Embed Size (px)
Citation preview
Quarterly Meeting Materials Dallas 2003 Oct. 20-21
A CD-ROM for pre-meeting XML Schema Training (.zip, 94,125 KB VERY LARGE), Paul Kiel, HR-XML Consortium is available from the HR-XML Consortium Website.
• New Member Orientation, Kim Bartkus, HR-XML Consortium
• Introduction, Year In Review, Agenda, Chuck Allen, HR-XML Consortium
• Benefits Enrollment Update, Kelly Cohen, Hewitt
• Metrics Update, Chuck Allen, HR-XML Consortium
• Recruiting and Staffing Update, Presented By Kim Bartkus, HR-XML Consortium, for Kathi Dolan, Manpower
• HRcertify, HR-XML’s Certification Program, Chuck Allen and Paul Kiel, HR-XML Consortium
• HR-XML's Competencies Specification: A Discussion of Future Directions, Paul Storfer, HR Technologies, Inc.
• HR Data Dictionary Overview, Kim Bartkus and Paul Kiel, HR-XML Consortium
• Release Proposal Discussion, Tim Farlow, Authoria
• Powering Resume Extraction with Web Services & HR-XML, Andrew Cunsolo, Resume Mirror Inc.
• Supporting Interoperability Through Conformance & Testing Programs, Andy Moir, Drake Certivo
From www.hr-xml.org/subchannels/meetings/20031020/index.html 30 October 2003
New Member OrientationDallas, October 2003
Kim Bartkus
IntroductionIntroduction• The HR Problem Domain• What is XML?• What is HR-XML? • Project Methodology• Tools of the Trade• Accomplishments• Cross Process Objects • Continuing Work
Imagine Imagine going shopping for a toastergoing shopping for a toaster……
You find the one meets all your requirements.
• Powerful• Easy-to-clean• Guaranteed to never
burn you toast
However, when you get it home, you find that there is one problem...
This terrific toaster doesn’t have a standard electrical plug, and you’re not really sure what type of voltage it requires.
What is XML?What is XML?
• eXtensible Markup Language is a language for creating “markup” languages or “vocabularies”.
• Looks like HTML, but XML allows the definition of custom tags to describe information explicitly.
• XML is a recommendation issued by the World Wide Web Consortium, February 1998
How XML Works…How XML Works…
Web Server ProgramReturns XML defining what is being sent:<Employee><First>John</First><Last>Smith</Last>
</Employee> First: JohnLast: Smith
Program Asks for Data
An XML document defines what the data is, not how it is displayed.
Programs “parse” this XML data.
What is HRWhat is HR--XML?XML?• Independent, non-profit corporation (Dec 1999)• Define standard vocabularies to streamline HR
data interchange • Open to vendors, consultants, standards bodies,
employers and other end-users, and individuals• 100+ organizational members • International – Mission to produce specifications
that are relevant and useful across many country contexts.
Transport (e.g. HTTP, FTP, SMTP)
Payload
Includes the information necessary to complete aninteraction within a businessprocess.
Protocol (e.g. XP, SOAP)
Framework (e.g. ebXML, BizTalk)
Payload (e.g. Enrollment)
What Does HRWhat Does HR--XML Deliver?XML Deliver?
HR-XML focuses on specifications for message payload, but aims to provide context and guidance to enable the entire exchange.
OrganizationalOrganizational StructureBoard of Directors
Business SteeringCommittee (BSC)
Technical Steering Committee (TSC)
Cross Process Object (CPO)
Data Dictionary Committee
Recruiting &Staffing
Benefits EnrollmentPayroll Stock
Structure
Other ProjectsScreening Time Reporting SIDES
Project TeamProject TeamTeam lead is responsible for determining the schedule and facilitating the project. Secretary records all decisions and posts minutes to team web page. Schema editor makes schema changes and provides graphical illustrations. Document editor responsible for consolidating documentation. Domain experts share knowledge of the business process, enabling team to build a comprehensive standard.
Project MethodologyProject Methodology
1. Write/SubmitProposal
3. Develop ProjectPlan
6. DevelopSchema
9. SpecificationReview/Approval
(TSC, CPO)
10. MembershipReview/Approval
11. DeployApproved
Specification12. Maintenance
4. Model BusinessProcess
5. DefineElements/Attributes
7. CompileDocumentation
8. Create SchemaExamples
2. BSC ProposalReview/Approval
Model a Business ProcessModel a Business Process
Staffing CustomerStaffing Supplier
2. Match Order with Resource
3. Submit Resource 4. Receive Resource
6. Receive Rejection
7. Receive Acceptance
8. Notify Resource
1. Submit Staffing Order
5.Accept
Resume
No
Yes
Staffing Agency Transaction
Tools of the TradeTools of the Trade
Create or Update Create or Update Your Personal ProfileYour Personal Profile
• Go to Profile Tool on main members page• Select your name from the company
participant list• Enter your contact information• Sign up for workgroup e-mail lists
Document ManagementDocument ManagementTIBCO’s “XMLCanon” repository to store all documents in a central location. Administrator gives access to team members based on their roles, following the consortium security procedures.Files checked in and out of repository, ensuring most current files are available to team members.All members have access to view and download files.
Schema DevelopmentSchema Development
• Schema editors free to use most any XML editor.
• Typically, XML Spy and Turbo XML used.• All schemas validated against:
• XML Spy, TurboXML, MSXML, Stylus Studio, Oracle, and Xerces XML tools
Graphical NotationGraphical Notation• Elements displayed as
rectangles, attributes as round-edged rectangles.
• Lines connecting the elements represent the relationships between elements.
• A square line connector indicates that the elements must occur in the specified sequence.
• An angled line connector specifies that only one of the elements may exist.
CardinalityCardinalityInd
icatorDefinition Related Example
None Element must appear once and only once. Required_One_Occurrence
+ Element must appear one or more times. Element required to appear at least once, but multiple consecutive occurrences may be present.
Required_Multiple_Occurrence
? Element may appear zero or one time. Element optional, but only allowed to appear once.
Optional_One_Occurrence
* Element may appear zero or more times. Element may appear as many times consecutively as needed, or even zero times.
Optional_One_Occurrence
Approved Workgroup StandardsApproved Workgroup Standards• Staffing Exchange Protocol (version 1)• Time/Expense Reporting• Time Card Configuration• Benefits Enrollment (version 1, 2)• Payroll Defined Contributions• Payroll Instructions• Staffing Industry Data Exchange Standard (SIDES)• Competencies • Background Check• Resume (version 2)• Employee Stock Plan Interface
Approved CPO StandardsApproved CPO Standards
• Job & Position Header• Military History• Organization • Person Name• Postal Address• Schema Extension• Taxonomy Types• Work Site
• Competencies• Contact Method• Date Time Data Types• Education History• Effective Dating• Employment History• Identifier Types• ISO Utilities
Standard: Person NameStandard: Person Name• Most commonly used in component in HR
transactions• Design Issues
• Multiple last names• Different names for different situations (stage names,
aliases, etc.)• Initials• Hyphenated names• People with a single name (e.g. Prince, Madonna)• Maiden names• Legal names vs. informal names• Prefix and Affix (aristocratic titles, forms of address,
qualifications, generations)
SchemaSchema
NetherlandsNetherlandsMevr. Maria de Wit
<PersonName><GivenName>Maria</GivenName><FamilyName prefix=“de”>Wit</FamilyName><Affix type=”formOfAddress”>Mevr.</Affix>
</PersonName>
<PersonName><FormattedName>Mevr. Maria de Wit</FormattedName>
</PersonName>
MexicoMexicoSr. Fernando Martínez Urrutia
<PersonName><GivenName>Fernando</GivenName><FamilyName>Martinez Urrutia</FamilyName><Affix type=”formOfAddress”>Sr.</Affix>
</PersonName>
<PersonName><GivenName>Fernando</GivenName><FamilyName primary=”false”>Martinez</FamilyName><FamilyName primary=”true”>Urrutia</FamilyName><Affix type=”formOfAddress”>Sr.</Affix>
</PersonName>
Standard: CompetenciesStandard: Competencies• Definition: A specific, identifiable, and measurable
knowledge, skill, ability and/or other deployment-related characteristic (e.g. attitude, behavior, physical ability) which a human resource may possess and which is necessary for the performance of an activity within a specific business context.
• Flexible schema to exchange competency information within a variety of business contexts.
• Intended as a fragment to be used within broader, process-specific schema.
Standard: Contact MethodStandard: Contact MethodUsed to pass contact information within HR transactions
• Contact Methods• Telephone• Fax• Mobile• Pager • Email• Web Address
• Use• Business, Personal
• Location• Office, Car, Home
• Availability• Weekends, Evenings
Standard: DatesStandard: Dates• Date/Time data type extensions• Guidelines for effective dating
Accident Date2003-07-18T10:30+01:00DateTimeType
Graduation Date2003-07-18 notApplicableLocalDateNaType
Termination Date2003-07-18 notKnownLocalDateNkTypeHire Date2003-07-18LocalDateType
<EmploymentHistory><HireDate>2001-06-01</HireDate><TerminationDate>notKnown</TerminationDate>
</EmploymentHistory>
Standard: Identifier TypesStandard: Identifier Types
Common identifiers for use in HR-XML specifications
EntityIdType EntityReferenceType
DunsNumberType InternetDomainNameType
Standard: ISO UtilitiesStandard: ISO Utilities• HR-XML specifications use a set of agreed-upon
XML schema types to represent ISO codes• Guidelines document the use of these types and
formalizes their adoption as Cross-Process Objects• Currency Code• Country Code• Gender Code• Language Code
Standard: Organization Standard: Organization Defines companies, subsidiaries, governments, etc.
• IndustryCode• Headcount• Description• WorkSite• ContactInfo• RelatedOrganization• OrganizationalUnit
• Name• ID• TaxID• LegalID• DunsNumber• InternetDomainName• DoingBusinessAs• LegalClassification
Organizational UnitOrganizational Unit• Defines departments, business units, project teams• Contains information useful in org chart creation
• Name and Id• Description• Organization Id• Industry Code• Accounting Code• Work Site• Related Organizational Unit• Person Member (name, id, role, contact info)• Relationship (child, parent)• Role (functional, logical)
Standard: Postal AddressStandard: Postal Address• Pass postal address information reliably and
completely, and in a format that can be efficiently processed
• Elements make up a postal address as used from country to country, with a country code that enables formatting according to local postal rules
• Supports both structured and unstructured information
Standard: Schema Extension Standard: Schema Extension (User Area)(User Area)
• Document that provides guidance regarding the extension of XML Schemas
• Allows trading partners to exchange information not handled by the standards
Standard: Taxonomy TypesStandard: Taxonomy Types• A taxonomy is a structure for classifying or
categorizing information into a hierarchy• Currently includes schema pattern for
Industry Code taxonomies such as SIC, NAICS, and UNSPSC.
• Specification only includes structure for passing taxonomy, no code sets
• Possible future taxonomies: • Occupational• Competency
Standard: WorkSiteStandard: WorkSiteWork Site Includes• Name, Id• Details• Address• Travel Directions• Parking Instructions• WorkSiteEnvironment
Work Site Environment Includes
• Name, Id• Description• General and Physical
Considerations
• Safety Equipment Requirements
• Dress Code
Physical LocationPhysical Location
Specifying a physical location may be necessary for:• Space planning/utilization• Mail/package delivery• Emergency response• Assignment tracking• Close or divest plants, factories, or other locations• Search based on geo code • Identify multiple work locations for time cards• Screening• Privacy laws
Physical LocationPhysical LocationExample<TemporaryAssignment>
<Id><IdValue>123456789</IdValue>
</Id><Name>Midwest Distribution Center</Name><SpatialLocation>
<Latitude>+37.37.08.4</Latitude><Longitude>+122.22.0.0</Longitude>
</SpatialLocation><TravelDirections>Take I-94 north to exit 356</TravelDirections><Area type="countrycode">
<Value>CA</Value><Area type="postalcode">
<Value>T5G</Value></Area>
</Area><Comments>Mr. Sisk must sign all timecards</Comments>
</TemporaryAssignment>
Specifications up for VoteSpecifications up for Vote
• Specifications currently in Membership Review• Review closes October 24
• Online Vote open October 27 - 31 • Assessments 1.0• Staffing Exchange Protocol 2.0• Person Descriptors 1.0• Physical Location (CPO)
Continuing Work…Continuing Work…• Benefits Enrollment• Assessments • Background Check• Metrics• Competencies• Data Dictionary• Other Possibilities: Payroll, HRIS Bridge,
Performance Evaluation, SIDES
www.hr-xml.org
Questions?Chuck Allen, Director, [email protected]
Kim Bartkus, Deputy Director, [email protected] Paul Kiel, Chief Architect, [email protected]
Dallas, 2003 Oct. 20-21Agenda and Introduction
Chuck Allen, Director, HR-XML Consortium, Inc.
• Year In Review / Updates – 2003
• Membership• Releases• Certifications• Marketing / Promotion• Internationalization
� Looking Ahead – 2004
• We want you! BOD / BSC / TSC Opportunities
• IHRIM, World TecHR
� Review of the Agenda
� Report from Leaders
Year In Review / Updates – 2003
2003, Membership2003, MembershipNew Members:� ePredix - Jan.� eTrade - Jan.� Saratoga Institute - May� Independence Blue Cross - May� Caliper (charter) - June� Pearson Reid London House - July� CIGNA - July� Resume Mirror - Aug.� Sterling Testing Systems - Sept.� PSI - Sept.� Staff Service (charter) - Sept.� Metlife (charter) - Sept.� BenefitsXML - Oct.� Gallup - Oct.
Other Membership growth:� Non-profit: SHRM – Jan� Renewing after lapsing:
3 former HR-XML members re-join
� 1 upgrade from General toCharter
The Bad News:� Impact of mergers (at least 5
Cos. Lost)� Non-renewals (6 – financial
cutbacks / outsourcing)
�Background Checking, Version 2.0. �Payroll Instructions, Version 1.0.�Competencies, Version 1.1. �Education History, Version 1.0. �Employment History, Version 1.0.�Military History, Version 1.0. �Organization, Version 1.0. �Identifier Types, Version 1.0.�ISO Utilities, Version 1.0. �Taxonomy Types, Version 1.0. �User Area, Version 2.0.�WorkSite, Version 2.0.
�Resume 2.0�Stock Plans Interface (ESPP support)
11 22
�Assessments� Staffing Exchange Protocol
3 3 (Nov. (Nov. EstEst))
2003, Releases2003, Releases
2003, 21+ Certifications2003, 21+ Certifications
2003, Trade Shows:2003, Trade Shows:�� SHRMSHRM�� HRO WorldHRO World�� HR TechnologyHR Technology
2003, Advertising:2003, Advertising:�� Certification Ad Certification Ad
in Dec. HRO Today, in Dec. HRO Today, HRO EuropeHRO Europe
2003, Direct Mail:2003, Direct Mail:�� 350 targeted with 350 targeted with
Info Kits/ProspectusesInfo Kits/Prospectuses
2003, International Update2003, International Update� Two related, but distinct concepts:
• Localization involves accommodations for legal or business-practice requirements unique to a particular country or jurisdiction.
• Internationalization involves designing specifications so that they can be re-used broadly across jurisdictions.
� The HR-XML Consortium has a clear interest in both.
� Localization activities are proceeding in the France; Japan, Germany, Netherlands, Russia, Sweden, and the United States.
� These local initiatives are creating valuable results. However, we obviously want to avoid creating entirely different, incompatible standards for each jurisdiction.
2003, Internationalization2003, Internationalization� Japan. Provisional group signed interim agreement with the
HR-XML Consortium in May while they waited for approval of application for “non-profit organization” (NPO) status from Japanese government. Having completed registration, the next step is to execute a definitive agreement with the HR-XML Consortium.
� Europe. Working with Alan Whitford, a UK-based consultant, and European-based members (e.g., milch & zucker) to identify organizations willing to contribute resources to form aEuropean chapter to coordinate the growing number of country specific HR-XML localization initiatives (The Netherlands, France, Germany, Sweden, etc.). Next step -> Form provisional group/steering committee to establish organization.
European Chapter FormationEuropean Chapter Formation
Nov. 18, Brussels
http://www.hr-xml.org/meetings/brussels/
Goals:� Election of Steering Committee to Establish HR-XML
Consortium Europe� Development of chapter formation timeline / 2004
schedule
HRHR--XML Chapters: Key ElementsXML Chapters: Key Elements� Goal of funding local resources for localization and
international coordination work� A separate organization established as appropriate under local
law. Funded as appropriate under local law/business practice.� Local chapter would engage local consultants/resources to
assist with technical coordination and local promotion of HR-XML specifications.
� HR-XML and local chapter would exchange intellectual property rights. Local chapter would be granted rights to HR-XML name and specifications, HR-XML would be granted rights to derivative works by local chapters.
� Requirements and work of local group are used to strengthen the core HR-XML specifications. Localizations and extensions implemented within a common architecture.
Looking Ahead – 2004
Next MeetingNext Meeting
Feb. 9-10 2004, Orlando, FL
Details on the website next week.
Call for ProposalsSubmit your proposal from link off “News &
Events Page”
Other DatesOther DatesEnabling Integrated, End-to-End Talent
Management: The HR-XML Assessments Standard IHRIM April 17, 2004
Earlier the same week –World TecHR, NY, NY – Details TBA
We Want You!We Want You!2004 Board of Director Elections
� Nominations - only Charter Members can nominate
� Two-year, “staggered terms.” Several seats reaching two-year limit
� The HR-XML Bylaws provide the Board the power to:� Develop plans, budget, strategy
� Supervise officers, agents, and employees of the Corporation
� Establish policies relating to membership rights and benefits, etc.
We Want You!We Want You!� Business Steering Committee
� Review project proposals� Assist/advise with matters of membership, marketing, etc.
� Technical Steering Committee� Keeps abreast of other standards bodies� Makes recommendations on relevant external standards
(e.g., security, transport, etc.)� Provides technical review of standards and workgroup� Develops policies/approaches for schema style and design,
data typing, etc. to be applied across workgroups� Brings in tech domain experts� Moderates cross workgroup technical agreements
Agenda, Monday, Oct. 20 amAgenda, Monday, Oct. 20 am� 9:00 – 9:15 Introduction/Welcome, Chuck Allen,
Director, HR-XML Consortium
� 9:15 – 10:00 Introduction of Workgroup Leaders and Review of Progress
� 10:00 – 10:45 HRcertify: The HR-XML Consortium's Certification Program, Paul Kiel and Chuck Allen
� 10:45– 11:00 Break
� 11:00– 12:00 Workgroup Breakout Sessions:
� · Benefits Enrollment Testing Project [Galleria I].
� Assessments [Mendocino].
� 12:00 – 13:15 Lunch [Grand Atrium]
Agenda, Monday, Oct. 20 pmAgenda, Monday, Oct. 20 pm� 13:15 – 14:00 HR-XML's Competencies
Specification: A Demonstration and Discussion of Future Directions, Paul Storfer, HR Technologies, Inc.
� 14:00– 15:15 Workgroup Breakout Sessions:
� Enrollment [Galleria I].
� Assessments [Mendocino].
� 15:15 – 15:30 Break
� 15:30 – 17:00 Workgroup Breakout Sessions:
� Staffing Industry Data Exchanges Standards [Galleria I].
� Background Checking [Mendocino].
Report From LeadersReport From Leaders
� Competencies (Paul Storfer 1:15)� Screening / Assessment (Romuald Restout)� Enrollment� Cross Process Objects (CPO) / Data Dictionary� Recruiting/SIDES� Payroll� Metrics� Time Card
Agenda, Tuesday, Oct. 21 amAgenda, Tuesday, Oct. 21 am� 9:00 – 9:30 HR-XML's Data Dictionary Update.
� 9:30 - 10:15 Powering Resume Extraction with Web Services & HR-XML, Andrew Cunsolo, Resume Mirror Inc.
� 10:15 – 10:30 Break
� 10:30 – 12:00 Breakout sessions� Cross Process Objects [Mendocino].
• 10:30 - 11:00 - Versioning Discussion.
• 11:00 - 12:00 - New Work.
� Enrollment [Galleria I].
� 12:00 – 13:15 Lunch [Grand Atrium]
Agenda, Tuesday, Oct. 21 pmAgenda, Tuesday, Oct. 21 pm� 12:00 – 13:15 Lunch [Grand Atrium]
� 13:15 - 14:00 Supporting Interoperability Through Compliance and Testing Programs, Andy Moir, Drake Certivo, Inc.
� 14:00 – 14:15 Break
� 14:15– 16:00 Recruiting and Staffing / Staffing Industry Data Exchange Standards [Mendocino].
HR-XML ConsortiumBenefits Enrollment
Dallas, TX - Oct. 20, 2003Kelly Cohen - Hewitt Associates
Collaboration Among Implementers
Recent months have brought increased implementation momentum
Potential for inconsistency among implementers
Active implementers have been exchanging sample transactions to compare notes
Early signs show success !
Join us !! Monday, 11:00-12:00.
Benefits Enrollment v2.1
Last call for updates
Documentation updates
Data Dictionary review
Join us !! Monday, 2:00 - 3:15
New Business
Application Acknowledgement schema New schema to support confirmation of transaction processing and errors from ‘receiver’ back to ‘sender’
Requirements for Enrollment v3.0 schema
Collaboration with ASC X12 on XML solution
New projects?
Join us ! Tuesday, 10:30 - 12:00
Looking Ahead to 2004
Increased activity in Enrollment Workgroup as practical implementation experience becomes available
A focus on collaboration among implementers and documentation
Weekly calls for Benefits EnrollmentTuesdays, 11AM EST
New participants welcome !
Dallas, 2003 Oct. 20Metrics Update
Chuck Allen, Director, HR-XML Consortium, Inc.
Metrics Project ScopeMetrics Project ScopeThe goal of the HR-XML Consortium’s Metrics Interchange project is the development of a flexible standard to enable the exchange of HR metrics data between different systems.
Employers have invested considerable sums into HCM software and services. They also have invested significant amounts to sponsor the work of third-party benchmarking organizations. A flexible interchange mechanism for metrics is intended to help employers maximize their return on these both of these investments.
Principal ParticipantsPrincipal Participants
Oracle
Saratoga Institute
Staffing.org
Mitre Corp.
PeopleClick
New interest from other HCM intelligence tool vendors
Others welcome to join -- Gallup latest member
Metrics Reporting OrganizationMetrics Consolidator(E.g., Business Intelligence or HCM Software)
Template
Instance Metrics Report
Summary Metrics Report
Transactional Data
Source Organization
Cons olidate With Ins tanceData From Other Source
OrganizationsSend Metrics
Report
Analyzes / Cons o lidatesTrans actional Data
According to Template
Analyzes / Applies MROMetrics Template
Send MetricsReport
Put MRO'sBenchmarks Along
Side Client Data
Acces sTo Web
App
View/Analyze /Apply
ProgressProgressUse case scenarios drafted.
1. Human Capital Metrics Consortium Benchmarks
2. Individual performance data, Assessment Scenario
Schema drafted.
Beginning to apply metrics data of Staffing.org and Saratoga Institute against the draft schema.
Completion Spring 2004?
Relationship to Other ProjectsRelationship to Other ProjectsWhen you start to model a survey instrument and responses – the project becomes of broader interest:
1. Assessments
2. Compensation surveys
Recruiting and Staffing/SIDESQuarterly Update and Next Steps
Kathi Dolan, Manpower, IncOctober 20, 2003
Dallas, TX
The Long Road to SEP 2.0
Started in 3Q 2002 – projected completion July 2003Surveyed R & S list for necessary elements to their own position and candidate recordsAnalyzed feedback and requirements from SEP 1.1 and 1.2 implementersSolicited input from wide variety of companies to ensure needs for many business processes would be metSuspended SEP work for 3 months to produce Resume 2.1Finished SEP specification and documentation in September 2003
Staffing Exchange Protocol 2.0 is (finally) in the house!
PositionOpening
– Replaces JobPositionPosting
Candidate
– Replaces JobPositionSeeker
Resume 2.1
– Replaces Resume 2.0
Next Steps for Recruiting and Staffing?
Possibilities include:– HRIS bridge/New employee information (work with
Screening?)– Update JobPositionFeedback– Performance Evaluation (work with Assessments?)– Other Suggestions??
Next Steps for SIDES?
Session this afternoon from 3:30 – 5:00 to discuss…
Integrated Staffing eCommerce Hwy
Just Ahead
SEP On Ramp PositionOpening
SEP On Ramp Candidate
SIDES On Ramp StaffingOrder
SIDES On Ramp HumanResource
CPO AlignmentConsortium-wide
InternationalizationEurope, APAC
SEP Issues List ResolutionIssue Resolution
Availability (Profile)Primary Language (Profile)DesiredIndustry (DesiredPosition)DesiredPosition (DesiredPosition)DesiredPositionName (DesiredPosition)DesiredLocation (DesiredPosition)Resume (AdditionalResumeItems)SupportingMaterials (Profile)JobCategory (DesiredPosition)
Achievements (Profile)PersonalData (optional elements)SEP Remuneration (Preferences)International Input (currency, language support)
Notice period Languages spokenPreferred industryPreferred positionPreferred titlePreferred locationHobbiesAdditional Candidate InfoA place to reference job category or taxonomyNon-Professional MeritsCandidate AnonymityPay rangeInternational support
Dallas, 2003 Oct. 20HRcertify, HR-XML’s Certification ProgramChuck Allen, Director, HR-XML Consortium
Paul Kiel, Chief Architect, HR-XML Consortium
CertificationCertificationhttp://www.hrcertify.org
2003, 21+ Certifications2003, 21+ Certifications
“Phase One” Certification Criteria“Phase One” Certification CriteriaSolution must be capable of generating and/or consuming a compliant HR-XML document
If you extend, you must use the extension mechanisms specified by the Consortium (exceptions apply to SEP 1.1, 1.2 certifications)
Use of specifications must be semantically appropriate
Solution must be commercially available or implemented in trading-partner arrangement (cannot be the results of a mere demo or pilot or hypothetical capability).
Certification StepsCertification StepsFill out certification form: http://www.hrcertify.org/
Answer three simple questions (relating to whether implementation satisfies conformance criteria)
Supply representative instances (five per schema certified against)
Staff will verify instance conformance (validity and semantic usage).
You will work with Staff on a Conformance Statement.
Certification Steps (continued)Certification Steps (continued)Certification is on a “facts and circumstances” basis.
A validation service (http://testbed.hr-xml.org) is available to support certifiers
Staff sends a recommendation to the Consortium Board of Directors, who make final decision.
Certification awards are granted (and rescinded) at the sole discretion of the the HR-XML BoD.
Conformance StatementConformance StatementEach organization achieving certification receives an entry in aregistry maintained on HRcertify.org.
This entry will contain the organization's "conformance statement“ – Your public representation to customers, partners, and peers of your organization’s HR-XML capabilities.
A conformance statement describes how the certified solution uses the associated HR-XML Consortium standard.
The registry entry also may include product and/or technical contact information, links to example HR-XML instances, and links to other relevant product or interface documentation maintained by the certifying organization.
CostsCosts$1,000 for General-level members
$5,000 for Non-members
The above fees cover certification against up to five schemas for a period of two years
NO ADDITIONAL COST for Charter Members. Free certification is a benefit of Charter Membership.
Why Certify?Why Certify?Get the recognition your company deserves as an early adopter!
Participate in certification promotions (e.g., press releases, collateral material).
Lock-in your certification. Certified companies will be allowed to renew certifications indefinitely regardless of whether new versions of the specification are issued. If you have implemented a spec and haven’t certified, you may lose your ability to certify under the specification should it be superceded by a subsequent version (You have until one-year after the specification has been superceded to certify).
What have we achieved?What have we achieved?
Too little, too late?
Too much, too soon?
As Goldilocks says “Just right?” (for now)
What did we see/learn?What did we see/learn?
If there were any doubt…We know for certain that implementers don’t validate in productionFinding and fixing small problems:
Datatype mismatchesHelped certifiers with parser differences and subtleties – e.g., differences in handling white space
Enveloping is still early – some SOAP, but mostly nothing!
What did we see/learn?What did we see/learn?
Big problems:• Some surprisingly ugly XML…• Some appear to be “HR-XML based,” but
not valid• Even some attempts to certify proprietary
XML
What’s Next?What’s Next?Certification “Phase 1.1”
Encouraging use of the testbed.hr-xml.org or incorporating the testbed into the process certifying companies use to submit their representative instances. A way for non-compliant organizations to pre-screen themselves. Eliminates time-consuming back-and-forth
What’s Next?What’s Next?Beyond Phase 1.x. This topic to be explored in Drake Certivo presentationMuch to work to be done and many decisions to make. However, some key characteristics of the next Phase:• Must contemplate the needs of the particular
domain – e.g., needs of staffing very different than enrollment
• Must address other levels of interoperability – e.g., transport, process/scenario, fined-grained content validation, solution-to-solution interoperability
Beyond Phase 1.xBeyond Phase 1.xAddressing other levels of interoperability – e.g., transport, process/scenario, fined-grained content validation, solution-to-solution interoperability.Specification-specific criteria must be developed.Workgroups must develop this criteria.
Strategic Workforce Management
Paul StorferHR Technologies, Inc.
Copyright © 2003 HR Technologies, Inc.All Rights Reserved
Our Value Proposition
� An integrated solution for systemic application of competencies to power human capital processes
� A system to derive and align the people strategy with the company strategy from CEO to individual contributor
� Designed to be used by management, employees, executives, and administered by HR
� A closed loop employee management and development framework for line managers
� A sophisticated set of tools, integrated with an 1,850+ competency lexicon and distributed through ActivEmail, for building the superior workforce
Copyright © 2003 HR Technologies, Inc.All Rights Reserved
Copyright © 2003 HR Technologies, Inc.All Rights Reserved
Recruiting Process
JobBoards
HRScope
RecruitingMgmt. (ATS)
Jobs/ Org.
Structure
Establish Competency
Models
Create Req./
Match to Job
Approve Req. to
be Posted
Post Pre-Screening Questions
to Recruiting
Mgmt.
Receive Resumes/Conduct
Pre-screen
Decide to Interview/
Post Candidate
Info. to HRScope
Select Candi-dates and
Inter-viewers
Create Assess-
mentForms
and Interview Scripts
Review Results/
Make Hiring
Decision
Hire Appli-cant
Trans-ition
Record
Close Req.
ModelEstablish
Requisition Pre-Screen Screen Hire
DistributeAssess-
mentForms
and Interview Scripts
Collect Data
Score Pre-
screen
Copyright © 2003 HR Technologies, Inc.All Rights Reserved
Performance Management Process
Compensation
Management
System
HRScope
Payroll System (HRIS)
Jobs/ Org.
Structure
Establish Competency
Models
Match Compensation to
Job
Approve Base Pay
Goal and Competency Assessment
Forced Rank
Assessments
Pay Employee
Transition Record
Set New Pay
Rates
Model Set Baseline Assessment Rank Pay
Calculate Incentive
Percentages
Workflow Approvals
Calculate Incentive Payments
Copyright © 2003 HR Technologies, Inc.All Rights Reserved
Development Process
LearningManage
mentSystem (LMS)
HRScope
System of Record (HRIS)
Jobs/ Org.
Structure
Establish Competency
Models
Map Courses
to Competencies
Register and
Take Course
Goal and Competency Assessment
View Mapped Courseware
Store Employee
Scores and
Training
Transition Record
Track Employee Learning Record
Model FeedbackAssessment Rank Track
Re-Assess for
Reinforcement
Build Gap Analysis
Track Completed
Course
Courses and Development
Activities
Copyright © 2003 HR Technologies, Inc.All Rights Reserved
Why Are We Going From Competency 1.1 To Competency 2.0?
Competency 1.1 • Recursive model that only addresses
the informational needs for communications about competencies
• Doesn’t address the business needs of interoperability with regard to taxonomies, profiles and assessments
Copyright © 2003 HR Technologies, Inc.All Rights Reserved
What Is A Competency?Competencies are the basic unit of measurement for what a person has accomplished, and what they are capable of accomplishing. They includethe knowledge, skills, behaviors, attitudes, and characteristics that distinguish one individual from another. Once identified, these can be used as the basis for identifying, selecting, and developing superior performance.
Competency ACompetency A Competency BCompetency B
Threshold CompetenciesThreshold Competencies::Required performance to meet standards
Differentiating competencies: Additional competencydemonstrated by top performers
Additionally, real world application of competencies demands that the definition be extended to include all position requirements.
Copyright © 2003 HR Technologies, Inc.All Rights Reserved
Three Types of Competencies� Abstract or Taxonomy Competency
� no direct association with a particular Job, Company or Person
� Profile Competency� a competency that has been added to the
specification of a Job� instances of Abstract competencies that have
been selected and possibly modified specifically for use with said Job
� Personal Profile Competency� provides a historical view of a person’s entire
Competency History, typically within a company, but should be transportable by an individual from one company to the next.
Copyright © 2003 HR Technologies, Inc.All Rights Reserved
Sample Competency Elements� Abstract or Taxonomy Competency
� Definition, Unique ID, Owner, Source, Difficulty-to-Develop
� Profile Competency� Indicators, Weight, Target, Threshold
� Personal Profile Competency� Scores and comments from any and all
evaluators who have assessed that individual .
Copyright © 2003 HR Technologies, Inc.All Rights Reserved
Competency 2.0 In Practice
� Taxonomy Demo – Lexicon Explorer
� Assessment Demo – HRScope™ V5
� Learning Integration Demo – HRScope™ V4
� Evaluation and Interview Scripts – ActivEmail™
Copyright © 2003 HR Technologies, Inc.All Rights Reserved
Challenges
� Cross-Process Applicability And Acceptance� Staffing/Recruiting� Assessment� Compensation?� Metrics
� Schema for Taxonomy� Integration of IMS RDCEO spec� Consideration of the context with other standards
� IMS, SCORM, SIF, Etc.
Strategic Workforce Management
Paul StorferHR Technologies, Inc.
HR Data Dictionary OverviewDallas, October 2003
Kim Bartkus, Paul Kiel
What is the Data Dictionary?What is the Data Dictionary?• Catalogue of all Vocabularies used in HR-XML
Schemas.• Purpose
• Allows consistent use of vocabularies • Reduces development time due to reuse of components
• Contains detailed information for Elements and Attributes• Global Types are Excluded
• Includes Generic and Contextual Definitions• Provides Tools and Users Guide• Continues to Change and Grow
Generic DefinitionsGeneric Definitions• To eliminate ambiguity, it is recommended that each
component have a single general definition. • General definitions should be business-process-neutral
so they can be reused across the Consortium’s many schemas.
• For example, the general definition of StartDate is: Contains the (inclusive) date, period, or interval the event becomes active or begins.
Contextual DefinitionsContextual Definitions• A contextual definition provides additional
information, instructions, or guidance for the use of the component within a specific node of a specific schema.
• It should not refer to a concept fundamentally different from the component’s general definition.
• It is recommended only if the general definition is not sufficient for a reader to understand the use of the component from the general definition alone.
Contextual ExampleContextual Example• The Enrollment schema uses start date in the following
structure: Subscriber/Coverage/TierCoverage/StartDate • In this instance it might be necessary to add detail and
guidance such as: Contains the date that coverage originally began. This original start date does not change as modifications are made to the related subscriber record.
• The contextual definition refers to the same concept (an inclusive start date), but includes additional, contextual guidance.
Definition Table SampleDefinition Table Sample
• When the definition tables are generated for the enrollment schema, both definitions will display.
/ Enrollment/ Organization/ Subscriber/ Coverage/ TierCoverage/StartDate
-LocalDateType - S (1/1)
Contains the (inclusive) date, period, or interval the event becomes active or begins. [Contextual] Contains the date that coverage originally began. This original start date does not change as modifications are made to the related subscriber record.
Data Dictionary ToolsData Dictionary Tools
Release Cycle ProposalOct 21, 2003Tim Farlow
Full ReleaseDeliver a full release no faster than every 2 years, named by the year. At the time of release, the target date for the next release is also communicated and incorporated into the standards documentation. These releases are holistic – all work groups, all CPOs, all consistently tied together. These releases are what we push to our users. Full releases can be relied upon by businesses to be internally consistent and unchanging for the full 2 years of their deliverycycle. We certify to full releases. A full release is available from and supported by the consortiumfor at least 6 years after its release.
Interim ReleaseInterim releases come as needed between full releases. These releases are for “bleeding edge” companies requiring features in the latest versions of the standards. Interim releases may not be internally consistent across work groups. Schemas in interim releases often change significantly with the next full or interim release. Interim releases contain the latest approved version from every work group. They may support some degree of backward compatibility, including the use of deprecated items.
Interim Release, v2Interim releases come as needed between full releases.
These releases only include “fixes” to existing standards, and new standards.
Interim releases are backward compatible. They may include new optional elements, and they may deprecate existing elements, but instance documents created against the last full release will validate against the interim release.
Certification is only available against new standards contained in an interim release, and this certification is labeled as “interim”.
Powering Resume Extraction with Web Services & HR-XML
HR-XML Meeting, Dallas 2003-10-21Andrew CunsoloDirector of Development Resume Mirror Inc.
Background: Who is Resume Mirror?
• Technology partner of the HR & Recruiting industry
• We provide– Software components– Online services– Focused applications
• Our products deliver– Electronic resume processing solutions– Intelligent candidate search enhancements
Background: What we provide?
• Embeddable resume extraction component
• Resume extraction web service
• Embeddable intelligent search component
• Job applicant processing module
Background: Who uses our products?
HR & Recruiting Application Providers
Companies building custom “in-house” solutions
Objective for Today’s Presentation
• To discuss how companies can leverage their existing technology by adding electronic resume processing using web services and HR-XML.
• To present benefits & considerations of: – Resume processing– HR-XML– Web Services
• Review Resume Mirror’s experiences integrating iREX into partner applications.
• Demonstration of capabilities of iRex
Agenda
• What is iREX
• Resume Processing– Benefits & considerations
• iREX & Web Services– Benefits & considerations
• iREX & HR XML– Benefits & considerations
• Demonstration
• Implementations of IREX
• End-user benefits
• Summary
What is iREX?
• IREX is an online service that processes electronic resumes and outputs structured resume data for exchange into HR and recruiting applications
• IREX uses– REX, Resume Mirror’s resume extraction component, to parse
resume content
– HR XML as the predefined data structure it outputs resume data in
– Web Services as its delivery mechanism
IREX – Combining Industry Standards
Understanding Resume Processing
• The process of taking unstructured resume data and putting it into a structured form
• Structured representation of data in HR XML:
<?xml version="1.0"?>
<JobPositionSeeker>
<JobPositionSeekerId idOwner="Resume Mirror">andrea</JobPositionSeekerId>
<PersonalData>
<PersonName>
<GivenName>Andrea</GivenName>
<FamilyName>Johnson</FamilyName> </PersonName>
<PostalAddress>
<CountryCode>US</CountryCode>
<PostalCode>30127</PostalCode>
<Region>GA</Region>
<Municipality>Clear Springs</Municipality>
1. Source Flexibility
2. Format Flexibility
3. Accuracy & Scope
4. Standardized Data
5. Intelligence
6. Internationalization
7. Output Flexibility
8. Stability
9. Speed
10. Ease of Implementation
Considerations Selecting Resume Processing Technology Input
Process
Output
Operate
Understanding Web Services
• Web services is a technology that allows applications to communicate with each other in a platform- and programming language-independent manner1
• A Web service is a software interface that describes a collection of operations that can be accessed over the network through standardized XML messaging1
Understanding Web Services: Terms
• XML is the Extensible Markup Language. XML is actually a ‘metalanguage’ --a language for describing other languages.1
• XSD (Schema) is a specific definition or implementation of XML for a specific purpose. The XSD is used to validate the correctness of an XML instance.
• SOAP (Simple Object Access Protocol) is an XML based protocol for accessing remote objects over a network.2
• WSDL (Web Services Description Language) is an XML-based language for describing Web services and how to access them.3
Benefits of Web Services
• Interoperability — Work with various systems programming languages like Java, C++, VBScript, JavaScript, or Perl. In addition. Web Services are virtually platform-independent.1
• Usability — Can use web services from other vendors, “best of breed” instead of re-inventing the wheel. Can focus on developing a solution that uses the web services that works best for you.1
• Reusability — Component-based development, can use object in different applications.1
• Deployability — Web Services are deployed over standard Internet technologies. Firewalls, SSL, etc. are all supported natively.1
Considerations of Web Services
• Matching Requirements – Web services are general solutions. If an extra feature is needed, it is difficult to expand or build on an existing web service. 1
• Immutable Interfaces – Web service interfaces should not change without a new WSDL and location. Additional methods are ok, but then there are many methods that appear similar but with slightly different interfaces. 1
• Guaranteed Execution and Availability – Requires more robust transaction handling and exception to ensure completion of each and every call. Problem is related to HTTP reliability. 1
Benefits of Using HR-XML Standard
• Industry standard schema definition. XML is a language for specifying content. HR-XML consortium defines a specific lingua franca1
(standard language) to be used to communicate between trading partners
• Industry adoption of the HR XML standard creating a seamless way to exchange data between applications. Resume Mirror uses HR-XML JobPositionSeeker 1.1/1.2 and HR-XML Resume 2.0/2.1 schemas to exchange data with our trading partners.
Review of iREX
Rex provides the resume processing content
HR-XML provides the content language or format of the contents (JobPositionSeeker or Resume schemas)
Web services provides the method to call and delivery method
Combination is IREX WEB SERVICE
DEMONSTRATION OF IREX WEB SERVICES
IREX Implementation Scenario: ASP
Customer Experience“Resume Mirror's resume processing technology was very easy
to integrate. We had it working with our solution in a matter of days and our customers are very impressed.”
Peter Blitz, CEO, Maxhire Inc.
– Company Type: Applicant Tracking System (ATS) Vendor
– Solution Delivery: Delivered as an ASP to recruiting companies and corporations
– Where IRex Used: Integrate iRex into their candidate creation workflow. Upload Resume button on the ASP application for both candidate and recruiter
– Benefits to End Users: Reduce data entry to almost zero. Quick creation of new candidate records.
IREX Implementation Scenario: Embedded
Customer Experience“Before iRex, we had 5 Resume Database personnel to manually
process resumes into our ATS/CRM system. Using iRex with industry-standard support for HR-XML, we significantly reduced our time to get a new candidate into the system from days to minutes, and reduced the database personnel by 80%.”
Jay Powell, VP IT, The Computer Merchants Ltd.
– Company Type: IT Solutions and Staffing Company– Solution Delivery: Internal Application for all
consultants in disparate locations, hosted internally.– Where IRex Used: IRex is integrated into the front
office workflow application. Automates the intake of candidates who have applied directly to positions through the website, internet job boards, or print media. Creates new candidate record.
– Benefits to End Users: reduced data entry, faster writer (candidate) to reader (recruiter, HR Rep)
Questions?
Thank you for listening!
Andrew Cunsolo
519-741-1050
1
Supporting Interoperability Through Conformance & Testing Programs
HR-XML Conference 10.21.2003
Andy MoirDirector, Business Development
Drake Certivo
2
Agenda
IntroductionB2B RealitiesConformance and InteroperabilityDrake Certivo ExperienceHR-XMLSuccess Factors for a Conformance & Interoperability Program
3
B2B Realities
Two trading partners are using the same “standard,” but can’t interoperate.Partner education & training absorbs key implementation resourcesDownturn in economy means less resources to meet same objectives
4
B2B Realities
Entry cost to support one or multiple B2B standardsTesting/implementation costs• Time• Resources• Delay costs • Parallel system costs
Difficulties in integration with legacy applications• Gaps in standards• Gaps in legacy systems
5
Conformance and Interoperability
ConformanceDoes an application’s implementation of the specification conform
to all specification requirementsInteroperabilityCan applications from various vendors whose products implement
the standard(s) support the specification’s interchange of documents and data between applications
6
Validating Conformance and Interoperability
Acord• Global Insurance Standards• www.acord.org/Services/certification.aspx• Conformance Testing
EDIINT (AS2)• Transport protocol for EDI over the internet• Primary push has been from retail (Wal-Mart) • Interoperability Testing sponsored by UCC
HIPAA (EDI)• Healthcare• www.claredi.com• Conformance Testing
7
Validating Conformance and Interoperability
HR-XML • Human Resources• www.hrcertify.org• Conformance Testing (self-certification)
OASIS (ebXML)• Cross-Industry • www.oasis.org• Interoperability Testing
Open Applications Group (OAGi)• Automotive, Aerospace, Hi-Tech, etc.• www.openapplicationsgroup.org• Conformance Testing
8
Validating Conformance & Interoperability
RosettaNet• High-Tech• www.rosettanet.org/ready• www.rosettanet.org/interoperability• Interoperability & Conformance Testing
Web Services Interoperability Organization (WS-I)• Cross-Industry• www.ws-i.org• Conformance Testing (Self-Certification)
9
Levels of Conformance
Solution Conformance LevelsTransportSyntax / form / structureContent/payloadProcess/scenarioSolution to solution interoperability
10
Transport (e.g. HTTP, FTP, SMTP)
Payload
Includes the information necessary to complete aninteraction within a businessprocess.
Protocol (e.g. XP, SOAP)
Framework (e.g. ebXML, BizTalk)
Payload (e.g. JobPositionSeeker)
HR-XML focuses on specifications for message payload, but aims to provide context and guidance to enable the entire exchange.
11
Interoperability – A Definition
Interoperability. . . interoperability is the primary prerequisite for
integration …in reality, interoperability cannot be insured by implementing standards alone. *
*WS-I: Providing Tangible Business Benefits Through Web Services Interoperability, ZapThink
12
Interoperability Challenges
Optionally and flexibility in standardsVariable and incompatible interpretations of standardsInsufficient understanding of the interactions among specificationsIndustry specific data content issues
13
Benefits of Interoperability
Enterprise• Reduces effort, expense, and pain of integration• Increases choice of vendors and solutions• Reduces time-to-market for deployments and allows faster adoption• Helps make technology transparent to end users• Provides a forum for dialogue in raising critical implementation issues• Ability to add incremental partners enables a company to scale
beyond initial point to point connections• Allows companies to focus on the business process improvements,
not the connectivity or technology
14
Benefits of InteroperabilityVendors• Reduces cost and complexity for creating solutions• Increases opportunity through increased market for compliant solutions• Reduces time-to-market for solutions• Increases credibility and visibility among customers and prospects due to
proven support for established standards and reduces “vaporware”• Enables vendors to identify and resolve bugs prior to general release of
product to customersConsortium• Feedback from testing improves quality of specifications and resolves
ambiguities• Revenue source• Consortium brand control and member awareness
15
About Drake Certivo
Drake Certivo provides products and services that accelerate eBusiness standards adoption and improve implementation effectiveness for the global supply chain.
Drake Certivo Corporate FactsDrake Certivo was founded in 2000 and is
based in Newport Beach, California http://www.certivo.net
16
About Drake Certivo
Partnerships / working relationships• NIST• OAGi• OASIS• RosettaNet • UCC
Memberships • RosettaNet, OASIS, UCC, OAGi, CompTIA/EIDX, AIAG, and
others
17
About Drake Certivo
ConformanceInteroperabilityTesting SolutionsProfessional ServicesEducation
18
Testing Services
18
19
Drake Certivo Experience
Solution Conformance Programs• RosettaNet Ready™ www.rosettanet.org/ready• OAGi Ready www.openapplications.org/ready• Other programs in development
Interoperability• RosettaNet Interoperability Program
www.rosettanet.org/interoperability• Other programs in development
Implementation Testing for Supply Chain• Jump Start Solution Suite (multi-standard support)
Professional ServicesEducation
20
RosettaNet Ready ™ Program
Badge denotes that a software solution has been tested and deemed compliant with RNIF v2.0.
Badge denotes that a software solution has been tested and deemed compliant with one or several PIPs®.
Badge denotes that a software solution has been tested and deemed compliant with both the RNIF v2.0 and one (or several) PIPs.
21
RosettaNet Ready™ Program
Badges to DateeBizprise – RNIF 2.0Gridnode – 4C1Inovis – RNIF 2.0Sterling Commerce – 5C1webMethods – RNIF 2.0
More in process…
2003 SubscribersCubicThinkeBizpriseGlobal eXchange ServicesHitatchiMicrosoftSterling CommerceTIBCO SoftwareMore in process…
22
OAGi Ready Badges
23
RosettaNet Interoperability Participants
Cyclone CommerceFujitsu LimitedGridNodeGlobal eXchange Services (GXS)iSoft
OracleSterling CommerceTIBCO SoftwareVitriawebMethods
24
Implementation Testing
Trading Partner
Trading Hub
Test
Con
sole
C
lien
t
JSS
Test
H
arn
ess
Test
G
ener
ator
JSS
Test
Su
ite
Define Requirements
Run Test Scripts
Develop
Standards
Live Testing End to
End Testing
JSS Hosted Test Services
1
2
3
45
24
25
IV&I POCTeam
IV&I Test Team
• Test architecture and framework development
• Formalize test requirements and test cases
• Works w/Solution Providers to establish test plan’
• Provides B2B testing/monitoring support
• Participates in POC testing• Harvests experience to
validate DC tools/procedures for conformance testing
• Runs OAGIS Testing and Certification Process
• Monitors POC testing• Maintains architectural
consistency w/OAGIS• Consults w/Vendors as needed• Puts BODs through OAGI
release process
OAGi/NISTB2B TestBed
• Liaison to IV&I POC Team • Reports results and lessons learned
to IV&I POC Team• Coordinating test activities
NIST-OAGi Test BedAutomotive Industry Action Group (AIAG)
• Sets goals & objectives• Manages schedule• Monitors test results
OAGiCertification Facility
atDrake Certivo
OAGiArchitecture
Team
26
Transport (e.g. HTTP, FTP, SMTP)
Payload
Includes the information necessary to complete aninteraction within a businessprocess.
Protocol (e.g. XP, SOAP)
Framework (e.g. ebXML, BizTalk)
Payload (e.g. JobPositionSeeker)
HR-XML focuses on specifications for message payload, but aims to provide context and guidance to enable the entire exchange.
27
Compliance: Lessons Learned
Strong industry support is requiredStandards organization should query members (supply chain and solution providers) to understand the implementation pain pointsSolution providers should be involved in defining the processProgram must be driven by supply chainSupply chain members must demand certification in requests for pricing (RFP)
28
Formula for a Successful Program
Determine what to test/certifyIdentify program goalsEnlist supply chain supportObtain Solution Providers’ buy-in early in programCreate Program TeamDocumentation MarketingSalesTechnologyStructured Feedback into specification
30
BACKUP SLIDES
31
Market Trend – EDI to XML
Intel readies EDI RetirementSanta Clara, Calif.--Intel said it will replace EDI with RosettaNet standards by 2006, making it the first company to publicly commit to retiring electronic data interchange.
The chip maker also said it has reached a RosettaNet milestone: By year-end, Intel will be swapping data in RosettaNet's XML formats over the Internet with 50 trading partners. Intel could save as much as 2 percent of revenue, or roughly $564 million, annually by tuning itssupply chain with Internet technology, estimated Vernon Keenan, founder of analyst firm Keenan Vision. That includes the move away from EDI.
http://www.internetweek.com/story/INW20011217S0001
Source: INTERNETWEEK.com, December 2001
Dell to migrate 100% of suppliers to RosettaNet standard
32
Publishing the specification is not enough . . .
Successful standards have recognized the need for a variety of conformance and interoperability testing programs to help drive adoption:
Partner to partner Self test optionsWeb service (hosted by standards body)Third party hosted
33
Why test conformanceS t a n d a r d s b o d y S o l u t i o n P r o v i d e r 2S o l u t i o n P r o v i d e r 1
P u b l i s hs p e c i f i c a t i o n
A n a l y s ti n t e r p r e t s
s p e c i f i c a t i o n
F u n c t i o n a ls p e c
T e c h n i c a l s p e c
P r o g r a m m e r sc r e a t e
m o d u l e s
F u n c t i o n a lS p e c
A n a l y s ti n t e r p r e t s
s p e c i f i c a t i o n
D e v e l o p m e n to u t s o u r c e d
I n t e r o p e r a b l e ?C u s t o m e r AI m p l e m e n t s
s o l u t i o n 2
C u s t o m e r BI m p l e m e n t s
s o l u t i o n 1
I n t e g r a t e d w i t he B u s i n e s s
s o l u t i o n
P r o d u c tr e l e a s e d
D e v e l o p m e n t
Q A( n o c h e c k o f
s t a n d a r d s p e c )
Q A( n o c h e c k o f
s t a n d a r d b o d ys p e c )
C o n f o r m a n c e ?
C o n f o r m a n c e ?
P r o d u c tr e l e a s e d
34
RosettaNet Ready™ Program
Program Overview• Primarily aimed at software solution providers• Badge vendor compliance to RNIF 2.0 and/or PIP®• Badge specific to major software version release• Volume badging available with annual subscription
pricing• Program supported by all three RosettaNet Supply
Chain Boards (November 2002 Letter to Solution Providers)
• www.rosettanet.org/ready
35
RosettaNet Interoperability Program
Program administered by Drake Certivo, an independent third party, on behalf of RosettaNet ConsortiumTest Results: www.rosettanet.org/interoperability
