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Improve Your Hire to Retire - Employee Lifecycle

Your 6-step guide to optimizing Hire to Retire in Ceridian Dayforce.

Challenges (10) Goals (12) 6 Steps Preview Outcomes Data FAQs (4)

Process: Hire to Retire - Employee Lifecycle

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Optimize Your Hire to Retire Employee Lifecycle in Ceridian Dayforce

The employee lifecycle often contains hidden bottlenecks that impact efficiency and employee satisfaction. Our platform helps you precisely identify process delays and optimize critical stages like onboarding, performance management, and offboarding. This enables you to enhance compliance and improve the overall employee experience.

Download our pre-configured data template and address common challenges to reach your efficiency goals. Follow our six-step improvement plan and consult the Data Template Guide to transform your operations.

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Why Optimize Your Hire to Retire - Employee Lifecycle?

The employee lifecycle, from initial recruitment to final offboarding, is a complex journey with numerous interconnected steps. Within a system like Ceridian Dayforce, which centralizes HR, payroll, and workforce management, the potential for efficiency gains, as well as hidden bottlenecks, is significant. Optimizing your Hire to Retire - Employee Lifecycle is not just about streamlining HR operations, it is about enhancing the entire employee experience, improving talent acquisition, fostering career growth, and ensuring a smooth, compliant departure.

Inefficiencies in this critical process can lead to tangible business impacts: delayed hiring impacts productivity, slow onboarding frustrates new hires and increases early turnover, inconsistent performance management hinders employee development, and non-compliant offboarding can lead to legal risks. Each delay or deviation represents a hidden cost, affecting employee morale, operational expenses, and ultimately, your organization's bottom line. Understanding "how to improve Hire to Retire - Employee Lifecycle" directly translates into a more agile, employee-centric, and cost-effective HR function.

How Process Mining Illuminates Your Ceridian Dayforce Processes

Process mining provides an unparalleled X-ray vision into the actual execution of your Hire to Retire - Employee Lifecycle within Ceridian Dayforce. By analyzing event logs, it reconstructs the real journey of each employee, revealing every activity and transition, exactly as it occurred. Unlike traditional reporting or manual audits, process mining doesn't rely on assumptions, it shows you the factual process flows, identifying deviations from expected paths, identifying where the process actually goes.

For instance, process mining can highlight specific stages where employees frequently get stuck, such as lengthy background check initiations, delays in payroll setup, or prolonged approval cycles for promotions. It can quantify the exact cycle time for each stage, pinpointing "how to reduce Hire to Retire - Employee Lifecycle cycle time" by identifying the longest-running activities or the most frequent reworks. You can visualize the most common process variants, understand resource utilization, and even simulate "what-if" scenarios to predict the impact of proposed changes before implementation. This data-driven approach moves beyond anecdotal evidence, providing concrete insights into process performance within your Ceridian Dayforce environment.

Key Areas for Process Improvement

Applying process mining to your Hire to Retire process in Ceridian Dayforce often uncovers several critical areas ripe for optimization:

Recruitment and Onboarding Efficiency: Identify delays in job requisition approvals, candidate sourcing, offer acceptance, or background check initiation. Streamline the onboarding process to ensure new hires are productive faster, reducing early turnover rates.
Performance Management & Career Progression: Uncover inconsistencies in performance review cycles, identify bottlenecks in promotion approvals, or understand the common paths employees take for role changes. Ensure timely feedback and development opportunities.
Compliance and Risk Mitigation: Monitor adherence to internal policies and regulatory requirements for activities like payroll setup, training assignment, and termination procedures. Highlight instances where the process deviates from compliance standards, such as missed exit interviews or incomplete offboarding tasks.
Operational Cost Reduction: Pinpoint redundant activities, excessive reworks, or inefficient resource allocation that drive up operational costs within the HR department. By eliminating these inefficiencies, you can reallocate resources more effectively.

Expected Measurable Outcomes

Implementing process optimization strategies based on process mining insights in your Ceridian Dayforce Hire to Retire - Employee Lifecycle can yield substantial, measurable benefits:

Reduced Cycle Times: Significantly decrease the time from "Job Requisition Created" to "Employee Onboarded," or from "Termination Initiated" to "Offboarding Tasks Completed." This means faster talent acquisition and more efficient employee transitions.
Enhanced Employee Experience: A smoother, more transparent process, from application to retirement, leads to higher employee satisfaction and engagement, fostering a positive employer brand.
Improved Compliance and Reduced Risk: Ensure all regulatory requirements and internal policies are met consistently, minimizing the risk of penalties, legal issues, or reputational damage associated with HR processes.
Increased HR Operational Efficiency: Automate manual tasks, eliminate unnecessary steps, and optimize resource allocation within your HR department, allowing your team to focus on strategic initiatives rather than reactive problem-solving.
Better Talent Retention: By identifying and addressing issues in career progression and performance management, you can create a more supportive environment that encourages employees to stay and grow with your organization.

Getting Started with Your Hire to Retire Optimization

Embarking on your journey to optimize the Hire to Retire - Employee Lifecycle with process mining for Ceridian Dayforce doesn't require a deep dive into complex technical configurations. The focus is on understanding your actual processes, identifying where the inefficiencies lie, and making data-driven decisions for improvement. By leveraging the power of process mining, you gain the clarity needed to transform your HR operations, creating a more efficient, compliant, and ultimately, more human-centric employee experience. Explore how these insights can help you drive strategic improvements across your entire employee journey.

Hire to Retire - Employee Lifecycle Employee Journey HR Management Talent Acquisition Onboarding Process Offboarding Process Performance Management HR Efficiency Employee Experience Workforce Management

Common Problems & Challenges

Identify which challenges are impacting you

Delays in moving candidates from offer acceptance to employee onboarding mean new hires sit idle, unable to contribute fully. This extended wait time frustrates new employees, impacts team productivity, and delays time-to-value for the business, increasing the cost of hiring.
ProcessMind uses event log data from your Hire to Retire process in Ceridian Dayforce to pinpoint where and why onboarding tasks stall. By analyzing sequences like 'Offer Extended' to 'Employee Onboarded', we reveal hidden delays and identify root causes, allowing you to streamline the entire new hire journey.

Inefficient or prolonged onboarding processes directly prevent new employees from becoming productive members of the team quickly. This leads to wasted resources, missed initial training opportunities, and a poor first impression of the company, potentially increasing early turnover risk.
ProcessMind visualizes the actual flow of onboarding activities within Ceridian Dayforce, identifying bottlenecks between 'Employee Onboarded' and 'Payroll Setup Completed' or 'Training Assigned'. Our analysis highlights deviations from the optimal path, enabling targeted improvements to accelerate time-to-productivity.

Performance reviews often suffer from delays, inconsistent scheduling, or incomplete cycles, leading to missed opportunities for employee development and feedback. This impacts morale, hinders talent growth, and can lead to difficulties in making informed decisions about promotions or compensation.
ProcessMind analyzes the 'Performance Review Conducted' activity, revealing the true duration and variations in the review process across departments in Ceridian Dayforce. We uncover why reviews are delayed or skipped, helping you enforce adherence to review schedules and improve their effectiveness.

Excessive time taken for promotion approvals can demotivate high-performing employees, leading to frustration and potential attrition. Slow approval processes signal organizational inertia, failing to recognize and reward talent promptly, which can damage employee engagement and retention efforts.
ProcessMind maps the journey from 'Performance Review Conducted' or 'Role Change Initiated' to 'Promotion Approved' within your Ceridian Dayforce data. We identify specific stages or individuals causing delays in the approval workflow, enabling you to accelerate career progression paths and retain key talent.

When new hires leave shortly after joining, it signifies significant issues in the recruitment, onboarding, or initial job experience. This results in substantial financial losses from re-recruiting and re-training, loss of institutional knowledge, and damage to employer brand reputation.
ProcessMind analyzes the entire employee journey for those who exit prematurely, correlating 'Hire Date' with 'Termination Initiated'. By exploring the paths taken in Ceridian Dayforce by employees with short tenures, we can identify problematic onboarding steps or early career experiences that contribute to their departure.

Failure to follow standardized and compliant offboarding processes can expose the organization to legal risks, security breaches, and financial liabilities. Incorrect handling of access revocation, final pay, or asset recovery creates significant operational and legal headaches.
ProcessMind traces the complete 'Offboarding Tasks Completed' flow within Ceridian Dayforce after 'Termination Initiated'. We highlight deviations from the defined offboarding protocol, ensuring all necessary steps are followed, thus minimizing risk and maintaining compliance for the Hire to Retire process.

Employees may not receive timely or appropriate training, leading to skill gaps, reduced job performance, and decreased job satisfaction. This inconsistency impacts overall workforce capability, slows down new initiatives, and can lead to compliance issues in regulated industries.
ProcessMind analyzes the sequence and timing of 'Training Assigned' relative to 'Employee Onboarded' or 'Role Change Initiated' within your Ceridian Dayforce data. We uncover where training is missed, delayed, or assigned inconsistently across departments or job roles, helping standardize essential learning paths.

Organizations often struggle to determine which recruitment channels yield the best quality hires or most efficient time-to-hire. Without this insight, recruitment budgets may be misallocated, leading to higher costs per hire and slower talent acquisition.
ProcessMind connects the 'Recruitment Source' attribute with the complete 'Offer Accepted' to 'Employee Onboarded' journey in Ceridian Dayforce. We reveal which sources lead to faster hiring, lower early turnover, and higher retention, optimizing your talent acquisition strategy and investment.

Delays or errors in setting up new employees for payroll can lead to frustrated new hires and significant administrative rework. This impacts employee trust and satisfaction from day one, potentially causing compliance issues and requiring urgent, costly manual interventions.
ProcessMind visualizes the process steps leading to 'Payroll Setup Completed' in Ceridian Dayforce. We identify specific hold-ups, reworks, or non-standard paths that delay accurate payroll integration, allowing you to streamline this critical post-onboarding activity.

The actual steps taken in Hire to Retire processes often differ significantly from documented procedures, leading to inconsistencies, inefficiencies, and compliance risks. These hidden variations create unpredictability, making it hard to manage performance or ensure a consistent employee experience.
ProcessMind discovers all actual process paths taken by employees in Ceridian Dayforce, from 'Job Requisition Created' to 'Offboarding Tasks Completed'. We expose every deviation from the ideal flow, highlighting where unauthorized workarounds occur and pinpointing opportunities for standardization and optimization.

Typical Goals

Define what success looks like

This goal aims to shorten the time it takes for a candidate to move from application to becoming a hired employee. A faster hiring process improves the candidate experience, reduces the cost of vacant positions, and allows teams to be fully staffed more quickly, directly impacting productivity and project timelines within the Hire to Retire employee lifecycle. It also ensures top talent is secured before competitors. ProcessMind dissects the entire hiring journey in Ceridian Dayforce, from initial requisition to offer acceptance. It identifies specific bottlenecks, such as prolonged interview scheduling, slow background checks, or approval delays, by visualizing process variants and comparing performance against benchmarks. This allows for targeted interventions to streamline activities, potentially cutting cycle times by 15-25% and improving overall HR efficiency.

Achieving this goal means significantly reducing the time required for new hires to complete all necessary onboarding tasks and become fully productive. Efficient onboarding directly impacts employee satisfaction, reduces early turnover, and ensures new team members contribute effectively sooner. Delays can lead to frustration for new hires and their managers, affecting overall team morale and productivity within the Hire to Retire process. ProcessMind visualizes every step of the onboarding process in Ceridian Dayforce, from initial paperwork to system access and training assignments. It uncovers hidden delays, identifies process deviations, and highlights areas where automation or better coordination can drastically reduce completion times, potentially cutting onboarding duration by 20% and improving the new hire experience significantly.

This goal focuses on making performance review cycles more efficient, timely, and less burdensome for both employees and managers. A streamlined process ensures employees receive feedback promptly, fosters professional development, and supports accurate compensation decisions. Inefficient cycles can lead to missed deadlines, manager burnout, and a disconnect between performance and recognition, impacting employee engagement across the Hire to Retire lifecycle. ProcessMind maps the complete performance review process in Ceridian Dayforce, highlighting actual paths, rework loops, and approval bottlenecks. It identifies which steps cause the most delays or require excessive manual effort, enabling organizations to optimize workflows, automate routine tasks, and ensure reviews are completed on schedule, potentially reducing cycle time by 10-20% and improving manager satisfaction.

The objective here is to significantly shorten the time it takes for promotion requests to be approved and implemented. Faster promotion approvals are crucial for recognizing employee achievements, maintaining high morale, and retaining top talent. Prolonged approval processes can lead to frustration, perceived lack of recognition, and even cause valuable employees to seek opportunities elsewhere, directly impacting talent retention within the Hire to Retire journey. ProcessMind provides an end-to-end view of the promotion approval workflow in Ceridian Dayforce, identifying specific decision points or individuals that cause delays. It reveals deviations from the standard path and highlights opportunities for parallel processing or improved communication, allowing for targeted process re-engineering that can accelerate approvals by 20-30% and enhance employee satisfaction.

This goal aims to reduce the rate at which new employees leave the organization within their first year. High early attrition is costly due to recruitment expenses, lost productivity, and impact on team morale. Addressing this improves overall talent retention and strengthens the company culture, making the Hire to Retire process more effective and sustainable. It indicates successful onboarding and integration. ProcessMind analyzes the journey of employees who leave early, comparing their experiences with those who stay. It identifies specific process deviations, unmet training needs, or onboarding gaps in Ceridian Dayforce that correlate with early departures, enabling proactive interventions to improve the early employee experience and reduce turnover by 5-10%.

Achieving this goal means that all employee departures follow established legal, regulatory, and company policies consistently. Compliant offboarding minimizes legal risks, protects company assets and data, and maintains a positive employer brand. Non-compliant procedures can lead to significant penalties, security breaches, and negative public perception, underscoring the importance of robust processes within the Hire to Retire lifecycle. ProcessMind maps every step of the offboarding process in Ceridian Dayforce, identifying any deviations from the mandated compliant path. It highlights missing activities, unapproved shortcuts, or delays in critical tasks like access revocation, allowing organizations to enforce standardized, compliant procedures and reduce the risk of non-compliance by over 30%.

This goal focuses on ensuring that all new employees receive appropriate and consistent training relevant to their role and department. Standardized training accelerates new hires' time to productivity, reduces skill gaps, and ensures compliance with necessary certifications. Inconsistent training can lead to varied performance, confusion, and potential compliance risks across the Hire to Retire process. ProcessMind visualizes the training assignment and completion paths for new hires in Ceridian Dayforce. It identifies instances where training is missed, delayed, or assigned inconsistently across different departments or roles, enabling the organization to enforce standardized training protocols and ensure all employees are equipped with the necessary skills from day one.

This objective aims to identify and prioritize the most effective recruitment channels that yield high-quality candidates who stay with the company longer and perform well. Optimizing recruitment sources reduces the overall cost-per-hire and improves the quality of talent entering the Hire to Retire pipeline. Without this insight, resources may be wasted on less effective channels. ProcessMind connects candidate sourcing data to the entire employee lifecycle in Ceridian Dayforce, from hire to performance reviews and even retention. It analyzes which recruitment sources lead to faster hires, higher performance ratings, and longer employee tenure, allowing HR to make data-driven decisions on where to invest recruitment efforts and potentially reduce cost-per-hire by 10-15%.

The goal is to ensure that all new employees have their payroll information accurately set up and processed in a timely manner before their first payday. Timely and accurate payroll setup is critical for employee satisfaction and compliance. Delays or errors can cause significant frustration for new hires, erode trust, and lead to administrative burdens for HR and payroll teams, impacting the critical early stages of the Hire to Retire journey. ProcessMind meticulously maps the payroll setup sub-process within Ceridian Dayforce, identifying specific handoffs, data entry points, and approvals that cause bottlenecks. It pinpoints the root causes of delays, enabling targeted improvements that ensure smooth, error-free payroll processing and improve employee confidence.

This goal aims to minimize unnecessary deviations from the desired, standardized paths for various sub-processes within the Hire to Retire employee lifecycle. Reducing process variations leads to greater efficiency, consistency in employee experience, and improved compliance. Excessive variations can introduce errors, increase operational costs, and make it difficult to scale processes effectively across the organization. ProcessMind automatically discovers all actual process variants within Ceridian Dayforce for activities like onboarding, promotions, or offboarding. It highlights the most common and the most deviant paths, allowing organizations to identify where processes are going off track and enforce best practices, leading to a more predictable and efficient HR operation.

This goal seeks to enhance the efficiency and timeliness with which managers complete their HR-related tasks throughout the employee lifecycle. Managers play a crucial role in many Hire to Retire processes, including hiring approvals, performance reviews, and offboarding tasks. Delays from managers can create bottlenecks, impact employee experience, and reduce overall HR operational efficiency. ProcessMind identifies specific managerial tasks within Ceridian Dayforce that frequently cause delays or lead to rework. By analyzing manager behavior and identifying common friction points, the organization can optimize workflows, provide better tools or training, and reduce the burden on managers, leading to faster process completion and improved HR service delivery.

This objective focuses on reducing instances where HR-related tasks need to be redone or corrected due to errors or process inefficiencies. Minimizing rework directly reduces operational costs, frees up HR staff time for more strategic initiatives, and improves data accuracy across the Hire to Retire employee lifecycle. Frequent rework indicates underlying process flaws that can impact employee satisfaction and compliance. ProcessMind identifies loops and repeated activities within Ceridian Dayforce that signify rework. By analyzing where and why these loops occur, organizations can implement process changes, improve data quality, or introduce automation to eliminate redundant steps and achieve a 'first-time-right' approach, saving significant time and resources.

The 6-Step Improvement Path for Hire to Retire in Dayforce

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Export Your Dayforce Data

Upload Your Dayforce Dataset

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Monitor HtR Performance

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What to do

Obtain the specialized Excel template designed for Hire to Retire data. This ensures your Ceridian Dayforce HR data, such as employee lifecycle events, is structured correctly for analysis.

View Data Template Guide Download Template

Why it matters

A standardized template streamlines data preparation, reducing errors and ensuring that all relevant employee lifecycle information from Dayforce is captured consistently.

Expected outcome

A ready-to-fill Excel template, tailored to capture your Ceridian Dayforce employee lifecycle data.

WHAT YOU WILL GET

Uncover Hidden Truths in Your Employee Lifecycle

ProcessMind visualizes your entire Hire to Retire journey, revealing hidden bottlenecks and inefficiencies. Gain actionable insights to optimize employee experience and operational flow.

Visualize actual Hire to Retire process flows.
Pinpoint process bottlenecks and delays instantly.
Optimize onboarding, performance, and offboarding.
Enhance compliance and employee experience.

Discover your actual process flow

Identify bottlenecks and delays

Analyze process variants

Design your optimized process

TYPICAL OUTCOMES

Real-World Impact on Your Employee Lifecycle

By leveraging process mining to analyze your Hire to Retire data from systems like Ceridian Dayforce, organizations gain critical insights into bottlenecks and inefficiencies. This leads to significant improvements across the entire employee lifecycle, from onboarding to offboarding.

0 % faster

Faster Hiring Cycles

Average reduction in time-to-hire

Streamline your recruitment process to fill open roles more quickly, reducing lost productivity and ensuring new talent integrates faster.

0 %

Reduced Early Attrition

Decrease in employees leaving within 90 days

Identify and address issues contributing to new hire turnover, improving retention and significantly cutting recruitment and training costs.

0 %

Improved Offboarding Compl.

Higher adherence to regulatory requirements

Ensure all necessary steps are completed for departing employees, mitigating legal risks and maintaining proper data handling standards.

0 % quicker

Accelerated Onboarding

Shorter time to full employee productivity

Optimize the onboarding journey for new hires, leading to quicker integration into teams and faster contribution to business goals.

0 % faster

Streamlined Payroll Setup

Faster processing for new hire compensation

Eliminate delays in payroll setup to ensure new employees are paid accurately and on time, boosting satisfaction and reducing administrative burden.

0 %

Enhanced Process Conformance

Greater standardization of HR workflows

Reduce variations across employee lifecycle processes, ensuring consistent application of policies and more predictable HR operations.

Results vary based on process complexity and data quality. These figures represent typical improvements observed across implementations.

Recommended Data

Start with the most important attributes and activities, then expand as needed.

New to event logs? Learn how to create a process mining event log.

Attributes

Key data points to capture for analysis

The unique system-generated identifier for each employee.

Why it matters

This is the primary key that connects all employee-related events, making it possible to analyze the entire employee journey from beginning to end.

The name of the specific employee lifecycle event that occurred.

Why it matters

Defines the steps in the process map, which is essential for visualizing the employee journey, identifying deviations, and locating bottlenecks.

The precise date and time when the activity was recorded.

Why it matters

This attribute provides the chronological sequence of events and is essential for all performance calculations, such as cycle times and bottleneck analysis.

The user or system agent responsible for executing the activity.

Why it matters

Identifies the actor for each event, enabling workload analysis, performance comparison between users or teams, and root cause analysis for delays.

The name of the department to which the employee is assigned.

Why it matters

Allows for filtering and comparing process metrics across different business units, revealing variations in efficiency, cost, and compliance.

The channel through which a candidate was originally sourced.

Why it matters

Helps evaluate the effectiveness of different hiring channels by linking them to hiring speed, conversion rates, and long-term employee retention.

The unique identifier for the job requisition.

Why it matters

Groups all pre-hire activities under a single job opening, enabling analysis of time-to-fill and the efficiency of the recruitment funnel for specific roles.

The official title of the employee's position.

Why it matters

Enables role-based analysis to compare process metrics like hiring time, training completion, and career progression across different job functions.

The reason for a significant change in an employee's status, such as promotion or transfer.

Why it matters

Provides crucial context for change events, allowing for targeted analysis of specific processes like promotions, transfers, or compensation adjustments.

Activities

Process steps to track and optimize

This activity marks the official start of the hiring process when a manager or HR user creates a request for a new or replacement position. This event is typically captured explicitly when a new job requisition is saved in the Dayforce Recruiting module.

Why it matters

This is the primary start point for measuring the overall Time-to-Hire and Candidate-to-Hire cycle time KPIs. Analyzing the time from this event helps identify delays in getting hiring approvals and posting jobs.

This marks the point when a candidate formally accepts the job offer. This event is typically captured as a status change in the recruiting workflow and is the trigger for subsequent pre-boarding activities.

Why it matters

This is a critical conversion point for calculating the Offer Acceptance Rate KPI. It signifies the transition from a candidate to a future employee and initiates the onboarding process.

This is the official transaction that creates the employee's record in the HR system, assigning them an Employee ID. This explicit event is captured when an HR administrator finalizes the hiring action in Dayforce's core HR module, often based on the accepted offer.

Why it matters

This is a fundamental milestone that establishes the employee's tenure. It serves as the starting point for measuring onboarding cycle time, early attrition, and overall employee lifecycle duration.

This activity marks the successful setup of the new employee in the payroll system, ensuring they can be paid correctly. This is likely inferred from the creation or activation date of the employee's payroll record.

Why it matters

This is a critical milestone for measuring Payroll Setup Cycle Time. Delays here directly impact the new hire experience and can cause significant administrative issues.

This activity represents the start of the offboarding process, when a manager or HR submits a termination request. It is often an explicit action that triggers a workflow for approvals and offboarding tasks.

Why it matters

This event is the starting point for measuring offboarding efficiency and compliance. The time between this and the final termination date reveals the duration of the offboarding process.

The final activity in the employee lifecycle, marking their official last day of employment. This is inferred from the effective date of the 'Termination' action that changes the employee's status to inactive.

Why it matters

This is the definitive end event for the Hire to Retire process. It is essential for calculating employee tenure, turnover rates, and the overall lifecycle duration.

FAQs

Frequently asked questions

How can process mining help optimize our Hire to Retire process in Ceridian Dayforce?

Process mining analyzes event logs from Ceridian Dayforce to visualize the actual employee lifecycle flow, identifying bottlenecks like slow candidate conversion or onboarding delays. It uncovers unseen process variations and inefficiencies, providing data-driven insights for targeted improvements. This helps streamline workflows, ensure compliance, and enhance overall employee experience from recruitment to offboarding.

What data do we need from Ceridian Dayforce to start process mining our employee lifecycle?

You primarily need event logs detailing each step an employee takes, including a case identifier, typically the Employee ID. Each event should have an activity name and a timestamp. These logs allow the process mining tool to reconstruct the exact sequence and timing of activities within the Hire to Retire process.

How long does it typically take to see initial results from process mining our Hire to Retire data?

Initial results, including process maps and bottleneck identification, can often be achieved within a few weeks after successful data extraction and ingestion. The time frame depends on data complexity and the clarity of your improvement goals. Deeper analysis and iterative improvements will naturally extend over a longer period.

What specific improvements can we expect after applying process mining to our Hire to Retire process?

You can expect reduced candidate-to-hire cycle times and accelerated onboarding completion. Other benefits include streamlined performance reviews, expedited promotion approvals, and decreased early employee attrition rates. Ultimately, process mining helps achieve a more efficient, compliant, and standardized employee lifecycle.

What technical requirements or expertise are needed to implement process mining for Ceridian Dayforce data?

You will need access to Ceridian Dayforce to extract event log data, often requiring some SQL or reporting tool knowledge. While process mining platforms are user-friendly, a basic understanding of data structures and process analysis principles is beneficial. Some IT support might be necessary for initial data integration.

Can process mining specifically address issues like high early employee turnover or non-compliant offboarding?

Yes, process mining can trace the exact paths leading to early turnover, revealing points where employees disengage or leave. For offboarding, it maps every step to identify deviations from compliant procedures, ensuring all necessary tasks are completed. This allows for targeted interventions to mitigate these specific problems.

How does process mining uncover unseen process variations within our employee lifecycle?

Traditional methods often rely on assumed process maps, but process mining uses actual event data to discover every single path employees take. It visualizes all variations, even minor ones, showing their frequency and impact. This reveals shadow processes or deviations from the intended flow that might otherwise go unnoticed.

How does process mining integrate with existing Ceridian Dayforce systems?

Process mining tools typically do not directly integrate live with Ceridian Dayforce for data processing. Instead, they ingest extracted historical event log data, which can be exported via Ceridian's reporting or API capabilities. The analysis happens in the process mining platform, separate from the operational system.

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