Delivering Value Ps Hcm 075955

7/31/2019 Delivering Value Ps Hcm 075955

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In HCM 9.1, weve made improvements that will allow you to create better alignment with key

business objectives and help increase the effectiveness of the workforce. HCM 9.1 will help you:

Align individual goals with organizational business objectives creating line of sight of topinitiatives

Link total compensation to performance to better reward and retain top performers (pay forperformance)

Develop and manage talent and leadership to identify and address skill gaps in critical areas

Performance management, the process of setting employee goals, identifying individual

development targets, and assessing progress toward achieving those objectives, continues to be a

critical foundational element of a solid talent management strategy, evolving from an

administrative process to a strategic business activity.

Alignment of an organization's workforce activities to its enterprise strategy is critical to ensure

the execution of the strategy and to enable organizational success. This alignment can be realized

through effective communication that ties individual goals and activities to the goals and

initiatives of their department, business unit, and ultimately the overall organizational strategy.

Having this alignment in place can heighten employee commitment and motivation, increasing

the likelihood of individuals achieving enterprise goals. Correspondingly, when goals are aligned

across the organization, management can monitor achievement against these goals in amethodical manner.

ePerformance 9.1 includes significant new functionality designed to help organizations more

effectively align employee goals with business objectives. Objectives can now be easily shared

throughout the organization, with employees defining individual goals that will help the

organization achieve the objectives defined by senior management. By associating supporting

goals with the broader initiatives they support, everyone has a clear understanding of what is

expected and how key initiatives will be completed.

Usability in ePerformance has also been improved with more configuration options

configurable fields now display in the header section of the performance document; there is

support for file attachments; electronic document sign-off has been introduced; and targetedperformance notes allow you to associate a note to a particular item on the performance

document.


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Align the workforce and ensure the most mission critical tasks are a top priority Identify and visually display multiple levels of organizational goals Gain better insight into skills and performance to help identify the right employees for

advancement, or reassignment.

Lower employee turnover rate through a more effective performance process Streamline performance management administrationAchieve higher levels of employee motivation, accountability and productivity Increase likelihood of employees being willing to take on increased responsibility Drive higher customer satisfaction levels / higher customer retention rates

With the ever changing needs of Compensation administration, PeopleSoft is delivering new

capabilities in the managers desktop portion ofeCompensation to facilitate the equitable

allocation of various compensation types. In 9.1, we have improved the manager experience for

compensation planning and allocation. These improvements include the delivery of an integrated

Pay for Performance process as well as transactional metrics to assist the manager through the

difficult decision making process of allocating compensation. Organizations can now deliver an

integrated manager tool for planning and allocating various compensation types including

adjustment to salaries, bonuses, equity as well as other compensation types. This fully integrated

solution provides robust decision making tools to the user by providing appropriate transactionalmetrics by process step, configurable approvals and alerts as well as provide an intuitive grid-like

user interface for ease of use. The PeopleSoft Compensation Solutions provide the flexibility

required to administer compensation in today's environment.


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Manage and plan more complex total compensation packages Plan and manage various types of compensation through one integrated processTransactional metrics provide decision making tools to aid in the compensation allocation

process

Reduce compensation errors/overpayments Shorten salary cycle processing throughout the organization Reduce head count to support the compensation process & improve staff productivity Improve employee satisfaction and reduce turnover Employee satisfaction creates customer satisfaction improving the organizations profitability

Finally, rounding out your talent management strategy, Oracle is delivering new Career Planning

and Succession Planning functionality in HCM 9.1 that will allow you to better develop and

manage talent and leadership through identification of skill gaps in critical areas. This

functionality transcends simple talent management by utilizing employee profiles (Profile

Management) inherent throughout both the talent management modules and core HR. The

career planning process provides the structure for developmental activities focused on

advancement as well as a feeder into succession planning. To support employee-based career

planning and ultimately increase the integrity of the succession planning process, employees will

be able to identify their career needs, plans, preferences, and interests. New features such asconfigurable X-Y grids for rating box (often designed as a 9-box), real-time hierarchical

visualization of incumbents and successors, and an intuitive, graphical user interface with drag-

and-drop capabilities make this applications value immediately apparent.


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Enterprise Learning Management (ELM) 9.1 delivers a number of enhancements covering a wide

variety of customer needs by expanding industry and business processes such as Talent

Management Integration and Learning Portfolio Management, as well as protecting the

customers investment by improving the usability of Notifications, Catalog Management, and

other features. These customer-driven enhancements have resulted in an improved offering that

is easier to manage and to use. In addition, ELM 9.1 offers even more integration with business

processes such as Career Planning, Succession Planning and Performance Management.

You cant develop good talent without first recruiting good talent, and Recruiting Solutions 9.1extends the Talent Acquisition Manager and Candidate Gateway applications, deepens the reach

of existing features, and introduces new functionality that will enhance usability. The

introduction of new capabilities such as integration with Microsoft Outlook 2007 is aimed at

enabling end users to complete transactions within applications they rely on during the course of

their busy day. Expanded functionality in candidate screening and in profile search / match

enables organizations to further leverage the rich content they have established in their person

and non-person profiles. Updated capabilities for candidates and employees such as Online Job

Offer, which includes electronic acceptance, provide job seekers with the tools they require to

effectively manage their career search.

Identify potential successors for key positions Clear career paths lower risk of top performers leaving Greater ability to reallocate employees from low to high demand positions


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Less time and money spent on retraining Fewer employee errors and need for rework More productive and skilled employees Higher quality products and services Better customer service Better quality of training programs Gain a competitive advantage with improved leadership development and planning Increase in employee morale at all levels of the organization


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In HCM 9.1,weve focused on three major areas that will drive higher organizational

productivity to help you deliver the best business results. HCM 9.1 will help you:

Improve user experience and increase cost effectiveness with a streamlined interface and Web2.0 tools

Improve HR service delivery with new workforce communication tools and improved selfservice capabilities

Make better informed decisions through integrated business intelligence

Enhancing the productivity of enterprise software means helping its users get more work done in

a unit of time. Productivity is only one component of ease-of-use of a product, but an important

one that that can be easily measured with an experienced user. PeopleTools 8.50 provides faster

navigation via redesigned menu navigation, in-context pop-ups and type-ahead text, which

reduce clicks & load time. Customers will also enjoy rich, desktop power through new grids that

give you spreadsheet-like capabilities and an inline rich text editor. And finally there is improved

collaboration with Web 2.0 user experiences via chat, wiki, blog, tagging, and discussion

capabilities.

PeopleTools 8.50 is the most robust and feature-laden release in the history of PeopleSoft. New

Web 2.0 features and other enhancements in PeopleTools 8.50 will provide additional avenues

for improved productivity, employee engagement, improved user experience, and lower total cost

of ownership (TCO). HCM 9.1 includes over 9, 000 pages enhanced with Web 2.0 elements thatwill reduce data entry labor and improve overall worker productivity. PeopleTools 8.50 is also

backward compatible with versions 8.8, 8.9 and 9.0.


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Using PeopleTools 8.50, organizations can quickly and easily improve each users experience in a

number of ways. For example, individual users have the ability to create their own list of

favorites, frequent transactions that they can save and eliminate the need to navigate to them

each time. Additionally, left navigation can configured by jobs or roles to only show the

functions needed and remove other navigation options that only create clutter. For example, a

payroll administrator job role could be configured to only show left navigation items such as pay

cycle commands, pay run results, payroll reports, etc. This navigation can further be configured

with icons or images to improve the look and feel of the page. You can also include links to

collaborative workspaces and outside sources that allow users to navigate away from their work

without losing their place in the workthey are returned to where they left off once they arefinished working with the linked content. Having the ability to launch collaborative workspaces

from within the application is going to improve productivity and accuracy by enabling employees

to do research, share documents, create discussion forums, read policies/procedures, or any

other number of functions related to their job.

The configurability of the PeopleSoft Solution provided through PeopleTools 8.50 gives you

capabilities to build upon the delivered user experience enhancements. For example, the user

experience can be configured to have to be much more appealing to the users by adding rounded

corners to boxes, tabs, icons, and images. This is just one example of the limitless possibilities to

enhance the user experience with the PeopleSoft Solution delivered capabilities. Other examples

include adding hover over texts to various locations within the application; adding related

content, workspaces, links to third party applications, various web 2.0 collaboration options to

various locations within the solution. All of these benefits delivered with the PeopleSoft

Solution drive employee efficiency and employee engagement throughout your organization.


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Re-designed menu navigation, and power tools like Type-Ahead means fewer clicks In-Context pop-up windows save you time, by keeping you in context of your work Smart use of type-ahead in fields means secondary windows are eliminated in some workflows

Grids

Improved End User Customization with spreadsheet-like controls such as scrolling andfreezing

Improved End User Control with features like zoom-in for full content viewingRich Text Editor

Format text like you would in any word processor for full end user control

Forums, Tagging, Chat

PeopleTools 8.5 makes available secure, embedded forums, tagging, and chat for smarter, as-needed collaboration


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Introduced after HCM 9.0 was released, Workforce Communications (part of CRM 9.1) was

launched to provide organizations with the tools necessary to create closed loop communicationswith the workforce and better understand wants and needs through surveys and HR campaigns.

This powerful functionality has been designed to use core HR employee data intelligently, which

will help avoid spamming the workforce with un-related informationthey only get what

pertains to them. Workforce Communications (WFC) 9.1 gives HR departments the ability to

survey the workforce and conduct campaigns to push out critical HR announcements and collect

feedback on programs and policies to better understand whats working and whats not working,

and what the workforce wants and needs. This is a first of its kind application in the market,

combining survey, campaign and analytics capabilities with core HR employee data to ensure

communications are targeted and employee confidentiality and security is maintained. Specific

examples of ways to utilize WFC effectively include internal recruiting efforts, overall employee

communications, product/sales news, employee surveys, newsletters, andonboarding/offboarding processing. WFC complements a companys intranet strategy by

delivering both web pages and emails built using dynamic merge content rules leveraging

employee information to deliver targeted communications.

Manager and employee self service is a major component of being able to effectively deliver

superior, cost cutting HR services to the workforce, and studies over the last decade or more

have consistently shown the value of employee and manager self service. HCM 9.1 delivers

enhancements to our self service capabilities in a substantial number of areas. Some of the most

significant capabilities include the new manager and employee self service functions in

eCompensation, Career Planning, Succession Planning, and Profile Management, along with

redesigned pages throughout the system to help improve access and productivity.

PeopleSoft eCompensation 9.1 improves the efficiency and accuracy of the compensation

process for managers by providing easy online access to update their global workforces

compensation. For example, managers will enjoy self service capabilities designed to allow them

to plan and allocate various compensation types based on budget and performance, allocate

compensation equitably, delegate authority and process approvals and employees will be able to

view their current and historical compensation. eCompensation manager self service also

includes new, embedded transactional metrics to provide a graphical representation of the

underlying compensation data.

In Career Planning 9.1 (part of Human Resources), manager and employee self-service allows

access to career planning functionality, including the ability to define and develop career paths.

Succession Planning 9.1 gives managers the ability to access the new Succession 360feature that

allows managers to search for people, positions or job codes, and plans; create graphical

representations of reporting hierarchies; view profile summaries; view succession plans for

people, positions, or job codes; and edit succession plans.


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Profile Management 9.1 (part of Human Resources) includes new employee self service to view

profile content such as:

Performance history, ratings and manager reviews Development plans and status Current role competencies and proficiency levels and gaps between desired and actual

proficiency levels

Finally, all self service pages throughout the PeopleSoft HCM system were redesigned to provide

higher productivity to employees and managers using the new stylesheets, Web 2.0 functionality

and reformatting of the pages.

Reduce HR program costs by understanding needs Increase rehires and expand talent pool Support upward mobility and improve morale Identify over/under performing areas/employees Ensure right decisions are made in uncertain times Improve employee engagement & reduce turnover costs

Lower HR service delivery costs Improved engagement and morale Lower risk of employee turnover Boost workforce productivity Reduce the burden on HR staffAchieve best practices Streamline employee inquiries

Oracle Human Resources Analytics 7.9.6 provides insights into organizational performance that

help management balance cost efficiency with the best ways to develop and deploy an agile and


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high-competency workforce. The product integrates data from across the enterprises systems,

transforming silos of data into timely and actionable insight.

Oracle Human Resources Analytics is tightly integrated with PeopleSoft HCM to leverage thevalue of existing data and to eliminate the inefficiencies of data silos. It can pull in HR, financial,

customer retention, talent management data, from both Oracle and non-Oracle systems, truly

giving a comprehensive and seamless view of information about your workforce.

Oracle Human Resources Analytics offers seven subject areas (absence, compensation, HR

performance, learning enrollment and completion, recruiting, US statutory compliance, and

workforce performance), nine dashboards, over 200 reports, over 300 metrics, and over 600

dimensional attributes.

Retention of key performers and their associated customers and revenue

Better management of hiring costs by being able to identify the best hiring source deliveringimproved quality of hires

Reduced compensation overpayments Improved HR staff productivity resulting in the need for fewer HR staff Reduced risk of litigation due to non-compliance Lower costs of business intelligence development with pre-built solution


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In HCM 9.1,weve took a look at the best ways to help you lower costs by leveraging your

strategic investment in PeopleSoft. HCM 9.1 will help you: Reduce customizations and streamline administrative tasks/costs by leveraging industry-

specific enhancements

Ensure global and local regulatory compliance Cut IT expenses and eliminate costly integrations with selective upgrades and pre-built

integration

Oracle took a sharp look at functionality needed by customers in a wide array of industries and

have delivered a significant number of customer requested enhancements in HCM 9.1, mostnotably in the Education and Public Sector industries, but not limited to these industries. You

will find industry-specific enhancements throughout HCM 9.1, as well as other cost-cutting

enhancements that will help keep a lid on costs.

HCM 9.1s industry-specific capabilities address the unique HCM processes of various sectors

such as retailing and the public sector and help eliminate custom or third-party solutions.

Retailers can use Release 9.1s close bi-directional integration with Oracles Workforce

Scheduling application to generate the most optimized schedules for employees based on HR,

Absence, and Time and Labor data.

In HCM 9.1 you can execute end-to-end business processes with complete and integrated

solutions such as Multiyear Encumbrances, Real-Time Budget Checking and Project ChartField

Integration. With Multiyear Encumbrances you can create and liquidate encumbrances over

Multiple Years. Encumbrances created for entire funding source beyond current fiscal year and

Multiyear encumbrances split across multiple budget years. The existing fiscal year encumbrance

functionality will continue to be available. This new functionality Integrates with Real-Time

Budget Checking Functionality and is also integrated with PeopleSoft Financials. With Real-


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Time Budget Checking you can obtain immediate Real-Time Budget Control. This feature

ensures funding is available for salary and group fringe expenses and minimizes Overdrafts to

GL by performing a budget check on Job and Position transactions. HCM 9.1 will also provide a

greater synchronization and integration between HCM and Financials with Full Project

ChartField Integrations. This process supports the flow of Payroll data back to Project Costing.

HCM 9.1 also includes a more flexible Contract Pay solution with the K-12 and Higher

Education industry in mind. The new changes allow you to calculate complex Contract Pay

calculations such as back to back contracts, balloon payments, and calculate actual earnings based

on user-defined work days. We also give you more processing options such as the ability to

prorate the contract hours in partial periods and annualize taxable gross over 12 months instead

of payment period.

We have also made significant changes in HCM 9.1 to Retroactive Pay (Retro Pay). This feature

now provides more functionality, flexibility, and control. At the heart of this solution is a new

configurable, user-defined Trigger Table. The user will now determine what fields will create a

Retro Request. We are also making significant usability and functionality changes designed to

provide a better business process for retroactive pay. You will now experience a clearer

understanding of the retro transactions and calculations. In addition, we are tightening up the

retro process to provide more control, thus creating more accurate retroactive pay payments.

The Paysheet Update process in Payroll for North America has enhanced to provide increased

user productivity and better auditing capabilities. For example, you can create your own source

code and store the code on the payline. This will allow you to better identify where the source

data originated. We have also created a new Excel Spreadsheet to Component Interface Load to

reduce the need for custom loads.

Enhancements in absence processing provide new functionality for Leave Donations, which will

allow organizations to reduce their payroll expense by allowing more employees to donate leave

that would have not been used, reversing the expense recognition of vacation accrual, which

reduces the current year payroll expense.

Finally, the PeopleSoft Approval and Workflow Engine and the HCM Delegation Engine can be

used to configure workflow rules for any number of approvals or delegations for transactions

like, reporting of time, absence requests, compensation changes, and job openings/offers.

Lower IT labor costs with delivered integrations like OWS and Financials for Real-Timebudget checking, Multiyear Encumbrances and Project ChartField Integration

Lower risk with new industry-specific or customer requested functionality Reduce or eliminate 3rd party license/maintenance software and hardware costs Reduce payroll expense with Leave Donations


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Increased accuracy of financial transactions and employee workforce scheduling

Three new global country extensions are included in HCM 9.1 that will help ensure regional and

global business operations comply with legislation for many PeopleSoft customers. Additionally,

improvements to Profile Manager continue to help improve compliance through new features

and integration between core HR and the talent applications.

Expansion into three countries, China, Thailand, and Argentina, provide new functionality in

Human Resources and corresponding Global Payrolls. Enhancements have also been added to

existing country extensions for United Kingdom (maternity leave processing) and France

(application framework brings substantial productivity gains for customers processing

transactions, as well as aiding organizations in compliance with complex and changing

regulations; learning management includes multiple new features).

Enhancements to Profile Manager include the ability to maintain tighter control over profile

management, improved usability in the overall function, and new integration that will inactivate

the person profile when employment has been terminated.

FMLA (Family and Medical Leave ActUS) sample rules are now delivered in Absence

Management 9.1 to help reduce overhead in administering these complex programs, which can

be quite costly from a labor perspective. The delivered rules can be used out of the box or

additional rules can be created to meet specific business needs. New Extended Leave

Framework functionality drives these rulesother examples include SSP (Statutory Sick Pay) and

SMP (Statutory Maternity Pay) in the UK, ESA in Canada.


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Finally, the enhancements mentioned in the previous section related to commitment accounting

and contract pay also help organizations remain compliant with accounting rules and regulations.

Enforcement action and fines Complaints and dissatisfied staff/customersAdverse publicity and/or impact on shareholder value Reputation and brand damage Loss of business/customersAdverse criminal/civil action against the organizations legal entities, executive management

and individual staff members

PeopleSoft HCM 9.1 introduces and enhances a significant number of integrations that will help

cut IT expenses and lower risk of data loss or corruption, as well as improving worker

productivity. HCM 9.1 includes over 1,700 integrations (83 new) and almost 3,000 integration

points (82 new). Examples of some of the new integrations include:

Core HR integration with Workforce Communications Core HR to Oracle Incentive Compensation Oracle Workforce Scheduling to Human Resources, Time & Labor, and Absence Management

(bi-directional)

Greater synchronization of Payroll to PeopleSoft Financials Succession Planning with Profile Manager to support matching, ranking and skill gap

identification

Recruiting Solutions with Profiles Recruiting Solutions with eProcurement Microsoft Outlook to Recruiting Solutions Enterprise Learning Management to Profiles, ePerformance, Succession Planning and Career

DevelopmentLeveraging Oracle Application Integration Architecture (AIA), the Oracle Workforce

Administration Integration Pack for PeopleSoft Human Resource delivers a seamless integration

of PeopleSoft Person, Worker, and Talent Profile data to 3rd party or custom developed


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applications, enabling you to simplify cross-application business process integrations using a

standards-based prebuilt integration solution.

And finally, to ensure that our customers have the most current talent management optionspossible, new with HCM 9.1, Oracle is providing PeopleSoft Talent Management 9.1 to

PeopleSoft HCM Integrations to connect our Talent Management 9.1 and Human Resources 9.0

applications. These easily configurable packs enable our HCM 9.0 customers to take advantage of

the Talent Management 9.1 business process enhancements while retaining their existing HCM

9.0 implementation. With a consistent PeopleSoft-to-PeopleSoft approach, youll be able to

maintain your data in a consistent approach when using PeopleSoft Talent Management and

HCM Integration Packs, and the time and resources required to maintain your system data will

be reduced and simplified. Plus an upgrade is not required, allowing customers that arent ready

to upgrade yet to take advantage of key talent management functionality now.

Lower IT labor costs Lower IT software/hardware costs Reduced custom interfaces/integrations Reduced risk of data loss or corruption Reduced data entry and troubleshooting for errors Implement 9.1 talent applications for 9.0 customers without an upgrade

PeopleSoft HCM Release 9.1 is another milestone for customers looking to innovate their

Human Capital strategy. Not only does this release substantially expand PeopleSofts footprint in

the integrated Talent Management space, but also takes advantage of technology available

through the Oracle family to provide strategic analytical, surveying and communications

capabilities (such as Oracle Incentive Compensation, Oracle Workforce Scheduling, PeopleSoft

Workforce Communications, and Oracle HR Analytics). Additionally, one of the largest benefits

in HCM 9.1 will be productivity gains organizations will realize through either redesigned

functions and process flows or through Web 2.0 technology delivered through PeopleTools 8.50.

You cant get true productivity gains without innovation, and this is one area that Oracle firmly

delivers in HCM 9.1.


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HCM 9.1 Solution Factory http://launch.oracle.com/?psfthcm9.1

Oracle HCM Applications http://www.oracle.com/us/solutions/hcm

For more information about PeopleSoft HCM 9.1 please visit oracle.com or call

+1.800.ORACLE1 to speak to an Oracle representative.


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Delivering Value Ps Hcm 075955