1. PeopleSoft HCM 9.0: Release Highlights
Rob Lowry
Sr. Sales Consultant
January 17, 2007/NorCal OAUG 2007 Training Day

2. The following is intended to outline our general product direction
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.

3. Agenda What’s New in PeopleSoft HCM 9.0
Where to Find Additional Information
[Read slide]

4. PeopleSoft HCM 9.0 Themes Enterprise-Wide Talent Management
Addressing the “Aging & Retiring Workforce” and Becoming an “Employer of Choice”
Extended Value with Standardized, Innovative Technology
Improved Governance & Compliance to Lower Risk
Lean Business Processes
Enabling New Markets and New Companies with Global Human Resources, Payroll, and Benefits
Superior Ownership Experience
Reducing Costs While Improving HR Service, Globally
PeopleSoft HCM 9.0
“Focus on Workforce Optimization”

5. Enterprise-Wide Talent Management Addressing the “Aging & Retiring Workforce” and Becoming an “Employer of Choice”
Theme Highlights
Profile Management
Enterprise Learning Management
eDevelopment
ePerformance
Theme Solution
Learning Management ePerformance eDevelopment
Workforce Scheduling Candidate Gateway Talent Acquisition Manager
Workforce Planning Workforce Rewards Workforce Scorecard
Services Procurement
Talent Management is one of the latest trends in HCM and addresses the growing issue of the shrinking workforce and how to better attract, train and retain key talent. For sales, Talent Management is important because it enables the field to position several products together. It also elevates the the importance of products such as iRecruitment and Learning Management.
Key areas of focus for R12 are:
Workforce Performance Management
Cascading Objectives
Appraisal Uplifts
Learning Management and iRecruitment
Products included in this theme are:
iRecruitment, Learning Management, iLearning, Tutor, Self Service Tutor, Self Service HR (Competency, Development, Compensation Workbench, Performance Management and Succession Planning)
The Value of Talent Management come from an increased ability to be able to remain competitive, run a lean organization, recruit and retain the best talent, and become an “employer of choice”. Some specific value points include:
Ensure the organization’s success and longevity
Maintain competitive edge by proactively responding to market changes
Increase employee retention
Cut costs by lowering recruiting overhead
Theme Value
Ensure the organization’s success and longevity
Maintain competitive edge by proactively responding to market changes
Recruit, hire and retain the best talent in the marketplace

6. Performance Management Learning & Development
The Talent Life Cycle
Talent
Planning
Measure and Report
Recruiting
Succession
Planning
Performance Management
When talking about Talent Profiles and Objectives be sure to cover job positions and profiles.
Rather than looking at a single dimension of your workforce, Talent Management brings together the critical factors that drive employee performance and ultimately organizational success. By understanding how you attract your workforce, you can better prepare your training, and measure success and via performance. What were once very disparate functions and processes are now recognized as being critical success factors.
Let’s start at the center of the talent life cycle. Talent Profiles and objectives are competency based criteria for both individuals and jobs. Once competencies have been defined for talent profiles and objectives, they can be integrated into a multitude of HR programs. Competencies are the underpinning of the Talent Management cycle. Let’s take a look at how competencies are integrated into HR as you PLAN your workforce, EVALUATE the workforce, etc.
At the top of the wheel we have workforce planning. Workforce planning has two components: demand planning and supply planning. Demand planning is a proactive, mid- to long-term view of the demand for resources within an enterprise. Supply planning focuses on identifying the sources of talent and building up talent pools large enough to meet the anticipated demand
If recruiting new talent, or talent acquisition, is your plan move to the next step in the wheel where you will profile new job requisitions, attract candidates, interview, select and then onboard them. Talent acquisition includes permanent hiring, as well as contingent worker hiring.
Performance Management -- Now, whether you are looking for employees that fit business needs that you have or you are trying to gain visibility into, or communicate goals to employees you will use performance management. Employee performance management solutions handle goal and objective management, competency management/gap analysis, appraisal definition and management, and assessment definition and management. This functionality is an important linchpin for the talent management application suite. It is integrated with career development, succession planning, learning and compensation management.
Learning and development are the next step of the wheel. Let’s say that a performance review rating uncovered a gap between an individual’s ability and those required for the job. Well, learning could be automatically triggered to help close that gap. Further, what if there is new equipment that the company is using or new compliance regulations are released? earning management would be able to track the employees who need to be trained and or certified to use new equipment, standards or become compliant. E-learning includes learning management, learning content management and e-learning.
Career development — Career planning functionality includes career path definition, competency gap comparisons with different jobs or positions, career planning and mentoring.
Compensation management — Correctly rewarding employees for their performance requires system integration. Compensation management solution helps managers perform compensation planning for their organizations (determine bonuses and merit increases, for example). This third type is part of the talent management application suite.
Succession planning — Succession planning is the formal process for identifying and developing successors for key positions within an organization. These solutions help companies track high-potential employees and create development plans to ready them for assuming a key position in the event an incumbent leaves that position.
Measure and Report -- Each application within the talent management application suite has unique reporting needs. One of the powerful elements of a talent management application suite is the capability to "marry" data across its applications. Examples include:
• Understanding the effectiveness of talent sources by looking at employee performance
• Looking at the effectiveness of compensation plans by examining performance (are higher performers being compensated appropriately compared to low performers, and how does that compensation stack up to market rates?) Managers and executives can answer many other important questions by using data from the suite of talent management applications. THIS IS A MAJOR DIFFERENTIATOR FOR ORACLE. We are able to pull like data from any part of the system for analysis and reporting.
Learning & Development
Compensation
Career Planning

7. New! Profile Management
The foundation for establishing consistent, standard yet flexible attributes for the purpose of…
Defining
Recruiting
Measuring
Developing
Advancing
and Rewarding
If Talent Management is the proactive and successful attraction, retention, and engagement of your talent. Then Profile Management provides the connection and the foundation within your processes whenever talent is being planned for, recruited, measured, developed, advanced or rewarded.
…your talent

8. 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
OFCCP
Internet Applicant Reporting
Adverse Impact Report
Applicant Information Report

9. 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

10. Performance Document

11. Enterprise Learning Management 9.0
Certification and Compliance
Nested certifications
Configurable expirations
Waivers, equivalencies
Program requirement push
Enhanced integration with PeopleSoft HCM
Fully supports Person Model and Multiple Jobs
Enhanced EIP Processing and Error Handling
Profile Management, ePerformance
Usability Improvements (Learner, Manager, Administrator)
Disconnected Learning – Certified Integration with Backweb
Administrators have the ability to waive, revoke, expire and reissue a certification or a part of a certification even as a group action making the process more efficient and cost effective -> All needs, less cost, more accurate, less risk
If Certification requirement changes Administrators can decide to force re-certification, recommend re-certification or just make changes for future -> Less unnecessary re-certification, less work
More advanced relationship tracking between various training activities, certifications and curriculums -> Less risk, meet complex and very complex requirements
More advanced reporting features for tracking certification completions, compliance and audits -> Compliance easy verifiable
Support for electronic signatures -> Less cost, less errors

12. Extended Value with Standardized, Innovative Technology Improved Governance & Compliance to Lower Risk
Theme Highlights
XML Publisher Adoption
Approvals and Delegation Framework
Change Impact Analyzer
Theme Solution
HCM Warehouse Portal EPM (Workforce Analytics)
All Self Service Apps Help Desk for HR Fusion Middleware
Workforce Planning Workforce Rewards Workforce Scorecard
Having the ability to access vital data at a moments notice is what makes an organization world-class. R12 continues this trend by providing functionality geared towards both tactical and strategic business goals through metrics measurement, dashboards, and improved management tools.
Note: DBI doesn’t include any new functionality for R12. Two previously released mini-packs will roll into R12.
Key areas of focus for R12 include:
Chief HR Officer Role – View of key HR metrics for the organization
Workforce Budget Manager Role – Budgeted costs and headcount
Contingent Worker Management Dashboard – Headcount, placements
Benefits Personnel – Open Enrollment Manager
Products included in this theme include:
HR Intelligence, Self Service HR, User Productivity Kit (UPK), Content Services, Portal, Fusion Middleware (BPEL, BAM, etc), Teleservice (Help Desk)
Note: if a customer wants Enterprise HR Help Desk the sales playbook allows for this. Integrate into R12 with Fusion Middleware
The Value of DBI comes from in increased ability to gain real-time insight into critical operations. HR managers will be able to move from tactical to strategic tasks. Some specific value points include:
Be proactive and not reactive – gain insight
Increase compliance
Make HR a strategic partner within the organization
Theme Value
Make decisions with the right data at your fingertips
Increase compliance and reduce risk
Make HR a strategic partner within the organization

13. New! Introducing XML Publisher Document Management Made Easy!
How XML Publisher Works
Leverages XML Technology to tag data elements
Deployable to end users to create their own reports
Uses security to ensure data is accessible to authorized users
How You Can Use XML Publisher
Create reports using standard desktop publishing tools
Microsoft Office
Microsoft Excel
Adobe Acrobat
Create your Business Documents as repeatable forms and reports
Printed certificates, authorizations, etc

14. 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

15. 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

16. Approval and Delegations Framework Online Configuration

17. Change Impact Analyzer
The Problem:
Customers asked for a better way to manage fixes and patches
Oracle needed to provide more robust guidance for testing
The Solution:
PeopleSoft Change Impact Analyzer (PSCIA)
How:
Identifies application impact
Highlights business processes requiring testing
Displays navigation paths affected by a patch
Generic tools (Java app) support multiple versions of PeopleTools as far back as PT8.20 (8.1x) and 8.4x

18. Change Impact Analyzer An Administrator’s View
Select a Change Package
Select
Objects
(Left) This is the selection Dialog where objects of different types can be selected.
Selection can be individual Definitions, a Project, or (hopefully) a Change Package.
(Top Right) This is the sub-selection dialog for picking objects from a project, for analysis.
(Bottom Right) Multiple Rules Files can be specified, to allow users to optionally add or modify rules. The Rule Engine within
CIA will use the first rule for a given type/impacted-type that it finds. Rules are further organized by Tools Version, and DB platform.
SQL rules are the default, but Java rules (hopefully) will also be possible.
Select
Rules

19. Mass Update Company wide compensation increase Department transfers
Job code changes
Labor Agreement changes
Reorganizations

20. Improved! Mass Update Make data changes to a large group of employees
Improved performance through multi-threaded processing
New Preview step for data validation
Improvements in user experience
Expanded data availability
RESET Button

21. Person Management Enhancements
ERN Delete
Full support for Person Model
Delete specific portions of an employee record rather than entire employment record
Person of Interest Payees
Allow certain POIs to receive benefits and/or pay
Online I-9 Processing
Includes employee- and employer-driven workflow
Allows for full documentation and storage of I-9 information

22. Person Management Enhancements (cont)
Contract Enhancements for Contingent Workers
Track and Associate at contract or task/subcontract level
Workforce Job Summary
Full Job Summary for Employees and Contingent Workers
Document Badges and Security Clearances (USF)
Temporal-Item Tracking
Store and track date-sensitive items, such as badges, permits, etc
Hire Contingent Workers as US Federal Employees

23. Benefits Solutions Base Benefits New Plan Type Support
Long-term care, Wellness, Legal and Health Spending Plans
Flexible Premium Options & Calculations
Formula-based calculations
Split premiums by tax classes for employees and employers
Enhanced Plan Management
Hardship withdrawal management available for all savings plans
Flexible limit processing for contributory plans

24. Benefits Solutions (cont)
eBenefits
Enhanced enrollment process
Optional Certification of eligible Dependents and elections
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

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

26. Greater Control Streamlined Product Integration
Absence Management
Payroll
Time & Labor

27. Greater Control Decision Support and Action
Data Reconciliation
Delivered Reports and Notifications highlight data conflicts
Online filters for data matching
Links to take action on issues
Ability to Re-Process Time
Re-process by employee or pay group
Global Payroll Data Archive Template
Archive historical data (i.e. Calculation, Banking and GL Results)

28. Increased Flexibility Effective Data Management
T&L/Payroll Data Filters
Select by Employee, Group or Earnings
Create Separate Checks
Delivered Reversal Functionality
Select if data can be re-processed or cancelled
Status codes and data sent back to Time & Labor
On-Demand / Off-Cycle Processing
Delivered, configurable dashboard for processing off-cycle request
Global Payroll Trigger and Packaging Enhancements
U.S. Garnishment Functionality
Delivered, rule-driven garnishment module

29. 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

31. Deeper Visibility Automated Form Management
PDF Version of pay check and deposit advice
Provides same format for printed and electronic versions
Allows for printing on a single page with YTD amounts on all self-service checks, not just the current one
Provides configurable availability date for self-service viewing
Delivers administrator view of paycheck
PDF Version of Year End Forms
Provides ability to consent to electronic delivery
Provides ability to print forms in legally required format
Forms include:
W-2 / W-2C / W-2AS / W-2GU / W-2VI (for US)
T4 / T4A (for Canada)

32. Lean Business Processes Enabling New Markets and New Companies with Global Human Resources, Payroll, and Benefits
Theme Highlights
SmartHire
Person Model Enhancements
On-line I9 Processing
Theme Solution
Human Resources Payroll (Global/NA) Oracle Incentive Compensation
Benefits Administration Time & Labor Absence Management
eBenefits eCompensation eCompensation Manager Desktop
ePay eProfile eProfile Manager Desktop
Pension Administration Stock Administration Workforce Scheduling
Oracle’s commitment to continually increase critical functionality includes improvement in the core product as well as additional support for global locations. Oracle strives to address customer enhancement requests in each release and has continued to do so with this latest release.
Key areas of focus for R12 include:
HR and PR localizations: UAE, Denmark, and India Payroll
Core HR, Self Service HR, Comp & Ben, Payroll Improvements
Total Compensation Statement
Workforce Scheduling
Products included in this theme include:
Advanced Benefits, Human Resources, Payroll, Time & Labor, Workforce Scheduling, Incentive Compensation
The value of this theme focuses on the continued ability for customers to exceed expectations in workforce administration and the ability of HR to become a strategic partner within the organization. Customers will have enhanced ability to lower operational costs, do more-with-less, improve productivity among HR staff, employees, and managers, and help contribute to bottom-line revenue improvements by increasing employee morale and retention. It is a known fact that a happy, satisfied workforce tends to work harder and care more about the organization, which will lead to better customer service, improved products, and ultimately increased revenue or brand image. Specific value points include:
Cut HR administrative costs
Increase employee satisfaction and morale (reduce turnover)
Boost productivity
Grow easily into new regions and markets
Note: (internal use only) For more example benefits, and to calculate potential customer benefits, reference the Oracle Benefit Cards (Tom Klimback in the IBU)
Theme Value
Grow easily into new regions and markets
Ensure accuracy and productivity at all levels
Increase employee satisfaction and morale (reduce turnover)

33. 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
High volume hiring is geared towards manufacturing or government who frequently hire several hundred or thousands of employees into similar jobs at a time. Examples are: Toyota begins manufacturing of a new car or the government hires several thousand employees at once during tax season or during a census year.

34. Smart Hire: Setup*

35. Smart Hire: Configure*

36. Smart Hire: Deploy*

37. Improved! Mass Update Make data changes to a large group of employees
Improved performance through multi-threaded processing
New Preview step for data validation
Improvements in user experience
Expanded data availability
RESET Button

38. Mass Update Definition

39. Preview

40. Key New Features/Functions in HCM 9.0
NEW FUNCTIONALITY
Workforce Management enhancements
SmartHire
Mass Update
Profile Management
Recruitment letter
I-9 Processing
Industry Enhancements for Military & Gov’t/Public Sector
Global Payroll enhancements
NEW ENABLERS
XML Publisher
Enhanced Integration for Time/Pay, and Talent Management
Approvals and Delegation Framework
[Read a few of the features]
These are some of the key features and functions that will be new for HCM More details are/will be available in the What’s New presentation.
People
Process
Tech

41.    Enterprise Release 9
Extend Value Using Next Generation Technology
Deliver Best-in-Class Business Processes
Drive Superior Ownership Experience

42. Where to Find Additional Information
The following documents detailing HCM 9.0 have been posted to Customer Connection:
Statement of Direction
Release Value Proposition
PreRelease Notes