Going Global with PeopleSoft Human Capital Management and Payroll Solutions MetLife Global PS HCMS Implementation

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2 Going Global with PeopleSoft Human Capital Management and Payroll Solutions MetLife Global PS HCMS Implementation Teodoro Hernandez Oracle HCM Product Strategy Director Rudy Kelner Director HR Product Support - MetLife September, 2014 Oracle Confidential Internal/Restricted/Highly Restricted

3 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 decisions. The development, release, and timing of any features or functionality described for Oracle s products remains at the sole discretion of Oracle. 3

4 Program Agenda Global HCM Trends and Challenges Going Global with PeopleSoft Human Capital Management Roadmap MetLife Global PS HCMS implementation Q/A Additional Information 4

5 Global HCM Trends and Challenges 5

6 Global HCM Trends and Challenges Culture & Diversity Communications Sourcing & Retaining Talent Economy Regulatory Compliance GLOBALIZATION Growth, Productivity & Profit Organizational Structure Workforce Mobility HR Support Workforce Visibility 6

7 Compliance Can Be Complicated Must Track Religion Cannot Track Religion Can Terminate for Marriage Illegal to Terminate for Marriage Tax Credit for % Salary Spent on Training Claeys Formula Used for Dismissal Birth Country Tracing Tax Calculation for Number of Wives Increase for Man when Wife has Child N. Ireland, Germany, AsiaPac United States Japan United States France Belgium Netherlands Malaysia Spain, Switzerland, Japan 7

8 Going Global with PeopleSoft Human Capital Management and Payroll Solutions 8

9 It All Starts with a Global Core Work with natural language screens / formats Business flows embrace cultural & legal processes Localization extensions for each country all work together Local businesses have their own view of data & processes for security and compliance Core HR, Payroll and Benefits all in a single instance 9

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11 How Complex is your Organization?

12 Set ID and TableSet Controls Global Rule Sharing Department Location Job Code Salary Plans Security Department Security Tree Permission list definition 12

13 Person Model Define Person Types Employee Contingent Worker Person of Interest Beneficiary Applicant Other configurable Process Integration Recruiting Core HR Benefits 13

14 Is your organization driven by Worker? Country United Kingdom GBR Reg Region Northern Ireland GBRNI Workers define Organization Hierarchical Structure Costs Department Finance FIN100 Job Code Analyst

15 Is your organization driven by Position? Country United Kingdom GBR Reg Region Northern Ireland GBRNI Department Finance FIN100 Job Code Analyst Position n Position #1 Position #2 Position #1 When you drive your organization by Position, the position defines the organization Workers are assigned to positions. This allows the hierarchy of your organization to be managed separately from your workers 15

16 Position Management Create and track position data and its history Maintain incumbent data Less data entry on employee records (hiring and recruiting) Budget for positions by department You can maintain headcount information Maintain organizational structures Positions can be created with a status of Approved, Proposed or Frozen Facilitate FTE Budget Tracking (Real Time Budget Checking HCM and FSCM 9.1) 16

17 <Insert Picture Here> Data Privacy Considerations

18 A Few Examples of Private Personal Data Social Security Number or National ID including passport, visa Home-related Information e.g. address, phone Family Details e.g. emergency contacts, beneficiaries Employment Details e.g. performance evaluation, grade, rankings, hire date, background checks and security clearances Compensation e.g. salary, bonus, stock, bank account information, benefits Personal/Sensitive Information e.g. birth date, religion, politics, sexual life, union membership, criminal record, race/ethnicity Health Information e.g. health records, disabilities, hospitalizations, healthcare providers and plans Electronic Records e.g. search history; IP address; call records; card/badge records; CCTV images; what s on your computer; etc. 18

19 Smart HR For Administrator Deploy simplified HR processing for any HR transaction through a pre-defined template Define security to template by user Minimal training required for end user 19

20 Matrix Relationship Administration Multifunctional team structure Horizontal flow of authority and normal vertical flow No longer going by the 'one person, one reporting line' rule of conventional organizations Used mainly in organizations to manage large projects or product development processes Products or regions are profit centers Transaction data is owned by regions One person with two managers with differing objectives Multiple command and control structure

21 Organization Visualization For Workers View organizational relationships in a grid or chart For Managers View Direct Reports and act directly from the person Visually display relationships of individuals across organization For Organization Ensure Data Privacy Manage transactional access by relationship 21

22 PeopleSoft HCM Reporting Analytic Solutions Standard Reports Standard Reports Reports Converted to BI Publisher ( Our Next Gen toolset) End User Layer Provided for custom reports Embedded Analytics Within Talent Apps eperformance, Compensation Examples are Compensation Allocation, Performance Distribution, Goals Alignment OBI Analytics Multi Source Data Warehouse Based Approach OBIA now has metrics for HCM, Talent, Recruiting Tight integration with Oracle HCM & ERP Leverage full functionality of Oracle BI/EPM

23 Embedded Actionable Analytics HCM Pivot Grids Attendance Violations Absence Types Processing Monitor Gross Pay by Department Net Pay by Department Headcount Movement Current Headcount Learning Compliance Survey Results Job Openings Trend Job Openings Aging Analysis In Process Applicants Time to Fill Salary Analysis Compensation Distribution Compensation by Performance Salary Increase by Performance Cycle Tracking Human Resources Analytics (225+ reports) Top 5 Hire Sources Employee Transfers At Risk Top Performers Offer Rejection Reasons New Hire Transfers Training Results Voluntary Turnover Reason Return on Human Capital Recruitment Pipeline Employee Productivity Chronic Under-Performers Monthly New Hires Pending Starts Headcount Demographics Staffing Level by Job Supervisor Demographics Bonus and Promotion Trend Employee Performance by Job Management Ratio Analysis Total Enrollments Open Requisition Aging Turnover Trends Absence Trend by Category Working Days Lost

24 Global Payroll 24

25 Global Payroll Architecture

26 Deeper Global Capabilities EMEA Spain: AFI Enhancements to Expedite Processing and Tracking Switzerland: Multiple Employment Records France: Enhanced Support for N4DS (year end) and Employer Certificate UK: Manage Court Orders and Reference to BACS, Real Time Information (RTI) EMEA: Single Euro Payment Area SEPA JAPAC Thailand: Provident Fund, Bank Transfer, Payroll Register, Reconciliation Report China: Budget Control, Payroll Workflow Approval, Public Housing Funding and Social Insurance LATAM Brazil: Mass Simulation for Termination and Mass Termination,Complements for Termination, and esocial

27 Country Extension Development Kit It is our internal Wikipedia on how to use and to implement Absence Management and Global Payroll It contains years of collective knowledge from our Product Managers and Developers It is used to train new members in our teams It is used internally to troubleshoot Service Requests Available in My Oracle Support Document ID

28 Country Extension Development Kit Available in My Oracle Support (Doc ID ) Download and Unzip these files

29 Roadmap 29

30 PeopleSoft Global Core HCM Current Release and Roadmap Non Exhaustive PeopleSoft HCM Smart HR Template Any Action/Reason Profile Management Integration Headcount Reporting for Managers and Administrators Headcount Movement Current Headcount Profile Profile Management Secure Enterprise Search SES Custom Prompts in Profile Properties Related Actions in SES Life Events using Activity Guides What s Next 0-12 month planning cycle HCM Guided Self Service (Compound Transactions) Request Reporting Change Transfer Employee Promote Employee Request Location Change Change Full/Part Time Status Retire Employee Terminate Employee Manager and Employee Landing Pages Mobile Approvals (Smart Phone and Tablet) HTML Approvals for HCM Doc ID and MOS Job Opening Job Offer Promote Employee Transfer Employee Reporting Change Performance Document Global Country Extension Development Kit Future Directions Post 12 month planning cycle HCM Self Service Matrix Organization Guided Self Service Phase 2 Side by Side Profile Compare Enhanced Profile Self-Service HCM/ELM Social Capabilities Expanded Embedded Analytics Flexible User Defined Fields (Flex Fields) Succession Planning Enhancements 30 Copyright 2013, Oracle and/or its affiliates. All rights reserved

31 PeopleSoft HCM Next Generation UI Applications Manager Landing Page Employee Landing Page Company Directory Time and Labor Absence Approvals Guided Self Service

32 Manager Self Service - DEMO

33 MetLife Global PS HCMS Implementation 33

34 HR Platform The Learning System (PeopleSoft LMS 9.1) The Reporting System (Oracle OBIEE) Financial Systems Talent Management System SuccessFactors PeopleSoft HCMS (NA Payroll, WorkForce Admin, Benefits (Ben Admin+ base admin), erecruit, LMS. Oracle OBIEE PeopleSoft CRM HR HelpDesk SuccessFactors Talent Applications Global Human Resources System (PeopleSoft HCMS 9.1) HR HelpDesk (PeopleSoft CRM 9.0) All Data feeds (internal and external) Internal Portal 34

35 Why a Global HRIS Our Vision is to be ONE MetLife, recognized as the leading global life insurance and employee benefits company. Expanded capabilities are required to support the vision Globally consistent data Decisions Metrics and reporting Talent Management Leverage opportunities for cost efficiencies Workforce planning and management Employee engagement Our approach One system Global Data Standards Globally Consistent Processes One consistent global user experience

36 One HRIS Delivered Globally Enabled Talent Management Systems Regionally Aligned Processes Data & Reporting User Experience ID Administration Service Delivery Channels Organizational Alignment Workforce Administration Locally Delivered Regulatory Reporting Language Support Payroll Non-Employee Administration 9/25/

37 Global HR Systems Environment Before One HRIS Request for data Request for data Enterprise Region Country Manual processes to provide system access results in significant manual effort for limited insight into regional data Manual Effort Manual processes to collect & assemble regional data Lack of visibility/insight regarding the data Manual Effort Variety of differently mature systems No global standards or practices Same functions duplicated in many countries 37

38 Target Model Strategic Control More Robust Oversight Data: Standards & Governance Quality and Reporting / Metrics Integrated Data Model Global Organization Structure Processes: Compensation Talent 10 Key HR Processes Functionality Scalability of Solutions Interoperability of Functionality Common User Experience Organizational Nimbleness Processes Data Functionality 38

39 Target Reasoning Leverage Strengths Where They Exist Mature domestic PeopleSoft platform Significant PS experience Scalable Licensing & Hardware Highly integrated with existing MetLife Corporate Systems Finance ID Administration Downstream systems Explore Solutions for Evolving Business Needs & Timelines Talent Prioritization and Focus - Talent Suite as SaaS Compensation Globalization & Analytics Compensation Suite as SaaS Common User Experience - Leverage Global Corporate Infrastructure Sharepoint Portal / Intranet Corporate Branding / Solutions 39

40 Road to Success via 44 Countries in 18 months Oct Asia - 3 countries Mar Middle East Complete Dec EMEA - 10 countries Latam 2 countries EMEA 2 countries Latam 1 country Asia 1 country Oct EMEA 4 countries Latam 1 country Asia 1 country Latin America / Japan Complete Asia/EMEA Complete June EMEA 5 countries Latam 2 countries Asia 1 country Dec EMEA 11 countries Asia 4 countries

41 Deployment Approach KICK-OFF PLAN & ANALYSE DESIGN BUILD VALIDATE/ TEST DEPLOY Review deployment objectives Review deployment timeframes Assess local resource requirements Identify Roles and Responsibilities Develop and obtain approval of Project Plan Gather Requirements Analyze Requirements Prepare Business Requirements Document (BRD) Prepare Gap Documentation Requirements sign-off Present potential solution options for gaps Finalize solutions with Management and Country Users Finalize Functional Specifications (FSD) and Process Change Documents Obtain sign-off for FSD and Process Change documents Build System Changes Build Process Changes System Integration Testing User Acceptance Testing Detailed cut-over plan developed during project life-cycle IT migration Validate all data in Production Sign-off successful Go live CHANGE MANAGEMENT 41

42 Key Roles and Responsibilities Country HR Team Regional HR Team Global HR Team Identify resources and enable their participation Organize and Communicate Organize and conduct working meetings Validate Business Requirements Engage and Manage Payroll Vendor Provide and Validate Data Represent Regional Needs and Process Changes Manage Country Requests in global Change Request process Representative to Global Standards Council Provide templates and assistance with major tasks Liaison Between Regional teams and IT Load data into One HRIS and manage Data Conversion Validate Translations (where applicable) Representative to Global Change Network Maintain Project Plan and Manage Milestones Engage with new processes and system; identify and prepare for change points Conduct Testing and Sign-off Conduct /Attend User Training Engage with new processes and system; identify and prepare for change points Participate in Testing for the Region Conduct/Attend End User Training Identify system and process solutions for business needs Provide testing environments and triage support Conduct Train-the-Trainer 42

43 Global Setup and Configuration One Department Tree (using one SETID) Unique SETID per country for control tables (except for DEPT) Regulatory Region = Country Action and Reasons by Regulatory Region (Custom) Naming conventions for all configuration Allowed customizations only to meet regulatory/legal requirements only 43

44 Data Conversion The most time and labor consuming phase Followed a reiterative data conversion process A separate conversion for every testing phase (SIT, UAT, etc ) Included a pre go-live conversion (one week before go-live) to validate all production data and confirm timing required Utilized multiple CIs (Component Interfaces) All auto generated codes (EMPLID, DEPTID, LOCATION, etc ) were generated in every environment with different codes Oracle Confidential Internal/Restricted/Highly Restricted 44

45 What Worked Well C-Suite Level Support and Commitment Defined clear project scope Established Global Change Control Process Close partnership between HR and HR-IT Transparent design Collaborated with in-country and regional resources Comprehensive change management Limit customizations (you will get everything you need, you will not get everything you want) On-the-ground contact Rotating team of skilled deployment analysts Knowledge-sharing (we got better w/every deployment) 45

46 Q/A? 46

47 Additional Information All your PeopleSoft information and training resources in one convenient location. or 47

48 The New Online Cumulative Feature Overview Tool PeopleSoft Update Image based functionality coming soon Search for features within Update Images New columns with helpful information and links. 48

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