HCM and BI: It’s About Making The Right Decision
By Natalia Rachelson on Jul 30, 2012
A guest post by Steve Boese, Director Talent Strategy, Oracle
Modern life is full of of questions, or stated differently, full of opportunities to make decisions. Over the long term, making more of the ‘right’ or best decisions given all the options, circumstances. and context, more often than not leads to success, be it personally, professionally, or for your organization and community. But how life throws us a bit is that most decisions are made with imperfect or at least incomplete information.
Here’s an example - let’s say your 15 year old son or daughter asks you if he or she can attend a party that coming Saturday night. Immediately several questions spring to mind:
Who is hosting the party?
Who will be attending?
Will there be adult supervision?
Can I trust these adults to monitor the proceedings?
Is my son/daughter telling me
everything about the event, or are they selectively leaving out a detail or
In a perfect world you as a parent would have the answers to all of these questions up front, available right at the decision point when you have to make the call whether or not to allow your child to attend the party. In reality, you’d be lucky to have definitive answers to a few of the questions, vague notions on some, and on others, well, you probably have to go with your parental instincts or gut feel.
It’s often tougher in the workplace, where every day leaders, managers, and employees are asked to make all manner of decisions, often without access to important information, historical data, trends, scenario analysis, and anticipated outcomes to better empower them to make decisions better, faster, and with more confidence that their course of action is in line with business strategies and desired results. Just like when staring into the eyes of a crafty 15 year-old and assessing the quality, completeness, and context of the information they’ve provided, and sometimes simply hoping you’ve made the right judgement call, managers and employees all too frequently are forced to rely too much on their gut, when the availability of some real data could make the difference from knowing they’ve made the best decision, and hoping they have.
How Oracle Can Help
While your friends here at Oracle
can’t help you yet with the ‘Should I let the teenager go to the party?’ decision
(yet), we have thought long and hard about the kinds of information that
managers and employees need right at the decision point, and developed a set of
embedded analytics and Business Intelligence capabilities that go a long way to
answering those nagging questions that we all face when confronted with
sometimes complex and conflicting options.
Just think about a few of the
many Human Capital related decisions that leaders, managers, and HR
professionals are asked to make routinely, and then think about the kinds of
information that, if available, accessible, and easy to apply, would enable
them to make the best decisions more often?
An annual compensation process,
where a manager is tasked with making fair, consistent decisions that are in
support of the organizational objectives, on merit increases, bonuses, and
stock grants. Having immediate access to embedded and detailed analytics around
employee compensation history, performance relative to their peers, and overall
compensation compared to the organization almost certainly will speed the
process, result in more consistent decisions, and allow the manager and
organization to make the best use of their compensation budgets.
Or perhaps you are a Talent
Acquisition professional who has to make decisions about where and when to
advertise and promote company vacancies to try and optimize the balance between
costs, reach, and effectiveness when evaluating potential job posting sources.
Having ready access to analytics and trends on the historical performance of
candidate sources, coupled with the information about how prior openings for
this role have been filled, allows the Talent professional to make a decision
on how to allocate resources and effort in a manner likely to yield a set of great
candidates in the least amount of time.
These examples, and the hundreds more that confront our organizations each day reinforce the that today, managers, leaders, and HR professionals must take action on issues faster than ever before. And to enable and support that kind of rapid response and decision making, organizations need analytic solutions that provide capabilities like proactive, event-based, and scheduled alerts, delivered directly by email, cell phones, or to personalized dashboards; and that place actionable data and embedded analytics front and center right at the critical decision point.
With this information, they can
quickly assess the decision criteria, examine and evaluate the alternatives,
gain insight as to the implications of competing courses of action, and as a
result, have the needed insight to make the ‘best’ decisions more often.
Will parents when facing the
‘party’ decision, one day be able to quickly break out a smart phone or tablet
and pull up the relevant analytic that tracks past party history, curfew
adherence results, and highlight meaningful exception conditions?, (calls to
the police, hospital, embarrassing videos uploaded to YouTube). Perhaps one
But for the executive, Talent
Professional, HR professional, and truly anyone in the organization that has to
make decisions supported by Human Capital and business information, the age of
having the right information, in the right format, delivered at the right time,
and pervasively throughout their workflows - well that is fast becoming the
reality and the requirement for the modern and successful organization, and one
that we think with our Oracle Fusion HCM suite, with its embedded intelligence
and analytics throughout, and integrated with Oracle’s world-class Business
Intelligence solutions, we are ready to help our customers meet.
You can learn more about our ideas and plans for Oracle Fusion HCM Business Intelligence and HR Analytics solutions here.