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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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
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
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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
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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
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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
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Fast Time To Value
What Is Oracle BI Cloud Service?
Quickly provision your BI instance
No Installation required
Oracle managed patching and upgrades
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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
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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
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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?
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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?
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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
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Next Steps
Oracle BI Representative KPI Partners
Oracle BICS Pricing
Oracle BICS Demo
Free 1 Hour Cloud Analytics Assessment Call
Contact
info@kpipartners.com
www.kpipartners.com
1-888-988-4KPI
Who To Contact?
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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
Hinweis der Redaktion
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.