Data Template: Hire to Retire - Employee Lifecycle

This attribute describes a single step or milestone in the Hire to Retire process. Each record in the event log represents one activity, such as 'Offer Extended' or 'Performance Review Conducted'.

The sequence of these activities forms the process map. Analyzing the different activities, their order, and their frequency is the core of process mining. It helps to understand what work is being done, identify deviations from the standard process, and locate bottlenecks.

It defines the steps of the process, allowing for the visualization of the process flow and the analysis of process variations and performance.

Derived from various modules in ADP Workforce Now, representing business events. This often requires mapping system events or status changes to standardized activity names.

The Employee ID serves as the unique identifier for each individual's lifecycle within the organization. All events, from job application to termination, are linked to this ID, enabling a holistic view of an employee's journey.

In process mining, this ID is essential as the Case ID. It connects all disparate activities like 'Onboarding Initiated', 'Performance Review Conducted', and 'Employee Terminated' into a single, chronological process flow for each employee. This allows for end-to-end analysis of every employee's path through the company.

It is the fundamental key that links all employee-related events together, making it possible to reconstruct and analyze the entire employee lifecycle process.

This is a primary key in most employee master data tables within ADP Workforce Now.

This timestamp marks the start of an activity and is fundamental for process analysis. It establishes the chronological order of events, which is necessary to build the process map and understand the flow of the employee lifecycle.

Event Timestamp is used to calculate all time-based metrics, such as cycle times between activities (e.g., time to hire) and the duration of specific stages. Analyzing timestamps reveals delays, bottlenecks, and the overall speed of the process.

It provides the temporal dimension of the process, enabling all duration calculations, bottleneck analysis, and the correct ordering of events.

Typically found as a 'creation date', 'effective date', or 'last modified date' on records within various ADP Workforce Now modules.

This attribute shows how current the data in the process mining tool is. It is a single timestamp applied to the entire dataset during each data load.

This information is critical for users to understand the timeliness of the analysis. It helps them know if they are looking at data from yesterday, last week, or last month, which frames their interpretation of the process performance and any recent changes.

It informs users about the freshness of the data, ensuring they understand the time frame of the analysis and can trust the results.

Generated and stamped on the dataset by the data pipeline or ETL tool at the time of data extraction.

This attribute identifies the origin of the data. For this process view, it will primarily be 'ADP Workforce Now', but in a broader context, events might come from other integrated systems like an Applicant Tracking System (ATS) or a learning management system (LMS).

Tracking the source system helps in data validation, troubleshooting, and understanding the scope of the process data. It ensures clarity on data provenance, especially in environments with multiple integrated HR systems.

It provides crucial context about data origin, which is essential for data governance, validation, and managing process analyses that span multiple systems.

This is typically a static value added during the data extraction and transformation (ETL) process to label the records.

This attribute allows for the segmentation of the Hire to Retire process by organizational unit. By filtering or comparing departments, analysts can identify variations in hiring cycle times, onboarding efficiency, or turnover rates. For example, the 'Hiring Cycle Time Analysis' dashboard relies on this attribute to show which departments have the longest or shortest times to hire.

Department-level analysis is critical for identifying localized process issues and tailoring improvement initiatives to specific business areas.

Available in the employee's position or organizational assignment data in ADP Workforce Now.

This attribute tracks the overall state of the employee's lifecycle case. It's fundamental for understanding the current workforce composition and for filtering analyses to specific employee populations, like only active employees for performance review analysis or only terminated employees for offboarding analysis. The status changes in response to key lifecycle events like 'Offer Accepted' or 'Employee Terminated'.

It provides critical context for the case, allowing analysts to filter for relevant employee populations and understand the process flow leading to different outcomes.

A primary field on the employee's core profile in ADP Workforce Now, often labeled 'Employment Status' or similar.

This field marks the end of an activity. It is crucial for calculating the processing time or duration of individual tasks within the employee lifecycle. For example, the difference between the Event Timestamp and the Event Completion Timestamp for 'Background Check Initiated' would represent how long the check was in progress. This helps pinpoint specific activities that are taking longer than expected.

Calculating precise activity durations is essential for identifying bottlenecks and measuring the efficiency of specific steps like onboarding tasks or performance reviews.

Consult ADP Workforce Now documentation. This may be a separate field or inferred from a subsequent status change.

The Hire Date is a cornerstone attribute for lifecycle analysis. It serves as the baseline for calculating employee tenure and is a critical input for the 'Early Employee Attrition Rate' KPI, which measures turnover within a specific period after this date. It anchors the employee journey and allows for time-based cohort analysis to see how processes and outcomes have changed over time.

It is essential for calculating employee tenure and identifying trends in early attrition, which can point to issues in the hiring or onboarding process.

A standard, critical field in the employee's core HR profile in ADP Workforce Now.

Job Title provides a more granular level of detail than Department for analyzing HR processes. It is essential for understanding how processes differ for various roles, such as executive versus entry-level positions. This attribute is used in dashboards like 'Hiring Cycle Time Analysis' and 'Internal Talent Mobility' to break down cycle times and movement patterns by role.

It enables role-specific analysis to understand if hiring, promotion, or turnover patterns are concentrated in particular job functions.

Available in the employee's position data in ADP Workforce Now.

When an employee's lifecycle ends, the Termination Reason provides crucial context about the exit. This data is vital for the 'Early Employee Attrition Trends' dashboard, where it helps differentiate between regrettable and non-regrettable turnover. Analyzing termination reasons can reveal underlying issues in management, company culture, or compensation that need to be addressed.

Understanding why employees leave is fundamental to developing effective retention strategies and improving the overall employee experience.

This data is captured during the termination workflow in ADP Workforce Now.

This attribute identifies the human resource involved in a process step. Analyzing activities by user helps understand workload distribution, identify training needs, or flag cases where specific individuals are associated with process delays or deviations. For instance, you could analyze if onboarding tasks are completed faster by certain HR team members.

It provides accountability and allows for performance analysis at the individual or team level, helping to optimize resource allocation and training.

Consult ADP Workforce Now documentation. Often found in fields like 'Modified By', 'Created By', or 'Processor'.

The Business Unit provides a higher-level organizational grouping than Department. It is useful for executive-level dashboards that compare performance across major divisions of the company. For example, an analysis could reveal that one business unit has a significantly higher internal mobility rate, prompting further investigation into their talent development practices.

It enables high-level strategic analysis of HR processes, helping leadership understand performance and trends across different divisions.

Part of the organizational structure data in ADP Workforce Now, associated with an employee's position.

This is a calculated boolean attribute that simplifies attrition analysis. It is derived by comparing the 'TerminationDate' to the 'HireDate'. If the difference is less than a defined threshold (e.g., 365 days), the flag is set to true. This attribute directly powers the 'Early Employee Attrition Trends' dashboard and the corresponding KPI, making it easy to filter for and aggregate cases of early turnover.

It simplifies the identification and analysis of early turnover, a key indicator of potential issues in the recruitment and onboarding processes.

Calculated within the process mining tool by comparing 'HireDate' and 'TerminationDate'.

The Job Requisition ID links all early-stage hiring activities, from creation to offer acceptance, to a specific open position. It acts as a sub-identifier within the broader employee lifecycle. This is particularly useful for the 'Hiring Cycle Time Analysis' dashboard to accurately measure time-to-hire for each distinct position, even if multiple candidates are considered.

It allows for accurate analysis of the recruitment funnel and cycle times for each specific job opening, rather than just by candidate.

Originates from the recruitment or talent acquisition module within ADP Workforce Now.

This attribute captures the outcome of the 'Performance Review Conducted' activity. It can be used to correlate performance with other lifecycle events, such as promotions, compensation changes, or terminations. Analyzing this data can help assess the effectiveness of the performance management process and identify trends, such as whether high performers are more likely to be promoted or to leave the company.

It connects performance outcomes to process events, allowing for deeper analysis of talent management, retention, and the impact of performance reviews.

Data originates from the Performance Management module within ADP Workforce Now.

This attribute is derived by comparing an activity's completion timestamp with its 'SlaTargetDate'. The result is a simple, clear status like 'On Time' or 'Late'. This is used in the 'Compliance & Critical Task Monitoring' dashboard to provide an at-a-glance view of SLA performance, allowing users to quickly identify and drill down into overdue tasks without needing to perform date comparisons manually.

It translates complex date comparisons into a simple, actionable status, making it easier to monitor and manage SLA compliance across the organization.

Calculated within the process mining tool by comparing the activity's 'EventCompletionTimestamp' to the 'SlaTargetDate'.

The SLA Target Date is a critical piece of data for compliance and performance monitoring. It sets the expectation for how long certain critical tasks should take. This attribute is the basis for the 'SLA Adherence, Background Check' KPI and is used in the 'Compliance & Critical Task Monitoring' dashboard to flag overdue items. By comparing the actual completion timestamp to this target date, the process mining tool can automatically identify breaches.

It enables automated monitoring of compliance and service level agreements, highlighting delays in critical tasks that could pose business or legal risks.

Consult ADP Workforce Now documentation. This may be a custom field or derived based on business rules (e.g., Hire Date + 5 days).

The Termination Date marks the end of the employee lifecycle. It is used in conjunction with the Hire Date to calculate the final tenure of an employee. This attribute is fundamental for analyzing turnover rates, understanding the offboarding process duration, and segmenting the employee population for historical analysis.

This date defines the end of the employee journey, enabling precise calculation of tenure and turnover metrics.

A standard field that is populated when the termination process is completed in ADP Workforce Now.

This attribute provides context for the 'Training Assigned' and 'Training Completed' activities. It allows for analysis of specific training programs, such as mandatory compliance training or role-specific development courses. The 'Training Assignment & Completion' dashboard uses this attribute to track completion rates for different courses and identify which training programs may have low engagement or are frequently overdue.

It allows for granular analysis of training program effectiveness, compliance, and employee development progress.

Originates from the Learning Management System (LMS) module within ADP Workforce Now or an integrated third-party LMS.

This attribute helps in analyzing the Hire to Retire process from a geographical view. It can be used to compare process performance, such as hiring times or turnover rates, across different offices, cities, or countries. This can highlight regional differences in management practices, labor market conditions, or compliance requirements that impact the employee lifecycle.

It enables geographical segmentation to identify regional process variations and ensure that HR practices are effective and compliant across all locations.

A standard field in the employee's profile and position data within ADP Workforce Now.