OBIA HR Analytics
-
Upload
arvind-purushothaman -
Category
Technology
-
view
8.327 -
download
1
description
Transcript of OBIA HR Analytics
People Soft - Oracle Business Intelligence HCM Analytics
Webinar from Drivestream Academy
14 April, 2011
SLIDE 1
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
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
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.
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
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
How is HR Analytics different from PS reporting?
SLIDE 7
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
Copyright © 2008, Oracle and/or its affiliates. All rights reserved.
8
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
1
1
2
3
2 3
SLIDE 9
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
SLIDE 10
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
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
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.
SLIDE 12
Copyright © 2008, Oracle and/or its affiliates. All rights reserved.
13
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
SLIDE 14
OBIA DEMO
OBIA Technical Architecture
SLIDE 15
Build vs. Buy
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
SLIDE 17
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
SLIDE 18
Sample Job Aids
SLIDE 19
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
SLIDE 20
Q & A
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