E-Business Suite HCM 12

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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 Oracles 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
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
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
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)

EBS HRMS Release 12 Value Drivers
Ensure organizational success Maintain a competitive edge Recruit, hire and retain top talent
HRMS 12
Manage Talent Enterprise-Wide

Workforce Performance Management Learning Management iRecruitment
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
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
Workforce Performance Management

Objectives Library

Objectives Library

Performance Management Plan

Manager - Sets Objectives for Employees

Employee & Manager Track Progress
Make decisions with the right data at your fingertips Increase compliance and reduce risk Make HR a strategic partner within the organization
HRMS 12

Daily Business Intelligence Embedded Analytics
HCM DBI - New Features

Up To and Including DBI for HRMS 7.0C
For line managers and human resource professionals, we have dashboards, KPIs, 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)
Line Manager Overview Dashboard
Offers Embedded Analytics

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)

Core HR Payroll HR Self Service Compensation Benefits
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
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
Checklist Process Overview
Setup
Life Event
Allocate
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
Checklists Life Events
What are Life Events?

Occurrences which impacts an employees productivity New hire Onboarding Any situation where preplanning would expedite a solution and minimize downtime.
Checklists - Allocate
Distribute Tasks
Assignments are distributed automatically Progress tracking Automated reminders
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 dont use Oracle iRecruitment to offer an online application to their employees
Apply for a Job

Job Search
Apply for a Job

Upload Resume
Search for Terminated Employees
Search for Ex-Employees View information about Ex-Employees
Search for Terminated Employees How to use this feature
Person Type field
Documents of Record
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
Verification of Employment
Update Page Family Pack K
Compensation and Benefits
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
New User Interface
Compare to Similar Employees
Salary Market Data
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
Compensation Workbench
Employee statements Extend statistical reporting capabilities Extend worksheet personalization capabilities Company targets Employee compensation history report Audit reporting Enhanced post-process reporting
Salary Statistics Reporting
Print Employee Statements
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
Total Compensation Statement Drill Down to Detail View
Total Compensation Statement

Printable Page
Superior Ownership Experience

Improved User Experience Additions to Configuration Workbench
HRMS R12 New Look and Feel

New Background Pattern
New Fonts New Colors
New Buttons
New Icons
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
Benefits Participant Upload
Make new elections Update elections De-enrolling Override elections Load dependents Load beneficiaries
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
Upgrade Strategy The Business Value of HRMS 12 and Making the Case
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
Whats 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
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
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
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
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
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
Income Statement
Sales / Services
Operating Expenses
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
HR Strategic Importance
Organizational Confidence
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
Compete More Effectively

User Confidence
Other Improvements Improved governance and control through improved approvals framework Improved decision making with accurate support
For More Information
http://www.oracle.com/
http://search.oracle.com
HRMS R12

E-Business Suite HCM 12

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<Insert Picture Here>

E-Business Suite HCM 12: Value Drivers & Release Highlights

2006 Oracle Corporation Proprietary and Confidential

INCREASE ORGANIZATIONAL VALUE

HR AND THE BOARDROOM

2006 Oracle Corporation Proprietary and Confidential

Market and Value Drivers

Aging, Shrinking Workforce Increase Organizational Value HR and the Boardroom

Organizational Structure, Process Flows

2006 Oracle Corporation Proprietary and Confidential

How Oracle HRMS Can Help

Increase Organizational Value

HR and the Boardroom

2006 Oracle Corporation Proprietary and Confidential

EBS HRMS R12 Value Drivers

Manage Talent EnterpriseWide

Gain Greater Business Insight

Deliver Best in Class HCM Business Processes

Increase employee satisfaction and morale (reduce turnover)

EBS HRMS Release 12 Value Drivers

Manage Talent EnterpriseWide

Gain Greater Business Insight

Deliver Best in Class HCM Business Processes

2006 Oracle Corporation Proprietary and Confidential

Manage Talent Enterprise-Wide

2006 Oracle Corporation Proprietary and Confidential

Workforce Performance Management Description

2006 Oracle Corporation Proprietary and Confidential

Workforce Performance Management Benefits

Track worker achievement of objectives

2006 Oracle Corporation Proprietary and Confidential

Workforce Performance Management

2006 Oracle Corporation Proprietary and Confidential

Workforce Performance Management

2006 Oracle Corporation Proprietary and Confidential

Workforce Performance Management

2006 Oracle Corporation Proprietary and Confidential

Workforce Performance Management

2006 Oracle Corporation Proprietary and Confidential

Workforce Performance Management

2006 Oracle Corporation Proprietary and Confidential

EBS HRMS Release 12 Value Drivers

Manage Talent EnterpriseWide

Gain Greater Business Insight

Deliver Best in Class HCM Business Processes

2006 Oracle Corporation Proprietary and Confidential

Gain Greater Business Insight

2006 Oracle Corporation Proprietary and Confidential

HCM DBI - New Features

Line Manager Overview Dashboard

2006 Oracle Corporation Proprietary and Confidential

Offers Embedded Analytics

2006 Oracle Corporation Proprietary and Confidential

EBS HRMS Release 12 Value Drivers

Deliver Best in Class HCM Business Processes

2006 Oracle Corporation Proprietary and Confidential

Core HR Global Deployment:

Temporary transfer or Secondment

From source Business Group To destination Business Group

2006 Oracle Corporation Proprietary and Confidential

Global Deployments Benefits

2006 Oracle Corporation Proprietary and Confidential

Checklist Process Overview