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Improve Your Hire to Retire - Employee Lifecycle

Your 6-step guide to optimize Hire to Retire in UKG Pro.

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

Process: Hire to Retire - Employee Lifecycle

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Optimize Hire to Retire in UKG Pro for Enhanced Employee Experience

Our platform helps you identify hidden delays and bottlenecks across the entire employee journey. Pinpoint areas where processes deviate from the optimal path, ensuring compliance and a smoother experience for your team. Uncover opportunities to streamline operations and enhance overall HR efficiency.

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 in UKG Pro

The Hire to Retire, H2R, Employee Lifecycle represents the entire journey of an employee within your organization, from their initial application to their eventual departure. Managing this complex lifecycle effectively is crucial for business success, impacting everything from talent acquisition and employee satisfaction to operational costs and compliance. While UKG Pro offers a robust platform for managing HR data and processes, the underlying end-to-end process flow can still harbor inefficiencies, hidden bottlenecks, and compliance risks that aren't immediately visible through standard reporting.

Inefficiencies in the H2R process can lead to significant business challenges. Delays in the hiring process can mean lost talent and prolonged vacancies, impacting productivity. A disjointed onboarding experience can result in early employee attrition, increasing recruitment costs. Ineffective performance management cycles can hinder professional development and lead to disengaged employees. Finally, non-compliant or inefficient offboarding processes can create legal risks and damage your employer brand. Understanding and optimizing the Hire to Retire - Employee Lifecycle is essential for fostering a positive employee experience, reducing operational overhead, and ensuring your HR functions contribute strategically to business goals.

How Process Mining Uncovers H2R Bottlenecks

Process mining provides a powerful, data-driven approach to analyzing your Hire to Retire - Employee Lifecycle within UKG Pro. Instead of relying on assumptions or anecdotal evidence, process mining uses event log data directly from your UKG Pro system to reconstruct the actual sequence of activities for every employee journey. By leveraging the Employee ID as the case identifier, we can trace individual employees through every step, from "Job Requisition Created" to "Offboarding Tasks Completed." This allows you to visually map the complete process flow, identify all existing process variants, and pinpoint exactly where delays and deviations occur.

This perspective enables you to answer critical questions: What is the true Hire to Retire cycle time? Where are the longest wait times between activities, such as "Offer Extended" and "Offer Accepted," or between "Employee Onboarded" and "Payroll Setup Completed"? Which departments or managers experience consistently longer recruitment or promotion cycles? Process mining reveals the specific root causes of these inefficiencies, allowing you to move beyond superficial symptoms and implement targeted process optimization strategies. It helps you understand how employees actually move through their lifecycle, rather than just how they are supposed to.

Key Improvement Areas Identified Through H2R Process Mining

Applying process mining to your UKG Pro data for the Hire to Retire - Employee Lifecycle helps you focus on several critical areas for improvement:

Recruitment Efficiency: Reduce the time from job requisition creation to offer acceptance by identifying and eliminating delays in sourcing, interviewing, and background checks. This directly addresses how to reduce Hire to Retire - Employee Lifecycle cycle time in the initial stages.
Onboarding Effectiveness: Streamline the onboarding process, ensuring all necessary tasks, like payroll setup and training assignments, are completed promptly, leading to faster time-to-productivity for new hires.
Performance Management & Development: Optimize the cadence and completion of performance reviews, ensuring timely feedback and development opportunities. Identify if employees are missing critical training assignments.
Internal Mobility & Career Progression: Analyze the process for promotions and role changes, identifying any friction points that might hinder employee growth and retention.
Offboarding Compliance & Smoothness: Ensure all termination and offboarding tasks are completed efficiently and compliantly, minimizing risks and protecting your organization's reputation.

By seeing the real process flow, you can identify rework loops, unnecessary steps, or bottlenecks related to specific users or departments within your UKG Pro environment.

Expected Outcomes of Optimizing Your H2R Process

By undertaking process optimization of your Hire to Retire - Employee Lifecycle using UKG Pro data, you can anticipate a range of measurable benefits:

Reduced Overall Cycle Times: Significantly shorten the end-to-end time of the H2R process, from initial hire to final offboarding, and improve specific stage-gate cycle times.
Lower HR Operational Costs: Streamline processes, reduce manual effort, and reallocate resources more effectively, leading to substantial cost savings.
Enhanced Employee Experience: A smoother, more efficient lifecycle contributes to higher employee satisfaction, engagement, and retention rates.
Improved Compliance: Ensure all HR activities adhere strictly to regulatory requirements and internal policies, reducing legal and audit risks.
Increased Productivity: Faster hiring and onboarding mean new employees contribute sooner, while optimized internal processes keep existing employees focused and productive.
Data-Driven Decision Making: Empower HR leaders with concrete, factual insights to make informed decisions about process redesign and technology utilization within UKG Pro.

Getting Started with Hire to Retire Process Optimization

Embarking on this journey to optimize your Hire to Retire - Employee Lifecycle with process mining is a strategic investment in your HR operations and your workforce. By leveraging your existing UKG Pro data, you can quickly gain unprecedented transparency into your processes. This approach provides the concrete evidence needed to drive meaningful change, improve efficiency, and create a better experience for every employee. Start leveraging your data to uncover how to improve Hire to Retire - Employee Lifecycle, reduce bottlenecks, and drive measurable impact today. This detailed analysis will equip you with the knowledge to refine your processes and maximize the value of your UKG Pro investment.

Hire to Retire - Employee Lifecycle Employee Onboarding Talent Management HR Efficiency Workforce Optimization Employee Experience HR Compliance Performance Review Process Offboarding Process

Common Problems & Challenges

Identify which challenges are impacting you

Excessive time elapsed from "Job Requisition Created" to "Employee Onboarded" leads to lost top talent and increased recruitment costs. This extended duration can cause critical roles to remain vacant longer, impacting productivity and team morale across the Hire to Retire - Employee Lifecycle.ProcessMind provides end-to-end visibility, pinpointing specific bottlenecks and delays in the hiring process within UKG Pro. It reveals which stages, departments, or users contribute to the slowdown, allowing targeted interventions to streamline recruitment and reduce time-to-hire.

Delays in critical onboarding activities like "Payroll Setup Completed" or "Training Assigned" hinder new employee productivity and satisfaction. A poor onboarding experience can lead to early attrition and increased administrative burden within the Hire to Retire - Employee Lifecycle.ProcessMind maps the actual onboarding journey in UKG Pro, highlighting deviations from the standard path and delays in key activities. By identifying these inefficiencies, organizations can optimize workflows, ensure timely completion of tasks, and improve the overall new hire experience, fostering quicker ramp-up times.

A significant percentage of "Performance Review Conducted" activities are completed late or not at all, impacting employee development and compliance. This oversight can lead to a lack of feedback, stalled career growth, and potential legal or regulatory non-compliance in the Hire to Retire - Employee Lifecycle.ProcessMind analyzes event logs to identify patterns of missed or delayed performance reviews, categorizing them by "Department", "Manager", or "Job Role" within UKG Pro. It provides insights into the root causes, enabling HR to implement proactive measures and ensure timely performance management cycles for better employee engagement and compliance.

Employees experience lengthy waits between "Role Change Initiated" and "Promotion Approved", leading to frustration and potential talent loss. Delays in recognizing and rewarding employee growth can negatively affect morale and retention throughout the Hire to Retire - Employee Lifecycle.ProcessMind visualizes the complete promotion and role change process in UKG Pro, identifying where approvals or administrative tasks frequently stall. By highlighting these specific bottlenecks, organizations can streamline approval workflows and reduce processing times, enhancing employee satisfaction and retention.

The "Offboarding Tasks Completed" process lacks standardization, leading to missed steps, compliance risks, and security vulnerabilities. An inconsistent offboarding experience can result in administrative errors, unreturned assets, and potential data breaches within the Hire to Retire - Employee Lifecycle.ProcessMind reveals all variations in the offboarding process, from "Termination Initiated" to "Offboarding Tasks Completed", within UKG Pro. It exposes deviations from the desired path, helping HR enforce standardized procedures, ensure all compliance and security steps are met, and protect organizational assets.

Frequent "Termination Initiated" events within certain "Job Role" or "Department" categories indicate underlying issues affecting retention. High turnover leads to increased recruitment costs, loss of institutional knowledge, and disruption to team productivity across the Hire to Retire - Employee Lifecycle.ProcessMind connects patterns of employee departures to preceding activities and attributes like "Recruitment Source" or "Manager" within UKG Pro. By identifying the root causes of turnover in specific segments, organizations can implement targeted strategies to improve retention and foster a more stable workforce.

Critical employee attribute changes, such as "Department" or "Manager", are not updated promptly, leading to reporting inaccuracies and operational confusion. Outdated information can impact payroll, access management, and internal communications, causing widespread issues across the Hire to Retire - Employee Lifecycle.ProcessMind tracks the timeliness of data updates following events like "Role Change Initiated" or "Promotion Approved" in UKG Pro. It identifies where delays occur in information propagation, allowing for process adjustments to ensure data accuracy and maintain operational integrity.

The "Background Check Initiated" activity is sometimes skipped or initiated too late for new hires, posing significant compliance and security risks. Failure to adhere to mandated pre-employment screening can result in legal penalties and compromise workforce integrity within the Hire to Retire - Employee Lifecycle.ProcessMind detects instances where "Background Check Initiated" does not occur before "Employee Onboarded" in UKG Pro, or where it falls outside specified timeframes. This analysis helps identify process gaps, ensuring adherence to regulatory requirements and mitigating potential risks by enforcing mandatory checks.

New employees experience delays in "Training Assigned" after onboarding, prolonging their time to full productivity. Ineffective or delayed training assignments can hinder skill development, impact job performance, and extend the ramp-up period for employees in the Hire to Retire - Employee Lifecycle.ProcessMind visualizes the flow from "Employee Onboarded" to "Training Assigned" in UKG Pro, highlighting common delays and deviations. It enables organizations to streamline the training assignment process, ensuring employees receive necessary development sooner and contribute effectively quicker.

Frequent manual interventions are required to correct "Payroll Setup Completed" errors or adjust for late updates, increasing administrative costs and error rates. These manual efforts consume valuable HR resources and introduce risks of inaccuracies in employee compensation throughout the Hire to Retire - Employee Lifecycle.ProcessMind analyzes variations and rework loops related to "Payroll Setup Completed" within UKG Pro. It identifies the root causes of manual adjustments, such as data entry errors or integration issues, enabling process improvements to automate and standardize payroll setup, reducing rework.

The "Exit Interview Conducted" activity is often missed or delayed for departing employees, preventing valuable feedback collection for process improvement. Missing these crucial insights means organizations lose opportunities to understand reasons for attrition and improve the overall Hire to Retire - Employee Lifecycle.ProcessMind tracks the completion rate and timeliness of "Exit Interview Conducted" after "Termination Initiated" in UKG Pro. It reveals systemic issues preventing these interviews, allowing HR to implement strategies that ensure valuable feedback is consistently captured and utilized for continuous improvement.

Delays or inconsistencies in updating "Manager" attributes during "Role Change Initiated" or other organizational shifts create operational friction. This can lead to reporting confusion, incorrect approvals, and breakdowns in team communication within the Hire to Retire - Employee Lifecycle.ProcessMind traces the path of manager changes in UKG Pro, identifying specific points of delay or error in attribute updates. By visualizing these process gaps, organizations can streamline the manager transition workflow, ensuring accurate reporting structures and uninterrupted operational flow.

Typical Goals

Define what success looks like

This goal focuses on significantly reducing the time it takes to fill open positions, from job requisition to offer acceptance. A faster hiring cycle not only reduces recruitment costs but also ensures that critical roles are filled more quickly, minimizing productivity gaps and improving the overall candidate experience within the Hire to Retire - Employee Lifecycle.ProcessMind can precisely map the entire hiring journey in UKG Pro, identifying process deviations, rework loops, and bottlenecks that contribute to delays. By visualizing activity durations and handoff times, organizations can pinpoint exact stages for optimization, allowing for targeted interventions to achieve a 25% reduction in cycle time.

Aiming to improve the efficiency and effectiveness of the new hire onboarding experience ensures that employees are integrated smoothly and become productive faster. A streamlined onboarding process reduces administrative burden for HR and managers, enhances employee satisfaction, and decreases early turnover in the Hire to Retire - Employee Lifecycle.ProcessMind will analyze every step of the onboarding journey within UKG Pro, from initial paperwork to training assignments, revealing delays and non-standard paths. This insight allows for the elimination of redundant steps and the automation of manual tasks, ultimately standardizing the process and improving completion speed for new hires.

Achieving this goal means ensuring that performance reviews are completed on time for all employees, fostering a culture of continuous feedback and development. Consistent adherence to performance review schedules improves employee engagement, supports career progression, and maintains compliance with company policies throughout the Hire to Retire - Employee Lifecycle.ProcessMind can track the initiation, progress, and completion rates of performance reviews in UKG Pro against established deadlines. By identifying managers or departments consistently missing deadlines, ProcessMind provides actionable insights into the root causes of delays, enabling targeted interventions to boost adherence to over 90%.

Standardizing the offboarding process ensures a consistent, compliant, and respectful experience for departing employees, while also mitigating risks for the organization. This includes ensuring all necessary tasks, like asset retrieval and system access revocation, are completed efficiently and consistently within the Hire to Retire - Employee Lifecycle.ProcessMind allows for comprehensive visualization of all offboarding variations in UKG Pro, highlighting deviations from the ideal path. By identifying where and why inconsistencies occur, ProcessMind empowers organizations to enforce a uniform, compliant offboarding procedure, reducing errors and ensuring all critical tasks are always completed.

This goal focuses on reducing voluntary departures in specific high-turnover roles or departments by identifying and addressing underlying systemic issues. Lowering turnover rates reduces recruitment costs, preserves institutional knowledge, and maintains team stability, significantly impacting overall HR efficiency in the Hire to Retire - Employee Lifecycle.ProcessMind can correlate process inefficiencies, such as delayed promotions or insufficient training, with employee departure events tracked in UKG Pro. By analyzing the journey of employees who leave versus those who stay, ProcessMind reveals critical touchpoints or process breakdowns that precede turnover, allowing for targeted retention strategies.

Achieving complete compliance with background checks is crucial for risk management, regulatory adherence, and maintaining a secure workforce. This goal ensures that every new hire undergoes the necessary checks according to policy, protecting the organization and its employees from potential liabilities within the Hire to Retire - Employee Lifecycle.ProcessMind can audit every new hire's journey in UKG Pro to confirm that background checks are initiated and completed before employment commences. By automatically flagging instances where checks are missed or delayed, ProcessMind provides real-time visibility and enforces process adherence, guaranteeing full compliance across all hires.

Accelerating the promotion approval and implementation process improves employee morale and retention by recognizing career progression promptly. Faster processing reduces administrative backlogs and ensures that employees are compensated and recognized for their new roles in a timely manner, enhancing the overall Hire to Retire - Employee Lifecycle experience.ProcessMind can meticulously map the promotion workflow in UKG Pro, highlighting where delays occur in approvals, role changes, or salary adjustments. By identifying specific bottlenecks and handoff inefficiencies, ProcessMind enables targeted improvements to achieve a 30% reduction in the total time from promotion initiation to completion.

Ensuring that critical employee data, such as job roles, manager changes, or personal information, is updated promptly is vital for operational accuracy and compliance. Timely data updates prevent errors in payroll, reporting, and communication, improving overall HR data integrity across the Hire to Retire - Employee Lifecycle.ProcessMind can track the latency between a change request and its actual update in UKG Pro, pinpointing where delays occur within the update process. By analyzing the flow of data updates, ProcessMind helps identify manual interventions, system integration issues, or approval bottlenecks, leading to significantly faster and more accurate data management.

Optimizing the process of assigning and tracking employee training ensures that workforce development initiatives are effective and efficient. This goal aims to reduce the time from identifying a training need to its assignment and completion, supporting skill development and compliance throughout the Hire to Retire - Employee Lifecycle.ProcessMind can visualize the entire training assignment and completion journey in UKG Pro, uncovering delays in approvals, resource allocation, or registration. By identifying inefficiencies, ProcessMind allows for the redesign of workflows, potentially automating assignments and reminders, leading to faster training uptake and completion.

Reducing the number of manual adjustments in payroll processing directly cuts down on errors, administrative costs, and potential compliance risks. This goal targets process breakdowns that lead to incorrect initial payroll setups or late data entries, ensuring greater accuracy and efficiency in the Hire to Retire - Employee Lifecycle.ProcessMind can trace the events leading up to each manual payroll adjustment in UKG Pro, revealing the root causes such as delayed data updates, incorrect initial entries, or unapproved changes. By identifying these patterns, ProcessMind enables organizations to implement preventive measures, significantly reducing the need for costly manual interventions.

Increasing the rate at which exit interviews are conducted and analyzed provides invaluable insights into reasons for employee departures and areas for improvement in the employee experience. Higher completion rates enable organizations to make data-driven decisions to enhance retention strategies within the Hire to Retire - Employee Lifecycle.ProcessMind can track the entire exit interview process in UKG Pro, from initiation to completion, identifying where the process breaks down or stalls. By analyzing patterns of uncompleted interviews, ProcessMind can highlight bottlenecks, such as scheduling issues or lack of follow-up, allowing for targeted improvements to boost completion rates.

This goal focuses on improving the efficiency and accuracy of updating manager assignments and associated responsibilities when an employee's manager changes. A streamlined process minimizes disruptions, ensures correct reporting lines, and avoids delays in critical approvals or communications throughout the Hire to Retire - Employee Lifecycle.ProcessMind can map the entire manager transition workflow in UKG Pro, identifying any manual steps, redundant approvals, or system delays that hinder a smooth change. By visualizing the actual process flow, ProcessMind enables organizations to automate tasks and optimize handoffs, ensuring manager changes are implemented quickly and correctly.

The 6-Step Improvement Path for Hire to Retire - Employee Lifecycle

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What to do

Access and download the pre-configured Excel template for the Hire to Retire process, designed to capture relevant data from Ukg Pro.

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Why it matters

This ensures your data is structured correctly from the start, enabling accurate and efficient analysis in ProcessMind.

Expected outcome

A standardized data template ready to be populated with your Ukg Pro employee lifecycle data.

WHAT YOU WILL GET

Uncover UKG Pro Hire to Retire Process Secrets

ProcessMind reveals the true flow of your UKG Pro Hire to Retire process, presenting clear visualizations and actionable insights. Identify bottlenecks and compliance gaps to optimize every stage.

Visualize end-to-end UKG Pro H2R flow
Pinpoint hidden delays in recruitment, onboarding
Identify compliance risks and process variations
Optimize employee experience from hire to retire

Discover your actual process flow

Identify bottlenecks and delays

Analyze process variants

Design your optimized process

TYPICAL OUTCOMES

Transforming the Employee Lifecycle

These outcomes showcase the measurable improvements organizations typically achieve by applying process mining to their Hire to Retire, Employee Lifecycle, processes. Through data-driven analysis of employee journeys within UKG Pro, businesses gain critical insights to streamline operations and enhance the overall employee experience.

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Faster Hiring Cycle

Average reduction in candidate-to-hire time

Organizations typically reduce the time it takes to hire new employees, from job requisition to offer acceptance. This helps fill critical roles quicker and reduces operational overhead.

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Enhanced Review Adherence

Improvement in performance review completion rates

Process mining identifies bottlenecks and non-compliant paths in performance review processes, leading to a significant increase in on-time completions. This ensures regular feedback and development for employees.

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Reduced Payroll Errors

Decrease in manual payroll adjustments

By uncovering root causes of payroll discrepancies, organizations can significantly cut down on manual adjustments post-payroll setup. This saves time, reduces costs, and improves payroll accuracy.

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Quicker Promotions

Average reduction in promotion processing time

Streamline the internal promotion process, from initiation to approval, by identifying and eliminating delays. This improves employee morale and allows talent to grow into new roles more efficiently.

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Background Check Compliance

Achieve near 100% background check adherence

Process mining helps identify gaps in background check processes, leading to an increase in compliant hirings and mitigating regulatory risks. This ensures all new hires meet required standards.

Actual results may vary depending on the specific complexities of your Hire to Retire process, data quality, and organizational context. The improvements presented here illustrate common benefits observed across various 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 identifier for an employee's lifecycle within the organization.

Why it matters

This is the essential Case ID that links all employee-related events together, making it possible to analyze the entire employee journey.

The name of the specific employee lifecycle event that occurred.

Why it matters

This attribute defines the steps in the process, allowing for the visualization and analysis of the employee journey.

The timestamp indicating when the employee lifecycle event occurred.

Why it matters

This timestamp is crucial for sequencing events correctly and calculating all performance metrics like cycle times and durations.

The specific title or role of the employee at the time of the event.

Why it matters

Allows for filtering and comparing processes by employee function, which is key to identifying role-specific trends and bottlenecks.

The department or organizational unit the employee belongs to.

Why it matters

Enables performance comparison across different business units, helping to pinpoint department-specific process issues or best practices.

The name of the employee's direct manager at the time of the event.

Why it matters

Helps analyze process variations by manager, identifying potential training needs or recognizing high-performing leaders.

The reason for an employee's departure, such as voluntary or involuntary.

Why it matters

Provides critical context for turnover analysis, helping to differentiate between voluntary and involuntary departures.

The target date by which an activity, like a performance review, should be completed.

Why it matters

Enables the measurement of compliance with internal deadlines, especially for performance reviews and other scheduled tasks.

The unique identifier for the job opening or requisition.

Why it matters

Groups all recruitment activities for a specific job opening, enabling accurate hiring funnel and cycle time analysis.

The user or system agent who executed the activity.

Why it matters

Identifies who performed an action, which is essential for resource analysis, workload balancing, and identifying training opportunities.

Activities

Process steps to track and optimize

This activity marks the official start of the hiring process when a new job requisition is created and submitted for approval. It is typically captured as an explicit event when a user finalizes the requisition form in the UKG Pro recruiting module.

Why it matters

This is the primary start point for the entire Hire to Retire process. Analyzing the time from this event to 'Offer Accepted' is crucial for measuring the hiring cycle time KPI and identifying recruitment bottlenecks.

This event signifies that a candidate has formally accepted the job offer. This is usually captured by a recruiter updating the candidate's status in the UKG Pro system, triggering the next steps in the hiring process.

Why it matters

This is a key success milestone in the recruitment process and concludes the hiring cycle time analysis. It serves as the trigger for pre-onboarding activities like background checks.

This activity marks the official creation of the employee record in the core HR system, transitioning them from a candidate to an employee. It is captured from the creation date of the core employee profile, often including their start date.

Why it matters

This is the definitive point where a candidate becomes an employee in the system of record. It is a fundamental milestone for tracking onboarding efficiency and data timeliness.

This event occurs when the new employee's payroll information, such as bank details and tax forms, is fully entered and verified. This is often inferred from the completion of specific payroll-related tasks in an onboarding checklist.

Why it matters

Ensuring timely and accurate payroll setup is critical for a positive new hire experience and operational efficiency. This KPI helps track the final step of core onboarding.

This activity marks the beginning of the offboarding process when a request to terminate an employee is submitted. It is captured from the creation of a termination transaction, prior to the employee's final day.

Why it matters

This is the starting point for the offboarding process. Analyzing the time from this event to 'Offboarding Tasks Completed' helps measure the efficiency and thoroughness of the exit process.

This is the final, official event where the employee's status changes to 'Terminated' in the system on their last day of employment. This is captured from the effective date of the termination action.

Why it matters

This activity is the primary end point for the employee lifecycle. It is essential for calculating turnover rates and accurately defining the employee's tenure.

FAQs

Frequently asked questions

What specific improvements can process mining bring to our Hire to Retire process in UKG Pro?

Process mining identifies actual process paths, revealing bottlenecks in areas like hiring, onboarding, and promotions. It helps you pinpoint delays, reduce manual adjustments in payroll, and ensure compliance with background checks. This leads to accelerated hiring cycles and more standardized offboarding processes. Ultimately, it drives efficiency and better employee experiences.

What data do we need from UKG Pro to start process mining our employee lifecycle?

You'll primarily need event log data from UKG Pro. This includes the Employee ID as the case identifier, distinct activity names, and corresponding timestamps for each step in the employee lifecycle. Key data points like application received, interview scheduled, offer accepted, or offboarding initiated are crucial.

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

Initial insights can often be generated within a few weeks after data extraction and preparation are complete. The speed largely depends on data availability and the complexity of your current data infrastructure. Deeper analysis and actionable recommendations typically follow within a couple of months, leading to tangible improvements.

Can process mining really help with compliance issues like missed background checks?

Yes, process mining is highly effective for compliance management. By visualizing every process path, it can identify instances where critical steps, like background checks, are missed or performed out of sequence. This provides clear, data-driven evidence to address non-compliance and prevent future occurrences.

Is our UKG Pro data usually clean enough for process mining, or will extensive preparation be needed?

While UKG Pro typically stores structured data, some level of data preparation and transformation is often required for optimal process mining. This involves standardizing activity names, handling missing values, and ensuring accurate timestamp formats. Our tools and experts can assist with this process to ensure data quality.

Beyond identifying problems, does process mining also suggest specific solutions or improvements?

Yes, process mining goes beyond problem identification by providing a data-driven foundation for improvement. It highlights inefficiencies and then, through advanced analysis, can simulate potential changes and predict their impact. This supports making informed decisions to optimize processes, like accelerating hiring or streamlining onboarding.

How does process mining differ from traditional reporting or business intelligence for HR processes?

Traditional reporting tells you "what happened", often showing aggregates or snapshots of HR metrics. Process mining, however, focuses on "how it happened", visualizing the actual flow and sequence of events. It uncovers hidden variations and bottlenecks that standard BI dashboards might miss, offering deeper, actionable insights into process execution.

What are the main benefits of optimizing our manager transition process with process mining?

Optimizing manager transitions ensures continuity and reduces disruption during leadership changes, which is vital for team stability. Process mining can identify delays in handovers, incomplete task transfers, or communication gaps that prolong the transition. Streamlining this process can significantly improve employee morale and maintain productivity levels.

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