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Humanize Your Data: FALL 2019 Release

Visier helps all organizations see the truth and future possibilities of data. For all business and HR leaders, Visier provides cloud-based analytic applications which deliver proven and agile analytics to know, act, and continually adapt your people strategy. We’re excited to share these exciting new innovations with the fall 2019 release of Visier People.

QA starts at 48.09

Watch a video overview of What's New

Visier People ®

Solution Capabilities

Solution Capabilities

Analyze by Position (Organization)

Position management is used to create an organization structure by individual job, regardless of whether or not someone is in the job. It allows for very granular budgeting that is not dependent on staffing, but adds an additional layer between a job code and an employee.

FALL 2019 introduces the ability to analyze by position, which will enable you to analyze:

  • Vacancies (those positions that do not have an incumbent.)
  • Position Cost
  • Funded and unfunded positions
  • Organization visualization by position, including changes over time


Sales Attainment (Talent)

Productivity for sales people is simply quantified by their sales number.  We’ve added Sales Attainment to Talent to provide an individual quantitative performance metric for sales people.

Using this new metric, you will be able to:

  • Report on overall sales
  • Identify retention risks among top performing salespeople
  • Determine if performance ratings align to sales performance
  • Uncover the connection between sales enablement (Learning) and sales attainment
  • Discover other areas where HR can drive improvement in sales

Gender Pay Gap Metrics (Talent)

Visier People now includes the gender pay gap metrics required by mandatory reporting requirements in the United Kingdom. These calculations are useful for any organization that wants to examine the state of the pay gap at their organization.

The mean pay gap is the difference between the average pay for men and the average pay for women  You can expect to see a large difference here if men typically occupy higher paying jobs, however the mean can be skewed by a couple of highly paid individuals.

The median pay gap is the difference between the male employee in the middle range of men, and the middle female employee in the range of women.  This number is less likely to be skewed by a couple of outliers and is more likely to illustrate inequality.

New and Improved What-If Models (Talent, Workforce, Explore)

FALL 2019 introduces one new What-if Model as well as some improvements to another model.

  • What-If for Workforce: What is the Projected Impact of Injuries?
    Adjust the hours worked, injury frequency, and injury severity to model out different scenarios.
  • What-If for Talent: What is the Projected Headcount?
    Adjust starts, exits, and now internal movement to model out different scenarios. This can also be used in breakdowns to analyze Female and Minority ratios.
  • What-If: Explore
    Projection metrics are visible in Explore and can be adjusted from there. The greater visibility adds to the understanding and context of the visual and analysis and increases adoption.
Data Exploration & Analysis Creation

Data Exploration & Analysis Creation

Range Sets for Numeric Properties

Analysis sometimes calls for filtering or grouping a metric by a numeric property using groupings other than what was provided by the administrator.  For example, instead of grouping headcount by the salary ranges provided, the analyst may want to use a broader or narrower range.  Perhaps the gender pay gap is more clearly defined when salary groupings are at 5k intervals rather than the defined range of $25-$49k.

With the new Range Sets functionality, users can create 1-n bin ranges that can be used for filtering and grouping numeric properties.  Users can save their range sets and share them with other users.  This capability can be gated and only rolled out to power users if desired.

Improvements to the Relationship & Quadrant Visuals

FALL 2019 makes improvements to the Relationship and Quadrant visuals (formally the Scatter Plot and Scatter Plot 2×2 visuals) that eliminate some limitations and further enhances the clarity of the visual.

The new visuals:

  • Provides the option to include  data labels of the plotted items that can be viewed online but are also exported to ppt and pdf.
  • Allows the user to customize the quadrant color and name to help illustrate the distribution of data across quadrants to consumers of the analysis.
  • Allows the user to use color to see patterns with the data by supporting the ability to  dice by secondary dimensions.


The Movement visualization now has support for multiple measure variants to allow for flexible movement models. Count is standard within the blueprint but additional variants can be customized to include rate, annualized rate, and so on. Blueprint will contain additional measure variants in subsequent releases.

View and Comparing Personalizations

Depending on their role, different users want to see different properties when comparing employees, viewing details on employees, or downloading details to Excel. For example Finance users may only be interested in seeing or downloading financial properties for employees like Base Pay, Compa Ratio, whereas HRBPs may want to see properties like Job Role, Employment Type and Risk of Exit.

  • Personalize Employee Properties
    Users can now personalize which properties are shown when viewing records (employees, applicants, or requisitions) in the Compare room or viewing details. This ensures users only see the properties they are interested in.
  • Define the Excel Download
    Users can also personalize the properties that they need for download, reducing the file size and avoiding unnecessary cleanup after the fact.
  • Capture and Share Comparisons
    Users can now capture and share comparisons with other employees and groups so that they can further the conversation and keep everyone looped in.


Continuous Workforce Planning via Extending Plan Timeline

Continuous workforce planning is when the workforce plan is continually updated, whether on a regular cadence, or due to an event such as a reorganization, or shifting business strategy.  This enables planners to adapt to changing conditions.

Visier People Planning is now allowing users to extend planning timeline while keeping existing edits so that there is no need to recreate a plan or re-enter plan values.  Visier will automatically generate projected values for new periods.

System Administration

Download User Security Details

To enable administrators to assess security or share insight into who can access what areas of the solution, Visier People has the ability to create detailed excel files of security access.  These files show the permission definitions and associations that Visier applies to a user when they explore data or consume analysis, and the source of that assignment.

This file can then be used to apprise users of the extent of their access or to do a complete security assessment of Visier People to identify who has access and is that access appropriate.

Surfacing Security Permissions to Users & Admins

New this fall, users will be able to see which security permissions are applied to them when exploring data or viewing an analysis.  This visibility into the security limits that apply to them will help users to understand and trust the data that they are looking at.

This also enables administrators to preview and validate a user’s security profile prior to rolling out to them, avoiding any misapplication of security.

Visier Benchmarks

The quarterly Visier Benchmarks publication is scheduled for release with Preview of FALL 2019. This data set will include Benchmark Trends for Q2 2019.

Visier Academy

Existing eLearning modules will be refreshed to include new features and functionality.

In addition to the existing catalog of Visier People webinars and on-demand videos supporting Admin Panel, Power User and Content Consumer personas, will be offering a Benchmarks webinar.