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Metrics Pack
SuccessFactors NA
Workforce Analytics
Measure and Dimension Definitions
Core Workforce and Mobility Metrics Pack | NA www.successfactors.com
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Table of Contents
1. Overview ___________________________________________________________________ 4
5. Mobility ___________________________________________________________________ 11
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1. Overview
SuccessFactors Data Transformation employs a modular design to enable Members to focus on those areas of
human capital metrics reporting that are most relevant to their organization. Each metric pack focuses on a logical
group of data items that support the generation of a related set of measures and reporting breakdowns. Each
metric pack is based on a highly structured framework that:
Defines a standard set of core metrics which includes a high percentage of commonly selected key
performance indicators (KPIs).
Defines a standard set of core business dimensions/hierarchies to support further analysis/breakdown of
measure values.
Maps requirements to a source set of core data items.
Includes templated extract programs and scripts for common computer systems.
Includes common business logic which can be customized for SuccessFactors Member specific business
rules.
Includes a default gallery of reporting templates.
This modular approach facilitates the sourcing of data and the calculation of measure values by significantly
reducing both the time to implement and the cost of providing a comprehensive reporting solution. The primary
output is a data warehouse ready to support the human capital management (HCM) reporting and analysis agenda
of the SuccessFactors Member organization.
Key business questions organizations will be able to answer through this metrics pack include:
What is the age profile across the organisation? In the last four years has the magnitude of difference
increased, decreased, or remained the same?
What is the tenure profile across the organisation? In the last four years has the magnitude of difference
increased, decreased, or remained the same?
Do we have knowledge management risks due to high age/ tenured employees or areas of high turnover?
What is our ratio of managerial to non-managerial staff? What is the distribution of the different management
levels (SVP, VP, Director) across the organisation?
What percentage of manger-level employees has no direct reports?
What is the diversity profile within our organisation? How does it vary across our lines of business?
How many part-time, temporary or contract employees exist across our organisation? What business units
rely on them most heavily?
What percentage of our workforce moves internally each year between lines of business or functional
areas?
What percentage of our workforce is promoted annually? How does this compare across demographic
segments (e.g. gender, minority, age, etc.) and lines of business?
Which lines of business or managers have the highest voluntary turnover rates? Is this a persistent or recent
phenomenon?
Which lines of business experience the greatest annual knowledge loss from terminations, transfers and
promotions combined? Separately?
Which lines of business or managers are the best developers of talent as measured by the promotions out
of their department? Which lines of business or managers are magnets for high potential employees as
evidenced by their transfer rate into various departments?
What is our voluntary turnover rate among key executives, critical roles, hard to hire positions and top
performers?
Do we retain our key/ most productive employees at a higher rate than our competitors?
What is our involuntary termination rate? What percentage of these actions are due to poor performance?
Due to layoffs? Due to restructuring?
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www.successfactors.com Core Workforce and Mobility Metrics Pack | NA
The Core Workforce and Mobility Metric Pack supports the necessary data items required to enable the generation
of measures and reporting structures for an essential HCM reporting solution. Additional metric pack can be easily
added to support expansion into other functional areas:
At any time a SuccessFactors Member can move beyond the structured frameworks provided by the metric packs
into a partially or fully customized solution.
SuccessFactors extensive knowledge of human resource (HR) measurement means that each metric pack is
specifically targeted to provide insights into the chosen area of HR practice.
Finally, Derived Input Measures are combined in formulas to generate Result Measures (in percentages, ratios
etc.) which are commonly used in analysis and reporting, as well as in benchmark comparisons. The following
diagram graphically represents this process.
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Base Input
SuccessFactors Data
Measures
Source Transformation
Data Result
Derived
Measures
Fields Input
Measures
Dimension
Hierarchies
All Measures (Base Input, Derived Input and Result Measures) and Dimension Hierarchies (highlighted by dotted
box in above diagram) are available to support a SuccessFactors Members HCM reporting and analytics agenda.
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indicated through measures addressing the level of investment in, and outcomes of, formal and informal
development programs. Sub-categories include Qualifications, Development, Training and Performance.
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2. Drill to Detail
Drill to Detail functionality is provided via the SuccessFactors website and allows users to build data queries that
return the details of the individual employees meeting the criteria of the query. Using these results and the
standard website Query Workspace, analytical users can see how the transactional data feeds they provide to
SuccessFactors are transformed into the metrics presented on their Human Capital website.
Drill to Detail enables power users to quickly isolate individual pieces of data and to verify which employee data
records are included within a particular measure. It is also a valuable tool for project teams who routinely conduct
verification tasks via the website or who are required to handle requests from casual website users for
transactional information.
The Drill to Detail functionality (if applicable) is represented within this document using the following symbol .
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3. Glossary of Terms
This section contains a description of terms and acronyms that are used within this document.
Term Meaning
EOP End of Period
FTE Full Time Equivalent
Restricted inputs are non-accessible Derived Input Measures used in the calculation of result
Restricted Input measures. These inputs only appear on the Inputs page for a Result Measure and are not
available on the Contents menu.
SOP Start of Period
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4. Core Workforce
The following diagram provides a summary view of the Core Workforce Metrics Pack measurement framework. Denotes Drill to Detail functionality (if applicable).
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5. Mobility
The following diagram provides a summary view of the Mobility Metrics Pack measurement framework. Denotes Drill to Detail functionality (if applicable).
Demotion Rate
Exempt/Non-Exempt
Promotion Rate
Dimensions/Hierarchies Female and Minorities
Recruitment Source Promotion Speed Ratio
Separation Reason Downward Mobility
Position Tenure Exempt/Non-Exempt
Upward Mobility
Exempt/Non-Exempt
Lateral Mobility
Exempt/Non-Exempt
Average Workforce Position Tenure
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Core Workforce and Mobility Metrics Pack| NA www.successfactors.com
Measure
Base Input Measure Description
Category
The average number of people employed for the reporting
Average Headcount
period.
Actual number of people employed at the end of the reporting
EOP Headcount
period.
EOP Headcount Actual number of people employed at the end of the reporting
Inactive and Other period not included in the standard End of Period Headcount.
Average number of full-time equivalent employees for the
FTE
reporting period.
Actual number of people employed at the start of the reporting
Workforce SOP Headcount
period.
Profile
The combined workforce age for all employees at the end of
Total Workforce Age
the reporting period. Primary function is to support the
(Restricted Input)
calculation of Average Workforce Age.
The combined workforce tenure for all employees at the end
Total Workforce Tenure
of the reporting period. Primary function is to support the
(Restricted Input)
calculation of Average Workforce Tenure.
Total Workforce Position The combined position tenure for all employees at the end of
Tenure the reporting period. Primary function is to support the
(Restricted Input) calculation of Average Workforce Position Tenure.
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Measure
Base Input Measure Description
Category
The number of transfers out of positions in the reported
Transfers - Out
organization unit.
The number of movements into positions in the reported
Movements - In
organization unit.
The number of movements out of positions in the reported
Movements - Out
organization unit.
Compensation Total Workforce Annual The combined annual salary for all employees at the end of
& Benefits Salary the reporting period.
Workforce Termination Annual The total annual salaries of employees that terminated in the
Productivity Salary period.
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Dimension Dimension /
Description
Category Hierarchy
Time Period / Allows analysis of measures across calendar years with
Calendar breakdowns at quarterly and monthly level.
Time
Allows analysis of measures across fiscal years with breakdowns
Time Period / Fiscal
at quarterly and monthly level.
Hierarchy 1 Allows analysis of measures across the organizations reporting
(Organizational Unit) structure with breakdowns for each level in the structure tree.
Structure Allows analysis of measures across another of the organizations
Hierarchy 2
reporting structures with breakdowns for each level in the structure
(e.g. Location)
tree.
Allows analysis of workforce measures by different demographic
Age
age groups.
Allows analysis of measures with a view to understanding how the
Disability
physically disabled are represented in an organization.
Allows analysis of measures with a view to understanding how
Ethnic Background
individual ethnic groups are represented in an organization.
Biographical /
Gender Allows analysis of measures across gender breakdowns.
Diversity
Allows analysis of measures with a view to understanding how
Generation
individual generational groups are represented in an organization.
Allows analysis of measures with a view to understanding how
Minority
minorities are represented in an organization.
Allows analysis of measures with a view to understanding how the
Veteran Status
Veterans are represented in an organization.
EEO Job Category Allows analysis of measures across different EEO job categories.
Allows analysis of measures across exempt and non-exempt
Employment Level
employee groups.
Allows analysis of measures for employees with different
Employment Status employment statuses, identifying the proportion of the workforce
that is active / inactive.
Allows analysis of measures across different employment types
Employment Type
and identifies the proportion of the workforce that is full-time or
(Attendance)
part-time.
Allows analysis of measures across different employment types
Employment Employment Type
and identifies the proportion of the workforce that is regular /
(Duration)
temporary.
Allows analysis of measures across the different grades / bands.
Grade / Band
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Dimension Dimension /
Description
Category Hierarchy
Allows analysis of workforce measures across annual salary
Payment Salary Range
ranges.
Allows analysis of workforce measures for employees in different
Organization Tenure tenure groups and aids in identifying the level of experience in the
Tenure workforce based on the length of service with the organization.
Allows analysis of workforce measures for employees in different
Position Tenure
position tenure groups.
Identifies the number of external recruits that are new hires and
Recruitment Recruitment Source rehires and internal promotions/transfers/demotions and
acquisitions and restructures.
Allows analysis of termination data by termination reason and
Separation Separation Reason identifies the percentage of terminations that are voluntary or
involuntary.
The structure (levels and categories) for each of these hierarchies is documented in the following sections.
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The following tables provide logical and example The following tables provide logical and example
views of the time period dimension for a calendar views of the time period dimension for a fiscal
reporting year. The top of the tree is referred to reporting year. The top of the tree is referred to
as All Time Periods. as All Time Periods.
Year Quarter Month Year Quarter Month
2007
2008
2009/Jan 2009/Jan
2009 Q1 2009/Feb 2009 Q3 2009/Feb
2009
2009/Mar 2009/Mar
2009/Apr 2009/Apr
2009 Q2 2009/May 2009 Q4 2009/May
2009/Jun 2009/Jun
2009
2009/Jul 2009/Jul
2009 Q3 2009/Aug 2010 Q1 2009/Aug
2009/Sep 2009/Sep
2009/Oct 2009/Oct
2009 Q4 2009/Nov 2010 Q2 2009/Nov
2009/Dec 2009/Dec
2010
2010/Jan 2010/Jan
2010 Q1 2010/Feb 2010 Q3 2010/Feb
2010/Mar 2010/Mar
2010/Apr 2010/Apr
2010 Q2 2010/May 2010 Q4 2010/May
2010/Jun 2010/Jun
2010
2010/Jul 2010/Jul
2010 Q3 2010/Aug 2011 Q1 2010/Aug
2010/Sep 2010/Sep
2010/Oct 2010/Oct
2010 Q4 2010/Nov 2011 Q2 2010/Nov
2010/Dec 2010/Dec
2011
2011/Jan 2011/Jan
2011 Q1 2011/Feb 2011 Q3 2011/Feb
2011/Mar 2011/Mar
2011
2011/Apr 2011/Apr
2011 Q2 2011/May 2011 Q4 2011/May
2011/Jun 2011/Jun
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Levels
Division Section Department
Administrative Services
Building Maintenance
Cleaning Services
Copy Center
Facilities Administration
Administrative Services
Mail Services
Purchasing
Corporate
Reproduction & Binding
Security
Unassigned 1
Executive Services
Human Resources
Investment Services
Legal Services
Finance
Finance Actuarial Services
Financial Services
General Insurance Insurance Services
North America & Asia Pacific
Claims Management (NAAP)
Europe
Business Development
Communications
APAC
Marketing & Development
Special Projects
Strategy
E Marketing
E Business E Business
Global
Lending Services
Mortgage Services
Executive
Executive
Audit Services
APAC
Financial Services NAAC
Global
Information Technology Information Technology
Credit Card Services Processing
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Continent/Regi
Country City
on
London
Great Britain
Europe Manchester
Germany Frankfurt
Beijing
China
Shanghai
Hong Kong Hong Kong
Asia/Pacific Malaysia Kuala Lumpur
Melbourne
Australia Sydney
Brisbane
Chicago
Dallas
United States New York City
North America Philadelphia
San Francisco
Montreal
Canada
Toronto
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The standard framework provides a single tree for each of the following dimensions.
Grade/Band
01 - 05
06 - 10
11 - 15
16 - 20
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Job Family
Clerical
Management
Manufacturing
Non-Management
Other
Job Function
Accounting
Actuarial
Customer Service
Human Resources
IT
Legal
Marketing
Sales
Managerial Grouping
Managerial
Non-Managerial
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Workforce Workforce Termination Value per Termination Termination Annual Salary / Terminations Based on Termination Salary
Productivity Costs Termination Value per FTE Termination Annual Salary / FTE
External Hire Rate [External Hires / Average Headcount] * 100
[External Hires Minority / Average Headcount Ethnic Background
External Hire Rate Minority #
Reported ] * 100
External Hires Percent Minority [External Hires Minority / External Hires] * 100
#
External Hire Rate Exempt [External Hires Exempt / Average Headcount Exempt] * 100
#
External Hire Rate Non-Exempt [External Hires Non-Exempt / Average Headcount Non-Exempt] * 100
Rehire Rate [Rehires / External Hires] * 100
Recruitment
Workforce Net Hire Ratio External Hires / Terminations
Mobility Net Hire Ratio Minority External Hires Minority / Terminations Minority
# #
Net Hire Ratio - Silents & Net Hire Ratio Silents & Boomers / Net Hire Ratio - Generation XY
Boomers/Generation XY
Internal Hire Rate [Internal Hires / Average Headcount] * 100
Internal Placement Rate [Internal Hires / (Internal Hires + External Hires)] * 100
Recruitment Source Ratio Internal Hires / External Hires
Career Path Ratio Promotions In / Transfers In
Movements # #
Career Path Ratio Exempt Promotions In Exempt / Transfers In Exempt
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Staffing New Hire Failure Factor <6/12 Months [Terminations <6/12 Months Tenure / Average Headcount] * 100
Effectiveness
Function Turnover Rate Tenure <30/90 Days [Terminations <30/90 Days Tenure / Terminations] * 100
Turnover Rate Tenure <6/12 Months [Terminations <6/12 Months Tenure / Terminations] * 100
#
Denotes Restricted Input
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