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5.11 lowry
1. PeopleSoft HCM 9.0: Release Highlights Rob Lowry Sr. Sales Consultant January 17, 2007/NorCal OAUG 2007 Training Day
2. 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.
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4. PeopleSoft HCM 9.0 Themes PeopleSoft HCM 9.0 “ Focus on Workforce Optimization” Enterprise-Wide Talent Management Addressing the “Aging & Retiring Workforce” and Becoming an “Employer of Choice” Extended Value with Standardized, Innovative Technology Improved Governance & Compliance to Lower Risk Lean Business Processes Enabling New Markets and New Companies with Global Human Resources, Payroll, and Benefits Superior Ownership Experience Reducing Costs While Improving HR Service, Globally
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6. The Talent Life Cycle Talent Planning Career Planning Learning & Development Compensation Measure and Report Succession Planning Recruiting Performance Management
14. Extract Once – Publish Multiple Times Employee Data Finance XML EFT Excel HTML PDF Different Templates For different output formats XSL HR CEO Employees XML Government XML Publisher
18. Change Impact Analyzer An Administrator’s View Select a Change Package Select Objects Select Rules
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25. Principles of Time & Pay Greater Control Heightened compliance and product integration. Increased Flexibility Delivered processes to enable operational success. Deeper Visibility Meaningful data insight.
41. Enterprise Release 9 Drive Superior Ownership Experience Deliver Best-in-Class Business Processes Extend Value Using Next Generation Technology
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Notes de l'éditeur
[Read slide]
Talent Management is one of the latest trends in HCM and addresses the growing issue of the shrinking workforce and how to better attract, train and retain key talent. For sales, Talent Management is important because it enables the field to position several products together. It also elevates the the importance of products such as iRecruitment and Learning Management. Key areas of focus for R12 are: Workforce Performance Management Cascading Objectives Appraisal Uplifts Learning Management and iRecruitment Products included in this theme are: iRecruitment, Learning Management, iLearning, Tutor, Self Service Tutor, Self Service HR ( Competency, Development, Compensation Workbench, Performance Management and Succession Planning ) The Value of Talent Management come from an increased ability to be able to remain competitive, run a lean organization, recruit and retain the best talent, and become an “employer of choice”. Some specific value points include: Ensure the organization’s success and longevity Maintain competitive edge by proactively responding to market changes Increase employee retention Cut costs by lowering recruiting overhead
When talking about Talent Profiles and Objectives be sure to cover job positions and profiles. Rather than looking at a single dimension of your workforce, Talent Management brings together the critical factors that drive employee performance and ultimately organizational success. By understanding how you attract your workforce, you can better prepare your training, and measure success and via performance. What were once very disparate functions and processes are now recognized as being critical success factors. Let’s start at the center of the talent life cycle. Talent Profiles and objectives are competency based criteria for both individuals and jobs. Once competencies have been defined for talent profiles and objectives, they can be integrated into a multitude of HR programs. Competencies are the underpinning of the Talent Management cycle. Let’s take a look at how competencies are integrated into HR as you PLAN your workforce, EVALUATE the workforce, etc. At the top of the wheel we have workforce planning. Workforce planning has two components: demand planning and supply planning. Demand planning is a proactive, mid- to long-term view of the demand for resources within an enterprise. Supply planning focuses on identifying the sources of talent and building up talent pools large enough to meet the anticipated demand If recruiting new talent, or talent acquisition , is your plan move to the next step in the wheel where you will profile new job requisitions, attract candidates, interview, select and then onboard them. Talent acquisition includes permanent hiring, as well as contingent worker hiring. Performance Management -- Now, whether you are looking for employees that fit business needs that you have or you are trying to gain visibility into, or communicate goals to employees you will use performance management. Employee performance management solutions handle goal and objective management, competency management/gap analysis, appraisal definition and management, and assessment definition and management. This functionality is an important linchpin for the talent management application suite. It is integrated with career development, succession planning, learning and compensation management. Learning and development are the next step of the wheel. Let’s say that a performance review rating uncovered a gap between an individual’s ability and those required for the job. Well, learning could be automatically triggered to help close that gap. Further, what if there is new equipment that the company is using or new compliance regulations are released? earning management would be able to track the employees who need to be trained and or certified to use new equipment, standards or become compliant. E-learning includes learning management, learning content management and e-learning. Career development — Career planning functionality includes career path definition, competency gap comparisons with different jobs or positions, career planning and mentoring. Compensation management — Correctly rewarding employees for their performance requires system integration. Compensation management solution helps managers perform compensation planning for their organizations (determine bonuses and merit increases, for example). This third type is part of the talent management application suite. Succession planning — Succession planning is the formal process for identifying and developing successors for key positions within an organization. These solutions help companies track high-potential employees and create development plans to ready them for assuming a key position in the event an incumbent leaves that position. Measure and Report -- Each application within the talent management application suite has unique reporting needs. One of the powerful elements of a talent management application suite is the capability to "marry" data across its applications. Examples include: • Understanding the effectiveness of talent sources by looking at employee performance • Looking at the effectiveness of compensation plans by examining performance (are higher performers being compensated appropriately compared to low performers, and how does that compensation stack up to market rates?) Managers and executives can answer many other important questions by using data from the suite of talent management applications. THIS IS A MAJOR DIFFERENTIATOR FOR ORACLE. We are able to pull like data from any part of the system for analysis and reporting.
If Talent Management is the proactive and successful attraction, retention, and engagement of your talent. Then Profile Management provides the connection and the foundation within your processes whenever talent is being planned for, recruited, measured, developed, advanced or rewarded.
OFCCP Internet Applicant Reporting Adverse Impact Report Applicant Information Report
Administrators have the ability to waive, revoke, expire and reissue a certification or a part of a certification even as a group action making the process more efficient and cost effective -> All needs, less cost, more accurate, less risk If Certification requirement changes Administrators can decide to force re-certification, recommend re-certification or just make changes for future -> Less unnecessary re-certification, less work More advanced relationship tracking between various training activities, certifications and curriculums -> Less risk, meet complex and very complex requirements More advanced reporting features for tracking certification completions, compliance and audits -> Compliance easy verifiable Support for electronic signatures -> Less cost, less errors
Having the ability to access vital data at a moments notice is what makes an organization world-class. R12 continues this trend by providing functionality geared towards both tactical and strategic business goals through metrics measurement, dashboards, and improved management tools. Note: DBI doesn’t include any new functionality for R12. Two previously released mini-packs will roll into R12. Key areas of focus for R12 include: Chief HR Officer Role – View of key HR metrics for the organization Workforce Budget Manager Role – Budgeted costs and headcount Contingent Worker Management Dashboard – Headcount, placements Benefits Personnel – Open Enrollment Manager Products included in this theme include: HR Intelligence, Self Service HR, User Productivity Kit (UPK) , Content Services, Portal, Fusion Middleware (BPEL, BAM, etc) , Teleservice (Help Desk) Note: if a customer wants Enterprise HR Help Desk the sales playbook allows for this. Integrate into R12 with Fusion Middleware The Value of DBI comes from in increased ability to gain real-time insight into critical operations. HR managers will be able to move from tactical to strategic tasks. Some specific value points include: Be proactive and not reactive – gain insight Increase compliance Make HR a strategic partner within the organization
(Left) This is the selection Dialog where objects of different types can be selected. Selection can be individual Definitions, a Project, or (hopefully) a Change Package. (Top Right) This is the sub-selection dialog for picking objects from a project, for analysis. (Bottom Right) Multiple Rules Files can be specified, to allow users to optionally add or modify rules. The Rule Engine within CIA will use the first rule for a given type/impacted-type that it finds. Rules are further organized by Tools Version, and DB platform. SQL rules are the default, but Java rules (hopefully) will also be possible.
Oracle’s commitment to continually increase critical functionality includes improvement in the core product as well as additional support for global locations. Oracle strives to address customer enhancement requests in each release and has continued to do so with this latest release. Key areas of focus for R12 include: HR and PR localizations: UAE, Denmark, and India Payroll Core HR, Self Service HR, Comp & Ben, Payroll Improvements Total Compensation Statement Workforce Scheduling Products included in this theme include: Advanced Benefits, Human Resources, Payroll, Time & Labor, Workforce Scheduling, Incentive Compensation The value of this theme focuses on the continued ability for customers to exceed expectations in workforce administration and the ability of HR to become a strategic partner within the organization. Customers will have enhanced ability to lower operational costs, do more-with-less, improve productivity among HR staff, employees, and managers, and help contribute to bottom-line revenue improvements by increasing employee morale and retention. It is a known fact that a happy, satisfied workforce tends to work harder and care more about the organization, which will lead to better customer service, improved products, and ultimately increased revenue or brand image. Specific value points include: Cut HR administrative costs Increase employee satisfaction and morale (reduce turnover) Boost productivity Grow easily into new regions and markets Note: (internal use only) For more example benefits, and to calculate potential customer benefits, reference the Oracle Benefit Cards (Tom Klimback in the IBU)
High volume hiring is geared towards manufacturing or government who frequently hire several hundred or thousands of employees into similar jobs at a time. Examples are: Toyota begins manufacturing of a new car or the government hires several thousand employees at once during tax season or during a census year.
[Read a few of the features] These are some of the key features and functions that will be new for HCM 9.0. More details are/will be available in the What’s New presentation.
