HR Analytics Product Guide

1 The information contained in this document is subject to change without notice. This document is not warranted to be error free.


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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Human Resources Analytics 11.1.1.7.1 Product Guide


BI Apps are more than Dashboards and Reports!

Do not base your decisions and judgments on capabilities of the BI

Applications just on this content alone

The following slides provide a sample of the out of the box BI

Applications content – the BI Applications offer much more

The rich subject areas of the BI Applications enable our customers to

build thousands of additional reports and dashboards very quickly with

little incremental effort


DASHBOARDS&

REPORTS

• Prebuilt best practice

library

• “One size does NOT fit

all”

SUBJECT AREAS

• Many metrics and dimensional attributes not

surfaced by prebuilt dashboards and reports

• Possibilities are endless

• Incremental work to build more content from

this foundation

More than just dashboards and reports Much more lies under the surface


More than just dashboards and reports Answers unlocks limitless combinations

Oracle Answers together with prebuilt Subject Areas = unlimited analytical possibilities

Almost limitless combinations of analysis entities aligned with business objectives

Many metrics and dimensional attributes not surfaced by prebuilt dashboards and reports but in Subject Areas – simplified views provided according to usability best practices


More than just dashboards and reports One Subject Area, Unlimited Possibilities HR – Workforce Deployment Subject Area

– Same Subject Area, Different Analyses

Report showing turnover trend by Organization & Location

Analyze turnover by job, tenure & high potential status


Derived calculation in Oracle Answers One Subject Area, Unlimited Possibilities

Derived calculations can be created

in Oracle Answers with simple

expression builder

99 standard ANSI

SQL functions can

be leveraged


Even more metric value under the surface

Measures from physical columns in data warehouse

Aggregations, time series calculations and derived calculated measures extend physical measures

Subset of logical measures are exposed in presentation layer

Not all measures in presentation layer used in reports & dashboards

Metrics in Logical

Layer

Metrics in Physical

Warehouse

Metrics in Subject

Areas

Metrics used in

Reports &

Dashboards


Typical Effort & Customization balance

Extension of DW Schema for

extension columns, additional

tables, external sources,

aggregates, indices, etc.

Extension of ETL for extension

columns, descriptive flexfields,

additional tables, external

sources, etc.

Additional derived metrics, custom drill

paths, exposing extensions in physical,

logical and presentation layer, etc.

Additional dashboards and reports, guided

and conditional navigations, iBots, etc.

Level of

Effort

Degree of

Customization

Easy

Moderate

Intermediate

Involved

Dashboards & Reports

OBIEE Metadata

DW Schema

ETL


What’s in Human Resources Analytics 11.1.1.7.X

• 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


What’s in Human Resources Analytics 11.1.1.7.X

• 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


Roles Benefiting from Human Resources Analytics

Workforce

Effectiveness

Workforce

Deployment

Workforce

Development

Retention Compensation

• VP of HR • VP of HR

• HR Manager

• HR Analyst

• Line Manager

• VP of HR

• HR Manager

• HR Analyst

• Line Manager

• VP of HR

• HR Manager

• HR Analyst

• Line Manager

• VP of HR

• HR Manager

• HR Analyst

• Line Manager

• Compensation Manager

• Compensation Analyst

Recruitment Learning

Management

Absence and Accrual Time and Labor Payroll

• VP of HR

• VP of Recruiting

• Recruiter Manager

• Line Manager

• HR Manager

• HR Analyst

• VP of HR

• Learning Manager

• HR Manager

• HR Analyst

• Line Manager

• VP of HR

• HR Manager

• HR Analyst

• Line Manager

• Line Manager

• Payroll Manager

• Time Collection Manager

• HR VP

• Payroll Manager

• VP of HR

• Compensation

Manager

• Compensation

Analyst


Absence and Accrual Dashboard

The Absence dashboard helps organizations to better manage employee absenteeism. This dashboard not only proactively monitors absenteeism to help reduce productivity loss but also promotes leave as a benefit to help employees achieve better work life balance.

Overview Absence Details Absence Trends

High level key metrics

on absence and

accrual balance

including top 5

absences and accrual

balance trend

Monitor employees absence at

the organizational or location

detail level

Analyzes employee

absence rate and work

days lost by organizational

hierarchy, geography

and/or by absence

category or type

Absence Calendar

Monitor employees’

absence “days out” in an

annual calendar format

Accrual

Analyze employee

leave accrual

balance and accrual

liability by supervisor

hierarchy.


Compensation Dashboard

The Compensation dashboard has been designed to display analysis of all employee's base and variable compensation throughout the organization.

Overview Pay for Performance

Analyze employee salary

trend , salary trend by

organization and salary

percentile distribution

Salary Compression

Analyzes relationship

between compensation /

promotions and employee

performance

Analyze employee salary

compression within grades,

between jobs, and by

employee tenure.


Workforce Effectiveness

The Workforce Effectiveness dashboard has been developed for a high level view of overall human resource organization's performance as it pertains to overall company performance. It focuses on key metrics to evaluate employee contribution, productivity, and costs.

Corporate Contribution Trends Effectiveness

Shows key human

resource metrics like

productivity and return

on human capital over

the past year

Shows performance of key

human resource cost driving

metrics over the past year

Analyzes headcount, hires,

terminations and key

management ratios to

evaluate organization's

headcount distribution


Learning Management

The Learning Management dashboard monitors learning program utilization, enrollment and course completion rates.

Overview Training Results Manage Enrollments

Reports containing

overall measures of

leaning volume and

success

Shows successful completion

rates and scores for learners.

Alerts on this tab will notify

managers if completion rates or

scores fall below target levels.

Measures how readily users

were able to enroll and

which courses had the most

learners

Delivered Training

Reports on this tab show

what kind of training was

provided to learners and

who participated in the

training.


Recruitment Dashboard (1 of 2)

The Recruitment dashboard is a comprehensive look at the recruiting programs wthin a company and their effectiveness in bringing in high quality candidates that transition into high quality employees.

Overview Vacancy

Analysis Requisitions

Recruitment

Pipeline New Hires

Offer

Analysis

Monitor the organization's

vacancy rate and vacancy fill

rate; provide insight into key

areas with staffing shortage;

and how adequately the

vacancies are filled.

View offers extended and

their disposition.

Analyze hiring level by

organization, geography or job

over time; also help better

understand where new hires

come from by comparing new

hire sourcing trend by source

category.

A summary view of pipeline

activities in the recruitment

process by organization

hierarchy, geography or

recruiter.

Analyze open requisitions distribution

and aging by recruiter, organization

and geography; also analyze

recruitment efficiency by comparing

open vs. filled requisitions.

KPI overview of vacancies

and recruitment pipeline

including vacancy rate,

offers, hires, and average

time to fill.


Recruitment Dashboard (2 of 2)

Applicant

Pool

Recruiter

Effectiveness

Quality of

Hire

Requisition

Recruitment Activities

Candidate

Sourcing

Recruitment

Event Details

Evaluate recruiter efficiency

by analyzing recruiter

workload, vacancies fill rate,

average time to fill; also help

understand how many

recruiters are needed to fill

recruitment pipeline.

View recruitment events by Recruitment Stage

and Event; This page allows you to search

specific recruitment events independent of a

requisition, i.e. view all terminations before the

first service milestone in the past year for a

specific recruiter or source.

Search for the best recruitment

source for a particular job

based on historical recruitment

records. Vacancy time-to-fill,

number of applicants from

source and source applicant-

to-hire ratio are evaluated.

A summary view of open requisitions and

recruitment activities that have occurred

in the selected time period; recruitment

activities include active application

events as well as new hire milestones

that assess new hire performance i.e.

reaching the first service milestone, 1st

performance review

Analyze new hire source quality

by comparing new hire retention

and performance by source.

Analyzing applicant

sourcing by correlating

applicant volume, applicant

hire, & employee

performance metrics by

source type, organization,

geography or job.


Retention Dashboard

The Retention dashboard has been developed for analysis of retention and turnover trends and their relation to other factors like compensation and performance for entire organization. also proactively alerts top performers retention risk.

Overview Trends Top Performers

Shows distribution of

terminations across

various dimension like

geography, department,

job, and pay grade, and

position.

Shows turnover issues of top

performers and alerts

managers to top performers at

risk of voluntary termination

Displays trends of key

retention metrics like

turnover, headcount, hires

across recent year

Retention Hot Spots

Analyze retention hot

spots by organization,

region, job and

demographics.


Workforce Development Dashboard

The Workforce Development dashboard focuses on the key talent management initiative - employee performance; It analyzes employee and leadership performance; who are the high or under performers; and how employees who under performed improved in their performance.

Overview Employee

Performance

Employee Performance

By Supervisor

Supervisor

Performance

Top

Performers

Internal

Mobility

Under

Performers

View employee

performance distribution

by organization hierarchy

and job attributes.

Monitors internal transfers

and workforce stability

(time in job or in org) by

organization and

geography.

Focuses on top performers -

who they are; are we losing

top performers; are we

compensating top

performers?

Focus on the under performers

- who are the chronic under

performers; who are the under

performing supervisors; how

under performers' performance

have improved; are we losing

under performers?

View supervisors' performance

trend; who are the under-

performing supervisors; and

how supervisor turnover

compares to that of employee

and high performers.

View Employee

Performance by

manager hierarchy.

An overview of employees

and supervisors

performance distribution.


Workforce Deployment Dashboard

The Workforce Deployment dashboard provides complete in-depth view of organizations profile including demographic, regional, job and positional breakdown.

Overview Trends Demographics Staffing

Displays trends of

headcount distribution

among demographics,

geographies, and jobs

View headcount and

FTE staffing levels

Shows distribution of headcount

and termination by employee

demographic categories like

ethnic code, gender, etc... Use

this page to analyze changes in

diversity in the workplace.

Displays reports showing

headcount distribution by job,

region, and organization

dimensions. Use this page to

spot possible issues with

headcount distribution across

specific categories.


Time and Labor Dashboard

The Time and Labor dashboard provides details about the Timecards created by the Employees and Contingent Workforce. The data about the Regular, Overtime, Productive, and Non-Productive hours is analyzed through various reports

Overview Estimated Labor Cost Processed Time Timecard Monitoring

Provides details of the

estimated labor cost based

on the processed hours.

This information is available

for Employees and

Contingent workforce

The Reported hours across various

timecards , Timecards Reported versus

Timecards Reported Late analysis, and

Timecards reported late summary are

available here.

Contains reports showing

different statuses of the

processed hours, the processed

hours analysis over the months,

and the various categories like

Regular, Overtime, Training, etc

Displays reports showing the

various summary measures of

Timecards. This page can be

used to view the various statuses

of the Timecards, and analyze

the Reported and Processed

hours by various attributes

Time Coverage Time Trend

This page provides information

about the Reported, and

Processed details of Regular

and Overtime hours for

Employees and Contingent

Workers

Shows the trends by

year/months for the timecards

reported and processed hours

for both regular and overtime

categories


Payroll Dashboard

The Payroll dashboard provides insights into payroll balances for total compensation and cost analysis. The analysis on various payroll measures is done using time trends and payroll attributes that are used to measure the balances

Overview Payroll Cost Payroll Trend

The Payroll balances trend for earnings

and deductions are available here.

These trends can be viewed by various

attributes like Location, Department,

and Job

This page provides details of the Payroll

like number of workers, the payroll cost

incurred for the month, the payroll trends

over a year, the YTD balances for various

payroll costs like Benefits, Taxes, Total

Pay, and Average Payroll Cost

Provides the information on summary

balances like Gross Pay, Net Pay,

Overtime Pay, Taxes, and Deductions. The

Earnings and Deductions are analyzed

using categories like Regular Pay, Bonus

Pay, Pension, Healthcare taxes etc

Overtime Spend Payroll Labor Hours

Contains reports on Overtime summary

measures like Overtime hours, Pay, %

change of Overtime Pay over years

viewed by attributes like Year, Job,

Location, Supervisor etc

Provides the information on the Payroll

hours that is used to compute the payroll

cost. The % change of Regular and

Overtime Payroll hours are shown over the

months for the chosen year


Human Resource Analytics Subject Areas Human Resources – Workforce Effectiveness

This subject area correlates key workforce metrics with financial metrics and analyzes the overall HR

effectiveness using industry standard metrics such as revenue per employee, return on human

capital.

Human Resources - Workforce Deployment

The Workforce Deployment functional area is the information foundation for workforce analysis. It

provides the comprehensive core workforce information to support analysis on headcount, retention,

workforce diversity, employee performance, and contingent labor utilization.

Human Resources - Compensation

This subject area provides detailed analysis content for understanding compensation practices and

trends pertaining to the workforce, including base, bonus, overtime and other types of compensation.

Human Resources – Recruitment

Recruitment functional area provides a complete set of metrics to assess the efficiency and

effectiveness of the entire recruitment process including candidate sourcing, recruitment stage

selectivity, cycle time and new hire quality.

Human Resources - Learning Enrollment and Completion

Learning is a key component of Talent Manage. The Learning functional area focuses analysis on

course offerings, delivery methods, course utilization, and learner enrollment and completion.

Human Resources – Absence and Leave Accrual Leave Accrual & Absence functional area captures employee historical, current and planned absence

events, working days lost, and help identify absenteeism hotspots.

Human Resources – Workforce Gains and Losses This subject area provides detailed metrics for the gains and losses of the organization workforce due

to various factors like hires, transfer, terminations, and promotions.

Human Resources – Time and Labor

Time and Labor subject area provides a detailed information of the measures involved in creating,

reporting , and processing of the employee timecards .

Human Resources - Payroll Payroll subject area contains the balance details of various metrics used in the payroll run of an

organization. Also provides the MTD, QTD, and YTD details of various payroll balances.


Compensation

• Average Base Compensation

• Overtime Compensation

• Average Bonus

• Average Variable Compensation

• Average Gross Compensation

• Net Pay

• Deductions

• Compa Ratio

• Total Annual Base Compensation

• Fixed Annual Base Salary

• Previous Fixed Annual Base Salary

Workforce Effectiveness

• Revenue Per Employee

• Contribution Per Employee

• Overtime Amount

• Contracting Expenses

• Employee Benefit Cost

• Average Cost Per Employee

• Direct Employee Cost

• Indirect Employee Cost

• Average Cost Per Direct Employee

• Average Cost Per Indirect Employee

• Employee Overtime Expenses

• Employee Benefit Expenses

• Employee Support Expenses

Workforce Deployment

• Dissatisfied Termination Ratio

• Involuntary Count

• Voluntary Count

• Turnover Rate %

• Mean Performance Rating

• Special Disabled Veteran Headcount

• Total Annual Monetary Compensation

of Non-Minority Females

• Employee-Supervisor Ratio

• Average Tenure of Minority Male

Employees

HR Analytics Metrics

Sample Prebuilt Dashboards

VP HR

• Retention Overview


• Corporate Contribution

• Compliance

Compensation Mgr

• Compensation Overview


• Compensation Trends

HR Analyst

• Staffing

• Demographics

• Compliance Audit

Business Unit Mgr

• Retention hotspots

• Top Performers

• Employee Performance

• Internal Mobility

Oracle HR Analytics


Recruiting Management

• Vacancy Rate

• Vacancy Aging

• Vacancy Fill Rate

• Internal hire ratio

• External hire ratio

• New hire performance

• New hire separation

• Time to fill

• Time to hire

• Requisition open to Application start

• Application Start to Offer Extended

Learning Management

• Enrollment count

• Successful completion rate

• Enrollment Wait Time

• Internal Learner count

• Learning Score

• Delivered training hours

• Top enrollments

• Longest Enrollment Wait Time

Absence and Accrual Management

• Absence Duration Days

• Notified absence days

• Unnotified Absence days

• Absence Occurrences

• Employee Absence Rate

• Absence Duration Days

• Accrual Balance

• Maximum Accrual Balance

• Accrual Liability Amount

• Previous Accrual Balance



VP HR


• Recruiter Effectiveness

• Absence Trends

• Delivered Trainings

Recruiting Manager


• Recruitment Pipeline

• Quality of Hire

• Candidate Sourcing

Business Unit Mgr


• Offer Analysis

• Absence Calendar


Oracle HR Analytics

Learning Manager

• Manage Enrollment

• Training Results



Time and Labor

• # of Timecards

• # of Timecard Lines Submitted

• # of Timecard Lines Approved

• Reported Hours

• Reported Employee Hours

• Reported Productive Hours

• Reported Unproductive Hours

• Processed Regular Hours

• Processed Overtime Hours

• Processed Time Estimated Cost

Amount

Payroll

• Balance Amount

• Regular Pay

• Overtime Pay

• Gross Pay

• Net Pay

• Voluntary Deductions

• Involuntary Deductions

• Benefits Employee Cost

• Benefits Employer Cost

• Base Pay YTD

• Net Pay YTD



VP HR

• Payroll Cost Trend

• Benefit Cost Trend

Business Unit Mgr

• Time Coverage


• Overtime Spend Trend

Oracle HR Analytics

Payroll Manager


• Payroll Cost

• Overtime Spend


Absence and Accrual Reports



Absence and Accrual - Overview



• Purpose:

• View absence key metrics, absence rate,

total # days absent, average absence

duration, average absent days per total employees.

• Guided navigation to Workforce Deployment Overview

• Guided navigation to the Absence Days report

• User Focus:

• VP of HR

• HR Manager

• Location:

• Dashboard – Absence and Accrual

• Page – Overview

• Source:

• Human Resources – Absence and Leave Accrual Subject

Area

Absence Overview


• Purpose:

• Annual Employee Absence calendar

including past and planned absence

events; The calendar provides

embedded navigation to view monthly

calendar or absence event details

• User Focus:

• Line Manager

• HR Manager

• Location:



• Source:

• Human Resources – Absence and

Leave Accrual Subject Area

Absence Calendar


• Purpose:

• A breakdown of absence by organization and

by country.

• User Focus:

• Line Manager

• HR Manager

• Location:



• Source:

• Human Resources – Absence and Leave

Accrual Subject Area

Absence Organization Overview


• Purpose:

• A breakdown of absence by absence category

and type.

• User Focus:

• Line Manager

• HR Manager

• Location:



• Source:



Absence Type Overview


• Purpose:

• Top 5 absence days by organization, location,

job and absence type.

• User Focus:

• Line Manager

• HR Manager

• Location:



• Source:



Absence - Top 5 Absence Groups


Absence and Accrual - Accrual



• Purpose:

• This Report displays a consolidated data of

the Accrual Hours, Average Accrual

Balance, and other Accrual metrics for the

Supervisor along with the headcount

number under them

• User Focus:

• HR Manager

• Line manager

Accrual Balance

• Location:


• Page – Accrual

• Source:




Accrual Balance


• Purpose:

• This Report is used to analyze workforce

costs including accrual liability, regular pay

and overtime spend. This is built using the

Payroll Subject area

• User Focus:

• HR Manager

• Line manager

Payroll Leave Accrual Balance Overview

• Location:


• Page – Accrual

• Source:

• Human Resources – Payroll Subject Area


Payroll Leave Accrual Balance Overview


Absence and Accrual - Absence Trends



• Purpose:

• View employees absence days by

organization; metrics included

employee headcount, absence days,

and days lost per employee

• User Focus:

• HR Manager

• Line manager

• Location:


• Page – Absence Trends

• Source:

• Human Resources –

Absence and Accrual Subject Area

Working Days Lost


• Purpose:

• View absence days by absence type in an

organization

• User Focus:

• HR Manager

• Line Manager

• Location:



• Source:

• Human Resources – Absence and Accrual

Subject Area

Absence by Absence Type


• Purpose:

• Drill-to report from the Absence Type report

to show the employee detail for the top 5 five

(if applicable).

• User Focus:

• Line Manger

• HR Manager

• Location:



• Source:


Subject Area

Absence Days Ranking by Absence Type


• Purpose:

• View employee absence trend over time by

organization or country

• User Focus:

• HR Manager

• Line Manager

• Location:



• Source:

• Human Resources – Absence and


Absence Trend


• Purpose:


absence category or type

• User Focus:

• Line Manager

• HR Manager

• Location:



• Source:


Subject Area

Absence Trend by Category


Absence and Accrual - Absence Details



• Purpose:


absence category or type

• User Focus:

• HR Manager

• Line Manager

Absence Total Days • Location:


• Page – Absence Details

• Click Absence Days for drill to

Employee Absence Detail

• Source:


Subject Area


Absence - Absence Calendar



• Purpose:

• View employee absence history

• User Focus:

• HR Manager

• Line Manager

Absence Calendar Employee Monthly View • Location:


• Page – Absence Calendar

• Source:

• Human Resources – Absence and Accrual Subject Area


• Purpose:

• A drill-to detail report showing an employees

absence events

• User Focus:

• HR Manager

Employee Absence Occurrence Detail

• Location:



• Source:


Subject Area


• Purpose:

• A drill-to detail report to view an employees

absence history. This report is prompted on

Employee Name and Employee Number

• User Focus:

• HR Manager

• Line Manager

Employee Absence History • Location:



• Source:


Subject Area


• Purpose:

• View employee absence history

• User Focus:

• HR Manager

Employee Absence Details • Location:



• Source:


Subject Area



Compensation Reports



Compensation Reports Overview


• Purpose:

• Compare current year’s compensation and

Average trend with those of prior 2 years.

• User Focus:

• HR Manager

• VP of HR

• Line Manager


• Location:

• Dashboard – Compensation


• Source:

• Human Resources – Compensation

Subject Area

3-Year Salary Trend


• Purpose:

• An overview of the 5 salary

ranges and the corresponding

headcount against each range.

• User Focus:

• HR Manager

• VP of HR

• Line Manager


• Location:



• Source:


Compensation Subject Area

Salary Percentile


• Purpose:

• Total and average base salary by

department hierarchy including total

base salary % change to a year ago

• User Focus:

Salary by Department Hierarchy •Location:

•Dashboard – Compensation

•Page – Overview

•Source:

•Human Resources –

Compensation Subject Area

•HR Manager •VP of HR

•Line Manager •Compensation Manager


Salary by Department Hierarchy



Compensation - Salary Compression


• Purpose:

• Assesses employee salary

differentials within a grade or

between grades by comparing

employees' average and median

base salary with the pay grade mid-

point .

• User Focus:


• HR Manager

• Line Manager

• Location:


• Page – Salary Compression

• Source:


Subject Area

Compression within Grades


• Purpose:

• A detail report to analyze salary

distribution within a grade; including

metrics e.g. employees' average and

median base salary and the

deviation of average base salary to

the grade mid-point.

• User Focus:


• HR Manager

• Line Manager

• Location:


• Page – Salary Compression – drill

on Pay Grade

• Source:


Subject Area

Compression within Grades Detail


• Purpose:

• Analyzes average annual base salary with

employee length of service to assess if there is

salary compression for experienced

employees in a job or grade. Drill to view

salary compression within the grade or to view

employee salary details.

• User Focus:


• HR Manager

• Line Manager

Compression of Experienced Workers

• Location:


• Page – Salary Compression – ‘View

Salary Compression of Experienced

Workers’ action link

• Source:


Subject Area


Compression of Experienced Workers


• Purpose:

• Analyzes the average full-time salary

between jobs and between

performance bands to assess salary

differentials between jobs and

between high- and low-performing

employees within the job.

• User Focus:


• HR Manager

• Line Manager

Compression between Jobs

• Location:


• Page – Salary Compression – ‘View

Salary Compression between Jobs’

action link

• Source:


Subject Area


Compression between Jobs



Compensation - Pay for Performance


• Purpose:

• Analyze salary distribution by

performance band within a pay

grade to help monitor if there is pay

differentiation for performance.

Metrics calculate the total, average,

max/min base salary, median base

salary and base salary standard

deviation.

• User Focus:

• HR Manager


• Line Manager

Performance Base Salary Analysis

• Location:


• Page – Pay for Performance

• Source:


Subject Area


Performance Base Salary Analysis


• Purpose:

• Compare employees’ average comp ratio,

mean performance and tenure by

organization; This helps better align

departmental performance with pay.

• User Focus:


• HR Manager

• Line Manager

• Location:


• Page – Pay for Performance

• Source:


Subject Area

Departmental Compensation and Performance Analysis


Human Resource Effectiveness Reports




Human Resource Effectiveness Corporate Contribution


• Purpose:

• Displays trend of Revenue per employee

and cost per employee over past year

• User Focus:

• VP of HR

• Location:

• Dashboard – Human Resource Performance

• Page – Corporate Contribution

• Source:

• Human Resources – Performance Subject

Area

Employee Productivity


• Purpose:

• Displays trend of Revenue per

employee and cost per employee

over past year .

• User Focus:

• VP of HR

• Location:

• Dashboard – Human Resource

Performance


• Source:

• Human Resources – Performance

Subject Area

Return on Human Capital


• Purpose:

• Shows current employee headcount and

employee headcount growth % over past

year by organization by month

• User Focus:

• VP of HR

Organizational Growth Rate • Location:



• Source:

• Human Resources – Workforce Deployment

Subject Area



Human Resource Effectiveness Effectiveness


• Purpose:

• Shows # Hires, # Terminations, Headcount

by Organization and by location. Use show

control to analyze metrics by other

attributes like pay grade, job, or position.

• User Focus:

• VP of HR

• Location:


Performance

• Page – Effectiveness

• Source:

• Human Resources - Workforce

Deployment Subject Area

Headcount Analysis


• Purpose:

• Shows Supervisor and Employee Headcount

by organization or by Location and the

supervisors Span of Control. Offers analysis

by other dimensions like region and job

through show control.

• User Focus:

• VP of HR

• Location:



• Source:

• Human Resources - Workforce Deployment

Subject Area

Supervisor Span of Control


• Purpose:

• Shows Supervisor and Contactor ratio

and Headcount by organization. Offers

analysis by other dimensions like

region and job through show control.

• User Focus:

• VP of HR

• Location:


Performance


• Source:



Management Ratio Analysis


Supervisor and Employee List

• Purpose:

• Shows Supervisor and Employee details

• User Focus:

• VP of HR

• Location:



• Drill down from Management Ratio Analysis

• Source:

• Human Resources - Workforce Deployment Subject

Area



Human Resource Effectiveness Trends


• Purpose:

• Bar chart showing total employee expenses

(overtime, compensation, benefits, and

support) over past year.

• User Focus:

• VP of HR

• Location:


Performance

• Page – Trends

• Source:


Area

Employee Expense Trend


• Purpose:

• Shows trend of HR Ratio, Contractor Ratio,

Supervisor Ratio and Headcount by Month

• User Focus:

• VP of HR

Key Ratios Trend

• Location:


• Page – Trends

• Source:


Subject Area


• Purpose:

• Shows trend of headcount and turnover

across the organization

• User Focus:

• VP of HR

• Location:


Performance

• Page – Trends

• Source:



Headcount Trend


Employee List

• Purpose:

• List of employees

• User Focus:

• VP of HR

• Location:


• Page – Trends

• Drill down from Headcount Trend

• Source:

• Human Resources - Workforce Deployment Subject Area


• Purpose:

• Trend chart of contracting, support, and

overtime expense

• User Focus:

• VP of HR

• Location:


• Page – Trends

• Source:


Area

Key Variable Cost Drivers


Learning Management Reports



Learning Management Reports Overview



• Purpose:

• Trend in total enrollment volumes for

learning activities over time with options to

view by job family, employee organization,

and learning category

• User Focus:

• Learning Managers

• Line Manager

• Location:

• Dashboard – Learning Management


• Source:

• Human Resources – Learning Enrollment

and Completion Subject Area

Total Enrollments


• Purpose:

• Trend in total enrollment volumes for learning

activities over time with options to view by job

family, employee organization, and learning

category

• User Focus:


• Line Manager

Total Enrollments – Employee Organization • Location:



• Drill on Total Enrollments month

• Source:

• Human Resources – Learning Enrollment and

Completion Subject Area


• Purpose:





• User Focus:


• Line Manager

Total Enrollments – Job Family (1of 2)

• Location:



• Drill on Total Enrollments by Job Family

• Source:




• Purpose:





• User Focus:


• Line Manager

Total Enrollments – Job Family (2 of 2) • Location:



• Drill on Total Enrollments by Job Family

• Drill on that column for detail by Job

Descriptions

• Source:




• Purpose:

• Trend in total enrollment volumes for learning

activities over time with options to view by

learning category

• User Focus:


• Line Manager

Total Enrollments – Learning Category • Location:



• Drill on Total Enrollments by Learning

Category

• Source:




• Purpose:

• Trend over time of percent of learners who

successfully complete activities in which

they have enrolled. Options to view by Year

or Quarter and then by job family, employee

organization, and learning category

• User Focus:


• Line Manager

• Location:



• Source:


Subject Area

Successful Completion Rate


• Purpose:



they have enrolled by job family

• User Focus:


• Line Manager

Successful Completion Rate by Job Family (1 of 2)

• Location:


• Page – Overview – Successful Completion

Rate

• Drill to Job Family

• Source:




• Purpose:


successfully complete activities in which they

have enrolled by job family

• User Focus:


• Line Manager

Successful Completion Rate by Job Family (2 of 2)

• Location:


• Page – Overview – Successful Completion Rate

• Drill to Job Description

• Source:




• Purpose:


successfully complete activities in which they

have enrolled. Options to view by Year or

Quarter and then by employee organization

• User Focus:


• Line Manager

Successful Completion Rate by Employee Organization

• Location:


• Page – Overview – Successful Completion Rate

• Drill to Employee Organization

• Source:




• Purpose:



they have enrolled. Options to view by Year

or Quarter and then by learning category

• User Focus:


• Line Manager

Successful Completion Rate by Learning Category

• Location:


• Page – Overview – Successful Completion

Rate

• Drill to Learning Category

• Source:




Learning Management Reports Manage Enrollments



• Purpose:

• Shows the trend for percentage of

successful enrollments. Options to view by

year or quarter and then by job family,

employee organization, and learning

category

• User Focus:


• Line Manager

• Location:


• Page – Manage Enrollments

• Source:



Successful Enrollment Rate


Successful Enrollment Rate by Job Family


Successful Enrollment Rate by Organization


Successful Enrollment Rate by Learning Category


• Purpose:

• Shows trend in number of days from initial

enrollment in an activity until the start date of

the activity for which a learner successfully

enrolls. If a learner is waitlisted for an activity,

but later is successful in an attempt to enroll,

the wait time begins with the first attempted

enrollment. Options to view by job family,

employee organization, and learning category

• User Focus:


• Location:



• Source:



Average Enrollment Wait time


• Purpose:

• Average Enrollment Wait Time by Employee

Organization provides drill down within the

employee organization

• User Focus:


Average Enrollment Wait Time by Employee Organization

• Location:


• Page – Manage Enrollments – Average

Enrollments

• Drill on Employee Organization

• Source:




• Purpose:

• Average Enrollment Wait Time by Job Family

provides drill down from job family to job

codes

• User Focus:


Average Enrollment Wait Time by Job Family (1 of 2)

• Location:



• Source:




• Purpose:

• Average Enrollment Wait Time by Job

Family provides drill down from job family

to job codes

• User Focus:


Average Enrollment Wait Time by Job Family (2 of 2)

• Location:


• Page – Manage Enrollments – Average

Enrollment Wait Time

• Drill to Job Family - Job Description

• Source:




• Purpose:

• Average Enrollment Wait Time by Learning

Category provides drill down by Learning

Category to course to classes and

sessions

• User Focus:


Average Enrollment Wait Time by Learning Category (1 of 3)

• Location:


• Page – Manage Enrollments – by Learning

Category

• Source:




• Purpose:




sessions

• User Focus:



• Location:


• Page – Manage Enrollments – Learning Category

• Drill to Learning Course

• Source:




• Purpose:




sessions

• User Focus:



• Location:


• Page – Manage Enrollments – Learning Category


• Drill to Course Session

• Source:




• Purpose:

• List of courses with the highest number of

participants. Top enrollments can be viewed

by Delivery Method, Employee

Organization, Course, Learning Category

and Job Family.

• User Focus:


• Location:



• Source:



Top 10 Enrollments by Delivery Method


• Purpose:



by Employee Organization. • User Focus:


• Location:



• Source:



Top 10 Enrollments by Employee Organization


• Purpose:



by Learning Category.

• User Focus:


• Location:



• Source:



Top 10 Enrollments by Learning Category


• Purpose:



by Course.

• User Focus:


• Location:



• Drill on Learning Category (or select

from the drop down)

• Source:



Top 10 Enrollments by Course


• Purpose:


participants. Top enrollments can be viewed by

Learning Category and by Course Activity within

that category.

• User Focus:


• Location:


• Page – Manage Enrollments – Top 10 Enrollments –

Learning Category

• Drill to Course Enrollments

• Drill to Course Activity (Session)

• Source:



Top 10 Enrollments – Learning Category


• Purpose:



by Job Family.

• User Focus:


• Location:


• Page – Manage Enrollments – Top 10

Enrollments

• Drill to Job Family Description

• Source:



Top 10 Enrollments – Job Family


• Purpose:



by Job Family – Job Description.

• User Focus:


• Location:


• Page – Manage Enrollments – Top 10

Enrollments

• Drill to Job Family Description


• Source:



Top 10 Enrollments – Job Description


• Purpose:

• List of courses with the longest wait times and

their wait time in days. Wait time can be viewed

by Learning Category, Delivery Method, Job

function, Employee Organization and Learning

Course.

• User Focus:


• Location:


• Page – Manage Enrollments – Longest Average

Enrollment Wait time

• Drill from Learning Category to activities

(sessions) in that category

• Drill from Job Function to Job Description

• Source:



Longest Average Enrollment Wait time


Learning Management Reports Training Results



• Purpose:

• Shows trend of HR Ratio, Contractor Ratio,

Supervisor Ratio and Headcount by Month

• User Focus:


• Line Manager

• Location:


• Page – Training Results

• Source:



Training Results


• Purpose:

• For user-specified courses, this report

shows individual activities for the course and

individual learner completion status, passing

status, and scores.

• Guided navigation to reports for Learning

activities with low scores and for low

completion rates where indicated.

• User Focus:


• Line Manager

• Location:



• Source:



Training Scores by Learning Course


• Purpose:

• There is guided navigation to reports for

Learning activities with low scores and for

low completion rates where indicated.

• User Focus:


• Line Manager

• Location:



• Guided navigation link to the report

• Source:



Training Scores by Learning Course


Learning Management Reports Delivered Training



• Purpose:

• Users may view training delivered in a

specified time period, by course, delivery

method, or learner organization

• User Focus:


• Line Manager

• Location:


• Page – Delivered Training

• Source:



Delivered Training Hours


• Purpose:

• This report shows number of participants in

training by employee organization hierarchy,

course hierarchy, learner job family, or

delivery method

• User Focus:


• Line Manager

• Location:


• Page – Delivered Training

• Source:



Unique Employee Count


• Purpose:




delivery method

• User Focus:


• Line Manager

Unique Employee Count • Location:


• Page – Delivered Training – Unique

Employee Count – Learning Category


• Source:




• Purpose:




delivery method

• User Focus:


• Line Manager

Unique Employee Count • Location:


• Page – Delivered Training – Unique

Employee Count – Job Family


• Source:





Recruitment Reports Overview


• Purpose:

• Show new hires by organization, location, hiring

manager, recruiter and job.

• Guided navigation will appear to show more

information about the alert. In this case it is a

link to the Workforce Deployment dashboard

• User Focus:

• Recruiting Manager

• VP of HR

• Location:

• Dashboard – Recruitment


• Source:

• Human Resources - Recruitment Subject Area

Requisition Events


• Purpose:

• Show overview of applications started,

interviews, offers, hires, and pending starts.

• Guided navigation takes the user to the

Pending Start Detail page.

• User Focus:


• VP of HR

Recruitment Events • Location:



• Source:


Recruitment Subject Area


• Purpose:

• Compare 3-year new hire trend

• User Focus:


• VP of HR

• Location:



• Source:



New Hire Trend


• Purpose:

• View Open Requisitions distribution and

aging by organization, geography and

recruiter.

• User Focus:


• VP of HR

Open Requisition Overview (1 of 2) • Location:



• Source:




Open Requisition Overview (2 of 2)

• Purpose:

• View Open Requisitions distribution and

aging by organization, geography and

recruiter.

• User Focus:


• VP of HR

• Location:



• Source:




Top 5 Vacancies

• Purpose:

• Top 5 vacancies by organization, country,

location recruiter, job family.

• User Focus:


• VP of HR

• Location:



• Source:




Recruitment Stage Time Trend (1 of 2) • Purpose:

• Trend analysis of time lapse from vacancy

open to various recruitment stages and

average time of each recruitment stage.

• User Focus:


• VP of HR

• Location:



• Source:




Recruitment Stage Time Trend (2 of 2) • Purpose:

• Trend analysis of time lapse from

vacancy open to various

recruitment stages and average

time of each recruitment stage.

• User Focus:


• VP of HR

• Location:



• Source:





Recruitment Reports Requisitions


Requisition Opened and Filled

• Purpose:

• Show requisitions opened & filled by

recruiter, organization, and location.

• User Focus:


• VP of HR

• Line Manager

• Location:


• Page – Requisitions

• Source:





• Purpose:


recruiter, organization, and location .

• User Focus:


• VP of HR

• Line Manager

• Location:



• Select Requisition Location

• Source:





• Purpose:



• User Focus:


• VP of HR

• Line Manager

• Location:



• Drill on Requisition Location

to Requisition Location City

• Source:





• Purpose:



• User Focus:


• VP of HR

• Line Manager

• Location:



• By Recruiter Name

• Source:





• Purpose:



• User Focus:


• VP of HR

• Line Manager

• Location:



• Drill on Job Family to Job

Descriptions

• Source:




Open Requisition Overview

• Purpose:



• User Focus:


• VP of HR

• Line Manager

• Location:



• Drill on Organization Top

Hierarchy

• Source:





• Purpose:



• User Focus:


• VP of HR

• Line Manager

• Location:



• Drill on Organization Top

Hierarchy to next hierarchy

• Source:





Recruitment Reports Vacancy Analysis


Vacancy Rate

• Purpose:

• Show vacancy rate by organization or

supervisor hierarchy (direct reports),

geography or job family .

• User Focus:


• VP of HR

• Line Manager

• Location:


• Page – Vacancy Analysis

• Drill down on the Organization hierarchy

• Source:




Vacancy Rate By Job Family • Purpose:

• Show vacancy rate by organization or

supervisor hierarchy (direct reports),

geography or job family .

• User Focus:


• VP of HR

• Line Manager

• Location:



• Drill down on the Requisition job Family

• Source:




Vacancy Rate by Location

• Purpose:

• Measures the percentage of vacancies

that have been filled during the period.

• User Focus:


• VP of HR

• Line Manager

• Location:



• Drill down on Requisition Location Country to

Location City

• Source:

• Human Resources – Recruitment Subject Area


Vacancy Fill Rate (1 of 2)

• Purpose:

• Measures the percentage of vacancies

that have been filled during the period.

View by recruiter, organization, location

country.

• User Focus:


• VP of HR

• Line Manager

• Location:



• Drill down the Organization

hierarchy

• Source:




Vacancy Fill Rate (2 of 2)



Recruitment Reports Recruitment Pipeline


Recruitment Pipeline (1of 4) • Purpose:

• A summary view of recruitment events in

the recruitment pipeline including

requisition events, assessment, offer, hire

events and post employment events.

View by organization, recruiter or

location.

• User Focus:


• VP of HR

• Line Manager

Location:


• Page – Recruitment Pipeline

• Source:



Recruitment Pipeline (2of 4)

• Purpose:

• A summary view of recruitment events in

the recruitment pipeline including

requisition events, assessment, offer, hire

events and post employment events.

View by organization, recruiter or

location.

• User Focus:


• VP of HR

• Line Manager

Location:



• Source:




Recruitment Pipeline (3 of 4)

• Purpose:

• A summary view of recruitment events in the

recruitment pipeline including requisition events,

assessment, offer, hire events and post employment

events. View by location.

• User Focus:


• VP of HR

• Line Manager

Location:



• Drill to Location and then to City

• Source:

• Human Resources – Recruitment Subject

Area


Recruitment Pipeline (4 of 4)

• Purpose:

• View by Organization

• User Focus:


• VP of HR

• Line Manager

Location:



• Drill down the Organization Hierarchy

• Source:




Recruitment Reports Offer Analysis


Offers Extended

• Purpose:



• User Focus:


• VP of HR

• Line Manager

• Location:


• Page – Offer Analysis

• Source:




Offers Accepted • Purpose:

• An offer detail report showing when an offer is

extended, accepted or rejected. .

• User Focus:


• VP of HR

• Line Manager

• Location:


• Page – Offer Analysis

• Source:




Recruitment Reports New Hires



New Hire View

• Purpose:

• View New Hires by Organization,

Direct Reports, Geography, and

Hiring Manager.

• User Focus:


• VP of HR

• Line Manager

• Location:


• Page – New Hires

• Source:




New Hire Monthly Trend

• Purpose:

• View new hire monthly trend over 3

years. View by direct report, job

family, requisition location, recruiter,

organization hierarchy

• User Focus:


• VP of HR

• Line Manager

• Location:



• Source:




New Hire by Source

• Purpose:

• Trend analysis of internal and

external hires by source and

source type

• User Focus:


• VP of HR

• Line Manager

• Location:



• Source:




Top 5 Hire Sources

• Purpose:

• Show the top 5 hire sources.

• User Focus:


• VP of HR

• Line Manager

• Location:



• Source:





Recruitment Reports Applicant Pool


Applicants by Source • Purpose:

• Show the Applicants from various Sources.

• User Focus:


• VP of HR

• Line Manager

• Location:


• Page – Applicant Pool

• Source:



Applicants by Organization

• Purpose:

• Show the Applicants by various

Organizations.

• User Focus:


• VP of HR

• Line Manager

• Location:



• Source:




New Hire Performance by Source (1 of 2)

• Purpose:

• View new hire performance by

source .

• User Focus:


• VP of HR

• Line Manager

• Location:



• Source:





Recruitment Reports Quality of Hire


New Hire Retention by Source(1 of 2) • Purpose:

• Analyze source effectiveness by evaluate how

many new hires have reached service

milestone or separated .

• User Focus:


• VP of HR

• Location:


• Page – Quality of Hire

• Source:

• Human Resources – Recruitment Subject

Area


New Hire Retention by Source(2 of 2) • Purpose:

• Analyze source effectiveness by evaluate

how many new hires have reached service

milestone or separated .

• User Focus:


• VP of HR

• Location:



• Source:





• Purpose:

• View new hire performance by

source

• Repeat of

• User Focus:


• VP of HR

• Location:



• Source:





Recruitment Reports Recruiter Effectiveness


Recruiter Effectiveness (1 of 4) • Purpose:

• Analyze recruiter performance by

evaluating recruiters' recruitment volume,

vacancy fill rate and time to fill.

• User Focus:


• VP of HR

• Location:


• Page – Recruiter Effectiveness

• Source:




Recruiter Effectiveness (2 of 4)

• Purpose:


evaluating recruiters' recruitment

volume, vacancy fill rate and time to

fill.

• User Focus:


• VP of HR

• Location:



• Source:





• Purpose:



volume, vacancy fill rate and time to

fill.

• User Focus:


• VP of HR

• Location:



• Source:





• Purpose:



volume, vacancy fill rate and time

to fill.

• User Focus:


• VP of HR

• Location:



• Source:





Recruitment Reports Requisition Recruitment Activities


Requisition Status View • Purpose:

• View Open Requisition Status

• Guided navigation to Open Reqs

with no recruitment activity

• User Focus:



• Location:


• Page – Requisition Recruitment

Activities

• Source:




Requisition Recruitment Activities Detail (1 of 2)

• Purpose:

• View Requisition Recruitment details

• User Focus:



• Location:


• Page – Requisition Recruitment Activities

• Source:



Requisition Recruitment Activities Detail (2 of 2)

• Purpose:

• View Requisition Recruitment details

by each Recruiter

• User Focus:



• Location:


• Page – Requisition Recruitment Activities

• Source:




Recruitment Reports Recruitment Event Details


Requisition Events Detail

• Purpose:

• A detail view of recruitment events

filtered by the recruitment stage and

event

• User Focus:



• Location:


• Page – Recruitment Event Details

• Source:





Recruitment Reports Candidate Sourcing


Job Sourcing - Requisitions

• Purpose:

• View current and historical job

requisitions for a job and the

average time to fill

• User Focus:



• Location:


• Page – Candidate Sourcing

• Source:




Job Sourcing - Sources

• Purpose:

• View candidate sourcing for a job including

the number of applicants, applicant

interviewed and hired for each source.

• User Focus:


Location:


• Page – Candidate Sourcing

• Source:





Retention Reports



Retention Reports Overview


• Purpose:

• Monitors voluntary & involuntary

turnover ratio and how they compare to

the last period.

• User Focus:

• HR Manager

• VP of HR

• Line Manager

• Location:

• Dashboard – Retention


• Source:

• Human Resources – Retention Subject

Area

Turnover KPI


• Purpose:

• Monitors Top performer Voluntary

Turnover and how it compares to the

last period.

• User Focus:

• HR Manager

• VP of HR

• Line Manager

• Location:



• Source:


Area

Top Performer Voluntary Turnover KPI


• Purpose:

• View the top 3 Voluntary Turnover by

job, geography, performance band

(Voluntary Turnover % in Top 3)

• User Focus:

• HR Manager

• VP of HR

• Line Manager

• Location:



• Source:


Area

Top Voluntary Turnover


• Purpose:

• This report compares management

and high performer turnover with

that of the employees.

• User Focus:

• HR Manager

• VP of HR

• Line Manager

• Location:



• Source:


Area

Turnover Trend (Employee, Supervisor, High Performers)



Retention Reports Retention Hotspots


• Purpose:

• A radar diagram highlights the primary

reason why employee leave the

organization and affected organizations

and location.

• User Focus:

• HR Manager

• VP of HR

• Line Manager

• Location:


• Page – Retention Hot Spots

• Source:


Area

Voluntary Turnover Reason


• Purpose:

• The top 5 jobs with the highest

employee turnover.

• User Focus:

• HR Manager

• VP of HR

• Line Manager

• Location:


• Page – Retention Hot Spots

• Source:

• Human Resources – Retention

Subject Area

Turnover Distribution by Job


• Purpose:

• Monitor employee retention ratio by

supervisor; proactively identify supervisors

with potentially low employee engagement

• User Focus:

• HR Manager

• VP of HR

• Line Manager

• Location:



• Source:

• Human Resources – Retention Subject Area

Turnover Distribution by Org and Location (1 of 2)


Turnover Distribution by Org and Location



Retention Reports Top Performers


• Purpose:

• Monitor top performer turnover rate in the

organization (by supervisor, organization,

geography and job); alert entities whose

top performer loss exceeds a threshold.

• User Focus:

• HR Manager

• VP of HR

• Line Manager

• Location:


• Page – Top Performers

• Source:


Area

Top Performer Voluntary Turnover


• Purpose:

• Monitor top performer attrition trend and

departing reason (including

both voluntary and involuntary turnover)

• User Focus:

• HR Manager

• VP of HR

• Line Manager

• Location:



• Source:


Retention Subject Area

Top Performer Turnover


At Risk Top Performers • Purpose:

• Proactively identify top performing employees

who may be at risk of turnover due to lack of

promotion or lower pay

• User Focus:

• HR Manager

• Line Manager

• Location:



• Source:


Subject Area



Retention Reports Trends


• Purpose:

• Monitor how current year’s voluntary

turnover compares to the previous 2 years

by comparing both annual YTD turnover and

seasonal monthly/quarterly turnover ratio

• User Focus:

• HR Manager

• VP of HR

• Line Manager

• Location:


• Page – Trend

• Source:

• Human Resources – Retention Subject Area

Voluntary Turnover 3-Year Trend (1 of 2)


Voluntary Turnover 3-Year Trend (2 of 2)


• Purpose:

• Turnover seasonal analysis by comparing

monthly and quarterly turnover with those of

2 years ago and the 3-year average

• User Focus:

• HR Manager

• VP of HR

• Line Manager

Turnover 3-Year Trend Average • Location:


• Page – Trend

• Source:


Subject Area


Workforce Deployment Reports




Workforce Deployment Reports Overview


• Purpose:

• KPI indicator report to monitor employee &

contingent headcount growth rate and FTE.

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• CFO

• Location:

• Dashboard – Workforce Deployment


• Source:


Subject Area

Headcount KPI


• Purpose:

• KPI indicator report to monitor voluntary and

involuntary turnover ratio and new hire level

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Source:


Subject Area

Turnover KPI


• Purpose:

• View manager, supervisor ratio and supervisor

span of control.

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Source:


Subject Area

Span of Control KPI



Workforce Deployment Reports Staffing


• Purpose:

• View headcount and FTE distribution by

geography, and organization.

• User Focus:

• VP of HR

• HR Manager

• Line Manager

Staffing Level •Location:

•Dashboard – Workforce Deployment

•Page – Staffing

•Source:

•Human Resources - Workforce Deployment

Subject Area


• Purpose:

• View headcount movement (hires, transfers,

promotions and terminations) by line of

business

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:


• Page – Staffing

• Source:


Subject Area

Organizational Headcount Movement (1 of 2)


Organizational Headcount Movement (2 of 2)


• Purpose:

• View quarterly trend of headcount movement

in an organization (hires, transfers, promotions

and terminations).

• User Focus:

• VP of HR

• HR Manager

• Line Manager

Headcount Movement •Location:

•Drill from “Employee Headcount”->Select “View

Headcount Movement”

•Source:


Subject Area



Workforce Deployment Reports Trend


• Purpose:

• Monitors employee headcount by line of

business and the quarterly headcount growth

rate.

• User Focus:

• VP of HR

• HR Manager

• Line Manager

Organizational Growth Rate •Location:

•Dashboard – Workforce Deployment

•Page - Trend

•Source:


Subject Area


• Purpose:

• Shows quarterly trend of staffing key metrics by organization,

geography and job.

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:


• Page – Trends

• Source:

• Human Resources - Workforce Deployment Subject Area

• Metric Options:

• Employee Headcount

• Active Headcount

• Contingent Headcount

• FTE

• Supervisor Headcount

• Manager Headcount

Positional Demographic Trend


• Purpose:

• Shows quarterly trend by demographics by

ethnicity, age band, education level Disability,

Veteran Status, Gender, Citizenship.

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:


• Page – Trends

• Source:


Subject Area

• Metric Options:

• Employee Headcount

• Employee Turnover Ratio

• # of Promotions

• Promotion Ratio

Headcount Demographic Trend



Workforce Deployment Reports Demographics


• Purpose:

• View employee headcount distribution

by ethnicity, age band, education level

Disability, Veteran Status, Gender,

Citizenship, Marital Status.

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:


• Page – Demographics

• Source:



Headcount Demographics


• Purpose:

• View headcount distribution by length

of service, high potential &

performance band.

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:


• Page – Demographics

• Source:



Job Demographics



Workforce Development Reports



Workforce Development Overview


• Purpose:

• An overview of employee & supervisor


• User Focus:

• VP of HR

• HR Manager

• Line Manager

Employee Performance Review • Location:

• Dashboard – Workforce Development


• Source:


Subject Area


• Purpose:



• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Source:



Employee Performance 3-Year Trend (1 of 2)


• Purpose:



• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Source:


Subject Area

Employee Performance 3-Year Trend (2 of 2)



Workforce Development Employee Performance by Supervisor


• Purpose:



• User Focus:

• VP of HR

• HR Manager

• Line Manager

Employee Performance by Supervisor • Location:


• Page – Employee Performance by Supervisor

• Source:


Subject Area



Workforce Development Employee Performance


• Purpose:

• View employee performance distribution by job,

location, length of service in an organization

• User Focus:

• VP of HR

• HR Manager

• Line Manager

Employee Performance by Organization • Location:


• Page – Employee Performance by Organization

• Source:


Subject Area



Workforce Development Supervisor Performance


• Purpose:

• Show Supervisor Performance Trend

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:


• Page – Supervisor Performance

• Source:



Supervisor Performance Trend


• Purpose:

• Under-performing supervisors

(performance band <50%)

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Source:



Under-Performing Supervisors


• Purpose:

• View employee performance

distribution by job, location, length of

service in an organization

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Source:



Turnover Trend (Employee, Supervisor & High Performers)


• Purpose:

• View employee performance

distribution by job, location, length of

service in an organization

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Source:



Supervisor Headcount Trend



Workforce Development Internal Mobility


• Purpose:

• This report shows the top 3 transfer-Ins

by organization, location, supervisor.

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:


• Page – Internal Mobility

• Source:



Top 3 Transfer-Ins


• Purpose:

• This report shows the top 3 transfer-

outs by organization, location,

supervisor.

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Source:



Top 3 Transfer-Outs


• Purpose:

• This report shows an organization

summary of employee transfers

including where they transfer from and

transfer to.

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Source:



Employee Transfer Summary


• Purpose:

• This report shows employees' average length

of time in a job, grade and organization

• User Focus:

• VP of HR

• HR Manager

• Line Manager

Employee Time in Service • Location:



• Source:





Workforce Development Top Performers


• Purpose:

• Compare percentage of high

performers by organization .

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Source:



Top Performers by Organization (1 of 2)


• Purpose:

• Compare percentage of high

performers by organization .

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Source:



Top Performers by Organization (2 of 2)


• Purpose:

• Monthly top performer attrition for the

year.

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Source:



Top Performers Turnover


• Purpose:

• A report analyzing the correlation of

employee performance and their

Compa Ratio (mean and median) .

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Source:



Employee Performance and Compa Ratio



Workforce Development Under Performers


• Purpose:




• Guided Navigation to Chronic Under-

Performer Detail

• User Focus:

• VP of HR

• HR Manager

• Line Manager

Chronic Under-Performers (1 of 2)

• Location:


• Page – Under Performers

• Drill to Hierarchy level required

• Source:




• Purpose:




• Guided Navigation to Poor Performers

Performance Development Detail

• User Focus:

• VP of HR

• HR Manager

• Line Manager

Poor Performers Performance (1 of 2) • Location:



• Source:




• Guided Navigation to Poor

Performers Performance

Development Detail

Poor Performers Performance (2 of 2)


• Purpose:



Compa Ratio (mean and median).

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Drill to Hierarchy level required

• Source:



Under-Performing Supervisors


• Purpose:


employee performance and their Compa

Ratio (mean and median) .

• User Focus:

• VP of HR

• HR Manager

• Line Manager

• Location:



• Drill on Year/Month Detail or

• Drill on Event Count for employee

detail

• Source:



Poor Performers Terminated (1 of 2)


• Location:



• Drill to Year/Month

• Drill on Event Count to

Employee Event Detail

• Source:



Poor Performers Terminated (2 of 2)



Time and Labor Reports



Time and Labor Overview


• Purpose:

• An overview of various timecard metrics

• User Focus:

• VP of HR

• Line Manager


Time Collection Monitor

• Location:

• Dashboard – Time and Labor


• Source:

• Human Resources - Time and Labor Subject

Area


• Purpose:

• The Status distribution of the timecards created

in the system

• User Focus:

• VP of HR

• Line Manager


Timecards Status

• Location:



• Source:


Area


• Purpose:

• The details of the timecard entries

• User Focus:

• VP of HR


• Line Manager

Timecards Entry Details

• Location:



• Drill down on the Status bar in the

Timecard Status analysis

• Source:


Area


Timecards Entry Details


• Purpose:

• The various categories of Reported and

Processed Time across all the timecards

• User Focus:

• VP of HR


• Line Manager

Reported Time Summary

• Location:



• Source:

• Human Resources - Time and Labor Subject Area


• Purpose:

• Reported and Processed time for various

categories viewed by Location, Job, and

Department

• User Focus:

• VP of HR


Reported Time Hours

• Location:



• Source:



• Purpose:

• Reported and Processed Time details for

the specific Year, Quarter Month

• User Focus:

• VP of HR


Reported and Processed Time Details

• Location:



• Drill down on Reported Time Hours report

• Source:



Reported and Processed Time Details



Time and Labor Timecard Monitoring


• Purpose:

• Reported Hours status by Year and

Month

• User Focus:

• VP of HR


Reported Hours Status • Location:


• Page – Timecard Monitoring

• Source:



• Purpose:

• The monthly trend based on statuses of the

timecards created

• User Focus:

• VP of HR


Timecards Trend • Location:



• Source:



• Purpose:

• The distribution of the timecards reported late

against the total timecards reported for each

month

• User Focus:

• VP of HR


Timecards Reported Versus Reported Late • Location:



• Source:



• Purpose:

• Timecards Reported Late summary viewed by

Timecard age band, country, HR Business unit,

and Cost Center

• User Focus:

• VP of HR


Timecards Reported Late Summary

• Location:



• Source:



• Purpose:

• Top 5 departments that has submitted the

timecards late

• User Focus:

• VP of HR


Timecards Reported Late Top 5 Departments

• Location:



• Source:



• Purpose:

• The Timecard details like # of Lines,

Submitted, approved, rejected, and

working displayed by Location, Job, HR

BU, and Department

• User Focus:

• VP of HR


Timecards Summary • Location:



• Source:



Timecards Summary



Time and Labor Processed Time


• Purpose:

• Processed hours for the month analyzed

against the Reported hours

• User Focus:

• VP of HR


Processed Hours Analysis

• Location:


• Page – Processed Time

• Source:



• Purpose:

• Reported and Processed Time categorized

on Productive and Non-Productive hours

• User Focus:

• VP of HR


Reported and Processed Time

• Location:



• Source:



• Purpose:

• Various statuses of the processed hours

displayed for every month

• User Focus:

• VP of HR


Processed Time Status

• Location:



• Source:



• Purpose:

• The various categories of the processed

time hours viewed by Year, Quarter,

Month, and Day

• User Focus:

• VP of HR


Processed Hours Category

• Location:



• Source:



• Purpose:

• Summary analysis of count of

departments having processed hours

greater than or equal to or lesser than the

reported hours

• User Focus:

• VP of HR


Department Reported Versus Processed Time Summary

• Location:



• Source:




Time and Labor Time Coverage


• Purpose:

• Analysis displaying the Employee,

Contingent, Regular and Overtime

reported hours on a monthly basis

• User Focus:

• VP of HR


Time Coverage Analysis

• Location:


• Page –Time Coverage

• Source:



• Purpose:

• Overtime hours analyzed by Time entry

name, and Department

• User Focus:

• VP of HR


Reported Overtime Hours

• Location:



• Source:



• Purpose:

• Reported Regular and Overtime hours,

and Processed Regular and Overtime

hours analyzed by Employees and

Contingent workforce

• User Focus:

• VP of HR


Employee versus Contingent Workers Overview

• Location:



• Source:



Employee versus Contingent Workers Overview



Time and Labor Time Trend


• Purpose:

• Reported and Processed hours

categories trend analysis by Year, and

Month

• User Focus:

• VP of HR


Reported Time Trend

• Location:


• Page –Time Trend

• Source:



• Purpose:

• Reported and Processed hours categories

trend analysis by Worker Location, and

Month

• User Focus:

• VP of HR


Reported Time Trend

• Location:



• Source:



• Purpose:

• Reported and Processed Overtime

hours trend by month viewed by

Department Hierarchy

• User Focus:

• VP of HR


Overtime by Department

• Location:



• Source:



• Purpose:

• Departments ranked based on

Processed Overtime hours. Also

contains other metrics like Reported

hours, Average Reported overtime and

Average Processed overtime for an

employee

• User Focus:

• VP of HR


Overtime Ranking

• Location:



• Source:



Overtime Ranking



Time and Labor Estimated Labor Cost


• Purpose:

• Analysis showing the Estimated Cost

amount based on the Processed hours for

various sub categories of the processed

hours for both working and non-working

categories.

• User Focus:

• VP of HR


• Payroll Manager

Estimated Labor Cost

• Location:


• Page –Estimated Labor Cost

• Source:



Estimated Labor Cost



Payroll Reports



Payroll Overview


• Purpose:

• An overview of various Payroll metrics

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Payroll Monitor

• Location:

• Dashboard – Payroll


• Source:



• Purpose:

• Summary report displaying all the payroll

components and their values for the selected

payroll name

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Payroll Overview

• Location:



• Source:



• Purpose:

• Payroll earning measures and their values are

shown in this report

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Earnings Balance

• Location:



• Source:



• Purpose:

• Payroll Deduction measures and their values

displayed for both the Employee and Employer

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Deductions Balance

• Location:



• Source:




Payroll Payroll Trend


• Purpose:

• Trend analysis for various payroll earning

components

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Payroll Earnings Trend

• Location:


• Page – Payroll Trend

• Source:



• Purpose:

• The Top 10 balances for various payroll earning

components viewed by Location, Employee,

Job, Department, Position, and the earning

component

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Top 10 Earnings

• Location:



• Source:



• Purpose:

• A detailed report showing the Employee name,

and payroll balance for each month for the

selected payroll earning component

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Earning Pay Details

• Location:


• Page – Payroll Trend – Drill on ‘Balance

Amount’ metric in the Top 10 Earnings report

• Source:



Earning Pay Details


• Purpose:

• Trend analysis of various payroll deduction

components

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Payroll Deductions Trend

• Location:



• Source:



• Purpose:

• The trend analysis of all the deductions

balances

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Deductions Summary Balance Trend

• Location:



• Source:



• Purpose:

• Report showing the information of the payroll

name, payroll components, and their balances

for all the employees for the chosen month

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Employee Payroll Details

• Location:


• Page – Payroll Trend – Drill down on the

summary measure in the ‘Deductions Summary

Balance Trend’ report

• Source:



Employee Payroll Details



Payroll Payroll Cost


• Purpose:

• Report displaying the summary of payroll costs

for the selected time period for all the

employees

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Payroll Cost Summary

• Location:


• Page – Payroll Cost

• Source:



Payroll Cost Summary


• Purpose:

• Report to view payroll costs including base,

overtime and variable pay YTD and employer

benefits and taxes costs by organization,

location and job.

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Payroll Cost Details

• Location:



• Source:



Payroll Cost Details


• Purpose:

• Analysis displaying the 3-year payroll cost trend

including total pay, employer-paid taxes and

benefit costs

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Payroll Cost Trend

• Location:



• Source:



Payroll Cost Trend


• Purpose:

• Report showing the total pay, total employer

taxes and total benefits cost % change

compared to a year ago; viewed by department

hierarchy.

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Payroll Cost Year Ago % Change

• Location:


• Page – Payroll Cost – Drill down on the

column ‘Total Pay % Change YAGO’ in Payroll

Cost Trend report

• Source:



Payroll Cost Year Ago % Change


• Purpose:

• Top 10 Total Payroll Cost analyzed by Location,

Department, HR Business Unit, and Job Name

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Top 10 Total Payroll Cost

• Location:



• Source:



Top 10 Total Payroll Cost


• Purpose:

• Top 10 Average Payroll Cost analyzed by

Location, Department, HR Business Unit, and

Job Name against the Total Payroll Cost

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Top 10 Average Payroll Cost

• Location:



• Source:



Top 10 Average Payroll Cost



Payroll Overtime Spend


• Purpose:

• Report displaying overtime KPI monitor

including regular and overtime hours and pay,

overtime pay a year ago and percentage

change.

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Overtime Spend Summary

• Location:


• Page – Overtime Spend

• Source:



• Purpose:

• Analysis showing Top 10 employees year-to-

date overtime pay, total regular and overtime

pay and percentage of overtime pay in total

pay.

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Top 10 Overtime Pay

• Location:



• Source:



Top 10 Overtime Pay


• Purpose:

• Analysis displaying Bottom 10 Overtime Pay by

department, job, grade, position, and person

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Bottom 10 Overtime Pay

• Location:



• Source:



• Purpose:

• Report showing Overtime pay and overtime pay

as a percentage of regular pay by department,

job, location and business unit

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Overtime Pay Details

• Location:



• Source:



Overtime Pay Details



Payroll Payroll Labor Hours


• Purpose:

• A summary report comparing monthly regular

and overtime hours to those of a year ago

• User Focus:

• VP of HR

• Payroll Manager

• Line Manager

Payroll Hours

• Location:


• Page – Payroll Labor Hours

• Source:



Payroll Hours

HR Analytics Product Guide

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