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

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Presentation on theme: "Protect  Extend  Evolve with PeopleSoft HCM J.F Gullo – Senior Sales Consultant."— Presentation transcript:

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

2 © 2008 Oracle Corporation – Proprietary and Confidential2 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 © 2008 Oracle Corporation – Proprietary and Confidential3 Today’s Agenda Current Talent Trends HCM 9.0 Highlights Continuing Our Commitment Q&A

4 © 2008 Oracle Corporation – Proprietary and Confidential4 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 © 2008 Oracle Corporation – Proprietary and Confidential5 Baby Boomers: 1946 – 1964 Flower Power, Prolonged Good Times Currently >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 By 2020 >Over 60 years old >Phasing down work commitment, but not retiring in the traditional sense >Potentially continuing to dominate executive and board ranks

6 © 2008 Oracle Corporation – Proprietary and Confidential6 Generation X: 1961 – 1981 The ‘Glorious’ 80s Currently >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 By 2020 >Over years old >Moving into senior management ranks >Inclusive management styles >Challenged in managing multi-generational workforce

7 © 2008 Oracle Corporation – Proprietary and Confidential7 Generation Y: 1981 – 1997 The Dot Com Era Currently >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 By 2020 >23-39 years old >Entrepreneurial focus >Self managed careers and lifestyles >Some ‘let down’ as working life fails to meet high expectations

8 © 2008 Oracle Corporation – Proprietary and Confidential8 CEOs Are Worried 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 The issues CEOs are concerned about ALL get to the heart of critical talent.

9 © 2008 Oracle Corporation – Proprietary and Confidential9 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? Source: Deloitte Study – “It’s 2008 Do You Know Where Your Talent Is?” 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?

10 © 2008 Oracle Corporation – Proprietary and Confidential10 Talent Profiles Talent Planning Career Planning Learning & Development Succession Planning Measure and Report Compensation Recruiting Performance Management Analyze Plan Evaluate Develop Advance Reward The Talent Life Cycle Recruit the right people with the right skills Real-time visualization and management of talent with succession planning Integrated compensation and performance enables “pay-for- performance” Operationalize business plans faster through goal alignment

11 © 2008 Oracle Corporation – Proprietary and Confidential11 What does a Talent Management System Look Like? Source: Gartner 2007

12 © 2008 Oracle Corporation – Proprietary and Confidential12 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 © 2008 Oracle Corporation – Proprietary and Confidential13 PeopleSoft HCM 9.0 Release Overview

14 © 2008 Oracle Corporation – Proprietary and Confidential14 Philosophy of Release 9 Enhance and extend functionality while maintaining stability 8.9 provided some critical building blocks

15 © 2008 Oracle Corporation – Proprietary and Confidential15 Manage Talent Enterprise-Wide Streamlined HCM business processes Extend the Value of Your Investment PeopleSoft HCM 9.0 Optimize Your Workforce Ensure the organization’s success and longevity with key new developments: Profile Management Recruitment letter Workforce Management enhancements Performance  Learning Integration Address the “aging & retiring workforce” & become an “employer of choice ” Increase accuracy & productivity with key new features: SmartHire Person model enhancements Benefits Solutions On-line I9 processing Enhanceme nts for Military & Gov’t/Public Sector Support growth & improve results with streamlined best practice HR business processes Adapt to changing business conditions with flexible business process execution & web services: XML Publisher Approvals & Delegation framework Achieve greater business insight with standardized, innovative technology

16 © 2008 Oracle Corporation – Proprietary and Confidential16 Manage Talent Enterprise-Wide Streamlined HCM business processes Extend the Value of Your Investment PeopleSoft HCM 9.0 Optimize Your Workforce Ensure the organization’s success and longevity with key new developments: Profile Management Recruitment letter Workforce Management enhancements Performance  Learning Integration Address the “aging & retiring workforce” & become an “employer of choice ” 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 Support growth & improve results with streamlined best practice HR business processes Adapt to changing business conditions with flexible business process execution & web services: XML Publisher Approvals & Delegation framework Achieve greater business insight with standardized, innovative technology

17 © 2008 Oracle Corporation – Proprietary and Confidential17 HR Compensation Workforce Planning Recruitment Traditional Approach: Point Solutions, Redundant Silos Process Flow Limitations Not Aligned with Business Goals Lack of Comprehensive Talent View Learning Career Planning Succession Planning Competencies Performance Reporting & Metrics Functional Silos 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 Planning Recruiting Performance Management Integrated Processes PeopleSoft HCM Roadmap A Look At Release 9: Integrated Talent Management

18 © 2008 Oracle Corporation – Proprietary and Confidential18 New! Profile Management Defining Recruiting Measuring Developing Advancing and Rewarding The foundation for establishing consistent, standard yet flexible attributes for the purpose of… …your talent

19 © 2008 Oracle Corporation – Proprietary and Confidential19 Profile Management Model Profile Requirement Talent Plan Person Profile Gap Analysis Organizational Strategy Development

20 © 2008 Oracle Corporation – Proprietary and Confidential20 Organizational Strategy Define Your Framework Phase 1 Critical Roles Key Roles Phase 2 Remaining Roles Phase 3 Identify critical roles, jobs, organizations. Phase profile implementation. Partner early with a profile content specialist: DDI Lominger PDI

21 © 2008 Oracle Corporation – Proprietary and Confidential21 Model Profile Layout Configurable Configurable content sections. Structured and unstructured data. Custom attributes. Accessible Self-service access. Secured Each section separately secured: Viewing Editing Approval Printable

22 © 2008 Oracle Corporation – Proprietary and Confidential22 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 Fluent Japanese

23 © 2008 Oracle Corporation – Proprietary and Confidential23 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 © 2008 Oracle Corporation – Proprietary and Confidential24 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 © 2008 Oracle Corporation – Proprietary and Confidential25 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 © 2008 Oracle Corporation – Proprietary and Confidential26 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 © 2008 Oracle Corporation – Proprietary and Confidential27 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 © 2008 Oracle Corporation – Proprietary and Confidential28 Search and Compare Profile

29 © 2008 Oracle Corporation – Proprietary and Confidential29 Select a Profile

30 © 2008 Oracle Corporation – Proprietary and Confidential30 Search Criteria

31 © 2008 Oracle Corporation – Proprietary and Confidential31 Search Results

32 © 2008 Oracle Corporation – Proprietary and Confidential32 Compare Results

33 © 2008 Oracle Corporation – Proprietary and Confidential33 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 © 2008 Oracle Corporation – Proprietary and Confidential34 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 © 2008 Oracle Corporation – Proprietary and Confidential35 Manage Talent Enterprise-Wide Streamlined HCM business processes Extend the Value of Your Investment PeopleSoft HCM 9.0 Optimize Your Workforce Ensure the organization’s success and longevity with key new developments: Profile Management Recruitment letter Workforce Management enhancements Performance  Learning Integration Address the “aging & retiring workforce” & become an “employer of choice ” Increase accuracy & productivity with key new features: SmartHire Person model enhancements Benefits Solutions On-line I9 processing Enhancements for Military & Gov’t/Public Sector Support growth & improve results with streamlined best practice HR business processes Adapt to changing business conditions with flexible business process execution & web services: XML Publisher Approvals & Delegation framework Achieve greater business insight with standardized, innovative technology

36 © 2008 Oracle Corporation – Proprietary and Confidential36 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 © 2008 Oracle Corporation – Proprietary and Confidential37 The Person Model – ver 8.9 Job Record Global Assign Drew Baker Person Joins company Employee Instance Returns to consult Contingent Worker Instance Takes a class Person of Interest Instance Person ID

38 © 2008 Oracle Corporation – Proprietary and Confidential38 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. What changed in Person Model between HCM 9.0 and HCM 8.9?

39 © 2008 Oracle Corporation – Proprietary and Confidential39 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

40 © 2008 Oracle Corporation – Proprietary and Confidential40 Simple Plans 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 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

41 © 2008 Oracle Corporation – Proprietary and Confidential41

42 © 2008 Oracle Corporation – Proprietary and Confidential42 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”

43 © 2008 Oracle Corporation – Proprietary and Confidential43

44 © 2008 Oracle Corporation – Proprietary and Confidential44

45 © 2008 Oracle Corporation – Proprietary and Confidential45 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

46 © 2008 Oracle Corporation – Proprietary and Confidential46

47 © 2008 Oracle Corporation – Proprietary and Confidential47 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

48 © 2008 Oracle Corporation – Proprietary and Confidential48

49 © 2008 Oracle Corporation – Proprietary and Confidential49 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

50 © 2008 Oracle Corporation – Proprietary and Confidential50

51 © 2008 Oracle Corporation – Proprietary and Confidential51 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!)

52 © 2008 Oracle Corporation – Proprietary and Confidential52

53 © 2008 Oracle Corporation – Proprietary and Confidential53 Online I-9 Form

54 © 2008 Oracle Corporation – Proprietary and Confidential54 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 © 2008 Oracle Corporation – Proprietary and Confidential55 Performance Document

56 © 2008 Oracle Corporation – Proprietary and Confidential56 Principles of Time & Pay Greater Control Heightened compliance and product integration. Increased Flexibility Delivered processes to enable operational success. Deeper Visibility Meaningful data insight. Absence Management Time & Labor Payroll

57 © 2008 Oracle Corporation – Proprietary and Confidential57 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

58 © 2008 Oracle Corporation – Proprietary and Confidential58

59 © 2008 Oracle Corporation – Proprietary and Confidential59 Manage Talent Enterprise-Wide Streamlined HCM business processes Extend the Value of Your Investment PeopleSoft HCM 9.0 Optimize Your Workforce Ensure the organization’s success and longevity with key new developments: Profile Management Recruitment letter Workforce Management enhancements Performance  Learning Integration Address the “aging & retiring workforce” & become an “employer of choice ” 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 Support growth & improve results with streamlined best practice HR business processes Adapt to changing business conditions with flexible business process execution & web services: XML Publisher Approvals & Delegation framework Achieve greater business insight with standardized, innovative technology

60 © 2008 Oracle Corporation – Proprietary and Confidential60 Employee Data HR CEO Finance XML EFT Employees XML XML Publisher Extract Once – Publish Multiple Times Government Excel HTML PDF XML Publisher Different Templates For different output formats XSL

61 © 2008 Oracle Corporation – Proprietary and Confidential61 Moving from…

62 © 2008 Oracle Corporation – Proprietary and Confidential62 … to…

63 © 2008 Oracle Corporation – Proprietary and Confidential63 And Even Here…

64 © 2008 Oracle Corporation – Proprietary and Confidential64 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 © 2008 Oracle Corporation – Proprietary and Confidential66 CIO Advisory Board Customer Surveys Customer Care Services User Groups Customer Advisory Boards Fusion Strategy Council Customer Events Executive Sponsors Product Quality & Roadmap Talk to customers, Listen to customers, Work with customers Oracle’s Approach Cost & Maintenance Relationship Management

67 © 2008 Oracle Corporation – Proprietary and Confidential67 Extended Maintenance and Support 8.0 SP1 (Dec 2000 – Mar 2007) 8.3 (Nov 2001 – Mar 2008) 8.9 (Dec 2004 – Dec 2010) Extended Support (Dec.2010 – Dec 2012) 9.0 (Dec 2006 – Dec 2012) Extended Support (Dec Dec 2015) First use of Fusion Middleware Individual Next-Gen Applications First Release Fusion Apps F U S I O N Applications 9.1 (no release date set) (Dec 2002 – Dec 2008) Extended Support (Dec.2008 – Dec. 2010) 8.9 ANZ (Sep 2005 – Sep 2011) Extended Support (Sep 2011 – Sep 2013) 2015 How Much is This Worth? How Much is This Worth?

68 © 2008 Oracle Corporation – Proprietary and Confidential68 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 Applications Unlimited has NO impact on the targeted delivery dates for Oracle Fusion applications Latest Release Next Release Unlimited Version 9.1 Version 9.0 Unlimited FUSION

69 © 2008 Oracle Corporation – Proprietary and Confidential69 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 Solicit Feedback and Finalize PeopleSoft Release 9.1 Plan PeopleSoft Release 9.1 Target GA Post Updates of Integrations, Dashboards and Web Services

70 © 2008 Oracle Corporation – Proprietary and Confidential70 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 © 2008 Oracle Corporation – Proprietary and Confidential71 PeopleSoft Release 9.1 Release Themes PeopleSoft 9.1 Plans To Enable… Organizational Effectiveness Intelligent Business Execution Release 9.1 Themes Flexibility

72 © 2008 Oracle Corporation – Proprietary and Confidential72 A Q &


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