Protect%20?%20Extend%20?%20Evolve%20with%20PeopleSoft%20HCM

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Protect ? Extend ? Evolve with PeopleSoft HCM
J.F Gullo Senior Sales Consultant
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Safe Harbor Statement

• The following is intended to outline our general
  product direction. It is intended for information
  purposes only, and may not be incorporated into
  any contract. It is not a commitment to deliver
  any material, code, or functionality, and should
  not be relied upon in making purchasing decision.
  The development, release, and timing of any
  features or functionality described for Oracles
  products remains at the sole discretion of Oracle.

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Todays Agenda

• Current Talent Trends
• HCM 9.0 Highlights
• Continuing Our Commitment
• QA

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Workforce Demographics

• Reduced Workforce
• Multi-generational workforce
• Baby Boomers, Gen X, Gen Y
• Increase of women in the workforce
• Rise in the contingent workforce
• 50 of workforce minority by 2050
• Global, mobile, virtual worker
• Dominant language in next 50 years Chinese?

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Baby Boomers 1946 1964
Flower Power, Prolonged Good Times
Currently
By 2020

• 43-60 years old
• Make up 43 of Workforce
• Largely traditional views of corporate loyalty
• Make up most of Middle Upper Management
• IT a learned language, for some

• Over 60 years old
• Phasing down work commitment, but not retiring in
  the traditional sense
• Potentially continuing to dominate executive and
  board ranks

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Generation X 1961 1981
The Glorious 80s
Currently
By 2020

• 24-44 years old
• Make up 50 less than Baby Boomers
• Loyal to profession.. not company
• Expect to change jobs for career advancement
• Motivated by What is in it for me?
• Early adopters and IT literate

• Over 39-59 years old
• Moving into senior management ranks
• Inclusive management styles
• Challenged in managing multi-generational
  workforce

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Generation Y 1981 1997
The Dot Com Era
Currently
By 2020

• Under 24 years old
• Entrepreneurial aspirations
• Expect success
• 78 say Work / Life Balance a priority
• Telecommuting work is time driven, but no
  longer time bound
• IT fluent and native speakers

• 23-39 years old
• Entrepreneurial focus
• Self managed careers and lifestyles
• Some let down as working life fails to meet
  high expectations

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CEOs Are Worried
The issues CEOs are concerned about ALL get to
theheart of critical talent.

• The ability to innovate is driven by critical
  talent who can not only predict the market, but
  also create it.
• In a competitive market where loyalty is
  purchased, critical talent will move where they
  see the best opportunity to hone their skills.
• The best managers create intentional networks to
  support critical talent.
• Innovation and critical talent commitment derive
  from rich experiences, coaching, and training.
• Critical talent can work across disciplines to
  thrive in climates of uncertainty.

Top 10 CEO Issues Sustained top-line
growth Profit growth Consistent execution of
strategy Speed and flexibility to change Customer
loyalty and retention Enabling entrepreneurship Co
rporate reputation Speed to market Innovation Impr
oving productivity
Source CEO Challenge 2006, The Conference Board
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What CEOs are asking from HR

• What workforce segments create most value?
• How will business be impacted by impending
  retirement and are we prepared?
• Where is talent demand outpacing supply?
• What skills will we need in next 5 years that we
  dont have today?

• What is turnover costing in customers? In
  productivity? In innovation? In quality?
• Do we have a workforce plan to communicate
  financial consequences of talent decisions on our
  business?

Source Deloitte Study Its 2008 Do You Know
Where Your Talent Is?
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The Talent Life Cycle
Talent Planning
Measure and Report
Recruiting
Recruit the right people with the right skills
Analyze
Plan
Integrated compensation and performance enables
pay-for-performance
Talent Profiles
Reward
Compensation
Performance Management
Evaluate
Real-time visualization and management of talent
with succession planning
Advance
Learning Development
Develop
Operationalize business plans faster through goal
alignment
Succession Planning
Career Planning
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What does a Talent Management System Look Like?
Source Gartner 2007
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PeopleSoft EnterpriseTalent Management Suite
PeopleSoft Enterprise Products
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PeopleSoft HCM 9.0 Release Overview
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Philosophy of Release 9

• Enhance and extend functionality while
  maintaining stability
• 8.9 provided some critical building blocks

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PeopleSoft HCM 9.0Optimize Your Workforce
Manage Talent Enterprise-Wide
Streamlined HCM business processes
Extend the Value of Your Investment
Address the aging retiring workforce become
an employer of choice
Support growth improve results with
streamlined best practice HR business processes
Achieve greater business insight with
standardized, innovative technology

• Ensure the organizations success and longevity
  with key new developments
• Profile Management
• Recruitment letter
• Workforce Management enhancements
• Performance ? LearningIntegration

• Adapt to changing business conditions with
  flexible business process execution web
  services
• XML Publisher
• Approvals Delegation framework

• Increase accuracy productivity with key new
  features
• SmartHire
• Person model enhancements
• Benefits Solutions
• On-line I9 processing
• Enhancements for Military Govt/Public Sector

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PeopleSoft HCM 9.0Optimize Your Workforce
Manage Talent Enterprise-Wide
Streamlined HCM business processes
Extend the Value of Your Investment
Address the aging retiring workforce become
an employer of choice
Support growth improve results with
streamlined best practice HR business processes
Achieve greater business insight with
standardized, innovative technology

• Ensure the organizations success and longevity
  with key new developments
• Profile Management
• Recruitment letter
• Workforce Management enhancements
• Performance ? Learning Integration

• Adapt to changing business conditions with
  flexible business process execution web
  services
• XML Publisher
• Approvals Delegation framework

• Increase accuracy productivity with key new
  features
• SmartHire
• Person model enhancements
• On-line I9 processing
• Global payroll enhancements
• Enhancements for Military Govt/Public Sector

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PeopleSoft HCM RoadmapA Look At Release 9
Integrated Talent Management
Functional Silos
Learning
Career Planning
Recruitment
Succession Planning
Compensation
Competencies
Performance
Reporting Metrics
Workforce Planning
HR
Traditional Approach Point Solutions, Redundant
Silos Process Flow Limitations Not Aligned with
Business Goals Lack of Comprehensive Talent View
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New! Profile Management
The foundation for establishing consistent,
standard yet flexible attributes for the purpose
of

• Defining
• Recruiting
• Measuring
• Developing
• Advancing
• and Rewarding

your talent
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Profile Management
Talent Plan
Requirement
Development
Gap Analysis
Model Profile
Person Profile
Organizational Strategy
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Organizational StrategyDefine Your Framework

• Identify critical roles, jobs, organizations.
• Phase profile implementation.
• Partner early with a profile content specialist
• DDI
• Lominger
• PDI

Remaining Roles
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Model ProfileLayout

• Configurable
• Configurable content sections.
• Structured and unstructured data.
• Custom attributes.
• Accessible
• Self-service access.
• Secured
• Each section separately secured
• Viewing
• Editing
• Approval
• Printable

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Model ProfileArchitecture

• Flexible
• Supports simple and multi-tiered strategies.
• Profiles may be tied to any entity, not just
  jobs.
• Copy, syndication functions available for
  building.
• Extensible
• Supports
• Competencies
• Accomplishments
• Objectives
• Career Interests
• Industry/Org specifics
• Reusable content catalog
• Global

• Example

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Person Profile

• Single View
• Self-maintaining
• Created by recruiting, job profile
• Updated via performance, learning
• Architecture mirrors Job Profile
• Flexible
• Configurable
• Extensible
• Accessible
• Secured
• Printable
• Easy Search Compare

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Gap AnalysisDecision Support

• Flexible comparisons
• Job to People
• Person to Jobs
• Person to People
• Job to Jobs
• Official or Ad Hoc
• Accessible through SS
• Proven technology
• Verity

.
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Requirements/DevelopmentPerformance

• Measure employees against the true expectations
  of the job/organization
• Automatically derive evaluation criteria
• Measure all employees in a job or role
  consistently
• Aid in continuous performance improvement
• Track ongoing performance through notes, status
  fields.
• Drive learning and development activities based
  on performance results.

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Requirements/DevelopmentAdvancement

• Give employees the tools to drive their own
  career
• Access to view job profiles.
• Maintain an interest list.
• Gap self against profile of interest.
• Seek out learning and development opportunities
  based on gaps.
• Make better advancement decisions
• Score individual(s) objectively based on pre-set
  criteria.
• Weigh criteria according to importance.
• Provide targeted development to those not ready.

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Talent Plan

• Create a holistic talent view and plan.
• Future needs vs. current capabilities
• Cost of recruiting vs. developing
• Success of learning/dev programs
• Vulnerable positions vs. Pipeline
• High Performer analysis
• Regrettable Losses

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Search and Compare Profile
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Select a Profile
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Search Criteria
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Search Results
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Compare Results
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eDevelopment - Profile Mgmt Self Service

• Create and Maintain Person Profiles
• Create and maintain interest lists
• View approval history
• View job profiles
• Profile Search and Compare
• Create and Maintain model profiles (Managers
  only)
• Approve changes (Managers only)

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Recruiting Solutions Enhancements

• Configurable Offer Letters
• Online Contact Management
• Automatic contact notes generated by interview
  and offer letter
• Add Notes at any phase during the recruiting
  process
• Enhanced timezone support
• OFCCP compliance

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PeopleSoft HCM 9.0Optimize Your Workforce
Manage Talent Enterprise-Wide
Streamlined HCM business processes
Extend the Value of Your Investment
Address the aging retiring workforce become
an employer of choice
Support growth improve results with
streamlined best practice HR business processes
Achieve greater business insight with
standardized, innovative technology

• Ensure the organizations success and longevity
  with key new developments
• Profile Management
• Recruitment letter
• Workforce Management enhancements
• Performance ? Learning Integration

• Adapt to changing business conditions with
  flexible business process execution web
  services
• XML Publisher
• Approvals Delegation framework

• Increase accuracy productivity with key new
  features
• SmartHire
• Person model enhancements
• Benefits Solutions
• On-line I9 processing
• Enhancements for Military Govt/Public Sector

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New! Smart Hire

• Create and Deploy Configurable Hiring Templates
• Default and hide all common fields to reduce and
  accelerate entry
• Include required, optional and custom fields
• Eliminate complexity hiring can be performed via
  eProfile Manager
• Enable workflow for hiring approvals
• Supports Person Model and Labor Agreements
• Leverage Search/Match to avoid duplicate records

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The Person Model ver 8.9
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What changed in Person Model between HCM 9.0 and
HCM 8.9?

• Improved flexibility around managing contingent
  workers. These enhancements include
• Contract Management ability to assign tasks and
  subcontracts
• Workforce Job Summary now includes contingent
  workers as well as employees
• Badges and Security Clearances can now be
  tracked on contingent workers including an
  automatic notification when these will expire
• US Federal New Add Employment Instance USF
  to quickly hire a federal employee that was
  previously a contingent worker
• Person of Interests Types including surviving
  spouses and former dependents may now be paid and
  receive benefits.

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Benefits Solutions

• Base Benefits
• New Plan Type Support
• Long-term care, Wellness, Legal and Health
  Spending Plans
• Dependent Management
• Validation
• Certification
• Workflow
• Benefits Administration
• Dependent Management
• Allow over-age dependents to remain in a plan
• Plan Management
• Movement between plans is now allowed while
  maintaining covered dependents and coverage codes
• Enhance Benefits Summary

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Simple Plans

• We did set up a plan specific table for possible
  future enhancement and provided the ability for
  an administrative hyperlink to another component
• Supported in BenAdmin and eBenefits

• Weve introduced a new plan type (Ax) that can be
  used for plans with no system attributes other
  than a premium structure
• Examples
• Wellness Plans
• Legal Plans
• Long Term Care

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Dependent Validation

• Allow you to optionally add validations to
  dependent relationship in self service
• Enforce gender validation rules (domestic partner
  must be same sex, domestic partner must be of the
  opposite sex)
• Require employee to certify relationship
  attributes
• Enforce serial monogamy for benefit purposes
  only one domestic partner or spouse at a time
• If validation fails, the person is still saved
  but flagged as beneficiary only

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Dependent Certification

• Ability to associate Certification with a plan
  type and event class
• Certificates are built in a component and
  implemented in either Event Rules or Dependent
  Relationships
• Applies only to self-service
• Release 9 represents our first steps into
  certification

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Dependent Workflow

• Allows the Administrator to configure
  notification when a certification passes or
  fails
• Also allows for notification when significant
  data is being changed on dependents

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BenAdmin Enhancements

• Flag added to event rules to maintain enrolled
  overage dependents in medical coverage
• Flag added to maintain existing coverage code
  while migrating to new plan

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eBenefits Dep/Ben Summary

• Weve implemented a new look and feel to the
  dependent beneficiary summary
• Generally fits on one page
• Less information per person (unless youre George
  Foreman, you should be able to distinguish among
  your family and friends by name and relationship!)

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Online I-9 Form
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ePerformance Enhancements

• View learning within the context of a performance
  evaluation
• Link to learning system to recommend new courses
• Flexible Approvals and Delegations
• Printable, Configurable Performance Document
• Document cloning
• Roll content forward between review periods
• Use same review criteria for multiple individuals

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Performance Document
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Principles of Time Pay
Payroll
Time Labor
Absence Management
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Deeper VisibilitySingle Timesheet for Absence
and Time Data

• Employees Can
• View absence data and worked time in one place.
• Enter and adjust absences on timesheet.
• Check absence rules on the timesheet.
• Managers Can
• View full time summary, including planned and
  reported time
• Approve a single timesheet for TL and Absence
  data
• Time Administrators Can
• Provide real-time visibility in Time Labor for
  all time events
• Ensure that Payable Time reflects the correct
  cost

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PeopleSoft HCM 9.0Optimize Your Workforce
Manage Talent Enterprise-Wide
Streamlined HCM business processes
Extend the Value of Your Investment
Address the aging retiring workforce become
an employer of choice
Support growth improve results with
streamlined best practice HR business processes
Achieve greater business insight with
standardized, innovative technology

• Ensure the organizations success and longevity
  with key new developments
• Profile Management
• Recruitment letter
• Workforce Management enhancements
• Performance ? Learning Integration

• Adapt to changing business conditions with
  flexible business process execution web
  services
• XML Publisher
• Approvals Delegation framework

• Increase accuracy productivity with key new
  features
• SmartHire
• Person model enhancements
• On-line I9 processing
• Global payroll enhancements
• Enhancements for Military Govt/Public Sector

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XML PublisherExtract Once Publish Multiple
Times
Employee Data
Finance
EFT
Excel
HTML
PDF
XML
XSL
Different Templates For different output formats
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Moving from
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to
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And Even Here
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Approvals and Delegation Framework

• Common Approvals Framework for most Transactions
• Common Delegation Framework
• Workflow-driven delegation
• Defined period of time or open-ended
• Proxy Management
• Full Delegation Administration
• Manage delegations
• Review and Revoke

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Continuing our Commitment
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Oracles Approach
Talk to customers, Listen to customers, Work with
customers

• CIO Advisory Board
• Customer Surveys
• Customer Care Services
• User Groups
• Customer Advisory Boards
• Fusion Strategy Council
• Customer Events
• Executive Sponsors

Product Quality Roadmap
Cost Maintenance
Relationship Management
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Extended Maintenance and Support
2008
2009
2012
2013
2014
2000-2006
2007
2010
2011
2015
8.0 SP1 (Dec 2000 Mar 2007)
How Much is This Worth?
8.3 (Nov 2001 Mar 2008)
8.8 (Dec 2002 Dec 2008)
Extended Support (Dec.2008 Dec. 2010)
8.9 (Dec 2004 Dec 2010)
Extended Support (Dec.2010 Dec 2012)
8.9 ANZ (Sep 2005 Sep 2011)
Extended Support (Sep 2011 Sep 2013)
9.0 (Dec 2006 Dec 2012)
Extended Support (Dec 2012 - Dec 2015)
9.1 (no release date set)
First use of Fusion Middleware
Individual Next-Gen Applications
First Release Fusion Apps
F U S I O N Applications
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Oracles Applications StrategyApplications
Unlimited For PeopleSoft Enterprise

• Oracles plan to continue providing ongoing
  enhancements to current Oracle applications
  beyond the delivery of Oracle Fusion Applications

Latest Release
Next Release
Version 9.1
Version 9.0
Unlimited
Unlimited
Applications Unlimited has NO impact on the
targeted delivery dates for Oracle Fusion
applications
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Continued Product ReleasesPeopleSoft Release 9.1

• Focus of PeopleSoft Roadmap
• Ongoing adoption of Fusion technology components
• Integration to other Oracle products
• New enhancements including ongoing legal and
  regulatory updates
• Consideration for back-porting selective
  capabilities to prior releases which have a
  supported migration path to Fusion
• PeopleSoft Release 9.1 Timeline

Post Updates of Integrations, Dashboards and Web
Services
PeopleSoft Release 9.1 Target GA
Solicit Feedback and Finalize PeopleSoft Release
9.1 Plan
2007
2008
2009
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Where to Find Additional Information

• The following documents detailing HCM 9.0 have
  been posted to Customer Connection
• Statement of Direction
• Release Value Proposition
• Release Notes

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PeopleSoft Release 9.1Release Themes
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Q

A