Obia Hr

Topics: Strategic management, Employment, Human resource management Pages: 5 (840 words) Published: January 26, 2013
Components of OBIA
1.ERP Analytics
• Oracle Financial Analytics
• Oracle Procurement and Spend Analytics
• Oracle Human Resources Analytics
• Oracle Supply Chain and Order Management Analytics
• Oracle Spend Classification Analytics
• Oracle Project Analytics
2.CRM Analytics
• Oracle Sales Analytics
• Oracle Service Analytics
• Oracle Marketing Analytics
• Oracle Contact Center Analytics
• Oracle Loyalty Analytics
• Oracle Price Analytics
3.Industry Applications
• Oracle US Federal Financial Analytics

HR Reporting Types of Reports
HR Reporting  - Types of HR Reports

Security - LDAP or Alternative.
All reports should be driven off a Position/ Job or Organisation style Hierarchy Points to take note of - Multiple Subordinates within a Position. Take Note of Key KPI's - Such Absences
level of Visibility - Salary etc.

All Reports should support Date Tracking - Historical Changes

1. Headcount - Reporting - By Department - Team - Other Hierarchy Headcount - To make sure all the Employees are accounted for and Company headcount is correct within OBIEE 2. Starters - Leavers - Transfers Reporting by Hierarchy drill Have Visibility over SCD Type 2 (Slowly Changing Dimensions the Flow of employees moving departments / Positions etc, Leaving and starting the company is correct)

3. Gather and store Employee Information within Dimensions

Next Move on to all other HR Related Reporting
4. Absences - Reporting - KPI Reports - Trends / Patterns
   -Long Term Absences
   -Open Ended Absences
   -SSP / SMP / OSP etc
   -Holiday Requests - Absence Calendar Style Reporting

5. Diversity Reporting
   - Ethnic Origin / Disability / Age Reporting > 65 etc...

6. Competency and Training Stats
  - Employees competency vs Position or Job Competencies

7. Salary Reporting
  - Under 25k , Over 100k Etc

8. Recruitment – 
   - Conversion percentage from sourcing to selection / joining and other variants to show recruitment effectiveness

9. Performance Monitoring by hierarchy / department / team

10. Reward & Pay Visibility – Allowance analysis by hierarchy / Position / Grade / years of service    - Non Plan expenditure analysis like Over Time etc. by hierarchy / department / grade    - Average salaries by grade

11. Audit Reporting Stats - Change of Name, Salary, NI Number etc

HR Kpi Definitions
HR Key Performance Indicators 

Frequently used HR Key Performance Indicators include: 
FTE = full time employees
Revenue per Employee (FTE) 
Assets per FTE 
Training Hours per FTE 
Training Costs per FTE 
HR Department Cost per FTE 
FTEs per HR Department FTE 
Acceptance Rate 
Average Cost per Hire 
Absence Rate 
Turnover Rate
Resignation Rate 
Human Investment Ratio 
Compensation & Benefits/Revenue 
Average Remuneration
Time taken per recruitment
Cost per recruitment

The HR Balanced Scorecard is the measurement tool. It provides the management with a tool and a process to measure the performance of people practices and the HR function from multiple perspectives: 1. Strategic Perspective — the results of strategic initiatives managed by the HR group. The strategic perspective focuses on the measurement of the effectiveness of major strategy-linked people goals. For instance, the business strategy called for major organizational change programs as the business faced major restructuring and multiple mergers and acquisitions. In this context, the organization’s change management capability will be a key factor in the success or failure of its execution. Therefore, measuring the ability of the business to manage change...
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