Paradigm ofReporting & VisualisationsFor Oracle Applications
Agenda• Introduction
• History of Reporting
• Current Issues with Reporting and Visualisations
• Case Study
• Current Paradigm of Reporting and Visualisations – Pre Packaged Analytics.
• A Solution For Workforce Analytics.
Reporting History
Pre Packaged Analytics!!!
We will talk more about that.
Issues• When: Realtime, point in time or both.
• How to use the Custom fields: DFF’s /KFF’s for example
• Cross application Reporting – across Oracle but not only Oracle
• Security
• Effort needed to produce a report
• Standard KPIs and curated Data sets for Self Service reporting
Case Study
Retail Conglomerate ERP – E-business Suite & Roadmap to Oracle HCM Cloud
CRM – Salesforce In house application for Managing Geo displaced Stores
Financial/ Payroll Reconciliations
Workforce Optimisation
Risk Mitigation
Reduce OpEx
Quality Services/Products
What Needs to Be Done?
Co-Relational Analysis
Regression Analysis
Decisions
Issues To Resolution • When: Realtime, point in time or both.
We Need Both• How to use the Custom fields: DFF’s /KFF’s for example
All custom Fields are needed• Cross application Reporting – across Oracle but not only Oracle
Self Service Capability to Optimise our Business process• Security
No Compromise on Security, No Workarounds !• Effort needed to produce a report
With Minimum maintenance(headache) and Quick Turn Around.• Standard KPIs and curated Data sets for Self Service reporting
Standardisation across Reports.
Oracle WFA Sales Financial
Reporting
Mobile
Visualizations
Excel Connect
Packaged Analytics
EBS Responsibility Security
EBS User Authentication
Pre-Built Reports & Dashboards
Detect DFF/KFF/EITs
Excel Plug-in and Mobile
In-Memory Analytics
Why Use SplashBI for Oracle E-Business Suite?
SplashBI Cloud Connector
Co
nn
ectors
Platform
DATA WAREHOUSE
Reports
Get Data
Nightly Incremental Updates (Can be any frequency)
Cloud
On Premise
HCM/ERP
Taleo
Salesforce
Strategic OperationalTactical
Real TimeTransactional
Dashboards
Focus dashboardsHeadcountAnalysis of headcount across the organization
RetentionDeep dive on how to reduce flight risks and turnover
AbsenteeismView of sick time and leave usage
PerformanceAnalysis of employee performance and drivers
Diversity
Finds diversity gaps by rage, gender and age
Recruiting
Analyzes ATS data along with HCM
Talent flow
Tracks the flow of talent into, within and out of the organization
ROI of Employee Retention
Total workforce Today With
Employees 5000 5000
Turnover Rate 9% (450 ee/year) 8% (400 ee/year)
Median Salary $50,000/year $50,000/year
Cost to Replace 0.6x 0.6x
Cost of Turnover $15,000,000 $13,500,000
Savings $1,500,000/year
Critical skills Today With
Employees 500 500
Turnover Rate 20% (100 ee/year) 15% (75 ee/year)
Median Salary $80,000/year $80,000/year
Cost to Replace 1.5x 1.5x
Cost of Turnover $12,000,000 $9,000,000
Savings $3,000,000/year
Invest in entire workforce Invest in 10% with critical skills
Analytics are for every roleHR Management
Global view of organizational health with an eye for hotspots
Executive
Focus on executive leadership and the efficacy of managers
Line manager
Focus on a team and individuals
Employee
Provides information from multiple systems
Features
Microsoft Office integration
Native Mobile app
Responsive UI
Portal integration
Custom groupings
Data filters
Chart types supported for design
High scalability
Chart formatting options
Ability to display very large datasets
Transform & display unstructured data
Role based and row level security
Predictive analytics
Embedded advanced analytics
Supports pixel perfect printing
Real-Time Collaboration (2020)
Data modeling
Joins
Profiling
Metadata management
Data model & impact analysis of changes
Easy to administer, audit, and maintain
Built-in security features to manage security roles for all User/Stakeholders
Cloud authoring
Self-Contained ETL
Built-in data integration & storage
Data loading
Scheduling & monitoring
Direct Connect for both Cloud & On-Premises Data Sources (Hybrid)
Cloud Data storage, security, & pre-built analytic content
Product Capability Self-Service Data Preparation Data Management
Solution works with Cloud BI
Self-Service infrastructure administration
Built-in metrics & dashboards
Upgrades are free, reducing maintenance cost…
Retention
Retention of top performers
Retention trend by location
Eligibility for retirement
Recruitment
Candidate Pipeline analysis
Efficiency of recruitment phases
Candidate screening results
Ratio of preferred candidates
Ratio of candidates per req
Ratio of open positions to fill
Retention by tenure
Evaluation
Performance Score
Improvement plans
Absenteeism
Tenure
Deployment & Talent flow
New Hires
Transfers
Promotions
Ratio of preferred candidates
Exits
Deployment & Hiring
Grant Specific Requirement
Recruitment & Selection
Business Outcomes
Evaluation & Support
Retention & Attrition
goal of workforce analytics
Improve business outcomesby attracting and
retaining top talent
retains Top Talent
HR moves from operational to
strategic partner that drives
business results
Make data driven decisions
Combine data from
multiple HCM sources to drive
insight
Identify high performing people at risk of exit and
why
Create a business case for HR
intervention and address exit drivers
Move people analytics from descriptive to
diagnostic, predictive & prescriptive
connects the dots
Dashboards identify issues and their causes
Predictive analytics forecast outcomes of
interventive action
Dashboards measure actual outcomes
General BI vs Workforce Analytics
Focuses on lists of things –departments, inventory, people
Discovers insights by filtering on traditional things – location, department
Great for finding insights at the individual person level. Struggling contributors, etc.
Good at forecasting and predicting pretty much anything
Focuses on people and leaders. Delivers a report card for every leader
Discovers people insights by filtering via the organizational hierarchy
Finds leader, team and contributor insights at all levels of the organization
Great at forecasting people outcomes. Predictive models are targeted at forecasting HR specifics, such as flight risk
General BI Workforce Analytics
Why SplashBI?
Generic BI Platform
Packaged Analytic
ApplicationSplashBI
Customizability
Differentiation
Solution Quality
Ease of Use
Time to Solution
Cost-Effectiveness
Learning Curve
Business Process Integration
Domain Contextualization
Build Buy Buy
Built-in HCM data connectors reduce startup effort
Built-in data model eliminates architecture effort
Prebuilt metrics reduces data science effort
Prebuilt charts & dashboards reduce build effort
Free updates to content lower cost of maintenance
|-------- Gartner: January 2019 --------|
Predictive Flight Risk
Train the model using 80% of historical dataDetermine exit correlation of employee factors
Determine exit correlation of precursors
Test the model using remaining 20% of historical data
Apply the model to present & predict future flight risk
We learn from what people do
See it in Action
Pre Built SplashBI Metrics100+
Headcount Dashboard
Absence AnalysisDashboard
Integration With EBS
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