HR Vision: The Power to Know Your Workforce

Transcription

1 HR Vision: The Power to Know Your Workforce Betty Silver HR Vision Product Strategist Copyright 2000, SAS Institute Inc. All rights reserved.

2 Discussion Points! Changes affecting the Role of HR! Evolution of HR Systems! HR Vision The Power to Know Your Workforce

3 Discussion Points! The Changing Role of HR! Evolution of HR Systems! HR Vision The Power to Know Your Workforce! Backed by a World Class Organization! Our Partners! Demonstration

4 HR:An Expanded Model Strategic Business Impact HR for the Enterprise HR Business Management The Comfort Zone HR Strategy Tactical Low Technical Complexity High Source: Gartner Group

5 HR:An Expanded Model Strategic Business Impact HR for the Enterprise HR Business Management The Comfort Zone HR Strategy Tactical Low Technical Complexity High Source: Gartner Group

6 HR Paradigm Shift Decision Support 60% Focus on Strategic Tasks 60% Focus on Administrative Tasks Past Mode of Operation Current/Future Mode of Operation

7 Human Resources: Outside the Comfort Zone HR professionals have long been the gatekeepers, administrators, and legal watchdogs for corporations. Few companies expected anything more from HR. Yet, times have changed. Today more corporations want HR to actively contribute to making the company more competitive. Jenni Lehman, Analyst & Research Director for Applications Technology Gartner Group

8 HR Paradigm Shift Decision Support Decision Support Control Decision Support Reporting Transactional Processing Old Paradigm Control Reporting Transactional Processing New Paradigm

9 Changing Business Environment! Changes in Market Conditions! Changes in Core Business Strategy! Changes in Human Resource Function

10 Changing Market Conditions! Tight Labor Markets! Global Competition! Changing Labor Demographics! Rapid Technology Shifts

11 Changes in Core Business Strategy! Mergers and Acquisitions! Restructuring/Reorganizing! New Markets, New Products

12 Changing Human Resource Function! Tactical to Strategic! Drive Workforce Strategies! Greater Emphasis on Analytics (Forecasting and Trending)

13 Questions Impacting Today! How does the HR function support the strategic goals of the organization?! How do I compete in the market for hiring the best and the brightest?! Once I ve hired - how do I retain these employee in such a tight labor market?

14 Questions Impacting Tomorrow! What is the impact of a potential merger or acquisition on my workforce?! How do I merge the potential workforce demographic diversity of the combined organizations?! Do I have the core competencies needed to carry out current & future initiatives?! Which employees warrant an investment retention?

15 HR:An Expanded Model Strategic Business Impact HR for the Enterprise HR Business Management The Comfort Zone HR Strategy Tactical Low Technical Complexity High Source: Gartner Group

16 HR Information Evolves! Automation for the tactical operations! Basic Reporting, Self Service & Workflow! Measurements linking KPIs! Forecasting and Trending address future business plans

17 Goals of ERP Systems! Automation Self Service Workflow Data Entry! Cost Justification Work load can be handled by current staff! Speed Paper based to PC based

18 ERP Data Considerations! Data Entry with efficient storage! Single entry extraction - easy! Aggregate extraction- difficult! Data entry can lead to Human error

19 ERP Benefits! Efficiently handles Tactical Applications! Designed for automating employee information gathering! Faster, Cheaper, Accurate than manual or legacy systems! Data is stored efficiently for transactional processing

20 Integration with Transactional Systems Operational Environment PeopleSoft SAP Oracle Lawson Homegrown External Sources Data In Decision Support Environment HR Vision Information Out

21 Information Delivery Process Data In Manage Organize Exploit Information Out

22 ERP Systems Self Service Transactional Data Work Flow Enterprise Resource Systems Add-ons Reporting Add-ons

23 ERP Systems Self Service Transactional Data Work Flow Enterprise Resource Systems Add-ons Reporting Query Add-ons

24 !Decisions affecting the success of an organization are made based on information and knowledge.! Data you need! Data you can trust HR Data! Data you can easily access! Data you can use and manipulate! Data that is readily available & timely! Data you can easily find

25 Common Data Problems HR & HRIT! Accessing enterprise-wide data! Data consistency is often problematic! Response times to queries are slow! Gathering data takes too long! Focus on running the business, not analyzing

26 The Goal Of A Decision Support Systems is to.. Analyze Explore Present Analyze Data to identify trends Data to quantify the trends Present In ways useful to decision makers

27 Components Of Decision Support Systems Decision Support Systems Query Analytical Reporting OLAP

28 Decision Support Systems! Built specifically for reporting, not transactional based processing! Data Mart is designed for quick returns on queries, reports, OLAP! Data has been cleansed for accuracy and loaded into the repository

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30 What s the Difference? Data Performance Reporting ERP Expensive & mandatory cleansing process Optimized for data in - moving single records Environment not HR-Friendly DSS Automated, repeated cleansing tools Optimized for multiple record reads - Information out Multi-dimensional view HR Specific Most all views of HR data is a click away

31 HR Data Mart Finance Data Mart Components Of Data Warehouses Enterprise Data Warehouse Marketing Data Mart Purchasing Data Mart Decision Support Systems Query Reporting OLAP Analytical

32 Data Warehousing! Faster Query Performance! Better Performance due to being separate from Transaction Systems! Clean, Integrated Data! Contains Business data and delivers a common view

33 How it all fits together Standard Reports Standard Reports Standard Reports Standard Reports Standard Reports HR Legacy System SAP / PS Excel Access Database External Sources DATA ASSEMBLY, CLEANSING, AND INTEGRATION Data Warehouse Planning & Analysis Tools Query & Reporting Tool Standard & Ad Hoc Reports across systems / business areas

34 What s the Difference? Data ERP Accept what is keyed in DSS Accessible, Clean, Accurate & Reliable Performance Optimized for data in Stored in a Data Warehouse Reporting Environment not HR-Friendly OLAP at users fingertips. Different Views of HR data is a click away

35 HR Vision...From the Back Room to the Boardroom

36 Why HR Vision? Our long-term goal is for HR Vision to be a single enterprise tool that everyone uses Deere & Company HR Vision will make generating reports on turnover, trending, Equal Employment Opportunity requirements, and compensation much easier and faster. Carolina Power & Light I argued for a product like HR Vision because I knew if we tried to put in a data warehouse for all core businesses, it could take years. Montgomery Co. Government

37 HR Vision can:! Benchmark internal and external measures, enabling companies to compare themselves to best practices.! Analyze the factors that lead to employee turnover and how it affects business performance and goals.! Forecast and model total compensation plans and costs.! Analyze the impact on the workforce of possible restructuring or new markets.

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46 HR Vision can:! Benchmark internal and external measures, enabling companies to compare themselves to best practices.! Forecast and model total compensation plans and costs.! Analyze the factors that lead to employee turnover and how it affects business performance and goals.! Analyze the impact on the workforce of M&A, restructuring, or new markets.

47 HR Vision - What's included?! HR-specific Graphical User Interface! Workforce Data Warehouse Model! Menu-driven Analysis! Query & Reporting

48 How do we do it?! Through a proven Data Warehousing Methodology! Scale large amounts of aggregate data! Provide user-defined simulation of turnover, headcount,compensation, retention, org charts! Distribute flexible reporting that enables multidimensional views of integrated data! Designing a data model specifically for the Human Resource function

49 Who s doing it? Our long-term goal is for HR Vision to be a single enterprise tool that everyone uses Deere & Company HR Vision will make generating reports on turnover, trending, Equal Employment Opportunity requirements, and compensation much easier and faster. Carolina Power & Light I argued for a product like HR Vision because I knew if we tried to put in a data warehouse for all core businesses, it could take years. Montgomery Co. Government

50 Our Partners! Hewitt Associates HR Management Consultants Worldwide! ORC (Organizational Resource Counselors) Incorporating metrics for measuring Human Capitol! Saratoga Institute Benchmarking organization providing data in many different industries! HR Technologies Automation of competency tracking

51 Recognized by the Industry The most advanced tool for HR data mining and the data mart is HR Vision from SAS Institute Inc. of Cary, NC Jenni Lehman, Analyst & Research Director for Applications Technology

52 Applauded by the press

53 Why SAS?! World-class software and services: 98% of SAS customers renew annually; 67% purchase more.! Business and industry expertise: 98 of the Fortune 100 and 90% of the Global 500 use SAS.! Customer-driven: Over 24 years, SAS has helped 3.5 million customers in 120 countries.

54 A consistent record of growth 1000 Revenue (in Millions of Dollars ) '88 '89 '90 '91 '92 '93 '94 '95 '96 '97 '98 '99

55 Our mission: At SAS, our mission is to deliver superior software and services that give people the power to make the right decisions. We want to be your most valued competitive weapon in business decision making.

56 Demonstration