Employee Master should be a first class domain

Disclaimer

Note : This write-up does leverage some of the solution positioning statements, graphics and diagrams from the materials of the Offerings of my employer's Solutions' portfolio, however, in context of this write-up, it need not necessarily reflect the views and opinions of my employer. Its primarily an attempt to provide my views on why Employee Master should be a first class domain. 

 

Background

My friend and colleague Prash Chan a.k.a MDM Geek ( Twitter handle ) commented on my earlier post Establishing a Single View of Employee with a comment checking on why Employee data as a separate domain i.e. why is it a first class domain. Specific comment was "Employee is just a role Party plays. I will be eager to hear if you think otherwise for any reason"
So I took some time off to share my thoughts here and they in no way represent any from my employer all-though what I share may be aligned to the solutions we sell.

The previous Blog post was intentional to set the stage and to make the case for the SVE solution and its allied areas in my future topics.

Qualifying the Employee domain

Every Party will typically have a Party type and a Party Role. The Party Role is always based off a context. A context which is defined by a stereotyped relationship. Contracts for e.g.

Party type defines the specialization of the Data domain for that Party. Person, Organization is what we stood up as the first demarcation. Then on the Person type you could have sub types like Citizen, Customer, Employee, Patient, Provider, Constituent, Dependent etc. There is a generic attribution to each level of Party subtyping and its current subtype's characterized attribution is what brings in the specialization to a Party.
Employee as a domain and all its specialization as consideration is very critical given the way things are moving today. Many Organizations are not paying enough attention to this area. 

Ground level issues

Execs can ask some questions like –

• Does the Organization know where all the top raters for a year came from? 
• What is in common among them ?
• Is there, a company whose hires have been the best?
• Do students from a particular school give me the best innovations?
• Do I have a mole in my Organization?

Interesting questions isn’t it ? 

Talk to HR, they would say, we do this manually with data from Hiring forms and other places. We need this only twice in a year. 

Talk to IT, they would say, Business does not want invest in SVE solution for something done twice a year. 

Ultimately, very very few astute organizations understand that the plot for retaining an employee start from the first contact. I recently saw a LinkedIn post on this and was very happy that atleast some one is onboard on this front ;-)

Statement of direction

This specialization of the attribution for Party for the Employee domain starts with good Workforce Management strategies. 

Here are some example operational issues in this domain - 

• Many Business Units across locations with different policies (local corporate, global corporate policies)
• Siloed Systems to manage various details about employees
• Challenges in employee on-boarding processes
• Issues in providing a consistent and temporal view of employee records to downstream systems
• Issues in reacting on time to employee skills updates
• ( Major Operational Issues in Contact Center leading to many dissatisfied customers)
• Employee Life time Value Scores; Sentiment and attrition analytics

An example decorations of attribution around Person for SVE. 

Ultimately all I would say is that Employee domain is more than a stereotyped relationship which provides a context.  But this is all classic stuff.
Add internal/external social handles and pivots coming in from Analytics and we are talking about what I would call an "Employee profile". That's the game for this domain as I see it.

Makes sense ?

Happy to take any criticism, feedback and questions.  

Yours Sincerely.