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2. Purpose & Disclaimer Purpose:
This document provides an overview of features and enhancements included in pre-release Oracle Fusion Applications 1.0 and applicable updates (the “Software”). It is intended solely for use in connection with the internal pre-production evaluation and testing of the Software. As stated above, this document is confidential to Oracle and may not be used for training, promotion, or sales to customers or other partners or third parties.
Disclaimer:
This document is for informational purposes only and is intended solely for use in connection with the internal pre-production evaluation and testing of the Software. This is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release, and timing of any features or functionality, and inclusion or not thereof in the commercially available version of the Software, if any, is always at Oracle’s sole discretion. This document is not considered part of the applicable program documentation.
Due to the nature of the product architecture, it may not be possible to safely include all features described in this document without risking significant destabilization of the code 2

3. Fusion Human Capital Management
Gretchen Alarcon, VP Strategy
April, 2010

4. 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 decisions. The development, release, and timing of any features or functionality described for Oracle’s products remains at the sole discretion of Oracle.

5. Agenda
Strategy
Scope
Demo
Deployment

6. Oracle Fusion Human Capital Management Product Strategy
Provide Integrated Human Capital Management Applications
To completely automate an organization’s Human Resource Processes
Across the Entire Worker Lifecycle
From Workforce Planning to Deployment, Development, and Rewards
To Improve how Organizations Manage their Human Capital
Through a complete Human Capital Management System not just a Human Resources Administration System
By Unifying Best-in-Class HCM Processes with World Class Technology
From Oracle, PeopleSoft, JD Edwards into a Unified Suite
To Enable The Next Generation Enterprise

7. Oracle Fusion HCM Design Principles Product Strategy
Best in Class Architecture
Allows customers to create, mange and update their business and employee models and associated processes without significant customization.
Process Centricity and Extensibility
Allows customers to configure and extend the Fusion data model and user interface with business-friendly tools that do not require IT development.
Easy Setup and Data Migration
Allows customers to quickly set up their application and migrate data from existing sources without requiring extensive IT support.
Co-existence with AU Applications
Allows customers to uptake Fusion modules while continuing to use their current AU applications for related functionality. For example, Fusion Talent Management can co-exist, and integrate with, PeopleSoft HRMS.
Flexible Deployment Options
Allows customers the choice to license and deploy the software On Premise or subscribe to it as a service delivered by Oracle, or a combination of both.

8. Unifying Personal Processes with Enterprise Processes
Productivity tools
Collaborative
Chaotic & Dynamic
Contextual Adaptation
Ubiquitous Access
Enterprise Business Processes
Structured & Unstructured
Predictable but Adaptable
Modeled to Meet Business Requirements
Sense & Respond for Process Optimization

9. Value for Managers

10. Real-time decision support tools provide information, not just data.
Productive user interface and guided processes reduce complexity.
Visibility and reporting at multiple levels give indirect managers better insight and control.
Worklists and watchlists give context and push for action.

11. Value for HR

12. Role based security and access ensure clear process ownership.
Configurable processes by enterprise, legislative group, BU, geography, people.
Implement standard processes and monitor for compliance.
Functional dashboards drive productivity and consistency.

13. Value for Employees
After decades of common sense and feel-good discussions around employee engagement, the scientists really got to work in the last few years. Beginning with Deloitte’s 2004 study, “Do you know where your talent is?” that brought attention to the fact that we, as organizations, were too focused on acquisition and retention and not focused enough on what really matters to employees – developing capabilities and working on meaningful initiatives. Towers Perrin quickly followed with the 2005 Global Workforce Study, in which they identified the rational and emotional factors that affect engagement. Meanwhile, Gallop conducted 10 million workplace interviews, creating a massive database of hard evidence as well as the 12 statements that best connect employee engagement to business success. Recently, The Conference Board has brought together the many definitions and factors and created this simple statement. – A connection that causes people to exert discretionary effort.
According to Gallop, engaged organizations experience …
12% Higher Profitability
31-51% Less Turnover
12% Increased Customer Sat
27% Fewer Absences
Purposeful mission in alignment with business objectives
Cultivate high performance networks through Connection/Collaboration
Commitment to the Company
Trust and integrity – how well managers communicate and 'walk the talk'.
Nature of the job –Is it purposeful? Is it entally stimulating day-to-day?
Line of sight between employee performance and company performance – Does the employee understand how their work contributes to the company's performance?
Career Growth opportunities –Are there future opportunities for growth?
Pride about the company – How much self-esteem does the employee feel by being associated with their company?
Coworkers/team members – significantly influence one's level of engagement
Employee development – Is the company making an effort to develop the employee's skills?
Relationship with one's manager – Does the employee value his or her relationship with his or her manager?

14. Propagate changes quickly across the organization.
Facilitate interactions between users with built-in collaboration tools.
Propagate changes quickly across the organization.
Provide insight to employees for key HR processes.
Engage employees in providing content, enhancing value of the HR system.
Research by David Norton and Robert Kaplan of the Balanced Scorecard Consortium shows that nine out of 10 companies fail to execute their strategy. What's more, this same study indicates that only 5 percent of the work force, on average, understands their company's strategy; a mere 25 percent of managers have their incentives linked to the successful execution of the strategy; 85 percent of executive teams spend less than one hour per month discussing strategy; and 60 percent of organizations fail to link their budgets to their strategy

15. Oracle Fusion HCM Product Overview
Workforce Deployment
Workforce Development
Workforce Rewards
Human Resources
Global Payroll
Workforce Lifecycle Manager
Workforce Predictions
Network at Work
Performance & Goal Management
Talent Review
Compensation Management
Incentive Management
Benefits Management
Core HCM Model and Framework
Comprehensive, role-based HCM solution delivers best practices and processes
Global, enterprise-wide structures support legislative, regulatory and organizational needs
Flexible employment and person models, and profile management framework meet all organizational models
Embedded intelligence (dashboards, embedded content, predictive) supports analysis and decisions

16. Improve Productivity Human Resources
Support the casual user with Portrait/Gallery
Improve productivity with business process models and design patterns
Complete tasks rapidly with one-click navigation
Facilitate interactions between users with built-in collaboration tools (presence, RSS feeds) 16

17. Reduce Payroll Costs & Increase Compliance HCM Global Payroll
Bring together all payroll processes in one screen with payroll dashboard
Incorporate customer- defined processes through dashboard/checklist
Provide insight and ensure compliance with comprehensive analytics, ad hoc reporting tools, and out-of-the-box legislative and balancing reports
Payroll set up wizard uses a series of relative questions to which the answers provided by the customer/user will build the components and formulas.
Enhanced tools to facilitate Partner Configuration and Reuse.
Global Enhancements
Multi-Assignment Processing
Data Separation allows HR and Payroll data to be different when required
Stronger BPO offering
Multi Tenancy improvements (Set ID and LDG combination)
Dashboard Solution across multiple Payrolls
Global Processing capabilities
Payroll dashboard brings together all payroll processes in one screen. Users can take action on each of the processes from the dashboard.
Dashboard/checklist permits the incorporation of customer defined processes.
Comprehensive analytics, ad hoc reporting tools, out of the box legislative and balancing reports provide insight and ensure decisions are based on compliant and business reporting requirements. 17

18. Optimize Workforce Processes Workforce Lifecycle Manager
Orchestrate end-to-end processes
Visualize and automate workforce processes
Assess process effectiveness, costs and compliance risk
Monitor SLA status
Embed and enforce compliance activities and rules 18

19. Harness the Power of Voluntary Data Network At Work
Harness collective intelligence and visualize interaction through informal connections
Define, align, and execute goals with connections, social profiles, activity streams, and tagging
Find and nominate feedback participants with connections and kudos
Record feedback during the review period
Develop career plans by leveraging connections and social profiles 19 19

20. Allocate Compensation Strategically and Consistently Compensation Management
Enforce a wide range of compensation business rules
Model budget and compensation allocation scenarios and apply them consistently across an organization
Analyze, model and allocate compensation across borders and boundaries
Deliver business results with performance-driven pay
Increase engagement and retention by providing a full compensation picture to workers 20 20

21. Enhance Organizational and Individual Performance Integrated Performance and Goal Management
Provide insight into performance progress for team or whole organization
Increase collaboration and alignment with goal sharing
Track discussions and share relevant resources among members by linking goals to group spaces
Tie development goals to skills and certifications and promote specific tracking for growth
Deliver meaningful evaluation of goals and competencies with guidance at your fingertips 21 21

22. Provide Best in Class Visualization and Decision Support Talent Review
Improve productivity with highly interactive visual calibration tool
Address strategic business needs by identifying and leveraging high-potential and hidden talent
Decrease talent risk by assessing trends around potential, risk and impact of loss
Make better organizational decisions with integrated profile comparison
Streamline talent reviews with full setup, administration, and post meeting support 22 22

23. Fusion Human Capital Management Innovation in Workforce Deployment
Simplified, Global
Core HCM
Unified, flexible models for person, employment, organization with 360º views
Modern Organization Gallery
Organization chart with embedded actions and information
Role-based Views
Dynamically present different views of worker and employer data appropriate for user’s role
Contextual Actions
Users can take action directly from search results without losing context
Adaptable Processes
Configurable processes by enterprise, legislative group, BU, geography, people
Lower Cost Localizations
Adaptive global payroll engine leverages data model for faster, cheaper statutory localizations
Embedded
Intelligence
Dashboards, embedded content, predictive intelligence 23 23 23

24. Fusion Human Capital Management Innovation in Workforce Development
Business Leader Dashboards
Talent reviews, performance process monitoring, organizational goal alignment
Rich Data
Visualization
Solve business problems creatively with multiple visualization capabilities
Worker or Job Comparison
Side-by-side comparison of assignment, salary and skills details for better organizational decisions
Organizational Collaboration
Chat, tags, activity streams, group spaces and kudos
Reorder bullets
Talent Management
On Premise and On Demand Talent Management module that co-exists with other product lines 24 24 24

25. Fusion Human Capital Management Innovation in Workforce Rewards
Adaptable
Processes
Configurable compensation processes by enterprise, legislative group, BU, geography, people
Compensation Planning
Single compensation statement across multiple jobs with easy-to-use workbench
User Flexibility
Personalized user interface that works the way you do
Reorder bullets
Decision Support
Embedded intelligence supports managers every step of the way 25 25 25

26. Oracle Fusion HCM Sample Design Partners
Financial Services
Professional Services
High Tech
Communications
Education & Research
Healthcare
Retail
Manufacturing & Other

27. Business Benefits / Solutions
HCM for Non Profit / NGO
Industry: Non Profit / NGO
Employees: 5,000
Operating Income: $200M+
Region: Worldwide
New Implementation
Proposed Oracle
Products & Services:
HCM Fusion Edition
Core HR
Profile Management
Goals Management
Performance Management
Payroll Interface
AIA to EBS Financials R12
Oracle Fusion Middleware
Integrations to legacy Applications
Business Challenges
“Right People, Right Place” – initiative to better deploy resources and projects while minimizing administrative costs and maximizing impact.
“Global Processes & Systems” – initiative to streamline best practices and systems across a network of federated organizations.
“Workforce Enablement” – initiative to provide tools and resources to maximize value of donor funds
Business Benefits / Solutions
Remove niche vendors and shadow systems while delivering business benefits to line workers
Provide real-time decision support and metrics to managers and key stakeholders
Increase productivity and decrease operational costs through reduced manual intervention
Lower vendor and internal IT costs by shifting to a single platform for HCM
Remain competitive in NGO employment market

28. Business Benefits / Solutions
HCM for High Tech
Industry: High Tech
Employees: 20,000
Net Income: > 5B
Region: Worldwide
PeopleSoft Upgrade
Proposed Oracle
Products & Services:
HCM Fusion Edition
Core HR
Profile Management
Goals Management
Performance Management
US Payroll
Payroll Interface
Compensation Management
Talent Review
OBIEE
AIA to EBS Financials R12
Oracle Fusion Middleware
Integrations to legacy Applications
Business Challenges
“Systems Agility”– Current systems are loosely integrated using myriad technical solutions.
“Usability” – Multiple, niche systems have led to user confusion and lower adoption due to differences in user experience.
“Talent Management” – Initiative to have a consolidated Talent strategy across the globe
Business Benefits / Solutions
Remove costly customizations and move on to supported technology and application stack
Provide meaningful point-in-time, decision support and predictive content to users
Redeploy HR administrative tasks to Managers
Lower vendor and internal IT costs by shifting to a single platform for HCM
Lower operating costs and directly impact company’s margins – a big win for HR

29. Fusion HCM: AU Co-Existence Opportunity OnDemand Talent Management Suite
Solution – A full-featured talent suite, leveraging the latest technologies and industry thought leadership
Benefits
Enables organizations to gain immediate business value while minimizing upgrade costs
Out-of-the-box integration both within the suite and with existing HR systems
Target Industries – All
Target Customer Profiles
PS/EBS HR customer looking to replace niche vendor/homegrown talent system with an Oracle offering
PS/EBS Talent customer looking to move to latest talent technology without having to upgrade whole HR/Payroll system
Recommendations
Focus on replacing niche vendors with native strength in Performance and/or Compensation
If customer is also interested in Recruiting and/or Learning, position Fusion Talent along PS/EBS Recruiting or Learning
Position full suite to optimize integration
PSFT/EBS Human Resources
Core HR
Payroll
Time & Labor
Benefits
Workforce Directory Management
Fusion Talent Management On Demand
Compensation
Management
Performance
Management
Talent Review
Goal Management
Network at Work
New license in Fusion

30. “Our customers will be more empowered, more productive and more engaged at all levels of the organization.”
“Manager and employee self service are intuitive and easy to use.”
“No other Payroll System on the market looks like this.”
“Very impressive to have all my ‘employee’ information in one location.”
“Helpful to see that process can be ‘tweaked’ for our specific business needs.”
“It seems robust and has the breadth to be adopted by a wide range of organizations.”
“By providing more of a dashboard feel, we can get a lot of great data in front of users in a much better way.”
“Overall this has the potential to be ground breaking.”

31. Q
& A 31