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The Data Warehouse Toolkit - Third Edition
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Thus far the dimensional models we have designed closely resemble each other; the fact tables contain key performance metrics that typically can be added across all the dimensions. It is easy for dimensional modelers to get lulled into a kind of additive complacency. In most cases, this is exactly how it is supposed to work. However, with HR employee data, a robust employee dimension supports numerous metrics required by the business on its own.
To frame the problem with a business vignette, let’s assume you work in the HR department of a large enterprise. Each employee has a detailed HR profile with at least 100 attributes, including hire date, job grade, salary, review dates, review outcomes, vacation entitlement, organization, education, address, insurance plan, and many others. Employees are constantly hired, transferred, and promoted, as well as adjusting their profiles in a variety of ways.
A high-priority business requirement is to accurately track...
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