fusion hcm co-existence as part of a peoplesoft hcm...

0 Copyright 2013 Fujitsu America, Inc. .

Fusion HCM Co-Existence as Part of a PeopleSoft HCM Upgrade

Stephen Bentz – Director/ESA – Fusion HCM Center Of Excellence

http://www.ncoaug.com/home.html



1 Copyright 2013 Fujitsu America, Inc.

Welcome!!

Fujitsu America Director – Oracle Fusion HCM Center of Excellence

Enterprise Solutions Architect – Oracle HCM Applications

• Fusion

• PeopleSoft/eBusiness/JD Edwards

Oracle Applications User Experience Advocate – Primary Partner

Memberships VP of Greater Philadelphia Regional Users Group (10 Years)

OHUG/OAUG/MAOUG

IHRIM/PEHRS

Fujitsu America Global Diamond Partner and Certified Fusion HCM Systems Integrator

Achieved over 100 Fusion Certifications

Currently manage/operate Oracle-based services on > 10,000 platforms

Stephen Bentz


Fujitsu America Overview

WHAT FUJITSU DOES

Oracle

Practice

E-Business

Edge

Products

Fusion

Financials

Fusion HCM

ERP \ Edge \ CRM Advisory Services

Oracle ERP Upgrade

ERP Financial Offering

Healthcare Payer Offering

Multi-Country Global Architecture and

Localization

ERP Advanced Procurement Offering

ERP Industrial Manufacturing Offering

Oracle Fusion HCM

VCP and Promotion Planning

VCE and Freight and Parcel Solution

ERP Integration Offering

Master Data Management (MDM)

BI Apps / OBIEE Offering

Oracle Fusion Financials

Oracle Managed Services

Infrastructure, Network, and Hosting

Services

Edge: VCP (e.g. Demantra, ASCP), Master Data Management (MDM)


Agenda

Setting the Stage

Evaluating the Options

Scope and Limitations

Laying Out the Selection Process

Hard Costs vs. Soft Costs

Establish the Flight Plan

Wrap Up and Questions


Setting the Stage


Current State “ABC Company” Footprint

PS HCM Implemented initially in 1996

Core HR, Benefits Administration and NA Payroll

Added Time & Labor

Compensation, Self Service and

Workflows are built into “Internal

Applications” – AKA “SANSKRIT”


Pain Points

There is no Single Source of Data

All Reporting is Done within the Data Warehouse

Manager Dashboards DO NOT Exist ABC Company did not like PS v9.0 UI

ABC Company decided to build their own UI within an existing DB

The Internal Application runs via Batch Processing and is not Dynamic

No Central Unified User Interface Poor Manager/User Experience

Led to Major Issues for the Adoption of New Functionality

No Linkage to ANY Other Systems

Patching and Updates ABC Company has no idea what PeopleTools Patches and Updates

have been applied

Only Current on Tax Updates for Payroll


Aren’t they in the Cloud Already?

Cost of Contracts is Immense

No Self Service Occurs Within the

PeopleSoft HCM Application

All Workflows are Generated from

the Internal Application Server

Recruiting – Outsourced

Performance & Goal Management

– Outsourced

Benefits – Outsourced

Learning Management –

Outsourced

Compensation – Written in

“Ancient Code” and Requires a

Dedicated Technical Resource

Absence Tracking is Manual and

loaded into a Data Warehouse


Time to Find a New Path to Travel

Too Many Accidents Ahead (and Many to Leave Behind)

Introducing “Cloud Quest” for System Optimization

Multiple Exit Strategies Exist

Did We Just Miss Our Route Off of This Mess?

Does Anyone Have a “Left Handed Monkey Wrench?”

What is Exactly “Under the Hood”?

Find the Nearest Rest Stop

Find a Good Mechanic (or Mentalist)

Get a Reality Check

Top off the Tank and Adjust the Mirrors

Your Competition May Be Closer Thank You Think

It’s a Long Ride – Patience is a Virtue


This Looks Nice!

Revamp IT Landscape

Simplify Business Processes

Maximize Outbound Traffic

Reduce Reliance on Third Party

Applications over 3 Years

Eliminate Internally Developed

and Maintained Self Service and

Compensation Applications

Leverage Overall Oracle Product

Mix taking advantage of New

Functionality

Eliminate Payroll Processing

Blackouts (36 Hours Down Time)

Implement Absence Management


Evaluating the Options


Opportunities Available for Oracle Clients

Continue on Their Current Path

• Clients can choose to upgrade to the latest release of their existing applications (staying with PS, EBS or JDE, among others) and wait things out

Adopt a Co-Existence Strategy

• Add new Fusion HCM modules to their existing portfolio

Embrace the Full Suite

• Deploy the complete Fusion HCM suite


Oracle HR Cloud Services

Workforce

Rewards

Human Resources

Performance and

Succession

Workforce

Optimization

Social

Learning and

Development

Recruiting and Onboarding

Workforce

Management

Payroll

Mobile

HR and talent analytics

Platform Services

Common Infrastructure Services

Scalability – Extensibility


The New PS v9.2 User Experience


PS HCM PS Financials

External

PeopleSoft Portal

The PeopleSoft Interaction Hub

• Site-wide branding

• Personalized Home

Pages

• Collaborative

Workspaces / Forums

• Blends internal &

external content


The PeopleSoft Interaction Hub


Bringing in External Content is Easier


Scope and Limitations


Project Scope and Limitations This project’s main objective is focused on leveraging process and performance

improvements provided in the latest release of PeopleSoft’s HCM v9.2.

Other objectives include tighter integration between internal applications while moving

to a full SaaS Environment within a Three Year Timeframe.

Upgrade existing PeopleSoft HCM release 9.0 on Tools 8.49.18 to PeopleSoft release

9. 2 on Tools 8.52.x

Sunset ABC Company’s existing Internal Application:

Replace with Oracle’s Fusion Compensation Co-Existence Functionality

Move all Manager and Employee Self Service functions along with Workflows and Event

Notifications into PeopleSoft HCM

Add new functionality for Absence Management,

Identify areas of opportunity to “de-customize” the application in order to take

advantage of “Best Practice” as embodied within the v9.2 PeopleSoft HCM

application.

Assess the opportunities “up front” to de-customize:

Review output of SYSAUDIT and DDDAUDIT Reports in existing v9.0 HCM DB

Conduct a 3-Week Functional Assessment Process to identify areas to “de-customize”

Install PS v9.2 DEMO DB and perform Upgrade/Compare


Laying out the Final Solution


Conduct a Readiness Assessment

Two Week Onsite Functional Review of PS v9.0 Copy of Production

Review business processes in the Current State

Walk through findings of the SYSAUDIT and DDDAUDIT Reports

• Orphaned PeopleSoft Objects

• Modified “Delivered” PS Security Profiles and Roles

• Out of Date Queries which reference Records/Fields that no longer exist

• Tree Definitions with orphaned tree branches/nodes

• Inconsistencies between the Database and the Application Designer

Review existing business processes to identify areas to “de-customize”

Review v9.2 DEMO DB to further enhance adoption of “best practice” as

embodied within the PS “Vanilla” DB

HCM Readiness Assessment Document

Data Clean-up and Standardization Recommendations

Time and Labor Findings and Recommendations

Confirm Queries that are “out of date” and can be eliminated

Estimate the overall Level of Effort to modify custom SQR Programs

Confirm all Requirements to “Sunset” Internal Comp & Self Service Application


Develop the Plan of Attack

Triage to Stabilize PS v9.0 Environment

Upgrade/Compare to De-Customize

Tune Internal Processing for Payroll

Resolve Time & Labor Bottlenecks

Implement Absence Management Reduce Risk

Automate Absence Tracking

Sunset Internal SANSKRIT!!! Move Self Service to PS and Fusion

Move Workflow Processes to PS and Fusion

Implement Fusion Compensation

Provide Single User Interface Increase End User Satisfaction

Develop End User Training with UPK


Fusion Compensation Configuration


Hard Costs vs. Soft Costs


Hard Costs

Internal Investment in PS HCM for 15+ Years

Internal “Home Grown” Systems One FTE Technical Resource to Support

Third Party Contracts Recruitment/Applicant Tracking/Onboarding Expire in 2015

Benefits Administration Expires in 2014

Performance and Goal Management Expires in 2015/2016

Learning Management Expires in 2016

2014 2015 2016

Implement Fusion

Compensation Co-Existence

Replace Univers Benefits with

Fusion HCM

Replace SkillSoft with Fusion

App’s

Benefits – renew thru 2015

Replace ICIMS/Bullhorn and

KMS with Fusion App’s

Replace SalesForce.Com with

Fusion App’s

Replace Cornerstone On

Demand with Fusion App’s

Look to port all PS Footprint

to Fusion HCM


Soft Costs

Increased Core User Productivity

Reduced Maintenance of Internal Systems

Reduction of Manual Data Entry into Third Party Applications

Reduction in End User Adoption of Self Service Help Desk Intervention

HR Department Support – Frees Up Time for Greater Productivity


Final Evaluation of Soft Costs - Sample

Annual

Value Driver Benefit* Enablers Rational / Assumption (based on Oracle Best Practice)

HR-Payroll

Productivity

$240k HRMS Payroll ePay Time and Labor

Focus on more strategic tasks allows the HR-Payroll-related support staff to improve their skills and knowledge and become more valuable to the organization. Routine tasks make up the majority of staff time.

Improvement based on 20% improvement on HR Admin FTE’s of 3 (General HR Admin tasks -Data entry, reconciliation, etc.)

Improvement based on 20% improvement on Payroll Admin FTE’s of 3 (General Payroll Admin tasks -Data entry, reconciliation, Payroll runs, tax updates.)

Improvement based on 25% improvement on Time FTE’s of 1 (Time Admin for PTO requests, timesheets, reconciliation)

Reduce Cost of HR

Documentation

$188k $45k

UPK UPK enables customers to create online and paper based documentation, training, and performance support materials providing value throughout the implementation lifecycle Additionally provides training tool with pre-defined content

Improvement based on 50% improvement of initial documentation costs Improvement based on 25% improvement of ongoing documentation costs

Improve Productivity

– Time Tracking

$163k Absence Mgmt Time and Labor

Integrated time sheet and PTO tracking and requests Improvement based on 20% improvement on for 700 non-exempt employees spending

2 hours per month on time and PTO


Compensation

$185k Fusion Compensation

Integrated and Secure compensation module for all merit and incentive processes Improvement based on 20% improvement on for 2 annual hours managers spend on

each employee for compensation managment

Rationalize current IT

infrastructure

$1,011k Enterprise HCM Sunset existing legacy and disconnected HCM applications Improvement based on 100% replacement (over time) of current HR system costs


– Reporting and

Analytics

$252k HCM Reporting HR Portal

By deploying self service, automated reporting and analytics tools a company can significantly reduce reliance on specialized IT resources for interpreting, creating and changing reports.

Improvement based on 30% improvement on 2 HR reporting staff FTE’s Improvement based on 25% improvement on time managers spend requesting,

manipulating, merging and reconciling data for their employees


Establishing the Flight Plan

Where Do You Go From Here?


Future State “ABC Company” Footprint ‘14

PS HCM Upgrade in 2014

Core HR, NA Payroll, T&L, Absence Mgt.

Added MSS & Self Service

Fusion Compensation

Co-Existence Model

Bi-Directional Feed To/From PS HCM



Fusion Talent

Fusion Benefits

Fusion Performance and Goals



Fusion Full HCM

Fusion Learning

Fusion Incentive Compensation

Potential to Replace Replicon T&A

Potential to Replace Data Warehouse


The New PS User Interface


The Fusion Compensation Simplified UI

Managers can quickly perform top tasks with a minimum of clicks.


Fusion Compensation – The Options

• Streamline Compensation processes and eliminate dual data entry

• Eliminate reliance on MS Excel Spreadsheet usage

• Enable employee & manager self-service capabilities

• Allow for the integration of Stock and Bonus data calculated outside of the delivered

Workforce Compensation data structures

• Greatly reduce the amount of intervention needed to manage employee compensation data

• Obtain sophisticated Compensation Management capabilities

• Enhance reporting capabilities for internal and external use


Manager Self Service – Integrated UI


Final Results – TBD Satisfied End User Population

Robust Transaction Processing

Overall Cost Reduction

Elimination of Costly Contracts

Seamless “End to End” Processing

Fusion Compensation is the first

move towards putting the power in

the hands of the Users

Three Year “Flight Plan” will Reduce

Reliance on Third Party Solutions

Continuous Review and

Checkpoints Provide Stability

Simplified UI Ports to Functionality

via all Devices

Desktop

Laptop

Mobile


Wrap Up and Questions


Thank you!

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