Data Template: Hire to Retire - Employee Lifecycle

This attribute describes the business event or task that took place at a specific point in time, such as 'Employee Hired', 'Performance Review Completed', or 'Termination Initiated'. It forms the sequence of steps that define the employee lifecycle process.

Analyzing the sequence of activities is the foundation of process mining. It allows for the visualization of process maps, discovery of process variants, identification of bottlenecks between steps, and analysis of conformance to standard operating procedures. The clarity and granularity of these activity names are critical for meaningful analysis.

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

Typically derived from event logs, workflow status changes, or audit trails within various modules of Ceridian Dayforce like Recruiting, Onboarding, and HR.

The Employee ID is the cornerstone of the Hire to Retire process, serving as the unique case identifier that links all lifecycle events for an individual. From the initial job application through onboarding, role changes, and eventual termination, every recorded activity is tied to this ID.

In process mining, this attribute allows for the reconstruction of each employee's complete journey. It enables end-to-end analysis of the entire lifecycle, making it possible to measure durations between major milestones, identify common and uncommon career paths, and analyze outcomes based on an employee's specific experiences.

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

This is a core field in the main employee profile or HR master data tables within Ceridian Dayforce.

This timestamp marks the occurrence of an employee lifecycle event. It provides the chronological order needed to reconstruct the process flow and is the basis for all time-based calculations.

In process mining, this attribute is critical for calculating cycle times, waiting times, and durations between different activities. It is used to analyze process performance, measure SLA adherence, and identify temporal patterns or delays in the employee journey. Accurate timestamps are essential for any performance-related analysis.

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

Every transactional record, event log, or audit trail in Ceridian Dayforce should have a creation or effective date associated with it.

This attribute provides context for 'Role Change Processed' or 'Compensation Change Approved' events. It specifies the business driver for the change, for example, 'Promotion', 'Lateral Transfer', 'Annual Merit Increase', or 'Reorganization'.

Without this context, it's difficult to analyze different types of employee movements. By using Change Reason, analysts can isolate promotion processes to measure their cycle times, track the frequency of lateral moves, or analyze the impact of reorganizations on the workforce. It turns a generic 'change' event into a specific, analyzable business process.

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

This is typically recorded during a job or compensation change transaction in the Dayforce HR module, often selected from a predefined list.

This attribute represents the organizational unit, such as 'Sales', 'Engineering', or 'Finance', where the employee works. The department can change over the employee's lifecycle.

Department is a critical dimension for comparative analysis. It allows you to segment and filter process data to understand how different parts of the organization perform. For example, you can compare hiring cycle times across departments, analyze departmental turnover rates, or identify process variations specific to certain business areas.

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

This is part of the core employee job and position data within the Ceridian Dayforce HR module.

This attribute specifies the employee's role within the organization, such as 'Software Engineer', 'Project Manager', or 'Sales Director'. This can change multiple times throughout an employee's lifecycle due to promotions or transfers.

Job Title is a valuable dimension for analysis, enabling comparisons of process behavior for different roles. For instance, onboarding processes may differ for technical vs. non-technical roles, or performance review cycles might vary for management vs. individual contributors. Analyzing by job title helps uncover these role-specific process patterns and inefficiencies.

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

This information is stored as part of the employee's position and job data in the core HR module of Ceridian Dayforce.

This attribute indicates the origin of a job applicant, for example, 'LinkedIn', 'Employee Referral', 'Company Website', or 'Job Fair'. It provides context on the effectiveness of different talent acquisition channels.

Analyzing recruitment sources is vital for optimizing hiring strategy. By tracking this attribute through the entire employee lifecycle, organizations can determine which sources yield the fastest hires, have the highest offer acceptance rates, and, most importantly, result in employees with longer tenure and lower early attrition rates.

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

This data is typically captured in the Ceridian Dayforce Recruiting module when a candidate applies for a position.

The Requisition ID links all activities related to filling a specific job opening. It connects the initial creation of the job request to all associated candidates, interviews, and offers, until the position is filled.

In process mining, this ID is useful for analyzing the recruitment part of the lifecycle from a position-centric view rather than a candidate-centric one. It allows for tracking the time-to-fill for a specific role and analyzing the efficiency of the hiring process for different types of jobs or departments.

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.

This ID is generated and managed within the Ceridian Dayforce Recruiting module.

This attribute identifies the individual, such as a recruiter, hiring manager, or HR administrator, who performed a specific task. For automated steps, this might indicate a system user.

Analyzing who performs which tasks is key to understanding resource allocation, workload distribution, and performance. It helps identify bottlenecks caused by specific users or teams, pinpoint training needs, and analyze the effectiveness of managers in completing their assigned HR tasks. It's also used to differentiate between manual and automated activities.

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

Found in audit logs or transactional data, often in fields like 'ChangedBy', 'UpdatedBy', or 'UserName'.

The attribute that identifies the country of employment. This is a critical field for global organizations as many HR processes, compliance requirements, and employee behaviors are country-specific.

Analyzing by country enables a global-to-local view of the Hire to Retire process. It allows for comparison of KPIs like time-to-hire or attrition rates across countries, ensuring that global process standards are being met while also understanding local variations. It is essential for compliance-related analysis, such as offboarding procedures, which can differ significantly by country.

Enables comparison of processes and KPIs across different countries, which is essential for global organizations to manage compliance and performance.

A core data element within the employee's personal or employment information in Ceridian Dayforce.

This attribute categorizes employees based on their work arrangement, for example, 'Full-Time', 'Part-Time', 'Contractor', or 'Intern'. This status can influence how HR processes are applied to them.

Using employee type as a dimension allows for analysis of how the employee lifecycle differs for various worker categories. For instance, the onboarding process for a contractor may be simpler than for a full-time employee. It can also be used to analyze attrition patterns or career progression for different employment types.

Allows for segmentation of the workforce to analyze how processes and outcomes differ for full-time, part-time, and contract employees.

A standard field on the employee's job or employment record in Ceridian Dayforce.

While StartTime indicates when an activity began, EndTime marks its completion. The difference between the two represents the processing time for that specific task. Not all activities have a distinct end time, as many are instantaneous events.

This attribute is crucial for detailed performance analysis. It allows for the direct calculation of processing time for individual tasks, like 'Payroll Setup' or 'Performance Review', helping to differentiate between the time spent actively working on a task versus the waiting time between tasks. This is invaluable for identifying the specific steps that are time-consuming.

Enables the direct calculation of an activity's duration (processing time), which helps differentiate active work time from idle waiting time.

May be available in workflow or task management modules where an activity has a clear start and end state, such as a task being opened and then closed.

This is a boolean attribute calculated based on the employee's tenure at the time of termination. It is marked as 'true' if the termination date falls within a specific window, such as 90, 180, or 365 days, from the hire date.

This flag simplifies the analysis and reporting of early turnover. It allows for the direct calculation of the 'Early Attrition Rate' KPI and makes it easy to create dashboards that segment this population by department, manager, or recruitment source. Identifying the drivers of early attrition is a high-priority goal for most HR organizations.

Directly supports the calculation and analysis of the Early Attrition Rate KPI, helping to identify issues in hiring, onboarding, or job fit.

This is a calculated field. It requires the employee's hire date and termination date from the source system.

This attribute records when the dataset was last updated from the source system. It provides crucial context for the recency and relevance of the analysis.

In dashboards and reports, this information is vital for users to understand how current the data is. It manages expectations about the inclusion of recent events and is a key piece of metadata for data governance and quality assurance, confirming that data pipelines are running as expected.

Ensures users are aware of the data's freshness, which is critical for making timely and informed decisions based on the process analysis.

This timestamp is typically generated and added to the dataset during the data extraction and loading (ETL) process.

This attribute specifies the employee's primary work location, which could be a city, office building, or a remote designation. It provides a geographical context for the process data.

Location is a useful dimension for comparing HR processes across different geographical areas. Analysis might reveal regional differences in hiring times, turnover rates, or process compliance. This can help identify best practices in certain locations or address challenges that are specific to a particular region or office.

Provides a geographical dimension for analysis, helping to uncover regional variations in process performance, cycle times, and employee turnover.

Part of the employee's core HR record, associated with their position or organizational assignment in Ceridian Dayforce.

This attribute identifies the direct supervisor of the employee. The manager is often a key actor in many HR processes, responsible for approvals, performance reviews, and other tasks.

In process analysis, filtering by manager helps to understand how different leaders and their teams engage with HR processes. It can reveal inconsistencies in how processes are executed across the organization and highlight high-performing managers who complete tasks efficiently, as well as those who may need additional support or training. It is essential for dashboards focusing on manager task completion rates.

Enables analysis of process performance by manager, helping to identify leadership effectiveness and variations in process execution across teams.

Stored as part of the employee's reporting structure within the core HR data in Ceridian Dayforce.

This attribute captures the outcome of an 'Offer Extended' event. Typical values include 'Accepted', 'Declined', or 'Rescinded'. This is a critical data point for measuring the success of recruitment efforts.

This attribute is used directly to calculate the 'Offer Acceptance Rate' KPI. Analyzing this status by department, role, or recruitment source can reveal insights into the competitiveness of offers, the effectiveness of the interview process, or potential issues within specific parts of the business that make it difficult to secure top talent.

Directly measures the outcome of the recruitment process and is essential for calculating the offer acceptance rate KPI.

This status is updated in the Ceridian Dayforce Recruiting module as part of the candidate application workflow.

Processing time is the duration spent actively working on a single task. It is calculated as the difference between the 'EventEndTime' and 'EventTimestamp' for a given activity.

This metric is used to analyze the efficiency of individual steps within the overall process. For example, by analyzing the processing time for 'Payroll Setup Completed', a business can identify which users or teams are faster and which steps within that activity take the longest. It helps pinpoint inefficiencies at the task level, which contribute to longer overall cycle times.

Quantifies the effort for individual activities, helping to identify which specific tasks are the most time-consuming and are primary targets for optimization.

This is a calculated field, derived by subtracting the EventTimestamp from the EventEndTime (EndTime - StartTime).

This attribute is the result of a calculation that compares the actual duration of a process segment against a predefined target. For example, if the SLA for onboarding is 14 days, any case exceeding this duration would be marked as 'Breached'.

SLA Status provides a clear, at-a-glance indicator of process performance and compliance. It is used in dashboards to highlight exceptions and areas that require immediate attention. Analyzing the characteristics of breached cases can help identify the root causes of delays and drive targeted improvement initiatives.

Provides a clear success or failure metric for key process stages, making it easy to monitor compliance and identify cases that need attention.

This is a calculated attribute. The logic requires comparing the calculated cycle time between two events against a predefined business rule or target.

This attribute specifies the source application or module that generated the data. While the primary system is Ceridian Dayforce, events might originate from different modules within it, such as 'Recruiting', 'Onboarding', or 'Performance'.

For analysis, this helps in understanding the data's origin and can be used to filter the process for module-specific views. It is also important for data governance and troubleshooting, ensuring that data lineage is clear, especially if data from multiple systems is ever combined.

Provides context on data origin, which is crucial for data validation and for creating specific analytical views based on different HR system modules.

This is often a static value added during the data extraction process to label the dataset's origin.

This attribute categorizes why an employee's employment ended. Reasons are often grouped into voluntary (e.g., 'Resignation - Better Opportunity') and involuntary (e.g., 'Performance', 'Redundancy') categories.

Analyzing termination reasons is fundamental to understanding employee attrition. When combined with other attributes like department, tenure, or recruitment source, it helps HR identify trends and root causes of turnover. This information is key for developing effective retention strategies and for dashboards that analyze early employee turnover.

Provides critical context for why employees leave, enabling targeted analysis of attrition and the development of retention strategies.

Recorded as part of the termination workflow in the Ceridian Dayforce core HR module.