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Oracle Incentive Compensation
ASM Field Enablement Webcast Jason Loh Solution Architect, AGSS
Agenda
Incentive Compensation Market Overview Solution Overview Day in the Life of a Sales Rep Positioning and Prospecting for OIC deals Q&A
Oracle Incentive Compensation Market
Global market leader with:
#1 in Sales Incentive Management350+ Live Customers
#1 in Production Customers!
1,400,000+ payees in production
Broad industry coverage incl.
High-Tech Retail Telecom
Financial Services Manufacturing Many Others
Some statistics about OIC Customers:
Scalability & Flexibility!
52% of OIC customer use standalone 90% change plans without consulting 50% implement 3 Years or no with little Top help Vendor
Running!
Successful Customers Select Oracle!
IT
Media & Comms
Reta il
Successful Customers Select Oracle!
Finance
Healthca re
Manuf .
Oracle Incentive CompensationStandard & Ad-Hoc ReportsCommission Statements Performance Reports Year to Date Summary Administrative Reports + End User Layer Seeded Workbooks
Gadgets
Oracle Business IntelligenceCompensation Data Mart Role-based Dashboards Flexible personalization
Web 2.0 Social CRM
Order ManagementOrders
Oracle Incentive Compensation
PayrollEmployees
ARInvoices Billing
AP
Collect, Calculate, Pay
Resellers Vendors Partners Agents
Modeling
Resources
Territories
Disputes
Quoting
HR
Forecast Accruals Quota Planning
Employees Partners Agents
Territories
Dispute Resolution
Quotes
Total Comp
Agenda
Incentive Compensation Market Overview Solution Overview Day in the Life of a Sales Rep Positioning and Prospecting for OIC deals Q&A
A Day in the LifeEmpowering Sales & Motivating Behavior
Reporting & Analytics
Accurate Calculations, Recent Transactions Gadgets
What If Compensation Scenarios
Compensation Plan Acceptance
Gadgets: Accurate CalculationsRecent Transactions:
Real-Time Performance Visibility No need to wait until the end of the quarter to see total performance and commission due. Minimize shadow accounting
Top Customers:
Impact total sales, earnings, and rate of return per customer See potential subsequent or repeat revenue of customers RSS feeds by customer
Top Products:
Drive Behavior of the sales channel to sell the most profitable products Visibility into most lucrative products Shopping the Plan Drive focus on which products to sell and which will provide the biggest earnings rate
Compensation Plan Acceptance
Market-Leading Workflow processes to manage compensation plan distribution and acceptance.
Dispute Management
Full Auditability & TransparencySupports Attachments Embedded Workflow Supports Escalation & Enterprise Collaboration
The Cocktail Napkin
What If Modeling for Sales Representatives
Real Time Calculation Calculation Rules ALWAYS the most current! Can be deployed via Gadget, Excel, or HTML
Reporting & Analytics
Real-time, Secure Access on the Mobile DeviceManagers & Executives:
Review key targeted tasks Access relevant business intelligence reports Make informed decisions Take immediate actions easily & securely Approve/ reject workflow on-the-go
Sales Representatives:
Browse, search and locate business performance metrics View commission details Review key targeted tasks View up-to-date transaction & performance information
Agenda
Incentive Compensation Market Overview Solution Overview Day in the Life of a Sales Rep Positioning and Prospecting for OIC deals Q&A
Identifying an OpportunityQuestions to ask VP Sales or Sales Operations
61% Dissatisfied*
66% Dissatisfied*
34% Believe Misaligned*
*Source: Strategic Sales Compensation Survey, Deloitte Consulting 2005
Incentive CompensationBusiness Benefits for SalesCHALLENGES CAPABILITIES
VALUE
How accurate is your compensation
process? Does the sales force have confidence in the compensation process? Can shadow accounting be
Accurate calculation Best practices functionality for cyclic
Improve sales force productivity &
processing Recent Transactions Gadget for
morale through greater confidence in accuracy of calculations & visibility to upcoming transactions Align & drive desired sales behavior Increase incremental revenues from up-
minimized and increase sales force productivity? Are we incenting desired sales
greater rep visibility Pre-built compensation reports Flexible rules based calculation
selling/cross-selling Improve new product introductions Lift in new product sales By more than 5% Improved quota setting More than 65%of sales force
behavior? Do reps understand their comp plans? Can desired plans or plan changes be
engine Analytics to measure plan
implemented? And in a timely manner? Can you measure effectiveness of
effectiveness Scenarios management to model
effectiveness of proposed plans Best practice territory & quota
exceeding 100% of plan Improved market coverage Increased revenues by 3% to
your compensation programs? And improve effectiveness of every comp dollar spent?
allocation Collaborative top down goal driven
& bottoms up localized quota planning
6% from optimized territories
Incentive CompensationBusiness Benefits for FinanceCHALLENGES CAPABILITIES
VALUE
How accurate is your compensation
process? How can I reduce administration
Accurate calculation Flexible rules based calculation
Reduce overpayments by 90% 3%-8% of total compensation
costs yet increase adaptability? Is the compensation process auditable
engine Best practices functionality for cyclic
expense Reduce administrative overhead &
and SOX compliant? Are their sufficient audit trails? Do we have visibility to upcoming
compensation liabilities? When are compensation budgets going to be exceeded? Can you measure effectiveness of
processing including 360 degree view of a participant, transaction research assistance for disputes, spreadsheet import/export with validation, shared service centers, retro processing, incremental calculation Pre-built operational compensation
costs via greater accuracy, fewer disputes, auditability By 50% Deploy shared service centers Improved visibility to compensation
liabilities Improve ROI of every compensation
your compensation programs?
reports Analytics for improved visibility to
dollar spent Predict attainment distributions &
compensation liabilities & to measure plan effectiveness What If plan modeling
compensation expenses
Incentive CompensationBusiness Benefits for ITCHALLENGES CAPABILITIES
VALUE
How adaptable is your legacy
system? How long does a plan change take to implement? How well is the system documented or is it in a few heads? How scalable is the system? Will
Open collections interface for 3rd
party systems & pre-built integrations to collect from EBS OM, AR Open payment interface & pre-built
Best in class functionality with depth
& integrations of enterprise play Reduced TCO with pre-built
integrations Increased accuracy & faster rollout
processing complete within the SLA? How can I reduce TCO yet increase
integrations to pay via EBS Payroll, AP Pre-built integrations to synchronize
with plan copy Reduced TCO leveraging existing
scalability & adaptability to business priorities? Can I align my compensation system
participants from EBS HR, Peoplesoft HR Flexible rules based calculation
EBS expertise & infrastructure
technology with overall IT strategy?
engine Proven world class scalability &
performance Replicate plans between instances Built upon EBS infrastructure
FAQs
What integration is standard?
EBS PeopleSoft HCM (certified 8.9 and beyond) Siebel CRM, PRM (v7.8 and beyond) Oracle Transportation Management
Is there delivered UPK content? Is there a SaaS offering available? What about compensating 3rd party sales? Who gets sales credit? What if my customers BI platform is NOT OBIEE? Can we still position analytics?
Q&A
Appendix
Key Pain PointsFinanceDecision MakerFinancial Control Lack of control & visibility into large sums of cash payouts for incentive-based programs Fear of/actual loss of millions of dollars in overpayment & comp errors Inability to account for variable compensation effectiveness Adaptability Difficulty modifying comp plans based on strategy changes Difficulty releasing comp plans quickly for new fiscal years & new product releases High cost of administration of homegrown solutions Alignment Sales targets dont make sense with respect to broader corporate objectives Failure to consistently meet key performance targets & really understand why Selling channels under-motivated or performing
Operations & IT
Influen cer
Sales, Executives
Incentive Compensation Value & ROIImproved financial controls
Improved regulatory compliance & financial predictability Reduced administration errors & over payments Improved accountability over incentive expenditure
"Our implementation of Oracle Incentive compensation improved accuracy, provided more control and reduced interpretation and subjectivity of compensation plans ADP Inc
Improved adaptabilitymarket with new products & business Improved time toinitiatives Accelerated new fiscal year compensation rollouts Reduced incentive management staffing costs
"Our implementation of Oracle Incentive compensation provided a low cost of ownership with tight integration to backend systems in a global rollout Silicon Graphics
Improved alignment
Optimized target distribution aligned with corporate goals Increased sales & channel partner productivity Full sales line of sight for focused sales execution
"Our implementation of Oracle Incentive compensation improved call center agents productivity with alignment to corporate objectives. British Telecom PLC
Advantages of Packaged SolutionBuy
BuildResearch users needs Design & code custom incentive plans Design & code custom data & application integrations Design & code custom reports for each audience Set up & maintain security Perform QA & performance testing Perform ongoing upgrades & modifications Manage for processing & payment errors Perform ongoing code extensions to support plan changes
Delivers ROI in less than one year*
Resour ces
Configure incentive plans Deliver test & production rollout Faster and easier to rollout plan changes No risk in adding new plans and more payees More accuracy of payments Easier administration and maintenance for IT
Tim Deliver test & production rollout e
* Giga
Target Customers
All accounts with large direct or indirect selling channels comprised of employees and/or other 3rd party sales resources (partners, suppliers, resellers, or agents) Existing CRM Sales (EBS, SEBL, PSFT) customers who would like to align sales behavior with their corporate goals Existing HCM customers who are concerned about enhancing their Pay-forPerformance business strategy Existing FIN customers who are concerned about variably compensating Vendors & Suppliers via AP; supporting Royalty scenarios. All new customers and prospects looking for sales alignment and effectiveness Customers who have issues with:
Visibility into large sums of cash payouts for incentive-based programs Inability to account for variable compensation effectiveness Modifying comp plans based on strategy changes High cost of administration of homegrown solutions Flexible, automated incentive management that is visible on demand to sales roles Failure to consistently meet key performance sales targets & really understand why
High Yield Questions
Do you use variable compensation to influence sales behaviors? How do your compensation plans align with your companys business goals/objectives? What strategies do you use to keep your top performers? How effective are your sales incentive programs in driving sales behavior? How are your compensation plans handled (manually or automated system)? How is your sales hierarchy structured? Do you have direct and indirect credit receivers? How do you track and support commissions and payments to your external sales people? How accurate are your commission payouts? How simple is it to communicate sales compensation information to your salespeople?