Oracle has been delivering award-winning services to its customers and ensuring its technology investments are effective, efficient, risk-resistant, and competitive.
Planning your employee experience has become all the more important during The Great Resignation. Your employee engagement and experience are the drivers of your business success as they directly impact your profitability, productivity, and retention.
With the cloud transformation wave taking businesses by storm, it is essential to have special infrastructure tools and architecture to leverage automation and built-in security for superior migration and economics. However, for many businesses, the foundations of their on-premises IT systems were built years ago, and people who set up these systems might have already left the organization.
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Analytics solutions can help you collect data and information to create unified and centralized ecosystems to improve decision support. Using emerging technologies like AI and machine learning, your HR teams can further enrich the data collected to improve your organization's workforce, contributing to business success.
Furthermore, you can make HR analytics a necessary activity as part of your processes. The insights you receive can help you take timely actions, adopt industry best practices, and make your business agile and resilient to future disruption.
How HR analytics helps with people and business strategies
1. People Insights: understanding your workforce
HR leads from the front for every organizational change and strategic development, and accurate insights can help you make data-driven decisions. You also need information on your talent to develop programs including diversity, equity & inclusion, talent management, succession planning, and internal mobility initiatives.
With HR analytics, you can streamline workforce planning, manage your workforce, and navigate hiring through visualized workforce data to understand employee profiles across geographies, productivity, and performance. Moreover, prediction models can spot future trends to guide your talent acquisition and retention plans, enabling you to meet your business objectives.
2. Talent planning and management: making the hiring & retention process simpler
HR analytics provides a talent prediction model and tracks workforce insights that include high and low performers. You can approach talent planning with a more agile and strategic eye using these indicators to complement your talent management efforts with the power of AI, Digital Assistants, or RPA-enabled chatbots.
Digital assistants can automate tasks like FAQs for the application process and screening candidates based on pre-defined criteria. Such task automation would help increase your HR team’s productivity and they could spend more time simplifying and accelerating the onboarding process for your new employees, enhancing their employee experience from the get-go.
3. New system adoption: increase your workforce productivity
Implementing a new HR system is essential for business growth and expansion to ensure agile support, scalability, and improved employee experience. For easy adoption, workers should have access to user-friendly navigation, simple process flows, and ease of use which allows them to be efficient.
When one of our US-based manufacturing clients migrated from their legacy on-premises system to Oracle Cloud HCM, one of their goals was to increase adoption for their self-service system. By using this capability, employees can easily update personal details, and download payslips, and managers can perform transactions like appraisals, role/responsibility transfers, and salary changes without needing HR resources.
However, after the first three months of the Oracle Cloud HCM implementation, only 40% of the workforce had adopted the new application.
To increase system usage, they leveraged Oracle Analytics Cloud dashboards to track employee search queries, document downloads, and performance feedback. Based on the insights, the company offered targeted training and focus groups, thereby increasing adoption to 70% while reducing the workload of the HR team.
Sample representation of how you can use leverage Oracle Analytics dashboard to track adoption rate. This image is used for representational purposes only.
Leverage Oracle HR Analytics Cloud for people strategy
Having stable, reliable, and secure access to data is of utmost importance for employees who need a self-service system and HR administrators who can view insights to build data-driven strategies. Oracle HCM Analytics offers pre-built analyses to make it fast and easy to get the answers you need across the organization with voice-driven predictive analytics, whether you are looking to improve your recruiting, retention, or talent forecasting.
If you would like to know more about driving people strategies with Oracle HCM Analytics for HR, get in touch with our Oracle Cloud experts today.
We are sure you know the Cloud. Whether you have already deployed it or are planning one shortly, you are a growth-oriented visionary.
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The HR department has to maintain personal, legislation-specific, and organization-related data for all employees in their HR applications. It is crucial to properly manage and store this data as it will be used for reporting. Furthermore, this data will also be used by other applications like payroll and outbound interfaces.
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Oracle HCM Cloud offers all such data fields and their values out of the box, which helps customers adhere to the legislative rules and properly maintain the data. Oracle offers its customers the flexibility to manage values for these data fields by using the functionality of lookups.
Lookups hold a list of values that appear for various fields within an application.
There are three categories of lookups:
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1. Standard lookups
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2. Common lookups
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3. Set-enabled lookups
What are the Common Lookups in Oracle HCM?
Here are some essential details about common lookups.
Common lookups are predefined lookups that allow users to add new values or enable/disable existing values. These are generally maintained by admin users.
To enter a value for the fields within the application, a user can select any one of the values from the available list. There are predefined lookup types available for various fields in the application.
For example, 'Assignment Category' is one of the fields on the employee's assignment screen that contains a list of values. The list of values that appear for this field comes from lookup. The lookup type for this is 'EMP_CAT'.
Duplicate lookup codes are not allowed in the lookup type.
Lookup Customization
Oracle Fusion contains certain predefined lookups that you cannot disable values for or add new values to. However, there are a few lookups that allow you to disable values and also add some new values. So, it all depends on the lookup configuration level, as it helps you check what level of customization is possible for a lookup type.
There are three different types of common lookups available in Oracle Fusion that decide the customization for the lookup:
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1. User lookup – This is a flexible type of lookup; you can add new values and enable/disable the existing values to it.
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2. Extensible lookup – In this type of lookup, you can add new values but cannot disable the existing values.
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3. System lookup – System lookup does not allow you to add or disable the existing values.
Lookup Type and Its Components
Lookup Type – Here, you can add values to the lookup. Note that this field name will appear on the setup screen and not on the application screen, where users usually make an entry into the application.
Meaning – This is the name of the field that users will see on the screen, where they will add the value.
Module – This is the name of the module to which this lookup belongs. It might be named as HR or Absence.
Lookup Configuration level – As explained in the above section, lookup configuration has three values:
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User
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Extensible
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System
We can add values, known as lookup codes, in each lookup type.
The lookup codes consist of:
Lookup Code – This signifies the value of each code that we have added. It is not visible to the users but it is used to uniquely identify values added to the lookup type.
Display Sequence – This is used to mention the sequence of values they should appear in, for the users to select. It can be 1, 2, 3, etc.
Enabled – The Checkbox helps you to enable or disable any particular lookup code.
Start Date and End Date – You can specify a date range for each lookup code to make it available only within that range for users to select. If this is left blank, then it is always available for users.
Meaning – This term will appear in the list of values on the UI for a specific field, which the user can see and select from the drop-down menu. It is associated with the lookup code.
Tag – Tag is used for localizing the lookup code. For example, if we put +GB as Tag then this value will appear only for Great Britain localization; and if we put –GB, then it will not appear for Great Britain. If we leave this blank, it will appear for all areas.
You can create a new lookup type or enable/disable values by using the task under Setup and Maintenance -> Manage Common Lookups
Here is an example for lookup type 'EMP_CAT':
Business Case
If any customer based in GB wants to enable the 'Transgender' value for 'Gender', which is already present in the lookup type, they can navigate to the Manage Common lookups task. Since the lookup type for Gender is 'Sex', select the value 'Transgender' in the lookup codes section, and in the tag column enter '+GB'. Click on Save and Close.
To get all the details of lookups in the application, simply use the below query:
Select * from hcm_lookups;
So, this is how common lookups in Oracle HCM capture information for employees and provide the flexibility to manage value in these data fields.
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