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HR Analytics Customer Panel Discussion

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HR Analytics Customer Panel Discussion

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  1. The following is intended to outline our general product direction. It is intended for information purposes only, and may not be incorporated into any contract. It is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release, and timing of any features or functionality described for Oracle’s products remains at the sole discretion of Oracle.

  2. HR Analytics Customer Panel Discussion

  3. Customer Speakers • Moderator: Robert Davis, Director BI Product Management • Alix Gade, Technology Manager, VP • Wells Fargo • Dan Trares, Manager HR Reporting & Analytics • Eaton Corporation • Les Vandermark, Solutions Architect • Nationwide • Dan Friedland, HR Director • Oracle Corporation

  4. Agenda • Introductions • Individual Mini Presentations • Alix Gade • Dan Trares • Les Vandermark • Dan Friedland • Q & A

  5. Faster Time to Value Oracle BI Applications Decision-ready, pre-built analytics for line of business managers Proven financial and operational best practicesand role-based intelligence Zero-in on what matters CRM Analytics ERP Analytics SCM Analytics

  6. Oracle Human Resources Analytics Customer Panel Discussion Alix Gade Technology Manager, VP Technology & Operations Group Session CON9106 September 26, 2013

  7. Wells Fargo & Oracle Human Resources AnalyticsBackground Wells Fargo History Wells Fargo dates back to 1852 Steady growth built upon a series of mergers between regional banks > Norwest, Wells Fargo, Wachovia Industry Position $1.4 trillion in assets 70 million customers #1 in mortgage and small business lending Over 9000 retail stores and 12,000 ATMs 8

  8. Wells Fargo & Oracle Human Resources Analytics Background Population 275,000 team members 40,000 managers National footprint since the Wachovia integration Key HR Analytical Business Challenges Large transaction volumes in Payroll, Recruitment, and Learning Dynamic organizational structure – reorgs and mergers Few points of integration between Finance and HR data History of decentralized technical solutions History of limited executive sponsorship, investment 9

  9. Wells Fargo & Oracle Human Resources Analytics Background Concluded HRMS integration of combined enterprise in January 2010 HR analytical tools consisted of a series of older legacy solutions, designed for smaller companies Legacy Wachovia provided a Service Desk approach leveraging a series of operational data stores Legacy Wells Fargo provided a Self Service approach based on Data Warehouse developed in 2000, utilizing an SAP/Business Objects front end After we transition was complete, we continued towards transformation 10

  10. Q4 2012 Transformation Jan Feb March April BI Tool Selection Prototype Prototype release Business Case Wells Fargo & Oracle Human Resources Analytics Background • The path to transformation followed 3 phases May 11

  11. Wells Fargo & Oracle Human Resources AnalyticsImplementation Product HR Analytics BI apps v11.1.1.6 Implemented data model, prebuilt mappings, out of box content We opted for 11g in order to sidestep near term upgrade projects Source > PeopleSoft HRMS/eRecruit 8.9 (DB2) 12

  12. Wells Fargo & Oracle Human Resources AnalyticsImplementation We took 12 months to implement our first release Development Timeline Q3 11 Q4 12 Q4 11 Q1 12 Q2 12 Q3 12 Vendor Mgmt Requirements Design Development QA Tune Implement Release 1 13

  13. Wells Fargo & Oracle Human Resources Analytics Implementation • Dashboards included in Release 1 • Compensation • Demographics • Movements • Non-Employee Workforce • Performance Management • Promotions • Recruitment • Terminations • Workforce Landing Page

  14. Wells Fargo & Oracle Human Resources Analytics Implementation Enhancements Multiple hierarchies – Position, Executive Groupings As Is/As Was Data Access Points Proxies Step up functionality – user, consultant, power user Dynamic landing page Wells Fargo ‘look and feel’ SiteMinder integration 15

  15. Wells Fargo & Oracle Human Resources Analytics Release 1 approach 16

  16. Wells Fargo & Oracle Human Resources Analytics Current release plan Release 1 Release 2 Release 3 Release 4 • Pilot • Focus: Learn • Strategy: Get the fundamentals right • Environment • Security • Org Hierarchies • Core content • GL • Focus: Onboard Financial Consultants • Strategy: Integrate Financial Hierarchy • Pay & Hours • AU Changes • Headcount Analysis • Add new hierarchy to Release 1 content • Learning • Focus: Onboard Enterprise Learning professionals, LOBs • Strategy: Integrate SumTotal data • Assigned Training • Learner Progress • LOB content (Custom Job Groupings) • BI 11.1.1.7 upgrade • Applicant Tracking • Focus: Support new Applicant Tracking System • Strategy: Integrate PS 9.2 and new structures • Revised recruitment metrics • Updated security requirements • New recruitment dashboards Learning & LOB ~3k users Financial Consultants ~ 500 users HR Consultants ~1000 users May 2014 Jan 2013 April 2014

  17. Wells Fargo & Oracle Human Resources Analytics Release 2 previews Subject Area Menu Filter Detail 18

  18. Wells Fargo & Oracle Human Resources Analytics Release 2 previews 19

  19. Wells Fargo & Oracle Human Resources Analytics Conclusion Lessons Learned Save project budget funds by tackling these tasks internally Business questions Metrics definitions Prioritization Install your product early to get a jump on environmental nuances Focus effort on your QA planning and build planning Executive sponsorship & partnership with your business community will provide the support you need to navigate issues 20

  20. Wells Fargo & Oracle Human Resources Analytics Conclusion Biggest Challenges Ongoing work to meet nightly load SLA Tuning, automation of maintenance tasks Partnership with Oracle Moving to dedicated database hardware Supporting multiple development/QA work streams Sequencing and prioritization 21

  21. Eaton Dan Trares Manager, HR Reporting & Analytics 22

  22. Eaton is a power management company • We help the world use electrical, fluid and mechanical power more reliably, efficiently, safely andsustainably 23

  23. To be a power management leader,it helps to have a 100 year head start • Founded in 1911 • Chairman and CEO – Alexander M. Cutler • Headquarters: Dublin, Ireland • Key locations in Cleveland, Ohio; Shanghai, China; Morges, Switzerland; Sao Paulo, Brazil • Innovation Centers in regions around the world • Customers in more than 175 countries • Approximately 103,000 employees worldwide • 50% of sales outside the U.S. 24

  24. Business Drivers • Program LINK is a global, multi-year initiative to standardize our people processes and implement new supporting tools and technology • LINKing employees to the information, tools and processes they need LINK

  25. Eaton HR Analytics Roadmap Workforce Profile Workforce Profile Enhancements Inclusion & Diversity Inclusion & Diversity Enhancements My Team (Manager of People) Direct Access Utilization Global Mobility Compensation Base Pay Compensation Variable Pay Learning Management Time and Labor Initially deployed to 1,200 HR users Added 7,500 Manager of People users

  26. Drivers of Success People Processes Technology • Deploy Packaged Analytics (OBIA) with Deliberate Customizations • Design for Performance • Firm partnership with IT • Clear Strategy, Roadmap, and Priority • Aligned Expectations • Defined Methodology • Data Quality, Governance, and Stewardship • Sponsorship • Dedicated Team • Established Roles and Responsibilities

  27. NationwideAdopts Analytics as Part of Its Talent Management Strategy

  28. Company Overview We help our customers do together what they cannot do alone, and we keep this commitment through capital strength and financial stability Founded in 1926 as a mutual company to serve the needs of our customers • No. 1 provider of public-sector retirement plans • No. 1 writer of farm owner insurance • 4th largest excess and surplus lines insurer • 6th largest auto insurer in the United States • 7th largest homeowner insurer in the United States • 9th largest variable annuities provider • 100 on the Fortune 500 list • 35,000 employees, largely salaried workforce based in North America • Home office, Columbus OH

  29. HR Analytics Overview • Where are we? • July 2011 went live with Workforce Profile • Ongoing enhancement of Workforce Profile dashboards/reports • Recruiting live by end of 2013 • Compensation shortly after • Source System • PeopleSoft HCM 9.1 • Key Customizations • Leader Level – Data clean up/governance issue • Leader Name – Organization hierarchy change management • Quick Terms/Did Not Starts

  30. Business Drivers/Benefits • ‘Best of Suite’ Decision (PeopleSoft/Oracle) for Talent Management Program • HR Analytics big part of that decision • Efficiencies • Eliminated 4000+ hours/year to produce manual Excel reports • Integration/Technology Value Proposition • Providing views of data never before available (e.g. historical trends, drill-down capability, turnover by leader level) • HCRM team is now focusing on strategic initiatives • Business Process Improvement

  31. Lessons Learned • Learning Curve/Cultural Shift • Data Clean Up Effort • Organization Hierarchy • Position Data Clean Up • Don’t underestimate the amount of work to clean up • And keep accurate going forward • Data accuracy must be built into business processes • Clear roles & responsibilities • Who owns processes, data, system, etc. • Technical Resources to Implement/Support

  32. Future Direction • Recruiting • Compensation • Integration of Finance hierarchy • HR Analytics Upgrade • Uptake of new content • Opportunity for Learning subject area

  33. HR Analytics at Oracle Dan Friedland Director, Workforce Intelligence

  34. Our Place In the Business • Part of HR organization serving 120,000+ employees in 80+ countries

  35. Key Business Drivers • Increased executive demand for granular workforce information • Challenges in providing this information due to manual effort: • Timeliness • Scalability • Consistency • Desire to implement Oracle technology within Oracle

  36. Current State of HR Analytics at Oracle • Using HR Analytics on 11g (version 11.1.1.6.2) • Source is HRMS fed to HR Data Warehouse • Key customer is our HR organization • Began with Workforce Profile • Current focus on headcount, attrition, hires, span of control • Highly customized implementation • Developed basic web based trainings for users

  37. Lessons Learned • Involve your key stakeholders • Executive sponsor and steering committee • Task force • Align around measurement standards • Customizations will affect your implementation • Expect a learning curve – for yourself and your users • Get started and know you will evolve over time

  38. Future Direction • Blend in compensation and recruiting subject areas • Bring other non-core HR data into data warehouse for use in HRA • Endeca for unstructured data analytics/discovery

  39. Q&A

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