2.0

The 3 default measures given by Workforce (Menu Solvay HR and Menu Solvay Non-HR)reports are:

Key Figure

Definition

Data Rules

Total 

Workforce

Number of people hired in Solvay HR System including externals.

Clean counter per person ID with:

a) Employee status: Inactive Leave, Active, Active Leave

b) Employee class: Regular, Impatriate, Semi-retiree, Trainee, Student, Apprentice, US Secondee, Split Payroll, Temporary, External Person

Active 

Internal Workforce

Number of active Solvay employees.

Clean counter per person ID with:

a) Employee status: Active

b) Employee class: Regular, Impatriate, Semi-retiree

Active 

Internal Workforce FTE

Measure that reflects the percentage of planned working time when compared with a full time job. 

Example: An employee on a full time job will be represented as 1; 

An employee on a part time job at 50% will be represented as 0.5

Clean counter per person ID with:

a) Employee status: Active

b) Employee class: Regular, Impatriate, Semi-retiree

Captured from FTE field in Employee Central

3.0 Application Feature Overview

HR MENU: 

n.a

Hirings, Salary Information and Terminations. Based on the workforce report, with the initial layout focused on the respective topics

KPI

● Workforce Overview: Overview of total employees, with a breakdown for active & external workforce.
● Gender Balance: Distribution of employees by gender, overall & through different management levels.
● Overtime: Track money spent on overtime hours worked.
● Turnover: Monitor total employee turnover rates on a monthly basis.
● Labor Costs: Overview of overall labor costs & respective evolution.
● Hirings vs Terminations: Side-by-side overview on employees onboarding & departing.
● Engagement Index: Measure of employee engagement levels via the pulse survey.
● Age Distribution: Breakdown of workforce by age groups.
● Nationality: Diversity insights based on nationality with a dynamic geographic chart.

2.1 KPI details

Labor Costs

Image Added

3.0 Application Feature Overview

● Clear and Accessible View: Provides an intuitive interface for data visualization.
● Main Areas: Detailed breakdowns and dynamic graphs.
● Data Extraction: Quick and easy data export options.
● Navigation: User-friendly interface with multiple filters for a customized view.
● Interaction Between Filters: Dynamic cross-filtering capabilities.
● Data Updating Level: Updated monthly to ensure the latest information is always available.

4.0 Others

People Insight video

User Guide

Functional roles

Employee current status

Workforce type

Functional roles

mandatory field 

NON HR MENU: 

Used by RPAs to provide HR data in Costa’s Dashboard.

mandatory field

4.0 Functional Specification

4.1 General Data/Calculations 

Please find bellow general dimension, commun to all BW HR reports:

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:

• Cadre
• Employee
• Blue Collar 
• Sales Cadre
• External
• N.A.

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 General Data/Calculations 

Please find bellow specifics dimensions for Time Management HR report:

Dimension

Definition

Action Reason

Valid for historical data - the period before 1 November 2020.

Equivalent to the current dimension Event Reason

Action Type (*)

Valid for historical data - the period before 1 November 2020.

Equivalent to the current dimension Event 

Age in Years (*)

Employee age in years for the selected period

Age Range (*)

1 - Less than 20 Years

2 - Between 20 and 29 Years

3 - Between 30 and 39 Years

4 - Between 40 and 49 Years

5 - Between 50 and 59 Years

6 - Between 60 and 69 Years

7 - More than or equal to 70 Years

Assessment Score (*)

Employee Assessment score; result of the campaign of the selected time period in the report

BFC Geographie/zone

Region (Financial scope)

BSA Group

The BSA - Business Support Activity includes all teams active in the same functional domain; is assigned based on the cost center of the employee, ie, an employee belongs or does not belong to a specific BSA according to the mapping done at the level of the cost center and its correct allocation to the employee's profile in the EC; note that currently there are employees with no BSA as  this is a work in progress under Finance responsibility.

Bus. Unit (Ent.Grp)

Business Unit to which an employee belongs on the time period selected in the report (GBU, Group Functions, SBS)

Cadre, Non Cadre (*)

Group dimension that allows classifying the population of employees into two groups: cadre and non-cadre 

Contract Type (*)

Employee’s contract type on the time period selected in the report

Employee’s controlling area on the time period selected in the report

Employee’s cost center on the time period selected in the report

Currency identifier; valid for currency fields and metrics

Organizational structure to which the employee belongs for the time period selected in the report

Identify important employee events relating to his/her career or employment journey, such as hiring, promotion, long-term leave of absence, retirement... Events are administered through personnel actions which combine Event and Event reasons that trigger a specific employment status and are linked in some cases to a particular set of employee groups.

Linked with EC Event, it’s used to identify the reason for a particular action; as example, Event 'Termination' identifies the employees that leave the Company but Event reason identify the reason behind the leaving as 'End of Contract', 'Resignation'...

Employee’s email address

Group that distinguishes employees that are in global assignment, from the total Solvay's population, filtering by Global Assignment

Warning : Depending on the metric and data range selected, employee class value may vary. 

Employee Subgroup Grouping groups the types of workforce within the total workforce of the company based on the type of the work, level of responsibility and contractual relationship.

Employee sub classification of the Employee Subgroup Grouping
Note: former Employee Subgroup

Employee’s full name

Based on last Appraisal campaign identification of population with score < and > 4.

Employee’s hiring date

STI or SPI incentive plan of the employee

Date when employee started or changed in a Job Code

Employee’s job function

Last day worked by an employee; the termination event date can be different

Senior Management (≥S23)
Middle Management (S19-S22)
Junior Management (S15-S18)
Non managerial

Employee’s nationality

Date when the employee started working at solvay; for expatriation the date is the same at home/host

Employee’s pay grade

Percentage of planned working time. This dimension will have impact in the measure “Active Internal Workforce FTE”.

Position Entry Date (*)

Flag that identifies an employee that is considered a regret termination

Based on Original start date this field gives the employee’s seniority in years

1 - Less than 1 year
2 - Between 1 and 2 Years
3 - Between 3 and 4 Years
4 - Between 5 and 9 Years
5 - Between 10 and 19 Years
6 - Between 20 and 29 Years
7 - Between 30 and 39 Years

Identifies the id number (person id) of the direct Manager of the employees

Identifies the user id of the direct Manager of the employees

Date of the termination event of an employee that left Solvay; starting from that date the employee is not part of the workforce

Employee’s User ID; one Person ID can have multiple User Id

Identifies the employee by Internal, External, N.A considering the employee class

Employee’s Address - available as an attribute of “Person ID” dimension.
(Note: currently this field is not being upload to all employees due to a technical issue that is being solved.)

Employee’s Birthplace - available as an attribute of “Person ID” dimension

Employee’s National Identity Number - available as an attribute of “Person ID” dimension

Employee’s phone number - available as an attribute of “Person ID” dimension

Employee status not dependent on the time range selected in the report, it shows the current employee status

Grouping of the Employee Classes independently of country (note: that technical name of employee class is dependent of country)

Number of employee’s layer in the organization

Direct reports that one employee has as supervisor,including external employees

All levels of span of control including external employees

Indication if a person is a Manager of Internal Employees. One Supervisor can have direct reports and not be considered manager.

S-grade of the position

Estimation by country and company of the charges on bonus. This value is used in the calculation of the estimated Total Cost of Employee (TCE) - available in the measures.

Estimation by country and company of the charges on salary. This value is used in the calculation of the estimated Total Cost of Employee (TCE) - available in the measures.

For non-cadres: Estimation by country and company of the target percentage. For cadres this value is uploaded from HR system. This value is used in the calculation of the estimated Total Cost of Employee (TCE) - available in the measures.

Adjustments made by finance for the calculation of the estimated Total Cost of Employee (TCE) - available in the measures.

Uploaded from Solvay Rewards - Compensation.
(Note: currently this field is not being upload to all employees due to a technical issue that is being solved.)

Based on the Pay Range (Local). Midpoint is set by S grade and is directly linked to the median of pay in the market. Pay range is set as +/-20% from Midpoint.

A pay range is defined as the minimum and maximum amount of pay (salary or fixed remuneration) in the peer market for the jobs with similar value.

Calculation: Annual salary / (Mid Point * FTE) * 100

Bonus Plan determines the variable compensation plan based on the individual and/or collective results.

4.2 Process Detail 

4.2.1.  Report/Process Definition 

CPHRPAHDM 

Internal moves: CPHRPATRCKCH

4.2.2. KPI's/Calculations/Indicators 

Indicators available for Workforce report : 

Indicators/KPI's

Definition

Calculation/Extraction of data

Indicators available for Internal move report : 

Indicators/KPI's

Definition

Calculation/Extraction of data

For NON HR reports, list of measures available per reports :

Workforce Simplified

Workforce (no Employee Details)

HC Simplified (BSA)

5.0 Non-functional Descriptions 

5.1 Usability

as per standards

5.2 Regulatory Compliance

GDPR compliant. Reports that contain sensitive data for Non-HR reports and Confidential data for HR reports. 

5.3 Security

• Only authorised Users be able to access data.Data are not yet split between SCO or ECO. The report contains both companies data.  

5.4 Performance

as per standards

5.5 Reliability   

as per standards

5.6 Scalability

Historical report, no small enhancements will be performed and no new access except for new joiners in HR domain.

5.7 Compatibility

as per standards

5.8 Availability

as per standards

5.9 Refresh of the Data

Daily Monthly refresh, 20:30 CET(at 10th of each Month)