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Harnessing the Power of Hyperion for Human Capital Reporting & Analysis at ADP: 1 Year Later
- 1. Harnessing the Power of Hyperion for Human Capital Reporting & Analysis at ADP: 1 Year Later Linda Norell | Josephine Niemiec | Gary Serrao
- 2. Agenda • Presenter Bios • Company Info • The Past – 1 Year Ago • The Present – Today • The Future – 1 Year from Now • Discussion / Q&A
- 3. Linda Norell - ADP • Director of Applications Development • Thirty years of Financial Systems experience including QA, IT and Finance roles with concentration in Hyperion EPM project work • Application Expertise includes: • Hyperion Planning and Workforce Planning • Essbase ASO / BSO • HFM / FDM • Smart View • EPMA • Project Management Professional (PMP) and Information Technology Infrastructure Library (ITIL) certifications
- 4. Josephine Niemiec - ADP • Senior Director – Finance Operations • Twenty-five years of Management Reporting, FP&A and Financial Systems experience • SME in design and deployment, upgrades and enhancements • Formed and currently leading Hyperion Center of Excellence for Administration • Application Expertise includes: • Hyperion Planning and Workforce Planning • Essbase ASO/BSO • HFM / FDM • Oracle General Ledger • Oracle Billing
- 5. Gary Serrao - Innovus Certification • Oracle Planning & Essbase Certified Specialist Specialization • Expert in the implementation of Essbase & Planning solutions • Specializes in developing Human Capital Management and Workforce Planning solutions using Hyperion Application Experience • Human Capital Reporting & Analysis and Workforce Planning Solutions • Budget & Forecasting Solutions • Management Reporting Applications Project Role • Integral member of a consulting team who is changing the way ADP handles their human capital management using the Oracle Hyperion EPM Suite
- 6. About • Specialize in the design and implementation of Oracle Hyperion EPM and BI solutions • Oracle Certified Consultants and Industry Thought Leaders • Innovative project development methodology ensures Project Success • Oracle Gold Partner and Active Leaders in the Oracle Application Users Groups • Clients are 100% reference-able!
- 7. About • Automatic Data Processing, Inc. (ADP) is one of the largest providers of business processing and cloud-based solutions • Provides payroll, talent management, human resource management, benefits administration and time and attendance to employers around the world • ADP serves about 620,000 organizations in more than 125 countries • Over 80 percent of FORTUNE 500 companies and more than 90 FORTUNE 100 companies use at least one of ADP's services • 1 in 6 U.S. workers are paid by ADP • Oracle customer since 1994 • Hyperion products in-use include: • Essbase (BSO & ASO), Revenue and Expense Planning, Workforce Planning, HFM
- 8. The Past – 1 Year Ago
- 9. FP&A vs. HR Needs • Productivity • Utilization • Cost • Profitability • Support for future business growth • Turnover • Facilities use • Org. Chart • Benefits / Obligations • Adhering to Employment Requirements E M P L O Y E E Financial Operational
- 10. The Present – Today HRIS Staging Layer Calculation App Reporting App
- 11. Staging Layer Ready to Load Other Data (e.g., keys) Payroll Data Employee Properties •Start Date •Employee Type •Annual Salary •Work Location •Title •Manager Employee Properties •Hours worked by hours type •Regular, Overtime, Vacation, etc. •Dollars paid by type Payroll Data •Employee name table •Employee manager table •Work location description table •Other descriptions or keys to normalize the data Other Data
- 12. Calculation Application Other Reporting & Analysis Statistics FTE Headcount Regular Headcount Home-Based Headcount Offshore Headcount Traditional FTE Home-Based FTE Offshore FTE Temporary FTE Tenure Productivity / Utilization Span of Control Averages by Function / Department / Title etc.
- 13. Reporting Application Aggregations & Other Calculations Smart View • Ad-hoc Analysis Financial Reports • Monthly Reporting Dashboards • Interactive Analysis Reporting Application
- 14. Analytics • Productivity • Utilization • Cost • Profitability • Support for future business growth Financial
- 15. Analytics • Productivity • Utilization • Cost • Profitability • Support for future business growth Financial
- 16. Analytics • Productivity • Utilization • Cost • Profitability • Support for future business growth Financial
- 17. The Future HRIS Staging Layer Calculation App Reporting App General Ledger Workforce Planning Expense Planning Profitability Analysis Other Systems Smart View Financial Reports Dashboards (OBIEE) Staging Layer Expense Reporting Revenue Reporting
- 18. Words of Wisdom • Training is imperative • Detailed documentation • Thorough training sessions • Leverage expertise from a consulting partner • We are able to use your knowledge of your own business and combine that with our technical expertise to create a solution that fits the business.
- 19. Let’s continue the conversation… Aggregations & Other Calculations Linda Norell • Linda.Norell@ADP.com • Linda@OAUGNJ.org • Find Me on LinkedIn Josephine Niemiec • Josephine.Niemiec@ADP.com Gary Serrao • Gary@InnovusPartners.com • Gary@OAUGNJ.org • Find Me on LinkedIn • @GarySerrao Please fill out the session evaluation.
Editor's Notes
- Gary
- Gary
- Linda
- Josephine
- Gary
- Gary
- Josephine
- Josephine / Linda – Briefly discuss the business requirements of Phase 1 Gary - We were here at INNOVATE 14 to discuss the first phase of the Human Capital Initiative at ADP. For the Phase I design we leveraged 5 existing WFP applications, which were previously being used for budget. These applications contain employee level detail, and each application pertains to one specific business unit. Having the applications separated by business unit was a plus for security because users were, by default, contained to their own BU. Data is fed from the HR system to the Oracle staging layer where the data is validated and scrubbed. Actual data is loaded from the staging layer to the appropriate WFP app and all HC, FTE, and statistical calculations occur in each individual application. These 5 WFP applications then consolidate to multiple Revenue and Expense planning applications for budget and forecast. Finally, these planning applications further consolidate to an ASO cube for reporting.
- Josephine / Linda Traditionally, this type of data / data set would be used by HR for operational purposes like (mention bullets) However, at ADP, we saw great value in this data from an FP&A standpoint as well. Productivity – Is being measured by how many widgets or units per FTE are created, what amount of revenue is each FTE producing Utilization - Tells us how an employee is being utilized. Cost Profitability Support for future business growth
- Josephine - The design in Phase II has been simplified. All existing data from the previous 5 WFP apps as well as some additional BU’s is being housed in one Calculation Application. Data is fed from the Human Resources Information Systems to the Oracle staging layer where the data is validated and scrubbed. Employee data is loaded into a BSO Calculation Application where HC, FTE, and various reporting statistics such as utilization and productivity are calculated. The data is then transferred to an ASO Reporting Application for aggregation. The Calculation App and Reporting App are dimensionally identical, so all we are doing is an export from the Calculation App and a load into the Reporting App. This design works well because of the power of BSO to complete complex calculations quickly, and because we are dealing with an employee dimension of 40,000 + plus employees ASO is able to quickly aggregate that data.
- Gary The HR data may come from different sources. Employee properties may reside in the HR database, while payroll data like hours worked may be housed in the Payroll system. Additional employee –related data like expenses or benefits may even come from a 3rd party tool like Concur or Ariba. The staging layer serves as a repository to collect and normalize all of the data coming from those different sources. It is at this point in the process where a level of data governance may be applied.
- Gary The Calculation App is where all of our complex calculations occur – Headcount, FTE, and other reporting and analysis statistics. We are not aggregating any data in the Calculation App with the exception of percent-to-total metrics. Headcount – We calculate headcount based on certain employee attributes. This gives us the ability to count Heads in many ways. We can see Regular Headcount, Home-Based, Offshore, Leave of Absence, etc. FTE – The same concept applies to FTE. Because we use employee attributes and types of hours worked to calculate FTE, we are able to view FTE in multiple ways. Traditional FTE, Home-Based FTE, Offshore FTE, Temporary FTE, Overtime FTE, etc. Tenure – Within the Calculation App, we also calculate important reporting and analysis statistics such as Tenure, Productivity/Utilization, Span of Control (Reporting Manager), and averages for all of these stats by function, department, and Title.
- Josephine The Reporting App allows us to consume the data in a variety of ways. Ad-hoc Analysis – Through Smart View, users can perform an ad-hoc analysis of the data. This allows them to break the restraints of pre-built reports and slice and dice the data in any way they see fit. Monthly Reporting – There is a monthly package of reports that are created using Financial Reports. These reports are a snap shot taken after the close of each month. Once these packages are distributed, the data will not be updated until the close of the following month. Financial Reports can be utilized to deliver highly-formatted monthly reporting packages to each business unit or area within the organization, as well as to management levels. These report are standardized staffing reports that illustrate point-in-time headcount, end of month FTE, and other key reporting metrics, like Overtime. Dashboards - The reporting application can also serve as the source for dashboards which can display the data in a more graphic nature.
- Linda Here we can highlight some of the rich analytics available with this type of solution. Productivity -
- Linda Is the employee’s time being spent producing units, working on supporting tasks. Also, is this employee being under-utilized or over-utilized (e.g. excessive overtime).
- Linda
- Gary WFP - Use trends / averages / calculations from Actuals data to initiate a workforce plan. For example, average salary by department, average productivity by job title, etc. Expense Planning – Use calculated workforce / labor costs from Actuals data to initialize the expense plan Profitability Analysis – Marry Revenue and Expense data to calculate profitability
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