Human Resources
Analysis Module
Reference
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6,772,137, 6,788,768, 6,798,867, 6,801,910, 6,820,073, 6,829,334, 6,836,537, 6,850,603, 6,859,798, 6,873,693, 6,885,734, 6,940,953, 6,964,012, 6,977,992, 6,996,568,
6,996,569, 7,003,512, 7,010,518, 7,016,480, 7,020,251, 7,039,165, 7,082,422, 7,113,474, 7,113,993, 7,127,403, 7,174,349, 7,181,417, 7,194,457, 7,197,461, 7,228,303, 7,260,577,
7,266,181, 7,272,212, 7,302,639, 7,324,942, 7,330,847, 7,340,040, 7,356,758, 7,356,840, 7,415,438, 7,428,302, 7,430,562, 7,440,898, 7,486,780, 7,509,671, 7,516,181, 7,559,048,
7,574,376, 7,617,201, 7,725,811, 7,801,967, 7,836,178, 7,861,161, 7,861,253, 7,881,443, 7,925,616, 7,945,584, 7,970,782, 8,005,870, 8,035,382, 8,051,168, 8,051,369, 8,094,788,
8,130,918, 8,296,287, 8,321,411, 8,452,755, 8,521,733, 8,522,192, 8,577,902, 8,606,813, 8,607,138, 8,645,313, 8,761,659, 8,775,807, 8,782,083, 8,812,490, 8,832,588, 8,943,044,
8,943,187. 8,958,537, 8,966,597, 8,983,440, 8,984,274, 8,984,288, 8,995,628, 9,027,099, 9,027,105, 9,037, 577, 9,038,152, 9,076,006, 9,086,837, 9,116,954, 9,124,630,
9,154,303, 9,154,486, 9,160,727, 9,166,986, 9,171,073, 9,172,699, 9,173,101, 9,183, 317, 9,195,814, 9,208,213, 9,208,444, 9,262,481, 9,264,415, 9,264,480, 9,269,358, 9,275,127,
9,292,571, 9,300,646, 9,311,683 9,313,206, 9,330,174, 9,338,157, 9,361,392, 9,378,386, 9,386,416, 9,391,782, 9,397,838, 9,397,980, 9,405,804, 9,413,710, 9,413,794, 9,430,629,
9,432,808, 9,438,597, 9,444,805, 9,450,942, 9,450,958, 9,454,594, 9,507,755, 9,513,770, 9,516,018, 9,529,850, 9,563,761, and 9,565,175. Other patent applications are
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CONTENTS
Overview and Additional Resources
5
About the Analytics Module
6
About this book
6
Resources
7
1. Introduction to the Human Resources Analysis Module
16
Business questions that HRAM reports can answer
16
HRAM report features
19
Introduction to reports, dashboards, and documents
20
About definitions for objects on reports
23
About the structure of HRAM’s business logic
23
Introduction to HRAM’s physical data storage
25
2. HRAM Dashboards and Scorecards
Dashboards and scorecards
3. Workforce Analysis
26
26
37
Workforce analysis area
37
Headcounts and Trends reports
37
Contractor reports
46
Transfer reports
49
Employee Profile Analysis reports
58
4. Compensation Analysis
65
Compensation analysis area
65
Compensation reports
66
Overtime reports
76
Planning reports
80
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Human Resources Analysis Module Reference
5. Benefit analysis
84
Benefit analysis area
84
Benefit reports
84
6. Attrition analysis
88
Attrition analysis area
88
Attrition reports
89
7. Recruitment Analysis
97
Recruitment analysis area
97
Recruitment reports
98
Hiring Process reports
103
8. Workforce Development and Productivity Analysis
107
Workforce Development and Productivity analysis area
107
Employee Qualification reports
108
Employee Performance reports
110
Employee Satisfaction reports
113
A. Definitions for Objects on Reports: Object Glossaries
Metrics glossary
116
Filters glossary
126
Prompts glossary
131
Consolidations glossary
132
Custom Groups glossary
132
B. Structure of HRAM’s Business Logic: Logical Data Model
133
HRAM logical schema
133
Business hierarchies
135
Facts
168
C. Data Storage: Physical Schema and Data Dictionary
4
116
180
Prerequisites
180
HRAM physical schema
180
Table information
182
Table column information
184
Glossary
198
Index
236
© 2017, MicroStrategy Inc.
OVERVIEW AND ADDITIONAL
RESOURCES
This guide is a reference for the MicroStrategy Human Resources Analysis Module
(HRAM) that comes with MicroStrategy Architect and includes the following sections:
•
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 Dashboards and Scorecards 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.
•
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.
© 2017, MicroStrategy Inc.
5
Human Resources Analysis Module Reference
Consult the Analytics Modules Installation and Porting Guide for steps to install and
configure the analytics module, and for information on setting up (porting) an analytics
module to work with your existing data warehouse. The Analytics Modules Installation
and Porting Guide also provides best practices concepts and procedures for designing and
building your own analytical applications using the analytics module as a template.
About the Analytics Module
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. The Analytics Module is built to be portable. You
can choose to deploy the Analytics Module against your existing data warehouse, use the
packaged physical schema as the basis of a new data warehouse, or use the module as a
template to build analytical applications.
The components are:
•
•
Analytics Module
▫
Prepackaged metadata: Best practices reports, scorecards, dashboards, key
performance indicators, attributes, business metrics, filters, and custom groups
▫
Default physical and logical data model: Analytics that are designed to work with
your physical schemas and data model or with the module’s packaged data
warehouse schema
▫
Reference guides: Documentation for the 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 the Analytics
Module against an existing data warehouse (known as porting)
▫
Design rules and tenets for designing and developing portable analytical
applications
▫
MicroStrategy Architect: A development tool that allows you to map the
Analytics Module to an existing data warehouse
About this book
The following sections provide the location of examples, list prerequisites for using this
book, and describe the user roles the information in this book was designed for.
The sample documents and images in this guide, as well as some example steps,
were created with dates that may no longer be available in the MicroStrategy
Tutorial project. If you are re-creating an example, replace the year(s) shown in
this guide with the most recent year(s) available in the software.
6
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Human Resources Analysis Module Reference
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 Basic Reporting Guide.
For extensive examples of metrics, filters, and other report objects, see the 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 Module. See Who should use this guide in this chapter for a
description of the various approaches to the Analytics Module.
If you intend to evaluate the business value of the module, you should have:
•
Experience with MicroStrategy reports and metrics using MicroStrategy technology
If you intend to implement and customize the module, 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 Module
•
Advanced users and administrators evaluating the business value of the Analytics
Module
•
Consultants and developers implementing and customizing the Analytics Module
Resources
This section provides details on how to access books, online help, MicroStrategy
Education and Consulting resources, and how to contact MicroStrategy Technical
Support.
Documentation
MicroStrategy provides both manuals and online help; these two information sources
provide different types of information, as described below:
•
Manuals: MicroStrategy manuals provide:
▫
Introductory information and concepts
© 2017, MicroStrategy Inc.
7
Human Resources Analysis Module Reference
▫
Examples and images
▫
Checklists and high-level procedures to get started
The steps to access the manuals are described in Accessing manuals and other
documentation sources, page 12.
Most of these manuals are also available printed in a bound, soft cover format. To
purchase printed manuals, contact your MicroStrategy Account Executive with a
purchase order number.
•
Help: MicroStrategy online help provides:
▫
Detailed steps to perform procedures
▫
Descriptions of each option on every software screen
Additional formats
MicroStrategy manuals are available as electronic publications, downloadable on the
Apple iBooks Store or Google Play, and can be read on your iOS or Android device
respectively. To download a book, search for the book’s title in the iBookstore or Google
Play. To view a list of manuals that are currently available, scan the following QR codes
using your device’s camera:
•
For iOS devices, scan the following QR code:
•
For Android devices, scan the following QR code:
For new MicroStrategy releases, it may take several days for the latest manuals to
be available on the iBookstore or Google Play.
8
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Translations
For the most up-to-date translations of MicroStrategy documentation, refer to the
MicroStrategy Knowledge Base. Due to translation time, manuals in languages other than
English may contain information that is one or more releases behind. You can see the
version number on the title page of each manual.
Finding information
You can search all MicroStrategy books and Help for a word or phrase, with a simple
Google™ search. For example, type “MicroStrategy derived metric” or “MicroStrategy
logical table” into a Google search. As described above, books typically describe general
concepts and examples; Help typically provides detailed steps and screen options. To
limit your search to MicroStrategy books, on Google’s main page you can click More,
then select Books.
Manuals for MicroStrategy overview and evaluation
•
Introduction to MicroStrategy: Evaluation Guide
Instructions for installing, configuring, and using the MicroStrategy Evaluation
Edition of the software. This guide includes a walkthrough of MicroStrategy features
so you can perform reporting with the MicroStrategy Tutorial project and its sample
business data.
•
MicroStrategy Evaluation Edition Quick Start Guide
Overview of the installation and evaluation process, and additional resources.
Resources for security
•
Usher Help
Steps to perform mobile identity validation using the Usher mobile security network
to issue electronic badges for identifying users.
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, and basic maintenance guidelines.
•
MicroStrategy Upgrade Guide
Steps to upgrade existing MicroStrategy products.
•
MicroStrategy Project Design Guide
© 2017, MicroStrategy Inc.
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Human Resources Analysis Module Reference
Information to create and modify MicroStrategy projects, and create the objects that
present your organization’s data, such as facts, attributes, hierarchies,
transformations, advanced schemas, and project optimization.
•
MicroStrategy Basic Reporting Guide
Steps to get started with MicroStrategy Web, and how to analyze and format data in
a report. Includes the basics for creating reports, metrics, filters, and prompts.
•
MicroStrategy Advanced Reporting Guide: Enhancing Your Business
Intelligence Application
Steps to create Freeform SQL reports, Query Builder reports, complex filters and
metrics, use Data Mining Services, and create custom groups, consolidations, and
complex prompts.
•
Document and Dashboard Analysis Guide
Steps to execute, analyze, and format a dashboard in MicroStrategy Web.
•
MicroStrategy Report Services Document Creation Guide: Creating
Boardroom Quality Documents
Steps to create Report Services documents, add objects, and format the document
and its objects.
•
MicroStrategy Dashboards and Widgets Creation Guide: Creating
Interactive Dashboards for Your Data
Steps to create MicroStrategy Report Services dashboards and add interactive
visualizations.
•
MicroStrategy In-memory Analytics Guide
Information to use MicroStrategy OLAP Services features, including Intelligent
Cubes, derived metrics, derived elements, dynamic aggregation, view filters, and
dynamic sourcing.
•
MicroStrategy Office User Guide
Instructions to use MicroStrategy Office to work with MicroStrategy reports and
documents in Microsoft® Excel, PowerPoint, and Word, to analyze, format, and
distribute business data.
•
MicroStrategy Mobile Analysis Guide: Analyzing Data with
MicroStrategy Mobile
Steps to use MicroStrategy Mobile to view and analyze data, and perform other
business tasks with MicroStrategy reports and documents on a mobile device.
•
MicroStrategy Mobile Design and Administration Guide: A Platform for
Mobile Intelligence
Information and instructions to install and configure MicroStrategy Mobile, as well
as steps for a designer working in MicroStrategy Developer or MicroStrategy Web to
create effective reports and documents for use with MicroStrategy Mobile.
10
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
•
MicroStrategy System Administration Guide: Tuning, Monitoring, and
Troubleshooting Your MicroStrategy Business Intelligence System
Steps to implement, deploy, maintain, tune, and troubleshoot a MicroStrategy
business intelligence system.
•
MicroStrategy Supplemental Reference for System Administration: VLDB
Properties, Internationalization, User Privileges, and other Supplemental
Information for Administrators
Steps for administrative tasks such as configuring VLDB properties and defining data
and metadata internationalization, and reference material for other administrative
tasks.
•
MicroStrategy Functions Reference
Function syntax and formula components; instructions to use functions in metrics,
filters, attribute forms; examples of functions in business scenarios.
•
MicroStrategy MDX Cube Reporting Guide
Information to integrate MicroStrategy with MDX cube sources. You can integrate
data from MDX cube sources into your MicroStrategy projects and applications.
•
MicroStrategy Operations Manager Guide
Instructions for managing, monitoring, and setting alerts for all of your
MicroStrategy systems from one console. This guide also includes instructions for
setting up and using Enterprise Manager to analyze your MicroStrategy system usage.
Manual for the Human Resources Analytics Module
•
Human Resources Analytics Module Reference
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
part of the MicroStrategy SDK.
Documentation for MicroStrategy Portlets
•
Enterprise Portal Integration Help
© 2017, MicroStrategy Inc.
11
Human Resources Analysis Module Reference
Information to help you implement and deploy MicroStrategy BI within your
enterprise portal, including instructions for installing and configuring out-of-the-box
MicroStrategy Portlets for several major enterprise portal servers.
This resource is available from http://www.microstrategy.com/producthelp.
Documentation for MicroStrategy GIS Connectors
•
GIS Integration Help
Information to help you integrate MicroStrategy with Geospatial Information
Systems (GIS), including specific examples for integrating with various third-party
mapping services.
This resource is available from http://www.microstrategy.com/producthelp.
Help
Each MicroStrategy product includes an integrated help system to complement the
various interfaces of the product as well as the tasks that can be accomplished using the
product.
Some of the MicroStrategy help systems require a web browser to be viewed. For
supported web browsers, see the MicroStrategy Readme.
MicroStrategy provides several ways to access help:
•
Help button: Use the Help button or ? (question mark) icon on most software
windows to see help for that window.
•
Help menu: From the Help menu or link at the top of any screen, select
MicroStrategy Help to see the table of contents, the Search field, and the index for
the help system.
•
F1 key: Press F1 to see context-sensitive help that describes each option in the
software window you are currently viewing.
For MicroStrategy Web, MicroStrategy Web Administrator, and MicroStrategy
Mobile Server, pressing the F1 key opens the context-sensitive help for the
web browser you are using to access these MicroStrategy interfaces. Use the
Help menu or ? (question mark) icon to access help for these MicroStrategy
interfaces.
Accessing manuals and other documentation sources
The manuals are available from http://www.microstrategy.com/producthelp, as well as
from your MicroStrategy disk or the machine where MicroStrategy was installed.
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Human Resources Analysis Module Reference
Adobe Reader is required to view these manuals. If you do not have Adobe Reader
installed on your computer, you can download it from
http://get.adobe.com/reader/.
The best place for all users to begin is with the Basic Reporting Guide.
To access the installed manuals and other documentation sources, see the following
procedures:
•
To access documentation resources from any location, page 13
•
To access documentation resources on Windows, page 13
•
To access documentation resources on UNIX and Linux , page 13
To access documentation resources from any location
1
Visit http://www.microstrategy.com/producthelp.
To access documentation resources on Windows
1
From the Windows Start menu, choose Programs (or All Programs),
MicroStrategy Documentation, then Product Manuals. A page opens in your
browser showing a list of available manuals in PDF format and other documentation
sources.
2
Click the link for the desired manual or other documentation source.
If bookmarks are not visible on the left side of a product manual, from the View
menu click Bookmarks and Page. This step varies slightly depending on your
version of Adobe Reader.
To access documentation resources on UNIX and Linux
1
Within your UNIX or Linux machine, navigate to the directory where you installed
MicroStrategy. The default location is /opt/MicroStrategy, or
$HOME/MicroStrategy/install if you do not have write access to
/opt/MicroStrategy.
2
From the MicroStrategy installation directory, open the Help folder.
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.
If bookmarks are not visible on the left side of a product manual, from the View
menu click Bookmarks and Page. This step varies slightly depending on your
version of Adobe Reader.
© 2017, MicroStrategy Inc.
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Human Resources Analysis Module Reference
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
bold
Indicates
• Button names, check boxes, options, lists, and menus that are the focus of
actions or part of a list of such GUI elements and their definitions
Example: Click Select Warehouse .
italic
• Names of other product manuals and documentation resources
• When part of a command syntax, indicates variable information to be replaced
by the user
Example: Type copy c:\filename d:\foldername\filename
Courier
font
• Calculations
• Code samples
• Registry keys
• Path and file names
• URLs
• Messages displayed in the screen
• Text to be entered by the user
Example: Sum(revenue)/number of months.
Example: Type cmdmgr -f scriptfile.scp and press Enter.
+
A keyboard command that calls for the use of more than one key (for example,
SHIFT+F1).
A note icon indicates helpful information for specific situations.
A warning icon alerts you to important information such as potential security risks;
these should be read before continuing.
Education
MicroStrategy Education Services provides a comprehensive curriculum and highly
skilled education consultants. Many customers and partners from over 800 different
organizations have benefited from MicroStrategy instruction. For a detailed description
of education offerings and course curriculums, visit
http://www.microstrategy.com/Education.
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Human Resources Analysis Module Reference
Consulting
MicroStrategy Consulting Services provides proven methods for delivering leading-edge
technology solutions. Offerings include complex security architecture designs,
performance and tuning, project and testing strategies and recommendations, strategic
planning, and more. For a detailed description of consulting offerings, visit
http://www.microstrategy.com/services-support/consulting.
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.
A technical administrator in your organization may be able to help you resolve
your issues immediately.
3
MicroStrategy Technical Support can be contacted by your company's Support
Liaison. Contact information and the Technical Support policy information is
available at http://www.microstrategy.com/services-support/support/contact.
© 2017, MicroStrategy Inc.
15
1
INTRODUCTION TO THE
HUMAN RESOURCES
ANALYSIS MODULE
Human resource departments support a variety of business functions that are critical to
their companys’ success. At the same time, companies must 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
•
Improve workforce productivity
Business questions that HRAM reports can
answer
HRAM is designed to provide insight into many aspects of a workforce, including finegrained 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
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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?
Business analysis areas for HRAM reports
HRAM covers the analytical needs of major human resources functions, as well as many
important business metrics:
17
•
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 employeerelated 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.
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•
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.
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
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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.
•
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 features
HRAM queries human resources data optimized for OLAP reporting and analysis, and is
deployed on top of a your existing HR management system. HRAM is built using the
MicroStrategy business intelligence platform and takes advantage of the rich reporting
and analytical features of MicroStrategy products.
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•
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 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.
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•
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 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 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 Basic Reporting Guide.
Introduction to reports, dashboards, and
documents
This 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
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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 threetier environment). You must be connected to MicroStrategy Intelligence Server.
Additionally, to display a Report Services document, you must have MicroStrategy
Report Services. See the Installation and Configuration Guide for information on
connecting to Intelligence Server and the Document Creation Guide for details on
Report Services documents.
Accessing reports
All the HRAM reports and scorecards are stored in the Shared Reports folder of the
Human Resources Analysis Module project.
To access reports
1
From the Start menu, point to Programs, then MicroStrategy Products, and
select Web.
2
Select Human Resources Analysis Module.
3
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.
4
Select Shared Reports. All HRAM reports and scorecards are located in this
folder.
About dashboards and scorecards
Dashboards and scorecards 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 22.
The information in this section is intended as a brief overview of dashboards and
scorecards.
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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 the Analysis Module because scorecards comprise the most common or most
important reports within a given analysis area. From the data returned on a scorecard,
you can formulate ideas for more detailed exploration. See Accessing reports, page 21 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 Dashboards and Scorecards.
Dashboards
Dashboards, like scorecards, are made up of a group of reports and metrics that are tied
together by business logic. Scorecards typically follow a specific methodology and focus
on key metrics within a business area. Dashboards, on the other hand, also provide key
metrics but tend to summarize business intelligence information more widely.
Dashboards allow you to display information customized to your audience. Audiences
might include executives, managers, or particular groups within the company such as
Marketing or Sales. In some cases, you may choose to provide information to partners or
customers. Among other things, dashboards let you:
•
Add interactivity to a document, so that analysts can select various options directly
on the document to display the specific data they are interested in
•
Choose a uniform coloring scheme or display information using your company’s
standard Web page style
•
Add links wherever necessary
•
Choose the appropriate graphs, images, and colors for better presentation and to
highlight specific data, trends, and deviation from certain trends, as well as to
provide visual cues
•
Share the dashboard using 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:
•
Dashboards and scorecards: 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.
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•
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 MicroStrategy Tutorial for additional examples of the various types of Report
Services documents.
Accessing documents
Follow the steps below to access existing documents.
To open a document that has already been created
1
From a project in MicroStrategy Web, navigate to the folder containing the
document.
2
Click the document name or icon. The document displays.
About definitions for objects on reports
The objects used in the HRAM reports are presented in glossaries in Appendix A of this
reference guide. The glossaries include descriptions of the public objects (metrics, filters,
prompts, consolidations, and custom groups) that make up HRAM. For details, see
Appendix A, Definitions for Objects on Reports: Object Glossaries.
For complete details on any HRAM object, use MicroStrategy Developer to view the
MicroStrategy project definitions in the Schema Objects and Public Objects
folders.
About the structure of HRAM’s business logic
HRAM’s logical data model (sometimes also called the multidimensional model) is
presented in Appendix B of this reference guide. The logical data model is the group of
attributes (business concepts) and facts (measures, or logical pieces of data that can be
analyzed) that make up the 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 Basic Reporting Guide .
The logical schema diagram is available in an Erwin file, located in Program Files (x86)\MicroStrategy\Analytics Modules\HRAM\HRAM.erwin. For additional
details, see Appendix B, Structure of HRAM’s Business Logic: Logical Data Model.
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The documentation assumes you have prior experience with logical data modeling
and creating business intelligence applications using MicroStrategy technology.
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 the Analysis Module, use the Attribute
Editor in MicroStrategy Developer. You can view information that includes definitions,
properties, mapping methods, source tables, and so on.
To view attribute or fact details
1
From MicroStrategy Developer, open the Human Resources Analysis Module.
2
Open the Schema Objects folder.
3
•
Attributes can be found in the Attributes folder.
•
Facts can be found in the Facts folder.
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 the 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 and Physical Schema
and Data Dictionary appendix in this guide for additional details.
Porting the analytics module to your data source
The MicroStrategy Analytics Module is 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 Module is 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 Analytics Modules Installation and
Porting Guide for more information on porting and detailed steps to use this feature.
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Introduction to HRAM’s physical data storage
The physical schema for HRAM’s default data warehouse is presented in Appendix C of
this reference guide.
You can use the default warehouse in the following ways:
•
You can use it as a starting point for creating your own data warehouse in the
customer analysis area.
•
You can use it as a template for building analytical applications
•
You can port HRAM’s logical data model to your own existing data warehouse.
See the Analytics Modules Installation and Porting Guidefor details on any of these three
approaches to the Analytics Module.
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 (x86)\MicroStrategy\Analytics Modules\HRAM\HRAM.erwin.
The documentation assumes you are familiar with basic RDBMS concepts and
Erwin data modeling.
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2
HRAM DASHBOARDS AND
SCORECARDS
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
Shared Reports\Dashboards and Scorecards folder; see Accessing reports,
page 21.
Report Services documents can only be displayed in a server connection (a threetier 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 feature. For information about connecting
to the Intelligence Server, see the Installation and Configuration Guide.
Dashboards and scorecards
This section provides details about each of the dashboards and scorecards that comes
with the Human Resources Analysis Module.
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.
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Scorecard layout and display
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.
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Scorecard layout and display
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.
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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.
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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.
Dashboard layout and display
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
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•
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.
Scorecard layout and display
The datasets within this scorecard include:
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•
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.
Scorecard layout and display
The datasets included in this dashboard are:
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•
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.
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Scorecard layout and display
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
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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.
Dashboard layout and display
The datasets included in this dashboard are:
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•
Headcount and Average Tenure by Department
•
Attrition, Hire, and Turnover Rate
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Human Resources Analysis Module Reference
•
Headcount and Average Tenure by Quarter
•
Attrition by Department
•
Reasons for Departure
•
Departed Employees
•
Employee Attrition - Quarterly Trend
•
Average Attrition Rate
•
Department with Maximum Attrition Rate
•
Salary by Employee Level
•
Top Performers' Salary to Industry Mode
•
Compensation Items - Quarterly Trend
•
Compensation Distribution by Division
•
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.
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3
WORKFORCE ANALYSIS
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 Shared Reports folder;
see Accessing reports, page 21.
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 area
This area provides general analysis of employee trends and profiles.
The Workforce analysis area is divided into the following subsections, each with its own
focused reports:
•
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. For detailed
descriptions and examples of all these reports, see Headcounts and Trends reports,
page 37.
•
Employee Profile analysis looks at the distribution of employees by gender, age,
ethnic group, and other employee profile characteristics. For detailed descriptions
and examples of all these reports, see Employee Profile Analysis reports, page 58.
Headcounts and Trends reports
The Headcounts and Trends analysis area includes the following reports:
•
Distribution by Department - Monthly Trend
•
Division Distribution - Yearly Trend
•
Employee Distribution by Department and Region
•
Employee Distribution by Identity Groups - Yearly Trend
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•
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
•
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.
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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.
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Report layout and display
This report appears as a grid.
Report details
•
Qualification: You are prompted to select one or more years to analyze.
•
Drill path: No drill path is recommended.
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 layout and display
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This report appears as a grid.
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.
Report layout and display
This report appears as a graph with vertical bars.
Report details
•
Qualifications: You are prompted to select a year to analyze.
•
Drill path: No drill path is recommended.
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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.
Report layout and display
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.
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Usage scenarios
This report helps you see workforce distribution across employee tenure and
geographical region.
Report layout and display
The report appears as a graph with a set of pie charts, one per region.
Report details
•
Drill path: No drill path is recommended.
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.
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Report layout and display
The report appears as a graph with stacked vertical bars, and with Totals enabled.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
Drill path: No drill path is recommended.
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.
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Report layout and display
The report appears as a grid.
Report details
•
Qualification: You are prompted to select one or more years to analyze.
•
Drill path: No drill path is recommended.
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.
Report layout and display
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The report appears as a graph with vertical bars.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
Drill path: No drill path is recommended.
Contractor reports
The Headcounts and Trends area contains a Contractors subsection, which includes the
following reports:
•
Contract Expiration Alert
•
Contractor Cost Analysis
•
Contractors by Region and Division
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.
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Report layout and display
The report appears as a grid.
Report details
•
Qualification: This report is filtered by upcoming contract expirations.
•
Drill path: No drill path is recommended.
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.
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Report layout and display
The report appears as a grid.
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.
•
Drill path: No drill path is recommended.
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.
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Report layout and display
The report is displayed as a grid.
Report details
•
Drill path: You can drill down to contractor departments, locations, or names.
Transfer reports
The Headcounts and Trends area contains a second subsection called Transfers, which
includes the following reports:
•
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
•
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
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analyze.
Report layout and display
This report appears as a grid, with Totals on.
Report details
•
Qualification: You are prompted to select one or more years to analyze.
•
Drill path: No drill path is recommended.
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.
Report layout and display
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This report appears as a bar and line graph.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
Drill path: No drill path is recommended.
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.
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Report layout and display
This report appears as a grid, with Totals on.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
Drill path: No drill path is recommended.
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 layout and display
This report appears as a grid, with Totals on.
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Report details
•
Qualification: You are prompted to select a year to analyze.
•
Drill path: No drill path is recommended.
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 layout and display
This report appears as a grid, with Totals on.
Report details
•
Qualification: You are prompted to select a year and a department to analyze.
•
Drill path: No drill path is recommended.
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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 layout and display
This report appears as a grid, with Totals on.
Report details
•
Qualification: You are prompted to select a year and a location to analyze.
•
Drill path: No drill path is recommended.
Overall Employee Flow by Department
This report displays cumulative data on employee counts and employee transfers by
department.
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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 layout and display
This report appears as a grid, with Totals on.
Report details
•
Drill path: No drill path is recommended.
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.
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Report layout and display
This report appears as a grid, with Totals on.
Report details
•
Drill path: No drill path is recommended.
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.
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Report layout and display
This report appears as a grid.
Report details
•
Qualification: This report contains a static filter on Department Transfer.
•
Drill path: No drill path is recommended.
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.
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Report layout and display
This report appears as a grid.
Report details
•
Qualification: This report contains a static filter on Location Transfer.
•
Drill path: No drill path is recommended.
Employee Profile Analysis reports
The Employee Profile Analysis area includes the following reports:
•
Employee Profile by Department - Monthly Trend
•
Employee Profile by Region - Monthly Trend
•
Employee Profile by Tenure
•
Employee Profile Distribution
•
Employee Birthday Alert
•
Employee Anniversary Alert
Employee Profile by Department - Monthly Trend
This report shows employee profile distribution by company department, monthly.
Usage scenarios
This report can be useful to monitor specific employee profiles like gender, or categories
like minority groups, in the context of company departments.
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Report layout and display
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.
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Report layout and display
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: 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.
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Report layout and display
The report is displayed as a grid.
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.
•
Drill path: You can drill to other Employee attributes.
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.
Report layout and display
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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.
•
Drill path: No drill path is recommended.
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.
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Report layout and display
The report is displayed as a grid.
Report details
•
Qualification: This report includes a filter on Upcoming Birthdays and Employee
Current Status Active.
•
Drill path: No drill path is recommended.
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 layout and display
The report is displayed as a grid.
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Report details
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Qualification: This report includes a filter on Upcoming Anniversaries and Employee
Current Status Active.
•
Drill path: No drill path is recommended.
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4
COMPENSATION ANALYSIS
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 Shared Reports folder,
see Accessing reports, page 21.
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 area
This area provides targeted analysis of employee compensation costs. The reports in this
area enable organizations to monitor trends, to be alerted to significant deviations from
industry standards, and to align employee compensations costs to individual
performance.
The Compensation analysis area also contains two subsections, Overtime analysis and
Planning analysis. Overtime analysis tracks and analyzes employee working hours.
Planning analysis compares estimated compensation costs and employee headcounts
with actual values.
The Compensation analysis area (see Compensation reports, page 66 for descriptions
and examples) includes the following reports:
•
Compensation Distribution by Division
•
Compensation Distribution by Region
•
Compensation Items - Yearly Trend
•
Salary and Bonus Distribution by Department
•
Salary and Bonus Distribution by Location
•
Salary by Employee Level
•
Alert - Individual Salaries Above Industry Range
•
Alert - Individual Salaries Below Industry Range
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•
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 (see Overtime reports, page 76 for descriptions and
examples) contains the following reports:
•
Overtime Analysis - Monthly Trend
•
Overtime Cost Analysis
•
Overtime Cost - Monthly Trend
•
Jobs with Highest Overtime
The Planning analysis subsection (see Planning reports, page 80 for descriptions and
examples) contains the following reports:
•
Planned to Actual Difference and Variance - Quarterly Trend
•
Planned Headcount and Compensation to Actual - Quarterly Trend
•
Planned Headcount and Compensation by Department
•
Planned Headcount and Compensation by Region
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.
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Report layout and display
The report is displayed as a grid, with Totals on.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
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.
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Report layout and display
The report is displayed as a grid, with Totals on.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
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.
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Report layout and display
The report is displayed as a grid, with Subtotals on.
Report details
•
Drill path: No drill path is recommended.
•
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.
Report layout and display
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The report is displayed as a horizontal bar graph.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
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.
Report layout and display
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The report is displayed as a horizontal bar graph.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
Drill path: You can drill down to Employee.
•
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.
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Report layout and display
The report is displayed as a grid.
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.
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Report layout and display
The report appears as a grid.
You can include thresholds in the Industry Max Salary - Salary column to highlight
values above or below a selected number.
Report details
•
•
Qualification:
▫
You are prompted to select a year to analyze.
▫
The report displays those employees with Employee Current Status Active,
Maximum Salary - Salary < 0.
Drill path: No drill path is recommended.
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.
Report layout and display
The report is displayed as a grid.
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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.
Drill path: No drill path is recommended.
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.
Report layout and display
The report appears as a grid, with Totals on.
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Report details
•
•
Qualifications:
▫
You are prompted to select a year 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.
Drill path: You can drill to other Employee attributes.
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.
Report layout and display
The report appears as a grid.
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.
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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.
Report layout and display
The report appears as a grid.
You can include thresholds in the Salary to Industry Mode Variance column to highlight
values above or below a selected percentage.
Report details
•
•
Qualification:
▫
You are prompted to select a year to analyze.
▫
The report includes a filter on Performance Score between 4 and 5.
Drill path: No drill path is recommended.
Overtime reports
Overtime analysis tracks and analyzes employee working hours.
The Overtime analysis subsection contains the following reports:
76
•
Overtime Analysis - Monthly Trend
•
Overtime Cost Analysis
•
Overtime Cost - Monthly Trend
•
Jobs with Highest Overtime
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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, the average overtime hours
per employee, and to determine trends across time.
Report layout and display
This report appears as a line and bar graph.
Report details
•
Drill path: No drill path is recommended.
Overtime Cost Analysis
This report displays the cost of overtime based on an employee’s monthly salary.
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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.
Report layout and display
This report appears as a grid in Outline mode.
The report displays thresholds (highlighted in red) on overtime contributions greater
than 20%.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
Drill path: No drill path is recommended.
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.
Report layout and display
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This report appears as a bar graph.
Report details
•
Qualification: You are prompted to select a year to analyze.
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.
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Report layout and display
This report appears as a grid.
Report details
•
Qualifications: You are prompted to select the months and the number of top job
titles to analyze.
•
Drill path: You can drill down to Employee to see the distribution of overtime hours.
Planning reports
Planning analysis compares estimated compensation costs and headcounts with actual
values.
The Planning analysis subsection contains the following reports:
•
Planned 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
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.
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Usage scenarios
Use this report to determine trends in how closely your organization achieves targets for
headcount numbers and compensation costs.
Report layout and display
This report appears as a grid.
The report displays a threshold (highlighted in red) when the data in the Compensation
Variance column is less than -15 percent.
Report details
•
Drill path: No drill path is recommended.
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.
Report layout and display
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This report appears as a line and bar graph.
Report details
•
Drill path: No drill path is recommended.
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.
Report layout and display
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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
•
Qualification: You are prompted to select a quarter to analyze.
•
Drill path: No drill path is recommended.
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.
Report layout and display
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
•
Qualification: You are prompted to select a quarter to analyze.
•
Drill path: No drill path is recommended.
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BENEFIT ANALYSIS
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 Shared Reports folder;
see Accessing reports, page 21.
For information on the attributes, metrics, and filters included in the reports, see
Appendix A, Definitions for Objects on Reports: Object Glossaries.
Benefit analysis area
Analytics in this area are designed to help you examine and improve the management of
costs associated with providing non-cash benefits for employees.
The Benefit analysis area includes the following reports:
•
Benefit Usage and Costs - Quarterly Trend
•
Most Used Benefits by Number of Participants
•
Benefit Usage by Employee Profile
•
Time Off Overview by Department
Benefit reports
This section provides details on all reports in the Benefit area of the Human Resources
Analysis Module.
Benefit Usage and Costs - Quarterly Trend
This detailed report analyzes the trends for benefit use and costs across the organization,
by time.
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Usage scenarios
This report shows any changes in benefit costs over time, and can show to what degree
employees make use of a particular benefit. You can select the years to view.
Report layout and display
The report appears as a grid.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
Drill path: No drill path is recommended.
•
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.
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Report layout and display
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.
•
Drill path: No drill path is recommended.
•
Attributes: Participation Rate is the Number of Enrolled Employees / Total Number
of Employees *100.
Benefit Usage by Employee Profile
This detailed report analyzes key benefits, based on employee profile.
Usage scenarios
This report helps identify the best benefit mix for each employee profile. A typical
analysis might be performed for marital status and age. You select the quarter and the
employee profile to analyze.
Report layout and display
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The report is displayed as a grid.
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.
•
Drill path: No drill path is recommended.
•
Attributes: Participation Rate is the Number of Enrolled Employees / Total Number
of Employees *100.
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.
Report layout and display
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
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•
Qualification: The report displays information on those employees with Employee
Current Status = Active.
•
Drill path: You can drill down to Employee.
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ATTRITION ANALYSIS
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 Shared Reports folder;
see Accessing reports, page 21.
For information on the attributes, metrics, and filters included in the reports, see
Appendix A, Definitions for Objects on Reports: Object Glossaries.
Attrition analysis area
This area provides insight on employee attrition by identifying attrition trends and
profiles of employees who leave, so that an organization can pro-actively improve
retention rates and minimize the loss of key talent.
The Attrition analysis area includes the following reports:
•
Employee Attrition - Monthly Trend
•
Departed Employees by Position Status - Monthly Trend
•
Departures by Division - Monthly Trend
•
Departures by Region - Monthly Trend
•
Reasons for Departure
•
Alert: Upcoming Departures
•
Attrition by Recruiting Source
•
Departed Employees - Department Transfer Analysis
•
Departed Employees - Location Transfer Analysis
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Attrition reports
This section provides details on all reports in the Attrition area of the Human Resources
Analysis Module.
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.
Report layout and display
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
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•
Qualification: You are prompted to select a year to analyze.
•
Drill path: No drill path is recommended.
•
Attributes: Attrition Rate is the Number of Voluntary Departed Employees / Number
of Employees.
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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.
Report layout and display
The report appears as a grid, with totals.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
Drill path: No drill path is recommended.
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.
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Report layout and display
The report appears as a grid.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
Drill path: You can drill down to Department.
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.
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Report layout and display
The report appears as a grid.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
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.
Report layout and display
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The report appears as a pie chart.
Report details
•
Drill path: No drill path is recommended.
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.
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Report layout and display
The report appears as a grid.
Report details
•
Qualification: The report includes a filter to display those employees with upcoming
departures.
•
Drill path: No drill path is recommended.
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.
Report layout and display
The report is displayed as a grid, sorted by ascending Attrition Rate.
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Report details
•
Qualification: You are prompted to select the years to analyze.
•
Drill path: No drill path is recommended.
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 layout and display
The report is displayed as a grid.
Report details
•
Qualification: This report is filtered on Departed Employees and Department
Transfer.
•
Drill path: No drill path is recommended.
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 layout and display
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The report is displayed as a grid.
Report details
•
Qualification: This report is filtered on Departed Employees and Location Transfer.
•
Drill path: No drill path is recommended.
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7
RECRUITMENT ANALYSIS
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 Shared Reports folder;
see Accessing reports, page 21.
For information on the attributes, metrics, and filters included in the reports, see
Appendix A, Definitions for Objects on Reports: Object Glossaries.
Recruitment analysis area
This analysis area is designed to optimize the recruitment process by identifying hiring
trends, profiles, and organization needs.
The Recruitment analysis area is broken down into two sections which include the main
set of Recruitment reports, and a subsection called Hiring Process. The reports included
in the main set of Recruitment reports are:
•
Hiring Rate - Monthly Trend
•
New Hires by Division - Monthly Trend
•
New Hires by Region - Monthly Trend
•
New Hire by Position Status - Monthly Trend
•
Recent Hires
•
Hires by Recruiting Source
For detailed descriptions and examples of each report, see Recruitment reports, page 98
below.
The Hiring Process subsection includes the following reports:
•
Vacant Positions
•
Recruiting Pipeline
•
Position Open Days
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•
Positions Opened and Closed through Transfers
For detailed descriptions and examples of each report, see Hiring Process reports, page
103.
Recruitment reports
This section provides details on all reports in the Recruitment area of the Human
Resources Analysis Module.
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.
Report layout and display
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
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•
Qualification: You are prompted to select a year to analyze.
•
Drill path: No drill path is recommended.
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•
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 layout and display
The report appears as a grid.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
Drill path: You can drill down to Department.
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.
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Report layout and display
The report appears as a grid.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
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.
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Report layout and display
The report appears as a grid, with Totals on.
Report details
•
Qualification: You are prompted to select a year to analyze.
•
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.
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Report layout and display
The report appears as a grid.
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.
Drill path: No drill path is recommended.
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.
Report layout and display
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The report appears as a pie chart.
Report details
•
Drill path: No drill path is recommended.
Hiring Process reports
This section provides details on all reports in the Hiring Process area of the Human
Resources Analysis Module.
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.
This analysis can also be run for time comparisons, such as this month/this year
compared to this month/last year, for example.
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Report layout and display
The report appears as a grid.
Report details
•
•
Qualifications:
▫
The Job Close Date is null.
▫
You are prompted to select a job characteristic to analyze.
Drill path: No drill path is recommended.
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.
Report layout and display
The report appears as a grid, with subtotals at the Month level.
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Report details
•
Qualification: You are prompted to select a year to analyze.
•
Drill path: No drill path is recommended.
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.
Report layout and display
The report appears as a grid.
Report details
•
Qualification: This report contains a filter on Job Close Date, not null.
•
Drill path: No drill path is recommended.
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.
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Report layout and display
The report appears as a grid.
Report details
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•
Qualification: This report contains a filter on Job Open Reason = Backfill from
Transfer or Job Close Reason = Transfer.
•
Drill path: No drill path is recommended.
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WORKFORCE DEVELOPMENT
AND PRODUCTIVITY ANALYSIS
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 Shared Reports folder; see Accessing reports, page 21.
For information on the attributes, metrics, and filters included in the reports, see
Appendix A, Definitions for Objects on Reports: Object Glossaries.
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
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•
•
The Employee Performance subsection includes the following reports:
▫
Performance Appraisal
▫
Performance by Department - Yearly Trend
▫
Low Performing Employee Salaries to Industry Mode Comparison
The Employee Satisfaction subsection includes the following reports:
▫
Employee Satisfaction - Survey Results
▫
Employee Satisfaction - Yearly Trend
Employee Qualification reports
This section provides details on all reports in the Employee Qualification area of the
Human Resources Analysis Module.
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.
Report layout and display
The report appears as a grid, with a page-by option for Division and Region.
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Report details
•
Qualification: You can place a filter on Currently Active Employees to count only
those employees who are currently active.
•
Drill path: You can drill across to Employee details, such as name, ID, or title.
Employees by Qualification Type
This matrix report provides a list of employees who possess specific job qualifications.
Usage scenarios
You can use this report to view a list of employees with specified qualifications and skills.
You can select the qualification type at run time.
Report layout and display
The report appears as a grid.
Report details
•
Qualification: You are prompted to select a qualification type to analyze.
•
Drill path: No drill path is recommended.
Qualifications by Department and Location
This report provides a list of qualified employees for a specific company department and
location.
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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.
Report layout and display
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.
•
Drill path: No drill path is recommended.
Employee Performance reports
This section provides details on all reports in the Employee Performance area of the
Human Resources Analysis Module.
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.
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Report layout and display
The report appears as a grid, with a page-by option for Supervisor.
Report details
•
Qualifications:
▫
You are prompted to select a year to analyze.
▫
The report contains a filter on Active Employees.
•
Drill path: No drill path is recommended.
•
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.
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Report layout and display
The report appears as a grid, with banding.
Report details
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•
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.
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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.
Report layout and display
The report appears as a grid.
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:
▫
You are prompted to select a year to analyze.
▫
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
This section provides details on all reports in the Employee Satisfaction area of the
Human Resources Analysis Module.
Employee Satisfaction - Survey Results
This report provides information on employee satisfaction levels by department.
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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.
Report layout and display
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
•
Qualification: You are prompted to select a year to analyze.
•
Drill path: No drill path is recommended.
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.
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Report layout and display
The report appears as a graph with vertical bars.
Report details
•
Drill path: No drill path is recommended.
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A
DEFINITIONS FOR OBJECTS
ON REPORTS: OBJECT
GLOSSARIES
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, use MicroStrategy Developer to view the
MicroStrategy project definitions in the Public Objects folder or the
Schema Objects folder. You can also find additional object definitions in Appendix B,
Structure of HRAM’s Business Logic: Logical Data Model.
Metrics glossary
The following tables list all metrics (also known as key performance indicators, or KPIs)
used in HRAM.
All metrics object definitions can be found using, in the Public Objects\Metrics
folder in the MicroStrategy project. Metrics are organized into the following tables:
•
Employee glossary
•
Compensation glossary
•
Benefit and Time Off glossary
•
Transfers glossary
•
Qualifications, Performance, and Satisfaction glossary
•
Position glossary
•
Dates glossary
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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 Developer, navigate to the Human Resources Analysis Module, navigate to
the metric you are interested in, and double-click the metric to see details.)
Metric/KPI
117
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)]>
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)
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Metric/KPI
Description
Formula
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) {~}
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Metric/KPI
Description
Formula
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} <[Fulltime and Active (Hist)]>
Part-time
Employees
Number of part-time employees working
for the company (flag on Employment
Status = Part-time).
Count(Employee) {~, Time} <[Parttime 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.
Metric/KPI
119
Description
Formula
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
Overall compensation cost with no
grouping by employee function.
Sum([Compensation Cost]) {~, [Employee
Function]}
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Metric/KPI
Description
Formula
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]>
Functions
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Metric/KPI
121
Description
Formula
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]))
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Metric/KPI
Description
Formula
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.
Metric/KPI
Description
Formula
Company Cost
Cost to the company of a benefit per
employee, by quarter.
Sum([Company Cost]) {~}
Employee Cost
Cost to the employee of a benefit per
employee, by quarter.
Sum([Employee Cost]) {~}
Participants
Number of people participating in a
Sum([Number of Participants]) {~}
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Metric/KPI
Description
Formula
benefit. This can be different from the
number of enrolled employees since
employees can enroll their family
members.
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.
Metric/KPI
123
Description
Formula
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]>
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Metric/KPI
Description
Formula
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]>
Qualifications, Performance, and Satisfaction metrics
The following metrics are used primarily in the Workforce Development analysis area.
See the object definition for details.
Metric/KPI
Description
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) {~}
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))
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Formula
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Position metrics
The following metrics are primarily used in the Recruitment analysis area. See the object
definition for details.
Metric/KPI
Description
Formula
Vacant Positions
Number of currently vacant positions
within the organization.
Count([Job Code]) {~} <[Job Close
Date is Null]>
Vacant Positions
as % Total
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
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]) {~}
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 startup.
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)
Candidates
Dates metrics
The following metrics are used primarily in the Attrition analysis area. Most of these
metrics are filtered. See the object definition for details.
Metric/KPI
Current Month
125
Description
Uses a function returning the current
month.
Formula
Max(Month(CurrentDate())) {~}
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Metric/KPI
Description
Formula
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])) {~}
Filters glossary
This section lists all the filters used in HRAM.
All filter definitions are located in the Public Objects\Filters folder in the
MicroStrategy project and can be viewed using MicroStrategy Developer. 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.
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Filter
127
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"
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)
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Filter
Description
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"
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
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Filter
Description
Department Transfer
or Location Transfer
Department transfer OR location transfer
Active Transfers
(Hist)
Active Employee (Hist) AND Department Transfer or Location Transfer
Compensation and Benefit filters
Filter
Description
Base Salary
Compensation item in list "Base Salary".
Awards
Compensation item in list "Other Monetary Awards, Non-monetary Awards".
Regular Bonus
Compensation item in list "Regular Bonus ".
Base Salary and
Regular Bonus
Compensation item in list "Base Salary, Regular Bonus".
Maximum Salary Salary < 0
Evaluate the Set at the Metric level where (Industry Max Salary - Annual
Salary less than 0)
Salary - Minimum
Salary < 0
Evaluate the Set at the Metric level where (Annual salary - Industry Min
Salary less than 0)
Top Benefits by
Participants
Evaluate set at default metric level where Rank of 'Participants' Top
prompted value.
Pension Plan
Benefit Type in list “Pension Plan”
Top Overtime
Evaluate set of titles where Rank of ‘Overtime” (hours) Top prompted value.
Position filters
This table contains metric-based filters.
Filter
129
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”
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Compensation and Benefit filters
Filter
Description
Base Salary
Compensation item in list "Base Salary".
Awards
Compensation item in list "Other Monetary Awards, Non-monetary Awards".
Regular Bonus
Compensation item in list "Regular Bonus ".
Base Salary and
Regular Bonus
Compensation item in list "Base Salary, Regular Bonus".
Maximum Salary Salary < 0
Evaluate the Set at the Metric level where (Industry Max Salary - Annual
Salary less than 0)
Salary - Minimum
Salary < 0
Evaluate the Set at the Metric level where (Annual salary - Industry Min
Salary less than 0)
Top Benefits by
Participants
Evaluate set at default metric level where Rank of 'Participants' Top
prompted value.
Pension Plan
Benefit Type in list “Pension Plan”
Top Overtime
Evaluate set of titles where Rank of ‘Overtime” (hours) Top prompted value.
Position filters
This table contains metric-based filters.
Filter
Description
Job Close Date is Null
Job Close Date ID Is Null.
Job Close Date is not Null
Job Close Date ID Is not Null.
Job Close Reason = Transfer
Job Close Reason in list “Transfer”
Time filters
This table contains one filter based on attribute qualification ID with the use of operators
and dynamic dates. The attribute is Date.
Filter
Upcoming
Anniversaries
© 2017, MicroStrategy Inc.
Description
Evaluate the set at Report level where Employee's Hire Month = Current
Month.
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Filter
Description
Upcoming Birthdays
Evaluate the set at Report level where Employee's Birthday Month = Current
Month.
Upcoming Contract
Expirations
Contract Expiration ID greater than Today. This filter can be easily customized
to Current Month.
Upcoming Departures
Leave Date ID greater than Today. This filter can be easily customized to
Current Month.
Prompts glossary
This section lists all the prompts used in HRAM reports. The majority of the HRAM
reports have prompts as embedded filters, allowing you to select the report qualification
from a list of elements at run time. Prompts always require an answer for reports to run.
Prompt
131
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
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Consolidations glossary
Consolidations enable attribute elements to be grouped so they can be placed on a report
and displayed like any other attribute. Consolidation elements must usually be re-edited
to satisfy specific customer grouping requirements.
This section describes the consolidation used in HRAM reports.
Consolidation
Identity Groups
Description
• White {Ethnicity = Caucasian}
• Minority (((({Ethnicity=Asian} + {Ethnicity=African}) + {Ethnicity=Hispanic}) +
{Ethnicity=Indian}) + {Ethnicity=Other})
Custom Groups glossary
This section describes the custom groups used in HRAM reports.
Custom Group
Current
Tenure
Description
• < 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
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B
STRUCTURE OF HRAM’S
BUSINESS LOGIC: LOGICAL
DATA MODEL
This appendix presents the logical data model on which the Human Resources Analysis
Module (HRAM) is built. It assumes you have prior experience with logical data modeling
and creating business intelligence applications using MicroStrategy technology.
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 23.
Information can also be found by accessing each attribute’s definition using the Attribute
Editor in MicroStrategy Developer. The attributes can be found in the
Schema Objects\Attributes folder. Double-click an attribute to open the
Attribute Editor.
HRAM logical schema
The following diagram is based on the logical model shipped with the HRAM, and is
provided here to give you a general idea of the tables and columns in the logical schema.
The logical schema diagram is available in an Erwin file, located in Program Files (x86)\MicroStrategy\Analytics Modules\HRAM\HRAM.erwin.
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Human Resources Analysis Module Reference
Business hierarchies
HRAM is designed to provide in-depth knowledge of corporate human resources
information. HRAM accomplishes this partly through a set of attributes (business
concepts) and their relationships to each other. These attributes are arranged in a
specific sequence according to a business structure, in an arrangement called a hierarchy.
The key business hierarchies in the human resources process are
•
Employee: Employee, Profile (Age Range, Gender, Nationality, Ethnicity, Education
and Degree Type, Marital Status), Hire Date, Leave Date, Date of Birth, Title,
Address, Minority Group, Immigration Status, Clearance Status, Position Status,
Department, Division, Location, Region, Identification Number, Number of years of
experience, Salary Range Level, and Supervisor
•
Qualification: Qualifications, Qualification Type, and Level
•
Compensation: Compensation Type or Component
•
Benefit: Benefit Type and Component
•
Position: Job Open Date, Job Close Date, Position, and Job Code
•
Survey Field
•
Leave Reason
•
Time Off Type
•
Time: Year, Quarter, Month, and Day
Each hierarchy listed previously is described in detail in the following sections. For
additional information on the hierarchies, use MicroStrategy Developer to view 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.
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.
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Attribute
136
Description
Example
Employee
Name of the individual working for the
company, receiving salary and benefits in
return.
John Smith.
Profile
Group of attributes that define the personal
profile of an employee. See the following
Profile table.
Age, nationality, and so on. See
the following Profile table.
Address
Group of attributes that define the home
address of an employee. See the following
Address table.
Street, City, and so on. See the
following Address table.
Department /
Previous
Department
Employee's company department.
Production consulting, pre-sales
consulting, finance
administration, HR
administration, and so on.
Division /
Previous
Division
Employee's division.
• This is a parent of Employee and Month
(joint children) and belongs to the Function
hierarchy.
• This is a parent of Department and belongs
to the Function hierarchy.
Administration, consulting, and so
on.
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Human Resources Analysis Module Reference
Attribute
Location /
Previous
Location
Description
Example
Employee's work site.
22180-1234, 22182-2345
• 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.
Vienna, McLean, New York City,
Washington DC, and so on.
• This is a parent of Employee and Month
(joint children) and belongs to the
employee's Geography hierarchy.
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.
Full-time, part-time
A coefficient can be used to further clarify
Position Status:
0, 0.5, 0.8, 1
• 1 if full-time.
• Between 0 and 1 if part-time.
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.
1234, 1225, and so on.
• The attribute’s relationship is one to one
with Employee.
Employee
Status
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Indicates whether the employee is
active/hired, terminated voluntarily, or
• Active (hired)
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Attribute
Description
terminated involuntarily.
• 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
138
Example
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.
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Human Resources Analysis Module Reference
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
Many-to-one
L_EMPLOYEE
None
Leave Date
Many-to-one
L_EMPLOYEE
None
Level
Many-to-one
L_EMPLOYEE
None
Location Transfer
Many-to-one
L_EMP_HIST
None
Marital Status
Many-to-one
R_EMP_DEMO
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Children
Parents
Relationship Type
Table
None
Minority Group
Many-to-one
L_EMPLOYEE
None
Nationality
Many-to-one
R_EMP_DEMO
None
Phone Number
Many-to-one
R_EMP_ADDRESS
None
Position Status
Many-to-one
L_EMPLOYEE
None
Recruiting Source
Many-to-one
L_EMPLOYEE
None
State
Many-to-one
R_EMP_ADDRESS
None
Street
Many-to-one
R_EMP_ADDRESS
None
Supervisor
Many-to-one
L_EMPLOYEE
None
Title
Many-to-one
L_EMPLOYEE
None
Work Experience
Many-to-one
L_EMPLOYEE
None
Zip Code
Many-to-one
R_EMP_ADDRESS
Tenure
Form
ID
Form Expression
SENIORITY
Lookup Table
F_EMP_HIST
Other Tables
None
Level
Form
Form Expression
Other Tables
ID
EMP_LEVEL_ID
L_EMP_LEVEL
F_EMP_LEVEL, L_
EMPLOYEE
DESC
EMP_LEVEL_DESC
L_EMP_LEVEL
None
Children
Employee
140
Lookup Table
Parents
None
Relationship Type
One-to-many
Table
L_EMPLOYEE
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City
Form
ID
Form Expression
EMP_CITY
Children
Employee
Parents
None
Lookup Table
R_EMP_ADDRESS
Relationship Type
One-to-many
Other Tables
None
Table
R_EMP_ADDRESS
Country
Form
ID
Form Expression
EMP_CONTRY
Children
Employee
Parents
None
Lookup Table
R_EMP_ADDRESS
Relationship Type
One-to-many
Other Tables
None
Table
R_EMP_ADDRESS
Phone Number
Form
ID
Form Expression
EMP_PHONE_NUM
Children
Employee
Parents
None
Lookup Table
R_EMP_ADDRESS
Relationship Type
One-to-many
Other Tables
None
Table
R_EMP_ADDRESS
State
Form
ID
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Form Expression
EMP_STATE
Lookup Table
R_EMP_ADDRESS
Other Tables
None
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Children
Parents
Employee
None
Relationship Type
One-to-many
Table
R_EMP_ADDRESS
Street
Form
ID
Form Expression
Lookup Table
EMP_STREET
Children
R_EMP_ADDRESS
Parents
Employee
None
Other Tables
None
Relationship Type
One-to-many
Table
R_EMP_ADDRESS
Zip Code
Form
ID
Form Expression
Lookup Table
EMP_ZIP
Children
R_EMP_ADDRESS
Parents
Employee
Other Tables
None
None
Relationship Type
One-to-many
Table
R_EMP_ADDRESS
Birth Date
Form
ID
Form Expression
EMP_BIRTH_DATE
Children
Employee
142
Parents
None
Lookup Table
L_EMPLOYEE
Relationship Type
One-to-many
Other Tables
None
Table
L_EMPLOYEE
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Hire Date
Form
Form Expression
ID
HIRE_DATE
L_EMPLOYEE
Children
Parents
Employee
Lookup Table
None
Other Tables
None
Relationship Type
One-to-many
Table
L_EMPLOYEE
Leave Date
Form
Form Expression
ID
LEAVE_DATE
Children
Parents
Employee
None
Lookup Table
L_EMPLOYEE
Other Tables
None
Relationship Type
One-to-many
Table
L_EMPLOYEE
Department
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_DPTM_ID, LAST_DPTM_
ID, CNTR_DPTM_ID
L_EMP_DPTM, F_EMP_PREV_
HIST, L_CONTRACTOR
F_EMP_HIST, F_
SURVEY, F_PLAN, L_
EMPLOYEE
DESC
EMP_DPTM_DESC
L_EMP_DPTM
None
Children
Parents
Relationship Type
Table
Contractor
None
One-to-many
L_CONTRACTOR
Employee, Month
None
One-to-many
F_EMP_HIST
None
Division
Many-to-one
L_EMP_DPTM
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Previous Department
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_DPTM_ID, LAST_DPTM_
ID
L_LAST_DPTM, F_EMP_HIST
None
DESC
EMP_DPTM_DESC
L_LAST_DPTM
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
F_EMP_HIST
None
Previous Division
Many-to-one
L_LAST_DPTM
Division
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_DIVISION_ID
L_EMP_DIVISION
L_EMP_DPTM
DESC
EMP_DIVISION_DESC
L_EMP_DIVISION
None
Children
Department
Parents
None
Relationship Type
One-to-many
Table
L_EMP_DPTM
Previous Division
Form
Form Expression
Other Tables
ID
EMP_DIVISION_ID
L_LAST_DIVISION
L_LAST_DPTM
DESC
EMP_DIVISION_DESC
L_LAST_DIVISION
None
Children
Previous
Department
144
Lookup Table
Parents
None
Relationship Type
One-to-many
Table
L_LAST_DPTM
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Location
Form
Form Expression
Lookup Table
Other Tables
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
Children
Parents
Relationship Type
Table
Contractor
None
One-to-many
L_CONTRACTOR
Employee, Month
None
One-to-many
F_EMP_HIST
None
Region
Many-to-one
L_EMP_LOCATION
Previous Location
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_LOCATION_ID, LAST_
LOCATION_ID
L_LAST_LOCATION, F_EMP_HIST
None
DESC
LAST_LOCATION_
DESC
L_LAST_LOCATION
None
Children
Parents
Relationship Type
Table
Employee
None
One-to-many
F_EMP_HIST
None
Previous Region
Many-to-one
L_LAST_LOCATION
Region
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_REGION_ID
L_EMP_REGION
L_EMP_
LOCATION
DESC
EMP_REGION _DESC
L_EMP_REGION
None
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Children
Parents
Location
None
Relationship Type
Table
One-to-many
L_EMP_LOCATION
Previous Region
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_REGION_ID
L_LAST_REGION
L_LAST_
LOCATION
DESC
EMP_REGION _DESC
L_LAST_REGION
None
Children
Parents
Location
None
Relationship Type
One-to-many
Table
L_LAST_LOCATION
Age Range
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_AGE_RNG_ID
L_EMP_AGE_RANGE
R_EMP_DEMO
DESC
EMP_AGE_RNG_
DESC
L_EMP_AGE_RANGE
None
Children
Parents
Employee
None
Relationship Type
One-to-many
Table
R_EMP_DEMO
Degree Type
Form
146
Form Expression
Lookup Table
Other Tables
ID
EMP_DGR_TYPE_ID
L_EMP_DGR_TYPE
R_EMP_DEMO
DESC
EMP_DGR_TYPE_
DESC
L_EMP_DGR_TYPE
None
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Human Resources Analysis Module Reference
Children
Employee
Parents
None
Relationship Type
One-to-many
Table
R_EMP_DEMO
Education
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_EDU_ID
L_EMP_EDU
R_EMP_DEMO
DESC
EMP_EDU_ID
L_EMP_EDU
None
Children
Employee
Parents
None
Relationship Type
One-to-many
Table
R_EMP_DEMO
Ethnicity
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_ETHN_ID
L_EMP_ETHNICITY
R_EMP_DEMO
DESC
EMP_ETHN_DESC
L_EMP_ETHNICITY
None
Children
Employee
Parents
None
Relationship Type
One-to-many
Table
R_EMP_DEMO
Gender
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_GENDER_ID
L_EMP_GENDER
R_EMP_DEMO
DESC
EMP_GENDER_DESC
L_EMP_GENDER
None
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Children
Parents
Employee
None
Relationship Type
One-to-many
Table
R_EMP_DEMO
Marital Status
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_MRTL_STS_ID
L_EMP_MRTL_STS
R_EMP_DEMO
DESC
EMP_MRTL_STS_
DESC
L_EMP_MRTL_STS
None
Children
Parents
Employee
None
Relationship Type
One-to-many
Table
R_EMP_DEMO
Nationality
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_NTNLTY_ID
L_EMP_NTNLTY
R_EMP_DEMO
DESC
EMP_NTNLTY_DESC
L_EMP_NTNLTY
None
Children
Employee
Parents
None
Relationship Type
One-to-many
Table
R_EMP_DEMO
Clearance
Form
148
Form Expression
Lookup Table
Other Tables
ID
EMP_CLEARANCE_ID
L_CLEARANCE
L_EMPLOYEE
DESC
EMP_CLEARANCE_DESC
L_CLEARANCE
None
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Children
Parents
Employee
None
Relationship Type
Table
One-to-many
L_EMPLOYEE
Exempt Status
Form
ID
Form Expression
EXEMPT_FLG
Children
Other Tables
L_EMPLOYEE
Parents
Employee
Lookup Table
None
None
Relationship Type
Table
One-to-many
L_EMPLOYEE
Current Status
Form
Form Expression
Lookup Table
ID
EMP_CURR_STS_ID, EMP_STS_ID
L_EMPLOYEE; L_EMP_STS_
HIST
None
DESC
EMP_STS_DESC
L_EMP_STS_HIST
None
Children
Employee
Parents
None
Other Tables
Relationship Type
One-to-many
Table
L_EMPLOYEE
Historical Status
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_STS_ID
L_EMP_STS
F_EMP_HIST
DESC
EMP_STS_DESC
L_EMP_STS
None
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ID
Form
Form Expression
ID
EMP_ID_N
Children
Employee
Lookup Table
L_EMPLOYEE
Parents
None
Other Tables
L_EMPLOYEE
Relationship Type
One to one
Table
L_EMPLOYEE
Immigration Status
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_IMM_STS_ID
L_EMP_IMM_STS
L_EMPLOYEE
DESC
EMP_IMM_STS_DESC
L_EMP_IMM_STS
None
Children
Employee
Parents
None
Relationship Type
One-to-many
Table
L_EMPLOYEE
Minority Group
Form
Form Expression
Other Tables
ID
EMP_MNRTY_GRP_
ID
L_EMP_MNRTY_GRP
L_EMPLOYEE
DESC
EMP_MNRTY_GRP_
DESC
L_EMP_MNRTY_GRP
None
Children
Employee
150
Lookup Table
Parents
None
Relationship Type
One-to-many
Table
L_EMPLOYEE
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Position Status
Form
Form Expression
Lookup Table
Other Tables
ID
EMP_PSTN_STS_ID
L_EMP_PSTN_STS
L_EMPLOYEE
DESC
EMP_PSTN_STS_
DESC
L_EMP_PSTN_STS
None
Children
Employee
Parents
None
Relationship Type
One-to-many
Table
L_EMPLOYEE
Recruiting Source
Form
Form Expression
Lookup Table
Other Tables
ID
RCRTNG_SOURCE_
ID
L_RCRTNG_SOURCE
L_EMPLOYEE
DESC
RCRTNG_SOURCE_
DESC
L_RCRTNG_SOURCE
None
Children
Employee
Parents
None
Relationship Type
One-to-many
Table
L_EMPLOYEE
Supervisor
Form
ID
DESC
Form Expression
Lookup Table
SUPERVISOR_ID
L_EMPLOYEE,
EMPLOYEE_ID
L_EMP_SUPERVISOR
EMPLOYEE_DESC
L_EMP_SUPERVISOR
Children
Employee
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Parents
None
Relationship Type
One-to-many
Other Tables
None
None
Table
L_EMPLOYEE
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Title
Form
Form Expression
ID
EMP_TITLE_ID, CNTR_TILE_ID
Lookup Table
L_EMP_TITLE
Other Tables
L_EMPLOYEE
L_CONTRACTOR
DESC
EMP_TITLE_DESC
Children
Employee
Parents
None
L_EMP_TITLE
None
Relationship Type
One-to-many
Table
L_EMPLOYEE
Work Experience (Years)
Form
Form Expression
ID
EMP_WORK_EXP
Children
Employee
Parents
None
Lookup Table
L_EMPLOYEE
Relationship Type
One-to-many
Other Tables
None
Table
L_EMPLOYEE
Department Transfer
Form
ID
Form Expression
DPTM_TRANSFER_FLG
Children
Employee
152
Parents
None
Lookup Table
F_EMP_HIST
Relationship Type
One-to-many
Other Tables
F_EMP_PREV_
HIST
Table
L_EMPLOYEE
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Human Resources Analysis Module Reference
Location Transfer
Form
ID
Form Expression
LOC_TRANSFER_FLG
Children
Employee
Parents
None
Lookup Table
F_EMP_HIST
Relationship Type
One-to-many
Other Tables
F_EMP_PREV_
HIST
Table
L_EMPLOYEE
Contractor hierarchy
The Contractor hierarchy is available within the Employee hierarchy. In HRAM, the
Contractor hierarchy shares the following parents with Employee:
•
Department
•
Division
•
Location
•
Region
•
Title
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.
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Attribute
Description
Example
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
• Active
• Inactive (terminated or expired)
Title
Contractor's job title.
Consultant, Product Manager,
Program Manager, and so on
Contract Start Date
Contract start date.
12/24/2002
Contract Expiration
Date
Contract end date.
12/24/2003
The detailed definition of each attribute in the MicroStrategy metadata listed previously
is shown in the following tables.
Contractor
Form
Form Expression
Other Tables
ID
CONTRACTOR_ID
L_CONTRACTOR
None
DESC
CONTRACTOR_DESC
L_CONTRACTOR
None
Parents
Relationship Type
Children
154
Lookup Table
Table
None
Contractor Activity
Many-to-one
L_CONTRACTOR
None
Contract Expiration Date
Many-to-one
L_CONTRACTOR
None
Contract Start Date
Many-to-one
L_CONTRACTOR
None
Contract End Date
Many-to-one
L_CONTRACTOR
None
Department
Many-to-one
L_CONTRACTOR
None
Location
Many-to-one
L_CONTRACTOR
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Contract Activity
Form
Form Expression
ID
DESC
EMP_STS_ID
L_CNTR_STS
CNTR_ACTIVITY
L_CONTRACTOR
EMP_STS_DESC
L_CNTR_STS
Children
Contractor
Lookup Table
Parents
None
Relationship Type
One-to-many
Other Tables
None
None
Table
L_CONTRACTOR
Contract Expiration Date
Form
Form Expression
ID
CONTRACT_END_DATE
Children
Contractor
Parents
None
Lookup Table
L_CONTRACTOR
Relationship Type
One-to-many
Other Tables
None
Table
L_CONTRACTOR
Contract Start Date
Form
ID
Form Expression
CONTRACT_START_DATE
Children
Contractor
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Parents
None
Lookup Table
L_CONTRACTOR
Relationship Type
One-to-many
Other Tables
None
Table
L_CONTRACTOR
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Compensation hierarchy
This hierarchy represents the types of monetary compensation paid to employees. This
hierarchy consists of a single attribute.
Attribute
Description
Example
Compensation
Item
Type of monetary compensation given to the employee
per month. See examples for typical values for this
attribute.
Base salary, regular
bonus, allowance, and so
on.
The detailed definition of the attribute in the MicroStrategy metadata listed previously is
shown in the following table.
Compensation Item
Form
Form Expression
Lookup Table
Other Tables
ID
COMP_TYPE_ID
L_COMP_TYPE
F_COMP_MONTH
DESC
COMP_TYPE_DESC
L_COMP_TYPE
None
Benefit hierarchy
This hierarchy represents the benefits available to employees. The attributes and
relationships in the following figure represent the Benefit hierarchy.
Attribute
Benefit Type
Benefit
156
Description
General type of benefit offered to
employees; see the examples for
typical values of the different
benefit types.
Specific benefit offered to
employees; see the examples for
typical values for this sub-type.
Example
1
Health Care
2
Insurance
3
Time Off
4
FSA
1
Dental, prescription
2
Life insurance, disability insurance
3
Number of vacation days, number of sick days,
and so on.
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The detailed definition of each attribute in the MicroStrategy metadata listed previously
is shown in the following tables.
Benefit
Form
Form Expression
Lookup Table
Other Tables
ID
BENEFIT_ID
L_BENEFIT
F_BENEFIT_QTR
DESC
BENEFIT_DESC
L_BENEFIT
None
Children
Parents
None
Benefit Type
Relationship Type
Many-to-one
Table
L_BENEFIT
Benefit Type
Form
Form Expression
Lookup Table
Other Tables
ID
BENEFIT_TYPE_ID
L_BENEFIT_TYPE
L_BENEFIT
DESC
BENEFIT_TYPE_DESC
L_BENEFIT_TYPE
None
Children
Benefit
Parents
None
Relationship Type
One-to-many
Table
L_BENEFIT
Position hierarchy
This hierarchy represents the open positions available. For common attributes, it can be
built using the structure used in Employee. The attributes and relationships in the
following figure represent the Position hierarchy.
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Attribute
Position
Description
Can be vacant or occupied; one or more employees can
be assigned to a position.
Example
Programmer, head of
marketing
A copy of L_EMP_TITLE can be used as a lookup table.
Job Open
Reason
Reason related to a job opening; parent of Job Code.
New, backfill, backfill
from transfer
Transfer Out
Name of transferred employee, if position is open due
to transfer.
John Smith
Job Close
Reason
Reason related to a job closing; parent of Job Code.
Transfer, obsolete
Transfer In
Name of transferred employee, if position is closed due
to transfer.
John Smith
Job Code
When a position is vacant, a job code is associated with
it; when the recruitment starts, an open date is also
established.
1234, 4567
Job
Department
Department in which the vacant position corresponding
to the job code is open; parent of Job Code.
Finance, marketing
Job Location
Location where the vacant position corresponding to
the job code is open; parent of Job Code.
New York, Washington,
Boston
Job Clearance
Clearance necessary to perform the duties of the
vacant 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.
12/12/02
The attribute’s relationship is one to one with Job Code.
Job Close
Date
Date on which the position advertisement is ended
(when the position becomes obsolete or is filled).
1/1/03
The attribute’s relationship is one to one with Job Code.
The detailed definition of each attribute in the MicroStrategy metadata listed previously
is shown in the following tables.
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Job Code
Form
Form Expression
ID
JOB_CODE_ID
Children
Parents
Lookup Table
L_JOB_CODE
Other Tables
F_POSITION
Relationship Type
Table
None
Job Clearance
Many-to-one
L_JOB_CODE
None
Job Close Reason
Many-to-one
L_JOB_CODE
None
Job Close Date
One-to-one
L_JOB_CODE
None
Job Open Date
One-to-one
L_JOB_CODE
None
Job Open Reason
Many-to-one
L_JOB_CODE
None
Job Department
Many-to-one
L_JOB_CODE
None
Job Location
Many-to-one
L_JOB_CODE
None
Position
Many-to-one
L_JOB_CODE
None
Job Work Experience
Many-to-one
L_JOB_CODE
Job Clearance
Form
ID
DESC
Form Expression
Lookup Table
EMP_CLEARANCE_ID
L_JOB_CLEARANCE
JOB_CLEARANCE_ID
L_JOB_CODE
EMP_CLEARANCE_
DESC
L_JOB_CLEARANCE
Children
Job Code
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Parents
Job Clearance
Relationship Type
One-to-many
Other Tables
None
None
Table
L_JOB_CODE
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Job Close Date
Form
ID
Form Expression
JOB_CLOSE_DATE
Children
Job Code
Parents
None
Lookup Table
L_JOB_CODE
Other Tables
None
Relationship Type
One-to-one
Table
L_JOB_CODE
Job Open Date
Form
ID
Form Expression
JOB_OPEN_DATE
Children
Job Code
Parents
None
Lookup Table
L_JOB_CODE
Other Tables
None
Relationship Type
One-to-one
Table
L_JOB_CODE
Job Department
Form
ID
Form Expression
JOB_DPTM_ID, EMP_DPTM_ID
Lookup Table
L_JOB_CODE
Other Tables
None
L_JOB_DPTM
DESC
EMP_DPTM_DESC
Children
Job Code
160
Parents
None
L_JOB_DPTM
Relationship Type
One-to-many
None
Table
L_JOB_CODE
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Job Location
Form
ID
DESC
Form Expression
Lookup Table
JOB_LOCATION_ID, EMP_
LOCATION_ID
L_JOB_CODE
EMP_LOCATION_DESC
L_JOB_LOCATION
Children
Job Code
Parents
None
Other Tables
None
L_JOB_LOCATION
None
Relationship Type
One-to-many
Table
L_JOB_CODE
Job Work Experience
Form
ID
Form Expression
JOB_WORK_EXP
Children
Job Code
Parents
None
Lookup Table
L_JOB_CODE
Other Tables
None
Relationship Type
One-to-many
Table
L_JOB_CODE
Position
Form
Form Expression
Lookup Table
Other Tables
ID
POSITION_ID
L_POSITION
L_JOB_CODE
DESC
POSITION_DESC
L_POSITION
None
Children
Job Code
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Parents
None
Relationship Type
One-to-many
Table
L_JOB_CODE
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Job Open Reason
Form
Form Expression
Lookup Table
Other Tables
ID
JOB_OPEN_RSN_
ID
L_JOB_OPEN_RSN
L_JOB_CODE
DESC
JOB_OPEN_RSN_
DESC
L_JOB_OPEN_RSN
None
Children
Job Code
Parents
None
Relationship Type
One-to-many
Table
L_JOB_CODE
Job Close Reason
Form
Form Expression
Lookup Table
Other Tables
ID
JOB_CLOSE_RSN_
ID
L_JOB_CLOSE_RSN
L_JOB_CODE
DESC
JOB_CLOSE_RSN_
DESC
L_JOB_CLOSE_RSN
None
Children
Job Code
Parents
None
Relationship Type
One-to-many
Table
L_JOB_CODE
Time Off hierarchy
This hierarchy represents the different types of time off that an employee can accrue and
use. This hierarchy consists of a single attribute.
Attribute
Time Off Type
Description
Employee's type of time off.
Example
Vacation, sick, unpaid leave, and so
on.
The detailed definition of the attribute in the MicroStrategy metadata listed previously is
shown in the following table.
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Time Off Type
Form
Form Expression
Lookup Table
Other Tables
ID
TIME_OFF_TYPE_ID
L_TIME_OFF_TYPE
F_TIME_OFF
DESC
TIME_OFF_TYPE_
DESC
L_TIME_OFF_TYPE
None
Survey Field hierarchy
This hierarchy represents the survey questions (fields) that an employee is asked to
respond to. This hierarchy consists of a single attribute.
Attribute
Description
Survey Field
Example
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
The detailed definition of the attribute in the MicroStrategy metadata listed previously is
shown in the following table.
Survey Field
Form
Form Expression
Lookup Table
Other Tables
ID
SURVEY_FIELD_ID
L_SURVEY_FIELDS
None
DESC
SURVEY_FIELD_DESC
L_SURVEY_FIELDS
None
Qualification hierarchy
For HRAM, this hierarchy represents the different job qualifications related to vacant
positions. More detailed analysis can be done with this hierarchy, depending on specific
customer needs. The attributes and relationships in the following figure represent the
Qualification hierarchy.
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Attribute
Description
Example
Qualification
Type
Type of qualification; parent of Qualification.
Programming, Languages
Qualification
A specific qualification; child of qualification type
and parent of Employee.
Programming Fundamentals,
Advanced Programming
The detailed definition of each attribute in the MicroStrategy metadata listed previously
is shown in the following tables.
Qualification Type
Form
Form Expression
Lookup Table
Other Tables
ID
QLFN_TYPE_ID
L_QLFN_TYPE
L_QLFN
DESC
QLFN__TYPEDESC
L_QLFN_TYPE
None
Children
Qualification
Parents
None
Relationship Type
Table
One-to-many
L_QLFN
Qualification
Form
164
Form Expression
Lookup Table
Other Tables
ID
QLFN_ID
L_QLFN
F_EMP_QLFN
DESC
QLFN_DESC
L_QLFN
None
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Children
Parents
None
Qualification Type
Relationship Type
Table
Many-to-one
L_QLFN
Leave Reason hierarchy
This hierarchy represents an employee’s reason for leaving the company or the reason
for employee termination. This hierarchy includes both voluntary and involuntary endof-employment reasons. This hierarchy consists of a single attribute.
Attribute
Leave
Reason
Description
Example
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.
The detailed definition of the attribute in the MicroStrategy metadata listed previously is
shown in the following table.
Leave Reason
Form
Form Expression
Lookup Table
Other Tables
ID
LEAVE_RSN_ID
L_LEAVE_RSN
L_EMPLOYEE
DESC
LEAVE_RSN_DESC
L_LEAVE_RSN
None
Time hierarchy
This hierarchy represents the calendar time used for tracking employee- and job-related
processes. The attributes and relationships in the following figure represent the Time
hierarchy.
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Attribute
Description
Example
Date
Calendar date that is used to track the different processes and
also used for entries in to the general ledger.
01/01/03
Month
Calendar month.
Jan 2003
Quarter
A period of 3 months.
Q1 2003
Year
Calendar year.
2002, 2003
The detailed definition of each attribute in the MicroStrategy metadata listed previously
is shown in the following tables.
Date
Form
ID
Form Expression
DATE_ID
Children
None
166
L_CAL_DATE
Parents
Month
Lookup Table
Relationship Type
Many-to-one
Other Tables
F_EMP_QLFN
Table
L_CAL_DATE
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Month
Form
Form Expression
Lookup Table
Other Tables
ID
MONTH_ID
L_CAL_MONTH
L_CAL_DATE, F_POSITION, F_EMP_
HIST
DESC
MONTH_DESC
L_CAL_MONTH
None
Children
Parents
Relationship Type
Table
Date
None
One-to-many
L_CAL_DATE
None
Quarter
Many-to-one
L_CAL_MONTH
Quarter
Form
Form Expression
Lookup Table
Other Tables
ID
QTR_ID
L_CAL_QTR
L_CAL_DATE, L_CAL_MONTH, F_
BENEFIT_QTR
DESC
QTR_DESC
L_CAL_QTR
None
Children
Parents
Relationship Type
Table
Month
None
One-to-many
L_CAL_MONTH
None
Year
Many-to-one
L_CAL_QTR
Year
Form
ID
Form Expression
YEAR_ID
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Lookup Table
L_CAL_YEAR
Other Tables
L_CAL_DATE, L_CAL_MONTH, L_CAL_
QTR, F_SURVEY, F_PERF, F_EMP_
LEVEL, F_COMP, F_BONUS_PTNTL
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Children
Parents
Quarter
None
Relationship Type
Table
One-to-many
L_CAL_QTR
Facts
This 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
•
Qualifications: Number of qualified employees, qualification level
•
Performance Score, Tenure, Satisfaction Score
For additional details, use MicroStrategy Developer to view the 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:
Expression
EMP_FTE_COEF
168
Mapping Method
Automatic
Source Table Name
L_EMPLOYEE
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Tenure
This fact is used to calculate the maximum tenure of departed employees.
Fact: Tenure
Comment: None
Definition:
Expression
SENIORITY
Mapping Method
Automatic
Source Table Name
F_EMP_HIST
Department Transfer
This fact is used to calculate the total number of department transfers.
Fact: Department Transfer
Comment: None
Definition:
Expression
DPTM_TRANSFER_FLG
Mapping Method
Automatic
Source Table Name
F_EMP_HIST
Location Transfer
This fact is used to calculate the total number of location transfers.
Fact: Location Transfer
Comment: None
Definition:
Expression
LOC_TRANSFER_FLG
Mapping Method
Automatic
Source Table Name
F_EMP_HIST
Birth Date
Birth Date, Hire Date, and Leave Date are useful as functions arguments.
Fact: Birth Date
Comment: None
Definition:
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Expression
EMP_BIRTH_DATE
Mapping Method
Automatic
Source Table Name
L_EMPLOYEE
Hire Date
Birth Date, Hire Date, and Leave Date are useful as functions arguments.
Fact: Hire Date
Comment: None
Definition:
Expression
HIRE_DATE
Mapping Method
Automatic
Source Table Name
L_EMPLOYEE
Leave Date
Birth Date, Hire Date, and Leave Date are useful as functions arguments.
Fact: Leave Date
Comment: None
Definition:
Expression
LEAVE_DATE
Mapping Method
Automatic
Source Table Name
L_EMPLOYEE
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:
Expression
SALARY_RATE
Mapping Method
Automatic
Source Table Name
L_CONTRACTOR
Contract Start Date
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The Salary Rate, Contract Start Date, and Contract End Date facts are typical elements of
an employee contract.
Fact: Contract Start Date
Comment: None
Definition:
Expression
CONTRACT_START_DATE
Mapping Method
Automatic
Source Table Name
L_CONTRACTOR
Contract End Date
The Salary Rate, Contract Start Date, and Contract End Date facts are typical elements of
an employee contract.
Fact: Contract End Date
Comment: None
Definition:
Expression
CONTRACT_END_DATE
Mapping Method
Automatic
Source Table Name
L_CONTRACTOR
Level Industry Mode
The Level Industry Mode, Level Max Salary, and Level Min Salary facts are used to
compare actual employee salaries to market salaries.
Fact: Level Industry Mode
Comment: None
Definition:
Expression
LEVEL_IND_STD
Mapping Method
Automatic
Source Table Name
F_EMP_LEVEL
Level Max Salary
The Level Industry Mode, Level Max Salary, and Level Min Salary facts are used to
compare actual employee salaries to market salaries.
Fact: Level Max Salary
Comment: None
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Definition:
Expression
LEVEL_MAX_SALARY
Mapping Method
Automatic
Source Table Name
F_EMP_LEVEL
Level Min Salary
The Level Industry Mode, Level Max Salary, and Level Min Salary facts are used to
compare actual employee salaries to market salaries.
Fact: Level Min Salary
Comment: None
Definition:
Expression
LEVEL_MIN_SALARY
Mapping Method
Automatic
Source Table Name
F_EMP_LEVEL
Compensation facts
Compensation Cost
The Compensation Cost amount is calculated as the sum of the fact COMP_AMT, stored
at Compensation Type, Month, and Employee Level.
Fact: Compensation Cost
Comment: None
Definition:
Expression
COMP_AMT
Mapping Method
Automatic
Source Table Name
F_COMP_MONTH
Annual Salary
The Annual Salary is available in another fact table, at Employee level and Year level.
Fact: Compensation Cost
Comment: None
Definition:
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Expression
ANNUAL_SALARY_AMT
Mapping Method
Automatic
Source Table Name
F_BONUS_PTNTL
Bonus Potential
The Bonus Potential is available in another fact table, at Employee level and Year level.
Fact: Bonus Potential
Comment: None
Definition:
Expression
BONUS_PTNTL_AMT
Mapping Method
Automatic
Source Table Name
F_BONUS_PTNTL
Benefit and Time Off facts
Company Cost
The cost of benefits to both the company (Company Cost) and the employee (Employee
Cost) are stored in F_BENEFIT, along with the Number of Participants, associated with
each employee.
Fact: Company Cost
Comment: None
Definition:
Expression
CO_COST_AMT
Mapping Method
Automatic
Source Table Name
F_BENEFIT_QTR
Employee 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: Employee Cost
Comment: None
Definition:
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Expression
EMP_COST_AMT
Mapping Method
Automatic
Source Table Name
F_BENEFIT_QTR
Number of Participants
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: Number of Participants
Comment: None
Definition:
Expression
N_PARTICIPANTS
Mapping Method
Automatic
Source Table Name
F_BENEFIT_QTR
Number of Accrued Days
Facts relevant to Benefit Type with the Time Off value are stored in the fact table F_
TIME_OFF.
Fact: Number of Accrued Days
Comment: None
Definition:
Expression
N_ACCRUED_DAYS
Mapping Method
Automatic
Source Table Name
F_TIME_OFF
Number of Used Days
Facts relevant to Benefit Type with the Time Off value are stored in the fact table F_
TIME_OFF.
Fact: Number of Used Days
Comment: None
Definition:
Expression
N_USED_DAYS
174
Mapping Method
Automatic
Source Table Name
F_TIME_OFF
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Vacant Positions facts
This section contains the facts defined for open job positions.
Number of Received Resumes
Fact: Number of Received Resumes
Comment: None
Definition:
Expression
N_REC_RESUMES
Mapping Method
Automatic
Source Table Name
F_POSITION
Number of Interviewed Candidates
Fact: Number of Interviewed Candidates
Comment: None
Definition:
Expression
N_INTERVIEWED
Mapping Method
Automatic
Source Table Name
F_POSITION
Number of Sent Offers
Fact: Number of Sent Offers
Comment: None
Definition:
Expression
N_SENT_OFFERS
Mapping Method
Automatic
Source Table Name
F_POSITION
Number of Accepted Offers
Fact: Number of Accepted Offers
Comment: None
Definition:
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Expression
N_ACCPTD_OFFERS
Mapping Method
Automatic
Source Table Name
F_POSITION
Number of Rejected Offers
Fact: Number of Rejected Offers
Comment: None
Definition:
Expression
N_RJCTD_OFFERS
Mapping Method
Automatic
Source Table Name
F_POSITION
Job Open Date
Fact: Job Open Date
Comment: None
Definition:
Expression
JOB_OPEN_DATE
Mapping Method
Automatic
Source Table Name
L_JOB_CODE
Job Close Date
Fact: Job Close Date
Comment: None
Definition:
Expression
JOB_CLOSE_DATE
Mapping Method
Automatic
Source Table Name
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.
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Qualification Level
Fact: Qualification Level
Comment: None
Definition:
Expression
QLFN_LEVEL_ID
Mapping Method
Automatic
Source Table Name
F_QLFN_LEVEL
Employee Performance Score
Fact: Employee Performance Score
Comment: None
Definition:
Expression
Mapping
Method
EMP_PRF_SCORE_ID
Automatic
Source Table Name
F_PERF
Employee Satisfaction Score
Fact: Employee Satisfaction Score
Comment: None
Definition:
Expression
Mapping
Method
SATISFACTION_SCORE
Automatic
Source Table Name
F_SURVEY
Survey Count
Fact: Survey Count
Comment: None
Definition:
Expression
SURVEY_COUNT
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Mapping Method
Automatic
Source Table Name
F_SURVEY
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Table-specific facts
The facts in this section are used to drive the count of employees to a specific table.
L_EMPLOYEE
Fact: L_EMPLOYEE
Comment: None
Definition:
Expression
EMPLOYEE_ID
Mapping Method
Manual
Source Table Name
L_EMPLOYEE
F_EMP_HIST
Fact: F_EMP_HIST
Comment: None
Definition:
Expression
EMPLOYEE_ID
Mapping Method
Manual
Source Table Name
F_EMP_HIST
F_EMP_PREV_HIST
Fact: F_EMP_PREV_HIST
Comment: None
Definition:
Expression
EMPLOYEE_ID
Mapping Method
Manual
Source Table Name
F_EMP_PREV_HIST
F_OVERTIME
Fact: F_OVERTIME
Comment: None
Definition:
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Expression
EMPLOYEE_ID
Mapping Method
Manual
Source Table Name
F_OVERTIME
F_EMP_QLFN
Fact: F_EMP_QLFN
Comment: None
Definition:
Expression
EMPLOYEE_ID
Mapping Method
Manual
Source Table Name
F_EMP_QLFN
F_BENEFIT_QTR
Fact: Survey Count
Comment: None
Definition:
Expression
EMPLOYEE_ID
© 2017, MicroStrategy Inc.
Mapping Method
Manual
Source Table Name
F_BENEFIT_QTR
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C
DATA STORAGE: PHYSICAL
SCHEMA AND DATA
DICTIONARY
This appendix provides a diagram of the physical schema that comes with the Human
Resources Analysis Module (HRAM). This appendix also provides descriptions of all the
tables and columns in the default data warehouse, and their purposes.
Prerequisites
This appendix was written for consultants and developers implementing and customizing
the HRAM application, and those building ETL routines to populate the data warehouse.
It assumes that you are familiar with basic RDBMS concepts and Erwin data modeling.
HRAM physical schema
The following diagram is based on the physical model shipped with the HRAM, and is
provided here to give you a general idea of the tables and columns in the physical
schema. The physical schema is available in an Erwin file, located in Program Files (x86)\MicroStrategy\Analytics Modules\HRAM\HRAM.erwin.
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Table information
This section describes each physical table used in HRAM.
Table Name
Table Comment
Area
F_BENEFIT_QTR
Stores the cost of the benefit component for employer and
employees at quarter level. Only employees participating in
the benefits are listed in this table.
Benefit
F_BONUS_PTNTL
Stores employees' bonus potential and annual salary for
every employee and year.
Compensation
F_COMP_MONTH
Stores monthly compensation amounts per each
compensation type for each employee.
Compensation
F_EMP_HIST
Stores historical information for employees at month level.
Employee
F_EMP_LEVEL
Tracks employee levels by year, with related salary ranges
and salary industry mode.
Employee
F_EMP_QLFN
Stores information on the employee's qualifications, skills,
and skill level.
Qualification
F_OVERTIME
Stores the number of extra hours worked per employee per
month. Only non-exempt employees with overtime are
present in this table.
Overtime
F_PERF
Stores the yearly performance scores for each employee.
Performance
F_PLAN
Stores planned compensation costs and target number of
employees at quarter level.
Planning
F_PLAN_EMP_
MONTH
Stores information on the planned headcount by month.
Employee
F_POSITION
Tracks the details of the hiring process, from resume
gathering, to interviewing of candidates, to job offers and
job offer acceptance. The history of the job code is tracked
from open date to close date.
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
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Table Name
183
Table Comment
Area
L_CAL_YEAR
Dimension/look-up table for TIME at the Year Level.
Time
L_COMP_TYPE
Stores all the compensation types or components.
Compensation
L_CONTRACTOR
Stores information on contractors.
Employee
L_EMP_AGE_RANGE
Stores the age ranges of employees and needs to be
updated from time to time.
Employee
L_EMP_CLEARANCE
Stores information on security clearance level of
employees.
Employee
L_EMP_DGR_TYPE
Sores information on the type of education degree of
employees.
Employee
L_EMP_DIVISION
Stores the divisions in which employees work.
Employee
L_EMP_DPTM
Includes information on the department to which the
employee belongs.
Employee
L_EMP_EDU
Stores the information on the type of education of
employee.
Employee
L_EMP_ETHNICITY
Stores information on the ethnicity of employee.
Employee
L_EMP_GENDER
Stores information on the gender of employee.
Employee
L_EMP_IMM_STS
Stores information on the immigration status of employee.
Employee
L_EMP_LEVEL
Stores information on the level of employee.
Employee
L_EMP_LOCATION
Stores information on the employee’s work location
Employee
L_EMP_MNRTY_GRP
Tracks the minority group to which some employees might
belong. This is useful to match law requirements.
Employee
L_EMP_MRTL_STS
Stores the marital status of employees and needs to be
updated from time to time.
Employee
L_EMP_NTNLTY
Stores information on the nationality of employee.
Employee
L_EMP_PSTN_STS
Indicates the position status of employee.
Employee
L_EMP_REGION
Stores the regions in which employees work.
Employee
L_EMP_STS
Indicates whether the employee is active/hired or
inactive/terminated.
Employee
L_EMP_TITLE
Includes the title of the employee.
Employee
L_EMPLOYEE
Lists the individual working for the company who receives
salary and benefits in return.
Employee
L_JOB_CLOSE_
RSN
Stores the reasons for closing jobs.
Position
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Table Name
Table Comment
Area
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
L_JOB_OPEN_
RSN
Stores the reasons for opening jobs.
Position
L_LEAVE_RSN
Stores all the reasons for termination.
Leave Reason
L_POSITION
Stores the information about positions in the company.
Position
L_QLFN
Stores information on the qualifications or skills available
to employees.
Qualification
L_QLFN_TYPE
Stores information on the type of qualifications or skills
available to employees.
Qualification
L_RCRTNG_
SOURCE
Stores the recruiting sources used to hire new employees.
Employee
L_SURVEY_FIELDS
Stores all the survey fields.
Survey
L_TIME_OFF_TYPE
Stores the different types of time off.
Time Off
R_EMP_ADDRESS
Stores all the details on employee addresses.
Employee
R_EMP_DEMO
Stores information on the demographic attributes of the
employees.
Employee
Table column information
This section describes each physical table column used in HRAM.
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 file (see the HRAM physical
schema, page 180 section above) to easily convert this information to another
database type.
Table Name
F_BENEFIT_
QTR
© 2017, MicroStrategy Inc.
Column Name
Data Type
Column Comment
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.
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Table Name
F_BONUS_
PTNTL
F_COMP_
MONTH
F_EMP_
HIST
185
Column Name
Data Type
Column Comment
EMPLOYEE_ID
Numeric
(38,0)
Unique identifier of individual
working for the company.
N_PARTICIPANTS
Numeric
(38,0)
Number of participants per
employee. The minimum value for
this field is 1.
QTR_ID
Numeric
(38,0)
Unique identifier for the quarter. This
is a time hierarchy table. The default
format for the quarter id is YYYYQ
and is stored as an integer.
ANNUAL_SALARY_
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.
EMPLOYEE_ID
Numeric
(38,0)
Unique identifier of individual
working for the company.
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.
COMP_AMT
Numeric
(15,6)
Compensation amount monthly paid
to the employee.
COMP_TYPE_ID
Numeric
(38,0)
Unique identifier of the
compensation type or item
EMPLOYEE_ID
Numeric
(38,0)
Unique identifier of individual
working for the company.
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.
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.
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Table Name
F_EMP_
LEVEL
F_EMP_
QLFN
© 2017, MicroStrategy Inc.
Column Name
Data Type
Column Comment
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.
EMP_LEVEL_ID
Numeric
(38,0)
Unique identifier of the employee's
level.
LEVEL_IND_STD
Numeric
(38,0)
Indicates the mode of the industry or
market standard salary for every
employee level.
LEVEL_MAX_
SALARY
Numeric
(38,0)
Maximum salary given to a specific
level of employee.
LEVEL_MIN_
SALARY
Numeric
(38,0)
Minimum salary given to a specific
level of employee.
YEAR_ID
Numeric
(38,0)
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.
DATE_ID
TimeStamp (0)
Tracks all the dates in the system. All
valid calendar dates for reporting
purposes will have to be defined
here.
EMPLOYEE_ID
Numeric
(38,0)
Unique identifier of individual
working for the company.
QLFN_ID
Numeric
(38,0)
Unique identifier of the employee's
qualifications.
QLFN_LEVEL_ID
Numeric
(38,0)
Level or score assigned to an
employee with a specific
qualification.
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Table Name
F_OVERTIME
F_PERF
F_PLAN
F_POSITION
187
Column Name
Data Type
Column Comment
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.
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.
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.
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.
JOB_CODE_ID
Numeric
(38,0)
Unique identifier of the job.
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.
N_ACCPTD_
OFFERS
Numeric
(38,0)
Number of accepted offers.
N_INTERVIEWED
Numeric
(38,0)
Number of interviewed candidates
per position.
N_REC_
Numeric
Number of received resumes per
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Table Name
F_SURVEY
F_TIME_OFF
F_PLAN_EMP_
MONTH
© 2017, MicroStrategy Inc.
Column Name
Data Type
Column Comment
RESUMES
(38,0)
position.
N_RJCTD_
OFFERS
Numeric
(38,0)
Number of rejected offers.
N_SENT_OFFERS
Numeric
(38,0)
Number of offers sent per position.
EMP_DPTM_ID
Numeric
(38,0)
Unique identifier of the department
to which the employee belongs.
SATISFACTION_
SCORE
Numeric
(15,6)
Satisfaction score by survey fields,
year and department.
SURVEY_COUNT
Numeric
(38,0)
Number of returned surveys. For
every returned survey, the number 1
is entered.
SURVEY_FIELD_
ID
Numeric
(38,0)
Unique identifier of the survey field.
YEAR_ID
Numeric
(38,0)
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.
SEQ_KEY_ID
Numeric
Sequential key not used in the
project, to ensure no duplicate rows
in the table.
EMPLOYEE_ID
Numeric
(38,0)
Unique identifier of individuals
working for the company.
N_ACCRUED_
DAYS
Numeric
(15,6)
Total number of days accrued by the
employee. This number can be
calculated by multiplying the
employee tenure with a companyspecific 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.
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.
PLANNED_N_EM
Numeric(38,0)
Target number of employees.
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Table Name
L_BENEFIT
L_BENEFIT_
TYPE
L_CAL_DATE
L_CAL_
MONTH
189
Column Name
Data Type
Column Comment
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.
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.
DATE_ID
TimeStamp (0)
Tracks all the dates in the system. All
valid calendar dates for reporting
purposes must be defined here.
MONTH_ID
Numeric
(38,0)
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.
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.
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.
LAST_MONTH_ID
Numeric
(38,0)
ID of the previous month. For
example, for December 2003 it is
November 2003. This is stored in
the same format as the MONTH_ID
(YYYYMM).
MONTH_DESC
VarChar (30)
Textual description of the month.
MONTH_ID
Numeric
(38,0)
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.
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.
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.
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Table Name
L_CAL_QTR
L_CAL_YEAR
L_COMP_
TYPE
© 2017, MicroStrategy Inc.
Column Name
Data Type
Column Comment
LAST_QTR_ID
Numeric
(38,0)
ID of the previous quarter. For
example, for Q4 2003 it is Q3 2003.
This is stored in the same format as
the QTR_ID (YYYYQ).
QTR_DESC
VarChar (30)
Textual description of the quarter.
QTR_ID
Numeric
(38,0)
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.
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.
LAST_YEAR_ID
Numeric
(38,0)
The id of the previous year. For
example, for 2003 it is 2002. This is
stored in the same format as the
YEAR_ID (YYYY).
YEAR_ID
Numeric
(38,0)
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.
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.
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Table Name
L_
CONTRACTOR
L_EMP_AGE_
RANGE
L_EMP_
CLEARANCE
L_EMP_DGR_
TYPE
L_EMP_
DIVISION
L_EMP_DPTM
191
Column Name
Data Type
Column Comment
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.
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.
EMP_
CLEARANCE_
DESC
VarChar (30)
Textual description of the level of
security clearance of the employee.
EMP_
CLEARANCE_ID
Numeric
(38,0)
Unique identifier of the level of
security clearance of the employee.
EMP_DGR_TYPE_
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.
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.
EMP_DPTM_
DESC
VarChar (30)
Textual description of the
employee’s department.
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Table Name
L_EMP_EDU
L_EMP_
ETHNICITY
L_EMP_
GENDER
L_EMP_IMM_
STS
L_EMP_LEVEL
L_EMP_
LOCATION
L_EMP_
MNRTY_GRP
L_EMP_
MRTL_
STS
© 2017, MicroStrategy Inc.
Column Name
Data Type
Column Comment
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.
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.
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.
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.
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.
EMP_LEVEL_
DESC
VarChar (30)
Textual description of the employee's
level.
EMP_LEVEL_ID
Numeric
(38,0)
Unique identifier of the employee's
level.
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.
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.
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.
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Table Name
L_EMP_
NTNLTY
L_EMP_PSTN_
STS
L_EMP_
REGION
L_EMP_STS
L_EMP_TITLE
L_EMPLOYEE
193
Column Name
Data Type
Column Comment
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.
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.
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.
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.
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.
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_LEVEL_ID
Numeric
(38,0)
Unique identifier of the employee's
level.
EMP_LOCATION_
ID
Numeric
(38,0)
Unique identifier of the employee’s
office location.
© 2017, MicroStrategy Inc.
Human Resources Analysis Module Reference
Table Name
L_EMPLOYEE
(continued)
L_JOB_
CLOSE_RSN
© 2017, MicroStrategy Inc.
Column Name
Data Type
Column Comment
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.
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.
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.
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Table Name
L_JOB_CODE
L_JOB_OPEN_
RSN
L_LEAVE_RSN
L_POSITION
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Column Name
Data Type
Column Comment
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.
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.
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.
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.
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Table Name
L_QLFN
L_QLFN_TYPE
L_RCRTNG_
SOURCE
L_SURVEY_
FIELDS
L_TIME_OFF_
TYPE
R_EMP_
ADDRESS
R_EMP_DEMO
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Column Name
Data Type
Column Comment
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.
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.
RCRTNG_
SOURCE_DESC
VarChar (30)
Textual description for the recruiting
source used to hire employees.
RCRTNG_
SOURCE_ID
Numeric
(38,0)
Unique identifier for the recruiting
source used to hire employees.
SURVEY_FIELD_
DESC
VarChar (30)
Textual description of the survey
field.
SURVEY_FIELD_
ID
Numeric
(38,0)
Unique identifier of the survey field.
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.
EMP_CITY
VarChar (30)
Employee's city home address.
EMP_COUNTRY
Numeric
(38,0)
Employee's country.
EMP_PHONE_
NUM
Numeric
(38,0)
Employee's home phone number.
EMP_STATE
VarChar (30)
Employee's state home address.
EMP_STREET
VarChar (20)
Employee's street home address.
EMP_ZIP
Numeric
(38,0)
Employee's home address ZIP code.
EMPLOYEE_ID
Numeric
(38,0)
Unique identifier of individual
working for the company.
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.
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Table Name
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Column Name
Data Type
Column Comment
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.
EMPLOYEE_ID
Numeric
(38,0)
Unique identifier of individual
working for the company.
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GLOSSARY
A
account
Creates a relationship between access privileges and user login credentials.
Account permissions are based on granted roles, and each role has specific
privileges. See also: application administrator, application designer, subscription
administrator, system administrator.
Activation Code
A code used to activate MicroStrategy Intelligence Server after installation. This
code is sent to an email address provided during activation.
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.
address
Set of information that tells Narrowcast Server how to send services to a
particular subscriber. Each address can be associated with one and only one
login/user. Each address is defined to use a specific device. See also: device.
address display
A name that is displayed by receiving systems. For email delivery, the address
display is used to identify the email address. For example,
[email protected] might be displayed as “Smith, John” by
the receiving email client.
address ID
An ID value that identifies individual addresses. Each address can be subscribed
to a subscription set multiple times.
administration object
Narrowcast Server components that control the processing of Narrowcast
messages, providing the means to acquire, format, and transmit messages to
recipients. These objects are created and configured by the system administrator.
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administrator
A user who installs and monitors software and user configurations, maintains
the state of the software, and administers the MicroStrategy servers in the
platform. An administrator also defines users, assigns user login accounts and
user privileges, and analyzes the performance of the system.
aggregate data
Information or facts added together or "aggregated" to form summaries of
information considered as a whole.
aggregate function
A numeric function that acts on a column of data and produces a single result.
Examples include SUM, COUNT, MAX, MIN, and AVG.
aggregate table
A fact table that stores data that has been aggregated along one or more
dimensions.
All Subscription Data
An XML string that returns subscription information. It requires you to select an
XSL stylesheet to format the subscription information returned as desired.
analyst
A user who analyzes business data by accessing reports, performing drilling, and
otherwise manipulating reports and documents to see required business data. An
analyst receives useful data from information devices like smart phones and
email without necessarily understanding how such information is derived or
delivered.
analytical application
In MicroStrategy, a software application designed to provide predefined reports
and other analytics based on a predefined metadata repository, for various
industries to gain insight into their business data. The application is not fixed to a
specific physical schema, giving it the flexibility to be ported to a company's
existing data warehouse.
Analytical Engine
A component of the MicroStrategy Intelligence Server that performs all
advanced analytical functions. The Analytical Engine evaluates functions not
supported by the data warehouse RDBMS and it cross-tabulates reports.
analytics
Predefined tools that allow analysis within the Analysis Module's functional
areas. Analytics include reports (graph, grid, and so on), scorecards, dashboards,
and so on.
analytics library
The collection of reports and related objects in the MicroStrategy metadata
repository. Library objects include reports, metrics, filters, and prompts. Library
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objects are defined based on attributes and facts (objects in the logical data
model.)
application administrator
Narrowcast Administrator user role. This role is designed for a Narrowcast
Administrator console user who performs some of the same tasks as the
application designer but has the ability to modify application objects created by
any Narrowcast Administrator account. This role is intended for quality
managers, development managers, configuration managers, and other users
requiring full access to all application objects. See also: application designer.
application designer
A Narrowcast Administrator user role. This role is designed for a Narrowcast
Administrator console user who develops and tests services, which include
documents, publications, schedules, and subscription sets. Configures and
manages Subscription Portals that allow end users to subscribe to a variety of
Narrowcast services via the Web. Configures data sources, content, and portal
layout. Publishes services and device types, and selects default devices for
Subscription Portals. Specifies information source properties and default site
preferences. Installs, configures, and administers the development environment.
Administers subscribers and subscriptions for development and testing purposes.
See also: application administrator.
application object
MicroStrategy object used to provide analysis of and insight into relevant data.
Application objects are developed in MicroStrategy Developer and they are the
building blocks for reports and documents. Application objects include these
object types: report, document, template, filter, metric, custom group,
consolidation, prompt.
application program interface (API)
A set of related functions that provides an interface between existing applications
and new applications. The API can be seen as a platform over a set of services on
which new applications can be built. The functions, or interfaces, are
implemented in a Dynamic Link Library and are defined in a standardized
syntax. Application functionality available in the platform can be integrated or
embedded into other applications through the use of the APIs.
attachment
Any file that is included in an email message. Attachments can originate from
outside Narrowcast Server (that is, any pre-existing file can be sent as part of a
service) or can be created by Narrowcast Server (that is, Narrowcast Server can
create an Excel attachment on the fly).
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 at a given level.
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attribute element
A value of any of the attribute forms of an attribute. For example, New York and
Dallas are elements of the attribute City; January, February, and March are
elements of the attribute Month.
attribute form
One of several columns associated with an attribute that are different aspects of
the same thing. Every attribute supports its own collection of forms.
attrition rate
The number of lost employees divided by the number of employees in a given
time period.
authentication object
Object used by an information source that specifies who the user is and the
security context within which that user will interact with that information
source. Contains the security information required to make a connection or
perform task execution. Depending on the information source module, it should
contain information such as the user login name and password. For a
MicroStrategy Information Source, the object is a MicroStrategy user. See also:
personalization object.
auto text code
Dynamic text that is populated by the document or dataset, consisting of the
document’s or dataset’s settings rather than data from the data warehouse.
Examples of auto text codes, which can be considered as a type of variable, are
document name, page number, and execution time. Auto text codes are
contained in text field controls on a document. See also: Data field, Text field.
autostyle
A set of predefined formatting that can be easily applied to many reports in
either MicroStrategy Developer or MicroStrategy Web. Autostyles are a good way
to apply a corporate look and feel to reports.
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.
B
banding
A method of organizing values according to a set of descriptive or meaningful
data ranges called buckets. Banding is also used for display purposes, where every
other row is a different color and the two colors alternate. Compare:
consolidation.
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base table
A fact table that stores data at the lowest level of dimensionality.
block
A logical display element used to control the display of large reports in the
limited page and slide dimensions of Microsoft Word and PowerPoint. A block
may consist of multiple fetches. Blocks are defined by Microsoft Office productspecific configuration settings.
break by
An attribute or hierarchy where calculations for an OLAP function restart. To
break by an attribute or hierarchy means to restart calculations that use OLAP,
or Relative, functions when the analytical engine reaches the next instance of
the specified attribute or hierarchy. Examples of OLAP functions include
RunningStdevP, Rank, NTile, and various expressions that calculate percent
values. To break by an attribute or hierarchy in an expression, you must set the
BreakBy parameter.
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.
C
cache
A special data store holding recently accessed information for quick future
access. This is normally done for frequently requested reports, whose execution
is faster because they need not run against the database. Results from the data
warehouse are stored separately and can be used by new job requests that require
the same data. In the MicroStrategy environment, when a user runs a report for
the first time, the job is submitted to the database for processing. However, if the
results of that report are cached, the results can be returned immediately without
having to wait for the database to process the job the next time the report is run.
caching
A special data storage method in which recently accessed values are stored for
quick future access. Caching is used primarily to improve report execution
performance.
calculated expression
A metric obtained dynamically, directly from metrics on a document dataset, by
using at least one of the metrics in the document. Calculated expressions allow
you to use simple arithmetic operators (+, -, *, /) to combine metrics from
different datasets in the document. See also: Derived metric.
catalog
A table that contains the names of all non-temporary tables in a data warehouse.
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characteristic attribute
An attribute that is a parent of a child attribute, but not part of the "main"
hierarchy associated with the child attribute. For example, consider a hierarchy
consisting of Year, Month, Day. Day of Week is a parent of Day, and a
characteristic attribute.
child attribute
The lower-level attribute in an attribute relationship. See also: parent attribute or
relationship.
clustering
A way of using machine resources to provide an efficient and robust processing
environment for a Narrowcast Server system. A cluster consists of two or more
machines, each machine running at least one Narrowcast Server component.
These components are: MicroStrategy Logging Server, distribution manager
(DM), execution engine (EE).
column
(1) A one-dimensional vertical array of values in a table. (2) The set of fields of a
given name and datatype 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.
component
A computing unit that provides a specific piece of the Narrowcast Server
functionality and interacts with other components. Examples are the Narrowcast
Administrator, execution engine, distribution manager, MicroStrategy Logging
Server, Object Repository, and Subscription Book Repository.
compound metric
A metric that cannot have a level placed on the entire metric, although it can be
set separately on each of the components.
conditional formatting
A method used to format specified controls in a document depending on
predefined criteria. It allows certain properties of controls, including sections, to
be controlled by data-driven conditions.
conditional metric
A metric containing filter criteria in its definition.
conditionality
Conditionality of a metric enables you to associate an existing filter object with
the metric so that only data that meets the filter conditions is included in the
calculation.
configuration objects
A MicroStrategy object appearing in the system layer and usable across multiple
projects. Configuration objects include (among others) these object types: users,
database instances, database logins, schedules.
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connection string
Stores the information required to connect to a database server. A connection
string usually includes a DSN and the user ID and password required to log in to
the database server. This information varies depending on the particular database
server.
console user
A user who works with the Narrowcast Administrator console, managing
subscriptions, developing services, and administering the system, in contrast to
an end user. See also: end user.
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.
content
The information in services, including all reports, miscellaneous text, and file
attachments that are accessible to the user. Content is dynamic in the sense that
personalization, error handling conditions, and device settings all influence the
overall content output and format of each service.
control
Any item in the document’s Layout area that you can select. This can be a text
field, line, rectangle, image, panel stack, selector, Grid/Graph, or HTML
container. These different kinds of controls are referred to as control types. See
also: Grid/Graph, HTML container, Panel stack, Selector, Text field.
control default
A set of options that can be set for each type of control and each section in a
document. You can set the defaults according to the control that is currently
selected; afterward, its format is applied to any object of the same type that you
create in the document.
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.
custom SQL
Additional SQL code independently created by the user for execution against the
data warehouse. MicroStrategy provides tools to write custom SQL, including
Freeform SQL and Query Builder.
D
dashboard
An interactive, visually intuitive display of data. A dashboard can summarize key
business indicators (KPIs) to provide a status check. Users can change how they
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view the dashboard's data using interactive features, such as selectors, grouping,
widgets, and visualizations. Users can explore their data via multiple paths, using
text, data filtering, and layers of organization. See also: Visual Insight dashboard,
Dashboard-style document.
dashboard-style document
A visually intuitive display of data that summarizes key business indicators for a
quick status check. A special type of document, dashboard-style documents
usually provide interactive features that let users change how they view the
dashboard-style document’s data.
Data Explorer
A portion of the interface used to browse through data contained in the
warehouse. Users can navigate through hierarchies of attributes that are defined
by the administrator to find the data they need.
data field
Dynamic text that is populated from a dataset with data that originated in the
data warehouse (or an Intelligence Server cache). A data field is only a reference
to the metric, attribute, consolidation, or custom group on a report. Data fields
are contained in text field controls on a document. See also: Auto text code, Text
field.
data mart
A database, usually smaller than a data warehouse, designed to help managers
make strategic decisions about their business by focusing on a specific subject or
department.
data mart report
A special kind of report that saves its report data in a database rather than
returning those results to the user. Data mart reports either create a new table in
the database to store the report data or append the report data into an existing
table.
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 source
A data source is any file, system, or storage location which stores data that is to
be used in MicroStrategy for query, reporting, and analysis. A data warehouse
can be thought of as one type of data source, which refers more specifically to
using a database as your data source. Other data sources include text files, Excel
files, and MDX cube sources such as SAP BW, Microsoft Analysis Services,
Oracle Essbase, and IBM Cognos TM1.
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data source name (DSN)
Provides connectivity to a database through an ODBC driver. A DSN generally
contains host machine name or IP address, instance name, database name,
directory, database driver, User ID, password, and other information. The exact
information included in the DSN varies by DBMS. Once you create a DSN for a
particular database, you can use it in an application to call information from the
database.
data warehouse
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.
database connection
Stores all database-specific connection information such as DSN, driver mode
and SQL execution mode as well as connection caching information.
database instance
(1) Database server software running on a particular machine. Though it is
technically possible to have more than one instance running on a machine, there
is usually only one instance per machine. (2) The MicroStrategy object that
represents a logical definition of a data warehouse. It stores all information
necessary for MicroStrategy to access the data warehouse for a particular project.
database login
The login ID and password that MicroStrategy Intelligence Server uses to log in
to a particular database on behalf of a user. See also: login ID.
dataset
A MicroStrategy report used to define the data available on a Report Services
document.
Datasets
(1) A pane in the Document Editor that shows all objects (grouped by datasets)
that can be used in the document. (2) All objects that can be used in the
document as supplied by the datasets. Dataset objects are attributes,
consolidations, custom groups, and metrics.
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.
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
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areas or income categories. Other dimensions of demographic data include race,
religion, political preference, spending preferences, and family size.
derived attribute
An attribute calculated from a mathematical operation on columns in a
warehouse table. For example, Age can be calculated from the expression
[Current Date–Birth Date]. See also: attribute.
derived metric
A metric based on data already available in a report. It is calculated by the
Intelligence Server, not in the database. Use a derived metric to perform
calculations on report data after it has been returned from the database.
description column
Optional columns that contain text descriptions of attribute elements.
device
MicroStrategy object that represents message-receiving technology employed by
end users, such as a mobile phone or tablet. The device object specifies how a
publication should be formatted and transmitted to a specific device type. For
example, an Outlook 98 Device might specify that the first document in the
publication must be plain text and no longer than 128 characters. It might also
specify that the second document could be either plain text or HTML, and if it is
HTML, image references can be embedded. A device includes specifications for
both formatting and transmission. Devices are used in the definition of addresses
to specify what information transmitter will be used to transmit content to those
addresses and how that content should be formatted and packaged. See also:
address, content, information transmitter, administration object.
device ID
Numeric ID value that indicates the delivery method and device that a recipient
prefers. Devices are specified for subscriptions in dynamic subscription sets by
providing the device ID for each recipient. Device IDs are found under the
properties for each device within Narrowcast Administrator. For example, one
subscription might specify Outlook 2000, while another recipient might specify a
mobile device. One subscriber then only receives email content formatted for
Outlook while the other subscriber only receives mobile device content
formatted for this phone.
dimension
An element or factor making up a complete entity or variable (a quantity that
may assume any one of a set of values).
directory server
A directory service provider running on a particular machine. Directory servers
are often part of email servers, and stores user names, addresses, and
authentication information. Unlike the Subscription Book, however, they are
neither intended nor well-suited to store and retrieve subscriptions. Directory
servers usually enable client connections through the lightweight directory
access protocol (LDAP), and are often used for centralized user authentication
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across many systems. See also: Subscription Book, Lightweight Directory Access
Protocol (LDAP).
display locale
Controls which object names are shown in Narrowcast Administrator. Since
objects can have multiple names to support end users in more than one
language, one name must be chosen for display in Narrowcast Administrator.
The display locale serves this role. The locale selected for this purpose should be
the one that the Narrowcast Administrator needs to use most frequently when
defining objects. See also: locale, execution locale, selection locale, system locale,
user locale.
distribution manager (DM)
(1) Delivery Engine object that receives service execution triggers, distributes
service data to the execution engines for processing, designates failover execution
engines, and tracks the status of other system components. If the primary
distribution manager fails, one of the backup distribution managers becomes the
primary and takes over processing where the failed component stopped. (2) Piece
of software or component used to instantiate a distribution manager object. (3)
Machine being used to instantiate the distribution manager object.
distribution set
A schedule and subscription set pair, created during service definition. Specifies
when and to whom Narrowcast Server will send a service. See also: schedule,
subscription set.
document
A display representing data coming from one or more reports, as well as
positioning and formatting information. A Report Services document is used to
format data from multiple reports in a single display of presentation quality.
document (Narrowcast)
A Narrowcast document contains the static information from the document
template and the dynamic content from document elements, and is ready to be
transmitted by Narrowcast Server. Each document has a specific type, such as
HTML, plain text, Excel, or derived from an imported file.
document (Report Services)
A type of data display that shows data usually coming from multiple reports. A
Report Services document formats data from multiple reports in a single display
of presentation quality. A dashboard is a type of Report Services document, often
including interactive components.
document element
Part of a Narrowcast document containing dynamic content that is generated
when that document is executed as part of a service. Consists of at least one
information object, plus error-handling instructions. Might include an XSL
stylesheet selection, depending on the type of information object chosen.
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document formatter
Transforms the raw data of the information objects and the structure of the
Narrowcast document templates into a complete, formatted Narrowcast
document. The operations of document formatters include such tasks as XSL
processing and transformation, XML merging, character replacement, and string
padding. Formatting rules might account for device characteristics, locale
definition, and other recipient-specific formatting control information.
document formatting module (DFM)
A piece of software, or a component, that performs the work required for
turning Narrowcast document templates and information objects into
Narrowcast documents. The formatting process can use device characteristics,
locale definition, and other recipient-specific control information.
document template
Provides the structure and layout for a Narrowcast document. For example, an
Excel document template includes the basic workbook structure, any predefined
macros, and static worksheet content.
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.
drill path (attribute drill path)
In MicroStrategy, a path that determines which attributes are presented to an
interface; typically a project defines drill paths from parent attributes to their
children.
dynamic content
Document content that is dynamically retrieved at service execution time and
that can be personalized for each message recipient. Dynamic content is created
using content information objects. This content changes depending on the
results returned by the information object and can return different results for
different subscribers. For example, a weekly report returns different information
from week to the next, and each subscriber might request different content in
his report. Examples include a MicroStrategy report, a Web query, a SQL query,
or content from an external system. See also: static content.
dynamic subscription set
A subscription object containing at least one piece of subscription information
retrieved from an information object instead of from the Subscription Book
Repository. Useful for changing or alert-driven subscription sets. Some dynamic
subscription sets acquire all their information from a single information object.
Others retrieve only the Subscription ID from the information object while the
rest of the subscription information is acquired from the Subscription Book
Repository. Still others combine both methods. See also: segmentation
information object, Subscription ID, subscription information object,
subscription set.
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E
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.
end user
A subscriber, the person receiving messages from Narrowcast Server service, in
contrast to a console user. See also: console user.
entity relationship diagram (ERD)
A diagram that provides a graphical representation of the physical structure of
the data in the source system, which lets you easily recognize tables and columns
and the data stored in those columns.
entry level
The lowest level set of attributes at which a fact is available for analysis.
ETL
Short for extraction, transformation, and loading. (1) The process used to
populate a data warehouse from disparate existing database systems. (2) Thirdparty software used to facilitate such a process.
execution engine (EE)
(1) Delivery Engine object that controls the execution of narrowcast messages,
called services. It receives service segments from the distribution manager, then
determines the content and subscriber information with input from other
components, including the Subscription Book Module and information source
modules. (2) A piece of software or component that is used to instantiate an
execution engine object. (3) A machine being used to instantiate an execution
engine object.
execution locale
Determines how content is generated for the users who receive it. When a
document is created, the application designer can specify that the document
should be executed in a specific execution locale. The definition of the locale
then controls how information should be gathered, formatted, packaged and
delivered for this document. For example, an application designer might define a
French and a German locale to gather information in the appropriate languages.
If one of these locales is chosen as the execution locale for a document, all
dynamic content in this document is retrieved using the corresponding language.
See also: locale, display locale, selection locale, system locale, user locale.
expression
Formulas built from functions, attributes, facts, metrics, and consolidations that
can be used to define attribute forms, fact calculations, metrics, or filters.
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F
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. Compare:
base table.
fetch
The amount of report data retrieved from one call to MicroStrategy Web
Services. Fetches are used to control the amount of network traffic between
MicroStrategy Office and MicroStrategy Web Services and the amount of
memory used by MicroStrategy Intelligence Server. When you execute a report
or document into a Microsoft product, the Execution Status dialog box displays
the progress of each fetch. Fetch size is controlled by Microsoft Office productspecific configuration settings. Maximum fetch size is governed by an
Intelligence Server setting in MicroStrategy Developer.
filter
A MicroStrategy object that specifies the conditions that the data must meet to
be included in the report results. Using a filter on a report narrows the data to
consider only the information that is relevant to answer your business question,
since a report queries the database against all the data stored in the data
warehouse. A filter is composed of at least one qualification, which is the actual
condition that must be met for the data to be included on a report. Multiple
qualifications in a single filter are combined using logical operators. Examples
include "Region = Northeast" or "Revenue > $1 million". A filter is normally
implemented in the SQL WHERE clause.
Flash-enabled document
A Report Services document in which Flash Mode is selected as an available
display mode in the Document Properties dialog box.
flattened
A report display type in which the results of a report are displayed with all
attributes and metrics flattened side-by-side on one axis. Also, any subtotals
within the report are not displayed. It is convenient to execute your report or
HTML document in this display type if you intend to use Excel’s drop-down lists
to filter, hide/show data, and more.
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.
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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 that are different representations of the same thing, as
ID, Name, Long Description, Abbreviation.
function plug-in
Allows user-defined functions to be used by the MicroStrategy Analytical Engine.
G
governing parameters
Designed to keep the execution profile of a system within acceptable limits.
Protects the system from overconsumption of resources such as memory, disk
space, network capacity, and CPU cycles.
graph
A graphical image display of data. Sometimes referred to as a chart. See also
report.
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.
graph view
Report viewing mode that displays results as a graphical chart.
grid
A spreadsheet-style two-dimensional display of data. See also report.
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.
grid view
Report viewing mode that displays result data in a tabular format.
Grid/Graph
A control placed in a document that displays information in the same way a
MicroStrategy report does.
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grouping
A way to create a hierarchical structure for a document.
H
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.
hint
A comment that passes instructions to a database optimizer about choosing an
execution plan for a given SQL statement. In MicroStrategy, a hint can be
defined in VLDB properties to appear within a MicroStrategy-issued SQL
statement.
History List
A folder where users can retrieve the results of previously executed or scheduled
reports and documents.
HTML container
A control that either displays real-time information from the web or displays
formatted HTML.
HTML document
(1) A compound report displaying multiple grids and graphs. (2) The
MicroStrategy object that supports such a report.
I
ID column
A column that contains attribute element identification codes. All attributes must
have an ID column.
imported file
A file imported from outside of Narrowcast Server and stored in its original
format. For example, a text file contains only plain text and an HTML file
contains only HTML. Storing information in the file format preserves the
integrity of the original data since files cannot be modified with Narrowcast
Server. Files cannot be directly included in publications; they must first be
associated with imported documents, which serve as containers to allow them to
be attached to publications. Imported files can also be used as stylesheets or
templates for documents.
incremental fetch
A feature that returns a large set of information, such as subscriptions, to the
console in numerous small pieces as those pieces are needed. This ensures that
network traffic and client processing is kept to a minimum.
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information delivery platform
Server that, whenever certain conditions are in effect, acquires information from
a variety of sources, personalizes that information, formats it, and transmits it
through a variety of technologies.
information object
Application object containing a set of instructions that specify how to get data
from a particular type of information source. Defined by using an information
source module, it is set up when a service is built and executed when the service
that uses it is run. Plays one of three roles: content, subscription, or
segmentation. See also: information object role, information object type,
information source,information source module (ISM).
information object role
Indicates how the information supplied by the information object is used by
Narrowcast Server. Three roles are available: Content ( Supplies information for
the document), Subscription ( Provides a list of subscribers and related
subscription information for dynamic subscription sets), Segment (Specifies the
first and last subscriptions for each segment of the subscription set). See also:
information object.
information object type
Indicates the format of the data returned by the information object and how
Narrowcast Server can use this data. Three types are available: Text (Returns a
plaintext string that is inserted directly into a document's content), XML
(Returns an XML string that must be combined with an XSL stylesheet to
produce content appropriate for each type of document), Image (Returns an
image in JPG format that is inserted directly into the document's content). See
also: information object.
information source
Contains information about how to connect to a specific source of content using
an information source module. The Delivery Engine requests and acquires
information from information sources. An information source uses
personalization objects for personalization. See also: information source module
(ISM), personalization object.
information source module (ISM)
An executable process that receives requests for information and returns that
information as well-defined data. It defines and processes information objects.
One ISM can be used to load various information sources. For example, an ISM
can be set up to access MicroStrategy Developer projects and can be used for any
MicroStrategy Developer projects that you want to use as an information source.
See also: information object, information source.
information transmission module (ITM)
An executable process or component designed to support a particular delivery
capability. For example, MicroStrategy Narrowcast Server provides the email
(SMTP) Module, which is used for the email (SMTP) Information Transmitter.
The ITM indicates what documents and document types it supports, as well as
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the arrangement of these documents. Also, the ITM provides a user interface for
defining device characteristics. Those characteristics are stored in the Object
Repository and retrieved by the information transmission module to control
packaging and delivery. See also: device, document (Narrowcast), information
transmitter, publication.
information transmitter
Administration object that delivers formatted content, in the form of
publications, to end user devices. An information transmitter might serve the
purpose of sending email via SMTP or mobile device messages using an SMS
gateway. In general, an information transmitter supports one type of
transmission technology, such as SMTP, FTP, HTTP, or ODBC, but this is not a
requirement. Information transmitters depend on information transmission
modules. See also: device, document (Narrowcast), information transmission
module (ITM), publication.
installation log file
The MicroStrategy setup program generates a log file in text format. This log file
contains records of all actions performed by the setup program and by other
executable files related to installation.
Intelligent Cube
A copy of the report data saved in memory and used for manipulation of the view
definition. This division allows multiple reports with different views to share a
common data definition.
J
Java database connectivity
A Java API that enables Java programs to execute SQL statements. This allows
Java programs to interact with any SQL-compliant database. Since nearly all
relational database management systems (DBMSs) support SQL, and because
Java itself runs on most platforms, JDBC makes it possible to write a single
database application that can run on different platforms and interact with
different DBMSs. JDBC is similar to ODBC, but is designed specifically for Java
programs, whereas ODBC is language-independent.
join
A SQL operation that combines data from multiple tables into a single result
table.
K
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.
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L
Layout area
The middle panel of the Document Editor in which you place data or other
controls to determine the appearance of the document when it is viewed as a
PDF.
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.
Lightweight Directory Access Protocol (LDAP)
An open standard that client computers use to communicate with directory
service providers. Client machines connect to a particular logical directory on a
particular physical directory server. See also: directory server.
Lightweight Directory Interchange Format (LDIF)
File format that is exported from LDAP directory services.
link
A connection from a document to another document or a report. A link lets an
analyst execute another document or report (the target) from a document (the
source), and to pass parameters to answer any prompts that are in the target.
load balancing
A strategy aimed at achieving even distribution of MicroStrategy Web Universal
user sessions across MicroStrategy Intelligence Servers. MicroStrategy achieves
four-tier load balancing by incorporating load balancers into MicroStrategy Web
Universal.
locale
Specifies what regional characteristics to apply to data and formatting, including
number format, date format, time format, and character sets. Your system might
support multiple locales. See also: display locale, execution locale, selection
locale, system locale, user locale.
Locale ID
Numeric ID value used to indicate the locale that a recipient prefers. Locales are
specified for subscriptions in dynamic subscription sets by providing the Locale
ID. Locale IDs are found under the properties for each locale within Narrowcast
Administrator. For example, one subscription might specify French, while
another recipient might specify German. One subscriber then only receives
French content while the other subscriber only receives German content.
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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.
login ID
Login identifier, typically supplied with a password.
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.
M
managed object
A schema object unrelated to the project schema, which is created by the system
and stored in a separate system folder. Managed objects are used to map data to
attributes, metrics, hierarchies and other schema objects for Freeform SQL,
Query Builder, and MDX cube reports.
manual fetch
A type of incremental report result fetching in which you are asked to confirm
each fetch. For example, when you execute a report, you are prompted to
confirm that each fetch, or section of report results, is displayed.
many-to-many relationship
An attribute relationship in which multiple elements of a parent attribute can
relate to multiple elements of a child attribute, and vice versa.
many-to-one relationship
An attribute relationship in which (1) multiple elements of a parent attribute
relate to only one element of a child attribute, and (2) every element of the child
attribute can relate to multiple elements of the parent.
MDX cube
An MDX cube is a collection or set of data retrieved from an MDX cube source,
which is imported into MicroStrategy and mapped to various objects to allow
query, reporting, and analysis on the data.
MDX cube report
The central focus for MicroStrategy users to query, analyze, and visually present
data from MDX cube sources in a manner that answers and evaluates their
business questions. MDX cube reports provide the same data display and analysis
functionality as standard MicroStrategy reports, but rather than reporting on
data from a relational data warehouse, MDX cube reports report on data from
MDX cube sources.
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MDX cube source
When integrated with MicroStrategy, the third-party tools SAP BW, Microsoft
Analysis Services, Oracle Essbase, and IBM Cognos TM1 are referred to as MDX
cube sources. You can import and map data from these different MDX cube
sources in MicroStrategy to query, report on, and analyze data with
MicroStrategy. MicroStrategy can integrate with MDX cube source data as well
as access data from a relational database concurrently.
messaging application program interface (MAPI)
Allows Windows applications to send email messages through external email
programs. Designed primarily to connect client applications such as Microsoft
Outlook to mail servers such as Microsoft Exchange Server. Not intended for
server-to-server communications.
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.
metadata (or metadata repository)
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. It represents a
business measure or key performance indicator. See also: fact.
MicroStrategy Analytics Module
A MicroStrategy project with prepackaged metadata, including best practices
reports, scorecards, and dashboards, key performance indicators, attributes,
business metrics, filters, and custom groups; default physical and logical data
models to allow the module to work with your physical schemas and data model
or with the module’s packaged data warehouse schema; and a reference guide for
the Analysis Module’s data model, the analysis area, metadata object definitions,
data dictionary, and individual report use scenarios.
MicroStrategy Intelligence Server
Core of the MicroStrategy architecture, MicroStrategy Intelligence Server
manages and organizes users, projects, and database connections; coordinates,
prioritizes, and executes all user requests; and allocates the resources necessary
to complete them. It tracks schedules, manages security, and provides the ability
to monitor and analyze the daily activity of the entire decision support
environment.
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MicroStrategy Logging Client
Service that receives logging messages from Narrowcast Server components and
relays them to the MicroStrategy Logging Server. Logging messages include
segment status information, statistics information, and error event notification.
See also: MicroStrategy Logging Server.
MicroStrategy Logging Server
Server that collects logging messages from MicroStrategy Logging Clients and
distributes them to consumers. Logging messages include segment status
information, statistics information, and error event notification. See also:
MicroStrategy Logging Client.
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.
multipart MIME
Part of the MIME specification, which includes more than one body part in a
body section within a MIME message. This is typically used to enable the
inclusion of separate text and HTML message bodies, embedded images, and
other body parts within an email message. See also: multipurpose Internet mail
extensions (MIME).
multipurpose Internet mail extensions (MIME)
The specification as defined by RFC 1521 (maintained by the Internet
Engineering Task Force at http://www.ietf.org/) for encoding message contents,
attached files, embedded images, and other embedded files into a single (typically
7-bit) data string. Many modern email clients support MIME. Because the
MIME specification includes encoding of message contents, it allows for
messages that use character sets other than US-ASCII. See also: multipart
MIME.
N
Narrowcast Administrator account
An object that allows a user to log in to MicroStrategy Narrowcast Administrator.
It is created within Narrowcast Administrator, and its definition is stored in the
Object Repository of a system. Each Narrowcast Administrator account is based
on a specific Windows account. When a new Narrowcast Server system is
created, two Narrowcast Administrator accounts are automatically added to it,
one of which is the local Administrator Windows account for the machine that
was used to create the system. Narrowcast Administrator accounts can have
various privileges, which control what Narrowcast Administrator users can do.
These privileges include: Service design, Application administration, System
administration, Subscription administration.
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Narrowcast Server system
A collection of machines, software components, and objects that collectively
provide the ability to process and deliver narrowcast messages to recipients. The
objects that make up a system are divided into two categories, administration
objects and application objects. See also: administration object, application
object, clustering, component.
O
object
Conceptually, an object is 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.
object template
A MicroStrategy object that allows you to start with a predefined structure when
creating a new object. You can use object templates for many MicroStrategy
objects, including metrics, documents, reports, and report templates.
ODBC (open database connectivity)
An open standard with which client computers can communicate with relational
database servers. Client machines make a connection to a particular logical
database, on a particular physical database server, using a particular ODBC
driver.
ODBC driver
Software interface to an ODBC service provider. See also: open database
connectivity (ODBC).
ODBC driver manager
Coordinates communication between a client application and database server.
The client application tells the driver manager that it needs to connect using a
particular connection string. The DSN found in this connection string provides
the driver manager with the type of database server to which the application
needs access. From this information, the driver manager decides what driver to
use and initiates the communication.
one-to-many relationship
An attribute relationship in which every element of a parent attribute can relate
to multiple elements of a child attribute, while every element of the child
attribute relates to only one element of the parent. The one-to-many attribute
relationship is the most common in data models.
one-to-one relationship
An attribute relationship in which every element of the parent attribute relates to
exactly one element of the child attribute, and vice versa.
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online analytical processing
In general, a system with analytical processing that involves activities such as
manipulating transaction records to calculate sales trends, growth patterns,
percent to total contributions, trend reporting, and profit analysis.
operational data store
A database that typically stores transactional data generated by and used in the
conducting of business operations. The data can be used as a trigger condition or
as content.
outline mode
Report viewing mode that creates indented, collapsible groupings of related
elements to make reports neater and easier to read.
P
page
An amount of data that is analogous to a page in a page-by report. Each page of a
page-by report represents one combination of elements from each attribute on
the page-by axis. For example, one page may contain data related to 2006 as well
as the Southeast region. A report with no attributes on the page-by axis is
considered to have one page. When you execute a report or document into a
Microsoft product, the Execution Status dialog box displays the progress of each
page.
page-by
Segmenting 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.
panel
A way of grouping data in a document so that users can navigate subsets of data
as if the subsets were pages in a smaller document. Each “page”, or layer of data,
is a panel; a group of panels is called a panel stack.
panel stack
The holder for a collection of panels, or layers of data, in a document. A user can
navigate or flip through the panels in a panel stack; only one panel is displayed at
a time.
parent attribute
The higher-level attribute in an attribute relationship with one or more children.
See also: child attribute or relationship.
partition
A relational database table broken down into smaller component tables. This can
be done at the database level or at the application level. See the MicroStrategy
System Administration Guide for more information.
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partition mapping
The division of large logical tables into smaller physical tables based on a
definable data level, such as month or department. Partitions minimize the
number of tables and records within a table that must be read to satisfy queries
issued against the warehouse. By distributing usage across multiple tables,
partitions improve the speed and efficiency of database queries.
partition mapping table
A warehouse table that contains information used to identify the partitioned base
tables as part of a logical whole. (A partitioned base table is a warehouse table
that contains one part of a larger set of data. Partition tables are usually divided
along logical lines, such as time or geography.) Also referred to as a PMT.
persistence
A default behavior in MicroStrategy Office ensuring that every report and
document you run in an Excel workbook, PowerPoint presentation, or Word
document retains a link to MicroStrategy Intelligence Server. This ensures that
you and other users can refresh the reports and documents to retrieve the latest
data from the data warehouse or other data sources. Every report or document
executed also contains properties that are persisted; these properties determine
how the report or document is displayed and can be modified by users once it is
refreshed.
personalization
The process that allows each subscriber to receive data that has been filtered and
formatted specifically for him. Narrowcast Server uses locale, subscription, and
personalization objects to personalize services. See also: locale, personalization
object, subscription.
personalization object
An object handled by information sources for personalization. The three types
are: authentication, preference and security. The combination of the
authentication, preference, and security objects control the data that is returned
by an information object. See also:authentication object, information object,
information source, preference object, question object, security object.
personalization set
A combination of locale, authentication, security, and preference objects to
achieve personalized information, or information filtered and formatted
specifically for a subscriber.
personalized page execution
In the context of the MicroStrategy Information Source Module, each page of a
report is used as a result for one or more subscribers. See also: page-by,
personalization set.
personalized report execution
In the context of the Information Source Module, each result is derived from the
separate execution of a report. Answers to prompts and MicroStrategy users both
impact personalization in this execution mode. See also: personalization set.
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physical address
The address location used to locate recipients and deliver messages. For email
delivery, this is a standard SMTP address in the form [email protected]. No
physical address is required for delivery to the Subscription Portal. The physical
address required by other information transmitters depends on the individual
information transmitter.
physical warehouse schema
A detailed graphic representation of your business data as it is stored in the data
warehouse. It organizes the logical data model in a method that make sense from
a database perspective.
PIN
The personal identification number required by some delivery methods. A PIN is
not used for email, mobile device, or Subscription Portal delivery. The use of a
PIN by other information transmitters depends on the individual information
transmitter.
plug-in
An additional processing component integrated with MicroStrategy products.
For example, advanced statistical and financial functions can be added as
additional processing components.
plugin
An application that can easily be installed and executed by the MicroStrategy
Intelligence Server in one of several identical interfaces. For example, advanced
statistical and financial functions can be added as additional processing
components.
port number
The port number is how a server process identifies itself on the machine on
which it is running. For example, when the Intelligence Server machine receives
a network call from a client (Developer, Web Universal, Narrowcast Server,
Command Manager, and so on), it knows to forward those calls to the
Intelligence Server port number that is specified in the call.
portability
The ability of an analytical application to be integrated into an existing data
warehouse. To port the Analysis Module, you “map” the module to the physical
schema of an existing data warehouse.
portal
A site that offers a centralized access point for finding and managing
information via a variety of different services. It offers a broad array of resources
and services, such as email, discussion forums, search engines, and other online
services. A portal is accessible through the use of a web browser. See also:
Subscription Portal.
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preference object
Type of personalization object that uses the answers to question objects to
specify the information that the user wants. At run-time, the preference object is
applied to information objects to personalize them. Preferences are usually
controlled by the user, but can be set by the subscription administrator. For an
Information Source, preference objects are prompt answers. See also:
personalization object, question object.
prefix
A prefix is stored in the project metadata associated with a table or tables and is
used by the Engine to generate SQL. Also, the Catalog Server uses it to obtain
table sample values and row counts. In most cases, it should match the name
space field since it is used to qualify on a specific table belonging to a certain
owner or name space. Prefixes can be defined and modified from the Warehouse
Catalog interface.
preview fetch
A type of incremental report result fetching in which you can see a preview of
the report data as it runs. You specify how many rows of the report you want to
preview at a time, and fetching automatically stops after one fetch.
primary key
In a relational database, the set of columns required to uniquely identify a record
in a table.
privilege
Assigned to users, a privilege defines the functionality available to a user, for
example, which objects a given user can create and which applications and
editors he can use.
process
An executing application comprising one or more threads. Processes use
temporary private address spaces and control operating system resources such as
files, dynamic memory allocations, pipes, and synchronization objects.
production metadata
The repository you create during the configuration portion of the installation
process, and which works with your data warehouse and serves as your working
metadata repository.
productivity analysis
A process that measures company productivity and identifies ways to increase it.
project
(1) The highest-level intersection of a data warehouse, metadata repository, and
user community, containing reports, filters, metrics, and functions. (2) An object
containing the definition of a project, as defined in [1]. The project object is
specified when requesting the establishment of a session.
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project designer
The user category of one who creates projects and all of the schema objects
(facts, attributes, hierarchies) for a project. A project designer is thoroughly
familiar with the data model and schema object editors.
project source
Defines a connection to the metadata database and is used by various
MicroStrategy components to access projects. A direct project source is a twotier connection directly to a metadata repository. A server project source is a
three-tier connection to a MicroStrategy Intelligence Server. One project source
can contain many projects and the administration tools found at the project
source level are used to monitor and administer all projects in the project source.
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.
Property List
The list of settings used to specify the appearance or any other characteristic of a
control on a document.
publication
An ordered collection of documents that completely defines the content of a
service for a specific set of devices. Each publication is used for exactly one locale
and one information transmission module. A publication specifies: An
information transmitter, At least one device or A set of documents. See also:
device, document (Narrowcast), information transmitter.
Q
qualification
The actual condition that must be met for data to be included on a report.
Examples include “Region = Northeast” or “Revenue &gt; $1 million”.
Qualifications are used in filters and custom groups. You can create multiple
qualifications for a single filter or custom group, and then set how to combine
the qualifications using the logical operators AND, AND NOT, OR, and OR NOT.
query
A request for data from a database or data warehouse. A report is a database
query.
Query Engine
The MicroStrategy component responsible for submitting SQL code to the
database.
question object
Type of personalization object that specifies the questions to ask the user to
determine the user’s preferences. Answers are used as preference objects. For a
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MicroStrategy Information Source, a question object is defined by choosing a
report, and the questions to be asked depend on the definition of that report. In
personalized page execution mode, the user is asked what page to display, using
the page-by functionality. In personalized report execution mode, the questions
include all prompt objects defined on the selected report except the security
object prompt. See also: page-by, personalization object, preference object.
Quick Grid
A report display type in MicroStrategy Office in which the report is run as a CSV
and bulk-loaded into Excel in one fetch. Although this results in a fast report
execution time, formatting from the report definition, such as fonts, colors, and
thresholds is not applied. You can apply formatting to Quick Grids using
Microsoft Excel’s AutoFormats.
R
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). See also: child
attribute or parent 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.
report designer
The user category of one who creates all application objects such as grid and
graph reports, filters, templates, documents, consolidations, and custom groups.
The report designer understands all of the business intelligence capabilities of the
system.
report resolution
The process of filling placeholders such as prompts with information determined
at run time.
report template
A MicroStrategy object that allows you to define the layout of general categories
of information in a report. In a report template, you specify the information that
you want to retrieve from your data source, and the way that you want the data
to be displayed in Grid view. A report template does not include filter
information. Report templates are often referred to as just as templates.
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retention(employee)
The process of maintaining or securing employee loyalty to minimize loss of key
talent.
role
A feature of the security subsystem that defines which objects a given user can
create and which operations he can perform. The different Narrowcast Server
roles are: System administrator (who manages the entire system), Application
administrator (who administers application objects only), Application designer
(who develops application objects only and cannot modify objects owned by
other users), Subscription administrator (who manages the Subscription Book),
Portal administrator (who configures and manages Subscription Portals).
S
schedule
Sets the time or frequency that a service is executed. A schedule represents a
recurrence pattern, not a fixed date. It is defined relative to time zones to
account for daylight savings, date boundaries, and other time zone-specific
issues. To allow subscribers globally to receive services at specific local times, a
service can contain more than one schedule.
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 Developer. Schema objects
directly reflect the warehouse structure and include attributes, facts, functions,
hierarchies, operators, partition mappings, tables, and transformations.
scorecard
A type of tally sheet displaying a company's performance using key performance
indicators (KPIs) that gauge how well a company progresses in areas such as
finance, customer service, and product availability and distribution. See also KPI
(key performance indicator).
security filter
A qualification associated with a user that is applied to all queries executed by
that user.
security object
Type of personalization object that specifies what information the user should
have access to. Security filtering criteria applied to an information source during
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subscriber interaction. For a MicroStrategy Information Source, it is a response
to a prompt in the form of a single attribute element. Each user can have one
security object per information source. See also: personalization object, security
object prompt.
security object prompt
Specifies which attribute in the project corresponds to a user or subscriber. The
answer to this prompt is used as a security object in MicroStrategy. See also:
prompt, security object.
security role
In a MicroStrategy security model, the set of privileges that a user can have.
segment
A group of subscriptions within a subscription set. Subscription sets are divided
into multiple pieces, or segments, so that the work required to execute a service
for all subscriptions can be distributed across multiple systems to allow parallel
work processing. The size of the segment is part of the service definition and
controls the work packages that are sent to each execution engine.
segmentation
The task of dividing the subscriptions within a subscription set into equal-sized
groups or segments. Segmentation ensures that all subscription information
objects and content information objects return only information for
subscriptions in the current segment. Subscription sets are always segmented
using the subscription ID, and the boundaries of segments are specified as
subscription ID values. For the MicroStrategy Information Source, segmentation
can be performed automatically by Narrowcast Server, or the application
designer can control how the subscription set is segmented and how subscription
information objects and content information objects constrain the information
they return.
segmentation information object
An information object that returns the segment boundary values for a
subscription set. Boundary values determine the size of the segment and are
always given in the form of subscription ID values corresponding to the first
subscription ID in each segment. Segment information objects are used only for
dynamic subscription sets.
segmentation prompt
A prompt that controls the information returned in a report used as a content
information object or subscription information object. Segmentation can be
performed automatically by Narrowcast Server, or prompts can be added to
content information objects and subscription information objects manually. This
process limits the number of subscriptions and content pages returned to only
provide information for subscriptions in the current segment.
selection locale
Determines which users should receive which content. When a user is created,
the subscription administrator (using Narrowcast Administrator) or the user
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(using the Subscription Portal) selects a locale for which the user will receive
content. When a publication is created, the application designer chooses a
selection locale that determines which users receive the content in a publication.
If a user chooses Locale A, the application designer must choose Locale A as the
selection locale for a publication for the user to receive this publication. See also:
locale, display locale, execution locale, system locale, user locale.
selector
A type of control in a document that allows a user to: Flip through the panels in
a panel stack, to see different predefined layers of data, or “pages”, in the same
document. Display different attribute elements or metrics in a Grid/Graph.
SequeLink
Third-party (non-MicroStrategy) software that configures and manages data
access across multiple data stores, operating systems, and deployment options.
SequeLink machine
The machine where SequeLink is installed. This machine can be independent
from the rest of the Subscription Portal.
SequeLink services
SequeLink creates two NT services: SLAgent 54, which is the Administrator, and
SLSocket54, which is the Server.
server definition
A MicroStrategy object stored in the metadata containing information about the
configuration of an Intelligence Server.
server instance
The combination of an Intelligence Server running with a particular server
definition.
service
An object that provides all the information needed for the Delivery Engine to
correctly generate messages. That information includes the delivery conditions,
content, personalization rules, and subscriptions for sending messages for a
particular purpose. For example, one service delivers a daily message containing a
stock portfolio update, while another delivers alerts to mobile devices when the
value of a stock changes significantly. A service comprises at least one schedulesubscription pair and a set of publications.
service designer
Narrowcast Administrator user role. This role is for a Narrowcast Administrator
console user who develops and tests services, which include documents,
publications, schedules, and subscription sets. Configures and manages
Subscription Portals that allow end users to subscribe to a variety of Narrowcast
services via the web. Configures data sources, content, and portal layout.
Publishes services and device types, and selects default devices for Subscription
Portals. Specifies information source properties and default site preferences.
Installs, configures, and administers the development environment. Administers
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subscribers and subscriptions for development and testing purposes. See also:
application administrator.
service provider interface (SPI)
The specification for a set of related functions that can be implemented by a
software developer to augment or enhance the capabilities of a software product
or platform. This allows a developer to enable his software to be called by an
existing piece of software. See also: application program interface (API), plug-in.
service queue
In Narrowcast Administrator, a visual display of upcoming services to be
processed.
simple metric
A type of metric that can stand alone or be used as a building block for
compound metrics. Simple metrics always contain at least one aggregate
function, such as sum or average, applied to a fact, attribute, or another metric.
The entire metric can only contain one level.
slice
One page of content in a multi-page report. Narrowcast Server divides a single
multi-page report into multiple individual pages of content that are used as
personalized content for individual subscriptions. slicing attribute. A slicing
attribute is the attribute used to divide multi-page reports executed using
personalized page execution mode into multiple individual pages of content. The
first attribute on the page axis is used as the slicing attribute.
smart fetch
A type of report result fetching in which fetching continues until completion or
you cancel the operation. This is the default fetch method used in MicroStrategy
Office.
smart tag alias
A smart tag name that you can specify for a report or project. When Microsoft
Office recognizes this name, the MicroStrategy Office Smart Tag actions menu is
displayed. This means that when the name you specify is typed, it becomes a
smart tag that provides several options to execute the report.
Software Development Kit
A distribution package of application program development software and the
instructions for its use. Allows customization of an application.
sort
Arranging data according to some characteristic of the data itself (alphabetical
descending, numeric ascending, and so forth). See also: drill, page-by, subtotal.
sort by
The order of the return values of an expression in relation to the order of the
value or metadata object given. A sort by includes whether to sort in ascending
or descending order, and which metadata object to sort by. Sort by may also be
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performed on the value of the subexpression, which is the input argument. To
sort by a value or metadata object in an expression, you must set the SortBy
parameter.
SQL (Structured Query Language)
The standardized query language established in 1986 by the American National
Standards Institute (ANSI) and used to request information from tables in a
relational database and to manipulate the tables' structure and data.
SQL Engine
The MicroStrategy Intelligence Server component that in report execution
converts report requests into SQL to be used for a database query.
static content
Document content that is contained directly in the document and does not
change from one service execution to the next. It cannot be personalized for
different subscribers. Examples include an HTML template, a static URL, and so
on. Compare with: dynamic content.
Structured Query Language (SQL)
A relational database language used to read data from tables in a relational
database and to manipulate their structure and their data.
subscriber
A person who receives content from at least one service. Each individual who
receives messages from Narrowcast Server has a login that provides passwordcontrolled access to subscription and user preference information for the
individual and his addresses. Subscribing at least one of these addresses to a
particular service allows the individual to receive messages.
subscription
An enrollment in a service; a subscription is composed of one user and one
address. subscription administrator Narrowcast Administrator user role.This role
is designed for a console user who manages the Subscription Book, including
users, addresses, and subscription sets. Also installs, configures, and administers
the Subscription Book Module.
Subscription Book
Contains all users, addresses, and subscription sets. Stored in the Subscription
Book Repository. See also: subscription set.
Subscription Book Module
A software component that provides the ability to create, edit, and use the
objects within a Subscription Book. Those objects include users, addresses, and
subscriptions. See also: Subscription Book Repository.
Subscription Book Repository
Stores all subscription information, including addresses and user information.
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Subscription ID
The ID value used by Narrowcast Server to segment subscription sets. It is also
called Segmentation ID. This value is required for dynamic subscription sets.
subscription information
All information related to an individual subscription. This information allows
Narrowcast Server to deliver services to individual recipients in the desired
manner.
subscription information object
Retrieves subscription information for a given segment. See also: dynamic
subscription set, information object, segmentation, subscription information.
Subscription Portal
A feature of Narrowcast Server that allows end users to subscribe to Narrowcast
Server services offered through a web-based portal. This enables end users to
experience personalized and proactive interactions, based on user-defined
permissions and preferences. See also: portal.
subscription set
A collection of addresses that can be subscribed to a service. Subscription sets are
either static or dynamic. A static subscription set is an application object that
retrieves subscription information from the Subscription Book Repository.
Useful when the set of end user addresses that should receive a service does not
change. A dynamic subscription set is an application object containing at least
one piece of subscription information retrieved from an information object
instead of from the Subscription Book Repository. Useful for changing or alertdriven subscription sets. Dynamic subscription sets can acquire some or all of
their information from the information object. The rest of the subscription
information is acquired from the Subscription Book Repository. See also:
subscription set object.
Subscription Set ID
A numeric value used to identify each subscription set.
subscription set object
Application object that defines how to retrieve or modify a subscription set. Does
not contain the subscription set, but provides instructions for how a Subscription
Book Module should retrieve it. See also: Subscription Book Module,
subscription set.
subtotal
A totaling operation performed for a portion of a result set. See also: drill and
page-by.
summary metric
A shortcut to a subtotal, or a subtotal metric allowing explicit aggregation in
documents. A summary metric allows you to select the function to use to
calculate the subtotal.
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system administrator
Narrowcast Administrator user role. This role is designed for a console user who
performs the following tasks: Installs and configures the information delivery
platform, Migrates system objects and application objects, Monitors, analyzes,
and tunes the system to ensure the smooth and balanced operation of the
decision support or business intelligence environment, Performs troubleshooting
and error recovery.
system developer
Narrowcast Administrator user role. This role is designed for a Narrowcast
Server user who employs the SDK and embeds Narrowcast Server technology
into another product or application.
system locale
A language in which all objects are guaranteed to have a name. Since objects can
have names in several locales (languages), it is necessary to have one locale
where a name always exists for all objects. The system locale serves this role,
because the system locale cannot be deleted. See also: locale, display locale,
execution locale, selection locale, user locale, text container See: document
(Narrowcast).
T
table
The primary physical component of a data warehouse, logically consisting of
columns of data of varying types.
template
A MicroStrategy object that serves as a base on which you can build other objects
of the same type. You can create a template for almost any kind of MicroStrategy
object, such as filters or reports. Also see: Object template and Report template.
text field
A type of control in a document that displays text in the document. These
different types of text content are: Static text, which does not change and serves
as a label. Dynamic text, which is populated by the document or dataset. There
are two types of dynamic text: Data field, which is populated from a dataset with
data that originated in the data warehouse (or an Intelligence Server cache). A
data field is only a reference to an object on a report. Auto text code, which is
populated by the document or dataset, consisting of their settings rather than
data from the data warehouse. A combination of any or all of the above types in
one text field. See also: Data field, Auto text code.
threshold
Used to create conditional formatting for metric values. For example, a threshold
triggers the report that, if dollar sales is greater than $200, format that cell to
have a blue background with bold type.
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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.
U
Unique Message Identifier
An ID value that is unique for all messages delivered by any Narrowcast Server
system. It can be used for message tracking purposes to determine which
recipients have received and opened messages. This is typically done by creating
a URL containing this ID value that refers to a zero-size image on a Web server
that is configured to track references to this URL.
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.
user ID
A numeric value used to identify individual users.
user information
The collection of information, including first name, last name, address, zip code,
and other personal information, that changes from one subscriber to the next.
user locale
Defines which content the user receives. This is set up by either the subscription
administrator via Narrowcast Administrator or by the user via Subscription
Portal. The user locale must match the selection locale. See also:locale, display
locale, selection locale, system locale.
V
view filter
The set of criteria that restricts the report data that is currently being viewed. It
may include filtering conditions based on any of the objects on the report.
Visual Insight dashboard
A visually-striking, interactive display that takes a minimal amount of time to set
up and use. You can add text, interactive data visualizations, data filtering, and
multiple layers of organization to your dashboard, then take advantage of Visual
Insight's formatting options to customize your display.
W
widget
A type of control that presents data in a visual and interactive way; an interactive
Flash-only graph that dynamically updates when a new set of data is selected.
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Some types include Gauge, Heat Map, and Stacked Area widgets.
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INDEX
A
time off 87
advanced metric 20
analysis areas 18
C
column information for physical
tables 184
attrition report 88
by department transfer 95
compensation report 66
by division 90
above industry maximum 72
by location transfer 95
below industry minimum 73
by month 89
bonus
by position 90
by department 69
by recruiting source 94
by location 70
by region 91
by department 69
departure reason 92
by division 66
scorecard 26
by employee level 71
upcoming departures 93
by employee profile 74
B
benefit report 84
by employee profile 86
by quarter 84
most used benefits 85
by location 70
by region 67
cost and employee average 68
industry standard comparison 75
planning 80
by department 82
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by quarter 80-81
filter 126
by region 83
metric 116
scorecard 27
performance 110
top performing employees 76
qualification 108
configuring the module 5
satisfaction 113
contractor report 46
top performers salary report 76
by region and division 48
employee profile report 58
cost analysis 47
anniversary alert 63
expiration alert 46
birthday alert 62
D
dashboard
by department 58
by region 59
by tenure 60
employee trend 28
human resources analysis 32
human resources performance
measurement 30
human resources summary 34
workforce distribution 61
employee trend dashboard 28
Erwin file
logical schema 23, 133
physical schema 25, 180
data warehouse
options 25
ETL routine 180
populating 180
expression, form 139
porting and 24
F
definition
fact
object 24, 133
employee 168
project 23
level 168
designing an analytical application 6
document
employee 126
accessing 23
vacant position 129-130
E
employee
folder
public object 21
attrition 89
report 21
departure reason 92
schema object 135
fact 168
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form expression 139
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formatting a report 19
G
glossary
recruiting source 102
human resources dashboard
analysis 32
performance measurement 30
metric 116
summary 34
H
headcount report 37
human resources summary
scorecard 31
by department 38
by department and region 40
I
installing a module 6
by division 39
K
by identity group 41
by month 43
KPI. See key performance
indicator. 20
by region 44
L
by tenure 45
by tenure and division 42
level fact 168
by tenure and region 42
logical schema diagram 133
hierarchy 135
lookup table 139
compensation 155
contractor 135
employee 135
hiring process report
internal transfer 105
position vacancy alert 105
recruiting pipeline 104
vacancy 103
hiring report
M
mapping method 24
metadata 6
metric
advanced 20
employee 116
glossary 116
MicroStrategy Human Resources
Analysis Module
by division 99
analysis areas 18
by month 98
features 19
by position 100
MicroStrategy Narrowcast Server
by region 99
departure alert 93
for supervisors and HR
managers 101
new hire alert 101
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performance appraisal alert 110
public objects folder 21
position vacancy alert 105
R
MicroStrategy Report Services 21
RDBMS 180
module
recruitment report 98
configuring 5
hiring process 103
installing 6
hiring rate by month 98
porting 6
multidimensional model 23
new hires
by division 99
O
object
by position 100
by region 99
definition 23
recent hires information 101
property 24
recruiting pipeline 104
overtime report 76
recruiting source 102
by month 78
scorecard 33
cost analysis 77
vacancy 103
highest overtime 79
hours by month 77
P
report
accessing 21
folder 21
formatting 19
physical schema 24
S
diagram 180
porting and 24
schema
populating a data warehouse 180
logical 133
porting 24
physical 180
position
filter 129-130
prerequisites for using the Analytics
Module 7
project
accessing 21
definition 23, 116
schema object folder 135
scorecard
attrition 26
compensation 27
human resources summary 31
recruitment report 33
source table 24
property of an object 24
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support. See technical support. 15
T
table
column 184
lookup 139
physical 182
technical support 15
time off report 87
transfer report 49
attrition
by department 95
by location 95
between departments 56
between locations 57
by department 51, 53
cumulative 54
by department and location 49
by location 52, 54
cumulative 55
compared to all employees 50
employee trend dashboard 28
internal transfer 105
trend report. See headcount report. 37
W
workforce development and
productivity
report 108
workforce report 37
employee profile 58
headcount 37
trend 37
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