delivering value ps hcm 075955
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In HCM 9.1, weve made improvements that will allow you to create better alignment with key
business objectives and help increase the effectiveness of the workforce. HCM 9.1 will help you:
Align individual goals with organizational business objectives creating line of sight of topinitiatives
Link total compensation to performance to better reward and retain top performers (pay forperformance)
Develop and manage talent and leadership to identify and address skill gaps in critical areas
Performance management, the process of setting employee goals, identifying individual
development targets, and assessing progress toward achieving those objectives, continues to be a
critical foundational element of a solid talent management strategy, evolving from an
administrative process to a strategic business activity.
Alignment of an organization's workforce activities to its enterprise strategy is critical to ensure
the execution of the strategy and to enable organizational success. This alignment can be realized
through effective communication that ties individual goals and activities to the goals and
initiatives of their department, business unit, and ultimately the overall organizational strategy.
Having this alignment in place can heighten employee commitment and motivation, increasing
the likelihood of individuals achieving enterprise goals. Correspondingly, when goals are aligned
across the organization, management can monitor achievement against these goals in amethodical manner.
ePerformance 9.1 includes significant new functionality designed to help organizations more
effectively align employee goals with business objectives. Objectives can now be easily shared
throughout the organization, with employees defining individual goals that will help the
organization achieve the objectives defined by senior management. By associating supporting
goals with the broader initiatives they support, everyone has a clear understanding of what is
expected and how key initiatives will be completed.
Usability in ePerformance has also been improved with more configuration options
configurable fields now display in the header section of the performance document; there is
support for file attachments; electronic document sign-off has been introduced; and targetedperformance notes allow you to associate a note to a particular item on the performance
document.
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Align the workforce and ensure the most mission critical tasks are a top priority Identify and visually display multiple levels of organizational goals Gain better insight into skills and performance to help identify the right employees for
advancement, or reassignment.
Lower employee turnover rate through a more effective performance process Streamline performance management administrationAchieve higher levels of employee motivation, accountability and productivity Increase likelihood of employees being willing to take on increased responsibility Drive higher customer satisfaction levels / higher customer retention rates
With the ever changing needs of Compensation administration, PeopleSoft is delivering new
capabilities in the managers desktop portion ofeCompensation to facilitate the equitable
allocation of various compensation types. In 9.1, we have improved the manager experience for
compensation planning and allocation. These improvements include the delivery of an integrated
Pay for Performance process as well as transactional metrics to assist the manager through the
difficult decision making process of allocating compensation. Organizations can now deliver an
integrated manager tool for planning and allocating various compensation types including
adjustment to salaries, bonuses, equity as well as other compensation types. This fully integrated
solution provides robust decision making tools to the user by providing appropriate transactionalmetrics by process step, configurable approvals and alerts as well as provide an intuitive grid-like
user interface for ease of use. The PeopleSoft Compensation Solutions provide the flexibility
required to administer compensation in today's environment.
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Manage and plan more complex total compensation packages Plan and manage various types of compensation through one integrated processTransactional metrics provide decision making tools to aid in the compensation allocation
process
Reduce compensation errors/overpayments Shorten salary cycle processing throughout the organization Reduce head count to support the compensation process & improve staff productivity Improve employee satisfaction and reduce turnover Employee satisfaction creates customer satisfaction improving the organizations profitability
Finally, rounding out your talent management strategy, Oracle is delivering new Career Planning
and Succession Planning functionality in HCM 9.1 that will allow you to better develop and
manage talent and leadership through identification of skill gaps in critical areas. This
functionality transcends simple talent management by utilizing employee profiles (Profile
Management) inherent throughout both the talent management modules and core HR. The
career planning process provides the structure for developmental activities focused on
advancement as well as a feeder into succession planning. To support employee-based career
planning and ultimately increase the integrity of the succession planning process, employees will
be able to identify their career needs, plans, preferences, and interests. New features such asconfigurable X-Y grids for rating box (often designed as a 9-box), real-time hierarchical
visualization of incumbents and successors, and an intuitive, graphical user interface with drag-
and-drop capabilities make this applications value immediately apparent.
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Enterprise Learning Management (ELM) 9.1 delivers a number of enhancements covering a wide
variety of customer needs by expanding industry and business processes such as Talent
Management Integration and Learning Portfolio Management, as well as protecting the
customers investment by improving the usability of Notifications, Catalog Management, and
other features. These customer-driven enhancements have resulted in an improved offering that
is easier to manage and to use. In addition, ELM 9.1 offers even more integration with business
processes such as Career Planning, Succession Planning and Performance Management.
You cant develop good talent without first recruiting good talent, and Recruiting Solutions 9.1extends the Talent Acquisition Manager and Candidate Gateway applications, deepens the reach
of existing features, and introduces new functionality that will enhance usability. The
introduction of new capabilities such as integration with Microsoft Outlook 2007 is aimed at
enabling end users to complete transactions within applications they rely on during the course of
their busy day. Expanded functionality in candidate screening and in profile search / match
enables organizations to further leverage the rich content they have established in their person
and non-person profiles. Updated capabilities for candidates and employees such as Online Job
Offer, which includes electronic acceptance, provide job seekers with the tools they require to
effectively manage their career search.
Identify potential successors for key positions Clear career paths lower risk of top performers leaving Greater ability to reallocate employees from low to high demand positions
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Less time and money spent on retraining Fewer employee errors and need for rework More productive and skilled employees Higher quality products and services Better customer service Better quality of training programs Gain a competitive advantage with improved leadership development and planning Increase in employee morale at all levels of the organization
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In HCM 9.1,weve focused on three major areas that will drive higher organizational
productivity to help you deliver the best business results. HCM 9.1 will help you:
Improve user experience and increase cost effectiveness with a streamlined interface and Web2.0 tools
Improve HR service delivery with new workforce communication tools and improved selfservice capabilities
Make better informed decisions through integrated business intelligence
Enhancing the productivity of enterprise software means helping its users get more work done in
a unit of time. Productivity is only one component of ease-of-use of a product, but an important
one that that can be easily measured with an experienced user. PeopleTools 8.50 provides faster
navigation via redesigned menu navigation, in-context pop-ups and type-ahead text, which
reduce clicks & load time. Customers will also enjoy rich, desktop power through new grids that
give you spreadsheet-like capabilities and an inline rich text editor. And finally there is improved
collaboration with Web 2.0 user experiences via chat, wiki, blog, tagging, and discussion
capabilities.
PeopleTools 8.50 is the most robust and feature-laden release in the history of PeopleSoft. New
Web 2.0 features and other enhancements in PeopleTools 8.50 will provide additional avenues
for improved productivity, employee engagement, improved user experience, and lower total cost
of ownership (TCO). HCM 9.1 includes over 9, 000 pages enhanced with Web 2.0 elements thatwill reduce data entry labor and improve overall worker productivity. PeopleTools 8.50 is also
backward compatible with versions 8.8, 8.9 and 9.0.
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Using PeopleTools 8.50, organizations can quickly and easily improve each users experience in a
number of ways. For example, individual users have the ability to create their own list of
favorites, frequent transactions that they can save and eliminate the need to navigate to them
each time. Additionally, left navigation can configured by jobs or roles to only show the
functions needed and remove other navigation options that only create clutter. For example, a
payroll administrator job role could be configured to only show left navigation items such as pay
cycle commands, pay run results, payroll reports, etc. This navigation can further be configured
with icons or images to improve the look and feel of the page. You can also include links to
collaborative workspaces and outside sources that allow users to navigate away from their work
without losing their place in the workthey are returned to where they left off once they arefinished working with the linked content. Having the ability to launch collaborative workspaces
from within the application is going to improve productivity and accuracy by enabling employees
to do research, share documents, create discussion forums, read policies/procedures, or any
other number of functions related to their job.
The configurability of the PeopleSoft Solution provided through PeopleTools 8.50 gives you
capabilities to build upon the delivered user experience enhancements. For example, the user
experience can be configured to have to be much more appealing to the users by adding rounded
corners to boxes, tabs, icons, and images. This is just one example of the limitless possibilities to
enhance the user experience with the PeopleSoft Solution delivered capabilities. Other examples
include adding hover over texts to various locations within the application; adding related
content, workspaces, links to third party applications, various web 2.0 collaboration options to
various locations within the solution. All of these benefits delivered with the PeopleSoft
Solution drive employee efficiency and employee engagement throughout your organization.
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Re-designed menu navigation, and power tools like Type-Ahead means fewer clicks In-Context pop-up windows save you time, by keeping you in context of your work Smart use of type-ahead in fields means secondary windows are eliminated in some workflows
Grids
Improved End User Customization with spreadsheet-like controls such as scrolling andfreezing
Improved End User Control with features like zoom-in for full content viewingRich Text Editor
Format text like you would in any word processor for full end user control
Forums, Tagging, Chat
PeopleTools 8.5 makes available secure, embedded forums, tagging, and chat for smarter, as-needed collaboration
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Introduced after HCM 9.0 was released, Workforce Communications (part of CRM 9.1) was
launched to provide organizations with the tools necessary to create closed loop communicationswith the workforce and better understand wants and needs through surveys and HR campaigns.
This powerful functionality has been designed to use core HR employee data intelligently, which
will help avoid spamming the workforce with un-related informationthey only get what
pertains to them. Workforce Communications (WFC) 9.1 gives HR departments the ability to
survey the workforce and conduct campaigns to push out critical HR announcements and collect
feedback on programs and policies to better understand whats working and whats not working,
and what the workforce wants and needs. This is a first of its kind application in the market,
combining survey, campaign and analytics capabilities with core HR employee data to ensure
communications are targeted and employee confidentiality and security is maintained. Specific
examples of ways to utilize WFC effectively include internal recruiting efforts, overall employee
communications, product/sales news, employee surveys, newsletters, andonboarding/offboarding processing. WFC complements a companys intranet strategy by
delivering both web pages and emails built using dynamic merge content rules leveraging
employee information to deliver targeted communications.
Manager and employee self service is a major component of being able to effectively deliver
superior, cost cutting HR services to the workforce, and studies over the last decade or more
have consistently shown the value of employee and manager self service. HCM 9.1 delivers
enhancements to our self service capabilities in a substantial number of areas. Some of the most
significant capabilities include the new manager and employee self service functions in
eCompensation, Career Planning, Succession Planning, and Profile Management, along with
redesigned pages throughout the system to help improve access and productivity.
PeopleSoft eCompensation 9.1 improves the efficiency and accuracy of the compensation
process for managers by providing easy online access to update their global workforces
compensation. For example, managers will enjoy self service capabilities designed to allow them
to plan and allocate various compensation types based on budget and performance, allocate
compensation equitably, delegate authority and process approvals and employees will be able to
view their current and historical compensation. eCompensation manager self service also
includes new, embedded transactional metrics to provide a graphical representation of the
underlying compensation data.
In Career Planning 9.1 (part of Human Resources), manager and employee self-service allows
access to career planning functionality, including the ability to define and develop career paths.
Succession Planning 9.1 gives managers the ability to access the new Succession 360feature that
allows managers to search for people, positions or job codes, and plans; create graphical
representations of reporting hierarchies; view profile summaries; view succession plans for
people, positions, or job codes; and edit succession plans.
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Profile Management 9.1 (part of Human Resources) includes new employee self service to view
profile content such as:
Performance history, ratings and manager reviews Development plans and status Current role competencies and proficiency levels and gaps between desired and actual
proficiency levels
Finally, all self service pages throughout the PeopleSoft HCM system were redesigned to provide
higher productivity to employees and managers using the new stylesheets, Web 2.0 functionality
and reformatting of the pages.
Reduce HR program costs by understanding needs Increase rehires and expand talent pool Support upward mobility and improve morale Identify over/under performing areas/employees Ensure right decisions are made in uncertain times Improve employee engagement & reduce turnover costs
Lower HR service delivery costs Improved engagement and morale Lower risk of employee turnover Boost workforce productivity Reduce the burden on HR staffAchieve best practices Streamline employee inquiries
Oracle Human Resources Analytics 7.9.6 provides insights into organizational performance that
help management balance cost efficiency with the best ways to develop and deploy an agile and
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high-competency workforce. The product integrates data from across the enterprises systems,
transforming silos of data into timely and actionable insight.
Oracle Human Resources Analytics is tightly integrated with PeopleSoft HCM to leverage thevalue of existing data and to eliminate the inefficiencies of data silos. It can pull in HR, financial,
customer retention, talent management data, from both Oracle and non-Oracle systems, truly
giving a comprehensive and seamless view of information about your workforce.
Oracle Human Resources Analytics offers seven subject areas (absence, compensation, HR
performance, learning enrollment and completion, recruiting, US statutory compliance, and
workforce performance), nine dashboards, over 200 reports, over 300 metrics, and over 600
dimensional attributes.
Retention of key performers and their associated customers and revenue
Better management of hiring costs by being able to identify the best hiring source deliveringimproved quality of hires
Reduced compensation overpayments Improved HR staff productivity resulting in the need for fewer HR staff Reduced risk of litigation due to non-compliance Lower costs of business intelligence development with pre-built solution
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In HCM 9.1,weve took a look at the best ways to help you lower costs by leveraging your
strategic investment in PeopleSoft. HCM 9.1 will help you: Reduce customizations and streamline administrative tasks/costs by leveraging industry-
specific enhancements
Ensure global and local regulatory compliance Cut IT expenses and eliminate costly integrations with selective upgrades and pre-built
integration
Oracle took a sharp look at functionality needed by customers in a wide array of industries and
have delivered a significant number of customer requested enhancements in HCM 9.1, mostnotably in the Education and Public Sector industries, but not limited to these industries. You
will find industry-specific enhancements throughout HCM 9.1, as well as other cost-cutting
enhancements that will help keep a lid on costs.
HCM 9.1s industry-specific capabilities address the unique HCM processes of various sectors
such as retailing and the public sector and help eliminate custom or third-party solutions.
Retailers can use Release 9.1s close bi-directional integration with Oracles Workforce
Scheduling application to generate the most optimized schedules for employees based on HR,
Absence, and Time and Labor data.
In HCM 9.1 you can execute end-to-end business processes with complete and integrated
solutions such as Multiyear Encumbrances, Real-Time Budget Checking and Project ChartField
Integration. With Multiyear Encumbrances you can create and liquidate encumbrances over
Multiple Years. Encumbrances created for entire funding source beyond current fiscal year and
Multiyear encumbrances split across multiple budget years. The existing fiscal year encumbrance
functionality will continue to be available. This new functionality Integrates with Real-Time
Budget Checking Functionality and is also integrated with PeopleSoft Financials. With Real-
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Time Budget Checking you can obtain immediate Real-Time Budget Control. This feature
ensures funding is available for salary and group fringe expenses and minimizes Overdrafts to
GL by performing a budget check on Job and Position transactions. HCM 9.1 will also provide a
greater synchronization and integration between HCM and Financials with Full Project
ChartField Integrations. This process supports the flow of Payroll data back to Project Costing.
HCM 9.1 also includes a more flexible Contract Pay solution with the K-12 and Higher
Education industry in mind. The new changes allow you to calculate complex Contract Pay
calculations such as back to back contracts, balloon payments, and calculate actual earnings based
on user-defined work days. We also give you more processing options such as the ability to
prorate the contract hours in partial periods and annualize taxable gross over 12 months instead
of payment period.
We have also made significant changes in HCM 9.1 to Retroactive Pay (Retro Pay). This feature
now provides more functionality, flexibility, and control. At the heart of this solution is a new
configurable, user-defined Trigger Table. The user will now determine what fields will create a
Retro Request. We are also making significant usability and functionality changes designed to
provide a better business process for retroactive pay. You will now experience a clearer
understanding of the retro transactions and calculations. In addition, we are tightening up the
retro process to provide more control, thus creating more accurate retroactive pay payments.
The Paysheet Update process in Payroll for North America has enhanced to provide increased
user productivity and better auditing capabilities. For example, you can create your own source
code and store the code on the payline. This will allow you to better identify where the source
data originated. We have also created a new Excel Spreadsheet to Component Interface Load to
reduce the need for custom loads.
Enhancements in absence processing provide new functionality for Leave Donations, which will
allow organizations to reduce their payroll expense by allowing more employees to donate leave
that would have not been used, reversing the expense recognition of vacation accrual, which
reduces the current year payroll expense.
Finally, the PeopleSoft Approval and Workflow Engine and the HCM Delegation Engine can be
used to configure workflow rules for any number of approvals or delegations for transactions
like, reporting of time, absence requests, compensation changes, and job openings/offers.
Lower IT labor costs with delivered integrations like OWS and Financials for Real-Timebudget checking, Multiyear Encumbrances and Project ChartField Integration
Lower risk with new industry-specific or customer requested functionality Reduce or eliminate 3rd party license/maintenance software and hardware costs Reduce payroll expense with Leave Donations
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Increased accuracy of financial transactions and employee workforce scheduling
Three new global country extensions are included in HCM 9.1 that will help ensure regional and
global business operations comply with legislation for many PeopleSoft customers. Additionally,
improvements to Profile Manager continue to help improve compliance through new features
and integration between core HR and the talent applications.
Expansion into three countries, China, Thailand, and Argentina, provide new functionality in
Human Resources and corresponding Global Payrolls. Enhancements have also been added to
existing country extensions for United Kingdom (maternity leave processing) and France
(application framework brings substantial productivity gains for customers processing
transactions, as well as aiding organizations in compliance with complex and changing
regulations; learning management includes multiple new features).
Enhancements to Profile Manager include the ability to maintain tighter control over profile
management, improved usability in the overall function, and new integration that will inactivate
the person profile when employment has been terminated.
FMLA (Family and Medical Leave ActUS) sample rules are now delivered in Absence
Management 9.1 to help reduce overhead in administering these complex programs, which can
be quite costly from a labor perspective. The delivered rules can be used out of the box or
additional rules can be created to meet specific business needs. New Extended Leave
Framework functionality drives these rulesother examples include SSP (Statutory Sick Pay) and
SMP (Statutory Maternity Pay) in the UK, ESA in Canada.
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Finally, the enhancements mentioned in the previous section related to commitment accounting
and contract pay also help organizations remain compliant with accounting rules and regulations.
Enforcement action and fines Complaints and dissatisfied staff/customersAdverse publicity and/or impact on shareholder value Reputation and brand damage Loss of business/customersAdverse criminal/civil action against the organizations legal entities, executive management
and individual staff members
PeopleSoft HCM 9.1 introduces and enhances a significant number of integrations that will help
cut IT expenses and lower risk of data loss or corruption, as well as improving worker
productivity. HCM 9.1 includes over 1,700 integrations (83 new) and almost 3,000 integration
points (82 new). Examples of some of the new integrations include:
Core HR integration with Workforce Communications Core HR to Oracle Incentive Compensation Oracle Workforce Scheduling to Human Resources, Time & Labor, and Absence Management
(bi-directional)
Greater synchronization of Payroll to PeopleSoft Financials Succession Planning with Profile Manager to support matching, ranking and skill gap
identification
Recruiting Solutions with Profiles Recruiting Solutions with eProcurement Microsoft Outlook to Recruiting Solutions Enterprise Learning Management to Profiles, ePerformance, Succession Planning and Career
DevelopmentLeveraging Oracle Application Integration Architecture (AIA), the Oracle Workforce
Administration Integration Pack for PeopleSoft Human Resource delivers a seamless integration
of PeopleSoft Person, Worker, and Talent Profile data to 3rd party or custom developed
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applications, enabling you to simplify cross-application business process integrations using a
standards-based prebuilt integration solution.
And finally, to ensure that our customers have the most current talent management optionspossible, new with HCM 9.1, Oracle is providing PeopleSoft Talent Management 9.1 to
PeopleSoft HCM Integrations to connect our Talent Management 9.1 and Human Resources 9.0
applications. These easily configurable packs enable our HCM 9.0 customers to take advantage of
the Talent Management 9.1 business process enhancements while retaining their existing HCM
9.0 implementation. With a consistent PeopleSoft-to-PeopleSoft approach, youll be able to
maintain your data in a consistent approach when using PeopleSoft Talent Management and
HCM Integration Packs, and the time and resources required to maintain your system data will
be reduced and simplified. Plus an upgrade is not required, allowing customers that arent ready
to upgrade yet to take advantage of key talent management functionality now.
Lower IT labor costs Lower IT software/hardware costs Reduced custom interfaces/integrations Reduced risk of data loss or corruption Reduced data entry and troubleshooting for errors Implement 9.1 talent applications for 9.0 customers without an upgrade
PeopleSoft HCM Release 9.1 is another milestone for customers looking to innovate their
Human Capital strategy. Not only does this release substantially expand PeopleSofts footprint in
the integrated Talent Management space, but also takes advantage of technology available
through the Oracle family to provide strategic analytical, surveying and communications
capabilities (such as Oracle Incentive Compensation, Oracle Workforce Scheduling, PeopleSoft
Workforce Communications, and Oracle HR Analytics). Additionally, one of the largest benefits
in HCM 9.1 will be productivity gains organizations will realize through either redesigned
functions and process flows or through Web 2.0 technology delivered through PeopleTools 8.50.
You cant get true productivity gains without innovation, and this is one area that Oracle firmly
delivers in HCM 9.1.
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HCM 9.1 Solution Factory http://launch.oracle.com/?psfthcm9.1
Oracle HCM Applications http://www.oracle.com/us/solutions/hcm
For more information about PeopleSoft HCM 9.1 please visit oracle.com or call
+1.800.ORACLE1 to speak to an Oracle representative.
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