Analytics for Human Capital Management

Get insights into employee headcount, hires, and transfers

Analyze headcount across multiple dimensions, such as job family, length of tenure, and top talent. Monitor headcount trends year over year by various categories, including age band and geography.

In-depth analysis of team effectiveness

Quickly perform organizational health checks by examining key workforce management metrics, such as span of control, gender ratio, compa ratio, employee retention, promotions, and average years of service.

Understand changing workforce dynamics

Foster workforce mobility and reduce attrition by analyzing internal transfers, reorganizations, and terminations over time. Understand the root cause of headcount gains and losses.

Understand the impact of unplanned absences

Identify frequency and type of absences to minimize negative effects on teams’ productivity. Examine absence data by different dimensions, such as performance rating, location, trends, and more.

Sample prebuilt KPIs/metrics

• Headcount, FTE, hires
• Promotions rate
• Headcount movement
• Gain hire, transfer, promotion
• Loss termination, reorganization
• Assignment gain, hire
• Span of control
• Compa ratio

Track every stage of recruitment

Monitor your candidate pipeline with real-time recruiting metrics, including open requisitions, application volumes by business unit or location, offer acceptance rates, and filled positions.

Boost recruiting efficiency

Improve operations with prebuilt KPIs—including time-to-hire, fill rate, and time-to-fill—across business units, departments, and managers.

Retain top performers

Understand what impacts retention and proactively spot potential flight risks by analyzing performance, career growth, compensation, and engagement.

Understand turnover drivers

Identify the causes of turnover such as compensation, performance, geography, and tenure. Use KPIs to develop strategies for retaining new hires and top talent.

Advance health and safety initiatives

Support proactive risk management with insights into workplace incidents, compliance, and employee well-being.

Sample prebuilt KPIs/metrics

• Hires (referral, internal, etc.)
• Talent yield
• Drop-off rate
• Offer acceptance rate
• Hires to goal
• Time to hire
• Average time to fill
• Requisition fill rate
• Terminations (voluntary, new hire, top talent)
• Turnover (involuntary, new hire, high performer)
• Turnover by top talent compa ratio
• Retention by FTE, new hire, and top talent

Understand your organization’s skills matrix

Identify organizational strengths and weaknesses and identify potential skill gaps. Analyze job requirements based on workers' competencies, degrees, licenses, certifications, memberships, and awards.

Match model profile requirements

Easily find internal talent with the correct skills or certifications. Assess workers' performance to determine skill set match to specific jobs or positions.

Analyze risk and impact of loss of top talent

Examine all talent review meetings within the organization, including information on top performers as assessed by management.

Create more effective succession plans

Assess the ratio of candidates to succession plans, individual candidates’ readiness to move to the next level, and the qualifications of candidates under consideration.

Sample prebuilt KPIs/metrics

• Number of high performers
• Number of high potential workers
• Number of workers ready for a career move
• Number of workers ready for domestic travel
• Number of workers ready for international travel
• Number of workers willing to relocate
• Number of workers with impact of loss
• Number of workers with risk of loss

Track diversity indicators against organizational goals

Measure goals and analyze various dimensions of diversity, including employee gender, pay grade, ethnicity, tenure band, age band, and country of employment.

Understand diversity’s impact on satisfaction and performance

Study how diversity impacts employee performance by using trend analysis to measure productivity against D&I initiatives.

Analyze diversity demographics and trends

Ensure hiring and compensation equity by comparing demographic data, such as gender, veteran status, and other factors, when reviewing applications and offers. Spot biases by analyzing absence approvals and rejections by gender, ethnicity, tenure band, age band, and religion.

Sample prebuilt KPIs/metrics

• Female gender ratio
• Average worker age
• Average tenure
• Manager gender ratio
• Distinct worker nationalities
• Distinct worker ethnicities
• Percentage of workers hired above 60 years of age
• Applications and offer diversity

Monitor internal mobility by HR activities

Track who is moving by promotion, transfer, or grade change within your organization. Reduce attrition by examining internal transfers, reorganizations, and terminations over time.

Visualize and discover new career paths

Track internal and external mobility trends and turnover. Analyze career path trends for jobs, grades, and positions to create new opportunities and reduce attrition.

Discover key patterns of top performers

Oracle Fusion HCM Analytics enables organizations to identify and retain top performers by understanding what motivates them. Also analyze performance by individual, team, or organization to uncover which employees may be a potential flight risk.

Measure alignment of performance with business goals

Track goal attainment to understand how well departments, business units, and regions have aligned performance goals with business goals.

Analyze employee engagement

Examine managerial engagement relationship to employee performance. Track check-ins between managers and employees to ensure on-time employee performance appraisals, monitor progress, and improve intradepartmental communications.

Sample prebuilt KPIs/metrics

• Overall worker rating
• High performers
• High potential employees
• Manager section rating
• Incomplete performance appraisals
• Performance rating distribution
• Delayed performance tasks

Tie learning content to employee career mobility

Link required competencies and skills to specific learning content, making it easier for managers to track performance and goals and help employees map their career path.

Increase employee satisfaction with a more targeted learning program

Curate and offer a more targeted learning program that’s in sync with the organization’s business goals.

Enhance the ROI of learning

Expand the ROI of learning programs to strategic HR business goals, such as employee career development, employee satisfaction, employee retention, and so on.

Sample prebuilt KPIs/metrics

• Average cost per learner
• Learning hours—completed assignments
• Number of active course enrollments
• Number of active enrollments
• Number of active learners
• Required learning completion count
• Self-paced learners
• Voluntary learning enrollments completion rate

Easily compare compensation plans in a consolidated view

Find trends and variances in analyzing multiple compensation plans, their components, and associated budgets over time. Slice and dice by any number of worker categories and drill down to different levels of compensation, including worker, team, and department.

View workforce performance spread across compa-ratio band

Bring together compensation, performance, and attrition data to identify potential trouble spots, such as top talent attrition. Easily compare salaries to the industry standard by identifying top performers with a lower compa-ratio band and make adjustments to retain your best people.

Analyze the impact of payroll on the entire organization

Hire, retain, and promote top talent faster, and detect anomalies in workforce cost throughout the organization by analyzing vast and complex volumes of cross-departmental payroll data at any point in time.

Sample prebuilt KPIs/metrics

• Balance value period ago
• Balance value variance
• Compa-ratio (current workforce average and leavers average and new compa-ratio based on proposed salary during compensation planning)
• Compensation variance based on gender and performance rating
• Growth rate (standard earnings and supplemental earnings)
• High performer/medium performer/low performer salary change rates
• Period-to-date balance value (month to date, quarter to date, year to date)
• Time since last salary change

Get insights on employee journeys

Optimize processes, enhance communications and foster continuous learning and growth through end-to-end employee lifecycle metrics including key milestones, pain-points and other drivers of engagement.

Understand intelligent HR services rendered to every employee

Identify bottlenecks, optimize processes and enhance resolution times by analyzing employee inquiries, request categories, agent efficiency and other KPIs across HR service requests.

Uncover anomalies such as unconscious bias and their consequences on the workforce

Identify trends and detect patterns of inconsistency around hiring, promotions, terminations, salaries, and other factors across different regions, gender, age, and ethnicities to ensure the continuity of fair hiring practices.

Implement a continuous listening strategy with an integrated analytics solution

Analyze any kind of internal and external feedback data in the entirety of the employee lifecycle in conjunction with other HR metrics. Conduct a comprehensive evaluation of your workforce's present state, establish connections between HR objectives and business outcomes, and predict patterns of risks and achievements at any given juncture.

Drive strategic workforce planning through ML-based skills currency

Track and analyze employee skills and address skill gaps at any point in time to make informed decisions on career paths, teams, current and future projects, and more. Facilitate streamlined and precise recruitment anchored on skills rather than job titles. Stay proactive in adapting to industry trends by cohesively upskilling and reskilling the workforce.