Oracle Transactional Business Intelligence Enterprise for Human Capital Management Cloud Service

Transcription

1 Oracle Transactional Business Intelligence Enterprise for Human Capital Management Cloud Service Human Resources Succession Management Subject Area July 2015

2 Contents Human Resources Succession Management Subject Area Key Business Questions:... 3 The following job roles are used to secure access to this subject area:... 3 The following BI duty roles are used to secure access to this subject area:... 3 BI Product Offering... 3 BI Product Release... 3 Dimensions... 4 Facts July 2015 Oracle Transactional Business Intelligence Enterprise Page 2

3 Human Resources Succession Management Subject Area This subject area provides real-time data into an organization s succession talent pipeline in terms of the number of candidates to succession plans, the candidate s readiness to move to the next position, and the qualifications of the candidates that are under consideration during Talent Review and Succession Planning meetings. More specifically, this subject area includes data about whether a candidate has met the job or position requirements and if these requirements are a match to the incumbent s Talent Profile. Evaluating the bench strength across a company s organization is crucial to identifying if sufficient talent or a shortage of top talent exists. Key Business Questions: What is the depth of my succession planning in my organization and across the business? Do I have a succession plan in place for key critical job roles? Which jobs do not have succession plans? What is the successor-to-incumbent ratio across my succession plans? How many succession plans have at least three successors identified on them? For each successor, how many succession plans are they currently on? What is the readiness of the individual(s) identified to replace the incumbent? What is the average time in which candidates are sitting on succession plans with a readiness value of ready now or ready in 1 to 2 years? Are successor readiness scores improving over time? Am I developing and grooming my top talent appropriately to prepare them for the next role? What are the competency and skills gaps between each successor compared to his/her incumbent? Are they a match or is there a misalignment where I need to recruit externally? How many high-potential employees have been identified for each succession plan? How many high-potential successors are at risk of leaving the company? The following job roles are used to secure access to this subject area: HR VP Line Managers The following BI duty roles are used to secure access to this subject area: Succession Analysis Duty BI Product Offering Oracle Transactional Business Intelligence Enterprise for Human Capital Management Cloud Service BI Product Release Release 10 July 2015 Oracle Transactional Business Intelligence Enterprise Page 3

4 Dimensions Dimension Folder Candidate Bands Sub-folder Name Special Considerations Candidate Age Band Age Band Name, Age Band Code, Age Band Min and Max months. Fusion Navigation Candidate Dimensions Candidate Compa Ratio Band Candidate Length of Service Band Candidate Performance Band Candidate Period of Placement Band Candidate Readiness Band Basic Information Citizenship Compa-Ratio Band Name, Compa-Ratio Band Code, Compa-Ratio Band Min and Max Values, Compa- Ratio Detail Band Name, Detail Band Min and Max Value, and Compa-Ratio Detail Band percentage. Length of Service Name(s), Code, and Min and Max month values. Performance Band Name, Code, and Band Min and Max values. Period of Placement Band Name(s), Code, and Min and Max month values. Candidate Readiness Band Name(s), Code, and Min and Max month values. basic information such as Person Number, Full Name, and First and Last Names. candidate citizenship status information. July 2015 Oracle Transactional Business Intelligence Enterprise Page 4

5 Department Diversity Education Employee Employment Employment Information HR Business Unit Candidate Information Job Legal Entity Location candidate department name and number. candidate diversity data pertaining to ethnicity, gender, religion, veteran status, and disabilities information. candidate education degree information. candidate employee name and number. candidate employment information pertaining to assignment information, candidate status, salary, union, and employment data. candidate hire date(s) information. HR Business Unit Name and Number. candidate readiness and plan statuses. candidate Job information such as Job, Job Family, Job Function, Job Legislation, and so on. Legal Entity name and Number. candidate location name, country, phone, and so on. July 2015 Oracle Transactional Business Intelligence Enterprise Page 5

6 Pay Grade Personal Information Position Reporting Establishment Supervisor candidate Pay Grades, descriptions, and amounts. candidate sensitive personal information such as Date of Birth, ry of Birthday, and Risk of Loss data. candidate Position ID, Name, Status, Legislation, and so on. A candidate s reporting establishment. Supervisor Name and Number. Hierarchies Department Hierarchy Structure, ID, Name, Version,, and Position Name(s). Management -> Workforce Structures -> Tasks -> Department -> Manage Department Trees Position Hierarchy Structure, ID, Name, Version,, and Position Name(s). Management -> Workforce Structures -> Tasks -> Positions -> Manage Position Supervisor Supervisor Name(s), Person ID, and Assignment ID for their respective hierarchies. Supervisor hierarchy levels only display employees who have direct reports. Supervisor hierarchy does not display the name of nonmanager direct reports. The node Direct Report includes the total number of direct reports regardless if the direct report him/herself has direct reports. -> Manage Employment July 2015 Oracle Transactional Business Intelligence Enterprise Page 6

7 Incumbent Bands Age Band Age Band Name, Age Band Code, and Age Band Min and Max months. Comp-ratio Band Compa-Ratio Band Name, Compa-Ratio Band Code, Compa-Ratio Band Min and Max Values, Compa- Ratio Detail Band Name, Detail Band Min and Max Value, and Compa-Ratio Detail Band percentage. Expected Departure Band Departure Band Name, Departure Code, and Departure Band Min and Max months. Length of Service Band Length of Service Name(s), Code, and Min and Max month values. Performance Band Candidate Performance Band Name(s), Code, and Min and Max month values. Period of Placement Band Period of Placement Band Name(s), Code, and Min and Max month values. Incumbent Dimensions Basic Information Citizenship Department worker basic information such as Person Number, Full Name, and First and Last Names. worker citizenship information. department name and number. -> Manage Person; Manage Employment; Manage Work Relationship -> Manage Person -> Manage Employment July 2015 Oracle Transactional Business Intelligence Enterprise Page 7

8 Diversity Education Employee Employment Employment Information HR Business Unit Job Legal Entity Location worker diversity data such as ethnicity, gender, religion, disability status, and veteran information. highest education degree name and code. employee name and number. worker employment category name, description, assignment inactivity information, worker status, assignment, salary, and employee category data. employment/service dates. HR Business Unit Name and Number. Job related information such as job code, job name, job description, job family, job function, job flags, FLSA statuses, EEO job category, and source job information. Legal Entity Name and Number. location name, number, parent location, country, postal code, and location contact name and number. -> Manage Person -> Manage Person -> Manage Person; Manage Employment; Manage Work Relationship -> Manage Employment -> Manage Employment -> Manage Employment; Manage Work Relationship July 2015 Oracle Transactional Business Intelligence Enterprise Page 8

9 Pay Grade Personal Information Position Reporting Establishment Supervisor worker pay grade data such as pay grade type, name, description, market averages, local currency code, pay grade min, mid, and max amounts and their associated legislation code and names. worker personal information such as ry of Birth, Date of Birth, Estimated Remaining Months, Impact of Loss data, Risk of Loss data, willingness to relocate and expected departure reasons. Position Name, description, position status, type, hiring status, position flags, security clearance, and source position legislation name(s). Reporting Establishment supervisor name and number. -> Manage Employment -> Manage Person -> Manage Employment -> Manage Employment Plan Dimensions Plan Plan Job Plan Owner succession plan name, description, plan status, number of candidates and incumbents, Plan flags as it relates to the Grade, Department, and Business Unit. Plan Job information such as Job Name, Code, Level, and Criticality Flags. Source Owner Type name and Access Type information. July 2015 Oracle Transactional Business Intelligence Enterprise Page 9

10 Succession Plan Hierarchy Plan Position Plan Position information such as Plan Name, Code, Number, and Criticality Flags. a succession plans hierarchy within the organization. Time Gregorian Calendar calendar dimensional attributes for Year, Quarter, Month, and Day. Time (End Date) Time (Start Date) Person Extensible Attributes Attributes mapped from flexfields or other custom attributes. Candidate Person Extensible Attributes Attributes mapped from flexfields or other custom attributes. Facts Fact Folder Name Facts Human Resources - Succession Planning Measures the overall health of candidates in a company s succession pipeline. Candidate and incumbent numbers, assessment of candidate qualifications against incumbent s, and quality of succession plan(s) data can be found in this folder. Special Considerations Sub-folder Name Candidate Facts candidate-specific metrics pertaining to succession plans and candidate readiness data. Special Considerations Metric/Measure /Meaning Calculation where applicable Candidate Number of plan candidates. If a person is a candidate on more than one plan they are counted more than once. The same candidate is repeated for each plan incumbent, if any incumbent dimensions are included. Active Candidate Internal Candidate External Candidate of active candidates. of internal candidates. of external candidates. July 2015 Oracle Transactional Business Intelligence Enterprise Page 10

11 Metric/Measure /Meaning Calculation where applicable Candidate Without Number of candidates who are not incumbents Plan on any plan. Candidate Successful Candidate Commitment Candidate Active Plan Months to Readiness Ready Now Ready in 1 Year Ready in 2 Years Ready in 3 Years Candidate FTE Candidate Headcount Number of candidates who have successfully replaced the incumbents on a plan. The incumbent doesn't have to be departed for the candidate to be considered as successful. age weighting for the number of active plans for which the person is a candidate. Calculated as 100 / Candidate Active Plan. Total number of active plans for which the person is a candidate. Number of months that a candidate is ready for a succession plan. Number of candidates ready now. Number of candidates ready in one year or less (excluding those ready now). Number of candidates ready in one to two years. Number of candidates ready in two to three years. Full-time equivalent of internal candidate. Headcount of internal candidate. Sub-folder Name Match to Job or Position Requirements Facts metrics to assess candidate jobto-position requirements in Talent Profile. Special Considerations Metric/Measure /Meaning Calculation where applicable Certification age match of candidate talent profile with the job/position certification requirements, averaged across candidates. Competence age match of candidate talent profile with the job/position competence requirements, averaged across candidates. July 2015 Oracle Transactional Business Intelligence Enterprise Page 11

12 Metric/Measure /Meaning Calculation where applicable Degree Requirements Match age match of candidate talent profile with the job/position degree requirements, averaged across candidates. Honors Requirements Match Language Member Overall Requirements Match Competence Requirements Best Match Overall Requirements Best Match age match of candidate talent profile with the job/position honors requirements, averaged across candidates. age match of candidate talent profile with the job/position language requirements, averaged across candidates. age match of candidate talent profile with the job/position member requirements, averaged across candidates. age match of candidate talent profile with all the job/position requirements, averaged across candidates. age match of candidate talent profile with the job/position competence requirements, taking the highest percentage across candidates. Best percentage match of candidate talent profile with all the job/position requirements, taking the highest percentage across candidates. Sub-folder Name Match to Incumbent Profile Facts metrics that evaluate candidateto-incumbent Talent Profile data matches. Special Considerations Metric/Measure /Meaning Calculation where applicable Certification Incumbent Match age match of candidate certification talent profile with the incumbent, averaged across candidates. Competence Incumbent Match Degree Incumbent Match age match of candidate talent profile with the incumbent, averaged across candidates. age match of candidate degree talent profile with the incumbent, averaged across candidates. July 2015 Oracle Transactional Business Intelligence Enterprise Page 12

13 Metric/Measure /Meaning Calculation where applicable Honors Incumbent Match age match of candidate honors talent profile with the incumbent, averaged across candidates. Language Incumbent Match Member Incumbent Match Overall Incumbent Match Competence Incumbent Best Match Overall Incumbent Best Match Certification Incumbent Match age match of candidate language talent profile with the incumbent, averaged across candidates. age match of candidate member talent profile with the incumbent, averaged across candidates. age match of entire candidate talent profile with the incumbent, averaged across candidates. age match of candidate competence talent profile with the incumbent, taking the highest percentage across candidates. age match of entire candidate talent profile with the incumbent, taking the highest percentage across candidates. age match of candidate certification talent profile with the incumbent, averaged across candidates. Sub-folder Name Weighted Candidate Facts metrics that assess the candidate s readiness to move into the next job role. Special Considerations Metric/Measure /Meaning Calculation where applicable Weighted Candidate Number of plan candidates. Use to avoid double counting candidates if incumbent dimensions are included. Weighted Ready Now Weighted Ready in 1 Year Number of candidates ready now. Use to avoid double counting candidates if incumbent dimensions are included. Number of candidates ready in one year or less (excluding those ready now). Use to avoid double counting candidates if incumbent dimensions are included. July 2015 Oracle Transactional Business Intelligence Enterprise Page 13

14 Metric/Measure /Meaning Calculation where applicable Weighted Ready in 2 Years Number of candidates ready in one to two years. Use to avoid double counting candidates if incumbent dimensions are included. Weighted Ready in 3 Years Number of candidates ready in two to three years. Use to avoid double counting candidates if incumbent dimensions are included. Sub-folder Name Facts metrics with candidate counts on succession plans broken out by headcount and candidate readiness. Additionally, metrics pertaining to how long candidates have been sitting and how ready they are on each succession plan can be found in this folder. Special Considerations Metric/Measure /Meaning Calculation where applicable Number of candidates on the plan. Commitment FTE Fully Committed Headcount Ready in 1 Year Ready in 2 Years Ready in 3 Years Readiness Gap (Months) Average Readiness (Months) Total candidate commitment on the plan, where an individual candidate's commitment is calculated as 100 / number of plans including the candidate. For example, a person who is a candidate on two different plans would be counted as 50% on each plan. Total full-time equivalent of candidates. Number of candidates on the plan who are fully committed (not candidates on any other plan). Total headcount of candidates. Number of candidates ready in less than one year (excluding those ready now). Number of candidates ready in one to two years. Number of candidates ready in two to three years. Gap between earliest estimated incumbent departure and earliest candidate readiness. Average number of months before candidates are ready. July 2015 Oracle Transactional Business Intelligence Enterprise Page 14

15 Metric/Measure /Meaning Calculation where applicable Nearest Readiness (Months) Number of months before earliest candidate is ready. Ready Now Successful Without Plan Number of candidates ready now. Number of candidates on the plan who successfully replaced the incumbent. Number of candidates on the plan who are not incumbents on another plan. Sub-folder Name Match to Job or Position Requirements metrics that look at the candidates Talent Profile competency and job requirements matches. Special Considerations Metric/Measure /Meaning Calculation where applicable Competency Average candidate talent profile match to job/position competence requirements. Competency Competency Overall Overall Overall Average candidate talent profile match to job/position competence requirements. Average candidate talent profile match to job/position competence requirements. Average candidate talent profile match to all job/position requirements. Average candidate talent profile match to all job/position requirements. Average candidate talent profile match to all job/position requirements. July 2015 Oracle Transactional Business Intelligence Enterprise Page 15

16 Metric/Measure /Meaning Calculation where applicable Best Competence Best candidate talent profile match to job/position competence requirements. Best Competence Best Competence Best Overall Requirements Match Best Overall Requirements Match Best Overall Requirements Match Best candidate talent profile match to job/position competence requirements. Best candidate talent profile match to job/position competence requirements. Best candidate talent profile match to all job/position requirements. Best candidate talent profile match to all job/position requirements. Best candidate talent profile match to all job/position requirements. Sub-folder Name Plan Incumbent Facts metrics about incumbent headcounts and length of service in their jobs or positions. Additionally, metrics about incumbent departure can be found in this folder. Special Considerations Metric/Measure /Meaning Calculation where applicable Incumbent Number of incumbents on plan. Incumbent Maximum Days In Job Incumbent Maximum Days In Position Incumbent Departed Incumbent FTE Incumbent Headcount Longest incumbent time in job. Longest incumbent time in position. Number of incumbents departed since plan started. Total incumbent full-time equivalent. Total incumbent headcount. July 2015 Oracle Transactional Business Intelligence Enterprise Page 16

17 Metric/Measure /Meaning Calculation where applicable Incumbent Average Average number of months expected until Months to Departure incumbent s departure. Incumbent Nearest Months to Departure Number of months expected until earliest incumbent departure. Sub-folder Name Plan Facts succession plan counts broken out by active plans, Job, Job Family, Job Profile, and Position. Additionally, metrics assessing the organization s readiness to move candidate(s) into a departing incumbent s job role can be found in this folder. Special Considerations Metric/Measure /Meaning Calculation where applicable Plan for Incumbent Number of incumbent plans. Plan Plan Active Plan for Job Family Plan for Job Plan for Job Profile Plan Level Code Plan Low Candidate Plan for Position Plan Quality Plan Success Number of plans. Number of active plans. Number of job family plans. Number of job plans. Number of job profile plans. For example, INCUMBENT/JOB/POSITION. Number of plans with less than 100 percent total candidate commitment. Number of position plans. Total candidate commitment of candidates who are ready before incumbent expected departure, up to 100 percent. For incumbent departures, this gives a measure of plan success by counting 100 percent if a candidate who is ready replaces the incumbent with no gap, reducing for each month of gap to 0 percent if there is no ready candidate replacement within a year of departure. July 2015 Oracle Transactional Business Intelligence Enterprise Page 17

18 Sub-folder Name Total Facts A folder providing total number of candidate-toincumbent competency matches, candidate headcounts, candidate readiness counts, incumbent counts, succession plan counts, and overall succession plan health total counts. Special Considerations Metric/Measure /Meaning Calculation where applicable Total Candidate Competence Match Average match between candidate talent profile and job/position competence requirements, summarized for the overall plan. Total Candidate Overall Match Total Best Candidate Competence Match Total Best Candidate Overall Match Total Candidate Total Candidate Commitment Total Candidate FTE Total Candidate Fully Committed Total Candidate Headcount Total Candidate Ready in 1 Year Total Candidate Ready in 2 Years Total Candidate Ready in 3 Years Average match between candidate talent profile and all job/position requirements, summarized for the overall plan. Average best match between candidate talent profile and job/position competence requirements, summarized for the overall plan. Average best match between candidate talent profile and all job/position requirements, summarized for the overall plan. Total number of candidates summarized for the overall plan. Total commitment for candidates, summarized for the overall plan. Total candidate full-time equivalent, summarized for the overall plan. Total number of candidates that are not candidates on any other plan, summarized for the overall plan. Total candidate headcount, summarized for the overall plan. Total number of candidates ready in less than one year (excluding those ready now), summarized for the overall plan. Total number of candidates ready in one to two years, summarized for the overall plan. Total number of candidates ready in two to three years, summarized for the overall plan. July 2015 Oracle Transactional Business Intelligence Enterprise Page 18

19 Metric/Measure /Meaning Calculation where applicable Total Candidate Readiness Gap Total number of months gap between earliest expected incumbent departure and earliest candidate readiness, summarized for the overall plan. Total Candidate Readiness Months Total Candidate Ready Now Total Candidate Successful Total Candidate Without Plan Total Incumbent Total Incumbent Departed Total Incumbent FTE Total Incumbent Headcount Total Plan Total Plan Active Total Plan Low Candidate Total Plan Quality Total number of months before candidates are ready, summarized for the overall plan. Total number of candidates ready now, summarized for the overall plan. Total number of successful candidates, summarized for the overall plan. Total number of candidates that are not incumbents on any plan, summarized for the overall plan. Total number of incumbents, summarized for the overall plan. Total number of incumbents departed since plan start, summarized for the overall plan. Total FTE of incumbents, summarized for the overall plan. Total headcount of incumbents, summarized for the overall plan. Total number of plans, summarized for the overall plan. Total number of active plans, summarized for the overall plan. Total number of plans with less than 100% candidate commitment, summarized for the overall plan. Average plan quality, summarized for the overall plan. Copyright 2015, Oracle and/or its affiliates. All rights reserved. This software and related documentation are provided under a license agreement containing restrictions on use and disclosure and are protected by intellectual property laws. Except as expressly permitted in your license agreement or allowed by law, you may not use, copy, reproduce, translate, broadcast, modify, license, transmit, distribute, exhibit, perform, publish, or display any part, in any form, or by any means. Reverse engineering, disassembly, or decompilation of this software, unless required by law for interoperability, is prohibited. The information contained herein is subject to change without notice and is not warranted to be error-free. If you find any errors, please report them to us in writing. July 2015 Oracle Transactional Business Intelligence Enterprise Page 19

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