This document provides an overview and case study of implementing Oracle HCM Cloud's Workforce Compensation module. It discusses how a furniture company used the module to modernize its compensation planning process, reduce complexity, and generate over 200 customized total compensation statements for executives. Key benefits included streamlined reporting, automatic statement generation, and manager-specific budget management. Lessons learned focused on the importance of data cleanup, identifying requirements, and allowing time for testing.

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Advance Total Compensation
Statement for Executives: A Case Study
Prepared by:
Patty Snider
HCM Senior Consultant
Emtec, Inc.
Session ID#:

2. Agenda
■ Introduction
■ Overview of Oracle HCM Cloud Workforce Compensation
Module
■ Case Study
■ Lessons Learned
■ Questions

3. Introduction

4. Presenter Information
■ Patty Snider, HCM Senior Consultant
▪ Over ten years of experience implementing, upgrading and
administering HRIS systems
— Oracle HCM Cloud
— PeopleSoft HCM
— PeopleSoft ELM
▪ Human Resources process background
▪ Compensation implementation expert

5. Business and Technology Empowered

6. Overview of Oracle HCM Cloud
Workforce Compensation Module

7. Oracle HCM Cloud Applications
■ Comprehensive, integrated, and flexible suite of cloud-based
HR software
■ Fully integrated functionality within four key areas: core HR,
workforce management, workforce rewards, and talent
management.

8. Oracle HCM Cloud Services

9. Oracle Cloud Workforce Compensation
■ Design compensation programs
tailored for global and local
organizations all in one application:
▪ Flexible Configuration
▪ Compensation modeling solutions
▪ Integrated performance management
▪ Pay for performance
▪ Total compensation communications

10. Case Study: Total Compensation
Statements for Executives

11. Customer Profile
■ Internationally-recognized designer of high-end furnishings
with 2012 revenue of more than $1.7 billion
■ 4000+ employees in U.S. and Canada
■ Previous compensation system, developed internally,
employed Lotus Notes and a custom database
■ Conduct merit/pay administration for the organization twice a
year

12. Objective
Reduce the complexity and the timeline of
the salary planning process

13. The Business Challenge
■ In the previous system, there was an
extensive amount of technical preparation
work required prior to the opening of each
compensation cycle.
▪ Gathering a large number of spreadsheets
▪ Manually updating system data.
▪ Manually create ~200 customized executive
total compensation statements
▪ Limited visibility for higher level managers
▪ Frustrating user experience for superiors and
managers
13

14. Why Modernize Now
1. Reduce complexity in preparing for and administering the
compensation planning process
2. Enable greater line manager self-service and real time
visibility for high-level management
3. Streamline business process to decrease exceptions

15. Solution
■ Oracle HCM Cloud Coexistence
▪ Base HCM Cloud for coexistence
▪ Bidirectional integration to/from HR source system and HCM
Cloud application
■ Workforce Compensation Module
▪ Compensation Workforce Plans
▪ Executive Total Compensation Statements

16. Executive Total Compensation Statement
■ A critical business requirement that required extensive
prototyping and review
■ ~200 employees receive executive total compensation
statements
■ Prior solution was to manually create individualized
customized total cash and non-cash compensation
statements
■ Required similar online and printable versions available

17. HCM Cloud Solution Configuration
■ The statements are now created in Oracle HCM Cloud via
two standard templates
■ The templates were configured to support the following:
▪ Ability to retain unique design
▪ Only show the specific cash and non cash compensation items
that apply to specific employee
▪ Leverage template eligibility rules
▪ One click display via UI and PDF to increase user experience

18. Accommodating Custom Requirements
■ Descriptive Flex Fields to evaluate values within
compensation worksheet
■ Four level salary range placement
■ Merit pool budgeting based on an employee’s projected
increase
■ User defined fields created to build Total Compensation
Statements on demand

19. Results
■ Streamlined Total Compensation Statement generation
process
■ Automatic generation of Compensation Change Statements
■ Streamlined reporting
■ Manager-specific merit budget management

20. Total Compensation Statement Demo

21. Sample Printable PDF

22. Lessons Learned

23. Lesson Learned
■ Prepare for Data Clean-Up/Conversion
▪ Plan early
▪ Identify required clean-up activities prior to conversion
▪ Ensure proper verification of data
■ SaaS applications leverage best practices
■ Clearly identify business requirements
■ Allow adequate time for prototyping and testing
■ Change management is critical

24. Questions

25. Questions

26. Contact Information
■ Thank you for your time and attendance today!
■ Please contact Patty Snider with any additional questions
regarding your compensation system or implementation:
Phone: 312.216.6974
Email: Patty.Snider@emtecinc.com
Website: www.emtecinc.com

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