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Business Challenges
Interim NHS People Plan

Financial Business Case

The implementation of a suite of the ESR functionality, including Oracle Learning Management (OLM), competences, establishment control, and talent management provides you with the ability to realise a  range of cost and service improvements to your organisation.

Cost Improvements

  • Savings can be made by fully utilising learning compliance.
  • Reducing agency spend when a consistent workforce can be planned in advance.
  • Reducing centralised reporting by using the Self Service portlet and Managers dashboard.
  • Enabling vacancies to be identified in a more timely way to help speed up recruitment.
  • Helping reduce sickness absence by entering data into ESR for sickness monitoring and delivering early interventions.
  • Reducing classroom based training, through the implementation of e-Learning and access to over 800 national e-Learning courses.
  • Removing the need for any 3rd party Learning Management Systems and appraisal systems, with the potential for additional direct costs, as ESR has a fully integrated Learning Management System which includes the recording of classroom and e-Learning offerings.

Service Improvements

  • Improved employee engagement and data quality by giving employees’ access to ESR Self Service - so they can quickly identify what actions they need to take (i.e. learning, appraisal etc.).
  • Opportunity to reduce the need for journal adjustments in the general ledger during month-end reconciliation when using establishment control in ESR.
  • Improved planning within budgeted establishment.
  • Improved workforce empowerment by giving managers access to information that better informs their decision making.
  • Increased levels of assurance that the right people are in the right positions.
  • Improved talent management across the organisation from use of competencies and appraisals.
  • Improved data quality by using WoVen (Workforce Validation Engine) reports in Business Intelligence.

To access key information and resources to support Financial Business Case click on the icons below

Business Challenges

The following key questions will assist you in appraising your current workforce business intelligence; and importantly, all are directly supported by using ESR:

  1. Do you fully understand your workforce demographics and does your workforce reflect the population that you serve?

  2. Have you got a good understanding of the external environment, both at a local level and national level, for example around the labour market and educational outputs?

  3. Where do you recruit from, and where do your employees go when they leave?

  4. Do you know the precise number of current vacancies, turnover etc.?

  5. How good is the quality of your data?

  6. How do you monitor your current and future requirements for competencies and skills for your staff?

  7. How does your Workforce Validation Engine (WoVen) compare with other organisations?

  8. How are you reporting on compliance to the Board?

  9. What tools are you using for effective workforce planning?

  10. How do you ensure your recruitment strategy meets the workforce and service demand of the future?

  11. Are you able to effectively future proof your education offering to meet the skills required of your future workforce?

Latest Resources

To discuss the functionality available in ESR, to undertake an ESR Assessment on your current and potential usage, or for further information, advice and support please contact your local NHS ESR Functional Account Manager.