Optimize HR From Hire To Retire With Oracle BI Cloud Service for E-Business Suite and PeopleSoft
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http://www.kpipartners.com/webinar-optimize-HR-from-Hire-to-Retire-with-oracle From our live Webcast on July 30, 2015 featuring representatives from Oracle and KPI Partners. The objective of the session was to to explore how business can make the most of out of their Cloud BI Investments… and profile and easy-to-use solution that offers substantial content and features that are quick to deploy.
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Optimize HR From Hire To Retire With Oracle BI Cloud Service for E-Business Suite and PeopleSoft
- 1. Contact Us 510.818.9480 | www.kpipartners.com© KPI Partners Inc. Start Here Bryan Caruso | Principal Sales Consultant | Oracle Myles Gilsenan | Director of Client Services | KPI Partners July 30, 2015 Optimize HR for Hire to Retire with Oracle BI Cloud Services for EBS, PeopleSoft and JDE
- 2. 2 ① Challenges Facing HR Organizations and How BI Can Help ② BI Solutions for HR – Value Drivers ③ What is Oracle Business Intelligence Cloud Service (BICS)? ④ What is KPI Cloud Analytics? ⑤ KPI Cloud Analytics for Human Resources Demo ⑥ Highlights of KPI Cloud Analytics for Human Resources Demo ⑦ Implementation and Support ⑧ Next Steps ⑨ Q&A
- 3. Challenges Facing HR Organizations and How BI Can Help 3
- 4. Situation 1. Unexplained drops in store profitability Actions Taken 1. Reviewed stores with largest swings in profitability 2. Conducted analysis to identify causative factors; Initially could not identify root cause 3. Conducted analysis of HR events for the impacted stores 4. Found that the manager of the stores with the largest drops in profitability had resigned just before the drop 5. Extended the HR analysis and found similar pattern across stores Result 1. Greater emphasis on manager retention analytics Revenues: 10 billion + Geography: USA Nationwide HR System: Oracle EBS R12 Database: Oracle 11g BI Apps: HR Analytics, Procurement and Spend Analytics, Financial Analytics At A Glance 4 Multi Billion Dollar Retailer
- 5. Today’s World Data scattered across multiple systems No single source of the truth 5Oracle Confidential – Restricted • Management by spreadsheet • Inconsistent business processes The Board wants to know what you’re doing about employee turnover HCM Finance Recruiting HR Analyst No accurate view of workforce profile 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 Business Challenges
- 6. 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 Oracle Confidential – Restricted 6 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 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 Integrated tools to report, present and distribute key findings
- 7. Copyright © 2014 Oracle and/or its affiliates. All rights reserved. | Oracle Confidential – Restricted 7 HRInformationMaturity Transactional Increasing Business Value Strategic Data & Basic Reporting Consolidated Reporting Management Analytics Cross-process and Functional Analysis Predictive Analysis What is my headcount? Why are my attrition rates rising? What can I do to become more agile with my HR development plans?? • Data Integrity & Quality • Basic Employee Lists & Extracts • Compliance Reporting • Process-specific Analytics • Single Source of Data • Integrated Analytics • Multiple Sources of Data • Organization, Job & Workforce Predictive Analysis • Cause and Effect Operational Reporting StrategicAnalytics HR Analytics Maturity Model Operational and Strategic Analytics Together Cover the Full Spectrum
- 8. BI Solutions for HR – Value Drivers 8
- 9. 9 Integration Agility Self Service Visualization
- 10. What Is Oracle BI Cloud Service? 10
- 11. 11 Business Intelligence Cloud What Is Oracle BI Cloud Service? Exploratory Self-Service Analytics on Desktop or Mobile Data Mashups across Managed and User Data Proven Strategic Analytics Solution, fully Mobile Enabled Low total Cost Of Ownership Ease of Collaboration Room to grow to full enterprise platform for all BI needs
- 12. 12 What Is Oracle BI Cloud Service? Proven Dashboard & Analysis Platform Full featured business self-service analysis platform Graphical interactive dashboards Comprehensive filtering and aggregation Powerful on-the-fly groupings, selections Hierarchical, time-series, and statistical functions
- 13. 13 Fast Time To Value What Is Oracle BI Cloud Service? Quickly provision your BI instance No Installation required Oracle managed patching and upgrades
- 14. What is KPI Cloud Analytics? 14
- 15. 15 KPI Cloud Analytics Pre-built BI applications for Oracle EBS, Peoplesoft and JDE modules Includes pre-built ETL, metrics, reports, dashboards and visualizations Can be extended easily Built 100% on Oracle BICS platform Certified by Oracle in Oracle Cloud Marketplace Built for Agile BI
- 16. 16 KPI Cloud Analytics Module EBS Peoplesoft JDE AP AR GL Proc/Spend Inventory Order Mgmt HR Fixed Assets Manufacturing Projects
- 17. 17 KPI Cloud Analytics ERP Module Subject Areas # of Metrics # of Dashboards # of Reports Proc/Spend 5 20 8 30 Order Mgmt 5 20 8 30 Inventory 3 20 5 20 AP 2 10 4 10 AR 2 10 4 10 GL 2 10 8 30 Fixed Assets 2 10 4 10 HR 3 20 5 30 Manufacturing 3 10 8 30 Projects 3 10 5 20
- 18. on-premise KPI’s Pre-built data warehouse KPI’s Pre-Built Metrics KPI’s Pre-Built Reports and Dashboards KPI’s Pre-Built Visualizations Fully extensible cloud Oracle BICS Data Sync KPI’s Pre-Built ETL
- 19. 19 KPI Cloud Analytics for Human Resources Workforce Profile 1. What are the demographics of my work force? 2. What is the % breakout of employee vs contingent workers? 3. What are the growth rates of employees and contingent workers? 4. What is supervisor span of control? Workforce Development 1. How many chronic underperformers exist? 2. What is the attrition trend of top performers? 3. What % of supervisors are underperforming? 4. What internal organizations have the most top performers? Retention 1. What is the % change in retention from last period? 2. Which jobs have the highest turnover? 3. How many top performers are at risk? 4. What is the three year trend for voluntary turnover?
- 20. 20 KPI Cloud Analytics for Human Resources Compensation 1. What is the three year trend in total base compensation? 2. What is total compensation by internal organization? 3. What is avg annual compensation by Job Family? 4. How are top performers being paid in relation to avg performers? Recruitment 1. What are the top open vacancies? 2. What is the average time to fill a vacancy? 3. How many offers did we send? How many were accepted vs rejected? Why? 4. What are the best sources for new hires? 5. Which recruiters are the most effective?
- 21. KPI Cloud Analytics for Human Resources Demo 21
- 22. KPI Cloud Analytics for Human Resources Highlights 22
- 23. 23 Fast time to value – rich, pre built content Easily integrate multiple HR systems Quickly answer key HR questions Proactively manage HR processes Advanced visualizations Native Mobile Support Built for Agile BI
- 25. 1. Purchase BICS license from Oracle – monthly subscription pricing (SaaS model) 2. Purchase KPI Cloud Analytics for Human Resources from KPI Partners – monthly subscription pricing (SaaS model) 3. To implement, KPI Partners has several ‘quick start’ packages to get customers up and running in a matter of weeks
- 26. Support, Consulting and Product Development all integrated 225+ BI experts 24x7 support • KPI Cloud Analytics for NetSuite KPI provides support and upgrades for KPI Cloud Analytics for HR content Oracle provides support for the BICS platform: - infrastructure, availability, performance, upgrades
- 27. Next Steps 27
- 28. 28 Next Steps Oracle BI Representative KPI Partners Oracle BICS Pricing Oracle BICS Demo Free 1 Hour Cloud Analytics Assessment Call Contact [email protected] www.kpipartners.com 1-888-988-4KPI Who To Contact?
- 29. 29 Webinar Date and Time KPI Cloud Analytics for Procurement Aug 5, 1PM - 2PM EDT KPI Cloud Analytics for Financials Aug 12, 1PM - 2PM EDT KPI Cloud Analytics for Order Management and Inventory Aug 19, 1PM - 2PM EDT
Editor's Notes
- #6: How does this happen today? Let’s take a real-world example……the turn-over rate within the company is on the high side and the board-of-directors wants to know what we’re doing about it. Turnover should eb 6% but is at 12% What doing about turnover about it today? Can you pull the answer to this question from core HR? You can get some information about performance and termination, but as you know, that’s only part of the picture. You also have to go to Taleo to find out about recruiting and talent development. And then you’d have to go to Finance to look at budgets, compensation and retention (you’d expect these to be in core HR, but they are not….they are in finance). [BUILD] So what is the HR Analyst doing today? She’s doing exports from each of these systems into Excel. Everything is managed by spreadsheet and she’ll use them, for example, to try and calculate headcount variance rates, vacancy rates, and performance turnovers and she’ll do this by doing manual extracts and manually joining and aggregating in Excel. Not only is this labor intensive and error prone, it is out-of-date the very next day. [BUILD] And this manual approach to such strategic analysis results in creating a variety of key business challenges, including: No accurate view of workforce profile Unable to agree on a uniform definition of headcount Lack of insight into HR data to understand overall workforce Inconsistent business processes lead to inconsistent data Lack of visibility into the effectiveness of HR programs Unable to correlate workforce performance to HR programs Difficult to create a historical profile of the workforce Difficult to correlate compensation to employee performance Poor alignment of talent management strategy with corporate strategy Difficult to correlate recruiting program effectiveness to corporate performance Difficult to measure effectiveness of training programs relative to employee performance Time wasted gathering data to manage and report Continued reliance on management-by-spreadsheet Scattered data in multiple systems No single source of the truth There needs to be a better way.