Human Resources Business Data Model: AI-Ready Edition

The Human Resources Business Data Model: AI-Ready Edition is for CIOs, architects and transformation leads who need to know what information HR work runs on before an AI agent touches it. It covers 16 subject areas, 104 entities, 522 key attributes and 368 relationships. Every entity and key attribute is classified for sensitivity, with the AI uses and data-quality requirements an agent depends on. It is the data-model part of Business Architecture for Human Resources: AI Transformation Blueprint, sold on its own.

What's Inside

The same model comes in three files: the full model in Word, a workbook to filter and extend, and a guide to the scales and the license.

• 16 subject areas and 104 entities, each with a definition, its typical system of record, sensitivity class, AI uses and data-quality requirements
• 522 key attributes with sensitivity and AI relevance, and 368 relationships with cardinality
• Under each entity, the capabilities that need it and the agents that read it, by name and ID
• The data and information items of the earlier edition of this model, each mapped to the entity that now holds it
• The Business Data Model (Word): every subject area and entity in full
• The workbook (Excel): subject areas, entities, attributes and relationships in sheets you can filter and extend
• The guide (Word): the scales the model refers to, the data foundation, and the license
• Free corrections, and new versions free for 180 days

Every file names your organization and carries your license ID.

The 16 Subject Areas

The 104 entities are grouped into 16 subject areas. The list gives what each holds and how many entities it has.

• Employee Personal Information (2 entities): The worker master record and the personal documents that identify each person who works for the enterprise.
• Contact Information (2 entities): Addresses, phone numbers, email addresses and emergency contacts used to reach a worker.
• Employment Details (9 entities): The terms of each employment or engagement, the jobs that define the work, and the events that move a worker from hire and onboarding through change to separation.
• Compensation and Benefits (15 entities): Pay structures, individual pay and pay changes, incentives, equity, recognition, benefit plans and elections, dependents and time-off entitlements.
• Performance Management (6 entities): Goals, feedback, reviews, ratings, calibration and development plans.
• Training and Development (9 entities): Learning content and programs, enrollments and completions, certifications, and the skills and competencies they build.
• Recruitment and Selection (10 entities): The records from requisition and job posting through applications, interviews, assessments, background checks and offers, including talent pools and staffing suppliers.
• Talent Management (4 entities): Potential assessments, succession plans, mentoring relationships and retention risk scores.
• Employee Relations (5 entities): Employee relations cases, investigations, grievances, labor agreements and employee assistance and wellbeing participation.
• Compliance and Legal (10 entities): Statutory reports, diversity and inclusion plans, the register of compliance obligations, work eligibility, HR policies and attestations, and health and safety records.
• Workforce Analytics (5 entities): Governed workforce metrics, headcount plans and employee listening data from surveys and sentiment signals.
• Time and Attendance (4 entities): Work schedules, time worked, absences and leaves of absence.
• Organizational Structure (6 entities): Legal entities, organization units, reporting relationships, positions, work locations and cost centers.
• Payroll (6 entities): Payroll runs, pay results, earnings and deduction components, tax withholding, garnishments and payment instructions.
• HR Service and Knowledge (3 entities): HR cases, the knowledge articles that answer them and the communications HR sends to workers.
• AI Governance (8 entities): The inventory, identities, permissions, actions, decisions, audits, impact assessments, human reviews and notices for AI systems and agents operating in HR.

Who Uses It

Data owners and stewards, data architects, and AI and analytics engineers who need to know what an agent may read, how sensitive it is and how good it must be first; and business architects who link capabilities to data.

How It Fits With the Other Products

The capabilities named under each entity are defined in the Human Resources Capability Model: AI-Ready Edition. The agents are specified in Business Architecture for Human Resources: AI Transformation Blueprint, which contains this data model and adds the value streams, use cases, controls, an operating model and a roadmap. The Human Resources Value Streams are sold on their own too.