Performance driven compensation for enterprise-level human capital management
View Patent ↗In embodiments of the present invention improved capabilities are described for a human resource management platform that includes applications targeted to solve a variety of human resource, compensation, and performance management problems. Applications of the human resource management platform include business applications such as performance driven compensation that may provide a single solution for driving employee performance and organizational success by automation of goal setting, performance measurement, and employee rewards by directly linking performance results to rewards.
1. A system comprising:
a persistence layer for storing a human capital domain model;
a business logic layer comprising the domain model;
a plurality of human capital management applications, wherein the plurality of human capital management applications includes a compensation application that facilitates in cycle and out of cycle adjustments, wherein in cycle adjustments comprise standard compensation planning and out of cycle adjustments comprise out-of-turn adjustments and maintenance; and
a presentation layer comprising a user interface for accessing the domain model via the applications.
2. The system of claim 1 wherein the plurality of applications include a performance driven compensation application.
3. The system of claim 1 wherein the compensation application supports out of cycle changes for all aspects of compensation, performance and benefits.
4. The system of claim 1 , wherein the persistence layer includes group manager functionality for allocating employees to human capital management groups.
5. The system of claim 1 wherein the plurality of applications include a compensation application.
6. The system of claim 1 wherein the plurality of applications include a succession application.
7. The system of claim 1 wherein the plurality of applications include a competencies application.
8. The system of claim 1 wherein the plurality of applications include a performance application.
9. The system of claim 8 wherein the performance application facilitates manager and employee self-service.
10. The system of claim 1 wherein the persistence layer includes a database for storing the human capital domain model.
11. A system comprising:
a persistence layer for storing a human capital domain model;
a business logic layer comprising the domain model;
a plurality of human capital management applications; and
a presentation layer comprising a user interface for accessing the domain model via the applications,
wherein the persistence layer includes smart synchronization facilities for updating the domain model, the smart synchronization facilities comprising modules for recognizing and validating updates to the human capital domain model.
12. The system of claim 11 wherein updating the domain model includes bulk updating.
13. The system of claim 11 wherein the persistence layer includes group manager functionality for allocating employees to human capital management groups.
14. The system of claim 13 wherein the groups are configured independently of a hierarchy associated with an entity using the system.
15. The system of claim 11 wherein the persistence layer includes security for limiting access to a database containing the domain model.
16. The system of claim 15 wherein the security allows a plurality of independently accessible domain models to be stored in the database.
17. The system of claim 16 wherein the independently accessible domain models are stored in separate schemas.
18. The system of claim 11 , wherein the smart synchronization facilities include a module for reconciling differences from between the domain model and the updated domain model.
19. The system of claim 11 , wherein the smart synchronization facilities include a module for updating the domain module, wherein the updating module groups like database transactions together into a single update request.
20. The system of claim 11 , further comprising a shadow model, wherein updates to the human capital domain model are given an effective date using the shadow model.