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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.
Safe Harbor Statement
© 2009 Oracle Corporation – Proprietary and Confidential
• 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
© 2009 Oracle Corporation – Proprietary and Confidential
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.
© 2009 Oracle Corporation – Proprietary and Confidential
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
© 2009 Oracle Corporation – Proprietary and Confidential
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?
© 2009 Oracle Corporation – Proprietary and Confidential
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?
© 2009 Oracle Corporation – Proprietary and Confidential
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
© 2009 Oracle Corporation – Proprietary and Confidential
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
© 2009 Oracle Corporation – Proprietary and Confidential
• DEMONSTRATION
© 2009 Oracle Corporation – Proprietary and Confidential
• 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
© 2009 Oracle Corporation – Proprietary and Confidential
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
© 2009 Oracle Corporation – Proprietary and Confidential
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
© 2009 Oracle Corporation – Proprietary and Confidential
Questions
© 2009 Oracle Corporation – Proprietary and Confidential
Thank You!