con9091_xiang-con9091 how mckesson successfully delivered the largest oracle hr analytics project...

How McKesson Successfully Delivered the Largest HR Analytics Project

Ling Xiang Oracle BI Applications Product ManagerIan Leath Enterprise Solutions Director McKessonBarry Cooper Head of Development McKesson

Copyright © 2013, Oracle and/or its affiliates. All rights reserved.2

The following is intended to outline our general product direction. It is intended for information purposes only, and may not be incorporated into any contract. It is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release, and timing of any features or functionality described for Oracle’s products remains at the sole discretion of Oracle Corporation.”


Oracle BI Applications Product FamilyRapid Performance Insight

CRM ANALYTICS

ORACLE BUSINESS INTELLIGENCE FOUNDATIONAND OTHER OPERATIONAL AND ANALYTIC SOURCES

SOURCE ADAPTERS:

ERP ANALYTICS


Pre-Built Analytic Warehouse1.• Business Analytics Warehouse• Over 300 star schemas • Designed for analysis and reporting

2.

Role-Based DashboardsBest Practice Metrics3. 4.• Over 10,000 metrics • Additional pre-defined calculations• Based on best practices

• Pre-mapped integration • Fusion, EBS, PSFT, SEBL , JDE, IBM• Role-based Security

• Over 500 Dashboards and Pages• Over 3,000 reports• Across Lines of Business

Certified Application Integration

Oracle BI Apps: Deeper than Dashboards


What’s in Human Resources Analytics (11.1.1.7.1)

• Retention• Overview• Retention Hotspots• Top Performers• Trends

• Absence and Accrual• Overview• Accrual• Absence Trends• Absence Details• Absence Calendar

• Compensation• Overview• Salary Compression• Pay for Performance

• Fusion Embedded Content

• Workforce Trend• Turnover Trend

• Workforce Effectiveness• Corporate Contribution• Effectiveness• Trends

• Workforce Deployment• Overview• Staffing• Demographics• Trends

• Workforce Development• Overview• Employee Performance by

Supervisor• Employee Performance• Supervisor Performance• Internal Mobility• Top Performers• Under Performers

• Recruitment• Overview• Requisitions• Vacancy Analysis• Recruitment Pipeline• Offer Analysis• New Hires• Applicant Pool• Quality of Hire• Recruiter Effectiveness• Requisition Recruitment

Activities• Recruitment Event Details• Candidate Sourcing

• Learning• Overview• Manage Enrollments• Training Results• Delivered Training

• Time and Labor• Overview• Timecard Monitoring• Processed Time• Time Coverage• Time Trend• Estimated Labor Cost

• Payroll• Overview• Payroll Trend• Payroll Cost• Overtime Spend• Payroll Labor Hours

Dashboards 11 Dashboard Pages 55 Reports 323 Attributes 683 Metrics 600


Benefits of Time and Labor Analytics …• Gain quick insight into key time collection

metrics and monitor timecard status Analyze reported time trend and time usage

pattern

Track productive and non-Productive time and control overtime usage

Check reported and processed payable time variance

Analyze time posting to payroll and projects

Easy navigation from key metrics, time trend to transactional timecard details

Support Oracle and PeopleSoft Time and Labor; Support for Fusion Time Labor is planned

What Is New HR Analytics 11.1.1.7.1Time and Labor


A new star schema to store pay run transactions including earnings, deductions, taxes and special balances

Aggregate payroll balances into configurable summary measures for better total compensation and cost analysis, e.g. total base pay, employer-paid healthcare cost and taxes, etc.

Time trend analysis on payroll measures e.g. year, quarter, month and year ago

Custom fields to extend payroll balances

Support Fusion, EBS and PeopleSoft Payroll (including North American and Global Payroll)

Benefits of Payroll Analytics…

What Is New HR Analytics 11.1.1.7.1Payroll


Dimensional enhancements– New HR Assignment dimension to support multiple assignments

– New HR Person dimension captures the static view of a person (no history); new HR Person Legislation dimension to support legislative attributes, e.g. ethnicity and captures history

– New Cost Center dimension (derived from an employee’s department)

– New HR Supervisor hierarchy at the assignment level instead of at employee level

– New HR Position hierarchy

– New Compa-Ratio Band dimension

– New Legal Entity dimension

– New Reporting Establishments dimension

What Is New HR Analytics 11.1.1.7.1Core Workforce Enhancements


All fact tables have been enhanced to support new dimensional changes

New Performance Band in Learning Enrollment and Completion subject area

New Workforce frozen snapshot to support as-Is and as-was reporting Enhanced Type 2 slowly-changing dimension joins (use Type 1 original

key plus Effective Date) Redesigned Compensation dashboard to analyze salary compression

What Is New HR Analytics 11.1.1.7.1Other Enhancements


Next Generation Data Integration

Oracle Data Integrator provides In-database E-LT Transformation vs. E-T-L Best in class performance, scalability, availability Lightweight deployment for lower TCO Faster time-to-value through declarative design

Oracle Golden Gate option for BI Apps Reduce load on source system by streaming data

continuously into persistent store in the DW More reliable change data capture and delete

support Enables near real time DW refresh

BI Apps 11.1.1.7.1 with Oracle Data Integrator and Golden Gate


HR Analytics RoadmapCurrent Releases and Roadmap

• For Applications Unlimited customers• ETL with Informatica

• For Application Unlimited customers• New ETL with ODI• New Golden Gate option• New Time and Labor Analytics• New Payroll Analytics• New Adaptor: PeopleSoft Global Payroll

• Fusion & AU: release alignment• Dual ETL ODI and Informatica

• New content: Talent Profile Analytics

• New cloud adapters: Adapters to Fusion HCM Cloud Services, Taleo Recruiting adapter

• Co-existence of Fusion, Taleo Clouds and Apps Unlimited in HR Warehouse

• New: Better support flexfield extension

• Cost of Ownership Improvements: Data Lineage, ETL Validation, platform support

• Endeca Extensions

• BI Applications as Oracle Cloud Service

• New content: HR/Financial integration, continuous Talent Management enhancements

• New Cloud Adaptor: Fusion Time and Labor

• Unstructured/big data analytic applications e.g. employee survey analysis

• Continue user experience redesign by leveraging BI Foundation Suite platform developments including Mobile App Designer

• Additional cost of ownership improvements

BI Apps 7.9.6.4January 2013

What’s Next0-12 month planning cycle

Future DirectionsPost 12 month planning cycle

BI Apps 11.1.1.7.1May 2013


HR Analytics Cloud Integration

ETLPSFT HCM

Other SourcesOther Sources

EBS HCM

OBIA Data WarehouseOBIA Data Warehouse

OBI Applications

BI Common Semantic Model

BI View ObjectsBI View Objects

Fusion HCM SaaS

OTBI

BI Common Semantic Model

Taleo Recruiting

Flat Files Extract

On Premise

SaaS Cloud

ET

L

ETL

OTBI

OBIEE Semantic Model

Release 8

Release 9


What’s Planned: Higher Value Prebuilt Analytics

Fusion OTBI(real-time operational analysis & reporting)


HR Analytics(historical analysis on structured metrics)


To

da

yT

od

ay





Predictive Metrics(smarter KPIs)

Predictive Metrics(smarter KPIs)

Operational Modeling(domain specific forecasting

and performance mgmt)

Operational Modeling(domain specific forecasting

and performance mgmt)

Essbase Extensions“How many should I hire to meet projected demand?”

Endeca Extensions“Why is attrition in the Midwest spiking?

Workforce Sentiment(unstructured analysis of

surveys and reviews)

Workforce Sentiment(unstructured analysis of

surveys and reviews)

Advanced Analytics Extensions“Will more training increase employee productivity and by how much?”

Fu

ture

Fu

ture

McKesson Corporation Confidential and Proprietary

How to Successfully Deliver the Largest Oracle Human Resources Analytics Project

Open World 2013

Ian Leath Enterprise Solutions Director

Barry Cooper

Head of Development

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Leading change for 180 yearsInnovating Quality, Safety and Efficiency Solutions

RevolutionizingIndustry Practices

Pioneering Drug Distribution and Manufacturing

1833Founded as drug importer and wholesaler

Mid to late 1800sEstablished first U.S. national drug distribution system, with covered wagons delivering products to 17 states 1870

McKesson Labs introduces first easy-to-swallow gelatin-coated pill

Early 1900sBecame leading distributor of drugs in U.S.

1964First to manufacture generic form of Tetracycline

1968McKesson Labs became No. 1 maker of Vitamin C and aspirin in United States

1989Introduced first PC-based real-time ordering system for pharmaceuticals

1990Launched McKesson IOG in England & Ireland

1990sMerged with leading IT, supply and automation companies to become largest healthcare services company

1999Launched McKesson IOG in France & Netherlands

2011McKesson acquire System C Healthcare

At the forefront of innovationin healthcare since 1833

2012The UK's leading Health and Social Care IT Solutions and Services provider

15


Our global presence

US$112 billionturnover worldwide

USAMcKesson Corporation founded 1833 Employs more than 36,000 staff globallyLeaders in information technology, pharmaceuticals, pharmacy automation and disease management solutions

UNITED KINGDOMMcKesson founded 1990Staff 750 +Leading health and social care IT providerUsed by every NHS healthcare provider Fastest growing system supplier in social care

NETHERLANDSMcKesson founded 1999Employs more than 90 staffMcKesson systems support 1/5 of all patients in hospital or mental care

IRELANDOur Picture Archiving and Communications System is being installed in more than 30 hospitals across the Republic.

FRANCEMcKesson founded 1999Employs more than 320 staff#1 Supplier of e-prescribing and nursing systems in the acute sector

GERMANY & SWITZERLANDMcKesson Cardiology imaging technology is used in more than 30 hospitals

Ranked #14Fortune 500 16


Location & Staff

Over 99% of all NHS organisation in England and Wales have McKesson solutions and services

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Organised into 2 Business Units

Workforce SolutionsA unique portfolio of products and services designed to accelerate the benefits of the NHS Electronic Staff Record (ESR)

Health & Social CareResponds to the market’s increasing requirement for solutions which reflect the care journey ignoring boundaries between hospital, community and social care

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Workforce Solutions

The Electronic Staff Record (ESR) HR and payroll system for the NHS in England & Wales

McKesson Shared Services (MSS) provides payroll outsourcing services to NHS organisations

• ESR has delivered major savings to the NHS through replacing multiple separate HR and payroll systems. It replaced 67 HR systems, 1702 in-house trust systems and 28 payroll systems

• It continues to offer NHS managers the tools needed to more efficiently manage their workforce and meet the NHS’ requirements for higher productivity and lower costs

• 10 year contract value is £500m

World’s largest integrated HR and payroll system, paying 1.4 million NHS staff every month (7% of the working population)

Provides HR, payroll and pensions services to 50 NHS organisations

• Delivering the ALBs contract with Logica• Includes electronic efficiency tools such as absence

management, electronic timesheets and electronic expenses management – the Electronic Payroll Suite

• Also covers Client Services – everything from education and consultancy to project management

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The Electronic Staff Record and the NHS

20

McKesson Corporation Confidential and Proprietary 21


• The NHS is the fifth largest employer in the world

• The largest employer in the UK

• Employs over 1.4million people in England and Wales

• 574 organisations

• Free at the point of care

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The National Health Service (NHS)


The NHS Electronic Staff Record (ESR)……replaced

HR systems

671,702

in-house

28Payroll systems

…is the complete workforce management tool for the NHS

• Terms and conditions

• Training history and qualification

• Absence history

• Occupational health information

• Training management and E-Learning delivery

Single workforce IT system for a devolved NHS

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The National Solution for the NHS in England and Wales 420

organisations

paygrades

Assignments an hour

1.4million employees

250,000allowances

of the working population

12 million lines of custom

code supported

2million payslips

per month

350,000

175,000 51.5 million lines of code

and configuration

7% 300,000

joiners a year

265,000leavers a year

The World’s largest integrated HR & Payroll

system

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Unique issues and challenges

• Error affecting 0.1% of assignments means 2,000 problems for ESR;

• Replication of faults for a resolution can sometimes be extremely difficult;

• There is nothing else on the scale of ESR.

Very Severe SLAs

• 100% Pay Accuracy;

• 99.6% Availability;

• 100% of the Service Fee is at Risk each Month.

All new Functionality needs to be scalable

• Performance testing of paramount importance;

• 100% goals with penalties attached makes change a major risk.

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Unique Challenges


What the ESR Solution Delivers Today…


• Application HCM 12.1.3

• Database 11gR2

• IBM Power7 running AIX OS

• 20 TB Database

• 5 million assignments processed each month

• $3 billion per month payroll value

• Payroll processing peak rate circa 175k assignments per hour

• 44,000 Professional Users

• 4500 concurrent users (Maximum)

• Approx. 1m Enabled Self Service Users (Manager/Employee)

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Operating Facts of ESR


ESR Solution Components

InterfacesRegistrations

HR/Payroll

Self ServiceOLM

eLearning DataWarehouse

Reporting

NHS Layer Configuration500+ Customisations

E-Business SuiteOracle HCM – R12.1Oracle Database 10G

IBM POWER7 AIX 6.1


ESR Functional Components

HR/Finance Establishment (Workstructures)

Core HRPayroll

Learning Management

Absence Management

Recruitment

Employee/Manager Self Service and Shared Service

Talent Management

Local Reports

Data Warehouse

Strategic Decisions

eRec

eKSF

GMC

NMC

T&A

BACS

GL

BACS

EDI

eProd

Smartcard


HR Analytics – How Did We Do It?


Drivers to Move to OBIA


• Provide a new reporting facility which would become the strategic reporting tool of the future.

• An independent data warehouse.

• Provide Line Managers with more analytical analysis reporting capability.

• Report scheduling (not available in Discoverer)

• Replacement of the Discoverer Reporting solution (this is a much longer term aim/goal)

32

Drivers to Move to OBIA


The Proof of Concept


• Primary focus on ETL incremental timing

– Ability to load the data from a typical business day (online and batch activity) within the incremental window

– Target 3 hour window for the incremental load

• Secondary focus on functional data model and capability

• PoC was jointly run exercise with Oracle providing specialist OBIA expertise alongside our own application and technical specialists.

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Focus of the Proof of Concept (PoC)


• Warehouse populated every night with incremental data amendments – therefore data is maximum 24 hours old

• Empower the customer to take ownership for the dashboard and analyses development

• OBIA facility should be launched from within ESR, logging the user into OBIA with their correct security context

• Used the out-the-box dashboards and analyses as a template / guide for developing their own

• Kept the seeded subject areas

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PoC Customer Needs & Expectations


Some standard EBS functionality not replicated by OBIA

• Competencies, Qualifications, E-Learning (player aspect)

• Element entries, Grades and Spine Points (non Comp workbench salary)

• Various Extra Info Types (EITs) and Special Info Types (SITs)

Some of the things we knew we would need to customise

• Custom Data Security Model (VPD and STC)

• Absences (assignment level) – timeline and costing

• Payroll costing and GL mappings

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PoC McKesson Expectations


The Project


• Aggressive timeline, with Programme-level commitment to go-live end of March 2013

– Project kick-off in September 2012

– Multiple streams to cover analysis, infrastructure commission and build, education, development and test

• Structured end user education approach – “train the trainers”

• Phased rollout to all organisations

38

Project Goals & Deliverables


Governance

• Internal Project Board

• External Project Board

Delivery

• Development team

• Functional Analyst/Design

• Testing

• Education

• Project Manager, Technical Architect and DBAs

39

Project Structure


Things we expected to be straightforward…


Security Profiles

• No out-of-the-box organization security – although examples on how to implement are included in the manual

• No generic out-of-the-box integration of EBS security profiles in OBIA

EBS Responsibility mapping to OBIA roles

• No automatic mapping

• Mapping is a customization in OBIEE. The documentation does mention how to do it but its not out the box

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#1 - Security


• There is no discrete Assignment dimension. Assignment level data items are included in the Person dimension

• We had to build our own Assignment dimension and link it into every FACT

#3 - Others (quick round-up)• No out-the-box support for EITs and SITs

• Organization Reporting (drill) hierarchy

• Terminology

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#2 - Assignments


• Beware how you implement date tracked changes in the ETL so that all date track changes from EBS are accurately reflected

– OBAW by default does not cater for history stored in source (Siebel) system, so has its own implementation for recording history of change

• Date tracked deletes not implemented out the box

• Some date tracked changes not replicated across correctly

44

Data Change History/Date Tracking


Integration

• Not as tight as between Discoverer and EBS

• Data security

• Agents / Scheduling

Others

• Payroll mapping

• Data truncation

• Absences mapping, especially with open-ended absences

• Data quality and the ETL

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Other Challenges


Lessons Learned…


Is it for you and your implementation? Why we turned it off.

•Functional breadth

•Data depth

•Implementation

“Don’t rely on the cache to fix what you think may be performance problems – design your solution with performance in mind.”

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BI Caching


• BI repository not ideally suited to collaborative working

• DAC & Informatica is easier to collaborate on

• Various 3rd parties have recommendations on multi-user-development techniques, and plenty of information in the Blogosphere. Worth the research up front

• As per EBS, observe rules about custom object naming conventions

48

Development Practice


• Success of the project relied heavily upon our skilled and experienced team

• Positive outcome because of the McKesson skills and help from a direct route into Oracle development

• Many of our solutions to product issues were fed back to Oracle so that they could be included within the core product at a later date

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A Positive Outcome…


A Successful Project


The project went live as planned at end of March 2013 and the customers love it!

51

A Successful Project


Management Overview Dashboard


Example Competency Analyses


Absence Trends Over Period Analyses


Monthly Pay Bill by Element Group


• 2.3 billion Payroll FACT records

• 360 million/year or 30 million/month estimated growth

• 237 million workforce event/month FACT records

• 369 million absence event/ month FACT records.

• 41 million absence dimension records

• 13 million employee dimension records

• Typical incremental load takes 4 hours

• Initial full load (from live ESR source) takes 3 days

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How Large?

con9091_xiang-con9091 how mckesson successfully delivered the largest oracle hr analytics project...

Documents

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