OTBI-E Pre-built Analytics for HCM & CX in the Cloud

Copyright © 2014 Oracle and/or its affiliates. All rights reserved. |

OTBI-E Pre-built Analytics for HCM & CX in the Cloud DOAG

Oracle Confidential – Restricted 1

Eva Michel, Principal Sales Consultant – Business Analytics 10 June 2015

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.


Program Agenda

Key Questions & Typical User Groups of OTBI-E

Operational vs Strategic BI in the cloud

OTBI Enterprise: Showcase HCM

Coming soon: OTBI Enterprise for CX

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Key Strategic Questions

Will we the right competencies in place – 3-5 years from now? How can we overcome known risks to service goals?

Are we hiring and retaining the right front-office talent? Is our service and product quality improving our brand?

Are we paying our employees competitively? Is our customer experience driving loyalty and profitability?

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HR

CX

Head of Sales • Acquire, develop and retain profitable

customer relationships

• Develop and execute revenue generation strategies to achieve goals and growth

• Hire, manage and retain high-performance sales and marketing talent

Finance/Operations Analyst • Deliver relevant, timely and meaningful financial

information to front-office business leaders

• Consolidate and synthesize cross-domain metrics

• Monitor key metrics across sales, marketing, service, HR, finance & customer experience

• Monitor cost and efficiency of CRM, HR programs

Strategic Insight for different Roles

Chief HR Officer • Develop talent strategy and systems to enable

sustainable growth

• Manage global regulatory and compliance risk

• Develop global leadership pipeline

• Increase retention of top performers

Example: Strategic Human Resource Management Functional Decision Flow

Qu

esti

on

Are we losing key talent?

Act

ion

Identify at-risk key talent for retention.

Insi

ght

•What is the turnover trend? •Where are the retention

hotspots? •What is the skill loss from

the turnover? •What is the cost of

turnover?

Are we providing career development opportunities?

• What skills and job experiences produce high performance?

• Are there adequate cross-team, cross-functional experiences?

• Is top talent groomed for leadership positions?

Are we rewarding employees competitively?

• How is our compensation compared to the market?

• Are we rewarding high performance?

• How did compensation affect employee retention historically?

Identify development and training opportunities for employee development.

Offer competitive compensation packages for key retention roles

Chief HR Officer •Develop talent strategy and systems

to enable sustainable growth

•Manage global regulatory and compliance risk

•Develop global leadership pipeline

Today’s World The Board wants to know what you’re doing about employee turnover

• Data scattered across multiple systems

• No single source of the truth

HCM

Finance

Recruiting

HR Analyst

• Management by spreadsheet

• Inconsistent business processes

No accurate view of workforce profile

Lack of visibility into the effectiveness of HR programs

Poor alignment of talent management strategy with corporate strategy

Time wasted gathering data to manage and report

Business Challenges

Program Agenda





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Delivering Business Intelligence to All Users

Analysts • Executive Briefings

• Compliance Reporting

• Monitor Costs and Efficiency

Executives • Strategic Planning

• Risk Management

• Opportunity Identification

• Focus on Metrics/KPIs (Is Metric Above/Below Goal?)

Mid-level Managers • Tactical Planning

• Problem Escalation

• Operations Mgmt.

• Focus on Measures (Count/Sum/Avg of Item/Event)

Employees • Monitor Daily Operations

• Problem Solving

• Support Daily Decision Making

Mid-level managers and employees need real-time operational information from their business intelligence to support their daily work.

Executives and analysts need strategic insights, trends, and future probabilities that will help shape the future of the company, impacting competitiveness, profitability, and growth.

Operational Reporting (alignment within LOB/single source)

Strategic Analytics (alignment across LOBs/multi source)

OTBI Standard

Real-time analytics embedded in SaaS Applications

• Designed for line workers and managers • Supports daily operations • Single data sourced

OTBI Enterprise

Deeper analytics for a comprehensive view

• Designed for executives, managers and analysts • Supports strategic planning, forecasting, etc. • Multi data sourced (incl. non-Oracle on-premise source

systems)

Operational vs. Strategic Business Intelligence

Example: HR Analytics Maturity Model OTBI and OTBI Enterprise together cover the Full Spectrum

HR

Info

rmat

ion

Mat

uri

ty

Transactional Increasing Business

Value Strategic

Data & Basic Reporting

Consolidated Reporting

Basic Analysis

Cross-process and Functional

Analysis

Predictive Analysis

What is happening?

Why is it happening?

What might be happening?

• Data Integrity & Quality • Basic Employee Lists & Extracts • Compliance Reporting

• Process-specific Analytics • Single Source of Data

• Integrated Analytics • Multiple Sources of Data

• Organization, Job & Workforce Predictive Analysis

• Cause and Effect

Deloitte

OTB

I Stand

ard

OTB

I Ente

rprise

Program Agenda





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Oracle BI Applications for On-Premise Applications Extensive experience – providing pre-built analytics for nearly 10 years

CRM ANALYTICS

ORACLE BUSINESS INTELLIGENCE FOUNDATION AND OTHER OPERATIONAL AND ANALYTIC SOURCES

SOURCE ADAPTERS:

SALES

• Pipeline Analysis

• Forecast Accuracy

• Up-sell/Cross-sell

• Cycle Times

• Lead Conversion

• Sales Team Effectiveness

MARKETING

• Campaign Effectiveness

• Customer Insight

• Product Propensity

• Market Basket Analysis

• Campaign ROI

SERVICE &

CONTACT CENTER

• Service Effectiveness

• Customer Satisfaction

• Resolution Rates

• Service Rep Efficiency

• Service Cost

• Service Trends

PRICE

• Price Segments

• Price Waterfall Analysis

• Deal Life Cycle

• Deal Desk Analysis

• Product Pricing Performance

LOYALTY

• Member Demographics

• Membership Trends

• Promotion Cost

• Promotion Effectiveness

• Points Analysis

ERP ANALYTICS

FINANCIALS

• General Ledger

• Accounts Receivable

• Accounts Payable

• Fixed Assets

• Profitability

• Expense Management

PROCUREMENT &

SPEND

• Direct & Ind Spend

• Sourcing

• Buyer Productivity

• Contract Compliance

• Supplier Perf.

• Purch. Cycle Time

• Employee Expense

SUPPLY CHAIN &

ORDER MGMT

• Revenue & Backlog

• Inventory Analysis

• Fulfillment Status

• Customer Status

• Order Cycle Time

• BOM Analysis

PROJECTS

• Project Funding and Budget

• Product Cost

• Project Revenue

• Project Billing

• Project Profitability

• Resource Mgmt

HUMAN

RESOURCES

• Emp Productivity

• Compensation

• Talent Management

• Recruiting Analysis

• Learning Analysis

• Workforce Profile

• Time & Labor

MANUFACTURING

• Plan to Produce

• Work Orders

• Inventory and WIP

• Quality, Resource Usage

• Bill of Material

• Costing

• Kanban

ENTERPRISE ASSET

MANAGEMENT

• Maintenance History

• Maintenance Costing

• Asset Genealogy

• Breakdown & Preventive

• Quality

• Inventory

STUDENT

INFORMATION

• Admissions and Recruiting

• Student Records

• Student Financials

http://www.siebel.com/

http://www.peoplesoft.com/corp/en/public_index.jsp

What’s New in BI Applications 11.1.1.9

New Content Enhancements

HR Talent Profile (Fusion HCM) headcount gain/loss for

generic hierarchy Sales

Sales Activity Analytics (Fusion, SBL)

Activity Contact and Resource (Fusion)

New Oracle Cloud Application Sources for Hybrid Analytics

Oracle Sales Cloud

Oracle HCM Cloud

HCM and CX

Faster Innovation

• Faster pace to product innovation

• Modern, global platform

• Shorter upgrade cycle

State of the Art Analytics

• Best-practice analytical content

• User experience-focused design

• Seamless integration

Lower Cost

• Reduced infrastructure cost

• Reduced IT maintenance cost

• Reduced customization and upgrade cost

Lower Risk

• Reduced administrative burden

• Guaranteed system availability

• Scalable platform for future expansion

Key Drivers for Moving to the Cloud


HR Executives need to leverage the integrated cloud for their full range of analytic needs:

• Where are staffing risks in the future? What’s the root cause of the risk?

• How do we retain talent?

• How do we develop talent?

• How do we maximize productivity of employees while containing costs?

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Strategic Human Resource Management Modern HCM Cloud delivers Enterprise Analytics

•Automated Provisioning

•Fast Deployment (nothing to install)

•99.5% Service Availability

• Pre-built ETL Designed to Extract from over 3000 Operational Tables

• No Configuration or Development Required

• Pre-built Dashboards , Reports, Metrics, & KPIs

• Pre-built BI Metadata

• Pre-built Data Warehouse

• 14 Subject Areas

• Designed Specifically for HR Analysis

Content Data

Warehouse

Service Delivery

Data Integration

OTBI Enterprise for HCM

OTBI Enterprise for Human Capital Management Solution Components


•HR Executive Dashboard • Overview • Workforce Health Summary • Headcount Overview • Internal Mobility • Costs • Talent • Demographics

•Workforce Effectiveness • Corporate Contribution • Effectiveness • Trends

•Workforce Deployment • Staffing • Demographics • Trends • Retention Hotspots • Top Performers • Trends

What’s in OTBI Enterprise for HCM? Dashboards 11 Reports 420 Attributes 1766 Metrics 1215

•Workforce Development • Employee Performance by

Supervisor • Employee Performance • Supervisor Performance • Internal Mobility • Top Performers • Under Performers

•Compensation • Salary Compression • Pay for Performance

•Absence and Accrual • Accrual • Absence Trends • Absence Details • Absence Calendar

•Recruitment • Requisitions • Vacancy Analysis • Recruitment Pipeline • Offer Analysis • New Hires • Applicant Pool • Quality of Hire • Recruiter Effectiveness • Requisition Recruitment

Activities • Recruitment Event Details • Candidate Sourcing

•Talent Management • Employee Competency • Competency Gap • Job Profile • Employee Talent Profile • Performance Potential 9

Box

•Learning • Manage Enrollments • Training Results • Delivered Training

•Payroll • Overview • Payroll Trend • Payroll Cost • Overtime Spend • Payroll Labor Hours

• Time and Labor • Timecard Monitoring • Processed Time • Time Coverage • Time Trend • Estimated Labor Cost

Dimensions 165


Example: HR Executive Dashboard

The HR Executive dashboard provides a global view of workforce health, activity, composition, costs, and talent. Tabs are organized by major HCM topic, described below.

Oracle Confidential – Internal/Restricted/Highly Restricted 19

Headcount gains, losses, and change. Includes analyses of hire sources and loss reasons.

Employee transfer and promotion activity trends and recent activity by department.

Summarized workforce health for the selected month and trending for previous 12 months.

Workforce costs by department, including cost distribution by several dimensions.

Displays workforce performance for the selected month and trending for previous 12 months.

Workforce demographic information by several dimensions, as well as projection of retiring workers.

Leadership composition, span of control, and organization depth by department.

Any Mobile Device Any MS Office Format with Smart View

Any Distribution Format Web / Email / Print

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OTBI Enterprise for Human Capital Management Available in any format

Identify Problem Area: Worker Attrition Identify Reason: Retirement & Better Opportunities

Identify Cause: Aging Management over Next 5 Years Identify Cause: Workers Underpaid vs. Other Departments

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OTBI Enterprise for Human Capital Management

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Demo Flow

OTBI Enterprise for Human Capital Management Single Cloud Provider: Secure, Integrated, Robust, Easy

Oracle HCM Cloud Service

OTBI Enterprise for Oracle HCM

Cloud Service

• Data remains secure within Oracle Data Center

Data is not transferred over the Internet between cloud providers or through 3rd party cloud integration services

• High performance communication between source and analytics systems Avoids slow and costly transmission over Internet

• Single point-of-contact for support No “run around” when identifying problem with a multi-cloud/3rd party integrator environment

• Single umbrella contract to manage and single Account Team to work with

• Turnkey Integration

• Entire set of cloud services monitored by Oracle Cloud Operations

Benefits of One Cloud Provider

Security

• Data remains behind Oracle firewall

• Data encrypted while in transit between Fusion HCM and OTBI Enterprise

Data Security 1

• OTBI Enterprise users can only view what they have access to in Fusion HCM

• Oracle Single Sign-On Support

User/Role Security 2

• Hardened platform (unnecessary protocols/services disabled, aggressive patching, restricted access, etc.)

• Best-in-Class Physical Security

Platform Security 3

Performance & Availability

• Service guaranteed to be available 99.5% of time

• OTBI Enterprise built and deployed on industry’s most resilient architecture and infrastructure

Service Level Agreement 1

• Uses Industry Leading High Performance

• Oracle BI Foundation

• Oracle Database

High-Performance Oracle Architecture 2

• State-of-the-Art and Redundant Hardware Infrastructure

• Fiber-optic Network

High-Performance Data Center 3

OTBI Enterprise for Human Capital Management Single Cloud Provider: Security, Performance, & Availability

Support

• No Uncertainty on Who to Contact for Support (unlike multi-vendor solutions)

• Leverages My Oracle Support (MOS)

• Detail here

Single Point-of-Contact 1

• Oracle supports all components of solution: Fusion HCM, OTBI Enterprise, Platform/Middleware, Data Warehouse, and Data Center Infrastructure.

End-to-End Responsibility 2

• Leverages all internal Oracle support processes, automation, and tools to manage customer issues

• Focus on customer success and time-to-resolution

Efficient Support 3

Maintenance

• OTBI Enterprise service monitored 24x7

• Daily incremental loading of data from Fusion HCM to OTBI Enterprise monitored daily

Monitoring 1

• Oracle manages all service stack patching

• Regular maintenance windows to ensure SLA and deliver service improvements regularly.

Service Updates 2

• Daily Data Warehouse Backups

• Daily OTBI Enterprise Web Catalog Backup

Backups 3

OTBI Enterprise for Human Capital Management Single Cloud Provider: Support and Maintenance

Deployment Options

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Possible Deployment Options

Non-Oracle HCM Apps

Taleo

Fusion HCM

On-Premise

BI App Data Warehouse

On-Premise

Supported Sources

BI Applications

HR Analytics Deployment Options

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OTBI Enterprise

HR Analytics On-Premise Deployment

Non-Oracle HCM Apps

Taleo

Fusion HCM

On-Premise


Cloud Source Staging

Cloud Source Replication

On-Premise

On-Premise HR Analytics

Direct database ETL

Universal Adaptor

Planned in 2015

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HR Analytics Cloud Deployment (OTBI-E)

Non-Oracle HCM Apps

Taleo

Fusion HCM

On-Premise


Cloud Source Staging

Cloud Source Replication

On-Premise

OTBI Enterprise

Data Upload to Cloud

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Planned in 2015

Program Agenda





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Copyright © 2014 Oracle and/or its affiliates. All rights reserved. | 30 Oracle Confidential – Internal

Strategic Customer Relationship Management OTBI Enterprise for CRM delivers Enterprise Analytics

CRM Executives need to leverage the integrated cloud for their full range of analytic needs:

• Where are sales and marketing risks in the future? What’s the root cause of the risk?

• How do we improve our customer experience to drive loyalty at an acceptable cost?

• How do we retain and develop talent?

• How do we maximize productivity and effectiveness of the front-office?

Oracle Customer Experience Platform

•Automated Provisioning

•Fast Deployment (nothing to install)

•99.5% Service Availability

• Pre-built ETL Designed to Extract from over 150 Operational Tables

• No Configuration or Development Required

• Pre-built Dashboards , Reports, Metrics, & KPIs

• Pre-built BI Metadata

• Ad-hoc Analysis & Custom Reporting

• Pre-built Data Warehouse

• 47 Star Schemas

• 24 Subject Areas

• Designed for CX Analyses

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Content Data

Warehouse

Service Delivery

Data Integration

OTBI Enterprise for CRM

OTBI Enterprise for CX Solution Components

In Preview

In Preview

Consolidates data from Oracle RightNow, Sales Cloud, CPQ and ERP for risk scores.

In Preview

Drills into data underlying these trends from Oracle Sales Cloud, RightNow, CPQ and ERP.

OTBI-E Pre-built Analytics for HCM & CX in the Cloud

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