January 2010

What is IT?

What is it?

Tactical:
Simpler, quicker, more accurate access to HR data
Reported in a way that supports critical business decision making
Emphasis on insights to drive rapid operational savings
Strategic:
Creative insights derived from predictive modeling and scenario planning
Actionable insights to strengthen decision making and reinforce innovation
Understand workforce and labor effectiveness:
Cost Reductions:

What value?

Labor cost reductions (5-20%*); identify labor cost levers to focus on to drive
savings and headcount efficiencies

Performance Improvement:

Increase productivity (15-20%*); Improve retention of high performers (4-50%*);

Increase employee engagement (positive correlation to revenue and customer
satisfaction); Reduce risk events and non-compliance reductions

Operational Savings:

Leaner and more targeted HR organization with $$M savings annually from
retention (4-50%*), relocation, recruitment (25-55%*), training (20-50%*), etc.

Time to value

Why now?

Requires rapid start to support current cost reduction and revenue protection efforts
Longer term savings require infrastructure capabilities to derive insights

Support Global organization change in process

Requires standardized and single view of HR data to measure human capital link to
business results
* Based on Accenture results with other clients

How do we talk about IT?

HR Business Intelligence Program

Quick Wins/Segment Learnings
Foundation/Technology/Infrastructure
Blueprint
Data/Information
Reporting/Metrics/Analytics
Modeling/Predictive
Business Intelligence Competency Center
Analytics Adoption

The Journey
Our journey to building a world-class HR business intelligence capability and organization
that is scalable and sustainable.

HR Business Intelligence

Basic

HR analytics are not

used in business
operations

Developing

HR analytics are
used on an ad-hoc
basis to improve
business operations

Defined

The organization
produces periodical
reports which
management uses
in decision making

Advanced
In addition to
periodical reports,
management utilizes
data to test
hypotheses and
improve the quality
of business
operations

HR Business Intelligence Capability

Leading

Sophisticated
predictive modeling
is used in scenariobased analysis; data
points management
to opportunities for
improving operations
and mitigating risks

An Example Attrition Analytics

Defined

Advanced

Leading

How many people left?

Who left?

Did the right people leave?

Who is at risk of leaving?

Who should we hire?

Report / Metric

Developing

Attrition by
Segment/Department/
Job type/Position

Planned/Unplanned
Attrition by Segment/
Department/ Job
Type/Position

Attrition Performance
Ratio by Segment/
Department/ Manager

Unplanned Top
Performer Attrition
Risk by Department

Attrition Risk Profile

by New Hire Candidate

Data Required

Basic

Currently reported
using manual and
local automated
processes
Data available today
via SAP BW

Requires planned/
unplanned calculation
in Cognos

Requires integration of
Performance
Connection Data
Requires calculation of
Attrition Performance
Ratio in Cognos

Requires integration of
Engagement Survey/
Exit Interview data
Further integrate Labor
Market data to
evaluate replacement
risk/cost in critical
workforce segments

Requires development
and integration of newhire pre-screening test
Track performance and
create a feedback loop
to optimize test results
over time

Advanced

Leading

Develop Attrition Risk

Profiles for critical
workforce segments.
Predict attrition of Top
Performers, evaluate the
impact of that attrition
against predicted labor
market scenarios, and
determine cost/benefit for
specific interventions.

Calculate attrition risk

profiles for all candidates
prior to hiring. Optimize
hiring strategies by
addressing attrition
proactively at the point of
hire, rather than
reactively at the point of
employee departure.

Business Value Generated

Basic

Developing

Limited value. Allows for

enterprise snapshot and
simple trending. Little
granularity of reporting.
Not the whole story.

Identify clusters of
planned/unplanned
attrition and enable deepdive analysis. Search for
specific drivers of good
and bad attrition
(incentives, leadership,
career development, etc.)
and actively adjust /
reinforce strategy.

Defined
Calculate historical
Attrition Performance
Ratios (i.e. loss of low
performers to high
performers) at multiple
org levels. Focus on
areas/people with low
ratios to help drive
behavioral change and
drive smart retention.

An approach The first steps

The Walt Disney Company

Program Background, Objectives, and Approach

Background

Overall
Program
Objectives

TWDC HR has invested in Enterprise applications to separately support functional requirements. This has
resulted in loosely integrated HR applications - each with its own reporting tool

Today our systems allow us to answer simple targeted questions focused on specific HR functions. This has
limited value and does not allow us to easily answer strategic questions that require a comprehensive view of
data.

Multiple, manual databases with many reconciling steps required to answer most business questions

A single Business Intelligence environment with comprehensive data and robust tools to support data-driven
decision making

Develop infrastructure that supports Enterprise and Segment requirements

Drive cost savings through reducing duplicate work and manual reconciliations

Quick Wins
Diversity Dashboard
Leadership Reports Dashboard
Benefit:
Gain lessons learned through hands-on development
Great communication tool in describing the value of BI
Achieve value as we grow with analytic maturity

Approach

Workforce Analytics
Foundation Phase I
Workforce Strength
Talent Development
Talent Retention
Talent Acquisition
Workforce Compensation
Foundation Phase II
Talent Development
Talent Retention
Talent Acquisition

Analytics Adoption/Change Management:

Identification of an analytics subject matter
expert to oversee the ongoing transition
to an Enterprise HR Data Warehouse
and the ongoing development of Analytics
Maturity.
Governance
Education
Communication & Training

Release 1
HR Analytics
Center of Excellence
Benefits:
Enterprise HR Data Warehouse
Pre-packaged Data Model
Supports multiple reporting tools

Enterprise

Segme
nt

Segments
Segment
Segment

HR Systems Infrastructure September 2008

Many solutions solving a common problem

Fragmented reporting
Inconsistent user experience
PORTAL

TALENT ACQUISITION
Internal TWDC Sites

Talent
(VURV)
SOR = Applicants

External TWDC Sites

External Job Postings

Hire
s

Acquisition

Applicants

LEARNING
On-Boarding
(Aloha)

Learning

Cognos

College
Program Recruitment

Temp Staffing
(DOTS)

(SAPSORRecruitment)
R3/BW
= Applicants

TALENT PLANNING
Talent Planning
Scheduling
Systems

Management

(DDC)

(Performance

Connection)
SOR = Talent Plan

(WDP&R)

SOR = Training History

MS
Access

None

Business
Objects

EMPLOYEE LIFE EVENTS & MASTER DATA

PAYROLL
Payroll

Human Resources

(SAP)

HR Data
Repository
(CORE)

(SAP)
SOR = Employee Master Data

ADP (International)

Kronos
SC

Hours to
Gross

Kronos
TDS

STAR

Mannet

Rerun

MICROS

Performance Mgmt

Theatrical

Intl Time
Systems

NOTE: All systems exclude Pixar (until FY10) & Tokyo Disneyland

SOR = Performance Rating

Merit, Bonus, Stock

& Off-cycle Planning

Health, Welfare
& Pension Admin

(Workscape Coming Soon)

(Hewitt)

Stock Option
Admin

SOR = Elections

401(k) Admin

(Fidelity)

Lynch)
(Merrill
SOR = Stock Grants

Compensation

COMPENSATION

CATS
(SAP)

(Performance
Connection)

ESS/MSS
Self Service
(SAP)

None

CORE BENEFITS

Workbrain

SOR = Employee Files

(OrgPublisher)
(SAP)

SOR = Work Location

TIME

Contract Admin
(CARS)

Org Charts

Contacts

(Authoria)

PERFORMANCE MGMT
Hummingbird

Policy
R3/BW/
Cognos

Other Local Providers

(non-US)

Executive
Presentation
Employee Data
(CHRIS)

SOR = Elections

LEGEND:

Global multi-lingual

Planning

Excel

(SAP)

(WDP&R & ESPN)

East Coast
Relocation
(ReloCC)

Global English Only

MS
Access

U.S. Only

West Coast
Relocation
(DORS)

Reporting Tool

International
Relocation
(KPMG/LINK)

Employee Facing

HR Systems Infrastructure - Vision

Establish and agree on global, regional & local processes
Aggregated data for comprehensive, global reporting

System

Process
Global:
Talent Acq
Common
Data & Policy
Comp
Learning & Dev
Talent Dev
User experience
Metrics
Global Mobility

Data

Talent Acq

Comp

TWDC Site

Job Postings
Talent Acquisition (Kenexa)
On-Boarding
Temp Staffing (TBD)
College Program Recruitment (SAP)

Comprehensive Plng Tool

Merit, Stock,Bonus
(Workscape)

Internal System of Record

Common
Solutions

SAP:
Emp Master
Domestic pay
Domestic time
Labor/Workforce
Finance
DDC:
Training History

Regional:
I-9
Onboarding
Payroll
Time

Common
Data & Policy

Outsourced:
H & W admin
Pension admin
401(k) admin
Stock Option admin
Common
Data & Policy

EE Admin
(SAP)
Talent Planning
Perf Mgmt
(TBD)

Talent Dev

Talent Dev database:

Talent plan
Perf rating

Learning Mgmt
Scheduling
(DDC)

Ad Hoc

Analytics

Workforce
Intelligence

Reporting
Data Warehouse

Learning & Dev

Third Party Partners

Global
Reporting

Merrill Lynch
Fidelity
Hewitt
CIGNA

Applicants
Benefits
Comp Planning history
External payroll
DLP HRIS data
PIXAR HRIS data
Market analysis data
Business data

Proprietary and Confidential. Not complete without accompanying verbal presentation.

Dashboards

Modeling w/
Internal &
Market Data

HR BI Investment A Stepwise Approach

Gain commitment to a 3-5 year HR Business Intelligence strategy
Separate work into measured deliverables, individually funded, providing immediate value
Take executive checkpoints along the way with appropriate governance to greenlight
next steps and guide the program
Months 1-18 Funding Request #1
Delivery of Diversity Dashboard; Delivery of Leadership Reports;
Implementation of Workforce Analytics package;
Implementation of Enterprise Data Warehouse infrastructure;
Ongoing change management and education of Business Intelligence

Months 18-36 Funding Request #2

Aggregation of additional enterprise data; Aggregation of segment
specific data, Delivery of Total Rewards statements Ongoing analytic
maturity

Months 36-60 Funding Request #3

Completion of data aggregation; Metrics to support predictive decision
making; Ongoing analytic maturity

10

Drive Successful Adoption

Goal :
Analytics will eventually be embedded in day-to-day, instantaneous
decision making and tracking.

Develop Internal
Marketing,
Branding, and
Communication

Motivate
Organizational
and Behavioral
Change

Develop
Comprehensive
Process and
Tech Training

Comprehensive Change and Launch Plan

Stakeholder Management Plan
Executive Sponsorship
11

Executive Sponsors

CIO
SVP, Enterprise Comp, Benefits & HRIS
SVP, Segment HR
SVP, Corporate Finance

Marketing & Buy-In with a Quick Win deliverable

The data is readily available & consistently defined

Content can be enterprise-wide view; ability to filter for segment
Simple security requirements
Provides value immediately, with initially developed version.
Can be developed in a short timeframe window

13

Quick Wins WHY?

Phase 1 (BW as DW)

Phase 2 (Cognos BI Cube)

Functionality

Cognos functionality is restricted

Additional Cognos functionality

Capability of joining with other non-SAP
data

Development
Agility

Dependence on SAP
development and releases

Faster POC development

Faster modifications

Data Latency

Same as BW cube load

Can be controlled independently of BW

loads

Performance

Slower
Caching helps.

Better performance since the data is precalculated and restricted to the specific
dashboard requirements.

Data Security

Data Security is inherited from

SAP. No additional maintenance.

Cognos data security requires additional

maintenance.

Maintenance

Low maintenance since no data

movement

High Maintenance due to more data

movements and also introduces more
data reconciliation requirements

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Diversity Dashboard

15

Integrated HRBI Project Work Stream approach

Project Work Streams

DATA GOVERNANCE:
Define a data governance organization, the supporting
processes and supporting tools to establish and monitor
HR BI data definitions and data quality.

BICC:
Define a cross-operating unit organization that identifies the
data and measures needed to answer strategic business
questions and develops methods to present interactive
complex information for decision making.

ANALYTICS EXCELLENCE:
Design a program that enables a shift from siloed reporting to
sophisticated analysis and reporting of HR functions and
strategic initiatives. Define the future-state goal for analytics at
enterprise and segment levels, and assess the level of
readiness. Develop an approach and plan to execute adoption
and advance analytics excellence within each operating unit.

TECHNOLOGY:

DAY-2:

Design, configure, and implement

the Workforce Analytics Solution,
and manage integration with the
Disney environment.

Characterize and drive the key information requirements to support the strategy of
the business segments. Through interviews with key analytics stakeholders, Day
2 will generate a prioritized list of opportunities to help plan the next, and future,
phases of workforce analytics across the enterprise.

How Do We Get There?

Technology

Data

Value

Governance

Organization

Process

Adoption

What
enablers are
required?

How do we
get the most
out of our
data?

What business
issues are we
trying to
solve?

How are
analytical
decisions
made?

What
capabilities do
we need?

What
process
changes are
required?

How do we
make the
shift?

TECHNOLOGY:

DAY-2:

Design, configure, and

implement the
Workforce Analytics
Solution.

Visioning to showcase
the short- and longterm opportunities and
value.

Manage integration
with the Disney
environment.

Generate a prioritized
list business analytic
solutions to help plan
the phases of
workforce analytics
across the company.

DATA
GOVERNANCE:
Define a data
governance
organization, the
supporting processes
and supporting tools to
establish and monitor
HR BI data definitions
and data quality.

BICC:

ANALYTICS
EXCELLENCE:

Define a crossoperating unit

organization that
identifies the data and
measures needed to
answer strategic
business questions.

Define a program that

enables a shift from
siloed reporting to
sophisticated
analytics.

Manages enterprise
programs and
initiatives to evolve
analytics capabilities.

Develop a marketing
and communications
strategy to drive
adoption and analytics
excellence across the
company.

Overview of 5 HRBI Work Streams

Technology Work Stream Overview

Build out an analytic application that can provide insight into human resource and workforce issues.

Workforce Performance
Workforce
Strength
Benefits:
The application is designed
to provide rapid
deployment of industry
standard metrics while
providing the flexibility to
grow and adjust the data and
metrics to address specific
business requirements.

Talent
Development

Talent
Acquisition

Compensation

Value for the Business

Transforms data from HRIS solutions
into actionable information, enabling
executives, managers, business
analysts, and human resource (HR)
specialists to measure, monitor, and
report on workforce performance.

Talent
Retention

Value for IT
Streamlines the configuration of
reports and enables users to add
new content to meet changing
workforce requirements quickly and
cost-effectively.

Day-2 Work Stream Overview

Objectives

Characterize and drive the key information requirements to support the strategy of the business
segments. Through interviews with key analytics stakeholders, Day 2 will generate a prioritized list of
opportunities to help plan the next, and future, phases of workforce analytics across the enterprise.
2010

Sep

Assessment

2011

Oct

Evaluate
Opportunities

Nov

Functional
Design

Dec

Technical Detailed Design and Metrics

Definition

Feb

Develop and Test

Conduct Interviews and

Assess Interview Output Summary

Analyze and Identify List of 5

Additional Analytic areas for Day 2

1.
2.
3.
4.
5.

Jan

Functional Design & Visual Mock-ups

Attrition
Diversity
Organizational Movement
Productivity
Talent Planning

COMPLETE
Technical Design and Metrics Definition

COMPLETE

Develop, Test and Deploy

Deploy

Day 1 Cognos Users Can Develop Insights Using Two

Different Methods: Dashboards and Assisted Deep Dives

Dashboards

Ad Hoc Analysis

Pre-configured dashboards provide end-users with

consistent and easy access to established metrics.
Dashboards may provide enterprise-level data, or
segment- and function-specific information, and some
basic drill-down functionality.

For business challenges that require data beyond the

established dashboards, users will need to utilize ad hoc
analysis functionality. Here, end users can partner with
analysts to dive deeper into the high-level data that they
have accessed through the dashboard.

Data Governance Work Stream Overview

Objectives

Define a data governance organization design, the supporting processes and tools to establish and
monitor HR BI data definitions and data quality.

2010
Sep

Oct

Data Governance
Requirements

Disney
Data
Integrity
Project

Requirements
Development

Nov

Data Governance Organization

Design, Role Profiles

Dec

Data Governance
Implementation Plan

Requirements Sign-off

Process Flows

Process Flows and Supporting Narratives

Application Landscape Document

Implementation Plan

Training
Curriculum
Tool Analysis &
Recommendation

Organizational requirements to manage data issues and drive towards effective and timely
resolution
Ensure accurate, consistent and reliable data that can be more seamlessly integrated and
reported, resulting in greater business confidence in information
Define a structured process for the on-going maintenance and communication of standard
structures, naming conventions and data standards

Provide policy and direction to ensure data integrity, maximize the use of data, and minimize the
costs associated with data collection and data management
Reduce proliferation of departmental solutions/data definitions and drive segment accountability

HR Business Intelligence Competency Center

(BICC) Work Stream Overview
Define a cross-operating unit structure that provides BI focus & leadership for TWDC HR: identifies the
data and measures needed to answer strategic business questions, develops methods to present
interactive complex information for decision making, and provides tools, support & capability to the
segments.

Objectives

2010
Oct

2011

Nov

Dec

Plan

Design

Assess

BICC Organization Design, Role Profiles

BICC Requirements
BICC Capability Definition and
Maturity Model

Jan

Long-Term/Permanent BICC Implementation Plan

BICC Process Flows and Supporting Narratives

Talent Acquisition Strategy

Training Curriculum and Plan

Tool Analysis and Recommendations

2011
Feb

Mar

Apr

Deploy
Start-up and transition to new processes and operating model

Advanced resources are available to provide statistical and predictive modeling capability

Users, at all levels, know where to get reports, dashboards and critical HR information. and, where to get help
Leadership is in place to drive key BI initiatives, facilitate governance, make decisions and ensure business
segment needs are being met

Analytics Excellence Work Stream Overview

Objectives

Design a program that enables a shift from siloed reporting to sophisticated analysis and reporting of HR
functions and strategic initiatives. Define the future-state goal for analytics at enterprise and segment
levels, and assess the level of readiness. Develop an approach and plan to execute adoption and advance
analytics excellence within each operating unit.
2010

2011

Nov

Dec

Jan

Feb

Analytics Capability Definitions

Analytics Capability
Definition and Maturity
Model (each operating unit)

AE Marketing and
Communications
Strategy

Tools to accelerate the adoption of HR

BI (vignettes, communications, day-inthe-life)

Enterprise Definitions for Analytics

Excellence
Current State, Interim and Desired State
Phase II
Developing

Phase III
Defined

Phase IV
Advanced

Phase V
Leading

Communication
Strategy

Phase I
Basic

Develop BI Adoption
Accelerator Strategy

Audience Analysis

Vehicle/Channel
Inventory
Messaging &
Timing Strategy

Analytics Excellence Capability

Adoption Plans

Adoption Readiness
Assessment
S1
Is the vision and mission of the BI Analytics project clear?
Are stakeholders receiving accurate and timely information?
Are project leaders and sponsors visibly championing the project?
Are stakeholders demonstrating support for the project?
Do the organizations infrastructure, culture and work process support the BI Analytics
success?

S2

S3

Develop Adoption and

Adoption Strategy and
Maturity Plans (each
Maturity Roadmap
operating unit)
Roles needed to
advance HR BI
Analytics Adoption
Definition of different
degrees of adoption

Plan and timeline to

execute adoption and
advance analytics
excellence within each
operating unit

The CoE Leads the Charge for Data-Driven Decision Making

HR Analytics Center of Excellence
Responsible for HR Analytics
Drives framework to focus on key HR business performance drivers
Staffs the most advanced analytic expertise to focus on strategic
initiatives with quicker and more accurate turnaround
Collaborates with and across Segments to identify hypotheses
Leverages and shares internal and external best practices

Value Derived from Segments

Identify business hypotheses
for exploration

Value Delivered to Segments

Provide actionable insights
Uncover potential gaps and
undiscovered opportunities
Provide consulting support
Mine for over-arching insights to be
enhanced at the Segment level

Segment-specific Analytics Groups

Focuses on segment specific dynamics and challenges, anchored on
same key business performance drivers

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Contact Information
Thank you!

Jane Bemis
VP, Enterprise HRIS
The Walt Disney Company

jane.bemis@disney.com

Ken Nigro
Director, HR Business Intelligence

The Walt Disney Company

ken.nigro@disney.com

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