NOVENTUM HR-ANALYTICS – THE COMPLETE SOLUTION FOR HR REPORTING & ANALYSIS
Decision-relevant information for the HR segment – however, whenever and wherever it is needed. noventum HR-Analytics harmonises the data from the existing systems (e.g. regarding the topic of time management, billing, position management, etc.) automatically and logically in a data space designed for analysis and reporting (data warehouse). Standard interfaces are available for common systems such as SAP HCM and PERSIS. Relevant indicators such as fluctuation, absences, age structure, number of employees and a lot of other personal data are clearly defined in this data space and calculated on the basis of current data. In a modern interface, dashboards, intuitive reports, and the ability to find ad hoc answers to acute questions can turn confusing databases into relevant information. “Out of the Box”, the solution is quickly installed and ready for use. Even processes for personnel and personnel cost planning can be set up and the target figures can be compared with the real development during the year. A detailed role and authorisation concept ensures that requirements posed to data security and access protection can be reliably implemented and that HR management retains an overview.
“We are using HR-Analytics with MicroStrategy and are building upon SAP HCM. When we were faced with the decision whether to build an HR data warehouse of our own and/or to integrated one into our enterprise data warehouse, the standard solution by noventum with its open architecture convinced us. Instead of starting with the laborious development ourselves, we built upon the HR-Analytics standard solution and customised and expanded the latter with noventum to our individual requirements. We are very satisfied with both the course of the project as well as the maintenance and operating agreements with which we now will be operating the HR data warehouse.”
Department head ‘Employees, Middleware, Business Intelligence’ at Filiadata GmbH, the IT subsidiary of dm drogeriemarkt
UP-TO-DATE SUPPORT OF HUMAN RESOURCES MANAGEMENT
The requirements of business posed to reports and analyses in the HR segment follow the goal of many personnel departments to proactively and strategically advise the different areas of the company in matters of personnel development. This aspiration requires the simple determination of relevant employee indicators and the intuitive investigation of possible correlations and conspicuous trends. Whether the focus is on new employees in comparison to the core workforce or whether individual employees want to evaluate their job in comparison to their colleagues (regarding this, see the noventum online article regarding the “Remuneration Transparency Act”), the IT basics of HR work are becoming more and more important year by year.
Standard reports based on an isolated data set do not live up to these requirements if you want to avoid a lot of manual effort and an error-prone locating and compiling of data from different pots. Frequently recurring requests should not require any additional effort, even if the organisational or departmental structure has changed in the meantime. A data analytics solution that helps to make decisions in line with market conditions, not least for recruiting and measuring the success of different recruiting channels.
INITIALISATION & CUSTOMISING
The standard data space contains the structures to provide a large part of the data relevant to the HR segment, such as facts, attributes, dimensions, and indicators. This data model, proven in practice, is designed to automatically capture and measure data from a wide variety of upstream systems. As such, after installation of the solution and automated, initial filling, first reports can be generated and key figures determined in the shortest time possible, for example. As of today, standard extractors for the HRM systems SAP HCM and PERSIS are available. Data processed in these operative systems is therefore immediately available for analysis and for standard reporting.
In the context of implementation, the dimensions, facts, attributes and indicators belonging to the standard scope are checked for completeness against the customer-specific requirements and adjusted or expanded, if necessary. The definitions and calculations of the indicators are compared, defined as standard and implemented in the same manner. Set operational processes and design specifications are also evaluated for their relevance within the reporting system and incorporated into the customer-specific adjustments. Thus, in the shortest possible time, noventum HR-Analytics provides a reporting system that is precisely tailored to the customer needs. In times of Big Data, Predictive Analytics and People Analytics, it is the powerful answer to the daily needs of HR departments.
Open system – open data warehouse (DWH)
In addition to the mandatory initialisation, the noventum application can be expanded as needed. It was developed as an open data warehouse solution modelled after the noventum BI methodology. As such, further data sources can be connected, for example, and data not considered in the standard can be integrated into the analysis scope. The open, modular architecture also allows standards already defined inhouse to be taken into account. If, for example, a front-end product is already in use, it can easily access the analytics data model.
The central and mandatory core of the noventum analytics solution is the HR data space based on MS SQL Server – an open, relationally structured data mart, developed in accordance with the noventum standard methodology.
Data management from the prior systems is carried out with tools for data integration. Standard interfaces exist to the common HRM systems such as SAP HCM and PERSIS. These are included in the scope of delivery. Further data pots can be connected individually, as needed.
The data can be presented using business intelligence tools such as MicroStrategy, Board, or Microsoft BI. Access to the database has been set up for these platforms, and dashboards, standard reports, and indicators have been developed. This connection, including the reports and dashboards, is included in the scope of delivery. A tool of your choice can, of course, also be flexibly attached to the analytics data space as needed.
- Employee and/or job-related personnel cost planning for budget and forecast
- Suggested values and extrapolation on the basis of current information and/or known changes
- Monthly employee development including general and individual increases
- Planning of other benefits for employees (e.g. bonus, retirement plan, etc.)
- Planning of additions and departures or changes of personnel (e.g. part-time work, parental leave, etc.) in the company
- Automatic determination of ancillary wage costs on the basis of parameters
- Easy to operate
- Flexibly adaptable and expandable
- Transparent and comprehensible
- Simulation options, any number of scenarios can be planned
- Validation and plausibility check of entries
- Logging of the planning steps
- Comment functions
The existing information model with its facts and dimensions has proven itself in practice and covers “out of the box” a large part of the data required in HR reporting. The information model is an effective basis for discussion for the responsible management in order to determine, together with the specialist department, the need for adaptations caused by the structures of the company without technological hurdles. Thus, temporal, geographical or organisational characteristics can be compared and taken into account in the information model, for example. In its open structure, the information model can be expanded at will – an important feature for future developments in light of Big Data.
Open, expandable data space
The data space can be used and expanded to customise and create standard reports, dashboards, ad-hoc reporting, or list outputs. The indicators of the different subject areas can be analysed in a differentiated manner (e.g. aggregation, grouping, filtering) based on approx. 30 dimensions with 250 attributes, for example:
The noventum BI methodology, proven in practice, is adapted during the implementation of noventum HR-Analytics. Thus, from the analysis of the need for adaptations to the test cases prior to implementation and moving into production, work is carried out based on the methodology. A BI guideline specific to HR-Analytics ensures high quality in a minimum of project time.
Operation & Support
The subject of personnel data concerns a sensitive good worth protecting, especially when viewed within the company. Therefore, the operation of the noventum application requires special attention. As an IT management consultancy, noventum has a lot of experience in IT processes and technology to support the operation of the system. At the beginning of the support there is the discussion of the meaningful delineation of services with the customer’s own IT organisation. In this, noventum can take over the support for any components or the entire operation. The roles and responsibilities are fixated in a joint operating concept.
An experienced project team consisting of BI and HR experts is available for support requests and can evaluate new requirements. Tailored to the individual needs, noventum offers every company exactly the support they desire: secure, stable and cost-effective to operate and support!
Optional operation in the cloud
The trend is clearly going in this direction: Standard software solutions should be operated in the cloud without any risk and with only little inhouse effort. Many companies perceive this, in particular, as an opportunity to outsource the handling of sensitive personnel data. With its substantial expertise in the field of cloud IT consulting, noventum consulting is offering this option as well. We are happy to weigh the pros and cons of such a measure with interested companies.
In short, noventum HR-Analytics is also available for you as an optional SAAS solution!