HR Analytics In the Cloud

Transcription

1 HR Analytics In the Cloud Ling Xiang Director, Product Management Copyright 2014, Oracle and/or its affiliates. All rights reserved.

2 Safe Harbor Statement The following is intended to outline our general product direction. It is intended for information purposes only, and may not be incorporated into any contract. It is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release, and timing of any features or functionality described for Oracle s products remains at the sole discretion of Oracle. Oracle Confidential Restricted 2

3 Program Agenda Key Business Drivers OTBI Enterprise for HCM OTBI Enterprise Demonstration Advanced Analytics Q&A Oracle Confidential Restricted 3

4 Key Focus & Business Drivers Oracle Confidential Restricted 4

5 Why is the Cloud so Vital? Faster Innovation Faster pace to product innovation Modern, global platform Shorter upgrade cycle Lower Cost Reduced infrastructure cost Reduced IT maintenance cost Reduced customization and upgrade cost State of the Art Analytics Best-practice analytical content User experience-focused design Seamless integration Lower Risk Reduced administrative burden Guaranteed system availability Scalable platform for future expansion Oracle Confidential Restricted 5

6 The Road of HR Analytics 6 Major Releases 900 Customers Universal Adaptors Product redesign New recruiting, learning and absence analytics PSFT & EBS Certification Certify Exadata Upgrade to OBIEE 11g Certify OBIEE 11g Certify Exalytics Integration with Fusion HCM New Payroll, Time & Labor ODI ETL Talent Profile Integration to Fusion HCM Cloud May 2009 Sept 2010 May 2012 Jan 2013 May 2013 May 2014 Oracle Confidential Restricted 6

7 Comprehensive HR Analytical Content Dashboards 12 Dashboard Pages 62 Reports 360 Attributes 940 Metrics 900 Workforce Effectiveness Corporate Contribution Effectiveness Trends Workforce Deployment Staffing Demographics Trends Frozen Snapshots Workforce Development Employee Performance by Supervisor Employee Performance Supervisor Performance Internal Mobility Top Performers Under Performers Retention Retention Hotspots Top Performers Trends Absence and Accrual Accrual Absence Trends Absence Details Absence Calendar Compensation Salary Compression Pay for Performance Compensation Budget Allocation (*) Payroll Payroll Trend Payroll Cost Overtime Spend Payroll Labor Hours Learning Manage Enrollments Training Results Delivered Training Recruitment Requisitions Vacancy Analysis Recruitment Pipeline Offer Analysis New Hires Applicant Pool Quality of Hire Recruiter Effectiveness Requisition Recruitment Activities Recruitment Event Details Candidate Sourcing Time and Labor Timecard Monitoring Processed Time Time Coverage Time Trend Estimated Labor Cost Talent Profile Management Employee Competency Competency Gap Job Profile Employee Talent Profile Performance Potential 9-Box Succession Management (*) Succession Slate Succession Risk Performance & Goal Management (*) Performance Management Process Goal Alignment Questionnaire analysis Employee Engagement (*) * Planned for future releases Oracle Confidential Restricted 7

8 Bring HR Analytics to The Cloud Best-Practice Analytical Content for the cloud & in the Cloud User Experience Data Visualization Advanced Analytics Big data Oracle Confidential Restricted 8

9 What Are We Trying To Do? Best-in-class analytics Extremely quick Time to Value Targeted to the Line of Business Oracle Confidential Restricted 9

10 Actionable Insight for Every Role Chief HR Officer (CHRO) Develop talent strategy and systems to enable sustainable growth Manage global regulatory and compliance risk Develop global leadership pipeline Finance and Business Leader Manage headcount cost to budget Foresight into leading people indicators that affect business delivery Reduce lost productivity from turnover and unnecessary org changes Increase retention of top performers HR Analyst Deliver relevant and timely workforce information to HR and business leaders Reduce time/cost to produce compliance reporting Monitor key metrics in headcount demographics and movement Monitor cost and efficiency of HR programs Oracle Confidential Restricted 10

11 Strategic Human Resource Management How is it done Today? What is our compensation YTD spend and % change Are we paying our workers competitively? How is my retention strategy working? Are we hiring high performance employees? Are we maintaining a diverse workforce? Chief HR Officer (CHRO) Are we hiring according to plan? Oracle Confidential Restricted 11

12 Today s World The Board wants to know what you re doing about employee turnover Data scattered across multiple systems No single source of the truth HCM Management by spreadsheet Inconsistent business processes Business Challenges No accurate viewof workforce profile Lack of visibilityinto the effectiveness of HR programs Recruiting Finance HR Analyst Poor alignmentof talent management strategy with corporate strategy Time wastedgathering data to manage and report Oracle Confidential Restricted 12

13 Strategic Human Resource Management Functional Decision Flow Objective Are we losing key talent? Are we providing career development opportunities? Are we rewarding employees competitively? Chief HR Officer (CHRO) Develop talent strategy and systems to enable sustainable growth Manage global regulatory and compliance risk Develop global leadership pipeline Insight Action What is the turnover trend? Where are the retention hotspots? What is the skill loss from the turnover? What is the cost of turnover? Identify at-risk key talent for retention. What skills and job experiences produce high performance? Are there adequate crossteam, cross-functional experiences? Is top talent groomed for leadership positions? Identify development and training opportunities for employee development. How is our compensation compared to the market? Are we rewarding high performance? How did compensation affect employee retention historically? Offer competitive compensation packages for key retention roles Oracle Confidential Restricted 13

14 Oracle Transactional BI Enterprise

15 Strategic Human Resource Management Actionable Insight for every role Focus on Executive Staff: Who require deeper analytics for status, input to planning, and explanation Need view on cross divisional information to do their job Focus on Personas Targeted for Executives (CEO, CFO, CHRO, COO), LOB Leaders, and Staffs Enable divisional and cross divisional analytics Strategic historical, predictive, and comparative views for analysis and planning Focus onkey metricsand key indicators Designed for immediate insight and intuitive exploration Use insights to formand argue opinions for tactical or strategic changes Integrated tools to report, present and distribute key findings Oracle Confidential Restricted 15

16 OTB Enterprise Demonstration Oracle Confidential Restricted 16

17 OTBI Enterprise for Human Capital Management Demo Flow 1 2 Identify Problem Area: Worker Attrition Identify Reason: Retirement & Better Opportunities 3 4 Identify Cause: Aging Management over Next 5 Years Identify Cause: Workers Underpaid vs. Other Departments Oracle Confidential Internal 17

18 Comprehensive Business Intelligence In the Cloud Integrated Insights OTBI Standard Real-time analytics offering, embedded in SaaS Applications Designed for line workers and managers Supports daily operations OTBI Enterprise Deeper analytics for a comprehensive view Designed for executives, managers and analysts Supports strategic planning, forecasting, problem solving, and other types of detailed analytics. 1

19 HR Analytics Maturity Model OTBI and OTBI Enterprise together cover the Full Spectrum HR Information Maturity What is happening? Data & Basic Reporting Why is it happening? Consolidated Reporting Data Integrity & Quality Basic Employee Lists & Extracts Compliance Reporting What might be happening? Basic Analysis Process-specific Analytics Single Source of Data Cross-process and Functional Analysis Integrated Analytics Multiple Sources of Data Predictive Analysis Organization, Job & Workforce Predictive Analysis Cause and Effect OTBI Enterprise OTBI Standard Transactional Increasing Business Value Strategic Deloitte 2012 Oracle Confidential Restricted 19

20 The Past, Present and Future The Visual Continuum Historical Current Future OTBI OTBI Enterprise Standard Historical Reports Analytics (e.g.) Attrition Assignment Rate History Trending Worker Payroll History Mobility Headcount Movement Recruiting Effectiveness Operational Comparative Reports Analytics (e.g.) (e.g.) Headcount Departmental Performance Transfers Benchmark Comparison of Top & Performance Bottom PeersRatings Performance Organizational Review skill gap Status Worker Succession Compensation Risk Predictive Analytics (e.g.) Workers Nearing Retirement Skill Demand Forecast Predicted Overtime Hours/Spend Multi-Year headcount plan OTBI Standard Historical Reports (e.g.) Assignment History Absence History Performance History Payroll History Operational Reports (e.g.) Headcount Assignment Events Performance Review Status Worker Compensation Oracle Confidential Restricted 20

21 Benefits of OTBI Enterprise for HCM Cloud Provide Insight to improve management of Human Capital Supports multi-sourced analytics for complete picture Integrate HCM cloud data with Talent Management cloud for quality of hire, learning impact on performance analysis Integrate HCM cloud with external data for analysis on how staffing levels compare to budget Delivers advanced analytics for historical, trending, and predictive analysis Provides Data enrichment for complex metrics Headcount movement (historical snapshot, event interpretation, hierarchy lookup) Frozen snapshot (as-is vs as-was) Time for a new hire to become top performer (cycle time) Organizational skill gap (complex calculation) Oracle Confidential Restricted 21

22 Faster Time to Value Faster to value Best-practice metric library Role-based dashboards Source integration Configurability Extensibility Operational maintenance Patch & upgrade Access to BI innovations Time to value 2-4 months Weeks Time to Value Customize Connect Install/Config Target TTV BI Apps OnPrem Cloud Competitors OTBI-E Cloud Competitors TTV data based on recent findings Oracle Confidential Restricted 22

23 OTBI Enterprise for Human Capital Management 900+ Metrics specifically tuned for Human Resources Cross-source Analytics bridging HR, Talent and Finance Proven results capitalizing on >900 implementations worldwide Best-practice role-based dashboards for quick time to value Oracle Confidential Restricted 23

24 Planned Deployment Options Supported Sources HR Analytics Deployment Options Fusion HCM OTBI Enterprise Taleo BI App Data Warehouse On-Premise BI Applications On-Premise Non-Oracle HCM Apps Oracle Confidential Restricted 24

25 Oracle Transactional Business Intelligence Enterprise OTBI Enterprise Planned in 2014 Cloud Source Replication Planned in 2015 Cloud Source Staging BI App Data Warehouse Fusion HCM Taleo Data Upload to Cloud Planned in 2015 On-Premise On-Premise Non-Oracle HCM Apps Oracle Confidential Restricted 25

26 HR Analytics On-Premise Deployment On-Premise HR Analytics Fusion HCM Planned in 2014 Cloud Source Replication BI App Data Warehouse Taleo Planned in 2015 Cloud Source Staging Direct database ETL Universal Adaptor On-Premise On-Premise Non-Oracle HCM Apps Oracle Confidential Restricted 26

27 OTBI Enterprise for Human Capital Management Single Cloud Provider: Security, Performance, & Availability 1 Data Security Security 1 Performance & Availability Service Level Agreement Data remains behind Oracle firewall Data encrypted while in transit between Fusion HCM and OTBI Enterprise Service guaranteed to be available 99.5% of time OTBI Enterprise built and deployed on industry s most resilient architecture and infrastructure 2 User/Role Security 2 High-Performance Oracle Architecture 3 OTBI Enterprise users can only view what they have access to in Fusion HCM Oracle Single Sign-On Support Platform Security 3 Uses Industry Leading High Performance Oracle BI Foundation Oracle Database High-Performance Data Center Hardened platform (unnecessary protocols/services disabled, aggressive patching, restricted access, etc.) Best-in-Class Physical Security State-of-the-Art and Redundant Hardware Infrastructure Fiber-optic Network Copyright 2014 Oracle and/or its affiliates. All rights reserved. Oracle Confidential Restricted 27

28 OTBI Enterprise for Human Capital Management Single Cloud Provider: Support and Maintenance 1 Support Single Point-of-Contact 1 Monitoring Maintenance 2 No Uncertainty on Who to Contact for Support (unlike multi-vendor solutions) Leverages My Oracle Support (MOS) Detail here End-to-End Responsibility 2 OTBI Enterprise service monitored 24x7 Daily incremental loading of data from Fusion HCM to OTBI Enterprise monitored daily Service Updates Oracle supports all components of solution: Fusion HCM, OTBI Enterprise, Platform/Middleware, Data Warehouse, and Data Center Infrastructure. Oracle manages all service stack patching Regular maintenance windows to ensure SLA and deliver service improvements regularly. 3 Efficient Support 3 Backups Leverages all internal Oracle support processes, automation, and tools to manage customer issues Focus on customer success and time-to-resolution Daily Data Warehouse Backups Daily OTBI Enterprise Web Catalog Backup Copyright 2014 Oracle and/or its affiliates. All rights reserved. Oracle Confidential Restricted 28

29 OTBI Enterprise for Human Capital Management Solution Components Pre-built Data Warehouse 6 Star Schemas Designed Specifically for HR Analysis Data Warehouse Content Pre-built Dashboards, Reports, Metrics, & KPIs Pre-built BI Metadata Pre-built ETL Designed to Extract from over 3000 Operational Tables No Configuration or Development Required ETL OTBI Enterprise for HCM Service Delivery Automated Provisioning Fast Deployment (nothing to buy and nothing to install) 99.5% Service Availability Copyright 2014 Oracle and/or its affiliates. All rights reserved. Oracle Confidential Restricted 29

30 Deeper Advanced Analytics Big Data Open Data BLS job opening and labor turnover data, cost of living, commuting pattern, educational & training data Weather data Unstructured Data Performance document questionnaire and comments Employee exit and engagement surveys Employee productivity data Where worker spend their time, is it aligned to goal? ( communication pattern) Aggregated market information from job boards Deeper Analytics Predictive Analytics Predict leadership risk, diversity risk, compliance risk Predict overtime usage Forecast headcount demand, time to hire Benchmark Internal benchmark Opt-in participation from Cloud Customers Anonymized Data and Privacy concerns Full range of Oracle Analytics processing Database 12c Oracle Enterprise R Essbase Extensibility From the Labs Modular business models Loosely coupled data connectors for 3 rd party Loosely coupled models and tagging to enable verticals, partners, industry and customers Tools/APIs for sharing, embedding and syndication Copyright 2014 Oracle and/or its affiliates. All rights reserved. Oracle OpenWorld

31 Advanced Analytics Demonstration Oracle Confidential Internal 31

32 HR Analytics Roadmap Deeper HR Analytics In the Cloud OBIA ETL with ODI & Golden Gate option ETL adaptor to Fusion HCM Time and Labor Analytics Payroll Analytics Absence Accruals Headcount Gain & Loss Workforce Frozen Snapshots New Adaptor: PSFT Global Payroll OBIA Talent Profile Analytics New Adaptor: Fusion Absence Management New Adaptor to Fusion HCM Cloud Services New HR Executive Dashboard Cost of Ownership Improvements: Data Lineage Endeca Extensions Plan for next 12-Months HR Analytics Cloud Service Adaptor : Taleo Enterprise Recruiting Adaptor: Taleo Learn & Performance Mgt Adaptor Fusion Time & Labor; New Compensation Analytics New Succession Management Analytics New Role-based Dashboards (HR Manager, Business Executive) Plan for beyond 12-months Advanced Analytics: Predictive analytics in workforce diversity, Leadership pipeline Big data analytic : employee survey, Industry benchmark, Open Data (labor and job market data) Headcount what-if planning Uptake OBIEE 12C May 2013 May

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