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

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

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?

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

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

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

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

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?”

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

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

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:

PeopleSoft HCM 9.0 Release Overview

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

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

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

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

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

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

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

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

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

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

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 .

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.

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.

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

Search and Compare Profile

Select a Profile

Search Criteria

Search Results

Compare Results

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)

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

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

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

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

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.

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

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

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”

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 .

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

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

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!)

Online I-9 Form

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

Performance Document

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.

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

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

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

Moving from…

… to…

And Even Here…

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

Continuing our Commitment …

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

Extended Maintenance and Support 2000-2006 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 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

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

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

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

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

Q & A