HR Analytics at Wells Fargo

Transcription

1 HR Analytics at Wells Fargo Jeff McQuigg Ramesh Ponaganti Sept. 26, 2013 Oracle Open World, CON5792 Start Here KPI Partners Inc. Contact Us

2 Oracle s largest HR Analytics implementation Wells Fargo has 300,000+ employees and contractors Targeted to 40,000+ managers, starting with 1,000 And 1,000+ Ad-hoc users, started with 100 Enterprise BI on a massive scale Crossing 6 distinct Lines of Business + Corporate HR Unique technical solutions marrying usability, flexibility and security Project that won the 2013 Excellence award for KPI Partners 2

3 Introduction Business Need & Solution Project Implementation Status & Future Plans The Solution & Key Aspects Data Model and ETL Efforts Challenges, Best Practices & Keys to Success Wrap up & Q&A 3

4 Transform Data Into Insight Strategic Consulting Systems Implementation Training Staff built from Oracle/Siebel/Hyperion engineering teams On-site, off-shore and blended shore delivery models Exclusive pre-built solutions for Oracle BI & E-Business Suite Oracle BI Hyperion Endeca Exalytics Depot Repair Analytics Fixed Asset Analytics Manufacturing Analytics Salesforce.com Analytics Student Info Analytics Subledger (SLA) Analytics Real Time Analytics and more FSG Solution The Leader In Oracle BI & EPM 4

5 Senior Architect at KPI Partners 10+ years OBIEE consulting experience, 20+ years overall Personally been involved with over 45+ OBI projects in every capacity (BI Architect, Data Modeling, RPD Metadata, Business Analyst, Report Developer, ETL Architect/Developer, Project Manager, Pre-Sales) Oracle Ace thought leader for BI & OBI: Blogging about OBI & DW best practices since 2006 at GreatOBI.WordPress.com (Oldest running OBI blog in the world) Frequent Oracle Open World speaker Personal: My 3,100+ beer bottles of beer are on display at Brewpalace.com 5

6 BI Apps Architect / Lead at KPI Partners 6 years of BIApps consulting experience, 9 years overall Ramesh has been involved with over 15 OBI projects (BI Apps Architect, Data Modeling, Business Analyst, ETL Architect/Developer, Pre-Sales) KPI s HR Analytics expert Expertise in integrating 3 rd party source systems with BI Applications ADP Payroll, Ceridian (Recruiting), JobVite (Recruiting), BLS.com (Benchmark data), Learn.com (LMS), Success Factors, PIPs and SIRs etc. 6

7 Introduction Business Need & Solution Project Implementation & Team Status & Future Plans The Solution & Key Aspects Data Model and ETL Efforts Challenges, Best Practices & Keys to Success Wrap up & Q&A 7

8 HQ in San Francisco Founded in 1852 by the founders of American Express Now the world s largest bank (by Market Capitalization) as of July ,000 employees & contractors 14 th largest in the US and ~ 50 th in the world 2.9 million job applicants per year! Growth via dozens of acquisitions More recent large mergers: Norwest 1998 and Wachovia Consists of several distinct lines of business: Community Banking, Home Mortgage, Wealth Brokerage & Retirement, Wholesale Banking, Securities 8

9 6 LOBs & Corp HR managed differently Differing systems and tools Differing metrics & definitions Differing HR management processes Time wasted on manual tasks for Gathering data Answering HR questions Basic reconciliation No ability to spot trends and become proactive Technical skills needed were too high with existing systems 9

10 Wanted to operate in a common manner across LOBs Reduce effort for basic reporting and analysis Reduce technical skills needed Enhance reporting and analysis Rich data set for analysis View HR data by Financial Hierarchies Line manager (40,000!) self-service Enable greater capability for core HR professionals 10

11 Wells Fargo selected Oracle HR Analytics Pre-built integration with PeopleSoft Overall flexibility and capability Workforce Profile Demographics Headcount, Race & Gender, Temp Workers, Retirement Movement Transfers, Terminations, Promotions Performance Management Reviews and career progression Compensation Pay Equity, Pay vs. Performance, Industry Benchmarking Recruiting Requisition Activity Time to fill, Open Positions Applicant Tracking Applicant profile, source effectiveness Recruiter Performance Conversion rates by stage, Offer acceptance Recruiting Process Times, drop off and bottlenecks along the pipeline 11

12 Introduction Business Need & Solution Project Implementation & Team Status & Future Plans The Solution & Key Aspects Data Model and ETL Efforts Challenges, Best Practices & Keys to Success Wrap up & Q&A 12

13 Release 1 began Oct. 2011, completed Oct KPI Team of ~15 consultants WF IT team of 3-4 plus 3-4 key business analysts Over 100 total involvement Technical Environment Oracle 11g database ( ) PeopleSoft 8.9 on DB2 System 390 OBIEE SiteMinder 1 year BI Apps implementation? Why? 1. Extensive customizations to the data model and ETL logic % custom developed Dashboarding solution (150 complex reports) 3. Largest data volume to run through HR ETL More on these items later 13

14 2011 Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct Enterprise Metric Definitions 2012 KPI Begin Install Gap Analysis ETL/Model Design ETL Dev. UI Reqs/Design/Dev Iterative Prototype -> Prod QA Perf Tune Go Live Implementation followed a basic Waterfall approach, except for the reporting/ui content which was highly iterative and followed a prototype to completion approach. 14

15 KPI lead the combined team: Overall KPI Team Lead (Jeff M.) KPI Partner - Client Manager (part time) BI Apps Architect & ETL Lead - HR Analytics expert (Ramesh P.) 4-6 ETL developers OBI Team 1 OBI Architect 2 OBI developers 1 technical infrastructure expert for initial security integration Technical PeopleSoft SMEs 1 SME during requirements and design phases 1 Project Manager (part time) Total: KPI resources throughout the life of the project Core team consisted of 9 consultants KPI offshore was not involved at the request of Wells Fargo 15

16 Wells Technical and Business team members involvement: 1 Business Sponsor (Sr. VP HR Insight and Metrics) 1 IT Director 1 IT Manager 2 Project Managers, 1 reporting to business sponsor, 1 reporting to IT 1 Data modeler / Overseer 2 ETL developers 1 OBI developer 2 PeopleSoft SMEs Metrics Team of 4-5 analysts Security Team of 3-4 people Business user involvement: Oracle DBAs 1 performance tuning DBA 2 OBI Infrastructure Admins 6 from corporate testing team, mostly offshore Total Wells Fargo Involvement: ~110 16

17 Introduction Business Need & Solution Project Implementation & Team Status & Future Plans The Solution & Key Aspects Data Model and ETL Efforts Challenges, Best Practices & Keys to Success Wrap up & Q&A 17

18 Deployed Release 1.0 Oct ,000 HR specialists as users 150 custom reports over 9 dashboards 3 ad-hoc subject areas for 100 power users Processing 100 Million rows daily Size of DB: 400 GB 18

19 This is a 5-star app! - Exec I am blown away!! Fantastic and very intuitive! - Exec Very Impressed I am Blown Away WOW!!! Needless to say I am very impressed. I definitely believe this can be a game changer Just a brief exposure into the tool provides many insights about my team that have been difficult to find in the past. - Exec Workforce Analytics tool is open - I love it! - User 19

20 Wells & KPI are continuing enhancements: Since Release 1: Increased ad-hoc users 50% Redevelopment of custom hierarchy ETL code Continual ETL performance tuning Analysis, design & development tasks for November November Timeframe GL Hierarchies w/ enhanced security model Controller Data Mart integration to link GL Payroll Analytics 2014 Learning Integration Replacing PSFT Recruiting PSFT upgrade 8.9 to

21 Introduction Business Need & Solution Project Implementation & Team Status & Future Plans The Solution & Key Aspects Data Model and ETL Efforts Challenges, Best Practices & Keys to Success Wrap up & Q&A 21

22 Targeted to advanced users (HR Consultants) Result: highly interactive pages Many prompts Heavy use of column selectors to change content Heavy use of view selectors for different perspectives or visuals Heavy use of navigations into details Innovative Security model and usability solution Extensive customization of core hierarchies and metrics 22

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26 Highlight two important aspects of the project Ensuring user adoption of Enterprise BI with an iterative UI process Hierarchy solution for Security, Flexibility and Usability Flexibility Security Usability 26

27 6 LOBs plus Corporate HR with input Sessions had 80 participants Agree to definitions, reports, UI, flow KPI lead sessions on reporting requirements and detailed data definitions WF began defining metrics before the project began Representatives from each LOB joined the Metrics Team Worked through common definitions and terminology Sometimes very difficult to nail down: Ex. 1: 6 months to define a Promotion! Ex. 2: When does a job seeker become an applicant? 27

28 Pure top down BI approach for identifying reporting content OOB reports were not considered due to WF expertise in HR Prototype to Production Continual iterative report development with constant user feedback No detailed report specs! Approach 1. Identify Key Business Questions 2. Prioritize the list 3. Data to answer the questions 4. Find key comparisons 5. Whiteboard visualizations 6. Convert to Excel mockups 7. Enhance & Refine mockups 8. Move mockups to OBI 9. Iterative report refining 10. UI development complete For each Dashboard: 2 weeks elapsed Excel mockup 4 weeks elapsed in OBI 28

29 KPI designed a unique solution enhancing dashboard capability and improving usability Hierarchies Support 2 different hierarchies As-is and As-Was versions Employee- Position Enterprise direction 6 Tier / Executive Legacy (for some LOBs) 22 levels 6 levels 100% Custom 100% Custom As Is As Was Users select from 4 hierarchies at any time Architected for future Financial hierarchies As Is As Was 29

30 Security Requirements Data security by user selected hierarchy (all 4!) + HR consultants assume the role of selected managers E.g., an HR consultant can become a VP of Retail Banking Similar to a proxy feature + Security differs by subject area E.g., a Recruiting consultant has greater access rights on Recruiting than on Workforce Demographics One of the more complex and challenging security models 30

31 Usability Easily change all of the following: VP #1 1. Hierarchy 2. Hierarchy version HR Consultant Director #1 3. Manager to become VP #2 4. Any sub-manager to analyze Fixed levels are a common hierarchy solution Not realistic with a 22 level hierarchy Each hierarchy has different # levels Not possible with 4+ hierarchies Director #2 31

32 Solution All hierarchies are mapped into a single OBI logical table selectable by the user They select a version - As Is or As Was OBI determines physical tables Select an Access Point, or who they are Select a sub-manager to run the reports for on the page Hierarchies are exploded into special tables (4x) allowing this to happen 32

33 Result: The entire page can be changed to support different hierarchies, versions and different managers in only a few clicks Data security follows the selected hierarchy Enhancements for excellent performance Many pages for CEO (300,000+ employees) < 10 seconds! 33

34 Introduction Business Need & Solution Project Implementation & Team Status & Future Plans The Solution & Key Aspects Data Model and ETL Efforts Challenges, Best Practices & Keys to Success Wrap up & Q&A 34

35 Sheer quantity and complexity of custom requirements Highly customized PeopleSoft system 13 years old, after many mergers and exception cases Data model extensions to support ~100 new metrics (Key and Variations) Many had complex definitions: Promotions (Actions & MRP), Internal Hires, External Hires, Requisitions vs. Positions, Applicants Vs. Job seekers etc. Addition of Full Position Management (custom) Complex Customizations in Workforce/Recruitment Stars Custom Performance Ratings National unemployment rates for benchmarking 35

36 4 custom hierarchies With support for open positions Extended dimensionality Custom banding for 6 metrics Corp Accounting Unit (Cost Center) Area Differentials Complex security dimensions 30+ new columns on employee dim Extensions on other OOTB dimensions Retirement Eligibility Band Band Min Mons. Max Mons. Now < 1 yr yrs yrs yrs new Aggregate tables to improve reporting performance 36

37 Domain/CSV configurations Complex domain configurations to meet PSFT customizations Definitions dependency on both CSV files and ETL code Metric definition/configuration conflicts o Promotions Vs. Internal Hires o Applicants Vs. Job Seekers o Employment Status, Full Time Part time etc. ETL Performance Large volume of data being run through ETL engine (Oracle s largest data set yet for HR Analytics!) Complex HR Analytics ETL process Extensive use of DAC Action framework Added table partitioning to 20+ tables Extensive efforts on tuning to meet nightly SLA Mainframe DB2 issues Extract times running into ASU Limit issues Network Issues impacted ETL loads Modified code to support Dirty Reads Shared DB2 subsystem required environment coordination 37

38 PeopleSoft Effective Dates not reliable on key tables Re-architected OOB incremental logic Solution (table by table basis): Full extracts for source tables Full/Incremental refreshes for DW tables Relinking foreign keys on Facts on Full refreshes Special Data Scenarios Missing change capture triggers for Incumbent changes Coding around Recruitment data quality issues Added support for same day Hire/Terminations Logic enhancements for many metrics like Promotions, Transfers and Recruiting metrics etc. Turned off Product generated events in Recruitment 38

39 Introduction Business Need & Solution Project Implementation & Team Status & Future Plans The Solution & Key Aspects Data Model and ETL Efforts Challenges, Best Practices & Keys to Success Wrap up & Q&A 39

40 Security Model Difficult requirements to implement and discuss Difficult communications with PeopleSoft and Security teams Challenging technical solution Consensus building across LOBs who operate differently Questions, Reports, Features, Definitions Large # of users involved Large Data sets 40

41 Draining Requirements sessions 4 hours per day 2x per week 8+ weeks All on phone 80+ people on calls Changing Recruiting definitions Geographically diverse team Difficult communication and sessions Constant plan reworking due to external factors 41

42 Pure top-down approach to BI Functional prioritization Iterative development via prototyping to drive user adoption Strong focus on interactive application BI Apps Performance Layer for improved query times Extensive OBI QA using OBI to verify derived metrics 42

43 KPI expertise in inner workings of HR Analytics Back End expertise for design and development of custom hierarchies and sources Strong architects to solve complex problems Iterative report design & build approach User involvement drives user adoption 43

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45 Contact Us Web: kpipartners.com/contact KPI World Headquarters Balentine Drive Suite #375 Newark, CA Phone: (510) North America Offices New York, NY Minneapolis, MN Chicago, IL San Diego, CA Boston, MA Greensboro, NC Global Offices Bangalore, India Hyderabad, India The Leader In Oracle BI & EPM 45

46 Oracle Open World,