E-Business Suite HCM 12

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E-Business Suite HCM 12: Value Drivers & Release HighlightsName: Kevin MinakerTitle: Senior HCM Sales ConsultantDate/Event: SROAUG Meeting – March 23, 2007

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CHRO AgendaInsights around the next generation of HR

GLOBALIZATION…What is the impact of globalization on HR and is HR rising to the challenge…

HR AND THE BOARDROOM…HR has to justify its seat at the table? HR must excel in administration and adding strategic value…

INCREASE ORGANIZATIONAL VALUE…How does HR increase Organizational Value? Through the right HR model and alignment to the business…

AGING, SHRINKING WORKFORCE…What, Who, Where? Good workers are hard to find, and can be even harder to keep. Competition is fierce and the market constantly changing…


Value Drivers

Aging, Shrinking Workforce

Talent Management

Attract, hire and retain the best peopleThe right person in the right jobHigh employee moraleBecome the “employer of choice”Leverage the contingent workforce

Increase Organizational

Value Integration, Workflow

HR Intelligence, Workforce Analytics

Single source of truthKey contributor to financial resultsAnalyze key metricsLeverage latest technology and methodsEliminate manual efforts and streamline processes

Market and Value DriversKey ProcessesMarket Drivers

Boost productivityLower cost of service deliveryStreamline complicated processesAlign with best practices

GlobalizationShared Services

Organizational Structure,Process Flows

Simplify HR/PR setup and maintenance Enhance service offerings; empower employeesLower costs; anticipate changeStandardize HR policies

HR and the Boardroom

Global HR, Payroll and Benefits, Self Service

Workforce Administration


How Oracle HRMS Can Help

HR and the Boardroom• Human Resources Self Service HR Incentive Compensation• Payroll Time & Labor• Advanced Benefits Workforce Scheduling

Increase Organizational Value• HR Intelligence (DBI) Content Services• Tutor Portal• UPK Fusion Middleware

Globalization• Approvals Manager Best Practices & Metrics User Experience• Collaboration Tools Setup & Productivity Tools• Shared Services Business Process Redesign

Aging, Shrinking Workforce• Learning Management Performance Management• iRecruitment Workforce Analytics• Compensation Workbench Workforce Scheduling


EBS HRMS R12 Value Drivers

Deliver Best in Class HCM

Business Processes

Manage Talent Enterprise-

Wide

Gain Greater Business

InsightHRMS 12

• Ensure organizational success

• Maintain a competitive edge

• Recruit, hire and retain top talent

•Grow easily into new regions and markets

•Ensure accuracy and productivity at all levels

•Increase employee satisfaction and morale (reduce turnover)

• Make decisions with the right data at your fingertips

• Increase compliance and reduce risk

• Make HR a strategic partner within the organization


EBS HRMS Release 12 Value Drivers

• Ensure organizational success

• Maintain a competitive edge

• Recruit, hire and retain top talent


Business Processes

Manage Talent

Enterprise-Wide

Gain Greater Business

InsightHRMS 12


Manage Talent Enterprise-Wide•Workforce Performance Management

•Learning Management

•iRecruitment


Workforce Performance ManagementDescription• New functionality combines objective setting and

appraisal processes into a manageable plan to track workforce performance and achievements

• Objectives Library, to hold corporate objectives model

• Performance Management Plans, based on supervisor or organizational hierarchy

• Objective Setting and Tracking during plan period• Appraisal process (can include multiple appraisals

during plan period)• Monitoring of plans by HRMS Managers


• Enforce consistency of objectives across workforce • Define corporate objectives• Allocate objectives efficiently, based on eligibility criteria

• Align worker objectives with business strategy and goals

• Reduce effort in copying/duplicating objectives between appraisals and plan periods• Copy from Objectives Library, previous plan, previous appraisal

• Track worker achievement of objectives

Workforce Performance ManagementBenefits


Workforce Performance ManagementObjectives Library


Workforce Performance ManagementObjectives Library


Workforce Performance ManagementPerformance Management Plan


Workforce Performance ManagementManager - Sets Objectives for Employees


Workforce Performance ManagementEmployee & Manager – Track Progress



• Make decisions with the right data at your fingertips

• Increase compliance and reduce risk

• Make HR a strategic partner within the organization

HRMS 12


Business Processes


Wide

Gain GreaterBusiness

Insight


Gain Greater Business Insight Daily Business Intelligence

Embedded Analytics


HCM DBI - New Features Up To and Including DBI for HRMS 7.0C

• For line managers and human resource professionals, we have dashboards, KPI’s, and reports for:• Employee workforce (headcount, salary and turnover)• Contingent workers• Absence (duration and occurrences)

• For the Chief HR Officer we have:• Workforce (headcount, salary and turnover)

• For the budget manager we have:• Workforce budgeting (headcount and costs)

• For the benefits manager we have:• Open enrollment (number of elections)


Line Manager Overview Dashboard


Offers – Embedded Analytics




Business Processes

•Grow easily into new regions and markets

•Ensure accuracy and productivity at all levels

•Increase employee satisfaction and morale (reduce turnover)

HRMS 12


Wide

Gain GreaterBusiness

Insight


Deliver Best in Class HCM Business Processes

• Core HR• Payroll• HR Self Service• Compensation• Benefits


Core HR

Global Deployment:

• Permanent transfer (terminate assignment in source BG)

• Temporary transfer or Secondment(suspend active assignment in source BG)

• From source Business Group• To destination Business Group


• Previously a manual process with some support in the professional user interface

• New functionality provides an easy-to-use process oriented approach

• Advantages include:• Intuitive, process oriented interface• Online view and audit trail of all transfers• Correct process is triggered behind the scenes according to what

kind of transfer you select (e.g. temporary or permanent)

• Reduces costs• It saves time handling complex transfer processes• Monitoring of transfers becomes much easier• Less mistakes

Global DeploymentsBenefits


Checklist Process Overview

Setup

Allocate

Life Event


Checklists - Setup

Create Lists• Based on Life Events• Easy Interface• Organized by categories

Add Tasks to a List• Assign owner to each task• Approval Identifier• Reference internal documents



Checklists – Life Events

What are Life Events?• Occurrences which impacts an

employee’s productivity• New hire Onboarding• Any situation where preplanning

would expedite a solution and minimize downtime.



Checklists - Allocate

Distribute Tasks• Assignments are distributed

automatically• Progress tracking• Automated reminders




Apply for a JobDescription and Benefits

• This function in the new framework replaces the existing Apply for a Job function in SSHR, version 3

• It enables employees and contingent workers to apply for a job using Employee Self Service• Allows customers who don’t use Oracle

iRecruitment to offer an online application to their employees


Apply for a JobJob Search


Apply for a JobUpload Resume


Search for Terminated Employees

• Search for Ex-Employees

• View information about Ex-Employees


Search for Terminated Employees How to use this feature

Person Type field


Documents of Record


Verification of EmploymentDescription

• Employee now has the ability to release their employment information to an external organization• Includes dates of employment• Can include salary information, if necessary• Can be used for mortgage or loan application or for visa

application• No need to involve HR


Verification of EmploymentUpdate Page – Family Pack K


Compensation and Benefits


Salary Administration

• All New User Interface • Ability to delete salary proposals• Allow gaps between salary proposals, end dating,

retroactive and future changes• Display current grade and step on assignment• Display FTE on Salary Proposal• View salary history for terminated employees


Salary Administration New User Interface


Salary Administration Compare to Similar Employees


Salary Administration Salary Market Data


Rate By Criteria

• Accommodate rate requirements for• Industries• Government• Collective Agreements

• Define a rate of pay based on a set of criteria, e.g. employee type, job, location, time of day worked, working conditions, type of work

• Create multiple rates per set of criteria, e.g. base rate, overtime, Saturday overtime

• Apply updates “from effective date forward” or as “corrections”

• Uses common eligibility engine


Compensation Workbench

• Employee statements• Extend statistical reporting capabilities• Extend worksheet personalization capabilities• Company targets • Employee compensation history report• Audit reporting• Enhanced post-process reporting


Compensation Workbench Salary Statistics Reporting


Compensation Workbench Print Employee Statements


Total Compensation Statement

• Part of Employee Self-Service• Employee Cost vs. Employer Cost• Printable Statement • 100% Configurable • Multiple Data Sources• Uses common Eligibility Engine • Integration with Oracle Payroll and 3rd Party Payroll


Total Compensation StatementDrill Down to Detail View


Total Compensation StatementPrintable Page


Superior Ownership ExperienceImproved User Experience

Additions to Configuration Workbench


NewNewFontsFonts

NewNewIconsIcons

NewNewButtonsButtons

New BackgroundNew BackgroundPatternPattern

NewNewColorsColors

HRMS R12 New Look and Feel


HCM Configuration Workbench

• Benefits - Participant Upload• Payroll

• Batch Element Entry Spreadsheet Loader Wizard• Payroll Elements Migration – business group to

business group, data base to data base• Employee Tax Information Spreadsheet Loaders• Enhanced Taxability Rules Spreadsheet Loaders

Configuration Workbench RUP 4


Benefits Participant Upload

• Make new elections• Update elections• De-enrolling• Override elections• Load dependents• Load beneficiaries


Key Features/Functions in HRMS R12NEW FUNCTIONALITY

Workforce Performance

Management

iRecruitment Offers

HR Checklists

HR Global Transfers

All new salary administration

Enhanced Compensation

Workbench

Total Compensation

Statement 1

NEW TECHNOLOGY

XML PublisherAll EEO reportsQtrly Tax Return WorksheetEmployee W-2Retro Notifications ReportAnd more…

New User Experience – Key HighlightsiRecruitment - Completely re-designed Candidate RegistrationAbsence Management - Updated business flows and entire look-and-feelSalary Administration - Vastly improved UX for Salary Information, including high-interactivity embedded analyticsCompetency Profile - Completely re-designed user experience

1 Available in FPK_RUP1


Upgrade Strategy

The Business Value of HRMS 12and

Making the Case


Extended Maintenance and Support

R11i.7

R11i.8

R11i.9

R11i.10 Extended Support (Dec.2009 – Nov. 2012)

R11i.1-6

R11.0.3

R12 Extended Support (Est. 2011 – 2013)

First use of Fusion

Middleware

Individual Next-Gen

Applications

First Release Fusion Apps F U S I O N Applications

Lifetime Support

R12.x (no release date set)

2005 2006 2007 2008 2009 2010 2011 2012 2013


What’s in a Business Case, typically…

Financial ModelCosts, benefits and assumptions

Business BlueprintA high-level explanation of the expected impact to people, processes, and systems

Implementation RoadmapA high-level plan identifying activities, timing and levels of effort


Identify and Measure Key HCM Metrics

CostWorkforce Administration Services Labor Cost Per Employee

Process Time (in minutes)Recruiting/StaffingCreate a requisition (manager initiates task)Employee Learning & DevelopmentTraining Enrollment (employee initiates task)Approve & Track Enrollment (manager initiates task)Administer BenefitsOpen Enrollment (employee initiates task)

Key Metrics for Self ServiceMEDIAN BEST

45

3622

236

20

1412

60

10

636

38

<1

<19

<1

Employee or Manager

Time

Combined Admin,

Processing, and

Specialist TimeManual Automated Manual Automated

$33 $4

Metrics Source: PwC/Saratoga & CedarCrestone


Develop and document standard workforce administration processes across organizational units and employee groups to identify and eliminate redundant or unnecessary practices

Tech

Offer life-cycle benefit programs to address changing needs

Sample Best Practices:

Advanced BenefitsCore HRHR Self ServiceApprovals Mgmt

Engine

Oracle HRMS R12 Enablers

Best Practice Source: PwC/Saratoga & CedarCrestone

Understand HCM Best Practices

Roles-based online access for managers and employees to view employee information and workforce demographicsLink existing employee core competency data with job assessment documentation to effectively build a plan for growth, development, and performance optimization

Develop and promote a “Total Rewards”philosophy so employees understand and value cash and non cash incentives

People

Process

Tech

Process


Creating the Financial Model

• Include Costs and Assumptions• Think It Through• Look for Both Tangible and Intangible Benefits• Get Buy-in from All Stakeholders

Financial Model MethodologyFinancial Model Methodology

Identify Benefit Areas

Identify Benefit Areas

List Potential Benefits

List Potential Benefits

Calculate Current

State

Calculate Current

State

Estimate Future State

Estimate Future State

Summarize Potential

Summarize Potential


Higher quality products and servicesLower employee turnover rateLower hiring and training costsMore productive and skilled employeesReduced employee downtime during the on-boarding, transfer, and off-boarding processRevenue Growth from better customer retention

Benefit DescriptionBenefit Description

Expense, Productivity & Revenue Improvements

Increase in morale at all levels Reduced risk from outdated Information TechnologyImproved business flexibility through better leadership and planning

Other Improvements

Credibility, Investor Confidence

Risk

Employee Satisfaction

Business Business EnvironmentEnvironment

Profit or Constituent Services

What Kind of Benefits Can You Expect from Managing Talent Enterprise-Wide?

Organizational Value

Operating Expenses

Sales / Services

Income Income StatementStatement

Employer of Choice


Reduced operational costsImproved salary planning streamlines labor costsEliminate costs of multiple reporting systemsProactive, strategic decisions through dashboardsLower or eliminated penalties for non-compliance through workflow/dashboardsBetter leadership through workforce planning



Credibility, Investor Confidence

Risk




What Kind of Benefits Can You Expect from Gaining Greater Business Insight?

Improved Governance & Control

Operating Expenses

Sales / Services


Faster/better access to information enables managers to see trends, expand revenue or savings opportunities, and avoid risks

Other Improvements

Increased Shareholder

Value


Reduced compensation overpaymentsImproved HR staff and employee productivityImproved integration reduces custom IT costsReduce services and overhead costs & other operational costsReduce time to hire & reduced loss of organizational productivityFaster, better managerial decision-making at all levels



Improved employee morale

Improved business flexibility

Improved brand image

Other Improvements Credibility, Investor Confidence

Risk




What Kind of Benefits Can You Expect from Best in Class HCM Business Processes?

Organizational Confidence

Operating Expenses

Sales / Services


HR Strategic Importance


Improved user productivity through redesigned screens, process flows, and workflowImproved employee, HR staff, and manager productivity through improved approvals frameworkReduced custom reporting costs through XML PublisherQuicker implementation and setup turnaround with improved tools



Improved governance and control through improved approvals framework

Improved decision making with accurate support

Other ImprovementsCredibility, Investor Confidence

Risk




What Kind of Benefits Can You Expect from SOE in HRMS R12?

UserConfidence

Compete More

Effectively

Operating Expenses

Sales / Services



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HRMS R12

