oracle hcm cloud fixed scope offerings · 10 © 2014. private and confidential talentteam new...

Oracle HCM Cloud Fixed Scope Offerings

© 2014. Private and confidential 2

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• Business Objectives

• Business Challenges

• Solution Proposal

• Scope - Business Process

• Scope - Application

• Implementation Approach

• Project Plan

• Assumptions

• Team Structure

• Responsibilities

Agenda


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Business Objectives

• Solution driven

• Speed up implementation

• Improve implementation accuracy

• Deliver value quickly

• Iterative and incremental

• Reliable and predictable outcome

• Provide for continuous innovation

• Have predictable costs, schedule, scope


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People related challenges companies facing:

• New market entry

• Merger integration

• Global Mobility

• Global HR programme management

• Workforce planning

• Change Management

• Talent management

Addressing Strategic Business Challenges


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• Package 1: Workforce Management offering (12 weeks) – Global Human Resources

– Absence Management

– Individual Compensation

• Package 2: Workforce Development offering (12 weeks) – Goal Management

– Performance Management

– Talent Review and Succession Management

– Individual Compensation

• Package 3: Packages 1 and 2 (20 weeks)

Solution Proposal


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Scope - Business Process

Workforce Management offering In Scope Workforce Development offering In Scope

Human Capital Management Base x Talent Management Base x

Enterprise Structures x Goals x

Workforce Structures x Performance x

New Person x Talent Profiles x

Person Management x Succession Plans x

Absences x Talent Review x

Individual Compensation x Individual Compensation x

OTBI Reporting x OTBI Reporting x

Data Migration (Current year, English Language) x Data Migration (Current year, English Language) x

Train-the-trainers x Train-the-trainers x

Post go-live support x Post go-live support x


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Workforce Management offering


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• Configure one (1) Enterprise

• Configure up to five (5) Legal Jurisdictions

• Configure up to five (5) Legal Authorities

• Configure up to five (5) Legal Entities

• Configure up to five (5) Legislative Data Groups

• Configure up to five (5) Business Units

• Configure up to five (5) Reference Data Sets

• Configure up to five (5) Countries

Scope - Enterprise Structures


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• Configure or load one (1) file for Position configuration

• Configure or load one (1) file for Jobs Families configuration

• Configure or load one (1) file for Jobs configuration

• Configure or load one (1) file for Department configuration

• Configure or load one (1) file for Grades configuration

• Configure or load one (1) file for Grade Rates configuration

• Configure or load one (1) file for Grade Ladders configuration

• Configure or load one (1) file for Location configuration

Scope - Workforce Structures


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New Person

Hire or Rehire an Employee

Add a Contingent

Worker

Add a Nonworker

Add a Pending Worker

Add a Contact

Scope - New Person

• Hire an employee - The employee has a work contract relationship with the legal employer and is usually salaried.

• Rehire an employee - Find the person record and rehire by creating a new work relationship.

• Add a contingent worker - The Contingent Worker is a person typically working for a legal employer, for a determined duration but not salaried. Typically it is a self-employed or agency-supplied worker.

• Add a nonworker - A Non-Worker is a person, such as a volunteer or retiree, who is not engaged in the core businesses of the enterprise or legal employer but who may receive payments from a legal employer.

• Add a pending worker - A person who will be hired or start a contingent worker placement and for whom you create a person record that is effective before the hire or start date.

• Add a contact - Been an emergency contact, dependent, or beneficiary of another employee, contingent worker, or non-worker anywhere in the enterprise.


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Scope - Person Management

Person Management

Manage Person

Manage Employment

Transfer

Change Manager

Promote

Terminate

• Configure Person DFF and Employment (Assignment) DFF and expose it to OTBI reporting.

• Enable up to five (5) predefined security roles: HR Manager, HR Specialist, HR Analyst, Line Manager and Employee.

• Enable different approval process (supervisory) up to two (2) levels per task.

• Create up to two (2) custom analysis/reports for person data


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Absences

Manage Absence Reasons

Manage Absence

Types

Manage Absence

Categories

Manage Absence

Plans

Manage Absence Records

Scope - Absences • Configure three Absence Categories: Business Leave,

Personal Leave and Unpaid Leave

• Configure Absence Type for Business Leave: Business Trip

• Configure Absence Types for Personal Leave: Annual Leave, Sick Leave and two additional (e.g. Army Leave, Maternity Leave, etc.)

• Configure Absence Type for Unpaid Leave: Unpaid Leave

• Configure up to three (3) Absence Reasons for each Absence Type.

• Configure Accrual Plan for Annual Leave based on the number of years in service

• Enable approval process (supervisory) up to two (2) levels.

• Create up to two (2) custom analysis/reports for absence and accrual data


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Total Compensation Statement

Report on Compensation Data

Manage Other Comp.

Manage Bonus

Manage Salary

Scope - Individual Compensation

• Configure Basic Salary

• Configure up to three (3) compensation plans (e.g. Bonus, Commission, Allowances, etc.)

• Configure up to two (2) options per compensation plan (e.g. One-off Bonus, Year-End Bonus, Housing Allowance, Transport Allowance, etc.)

• Configure one (1) total compensation statement

• Create one (1) custom analysis/reports for compensation data


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Workforce Development offering


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Goals

Manage Goal

Library

Manage Goal Plans

Manage Worker Goals

Manage Org.

Goals

Scope - Goals

• Configure the Goal Library with up to twenty (20) Goals

• Configure a Performance Goal Plan

• Configure a Development Goal Plan

• Configure the Goal Management Notifications and Approvals

• Configure of up to two (2) Eligibility profiles for Goal Management

• Enable the predefined security roles delivered with Goal Management

• Create one (1) custom analysis/reports for goal management


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Performance Template

Rating Models

Content Items

Questio-naire

Sections

Process Flow

Document Type

Scope - Performance

• Configure Questions and one (1) Questionnaire

• Configure up to two (2) Rating Models

• Configure Content Items (up to twenty (20) Competencies, up to twenty (20) Degree Types, up to twenty (20) Educational Levels, up to twenty (20) Memberships, up to twenty (20) Licenses or Certifications and up to twenty (20) Educational Establishments).

• Configure up to two (2) Performance Templates (Sections, Performance Document Types, Process Flows)

• Configure weighting and calculation rules

• Configure the Performance Management Notifications and Approvals

• Configure of up to two (2) Eligibility profiles for Performance Management

• Enable the predefined security roles delivered with Performance Management

• Create one (1) custom analysis/reports for performance management


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• Configure Talent Review Dashboard options

• Configure one (1) Talent Review Template

• Configure Succession Planning settings

• Configure up to two (2) Succession Plans

• Configure up to two (2) Talent Pools

• Configure the Talent Review Notifications and Approvals

• Enable the predefined security roles delivered with Talent Review and Succession Planning

Scope - Talent Review and Succession Management


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Total Compensation Statement

Report on Compensation Data

Manage Other Comp.

Manage Bonus

Manage Salary

Scope - Individual Compensation

• Configure Basic Salary

• Configure up to three (3) compensation plans (e.g. Bonus, Commission, Allowances, etc.)

• Configure up to two (2) options per compensation plan (e.g. One-off Bonus, Year-End Bonus, Housing Allowance, Transport Allowance, etc.)

• Configure one (1) total compensation statement

• Create one (1) custom analysis/reports for compensation data


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Approach


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OUM Cloud Implementation Approach

Conduct Kick-off Meeting

Schedule Workshops

Conduct Integration and Data Load workshops

Gather Setup Information

Conduct Implementation Checkpoint

Perform Setup

Conduct Workshops & Prototype Configuration

Capture & Prioritize Changes


Load, Reconcile & Validate Data Loads

Update Business Processes and Validation Cases

Conduct End-to-End Review

Migrate Configuration to Production

Manage Transition to Steady-state Operations

Load, Reconcile & Validate Data Loads in Production


Begin system use

Prepare Training Material

Verify Production & Operational Readiness

Apply & Validate Setup Changes

Final Validation Review with Users & Stakeholders

Review In-Scope High-Level Business Processes

Plan for Next Release

Post Go-Live Support

Shared responsibility

Client responsibility Project Team responsibility

Create Detailed Release Plan

Prepare Integration Details

Conduct Train-the-Trainer Workshops

Apply & Validate Extensible Items

Implement & Validate Integrations

Load & Validate Data

Populate Data Load Templates

Project Management

Prototype Plan Validate Transition Sustain

Conduct End-User training


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Short, well-structured release cycles to accomodate incremental scope

and/or any additional requirements not covered within the fixed scope offerings.

Additional Releases

Multiple Release Cycle

Plan Prototype Validate Transition Sustain

Plan Prototype Validate Transition Sustain

• Implement other modules • Medium Priority Modifications • Medium Priority Reports • Integration with Legacy Apps • Additional requirements • Release 3 Planning

• Low Priority Modifications • Low Priority Reports • Complex Data Loads • Historical Data Conversions • Additional requirements • Plan for next release

Release 2 Release 3


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Project Plan


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Assumptions


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The Fixed Scope Offerings are based on the following key assumptions:

• The implementation is based on the Cloud deployment model, hosted at Oracle. In the Cloud deployment model, two project environments are available: A Stage/Test and a production environment.

• English default language, up to five (5) currencies and up to five (5) countries

• The standard business flows and functionality will serve as the base for the implementation.

• Additional requirements or changes to the defined scope will be handled through the project change request process.

• No integration with other systems is in scope

• User defined fields (DFF), other than those mentioned in scope, are not included.

• User defined fields (DFF) will not be included in the conversion upload templates or process.

• Data extraction from current system and data conversion is not included. Templates with the required data will be provided.

• Only Train-the-Trainer training is included in the scope, end user training is the responsibility of the trained trainers.

• No Customisation is performed. Configuration within the standard system is performed. Any Customisations or personalisations will be handled through the project change request process.

• No custom reports or analysis beyond those specifically included in the scope sections. Knowledge transfer on how to use the transactional business intelligence to create custom reports is included.

• Single Sign On set-up is not included

• Security and approval management as mentioned in the application scope

• Oracle’s OUM for Cloud Implementation Approach will be used for the implementation

• A small Project team is formed and empowered to make decisions.

• The project plan is assumed with work products delivered during the timeframe, counting from the time that the Oracle HCM Cloud system is provisioned.

Assumptions


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Team Structure


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Team Structure

Steering Committee

Client Project Manager

Key Business Users

Talentteam Project

Manager

Talentteam Application

Team

Project Manager • Responsible for day-to-day project

activities • Weekly status reports / milestone • Issue and risk escalation Solution Architect • Gathers business and functional

requirements • Maps requirements to the application • Develops solution prototypes Implementation Expert • System set-up, configuration and

parameterization • Provide train-the-trainers training • Provide user support Business Intelligence Expert • Gathers business intelligence

requirements • Designs and develops analytics and

dashboards Data Migration Expert • Provides guidance and feedback on data

import process • Validate customer data mappings with

import templates

Project Manager • Manages communication internally • Manages and engages resources to participate in

the project • Learns various aspects of the application • Available as needed from kick-off through go-live Key Business Users • Owner of business requirements • Gathers user feedback during prototype,

configuration, and validation phases • Available as needed during the project Application Administrator • Maintains data integrity • Learns and becomes proficient in Application

Administrator tools • Available as needed during the project Reporting Key User • Owner of business intelligence requirements • Assists in the design, development,

and testing of reports • Available as needed during the project Data Migration Key User • Responsible for formatting and cleansing data • Ensures correct import data mapping • Validates imported data • Available as needed during project


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Responsibilities


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For the project to be successful the following must be fulfilled:

• Assign a project executive sponsor and/or project steering committee (as needed) for a fast decision making process.

• Establishment of common perception as to the project framework and the project priorities.

• Assign a project manager to lead your staff’s efforts.

• Assign experienced and empowered business and IT users to work closely with Talent Team's consultants according to project plan (some full-time allocation may be necessary at times).

• Business process owners available for the project (as needed).

• Decisions and feedback in relation to delivered work will be given by Client without unnecessary delay.

• Order Oracle HCM Cloud prior to project start.

• Perform certain project tasks according to project plan such as:

• provide data in format specified

• Carry over the end user training

• Accept that part of the work performed by Talent Team Consulting will not be on-site.

Team Responsibilities

oracle hcm cloud fixed scope offerings · 10 © 2014. private and confidential talentteam new...

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