Tics Corporation Better Decisions Oracle Hr Analytics v2k3f

Managing HR Processes Worldwide with Oracle Human Resources Analytics Bin Zheng, Haemonetics Kshijiti Kumar, Apps Associates

Ling Xiang Product Manager, Oracle

Agenda

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

3

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.

4

Oracle’s Enterprise Performance Management System Complete, Open, Integrated Data ScorecardsInteractive Reporting & Ad-hoc Office Search Detect CollaborateMobile Embedded & Alert Integration Dashboards Publishing Analysis Integration

Strategy Management

Planning & Forecasting

Financial Close and Reporting

Profitability Management

ERP Analytics

CRM Analytics

Industry Analytics

Common Enterprise Information Model BI Server

Essbase

OLTP & ODS Data WarehouseExadata Systems Data Mart

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

OLAP Sources

Dimension Management

Packaged Applications (Oracle, SAP, Others)

Predictive

Analytics

Excel Business Unstructure d & Semi- XML/Office Process Structured

5

Oracle BI Applications Prebuilt 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

6

HR Analytics Components 1

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

Recruitment

2

Payroll

3

Absence

Learning

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

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

4

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

Presentation layer

•

Logical business model

•

Physical sources

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

7

7

What’s in Human Resources Analytics 7.9.6.x • • • • • Human Resource Performance – Corporate Contribution – Effectiveness – Trends

• Workforce Profile – – – –

Overview Staffing Demographics Trends

• Workforce Development – – – – – – –

No. of dashboards No. of dashboard pages No. of reports No. of metrics • Retention – – – –

Overview Retention Hotspots Top Performers Trends

• Absence – – – –

Overview Absence Trends Absence Details Absence Calendar

• Compensation

– Overview Overview – Compensation Analysis Employee Performance by Supervisor – Trends Employee Performance – Pay for Performance Supervisor Performance • US Statutory Compliance Internal Mobility – Overview Top Performers – EEO Compliance Under Performers – – –

9 47 238 325 • Recruitment – – – – – – – – – – – –

Overview Requisitions Vacancy Analysis Recruitment Pipeline Offer Analysis New Hires Applicant Pool Quality of Hire Recruiter Effectiveness Requisition Recruitment Activities Recruitment Event Details Candidate Sourcing

• Learning – – – –

Overview Manage Enrollments Training Results Delivered Training

EEO Audit VETS 100 AAP

8

Analytic Workflows – Human Resources Analytics Ensure human capital leveraged properly Is turnover within manageable limits?

Is voluntary turnover increasing?

Gain Insights

Drill to Detail

Business Objectives/ Issues

Why are people leaving?

Which groups are Affected?

Take Action

Proactively Manage At-Risk Top Performers

9

9

HR Analytics Roap •Branded Oracle BI Apps

7.8.x

•Certify PSFT 8.9 & 9.0

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

7.9.5

•GA Sept. 2010

7.9.6 7.9.6.1

200 6

200 8 Fusion Applications

7.9.6.2

200 9

11g PS1

11g PS2

•Certify PSFT 9.1 •Certify EBS 12.1.2

201 0

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

•Continuous enhancements

•Dual INFA & ODI

11gR1

• Fusion v1 Adaptor • Uptake OBIEE 11g

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

Oracle BI Applications 7.9.6.2

Available 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

Copyright © 2010, Oracle and/or its s. All rights reserved. 11

OBIA 7.9.6.2 ed Platforms ed Tech Stack: OBIEE 10.1.3.4 DAC 10.1.3.4.1 Inforrmatica 8.6.1 Hotfix11

ed Database Platform: Oracle 10gR2 (10.2.0.4 +) Oracle 11gR1 (11.1.0.7), Oracle 11gR2 (11.2.0.1+) Microsoft SQL Server 2000, 2005, 2008 IBM DB2 9.1, 9.5, 9.7 Teradata 12.0, 13.0

ed ERP Sources: PeopleSoft 8.9, 9.0. 9.1

E-Business Suite 11i10, r12, r12.1.1, r12.1.2

Siebel 7.8, 8.0, 8.8

JD Edwards

World A9.2 (Fin only) Enterprise 1 8.11, 8.12, 9.0 (Fin, SCM & OM only)

12

Oracle BI Apps v7.9.6.2 – Transaction System Matrix shows operational applications ed by Oracle BI Applications ETL. To see which specific operational application modules are ed, and by which specific BI Apps, see subsequent detail slides.

CRM

EBS R12.1.2

Financials

Human Resources

NEW

NEW

NEW

NEW

Supply Chain & Order Management NEW

Procurement & Spend

Projects

NEW

NEW

NEW

NEW

EBS R12.1.1 EBS R12 EBS 11.5.10 PSFT 9.1

Service only

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 Siebel 8.0 Siebel 7.8

Not Applicable

HR Analytics Demo Pod Moscone West 3327/W-153 14

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

About the Speaker : Kshitij Kumar Global VP and Chief Technology Officer  Former VP of BI Business Unit  Founded the BI Practice at Apps Associates  More than 15 years of Industry Experience  More than 10 years of DW/BI experience with EBS  OBI Presentations at various Oracle Conferences  Open World  Collaborate / OAUG  New England Oracle Group  Atlanta Oracle Group  DOAG ()  UKOAUG  Australia OAUG

Copyright © 2009 Haemonetics Corp.

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Data Silos – w hy one repor ting platfor m Suppliers

Customers

Procurement

Operations

HR/Workforce

Finance

Distribution

Marketing

Sales

Customers

Service

Customers

Suppliers

Suppliers

Howdoescall centeragent tenure, training, &compensationaffect efficiencyandcross-sellingperformance?

Howdoessupplierperformanceimpact customersatisfactionandrevenue?

HowdoI proactivelymanagerisksof myreceivablesportfolio?


18

Business Intelligence Per spective ERP BI

AdoptionCurve

Ora cleR DBM S

CustomizedMainframe

1960

MRP

1970

1980

MRPII


1990

Sieb el C RM

LAW SON MAP ICS

SAP

Buy

Peo pleS Ora oft cleF inan cials Sieb el S FA

JDE

Software

2000

ERP Con Inte solid grat edD ation ash boa rds

Implement &

Ess bas e/O LAP

s 1 t MD Que ries

$

XML Micr A oStr ateg y7i Cog nos 8

Make

2010

W hy OBI-EE Applications?

 ProvidesOUT-OF-BOXpre-builtseededanalytics  Timetodeployanddelivertobusiness(~90-120days)  BusinesssnotdependentuponITtodeliverreports  Intelligentdashboards,reportsandalertsforCFO,FinanceController, Financial Analyst, AR/APManagers

 Reducedefforttosetupanddeploythebasecapabilities  IntegratedintoOracleERP(HRMS,Financeetc)  Providesbaselinearchitectureforthefuturegrowth  Pre-builtETLtoextractdatafromover3,000operational tables


About Apps Associates MakingGlobal DeliveryFeel CloserToHome

 OfficesinUSA,andIndiaMA(HQ); NY/NJ&Atlantain2009

 Foundedin2002with>100%growthevery yearforlast 5years:

 Inc.500listoffastestgrowingU.S.companies  Over300employees(endofQ32010)with stronglocal presence

 Management&Sr.Consultants:75%former Oracleemployees Copyright © 2009 Haemonetics Corp.

2 211

Repr esentative 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 istration Systems including contribution to Oracle Advanced Benefit design  8 years in Oracle Enterprise Apps  6 years as key product designer for a commercial application for PLM for process mfg industry


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Agenda

 Why BI Apps for Haemonetics  Before and After BI Apps  Haemonetics’ 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 Management  Comprehensive portfolio solutions covering the complete Blood Supply Chain  Medical Devices  Software Solutions  Professional Service

 Growth through both existing business expansion and acquisitions  2000+ employees  20+ countries  HAE on NYSE  www.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 experts  Tight Integration and continued enhancements with EBS  Plan to R12 EBS and BI Apps

 Much shorter time and lower cost to deployment  Available 3rd party partners – implementation and thereafter


27

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 istration Integrated with EBS  BI Apps s are EBS s  OBI s 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


28

Haemonetics’ HR BI Apps – 3 Month  Two BI Apps Up and Running Later  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 s are EBS s  Same data access as in EBS without additional istration in BI Apps  Security Profile for HR professionals  Supervisor Hierarchy for managers


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Haemonetics’ HR BI Apps – 3 Month Later  Global EBS Instance  Entry Point for BI Apps (Continued)  Access to BI Apps granted using EBS responsibilities  BI Apps data secured via EBS data  BI Infrastructure and in Place  OBIEE, Informatica, DAC and Data Warehouse Servers in place (DEV, TEST and PROD)  HR Sensitive Data Identified and Access Monitored  Remote System and operational monitoring established with Apps Associates  Continued development with Apps Associates  Haemonetics Internal Ready  Same EBS operational personnel ing BI Apps  Same EBS development personnel ing BI Apps


30

Benefits of Implementing HR BI Apps  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 the planned investment and turnover (in a business unit) Copyright © 2009 Haemonetics Corp.

31

Project Team and Timeline Project TeamandTimeline  ProjectTeam 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

Methodology

Project TeamandTimeline

Usingaphasedmethodologyallows buildingblockapproachforrapid deployment, engagement, cost control.

Phase1

Phase2


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, , 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


34

HR Specific Customizations  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


35

Lessons Lear ned  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

 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


36

Next Steps for HR Analytics  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)

GoForwardStrategy  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


37

T hank you 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 Copyright © 2009 Haemonetics Corp.

38

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.

39

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