Setup Considerations: People Analytics
You can use this topic to help make decisions when planning your configuration and use of
People Analytics. It explains:
- Why to set it up.
- How it fits into the rest of Workday.
- Downstream impacts and cross-product interactions.
- Security requirements and business process configurations.
- Questions and limitations to consider before implementation.
Refer to detailed task instructions for full configuration details.
What It Is
Workday People Analytics uses augmented analytics technology to surface prioritized insights in the form of key metrics and business questions, along with their underlying drivers. People Analytics uses explanatory stories to help you understand these insights and act on the most critical trends and gaps in your workforce.
Business Benefits
The out-of-the-box, AI-powered insights provided by People Analytics enable you to:
- Identify important opportunities and risks around key workforce metrics.
- Detect patterns that you might not see or have time to discover.
- Eliminate time-consuming, manual analysis, enabling you to focus on strategic work.
- Track workforce developments with clearly written narratives in natural language.
Use Cases
You can track key metrics and trends in these topic
areas:
- VIBE Index™
- Diversity and Inclusion
- Organization Composition
- Retention and Attrition
- Hiring
- Talent and Performance
- Skills
Questions to Consider
Question | Consideration |
|---|---|
What topics are you
interested in exploring? |
You can opt in to each of these topic of interest for
your People Analytics application:
Each topic of interest comprises 1 tab in the application UI, with
the exception of Employee Sentiment, which is part of the VIBE Index
tab. Topics of interest also have different field selections requiring
your attention as you configure People Analytics with a Workday
consultant. Raise a Customer Care ticket to request information if
you're interested in:
|
What fields do you
want to include in your analysis? | A Workday consultant will guide you through the selection of fields to map to the
structure of the People Analytics data model. These field choices have a direct impact
on how insights are created and on the quality of these insights.
For each topic of interest you select, some
fields are required and some fields are optional. You can also customize
each field display name. |
Which workers do you want
to include in your analysis? | You can filter out populations from the analysis. Example: You can filter out
contingent workers. The populations you filter out at installation won't be
included in any analysis. When you include a population in your analysis,
they’re included in each KPI, visualization, and business question, in
all topic areas, except VIBE. You define the populations that you want
to include in the VIBE Index when you configure the VIBE
intersection. |
Can you filter
data in the People Analytics application after filtering out populations during
installation? |
You can use the
sheet filters in the application UI to view insights for different areas of
the organization. The fields that you map during configuration and the
security permissions of the user determine which views are available.
Example: An HR business partner who represents multiple supervisory
organizations can select different filters to view stories dynamically for
these organizations. |
Recommendations
When configuring People Analytics, consider the target audience of the application: HR
Business Partners and executives within an organization. Configuration choices
(mapped fields, included or excluded populations, and so on) impact the content made
available for these users.
We recommend that you run People Analytics Data Quality and correct any defects in your configuration before installing the application. Data Quality also runs automatically when you install the application. You can run Data Quality from the
Configure People Analytics
report and view the results by accessing the People Analytics Data Quality
report.Data Quality module doesn’t check the data obtained
from Peakon.
Requirements
You must subscribe to Innovation Services to use this feature. Contact your Customer Success Manager to request the Innovation Services Addendum (ISA), or see Workday Innovation Services in the Workday Community for more information.
To access the Employee Sentiment topic of interest,
raise a Customer Care ticket to enable the API data export toggle in your Peakon
account and activate the VIBE Index topic of interest in the
Configure
People Analytics
report.In order for People Analytics to perform analysis successfully, you must have at least 5
months of transactional worker data in Workday. You can select 4 to 36 months of
historical data to load into People Analytics from Workday for analysis. Any
transactional history converted during deployment is considered part of the initial
data load.
The amount of data history you have in People Analytics determines the analysis type.
Year-over-year analysis requires at least 13 months of data. Rolling 3 month
analysis is available with 4 to 12 months of data.
When you install People Analytics, you automatically enable the automated update activity,
which includes a monthly data refresh. This enables the application to continue to
load and analyze the latest data into Workday on the first Monday of every month. If
the initial data load is less than 13 months, the analysis type automatically
changes from rolling 3 month analysis to year-over-year analysis when 13 months of
data are available and loaded into People Analytics. The maximum amount of data
history you can have in People Analytics is 36 months.
For the Belonging metric in the VIBE Index, only the data collected after the
Peakon API data export toggle is turned on can be incorporated into the VIBE Index.
Even if you don’t intend to use the metric at the time, you can still enable the API
data export to accumulate a more extensive dataset for potential future
analysis.
Limitations
You can create custom reports and discovery boards using People Analytics data sources for ad hoc reporting purposes or to validate your data. These resources are only valid until the next automated update or until you run Data Quality or installation again. However, you must delete these resources before the next Data Quality, automated update, or installation run to ensure that these activities complete successfully.
Tenant Setup
No impact.
Security
Domains | Considerations |
|---|---|
Manage: People Analytics in the People Analytics and Prism
Analytics functional areas. | Can maintain People Analytics. |
View: People Analytics in the People Analytics and Prism Analytics
functional areas. | Can access People Analytics. |
For the initial deployment of People Analytics, you can work with a Workday consultant to:
- Configure the securing entity during the configuration and installation of People Analytics.
- Add security groups to a People Analytics domain. You can:
- Add an existing Workday security group, or
- Create a new security group specifically for People Analytics users.
- Add more than 1 security group.
If necessary, you can make post-deployment changes using the
Configure People Analytics
report. People Analytics Office Hours are available as a paid service if you would like to request support for making changes.People Analytics supports:
- Constrained role-based security groups.
- Unconstrained role-based security groups.
- Unconstrained user-based security groups.
Business Processes
No impact.
Reporting
No impact.
Integrations
No impact.
Connections and Touchpoints
Workday offers a Touchpoints Kit with resources to help
you understand configuration relationships in your tenant. Learn more about the
Workday Touchpoints Kit on Workday Community.
The Employee Sentiment topic of interest interacts with Workday Peakon Employee Voice through
its API.