MicroStrategy Human Resources Analysis Module Reference

Human Resources Analysis Module Reference

Version: 9.0.2Document Number: 09990902

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Document number: 09990902

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© 2010 MicroStrategy, Inc. v

CONTENTS

Preface Description of Guide .................................................................. xiAbout the Analytics Modules ..................................................xii

About this book ............................................................................ xiiiHow to find business scenarios and examples ......................xivPrerequisites ..........................................................................xivWho should use this guide.....................................................xiv

Resources.....................................................................................xvDocumentation........................................................................xvEducation.............................................................................. xxiiConsulting............................................................................. xxiiInternational support ............................................................. xxiiTechnical Support ................................................................ xxiii

Feedback ..................................................................................xxviii

1. Introduction to the Human Resources Analysis Module

Introduction.................................................................................. 1Business questions that HRAM reports can answer...................... 2

Business analysis areas for HRAM reports ............................. 3

HRAM report features.................................................................... 5

Introduction to reports, dashboards, and documents .................... 7Accessing reports .................................................................... 8About scorecards and dashboards .......................................... 8About Report Services documents ........................................ 10

About definitions for objects on reports ....................................... 11

About the structure of HRAM’s business logic............................. 11Business concepts and measurements ................................. 12Relationships among business concepts............................... 12

Contents Human Resources Analysis Module Reference

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Porting an analytics module to your data source................... 13

Introduction to HRAM’s physical data storage............................. 13

2. HRAM Scorecards and Dashboards

Introduction................................................................................ 15Scorecards and dashboards........................................................ 16

Attrition Scorecard ................................................................. 16Compensation Scorecard ...................................................... 17HR Director Dashboard.......................................................... 19HR Performance Management Dashboard............................ 20HR Summary Scorecard ........................................................ 22Human Resources Analysis Dashboard ................................ 24Recruitment Scorecard .......................................................... 25HR Summary Dashboard....................................................... 27

3. Workforce Analysis Introduction................................................................................ 31Workforce analysis area .............................................................. 31

Headcounts and Trends reports .................................................. 32Distribution by Department - Monthly Trend .......................... 33Division Distribution - Yearly Trend........................................ 34Employee Distribution by Department and Region................ 35Employee Distribution by Identity Groups - Yearly Trend...... 36Employee Distribution by Tenure and Division ...................... 37Employee Distribution by Tenure and Region ....................... 38Headcount - Monthly Trend ................................................... 39Region Distribution - Yearly Trend......................................... 40Workforce Tenure - Monthly Trend........................................ 41

Contractor reports........................................................................ 42Contract Expiration Alert ........................................................ 43Contractor Cost Analysis ....................................................... 44Contractors by Region and Division....................................... 45

Transfer reports ........................................................................... 45Transfer Analysis - Monthly Trend......................................... 46Transfers to Employee Base - Monthly Trends...................... 47Transfer Distribution by Department ...................................... 48Transfer Distribution by Location ........................................... 49Employee Flow by Department - Monthly Trend.................... 49Employee Flow by Location - Monthly Trend......................... 50Overall Employee Flow by Department ................................. 51Overall Employee Flow by Location....................................... 52Employee Transfer History by Department............................ 53

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Employee Transfer History by Location ................................. 54

Employee Profile Analysis reports ............................................... 55Employee Profile by Department - Monthly Trend................. 55Employee Profile by Region - Monthly Trend ........................ 56Employee Profile by Tenure................................................... 57Employee Profile Distribution................................................. 58Employee Birthday Alert ........................................................ 59Employee Anniversary Alert................................................... 60

4. Compensation Analysis

Introduction................................................................................ 63Compensation analysis area ....................................................... 63

Compensation reports ................................................................. 65Compensation Distribution by Division .................................. 65Compensation Distribution by Region.................................... 66Compensation Items - Yearly Trend ...................................... 67Salary and Bonus Distribution by Department ....................... 67Salary and Bonus Distribution by Location ............................ 69Salary by Employee Level ..................................................... 70Alert - Individual Salaries above Industry Range................... 71Alert - Individual Salaries below Industry Range ................... 71Compensation Distribution by Employee Profile - Yearly Trend72Average Paid Salary to Industry Mode - Yearly Trend........... 73Top Performers' Salary to Industry Mode .............................. 74

Overtime reports .......................................................................... 75Overtime Analysis - Monthly Trend........................................ 76Overtime Cost Analysis.......................................................... 77Overtime Cost - Monthly Trend.............................................. 78Jobs with Highest Overtime ................................................... 79

Planning reports........................................................................... 80Planned to Actual Difference and Variance - Quarterly Trend81Planned Headcount and Compensation to Actual - Quarterly Trend ..................................................................................... 81Planned Headcount and Compensation by Department........ 82Planned Headcount and Compensation by Region............... 83

5. Benefit Analysis Introduction................................................................................ 85Benefit analysis area ................................................................... 85

Benefit reports ............................................................................. 86Benefit Usage and Costs - Quarterly Trend........................... 86


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Most Used Benefits by Number of Participants ..................... 87Benefit Usage by Employee Profile ....................................... 88Time Off Overview by Department......................................... 89

6. Attrition Analysis Introduction................................................................................ 91Attrition analysis area .................................................................. 91

Attrition reports ............................................................................ 92Employee Attrition - Monthly Trend........................................ 92Departed Employees by Position Status - Monthly Trend ..... 93Departures by Division - Monthly Trend................................. 94Departures by Region - Monthly Trend.................................. 95Reasons for Departure .......................................................... 96Alert: Upcoming Departures................................................... 97Attrition by Recruiting Source ................................................ 98Departed Employees - Department Transfer Analysis........... 99Departed Employees - Location Transfer Analysis................ 99

7. Recruitment Analysis Introduction.............................................................................. 101Recruitment analysis area ......................................................... 101

Recruitment reports ................................................................... 102Hiring Rate - Monthly Trend................................................. 102New Hires by Division - Monthly Trend................................ 103New Hires by Region - Monthly Trend................................. 104New Hires by Position Status - Monthly Trend .................... 105Recent Hires ........................................................................ 106Hires by Recruiting Sources ................................................ 107

Hiring Process reports ............................................................... 108Vacant Positions .................................................................. 108Recruiting Pipeline............................................................... 109Position Open Days ............................................................. 110Positions Opened and Closed Through Transfers............... 111

8. Workforce Development and Productivity Analysis

Introduction.............................................................................. 113Workforce Development and Productivity analysis area ........... 114

Employee Qualification reports.................................................. 115Employee Qualification by Division and Region .................. 115Employees by Qualification Type......................................... 115Qualifications by Department and Location ......................... 117

Employee Performance reports ................................................. 118

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Employee Performance Appraisal ....................................... 118Performance by Department - Yearly Trend........................ 119Low Performing Employee Salaries to Industry Mode Comparison ......................................................................... 120

Employee Satisfaction reports ................................................... 121Employee Satisfaction - Survey Results .............................. 121Employee Satisfaction - Yearly Trend.................................. 122

A. Definitions for Objects on Reports: Object Glossaries

Introduction.............................................................................. 125Metrics glossary......................................................................... 125

Employee metrics ................................................................ 126Compensation metrics ......................................................... 129Benefit and Time Off metrics ............................................... 132Transfers metrics ................................................................. 133Qualifications, Performance, and Satisfaction metrics......... 133Position metrics ................................................................... 134Dates metrics....................................................................... 135

Filters glossary........................................................................... 136Employee filters ................................................................... 136Compensation and Benefit filters ......................................... 138Position filters ...................................................................... 139Time filters ........................................................................... 139

Prompts glossary ....................................................................... 140

Consolidations glossary............................................................. 140

Custom Groups glossary ........................................................... 141

B. Structure of HRAM’s Business Logic: Logical Data Model

Introduction.............................................................................. 143Prerequisites.............................................................................. 144

HRAM logical schema ............................................................... 144

Business hierarchies.................................................................. 146Employee and Contractor hierarchies.................................. 146Compensation hierarchy...................................................... 167Benefit hierarchy.................................................................. 168Position hierarchy ................................................................ 169Time Off hierarchy ............................................................... 174Survey Field hierarchy ......................................................... 175Qualification hierarchy ......................................................... 175Leave Reason hierarchy...................................................... 177Time hierarchy ..................................................................... 178


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Facts .......................................................................................... 180Employee, Level, and Contractor facts ................................ 181Compensation facts ............................................................. 185Benefit and Time Off facts ................................................... 187Vacant Positions facts ......................................................... 188Qualification Level, Performance, and Satisfaction Score facts191Table-specific facts .............................................................. 192

C. Data Storage: Physical Schema and Data Dictionary

Introduction.............................................................................. 195Prerequisites.............................................................................. 195

HRAM physical schema............................................................. 196

Table information ....................................................................... 198

Table column information .......................................................... 200

Glossary ................................................................................... 215

Index ......................................................................................... 227

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PREFACE

Description of 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.

• 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.

Preface Human Resources Analysis Module Reference

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• 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.

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

Human Resources Analysis Module Reference Preface

© 2010 MicroStrategy, Inc. About this book xiii

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 the Resources section in this chapter. 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 bookThis book is divided into chapters and reference appendices. Each chapter begins with a brief overview of the chapter’s content.

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.

Dates in the MicroStrategy Tutorial project are updated to reflect the 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.


xiv About this book © 2010 MicroStrategy, Inc.

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

• 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


© 2010 MicroStrategy, Inc. Resources xv

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

• Checklists and high-level procedures to get started

Help: In general, MicroStrategy help provides:

• Detailed steps to perform procedures

• Descriptions of each option on every software screen

Manuals

The following manuals are available from your MicroStrategy disk or the machine where MicroStrategy was installed. The steps to access them are below.

Adobe Acrobat Reader is required to view these manuals. If you do not have Acrobat Reader installed on your computer, you can download it from www.adobe.com/products/acrobat/readstep2_allversions.html.

The best place for all users to begin is with the MicroStrategy Basic Reporting Guide.

MicroStrategy Overview

• 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

http://www.adobe.com/products/acrobat/readstep2_allversions.html

http://www.adobe.com/products/acrobat/readstep2_allversions.html


xvi Resources © 2010 MicroStrategy, Inc.

perform reporting with the MicroStrategy Tutorial project and its sample business data.

• MicroStrategy Quick Start Guide

Overview of the installation and evaluation process, and additional resources.

• Evaluate MicroStrategy for Linux Guide

Evaluate MicroStrategy for Linux, in a Microsoft Windows or Linux environment, with the MicroStrategy Evaluation Edition Virtual Appliance. This guide provides all details to download, activate, and evaluate MicroStrategy software running in a Linux environment.

• MicroStrategy Reporting Suite Quick Start Guide

Evaluate MicroStrategy as a departmental solution. Provides detailed information to download, install, configure, and use the MicroStrategy Reporting Suite.

• MicroStrategy Jump-Start Project Guide

Create a starter Business Intelligence project with pre-built reports and dashboards available with the Jump-Start project. This project can also be used to create proof-of-concept projects using your own data.

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.


© 2010 MicroStrategy, Inc. Resources xvii

• 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

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 Creation Guide

Instructions to design and create Report Services documents, building on information in the Basic Reporting Guide and Advanced Reporting 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, Word, and Outlook, to analyze, format, and distribute business data.

• MicroStrategy Mobile User Guide

Instructions for using MicroStrategy Mobile to view and analyze data, and perform other business tasks with MicroStrategy reports and documents on a mobile device. Covers installation and configuration of MicroStrategy Mobile and how a designer working in MicroStrategy Desktop or MicroStrategy Web can create effective reports and documents for use with MicroStrategy Mobile.

• MicroStrategy System Administration Guide Volume 1

Concepts and high-level steps to implement, deploy, maintain, tune, and troubleshoot a MicroStrategy business intelligence system.

• MicroStrategy System Administration Guide Volume 2

Concepts and high-level steps for using various administrative tools such as MicroStrategy Command Manager, MicroStrategy Enterprise


xviii Resources © 2010 MicroStrategy, Inc.

Manager, MicroStrategy Integrity Manager, and MicroStrategy Health Center.

• 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 such as SAP BW, Microsoft Analysis Services, and Hyperion Essbase into your MicroStrategy projects and applications.

• MicroStrategy Web Services Administration Guide

Concepts and tasks to install, configure, tune, and troubleshoot MicroStrategy Web Services.

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

• Human Resources Analysis Module Reference

Manuals for Information Delivery and Alerting 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.


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• MicroStrategy Narrowcast Server System Administrator Guide

Concepts and high-level steps to implement, maintain, tune, and troubleshoot Narrowcast Server.

• 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

The Web SDK is available in the MicroStrategy Developer Library, which is sold as 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.

To access the installed manuals and other documentation sources, see the following procedures:

• To access installed manuals on Windows, page xix

• To access installed manuals on UNIX and Linux, page xx

To access installed manuals on Windows

1 From the Windows Start menu, choose Programs (or All Programs), MicroStrategy, 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.


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3 The Narrowcast Services SDK Guide must be downloaded. When you select this guide, the File Download dialog box opens. Select Open this file from its current location, and click OK.

If bookmarks are not visible on the left side of an Acrobat (PDF) manual, from the View menu click Bookmarks and Page. This step varies slightly depending on your version of Adobe Acrobat Reader.

To access installed manuals 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 Documentation folder.

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 The Narrowcast Services SDK Guide must be downloaded. When you select this guide, the File Download dialog box opens. Select Open this file from its current location, and click OK.

If bookmarks are not visible on the left side of an Acrobat (PDF) manual, from the View menu click Bookmarks and Page. This step varies slightly depending on your version of Adobe Acrobat Reader.

Help

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.


© 2010 MicroStrategy, Inc. Resources xxi

• F1 key: Press F1 to see context-sensitive help that describes each option in the software window you are currently viewing.

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.

These standards may differ depending on the language of this manual; 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

• text to be entered by the userExample: Click Select Warehouse.Example: Type cmdmgr -f scriptfile.scp and press ENTER.

italic • new terms defined within the text and in the glossary• names of other product manuals• when part of a command syntax, indicates variable information to be replaced by the

userExample: 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

Example: Sum(revenue)/number of months.

+ A keyboard command that calls for the use of more than one key (for example, SHIFT+F1)

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.


xxii Resources © 2010 MicroStrategy, Inc.

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 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 www.microstrategy.com/Consulting.

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. For information on specific languages supported by individual MicroStrategy system components, see the MicroStrategy readme.

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.

A translated user interface is available in each of the above languages.

www.microstrategy.com/Education

www.microstrategy.com/Consulting


© 2010 MicroStrategy, Inc. Resources xxiii

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.

A technical administrator in your organization may be able to help you 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.

https://resource.microstrategy.com/support

http://www.microstrategy.com/Support/Policies


xxiv Resources © 2010 MicroStrategy, Inc.

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

http://www.microstrategy.com/Support/Expiration.asp




https://resource.microstrategy.com/forum/


© 2010 MicroStrategy, Inc. Resources xxv

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:EuropeThe Middle EastAfrica

Email: [email protected] Web: https://resource.microstrategy.com/support 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 22 321 8680• 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 Email: [email protected] Web: https://resource.microstrategy.com/support 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 0977Hours:

• 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 Email: [email protected] Web: https://resource.microstrategy.com/support 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

Web: https://resource.microstrategy.com/support





xxvi Resources © 2010 MicroStrategy, Inc.

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


© 2010 MicroStrategy, Inc. Resources xxvii

• 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.


xxviii Feedback © 2010 MicroStrategy, Inc.

FeedbackPlease 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.

© 2010 MicroStrategy, Inc. 1

11.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

Introduction to the Human Resources Analysis Module Human Resources Analysis Module Reference1

2 Business questions that HRAM reports can answer © 2010 MicroStrategy, Inc.

• 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?

Human Resources Analysis Module Reference Introduction to the Human Resources Analysis Module 1

© 2010 MicroStrategy, Inc. Business questions that HRAM reports can answer 3

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.


4 Business questions that HRAM reports can answer © 2010 MicroStrategy, Inc.

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.


© 2010 MicroStrategy, Inc. HRAM report features 5

• 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.

The analysis areas listed above are independent and can be 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 featuresHRAM 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


6 HRAM report features © 2010 MicroStrategy, Inc.

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.


© 2010 MicroStrategy, Inc. Introduction to reports, dashboards, and documents 7

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

The sample data warehouse that supplies information for 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

Report Services documents can only be displayed in a server 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.


8 Introduction to reports, dashboards, and documents © 2010 MicroStrategy, Inc.

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 Windows Start button, point to Programs, then MicroStrategy, then Desktop, 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.


© 2010 MicroStrategy, Inc. Introduction to reports, dashboards, and documents 9

Scorecards

Scorecards provide you with a high-level summary of key performance indicators (KPIs) for a given analysis area. They accomplish this by 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 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


10 Introduction to reports, dashboards, and documents © 2010 MicroStrategy, Inc.

• Share the dashboard using Desktop, Web, or via e-mail using Narrowcast Server

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.


© 2010 MicroStrategy, Inc. About definitions for objects on reports 11

• In MicroStrategy Desktop, double-click the document name or icon. It opens in PDF View.

For complete details on viewing, creating, and working with documents, see the MicroStrategy Report Services Document Creation Guide.

About definitions for objects on reportsThe 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 logicHRAM’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.

The documentation assumes you have prior experience with logical data modeling and creating business intelligence applications using MicroStrategy technology.


12 About the structure of HRAM’s business logic © 2010 MicroStrategy, Inc.

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.


© 2010 MicroStrategy, Inc. Introduction to HRAM’s physical data storage 13

Porting an analytics module to your data source

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 storageThe 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.

The documentation assumes you are familiar with basic RDBMS concepts and Erwin data modeling.


22.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.

Report Services documents can only be displayed in a server 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

HRAM Scorecards and Dashboards Human Resources Analysis Module Reference2

16 Scorecards and dashboards © 2010 MicroStrategy, Inc.

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

Human Resources Analysis Module Reference HRAM Scorecards and Dashboards 2

© 2010 MicroStrategy, Inc. Scorecards and dashboards 17

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.




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.



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



• 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.




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



• 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.




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.



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

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.




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.



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.




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

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.

© 2010 MicroStrategy, Inc. Workforce analysis area 31

33.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.

For information on the attributes, metrics, and filters included in the HRAM reports, see Appendix A, Definitions for Objects on Reports: Object Glossaries.

Workforce analysis areaThis 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 Human Resources Analysis Module Reference3

32 Headcounts and Trends reports © 2010 MicroStrategy, Inc.

• 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.

• Employee Profile analysis looks at the distribution of employees by gender, age, ethnic group, and other employee profile characteristics.

Headcounts and Trends reportsThe 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

• Transfers to Employee Base - Monthly Trend

• Transfer Distribution by Department

Human Resources Analysis Module Reference Workforce Analysis 3

© 2010 MicroStrategy, Inc. Headcounts and Trends reports 33

• 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

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.



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.





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.





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.




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

This report provides a snapshot of the company’s employee distribution by employee tenure level and company division.

Usage scenarios

This report helps you see workforce distribution across employee tenure levels and company divisions.




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

This report provides a snapshot of the company’s employee distribution by employee tenure and geographical region.

Usage scenarios

This report helps you see workforce distribution across employee tenure and geographical region.




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.




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.




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.


42 Contractor reports © 2010 MicroStrategy, Inc.


The report appears as a graph with vertical bars.

Report details



Contractor reportsThe Headcounts and Trends area contains a Contractors subsection, which includes the following reports:

• Contract Expiration Alert

• Contractor Cost Analysis

• Contractors by Region and Division


© 2010 MicroStrategy, Inc. Contractor reports 43

Contract Expiration Alert

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.



44 Contractor reports © 2010 MicroStrategy, Inc.

Contractor Cost Analysis

This report helps you monitor the cost of contractors by job title, and compare contractor cost to regular employees’ compensation.

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.



© 2010 MicroStrategy, Inc. Transfer reports 45

Contractors by Region and Division

This report provides a snapshot of the company’s contractor distribution by geographical region and company division.

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 reportsThe Headcounts and Trends area contains a second subsection called Transfers, which includes the following reports:

• Transfer Analysis - Monthly Trend

• 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


46 Transfer reports © 2010 MicroStrategy, Inc.

• Overall Employee Flow by Department

• Overall Employee Flow by Location

• Employee Transfer History by Department

• Employee Transfer History by Location

Transfer Analysis - Monthly Trend

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.

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 Distribution by Department

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





Transfer Distribution by Location

This report displays details on employee transfers within selected company locations and time frames.

Usage scenarios

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



Employee Flow by Department - Monthly Trend

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.





Report details

• Qualification: You are prompted to select a year and a department to analyze.


Employee Flow by Location - Monthly Trend

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.





Report details

• Qualification: You are prompted to select a year and a location to analyze.


Overall Employee Flow by Department

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.





Report details


Overall Employee Flow by Location

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.





Report details


Employee Transfer History by Department

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.





Report details

• Qualification: This report contains a static filter on Department Transfer.


Employee Transfer History by Location

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.


© 2010 MicroStrategy, Inc. Employee Profile Analysis reports 55



Report details

• Qualification: This report contains a static filter on Location Transfer.


Employee Profile Analysis reportsThe 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.


56 Employee Profile Analysis reports © 2010 MicroStrategy, Inc.

Usage scenarios

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.





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.





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.




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.





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.





Report details

• Qualification: This report includes a filter on Upcoming Anniversaries and Employee Current Status Active.


© 2010 MicroStrategy, Inc. Compensation analysis area 63

44.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.

For information on the attributes, metrics, prompts, consolidations, and filters included in the reports, see Appendix A, Definitions for Objects on Reports: Object Glossaries.

Compensation analysis areaThis 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 Human Resources Analysis Module Reference4

64 Compensation analysis area © 2010 MicroStrategy, Inc.

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 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

• Top Performers' Salary to Industry Mode

The Overtime analysis subsection contains the following reports:

• Overtime Analysis - Monthly Trend

• Overtime Cost Analysis

• Overtime Cost - Monthly Trend

• Jobs with Highest Overtime

The Planning analysis subsection 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

Human Resources Analysis Module Reference Compensation Analysis 4

© 2010 MicroStrategy, Inc. Compensation reports 65

Compensation reports

Compensation Distribution by Division

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



66 Compensation reports © 2010 MicroStrategy, Inc.

• 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.



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.



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.



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.



Salary by Employee Level

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.



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

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.




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.





You can include thresholds in the Salary to Industry Mode Variance column to highlight values above or below a selected percentage.

Report details

Drill path: No drill path is recommended.

Top Performers' Salary to Industry Mode

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.


© 2010 MicroStrategy, Inc. Overtime reports 75



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 reportsOvertime analysis tracks and analyzes employee working hours.

The Overtime analysis subsection contains the following reports:

• Overtime Analysis - Monthly Trend

• Overtime Cost Analysis

• Overtime Cost - Monthly Trend

• Jobs with Highest Overtime


76 Overtime reports © 2010 MicroStrategy, Inc.

Overtime Analysis - Monthly Trend

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, such as the average number of overtime hours per employee, and to determine trends across time.




This report appears as a line and bar graph.

Report details


Overtime Cost Analysis

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.


78 Overtime reports © 2010 MicroStrategy, Inc.


This report appears as a grid in Outline mode.

The report displays thresholds (highlighted in red) on overtime contributions greater than 20%.

Report details



Overtime Cost - Monthly Trend

This report displays the monthly trends for overtime hours and costs.

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


Jobs with Highest Overtime

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.


80 Planning reports © 2010 MicroStrategy, Inc.



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 reportsPlanning analysis compares estimated compensation costs and headcounts with actual values.

The Planning analysis subsection 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


© 2010 MicroStrategy, Inc. Planning reports 81

Planned to Actual Difference and Variance - Quarterly Trend

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.




This report appears as a line and bar graph.

Report details


Planned Headcount and Compensation by Department

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.


© 2010 MicroStrategy, Inc. Planning reports 83


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



Planned Headcount and Compensation by Region

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.




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



© 2010 MicroStrategy, Inc. Benefit analysis area 85

55.BENEFIT ANALYSIS

Introduction

This chapter provides reference information for the Benefit 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.

For information on the attributes, metrics, and filters included in the reports, see Appendix A, Definitions for Objects on Reports: Object Glossaries.

Benefit analysis areaAnalytics 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 Human Resources Analysis Module Reference5

86 Benefit reports © 2010 MicroStrategy, Inc.

• 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.

Human Resources Analysis Module Reference Benefit Analysis 5

© 2010 MicroStrategy, Inc. Benefit reports 87



Report details



• Attributes: Participation Rate is the Number of Enrolled Employees / Total Number of Employees *100.

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 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.

Human Resources Analysis Module Reference Benefit Analysis 5

© 2010 MicroStrategy, Inc. Benefit reports 89



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.

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.


© 2010 MicroStrategy, Inc. Attrition analysis area 91

66.ATTRITION ANALYSIS

Introduction

This chapter provides reference information for the Attrition 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.


Attrition analysis areaThis 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 Human Resources Analysis Module Reference6

92 Attrition reports © 2010 MicroStrategy, Inc.

• 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.

Human Resources Analysis Module Reference Attrition Analysis 6

© 2010 MicroStrategy, Inc. Attrition reports 93


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.




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.





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.





Report details


• Drill path: You can drill down to Location.

Reasons for Departure

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.




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 MicroStrategy Narrowcast Server integration.





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.



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

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.


© 2010 MicroStrategy, Inc. Recruitment analysis area 101

77.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.


Recruitment analysis areaThis analysis area is designed to optimize the recruitment process by identifying hiring trends, profiles, and organization needs.

Recruitment Analysis Human Resources Analysis Module Reference7

102 Recruitment reports © 2010 MicroStrategy, Inc.

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

The Hiring Process subsection includes the following reports:

• Vacant Positions

• Recruiting Pipeline

• Position Open Days

• Positions Opened and Closed through Transfers

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.

Human Resources Analysis Module Reference Recruitment Analysis 7

© 2010 MicroStrategy, Inc. Recruitment reports 103


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.





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.





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.




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.



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.


108 Hiring Process reports © 2010 MicroStrategy, Inc.


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.


© 2010 MicroStrategy, Inc. Hiring Process reports 109

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.




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.


© 2010 MicroStrategy, Inc. Hiring Process reports 111



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.


88.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.


Workforce Development and Productivity Analysis Human Resources Analysis Module Reference8

114 Workforce Development and Productivity analysis area © 2010 MicroStrategy, Inc.

Workforce Development and Productivity analysis area

This analysis area includes the following 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 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

Human Resources Analysis Module Reference Workforce Development and Productivity Analysis 8

© 2010 MicroStrategy, Inc. Employee Qualification reports 115

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

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.


116 Employee Qualification reports © 2010 MicroStrategy, Inc.

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.


© 2010 MicroStrategy, Inc. Employee Qualification reports 117



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.


118 Employee Performance reports © 2010 MicroStrategy, Inc.


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 MicroStrategy Narrowcast Server integration.


© 2010 MicroStrategy, Inc. Employee Performance reports 119


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.


120 Employee Performance reports © 2010 MicroStrategy, Inc.


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.


© 2010 MicroStrategy, Inc. Employee Satisfaction reports 121



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.


122 Employee Satisfaction reports © 2010 MicroStrategy, Inc.


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.


© 2010 MicroStrategy, Inc. Employee Satisfaction reports 123


The report appears as a graph with vertical bars.

Report details


© 2010 MicroStrategy, Inc. Metrics glossary 125

AA.DEFINITIONS FOR OBJECTS ON REPORTS: OBJECT GLOSSARIES

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 glossaryThe 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:

Definitions for Objects on Reports: Object Glossaries Human Resources Analysis Module ReferenceA

126 Metrics glossary © 2010 MicroStrategy, Inc.

• 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 on 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 Employee (Current)]>

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)]>

Human Resources Analysis Module Reference Definitions for Objects on Reports: Object Glossaries A


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

See formula to the right. (((1.001 * [New Employees with 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.

Count(Employee) {~} <[Involuntary Departed Employees with Minority]>

Involuntary Departed Employees with Minority Group to All Involuntary Departed Employees

See formula to the right. ((1.001 * [Involuntary Departed Employees with Minority]) / ([Involuntary Departed Employees] * 1.001))

Minority Group Involuntary Departure Score

See formula to the right. (((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.

Count(Employee) {~, Time} <[Active 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.

Count(Employee) {~} <[Involuntary Departed Employees]>




Voluntary Departed Employees

Number of employees who voluntarily left the company in a certain month.

Count(Employee) {~} <[Voluntary Departed Employees]>

Attrition Rate See formula to the right. ((1.0001 * [Voluntary Departed Employees]) / (1.0001 * (Employees + [Voluntary Departed Employees])))

Turnover See formula to the right. ([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.

(((1.001 * [New Employees with Minority Group]) / [New Employees]) * 1.001)

Hiring Rate See formula to the right. ((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 working for the company.

Count(Employee) {~, Time} <[Active Executives (Hist)]>

Executives to All Employees Ratio

See formula to the right. ((Executives * 1.0001) / (Employees * 1.0001))




Compensation metrics

The following metrics are used primarily in the Compensation analysis reports. See the object definition for details.


Compensation Cost

This is the overall cost of compensation sustained by the company.

Sum([Compensation Cost]) {~}

Avg. Compensation Cost per Employee

See formula to the right. ([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

Overall compensation cost with no grouping by employee location.

Sum([Compensation Cost]) {~, [Employee Location]}

Compensation Cost to All Profile

Overall compensation cost with no grouping by employee profile.

Sum([Compensation Cost]) {~, [Employee Profile]}

Compensation Cost Contribution to Functions

See formula to the right. ([Compensation Cost] / [Compensation Cost to All Functions])

Compensation Cost Contribution to Locations

See formula to the right. ([Compensation Cost] / [Compensation Cost to All Locations])

Compensation Cost Contribution to Profile

See formula to the right. ([Compensation Cost] / [Compensation Cost to All Profile])

Paid Salary Compensation cost with conditionality on Compensation Type = Salary.

Sum([Compensation Cost]) {~} <[Base Salary]>

Paid Bonus Compensation cost with conditionality on Compensation Type = Bonus.

Sum([Compensation Cost]) {~} <[Regular Bonus]>

Awards Compensation cost with conditionality 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]) {~}



Avg. Annual Salary per Employee

See formula to the right. ([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 dimensionality set on Employee.

Median([Annual Salary]) {~, Employee}

Mode Annual Salary

Mode (function) salary with dimensionality set on Employee.

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

See formula to the right. ([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

See formula to the right. ([Industry Max Salary] - [Annual Salary])

Annual Salary - Industry Min Salary

See formula to the right. ([Annual Salary] - [Industry Min Salary])

Salary to Industry Mode Ratio

See formula to the right. ([Avg. Annual Salary per Employee] / [Industry Mode])




Salary to Industry Mode Variance

See formula to the right. (([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.

Count(Employee) {~, Time} <[Active 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

See formula to the right. ((1.0001 * [Employees with Overtime]) / (1.0001 * [Non-Exempt Employees]))

Average Overtime per Employee (hours)

See formula to the right. ([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 See formula to the right. (([Overtime (hours)] * [Hourly Equivalent Salary]) * 1.5)

Paid Overtime Contribution to Monthly Salary

See formula to the right. ([Paid Overtime] / [Paid Salary])

Overtime per Employee (h)

See formula to the right. ([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

See formula to the right. ([Planned Headcount] - Employees)

Planned - Actual Compensation

See formula to the right. ([Planned Compensation] - [Compensation Cost])

Planned - Actual Compensation Variance

See formula to the right. ([Planned - Actual Compensation] / [Planned Compensation])

Actual as % Planned Compensation

See formula to the right. ([Compensation Cost] / [Planned Compensation])




Benefit and Time Off metrics

The following metrics are used primarily in the Benefits analysis area. See the object definition for details.


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

See formula to the right. ((1.0001 * [Enrolled Employees]) / (1.0001 * Employees))

Avg. Company Cost per Enrolled Employee

See formula to the right. (Sum([Company Cost]) {~} / [Enrolled Employees])

Avg. Company Cost per Participant

See formula to the right. (Sum([Company Cost]) {~} / Participants)

Accrued Days Number of days accrued per employee, per time off type.

NullToZero(Sum([Number of Accrued Days])) {~}

Available Days See formula to the right. ([Accrued Days] - [Used Days])

Used Days Number of days used per employee per year.

Sum([Number of Used Days]) {~}



Transfers metrics

The following metrics are used primarily in the Workforce Analysis reports. See the object definition for details.

Qualifications, Performance, and Satisfaction metrics

The following metrics are used primarily in the Workforce Development analysis area. See the object definition for details.


Department Transfers

Number of department transfers. Sum([Department Transfer]) {~}

Location Transfers Number of location transfers. Sum([Location Transfer]) {~}

Transfers See formula to the right. ([Location Transfers] + [Department Transfers])

Transfers to Employee Base

See formula to the right. ((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.

Count(Employee) {~} <[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.

Count(Employee) {~} <[Department Transfer or Location Transfer]>


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) {~}



Position metrics

The following metrics are primarily used in the Recruitment analysis area. See the object definition for details.

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 See formula to the right. (((Participants * 1.0001) / Employees) * 1.0001)

N. Training Number of distinct employees who attended at least one training session or event.

Count(Employee) {~} <[Active Employee (Current)]>

Training Rate See formula to the right. ((1.001 * [N. Training]) / ([Employees - Current] * 1.001))



Vacant Positions Number of currently vacant positions within the organization.

Count([Job Code]) {~} <[Job Close Date is Null]>

Vacant Positions as % Total

See formula to the right. (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 Candidates

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 certain position during a certain period.

Sum([Number of Rejected Offers]) {~}

Accepted Offers The number of offers accepted for a certain position during a certain period.

Sum([Number of Accepted Offers]) {~}



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.

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

See formula to the right. (((1.001 * [Positions Closed through Transfer (all time)]) / [Positions Closed (all time)]) * 1.001)



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])) {~}


136 Filters glossary © 2010 MicroStrategy, Inc.

Filters glossaryThis 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"


© 2010 MicroStrategy, Inc. Filters glossary 137

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"

Involuntary Departed 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"

Filter Description


138 Filters glossary © 2010 MicroStrategy, Inc.

Compensation and Benefit filters

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

Involuntary Departed 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

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)

Filter Description


© 2010 MicroStrategy, Inc. Filters glossary 139

Position filters

This table contains metric-based filters.

Time filters

This table contains one filter based on attribute qualification ID with the use of operators and dynamic dates. The attribute is Date.

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.

Filter Description

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”

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.


140 Prompts glossary © 2010 MicroStrategy, Inc.

Prompts glossaryThis 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.

Consolidations glossaryConsolidations 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.

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

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


© 2010 MicroStrategy, Inc. Custom Groups glossary 141

This section describes the consolidation used in HRAM reports.

Custom Groups glossaryThis section describes the custom groups used in HRAM reports.

Consolidation Description

Identity Groups • White {Ethnicity = Caucasian}• Minority (((({Ethnicity=Asian} + {Ethnicity=African}) + {Ethnicity=Hispanic})

+ {Ethnicity=Indian}) + {Ethnicity=Other})

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• 4-7 months: Set of employees where Current Tenure Between 121 and 210• 7-10 months: Set of employees where Current Tenure Between 211 and 300• > 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• 4-7 months: Filter on tenure 5-7 months• 7-10 months: Filter on tenure 8-10 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 Item

• Salary: Filter on Base Salary• Bonus: Filter on Regular Bonus• Awards: Filter on Awards


BB.STRUCTURE OF HRAM’S BUSINESS LOGIC: LOGICAL DATA MODEL

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.

Structure of HRAM’s Business Logic: Logical Data Model Human Resources Analysis Module ReferenceB

144 Prerequisites © 2010 MicroStrategy, Inc.

PrerequisitesThis appendix assumes you have prior experience with logical data modeling and creating business intelligence applications using MicroStrategy technology.

HRAM logical schemaThe following diagram is similar to the logical model shipped with HRAM. The logical schema diagram is available in an Erwin file, located in Program Files\MicroStrategy\Analytics Modules\Hram\Hram.er1.

Human Resources Analysis Module Reference Structure of HRAM’s Business Logic: Logical Data Model B

© 2010 MicroStrategy, Inc. HRAM logical schema 145


146 Business hierarchies © 2010 MicroStrategy, Inc.

Business hierarchiesHRAM 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.


© 2010 MicroStrategy, Inc. Business hierarchies 147

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.• This is a parent of Employee and Month (joint

children) and belongs to the Function hierarchy.

Production consulting, pre-sales consulting, finance administration, HR administration, and so on.



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, 22182-2345Vienna, McLean, New York City, Washington DC, and so on.

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.

Minority Group Employee's minority group. Veteran, disabled, none, more than 1, and so on.

Position Status / FTE Coefficient

Status of employee’s position.A coefficient can be used to further clarify Position Status:

• 1 if full-time.• Between 0 and 1 if part-time.

Full-time, part-time0, 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.




Employee Status

Indicates whether the employee is active/hired, terminated voluntarily, or terminated involuntarily.

• Active (hired)• Inactive (voluntarily departed, involuntarily departed).

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


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.

State Employee's state or region. VA, MD

Country Employee's country. USA, Italy, and so on.



The detailed definition of each attribute in the MicroStrategy metadata listed previously is shown in the following tables.



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


None Leave Date Many-to-one L_EMPLOYEE

None Level Many-to-one L_EMPLOYEE



Tenure

Level

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


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


None Zip Code Many-to-one R_EMP_ADDRESS


ID SENIORITY F_EMP_HIST None


ID EMP_LEVEL_ID L_EMP_LEVEL F_EMP_LEVEL, L_EMPLOYEE

DESC EMP_LEVEL_DESC L_EMP_LEVEL None


Employee None One-to-many L_EMPLOYEE




City

Country

Phone Number

State


ID EMP_CITY R_EMP_ADDRESS None


Employee None One-to-many R_EMP_ADDRESS


ID EMP_CONTRY R_EMP_ADDRESS None




ID EMP_PHONE_NUM R_EMP_ADDRESS None




ID EMP_STATE R_EMP_ADDRESS None





Street

Zip Code

Birth Date

Hire Date


ID EMP_STREET R_EMP_ADDRESS None




ID EMP_ZIP R_EMP_ADDRESS None




ID EMP_BIRTH_DATE L_EMPLOYEE None




ID HIRE_DATE L_EMPLOYEE None





Leave Date

Department

Previous Department


ID LEAVE_DATE L_EMPLOYEE None




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


Contractor None One-to-many L_CONTRACTOR

Employee, Month

None One-to-many F_EMP_HIST

None Division Many-to-one L_EMP_DPTM


ID EMP_DPTM_ID, LAST_DPTM_ID

L_LAST_DPTM, F_EMP_HIST

None

DESC EMP_DPTM_DESC L_LAST_DPTM None


Employee None One-to-many F_EMP_HIST

None Previous Division

Many-to-one L_LAST_DPTM



Division

Previous Division

Location


ID EMP_DIVISION_ID L_EMP_DIVISION L_EMP_DPTM

DESC EMP_DIVISION_DESC L_EMP_DIVISION None


Department None One-to-many L_EMP_DPTM


ID EMP_DIVISION_ID L_LAST_DIVISION L_LAST_DPTM

DESC EMP_DIVISION_DESC L_LAST_DIVISION None


Previous Department

None One-to-many L_LAST_DPTM


ID EMP_LOCATION_ID, LAST_LOCATION_ID, CNTR_ LOCATION_ID

L_EMP_LOCATION, F_EMP_PREV_HIST, L_CONTRACTOR

F_EMP_HIST, F_PLAN, L_EMPLOYEE

DESC EMP_DPTM_DESC L_EMP_LOCATION None



Employee, Month

None One-to-many F_EMP_HIST

None Region Many-to-one L_EMP_LOCATION



Previous Location

Region

Previous Region


ID EMP_LOCATION_ID, LAST_LOCATION_ID

L_LAST_LOCATION, F_EMP_HIST

None

DESC LAST_LOCATION_ DESC

L_LAST_LOCATION None


Employee None One-to-many F_EMP_HIST

None Previous Region

Many-to-one L_LAST_LOCATION


ID EMP_REGION_ID L_EMP_REGION L_EMP_ LOCATION

DESC EMP_REGION _DESC L_EMP_REGION None


Location None One-to-many L_EMP_LOCATION


ID EMP_REGION_ID L_LAST_REGION L_LAST_ LOCATION

DESC EMP_REGION _DESC L_LAST_REGION None


Location None One-to-many L_LAST_LOCATION



Age Range

Degree Type

Education


ID EMP_AGE_RNG_ID L_EMP_AGE_RANGE R_EMP_DEMO

DESC EMP_AGE_RNG_ DESC

L_EMP_AGE_RANGE None


Employee None One-to-many R_EMP_DEMO


ID EMP_DGR_TYPE_ID L_EMP_DGR_TYPE R_EMP_DEMO

DESC EMP_DGR_TYPE_ DESC

L_EMP_DGR_TYPE None




ID EMP_EDU_ID L_EMP_EDU R_EMP_DEMO

DESC EMP_EDU_ID L_EMP_EDU None





Ethnicity

Gender

Marital Status


ID EMP_ETHN_ID L_EMP_ETHNICITY R_EMP_DEMO

DESC EMP_ETHN_DESC L_EMP_ETHNICITY None




ID EMP_GENDER_ID L_EMP_GENDER R_EMP_DEMO

DESC EMP_GENDER_DESC L_EMP_GENDER None




ID EMP_MRTL_STS_ID L_EMP_MRTL_STS R_EMP_DEMO

DESC EMP_MRTL_STS_ DESC

L_EMP_MRTL_STS None





Nationality

Clearance

Exempt Status


ID EMP_NTNLTY_ID L_EMP_NTNLTY R_EMP_DEMO

DESC EMP_NTNLTY_DESC L_EMP_NTNLTY None




ID EMP_CLEARANCE_ID L_CLEARANCE L_EMPLOYEE

DESC EMP_CLEARANCE_DESC L_CLEARANCE None




ID EXEMPT_FLG L_EMPLOYEE None





Current Status

Historical Status

ID

Immigration Status


ID EMP_CURR_STS_ID, EMP_STS_ID

L_EMPLOYEE; L_EMP_STS_HIST

None

DESC EMP_STS_DESC L_EMP_STS_HIST None




ID EMP_STS_ID L_EMP_STS F_EMP_HIST

DESC EMP_STS_DESC L_EMP_STS None


ID EMP_ID_N L_EMPLOYEE L_EMPLOYEE


Employee None One to one L_EMPLOYEE


ID EMP_IMM_STS_ID L_EMP_IMM_STS L_EMPLOYEE

DESC EMP_IMM_STS_DESC L_EMP_IMM_STS None





Minority Group

Position Status

Recruiting Source


ID EMP_MNRTY_GRP_ ID

L_EMP_MNRTY_GRP L_EMPLOYEE

DESC EMP_MNRTY_GRP_ DESC

L_EMP_MNRTY_GRP None




ID EMP_PSTN_STS_ID L_EMP_PSTN_STS L_EMPLOYEE

DESC EMP_PSTN_STS_ DESC

L_EMP_PSTN_STS None




ID RCRTNG_SOURCE_ ID

L_RCRTNG_SOURCE L_EMPLOYEE

DESC RCRTNG_SOURCE_ DESC

L_RCRTNG_SOURCE None





Supervisor

Title

Work Experience (Years)


ID SUPERVISOR_IDEMPLOYEE_ID

L_EMPLOYEE,L_EMP_SUPERVISOR

None

DESC EMPLOYEE_DESC L_EMP_SUPERVISOR None




ID EMP_TITLE_ID, CNTR_TILE_ID

L_EMP_TITLEL_CONTRACTOR

L_EMPLOYEE

DESC EMP_TITLE_DESC L_EMP_TITLE None




ID EMP_WORK_EXP L_EMPLOYEE None





Department Transfer

Location Transfer

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


ID DPTM_TRANSFER_FLG F_EMP_HIST F_EMP_PREV_ HIST




ID LOC_TRANSFER_FLG F_EMP_HIST F_EMP_PREV_ HIST





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.



Contractor Individual working for the company under a time-term contract, receiving salary in return.

John Smith

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 (terminated or expired)

Active, Inactive

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



Contractor

Contract Activity


ID CONTRACTOR_ID L_CONTRACTOR None

DESC CONTRACTOR_DESC L_CONTRACTOR None


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


ID EMP_STS_IDCNTR_ACTIVITY

L_CNTR_STSL_CONTRACTOR

None

DESC EMP_STS_DESC L_CNTR_STS None





Contract Expiration Date

Contract Start Date

Compensation hierarchy

This hierarchy represents the types of monetary compensation paid to employees. This hierarchy consists of a single attribute.

The detailed definition of the attribute in the MicroStrategy metadata listed previously is shown in the following table.


ID CONTRACT_END_DATE L_CONTRACTOR None




ID CONTRACT_START_DATE L_CONTRACTOR None




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.



Compensation Item

Benefit hierarchy

This hierarchy represents the benefits available to employees. The attributes and relationships in the following figure represent the Benefit hierarchy.



ID COMP_TYPE_ID L_COMP_TYPE F_COMP_MONTH

DESC COMP_TYPE_DESC L_COMP_TYPE None


Benefit Type General type of benefit offered to employees; see the examples for typical values of the different benefit types.

1. Health Care2. Insurance3. Time Off4. FSA

Benefit Specific benefit offered to employees; see the examples for typical values for this sub-type.

1. Dental, prescription2. Life insurance, disability insurance3. Number of vacation days, number of sick days, and so on.



Benefit

Benefit Type

Position hierarchy

This hierarchy represents the open positions available. For common attributes, it can be built using the structure used in Employee. The attributes and relationships in the following figure represent the Position hierarchy.


ID BENEFIT_ID L_BENEFIT F_BENEFIT_QTR

DESC BENEFIT_DESC L_BENEFIT None


None Benefit Type Many-to-one L_BENEFIT


ID BENEFIT_TYPE_ID L_BENEFIT_TYPE L_BENEFIT

DESC BENEFIT_TYPE_DESC L_BENEFIT_TYPE None


Benefit None One-to-many L_BENEFIT





Position Can be vacant or occupied; one or more employees can be assigned to a position.A copy of L_EMP_TITLE can be used as a lookup table.

Programmer, head of marketing

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 position corresponding to the job code; parent of Job Code.

Secret, top secret

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.

Job Open Date Date on which the position advertisement begins.The attribute’s relationship is one to one with Job Code.

12/12/02

Job Close Date

Date on which the position advertisement is ended (when the position becomes obsolete or is filled).The attribute’s relationship is one to one with Job Code.

1/1/03



Job Code

Job Clearance


ID JOB_CODE_ID L_JOB_CODE F_POSITION


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


ID EMP_CLEARANCE_IDJOB_CLEARANCE_ID

L_JOB_CLEARANCEL_JOB_CODE

None

DESC EMP_CLEARANCE_ DESC

L_JOB_CLEARANCE None


Job Code Job Clearance One-to-many L_JOB_CODE



Job Close Date

Job Open Date

Job Department


ID JOB_CLOSE_DATE L_JOB_CODE None


Job Code None One-to-one L_JOB_CODE


ID JOB_OPEN_DATE L_JOB_CODE None


Job Code None One-to-one L_JOB_CODE


ID JOB_DPTM_ID, EMP_DPTM_ID

L_JOB_CODEL_JOB_DPTM

None

DESC EMP_DPTM_DESC L_JOB_DPTM None


Job Code None One-to-many L_JOB_CODE



Job Location

Job Work Experience

Position


ID JOB_LOCATION_ID, EMP_LOCATION_ID

L_JOB_CODEL_JOB_LOCATION

None

DESC EMP_LOCATION_DESC L_JOB_LOCATION None




ID JOB_WORK_EXP L_JOB_CODE None




ID POSITION_ID L_POSITION L_JOB_CODE

DESC POSITION_DESC L_POSITION None





Job Open Reason

Job Close Reason

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.



ID JOB_OPEN_RSN_ ID

L_JOB_OPEN_RSN L_JOB_CODE

DESC JOB_OPEN_RSN_ DESC

L_JOB_OPEN_RSN None




ID JOB_CLOSE_RSN_ ID

L_JOB_CLOSE_RSN L_JOB_CODE

DESC JOB_CLOSE_RSN_ DESC

L_JOB_CLOSE_RSN None




Time Off Type Employee's type of time off. Vacation, sick, unpaid leave, and so on.



Time Off Type

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.


Survey Field

Qualification hierarchy

For HRAM, this hierarchy represents the different job qualifications related to vacant positions. More detailed analysis can be done with this hierarchy,


ID TIME_OFF_TYPE_ID L_TIME_OFF_TYPE F_TIME_OFF

DESC TIME_OFF_TYPE_ DESC

L_TIME_OFF_TYPE None


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


ID SURVEY_FIELD_ID L_SURVEY_FIELDS None

DESC SURVEY_FIELD_DESC L_SURVEY_FIELDS None



depending on specific customer needs. The attributes and relationships in the following figure represent the Qualification hierarchy.


Qualification Type


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


ID QLFN_TYPE_ID L_QLFN_TYPE L_QLFN

DESC QLFN__TYPEDESC L_QLFN_TYPE None


Qualification None One-to-many L_QLFN



Qualification

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.


Leave Reason


ID QLFN_ID L_QLFN F_EMP_QLFN

DESC QLFN_DESC L_QLFN None


None Qualification Type Many-to-one L_QLFN


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.


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.



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



Date

Month

Quarter


ID DATE_ID L_CAL_DATE F_EMP_QLFN


None Month Many-to-one L_CAL_DATE


ID MONTH_ID L_CAL_MONTH L_CAL_DATE, F_POSITION, F_EMP_HIST

DESC MONTH_DESC L_CAL_MONTH None


Date None One-to-many L_CAL_DATE

None Quarter Many-to-one L_CAL_MONTH


ID QTR_ID L_CAL_QTR L_CAL_DATE, L_CAL_MONTH, F_BENEFIT_QTR

DESC QTR_DESC L_CAL_QTR None


Month None One-to-many L_CAL_MONTH

None Year Many-to-one L_CAL_QTR


180 Facts © 2010 MicroStrategy, Inc.

Year

FactsThis section describes the facts used in HRAM.

The main facts groups are:

• 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


ID YEAR_ID L_CAL_YEAR L_CAL_DATE, L_CAL_MONTH, L_CAL_QTR, F_SURVEY, F_PERF, F_EMP_LEVEL, F_COMP, F_BONUS_PTNTL


Quarter None One-to-many L_CAL_QTR


© 2010 MicroStrategy, Inc. Facts 181

• 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:

Tenure

This fact is used to calculate the maximum tenure of departed employees.

Fact: Tenure

Comment: None

Definition:

Department Transfer

Expression Mapping Method Source Table Name

EMP_FTE_COEF Automatic L_EMPLOYEE


SENIORITY Automatic F_EMP_HIST



This fact is used to calculate the total number of department transfers.

Fact: Department Transfer

Comment: None

Definition:

Location Transfer

This fact is used to calculate the total number of location transfers.

Fact: Location Transfer

Comment: None

Definition:

Birth Date

Birth Date, Hire Date, and Leave Date are useful as functions arguments.

Fact: Birth Date

Comment: None

Definition:

Hire Date



DPTM_TRANSFER_FLG Automatic F_EMP_HIST


LOC_TRANSFER_FLG Automatic F_EMP_HIST


EMP_BIRTH_DATE Automatic L_EMPLOYEE



Fact: Hire Date

Comment: None

Definition:

Leave Date


Fact: Leave Date

Comment: None

Definition:

Salary Rate

The Salary Rate, Contract Start Date, and Contract End Date facts are typical elements of an employee contract.

Fact: Salary Rate

Comment: None

Definition:

Contract Start Date



HIRE_DATE Automatic L_EMPLOYEE


LEAVE_DATE Automatic L_EMPLOYEE


SALARY_RATE Automatic L_CONTRACTOR



Fact: Contract Start Date

Comment: None

Definition:

Contract End Date


Fact: Contract End Date

Comment: None

Definition:

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:


CONTRACT_START_DATE

Automatic L_CONTRACTOR


CONTRACT_END_DATE Automatic L_CONTRACTOR


LEVEL_IND_STD Automatic F_EMP_LEVEL



Level Max Salary


Fact: Level Max Salary

Comment: None

Definition:

Level Min Salary


Fact: Level Min Salary

Comment: None Definition:

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


LEVEL_MAX_SALARY Automatic F_EMP_LEVEL


LEVEL_MIN_SALARY Automatic F_EMP_LEVEL



Definition:

Annual Salary

The Annual Salary is available in another fact table, at Employee level and Year level.

Fact: Compensation Cost


Bonus Potential

The Bonus Potential is available in another fact table, at Employee level and Year level.

Fact: Bonus Potential

Comment: None

Definition:


COMP_AMT Automatic F_COMP_MONTH


ANNUAL_SALARY_AMT Automatic F_BONUS_PTNTL


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


Employee Cost


Fact: Employee Cost

Comment: None

Definition:

Number of Participants


Fact: Number of Participants


CO_COST_AMT Automatic F_BENEFIT_QTR


EMP_COST_AMT Automatic F_BENEFIT_QTR



Comment: None

Definition:

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:

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

Definition:

Vacant Positions facts

This section contains the facts defined for open job positions.


N_PARTICIPANTS Automatic F_BENEFIT_QTR


N_ACCRUED_DAYS Automatic F_TIME_OFF


N_USED_DAYS Automatic F_TIME_OFF



Number of Received Resumes

Fact: Number of Received Resumes

Comment: None

Definition:

Number of Interviewed Candidates

Fact: Number of Interviewed Candidates

Comment: None

Definition:

Number of Sent Offers

Fact: Number of Sent Offers

Comment: None

Definition:

Number of Accepted Offers

Fact: Number of Accepted Offers

Comment: None


N_REC_RESUMES Automatic F_POSITION


N_INTERVIEWED Automatic F_POSITION


N_SENT_OFFERS Automatic F_POSITION



Definition:

Number of Rejected Offers

Fact: Number of Rejected Offers

Comment: None

Definition:

Job Open Date

Fact: Job Open Date

Comment: None

Definition:

Job Close Date

Fact: Job Close Date

Comment: None

Definition:


N_ACCPTD_OFFERS Automatic F_POSITION


N_RJCTD_OFFERS Automatic F_POSITION


JOB_OPEN_DATE Automatic L_JOB_CODE


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:

Employee Performance Score

Fact: Employee Performance Score

Comment: None

Definition:

Employee Satisfaction Score

Fact: Employee Satisfaction Score

Comment: None

Definition:


QLFN_LEVEL_ID Automatic F_QLFN_LEVEL


EMP_PRF_SCORE_ID Automatic F_PERF


SATISFACTION_SCORE 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:

F_EMP_HIST

Fact: F_EMP_HIST

Comment: None


SURVEY_COUNT Automatic F_SURVEY


EMPLOYEE_ID Manual L_EMPLOYEE



Definition:

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

Definition:


EMPLOYEE_ID Manual F_EMP_HIST


EMPLOYEE_ID Manual F_EMP_PREV_HIST


EMPLOYEE_ID Manual F_OVERTIME


EMPLOYEE_ID Manual F_EMP_QLFN



F_BENEFIT_QTR

Fact: Survey Count

Comment: None

Definition:


EMPLOYEE_ID Manual F_BENEFIT_QTR

© 2010 MicroStrategy, Inc. Prerequisites 195

CC.DATA STORAGE: PHYSICAL SCHEMA AND DATA DICTIONARY

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.

PrerequisitesThis 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.

Data Storage: Physical Schema and Data Dictionary Human Resources Analysis Module ReferenceC

196 HRAM physical schema © 2010 MicroStrategy, Inc.

HRAM physical schemaThe following diagram is similar to the physical schema shipped with HRAM. The physical schema is available in an Erwin file, located in Program Files\MicroStrategy\Analytics Modules\hram\HRAM.er1.

Human Resources Analysis Module Reference Data Storage: Physical Schema and Data Dictionary C

© 2010 MicroStrategy, Inc. HRAM physical schema 197


198 Table information © 2010 MicroStrategy, Inc.

Table informationThis 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


© 2010 MicroStrategy, Inc. Table information 199

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



200 Table column information © 2010 MicroStrategy, Inc.

Table column informationThis section describes each physical table column used in HRAM.

The Data Type column information in the following table reflects an Oracle database-specific format; depending on what database type you use, your data type may appear differently. You can use the Erwin

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



© 2010 MicroStrategy, Inc. Table column information 201

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.

F_BONUS_ PTNTL

ANNUAL_SALARY_AMT

Numeric (15,6) 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.


YEAR_ID Numeric (38,0) Unique identifier for the year. This is a time hierarchy table. The default format for the year id is YYYY and is stored as an integer.

F_COMP_ MONTH

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


MONTH_ID Numeric (38,0) Unique identifier for the month. This is a time hierarchy table. The default format for the month id is YYYYMM and is stored as an integer.



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.

LOC_TRANSFER_FLG

Numeric (38,0) Identifies whether a transfer of location occurred for an employee.

MONTH_ID Numeric (38,0) Unique identifier for the month. This is a time dimension table. The default format for the month id is YYYYMM and is stored as an integer.

SENIORITY Numeric (38,0) Stores the months of seniority for each employee.

F_EMP_ LEVEL

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.





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.


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.

F_OVERTIME EMPLOYEE_ID Numeric (38,0) Unique identifier of an individual working 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.


F_PERF EMP_PRF_ SCORE_ID

Numeric (38,0) Performance score assigned to the employee.

EMPLOYEE_ID Numeric (38,0) Unique identifier of an individual working for the company.

YEAR_ID Numeric (38,0) Unique identifier for the year. This is a time dimension table. The default format for the year id is YYYY and is stored as an integer.

F_PLAN 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_AMT

Numeric (15,6) Amount planned for employee compensations.

PLANNED_N_ EMP

Numeric (38,0) Target number of employees.

QTR_ID Numeric (38,0) Unique identifier for the quarter. This is a time dimension table. The default format for the quarter id is YYYYQ and is stored as an integer.




F_POSITION JOB_CODE_ID Numeric (38,0) Unique identifier of the job.


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.

F_SURVEY 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.


SEQ_KEY_ID Numeric Sequential key not used in the project, to ensure no duplicate rows in the table.

F_TIME_OFF 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.

TIME_OFF_TYPE_ID Numeric (38,0) Unique identifier of the type of time off.




F_PLAN_EMP_ MONTH


PLANNED_N_EM Numeric(38,0) Target number of employees.

L_BENEFIT 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 offered to the employee.

BENEFIT_TYPE_ ID

Numeric (38,0) Unique identifier of the type of benefit offered to the employee.

L_BENEFIT_ TYPE

BENEFIT_TYPE_ DESC

VarChar (30) Textual description of the type of benefit offered to the employee.

BENEFIT_TYPE_ ID

Numeric (38,0) Unique identifier of the type of benefit offered to the employee.

L_CAL_DATE DATE_ID TimeStamp (0) Tracks all the dates in the system. All valid calendar dates for reporting purposes must be defined here.







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.




L_CAL_QTR 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.



L_CAL_YEAR 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).


L_COMP_ TYPE

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_ 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_ID

Numeric (38,0) Location where the contractor is working.

CNTR_TITLE_ID Numeric (38,0) Job title of the contractor.

CONTRACT_END_DATE

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.

L_EMP_AGE_ RANGE

EMP_AGE_RNG_DESC

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.

L_EMP_ CLEARANCE

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.

L_EMP_DGR_ TYPE

EMP_DGR_TYPE_DESC

VarChar (30) Textual description of the employee's degree type.

EMP_DGR_TYPE_ID Numeric (38,0) Unique identifier of the employee's degree type.

L_EMP_ DIVISION

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.




L_EMP_DPTM EMP_DPTM_ DESC

VarChar (30) Textual description of the employee’s department.

EMP_DPTM_ID Numeric (38,0) Unique identifier of the employee’s department.

EMP_DIVISION_ID Numeric (38,0) Unique identifier of the employee’s division.

L_EMP_EDU EMP_EDU_DESC VarChar (30) Textual description of the employee's education.

EMP_EDU_ID Numeric (38,0) Unique identifier of the employee's education.

L_EMP_ ETHNICITY

EMP_ETHN_ DESC

VarChar (30) Textual description of the employee's ethnicity.

EMP_ETHN_ID Numeric (38,0) Unique identifier of the employee's ethnicity.

L_EMP_ GENDER

EMP_GENDER_ DESC

VarChar (30) Textual description of the employee's gender.

EMP_GENDER_ID Numeric (38,0) Unique identifier of the employee's gender.

L_EMP_IMM_ STS

EMP_IMM_STS_ DESC

VarChar (20) Textual description of the employee’s immigration status.

EMP_IMM_STS_ ID

Numeric (38,0) Unique identifier of the employee’s immigration status.

L_EMP_LEVEL EMP_LEVEL_ DESC

VarChar (30) Textual description of the employee's level.


L_EMP_ LOCATION

EMP_LOCATION_DESC

VarChar (30) Textual description of the employee’s office location.

EMP_LOCATION_ ID

Numeric (38,0) Unique identifier of the employee’s office location.

EMP_REGION_ID Numeric (38,0) Unique identifier of the employee’s region.

L_EMP_ MNRTY_GRP

EMP_MNRTY_ GRP_DESC

VarChar (30) Textual description of the employee’s minority group.

EMP_MNRTY_ GRP_ID

Numeric (38,0) Unique identifier for the employee’s minority group.




L_EMP_MRTL_ STS

EMP_MRTL_STS_DESC

VarChar (30) Textual description of the employee’s marital status.

EMP_MRTL_STS_ID Numeric (38,0) Unique identifier of the employee’s marital status.

L_EMP_ NTNLTY

EMP_NTNLTY_ DESC

VarChar (30) Textual description of the employee's nationality.

EMP_NTNLTY_ID Numeric (38,0) Unique identifier of the employee's nationality.

L_EMP_PSTN_ STS

EMP_PSTN_STS_DESC

VarChar (30) Textual description of the employee’s position status

EMP_PSTN_STS_ID Numeric (38,0) Unique identifier of the employee’s position status.

L_EMP_ REGION

EMP_REGION_ DESC

VarChar (30) Textual description of the employee’s region.

EMP_REGION_ID Numeric (38,0) Unique identifier of the employee’s region.

L_EMP_STS EMP_STS_DESC VarChar (30) Textual description of the employee’s status.

EMP_STS_ID Numeric (38,0) Unique identifier of the employee’s status.

L_EMP_TITLE 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.




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) Unique identifier of the employee's current status.

EMP_DPTM_ID Numeric (38,0) Unique identifier of the employee’s 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) Unique identifier of the employee’s immigration status.


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) Unique identifier of the employee’s 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 working for the company.

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.




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) Unique identifier of the employee's supervisor.

L_JOB_CLOSE_RSN

JOB_CLOSE_RSN_DESC

VarChar (30) Textual description of the reasons for closing a job search.

JOB_CLOSE_RSN_ID

Numeric (38,0) Unique identifier of the reason for closing a job search.

L_JOB_CODE EMP_TRANSFER_IN VarChar (20) Mapped to the employee ID that closed the job opening by internal transfer.

EMP_TRANSFER_OUT

Numeric (38,0) Mapped to the employee ID that caused the job opening by internal transfer.

JOB_CLEARANCE_ID

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_ID

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.




L_JOB_OPEN_ RSN

JOB_OPEN_RSN_ DESC

VarChar (30) Textual description of the reasons for starting a job search.

JOB_OPEN_RSN_ID Numeric (38,0) Unique identifier of the reason for starting a job search.

L_LEAVE_RSN LEAVE_RSN_ DESC

VarChar (30) Textual description of the reasons for departure.

LEAVE_RSN_ID Numeric (38,0) Unique identifier of the reasons for departure.

L_POSITION 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.

L_QLFN 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) Unique identifier of employee's qualification types.

L_QLFN_TYPE QLFN_TYPE_ DESC

VarChar (30) Textual description of employee's qualification types.

QLFN_TYPE_ID Numeric (38,0) Unique identifier of employee's qualification types.

L_RCRTNG_ SOURCE

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.

L_SURVEY_ FIELDS

SURVEY_FIELD_DESC

VarChar (30) Textual description of the survey field.

SURVEY_FIELD_ ID

Numeric (38,0) Unique identifier of the survey field.

L_TIME_OFF_ TYPE

TIME_OFF_TYPE_DESC

VarChar (30) Textual description of the type of time off.

TIME_OFF_TYPE_ID Numeric (38,0) Unique identifier of the type of time off.




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.


R_EMP_DEMO EMP_AGE_RNG_ ID

Numeric (38,0) Unique identifier of the employee's age range.

EMP_DGR_TYPE_ID Numeric (38,0) Unique identifier of the employee's degree type.

EMP_EDU_ID Numeric (38,0) Unique identifier of employee's education.

EMP_ETHN_ID Numeric (38,0) Unique identifier of the employee's ethnicity.

EMP_GENDER_ID Numeric (38,0) Unique identifier of the employee's gender.

EMP_MRTL_STS_ID Numeric (38,0) Unique identifier of the employee’s marital status.

EMP_NTNLTY_ID Numeric (38,0) Unique identifier of the employee's nationality.



© 2010 MicroStrategy, Inc. Glossary: ad hoc query 215

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.

Glossary Human Resources Analysis Module Reference

216 Glossary: attribute © 2010 MicroStrategy, Inc.

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.

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 (BI) system

A system that facilitates the analysis of volumes of complex 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:


• relationship

Human Resources Analysis Module Reference Glossary

© 2010 MicroStrategy, Inc. Glossary: column 217

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.

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.


218 Glossary: decile, deciling © 2010 MicroStrategy, Inc.

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.

demographics, demographic data

Data that locates, identifies, and describes a population and 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.


© 2010 MicroStrategy, Inc. Glossary: ETL 219

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.

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.


220 Glossary: folder list © 2010 MicroStrategy, Inc.

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 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 indicator)

An indicator gauging how well a company progresses in numerous areas such as finance, customer service, and product availability and distribution.


© 2010 MicroStrategy, Inc. Glossary: level 221

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 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.


222 Glossary: MicroStrategy Analytics Modules © 2010 MicroStrategy, Inc.

MicroStrategy Analytics Modules

A group of MicroStrategy projects with prepackaged 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 Intelligence Server

Core of the MicroStrategy architecture; manages and 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.

multidimensional analysis

A form of analysis of the data in a data warehouse that 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.


© 2010 MicroStrategy, Inc. Glossary: page-by 223

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

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.


224 Glossary: ranking © 2010 MicroStrategy, Inc.

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:


• 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.

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.


© 2010 MicroStrategy, Inc. Glossary: scorecard 225

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:

• drill

• page-by

• subtotal

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.


226 Glossary: user hierarchy © 2010 MicroStrategy, Inc.

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.


INDEX

Aad hoc analysis 6advanced metrics 6analysis areas 4analytics defined on 2Analytics Modules defined on xiiattributes defined on 11attrition

analysis 91reports 92

Bbenefits

analysis 85by employee profile 88filters 138most used 87reports 86

benefits and time off

facts 187metrics 132

Ccolumns 200

compensation

above industry maximum 71analysis 63average 73by department 67by employee level 70by region 66cost 67distribution 65facts 185filters 138metrics 129reports 65

configuring the modules xiiconsolidations glossary 140contractor

cost 44distribution 45expiration 43

custom groups

about 6glossary 141

Ddashboards 2, defined on 9

Index Human Resources Analysis Module Reference

228 © 2010 MicroStrategy, Inc.

dashboards, about 6data warehouse

and porting 13default, tables and columns 195options 13populating 195

dates metrics 135definitions

object 12, 143project 11

designing analytical applications xiiidimension defined on 12documents 6, defined on 10drilling defined on 6

Eeditor 12employee

anniversaries 60attrition 92attrition/retention 41birthdays 59departure reasons 96distribution 35, 40facts 181filters 136headcount 39identity group 36metrics 126performance 118profile 55profile distribution 58qualifications 115recruitment 98salary 71satisfaction 121status 33

tenure 37, 41, 57top performers 74

employee profile

reports 55Erwin file

logical schema 11, 144physical schema 13, 196

ETL routines 195expression, form 151

Ffacts defined on 11, 180

benefits and time off 187compensation 185employee 181level 181qualification, performance,

satisfaction 191table-specific 192vacant positions 188

filter 5filters

compensation and benefits 138employee 136glossary 136time 139vacant positions 139

folder

public objects 8reports 8schema objects 146

form expression 151formatting, reports 5

Gglossaries

consolidations 140

Human Resources Analysis Module Reference Index


custom groups 141filters 136metrics 125prompts 140

Hheadcounts and trends

reports 32hierarchies 12, defined on 146

benefits 168compensation 167employee and contractor 146leave reason 177position 169qualification 175survey field 175time 178time off 174

hiring

by position 105by region 104new 103rate 102

HRAM. See MicroStrategy Human Re-sources Analysis Module.

Iinstalling the modules xiiiinternational support xxiiintroduction 1

Kkey performance indicators 6, 9KPI. See key performance indicator.

Llevel facts 181logical data model defined on 11, 143logical schema diagram 144lookup tables 151

Mmapping methods 12metadata defined on xii

definitions 150metrics defined on 125

advanced, about 6benefits and time off 132compensation 129dates 135employee 126glossary 125qualification, performance,

satisfaction 133transfers 133vacant positions 134

MicroStrategy Human Resources Analysis Module

about 1analysis areas 4features 5solutions 2

MicroStrategy Narrowcast Server

departure alert 97employee anniversary alert 60employee birthday alert 59new hire alert 107performance appraisal alert 118position vacancy alert 110

MicroStrategy Report Services 7module

about xii



configuring xiiinstalling xiiiporting xiii

multidimensional 11

Oobject

definitions 11glossary 125properties 12

Ppage-by defined on 5physical schema

about 13diagram 196

populating a data warehouse 195position

filters 139metrics 134

positions, vacant 108prerequisites xivproject

accessing 8definitions 11, 125

prompts defined on 5glossary 140

properties, object 12public objects folder 8

Qqualification, performance, & satisfaction

facts 191metrics 133

RRDBMS 195recruitment

analysis 101pipeline 109reports 102top sources 107

reports

accessing 8folder 8formatting 5usage scenarios 7

resources xvretention analysis 41

Ssalary reports 72schema

logical 144physical 196

schema objects folder 146scorecards 2, defined on 9, 15segmentation defined on 6solutions 2source tables 12support

international xxiisupport. See technical support.

Ttable columns 200tables, physical 198table-specific facts 192technical support xxiiithresholds defined on 5time filters 139

Human Resources Analysis Module Reference Index


time off reports 89transfers metrics 133

Vvacant positions

facts 188

Wworkforce

analysis 31trends in numbers 34

workforce development & productivity

analysis 114reports 115

MicroStrategy Human Resources Analysis Module Reference

Documents

Transcript of MicroStrategy Human Resources Analysis Module Reference