Trends Impacting PeopleSoft Apps
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Doris’s Wong Reconnect 2016 Super Session Current Trends Influencing PeopleSoft Applications—and how your organization can benefit #103460 Tue. July 19| 4:45 PM - 5:45 PM (Central)| Grand Ballroom GH Technology advancements and social demographic conditions continue to change at an ever increasing rate directly impacting the PeopleSoft applications running your organization’s business processes. Examples across all PeopleSoft suites and modules include the digitization of manual processes, constant online access and workforce demographics. This session covers how these trends are impacting your current PeopleSoft applications, influencing future features and how, why, and what you can do now in PeopleSoft to take advantage of these trends. Type: Lecture Track: Applicable to All Audience: Technical/Functional Product Lines: PeopleSoft
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Trends Impacting PeopleSoft Apps
- 1. Prepared by: Session ID: Current Trends Influencing PeopleSoft Applications Doris Wong CEO Smart ERP Solutions Inc. Doris.w@smarterp.com How Your Organization Can Benefit 103460
- 2. Agenda • Introductions • Changes Ahead • Technology Trends • The Changing Workforce • What’s Next? • Current and Planned PeopleSoft Features
- 5. Mobile Big Data AI and Robotics Cyber Security Educational Technology Trends That Will Impact The Workforce Cloud Payment Systems Virtual Reality Digital Service Delivery Social
- 6. Efficiency and Increased ProductivityIncreased Collaboration Improved Cost Management Heightened Security The Changing Workforce Efficiency and Increased Productivity Increased Collaboration Improved Cost Management Heightened Security
- 7. A new generation of employees, a new set of engagement policies By 2025, millennials will account for 75% of the global workforce They will build a collaborative organization In the next nine years, 47% will work from home Millennials thrive on fast interactive activities during onboarding.
- 8. What’s next?
- 9. Evolution of Management Thinking
- 10. People Analytics Accelerates Growth
- 11. Companies still rely on outdated paper-based and people-oriented processes 7.5% of all company documents are lost completely Lost document will cost a company $122 on average Searching for documents takes about 20% of an employee’s time 3% of an organization’s documents are misfiled
- 12. The evolving mobile workforce iPad tablet certified for PeopleSoft applications COMPANY DIRECTORY TALENT SUMMARY MANAGER DASHBOARD
- 13. Financial Dashboards Liability Exposure Dashboard Voucher Status Dashboard
- 14. Issues Financial Management Source: Aberdeen Group, June 2014
- 15. ROI of Digital Transformation Evolution of Digital Capabilities in Financial Operations for Optimal Efficiencies Source: Aberdeen Group, June 2014
- 16. Recent PeopleSoft Enhancements Leveraging These Trends Human Capital Management Fluid Mobile Payslip Fluid Candidate Gateway Time & Labor Weekly Copy Time Fluid Updateable PDF Tax Forms (W-4)
- 17. Recent PeopleSoft Enhancements Leveraging These Trends Financials/Supply Chain Management Fluid WorkCenter Framework (Billing) GL/BU Management PAYABLES: 3rd Party Imaging Solution Integration Fluid Expenses: ChartField/Expense Report Entry RECEIVABLES: PayPal Integration
- 18. Upgrade to 9.2 Mobile Applications Application Dashboard Fluid Homepage and Transitions Third-party Interfaces/Integrationse.g. Credit Card Interface HTML email approvals Data Export/Import Utility Candidate Gateway Enhanced site configuration End to end solution for service purchase processing PeopleSoft Update Manager!
- 19. References VIDEO • World Economic Forum • Weforum.org • bit.ly/worldforumvid RESEARCH/CHARTS • Predictions for 2016 • A Bold New World of Talent, Learning, Leadership, and HR Technology Ahead • Bersin by Deloitte • The evolution of Digital Capabilities In Financial Operations for Optimal Efficiency • Keir Walker, Sr. Research Associate, Financial Management, GRC • Aberdeen Group
- 20. Living in the World of Selective Adoption #100550 • Venkatesh, Arkalgud Alameda County • Wed. July 20| 10:45 AM - 11:45 AM | Grand Ballroom F SMARTERP SESSIONS Extreme Employee Onboarding: high volume and highly secure case studies #101830 • Wed. July 20| 10:45 AM - 11:45 AM| Paris The Digital Transformation: transitioning from paper-based to electronic PeopleSoft processes #103250 • Wed. July 20| 4:30 PM - 5:30 PM | Tegel Best Practices in Employee Onboarding #103280 • Thu. July 21| 1:45 PM - 2:45 PM (Central)| Capital Leveraging PeopleSoft Cloud Features in Your Environments #101840 • Thu. July 21| 3:00 PM - 4:00 PM (Central)| Vienna Related Sessions
- 21. Session ID: Please complete the session evaluation 103460
Editor's Notes
- Ubiquitous, mobile supercomputing. Intelligent robots. Self-driving cars. Neuro-technological brain enhancements. Genetic editing. The evidence of dramatic change is all around us and it’s happening at exponential speed. The opportunities we are currently facing are probably the greatest humankind has ever faced and it is up to us to seize them. New technological capabilities such as big data and the internet of things are transforming our daily lives in ways that could not have been imagined – even by the best sci-fi writers – just a decade ago. Let’s take a look at what some experts from the World Economic Forum say about the Fourth Industrial revolution and how digital technology is changing the way we work, how the workforce is changing and interacting with each other..
- You’ve heard some of the thoughts from leaders around the world… specifically looking at technologies and trends that will influence the workforce.. Mobile: Anywhere, anytime access to broadband connectivity from a range of devices, wireless networks, operating systems, and applications. Big Data: The massive quantity and variety of structured and unstructured data from internet-connected systems, devices and physical objects. Artificial Intelligence and Robotics: The broad range of machines and computer systems that demonstrate limited characteristics of intelligence. Cyber Security: Protection from new forms of cyber risk, attack, crime and terrorism caused by increased reliance on personal and professional digital devices and data. Educational: Trends and tools that are changing and enhancing educational achievements, developments, techniques and possibilities. Cloud: Internet-based technology resources – such as software applications, computing power and data storage – provided remotely as a service. Payment Systems: New, evolving and emerging internet-enabled software applications, currencies, payment platforms, devices and services. Virtual and Augmented Reality: Technologies that use computer modelling to simulate, overlay and supplement reality and enable people to interact. Digital Service Delivery: New technologies used to provide online, interactive, self-service, business processes, software and services. Social: Technologies that support social interaction and are enabled by communications technology, such as the internet
- 1. Efficiency and Increased Productivity The modern workplace has experienced a complete shift in how we spend our time. Time management has been optimized, and the efforts put into every-day tasks have been lightened. Employee productivity and efforts have been improved, allowing them to place more emphasis on more important things such as precision and creativity. The level of expectation of clients and co-workers has also changed as a result of technology in the workplace, keeping everyone connected on a constant basis. Results are expected much faster than ever before. 2. Increased Collaboration Technology has given us a level of communication never seen before. We can literally connect to any one of our employees, leaders and co-workers any time, anywhere. With this dramatic increase in collaboration comes a heightened level of flexibility in communication, allowing co-workers to facilitate continued partnership no matter where each individual may be. Team work is much more engaged, and boosted to a whole new level. 3. Improved Cost Management The bottom line of any business is to achieve profitability. With the advent of technology in the workplace comes an encouraged productivity in finance. Businesses are much more fiscally healthy as a result of innovative technological equipment and software entering the office scene. As employees are encouraged to optimize their time thanks to such technology, a lot less time is wasted, and a lot more time is used to hone in on the profitable tasks at hand. A productive workplace is a profitable one, which is just one of the important ways that technology has changed our workplace environment for the better. 4. Heightened Level of Security The security of company information can be severely compromised without the implementation of proper channels of technology and software. Just as savvy hackers are using technology to try to gain access to a businesses' sensitive information, so should a company implement innovative technology as a safe haven against such breaches of security. Technology helps to make sure that information is accessible only to the right people, and makes it nearly impossible for pertinent company information to be leaked.
- It’s not just a pop culture stereotype: in many ways, different generations have entirely different thought processes from each other. Ignoring that during employee onboarding could mean that you’re not engaging one of more of the generations, whether they’re the World War II generation, baby boomers, generation X, or generation Y — the latter of which is generally called “millennials.” They will build a collaborative organization. Millennials like to work in teams, on projects to accomplish goals. It’s less about what company they work for and more about who they are working with and the types of projects they work on. In a recent study by IdeaPaint, they found that 38% of millennials feel that outdated collaboration processes hinder their company’s innovation and 74% prefer to collaborate in small groups. They are used to using wiki’s, social networks and other technologies to share ideas and innovate so when they become leaders, they will take those behaviors with them and spread them across their organizations. Millennials You’re going to have to get creative to effectively onboard the millennials. With the fast-paced technology and multitasking they are accustomed to, capturing and keeping their attention is no easy feat. Also, keep in mind that feedback is essential during onboarding, and if you’re giving an hour-long PowerPoint lecture, you’re doing it exactly wrong. Instead, millennials thrive on gaming, social collaboration, and fast, interactive activities during onboarding. Always reinforce exactly how what you’re doing will benefit them in their jobs and even help them advance in their ambitious career path. If you don’t keep in mind the specific generational identities of your workforce during onboarding strategies, there’s a chance you’re missing the opportunity to engage and motivate an entire cross-section of your employees.
- One of the predictions for the years ahead is what we call, “The New Organization: Different by Design.”5 Companies are more virtual (i.e., witness Uber, AirBnB, and delivery services like DoorDash, which rely almost entirely on contractor or shared assets to deliver value); we outsource where we can (i.e., Apple outsources almost all of its manufacturing); and, employees are becoming more contingent than ever before (the U.S. Bureau of Labor Statistics estimates that 32 percent of all U.S. workers are contingent).
- KEY POINT We have entered a new era of “management thinking”—one which takes us to a new set of principles about how we lead and empower people, and how we set goals and evaluate performance. In the 1940s and 1950s, we considered the railroads and steel companies as the pillars of management thinking. These companies treated people as “workers,” and created a hierarchical view of management, one that focused primarily on automating work and telling people what to do. In the 1960s and 1970s, we had thinkers like Peter Drucker and Jack Welch who brought the ideas of “management by objective” and “hierarchical organizations” to the world; we patterned our companies after GE and other major conglomerates. Then, we focused on hierarchical, top-down, cascading goals (the technology implemented in most HR systems today) and leaders as “kings” of the corporation. In the 1980s and 1990s, a new generation of companies (like Google) emerged. These companies focused on highly empowering their employees, looking at “workers as kings,” and turning leaders into “servant leaders” who empower, align, and develop their people. Today, most companies are somewhere into this transition; they struggle to learn how to decompose their 1960s- 1970s style of leadership and structure, and copy what companies like Google have done for years. Now, an even newer type of management thinking has emerged. Companies should be driven by mission and purpose, with flexible, dynamic teams and managers as “team leaders” not as “executives.” These companies do away with the idea that you are a leader because of your position—and focus on people developing “followership,” and building the systems and tools which let people cross communicate easily and organize around a “network of teams” as the new
- People Analytics Accelerates Its Growth— Evolving to a Mainstream Program in the HR Function. People analytics (the new and more final name for the function that we called “talent analytics”) is now becoming mainstream in the HR landscape. Most HR leaders and CHROs, top priorities for the year are, “analytics” - among the top three. Companies are hiring heads of people analytics, building teams, and replacing HR platforms with the singular goal of creating a meaningful and useful database of information about their people. What is people analytics? It is a new discipline within HR in which we bring together traditional talent and HR information with the new data streams coming from mobile apps, engagement apps, feedback apps, and network analysis to build a highly valuable (almost priceless) database about what people are doing, their history and experiences at work, and how they progress in their careers. So, where are many of us now, and how is that holding us back. Moving to digital vs. paper
- According to PricewaterhouseCoopers, finding a lost document will cost a company $122 on average. It is also estimated that 7.5% of all company documents are lost completely. Let’s assume your company works with 10,000 documents – an extremely light figure. That would mean, about 750 of those documents are doomed to be lost, ultimately costing your company around $91,500. Plus, if you had to recreate any lost documents, the time and supplies involved would make that number jump well over the $100,000 mark. One three drawer filing cabinet can cost around $300, hold 9,000 pages of documents and require about 20 sq. ft. of office space. As retention periods are becoming longer and paper documents continue to influx daily, many businesses will then have to acquire additional filing cabinets and eventually purchase an offsite storage area. A relatively small storage space will cost about $150 per month, not to mention the utilities involved (electricity and lighting, etc.). PricewaterhouseCoopers reports that on average, a company spends $25,000 to fill one file cabinet and an additional $2,100 a year to maintain that cabinet. The fees quickly add up.
- Company Directory enables your employees and managers to search for people across the organization through a visual representation of the organization hierarchical structure, and enable actions such as managing absences, compensation, performance, career and succession planning. Talent Summary provides HR managers a unified and holistic view of talent related information of an individual employee when they want to view job competencies, performance history and other aggregated data about their direct reports at an individual level as well as indirect reports for higher level managers. Manager Dashboard allows HR managers to quickly and easily view actionable summaries of information for the manager’s direct and indirect reports, and update human resource information as needed. PeopleSoft Inventory Management is another mobile solution which was delivered this year as a pure mobile application to help the healthcare vertical market manage on-site inventory and take advantage of capabilities like bar-code scanner and signature capture technology.
- Image: Accounts Payable Workcenter Dashboard This example illustrates the fields and controls on the Accounts Payable Workcenter Dashboard.
- At the macro-level, the greatest number of respondents to this study through Aberdeen is the time it takes to complete financial processes, along with the demands they make on internal resources, as a leading pressure the face. Reducing the time and manpower required for financial processes will definitely free up resources to focus on other noted pressures, such as expediting the delivery of financial information, increasing collaboration, and accommodating a higher volume of transactions. These pressures can also be addressed through automated financial solutions. Automating the more “mechanical” aspects of financial operations means a reduction in the manpower required to process outgoing invoices or incoming payments. It also ensures greater accuracy by removing the potential for manual errors in processing, not to mention, faster turnaround times. Automating financial operations acts as a counter-balance that brings operational tasks back to equilibrium. It frees up manual resources to address customer/supplier needs, better manage more dedicated, personal attention.
- Best in class ERP leverages the digital transformation through automation and paperless processing. The ability to quickly search, identify invoices and related documents speeds efficiencies, leading to greater ROI. Automation is key in digital transformation. It is integral to overcoming the numerous operations hurdles associated with accounts payable and receivable.
- HCM Image 18 (JUL 2016) highlights addressing/leveraging these trends (Cloud, Self-Service, Mobile Workers, Digital Service Delivery, etc.). Fluid Mobile Payslip: The Mobile Payslip feature uses the PeopleSoft Fluid User Interface to render payslip information for small form factor devices, enabling employees to view payslip information on their smartphones. Fluid Updateable PDF Tax Forms (W-4): Oracle’s PeopleSoft Payroll for North America enables you to set up updatable PDF tax forms so that USA employees can update their own federal and state tax withholding information using employee payroll self-service (ePay) Fluid User Interface. Fluid Candidate Gateway: Fluid Candidate Gateway offers applicants a modern and intuitive experience as they search for jobs, apply for jobs, and track job opportunities. The mobile-friendly design gives applicants the flexibility to apply for jobs using mobile devices as well as desktops and laptops. Time & Labor Weekly Copy Time [example of “Digital Services Delivery” trend applying technology for business processes]: The Weekly Copy Time functionality allows users to copy a full week of data using the copy options (Copy from prior week, Copy from schedule, Copy task values)
- Financials Image 17 - 19 (thru JUN 2016) highlights addressing/leveraging these trends (Cloud, Self-Service, Mobile Workers, Digital Service Delivery, etc.). Fluid WorkCenter Framework (Billing): The first application to develop a WorkCenter using the PeopleSoft Fluid WorkCenter Framework is PeopleSoft Billing (Billing WorkCenter - My Billing Work). Fluid Expenses--ChartField/Expense Report Entry: The PeopleSoft Fluid Travel Authorization component leverages the ChartField entry framework designed for simplified use across all of PeopleSoft for mobile devices. The expense report entry capabilities have been enhanced by fully adopting the Fluid framework delivered within PeopleTools. General Ledger Business Unit Management: When adding a new General ledger business unit, the system displays a questionnaire that asks a series of questions. When the questionnaire is complete, the activity guide setup pages are displayed as steps, and are sequenced in the order that they should be completed to create a new General Ledger business unit. This provides a user a simplified way to add or modify business units in one central location. PAYABLES--3rd Party Imaging Solution Integration: PeopleSoft provides an open integration with any digital repository capable of supporting Web Services and optical character recognition process (OCR) to assist with transactional data entry into Accounts Payable and eSettlements. This integration provides options and hyperlinks to the imaging repository for quick and efficient linking to a transaction. RECEIVABLES—PayPal Integration: PeopleSoft eBill Payment introduces PayPal as an electronic payment method, using the PayPal Express Checkout functionality. After selecting the PayPal payment method, the user is automatically transferred to PayPal’s secure hosted payment site to enter and complete payment. The PayPal integration provides more flexibility and options to self-service customer users.
- There are many feature upgrades with PeopleSoft 9.2, here’s some of the top in HCM and Financials, there are many others… catch ‘em if you can! #10 A Benefits Clone Utility simplifies the process of creating a new life event from scratch. The new feature enables customers to create a new life event by duplicating another existing life event, in addition to creating a life event manually. The customer can then modify a cloned life event to suit the business needs. #9 HTML Email Approvals are sent to approvers when managers submit a Transfer, Promotion, or Reporting Change request for approval. The email contains summary information about the transaction request and approvers can approve, deny, or push back documents directly from the email by clicking the appropriate link. #8 Feeder Summarization is a Project Costing process that enables you to summarize subsystem transactions for Purchasing and Accounts Payable transactions in addition to Expenses, General Ledger, Time and Labor, and Third-Party transactions. #7 Mobile Applications is available for your mobile devices. You can log into the PeopleSoft system from a mobile device, such as a tablet or smart phone, for the following applications: Mobile Expenses, Mobile eProcurement, and Mobile Approvals. PeopleSoft Mobile Approvals gives you the flexibility to approve journal entries, expense reports, vouchers, purchase order, and requisitions from your mobile device. #6 Credit Card interface powered by an integration framework enables users to offload the hosting of customer payment information onto a third party payment processing system through a secure connection #5 The eCompensation Manager Desktop Job Changes During Open Cycles feature provides the ability to capture job changes (active to inactive status change, salary change, currency code change) that take place during open compensation cycles. Administrators can configure the system to exclude individuals (who had those changes) from the compensation process and zero out the funding to them. They can also enable the option to allow managers see visual alerts about these events on the Allocate Compensation page. #4 Data Export Import Utility (DEIU) delivers data-mapping and transformation. Fields are easily mapped and you can interface both incoming and outgoing data between a source and a target data structure. Existing map definitions can be modified, or you can add new maps, and new data structures to export or import data, without making coding changes or customizations#3 Candidate Gateway Enhanced site configuration options provide more control over the applicant experience. Administrators can optionally add a branded welcome page to the careers site, and they can set job search options such as adding hot job indicators and other job opening information to the search results. Options that affect the application process include requiring answers to screening questions, displaying instructional text or other notices on a new start step for job applications, and choosing which terms and agreements the applicant must agree to before continuing past the start step. Also, administrators can now control whether to allow applicants to apply without a job opening. Additionally, administrators have new options for configuring applicant registration requirements including password security settings include password length, expiration dates, required types of characters, and whether the password can match the user name or the user's email address. Also, administrators now have the option to require email addresses at registration time. #2 End to end solution for service purchase processing (Pension Administration) has configurable rules that provide an administrator the ability to tailor the system to match an organization's service purchase process, allows for modeling of cost and payment estimates and integration to the PeopleSoft Financials system. # 1 PeopleSoft Update Manager (PUM) is the new way to apply fixes, compliance updates, and enhanced functionality. This new tool gives customers the ability to choose a single maintenance pack to apply to maintain compliance makes an upgrade more manageable with the ability to apply single updates where needed rather than undertaking a large upgrade. Additionally, you no longer have to wait for enhancements to be accumulated into a major release. Instead you can access enhancements on an ongoing basis.