<Insert Picture Here>Maximise Your Talent with Oracle HCM’s Unified SolutionPeopleSoft Human Capital ManagementLinda Hemsw...
The following is intended to outline our generalproduct direction. It is intended for informationpurposes only, and may no...
Agenda•  Examining Current Trends•  What to Do Now•  Oracle Tools to Help You•  Questions                              3
Cautious Recovery…   Global markets    continue in the recession, but some   indications of acautious recovery are  starti...
Changing Workforce Virtual             Mobile    Global                     Diverse                                        5
Continuing Technology Evolution            PCs – Client/       Web 1.0        Web 2.0Mainframe     Server        The Inter...
Talent Challenges 2011 and Beyond          Retention                 Engagement          Skills Gap             Workforce ...
<Insert Picture Here>                                                 Michael I Roth                                      ...
Take an Active Approach to Talent Management          Tactical              Strategic & Visionary       Time to Hire      ...
Action Plan          Define Your Talent Strategy          •  Align Talent with Organisational Objectives          •  Ident...
<Insert Picture Here>How Oracle Can Help                               11
Manage Talent with an Unified Process                                   Customer Value                               Ensur...
What Does a Unified Talent System Look Like?                                       Security         Social and Collaborati...
Integration – The Key to a Unified System     Native integration comes explicitly with          a single vendor environmen...
Action Plan – Define Your Talent Strategy          Define Your Talent Strategy          •  Align Talent with Organisationa...
Define Your Talent Strategy•  Align Talent with Organisational Objectives  –  Performance Management•  Identify Critical S...
Align with Organisational Objectives  Performance ManagementClearly communicate organisational directionby identifying obj...
Optimally Align, Develop, and Deploy Workforce  ePerformance                                  Employee Access to Pull     ...
Aligning Individual Goals with Business Objectives                                   Goal alignment clearly indicated     ...
Identify Critical SkillsCompetency Management                                              Workforce•  Track and evaluate ...
Define Success Metrics               Oracle HR Analytics                                                  HR Performance  ...
Define Success MetricsOracle HR Analytics               Recruiting               •  Better measure quality of hire; optimi...
Action Plan – Focus on Existing Talent          Define Your Talent Strategy          •  Align Talent with Organizational O...
Focus on Existing Talent•  Create an Accurate Picture of Your Workforce  –  Profile Management•  Understand What Motivates...
Create An Accurate View of Your Workforce       Profile Management      Skills                                            ...
Learn What Motivates Your Employees & Take Action    Workforce Communications  HR Programs                     Surveys    ...
Define Social Networking Objectives        Internal                   External         Usage                      Usage•  ...
Pay for Performance for Best Results   CompensationAllow managers to plan and allocate allcompensation types based on budg...
Embedded Analytics Help Ensure Accuracy     eCompensation                                     Compensation Allocation     ...
End-to-End Incentive Compensation     Moving Beyond Administration to Strategic  GLOBAL COMPLEXITY                 SALES E...
Incentive Insight ..a Day in the Life…  Empowering Sales & Motivating Behavior                Accurate                Calc...
Action Plan – Plan for the Future           Define Your Talent Strategy           •  Align Talent with Organizational Obje...
Plan for the Future•  Project Future Talent Needs & Acquire Talent  –  HR Analytics  –  Recruiting•  Create & Execute Nece...
Project Future Talent NeedsHuman Resources Analytics                            •  Get visibility into the Workforce      ...
Project Future Talent Needs               Human Resources Analytics      Business                       Ensure needed skil...
Acquire Talent Recruiting Solutions•  Integrations   9  Microsoft Outlook Calendar   9  PeopleSoft Profile Manager   9 ...
Streamlined Recruiter Activities     Improved Job Offer Process                                  Post Job Offer to        ...
Create & Execute Necessary Development ProgramsCareer Planning•  Create career paths & plans                              ...
Create & Execute Necessary Development ProgramseDevelopment•  Single self-service source to   identify and track career   ...
Create & Execute Necessary Development ProgramsLearning Management                 •  Enhanced Talent Management Integrati...
Integration with Other Talent Applications Ensures      an Accurate Learning Experience                                   ...
Complete Succession PlanningImpact Business Results with the Right Talent            Create hierarchical succession plans ...
Succession Planning     Talent Pools43                         43
Employee Search                                                  Display Selected                                         ...
9-Box” Ratings Make Planning Quick and Easy! Drag & Drop CapabilitiesUser Defined Criteriafor X and Y axis                ...
<Insert Picture Here>Maximise Your Investmentin Talent Management                                             46
Reduce IT Costs with PeopleSoft Delivered  Integrations•  PeopleSoft HCM to HCM   –  Recruiting Solutions with Profiles   ...
Deploy New Solutions without Upgrading       Talent Management 9.1Delivery of Greater Capabilities with More Flexibility a...
San Francisco 2011October 2–6, 2011Latin America 2011December 6–8, 2011Tokyo 2012April 4–6, 2012                     49
Questions and Answers                        50
51
52
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JD Edwards & Peoplesoft 3 _ Linda Hemsworth _ PeopleSoft HCM 9.1 Achieving Talent management excellence.pdf

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JD Edwards & Peoplesoft 3 _ Linda Hemsworth _ PeopleSoft HCM 9.1 Achieving Talent management excellence.pdf

  1. 1. <Insert Picture Here>Maximise Your Talent with Oracle HCM’s Unified SolutionPeopleSoft Human Capital ManagementLinda HemsworthPrincipal HCM Consultant
  2. 2. The following is intended to outline our generalproduct direction. It is intended for informationpurposes only, and may not be incorporated into anycontract. It is not a commitment to deliver anymaterial, code, or functionality, and should not berelied upon in making purchasing decisions.The development, release, and timing of anyfeatures or functionality described for Oracle’sproducts remains at the sole discretion of Oracle. 2
  3. 3. Agenda•  Examining Current Trends•  What to Do Now•  Oracle Tools to Help You•  Questions 3
  4. 4. Cautious Recovery… Global markets continue in the recession, but some indications of acautious recovery are starting to emerge 4
  5. 5. Changing Workforce Virtual Mobile Global Diverse 5
  6. 6. Continuing Technology Evolution PCs – Client/ Web 1.0 Web 2.0Mainframe Server The Internet The InternetComputers 6
  7. 7. Talent Challenges 2011 and Beyond Retention Engagement Skills Gap Workforce Dynamics21 7
  8. 8. <Insert Picture Here> Michael I Roth Chairman and CEO Interpublic Group “What you do in this environment is add to your talent base and reposition your talent to be more suited for the challenges that are ahead.” 13th Annual Global CEO Survey, PriceWaterhouseCoopers, January 201022 8
  9. 9. Take an Active Approach to Talent Management Tactical Strategic & Visionary Time to Hire Time to Productivity Pay for Tenure Pay for Performance Reactive Training Proactive Training Certification Tracking Organizational Compliance Tracking Reactive Promotions Succession & Career Planning “By excelling in Talent Management, the average Fortune 500 company can generate a nearly 15% improvement on earnings.” Hackett Book of Numbers 9
  10. 10. Action Plan Define Your Talent Strategy •  Align Talent with Organisational Objectives •  Identify Critical Skills •  Define Success Metrics Focus on Existing Talent •  Create an Accurate Picture of Your Workforce •  Understand What Motivates Your Employees and Take Action •  Pay Based on Performance Encourages Best Results Plan for the Future •  Project Future Talent Needs & Acquire Talent •  Create & Execute Necessary Development Programs •  Complete Succession Planning 10
  11. 11. <Insert Picture Here>How Oracle Can Help 11
  12. 12. Manage Talent with an Unified Process Customer Value Ensure success and longevity Maintain competitive edge Cut costs Increase employee PROFILES productivity and engagement Reward the right people Improve succession and leadership development Improves employee & customer satisfaction 12
  13. 13. What Does a Unified Talent System Look Like? Security Social and Collaboration Tools Workflow FIN SCM Workforce GL, Vendor Purchasing, Service Management Budgets, Delivery Talent Expense Portal Reports Workforce Self-Service Management Help Desk Recruiting Management Communications Learning Management Time/Labor Scheduling Performance Management Global Succession Planning Absences Core with Compensation Profiles Etc. Business Intelligence CRM Projects Business Intelligence Foundation Tools Workforce Planning Backlog, Predictive Analytics Global Core includes: Project Pipeline, Human Resources Payroll Costing, Customer Benefits Grants, Satisfaction, Contracts Employee Satisfaction SOA Content Management ETL Bus. Process Mgt.Source: Unified HCM Framework, CedarCrestone, 2010 13
  14. 14. Integration – The Key to a Unified System Native integration comes explicitly with a single vendor environment 14
  15. 15. Action Plan – Define Your Talent Strategy Define Your Talent Strategy •  Align Talent with Organisational Objectives •  Identify Critical Skills •  Define Success Metrics Focus on Existing Talent •  Create an Accurate Picture of Your Workforce •  Understand What Motivates Your Employees and Take Action •  Pay Based on Performance Encourages Best Results Plan for the Future •  Project Future Talent Needs & Acquire Talent •  Create & Execute Necessary Development Programs •  Complete Succession Planning 15
  16. 16. Define Your Talent Strategy•  Align Talent with Organisational Objectives –  Performance Management•  Identify Critical Skills –  Competencies•  Define Success Metrics –  HR Analytics 16
  17. 17. Align with Organisational Objectives Performance ManagementClearly communicate organisational directionby identifying objectives at all levels of theorganisationEmpower employees to take action where itcounts by publishing business objectivesEnsure key strategies are adequately supportedby aligning individual goals to businessobjectivesEnable organisational agility with syndicatedbusiness objectivesGain visibility of progress toward criticalinitiatives 17
  18. 18. Optimally Align, Develop, and Deploy Workforce ePerformance Employee Access to Pull In Goals and ObjectivesIdentify and VisualiseOrganisational Goals Managers Push Goals and Objectives to Employees 18
  19. 19. Aligning Individual Goals with Business Objectives Goal alignment clearly indicated in employee performance document Clear visibility when organization objectives are updated or changed 19
  20. 20. Identify Critical SkillsCompetency Management Workforce•  Track and evaluate Planning employee competencies and accomplishments Succession Employee Planning Selection•  Get a complete view of skill needs and gaps Profile through full integration Management with all critical talent (Competencies) functions Training & Performance Development Management•  Plan and adjust as skill needs change Employee Development•  Part of Profile Management 20
  21. 21. Define Success Metrics Oracle HR Analytics HR Performance •  Correlate financial with key workforce metrics to demonstrate HR’s strategic value in the organisation and quantify the return of investment on HR and the workforce. Operations •  Provide better workforce planning with easy visibility to global staffing, retention and contingent labor usage; •  Improve workforce performance by focusing on internal mobility and talent development. Compensation •  Increase performance of organisation by understanding and leveraging pay and performance relationship. Decrease costly compensation errors.Copyright © 2008, Oracle and/or its affiliates. All rights reserved. 2 21
  22. 22. Define Success MetricsOracle HR Analytics Recruiting •  Better measure quality of hire; optimise candidate sourcing; •  Analyse recruitment pipeline and ‘hire-to-retire’ process efficiency; •  Monitor vacancies and reduce time to fill. Learning Management •  Assess HR organisation’s learning offerings and how those programs affect employee performance and tenure; •  Monitor program enrollment and completion to understand how activity and completion affect quality of workforce. Leave & Absence •  Monitor planned and unexpected absence events to gain greater insight into lost productivity; •  Measure absence events across time periods to highlight trends and exceptions. 22
  23. 23. Action Plan – Focus on Existing Talent Define Your Talent Strategy •  Align Talent with Organizational Objectives •  Identify Critical Skills •  Define Success Metrics Focus on Existing Talent •  Create an Accurate Picture of Your Workforce •  Understand What Motivates Your Employees and Take Action •  Pay Based on Performance Encourages Best Results Plan for the Future •  Project Future Talent Needs & Acquire Talent •  Create & Execute Necessary Development Programs •  Complete Succession Planning 23
  24. 24. Focus on Existing Talent•  Create an Accurate Picture of Your Workforce –  Profile Management•  Understand What Motivates Your Employees and Take Action –  Workforce Communications –  Social Networking & Collaboration•  Pay Based on Performance Encourages Best Results –  Compensation Management –  Incentive Compensation 24
  25. 25. Create An Accurate View of Your Workforce Profile Management Skills Knowledge ProfileAttributes Licenses & Certificates Experience Profiles Company Are Defined Group Key! Content Memberships 25
  26. 26. Learn What Motivates Your Employees & Take Action Workforce Communications HR Programs Surveys Reports•  Targeted communication •  Targeted surveys •  Review, analyse•  Multiple channels •  Personalised and quantify HR•  2-way dialogue •  Confidential initiatives Communicate Gather Important Carefully Feedback Understand & Act Integrated and Secure 26
  27. 27. Define Social Networking Objectives Internal External Usage Usage•  Knowledge capture •  Recruiting and sharing •  Branding•  Informal learning •  Customer contact•  Formal and informal collaboration•  Communication•  Engagement Connect, Communicate and Collaborate 27
  28. 28. Pay for Performance for Best Results CompensationAllow managers to plan and allocate allcompensation types based on budget andperformanceDelegate authority and approvals to managercompensation processes Provide managers with tools to help make the best compensation decisions for their teams Leverage grid-like user interface for ease of use and greater flexibility 28
  29. 29. Embedded Analytics Help Ensure Accuracy eCompensation Compensation Allocation Decision Making ToolsCompensation Planreview Leverage a Grid-Like User Interface 29
  30. 30. End-to-End Incentive Compensation Moving Beyond Administration to Strategic GLOBAL COMPLEXITY SALES EFFECTIVENSS ALIGNMENT To Lower Cost & To Be More Competitive To Drive Desired Sales Reduced Risk Behavior Manage globally and Optimise plan Motivate with reduce TCO effectiveness incentive insight•  Retro Sales Crediting •  OBIEE Sales •  Enhanced operational BI•  Shared service center support Performance analytics Publisher reports•  Copy plans via XML between •  Scenario management •  Web 2.0 gadgets for sales environments reps •  “What if” plan modeling•  Telco & Fin Serv templates with greater financial •  Commission Estimates•  PeopleSoft & Siebel integration predictability•  Archive & Purge 30 30
  31. 31. Incentive Insight ..a Day in the Life… Empowering Sales & Motivating Behavior Accurate Calculations, Recent Transactions Am I going to Gadgets be paid correctly? When am I going to get paid? Compensation Plan AcceptanceReporting How am I What’s my & doing so far? role? How amAnalytics How can I do I rewarded? better? Tell me what I should do next? Sell to What If whom & Compensation what? Scenarios 31
  32. 32. Action Plan – Plan for the Future Define Your Talent Strategy •  Align Talent with Organizational Objectives •  Identify Critical Skills •  Define Success Metrics Focus on Existing Talent •  Create an Accurate Picture of Your Workforce •  Understand What Motivates Your Employees and Take Action •  Pay Based on Performance Encourages Best Results Plan for the Future •  Project Future Talent Needs & Acquire Talent •  Create & Execute Necessary Development Programs •  Complete Succession Planning 32
  33. 33. Plan for the Future•  Project Future Talent Needs & Acquire Talent –  HR Analytics –  Recruiting•  Create & Execute Necessary Development Programs –  Career Planning –  Learning Management•  Complete Succession Planning –  Succession Planning 33
  34. 34. Project Future Talent NeedsHuman Resources Analytics •  Get visibility into the Workforce •  Make better informed decisions •  Receive early warning of potential problems that could impact their ability to meet business objectives •  Leverage Oracle’s Market-leading BI Platform •  Integrated to PeopleSoft 34
  35. 35. Project Future Talent Needs Human Resources Analytics Business Ensure needed skills Objectives/ are available Issues Drill to Detail Is turnover within manageable limits? Is voluntary turnover increasing? Gain Insights Why are people leaving? Which groups are Affected? Take Proactively Manage Action At-Risk Top PerformersCopyright © 2008, Oracle and/or its affiliates. All rights reserved. 35 35
  36. 36. Acquire Talent Recruiting Solutions•  Integrations 9  Microsoft Outlook Calendar 9  PeopleSoft Profile Manager 9  PeopleSoft Services Procurement•  Online Job Offers 9  Candidates View and Accept Job Offers via Candidate Portal•  Screening and Questionnaire Enhancements 9  Knock-out Questions 9  Default Question Sets•  Better Usability 9  Improvements for Both Candidates and Recruiters 9  Print Job Openings and ResumesFor Better and More Efficient Recruiting 36
  37. 37. Streamlined Recruiter Activities Improved Job Offer Process Post Job Offer to Candidate PortalPost offer-relateddocumentsonline Candidates accept or reject offers online 37
  38. 38. Create & Execute Necessary Development ProgramsCareer Planning•  Create career paths & plans Improve retention•  Conduct employee career data reviews Improve morale and job satisfaction•  Review career progression interactively Quantify Engagement plans•  Career planning self service for Effectively manage training needs employees & managers•  Integrated with Succession Improve organisation brand Planning 38
  39. 39. Create & Execute Necessary Development ProgramseDevelopment•  Single self-service source to identify and track career aspirations and accomplishments•  Match jobs to skills and qualifications•  Identify and compare positions of interest•  Determine career steps, development goals and targeted learning into personal plans 39
  40. 40. Create & Execute Necessary Development ProgramsLearning Management •  Enhanced Talent Management Integrations •  ePerformance •  Career and Succession Planning •  Administrative Enhancements •  New Configurable Surveys •  Notification Enhancements •  Search for Instructors by Availability •  … and many more! •  Better Usability •  New Calendar Views •  Multiple, Distinct Learning Plans •  Learning Request User Enhancements 40
  41. 41. Integration with Other Talent Applications Ensures an Accurate Learning Experience Completed and current learning viewableSearch for Learningfrom ePerformance Learning Section can be part of scoring 41
  42. 42. Complete Succession PlanningImpact Business Results with the Right Talent Create hierarchical succession plans to identify, track and manage key employees Real-time visualisation of incumbents, successors and relevant profile data with configurable X-Y rating box grids Integration with Profile Manager to support matching, ranking and skill gap identification Ability to search internal and external candidate pools Intuitive, graphical user interface with drag and drop capabilities, deployed via manager self service Provide employees career planning resources including career change, career choice and career advancement 42
  43. 43. Succession Planning Talent Pools43 43
  44. 44. Employee Search Display Selected Employee’s ProfileViewOrganisational FlagHierarchy Key Persons Identify Slate of Potential Successors Collapse Sub- Sections As Needed 44
  45. 45. 9-Box” Ratings Make Planning Quick and Easy! Drag & Drop CapabilitiesUser Defined Criteriafor X and Y axis View Potential Successors in a Configurable “Rating Box” (i.e. 9 Box) 45
  46. 46. <Insert Picture Here>Maximise Your Investmentin Talent Management 46
  47. 47. Reduce IT Costs with PeopleSoft Delivered Integrations•  PeopleSoft HCM to HCM –  Recruiting Solutions with Profiles –  Enterprise Learning Management to Profiles, ePerformance, Succession Planning and Career Development•  PeopleSoft HCM to PeopleSoft Applications –  Greater Synchronisation and Integration between HCM and Financials with full Project ChartField Integrations –  Recruiting Solutions with eProcurement•  PeopleSoft to Oracle and/or 3rd Party –  Microsoft Outlook Recruiting Solutions –  PeopleSoft HCM to Oracle Workforce Scheduling … 47
  48. 48. Deploy New Solutions without Upgrading Talent Management 9.1Delivery of Greater Capabilities with More Flexibility and Less Disruption Talent Management 9.1 Career & HR Succession HelpDesk Analytics ePerformance Planning for HR 9.1 Enterprise Compensation Recruiting Learning Solutions Management Oracle Built Integration HCM Core HR 8.9 & 9.0 Time & Pay 48
  49. 49. San Francisco 2011October 2–6, 2011Latin America 2011December 6–8, 2011Tokyo 2012April 4–6, 2012 49
  50. 50. Questions and Answers 50
  51. 51. 51
  52. 52. 52

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