EBS HCM R12 Highlights

E-Business Suite HCM: Release 12 Highlights
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
Agenda
HCM Market Business Drivers
And How EBS HRMS R12 Can Help
HRMS R12 Value Drivers & Release

Highlights
Upgrade Strategy
The Business Value of EBS HRMS R12 & Making the Case
Where to Find Additional Information
HCM Market Business Drivers

And How E-Business Suite HRMS 12
Can Help
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
HR AND THE
BOARDROOM
HR has to justify its seat
at the table? HR must excel
in administration and adding
strategic value
INCREASE
ORGANIZATIONAL
VALUE
How does HR increase
Organizational Value?
Through the right HR
model and alignment to
the business
GLOBALIZATION
What is the impact of
globalization on HR and is
HR rising to the
challenge
Market and Value Drivers

Market Drivers
Key Processes
Aging, Shrinking
Workforce
Talent Management
HR Intelligence,
Workforce Analytics
Increase
Organizational
Value
HR and the
Boardroom
Integration, Workflow
Global HR, Payroll and
Benefits, Self Service
Workforce Administration
Shared Services
Globalization
Organizational Structure,
Process Flows
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
How Oracle HRMS Can Help

Aging, Shrinking Workforce
Learning Management
UPK
iRecruitment
Tutor
Self Service HR
Self Service Tutor
Performance Management
Workforce Analytics
Workforce Scheduling
Increase Organizational Value

HR Intelligence (DBI)
Content Services
Self Service HR
Portal
UPK
Fusion Middleware
Teleservice (Help Desk)

Enterprise HR Help Desk
Workforce Analytics
HR and the Boardroom

Human Resources
Payroll
Advanced Benefits
Self Service HR
Incentive Compensation
Time & Labor
Workforce Analytics
Workforce Scheduling
Globalization
Approvals Manager
Collaboration Tools
Shared Services
Fusion Middleware
User Experience
Consulting Services
Best Practices & Metrics

Setup & Productivity Tools
Business Process Redesign
Oracle HRMS R12 Delivers the Right Value

Delivered
Value
Oracle
R12
Solutions
CHRO
Agenda
Business
Drivers
Competitive
Edge
Better
Decisions
Compliance
Satisfaction &
Morale
Strategic Partner
Reduced Risk
Accuracy &
Productivity
HR Service
Delivery
Superior Ownership Experience

Manage Talent
Enterprise-Wide
Aging,
Shrinking
workforce
Aging &
retiring
workforce
Gain Greater
Business Insight
Increase
Organizational
Value
Governance
&
Control
HR & the
Boardroom
New Markets,
New Companies
Deliver Best in
Class Processes
Globalization
Need to Reduce
Costs While
Improving HR
Service
HRMS 12 Value Drivers

And Release Highlights
EBS HRMS R12 Value Drivers

Ensure organizational
success
Maintain a competitive
edge
Manage Talent
EnterpriseWide
Recruit, hire and retain top
Gain Greater
Business
Insight
HRMS 12
Make decisions with

the right data at your
fingertips
Increase compliance
and reduce risk
Make HR a strategic
talent
Deliver Best
in Class HCM
Business
Processes
partner within the

organization
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
Manage
Talent
EnterpriseWide
Gain Greater
Business
Insight
HRMS 12
Deliver Best
in Class HCM
Business
Processes
Manage Talent Enterprise-Wide

Workforce Performance Management
Learning Management
iRecruitment

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

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

Objectives Library
HR Professional
enters common
business objectives in
Objective Library

Performance Management Plan
HR Professional creates
Performance Mgmt Plan

Manager - Sets Objectives for Employess
Cascade objectives
downwards
Set objectives for

individual
employees

Employee - Tracks Progress
Only active tasks

are enabled

Make decisions with the right
Manage Talent
EnterpriseWide
Gain Greater
Business
Insight
HRMS 12
data at your fingertips
Increase compliance and

reduce risk
Make HR a strategic partner

within the organization
Deliver Best
in Class HCM
Business
Processes
Gain Greater Business Insight

Daily Business Intelligence
Embedded Analytics
Business Pressures
Accountability, Transparency
Rapidly Changing Conditions
How do I comply with corporate
How can I accelerate my planning
governance requirements?
and decision cycles?
How can I ensure accurate,
How do I monitor conditions and
timely reporting?
take early corrective action?
Sales
Marketing
Manufacturing
Purchasing
Finance
Service
Human
Resources
Project Mgmt
Plan
Plan &
&
Model
Model
Execute
Execute
Report
Report &
&
Analyze
Analyze
Ineffective Decision Support
Efficiency & Cost Control
How do I filter extraneous data
How can I sustain / improve
and focus on relevant information?
How can I access and rationalize

disparate, fragmented data?
profitability?
How do I keep information

current?
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)
Deliver Best in Class HCM Business

Processes
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
Manage a budgets/awards across multiple:
- Currencies
- Business Groups
- Compensation Types
Manage multiple awards on single worksheet

New task-oriented user interface
New administration capabilities
Employee statements
Extend statistical reporting capabilities
Extend worksheet personalization capabilities
Worksheet views
Company targets
Employee compensation history report
Mass notifications
Allocation wizard enhancements
Audit reporting
Selective posting dates by plan or option
Manager feedback capturing
Enhanced post-process reporting
Running processes from administrators home page
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

Drill Down to Detail View

Printable Page
Payroll
Payroll
FP K RUP 1 May 2006
Enhanced Financials Integration
- Payroll Support of Sub-Ledger Accounting
- Cash Management Interface to Single Bank Account schema
Enhanced Multiple Jurisdiction Taxation
- Allows for dynamic distribution of regular earnings for Salaried
employees based on Informational Time
- Support taxation only after meeting a fixed hours worked threshold
Configuration at State, County and City levels
Note: Extremely important for mobile workers such as sales and consulting
New Localizations for: UAE, Denmark, & India

Improved User Experience
HCM Configuration Workbench
Benefits Participant Upload
HRMS R12 User Experience Highlights

iRecruitment
- Completely re-designed Candidate Registration
Absence Management
- Updated business flows and entire look-and-feel
- Vastly improved UX for Salary Information, including high-interactivity
embedded analytics
Competency Profile
- Completely re-designed user experience for R12
Checklist Flows
- New UI to track tasks by employee
Global Overseas Labor Deployment (Global Transfer)

- New UI to easily transfer an employee from one business group to another
HRMS R12 New Look and Feel

New Background
Pattern
New
Fonts
New
Colors
New
Icons
New
Buttons
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
Note: HCM Configuration Workbench Patch 4999919

RUP 4 released 31-Mar-2006 on top of FP K
Benefits Participant Upload
Make new elections

Update elections
De-enrolling
Override elections
Load dependents
Load beneficiaries
Upgrade Strategy
The Business Value of HRMS 12
and
Making the Case
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
Identifying the Business Blueprint

Leading Organizations Create Value by Balancing
Three Critical Elements
People
Balance
Process
Technology
Identify and Measure Key HCM Metrics

Key Metrics for Self Service
Cost
Workforce Administration Services Labor
Cost Per Employee
MEDIAN
BEST
$33
$4
Employee or
Manager
Time
Process Time (in minutes)

Recruiting/Staffing
Create a requisition (manager initiates task)
Combined
Admin,
Processing,
and
Specialist Time
Manual Automated Manual Automated
45
20
10
<1
36
22
14
12
6
36
<1
9
236
60
38
<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
Process
Tech
Tech
Oracle HRMS
R12 Enablers
Advanced Benefits
Core HR
HR Self Service
Approvals Mgmt
Engine
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
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
Statement 1
1 Available
in FPK_RUP1
flows and entire look-and-feel

Salary Administration - Vastly improved UX
for Salary Information, including highinteractivity embedded analytics
Competency Profile - Completely redesigned user experience

Reducing Costs While Improving HR Service, Globally
The Oracle Superior

Ownership Experience
reduces your cost, risk
and enhances your
experience
Its all about providing the:
Lowest customer cost
Lowest customer risk
Best customer experience
Superior Ownership Experience in R12

Reducing Costs While Improving HR Service, Globally
Improved User Experience

Rapid Implementation Workbench extensions
Approvals Manager Uplift to OAF
Configuration Workbench
Uptake of latest Fusion middleware 10.1.3 tech
stack
Availability of lifetime support
Creating the Financial Model

Financial
FinancialModel
ModelMethodology
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
9
9
9
9
9
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
9 Increase in morale at all levels

9 Reduced risk from outdated
Information Technology
9 Improved business flexibility
through better leadership and
planning
Income
Statement
Sales / Services
Operating
Expenses
Business
Environment
Employee
Satisfaction
Credibility, Investor
Confidence
Risk
Profit or
Constituent
Services
Employer of
Choice
Organizational
Value

from Gaining Greater Business Insight?
Benefit Description
9 Reduced operational costs
9 Improved salary planning
streamlines labor costs
9 Eliminate costs of multiple reporting
systems
9 Proactive, strategic decisions
through dashboards
9 Lower or eliminated penalties for
non-compliance through
workflow/dashboards
9 Better leadership through workforce
planning
Other Improvements
9 Faster/better access to information
enables managers to see trends,
expand revenue or savings
opportunities, and avoid risks
Income
Statement
Sales / Services
Operating
Expenses
Business
Environment
Employee
Satisfaction
Confidence
Risk
Profit or
Constituent
Services
Increased
Shareholder
Value
Improved
Governance
& Control
What Kind of Benefits Can You Expect from

Best in Class HCM Business Processes?
Benefit Description
9
9
9
9
9
9
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
9 Improved employee morale

9 Improved business flexibility
9 Improved brand image
Income
Statement
Sales / Services
Operating
Expenses
Business
Environment
Employee
Satisfaction
Confidence
Risk
Profit or
Constituent
Services
HR Strategic
Importance
Organizational
Confidence

from SOE in HRMS R12?
Benefit Description
9
9
9
9
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
Other Improvements
9 Improved governance and control
through improved approvals
framework
9 Improved decision making with
accurate support
Income
Statement
Sales / Services
Operating
Expenses
Business
Environment
Employee
Satisfaction
Confidence
Risk
Profit or
Constituent
Services
Compete
More
Effectively
User
Confidence

EBS HCM R12 Highlights

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E-Business Suite HCM: Release 12 Highlights

The following is intended to outline our general

2006 Oracle Corporation Proprietary and Confidential

HRMS R12 Value Drivers & Release

Where to Find Additional Information

2006 Oracle Corporation Proprietary and Confidential

HCM Market Business Drivers

2006 Oracle Corporation Proprietary and Confidential

2006 Oracle Corporation Proprietary and Confidential

Market and Value Drivers

2006 Oracle Corporation Proprietary and Confidential

Single source of truth

Simplify HR/PR setup and maintenance

How Oracle HRMS Can Help

Increase Organizational Value

Teleservice (Help Desk)

HR and the Boardroom

2006 Oracle Corporation Proprietary and Confidential

Best Practices & Metrics

Oracle HRMS R12 Delivers the Right Value

Superior Ownership Experience

2006 Oracle Corporation Proprietary and Confidential

HRMS 12 Value Drivers

2006 Oracle Corporation Proprietary and Confidential

EBS HRMS R12 Value Drivers

Recruit, hire and retain top

Make decisions with

partner within the

Grow easily into new regions and markets

EBS HRMS Release 12 Value Drivers

Ensure organizational success

2006 Oracle Corporation Proprietary and Confidential

Manage Talent Enterprise-Wide

2006 Oracle Corporation Proprietary and Confidential

Workforce Performance Management

Objectives Library, to hold corporate objectives model

Objective Setting and Tracking during plan period

Monitoring of plans by HRMS Managers

2006 Oracle Corporation Proprietary and Confidential

Workforce Performance Management

Align worker objectives with business strategy and goals

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

Set objectives for

2006 Oracle Corporation Proprietary and Confidential

Workforce Performance Management

Only active tasks

2006 Oracle Corporation Proprietary and Confidential

EBS HRMS Release 12 Value Drivers

data at your fingertips

Increase compliance and

Make HR a strategic partner

2006 Oracle Corporation Proprietary and Confidential

Gain Greater Business Insight

2006 Oracle Corporation Proprietary and Confidential

Rapidly Changing Conditions

How do I comply with corporate

How can I accelerate my planning

and decision cycles?