Protect  Extend  Evolve with PeopleSoft HCM

1. Protect Extend  Evolve with PeopleSoft HCM J.F Gullo – Senior Sales Consultant

2. Safe Harbor Statement 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 decision. The development, release, and timing of any features or functionality described for Oracle’s products remains at the sole discretion of Oracle.

3. Today’s Agenda • Current Talent Trends • HCM 9.0 Highlights • Continuing Our Commitment • Q&A

4. Workforce Demographics • Reduced Workforce • Multi-generational workforce • Baby Boomers, Gen X, Gen Y • Increase of women in the workforce • Rise in the contingent workforce • 50% of workforce “minority” by 2050 • Global, mobile, virtual worker • Dominant language in next 50 years – Chinese?

5. Baby Boomers: 1946 – 1964 Flower Power, Prolonged Good Times Currently By 2020 • 43-60 years old • Make up 43% of Workforce • Largely traditional views of corporate loyalty • Make up most of Middle & Upper Management • IT a learned language, for some • Over 60 years old • Phasing down work commitment, but not retiring in the traditional sense • Potentially continuing to dominate executive and board ranks

6. Generation X: 1961 – 1981 The ‘Glorious’ 80s Currently By 2020 • 24-44 years old • Make up 50% less than Baby Boomers • Loyal to profession.. not company • Expect to change jobs for career advancement • Motivated by “What is in it for me?” • Early adopters and IT literate • Over 39-59 years old • Moving into senior management ranks • Inclusive management styles • Challenged in managing multi-generational workforce

7. Generation Y: 1981 – 1997 The Dot Com Era Currently By 2020 • Under 24 years old • Entrepreneurial aspirations • Expect success • 78% say Work / Life Balance a priority • Telecommuting – work is time driven, but no longer time bound • IT fluent and native speakers • 23-39 years old • Entrepreneurial focus • Self managed careers and lifestyles • Some ‘let down’ as working life fails to meet high expectations

8. CEOs Are Worried The issues CEOs are concerned about ALL get to theheart of critical talent. • The ability to innovate is driven by critical talentwho can not only predict the market, but also create it. • In a competitive market where loyalty is purchased, critical talent will move where they see the best opportunity to hone their skills. • The best managers create intentional networks to support critical talent. • Innovation and critical talentcommitment derive from rich experiences, coaching, and training. • Critical talent can work across disciplines to thrive in climates of uncertainty. Top 10 CEO Issues** Sustained top-line growth Profit growth Consistent execution of strategy Speed and flexibility to change Customer loyalty and retention Enabling entrepreneurship Corporate reputation Speed to market Innovation Improving productivity Source: CEO Challenge 2006, The Conference Board

9. What CEOs are asking from HR • What workforce segments create most value? • How will business be impacted by impending retirement and are we prepared? • Where is talent demand outpacing supply? • What skills will we need in next 5 years that we don’t have today? • What is turnover costing in customers? In productivity? In innovation? In quality? • Do we have a workforce plan to communicate financial consequences of talent decisions on our business? Source: Deloitte Study – “It’s 2008 Do You Know Where Your Talent Is?”

10. The Talent Life Cycle Talent Planning Measure and Report Recruiting Recruit the right people with the right skills Analyze Plan Integrated compensation and performance enables “pay-for-performance” Talent Profiles Reward Compensation Performance Management Evaluate Real-time visualization and management of talent with succession planning Advance Learning & Development Develop Operationalize business plans faster through goal alignment Succession Planning Career Planning

11. What does a Talent Management System Look Like? Source: Gartner 2007

12. Content Manager Partners Business Process Modeler User Productivity Kit (UPK) HRMS Portal, Portal Pack, Web-based self-service applications eCompensation, eComp Mgr Desktop Enterprise Learning Management Succession Planning Career Planning ePerformance Talent Acquisition Manager Workforce Planning Profile Manager, eDevelopment Integration Broker Core HRMS PeopleSoft EnterpriseTalent Management Suite PeopleSoft Enterprise Products:

13. PeopleSoft HCM 9.0 Release Overview

14. Philosophy of Release 9 • Enhance and extend functionality while maintaining stability • 8.9 provided some critical building blocks

15. PeopleSoft HCM 9.0Optimize Your Workforce Streamlined HCM business processes Manage Talent Enterprise-Wide Extend the Value of Your Investment Address the “aging & retiring workforce” & become an “employer of choice” Support growth & improve results with streamlined best practice HR business processes Achieve greater business insight with standardized, innovative technology • Ensure the organization’s success and longevity with key new developments: • Profile Management • Recruitment letter • Workforce Management enhancements • Performance  LearningIntegration • Adapt to changing business conditions with flexible business process execution & web services: • XML Publisher • Approvals & Delegation framework • Increase accuracy & productivity with key new features: • SmartHire • Person model enhancements • Benefits Solutions • On-line I9 processing • Enhancements for Military & Gov’t/Public Sector

16. PeopleSoft HCM 9.0Optimize Your Workforce Streamlined HCM business processes Manage Talent Enterprise-Wide Extend the Value of Your Investment Address the “aging & retiring workforce” & become an “employer of choice” Support growth & improve results with streamlined best practice HR business processes Achieve greater business insight with standardized, innovative technology • Ensure the organization’s success and longevity with key new developments: • Profile Management • Recruitment letter • Workforce Management enhancements • Performance  Learning Integration • Adapt to changing business conditions with flexible business process execution & web services: • XML Publisher • Approvals & Delegation framework • Increase accuracy & productivity with key new features: • SmartHire • Person model enhancements • On-line I9 processing • Global payroll enhancements • Enhancements for Military & Gov’t/Public Sector

17. Functional Silos Integrated Processes Talent Planning Measure and Report Recruiting Succession Planning Performance Management Integrated Approach: Fully Integrated Solutions – Grow up as you like Performance - Strategy Alignment Flexibility & Control Throughout Comprehensive View of Talent & Goals Learning & Development Compensation Career Planning PeopleSoft HCM RoadmapA Look At Release 9: Integrated Talent Management Learning Career Planning Recruitment Succession Planning Compensation Competencies Performance Reporting & Metrics Workforce Planning HR Traditional Approach: Point Solutions, Redundant Silos Process Flow Limitations Not Aligned with Business Goals Lack of Comprehensive Talent View

18. New! Profile Management The foundation for establishing consistent, standard yet flexible attributes for the purpose of… • Defining • Recruiting • Measuring • Developing • Advancing • and Rewarding …your talent

19. Profile Management Talent Plan Requirement Development Gap Analysis Model Profile Person Profile Organizational Strategy

20. Organizational StrategyDefine Your Framework Phase 3 Phase 2 Phase 1 Critical Roles Key Roles • Identify critical roles, jobs, organizations. • Phase profile implementation. • Partner early with a profile content specialist: • DDI • Lominger • PDI Remaining Roles

21. Model ProfileLayout • Configurable • Configurable content sections. • Structured and unstructured data. • Custom attributes. • Accessible • Self-service access. • Secured • Each section separately secured: • Viewing • Editing • Approval • Printable

22. Model ProfileArchitecture Job Family Engineering Country Japan Job Sr. Eng Japan Level 4 Proficiency in Mechanical Design Fluent Japanese • 4 Prof in • Mech Design • Fluent • Japanese • Flexible • Supports simple and multi-tiered strategies. • Profiles may be tied to any entity, not just jobs. • Copy, syndication functions available for building. • Extensible • Supports: • Competencies • Accomplishments • Objectives • Career Interests • Industry/Org specifics • Reusable content catalog • Global Example

23. Person Profile • Single View • Self-maintaining • Created by recruiting, job profile • Updated via performance, learning • Architecture mirrors Job Profile • Flexible • Configurable • Extensible • Accessible • Secured • Printable • Easy Search & Compare

24. Gap AnalysisDecision Support • Flexible comparisons • Job to People • Person to Jobs • Person to People • Job to Jobs • Official or Ad Hoc • Accessible through SS • Proven technology • Verity .

25. Requirements/DevelopmentPerformance • Measure employees against the true expectations of the job/organization • Automatically derive evaluation criteria • Measure all employees in a job or role consistently • Aid in continuous performance improvement • Track ongoing performance through notes, status fields. • Drive learning and development activities based on performance results.

26. Requirements/DevelopmentAdvancement • Give employees the tools to drive their own career • Access to view job profiles. • Maintain an interest list. • Gap self against profile of interest. • Seek out learning and development opportunities based on gaps. • Make better advancement decisions • Score individual(s) objectively based on pre-set criteria. • Weigh criteria according to importance. • Provide targeted development to those not ready.

27. Talent Plan • Create a holistic talent view and plan. • Future needs vs. current capabilities • Cost of recruiting vs. developing • Success of learning/dev programs • Vulnerable positions vs. Pipeline • High Performer analysis • Regrettable Losses

28. Search and Compare Profile

29. Select a Profile

30. Search Criteria

31. Search Results

32. Compare Results

33. eDevelopment - Profile Mgmt Self Service • Create and Maintain Person Profiles • Create and maintain interest lists • View approval history • View job profiles • Profile Search and Compare • Create and Maintain model profiles (Managers only) • Approve changes (Managers only)

34. Recruiting Solutions Enhancements • Configurable Offer Letters • Online Contact Management • Automatic contact notes generated by interview and offer letter • Add Notes at any phase during the recruiting process • Enhanced timezone support • OFCCP compliance

35. PeopleSoft HCM 9.0Optimize Your Workforce Streamlined HCM business processes Manage Talent Enterprise-Wide Extend the Value of Your Investment Address the “aging & retiring workforce” & become an “employer of choice” Support growth & improve results with streamlined best practice HR business processes Achieve greater business insight with standardized, innovative technology • Ensure the organization’s success and longevity with key new developments: • Profile Management • Recruitment letter • Workforce Management enhancements • Performance  Learning Integration • Adapt to changing business conditions with flexible business process execution & web services: • XML Publisher • Approvals & Delegation framework • Increase accuracy & productivity with key new features: • SmartHire • Person model enhancements • Benefits Solutions • On-line I9 processing • Enhancements for Military & Gov’t/Public Sector

36. New! Smart Hire • Create and Deploy Configurable Hiring Templates • Default and hide all common fields to reduce and accelerate entry • Include required, optional and custom fields • Eliminate complexity: hiring can be performed via eProfile Manager • Enable workflow for hiring approvals • Supports Person Model and Labor Agreements • Leverage Search/Match to avoid duplicate records

37. Takes a class Person of Interest Instance Drew Baker Person Joins company Employee Instance Job Record Person ID Returns to consult Contingent Worker Instance Job Record Job Record Global Assign The Person Model – ver 8.9

38. What changed in Person Model between HCM 9.0 and HCM 8.9? Improved flexibility around managing contingent workers. These enhancements include: • Contract Management – ability to assign tasks and subcontracts • Workforce Job Summary – now includes contingent workers as well as employees • Badges and Security Clearances – can now be tracked on contingent workers including an automatic notification when these will expire • US Federal – New “Add Employment Instance – USF” to quickly hire a federal employee that was previously a contingent worker • Person of Interests Types including surviving spouses and former dependents may now be paid and receive benefits.

39. Benefits Solutions Base Benefits • New Plan Type Support • Long-term care, Wellness, Legal and Health Spending Plans • Dependent Management • Validation • Certification • Workflow Benefits Administration • Dependent Management • Allow over-age dependents to remain in a plan • Plan Management • Movement between plans is now allowed while maintaining covered dependents and coverage codes • Enhance Benefits Summary

40. We’ve introduced a new plan type (Ax) that can be used for plans with no system attributes other than a premium structure Examples Wellness Plans Legal Plans Long Term Care We did set up a plan specific table for possible future enhancement and provided the ability for an administrative hyperlink to another component Supported in BenAdmin and eBenefits Simple Plans

42. Dependent Validation • Allow you to optionally add validations to dependent relationship in self service • Enforce gender validation rules (domestic partner must be same sex, domestic partner must be of the opposite sex) • Require employee to certify relationship attributes • Enforce “serial monogamy” for benefit purposes – only one domestic partner or spouse at a time • If validation fails, the person is still saved but flagged as “beneficiary only”

45. Dependent Certification • Ability to associate Certification with a plan type and event class • Certificates are built in a component and implemented in either Event Rules or Dependent Relationships • Applies only to self-service • Release 9 represents our first steps into certification

47. Dependent Workflow • Allows the Administrator to configure notification when a certification passes or fails • Also allows for notification when “significant” data is being changed on dependents

49. BenAdmin Enhancements • Flag added to event rules to maintain enrolled overage dependents in medical coverage • Flag added to maintain existing coverage code while migrating to new plan