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Copyright © 2014 Oracle and/or its affiliates. All rights reserved. |
OTBI-E Pre-built Analytics for HCM & CX in the Cloud DOAG
Oracle Confidential – Restricted 1
Eva Michel, Principal Sales Consultant – Business Analytics 10 June 2015
Safe Harbor Statement
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.
Oracle Confidential – Restricted 2
Program Agenda
Key Questions & Typical User Groups of OTBI-E
Operational vs Strategic BI in the cloud
OTBI Enterprise: Showcase HCM
Coming soon: OTBI Enterprise for CX
3
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3
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Key Strategic Questions
Will we the right competencies in place – 3-5 years from now? How can we overcome known risks to service goals?
Are we hiring and retaining the right front-office talent? Is our service and product quality improving our brand?
Are we paying our employees competitively? Is our customer experience driving loyalty and profitability?
4
HR
CX
Head of Sales • Acquire, develop and retain profitable
customer relationships
• Develop and execute revenue generation strategies to achieve goals and growth
• Hire, manage and retain high-performance sales and marketing talent
Finance/Operations Analyst • Deliver relevant, timely and meaningful financial
information to front-office business leaders
• Consolidate and synthesize cross-domain metrics
• Monitor key metrics across sales, marketing, service, HR, finance & customer experience
• Monitor cost and efficiency of CRM, HR programs
Strategic Insight for different Roles
Chief HR Officer • Develop talent strategy and systems to enable
sustainable growth
• Manage global regulatory and compliance risk
• Develop global leadership pipeline
• Increase retention of top performers
Example: Strategic Human Resource Management Functional Decision Flow
Qu
esti
on
Are we losing key talent?
Act
ion
Identify at-risk key talent for retention.
Insi
ght
•What is the turnover trend? •Where are the retention
hotspots? •What is the skill loss from
the turnover? •What is the cost of
turnover?
Are we providing career development opportunities?
• What skills and job experiences produce high performance?
• Are there adequate cross-team, cross-functional experiences?
• Is top talent groomed for leadership positions?
Are we rewarding employees competitively?
• How is our compensation compared to the market?
• Are we rewarding high performance?
• How did compensation affect employee retention historically?
Identify development and training opportunities for employee development.
Offer competitive compensation packages for key retention roles
Chief HR Officer •Develop talent strategy and systems
to enable sustainable growth
•Manage global regulatory and compliance risk
•Develop global leadership pipeline
Today’s World The Board wants to know what you’re doing about employee turnover
• Data scattered across multiple systems
• No single source of the truth
HCM
Finance
Recruiting
HR Analyst
• Management by spreadsheet
• Inconsistent business processes
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
Program Agenda
Key Questions & Typical User Groups of OTBI-E
Operational vs Strategic BI in the cloud
OTBI Enterprise: Showcase HCM
Coming soon: OTBI Enterprise for CX
8
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Delivering Business Intelligence to All Users
Analysts • Executive Briefings
• Compliance Reporting
• Monitor Costs and Efficiency
Executives • Strategic Planning
• Risk Management
• Opportunity Identification
• Focus on Metrics/KPIs (Is Metric Above/Below Goal?)
Mid-level Managers • Tactical Planning
• Problem Escalation
• Operations Mgmt.
• Focus on Measures (Count/Sum/Avg of Item/Event)
Employees • Monitor Daily Operations
• Problem Solving
• Support Daily Decision Making
Mid-level managers and employees need real-time operational information from their business intelligence to support their daily work.
Executives and analysts need strategic insights, trends, and future probabilities that will help shape the future of the company, impacting competitiveness, profitability, and growth.
Operational Reporting (alignment within LOB/single source)
Strategic Analytics (alignment across LOBs/multi source)
OTBI Standard
Real-time analytics embedded in SaaS Applications
• Designed for line workers and managers • Supports daily operations • Single data sourced
OTBI Enterprise
Deeper analytics for a comprehensive view
• Designed for executives, managers and analysts • Supports strategic planning, forecasting, etc. • Multi data sourced (incl. non-Oracle on-premise source
systems)
Operational vs. Strategic Business Intelligence
Example: HR Analytics Maturity Model OTBI and OTBI Enterprise together cover the Full Spectrum
HR
Info
rmat
ion
Mat
uri
ty
Transactional Increasing Business
Value Strategic
Data & Basic Reporting
Consolidated Reporting
Basic Analysis
Cross-process and Functional
Analysis
Predictive Analysis
What is happening?
Why is it happening?
What might be happening?
• 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
Deloitte
OTB
I Stand
ard
OTB
I Ente
rprise
Program Agenda
Key Questions & Typical User Groups of OTBI-E
Operational vs Strategic BI in the cloud
OTBI Enterprise: Showcase HCM
Coming soon: OTBI Enterprise for CX
12
1
2
3
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Oracle BI Applications for On-Premise Applications Extensive experience – providing pre-built analytics for nearly 10 years
CRM ANALYTICS
ORACLE BUSINESS INTELLIGENCE FOUNDATION AND OTHER OPERATIONAL AND ANALYTIC SOURCES
SOURCE ADAPTERS:
SALES
• Pipeline Analysis
• Forecast Accuracy
• Up-sell/Cross-sell
• Cycle Times
• Lead Conversion
• Sales Team Effectiveness
MARKETING
• Campaign Effectiveness
• Customer Insight
• Product Propensity
• Market Basket Analysis
• Campaign ROI
SERVICE &
CONTACT CENTER
• Service Effectiveness
• Customer Satisfaction
• Resolution Rates
• Service Rep Efficiency
• Service Cost
• Service Trends
PRICE
• Price Segments
• Price Waterfall Analysis
• Deal Life Cycle
• Deal Desk Analysis
• Product Pricing Performance
LOYALTY
• Member Demographics
• Membership Trends
• Promotion Cost
• Promotion Effectiveness
• Points Analysis
ERP ANALYTICS
FINANCIALS
• General Ledger
• Accounts Receivable
• Accounts Payable
• Fixed Assets
• Profitability
• Expense Management
PROCUREMENT &
SPEND
• Direct & Ind Spend
• Sourcing
• Buyer Productivity
• Contract Compliance
• Supplier Perf.
• Purch. Cycle Time
• Employee Expense
SUPPLY CHAIN &
ORDER MGMT
• Revenue & Backlog
• Inventory Analysis
• Fulfillment Status
• Customer Status
• Order Cycle Time
• BOM Analysis
PROJECTS
• Project Funding and Budget
• Product Cost
• Project Revenue
• Project Billing
• Project Profitability
• Resource Mgmt
HUMAN
RESOURCES
• Emp Productivity
• Compensation
• Talent Management
• Recruiting Analysis
• Learning Analysis
• Workforce Profile
• Time & Labor
MANUFACTURING
• Plan to Produce
• Work Orders
• Inventory and WIP
• Quality, Resource Usage
• Bill of Material
• Costing
• Kanban
ENTERPRISE ASSET
MANAGEMENT
• Maintenance History
• Maintenance Costing
• Asset Genealogy
• Breakdown & Preventive
• Quality
• Inventory
STUDENT
INFORMATION
• Admissions and Recruiting
• Student Records
• Student Financials
What’s New in BI Applications 11.1.1.9
New Content Enhancements
HR Talent Profile (Fusion HCM) headcount gain/loss for
generic hierarchy Sales
Sales Activity Analytics (Fusion, SBL)
Activity Contact and Resource (Fusion)
New Oracle Cloud Application Sources for Hybrid Analytics
Oracle Sales Cloud
Oracle HCM Cloud
HCM and CX
Faster Innovation
• Faster pace to product innovation
• Modern, global platform
• Shorter upgrade cycle
State of the Art Analytics
• Best-practice analytical content
• User experience-focused design
• Seamless integration
Lower Cost
• Reduced infrastructure cost
• Reduced IT maintenance cost
• Reduced customization and upgrade cost
Lower Risk
• Reduced administrative burden
• Guaranteed system availability
• Scalable platform for future expansion
Key Drivers for Moving to the Cloud
Copyright © 2014 Oracle and/or its affiliates. All rights reserved. |
HR Executives need to leverage the integrated cloud for their full range of analytic needs:
• Where are staffing risks in the future? What’s the root cause of the risk?
• How do we retain talent?
• How do we develop talent?
• How do we maximize productivity of employees while containing costs?
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Strategic Human Resource Management Modern HCM Cloud delivers Enterprise Analytics
•Automated Provisioning
•Fast Deployment (nothing to install)
•99.5% Service Availability
• Pre-built ETL Designed to Extract from over 3000 Operational Tables
• No Configuration or Development Required
• Pre-built Dashboards , Reports, Metrics, & KPIs
• Pre-built BI Metadata
• Pre-built Data Warehouse
• 14 Subject Areas
• Designed Specifically for HR Analysis
Content Data
Warehouse
Service Delivery
Data Integration
OTBI Enterprise for HCM
OTBI Enterprise for Human Capital Management Solution Components
Copyright © 2014 Oracle and/or its affiliates. All rights reserved. |
•HR Executive Dashboard • Overview • Workforce Health Summary • Headcount Overview • Internal Mobility • Costs • Talent • Demographics
•Workforce Effectiveness • Corporate Contribution • Effectiveness • Trends
•Workforce Deployment • Staffing • Demographics • Trends • Retention Hotspots • Top Performers • Trends
What’s in OTBI Enterprise for HCM? Dashboards 11 Reports 420 Attributes 1766 Metrics 1215
•Workforce Development • Employee Performance by
Supervisor • Employee Performance • Supervisor Performance • Internal Mobility • Top Performers • Under Performers
•Compensation • Salary Compression • Pay for Performance
•Absence and Accrual • Accrual • Absence Trends • Absence Details • Absence Calendar
•Recruitment • Requisitions • Vacancy Analysis • Recruitment Pipeline • Offer Analysis • New Hires • Applicant Pool • Quality of Hire • Recruiter Effectiveness • Requisition Recruitment
Activities • Recruitment Event Details • Candidate Sourcing
•Talent Management • Employee Competency • Competency Gap • Job Profile • Employee Talent Profile • Performance Potential 9
Box
•Learning • Manage Enrollments • Training Results • Delivered Training
•Payroll • Overview • Payroll Trend • Payroll Cost • Overtime Spend • Payroll Labor Hours
• Time and Labor • Timecard Monitoring • Processed Time • Time Coverage • Time Trend • Estimated Labor Cost
Dimensions 165
Copyright © 2014 Oracle and/or its affiliates. All rights reserved. |
Example: HR Executive Dashboard
The HR Executive dashboard provides a global view of workforce health, activity, composition, costs, and talent. Tabs are organized by major HCM topic, described below.
Oracle Confidential – Internal/Restricted/Highly Restricted 19
Headcount gains, losses, and change. Includes analyses of hire sources and loss reasons.
Employee transfer and promotion activity trends and recent activity by department.
Summarized workforce health for the selected month and trending for previous 12 months.
Workforce costs by department, including cost distribution by several dimensions.
Displays workforce performance for the selected month and trending for previous 12 months.
Workforce demographic information by several dimensions, as well as projection of retiring workers.
Leadership composition, span of control, and organization depth by department.
Any Mobile Device Any MS Office Format with Smart View
Any Distribution Format Web / Email / Print
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OTBI Enterprise for Human Capital Management Available in any format
Identify Problem Area: Worker Attrition Identify Reason: Retirement & Better Opportunities
Identify Cause: Aging Management over Next 5 Years Identify Cause: Workers Underpaid vs. Other Departments
1 2
3 4
OTBI Enterprise for Human Capital Management
21 Oracle Confidential – Internal
Demo Flow
OTBI Enterprise for Human Capital Management Single Cloud Provider: Secure, Integrated, Robust, Easy
Oracle HCM Cloud Service
OTBI Enterprise for Oracle HCM
Cloud Service
• Data remains secure within Oracle Data Center
Data is not transferred over the Internet between cloud providers or through 3rd party cloud integration services
• High performance communication between source and analytics systems Avoids slow and costly transmission over Internet
• Single point-of-contact for support No “run around” when identifying problem with a multi-cloud/3rd party integrator environment
• Single umbrella contract to manage and single Account Team to work with
• Turnkey Integration
• Entire set of cloud services monitored by Oracle Cloud Operations
Benefits of One Cloud Provider
Security
• Data remains behind Oracle firewall
• Data encrypted while in transit between Fusion HCM and OTBI Enterprise
Data Security 1
• OTBI Enterprise users can only view what they have access to in Fusion HCM
• Oracle Single Sign-On Support
User/Role Security 2
• Hardened platform (unnecessary protocols/services disabled, aggressive patching, restricted access, etc.)
• Best-in-Class Physical Security
Platform Security 3
Performance & Availability
• Service guaranteed to be available 99.5% of time
• OTBI Enterprise built and deployed on industry’s most resilient architecture and infrastructure
Service Level Agreement 1
• Uses Industry Leading High Performance
• Oracle BI Foundation
• Oracle Database
High-Performance Oracle Architecture 2
• State-of-the-Art and Redundant Hardware Infrastructure
• Fiber-optic Network
High-Performance Data Center 3
OTBI Enterprise for Human Capital Management Single Cloud Provider: Security, Performance, & Availability
Support
• No Uncertainty on Who to Contact for Support (unlike multi-vendor solutions)
• Leverages My Oracle Support (MOS)
• Detail here
Single Point-of-Contact 1
• Oracle supports all components of solution: Fusion HCM, OTBI Enterprise, Platform/Middleware, Data Warehouse, and Data Center Infrastructure.
End-to-End Responsibility 2
• Leverages all internal Oracle support processes, automation, and tools to manage customer issues
• Focus on customer success and time-to-resolution
Efficient Support 3
Maintenance
• OTBI Enterprise service monitored 24x7
• Daily incremental loading of data from Fusion HCM to OTBI Enterprise monitored daily
Monitoring 1
• Oracle manages all service stack patching
• Regular maintenance windows to ensure SLA and deliver service improvements regularly.
Service Updates 2
• Daily Data Warehouse Backups
• Daily OTBI Enterprise Web Catalog Backup
Backups 3
OTBI Enterprise for Human Capital Management Single Cloud Provider: Support and Maintenance
Deployment Options
25
Possible Deployment Options
Non-Oracle HCM Apps
Taleo
Fusion HCM
On-Premise
BI App Data Warehouse
On-Premise
Supported Sources
BI Applications
HR Analytics Deployment Options
26
OTBI Enterprise
HR Analytics On-Premise Deployment
Non-Oracle HCM Apps
Taleo
Fusion HCM
On-Premise
BI App Data Warehouse
Cloud Source Staging
Cloud Source Replication
On-Premise
On-Premise HR Analytics
Direct database ETL
Universal Adaptor
Planned in 2015
27
HR Analytics Cloud Deployment (OTBI-E)
Non-Oracle HCM Apps
Taleo
Fusion HCM
On-Premise
BI App Data Warehouse
Cloud Source Staging
Cloud Source Replication
On-Premise
OTBI Enterprise
Data Upload to Cloud
28
Planned in 2015
Program Agenda
Key Questions & Typical User Groups of OTBI-E
Operational vs Strategic BI in the cloud
OTBI Enterprise: Showcase HCM
Coming soon: OTBI Enterprise for CX
29
1
2
3
4
Copyright © 2014 Oracle and/or its affiliates. All rights reserved. | 30 Oracle Confidential – Internal
Strategic Customer Relationship Management OTBI Enterprise for CRM delivers Enterprise Analytics
CRM Executives need to leverage the integrated cloud for their full range of analytic needs:
• Where are sales and marketing risks in the future? What’s the root cause of the risk?
• How do we improve our customer experience to drive loyalty at an acceptable cost?
• How do we retain and develop talent?
• How do we maximize productivity and effectiveness of the front-office?
Oracle Customer Experience Platform
•Automated Provisioning
•Fast Deployment (nothing to install)
•99.5% Service Availability
• Pre-built ETL Designed to Extract from over 150 Operational Tables
• No Configuration or Development Required
• Pre-built Dashboards , Reports, Metrics, & KPIs
• Pre-built BI Metadata
• Ad-hoc Analysis & Custom Reporting
• Pre-built Data Warehouse
• 47 Star Schemas
• 24 Subject Areas
• Designed for CX Analyses
31
Content Data
Warehouse
Service Delivery
Data Integration
OTBI Enterprise for CRM
OTBI Enterprise for CX Solution Components
In Preview
In Preview
In Preview
In Preview
In Preview
Consolidates data from Oracle RightNow, Sales Cloud, CPQ and ERP for risk scores.
In Preview
Drills into data underlying these trends from Oracle Sales Cloud, RightNow, CPQ and ERP.
Oracle Confidential – Restricted 38
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