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In HCM 9.1, weve made improvements that will allow you to create better alignment with key business objectives and help increase the effectiveness of the workforce. HCM 9.1 will help you:

Align individual goals with organizational business objectives creating line of sight of top initiatives Link total compensation to performance to better reward and retain top performers (pay for performance) Develop and manage talent and leadership to identify and address skill gaps in critical areas

Performance management, the process of setting employee goals, identifying individual development targets, and assessing progress toward achieving those objectives, continues to be a critical foundational element of a solid talent management strategy, evolving from an administrative process to a strategic business activity. Alignment of an organization's workforce activities to its enterprise strategy is critical to ensure the execution of the strategy and to enable organizational success. This alignment can be realized through effective communication that ties individual goals and activities to the goals and initiatives of their department, business unit, and ultimately the overall organizational strategy. Having this alignment in place can heighten employee commitment and motivation, increasing the likelihood of individuals achieving enterprise goals. Correspondingly, when goals are aligned across the organization, management can monitor achievement against these goals in a methodical manner. ePerformance 9.1 includes significant new functionality designed to help organizations more effectively align employee goals with business objectives. Objectives can now be easily shared throughout the organization, with employees defining individual goals that will help the organization achieve the objectives defined by senior management. By associating supporting goals with the broader initiatives they support, everyone has a clear understanding of what is expected and how key initiatives will be completed. Usability in ePerformance has also been improved with more configuration options configurable fields now display in the header section of the performance document; there is support for file attachments; electronic document sign-off has been introduced; and targeted performance notes allow you to associate a note to a particular item on the performance document.

Align the workforce and ensure the most mission critical tasks are a top priority Identify and visually display multiple levels of organizational goals Gain better insight into skills and performance to help identify the right employees for advancement, or reassignment. Lower employee turnover rate through a more effective performance process Streamline performance management administration Achieve higher levels of employee motivation, accountability and productivity Increase likelihood of employees being willing to take on increased responsibility Drive higher customer satisfaction levels / higher customer retention rates

With the ever changing needs of Compensation administration, PeopleSoft is delivering new capabilities in the managers desktop portion of eCompensation to facilitate the equitable allocation of various compensation types. In 9.1, we have improved the manager experience for compensation planning and allocation. These improvements include the delivery of an integrated Pay for Performance process as well as transactional metrics to assist the manager through the difficult decision making process of allocating compensation. Organizations can now deliver an integrated manager tool for planning and allocating various compensation types including adjustment to salaries, bonuses, equity as well as other compensation types. This fully integrated solution provides robust decision making tools to the user by providing appropriate transactional metrics by process step, configurable approvals and alerts as well as provide an intuitive grid-like user interface for ease of use. The PeopleSoft Compensation Solutions provide the flexibility required to administer compensation in today's environment.

Manage and plan more complex total compensation packages Plan and manage various types of compensation through one integrated process Transactional metrics provide decision making tools to aid in the compensation allocation process Reduce compensation errors/overpayments Shorten salary cycle processing throughout the organization Reduce head count to support the compensation process & improve staff productivity Improve employee satisfaction and reduce turnover Employee satisfaction creates customer satisfaction improving the organizations profitability

Finally, rounding out your talent management strategy, Oracle is delivering new Career Planning and Succession Planning functionality in HCM 9.1 that will allow you to better develop and manage talent and leadership through identification of skill gaps in critical areas. This functionality transcends simple talent management by utilizing employee profiles (Profile Management) inherent throughout both the talent management modules and core HR. The career planning process provides the structure for developmental activities focused on advancement as well as a feeder into succession planning. To support employee-based career planning and ultimately increase the integrity of the succession planning process, employees will be able to identify their career needs, plans, preferences, and interests. New features such as configurable X-Y grids for rating box (often designed as a 9-box), real-time hierarchical visualization of incumbents and successors, and an intuitive, graphical user interface with dragand-drop capabilities make this applications value immediately apparent.

Enterprise Learning Management (ELM) 9.1 delivers a number of enhancements covering a wide variety of customer needs by expanding industry and business processes such as Talent Management Integration and Learning Portfolio Management, as well as protecting the customers investment by improving the usability of Notifications, Catalog Management, and other features. These customer-driven enhancements have resulted in an improved offering that is easier to manage and to use. In addition, ELM 9.1 offers even more integration with business processes such as Career Planning, Succession Planning and Performance Management. You cant develop good talent without first recruiting good talent, and Recruiting Solutions 9.1 extends the Talent Acquisition Manager and Candidate Gateway applications, deepens the reach of existing features, and introduces new functionality that will enhance usability. The introduction of new capabilities such as integration with Microsoft Outlook 2007 is aimed at enabling end users to complete transactions within applications they rely on during the course of their busy day. Expanded functionality in candidate screening and in profile search / match enables organizations to further leverage the rich content they have established in their person and non-person profiles. Updated capabilities for candidates and employees such as Online Job Offer, which includes electronic acceptance, provide job seekers with the tools they require to effectively manage their career search.

Identify potential successors for key positions Clear career paths lower risk of top performers leaving Greater ability to reallocate employees from low to high demand positions

Less time and money spent on retraining Fewer employee errors and need for rework More productive and skilled employees Higher quality products and services Better customer service Better quality of training programs Gain a competitive advantage with improved leadership development and planning Increase in employee morale at all levels of the organization

In HCM 9.1, weve focused on three major areas that will drive higher organizational productivity to help you deliver the best business results. HCM 9.1 will help you:

Improve user experience and increase cost effectiveness with a streamlined interface and Web 2.0 tools Improve HR service delivery with new workforce communication tools and improved self service capabilities Make better informed decisions through integrated business intelligence

Enhancing the productivity of enterprise software means helping its users get more work done in a unit of time. Productivity is only one component of ease-of-use of a product, but an important one that that can be easily measured with an experienced user. PeopleTools 8.50 provides faster navigation via redesigned menu navigation, in-context pop-ups and type-ahead text, which reduce clicks & load time. Customers will also enjoy rich, desktop power through new grids that give you spreadsheet-like capabilities and an inline rich text editor. And finally there is improved collaboration with Web 2.0 user experiences via chat, wiki, blog, tagging, and discussion capabilities. PeopleTools 8.50 is the most robust and feature-laden release in the history of PeopleSoft. New Web 2.0 features and other enhancements in PeopleTools 8.50 will provide additional avenues for improved productivity, employee engagement, improved user experience, and lower total cost of ownership (TCO). HCM 9.1 includes over 9, 000 pages enhanced with Web 2.0 elements that will reduce data entry labor and improve overall worker productivity. PeopleTools 8.50 is also backward compatible with versions 8.8, 8.9 and 9.0.

Using PeopleTools 8.50, organizations can quickly and easily improve each users experience in a number of ways. For example, individual users have the ability to create their own list of favorites, frequent transactions that they can save and eliminate the need to navigate to them each time. Additionally, left navigation can configured by jobs or roles to only show the functions needed and remove other navigation options that only create clutter. For example, a payroll administrator job role could be configured to only show left navigation items such as pay cycle commands, pay run results, payroll reports, etc. This navigation can further be configured with icons or images to improve the look and feel of the page. You can also include links to collaborative workspaces and outside sources that allow users to navigate away from their work without losing their place in the work they are returned to where they left off once they are finished working with the linked content. Having the ability to launch collaborative workspaces from within the application is going to improve productivity and accuracy by enabling employees to do research, share documents, create discussion forums, read policies/procedures, or any other number of functions related to their job. The configurability of the PeopleSoft Solution provided through PeopleTools 8.50 gives you capabilities to build upon the delivered user experience enhancements. For example, the user experience can be configured to have to be much more appealing to the users by adding rounded corners to boxes, tabs, icons, and images. This is just one example of the limitless possibilities to enhance the user experience with the PeopleSoft Solution delivered capabilities. Other examples include adding hover over texts to various locations within the application; adding related content, workspaces, links to third party applications, various web 2.0 collaboration options to various locations within the solution. All of these benefits delivered with the PeopleSoft Solution drive employee efficiency and employee engagement throughout your organization.

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Re-designed menu navigation, and power tools like Type-Ahead means fewer clicks In-Context pop-up windows save you time, by keeping you in context of your work Smart use of type-ahead in fields means secondary windows are eliminated in some workflows

Grids

Improved End User Customization with spreadsheet-like controls such as scrolling and freezing Improved End User Control with features like zoom-in for full content viewing

Rich Text Editor

Format text like you would in any word processor for full end user control

Forums, Tagging, Chat

PeopleTools 8.5 makes available secure, embedded forums, tagging, and chat for smarter, asneeded collaboration

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Introduced after HCM 9.0 was released, Workforce Communications (part of CRM 9.1) was launched to provide organizations with the tools necessary to create closed loop communications with the workforce and better understand wants and needs through surveys and HR campaigns. This powerful functionality has been designed to use core HR employee data intelligently, which will help avoid spamming the workforce with un-related information they only get what pertains to them. Workforce Communications (WFC) 9.1 gives HR departments the ability to survey the workforce and conduct campaigns to push out critical HR announcements and collect feedback on programs and policies to better understand whats working and whats not working, and what the workforce wants and needs. This is a first of its kind application in the market, combining survey, campaign and analytics capabilities with core HR employee data to ensure communications are targeted and employee confidentiality and security is maintained. Specific examples of ways to utilize WFC effectively include internal recruiting efforts, overall employee communications, product/sales news, employee surveys, newsletters, and onboarding/offboarding processing. WFC complements a companys intranet strategy by delivering both web pages and emails built using dynamic merge content rules leveraging employee information to deliver targeted communications. Manager and employee self service is a major component of being able to effectively deliver superior, cost cutting HR services to the workforce, and studies over the last decade or more have consistently shown the value of employee and manager self service. HCM 9.1 delivers enhancements to our self service capabilities in a substantial number of areas. Some of the most significant capabilities include the new manager and employee self service functions in eCompensation, Career Planning, Succession Planning, and Profile Management, along with redesigned pages throughout the system to help improve access and productivity. PeopleSoft eCompensation 9.1 improves the efficiency and accuracy of the compensation process for managers by providing easy online access to update their global workforces compensation. For example, managers will enjoy self service capabilities designed to allow them to plan and allocate various compensation types based on budget and performance, allocate compensation equitably, delegate authority and process approvals and employees will be able to view their current and historical compensation. eCompensation manager self service also includes new, embedded transactional metrics to provide a graphical representation of the underlying compensation data. In Career Planning 9.1 (part of Human Resources), manager and employee self-service allows access to career planning functionality, including the ability to define and develop career paths. Succession Planning 9.1 gives managers the ability to access the new Succession 360feature that allows managers to search for people, positions or job codes, and plans; create graphical representations of reporting hierarchies; view profile summaries; view succession plans for people, positions, or job codes; and edit succession plans.

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Profile Management 9.1 (part of Human Resources) includes new employee self service to view profile content such as:

Performance history, ratings and manager reviews Development plans and status Current role competencies and proficiency levels and gaps between desired and actual proficiency levels

Finally, all self service pages throughout the PeopleSoft HCM system were redesigned to provide higher productivity to employees and managers using the new stylesheets, Web 2.0 functionality and reformatting of the pages.

Reduce HR program costs by understanding needs Increase rehires and expand talent pool Support upward mobility and improve morale Identify over/under performing areas/employees Ensure right decisions are made in uncertain times Improve employee engagement & reduce turnover costs

Lower HR service delivery costs Improved engagement and morale Lower risk of employee turnover Boost workforce productivity Reduce the burden on HR staff Achieve best practices Streamline employee inquiries

Oracle Human Resources Analytics 7.9.6 provides insights into organizational performance that help management balance cost efficiency with the best ways to develop and deploy an agile and

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high-competency workforce. The product integrates data from across the enterprises systems, transforming silos of data into timely and actionable insight. Oracle Human Resources Analytics is tightly integrated with PeopleSoft HCM to leverage the value of existing data and to eliminate the inefficiencies of data silos. It can pull in HR, financial, customer retention, talent management data, from both Oracle and non-Oracle systems, truly giving a comprehensive and seamless view of information about your workforce. Oracle Human Resources Analytics offers seven subject areas (absence, compensation, HR performance, learning enrollment and completion, recruiting, US statutory compliance, and workforce performance), nine dashboards, over 200 reports, over 300 metrics, and over 600 dimensional attributes.

Retention of key performers and their associated customers and revenue Better management of hiring costs by being able to identify the best hiring source delivering improved quality of hires Reduced compensation overpayments Improved HR staff productivity resulting in the need for fewer HR staff Reduced risk of litigation due to non-compliance Lower costs of business intelligence development with pre-built solution

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In HCM 9.1, weve took a look at the best ways to help you lower costs by leveraging your strategic investment in PeopleSoft. HCM 9.1 will help you:

Reduce customizations and streamline administrative tasks/costs by leveraging industryspecific enhancements Ensure global and local regulatory compliance Cut IT expenses and eliminate costly integrations with selective upgrades and pre-built integration

Oracle took a sharp look at functionality needed by customers in a wide array of industries and have delivered a significant number of customer requested enhancements in HCM 9.1, most notably in the Education and Public Sector industries, but not limited to these industries. You will find industry-specific enhancements throughout HCM 9.1, as well as other cost-cutting enhancements that will help keep a lid on costs. HCM 9.1s industry-specific capabilities address the unique HCM processes of various sectors such as retailing and the public sector and help eliminate custom or third-party solutions. Retailers can use Release 9.1s close bi-directional integration with Oracles Workforce Scheduling application to generate the most optimized schedules for employees based on HR, Absence, and Time and Labor data. In HCM 9.1 you can execute end-to-end business processes with complete and integrated solutions such as Multiyear Encumbrances, Real-Time Budget Checking and Project ChartField Integration. With Multiyear Encumbrances you can create and liquidate encumbrances over Multiple Years. Encumbrances created for entire funding source beyond current fiscal year and Multiyear encumbrances split across multiple budget years. The existing fiscal year encumbrance functionality will continue to be available. This new functionality Integrates with Real-Time Budget Checking Functionality and is also integrated with PeopleSoft Financials. With Real-

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Time Budget Checking you can obtain immediate Real-Time Budget Control. This feature ensures funding is available for salary and group fringe expenses and minimizes Overdrafts to GL by performing a budget check on Job and Position transactions. HCM 9.1 will also provide a greater synchronization and integration between HCM and Financials with Full Project ChartField Integrations. This process supports the flow of Payroll data back to Project Costing. HCM 9.1 also includes a more flexible Contract Pay solution with the K-12 and Higher Education industry in mind. The new changes allow you to calculate complex Contract Pay calculations such as back to back contracts, balloon payments, and calculate actual earnings based on user-defined work days. We also give you more processing options such as the ability to prorate the contract hours in partial periods and annualize taxable gross over 12 months instead of payment period. We have also made significant changes in HCM 9.1 to Retroactive Pay (Retro Pay). This feature now provides more functionality, flexibility, and control. At the heart of this solution is a new configurable, user-defined Trigger Table. The user will now determine what fields will create a Retro Request. We are also making significant usability and functionality changes designed to provide a better business process for retroactive pay. You will now experience a clearer understanding of the retro transactions and calculations. In addition, we are tightening up the retro process to provide more control, thus creating more accurate retroactive pay payments. The Paysheet Update process in Payroll for North America has enhanced to provide increased user productivity and better auditing capabilities. For example, you can create your own source code and store the code on the payline. This will allow you to better identify where the source data originated. We have also created a new Excel Spreadsheet to Component Interface Load to reduce the need for custom loads. Enhancements in absence processing provide new functionality for Leave Donations, which will allow organizations to reduce their payroll expense by allowing more employees to donate leave that would have not been used, reversing the expense recognition of vacation accrual, which reduces the current year payroll expense. Finally, the PeopleSoft Approval and Workflow Engine and the HCM Delegation Engine can be used to configure workflow rules for any number of approvals or delegations for transactions like, reporting of time, absence requests, compensation changes, and job openings/offers.

Lower IT labor costs with delivered integrations like OWS and Financials for Real-Time budget checking, Multiyear Encumbrances and Project ChartField Integration Lower risk with new industry-specific or customer requested functionality Reduce or eliminate 3rd party license/maintenance software and hardware costs Reduce payroll expense with Leave Donations

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Increased accuracy of financial transactions and employee workforce scheduling

Three new global country extensions are included in HCM 9.1 that will help ensure regional and global business operations comply with legislation for many PeopleSoft customers. Additionally, improvements to Profile Manager continue to help improve compliance through new features and integration between core HR and the talent applications. Expansion into three countries, China, Thailand, and Argentina, provide new functionality in Human Resources and corresponding Global Payrolls. Enhancements have also been added to existing country extensions for United Kingdom (maternity leave processing) and France (application framework brings substantial productivity gains for customers processing transactions, as well as aiding organizations in compliance with complex and changing regulations; learning management includes multiple new features). Enhancements to Profile Manager include the ability to maintain tighter control over profile management, improved usability in the overall function, and new integration that will inactivate the person profile when employment has been terminated. FMLA (Family and Medical Leave Act US) sample rules are now delivered in Absence Management 9.1 to help reduce overhead in administering these complex programs, which can be quite costly from a labor perspective. The delivered rules can be used out of the box or additional rules can be created to meet specific business needs. New Extended Leave Framework functionality drives these rules other examples include SSP (Statutory Sick Pay) and SMP (Statutory Maternity Pay) in the UK, ESA in Canada.

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Finally, the enhancements mentioned in the previous section related to commitment accounting and contract pay also help organizations remain compliant with accounting rules and regulations.

Enforcement action and fines Complaints and dissatisfied staff/customers Adverse publicity and/or impact on shareholder value Reputation and brand damage Loss of business/customers Adverse criminal/civil action against the organizations legal entities, executive management and individual staff members

PeopleSoft HCM 9.1 introduces and enhances a significant number of integrations that will help cut IT expenses and lower risk of data loss or corruption, as well as improving worker productivity. HCM 9.1 includes over 1,700 integrations (83 new) and almost 3,000 integration points (82 new). Examples of some of the new integrations include:

Core HR integration with Workforce Communications Core HR to Oracle Incentive Compensation Oracle Workforce Scheduling to Human Resources, Time & Labor, and Absence Management (bi-directional) Greater synchronization of Payroll to PeopleSoft Financials Succession Planning with Profile Manager to support matching, ranking and skill gap identification Recruiting Solutions with Profiles Recruiting Solutions with eProcurement Microsoft Outlook to Recruiting Solutions Enterprise Learning Management to Profiles, ePerformance, Succession Planning and Career Development

Leveraging Oracle Application Integration Architecture (AIA), the Oracle Workforce Administration Integration Pack for PeopleSoft Human Resource delivers a seamless integration of PeopleSoft Person, Worker, and Talent Profile data to 3rd party or custom developed

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applications, enabling you to simplify cross-application business process integrations using a standards-based prebuilt integration solution. And finally, to ensure that our customers have the most current talent management options possible, new with HCM 9.1, Oracle is providing PeopleSoft Talent Management 9.1 to PeopleSoft HCM Integrations to connect our Talent Management 9.1 and Human Resources 9.0 applications. These easily configurable packs enable our HCM 9.0 customers to take advantage of the Talent Management 9.1 business process enhancements while retaining their existing HCM 9.0 implementation. With a consistent PeopleSoft-to-PeopleSoft approach, youll be able to maintain your data in a consistent approach when using PeopleSoft Talent Management and HCM Integration Packs, and the time and resources required to maintain your system data will be reduced and simplified. Plus an upgrade is not required, allowing customers that arent ready to upgrade yet to take advantage of key talent management functionality now.

Lower IT labor costs Lower IT software/hardware costs Reduced custom interfaces/integrations Reduced risk of data loss or corruption Reduced data entry and troubleshooting for errors Implement 9.1 talent applications for 9.0 customers without an upgrade

PeopleSoft HCM Release 9.1 is another milestone for customers looking to innovate their Human Capital strategy. Not only does this release substantially expand PeopleSofts footprint in the integrated Talent Management space, but also takes advantage of technology available through the Oracle family to provide strategic analytical, surveying and communications capabilities (such as Oracle Incentive Compensation, Oracle Workforce Scheduling, PeopleSoft Workforce Communications, and Oracle HR Analytics). Additionally, one of the largest benefits in HCM 9.1 will be productivity gains organizations will realize through either redesigned functions and process flows or through Web 2.0 technology delivered through PeopleTools 8.50. You cant get true productivity gains without innovation, and this is one area that Oracle firmly delivers in HCM 9.1.

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HCM 9.1 Solution Factory Oracle HCM Applications

http://launch.oracle.com/?psfthcm9.1 http://www.oracle.com/us/solutions/hcm

For more information about PeopleSoft HCM 9.1 please visit oracle.com or call +1.800.ORACLE1 to speak to an Oracle representative.

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