PeopleFluent is pleased to announce the upcoming PeopleFluent Talent Management23.04 update. This document describes the functionality of these new features, discusses their client impact, and provides detailed information about each. If you have any questions about the enhancements or the new features presented in this document, please contact your PeopleFluent representative.
The features and enhancements described in this section apply to PeopleFluent Compensation. Because this application is configurable per client, new features may affect each implementation differently. For more information about any new feature, and how it can be used in specific implementations, contact a PeopleFluent representative.
These features will be available when the client is upgraded to this version of PeopleFluent Compensation.
No new PeopleFluent Compensation-specific features or enhancements were made in this update.
The features and enhancements described in this section apply to PeopleFluent Onboarding. Because this application is configurable per client, new features may affect each implementation differently. For more information about any new feature, and how it can be used in specific implementations, contact a PeopleFluent representative.
These features will be available when the client is upgraded to this version of PeopleFluent Onboarding.
No new PeopleFluent Onboarding-specific features or enhancements were made in this update.
Performance and Succession Features
The features and enhancements described in this section apply to PeopleFluent Performance and PeopleFluent Succession Management. Because these applications are configurable per client, new features may affect each implementation differently. For more information about any new feature, and how it can be used in specific implementations, contact a PeopleFluent representative.
These features will be available when the client is upgraded to this version of PeopleFluent Performance and PeopleFluent Succession Management.
This enhancement adds the ability to synchronize added and deleted competencies for participants after a Performance workflow process has been initiated.
In PeopleFluent Performance workflow processes, the only way to add or remove competencies after the process was initiated was to write and execute a data processing script. Starting in the 23.04 update, administrators can now synchronize any added or removed competencies directly from the Workflow Process Management page. To get to this page, go to Primary Navigation Menu > Talent Management Administration > Performance Administration > Performance Management > Workflow Process Management and click the Manage icon for a plan. Then click the tab for the final or interim evaluation process you want to configure.
Figure: Sync Competencies Button on the Workflow Process Management Page
This new functionality will add and remove competencies from all sources (except ad hoc competencies, which do not need to be synchronized) for participants in a workflow process that have been initiated and have not yet reached the Completed state (participants in the Completed state will not have any competencies updated). This will only synchronize added and deleted competencies; for example, it will not synchronize changes to the competency rating scale if it was changed after initiation.
Note: Competencies cannot be synchronized if competency weights are enabled on the Performance plan Competency Options page.
In addition to the Sync Competencies button in the Process Management section, you can also synchronize competencies from the following places:
In the Workflow Process Management page Process Management section, after clicking the Manage icon in one of the table rows and selecting Manage Participants. This will synchronize competencies only for the participants you select in the dialog box.
Figure: Sync Competencies Button in the Initiated Participants Dialog Box
In the Workflow Process pipeline graphic, after selecting More Actions. This will synchronize competencies for all participants in that workflow state.
Figure: Sync Competencies in the Pipeline More Actions Menu
In the Workflow Process pipeline graphic, after clicking the number in the state. This will synchronize competencies for all participants in that workflow state.
Figure: Sync Competencies in the Participants in State Dialog Box
Warning: If competencies are deleted by synchronizing, any ratings and comments for the deleted competencies will be deleted as well and cannot be retrieved.
Competencies will be synchronized from all sources (except for ad hoc competencies). For example, competencies associated with the Performance plan, those associated with the participant's job, performance group competencies, and so on.
For competencies from job and performance group sources, the synchronization process considers the participant's job or performance group as of the time of initiation into the workflow process. Any competencies that are different than the employee's competencies at that time will be added or deleted. However, developmental competencies are synchronized based on the employee's current career aspiration jobs, not those at the time of initiation.
Pseudo Model Additions
To allow for data processing scripting, three new properties have been added to the pseudo model under the Participant entity > Evaluation property:
Also added is the following property under the PerformancePeriodEvaluation entity:
New HR Viewer Process Role
This enhancement makes the HR Viewer process role separately configurable, instead of being part of the "Other" process role form association.
In previous updates of PeopleFluent Performance, stakeholders with the HR Viewer area of responsibility would fall into the Other process role when configuring workflow states and assigning form permissions to process roles. That is, there were only the following process roles to chose from: HR Manager, Manager, Participant, Second-Level Manager, or Other. Any other areas of responsibility such as third-level manager, administrators, and HR Viewer would be assigned the Other process role and configured together.
In this update, there is now a dedicated HR Viewer process role.
This can be seen when editing forms associations in a workflow process.
Figure: The New HR Viewer Process Role
This allows stakeholders with the HR Viewer area of responsibility to be configured in workflow states separately from other areas of responsibility in the Other process role. This new process role has been added to the Configure State dialog box in:
Goal setting process states
Interim evaluation process states
Final evaluation process states
Multirater evaluation process states
In addition, when configuring workflow state definitions, HR Viewer can be configured separately as the state owner or action owner.
Figure: Workflow State Definition with HR Viewer Selectable as State Owner
Upon upgrading to PeopleFluent Performance23.04, the HR Viewer process role will retain the settings of the Other process role by default, so there should be no impact to existing plans. Also, the new process role will be at the bottom of the process role list, meaning that it will be the lowest priority for users with multiple process roles.
Consolidated Performance Activity Digest
This enhancement adds the option to consolidate the Performance Plan Digest of Activities to include multiple performance plans in a single email.
In PeopleFluent Performance, workflow processes can be configured to send task reminders and notifications to participants, and there is the option to group these tasks and notifications into a digest, typically sent daily. This digest email shows all the tasks and notifications for a single Performance plan, and displays up to 10 tasks and 10 notifications from that plan.
The digest option is in the Performance plan configuration page in the Basics section.
Figure: Existing Summary Digest Option
In the 23.04 update, the digest now has an option to further consolidate the notifications and tasks into a single email that displays tasks and notifications from up to 10 Performance plans, with up to 10 tasks for each plan and up to 20 notifications (from all plans that have the digest enabled). Links to the application are provided in case there are more tasks or notifications than are displayed in the email.
This option is activated by a new setting on the Performance Settings page: Consolidated Performance Digest Email Enabled, which defaults to False.
Figure: New Consolidated Performance Digest Option
Note: The digest option must still be set on the Performance plan basics page.
There is also a new notification template group, Performance Plans Consolidated Digest of Activities, that you can use to configure the consolidated digest email separately from the existing Performance Plans Digest of Activity notification template group.
The Performance Auto-Reminder Notifications scheduled job will send the new consolidated digest, as it does for the regular digest.
Bulk Move to Completed State
This enhancement gives administrators the ability to quickly move all participants in the No Longer Eligible category straight to the Completed workflow state without the need to manually select them.
In PeopleFluent Performance, administrators are able to move participants that are no longer eligible for the workflow process into the completed state. This has been done on the Workflow Process Management page in the Process Management table by clicking the Manage icon in the Participants No Longer Eligible row and then selecting Manage Participants. This would open a dialog box where the administrator would select the participants and then click the Move to Completed State button.
In this update we have made it easier to move all participants that are no longer eligible to the completed state. Now, when clicking the Manage icon, there is an option to select Move to Completed State directly.
Figure: The New Move to Completed State Option
This automatically selects all participants in the Participants No Longer Eligibile row and continues the procedure without the need to select participants individually.
Note: If needed, the previous method can still be used to select specific participants.
Data Processing Scripts in Succession
This enhancement adds the data processing scripts feature to the Succession menu for clients that have Succession but not Performance or Compensation.
Previous updates of PeopleFluent Talent Management have enabled data processing scripts in the Compensation and Performance Administration menus. However, if a client has enabled Succession but not Performance or Compensation, they could not access the data processing scripts feature.
In the 23.04 update, the Data Processing Scripts page and Data File Processing page are now available in the Succession Planning Administration menu under Data Tools so Succession-only clients can access data processing scripts.
Figure: Data Processing in the Succession Menu
Also, the Administrative Documents page under Site Configuration is now accessible to Succession Administrators. This page contains the PeopleFluent Script Engine Reference and the PeopleFluent Pseudo Model, both of which are useful references when writing data processing scripts.
The features and enhancements described in this section apply to all PeopleFluent Talent Management applications. Because the applications are configurable per client, new features may affect each implementation differently. For more information about any new feature, and how it can be used in specific implementations, contact a PeopleFluent representative.
These features will be available when the client is upgraded to this version of PeopleFluent Talent Management.
No new features or enhancements common to all PeopleFluent applications were made in this update.
Data Feeds and APIs
This section describes changes made to data feeds and APIs. For more information on data feeds and flat files, refer to the PeopleFluent Talent Management23.04 Control Data Guide and the PeopleFluent Talent Management23.04 Data Mapping Guide.
Changes to Existing Data Feeds and APIs
There are no changes to the PeopleFluent Talent Management API, which remains at v1.35.220400 in this update.
There are no changes to existing data feeds or APIs in this update.
New Data Feeds and APIs
This update does not include any new data feeds or APIs.
Product Documentation Changes
PeopleFluent has updated the PeopleFluent Talent Management documentation set to reflect enhancements and new features introduced in the 23.04 update.
Talent Profile Videos
In this update, the existing Talent Profile training videos (About the Talent Profile and Talent Profile Compensation Page) have been deprecated and replaced with a Talent Profile Overview video and a separate video for each Talent Profile tab. These can be assigned to pages and roles separately to finely control who can see what video.
Talent Profile Overview is assigned to the Talent Profile page by default, and the individual tab videos are available in the library to configure as needed. For more information, see the Training Videos Online Help topic.
Additional Documentation Resources
The following additional documentation resources are available:
Hardware and Software System Requirements
Available on Customer Community. Provides information on workstation requirements, recommended and supported browsers, and supporting third-party applications.
Available in the Talent Management application. Provides help content for administrators and end users.
Available on Customer Community. Provides information about resolved issues addressed in this update.
Training Manuals and eLearning Modules
Please contact your PeopleFluent representative to schedule training.
As a market leader in integrated talent management and learning solutions, PeopleFluent helps companies hire, develop, reward, and advance a skilled and motivated workforce. Deployed separately or as a suite, our software spans recruitment, talent mobility, performance, compensation, succession, org charting, and learning—tailored for either large or mid-enterprise organizations. We deliver unmatched functionality and flexibility, recognized by leading analysts, to develop people, drive performance and deliver results.
Our talent solutions unify talent processes within a collaborative experience that enables HR and L&D teams to guide managers and employees with contextual learning—right in the flow of work.
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