HRMStrategies Presentation on delivering Human Resources business intelligence. Includes HR data warehousing, developments in hr analytics, etc.

1. Delivering HR Business Intelligence: Experience from the Trenches Mike Harmer, Shawn Davis HR Technology & Analytics Intermountain Healthcare, Inc.

2. Mike Harmer 12 Years in HRIS Manager, Intermountain Healthcare’s Human Capital Analytics Team, responsible for data warehousing, analytics, and strategic web solutions. Mr. Harmer holds a Masters Degree from Brigham Young University. Contact information: Mike.Harmer@imail.org

3. Shawn Davis Director, HR Technology & Analytics 14 Years of HR Technology and HR Analysis Experience IHRIM Board of Directors Intermountain Healthcare Nonprofit health system based in Salt Lake City, with over 30,000 employees. Serving the healthcare needs of Utah and southeastern Idaho residents, Intermountain's system of 21 hospitals, physicians, clinics, and health plans provides clinically excellent medical care at affordable rates.

4. Road Map Journey to BI at IHC Analytics Architectural Framework Current Analytical Projects Demonstrations Lessons Learned What’s Next

5. Background Intermountain Healthcare 30,000 Employees 1,600 Managers 100+ Different Worksites 6 Years on Self-Service 2,000+ Different Job Types HRIS at Intermountain Oracle HR/Payroll Plateau LMS Taleo Custom Performance Management Talent Management Business Intelligence Etc.

6. Our BI History Reports Analysis Data Warehouse Rich Internet Application Technology Web 1.0 Limits OLTP Limitations HRMS

7. Anatomy of a BI Solution HRMS Data Cubes Data Warehouse Other HR Systems Business Systems Data Sources Data Warehouse ETL Reports & Analysis

8. Evolving from Reporting to Analytics

9. Audience Employees HR Consultants HR Leadership Frontline Managers Business Line Partners (Finance, Clinical, etc) Senior Leadership

10. BI and the Current Economy Make more informed business decisions Make cutback decisions on facts, not perceptions Better manage salary/benefits expense Demonstrates HR’s value to organization in difficult times

11. Standard Measures Basic Metric Components Headcount, FTEs, turnover, etc Weekly Dashboards – Headcount changes, Turnover, Recruiting Activity Monthly Dashboards – Headcount, Turnover, Movement, External Hires Parameterized Standard Reports Lists, demographics, operational support, etc.

12. Analytical Measures Workforce Planning Employee Distributions (Job Families, Age, Tenure) External Hires by Job Family Turnover – Total, First Year, Retirement Rates, Employee Movement Historical Trends – Headcount growth trends, Age, Tenure, Ethnicity, Full-Time/Part-Time, Gender Pipeline Projections – Headcount, Turnover, Hires By Major Job Service Lines (Nursing, Lab, Imaging, Pharmacy, Respiratory)

13. Demo: “HeRBIe”

14. Lessons Learned Audience Not who we though it would be IT Dependence Greatly decreased, but still too encumbering Keep it Simple Don’t push the envelope in vended reporting solutions Make SaaS Vendor Reference Checks Sure you own your data, but can you get it?

15. What’s Next Data cubes Decrease IT staff dependence Decrease technical skills required to extract data Enable powerful, dynamic web analytics applications Decrease Maintenance Detailed issue tracking and assessment Increase HR Staff’s “data intelligence” Train staff to better use data in service delivery HRIS Staff instruction

16. IHRIM needs your feedback!Please complete a session evaluation for Session 145 Delivering HR Business Intelligence: Experience from the Trenches Mike Harmer, Shawn Davis HRIS Intermountain Healthcare, Inc. Thank you!