Monday Apr 08, 2013

10 Innovations in PeopleSoft 9.2 - #9 Actionable Operational Analytics

A powerful way to increase efficiency is with actionable operational analytics. Across different organizations, operational analytics can help business users to analyze data historically and in the moment for daily business activities. Embedded within each business process, it helps business users make the best possible decisions in context.

PeopleSoft operational analytics provide iteration of data analysis by enabling different views of the same data. In real time, business users can filter and slice the data for analysis with access to the latest transactions within PeopleSoft through delivered dashboards, workcenters, or related content.    Users can also configure chart views to immediately render the data in various formats such as bar, line or pie charts.   The technology used, Pivot Grids, provides interactive analytics with capabilities to drill down into the details and perform related actions.   Using related actions, a user can take action directly from a chart or data based on their security permissions.

Here are a couple of examples across HCM, ELM, Financials, and SCM that will help maximize productivity and support business decisions.

Human Capital Management (HCM)

Compensation provides Managers and Compensation Administrators key information to help them decide on salaries, bonuses, and cycle tracking. Managers are able to perform salaries comparisons, check if their employees' salaries are in range, and reward their employees based on performance analysis. Compensation Administrators can tightly control the cycle to monitor proposals status and easily identify whether the proposals fall within or outside the recommended guidelines.

Recruiting offers Recruiters and Hiring Managers metrics to manage job openings and applicants effectively. Key metrics for time to fill, vacancies, and the disposition of applicants are available to provide information such as number of job openings by month, which jobs have taken the longest to fill, and identify bottlenecks in the applicant’s process.

Global Payroll and Absence Management deliver a monitor for Administrators to easily review processing results and statistics. The monitor provides a flexible configuration for Administrators to define thresholds and alerts to quickly assess errors due to manual entries, errors resulting from the calculation process, and result variances. The monitor allows the Administrators to analyze key information; drill down to identify the root cause, and perform related actions to correct the problems.

Time and Labor analytics provide Managers and Administrators information about employees' Timesheet status, attendance, and absence patterns. They can quickly review any time pending approvals, employees with attendance violations, and employees’ absence occurrences.

Enterprise Learning Management (ELM)

Learning Compliance analytics provides an easy way to monitor learning progress and keep your organization in compliance. Administrators and Managers can quickly view learners’ status in any learning event and drill into the details to notify non-compliant learners. Monitoring learning progress and getting answers to “have my team members enrolled or completed their required training” or “is my organization in compliance” has never been easier.

Instructors and Administrators can have insight in to critical feedback to improve learning offerings using the Survey Results analytics. The analytics provide answers to questions such as “is the class meeting the needs of the learners” or “how can we improve our learning offerings.” Instructors can easily drill into the details to see what areas need improvement.


Billing delivers a dashboard that provides access to critical information for operational managers to review, drill down into the details, and take immediate action. Billing Managers can track and compare invoices, identify incomplete invoice processes, and review bills by status. This helps the Billing Managers identify variances, drill down into the invoice amounts for detail analysis, and proactively monitor incomplete invoice processes to help streamline the General Ledger and Accounts Receivables business flow.

Staffing provides Staffing Managers and Recruiters the ability to minimize the challenge of managing on-boarding resources and agenda tasks by using Staffing Overdue Branch Agenda and Near Term Branch Agenda analytics. The information rich analytics increase productivity to efficiently manage large numbers of candidates and unfilled resource requests. Users can easily identify any agenda items needing attention and quickly complete their work by priority or assignments.

Contracts facilitate easy access to a wide variety of contract elements that are essential when trying to handle the complexities inherent in managing revenue contracts. Administrators can keep a watchful eye with Contracts Status metrics to access information and quickly update contract lines.

Supply Chain Management (SCM)

Knowing if your organization is performing according to a customer’s expectation is challenging and usually done in a reactive mode. In Release 9.2, we  provide embedded related content displaying order fulfillment effectiveness and average time to pick, pack, and ship. With these metrics, organizations will be able to gauge whether or not they are maintaining agreed-upon service level agreements with their customers. We provide users a series of “out-of-the-box” alerts identifying potentially problematic conditions in their Supply Chain, such as orders past shipment date, on hold orders past their shipment date, overdue Purchase Orders, and more. In the case of order schedules past their shipment date, users may do a mass change to adjust shipment dates or switch the demand from one warehouse to another that has available stock.

These are only some operational analytics examples. We encourage you to read our PeopleSoft Human Capital Management 9.2 Documentation Home Page and PeopleSoft Financials and Supply Chain Management 9.2 Documentation Home Page to learn more about it.

Monday Nov 07, 2011

Using PeopleSoft Analytics to Maximize Workforce Effectiveness

I recently attended a session at the 2011 HR Technology Conference with Laurie Bassi and Jac Fitz-enz discussing the fact that HCM is now emerging as one of the sustainable sources of competitive advantage. I continue to be amazed that, after talking about the value of Human Capital for over 30 years, we – as an industry – are still struggling to “quantify” that value. The adoption of HCM analytics has also been slow to be adopted, but we are now seeing momentum in this area as well.

Dr. Jac Fitz-enz has written dozen of books on the subject (he’s published 11 books and over 290 articles, reports and book chapters on measurement and strategic management since the 1970’s) and Laurie Bassie, an industry thought leader in her own right, has just released a new book titled Good Company: Business Success in the Worthiness Era. Much of the discussion and case studies in this session not only suggest, but actually prove that companies with good HR practices and exceptional treatment of employees, outperform companies that don’t follow these documented principals by as much as 50%.

At PeopleSoft, at least for my almost 20 years here, we have been talking about using analytics to help prove the fact that “people” are a leading indicator of company success. Even with early versions of PeopleSoft HCM, we delivered tools to help extract and analyze HR data. Later, we delivered pre-packaged analytic KPI’s (key performance indicators) in our HCM analytics product called Workforce Analytics.

PeopleSoft has long valued input from our customer base and in listening to input from customer meetings and advisory boards and as technology innovations have escalated, we have continued to enhance our HCM product line with more comprehensive analytics capabilities to help companies evaluate the value of Human Capital. In addition, since our acquisition by Oracle, we have been able to exploit additional tools and technologies to compliment our HCM applications such as the innovative HR Analytics product and the new Fusion HCM products.

Several years ago, I defined 5 Levels of metrics that matter. These levels of analytics, listed in order from least impact/complexity to most impact/complexity, include:

  1. Information Distribution (standard reports)
  2. Metrics Delivery (dashboards)
  3. Contextual Embedded Analytics
  4. Correlated Analytics
  5. Predictive Modeling

We can turn the clock back to see a quick history of PeopleSoft and Oracle’s HCM analytics capabilities:

Level 1:  Delivery of standard reports – headcount reports, turnover reports, time to fill position, and so on – from Release 1.

Level 2:  Delivery of scorecards and dashboards, typically through HCM Analytics or Enterprise Performance Management capabilities from Release 7.

Level 3:  Delivery of embedded contextual analytics – analytics are a part of a business process, not an after thought, one off report since Release 8.

Level  4:  Delivery of correlated analytics – analytics that pull information from multiple sources to provide not only quantitative data, but qualitative indices as well – Release 9 and beyond.

Level 5:  Delivery of predictive analytics – through the use of data mining and data patterns – we are now able to look at the vast amount of HCM data to help predict future trends. Release 9.1 and beyond as well as in the Fusion HCM product line.

Now – with the delivery of PeopleSoft HCM 9.1, we are able to address all 5 Levels of analytics within our products and tools.

We will continue to put robust analytics in the hands of end users when we deliver the new Pivot Grid feature, coming soon in PeopleTools 8.52. The pivot grid is a new analytic capability that gives users the ability to quickly and easily pivot and filter data within PeopleSoft applications without having to export data to Microsoft Excel. Data for pivot grids is generated by PS Query and can be rendered in charts or analytical grids. Users can add pivot grids to application pages or pagelets. The capability to create new pivot grids in PeopleSoft HCM is enabled by PeopleTools 8.52, and we have plans to deliver pivot grids in the next release of HCM. Going forward, managers will be able to quickly view and analyze relevant critical information deployed to their home pages or dashboards.

Example of a pivot grid (with data displayed as a bar chart) created with PeopleTools 8.52 and deployed to a manager’s dashboard:

As we look at the future roadmap for PeopleSoft, HCM analytics will continue to play an increased role in how the Human Resources organization provides value to their company by delivering targeted information to not only evaluate how current talent is performing, but to actually predict the value of that talent into the future. Who are our top performers? Who are we at risk of losing? What skills will we need in the future and who are the potential candidates to fill those roles? Are we doing what we need as managers to engage that segment of the workforce? These are just a few examples of the many ways we need to use the vast amount of information on our employees to drive future success of our businesses. Our job at PeopleSoft is to deliver that information to you in an easy and seamless way to continue to show the economic value of your most valuable asset – your employees.

For more information go to our Virtual Briefing Center for HR Executives here.


This blog is dedicated to topics focused on PeopleSoft Applications, including Human Capital Management, Financials, Enterprise Service Automation, Asset Lifecycle Management, Procurement, Supply Chain and Customer Relationship Management.

For information about legislative updates to our PeopleSoft Applications see the PeopleSoft Legislative Updates Blog.

For information about PeopleTools see the PeopleSoft Technology Blog.


« July 2016