Delivering HR Business Intelligence
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The document outlines the experiences of Mike Harmer and Shawn Davis in delivering HR business intelligence at Intermountain Healthcare, which includes their roles, the organization's structure, and analytical projects. It emphasizes the importance of data-driven decision-making to improve operational efficiency and highlights lessons learned from implementing BI solutions. Future initiatives aim to enhance data intelligence within HR, reduce dependence on IT, and provide dynamic web analytics applications.
Delivering HR Business Intelligence
- 1. Delivering HR Business Intelligence: Experience from the TrenchesMike Harmer, Shawn DavisHR Technology & AnalyticsIntermountain Healthcare, Inc.
- 2. Mike Harmer12 Years in HRISManager, Intermountain Healthcares Human Capital Analytics Team, responsible for data warehousing, analytics, and strategic web solutions. Mr. Harmer holds a Masters Degree from Brigham Young University. Contact information: Mike.Harmer@imail.org
- 3. Shawn DavisDirector, HR Technology & Analytics14 Years of HR Technology and HR Analysis ExperienceIHRIM Board of DirectorsIntermountain HealthcareNonprofit health system based in Salt Lake City, with over 30,000 employees. Serving the healthcare needs of Utah and southeastern Idaho residents, Intermountain's system of 21 hospitals, physicians, clinics, and health plans provides clinically excellent medical care at affordable rates.
- 4. Road MapJourney to BI at IHCAnalytics Architectural FrameworkCurrent Analytical ProjectsDemonstrationsLessons LearnedWhats Next
- 5. BackgroundIntermountain Healthcare30,000 Employees1,600 Managers100+ Different Worksites6 Years on Self-Service2,000+ Different Job TypesHRIS at IntermountainOracle HR/PayrollPlateau LMSTaleoCustomPerformance ManagementTalent ManagementBusiness IntelligenceEtc.
- 6. Our BI HistoryReportsAnalysisDataWarehouseRich Internet ApplicationTechnologyWeb 1.0 LimitsOLTPLimitationsHRMS
- 7. Anatomy of a BI SolutionHRMSDataCubesDataWarehouseOther HRSystemsBusinessSystemsDataSourcesDataWarehouseETLReports & Analysis
- 8. Evolving from Reporting to Analytics
- 9. AudienceEmployeesHR ConsultantsHR LeadershipFrontline ManagersBusiness Line Partners (Finance, Clinical, etc)Senior Leadership
- 10. BI and the Current EconomyMake more informed business decisionsMake cutback decisions on facts, not perceptionsBetter manage salary/benefits expenseDemonstrates HRs value to organization in difficult times
- 11. Standard MeasuresBasic Metric ComponentsHeadcount, FTEs, turnover, etcWeekly Dashboards Headcount changes, Turnover, Recruiting ActivityMonthly Dashboards Headcount, Turnover, Movement, External HiresParameterized Standard ReportsLists, demographics, operational support, etc.
- 12. Analytical MeasuresWorkforce PlanningEmployee Distributions (Job Families, Age, Tenure)External Hires by Job FamilyTurnover Total, First Year, Retirement Rates, Employee MovementHistorical Trends Headcount growth trends, Age, Tenure, Ethnicity, Full-Time/Part-Time, GenderPipeline Projections Headcount, Turnover, HiresBy Major Job Service Lines (Nursing, Lab, Imaging, Pharmacy, Respiratory)
- 13. Demo: HeRBIe
- 14. Lessons LearnedAudienceNot who we though it would beIT DependenceGreatly decreased, but still too encumberingKeep it SimpleDont push the envelope in vended reporting solutionsMake SaaS Vendor Reference ChecksSure you own your data, but can you get it?
- 15. Whats NextData cubesDecrease IT staff dependenceDecrease technical skills required to extract dataEnable powerful, dynamic web analytics applicationsDecrease MaintenanceDetailed issue tracking and assessmentIncrease HR Staffs data intelligenceTrain staff to better use data in service deliveryHRIS Staff instruction
- 16. IHRIM needs your feedback!Please complete a session evaluation forSession 145Delivering HR Business Intelligence: Experience from the TrenchesMike Harmer, Shawn DavisHRISIntermountain Healthcare, Inc.Thank you!