human resources(obiee) 7.9.6.3 product guide

The information contained in this document is subje ct to change without notice. This document is not w arranted to be error free.

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.


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.

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Human Resources Analytics 7.9.6.3 Product Guide

BI Apps are more thanDashboards and Reports!

• Do not base your decisions and judgments on capabilities of the BI Applications just on this content alone

• The following slides provide a sample of the out of the box BI Applications content – the BI Applications offer


box BI Applications content – the BI Applications offer much more

• The rich subject areas of the BI Applications enable our customers to build thousands of additional reports and dashboards very quickly with little incremental effort

DASHBOARDS& REPORTS

• Prebuilt best practice library

• “One size does NOT fit all”

More than just dashboards and reportsMuch more lies under the surface


SUBJECT AREAS

• Many metrics and dimensional attributes not surfaced by prebuilt dashboards and reports

• Possibilities are endless• Incremental work to build more content from this foundation

More than just dashboards and reportsAnswers unlocks limitless combinations

• Oracle Answers together with prebuilt Subject Areas = unlimited analytical possibilities

• Almost limitless combinations of analysis entities aligned with business objectives


business objectives• Many metrics and dimensional

attributes not surfaced by prebuilt dashboards and reports but in Subject Areas – simplified views provided according to usability best practices

More than just dashboards and reportsOne Subject Area, Unlimited Possibilities

• HR – Workforce Profile Subject Area• Same Subject Area, Different Analyses

Report showing turnover trend by Organization & Loc ation


Analyze turnover by job, tenure & high potential st atus

Derived calculation in Oracle AnswersOne Subject Area, Unlimited Possibilities


Derived calculations can be created in Oracle Answers with

simple expression builder

99 standard ANSI SQL functions can

be leveraged

Even more metric value under the surface

Subset of logical measures are exposed in presentation layer

Not all measures in presentation layer used in reports & dashboards

Metrics in Subject Areas

Metrics used in Reports &

Dashboards


Measures from physical columns in data warehouse

Aggregations, time series calculations and derived calculated measures extend physical measures

Metrics in Logical Layer

Metrics in Physical Warehouse

Typical Effort & Customization balance

Extension of DW Schema for

Additional derived metrics, custom drill paths, exposing extensions in physical, logical and presentation layer, etc.

Additional dashboards and reports, guided and conditional navigations, iBots, etc.Easy

Moderate

Dashboards & Reports

OBIEE Metadata


Extension of DW Schema for extension columns, additional tables, external sources, aggregates, indices, etc.

Extension of ETL for extension columns, descriptive flexfields, additional tables, external sources, etc.

Level ofEffort

Degree of Customization

Intermediate

Involved

DW Schema

ETL

What’s in Human Resources Analytics 7.9.6

• Retention• Overview• Retention Hotspots• Top Performers• Trends

• Absence• Overview• Absence Trends

• No. of dashboards 9• No. of dashboard pages 47• No. of reports 238• No. of metrics 325

• Recruitment• Overview• Requisitions• Vacancy Analysis• Recruitment Pipeline• Offer Analysis• New Hires• Applicant Pool• Quality of Hire

• Human Resource Performance

• Corporate Contribution• Effectiveness• Trends

• Workforce Profile• Overview• Staffing


• Absence Details• Absence Calendar

• Compensation• Overview• Compensation Analysis• Trends• Pay for Performance

• US Statutory Compliance• Overview• EEO Compliance• EEO Audit• VETS 100• AAP

• Quality of Hire• Recruiter Effectiveness• Requisition Recruitment

Activities• Recruitment Event Details• Candidate Sourcing

• Learning• Overview• Manage Enrollments• Training Results• Delivered Training

• Staffing• Demographics• Trends

• Workforce Development• Overview• Employee Performance

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

Roles Benefiting from Human Resources AnalyticsHuman

Resource Performance

Workforce Profile

WorkforceDevelopment

Retention Compensation

Primary:• VP of HR• CEO• CFO

Primary:• VP of HR• HR Manager• HR Analyst• Line Managers





Secondary:• HR Manager• HR Analyst

Secondary:• CEO

Secondary:• CEO

Secondary:• CEO• Recruiting

Manager

Secondary:• CEO• CFO

Roles Benefiting from Human Resources Analytics

Recruitment Learning Absence US Statutory Compliance

Primary:• VP of Staffing• Recruiter Manager• Recruiter

Primary:• Learning Manager• HR Analyst• Line Managers


Primary:• HR Manager• HR Analyst• HR Compliance Analyst


Secondary:• VP of HR• Line Managers

Secondary:• CEO• VP of HR

Secondary:• CEO• CFO

Secondary:• VP of HR

Absence Dashboard

The Absence Dashboard helps organizations to better manage employee absenteeism. This dashboard not only proactively monitors absenteeism to help reduce productivity loss but also promotes leave as a benefit to help employees achieve better work life balance.

Overview Absence DetailsAbsence Trends

Analyzes employee absence rate and work

Absence Calendar

Monitor employees’ absence “days out” in an


High level overview of the workforce absence rate, workdays lost and employee absence type and duration

Monitor employees absence at the organizational or location detail level

absence rate and work days lost by organizational hierarchy, geography and/or by absence category or type

absence “days out” in an annual calendar format

Compensation Dashboard

The Compensation Dashboard has been designed to display analysis of all employee's base and variable compensation throughout the organization.

Overview Trends Pay for PerformanceCompensation Analysis

Analyzes relationship between compensation /

View compensation detail by organization, job and


Shows distribution of compensation across a variety of dimensions including job, geography, and organization.

promotions and employee performance

by organization, job and location

Displays analysis of compensation, promotions, and employee performance over time

Human Resource Performance Dashboard

The Human Resource Performance Dashboard has been developed for a high level view of overall human resource organization's performance as it pertains to overall company performance. It focuses on key metrics to evaluate employee contribution, productivity, and costs.

Corporate Contribution TrendsEffectiveness

Analyzes headcount, hires, terminations and key


Shows key human resource metrics like productivity and return on human capital over the past year

Shows performance of key human resource cost driving metrics over the past year

terminations and key management ratios to evaluate organization's headcount distribution

Human Resource Learning Management

The Human Resource Learning Management dashboard monitors learning program utilization, enrollment and course completion rates.

Overview Training ResultsManage Enrollments

Measures how readily users were able to enroll and which courses had the most

Delivered Training

Reports on this tab show what kind of training was


Reports containing overall measures of leaning volume and success

Shows successful completion rates and scores for learners. Alerts on this tab will notify managers if completion rates or scores fall below target levels.

which courses had the most learners

what kind of training was provided to learners and who participated in the training.

Recruitment Dashboard (1 of 2)

The Recruitment Dashboard is a comprehensive look at the recruiting programs wthin a company and their effectiveness in bringing in high quality candidates that transition into high quality employees.

OverviewVacancy Analysis

RequisitionsRecruitment

PipelineNew Hires

OfferAnalysis

Analyze hiring level by organization, geography or job over time; also help better understand where new hires

A summary view of pipeline activities in the recruitment process by organization hierarchy, geography or

Analyze open requisitions distribution and aging by recruiter, organization and geography; also analyze recruitment efficiency by comparing


Monitor the organization's vacancy rate and vacancy fill rate; provide insight into key areas with staffing shortage; and how adequately the vacancies are filled.

View offers extended and their disposition.

understand where new hires come from by comparing new hire sourcing trend by source category.

hierarchy, geography or recruiter.

recruitment efficiency by comparing open vs. filled requisitions.

KPI overview of vacancies and recruitment pipeline including vacancy rate, offers, hires, and average time to fill.

Recruitment Dashboard (2 of 2)

Applicant Pool

RecruiterEffectiveness

Quality ofHire

RequisitionRecruitment Activities

Candidate Sourcing

RecruitmentEvent Details

Search for the best recruitment source for a particular job based on historical recruitment records. Vacancy time-to-fill, number of applicants

A summary view of open requisitions and recruitment activities that have occurred in the selected time period; recruitment activities include active application events as well as new hire milestones that assess new hire performance i.e.

Analyze new hire source quality by comparing new hire retention and performance by source.


Evaluate recruiter efficiency by analyzing recruiter workload, vacancies fill rate, average time to fill; also help understand how many recruiters are needed to fill recruitment pipeline.

View recruitment events by Recruitment Stage and Event; This page allows you to search specific recruitment events independent of a requisition, i.e. view all terminations before the first service milestone in the past year for a specific recruiter or source.

fill, number of applicants from source and source applicant-to-hire ratio are evaluated.

that assess new hire performance i.e. reaching the first service milestone, 1st performance review

Analyzing applicant sourcing by correlating applicant volume, applicant hire, & employee performance metrics by source type, organization, geography or job.

Retention Dashboard

The Retention Dashboard has been developed for analysis of retention and turnover trends and their relation to other factors like compensation and performance for entire organization. also proactively alerts top performers retention risk.

Overview TrendsTop Performers

Displays trends of key retention metrics like turnover, headcount, hires

Retention Hot Spots

Analyze retention hot spots by organization,


Shows distribution of terminations across various dimension like geography, department, job, and pay grade, and position.

Shows turnover issues of top performers and alerts managers to top performers at risk of voluntary termination

turnover, headcount, hires across recent year

spots by organization, region, job and demographics.

US Statutory Compliance Dashboard

The US Statutory Compliance Dashboard has been developed for complete in-depth view of organizations profile including demographic, regional, job and positional breakdown. The reports in the Audit, VETS-100 and AAP tabs should NOT be used for formal compliance reporting but for in-process internal reporting.

Overview EEO Compliance VETS 100EEO Audit AAP

This page contains the standard VETS 100 report used for

Displays standard EEO-1 report used in


Displays compliance reports not necessarily required by the government, but useful in auditing organizational diversity.

report used for government reporting in United States

Includes standard AAP audit reports

US government reporting.

A sample listing of EEO, VETS100 reports.

Workforce Development Dashboard

The Workforce Development Dashboard focuses on the key talent management initiative -employee performance; It analyzes employee and leadership performance; who are the high or under performers; and how employees who under performed improved in their performance.

OverviewEmployee

PerformanceEmployee Performance

By Supervisor Supervisor

PerformanceTop

PerformersInternalMobility

Under Performers

Focuses on top performers - who they are; are we losing top

View supervisors' performance trend; who are the under-performing

View Employee Performance by manager hierarchy.


View employee performance distribution by organization hierarchy and job attributes.

Monitors internal transfers and workforce stability (time in job or in org) by organization and geography.

are; are we losing top performers; are we compensating top performers?

Focus on the under performers - who are the chronic under performers; who are the under performing supervisors; how under performers' performance have improved; are we losing under performers?

the under-performing supervisors; and how supervisor turnover compares to that of employee and high performers.

manager hierarchy.

An overview of employees and supervisors performance distribution.

Workforce Profile Dashboard

The Workforce Profile Dashboard provides complete in-depth view of organizations profile including demographic, regional, job and positional breakdown.

Overview TrendsDemographicsStaffing

Displays trends of headcount distribution

View headcount and FTE staffing levels


headcount distribution among demographics, geographies, and jobs

FTE staffing levels

Shows distribution of headcount and termination by employee demographic categories like ethnic code, gender, etc... Use this page to analyze changes in diversity in the workplace.

Displays reports showing headcount distribution by job, region, and organization dimensions. Use this page to spot possible issues with headcount distribution across specific categories.

Human Resource Analytics Subject AreasHuman Resources - Performance This subject area correlates key workforce metrics with financial metrics

and analyzes the overall HR effectiveness using industry standard metrics such as revenue per employee, return on human capital.

Human Resources - Workforce Profile The Workforce Profile functional area is the information foundation for workforce analysis. It provides the comprehensive core workforce information to support analysis on headcount, retention, workforce diversity, employee performance, and contingent labor utilization.

Human Resources - Compensation This subject area provides detailed analysis content for understanding compensation practices and trends pertaining to the workforce, including base, bonus, overtime and other types of compensation.

Human Resources – Recruitment Recruitment functional area provides a complete set of metrics to assess the efficiency and effectiveness of the entire recruitment process including


the efficiency and effectiveness of the entire recruitment process including candidate sourcing, recruitment stage selectivity, cycle time and new hire quality.

Human Resources - Learning Enrollment and Completion

Learning is a key component of Talent Manage. The Learning functional area focuses analysis on course offerings, delivery methods, course utilization, and learner enrollment and completion.

Human Resources - Absence Leave & Absence functional area captures employee historical, current and planned absence events, working days lost, and help identify absenteeism hotspots.

Human Resources - US Statutory Compliance

This subject area provides detailed metrics for monitoring US diversity compliance reporting. This subject area should NOT be used for building formal compliance reporting but rather for building in-process internal reports.

Compensation

• Average Base Compensation• Overtime Compensation• Average Bonus• Average Variable Compensation• Average Gross Compensation• Net Pay• Deductions• Compa Ratio

HR Performance

• Revenue Per Employee• Contribution Per Employee• Overtime Amount• Contracting Expenses• Employee Benefit Cost• Average Cost Per Employee• Direct Employee Cost• Indirect Employee Cost

Operations

• Dissatisfied Termination Ratio• Involuntary Count• Voluntary Count• Turnover Rate %• Mean Performance Rating• Special Disabled Veteran

Headcount• Total Annual Monetary

HR Analytics Metrics

Oracle HR Analytics


• Compa Ratio• Total Annual Base Compensation• Fixed Annual Base Salary• Previous Fixed Annual Base

Salary

• Indirect Employee Cost• Average Cost Per Direct Employee• Average Cost Per Indirect Employee• Employee Overtime Expenses• Employee Benefit Expenses• Employee Support Expenses

• Total Annual Monetary Compensation of Non-Minority Females

• Employee-Supervisor Ratio• Average Tenure of Minority Male

Employees

Sample Prebuilt Dashboards

VP HR• Retention Overview• Pay for Performance• Corporate Contribution• Compliance

Compensation Mgr• Compensation

Overview• Pay for Performance• Compensation Trends

HR Analyst• Staffing• Demographics• Compliance Audit

Business Unit Mgr• Retention hotspots• Top Performers• Employee Performance• Internal Mobility

Recruiting Management

• Vacancy Rate• Vacancy Aging• Vacancy Fill Rate• Internal hire ratio• External hire ratio• New hire performance• New hire separation• Time to fill

Learning Management

• Enrollment count• Successful completion rate• Enrollment Wait Time• Internal Learner count• Learning Score• Delivered training hours• Top enrollments• Longest Enrollment Wait Time

Absence Management

• Absence Duration Days• Notified absence days• Unnotified Absence days• Absence Occurrences• Employee Absence Rate• Absence Duration Days

HR Analytics Metrics

Oracle HR Analytics


• Time to fill• Time to hire• Requisition open to Application

start• Application Start to Offer

Extended

• Longest Enrollment Wait Time

Sample Prebuilt Dashboards

VP HR• Vacancy Analysis• Recruiter Effectiveness• Absence Trends• Delivered Trainings

Recruiting Manager• Vacancy Analysis• Recruitment Pipeline• Quality of Hire• Candidate Sourcing

Business Unit Mgr• Vacancy Analysis• Offer Analysis• Absence Calendar• Delivered Training

Learning Manager• Manage Enrollment• Training Results• Delivered Training

Absence Reports



Absence Reports - Overview



• Purpose: • View absence key metrics, absence rate,

total # days absent, average absence duration, average absent days per total employees.

• Guided navigation to Workforce Profile Overview

• Guided navigation to the Absence Days report• User Focus:

Absence Overview


• User Focus: • VP of HR • HR Managers

• Location:• Dashboard – Absence• Page – Overview

• Source:• Human Resources – Workforce Absence

Subject Area

• Purpose: • Annual Employee Absence

calendar including past and planned absence events; The calendar provides embedded navigation to view monthly calendar or absence event details

• User Focus:

Absence Calendar


• HR Managers• Cost Center Owner• Budget Owner

• Location:• Dashboard – Absence• Page – Overview

• Source:• Human Resources –

Workforce Absence Subject Area

• Purpose: • A breakdown of absence by organization and

by country.• User Focus:

• HR Managers• Location:

• Dashboard – Absence• Page – Overview

• Source:

Absence Organization Overview



Subject Area

• Purpose: • A breakdown of absence by absence category

and type.• User Focus:



• Source:

Absence Type Overview



Subject Area

• Purpose: • Top 5 absence days by organization, location,

job and absence type.• User Focus:



• Source:

Absence - Top 5 Absence Groups



Subject Area

Absence - Absence Trends



• Purpose: • View employees absence days by

organization; metrics included employee headcount, absence days, and days lost per employee

• User Focus: • HR Managers• Line executive/managers

• Location:

Working Days Lost


• Location:• Dashboard – Absence• Page – Absence Trends

• Source:• Human Resources – Workforce

Absence Subject Area

• Purpose: • View absence days by absence type in an

organization• User Focus:

• HR Managers• Line executive/managers


Absence by Absence Type


• Page – Absence Trends• Source:

• Human Resources – Workforce Absence Subject Area

• Purpose: • Drill-to report from the Absence Type report

to show the employee detail for the top 5 five (if applicable).

• User Focus: • HR Managers


Absence Days Ranking by Absence Type




• Purpose: • View employee absence trend over time by

organization or country• User Focus:



Absence Trend





absence category or type• User Focus:


• Dashboard – Absence• Page – Absence Trends

• Source:

Absence Trend by Category




Absence - Absence Details




absence category or type• User Focus:


Absence Total Days• Location:

• Dashboard – Absence• Page – Absence Details

• Click Absence Days for drill to Employee Absence Detail




Absence - Absence Calendar



• Purpose: • View employee absence history

• User Focus: • HR Managers• General manager• Line executive/managers

Absence Calendar Employee Monthly View

• Location:• Dashboard – Absence• Page – Absence Calendar




• Purpose: • A drill-to detail report showing an employees

absence events• User Focus:

• HR Managers

Employee Absence Occurrence Detail





• Purpose: • A drill-to detail report to view an employees

absence history. This report is prompted on Employee Name and Employee Number

• User Focus: • HR Managers• Line managers

Employee Absence History





• Purpose: • View employee absence history


Employee Absence Details






Compensation Reports



Compensation Reports Overview


• Purpose: • Compare current year’s monthly

compensation trend with those of prior 2 years; view by different compensation metrics.

• User Focus: • HR Managers• VP of HR• Line Managers

Monthly Compensation Trend


• Line Managers• Compensation Manager

• Location:• Dashboard – Compensation• Page – Overview

• Source:• Human Resources – Compensation

Subject Area

• Purpose: • View the 3-year trend of total

base, overtime and bonus compensation.

• User Focus: • HR Managers• VP of HR• Line Managers• Compensation Manager

Base Pay, Overtime, and Bonus Trend


• Compensation Manager• Location:

• Dashboard – Compensation• Page – Overview


Compensation Subject Area

• Purpose: • Compare average base and variable

compensation by organization hierarchy• User Focus:

Compensation by Organization•Location:

•Dashboard – Compensation•Page – Overview

•Source:•Human Resources –Compensation Subject Area•HR Managers •VP of HR

•Line Managers •Compensation Manager



Compensation ReportsCompensation Analysis


• Purpose: • Show detail earning components

that comprise total base, total overtime and total bonus compensation.


Compensation Components



• Location:• Dashboard – Compensation• Page – Compensation Analysis



• Purpose: • Compares average base and

variable compensation by job family (drillable from Job Family to Jobs)


Average Annual Compensation by Job Attributes



• Location:• Dashboard – Compensation• Page – Compensation Analysis



• Purpose: • Displays average base and variable

compensation components by Employee Location geography


Average Annual Compensation by Geography



• Dashboard – Compensation• Page – Compensation Analysis


Subject Area

• Purpose: • Shows distribution of Overtime

Expense by Department, Region, Pay Grade, and Job Family


• Location:• Dashboard – Compensation• Page – Overview

Overtime Expense Analysis


• Page – Overview• Source:

• Human Resources – Compensation Subject Area


Compensation ReportsTrends


• Purpose: • A trend of average performance rating

over past quarters compared across by job level


Performance Rating Trend



• Dashboard – Compensation• Page – Trend


Subject Area

• Purpose: • Trend of # promotions and average

bonus over past year• User Focus:

• HR Managers• VP of HR• Line Managers• Compensation Manager

• Location:

Bonus and Promotion Trend


• Location:• Dashboard – Compensation• Page – Trends


Subject Area

• Purpose: • Displays the trending of average base

compensation and average variable compensation

• User Focus:

Total Compensation Trend•Location:

•Dashboard – Compensation•Page – Trends

•Source:•Human Resources – Compensation Subject Area•HR Managers •VP of HR

•Line Managers •Compensation Manager



Compensation ReportsPay for Performance


• Purpose: • Compare employees’ average comp

ratio, mean performance and tenure by organization; This helps better align departmental performance with pay.


Departmental Compensation and Performance Analysis



• Location:• Dashboard – Compensation• Page – Pay for Performance


Subject Area

• Purpose: • Analyze how employees' pay (salary and bonus) correlate

with their performance by organization; View employees by performance band; employees with out-of-bound compa ratio are highlighted.


Pay and Performance by Organization (1 of 2)



• Dashboard – Compensation• Page – Pay for Performance

• Source:• Human Resources – Compensation Subject Area

Pay and Performance by Organization (2 of 2)


• Purpose: • Shows Headcount, Promotions, and

Performance Rating by Department. • User Focus:

• HR Managers• VP of HR• Line Managers• Compensation Manager

• Location:• Dashboard – Compensation

Performance and Promotion




Subject Area

• Purpose: • A trend of average performance rating

over past quarters compared across by job level


Performance Rating Trend





Subject Area

Human Resource PerformanceReports




Human Resource PerformanceCorporate Contribution


• Purpose: • Displays trend of Revenue per employee

and cost per employee over past year • User Focus:

• VP of HR• CEO• CFO

• Location:• Dashboard – Human Resource Performance

Employee Productivity


• Dashboard – Human Resource Performance• Page – Corporate Contribution

• Source:• Human Resources – Performance Subject

Area

• Purpose: • Displays trend of Revenue per

employee and cost per employee over past year .

• User Focus: • VP of HR• Line Executive

• Location:• Dashboard – Human Resource

Return on Human Capital


• Dashboard – Human Resource Performance

• Page – Corporate Contribution• Source:

• Human Resources – Performance Subject Area

• Purpose: • Shows current employee

headcount and employee headcount growth % over past year by organization by month


Organizational Growth Rate• Location:


• Page – Corporate Contribution• Source:

• Human Resources – Workforce Profile Subject Area



Human Resource PerformanceEffectiveness


• Purpose: • Shows # Hires, # Terminations,

Headcount by Organization and by location. Use show control to analyze metrics by other attributes like pay grade, job, or position.


Headcount Analysis


• Line Executive• Line Managers


Performance• Page – Effectiveness

• Source:• Human Resources - Workforce Profile

Subject Area

• Purpose: • Shows Supervisor and Employee

Headcount by organization or by Location and the supervisors Span of Control. Offers analysis by other dimensions like region and job through show control.

• User Focus: • VP of HR

Supervisor Span of Control


• VP of HR• Line Executive


Performance• Page – Effectiveness


Subject Area

• Purpose: • Shows Supervisor and Contactor ratio

and Headcount by organization. Offers analysis by other dimensions like region and job through show control.



Management Ratio Analysis



• Page – Effectiveness• Source:

• Human Resources - Workforce Profile Subject Area

Supervisor and Employee List

• Purpose: • Shows Supervisor and Employee details


• Location:• Dashboard – Human Resource Performance• Page – Effectiveness

• Drill down from Management Ratio Analysis

• Source:• Human Resources - Workforce Profile Subject

Area



Human Resource PerformanceTrends


• Purpose: • Bar chart showing total employee

expenses (overtime, compensation, benefits, and support) over past year.

• User Focus: • VP of HR• Line Executive• Line Level Managers

• Location:

Employee Expense Trend



Performance• Page – Trends

• Source:• Human Resources – Performance

Subject Area

• Purpose: • Shows trend of HR Ratio, Contractor

Ratio, Supervisor Ratio and Headcount by Month


Key Ratios Trend




Subject Area


• Purpose: • Shows trend of headcount and turnover

across the organization• User Focus:



Performance

Headcount Trend




Subject Area

Employee List

• Purpose: • List of employees

• User Focus: • VP of HR• Line Executive• Line Managers

• Location:• Dashboard – Human Resource Performance• Page – Trends

• Drill down from Headcount Trend• Source:



• Purpose: • Trend chart of contracting, support, and

overtime expense • User Focus:


• Location:• Dashboard – Human Resource Performance• Page – Trends

Key Variable Cost Drivers


• Page – Trends• Source:

• Human Resources – Performance Subject Area

Learning Reports



Learning ReportsOverview



• Purpose: • Trend in total enrollment volumes for

learning activities over time with options to view by job family, employee organization, and learning category

• User Focus: • Learning Managers• Line Manager

• Location:

Total Enrollments


• Location:• Dashboard – Learning Management• Page – Overview

• Source:• Human Resources – Learning Enrollment

and Completion Subject Area


learning activities over time with options to view by job family, employee organization , and learning category


Total Enrollments – Employee Organization


• Drill on Total Enrollments month• Source:

• Human Resources – Learning Enrollment and Completion Subject Area



learning activities over time with options to view by job family , employee organization, and learning category


Total Enrollments – Job Family (1of 2)


• Drill on Total Enrollments by Job Family





learning activities over time with options to view by job family , employee organization, and learning category


Total Enrollments – Job Family (2 of 2)• Location:

• Dashboard – Learning Management• Page – Overview

• Drill on Total Enrollments by Job Family

• Drill on that column for detail by Job Descriptions






learning activities over time with options to view by learning category


Total Enrollments – Learning Category• Location:


• Drill on Total Enrollments by Learning Category




• Purpose: • Trend over time of percent of learners who

successfully complete activities in which they have enrolled. Options to view by Year or Quarter and then by job family, employee organization, and learning category


Successful Completion Rate


• Line Manager• Location:



Subject Area


successfully complete activities in which they have enrolled by job family


Successful Completion Rate by Job Family (1 of 2)

• Location:• Dashboard – Learning Management• Page – Overview – Successful Completion

Rate

• Drill to Job Family• Source:




successfully complete activities in which they have enrolled by job family


Successful Completion Rate by Job Family (2 of 2)


Rate

• Drill to Job Description• Source:




successfully complete activities in which they have enrolled. Options to view by Year or Quarter and then by employee organization


Successful Completion Rate by Employee Organization


Rate

• Drill to Employee Organization• Source:




successfully complete activities in which they have enrolled. Options to view by Year or Quarter and then by learning category


Successful Completion Rate by Learning Category


Rate

• Drill to Learning Category• Source:



Learning ReportsManage Enrollments



• Purpose: • Shows the trend for percentage of

successful enrollments. Options to view by year or quarter and then by job family, employee organization, and learning category


Successful Enrollment Rate



• Dashboard – Learning Management• Page – Manage Enrollments



Successful Enrollment Rate by Job Family


Successful Enrollment Rate by Organization


Successful Enrollment Rate by Learning Category


• Purpose: • Shows trend in number of days from initial

enrollment in an activity until the start date of the activity for which a learner successfully enrolls. If a learner is waitlisted for an activity, but later is successful in an attempt to enroll, the wait time begins with the first attempted enrollment. Options to view by job family, employee organization, and learning category

Average Enrollment Wait time


category • User Focus:

• Learning Managers• Location:




• Purpose: • Average Enrollment Wait Time by Employee

Organization provides drill down within the employee organization

• User Focus: • Learning Managers

Average Enrollment Wait Time by Employee Organization

• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Average

Enrollments

• Drill on Employee Organization• Source:



• Purpose: • Average Enrollment Wait Time by Job

Family provides drill down from job family to job codes


Average Enrollment Wait Time by Job Family (1 of 2)

• Location:• Dashboard – Learning Management• Page – Manage Enrollments




• Purpose: • Average Enrollment Wait Time by Job

Family provides drill down from job family to job codes


Average Enrollment Wait Time by Job Family (2 of 2)

• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Average

Enrollment Wait Time

• Drill to Job Family - Job Description• Source:



• Purpose: • Average Enrollment Wait Time by Learning

Category provides drill down by Learning Category to course to classes and sessions


Average Enrollment Wait Time by Learning Category (1 of 3)

• Location:• Dashboard – Learning Management• Page – Manage Enrollments – by Learning

Category• Source:







• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Learning

Category

• Drill to Learning Course• Source:







• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Learning

Category

• Drill to Learning Course• Drill to Course Session





• Purpose: • List of courses with the highest number of

participants. Top enrollments can be viewed by Delivery Method, Employee Organization, Course, Learning Category and Job Family.


• Location:

Top 10 Enrollments by Delivery Method






participants. Top enrollments can be viewed

by Employee Organization .


• Location:• Dashboard – Learning Management

Top 10 Enrollments by Employee Organization


• Page – Manage Enrollments• Source:



participants. Top enrollments can be viewed by Learning Category.



Top 10 Enrollments by Learning Category


• Page – Manage Enrollments• Source:



participants. Top enrollments can be viewed by Course.



Top 10 Enrollments by Course


• Page – Manage Enrollments

• Drill on Learning Category (or select from the drop down)




participants. Top enrollments can be viewed by Learning Category and by Course Activity within that category.



Top 10 Enrollments – Learning Category


• Dashboard – Learning Management• Page – Manage Enrollments – Top 10

Enrollments – Learning Category

• Drill to Course Enrollments• Drill to Course Activity (Session)




participants. Top enrollments can be viewed by Job Family.


• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Top 10

Top 10 Enrollments – Job Family


• Page – Manage Enrollments – Top 10 Enrollments

• Drill to Job Family Description• Source:



participants. Top enrollments can be viewed by Job Family – Job Description.


• Location:• Dashboard – Learning Management• Page – Manage Enrollments – Top 10

Top 10 Enrollments – Job Description


• Page – Manage Enrollments – Top 10 Enrollments

• Drill to Job Family Description• Drill to Job Description



• Purpose: • List of courses with the longest wait times

and their wait time in days. Wait time can be viewed by Learning Category, Delivery Method, Job function, Employee Organization and Learning Course.


• Location:

Longest Average Enrollment Wait time


• Dashboard – Learning Management• Page – Manage Enrollments – Longest

Average Enrollment Wait time

• Drill from Learning Category to activities (sessions) in that category

• Drill from Job Function to Job Description



Learning ReportsTraining Results



• Purpose: • Shows trend of HR Ratio, Contractor Ratio,

Supervisor Ratio and Headcount by Month• User Focus:

• Learning Managers• Line Manager

• Location:• Dashboard – Learning Management• Page – Training Results

Training Results


• Page – Training Results• Source:


• Purpose: • For user-specified courses, this report

shows individual activities for the course and individual learner completion status, passing status, and scores.

• Guided navigation to reports for Learning activities with low scores and for low completion rates where indicated.

• User Focus:

Training Scores by Learning Course



• Location:• Dashboard – Learning Management• Page – Training Results



• Purpose: • There is guided navigation to reports for

Learning activities with low scores and for low completion rates where indicated.



Training Scores by Learning Course


• Dashboard – Learning Management• Page – Training Results

• Guided navigation link to the report• Source:


Learning ReportsDelivered Training



• Purpose: • Users may view training delivered in a

specified time period, by course, delivery method, or learner organization



Delivered Training Hours


• Dashboard – Learning Management• Page – Delivered Training



• Purpose: • This report shows number of participants in

training by employee organization hierarchy, course hierarchy, learner job family, or delivery method


• Location:

Unique Employee Count


• Location:• Dashboard – Learning Management• Page – Delivered Training






Unique Employee Count

• Location:• Dashboard – Learning Management• Page – Delivered Training – Unique

Employee Count – Learning Category

• Drill to Learning Course • Source:






Unique Employee Count• Location:

• Dashboard – Learning Management• Page – Delivered Training – Unique

Employee Count – Job Family

• Drill to Job Description • Source:




Recruitment Reports Overview


• Purpose: • Show new hires by organization, location, hiring

manager, recruiter and job.• Guided navigation will appear to show more

information about the alert. In this case it is a link to the Workforce Profile dashboard

• User Focus: • Recruiting Manager• VP of HR

Requisition Events


• VP of HR• Location:

• Dashboard – Recruitment• Page – Overview

• Source:• Human Resources - Recruitment Subject Area

• Purpose: • Show overview of applications started,

interviews, offers, hires, and pending starts.• Guided navigation takes the user to the

Pending Start Detail page. • User Focus:

• Recruiting Manager• VP of HR

Recruitment Events

• Location:• Dashboard – Recruitment• Page – Overview


Recruitment Subject Area


• Purpose: • Compare 3-year new hire trend



New Hire Trend




• Purpose: • View Open Requisitions distribution and

aging by organization, geography and recruiter.


Open Requisition Overview (1 of 2)





Open Requisition Overview (2 of 2)

• Purpose: • View Open Requisitions distribution and

aging by organization, geography and recruiter.


• Location:• Dashboard – Recruitment


• Dashboard – Recruitment• Page – Overview



Top 5 Vacancies

• Purpose: • Top 5 vacancies by organization, country,

location recruiter, job family. • User Focus:

• Recruiting Manager• VP of HR



• Page – Overview• Source:

• Human Resources –Recruitment Subject Area

Recruitment Stage Time Trend (1 of 2)• Purpose:

• Trend analysis of time lapse from vacancy open to various recruitment stages and average time of each recruitment stage.






Recruitment Stage Time Trend (2 of 2)• Purpose:

• Trend analysis of time lapse from vacancy open to various recruitment stages and average time of each recruitment stage.







Recruitment Reports Requisitions


Requisition Opened and Filled

• Purpose: • Show requisitions opened & filled by

recruiter, organization, and location. • User Focus:

• Recruiting Manager• VP of HR• Line Manager



• Dashboard – Recruitment• Page – Requisitions





recruiter, organization, and location . • User Focus:





• Select Requisition Location• Source:









• Drill on Requisition Location to Requisition Location City










• By Recruiter Name• Source:









• Drill on Job Family to Job Descriptions



Open Requisition Overview







• Drill on Organization Top Hierarchy










• Drill on Organization Top Hierarchy to next hierarchy




Recruitment Reports Vacancy Analysis


Vacancy Rate• Purpose:

• Show vacancy rate by organization or supervisor hierarchy (direct reports), geography or job family .

• User Focus: • Recruiting Manager• VP of HR• Line Manager

• Location:• Dashboard – Recruitment• Page – Vacancy Analysis

• Drill down on the Organization hierarchy




Vacancy Rate By Job Family• Purpose:

• Show vacancy rate by organization or supervisor hierarchy (direct reports), geography or job family .



• Drill down on the Requisition job Family




Vacancy Rate by Location• Purpose:

• Measures the percentage of vacancies that have been filled during the period.



• Drill down on Requisition Location Country to Location City




Vacancy Fill Rate (1 of 2)• Purpose:

• Measures the percentage of vacancies that have been filled during the period. View by recruiter, organization, location country.



• Drill down the Organization hierarchy




Vacancy Fill Rate (2 of 2)



Recruitment Reports Recruitment Pipeline


Recruitment Pipeline

Recruitment Pipeline (1of 4)• Purpose:

• A summary view of recruitment events in the recruitment pipeline including requisition events, assessment, offer, hire events and post employment events. View by organization, recruiter or location.


Location:• Dashboard – Recruitment• Page – Recruitment Pipeline




Recruitment Pipeline (2of 4)• Purpose:

• A summary view of recruitment events in the recruitment pipeline including requisition events, assessment, offer, hire events and post employment events. View by organization, recruiter or location.






• Line Manager

Recruitment Pipeline (3 of 4)• Purpose:

• A summary view of recruitment events in the recruitment pipeline including requisition events, assessment, offer, hire events and post employment events. View by location.



• Drill to Location and then to City• Source:



Recruitment Pipeline (4 of 4)• Purpose:

• View by Organization • User Focus:



• Drill down the Organization Hierarchy• Source:




Recruitment Reports Offer Analysis


Offers Extended






• Dashboard – Recruitment• Page – Offer Analysis



Offers Accepted

• Purpose: • An offer detail report showing when

an offer is extended, accepted or rejected. .


• Location:• Dashboard – Recruitment• Page – Offer Analysis




Recruitment Reports New Hires



New Hire View

• Purpose: • View New Hires by Organization,

Direct Reports, Geography, and Hiring Manager.


• Location:


• Location:• Dashboard – Recruitment• Page – New Hires



New Hire Monthly Trend

• Purpose: • View new hire monthly trend over 3

years. View by direct report, job family, requisition location, recruiter, organization hierarchy




• Dashboard – Recruitment• Page – New Hires



New Hire by Source

• Purpose: • Trend analysis of internal and

external hires by source and source type


• Location:


• Location:• Dashboard – Recruitment• Page – New Hires



Top 5 Hire Sources

• Purpose: • Show the top 5 hire sources.




• Page – New Hires• Source:



Recruitment Reports Applicant Pool


Applicant Pool

Applicants by Source• Purpose:

• Show the Applicants from various Sources.


• Location:• Dashboard – Recruitment• Page – Applicant Pool




Applicants by Organization

• Purpose: • Show the Applicants by various

Organizations. • User Focus:


• Location:• Dashboard – Recruitment• Page – Applicant Pool




New Hire Performance by Source (1 of 2)

• Purpose: • View new hire performance by

source . • User Focus:


• Location:


• Dashboard – Recruitment• Page – Applicant Pool




Recruitment Reports Quality of Hire


Quality of Hire

New Hire Retention by Source(1 of 2)• Purpose:

• Analyze source effectiveness by evaluate how many new hires have reached service milestone or separated .


• Location:• Dashboard – Recruitment• Page – Quality of Hire




New Hire Retention by Source(2 of 2)• Purpose:

• Analyze source effectiveness by evaluate how many new hires have reached service milestone or separated .


• Location:• Dashboard – Recruitment• Page – Quality of Hire





• Purpose: • View new hire performance by

source • Repeat of


• Location:


• Dashboard – Recruitment• Page – Quality of Hire




Recruitment Reports Recruiter Effectiveness


Recruiter Effectiveness (1 of 4)• Purpose:

• Analyze recruiter performance by evaluating recruiters' recruitment volume, vacancy fill rate and time to fill.


• Location:• Dashboard – Recruitment• Page – Recruiter Effectiveness




Recruiter Effectiveness (2 of 4)• Purpose:

• Analyze recruiter performance by evaluating recruiters' recruitment volume, vacancy fill rate and time to fill.






Recruiter Effectiveness (3 of 4)

• Purpose: • Analyze recruiter performance by

evaluating recruiters' recruitment volume, vacancy fill rate and time to fill.


• Location:





Recruiter Effectiveness (4 of 4)

• Purpose: • Analyze recruiter performance by

evaluating recruiters' recruitment volume, vacancy fill rate and time to fill.



• VP of HR• Location:

• Dashboard – Recruitment• Page – Recruiter Effectiveness




Recruitment Reports Requisition Recruitment Activities


Requisition Recruitment Activities

Requisition Status View• Purpose:

• View Open Requisition Status • Guided navigation to Open Reqs

with no recruitment activity• User Focus:

• Recruiting Manager• Recruiter

• Location:• Dashboard – Recruitment• Page – Requisition Recruitment

Activities• Source:



Requisition Recruitment Activities Detail (1 of 2)

• Purpose: • View Requisition Recruitment details

• User Focus: • Recruiting Manager• Recruiter





Requisition Recruitment Activities Detail (2 of 2)

• Purpose: • View Requisition Recruitment details

by each Recruiter• User Focus:

• Recruiting Manager• Recruiter






Recruitment Reports Recruitment Event Details


Event Details

Requisition Events Detail

• Purpose: • A detail view of recruitment events

filtered by the recruitment stage and event


• Location:• Dashboard – Recruitment• Page – Recruitment Event Details





Recruitment Reports Candidate Sourcing


Candidate Sourcing

Job Sourcing - Requisitions

• Purpose: • View current and historical job

requisitions for a job and the average time to fill


• Location:• Dashboard – Recruitment• Page – Candidate Sourcing




Job Sourcing - Sources

• Purpose: • View candidate sourcing for a job

including the number of applicants, applicant interviewed and hired for each source.


Location:• Dashboard – Recruitment• Page – Candidate Sourcing





Retention Reports



Retention ReportsOverview


Overview

• Purpose: • Monitors voluntary & involuntary

turnover ratio and how they compare to the last period.

• User Focus: • HR Managers• VP of HR• Line Manager

• Location:

Turnover KPI


• Location:• Dashboard – Retention• Page – Overview

• Source:• Human Resources – Retention Subject

Area

• Purpose: • Monitors Top performer Voluntary

Turnover and how it compares to the last period.


• Location:

Top Performer Voluntary Turnover KPI




Area

• Purpose: • View the top 3 Voluntary Turnover by

job, geography, performance band (Voluntary Turnover % in Top 3)


Top Voluntary Turnover




Area

• Purpose: • This report compares management

and high performer turnover with that of the employees.


• Location:

Turnover Trend (Employee, Supervisor, High Performers)




Area


Retention ReportsRetention Hotspots


Retention Hotspots

• Purpose: • A radar diagram highlights the primary

reason why employee leave the organization and affected organizations and location.


Voluntary Turnover Reason



• Dashboard – Retention• Page – Retention Hot Spots


Area

• Purpose: • The top 5 jobs with the highest

employee turnover.• User Focus:

• HR Managers• VP of HR• Line Manager

• Location:• Dashboard – Retention

Turnover Distribution by Job


• Dashboard – Retention• Page – Retention Hot Spots

• Source:• Human Resources – Retention

Subject Area

• Purpose: • Monitor employee retention ratio by

supervisor; proactively identify supervisors with potentially low employee engagement


• Location:

Turnover Distribution by Org and Location (1 of 2)



• Source:• Human Resources – Retention Subject Area

Turnover Distribution by Org and Location



Retention ReportsTop Performers


Top Performers

• Purpose: • Monitor top performer turnover rate in

the organization (by supervisor, organization, geography and job); alert entities whose top performer loss exceeds a threshold.


Top Performer Voluntary Turnover



• Dashboard – Retention• Page – Top Performers

• Source:• Human Resources – Retention

Subject Area

• Purpose: • Monitor top performer attrition trend and

departing reason (including both voluntary and involuntary turnover)


• Location:• Dashboard – Retention

Top Performer Turnover


• Dashboard – Retention• Page – Top Performers


Retention Subject Area

At Risk Top Performers• Purpose:

• Proactively identify top performing employees who may be at risk of turnover due to lack of promotion or lower pay

• User Focus: • HR Managers• Line Manager

• Location:• Dashboard – Retention• Page – Top Performers


Area



Retention ReportsTrends


Trends

• Purpose: • Monitor how current year’s voluntary

turnover compares to the previous 2 years by comparing both annual YTD turnover and seasonal monthly/quarterly turnover ratio


• Location:

Voluntary Turnover 3-Year Trend (1 of 2)


• Location:• Dashboard – Retention• Page – Trend

• Source:• Human Resources – Retention Subject Area

Voluntary Turnover 3-Year Trend (2 of 2)


• Purpose: • Turnover seasonal analysis by comparing

monthly and quarterly turnover with those of 2 years ago and the 3-year average


Turnover 3-Year Trend Average• Location:

• Dashboard – Retention• Page – Trend


Area


Workforce Profile Reports




Workforce Profile ReportsOverview


• Purpose: • KPI indicator report to monitor employee &

contingent headcount growth rate and FTE.• User Focus:

• VP of HR• HR Manager

• Line Manager• CFO

• Location:

Headcount KPI


• Location:• Dashboard – Workforce Profile• Page – Overview


Area

• Purpose: • KPI indicator report to monitor voluntary and

involuntary turnover ratio and new hire level• User Focus:

• VP of HR• HR Manager• Line Manager

• Location:• Dashboard – Workforce Profile

Turnover KPI


• Dashboard – Workforce Profile• Page – Overview


Area

• Purpose: • View manager, supervisor ratio and supervisor

span of control.• User Focus:



• Dashboard – Workforce Profile

Span of Control KPI


• Dashboard – Workforce Profile• Page – Overview


Area


Workforce Profile ReportsStaffing


• Purpose: • View headcount and FTE distribution by

geography, and organization.• User Focus:


• Line Manager

Staffing Level•Location:

•Dashboard – Workforce Profile

•Page – Staffing

•Source:

•Human Resources - Workforce Profile Subject Area


Guided Navigation is embedded in the report to allo w for drill to other reports while navigate down the organization hierarchy

• Purpose: • View headcount movement (hires, transfers,

promotions and terminations) by line of business

• User Focus: • VP of HR• HR Manager

• Line Manager

• Location:

Organizational Headcount Movement (1 of 2)


• Location:

• Dashboard – Workforce Profile

• Page – Staffing

• Source:


Organizational Headcount Movement (2 of 2)


• Purpose: • View quarterly trend of headcount movement

in an organization (hires, transfers, promotions and terminations).


• Line Manager

Headcount Movement

•Location:

•Drill from “Employee Headcount”->Select “View Headcount Movement”

•Source:




Workforce Profile ReportsTrend


• Purpose: • Monitors employee headcount by line of

business and the quarterly headcount growth rate.


• Line Manager

Organizational Growth Rate •Location:

•Dashboard – Workforce Profile

•Page - Trend

•Source:



• Purpose: • Shows quarterly trend of staffing key

metrics by organization, geography and job.

• User Focus: • VP of HR• HR Managers• Line Manager

• Location:• Dashboard – Workforce Profile• Page – Trends

Positional Demographic Trend


• Page – Trends• Source:


• Metric Options:• Employee Headcount• Active Headcount• Contingent Headcount• FTE• Supervisor Headcount• Manager Headcount

• Purpose: • Shows quarterly trend by

demographics by ethnicity, age band, education level Disability, Veteran Status, Gender, Citizenship.


• Location:

Headcount Demographic Trend


• Dashboard – Workforce Profile• Page – Trends


Subject Area

• Metric Options:• Employee Headcount• Employee Turnover Ratio• # of Promotions• Promotion Ratio


Workforce Profile ReportsDemographics


• Purpose: • View employee headcount distribution

by ethnicity, age band, education level Disability, Veteran Status, Gender, Citizenship, Marital Status.


• Location:

Headcount Demographics


• Dashboard – Workforce Profile• Page – Demographics


Subject Area

• Purpose: • View headcount distribution by length

of service, high potential & performance band.


• Location:• Dashboard – Workforce Profile

Job Demographics


• Page – Demographics• Source:



Workforce Development Reports



Workforce DevelopmentOverview


• Purpose: • An overview of employee & supervisor

performance distribution • User Focus:


Employee Performance Review• Location:

• Dashboard – Workforce Development• Page – Overview


Area





• Location:• Dashboard – Workforce Development

Employee Performance 3-Year Trend (1 of 2)




Subject Area





Employee Performance 3-Year Trend (2 of 2)




Subject Area


Workforce DevelopmentEmployee Performance by Supervisor





Employee Performance by Supervisor• Location:

• Dashboard – Workforce Development• Page – Employee Performance by

Supervisor• Source:




Workforce DevelopmentEmployee Performance


• Purpose: • View employee performance

distribution by job, location, length of service in an organization

• User Focus: • VP of HR• HR Manager• Line Manager

Employee Performance by Organization• Location:

• Dashboard – Workforce Development• Page – Employee Performance by

Organization• Source:




Workforce DevelopmentSupervisor Performance


• Purpose: • Show Supervisor Performance Trend



Supervisor Performance Trend


• Page – Supervisor Performance• Source:


• Purpose: • Under-performing supervisors

(performance band <50%) • User Focus:


• Location:

Under-Performing Supervisors


• Location:• Dashboard – Workforce Development• Page – Supervisor Performance


Subject Area




• Location:

Turnover Trend (Employee, Supervisor & High Performers)




Subject Area




• Location:

Supervisor Headcount Trend




Subject Area


Workforce DevelopmentInternal Mobility


• Purpose: • This report shows the top 3 transfer-Ins

by organization, location, supervisor. • User Focus:



Top 3 Transfer-Ins


• Dashboard – Workforce Development• Page – Internal Mobility


Subject Area

• Purpose: • This report shows the top 3 transfer-

outs by organization, location, supervisor.


• Location:

Top 3 Transfer-Outs


• Location:• Dashboard – Workforce Development• Page – Internal Mobility


Subject Area

• Purpose: • This report shows an organization

summary of employee transfers including where they transfer from and transfer to.


Employee Transfer Summary





Subject Area

• Purpose: • This report shows employees' average

length of time in a job, grade and organization


Employee Time in Service• Location:



Subject Area



Workforce DevelopmentTop Performers


• Purpose: • Compare percentage of high

performers by organization . • User Focus:



Top Performers by Organization (1 of 2)


• Dashboard – Workforce Development• Page – Top Performers


Subject Area

• Purpose: • Compare percentage of high

performers by organization . • User Focus:



Top Performers by Organization (2 of 2)




Subject Area

• Purpose: • Monthly top performer attrition for the

year. • User Focus:



Top Performers Turnover




Subject Area

• Purpose: • A report analyzing the correlation of

employee performance and their Compa Ratio (mean and median) .


• Location:

Employee Performance and Compa Ratio


• Location:• Dashboard – Workforce Development• Page – Top Performers


Subject Area


Workforce DevelopmentUnder Performers




• Guided Navigation to Chronic Under-Performer Detail


Chronic Under-Performers (1 of 2)• Location:

• Dashboard – Workforce Development• Page – Under Performers

• Drill to Hierarchy level required• Source:



Chronic Under-Performers (2 of 2)




• Guided Navigation to Poor Performers Performance Development Detail


Poor Performers Performance (1 of 2)• Location:

• Dashboard – Workforce Development• Page – Under Performers


Subject Area


• Guided Navigation to Poor Performers Performance Development Detail

Poor Performers Performance (2 of 2)



employee performance and their Compa Ratio (mean and median).


• Location:

Under-Performing Supervisors


• Location:• Dashboard – Workforce

Development• Page – Under Performers

• Drill to Hierarchy level required

• Source:• Human Resources - Workforce

Profile Subject Area




• Location:

Poor Performers Terminated (1 of 2)


• Location:• Dashboard – Workforce Development• Page – Under Performers

• Drill on Year/Month Detail or• Drill on Event Count for

employee detail• Source:


• Location:• Dashboard – Workforce Development• Page – Under Performers

• Drill to Year/Month• Drill on Event Count to

Employee Event Detail • Source:


Poor Performers Terminated (2 of 2)


Subject Area


US Statutory Compliance Reports Overview


Overview

Overview• Purpose:

• A summary of delivered US diversity compliance reports

• User Focus: • HR Compliance Analyst

• Location:• Dashboard – US Statutory Compliance• Page(s) – Overview



US Statutory Compliance Reports EEO Compliance


EEO Compliance

• Purpose: • Shows a representation of the metrics in a typical EEO1 report with demographics of Headcount by

EEO Job Categories• The EEO-1 survey is conducted annually. Based on the number of employees and federal contract

activities, certain large employers are required to file an EEO-1 report on an annual basis• This report should NOT be used for formal compliance reporting but rather for in-process internal

reporting.• User Focus:

• HR Compliance Analyst

EEO1 A - Employer Information Report –Headcount (1 of 4)


• HR Compliance Analyst• Location:

• Dashboard – US Statutory Compliance• Page(s) – Compliance and EEO Audit

• Source:• Human Resources - US Statutory Compliance Subject Area


US Statutory Compliance Reports EEO Audit


EEO Audit

• Purpose: • Shows a representation of the metrics in a typical EEO1 report with demographics of

Headcount by EEO Job Categories• This report should NOT be used for formal compliance reporting but rather for in-process

internal reporting.• User Focus:

• HR Compliance Analyst

• Location:• Dashboard – US Statutory Compliance

EEO1 A - Employer Information Report –Hires (1 of 3)


• Dashboard – US Statutory Compliance• Page – EEO Audit


EEO1 A - Employer Information Report –Hires (2 of 3 )


EEO1 A - Employer Information Report –Hires (3 of 3 )


EEO1 A - Employer Information Report -Promotions

• Purpose: • Shows Standard EEO1 Report with

demographics of Promotions by EEO Job Categories


• Location:• Dashboard – Workforce Profile• Page – Audit

• Source:• Human Resources - US Statutory Compliance

Subject Area


EEO1 A - Employer Information Report -Terminations

• Purpose: • Shows Standard EEO1 Report with

demographics of Terminations by EEO Job Categories


• Location:• Dashboard – Workforce Profile• Page – Audit


Subject Area


• Purpose: • Shows a representation of the metrics in a

typical EEO1 report with # of Terminations, # of Hires, and Total Headcount at End of year by EEO1 Job Categories

• This report should NOT be used for formal compliance reporting but rather for in-process internal reporting.

EEO1 B - Personnel Activity by Job Category


• Location:• Dashboard – US Statutory Compliance• Page – EEO Audit


Subject Area


• Purpose: • Shows a representation of the metrics in a typical EEO1 report with Tenure and

Compensation by EEO1 Job Category and Gender• This report should NOT be used for formal compliance reporting but rather for in-process



• Dashboard – US Statutory Compliance

EEO1 C - Compensation by Job Category (1 of 2)


• Dashboard – US Statutory Compliance• Page – EEO Audit


EEO1 C - Compensation by Job Category(2 of 2)



US Statutory Compliance Reports VET 100


VET 100

• Purpose: • Shows a representation of the metrics in a typical VETS-100 report with the headcount and new

hire veterans employed for a specific time period• The VETS-100 report is a US government-mandated report require to be submitted by all federal

contractors. HR departments charged with preparing these reports will find it useful not only from the compliance angle but also to know how well the company is doing with regard to hiring veterans.


Federal Veterans Employee Report - VETS 100 (1 of 3)


reporting.• User Focus:


• Dashboard – US Statutory Compliance• Page – VETS 100



typical VETS-100 report with the Maximum and Minimum headcount for overall veterans.

• It shows the maximum and minimum number of permanent employees on board for the 12 month reporting period.

• This report should NOT be used for formal compliance reporting but rather for in-process

Max and Min - VETS 100


compliance reporting but rather for in-process internal reporting.


• Location:• Dashboard – US Statutory Compliance• Page – VETS 100


Subject Area

• Purpose: • Shows a representation of the metrics in a typical VETS-100 report with the headcount and

new hire veterans employed in a specific state for a specific time period for locations with less than 50 employees



• Location:

Federal Veterans Employee Report - VETS 100 - State Consolidated (1 of 3)





typical VETS-100 report with the Maximum and Minimum headcount for State Consolidated veterans


• User Focus:

Max and Min - VETS 100 - State





Subject Area

Location for VETS - 100 - State

• Purpose: • Shows a representation of the metrics in

a typical VETS-100 report with the headcount and new hire veterans employed as of a payroll ending date between July 1 and August 31 of the year





Subject Area



US Statutory Compliance Reports AAP


AAP

AAP - Job Group Summary Analysis (1 of 2)

• Purpose: • Shows a representation of metrics in a typical AAP report with ethnicity and gender by job

category for headcount• This is one of the "core" reports when an employer develops and Affirmative Action Plan

(AAP). Useful for HR departments and AAP specialists within or outside the organization.• This report should NOT be used for formal compliance reporting but rather for in-process




• Dashboard – US Statutory Compliance• Page – AAP


AAP - Job Group Summary Analysis (2 of 2)


AAP - Hire Summary Listing(1 of 2)• Purpose:

• Shows a representation of metrics in a typical AAP detailed list report with ethnicity and minority hires for specific job categories



• Location:• Dashboard – US Statutory Compliance• Page – AAP


• Page – AAP• Source:

• Human Resources - US Statutory Compliance Subject Area

AAP - Hire Summary Listing(2 of 2)


AAP - Promotion Summary Listing• Purpose:

• Shows a representation of metrics in a typical AAP detailed list report with ethnicity and minority promotion for specific job categories





Subject Area


AAP - Termination Summary Listing –Voluntary (1 of 3)

• Purpose: • Shows a representation of metrics in a typical AAP detailed

list report with ethnicity and minority voluntary terminations for specific job categories



• Location:




AAP - Termination Summary Listing –Involuntary (1 of 2)

• Purpose: • Shows a representation of metrics in a typical AAP

detailed list report with ethnicity and minority involuntary terminations for specific job categories





• Dashboard – US Statutory Compliance• Page – AAP


Subject Area

AAP - Termination Summary Listing –Involuntary (1 of 2)


AAP - Termination Summary Listing -Layoffs

• Purpose: • Shows a representation of metrics in a

typical AAP detailed list report with ethnicity and minority layoffs for specific job categories





Subject Area


AAP - Hire Detail Listing


typical AAP detailed list report with ethnicity and minority hires for specific job categories





Subject Area


• Purpose: • Shows a representation of metrics

in a typical AAP detailed list report with ethnicity and minority promotions for specific job categories


AAP - Promotion Detail Listing• User Focus:


• Dashboard – US Statutory Compliance

• Page – AAP• Source:

• Human Resources - US Statutory Compliance Subject Area


AAP - Termination Detail Listing - Voluntary


typical AAP detailed list report with ethnicity and minority voluntary terminations for specific job categories





Subject Area


AAP - Termination Detail Listing -Involuntary


typical AAP detailed list report with ethnicity and minority involuntary terminations for specific job categories





Subject Area


AAP - Termination Detail Listing - Layoffs


typical AAP detailed list report with ethnicity and minority layoffs for specific job categories





Subject Area


human resources(obiee) 7.9.6.3 product guide

Documents