1. How Analytics EnablesStrategic HRLing XiangDirector, Product Management, OracleMukesh NakraAssociate Vice President Oracle Practice, InfosysVishwajit BendrePrincipal Consultant, InfosysCopyright 2014, Oracle and/or its affiliates. All rights reserved. |

2. Safe Harbor StatementThe following is intended to outline our general product direction. It is intended forinformation purposes only, and may not be incorporated into any contract. It is not acommitment to deliver any material, code, or functionality, and should nnoott bbee rreelliieedd uuppoonnin making purchasing decisions. The development, release, and timing of any features orfunctionality described for Oracles products remains at the sole discretion of Oracle.Oracle Confidential Restricted 2 3. Program AgendaHow Analytics Enables Strategic HRWhat Is New With HR Analytics?Infosys Approach to Analytics123 HR Analytics ImplementationQ&AOracle Confidential Restricted 345 4. Analytics Enables Strategic HROne of the ways that HRcan add significant valueis to improve decisionmaking about humancapital.Understand where and why HCM makes thebiggest difference in the businessMeasure the business impact of high versus lowperformance in jobs and the performance driversImpactMeasure specific effects of HR programs (quality ofhire, learning from training, motivation fromEffectivenessrewards, etc.)What makes HR A Strategic Partner?Edward E. Lawler III, John W. Boudreau, Center for EffectiveOrganizations University of Southern CaliforniaMeasure the effectiveness of organization design(e.g. span of control, career movement, etc.)Measure the cost and efficiency of recruiting,developing, organizing and managing theworkforce (e.g. cost-per-hire, time-to-hire, trainingcost, overtime spend, etc.) Benchmark internally and outside the organization Reduce compliance riskEfficiency 5. HCM Application LandscapeTalentManagementRecruitingWorkforceManagementCorePayrollJob BoardsEmployeeEngagementTime &LaborSocialRecruiting Strategic HR needs aholistic andanalytical view ofthe workforce HR applicationBenefitEnrollmentMarketCompensationLearningCourseCatalogHCMLearning CompensationProfessionalCertificationSocial LearningDiversity OnboardingCompliancelandscape isfragmented Time wasted ingetting data not indata analysis 6. Actionable Insight for Every RoleFinance and Business Leader Manage headcount cost to budget Foresight into leading people indicators thataffect business delivery Reduce lost productivity from turnover andunnecessary org changes Increase retention of top performersChief HR Officer (CHRO) Develop talent strategy and systems to enablesustainable growth Manage global regulatory and compliance risk Develop global leadership pipelineHR Analyst Deliver relevant and timely workforce informationto HR and business leaders Reduce time/cost to produce compliance reporting Monitor key metrics in headcount demographicsand movement Monitor cost and efficiency of HR programsOracle Confidential Restricted 6 7. Strategic Human Resource ManagementAnalytical Decision FlowObjectiveAre we losing key talent?InsightWhat is the turnover trend?Where are the retentionhotspots?What is the skill loss fromAre we providing careerdevelopment opportunities? What skills and jobexperiences produce highperformance? Are there adequate cross-Are we rewardingemployees competitively? How is our compensationcompared to the market? Are we rewarding highperformance?Chief HR Officer (CHRO)Develop talent strategy andsystems to enable sustainablegrowthManage global regulatory andcompliance riskDevelop global leadership pipelineActionthe turnover?What is the cost ofturnover?Identify at-risk key talentfor retention.cross-team,cross-functionalexperiences? Is top talent groomed forleadership positions? How did compensationaffect employee retentionhistorically?Identify development andtraining opportunities foremployee development.Offer competitivecompensation packagesfor key retention rolesOracle Confidential Restricted 7 8. Strategic HCM Information FoundationPlanning BI TechnologyTalent ManagementGoal AlignmentSkill GapLearning anddevelopmentRetentionEmployeeEngagementLeadershipLeadership StrengthLeadership pipelineLeadership RiskOrganization DesignHeadcount trendHeadcount MovementSpan of controlAnalytical Information FoundationInformation FoundationData integrated andenriched for strategicDashboards Scorecards What-if Search Detect & Alert Embedded MobileenablementPredictiveAnalyticsStaffingHeadcount PlanMarket demandCandidate SourcingNew Hire Skill Ramp-upNew Hire QualityRecruiting CostsPay forPerformanceFinancial ControlBudget ControlWorkforce CostOvertime SpendHR Programs CostsLeadership DiversityComplianceDiversity RiskLegal Compliance RiskProfessional CertificationTotal RewardTotal CompensationMarket BenchmarkBenefit ProgramUtilizationEmployee Wellnessanalysis, breaking downthe functional silosCombine HCM, Financial& Operational dataCombine structured,unstructured & open dataCloud On-Premise Non-OracleBig DataHCM 9. The Road of HR AnalyticsUniversal Adaptors6 Major Releases900 Customers7.9.6 7.9.6.27.9.6.3 7.9.6.411.1.1.7.1 11.1.1.8. Product redesign New recruiting,learning andabsence analytics Upgrade toOBIEE 11g Integrationwith FusionHCM New Payroll,Time & Labor ODI ETL Talent Profile Integration toFusion HCMCloudMay 2009 May 2012May 2013 May 2014 Certify OBIEE11g CertifyExalyticsJan 2013 PSFT & EBSCertification Certify ExadataSept 2010Oracle Confidential Restricted 9 10. Comprehensive HR Analytical ContentDashboards 12 Dashboard Pages 62 Reports 360 Attributes 940 Metrics 900 Absence and Accrual Accrual Absence Trends Absence Details Absence Calendar Compensation Salary Compression Pay for Performance Compensation BudgetAllocation (*) Workforce Effectiveness Corporate Contribution Effectiveness Trends Workforce Deployment Staffing Demographics Trends Frozen Snapshots Recruitment Requisitions Vacancy Analysis Recruitment Pipeline Offer Analysis New Hires Applicant Pool Quality of Hire Recruiter Effectiveness Talent Profile Management Employee Competency Competency Gap Job Profile Employee Talent Profile Performance Potential9-Box Succession Management (*) Succession Slate Succession Risk Payroll Payroll Trend Payroll Cost Overtime Spend Payroll Labor Hours Learning Manage Enrollments Training Results Delivered Training Workforce Development Employee Performance bySupervisor Employee Performance Supervisor Performance Internal Mobility Top Performers Under Performers Retention Retention Hotspots Top Performers Trends Requisition RecruitmentActivities Recruitment Event Details Candidate Sourcing Time and Labor Timecard Monitoring Processed Time Time Coverage Time Trend Estimated Labor Cost Performance & GoalManagement (*) PerformanceManagement Process Goal Alignment Questionnaire analysis Employee Engagement (*)* Planned for future releasesOracle Confidential Restricted 10 11. Bring HR Analytics to The CloudUser ExperienceData VisualizationAdvanced AnalyticsBig dataBest-Practice AnalyticalContent for the cloud& in the CloudOracle Confidential Restricted 11 12. Strategic Insight for Every RoleFocus on Personas Enable Executive, divisional and cross divisionalanalytics Strategic historical, predictive, and comparative viewsfor analysis and planning Focus on key metrics and key indicatorsOracle Confidential Restricted 12OOW demo pod: Moscone WestWLL 019 Designed for immediate insight and intuitiveexploration Use insights to form and argue opinions for tacticalor strategic changes Integrated tools to report, present and distribute keyfindings 13. Bring HR Analytics to the CloudSupports Cloud or On-premise SourcesFusion HCMTaleoFlexible Deployment Options( In the Cloud or On-Premise)OTBI EnterpriseOn-PremiseNon-OracleHCM AppsBI App Data WarehouseOn-Premise BI ApplicationsOracle Confidential Restricted 13 14. HR Analytics RoadmapPlan for next 12-Months HR Analytics Cloud Service New Adaptor : Taleo EnterpriseRecruiting Compensation Analytics Succession ManagementAnalytics Fusion TimeLaborPlan for beyond 12-months Big data : employee survey,Open Data (labor statistics andjob market data) Predictive analytics : workforcediversity, Leadership pipeline What-if planningTake Analytics to the CloudOBIA 11.1.1.8 Talent Profile Analytics New Adaptor: Fusion AbsenceManagement New Adaptor to Fusion HCMCloud Services New HR Executive DashboardOBIA 11.1.1.7 ETL with ODIGolden Gateoption ETL adaptor to Fusion HCM Time and Labor Analytics Payroll Analytics Absence Accruals1May 2013 New Role-based Dashboards(HR Manager, BusinessExecutive)2015 Uptake OBIEE 12C Cost of Ownership Improvements:Data Lineage Endeca ExtensionsMay 2014 Headcount GainLoss Workforce Frozen Snapshots New Adaptor: PSFT GlobalPayroll 15. Infosys Approach ttoo HHRR AAnnaallyyttiiccss 16. Infosys Strategic BI and Analytics Practice OverviewInfosys DW/BI services cover the entire DW/BI spectrum strategy development, user experience design, vendor and product evaluation,systemintegration, product configuration and customization, application development, validation and management.Key offeringsBI strategy development, DW/BI governance consulting, DW/BI architecture development, migration strategy and planning, DW/BISupport and Maintenance architecting BI system, test strategy, deployment frameworksolution backbone9000+Dedicated400+Active13+Industry10+Collaborative1800+Successfully16BI ConsultantsClient RelationshipsDomain ExpertiseBI Vendor AlliancesExecuted ProjectsBANKINGINSURANCERETAILCPGTELECOMAUTOMOTIVEENERGYUTILITIESCONSUMER ELECTRONICSAGRI-BUSINESSLOGISTICSHI-TECHAEROSPACEHEALTHCARELIFE SCIENCESEDUCATIONAL INSTITUIONSCONSULTINGARCHITECTURE AND DESIGNETLREPORT DEVELOPMENTTESTINGDEPLOYMENTSUPPORTMAINTENANCEPLATFORM ENGINEERINGGOVERNANCEDELIVERYAB INITIO 980+COGNOS 800+DATASTAGE 1100+DB2 650+HYPERION 400+INFORMATICA 2280+MICROSTRATEGY 770+NETEZZA 310+ORACLE BI 900+ORACLE WAREHOUSE BUILDER 350+TABLEAU/SPOTFIRE 60+MS BI 1015+TERADATA 1020+SAP BO/BI 1600+SAP NETWEAVER/DW 600+SAS 300+ 17. 17Challenges faced by HR OrganizationsNew Markets Global business Drive Efficiencies Manage TalentInnovation TechnologicalAdvancesHR as abusiness partnerEmphasis onCompliance 18. Key Questions?18How can HRimprove thefirms top andbottom lines?What HRservicesshould anorganizationprovide?What are the mostvalue-added HRprocesses that theorganizationshould focus on?How can HRbe morecost-effective?How shouldHR services bedelivered to theorganization?How will changeassociated with thenew HR services andHR deliverymechanisms besuccessfullyembedded in theorganization? 19. What are Metrics? 20. What are Metrics?20Articulate why this metric reallymatters to the business? Usableand ActionableKnow what a good number/scoreshould be? Can be gotten fromBenchmarksArticulate the business value ofincreasing/decreasing this metric? To be done jointly with businessleadersImprove HR Process Performanceand Service Delivery - EmployeeEngagementImprove HR Legal Compliance/Control Procedures OrganizationalEffectiveness 21. An Approach for KPIs and Benchmarking21Value LeversBusiness Levers /MetricsProcess ImpactImprove shareholder valueReduce CostReduce TCOReduce TransactionalCostsReduce System CostsOptimize SystemConsolidationHire to RetireReduce cost/employeeOpportunity Total cost of HR as % of revenue Labour cost of HR Transactional / Controllership Cost by Process Area Hire to RetireCost of PTOImprove HR LegalComplianceReduce Payroll ErrorsDecrease OnboardingCostsReduce HR TransactioncostsReduce EmployeeServicing costsReduce CostsIncrease revenueIncrease TrainingEffectivenessImprove WF Plan ForecastingIncrease HireEffectivenessInorganic growthCommunication CostsStaffing Yield 22. HR Analytics Implementation 23. 3 Things that matter with HR Analytics 24. Unlock value of our organizations workforce 25. Identify, develop and reward top performers 26. Use HR Analytics for combined business metrics inSales, Operations, Finance, SCM 27. Cross Functional HR Needs27HR As aBusinessPartnerTurnover with performanceSales Manager PerformanceSalary previewMonitor Absence data forfield techniciansGeographic population comparison of technicianperformanceHR as a Business PartnerBudgeted Vs Actual headcountCompensation as a % ofrevenueOvertimeCompare performance ofmultiple operations centers 28. Sample Use Case Cross-functional- Sales Focused28Sales dataQuota,CommissionsSales Performance+Sales TurnoverSales Managers and leadershipusecasesUnified HR Analytics SolutionHR DataEmployeeHierarchyPerformancePayroll+Sales CommissionsSpend 29. Challenges 30. Multiple Source Systems of DataManual ProcessesCross Functional Data Transfer30Users want information on demandLegal Compliance of HCM dataData GovernanceData vs Analytics and Trends 31. Implementation Approach 32. Implementation Phases What works best32ROISeeded HRAnalyticsImplementatiCustom/CrossFunctionalReportingCost BenefitQuickImplementationFit/GapCross functionalFocusBuild OrBuyDecisionProof of conceptDevelopmentonDefine Usecases 33. A persona specific approach HR ManagerMy information My MetricsPlan- HR costs per new Hire- HR ROI- Separations by Reason- HR cost incurred to hire / totalnumber of new hires- Total Revenue / Total Headcount- Number of separations by definedreasons to take corrective action33Manage- Retro Payroll Run- Monthly Statutory Reporting- Number of retro payroll runs permonth- Statutory reporting like EEO /VETS100 / AAPExecute- HR Team Productivity- Base Pay / Overtime and BonusPayouts- Number of FTEs supported per HRpersonnel- Trend of compensation quarter onquarterCATHYJob Role: HR Manager 34. HR Analytics Seeded Functional AreasHR PerformanceWorkforce ProfileDevelopmentCompensationAbsenceLeave Accrual34FasterRecruitmentLearningUS Statutory ComplianceImplementation 35. Technical ArchitectureRequirements/FIT-Gap AnalysisData QualityHR Analytics Key IT Aspects35RECIPES FORSUCCESSETL DesignCustom Components/Cross FunctionalUser Training 36. 36Travel LearningManagementsystemRecruitmentPayroll BenefitsCompensationStagingHR AnalyticsOBIEE ServerWarehouse layer(HRCustom DimensionsTypical HR Analytics Architecture36Expense TimeHRMSAttendanceEmployeeMasterExternal Applications Universal Adaptor 37. QuestionsShare your feedback on this session via Twitter#InfosysAtOOWVisit Infosys at booth # 1411, Moscone South 38. Cloud.Oracle.Com