U.S. patent application number 15/364154 was filed with the patent office on 2018-05-31 for dynamic organization structure model.
The applicant listed for this patent is ADP, LLC. Invention is credited to Max Li, Clint Myers, Chaayanath K. Mysore, Vinay Kanth Nadikuda, Snigdha Ghosh Ray, Amit Kumar Sharma, Prasad J. M. V. Velagareddi.
Application Number | 20180150912 15/364154 |
Document ID | / |
Family ID | 62190322 |
Filed Date | 2018-05-31 |
United States Patent
Application |
20180150912 |
Kind Code |
A1 |
Ray; Snigdha Ghosh ; et
al. |
May 31, 2018 |
Dynamic Organization Structure Model
Abstract
A method and apparatus visualizing compensation adjustments for
employees of organization. A computer system identifies a number of
merit groups for a group of employees based on employee evaluation
for employees in the group of employees. The computer system
identifies a number of compensation adjustment parameters. The
computer system applies the number of compensation adjustment
parameters to a compensation distribution of the group of employees
to determine a compensation adjustment for each merit group. The
computer system determines impact of the compensation adjustment on
the compensation distribution of the group of employees. The
computer system displays the impact of the compensation adjustment
in a compensation adjustment scenario.
Inventors: |
Ray; Snigdha Ghosh;
(Hyderabad, IN) ; Sharma; Amit Kumar; (Hyderabad,
IN) ; Nadikuda; Vinay Kanth; (Hyderabad, IN) ;
Velagareddi; Prasad J. M. V.; (Hyderabad, IN) ;
Myers; Clint; (Suwanee, GA) ; Li; Max;
(Atlanta, GA) ; Mysore; Chaayanath K.; (Hyderabad,
IN) |
|
Applicant: |
Name |
City |
State |
Country |
Type |
ADP, LLC |
Roseland |
NJ |
US |
|
|
Family ID: |
62190322 |
Appl. No.: |
15/364154 |
Filed: |
November 29, 2016 |
Current U.S.
Class: |
1/1 |
Current CPC
Class: |
G06Q 40/12 20131203 |
International
Class: |
G06Q 40/00 20060101
G06Q040/00 |
Claims
1. A method for visualizing compensation adjustments for employees
of an organization, the method comprising: identifying, by a
computer system, a number of merit groups for a group of employees
based on employee evaluations for employees in the group of
employees; identifying, by the computer system, a number of
compensation adjustment parameters; and applying, by the computer
system, the number of compensation adjustment parameters to a
compensation distribution of the group of employees to determine a
compensation adjustment for each merit group; determining, by the
computer system, an impact of the compensation adjustment on the
compensation distribution of the group of employees; and
displaying, by the computer system, the impact of the compensation
adjustment in a compensation adjustment scenario.
2. The method of claim 1, further comprising: displaying, by the
computer system, the compensation adjustment for each merit group;
and displaying, by the computer system, a number of graphical
analogues, wherein each graphical analogue visually indicates a
relative value of the compensation adjustment a corresponding merit
group.
3. The method of claim 2, further comprising: displaying, by the
computer system, a compensation distribution for each merit group;
displaying, by the computer system, the compensation adjustment for
each merit group according to the compensation distribution; and
displaying, by the computer system, the number of graphical
analogues for the compensation adjustment for each merit group
according to the compensation distribution.
4. The method of claim 1, wherein the step of determining the
impact of the compensation adjustment on the compensation
distribution of the group of employees further comprises:
determining, by the computer system, a projected compensation
distribution for the group of employees based on the compensation
adjustment.
5. The method of claim 4, wherein the projected compensation
distribution includes: a projected number of the group of
employees, based on the compensation adjustment, having an
individual compensation that is below a lower compensation
threshold for the group of employees; and a projected number of the
group of employees, based on the compensation adjustment, having an
individual compensation that is above an upper compensation
threshold for the group of employees.
6. The method of claim 1, wherein compensation distribution of the
group of employees comprises: an average compensation for the group
of employees; and an individual compensation for each employee in
the group of employees.
7. The method of claim 6, wherein the step of applying the number
of compensation adjustment parameters to the compensation
distribution of the group of employees further comprises:
determining a deviation from the average compensation for each
individual compensation; and applying a standardization factor the
individual compensation based on a corresponding deviation.
8. The method of claim 7, further comprising: responsive to
determining a negative deviation for the individual compensation,
applying the standardization factor to increase the compensation
adjustment to the individual compensation of the employee; and
responsive to determining a positive deviation for the individual
compensation, applying the standardization factor to decrease the
compensation adjustment to the individual compensation of the
employee.
9. The method of claim 1, wherein the number of compensation
parameters comprises an allocation scheme, a compensation
adjustment budget, and a compensation adjustment range.
10. The method of claim 1, wherein the number of compensation
parameters is a first number of compensation parameters, the
compensation adjustment is a first compensation adjustment, the
impact is a first impact, and the compensation adjustment scenario
is a first compensation adjustment scenario, the method further
comprising: identifying, by the computer system, a second number of
compensation adjustment parameters; applying, by the computer
system, the second number of compensation adjustment parameters to
the compensation distribution of the group of employees to
determine a second compensation adjustment for each merit group;
determining, by the computer system, a second impact of the second
compensation adjustment on the compensation distribution of the
group of employees; displaying, by the computer system, the second
impact of the second compensation adjustment in a second
compensation adjustment scenario; and displaying, by the computer
system, a comparison between the first compensation adjustment
scenario and the second compensation adjustment scenario.
11. The method of claim 1, further comprising: performing, by the
computer system, an operation for the organization according to the
compensation adjustment scenario.
12. A computer system comprising: a display system; and a
compensation modeler for visualizing compensation adjustments for
employees of an organization, wherein the compensation modeler is
configured: to identify a number of merit groups for a group of
employees based on employee evaluations for employees in the group
of employees; to identify a number of compensation adjustment
parameters; and to apply the number of compensation adjustment
parameters to a compensation distribution of the group of employees
to determine a compensation adjustment for each merit group; to
determine an impact of the compensation adjustment on the
compensation distribution of the group of employees; and to
display, on the display system, the impact of the compensation
adjustment in a compensation adjustment scenario.
13. The computer system of claim 12, wherein the compensation
modeler is further configured: to display, on the display system,
the compensation adjustment for each merit group; and to display,
on the display system, number of graphical analogues, wherein each
graphical analogue visually indicates a relative value of the
compensation adjustment a corresponding merit group.
14. The computer system of claim 13, wherein the compensation
modeler is further configured: to display, on the display system, a
compensation distribution for each merit group; to display, on the
display system, the compensation adjustment for each merit group
according to the compensation distribution; and to display, on the
display system, the number of graphical analogues for the
compensation adjustment for each merit group according to the
compensation distribution.
15. The computer system of claim 12, wherein determining the impact
of the compensation adjustment on the compensation distribution of
the group of employees further comprises: determining, by the
compensation modeler, a projected compensation distribution for the
group of employees based on the compensation adjustment.
16. The computer system of claim 15, wherein the projected
compensation distribution includes: a projected number of the group
of employees, based on the compensation adjustment, having an
individual compensation that is below a lower compensation
threshold for the group of employees; and a projected number of the
group of employees, based on the compensation adjustment, having an
individual compensation that is above an upper compensation
threshold for the group of employees.
17. The computer system of claim 12, wherein compensation
distribution of the group of employees comprises: an average
compensation for the group of employees; and an individual
compensation for each employee in the group of employees.
18. The computer system of claim 17, wherein applying the number of
compensation adjustment parameters to the compensation distribution
of the group of employees further comprises: determining, by the
compensation modeler, a deviation from the average compensation for
each individual compensation; and applying, by the compensation
modeler, a standardization factor the individual compensation based
on a corresponding deviation.
19. The computer system of claim 18, wherein the compensation
modeler is further configured: in response to determining a
negative deviation for the individual compensation, to apply the
standardization factor to increase the compensation adjustment to
the individual compensation of the employee; and in response to
determining a positive deviation for the individual compensation,
to apply the standardization factor to decrease the compensation
adjustment to the individual compensation of the employee.
20. The computer system of claim 12, wherein the number of
compensation parameters comprises an allocation scheme, a
compensation adjustment budget, and a compensation adjustment
range.
21. The computer system of claim 12, wherein the number of
compensation parameters is a first number of compensation
parameters, the compensation adjustment is a first compensation
adjustment, the impact is a first impact, and the compensation
adjustment scenario is a first compensation adjustment scenario,
wherein the compensation modeler is further configured: to identify
a second number of compensation adjustment parameters; to apply the
second number of compensation adjustment parameters to the
compensation distribution of the group of employees to determine a
second compensation adjustment for each merit group; to determine a
second impact of the second compensation adjustment on the
compensation distribution of the group of employees; to display, on
the display system, the second impact of the second compensation
adjustment in a second compensation adjustment scenario; and to
display, on the display system, a comparison between the first
compensation adjustment scenario and the second compensation
adjustment scenario.
22. The computer system of claim 12, wherein the compensation
modeler is further configured: to perform an operation for the
organization according to the compensation adjustment scenario.
23. A computer program product for visualizing compensation
adjustments for employees of an organization, the computer program
product comprising: a computer readable storage media; first
program code, stored on the computer readable storage media, for
identifying a number of merit groups for a group of employees based
on employee evaluations for employees in the group of employees;
second program code, stored on the computer readable storage media,
for identifying a number of compensation adjustment parameters; and
third program code, stored on the computer readable storage media,
for applying the number of compensation adjustment parameters to a
compensation distribution of the group of employees to determine a
compensation adjustment for each merit group; fourth program code,
stored on the computer readable storage media, for determining an
impact of the compensation adjustment on the compensation
distribution of the group of employees; and fifth program code,
stored on the computer readable storage media, for displaying the
impact of the compensation adjustment in a compensation adjustment
scenario.
24. The computer program product of claim 23, further comprising:
sixth program code, stored on the computer readable storage media,
for displaying the compensation adjustment for each merit group;
and seventh program code, stored on the computer readable storage
media, for displaying a number of graphical analogues, wherein each
graphical analogue visually indicates a relative value of the
compensation adjustment a corresponding merit group.
25. The computer program product of claim 24, further comprising:
eighth program code, stored on the computer readable storage media,
for displaying a compensation distribution for each merit group;
ninth program code, stored on the computer readable storage media,
for displaying the compensation adjustment for each merit group
according to the compensation distribution; and tenth program code,
stored on the computer readable storage media, for displaying the
number of graphical analogues for the compensation adjustment for
each merit group according to the compensation distribution.
26. The computer program product of claim 23, wherein the fourth
program code further comprises: program code, stored on the
computer readable storage media, for determining a projected
compensation distribution for the group of employees based on the
compensation adjustment.
27. The computer program product of claim 26, wherein the projected
compensation distribution includes: a projected number of the group
of employees, based on the compensation adjustment, having an
individual compensation that is below a lower compensation
threshold for the group of employees; and a projected number of the
group of employees, based on the compensation adjustment, having an
individual compensation that is above an upper compensation
threshold for the group of employees.
28. The computer program product of claim 23, wherein compensation
distribution of the group of employees comprises: an average
compensation for the group of employees; and an individual
compensation for each employee in the group of employees.
29. The computer program product of claim 28, wherein the third
program code further comprises: program code, stored on the
computer readable storage media, for determining a deviation from
the average compensation for each individual compensation; and
program code, stored on the computer readable storage media, for
applying a standardization factor the individual compensation based
on a corresponding deviation.
30. The computer program product of claim 29, further comprising:
sixth program code, stored on the computer readable storage media,
in response to determining a negative deviation for the individual
compensation, for applying the standardization factor to increase
the compensation adjustment to the individual compensation of the
employee; and seven program code, stored on the computer readable
storage media, in response to determining a positive deviation for
the individual compensation, for applying the standardization
factor to decrease the compensation adjustment to the individual
compensation of the employee.
31. The computer program product of claim 23, wherein the number of
compensation parameters comprises an allocation scheme, a
compensation adjustment budget, and a compensation adjustment
range.
32. The computer program product of claim 23, wherein the number of
compensation parameters is a first number of compensation
parameters, the compensation adjustment is a first compensation
adjustment, the impact is a first impact, and the compensation
adjustment scenario is a first compensation adjustment scenario,
the computer program product further comprising: sixth program
code, stored on the computer readable storage media, for
identifying a second number of compensation adjustment parameters;
seventh program code, stored on the computer readable storage
media, for applying the second number of compensation adjustment
parameters to the compensation distribution of the group of
employees to determine a second compensation adjustment for each
merit group; eighth program code, stored on the computer readable
storage media, for determining a second impact of the second
compensation adjustment on the compensation distribution of the
group of employees; ninth program code, stored on the computer
readable storage media, for displaying the second impact of the
second compensation adjustment in a second compensation adjustment
scenario; and tenth program code, stored on the computer readable
storage media, for displaying a comparison between the first
compensation adjustment scenario and the second compensation
adjustment scenario.
33. The computer program product of claim 23, further comprising:
sixth program code, stored on the computer readable storage media,
for performing an operation for the organization according to the
compensation adjustment scenario.
Description
BACKGROUND INFORMATION
1. Field
[0001] The present disclosure relates generally to an improved
computer system and, in particular, to a method, apparatus, and
computer program product for modeling relationships among a set of
entities. Still more particularly, the present disclosure relates
to a method and apparatus for modeling multiple relationship
dimensions among a set of entities to users of the computer
system.
2. Background
[0002] Information systems are used for many different purposes.
For example, an information system may be used to process payroll
to generate paychecks for employees in an organization.
Additionally, an information system also may be used by a human
resources department to maintain benefits and other records about
employees. For example, a human resources department may manage
health insurance, wellness plans, and other programs and
organizations using an employee information system. As yet another
example, an information system may be used to determine when to
hire new employees, assign employees to projects, perform reviews
for employees, and other suitable operations for the organization.
As another example, a research department in the organization may
use an information system to store and analyze information to
research new products, perform reviews of employees, hire new
employees, analyze products, or for other suitable operations.
[0003] Currently used information systems include databases. These
databases store information about the organization. For example,
these databases store information about employees, products,
research, product analysis, business plans, employee compensation
and other information about the organization.
[0004] Information in databases can be accessed through a graphical
user interface of a computer system. The information systems may be
used in performing operations for an organization. The operations
may include hiring operations and project assignments.
[0005] However, the information organization methods and data
models currently used to access information for an organization do
not provide a method for easily visualizing and comparing
compensation adjustments for employees of the organization. To
accomplish a single organizational goal, the business environment
often relies on selection of a compensation adjustment from many
different compensation scenarios. The impact to the organization
may not always be readily apparent when viewing compensation
adjustments using current information organization methods and data
models.
[0006] As a result, the time and resources needed to perform
compensation adjustments for an organization utilizing currently
available methods and data models may be greater than desired.
Current methods and systems for organizing information often do not
provide a system for visualizing compensation adjustments,
requiring significant computational resources and managerial time
dedicated to perform compensation adjustments. Therefore,
performing compensation adjustments for an organization using
currently available methods and models may require more time and
resources than desired.
[0007] Therefore, it would be desirable to have a method and
apparatus that take into account at least some of the issues
discussed above, as well as other possible issues. For example, it
would be desirable to have a method and apparatus that overcome
issues with compensation adjustment visualization that result in an
expenditure of organization resources that may be greater than
desired.
SUMMARY
[0008] An embodiment of the present disclosure provides a method
for visualizing compensation adjustments for employees of an
organization. The method comprises identifying, by a computer
system, a number of merit groups for a group of employees based on
employee evaluations for employees in the group of employees.
Further, the method comprises identifying, by the computer system,
a number of compensation adjustment parameters. Still further, the
method comprises applying, by the computer system, the number of
compensation adjustment parameters to a compensation distribution
of the group of employees to determine a compensation adjustment
for each merit group. Still further, the method comprises
determining, by the computer system, an impact of the compensation
adjustment on the compensation distribution of the group of
employees. Still further, the method comprises displaying, by the
computer system, the impact of the compensation adjustment in a
compensation adjustment scenario.
[0009] Another embodiment of the present disclosure provides a
computer system comprising a display system for visualizing
compensation adjustments for employees of an organization. The
computer system comprises a compensation modeler that identifies a
number of merit groups for a group of employees based on employee
evaluations for employees in the group of employees. Further, the
compensation modeler identifies a number of compensation adjustment
parameters. Still further, the compensation modeler applies the
number of compensation adjustment parameters to a compensation
distribution of the group of employees to determine a compensation
adjustment for each merit group. Still further, the compensation
modeler determines an impact of the compensation adjustment on the
compensation distribution of the group of employees. Still further,
the compensation modeler displays, on the display system, the
impact of the compensation adjustment in a compensation adjustment
scenario.
[0010] Yet another embodiment of the present disclosure provides a
computer program product for visualizing compensation adjustments
for employees of an organization. The computer program product
comprises a computer readable storage media, first program code,
second program code, third program code, fourth program code, and
fifth program code. The first program code, the second program
code, the third program code, the fourth program code, and the
fifth program code are stored on the computer readable storage
media. The first program code, when executed by a computer system,
identifies a number of merit groups for a group of employees based
on employee evaluations for employees in the group of employees.
The second program code, when executed by the computer system,
identifies a number of compensation adjustment parameters. The
third program code, when executed by the computer system, applies
the number of compensation adjustment parameters to a compensation
distribution of the group of employees to determine a compensation
adjustment for each merit group. The fourth program code, when
executed by the computer system, determines an impact of the
compensation adjustment on the compensation distribution of the
group of employees. The fifth program code, when executed by the
computer system, displays the impact of the compensation adjustment
in a compensation adjustment scenario.
[0011] The features and functions can be achieved independently in
various embodiments of the present disclosure or may be combined in
yet other embodiments in which further details can be seen with
reference to the following description and drawings.
BRIEF DESCRIPTION OF THE DRAWINGS
[0012] The novel features believed characteristic of the
illustrative embodiments are set forth in the appended claims. The
illustrative embodiments, however, as well as a preferred mode of
use, further objectives, and features thereof, will best be
understood by reference to the following detailed description of an
illustrative embodiment of the present disclosure when read in
conjunction with the accompanying drawings, wherein:
[0013] FIG. 1 is an illustration of a block diagram of a
compensation management environment, depicted in accordance with an
illustrative embodiment;
[0014] FIG. 2 is an illustration of a data flow diagram for
displaying a compensation adjustment scenario, depicted in
accordance with an illustrative embodiment;
[0015] FIG. 3 is an illustration of a data flow diagram for
determining the impact of the compensation adjustment on the
compensation distribution of the group of employees according to
compensation thresholds, depicted in accordance with an
illustrative embodiment;
[0016] FIG. 4 is an illustration of a data flow diagram for
applying a standardization factor to an individual compensation
based on a corresponding deviation, depicted in accordance with an
illustrative embodiment;
[0017] FIG. 5 is an illustration of a data flow diagram for
displaying a comparison between the different compensation
adjustment scenarios having different compensation adjustment
parameters, depicted in accordance with an illustrative
embodiment;
[0018] FIG. 6 is an illustration of a data structure of information
from which an impact of different compensation adjustments can be
determined, depicted in accordance with an illustrative
embodiment;
[0019] FIG. 7 is an illustration of a graphical user interface for
displaying a compensation distribution, depicted in accordance with
an illustrative embodiment;
[0020] FIG. 8 is an illustration of a graphical user interface
displaying a compensation adjustment scenario, depicted in
accordance with an illustrative embodiment;
[0021] FIG. 9 is an illustration of a graphical user interface
displaying a second compensation adjustment scenario, depicted in
accordance with an illustrative embodiment;
[0022] FIG. 10 is an illustration of a graphical user interface
displaying a comparison between compensation adjustment scenarios,
depicted in accordance with an illustrative embodiment;
[0023] FIG. 11 is an illustration of a flowchart of a process for
visualizing compensation adjustments for employees of an
organization, depicted in accordance with an illustrative
embodiment;
[0024] FIG. 12 is an illustration of a flowchart of a process for
displaying the impact of the compensation adjustment any
compensation adjustment scenario, depicted in accordance with an
illustrative embodiment;
[0025] FIG. 13 is an illustration of a process for determining the
impact of the compensation adjustment on the compensation
distribution of the group of employees, depicted in accordance with
an illustrative embodiment;
[0026] FIG. 14 is an illustration of a process for determining a
projected compensation distribution for the group of employees
based on the compensation adjustment, depicted in accordance with
an illustrative embodiment;
[0027] FIG. 15 is an illustration of a flowchart of a method for
applying the number of compensation adjustment parameters to the
compensation distribution of a group of employees, depicted in
accordance with an illustrative embodiment; and
[0028] FIG. 16 is an illustration of a block diagram of a data
processing system, depicted in accordance with an illustrative
embodiment.
DETAILED DESCRIPTION
[0029] The illustrative embodiments recognize and take into account
one or more different considerations. For example, the illustrative
embodiments recognize and take into account that information
organization methods and data models storing information for an
organization that provide a holistic view of the interdependencies
among organization units is desirable. The illustrative embodiments
recognize and take into account that accomplishing a single
organizational goal, the business environment often relies on many
dependencies among tasks performed by separate organization units.
The illustrative embodiments recognize and take into account that
viewing information in a manner that makes interdependencies and
relations between these organization units readily apparent is also
desirable. Additionally, the illustrative embodiments recognize and
take into account that providing an understanding between the
interdependencies and relationships among organizational units
contributes to effective accomplishment of organizational
goals.
[0030] The illustrative embodiments recognize and take into
account, however, that the time and resources needed to provide
information organization methods and data models for an
organization may be greater than desired. The illustrative
embodiments recognize and take into account that current methods
and systems for organizing information often results in a bloated
data model, requiring significant computational resources and
programming time. Illustrative embodiments recognize and take into
account that implementing an information organization for viewing
of the interdependencies among organization units using currently
available information organization methods and data models may
require more time and resources than desired.
[0031] Thus, the illustrative embodiments provide a method and
apparatus for modeling multiple relationship dimensions among a set
of entities. In one illustrative example, a method for modeling
multiple relationship dimensions among a set of entities is
presented. A computer system identifies a configuration for the
structure. The configuration comprises metadata about supported
relationship aspects for the set of entities within a structure
context. Further, the computer system identifies aspects for an
entity according to the structure context. The entity aspects
comprise metadata about relationships for the entity within the
structure context. Still further, the computer system compares the
entity aspects to the configuration for the structure to determine
a relationship of the entity to the set of entities. Still further,
the computer system dynamically attaches the entity to the set of
entities according to the determined relationship to form the
structure.
[0032] With reference now to the figures and, in particular, with
reference to FIG. 1, an illustration of a block diagram of a
compensation management environment is depicted in accordance with
an illustrative embodiment. In this illustrative example,
compensation management environment 100 includes compensation
management system 102. Compensation management system 102 allows
for visualization of compensation adjustments for employees of an
organization, such as organization 110. Compensation management
system 102 identifies and models compensation adjustment scenarios
or group of employees 108 of organization 110. Compensation
management system 102 identifies a number of merit groups 112 for
group of employees 108 based on evaluations 114 for each employee,
such as employee 130, in group of employees 108. Compensation
management system 102 identifies a number of compensation
adjustment parameters, such as compensation adjustment parameters
116. Compensation management system 102 then applies compensation
adjustment parameters 116 to a compensation distribution, such as
compensation distribution 118, of group of employees 108 to
determine a compensation adjustment, such as compensation
adjustment 120, for each of merit groups 112. Compensation
management system 102 determines impact 122 of compensation
adjustment 120 and compensation distribution 118 on group of
employees 108. Compensation management system 102 then displays the
impact 122 of compensation adjustment 120 in a compensation
adjustment scenario 124.
[0033] Organization 110 may be, for example, a corporation, a
partnership, a charity, a city, a government agency, or some other
suitable type of organization. Group of employees 108 may be, for
example, at least one of teams, departments, divisions, or some
other suitable type of organizational unit within organization 110.
Additionally, group of employees 108 may include positions and
personnel having a relationship with organization 110. In this
illustrative example, group of employees 108 are employees of
organization 110 having similar human resources characteristics.
For example, group of employees 108 may be employees of
organization 110 that have received similar scores on an employee
evaluation.
[0034] In this illustrative example, group of employees 108 may
include one or more of people 126 or person 128. Groups of
employees 108 can be, for example at least one of people,
employees, customers, vendors, or some other suitable type of group
of people. Person 128 is a person included in one or more of groups
of employees 108. In this illustrative example, groups of employees
108 may include one or more of people 126 or person 128. In this
illustrative example, employee 130 is a persona of person 128
within the context of organization 110.
[0035] As used herein, the phrase "at least one of", when used with
a list of items, means different combinations of one or more of the
listed items may be used, and only one of each item in the list may
be needed. In other words, "at least one of" means any combination
of items and number of items may be used from the list, but not all
of the items in the list are required. The item may be a particular
object, a thing, or a category.
[0036] For example, without limitation, "at least one of item A,
item B, or item C" may include item A, item A and item B, or item
B. This example also may include item A, item B, and item C or item
B and item C. Of course, any combination of these items may be
present. In some illustrative examples, "at least one of" may be,
for example, without limitation, two of item A; one of item B; and
ten of item C; four of item B and seven of item C; or other
suitable combinations.
[0037] In this illustrative example, compensation management system
102 includes computer system 132. Computer system 132 may be
selected from one of an employee information system, a research
information system, a sales information system, an accounting
system, a payroll system, a human resources system or some other
type of information system that stores and provides access to
information 134. As depicted, computer system 132 may be used to
access information 134. The access may include at least one of
reading, writing, modifying, or operating on information 134.
[0038] In this illustrative example, information 134 includes
employee information 136. Employee information 136 may include, for
example, at least one of information about group of employees 108
or employee 130, including at least one of, products, benefits,
payroll, compensation, research, product analysis, business plans,
financials, or some other information relating to a group of
employees 108 or employee 130 within organization 110. In one
illustrative example, employee information 136 includes
compensation 138 and evaluation 114.
[0039] Compensation 138 is information related to the compensation
of employee 130 by organization 110. Compensation 138 may include
information related to salary, wages, benefits, or other some other
information relating to compensation 138 of the employee 130.
Evaluation 114 is information related to the performance of
employee 130 within the context of organization 110. For example,
evaluation 114 can include at least one of goals, responsibilities,
managerial evaluations, accomplishments, or some other information
relating to the performance of employee 130. In this illustrative
example, the evaluation 114 includes a quantized evaluation of the
performance of employee 130 within the context of organization
110.
[0040] As depicted, computer system 132 is a physical hardware
system that includes one or more data processing systems. When more
than one data processing system is present, those data processing
systems may be in communication with each other using a
communications medium. The communications medium may be a network,
such as network 140. The data processing systems may be selected
from at least one of a computer, a server computer, a workstation,
a tablet computer, a laptop computer, a mobile phone, or some other
suitable data processing system. Output from computer system 132
may be displayed on display system 158.
[0041] As depicted, display system 158 is a physical hardware
system and includes one or more display devices. The display
devices may include at least one of a light emitting diode (LED)
display, a liquid crystal display (LCD), an organic light emitting
diode (OLED) display, or some other suitable display device.
[0042] Computer system 132 may access information 134 through
network 140. Network 140 is located in at least one of compensation
management system 102 or outside of compensation management system
102. For example, network 140 may include at least one of a local
area network (LAN), a wide area network (WAN), the Internet, an
intranet, or some other suitable type of network.
[0043] In this illustrative example, computer system 132 includes
compensation modeler 142. Compensation modeler 142 models impact
122 of compensation adjustment 120 on compensation distribution 118
among merit groups 112. Compensation modeler 142 may be implemented
in software, hardware, firmware, or a combination thereof. When
software is used, the operations performed by compensation modeler
142 may be implemented in program code configured to be loaded and
run on hardware, such as a processor unit. When firmware is used,
the operations performed by compensation modeler 142 may be
implemented in program code and data and stored in persistent
memory to run on a processor unit. When hardware is employed, the
hardware may include circuits that operate to perform the
operations in compensation modeler 142.
[0044] In the illustrative examples, the hardware may take the form
of a circuit system, an integrated circuit, an application-specific
integrated circuit (ASIC), a programmable logic device, or some
other suitable type of hardware configured to perform a number of
operations. With a programmable logic device, the device may be
configured to perform the number of operations. The device may be
reconfigured at a later time or may be permanently configured to
perform the number of operations. Programmable logic devices
include, for example, a programmable logic array, a programmable
array logic, a field programmable logic array, a field programmable
gate array, and other suitable hardware devices. Additionally, the
processes may be implemented in organic components integrated with
inorganic components and may be comprised entirely of organic
components, excluding a human being. For example, the processes may
be implemented as circuits in organic semiconductors.
[0045] In this illustrative example, compensation modeler 142
models impact 122 of compensation adjustment 120 on compensation
distribution 118 among merit groups 112. Each of merit groups 112
is a group of employees, such as one of one of group of employees
108, having similar evaluation 114 of employee information 136. For
example, merit group 144 may include employee 130, as well as other
employees of group of employees 108. In this illustrative example,
each of the employees included in merit group 144 have similar
evaluation 114. Likewise, employees included in other merit groups
112 also have similar evaluation 114. However, evaluation 114 of
employees in merit group 144 is different from the evaluation 114
of employees in other merit groups 112.
[0046] In this illustrative example, compensation adjustment 120 is
an adjustment to compensation 138 for one or more of merit groups
112 and merit group 144. Compensation adjustment 120 may include
similar adjustments to compensation 138 for each of group of
employees 108 included in merit group 144. Compensation adjustment
120 may include different adjustments for different ones of merit
groups 112.
[0047] In this illustrative example, compensation modeler 142
models impact 122 of compensation adjustment 120 on compensation
distribution 118. Compensation distribution 118 can include a
distribution of compensation 138 for each employee 130 in merit
group 144. Compensation distribution 118 can include a distribution
of compensation 138 for each employee 130 in others of merit groups
112.
[0048] Impact 122 is a change in compensation distribution 118
based on compensation adjustment 120. Impact 122 can include
statistics can include an average compensation for each of group of
employees 108 included in merit groups 112 or merit group 144.
Impact 122 can include a deviation from the average compensation
the individual compensation of employee 130.
[0049] Compensation modeler 142 models compensation adjustment 120
as applied to merit groups 112 to determine impact 122.
Compensation modeler 142 displays impact 122 on compensation
distribution 118 as compensation adjustment scenario 124 displayed
on display system 158. By compensation adjustment scenario 124,
compensation modeler 142 enables more efficient performance of
operation 146 for organization 110. In this illustrative example,
operation 146 is an operation performed for the benefit of
organization 110. Operation 146 can be selected from at least one
of hiring, benefits administration, payroll, performance reviews,
forming teams for new products, assigning research projects, or
other suitable operations for organization 110. According to one
particular example, operation 146 can implement compensation
adjustment 120 to compensation 138 for employee 130, as displayed
in compensation adjustment scenario 124.
[0050] In one illustrative example, compensation modeler 142 models
compensation adjustment 120 as applied to merit groups 112 to
determine impact 122 according to compensation adjustment
parameters 116. In this illustrative example, compensation
adjustment parameters 116 is a set of rules within policy 148 for
the determination of impact 122 of compensation adjustment 120.
Policy 148 is a group of rules. Policy 148 also may include data
used to apply the group of rules. As used herein, the "group of,"
when used with reference to items, means one or more items. For
example, a "group of rules" is one or more rules.
[0051] Compensation adjustment parameters 116 may include, for
example, one or more rules for determining impact 122 of
compensation adjustment 120 for at least one of merit groups 112
and merit group 144. In one illustrative embodiment, compensation
adjustment parameters 116 may include, for example, a rule
indicating a compensation adjustment budget. In this illustrative
embodiment, the compensation adjustment budget is a rule in policy
148 indicating a total budget that can be allocated to compensation
adjustment 120 among merit groups 112.
[0052] In one illustrative example, compensation adjustment
parameters 116 may include, for example, a rule indicating an
allocation scheme. In this illustrative example, the allocation
scheme is a rule in policy 148 indicating a methodology for the
distribution of the total compensation adjustment budget among
different ones of merit groups 112.
[0053] In one illustrative example, compensation adjustment
parameters 116 may include, for example, a rule indicating a
compensation adjustment range. In this illustrative example, the
compensation adjustment range is a rule in policy 148 indicating at
least one of a minimum adjustment and a maximum adjustment to
compensation 138 of employee 130.
[0054] As depicted, compensation modeler 142 determines impact 122
of compensation adjustment 120 by applying compensation adjustment
parameters 116 to compensation 138 based on the inclusion of
employee 130 in merit group 144. For example, compensation modeler
142 determines impact 122 of compensation adjustment 120 based on
an application of one or more rules within policy 148. When
compensation modeler 142 determines compensation adjustment 120
according to compensation adjustment parameters 116, impact 122 on
compensation distribution 118 can be controlled according to policy
148. In this manner, compensation modeler 142 determines impact 122
of compensation adjustment 120 on compensation distribution 118 in
a manner that meets policy 148.
[0055] In the illustrative example, operator 150 may interact with
compensation adjustment scenario 124 through graphical user
interface 152 displayed on display system 158 to access information
134 about impact 122 on compensation distribution 118 among merit
groups 112. Operator 150 may interact with compensation adjustment
scenario 124 by selecting one or more compensation adjustment
parameters 116 applied by compensation modeler 142 when determining
compensation adjustment 120.
[0056] In the illustrative example, compensation modeler 142
presents compensation adjustment scenario 124 about impact 122 on
compensation distribution 118 within graphical user interface 152.
Compensation modeler 142 presents compensation adjustment scenario
124 that impact 122 of compensation adjustment 120 according to
selected compensation adjustment parameters 116 can be efficiently
and easily utilized in performing operation 146.
[0057] Operator 150 is a human being who interacts with
compensation adjustment scenario 124 through user input 156
generated by input device 154. As depicted, input device 154 is a
physical hardware system and includes at least one of a mouse, a
keyboard, a trackball, a touchscreen, a stylus, a motion sensing
input device, a cyberglove, or some other suitable type of input
device.
[0058] As a result, impact 122 describing compensation adjustment
120 for merit groups 112 is displayed as compensation adjustment
scenario 124 in graphical user interface 152 according to
compensation adjustment parameters 116, and may be relied upon to
perform operation 146 for organization 110 more efficiently and
easily based on an identification of impact 122 and compensation
distribution 118 using compensation modeler 142. In other words,
compensation modeler 142 applies compensation adjustment parameters
116 to employee information 136 based on merit groups 112 such that
impact 122 is determined according to selected compensation
adjustment parameters 116 as defined by policy 148. In this manner,
performing operation 146 for organization 110 is more efficiently
and easily enabled based on generating compensation adjustment
scenario 124 displayed on display system 158.
[0059] The illustrative example in FIG. 1 and the examples in the
other subsequent figures provide one or more technical solutions to
overcome a technical problem of modeling multiple relationship
dimensions among a set of entities consistent with organization
units that make for the efficient performance of operations in an
information system more cumbersome and time-consuming than desired.
For example, compensation modeler 142 applies compensation
adjustment parameters 116 to employee information 136 based on
merit groups 112 such that impact 122 is determined according to
selected compensation adjustment parameters 116 as defined by
policy 148.
[0060] In this manner, the use of compensation modeler 142 has a
technical effect of reducing time, effort, or both in generating
compensation adjustment scenario 124 for displaying impact 122 of
compensation adjustment 120 on display system 158. In this manner,
operation 146 performed for organization 110 may be performed more
efficiently as compared to currently used systems. For example,
compensation adjustment scenario 124 may be used to display
information 134, including impact 122 of compensation adjustment
120 on compensation distribution 118, enabling more efficient
performance of operation 146, selected from at least one of hiring,
benefits administration, payroll, performance reviews, forming
teams for new products, assigning research projects, or other
suitable operations for organization 110.
[0061] As a result, computer system 132 operates as a special
purpose computer system in which compensation modeler 142 in
computer system 132 enables modeling the impact 122 of compensation
adjustment 120 among merit groups 112 in a manner that is
consistent with compensation adjustment parameters 116 for display
in graphical user interface 152 of display system 158. For example,
compensation modeler 142 applies compensation adjustment parameters
116 to employee information 136 based on merit groups 112 such that
impact 122 is determined according to selected compensation
adjustment parameters 116 as defined by policy 148. For example,
compensation adjustment 120 is applied to compensation distribution
118 to form compensation adjustment scenario 124 only when impact
122 of compensation adjustment 120 meets one or more rules in
policy 148 defining compensation adjustment parameters 116.
[0062] Thus, compensation modeler 142 transforms computer system
132 into a special purpose computer system as compared to currently
available general computer systems that do not have compensation
modeler 142. Currently used general computer systems do not reduce
the time or effort needed to generate compensation adjustment
scenario 124 for displaying impact 122 of compensation adjustment
120 on display system 158. Further, currently used general computer
systems do not apply compensation adjustment 120 to compensation
distribution 118 to form compensation adjustment scenario 124 only
when impact 122 of compensation adjustment 120 meets one or more
rules in policy 148 defining compensation adjustment parameters
116.
[0063] With reference to FIG. 2, a data flow diagram for displaying
a compensation adjustment scenario is depicted in accordance with
an illustrative embodiment. In this figure, an example of a
compensation adjustment scenario 124 determined according to impact
122 of compensation adjustment 120 by compensation modeler 142 is
shown. In the illustrative examples, the same reference numeral may
be used in more than one figure. This reuse of a reference numeral
in different figures represents the same element in the different
figures.
[0064] As depicted, compensation modeler 142 has a number of
different components. As used herein, a "number of items" means one
or more items. For example, "a number of different components"
means one or more components. As depicted, compensation modeler 142
includes merit groups 112, compensation distribution 118, and
compensation adjustment 120.
[0065] As depicted, compensation adjustment scenario 124 is
displayed within graphical user interface 152 of display system
158. In one illustrative example, compensation adjustment scenario
124 can include a visual depiction of impact 122 of compensation
adjustment as applied to one or more of merit groups 112 and merit
group 144. As depicted, compensation adjustment scenario 124
includes a visual depiction of impact 122 of compensation
adjustment 120 as applied to merit group 144.
[0066] In one illustrative example, compensation adjustment
scenario 124 includes one or more of graphical analogues 200, such
as graphical analogue 202. Each one of graphical analogues 200
visually indicates a relative value of compensation adjustment 120
as applied to a corresponding one of merit groups 112. As depicted,
graphical analogue 202 visually indicates compensation adjustment
120 as applied to merit group 144 relative to compensation
adjustment 120 as applied to others of merit groups 112.
[0067] In one illustrative example, compensation modeler 142
displays compensation distribution 118 for each of merit groups 112
in compensation adjustment scenario 124. As depicted, compensation
adjustment scenario 124 displays compensation distribution 118 for
merit group 144. Although not shown, compensation adjustment
scenario 124 may also include compensation distribution 118 among
other of merit groups 112.
[0068] Continuing with this example, compensation modeler 142
displays compensation adjustment 120 for each of merit groups 112
according to compensation distribution 118 in compensation
adjustment scenario 124. As depicted, compensation adjustment
scenario 124 displays compensation adjustment 120 for merit group
144. Although not shown, compensation adjustment scenario 124 may
also include compensation adjustment for other of merit groups 112
according to compensation distribution 118.
[0069] Continuing with this example, compensation modeler 142
applies graphical analogues 200 for compensation adjustment 120 to
each of merit group 112 according to compensation distribution 118.
In this manner, compensation modeler 142 enables display of impact
122 of compensation adjustment 120 across compensation distribution
118 for merit group 144 relative to other merit groups 112
according to compensation adjustment parameters 116 as defined by
policy 148, both shown in block form in FIG. 1.
[0070] Operator 150, shown in block form in FIG. 1, may interact
with compensation adjustment scenario 124 through graphical user
interface 152 displayed on display system 158 to access impact 122
of compensation adjustment 120 on compensation distribution 118.
Compensation modeler 142 presents compensation adjustment scenario
124 within a graphical user interface 152 such that information,
such as impact 122 of compensation adjustment 120, can be
efficiently and easily utilized when performing operations for
organization 110, shown in block form in FIG. 1.
[0071] Turning now to FIG. 3, a data flow diagram for determining
the impact of the compensation adjustment on the compensation
distribution of the group of employees according to compensation
thresholds is depicted in accordance with an illustrative
embodiment. Compensation thresholds 302 are an example of
compensation adjustment parameters 116, as defined by policy
148.
[0072] As depicted, impact 122 of compensation adjustment 120
includes projected compensation distribution 304. Projected
compensation distribution 304 is the distribution of individual
compensation 138 for group of employees 108, shown in block form in
FIG. 1, within at least one of merit groups 112 and merit group 144
after application of compensation adjustment 120 according to
compensation adjustment parameters 116.
[0073] In this illustrative example, compensation modeler 142
determines projected number 306 based on compensation thresholds
302. Compensation thresholds 302 are thresholds related to
compensation 138 for employee 130, shown in block form in FIG. 1.
For example, compensation thresholds 302 may define maximum and
minimum compensation for employee 130 based on a pay grade of
employee 130, a job title of employee 130, a position of the
employee 130 within organization 110 of FIG. 1, or some other
suitable method for determining compensation thresholds 302 for
employee 130 of within organization 110.
[0074] As depicted, compensation thresholds 302 include lower
threshold 308 and upper threshold 310. Lower threshold 308 is a
rule within compensation adjustment parameters 116 that defines a
minimum compensation for employee 130. Similarly, upper threshold
310 is a rule in compensation adjustment parameters 116 that
defines a maximum compensation for employee 130 based on a pay
grade of employee 130.
[0075] In this illustrative example, compensation modeler 142
applies compensation thresholds 302 to projected compensation
distribution 304 to determine projected number 306. Projected
number 306 is a number of group of employees 108, shown in block
form in FIG. 1, in merit group 144 having adjusted compensation 312
that is either below lower threshold 308 or above upper threshold
310 based on compensation adjustment 120. As depicted, adjusted
compensation 312 is compensation 138 for employee 130, after
applying compensation adjustment 120.
[0076] In this manner, compensation modeler 142 enables display of
projected compensation distribution 304, including projected number
306 of group of employees 108 having an adjusted compensation 312
outside of compensation thresholds 302 after application of
compensation adjustment 120 according to compensation adjustment
parameters 116 as defined by policy 148.
[0077] Operator 150, shown in block form in FIG. 1, may interact
with compensation adjustment scenario 124 through graphical user
interface 152 displayed on display system 158, all shown in block
form in FIG. 1, to access impact 122 of compensation adjustment 120
on compensation distribution 118. Compensation modeler 142 presents
compensation adjustment scenario 124 within a graphical user
interface 152 such that impact 122 of compensation adjustment 120,
including projected compensation distribution 304 and projected
number 306, can be efficiently and easily utilized when performing
operations for organization 110, shown in block form in FIG. 1.
[0078] Turning now to FIG. 4, a data flow diagram for applying a
standardization factor to an individual compensation based on a
corresponding deviation is depicted in accordance with an
illustrative embodiment. Standardization factor 402 is an example
of compensation adjustment parameters 116, as defined by policy
148.
[0079] In this illustrative example, compensation distribution 118
includes a number of different components. As depicted,
compensation distribution 118 includes average compensation 404,
and individual compensation 406.
[0080] Average compensation 404 is an average compensation, such as
compensation 138 shown in block form in FIG. 1, for group of
employees 108, shown in block form in FIG. 1, included in merit
group 144. Individual compensation 406 is a compensation, such as
compensation 138 shown in block form in FIG. 1, of employee 130,
shown in block form in FIG. 1, included in merit group 144.
[0081] As depicted, individual compensation 406 is compensation 138
of employee 130. However, it is appreciated that compensation
distribution 118 will also include individual compensation 406 for
each employee of the group of employees 108 included in merit group
144.
[0082] Individual compensation 406 includes deviation 408.
Deviation 408 is a deviation of individual compensation 406 from
average compensation 404. As depicted, deviation 408 can be either
positive deviation 410, or negative deviation 412. When individual
compensation 406 is greater than average compensation 404,
individual compensation 406 is said to have positive deviation 410.
When individual compensation 406 is less than average compensation
404, individual compensation 406 is said to have negative deviation
412.
[0083] In this illustrative example, compensation modeler 142
identifies average compensation 404 for group of employees 108,
shown in block form in FIG. 1, in merit group 144. Additionally,
compensation modeler 142 identifies individual compensation 406 for
each employee, such as employee 130 shown in block form in FIG. 1,
included in merit group 144. Based on average compensation 404 and
individual compensation 406, compensation modeler 142 can
additionally identify deviation 408 for each employee, such as
employee 130, shown in block form in FIG. 1, included in merit
group 144.
[0084] As depicted, compensation adjustment parameters 116 includes
standardization factor 402. Standardization factor 402 is an
adjustment to compensation adjustment 120 applied to individual
compensation 406 based on deviation 408.
[0085] In this illustrative example, compensation modeler 142
applies standardization factor 402 to individual compensation 406
based on deviation 408. When deviation 408 of individual
compensation 406 is positive deviation 410, compensation modeler
142 applies standardization factor 402 to decrease compensation
adjustment 120 of individual compensation 406. When deviation 408
of individual compensation 406 is negative deviation 412,
compensation modeler 142 applies standardization factor 402 to
increase compensation adjustment 120 of individual compensation
406.
[0086] By applying standardization factor 402 to compensation
adjustment 120 for individual compensation 406, group of employees
108 in merit group 144 having individual compensation 406 that is
below average compensation 404 can be upwardly adjusted us that
individual compensation 406 of employee 130 more closely aligns
with average compensation 404 of group of employees 108 that are
also included in merit group 144.
[0087] Similarly, by applying standardization factor 402 to
compensation adjustment 120 for individual compensation 406, group
of employees 108 in merit group 144 having individual compensation
406 that is above average compensation 404 can be downwardly
adjusted such that individual compensation 406 of employee 130 is
increased, but does not outpace average compensation 404 of group
of employees 108 that are also included in merit group 144.
[0088] In this manner, compensation modeler 142 enables
standardization of individual compensation 406 based on the
deviation 408 from average compensation 404. Compensation modeler
142 applies standardization factor 402 to deviation 408 of
individual compensation 406 according to compensation adjustment
parameters 116 as defined by policy 148.
[0089] Operator 150, shown in block form in FIG. 1, may interact
with compensation adjustment scenario 124 through graphical user
interface 152 displayed on display system 158, all shown in block
form in FIG. 1, to access impact 122 of compensation adjustment
120, including standardization factor 402, on compensation
distribution 118. Compensation modeler 142 presents compensation
adjustment scenario 124 within a graphical user interface 152 such
that information, such as impact 122 of compensation adjustment 120
can be efficiently and easily utilized when performing operations
for organization 110, shown in block form in FIG. 1.
[0090] Turning now to FIG. 5, a data flow diagram for displaying a
comparison between the different compensation adjustment scenarios
having different compensation adjustment parameters is depicted in
accordance with an illustrative embodiment. In this illustrative
example, first compensation adjustment scenario 502 and second
compensation adjustment scenario 504 are examples of compensation
adjustment scenario 124, shown in block form in FIG. 1.
[0091] In this illustrative example, compensation adjustment
parameters 116 includes a number of different components. As
depicted, compensation adjustment parameters 116 includes
compensation adjustment budget 506, allocation scheme 508, and
compensation adjustment range 510.
[0092] As depicted, compensation adjustment parameters 116 includes
compensation adjustment budget 506. Compensation adjustment budget
506 is a rule in policy 148 indicating a total budget that can be
allocated to compensation adjustment 120 among merit groups
112.
[0093] As depicted, compensation adjustment parameters 116 includes
allocation scheme 508. Allocation scheme 508 is a rule in policy
148 indicating a methodology for the distribution of compensation
adjustment budget 506 among different ones of merit groups 112,
including merit group 144. For example, allocation scheme 508 may
allocate at least one of an equal amount, a lesser amount, or a
greater amount of compensation adjustment budget 506 to merit group
144 relative to other of merit groups 112.
[0094] In this illustrative example, compensation modeler 142
applies a first number of compensation adjustment parameters 116 to
compensation distribution 118 to determine a first one of
compensation adjustment 120 for merit groups 112. Compensation
modeler 142 determines impact 122 of the compensation adjustment
120 on compensation distribution 118 according to the first number
of compensation adjustment parameters 116 and displays impact 122
as first compensation adjustment scenario 502 in graphical user
interface 152 of display system 158.
[0095] In this illustrative example, compensation modeler 142 can
identify a second number of compensation adjustment parameters 116.
The second number of compensation adjustment parameters 116 can
have at least one of a different compensation adjustment budget
506, allocation scheme 508, and compensation adjustment range 510
then does first number of compensation adjustment parameters
116.
[0096] Compensation modeler 142 applies the second number of
compensation adjustment parameters 116 to compensation distribution
118 to determine a second one of compensation adjustment 120 for
merit groups 112. Compensation modeler 142 determines impact 122 of
the compensation adjustment 120 on compensation distribution 118
according to the second number of compensation adjustment
parameters 116 and displays impact 122 as second compensation
adjustment scenario 504 in graphical user interface 152 of display
system 158.
[0097] Compensation modeler 142 can then display comparison 512.
Comparison 512 is a comparison between a number of compensation
adjustment scenarios. As depicted, comparison 512 is a comparison
between first compensation adjustment scenario 502 and second
compensation adjustment scenario 504.
[0098] In this manner, compensation modeler 142 enables display of
comparison 512 between different compensation adjustment scenarios,
such as first compensation adjustment scenario 502 that displays
impact 122 according to a first number of compensation adjustment
parameters 116 as defined by policy 148, and second compensation
adjustment scenario 504 that displays impact 122 according to a
second number of compensation adjustment parameters 116 as defined
by policy 148.
[0099] Operator 150, shown in block form in FIG. 1, may interact
with first compensation adjustment scenario 502, second
compensation adjustment scenario 504, and comparison 512 through
graphical user interface 152 displayed on display system 158.
Compensation modeler 142 presents first compensation adjustment
scenario 502, second compensation adjustment scenario 504, and
comparison 512 within a graphical user interface 152 such that
impact 122 of compensation adjustment 120 according to different
compensation adjustment parameters 116, including compensation
adjustment budget 506, allocation scheme 508, and compensation
adjustment range 510 and, can be efficiently and easily compared
and utilized when performing operations for organization 110, shown
in block form in FIG. 1.
[0100] With reference now to FIG. 6, a data structure of
information from which an impact of different compensation
adjustments can be determined is shown according to an illustrative
example. As depicted, data structure 600 is a data structure
containing information, such as information 134 and employee
information 136, both shown in block form in FIG. 1, that
compensation modeler 142 can utilized to display impact 122 of
compensation adjustment 120 as compensation adjustment scenario
124.
[0101] In this illustrative example, data structure 600 includes a
number of employee ratings. As depicted, data structure 600
includes rating 602, rating 604, rating 606, rating 608, and rating
610. Each of rating 602, rating 604, rating 606, rating 608, and
rating 610 correspond to a quantized evaluation of the performance
of employee 130 within the context of organization 110. In this
illustrative example, each of rating 602, rating 604, rating 606,
rating 608, and rating 610 corresponds to a possible score received
by employee 130 on an employee evaluation, stored as evaluation
114, shown in block form in FIG. 1.
[0102] In this illustrative example, data structure 600 includes a
number of groups segment delineated by different compensation
thresholds. As depicted, data structure 600 includes group segment
612, group segment 614, group segment 616, and group segment 618.
In this illustrative example, group segment 612, group segment 614,
group segment 616, and group segment 618 are delineated by
compensation thresholds related to a median compensation for group
of employees 108, shown in block form in FIG. 1. As depicted, group
segment 612, group segment 614, group segment 616, and group
segment 618 are delineated by based on a median compensation of a
pay grade of group of employees 108, a median compensation for a
job title of groups of employees 108, a median compensation for a
position of groups of employees 108, both shown within organization
110, shown in block form in FIG. 1.
[0103] In this illustrative example, group segment 612 includes a
number of compensation thresholds, such as compensation thresholds
302, shown in block form in FIG. 3. As depicted, group segment 612
includes a lower threshold, such as lower threshold 308 shown in
block form in FIG. 3, of an amount greater than 0.00 of a median
compensation for group of employees 108. As depicted, group segment
612 includes an upper threshold, such as upper threshold 300 and
shown in block form in FIG. 3, of 0.80 of a median compensation for
group of employees 108. In this illustrative example, group segment
612 is and has a negative deviation, such as negative deviation 412
shown in block form in FIG. 4.
[0104] In this illustrative example, group segment 614 includes a
number of compensation thresholds, such as compensation thresholds
302, shown in block form in FIG. 3. As depicted, group segment 614
includes a lower threshold, such as lower threshold 308 shown in
block form in FIG. 3, of an amount greater than 0.80 of a median
compensation for group of employees 108. As depicted, group segment
612 includes an upper threshold, such as upper threshold 300 and
shown in block form in FIG. 3, of 1.00 of a median compensation for
group of employees 108. In this illustrative example, group segment
614 has a negative deviation, such as negative deviation 412 shown
in block form in FIG. 4.
[0105] In this illustrative example, group segment 616 includes a
number of compensation thresholds, such as compensation thresholds
302, shown in block form in FIG. 3. As depicted, group segment 616
includes a lower threshold, such as lower threshold 308 shown in
block form in FIG. 3, of an amount greater than 1.00 of a median
compensation for group of employees 108. As depicted, group segment
612 includes an upper threshold, such as upper threshold 300 and
shown in block form in FIG. 3, of 1.20 of a median compensation for
group of employees 108. In this illustrative example, group segment
616 has a positive deviation, such as positive deviation 410 shown
in block form in FIG. 4.
[0106] In this illustrative example, group segment 618 includes a
number of compensation thresholds, such as compensation thresholds
302, shown in block form in FIG. 3. As depicted, group segment 618
includes a lower threshold, such as lower threshold 308 shown in
block form in FIG. 3, of an amount greater than 1.20 of a median
compensation for group of employees 108. As depicted, group segment
618 does not include an upper threshold. In this illustrative
example, group segment 618 has a positive deviation, such as
positive deviation 410 shown in block form in FIG. 4.
[0107] With reference now to FIG. 7, the graphical user interface
for displaying a compensation distribution is shown according to an
illustrative embodiment. In this illustrative example, graphical
user interface 700 is an example of a graphical user interface 152,
shown in block form in FIG. 1.
[0108] In this illustrative example, graphical user interface 700
includes a number of different components. As depicted, graphical
user interface 700 includes employee distribution 702, salary
distribution 704, and rating distribution 706.
[0109] Employee distribution 702 is a data structure graphically
illustrating group of employees 108 broken into merit groups 112,
both shown in block form in FIG. 1. As depicted, employee
distribution 702 includes merit group 708, merit group 710, merit
group 712, and merit group 714. Employee distribution 702 further
breaks each of merit groups 708, 710, 712, and 714, into group
segments 612, 614, 616, and 618.
[0110] Salary distribution 704 is a data structure graphically
illustrating group of employees 108 based on salary thresholds,
such as compensation thresholds 302, shown in block form in FIG. 3.
As depicted, salary distribution 704 illustrates group of employees
108 in one of group segment 612, 614, 616, or 618.
[0111] Rating distribution 706 is a data structure graphically
illustrating group of employees 108 according to a plurality of
merit groups, such as merit groups 112, shown in block form in FIG.
1. As depicted, rating distribution 706 shows group of employees
108 in one of merit groups 708, 710, 712, or 714.
[0112] Turning now to FIG. 8, a graphical user interface displaying
a compensation adjustment scenario is depicted according to an
illustrative embodiment. As depicted, graphical user interface 800
is an example of a graphical user interface 152, shown in block
form in FIG. 1. Compensation adjustment scenario 802 is an example
of compensation adjustment scenario 124, shown in block form in
FIG. 1.
[0113] As depicted, graphical user interface 800 includes a number
of components. As depicted, graphical user interface 800 includes
parameters 804 and impact 806.
[0114] As depicted, parameters 804 of graphical user interface 800
includes a number of components for interacting with compensation
adjustment parameters 116, shown in block form in FIG. 1. As
depicted, parameters 804 includes component 808, component 810, and
component 812.
[0115] Component 808 allows for operator 150, shown in block form
in FIG. 1, to adjust compensation adjustment parameters 116 related
to allocation scheme 508, shown in block form in FIG. 5. In this
illustrative example, component 808 includes at least one
interactive component for adjusting distribution of compensation
adjustment budget 506 among different ones of merit groups 708,
710, 712, and 714. As depicted, parameter 804 includes a drop-down
menu for selecting among predefined application methodologies.
Component 808 also includes an interactive graph through which
operator 150 can individually set the relative compensation
adjustment 120 applied to each of merit groups 708, 710, 712, and
714.
[0116] Component 810 allows an operator, such as operator 150 shown
in block form in FIG. 1, to adjust compensation adjustment
parameters 116 related to compensation adjustment budget 506, shown
in block form in FIG. 5. In this illustrative example, component
810 includes at least one interactive component for adjusting
compensation adjustment budget 506. As depicted, component 810
includes a line item entry for entering compensation adjustment
budget 506.
[0117] Component 812 allows an operator, such as operator 150 shown
in block form in FIG. 1, to adjust compensation adjustment
parameters 116 related to compensation adjustment range 510, shown
in block form in FIG. 5. In this illustrative example, component
812 includes at least one interactive component for adjusting
compensation adjustment range 510. As depicted, range component 812
includes a line item entry for entering compensation adjustment
range 510. Component 812 also includes a line item entry for
entering a minimum difference in compensation adjustment 120
applied to each of merit groups 112.
[0118] In this illustrative example, graphical user interface 800
includes a number of components for displaying impact 806 of
compensation adjustment parameters 116 selected parameters 804. As
depicted, impact 806 includes component 814, component 816, and
component 818.
[0119] Component 814 allows an operator, such as operator 150,
shown in block form in FIG. 1, to graphically view impact 122 of
compensation adjustment parameters 116 for each merit group
according to an employee distribution, such as merit groups 708,
710, 712, and 714, and employee distribution 702, shown in block
form in FIG. 7. As depicted, component 814 displayed impact 122 on
employee distribution 702 as graphical analogues 820.
[0120] In this illustrative example, graphical analogues 820 are an
example of graphical analogue 202, depicted in block form in FIG.
2. In this illustrative example, each of graphical analogues 820
visually indicates a relative value of compensation adjustment 120
as applied to a corresponding one of merit groups 708, 710, 712,
and 714. As depicted, graphical analogues 820 visually indicate
impact 122 of compensation adjustment parameters 116 for each merit
group is a relatively sized circle. As depicted, a larger circle
depicted by graphical analogues 820 indicates a relatively larger
compensation adjustment 120 applied to a particular merit group.
For example, merit group 708 is shown having a relatively larger
graphical analogue 820, indicating a relatively larger compensation
adjustment 120 applied to merit group 708. Conversely, merit group
710 is shown having a relatively smaller graphical analogue 820,
indicating a relatively smaller compensation adjustment 120 applied
to merit group 710.
[0121] Component 816 allows an operator, such as operator 150 shown
in block form in FIG. 1, to graphically view impact 122 of
compensation adjustment parameters 116 selected within parameters
804 on a salary distribution, such as salary distribution 704,
shown in block form in FIG. 7.
[0122] Component 816 graphically illustrates group of employees 108
based on salary thresholds, such as compensation thresholds 302,
shown in block form in FIG. 3. As depicted, component 816
graphically illustrates impact 122 of compensation adjustment
parameters 116 selected within parameters 804 group for each of
group segment 612, 614, 616, or 618. In this illustrative example,
impact 122 as displayed in component 816 includes a comparison
between a number of employees in each of group segment 612, 614,
616, or 618 both before and after applying compensation adjustment
scenario 802.
[0123] Component 818 graphically illustrates a budget utilization
of compensation adjustment scenario 802. In this illustrative
example, component 818 indicates an amount of compensation
adjustment budget 506, shown in block form in FIG. 5, as selected
by component 810, that is currently allocated according to
compensation adjustment scenario 802.
[0124] Turning now to FIG. 9, a graphical user interface displaying
a second compensation adjustment scenario is depicted according to
an illustrative embodiment. As depicted, graphical user interface
900 is an example of a graphical user interface 152, shown in block
form in FIG. 1. Compensation adjustment scenario 902 is an example
of compensation adjustment scenario 124, shown in block form in
FIG. 1.
[0125] In this illustrative example, a different allocation scheme,
such as allocation scheme 508, shown in block form in FIG. 5, is
indicated in component 808. Based on the allocation scheme selected
in component 808, the impact of compensation adjustment scenario
902, as displayed in impact 806, is different from the impact of
compensation adjustment scenario 802, as shown in FIG. 8.
[0126] In this illustrative example, impact 122 of compensation
adjustment scenario 902 on employee distribution 702 is shown as
graphical analogues 920 in component 814. As indicated in component
814, the specific compensation adjustment 120 applied to each merit
group according to compensation adjustment scenario 902 is
different from the compensation adjustment 120 applied to each
merit group according to compensation adjustment scenario 802.
Therefore, graphical analogues 920 are graphically indicated by
component 814 as having relative sizes different than those of
graphical analogues 820.
[0127] Additionally, impact 122 of compensation adjustment scenario
902 on salary distribution 704, shown in block form in FIG. 7, and
compensation adjustment budget 506, shown in block form in FIG. 5,
are graphically indicated in component 816 and component 818
respectively. Based on the allocation scheme selected in component
808, the impact of compensation adjustment scenario 902, as
displayed in impact 806, is different from the impact of
compensation adjustment scenario 802, as shown in FIG. 8.
Therefore, compensation adjustment scenario 902 depicts a different
impact on salary distribution, as indicated in component 816, and a
different impact on budget utilization, as indicated in component
808, than compensation adjustment scenario 802 of FIG. 8.
[0128] Turning now to FIG. 10, a graphical user interface
displaying a comparison between compensation adjustment scenarios
is depicted according to an illustrative example. In this
illustrative example, graphical user interface 1000 is an example
of graphical user interface 152, shown in block form in FIG. 1.
[0129] As depicted, graphical user interface 1000 includes a number
of components for comparing impact of different compensation
adjustment scenarios, such as compensation adjustment scenario 124,
shown in block form in FIG. 1. As depicted, graphical user
interface 1000 compares compensation adjustment scenario 802 of
FIG. 8 with compensation adjustment scenario 902 of FIG. 9. As
depicted, graphical user interface 1000 includes component 1002,
component 1004, and component 1006.
[0130] Component 1002 allows an operator, such as operator 150
shown in block form in FIG. 1, to graphically view a comparison
between impact 122 on employee distribution according to
compensation adjustment scenario 802, as indicated by component 808
of FIG. 8, with the employee distribution according to compensation
adjustment scenario 902, as indicated by component 808 of FIG. 9.
In this manner, the operator can easily determine differences in
impact 122 on employee distribution between compensation adjustment
scenario 802 and compensation adjustment scenario 902.
[0131] Component 1004 allows an operator, such as operator 150
shown in block form in FIG. 1, to graphically view a comparison
between impact 122 and salary distribution according to
compensation adjustment scenario 802 as indicated by component 810
of FIG. 8, with the salary distribution according to compensation
adjustment scenario 902, as indicated by component 810 of FIG. 9.
In this manner, the operator can easily determine differences in
impact 122 on salary distribution between compensation adjustment
scenario 802 and compensation adjustment scenario 902.
[0132] Component 1006 allows an operator, such as operator 150
shown in block form in FIG. 1, to graphically view a comparison
between impact 122 on budget utilization according to compensation
adjustment scenario 802 as indicated by component 812 of FIG. 8,
with the salary distribution according to compensation adjustment
scenario 902, as indicated by component 812 of FIG. 9. In this
manner, the operator can easily determine differences in impact 122
on budget utilization between compensation adjustment scenario 802
and compensation adjustment scenario 902.
[0133] With reference now to FIG. 11, a flowchart of a process for
visualizing compensation adjustments for employees of an
organization is depicted in accordance with an illustrative
embodiment. The process depicted in this flowchart may be
implemented in compensation modeler 142, shown in block form in
FIG. 1.
[0134] The process begins by identifying a number of merit groups
for a group of employees based on employee evaluation for employees
in the group of employees (step 1100). The merit groups can be
merit groups such as merit groups 112, shown in block form in FIG.
1.
[0135] The process then identifies a number of compensation
adjustment parameters (step 1110). The compensation adjustment
parameters can be, for example, compensation adjustment parameters
116 shown in block form in FIG. 1.
[0136] The process then applies the number of compensation
adjustment parameters to a compensation distribution of the group
of employees to determine a compensation adjustment for each merit
group (step 1120). The compensation distribution can be, for
example compensation distribution 118, shown in block form in FIG.
1. The compensation adjustment can be for example, compensation
adjustment 120, shown in block form in FIG. 1.
[0137] The process then determines impact of the compensation
adjustment on the compensation distribution of the group of
employees (step 1130). The impact can be, for example impact 122,
shown in block form in FIG. 1. The impact can include an impact on
employee distribution, such as employee distribution 702 of FIG. 7,
an impact on salary distribution, such as salary distribution 704
of FIG. 7, and an impact on budget utilization, such as illustrated
in component 818 of FIG. 8.
[0138] The process displays the impact of the compensation
adjustment in a compensation adjustment scenario (step 1140), with
the process terminating thereafter. The compensation adjustment
scenario can be, for example, compensation adjustment scenario 124
shown in block form in FIG. 1. In this manner, the process
illustrated in FIG. 11 may be used to display information 134,
including impact 122 of compensation adjustment 120 on compensation
distribution 118, enabling more efficient performance of operation
146, selected from at least one of hiring, benefits administration,
payroll, performance reviews, forming teams for new products,
assigning research projects, or other suitable operations for
organization 110.
[0139] Turning now to FIG. 12, a flowchart of a process for
displaying the impact of the compensation adjustment any
compensation adjustment scenario is depicted in accordance with an
illustrative embodiment. The process of FIG. 12 is a more detailed
flowchart of a process step 1140 of FIG. 11.
[0140] The process of FIG. 12 displays a compensation distribution
for each merit group (step 1200). The process of FIG. 12 can
display the compensation distribution for each merit group in an
employee distribution, such as employee distribution 702 of FIG.
7.
[0141] The process then displays the compensation adjustments for
each merit group according to the compensation distribution (step
1210). The compensation adjustments for each merit group can be
displayed in a component of the compensation adjustment scenario,
such as component 814 of compensation adjustment scenario 802,
shown in FIG. 8.
[0142] The process displays a number of graphical analogues for the
compensation adjustment for each merit group according to the
compensation distribution (step 1220). The graphical analogues can
be, for example a graphical analogue 202, shown in block form in
FIG. 2. The graphical analogues can be, for example, graphical
analogues 820 of compensation adjustment scenario 802, shown in
FIG. 8.
[0143] In this manner, the process illustrated in FIG. 12 enables
display of impact 122 of compensation adjustment 120 across
compensation distribution 118 for merit group 144 relative to other
merit groups 112 according to compensation adjustment parameters
116 as defined by policy 148, both shown in block form in FIG.
1.
[0144] Operator 150, shown in block form in FIG. 1, may interact
with compensation adjustment scenario 124 through graphical user
interface 152 displayed on display system 158 to access impact 122
of compensation adjustment 120 on compensation distribution 118.
The process of FIG. 12 presents compensation adjustment scenario
124 within a graphical user interface 152 such that information,
such as impact 122 of compensation adjustment 120 can be
efficiently and easily utilized when performing operations for
organization 110, shown in block form in FIG. 1.
[0145] With reference now to FIG. 13, a process for determining the
impact of the compensation adjustment on the compensation
distribution of the group of employees is shown according to an
illustrative embodiment. The process of FIG. 13 is a more detailed
depiction of process step 1130 of FIG. 11.
[0146] The process of FIG. 13 determines a projected compensation
distribution for the group of employees based on the compensation
adjustment (step 1300). The compensation distribution can be, for
example, compensation distribution 118 shown in block form in FIG.
1. The group of employees can be, for example, group of employees
108 shown in block form in FIG. 1.
[0147] With reference now to FIG. 14, a process for determining a
projected compensation distribution for the group of employees
based on the compensation adjustment is depicted according with an
illustrative embodiment. The process of FIG. 14 is a more detailed
depiction of process step 1300 of FIG. 13.
[0148] The process determines a projected number of employees
having an individual compensation below a lower compensation
threshold (1400). The projected number of employees can be, for
example, projected number 306, shown in block form in FIG. 3. The
individual compensation can be, for example, individual
compensation 406, shown in block form in FIG. 4. The lower
compensation threshold can be, for example, lower threshold 308,
shown in block form in FIG. 3.
[0149] The process determines a projected number of employees
having an individual compensation above and upper compensation
threshold (1400). The projected number of employees can be, for
example, projected number 306, shown in block form in FIG. 3. The
individual compensation can be, for example, individual
compensation 406, shown in block form in FIG. 4. The upper
compensation threshold can be, for example, upper threshold 300
and, shown in block form in FIG. 3.
[0150] In this manner, the processes illustrated in FIGS. 13 and 14
enable display of projected compensation distribution 304,
including projected number 306 of group of employees 108 having an
adjusted compensation 312 outside of compensation thresholds 302
after application of compensation adjustment 120 according to
compensation adjustment parameters 116 as defined by policy
148.
[0151] Operator 150, shown in block form in FIG. 1, may interact
with compensation adjustment scenario 124 through graphical user
interface 152 displayed on display system 158 to access impact 122
of compensation adjustment 120 on compensation distribution 118.
The processes of FIGS. 13 and 14 present compensation adjustment
scenario 124 within a graphical user interface 152 such that impact
122 of compensation adjustment 120, including projected
compensation distribution 304 and projected number 306, can be
efficiently and easily utilized when performing operations for
organization 110, shown in block form in FIG. 1.
[0152] With reference now to FIG. 15, a flowchart of a method for
applying the number of compensation adjustment parameters to the
compensation distribution of a group of employees is depicted in
accordance with an illustrative embodiment. The process of FIG. 15
is a more detailed description of process step 1120 of FIG. 11.
[0153] The process determines a deviation from an average
compensation for each individual compensation (step 1500). The
Asian can be, for example, deviation 408 shown in block form in
FIG. 4. The individual compensation can be, for example, individual
compensation 406, shown in block form in FIG. 4.
[0154] The process then determines whether the deviation is a
positive or negative deviation (step 1510). A positive deviation
can be, for example positive deviation 400 and shown in block form
in FIG. 4. A negative deviation can be, for example, negative
deviation 412 shown in block form in FIG. 4.
[0155] Responsive to determining that the deviation is a negative
deviation ("negative" at step 1510), the process applies a
standardization factor to increase the compensation adjustment to
the individual compensation of the employee (step 1520). The
standardization factor can be, for example, standardization factor
402 shown in block form in FIG. 4.
[0156] Responsive to determining that the Asian is a positive
deviation ("positive" at step 1510), the process applies the
standardization factor to decrease the compensation adjustment to
the individual compensation of the employee open parentheses step
1530).
[0157] In this manner, the process of FIG. 15 enables display of
projected compensation distribution 304, including projected number
306 of group of employees 108 having an adjusted compensation 312
outside of compensation thresholds 302 after application of
compensation adjustment 120 according to compensation adjustment
parameters 116 as defined by policy 148.
[0158] Operator 150, shown in block form in FIG. 1, may interact
with compensation adjustment scenario 124 through graphical user
interface 152 displayed on display system 158 to access impact 122
of compensation adjustment 120 on compensation distribution 118.
The process of FIG. 15 presents compensation adjustment scenario
124 within a graphical user interface 152 such that impact 122 of
compensation adjustment 120, including projected compensation
distribution 304 and projected number 306, can be efficiently and
easily utilized when performing operations for organization 110,
shown in block form in FIG. 1.
[0159] The flowcharts and block diagrams in the different depicted
embodiments illustrate the architecture, functionality, and
operation of some possible implementations of apparatuses and
methods in an illustrative embodiment. In this regard, each block
in the flowcharts or block diagrams may represent at least one of a
module, a segment, a function, or a portion of an operation or
step. For example, one or more of the blocks may be implemented as
program code, hardware, or a combination of the program code and
hardware. When implemented in hardware, the hardware may, for
example, take the form of integrated circuits that are manufactured
or configured to perform one or more operations in the flowcharts
or block diagrams. When implemented as a combination of program
code and hardware, the implementation may take the form of
firmware. Each block in the flowcharts or the block diagrams may be
implemented using special purpose hardware systems that perform the
different operations or combinations of special purpose hardware
and program code run by the special purpose hardware.
[0160] In some alternative implementations of an illustrative
embodiment, the function or functions noted in the blocks may occur
out of the order noted in the figures. For example, in some cases,
two blocks shown in succession may be performed substantially
concurrently, or the blocks may sometimes be performed in the
reverse order, depending upon the functionality involved. Also,
other blocks may be added in addition to the illustrated blocks in
a flowchart or block diagram.
[0161] Turning now to FIG. 16, a block diagram of a data processing
system is depicted in accordance with an illustrative embodiment.
Data processing system 1600 may be used to implement computer
system 132 shown in block form in FIG. 1. In this illustrative
example, data processing system 1600 includes communications
framework 1602, which provides communications between processor
unit 1604, memory 1606, persistent storage 1608, communications
unit 1610, input/output unit 1612, and display 1614. In this
example, communications framework 1602 may take the form of a bus
system.
[0162] Processor unit 1604 serves to execute instructions for
software that may be loaded into memory 1606. Processor unit 1604
may be a number of processors, a multi-processor core, or some
other type of processor, depending on the particular
implementation.
[0163] Memory 1606 and persistent storage 1608 are examples of
storage devices 1616. A storage device is any piece of hardware
that is capable of storing information, such as, for example,
without limitation, at least one of data, program code in
functional form, or other suitable information either on a
temporary basis, a permanent basis, or on both a temporary basis
and a permanent basis. Storage devices 1616 may also be referred to
as computer readable storage devices in these illustrative
examples. Memory 1606, in these examples, may be, for example, a
random access memory or any other suitable volatile or non-volatile
storage device. Persistent storage 1608 may take various forms,
depending on the particular implementation.
[0164] For example, persistent storage 1608 may contain one or more
components or devices. For example, persistent storage 1608 may be
a hard drive, a solid state hard drive, a flash memory, a
rewritable optical disk, a rewritable magnetic tape, or some
combination of the above. The media used by persistent storage 1608
also may be removable. For example, a removable hard drive may be
used for persistent storage 1608.
[0165] Communications unit 1610, in these illustrative examples,
provides for communications with other data processing systems or
devices. In these illustrative examples, communications unit 1610
is a network interface card.
[0166] Input/output unit 1612 allows for input and output of data
with other devices that may be connected to data processing system
1600. For example, input/output unit 1612 may provide a connection
for user input through at least one of a keyboard, a mouse, or some
other suitable input device. Further, input/output unit 1612 may
send output to a printer. Display 1614 provides a mechanism to
display information to a user.
[0167] Instructions for at least one of the operating system,
applications, or programs may be located in storage devices 1616,
which are in communication with processor unit 1604 through
communications framework 1602. The processes of the different
embodiments may be performed by processor unit 1604 using
computer-implemented instructions, which may be located in a
memory, such as memory 1606.
[0168] These instructions are referred to as program code, computer
usable program code, or computer readable program code that may be
read and executed by a processor in processor unit 1604. The
program code in the different embodiments may be embodied on
different physical or computer readable storage media, such as
memory 1606 or persistent storage 1608.
[0169] Program code 1618 is located in a functional form on
computer readable media 1620 that is selectively removable and may
be loaded onto or transferred to data processing system 1600 for
execution by processor unit 1604. Program code 1618 and computer
readable media 1620 form computer program product 1622 in these
illustrative examples. In one example, computer readable media 1620
may be computer readable storage media 1624 or computer readable
signal media 1626. In these illustrative examples, computer
readable storage media 1624 is a physical or tangible storage
device used to store program code 1618 rather than a medium that
propagates or transmits program code 1618.
[0170] Alternatively, program code 1618 may be transferred to data
processing system 1600 using computer readable signal media 1626.
Computer readable signal media 1626 may be, for example, a
propagated data signal containing program code 1618. For example,
computer readable signal media 1626 may be at least one of an
electromagnetic signal, an optical signal, or any other suitable
type of signal. These signals may be transmitted over at least one
of communications links, such as wireless communications links,
optical fiber cable, coaxial cable, a wire, or any other suitable
type of communications link.
[0171] The different components illustrated for data processing
system 1600 are not meant to provide architectural limitations to
the manner in which different embodiments may be implemented. The
different illustrative embodiments may be implemented in a data
processing system including components in addition to or in place
of those illustrated for data processing system 1600. Other
components shown in FIG. 16 can be varied from the illustrative
examples shown. The different embodiments may be implemented using
any hardware device or system capable of running program code
1618.
[0172] Thus, the illustrative embodiments provide a method and
apparatus for visualizing compensation adjustments for employees of
an organization. In one illustrative example, a method for
visualizing compensation adjustments for employees of organization
is presented. A computer system identifies a number of merit groups
for a group of employees based on employee evaluation for employees
in the group of employees. The computer system identifies a number
of compensation adjustment parameters. The computer system applies
the number of compensation adjustment parameters to a compensation
distribution of the group of employees to determine a compensation
adjustment for each merit group. The computer system determines
impact of the compensation adjustment on the compensation
distribution of the group of employees. The computer system
displays the impact of the compensation adjustment in a
compensation adjustment scenario.
[0173] In this manner, the use of compensation modeler 142 has a
technical effect of reducing time, effort, or both in generating
compensation adjustment scenario 124 for displaying impact 122 of
compensation adjustment 120 on display system 158. In this manner,
operation 146 performed for organization 110 may be performed more
efficiently as compared to currently used systems. For example,
compensation adjustment scenario 124 may be used to display
information 134, including impact 122 of compensation adjustment
120 on compensation distribution 118, enabling more efficient
performance of operation 146, selected from at least one of hiring,
benefits administration, payroll, performance reviews, forming
teams for new products, assigning research projects, or other
suitable operations for organization 110.
[0174] As a result, computer system 132 operates as a special
purpose computer system in which compensation modeler 142 in
computer system 132 enables modeling the impact 122 of compensation
adjustment 120 among merit groups 112 in a manner that is
consistent with compensation adjustment parameters 116 for display
in graphical user interface 152 of display system 158. For example,
compensation modeler 142 applies compensation adjustment parameters
116 to employee information 136 based on merit groups 112 such that
impact 122 is determined according to selected compensation
adjustment parameters 116 as defined by policy 148. For example,
compensation adjustment 120 is applied to compensation distribution
118 to form compensation adjustment scenario 124 only when impact
122 of compensation adjustment 120 meets one or more rules in
policy 148 defining compensation adjustment parameters 116.
[0175] Thus, compensation modeler 142 transforms computer system
132 into a special purpose computer system as compared to currently
available general computer systems that do not have compensation
modeler 142. Currently used general computer systems do not reduce
the time or effort needed to generate compensation adjustment
scenario 124 for displaying impact 122 of compensation adjustment
120 on display system 158. Further, currently used general computer
systems do not apply compensation adjustment 120 to compensation
distribution 118 to form compensation adjustment scenario 124 only
when impact 122 of compensation adjustment 120 meets one or more
rules in policy 148 defining compensation adjustment parameters
116.
[0176] Many modifications and variations will be apparent to those
of ordinary skill in the art. Further, different illustrative
embodiments may provide different features as compared to other
desirable embodiments. The embodiment or embodiments selected are
chosen and described in order to best explain the principles of the
embodiments, the practical application, and to enable others of
ordinary skill in the art to understand the disclosure for various
embodiments with various modifications as are suited to the
particular use contemplated.
* * * * *