- 1. How Analytics EnablesStrategic HRLing XiangDirector, Product
Management, OracleMukesh NakraAssociate Vice President Oracle
Practice, InfosysVishwajit BendrePrincipal Consultant,
InfosysCopyright 2014, Oracle and/or its affiliates. All rights
reserved. |
2. Safe Harbor StatementThe following is intended to outline our
general product direction. It is intended forinformation purposes
only, and may not be incorporated into any contract. It is not
acommitment to deliver any material, code, or functionality, and
should nnoott bbee rreelliieedd uuppoonnin making purchasing
decisions. The development, release, and timing of any features
orfunctionality described for Oracles products remains at the sole
discretion of Oracle.Oracle Confidential Restricted 2 3. Program
AgendaHow Analytics Enables Strategic HRWhat Is New With HR
Analytics?Infosys Approach to Analytics123 HR Analytics
ImplementationQ&AOracle Confidential Restricted 345 4.
Analytics Enables Strategic HROne of the ways that HRcan add
significant valueis to improve decisionmaking about
humancapital.Understand where and why HCM makes thebiggest
difference in the businessMeasure the business impact of high
versus lowperformance in jobs and the performance
driversImpactMeasure specific effects of HR programs (quality
ofhire, learning from training, motivation
fromEffectivenessrewards, etc.)What makes HR A Strategic
Partner?Edward E. Lawler III, John W. Boudreau, Center for
EffectiveOrganizations University of Southern CaliforniaMeasure the
effectiveness of organization design(e.g. span of control, career
movement, etc.)Measure the cost and efficiency of
recruiting,developing, organizing and managing theworkforce (e.g.
cost-per-hire, time-to-hire, trainingcost, overtime spend, etc.)
Benchmark internally and outside the organization Reduce compliance
riskEfficiency 5. HCM Application
LandscapeTalentManagementRecruitingWorkforceManagementCorePayrollJob
BoardsEmployeeEngagementTime &LaborSocialRecruiting Strategic
HR needs aholistic andanalytical view ofthe workforce HR
applicationBenefitEnrollmentMarketCompensationLearningCourseCatalogHCMLearning
CompensationProfessionalCertificationSocial LearningDiversity
OnboardingCompliancelandscape isfragmented Time wasted ingetting
data not indata analysis 6. Actionable Insight for Every
RoleFinance and Business Leader Manage headcount cost to budget
Foresight into leading people indicators thataffect business
delivery Reduce lost productivity from turnover andunnecessary org
changes Increase retention of top performersChief HR Officer (CHRO)
Develop talent strategy and systems to enablesustainable growth
Manage global regulatory and compliance risk Develop global
leadership pipelineHR Analyst Deliver relevant and timely workforce
informationto HR and business leaders Reduce time/cost to produce
compliance reporting Monitor key metrics in headcount
demographicsand movement Monitor cost and efficiency of HR
programsOracle Confidential Restricted 6 7. Strategic Human
Resource ManagementAnalytical Decision FlowObjectiveAre we losing
key talent?InsightWhat is the turnover trend?Where are the
retentionhotspots?What is the skill loss fromAre we providing
careerdevelopment opportunities? What skills and jobexperiences
produce highperformance? Are there adequate cross-Are we
rewardingemployees competitively? How is our compensationcompared
to the market? Are we rewarding highperformance?Chief HR Officer
(CHRO)Develop talent strategy andsystems to enable
sustainablegrowthManage global regulatory andcompliance riskDevelop
global leadership pipelineActionthe turnover?What is the cost
ofturnover?Identify at-risk key talentfor
retention.cross-team,cross-functionalexperiences? Is top talent
groomed forleadership positions? How did compensationaffect
employee retentionhistorically?Identify development andtraining
opportunities foremployee development.Offer competitivecompensation
packagesfor key retention rolesOracle Confidential Restricted 7 8.
Strategic HCM Information FoundationPlanning BI TechnologyTalent
ManagementGoal AlignmentSkill GapLearning
anddevelopmentRetentionEmployeeEngagementLeadershipLeadership
StrengthLeadership pipelineLeadership RiskOrganization
DesignHeadcount trendHeadcount MovementSpan of controlAnalytical
Information FoundationInformation FoundationData integrated
andenriched for strategicDashboards Scorecards What-if Search
Detect & Alert Embedded
MobileenablementPredictiveAnalyticsStaffingHeadcount PlanMarket
demandCandidate SourcingNew Hire Skill Ramp-upNew Hire
QualityRecruiting CostsPay forPerformanceFinancial ControlBudget
ControlWorkforce CostOvertime SpendHR Programs CostsLeadership
DiversityComplianceDiversity RiskLegal Compliance RiskProfessional
CertificationTotal RewardTotal CompensationMarket BenchmarkBenefit
ProgramUtilizationEmployee Wellnessanalysis, breaking downthe
functional silosCombine HCM, Financial& Operational dataCombine
structured,unstructured & open dataCloud On-Premise
Non-OracleBig DataHCM 9. The Road of HR AnalyticsUniversal
Adaptors6 Major Releases900 Customers7.9.6 7.9.6.27.9.6.3
7.9.6.411.1.1.7.1 11.1.1.8. Product redesign New
recruiting,learning andabsence analytics Upgrade toOBIEE 11g
Integrationwith FusionHCM New Payroll,Time & Labor ODI ETL
Talent Profile Integration toFusion HCMCloudMay 2009 May 2012May
2013 May 2014 Certify OBIEE11g CertifyExalyticsJan 2013 PSFT &
EBSCertification Certify ExadataSept 2010Oracle Confidential
Restricted 9 10. Comprehensive HR Analytical ContentDashboards 12
Dashboard Pages 62 Reports 360 Attributes 940 Metrics 900 Absence
and Accrual Accrual Absence Trends Absence Details Absence Calendar
Compensation Salary Compression Pay for Performance Compensation
BudgetAllocation (*) 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 Potential9-Box Succession Management (*)
Succession Slate Succession Risk Payroll Payroll Trend Payroll Cost
Overtime Spend Payroll Labor Hours Learning Manage Enrollments
Training Results Delivered Training Workforce Development Employee
Performance bySupervisor Employee Performance Supervisor
Performance Internal Mobility Top Performers Under Performers
Retention Retention Hotspots Top Performers Trends Requisition
RecruitmentActivities Recruitment Event Details Candidate Sourcing
Time and Labor Timecard Monitoring Processed Time Time Coverage
Time Trend Estimated Labor Cost Performance & GoalManagement
(*) PerformanceManagement Process Goal Alignment Questionnaire
analysis Employee Engagement (*)* Planned for future releasesOracle
Confidential Restricted 10 11. Bring HR Analytics to The CloudUser
ExperienceData VisualizationAdvanced AnalyticsBig dataBest-Practice
AnalyticalContent for the cloud& in the CloudOracle
Confidential Restricted 11 12. Strategic Insight for Every
RoleFocus on Personas Enable Executive, divisional and cross
divisionalanalytics Strategic historical, predictive, and
comparative viewsfor analysis and planning Focus on key metrics and
key indicatorsOracle Confidential Restricted 12OOW demo pod:
Moscone WestWLL 019 Designed for immediate insight and
intuitiveexploration Use insights to form and argue opinions for
tacticalor strategic changes Integrated tools to report, present
and distribute keyfindings 13. Bring HR Analytics to the
CloudSupports Cloud or On-premise SourcesFusion HCMTaleoFlexible
Deployment Options( In the Cloud or On-Premise)OTBI
EnterpriseOn-PremiseNon-OracleHCM AppsBI App Data
WarehouseOn-Premise BI ApplicationsOracle Confidential Restricted
13 14. HR Analytics RoadmapPlan for next 12-Months HR Analytics
Cloud Service New Adaptor : Taleo EnterpriseRecruiting Compensation
Analytics Succession ManagementAnalytics Fusion TimeLaborPlan for
beyond 12-months Big data : employee survey,Open Data (labor
statistics andjob market data) Predictive analytics :
workforcediversity, Leadership pipeline What-if planningTake
Analytics to the CloudOBIA 11.1.1.8 Talent Profile Analytics New
Adaptor: Fusion AbsenceManagement New Adaptor to Fusion HCMCloud
Services New HR Executive DashboardOBIA 11.1.1.7 ETL with ODIGolden
Gateoption ETL adaptor to Fusion HCM Time and Labor Analytics
Payroll Analytics Absence Accruals1May 2013 New Role-based
Dashboards(HR Manager, BusinessExecutive)2015 Uptake OBIEE 12C Cost
of Ownership Improvements:Data Lineage Endeca ExtensionsMay 2014
Headcount GainLoss Workforce Frozen Snapshots New Adaptor: PSFT
GlobalPayroll 15. Infosys Approach ttoo HHRR AAnnaallyyttiiccss 16.
Infosys Strategic BI and Analytics Practice OverviewInfosys DW/BI
services cover the entire DW/BI spectrum strategy development, user
experience design, vendor and product evaluation,systemintegration,
product configuration and customization, application development,
validation and management.Key offeringsBI strategy development,
DW/BI governance consulting, DW/BI architecture development,
migration strategy and planning, DW/BISupport and Maintenance
architecting BI system, test strategy, deployment frameworksolution
backbone9000+Dedicated400+Active13+Industry10+Collaborative1800+Successfully16BI
ConsultantsClient RelationshipsDomain ExpertiseBI Vendor
AlliancesExecuted
ProjectsBANKINGINSURANCERETAILCPGTELECOMAUTOMOTIVEENERGYUTILITIESCONSUMER
ELECTRONICSAGRI-BUSINESSLOGISTICSHI-TECHAEROSPACEHEALTHCARELIFE
SCIENCESEDUCATIONAL INSTITUIONSCONSULTINGARCHITECTURE AND
DESIGNETLREPORT
DEVELOPMENTTESTINGDEPLOYMENTSUPPORTMAINTENANCEPLATFORM
ENGINEERINGGOVERNANCEDELIVERYAB INITIO 980+COGNOS 800+DATASTAGE
1100+DB2 650+HYPERION 400+INFORMATICA 2280+MICROSTRATEGY
770+NETEZZA 310+ORACLE BI 900+ORACLE WAREHOUSE BUILDER
350+TABLEAU/SPOTFIRE 60+MS BI 1015+TERADATA 1020+SAP BO/BI 1600+SAP
NETWEAVER/DW 600+SAS 300+ 17. 17Challenges faced by HR
OrganizationsNew Markets Global business Drive Efficiencies Manage
TalentInnovation TechnologicalAdvancesHR as abusiness
partnerEmphasis onCompliance 18. Key Questions?18How can HRimprove
thefirms top andbottom lines?What HRservicesshould
anorganizationprovide?What are the mostvalue-added HRprocesses that
theorganizationshould focus on?How can HRbe morecost-effective?How
shouldHR services bedelivered to theorganization?How will
changeassociated with thenew HR services andHR deliverymechanisms
besuccessfullyembedded in theorganization? 19. What are Metrics?
20. What are Metrics?20Articulate why this metric reallymatters to
the business? Usableand ActionableKnow what a good
number/scoreshould be? Can be gotten fromBenchmarksArticulate the
business value ofincreasing/decreasing this metric? To be done
jointly with businessleadersImprove HR Process Performanceand
Service Delivery - EmployeeEngagementImprove HR Legal
Compliance/Control Procedures OrganizationalEffectiveness 21. An
Approach for KPIs and Benchmarking21Value LeversBusiness Levers
/MetricsProcess ImpactImprove shareholder valueReduce CostReduce
TCOReduce TransactionalCostsReduce System CostsOptimize
SystemConsolidationHire to RetireReduce cost/employeeOpportunity
Total cost of HR as % of revenue Labour cost of HR Transactional /
Controllership Cost by Process Area Hire to RetireCost of
PTOImprove HR LegalComplianceReduce Payroll ErrorsDecrease
OnboardingCostsReduce HR TransactioncostsReduce EmployeeServicing
costsReduce CostsIncrease revenueIncrease
TrainingEffectivenessImprove WF Plan ForecastingIncrease
HireEffectivenessInorganic growthCommunication CostsStaffing Yield
22. HR Analytics Implementation 23. 3 Things that matter with HR
Analytics 24. Unlock value of our organizations workforce 25.
Identify, develop and reward top performers 26. Use HR Analytics
for combined business metrics inSales, Operations, Finance, SCM 27.
Cross Functional HR Needs27HR As aBusinessPartnerTurnover with
performanceSales Manager PerformanceSalary previewMonitor Absence
data forfield techniciansGeographic population comparison of
technicianperformanceHR as a Business PartnerBudgeted Vs Actual
headcountCompensation as a % ofrevenueOvertimeCompare performance
ofmultiple operations centers 28. Sample Use Case Cross-functional-
Sales Focused28Sales dataQuota,CommissionsSales Performance+Sales
TurnoverSales Managers and leadershipusecasesUnified HR Analytics
SolutionHR DataEmployeeHierarchyPerformancePayroll+Sales
CommissionsSpend 29. Challenges 30. Multiple Source Systems of
DataManual ProcessesCross Functional Data Transfer30Users want
information on demandLegal Compliance of HCM dataData
GovernanceData vs Analytics and Trends 31. Implementation Approach
32. Implementation Phases What works best32ROISeeded
HRAnalyticsImplementatiCustom/CrossFunctionalReportingCost
BenefitQuickImplementationFit/GapCross functionalFocusBuild
OrBuyDecisionProof of conceptDevelopmentonDefine Usecases 33. A
persona specific approach HR ManagerMy information My MetricsPlan-
HR costs per new Hire- HR ROI- Separations by Reason- HR cost
incurred to hire / totalnumber of new hires- Total Revenue / Total
Headcount- Number of separations by definedreasons to take
corrective action33Manage- Retro Payroll Run- Monthly Statutory
Reporting- Number of retro payroll runs permonth- Statutory
reporting like EEO /VETS100 / AAPExecute- HR Team Productivity-
Base Pay / Overtime and BonusPayouts- Number of FTEs supported per
HRpersonnel- Trend of compensation quarter onquarterCATHYJob Role:
HR Manager 34. HR Analytics Seeded Functional AreasHR
PerformanceWorkforce ProfileDevelopmentCompensationAbsenceLeave
Accrual34FasterRecruitmentLearningUS Statutory
ComplianceImplementation 35. Technical
ArchitectureRequirements/FIT-Gap AnalysisData QualityHR Analytics
Key IT Aspects35RECIPES FORSUCCESSETL DesignCustom Components/Cross
FunctionalUser Training 36. 36Travel
LearningManagementsystemRecruitmentPayroll
BenefitsCompensationStagingHR AnalyticsOBIEE ServerWarehouse
layer(HRCustom DimensionsTypical HR Analytics Architecture36Expense
TimeHRMSAttendanceEmployeeMasterExternal Applications Universal
Adaptor 37. QuestionsShare your feedback on this session via
Twitter#InfosysAtOOWVisit Infosys at booth # 1411, Moscone South
38. Cloud.Oracle.Com