The Role Of Business Intelligence In Human Resource Management

This paper mainly describes about how NFL Organization is using oracle business intelligence system and resolving issues that faced by HR’s and payroll teams to do their everyday transactions like

1. Tracking Recruiting and terminations
2. Tracking employee absences
3. Tracking employee payments
4. Tracking employee tasks and goals
5. Tracking employee performance
6. Tracking employee time sheets.

By using oracle Business intelligence, we are extracting data from backend database and transforming data into various reports and dashboards, so that they take decisions in employee life cycle. Problem statement:The main draw back in their present system is they don’t have integrated system to transfer the data to each respected team to do their transactions, they used to use to transfer the data manually by using the help of IT department and they use a lot of paper work to store the data. If they want to track various data like employee absences, time cards, payments, head count of hiring, and terminations, what is the performance of employee so far and how he is achieving his tasks and goals to track all these all this data they don’t have particular system to present to their higher officials. Mainly our organization is about conducting foot ball games, so we have different teams for each state around 26 teams.

So they use organization charts to represent the data in hierarchal form like to present each team under each manager and in what roles they are serving. To represent this information org chart, they are creating manually by using Visio that takes some effort and time of HR.

Justification: To resolve the above issues facing by HR’s in NFL we are proposing to use Oracle HCM system which provide you oracle business intelligence for Reporting and analytics. Oracle BI provide you feasibility of creating custom reports and dashboards, while discussing about Reports we have two ways to create reports based on information we are providing and the way we are presenting like if we are providing whole data in the form table that is called as basic report, if we creating something answering the business questions like head count in pricular department in graphical representation those are analysis.

So oracle BI provide you both functionalities to create basic summary reports and analysis in dashboards. To above situation like creating a org chart they are using Microsoft visio where HR’s has to spend time creating each block manually represent their manager and their role in team manually it take time and effort but by using oracle BI we can directly create org chart by just drag and drop the data we need. And coming to other issues they have like tracking of employee data in different scenarios like their absences, time cards, payments. To track all these data we build a report in oracle BI by extracting data saved in oracle data base tables and present them in the form of a table in different formats like excel, pdf, csv ect. By using these data we integrate all the systems and send these reports by scheduling them in timely manner, so that they can do their transactions like running payroll they need to take care of these employee absences that shows impact on employee pay and time sheets also paly a import role in running the payroll based on the hours he hard worked for that particular week or month. Tracking the employee tasks, goals and performance this is very important feature in human resource system, this feature saves manager time and effort in tracking his teams tasks and their performance, by using BI dashboards in oracle, manager can track his teams tasks and their performance and according to that he can give rating and according to that rating employee compensations like bonus and awards are granted.

Tracking Employee leaves: Employees are one of the fundamental success factors for a business development. Unapproved (Unauthorized) absence, improper timing for holiday planning, will result in low productive hours gain. This will impact the overall efficiency of the organization.

In few business organizations these are some typical circumstances:

1. Employee not available at work since he is on leave and project manager is unaware of his absence.
2. Employee extended leave without prior approval from the project manager.
3. Service delay as the Support Engineer went on unplanned vacation (leave).
4. Employee has taken more leave than he is eligible to take.

This unexpected conduct from employees can be expensive for any business as this can prompt missing due dates, unmanned counters, poor client benefit, postponed charging, scratch-off of requests, non-accomplishing targets, loss of generosity and so on. Some of this absence issues can be reduced by planning employee leaves using a leaves tracking software in which an employee can design his leave ahead of time, let the other employees know about his leaves providing time to think about it then the whole group where the worker works are equipped to manage the non-appearance of the worker from work. Also, uniform use of Leave strategies, precisely following leave adjusts, prompts more prominent representative fulfillment and empowers associations to connect with workers better. Hypotheses:Hypotheses: Unauthorized absence of the employees will lead into the low productive hours of the business development.

Hypotheses: Employee absence at work since he is on leave delayed in production service support.

Hypotheses: Employee has taken more leave than he is eligible to take which results in organizations growth and deadline for the projects.

Hypotheses: Employee Leave balance is not properly managed, and this will cause big dis satisfaction to the organization.

Hypotheses: Leave policies of the business organization are not uniformly applied to all the employees

A proper Leave Management software (Tools) can help to address most of leave related issues and automating this process will make leave and attendance process of the employees easy to manage, view balance leaves and track entire leave transactions starting at a single point of month and validating the application to check for the available policies of the employee at the time of the application and by adding the email alert to the application which help to notify the manager with email helps to review the Leaves at a convenient times. Implementing a proper leave management (software)solution will help to make sure that employees plan their leaves better which significantly helps to reduce work disruptions and reduce the time and effort spent by HR on maintaining accurate leave records.

Tracking Employee Tasks and Goals

Managing the performance of an employee will be depending upon the tasks and goals they achieved in the past based on the methodology they work for like Agile, Waterfall etc. Setting the goals and tasks for each individual employee in an organization for a particular team evaluates the time required for the employee to complete a task within the deadlines. Objective setting can likewise be a disappointing procedure in the event that it isn't handled appropriately. The most baffling piece of objective setting and execution is the point at which the results don't coordinate what was normal. Administrators have a tendency to accept that the worker will execute as per their vision and afterward are befuddled when the results don't coordinate the proposed bearing.

HR Reporting Pitfalls

Introducing Automation for Reporting: Avoiding human intervention in developing the reports which leads to inefficiency and time taking process.

Relevant Information while Reporting: Maintaining relevant information based on the report we are generating, making complicate by irrelevant information engages to the redundant data in the report.

Fixing Mistakes in the Reports: HR raw data will be mostly unstructured data cannot be handled while generating reports manually which impacts the accuracy level of the data. To avoid these difficulties, organizations are going towards the Business Intelligence in Human Resource Management where they can use BI tools to generate the reports and showcase the data in more accurate way which can be understandable for every member in the team without much knowledge. However HR managers cannot be answered constantly the entire employee related information to the higher officials of the organization, in this case they can use the BI tools to showcase the data in pictorial or charts representation which will be more valid and in different grains level.

While defining the correct objectives is critical, you likewise need to guarantee you have the perfect individuals on your group. Ensure you put the correct representatives on the correct assignments. We recommend you take a gander at past execution of your area of expertise, recognize focuses for development, and attempt to measure the expansion in execution you might want to accomplish.

While doing this, likewise guarantee there is sufficient help for both junior and senior representatives on your group to feel great with their jobs and guarantee they get enough help and preparing. Perceive their past encounters and aptitudes and expand on this by offering applicable learning assets and in addition your very own recommendation and direction. While setting the track of employee on their tasks and goals, managers should be aware of the team and project they are working on to create a BI dashboard with estimation of hours the task can be completed, each employee is capable of accessing the dashboards where he/she can burn the hours down based on the efforts they applied on a specific task.

Pass on finish date: When defining clear desires for objectives, activities, or assignments, a standout amongst the most vital focuses to pass on is the point at which you expect fruition. Maybe the fruition will be in stages, in which case each stage culmination date ought to be passed on and mapped out to maintain a strategic distance from any bottlenecks in different procedures.

Outline Level of power: Managers ought to consider the level of power that they anticipate that the worker will have while finishing particular objectives or undertakings. To do this, directors ought to think about the accompanying: How far would they be able to go? What amount would they be able to spend? Who would they be able to converse with or potentially include? What assets do they approach? After setting up the structure, it's time to inform your business plan. Make sure that each employee has a clear understanding of his or her expectations. It may be useful to create key performance indicators even for junior employees. This in turn makes the review process easier. Use data and visualization to illustrate what you mean. Business Intelligence allows you to share reports or provide KPI with employees in ways that are easy to understand by non-technical users.

As a result, BI has become a key tool for analyzing the true value of human capital within a company, and BI helps people connect the company's financial performance. The HR department should analyze the basic skills and demographics of its existing employees, assess whether it is best to help them achieve their core business goals, and then determine if human resources are doing the right thing to help the company make progress. We believe that BI can continue to be used to predict and use future employee trends to help attract, motivate and retain the best candidates.

Benefits of Adopting Business Intelligence and Decision Support in HR Management for System:

1. Without the presence of the Business Intelligence, Organizations are leading to the tricky situation when making decisions regarding management and finances. By using Business Intelligence tools decisions made by HR managers or project managers are much data-driven which often resulted in advantage to the companies.
2. Business Intelligence provides companies a competitive tool in a current upgrading market. Making quick decisions are most important in the real-world jobs, but knowing those decisions based on a data-driven supported by BI gives much security and confidence.
3. Business Intelligence support fraudulent monitoring and risk management as the features.
4. Visualizing the important information by creating the dashboards, reports etc. based on the collected data from the storages like data-mart or data-warehouses, can lead to making better decisions with viable inputs.

Tracking Employee Performance: Issue: Nowadays, with the increase in competition in Business world, many organizations are under tremendous pressure to increase profits or get good return on investments. And in almost every business organization, workforce cost counts to 40% of total cost structure of company, which is huge and hence an important factor which affects the overall profitability. As ineffective staff can lead to sheer decrease in productivity and unstable compensation designs can result into employees not working in sync with organizations actual goals. Both the issue can have very negative impact on company’s growth, which can ultimately result into whole business shut down. So it’s very important to track employee performance which can help to keep on top of establishing manageable goals, improving employee engagement and rewarding hard work to avoid losing best performing employees.

To achieve above goals initially companies decided to incorporate human resources management systems which helps in increasing efficiency in processes such as job hiring, benefit administration, payrolls and employee recruitment. However, for better performance analysis, increasing efficiency is not the best answer, instead its requires to get in depth knowledge of factors such as competencies, workforce profiles etc which are driving aspects of employee’s performance. It can be gained by providing timely performance reports to managers or executives which are very hard task because of the below two reasons:-

1. Firstly, data complexity and volume is usually very high. In addition, data is mostly fragmented among many departments and different types of databases, which makes it very difficult to gather all the data and merge it to produce accurate reports.
2. Secondly, it’s hard to deliver timely reports to hundred of users at times when are most needed. As generating reports using traditional systems normally requires large development effort and log time to deploy.

Alternatively, Oracle BI tools are very efficient and less time consuming and have the ability to easily gather data from different internal and external resources without issues. It enables companies to get well formatted reports in form of graphs or other visual formats more quickly without need of any addition development. Hence Oracle tools are proven to be cheaper, fast and easiest way to address the issue of efficiently provide performance information to users. Below is the example report(Vulpen, 2018) of employee performance generated by Oracle BI tool by gathering data related to employee such as appraisal by manager, number of defects, number of errors, number of units produced, overtime, leaves etc.