tics Corporation Better Decisions Oracle HR Analytics

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<Insert Picture Here>

Managing HR Processes Worldwide with Oracle Human Resources Analytics

Ling XiangProduct Manager, Oracle

Bin Zheng, HaemoneticsKshijiti Kumar, Apps Associates

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Agenda

• Oracle HR Analytics Overview• Haemonetics HR Analytics Implementation• Q&A

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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.

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Oracle’s Enterprise Performance Management SystemComplete, Open, Integrated

Copyright © 2010 Oracle and/or its affiliates. All rights reserved.

OLTP & ODSSystems

Data WarehouseData Mart

PackagedApplications

(Oracle, SAP, Others)

ExcelXML/Office

BusinessProcess

OLAPSources

Exadata Unstructured & Semi-

Structured

BI Server

Common Enterprise Information Model

Essbase Dimension Management

Predictive Analytics

ERP Analytics

Strategy Management

Financial Close and Reporting

Planning & Forecasting

Profitability Management

CRM Analytics

Industry Analytics

Interactive Dashboards

Reporting &Publishing

Ad-hoc Analysis

Detect& Alert

Office Integration

Search EmbeddedDataIntegration

Mobile Scorecards Collaborate

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Oracle BI ApplicationsPrebuilt Solutions for EBS, PeopleSoft, Siebel, JD Edwards, and more

• Add insight to CRM and ERP applications

• Easy to adapt and extend• Tight integration with OLTP

systems• Works with existing IT

environment • Fast time to value;

Low TCO• Over 2,500 customers

7Copyright © 2008, Oracle and/or its affiliates. All rights reserved. 7

HR Analytics Components

1Pre-built warehouse with 5 star-schemas designed for analysis and reporting on HR data

3Pre-mapped metadata, defining real-time access to analytical and operational sources, embedded best practice calculations and metrics for the HCM practitioner

2Pre-built ETL to extract data from over 3,000 operational tables and load it into the DW, sourced from HCM systems, and other sources

4A “best practice” library of over 230 pre-built role-based intelligence dashboards, reports and alerts for HR Managers. Analysts and Business Unit Executives

• Presentation layer

• Logical businessmodel

• Physical sources

Workforce Profile Payroll Absence

Recruitment Learning

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What’s in Human Resources Analytics 7.9.6.x

• Retention– Overview– Retention Hotspots– Top Performers– Trends

• Absence– Overview– Absence Trends– Absence Details– Absence Calendar

• Compensation– Overview– Compensation Analysis– Trends– Pay for Performance

• US Statutory Compliance– Overview– EEO Compliance– EEO Audit– VETS 100– AAP

• No. of dashboards 9• No. of dashboard pages

47• No. of reports

238• No. of metrics

325 • Recruitment– Overview– Requisitions– Vacancy Analysis– Recruitment Pipeline– Offer Analysis– New Hires– Applicant Pool– Quality of Hire– Recruiter Effectiveness– Requisition Recruitment Acti

vities– Recruitment Event Details– Candidate Sourcing

• Learning– Overview– Manage Enrollments– Training Results– Delivered Training

• Human Resource Performance– Corporate Contribution– Effectiveness– Trends

• Workforce Profile– Overview– Staffing– Demographics– Trends

• Workforce Development– Overview– Employee Performance by

Supervisor– Employee Performance– Supervisor Performance– Internal Mobility– Top Performers– Under Performers

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Analytic Workflows – Human Resources Analytics

Drill to D

etail

BusinessObjectives/

Issues

GainInsights

TakeAction Proactively Manage

At-Risk Top Performers

Why are people leaving?

Is voluntary turnoverincreasing?

Ensure human capitalleveraged properly

Is turnover withinmanageable limits?

Which groups areAffected?

7.9.6.1

HR Analytics Roadmap

7.9.6

7.9.6.2

•GA Sept. 2010

•Certify PSFT 9.1

•Certify EBS 12.1.2

• Fusion v1 Adaptor• Uptake OBIEE 11g

•Continuous enhancements

7.9.5

11g PS1 11g PS2

Fusion Applications

11gR1

•One code line for Fusion, PSFT, EBS & Siebel

•Dual INFA & ODI Support

•Certify PSFT 8.9 & 9.0

•New architecture•Major content enhancement•PSFT 8.9, 9.0•EBS 11i10, r12

2008

2009

2010

This roadmap is not a commitment to product delivery and is subject to change without notice and can not be written into any contract.

7.8.x

2006

•Branded Oracle BI Apps

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Copyright © 2010, Oracle and/or its affiliates. All rights reserved.

Oracle BI Applications 7.9.6.2Available Today!

Summary of New Features• New ERP Certifications (Leverage existing 7.9.6 data model and content)– Certification for PSFPT 9.1– Certification for EBS 12.1.2– New Supply Chain and Order Management Analytics adapters for JDE

Enterprise One – New Procurement Product Catalog for PSFT Procurement– New Project Commitments dashboard (EBS only)

• Other Enhancement– Teradata Performance Enhancements

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OBIA 7.9.6.2 Supported Platforms

OBIEE 10.1.3.4DAC 10.1.3.4.1Inforrmatica 8.6.1 Hotfix11

Supported Tech Stack:Supported Tech Stack:

Oracle 10gR2 (10.2.0.4 +)Oracle 11gR1 (11.1.0.7), Oracle 11gR2 (11.2.0.1+)Microsoft SQL Server 2000, 2005,

2008IBM DB2 9.1, 9.5, 9.7Teradata 12.0, 13.0

Supported Database Platform:Supported Database Platform:

PeopleSoft8.9, 9.0. 9.1

E-Business Suite11i10, r12, r12.1.1,

r12.1.2

Siebel7.8, 8.0, 8.8

JD EdwardsWorld A9.2 (Fin only)

Enterprise 1 8.11, 8.12, 9.0 (Fin, SCM & OM only)

Supported ERP Sources:Supported ERP Sources:

Oracle BI Apps v7.9.6.2 – Transaction System Support

CRM FinancialsHuman

Resources

Supply Chain & Order

Management

Procurement& Spend

Projects

EBS R12.1.2 NEW NEW NEW NEW NEW

EBS R12.1.1

EBS R12

EBS 11.5.10 Service only

PSFT 9.1 NEW NEW NEW NEW

PSFT 9.0

PSFT 8.9

JDE E1 8.11SP1

JDE E1 8.12 NEW

JDE E1 9.0 NEW

JDE World A9.2

Universal

Siebel 8.1.1

Not ApplicableSiebel 8.0

Siebel 7.8

Matrix shows operational applications supported by Oracle BI Applications ETL. To see which specific operational application modules are supported, and by which specific BI Apps, see subsequent detail slides.

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HR Analytics Demo Pod

Moscone West 3327/W-153

Haemonetics

Better Decisions with Oracle Human Resources Analytics

Bin Zheng Haemonetics

Sr. Manager, Business Systems Implementation

Kshitij Kumar Apps Associates LLC

Global VP and Chief Technology Officer

Copyright © 2009 Haemonetics Corp.

About the Speaker : Kshitij KumarGlobal VP and Chief Technology OfficerFormer VP of BI Business UnitFounded the BI Practice at Apps AssociatesMore than 15 years of Industry ExperienceMore than 10 years of DW/BI experience with EBS

OBI Presentations at various Oracle Conferences Open World Collaborate / OAUG New England Oracle User Group Atlanta Oracle User Group DOAG (Germany) UKOAUG Australia OAUG

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Data Silos – why one reporting platform

How do I proactively manage risks of my receivables portfolio?

How does supplier performance impact customer satisfaction and revenue?

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Suppliers

How does call center agent tenure, training, & compensation affect efficiency and cross-selling performance?

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Adoption Curve

Business Intelligence Perspective


Provides OUT-OF-BOX pre-built seeded analytics

Time to deploy and deliver to business (~90 -120 days)

Business users not dependent upon IT to deliver reports

Intelligent dashboards, reports and alerts for CFO, Finance Controller,

Financial Analyst, AR/AP Managers

Reduced effort to setup and deploy the base capabilities

Integrated into Oracle ERP (HRMS, Finance etc)

Provides baseline architecture for the future growth

Pre-built ETL to extract data from over 3,000 operational tables

Complements current technology investment - Oracle

Why OBI-EE Applications?


About Apps Associates

212121

Making Global Delivery Feel Closer To HomeMaking Global Delivery Feel Closer To Home

Offices in USA, Germany and India MA (HQ);

NY/NJ & Atlanta in 2009

Founded in 2002 with >100 % growth every

year for last 5 years:

Inc. 500 list of fastest growing U.S. companies

Over 300 employees (end of Q3 2010) with

strong local presence

Management & Sr. Consultants: 75% former

Oracle employees

First ones in the USA to do HR Analytics

Implementation on Oracle EBS 11.5.10

(Wyndham Worldwide)


Representative BI Engagements

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About the Speaker : Bin Zheng

Sr. Manager of Business Systems Implementation Oracle BI Apps on OBIEE Oracle e-Business Suites Oracle Agile PLM

20 Years Experience in Enterprise Applications 6 years in HR Benefit Administration Systems

including contribution to Oracle Advanced Benefit design

8 years in Oracle Enterprise Apps6 years as key product designer for a commercial

application for PLM for process mfg industry

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Agenda

Why BI Apps for HaemoneticsBefore and After BI AppsHaemonetics’ Worldwide Implementation

3 Month BI Apps Phase 1 implementation Gaps discovered and Customizations Sharing Our Implementation Experience

Project Team and Methodology Key success factors Lessons learned

Next Steps

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Global Leader in Blood ManagementComprehensive portfolio solutions covering the complete

Blood Supply Chain Medical Devices Software Solutions Professional Service

Growth through both existing business expansion and acquisitions

2000+ employees20+ countriesHAE on NYSEwww.haemonetics.com

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Haemonetics’ BI – Before Picture

New global EBS implementation Unified global business process and data finally in a single global

instance Pressing business needs identified for global EBS data reporting

and analytics

Global HR data assembled business group at a time through EBS

Haemonetics is new to the Business Intelligence Arena No existing BI infrastructure No in-house BI personnel

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Why Oracle BI Apps for Haemonetics?

“Buy” over “Build” “Partner” over “Hire”BIA is a proven BI product designed and developed by BI

expertsTight Integration and continued enhancements with EBS

Plan to upgrade to R12 EBS and BI Apps

Much shorter time and lower cost to deploymentAvailable 3rd party partners – implementation and

thereafter

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Haemonetics BI Analytics Objectives

Globally Unified Analytics and Reporting Globally unified data categorization (dimensions and hierachies) Global analytics across various business groups (vs. One business

group at a time in EBS)

Resolve Top 10 real world issues for Initial Phase Identify and prioritize together with our business Stay focused on in-scope issues only during implementation

Globally Unified System Administration Integrated with EBS BI Apps users are EBS users OBI users data access determined by EBS data and access granted in

EBS

Security to follow HR security definition in EBS without ‘switching hats‘ as in EBS

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Haemonetics’ HR BI Apps – 3 Month Later Two BI Apps Up and Running

Order Management and Supply Chain Analytics HR Analytics

HR Analytics Details Unified global data categorization (Dimensions and Hierarchies)

Geographical Business Functional Labor Types

Dashboards and Reports Compensation Analysis Turn Over Analysis Employee Details Performance and Competency Analysis

Security and Access BI Apps users are EBS users Same data access as in EBS without additional administration in BI Apps

Security Profile for HR professionals Supervisor Hierarchy for managers

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Haemonetics’ HR BI Apps – 3 Month Later

(Continued) Global EBS Instance

Entry Point for BI Apps Access to BI Apps granted using EBS responsibilities BI Apps data secured via EBS data

BI Infrastructure and Support in Place OBIEE, Informatica, DAC and Data Warehouse Servers in place (DEV, TEST and

PROD) HR Sensitive Data Identified and Access Monitored Remote System Admin and operational monitoring established with Apps

Associates Continued development support with Apps Associates

Haemonetics Internal Support Ready Same EBS operational personnel supporting BI Apps Same EBS development personnel supporting BI Apps

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Benefits of Implementing HR BI Apps

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Establish the infrastructure and framekwork for future HR reporting and analytics

Enabled to secure other areas of data – sales, order management data using Supervisor Hierarchiy.

Ability to do Cross area comparisons, such as: performance vs. salary

Custom Headcount Metrics - in alignment with financial planning metrics

Improved Data Quality – more people looking at data and help detect data anomalies

Improved business process – New hired entered into EBS on time

Analyze HR data in other functional areas - e.g. financial plans e.g. Does the headcount support the

planned investment and turnover (in a business unit)


Project Team and Timeline

1/2 Project Manager 1/2 Project Manager

¼ HR Functional Analyst ½ HR Business Lead

1.5 Onsite developers 1/2 HR Functional Analyst

3 Offshore developers ½ OMSC Functional Analyst

½ SC Business Lead

Core team for the entire duration of the project

Project Team

Project Team and Timeline


Project Team and TimelineMethodology

Using a phased methodology allows

building block approach for rapid

deployment, user engagement, cost

control.Phase 1

Phase 2


Key Success Factors for Implementation

Proven Implementation Partner and Methodology Defined scope Incremental – build, assimilate and then rollout

Executive level business sponsorship Control project scope Drive adoption of global business metrics Testing

Strong Project Management Focus on our project goal Solid Foundation for Future Expansion (Infrastructure, Support, Operations, etc.) Solution to address the top 10 real business needs Business to decide on Global Metrics – Dimensions and Hierarchies Business to adopt the BIRD methodology Persuading business to stay focused and adopt this for the duration of the

project

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HR Specific Customizations

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Commercial packaged software – find the best fit to meet business needs Custom Region, Management Unit Group, hierarchies built based on

costing string - enabled to be consistent with finance Custom Assignment dimension to capture costing string information,

hierarchies HR security profile/HR org and supervisor hierarchy based data security

Avoid operational burden by integrating with EBS security. Some customization was needed within the BIA security framework.

Customizations to hold employee extra information data (Sales and non sales bonus potential, etc..)

Custom Analytics on Head count, Compensation, Turnover, Pay change, Employee details, Competency/Performance analysis

OLM functionality (postponed to next phase) EBS Certificates’ feature missing in HR BI Apps Requires customization


Lessons Learned EBS Data – Huge Impact to BI Apps Implementation

Much improved visibility of EBS data – benefit and a liability BI Apps implementation now tied to EBS data quality and business operational improvement BI Apps readiness is defined both by technical readiness and data readiness

Isolated data issues in EBS may have much bigger impact in BI Apps ETL Impact Aggregation Impact

User Testing and Roll Out Planned for it, but was still surprised by reality Reliance on local HR personnel involvement

Data Access Limited by various regulations and internal policies Discrepancy of EBS HR data mostly have to be resolved by local offices

Post go-live EBS impact to BI Apps New functional enhancement or changes in EBS New data issues in EBS impacting ETL How BI Apps should handle the historical data when EBS changes

Business Community Expectation Management BI Apps vs. Existing Reporting Tools against Transactional Data Source – Data Warehouse and ETL

enhancements are not always in the expectations

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Next Steps for HR Analytics

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Build Certificates functionality in OLM BI Apps and roll out OLM BI Roll out Additional dashboards and reports

Tough work of data reconciliation and ETL is done Rolling out to the solution beyond HR

HR supervisor hierarchy enabled data driven security for other data OBI – our only reporting platform that can provide EFFECTIVE data level

security (other platforms have no integration with EBS)

Go Forward Strategy

If Oracle has a pre-packaged BI App – Use it Plan to Customize and Extend for missing functionality Projects Underway - Extend BI Apps for:

Sales Contracts Planning


Thank you

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Bin Zheng Haemonetics

Sr. Manager, Business Systems Implementation [email protected]

Kshitij Kumar

Apps Associates LLC Global VP and Chief Technology Officer

[email protected]

Visit Apps Associates Booth #216 in Moscone South

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The preceding 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.

Documents

tics Corporation Better Decisions Oracle HR Analytics