HR Analytics In the Cloud

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HR Analytics In the Cloud

Ling Xiang

Director, Product Management

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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.

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Program Agenda

Key Business Drivers

OTBI Enterprise for HCM

OTBI Enterprise Demonstration

1

2 OTBI Enterprise Demonstration

Advanced Analytics

Q&A

3

4

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Key Focus & Business Drivers

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Faster Innovation

• Faster pace to product

innovation

• Modern, global platform

• Shorter upgrade cycle

State of the Art Analytics

• Best-practice analytical content

• User experience-focused design

• Seamless integration

Why is the Cloud so Vital?

• Shorter upgrade cycle

Lower Cost

• Reduced infrastructure cost

• Reduced IT maintenance cost

• Reduced customization and

upgrade cost

Lower Risk

• Reduced administrative burden

• Guaranteed system availability

• Scalable platform for future

expansion

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The Road of HR Analytics

7.9.6

7.9.6.3

11.1.1.7.1

11.1.1.8. Universal Adaptors

7.9.6.4

7.9.6.2

900

Customers

6

Major Releases

May 2013

May 2014

May 2009

7.9.6

7.9.6.3

11.1.1.7.1

11.1.1.8.

• Product redesign • New recruiting, learning and absence analytics • Upgrade to OBIEE 11g • Integration with Fusion HCM • New Payroll, Time & Labor • ODI ETL • Talent Profile • Integration to Fusion HCM Cloud

May 2012

7.9.6.4

• Certify OBIEE 11g • Certify Exalytics

Jan 2013

7.9.6.2

• PSFT & EBS Certification • Certify Exadata

Sept 2010

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Comprehensive HR Analytical Content

• Absence and Accrual • Accrual • Absence Trends • Absence Details • Absence Calendar • Compensation • Salary Compression • Pay for Performance

• Compensation Budget Allocation (*) • Workforce Effectiveness • Corporate Contribution • Effectiveness • Trends • Workforce Deployment • Staffing • Demographics • Trends • Frozen Snapshots • Recruitment • Requisitions • Vacancy Analysis • Recruitment Pipeline • Offer Analysis • New Hires • Applicant Pool • Quality of Hire • Recruiter Effectiveness

• Talent Profile Management • Employee Competency • Competency Gap • Job Profile

• Employee Talent Profile • Performance Potential

9-Box

• Succession Management (*)

• Succession Slate

Dashboards 12 Dashboard Pages 62 Reports 360 Attributes 940 Metrics 900

• Compensation Budget Allocation (*) • Payroll • Payroll Trend • Payroll Cost • Overtime Spend • Payroll Labor Hours • Learning • Manage Enrollments • Training Results • Delivered Training • Frozen Snapshots • Workforce Development • Employee Performance by Supervisor • Employee Performance • Supervisor Performance • Internal Mobility • Top Performers • Under Performers • Retention • Retention Hotspots • Top Performers • Trends • Recruiter Effectiveness • Requisition Recruitment Activities

• Recruitment Event Details • Candidate Sourcing • Time and Labor

• Timecard Monitoring • Processed Time • Time Coverage • Time Trend

• Estimated Labor Cost

• Succession Slate

• Succession Risk

• Performance & Goal

Management (*) • Performance Management Process • Goal Alignment • Questionnaire analysis • Employee Engagement (*)

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Bring HR Analytics to The Cloud

User Experience

Data Visualization

Advanced Analytics

Big data

Best-Practice Analytical

Content for the cloud

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What Are We Trying To Do?

• Best-in-class analytics

• Extremely quick Time to Value

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Actionable Insight for Every Role

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

Chief HR Officer (CHRO)

•Develop talent strategy and systems to enable sustainable growth

•Manage global regulatory and compliance risk

•Develop global leadership pipeline

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

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Strategic Human Resource Management

How is it done Today?

Are we paying

our workers

competitively?

What is our

compensation

YTD spend and %

change

How is my

retention

Are we hiring

high performance

Chief HR Officer (CHRO)

Are we

maintaining a

diverse

workforce?

Are we hiring

according to

plan?

retention

strategy working?

high performance

employees?

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Today’s World

Data scattered across multiple systems

No single source of the truth

• Management by spreadsheet

• Inconsistent business processes

The Board wants to know what you’re doing about employee turnover

HCM

No accurate view

_{workforce profile}

of

Lack of visibility

into

Business Challenges

Finance

Recruiting

HR Analyst

Lack of visibility

into

the effectiveness of HR

programs

Poor alignment

of talent

management strategy

with corporate strategy

Time wasted

gathering

data to manage and

report

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Strategic Human Resource Management

Functional Decision Flow

O

b

je

ct

iv

e

Are we losing key talent?

In

si

g

h

t

•What is the turnover trend? •Where are the retention

hotspots?

•What is the skill loss from

Are we providing career development opportunities?

• What skills and job experiences produce high performance?

• Are there adequate

cross-Are we rewarding

employees competitively?

• How is our compensation compared to the market? • Are we rewarding high

performance?

Chief HR Officer (CHRO)

• Develop talent strategy and systems

to enable sustainable growth

• Manage global regulatory and

compliance risk

• Develop global leadership pipeline

A

ct

io

n

Identify at-risk key talent for retention.

In

si

g

h

t

•What is the skill loss from the turnover?

•What is the cost of turnover?

• Are there adequate cross-team, cross-functional experiences?

• Is top talent groomed for leadership positions?

performance?

• How did compensation affect employee retention historically?

Identify development and training opportunities for employee development.

Offer competitive compensation packages for key retention roles

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Oracle Transactional BI Enterprise

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Strategic Human Resource Management

Actionable Insight for every role

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

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

Strategic historical, predictive, and comparative views for

analysis and planning

Focus on key metrics and key indicators

Designed for immediate insight and intuitive exploration

Use insights to form and argue opinions for tactical or

strategic changes

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OTB Enterprise Demonstration

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Identify Problem Area: Worker Attrition

Identify Reason: Retirement & Better Opportunities

1

2 OTBI Enterprise for Human Capital Management

Demo Flow

Identify Problem Area: Worker Attrition

Identify Reason: Retirement & Better Opportunities

Identify Cause: Aging Management over Next 5 Years

Identify Cause: Workers Underpaid vs. Other Departments

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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.

Comprehensive Business Intelligence In the Cloud

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H R I n fo rm a ti o n M a tu ri ty Cross-process and Functional Analysis Predictive Analysis What is happening? Why is it happening?

What might be happening?

• Organization, Job & Workforce Predictive Analysis

• Cause and Effect

O

T

B

I E

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rp

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HR Analytics Maturity Model

OTBI and OTBI Enterprise together cover the Full Spectrum

H R I n fo rm a ti o n M a tu ri ty

Transactional Increasing Business

Value Strategic

Data & Basic Reporting Consolidated Reporting Basic Analysis What is happening?

• Data Integrity & Quality

• Basic Employee Lists & Extracts

• Compliance Reporting

• Process-specific Analytics

• Single Source of Data

• Integrated Analytics

• Multiple Sources of Data

_O

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O

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B

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Historical

Current

Future

Historical Reports (e.g.)

• Assignment History

• Payroll History

Operational Reports (e.g.)

• Headcount

Historical Analytics (e.g.)

• Attrition Rate Trending

Comparative Analytics (e.g.)

• Departmental Performance

Predictive Analytics (e.g.)

•Workers Nearing Retirement

The Past, Present and Future

The Visual Continuum

OTBI Standard

• Payroll History

• Headcount

• Transfers

• Performance Ratings

• Performance Review Status

• Worker Compensation

OTBI Enterprise

• Attrition Rate Trending

• Worker Mobility

• Headcount Movement

• Recruiting Effectiveness

• Departmental Performance

• Benchmark Comparison of Top & Bottom Peers

• Organizational skill gap

• Succession Risk

•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

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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)

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10 12 14 16

Time to Value

Customize Connect Install/Config

Faster Time to Value

• Faster to value

• Best-practice metric library

• Role-based dashboards

• Source integration

• Configurability

• Extensibility

0 2 4 6 8 10

BI Apps OnPrem Cloud Competitors OTBI-E

W

e

ks

Cloud Competitors TTV data based on recent findings

Target TTV

Configurability

• Extensibility

• Operational maintenance

• Patch & upgrade

• Access to BI innovations

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Metrics specifically tuned

for Human Resources

Cross-source Analytics

bridging HR, Talent and

Finance

OTBI Enterprise for Human Capital Management

900+

Proven results capitalizing

on >900 implementations

worldwide

Best-practice role-based

dashboards for quick time

to value

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Planned Deployment Options

Taleo Fusion HCM

Supported Sources

HR Analytics Deployment Options

OTBI Enterprise

Non-Oracle HCM Apps

On-Premise

BI App Data Warehouse

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Oracle Transactional Business Intelligence Enterprise

Fusion HCM BI App Data Warehouse Cloud Source Staging Cloud Source Replication

OTBI Enterprise

Planned in 2014 Non-Oracle HCM Apps Taleo On-Premise Staging On-Premise

Data Upload to Cloud

Planned in 2015

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HR Analytics On-Premise Deployment

Fusion HCM BI App Data Warehouse Cloud Source Staging Cloud Source Replication

On-Premise HR Analytics

Planned in 2014 Planned in 2015 Non-Oracle HCM Apps Taleo On-Premise Staging On-Premise

Direct database ETL

Universal Adaptor

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Security

• Data remains behind Oracle firewall

• Data encrypted while in transit between Fusion

HCM and OTBI Enterprise

Data Security

1 User/Role Security

2 Performance & Availability

• Service guaranteed to be available 99.5% of time

• OTBI Enterprise built and deployed on industry’s

most resilient architecture and infrastructure

Service Level Agreement

1 High-Performance Oracle Architecture

2 OTBI Enterprise for Human Capital Management

Single Cloud Provider: Security, Performance, & Availability

• OTBI Enterprise users can only view what they have

access to in Fusion HCM

• Oracle Single Sign-On Support

User/Role Security

2

• Hardened platform

(unnecessary protocols/services disabled, aggressive patching, restricted access, etc.)

• Best-in-Class Physical Security

Platform Security

3

• Uses Industry Leading High Performance

• Oracle BI Foundation

• Oracle Database

High-Performance Oracle Architecture

2

• State-of-the-Art and Redundant Hardware

Infrastructure

• Fiber-optic Network

High-Performance Data Center

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Support

• No Uncertainty on Who to Contact for Support

(unlike multi-vendor solutions)

• Leverages My Oracle Support (MOS)

• Detail here

Single Point-of-Contact

1 End-to-End Responsibility

2 Maintenance

• OTBI Enterprise service monitored 24x7

• Daily incremental loading of data from Fusion HCM

to OTBI Enterprise monitored daily

Monitoring

1 Service Updates

2 OTBI Enterprise for Human Capital Management

Single Cloud Provider: Support and Maintenance

Detail here

• Oracle supports all components of solution: Fusion

HCM, OTBI Enterprise, Platform/Middleware, Data

Warehouse, and Data Center Infrastructure.

End-to-End Responsibility

2

• Leverages all internal Oracle support processes,

automation, and tools to manage customer issues

• Focus on customer success and time-to-resolution

Efficient Support

3

• Oracle manages all service stack patching

• Regular maintenance windows to ensure SLA and

deliver service improvements regularly.

Service Updates

2

• Daily Data Warehouse Backups

• Daily OTBI Enterprise Web Catalog Backup

Backups

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• Pre-built Dashboards ,

Reports, Metrics, & KPIs

• Pre-built BI Metadata

• Pre-built Data Warehouse

• 6 Star Schemas

• Designed Specifically

for HR Analysis

Content

Data

Warehouse

OTBI

OTBI Enterprise for Human Capital Management

Solution Components

• Automated

Provisioning

• Fast Deployment

(nothing to buy and nothing to install)

• 99.5% Service Availability

• Pre-built ETL

Designed to Extract

from over 3000

Operational Tables

• No Configuration or

Development Required

Service

Delivery

ETL

OTBI

Enterprise

for HCM

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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

Deeper Analytics

• Predictive Analytics

–

Predict leadership risk, diversity

risk, compliance risk

–

Predict overtime usage

–

Forecast headcount demand, time

to hire

• Benchmark

Extensibility

• Modular business models

–

Loosely coupled data connectors

for 3

rd

_party

–

Loosely coupled models and

tagging to enable verticals,

partners, industry and customers

From the Labs

• 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? (e-mail

communication pattern)

–

Aggregated market information

from job boards

• 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

partners, industry and customers

–

Tools/APIs for sharing, embedding

and syndication

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Advanced Analytics Demonstration

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HR Analytics Roadmap

Plan for next 12-Months

• HR Analytics Cloud Service • Adaptor : Taleo Enterprise

Recruiting

• Adaptor: Taleo Learn & Performance Mgt

• AdaptorFusion Time & Labor;

• New Compensation Analytics

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)

Deeper HR Analytics In the Cloud

OBIA 11.1.1.8

• Talent Profile Analytics

• New Adaptor: Fusion Absence Management

• New Adaptor to Fusion HCM Cloud Services

• New HR Executive Dashboard

OBIA 11.1.1.7

• ETL with ODI & Golden Gate option

• ETL adaptor to Fusion HCM • Time and Labor Analytics • Payroll Analytics

• Absence Accruals

May 2013

• NewSuccession Management Analytics

• New Role-based Dashboards (HR Manager, Business Executive)

2015

market data)

• Headcount what-if planning

• Uptake OBIEE 12C

• Cost of Ownership Improvements: Data Lineage

• Endeca Extensions

May 2014

• Headcount Gain & Loss • Workforce Frozen Snapshots

• New Adaptor: PSFT Global

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