PeopleFluent is pleased to announce the upcoming PeopleFluent Talent Management22.04 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.
Customer Briefing -Talent Management- 22.04
Release Highlights: Support for Progressive Skills Assessment Process Additional Subjects available in People Analytics New APIs for Compensation Planning data to support downstream integrations Miscellaneous usability and performance enhancements
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.
Worksheet Budget Calculation Enhancement
This enhancement gives Compensation administrators the option to skip the validation step when recalculating budget allocations in Compensation Worksheets if the budget has been calculated or the worksheet published within the last 24 hours. This will save time when publishing small recent changes.
Similar functionality was previously introduced for worksheet publishing; with this update the option is now available when calculating budget allocations.
When the last validation step was less than 24 hours ago, the option to Skip Validation now appears when calculating a budget on the worksheet Budget Allocation page.
Figure: Skip Validation Option
Validation steps take place when a worksheet is published or when the budget is calculated; if neither of these has occurred within the past 24 hours, the option to skip validation will not appear and validation must occur.
If validation was skipped, a message will appear in the process log.
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.
Onboarding Engagement Wizard Enhancement
This enhancement adds the position holder employee ID to the Create New Engagement wizard.
Onboarding engagements can be created by going to Primary Navigation Menu > Onboarding > Create New Engagement, which opens the Create New Engagement wizard. In step 1 of the wizard, users select a position holder for the new engagement.
In order to better identify the correct position, with this update the employee ID of the position holder now appears next to the position holder's name.
Figure: New Employee ID Column
The new column can be filtered, and if the position is a multi-seat position, the employee IDs are separated by commas.
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.
Competency Performance Groups
This enhancement allows Performance administrators to assign competencies to Performance plan participants using Performance Groups.
On the Performance Management Plan configuration page, the Competency Options sub-page allows administrators to select the sources and methods that will be used to assign competencies to participants during the evaluation.
In this update, a new competency source has been added: Assign competencies associated with the Performance Group.
Figure: The New Competency Option
Selecting this option displays a new Performance Groups section on the page.
Figure: The New Performance Groups Section
Performance groups are groups of people configured using data maps. The Performance Groups section allows administrators to select performance groups and assign competencies associated with those performance groups.
Performance groups can optionally be created and competencies assigned to performance groups on this page as well, making it easy to assign competencies to the right groups of participants.
Note: If a competency is assigned from the Performance plan and the same competency is also assigned from a Performance group, the plan version will take precedence over the performance group competency. For example, a competency can be assigned through a Performance group and the rating scale could be changed for that competency, but the same competency in the plan list has a different rating scale. In this case, the evaluation will use the competency rating scale configured in the plan competency. However, if a competency is assigned through the participant's job and also through a performance group, in that case the performance group version of the competency will take precedence.
Data Processing Scripts
We have added methods and properties to the PeopleFluent Talent Management Pseudo Model so that administrators can add and delete Performance Groups and competencies using data processing scripts.
Sample scripts to illustrate some ways of using this functionality are provided. Scripts are stored on the Data Processing Scripts page: Primary Navigation Menu > Compensation Administration > Data Setup > Data Processing Scripts
The following sample scripts are provided to illustrate this functionality:
AddPerfGroupsAndCompetencies: This sample script takes a Performance Plan reference key as a parameter and adds the specified Performance Groups and associated competencies. A data file must be uploaded that passes the Performance Group and Competency SSRK.
DeleteAllCompetencyPerfGroups: This sample script takes a Performance Plan reference key as a parameter and deletes all Performance Groups and competencies from the plan Competency Options page.
A new ad hoc report subject, Performance Group Competencies, has been added for validation and reporting purposes.
To access reports, go to Primary Navigation Menu > Reports > Ad Hoc Reports.
Competency Percent Rated Enhancement
This enhancement gives Compensation administrators the ability to display the percentage of competencies that have not yet been rated on a form.
In this update, using a combination of some new user-defined fields and Performance plan formulas, Performance administrators can now display the percentage of competencies that have been rated on the end-user form.
The new user-defined fields are the following:
Employee User Defined Number
Employee User Defined String
Manager User Defined Number
Manager User Defined String
These new fields are linked to the Rating field on evaluation forms such that a plan formula can be written to update the field when a competency is rated.
The new fields can be placed in the section zone of evaluation forms and when a formula is written and configured to be triggered in a workflow state, the fields on the form will update immediately when competencies are rated.
Formulas can be written in a variety of ways, depending on the needs of the business. For example, here is a simple formula to update the rated percent complete:
This enhancement allows administrators to add tags to competencies in order to group them in Performance workflow states.
In this update, administrators can now add tags to competencies in order to evaluate them in different workflow states. Competency tags are labels added to competencies when adding or editing them.
To do this, go to Primary Navigation Menu > Talent Management Administration > Site Administration > Competency Management > Competency Libraries, then click Edit next to any library and open the competency group document for the group containing the competency. Then, in the Group Competencies section, click the Edit icon for the competency you want to edit.
Competency tags are user-defined and must be unique. Competency tags are added, edited, and selected on the Competency page. Only one tag can be selected for each competency, but a given tag can be added to as many competencies as needed.
Figure: New Competency Tag Field on the Competency Page
After Competencies are tagged, you can configure Performance evaluation workflow states to display only competencies with certain tags on the end-user forms.
To access the configuration page for a plan, go to Primary Navigation Menu > Talent Management Administration > Performance Administration > Performance Management > Performance Management Plans. In the list of plans configured for your site, click the Edit icon for the plan you want to configure. Then click an evaluation process, click the wrench icon for the state you want to configure, and select Edit State Details.
Figure: New Competency Tag Filters Field
You may select one or more competency tags to filter in this workflow state (if no tags are selected, all competencies will be displayed). Once this is done, only competencies with the selected tags will be displayed on the end-user forms. This allows you to evaluate one group of competencies before another group.
For example, in a clinical competency evaluation, some clinical competencies need to be evaluated before others. So the clinical competencies can be tagged with different tags (such as Phase 1 and Phase 2).
One workflow state would be configured to display only Phase 1 competencies, and a later workflow state would be configured to display only Phase 2 competencies, so the Phase 1 competencies would be evaluated in a workflow state before the Phase 2 competencies in a later state.
Keep the following points in mind regarding competency tags:
Competency tag filtering cannot be used in multirater workflow states.
The average competency rating displayed on the end-user form is calculated for all rated competencies, not just the displayed ones.
Tags are not locked during a Performance plan, so be careful when editing tags, as changes are made immediately.
The Tag field has been added to the pseudomodel Competency and Participant entities for use in formulas.
You can import competency tags with the Competency API using the new CompetencyTag element.
Clinical Workflow State
This enhancement adds two clinical competency workflow states with reopen actions to the available Performance workflow states.
Previously, the clinical competency evaluation states for interim and final evaluation workflows had only forward-moving actions.
This update adds an interim and a final evaluation clinical competency workflow state that have both forward and reopen actions, allowing administrators to move participants back to the previous state if needed.
Figure: New Clinical Competency Workflow States with Reopen Action
Other than the new reopen action, the new states perform in all respects like the clinical competency evaluation states without the reopen action.
Limit Ad-Hoc Competencies to Specific Libraries
This enhancement allows administrators to limit the libraries from which end users will be able to select ad hoc competencies.
When ad hoc competencies are enabled in a Performance plan, users are able to select ad hoc competencies from any competency library in the system.
Starting with this update, administrators can now set the specific competency libraries that users will be able to access when selecting ad hoc competencies.
When selecting the option to allow the adding of ad hoc competencies on the performance plan Competency Options configuration page, a new section appears: Included Competency Libraries.
Figure: New Section on the Competency Options Page
When competency libraries are added in this section, end users will only be able to add ad hoc competencies from the specified libraries.
If no libraries are specified in this section, then users will be able to select from all libraries in the system.
Pseudo Model Audit Data
This enhancement adds audit trail properties to the Performance competency rating entity in the PeopleFluent Talent Management Pseudo Model.
This update allows Performance administrators to configure performance plan formulas to log competency rating events in the audit log.
To allow for this capability, we have added the auditTrail property to the PerformanceCompetencyRating entity in the PeopleFluent Talent Management Pseudo Model. Using performance plan formulas and these additions, clients can use audit trail logs in a number of ways.
For example, an administrator can configure a formula to audit the user that edits a specific competency record and write it to a field on the form.
Below is a sample Performance formula that will write the user that updates a competency rating and the date and time it was updated to two user defined fields:
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.
Required Field UI Enhancement
This enhancement improves the user interface (UI) around required fields in Performance forms and other pages across the application suite that validate required fields.
In this update, the user interface around required fields has been improved to make it easier to identify fields that need to be populated.
On Performance forms and many other pages across the PeopleFluent Talent Management application suite, the UI displays required fields with a red asterisk. When required fields are not populated and a form or page is submitted, validation occurs and the application displays an error.
The red asterisks are now larger, allowing users to identify required fields more easily before submitting the form or page. Also, the yield symbol that previously appeared on some pages with errors has been removed to be consistent with other error messages across the application.
On Performance forms, when a form is submitted with required fields that have not been populated, a Validation Errors banner now appears at the top of the form. This banner lists the fields in error.
Figure: Required Fields Error List on a Performance Form
Clicking an item in the list moves that field to the center of the page, and for many text fields, the cursor is moved into the field. All error fields on the page, text or not, are noted with red error text to make it easy to identify which fields need to be populated.
Figure: A Non-Text Field Error
Data Feeds and APIs
This section describes changes made to data feeds and APIs in v1.35.220400, which is the latest update to the integrations used in all PeopleFluent Talent Management applications.
For more information on data feeds and flat files, refer to the PeopleFluent Talent Management22.04 Control Data Guide and the PeopleFluent Talent Management22.04 Data Mapping Guide.
Changes to Existing Data Feeds and APIs
The following changes have been made to existing data feeds.
Table: Data Feed Changes in PeopleFluent Talent Management22.04
Added a new field: CompetencyTag
The following changes have been made to existing APIs.
Table: API Changes in PeopleFluent Talent Management22.04
Added a new field: CompetencyTag
Person API Export
Added RMSCandidateid attribute to Person export XML if the RMS integration is enabled.
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 22.04 update.
Provides information on workstation requirements, recommended and supported browsers, and supporting third-party applications.
Provides help content for administrators and end users.
Provides information about resolved issues addressed in this update.
Training Manuals and eLearning Modules
Please contact your PeopleFluent representative to schedule training.
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