HR TOMORROW: STREAMLINED AND STRATEGIC SEAN LOISELLE Senior Director, Human Capital Management Oracle Asia Pacific A DAY IN THE LIFE OF HR 4 Key Business Processes Page 1 1 #1 GLOBAL HR PRIORITY From Daily Administration to Strategic Consultation Source: Mercer Human Resource Consulting THE TECHNOLOGY CHALLENGE Multiple Systems which Overlap in HR Processes Legacy Systems Multip leMultiple Multiple Payro Payrolls Payrolls lls Training Point Solutions Legacy Systems Home Grown Application Recruiting Point Solutions Legacy Systems Home Grown Application Multiple Payrolls Training Point Solutions Home Grown Application Recruiting Point Solutions Multiple Multiple Payrolls Payrolls Legacy Systems Page 2 2 Process 1: Plan, Attract, Onboard PLAN: WORKFORCE ANALYTICS Seeing the Big Picture RealReal-time Headcount Metrics Contingent Worker Metrics Elizabeth Barrett – Injured Arm. Out 2 days Alert! Number of Injuries exceeds target Michael Perone – Disputed Hours Emma Saxon – Performance Plan Initiated Austin Darcy – CPP expiring in 30 days Compensation Metrics Page 3 3 ATTRACT: RECRUITER DASHBOARD Single View of all Recruiting Activities Headcount Approval Status UserUser-specific Current Candidates ToTo-do List ONBOARD: RAPID ONBOARDING Looking Ahead Oracle HCM Solutions From Zero to Productivity Page 4 4 Process 2: Assess, Design, Develop ASSESS: PERFORMANCE MANAGEMENT Appraisals for Goal-setting, Measurement & Reporting Create templates for different usage Rate competencies onon-line Track Completion Status RealReal-time tracking of individual performance vs. objectives Page 5 5 DESIGN: COMPETENCY MANAGEMENT Identifying Skills Gaps to Optimize Development Skills Gap Analysis – by individual or team Status against total training plan Ranking within organization DEVELOP: ONLINE & CLASSROOM TRAINING Integrated and Measureable Easy to Use, BuiltBuilt-in Assessments Page 6 6 Process 3: Optimize, Track, Monitor OPTIMIZE: HR SELF-SERVICE Highest Immediate ROI HR Technology Remove HR as the Bottleneck Employee Empowerment Page 7 7 TRACK: DASHBOARDS & REPORTS Customized by Role and Reporting Requirements HCM Dashboard Automated Reports MONITOR: WORKFORCE SCORECARD Real-time Progress Indicator PrePre-packaged Key Performance Indicators Tracking of Critical Success Factors and Current Focus Areas Page 8 8 MONITOR: STANDARD REPORTS Included with the Technology Workforce Staffing and Turnover Absence • Employee Count Compensation • Composition and Benefits • Action Counts (hire, separation, promotion, transfer, active, etc…) • Workforce Movement • Staffing Status • Applicant Summary • Separation Analysis • Cost, Type and Expense • Leave Balance Health and Safety • Total Compensation Values, Ratios and Expenses • Benefits Enrollment Status • Contributions and Expenses • Health/Wellness Expense • Incidents • Lost time • Workers’ Compensation Training and • Competency Maps Competencies • Skills Inventory • Training Investment Profile Process 4: Plan, Incent, Reward Page 9 9 PLAN, INCENT& REWARD: COMPENSATION WORKBENCH Total Compensation View Status by Manager SUMMARY: RECOMMENDATIONS eHR: Strategic Expertise Through IT 1. Employee Data Hub, Dashboards and Reports Multiple Payrolls Training Point Solutions Recruiting Point Solutions Legacy Systems Employee Data Hub Home Grown Application 2. Self Service 3. Performance and Learning Management Page 10 10 Oracle HCM ORACLE: #1 Solutions in HCM Sean Loiselle Oracle Asia-Pacific Page 11 11
