Human Resources Data Mart Design Guidelines

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Human Resources Data Mart Design Guidelines

Post  venkatareddy.gali on Wed Nov 16, 2011 8:36 am

Dear All,
i will be working on a data mart design project for Oracle HRMS system. i understood that the data mart design for human resource data (with Data Tracking tables and non additive measures) is not same as that of sales data marts.

Can you who worked on this earlier, please share your guidelines that need to be followed while designing data marts for human resources systems with date track (history data) tables?

Any pointers to any book or we blinks that discusses this topics very well from the real word background would be of great help.

We are starting with workforce and compensation data marts.

Regards,
Venkat

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Re: Human Resources Data Mart Design Guidelines

Post  ngalemmo on Wed Nov 16, 2011 11:54 am

It is the same as a sales data mart, it is just that HR is in a different business.

Facts track events and states, it is just a matter of identifying states and events in the HR process. For example, any time HR has some interaction with an employee, it is an event (transfer, salary change, leave, etc...).
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Human Resources Data Mart Design Guidelines

Post  venkatareddy.gali on Wed Nov 16, 2011 1:10 pm

Hi,
Thanks for the quick reply. If possible, can you please point me towards some more details / 'exercises for practice' on the same topic? i have gone through one of the vendors pre built data mart for Oracle HRMS Data and it is super complex with one fact table storing all the events (SNAPSHOT,AGE_BAND,POWER_BAND, PERFORMANCE etc). Is the data model/mart needs to be so complex?

Thanks in advance

Regards,
Venkat

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Re: Human Resources Data Mart Design Guidelines

Post  ngalemmo on Wed Nov 16, 2011 2:54 pm

Pre-built models tend to be overly complex as they are not focus on a particular task at hand, but evolve as the vendor encounters new clients and adds 'features' from disparate use cases.

But central to any HR model is an HR action fact which records all interactions with employees. There are usually a lot of dimensions, with 'before' and 'after' versions of a lot of them (position, department, job/title, etc...). Aggregates, such as head count, are derived from this one fact. There are, of course, a lot others, depending on your scope, such as hiring pipeline, service/experience/retirement analysis, etc...
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