oracle bi applications – the next generation of hr analytics norma penson principal solutions...

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Oracle BI Applications – The next generation of HR AnalyticsNorma PensonPrincipal Solutions Consultant

January 21, 2009

© 2009 Oracle Corporation – Proprietary and Confidential

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.

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• HR Best Practices

• Back Office Automation

• Deploy Self Service

• Focus: Cost Reduction

LEVEL 2 Transaction

HR Technology Evolution

• HR 101

• Manual execution

• Core HRMS

• Focus: Day-to-day

LEVEL 1 Foundation • HR Best Practices

• Back Office Automation

• Deploy Self Service

• Focus: Cost Reduction

LEVEL 2 Transaction• Best-practices

• End-to-End Process Automation

• Human Capital Mgmt implemented

• Focus: Worker Productivity

LEVEL 3 Process• Metrics Driven

• KPI’s Drive Business Shifts

• HCM central to org. performance

• Focus: Workforce Aligns to Priorities

LEVEL 4 Intelligence

• HR 101

• Manual execution

• Core HRMS

• Focus: Day-to-day

LEVEL 1 Foundation


Oracle HR Analytics Driving Return on Human Capital Investment

Compensation• Increase performance of organization by understanding and

leveraging pay and performance relationship. Decrease costly compensation errors.

HR Performance• Objectively assess HR organization’s performance on

periodic basis. Drive HR to more strategic role in organization by showing return on HR investment.

Operations• Reduce cost and time associated with compliance reporting.

Increase employee satisfaction and retention by managing overall profile and background of workforce. Drive lower HR costs through reduced recruiting and terminations.


Oracle HR Analytics Provides Insight to Provide Optimal Service

ANALYSIS & METRICS BENEFITSOperations

• Provide a consistent view of the workforce to all line managers

• Understand impact of HR initiatives relative to performance and retention

• Identify and retain key employee talent

• Lower costs through reduced turnover and more targeted recruiting

• Optimize compensation plans to meet goals while managing costs

• Reduce the time and cost of compliance reporting

• Better utilize personnel and skills

• Optimize staffing by department

Compensation

HR Performance

• Special Disabled veteran headcount

• Total compensation of non-minority females

• Involuntary count• Voluntary count

• Average tenure of minority male employees

• Turnover rate % • Employee-supervisor ratio• Mean performance • Dissatisfied termination ratio

• Deductions • Average base compensation• Total annual base

compensation• Average variable

compensation• Compa-ratio • Overtime compensation

• Revenue per employee • Contribution per employee• Overtime amount • Employee benefit expenses• Contracting expenses • Average cost per employee• Direct employee cost • Employee benefit cost• Indirect employee cost • Employee overtime expenses


Role-Based Best Practices Provide Relevant and Actionable Insight for Everyone

HR Analytics – Key Objectives and Questions by Role

Line

Managers

Actionable Insight for Improving Workforce Performance

• Do I have enough contingent workers to meet the seasonal demand?

• Is the turnover ratio of my Line of business low?

• Am I managing my compensation costs within my budget?

• Am I hiring to my workforce plan?

VP of HR

and CEO

Optimizing Management of Human Capital

• Are we paying our folks competitively, or at least within the guidelines established by the compensation committee?

• Am I maintaining a diverse workforce

• How is my retention strategy working with long term incentives?

• What is the YTD spend and % change from last year on each of my organizations' compensation components (base, bonus, stock, etc.)

HR

Generalist

Complete Insight into Historical Workforce Trends• How am I paying my employees

compared to the market or internal guidelines published by my organization?

• Have I differentiated the performance of my employees?

• Are my recruiting activities effectively hiring high performing employees?

• Is there a potential retention problem?


Optimize, Acquire, Develop Workforce

Develop an engaged & scalable workforceAlign workforce investment with strategic business objectives

OptimizeOptimize AcquireAcquire DevelopDevelop PayPay ComplyComply

Bu

sin

ess

Pro

cess

Key

Qu

esti

on

s

What is the current staffing

level?

Is the current staffing level

meeting that of the forecast?

What is the current staffing

level?

Is the current staffing level

meeting that of the forecast?

What is the recruiting

pipeline to meet the workforce

plan?

How best to recruit the talents in demand?

What is the recruiting

pipeline to meet the workforce

plan?

How best to recruit the talents in demand?

Who are the top

performers?

What is the performance distribution?

Who are the top

performers?

What is the performance distribution?

Are we paying people

competitively?

Where best to spend the

compensation budget?

Are we paying people

competitively?

Where best to spend the

compensation budget?

Do we have a diverse

workforce?

Are we in compliance

with government regulation?

Do we have a diverse

workforce?

Are we in compliance

with government regulation?


Business Objectives /

Issues

GainInsights

Take ActionProactively Manage Top Performers with

Retention Risk

Why are Employees Leaving?

Where are the Retention Hotspots?

Is Voluntary Turnover increasing?

Is Turnover within manageable limits?

Ensure Workforce Readiness Drill to Detail

Actionable Workforce Insight


More than just dashboards and reportsExtends BI Value. Lowers TCO.

One login. Right content for each user.

INTEGRATED SECURITY

Data Security

UserSecurity

ObjectSecurity

Role-based navigation paths enhance usability and reduce learning curves

GUIDED NAVIGATION

Seamless navigation from analytical information to transactional detail

ACTION LINKS – “INSIGHT TO ACTION”

Alert and guide users to out-of-ordinary conditions that require attention

CONDITIONAL NAVIGATION


• DEMONSTRATION


• Recruiting (new)• Requisition tracking• Vacancy / skills matching / competencies

• Benefits (new)• Benefits costing / enrollment

• Training (new)• Learning Objectives• Program Enrollment / Registration & Completion

• Performance (enhanced)• Absences Event• Grievances / Disciplinary Actions• Employee Appraisal / Review / Accomplishments

• Payroll (enhanced)• Support for complex Incentive Compensation based variable pay• Injury Illness• Time and Labor

Roadmap for HR Analytics Functional Analysis Areas


Oracle BI ApplicationsSingle- and multi-source Analytic Apps Built on BI Suite EE

Oracle BI Suite EE

Ad-hoc Analysis

ProactiveDetectionand Alerts

MS OfficePlug-in

Reporting & Publishing

Interactive Dashboards

DisconnectedAnalytics

WebServices

Oracle BI Applications

SalesService &Contact Center

Marketing

Order Management& Fulfillment

Supply Chain

FinancialsHuman

Resources

PackagedETL Maps

UniversalAdapters

IVR, ACD, CTIHyperionMS Excel

Other Data SourcesBAW Schema


Pre-mapped metadata, defining real-time access to analytical and operational sources, embedded best practice calculations and metrics for the HCM practitioner.

Presentation Layer Logical Business Model Physical Sources

3

Prebuilt ETL to extract data from over 3,000 operational tables and load it into the DW, sourced from HCM systems, and other sources.

2 A “best practice” library of over 150 prebuilt role-based intelligence dashboards, reports and alerts for HR Managers. Analysts and Business Unit Executives.

4

Pre-built warehouse with 3 star-schemas designed for analysis and reporting on HR data

1

HR Analytics Components

Employee Snapshot Employee Events PayrollEmployee Snapshot Employee Events Payroll


Questions


Thank You!

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