Paradigm ofReporting & VisualisationsFor Oracle Applications

Agenda• Introduction

• History of Reporting

• Current Issues with Reporting and Visualisations

• Case Study

• Current Paradigm of Reporting and Visualisations – Pre Packaged Analytics.

• A Solution For Workforce Analytics.

Reporting History

Pre Packaged Analytics!!!

We will talk more about that.

Issues• When: Realtime, point in time or both.

• How to use the Custom fields: DFF’s /KFF’s for example

• Cross application Reporting – across Oracle but not only Oracle

• Security

• Effort needed to produce a report

• Standard KPIs and curated Data sets for Self Service reporting

Case Study

Retail Conglomerate ERP – E-business Suite & Roadmap to Oracle HCM Cloud

CRM – Salesforce In house application for Managing Geo displaced Stores

Financial/ Payroll Reconciliations

Workforce Optimisation

Risk Mitigation

Reduce OpEx

Quality Services/Products

What Needs to Be Done?

Co-Relational Analysis

Regression Analysis

Decisions

Issues To Resolution • When: Realtime, point in time or both.

We Need Both• How to use the Custom fields: DFF’s /KFF’s for example

All custom Fields are needed• Cross application Reporting – across Oracle but not only Oracle

Self Service Capability to Optimise our Business process• Security

No Compromise on Security, No Workarounds !• Effort needed to produce a report

With Minimum maintenance(headache) and Quick Turn Around.• Standard KPIs and curated Data sets for Self Service reporting

Standardisation across Reports.

Oracle WFA Sales Financial

Reporting

Mobile

Visualizations

Excel Connect

Packaged Analytics

EBS Responsibility Security

EBS User Authentication

Pre-Built Reports & Dashboards

Detect DFF/KFF/EITs

Excel Plug-in and Mobile

In-Memory Analytics

Why Use SplashBI for Oracle E-Business Suite?

SplashBI Cloud Connector

Co

nn

ectors

Platform

DATA WAREHOUSE

Reports

Get Data

Nightly Incremental Updates (Can be any frequency)

Cloud

On Premise

HCM/ERP

Taleo

Salesforce

Strategic OperationalTactical

Real TimeTransactional

Dashboards

Focus dashboardsHeadcountAnalysis of headcount across the organization

RetentionDeep dive on how to reduce flight risks and turnover

AbsenteeismView of sick time and leave usage

PerformanceAnalysis of employee performance and drivers

Diversity

Finds diversity gaps by rage, gender and age

Recruiting

Analyzes ATS data along with HCM

Talent flow

Tracks the flow of talent into, within and out of the organization

ROI of Employee Retention

Total workforce Today With

Employees 5000 5000

Turnover Rate 9% (450 ee/year) 8% (400 ee/year)

Median Salary $50,000/year $50,000/year

Cost to Replace 0.6x 0.6x

Cost of Turnover $15,000,000 $13,500,000

Savings $1,500,000/year

Critical skills Today With

Employees 500 500

Turnover Rate 20% (100 ee/year) 15% (75 ee/year)

Median Salary $80,000/year $80,000/year

Cost to Replace 1.5x 1.5x

Cost of Turnover $12,000,000 $9,000,000

Savings $3,000,000/year

Invest in entire workforce Invest in 10% with critical skills

Analytics are for every roleHR Management

Global view of organizational health with an eye for hotspots

Executive

Focus on executive leadership and the efficacy of managers

Line manager

Focus on a team and individuals

Employee

Provides information from multiple systems

Features

Microsoft Office integration

Native Mobile app

Responsive UI

Portal integration

Custom groupings

Data filters

Chart types supported for design

High scalability

Chart formatting options

Ability to display very large datasets

Transform & display unstructured data

Role based and row level security

Predictive analytics

Embedded advanced analytics

Supports pixel perfect printing

Real-Time Collaboration (2020)

Data modeling

Joins

Profiling

Metadata management

Data model & impact analysis of changes

Easy to administer, audit, and maintain

Built-in security features to manage security roles for all User/Stakeholders

Cloud authoring

Self-Contained ETL

Built-in data integration & storage

Data loading

Scheduling & monitoring

Direct Connect for both Cloud & On-Premises Data Sources (Hybrid)

Cloud Data storage, security, & pre-built analytic content

Product Capability Self-Service Data Preparation Data Management

Solution works with Cloud BI

Self-Service infrastructure administration

Built-in metrics & dashboards

Upgrades are free, reducing maintenance cost…

Retention

Retention of top performers

Retention trend by location

Eligibility for retirement

Recruitment

Candidate Pipeline analysis

Efficiency of recruitment phases

Candidate screening results

Ratio of preferred candidates

Ratio of candidates per req

Ratio of open positions to fill

Retention by tenure

Evaluation

Performance Score

Improvement plans

Absenteeism

Tenure

Deployment & Talent flow

New Hires

Transfers

Promotions

Ratio of preferred candidates

Exits

Deployment & Hiring

Grant Specific Requirement

Recruitment & Selection

Business Outcomes

Evaluation & Support

Retention & Attrition

goal of workforce analytics

Improve business outcomesby attracting and

retaining top talent

retains Top Talent

HR moves from operational to

strategic partner that drives

business results

Make data driven decisions

Combine data from

multiple HCM sources to drive

insight

Identify high performing people at risk of exit and

why

Create a business case for HR

intervention and address exit drivers

Move people analytics from descriptive to

diagnostic, predictive & prescriptive

connects the dots

Dashboards identify issues and their causes

Predictive analytics forecast outcomes of

interventive action

Dashboards measure actual outcomes

General BI vs Workforce Analytics

Focuses on lists of things –departments, inventory, people

Discovers insights by filtering on traditional things – location, department

Great for finding insights at the individual person level. Struggling contributors, etc.

Good at forecasting and predicting pretty much anything

Focuses on people and leaders. Delivers a report card for every leader

Discovers people insights by filtering via the organizational hierarchy

Finds leader, team and contributor insights at all levels of the organization

Great at forecasting people outcomes. Predictive models are targeted at forecasting HR specifics, such as flight risk

General BI Workforce Analytics

Why SplashBI?

Generic BI Platform

Packaged Analytic

ApplicationSplashBI

Customizability

Differentiation

Solution Quality

Ease of Use

Time to Solution

Cost-Effectiveness

Learning Curve

Business Process Integration

Domain Contextualization

Build Buy Buy

Built-in HCM data connectors reduce startup effort

Built-in data model eliminates architecture effort

Prebuilt metrics reduces data science effort

Prebuilt charts & dashboards reduce build effort

Free updates to content lower cost of maintenance

|-------- Gartner: January 2019 --------|

Predictive Flight Risk

Train the model using 80% of historical dataDetermine exit correlation of employee factors

Determine exit correlation of precursors

Test the model using remaining 20% of historical data

Apply the model to present & predict future flight risk

We learn from what people do

See it in Action

Pre Built SplashBI Metrics100+

Headcount Dashboard

Absence AnalysisDashboard

Integration With EBS