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E-Business Suite HCM 12: Value Drivers & Release Highlights
Name: Kevin Minaker Title: Senior HCM Sales Consultant Date/Event: SROAUG Meeting – March 23, 2007

The following is intended to outline our general product direction. It is intended for information purposes only, and may not be incorporated into any contract. It is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release, and timing of any features or functionality described for Oracle’s products remains at the sole discretion of Oracle.

© 2006 Oracle Corporation – Proprietary and Confidential

CHRO Agenda
Insights around the next generation of HR AGING, SHRINKING WORKFORCE
…What, Who, Where? Good workers are hard to find, and can be even harder to keep. Competition is fierce and the market constantly changing…

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

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

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

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Market and Value Drivers
Market Drivers Key Processes
Talent Management

Value Drivers
Attract, hire and retain the best people The right person in the right job High employee morale Become the “employer of choice” Leverage the contingent workforce Single source of truth Key contributor to financial results Analyze key metrics Leverage latest technology and methods Eliminate manual efforts and streamline processes Simplify HR/PR setup and maintenance Enhance service offerings; empower employees Lower costs; anticipate change Standardize HR policies Boost productivity Lower cost of service delivery Streamline complicated processes Align with best practices

Aging, Shrinking Workforce Increase Organizational Value HR and the Boardroom

HR Intelligence, Workforce Analytics Integration, Workflow Global HR, Payroll and Benefits, Self Service Workforce Administration

Shared Services

Globalization

Organizational Structure, Process Flows

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How Oracle HRMS Can Help
Aging, Shrinking Workforce
• Learning Management • iRecruitment • Compensation Workbench Performance Management Workforce Analytics Workforce Scheduling

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

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

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

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EBS HRMS R12 Value Drivers
• Ensure organizational success • Maintain a competitive edge • Recruit, hire and retain top talent

Manage Talent EnterpriseWide

Gain Greater Business Insight

• Make decisions with the right data at your fingertips • Increase compliance and reduce risk • Make HR a strategic partner within the organization

HRMS 12

Deliver Best in Class HCM Business Processes
•Grow easily into new regions and markets •Ensure accuracy and productivity at all levels

•Increase employee satisfaction and morale (reduce turnover)
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EBS HRMS Release 12 Value Drivers

• Ensure organizational success • Maintain a competitive edge • Recruit, hire and retain top talent

Manage Talent EnterpriseWide

Gain Greater Business Insight

HRMS 12

Deliver Best in Class HCM Business Processes

© 2006 Oracle Corporation – Proprietary and Confidential

Manage Talent Enterprise-Wide
•Workforce Performance Management •Learning Management •iRecruitment

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Workforce Performance Management Description
• New functionality combines objective setting and appraisal processes into a manageable plan to track workforce performance and achievements • Objectives Library, to hold corporate objectives model • Performance Management Plans, based on supervisor or organizational hierarchy • Objective Setting and Tracking during plan period • Appraisal process (can include multiple appraisals during plan period) • Monitoring of plans by HRMS Managers

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

• Align worker objectives with business strategy and goals • Reduce effort in copying/duplicating objectives between appraisals and plan periods
• Copy from Objectives Library, previous plan, previous appraisal

• Track worker achievement of objectives

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Workforce Performance Management
Objectives Library

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Workforce Performance Management
Objectives Library

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Workforce Performance Management
Performance Management Plan

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Workforce Performance Management
Manager - Sets Objectives for Employees

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Workforce Performance Management
Employee & Manager – Track Progress

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EBS HRMS Release 12 Value Drivers

Manage Talent EnterpriseWide

Gain Greater Business Insight

• Make decisions with the right data at your fingertips • Increase compliance and reduce risk • Make HR a strategic partner within the organization

HRMS 12

Deliver Best in Class HCM Business Processes

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Gain Greater Business Insight
Daily Business Intelligence Embedded Analytics

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HCM DBI - New Features
Up To and Including DBI for HRMS 7.0C
• For line managers and human resource professionals, we have dashboards, KPI’s, and reports for: • Employee workforce (headcount, salary and turnover) • Contingent workers • Absence (duration and occurrences) • For the Chief HR Officer we have: • Workforce (headcount, salary and turnover) • For the budget manager we have: • Workforce budgeting (headcount and costs) • For the benefits manager we have: • Open enrollment (number of elections)
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Line Manager Overview Dashboard

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Offers – Embedded Analytics

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EBS HRMS Release 12 Value Drivers
Manage Talent EnterpriseWide Gain Greater Business Insight

HRMS 12

Deliver Best in Class HCM Business Processes •Grow easily into new regions and markets •Ensure accuracy and productivity at all levels •Increase employee satisfaction and morale (reduce turnover)
© 2006 Oracle Corporation – Proprietary and Confidential

Deliver Best in Class HCM Business Processes
• • • • • Core HR Payroll HR Self Service Compensation Benefits

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Core HR Global Deployment:
• Permanent transfer
(terminate assignment in source BG)

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

• From source Business Group • To destination Business Group

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Global Deployments Benefits
• Previously a manual process with some support in the professional user interface • New functionality provides an easy-to-use process oriented approach • Advantages include:
• Intuitive, process oriented interface • Online view and audit trail of all transfers • Correct process is triggered behind the scenes according to what kind of transfer you select (e.g. temporary or permanent)

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

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Checklist Process Overview

Setup

Life Event

Allocate

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Checklists - Setup

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

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

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© 2006 Oracle Corporation – Proprietary and Confidential

Checklists – Life Events

What are Life Events?
• Occurrences which impacts an employee’s productivity • New hire Onboarding • Any situation where preplanning would expedite a solution and minimize downtime.

© 2006 Oracle Corporation – Proprietary and Confidential

© 2006 Oracle Corporation – Proprietary and Confidential

Checklists - Allocate

Distribute Tasks
• Assignments are distributed automatically • Progress tracking • Automated reminders

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© 2006 Oracle Corporation – Proprietary and Confidential

© 2006 Oracle Corporation – Proprietary and Confidential

Apply for a Job
Description and Benefits
• This function in the new framework replaces the existing Apply for a Job function in SSHR, version 3 • It enables employees and contingent workers to apply for a job using Employee Self Service

• Allows customers who don’t use Oracle iRecruitment to offer an online application to their employees

© 2006 Oracle Corporation – Proprietary and Confidential

Apply for a Job
Job Search

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Apply for a Job
Upload Resume

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Search for Terminated Employees

• Search for Ex-Employees • View information about Ex-Employees

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Search for Terminated Employees How to use this feature

Person Type field

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Documents of Record

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Verification of Employment
Description
• Employee now has the ability to release their employment information to an external organization
• Includes dates of employment • Can include salary information, if necessary • Can be used for mortgage or loan application or for visa application • No need to involve HR

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Verification of Employment
Update Page – Family Pack K

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Compensation and Benefits

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Salary Administration
• All New User Interface • Ability to delete salary proposals • Allow gaps between salary proposals, end dating, retroactive and future changes • Display current grade and step on assignment • Display FTE on Salary Proposal • View salary history for terminated employees

© 2006 Oracle Corporation – Proprietary and Confidential

Salary Administration
New User Interface

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Salary Administration
Compare to Similar Employees

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Salary Administration
Salary Market Data

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Rate By Criteria
• Accommodate rate requirements for • Industries • Government • Collective Agreements • Define a rate of pay based on a set of criteria, e.g. • • •
employee type, job, location, time of day worked, working conditions, type of work Create multiple rates per set of criteria, e.g. base rate, overtime, Saturday overtime Apply updates “from effective date forward” or as “corrections” Uses common eligibility engine

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

© 2006 Oracle Corporation – Proprietary and Confidential

Compensation Workbench
Salary Statistics Reporting

© 2006 Oracle Corporation – Proprietary and Confidential

Compensation Workbench
Print Employee Statements

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

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Total Compensation Statement Drill Down to Detail View

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Total Compensation Statement
Printable Page

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Superior Ownership Experience
Improved User Experience Additions to Configuration Workbench

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HRMS R12 New Look and Feel
New Background Pattern

New Fonts New Colors

New Buttons

New Icons

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HCM Configuration Workbench
Configuration Workbench RUP 4
• Benefits - Participant Upload • Payroll • Batch Element Entry Spreadsheet Loader Wizard • Payroll Elements Migration – business group to business group, data base to data base • Employee Tax Information Spreadsheet Loaders • Enhanced Taxability Rules Spreadsheet Loaders

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Benefits Participant Upload

• • • • • •

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

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Key Features/Functions in HRMS R12
NEW FUNCTIONALITY
Workforce Performance Management iRecruitment Offers HR Checklists HR Global Transfers All new salary administration Enhanced Compensation Workbench Total Compensation Statement 1
1 Available

NEW TECHNOLOGY
XML Publisher All EEO reports Qtrly Tax Return Worksheet Employee W-2 Retro Notifications Report And more… New User Experience – Key Highlights iRecruitment - Completely re-designed
Candidate Registration

Absence Management - Updated business
flows and entire look-and-feel Salary Administration - Vastly improved UX for Salary Information, including highinteractivity embedded analytics Competency Profile - Completely redesigned user experience

in FPK_RUP1

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Upgrade Strategy The Business Value of HRMS 12 and Making the Case

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Extended Maintenance and Support
2005 2006 2007 2008 2009 2010 2011 2012 2013

R11.0.3 R11i.1-6 R11i.7 R11i.8 R11i.9 R11i.10 R12 R12.x (no release date set)
First use of Fusion Middleware Individual Next-Gen Applications First Release Fusion Apps

Lifetime Support

Extended Support (Dec.2009 – Nov. 2012) Extended Support (Est. 2011 – 2013)

F U S I O N Applications

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What’s in a Business Case, typically…
Business Blueprint
A high-level explanation of the expected impact to people, processes, and systems

Financial Model
Costs, benefits and assumptions

Implementation Roadmap
A high-level plan identifying activities, timing and levels of effort
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Identify and Measure Key HCM Metrics
Key Metrics for Self Service
Cost
Workforce Administration Services Labor Cost Per Employee MEDIAN BEST

$33
Employee or Manager Time

$4
Combined Admin, Processing, and Specialist Time

Process Time (in minutes)
Recruiting/Staffing
Create a requisition (manager initiates task)

Manual Automated Manual Automated

45 36 22 236

20 14 12 60

10 6 36 38

<1 <1 9 <1

Employee Learning & Development
Training Enrollment (employee initiates task) Approve & Track Enrollment (manager initiates task)

Administer Benefits
Open Enrollment (employee initiates task)
Metrics Source: PwC/Saratoga & CedarCrestone

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Understand HCM Best Practices
Sample Best Practices:
Offer life-cycle benefit programs to address changing needs Develop and promote a “Total Rewards” philosophy so employees understand and value cash and non cash incentives Develop and document standard workforce administration processes across organizational units and employee groups to identify and eliminate redundant or unnecessary practices Roles-based online access for managers and employees to view employee information and workforce demographics Link existing employee core competency data with job assessment documentation to effectively build a plan for growth, development, and performance optimization
Best Practice Source: PwC/Saratoga & CedarCrestone

People

Process

Oracle HRMS R12 Enablers
Advanced Benefits Core HR HR Self Service Approvals Mgmt Engine

Process

Tech

Tech

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Creating the Financial Model
Financial Model Methodology Financial Model Methodology
Identify Identify Benefit Benefit Areas Areas List List Potential Potential Benefits Benefits Calculate Calculate Current Current State State Estimate Estimate Future Future State State Summarize Summarize Potential Potential

• Include Costs and Assumptions • Think It Through • Look for Both Tangible and Intangible Benefits • Get Buy-in from All Stakeholders
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What Kind of Benefits Can You Expect from Managing Talent Enterprise-Wide?
Benefit Description Expense, Productivity & Revenue Improvements Higher quality products and services Lower employee turnover rate Lower hiring and training costs More productive and skilled employees Reduced employee downtime during the on-boarding, transfer, and offboarding process Revenue Growth from better customer retention Other Improvements Increase in morale at all levels Reduced risk from outdated Information Technology Improved business flexibility through better leadership and planning
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Income Statement
Sales / Services

Operating Expenses

Profit or Constituent Services

Business Environment
Employee Satisfaction Credibility, Investor Confidence Risk

Employer of Choice
Organizational Value

What Kind of Benefits Can You Expect from Gaining Greater Business Insight?
Benefit Description Expense, Productivity & Revenue Improvements Reduced operational costs Improved salary planning streamlines labor costs Eliminate costs of multiple reporting systems Proactive, strategic decisions through dashboards Lower or eliminated penalties for non-compliance through workflow/dashboards Better leadership through workforce planning Other Improvements Faster/better access to information enables managers to see trends, expand revenue or savings opportunities, and avoid risks
© 2006 Oracle Corporation – Proprietary and Confidential

Income Statement
Sales / Services

Operating Expenses

Profit or Constituent Services

Business Environment
Employee Satisfaction Credibility, Investor Confidence Risk

Increased Shareholder Value
Improved Governance & Control

What Kind of Benefits Can You Expect from Best in Class HCM Business Processes?
Benefit Description Expense, Productivity & Revenue Improvements Reduced compensation overpayments Improved HR staff and employee productivity Improved integration reduces custom IT costs Reduce services and overhead costs & other operational costs Reduce time to hire & reduced loss of organizational productivity Faster, better managerial decisionmaking at all levels Other Improvements Improved employee morale Improved business flexibility Improved brand image Income Statement
Sales / Services

Operating Expenses

Profit or Constituent Services

Business Environment
Employee Satisfaction Credibility, Investor Confidence Risk

HR Strategic Importance

Organizational Confidence

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What Kind of Benefits Can You Expect from SOE in HRMS R12?
Benefit Description Expense, Productivity & Revenue Improvements Improved user productivity through redesigned screens, process flows, and workflow Improved employee, HR staff, and manager productivity through improved approvals framework Reduced custom reporting costs through XML Publisher Quicker implementation and setup turnaround with improved tools Income Statement
Sales / Services

Operating Expenses

Profit or Constituent Services

Business Environment
Employee Satisfaction Credibility, Investor Confidence Risk

Compete More Effectively
User Confidence

Other Improvements Improved governance and control through improved approvals framework Improved decision making with accurate support
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For More Information

http://www.oracle.com/

http://search.oracle.com
HRMS R12

© 2006 Oracle Corporation – Proprietary and Confidential

© 2006 Oracle Corporation – Proprietary and Confidential

© 2006 Oracle Corporation – Proprietary and Confidential

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