Get Ahead of the UKG Query Studio Sunset with Mosaic’s Automated Conversion Tool

Hi there,

As you may have heard, UKG has announced that People Analytics (BI) will be upgraded to IBM Cognos Analytics version 12.0.4 in early 2026. This upgrade will render existing Query Studio reports obsolete and will no longer be available to run post-upgrade. Therefore, it is imperative to convert any active Query Studio reports to the new reporting format before this transition.​

Impact on Your Organization:

  • Report Accessibility: Query Studio reports that are not converted prior to the upgrade will become inaccessible, potentially disrupting your data analysis and reporting workflows.​
  • Manual Identification: UKG’s current recommendation involves manually sifting through each folder to identify and convert these reports—a process that can be both time-consuming and prone to oversight.​

Mosaic’s Automated Solution:

At Mosaic, we understand the challenges posed by this manual approach. That’s why we have developed a unique, automated solution designed to streamline the identification of Query Studio reports that will allow you the ability to quickly convert Query Studio Reports or enlist the help of one of our expert Technical BI Consultants to do so for you. Our tool not only accelerates the conversion process but also minimizes the risk of missing critical reports, ensuring a seamless transition to the upgraded system.​

Next Steps:

 

We encourage you to reach out to our team to learn more about this automated solution. We are offering a special package deal for early adopters, providing both cost savings and peace of mind as you prepare for the upcoming upgrade.​

Please contact us at info@mosaic-cg.com to schedule a consultation or simply reply to this email.

Thank you for your attention to this matter. We look forward to assisting you in making this transition as smooth as possible.

GET IN TOUCH TODAY

Addressing Workplace Conflict: HR Strategies for Conflict Resolution

, , ,

Conflict is an inevitable part of any workplace. As individuals with diverse backgrounds, experiences, and personalities come together, disagreements and tensions are bound to arise. However, if left unaddressed, workplace conflict can have detrimental effects on employee morale, productivity, and overall organizational culture. This is where Human Resources (HR) departments play a crucial role in managing and resolving conflicts effectively. In this blog post, we will explore some HR strategies for conflict resolution, aiming to foster a harmonious work environment.

  1. Promote Open Communication
    Effective communication lies at the core of conflict resolution. HR departments should encourage open and honest communication channels among employees. By establishing a culture that values respectful dialogue and active listening, conflicts can be addressed early on, preventing them from escalating into larger issues. HR can organize workshops or training sessions to enhance communication skills and promote understanding between conflicting parties.
  2. Establish Clear Policies and Procedures
    Clear policies and procedures provide employees with guidelines for appropriate behavior and conflict resolution. HR should develop comprehensive policies that outline the steps to be taken when conflicts arise. These policies should encompass reporting mechanisms, confidentiality provisions, and a fair process for investigation and resolution. By setting expectations and ensuring consistency in addressing conflicts, HR can create a sense of fairness and transparency.
  3. Encourage Mediation and Collaboration
    Mediation is a valuable tool for resolving workplace conflicts. HR can appoint neutral mediators who are trained in conflict resolution techniques. Mediators facilitate constructive conversations between the involved parties, helping them explore underlying issues, find common ground, and reach mutually acceptable solutions. By encouraging collaboration and compromise, HR can restore trust and improve relationships between conflicting employees.
  4. Provide Conflict Resolution Training
    Conflict resolution skills are not inherent for everyone, but they can be learned and developed. HR departments should offer conflict resolution training programs for employees at all levels of the organization. These programs can cover topics such as active listening, negotiation techniques, and strategies for managing emotions during conflicts. By investing in training, HR empowers employees to address conflicts constructively and independently, reducing the need for external intervention.
  5. Implement a Confidential Reporting System
    In some cases, employees may hesitate to report conflicts due to fear of retaliation or the involvement of personal relationships. HR should implement a confidential reporting system, such as an anonymous hotline or a dedicated email address, where employees can express their concerns without fear of consequences. Ensuring anonymity fosters trust and encourages employees to come forward, providing HR with valuable information to address conflicts promptly.
  6. Foster a Positive Organizational Culture
    A positive organizational culture plays a significant role in conflict prevention and resolution. HR should work alongside organizational leaders to create a work environment that values diversity, respect, and collaboration. By promoting teamwork, recognition of achievements, and a healthy work-life balance, HR can foster a culture where conflicts are less likely to arise, and employees feel empowered to address them in a constructive manner.

Addressing workplace conflict is a vital responsibility of HR departments. By implementing effective strategies for conflict resolution, HR professionals can minimize the negative impacts of conflicts and create a more harmonious work environment. From promoting open communication and providing conflict resolution training to establishing clear policies and encouraging collaboration, HR plays a crucial role in transforming conflicts into opportunities for growth, learning, and stronger relationships among employees. Ultimately, by prioritizing conflict resolution, organizations can create a workplace where individuals can thrive and contribute to the overall success of the company.