Common data model
One language for every HR system, the analytical layer prebuilt.
IntRpret's common data model (CDM) connects your HRIS and HRMS — Workday, Keka, SAP SuccessFactors and more — and unifies them into one common language: the same employee, job, organisation and event, whichever system it came from. On top sits the analytical layer, prebuilt — event-driven KPIs, features for models, dated history — so no team has to build one.
Workday
Keka
SuccessFactorsCommon data model, part by part.
- 01
Connects every HR system
Workday, Keka, SAP SuccessFactors and other HRIS and HRMS, through their APIs or at the data layer — several at once.
- 02
One common language
A Workday worker and a Keka employee resolve to one person; a hire, a transfer or an exit means the same thing in every system, from one shared catalogue of HR event types.
- 03
The analytical layer, prebuilt
No 6–18-month build, no team of specialists to hire, no warehouse project: the model, its definitions and its history are ready, at a fraction of a warehouse's cost.
- 04
KPIs on events and dates
KPIs are defined on HR events and their dates — hires, exits, moves, pay changes — so they follow what actually happened, as of any date.
- 05
A feature catalogue
Computed features — tenure, time in role, pay against the range midpoint and more — that root-cause analysis screens for causes; predictions use each use case's own inputs.
- 06
Dated history
Pay versions, HR events and assignment timelines carry the dates they applied, so a question can be asked as of any past date.
Connect, Unify, Prebuilt layer, Use.
- Step 1
Connect
Workday, Keka, SuccessFactors — any HRIS or HRMS.
- Step 2
Unify
Each system's terms mapped to one common language.
- Step 3
Prebuilt layer
KPIs on events and dates, a feature catalogue and dated pay and events, ready.
- Step 4
Use
Every suite reads the same model.
What the common data model holds
- Employee
- The person, with timelines of their assignments, employment, pay and location.
- Organization
- Departments, teams and business units, and how they nest.
- Job
- The job a person holds, its family and level.
- Compensation
- Pay, versioned with the dates each version applied, and pay cycles.
- HR event
- Hires, exits, moves and more — each dated, each of a catalogued type.
- Performance
- Reviews, ratings, cycles and rating scales.
- Learning & leave
- Courses, completions and leave.
- Recruiting
- Requisitions, candidates, applications, offers and sources.
- Talent
- Talent profiles and their rating scales.
Questions it answers, in your words.
- “How many people joined and left each month this year, by exit reason?”
- “How has average pay moved for each job since last year?”
- “How many people left each quarter this year, by exit reason?”
On the same model and graph
Your next people decision, with the why attached.
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