OBIA HR Analytics

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People Soft - Oracle Business Intelligence HCM Analytics Webinar from Drivestream Academy 14 April, 2011 SLIDE 1

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Benefits of OBIA HR Analytics

Transcript of OBIA HR Analytics

Page 1: OBIA HR Analytics

People Soft - Oracle Business Intelligence HCM Analytics

Webinar from Drivestream Academy

14 April, 2011

SLIDE 1

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Agenda

Key HR Organizational challenges What is HR Analytics How is HR Analytics different from People Soft reports What is OBIA Benefits of OBIA HR Analytics What do you need to implement OBIA HR Analytic workflow OBIA demo OBIA Architecture Drivestream Implementation Methodology Q & A

SLIDE 2

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Drivestream is a global management and technology consulting services firm headquartered in the Washington DC area with delivery centers located in the United States and India. We have been in business since 2002.

Our primary focus areas include PeopleSoft, Custom Applications Development and Information Management that includes Business Intelligence & Data Warehousing.

We provide strategic advice and tactical support for developing, implementing, maintaining and upgrading our customers’ business applications.

We invest heavily in people, processes and tools for delivering our services.

Drivestream’s leadership team has a very strong entrepreneurial & consulting background with many years of work experience at PWC, IBM, KPMG and other Fortune 500 companies around the world

We have successfully delivered over 400+ projects for some of the world’s largest companies to middle market customers across industries and geographies

About Us

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Presenters

Ravi Natarajan has managed multiple successful Data Warehouse implementations at various Fortune 100 companies. A self-proclaimed researcher and academic with heavy industry experience, he is the quintessential architect. He is constantly on the lookout for new ideas and technologies.

Arvind Purushothaman has more than14 years of experience primarily in Data Warehousing and Business Intelligence.  He has successfully implemented multiple Data Warehouse and Business Intelligence projects using a global delivery model.   He is interested in identifying new ways to use data in everyday business processes.

Ravi NatarajanExecutive Vice President,

Information Management Drivestream, Inc.

Arvind PurushothamanVice President,

Information Management Drivestream, Inc.

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Key HR Organizational Challenges

• Information not gathered and disseminated uniformly• Lack of insightful HR data to understand overall workforce• Inconsistent business processes lead to inconsistent data

• Unable to measure HR programs impact on workforce performance • Difficult to create a historical profile of the workforce• Poor metrics to translate employee performance with compensation

Measuring the effectiveness of HR programs

Aligning talent management strategy with corporate strategy

• Difficult to measure talent acquisition effectiveness on corporate performance

• Accurate impact analysis of training programs on employee performance

Time lag in data gathering and reporting• Too much dependence on management-by-spreadsheet

• Scattered data across multiple systems • No single source of the truth

Inaccurate view of workforce profile

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What is HR Analytics?

Information that can be used to better manage several areas within HR

Analytics that provide detailed analysis of HR Programs and Workforce Performance

Integrates silos of data from other ERP modules and 3rd party applications into relevant, actionable and timely insight

Information delivered thorough personalized dashboards, metrics and alerts

SLIDE 6

Shalini Rajan
Is there a way to link the challenges identified in the previous slide to what HR analytics offers on this slide
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How is HR Analytics different from PS reporting?

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People Soft Reporting Analytical Reporting

Flat – 2 dimensional Multi dimensional

Individual reports which need to be collated

Metrics go across subject areas

Reactive reporting Pro-active reporting

Need to define “what to see” Pre defined Metrics based on best practices available

Report is from a single source Reporting can include non PS sources also

Metric definition is not standardized Metric definition is consistent across the enterprise

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Copyright © 2008, Oracle and/or its affiliates. All rights reserved.

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What is OBIA (Oracle Business Intelligence Applications)?

• Pre-built BI application that sources data from transactional systems including Oracle EBS, PeopleSoft, SAP, JD Edwards and Siebel

• Data is loaded to the target OBAW tables using Informatica as the ETL tool

• Pre-built metadata layer that covers all ERP modules and functions• Developed using Oracle Business Intelligence Enterprise Edition (OBIEE)

technology

• Web based access to customizable dashboards, KPI’s, reports, alerts• Can be customized to meet unique business needs

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HR Performance

Operations

Compensation

Revenue per employee Contribution per employee Return on Human Capital

Employee benefit expenses Average cost per employee Employee overtime expenses Contracting expenses

Employee Headcount Continent Headcount Contractor Ratio Headcount % change Diversity metrics Turnover Ratio

Mean Performance Rating Length of Service Span of Control Time in Job Average Contingent Placement

Annual Base Salary Min/Mid/Max Annual Base

Salary Comp Ratio Time Since Last Salary

Increase (Days)

Total Base Compensation Overtime Compensation Average Variable Compensation Number of Bonuses Average Bonus

ANALYSIS AND METRICS

Provide consistent, integrated insight into the entire talent value chain - attracting, retaining, developing, and rewarding the workforce

Optimize organization staffing and contingent labor usage

Gain visibility to employee performance and internal mobility to engage and develop key talents

Lower costs through reduced turnover and more targeted recruiting

Optimize compensation plans to meet goals while managing costs

BENEFITS

Benefits of OBIA HR Analytics

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Recruiting Management

Learning management

Absence Management

ANALYSIS AND METRICS

Monitor the efficiency and effectiveness of the entire recruitment life cycle

Better assess quality of hire by correlating applicant sourcing with new hire performance and turnover metrics

Proactively mange learning demand and source utilization

Monitor workforce learning participation & learning results

Monitor absence trends as a predictor for employee engagement

Forecast employee availability based on planned future absence events

BENEFITS Vacancy Aging Vacancy Rate Vacancy Fill Rate Internal hire ratio External hire ratio Referral hire ratio New hire performance

New hire separation Time to fill Time to hire Requisition open to Application

start Application Start to Offer Extended

Enrollment count Successful completion rate Enrollment Wait Time Internal Learner count

Learning Score Delivered training hours Top enrollments Longest Enrollment Wait Time

Absence Duration Days Notified absence days Unnotified Absence Hours

Absence Occurrences Employee Absence Rate

Benefits of OBIA HR Analytics

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OBIA modules

Travel& TransAuto Comms

& MediaComplexMfg

ConsumerSector Energy Financial

ServicesHighTech

Insurance& Health

LifeSciences

Public Sector

Other Operational & Analytic Sources

Oracle BI Suite Enterprise Edition Plus

Prebuilt adapters:

SalesService &Contact Center

Marketing Procurement & Spend

Supply Chain & OM Financials Human

Resources

PipelineAnalysis

TriangulatedForecasting

Sales Team Effectiveness

Up-sell / Cross-sell

Cycle TimeAnalysis

Lead Conversion

Employee Productivity

Compensation Analysis

HR Compliance Reporting

WorkforceProfile

TurnoverTrends

Return on Human Capital

A/R & A/PAnalysis

GL / BalanceSheet Analysis Customer & ProductProfitability

P&L Analysis

ExpenseManagement

Cash FlowAnalysis

OrderLinearity

Ordersvs. AvailableInventory

BacklogAnalysis

Inventory Availability

FulfillmentStatus

BOM Analysis

Supplier PerformanceSpend Analysis

Procurement Cycle Times

EmployeeExpenses

Quality Performance

Buyer Productivity

Campaign Scorecard

Response Rates

Product Propensity

Loyalty andAttrition

Market Basket Analysis

Campaign ROI

Churn Propensity

Customer Satisfaction

ResolutionRates

Service RepEffectiveness

Service CostAnalysis

ServiceTrends

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What do you need to implement OBIA?

What you need to implement OBIA in your organization A team that knows

PeopleSoft OBIA components (OBIEE, Informatica, DAC) Best practices for configuring and customizing OBIA ETL and

reports A clearly defined methodology for implementing and evolving

analytics Project plan Other Job aids including checklists etc.

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Copyright © 2008, Oracle and/or its affiliates. All rights reserved.

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Typical HR Analytics workflow

Is turnover withinmanageable limits?

Ensure human capitalleveraged properly

Which business unitsare affected?

Is productivity ofcompany affected?

Is staffing atappropriate levels?

• Business Function Human Resources

• Role HR Executive

• Objectives– Manage turnover– Ensure staffing at

appropriate levels

Let’s say you identify ‘lack of career growth’ as a reason. You can create a new career pathfor Employees.

What are the reasonsfor voluntary turnover?

Which job categoriesare affected byvoluntary turnover?

Is voluntary turnoverincreasing?

Are business unitsstarting to recruit?

BusinessObjectives/Issues

GainInsights

TakeAction

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SLIDE 14

OBIA DEMO

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OBIA Technical Architecture

SLIDE 15

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Build vs. Buy

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DS Iterative Implementation Methodology

Install &Configure

• Install OBIA components• Configure to connect to People Soft• Analyze basic PS setup and configure OBIA and load Production data

Educate & Explore

• Conduct workshops to review Reports, KPI’s and Metrics• Identify “gaps” in reporting• Gather and prioritize requirements for the next iteration

Plan & Customize

• Finalize requirements for customization• Estimate work effort and update project plan• Customize Informatica Maps, DAC workflows and OBIA reports as needed

Deploy & Support

• Migrate objects to Production• Initial run to load history• Set up schedules and monitoring

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Drivestream Advantage

End-to-end functional and technical knowledge covering PeopleSoft applications, HR business processes, Business Intelligence technologies, and OBIA applications

Templates and project plan that cut down implementation time and costs

Understand impact of PeopleSoft upgrades and changes

Post Go-Live Production support

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Sample Job Aids

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Project Plan

Data LineageBusiness Objective

What do we need

Metrics Dimension Available or Derived

Where is it in BI

Answers

Primary DW Table(s)

Primary DW Columns

Query (Used Existing Logical)

Is turnover within manageable limits?

Total turnover %

Employee Turnover Rate

Time Available HR-Workforce Profile-Faces

W_EMPLOYMENT_D, W_WRKFC_EVT_MONTH_F

W_EMPLOYMENT_STST_COD_E,EMPLOYEE_CAT_CODE,HEADCOUNT,TERM_EVENT_IND

Operation(Workforce)”,Average Employee Headcount”<>0 THEN 100.0” Core, "Face-HR-Event Information(Workforce)”,”Employee Termination Count”/

Is Voluntary turnover increasing?

Voluntary turnover %

Employee voluntary Turnover

Voluntary / Involuntary, Time

Available HR-Workforce Profile - Facts

W_EMPLOYMENT_D, W_WRKFC_EVT_MONTH_F

W_EMPLOYMENT_STST_COD_E,EMPLOYEE_CAT_CODE,HEADCOUNT

CASE WHEN Core, "Fact –HR – Operation (workforce)”, Average Employee Headcount”<>0

Which job categories are affected by voluntary turnover?

Voluntary turnover %

Employee voluntary turnover

Job Family and Job Description

Available HR-Workforce Profile – Employee

W_JOB_D JOB_FAMILY_CODE, JOB_NAME

STEP Name of CSV file

Configuration for PS Configuration - FIN - file_glacct_segment_config_psft.csv

Configuration for PS Configuration - FIN - file_group_acct_codes_psft.csv

Configuration for PS Configuration - FIN - file_grpact_fstmt.csv

Configuration for PS Configuration - FIN - file_group_acct_names.csv

Configuration for PS Configuration - PS specific - Business Unit Trees

Configuration for PS Configuration - PS specific - Country Codes

Configuration for PS Configuration- PS HR specific - domainValues_Employee_Sex_MF_psft.csv

Configuration for PS Configuration- PS HR specific - domainValues_Employee_Veteran_Status_Code_psft.csv

Configuration for PS Configuration-PS HR specific - domainValues_Employment_Category_psft.csv

CSV files Checklist for PeopleSoft Configuration

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SLIDE 20

Q & A

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SLIDE 21

Thank You for attending the webinar

Contact: Ravi NatarajanEmail: [email protected]: +1.703.715.0150 x535

Contact: Arvind PurushothamanEmail: [email protected]: +1.703.715.0150 x721