People Soft Enterprise HCM 9 1 RVP May 09

Oracle’s PeopleSoft Enterprise 9.
1
Release Value Proposition
PeopleSoft Enterprise Human Capital Management 9.1
Release Value Proposition for Oracle’s PeopleSoft Enterprise HCM 9.1 May 2009
Contributors: Teams from Oracle Application Strategy, Application & Industry Marketing, Product
Documentation and Development.
Release Value Proposition for PeopleSoft Enterprise Human Capital Management 9.1
Copyright © 2009, Oracle and/or its affiliates. All rights reserved.
Purpose Statement
This document provides an overview of features and enhancements included in the PeopleTools 8.50 release. It is intended
solely to help you assess the business benefits of upgrading to PeopleTools 8.50 and to plan your I.T. projects.
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Copyright 2009 Oracle. All Rights Reserved Page ii

Introduction ..................................................................................................1
Purpose of This Document ............................................................................1
Related Resources .......................................................................................1
Executive Summary........................................................................................3
HCM Extends Beyond the Walls of HR to Deliver Business Value .........................4
PeopleSoft Enterprise HCM 9.1 Business Drivers...............................................4
Oracle’s Ongoing Commitment ......................................................................6
Strategic Applications - Integrated Talent Management........................................7
Profile Manager ...........................................................................................7
Recruiting Solutions ................................................................................... 12
Oracle Talent Prospector 1.0 ....................................................................... 28
ePerformance............................................................................................ 30
Enterprise Learning Management ................................................................. 44
Plan Careers ............................................................................................. 44
Plan Successions ....................................................................................... 52
eCompensation ......................................................................................... 65
Service Delivery Applications – Self-Service, Help Desk, & HR Portal.................... 72
Employee and Manager Self-Service ............................................................. 72
PeopleSoft Enterprise Portal 9.1 – Enabling Employee 2.0 ............................... 73
PeopleSoft HelpDesk for Human Resources 9.1 .............................................. 74
PeopleSoft Workforce Communications 9.1.................................................... 75
Foundational Applications – Core HCM, Global Extensions, & Workforce Management
................................................................................................................. 76
Human Resources...................................................................................... 76
Payroll ..................................................................................................... 78
Global Extensions for HR and Payroll .......................................................... 104
Absence Management .............................................................................. 120
Time and Labor ....................................................................................... 125
Pension Administration ............................................................................. 129
Oracle Workforce Scheduling 5.0.4............................................................. 131
Business Intelligence .................................................................................. 133
Oracle Human Resources Analytics 7.9.6..................................................... 133
Enhancements That Are Common to Multiple Applications ................................ 134
Copyright 2009 Oracle. All Rights Reserved Page iii

PeopleTools 8.50 – Improving Productivity .................................................. 135

Application Integration Framework ............................................................. 135
Approval Framework ................................................................................ 136
Desktop Integration ................................................................................. 137
Events and Warnings ............................................................................... 137
Upgrade Framework................................................................................. 137
Attachment Framework ............................................................................ 138
Enhanced Product Information ..................................................................... 139
New Information Portal............................................................................. 139
PeopleBook Improvements........................................................................ 139
Researching PeopleBooks.......................................................................... 140
User Productivity Kit (UPK) ....................................................................... 140
Conclusion ................................................................................................ 141
Copyright 2009 Oracle. All Rights Reserved Page iv

Introduction
Purpose of This Document
This document provides an overview of the new features and enhancements planned
for Oracle’s PeopleSoft Enterprise Human Capital Management (HCM) 9.1. It is a road
map intended to help you assess the business benefits of upgrading to PeopleSoft
Enterprise HCM 9.1 and plan your IT projects and investments. “HCM” is used
throughout this document as a means of grouping our extensive family of products.
More information about all our products can be found at
http://www.oracle.com/applications/peoplesoft/hcm/ent/index.html.
This document is only a preliminary version and is not subject to your license
agreement or any other agreement with Oracle. The final version will be the PeopleSoft
Enterprise Human Capital Management (HCM) 9.1 Release Notes. This document
contains intended developments and functionalities and is not meant to be binding on
Oracle to any particular course of business, product strategy, or development. Please
note that this document is subject to change by Oracle at any time without notice.
Throughout this document, you will find examples of Oracle’s ingenuity at work. In
each section, we provide detailed descriptions of exciting features, functions, and
products planned for PeopleSoft Enterprise HCM 9.1, along with business benefits that
our customers will be able to achieve.
Note. Only those products that have significant enhancements are mentioned in this release
document. However, enhancement details for all products will be available in the upcoming release
notes.
Related Resources
This section discusses four publications that provide in-depth technical and functional
information for new and enhanced functionality that is planned for the upcoming release. In
many cases, the content in this document may have originated in the referenced
documents.
Statement of Direction
The statement of direction typically is published 9 to 12 months prior to a release. It
provides a high-level overview of the major focus of product development efforts, enabling
high-level business decision makers to begin preliminary upgrade planning.
Release Value Proposition

The release value proposition provides more functional details than the statement of
direction, identifies major enhancements, and articulates the expected business benefit.
This document is designed to help you determine whether new product features warrant
either upgrading from an old release or embarking on a new implementation. With this
information, managers can initiate preliminary budget planning and begin putting together
a project team to evaluate specific products.
Copyright 2009 Oracle. All Rights Reserved Page 1

Prerelease Notes
Prerelease notes provide more functional and technical details than the release value
proposition. This document describes how each enhancement functions within the context
of the greater business process. This added level of detail should enable project teams to
answer the following questions:
• What out-of-the-box functionality will change?

• What customizations may be affected?
• How will an upgrade or new implementation affect other systems?
• How will these changes affect the organization?
After the project team has reviewed and analyzed the prerelease notes, business decision
makers should be able to determine whether to allocate budget and initiate implementation
plans.
Release Notes
Release notes are published at general availability (GA) and validate the final scope of the
release. The release notes discuss the features and enhancements that are available with
the GA release of each product, describing the finalized functional and technical details that
will enable project teams to confirm budgets and complete implementation plans.

Executive Summary
Today’s business challenges center on an ever-changing, increasingly mobile asset:
the workforce. With talent management emerging as a critical issue from the
boardroom to line managers, organizations must move towards an environment of
total employee engagement, linking individual skills, goals, and competencies to those
of the organization. In recognizing this important trend, Oracle has worked with our
customers to develop automated, business process-based solutions to help
organizations not only deploy but also achieve a successful talent management
strategy. Today, we take human capital management to a new level in which
employees, organizational objectives, and processes are linked together through
technology to enable mission-critical success.
Through Oracle/PeopleSoft’s 20 years of HR thought leadership, human capital
management is recognized as the de facto method for releasing the total value of your
workforce. With people at the heart of every business process and every transaction,
you must not only retain key talent, but also reward both employees and the
organization through measurable, defined successes. By leveraging a comprehensive
talent management strategy, you can improve operational efficiencies while turning
employees into knowledge workers—and competitive assets.
PeopleSoft Enterprise Human Capital Management (HCM) is a world-class, HCM
solution for organizations of every size, region, and industry. Only Oracle has a global,
web-based, single-system HCM solution that covers every aspect of the HCM road
map—from core human resources (HR) transactional functionality through service
automation and delivery to integrated enterprise management solutions.
With the introduction of PeopleSoft Enterprise HCM 9.0 in December 2006, we
provided broad support for holistic talent management, while continuing to focus on
streamlining core HCM business processes and increasing the value of customer
investments through the introduction of new tools and technologies.
PeopleSoft Enterprise HCM 9.1 builds on those themes by offering increased
configuration options, coupling transactions with analytics and further aligning talent
initiatives with business operations and human resources.

HCM Extends Beyond the Walls of HR to Deliver

Business Value
PeopleSoft Enterprise Human Capital Management (HCM) is the enterprise-wide
strategy to manage, optimize, and leverage the workforce for positive business
outcomes. Managing and optimizing people and processes requires that organizations
look beyond traditional HR solutions to increase performance throughout the
enterprise. PeopleSoft Enterprise HCM 9.1 enables organizations to achieve improved
business results through technology that can be leveraged within and outside the
enterprise to increase workforce performance.
The PeopleSoft market-leading Human Resources Management System (HRMS)
solution is the core of its HCM solution. Building upon that core are unique workforce
solutions such as HelpDesk for Human Resources, Workforce Communications, Talent
Prospector, and our Web 2.0 capabilities delivered through the Enterprise Portal and
PeopleTools. The HCM integration to other enterprise systems enables an unparalleled
end-to-end HCM solution. Enhancements throughout the PeopleSoft Enterprise HCM
9.1 release extend Oracle’s leadership in the HCM arena. Only Oracle offers a complete
HCM solution that supports workforce initiatives to drive overall enterprise
performance. To learn more about the complete Oracle PeopleSoft Enterprise HCM
solution, please go to www.oracle.com/applications/peoplesoft/hcm/ent/index.html.
PeopleSoft Enterprise HCM 9.1 Business Drivers

Changes in workforce demographics, rapid adoption of collaborative technology tools,
and an increased focus on leveraging talent as a competitive differentiator present
unique challenges and opportunities to organizations today. Human Resources
professionals are being asked to provide more strategic guidance to businesses today
than ever before, yet many industry professionals lack the tools and skills necessary to
provide that guidance. Also, the addition of “Generation Y” or “Millennials” to the
workforce is driving changes in management approaches while highlighting the need to
integrate new technologies, giving this new generation the tools they need to be
successful.
PeopleSoft Enterprise HCM 9.1 was designed based on extensive customer feedback,
industry best practices, analysts’ research, and knowledge from Oracle’s human
resources industry thought leaders.
This release represents our continued commitment to our Applications Unlimited
promise of continued investment in our market-leading PeopleSoft Enterprise HCM
software products and centers on three themes:
1. Flexibility
2. Intelligent Business Execution
3. Organizational Effectiveness

Flexibility
Software applications must be flexible to adapt to changing business needs. Whether
your business is changing due to restructuring, acquisitions, or divestitures, or you
simply don’t want to follow the herd when it comes to innovative business practices,
you need software applications that can be easily tailored to address your unique
situation. PeopleSoft Enterprise HCM 9.1 offers additional flexibility enabling you to
configure your applications to fit the way you do business, seamlessly integrate with
other applications, and take advantage of an array of tools including next-generation
technologies.
Intelligent Business Execution

Human Resources activities must be aligned with business objectives. Whether
strategic decisions are made by managers, executives, or Human Resource
professionals, PeopleSoft Enterprise HCM 9.1 enables you to put more decision-support
tools in the hands of the decision makers, enabling them to make informed
recommendations and take appropriate action.
PeopleSoft Enterprise HCM 9.1 and integration to Oracle Human Resources Analytics
7.9.6 enables you to put more decision-support tools in the hands of the decision
makers, enabling them to make informed recommendations and take appropriate
action. Employees, managers, and recruiters can see metrics as part of a business
process instead of a separate report that is run after the fact.
Organizational Effectiveness
Maintaining optimal efficiency continues to be an important objective for organizations
today. In a tightening economy and increasingly competitive environment,
organizations must streamline their business operations. With PeopleSoft Enterprise
HCM 9.1, we have continued our focus on process efficiency and usability. Delivering
applications that are more intuitive will facilitate broader adoption throughout the
enterprise, while enhancements to core business process functionality will minimize
administrative responsibilities throughout the organization.
In addition, with PeopleSoft Enterprise HCM 9.1, we are adopting the approvals and
delegation framework in the Absence Management, Time and Labor, and
Compensation products, and adding delegation functionality to Talent Acquisition
Manager. The approvals and delegations framework, first introduced in PeopleSoft
Enterprise HCM 9.0, provides a flexible approach to delegating user security to a
particular process as well as maintaining an audit trail.

Oracle’s Ongoing Commitment

PeopleSoft Enterprise HCM 9.1 represents Oracle’s ongoing commitment to investing in
our existing suite of applications, enabling customers to make choices that best fit
their business needs. Enhanced functionality in PeopleSoft Enterprise HCM 9.1 delivers
on that commitment by increasing the value of your existing investments and
providing more time to determine the upgrade strategy that makes sense for your
organization.
The PeopleSoft Enterprise HCM 9.1 Release Value Proposition is organized by
application category:
• Strategic Applications - Integrated Talent Management
• Workforce Service Delivery Applications – Self-Service, Help Desk, & HR Portal
• Foundational Applications - Core HCM, Global Extensions, & Workforce
Management
• Business Intelligence

Strategic Applications - Integrated Talent

Management
Talent Management applications enable you to understand your current workforce—
what skills you have available and where they are being used. Employers today want
to understand what skills are critical to their organizations and how well people with
those skills are performing and to anticipate where shortages of people, skills, or both
are likely to occur. Armed with that information, you can take action to acquire,
develop, and retain your best workforce. And Oracle’s PeopleSoft talent management
applications are delivered in a totally secure, integrated environment with the global
core HCM system, workforce management, and workforce service delivery solutions to
create the best solution for any organization.
Key areas of planned enhancements within Talent Management in the PeopleSoft
Enterprise HCM 9.1 release are described in the following sections.
Profile Manager
We introduced Profile Manager in PeopleSoft Human Resources 9.0 as the central
component of our integrated talent management solution. Part of core PeopleSoft
Human Resources, Profile Manager is a key element in the execution of any integrated
talent management process. This highly configurable tool enables organizations to
capture critical talent information, such as education, languages, skills, abilities,
experience, and any other attributes relevant to the organization, as well as to define
success criteria and requirements for roles within the organization. Employee and job
or organization profiles can be compared to identify new career and development
opportunities, highlighting where gaps exist between employee skills and job
requirements. In PeopleSoft Human Resources 9.1, we will continue to expand this
functionality as well as the talent management process integration.
For many organizations today, an integrated talent management strategy is required
to ensure the most efficient and effective processes to better attract, retain, and
engage talent. This requires that all individuals responsible for talent management
including recruiters, HR professionals, and compensation analysts, as well as
managers, have access to consistent information in order to most equitably recruit,
measure, develop, advance, and ultimately reward their talent. PeopleSoft Profile
Manager enables organizations to accomplish this.
Enhancements to Profile Manager in release 9.1 include:

• The ability to manage Profile Group Types as well as an automated process for
maintaining Profile Group populations.
• Usability improvements in the area of profile maintenance, providing better
navigation and a more intuitive page design for both administrators and self-
service users.
• A redesign of the compare process as a pluggable module, integrated with Plan
Successions, Plan Careers, and Interest Lists.

• Enhancements to Profile Type, including the ability to designate a default profile

type to retrieve and update data for person and nonperson profiles, and the
ability to give integrating products more flexibility in the profile content that is
retrieved and updated. .
• New integration that will inactivate the person profile when employment has
been terminated.
Profile Group Types

In PeopleSoft HCM 9.1, the ability to manage profile groups is being enhanced by
providing an automated process for maintaining group populations. Person Profiles
utilize the Group Build feature to create user-defined groups of people based upon
various person- and job-related data. Non-Person Profiles can be grouped according to
any attribute associated with the selected Profile Identity Option source
table. For example, if a group identity option of job code is selected, users could
actually create a profile group based on company, since the company field exists on
the job code table. Once the group definitions are built, the groups can be maintained
using the Build Profile Group process.
Employee and Manager Self-Service Enhancements

Usability improvements are being introduced to help employees, managers, and
administrators more easily maintain profiles. These improvements include better
navigation and a more intuitive page design.
Administrator - Person Profile

Administrator - Non-Person Profile

In self-service, historical person profile information is now viewed separately from
current person profile information, and is view-only.

Employee self service - My Current Profile
Employee Self-Service - My Historical Profile
Employee Self-Service - View Historical Items

Integration
To further support talent management business processes, we’ve continued to invest
in tighter profile integrations throughout the PeopleSoft talent suite. The profile
compare process has been enhanced and will be delivered as a pluggable module,
tightly integrated with new Career and Succession Planning functionality. New
interface views will be available to retrieve people who have added a specific job or
position profile to their interest list. A new integration point with event management
will allow person profiles to be inactivated when an employee is terminated. .
Career planning - Person Profile

Primary Profile Type

With Release 9.1, several applications need information stored in various profiles in
Profile Management. New features for Career Planning, Succession Planning, Talent
Acquisition Manager (TAM), and Oracle Workforce Scheduling (OWS) require the use of
consistent definitions. Organizations can designate primary profile types to be used by
interfacing applications to retrieve and update data.
Assign primary profile types
Recruiting Solutions
Recruiting remains a key function in maintaining your current workforce, supplying
successors, and growing new initiatives. In today’s business environment recruiting,
like most other key organizational functions, is challenged with improving efficiency
without compromising the quality of output. As workforce dynamics continue to
fluctuate, recruiters and hiring managers need to be able to quickly identify the top
candidates for their positions and engage them quickly.
Recruiting Solutions 9.1 extends the Talent Acquisition Manager and Candidate
Gateway applications, deepens the reach of existing features, and introduces
innovations that will enhance usability. The introduction of new features 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.
Key features planned for Talent Acquisition Manager and Candidate Gateway include:
• Improved interview scheduling via Microsoft Outlook 2007
• Online job offers
• Expanded candidate screening
• Tighter integration with Profile Manager
• General usability

Interview Scheduling via Outlook 2007

Integration with Microsoft Outlook calendaring will streamline the interview scheduling
process by enabling recruiters and managers to schedule appointments in Microsoft
Outlook 2007 with data synchronization back to Talent Acquisition Manager.
In this release, customers have three levels of interview scheduling available. The
most robust option is full integration, which relies on Microsoft Outlook 2007 for
scheduling of interviews. Partial calendar integration relies on communication of
iCalendar information on a one-way basis. The third option is no calendar system
integration.
Customers who elect to leverage the full calendar integration can leverage all existing
functionality as well as the following new features:
• Ability to check availability of internal applicants, interview team members, and
interview venues (as an email address)
• Ability to view individual or combined calendars for interviewee venue,
interviewer venue, or both
• Ability to use a prepared email template message for all parties and to add text
individually to the interviewee and interviewer messages
• Ability for initiator to receive generated emails indicating the response of
meeting requests sent to the applicant, interviewers, or both
• Ability for system to update applicant venue status, interviewer venue status,
or both on receipt of acceptance of meeting requests. Available statuses:
accepted, none, tentative, and declined
• Ability to book venues via email and provide standardized information about the
venue, transportation, map attachments, and so on
• Ability to send one-way meeting requests to applicants who do not have
compliant software (for example, not having MS Outlook 2007)
• Ability to customize meeting request text
Customers who elect to leverage partial calendar integration can use all of the existing
functionality as well as the following new features:
• Ability to send one-way meeting requests to applicants who do not have
compliant software (for example, not having MS Outlook 2007)
• Ability to customize meeting request text
This release introduces a number of user-experience updates that make managing
interview scheduling much more convenient. Interview scheduling-related Recruiter
Alerts provide users with a quick view of any outstanding or upcoming interview items
that may warrant their attention.
Additionally, users can now print a preformatted view of interview schedules or lists.

Printing interview lists
Online Job Offers

Today’s candidates depend on online resources to effectively research and manage
their career moves. The demand for online interaction extends beyond identifying
opportunities and submitting applications. Candidates and hiring officials expect to be
able to extend offers and acknowledge acceptance of offers online as well. Release 9.1
enables recruiters to post offer letters and supplemental documents to the applicants’
Careers page. Candidates will receive email notices that direct them to log on to their
Candidate Gateway accounts to review the offer, where they will be able to accept or
decline the offer electronically.
The online offers feature is optional and is configured in the Recruiting Installation
table. The options include enabling the feature as well as defining the default number
of days the offer is valid. Additional configurability allows you to enable the feature by
specific regions.

Configuration enabling online offer & default validity period

Candidates receive email alerts notifying them that an online job offer has been posted
to their Careers home page. Candidates click the URL included in the email and are
directed to a logon page for the career section. If candidates have failed to respond to
the notification within the allowed validity period, they will receive an error message
that instructs them on the recommended next steps. All email and error message text
is completely configurable by customers.
Email notification of online offer

Once applicants have navigated to the Careers page, they can review the specific
details of the offer.

Careers Page Job Offer List

By electing to view a specific job offer, candidates are presented with the complete
details of the offer. Candidates can upload and send any attachments that have been
requested for completion. Finally, candidates can accept or reject the offer directly
from this page.
Job Offer Summary page

Screening
Recruiting, like most functions within an organization, is faced with the ongoing need
to accomplish more with fewer resources. Changing business conditions can
dramatically increase the volume of active candidates, requiring recruiting
organizations to have the ability to quickly identify those who are best qualified for
further consideration. Release 9.1 introduces new screening capabilities to assist in
prescreening and automation of ongoing evaluation of candidate qualifications.
Prescreening of Candidate
Candidate prescreening is introduced to automatically filter out unqualified candidates
prior to their completing a formal application. Prescreening questionnaires are
presented to applicants upon initiation of the application process. Candidate responses
to prescreening questions are immediately evaluated and candidates can be provided
immediate online results. Candidates failing to meet minimum qualifications are
prevented from completing the application process while successful candidates are
allowed to continue through the application process. Passing candidates are provided a
confirmation message online that they are eligible to continue the application process.
Candidates who fail the prescreening criteria are presented an online message as well
as an email stating that they are not eligible to continue the application process.
Prescreening questionnaires can contain one or more questions with multiple or single
select response selections.
Prescreening questions

Online Screening
Online screening is being introduced to process and complete the screening of an
applicant upon completion of the application process. Online screening can be
structured to occur as secondary screening following the prescreening process, used as
a single screening activity, or excluded from the recruiting process entirely. Employers
will have the option to provide immediate screening results to the applicant online and
via email. Letter generation is also available. Candidates will be informed if they have
met qualification and are being considered further or that they are not qualified and
will not considered further.
Screening Notifications
Recruiters frequently link candidates to job openings for which they have not
previously applied. In this release, when a candidate is linked to a job that requires the
completion of an online questionnaire, an email is sent to the applicant requesting that
they complete the questionnaire.
Online screening feedback to candidate

Access to Candidate Screening Responses

In this release, users have greater flexibility to review candidate screening results as
well as actual responses. Candidate responses are now accessible directly from the
candidate record. This update enables users to see a comprehensive view of all
pertinent candidate data throughout the entire selection process.
Open-Ended Questions
Screening questionnaires have been extended to support open-ended questions.
Open-ended questions allow candidates to provide a text response rather than
selecting from predefined response items. Candidates will be limited to a specific
number of words per question and the system will calculate and display the word count
as the candidate enters their response.
Open-ended question
Open-Ended Question Response Entry

Open-ended screening questions are excluded from use in prescreening and
automated processing because they require manual review to assign a score value.
Scoring is completed via self-service by users who are granted appropriate
permissions. Multiple evaluators may be designated to review a single applicant’s
response. In this situation, the system will calculate an average score based on
individual scores provided by each evaluator.

Navigation to response evaluation function
Questionnaire Formatting and Scoring Updates

Release 9.1 introduces new questionnaire features that enable users to define the
order of questions as well as present questions in random order to candidates.
Randomization has been requested by customers to reduce the opportunity for
candidates to collaborate on answering the screening questions.
Question ordering

Question and Answer randomization

Questionnaire scoring is enhanced to allow multiple response options to be set as
successful. Each response option is assigned a separate score value.
Multiple correct answer scoring
Profile Manager Integration

This release strengthens the integration with Profile Manager to enable recruiters to
leverage additional profile content to create job openings, perform online searches to
find qualified internal and external applicants, and compare profiles.

When creating job openings, users can select content from multiple profiles to pre-
populate job opening data. For example, if a key employee is vacating their job,
recruiters may want to structure the job opening to reflect that employee’s attributes.
This can easily be accomplished by copying person profile content, such as skills and
attributes, into the job opening. Similarly, users may want to pull content from a job
profile to create job opening requirements. Job opening content can be selected from
one or more profiles at the time of creation.
Non-person profiles (typically job profiles) can be updated during the job opening
creation process. For example, if a recruiter is creating a job opening for a key position
that has not had turnover recently, the hiring manager may be solicited for updated
requirements that can be applied to both the job opening and the job profile,
maintaining consistency and eliminating redundant work efforts.
As part of the application process, profiles will be created for all applicants, enabling
users to complete profile gap analyses. The profile search and match functionality will
enable users to compare employee, external candidate, job, and job opening profiles.
Leverage existing profile content when creating a job opening

The profile search and match functionality introduced in PeopleSoft HCM 9.0 will now
be more tightly integrated with Talent Acquisition Manager 9.1. Profile search and
match is robust functionality that can be used to compare Job, Candidate, Employee,
and Non-Person profiles and view a detailed gap analysis from within Talent Acquisition
Manager, enabling recruiters and hiring managers to quickly and easily identify
qualified external applicants as well as internal talent that may not otherwise be
recognized or considered for the opening. The example displayed below illustrates
using a specific job opening to match against Employee profiles to identify potential
passive candidates who may be a good match for the position. When high-potential
candidates are identified, users can elect to send an email invitation requesting that
they submit an application for the position.
.
Invitation to apply
The profile manager integration for recruiting will also be available to employee self-
service users. Employees will be able to identify internal opportunities that match their
qualifications, interests, or both and compare their current skill set to the specified
requirements. Employees and managers will be able to view job openings related to
search results, save them for future consideration, or submit an application.

Other Enhancements
Additional product updates have been introduced in this release to provide more
efficient and effective experience for recruiters, managers, employees, and external
candidates. These updates include but are not limited.
• Select and Print Job Opening sections
• Select and Print Applications
• Rich Text Formatting to enhance Posted Information
• Optional transfer of offer letter to HR in Prepare For Hire action
Print Job Openings

Users will now be provided with the ability to print job openings.
Print job openings

When electing to print, users can select specific sections they want to include. This
also provides an efficient presentation of the materials that you may be distributing to
others for review.

Print Applications
Also slated for delivery in 9.1 is the ability to print applications. Users can elect to print
applications for one or multiple candidates.
Select and print applications New Applicant Action

Once the Print Application Details action is selected, the user will be presented with a
print preview page displaying all available sections of the application. The user can
control how much content is printed by collapsing or expanding each section of the
application prior to printing. When the print command is executed, all section headers
will be printed; however, detailed content will be printed only for expanded sections. .
Printing applicant details

Rich Text Formatting to Enhance Posted Information

Customers put great effort and considerable investment into establishing their
branding and marketing presence on career portals. In this release, rich text
formatting is available to enhance the presentation of job opening content, providing
an option for more creative, professional presentations of job opening content. A
sample job opening posting enhanced with rich text formatting is displayed below.
Job opening with rich text formatting

Optional Transfer of Offer Letter to HR in Prepare for Hire Action

When completing the hire process, recruiters will now be able to forward the offer
letter to HR. This proactive push of offer details ensures that HR has timely and
accurate information as they complete the hire process.

Oracle Talent Prospector 1.0

Despite the economic downturn and ongoing concerns about the global economy, there
continues to be fierce competition for skilled labor. This is due in large part to a
shortage of skills in certain sectors. As organizations find that they have maximized
efficiency in their operations, they are increasingly looking to gain a competitive
advantage by ensuring that they have top talent in critical roles. These factors and
others such as changing workforce demographics with various generations having very
different approaches to work, have increased the complexity of recruiting significantly.
To succeed in the battle for skilled labor, organizations need to move from an older
reactive recruiting model to a more modern proactive model that uses branding to
attract passive prospects and build a talent pipeline. Successful organizations will be
those who actively seek and engage passive prospects.
Designed to extend our recruiting solutions, Oracle Talent Prospector is a new product
built leveraging Oracle technologies to provide a comprehensive solution for building
and maintaining prospect relationships and help organizations find the talent they need
to succeed.
Oracle Talent Prospector enables recruiting organizations to build a richer, more

talented pool of candidates by:
• Communicating recruiting messages and events to passive prospects through
rich text, HTML email campaigns.
• Developing relationships and continuously engaging prospects through regular
communication and contact management.

• Inviting the best candidates to apply for job openings online and measuring the
success of recruiting efforts by analyzing recipient response metrics and taking
action.
For more information, please see the Prerelease Notes for Oracle Talent Prospector 1.0

ePerformance
Organizations continue to focus on gaining a competitive advantage through the use of
effective talent management practices to help them address a variety of business
challenges. These challenges include concern over the loss of top performers and key
leaders due to retirement, changing workforce demographics, and related challenges
of managing multiple generations, attracting and engaging Generation Y workers, and
a desire to create a performance-driven culture.
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. Effective performance management facilitates communication between
business leaders and employees, provides clear direction on organizational priorities,
incents and encourages desired employee actions, enables the identification and
reward of top talent, and can ultimately drive organizational performance to higher
levels while reducing operating costs.
To accomplish these goals, ePerformance 9.1 will include significant new functionality
designed to help organizations more effectively align business objectives with
employee goals. Business Objectives Management covers the following topics:
• Create and Publish Business Objectives
• Display Objectives in an Organization Chart View
• Link Individual Goals to Business Objectives
Other enhancements slated for delivery in ePerformance 9.1 include:
• Simplified ePerformance Document Creation Processes
• Additional Document Configuration Options
• Support for File Attachments
• Electronic Document Sign-off
• Document Archival Template
• Targeted Performance Notes
Business Objectives Management

Organizations need to clearly define and communicate business objectives to
employees in their organization. Additionally, senior leadership wants to ensure that all
individuals within the organization are working in some fashion toward achieving those
objectives. One of the best ways to accomplish this is for employees to align their
individual goals with defined business objectives.

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 a
methodical manner.
In ePerformance 9.1, users will be able to display business objectives in a Home Page
that can be presented to employees and managers in a hierarchical structure that
reflects the department or position structure used in the organization. Depending on
their security access, employees and managers will be able to navigate a hierarchical
chart to find published business objectives that are relevant to their roles. Employees
and managers will be able to adopt business objectives into a performance document
or link newly created individual goals to these objectives.
Create and Publish Business Objectives

Typically, the process of defining business objectives starts with senior management
setting direction by defining high-level strategic objectives for the organization. These
objectives are then shared throughout the company, with employees defining
supporting goals that will help the company achieve the objectives defined by senior
management. Ultimately, these individual goals become part of the criteria against
which employee performance is measured. By associating supporting goals with the
broader initiatives that they support, clear alignment is established between individual
goals and the overall organizational strategy.
With ePerformance 9.1, users will be able to create a Business Objectives Home Page
for specific organizational entities, such as a department or position. Depending on
their access, employees will be able to view these objectives online and create linked
supporting individual goals.

Business objectives home page

Business Objectives Home Pages will be built from templates that are set up by the
ePerformance Administrator and can be assigned owners—typically department or
business unit leaders—who will define objectives that will be shared with employees.
ePerformance Administrators will manage Objectives Pages through the following
actions:
• Set Up Business Objectives: ePerformance Administrators will follow a
process similar to what is used to set up other ePerformance documents today.
The steps will include defining the Objective Plan, Objective Section Definition,
and Objective Template definition.
• Configure ePerformance Installation Table: The ePerformance
Administrator will define email notifications that will be sent to department
heads, managers, or employees when various steps in the Objectives
Management business process are triggered.

ePerformance installation table

• Create/Maintain Business Objectives Pages: Responsibility for creating and
maintaining business objectives pages can be shared between the
ePerformance Administrator and organizational leaders who own the pages,
typically the executive or manager responsible for meeting objectives at a
particular level of the organization.

Update objectives
• Administer Objectives Pages: ePerformance Administrators will be able to
administer multiple Business Objectives Pages at once. By selecting an action,
the administrator will be able to complete various tasks such as locking pages
from updates, unlocking locked pages, inactivating pages so that they can’t be
viewed or updated, deleting inactive pages, and reviewing pages by status.
• Objective Alignment Chain: Create a line-of-sight alignment chain between
multiple business objectives to ensure clear visibility of business strategies and
the objectives supporting them.

Business objectives alignment chain

• Inactivate Objective Plans: Administrators will be able to inactivate
Objective Plans to ensure that the plan and associated pages are no longer
available to users.
• Email Notification Details: Messages for all email notifications will be created
by the Administrator and stored in the text catalog.
• Business Objective Metrics: Graphical reports will enable organization
owners or administrators to review the number of employee goals aligned to a
business objective as well as completion progress details.
Display Objectives in an Organization Chart View

The Business Objectives Chart will be used by administrators, managers, and
employees to navigate the hierarchy of objectives home pages. Available data will
depend on the role and security access assigned to each user. Features of the business
objectives organization chart include:
• Employee and Manager Self-Service: Employee and manager access to
published business objectives will be through self-service. The business
objective page closest to the user’s department or position in the hierarchy will
be displayed automatically to users upon initiation.
• View Different Objectives: A link will be provided to enable users to easily
navigate the chart to view or search for additional objectives associated with
different organizations.

• Access from Within Performance Documents: Employees, managers, and

administrators will be able to access the objectives chart from either a business
objectives page or from within an ePerformance document.
• Quick Search. Embedded quick search capability enables users to find
different nodes on the chart by entering search criteria based on person,
department, or hierarchical position without leaving the chart page.
• Embedded Links: Users will be able to easily link to an Objectives Home Page
from the Objectives Chart.
• Multiple Jobs Support: Employees with multiple jobs in different departments
or who report to a supervisor in a different department can navigate the
organization chart to view business objectives for each department or
supervisor position.
Business objectives organization chart
Link Individual Goals to Business Objectives

Once Business Objectives have been created and published, employees and managers
will be able to create individual goals that align with, or are linked to, the higher-level
objectives. This will enable senior leaders and organization heads to ensure that critical
objectives are being acted upon and to track progress toward achievement. New
features added to ePerformance to support goal alignment include:
• Goal Alignment: Managers and employees will be able to align an individual
performance goal to a business objective.

Goal alignment within performance document

• Copy Objectives: Business objectives can be copied into individual
performance documents by managers and employees.
• Stretch Goal Indicator: Users will be able to mark individual performance
document content as stretch goals.
• Private Goal Option: Managers whose goals will be made available for
employees to copy can elect to mark certain goals as private to prevent sharing
with others.
• Goal Adoption: Employees will be able to copy available goals (those not
marked private) from their manager’s performance document or the manager
can choose to copy goals from their document to one or more employee
performance documents.

Copy manager goals

• Cascading Objectives: ePerformance administrators will be able to cascade or
push objectives to one or more employees in the organizational hierarchy.
Individual performance documents to which objectives have been cascaded will
automatically display alignment to the source objective.

Cascading objectives page

• Change Notification: Administrations will be able to set up email notifications
to alert employees and managers when individual performance goals are
created or changed through cascading or adoption functionality referenced
above.
• Objective Syndication: When a modification is made to an objective that was
cascaded, the update will be pushed to all in-progress individual performance
documents. Employees and managers will not be able to update or modify goals
created through the cascading objectives process.
• Objective Status Changes: Visual indicators will be displayed in individual
performance documents to reflect dates and changes, such as modification or
inactivation, to related Business Objectives.
• Goal Change Audit: History of the individual creating or modifying individual
goal criteria and the date of the change will be maintained. Information
regarding the most recent change will be displayed within the individual
performance document with the option to link to a full modification audit
history.

Objective Details: From within the performance document, users will be able
to view details of linked Objectives to which individual goals are aligned. The
objective details will contain information such as a description, measurement,
due date, status, and percent complete.
Objectives detail page
Other Enhancements
Simplified ePerformance Document Creation
As employees are hired or transferred within the organization, administrators often
need to create individual performance documents on an ad hoc basis. In ePerformance
9.1, administrators will be able to create a document for an employee who does not
currently have a manager due to a position vacancy simply by selecting the manager
ID that will be used, rather than relying on the current manager selection method.
Similarly, administrators will be able to elect whether to create documents using the
existing group build process or by entering an employee ID.

Additional Document Configuration Options
Configurable Document Headers

Administrators will be able to select additional fields that appear in the headers of
various performance documents they create. New functionality slated for delivery in
ePerformance 9.1 allows additional employee data to be defined on a document
template. Available header content includes Employee ID, Department ID, and
description; Work Location and description; and Salary Grade and Step, Years of
Service, Time in Job, Compensation History, and Rating History.
Unique header content can be defined for various document types and based upon the
role of the document user. For example, an administrator may choose to include
limited compensation history in an annual performance document, but will want to
make that available only to managers, excluding any peer raters from accessing that
data.
New document header
Display Evaluator Names in Manager Documents

Users will be able to elect whether to display participant evaluator names in the
manager’s version of a performance document, providing managers a quick overview
of all participants in the evaluation process. The current option to maintain anonymity
for additional review participants will continue to be available as well.
Limit Content Items by Group

On a performance document or within a performance template, users will now be able
to limit available content items to those within a defined content group. For example,
many customers define competencies that are then grouped into categories, such as
leadership competencies or groups related to certain work classifications. By
associating a competency content group with a performance document, the list of
available competencies will be limited to those contained in the identified group,
making it easier for users to find relevant content for inclusion in the performance
appraisal.

Performance Criteria Level of Difficulty

Customers will now be able to associate a level of difficulty of Basic, Intermediate, and
Advanced with performance criteria established for an individual.
Collapsible Sections
Links enabling users to collapse or expand all sections will be accessible from within
performance documents.
Expand and collapse options
Support for File Attachments

Administrators will now be able to enable or disable document attachment capability
within the manager document, enabling managers to attach documents when the
evaluation is in progress. The attachment section will be visible to any user having
access to the manager document; however, only managers will be able to add or
delete attachments. Managers will also be able to determine whether the attachment is
accessible to both the employee and the manager, or available to the manager only.
If the manager only option is selected, only the manager, his or her superiors, and
performance administrators will be able to view the attachments. Once a document is
no longer in progress or is canceled, additional document attachments will not be
allowed.

Electronic Document Sign-Off

As technology continues to evolve, organizations and individuals are becoming more
comfortable executing various transactions online, rather than using a paper-based
approach. In ePerformance 9.1, we plan to deliver a new eSignature section that will
enable employees and managers to sign off electronically on performance and
development documents, allowing organizations to capture document
acknowledgements without needing to generate paper copies. This optional process
will enable organizations to capture the date and time that a performance document
was acknowledged by employees, managers, or both. For those wanting to generate
paper copies, eSignature information will be added to the signature block on any
printed versions of the document that are generated.
Document Archival Template

Many organizations use ePerformance to create multiple documents for each
employee, including manager, employee, and peer review documents, as well as
individual development documents and, periodically, performance improvement plans.
This can result in a high volume of documents accumulating in the system. Planned for
delivery in 9.1 is a new data archive template for ePerformance documents.
Organizations can select from six queries to define the documents that they want to
archive. The delivered queries define archive populations based on combinations of
country, document type, document usage, document end date, and employee ID.
Once populations are defined, organizations can use the Data Archive Manager to
archive performance documents and all associated pages or components, such as
evaluation criteria, employee self-evaluation, and manager evaluation.
Targeted Performance Notes

Performance Notes created by managers and employees can now be associated with a
specific item within a performance document rather than simply being associated with
the performance section in general. Managers and employees will be able to record
performance notes that are relevant to a specific item within the performance
document, then retrieve those notes when completing the comments for that item in
the performance evaluation process.

Enterprise Learning Management

Leading organizations today implement talent management practices designed to
ensure that their employees have the skills and competencies required to meet
corporate objectives. Learning is an integral part of ensuring that all employees have
access to the training tools needed to improve their skills and meet those corporate
goals.
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 customer’s 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 integrated business processes with Talent
Management applications, such as Career and Succession Planning and ePerformance.
Calendar views in ELM 9.1

For more information, please see the PeopleSoft Enterprise Learning Management 9.1
Release Value Proposition.
Plan Careers
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.
Career Planning, a key Talent Management business process, remains part of the core
HRMS license. This additional functionality will be available to all HCM 9.1 customers
with no additional license fee. The following enhancements are included in HCM 9.1:
• Manager and employee self-service access to career planning functionality,
including the ability to define and develop career paths.
• Graphical user interface for reviewing career paths.

• Ability to generate a customized or personalized resume to apply for an open

job or position within the organization.
• Integration with ELM to review learning needs and enroll in related courses.
• Integration with ePerformance to review development plans.
• Integration with Profile Manager to support the matching and identification of
skills gaps between potential job code or position profiles and employee or
current job profiles.
• Integration with Recruiting Solutions to support the identification of skill gaps
between open job or positions and employee or current job profiles.
Career Planning Self-Service for Employees

New self-service functionality will be provided for the employee to be able to review
his or her current profile, amend or update his or her profile, and add career path
information.
Alternatively, individuals can target specific gaps identified in a profile comparison and
pull those into their development plans. In addition, individuals can gain insight into
opportunities. For a particular job profile, they can identify any open positions and
apply, nominate themselves, or send an email regarding the position.
The employee will also be able to review active performance and development plans.
Employees will have the ability to link career plans to their performance and
development plans, update the career plan when actions are completed, add notes,
and add experiences that may be associated with the plan.
My Profile Page
Employees will have a self-service My Profile page where they can manage all their
personal profile attributes. The employee will be able to enter information such as their
willingness to be mobile (take a position in another state, region, or country) and pre-
company information (languages, certifications, memberships, other competencies &
skills, experiences, and so on.)
Employees will be able to see their current profile content, including items such as:
• Performance history, ratings, and manager reviews.
• Development plan and current status.
• Competencies and their proficiency levels for their current role as well as gaps
between desired and actual proficiency levels.
• Relevant personal and job information such as name, location, birth date, job
title, job code, time in position or job, compensation rate, cost center,
organization unit, email, phone, and picture if available.

Career planning - My Current Profile
Career Path
Employees will be able to view and update their career paths by selecting the positions
or roles that they want. Once one or more roles have been placed on their desired
career path, employees will be able to see the required job skills, competencies, and
experiences for each position or role, and the gap between their current profile and the
requirements for the profile of the desired position.
Employees will be able to define multiple career paths (operational or personal) while
identifying the single path that the organization will use in evaluating an individual’s
potential and creating a performance and development plan in accordance with this
path.

Career planning - My Career Path
Career Goals
Employees can view their current job profiles, view the requirements of profiles in
various career paths, and compare their current skills, competencies, and
qualifications to those in the targeted profiles. Individuals can pull a target profile into
their development plan to jump-start the creation of goals and actions based on gaps.

Career planning - My Career Goals
Career Mentoring
Career mentoring is a key to creating a top-performing workforce. Employees will be
able to identify people internal or external to the organization as mentors, and identify
goals related to each mentor.
Career planning - My Career Mentoring
Career Development Areas

A strength-based development philosophy allows for identification of personal strength
types and self-ratings. This information will be available to the manager to facilitate
development documentation and discussion. The employee can also add development
areas, documenting what areas the employee would like to focus on.

Career planning - My Career Strengths and Development Areas

Career Training Plan
Continuous learning is required in the modern workplace. The employee will be able to
add training courses or programs based on data from either Training Administration or
Enterprise Learning Management.
Career planning - My Career Training Plan
Career Development Plan

Career development is a goal-based process, driven by both learning events and goal
setting. The development action plan will enable employees to create date-driven
goals, as well as have easy access to learning.

Career planning - My Career Development Plan

Career Progression Chart
Employees will be able to visualize their career path. The employee will also be given
the opportunity to perform a profile comparison between themselves and any role
selected in their career path, which will generate an overall Total Match, which could
be a combination of required background, skills, and competencies.
Career planning - My Career Progression Chart

My Internal Resume
To consolidate all work-related information, the employee will be able to generate a
personalized resume. This internal resume could be used to apply for an open job or
position within the organization.
Career planning - My Internal Resume

Career Planning Self-Service for Managers

Managers can perform the same activities for their direct reports as employees can
perform for themselves. The employee’s profile and career plans will be accessible to
managers, except for the employee’s personal career path. Additionally, managers will
be able to enter ratings of potential and forced ranking for employees by using
manager self-service career planning pages.
Career planning - manager self-service
Plan Successions
Succession planning traditionally occurs once a year by a small committee of
individuals who may include line managers. Some succession plans are evaluated on a
more frequent basis such as biannually or when major changes are made to the plan
as a result of mergers, acquisitions, loss of key talent, and so on. The company needs
to be able to identify the plan frequency and data but also allow for documented and
tracked updates. Succession plans can be defined for job codes, individuals, or
positions.
As talent shortages emerge and employers become increasingly concerned about the
impending departure of baby boomers from the workforce, succession planning has
taken on new importance in organizations today. Plan Successions remains a part of
the core HRMS application in PeopleSoft HCM 9.1 and is enhanced significantly to
reflect recent trends and best practices. HCM 9.1 includes the following enhancements:

• Ability to develop succession plans with and without position management and
create plans for individual employees, job codes, and positions.
• Ability to identify, track, and manage employees in talent pools.
• Real-time hierarchical visualization of incumbents and successors, including
relevant profile data.
• Configurable X-Y grids for rating box (often designed as a 9-box) that can be
used to track user-defined criteria such as performance, potential, readiness,
and so on, and to rate talent pool members or successors.
skill gaps between potential successors and incumbents or job profiles.
• Ability to search internal and external candidate pools.
• Intuitive, graphical user interface with drag-and-drop capabilities.
Maintain Succession Plans
Succession Planning is the process of identifying long-range needs and cultivating a
supply of internal talent to meet those future needs. The process is used to anticipate
the future needs of the organization and assist in finding, assessing, and developing
the human capital necessary to the strategy of the organization. In HCM 9.1, your
organization will be able to develop multiple succession plans.
Succession planning - maintain succession plan details

From within a specific succession plan, candidates can be searched for and analyzed.
Succession planning - Find Candidates

Search Results - For People with Profile Matches to Plan Incumbent

Compare Results

Candidates – Added to Succession Plan

An important new feature is the ability to create configurable X-Y grids for rating boxes
(often designed as 9-box) that can be used to track user-defined criteria such as
performance, potential, readiness, and so on, and to rate successors. Most 9-boxes
rate or rank potential successors on two criteria, most commonly Performance and
Potential.

Succession planning - configure ratings boxes

As the next step of succession planning, the slate of candidates can be managed.
Here, successor ranks, successor plan status (active or inactive), and successor rating
box assignments are created.
Succession planning - define slates
Succession 360˚
When succession management is undertaken, an organization may want to use a
talent review process centered on a person or position. The Succession 360˚ page will
allow a visual review and management of a person or position within the context of the
organization.
The Succession 360˚ feature area provides an aggregation of pertinent HR data. The
organization will be able 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.
The Succession 360˚ workspace has two primary sections. On the left side of the
page, the succession slate for the focus person or position can be seen and can also be
used for navigation to another person or position of interest. On the right, a workspace
is provided for viewing details of the incumbent, as well as for viewing comparisons of
the successor candidates to the job profile or incumbent. This information can be
expanded or collapsed to optimize the workspace for a particular task. For example,
when focusing on succession information, the user may choose to collapse the
incumbent details section.

Succession planning - maintain Succession 360˚

Any successor displayed in the Rating Assignment grid with assigned ratings will be
displayed automatically in the applicable Rating Box quadrant. Each successor
displayed in a Rating Box quadrant will have a Succession Readiness icon appended to
their name. Any successor displayed in a Rating Box quadrant can be dragged and
dropped to any other Quadrant.

Above, Derek Holsinger is identified as having a Medium/Medium rating. Using the

computer mouse, the user has dragged Derek to the High/High rating box. Once the
mouse button is released, the record is updated and the successor now occupies the
new rating box as seen below. Once all edits are complete, click the Save button to
save all changes to the database.

Succession planning - maintain Succession 360˚ featuring Drag and Drop
Talent Pools
Creating a talent pool rather than simply choosing one employee with key
competencies is more effective and efficient for an organization, because talent pools
provide flexibility in the selection of a leadership team.
A talent pool can be compared to a championship athletic team that first finds the best
available athletes and then determines where to fit them in the lineup. This is in sharp
contrast to the traditional approach, in which companies assign employees to more
limited career paths from the start.
An integrated approach identifies and grooms candidates for increasingly demanding
leadership positions and prepares the organization for demographic trends that will
sharply decrease leadership ranks.
The majority of high-potential development programs encourage cross-functional
rotations to develop breadth of knowledge in future company leaders. Many companies
focus on identifying and promoting talent within the organization as a whole, often
seeking to deploy this talent across business units. Making cross-functional
development training part of the job prevents disruption in the flow of business.

Manage Talent Pools

Both internal and external individuals can be added to talent pools manually based on
nominations, process-based recommendations, or performance and potential analysis.
Internal individuals can also be automatically added using profile manager search /
match. Usually, talent pools are monitored by HR or Organizational Development, the
highest-level executives, and perhaps the board, depending on each organization’s
practices. Generally, readiness is a key factor being monitored and is based on a
combination of performance, development, potential, interest, and mobility.
Specifically, the succession planning team will be able to identify, track, and manage
key or pivotal employees in talent pools.
Succession planning - manage talent pools

As with succession plans, administrators can create configurable X-Y grids for rating
boxes (often designed as 9-box) that can be used to track user-defined criteria such as
performance, potential, readiness, and other user criteria for talent pool members.
This allows the placement of talent pool members into different quadrants of the rating
box.

Succession planning - maintain ratings boxes

Integration
New and enhanced integration points are provided. Career and Succession Planning
processes exchange data with Profile Manager, Recruiting Solutions, ePerformance,
and Enterprise Learning Management. Specific integration points include:
• Integration with ELM to allow the review of learning needs and enroll in related
courses, plus associate learning programs with talent pool members.
• Integration with ePerformance to allow the review of development plans.
skills gaps between potential job code or position profiles and employee or
current job profiles.
• Integration with Recruiting Solutions to support the matching and identification
of skills gaps between open job codes or positions and employee or current job
profiles.
• Integration with eDevelopment to allow the review of additional items such as
mobility preferences, career plans, and experiences.
eCompensation
Oracle's PeopleSoft Enterprise eCompensation is the manager’s solution for
administering compensation programs for workers, either individually or by configured
groups. Cycle-driven processing of multiple pay components is used for compensation
planning, processing, and allocation. With improved integration to performance, the
company can easily calculate target compensation based on workers performance,
which can be a valuable retention and progression tool for the organization.
PeopleSoft eCompensation 9.1 improves the efficiency and accuracy of the
compensation process for managers by providing easy online access to update their
global workforce’s compensation.
The following enhancements and new transactions are planned for delivery in release
9.1:
• Streamlined Administration of Compensation Cycles.
• Utilization of Common Functionality:
o Group Build
o Tree Manager
o Configurable Matrix
o Approval Workflow Engine (AWE)
o Delegation of Authority
• Automated Rounding and Proration Rules for compensation plan funding.
• Automated updates to Job and Variable Compensation for approved changes
• Integration with PeopleSoft ePerformance.
• Integration with Variable Compensation for the allocation of cash, stock, or
other types of bonus payments.

• Manager alerts page providing notification of critical activities.

• Decision support through embedded metrics.
• Manager view of current and historical compensation data.
eCompensation Administrator Process Monitor
Compensation Plan Funding Calculations

Compensation cycle salary plan funding is calculated by entering a fixed minimum,
target, & maximum percentage or by defining a configurable matrix to look up these
values based on specific employee data.
Variable Compensation plan funding can either use the existing calculations and
funding rules or manually enter the funding allocation directly from eCompensation.
Proration and rounding rules are enforced to ensure the allocation funding balances
are manageable and easy to use. Currency conversion is supported to ensure that your
eCompensation data is relevant and easy to use for all global Manager Self-Service
Users.

Configurable Matrix Definition

Application messages are triggered when these limits are not met. The manager has
the opportunity to change the proposal data or continue with submission processing.
eCompensation Integration
eCompensation provides an integrated compensation solution including the allocation
of bonus, equity, and non-cash bonuses, in addition to modification of base pay.
Variable Compensation plans and their payout periods are fully supported in
eCompensation with the flexibility to have the funding calculations determined by the
existing process or by manually entering the data into eCompensation directly.
Once the manager recommendations have been submitted and approved,
eCompensation loads this data into job and Variable Compensation tables for a
seamless data exchange between enterprise applications.
In addition, the most current performance data is available to the manager to make
educated decisions on their compensation recommendations.
Manager Self-Service Compensation Planning and Allocation

Organizations are continuing to empower their managers with talent management and
specifically compensation planning and processing to effectively and equitably manage
global compensation. PeopleSoft eCompensation enables managers to view budgets
and manage the allocation of multiple pay components. Because PeopleSoft
compensation solutions are global, managers can view in multiple currencies and
languages to accommodate the global compensation process in one single tool.

eCompensation Manager Alerts

Manager Self-Service showing multiple plans with direct & indirect reports

Transactional Metrics
Compensation metrics provide managers with a graphical depiction of the underlying
compensation data for their group as well as historical salary and variable
compensation information. These metrics provide managers with the critical
information needed to make informed compensation change recommendations for
their employees and help ensure a more efficient, equitable process.
Managers will be able to personalize their eCompensation desktop by configuring,
previewing, and selecting the compensation chart pagelet format in which they prefer
to view compensation data.
Manager Self-Service page: Delivered Transactional Metrics

Delegation of Authority
eCompensation enables Manager Self-Service users to authorize others to perform
managerial tasks on their behalf by delegating authority to initiate or approve
transactions. Leveraging the Approvals Workflow Engine, users will be able to manage
the creation, acceptance, rejection, and deletion of delegation requests.
Administrators will be able to use the delegation setup center to access the
components necessary to configure the delegation.
Users will be able to delegate authority to:
• A direct or indirect report in their reporting hierarchy.
• A manager or another superior in the reporting hierarchy.
• A peer within either the same division or a different division within the reporting
hierarchy.
The delegation solution will enable managers to authorize a proxy to work on their
behalf for a designed or undefined period of time and a specified group of transactions.

Service Delivery Applications – Self-Service,

Help Desk, & HR Portal
Oracle’s PeopleSoft Workforce Service Delivery solutions can help cut HR
administrative costs, increase employee satisfaction, and boost workforce productivity
through a single sign-on interface for all HCM transactions, HR-specific help desk
technology, and a multitude of self-service HR functions. Self-service, HR help desk,
portal, single sign-on, and workflow technologies give employees and managers
control over processes, eliminate inefficiencies, and save all parties valuable time.
Employee and Manager Self-Service

Employee and manager self-service has proven to be one of the greatest time savers
for HR over the years, and continues to improve with each release of PeopleSoft HCM.
Self-service has been shown to significantly reduce the cost of service delivery and
improve productivity for organizations.
In the PeopleSoft HCM 9.1 product release, our focus is on further enabling self-service
functionality in support of specific business processes. These enhancements enable our
customers to increase efficiency, streamline their processes, and put self-service tools
in the hands of those who are best able to manage the required information.
Employee, manager, and candidate self-service enhancements have been made in the
following areas. Detailed explanations of these changes can be found by following the
provided links to the relevant sections in this document.
• Profile management
• Online job offers
• Goal alignment to business objectives
• Electronic sign-off on performance documents
• Career planning self-service for employees and managers
• eCompensation manager tools
• Payslips for new Global Payroll extensions
• Leave donations
• Extended leave management
These new capabilities will drive higher levels of employee engagement and improve
employee retention through the use of robust tools that will facilitate more effective
interactions between employees and their managers, as well as the HR support staff.

PeopleSoft Enterprise Portal 9.1 – Enabling

Employee 2.0
For today's employees, using Web 2.0 tools is a part of their daily routine. Workers are
tapping into instant messaging, chat rooms, blogs, and even virtual worlds. Until now,
these services have led employees to sites or applications outside their work
environment. With PeopleSoft Enterprise Portal 9.1, Oracle is introducing additional
tools to help enterprises add value to their business by bringing Web 2.0 within their
secure enterprise. Employee 2.0 enables employees to interact with each other using
Web 2.0 tools such as instant messaging, chat, blogs, wikis, social bookmarking,
newsfeeds, and virtual worlds. By using Web 2.0 tools with their HCM system,
organizations can keep employees productive, focused, and engaged.
The PeopleSoft Enterprise Portal 9.1 release continues Oracle’s strategy that began
with release 8.8: that of providing functionality beyond just a portal framework.
PeopleSoft Enterprise Portal offers a rich set of functional Web 2.0 features, which
distinguishes it from conventional framework portals. In addition to new framework
improvements and benefits accrued from PeopleTools 8.50, we have added functional
features to the PeopleSoft Enterprise Portal—especially in Collaborative Workspaces—
that will enable you to introduce Web 2.0 concepts and practices into your enterprise
with a resulting improvement in effectiveness, efficiency, and profitability.
A Complete Collaboration Footprint
Portal 9.1 Key Features Portal 9.0 Key Features
• Wikis • Discussion forum
• Blogs • Document management
• Tagging (Social Bookmarking) • Community Calendaring
• Feeds (ATOM) publishing • Action items
• Related Discussion service • Polling
• Related Tag service
• Related Links service
For more information, please see the Release Value Proposition for PeopleSoft
Enterprise Portal 9.1

PeopleSoft HelpDesk for Human Resources 9.1

HelpDesk for Human Resources provides a collaborative framework to maximize
productivity and lower costs by optimizing HR support operations through the full HR
life cycle (hire to retire). This solution was introduced in the 8.8 release, offering
unique value over other HelpDesk solutions in the market due to delivered integration
with PeopleSoft HR.
With the 9.1 HelpDesk for Human Resources release, new capabilities for Case
Management, Case Configuration, Knowledge Management, and Email Response
Management will be delivered improving agent productivity, enhancing application
configuration, and enabling HR organizations to provide more consistent service across
service delivery channels.
Enhancements include:
• Case Management improvements focused on increasing agent productivity and
contact center efficiency, and improved SLA adherence.
• Better PeopleSoft Multichannel Communications email response management
system (ERMS) integration with the Case Management processes including the
automatic creation of a case from an inbound email, enabling contact center
agents to manage all work regardless of channel in a common user interface.
• Knowledge Management enhancements including rich text knowledgebase
solution content, solution security, and searching of solution attachments
providing increased search accuracy and relevancy benefits for both self-service
and contact center agents, reducing your contact center costs.
• Case Category, Specialty Type, and Detail administration pages will be
redesigned and enhanced to make the task of creating and modifying far less
data-entry intensive.
Enterprise Customer Relationship Management (CRM) 9.1

PeopleSoft Workforce Communications 9.1

HR organizations are under growing pressure to produce better results at a time when
budget, personnel, and other critical resources are limited. Success in this
environment can be challenging and requires organizations to focus resources on the
most strategic initiatives—those that provide the greatest value to the organization
and align with organizational goals and objectives. PeopleSoft Workforce
Communications 9.1 is a comprehensive solution for planning and delivering HR
programs and surveys to the workforce and can help HR organizations address these
challenges.
Offered as part of the PeopleSoft Customer Relationship Management product suite,
PeopleSoft Workforce Communications complements and improves your organization’s
strategy by helping to reduce or contain workforce costs, engaging the workforce and
improving productivity through a better understanding of workforce needs.
Enterprise Customer Relationship Management (CRM) 9.1

Foundational Applications – Core HCM,

Global Extensions, & Workforce Management
Global workforce trends today require that organizations follow an effective Human
Capital Management road map to enable their HR systems to comply with local and
federal regulations, automate the use of systems to reduce administrative costs, and
attract, retain, and motivate top talent through effective talent management. Oracle’s
PeopleSoft Core HCM applications are a robust HR, Payroll, and Benefits system that
can be implemented quickly and cost-effectively, providing a strong foundation for
organizational growth, cost reduction and savings, and improved productivity and
performance. Core HCM capabilities combined with country-specific capabilities and
international data formats enable global operations and compliance while using a
single system of record for reporting, maintenance, and lower total cost of ownership
(TCO).
Oracle’s PeopleSoft workforce management solutions can help you forecast labor and
workload demand; define and assign schedules to meet business objectives; capture
time worked, absences, and other labor data; track adherence to schedules and
productivity; and adhere to labor laws and pay rules. Together, these activities are the
foundational elements necessary to achieve a strategic, efficient, HCM system.
Human Resources
PeopleSoft Enterprise Human Resources has a functional range and depth, which
includes processes that span the entire worker life cycle. It includes feature-rich,
global modules, comprehensive reporting, and extensive employee and manager self-
service.
In 9.1, we continue to expand the features to further enable and support our industry-
leading, integrated talent management solution.
PeopleSoft Enterprise Human Resources 9.1 is designed with the focus on global and
talent management integration requirements. Ultimately, it will enable organizations to
manage their entire worker population holistically by using one system of record,
regardless of worker classification or geography.
In addition to the new functionality described above for Profile Manager, Plan Careers,
and Plan Successions, PeopleSoft Enterprise Human Resources 9.1 delivers
enhancements in these areas:
• Military Rank Change
• Integration of Human Resources with Oracle Workforce Scheduling
• HR for China
• HR for the UK

Military Rank Change

In PeopleSoft Human Resources 9.0, we introduced Military Rank Processing to enable
military organizations to capture and report on rank-related information of its service
members. Customers can maintain the necessary level of information about a person’s
military background and skill area to identify, track, and move the most qualified
individuals for critical deployments and designated assignments.
We expand upon this functionality in PeopleSoft Human Resources 9.1 by providing
enhancements in the following areas:
• Increased functionality to support the Military Rank Change business process as
the service member progresses from being eligible for a rank change to the
actual execution and triggering of a processed rank change.
• Ability to add new rank change transactions or amend (correct) or cancel an
existing rank change transaction.
• Use of Approval Workflow Engine (AWE) Framework to notify reviewers and
approvers of rank change transactions.
• Ability to generate official single or multiple rank changes documents.
• Automatic update to service member’s Job Data to reflect the rank change.
• Use of templates to provide by default Military Rank Change details: If a
template is selected for use on the Military Rank Change component, then any
fields defined here will be entered automatically in the respective fields on the
Military Rank Change component.
Military rank change component

Integration of Human Resources with Oracle Workforce

Scheduling
Oracle Workforce Scheduling (OWS) offers organizations a comprehensive solution for
forecasting the demand for labor and scheduling the right people to the right activities
at the right time to meet customer service and cost objectives. OWS is a simple-to-use
system that can reduce overstaffing and understaffing, increase customer service, and
reduce payroll costs.
OWS can operate as a standalone system. It has data maintenance pages and data
structures for all the personnel information that it needs, such as employee name,
contract details, availability details, absences, and so on. The purpose of the
integration with Human Resources is to eliminate duplicate data entry and the need to
maintain multiple sources of worker data.
In Human Resources 9.1, using Web services as the integration technology, we publish
Personal, Job, Contract, and Profile information for an employee to OWS. Customers
can publish HR messages to OWS using batch functionality when multiple employee
events occur (for example, an employee has a change to person data and to job data).
Payroll
Oracle offers a number of payroll options to meet the various needs of our customers.
For organizations running payroll operations in North America only, we offer Payroll for
North America. For organizations with global operations, we offer Global Payroll Core
plus country-specific extensions. Finally, for organizations with outsourced payroll, we
offer a payroll interface from our core HCM system to the third-party payroll.
Payroll for North America

PeopleSoft Enterprise Payroll for North America combines an innovative approach to
payroll processing with a full-featured system designed to ensure that you’re always in
control, on time, and processing payrolls with maximum efficiency. Whatever the size
and diversity of your workforce, Enterprise Payroll for North America provides all the
tools you need to run an efficient payroll operation. You can calculate earnings, taxes,
and deductions, maintain balances, and report payroll data.
Contract Pay
The compensation models in Education (K-12, Community Colleges, and BA/MA/PhD
colleges and universities) as well as some segments in Public Sector organizations are
typically governed by individual contracts.
Employers in higher education often process payroll and benefits to level payment over
a payment term that may differ from the employee’s contract term. Payroll for North
America addresses this need with the Contract Pay feature.
In 9.1 we are delivering a more flexible Contract Pay solution with the K-12 and Higher
Education industries in mind.
Changes have been made to the Contract Pay Type page to allow for more flexible
Contract Pay Calculations. Customers will now be able to calculate Contract Pay using
actual earnings based on user-defined workdays, which is accomplished by selecting
the Calculation Method of Actual.

Define your contract pay type

Customers will have more flexible Annualization Options. They will have an
annualization calculation (for taxable gross and for imputed income calculations) for
Contract Pay employees who are paid over less than a 12-month period. The earnings
will be annualized over an annualized factor defined on the contract. The system will
pass the appropriate annualization factor selected for the payroll calculation process to
use.

Enter your employee contracts

We are delivering support for balloon payments at the end of the contract period.
Some K-12 organizations and colleges pay their contract pay employees as though
they were paid over 12 months, except that the summer pay is paid at the end of the
school year. A last payment date has been added to the Contract Pay page. Entering a
date on this page indicates that there should be a balloon payment calculated. All the
payments after the last payment date will be rolled up and paid on the last payment
date.
The New School Schedule Table enables you to set up a school schedule, which works
in conjunction with your holiday schedule to automatically reduce your workdays in
contract.

Define your school holiday schedule

Changes will be made in Job Data on the Contract Change Prorate Option page to allow
for more flexible calculations. Prorate Using Effective Date and Prorate Using Effective
Date Lump Sum Retro Payment are two additional Prorate Options that will be
delivered. They are used to support the new Actual calculation method. These options
determine how to prorate the retro earnings when a contract rate is changed.

Click the Contract Change Prorate Option link to define the prorate options
We will also provide a new Contract Payment Details page, which will give you a
complete overview of the Contract Pay calculation for your employees including
projected earnings as well as actual earnings.

Contract payment details will give you an overview of the contract pay calculation

A new Contract Pay Discrepancy report will also be delivered. This report will flag any
projected payments that are not equal to actual payments.
Contract Discrepancy Report determines projected payments not equal to actual

payments
Additional planned functionality and features will enable you to:
• Have back-to-back contracts within the same pay period.
o When the end of one contract’s payment period and the beginning of the
next contract’s payment period (for the same employee and same
employment record) occur in the same pay period, the new contract pay
process will allow payment for both contracts to be paid in the same
overlapping pay period.
• Specify funding source.
o Users will be able to define a contract regular funding source on the Job
Earnings Distribution page. They can define multiple funding sources
distributed based on percentage. For Paid-not-Earned or Earned-not-
Paid earnings type, the customer can use the same funding source as
Contract Regular defined on the Job Earnings Distribution page or they
can define a unique funding source on the Contract Pay page.
Field and Array Size Expansion

Compensation packages have become larger and more comprehensive with the
inclusion of stock options and fringe benefits, among other things. In HCM Release 9.1,
we will deliver the necessary modifications to the field and array sizes in Payroll for
North America to lift the burden of customers having to apply and maintain
customizations to keep up with the changing world. We will increase the size of our
monetary fields for various balance tables and reports. The current display is
$99,999,999.99 and we are increasing the selected tables to $99,999,999,999.99
(11.2).

We are also expanding fields on the Paysheet to allow for a trouble-free payroll
process by:
• Increasing the number of separate checks, which can now store up to 99
separate check numbers.
• Increasing the Paysheet Page Number field, which can now store up to 99,999
page numbers.
• Allowing up to 999 line numbers on a paysheet
Based on customer feedback, we are also increasing the array size in several
copybooks including:
• PSCEARRY
• PSCEFLSA
• PSCRFERY
• PSCTMERY
• PSPDEDLA
Paysheet Load Process (PSHUP)

The Paysheet Load process (also known as the PSHUP or Load to Paysheets process)
provides the integration from other PeopleSoft HRMS applications and third-party
sources into Payroll for North America. In Release 9.1, we continued to enhance this
process to provide more flexibility.
In release 9.1 you will be allowed to add your own translate values for Other Source
using Application Designer. This will be helpful if you have multiple third-party
integrations. You will be able to set up a two-digit alphanumeric code that starts with
O (for example, O1 or OA). This will allow each third-party integration to have a
unique source code. You will still be able to use the delivered OT source code if you
don’t want to take advantage of this new functionality.
In addition, we are adding Source Code to the paysheet tables. This will tag all
paysheet load transactions with the appropriate source (for example, AM, ER, OT). You
will be able to see the source code in the Paysheet as well as in Paycheck Data. This
will enable you to see what product or application the data came from. Furthermore,
populating this field will also give you a better auditing and reporting capability.

New source code field has been added to the Paysheet and Paycheck Data
We are enabling customers to load the data into the PSHUP_TXN table using
Component Interface for the source type 0% (Other Source).
Customers will be able to delete or inactivate a record online. In prior releases, users
found that removing a record from the PSHUP_TXN table was a challenge. With this
release, we will provide a new Update Paysheet Transactions page, which means that
you no longer have to use SQL to update the record.
Change the transaction status to inactive to prevent the transaction from loading to
Paysheets
Additional changes include:
• Ability to load garnishment one time overrides.
• Additional validations for the Load Paysheet Transactions process. These
include validations on the run control page during entry as well as in the Rapid
Paysheet load process.

• Addition of the field CHECK_DT for your manual checks. In prior releases, we
used CREATION_DT. This will eliminate the need for customers to manually
change the date on the paysheets.
• Ability to specify shift overrides for incoming paysheet transactions using values
entered on the field ADDL_PAY_SHIFT.
• Deduction overrides allowed for 0% (Other Source) transactions for limited
cases. In general, these overrides can be specified for separate checks and off-
cycle transactions.
• Ability to load negative earnings using the Paysheet Transaction process.
Configurable Retroactive Pay

In HCM Release 9.1, we are enhancing the Retroactive Pay (Retro Pay) system to
provide more functionality, flexibility, and control for our customers. 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 first step in the Retro process is to define what fields will trigger a Retro Request,
providing users total control over what triggers a Retro Request and eliminating
unwanted retro requests.
Define your retro trigger values

The next step in retro processing is to look at your retro request. We have provided
you with a new Retro Pay Request and Trigger Summary page to view the details. The
Retro Pay Request and Trigger Summary will show you the details along with a
complete history of all transactions. This page will show who initiated it, what
happened, when it happened, and why.

Review your employee’s retro pay and trigger request

The Retro Pay Calculation page will be modified to address the Retro on Retro
requirements. An example of Retro on Retro is those employees who get retro
calculations on checks where retro calculations have already been calculated for the
same period. With the new design, the original values will always be the values in the
original paycheck. If you had a prior retro request paid for this same period of time,
we will give you this information in the Prior Retro Paid section of the page, along with
a link that will take you to the prior paid retro request. We use the Retro Pay Process
Flag to determine whether we should include a prior retro request in the current
calculation. This will ensure that no overpayment is made.

Review your employee’s Retro Pay Calculation results

Customers will have added control in the Paycheck Data page. We have enabled you to
see the Retro Pay Sequence number in Paycheck Data for all retro payments, and
provided a link back to the Retro Pay Calculation Results Page for that retro payment.

New Retro Pay Sequence Number is displayed on Paycheck Data

• Creation of a Retro Pay Message report that will provide a record of the original
messages that you received. We will also modify the Retro Pay Message table
to work the same way as the Pay Calc Message table so that the pay message
will always be cleared and lingering Retro Pay messages will be eliminated.
• Modification of the Retro process to ensure accurate retro calculations (that is,
Load Retro Pay to Paysheet, unchecking OK to Pay on the paysheets, Unsheet,
Calc, Confirm, Unconfirm, Reversals/Adjustments).
• Expansion of the field size for the Retro Pay Sequence, which will reduce the
risk of reusing Retro Pay Sequence numbers.
• Engagement of the Component Interface technology to create the retro
requests.
• Modified reports and the report selection criteria for better usability.
• Enhanced user experience.

Multiyear Encumbrances
In HCM Commitment Accounting, encumbrances are used to earmark dollars that will
be used to pay employer-related salaries and fringe charges. Encumbrance processing
currently generates salary and fringe encumbrances on a fiscal year basis. A useful
feature of the Commitment Accounting business process is that you can post your
encumbrance data from Payroll for North America to PeopleSoft Enterprise Financials,
ensuring that the two systems are synchronized.
In HCM 9.1, we plan to enhance the system to allow funding sources that are not
aligned with their fiscal year timeframes. The user will now be able to have
encumbrances created for the entire length of a funding source, even when that time
frame extends into the subsequent fiscal years. This new process was designed to
integrate with the new Real-Time Budget Checking functionality as well as with the
PeopleSoft Financials Commitment Control Ledger. The existing fiscal year
encumbrance functionality will continue to be available.
To support this task, we are adding Funding Source information throughout the
system. A new Funding Source Information page will be provided, allowing you to set
up a funding end date for each GL Combination Code. This allows pre-encumbrance
and encumbrance calculations to use funding end date regardless of fiscal year end
date.
Key in the funding date for each GL Combination Code

Additionally, we will provide a link on the GL Combination Code page that will enable
you to view the funding source information that you have defined for that code.
Click the funding source information link to take you to the Funding Source Information
page
To provide even more flexibility, multiyear encumbrances will be supported at all
budget levels. For ease of use, we will enable you to specify a default funding date
from the Funding Source table or you can override the funding end date at the
Department Budget level.
Select the Funding End Date Defaults from Funding Source check box to specify the
default funding end date from the Funding Source Information page

We will also enable you to override the funding date in the Encumbrance Definition
page at the employee level.
You can override the funding date by entering a new funding end date
We will also enable you to override the funding date on the Department Budget pages
by Appointment (employee) level.
You can override the funding date by entering a new funding end date

We are also adding two new pages for better Encumbrance Fringe processing. The new
Encumbrance Salary Range Code page will enable you to set up the minimum and
maximum salary along with the encumbrance percent, amount, or both.
Create a Salary Range code and add the minimum and maximum salary along with the
encumbrance amount
The default Salary Range Code can be specified for the overall salary matrix as well as
the individual company, paygroup, and employee (Classification, Type, and Full/Part
Time).
Attach the Salary Range Code to the Fringe Matrix Code

The Encumbrance Definition page will enable you to specify a Fringe Matrix Code for
any (or all) combination codes at the employee level. You can indicate the Fringe
Matrix code or elect to enter the percent for Tax Distribution as well as Deduction
Distribution encumbrances.
Attach the Fringe Matrix Code to the Encumbrance Definitions

• The ability to reverse all multiyear encumbrances created by the Fiscal Year-
End Process. This process will mark the multiyear encumbrances in HCM as
reversed, but will not delete them, providing you with an audit trail.
• Modification of reports to support this new feature.
Real Time Budget Checking

Organizations in the public services area are often challenged with operating within
pre-established budgetary funding levels from public agencies. Public institutions such
as higher education organizations must recognize the estimated cost of new positions,
the salary offerings to new employees, and changes in salaries for employees on an
ongoing basis, in real time.
The newly designed Real Time Budget Checking will provide the customer with an
updated snapshot of their budget and encumbrances at any given time. The major
advantage of real-time funds checking is to prevent overdrafts on accounts from
occurring by accurately editing transactions before they are entered into the general
ledger. Another benefit of real-time funds checking is to provide departments with
immediate feedback on the effects of funding changes to the balance of grants and
other accounts. This will eliminate the need for adjustment entries to handle account
overdrafts that will have to be processed after the data has been sent to the general
ledger.

We will enable you to enforce Real Time Budget checking on the Installation table if it
is appropriate for your organization.
Select the Real Time Budget features required for your organization
Selecting Comm Control Budget Processor enables you to integrate HCM with
Financials for Real-Time Budget Checking.
Selecting Enforce Real Time Budget Check will ensure that budget-checking passes
before all critical position data and job data transactions are saved. The critical
transactions are defined as follows:
Position Data
• Creation of a new position
• Position change from Inactive to Active
• Change in Position Pre-encumbrance Indicator from None to Immediate or
Requisition to Immediate
• Increase in headcount for a position
Job Data
• New hire
• Rehire: new effective-dated row and an Action code = rehire
• Add employment instance

Real-Time Budget Checking is also configurable based on options selected on the

Department table. You can:
• Have the system automatically perform a budget check when you save a
transaction but not display a pop-up window.
• Have the system display a pop-up window when you save a critical change or
all position-related or job-related changes.
o If Y is selected, then a message will be sent to Financials with all the
necessary data for Real-time Budget Checking.
o If N is selected, then Real-time Budget Checking can be bypassed.
Do you want to perform a budget check now? Y/N
If the customer decides to perform an online budget check, a message will be sent to
Financials with all the necessary data for Real-Time Budget Checking. If a pre-
encumbrance existed and the budget check passed, then the pre-encumbrance
amount will be adjusted and an encumbrance created. If no pre-encumbrance amount
existed and the budget check passed, an encumbrance will be created. If the budget
check failed, then an error message will be provided by Financials to assist the
customer in addressing the budget error.
To accommodate the calculation of Real-Time Budget Pre-Encumbrance and
Encumbrance calculations, we are adding a control table, Encum Process Ctl, which will
be used to determine the fiscal year to use for Real-Time Budget Checking.
Update the Encumbrance Process Control with the fiscal year for real-time budget
checking

The encumbrance calculation start date will be based on the last pay confirm date plus
one day. For employees in multiple paygroups, the earliest pay confirm date plus one
day will be used based on all company and pay groups to which the employee belongs.
Here are some examples of how a position request would create a pre-encumbrance
against accounts defined at the position page:
• The amount to pre-encumber will be based on either the prorated portion of the
year or life of the position (in the case of grants)
• Changing the position such that it would have different budget impact would
require re-budget checking to correct pre-encumbrance
• Inactivating position data or changing encumbrance behavior would require the
position to be resubmitted for budget checking
Once the position is filled with a new hire, an encumbrance is created.
Changes to the Budget Actuals page and new Budget Status pages will enable the end
user to access the budget check data and review the budget check results. These
pages are as follows:
• Budget Status by Job
• Budget Status by Position
• Budget Status by document ID
• Review Budget Actuals
In addition to the online pages, we will also provide new reports to support the Real
Time Budget Checking process.
Integration with Payroll for North America

Payroll systems are never standalone. A need always exists for systems to supply data
to the payroll process or receive payroll results. In Payroll for North America 9.1, we
will deliver features that improve integration with Payroll for North America and other
systems.

Project ChartField Integration with Financials and Time and Labor

Payroll expenses represent one of the largest operating costs within an organization.
Companies are constantly seeking ways to more accurately and efficiently post payroll
information to the general ledger.
In PeopleSoft Enterprise Release 8.9, we introduced the standard ChartField
configuration, which enabled the consistent use of ChartFields between General Ledger
and Payroll for North America. It allowed for the synchronization of ChartField
configuration between the two PeopleSoft applications, thereby providing the
information necessary for more detailed reporting of labor costs.
In release 9.1, we are enhancing this process. Payroll for North America will provide
greater synchronization and integration between Payroll for North America, Financials,
and Time and Labor with full Project ChartField Integration. To achieve this, we
expanded the integrations to include the following ChartFields:
• Project Business Unit (BUSINESS_UNIT_PC)
• Activity (ACTIVITY_ID)
• Source Type (RESOURCE_TYPE)
• Category (RESOURCE_CATEGORY)
• Subcategory (RESOURCE_SUB_CAT)
Five new ChartFields have been added to the standard ChartField configuration

All ChartFields that can be used on the standard ChartField configuration are
subscribed to individually from the Financials database, and are available for both
Commitment and NonCommitment Accounting. The supported ChartFields in this
release are Account, Alternate Account, Operating Unit, Fund Code, Department,
Program Code, Class Field, Budget Reference, Product, Project, User ChartField 1, User
ChartField 2, User ChartField 3, Project Business Unit, Activity, Source Type, Category,
Subcategory, Affiliate, Fund Affiliate, and Operating Unit Affiliate.
The key advantage of adding the five additional Project ChartFields to Payroll for North
America is that it will report any adjustments and allow the data to flow back from
Project Costing to Time and Labor and General Ledger.
Business process flow with Project Costing and NonCommitment Accounting

Business process flow with T&L and Project Costing Integration
Business process flow with Project Costing and Commitment Accounting

Global Payroll Core

Making timely payments to your workforce while lowering your total cost of ownership
is a business goal that your organization can achieve with Oracle’s PeopleSoft
Enterprise Global Payroll Core. Global Payroll Core is being enhanced in release 9.1 to
improve the efficiency of its processes and to maximize the user experience. The
following paragraphs describe the new features included for Global Payroll Core for
release 9.1.
Templates
The Positive Input Templates setup is being enhanced to fully support all of the
functions of the basic positive input interface. In release 9.1, we will enable you to
configure simplified interfaces for more efficient and need-based entry of positive input
by incorporating all the common Positive Input functionality. Configuration will be
enabled in a user-supportive manner with the flexibility necessary to cover a wider
range of use cases.
The template creation feature will now offer:
• Single template support for multiple countries for shared elements (salary
plans).
• Template support for elements that contain three components; rate * unit *
percent.
• Template support for entry of fixed amount to elements that have other
calculation rules, such as units * rate.
• Template support for fixed currency. The configuration allows for preventing or
enabling the override to currency code from data entry component when the
template specifies currency.
• Template support for overriding business unit.
Stop Earnings and Deductions Through the Batch Process

In Global Payroll Core, we are also adding the ability to stop earnings and deductions
through the batch process update of the end date. The purpose of this new feature is
to enable the user to update the end date of an individual Earning and Deduction
assignment using Global Payroll rules and stopping an earning or deduction from being
active in the system.
With this enhancement, the system will provide the following new functionality:
• New fields on the Earnings Deductions assignment record that need to be
defined if the assignment is eligible to be changed and to track changes in end
date value as they occur.
• New system elements that the user can enter to specify whether the end date
needs to be set or unset.
• New batch processing code to recognize and respond to the instructions
contained in the Earnings and Deductions assignment definition and new
system element values.

In addition, a report detailing changes in end date value made during a Calendar run
will help the user keep track of what earnings and deductions assignment changes
have been made during the batch process. This report will be invoked through the
Query Manager just like other Global Payroll reports.
Temporary Tables
The process of maintaining Global Payroll Core Temporary Tables through the GP Core
process and then cleaning up the temporary tables is being enhanced. The purpose of
this enhancement is to enable the customers to have the temporary tables available
through the payroll process for proper sizing of the temporary tables to improve
performance and for troubleshooting if an issue occurs. The temporary tables will be
cleaned up prior to the next payroll process.

Global Extensions for HR and Payroll

The Global Payroll core application provides the flexibility to create country extensions
that are isolated from the core engine. We can bring the country extensions quickly to
market because of the independence of each country extension and our ship-when-
complete release strategy. Each country extension consists of statutory and customary
rules, such as payroll and absence rules, including earnings, deductions, absence
entitlements, and absence takes. Additionally, to best support our customers, we often
create country-specific features within our Human Resources product. These features
work in collaboration with our Global Payroll and Global Payroll country extension
products to form a cohesive and robust payroll solution that enables local compliance.
In PeopleSoft Enterprise HCM 9.1, we plan to deliver new or enhanced extensions for
the following countries:
• HR for China
• HR for United Kingdom
• Global Payroll for Argentina
• Global Payroll for China
• Global Payroll for France
• Global Payroll for Thailand
Human Resources for China

PeopleSoft Enterprise Human Resources 9.1 will deliver enhancements in these areas:
• Track Hukou Type and Location, and Working Life
• Update National ID feature
Update to Personal Data

Due to the requirements associated with Global Payroll for China, HR is required to
make updates to the regional information used for HR processes in China. These
include the tracking of Hukou Type and Location, and Working Life. These features are
being added to the Regional information on Personal Information. New sections for
Ethnic Group and National ID are being created in SmartHire to make these fields
available for inclusion in a hiring template.

Personal information - regional subpage for China
National ID
Updates are being made to the National ID formatting options for China to support the
ability to track the Old National Identification Number as well as the Pass Information.
Personal information - National ID

Human Resources for United Kingdom

PeopleSoft Enterprise Human Resources 9.1 delivers enhancements in these areas:
• Maternity Leave
o Keep in touch (KIT) days
o Change in start days
Maternity Leave: Keep in Touch (KIT) days

In the UK, new legislation has come into effect regarding maternity leave. Employees
can return to work during maternity leave to keep in touch with the workplace without
revoking their leave status. Previously, if an employee came back to the workplace
while on maternity leave, that employee would revoke her rights to continuing her
maternity benefits. We are delivering new functionality to support this legislation
allowing users to enter KIT days. Error messages will be displayed for KIT days
entered within two weeks of the child’s birth and only 10 KIT days may be taken.
Maintain maternity leave
Maternity leave - Keep in Touch Days
Maternity Leave: Change in Start Days

Prior to April 1, 2007, maternity leave could not start on any day except Sunday.
However, with the updates in the UK maternity leave policies, maternity leave can now
start on any day of the week.

Global Payroll for Argentina

is a business goal your organization can achieve with Oracle’s PeopleSoft Enterprise
Global Payroll for Argentina 9.1. You have complete control over all aspects of your
payroll operation, including statutory payroll and reporting requirements.
Human Resources for Argentina

Dependent's Management enables users to track specific data for dependents required
to pay benefits and deductions such as family allowance, school allowance, income tax,
and Social Security.
Foundation tables such as Department and Location allow for tracking the cost center
at Department level, and family allowance rate according to a geographical zone.
Company Table allows entering an organization’s Unique Code for taxpaying
identification, assigned by the AFIP (Administración Federal de Ingresos Públicos).
Other information such as DGI (Dirección General Impositiva) office number,
company’s main activity used in the Form 649 report, can also be tracked in Company
Table, as well as the final page number from the last run of the Legal Book report.
Additional information enables users to manage Social Security Plan Data, Health
Provider Plan, SIJP data (Sistema Integrado de Jubilaciones y Pensiones - Integrated
System for Retirement and Pensions), and Early Registration Code Information (CAT –
Clave de Alta Temprana).
Flexible Earnings and Deductions

Your organization’s unique payroll management requirements demand the ability to
configure a payroll solution without losing the benefits of a standard, supported
package. PeopleSoft Enterprise Global Payroll for Argentina provides a unique, data-
driven approach that enables you to define and manage your diverse payroll
requirements that reflect your business policies. Earnings and deductions are defined
as calculation rules with flexibility for total control over both their content and
processing.
Income Tax and Social Security

Global Payroll for Argentina 9.1 comes with all of the elements required to correctly
calculate personal income tax.
Global Payroll for Argentina provides payroll rules and elements to support the
following tax calculation features:
• Tax calculations during monthly payroll periods
• Income Tax for Terminations
• Annual Adjustment Taxes
Garnishments
Garnishment Management tracks statutory information about employees who have
received a court order. The system also enables users to track and update
garnishment balances according to payroll calculation.

Assign garnishments
Comprehensive Absence Management

Global Payroll for Argentina is designed for organizations to plan and manage absence
events within a single, customizable rules-based application. Combining self-service
capabilities, Global Payroll for Argentina enables our customers to track and pay
absence types such as Accident Labor Risk, Accident charged to Employer, Sickness
Leave, Study Leave, Close Relative Death Leave, Sibling Death Leave, Maternity
Leave, Marriage Leave, Birth Leave, Vacations, and Leave without Payment.
Managers can approve or deny employee self-service absence requests. Employees,
managers, and payroll administrators can also view leave balances and statuses
depending on security.
13th Salary (SAC - Sueldo Anual Complementario)

Global Payroll for Argentina provides for the management of complementary annual
salary paid in two installments including its adjustment. The first installment is done in
June and the second one on December. Once the SAC is calculated, it will be adjusted
if any changes were made in the absences days during the period of time or a Pay
Rate Change was made.
Final Payment – Termination Processing

Global Payroll for Argentina includes legal elements required for a termination (Prior
Notification salary, Compensation for Seniority 245 and 247). Thus, our system will
calculate termination payments in accordance with legislation and your own business
practices. Termination payments consist of severance payments, pay in lieu of notice,
and outstanding leave balances. Severance tax calculation rules are taken into account
when termination payments are calculated.

Gross Up Calculations
Gross up calculations will provide the flexibility to find the grossed salary for a given
net.
ePay
ePay complements Global Payroll by enabling employees to view their payslips online
and easily manage their net pay distribution to their own bank accounts.
Payment Distribution
Users will be able to manage all facets of pay distribution and have monies drawn from
specific source accounts and distributed to employee or recipient accounts.
EFT - Electronic File Transfer

Global Payroll for Argentina provides layouts for electronic file transfer for Banco de la
Nación Argentina and Galicia's Bank Layouts.
Payroll Reports
Global Payroll for Argentina provides a comprehensive set of standard reports,
including:
• SIJP - Sistema Integrado de Jubilaciones y Pensiones. Displays information that
should be transferred to the Integrated System of Retirement and Pensions.
• SICORE (Retentions Control System) - Layout used to inform the government
of the taxation for the corresponding month. Displays information related to
earnings and withholdings that should be transferred to the SICORE.
• Form 649 - Displays income tax retentions and deductions for annual
withholding taxes at the time an employee is terminated.
• Legal Book - Report used to inform payroll data, dependents, and employee’s
earnings and deductions.
Oracle also offers a broad range of flexible reporting tools to create and customize
your own reports.

Form 649 Report
Global Payroll for China

is a business goal your organization can achieve with Oracle’s PeopleSoft Enterprise
Global Payroll for China. You have complete control over all aspects of your payroll
operation, including statutory payroll and reporting requirements.
Flexible Earnings and Deductions

Your organization’s unique payroll management requirements demand the ability to
configure a payroll solution without losing the benefits of a standard, supported
package. PeopleSoft Enterprise Global Payroll for China provides a unique, data-driven
approach that enables you to define and manage your diverse payroll requirements
that reflect your business policies. Earnings and deductions are defined as calculation
rules with flexibility for total control over both their content and processing.
Public Housing Fund and Social Insurance

Process Public Housing Fund and Social Insurance deductions in accordance with
Beijing, Shanghai, Tianjin, and Shenzhen Tax Region requirements. You can also
configure these deductions for other provinces of China. With PeopleSoft Enterprise
Global Payroll for China, you can manage statutory employee and employer Public
Housing Fund deductions as well as voluntary employee Public Housing Fund
deductions. You can also calculate and deduct Social Insurance contributions for Basic
Pension Insurance, Basic Medical Insurance, Large Amount Medical Insurance,
Supplementary Medical Insurance, Unemployment Insurance, Work-related Injury
Insurance, and Maternity Insurance.
Global Payroll for China streamlines your Public Housing Fund and Social Insurance
reporting by providing preconfigured reports:

• Monthly Employee and Employer Contribution Report.

• Requisition/Loss of Eligibility Report.
• Annual Report for declaring Employee and Employer Contribution Bases.
Public housing fund and social insurance
End-to-End Tax Administration

Reduce the time required to manage tax administration. PeopleSoft Enterprise Global
Payroll for China supplies complete and up-to-date tax rates supporting Normal Tax,
Annual Bonus Tax, and Severance Tax for the Beijing, Shanghai, Tianjin, and
Shenzhen Tax Regions. You can configure other provinces per your need. The
preconfigured taxation rules support the taxation of both regular employees and
interns. Oracle delivers timely updates to keep you in sync with new rates or
regulations.
Calculate tax on normal income, 13th month payments, bonus payments, and
severance payments taking donations and tax discounts for disabled employees into
account. Complete all tax calculations associated with leave and other payments upon
termination of employment. PeopleSoft Enterprise Global Payroll for China also
includes Cater for Tax when Paid and Tax when Earned scenarios.

Detailed Tax Reporting

Get complete control of your tax reporting:
• The Individual Income Tax Withholding Report was designed in accordance with
Article 9 of the Individual Income Tax Law of the People’s Republic of China.
Generate separate copies for local employees, expatriates, and interns.
• Use the Employee Income Payment Detail Report as a supplement to the
Individual Income Tax Withholding Report.
Termination Processing
Calculate termination payments in accordance with legislation and your own business
practices. Termination payments consist of severance payments, pay in lieu of notice,
and outstanding leave balances. Severance tax calculation rules are taken into account
when termination payments are calculated.
Retroactivity Processing
Recalculate previous pay runs and forward the differences between the new and the
old pay run to the current period. Tax can be calculated based on Tax when Earned
and Tax when Paid scenarios.
Comprehensive Leave Management

Global Payroll for China comes configured with paid and unpaid vacation leave. You
can configure any number of additional leave types.
When configuring and managing leave, you can:
• Enter, maintain, and review an employee’s current, historic, or future leave.
• Specify detailed information for specific absence types such as maternity leave
and compensatory time off.
• Specify how leave is accrued and awarded, including pro rata, unused leave,
carryover, or leave pools.
• Account for how absence is taken, including cascading leave or usage limits.
• Manage how leave is paid and manage leave bonus, negative leave balances,
and retroactive changes and payouts on termination or in advance.
• Enable employees to model and forecast leave based on what the entitlement
would be at that time
Leave Self-Service
Approve or deny employee self-service leave requests. Employees, managers, and
payroll administrators can also view leave balances and statuses depending on
security.
ePay
Complement Global Payroll with PeopleSoft Enterprise ePay. Employees can view their
payslips online and can easily manage their net pay distribution to their own bank
accounts.

GP China payslip
Payment Distribution
Manage all facets of pay distribution and have monies drawn from specific source
accounts and distributed to employee or recipient accounts.
Payroll Reports
Global Payroll for China provides a comprehensive set of standard reports, including:
• Payroll Register
• Pay Component Register
• Error Message Report
• Summary Register
• Absence Results Register
Oracle also offers a broad range of flexible reporting tools to create and customize
your own reports.

Global Payroll for France

Application Framework
The Application Framework brings substantial productivity gains for customers while
processing DADS-U and DUCS, as well as aiding organizations in compliance with
complex and changing regulations.
The Application Framework is a new set of menus designed to process DADS-U and
DUCS social declarations with greater flexibility and improved performance. In
particular, it offers the following capabilities:
• For each piece of information to be produced, you can selectively adopt the
standard content delivered by Oracle, or replace it with its own content,
according to your business needs.
• You can associate all kinds of payroll elements, not only accumulators, with the
records receiving amounts.
• You can select the desired companies, establishments, and pay groups to define
Extractions IDs to be used for data extraction and file creation.
• You can check the data and make updates, if needed, which will be stored in
the extraction table after the data extraction and before the final file
generation.
• You also can import data from other sources and enter data that is not
managed in HRMS through flexible parameters.
• You can launch the extraction on a limited sample of employees or data to
validate the setup before real production.
Application framework setup transaction example

Application framework data check and update transaction
Global Payroll for Thailand

is a business goal that your organization can achieve with Oracle’s PeopleSoft
Enterprise Global Payroll for Thailand. You have complete control over all aspects of
your payroll operation, including statutory payroll and reporting requirements.
Defining Earnings and Deductions

Global Payroll for Thailand 9.1 supports several different types of earnings and
deductions to meet common processing requirements. This includes earnings for basic
salary, as well as overtime, car allowances, termination earnings, bonus, and some
template earnings elements for nontaxable incomes. Global Payroll for Thailand also
delivers many common deduction elements, such as those for social security
contribution, provident fund contribution, leave without pay, and personal income tax.
Tax Calculation Processing

Global Payroll for Thailand comes with all of the elements required to correctly
calculate personal income tax, and it delivers payroll rules and elements to support the
following tax calculation features:
• Multiple tax calculation types are supported, including:
o Gross up One Cycle (GUPO)
o Gross up All Cycle (GUPA)

o Withholding (WHT)
• Tax calculation methods are supported, including:
o The Calculation in Advance Method (CAM)
o The Accumulative Calculation Method (ACM)
• Tax calculation processing for 401/402 income type.
• Three period types for tax calculations and payroll runs are supported,
including:
o Weekly
o Semimonthly
o Monthly
• Segmentation and Proration processing
• Normal Cycle and Off-Cycle Processing
• Retroactive Processing
• Tax Calculation Log
• Multicurrency Functionality
Termination Tax Processing

• Supports three tax calculation types (Withholding Tax, Gross Up One Cycle,
Gross Up All Cycles). The customer can specify calculation sequence.
• Termination Tax Log.
Tax Allowances
Global Payroll for Thailand provides self-service and HR pages to set up and maintain
tax allowances for tax calculation, including:
• Expense allowances.
• Personal and spouse allowances.
• Child, child education, parent, and parent health insurance allowances.
• Personal and spouse life insurance allowances.
• Provident fund, mutual fund, long-term equity, and social security fund
allowances.
• Mortgage interest allowances.
• Donation, education donation, and sport donation allowances.
• Tax exemptions for employees who are over 65 years old.

Tax allowance declaration

Provident Fund
Global Payroll for Thailand provides pages for the HR administrator to set up company
contribution information. It also provides HR and self-service pages to set up employee
provident fund. It supports multiple provident fund calculations and an option for
length of service (LOS) calculation.
Social Security Fund

Global Payroll for Thailand provides pages for the HR administrator to set up a Social
Security fund. The Social Security fund could be processed in monthly, semimonthly,
or weekly payroll runs. Social Security fund information could be used in workmen
compensation reports.
Payslips
PeopleSoft Enterprise Global Payroll for Thailand delivers a Thailand Payslips template.
Employees can view or print online Payslips through PeopleSoft ePay self-service pages.
Legal Reports
Global Payroll for Thailand delivers all legal reports (Thai and English versions) that the
Thailand Revenue Department and the Thailand Social Security Office require,
including:
• Income Tax Form 1 (Por Ngor Dor 1)
• Income Tax Form 1A (Por Ngor Dor 1A)
• Income Tax Form 1A Special (Por Ngor Dor 1A Spec)
• Certificate of Tax Deductions (50 Bis)
• Allowances Declaration Form (Lor Yor 01)
• Parent Allowance Declaration Form (Lor Yor 03)
• Personal Income Tax Form 91 (Por Ngor Dor 91)
• Attachment Personal Income Form 91 (due to termination)
• Personal Income Tax Return (Por Ngor Dor 90)
• Social Security Form 1-10
• Summary Report (SSO 1-10 Part I)
• Detail Report (SSO 1-10 Part II)
• Social Security Form 1-10/1
• Social Security Form 6-09 Employee Resignation
• Social Security Form 1-03/1 Employee Registration
• Workmen Compensation Report

Personal income tax Form 91
Data Media Files

In addition to the reports delivered with Global Payroll for Thailand, the system
provides a set of data media files to support your business requirements. The data
media files include:
• Data Media File ITF1
• Data Media File ITF1 via Internet
• Data Media File ITF1A
• Data Media File PIT91
• Data Media File SSO 1-10

Absence Management
Absence Management is designed for organizations to plan and manage absence
events within a single, customizable, rules-based application. Absence Management
9.1 offers several enhancements to simplify and optimize the absence tracking
processing for your organization:
• Integration with Oracle Workforce Scheduling
• Extended Leave Framework
• Leave Donations
• Time and Labor Timesheet integration with Approval Workflow Engine
Absence Management 9.1 users will have the ability to record start and end time that
will be sent to the Oracle Workforce Scheduling system through a delivered
integration.
Our new Extended Leave framework is designed to track information related to an
absence request via manual entry, electronic entry using attachments such as PDFs
and Word documents, or both. Extended Leave is integrated with the Approvals
Workflow Engine and with the new Attachment Framework, both of which are delivered
as common components within our HCM application.
Leave Donations functionality will enable you to automate the administration of your
Leave Donations programs. Using self-service, any participant in Leave Donations
plans can request leave, donate leave, and return unused leave, as well as stop their
participation in voluntary Leave Donations programs.
The following sections provide a more detailed overview of the enhancements to

Absence Management 9.1.
Integration with Oracle Workforce Scheduling

Our customers will improve workforce productivity through the integration of Absence
Management and Time and Labor with Oracle Workforce Scheduling. Start and End
Time will now be recorded in Absence Management and sent along with absence data
to Oracle Workforce Scheduling for analysis to produce the best possible schedule from
a very easy-to-use system. Optimized schedules will then be sent back for use in
PeopleSoft Time and Labor and Absence Management. .
See more information about Time and Labor and Workforce Scheduling integration in
the “Time and Labor” section of this RVP.
Extended Leave Framework

Extended Leave Framework will provide our customers with a very robust mechanism
to request, preauthorize, and check eligibility as well as approve and track all the data
related to extended absences. This feature will optimize the implementation to global
requirements such as FMLA in the United States, ESA in Canada, Education Leave in
Germany, and SSP/SMP in the UK, just to mention a few business scenarios.

Extended Leave Framework caters to employees and administrators via intuitive self-
service transactions designed to minimize the complexity associated with extended
absences. With the new attachment framework, customers can deploy documents in
compliant formats, provide access to frequently asked questions, and view HR and
extended absence policies. This new framework will empower end users with a one-
stop-shop for extended absence, freeing administrators and help desks from this task.
The flexible setup provides effective dating functionality allowing customers to respond
quickly to any changes in legislation or regulations.
An unlimited capability to track almost any kind of leave-related information is
provided with our new configurable sections. Every customer will be able to define the
amount of data to be tracked within their organizations. Our customers can set up
configurable sections to comply with legislative and regulatory requirements and in
addition define all their fields in their preferred format to track additional data to be
used later in reporting. Configurable sections eliminate the need for customizations
and make the upgrade process more efficient, reducing the total cost of ownership.
Request extended absence page

Extended absence template form
Leave Donations
Leave Donations improves the administration of your Leave Donations programs.
Leave Donations supports self-service, empowering employees to request donated
leave, to donate leave, and to return unused leave. The system also enables
employees to stop their participation in voluntary Leave Donations programs.
Administrators can perform the same tasks on behalf of employees. Leave Donations is
fully integrated with the PeopleSoft Approvals Workflow Engine; thus, you can define
any type of approval rule for self-service requests. Mass approvals are allowed for
administrators in order to simplify the administrator’s task, making the Leave
Donations process very efficient. The setup is configurable, you can define multiple
Leave Donations plans, and you can tailor the self-service request pages via Self-
Service configuration. Leave Donation plans support days and hours.

Leave program definition

Self-service – request to donate leave
Time and Labor Timesheet Integration with Approvals Workflow

Engine
For release 9.1, Time and Labor is adopting the robust Approval Workflow Engine
within the timesheet processing. Users will be able to set up Approval rules and use
them when reporting Absence in Timesheet. You will now be able to request absences
on the timesheet requiring multiple levels of approvals.
See more details on Time and Labor Integration with Approvals Workflow Engine in the
"Adoption of Approval Workflow Engine and HCM Delegation Framework” section.

Time and Labor

Labor is typically an organization’s largest expense and workforce management
applications are critical to an organization’s accounting and monitoring of their labor
expenditures. An organization should track and monitor absences and work schedule
adherence, as well as put in place approvals to control expenditures such as overtime
in order to impact the financial bottom line. In today’s economic environment, the
need to reduce labor costs while improving productivity, efficiency, and service levels
has never been more critical.
For release 9.1, the new features and integrations will improve usability and increase
workforce productivity.
Adoption of Approval Workflow Engine and HCM Delegation

Framework
Adoption of the PeopleSoft Approval Workflow Engine and HCM Delegation Framework
enables an organization to specify multiple levels of approvers, define specific approval
criteria, and delegate management tasks to other users with integrated worklist and
email notifications.
Adoption of the PeopleSoft Robust Approval Framework

Planned changes include:
• Delivery of eight Approval Process definitions to support common organizational
hierarchies such as Supervisor ID, Department Manager, and Position
Management, as well as multiple levels approval.
• Support to approve, deny, push back with integrated worklist and email
notifications for reported and payable time approvals.
• During the approval process, ability for approvers to add other approvers or
reviewers to the current or a later stage of the approval process.
• Ability for requesters and approvers to associate their comments with the
approval process.
By leveraging the Approval Workflow Engine, the system produces an Approval Status
Monitor to display the pending approver. The system automatically sends the approver
an email notification and generates a worklist item.
Approval status monitor

Adoption of the PeopleSoft Robust Delegation Framework

Changes include:
• Management of delegation requests and use of email and worklist notifications
to notify delegator and proxies.
• Downward delegation to a direct report or another person lower down in the
reporting hierarchy.
• Upward delegation to a manager or another person higher up in the reporting
hierarchy.
• Lateral delegation to a peer either within the same division or in a different
division within the reporting hierarchy.
If an active delegation exists, the Approval Workflow Engine and HCM Delegation
Framework work together to initiate the approval to the correct approver based on the
delegated authority.
Integration with Oracle Workforce Scheduling

Accurate labor forecasting and efficient workforce scheduling is critical to optimal
workforce performance. Organizations want to achieve a balance between the labor
budget and labor need in order to meet the demand. An organization needs to be
efficient with labor spend by not overstaffing or understaffing.
Oracle Workforce Scheduling can provide labor forecasting and schedule optimization
to help an organization determine where, when, and who they need to deploy to any
given shift, assignment, job, project, task, and so on, based on historical needs.
The PeopleSoft HCM Release 9.1 solution integrates data from PeopleSoft Human
Resources, Time and Labor, and Absence Management to Oracle Workforce Scheduling
to achieve optimal project tracking and absence tracking, as well as to manage and
monitor schedule assignments.
An employee will set up his or her schedule preference for the workweek. For each day
of the week, the employee will be able to enter his or her preferred shift or start and
end times. PeopleSoft Time and Labor will publish this information to Oracle Workforce
Scheduling as the employee’s preferred schedule.
For employee absences, PeopleSoft Absence Management will publish the absences as
well as the absence start time and end time to Oracle Workforce Scheduling to use in
schedule optimization.
PeopleSoft Time and Labor will publish to Oracle Workforce Scheduling the employee’s
reported punch time, which will be used to analyze the data.
With the information such as planned absences, employee’s schedule preference, and
reported punch time, Oracle Workforce Scheduling will produce an optimized schedule
for each employee. Oracle Workforce Scheduling will publish the optimized schedule
into PeopleSoft Time and Labor. The manager can view the schedule, and the schedule
information is used to populate an employee’s Timesheet. The schedule information is
also used for schedule resolution.

Enhanced Project Costing ChartFields

The enhanced ChartFields integration will include all Project Costing ChartFields.
Components for Project Costing business unit, project, activity, source type, category,
and subcategory from the Time and Labor menu group will appear under ChartField
Values.
Standard ChartField configuration

To improve usability and ensure consistency between Time and Labor and Payroll for
North America, PeopleSoft Time and Labor will now use the ChartField Validation
Search. By leveraging the ChartField Validation Search, customers will reduce the need
to employ the Upload ChartField Combinations process to load new ChartField
combinations into the Transaction Table from an external file.
Import/Export Rules and Rules Recompile

Time and Labor administrators will now be able to streamline their work by using this
new feature. You will be able to import and export rules between two disparate
systems, such as Test and Production. Using this feature will eliminate the need to
have rules reentered. We also will enable you to recompile rules after an import.

Provide Time Reporting Codes Filter to Enhance Mass Time

Reporting
Mass Time reporting is being enhanced to filter common time reporting codes
availability based on select groups of employees. This will prevent invalid Time
Reporting Code exception generation for reported time via Mass Time.

Pension Administration
While ensuring compliance with changing Federal requirements, Oracle’s PeopleSoft
Enterprise Pension Administration maintains its flexibility and its ability to help its
customers perform accurate and configurable retirement benefit calculations.
Beginning in 2008, the Pension Protection Act (PPA) of 2006 introduced new funding
requirements for single-employer-defined benefit pension plans. The PPA replaced the
30-year Treasury bond interest rate as the interest rate for calculating lump-sum
distributions from defined benefit plans. Plan sponsors must now calculate lump-sum
distributions using a three-segment interest rate yield curve, derived from the rates of
return on investment-grade corporate bonds of varying maturities. The interest rates
correspond to the length of time until the obligations are due to be paid. Actuarial
calculations adjust benefit amounts to an equivalent amount for a different
commencement date or for a different form of payment. The conversion is based on
specified assumptions about mortality, interest, and payment frequency. Together
these assumptions constitute an actuarial assumption set.
In PeopleSoft Enterprise Pension Administration 9.1, we are introducing segmented
interest rates to comply with the change in interest rate factors and enable users to
define these segmented rates and apply them in an Actuarial Assumption set.
Define calculations table

Calculation Rules > Actuarial Assumptions

Oracle Workforce Scheduling 5.0.4

Oracle Workforce Scheduling (OWS) provides a comprehensive solution to forecasting
the demand for labor and scheduling the right people to the right activities at the right
time to meet customer service and cost objectives. Controlling labor hours, and hence
cost, is one of the biggest problems facing labor-intensive industries. Oracle Workforce
Scheduling is a simple-to-use system that can reduce overstaffing and understaffing,
increase customer service, and reduce payroll costs. The powerful mathematic
optimization routines fully support 24/7 working and take into account factors such as
demand, employee preferences, skills, availability, labor laws, payroll budgets,
workplace rules, best practice, and seasonality.
OWS is currently targeted towards solving employee-scheduling problems
predominantly within the retail sector, but the underlying technology can be applied to
many other industries. OWS is a standalone system; however, Version 5.0.4 (released
coincident with PeopleSoft 9.1) will deliver bidirectional integration between OWS and
PeopleSoft HR, Time and Labor and Absence Management as described in the relevant
section of this document.
Schedule Display
Version 5.0.4 also includes Long Term Scheduling, allowing the optimization of
resources across a whole year. Long Term Scheduling applies the same sophisticated
optimization process as used in weekly scheduling to match employee weekly hours to
the weekly demand for the 52 or 53 complete weeks of a year. Long Term Scheduling
can be used to manage annualized hours contracts and facilitates compliance with
labor laws in some countries.

Long-Term Schedule
For more information, please visit the Oracle Workforce Scheduling page on
Oracle.com at www.oracle.com/applications/workforce-scheduling.html

Business Intelligence
Oracle Human Resources Analytics 7.9.6

Oracle Human Resources Analytics helps organizations improve overall workforce
performance and managerial effectiveness while reducing costs. With more than 300
metrics and 600 dimensional attributes, Oracle Human Resources Analytics provides
the workforce information foundation that integrates data from HR functional areas
and Finance. Oracle Human Resources Analytics also delivers 9 dashboards and over
200 reports in order to provide your human resources (HR) professionals and front-line
managers the best tools available to analyze workforce staffing and productivity, to
better design compensation that rewards performance, to better source high-quality
applicants, and to reduce employee retention and absence costs. Oracle Human
Resources Analytics is part of the Oracle Business Intelligence Application Suite and is
delivered with integrations to PeopleSoft HCM.
Employee performance dashboard

For more information, please visit the Oracle Human Resources Analytics page on
Oracle.com at http://www.oracle.com/appserver/business-intelligence/hr-
analytics.html

Enhancements That Are Common to Multiple

Applications
This section discusses new enhancements that are common to multiple applications.
Oracle continues to deliver enterprise-wide features and frameworks that enhance
your ownership experience and help you run your business more efficiently and
profitably. With the release of PeopleSoft Enterprise Portal 9.1, Oracle delivers:
• PeopleTools 8.50
• Application Integration Framework
• Approval Framework
• Desktop Integration
• Events and Warnings
• Upgrade Framework

PeopleTools 8.50 – Improving Productivity

The PeopleTools 8.50 release continues Oracle’s commitment to protect and extend
the value of your PeopleSoft investment, provide additional technology options and
enhancements that reduce ongoing operating costs, as well as improve the end user’s
experience. 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).
In the area of Web 2.0, the Related Content Framework is a new feature that enables
customers to mash-up PeopleSoft transactions with collaborative, analytical, and
informational content. Additionally, connections to the PeopleSoft Enterprise Portal
features give additional avenues for connecting the workforce.
Continuing with the theme of improved end-user productivity, other new

enhancements include:
• Partial page refresh that improves the performance of page refreshes by refreshing
only portions of a page, which enables the end user to continue working and not
have to wait for the entire page to be refreshed.
• Lookups and prompts are now modal and appear in front of the primary page.
Users do not have to wait for an entire new page to be drawn and can still view
data from the primary page, which is grayed out and still visible.
• Advanced grid enhancements will improve the end user’s ability to review and
interact with data presented in a grid. New features include scroll bars to scroll
through data, rearranging of column order by drag and drop, resize column width, and
changing the sort order directly from the grid.
Enterprise PeopleTools 8.50
Application Integration Framework

Application Integration Framework extends PeopleSoft Integration Broker functionality
to provide a standard way to represent, classify, store, query, publish, acquire, and
invoke data that maps element names, structures, and values between PeopleSoft
Messages and external system messages. Two important features of Application
Integration Framework include the Domain Value Mapping (Static Cross-references)
and Dynamic Cross-referencing. These two mappings enable PeopleSoft Values to be
mapped to other applications. Also, various APIs are being provided as part of this
framework to access the Domain Value Mappings and Dynamic Cross-references, such
as PeopleCode APIs, XSLT Extensions Functions, and also WebService calls. These APIs
can be used together with PeopleSoft Integration Broker to send and receive messages
with other PeopleSoft systems or third-party systems. If the message structure differs
between systems, transformation programs are used to transform the incoming or
outgoing message to a message format that the PeopleSoft system understands.

The primary purpose of Application Integration Framework is to create integrations

with other Oracle applications using the Application Integration Architecture without
requiring an application upgrade. The framework is generic enough that it could be
used for PeopleSoft integrations with any external system or with other PeopleSoft
systems.
Approval Framework
Approval Framework is a user-configurable tool that uses Pure Internet Architecture
and PeopleTools Workflow to create dynamic approval processes that fit the needs of
each organization. Approval Framework replaces Virtual Approver and puts most
configuration control in the hands of the business analyst.
In the PeopleSoft Enterprise 9.1 release, Approval Framework focused on flexibility,
configurability, and control.
These enhancements help streamline configuration tasks and provide additional details
and functionality for approvers.
• Flexibility. Three areas were the main focus: notification, timeout, and user
lists.
• Configurability. This list shows additional configuration options :
o The administration monitor has added a layer of configurability that allows

actions to be enabled or disabled for each Transaction Registry.
o The Monitor Configuration page controls both the Search and the Actions
page of the Monitor Approvals.
o The information displayed on the page can now be specified. In prior

releases, only the transaction keys were displayed.
• Control. Two new features are meant to provide control to the user:
o The first one is a new user monitor. It is intended to be a one-stop shop for
the user to review transactions that he either initiated or is a designated
approver on.
o The other new area of control is in reporting. Approval Framework has

provided an audit report that provides details on approval transactions.

Desktop Integration
Desktop Integration is a completely new feature providing seamless integration
between your PeopleSoft application and your organization’s ability to schedule and
track appointments, meetings, tasks, and corresponding documentation.
The Desktop Integration framework enables PeopleSoft applications to extend
functionality into the Microsoft Office 2007 suite, providing the ability to launch
Microsoft Outlook from a PeopleSoft web page and pass the application data to Outlook
(Calendar or email). A two-way communication is established between the PeopleSoft
application and Microsoft Outlook, with Outlook pulling the information from and
pushing updates to the PeopleSoft application. Oracle delivers this functionality as part
of the PeopleSoft Enterprise components that are available with all PeopleSoft
applications.
Powerful integration scenarios include interview scheduling and creating a shared
address book that is kept up to date with changes as they are added to PeopleSoft
applications.
Events and Warnings

Events and Notifications is a framework that enables you to define, implement, and
run business logic for business events. The Notification Dashboard is a central location
to view information related to notifications, warnings, and errors that occur within
many batch or online processes throughout the system. You can receive notifications
using email, worklist, or XML messages when an event occurs. PeopleSoft Query can
be used in combination with the Events and Notifications Framework feature to
generate alert messages based on data within one or more PeopleSoft tables.
The Events and Warnings framework was created to combine existing Event
functionality from HCM and events, warnings, and notifications in SCM to be a common
framework that could generate multiple kinds of notifications. This required a very light
API to implement and had a minimal set of required registry data. This combined
framework is now available in all PeopleSoft applications.
Upgrade Framework
The Upgrade Data Conversion Analyzer is a new Application Engine (AE) program. For
a given upgrade path, the Analyzer gathers a list of AE sections required for data
conversion and stores these in a new repository. Each SQL statement (including SQL
statements within PeopleCode) is then analyzed to derive a list of tables that are
manipulated or queried during the execution of the SQL. Once all the SQL is analyzed,
the information is used to derive section dependency information, which is then saved
in the repository.
The Upgrade Data Conversion Runtime is a new Application Engine program. The
Runtime uses the information generated by the Upgrade Data Conversion Analyzer to
improve the execution of the data conversion. Optimization is achieved through
increased parallelism at runtime. Execution timing data is written to the repository,
and can be used for analysis and further optimization of subsequent runtimes.

Attachment Framework
The Attachment feature enables you to attach files to a PeopleSoft Enterprise
application. An administrator can add URLs or common files to a component or page.
Attachments include PDF files, spreadsheet files, document files, URLs, and so on. You
can also define the types of attachments that users can add to a specific row of
application data, such as medical or adoption certificates, fitness for duty forms, and
so on.
Although the types of attachments you can add to a page are essentially unlimited,
you must categorize an attachment as one of the following:
• Attachments are any previously created electronic files that the administrator wants
users to be able to download.
• URLs are links to dynamic files or web sites.
• Document definitions are types of files that users can upload to the system. For
example, various medical certificates or evidence of class completion.
Since many uploaded attachments should not be visible to all users, the system
enables an administrator to restrict access to the attachments. The administrator
defines the context of the attachment functionality using roles to define who can add,
modify, or delete their own attachments for a specific row of application data.

Enhanced Product Information

Oracle continues to enhance the user experience with our products by improving the
quality and ease of access to vital information.
Note. The links provided in this section may change over time. If a link does not take you to the
proper location, oracle.com should produce a more current link.
New Information Portal

The PeopleSoft Enterprise Information Portal provides customers with a single entry
point to locate the documentation, training, and other useful information they need to
help with their implementation process and improve their daily experience with our
products.
PeopleSoft Enterprise software offers many information solutions to help our
customers succeed. By using our popular PeopleSoft Enterprise Information Solution
data sheets, customers can easily access information and links to PeopleBooks,
Documentation Updates, Instructor-Led Training, Online Classes, User Productivity Kits
(UPK), Self Study CDs, Certification Programs, and other helpful information.
PeopleBook Improvements
Several enhancements have been made to the PeopleBook documentation in the areas
of content breadth, organization, and usability.
• Hosted PeopleBooks. Starting with this release, our new Hosted PeopleBook
solution provides you the option to access your context sensitive PeopleBook help
directly from our hosted server. The hosted documentation will be updated on a
regularly scheduled basis ensuring that you have access to the most current
documentation. This reduces the need to view separate maintenance
documentation postings on MetaLink 3 because that documentation will now be
incorporated into the hosted PeopleBooks content. We will also offer updated
installable HTML PeopleBook Libraries for those who prefer to have the
documentation installed on their local servers. Updated PDF versions of
PeopleBooks will be posted on OTN, based on the content update schedule. The
hosted and updated installable PeopleBooks will be available in English only.
Translated PeopleBooks will still be offered in their original GA state via ePD.
• Installed PeopleBook Organization. You’ll notice a big change as soon as you

install PeopleBooks. We now deliver PeopleBooks logically grouped by product line
and functional area so that books are easier to find when accessed online.
• Improved Application Page Navigation Documentation. Navigation to an

application page is now displayed wherever a page is defined in our
documentation. Now, in addition to the navigation being listed in the Page

Introduction Table, the navigation will also be listed at each location in the
PeopleBook where the application page is discussed in detail. This eliminates the
need for customers to look elsewhere in the book for the page navigation.
• More Examples. Throughout our documentation, we have added real-life

examples of application setup or business process tasks to help customers envision
the documentation in our PeopleBooks. When an example is more extensive or
does not easily fit into a suitable section of the documentation, we may also
include a Scenarios appendix that contains standalone examples of how our
products are best implemented and used.
• Helpful Hints. Sometimes a useful bit of information or troubleshooting advice can

mean a big difference in how easily a product is set up or used. In certain
situations, we have included such information in a note or warning within the
documentation itself. If the information is too lengthy to include in a note or
warning, it may be included in a Helpful Hints appendix.
• Enhanced Cross-References. Using a new formatting capability within our

PeopleBook authoring tool, we can now insert a useful cross-reference link within
standard paragraph text. This puts appropriate cross-references closer to the
documentation to which they apply, making them far more useful to our
customers.
Researching PeopleBooks
We have created a free, short, online course titled Researching in PeopleBooks that will
give our customers:
• A better understanding of the documentation structure and organization.
• Techniques for finding information more quickly and easily by using search
functionality, best practice search strategies, and indexes.
Take this brief course to help you more quickly find the information you need in
PeopleBooks.
User Productivity Kit (UPK)

The User Productivity Kit (UPK Developer and content) is the PeopleSoft end-user
training solution and provides a single source development and customization tool to
enable rapid content creation and customization. UPK also may provide system process
documentation, user-acceptance test scripts, training materials, role-based
performance support, and documentation.
For this release, we’ve broadened our UPK footprint with more UPK content offerings
than ever before. Leverage this powerful end-user training solution to improve your
organization’s productivity in a highly cost-effective manner.

Conclusion
Today’s business environment calls for Human Capital Management to extend well
beyond HR basics in order to enable sophisticated, yet easy-to-use workforce-related
business processes. Organizations must be able to compete in the global economy and
to attract, retain, and motivate their top talent. Concurrently, they must maintain
regulatory compliance and control costs, and have access to business performance
metrics that demonstrate clear ROI.
PeopleSoft Enterprise HCM 9.1 is designed to meet customer needs, industry best
practices, and thought leadership recommendations. HCM 9.1 is a testament to
Oracle’s commitment to Applications Unlimited, the customer base, and its own
leadership in the HCM arena.
This document is intended to provide early information about the major areas of
enhancement to the PeopleSoft HCM application. These enhancements represent a
significant investment by Oracle to both our customers and the industry and show that
we are serious about the importance of Human Capital to the organization and
committed to retaining our leadership in this area. We believe HCM 9.1 is a compelling
release for our customers and look forward to your success going forward as you
implement this major release.

Oracle PeopleSoft Enterprise HCM 9.1 Release Value Proposition

May 2009
Oracle Corporation
World Headquarters
500 Oracle Parkway
Redwood Shores, CA 94065
U.S.A.
Worldwide Inquiries:
Phone: +1.650.506.7000
Fax: +1.650.506.7200
oracle.com
Copyright © 2009, Oracle. All rights reserved.

This document is provided for information purposes only and the
contents hereof are subject to change without notice.
This document is not warranted to be error-free, nor subject to any
other warranties or conditions, whether expressed orally or implied
in law, including implied warranties and conditions of merchantability
or fitness for a particular purpose. We specifically disclaim any
liability with respect to this document and no contractual obligations
are formed either directly or indirectly by this document. This document
may not be reproduced or transmitted in any form or by any means,
electronic or mechanical, for any purpose, without our prior written permission.
Oracle, JD Edwards, and PeopleSoft, are registered trademarks of Oracle
Corporation and/or its affiliates. Other names may be trademarks
of their respective owners.

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PeopleTools 8.50 – Improving Productivity .................................................. 135

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Release Value Proposition

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• What out-of-the-box functionality will change?

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HCM Extends Beyond the Walls of HR to Deliver

PeopleSoft Enterprise HCM 9.1 Business Drivers

2. Intelligent Business Execution

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Intelligent Business Execution

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Oracle’s Ongoing Commitment

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Strategic Applications - Integrated Talent

Enhancements to Profile Manager in release 9.1 include:

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• Enhancements to Profile Type, including the ability to designate a default profile

Profile Group Types

Employee and Manager Self-Service Enhancements

Administrator - Person Profile

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Administrator - Non-Person Profile

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Employee self service - My Current Profile

Employee Self-Service - My Historical Profile

Employee Self-Service - View Historical Items

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Career planning - Person Profile

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Primary Profile Type

Assign primary profile types

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Interview Scheduling via Outlook 2007

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Printing interview lists

Online Job Offers

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Configuration enabling online offer & default validity period

Email notification of online offer

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Careers Page Job Offer List

Job Offer Summary page

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Online screening feedback to candidate

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Access to Candidate Screening Responses

Open-Ended Question Response Entry

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Navigation to response evaluation function

Questionnaire Formatting and Scoring Updates

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Question and Answer randomization

Multiple correct answer scoring