Oracle Human Resources Analytics gives organization extended analysis on HR projects and workforce execution. It coordinates critical information from over the venture esteem chain changing warehouse data into significant, auspicious, and noteworthy knowledge. Oracle Human Resources Analytics is a secluded part of Oracle’s group of coordinated Business Intelligence Applications — effective, pre-constructed systematic answers for convey vigorous monetary data over the organization esteem affix to improve client, provider, and budgetary examination. Oracle Human Resources Analytics coordinates information from HR, finance and other endeavour frameworks and changes it into coordinated, simple to-utilize, and noteworthy understanding into how different elements affect workforce and business execution. Oracle Human Resources Analytics empowers organizations to manage effectively and enhance business execution by enhancing profitability, visibility of inner versatility and associating workforce data with operational measures to better understand the causal impact of workforce investment on operational outcomes.
Oracle Human Resource (HR/HCM) Analytics
Features and benefits of the course
|HR Performance Analytics||Relate finance measures with key workforce measurements to show HR’s key esteem in the association and evaluate the arrival of speculation on HR and the workforce.|
|Recruiting Analytics||A total arrangement of measurements measure the productivity and viability of the whole recruitment lifecycle including new hires’ post-hire performance. Measure the quality of hires, optimize candidate sourcing, analyse recruitment pipeline and ‘hire to retire process’ handle proficiency, and screen vacancies and lessen time to fill.|
|Compensation Analytics||It monitors total payroll costs, e.g. payroll costs, overtime spend, and variable compensation. Analyse employee compensation with performance, reward and retain high performers.|
|Operations Analytics||Provide information establishment to HR reporting and analyse in headcount, attrition, diversity and headcount development. Give workforce arranging easy perceivability.|
|Learning Management Analytics||Survey learning offerings and how those programs influence tenure and, employee performance, also, screen program enrollment and completion to see how movement and fulfillment influence nature of workforce.|
|Leave & Absence Analytics||Look into planned and unexpected absence into lost productivity, and calculate absence events over time to highlight trends and exceptions.|
|Time and Labor Analytics||Monitor timecard status and late timecard accommodation. It examines reported productive and non-productive time and gauges reported time cost. It accommodates reported time with time posted to projects and payroll. Coordinated with Project analytics, Time and Labor analytics.|
|Payroll Analytics||Through this analysis gets the information on various earnings, deductions, taxes, and special balances for the employees from pay run results. This allows to better analyse payroll, compensation or benefits costs.|
|Talent Management Analysis||HR and extremes business managers can access the talent strengths and through greater insight into job profiles can build potential leaders.|
HR Analytics course will help you to analyse workforce staffing and productivity, and to design compensation in a better way that will to reach the employee rewards performance. For example, managers can better comprehend the effect of pay on worker execution by corresponding pay with representative execution and turnover measurements. Whether they are executive, managers, or line managers, clients get applicable, auspicious, and significant data straightforwardly through customized dashboards, metrics, and alerts. Through intelligence dashboards, Oracle Human Resources Analytics gives intense metrics, alerts, and reports to executive, HR experts and line mangers, empowering them to see how workforce components are influencing individual department and take proper actions. Managers and experts like front line managers receive critical data on staffing, recruitment, workforce development, workforce cost, and differentiating the qualities at detail levels, for example, by geographically, job classification, division, pay grade, and so on.
Employees who are working on the functional or Technical roles as Application Developers, Business Analysts, HR Analytics, Technical Consultant, Data Modellers, Reports Developer, Business Intelligence Developer, Data Warehouse Developer, End Users, Developer, Functional Implementer and Technical Administrator.