It's been sometime since I've had a chance to post a blog. I have been truly heads down full-time doing the product strategy/management for a new Oracle Fusion wide product and still doing my other full-time job of Product Strategy for Fusion HCM Analytics. The good news is that the product will be released soon, got a couple of new mobile/analytics patents and I am lucky enough to get to deliver the Oracle's first "official" conference presentation on it at Collaborate in April -
Oracle Fusion Tap is a collection of mobility application modules that work across the Oracle Fusion Applications Suite to provide mobile workers the ability to be productive anywhere and anytime. Hear about Oracle’s strategy for mobility in Oracle Fusion Applications and learn how this information-driven approach to mobility enables mobile workers to know what they need do, what they need to know, and whom they need to connect with to get the job done.
It's been a very exciting and creative project.
But this blog isn't solely about what I've been up to. I also wanted to share a couple of Oracle videos on Oracle Mobile and Oracle HCM BI. Enjoy
I gave a webinar on hr.com this week discussing the Future of HCM Analytics...with a bit of Oracle Fusion HCM Workforce Prediction demo (slides here). I was excited about this webinar, because, I got to talk about future state topics, showed a demo, tried out some new material and was the most excited about being able to give an online poll. The poll's questions focused in on what companies were spending on HCM Analytics.
Webinar polls are usually notoriously hard to do. You are not in a room with the attendees. This means you can't easily guilt or bribe attendees into giving answers to your polls. Plus the minor fact that everybody is on mute!!! So they can't verbally respond even if they wanted to. However with GoToMeeting by Citrix (very impressed with their "Poll" feature) and a few electronic Starbucks cards I was able to achieve a 75% response rate for the 350 attendees.
Poll Question #1: Does your company have 1 or more workers dedicated to HCM Analytics?
- Yes: 49% Respondents have 1 or more workers dedicated to HCM Analytics.
- No: 51% Respondents have less than 1 worker dedicated to HCM Analytics.
Poll Question #2: Does your company spend more than 1% of its Business Intelligence budget on HCM Analytics?
- Yes: 1% of respondents say their company spends more than 1% of the BI budget on HCM Analytics.
- No: 38% of respondents say their company spends less than 1% of the BI budget on HCM Analytics.
- Don't Know: 51% of respondents say they do not how much their company spends on HCM Analytics.
The numbers are certainly a bit bleak for Human Resources in terms of the % of Analytics budget it actually gets. But I wasn't surprised. I see adoption numbers of HCM Analytics all the time and this is very much aligned with those. However the main take away from this should not be on the lack of budget or people to support Human Resource Analytics initiatives. The take away should be that a company's leadership does not get what it needs from Human Resources with their traditional HCM Analytics offerings. Leaders spend money on what it needs and what has a Return on Investment. Traditional HCM Analytics simply does not provide an ROI. The future of HCM Analytics is Workforce Prediction and it's already proven to have an ROI.
I presented yesterday at the hr.com Workforce Planning & Analytics Conference. I have never presented at or attended a fully virtual conference. So I was a bit hesitant about how it would go initially. But my hesitations were quickly put to rest. The conference was easy to get into (no long line trying to find your badge), easy to watch the sessions...from the comfort of my couch, ask questions, and get/provide real time feedback. I must say hr.com did such a good job, that I am completely convinced that you could effectively and productively do a multi-day virtual conference or meeting.
The presenters were good and knowledgeable. However, the best presentation I attended was the one put on by the HR folks from ATK. ATK is using SAS-Data Miner to predict worker retention and impacts to retention based on changes to controllable employee dimensions (e.g. Benefits). Workforce Magazine recently published an article, called "Numbers Game: Companies Utilize Data to Predict Workforce Needs" that provided an overview of the work they are doing.
My session, was more of a "how to do" workforce planning with case studies from Google, Apple, HP, IBM and Microsoft. Overview and a copy of the slides below. Enjoy.
How to Start a Workforce Planning Initiative:
- Session Description: Workforce Planning is a function that has been done every single day and at every single level of every organization for the past several thousand years - even the pyramids for example, could not have been built without it. The challenge with these Workforce Plans is that they typically forget to add the workforce to their plans. For example, a regular sales plan typically includes detailed information on the sales target, what products are to be sold and which customers could potentially buy those products. The only workforce information it may contain, if any at all, is how many sales representatives are required to hit the sales target and this limited workforce information makes these plans inaccurate. Human Resources, relatively new to this scene (only around since the 1960’s), should be able to provide these plans, with the required workforce information to make them more accurate and complete which will in turn, lead to more informed business decisions.
This week, Susan Wong and myself, attended and gave a presentation on the “What and Why of Workforce Optimization” at hr.com’s first Workforce Planning and Analytics Workshop. There were about 70 in person attendees and was told there were 500+ virtually attendees.
I might be a bit biased, as I am on the advisory board for their certification program and Oracle was a sponsor, but I thought workshop was very good. It was well organized, good topics, well known presenters, and I got to see a lot of products in detail. Only change for the next one would be for them to get rid of their parallel presentation tracks. I would have liked to have been able to see all the presentations, instead of having to pick and choose.
My co-presenter and co-blogger, Susan Wong, did a great job on her part of the presentation and communicating why companies are doing this and how they are. My part, however, was a bit of a comedy of errors. We were the first presenters of the day and the set up for their virtual attendees went down right before we started. The technicians spent the first 15 minutes of the session fixing the issue. These types of things happen at conferences all the time and it was no big deal. Being the good co-presenter that I am, I crammed my part of the presentation into my remaining 15 minutes. I talk fast and had a good caffeine buzz. So I wasn’t too worried.
I had just started getting into the core of the topic and started my wrap up (hey, when you got 15 minutes the start and end just kind of blends together), the camera person ran out of tape. How that happened, being that we were the first presenters, I am uncertain. I was asked to hold on by the camera person. Unfortunately I had used up my entire repertoire of conference appropriate jokes and Starbucks gift cards with the first 15 minute delay. So I just laughed it off with the audience and prayed the camera person would hurry. My prayers were summarily denied when I noticed the camera person just get up and walk out of the room without saying anything. Everybody in the room just looked at each other and laughed. I stopped waiting, finished up the presentation and handed it off to Sue.
Even with the presentation having a rocky start, we learned a lot about the attendees, got their opinions on the state of Workforce Optimization, and they asked good questions. In general, companies are adopting or have knowledge of all Workforce Optimization components. Summary of Attendees & Discussions
- 70% of the attendees have implemented Predictive Analytics and were knowledgeable in it. • 100% were in progress of or had implemented Workforce Planning.
- All agreed that Finance and everyday managers do Workforce Planning every single day. Human Resources need to work collaboratively with them or their initiatives would not get adopted.
- Financial Planning and Microsoft Project rules Workforce Planning today in all companies.
- The group knew of, but was a bit fuzzy on how to do Workforce Modeling and Forecasting. Would have liked to have explored this in more detail. But time did not permit it.
Again this was a good conference and you should look at getting involved in the Workforce Planning and Analytics Certification program for hr.com.