PeopleSoft Human Capital Management Vision and Roadmap

PeopleSoft Human Capital Management Vision and Roadmap
Linda Hemsworth Senior Solution Consultant

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.

Agenda Examining Current Trends PeopleSoft’s Current State What Oracle/PeopleSoft is Doing to Help PeopleSoft HCM Roadmap

What’s on Your Mind? Concerns about a U.S. Recession …
You’re all aware of the growing concern about the economy in the US, and of course, our economy has a ripple effect across the globe. As you all know, any time there’s an economic contraction, those of us in the HR profession are generally affected in some manner.

What’s on Your Mind?? The Price of Oil

What’s on Your Mind?? Housing Crunch

What’s on Your Mind? Changing Workforce Demographics
We’re also dealing with changing workforce demographics – most notably, the entry of a new generation of employee into the workforce. Generation Y, or Millennials, or Echo Boomers, as they’re known, have a very different approach to work than we’ve seen with Baby Boomers and Gen Xers, and that’s creating some challenges for employers everywhere. Boomers: Often workaholics (live to work) ; demonstrate strong loyalty to employers; sense of self worth often connected to career achievements; Gen Xers: Tech-savvy; self-reliant (latch key kids); good at learning on the fly; transient employees – average 3-5 years in one organization; loyal to career but not employer; like short term rewards such as vacations and bonuses; skeptical and distrusting of institutions; work to live Gen Y (aka Millennials): Tech-savvy; Connected – 24/7; Self-confident; Success-driven; Lifestyle centered – work/life balance is important; global-, civic-, community-minded; work well on teams – prefer collaborative approach; thrive on flexibility and space to explore; value guidance; partner well with mentors; eager to learn; likely to make career changes; want to make a difference; “helicopter” parents – used to extensive adult involvement in lives; used to constant feedback;

What’s on Your Mind? Increased Executive Focus on Talent
Executives are starting to focus more closely on Talent Management issues – partly because TM has been such a hot topic lately, but also because they’re seeing trends that are causing them some concern about their ability to have the right people in place to compete effectively. Leaders know that people are the key to competing effectively, so want to make sure their orgs don’t fall short there. As various industries across the globe experience skill shortages, executives want to make sure they can find and keep the talent that is essential to their success, then deploy those people successfully to enable the organization to be competitive.

What’s on Your Mind? Continuing Technology Evolution
Mainframe Computers PCs – Client/Server Web 1.0 The Internet Web 2.0 The Internet Finally, technology continues to evolve faster than many of us could ever imagine, and, I suspect, fast than some of us would like! How many of you remember mainframe computers? Dumb terminals? The ones with green screens? Remember how excited we were when actual desktop PCs came available? When I went from a “portable” PC the size of a sewing machine with two floppy drives (the program drive and the data drive) to a desktop 486, I was in heaven and wondered how I would ever fill my 40 MG hard drive! Little did I know that I would soon reach a point where I couldn’t imagine life without the internet. And now, we’re hearing talk about this thing called Web 2.0.

HCM Challenges Today Are Broad and Diverse
Communications Culture & Diversity Sourcing & Retaining Talent Economy Regulatory Compliance Growth, Productivity & Profit GLOBALIZATION Organizational Structure Workforce Mobility Today’s global marketplace requires organizations to conduct business on a multinational scale if they are to remain competitive and successful. This global way of doing business translates into companies opening local offices around the world as a better, more efficient way of serving their customers. As these offices open, the company hires new employees and relocates current employees—introducing the concepts of managing and mobilizing a global and virtual workforce. Organizations need to think about global human capital management, including global compensation and recruiting. The multinational enterprise finds it must navigate a maze of new employment expectations and administrative requirements—both cultural and regulatory—each time it ventures into a new country. Workforce Visibility HR Support

Business Challenges Today
What customers are telling us… “Help me cut costs.” “I need to adapt to changing business conditions.” “We need to access information to make better decisions.” “My business needs to be secure, available and protected.” “We must achieve stated business results.” In order to understand how to achieve Workforce Excellence via a Human Capital Management Strategy, we must first start with where we are today. Customers are telling us… they need to better adapt to the changing business needs. Continue streamlining – cut costs, improve efficiencies Better access to information is needed The demographics of the workforce is changing – fewer skilled people entering the workforce, labor supply shortfall, etc. Etc. These changing business conditions and labor markets require a new approach to HR program delivery Having the right talent in the right roles drives future success!

Provide HR Professionals with
Challenges and When you put all these things together, those of us in the HR profession find ourselves facing some pretty interesting challenges – how can we possibly become effective strategic partners to our organizational leaders, influence cultural change to attract, engage and retain critically skilled workers, while embracing new technology during an economic downturn that may necessitate us doing more with less? And yet, while it’s easy to see where the obstacles are, there’s also opportunity as well. The HR profession has been asking for a more strategic role for years, now we’re finally in a position where the focus on talent gives us an opportunity to step up and prove our value. Opportunities

Oracle At-a-Glance Globally… #1 in Database #1 in Supply Chain Mgmt
#1 in Customer Relationship Mgmt #1 in Human Capital Mgmt #1 in Industries Retail Communications Public Sector Professional Services Financial Services Founded in Headquarters in Redwood Shores, CA with operations in 145 countries. 275,000 total customers 220,000 database customers 30,000 applications customers 19,000 SMB apps customers 30,000 middleware customers 17,700 partners 60,000 employees 14,000 developers 7,000 support staff

Oracle’s Applications Strategy Applications Unlimited
Oracle’s plan to continue providing ongoing enhancements to current HCM applications beyond the delivery of Oracle Fusion Applications Latest Release Next Release Version 9.0 Version 9.1 Unlimited Version 12 Version 12.1 Unlimited Unlimited FUSION

Oracle’s Applications Strategy Applications Unlimited Delivers More…
More Choice Upgrade To New Releases Deploy Additional Modules Remain On Existing Applications Adopt Next-Generation Technology More Value Dedicated Development Teams Continued Product Enhancement More Visibility Customer-Driven Product Roadmaps More Time No Forced Upgrades Oracle Lifetime Support During our frequent customer and partner interactions we heard out customers asking for: More choice when it comes to their business, our customers are seeking the option to choose continuing to derive value from their existing applications or adopting new releases and future technology if there is a business case to do so. More visibility into Oracle’s product direction, a better understanding of planned features, when they will be available, and the value to their organization. The ability to extract more value from their current application investments. More time to continue using their current applications before deciding the right technology that will deliver long-term success.

PeopleSoft Investment Strategy Objectives & Drivers
Solution Value Ensure Market Leadership In: Human Capital Management Key Industries and Global Markets Provide High Value, Low Risk Releases Customer-Driven Enhancements Avoid Creating Complex Upgrades Deliver Integration & Innovation Leverage Oracle’s Portfolio of Applications Adopt Oracle Fusion Middleware Capabilities Enhance Ownership Experience Increased Usability and Streamlined Processes Maintain PeopleTools Backwards Compatibility Corporate Strategy Conditions Market Innovation Slide Objective: Move futures conversation away from a “roadmap” discussion of what specific feature/functions are delivered when. Move futures conversation towards an “investment” discussion of what areas we want to address and why—as well as what constraints and other factors must be taken into consideration. Preemptively Addresses Potential Objections to Applications Unlimited Commitment Crafting an investment strategy that looks at the entire PSFT portfolio and ensures we are getting the biggest bang for the buck; doing the enhancements that many customers want (i.e. area’s w/ large install base). Applications Unlimited means enhance the product—which we are doing—in a way that maximizes value to customers and to Oracle (e.g. focus on HCM/TM) Specific Notes Key Industries Include: Higher Education, Financial Services, Professional Services, State and Local Government, and Healthcare Key Global Markets Include: NA, France, Spain, China Summary of Objectives Solution Value – Deliver Solutions that Provide Business Value to Customers Innovation – Deliver Latest Technology Customer Satisfaction – Make Our Customers Happy Summary of Drivers Corporate Strategy – Internal Oracle Objectives (e.g. Applications Unlimited, Oracle Fusion Middleware, AIA) Market Conditions – Legal & Regulatory Requirements; Macro Economics (e.g. Recession) Competitive Landscape – What Our Competitors are Doing Customer Satisfaction Landscape Competitive

Continued Product Releases Working with Our Customers
PeopleSoft Customer Advisory Boards & Strategy Councils Purpose: Validate future roadmap choices with the customer community Customers from various industries and all sizes Over 100 members, representing 65+ companies

Human Capital Management (HCM) Global Special Interest Users Groups (SIGs)
PeopleSoft & JD Edwards Benefits SIG ELM SIG ePerformance SIG JDE HCM SIG Payroll for N.A. SIG Recruiting SIG Staffing SIG Global HCM SIG Australia/New Zealand SIG Oracle E-Business Suite Time & Expense SIG Tutor & UPK SIG PeopleSoft & Oracle E-Business Suite Global HCM SIG (formerly GPUG) PeopleSoft HCM SIG QUEST: OAUG: OHUG: UKOUG:

Global Support Unmatched Global Reach
Oracle’s extensive global reach allows us to provide you with 24x7 support no matter where you are, no matter what the issue – we’re there for you. Our support professionals are available worldwide to provide you with complete product, technical, and problem-solving expertise when you need it. No one knows more than Oracle Support engineers when it comes to troubleshooting, problem diagnosis, and resolution identification. You can be assured that the engineers that the engineers at the forefront of our technology are behind your support any time, any where.

Oracle Lifetime Support Your IT Investment Can Be Supported Indefinitely
Sustaining Extended Premier Year of Support 1 2 3 4 5 6 7 8 9 10 Fact: Better than any of our acquisitions’ support policies Lifetime Support Policy -- The most simple, predictable and flexible advanced support policy in the industry. Oracle Premier Support Guarantees full maintenance and support of Oracle technology products and applications for 5 years from general availability date Oracle Extended Support Includes the features of Premier Support for an additional 3 years Oracle Sustaining Support Provides indefinite technical support– i.e., access to our online and call-center support—for as long as you license your Oracle solutions Maximize your Oracle Investment and Control your Upgrade Strategy. Oracle is the first Software Provider to Achieve J.D. Power & Associates Certification for Technology Service and Support

Future Upgrade Options Planned Upgrade Options For PeopleSoft 9.1
Release Next Release 9.0 Automated, One-Step Upgrades 9.1 8.9 8.8* Multi-Step Technical Upgrades < 8.8 Plan is for R8.8, 8.9, 9.0 have DIRECT, SINGLE-STEP upgrade paths to R9.1. Older releases can be upgraded to R9.1 but would require a multi-step upgrade path. Customers on R8.8 at the time of R9.1 GA (regardless of pillar) will have ended Premier (standard) support and have decided to move to Extended or Sustaining support. Upgrade scripts delivered after a customer have moved from Premier support are only available to customers with Extended support. Therefore only R8.8 customers with Extended support will have access to the automated, one-step upgrades. Customers should be referred to Oracle’s Lifetime Support policies on Oracle.com for details. *With Extended Support Upgrade Scripts Available on Customer Connection After GA

HCM Process Roadmap Performance Excellence
Ensure organizational success and longevity Maintain competitive edge Cut costs with lower recruiting overhead Increase employee productivity and engagement Ensure rewards are linked to performance Gain workforce intelligence Enterprise Talent Management & BI Service Delivery Excellence Reduce HR administrative costs Increase employee satisfaction Boost productivity Workforce Service Delivery Administrative Excellence Cut costs, increase user adoption and gain insight Ensure compliance globally and locally Grow easily into new regions and markets Single Global System & Workforce Management

PeopleSoft HCM Product Portfolio
Workforce Planning Workforce Rewards Workforce Scorecard Intelligence HRMS Warehouse Talent Mgmt Talent Acq Mgr Candidate Gateway ePerformance Learning Management eComp Mgr Oracle Incentive Comp Profile Manager eCompensation eProfile eDevelopment eBenefits ePay Self Service HRMS Portal Pack This is our current PeopleSoft HCM product portfolio. We’ve organized this slide to reflect the way many organizations choose to implement functionality, starting with the basics, and moving on up to some of the more strategic modules. Starting at the bottom, you see we have functionality to support Workforce Management. This is the core HR functionality necessary to manage your work force – kind of the necessary evils if you will. So here we have benefits, pay, time, workforce scheduling and so on. You can also choose to implement HelpDesk for HR, an automated global help desk solution that allows you to bring your support organization inhouse. Next we have Self Service – this is pretty self explanatory – we offer self service capabilities that will help you streamline a lot of your business processes by pushing the responsibility for providing data out to the people who are most familiar with that data. So for employees, this could include having them update and maintain their contact information, giving them the ability to access their W2 online and maintaining a profile of their skills and qualifications. Managers can use self service tools to update and maintain not only their own information, but information on their employees as well – or even to initiate or approve certain types of transactions. Self service is supported by the HRMS Portal Pack which provides a collection of pagelets that you can individually select to appear on a corporate intranet or extranet homepage. Moving up the page we have Talent Management , which is a big area of focus for us these days. Our Talent Management solution includes our recruiting solultions, TAM and CG, along with ePerformance, Learning Management and eCompensation Manager Desktop. These are all integrated with our profile management functionality which is part of core HR and allows you to deploy a fully integrated TM solution, from both a data and business process perspective. Finally, we have Oracle Incentive Compensation which can be integrated with your PeopleSoft solution. At the very top of the page, we have our analytics applications which allow you to do some more detailed analysis on your workforce skill needs, compensation plans, and overall HCM performance metrics, all of which rely on data stored in the HRMS Warehouse. Finally, at the very bottom of the page, you see the User Productivity Kit – a customizable on-line help tool that allows you to quickly create documentation, training and support materials for your implementation. Absence Mgmt Time & Labor Benefits Admin Pension Admin Resource Mgmt Core HR Workforce Mgmt North American Payroll Global Payroll Payroll Interface Stock Admin Workforce Scheduling Services Procurement HR Help Desk User Productivity Kit

PeopleSoft HCM 9.1 Release Summary
Flexibility HCM Investment Strategy Demonstrated Thought Leadership Succession Planning Career Planning Expansion of Talent Management Commitment to Customer Satisfaction Manager Self Service Compensation Greater Usability Expansion in Industry & Global Markets Contract Pay ELM Localizations Legal and Regulatory Updates Integration to Other Oracle Solutions Ongoing Adoption of Fusion Technology Components Intelligent Business Execution Organizational Effectiveness Flexibility Enable innovative business models with dynamic, best in class applications >>> Challenges: M&A activity, growth through acquisitions, changing business models from centralized shared services to decentralized, to hybrids… Seamlessly integrate to other applications using PeopleSoft’s services infrastructure >>> Challenges: Heterogeneous IT environments, 3rd party applications, need to “pick-and-choose” applications from all vendors including Oracle… Take advantage of an array of platform options including next-generation technologies >>> Challenges: Need for choice in technology provider and which technology components are adopted and which are not… Intelligent Business Execution Make more intelligent decisions by coupling core transactions and deep analytics >>> Challenges: Need for actionable and timely information not just in a data warehouse for executive decision makers but in the hands of those executing decisions… Achieve greater stakeholder value through responsive, comprehensive solutions >>> Challenges: Applications that cover end-to-end business processes, minimize the need to supplement ERP systems, extend core ERP to all functions.. Overcome unique business challenges with industry specific enhancements >>> Challenges: Processes and policies to be adhered to that are regulated or unique due to “customer” base (e.g. Higher Education)… Organizational Effectiveness Rapidly facilitate enterprise-wide adoption with intuitive applications >>> Challenges: Users spending too much time executing transactions, too steep of a learning curve… Reduce lifecycle costs utilizing robust applications management tools >>> Challenges: Managing customizations, applying patches, upgrading… Align talent to organizational objectives by connecting operations and human resources >>> Challenges: Department managers can’t rely on HR to ensure their resources are in a position to achieve that department’s objectives, need to empower the organization to manage their critical resources (e.g. training, performance, succession planning)…

Talent Management Improving The Talent Management Lifecycle
Integrated compensation and performance enables “pay-for-performance” and motivates and retain workers Integration with workforce scheduling to reduce employee downtime & scheduling conflicts Profiles & Objectives Challenge: Changing Workforce Demographics Talent Shortage Shrinking Workforce Multi-Generational Workforce Global/Mobile Workforce Enables: Complete and Integrated Talent Management Processes with Comprehensive Visibility Integration with Workforce Scheduling Deliver a bi-directional integration between PeopleSoft Time and Labor and Oracle Workforce Scheduling Enable employees to set their schedule preferences and send both the schedule preferences and reported punch time from Time and Labor to OWS Send employees optimized punch schedule from OWS to Time and Labor while providing the manager the ability to override the schedules through Manager self-service Provide start and end times for Absence Management entries associated with reported absences sent to OWS Ability to integrate specific installed product combinations Human Resources and Time and Labor Human Resources, Time and Labor and Absence Management Human Resources and Absence Management Performance Management: ePerformance Goal Alignment Provide the ability to identify and visually display multiple levels of organizational goals Employee Access Provide employees the ability to access relevant organizational goals and the ability to adopt or create related objectives Manager Goals & Objectives Provide managers the ability to create and push specific objectives to one or more direct or indirect reports Customer requested usability enhancements Provide a streamlined documentation creation business process Provide additional performance document configuration options Compensation: Compensation & eCompensation Manager Manager Self-Service: Ability to plan and allocate various compensation types based on budget and performance Provide tools to assist in the decision making process for compensation allocation Provide the ability to delegate authority and process approvals for the compensation process Provide a grid-like User Interface Employee Self Service: Provide the ability to view employee’s current and historical compensation Talent Management: Career & Succession Planning Employee Self-Service Provide the ability to develop the employee career plan Succession Provide the ability to create hierarchical based successions with and without position management Provide the ability to identify, track, and manage key employees in Talent Pools Operationalize business plans faster through goal alignment Ensure business continuity through workforce planning with succession planning using real-time visualization Complete and Integrated Processes with Comprehensive Visibility

PeopleSoft HCM 9.1 Success with Recruiting Solutions
Integrations Microsoft Outlook Calendar PeopleSoft Profile Manager PeopleSoft Services Procurement Online Job Offers Candidates View and Accept Job Offers via Candidate Portal Screening and Questionnaire Enhancements Knock-out Questions Default Question Sets Better Usability Improvements for Both Candidates and Recruiters Print Job Openings and Resumes Recruiting Solutions = Candidate Gateway and Talent Acquisition Management MS Outlook calendar integration will streamline the interview scheduling process by allowing Recruiters to check availability and schedule appointments with internal interviewers in Microsoft Outlook 2007, with the data being synchronized back to Talent Acquisition Manager as well. Recruiters will be able to post offer letters and supplemental documents to the applicants’ Careers page in Candidate Gateway and to allow applicants to view/print their documents and to accept or deny job offers electronically via the Careers page. Screening enhancements will include the ability to filter out unqualified applicants by gathering and evaluating responses to online questions before the applicant is allowed to complete the application process. Online screening capability will also be supported, enabling immediate evaluation of responses with online feedback to applicant. Support for open-ended questions will be provided, randomization of question and answers appearing online, and default questionnaires will also be supported. Tighter integration with profile manager will allow recruiters to leverage profile content to create job openings and perform online searches to match both applicants and employees against job openings Recruiters and managers will now be able to print job openings, selecting to include all or some of the job opening content. They’ll also be able to print applications and resumes. Based on customer input, we’ll make usability improvements, including improved navigation, the ability to withdraw an applicant from the hiring process and the ability to edit, delete and transfer interview evaluations that have been recorded in error. Finally, we’re strengthening our integration with PS Services Procurement to provide better support for filling job openings with contingent workers. MS Outlook calendar integration: Streamlines interview scheduling Online job offers: Ability for candidates to view and accept job offers on candidate portal Screening and questionnaire enhancements: Knock-out questions, default question sets Tighter integration with Profile Manager Usability improvements for candidates and recruiters Ability to print job openings and resumes Integration with sPro Better and More Efficient Recruiting

PeopleSoft HCM 9.1 Maximizing Performance with ePerformance
GOAL ALIGNMENT The ability to identify and visually display multiple levels of organizational goals EMPLOYEE ACCESS Grant employees access to relevant organizational goals The ability for employees to adopt or create related objectives OBJECTIVE DISTRIBUTION The ability for managers to create and push specific objectives to one or more employee performance documents In ePerformance, we’re going to provide the ability to define organizational goals, at the organizational and department level. Employees will be able to view these organizational objectives online and create linked supporting individual goals. Managers will be able to push specific objectives to one or more employee performance documents, enabling the cascading of goals throughout the organization. In response to customer feedback, we’re providing more configuration options and improving usability in a number of areas. Customers will now have the ability to define the fields they want to appear in various performance documents, limiting access to sensitive information to certain users based on role. Managers will also be able to attach files, such as a word document or file, to performance documents. We’re also providing a new feature that will allow managers and employees to electronically sign off on performance and development documents, the ability to select ratings using radio buttons rather than just drop down boxes, and the ability to display evaluator names in the manager’s performance document. Goal Alignment – ability to identify and visually display multiple levels of organizational goals Employee access to relevant organizational goals and ability to adopt or create related objectives Manager ability to create and push specific objectives to one or more employee performance documents Customer requested usability enhancements Streamlined documentation creation process Additional performance document configuration options USABILITY ENHANCEMENTS Streamlined documentation creation process Additional performance document configuration options

PeopleSoft HCM 9.1 Business Objective Chart

PeopleSoft HCM 9.1 Business Objectives

PeopleSoft HCM 9.1 Learning Management Enhancements
Adoption of PeopleSoft Approvals Framework Improved Usability Enhanced Notifications Learning Portfolio Management Compliance Learning Objectives Learning Objectives: Provide deeper HCM Product Integrations Create appropriate learning objectives based on activities created/performed from within the HCM Workforce Management products Learning Portfolio Management Automate and streamline the Planning, Tracking and Analysis phases for managing budgets, learning demand, resources, cost, and revenue Improved Usability A collection of items that have been tested in our UX laboratory with real customers SCORM 2004 Compliance Provide the architectural platform which will be used to support SCORM Enhanced Notifications Enhances the existing notification functionality based on high priority customer feedback PeopleSoft Approvals and Delegations framework Increase Flexibility Needed to Managing a Developing Workforce

PeopleSoft HCM 9.1 Career Planning for Your Talent
Employee Self-Service Career Planning Review Learning Needs and Enrollment Review Development Plan Ability to create and populate X/Y grids based on flexible criteria such as performance and potential Ability to slot employees into the grids Expansion of Career Planning profile Matching/ranking/delta assessments between employees and job/position profiles Development plans Manager and Employee self-service components Define security Create and manage pools Define heirarchies for positions, candidates and pools Associate profiles to jobs or positions Define search/match/ranking/comparison criteria Define levels Define readiness criteria and associated development plans Apply search criteria Search internal or external candidate pools Return candidate profiles/gap analyses Utilize 9 box feature Slate candidates Manager and employee self-service components Ability to Define a Career Path and Develop a Career Plan

PeopleSoft HCM 9.1 Greater Compensation Management and Planning
Delegate compensation process authority and approvals Plan and allocate various compensation types based on budget and performance via integration Integration Self-Service Manager Use compensation allocation decision making tools like embedded analytics Leverage a grid-like user interface for greater usability Manager Self-Service: Ability to plan and allocate various compensation types based on budget and performance Manager Self Service: Tools to assist in the decision making process for compensation allocation Manager Self Service: Ability to delegate authority and process approvals for the compensation process Manager Self Service: Grid like user interface to ease usability Employee Self Service: Ability to view employee’s current and historical compensation Compensation is the #1 Customer Satisfaction issue in HCM. PeopleSoft’s Compensation offering is very robust and flexible for the administrator however, we lacked the functionality in Manager’s Self Service. The focus of this release is the Manager Experience. Integration: Performance ratings Allocation of various components of pay including Stock and Variable pay Embedded Analytics Usability: Grid like user interface to ease Manager’s use of application Tree structure to view organization Real time embedded analytics to assist with the decision making process Manager Alerts page – Compensation Dashboard Administrator delegation capability Compensation: Compensation & eCompensation Manager Enhancements Manager Self-Service: Ability to plan and allocate various compensation types based on budget and performance Provide tools to assist in the decision making process for compensation allocation Provide the ability to delegate authority and process approvals for the compensation process NOT USING FRAMEWORK Provide a grid-like User Interface Employee Self Service: Provide the ability to view employee’s current and historical compensation Deploy an Integrated, Standardized Compensation Process Globally

PeopleSoft HCM 9.1 Compensation Summary - Administrator
Plan Compensation Based on Budget Allocate Various Compensation Types

PeopleSoft HCM 9.1 Compensation Summary - Manager
Compensation Allocation Decision Making Tools Plan Compensation Based on Performance Leverage a Grid-Like User Interface

PeopleSoft HCM 9.1 Succession Planning Using Real-Time Visualization
Employee Search Display Selected Employee’s Profile Flag Key Persons Identify Potential Successors Challenge: Addressing Gaps in Leadership Pipeline Enables: Business Continuity Through Workforce Planning Talent Management: Career & Succession Planning Employee Self-Service Provide the ability to develop the employee career plan Succession Provide the ability to create hierarchical based successions with and without position management Provide the ability to identify, track, and manage key employees in Talent Pools Background The user is senior manager or HR admin working in the HR department at XYZ Corporation. Their responsibilities include succession planning, workforce deployment, identifying/preparing suitable employees, and job rotations. Two to four times a year, top executives are reviewed as well as those in the lower level to determine several backups for each senior position. SP 2- Slate There is a possibility that Ken might be moving to another position with a different set of responsibilities. As a part of the annual review process, an HR Admin or Sr Manager will identify potential successors for Ken and review their current competency levels. The user selects the Successors link in Ken Wills’ org chart node to see the current list of potential candidates to replace Ken. Ken’s Succession Slate is displayed to the right of his org chart node. View Organizational Hierarchy

PeopleSoft HCM 9.1 Succession Planning Using Real-Time Visualization
Employee Search Collapse Sub-Screens As Needed Flag Key Persons Challenge: Addressing Gaps in Leadership Pipeline Enables: Business Continuity Through Workforce Planning Talent Management: Career & Succession Planning Employee Self-Service Provide the ability to develop the employee career plan Succession Provide the ability to create hierarchical based successions with and without position management Provide the ability to identify, track, and manage key employees in Talent Pools Background The user is senior manager or HR admin working in the HR department at XYZ Corporation. Their responsibilities include succession planning, workforce deployment, identifying/preparing suitable employees, and job rotations. Two to four times a year, top executives are reviewed as well as those in the lower level to determine several backups for each senior position. SP 2- Slate There is a possibility that Ken might be moving to another position with a different set of responsibilities. As a part of the annual review process, an HR Admin or Sr Manager will identify potential successors for Ken and review their current competency levels. The user selects the Successors link in Ken Wills’ org chart node to see the current list of potential candidates to replace Ken. Ken’s Succession Slate is displayed to the right of his org chart node. View Organizational Hierarchy View Potential Successors in a Configurable “Rating Box” (i.e. 9 Box)

PeopleSoft HCM 9.1 Expanded Global Payroll Functionality
Templates Temp Tables Support the Basic Positive Input Interface Maintaining and Cleaning-up Global Payroll Core Temp Tables Through the Global Payroll Core Process Batch Processing Country Extension Challenge: Managing Dynamic Global Human Capital Enables: An Organization to Expand into Global Markets TEMPLATES Enhanced the template setup to fully support all of the functions of the basic positive input interface…The purpose of this enhancement is to enhance the template setup to more fully support all of the functions of the basic positive input interface and enforce the same rules as the basic positive input interface. BATCH PROCESSING Ability to stop earnings/deductions through the batch process update of the end date…The purpose of this enhancement is to provide for a method that allows the user to determine when and how an element has stopped being active (or has been stopped) and have the batch system update the E/D assignment component with an End Date. TEMP TABLES Maintaining GP Core Temp Tables through the GP Core process and then cleaning up the temp tables…The purpose of this enhancement is to allow the customers to have the temp tables available through the payroll process and then they would be cleaned-up. COUNTRY EXTENSIONS GP China GP Thailand Stop Earnings/Deductions Through the Batch Process Planned Enhancements to Global Payroll – China New Country Extension for Global Payroll – Thailand Increase Flexibility Needed to Managing a Developing Workforce

PeopleSoft HCM 9.1 Time & Labor Improvements
Integration with Oracle Workforce Scheduling Adoption of PeopleSoft’s Robust Approval Framework for Approvals and Delegations Provide Time Reporting Codes to Enhance Mass Time Reporting Import/Export Rules via an Online Tool Greater Synchronization and Integration Between HCM and Financials with Full Project ChartField Integrations Challenge: Increasing Productivity Expectations. productivity expectations are increasing across the organizations not just for managers and employees but also for the HR staff Enables: Improved Workforce Productivity and Increase User Satisfaction Adopt the Approvals and Delegations framework Allow multiple levels of approvers and delegations Provide the Time Reporting Codes to enhance Mass Time Reporting Provide valid list of TRC’s based on selected group of employees Deliver the ability for customers to Import/Export Rules using an online tool Expand ChartFields to include project costing Add PC Business Unit, Activity, Source Type, Category and Sub-category Improve Workforce Productivity Increase User Satisfaction

PeopleSoft HCM 9.1 Absence Management Enhancements
SUN MON TUE WED THU FRI SAT 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 Absence Management Integration with Oracle Workforce Scheduling Administer the Start and End Time in: Absence Event Entry* Absence Employee and Manager Self Service* PDF and Document Attachments Start Time End Time Challenge: Rising Costs both Services costs and Operational costs Enables: Reduced Administrative Overhead Associated with Managing Absences Greater flexibility in managing absences reduces administrative burden leading to a more efficient HR staff therefore more strategic and having a more beneficial impact on revenue. Ability to administer the Start and End time on the Absence Event Entry if OWS is installed: The purpose of this enhancement is to allow Absence Management Users to enter an Absence Start and End Time (SET) for a tighter integration with Oracle Workforce Scheduling (OWS). Ability to enter the Start and End time on the Absence Employee and Manager Self Service page if OWS is installed: The purpose of this enhancement is to allow Absence Management Users to enter an Absence Start and End Time (SET) for a tighter integration with Oracle Workforce Scheduling (OWS). Integration between Absence Management and OWS Extended Leave Framework (to support FMLA and other Country leave programs): The purpose of this enhancement is to deliver a generic framework that will better support US Family Medical Leave Act (FMLA) and Canadian Leaves, while also providing functionality that can be utilized by Country Extensions as well. PDF and Document Attachments for Absence Management: The purpose of this enhancement is to support the requirement in Extended Leave Framework to track additional Leave related info/documents Leave Donations: The purpose of this enhancement is to provide a tracking system for leave donations. *Using Oracle Workforce Scheduling WORKFORCE SCHEDULING Reduce Administrative Overhead Associated with Managing Absences

PeopleSoft HCM 9.1 Integration to Oracle Workforce Scheduling
Time & Labor Send Employees’ Schedule Preferences and Reported Time Receive Employees’ Optimized Schedule Absence Management Enable Absence Start and End Time Entry Share Absence Information Between Systems Challenge: Utilizing Workforce to the Fullest Extent & Addressing Industry Specific HCM Processes (e.g. Retail) Enables: Reduced Employee Downtime & Scheduling Conflicts The purpose of this enhancement is to deliver an integration from HCM to OWS to allow customers be able to auto generate the best schedules for employees based on HCM data provided. Deliver a bi-directional integration between PeopleSoft Time and Labor and Oracle Workforce Scheduling Enable employees to set their schedule preferences and send both the schedule preferences and reported punch time from Time and Labor to OWS Send employees optimized punch schedule from OWS to Time and Labor while providing the manager the ability to override the schedules through Manager self-service Provide start and end times for Absence Management entries associated with reported absences sent to OWS Ability to integrate specific installed product combinations Human Resources and Time and Labor Human Resources, Time and Labor and Absence Management Human Resources and Absence Management Bi-Directional and Near Real-Time Integration Reduces Employee Downtime & Scheduling Conflicts

PeopleSoft HCM 9.1 Leveraging Web 2.0
Oracle Capability Web 2.0 Comprehensive Integrated Policies and Practices Profiles Recruiting Performance Learning Development Compensation Develop Continuously Identify Opportunities Connect Performance Unified Context Aware User Experience Wikis Blogs Forums Chats Documents Content Collaborative Space Maximize Productivity Eliminate Context Shifts Connect People PeopleSoft Enterprise Talent Management PeopleSoft Enterprise Portal Employee 2.0 Web 2.0 functionality is also on our radar. Portal 9.1 is slated to include ability to use wikis, blogs and other collaboration tools. Let me share an example of how these collaborative tools could be used in an HR environment. Improved Productivity

Tomorrow’s Web 2.0 Work Environment
Marc, a New Hire, logs in to his main portal page, which contains all his important business links. RSS Feeds (Really Simple Syndications) allows Marc to stay up to date on latest content and news. Marc can use his Discussion Forum to collaborate on company topics with co-workers. Marc then checks out the content on his group’s Collaborative Workspace. Marc then decides to start an Instant Message Chat Session with his new boss, Charles. Charles accepts the Chat Invitation and welcomes Marc to the group. Here’s a simple example of a new Hire, Marc. Marc logs in to his personalized, role-based portal on his first day. On his home page, he sees a link to a workspaces related to his organization and role. Marc also notices on this page that his new boss, Charles Baran has sent him an welcoming him. (see upper left). (Point out RSS Feeds and Discussion Forums) CLICK First Marc checks out the R&D Workspace. (middle left) (point out community calendar, discussion forum, poll, links). He notices there’s a list of members for this group, so he decides to explore that a bit. (Members link on left). He notices his boss, Charles Baran is online, so decides to send him an instant message Connect with his boss in a secure, instant chat session where Charles welcomes him again.

Current look and feel Current look and feel of apps (r8.9) on PT8.49

New look with PeopleTools 8.5
Look of same app on PT8.50 – customer get this w/ PT only upgrade

Left nav menu Is hidden unless moused over
Menu is hidden and appears only when upper left icon is MOUSED OVER

Tagged objects show actionable information
Tagged objects that when selected show actionable information (e.g. click on phone # to call this person)

No flashing “processing” in the upper right
Eliminated the flashing “PROCESSING” in the upper right corner when a page is loading and replaced with this

Type ahead searching Type ahead seaching

Modal search windows Modal search windows, also shows new grid controls

New grid with scrolling, locked Columns…
New grid w/ sort icons, scrolling, locked columns…

Modal expandable grid Modal expanded grid

Related content Related content (link on upper tab), content comes in from below…maybe the side in the future

PeopleSoft 9.1 Release Progression
     In Progress Develop Roadmap Candidate List Refine Candidate List & Estimates Validate Candidate List Finalize Release Plan Design Coding Requirements From: User Groups Industry Strategy Global Strategy Support Market Factors Validation Groups PeopleSoft Customer Advisory Boards PeopleSoft Strategy Councils Planned Release Timeline Official messaging wrt release date of r9.1: PeopleSoft Enterprise release 9.1 will become generally available in typical PeopleSoft Enterprise fashion rolling out a new release of PeopleTools (8.50) followed by the various PeopleSoft Enterprise release 9.1 pillars over a several month period. The release process is targeted to begin late calendar year 2008 and continue into calendar year 2009. PeopleSoft Release 9.1 and PeopleTools 8.50 Target Rollout Post Updates of Integrations, Dashboards, and Web Services Next 12 Months Calendar 2009

Current and Emerging Trends…..
Will Continue to Influence HR’s Transformation to… So as you think about your HR and HCM strategies moving forward, I encourage you to keep the trends we’ve discussed today in mind, considering how they will influence your transformation and ability to become a strategic business partner and trusted advisor within your organization. A Strategic Business Partner and Trusted Advisor

PeopleSoft Human Capital Management Vision and Roadmap

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PeopleSoft Human Capital Management Vision and Roadmap

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