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KPI Partners Inc.
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Jeff McQuigg
Ramesh Ponaganti
Sept. 26, 2013
Oracle Open World, CON5792
HR Analytics at
Wells Fargo
Oracles largest HR Analytics implementation
Wells Fargo has 300,000+ employees and contractors
Targeted to 40,000+ managers, starting with 1,000
And 1,000+ Ad-hoc users, started with 100
Enterprise BI on a massive scale
Crossing 6 distinct Lines of Business
+ Corporate HR
Unique technical solutions marrying
usability, flexibility and security
Project that won the 2013 Excellence award for KPI
Partners
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Introduction
Business Need & Solution
Project Implementation
Status & Future Plans
The Solution & Key Aspects
Data Model and ETL Efforts
Challenges, Best Practices & Keys to Success
Wrap up & Q&A
3
www.kpipartners.com
The Leader In Oracle BI & EPM 4
Strategic Consulting | Systems Implementation | Training
Depot Repair Analytics
Fixed Asset Analytics
Manufacturing Analytics
Salesforce.comAnalytics
Student Info Analytics
Subledger (SLA) Analytics
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FSG Solution
Transform Data Into Insight Transform Data Into Insight
Staff built from
Oracle/Siebel/Hyperion engineering teams
On-site, off-shore and blended shore
delivery models
Exclusive pre-built solutions for Oracle
BI & E-Business Suite
Oracle BI Hyperion
Endeca Exalytics
Oracle BI Hyperion
Endeca Exalytics
Senior Architect at KPI Partners
10+ years OBIEE consulting experience, 20+ years overall
Personally been involved with over 45+ OBI projects in every capacity
(BI Architect, Data Modeling, RPD Metadata, Business Analyst, Report
Developer, ETL Architect/Developer, Project Manager, Pre-Sales)
Oracle Ace thought leader for BI & OBI:
Blogging about OBI & DW best practices since 2006 at
GreatOBI.WordPress.com (Oldest running OBI blog in the world)
Frequent Oracle Open World speaker
Personal: My 3,100+ beer bottles of beer are on display at Brewpalace.com
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BI Apps Architect / Lead at KPI Partners
6 years of BIApps consulting experience, 9 years overall
Ramesh has been involved with over 15 OBI projects
(BI Apps Architect, Data Modeling, Business Analyst, ETL
Architect/Developer, Pre-Sales)
KPIs HR Analytics expert
Expertise in integrating 3
rd
party source systems with BI Applications
ADP Payroll, Ceridian (Recruiting), JobVite (Recruiting), BLS.com (Benchmark
data), Learn.com (LMS), Success Factors, PIPs and SIRs etc.
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Introduction
Business Need & Solution
Project Implementation & Team
Status & Future Plans
The Solution & Key Aspects
Data Model and ETL Efforts
Challenges, Best Practices & Keys to Success
Wrap up & Q&A
7
HQ in San Francisco
Founded in 1852 by the founders
of American Express
Now the worlds largest bank (by Market
Capitalization) as of July 2013
300,000 employees & contractors 14
th
largest in the US and ~ 50
th
in the world
2.9 million job applicants per year!
Growth via dozens of acquisitions
More recent large mergers: Norwest 1998 and Wachovia - 2008
Consists of several distinct lines of business:
Community Banking, Home Mortgage, Wealth Brokerage & Retirement, Wholesale
Banking, Securities
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6 LOBs & Corp HR managed differently
Differing systems and tools
Differing metrics & definitions
Differing HR management processes
Time wasted on manual tasks for
Gathering data
Answering HR questions
Basic reconciliation
No ability to spot trends and
become proactive
Technical skills needed were too
high with existing systems
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Wanted to operate in a common manner across LOBs
Reduce effort for basic reporting and analysis
Reduce technical skills needed
Enhance reporting and analysis
Rich data set for analysis
View HR data by Financial Hierarchies
Line manager (40,000!) self-service
Enable greater capability for core HR professionals
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Wells Fargo selected Oracle HR Analytics 7.9.6.3
Pre-built integration with PeopleSoft
Overall flexibility and capability
Workforce Profile
Demographics
Headcount, Race & Gender, Temp
Workers, Retirement
Movement
Transfers, Terminations, Promotions
Performance Management
Reviews and career progression
Compensation
Pay Equity, Pay vs. Performance,
Industry Benchmarking
Recruiting
Requisition Activity
Time to fill, Open Positions
Applicant Tracking
Applicant profile, source
effectiveness
Recruiter Performance
Conversion rates by stage, Offer
acceptance
Recruiting Process
Times, drop off and bottlenecks along
the pipeline
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Introduction
Business Need & Solution
Project Implementation & Team
Status & Future Plans
The Solution & Key Aspects
Data Model and ETL Efforts
Challenges, Best Practices & Keys to Success
Wrap up & Q&A
12
Release 1 began Oct. 2011, completed Oct. 2012
KPI Team of ~15 consultants
WF IT team of 3-4 plus 3-4 key business analysts
Over 100 total involvement
Technical Environment
Oracle 11g database (11.2.0.1.0)
PeopleSoft 8.9 on DB2 System 390
OBIEE 11.1.1.6
SiteMinder
1 year BI Apps implementation? Why?
1. Extensive customizations to the data model and ETL logic
2. 100% custom developed Dashboarding solution (150 complex reports)
3. Largest data volume to run through HR ETL
More on these items later
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Implementation followed a basic Waterfall approach, except for the reporting/UI content
which was highly iterative and followed a prototype to completion approach.
Oct
Install
ETL/Model Design
ETL Dev.
QA
UI Reqs/Design/Dev
Gap Analysis
Perf Tune
Enterprise Metric Definitions
Iterative Prototype ->
Prod
KPI
Begin
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2012 2011
Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct
Go
Live
KPI lead the combined team:
Overall KPI Team Lead (Jeff M.)
KPI Partner - Client Manager (part time)
BI Apps Architect & ETL Lead - HR Analytics expert (Ramesh P.)
4-6 ETL developers
OBI Team
1 OBI Architect
2 OBI developers
1 technical infrastructure expert for initial security integration
Technical PeopleSoft SMEs
1 SME during requirements and design phases
1 Project Manager (part time)
Total: 13-16 KPI resources throughout the life of the project
Core team consisted of 9 consultants
KPI offshore was not involved at the request of Wells Fargo
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1 Business Sponsor (Sr. VP HR
Insight and Metrics)
1 IT Director
1 IT Manager
2 Project Managers, 1 reporting to
business sponsor, 1 reporting to IT
1 Data modeler / Overseer
2 ETL developers
1 OBI developer
2 PeopleSoft SMEs
Metrics Team of 4-5 analysts
Security Team of 3-4 people
Business user involvement: 80+
2 Oracle DBAs
1 performance tuning DBA
2 OBI Infrastructure Admins
6 from corporate testing team,
mostly offshore
Wells Technical and Business team members involvement:
Total Wells Fargo Involvement: ~110
16
Introduction
Business Need & Solution
Project Implementation & Team
Status & Future Plans
The Solution & Key Aspects
Data Model and ETL Efforts
Challenges, Best Practices & Keys to Success
Wrap up & Q&A
17
Deployed Release 1.0 Oct 2012
1,000 HR specialists as users
150 custom reports over 9 dashboards
3 ad-hoc subject areas for 100 power users
Processing 100 Million rows daily
Size of DB: 400 GB
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This is a 5-star app! - Exec
I am blown away!! Fantastic and
very intuitive! - Exec
WOW!!! Needless to say I am very
impressed. I definitely believe this can be a game
changer Just a brief exposure into the tool
provides many insights about my team that have
been difficult to find in the past. - Exec
Workforce Analytics tool is open - I love it! - User
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Very
Impressed
I am
Blown Away
Wells & KPI are continuing enhancements:
Since Release 1:
Increased ad-hoc users 50%
Redevelopment of custom hierarchy ETL code
Continual ETL performance tuning
Analysis, design & development tasks for
November
November Timeframe
GL Hierarchies w/ enhanced security model
Controller Data Mart integration to link GL
Payroll Analytics
2014
Learning Integration
Replacing PSFT Recruiting
PSFT upgrade 8.9 to 9.2
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Introduction
Business Need & Solution
Project Implementation & Team
Status & Future Plans
The Solution & Key Aspects
Data Model and ETL Efforts
Challenges, Best Practices & Keys to Success
Wrap up & Q&A
21
Targeted to advanced users (HR Consultants)
Result: highly interactive pages
Many prompts
Heavy use of column selectors to change content
Heavy use of view selectors for different perspectives or visuals
Heavy use of navigations into details
Innovative Security model and usability solution
Extensive customization of core hierarchies and
metrics
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Extensive Options
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Highlight two important aspects of the project
Ensuring user
adoption of
Enterprise BI
with an iterative UI
process
Hierarchy solution
for Security, Flexibility
and Usability
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Usability
Flexibility
Security
6 LOBs plus Corporate HR with input
Sessions had 80 participants
Agree to definitions, reports, UI, flow
KPI lead sessions on reporting requirements
and detailed data definitions
WF began defining metrics before the project began
Representatives from each LOB joined the Metrics Team
Worked through common definitions and terminology
Sometimes very difficult to nail down:
Ex. 1: 6 months to define a Promotion!
Ex. 2: When does a job seeker become an
applicant?
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Pure top down BI approach
for identifying reporting
content
OOB reports were not
considered due to WF
expertise in HR
Prototype to Production
Continual iterative report
development with constant
user feedback
No detailed report specs!
Approach
1. Identify Key Business Questions
2. Prioritize the list
3. Data to answer the questions
4. Find key comparisons
5. Whiteboard visualizations
6. Convert to Excel mockups
7. Enhance & Refine mockups
8. Move mockups to OBI
9. Iterative report refining
10. UI development complete
For each Dashboard:
2 weeks elapsed Excel mockup
4 weeks elapsed in OBI
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KPI designed a unique solution enhancing
dashboard capability and improving usability
Hierarchies
Support 2 different hierarchies
Employee-
Position
6 Tier /
Executive
Enterprise
direction
Legacy (for
some LOBs)
22 levels 6 levels
100% Custom 100% Custom
As Is As Is
As Was As Was
As-is and As-Was versions
Users select from 4 hierarchies at any time
Architected for future Financial hierarchies
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Security Requirements
Data security by user selected hierarchy (all 4!)
+ HR consultants assume the role of selected
managers
E.g., an HR consultant can become a VP of Retail Banking
Similar to a proxy feature
+ Security differs by subject area
E.g., a Recruiting consultant has greater access rights on
Recruiting than on Workforce Demographics
One of the more complex and challenging security
models
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Usability
Easily change all of the following:
1. Hierarchy
2. Hierarchy version
3. Manager to become
4. Any sub-manager to analyze
Fixed levels are a common hierarchy solution
Not realistic with a 22 level hierarchy
Each hierarchy has different # levels
Not possible with 4+ hierarchies
VP #1
Director #1
VP #2
Director #2
HR
Consultant
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Solution
All hierarchies are mapped into a single
OBI logical table selectable by the user
They select a version - As Is or As Was
OBI determines physical tables
Select an Access Point, or who they are
Select a sub-manager to run the reports
for on the page
Hierarchies are exploded into special
tables (4x) allowing this to happen
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Result:
The entire page can be
changed to support different
hierarchies, versions and
different managers in only a
few clicks
Data security follows the
selected hierarchy
Enhancements for excellent
performance
Many pages for CEO (300,000+
employees) < 10 seconds!
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Introduction
Business Need & Solution
Project Implementation & Team
Status & Future Plans
The Solution & Key Aspects
Data Model and ETL Efforts
Challenges, Best Practices & Keys to Success
Wrap up & Q&A
34
Sheer quantity and complexity of custom requirements
Highly customized PeopleSoft system
13 years old, after many mergers and exception cases
Data model extensions to support ~100 new metrics (Key and
Variations)
Many had complex definitions: Promotions (Actions & MRP), Internal Hires,
External Hires, Requisitions vs. Positions, Applicants Vs. Job seekers etc.
Addition of Full Position Management (custom)
Complex Customizations in Workforce/Recruitment Stars
Custom Performance Ratings
National unemployment rates for benchmarking
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4 custom hierarchies
With support for open positions
Extended dimensionality
Custom banding for 6 metrics
Corp Accounting Unit (Cost Center)
Area Differentials
Complex security dimensions
30+ new columns on employee dim
Extensions on other OOTB dimensions
15+ new Aggregate tables to improve reporting performance
Band Min Mons. Max Mons.
Now -9999 1
< 1 yr. 1 12
1 2 yrs. 12 36
3 -4 yrs. 36 60
5+ yrs. 60
Retirement Eligibility Band
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Domain/CSV configurations
Complex domain configurations to meet PSFT customizations
Definitions dependency on both CSV files and ETL code
Metric definition/configuration conflicts
o Promotions Vs. Internal Hires
o Applicants Vs. Job Seekers
o Employment Status, Full Time Part time etc.
ETL Performance
Large volume of data being run through ETL engine
(Oracles largest data set yet for HR Analytics!)
Complex HR Analytics ETL process
Extensive use of DAC Action framework
Added table partitioning to 20+ tables
Extensive efforts on tuning to meet nightly SLA
Mainframe DB2 issues
Extract times running into ASU Limit issues
Network Issues impacted ETL loads
Modified code to support Dirty Reads
Shared DB2 subsystem required environment coordination
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PeopleSoft Effective Dates not reliable on key tables
Re-architected OOB incremental logic
Solution (table by table basis):
Full extracts for source tables
Full/Incremental refreshes for DW tables
Relinking foreign keys on Facts on Full refreshes
Special Data Scenarios
Missing change capture triggers for Incumbent changes
Coding around Recruitment data quality issues
Added support for same day Hire/Terminations
Logic enhancements for many metrics like Promotions, Transfers
and Recruiting metrics etc.
Turned off Product generated events in Recruitment
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Introduction
Business Need & Solution
Project Implementation & Team
Status & Future Plans
The Solution & Key Aspects
Data Model and ETL Efforts
Challenges, Best Practices & Keys to Success
Wrap up & Q&A
39
Security Model
Difficult requirements to implement
and discuss
Difficult communications with
PeopleSoft and Security teams
Challenging technical solution
Consensus building across LOBs
who operate differently
Questions, Reports, Features, Definitions
Large # of users involved
Large Data sets
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Draining Requirements sessions
4 hours per day
2x per week
8+ weeks
All on phone
80+ people on calls
Changing Recruiting definitions
Geographically diverse team
Difficult communication and
sessions
Constant plan reworking due
to external factors
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Pure top-down approach to BI
Functional prioritization
Iterative development via prototyping to drive user adoption
Strong focus on interactive application
BI Apps Performance Layer for improved query times
Extensive OBI QA using OBI to verify derived metrics
KPI expertise in inner
workings of HR Analytics
Back End expertise for
design and development of
custom hierarchies and sources
Strong architects to solve complex problems
Iterative report design & build approach
User involvement drives user adoption
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Email: info@kpipartners.com
Web: kpipartners.com/contact
KPI World Headquarters
39899 Balentine Drive
Suite #375
Newark, CA 94560
Phone: (510) 818-9480
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46 Oracle Open World, 2013