Oracle%20BI%20Applications%20

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Oracle BI Applications The next generation of
HR Analytics

• Norma Penson
• Principal Solutions Consultant
• January 21, 2009

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Safe Harbor Statement
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
Oracles products remains at the sole discretion
of Oracle.
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HR Technology Evolution
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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 organizations 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.

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Oracle HR Analytics Provides Insight to Provide
Optimal Service
ANALYSIS METRICS BENEFITS
Operations 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 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
HR Performance 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
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
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Role-Based Best Practices Provide Relevant and
Actionable Insight for Everyone
HR Analytics Key Objectives and Questions by Role HR Analytics Key Objectives and Questions by Role HR Analytics Key Objectives and Questions by Role
Line Managers Actionable Insight for Improving Workforce Performance Actionable Insight for Improving Workforce Performance
Line Managers 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 Optimizing Management of Human Capital
VP of HR and CEO 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 Complete Insight into Historical Workforce Trends
HR Generalist 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?
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Optimize, Acquire, Develop Workforce
Business Process
Optimize
Acquire
Develop
Pay
Comply
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?
Who are the top performers? What is the
performance distribution?
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?
Key Questions
Develop an engaged scalable workforce Align
workforce investment with strategic business
objectives
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Actionable Workforce Insight
Business Objectives / Issues
Ensure Workforce Readiness
Drill to Detail
Is Turnover within manageable limits?
Is Voluntary Turnover increasing?
Gain Insights
Where are the Retention Hotspots?
Why are Employees Leaving?
Take Action
Proactively Manage Top Performers with Retention
Risk
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More than just dashboards and reportsExtends BI
Value. Lowers TCO.
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• DEMONSTRATION

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Roadmap for HR Analytics Functional Analysis
Areas

• 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

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Oracle BI ApplicationsSingle- and multi-source
Analytic Apps Built on BI Suite EE
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HR Analytics Components
Pre-mapped metadata, defining real-time access to
analytical and operational sources, embedded best
practice calculations and metrics for the HCM
practitioner.
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• Presentation Layer
• Logical Business Model
• Physical Sources

Prebuilt ETL to extract data from over 3,000
operational tables and load it into the DW,
sourced from HCM systems, and other sources.
A best practice library of over 150 prebuilt
role-based intelligence dashboards, reports and
alerts for HR Managers. Analysts and Business
Unit Executives.
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Questions
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Thank You!