Hexaware Webinar Series Presents:Proactively analyzing your Hire to Retire Cycle using HR analytic jumpstart kit

Mohammed Rafi – Principal Consultant, Hexaware Technologies

Our mission : To build value for clients through innovative use of technology and talent

BusinessAreas

Transportation

ERP/HRIT

InsuranceBFS

IndiaIndia’’s s Fastest Fastest

Growing MidGrowing Mid--Sized Sized

CompanyCompany

32 offices worldwide

18 Global locations

17 years of technology outsourcing expertise

55 Global 500 clients

166 Clients served worldwide

187 USD mil Revenues, 06

6900 Employees worldwide

A Global IT and BPO Service Provider

Strategies and Strengths

Core CompetencyManagement of business-

critical applications offshore

Organization TraitsConsultative approach, Responsive and Result-

oriented

Robust BackboneWorld-class infrastructure, Flexible delivery models, SEI CMMi Level 5, BS7799

Track Record88% Repeat Business

Offshore transition expertiseGlobal Delivery

Leading BFSI service provider with proprietary products (Operational Risk, Collections, Leasing, Wealth Management

# 1 Airlines services provider in India

8 of top 10 airlines are our clients

# 1 provider of HR-IT services in India

500+ projects, 750+ resources

Specialized Insurance service provider Content management, Fraud Mgmt, Work flow, SOX, BPO

LEADERSHIP

THROUGH

FOCUS

LEADERSHIP

THROUGH

FOCUS

ENHANCING

VALUE

ENHANCING

VALUE

HR Analytics - Coverage

HR Analytics – The Potential

Hire to

Ret

ire

Demand vs. SupplyRequired vs. Skill

Aspiration vs. ActualGrowth vs. Capability

Measurement vs. MeasurableRewards vs. Budgets

Benefits vs. CostSeparation vs. Retention

HR Function Challenges

• Workforce• Retention• Environment• Capability

• Compensation and Benefits• Organizational Effectiveness• Staffing & Recruiting • HR Service Delivery

Hexaware HR Analytic Domain Coverage

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

• Derive Hindsight, Insight and Foresight into your HR functions to derive Strategic imperatives

• DW ,OLAP & Reporting–Hindsight

• Statistical & Data Mining Techniques – Foresight & Insight

• Data models

• Dimensions/Hierarchy/Metrics

• Slice/Dice/Roll-up/Roll-down

• Operational Reporting and Ad-hoc Analysis

Workforce Analytics

What kind of questions will it answer for you ?• What is the Head Count by - Grade/Job Class, Company, Location,

Ethnicity, Age Group, etc.?• What percentage of our workforce will retire in the next year or

next 5 years?• What is the average age in our organization? In the last five years

has it increased, decreased or remained the same?• What is our ratio of managerial to non-managerial staff? In the

last five years has it increased, decreased or remained the same?• How many part-time, temporary or contract employees exist

across our organization? What business units rely on them heavily?

• What is the average organization tenure? In the last five years has it increased, decreased or remained the same?

• What percentage of our current managerial positions are occupied by women or minorities? How does it vary across our lines of business?

• Are we compliant with Government regulations? What is the inference from Affirmative Action Plan (AAP) analysis?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Organizational Effectiveness Analytics

What kind of questions will it answer for you ?• What is our revenue per employee? Is it higher than our

competitors? How does it vary across lines of business or Geography?

• What is the productivity of employees? (e.g. Pounds of Copper produced per employee)? How does our headcount per unit of production compare to that of our direct competitors?

• In the last five years, has workforce productivity increased, decreased or remained the same?

• Are we over-staffed? Are we under-staffed in areas, where if we added people, we would increase our profitability?

• Where in the organization are our high performers concentrated? Where are there very few? Is this by Design?

• What percentage of our high performers are at high risk for departure?

• What percentage of our “critical roles” are staffed with below average performers?

• What percentage of key positions have identified successors? What is the depth and quality of the successor pool for key positions?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

HR Service Delivery Analytics

What kind of questions will it answer for you ?• What percent of all corporate spending goes to HR? How does it

compare to last year and our best competitors?• Does adding more or higher quality HR resources make a direct

top- or bottom-line impact?• What percentage of all HR employees have work experience in a

line of business?• How do employees rate their satisfaction with HR’s

transactional services?• How do employees rate their satisfaction with HR’s consultative

(value-added) services?• What percentage of HR programs actually achieve the ROI stated

in their business case or project proposal?• What percentage of HR programs are discontinued every year for

failing to achieve interim targets or meet expectations?• How many early warnings does HR communicate to line

managers? How many are accompanied by recommendations for heading off the rising problem?

• What are the avoided costs from timely HR interventions, whetheridentified by HR or line managers?

• What is the ROI of our daily HR activities?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Compensation and Benefits Analytics

What kind of questions will it answer for you ?• What is the percent increase in employee performance as the

result of every one percent increase in pay?• How much differently do we pay our top contributors from our

average contributors? Is this in proportion to their contribution? What is the Merit Distribution Pattern?

• How much higher or lower are our new hire salaries compared to others in our industry? What is the Compa-ratio Distribution?

• What percent of total compensation is tied to performance?• What is the Variable and total compensation analysis for Highly

Compensated employees?• Based on our workforce demography, could we be offering a

benefits package that is both more attractive and less expensivethan the current offerings?

• What is the year over year Compensation analysis?• What percentage of the Benefits are utilized?• What is the cost incurred for each Benefit? What is the

employer’s cost ratio?• Based on workforce demography, Is there any pattern in the

utilization of Disability Benefits by employees?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Capability Analytics

What kind of questions will it answer for you ?• Is there a correlation in our organization between the percent of all

people costs spent on training and firm profitability?• What is the percent increase in performance as a result of every

$1,000 spent on training?• What percentage of poor performers become good or better

performers within a year, as a result of our individual development efforts?

• What percentage of underperforming managers turn around their performance by the next review period?

• What percent of trained individuals are observed to use the skill or knowledge on the job?

• How does the performance of employees participating in optional training programs compare to those not participating?

• How many dollars are spent annually per individual on training and development? How does this compare against our key competitors?

• Do longer tenured employees continue to grow via training, or istraining disproportionately offered to, or attended by, newer employees?

• How have leadership development programs impacted productivity, profitability or employee satisfaction?

• What percent of employees identified and possible managerial successors attend leadership development sessions?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Environment Analytics

What kind of questions will it answer for you ?• What is the overtime usage and cost associated by demography or

employee types ? • What is the percentage of Overtime when compared to Regular hours and

Total Hours including overtime?• Is there a pattern in overtime usage by Geography/Location or from a

specific Supervisor?• What is the Unscheduled absence pattern?• How many workplace injuries per 100 employees occur on an annual

basis? How does this compare across our locations and within ourindustry?

• How many health and safety incidents occur per one million hours worked? How does this compare across our locations and within our industry?

• What is the dollar cost impact of short- and long-term disability absences and claims?

• What percentage of our employees are fully engaged and are “doing their best work” at all times? How does this vary across functions and lines of business?

• What percentage of our employees would say they are committed to the organization? Why are they committed?

• How many of our employees have applied for positions outside thecompany in the past six months?

• How many EEO complaints or lawsuits are filed annually?• What do we incur in legal costs to arbitrate, defend or otherwise resolve

complaints and lawsuits?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Staffing Analytics

What kind of questions will it answer for you ?• What percentage of our workforce moves internally each year between

lines of business or functional areas?• What percentage of our workforce is promoted annually? What is the

average time between promotions? How does this compare across demographic segments and lines of business?

• Which lines of business or managers are the best developers of talent as measured by the promotions out of their department?

• Which recruiting sources provide the highest performing employees?• How deep is our pipeline for positions known to be hard to replace?• How does the performance of our new hires in their first six months vary by

recruiter or hiring manager?• What percentage of our employment offers are accepted? How does this

vary by gender, ethnicity, EEO category or salary band?• What percentage of new hires leave voluntarily in the first six months?

What percentage of new hires are terminated in the first six months?• What is the dollar cost impact across recruiting, training and lost

productivity for each early-tenure departure?• What percent of referred applicants are hired? Do referred applicants

perform better, worse or the same as non-referred applicants once on the job?

• What is our time-to-fill by job grade and geographic location?• What is our cost per hire? As this figure rises or declines does new hire

quality follow suit?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Retention Analytics

What kind of questions will it answer for you ?• Do we see any Trend in Hiring by - Grade/Job Class,

Company, Location, Age Group• What is the Attrition pattern by Grade/Job Class, Compa-

Ratio, Company, Length Of Service, Age Group• What are the reasons and how could we minimize

voluntary terminations?• Which lines of business or managers have the highest

voluntary turnover rates? Is this a persistent or recent phenomenon?

• What is our voluntary turnover rate among key executives? What are the associated costs to the business?

• What is our voluntary turnover rate among top performers? What are the associated costs to the business?

• What is our involuntary termination rate? What percentage of these actions are due to poor performance?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Dimensional Model Framework

Sample List of Metrics

Dimensional Model Framework (continued)

Sample List of Metrics (continued)

Consulting and Implementation Methodology

… How to execute a HR analytic warehouse ?

Technical Layer Analysis

10 Point FrameworkEvaluation Framework Deliverables

System 1

System 2

System 3

StagingStaging Business Business WarehouseWarehouse

Extr

act T

rans

form

Loa

d

Cub

esC

ubes

Rep

orts

Rep

orts

Metadata FrameworkMetadata Framework

Stat

/Min

ing

Stat

/Min

ing

Mod

els

Mod

els D

eliv

ery

Fram

ewor

k

System 1

System 2

System 3

StagingStaging Business Business WarehouseWarehouse

Extr

act T

rans

form

Loa

d

Cub

esC

ubes

Rep

orts

Rep

orts

Metadata FrameworkMetadata Framework

Stat

/Min

ing

Stat

/Min

ing

Mod

els

Mod

els D

eliv

ery

Fram

ewor

k

Activities

1 Current State

Health Chart2

Solution Recommendation3

1 Reporting and Delivery

Data Integration2

Data Sources3

4 Data Quality

Enterprise Data Model5

Metadata Availability8

Reference Data Structure6

7 Security Framework

Standards and Process9

Infrastructure10

Analyze 10 key areas of the Data Warehouse environment

A

Begin exploring your needs by business areas

B

Sub Domain

Sub Domain

Sub Domain

Merging best practicesC

Hexaware Global HR Analytic

Repository

Desired Report list from the customer’s

Business Users

Subject Areas on Compensation and Benefits

Subject Areas onRetention

Subject Areas onWorkforce

Information List• Report Name• Report Description• Parameters• Technical Metadata• Business Metadata Subject Area on

Compensation and Benefits Finalized

Subject Area onRetention Finalized

Subject Areas on Workforce Finalized

Business user feedback received

Business user feedback requested

Subject Areas on Staffing

Subject Area on Staffing Finalized

Selected list of Reports shared and discussed with Business

Users

Methodology of deliveryD

Requirements Determination

Post-Implementation Support

Feasibility Study

Inception

Analysis

Implementation

Design

Testing

Construction

Training

ETL Development• Develop Applications

– Reports / Queries– Web Interface– Scripts– OLAP Functions

• Develop Data Mining– Build Analytical Data

Model– Validate Data Mining

Results• Build Meta Data

Repository

• ETL Programs• Application Programs• Analytical Data Model• Physical Meta Data

Repository• Database, Programs,

Documentation

• Design BI Database– Dimensional Model

• Design ETL– Create Source-To-Target

Mapping– Design ETL Process

Flow• Design Meta Data

• Physical BI Database Design

• ETL Program Design Documentation

• Meta Data Repository Specifications

• Analyze Data– Analyze Sources– Analyze Quality– Analyze Cleansing

• Analyze Meta data• Prototype Application

• Logical Data Model• Meta Data Model• Data Cleansing

Specifications• Refined Requirements• Prototype(s)

• Understand– Functional

Requirements– Data Requirements– Security requirements– Performance

Requirements– Document

Requirements

• Detailed Project Plan• Detailed Application

Requirements Document

• Evaluate Technical Infrastructure

• Prepare High-Level Requirements Documentation

• Prepare High-Level Project Plan

• Preliminary Project Plan• High-Level Requirements

Document

• Perform Integration Testing

• Perform User Acceptance Testing

• Testing Completion Certificate

• Setup Production Environment

• Install BI Application Components

• Setup Schedule• Populate Production

Database

• Production BI Application and Documentation

• Conduct Post-Implementation Review

• Create Action Plan• Follow-up

• Action Plan• Feedback

• Define Business Opportunity

• Propose Solution Approach

• Proposal For Study

• Identify Training Needs• Prepare Training Material• Conduct Training Sessions

• Training Material• Training Sessions

Cost optimization advantage of executionE

Support and Maintenance modelF

• Functional & Technical Support

• 24x7, Follow-The-Sun Coverage

• Six Sigma, CMM based processes

• Stringent Commitment to SLA’s

• Application Monitoring & Reporting

• Global Support Centers at Chennai and Mumbai (India)

• ASM Wizards, Templates, and Tools

Clie

nt

Knowledge Transfer - Offshore

Planning Knowledge Transfer Responsibility Transfer

ASM Knowledge Base

Offshore Transition

BusinessAs Usual

ValueAddition

Phase 5Value Add

Phase 4Steady State

SLA

Hex

awar

e

Hexaware HR Analytics E/R Data Model

Extensib

le to yo

ur Need

Workforce – Logical E/R Model

Extensib

le to yo

ur Need

Compensation and Benefits – E/R Logical Model

Extensib

le to yo

ur Need

Hexaware HR Analytics Dimensional Data Model

Extensib

le to yo

ur Need

A Sample addressing Workforce analytics

Workforce – Affirmative Action Plan Analysis

A Sample Report from our analytic pack• What percentage of our current managerial positions are

occupied by male/female and minorities? How does it vary across our lines of business and Job Class?

• Are we compliant with Government regulations? Can we generate an Affirmative Action Plan (AAP) analysis report? Compensation

and Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Compensation and Benefits –Deduction Cost by Employee A Sample Report from our analytic pack• What is the cost incurred for each Benefit? • What is the cost ratio by employee and employer?• What percentage of the Benefits are utilized?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Environment - Overtime Analysis

A Sample Report from our analytic pack• What is the overtime usage and cost associated by demography

or employee types ? • What is the percentage of Overtime when compared to Regular

hours and Total Hours including overtime?• Is there a pattern in overtime usage by Geography/Location or

from a specific Supervisor?Compensation

and Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Compensation and Benefits and Environment –Disability Fraud Analysis A Sample Report from our analytic pack• Based on workforce demography, Is there any pattern in the

utilization of Disability Benefits by employees? • Is there a pattern in the utilization of disability benefits in a

particular Geography/Location or by a particular Supervisor? • Is there a pattern indicating workplace accidents and short-term

disability benefits claims?Compensation

and Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Compensation and Benefits – Compa-Ratio Analysis

A Sample Report from our analytic pack• How much higher or lower are our new hire salaries compared to others in

our industry? What is the Compa-ratio Distribution among the new hires?• What is the Compa-Ratio Distribution among our highly compensated

employees ? Are we paying them appropriately when compared to others in our industry? Compensation

and Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Compensation and Benefits – Merit Distribution

A Sample Report from our analytic pack• How much differently do we pay our top contributors from our average

contributors? Is this in proportion to their contribution? What is the Merit Distribution Pattern?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Retention Analysis - Turnover Analysis

A Sample Report from our analytic pack• What is the year-to-date monthly head count and annualized monthly turn

over rate? Is there a pattern by employee type or demography?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Retention Analysis - Turnover Analysis

A Sample Report from our analytic pack• What is the year-to-date count of new-hires, Terminations and Re-hires ? Is

there a pattern by employee type or demography?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Retention Analysis - Turnover Analysis

A Sample Report from our analytic pack• What is the year-to-date count of Retires, Voluntary and Involuntary

Terminations ? Is there a pattern by employee type or demography?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Retention Analysis - Turnover Analysis

A Sample Report from our analytic pack• What is the year-to-date active head count by different age groups? What is

the current turnover rate by age group when compared to last year?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Retention Analysis - Turnover Analysis

A Sample Report from our analytic pack• What is the year-to-date active head count by Length of Service? What is

the current turnover rate by Length of Service when compared to last year?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Retention Analysis - Turnover Analysis

A Sample Report from our analytic pack• What is our year-to-date involuntary terminations by Exempt and Non-

Exempt employees? What are the reasons behind such separations?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Retention Analysis - Turnover Analysis

A Sample Report from our analytic pack• What is our year-to-date voluntary terminations by Exempt and Non-Exempt

employees? What are the reasons behind such separations?

Compensation and

Benefits

OrganizationalEffectiveness

WorkforceRetention

HR Functions

Capability

HR Service DeliveryEnvironment

Staffing

Pareto Chart of Service GroupCo

unt

Perc

ent

Service Group

Count 13Percent 30.2 28.5 13.4 6.9 6.2 4.4 4.2 4.0

1802.2

Cum % 30.2 58.7 72.1 79.0 85.2 89.6 93.8 97.8

170

100.0

80 41 37 26 25 24

8-10

yrs

5-8 y

rs

10-1

5 yrs

15-2

0 yrs

30+ y

rs

20-3

0 yrs

2-5 y

rs

6 mos

-2 yr

s

< 6 m

os

600

500

400

300

200

100

0

100

80

60

40

20

0

Pareto Chart of Service Group

Reason for Separation - AfterCo

unt

Perc

ent

A ction reason

C ount 22 15 14 14 11 10 8 8 7 6110 6 28Percent 18 15 13 11 5 5 4

884 4 3 2 2 2 2 1 1 1

761 1 5

C um % 18 33 46 57 62 67

64

71 75 79 81 84 86 88 89 91 92

32

93 94 95 100

30 24 23

Oth

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Sch

ool

Death

C omm

ute/H

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Viola

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afety

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turn

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al F i

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ion of D

rug/A

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Cha

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nal/F

amily

V iolat

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f Att e

ndan

ce P

olicy

600

500

400

300

200

100

0

100

80

60

40

20

0

Pareto Chart of Action reason

Pareto Chart

36% separation belong to Morenci company

More than 72% separation belong to this copper mining business unit.

Insight into Clusters

Logistic Regression – Predictive AnalysisAnalysis of Maximum Likelihood Estimates

Parameter DF EstimateStandard

ErrorWald

Chi-Square Pr > ChiSq

Intercept 1 0.0557 0.5163 0.0116 0.9141

age 1 -0.0790 0.0273 8.3847 0.0038

age*age 1 0.000948 0.000354 7.1740 0.0074

tenure 1 -0.3306 0.0411 64.6714 <.0001

tenure*tenure 1 0.00568 0.000758 56.1256 <.0001

age*tenure 1 0.00218 0.000882 6.0842 0.0136

Prob_key 1 1 0.3736 0.0544 47.1206 <.0001

compa_grp_key 1 1 -0.3593 0.1846 3.7861 0.0517

compa_grp_key 3 1 0.00620 0.1849 0.0011 0.9733

compa_grp_key 4 1 -0.5719 0.1942 8.6686 0.0032

Performance 1 1 -0.1258 0.0911 1.9072 0.1673

Performance 2 1 0.1101 0.0838 1.7255 0.1890

Performance 3 1 0.1643 0.0838 3.8394 0.0501

Performance 4 1 -0.0756 0.0884 0.7318 0.3923

Previous & Current 0 1 0.1219 0.0439 7.6984 0.0055

The coefficient for TENURE is significant and negative, which indicates that the odds of resigning decrease 33.06% for each additional year of service

Pre-Built Metadata – A sample

Extensib

le to yo

ur Need

Pre-Built Metadata – A sample

Extensib

le to yo

ur Need

Hexaware HR Analytics –Product and Service Offering

What will you get?1. Pre-Built Data Model (E/R and Dimensional) to Jumpstart

your Analytics Implementation2. Pre-Built Catalogue of Metrics and Dimensions to aid your

analytic needs3. Pre-Built Reporting templates instantiated in the technology

of your choice for tactical reporting needs4. More than 100+ Critical Business questions covering

various sub-functions to support you in ad-hoc analysis5. Pre-Built Metadata/Pre-Built Reports 6. Onsite – Offshore execution model to reduce cost7. HR Consulting expertise

Hexaware HR Analytics Data Model Richness

E/R Model•Approx 70+ entities•Approx 300+ attributes

Dimensional Model•20+ Dimensions•200+ Measures

Hexaware HR Analytics –Customer Testimonials

Leading Mining Company in the US

Client Overview

The client is a leading mining company in Phoenix, Arizona.

Objective

Derive insight into compliance, standardize on the reporting solution and measures, identify the right reports for compliance and reporting

Solution Overview

• Define Logical and Physical data model to facilitate reporting and analysis on the following– Employee demographics– Benefits Compensation

• Map the PeopleSoft system to the logical data model• Identify a set of BO (Business Objects) universes to meet the reporting and analysis needs• Analyze the security (authentication and authorization) needs for reporting and analysis

Benefits

• One system to report from, for both their US and South America operations• Analytics reports to be used across the organization and departments

Leading Financial Company

Client Overview

The client is the world’s first company to provide Global 500 organizations with comprehensive, eHRprocess management services.

Objective

Consistent and on demand HCM information and metrics from multiple and diverse data sources

Solution Overview

• Provide human capital measurement information from PS, Comptrack, EOS, Smartstream and External market data

• Create ETL processes for application data.• Create EPM views • Design & Develop BO Universe & Reports• Create PS power cube for OLAP• 24X7 support

Benefits

Provided consistent and accessible data (Data from multiple sources like PeopleSoft, Comptrack, EOS, Smartstream, external market data are gathered) with reporting.

How are we organized?Consulting TeamThe customer would meet one of them during initial start of the project for scoping or for special short engagements like architecture review; includes senior architects and domain specialists

Delivery TeamThe core of the practice that executes projects of the customers; includes managers, architects, designers and developers

Innovation Team

The technical team that looks for reusable components, builds accelerators, defines process frameworks, audits standards and best practices to be applied across all projects; includes architects and senior developers

PMO Team

The Project Management Office is the team that reviews the project status and guides towards successful delivery

Sales TeamTakes up the solutions to the customers, works on campaign, workshops and events

Business Intelligence & Analytics

Hexaware BI&A Practice

• Experience of more than 50 customer engagements covering the entire business intelligence and analytics services space

• Ready to use frameworks and process improvement tools that has been leveraged in customer engagements

• Domain expertise: Banking and Financial services, Human Resources IT, Insurance, Transportation, Airlines, Capital Markets, Manufacturing, Healthcare, Telecom and Retail

• Alliances: Close alliances/ partnerships with leading BI tool vendors ensuring solutions meet clients’ current and future needs

• Onsite-Offshore service delivery model ensuring optimum cost of solution

Service Offerings

HR Analytics practice at Hexaware

• Over 1000+ resources working on HR applications, over 150 HR domain experts, over 30 projects currently being executed

• Deep domain expertise of consulting in the HR functions space• Deep relationship with vendors in HR space like PeopleSoft, SAP, Oracle, SAS and others• Complete BI services to custom develop analytics for the chosen area• A well defined Consultative, Iterative and Proven BI/DW methodology for delivering value added

services in an onsite/offshore delivery model ensuring optimum cost of solution• Innovation lab for HR analytic solution• In-house center for excellence for BI with training and lab facilities • Over 200 experienced professionals in various DW/BI technologies and tools• Over 50 customer engagements in enterprise business intelligence space• Alliances with most leading BI vendors:

Definition

ISO

CMM Level V

BS7799

CMMi Level V

Six Sigma

Six Sigma

No. 1 HR IT services provider: 750+ resources

HR-Center of excellence

HR-IT Projects PeopleSoft Partner

Global HR-IT Practice, E-HR services: Portals

PeopleSoft ODC

SAP HR, Oracle HR Practices

Alliance with SAS to provide Analytics solution

1997

1998

2000

2002

2004

2005

2006

Analytics and Data Mining

Implementation Methodologies

Cred

it R

isk

and

Cred

it S

corin

g

Enterprise Risk Management

Analytics

Mar

ket R

isk

Ope

ratio

nal R

isk

Stru

ctur

al R

isk

Regulatory compliance

Prebuilt Data Model

Prebuilt Metrics and Analytical structures

Prebuilt Predictive and Quantitative Models

CRM Analytics

Cust

omer

Loy

alty

Cam

paig

n M

anag

emen

t

Cust

omer

Acq

uisi

tion/

Ret

entio

n

Cros

s Se

ll /U

p-se

ll

Human Capital Management

Dem

ogra

phic

s

Staf

fing

and

recr

uitin

g

Trai

ning

and

Dev

elop

men

t

Prod

uctiv

ity

Com

pens

atio

n an

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BI Infrastructure Management

BI and A Innovation Lab – Jump Start Analytics

Some of our prepackaged analytics includes prepackaged data model, prepackaged reports, prepackages cubes, metric and dimensions. Hexaware has prepackaged analytics in following areas

Jump Start Analytics

Our HR analytics enable organizations to get meaningful insights from HR data collected from various enterprise-wide HR and Non HR systems.

Our CRM analytics enable organizations to get deep insights on customer data collected across various channel systems.

Our niche analytics covers various niche areas that includes Credit Card analytics, Mortgage analytics, Credit Risk Analytics and Capital Market Analytics.

Our Airline Analytics enables organizations to strategize their business activities by analyzing various data such as customer loyalty, routes, and cargo.

Our Enterprise Risk Management subsidiary Risk Tech provides Analytics implementation and services related to the banking risk domain

BI and A Innovation Lab – Accelerators

Some of the tools developed by the Innovation team that would be part of all projects areSolution Accelerators

Other solution accelerators in usage• TRACE IT• Teradata Analytic • Excel Comparator • SAS Web Compiler

• Web Services Manager• Excel Formatter• Mapping Change Propagator

XML-based query engine for Data Integration environment to ensure ETL coding standards and locate coding errors; saves up to 90% time

A tool for determining duplicate reports, identifying set-subset related reports, location of dead variables, etc., within any BI environment; saves up to 70% time

BI environment metadata foundation tool to create semantic layers such as universes and models in an automated fashion; saves up to 40% time

Customers

Thank You