2.0 Business Process

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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 : Think  Formal Learning	20 : Talk Social Learning	70 : Do On-the-Job Learning
	Leadership Academy Functional Skills Training Books and articles Presentations Podcasts, TEDTalks Webinars	Coaching at Solvay Feedback from Manager or colleagues Subject matter networks  Communities Mentoring (both as a mentor and a mentee) Formal and informal coaching	Applying what you’ve learned in a group setting. Putting new techniques or approaches into practice with your team. Stretch assignments inside or outside your current role. Problem-solving and innovation in challenging tasks.
	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.

3.0 Application Feature Overview

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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

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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: 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 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)
Application	BW Learning Queries
Provider	CPHRLS
Existing Documentation	HR Learning & 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
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
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
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
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 

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5.1 Usability

as per standards

5.2 Regulatory Compliance

GDPR compliant. Report that contain 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