1. Protect  Extend  Evolve with PeopleSoft HCM
J.F Gullo – Senior Sales Consultant

2. 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 Oracle’s products remains at the sole discretion of Oracle.

3. Today’s Agenda Current Talent Trends HCM 9.0 Highlights
Continuing Our Commitment
Q&A

4. 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?

5. Flower Power, Prolonged Good Times
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

6. The ‘Glorious’ 80s Generation X: 1961 – 1981 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 years old
Moving into senior management ranks
Inclusive management styles
Challenged in managing multi-generational workforce

7. The Dot Com Era Generation Y: 1981 – 1997 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

8. CEOs Are Worried
The issues CEOs are concerned about ALL get to the heart 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
Corporate reputation
Speed to market
Innovation
Improving productivity
Source: CEO Challenge 2006, The Conference Board

9. 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 don’t 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 – “It’s 2008 Do You Know Where Your Talent Is?”

10. The Talent Life Cycle Analyze Plan Talent Profiles Reward Evaluate
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

11. What does a Talent Management System Look Like?
Source: Gartner 2007

12. PeopleSoft Enterprise Talent Management Suite
Content Manager Partners
Business Process Modeler
User Productivity Kit (UPK)
Workforce Planning
Talent Acquisition Manager
ePerformance
Career Planning
Succession Planning
Enterprise Learning Management
eCompensation, eComp Mgr Desktop
HRMS Portal, Portal Pack, Web-based self-service applications
Profile Manager, eDevelopment
Integration Broker
Core HRMS
PeopleSoft Enterprise Products:

13. PeopleSoft HCM 9.0
Release Overview

14. Philosophy of Release 9
Enhance and extend functionality while maintaining stability
8.9 provided some critical building blocks

15. PeopleSoft HCM 9.0 Optimize 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 organization’s success and longevity with key new developments:
Profile Management
Recruitment letter
Workforce Management enhancements
Performance  Learning Integration
Increase accuracy & productivity with key new features:
SmartHire
Person model enhancements
Benefits Solutions
On-line I9 processing
Enhancements for Military & Gov’t/Public Sector
Adapt to changing business conditions with flexible business process execution & web services:
XML Publisher
Approvals & Delegation framework

16. PeopleSoft HCM 9.0 Optimize 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 organization’s success and longevity with key new developments:
Profile Management
Recruitment letter
Workforce Management enhancements
Performance  Learning Integration
Increase accuracy & productivity with key new features:
SmartHire
Person model enhancements
On-line I9 processing
Global payroll enhancements
Enhancements for Military & Gov’t/Public Sector
Adapt to changing business conditions with flexible business process execution & web services:
XML Publisher
Approvals & Delegation framework

17. Learning & Development Performance Management
Functional Silos
PeopleSoft HCM Roadmap A Look At Release 9: Integrated Talent Management
Integrated Approach:
Fully Integrated Solutions – Grow up as you like
Performance - Strategy Alignment
Flexibility & Control Throughout
Comprehensive View of Talent & Goals
Talent
Planning
Career Planning
Learning & Development
Compensation
Measure and Report
Succession
Recruiting
Performance Management
Integrated Processes
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

18. 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

19. Organizational Strategy
Profile Management
Talent Plan
Requirement
Development
Gap Analysis
Model Profile
Person Profile
Organizational Strategy

20. Organizational Strategy Define Your Framework
Identify critical roles, jobs, organizations.
Phase profile implementation.
Partner early with a profile content specialist:
DDI
Lominger
PDI
Phase 3
Key Roles
Phase 2
Phase 1
Critical Roles
Remaining Roles

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

22. Model Profile Architecture
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
Job Family
Engineering
Level 4
Proficiency
in Mechanical
Design
Country
Japan
Fluent
Japanese
Job
Sr. Eng Japan
4 Prof in
Mech Design

23. 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

24. Gap Analysis Decision 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 .

25. Requirements/Development Performance
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.

26. Requirements/Development Advancement
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.

27. 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

28. Search and Compare Profile

29. Select a Profile

30. Search Criteria

31. Search Results

32. Compare Results

33. 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)

34. 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

35. PeopleSoft HCM 9.0 Optimize 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 organization’s success and longevity with key new developments:
Profile Management
Recruitment letter
Workforce Management enhancements
Performance  Learning Integration
Increase accuracy & productivity with key new features:
SmartHire
Person model enhancements
Benefits Solutions
On-line I9 processing
Enhancements for Military & Gov’t/Public Sector
Adapt to changing business conditions with flexible business process execution & web services:
XML Publisher
Approvals & Delegation framework

36. 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

37. The Person Model – ver 8.9 Drew Baker Person Returns to consult
Takes a class
Person of Interest
Instance
Person ID
Returns to consult
Contingent Worker
Instance
Job Record
Joins company
Employee
Instance
I’ll walk you through an example to illustrate the high level changes…
Drew Baker is a person
-My company sells training, and Drew takes a class. Person of Interest Record created, generating a Person ID.
-Drew decides to join us as an employee
-Throughout his employment, Drew has a few job records, and we even send him overseas for an assignment
-Drew decides to part ways with us for a different opportunity, but later realizes how much he misses us, and comes back…this time as a contractor.
In the old model, Drew would have had multiple ID’s associated with his tenure, and none of these would have been linked for historical reporting. With the person model, there is a single source of truth for every interaction Drew has with the organization.
Job Record
Job Record
Global Assign

38. 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.

39. Benefits Solutions Base Benefits Benefits Administration
New Plan Type Support
Long-term care, Wellness, Legal and Health Spending Plans
Dependent Management
Validation
Certification
Workflow
Benefits Administration
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

40. 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
We’ve 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

42. 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”

45. 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 .

47. 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

49. 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

51. eBenefits Dep/Ben Summary
We’ve implemented a new look and feel to the dependent beneficiary summary
Generally fits on one page
Less information per person (unless you’re George Foreman, you should be able to distinguish among your family and friends by name and relationship!)

53. Online I-9 Form

54. 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

55. Performance Document

56. Principles of Time & Pay
Payroll
Absence Management
Time & Labor
Greater Control
Heightened compliance and product integration.
Increased Flexibility
Delivered processes to enable operational success.
Deeper Visibility
Meaningful data insight.

57. Deeper Visibility Single 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 T&L 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

59. PeopleSoft HCM 9.0 Optimize 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 organization’s success and longevity with key new developments:
Profile Management
Recruitment letter
Workforce Management enhancements
Performance  Learning Integration
Increase accuracy & productivity with key new features:
SmartHire
Person model enhancements
On-line I9 processing
Global payroll enhancements
Enhancements for Military & Gov’t/Public Sector
Adapt to changing business conditions with flexible business process execution & web services:
XML Publisher
Approvals & Delegation framework

60. XML Publisher Extract Once – Publish Multiple Times
Employee Data
Finance
EFT HR
Excel
XML Publisher
CEO
HTML
PDF
Government
XML
XSL
Employees
XML
Different Templates
For different output formats

61. Moving from…

62. … to…

63. And Even Here…

64. 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

65. Continuing our Commitment …

66. Product Quality & Roadmap Relationship Management
Oracle’s 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

67. Extended Maintenance and Support
2007
2008
2009
2010
2011
2012
2013
2014
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)
This chart visually shows just how much longer HCM 9.0 will be supported than if a customer were to stay on 8.x. Extended support time is always a good reason to upgrade. It also shows Oracle’s intention to deliver other Psoft point releases, which further underscores the fact that customers will not be “forced” to move to Fusion.
9.0 (Dec 2006 – Dec 2012)
Extended Support
(Dec 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

68. Oracle’s Applications Strategy Applications Unlimited For PeopleSoft Enterprise
Oracle’s plan to continue providing ongoing enhancements to current Oracle applications beyond the delivery of Oracle Fusion Applications
Latest Release
Next Release
Version 9.0
Version 9.1
Unlimited
FUSION
Unlimited
Applications Unlimited has NO impact on
the targeted delivery dates for Oracle Fusion applications

69. Continued Product Releases PeopleSoft 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

70. 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

71. PeopleSoft Release 9.1 Release Themes
PeopleSoft 9.1 Plans To Enable…
Organizational Effectiveness
Intelligent
Business Execution
Release 9.1 Themes
Flexibility

72. Q
& A