects. In MicroStrategy, dashboards and
scorecards are Report Services documents.
A Report Services document is a set of data and formatting properties that,
when executed, can produce an attractive presentation-quality report. For
more information on Report Services documents, see About Report Services
documents, page 10.
The information in this section is intended as a brief overview of scorecards
and dashboards.
Scorecards
Scorecards provide you with a high-level summary of key performance
indicators (KPIs) for a given analysis area. They accomplish this by
8 Introduction to reports, dashboards, and documents
1
displaying data of actual performance compared to planned targets and
benchmarks.
Scorecards are made up of several combined base reports. Scorecards are a
good starting point for any Analysis Module because scorecards comprise the
most common or most important reports within a given analysis area. From
the data returned on a scorecard, you can formulate ideas for more detailed
exploration. See Accessing reports, page 8 in this chapter for steps to open
an HRAM scorecard.
Scorecards are laid out to help you with the information-gathering process.
The most general information is found at the top left of the scorecard, and
the reports get more detailed as you move from left to right, top to bottom.
The scorecards that come with HRAM are described in Chapter 2, HRAM
Scorecards and Dashboards.
Dashboards
Dashboards, like scorecards, are made up of a group of reports and metrics
that are tied together by business logic. Scorecards typically follow a specific
methodology and focus on key metrics within a business area. Dashboards,
on the other hand, also provide key metrics but tend to summarize business
intelligence information more widely.
Dashboards allow you to display information customized to your audience.
Audiences might include executives, managers, or particular groups within
the company such as Marketing or Sales. In some cases, you may choose to
provide information to partners or customers. Among other things,
dashboards let you:
•
Add interactivity to a document, so that analysts can select various
options directly on the document to display the specific data they are
interested in
•
Choose a uniform coloring scheme or display information using your
company’s standard Web page style
•
Add links wherever necessary
•
Choose the appropriate graphs, images, and colors for better presentation
and to highlight specific data, trends, and deviation from certain trends,
as well as to provide visual cues
•
Share the dashboard using Desktop, Web, or via e-mail using Narrowcast
Server
Introduction to reports, dashboards, and documents
9
1
About Report Services documents
A MicroStrategy Report Services document is a set of data and formatting
properties that, when executed, can produce an attractive
presentation-quality report. There are several types of Report Services
documents, including the following:
•
Scorecards and dashboards: Designed for visual impact, these documents
provide a distilled view of the business, organized in adaptive sections or
zones.
•
Managed metrics reports: With a quantitative focus, these documents
present lists of metrics or process-driven tabular views of the business.
•
Production and operational reports: Designed for production operations
management, these documents present data in hierarchical categories or
bands and can span across hundreds of printed pages.
•
Invoices and statements: These documents use the transaction and
sub-transaction level data necessary for billing, collection, and customer
service.
•
Business reports: Designed for financial and other statutory business
reporting, these documents present comprehensive data in print and
electronic forms.
See the other MicroStrategy Analytics Modules and the MicroStrategy
Tutorial for examples of the various types of Report Services documents.
Accessing documents
To open a document that has already been created
1 From a project in MicroStrategy Desktop or Web, navigate to the folder
containing the document.
2 Do one of the following depending on which interface you are using:
•
In MicroStrategy Web, click the document name or icon. The
document displays.
•
In MicroStrategy Desktop, double-click the document name or icon. It
opens in PDF View.
10 Introduction to reports, dashboards, and documents
1
For complete details on viewing, creating, and working with documents, see
the MicroStrategy Report Services Document Creation Guide.
About definitions for objects on reports
The objects used in the HRAM reports are presented in glossaries in
Appendix A of this reference guide. The glossaries include descriptions of the
public objects (metrics, filters, prompts, consolidations, and custom groups)
that make up HRAM.
For details, see Appendix A, Definitions for Objects on Reports: Object
Glossaries. For complete details on any HRAM object, see the MicroStrategy
project definitions in the Schema Objects and Public Objects
folders.
About the structure of HRAM’s business logic
HRAM’s logical data model (sometimes also called the multidimensional
model) is presented in Appendix B of this reference guide. The logical data
model is the group of attributes (business concepts) and facts (measures, or
logical pieces of data that can be analyzed) that make up an Analysis Module,
arranged in specific sequences to reflect a business structure or business
logic. A logical data model also shows how that business logic maps to the
physical schema (data elements in a data warehouse). For details about
logical data modeling, see the data modeling section of the MicroStrategy
Basic Reporting guide.
The logical schema diagram is available in an Erwin file, located in
Program Files\MicroStrategy\Analytics Modules\Hram\
Hram.er1. For additional details, see Appendix B, Structure of HRAM’s
Business Logic: Logical Data Model.
documentation assumes you have prior experience with logical
 The
data modeling and creating business intelligence applications using
MicroStrategy technology.
About definitions for objects on reports
11
1
Business concepts and measurements
Business concepts, such as year or customer, are generally represented in
MicroStrategy as attributes. Measurements, such as profit or revenue, are
usually represented as facts.
To get full details about any attribute or fact in any Analysis Module, use the
Attribute Editor. You can view information that includes definitions,
properties, mapping methods, source tables, and so on.
To view attribute or fact details
1 From MicroStrategy Desktop, open the Financial Reporting Analysis
Module.
2 Open the Schema Objects folder.
•
Attributes can be found in the Attributes folder.
•
Facts can be found in the Facts folder.
3 Double-click the individual attribute or fact. The Attribute Editor
automatically opens and displays details about the selected object.
Relationships among business concepts
The attributes and facts in the logical data model are arranged in a specific
sequence to reflect business logic. This arranged structure is called a
hierarchy (sometimes also called a dimension).
The analysis hierarchies for each module include a number of hierarchies
through which data can be summarized.
Default analysis hierarchies can be easily customized and extended to
support analysis structures required for each company. See the Logical Data
Model appendix and Physical Schema and Data Dictionary appendix in this
guide for additional details.
Porting an analytics module to your data source
12 About the structure of HRAM’s business logic
1
The MicroStrategy Analytics Modules are designed around the concept of
portability. Portability is the ability of an analytical application to be
integrated into an existing data warehouse. Porting a given analytical
application involves remapping the application’s logical data model to an
existing physical data warehouse schema while retaining the logical data
model definition.
The MicroStrategy Analytics Modules are designed to be independent from
data structures. HRAM’s logical data model and reports can work with the
physical data schema they come with, or with almost any other physical
schema (such as your own data warehouse) containing the same or similar
data elements. See the Installation and Porting Guide for more information
on porting and detailed steps to use this feature.
Introduction to HRAM’s physical data storage
The physical schema for HRAM’s default data warehouse is presented in
Appendix C of this reference guide.
You can use the default warehouse in the following ways:
•
You can use it as a starting point for creating your own data warehouse in
the customer analysis area.
•
You can use it as a template for building analytical applications
•
You can port HRAM’s logical data model to your own existing data
warehouse.
See the Installation and Porting Guide for details on any of these three
approaches to the Analytics Modules.
This reference guide contains the physical schema diagram for the default
data warehouse and also provides descriptions of all the tables and columns
in the default data warehouse, as well as their purposes.
The default physical schema definition is also available in an Erwin file,
which is located in Program Files\MicroStrategy\
Analytics Modules\Hram\Hram.er1.
documentation assumes you are familiar with basic RDBMS
 The
concepts and Erwin data modeling.
Introduction to HRAM’s physical data storage
13
1
14 Introduction to HRAM’s physical data storage
2
2.
HRAM SCORECARDS AND
DASHBOARDS
Introduction
Scorecards provide a high-level summary of key performance indicators
(KPIs) for a given analysis area. They accomplish this by displaying actual
performance data compared to planned targets and benchmarks. Scorecards
are made up of several base reports (called datasets) that, when combined,
provide you with a general overview of a given analysis area. These datasets
are displayed in a MicroStrategy Report Services document.
A document is a set of data and formatting properties that, when executed,
display an attractive, presentation-quality report. A dashboard is a type of
document in MicroStrategy.
This chapter provides information, usage scenarios, screen shots, and
options for the Human Resource Analysis Module’s (HRAM’s) scorecards
and documents. The scorecards and documents are available in the HRAM
Reports folder; see Accessing reports, page 8.
Services documents can only be displayed in a server
 Report
connection (a three-tier or four-tier environment). You must be
connected to MicroStrategy Intelligence Server. Additionally, to
display a Report Services document, you must have the MicroStrategy
Report Services product. See the MicroStrategy Installation and
15
2
HRAM Scorecards and Dashboards
Configuration Guide for information on connecting to Intelligence
Server and the MicroStrategy Report Services Document Creation
Guide for details on Report Services documents.
Scorecards and dashboards
Attrition Scorecard
This scorecard summarizes employee attrition data from the most general
level of employee information, such as attrition trends and geographic
distributions, to the most detailed, such as which employees leave and why.
Scorecard layout and display
16 Scorecards and dashboards
2
The datasets in this scorecard include:
•
Attrition by Department
•
Reasons for Departure
•
Departed Employees
•
Employee Attrition - Quarterly Trend
•
Average Attrition Rate
•
Department with Maximum Attrition Rate
Usage scenarios
This scorecard is useful to get a general picture of employee departures. It
also provides an alert when attrition in any department reaches a certain
threshold.
Compensation Scorecard
This scorecard displays an overview of compensation data from the most
general level, showing annual trends and the relative distribution of
compensation items by division, to the most detailed level, such as salary
statistics by employee level, employee profile, and market salary differences.
17
2
The datasets in this scorecard include:
•
Salary by Employee Level
•
Top Performers’ Salary to Industry Mode
•
Compensation Items - Quarterly Trend
•
Compensation Distribution by Division
Usage scenarios
Use this scorecard to:
•
Compare employee compensation against the industry as a whole.
•
Track compensation by division and department within the company.
•
View compensation trends over time, broken into salary, awards,
bonuses, and average salaries.
2
HR Director Dashboard
This interactive dashboard provides the Human Resources director with an
overview of trends in employee movement, broken down by organizational
division (such as by Sales, Marketing, and Corporate) and by geographical
region. You can look at employee transfers and other employee movement
within the organization. At the same time you can view employee satisfaction
survey results for various workplace measures.
This dashboard showcases several MicroStrategy widgets, including the
Microcharts widget, which combines a grid of data with chart visualization.
Dashboard layout and display
The datasets within this dashboard include:
•
Division Breakdown
•
KPIs (key performance indicators)
•
Region Breakdown
•
Region From-To Transfers
19
2
•
Survey Results
•
Trends by Division
Usage scenarios
Use this interactive dashboard to track the status of your department’s
progress toward targets and key performance indicators such as headcounts,
average salary numbers, number of vacant positions, and number of new
employees. The colored grid highlights transfers from one region to another,
and shows the numbers of employees involved in transfers from those
regions. Finally, use the survey results to keep track of employee satisfaction
about such workplace measures as atmosphere, quality and quantity of work,
and compensation and benefits.
HR Performance Management Dashboard
This dashboard presents a graphical display of human resources
performance measurements for employee recruitment, hiring, and
distribution, compensation and benefits, productivity and development,
attrition and retention, and resource optimization.
2
The datasets within this dashboard include:
•
401K Plan Participation Rate
•
Attrition Rate
•
Compensation: Actual as % Planned
•
Internal Transfer as % All Positions Filled
•
Involuntary Departures: Minority Group to All Involuntary Departures
(normalized)
•
New Employees as % Total
•
New Hires: Minority Group to All New Hires (normalized)
•
Overtime per Employee (hours)
•
Training Rate
•
Turnover Rate
21
2
•
Turnover Rate (Including Transfers)
•
Vacant Position as % Total
Usage scenarios
This dashboard provides insight into human resources department
performance against targets for recruitment, hiring, compensation, benefits,
productivity, and development. It can also be helpful for optimizing
resources and ensuring fair labor practices.
Dashboard details
This document includes a static filter on the last quarter of data in the sample
data warehouse.
HR Summary Scorecard
This scorecard provides an overview of important human resources activities
and performance, including a summary of headcounts, projected attrition
rates, and vacant positions. A graphical view helps identify trends in
departing employees, new employees, and overall attrition and hiring rates.
The scorecard also includes details on training objectives, minority group
goals, span of management targets, and employee satisfaction.
2
The datasets within this scorecard include:
•
Headcount and Average Tenure by Department
•
Attrition, Hire, and Turnover Rate
•
Headcount and Average Tenure by Quarter
Usage scenarios
This scorecard is helpful to get a general overview of important human
resources activities.
Scorecard details
•
Qualifications: This document includes a static filter on the last year of
data in the sample data warehouse.
23
2
Human Resources Analysis Dashboard
This interactive dashboard analyzes employee headcount, attrition,
recruitment, and compensation across the enterprise.
The datasets included in this dashboard are:
•
Headcount - KPIs
•
Headcount vs. Planned - Monthly Trend
•
Attrition - KPIs
•
Compensation - KPIs
•
Compensation - Quarterly Trends
•
Attrition - Quarterly Trends
•
Hiring - Quarterly Trends
•
Headcount by Department
•
Headcount by Region
•
Reasons for Departure - Quarter
•
Hires by Education - Quarter
•
Hires by Recruiting Sources - Quarter
•
Compensation by Department
•
Compensation by Department - Quarterly Trends
2
Usage scenarios
Use this interactive dashboard to display summary data related to
headcount, attrition, hiring, and compensation. To do this, click any of the
tabs at the top.
Use the other interactive features within the dashboard to further explore
details you are interested in. For example, on the Headcount Summary tab,
use the slider below the graph to view actual headcounts compared to
planned headcounts, for a given time period. You can change the time period
by moving the slider, and change the span of time by moving one end of the
slider closer to or further from the other end.
Recruitment Scorecard
This scorecard summarizes hiring data from a general level of
employee-related information, such as recruitment trends and geographic
distributions, to a detailed level, such as the major hiring sources and who
was hired.
25
2
The datasets included in this scorecard are:
•
Hires by Department
•
Hiring Rate - Quarterly Trend
•
Recruiting Sources
•
Q4 Hires
Usage scenarios
This scorecard is helpful to get a general picture of newly hired employees.
Scorecard details
This document includes a static filter on the last year or the last quarter of
data in the sample data warehouse.
2
HR Summary Dashboard
This dashboard provides an overview of important human resource
activities, employee attrition data, compensation data, and recruitment
trends. The dashboard is organized into four tabs; each tab contains an
individual scorecard for a particular user group or for a particular area of
human resources. Click any of the tabs to view a scorecard. The scorecard
details are as follows:
•
HR Summary: This scorecard provides an overview of important human
resources activities and performance, including a summary of
headcounts, projected attrition rates, and vacant positions.
•
Attrition: This scorecard summarizes employee attrition data from the
general level of employee information, such as attrition trends and
geographic distributions, to a detailed level, such as which employees
leave and why.
•
Compensation: This scorecard displays an overview of compensation
data from the general level, showing annual trends and the relative
distribution of compensation items by division, to a detailed level, such as
salary statistics by employee level, employee profile, and market salary
differences.
•
Recruitment: This scorecard summarizes hiring data from a general level
of employee-related information, such as recruitment trends and
geographic distributions, to a detailed level, such as the major hiring
sources and who was hired.
27
2
The datasets included in this dashboard are:
•
Headcount and Average Tenure by Department
•
Attrition, Hire, and Turnover Rate
•
Headcount and Average Tenure by Quarter
•
Attrition by Department
•
•
Departed Employees
•
Employee Attrition - Quarterly Trend
•
Average Attrition Rate
•
Department with Maximum Attrition Rate
•
•
Top Performers' Salary to Industry Mode
•
Compensation Items - Quarterly Trend
•
•
Hires by Department
•
Hiring Rate - Quarterly Trend
•
Recruiting Sources
•
Q4 Hires
2
Usage scenarios
Use this interactive dashboard to view data related to human resources
activities, attrition levels in each department, employee compensation
comparison, and general recruitment scenarios. Click any of the tabs at the
top to view the relevant data. For example, on the HR Summary tab,
managers can get a general overview of important human resource activities.
Dashboard details
This document includes a static filter on the last year of data in the sample
data warehouse.
29
2
3
3.
WORKFORCE ANALYSIS
Introduction
This chapter provides reference information for the Workforce analysis area
reports that come with the Human Resource Analysis Module (HRAM). It
presents detailed information on each report in this analysis area, including
usage scenarios, screen shots, and reporting details. The reports are available
in the HRAM Reports folder; see Accessing reports, page 8.
information on the attributes, metrics, and filters included in the
 For
HRAM reports, see Appendix A, Definitions for Objects on Reports:
Object Glossaries.
Workforce analysis area
This area provides general analysis of employee trends and profiles.
The Workforce analysis area is divided into the following subsections, each
with its own focused reports:
Workforce analysis area
31
3
Workforce Analysis
•
Headcount and Trends analysis focuses on workforce trends and
distributions by employee function, location, length of service (tenure),
and other employee categories. The two subsections of the Headcount
and Trends section are dedicated to contractor-specific details and
analysis of employee transfers. See Headcounts and Trends reports
below for detailed descriptions and examples of all these reports.
•
Employee Profile analysis looks at the distribution of employees by
gender, age, ethnic group, and other employee profile characteristics. See
Employee Profile Analysis reports, page 55 for detailed descriptions and
examples of all these reports.
Headcounts and Trends reports
The Headcounts and Trends analysis area includes the following reports:
•
Distribution by Department - Monthly Trend
•
Division Distribution - Yearly Trend
•
Employee Distribution by Department and Region
•
Employee Distribution by Identity Groups - Yearly Trend
•
Employee Distribution by Tenure and Division
•
Employee Distribution by Tenure and Region
•
Headcount - Monthly Trend
•
Region Distribution - Yearly Trend
•
Workforce Tenure - Monthly Trend
The Headcounts and Trends area also contains a Contractors subsection,
which includes the following reports:
•
Contract Expiration Alert
•
Contractor Cost Analysis
•
Contractors by Region and Division
The Headcounts and Trends area contains a second subsection called
Transfers, which includes the following reports:
•
Transfer Analysis - Monthly Trend
32 Headcounts and Trends reports
Workforce Analysis
•
Transfers to Employee Base - Monthly Trend
•
Transfer Distribution by Department
•
Transfer Distribution by Location
•
Employee Flow by Department - Monthly Trend
•
Employee Flow by Location - Monthly Trend
•
Overall Employee Flow by Department
•
Overall Employee Flow by Location
•
Employee Transfer History by Department
•
Employee Transfer History by Location
3
Distribution by Department - Monthly Trend
This detailed report shows employee status across company departments.
This report can provide information on possible employee status changes
over time.
Usage scenarios
This report highlights trends in employee status distribution, and monitors
whether the number of temporary employees and part-time employees is
proportional to the number of full-time employees. You can select the
months (grouped by quarter) to view.
33
3
Workforce Analysis
Report layout and display
This report appears as a grid.
Report details
•
Qualification: You are prompted to select a quarter to analyze.
•
Drill path: No drill path is recommended.
Division Distribution - Yearly Trend
This simple report helps you see workforce trends across company divisions.
Usage scenarios
Use this report to see how your part-time and full-time employee numbers
change by company division, over time. You can select the years to view.
Workforce Analysis
3
Report details
•
Qualification: You are prompted to select one or more years to analyze.
•
Employee Distribution by Department and Region
This report provides a snapshot of the company’s employee distribution by
geographical region and department.
Usage scenarios
This report helps you see workforce distribution across departments and
locations.
35
3
Workforce Analysis
Report details
Drill path: You can drill down to Location or Department.
Employee Distribution by Identity Groups - Yearly Trend
This report shows employee distribution by self-declared identity group.
Usage scenarios
Use this report to monitor your goals for identity group distribution. You can
select the years to analyze.
Workforce Analysis
3
This report appears as a graph with vertical bars.
Report details
•
Qualifications: You are prompted to select a year to analyze.
•
Employee Distribution by Tenure and Division
employee tenure level and company division.
Usage scenarios
This report helps you see workforce distribution across employee tenure
levels and company divisions.
37
3
Workforce Analysis
This report appears as a graph using a set of pie charts, one per division.
Report details
•
Drill path: You can drill down to Department.
Employee Distribution by Tenure and Region
employee tenure and geographical region.
Usage scenarios
This report helps you see workforce distribution across employee tenure and
geographical region.
Workforce Analysis
3
The report appears as a graph with a set of pie charts, one per region.
Report details
•
Headcount - Monthly Trend
This report provides an overview of the employee headcount trend.
Usage scenarios
Use this report to get an overview of the number of part-time and full-time
employees in the company over time. You can select the years to view.
39
3
Workforce Analysis
The report appears as a graph with stacked vertical bars, and with Totals on.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
Region Distribution - Yearly Trend
This simple report helps you see workforce distribution trends for full- and
part-time employees across geographic regions.
Usage scenarios
Use this report to see trends in how your company workforce is distributed
across geographic regions. This report distinguishes between full-time and
part-time employees. You can select the years to view.
Workforce Analysis
3
The report appears as a grid.
Report details
•
•
Workforce Tenure - Monthly Trend
This cross-tabbed report provides information on the length of service of
employees and aging of the staff across months.
Usage scenarios
This report can be used to gain insight into how the organization’s employee
base is distributed by tenure and time. It can also be the starting point of an
attrition/retention analysis.
41
3
Workforce Analysis
The report appears as a graph with vertical bars.
Report details
•
•
Contractor reports
The Headcounts and Trends area contains a Contractors subsection, which
includes the following reports:
•
•
•
42 Contractor reports
Workforce Analysis
3
This report helps monitor the expiration of contractors' assignments.
Usage scenarios
Managers can be alerted when the contract expiration date approaches. They
can then take immediate action to have the contract renewed, or they can
take other appropriate actions.
Report details
•
Qualification: This report is filtered by upcoming contract expirations.
•
This report helps you monitor the cost of contractors by job title, and
compare contractor cost to regular employees’ compensation.
Contractor reports
43
3
Workforce Analysis
Usage scenarios
You can view annualized contractor rates and compare them to regular
employees’ wages. The report can be customized by adding a filter on
Contract Duration greater than a certain number of days.
The Annualized Employee Equivalents column includes a threshold that
highlights data when values are greater than 3. These values appear in red.
Report details
•
Qualifications: The report includes a static filter on the year and a static
filter on Avg Annualized Contract Cost per Contractor greater than 0.
•
This report provides a snapshot of the company’s contractor distribution by
geographical region and company division.
44 Contractor reports
Workforce Analysis
3
Usage scenarios
This report helps you monitor the presence of contractors by department and
location, and see out-of-range values or peaks.
The report is displayed as a grid.
Report details
•
Drill path: You can drill down to contractor departments, locations, or
names.
Transfer reports
The Headcounts and Trends area contains a second subsection called
Transfers, which includes the following reports:
•
•
Transfers to Employee Base - Monthly Trend
•
•
•
•
•
•
•
•
Transfer reports
45
3
Workforce Analysis
This report provides a high-level overview of the number of employee
position transfers, with a breakdown showing location and department
transfers.
Usage scenarios
Use this report to see trends over time in employee transfers, and the
number of transfers between company departments and locations. You can
select the year to analyze.
This report appears as a grid, with Totals on.
Report details
•
•
Transfers to Employee Base - Monthly Trends
This report provides a high-level overview of the number of transferred
employees compared to the entire employee base.
46 Transfer reports
Workforce Analysis
3
Usage scenarios
Use this report to see monthly trends in transferred employees compared to
the employee base. The report also shows percentages. You can select the
years to analyze.
This report appears as a bar and line graph.
Report details
•
•
Transfer reports
47
3
Workforce Analysis
This report displays details on employee transfers within selected
departments and time frames.
Usage scenarios
Use this report to highlight any transfer trends within departments that
differ from trends shown in other departments. You can select the years to
analyze.
Report details
•
•
This report displays details on employee transfers within selected company
locations and time frames.
Usage scenarios
48 Transfer reports
Workforce Analysis
3
Use this report to highlight any transfer trends within company locations
that differ from trends shown in other locations. You can select the years to
analyze.
Report details
•
•
This report displays details on employee transfers within a selected
department and time frame.
Usage scenarios
Use this report to analyze variations and patterns in staffing over time,
within a company department. You can select the year and the department to
analyze.
Transfer reports
49
3
Workforce Analysis
Report details
•
Qualification: You are prompted to select a year and a department to
analyze.
•
This report displays details on employee transfers within a selected company
location and time frame.
Usage scenarios
Use this report to analyze variations and patterns in staffing over time,
within a company location. You can select the year and the location to
analyze.
50 Transfer reports
Workforce Analysis
3
Report details
•
Qualification: You are prompted to select a year and a location to analyze.
•
This report displays cumulative data on employee counts and employee
transfers by department.
Usage scenarios
Use this report to see all employee hiring, departure, and transfer
information for a department. The report reflects all stored data up to the
most recent data collection.
Transfer reports
51
3
Workforce Analysis
Report details
•
This report displays cumulative data on employee counts and employee
transfers by company location.
Usage scenarios
Use this report to see all employee hiring, departure, and transfer
information for a location. The report reflects all stored data up to the most
recent data collection.
52 Transfer reports
Workforce Analysis
3
Report details
•
This report displays the history of individual employee transfers across
departments.
Usage scenarios
Use this report to identify employees with a large number of transfers
between departments. You can customize the information by viewing
transfers within a specific time frame.
Transfer reports
53
3
Workforce Analysis
Report details
•
Qualification: This report contains a static filter on Department Transfer.
•
This report displays the history of individual employee transfers across
company locations.
Usage scenarios
Use this report to identify employees with a large number of transfers
between locations. You can customize the information by viewing transfers
within a specific time frame.
54 Transfer reports
Workforce Analysis
3
Report details
•
Qualification: This report contains a static filter on Location Transfer.
•
Employee Profile Analysis reports
The Employee Profile Analysis area includes the following reports:
•
Employee Profile by Department - Monthly Trend
•
Employee Profile by Region - Monthly Trend
•
Employee Profile by Tenure
•
Employee Profile Distribution
•
Employee Birthday Alert
•
Employee Anniversary Alert
Employee Profile by Department - Monthly Trend
This report shows employee profile distribution by company department,
monthly.
Usage scenarios
55
3
Workforce Analysis
This report can be useful to monitor specific employee profiles like gender, or
categories like minority groups, in the context of company departments.
The report is displayed as a grid, with Totals on.
Report details
•
Qualifications:


•
You are prompted to select a time frame to analyze.
You are prompted to select a demographic profile to analyze, such as
employee age range, degree type, education, ethnicity, gender, marital
status, or nationality.
Drill path: Drill to other Employee attributes.
Employee Profile by Region - Monthly Trend
This report shows the monthly employee profile distribution by geographical
region.
Usage scenarios
Use this report to monitor specific employee profiles like gender, or
categories like minority groups, in the context of geographical region.
56 Employee Profile Analysis reports
Workforce Analysis
3
Report details
•
Qualifications:


•
You are prompted to select a time frame to analyze.
You are prompted to select a demographic profile to analyze, such as
employee age range, degree type, education, ethnicity, gender, marital
status, or nationality.
Drill path: You can drill to other Employee attributes.
Employee Profile by Tenure
This report provides a snapshot of the current relationship between
employee tenure and employee profile.
Usage scenarios
This report helps you see the relationships between employee tenure and
employee profiles.
57
3
Workforce Analysis
Report details
•
Qualification: You are prompted to select an employee profile to analyze,
such as employee age range, degree type, education, ethnicity, gender,
marital status, or nationality.
•
Employee Profile Distribution
This report provides a snapshot of the current distribution among most
frequently analyzed employee profiles.
Usage scenarios
This report helps you see workforce distribution across employee tenure and
employee profile.
Workforce Analysis
3
The report is displayed as a 3-D pyramid graph.
Report details
•
Qualification: You are prompted to select an employee profile to analyze,
such as employee age range, degree type, education, ethnicity, gender,
marital status, or nationality.
•
Employee Birthday Alert
This simple report reminds colleagues of employee birth dates.
Usage scenarios
This report should run on a periodic basis (on the first day of each month, for
example) and could be distributed though a MicroStrategy Narrowcast
Server integration.
59
3
Workforce Analysis
Report details
•
Qualification: This report includes a filter on Upcoming Birthdays and
Employee Current Status Active.
•
Employee Anniversary Alert
This simple report reminds human resources managers, supervisors, and/or
colleagues of employee anniversary dates.
Usage scenarios
This report should run on a periodic basis (monthly, for example). It could
also be triggered a few days before the anniversary date if it is distributed to
supervisors and HR managers. This report can be distributed though a
MicroStrategy Narrowcast Server integration.
Workforce Analysis
3
Report details
•
Qualification: This report includes a filter on Upcoming Anniversaries
and Employee Current Status Active.
•
61
3
Workforce Analysis
4
4.
COMPENSATION ANALYSIS
Introduction
This chapter provides reference information for the Compensation analysis
area reports that come with the Human Resource Analysis Module (HRAM).
It presents detailed information on each report in this analysis area,
including usage scenarios, screen shots, and reporting details. The reports
are available in the HRAM Reports folder, see Accessing reports, page 8.
information on the attributes, metrics, prompts, consolidations,
 For
and filters included in the reports, see Appendix A, Definitions for
Objects on Reports: Object Glossaries.
Compensation analysis area
This area provides targeted analysis of employee compensation costs. The
reports in this area enable organizations to monitor trends, to be alerted to
significant deviations from industry standards, and to align employee
compensations costs to individual performance.
Compensation analysis area
63
4
Compensation Analysis
The Compensation analysis area also contains two subsections, Overtime
analysis and Planning analysis. Overtime analysis tracks and analyzes
employee working hours. Planning analysis compares estimated
compensation costs and employee headcounts with actual values.
The Compensation analysis area (see Compensation reports, page 65 for
descriptions and examples) includes the following reports:
•
•
Compensation Distribution by Region
•
Compensation Items - Yearly Trend
•
Salary and Bonus Distribution by Department
•
Salary and Bonus Distribution by Location
•
•
Alert - Individual Salaries Above Industry Range
•
Alert - Individual Salaries Below Industry Range
•
Compensation Distribution by Employee Profile - Yearly Trend
•
Average Paid Salary to Industry Mode - Yearly Trend
•
The Overtime analysis subsection (see Overtime reports, page 75 for
descriptions and examples) contains the following reports:
•
Overtime Analysis - Monthly Trend
•
Overtime Cost Analysis
•
Overtime Cost - Monthly Trend
•
Jobs with Highest Overtime
The Planning analysis subsection (see Planning reports, page 79 for
descriptions and examples) contains the following reports:
•
Planned to Actual Difference and Variance - Quarterly Trend
•
Planned Headcount and Compensation to Actual - Quarterly Trend
•
Planned Headcount and Compensation by Department
•
Planned Headcount and Compensation by Region
64 Compensation analysis area
4
Compensation reports
This report analyzes salary distribution at various levels.
Usage scenarios
Use this report to see how different divisions distribute individual
compensation items such as base salary and regular bonus. You can select
the year to view.
Report details
•
65
4
•
Drill path: You can drill down to Department and Employee.
Compensation Distribution by Region
This report analyzes salary distribution at various levels.
Usage scenarios
Use this report to see how individual compensation items like base salary
and regular bonus are distributed by geographical region. You can select the
year to view.
Report details
•
•
Drill path: You can drill down to Location and Employee.
66 Compensation reports
4
Compensation Items - Yearly Trend
This report shows trends in the company’s overall compensation cost, as well
as the average compensation by employee.
Usage scenarios
This report can be helpful when you project next year's compensation
expenses.
The report is displayed as a grid, with Subtotals on.
Report details
•
•
Attributes: Avg. Compensation Cost is the Compensation Cost / Number
of Employees.
Salary and Bonus Distribution by Department
This report displays the paid salary and bonus for employees across different
departments of the organization.
67
4
Usage scenarios
Use this report to compare paid salary and paid bonuses for employees
across different departments of the organization. You can select the year to
view.
The report is displayed as a horizontal bar graph.
Report details
•
•
Drill path: You can drill down to Employee.
•
Metrics: Paid Salary and Paid Bonus are conditional metrics built off
Compensation Cost.
4
Salary and Bonus Distribution by Location
This report displays the paid salary and bonuses for employees across the
different locations of the organization.
Usage scenarios
Use this report to compare paid salary and paid bonuses for employees
across different locations of the organization. You can select the year to view.
The report is displayed as a horizontal bar graph.
Report details
•
•
•
Metrics: Paid Salary and Paid Bonus are conditional metrics built off
Compensation Cost.
69
4
This report compares the average salary, the most common salary, and the
median salary across employee level and company department, and
compares them to the industry mode and range.
Usage scenarios
This report can be run before the employee's performance review or before
performing a salary adjustment.
Report details
•
Qualifications:


•
You are prompted to select a year to analyze.
The report includes a static filter on the year and an optional static
filter on Employee's Current Status = Active.
Drill path: You can drill to Employee.
4
Alert - Individual Salaries above Industry Range
This report lists any employees whose salary is greater than the industry
maximum for the employee’s level.
Usage scenarios
This report can be run before performing a salary adjustment, and you can
select the year to view.
You can include thresholds in the Industry Max Salary - Salary column to
highlight values above or below a selected number.
Report details
•
Qualification:


•
The report displays those employees with Employee Current Status
Active, Maximum Salary - Salary < 0.
Alert - Individual Salaries below Industry Range
This report lists employees whose salary is lower than the industry minimum
for the employee’s level.
Usage scenarios
71
4
This report can be run before performing a salary adjustment. You can select
the year to view.
You can include thresholds in the Salary - Industry Min. Salary column to
highlight values above or below a selected number.
Report details
•
Qualification:


•
You are prompted to select a year.
The report displays employees with Employee Current Status Active,
Salary - Minimum Salary < 0.
Compensation Distribution by Employee Profile - Yearly Trend
This report compares the distribution of compensation costs across years,
based on employee profile.
Usage scenarios
This report helps you identify the employee profiles that are responsible for
the largest compensations. You can also add the metric Average
Compensation Cost per Employee.
4
The report appears as a grid, with Totals on.
Report details
•
Qualifications:


•
You are prompted to select an employee profile to analyze, such as age
range, degree type, education, ethnicity, gender, marital status, or
nationality.
Average Paid Salary to Industry Mode - Yearly Trend
This report compares the average salary per employee, based on employee
level, with published industry standard salaries across years.
Usage scenarios
Use this report to identify trends that may increase the gap between actual
paid salaries and industry standards.
73
4
You can include thresholds in the Salary to Industry Mode Variance column
to highlight values above or below a selected percentage.
Report details
This report compares the average salary of top performing employees to
industry standard salaries.
Usage scenarios
You can use this report to trigger actions that prevent top performing
employees from leaving the company for salary reasons.
4
You can include thresholds in the Salary to Industry Mode Variance column
to highlight values above or below a selected percentage.
Report details
•
•
Qualification:


The report includes a filter on Performance Score between 4 and 5.
Overtime reports
Overtime analysis tracks and analyzes employee working hours.
The Overtime analysis subsection contains the following reports:
•
•
•
•
Overtime reports
75
4
This report shows the number of hours of overtime worked, by month. It also
shows how those hours are distributed among the non-exempt workforce.
Usage scenarios
Use this report to see an overview of overtime hours worked, the average
overtime hours per employee, and to determine trends across time.
This report appears as a line and bar graph.
Report details
•
76 Overtime reports
4
This report displays the cost of overtime based on an employee’s monthly
salary.
Usage scenarios
Use this report to identify the employees who are earning overtime and what
percentage of their monthly salary the overtime pay reflects. You select the
months to analyze.
This report appears as a grid in Outline mode.
The report displays thresholds (highlighted in red) on overtime
contributions greater than 20%.
Report details
•
•
This report displays the monthly trends for overtime hours and costs.
Overtime reports
77
4
Usage scenarios
Use this report to see trends in the number of overtime hours worked, and
the amount of paid overtime. You select the years to analyze.
This report appears as a bar graph.
Report details
•
This report displays the jobs with the highest number of overtime hours.
Usage scenarios
Use this report to see the job titles and the departments that have the highest
overtime hours. You select the months and the number of jobs you want to
analyze.
78 Overtime reports
4
Report details
•
Qualifications: You are prompted to select the months and the number of
top job titles to analyze.
•
Drill path: You can drill down to Employee to see the distribution of
overtime hours.
Planning reports
Planning analysis compares estimated compensation costs and headcounts
with actual values.
The Planning analysis subsection contains the following reports:
•
•
Planned Headcount and Compensation to Actual - Quarterly Trend
•
•
Planning reports
79
4
This report compares the actual headcount numbers and employee
compensation costs to the planned (target) values. The comparison is
facilitated by metrics for difference and variance.
Usage scenarios
Use this report to determine trends in how closely your organization achieves
targets for headcount numbers and compensation costs.
The report displays a threshold (highlighted in red) when the data in the
Compensation Variance column is less than -15 percent.
Report details
•
Planned Headcount and Compensation to Actual - Quarterly
Trend
This graphical report lets you visually compare actual headcount numbers
and employee compensation costs to planned (target) values, across
quarters.
Usage scenarios
Use this report to analyze how well your organization is achieving targets for
headcount numbers and compensation costs.
80 Planning reports
4
This report appears as a line and bar graph.
Report details
•
This report displays actual headcount numbers and employee compensation
costs, as well as planned (target) values, by department.
Usage scenarios
Use this report to compare actual headcount numbers and employee
compensation costs to your organization’s target values, with results listed by
department. You choose the quarter to analyze.
Planning reports
81
4
This report appears as a grid, with subtotals on.
The report displays a threshold (highlighted in red) when the data in the
Compensation Variance column is less than -15 percent.
Report details
•
•
This report displays the actual headcount numbers and employee
compensation costs, as well as planned (target) values, by region.
Usage scenarios
Use this report to compare actual headcount numbers and employee
compensation costs to your organization’s target values, with results listed by
region. You choose the quarter to analyze.
82 Planning reports
4
This report appears as a grid, with subtotals on.
The report displays a threshold (highlighted in red) when data in the
Compensation Variance column is higher than -15 percent.
Report details
•
•
Planning reports
83
4
84 Planning reports
5
5.
BENEFIT ANALYSIS
Introduction
This chapter provides reference information for the Benefit analysis area
 For
reports, see Appendix A, Definitions for Objects on Reports: Object
Glossaries.
Benefit analysis area
Analytics in this area are designed to help you examine and improve the
management of costs associated with providing non-cash benefits for
employees.
The Benefit analysis area includes the following reports:
Benefit analysis area
85
5
Benefit Analysis
•
Benefit Usage and Costs - Quarterly Trend
•
Most Used Benefits by Number of Participants
•
Benefit Usage by Employee Profile
•
Time Off Overview by Department
Benefit reports
Benefit Usage and Costs - Quarterly Trend
This detailed report analyzes the trends for benefit use and costs across the
organization, by time.
Usage scenarios
This report shows any changes in benefit costs over time, and can show to
what degree employees make use of a particular benefit. You can select the
years to view.
Report details
86 Benefit reports
Benefit Analysis
•
•
•
Attributes: Participation Rate is the Number of Enrolled Employees /
Total Number of Employees *100.
5
Most Used Benefits by Number of Participants
This report identifies the most frequently used employee benefits, based on
the number of participants.
Usage scenarios
This report can help you make decisions about implementing changes to
company benefits. You enter the number of most used benefits to retrieve,
and select the quarter to analyze.
The report is displayed as a grid, sorted in descending order by the number
of participants.
Report details
•
Qualification:


You are prompted to select the number of benefits to analyze; the
ranking is according to number of participants.
You are prompted to select a quarter to analyze.
•
•
Benefit reports
87
5
Benefit Analysis
Benefit Usage by Employee Profile
This detailed report analyzes key benefits, based on employee profile.
Usage scenarios
This report helps identify the best benefit mix for each employee profile. A
typical analysis might be performed for marital status and age. You select the
quarter and the employee profile to analyze.
Report details
•
Qualifications:


You are prompted to select a quarter to analyze.
You are prompted to select an employee profile to analyze, such as age
range, degree type, education, ethnicity, gender, marital status, or
nationality.
•
•
Time Off Overview by Department
This report shows accrued and used vacation days, sick days, and other types
of leave days by department.
88 Benefit reports
Benefit Analysis
5
Usage scenarios
This report is useful to view peaks in time-off use by department, and can aid
in deciding when to address a drop in personnel by assigning extra resources
such as contractors.
The report is displayed as a grid, in Outline mode with totals on.
You can include thresholds that highlight data in the Available Days column
when values are above or below a selected number.
Report details
•
Qualification: The report displays information on those employees with
Employee Current Status = Active.
•
Benefit reports
89
5
Benefit Analysis
90 Benefit reports
6
6.
ATTRITION ANALYSIS
Introduction
This chapter provides reference information for the Attrition analysis area
 For
Glossaries.
Attrition analysis area
This area provides insight on employee attrition by identifying attrition
trends and profiles of employees who leave, so that an organization can
pro-actively improve retention rates and minimize the loss of key talent.
The Attrition analysis area includes the following reports:
Attrition analysis area
91
6
Attrition Analysis
•
Employee Attrition - Monthly Trend
•
Departed Employees by Position Status - Monthly Trend
•
Departures by Division - Monthly Trend
•
Departures by Region - Monthly Trend
•
•
Alert: Upcoming Departures
•
Attrition by Recruiting Source
•
Departed Employees - Department Transfer Analysis
•
Departed Employees - Location Transfer Analysis
Attrition reports
Employee Attrition - Monthly Trend
This report provides an overview of the number of voluntarily departed
employees and the employee attrition rate, by month.
Usage scenarios
This report can help you define certain times of the year when employees are
more likely to leave the company, which can allow you to prepare for
potential employee gaps. You can select the years to view.
92 Attrition reports
Attrition Analysis
6
The report is displayed as a grid. You can also display it as a vertical bar
graph.
You can include thresholds in the Attrition Rate column to highlight values
that appear above a certain percentage.
Report details
•
•
•
Attributes: Attrition Rate is the Number of Voluntary Departed
Employees / Number of Employees.
Departed Employees by Position Status - Monthly Trend
This report gives an overview of the number of departed employees by month
and position status.
Usage scenarios
This report helps you see the employee positions that are less fully staffed.
You can select the years to view.
Attrition reports
93
6
Attrition Analysis
The report appears as a grid, with totals.
Report details
•
•
Departures by Division - Monthly Trend
This report provides an overview of employee turnover by division, by
month, within the chosen year.
Usage scenarios
Use this report to see trends in employee turnover, based on company
division and time. You can select the year to view.
Attrition Analysis
6
Report details
•
•
Departures by Region - Monthly Trend
This report provides an overview of employee turnover by region, by month,
within the chosen year.
Usage scenarios
Use this report to see trends in employee turnover based on geographical
region, over time. You can select the year to view.
Attrition reports
95
6
Attrition Analysis
Report details
•
•
Drill path: You can drill down to Location.
This report provides insight into the major reasons for employee departures.
Usage scenarios
Use this report to see the main reasons for employee departure. Examples
include salary requirements, better career opportunities, conflicts with
co-workers, personal reasons, retirement, and reduction in force. The report
can be customized to display voluntarily departed employees only.
Attrition Analysis
6
The report appears as a pie chart.
Report details
•
Alert: Upcoming Departures
This alert report tracks any upcoming employee departures.
Usage scenarios
This report can be run periodically, or can be triggered by an action or event
such as the resignation of an employee. The report could then be distributed
to the employee's supervisors and human resources managers though a
Attrition reports
97
6
Attrition Analysis
Report details
•
Qualification: The report includes a filter to display those employees with
upcoming departures.
•
Attrition by Recruiting Source
This report highlights where employee attrition rate is highest, based on the
recruiting source.
Usage scenarios
This report can be helpful when you assess your recruitment processes. You
can select the years to analyze.
The report is displayed as a grid, sorted by ascending Attrition Rate.
Attrition Analysis
6
Report details
•
Qualification: You are prompted to select the years to analyze.
•
Departed Employees - Department Transfer Analysis
This report highlights any relationship between department transfers and
employee departures.
Usage scenarios
This report can help you see the possible relationship between department
transfers of employees and employee departures from the company. You can
customize this report to show only those employees who have had more than
one transfer, for example.
Report details
•
Qualification: This report is filtered on Departed Employees and
Department Transfer.
•
Departed Employees - Location Transfer Analysis
This report highlights any relationship between location transfers and
employee departures.
Usage scenarios
Attrition reports
99
6
Attrition Analysis
This report can help you see the possible relationship between location
transfers of employees and employee departures from the company. You can
customize this report to show only those employees who have had more than
one transfer, for example.
Report details
•
Qualification: This report is filtered on Departed Employees and Location
Transfer.
•
7
7.
RECRUITMENT ANALYSIS
Introduction
This chapter provides reference information for the Recruitment analysis
area reports that come with the Human Resources Analysis Module
(HRAM). It presents detailed information on each report in this analysis
area, including usage scenarios, screen shots, and reporting details. The
reports are available in the HRAM Reports folder; see Accessing reports,
page 8.
 For
Glossaries.
Recruitment analysis area
This analysis area is designed to optimize the recruitment process by
identifying hiring trends, profiles, and organization needs.
Recruitment analysis area
101
7
Recruitment Analysis
The Recruitment analysis area is broken down into two sections which
include the main set of Recruitment reports, and a subsection called Hiring
Process. The reports included in the main set of Recruitment reports are:
•
Hiring Rate - Monthly Trend
•
New Hires by Division - Monthly Trend
•
New Hires by Region - Monthly Trend
•
New Hire by Position Status - Monthly Trend
•
Recent Hires
•
Hires by Recruiting Source
For detailed descriptions and examples of each report, see Recruitment
reports below.
The Hiring Process subsection includes the following reports:
•
Vacant Positions
•
Recruiting Pipeline
•
Position Open Days
•
Positions Opened and Closed through Transfers
For detailed descriptions and examples of each report, see Hiring Process
reports, page 108.
Recruitment reports
Hiring Rate - Monthly Trend
This report provides an overview of the number of new employees by month,
and the monthly hiring rate.
Usage scenarios
This report helps you see hiring trends over time. You can select the years to
view.
102 Recruitment reports
7
The report is displayed as a grid. You can also display it as a vertical bar
graph to see trends graphically.
You can include a threshold in the Hiring Rate column to highlight values
that appear above a selected percentage.
Report details
•
•
•
Attributes: Hiring Rate is the Number of New Employees with Tenure = 1
month / Total Number of Employees.
New Hires by Division - Monthly Trend
This report provides an overview of the new hires by company division.
Usage scenarios
This report helps you see trends in hiring by division, over time. You can
select the year to view.
Recruitment reports
103
7
Report details
•
•
New Hires by Region - Monthly Trend
This report provides an overview of the new hires by geographical region.
Usage scenarios
This report helps you see trends in hiring by geographical region, over time.
You can select the year to view.
7
Report details
•
•
Drill path: You can drill down to Location.
New Hires by Position Status - Monthly Trend
This report provides an overview of the new hires by position status and
month of hire.
Usage scenarios
This report helps you see the number of full-time and part-time new hires
over time. You can select the years to view.
Recruitment reports
105
7
The report appears as a grid, with Totals on.
Report details
•
•
Drill path: You can drill to Location or Department.
Recent Hires
This report distributes information about new hires to the employees’
supervisors and to human resources managers.
Usage scenarios
You can select the beginning of the time period, with the end of the period
being today's date. Alternatively, this report can be run periodically or can be
triggered by an action or event, such as the hiring of a new employee.
7
The report could then be distributed to each employee's supervisor and
human resources managers though a MicroStrategy Narrowcast Server
integration.
Report details
•
Qualification:


•
The report includes a static filter on Recent Hires.
You are prompted to select a date as the beginning of the period to
analyze.
Hires by Recruiting Sources
This report shows all recruiting sources, with the number of employees hired
through that source.
Usage scenarios
This report displays the recruiting sources of employees, such as by
advertisement, internal referral, headhunter, and so on.
Recruitment reports
107
7
The report appears as a pie chart.
Report details
•
Hiring Process reports
Vacant Positions
This report lists open positions by position characteristics.
Usage scenarios
This report is intended to be used together with the following Recruiting
Pipeline report. You can select the job characteristic, such as Department,
Location, Security Clearance, or Number of Years of Experience at run time.
108 Hiring Process reports
7
This analysis can also be run for time comparisons, such as this month/this
year compared to this month/last year, for example.
Report details
•
•
Qualifications:

The Job Close Date is null.

You are prompted to select a job characteristic to analyze.
Recruiting Pipeline
This report monitors how the recruitment process is proceeding.
Usage scenarios
You can select the time of analysis and view the results by position.
109
7
The report appears as a grid, with subtotals at the Month level.
Report details
•
•
Position Open Days
This report lists all jobs that are open longer than a specified number of days.
Usage scenarios
This report can alert human resources managers to longer-term position
vacancies that require attention. The report could be distributed to human
resources managers though a MicroStrategy Narrowcast Server integration.
7
Report details
•
Qualification: This report contains a filter on Job Close Date, not null.
•
Positions Opened and Closed Through Transfers
This report lists all jobs that are opened or closed due to an internal transfer.
Usage scenarios
This report can be used to determine how many vacancies are created due to
employee transfers, and how many positions are closed due to transfers.
Report details
•
Qualification: This report contains a filter on Job Open Reason = Backfill
from Transfer or Job Close Reason = Transfer.
111
7
•
8
8.
WORKFORCE DEVELOPMENT
AND PRODUCTIVITY ANALYSIS
Introduction
This chapter provides reference information for the Workforce Development
and Productivity analysis area reports that come with the Human Resources
Analysis Module (HRAM). It presents detailed information on each report in
this analysis area, including usage scenarios, screen shots, and reporting
details. The reports are available in the HRAM Reports folder; see
Accessing reports, page 8.
 For
Glossaries.
Workforce Development and Productivity
analysis area
This analysis area includes the following subsections:
Workforce Development and Productivity analysis area
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8
Workforce Development and Productivity Analysis
•
Employee Qualification: This subsection identifies employees by their
qualified skills, and enables organizations to quickly align required
project skills with employee qualifications.
•
Employee Performance: This subsection provides analysis of individual
employee performance in relation to meeting individual and corporate
goals. These reports enable organizations to align salary increases and
bonus payments with targeted goals.
•
Employee Satisfaction: This subsection allows organizations to analyze
the results of corporate surveys on employee satisfaction.
The Workforce Development and Productivity analysis area reports are
subdivided into the same subsections as those listed previously.
•
•
•
The Employee Qualifications subsection includes the following reports:

Employee Qualification by Division and Region

Employees by Qualification Type

Qualifications by Department and Location
The Employee Performance subsection includes the following reports:

Performance Appraisal

Performance by Department - Yearly Trend

Low Performing Employee Salaries to Industry Mode Comparison
The Employee Satisfaction subsection includes the following reports:

Employee Satisfaction - Survey Results

Employee Satisfaction - Yearly Trend
Employee Qualification reports
Employee Qualification by Division and Region
This report provides information on the regional and divisional distribution
of employee job qualifications.
Usage scenarios
114 Employee Qualification reports
8
You are prompted to select a division and region. Once the report is
displayed, you can use the page-by option for Division and Region to view
the job qualifications obtained by employees in other divisions or regions.
The report appears as a grid, with a page-by option for Division and Region.
Report details
•
Qualification: You can place a filter on Currently Active Employees to
count only those employees who are currently active.
•
Drill path: You can drill across to Employee details, such as name, ID, or
title.
Employees by Qualification Type
This matrix report provides a list of employees who possess specific job
qualifications.
Usage scenarios
You can use this report to view a list of employees with specified
qualifications and skills. You can select the qualification type at run time.
Employee Qualification reports
115
8
Report details
•
Qualification: You are prompted to select a qualification type to analyze.
•
Qualifications by Department and Location
This report provides a list of qualified employees for a specific company
department and location.
Usage scenarios
You are prompted to select a department and location. Once the report is
displayed, you can use the page-by option for Department and Location to
view the job qualifications obtained by employees in other departments or
locations.
116 Employee Qualification reports
8
The report appears as a grid, with a page-by option for Department and
Location.
Report details
•
Qualification: You are prompted to select a department and location to
analyze.
•
Employee Performance reports
Employee Performance Appraisal
This report provides information on employee performance over a specified
period.
Usage scenarios
This report can be run based on a company’s review cycles. By selecting the
year, managers can view each employee's compensation and performance,
and make decisions on potential career or salary enhancements. This report
can also be useful to fine tune compensations or allocate bonuses.
This report can also be used as an alert, with the company review cycle
triggered by the employee hire date. The report can then be distributed to the
employee's supervisors and human resources managers though a
117
8
The report appears as a grid, with a page-by option for Supervisor.
Report details
•
Qualifications:


The report contains a filter on Active Employees.
•
•
Attributes: Performance Score can be a placeholder for any important
company metric, such as the number of cases resolved per day per tech
support call, or the number of billable hours per consultant per quarter,
and so on.
Performance by Department - Yearly Trend
This report provides information on the performance trend of company
departments, based on individual employee performance.
Usage scenarios
This report can provide information on overall department performance.
You can select the years to view.
118 Employee Performance reports
8
The report appears as a grid, with banding.
Report details
•
Qualification: You are prompted to select a year to analyze. By default, all
years are selected.
•
Drill path: You can drill down to Employee, to identify positive or
negative trends.
Low Performing Employee Salaries to Industry Mode
Comparison
This report provides information on low performing employees and how
their salaries compare to the industry mode (industry standard).
Usage scenarios
Use this report to gather information on how the salaries of low performing
employees compare to industry standard salaries, and see highlighted data
for any salary-to-industry ratio that exceeds 100 percent. You can select the
year to view.
119
8
You can include thresholds in the Salary Ratio to Industry Mode column to
highlight values that are greater than or equal to 100 percent.
Report details
•
Qualifications:


•
The report includes a filter on Performance Score less than or equal to
2, and on Active Employees.
Drill path: You can drill to Employee Department.
Employee Satisfaction reports
Employee Satisfaction - Survey Results
This report provides information on employee satisfaction levels by
department.
Usage scenarios
This report is useful to identify areas of improvement for the company. The
results can be gathered yearly through an anonymous survey. You can select
the year to view.
120 Employee Satisfaction reports
8
The report appears as a grid, with Totals and Averages on.
You can include a threshold in the Average Satisfaction Score column to
highlight values that are above or below a selected number.
Report details
•
•
Employee Satisfaction - Yearly Trend
This report provides information on employee satisfaction trends over time.
Usage scenarios
This report is useful to monitor whether the overall employee satisfaction
level is improving or not for the whole company. The results can be gathered
yearly though an anonymous survey.
Employee Satisfaction reports
121
8
The report appears as a graph with vertical bars.
Report details
•
122 Employee Satisfaction reports
A
DEFINITIONS FOR OBJECTS ON
REPORTS: OBJECT
GLOSSARIES
A.
Introduction
This appendix presents glossaries for all the Human Resources Analysis
Module (HRAM) objects used in the HRAM reports. The glossaries include
descriptions, examples, and formulas for the public objects (metrics, filters,
prompts, consolidations, and custom groups) that comprise HRAM.
For additional details on any object listed, see the MicroStrategy project
definitions in the Public Objects folder or the Schema Objects
folder. You can also find additional object definitions in Appendix B,
Structure of HRAM’s Business Logic: Logical Data Model.
Metrics glossary
The following tables list all metrics (also known as key performance
indicators, or KPIs) used in HRAM.
All metrics object definitions are located in the Public Objects\
Metrics folder in the MicroStrategy project. Metrics are organized into the
following tables:
Metrics glossary
123
A
Definitions for Objects on Reports: Object Glossaries
•
Employee glossary
•
Compensation glossary
•
Benefit and Time Off glossary
•
Transfers glossary
•
Qualifications, Performance, and Satisfaction glossary
•
Position glossary
•
Dates glossary
Employee metrics
The following metrics are used in most Human Resources analytics, and
appear particularly in the Workforce analysis reports. See the object
definition for details. (Open MicroStrategy Desktop, navigate to the Human
Resources Analysis Module, navigate to the metric you are interested in, and
double-click the metric to see details.)
Metric/KPI
Description
Formula
Employees Current
Total number of employees currently
working for the company.
Count(Employee) {~} <[Active
Employee (Current)]>
FTE
Number of full-time equivalent employees. Sum([FTE Coefficient]) {~}
Contractors
Number of contractors working for the
company.
Count(Contractor) {~, Time} <[Active
Contractor]>
Avg. Current
Tenure (months)
Average of employees' current tenure (at a
level higher than employee).
Avg([Current Tenure]) {~}
Departed
Employees Current
Number of employees who left the
company.
Count(Employee) {~} <[Inactive
Involuntary
Departed
Employees Current
Number of employees who involuntarily
left the company.
Count(Employee) {~} <[Involuntary
Departed and Inactive Current]>
Voluntary
Departed
Employees Current
Number of employees who voluntarily left
the company.
Count(Employee) {~} <[Voluntary
Departed and Inactive Current]>
Employees - All
Identity Groups
Number of employees with no grouping on
gender and ethnicity, and with filtering set
to Ignore.
Count(Employee) {Gender, Ethnicity}
<[Active Employee (Current)]>
124 Metrics glossary
A
Metric/KPI
Description
Formula
Contribution to
Identity Group
See formula to the right.
(([Employees - Current] * 1.0001) /
([Employees - All Identity Groups] *
1.0001))
Contractors (for
Access outer join)
Number of contractors working for the
company.
Count(Contractor) {~, Time} <[Active
Contractor]>
Employees with
Minority Group
Total number of employees working for the
company who belong to a minority group.
Count(Employee) {~, Time} <[Active
Employees with Minority Group
(Hist)]>
Employees with
Minority Group to
Employee Base
Number of employees with a minority
group, divided by the total number of
employees.
(((1.001 * [Employees with Minority
Group]) / Employees) * 1.001)
Employees with
Minority Group to
All Employees
Number of new employees with a minority
group, divided by the total number of
employees.
(((1.001 * [New Employees with
Minority Group]) / Employees) * 1.001)
Minority Group
Hiring Score
Minority to All New Employees]) /
[Employees with Minority Group to
Employee Base]) * 1.001)
Involuntary
Departed
Employees with
Minority
Total number of involuntarily departed
employees who belong to a minority
group.
Departed Employees with Minority]>
Involuntary
Departed
Employees with
Minority Group to
All Involuntary
Departed
Employees
((1.001 * [Involuntary Departed
Employees with Minority]) /
([Involuntary Departed Employees] *
1.001))
Minority Group
Involuntary
Departure Score
(((1.001 * [Involuntary Departed
Employees with Minority to All
Involuntary Departed Employees]) /
[Employees with Minority Group to
Employee Base]) * 1.001)
Employees
Total number of employees working for the
company during a particular month.
Employee (Hist)]>
Departed
Employees
Total number of employees who left the
company in a certain month.
Count(Employee) {~} <[Departed
Employees (Hist)]>
Involuntary
Departed
Employees
Number of employees who involuntarily
left the company in a certain month.
Departed Employees]>
Metrics glossary
125
A
Metric/KPI
Description
Formula
Voluntary
Departed
Employees
Number of employees who voluntarily left
the company in a certain month.
Count(Employee) {~} <[Voluntary
Departed Employees]>
Attrition Rate
((1.0001 * [Voluntary Departed
Employees]) / (1.0001 * (Employees +
[Voluntary Departed Employees])))
Turnover
([New Employees] - [Departed
Employees])
Turnover Rate
New and departed employees, divided by
the total number of employees.
(((1.001 * ([New Employees] +
[Departed Employees])) / Employees)
* 1.001)
Transferee
Turnover Rate
New, departed, and transferred
employees, divided by the total number of
employees.
(((1.001 * (([New Employees] +
[Departed Employees]) + [Transferred
Employees])) / Employees) * 1.001)
Tenure (months)
Employee tenure.
Max(Tenure) {~}
Avg. Tenure
(months)
Average employee tenure.
Avg(Tenure) {~}
Avg. Executives'
Tenure (months)
Average executive tenure.
Avg(Tenure) {~} <[Active Executives
(Hist)]>
New Employees
Total number of employees who joined the
company in a selected month and whose
tenure is only one month.
Count(Employee) {~} <[Tenure = 1]>
New Employees
with Minority
Group
Total number of new employees who
belong to a minority group.
Count(Employee) {~} <[Tenure =1 and
Minority Group]>
New Employees
with Minority to All
New Employees
Number of new employees with a minority
group, divided by all new employees.
Minority Group]) / [New Employees]) *
1.001)
Hiring Rate
((1.0001 * [New Employees]) / (1.0001
* Employees))
Full-time
Employees
Number of full-time employees working for
the company (flag on Position Status =
Full Time).
Count(Employee) {~, Time} <[Full-time
and Active (Hist)]>
Part-time
Employees
Number of part-time employees working
for the company (flag on Employment
Status = Part-time).
Count(Employee) {~, Time}
<[Part-time and active (Hist)]>
Executives
Number of executive-level employees
Executives (Hist)]>
Executives to All
Employees Ratio
((Executives * 1.0001) / (Employees *
1.0001))
A
Compensation metrics
The following metrics are used primarily in the Compensation analysis
reports. See the object definition for details.
Metric/KPI
Description
Formula
Compensation
Cost
This is the overall cost of
compensation sustained by the
company.
Sum([Compensation Cost]) {~}
Avg.
Compensation
Cost per
Employee
([Compensation Cost] / Employees)
Compensation
Cost to All
Functions
Overall compensation cost with no
grouping by employee function.
Sum([Compensation Cost]) {~, [Employee
Function]}
Compensation
Cost to All
Locations
grouping by employee location.
Location]}
Compensation
Cost to All
Profile
grouping by employee profile.
Profile]}
Compensation
Cost
Contribution to
Functions
([Compensation Cost] / [Compensation Cost
to All Functions])
Compensation
Cost
Contribution to
Locations
to All Locations])
Compensation
Cost
Contribution to
Profile
to All Profile])
Paid Salary
Compensation cost with conditionality
on Compensation Type = Salary.
Sum([Compensation Cost]) {~} <[Base
Salary]>
Paid Bonus
on Compensation Type = Bonus.
Sum([Compensation Cost]) {~} <[Regular
Bonus]>
Awards
set on the filter “Awards”.
Sum([Compensation Cost]) {~} <Awards>
Bonus Potential
Bonus potential assigned to each
employee each year.
Sum([Bonus Potential]) {~}
Annual Salary
Annual salary paid to the employee.
Sum([Annual Salary]) {~}
Metrics glossary
127
A
Metric/KPI
Description
Formula
Avg. Annual
Salary per
Employee
([Annual Salary] / Employees)
Average Annual
Salary
Average (function) salary with
dimensionality set on Employee.
Avg([Annual Salary]) {~, Employee}
Median Annual
Salary
Median (function) salary with
Median([Annual Salary]) {~, Employee}
Mode Annual
Salary
Mode (function) salary with
Mode([Annual Salary]) {~, Employee}
Hourly Rate
Salary rate assigned to each active
contractor.
Sum([Salary Rate]) {~, Time} <[Active
Contractor]>
Contract Cost
Total cost of the contract. See formula
to the right.
(([Hourly Rate] * 8) * [Contract Duration
(days)])
Annualized
Contract Cost
Total cost over one year. Usually
calculated by multiplying the Hourly
Rate by a constant. See formula to
the right.
((365 * [Hourly Rate]) * 8)
Avg. Annualized
Contract Cost
per Contractor
([Annualized Contract Cost] / Contractors)
Annualized
Employee
Equivalents
See formula to the right
([Avg. Annualized Contract Cost per
Contractor] / [Avg. Annual Salary per
Employee])
Industry Mode
Most frequent industry salary or
market value assigned to a certain
employee level at a certain time
(year).
Avg([Level Industry Standard]) {~}
Industry Min
Salary
Minimum industry salary related to a
certain employee level at a certain
time (year).
Min([Level Min Salary]) {~}
Industry Max
Salary
Maximum industry salary related to a
certain employee level at a certain
time (year).
Max([Level Max Salary]) {~}
Industry Max
Salary - Annual
Salary
([Industry Max Salary] - [Annual Salary])
Annual Salary Industry Min
Salary
([Annual Salary] - [Industry Min Salary])
Salary to
Industry Mode
Ratio
([Avg. Annual Salary per Employee] /
[Industry Mode])
A
Metric/KPI
Description
Formula
Salary to
Industry Mode
Variance
(([Avg. Annual Salary per Employee] [Industry Mode]) / [Industry Mode])
Overtime (hours) Number of hours of overtime worked.
Sum([Extra Hours]) {~}
Employees with
Overtime
Number of employees working
overtime.
Employee (Hist)]>
Non-exempt
Employees
Number of non-exempt employees.
Count(Employee) {~, Time} <[Non-Exempt
and Active Employee (Hist)]>
Employees with
Overtime to all
Non-exempt
Employees
((1.0001 * [Employees with Overtime]) /
(1.0001 * [Non-Exempt Employees]))
Average
Overtime per
Employee
(hours)
([Overtime (hours)] / [Employees with
Overtime])
Hourly
Equivalent
Salary
Equivalent hourly salary, obtained by
dividing the monthly salary by a
constant.
(Sum([Compensation Cost]) / (30 * 8)) {~}
<[Base Salary]>
Paid Overtime
(([Overtime (hours)] * [Hourly Equivalent
Salary]) * 1.5)
Paid Overtime
Contribution to
Monthly Salary
([Paid Overtime] / [Paid Salary])
Overtime per
Employee (h)
([Overtime (hours)] / [Non-Exempt
Employees])
Planned
Headcount
Target headcount planned by quarter.
Sum([Planned Employees]) {~}
Planned
Compensation
Target compensation cost planned by
quarter.
Sum([Planned Compensation]) {~}
Planned - Actual
Headcount
([Planned Headcount] - Employees)
Planned - Actual
Compensation
([Planned Compensation] - [Compensation
Cost])
Planned - Actual
Compensation
Variance
([Planned - Actual Compensation] / [Planned
Compensation])
Actual as %
Planned
Compensation
([Compensation Cost] / [Planned
Compensation])
Metrics glossary
129
A
Benefit and Time Off metrics
The following metrics are used primarily in the Benefits analysis area. See
the object definition for details.
Metric/KPI
Description
Formula
Company Cost
Cost to the company of a benefit per
employee, by quarter.
Sum([Company Cost]) {~}
Employee Cost
Cost to the employee of a benefit per
employee, by quarter.
Sum([Employee Cost]) {~}
Participants
Number of people participating in a
benefit. This can be different from the
number of enrolled employees since
employees can enroll their family
members.
Sum([Number of Participants]) {~}
Enrolled
Employees
Number of employees enrolled in a certain
benefit.
Count(Employee) {~, Time}
Participation
Rate
((1.0001 * [Enrolled Employees]) /
(1.0001 * Employees))
Avg. Company
Cost per
Enrolled
Employee
(Sum([Company Cost]) {~} / [Enrolled
Employees])
Avg. Company
Cost per
Participant
(Sum([Company Cost]) {~} /
Participants)
Accrued Days
Number of days accrued per employee,
per time off type.
NullToZero(Sum([Number of Accrued
Days])) {~}
Available Days
([Accrued Days] - [Used Days])
Used Days
Number of days used per employee per
year.
Sum([Number of Used Days]) {~}
A
Transfers metrics
The following metrics are used primarily in the Workforce Analysis reports.
See the object definition for details.
Metric/KPI
Description
Formula
Department
Transfers
Number of department transfers.
Sum([Department Transfer]) {~}
Location Transfers
Number of location transfers.
Sum([Location Transfer]) {~}
Transfers
([Location Transfers] + [Department
Transfers])
Transfers to
Employee Base
((1.0001 * [Transferred Employees]) /
(1.0001 * Employees))
Department
Transferred In
Employees
Number of employees who transferred to
a certain department.
Count(Employee) {~} <[Department
Transfer]>
Department
Transferred Out
Employees
Number of employees who transferred
from a certain department.
Transfer]>
Location
Transferred In
Employees
Number of employees who transferred to
a certain location.
Count(Employee) {~} <[Location
Transfer]>
Location
Transferred Out
Employees
Number of employees who transferred
from a certain location.
Count(Employee) {~} <[Location
Transfer]>
Transferred
Employees
Number of distinct employees with a
department or location transfer.
Transfer or Location Transfer]>
Qualifications, Performance, and Satisfaction metrics
The following metrics are used primarily in the Workforce Development
analysis area. See the object definition for details.
Metric/KPI
Description
Formula
Qualification Level
Level associated to a qualification
obtained by an employee. This can be a
numeric value, percentage, or text
description.
Max([Qualification Level]) {~}
Qualified
Employees
Number of employees who obtained a
certain qualification.
Count(Employee) {~}
Metrics glossary
131
A
Metric/KPI
Description
Formula
Avg. Performance
Score
Performance score associated with an
employee at a certain time. It can be a
numeric value or text description.
Avg([Employee Performance Score])
{~}
Avg. Satisfaction
Score
Avg. Satisfaction Score
Avg([Satisfaction Score]) {~}
Satisfaction Score
Standard
Deviation
Standard deviation among the different
satisfaction scores assigned by time and
survey fields.
Stdev([Satisfaction Score]) {~}
Participants
Number of received surveys.
Sum([Survey Count]) {~}
Participation Rate
(((Participants * 1.0001) / Employees) *
1.0001)
N. Training
Number of distinct employees who
attended at least one training session or
event.
Count(Employee) {~} <[Active
Training Rate
((1.001 * [N. Training]) / ([Employees Current] * 1.001))
Position metrics
The following metrics are primarily used in the Recruitment analysis area.
See the object definition for details.
Metric/KPI
Description
Formula
Vacant Positions
Number of currently vacant positions
within the organization.
Count([Job Code]) {~} <[Job Close Date
is Null]>
Vacant Positions
as % Total
(1.001 * (([Vacant Positions] /
([Employees - Current] + [Vacant
Positions])) * 1.001))
Received
Resumes
The number of resumes received for a
certain position during a certain period.
Sum([Number of Received Resumes])
{~}
Interviewed
The number of candidates interviewed for
a certain position during a certain period.
Sum([Number of Interviewed
Candidates]) {~}
Sent Offers
The number of offers sent for a certain
position during a certain period.
Sum([Number of Sent Offers]) {~}
Rejected Offers
The number of offers rejected for a
Sum([Number of Rejected Offers]) {~}
Accepted Offers
The number of offers accepted for a
Sum([Number of Accepted Offers]) {~}
Candidates
A
Metric/KPI
Description
Formula
Positions Closed
(all time)
Number of closed positions since
company start-up.
Count([Job Code]) {~} <[Job Close Date
is not Null]>
Positions Closed
through Transfer
(all time)
Number of positions closed through
employee transfer since company
start-up.
Count([Job Code]) {~} <[Job Close
Reason = Transfer]>
Internal Transfers
as % All Positions
Filled
(((1.001 * [Positions Closed through
Transfer (all time)]) / [Positions Closed
(all time)]) * 1.001)
Dates metrics
The following metrics are used primarily in the Attrition analysis area. Most
of these metrics are filtered. See the object definition for details.
Metric/KPI
Description
Formula
Current Month
Uses a function returning the current
month.
Max(Month(CurrentDate())) {~}
Current Tenure
Uses a function returning the current
tenure of an employee, calculated by
comparing the hire date to the current
date.
Max((CurrentDate() - [Hire Date])) {~}
Contract Duration
(days)
Uses a function returning the total
duration of a contract.
Avg(([Contract End Date] - [Contract
Start Date])) {~}
Annualized
Contract Duration
Contract duration divided by 365.
(Avg(([Contract End Date] - [Contract
Start Date])) {~+} / 365)
Employee's
Birthday Date
Uses a function returning the date of birth
of the employee.
Max(DayOfMonth([Birth Date])) {~}
Employee's
Birthday Month
Uses a function returning the month of
birth of the employee.
Max(Month([Birth Date])) {~}
Employee's Hire
Month
Uses a function returning the month of
hire of the employee.
Max(Month([Hire Date])) {~}
Days Open
Number of days during which a position
has been vacant (for closed jobs).
Max(([Job Close Date] - [Job Open
Date])) {~}
Days Open to
Current Date
Number of days during which a position
has been vacant (for open jobs).
Max((CurrentDate() - [Job Open Date]))
{~}
Metrics glossary
133
A
Filters glossary
This section lists all the filters used in HRAM.
All filter definitions are located in the Public Objects\Filters folder in
the MicroStrategy project. Filters are organized into the following subfolders
in the MicroStrategy project. These divisions are reflected in the tables
below:
•
Employee
•
Compensation and Benefit
•
Position
•
Time
Employee filters
This table contains all the attribute qualification filters based on a specified
set of elements. The attribute is Employee-based.
Filter
Description
Full-time
Position Status in list “Full-time”
Part-time
Position Status in list “Part-time”
Recent Hires
Date between prompted value and today's date
Active Contractor
Contract activity in list "Active"
Executive Level
Level in list "Executive"
Executive
Employees
Set of employees where Level=Executive, relate by table F_EMP_LEVEL
Involuntary
Departure
Leave Reason in list "Reduction in Force"
Voluntary Departure
Leave Reason in list "Retirement, Better Opportunity, Relocation, Personal
Reasons, Other Reasons"
Exempt
Exempt status in list “1”
Non-exempt
Exempt status in list “0”
Tenure <= 2 months
Tenure in list "1, 2"
Tenure 3 - 4 months
Tenure in list "3, 4"
134 Filters glossary
A
Filter
Description
Tenure 5 - 7 months
Tenure in list "5, 6, 7"
Tenure 8 -10 months
Tenure in list "8, 9, 10"
Tenure > 10 months
Tenure in list "11, 12, 13, 14, 15, 16, 17, 18"
Active Employee
(Current)
Current Status in list "Active"
Inactive Employee
(Current)
Current Status in list "Inactive"
Involuntary Departed
and Inactive Current
Inactive Employee (Current) AND Involuntary Departure
Voluntary Departed
and Inactive Current
Inactive Employee (Current) AND Voluntary Departure
Active Employee
(Hist)
Historical Status in list "Active"
Departed Employees
(Hist)
Historical Status in list "Inactive"
Employees
Set of employees where Leave Reason = Reduction in force, relate by table
L_EMPLOYEE AND Departed Employees (Hist)
Voluntary Departed
Employees
Set of Employees where Leave Reason = "Retirement, Better Opportunity,
Relocation, Personal Reasons, Other Reasons", relate by table L_EMPLOYEE
AND Departed Employees (Hist)
Departed Employees
by Leave Reason
Set of Employees, Year, Leave Reason where Departed Employees >0 relate
by table L_EMPLOYEE
Departed Employees
> 0 (Hist)
Evaluate the set at the report level where (Departed Employees greater than 0)
Active Executives
(Hist)
Executive Employees AND Active Employee (Hist)
Full-time and Active
(Hist)
Full-time AND Active Employee (Hist)
Part-time and Active
(Hist)
Position Status In list (Part-time) AND Historical Status In list (Active)
Tenure = 1
Tenure in list "1"
Non-exempt and
Active Employee
(Hist)
Active Employee (Hist) AND Non-Exempt
Men
Gender in list "M"
Women
Gender in list "F"
White
Ethnicity in list "White"
Filters glossary
135
A
Filter
Description
Minority
Ethnicity in list "Asian, African, Hispanic, Indian, Other"
Minority Men
Minority AND Men
Minority Women
Minority AND Women
White Men
White AND Men
White Women
White AND Women
Minority Group is Not
Null
Minority Group (ID) is Not Null
Active Employees
with Minority Group
(Hist)
Active Employee (Hist) AND Minority Group is Not Null
Tenure=1 and
Minority Group
Tenure = 1 AND Minority Group is Not Null
Employees with
Minority
Set of Employees where Leave Reason = Reduction in Force AND Departed
Employees (Hist) AND Minority Group is Not Null
Department Transfer
Department Transfer in list “1”
Location Transfer
Location Transfer in list “1”
Employees with
Department Transfer
Set of Employees where {Department Transfers}=1, Relate by the Table
F_EMP_HIST
Department Transfer
or Location Transfer
Department transfer OR location transfer
Active Transfers
(Hist)
Active Employee (Hist) AND Department Transfer or Location Transfer
136 Filters glossary
A
Compensation and Benefit filters
Filter
Description
Base Salary
Compensation item in list "Base Salary".
Awards
Compensation item in list "Other Monetary Awards, Non-monetary Awards".
Regular Bonus
Compensation item in list "Regular Bonus ".
Base Salary and
Regular Bonus
Compensation item in list "Base Salary, Regular Bonus".
Maximum Salary Salary < 0
Evaluate the Set at the Metric level where (Industry Max Salary - Annual Salary
less than 0)
Salary - Minimum
Salary < 0
Evaluate the Set at the Metric level where (Annual salary - Industry Min Salary
less than 0)
Top Benefits by
Participants
Evaluate set at default metric level where Rank of 'Participants' Top prompted
value.
Pension Plan
Benefit Type in list “Pension Plan”
Top Overtime
Evaluate set of titles where Rank of ‘Overtime” (hours) Top prompted value.
Position filters
This table contains metric-based filters.
Filter
Description
Job Close Date is Null
Job Close Date ID Is Null.
Job Close Date is not Null
Job Close Date ID Is not Null.
Job Close Reason = Transfer
Job Close Reason in list “Transfer”
Filters glossary
137
A
Time filters
This table contains one filter based on attribute qualification ID with the use
of operators and dynamic dates. The attribute is Date.
Filter
Description
Upcoming
Anniversaries
Evaluate the set at Report level where Employee's Hire Month = Current Month.
Upcoming Birthdays
Evaluate the set at Report level where Employee's Birthday Month = Current
Month.
Upcoming Contract
Expirations
Contract Expiration ID greater than Today. This filter can be easily customized
to Current Month.
Upcoming Departures
Leave Date ID greater than Today. This filter can be easily customized to
Current Month.
Prompts glossary
This section lists all the prompts used in HRAM reports. The majority of the
HRAM reports have prompts as embedded filters, allowing you to select the
report qualification from a list of elements at run time. Prompts always
require an answer for reports to run.
Prompt
Description
Department
Elements prompt: One or more departments can be selected
Location
Elements prompt: One or more locations can be selected
Profile
Object prompt: Dynamic selection of attributes defining the report layout. One or
more profiles can be selected
Profile (only one,
required)
Object prompt: Dynamic selection of attributes defining the report layout. One
profile must be selected
Department (only
one, required)
Elements prompt: One department must be selected
Location (only
one, required)
Elements prompt: One location must be selected
Job
Characteristics
Object prompt: Dynamic selection of attributes defining the report layout. One or
more job characteristics can be selected
Qualification Type
Elements prompt: One or more qualification types can be selected
138 Prompts glossary
A
Prompt
Description
User Login
Text Prompt: A system prompt is automatically answered with the current user's
Login name. Use this prompt to insert a Login name into a filter or metric
expression.
Month
Elements prompt: One or more months can be selected
Quarter
Elements prompt: One or more quarters can be selected
Quarter (only one,
required)
Elements prompt: One quarter must be selected
Year
Elements prompt: One or more years can be selected
Year (only one,
required)
Elements prompt: One year must be selected
Consolidations glossary
Consolidations enable attribute elements to be grouped so they can be placed
on a report and displayed like any other attribute. Consolidation elements
must usually be re-edited to satisfy specific customer grouping requirements.
This section describes the consolidation used in HRAM reports.
Consolidation
Description
Identity Groups
• White {Ethnicity = Caucasian}
• Minority (((({Ethnicity=Asian} + {Ethnicity=African}) + {Ethnicity=Hispanic}) +
{Ethnicity=Indian}) + {Ethnicity=Other})
Consolidations glossary
139
A
Custom Groups glossary
This section describes the custom groups used in HRAM reports.
Custom
Group
Description
Current
Tenure
•
•
•
•
•
< 2 months: Set of employees where Current Tenure < 60
2-4 months: Set of employees where Current Tenure Between 60 and 120
> 10 months: Set of employees where Current Tenure > 300
Tenure
•
•
•
•
•
<=2 months: Filter on tenure <= 2 months
2-4 months: Filter on tenure 3-4 months
> 10 months: Filter on tenure > 10 months
Identity Group
•
•
•
•
Minority M: Filter on minority men
Minority F: Filter on minority women
White M: Filter on white men
White F: Filter on white women
Compensation • Salary: Filter on Base Salary
Item
• Bonus: Filter on Regular Bonus
• Awards: Filter on Awards
140 Custom Groups glossary
B
STRUCTURE OF HRAM’S
BUSINESS LOGIC: LOGICAL
DATA MODEL
B.
Introduction
This appendix presents the logical data model on which the Human
Resources Analysis Module (HRAM) is built.
This appendix provides a description for
•
Business hierarchies, including attributes and relationships, and their
metadata objects definitions
•
Module facts
For a general description, basic procedures, and additional details about
understanding and working with HRAM’s logical data model, see About the
structure of HRAM’s business logic, page 11.
Information can also be found by accessing each attribute’s definition using
the Attribute Editor. The attributes can be found in the Schema Objects\
Attributes folder. Double-click an attribute to open the Attribute Editor.
141
B
Structure of HRAM’s Business Logic: Logical Data Model
Prerequisites
This appendix assumes you have prior experience with logical data modeling
and creating business intelligence applications using MicroStrategy
technology.
HRAM logical schema
The following diagram is based on the logical model shipped with the
HRAM, and is provided here to give you a general idea of the tables and
columns in the logical schema. The logical schema diagram is available in an
142 Prerequisites
B
Erwin file, located in Program Files\MicroStrategy\
Analytics Modules\Hram\Hram.er1.
HRAM logical schema
143
B
144 HRAM logical schema
B
Business hierarchies
HRAM is designed to provide in-depth knowledge of corporate human
resources information. HRAM accomplishes this partly through a set of
attributes (business concepts) and their relationships to each other. These
attributes are arranged in a specific sequence according to a business
structure, in an arrangement called a hierarchy.
The key business hierarchies in the human resources process are
•
Employee: Employee, Profile (Age Range, Gender, Nationality, Ethnicity,
Education and Degree Type, Marital Status), Hire Date, Leave Date, Date
of Birth, Title, Address, Minority Group, Immigration Status, Clearance
Status, Position Status, Department, Division, Location, Region,
Identification Number, Number of years of experience, Salary Range
Level, and Supervisor
•
Qualification: Qualifications, Qualification Type, and Level
•
Compensation: Compensation Type or Component
•
Benefit: Benefit Type and Component
•
Position: Job Open Date, Job Close Date, Position, and Job Code
•
Survey Field
•
Leave Reason
•
Time Off Type
•
Time: Year, Quarter, Month, and Day
Each hierarchy listed previously is described in detail in the following
sections. For additional information on the hierarchies, see the
MicroStrategy project definitions in HRAM’s Schema Objects\
Attributes and Schema Objects\Facts folders. From one of these
folders, double-click an attribute or fact to view definitions, properties,
source tables, and so on.
Employee and Contractor hierarchies
This hierarchy represents the employee, and is subdivided into Employee
and Contractor. In the logical data model, Contractor is available within the
Employee hierarchy.
145
B
Employee hierarchy
This hierarchy has the largest number of attributes in the model. Employee is
the lowest level attribute and all other attributes are either a characteristic or
a parent of Employee. The attributes and relationships, as well as main
parent branches, can be seen in the following figure.
Attribute
Description
Example
Employee
Name of the individual working for the company,
receiving salary and benefits in return.
John Smith.
Profile
Group of attributes that define the personal profile
of an employee. See the following Profile table.
Age, nationality, and so on. See the
following Profile table.
Address
Group of attributes that define the home address
of an employee. See the following Address table.
Street, City, and so on. See the
following Address table.
Department /
Previous
Department
Employee's company department.
Production consulting, pre-sales
consulting, finance administration,
• This is a parent of Employee and Month (joint
children) and belongs to the Function hierarchy. HR administration, and so on.
146 Business hierarchies
B
Attribute
Description
Example
Division /
Previous
Division
Employee's division.
• This is a parent of Department and belongs to
the Function hierarchy.
Administration, consulting, and so
on.
Location /
Previous
Location
Employee's work site.
• This can either be the zip+4 code (the nine digit
numeric zip code), or the name of the city,
depending on the type of company.
• This is a parent of Employee and Month (joint
children) and belongs to the employee's
Geography hierarchy.
22180-1234, 22182-2345
Region /
Previous
Region
This is a parent of Location and belongs to the
employee's Geography hierarchy.
Virginia, California, and so on.
Immigration
Status
Employee's immigration status.
None, H1B Visa, Green Card, and
so on.
Clearance
Status
Employee's security clearance status.
Top-secret, secret, none, and so
on.
Exempt Status
Exempt status of the employee. Parent of
Employee.
Exempt, Non-exempt.
Work
Experience
Employee's work experience (in years) within
relevant fields prior to hire date.
1, 2, 3 and so on.
Vienna, McLean, New York City,
Washington DC, and so on.
Minority Group Employee's minority group.
Veteran, disabled, none, more than
1, and so on.
Position Status
/ FTE
Coefficient
Status of employee’s position.
Full-time, part-time
A coefficient can be used to further clarify Position
Status:
• 1 if full-time.
• Between 0 and 1 if part-time.
0, 0.5, 0.8, 1
Level
Employee's general job level (not a specific title).
Executive, manager, engineer, and
so on.
Hire Date
Employee's start date with the company.
12/24/2002
Leave Date
Employee's last date with the company.
12/24/2003
Title
Employee's job title.
Product Manager, Program
Manager, and so on.
Supervisor
Name of the employee's supervisor.
David Smith
Birth Date
Date of birth of the employee.
12/24/1980
ID
Employee identification number.
• The attribute’s relationship is one to one with
Employee.
1234, 1225, and so on.
147
B
Attribute
Description
Example
Employee
Status
Indicates whether the employee is active/hired,
terminated voluntarily, or terminated involuntarily.
Active (hired)
Recruiting
Source
Source used to recruit and hire the employee.
Head-hunter, referral, job posting
on Internet, job posting in
Newspaper, and so on.
Tenure
Length of employment.
1 month, 1 year, 5 years, and so
on.
Location
Transfer
Flag indicating whether the employee had a
location transfer during a specific month.
0, 1
Department
Transfer
Flag indicating whether the employee had a
department transfer during a specific month.
0, 1
Inactive (voluntarily departed,
involuntarily departed).
Profile Attribute
Group
Description
Example
Age Range
Age range for the employee.
18-30, 31-40, 41-50, 50+
Gender
Gender of the employee.
F, M
Nationality
Nationality of the employee.
U.S. citizen, Italian, and so on.
Ethnicity
Ethnicity or race of the employee, if known.
Caucasian, Asian, African, and so
on
Education
Education level of the employee.
Doctorate, Master, and so on
Degree Type
Education degree type of the employee, if any. Computer Science, Finance, and
so on
Marital Status
Marital status of the employee.
Single, married
Address Attribute Group Description
Example
Address
Employee's street address.
123 Sunrise Avenue, McLean VA 22180
ZIP Code
Employee's ZIP Code
22180
Phone Number
Employee's home phone number.
703-573 2270
City
Employee's city.
Vienna, McLean, and so on.
Address Attribute Group Description
Example
State
Employee's state or region.
VA, MD
Country
Employee's country.
USA, Italy, and so on.
B
The detailed definition of each attribute in the MicroStrategy metadata listed
previously is shown in the following tables.
149
B
Employee
Form
Form Expression
Lookup Table
Other Tables
ID
EMPLOYEE_ID
L_EMPLOYEE
F_BENEFIT_QTR,
F_BONUS_PTNTL,
F_COMP_MONTH,
F_EMP_QLFN,
F_EMP_HIST,
F_EMP_PREV_HIST,
F_OVERTIME,
F_PERF,
F_TIME_OFF,
R_EMP_ADDRESS,
R_EMP_DEMO
DESC EMPLOYEE_DESC L_EMPLOYEE
None
Children
Parents
Relationship Type
Table
None
Age Range
Many-to-one
R_EMP_DEMO
None
Birth Date
Many-to-one
L_EMPLOYEE
None
City
Many-to-one
R_EMP_ADDRESS
None
Clearance
Status
Many-to-one
L_EMPLOYEE
None
Country
Many-to-one
R_EMP_ADDRESS
None
Current Status
Many-to-one
L_EMPLOYEE
None
Degree Type
Many-to-one
R_EMP_DEMO
None
Department
Transfer
Many-to-one
L_EMP_HIST
None
Education
Many-to-one
R_EMP_DEMO
None
Ethnicity
Many-to-one
R_EMP_DEMO
None
Exempt Status
Many-to-one
L_EMPLOYEE
None
Gender
Many-to-one
R_EMP_DEMO
None
Hire Date
Many-to-one
L_EMPLOYEE
None
ID
One-to-one
L_EMPLOYEE
None
Immigration
Status
Many-to-one
L_EMPLOYEE
None
Leave Date
Many-to-one
L_EMPLOYEE
None
Level
Many-to-one
L_EMPLOYEE
Children
Parents
Relationship Type
Table
None
Location
Transfer
Many-to-one
L_EMP_HIST
None
Marital Status
Many-to-one
R_EMP_DEMO
None
Minority Group
Many-to-one
L_EMPLOYEE
None
Nationality
Many-to-one
R_EMP_DEMO
None
Phone Number
Many-to-one
R_EMP_ADDRESS
None
Position Status
Many-to-one
L_EMPLOYEE
None
Recruiting
Source
Many-to-one
L_EMPLOYEE
None
State
Many-to-one
R_EMP_ADDRESS
None
Street
Many-to-one
R_EMP_ADDRESS
None
Supervisor
Many-to-one
L_EMPLOYEE
None
Title
Many-to-one
L_EMPLOYEE
None
Work
Experience
Many-to-one
L_EMPLOYEE
None
Zip Code
Many-to-one
R_EMP_ADDRESS
B
 Tenure
Form
Form Expression
Lookup Table
Other Tables
ID
SENIORITY
F_EMP_HIST
None
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_LEVEL_ID
L_EMP_LEVEL
F_EMP_LEVEL,
L_EMPLOYEE
DESC
EMP_LEVEL_DESC
L_EMP_LEVEL
None
Level
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
151
B
City
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_CITY
R_EMP_ADDRESS
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
R_EMP_ADDRESS
Country
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_CONTRY
R_EMP_ADDRESS
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
R_EMP_ADDRESS
Phone Number
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_PHONE_NUM
R_EMP_ADDRESS
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
R_EMP_ADDRESS
B
State
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_STATE
R_EMP_ADDRESS
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
R_EMP_ADDRESS
Street
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_STREET
R_EMP_ADDRESS None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
R_EMP_ADDRESS
Zip Code
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_ZIP
R_EMP_ADDRESS
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
R_EMP_ADDRESS
153
B
Birth Date
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_BIRTH_DATE
L_EMPLOYEE
None
Children
Parents
Relationship Type Table
Employee
None
One-to-many
L_EMPLOYEE
Hire Date
Form
Form Expression
Lookup Table
Other Tables
ID
HIRE_DATE
L_EMPLOYEE
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
Leave Date
Form
Form Expression
Lookup Table
Other Tables
ID
LEAVE_DATE
L_EMPLOYEE
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
B
Department
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_DPTM_ID,
LAST_DPTM_ID,
CNTR_DPTM_ID
L_EMP_DPTM,
F_EMP_PREV_HIST,
L_CONTRACTOR
F_EMP_HIST,
F_SURVEY,
F_PLAN,
L_EMPLOYEE
DESC
EMP_DPTM_DESC
L_EMP_DPTM
None
Children
Parents
Relationship Type
Table
Contractor
None
One-to-many
L_CONTRACTOR
Employee,
Month
None
One-to-many
F_EMP_HIST
None
Division
Many-to-one
L_EMP_DPTM
Previous Department
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_DPTM_ID,
LAST_DPTM_ID
L_LAST_DPTM,
F_EMP_HIST
None
DESC
EMP_DPTM_DESC
L_LAST_DPTM
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
F_EMP_HIST
None
Previous
Division
Many-to-one
L_LAST_DPTM
155
B
Division
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_DIVISION_ID
L_EMP_DIVISION
L_EMP_DPTM
DESC
EMP_DIVISION_DESC L_EMP_DIVISION
None
Children
Parents
Relationship Type
Table
Department
None
One-to-many
L_EMP_DPTM
Previous Division
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_DIVISION_ID
L_LAST_DIVISION L_LAST_DPTM
DESC
EMP_DIVISION_DESC L_LAST_DIVISION None
Children
Parents
Relationship Type
Table
Previous
Department
None
One-to-many
L_LAST_DPTM
B
Location
Form
Form Expression
Lookup Table
ID
EMP_LOCATION_ID, L_EMP_LOCATION, F_EMP_HIST,
LAST_LOCATION_ID, F_EMP_PREV_HIST, F_PLAN,
CNTR_ LOCATION_ID L_CONTRACTOR
L_EMPLOYEE
DESC EMP_DPTM_DESC
Other Tables
L_EMP_LOCATION
None
Children
Parents
Contractor
None
One-to-many
L_CONTRACTOR
Employee,
Month
None
One-to-many
F_EMP_HIST
None
Region
Many-to-one
L_EMP_LOCATION
Previous Location
Other
Tables
Form
Form Expression
Lookup Table
ID
EMP_LOCATION_ID,
LAST_LOCATION_ID
L_LAST_LOCATION,
F_EMP_HIST
None
L_LAST_LOCATION
None
DESC LAST_LOCATION_
DESC
Children
Parents
Employee
None
One-to-many
F_EMP_HIST
None
Previous
Region
Many-to-one
L_LAST_LOCATION
157
B
Region
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_REGION_ID
L_EMP_REGION L_EMP_
LOCATION
DESC
EMP_REGION _DESC L_EMP_REGION None
Children
Parents
Location
None
One-to-many
L_EMP_LOCATION
Previous Region
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_REGION_ID
L_LAST_REGION
L_LAST_
LOCATION
DESC
EMP_REGION _DESC L_LAST_REGION
Children
Parents
Location
None
One-to-many
None
L_LAST_LOCATION
B
Age Range
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_AGE_RNG_ID L_EMP_AGE_RANGE R_EMP_DEMO
DESC
EMP_AGE_RNG_
DESC
L_EMP_AGE_RANGE None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
R_EMP_DEMO
Degree Type
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_DGR_TYPE_ID L_EMP_DGR_TYPE R_EMP_DEMO
DESC
EMP_DGR_TYPE_
DESC
L_EMP_DGR_TYPE None
Children
Parents
Employee
None
One-to-many
R_EMP_DEMO
Education
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_EDU_ID
L_EMP_EDU
R_EMP_DEMO
DESC
EMP_EDU_ID
L_EMP_EDU
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
R_EMP_DEMO
159
B
Ethnicity
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_ETHN_ID
L_EMP_ETHNICITY
R_EMP_DEMO
DESC
EMP_ETHN_DESC L_EMP_ETHNICITY
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
R_EMP_DEMO
Gender
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_GENDER_ID
L_EMP_GENDER
R_EMP_DEMO
DESC EMP_GENDER_DESC L_EMP_GENDER
None
Children
Parents
Employee
None
One-to-many
R_EMP_DEMO
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_MRTL_STS_ID
L_EMP_MRTL_STS R_EMP_DEMO
Marital Status
DESC EMP_MRTL_STS_
DESC
L_EMP_MRTL_STS None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
R_EMP_DEMO
B
Nationality
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_NTNLTY_ID
L_EMP_NTNLTY
R_EMP_DEMO
DESC
EMP_NTNLTY_DESC L_EMP_NTNLTY
None
Children
Parents
Employee
None
One-to-many
R_EMP_DEMO
Clearance
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_CLEARANCE_ID
L_CLEARANCE L_EMPLOYEE
DESC
EMP_CLEARANCE_DESC L_CLEARANCE None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
Exempt Status
Form
Form Expression
Lookup Table
Other Tables
ID
EXEMPT_FLG
L_EMPLOYEE
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
161
B
Current Status
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_CURR_STS_ID,
EMP_STS_ID
L_EMPLOYEE;
L_EMP_STS_HIST
None
DESC
EMP_STS_DESC
L_EMP_STS_HIST
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
Historical Status
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_STS_ID
L_EMP_STS
F_EMP_HIST
DESC
EMP_STS_DESC
L_EMP_STS
None
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_ID_N
L_EMPLOYEE
L_EMPLOYEE
ID
Children
Parents
Relationship Type
Table
Employee
None
One to one
L_EMPLOYEE
B
Immigration Status
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_IMM_STS_ID
L_EMP_IMM_STS
L_EMPLOYEE
DESC EMP_IMM_STS_DESC L_EMP_IMM_STS
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
Minority Group
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_MNRTY_GRP_ L_EMP_MNRTY_GRP L_EMPLOYEE
ID
DESC EMP_MNRTY_GRP_ L_EMP_MNRTY_GRP None
DESC
Children
Parents
Employee
None
One-to-many
L_EMPLOYEE
163
B
Position Status
Form
Form Expression
Lookup Table
ID
EMP_PSTN_STS_ID
L_EMP_PSTN_STS L_EMPLOYEE
DESC EMP_PSTN_STS_
DESC
Other Tables
L_EMP_PSTN_STS None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
Recruiting Source
Form
Form Expression
Lookup Table
ID
RCRTNG_SOURCE_ L_RCRTNG_SOURCE
ID
DESC RCRTNG_SOURCE_ L_RCRTNG_SOURCE
DESC
Other Tables
L_EMPLOYEE
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
B
Supervisor
Form
Form Expression
Lookup Table
Other
Tables
ID
SUPERVISOR_ID
L_EMPLOYEE,
None
EMPLOYEE_ID
L_EMP_SUPERVISOR
EMPLOYEE_DESC
L_EMP_SUPERVISOR
DESC
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
Title
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_TITLE_ID,
CNTR_TILE_ID
L_EMP_TITLE
L_EMPLOYEE
EMP_TITLE_DESC
L_EMP_TITLE
DESC
L_CONTRACTOR
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
Work Experience (Years)
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_WORK_EXP
L_EMPLOYEE
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
165
B
Department Transfer
Form
Form Expression
Lookup Table
Other Tables
ID
DPTM_TRANSFER_FLG
F_EMP_HIST
F_EMP_PREV_
HIST
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
Location Transfer
Form
Form Expression
Lookup Table
ID
LOC_TRANSFER_FLG F_EMP_HIST
Other Tables
F_EMP_PREV_
HIST
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
L_EMPLOYEE
Contractor hierarchy
The Contractor hierarchy is available within the Employee hierarchy. In
HRAM, the Contractor hierarchy shares the following parents with
Employee:
•
Department
•
Division
•
Location
•
Region
•
Title
B
In other scenarios, the Contractor hierarchy can also share other parents
with Employee, such as Supervisor. The attributes and relationships in the
following figure represent the Contractor hierarchy.
Attribute
Description
Example
Contractor
Individual working for the company under a
John Smith
time-term contract, receiving salary in return.
Department
Contractor's department.
Production Consulting, Pre-sales
Consulting
Division
Contractor's division.
Administration, Consulting
Location
Contractor's work site.
Washington DC
Region
Contractor's region.
Virginia
Contract Activity
Status
Status of the contract.
Active, Inactive
Active
Inactive (terminated or expired)
Title
Contractor's job title.
Consultant, Product Manager,
Program Manager, and so on
Contract Start Date
Contract start date.
12/24/2002
Contract Expiration
Date
Contract end date.
12/24/2003
167
B
Contractor
Form
Form Expression
Lookup Table
Other Tables
ID
CONTRACTOR_ID
L_CONTRACTOR None
DESC
CONTRACTOR_DESC
L_CONTRACTOR None
Children Parents
Relationship
Type
Table
None
Contractor Activity
Many-to-one
L_CONTRACTOR
None
Contract
Expiration Date
Many-to-one
L_CONTRACTOR
None
Contract Start
Date
Many-to-one
L_CONTRACTOR
None
Contract End Date
Many-to-one
L_CONTRACTOR
None
Department
Many-to-one
L_CONTRACTOR
None
Location
Many-to-one
L_CONTRACTOR
Contract Activity
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_STS_ID
L_CNTR_STS
None
CNTR_ACTIVITY
L_CONTRACTOR
EMP_STS_DESC
L_CNTR_STS
DESC
None
Children
Parents
Relationship Type
Table
Contractor
None
One-to-many
L_CONTRACTOR
B
Contract Expiration Date
Form
Form Expression
Lookup Table
Other Tables
ID
CONTRACT_END_DATE L_CONTRACTOR None
Children
Parents
Relationship Type
Table
Contractor
None
One-to-many
L_CONTRACTOR
Contract Start Date
Form Form Expression
ID
Lookup Table
Other
Tables
CONTRACT_START_DATE L_CONTRACTOR None
Children
Parents
Relationship Type
Table
Contractor
None
One-to-many
L_CONTRACTOR
Compensation hierarchy
This hierarchy represents the types of monetary compensation paid to
employees. This hierarchy consists of a single attribute.
Attribute
Description
Example
Compensation
Item
Type of monetary compensation given to the employee
per month. See examples for typical values for this
attribute.
Base salary, regular bonus,
allowance, and so on.
The detailed definition of the attribute in the MicroStrategy metadata listed
previously is shown in the following table.
169
B
Compensation Item
Form
Form Expression
Lookup Table
Other Tables
ID
COMP_TYPE_ID
L_COMP_TYPE
F_COMP_MONTH
DESC
COMP_TYPE_DESC
L_COMP_TYPE
None
Benefit hierarchy
This hierarchy represents the benefits available to employees. The attributes
and relationships in the following figure represent the Benefit hierarchy.
Attribute
Description
Example
Benefit Type
General type of benefit offered to
employees; see the examples for
typical values of the different benefit
types.
1. Health Care
Specific benefit offered to
employees; see the examples for
typical values for this sub-type.
1. Dental, prescription
Benefit
2. Insurance
3. Time Off
4. FSA
2. Life insurance, disability insurance
3. Number of vacation days, number of sick
days, and so on.
B
Benefit
Form
Form Expression
Lookup Table
Other Tables
ID
BENEFIT_ID
L_BENEFIT
F_BENEFIT_QTR
DESC
BENEFIT_DESC
L_BENEFIT
None
Children
Parents
Relationship Type
Table
None
Benefit Type
Many-to-one
L_BENEFIT
Benefit Type
Form
Form Expression
Lookup Table
Other Tables
ID
BENEFIT_TYPE_ID
L_BENEFIT_TYPE L_BENEFIT
DESC
BENEFIT_TYPE_DESC
L_BENEFIT_TYPE None
Children
Parents
Benefit
None
One-to-many
L_BENEFIT
Position hierarchy
This hierarchy represents the open positions available. For common
attributes, it can be built using the structure used in Employee. The
171
B
attributes and relationships in the following figure represent the Position
hierarchy.
Attribute
Description
Example
Position
Can be vacant or occupied; one or more employees can be
assigned to a position.
Programmer, head of
marketing
A copy of L_EMP_TITLE can be used as a lookup table.
Job Open
Reason
Reason related to a job opening; parent of Job Code.
New, backfill, backfill from
transfer
Transfer Out
Name of transferred employee, if position is open due to
transfer.
John Smith
Job Close
Reason
Reason related to a job closing; parent of Job Code.
Transfer, obsolete
Transfer In
Name of transferred employee, if position is closed due to
transfer.
John Smith
Job Code
When a position is vacant, a job code is associated with it;
when the recruitment starts, an open date is also
established.
1234, 4567
Job
Department
Department in which the vacant position corresponding to
the job code is open; parent of Job Code.
Finance, marketing
Job Location
Location where the vacant position corresponding to the
job code is open; parent of Job Code.
New York, Washington,
Boston
Job Clearance
Clearance necessary to perform the duties of the vacant
Secret, top secret
position corresponding to the job code; parent of Job Code.
Job Work
Experience
Number of years of experience necessary to perform the
duties of the vacant position corresponding to the job code;
parent of Job Code.
2, 5, and so on.
Attribute
Description
B
Example
Job Open Date Date on which the position advertisement begins.
12/12/02
The attribute’s relationship is one to one with Job Code.
Job Close
Date
Date on which the position advertisement is ended (when
the position becomes obsolete or is filled).
1/1/03
The attribute’s relationship is one to one with Job Code.
Job Code
Form
Form Expression
Lookup Table
Other Tables
ID
JOB_CODE_ID
L_JOB_CODE
F_POSITION
Children Parents
Relationship
Type
Table
None
Job Clearance
Many-to-one
L_JOB_CODE
None
Job Close Reason
Many-to-one
L_JOB_CODE
None
Job Close Date
One-to-one
L_JOB_CODE
None
Job Open Date
One-to-one
L_JOB_CODE
None
Job Open Reason
Many-to-one
L_JOB_CODE
None
Job Department
Many-to-one
L_JOB_CODE
None
Job Location
Many-to-one
L_JOB_CODE
None
Position
Many-to-one
L_JOB_CODE
None
Job Work Experience
Many-to-one
L_JOB_CODE
173
B
Job Clearance
Form
Form Expression
ID
EMP_CLEARANCE_ID L_JOB_CLEARANCE
JOB_CLEARANCE_ID
DESC EMP_CLEARANCE_
DESC
Lookup Table
Other Tables
None
L_JOB_CODE
L_JOB_CLEARANCE
None
Children
Parents
Relationship Type
Table
Job Code
Job Clearance
One-to-many
L_JOB_CODE
Job Close Date
Form
Form Expression
Lookup Table
Other Tables
ID
JOB_CLOSE_DATE
L_JOB_CODE
None
Children
Parents
Relationship Type
Table
Job Code
None
One-to-one
L_JOB_CODE
Job Open Date
Form
Form Expression
Lookup Table
Other Tables
ID
JOB_OPEN_DATE
L_JOB_CODE
None
Children
Parents
Relationship Type
Table
Job Code
None
One-to-one
L_JOB_CODE
B
Job Department
Form
Form Expression
Lookup Table
Other Tables
ID
JOB_DPTM_ID,
EMP_DPTM_ID
L_JOB_CODE
None
EMP_DPTM_DESC
L_JOB_DPTM
None
DESC
L_JOB_DPTM
Children
Parents
Relationship Type
Table
Job Code
None
One-to-many
L_JOB_CODE
Job Location
Form
Form Expression
Lookup Table
Other Tables
ID
JOB_LOCATION_ID,
EMP_LOCATION_ID
L_JOB_CODE
None
L_JOB_LOCATION
DESC EMP_LOCATION_DESC L_JOB_LOCATION None
Children
Parents
Relationship Type
Table
Job Code
None
One-to-many
L_JOB_CODE
Job Work Experience
Form
Form Expression
Lookup Table
Other Tables
ID
JOB_WORK_EXP
L_JOB_CODE
None
Children
Parents
Relationship Type
Table
Job Code
None
One-to-many
L_JOB_CODE
175
B
Position
Form
Form Expression
Lookup Table
Other Tables
ID
POSITION_ID
L_POSITION
L_JOB_CODE
DESC
POSITION_DESC
L_POSITION
None
Children
Parents
Relationship Type
Table
Job Code
None
One-to-many
L_JOB_CODE
Job Open Reason
Form
Form Expression
Lookup Table
Other Tables
ID
JOB_OPEN_RSN_
ID
L_JOB_OPEN_RSN
L_JOB_CODE
DESC
JOB_OPEN_RSN_
DESC
L_JOB_OPEN_RSN
None
Children
Parents
Relationship Type
Table
Job Code
None
One-to-many
L_JOB_CODE
B
Job Close Reason
Form
Form Expression
Lookup Table
Other Tables
ID
JOB_CLOSE_RSN_
ID
L_JOB_CLOSE_RSN L_JOB_CODE
DESC
JOB_CLOSE_RSN_
DESC
L_JOB_CLOSE_RSN None
Children
Parents
Relationship Type
Table
Job Code
None
One-to-many
L_JOB_CODE
Time Off hierarchy
This hierarchy represents the different types of time off that an employee can
accrue and use. This hierarchy consists of a single attribute.
Attribute
Description
Example
Time Off Type
Employee's type of time off.
Vacation, sick, unpaid leave, and so on.
177
B
Time Off Type
Form
Form Expression
Lookup Table
Other Tables
ID
TIME_OFF_TYPE_ID
L_TIME_OFF_TYPE F_TIME_OFF
DESC
TIME_OFF_TYPE_
DESC
L_TIME_OFF_TYPE None
Survey Field hierarchy
This hierarchy represents the survey questions (fields) that an employee is
asked to respond to. This hierarchy consists of a single attribute.
Attribute
Description
Example
Survey Field
Set of company characteristics on which the
employee is asked to give a satisfaction score; they
can be accompanied by a description.
Work atmosphere, quality of work,
salary
Survey Field
Other
Tables
Form
Form Expression
Lookup Table
ID
SURVEY_FIELD_ID
L_SURVEY_FIELDS None
DESC SURVEY_FIELD_DESC L_SURVEY_FIELDS None
Qualification hierarchy
For HRAM, this hierarchy represents the different job qualifications related
to vacant positions. More detailed analysis can be done with this hierarchy,
B
depending on specific customer needs. The attributes and relationships in
the following figure represent the Qualification hierarchy.
Attribute
Description
Example
Qualification
Type
Type of qualification; parent of Qualification.
Programming, Languages
Qualification
A specific qualification; child of qualification type and
parent of Employee.
Programming Fundamentals,
Advanced Programming
Qualification Type
Form
Form Expression
Lookup Table
Other
Tables
ID
QLFN_TYPE_ID
L_QLFN_TYPE
L_QLFN
DESC
QLFN__TYPEDESC
L_QLFN_TYPE
None
Children
Parents
Qualification None
Relationship Type
Table
One-to-many
L_QLFN
179
B
Qualification
Form
Form Expression
Lookup Table
Other Tables
ID
QLFN_ID
L_QLFN
F_EMP_QLFN
DESC
QLFN_DESC
L_QLFN
None
Children
Parents
Relationship Type
Table
None
Qualification Type
Many-to-one
L_QLFN
Leave Reason hierarchy
This hierarchy represents an employee’s reason for leaving the company or
the reason for employee termination. This hierarchy includes both voluntary
and involuntary end-of-employment reasons. This hierarchy consists of a
single attribute.
Attribute
Description
Example
Leave
Reason
Reason why the employee left the company; for
voluntary end-of-employment, more details may be
obtained though an exit interview.
Retirement, RIF, better career
opportunity, personal/family
reasons, relocation, and so on.
B
Leave Reason
Form
Form Expression
Lookup Table
Other Tables
ID
LEAVE_RSN_ID
L_LEAVE_RSN
L_EMPLOYEE
DESC
LEAVE_RSN_DESC
L_LEAVE_RSN
None
Time hierarchy
This hierarchy represents the calendar time used for tracking employee- and
job-related processes. The attributes and relationships in the following figure
represent the Time hierarchy.
Attribute
Description
Example
Date
Calendar date that is used to track the different processes and also
used for entries in to the general ledger.
01/01/03
Month
Calendar month.
Jan 2003
Quarter
A period of 3 months.
Q1 2003
Year
Calendar year.
2002, 2003
181
B
Date
Form
Form Expression
Lookup Table
Other Tables
ID
DATE_ID
L_CAL_DATE
F_EMP_QLFN
Children
Parents
Relationship Type
Table
None
Month
Many-to-one
L_CAL_DATE
Month
Form
Form Expression Lookup Table
ID
MONTH_ID
DESC MONTH_DESC
Other Tables
L_CAL_MONTH L_CAL_DATE,
F_POSITION,
F_EMP_HIST
L_CAL_MONTH None
Children
Parents
Relationship Type
Table
Date
None
One-to-many
L_CAL_DATE
None
Quarter
Many-to-one
L_CAL_MONTH
B
Quarter
Form
Form Expression Lookup Table
Other Tables
ID
QTR_ID
L_CAL_QTR
L_CAL_DATE,
L_CAL_MONTH,
F_BENEFIT_QTR
DESC
QTR_DESC
L_CAL_QTR
None
Children
Parents
Relationship Type
Table
Month
None
One-to-many
L_CAL_MONTH
None
Year
Many-to-one
L_CAL_QTR
Year
Form Form Expression Lookup Table
Other Tables
ID
L_CAL_DATE,
L_CAL_MONTH,
L_CAL_QTR, F_SURVEY,
F_PERF, F_EMP_LEVEL,
F_COMP,
F_BONUS_PTNTL
YEAR_ID
L_CAL_YEAR
Children
Parents
Relationship Type
Table
Quarter
None
One-to-many
L_CAL_QTR
Facts
This section describes the facts used in HRAM.
The main facts groups are:
Facts
183
B
•
Headcounts: Number of employees, number of voluntarily departed
employees, number of involuntarily departed employees, attrition rate,
hiring rate, number of new employees or new hires
•
Position: Number of vacancies, number of resumes received, number of
interviewed candidates, number of offers sent, number of offers accepted,
number of offers rejected
•
Compensation: Compensation cost, compensation cost contribution,
average compensation cost, salary, bonus, overtime cost, planned
compensation
•
Benefits: Company cost, employee cost, number of participants, number
of enrolled employees, participation rate, average company cost per
enrolled employee
•
Time Off: Number of accrued days, number of used days, number of
available days, open days or number of days to fill position
•
Qualifications: Number of qualified employees, qualification level
•
Performance Score, Tenure, Satisfaction Score
For additional details, see the MicroStrategy project definitions in the
Schema Objects\Attributes and Schema Objects\Facts folders.
Double-click any attribute or fact to view definitions, properties, source
tables, and so on.
Employee, Level, and Contractor facts
FTE Coefficient
This fact is used to calculate the number of Full Time Equivalents.
Fact: FTE Coefficient
Comment: None
Definition:
184 Facts
Expression
Mapping Method
Source Table Name
EMP_FTE_COEF
Automatic
L_EMPLOYEE
B
Tenure
This fact is used to calculate the maximum tenure of departed employees.
Fact: Tenure
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
SENIORITY
Automatic
F_EMP_HIST
Department Transfer
This fact is used to calculate the total number of department transfers.
Fact: Department Transfer
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
DPTM_TRANSFER_FLG
Automatic
F_EMP_HIST
Location Transfer
This fact is used to calculate the total number of location transfers.
Fact: Location Transfer
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
LOC_TRANSFER_FLG
Automatic
F_EMP_HIST
Birth Date
Facts
185
B
Birth Date, Hire Date, and Leave Date are useful as functions arguments.
Fact: Birth Date
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
EMP_BIRTH_DATE
Automatic
L_EMPLOYEE
Hire Date
Fact: Hire Date
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
HIRE_DATE
Automatic
L_EMPLOYEE
Leave Date
Fact: Leave Date
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
LEAVE_DATE
Automatic
L_EMPLOYEE
Salary Rate
186 Facts
B
The Salary Rate, Contract Start Date, and Contract End Date facts are typical
elements of an employee contract.
Fact: Salary Rate
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
SALARY_RATE
Automatic
L_CONTRACTOR
Contract Start Date
Fact: Contract Start Date
Comment: None
Definition:
Expression
CONTRACT_START_DAT
E
Mapping
Method
Source Table Name
Automatic
L_CONTRACTOR
Contract End Date
Fact: Contract End Date
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
CONTRACT_END_DATE
Automatic
L_CONTRACTOR
Facts
187
B
Level Industry Mode
The Level Industry Mode, Level Max Salary, and Level Min Salary facts are
used to compare actual employee salaries to market salaries.
Fact: Level Industry Mode
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
LEVEL_IND_STD
Automatic
F_EMP_LEVEL
Level Max Salary
Fact: Level Max Salary
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
LEVEL_MAX_SALARY
Automatic
F_EMP_LEVEL
Level Min Salary
Fact: Level Min Salary
Comment: None

Definition:
188 Facts
Expression
Mapping Method
Source Table Name
LEVEL_MIN_SALARY
Automatic
F_EMP_LEVEL
B
Compensation facts
Compensation Cost
The Compensation Cost amount is calculated as the sum of the fact
COMP_AMT, stored at Compensation Type, Month, and Employee Level.
Fact: Compensation Cost
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
COMP_AMT
Automatic
F_COMP_MONTH
Annual Salary
The Annual Salary is available in another fact table, at Employee level and
Year level.
Fact: Compensation Cost
Comment: None

Definition:
Expression
Mapping Method
Source Table Name
ANNUAL_SALARY_AMT
Automatic
F_BONUS_PTNTL
Bonus Potential
The Bonus Potential is available in another fact table, at Employee level and
Year level.
Fact: Bonus Potential
Comment: None
Facts
189
B
Definition:
Expression
Mapping Method
Source Table Name
BONUS_PTNTL_AMT
Automatic
F_BONUS_PTNTL
Benefit and Time Off facts
Company Cost
The cost of benefits to both the company (Company Cost) and the employee
(Employee Cost) are stored in F_BENEFIT, along with the Number of
Participants, associated with each employee.
Fact: Company Cost
Comment: None

Definition:
Expression
Mapping Method
Source Table Name
CO_COST_AMT
Automatic
F_BENEFIT_QTR
Employee Cost
Fact: Employee Cost
Comment: None
Definition:
190 Facts
Expression
Mapping Method
Source Table Name
EMP_COST_AMT
Automatic
F_BENEFIT_QTR
B
Number of Participants
Fact: Number of Participants
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
N_PARTICIPANTS
Automatic
F_BENEFIT_QTR
Number of Accrued Days
Facts relevant to Benefit Type with the Time Off value are stored in the fact
table F_TIME_OFF.
Fact: Number of Accrued Days
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
N_ACCRUED_DAYS
Automatic
F_TIME_OFF
Number of Used Days
Facts relevant to Benefit Type with the Time Off value are stored in the fact
table F_TIME_OFF.
Fact: Number of Used Days
Comment: None
Facts
191
B
Definition:
Expression
Mapping Method
Source Table Name
N_USED_DAYS
Automatic
F_TIME_OFF
Vacant Positions facts
This section contains the facts defined for open job positions.
Number of Received Resumes
Fact: Number of Received Resumes
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
N_REC_RESUMES
Automatic
F_POSITION
Number of Interviewed Candidates
Fact: Number of Interviewed Candidates
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
N_INTERVIEWED
Automatic
F_POSITION
Number of Sent Offers
Fact: Number of Sent Offers
Comment: None
192 Facts
B
Definition:
Expression
Mapping Method
Source Table Name
N_SENT_OFFERS
Automatic
F_POSITION
Number of Accepted Offers
Fact: Number of Accepted Offers
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
N_ACCPTD_OFFERS
Automatic
F_POSITION
Number of Rejected Offers
Fact: Number of Rejected Offers
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
N_RJCTD_OFFERS
Automatic
F_POSITION
Expression
Mapping Method
Source Table Name
JOB_OPEN_DATE
Automatic
L_JOB_CODE
Job Open Date
Fact: Job Open Date
Comment: None
Definition:
Facts
193
B
Job Close Date
Fact: Job Close Date
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
JOB_CLOSE_DATE
Automatic
L_JOB_CODE
Qualification Level, Performance, and Satisfaction Score facts
The Employee Performance Score and Employee Satisfaction Score are
stored by Year Level in two different fact tables.
Qualification Level
Fact: Qualification Level
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
QLFN_LEVEL_ID
Automatic
F_QLFN_LEVEL
Employee Performance Score
Fact: Employee Performance Score
Comment: None
Definition:
194 Facts
Expression
Mapping Method
Source Table Name
EMP_PRF_SCORE_ID
Automatic
F_PERF
B
Employee Satisfaction Score
Fact: Employee Satisfaction Score
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
SATISFACTION_SCORE
Automatic
F_SURVEY
Expression
Mapping Method
Source Table Name
SURVEY_COUNT
Automatic
F_SURVEY
Survey Count
Fact: Survey Count
Comment: None
Definition:
Table-specific facts
The facts in this section are used to drive the count of employees to a specific
table.
L_EMPLOYEE
Fact: L_EMPLOYEE
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
EMPLOYEE_ID
Manual
L_EMPLOYEE
Facts
195
B
F_EMP_HIST
Fact: F_EMP_HIST
Comment: None
Definition:
Expression
Mapping Method
Source Table Name
EMPLOYEE_ID
Manual
F_EMP_HIST
Expression
Mapping Method
Source Table Name
EMPLOYEE_ID
Manual
F_EMP_PREV_HIST
Expression
Mapping Method
Source Table Name
EMPLOYEE_ID
Manual
F_OVERTIME
F_EMP_PREV_HIST
Fact: F_EMP_PREV_HIST
Comment: None
Definition:
F_OVERTIME
Fact: F_OVERTIME
Comment: None
Definition:
F_EMP_QLFN
Fact: F_EMP_QLFN
Comment: None
196 Facts
B
Definition:
Expression
Mapping Method
Source Table Name
EMPLOYEE_ID
Manual
F_EMP_QLFN
Expression
Mapping Method
Source Table Name
EMPLOYEE_ID
Manual
F_BENEFIT_QTR
F_BENEFIT_QTR
Fact: Survey Count
Comment: None
Definition:
Facts
197
B
198 Facts
C
DATA STORAGE: PHYSICAL
SCHEMA AND DATA
DICTIONARY
C.
Introduction
This appendix provides a diagram of the physical schema that comes with the
Human Resources Analysis Module (HRAM). This appendix also provides
descriptions of all the tables and columns in the default data warehouse, and
their purposes.
Prerequisites
This appendix was written for consultants and developers implementing and
customizing the HRAM application, and those building ETL routines to
populate the data warehouse. It assumes that you are familiar with basic
RDBMS concepts and Erwin data modeling.
Prerequisites
199
C
Data Storage: Physical Schema and Data Dictionary
HRAM physical schema
The following diagram is based on the physical model shipped with the
HRAM, and is provided here to give you a general idea of the tables and
columns in the physical schema. The physical schema is available in an
200 HRAM physical schema
C
Erwin file, located in Program Files\MicroStrategy\
Analytics Modules\hram\HRAM.er1.
HRAM physical schema
201
C
202 HRAM physical schema
C
Table information
This section describes each physical table used in HRAM.
Table Name
Table Comment
Area
F_BENEFIT_QTR
Stores the cost of the benefit component for employer and
employees at quarter level. Only employees participating in the
benefits are listed in this table.
Benefit
F_BONUS_PTNTL
Stores employees' bonus potential and annual salary for every
employee and year.
Compensation
F_COMP_MONTH
Stores monthly compensation amounts per each compensation
type for each employee.
Compensation
F_EMP_HIST
Stores historical information for employees at month level.
Employee
F_EMP_LEVEL
Tracks employee levels by year, with related salary ranges and
salary industry mode.
Employee
F_EMP_QLFN
Stores information on the employee's qualifications, skills, and
skill level.
Qualification
F_OVERTIME
Stores the number of extra hours worked per employee per
month. Only non-exempt employees with overtime are present
in this table.
Overtime
F_PERF
Stores the yearly performance scores for each employee.
Performance
F_PLAN
Stores planned compensation costs and target number of
employees at quarter level.
Planning
F_PLAN_EMP_
MONTH
Stores information on the planned headcount by month.
Employee
F_POSITION
Tracks the details of the hiring process, from resume gathering,
to interviewing of candidates, to job offers and job offer
acceptance. The history of the job code is tracked from open
date to close date.
Position
F_SURVEY
Stores the number of returned surveys and the results per year,
department, and survey field.
Survey
F_TIME_OFF
Tracks the time-off accrued and used by the employees. Only
current values are shown.
Time Off
L_BENEFIT
Stores the benefit components offered to the employees.
Benefit
L_BENEFIT_TYPE
Stores all the benefit types offered to the employees.
Benefit
L_CAL_DATE
Dimension/look-up table for TIME at the Day Level.
Time
L_CAL_MONTH
Dimension/look-up table for TIME at the Month Level.
Time
L_CAL_QTR
Dimension/look-up table for TIME at the Quarter Level.
Time
Table information
203
C
Table Name
Table Comment
Area
L_CAL_YEAR
Dimension/look-up table for TIME at the Year Level.
Time
L_COMP_TYPE
Stores all the compensation types or components.
Compensation
L_CONTRACTOR
Stores information on contractors.
Employee
L_EMP_AGE_RANGE Stores the age ranges of employees and needs to be updated
from time to time.
Employee
L_EMP_CLEARANCE Stores information on security clearance level of employees.
Employee
L_EMP_DGR_TYPE
Sores information on the type of education degree of
employees.
Employee
L_EMP_DIVISION
Stores the divisions in which employees work.
Employee
L_EMP_DPTM
Includes information on the department to which the employee
belongs.
Employee
L_EMP_EDU
Stores the information on the type of education of employee.
Employee
L_EMP_ETHNICITY
Stores information on the ethnicity of employee.
Employee
L_EMP_GENDER
Stores information on the gender of employee.
Employee
L_EMP_IMM_STS
Stores information on the immigration status of employee.
Employee
L_EMP_LEVEL
Stores information on the level of employee.
Employee
L_EMP_LOCATION
Stores information on the employee’s work location
Employee
L_EMP_MNRTY_GRP Tracks the minority group to which some employees might
belong. This is useful to match law requirements.
Employee
L_EMP_MRTL_STS
Stores the marital status of employees and needs to be
updated from time to time.
Employee
L_EMP_NTNLTY
Stores information on the nationality of employee.
Employee
L_EMP_PSTN_STS
Indicates the position status of employee.
Employee
L_EMP_REGION
Stores the regions in which employees work.
Employee
L_EMP_STS
Indicates whether the employee is active/hired or inactive/
terminated.
Employee
L_EMP_TITLE
Includes the title of the employee.
Employee
L_EMPLOYEE
Lists the individual working for the company who receives
salary and benefits in return.
Employee
L_JOB_CLOSE_
RSN
Stores the reasons for closing jobs.
Position
L_JOB_CODE
Stores all the job codes associated with positions and their
open and close dates. Every vacant position will have one
associated job code.
Position
204 Table information
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Table Name
Table Comment
Area
L_JOB_OPEN_
RSN
Stores the reasons for opening jobs.
Position
L_LEAVE_RSN
Stores all the reasons for termination.
Leave Reason
L_POSITION
Stores the information about positions in the company.
Position
L_QLFN
Stores information on the qualifications or skills available to
employees.
Qualification
L_QLFN_TYPE
Stores information on the type of qualifications or skills
available to employees.
Qualification
L_RCRTNG_
SOURCE
Stores the recruiting sources used to hire new employees.
Employee
L_SURVEY_FIELDS
Stores all the survey fields.
Survey
L_TIME_OFF_TYPE
Stores the different types of time off.
Time Off
R_EMP_ADDRESS
Stores all the details on employee addresses.
Employee
R_EMP_DEMO
Stores information on the demographic attributes of the
employees.
Employee
Table column information
This section describes each physical table column used in HRAM.
Data Type column information in the following table reflects an
 The
Oracle database-specific format; depending on what database type
you use, your data type may appear differently. You can use the Erwin
205
C
file (see the HRAM physical schema section above) to easily convert
this information to another database type.
Table Name
Column Name
Data Type
Column Comment
F_BENEFIT_
QTR
BENEFIT_ID
Numeric (38,0)
Unique identifier of the benefit component
offered to the employee.
CO_COST_AMT
Numeric (15,6)
Cost of the benefit component per
employee per quarter paid by the
employer.
EMP_COST_AMT
Numeric (15,6)
Cost of the benefit component per quarter
paid by the employee.
EMPLOYEE_ID
Numeric (38,0)
Unique identifier of individual working for
the company.
N_PARTICIPANTS
Numeric (38,0)
Number of participants per employee.
The minimum value for this field is 1.
QTR_ID
Numeric (38,0)
Unique identifier for the quarter. This is a
time hierarchy table. The default format
for the quarter id is YYYYQ and is stored
as an integer.
ANNUAL_SALARY_A Numeric (15,6)
MT
Annual salary specific to an employee in
a certain year.
BONUS_PTNTL_
AMT
Numeric (15,6)
Bonus potential specific to an employee
in a certain year.
EMPLOYEE_ID
Numeric (38,0)
the company.
YEAR_ID
Numeric (38,0)
Unique identifier for the year. This is a
for the year id is YYYY and is stored as
an integer.
COMP_AMT
Numeric (15,6)
Compensation amount monthly paid to
the employee.
COMP_TYPE_ID
Numeric (38,0)
Unique identifier of the compensation
type or item
EMPLOYEE_ID
Numeric (38,0)
the company.
MONTH_ID
Numeric (38,0)
Unique identifier for the month. This is a
for the month id is YYYYMM and is stored
as an integer.
F_BONUS_
PTNTL
F_COMP_
MONTH
206 Table column information
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Table Name
Column Name
Data Type
Column Comment
F_EMP_
HIST
DPTM_
TRANSFER_FLG
Numeric (38,0)
Identifies whether a department transfer
occurred for an employee.
EMP_DPTM_ID
Numeric (38,0)
Unique identifier of the department where
the employees work.
EMP_LOCATION_
ID
Numeric (38,0)
Unique identifier of the office location of
employees.
EMP_STS_ID
Numeric (38,0)
Unique identifier of the employee status.
EMPLOYEE_ID
Numeric (38,0)
Unique identifier of an individual working
for the company.
LAST_DPTM_ID
Numeric (38,0)
Unique identifier of the previous
departments of the employees.
LAST_LOCATION_ID
Numeric (38,0)
Unique identifier of the previous locations
of employees.
F_EMP_
LEVEL
LOC_TRANSFER_FL Numeric (38,0)
G
Identifies whether a transfer of location
occurred for an employee.
MONTH_ID
Numeric (38,0)
time dimension table. The default format
as an integer.
SENIORITY
Numeric (38,0)
Stores the months of seniority for each
employee.
EMP_LEVEL_ID
Numeric (38,0)
Unique identifier of the employee's level.
LEVEL_IND_STD
Numeric (38,0)
Indicates the mode of the industry or
market standard salary for every
employee level.
LEVEL_MAX_
SALARY
Numeric (38,0)
Maximum salary given to a specific level
of employee.
LEVEL_MIN_
SALARY
Numeric (38,0)
Minimum salary given to a specific level
of employee.
YEAR_ID
Numeric (38,0)
an integer.
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Table Name
Column Name
Data Type
Column Comment
F_EMP_
QLFN
DATE_ID
TimeStamp (0)
Tracks all the dates in the system. All
valid calendar dates for reporting
purposes will have to be defined here.
EMPLOYEE_ID
Numeric (38,0)
the company.
QLFN_ID
Numeric (38,0)
Unique identifier of the employee's
qualifications.
QLFN_LEVEL_ID
Numeric (38,0)
Level or score assigned to an employee
with a specific qualification.
EMPLOYEE_ID
Numeric (38,0)
for the company.
EXTRA_HOURS
Numeric (15,6)
Number of extra hours worked per
employee per month. Value is obtained
by multiplying the number of effective
extra hours worked by a chosen
coefficient.
MONTH_ID
Numeric (38,0)
as an integer.
EMP_PRF_
SCORE_ID
Numeric (38,0)
Performance score assigned to the
employee.
EMPLOYEE_ID
Numeric (38,0)
for the company.
YEAR_ID
Numeric (38,0)
an integer.
EMP_DPTM_ID
Numeric (38,0)
Unique identifier of the department where
employees work.
EMP_LOCATION_
ID
Numeric (38,0)
Unique identifier of the office location of
employees.
PLANNED_COMP_A
MT
Numeric (15,6)
Amount planned for employee
compensations.
PLANNED_N_
EMP
Numeric (38,0)
Target number of employees.
QTR_ID
Numeric (38,0)
as an integer.
F_OVERTIME
F_PERF
F_PLAN
C
Table Name
Column Name
Data Type
Column Comment
F_POSITION
JOB_CODE_ID
Numeric (38,0)
Unique identifier of the job.
MONTH_ID
Numeric (38,0)
as an integer.
N_ACCPTD_
OFFERS
Numeric (38,0)
Number of accepted offers.
N_INTERVIEWED
Numeric (38,0)
Number of interviewed candidates per
position.
N_REC_
RESUMES
Numeric (38,0)
Number of received resumes per position.
N_RJCTD_
OFFERS
Numeric (38,0)
Number of rejected offers.
N_SENT_OFFERS
Numeric (38,0)
Number of offers sent per position.
EMP_DPTM_ID
Numeric (38,0)
Unique identifier of the department to
which the employee belongs.
SATISFACTION_
SCORE
Numeric (15,6)
Satisfaction score by survey fields, year
and department.
SURVEY_COUNT
Numeric (38,0)
Number of returned surveys. For every
returned survey, the number 1 is entered.
SURVEY_FIELD_
ID
Numeric (38,0)
Unique identifier of the survey field.
YEAR_ID
Numeric (38,0)
an integer.
SEQ_KEY_ID
Numeric
Sequential key not used in the project, to
ensure no duplicate rows in the table.
EMPLOYEE_ID
Numeric (38,0)
Unique identifier of individuals working for
the company.
N_ACCRUED_
DAYS
Numeric (15,6)
Total number of days accrued by the
employee. This number can be calculated
by multiplying the employee tenure with a
company-specific value.
N_USED_DAYS
Numeric (15,6)
Total number of days used by the
employee.
F_SURVEY
F_TIME_OFF
TIME_OFF_TYPE_ID Numeric (38,0)
Unique identifier of the type of time off.
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Table Name
Column Name
Data Type
Column Comment
F_PLAN_EMP_
MONTH
MONTH_ID
Numeric (38,0)
as an integer.
PLANNED_N_EM
Numeric(38,0)
Target number of employees.
BENEFIT_DESC
VarChar (30)
Textual description of the benefit
component offered to the employee.
BENEFIT_ID
Numeric (38,0)
Unique identifier of the benefit component
BENEFIT_TYPE_
ID
Numeric (38,0)
Unique identifier of the type of benefit
BENEFIT_TYPE_
DESC
VarChar (30)
Textual description of the type of benefit
BENEFIT_TYPE_
ID
Numeric (38,0)
Unique identifier of the type of benefit
DATE_ID
TimeStamp (0)
Tracks all the dates in the system. All
valid calendar dates for reporting
purposes must be defined here.
MONTH_ID
Numeric (38,0)
as an integer.
QTR_ID
Numeric (38,0)
as an integer.
YEAR_ID
Numeric (38,0)
an integer.
L_BENEFIT
L_BENEFIT_
TYPE
L_CAL_DATE
C
Table Name
Column Name
Data Type
Column Comment
L_CAL_
MONTH
LAST_MONTH_ID
Numeric (38,0)
ID of the previous month. For example,
for December 2003 it is November 2003.
This is stored in the same format as the
MONTH_ID (YYYYMM).
MONTH_DESC
VarChar (30)
Textual description of the month.
MONTH_ID
Numeric (38,0)
as an integer.
QTR_ID
Numeric (38,0)
as an integer.
YEAR_ID
Numeric (38,0)
an integer.
LAST_QTR_ID
Numeric (38,0)
ID of the previous quarter. For example,
for Q4 2003 it is Q3 2003. This is stored in
the same format as the QTR_ID
(YYYYQ).
QTR_DESC
VarChar (30)
Textual description of the quarter.
QTR_ID
Numeric (38,0)
as an integer.
YEAR_ID
Numeric (38,0)
an integer.
LAST_YEAR_ID
Numeric (38,0)
The id of the previous year. For example,
for 2003 it is 2002. This is stored in the
same format as the YEAR_ID (YYYY).
YEAR_ID
Numeric (38,0)
an integer.
COMP_TYPE_
DESC
VarChar (30)
Textual description of the compensation
type.
COMP_TYPE_ID
Numeric (38,0)
Unique identifier of the compensation
type or item.
L_CAL_QTR
L_CAL_YEAR
L_COMP_
TYPE
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Table Name
Column Name
Data Type
Column Comment
L_
CONTRACTOR
CNTR_ACTIVITY
Numeric (38,0)
Flag indicating whether the contract is
active or not.
CNTR_DEPT_ID
Numeric (38,0)
Department where the contractor is
working.
CNTR_LOCATION_I
D
Numeric (38,0)
Location where the contractor is working.
CNTR_TITLE_ID
Numeric (38,0)
Job title of the contractor.
CONTRACT_END_D
ATE
TimeStamp (0)
Date on which the contract ended or will
end.
CONTRACT_
START_DATE
TimeStamp (0)
Date on which the contract starts.
CONTRACTOR_
DESC
VarChar (30)
Textual description or name of the
contractor.
CONTRACTOR_ID
Numeric (38,0)
Unique identifier of the individual or
company working as contractor.
SALARY_RATE
Numeric (15,6)
Salary rate of the contractor as $/h.
EMP_AGE_RNG_DE
SC
VarChar (30)
Textual description of the employee's age
range.
EMP_AGE_RNG_
ID
Numeric (38,0)
Unique identifier of the employee's age
range.
EMP_
CLEARANCE_
DESC
VarChar (30)
Textual description of the level of security
clearance of the employee.
EMP_
CLEARANCE_ID
Numeric (38,0)
Unique identifier of the level of security
clearance of the employee.
EMP_DGR_TYPE_D
ESC
VarChar (30)
Textual description of the employee's
degree type.
L_EMP_AGE_
RANGE
L_EMP_
CLEARANCE
L_EMP_DGR_
TYPE
L_EMP_
DIVISION
EMP_DGR_TYPE_ID Numeric (38,0)
degree type.
EMP_DIVISION_
DESC
VarChar (30)
Textual description of the employee’s
division.
EMP_DIVISION_ID
Numeric (38,0)
Unique identifier of the employee’s
division.
C
Table Name
Column Name
Data Type
Column Comment
L_EMP_DPTM
EMP_DPTM_
DESC
VarChar (30)
department.
EMP_DPTM_ID
Numeric (38,0)
department.
EMP_DIVISION_ID
Numeric (38,0)
division.
EMP_EDU_DESC
VarChar (30)
education.
EMP_EDU_ID
Numeric (38,0)
education.
EMP_ETHN_
DESC
VarChar (30)
ethnicity.
EMP_ETHN_ID
Numeric (38,0)
ethnicity.
EMP_GENDER_
DESC
VarChar (30)
gender.
EMP_GENDER_ID
Numeric (38,0)
gender.
EMP_IMM_STS_
DESC
VarChar (20)
immigration status.
EMP_IMM_STS_
ID
Numeric (38,0)
immigration status.
EMP_LEVEL_
DESC
VarChar (30)
level.
EMP_LEVEL_ID
Numeric (38,0)
L_EMP_EDU
L_EMP_
ETHNICITY
L_EMP_
GENDER
L_EMP_IMM_
STS
L_EMP_LEVEL
L_EMP_
LOCATION
L_EMP_
MNRTY_GRP
EMP_LOCATION_DE VarChar (30)
SC
office location.
EMP_LOCATION_
ID
Numeric (38,0)
Unique identifier of the employee’s office
location.
EMP_REGION_ID
Numeric (38,0)
region.
EMP_MNRTY_
GRP_DESC
VarChar (30)
minority group.
EMP_MNRTY_
GRP_ID
Numeric (38,0)
Unique identifier for the employee’s
minority group.
213
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Table Name
Column Name
Data Type
Column Comment
L_EMP_MRTL_
STS
EMP_MRTL_STS_D
ESC
VarChar (30)
marital status.
EMP_MRTL_STS_ID
Numeric (38,0)
marital status.
EMP_NTNLTY_
DESC
VarChar (30)
nationality.
EMP_NTNLTY_ID
Numeric (38,0)
nationality.
L_EMP_
NTNLTY
L_EMP_PSTN_
STS
L_EMP_
REGION
L_EMP_STS
L_EMP_TITLE
EMP_PSTN_STS_DE VarChar (30)
SC
position status
EMP_PSTN_STS_ID
Numeric (38,0)
position status.
EMP_REGION_
DESC
VarChar (30)
region.
EMP_REGION_ID
Numeric (38,0)
region.
EMP_STS_DESC
VarChar (30)
status.
EMP_STS_ID
Numeric (38,0)
Unique identifier of the employee’s status.
EMP_TITLE_
DESC
VarChar (30)
Textual description of the nature of work
or level of the employee.
EMP_TITLE_ID
Numeric (38,0)
Unique identifier of the nature of work or
level of the employee.
C
Table Name
Column Name
Data Type
Column Comment
L_EMPLOYEE
EMP_BIRTH_
DATE
TimeStamp (0)
Employee's date of birth.
EMP_
CLEARANCE_ID
Numeric (38,0)
Unique identifier of the employee’s level
of security clearance.
EMP_CURR_STS_ID Numeric (38,0)
current status.
EMP_DPTM_ID
Numeric (38,0)
department.
EMP_FTE_COEF
Numeric (38,0)
1 for full-time employees; greater than 0
and less than 1 for part-time employees.
EMP_ID_N
Numeric (38,0)
Employee's identification number.
EMP_IMM_STS_
ID
Numeric (38,0)
immigration status.
EMP_LEVEL_ID
Numeric (38,0)
EMP_LOCATION_
ID
Numeric (38,0)
Unique identifier of the employee’s office
location.
EMP_MNRTY_
GRP_ID
Numeric (38,0)
Unique identifier for the employee’s
minority group.
EMP_PSTN_STS_ID
Numeric (38,0)
position status.
EMP_TITLE_ID
Numeric (38,0)
Unique identifier of the nature of work or
level of the employee.
EMP_WORK_EXP
Numeric (38,0)
Years of employee’s work experience,
prior to her/his hire in the current
company. Eventually, only years of
related job experience can be tracked in
this field.
EMPLOYEE_
DESC
VarChar (30)
Textual description or name of individual
EMPLOYEE_ID
Numeric (38,0)
Unique identifier of the individual working
for the company.
EXEMPT_FLG
Numeric (38,0)
Indicates whether employee is exempt or
not.
HIRE_DATE
TimeStamp (0)
Date of hire of the employee.
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Table Name
Column Name
Data Type
Column Comment
L_EMPLOYEE
(continued)
LEAVE_DATE
TimeStamp (0)
Date on which the employee left the
company.
LEAVE_RSN_ID
Numeric (38,0)
Unique identifier of the reasons for
departure.
RCRTNG_
SOURCE_ID
Numeric (38,0)
Unique identifier for the recruiting source
used to hire employees.
SUPERVISOR_ID
Numeric (38,0)
supervisor.
L_JOB_CLOSE_R
SN
L_JOB_CODE
JOB_CLOSE_RSN_D VarChar (30)
ESC
Textual description of the reasons for
closing a job search.
JOB_CLOSE_RSN_I
D
Unique identifier of the reason for closing
a job search.
Numeric (38,0)
EMP_TRANSFER_IN VarChar (20)
Mapped to the employee ID that closed
the job opening by internal transfer.
EMP_TRANSFER_O
UT
Numeric (38,0)
Mapped to the employee ID that caused
the job opening by internal transfer.
JOB_CLEARANCE_I
D
Numeric (38,0)
Level of clearance required by the
specific job.
JOB_CLOSE_
DATE
TimeStamp (0)
Date on which job associated with the
vacant position was filled.
JOB_CLOSE_RSN_I
D
Numeric (38,0)
Unique identifier of the reason for closing
a job search.
JOB_CODE_ID
Numeric (38,0)
Unique identifier of the job.
JOB_DPTM_ID
Numeric (38,0)
Department in which the specific job is
available.
JOB_LOCATION_
ID
Numeric (38,0)
Location where the specific job is
available.
JOB_OPEN_DATE
TimeStamp (0)
Day in which a vacant position was
assigned a job code and the recruitment
process began.
JOB_OPEN_RSN_ID
Numeric (38,0)
Unique identifier of the reason for starting
a job search.
JOB_WORK_EXP
Numeric (38,0)
Number of years of experience required
to fill the specific job.
POSITION_ID
Numeric (38,0)
Unique identifier of the job position in the
company.
C
Table Name
Column Name
Data Type
Column Comment
L_JOB_OPEN_
RSN
JOB_OPEN_RSN_
DESC
VarChar (30)
starting a job search.
JOB_OPEN_RSN_ID
Numeric (38,0)
Unique identifier of the reason for starting
a job search.
LEAVE_RSN_
DESC
VarChar (30)
departure.
LEAVE_RSN_ID
Numeric (38,0)
Unique identifier of the reasons for
departure.
POSITION_DESC
VarChar (30)
Textual description of job positions in the
company.
POSITION_ID
Numeric (38,0)
Unique identifier of job positions in the
company.
QLFN_DESC
VarChar (30)
Textual description of employee's
qualifications.
QLFN_ID
Numeric (38,0)
Unique identifier of employee's
qualifications.
QLFN_TYPE_ID
Numeric (38,0)
qualification types.
QLFN_TYPE_
DESC
VarChar (30)
Textual description of employee's
QLFN_TYPE_ID
Numeric (38,0)
RCRTNG_
SOURCE_DESC
VarChar (30)
Textual description for the recruiting
source used to hire employees.
RCRTNG_
SOURCE_ID
Numeric (38,0)
Unique identifier for the recruiting source
used to hire employees.
SURVEY_FIELD_DE
SC
VarChar (30)
Textual description of the survey field.
SURVEY_FIELD_
ID
Numeric (38,0)
Unique identifier of the survey field.
TIME_OFF_TYPE_D
ESC
VarChar (30)
Textual description of the type of time off.
L_LEAVE_RSN
L_POSITION
L_QLFN
L_QLFN_TYPE
L_RCRTNG_
SOURCE
L_SURVEY_
FIELDS
L_TIME_OFF_
TYPE
TIME_OFF_TYPE_ID Numeric (38,0)
Unique identifier of the type of time off.
217
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Table Name
Column Name
Data Type
Column Comment
R_EMP_
ADDRESS
EMP_CITY
VarChar (30)
Employee's city home address.
EMP_COUNTRY
Numeric (38,0)
Employee's country.
EMP_PHONE_
NUM
Numeric (38,0)
Employee's home phone number.
EMP_STATE
VarChar (30)
Employee's state home address.
EMP_STREET
VarChar (20)
Employee's street home address.
EMP_ZIP
Numeric (38,0)
Employee's home address ZIP code.
EMPLOYEE_ID
Numeric (38,0)
the company.
EMP_AGE_RNG_
ID
Numeric (38,0)
Unique identifier of the employee's age
range.
R_EMP_DEMO
EMP_DGR_TYPE_ID Numeric (38,0)
degree type.
EMP_EDU_ID
Numeric (38,0)
Unique identifier of employee's education.
EMP_ETHN_ID
Numeric (38,0)
ethnicity.
EMP_GENDER_ID
Numeric (38,0)
gender.
EMP_MRTL_STS_ID
Numeric (38,0)
marital status.
EMP_NTNLTY_ID
Numeric (38,0)
nationality.
EMPLOYEE_ID
Numeric (38,0)
the company.
GLOSSARY
ad hoc query A SQL query dynamically constructed by desktop tools and
whose results are not known before it is sent to the server.
The user is asking a new question that has not been answered
by an existing report.
analyst The user category of a person who accesses reports, performs
drilling, does exception reporting, generates report
requirements, and is aware of the necessary analysis. An
analyst receives useful data from information devices like
alphanumeric pagers, fax machines, and e-mail without fully
understanding how such information is derived or delivered.
analytics Predefined tools that allow analysis within each Analysis
Module's functional areas. Analytics include reports (graph,
grid, and so on), scorecards, dashboards, and so on.
attribute A data level defined by the system architect and associated
with one or more columns in a data warehouse lookup table.
Attributes include data classifications like Region, Order,
Customer, Age, Item, City, and Year. They provide a means
for aggregating and filtering data at a given level.
Glossary: ad hoc query
219
Glossary
See also:
•
form
•
expression
•
child attribute
•
parent attribute
attrition rate The number of lost employees divided by the number of
employees in a given time period.
axes, axis 1) A vector along which data is displayed. There are three
axes—Row, Column, and Page. When a user defines a
template for a report, he places template units—attributes,
dimensions, metrics, consolidations, and custom
groups—along each axis.
2) One part of a multi-part graphical diagram. Many SDAM
reports display data on more than one graphical axis, such as
the Quotation Activity Summary report and the Quarterly
Conversion Summary report.
business intelligence A system that facilitates the analysis of volumes of complex
(BI) system data by providing the ability to view data from multiple
perspectives.
category See hierarchy.
child attribute The lower-level attribute in an attribute relationship.
See also:
•
parent attribute
•
relationship
column 1) A one-dimensional vertical array of values in a table.
2) The set of fields of a given name and data type in all rows
of a given table.
220 Glossary: attrition rate
Glossary
3) MicroStrategy object in the schema layer that can
represent one or more physical table columns or no columns.
See also axis.
conditional metric A metric containing filter criteria in its definition.
consolidation An object that can be placed on a template and is made up of
an ordered collection of elements called consolidation
elements. Each element is a grouping of attribute elements
that accommodates inter-row arithmetic operations.
Compare custom group.
custom group An object that can be placed on a template and is made up of
an ordered collection of elements called custom group
elements. Each element contains its own set of filtering
qualifications.
data modeling A method used to define and analyze data requirements
needed to support the business functions of an enterprise.
These data requirements are recorded as a conceptual data
model with associated data definitions. Data modeling
defines the relationships between data elements and data
structures.
data warehouse 1) A database, typically very large, containing the historical
data of an enterprise. Used for decision support or business
intelligence, it organizes data and allows coordinated updates
and loads.
2) A copy of transaction data specifically structured for query,
reporting, and analysis.
decile, deciling The method by which a group is broken up into ten groups of
equal elements. The first decile consists of the top ten
percent; the second, the 11th to 20th percent; the third, the
21st to 30th percent; and so on.
Glossary: conditional metric
221
Glossary
demographics, Data that locates, identifies, and describes a population and
demographic data its properties; for example, data describing the age groups of
people living in certain geographical areas or income
categories. Other dimensions of demographic data include
race, religion, political preference, spending preferences, and
family size.
dimension An element or factor making up a complete entity or variable
(a quantity that may assume any one of a set of values). For
example, product types, times, and regions are three
dimensions pertaining to sales. Different product types are
sold over different time zones in different regions.
document 1) A container for formatting, displaying, and distributing
multiple grid and graph reports from a single request.
2) The MicroStrategy object that supports such functionality.
drill A method of obtaining supplementary information after a
report has been executed. The new data is retrieved by
re-querying the Intelligent Cube or database at a different
attribute or fact level.
See also:
•
page-by
•
sort
•
subtotal
editor A dialog used to create and edit MicroStrategy Objects. There
is a Filter Editor, Template Editor, Attribute Editor, Metric
Editor, Report Editor, and so on.
ETL Extraction, transformation, and loading.
1) The process used to populate a data warehouse from
disparate existing database systems.
2) Third-party software used to facilitate such a process.
222 Glossary: demographics, demographic data
Glossary
entry level The lowest level set of attributes at which a fact is available
for analysis.
expression Formulas built from functions, attributes, facts, metrics, and
consolidations that can be used to define attribute forms, fact
calculations, metrics, or filters.
fact 1) A measurement value, often numeric and typically
aggregatable, stored in a data warehouse.
2) A schema object representing a column in a data
warehouse table and containing basic or aggregated
numbers—usually prices, or sales in dollars, or inventory
quantities in counts.
See also metric.
fact table A database table containing numeric data that may be
aggregated along one or more dimensions. Fact tables may
contain atomic or summarized data.
filter A MicroStrategy object that specifies a set of criteria used to
limit the data returned in a report. Specifically, it limits the
returned values of an attribute in the result set to a specified
range. It is normally implemented in the SQL WHERE
clause. Examples include: “2003”, “All weekdays in May”,
“Stores in the Northeast”.
folder A MicroStrategy object used for grouping and storing in a
single place a set of objects that are similar, such as filters,
templates, and reports.
folder list A portion of the interface that lists all the folders found in the
project in a hierarchical fashion. It helps a user to visualize
and browse through a MicroStrategy project.
form One of several columns associated with an attribute that are
different aspects of the same thing. For example, ID, Name,
Last Name, Long Description, and Abbreviation could be
Glossary: entry level
223
Glossary
forms of the attribute Customer. Every attribute supports its
own collection of forms.
graph analytic An analytic showing data as points, lines, or bars, arranged
according to axes based on the chosen metrics. Although not
all analytics can be displayed in every graph type available,
many analytics can be viewed in several ways. Choices for
graph display include bars, lines, area graphs, and
three-dimensional graphs.
grid analytic An analytic consisting of rows and columns. Each row or
column has a heading, and each heading represents a prompt
from the analytic. Grid analytics can be modified easily, by
drilling, moving columns, converting columns to rows,
sorting, and using page-by to display subsets of the analytic
data as separate pages.
hierarchy A set of attributes defining a meaningful path for element
browsing or drilling. The order of the attributes is
typically—though not always—defined such that a higher
attribute has a one-to-many relationship with its child
attributes.
KPI (key performance An indicator gauging how well a company progresses in
indicator) numerous areas such as finance, customer service, and
product availability and distribution.
level 1) In a data warehouse, facts are said to be stored at a
particular level defined by the attribute IDs present in the fact
table. For example, if a fact table has a Date column, an
Item_ID column, and a fact column, that fact is stored at the
Date/Item level.
2) With regard to metric calculation, the level is the level of
calculation for the metric. For example, a metric on a report
with Year and Store attributes would be calculated at the
Year/Store level.
logical data model A graphical representation of data that is arranged logically
for the general user, as opposed to the physical data model or
224 Glossary: graph analytic
Glossary
warehouse schema, which arranges data for efficient
database use.
lookup table A database table used to uniquely identify attribute elements.
They typically consist of descriptions of dimensions. Lookup
tables are usually joined to fact tables to group the numeric
facts in the fact table by dimensional attributes in the lookup
tables.
metadata A repository whose data associates the tables and columns of
a data warehouse with user-defined attributes and facts, to
enable the mapping of the business view, terms, and needs to
the underlying database structure. Metadata can reside on
the same server as the data warehouse or on a different
database server. It can even be held in a different RDBMS.
metric 1) A business calculation defined by an expression built with
functions, facts, attributes, or other metrics. For example:
sum(dollar_sales) or [Sales] - [Cost].
2) The MicroStrategy object that contains the metric
definition.
See also fact.
MicroStrategy A group of MicroStrategy projects with prepackaged
Analytics Modules metadata, reports, scorecards, and dashboards; default
physical and logical data models to allow the modules to work
with an external physical schema and data model or with the
module’s packaged data warehouse schema; and reference
guides for each Analysis Module’s data model, the individual
analysis areas, metadata object definitions, data dictionary,
and individual report use scenarios.
MicroStrategy Core of the MicroStrategy architecture; manages and
Intelligence Server organizes users, projects, and database connections;
coordinates, prioritizes, and executes all user requests; and
allocates the resources necessary to complete them.
MicroStrategy Intelligence Server tracks schedules, manages
security, and provides the ability to monitor and analyze the
daily activity of the entire decision support environment.
Glossary: lookup table
225
Glossary
multidimensional A form of analysis of the data in a data warehouse that
analysis includes many relationships, each representing a dimension.
For example, a retail analysis may seek to understand the
relationships among sales by region, by quarter, by
demographic distribution (income, education level, gender),
and by product. Multidimensional analysis provides results
for these complex relationships.
object Conceptually, the highest grouping level of information about
one concept, used by the user to achieve the goal of specified
data analysis. More concretely, an object is any item that can
be selected and manipulated, including folders, reports, facts,
metrics, and so on.
outline mode Report viewing mode that creates indented, collapsible
groupings of related elements to make reports neater and
easier to read.
page-by Segmenting the data in a grid report by placing available
attributes, consolidations, and metrics on a third axis called
the Page axis. Since a grid is two-dimensional, only a slice of
the cube can be seen at any one time. The slice is
characterized by the choice of elements on the Page axis. By
varying the selection of elements, the user can page through
the cube.
See also:
•
drill
•
sort
•
subtotal
parent attribute The higher-level attribute in an attribute relationship with
one or more children.
See also:
•
child attribute
•
relationship
226 Glossary: multidimensional analysis
Glossary
productivity analysis A process that measures company productivity and identifies
ways to increase it.
project The highest-level intersection of a data warehouse, metadata
repository, and user community, containing reports, filters,
metrics, and functions.
prompt MicroStrategy object in the report definition that is
incomplete by design. The user is asked during the resolution
phase of report execution to provide an answer that
completes the information. A typical example with a filter is
choosing a specific attribute on which to qualify.
query A request for data from a database or data warehouse. A
report is a database query.
ranking A type of OLAP function that returns the rank of a value in a
group of values. Rows with equal values with respect to the
ordering are assigned the same rank.
relate table A table containing the ID columns of two or more attributes,
thus defining associations between them.
relationship An association specifying the nature of the connection
between one attribute (the parent) and one or more other
attributes (the children). For example, City is a child attribute
of State.
See also:
•
parent attribute
•
child attribute
report The central focus of any decision support investigation. A
report allows users to query for data, analyze that data, and
then present it in a visually pleasing manner.
Glossary: productivity analysis
227
Glossary
retention, employee The process of maintaining or securing employee loyalty to
minimize loss of key talent.
schema 1) The set of tables in a data warehouse associated with a
logical data model. The attribute and fact columns in those
tables are considered part of the schema itself.
2) The layout or structure of a database system. In relational
databases, the schema defines the tables, the fields in each
table, and the relationships between fields and tables.
schema object MicroStrategy object created, usually by a project designer,
that relates the information in the logical data model and
physical warehouse schema to the MicroStrategy
environment. These objects are developed in MicroStrategy
Architect, which can be accessed from MicroStrategy
Desktop. Schema objects directly reflect the warehouse
structure and include attributes, facts, functions, hierarchies,
operators, partition mappings, tables, and transformations.
scorecard A type of tally sheet displaying a company's performance
using key performance indicators (KPIs) that gauge how well
a company progresses in areas such as finance, customer
service, and product availability and distribution.
See also KPI (key performance indicator).
segmentation A technique for deriving clusters and classes by creating
two-way and multi-way splits from a dataset according to
specified variables.
sort Arranging data according to some characteristic of the data
itself (alphabetical descending, numeric ascending, and so
forth).
See also:
228 Glossary: retention, employee
•
drill
•
page-by
•
subtotal
Glossary
subtotal A totaling operation performed for a portion of a result set.
See also:
•
drill
•
page-by
threshold Used to create conditional formatting for metric values. For
example, if dollar sales is greater than $200, format that cell
to have a blue background with bold type.
transformation A schema object that encapsulates a business rule used to
compare results of different time periods. Transformations
are used in the definition of a metric to alter the behavior of
that metric.
user hierarchy Named sets of attributes and their relationships, arranged in
specific sequences for a logical business organization. They
are user-defined and do not need to follow the logical model.
Glossary: subtotal
229
Glossary
230 Glossary:
INDEX
A
ad hoc analysis defined on 6
advanced metric 6
analysis areas 3
analytics defined on 2
attribute defined on 11
attrition report 92
by department transfer 99
by division 94
by location transfer 99
by month 92
by position 93
by recruiting source 98
by region 95
departure reason 96
scorecard 16
upcoming departures 97
B
benefit report 86
by employee profile 88
by quarter 86
most used benefits 87
time off 88
benefits and time off
fact 190
filter 134
metric 127
C
column information for physical
tables 205
compensation
fact 188
filter 134
metric 124
compensation report 64
above industry maximum 71
below industry minimum 71
bonus
by department 67
by location 69
by department 67
by division 65
by employee level 70
by employee profile 72
by location 69
by region 66
cost and employee average 67
231
Index
industry standard comparison 73
planning 79
by department 81
by quarter 80
by region 82
scorecard 17
top performing employees 74
configuring the module xii
consolidation glossary 138
contractor report 42
by region and division 44
cost analysis 43
expiration alert 43
custom group defined on 6
glossary 139
D
dashboard defined on 9
employee trend 19
human resources analysis 24
human resources performance
measurement 20
human resources summary 27
data warehouse
default tables and columns 199
options 13
populating 199
porting and 12
date metric 132
definition
object 12, 141
project 11
designing an analytical application xiii
dimension defined on 12
document defined on 10
accessing 10
drilling defined on 6
232
E
employee
attrition 92
departure reason 96
fact 184
filter 134
metric 124
performance 117
qualification 114
satisfaction 120
top performers salary report 74
employee profile report 55
anniversary alert 60
birthday alert 59
by department 55
by region 56
by tenure 57
workforce distribution 58
employee trend dashboard 19
Erwin file
logical schema 11, 142
physical schema 13, 200
ETL routine 199
expression, form 150
F
fact defined on 11, 183
benefits and time off 190
compensation 188
employee 184
level 184
qualification, performance, and
satisfaction 194
table-specific 195
vacant position 192
filter
compensation and benefits 134
employee 134
glossary 133
time 137
vacant position 137
folder
public object 8
report 8
schema object 145
form expression 150
formatting a report 5
G
glossary
consolidation 138
custom group 139
filter 133
metric 123
prompt 138
H
headcount report 32
by department 33
by department and region 35
by division 34
by identity group 36
by month 39
by region 40
by tenure 41
by tenure and division 37
by tenure and region 38
hierarchy defined on 12, 145
benefits 170
compensation 169
contractor 145
employee 145
leave reason 180
position 171
Index
qualification 178
survey field 178
time 181
time off 177
hiring process report
internal transfer 111
position vacancy alert 110
recruiting pipeline 109
vacancy 108
hiring report
by division 103
by month 102
by position 105
by region 104
for supervisors and HR managers 106
recruiting source 107
HRAM. See MicroStrategy Human Resources Analysis Module.
human resources dashboard
analysis 24
performance measurement 20
summary 27
human resources summary scorecard 22
I
installing a module xiii
international support xxiv
K
key performance indicator
(KPI) defined on 8
KPI. See key performance indicator.
L
level fact 184
logical data model defined on 11, 141
logical schema diagram 142
233
Index
lookup table 150
M
mapping method 12
metadata xiii
metric
advanced 6
benefits and time off 127
compensation 124
date 132
employee 124
glossary 123
qualification, performance, and
satisfaction 131
transfer 130
vacant position 131
MicroStrategy Analytics
Modules defined on xiii
MicroStrategy Human Resources Analysis
Module 1
analysis areas 3
features 5
MicroStrategy Narrowcast Server
departure alert 97
new hire alert 106
performance appraisal alert 117
position vacancy alert 110
MicroStrategy Report Services 7
module xi
configuring xii
installing xiii
porting xiii
multidimensional model 11
O
object
definition 11
234
glossary 123
property 12
public xi
schema xi
overtime report 75
by month 77
cost analysis 77
highest overtime 78
hours by month 76
P
page-by defined on 5
physical schema 13
diagram 200
porting and 12
populating a data warehouse 199
portability defined on 13
porting 12
position
filter 137
metric 131
prerequisites for using the Analytics
Modules xiv
project
accessing 8
definition 11, 123
prompt defined on 5
glossary 138
property of an object 12
public objects folder 8
Q
qualification, performance, and satisfaction
fact 194
metric 131
R
RDBMS 199
recruitment report 102
hiring process 108
hiring rate by month 102
new hires
by division 103
by position 105
by region 104
recent hires information 106
recruiting pipeline 109
recruiting source 107
scorecard 25
vacancy 108
report
accessing 7
folder 8
formatting 5
S
schema defined on 11
logical 142
physical 200
schema object folder 145
scorecard defined on 8, 15
attrition 16
compensation 17
human resources summary 22
recruitment report 25
segmentation defined on 6
source table 12
support
international xxiv
support. See technical support.
T
Index
column 205
lookup 150
physical 203
table-specific fact 195
technical support xxv
time
filter 137
hierarchy 181
time off report 88
transfer metric 130
transfer report 45
attrition
by department 99
by location 99
between departments 53
between locations 54
by department 48, 49
cumulative 51
by department and location 46
by location 48, 50
cumulative 52
compared to all employees 46
employee trend dashboard 19
internal transfer 111
trend report. See headcount report.
V
vacant position fact 192
W
workforce development and productivity
report 114
workforce report 31
employee profile 55
headcount 32
trend 32
table
235
Index
236

MicroStrategy Human Resources Analysis Module Reference

Transcription

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