Questions

Solution Architecture:
Does your solution include an Extract, Transform, and Load (ETL) tool. Please explain.
If your solution does not include an ETL tool, what degree of data clean up and
transformation is required by us?
Does your solution include data storage (such as a data warehouse). Please explain
If your solution does not include data storage, what kind of data storage is required by
us to use your solution?
Does your solution include a query engine? Please explain
Please provide any speed metrics for your query engine.
If your solution does not include a query engine, what kind of query support is
required?
Does your solution include a visualization tool and data journalism support? Please
explain
If your solution does not include a visualization tool or data journalism support, please
explain how this can be added.
Does your solution include data stories and user guidance? Please explain
If your solution does not include data stories and user guidance, please explain how
this can be added.
Data Access Security:
Can data access privileges be setup based on roles, for individuals, and with bulk
change handling?
Can you describe access rights offered? Can data access privileges restrict access to
any combination of which employees, and what information about those employees?
Can complex data access scenarios be met (such as for financial controllers, HR
business partners, and corporate leadership)?
Is single sign on supported?
In your SaaS implementations, do you typically support clients’ own internal Single
Sign-On (SSO) infrastructures?
What types of SSO mechanisms can you support? Can you support entrust
(https://www.entrust.com/digital-signatures/) or Mobile Pass (http://www.safenet-
inc.com/support-downloads/mobilepass-download-page/)?
Are there any SSO variations you cannot support?
Does the system support multi-country data privacy needs, including security roles,
country-based siloing of data?
Does the system meet standards for WCAG 2.0 accessibility conformance of at least
Level A?
Explain how your solution supports GDRP requirements.
Standard Metrics and KPIs:
Do you have a standard set of prepopulated metrics? How many?
Please describe your support of key performance indicators.
Please describe your support of Employee engagement.
Please describe your support of Workforce demographics.
Please describe your support of Workforce data compared to business outcome data.
Data Sources:
Does the solution provide for the integration of data from multiple systems (e.g. HRIS,
performance management, compensation, applicant tracking, etc.)?
Please describe the ability to use delivered (and/or configured) visualizations to show
ANY of the prescribed to/integrated data sources together (i.e. show performance
scores alongside collaboration data alongside engagement data alongside
compensation data alongside talent/succession data, etc.) to be able to see where
relationships exist across data sets/metrics

Are there limitations to the HRIS, Payroll, ATS, Engagement or other systems that you
bring in data from?
Does the solution have the ability to accept very large data sets?
Can new data sources be added during the course of the contract?
What is the cost or fee structure for adding or changing data sources after the initial
implementation?
Describe the ability to continue to add data sources following implementation (i.e.
operational and other functional (Finance, etc.) data sets over time.)
Describe the mechanisms by which your solution assure data quality and integrity
within the solution?
After the initial set up, how does your solution address imported data that does not
conform?
Does the tool support retroactive changes? Please explain
What is the volume of data that is being handled by existing front end? Please explain
What is the volume and granularity of data that is being handled by existing front end?
Please explain
Data Updates:
How often can we send data updates to the solution?
Can different types of workforce data be updated at different rates (e.g. recruiting daily,
and compensation twice per month)?
Is the data feed to your solution a full replacement file (i.e.. Includes all history) or a
delta file (i.e.. Includes just updates)?
How do we update or correct data in your solution
ANALYTICS
Pre-Built Analytics:
Does your solution include pre-built analytics?
What subject areas are available pre-built “out of the box” (i.e. without requiring
development or report writing)?

❏ Organization demographics
❏ Compensation
❏ Recruitment
❏ Retention
❏ Retirement
❏ Diversity
❏ Learning and Development (including compliance)
❏ Engagement
❏ Risk
❏ Business KPIs
❏ Leave Management
❏ Leadership and Succession
❏ Performance and Recognition
❏ Total Cost of Workforce
❏ Workforce Planning
Other: ___________

Can new categories be added to the solution? By us or by the vendor? Please explain
Can the subject areas and related analytics / questions be customized? By us or by the
vendor? Please explain
Does the solution include predictive analytics? Please indicate which predictive metrics
are available.
Does the solution validate predictive metrics? Please explain
What approach does your solution use to perform predictive analytics?
How accurate are your predictive metrics?
Are pre-built visualizations available for analytics? Which types?
Can users select which visualizations to use for their analytics?
Is there a guided “question and answer” format to the pre-built analytics?
How are the pre-built analytics organized and available for end-users to find?
Organization Analytics
Can your Organization analytics combine data from multiple systems?
Can your solution show employee starts, exit, and movement?
Does your solution include analysis of diversity?
Does your solution provide an overview of workforce changes over time?
Talent Analytics
Can your Talent analytics combine data from multiple systems?
Can your solution identify areas of risk for Diversity and Inclusion?
Does your solution allow us to include compensation for calculations, determining
impact on retention, and calculating the cost of replacement?
Is it possible to do data-based compensation comparisons without exposing individual
compensation?
Does your solution include engagement information?
Does your solution include analysis of performance and it's relationship to other
elements, such as retention, promotion, and key business indicators?
How does your tool allow a user to view viable career paths, which are the shortest,
which are the most common?
Talent Acquisition Analytics
Can your talent analytics combine data from multiple ATS systems?
How does your talent acquisition analytics incorporate hiring manager survey data,
recruiter effectiveness survey results and candidate experience survey results?
Does your talent acquisition analytics include data from candidate management
systems?
Describe how you measure quality of hire.
Describe how you can identify signs of bias in the hiring process.
What method do you use to forecast time to hire?
Does your solution allow for multiple hiring processes and workflows to be modeled
and analyzed? Please describe.
How do you identify problems in the hiring funnel? For example, where in the funnel
abandons and rejections occur?
How do you relate hiring source with performance, progression and turnover of
employees?
Learning Analytics
How do the learning analytics provided in your solution differ from standard reports
provided by our learning management system?
Can your analytics solution tie learning trends to key HR trends such as engagement,
promotions & resignations?
Can your analytics solution analyze learning trends alongside key business metrics?
Can your analytics solution forecast delivery times and volumes for specific learning
programs?
What data sources can be leveraged with your learning analytics solution?
Does your solution enable xAPI or LRS statements to be analyzed?
Strategic Workforce Planning:
Describe your solution's ability to assess the progress on an existing workforce
strategy and show the variance between planned and actual headcounts and costs
What workforce costs does the solution allow users to measure and forecast?
❏ Labor costs
❏ Total rewards
❏ Direct compensation
❏ Base pay
❏ Variable pay
❏ Supplemental pay
❏ Long-Term incentives
❏ Benefits
❏ Health benefits
❏ Pay for time not worked
❏ Employer Costs for Labor
❏ Employer Insurance and Taxes
❏ Contingent Workforce Costs
❏ Workforce overhead
❏ Workforce allocations
❏ Workforce events

Can users develop workforce plans and forecast based on these workforce costs?
Can your solution apply historical resignation, retirement, and involuntary turnover
rates to plans allowing users to forecast / project the future based on our historic
trends?
Can users develop and compare multiple plans based on different “what if” scenarios,
such as different turnover assumptions, growth estimates, economic conditions, new
teams or sites, modeling different cost scenarios?
Can users set each plan’s framework using attributes, such as organization, role, site,
or pay level?
Can users specify each plan’s target population, for example, filtering by organization
or location?
Can users set plan budget limits and see where a plan is above or below budget?
Can users toggle between headcount and dollar views?
Can users automatically calculate new headcount distribution using ratios of different
roles? (For instance, for every 10 developers, hire 1 QA.)
Can users measure actuals to plan over time?
Can users create and manage collaborative planning projects?
Can users delegate planning to others, allowing others to submit subplans for their
areas of responsibility, creating a collaborative planning environment?
Can users track a delegate's progress toward subplan completion and see the status of
the plans and planning activities?
Can users review and accept or reject subplans submitted by delegates?
Can users automatically merge accepted plans into the master plan?
Can users review current and past planning activity?
Can users see the planning requirements defined by the plan owner to create a hiring
plan?
Describe your solution's ability to model the costs associated with the different
scenarios.
Describe your ability to recommend and provide an actionable hiring strategy that can
be used by the Recruiting team.
Describe your solution's ability to take in extra demand information and suggest an
ideal recruiting mix (Ex; new hires, part time, distributed delivery, contractors, etc.)
Describe your solution's ability to take in extra demand information (For ex; New
Projects or acquisitions) by roles and skills and predict the gaps.
Describe your solution's ability to look at predictions by different growth scenarios.
Describe your solution's ability to predict shortage of critical roles.
Describe your solution's ability to predict short term and long term workforce supply.
Describe your solution's ability to predict short term and long term workforce needs.
Describe the timeliness of the data, what intervals the analyses and reports may
capture, and typical real time (or latency) between data displayed and actual status of
the workforce represented.
Describe the uses of the solution for basic, intermediate and advanced users.
Describe the required level of knowledge for basic, intermediate, and advanced users.
Describe how quickly users of each level (basic, intermediate, and advanced) become
proficient in the solution.
Describe how your solution provides transparency to users on calculations, categories,
time periods and other factors relevant to metrics and analytics.
Describe ability to conduct short term (<1 year), operational level forecasting.
Describe your solution's ability to track and report on progress against the plans
developed through simulations and other analytic exercises, in appropriate
displays/forms – graphic(e.g. timeline), tabular and narrative.
Can the tool support “what if” scenario modelling, enabling analysts to alter certain
parameters to test their impact and/or workforce planning scenarios?
Describe if and how your solution provides visibility to the individual level data under
the data trends and metrics, for example, if reviewing a termination analysis, can the
user see the individuals who terminated?
Describe your solution's ability to depict employee movement (both internal and
external), and model movement going forward based on historical patterns. Include
example of intuitively appealing display of movement across org groups (e.g. Sankey,
Markova chain)

Ad Hoc Analysis:
Can users perform ad hoc analysis:
❏ Across subject areas (see list under pre-built analytics content)?
❏ Without having to do manual data integration or import?
❏ Without development or coding?
❏ Without writing algorithms or calculations?

Can users drill down into data in real time? (For instance, drill down to view resignation
rates by different levels of org structure.)
Can users filter the analysis population in real time? (For instance, reduce the analysis
population from the entire organization to just the top performers in Engineering in the
US.) Which filters apply?
❏ Organization
❏ Geographic location
❏ Department, team, or role
❏ Date ranges (e.g. current quarter, hires last 90 days, etc.)
❏ Compensation (e.g. base pay, pay change, compa ratio, etc.)
❏ Demographics (e.g. diversity, tenure, age, etc.)
❏ Leadership and succession
❏ Learning and development
❏ Movement / promotions
❏ Recruitment
❏ Performance and recognition
❏ Employment type, org level, or span of control

Can our administrators set up standardized filters for use by all users? (For instance, a
filter set for critical roles or permanent full-time.). Can these filters be defined so that all
users can see what's included?
What organization structures can your solution support to segment the analysis
population in real time. For example; departmental, supervisory, cost centers, and so
on.
Can users view analytics by multiple dimensions in real time? (For instance, toggle
between viewing resignation rates by employee segment, organization, location, role,
and so on.)
Can users create visual their own reports or analysis without development or coding?
Does your tool allow comparison of employee data from multiple data sources at the
employee and filter group level for decision making?
Benchmarks:
Does your solution include outside benchmarks (for example, US Equal Employment
Opportunity Commission.) Which ones?
Does your solution include other benchmark data? Please explain
Do the benchmarks your solution provides enable point in time comparisons?
Do the benchmarks your solution provides enable trend analysis?
Does the solution allow custom or procured benchmark data to be loaded?
Can you add multiple comparisons to visualizations (such as comparing different time
periods, employee groups, metrics, and internal and external benchmarks)?
Sharing and Collaboration Capabilities:
Can visual reports and analysis be set to auto-update to always show the latest data?
Can users set goals, adding “traffic lights” to metrics (e.g. target ranges for a KPI)?
Can users create metrics that focus on specific population groups (e.g. top talent)?
Can these metrics be shared with others?
Describe your solution's ability to share visualizations, dashboards, as well as insights
with other users
Describe how your solution ensures that data is secured when it is is shared.
Describe your solution's ability to archive and hide inactive correspondences
What collaboration tools does your solution offer?
Customization
Does the system allow for adding fields?
Does the system allow for deleting fields?
Describe support for “business readiness,” if any, concurrent with the rollout of the
analytics and planning solution, to assure successful adoption. Include impact on the
HR Business Partner (end-user) and the analytics team roles, and how to best prepare
to meet changing expectations.

Does the system allow for copy of production data to development environment for
testing? (frequency or turnaround on WO)
Do upgrades and new versions take into account database/user field and screen
changes?
Describe the ability to generate calculated fields. Include example of syntax and
associated functions
Describe toolsets that are available to customers to write reports in your solution.
Is there an ability to display, report on, analyze, and drill into operational (system
based) and derived metrics (using metadata) across ALL data sets fed into the tool?
Is there an ability to apply/leverage all of the various structures (location hierarchies,
cost center hierarchies, manager hierarchies) in dashboards, visualizations, charts,
reports, analysis available in the tool? Can we apply current structure to visualizations,
dashboards, analysis available in the system which references any historical data that
may be loaded?

Is there an ability to load history and run visualizations, dashboards, reports, and
analysis on metrics over all periods of time for which there is data? Can this history
come from a different system than our current data?
Ease of Use:
Is it easy/intuitive for a non-analyst, such as a business leader or an HR practitioner
with no analytics experience or development skills, to use the solution? Please explain
and provide examples
Can users view the details of employees included in a specific analytic (provided they
have data access authorization)?
Can users export visual reports to PowerPoint?
Describe how your solution helps users to understand the context of the information
they are viewing in dashboards and on screen displays of data and analysis.
Delivery Model and Support:
Is your solution provided as software-as-a-service (SaaS)?
What is your pricing model?
Is a Statement of Work required for implementation? What is the cost?
How do you charge for maintenance and support?
Do you provide training and at what cost?
How do you scope and charge for post-implementation changes, such as changing a
data source or adding new ones.
Describe how the analytics solution typically matures after the initial roll out to the user
community, and with the evolving analytic savvy or maturity of the organization.
Describe how your organization supports this growth.
Describe any client consortiums or other forums for knowledge exchange associated
with your solution.
Describe how your solution can integrate with social media outlets to build
communities, promote knowledge exchange and data mine for skills and capabilities
Describe your training support pre and post go-live. Differentiate by user type, if
applicable.
Future of the Product:
Are new releases provided by the solution vendor on a regular basis? How often?
Explain how your solution and approach will provide the delivery of innovative and
leading edge functionality and development.
Describe your commitment to improving the solution, your development road map, and
the effort put into research and development.
Describe how customers can influence the roadmap.
Vendor Response