OBIA HR Analytics


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Benefits of OBIA HR Analytics

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  • I think the HR challenges identified in the previous slide have to be linked to the solution offered by HR analytics.
  • OBIA HR Analytics

    1. 1. People Soft - Oracle Business Intelligence HCM Analytics<br />Webinar from Drivestream Academy<br />14 April, 2011<br />SLIDE 1<br />
    2. 2. Agenda<br />Key HR Organizational challenges<br />What is HR Analytics<br />How is HR Analytics different from People Soft reports<br />What is OBIA<br />Benefits of OBIA HR Analytics<br />What do you need to implement OBIA<br />HR Analytic workflow<br />OBIA demo<br />OBIA Architecture<br />Drivestream Implementation Methodology<br />Q & A<br />SLIDE 2<br />
    3. 3. About Us<br /><ul><li>Drivestream is a global management and technology consulting services firm headquartered in the Washington DC area with delivery centers located in the United States and India. We have been in business since 2002.
    4. 4. Our primary focus areas include PeopleSoft, Custom Applications Development and Information Management that includes Business Intelligence & Data Warehousing.
    5. 5. We provide strategic advice and tactical supportfor developing, implementing, maintaining and upgrading our customers’ business applications.
    6. 6. We invest heavily in people, processes and tools for delivering our services.
    7. 7. Drivestream’s leadership team has a very strong entrepreneurial & consulting background with many years of work experience at PWC, IBM, KPMG and other Fortune 500 companies around the world
    8. 8. We have successfully delivered over 400+ projects for some of the world’s largest companies to middle market customers across industries and geographies </li></li></ul><li>Presenters<br />Arvind Purushothaman has more than14 years of experience primarily in Data Warehousing and Business Intelligence.  He has successfully implemented multiple Data Warehouse and Business Intelligence projects using a global delivery model.   He is interested in identifying new ways to use data in everyday business processes.<br />Arvind PurushothamanVice President, Information Management Drivestream, Inc.<br />Ravi NatarajanExecutive Vice President, Information Management Drivestream, Inc.<br />Ravi Natarajan has managed multiple successful Data Warehouse implementations at various Fortune 100 companies. A self-proclaimed researcher and academic with heavy industry experience, he is the quintessential architect. He is constantly on the lookout for new ideas and technologies. <br />
    9. 9. Key HR Organizational Challenges<br />Inaccurate view of workforce profile<br /><ul><li>Information not gathered and disseminated uniformly
    10. 10. Lack of insightful HR data to understand overall workforce
    11. 11. Inconsistent business processes lead to inconsistent data</li></ul>Measuring the effectiveness of HR programs<br /><ul><li>Unable to measure HR programs impact on workforce performance
    12. 12. Difficult to create a historical profile of the workforce
    13. 13. Poor metrics to translate employee performance with compensation</li></ul>Aligningtalent management strategy with corporate strategy<br /><ul><li>Difficult to measure talent acquisition effectiveness on corporate performance
    14. 14. Accurate impact analysis of training programs on employee performance</li></ul>Time lag in data gathering and reporting<br /><ul><li>Too much dependence on management-by-spreadsheet
    15. 15. Scattered data across multiple systems
    16. 16. No single source of the truth</li></li></ul><li>What is HR Analytics?<br />Information that can be used to better manage several areas within HR<br />Analytics that provide detailed analysis of HR Programs and Workforce Performance<br />Integrates silos of data from other ERP modules and 3rd party applications into relevant, actionable and timely insight<br />Information delivered thorough personalized dashboards, metrics and alerts<br />SLIDE 6<br />
    17. 17. How is HR Analytics different from PS reporting?<br />SLIDE 7<br />
    18. 18. Copyright © 2008, Oracle and/or its affiliates. All rights reserved. <br />What is OBIA (Oracle Business Intelligence Applications)?<br />1<br /><ul><li>Pre-built BI application that sources data from transactional systems including Oracle EBS, PeopleSoft, SAP, JD Edwards and Siebel
    19. 19. Data is loaded to the target OBAW tables using Informatica as the ETL tool </li></ul>2<br /><ul><li>Pre-built metadata layer that covers all ERP modules and functions
    20. 20. Developed using Oracle Business Intelligence Enterprise Edition (OBIEE) technology</li></ul>3<br /><ul><li>Web based access to customizable dashboards, KPI’s, reports, alerts
    21. 21. Can be customized to meet unique business needs</li></ul>2<br />1<br />3<br />8<br />
    22. 22. SLIDE 9<br />Benefits of OBIA HR Analytics<br />ANALYSIS AND METRICS<br />HR Performance<br />BENEFITS<br /><ul><li>Provide consistent, integrated insight into the entire talent value chain - attracting, retaining, developing, and rewarding the workforce
    23. 23. Optimize organization staffing and contingent labor usage
    24. 24. Gain visibility to employee performance and internal mobility to engage and develop key talents
    25. 25. Lower costs through reduced turnover and more targeted recruiting
    26. 26. Optimize compensation plans to meet goals while managing costs</li></ul>Operations<br />Compensation<br />
    27. 27. Benefits of OBIA HR Analytics<br />ANALYSIS AND METRICS<br />Recruiting Management<br />BENEFITS<br /><ul><li>Monitor the efficiency and effectiveness of the entire recruitment life cycle
    28. 28. Better assess quality of hire by correlating applicant sourcing with new hire performance and turnover metrics
    29. 29. Proactively mange learning demand and source utilization
    30. 30. Monitor workforce learning participation & learning results
    31. 31. Monitor absence trends as a predictor for employee engagement
    32. 32. Forecast employee availability based on planned future absence events</li></ul>Learning management<br />Absence Management<br />SLIDE 10<br />
    33. 33. OBIA modules<br />ConsumerSector<br />Insurance<br />& Health<br />Travel& Trans<br />Complex<br />Mfg<br />FinancialServices<br />HighTech<br />LifeSciences<br />Public Sector<br />Comms& Media<br />Auto<br />Energy<br />Sales<br />Service &Contact Center<br />Marketing<br />Procurement & Spend<br />Supply Chain & OM<br />Financials<br />HumanResources<br />OrderLinearity<br />Ordersvs. AvailableInventory<br />BacklogAnalysis<br />Inventory Availability<br />FulfillmentStatus<br />BOM Analysis<br />Supplier Performance<br />Spend Analysis<br />Procurement Cycle Times<br />EmployeeExpenses<br />Quality <br />Performance<br />Buyer <br />Productivity<br />PipelineAnalysis<br />TriangulatedForecasting<br />Sales Team Effectiveness<br />Up-sell / Cross-sell<br />Cycle TimeAnalysis<br />Lead Conversion<br />Campaign Scorecard<br />Response Rates<br />Product Propensity<br />Loyalty andAttrition<br />Market Basket Analysis<br />Campaign ROI<br />Churn Propensity<br />Customer Satisfaction<br />ResolutionRates<br />Service RepEffectiveness<br />Service CostAnalysis<br />ServiceTrends<br />Employee Productivity<br />Compensation Analysis<br />HR Compliance Reporting<br />WorkforceProfile<br />TurnoverTrends<br />Return on Human Capital<br />A/R & A/PAnalysis<br />GL / BalanceSheet Analysis<br />Customer & ProductProfitability<br />P&L Analysis<br />ExpenseManagement<br />Cash FlowAnalysis<br />Other Operational & Analytic Sources<br />Prebuilt adapters:<br />Oracle BI Suite Enterprise Edition Plus<br />
    34. 34. What do you need to implement OBIA?<br />What you need to implement OBIA in your organization<br />A team that knows<br />PeopleSoft <br />OBIA components (OBIEE, Informatica, DAC)<br />Best practices for configuring and customizing OBIA ETL and reports<br />A clearly defined methodology for implementing and evolving analytics<br />Project plan<br />Other Job aids including checklists etc.<br />SLIDE 12<br />
    35. 35. Copyright © 2008, Oracle and/or its affiliates. All rights reserved. <br />Typical HR Analytics workflow<br />BusinessObjectives/<br />Issues<br />Ensure human capital<br />leveraged properly<br />Is turnover within<br />manageable limits?<br />Is staffing at<br />appropriate levels?<br />Is productivity of<br />company affected?<br />Is voluntary turnover<br />increasing?<br /><ul><li>Business FunctionHuman Resources
    36. 36. Role HR Executive
    37. 37. Objectives
    38. 38. Manage turnover
    39. 39. Ensure staffing at appropriate levels</li></ul>Gain<br />Insights<br />Which business units<br />are affected?<br />Which job categories<br />are affected by<br />voluntary turnover?<br />What are the reasons<br />for voluntary turnover?<br />Are business units<br />starting to recruit?<br />TakeAction<br />Let’s say you identify<br /> ‘lack of career growth’ <br />as a reason. You can <br />create a new career path<br />for Employees.<br />13<br />
    40. 40. SLIDE 14<br />OBIA DEMO<br />
    41. 41. OBIA Technical Architecture<br />SLIDE 15<br />
    42. 42. Build vs. Buy<br />
    43. 43. DS Iterative Implementation Methodology<br />SLIDE 17<br />
    44. 44. Drivestream Advantage<br />End-to-end functional and technical knowledge covering PeopleSoft applications, HR business processes, Business Intelligence technologies, and OBIA applications<br />Templates and project plan that cut down implementation time and costs<br />Understand impact of PeopleSoft upgrades and changes<br />Post Go-Live Production support<br />SLIDE 18<br />
    45. 45. Sample Job Aids<br />SLIDE 19<br />CSV files Checklist for PeopleSoft Configuration<br />Project Plan<br />Data Lineage<br />
    46. 46. SLIDE 20<br />Q & A<br />
    47. 47. SLIDE 21<br />Thank You for attending the webinar<br />Contact: Ravi Natarajan<br />Email:<br />Phone: +1.703.715.0150 x535<br />Contact: Arvind Purushothaman<br />Email:<br />Phone: +1.703.715.0150 x721<br />