Guide Your People Strategy With Smart Analytics For All

The past 18 months have taught business leaders that change is the only constant in today’s fast-paced world. Pressures from within the organization, including decisions to pivot workforce skills, recruit diverse talent, or form succession strategies are all keeping executives up at night.
 

A unifying theme for organizations that successfully navigate uncertainty is agility, supported by the ability to visualize outcomes and quickly adapt with the support of analytics. Often this means connecting analytical resources with HR and finance systems to provide visibility into complex matters—something Oracle understands well as we have supported the business intelligence needs of our customers for decades.

The world continues to change, and we are excited to continue our commitment.

Analytics for All

Throughout our journey as a cloud infrastructure, platform, and application solution provider, Oracle has sought to provide our customers the means to create their own experiences through configurable software, whether it is managing a supply chain, tracking finances, or building a workforce. In an industry defined by solution developers that focus on creating out-of-the-box modules with hard-coded processes, we prefer the approach of enabling business leaders to decide how to run their businesses – while we focus on enabling technology. This differentiates Oracle Cloud applications.

Like our configurable applications, we take a similar approach with analytics. Using Oracle Fusion HCM Analytics, employees build their own dashboards based upon the key performance measures they believe to be critical to their business. After all, everyone faces different business challenges and we believe they know how to best identify and address those challenges.

We are excited to offer new updates for Oracle Fusion HCM Analytics, where we’ve made it easy to get the answers you need and discover organizational knowledge to make your next move. Whether you have questions about your organization’s performance, potential, or diversity, our technology makes it possible including:
 

• Voice-driven virtualization: Think it, voice it, see it, and act on it. Simply ask any HR business question using text or voice and receive the results immediately. You may also measure how others are using voice to take action within your organization.

 

• Connected workforce intelligence: Just having data is not enough—you also need to analyze it. Oracle Fusion HCM Analytics helps you discover important people data connections and accurately predict outcomes across the business supported by machine learning. Fulfill numerous use cases, including gauging workforce sentiment, budgeting workforce growth, or resolving turnover issues across the entire business.

 

• Jumpstart decision-making: Building an analytics dashboard takes precious time away from taking action. Oracle Fusion HCM Analytics delivers pre-built analytics for areas like absences, recruiting, and mandated HR disclosures, all without the need to code, integrate, or model data structures. Best practices and improved business performance begin today instead of next month.

The Focus on Customers

The spotlight on analytics is timely, given the current emphasis on challenges that include retention, skills development, workforce diversity & inclusivity, resource budgeting, and worker health and safety. Leveraging community-sourced guidance from our Cloud Customer Connect Community; Oracle ensures continued investment in the parts of the HCM solution that matter to them.  

Take NI (formerly National Instruments) for example, a company that brings together the people, ideas, and technology so forward thinkers and creative problem solvers can take on humanity’s biggest challenges. Though known for helping other organizations deliver engineering breakthroughs, their HR organization did not have a formalized strategy for collecting and analyzing relevant data. They looked to Oracle Cloud HCM for their transformation and initially launched an executive dashboard covering key themes such as talent movement, compensation, and performance within the organization.

“This first phase has been incredibly well-received,” says Treva Rumbeck, Vice President of Global Total Rewards and HR Operations. “I haven't heard about any system glitches or major concerns from managers or company leaders around having access. It's just been overwhelmingly positive that users have this data at their fingertips in real time and they can now make decisions by not just looking at the current talent snapshot, but looking back at the past years’ trend for a more cohesive picture and therefore better leveraging the insights from the dashboards.

While the first phase of their project covers the most important people metrics, National Instruments plans to expand in the future and include other data such as talent acquisition and employee engagement.

You may be somewhere different from NI on your Analytics journey. Know that wherever you may be, we’ve got you covered and you can find support on the Oracle Cloud Customer Connect Community where you can network with fellow business leaders and discover how other organizations have used Oracle Fusion Analytics HCM to better understand their business.

Looking Ahead

With uncertainty still looming, more challenges lie ahead. Learn more about Oracle Fusion HCM Analytics today, and see how it can transform your business—read the new eBook, Oracle Fusion Analytics: Guide your people strategy with smart analytics for all.

Guy Waterman is Senior Director, Product Strategy at Oracle. Visit www.oracle.com  Connect Guy Waterman