SAP HCM Business Intelligence
Actionable HR information at your fingertips
Does your Human Resources department have the ability to...
- React proactively to evolving situations?
- Enable timely insight into trends, events and opportunities?
- Track delivery of key business objectives?
- View employees as individuals with different skills, competencies, experiences, likes and dislikes?
- Share these capabilities with key decision makers across the business?
Business challenges
Making the right decisions at the right time is business critical
- For competitive edge, organisations need the tools to spot trends and opportunities and respond to situations proactively not reactively
Unlocking employee information to enhance business insight
- Quick and meaningful analysis of employee data can be challenging as information is often stored in different formats across disparate systems. Data is often downloaded to spreadsheets and manipulated further which presents the risk for human error, raises questions around data security and results in multiple versions of the truth.
Proving business performance and delivery of KPIs to key stakeholders
- Businesses need clearly defined Key Performance Indicators (KPI) that can be tracked and measured. These can be directly linked to the Business strategy or related to a department's operational performance. In order to know you are performing well you need to be able to track it.
Track it, monitor it and improve it
Reduced costs through enhanced decision making process - Immediate access to accurate and consolidated information enables the analysis of "what-if" scenarios, e.g. cost savings from reduced attrition rates or impact on salary costs with increased/decreased headcount.
If an HR professional spends approximately 35 minutes a day retrieving and acting upon information, that's 128 hours annually. If the time taken was reduced to 5 minutes, that's a saving of 118 man-hours (or 3 weeks).
One organisation reduced their FTEs dedicated to data entry by 58% and eliminated substantial HR outsourcing costs. Another saved approximately £100,000 annually by reducing the time taken to make information available from 12 days to 1 day.
Higher return on existing SAP investment - Utilising the capabilities of SAP systems already embedded in the business allows the decommissioning of legacy systems, reducing support and license costs.
Demonstrate the business value HR adds - Share operational performance metrics that quantify the value and quality of service, e.g. time taken to execute business processes and reduction in costs realised by changes in policy and cultural behaviours.
A large company reduced the number of manual reports they were producing by 1430, and the time taken to run the reports from 4 weeks to 2 hours. The predefined reports increased visibility and transparency of HR processes and because HR was able to them without IT support, they reduced their Total Cost of Ownership.
Increased visibility of quality data - Fast access to accurate information minimises distraction from revenue generating activities. Areas requiring attention before they become critical are colour coded and "jump off the page", e.g. trends in absenteeism.
Direct absence costs, such as hiring temporary labour to replace absent staff, or paying overtime to cover the work, can amount to over 3% of payroll alone. According to a major study more than one in ten absences are not genuine, yet few organizations manage this increasingly important issue effectively.
Company wide visibility of talent and recruitment requirements - By identifying and encouraging the promotion of talent, organisations can manage and develop high potential individuals, increase retention and reduce churn. Quick links to well-organised metrics when reviewing employee performance enables maximum insight and agility in managing the salary process.
Managers Self Service (MSS) enables immediate access to analytical data so managers no longer have to wait for monthly reports from HR. It provides a one-stop-shop for employee information, driving better decision making.
SAP HCM Analytics - Actionable Insight
SAP provides the tools, content, and access channels to make Human Capital Management (HCM) data available for use in making sound business decisions. SAP ERP6.0 gives HR Directors, Executives and Line Managers access to up-to-date employee information and the ability to submit requests to HR.
- HCM-BW provides the reporting and analysis tools needed to spot trends, predict demand, track costs and make informed decisions.
- Self Service provides the platform to enable Managers to consume this information and immediately take the appropriate action.
The Bluefin roadmap
Rather than taking a big-bang approach Bluefin will target the most critical reports first, enabling you to realise quick wins, boost business buy-in and increase the appetite for information.
Bluefin can:
- Analyse your business processes to help you understand what you need to measure, why you need to measure it and the actions the information will drive.
- Assist you in building a solid business case.
- Provide a roadmap detailing a phased approach to realising your analytical needs.
- Advise on the best way to visualise this information according to the audience.
Bluefin recognises that seeing the output enables organisations to further determine the specific data and formatting required. Our proven approach to report design allows these requirements to be captured easily and incorporated into the delivery.