Oracle BI Applications – The next generation of HR Analytics

1. Oracle BI Applications – The next generation of HR Analytics Norma Penson Principal Solutions Consultant January 21, 2009

2. 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.

3. HR Technology Evolution LEVEL 4 Intelligence LEVEL 3 Process • Metrics Driven • KPI’s Drive Business Shifts • HCM central to org. performance • Focus: Workforce Aligns to Priorities LEVEL 2 Transaction LEVEL 2 Transaction • Best-practices • End-to-End Process Automation • Human Capital Mgmt implemented • Focus: Worker Productivity LEVEL 1 Foundation LEVEL 1 Foundation • HR Best Practices • Back Office Automation • Deploy Self Service • Focus: Cost Reduction • HR Best Practices • Back Office Automation • Deploy Self Service • Focus: Cost Reduction • HR 101 • Manual execution • Core HRMS • Focus: Day-to-day • HR 101 • Manual execution • Core HRMS • Focus: Day-to-day

4. Oracle HR Analytics Driving Return on Human Capital Investment • Compensation • Increase performance of organization by understanding and leveraging pay and performance relationship. Decrease costly compensation errors. • HR Performance • Objectively assess HR organization’s performance on periodic basis. Drive HR to more strategic role in organization by showing return on HR investment. • Operations • Reduce cost and time associated with compliance reporting. Increase employee satisfaction and retention by managing overall profile and background of workforce. Drive lower HR costs through reduced recruiting and terminations.

5. Oracle HR AnalyticsProvides Insight to Provide Optimal Service

6. Role-Based Best Practices Provide Relevant and Actionable Insight for Everyone

7. Optimize, Acquire, Develop Workforce Business Process Optimize Acquire Develop Pay Comply What is the current staffing level? Is the current staffing level meeting that of the forecast? What is the recruiting pipeline to meet the workforce plan? How best to recruit the talents in demand? Who are the top performers? What is the performance distribution? Are we paying people competitively? Where best to spend the compensation budget? Do we have a diverse workforce? Are we in compliance with government regulation? Key Questions Develop an engaged & scalable workforce Align workforce investment with strategic business objectives

8. Actionable Workforce Insight Business Objectives / Issues Ensure Workforce Readiness Drill to Detail Is Turnover within manageable limits? Is Voluntary Turnover increasing? Gain Insights Where are the Retention Hotspots? Why are Employees Leaving? Take Action Proactively Manage Top Performers with Retention Risk

9. CONDITIONAL NAVIGATION GUIDED NAVIGATION Alert and guide users to out-of-ordinary conditions that require attention Role-based navigation paths enhance usability and reduce learning curves Data Security User Security Object Security ACTION LINKS – “INSIGHT TO ACTION” INTEGRATED SECURITY Seamless navigation from analytical information to transactional detail One login. Right content for each user. More than just dashboards and reportsExtends BI Value. Lowers TCO.

10. DEMONSTRATION

11. Roadmap for HR Analytics Functional Analysis Areas • Recruiting (new) • Requisition tracking • Vacancy / skills matching / competencies • Benefits (new) • Benefits costing / enrollment • Training (new) • Learning Objectives • Program Enrollment / Registration & Completion • Performance (enhanced) • Absences Event • Grievances / Disciplinary Actions • Employee Appraisal / Review / Accomplishments • Payroll (enhanced) • Support for complex Incentive Compensation based variable pay • Injury Illness • Time and Labor

12. Sales Service &Contact Center Marketing Order Management& Fulfillment Supply Chain Financials HumanResources Oracle BI Applications Proactive Detection and Alerts Interactive Dashboards Reporting & Publishing Ad-hoc Analysis Disconnected Analytics MS Office Plug-in WebServices Oracle BI Suite EE IVR, ACD, CTI Hyperion MS Excel Other Data Sources BAW Schema Packaged ETL Maps UniversalAdapters Oracle BI ApplicationsSingle- and multi-source Analytic Apps Built on BI Suite EE

13. Pre-built warehouse with 3 star-schemas designed for analysis and reporting on HR data 1 HR Analytics Components Pre-mapped metadata, defining real-time access to analytical and operational sources, embedded best practice calculations and metrics for the HCM practitioner. 3 • Presentation Layer • Logical Business Model • Physical Sources Prebuilt ETL to extract data from over 3,000 operational tables and load it into the DW, sourced from HCM systems, and other sources. A “best practice” library of over 150 prebuilt role-based intelligence dashboards, reports and alerts for HR Managers. Analysts and Business Unit Executives. 2 4

14. Questions

15. Thank You!