Posts Tagged ‘Job’

HR Metrics Data Definition Meeting Homework – 3/21/2012

Wednesday, March 21st, 2012
  1. Find More Participants (especially for the final meeting!)
  2. Review Open Questions
  3. Prepare for “6-Minute Definitions”
  4. List of Org types

 

Please continue to evangelize the Data Definitions/Metadata Development/Data Stewardship process to your peers and invite them to attend one of our weekly meetings.  Additionally, anyone that has an interest in the content of our meeting is welcome to attend (regardless of their business function) and as we move more into stewardship, will become an invaluable resource in understanding the impact of and business requirements around HR data throughout the organization.

While investigating Talent Source, a series of questions came up around the various Job Action:Reason groupings. Larry will be chase down the technical explanations but there are still a number of issues that relate to the business definition.  Please come prepared with definitions on the following terms and consider whether the current technical definition (derivation) accurately captures the intention of your definition.

Term Action:Reason Code(s) (‘*’ represents all)
Hire HIR:*
Rehire REH:*
Hires (as used on Overview/Workforce Activity Summary) HIR:* or REH:*
Reclassification (by logically separating the “Hires” out of Workforce Activity Details/Talent Source Analysis) JRC:JRC or JRC:ZJC, XFR:PRO
Promotions (as used on Overview/Workforce Activity Summary) JRC:JRC or JRC:ZJC, XFR:PRO
Terminations (as used on Overview/Workforce Activity Summary) TER:* or TWB:* or RET:*
Movement (as used on Overview/Workforce Activity Summary) XFR:MOV or XFR:LAT or XFR:ZFF or XFR:ZTF

We are down to our last few definitions!  Beyond the previously mentioned open issues, the only remaining terms are Research and Administration.   Currently the definitions are rather technical so please look to create an understandable business definition that clearly speaks to what these term represent in the context of the dashboard.  Be sure to note that these values are based off of Expenditure Type Code rather than the amount of the actual activities that are performed.

In the time before our meeting next week, you can leave comments on the pages (by clicking on the “Add Comment” link at the bottom of the page).  Please use the criteria for a well-defined term from the wiki (https://asconfluence.stanford.edu/confluence/x/1wCGFg) as well as your knowledge of the business.  We will continue “6-Minute Definitions” in our next meeting.

The remaining terms are:

On Help Concept (Click for Current Metadata) Status Review Date
X Administration In Progress  
X Research In Progress  
X Talent Source In Progress  

We are still looking to accumulate the various terms for organizations and groupings of organizations at Stanford.  Currently, the HR Metrics Dashboard has School/VP, Area, Sub-area, Department, Sub-department.  What other terms are used in your area of the university?  Please see the homework from January 18th for examples.

Data Stewardship Activities

Thursday, January 12th, 2012

Data stewardship can be approached in many different ways based on the specifics of the environment in which it is implemented. Factors such as resource availability, program scope and company culture are significant factors in the design of the data steward role. In most cases, the responsibilities (and accountabilities) associated with effective data stewardship necessitate the definition of many complementary roles such as, Data Custodian, Data Trustee, Coordinator, Operational Data Steward, Data Analyst, Metadata Custodian etc.

Linked below is a non-comprehensive list of activities associated with data stewardship.  Not all of the responsibilities have to be fulfilled in every case but each should be considered in the design of a stewardship program.

Please contact Matt Hoying with any questions, comments or suggestions.

Data Stewardship Related Activities

HR Metrics Data Definition Homework – 10/25/2011

Tuesday, October 25th, 2011

Everyone should visit the wiki page (https://asconfluence.stanford.edu/confluence/display/~mhoying/Home) and confirm that they can access it, make comments and edit existing pages.

Like always, please review this information with anyone that you believe may bring value to the definition and feel free to invite them to the weekly discussion (just let Matt know).

Please review the current versions of the following definitions and note questions, problems and suggestions in the wiki pages (either through the use of the “Edit” button or via comments on the page):

Additionally, please assemble a list of terms for your area’s organizations so we can begin to resolve terms.  Examples of such are “Cluster,” “Division,” “Program” or “Area.”  We will be working on resolving each (HR) perspective of the organizational hierarchy in an upcoming meeting.

On October 31st, our meeting will start with defining Benefit Eligible Churn by breaking it down into its component parts and assembling them back into a complete definition of the concept.  We will work together to define: