The document outlines the benefits and real-life implementations of Oracle Fusion HCM, highlighting reasons clients are transitioning to the cloud such as increased flexibility and cost control. It details various client case studies that demonstrate the challenges they faced with existing systems and how Fusion addressed these, achieving greater integration and improved user experience. Key success factors for these implementations included leadership alignment, change management, and a willingness to adapt to the software without customizations.

1. Fusion HCM – Real Life
Examples Beyond the Hype!
Fatema Madraswala
PwC

2. Why are clients moving to the cloud?
• Boost Innovation
• Increase Flexibility
• Control Costs

3. Why are we excited about Fusion!
• Strong product functionality
• Pace of innovation for Fusion is tremendous
• Fusion Mobile Offerings
• Social Collaboration
• Our clients are happy with Fusion – In a survey at one client, 83% of
the respondents had a positive impression of Fusion

4. Client Proof Points (1)
Background Challenges Fusion Talent Management Solution
• Growing global financial services
organization
• Approximately 13,000 employees
worldwide
• Custom built solutions for
compensation and performance
management
• Growing global business bringing new
system requirements
• Multiple processes and tools for
leaders
• Need for increased access to
information
• Need for increased integration and
data sharing
• Hosted Deployment
• Coexistence with PeopleSoft 8.9
• Pilot approach for roll-out
• Global deployment
• Phase 1: Fusion Compensation
• Phase 2: Fusion Goal Management and
Performance Management

5. Client Proof Points (2)
Background Challenges Fusion Talent Management Solution
• Fortune 100 professional services
organization
• Approximately 100,000 employees
worldwide
• Out-dated lotus notes databases
requiring heavy maintenance
• A lot of manual processing and
manipulation
• Non-intuitive user experience for top
executives
• Increase access to information
• Increase integration and data sharing
• Fusion Proof of Concept conducted for
executive level population completed
in 5 weeks
• Complex requirements; Highly
Regulated
• Coexistence with PeopleSoft 8.9
• Phase 1: Fusion Compensation
• Phase 2: Fusion Talent Review and
Succession Planning
• Phase 3: Fusion Goal Management and
Performance Management (In
Progress)

6. Client Proof Points (3)
Background Challenges Fusion Talent Management Solution
• An American manufacturer
of computer hardware and software ,
including high-performance computing
solutions, servers, and visualization
products;
• Global
• Over 1,300 employees
• EBS system for Core HR that was not
fully satisfying their needs;
inconsistent/missing data
• Performance management system that
was not meeting needs; goals process
was not integrated with performance
management
• Annual compensation cycle was
managed through Excel
• Global scalability was key
• Unified Core HR and talent
management process design which
was then implemented as a system
that was deployed in a phased
approach, in over 10 countries, with 2
different language packs and 13
different currencies for compensation
• Phase 1: Fusion Goal Management and
Performance Management
• Phase 2: Fusion Core HR,
Compensation
• Fusion usage moved from a co-
existence model into the system of
record

7. Client Proof Points (4)
Background Challenges Fusion Talent Management Solution
• A large retail client specializing in the
restaurant line of business
• Over 18,000 employees
• EBS system for Core HR and Financials
that was not fully satisfying their
needs; inconsistent/missing data
• Client wanted a single platform for HR
and Financials
• There was a need to automate and
tightly integrate the end-to-end
process from recruiting to termination
• The very first Fusion ERP
implementation to include Fusion HR
and Financials in a single global
instance
• The very first project to implement the
end-to-end integration between Taleo
and Fusion
• Taleo Recruiting and Onboarding
• Fusion Core HR
• Manager and Employee Self Service
• Integration with ADP Payroll

8. Client Proof Points (5)
Background Challenges Fusion Talent Management Solution
• Major luxury jewelry designer with
about 800 employees and 28
boutiques in North America and 5
internationally.
• Client was using ADP’s HR system
which was becoming challenging to
effectively manage their day to day
HCM needs
• Client wanted to roll-out Manager and
Employee Self service capabilities
which they were unable to do in ADP
• Fusion Core HR, Benefits
• Manager and Employee Self Service
with workflow rules
• Benefits Interfaces
• Payroll Interface with ADP
• OTBI/BI Publisher reports

9. What were the key wins our clients achieved?
Module/Area Fusion “wow” factor
Compensation •Multi-currency
•Modeling
•Reduction in cycle time/setup time
Performance and Goal Mgmt •360 Feedback
Talent Review •Automation of a process that has traditionally been extremely manual
Profile Mgmt •Ability to identify critical positions and match talent
•Competency Spider Chart
•Employee ownership of their career
Reporting •Dynamic and Predictive Analytics
•Leadership Dashboards
Integration •PwC Data validation tool
Mobile Accessibility •Fusion Tap

10. Why were our clients successful?
• Leadership Alignment and stakeholder buy-in
• Clear expectations of definition of implementing early release of the
product
• Willingness and directive to adapt to software (no customizations)
• Collaborative team that attacked problems with creative solutions
• Project team’s ability to be flexible and fluid with timeline and
milestones
• Change management, imperative to success for both project team
and end-users

11. What did we learn from our experience?
• Technical Integration is the most challenging (Data Quality, History
conversion, data structure differences between Fusion and
EBS/PeopleSoft)
• Prioritize critical requirements and scope
• Align the people in your organization that can be champions,
creative thinkers, etc.
• Change Management (for users and project team)
• Mindset to adapt to Fusion functionality (Compromise is
necessary)
• Project planning that allows for some contingency

12. PwC
Five Questions you can be asking to start
thinking about Fusion
1. Assess your HR and Talent Management Strategy
2. Are there capability gaps that do not support the strategy?
3. Does Oracle Fusion close the gaps?
4. What deployment model is right for you?
5. Develop an Implementation Roadmap
• Are you ready for
Fusion?

13. PwC
Key Contacts
13
Fatema Madraswala HCM Fusion Practice Member Fatema.madraswala@us.pwc.com 732.277.9953
For More Information:
www.pwc.com/oracle, click on PwC’s Oracle Fusion HCM Practice tile:
• Fusion Talent Management White Paper
• Principal Financial Group Case Study
• CEO Survey Results