LeanIX Example

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Prompt

Create a comprehensive example of a full Inventory for LeanIX, specifically tailored to the Human Resources (HR) domain. The inventory should include all relevant objects and demonstrate their interconnections. Please include the following components:

1. **Organization**: Define the HR department’s organizational structure, including:
– Department hierarchy (e.g., HR Director, Recruitment Manager, Training Manager)
– Key roles and responsibilities

2. **Business Capability**: Identify and describe key HR business capabilities, such as:
– Recruitment and Talent Acquisition
– Employee Onboarding
– Performance Management
– Training and Development
– Employee Engagement and Retention

3. **Business Context**: Outline the business context in which HR operates, including:
– Relevant business processes (e.g., hiring, employee data management, benefits administration)
– External factors influencing HR (e.g., labor laws, market trends)

4. **Data Object**: Define critical HR data objects, such as:
– Employee Records
– Job Descriptions
– Performance Reviews
– Training Records
– Payroll Information

5. **Application**: List and describe HR applications or systems used, including:
– HR Information System (HRIS)
– Recruitment Software
– Performance Management Tools
– Learning Management System (LMS)
– Time and Attendance Tracking Systems

6. **Interface**: Identify interfaces between HR applications and other systems, such as:
– Integration between HRIS and Payroll Systems
– API connections between Recruitment Software and Job Boards
– Single Sign-On (SSO) integration for HR applications

7. **IT Component**: Specify IT components supporting HR functions, including:
– Servers hosting HR applications
– Database management systems for HR data
– Cloud services used for HR (e.g., AWS for HRIS)

8. **Relationship Mapping**: Demonstrate how these inventory objects relate to each other. For example:
– How a Business Capability (e.g., Recruitment) is supported by Applications (e.g., Recruitment Software) and Data Objects (e.g., Job Descriptions)
– How Interfaces enable data flow between Applications and IT Components

9. **Additional Elements**: Include any other relevant LeanIX inventory objects that apply to the HR domain, such as:
– **Business Process**: Detailed workflows for HR processes
– **Technical Component**: Specific technologies used (e.g., programming languages, frameworks)

The example should be structured, detailed, and clearly illustrate the interconnectedness of the various inventory objects within the HR context. Ensure that the example is realistic and reflects common practices in HR management.

Abacus.AI

Overview

Below is a fictitious but realistic LeanIX inventory for the HR domain of “Acme Corporation”.
It is structured by LeanIX-style Fact Sheet types (Organization, Business Capability, Business Process, Application, Data Object, IT Component, Interface, etc.) and shows the end-to-end relationships.

1. Organization (HR Department Structure)

1.1 Organizational Units (LeanIX: Organization Fact Sheets)

Top-level Organization:

  • Name: Corporate Functions
  • Children:
    • Finance
    • Legal
    • Human Resources (HR)

HR Sub-structure:

  1. Human Resources (HR)
    • HR Leadership & Strategy
      • HR Director
      • HR Business Partners (by region or business unit)
    • Talent Acquisition & Employer Branding
      • Recruitment Manager
      • Talent Sourcers
      • Recruitment Coordinators
    • People Operations & HR Services
      • HR Operations Manager
      • HR Generalists
      • HR Administrators
    • Learning, Training & Development
      • Training Manager
      • L&D Specialists
    • Performance, Compensation & Benefits
      • Performance & Rewards Manager
      • Compensation Analysts
      • Benefits Specialists
    • Employee Relations & Engagement
      • Employee Relations Manager
      • Engagement Specialists
    • HR Systems & Analytics
      • HRIS Manager
      • HR Data Analysts
      • HR Tech Support

1.2 Key Roles & Responsibilities (examples)

  • HR Director
    • Defines HR strategy and roadmap
    • Owns HR Business Capabilities & Processes in LeanIX
    • Approves major HR system changes
  • Recruitment Manager
    • Owns Talent Acquisition processes and capabilities
    • Application owner for Recruitment Software (ATS)
    • Ensures compliance with hiring policies
  • Training Manager
    • Owns Training & Development processes
    • Business owner for LMS
    • Ensures learning content meets regulatory and business needs
  • HR Operations Manager
    • Owns Employee Data Management, Onboarding, Offboarding
    • Functional owner for HRIS
  • HRIS Manager
    • Technical owner of HRIS and HR integrations
    • Coordinates with IT for infrastructure, security, and upgrades

2. Business Capabilities (LeanIX: Business Capability)

2.1 Level-1 / Level-2 HR Capabilities

L1 Capability L2 Capability (examples) Description
HR Strategy & Governance Workforce Planning, HR Policy Management Strategic HR planning, policies, governance
Talent Acquisition Recruitment & Talent Acquisition Attract & hire talent, manage candidate lifecycle
Employer Branding Maintain employer reputation, careers site
Onboarding & Offboarding Employee Onboarding New hire setup, provisioning, orientation
Employee Offboarding Exits, knowledge transfer, access revocation
Workforce Administration Employee Data Management, Position Management Maintain core HR master data
Performance & Rewards Performance Management Set goals, evaluate performance, feedback cycles
Compensation & Benefits Management Salary structures, bonuses, benefits
Learning & Development Training & Development Learning programs, compliance training
Career & Succession Management Talent pools, succession plans
Employee Experience Employee Engagement & Retention Engagement surveys, initiatives, recognition
HR Compliance & Risk HR Compliance, Labor Relations Labor law adherence, unions, audits
HR Analytics & Reporting People Analytics, HR Dashboards HR KPIs, predictive analytics

Each capability in LeanIX can be linked to:

  • Owning Organization (e.g., Talent Acquisition ↔ Talent Acquisition & Employer Branding)
  • Business Processes
  • Supporting Applications
  • Consumed/produced Data Objects

3. Business Context (LeanIX: Business Context, Business Process)

3.1 Key HR Business Processes

Example Business Process Fact Sheets (often L2 or L3 beneath a value stream):

  • End-to-End Hiring Process
    • Requisition Creation & Approval
    • Job Posting & Sourcing
    • Candidate Screening & Interviewing
    • Offer Management & Contract Signing
    • Pre-boarding (pre-start checks, background checks)
  • Employee Onboarding Process
    • New Hire Data Collection
    • Account & Access Provisioning (SSO, email, applications)
    • Orientation & Welcome Session
    • Training Plan Assignment (LMS)
    • Probation Period Evaluations
  • Employee Data Management Process
    • Master Data Maintenance (name, address, job, manager)
    • Organization & Position Changes
    • Document Management (contracts, agreements)
  • Performance Management Cycle
    • Goal Setting
    • Mid-year Check-ins
    • Year-end Appraisals
    • Calibration & Rewards Input
  • Training & Development Process
    • Training Needs Analysis
    • Course Design & Approval
    • Training Delivery (classroom/e-learning)
    • Training Evaluation & Follow-up
  • Benefits & Payroll Process
    • Benefits Enrollment
    • Payroll Data Preparation (time, allowances)
    • Payroll Processing & Verification
    • Payslip Distribution & Queries
  • Employee Engagement & Retention Process
    • Survey Design & Distribution
    • Action Planning & Follow-up
    • Recognition Programs
    • Exit Interviews & Retention Analytics

Each process is linked in LeanIX to:

  • Business Capability (e.g., End-to-End Hiring ↔ Talent Acquisition)
  • Applications (ATS, HRIS, Payroll, LMS, Engagement Tool)
  • Data Objects (e.g., Candidate Profile, Employee Record)
  • Organization (process owners)

3.2 External Business Context

Typical external factors (modeled as attributes / references in Processes or Capabilities):

  • Labor & Employment Laws:
    • National labor laws (working hours, minimum wage, overtime)
    • Equal Employment Opportunity (EEO) / anti-discrimination regulations
    • Data privacy (e.g., GDPR, local privacy acts)
    • Health & Safety regulations
  • Market Trends:
    • Talent shortages in key roles
    • Remote/hybrid work patterns
    • Gig economy & contingent workforce
    • Evolving skills requirements (digital skills, AI literacy)
  • Industry Requirements:
    • Industry-specific certifications (e.g., safety, compliance)
    • Union agreements or collective bargaining

These are typically reflected as constraints/attributes on:

  • Business Processes (e.g., “Hiring – must retain candidate data no longer than X months”)
  • Data Objects (retention rules, legal basis)
  • Applications (compliance certifications, data residency)

4. Data Objects (LeanIX: Data Object)

4.1 Core HR Data Objects

Data Object Description Key Attributes (examples) Primary Systems Sensitivity
Employee Record Master record of an employee Employee ID, Name, Contact, Job, Manager, Org Unit, Start/End Dates HRIS (master), Payroll, LMS, Performance Tool Highly confidential (PII)
Candidate Profile All data related to an applicant Name, CV, Source, Status, Interviews, Offers ATS Confidential (PII, retention-limited)
Job Requisition Opening request for a position Position, Department, Location, Hiring Manager, Budget, Status ATS, HRIS Internal confidential
Job Description Role responsibilities and requirements Title, Mission, Responsibilities, Required Skills, Grade HRIS / Document Mgmt, ATS Internal
Performance Review Periodic evaluation data Period, Goals, Ratings, Manager Comments Performance Mgmt Tool, HRIS snapshot Confidential
Goal / Objective Individual or team goals Description, Weight, Target Date, KPI Performance Mgmt Tool Internal
Training Record Training completion record Employee, Course, Completion Date, Score, Certificate LMS, HRIS (sync) Internal/confidential (compliance-relevant)
Training Catalog Available courses Course ID, Title, Type, Owner, Tags LMS Internal
Payroll Information Pay & deduction details Salary, Bonus, Taxes, Deductions Payroll System, HRIS (read-only subset) Highly confidential
Time & Attendance Record Recorded hours & absences Employee, Date, Hours, Overtime, Leave Type T&A System, Payroll, HRIS Confidential
Benefits Enrollment Selected benefits per employee Plans, Coverages, Beneficiaries Benefits / Payroll System, HRIS Confidential
Engagement Survey Response Employee feedback Survey ID, Responses, Scores, Comments Engagement Platform Confidential / anonymized in analytics

These Data Objects are mapped to:

  • Applications that create/own them
  • Business Processes that use them
  • IT Components (DBMS, storage) where they are stored
  • Risk/compliance attributes (privacy, retention, classification)

5. Applications (LeanIX: Application)

5.1 Core HR Application Landscape

  1. HRIS – “Acme HR Core”
    • Type: HR Information System (system-of-record for employees)
    • Capabilities supported:
      • Workforce Administration
      • Employee Onboarding & Offboarding
      • Organization & Position Management
      • Basic Time-Off Management
    • Key Data Objects: Employee Record, Job Description (link), Org Structure, Benefits Enrollment (subset)
    • Main Users: HR Ops, HR Business Partners, Managers (self-service), Employees (self-service)
    • Lifecycle: In Use (core strategic system)
    • Interfaces:
      • Outbound to Payroll System
      • Outbound to LMS
      • Outbound to T&A System
      • Outbound to Identity Provider (for SSO user provisioning)
    • Hosting: SaaS (e.g. Workday / SAP SuccessFactors-style)
  2. ATS – “Acme Talent Recruit”
    • Type: Recruitment / Applicant Tracking System
    • Capabilities supported: Recruitment & Talent Acquisition, Employer Branding
    • Key Data Objects: Candidate Profile, Job Requisition, Offers
    • Main Users: Recruiters, Hiring Managers, HRBP
    • Interfaces:
      • Inbound from HRIS (positions & org data for requisitions)
      • Outbound to HRIS (create new Employee Record on hire)
      • Outbound to external job boards via APIs
      • Inbound from SSO (authentication)
    • Hosting: SaaS
  3. Performance Management Tool – “Acme Performance”
    • Type: Performance & Goal Management
    • Capabilities supported: Performance Management, Goals & Objectives, Succession Planning (partial)
    • Key Data Objects: Performance Review, Goal / Objective
    • Interfaces:
      • Inbound from HRIS (Employee, Org, Manager hierarchy)
      • Optional outbound to HRIS (store final rating, promotion recommendations)
      • Inbound from SSO
    • Hosting: SaaS
  4. LMS – “Acme Learning Hub”
    • Type: Learning Management System
    • Capabilities supported: Training & Development, Compliance Training
    • Key Data Objects: Training Catalog, Training Record
    • Interfaces:
      • Inbound from HRIS (employees, org structure)
      • Outbound to HRIS (training completion summary)
      • Inbound from SSO
    • Hosting: Cloud (SaaS or IaaS-based)
  5. Time & Attendance – “Acme TimeTrack”
    • Type: Time & Attendance Tracking
    • Capabilities supported: Time & Attendance, Absence Management
    • Key Data Objects: Time & Attendance Record
    • Interfaces:
      • Inbound from HRIS (employees)
      • Outbound to Payroll (approved time data)
      • Inbound from SSO
    • Hosting: Vendor SaaS
  6. Payroll System – “Acme Pay”
    • Type: Payroll & Benefits Administration
    • Capabilities supported: Payroll Processing, Benefits & Deductions, Tax Reporting
    • Key Data Objects: Payroll Information, Benefits Enrollment
    • Interfaces:
      • Inbound from HRIS (employee master data)
      • Inbound from T&A system (hours/overtime)
      • Outbound to HRIS (net salary, cost center allocation)
    • Hosting: On-premise or hosted managed service (example)
  7. Engagement Platform – “Acme Pulse”
    • Type: Employee Engagement & Survey Tool
    • Capabilities supported: Employee Engagement & Retention, Pulse Surveys, Recognition
    • Key Data Objects: Engagement Survey Response, Engagement Scores
    • Interfaces:
      • Inbound from HRIS (employee list, org structure)
      • Inbound from SSO
    • Hosting: SaaS
  8. Document Management – “Acme HR Docs” (optional but common)
    • Stores contracts, policies, signed forms.
    • Integrated with HRIS (employee docs linked to Employee Record).

Each Application Fact Sheet in LeanIX is linked to:

  • Business Capabilities it supports (functional fit)
  • Business Processes it implements
  • Consumed/produced Data Objects
  • Underlying IT Components (DBMS, OS, cloud platform)
  • Provider (Vendor), Lifecycle, Technical/Functional quality

6. Interfaces (LeanIX: Interface)

6.1 Key Integrations

Interface Name Source App Target App Type Frequency Main Data Objects Direction
HRIS → Payroll Master Data Sync Acme HR Core Acme Pay API / SFTP Daily / On Change Employee Record, Org Data Outbound
T&A → Payroll Time Data Export Acme TimeTrack Acme Pay File / API Per pay period Time & Attendance Record Outbound
ATS → HRIS New Hires Acme Talent Recruit Acme HR Core API Event-based Candidate Profile → Employee Record Outbound
HRIS → LMS Learner Sync Acme HR Core Acme Learning Hub API / SCIM Daily / On Change Employee Record, Org Outbound
LMS → HRIS Training Completion Acme Learning Hub Acme HR Core API / File Daily Training Record Outbound
HRIS → Performance Mgmt Employee Sync Acme HR Core Acme Performance API / File Daily / On Change Employee Record, Org, Manager Outbound
Perf Mgmt → HRIS Final Ratings Acme Performance Acme HR Core API / File Cycle-end Performance Review (summary) Outbound
HRIS → Engagement Platform Acme HR Core Acme Pulse API / SCIM Daily Employee Record (minimal) Outbound
SSO / IdP → HR Apps IdP (e.g. Okta/AAD) All HR Apps SAML/OIDC On login Authentication / tokens N/A
ATS → External Job Boards Acme Talent Recruit Job Boards (3rd p.) REST API Event-based Job Requisition, Job Description Outbound

Each Interface in LeanIX is linked to:

  • Source and target Applications
  • Data Objects moved
  • IT Components used (e.g., iPaaS, ESB, API Gateway)
  • Security attributes (encryption, auth method)

7. IT Components (LeanIX: IT Component / Technical Component)

7.1 Infrastructure & Platforms

Examples of IT Component Fact Sheets:

  • AWS EC2 – HR Application Servers
    • Type: IaaS Compute
    • Used by: Payroll (if hosted), Integration Middleware
    • Linked Applications: Acme Pay (if not SaaS), Integration Hub
  • AWS RDS – HR Database Cluster
    • Type: DBaaS (e.g., PostgreSQL)
    • Used by: Acme Pay, Integration Hub, HR Reporting Datamart
    • Data Objects: Employee Record (replica), Payroll Information
  • Integration Platform – “Acme Integration Hub”
    • Type: iPaaS / ESB (e.g., Mulesoft, Boomi)
    • Supports: All API / file-based HR integrations
    • Linked to Interfaces (HRIS ↔ Payroll, ATS ↔ HRIS, etc.)
  • Identity Provider – “Acme IdP (Okta/Azure AD)”
    • Type: SSO / IAM (Technical Component)
    • Used by: All HR Apps
    • Capabilities: SAML/OIDC, SCIM provisioning
  • Object Storage – “Acme HR Archive Storage”
    • Type: Cloud Object Storage (e.g., AWS S3)
    • Used for: Export files, historical reports, backup archives
    • Data Objects: Historical Payroll Information, anonymized HR datasets

7.2 Software & Technical Components

  • PostgreSQL DBMS
    • Used by: Payroll, HR Reporting Datamart
  • Java / Spring Boot
    • Used by: Custom integrations, HR portals
  • Node.js / React
    • Used by: Custom Employee Self-Service extensions
  • Kafka (optional)
    • Event streaming for HR events (new hire, org change) to other systems

Each IT Component is:

  • linked to Applications using it
  • linked to Interfaces if they rely on middleware/gateways
  • given lifecycle, technical risk, and ownership (IT Ops / Platform team)

8. Relationship Mapping (End-to-End Examples)

8.1 Capability: Recruitment & Talent Acquisition

Trace 1 – From Capability to Infrastructure

  1. Business Capability:
    • Talent Acquisition → Recruitment & Talent Acquisition
  2. Related Business Processes:
    • End-to-End Hiring Process
    • Requisition Creation & Approval
    • Job Posting & Sourcing
    • Interview Management
    • Offer Management
  3. Supporting Applications:
    • Acme Talent Recruit (ATS) – Primary
    • Acme HR Core (HRIS) – for positions, hiring manager, org data
    • Acme HR Docs – for storing signed offers/contracts
    • Job boards – external systems via interfaces
  4. Key Data Objects & Ownership:
    • Job Requisition (primary in ATS, reference in HRIS)
    • Job Description (maintained in HRIS / DMS, replicated to ATS)
    • Candidate Profile (primary in ATS)
    • Employee Record (created in HRIS once candidate is hired)
  5. Interfaces:
    • HRIS → ATS (Org structure, open positions, Hiring Manager)
    • ATS → HRIS (New hire creation)
    • ATS → Job Boards (job postings)
    • SSO → ATS (authentication)
  6. IT Components:
    • ATS SaaS platform (vendor-managed)
    • Integration Hub (for HRIS ↔ ATS API flows)
    • IdP (SSO)
    • Object Storage (archived CVs, if applicable)

LeanIX Object Links:

  • Business Capability: Recruitment & Talent Acquisition
    • realizes → Business Process: End-to-End Hiring
    • is realized by → Application: Acme Talent Recruit
    • requires → Data Objects: Candidate Profile, Job Requisition
    • is supported by → Organization: Talent Acquisition & Employer Branding
  • Application: Acme Talent Recruit
    • runs on → IT Component: ATS SaaS Platform
    • interfaces with → Application: Acme HR Core, External Job Boards
    • reads/writes → Data Objects: Candidate Profile, Job Requisition

8.2 Capability: Employee Onboarding

  1. Business Capability:
    • Onboarding & Offboarding → Employee Onboarding
  2. Processes:
    • New Hire Setup
    • Access Provisioning
    • Orientation & Training Assignment
  3. Applications:
    • HRIS: Acme HR Core (master employee record & onboarding tasks)
    • ATS: Trigger for new hire
    • LMS: Assign mandatory onboarding courses
    • IdP & ITSM (for account creation – often modeled outside HR domain)
  4. Data Objects:
    • Employee Record (created & enriched)
    • Job Description (used to determine onboarding path)
    • Training Record (onboarding courses completion)
  5. Interfaces:
    • ATS → HRIS (new hire event)
    • HRIS → IdP (user provisioning)
    • HRIS → LMS (course assignments / learner sync)
  6. IT Components:
    • HRIS SaaS
    • IdP
    • LMS SaaS
    • Integration Hub

8.3 Capability: Performance Management

  1. Business Capability:
    • Performance & Rewards → Performance Management
  2. Processes:
    • Goal Setting
    • Mid-Year Review
    • Year-End Appraisal & Calibration
  3. Applications:
    • Acme Performance (Performance Mgmt Tool)
    • Acme HR Core (for employee/manager data and storing final ratings)
  4. Data Objects:
    • Performance Review (detailed in Performance Tool, summary in HRIS)
    • Goal / Objective
  5. Interfaces:
    • HRIS → Performance Tool (employees, hierarchy)
    • Performance Tool → HRIS (final ratings, promotion recommendations)
  6. IT Components:
    • Performance Mgmt SaaS
    • Integration Hub
    • IdP (SSO)

9. Additional Elements

9.1 Business Process Fact Sheets (sample definitions)

Business Process: End-to-End Hiring

  • Owner: Recruitment Manager (Organization: Talent Acquisition)
  • Linked Capability: Talent Acquisition → Recruitment & Talent Acquisition
  • Steps (L3 / BPMN-level):
    1. Hiring Manager submits requisition in ATS
    2. HR approves requisition & budget
    3. Job is posted to job boards
    4. Candidates apply; ATS tracks applications
    5. Recruiter & Hiring Manager screen and interview candidates
    6. Offer is created and sent
    7. Candidate accepts; ATS sends new hire data to HRIS
    8. Onboarding tasks triggered in HRIS
  • Applications: Acme Talent Recruit, Acme HR Core, Job Boards, HR Docs
  • Data Objects: Job Requisition, Candidate Profile, Job Description, Employee Record

Business Process: Annual Performance Review

  • Owner: Performance & Rewards Manager
  • Capability: Performance Management
  • Apps: Acme Performance, Acme HR Core
  • Data Objects: Performance Review, Goal / Objective
  • HR Calendar: defined cycle dates, deadlines

9.2 Technical Component Fact Sheets

Examples of LeanIX Technical Component entries for HR domain:

Technical Component Type Used by Notes
Java 17 / Spring Boot Programming Custom HR Portals, Integrations Microservices wrapping HRIS APIs
React Frontend FW Employee self-service extensions Used for HR dashboards
REST APIs (JSON/HTTPS) Protocol All HR integrations Standardized for HRIS, ATS, LMS
SAML 2.0 / OIDC Auth Protocol SSO with HR Apps Provided by IdP
ETL Tool (e.g., Talend) Data Integration HR Datamart, HR Analytics For batch HR data into DW

These Technical Components are linked in LeanIX to:

  • Applications that use them
  • Interfaces (for protocol/technology)
  • IT Components (e.g., runtime platforms)

10. How to Use This as a LeanIX Inventory Blueprint

If you want to implement this in LeanIX, a practical approach is:

  1. Create Organization Fact Sheets for:
    • Corporate Functions → Human Resources → Sub-departments.
  2. Define Business Capabilities with up to 2–3 levels for HR, link each to its owning Organization.
  3. Model Business Processes and link:
    • To the capabilities they realize.
    • To the primary Applications and Data Objects used.
  4. Create Application Fact Sheets for each HR system (HRIS, ATS, LMS, etc.), capturing:
    • Lifecycle, owner, vendor, criticality.
    • Supported Capabilities & Processes.
  5. Define Data Object Fact Sheets for all HR data listed, and link them:
    • To Applications (CRUD responsibility).
    • To Processes and Capabilities (where they are used).
  6. Add IT Component / Technical Component Fact Sheets (DBMS, cloud platforms, IdP, frameworks) and link them to Applications and Interfaces.
  7. Create Interface Fact Sheets for each significant integration, linking:
    • Source/Target Applications
    • Data Objects
    • Technical Components (API gateways, protocols).

If you’d like, I can next:

  • Turn this into a tabular import template (e.g., CSV column suggestions) aligned to LeanIX’s import structure, or
  • Build a specific example for just one capability (e.g., Recruitment) with all Fact Sheet attributes fully filled out as you would see them inside LeanIX.