Oracle BI Applications – The next generation of HR Analytics Norma Penson Principal Solutions Consultant January 21, 2009

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© 2009 Oracle Corporation – Proprietary and Confidential HR Best Practices Back Office Automation Deploy Self Service Focus: Cost Reduction LEVEL 2 Transaction HR Technology Evolution HR 101 Manual execution Core HRMS Focus: Day-to-day LEVEL 1 Foundation HR Best Practices Back Office Automation Deploy Self Service Focus: Cost Reduction LEVEL 2 Transaction Best-practices End-to-End Process Automation Human Capital Mgmt implemented Focus: Worker Productivity LEVEL 3 Process Metrics Driven KPI’s Drive Business Shifts HCM central to org. performance Focus: Workforce Aligns to Priorities LEVEL 4 Intelligence HR 101 Manual execution Core HRMS Focus: Day-to-day LEVEL 1 Foundation

© 2009 Oracle Corporation – Proprietary and Confidential Oracle HR Analytics Driving Return on Human Capital Investment Compensation Increase performance of organization by understanding and leveraging pay and performance relationship. Decrease costly compensation errors. HR Performance Objectively assess HR organization’s performance on periodic basis. Drive HR to more strategic role in organization by showing return on HR investment. Operations Reduce cost and time associated with compliance reporting. Increase employee satisfaction and retention by managing overall profile and background of workforce. Drive lower HR costs through reduced recruiting and terminations.

© 2009 Oracle Corporation – Proprietary and Confidential Oracle HR Analytics Provides Insight to Provide Optimal Service ANALYSIS & METRICSBENEFITS Operations Provide a consistent view of the workforce to all line managers Understand impact of HR initiatives relative to performance and retention Identify and retain key employee talent Lower costs through reduced turnover and more targeted recruiting Optimize compensation plans to meet goals while managing costs Reduce the time and cost of compliance reporting Better utilize personnel and skills Optimize staffing by department Compensation HR Performance Special Disabled veteran headcount Total compensation of non- minority females Involuntary count Voluntary count Average tenure of minority male employees Turnover rate % Employee-supervisor ratio Mean performance Dissatisfied termination ratio Deductions Average base compensation Total annual base compensation Average variable compensation Compa-ratio Overtime compensation Revenue per employee Contribution per employee Overtime amount Employee benefit expenses Contracting expenses Average cost per employee Direct employee cost Employee benefit cost Indirect employee costEmployee overtime expenses

© 2009 Oracle Corporation – Proprietary and Confidential Role-Based Best Practices Provide Relevant and Actionable Insight for Everyone HR Analytics – Key Objectives and Questions by Role Line Managers Actionable Insight for Improving Workforce Performance Do I have enough contingent workers to meet the seasonal demand? Is the turnover ratio of my Line of business low? Am I managing my compensation costs within my budget? Am I hiring to my workforce plan? VP of HR and CEO Optimizing Management of Human Capital Are we paying our folks competitively, or at least within the guidelines established by the compensation committee? Am I maintaining a diverse workforce How is my retention strategy working with long term incentives? What is the YTD spend and % change from last year on each of my organizations' compensation components (base, bonus, stock, etc.) HR Generalist Complete Insight into Historical Workforce Trends How am I paying my employees compared to the market or internal guidelines published by my organization? Have I differentiated the performance of my employees? Are my recruiting activities effectively hiring high performing employees? Is there a potential retention problem?

© 2009 Oracle Corporation – Proprietary and Confidential Optimize, Acquire, Develop Workforce Develop an engaged & scalable workforce Align workforce investment with strategic business objectives OptimizeAcquireDevelopPayComply Business Process Key Questions What is the current staffing level? Is the current staffing level meeting that of the forecast? What is the current staffing level? Is the current staffing level meeting that of the forecast? What is the recruiting pipeline to meet the workforce plan? How best to recruit the talents in demand? What is the recruiting pipeline to meet the workforce plan? How best to recruit the talents in demand? Who are the top performers? What is the performance distribution? Who are the top performers? What is the performance distribution? Are we paying people competitively? Where best to spend the compensation budget? Are we paying people competitively? Where best to spend the compensation budget? Do we have a diverse workforce? Are we in compliance with government regulation? Do we have a diverse workforce? Are we in compliance with government regulation?

© 2009 Oracle Corporation – Proprietary and Confidential Business Objectives / Issues Gain Insights Take Action Proactively Manage Top Performers with Retention Risk Why are Employees Leaving? Where are the Retention Hotspots? Is Voluntary Turnover increasing? Is Turnover within manageable limits? Ensure Workforce Readiness Drill to Detail Actionable Workforce Insight

© 2009 Oracle Corporation – Proprietary and Confidential More than just dashboards and reports Extends BI Value. Lowers TCO. One login. Right content for each user. INTEGRATED SECURITY Data Security User Security Object Security Role-based navigation paths enhance usability and reduce learning curves GUIDED NAVIGATION Seamless navigation from analytical information to transactional detail ACTION LINKS – “INSIGHT TO ACTION” Alert and guide users to out-of-ordinary conditions that require attention CONDITIONAL NAVIGATION

© 2009 Oracle Corporation – Proprietary and Confidential DEMONSTRATION

© 2009 Oracle Corporation – Proprietary and Confidential Recruiting (new) Requisition tracking Vacancy / skills matching / competencies Benefits (new) Benefits costing / enrollment Training (new) Learning Objectives Program Enrollment / Registration & Completion Performance (enhanced) Absences Event Grievances / Disciplinary Actions Employee Appraisal / Review / Accomplishments Payroll (enhanced) Support for complex Incentive Compensation based variable pay Injury Illness Time and Labor Roadmap for HR Analytics Functional Analysis Areas

© 2009 Oracle Corporation – Proprietary and Confidential Oracle BI Applications Single- and multi-source Analytic Apps Built on BI Suite EE Oracle BI Suite EE Ad-hoc Analysis Proactive Detection and Alerts MS Office Plug-in Reporting & Publishing Interactive Dashboards Disconnected Analytics Web Services Oracle BI Applications Sales Service & Contact Center Marketing Order Management & Fulfillment Supply Chain Financials Human Resources Packaged ETL Maps Universal Adapters IVR, ACD, CTI Hyperion MS Excel Other Data Sources BAW Schema

© 2009 Oracle Corporation – Proprietary and Confidential Pre-mapped metadata, defining real-time access to analytical and operational sources, embedded best practice calculations and metrics for the HCM practitioner.  Presentation Layer  Logical Business Model  Physical Sources 3 Prebuilt ETL to extract data from over 3,000 operational tables and load it into the DW, sourced from HCM systems, and other sources. 2 A “best practice” library of over 150 prebuilt role-based intelligence dashboards, reports and alerts for HR Managers. Analysts and Business Unit Executives. 4 Pre-built warehouse with 3 star-schemas designed for analysis and reporting on HR data 1 HR Analytics Components

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