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Oracle BI Applications –
The next generation of HR Analytics
Norma Penson
Principal Solutions Consultant
January 21, 2009

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.
© 2009 Oracle Corporation – Proprietary and Confidential

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© 2009 Oracle Corporation – Proprietary and Confidential
LEVEL 3 Process
• Best-practices
• End-to-End Process
Automation
• Human Capital
Mgmt implemented
• Focus: Worker
Productivity
LEVEL 4 Intelligence
• Metrics Driven
• KPI’s Drive
Business Shifts
• HCM central to org. performance
• Focus: Workforce
Aligns to Priorities

Driving Return on Human Capital Investment
Compensation
• Increase performance of organization by understanding and leveraging pay and performance relationship. Decrease costly compensation errors.
HR Performance
• Objectively assess HR organization’s performance on periodic basis. Drive HR to more strategic role in organization by showing return on HR investment.
Operations
• Reduce cost and time associated with compliance reporting.
Increase employee satisfaction and retention by managing overall profile and background of workforce. Drive lower HR costs through reduced recruiting and terminations.
© 2009 Oracle Corporation – Proprietary and Confidential

ANALYSIS & METRICS
Operations
• Special Disabled veteran headcount
• Involuntary count
•
Voluntary count
• Turnover rate %
• Mean performance
Compensation
•
Deductions
• Total annual base compensation
•
Compa-ratio
• Total compensation of nonminority females
• Average tenure of minority male employees
•
Employee-supervisor ratio
•
Dissatisfied termination ratio
•
Average base compensation
• Average variable compensation
•
Overtime compensation
HR Performance
• Revenue per employee • Contribution per employee
• Overtime amount • Employee benefit expenses
• Contracting expenses • Average cost per employee
• Direct employee cost • Employee benefit cost
• Indirect employee cost • Employee overtime expenses
BENEFITS
• Provide a consistent view of the workforce to all line managers
• Understand impact of HR initiatives relative to performance and retention
•
Identify and retain key employee talent
• Lower costs through reduced turnover and more targeted recruiting
• Optimize compensation plans to meet goals while managing costs
• Reduce the time and cost of compliance reporting
• Better utilize personnel and skills
• Optimize staffing by department
© 2009 Oracle Corporation – Proprietary and Confidential

HR Analytics – Key Objectives and Questions by Role
Line
Managers
VP of HR and CEO
HR
Generalist
Actionable Insight for Improving Workforce Performance
• Do I have enough contingent workers to meet the seasonal demand?
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Is the turnover ratio of my Line of business low?
• Am I managing my compensation costs within my budget?
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Am I hiring to my workforce plan?
Optimizing Management of Human Capital
•
Are we paying our folks competitively, or at least within the guidelines established by the compensation committee?
• Am I maintaining a diverse workforce
•
How is my retention strategy working with long term incentives?
• What is the YTD spend and % change from last year on each of my organizations' compensation components (base, bonus, stock, etc.)
Complete Insight into Historical Workforce Trends
•
How am I paying my employees compared to the market or internal guidelines published by my organization?
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Have I differentiated the performance of my employees?
• Are my recruiting activities effectively hiring high performing employees?
•
Is there a potential retention problem?
© 2009 Oracle Corporation – Proprietary and Confidential

Optimize Acquire Develop Pay Comply
What is the current staffing level?
Is the current staffing level meeting that of the forecast?
What is the recruiting pipeline to meet the workforce plan?
How best to recruit the talents in demand?
Who are the top performers?
What is the performance distribution?
Are we paying people competitively?
Where best to spend the compensation budget?
Do we have a diverse workforce?
Are we in compliance with government regulation?
Develop an engaged & scalable workforce
Align workforce investment with strategic business objectives
© 2009 Oracle Corporation – Proprietary and Confidential

Actionable Workforce Insight
Business
Objectives /
Issues
Ensure Workforce
Readiness
Is Turnover within manageable limits?
Is Voluntary Turnover increasing?
Gain
Insights
Where are the
Retention Hotspots?
Why are Employees
Leaving?
Take Action
Proactively Manage
Top Performers with
Retention Risk
© 2009 Oracle Corporation – Proprietary and Confidential

Extends BI Value. Lowers TCO.
GUIDED NAVIGATION
Role-based navigation paths enhance usability and reduce learning curves
CONDITIONAL NAVIGATION
Alert and guide users to out-of-ordinary conditions that require attention
INTEGRATED SECURITY
One login. Right content for each user.
Data
Security
User
Security
Object
Security
ACTION LINKS – “INSIGHT TO ACTION”
Seamless navigation from analytical information to transactional detail
© 2009 Oracle Corporation – Proprietary and Confidential

• DEMONSTRATION
© 2009 Oracle Corporation – Proprietary and Confidential

Functional Analysis Areas
• Recruiting (new)
• Requisition tracking
• Vacancy / skills matching / competencies
• Benefits (new)
• Benefits costing / enrollment
• Training (new)
• Learning Objectives
• Program Enrollment / Registration & Completion
• Performance (enhanced)
• Absences Event
• Grievances / Disciplinary Actions
• Employee Appraisal / Review / Accomplishments
• Payroll (enhanced)
• Support for complex Incentive Compensation based variable pay
• Injury Illness
•
Time and Labor
© 2009 Oracle Corporation – Proprietary and Confidential

Single- and multi-source Analytic Apps Built on BI Suite EE
Sales
Interactive
Dashboards
Service &
Contact
Center
Marketing
Order
Management
& Fulfillment
Supply
Chain
Oracle BI Applications
Reporting &
Publishing
Ad-hoc
Analysis
Proactive
Detection and Alerts
Financials
Disconnected
Analytics
MS Office
Plug-in
Human
Resources
Web
Services
Oracle BI Suite EE
Packaged
ETL Maps
BAW Schema
Universal
Adapters
IVR, ACD, CTI
Hyperion
MS Excel
Other Data Sources
© 2009 Oracle Corporation – Proprietary and Confidential

1
Pre-built warehouse with 3 star-schemas designed for analysis and reporting on HR data
3
Pre-mapped metadata, defining real-time access to analytical and operational sources, embedded best practice calculations and metrics for the HCM practitioner.
 Presentation Layer
 Logical Business Model
 Physical Sources
2
Prebuilt ETL to extract data from over 3,000 operational tables and load it into the DW, sourced from HCM systems, and other sources.
4
A “best practice” library of over 150 prebuilt role-based intelligence dashboards, reports and alerts for HR Managers. Analysts and
Business Unit Executives.
© 2009 Oracle Corporation – Proprietary and Confidential

© 2009 Oracle Corporation – Proprietary and Confidential

© 2009 Oracle Corporation – Proprietary and Confidential