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OBIEE - Human Resource (HR) |
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Are you struggling to get relevant information related to payroll, performance management, budgeting systems, departmental spreadsheets? Human resources is strategic to the company and vital in making critical choices relating to hiring, training and right-sizing decisions. You should be able to get quick access to summarized information relating to employee turnover, healthcare costs, staffing levels and training costs.
Are you able to analyze the effectiveness of incentives and compare the compensation? Are you able to ensure all compliance procedures have been followed and tracked so that the company will not be subject to lawsuits with respect to benefits, medical leave acts and labor laws? Would you also like to look at aging retirement and other trends?
You need to be able to get critical information from data that is stored in disparate sources and be able to take quick decisions based across departments, managerial levels and regions.
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Benefits of OBIEE - Human Resource:
- Provide strategic workforce performance information.
- Determine key factors that drive employee productivity.
- Gain visibility to employee performance.
- Increase retention levels and reduce turnover and hiring costs.
- Ensure fair and equitable compensation.
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Scenario: Powerful, timely and actionable information help prevent issues from becoming problems. For example, when overtime levels at a production facility are in danger of exceeding budgeted levels, Oracle Human Resource Analytics sends an alert to the plant manager and company controller. Armed with this information, they can quickly correct the deviation, preserve profit margins and examine alternatives to paying overtime such as hiring contractors or more full-time workers.
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KPIs:
HR Performance - ROI on HR and strategic value in the organization.
Operations - global staffing, retention, contingent labor usage, talent development.
Compensation - payroll costs, spend on overtime, variable compensation, reward and retain high performers.
Recruiting - measuring quality of hire, candidate sourcing, requirement pipeline, vacancies, time to fill.
Learning Management - program enrollment, program completions.
Leave and Absence - planned absence, unexpected absence, tracking absence events over time.
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