111181 ProductGuide HR Analytics

8/15/2019 111181 ProductGuide HR Analytics

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1 The information contained in this document is subject to change without notice. This document is not warranted to be err


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The following is intended to outline our genera

product direction. It is intended for information

purposes only, and may not be incorporated int

contract. It is not a commitment to deliver any

material, code, or functionality, and should not

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 Orac


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Human Resources Analytics 11.1.1.8.1 ProduGuide


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5/3595 The information contained in this document is subject to change without notice. This document is not warranted to be err

BI Apps are more thanDashboards and Reports!

Do not base your decisions and judgments on capabilitie Applications just on this content alone

The following slides provide a sample of the out of the b

Applications content – the BI Applications offer much mo

The rich subject areas of the BI Applications enable our

build thousands of additional reports and dashboards ve

little incremental effort


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DASHBOARDS&REPORTS

• Prebuilt best practice

library

• “One size does NOT fit

all”

SUBJECT AREAS• Many metrics and dimensi

surfaced by prebuilt dashb

• Possibilities are endless

• Incremental work to build m

this foundation

More than just dashboards and reportsMuch more l ies under the surface


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M th j t d hb d d t


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More than just dashboards and reportsOne Subject Area, Unl im ited Possib i l i t ies

HR – Workforce Deployment Subject Area – Same Subject Area, Different Analyses

Report showing turnover trend by Organization & Location

Analyze turnover by job, tenure & high potential status

D i d l l ti i O l A


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Derived calculation in Oracle AnswersOne Subject Area, Unl im ited Possib i l i t ies

Derived calculations can be created in Oracle

Answers with simple expression builder

99 standar

functions c


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Even more metric value under the surf

Measures from physicalcolumns in datawarehouse

Aggregations, time series calculations a

calculated measures extend physical me

Subset of logical measures areexposed in presentation layer

Not all measures inpresentation layerused in reports &

dashboards

Metrics in Logical

Layer

Metrics in Physical

Warehouse

Metrics in Subject

Areas

Metrics used in

Reports &

Dashboards


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Typical Effort & Customization balance

Extension of D

extension colu

tables, externa

aggregates, ind

Extension

columns, d

additional

sources, e

Additional derived m

paths, exposing ext

logical and present

Additional dashboards a

and conditional navigatio

Level of

Effort

Degree of

Customization

Easy

Moderate

Intermediate

Involved

Dashboards & Reports

OBIEE Metadata

DW Schema

ETL

What’s in Human Resources Analytics


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What’s in Human Resources Analytics11.1.1.8.X

• Retention• Overview

• Retention Hotspots

• Top Performers

• Trends

• Absence and Accrual• Overview

• Accrual

• Absence Trends

• Absence Details

• Absence Calendar

• Compensation

• Overview • Salary Compression

• Pay for Performance

• Fusion Embedded Content • Workforce Trend

• Turnover Trend

• Workforce Effectiveness• Corporate Contribution

• Effectiveness

• Trends

• Workforce Deployment• Overview

• Staffing

• Demographics

• Trends

• Frozen Snapshots

• Workforce Development• Overview

• Employee Performance bySupervisor

• Employee Performance

• Supervisor Performance

• Internal Mobility

• Top Performers

• Under Performers

What’s in Human Resources Analytics


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What’s in Human Resources Analytics11.1.1.8.X

• 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

• Talent Profile Management New

• Overview

• Employee Competency

• Competency Gap

• Job Profile

• Employee Talent Profile

• Performance Potential 9-Box

• Time and Labor• Overview

• Timecard Monitoring

• Processed Time

• Time Coverage

• Time Trend

• Estimated Labor Cost

• Payroll• Ov

• Pa

• Pa

• Ov

• Pa

f f


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Roles Benefiting from Human Resources Ana

Workforce

Effectiveness

Workforce

Deployment

Workforce

Development

Retention Talent

Management

• VP of HR • VP of HR

• HR Manager

• HR Analyst

• Line Manager

• VP of HR

• HR Manager

• HR Analyst

• Line Manager

• VP of HR

• HR Manager

• HR Analyst

• Line Manager

• VP of HR

• HR Manager

• HR Analyst

• Learning Manager

• Line Manager

• VP of Recruiting

Recruitment Learning

Management

Absence and

Accrual

Time and

Labor

Payroll

• VP of HR

• VP of Recruiting

• Recruiter Manager

• Line Manager

• HR Manager

• HR Analyst

• VP of HR

• Learning Manager

• HR Manager

• HR Analyst

• Line Manager

• VP of HR

• HR Manager

• HR Analyst

• Line Manager

• Line Manager

• Payroll Manager

• Time Collection

Manager

• HR VP

• Payroll Manager

• VP of HR

• Compensation

Manager

• Compensation Analyst


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Absence and Accrual Dashboard

The Absence dashboard helps organizations to better manage employee abdashboard not only proactively monitors absenteeism to help reduce producalso promotes leave as a benefit to help employees achieve better work life

Overview Absence DetailsAbsence Trends

High level key metricson absence and

accrual balance

including top 5

absences and accrual

balance trend

Monitor employees absence

the organizational or location

detail level

Analyzes employee

absence rate and work

days lost by organizational

hierarchy, geography

and/or by absence

category or type

Absenc

Monitor em

absence “d

annual cal

Accrual

Analyze employeeleave accrual

balance and accrualliability by supervisor

hierarchy.


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Compensation Dashboard

The Compensation dashboard has been designed to display analysis of all eand variable compensation throughout the organization.

Overview Pay for Performance

Analyze employee salarytrend , salary trend by

organization and salary

percentile distribution

Salary Compression

Analyzes relationship

between compensation /promotions and employee

performance

Analyze employee salary

compression within grades,

between jobs, and by

employee tenure.


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Workforce Effectiveness

The Workforce Effectiveness dashboard has been developed for a high levehuman resource organization's performance as it pertains to overall companIt focuses on key metrics to evaluate employee contribution, productivity, and

Corporate Contribution TrendsEffectiveness

Shows key human

resource metrics like

productivity and return

on human capital over

the past year

Shows performance of key

human resource cost drivingmetrics over the past year

Analyzes headcount, hires,

terminations and key

management ratios to

evaluate organization's

headcount distribution


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Learning Management

The Learning Management dashboard monitors learning program utilization,course completion rates.

Overview Training ResultsManage Enrollments

Reports containing

overall measures of

leaning volume and

success

Shows successful completion

rates and scores for learners.

Alerts on this tab will notify

managers if completion rates or

scores fall below target levels.

Measures how readily userswere able to enroll and

which courses had the most

learners

Delivered Training

Reports on this tab show

what kind of training wa

provided to learners andwho participated in the

training.


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Recruitment Dashboard (1 of 2)

The Recruitment dashboard is a comprehensive look at the recruiting progracompany and their effectiveness in bringing in high quality candidates that trahigh quality employees.

Overview VacancyAnalysis

Requisitions RecruitmentPipeline

NOfferAnalysis

Monitor the organization's

vacancy rate and vacancy fill

rate; provide insight into key

areas with staffing shortage;

and how adequately the

vacancies are filled.

View offers extended and

their disposition.

Analyze

organiza

over timundersta

come fro

hire sou

category

A summary view of pipeline

activities in the recruitment

process by organizationhierarchy, geography or

recruiter.

Analyze open requisitions distribution

and aging by recruiter, organization

and geography; also analyze

recruitment efficiency by comparing

open vs. filled requisitions.

KPI overview of vacancies

and recruitment pipeline

including vacancy rate,

offers, hires, and average

time to fill.


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Recruitment Dashboard (2 of 2)

Applicant

Pool

Recruiter

Effectiveness

Quality of

Hire

Requisition

Recruitment Activities

C

S

Recruitment

Event Details

Evaluate recruiter efficiency

by analyzing recruiter

workload, vacancies fill rate,

average time to fill; also helpunderstand how many

recruiters are needed to fill

recruitment pipeline.

View recruitment events by Recrand Event; This page allows you

specific recruitment events indep

requisition, i.e. view all terminatio

first service milestone in the past

specific recruiter or source.

Search

sourcebased

record

numbe

source

to-hire

A summary view of open requisitions and

recruitment activities that have occurred

in the selected time period; recruitment

activities include active application

events as well as new hire milestones

that assess new hire performance i.e.reaching the first service milestone, 1st

performance review

Analyze new hire source quality

by comparing new hire retentionand performance by source.

Analyzing applicantsourcing by correlating

applicant volume, applicant

hire, & employee

performance metrics by

source type, organization,

geography or job.


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Retention Dashboard

The Retention dashboard has been developed for analysis of retention and tand their relation to other factors like compensation and performance for entorganization. also proactively alerts top performers retention risk.

Overview TrendsTop Performers

Shows distribution ofterminations across

various dimension likegeography, department,

job, and pay grade, and

position.

Shows turnover issues of top

performers and alerts

managers to top performers at

risk of voluntary termination

Displays trends of k

retention metrics likturnover, headcoun

across recent year

Retention Hot Spots

Analyze retention hot

spots by organization,

region, job and

demographics.


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Workforce Development Dashboard

The Workforce Development dashboard focuses on the key talent managememployee performance; It analyzes employee and leadership performance; whigh or under performers; and how employees who under performed improv

performance.Overview

Employee

Performance

Employee Performance

By Supervisor

Supervisor

Performance

Top

Performer

Internal

Mobility

View employee

performance distributionby organization hierarchy

and job attributes.

Monitors internal transfers

and workforce stability

(time in job or in org) by

organization andgeography.

Focuses on top

who they are; ar

top performers;

compensating to

performers?Focu

- who

perfo

perfo

unde

have

unde

View supervisors' performance

trend; who are the under-

performing supervisors; and

how supervisor turnover

compares to that of employee

and high performers.

View Employee

Performance by

manager hierarchy.

An overview of employees

and supervisors

performance distribution.


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Workforce Deployment Dashboard

The Workforce Deployment dashboard provides complete in-depth view of oprofile including demographic, regional, job and positional breakdown.

Overview TrendsDemographicsStaffing

Displays trends of

headcount distributio

among demographicgeographies, and job

View headcount and

FTE staffing levels

Shows distribution of headcount

and termination by employee

demographic categories like

ethnic code, gender, etc... Use

this page to analyze changes in

diversity in the workplace.

Displays reports showing

headcount distribution by job,

region, and organization

dimensions. Use this page to

spot possible issues with

headcount distribution acrossspecific categories.


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Time and Labor Dashboard

The Time and Labor dashboard provides details about the Timecards createEmployees and Contingent Workforce. The data about the Regular, Overtimand Non-Productive hours is analyzed through various reports

Overview Processed TimeTimecard Monitoring

P

e

oT

f

C

The Reported hours across various

timecards , Timecards Reported versus

Timecards Reported Late analysis, and

Timecards reported late summary are

available here.

Contains reports showing

different statuses of theprocessed hours, the processed

hours analysis over the months,

and the various categories like

Regular, Overtime, Training, etc

Displays reports showing the

various summary measures of

Timecards. This page can be

used to view the various statuses

of the Timecards, and analyze

the Reported and Processedhours by various attributes

Time Coverage Time Trend

This page provides information

about the Reported, and

Processed details of Regular

and Overtime hours forEmployees and Contingent

Workers

Shows the trends byyear/months for the timecards

reported and processed hours

for both regular and overtime

categories

P ll D hb d


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Payroll Dashboard

The Payroll dashboard provides insights into payroll balances for total compcost analysis. The analysis on various payroll measures is done using time tpayroll attributes that are used to measure the balances

Overview Payroll CostPayroll Trend

The Payroll balances trend for earnings

and deductions are available here.

These trends can be viewed by various

attributes like Location, Department,

and Job

This page provides details of the Payroll

like number of workers, the payroll costincurred for the month, the payroll trends

over a year, the YTD balances for various

payroll costs like Benefits, Taxes, Total

Pay, and Average Payroll Cost

Provides the information on summarybalances like Gross Pay, Net Pay,

Overtime Pay, Taxes, and Deductions. The

Earnings and Deductions are analyzed

using categories like Regular Pay, Bonus

Pay, Pension, Healthcare taxes etc

Overtime Spend Payroll Labor Hou

Contains reports on Overtime summary

measures like Overtime hours, Pay, %

change of Overtime Pay over years

viewed by attributes like Year, Job,

Location, Supervisor etc

Provides the informhours that is used

cost. The % chang

Overtime Payroll h

months for the cho

T l t M t D hb d


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Talent Management Dashboard

The Talent dashboard provides insights into skill requirements, employee acperformance, and potential.

Overview Competency GapEmployee Competency

Employee competencies by rating

levels for a job or position showing

both employee count and

percentage.

Compares the required job competencies

and rating levels with average employee

rating level for that job or position to

identify competency gap. Also displays

distribution of headcount according to

different competency bands.

Summary view of average rating levelsfor various competencies for a job or

position along with comparison with

required rating levels.

Job Profile Employee Talent Profile

Displays the requirements of

competencies, degrees,

languages, licenses and

memberships for a job or

position.

Detailed level view

person profile disp

job history, compe

education, licenseand memberships

Employee Perform

grid. 9-box grid is

used during the ta

assess talent pool

performance and

H R A l ti S bj t A


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Human Resource Analytics Subject AreHuman Resources – Workforce

Effectiveness

This subject area correlates key workforce metrics with financial metrics and analyzes the o

industry standard metrics such as revenue per employee, return on human capital.

Human Resources - Workforce Deployment The Workforce Deployment functional area is the information foundation for workforce ana

comprehensive core workforce information to support analysis on headcount, retention, wo

performance, and contingent labor utilization.

Human Resources - Compensation This subject area provides detailed analysis content for understanding compensation pract

workforce, including base, bonus, overtime and other types of compensation.

Human Resources – Recruitment The Recruitment functional area provides a complete set of metrics to assess the efficiency

recruitment process including candidate sourcing, recruitment stage selectivity, cycle time

Human Resources - Learning Enrollment

and Completion

Learning is a key component of Talent Management. The Learning functional area focuses

delivery methods, course utilization, and learner enrollment and completion.

Human Resources – Talent Profile

Management

This subject area focuses on employee talent, supporting skill and competency analysis, as

potential and performance (e.g., 9-box visualization) with other key talent metrics and attrib

H R A l ti S bj t A


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Human Resource Analytics Subject AreHuman Resources – Absence and Leave

Accrual

Leave Accrual & Absence functional area captures employee historical, current and planne

lost, and help identify absenteeism hotspots.

Human Resources – Workforce Gains and

Losses

This subject area provides detailed metrics for the gains and losses of the organization wor

like hires, transfer, terminations, and promotions.

Human Resources – Time and Labor Time and Labor subject area provides a detailed information of the measures involved in cr

processing of the employee timecards .

Human Resources – Payroll Payroll subject area contains the balance details of various metrics used in the payroll run o

the MTD, QTD, and YTD details of various payroll balances.

Human Resources – Workforce Frozen

Snapshots

Frozen snapshots enables comparison of current headcount to a frozen snapshot of a prior

Oracle HR Analytics


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Compensation

• Average Base Compensation

• Overtime Compensation

• Average Bonus• Average Variable Comp

• Average Gross Comp

• Net Pay

• Deductions

• Compa Ratio

• Total Annual Base

Compensation

• Fixed Annual Base Salary

• Previous Fixed Annual Base

Salary

Workforce Effectiveness

• Revenue Per Employee

• Contribution Per Employee

• Overtime Amount• Contracting Expenses

• Employee Benefit Cost

• Average Cost Per Employee

• Direct Employee Cost

• Indirect Employee Cost

• Average Cost Per Direct Employee

• Average Cost Per Indirect Employee

• Employee Overtime Expenses

• Employee Benefit Expenses

• Employee Support Expenses

Workforce Deployment

• Dissatisfied Termination Ratio

• Involuntary Count

• Voluntary Count• Turnover Rate %

• Mean Performance Rating

• Special Disabled Veteran

Headcount

• Total Annual Monetary

Compensation of Non-

Minority Females

• Employee-Supervisor Ratio

• Avg Tenure of Minority Male

Employees

HR Analytics Metrics

Sample Prebuilt Dashboards

VP HR

• Retention Overview

• Pay for Performance

• Corporate Contribution

• Compliance

Comp

• Com

• Pay

• Com

HR Analyst

• Staffing

• Demographics

• Compliance Audit

Business Unit Mgr

• Retention hotspots

• Top Performers

• Employee Performance

• Internal Mobility

Oracle HR Analytics

Ta

• #

• #

• #• #

•

•

w

•

•

•

•

Oracle HR Anal tics


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Recruiting Management

• Vacancy Rate

• Vacancy Aging

• Vacancy Fill Rate

• Internal hire ratio

• External hire ratio

• New hire performance

• New hire separation

• Time to fill

• Time to hire

• Requisition open to Application start

• Application Start to Offer Extended

Learning Management

• Enrollment count

• Successful completion rate

• Enrollment Wait Time

• Internal Learner count

• Learning Score

• Delivered training hours

• Top enrollments

• Longest Enrollment Wait Time

Absence and Ac

• Absence Dura

• Notified absen

• Unnotified Abs

• Absence Occu

• Employee Abs

• Absence Dura

• Accrual Balanc

• Maximum Acc

• Accrual Liabili

• Previous Accr



VP HR


• Recruiter Effectiveness

• Absence Trends

• Delivered Trainings

Recruiting Manager


• Recruitment Pipeline

• Quality of Hire

• Candidate Sourcing

Business Unit Mgr


• Offer Analysis

• Absence Calendar

• Delivered Training

Oracle HR Analytics

Learn

• Man

• Tra

• Del

Oracle HR Analytics


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Time and Labor

• # of Timecards

• # of Timecard Lines Submitted

• # of Timecard Lines Approved

• Reported Hours

• Reported Employee Hours

• Reported Productive Hours

• Reported Unproductive Hours

• Processed Regular Hours

• Processed Overtime Hours

• Processed Time Estimated Cost Amount

Payroll

• Balance Amount

• Regular Pay

• Overtime Pay

• Gross Pay

• Net Pay

• Voluntary Deductions

• Involuntary Deductions

• Benefits Employee Cost

• Benefits Employer Cost

• Base Pay YTD

• Net Pay YTD



VP HR

• Payroll Cost Trend

• Benefit Cost Trend

Business Unit Mgr

• Time Coverage


• Overtime Spend Trend

Oracle HR Analytics

Payroll Manager


• Payroll Cost

• Overtime Spend

Frozen Snapshots

• Active Headcou

• Active Headcou

• Employee Head

• Average Compa

• Average Hourly

• Average Perform

• Hire Event Coun

• Termination Co

• Transfer Count


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Absence and Accrual - Overview


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Absence Calendar


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• Purpose:

• Annual Employee Absence calendar

including past and planned absence

events; The calendar provides

embedded navigation to view monthlycalendar or absence event details

• User Focus:

• Line Manager

• HR Manager

• Location:

• Dashboard – Absence and Accrual

• Page – Overview• Source:

• Human Resources – Absence and

Leave Accrual Subject Area

Absence Calendar

Absence Organization Overview


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• Purpose:

• A breakdown of absence by organization and

by country.

• User Focus:

• Line Manager

• HR Manager

• Location:


• Page – Overview

• Source:

• Human Resources – Absence and Leave

Accrual Subject Area

Absence Organization Overview

Absence Type Overview


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• Purpose:

• A breakdown of absence by absence category

and type.

• User Focus:

• Line Manager

• HR Manager

• Location:



• Source:



Absence Type Overview

Absence - Top 5 Absence Groups


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• Purpose:

• Top 5 absence days by organization, location,

job and absence type.

• User Focus:

• Line Manager

• HR Manager

• Location:



• Source:



Absence - Top 5 Absence Groups


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Accrual Balance


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• Purpose:

• This Report displays a consolidated data of

the Accrual Hours, Average Accrual

Balance, and other Accrual metrics for the

Supervisor along with the headcount

number under them

• User Focus:

• HR Manager

• Line manager

Accrual Balance

• Location:

• Dashboard – Absence and Ac

• Page – Accrual• Source:

• Human Resources – Absence


Accrual Balance


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Accrual Balance

Payroll Leave Accrual Balance Overvie


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• Purpose:

• This Report is used to analyze workforce

costs including accrual liability, regular pay

and overtime spend. This is built using the

Payroll Subject area

• User Focus:

• HR Manager

• Line manager


• Location:


• Page – Accrual• Source:

• Human Resources – Payroll S



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Absence and Accrual - Absence Trends

<

Working Days Lost


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• Purpose:

• View employees absence days by

organization; metrics included

employee headcount, absence days,

and days lost per employee

• User Focus:

• HR Manager

• Line manager

• Location:

• Dashboard – Absence and Accrual• Page – Absence Trends

• Source:

• Human Resources –

Absence and Accrual Subject Area

g y

Absence by Absence Type


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• Purpose:

• View absence days by absence type in an

organization

• User Focus:

• HR Manager

• Line Manager

• Location:


• Page – Absence Trends

• Source:

• Human Resources – Absence and Accrual

Subject Area

y yp

Absence Days Ranking by Absence Ty


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• Purpose:

• Drill-to report from the Absence Type report

to show the employee detail for the top 5 five

(if applicable).

• User Focus:

• Line Manger

• HR Manager

• Location:


• Page – Absence Trends• Source:

• Human Resources – Absence and Accrual

Subject Area

y g y y

Absence Trend


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• Purpose:

• View employee absence trend over time by

organization or country

• User Focus:

• HR Manager

• Line Manager

• Location:


• Page – Absence Trends

• Source:

• Human Resources – Absence and



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Absence and Accrual - Absence Details

<

Absence Total Days


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• Purpose:

• View employee absence trend over time by

absence category or type

• User Focus:

• HR Manager

• Line Manager

• Location:

• Dashboard – Absence and A

• Page – Absence Details

• Click Absence Days fo

Employee Absence De• Source:

• Human Resources – Absenc

Subject Area


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Absence Calendar Employee Monthly V


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53

The information contained in this document is subject to change without notice. This document is not warranted to be err

• Purpose:

• View employee absence history

• User Focus:

• HR Manager

• Line Manager

• Location:

• Dashboard – Absence and Accru

• Page – Absence Calendar

• Source:

• Human Resources – Absence an

Employee Absence Occurrence Detail


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• Purpose:

• A drill-to detail report showing an employees

absence events

• User Focus:• HR Manager

• Location:

• Dashboard – Absence and A


• Source:

• Human Resources – Absenc

Subject Area

P

Employee Absence HistoryL ti


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• Purpose:

• A drill-to detail report to view an employees

absence history. This report is prompted on

Employee Name and Employee Number

• User Focus:

• HR Manager

• Line Manager

• Location:

• Dashboard – Absence an

• Page – Absence Calenda

• Source:

• Human Resources – AbsSubject Area

Employee Absence Details


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56


• Purpose:

• View employee absence history

• User Focus:

• HR Manager

• Location:



• Source:

• Human Resources – Absence

Subject Area


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57


<

Compensation Reports


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3-Year Salary Trend


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• Purpose:

• Compare current year’s compensation and

Average trend with those of prior 2 years.

• User Focus:

• HR Manager• VP of HR

• Line Manager

• Compensation Manager

• Location:

• Dashboard – Compensation

• Page – Overview• Source:

• Human Resources – Compensation

Subject Area

Salary Percentile


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• Purpose:

• An overview of the 5 salary

ranges and the corresponding

headcount against each range.

• User Focus:

• HR Manager

• VP of HR

• Line Manager


• Location:



• Source:


Compensation Subject Area

• Purpose:

Salary by Department Hierarchy•Location:


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Purpose:

• Total and average base salary by

department hierarchy including total

base salary % change to a year ago

• User Focus:

•Location:

•Dashboard – Compensation

•Page – Overview

•Source:

•Human Resources – Compensation Subject Area

•HR Manager •VP of HR

•Line Manager •Compensation Manager

Salary by Department Hierarchy


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• Purpose:

Compression within Grades Detail


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• A detail report to analyze salary

distribution within a grade; including

metrics e.g. employees' average and

median base salary and the

deviation of average base salary tothe grade mid-point.

• User Focus:


• HR Manager

• Line Manager

• Location:

• Dashboard – Compensation• Page – Salary Compression – drill

on Pay Grade

• Source:


Subject Area

• Purpose:

Compression of Experienced Workers• Location:


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p

• Analyzes average annual base salary with

employee length of service to assess if there is

salary compression for experienced

employees in a job or grade. Drill to view

salary compression within the grade or to viewemployee salary details.

• User Focus:


• HR Manager

• Line Manager

• Location:

• Dashboard – Co

• Page – Salary C

Salary Compres

Workers’ action

• Source:

• Human Resourc

Subject Area

Compression of Experienced Workers


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• Purpose:

Compression between Jobs• Location:


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• Analyzes the average full-time salary

between jobs and between

performance bands to assess salary

differentials between jobs and

between high- and low-performingemployees within the job.

• User Focus:


• HR Manager

• Line Manager

Location:


• Page – Salary C

Salary Compres

action link

• Source:

• Human Resourc

Subject Area

Compression between Jobs


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<

Compensation -Pay for Performance

• Purpose:

Performance Base Salary Analysis• Location:


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• Analyze salary distribution by

performance band within a pay

grade to help monitor if there is pay

differentiation for performance.

Metrics calculate the total, average,max/min base salary, median base

salary and base salary standard

deviation.

• User Focus:

• HR Manager


• Line Manager


• Page – Pay for P

• Source:

• Human ResourcSubject Area

Performance Base Salary Analysis


72/359


• Purpose:

Departmental Compensation and Performanc


73/359


p

• Compare employees’ average comp ratio,

mean performance and tenure by

organization; This helps better align

departmental performance with pay.

• User Focus:


• HR Manager

• Line Manager

• Location:


• Page – Pay for Performance• Source:


Subject Area


74/359


75/359


<

Human Resource EffectivenessCorporate Contribution


76/359

Return on Human Capital


77/359


• Purpose:

• Displays trend of Revenue per

employee and cost per employee

over past year .• User Focus:

• VP of HR

• Location:

• Dashboard – Human Resource

Performance

• Page – Corporate Contribution

• Source:

• Human Resources – Performance

Subject Area


78/359


79/359


<

Human Resource EffectivenessEffectiveness

• Purpose:

Headcount Analysis


80/359


• Shows # Hires, # Terminations, Headcount

by Organization and by location. Use show

control to analyze metrics by other

attributes like pay grade, job, or position.

• User Focus:

• VP of HR

• Location:


Performance

• Page – Effectiveness

• Source:• Human Resources - Workforce

Deployment Subject Area

Supervisor Span of Control


81/359


• Purpose:

• Shows Supervisor and Employee Headcount

by organization or by Location and the

supervisors Span of Control. Offers analysis

by other dimensions like region and job

through show control.

• User Focus:

• VP of HR

• Location:

• Dashboard – Human Resource Performance

• Page – Effectiveness• Source:

• Human Resources - Workforce Deployment

Subject Area


82/359

Supervisor and Employee List


83/359


• Purpose:

• Shows Supervisor and Employee details

• User Focus:

• VP of HR

• Location:

• Dashboard – Human Resourc

• Page – Effectiveness

• Drill down from Managem• Source:

• Human Resources - Workforc

Area


84/359


<

Human Resource EffectivenessTrends

• Purpose:

Employee Expense Trend


85/359


• Purpose:

• Bar chart showing total employee expenses

(overtime, compensation, benefits, and

support) over past year.

• User Focus:

• VP of HR

• Location:


Performance

• Page – Trends

• Source:• Human Resources – Performance Subject

Area

Key Ratios Trend


86/359


• Purpose:

• Shows trend of HR Ratio, Contractor Ratio,

Supervisor Ratio and Headcount by Month

• User Focus:• VP of HR

• Location:

• Dashboard – Human Resourc

• Page – Trends

• Source:• Human Resources - Workforc

Subject Area


87/359

Employee List

• Purpose: • Location:


88/359


• List of employees

• User Focus:

• VP of HR

• Dashboard – Human Resource Perfor

• Page – Trends

• Drill down from Headcount Tren

• Source:

• Human Resources - Workforce Deploy

P

Key Variable Cost Drivers


89/359


• Purpose:

• Trend chart of contracting, support, and

overtime expense

• User Focus:• VP of HR

• Location:

• Dashboard – Human Resource Performance

• Page – Trends

• Source:

• Human Resources – Performance Subject

Area


90/359


Learning Management Reports


91/359


92/359

• Purpose:

• Trend in total enrollment volumes for learning

Total Enrollments – Employee Organiz• Location:

• Dashboard – Learning Man


93/359


Trend in total enrollment volumes for learning

activities over time with options to view by job

family, employee organization, and learning

category

• User Focus:

• Learning Managers

• Line Manager

Dashboard Learning Man


• Drill on Total Enrollmen

• Source:• Human Resources – Learn

Completion Subject Area


94/359

• Purpose:

• Trend in total enrollment volumes for

learning activities over time with options to

Total Enrollments – Job Family (2 of 2)• Location:

• Dashboard – Learning Mana

• Page Overview


95/359


learning activities over time with options to

view by job family, employee organization,

and learning category

• User Focus:• Learning Managers

• Line Manager


• Drill on Total Enrollment

• Drill on that column

Descriptions• Source:

• Human Resources – Learnin



96/359


97/359

• Purpose:

• Trend over time of percent of learners who

Successful Completion Rate by Job Fam• Location:

• Dashboard – Learning M


98/359


p

successfully complete activities in which

they have enrolled by job family

• User Focus:


• Line Manager

g

• Page – Overview – Succ

Rate

• Drill to Job Family

• Source:

• Human Resources – Lea

and Completion Subject A

• Purpose:

Trend o er time of percent of learners ho

Successful Completion Rate by Job Fam

• Location:

Dashboard Learning Mana


99/359



successfully complete activities in which they

have enrolled by job family


• Line Manager


• Page – Overview – Success

• Drill to Job Description

• Source:

• Human Resources – Learni


• Purpose:


Successful Completion Rate by EmploOrganization• Location:



100/359


p

successfully complete activities in which they

have enrolled. Options to view by Year or

Quarter and then by employee organization

• User Focus:


• Line Manager

g

• Page – Overview – Success

• Drill to Employee Organ

• Source:• Human Resources – Learnin



101/359


102/359


Learning Management ReportsManage Enrollments

<

• Purpose:

Successful Enrollment Rate


103/359


• Shows the trend for percentage of

successful enrollments. Options to view by

year or quarter and then by job family,

employee organization, and learningcategory

• User Focus:


• Line Manager

• Location:

• Dashboard – Learning Management• Page – Manage Enrollments

• Source:

• Human Resources – Learning Enrollment

and Completion Subject Area

Successful Enrollment Rate by Job Fa


104/359



105/359

Successful Enrollment Rate by LearninCategory


106/359


• Purpose:

• Shows trend in number of days from initial

enrollment in an activity until the start date of

Average Enrollment Wait time


107/359


the activity for which a learner successfully

enrolls. If a learner is waitlisted for an activity,

but later is successful in an attempt to enroll,

the wait time begins with the first attempted

enrollment. Options to view by job family,

employee organization, and learning category

• User Focus:


• Location:

• Dashboard – Learning Management• Page – Manage Enrollments

• Source:

• Human Resources – Learning Enrollment and


• Purpose:

• Average Enrollment Wait Time by Employee

Average Enrollment Wait Time by EmpOrganization• Location:

• Dashboard – Learning Ma

Page Manage Enrollme


108/359


Organization provides drill down within the

employee organization


• Page – Manage Enrollme

Enrollments

• Drill on Employee Org

• Source:

• Human Resources – Lear


• Purpose:

• Average Enrollment Wait Time by Job Family

provides drill down from job family to job

Average Enrollment Wait Time by Job Fa2)

• Location:


P M E ll t


109/359


provides drill down from job family to job

codes

• User Focus:


• Page – Manage Enrollments

• Source:

• Human Resources – LearninCompletion Subject Area

• Purpose:

• Average Enrollment Wait Time by Job

Family provides drill down from job family

Average Enrollment Wait Time by Job Fa2)

• Location:


• Page Manage Enrollments


110/359


Family provides drill down from job family

to job codes

• User Focus:



Enrollment Wait Time

• Drill to Job Family - Jo

• Source:



• Purpose:

• Average Enrollment Wait Time by Learning

Average Enrollment Wait Time by LearCategory (1 of 3) • Location:



111/359


g y g

Category provides drill down by Learning

Category to course to classes and

sessions • User Focus:


g


Category

• Source:• Human Resources – Learnin

and Completion Subject Are

• Purpose:


Average Enrollment Wait Time by LearCategory (2 of 3) • Location:



112/359




sessions • User Focus:



• Drill to Learning Cours

• Source:



• Purpose:



Average Enrollment Wait Time by LearCategory (3 of 3)

• Location:

• Dashboard – Learning Managem

• Page – Manage Enrollments – L


113/359


g y p y g


sessions


Page Manage Enrollments L

• Drill to Learning Course

• Drill to Course Session

• Source:

• Human Resources – Learning E


• Purpose:

• List of courses with the highest number of

Top 10 Enrollments by Delivery Method


114/359


List of courses with the highest number of

participants. Top enrollments can be viewed

by Delivery Method, Employee

Organization, Course, Learning Categoryand Job Family.

• User Focus:


• Location:

• Dashboard – Learning Management


• Source:



• Purpose:


Top 10 Enrollments by Employee Orga


115/359


List of courses with the highest number of


by Employee Organization. • User Focus:


• Location:



• Source:

• Human Resources – Learning Enrollmentand Completion Subject Area


116/359

• Purpose:


Top 10 Enrollments by Course


117/359


g


by Course.


• Location:



• Drill on Learning Category (or select

from the drop down)

• Source:



• Purpose:


participants. Top enrollments can be viewed by

Learning Category and by Course Activity within

Top 10 Enrollments – Learning Catego


118/359


Learning Category and by Course Activity within

that category.


• Location:


• Page – Manage Enrollments – Top 10 Enrollments –

Learning Category

• Drill to Course Enrollments

• Drill to Course Activity (Session)

• Source:



• Purpose:


Top 10 Enrollments – Job Family


119/359


g


by Job Family.

• User Focus:


• Location:


• Page – Manage Enrollments – Top 10

Enrollments

• Drill to Job Family Description• Source:




120/359

• Purpose:

• List of courses with the longest wait times and

their wait time in days. Wait time can be viewed

by Learning Category, Delivery Method, Job

f ti E l O i ti d L i

Longest Average Enrollment Wait time


121/359


function, Employee Organization and Learning

Course.


• Location:


• Page – Manage Enrollments – Longest Average

Enrollment Wait time

• Drill from Learning Category to activities

(sessions) in that category• Drill from Job Function to Job Description

• Source:




122/359



Training Results

• Purpose:

• Shows trend of HR Ratio, Contractor Ratio,

S i R i d H d b M h

Training Results


123/359


Supervisor Ratio and Headcount by Month

• User Focus:


• Line Manager

• Location:


• Page – Training Results

• Source:

• Human Resources – Learning Enrollmentand Completion Subject Area


124/359

• Purpose:

• There is guided navigation to reports for

L i ti iti ith l d f

Training Scores by Learning Course


125/359


Learning activities with low scores and for

low completion rates where indicated.


• Line Manager

• Location:


• Page – Training Results

• Guided navigation link to the report• Source:




126/359



Delivered Training


127/359

• Purpose:

• This report shows number of participants in

training by employee organization hierarchy

Unique Employee Count


128/359


training by employee organization hierarchy,

course hierarchy, learner job family, or

delivery method• User Focus:


• Line Manager

• Location:


• Page – Delivered Training

• Source:




129/359

• Purpose:

• This report shows number of participants in

training by employee organization hierarchy,

course hierarchy, learner job family, or

delivery method

Unique Employee Count• Location:


• Page – Delivered Training –

Employee Count – Job Fam

• Drill to Job Description


130/359


• User Focus:

• Learning Managers• Line Manager

Drill to Job Description

• Source:

• Human Resources – Learninand Completion Subject Are


131/359


Recruitment ReportsOverview


132/359


133/359


134/359

• Purpose:

• View Open Requisitions distribution and

aging by organization, geography and

recruiter.

• User Focus:

Open Requisition Overview (1 of 2)• Location:

• Dashboard – Recruitment


• Source:



135/359


• Recruiting Manager

• VP of HR

Human Resources

Recruitment Subject Area

Open Requisition Overview (2 of 2)

• Purpose:

• View Open Requisitions distribution and

aging by organization, geography and


136/359


recruiter.

• User Focus:• Recruiting Manager

• VP of HR

• Location:



• Source:



Top 5 Vacancies

• Purpose:

• Top 5 vacancies by organization, country,

location recruiter, job family.


137/359


• User Focus:

• Recruiting Manager• VP of HR

• Location:



• Source:

• Human Resources – Recruitment Subject Area

Recruitment Stage Time Trend (1 of 2)• Purpose:

• Trend analysis of time lapse from vacancy

open to various recruitment stages and

average time of each recruitment stage.

• User Focus:

• Location:

• Dashboard – Recruitmen


• Source:

H R


138/359


• User Focus:


• VP of HR



Recruitment Stage Time Trend (2 of 2)• Purpose:

• Trend analysis of time lapse from

vacancy open to various

recruitment stages and average

time of each recruitment stage.

• Location:

• Dashboard – Recruitmen


• Source:

H R


139/359


time of each recruitment stage.

• User Focus:


• VP of HR



<

Recruitment Reports


140/359


Recruitment Reports

Requisitions

Requisition Opened and Filled• Purpose:

• Show requisitions opened & filled by

recruiter, organization, and location.


141/359


• User Focus:


• Line Manager

• Location:


• Page – Requisitions

• Source:• Human Resources –




recruiter, organization, and location .


142/359


• User Focus:


• Line Manager

• Location:



• Select Requisition Location• Source:






• User Focus:


143/359



• VP of HR

• Line Manager

• Location:



• Drill on Requisition Location

to Requisition Location City• Source:






U F


144/359


• User Focus:


• Line Manager

• Location:



• By Recruiter Name

• Source:






• User Focus:


145/359



• VP of HR

• Line Manager

• Location:



• Drill on Job Family to Job

Descriptions• Source:



Open Requisition Overview• Purpose:



• User Focus:


146/359



• VP of HR

• Line Manager

• Location:



• Drill on Organization Top

Hierarchy• Source:






• User Focus:


147/359



• VP of HR

• Line Manager

• Location:



• Drill on Organization Top

Hierarchy to next hierarchy• Source:




148/359

Vacancy Rate

• Purpose:

• Show vacancy rate by organization or

supervisor hierarchy (direct reports),

geography or job family .

• User Focus:

• Location:


• Page – Vacancy Analysis

• Drill down on the Organi

• Source:


149/359



• VP of HR

• Line Manager

Source:

• Human Resources – Recruitment Subject Area

Vacancy Rate By Job Family• Purpose:

• Show vacancy rate by organization or

supervisor hierarchy (direct reports),

geography or job family .

• User Focus:


• Location:



• Drill down on the Req

• Source:

• Human Resources


150/359


g g

• VP of HR

• Line Manager



Vacancy Rate by Location

• Purpose:

• Measures the percentage of vacancies

that have been filled during the period.

• User Focus:


• VP of HR

• Location:



• Drill down on Requisition

Location City

• Source:


151/359


• VP of HR

• Line Manager

Source:

• Human Resources – Recruitm

Vacancy Fill Rate (1 of 2)

• Purpose:

• Measures the percentage of vacancies

that have been filled during the period.

View by recruiter, organization, location

country.

• Location:



• Drill down the Organiza

hierarchy


152/359


• User Focus:


• VP of HR

• Line Manager

y

• Source:• Human Resources –


Vacancy Fill Rate (2 of 2)


153/359



154/359


155/359

Recruitment Pipeline (2of 4)

• Purpose:

• A summary view of recruitment events in

the recruitment pipeline including

requisition events, assessment, offer, hire

events and post employment events.

View by organization, recruiter or

Location:


• Page – Recruitment Pipelin

• Source:


R it t S bj t A


156/359


y g ,

location.• User Focus:


• VP of HR

• Line Manager


Recruitment Pipeline (3 of 4)

• Purpose:

• A summary view of recruitment events in the

recruitment pipeline including requisition events,

assessment, offer, hire events and post employment

events. View by location.

• User Focus:

Location:

• Dashboard – Recruit

Documents

111181 ProductGuide HR Analytics