Reference: Requirements and Considerations for Changing People Analytics Configuration
After you initially configure and install People Analytics with a Workday consultant, you can use the
Configure People Analytics
report to maintain the application. Use this topic as a reference when planning for and making changes to your current configuration.General Considerations
We recommend only making certain types of changes in your tenant after installing the application with a Workday consultant:
- Maintenance changes. Example: Changing the mapping for a field in a given pipeline or adding a new population filter condition.
- Uptaking new content that we deliver as an automated update to production tenants. Example: Enabling and configuring the VIBE Index™ topic, configuring a fiscal schedule, uptaking KPI metrics.
Certain changes to your configuration might result in a significant change to application insights and the data quality of these insights. Examples:
- Applying a new security configuration that doesn't align with your current organization structure.
- Making changes to the field mapping for target fields Level 1, Level 2, and Level 3.
You might consider requesting assistance with People Analytics Office Hours (available as a paid service) for support with changes that might significantly alter your current configuration.
Consider how a given change will affect which insights the target audience of the application consumes. The target audience is the HR Business Partner and executives at your organization. Surfaced focus insights that bring valuable and actionable data for these users are focus insights that you can use in leadership reporting. Ensure that mapped fields and other configuration inputs support this level of content.
People Analytics uses configuration details based on expected values. We recommend that you adhere to all specified requirements when making changes to avoid surfacing irrelevant or incorrect insights.
We recommend that you run People Analytics Data Quality and correct any defects in your configuration before reinstalling the application. Data Quality also runs automatically when you install the application. You can run Data Quality from the
Configure People Analytics
report and view the results by accessing the People Analytics Data Quality
report.Plan to run the reinstallation of People Analytics only from Monday to Thursday. Weekly Service Updates in Workday run on Fridays and can cause the reinstallation to fail.
We recommend testing all changes in an implementation or preview sandbox tenant before executing these changes in your production environment.
The
Configure People Analytics
report doesn’t support concurrent editing. This means that when more than 1 user is making changes to the configuration, the user with the latest, unsaved changes is unable to save those changes. This user must refresh the page to get the updated version that reflects the changes made by the other user. Refreshing the page removes any unsaved changes.You can create custom reports and discovery boards using People Analytics data sources for ad hoc reporting purposes or to validate your data. These resources are only valid until the next automated update or until you run Data Quality or installation again. However, you must delete these resources before the next Data Quality, automated update, or installation run to ensure that these activities complete successfully.
Application Settings
Requirements
Item | Details |
|---|---|
Time Frame Configuration | Consider the type of fiscal schedule used by your organization. The default People Analytics fiscal schedule follows the calendar year. If your organization uses a different fiscal schedule, make sure it is available in Workday and select it in this step. To learn more about fiscal year configuration, see Set Up Fiscal Schedules and Years.
Additionally, in this step you can define the criteria on how terminations are recognized on the last day of a period. |
Population Views | Population views enable you to define meaningful worker populations. Once configured, you can use population to view insights in the People Analytics report either for your full worker population combined or for a selected population. For configuration guidance, see:
|
Field Mapping
Requirements
Item | Details |
|---|---|
Source Fields | You can’t map a single source field to multiple target fields. |
Field Description and Type | Each field that you map must meet the field description and field type specifications.
If a field doesn't meet the original description, the metric calculation uses unexpected values. This results in surfacing focus insights that aren't computed correctly. For the VIBE Index topic, this might result in no content displaying on the topic tab. If you map a field that is available in both the Worker and Hiring pipelines, ensure that both fields use the same field type and consist of the same level of information. Example: The target field Assigned Organization in the Worker pipeline and the target field Assigned Organization in the Hiring pipeline both have mapped source fields of the field type Single Instance and contain the same level of information across pipelines. |
Calculated Fields | People Analytics only supports the use of tenant-wide calculated fields.
Report-specific calculated fields aren't supported. |
Hierarchy Fields | The target fields that you configure in the Primary Hierarchy and Secondary Hierarchy sections must be identical in the worker and hiring pipelines. For more information, see Concept: Hierarchies and Organizations in People Analytics. |
Report Effective Date and Created Moment | Don't change the default mapping of the field Report Effective Date in the Worker pipeline and the field Created Moment in the Hiring pipeline. These fields contain unique, system-created, time-related information to a specific record. |
Display Name for Fields | The display name for a mapped field can only contain alphanumeric characters and spaces between those characters. Display names can’t start or end with a space. |
Considerations
Item | Details |
|---|---|
Blank Elements | If you're considering mapping a field that contains a high number of blank elements, determine whether the blank elements are expected within the given context.
Example: The source field mapped into the target field Job Family Group contains 80% blanks of all elements. As a result, a focus insight produced on this dimension focuses only on the elements that aren't blanks and might provide false positive or negative information. |
Dimensions and Cardinality | Be thoughtful when selecting dimensions (subsets of source fields) for field mapping. Consider the business added value and the cardinality of the field (number of distinct values). The expected content for a field isn't necessarily based on the name of the field. Check the Field Description and Example Value for a given field to ensure that the field is the best choice.
Example: For the target field Location, the expected dimension (subset of mapped source field) is at least city level or higher, not street level. If the expected level is too low (field has too high number of distinct values), move 1 to 2 hierarchies up. Usually the rule Would I use this field for reporting? or Would the field tell me something? applies when considering cardinality. |
Fields that require prompts | Avoid mapping source fields that require prompts, except for the field Total Compensation Calc Field. Prompts are only available for this field if mapped using the default source field.
Prompts allow you to configure specific aspects of a given field. Example: Whether to include one-time payments in the Total Compensation Calc Field. |
Populations | People Analytics requires the correct populations. If the wrong population is included in the field mapping configuration or not filtered out in the population filters configuration, surfaced focus insights, KPIs, and visualizations might provide insights that aren't relative to the target audience of the application.
Frequently filtered-out populations:
|
Fields for Skills Pipeline | We recommend not changing the default mapping for the fields in the Skills pipeline to ensure the highest quality of results. |
Population Filters
Limits
Item | Details |
|---|---|
Non-supported elements for population filters | When configuring population filters, you can't use:
|
Population filter condition limit per pipeline | For each population filter group, you can use a maximum of 20 population filter conditions. The limit for nesting is 3 levels, which applies to both groups of population filter conditions and all population filter groups.
A population filter group is a population filter condition that is composed of other population filter conditions and/or other population filter groups. Example: A given population filter group contains these population filter conditions:
These population filter conditions comprise a population filter group within the population filter group mentioned above:
|
Report Effective Date and Created Moment Fields | Population filter conditions consist of 3 parts from left to right on the Population Filters step of a given pipeline:
You can’t use these fields as population filter fields. You can only use these fields as population filter conditions:
|
Prompts
Prompts are only available if you:
- Include the target field Total Compensation Calc Field in the Worker pipeline field mapping configuration, and
- Use the default source field Total Compensation Calculated Field.
Prompts aren't available for fields available in the Hiring pipeline.
Security
You must select the same security option for both the Worker and Hiring pipelines. For more information, see Concept: Security in People Analytics.
Data History
In order for People Analytics to perform analysis successfully, you must have at least 4 months of transactional worker data in Workday. You can select 4 to 36 months of historical data to load into People Analytics from Workday for analysis. Any transactional history converted during deployment is considered part of the initial data load.
The amount of data history determines the analysis type. Year-over-year analysis requires at least 14 months of data. Rolling 3 month analysis for business questions is available with 4 to 12 months of data.
When you install People Analytics, you automatically enable the automated update activity, which includes a monthly data update. This enables the application to continue to load and analyze the latest data into Workday on the first Sunday of every month. If the initial data load is less than 14 months, the analysis type for business questions automatically changes when 14 months of data are available and loaded into People Analytics.
Question Mapping
To measure belongingness in the VIBE Index, you must map the Peakon questions you want to use as part of the
Employee Sentiment
topic configuration. The standard Peakon Belonging question ‘I feel a sense of belonging at [Your Company]’ appears by default. If you don’t see the standard question by default, check if it is enabled on your Peakon account. You can remove the default question from the question mapping field, however, we recommend that you use it as this is the Peakon standard question that directly asks employees about their sense of belonging.
Only standard questions from the Peakon Engagement and Diversity & Inclusion question sets will be available to select in the question mapping field. For your convenience the questions are organized into folders grouped into Question Sets, Drivers, and Sub-drivers. You may choose up to 10 questions.
You are required to select at least one question to complete the installation.
Questions disabled on your Peakon dashboard become inactive in People Analytics, and new question scores for them don’t flow into the report. Inactive questions are marked as such in your question mapping field in the Configure People Analytics report.
You can revisit the question selection pipeline at any point in time and modify an existing question set to suit your needs. Any changes to the question list will require reinstallation of the People Analytics report.