Shawn Fox Industry Director – Professional Servicesopnpublic/... · Shawn Fox Industry Director – Professional Services. 2 ... Better Benefits Decisions ... as a mid-market company,

Maximize the Strategic Value of Your Service Professionals

Shawn FoxIndustry Director – Professional Services

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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 decision. The development, release, and timing of any features or functionality described for Oracle’s products remains at the sole discretion of Oracle.

Safe Harbor Statement

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• Leadership in Consulting Services

• Maximizing the Strategic Value of Your Service Professionals

• Results Achieved by Oracle Customers

Agenda

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Oracle in Consulting Services

Did You Know?

8 of the top 10 “Best Firms to Work For” in consulting magazine run Oracle applications

27 of the top 35 most innovative consulting and business services firms run Oracle applications

9 of the top 10 Global IT Services firms run Oracle applications

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The Employee Retention & Profitability Challenge

Top Labor Challenges

0 20 40 60 80

Retaining Top Talent

Impending Labor Shortage

Lack of Succession Plan

Managing Global Workforce

Offshoring/Outsourcing

Contingent Labor Mgt

% of Respondents

75.2

55.9

39.530.3

21.111.9

Source – IDC 2006 Talent Survey

55%

34%

30%

18%

14%

11%

9%

50%

35%

Retain Employees

Increase Productivity

Increase Job Satisfaction

Attract Employees

Decrease HR Costs

Better Benefits Decisions

Better Financial Decisions

Address Diverse Needs

Control Costs

Most Important Benefits Objectives Cited by Employers

Source – MetLife 2007 Study of Employee Benefits Trends

“With the consulting industry on an upswing following several difficult years, recruiting and HR leaders within many firms are clamoring for talent. Turnover is up and rising in many consultancies. Industry and firm-specific changes related to capital structure, outsourcing, and other issues are creating dissatisfaction among some professionals at the same time that business volume is trending positively.” .

“How can I optimize my consultants’ talent and the deployment of that talent for each and every engagement we undertake?”

Improve Employee Retention & Profitability

Kennedy Information

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Agenda

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Maximize the Strategic Value of Your Service ProfessionalsRequirement Oracle Capability The Oracle Difference

Gain Visibility Into the Workforce HR Intelligence

Only Oracle Provides Actionable Insight Through Flexible, Easy to Use Dashboards and Embedded Analytics

Align resource learning with strategic corporate objectives

Performance Management, Learning Management

Centralized Enterprise Competence Model to Store Skills, Experience, Certifications & Availability

Attract, Retain, and Motivate Top Talent

Talent Management, Identity Management

Market Leading Solution to Support Recruiting, Learning, Reviews, Compensation, Career & Succession Planning

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Recruiter /Manager

• Approve and advertise new jobs

• Coordinate and execute screening

• Progress assessment to offer

• Perform pre-hire checks• Review recruitment

process metrics

• Browse job openings• Request notification of

openings

ApplicantInternalExternalContractor

RecruitingProspect

• Search and apply for jobs

• Monitor progression process

• Initiate and complete administrative processes

End-to-End RecruitingDrive Successful Sourcing and Hiring

Direct orContract

Labor

RecruitSc

reen

Hire &On-Board

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• Register for orientation

• Set-up payroll

• Enroll for benefits

• Laptop allocation

• Set-up user IDs

• Sign-up for training

Time and Resource Consuming Directed, Efficient and Rapid

• How do I get started?

• How and when do I get paid?

• What benefits are available and how do I enroll?

• How do I get my computer?

• What is my network ID?

• What training courses should I take?

Self-

Serv

ice,

Che

cklis

ts

Vs.

Manual Processes Automated Processes

New Hire On-BoardingAccelerate Ramp-Up to Productivity

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Self-Mgmt• Progress monitoring• Self assessment• Competencies update

Reward,Deploy,

& Promote

• Assign basedon new skills

• Career path

• Leadershippotential

• Total compadjustment

Career Progression

Metrics

• Training completion & success rates• Skills improvement rates• On-the-Job Proficiencies

On-the-JobLearning

Instruct

On-Line

Classroom

BlendedLearning

Course Improvement• Test scores • Success rates• Evaluations

Learning Retention

Employee Mgmt• Appraisals• Project reviews• Performance reviews• Progress monitoring

Measure &Monitor

Common Terminology for Competencies, Objectives Management

Business Plan

Succession Plan

Gap Analysis

Curriculum Development

Suitability Match

Plan

Systematically Grow and Reward Talent

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PricewaterhouseCoopers

CUSTOMER PERSPECTIVE“The move up to Oracle PeopleSoft HCM enables us to enhance our brand and reputation. We espouse to be an eBusiness, and we recruit huge numbers of people every year. … Oracle PeopleSoft HCM e-modules play a key role in supporting our drive to eHR.”Ron Collard, Partner HR Services

COMPANY OVERVIEWPricewaterhouseCoopers (PwC) is one of the world’s largest accounting firms, with 770 offices and 22 industry specialties in 149 countries around the globePwC offers three broad service lines: Assurance, Tax and AdvisoryEmployees: 2005 employees- 140,000+Revenue: US$22 billion

CHALLENGES/OPPORTUNITIESPwC needed to reduce costs through efficient means of delivering global HR servicesPwC needed to manage risk associated with today’s complex regulatory environmentPwC needed to maintain, protect and enhance its brand image and reputation as a cutting-edge eBusiness

SOLUTIONSOracle’s PeopleSoft Enterprise Human Capital Management (HCM)

RESULTS• Attract, track, and bring qualified candidates

on-board quickly and effectively• Reduced costs by standardizing processes

across the business, improving employee productivity and implementing tools that provide real-time, accurate data in order to meet customer needs

• Manage risk and exposure in a tightening regulatory environment through improved compliance, data definition, business intelligence, analytics and tracking

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Optimally Fit People to Jobs to Fully Leverage Skills and Prevent Employee Turnover

• Identify critical competencies• Develop employee skill grade

based on work experience, training, certifications, etc.

• Define succession plans

Employer

Learning Management System

• Employers search globally for people with required skills for projects, succession plans, deployments, etc.

Employees • Define baseline proficiencies and skill levels

• Define preferred career plan• Self-train for jobs and then

apply on-line

• Employees search on-line for suitable jobs and training opportunities

Align Resources to Business NeedsDeploy the Right People to the Right Project

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ManagersOptimize Fit at

Lower Costs

EmployeesSelf-Manage

Careers

• Track performancevs. objectives

• Self & employee assessments;360º feedback

• Assess skills needs and resource requirementsto meet business objectives

• Develop comprehensive succession plans

• Search globally for internal or external peoplewith required skills, qualifications & availability

• Fit people to project skills and schedules• Drive on-the-job development; recommend training

Plan

Do

• Conduct online career planning• Establish baseline skills and qualifications

• Create detailed career growth path• Self-train to upgrade qualifications• Update skills and qualifications online

Plan

Do

Performance ManagementUse Automation to Help Set and Achieve Business Objectives

Evaluate

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McDATA Moves from SAP to Support Growth

CUSTOMER PERSPECTIVE“Oracle was the clear winner over SAP. Besides giving us more flexibility, we found that Oracle would cost two-thirds less to operate over five years.”Debra Morton, Director of Applications, McDATA

COMPANY OVERVIEWLeading provider of storage networking solutionsAnnual Revenue: $100-$500 MillionEmployees: 500 to 1999

CHALLENGES/OPPORTUNITIESResolve scalability and flexibility issues of SAP solution, which was scheduled for de-supportReduce custom coding for easy upgrade and controlled costsSupport complex supply chain operations with reduced order cycles and streamlined inventory and logistics operationsProvide real-time order tracking and business intelligence

SOLUTIONSOracle FinancialsOracle Human ResourcesOracle PayrollOracle Self-Service HROracle PurchasingOracle iSupplier PortalOracle TeleServiceOracle ContractsOracle Depot RepairOracle iSupportOracle Field SalesOracle Incentive Compensation Oracle SupportOracle Consulting Services

RESULTS• Replaces SAP solution• Oracle iLearning enabled McDATA to create

content, compile courses, and design a complete curriculum

• Projected ROI of 352%• Avoided adding six new full-time equivalent

positions (FTEs), and Oracle's self-service approach will enable further cost savings

• Increases flexibility of IT infrastructure

March 2006

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Executives LOBManagers

Real-time Reporting

Goal SettingKPIs

HR Views

Proactive measurement

IntelligenceAd-Hoc Queries

Compliance reporting & data extracts

ReportsXML Publisher

PayrollBenefits

HRSpecialists

System extract

Web ADI

Summarized Views

EUL

SummaryReporting

News and analysis

Supervisors

StrategicTrends

Oracle HRMS IntelligenceTimely, Accurate, Relevant

Key KPI’s:• Headcount and Salary

Trend• Actuals Versus Budget

Trend (HC)• Headcount By Manager

(Plus/Minus/Net, Chg)• Headcount Trending• Headcount and Salary by

Country and Manager• Annualized Turnover by

Manager and Trending• Time to Onboard• Training Efficiency

View Workforce By Organization, LOB, Region

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Interactive DashboardsTalent Management

Time Trending

GaugeIndicators

Guided Navigation

Drill to Supporting

Details

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Talent Management DashboardTurnover & Retention

• Turnover Trend• Regrettable Loss Detail

• Employee Turnover Status• Employee Termination Status

Sample Dashboard Reports

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Talent Management DashboardRecruitment

• Recruitment Process Activities• Hire Retention Trend

• Recruitment Process Time Analysis• Recruitment Stage Shed Rates

Sample Dashboard Reports

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Weil, Gotshal & Manges, LLP Boosts HR Efficiency

CUSTOMER PERSPECTIVE“The Oracle PeopleSoft solution allows us, as a mid-market company, to do the kinds of things large companies are doing to provide a superior employment experience.”Cal Link, Head of HCM Systems

COMPANY OVERVIEWFounded in New York City in 1931Marketplace leader for international legal services. More than 1,200 lawyers across the U.S., Europe, and Asia

CHALLENGES/OPPORTUNITIESDeploy a comprehensive, automated human resource (HR) solution to replace a cumbersome paper-based systemProvide self-service capabilities to employees around the world to improve efficiency, reduce costs, and create a paperless environmentRecruit top talent in a very competitive marketManage talent effectively, which is critical to the businessDrive efficiency in business processes with a lean support staff

SOLUTIONSOracle’s PeopleSoft Enterprise Human Capital ManagementPeopleSoft Enterprise Benefits AdministrationPeopleSoft Enterprise eBenefitsPeopleSoft Enterprise eCompensationPeopleSoft Enterprise eDevelopmentPeopleSoft Enterprise ePayPeopleSoft Enterprise ePerformancePeopleSoft Enterprise eProfilePeopleSoft Enterprise eRecruit

RESULTS• Critical information now analyzed in real time• Streamlined HR processes to more

effectively manage hourly and salaried employees

• Freeing staff to work on strategic initiatives and analysis

• Saved $250,000 in one year with self service and automation

March 2006

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Oracle Consulting Services Solutions Summary

• Market Leading Solution to Support Recruiting, Learning, Reviews, Compensation, Career & Succession Planning

• Centralized Enterprise Competence Model to Store Skills, Experience, Certifications & Availability

• Only Oracle Provides Actionable Insight Through Flexible, Easy to Use Dashboards and Embedded Analytics

Gain Visibility Into the

Workforce

Align resource learning with

strategic corporate objectives

Attract, Retain, and Motivate Top

Talent

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Oracle Solution Footprint for Consulting Services

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Most ComprehensiveHighest RatedOnly vendor in Gartner and Forrester leader quadrants for all Middleware components.

Best-Selling••32,000+ Customers Deployed 32,000+ Customers Deployed

••70% of World70% of World’’s 50 Largest Firmss 50 Largest Firms

••$1B+ Business $1B+ Business

SOA Vendor of Choice

Source: Forrester Research ranking of Application Platform Servers, April 2005

Market-Leading Middleware Platform

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950 customers participating in Customer Advisory Boards

500 Industry & Product strategy council members

35 Fusion strategy council members

1300 participants in early customer adoption programs

425 user groups

30,000 applications customers

220,000 database customers

5000 middleware ISVs

1700 application ISVs

9000 database ISVs

30,000 middleware customers

29,000 developers, support engineers and consultants

Oracle’s People Advantage

275,000 customers

benefiting from shared innovation

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Agenda

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What Customers Are Achieving…

attract, track, and bring qualified candidates on-board quickly and effectively

simplified competency management by integratinghuman resources and project management applications

achieved 4 out of 5 marks in user satisfaction, ease ofuse and quality of multimedia with 92% participation rate

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The Only Consulting Services Solution

PlatformPlatform

PeoplePeopleProcessesProcesses

PartnersPartners

CustomerResults

CustomerResults

Documents

Shawn Fox Industry Director – Professional Servicesopnpublic/... · Shawn Fox Industry Director – Professional Services. 2 ... Better Benefits Decisions ... as a mid-market company,