Business Questions
Overview
What percentage of my workforce are contingent workers?
Is there an increase or decrease in employee attrition compared to the same period previous year?
Which managers have the span of control twice or above of the company average?
Do I get a trend of voluntary terminations of high performers in the organisation?
What is the promotion ratio trend over the last 3 years in the organisation?
Have I staffed women in adequate numbers to meet my diversity regulatory requirements?
What is the average compa ratio of high performers in my organisation?
What is the headcount change resulting from new hires and terminations?
What is the internal headcount movement between managers?
What percentage of workers have moved out of my organization due to re-organization?
Which are the top 5 jobs in the organization to which the workers prefer an internal transfer?
What are the the career pathing options in my organization?
What is the headcount inflow and outflow for the year?
What is the average time taken for a requisition to be filled?
Which phases of job requisition takes a longer time than the average time taken by all phases?
What is the average requisitions processed by my recruiters?
Which jobs have a faster fill rate compared to the average time taken to fill?
Do internal candidates are faster to fill than the external ones?
What percentage of candidates do not on-board after accepting the offer?
What percentage of my workforce completes their performance appraisal - trend for 3 years?
What is my Organization's Performance View - High/Low Performers, Performance Trends vis a vis Peers
Can i get a comparison of the trend of high vs low, high vs medium performers for last 4 quarters?
What percentage of high potential workers are also high performers?
Can i get a list of top 5 teams/managers based on the percentage of workers with high performance?
What percentage of workers create check-ins, trend by quarter?
List Top 10 count of check-ins by Jobs, managers, business units and departments
Can I get the trend of check-ins created by terminated workers in the last 4 quarters?
What percentage of workforce have defined goals? Break down by Supervisor?
What percentage of workers have their performance goals aligned to the organization goals? To manager goals?
Is there a correlation between completion of performance/development goals to the performance ratings in the performnce appraisals?
What are my workers' competency and skills strengths and opportunities?
What are the Top N Competencies? Employees with certain competencies
Do workers' skill sets match their job or position?
What is the percentage of workers in my organization that have competencies matching or exceeding the required levels for the respective jobs?
How many absences are availed by workers Vs at what frequency these absences have been availed ?
How many workers have not taken absences in last X days , ?
Are there any specific time periods wherein there are excessive leave demands ?
How workers are with unused absence balances ?
What is the absence rejection/withdrawl rate of absences & performance impact of the same.
What are the reasons with which maximum leaves have been availed ?
How many workers are retiring in next X months/Years & what is their absence liability on an organization ?
What is male gender ratio Vs female gender ratio with approved leaves & rejected leaves ?
What is the compensation variance amount in a compensation cycle , trends across various compensation cycles ?
How do I identify workers getting compensated above/below the target compensation amount ?
What is the percentage of budgets utilized by managers ?
How organizations are planning to reward high performers ?
How many managers have incomplete worksheets ?
How is my Talent Breakdown by 9 box ?
What percentage of my top talent are at high risk of loss?
Which workers have their performance ratings changed for better during the talent review meetings?
How many employees have been marked as Top Talent?
How successful was my succession planning? How many candidates moved into the plan's job/position/incumbent's job across all plans?
Do I have a succession plan for critical jobs/positions? Which jobs/positions do not have succession plans?
Who are the incumbents with a risk of loss, and have they been identified with the successors as part of the succession plan?
What is the readiness of the successors identified to replace the incumbent?
What percentage of the workers have completed the journeys assigned to them?
What percentage of workers are overdue in completing the journeys?
Does worker's tenure/age bands have any bearing on the non-completion of journeys beyond due date?
List the Top 10 teams by managers that leverage the journeys - Top 10 count of total Journeys
Provide me the Top 100 workers in my organization that qualify for a specific job based on profile match rankings
List the jobs that are suited for a worker based on their current skills and qualifications?
What percentage of workers in my team need to up skill to take on a new job role?
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