The Learning domain includes 5 BW reports.
One of them is an historical one that contains data from 2010 to 2020 with limited details available.
You can find in the 4 others reports detailed information about Course and Certification completed by the employees having YOU GROW as data source.
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Key user profiles: HR [can we be more specific - which role, which teams?] - Talent Services Team Managers |
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Target Users: HR and managers |
VERSION | DATE | MODIFIED BY | DESCRIPTION |
0.01 | 2509.0910.2023 | Emma Glasson | Initial draft |
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2.0 Business Process
Every year, employees have to meet objectives that they have registered themselves in collaboration with their managers. These objectives are then used to carry out their end-of-year assessment. Once this assessment has been completed, management assigns them a performance grade ranging from 1 to 5.
To help them improve, company employees can also ask their colleagues for feedback on their work, and send feedback to colleagues who have asked for it.
All these actions took place between 2018 and 2020 in a tool called YOU. It was an HR tool, helping to monitor performance and assist talent management. It also contained information on employee mobility, such as geographical changes or changes of position within the company.
Since 2021, the tool has been decommissioned and the same actions are carried out on the Success Factor tool.
The workplace is changing, and so is Solvay’s approach to development:
- Individuals are expected to own and drive their development, supported by their Manager as a coach.
- Development is more than traditional classroom training. It is an ecosystem built around performance culture, talent attraction, talent management, and learning.
- There is no substitute for experience. The research is clear about how we grow most successfully: 70% experience, challenges and assignments, 20% exposure to developmental relationships, and 10% formal education, also known as the 70-20-10 model. See below for more information.
- Learn, unlearn, relearn. We are shifting from “single-event training” to a culture of continuous development.
- Self-directed, digital learning options offer an efficient, accessible way to scale up the impact of learning, aligned with Solvay’s sustainability goals.
- We bond with our purpose when we bond with each other. Many of Solvay’s development options help individuals grow their networks, learn from peers, and encourage self awareness through a culture of feedback.
70 / 20 / 10 LEARNING MODEL IN ACTION
The research is clear about how we grow most successfully: 70% experience, challenges and assignments (on-the-job), 20% exposure to developmental relationships (other people), and 10% formal learning (coursework and training), also known as the 70-20-10 model. We can look at this model as “think, talk, and do.”
The following are practical examples of each dimension, regardless of your role within the organization.
START HERE:Development discussion with your manager | 10 : ThinkFormal Learning | 20 : TalkSocial Learning | 70 : DoOn-the-Job Learning |
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Learning Event | Learning Momentum | Integration of Learning |
Example: Spend 10 minutes listening to a TEDTalk about “powerful speaking.” Take 20-30 minutes trying it out and asking a colleague for feedback on how you did. Then, apply what you’ve learned in your next hour-long team meeting. Reflect on what reactions you encounter, how you could improve the next time.what is the report used for? who uses it? what is the output? does this link report is input for something?
3.0 Application Feature Overview
| Reports | Definition | Prompts | BW Workbook Query | Query Technical Name | Data sources |
|---|---|---|---|---|---|
| Certification Complexion Details | Report providing general informations on the certifications | Functional roles Calendar Year / Month Employee Class Category | n.a | BW_QRY_CPHRLS003_0001 | SABA (YOUGROW) |
| Course Completion Details | Report giving information on the completion of courses | BW_QRY_CPHRLS001_0001 | |||
| Curriculum Completion Details | Report giving information on the curriculum | BW_QRY_CPHRLS002_0001 | |||
| Learning Forecast | Course forecast | Functional roles Calendar Year / Month | BW_QRY_CPHRLS001_0002 | ||
| Training Management (Historic) | Historical data from 2010 to 2020 | ORGUNIT Year | BW_QRY_CPHRLHST_0001 | PQ2 / PP2 |
mandatory field
4.0 Functional Specification
4.1 General Data/Calculations
Please find bellow general dimension, commun to all BW HR reports:
Dimension | Definition |
Company Code | Company code to which an employee belongs on the time period selected in the report |
Country of the company | Country of company where the employee has his employment contract |
Calendar | Time dimensions available: Day, Month, Year, Year/Month |
Division (Entity) | Division (former entity) to which an employee belongs on the time period selected in the report |
Employee NR (NS) Employee PERN | Employee payroll number |
Employee status | Active, Active Leave, Inactive Leave Dormant, reported No Show Terminated, Inactive |
Employment status | Valid for historical data - the period before 1 November 2020. Equivalent to the current dimension Employee status |
Employee sub-group grouping (Gr) | Identification of employee by:
The employee sub-group grouping is a grouping definition of the employment type. |
Location Grp (Site) | Employee’s site |
Person ID | Unique identifier code for an employee. EC number. (person name available in the text option for this dimension) |
User Name | User account name (to access system/tool) |
4.2 Specific Dimensions:
Dimension | Definition |
Certification audience type | |
Certification ID | |
Certification owner | |
Certification Path name | |
Certification status | |
Certification vendor | |
Course ID | |
Course Name | |
Course Vendor Name | |
Start date | |
Status course | Status : Completed, in progress or incomplete |
Marked Completed date | Course completed date |
4.2 Process Detail
4.2.1. Report/Process Definition
| Domain | Human Resources (HR) |
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| Application | BW Learning Queries |
| Provider | CPHRLS |
| Existing Documentation | HR ReportsLearning & Development |
4.2.2. KPI's/Calculations/Indicators
Report Certification Complexion Details:
Certification ID (CC):
Indicators/KPI's | Definition | Calculation/Extraction of data |
|---|---|---|
| People Counter | People that are concerned by the certification. | |
| Certifications Assigned | ||
| Certifications In Progress | ||
| Certifications Acquired | ||
| Certifications Expired | ||
| Certifications Overdue | ||
| Survey Score | End course survey score. Between 0 and 100. | |
| Respondant Counter | Number of student who respond to the end survey |
Report Course Completion Details:
Indicators/KPI's | Definition | Calculation/Extraction of data |
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| Duration (CLS) | ||
| Courses Completed | ||
| Internal Workforce (SABA) | Student is part of the company : 1 internal 0 external | |
| Course Amount (CLS) - Local Curr | Price of the course in local currency | |
| Survey Score | End course survey score. Between 0 and 100. | |
| Number of respondant | Number of student who respond to the end survey |
Report Curriculum Completion Details:
Indicators/KPI's | Definition | Calculation/Extraction of data |
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| Curriculum Course Expected Duration | ||
| People Counter (PPL) | ||
| Curriculums In Progress | ||
| Curriculum Completion % | ||
| Curriculums Acquired | ||
| Curriculums Overdue | ||
| Survey Score (EVAL) |
Report Learning Forecast:
Indicators/KPI's | Definition | Calculation/Extraction of data |
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| Course Amount (CRS) - LC | ||
| Course Amount (CRS) - EUR | ||
| Course Amount (CLS) - Local Curr | ||
| Course Amount (CLS) - EUR | ||
| Duration (CRS) | ||
| Duration (CLS) | ||
| Duration (CC) | ||
| Target Days (CRS) | ||
| Internal Workforce (SABA) | ||
| Courses Completed | ||
| Courses In Progress | ||
| Courses Incomplete | ||
| Courses Acquired (ACT) | ||
| Courses Successful (ACT) | ||
| Courses Unsuccessful (ACT) | ||
| Courses Assigned (ACT) | ||
| Courses In Progress (ACT) | ||
| Courses Not Evaluated (ACT) | ||
| Courses Pending Registration (ACT) | ||
| Respondant Counter | ||
| Survey Score |
Report Training Management (Historic):
Indicators/KPI's | Definition | Calculation/Extraction of data |
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| No of Attendees | Number of person that participate to a training | |
| Attendance Fee | Costs of the training | |
| Cancellation Fee | Cancellation costs | |
| Total Fee | Attendance + Cancellation fees | |
| External Course Price | Price of the course given by an external company | |
| Internal Course Price | Price of the costs given internally |
5.0 Non-functional Descriptions
5.1 Usability
as per standards
5.2 Regulatory Compliance
GDPR compliant. Report that contain confidential data but no sensitive data : Gender dimension available.
5.3 Security
- Only authorised Users be able to access data.
- Data will be split between either SCO or ECO, and Users will only have authority to one Entity data.: PO2 Flag
5.4 Performance
as per standards
5.5 Reliability
as per standards
5.6 Scalability
as per standards
5.7 Compatibility
as per standards
5.8 Availability
as per standards
5.9 Refresh of the Data
For reports bases on SABA data sources : refresh Daily, 22:00 CET
For Historical report : n.a