delivering hr business intelligence

Delivering HR Business Intelligence: Experience from the Trenches

Mike Harmer, Shawn DavisHR Technology & Analytics

Intermountain Healthcare, Inc.

Mike Harmer

• 12 Years in HRIS• Manager, Intermountain Healthcare’s 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

Shawn Davis

• Director, HR Technology & Analytics• 14 Years of HR Technology and HR

Analysis Experience• IHRIM Board of Directors• Intermountain Healthcare

– Nonprofit 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.

Road Map

• Journey to BI at IHC• Analytics Architectural Framework• Current Analytical Projects• Demonstrations• Lessons Learned• What’s Next

Background

• Intermountain Healthcare– 30,000 Employees– 1,600 Managers– 100+ Different Worksites– 6 Years on Self-Service– 2,000+ Different Job

Types

• HRIS at Intermountain– Oracle HR/Payroll– Plateau LMS– Taleo– Custom

• Performance Management

• Talent Management• Business Intelligence• Etc.

Our BI History

OLTPLimitations

DataWarehouse

HRMS

Reports

Analysis

Rich Internet ApplicationTechnology

Web 1.0 Limits

Anatomy of a BI Solution

HRMS

Other HRSystems

BusinessSystems

DataWarehouse

DataCubes

Extract

Transform Load

•Custom Solutions•Web Applications• Tools: Flex, Silverlight, etc

Strategic Analytics

•“Drillers”•Run by an analyst• Tools: SQL, Excel, etc

Ad hoc

•“Clickers”•Tabular data, some graphs• Tools: Microsoft Reporting Services, Crystal, Cognos, etc

Reports

DataSources ETL

DataWarehouse Reports & Analysis

Evolving from Reporting to AnalyticsDerived Value and Difficulty of Use

Tactical Strategic

Val

ue

Dif

ficu

lty

of

Use

Value

Difficulty

Audience

• Employees• HR Consultants• HR Leadership• Frontline Managers• Business Line Partners (Finance, Clinical, etc)• Senior Leadership

BI and the Current Economy

• Make more informed business decisions• Make cutback decisions on facts, not

perceptions• Better manage salary/benefits expense• Demonstrates HR’s value to organization in

difficult times

Standard Measures

– Basic Metric Components• Headcount, FTEs, turnover, etc

– Weekly Dashboards – Headcount changes, Turnover, Recruiting Activity

– Monthly Dashboards – Headcount, Turnover, Movement, External Hires

– Parameterized Standard Reports• Lists, demographics, operational support, etc.

Analytical Measures

• Workforce Planning– Employee Distributions (Job Families, Age, Tenure)– External Hires by Job Family– Turnover – Total, First Year, Retirement Rates,

Employee Movement– Historical Trends – Headcount growth trends, Age,

Tenure, Ethnicity, Full-Time/Part-Time, Gender– Pipeline Projections – Headcount, Turnover, Hires– By Major Job Service Lines (Nursing, Lab, Imaging,

Pharmacy, Respiratory)

Demo: “HeRBIe”

Lessons Learned

• Audience– Not who we though it would be

• IT Dependence– Greatly decreased, but still too encumbering

• Keep it Simple– Don’t push the envelope in vended reporting

solutions• Make SaaS Vendor Reference Checks

– Sure you own your data, but can you get it?

What’s Next

• Data cubes– Decrease IT staff dependence– Decrease technical skills required to extract data– Enable powerful, dynamic web analytics

applications• Decrease Maintenance

– Detailed issue tracking and assessment• Increase HR Staff’s “data intelligence”

– Train staff to better use data in service delivery– HRIS Staff instruction

IHRIM needs your feedback!Please complete a session evaluation for

Session 145Delivering HR Business Intelligence:

Experience from the Trenches

Thank you!

Mike Harmer, Shawn DavisHRIS

Intermountain Healthcare, Inc.