Implementing HR Analytics - Universal Adaptors

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Implementing HR Analytics - Universal Adaptors

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Implementing HR Analytics using Universal Adaptors Oracle Corporation |1 Implementing HR Analytics using Universal Adaptors -A technical documentation of various aspects of the product as applies to Oracle Business Intelligence Applications HR Universal Adaptors Implementing HR Analytics using Universal Adaptors Oracle Corporation |2 1.IMPLEMENTING HR ANALYTICS UNIVERSAL ADAPTORS ............................................. 4 2.GENERAL BACKGROUND OF UNIVERSAL ADAPTORS ....................................................... 5 3.GENERAL IMPLEMENTATION CONSIDERATIONS ............................................................... 6 4.KNOW YOUR STEPS TOWARDS A SUCCESSFUL HR ANALYTICS IMPLEMENTATION FOR UNIVERSAL ADAPTOR ................................................................................................................ 8 5.IMPACT OF INCORRECT CONFIGURATIONS OF DOMAIN VALUES .............................. 10 6.IMPACT OF INCORRECT POPULATION OF CODE-NAME COLUMNS ............................ 12 7.BEST PRACTICES FOR EXTRACTING INCREMENTAL CHANGES ................................... 13 8.DETAILED UNDERSTANDING OF THE KEY HR ETL PROCESSES .................................. 15 8.1.Core Workforce Fact Process ................................................................................................................... 15 8.1.1.ETL Flow ................................................................................................................................................. 15 8.1.2.Workforce Fact Staging (W_WRKFC_EVT_FS) ....................................................................................... 18 8.1.3.Workforce Base Fact (W_WRKFC_EVT_F) ............................................................................................. 20 8.1.4.Workforce Age Fact (W_WRKFC_EVT_AGE_F) ...................................................................................... 21 8.1.5.Workforce Period of Work Fact (W_WRKFC_EVT_POW_F) .................................................................. 22 8.1.6.Workforce Merge Fact (W_WRKFC_EVT_MERGE_F) ............................................................................. 23 8.1.7.Workforce Month Snapshot Fact (W_WRKFC_EVT_MONTH_F) ........................................................... 24 8.1.8.Workforce Aggregate Fact (W_WRKFC_BAL_A) .................................................................................... 25 8.1.9.Workforce Aggregate Event Fact (W_WRKFC_EVT_A) .......................................................................... 27 8.1.10.Handling Deletes .................................................................................................................................... 29 8.1.11.Propagating to derived facts .................................................................................................................. 30 8.1.12.Date-tracked Deletes ............................................................................................................................. 30 8.1.13.Purges .................................................................................................................................................... 30 8.1.14.Primary Extract ...................................................................................................................................... 31 8.1.15.Identify Delete ....................................................................................................................................... 31 8.1.16.Soft Delete ............................................................................................................................................. 32 8.1.17.Date-Tracked Deletes - Worked Example .............................................................................................. 33 8.2.Recruitment Fact Process ........................................................................................................................ 34 8.2.1.ETL Flow ................................................................................................................................................. 34 8.2.2.Job Requisition Event & Application Event Facts (W_JOB_RQSTN_EVENT_F & W_APPL_EVENT_F) .... 36 8.2.3.Job Requisition Accumulated Snapshot Fact (W_JOB_RQSTN_ACC_SNP_F) ........................................ 37 8.2.4.Applicant Accumulated Snapshot Fact (W_APPL_ACC_SNP_F) ............................................................. 38 8.2.5.Recruitment Pipeline Event Fact (W_RCRTMNT_EVENT_F) .................................................................. 39 8.2.6.Recruitment Job Requisition Aggregate Fact (W_RCRTMNT_RQSTN_A) .............................................. 42 Implementing HR Analytics using Universal Adaptors Oracle Corporation |3 8.2.7.Recruitment Applicant Aggregate Fact (W_RCRTMNT_APPL_A)........................................................... 44 8.2.8.Recruitment Hire Aggregate Fact (W_RCRTMNT_HIRE_A) .................................................................... 45 8.3.Absence Fact Process .............................................................................................................................. 47 8.3.1.ETL Flow ................................................................................................................................................. 47 8.3.2.Absence Event Fact (W_ABSENCE_EVENT_F) ........................................................................................ 49 8.4.Learning Fact Process .............................................................................................................................. 52 8.4.1.ETL Flow ................................................................................................................................................. 52 8.4.2.Learning Enrollment Accumulated Snapshot Fact (W_LM_ENROLLMENT_ACC_SNP_F) ...................... 54 8.4.3.Learning Enrollment Event Fact (W_LM_ENROLLMENT_EVENT_F) ...................................................... 55 8.5.Payroll Fact Process ................................................................................................................................. 56 8.5.1.ETL Flow ................................................................................................................................................. 56 8.5.2.Payroll Fact (W_PAYROLL_F) ................................................................................................................. 58 8.5.3.Payroll Aggregate Fact (W_PAYROLL_A) ................................................................................................ 59 9.KNOWN ISSUES AND PATCHES ............................................................................................... 60 Implementing HR Analytics using Universal Adaptors Oracle Corporation |4 1. Implementing HR Analytics Universal Adaptors The purpose of this document is to provide enough information one might need while attempting an implementation of HR Analytics using the Oracle BI Applications Universal Adaptors. There are several myths around what needs to be done while implementing Universal Adaptors, where can things go wrong if not configured correctly, what columns are to be populated as a must, how to provide delta data set while shooting for incremental ETL runs and so on. All of these topics are discussed in this document.Apart from understanding the entry points that are required to implement HR Analytics, it also helps to know the process details of some key components of HR Analytics. A few of these key facts and dimensions are also discussed and an overview of their process/usages is provided towards the end. Knowing the list of files/tables to be populated (entry points), the grain of such tables, the kind of data that they expect, has always been a key pain for the implementers. This is also discussed vividly and an excel spreadsheet (HR_Analytics_UA_Lineage.xlsx) is provided along with this document that addresses all such needs.This document is intended for Oracle BI Applications Releases 7.9.6, 7.9.6.1, 7.9.6.2 as well as 7.9.6.3. For upcoming releases, this document will be updated in due course of time. Implementing HR Analytics using Universal Adaptors Oracle Corporation |5 2. General Background of Universal Adaptors Oracle BI Applications provide packaged ETL mappings against source OLTP systems like Oracle E-Business Suites, PeopleSoft, JD Edwards and Siebel across various business areas such as Human Resources, Supply Chain & Procurements, Order Management, Financials, Service and so on.However, Oracle BI Applications does acknowledge that there can be quite a few other source systems, including home-grown ones, typically used by SMB customers. And to that extent, some of the enterprise customers may also be using SAP as their source. Until it gets to a point where Oracle BI Applications can deliver pre-built ETL adaptors against each of these source systems, the Universal Adaptor becomes a viable choice.A mixed OLTP system where one of them has pre-built adaptor for and the other doesnt is also a scenario that calls for the usage of Universal Adaptors. For instance, the core portion of Human Resources may be in PeopleSoft systems, but the Talent Management portion may be maintained in a 3rd party system like Taleo.In order for customers to enable pulling in data from non-supported source systems into the Data Warehouse, Oracle BI Applications have created a so called Universal Adaptor. The reason this was doable in the first place was the fact that the ETL architecture of Oracle BI Applications had the evident support for this. Oracle BI Applications Data Warehouse consists of a huge set of facts, dimensions and aggregate tables. The portion of the ETL that loads to these end tables are typically Source Independent (loaded using the Informatica folder SILOS). These ETL maps start from a staging table and load data incrementally into the corresponding end table. Aggregates are created upstream, and have no relation to which source system the data came from. The ETL portion, Source Dependent Extract, that extracts into these staging tables (also called Universal Stage Tables) are the ones that go against a given source system, like EBS or PSFT and so on. For Universal, they go against a similarly structured CSV file. Take any Adaptor the universal stage tables are exactly the same structurally. The grain expectation is also exactly the same for all adaptors. And no wonder, while all these conditions are met, the SILOS part will load the data (extracted from Universal) from the universal stage tables seamlessly. Why did Oracle BI Applications decide to source from CSV files? In short, the answer to this is to complete the end-to-end extract-transform-load story. We will cover this in a bit more details and what the options are, in the next section. Implementing HR Analytics using Universal Adaptors Oracle Corporation |6 3. General Implementation Considerations One myth that implementers have while implementing Universal Adaptors is that: Data for the universal staging tables should always be presented to Oracle BI Applications in the required CSV file format. If your source data is already present in a relational database, why dump it to CSV files and give it to Oracle BI Applications? You will anyway have to write brand new ETL mappings that read from those relational tables to get to the right grain and right columns. Then why target those to CSV files and then use the Oracle BI Applications Universal Adaptor to read from them and write to the universal staging tables? Why not directly target those custom ETL maps to the universal staging tables? In fact, when your source data is in relational tables, this is the preferred approach. However, if your source data comes from 3rd party sources which you have outsourced, and probably have agreements with them to send you data files/reports once in a while, and if that 3rd party source doesnt allow you to access their relational schema, then probably CSV files is the only alternative. A typical example would be Payroll data. A lot of organizations typically outsource their Payroll to 3rd party companies like ADP systems and so on. In those cases, ask for the data in the same manner that you expect in the Oracle BI Applications CSV files.Also, if your source data lies in IBM mainframe systems, where it is typically easier to write COBOL programs or whatever to extract the data in flat files, presenting CSV files to Oracle BI Applications Universal Adaptor is probably easier. Irrespective of how to populate the universal staging tables (relational sources or CSV sources) five very important points should always be kept in mind: Grain of the universal staging tables are met properly. The uniqueness of records do exists in the (typically) INTEGRATION_ID columns. The mandatory columns are populated the way they should be. OLTP (Relational DB) Data Warehouse CSV FilesCustom Extract to files Universal Adaptor to staging tables Custom Extract to staging tables Implementing HR Analytics using Universal Adaptors Oracle Corporation |7 The relational constraints are met well while populating data for facts. In other words, the natural keys that you provide in the fact universal staging table, must exist in the dimensions. This is with respect to the FK resolution (dimension keys into the end fact table) topic. Incremental extraction policy is well set up. Some overlap of data is OK, but populating the entire dataset to the universal staging tables will prove to be non-performing. Note: For the rest of the document, we will assume that you are going the CSV file approach, although re-iterating, it is recommended that if your source data is stored in a relational database you should write your own extract mappings. Implementing HR Analytics using Universal Adaptors Oracle Corporation |8 4. Know your steps towards a successful HR Analytics implementation for Universal Adaptor There are several entry points while implementing HR Analytics using Universal Adaptors. The base dimension tables and base fact tables have their corresponding CSV files where you should configure the data at the right grain and expectations. Other kinds of tables include Exchange Rate and Codes. Exchange Rate (W_EXCH_RATE_G) has its own single CSV file, whereas the Codes table (W_CODE_D) has a CSV file, one per each code category. To get to see all code-names well enough in the dashboards/reports, you should configure all the required code CSV files *the list of such files are provided in the associated spreadsheet (HR_Analytics_UA_Lineage.xlsx)]. Key points: Start with populating the core HR dimension CSV files, like Employee, Job, Pay Grade, HR Position, Employment etc. Then configure subject area specific HR dimensions, like Job Requisitions, Recruitment Source etc (when i...