A strategically simple implementation of Oracle Learning Management 12.1 "Your mission, Jim, should you choose to accept it. . ." To implement a new learning management system across a vast, decentralized organization, serving the interests of a diverse array of training providers, each with unique compliance and development requirements, using few resources and almost no configuration, in under one year.

Having complete and accurate postal address information is necessary for employees to receive their benefits, insurance, paychecks, and other notices in a timely manner. You will save time and money with our address verification solution, CLEAN_Address. Using CLEAN_Address in PeopleSoft, EBS, or other Oracle Apps, addresses are verified when they are entered by your staff or changed by employees using self service. CLEAN_Address will capture all postal addresses at point-of-entry to improve staff productivity and eliminate unnecessary costs associated with inaccurate address data. In addition, CLEAN_Address can batch process your existing records so your entire database is cleansed.

Attendees will learn the basics of address verification and the simple process to support real-time integration in your Oracle Application. Find out how to improve staff productivity and eliminate unnecessary costs associated with inaccurate address data. You will learn: The importance of address verification; How to recognize and avoid address entry mistakes; and How to save money implementing an address verification solution.

The State of Tennessee has created several customizations to help us get the most we can out of Employee Self Service for benefit enrollments. We have customized the process for new hires and open enrollment. We administer benefits for 50,000 state employees, as well as over 100,000 higher education, local education, and local government employees. Our groups have different rules and plan structures so we have had to customize the process to work for each of our groups. A few examples of our customizations include a document upload page for dependent verification and Certificates of Coverage, a process to mass-generate and distribute the User IDs and passwords for all new employees, and online and e-mail confirmation statements generated for our members. We have also developed several programs to default members into specific plans based on cost and coverage levels. We are also considering the addition of one or more optional products for this year’s open enrollment and have several new customizations in the works to help make the transition easier for our members and our staff.

OAB is a feature rich system which has been used by several clients to manage their health benefits. In my recent project with Medical College of Wisconsin (MCW), I have developed various benefits reports which are very useful while implementing OAB product, post implementation, open enrollment period and successfully maintaining OAB application. The main idea of this presentation is to identify the both technical and functional difficulties in building various OAB reports and discuss the best strategies/ practices (both functional and technical aspects) to simplify OAB reporting. And also audience learn about useful tables in OAB reporting and Learn about dates/date-track conditions. Example of OAB Report Category: Life Event Reports: E.g.: Life Event Progress Report(Which is very useful open enrollment period to check who are made elections). Topics to discuss in Presentation: 1)Technical and Functional difficulties in building various OAB reports 2)Best Strategies/ practices (both functional and technical) to simplify OAB reporting(Concurrent Program and OBIEE). 3)Tips & Tricks for Simplified Oracle benefits(OAB) Reporting. 4)Client’s experience . 5)Tips to identify the list of OAB reports. 6)Q&A.

In this session, presenter(s) from Oracle EBS HCM Development organization will share product updates and product roadmap for Oracle Succession planning. Oracle Succession planning was substantially enhanced recently and this presentation will elaborate on these new features and their benefits. You will learn how to create a talent pipeline for key jobs, positions, and individuals and take a proactive approach in mitigating business risks associated with talent mobility.

In this session, presenter(s) from Oracle iRecruitment Development organization will share product updates and discuss product roadmap. You will also learn from a customer story on how they've made best use of iRecruitment.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

In this session, the presenter(s) from Oracle E-Business Suite HCM Release Management will provide critical updates and tips on upgrading to release 12.1. You will also learn about best practices and business results achieved from organizations that have recently upgraded to Release 12.1.

After Oracle has announced General Availability of Oracle Applications at Oracle OpenWorld, with a specific focus on HCM, several enterprises are seriously considering ways of adopting them. Current customers of PeopleSoft and Oracle EBS are interested in understanding how they can adopt Fusion HCM without losing out on the investments they have already made while new customers are wondering what is available in Fusion HCM and if they have the required functionality. Cloud computing on the other hand promises to be a game changer from infrastructure and service delivery perspectives. This presentation provides a detailed explanation of the options available, their relative merits and do's and don'ts with specific attention to co-existence options. This is a must-attend presentation to all those considering upgrades, cloud services, and new module implementations in 2012.

Established in 1893, Visiting Nurse Service of New York (VNSNY) is the largest, not-for-profit home health care organization with 15,300 employees – including nurses, rehabilitation therapists, home-health aides, social workers, and clinicians – speaking fifty languages, caring for 140,000 patients in the New York metro area, and making over 2.4 million home visits annually. However, with health care reform, changes in the regulatory environment and projections for increased demand for health care services as baby boomers age, HR needed to align services for growth and implement a more efficient service model. Without sacrificing best-in-class service, VNSNY launched a multi-workstream project to redesign HR service delivery. At the core is an HR Service Center supported by integrated PeopleSoft and SaaS technologies. Key to this new model is a self-service, personalized HR portal that seamlessly integrates with PeopleSoft and an HR case management tool to increase efficiency while maintaining a high-level customer service. VNSNY will describe: How HR built the business case for a new HR service delivery model, including a multi-year project overview; the planning and implementation of a technology solution to support the new delivery model – including how leveraging SaaS-based technologies with PeopleSoft provided broader, personalized access to Employee and Manager Self-Service; design and development of new roles and staffing strategy; efficiencies gained through Shared Services and BPI; key components of the change management strategy; communication campaign used to introduce “HRConnect;" and lessons learned.

It seems like every few months another state is allowing or disallowing same sex spouse coverage. This presentation will show how Fidelity National Financial manages changes for same sex spouse coverage along with federally mandated children ages, in forty-eight states. This table-driven solution has Fidelity National Financial well positioned for the expected plethora of federal and state regulations coming our way.

What happens when you have one organization that is very close to yours in proximity and is in the same business vertical but is very different from your organization from a business process standpoint? This session is about the merger of one hospital’s entire Lawson ERP system into PeopleSoft Enterprise v9.1 and the lessons learned about making the right decisions at the appropriate time. Whether it’s assessing the workforce and payroll processes, compensation programs and benefits, or supply chain and procurement practices, appropriate planning and continual review of project benchmarks, milestones, and scope provide the recipe for major success. While CherryRoad Technologies initially anticipated one ERP “go-live,” it turned into four separate and distinct initiatives given the interesting challenges encountered along the way towards total integration. Whether it’s related to bringing together divergent business processes or managing timeframes predicated by the implementation of a new technical infrastructure, this session will explain how they turned these challenges into opportunities. Though you would think the major changes were for the hospital being acquired, Northwestern Memorial faced its share of change from the employees and managers as well as core users in HR, Payroll, Benefits, and the Learning Community. This session will take you through an eight-month journey that was a major success for both organizations. The session will even provide tips on how to survive a major blizzard during your project without impacting your critical path!

WellPoint has implemented new self-service functionality allowing associates the ability to process family status changes - end-to-end. WellPoint has leveraged the existing eBenefits functionality and built a front-end user interface, which gathers the information necessary to process the various events. Once the information is gathered, Peoplecode is executed to prepare and open the event. Once the associate submits their enrollment, additional code automatically closes the event and lands the associate onto their Benefits Summary page offering them confirmation of their enrollment elections.

The presentation will discuss the recent successful upgrade from 11.5.10.2 to 12.1.3 from the viewpoint of the Lead HR Business Analyst. Hologic upgraded eight modules from the HCM suite: Learning Management, iRecruitment, Performance Management, Compensation Workbench, Self Service, Core HRMS, Advanced Benefits, and OBI Reporting. An outline of this presentation includes: an introduction of the speaker, background, and company description; Why they upgraded; description of Upgrade Approach, including domestic and international components; analysis, scheduling, team building, kickoffs to key audiences, testing plans, cutover plans, communication, and support plans; How to design a successful schedule for HR and coordinate with your company’s overall approach; Who to involve from the company and how to involve them (specifically who to involve from both the HR and technical sides); How and why to research available resources from Oracle, which ones were used, and other resources such as OHUG Extraordinary resources available from Oracle and how to use them; How to get your reports upgraded effectively; How to keep your resources actively involved; How to use consultants creatively in the upgrade process; How to design test scripts, who should be involved in testing, and how the test scripts should be used; What testing sessions should be set up at what key points in the process; How to coordinate with the company's overall effort; What external forces could impact your HR efforts and how to mitigate their impact; What happens after Go-Live and how to organize to deal effectively with the results; specific experiences to be described - R12 HR Business Value and Benefits; and Where are we now, approximately a year after Go Live.

In the case of a natural disaster, could you still pay your employees? In June 2010, the town of Los Alamos, New Mexico was evacuated for seven days due to forest fires in the area. Los Alamos National Laboratory Payroll team managed to run payroll for our 10,000+ employees remotely, ensuring that during this stressful time, people did not have to worry about getting paid. The presenter will share the teams' experiences and lessons learned to help you create your own disaster recovery plan to ensure you are prepared for the unexpected.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

With its next generation of Human Capital Management applications, Oracle has developed a leading Compensation Management tool, one that provides both HR and Compensation professionals with the capability, ease of use, and access to rich analytical information to allow organizations to make the best business decisions with their compensation resources. Make the best use of that annual 3 percent pool by connecting rewards with performance, setting and enforcing business and compensation rules, and putting information exactly where it needs to be used in making compensation decisions.

The majority of HR technological innovation to date has been focused on improving efficiency and effectiveness of corporate HR/recruiters, with little being done to help improve the candidate experience of applying for a job. In many cases, these technologies have actually made the process worse for candidates, forcing them to manually enter their information into long application forms. Organizations wanting to attract top talent need to make candidate experience a top priority. This means ensuring candidates have a positive experience throughout the application process, including making it easy for them to provide as much information about themselves as possible without having to manually enter data. This presentation will show how you can make the application process simple for both the candidate and the recruiter. It will also show you how to increase the amount of candidate information captured, enabling recruiters to make quicker and more effective decisions on which candidates to pursue.

Marketing automation and lead generation revolutionized the sales industry. Talent Generation applies these processes and best practices to the recruiting industry.

Talent Generation systems are designed to help organizations find and attract the best talent available and feed this talent into a Talent Management system such as Oracle iRecruitment or PeopleSoft TAM. This includes systems that help you create talent networks and proactively source specific candidates, market your open positions while strengthening your employer brand, and better engage with candidates by creating a positive candidate experience.

An effective Talent Generation system requires the ability to integrate not only with your existing Oracle system        to capture talent into the hiring process, but also with job boards, multiple candidate databases, and social media sites in order to find and attract talent.

This presentation will examine the importance of a Talent Generation strategy and show how talent networks, recruitment marketing, and an improved candidate experience can help recruiters find and attract better talent, faster and cheaper than they are today. We will also review Oracle and PeopleSoft customer case studies in a practical review of best practices and benefits gained.

Accurately tracking paid time off versus company and public holidays is of interest to employees and employers alike. There is nothing more annoying then having to make multiple PTO requests in December to use up entitlements and avoid double counting for company and public holidays. In this presentation, learn methods to set up global PTO so that the various holidays in different locations and countries can be automatically accounted for in a PTO request via Employee Self Service.

Did you know that most Compensation Workbench Salary plans only take four weeks to make production ready? Did you know that OAB Person Communications can be leveraged to manage e-mail notifications much more efficiently than alerts? Did you know Person Communications can also be used to interface to third party COBRA administrators? Ever wonder how you can re-print a benefits confirmation statement from self service or allow employees to see element entry data in self service?

In this presentation, learn how to streamline your Compensation Workbench implementation to deploy Salary Planning in weeks rather than months. Learn how to leverage OAB Person Communications for e-mail notifications and a third party COBRA interface. See how PEG 1-Click Reporting allows employees to quickly access and print benefits data directly from any self service page. CWB in half the time and OAB with twice the power, delivered only by PEG Consulting!

This presentation will demonstrate some of the new PeopleSoft security features, and explore some security strategies with 9.1. It will look at ways to maximize the value of inherent PeopleSoft security capabilities, and how other Oracle technologies can be used to support security.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

This session provides an overview of the new features delivered on ELM 9.1 and are available now. The session also provides an overview and demo of the new 9.1 ePerformance Feature Pack 2 and features that are available now. The session will also provide an early look into what's ahead in the upcoming 9.2 release.

Miriam Hutchinson, Metropolitan Water District of Southern California
Richard Lynds, Metropolitan Water District of Southern California

The Metropolitan Water District went live with ELM in January 2011. Learn how they decentralized course enrollments through self-service, implemented over ninety different certification programs, developed reports to provide useful information to employees and managers at the press of a button, and integrated ELM with Outlook. As a public utility, Metropolitan has the need for a training and compliance tracking system. When PeopleSoft delivered the ELM module, they immediately saw value and the opportunity to replace their aging, home-grown system. Hear how their Training, Information Technology, and Human Resources staff came together to overcome a steep learning curve, convert over a decade’s worth of training records, and implement ELM.

This fun and interactive presentation will cover how the company costs and transfers to the G/L sixty plus payrolls, over 1.6M lines of data, per month. Topics discussed will include payroll costing setup; costing errors; how to identify and solve costing problems in the G/L such as: uncosted transactions, voids, direct deposit rejections and reissues; and reconciliation of the payroll clearing account. Additionally, the session will discuss data warehousing of costing data for more efficient reporting, and how to customize the existing Costing Detail Report to display additional fields, search criteria, and breaking up costing data needed for your company. EMSC is a leading provider of emergency medical services in the United States. EMSC operates a healthcare transportation services segment, and also an outsourced facility-based physician services segment.

Compensation Solutions may have gotten the job done in the past...barely. However, compensation has become one of the most important talent management tools for retaining key resources. Oracle Fusion Compensation empowers organizations to attract, motivate, and retain talent through strategically planning, allocating, and communicating compensation. As part of a larger suite of applications, it provides the most complete solution in the market. Integration with talent management enables a strong ability to pay for performance. Better business decisions result from best-in-class analytics and a total compensation view of an employee or a group of employees at the same time, regardless of their geographic location or pay package components. Join SAIC to understand our selection for a System Integrator to help us implement Fusion Compensation.

Maintaining benefits administration in OAB often presents challenges that can’t be addressed using native Oracle configuration. Therefore, the use of FastFormula, or rules, is necessary in order to solve certain business problems. This presentation will look at four different rule types and identify the business problem, offer a FastFormula solution, show the configuration in the forms, run through a use case relevant to each FastFormula, and discuss some of the other uses of each rule type. The four rule types this session will examine are: Life Event, Evaluation Rules, Person Change Causes Life Event, Postelection Edit Rules, and Default Enrollment Rules with Two Pass Logic. At the end of each section, the presenter will have a brief question and answer session.

Prior to release 9.0, PeopleSoft HCM determined an employee’s performance strictly in terms of ratings. However , PeopleSoft HCM 9.1 now introduces a new feature titled Compensation Cycles. This feature facilitates configuration of compensation cycles based on performance review periods, provides current job, compensation, and performance data through dashboards to managers. It also assists in determining revised compensation per employee or groups of employees using budget allocations. At one of their existing clients, Deloitte leveraged the delivered functionality to satisfy some challenging specific custom calculations towards determining compensation budgets. Some of the features being presenting include: 1. Grouping Employees 2. Budgeting the Compensation 3. Customizing delivered functionality 4. Coalescing custom calculations 5. Processing compensation cycles 6. Loading the revised compensation data to Core HR.

KBACE will share their experience with the co-existence model for Fusion HCM. This model allows customers using EBS, PeopleSoft, and JDE to keep their current system of record for HR while gaining the benefits of new Fusion modules including Goal and Performance Management, Workforce Compensation, and Talent Review. KBACE will also discuss their Rapid Start offering which allows customers to simplify and streamline the implementation of Fusion HCM.

Oracle/PeopleSoft Benefits and Pension solutions enable you to build and manage a comprehensive employee benefits and defined benefits system tailored to the particular needs of your organization. Come hear their strategy and what they have planned post Release 9.1 and moving forward. You will get a preview of such functionality as Life Events which allows you to simplify Open Enrollment and Life Event maintenance through automated eligibility processing as well as the enhancements to Pension Administration for Public Sector.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

These are fast changing times in the Payroll world. Oracle's Payroll for North America team has been working hard developing and delivering new functionality post 9.1. You may be surprised to learn that some of this new functionality is available to you now. This session will highlight some of those changes as well as preview some anticipated upcoming changes.

Are your workforce plans operational or strategic? Do you already have documented planning processes in place? Are you betting your organization's future with questionable or bad workforce data? Learn proven best practices and see the tools from Aquire that holistically tackle and solve common workforce issues including:

• Automated org-charting
• Data integrity
• Compensation
• Succession / Replacement Planning
• Workforce Planning & Analytics

This interactive session will discuss the value of synchronizing your HR data across multiple systems, and easily utilizing that data to manage key strategic initiatives within the context of actual Aquire client stories. You will leave this session with the wisdom necessary to gain a true competitive advantage in today's marketplace.

Darryle Pfauntsch, EMSC

At EMSC, HR presented a challenge in providing new hire packets to their employees prior to his or her first day of work. The challenge was that the employee would show up to their first day of work or orientation without the needed information and documentation. At orientation they were handed several pieces of paperwork to complete and an employee handbook. This tended to be overwhelming. In addition the employee did not bring with them the needed information to complete all of the paperwork. By automating the process through Oracle’s delivered workflow, they are able to get the required paperwork in the hands of the employee without them being on-site. The content of a new hire packet differs based on location. However, the typical hew hire packet includes a W4, direct deposit forms, employee handbook, and other documents that the employee is required to sign. At EMSC, they customized the delivered workflow to distribute the new hire packet once they select the candidate to hire. The only task that the HR resource has to do today is to make the decision to send or not send the new hire packet. This automation increased efficiency, improved employee satisfaction, and saved the HR team approximately 250 hours a year.

Rolling out secure HCM processes is a challenge that many of our customers are facing. With the consequences of data privacy breaches becoming more critical to the bottom line, organizations are required to face this issue head on. This session will focus on what every Oracle HCM customer should consider in preparing their secure HCM environment in any model: on premise, on demand or SaaS.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

Rolling out secure HCM processes is a challenge that many of Oracle’s customers are facing. With the consequences of data privacy breaches becoming more critical to the bottom line, organizations are required to face this issue head on. This session will focus on what every Oracle HCM customer should consider in preparing their secure HCM environment in any model: on premise, on demand, or SaaS.

As more and more organizations empower their managers and workers to manage their opportunities in the organization, they must provide the tools to support them in this endeavor. This session will cover Oracle's investment in Core HR Self Service since 9.1 including Company Directory, Actionable Org Chart, Matrix, Manager Dashboard, Talent Summary, and the enhancements to the Self Service transactions themselves (and the tools that support these features). In addition, this session will look at the roadmap for HCM Self Service including continued investment in simplifying Manager Self Service transactions. (with DEMO)

As more and more organizations empower their managers and workers to manage their opportunities in the organization, they must provide the tools to support them in this endeavor. This session will cover Oracle's investment in Core HR Self Service since 9.1 including Company Directory, Actionable Org Chart, Matrix, Manager Dashboard, Talent Summary, and the enhancements to the Self Service transactions themselves and their mobile device support. In addition, this session will look at the roadmap for HCM Self Service including continued investment in simplifying Manager Self Service transactions and the role mobile devices will play.

Are your employees affected because delays in clearing flags have impacted their eligibility on benefits enrollments? Do you find that a good part of your Ben Admin team’s time is spent on manually clearing Out of Sequence and Job Eligibility flags? In this session, you will learn an approach just implemented by Kaiser Permanente to potentially automate 40-50%25;25; or more of that event coordination effort, freeing up your analysts for more critical tasks. The session will describe a newly implemented functionality, BAR (Benefits Automated Reprocessing), which systematically reprocesses flagged closed enrolled benefits events. Working together with the Benefits Administration process during the nightly batch processing, the BAR functionality was designed to automate reprocessing of events which do not impact benefits elections and do not require additional analysis. BAR uses assumptions about the data which can be applied to all benefits transactions. The history of the project, development of business requirements, collaboration with IT Development, testing efforts, results in the production environment, and future enhancements will be explored.

Social collaboration and networking tools, such as Oracle Network @ Work, have the power to radically improve talent development and talent management for both HR & HR IT professionals as well as line of business users. Come to this session to see and hear the latest from Oracle on how to take advantage of the combined power of Oracle WebCenter and Oracle HCM, including the brand new Oracle Social Network product, to provide business-focused, disciplined collaboration that brings together your HR system of record with systems of engagement that foster collaboration. This session will demonstrate real world use cases so you can return to work empowered with the latest ideas and how to implement them. Best of all, Oracle Social Network and Oracle HCM together will help you be more productive and efficient as an HR or HR IT professional—so this session has lots of news you can use!

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions

The presenters from Oracle EBS Americas HCM Development will provide an update on the US, CA, and MX legislations for Payroll and HR since the last OHUG meeting. They will also provide information on any significant upcoming HR/PAY product updates impacting these legislations for the coming year. This includes information on the latest RUPs, statutory and legislative updates, new features, and reminders on Payroll Year End, etc. The presenters will also discuss new features in Oracle Payroll like Quick Retropay and Self Service element entry.

This session is valuable for organizations evaluating Oracle’s PeopleSoft Help Desk for Human Resources or existing customers interested in learning how McKesson has leveraged advanced functionality from the solution. McKesson, a Fortune 15 organization, has a leadership position in the Healthcare market which includes: pharmaceutical distributorship, health care IT solutions, provides decision support software which in turn helps prevent more than 330,000 medication errors every week through bar-code scanning technology that helps to ensure the right patient gets the right drug at the right time. As part of McKesson’s Shared Services initiative, HR Help Desk was deployed with the assistance of Apex IT. McKesson’s goal was to provide a superior experience for employees when engaging with Human Resources. McKesson’s project included implementing advanced technology with the assistance of Apex IT to delivery multi-channel HR Help Desk solution including: Computer Telephony Integration (CTI) from Inbound Calls; Employee Self Service; and Chat Functionality. McKesson’s deployment represents a very sophisticated application suite with advanced functionality that few customers have implemented. Learn how McKesson continues to increase user satisfaction and time to resolution by deploying a unified platform.

Let’s interact and discuss some very essential PeopleSoft implementation and upgrade insights derived from numerous successful rollouts. Join this team of experts and customers as they help derive answers to questions like "How much time is adequate for Plan and Vision Phase?", "Should we embrace automated testing methods?", "When can we socialize delta features with our end-users?", and [most importantly!] "What determines a successful implementation initiative?" Benefit from informative interactions with an audience comprising of those contemplating an IT initiative, in the process of an implementation or upgrade, or just went live. The presentation will discuss common challenges encountered, exciting delta functionality in HCM 9.x, draw comparisons with Oracle Fusion functionality, discuss why an implementation or upgrade would benefit your organization, and what are some of the next steps that will insure timely and stress-free rollout.

PeopleSoft EPM is a powerful tool leveraged by customers not only to track employee performance but also as a repository to house employee’s skills, accomplishments, and competencies. Learn how customers from all industries setup and administer PeopleSoft EPM and how it integrates with Competency Management to evaluate organization staff. PeopleSoft EPM is the key that allows HCM Customers to achieve their organization’s strategic goals by planning, developing, and reporting on their employee’s performance using unique pre-configured criteria. The presentation will discuss in detail, client case studies and include an overview and demo of the functionality, discuss configuration requirements, and give some tips and tricks for maximizing your use of the PeopleSoft 9.1 HCM Product Suite.

Are you mandated to enforce enterprise-wide compliance and manage risks while keeping costs low and providing real-time intelligence for audit and reporting? Most companies are faced with challenges that include manual workarounds, siloed processes, and lack of centralized monitoring and reporting for compliance. Learn how Oracle GRC Solutions can help you address this and other challenges. The presentation will demonstrate the following: Ability of Oracle GRC Solutions to address the above challenges; Customer success stories demonstrating ROI; and How to leverage Oracle GRC Solutions to establish a sustainable Governance, Risk, and Compliance management framework keeping costs in check. This will be followed by a demo in PeopleSoft HCM 9.1 with actual use cases showcasing Oracle GRC Solutions’ capabilities.

In this session, get the latest on the top HR metrics to track, such as Predictive Analytics; understand the full spectrum of next-generation HR analytic technology; develop a roadmap to build out your organization’s HR analytic prowess; and know the smart way of rolling and maintaining HCM Analytics Initiatives.

With the re-invention of the tablet, delivering enough computing power to rival your standard laptop of five years past and smartphones now common place, the question is no longer a matter of “should Human Resources capitalize on this “mobile” medium to better support the workforce, but “How can HR do so today.” In this session, the presenter will discuss how mobile devices and applications are already in your workers’ everyday lives and how Human Resources has a great opportunity to improve engagement and productivity of its workers by providing targeted action-packed mobile applications which will make them giddy with excitement.

Oracle Fusion HCM Analytics will provide companies with a role-based, systematic, integrated solution that consolidates internal and external data required to determine and implement the correct course of action for new or predicted challenges with existing workforce goals. In this session, you will gain an understanding of the entire suite of Oracle Fusion HCM Analytics product, how it fits within your organization, and see a demonstration of these products in action.

Oracle Fusion Tap is a collection of mobility application modules that work across the Oracle Fusion Applications Suite to provide mobile workers the ability to be productive anywhere and anytime. Hear about Oracle’s strategy for mobility in Oracle Fusion Applications and learn how this information-driven approach to mobility enables mobile workers to know what they need do, what they need to know, and whom they need to connect with to get the job done.

One of the critical steps in any Oracle HCM project is data conversion. Data conversion is the translation of data from one format to another so that it can be used by the new system. The process of data conversion includes the following activities: E - Extract data from legacy system, T - Transform data to new format, L - Load into new system. ETL tools provide an easy and robust solution to extract data, to transform and apply data qualify rules, and to load this data into the new database. There are several ETL tools on the market including: Oracle Warehouse Builder (OWB), Oracle Data Integrator (ODI), and Informatica. This case study focuses on the effective use of ETL tools to convert HR data at a large oil & natural gas client. This conversion was challenging for a number of reasons. The client moved from a SaaS to Oracle HR. In addition, the client converted historical data that required a significant amount of data transformation. This case study will explain the approach, challenges faced, benefits of using this approach, and lessons learned.

We're operating in a new reality of economic uncertainty with complex worker demographics, changing devices, faster technology innovations than ever before, and global competition for talent. Fresh thinking is needed to navigate the new reality. This reality is driving a key trend towards Software as a Service (SaaS) to reduce costs, accelerate transformation, and deliver value. Fusion HCM, both core and new components, can address these challenges. Attend this session to hear the reality of the "new normal" and why SaaS and specifically Fusion HCM should be in your plans.

In this session, you will hear how the University of Wisconsin System was able to implement several major functions for all employees and campuses across the state. This was the one of the largest, if not the largest, Higher Ed implementations in the United States, with very broad functionality covering 70,000+ employees. UW's implementation included functions from these PeopleSoft HRMS applications, with some of the major Higher Ed issues that were tackled: - Human Resources - Nine-Month Faculty - Automating Short Work Break & Return from Break. - Template Hire for mass entry of students. - Benefits - Prepay processing for "May Multiple" deductions for nine-month employees. - Time & Labor - Automation of rules for multiple unions - Time clocks - Absence Management - Automation of rules for entitlements of many complicated leave plans. - Integration with Time & Labor to enable Employee and Manager Self Service. - Payroll - Automated Workstudy Processing - Finance Integration/Commitment Accounting - Encumbrance Processing - Direct Retro's. The overall project scope, phases, and other items will be discussed. In addition, the session will touch on UW's creative solutions to common Higher Ed issues. A number of "lessons learned" will be shared as they have moved past their implementation date and through their system stabilization phase.

We setup a new Section 125 Benefits Plan Type, with two plans - Section 125 Premium and Section 125 Cash in order to give our employees a $1000 year benefit for insurance assistance or Cash, in 24 bi-weekly amounts of $41.67 for full-time, $20.84 for part-time. Employees would elect which Plan they wish during Open Enrollment in Employee Self Service, then after the close of open enrollment, we execute a PL/SQL package that will automatically go through the logic and create the needed elements for payroll processing using Oracle seeded API. If they select Section 125 Premium, the package first will examine the employees’ health insurance amount and create a negative amount pre_tax deduction to offset the current employee's pre-tax deduction. If any is left over from the 41.67 bi-weekly, package will then examine dental, then vision, and make the same negative amount element to offset the current employee pre-tax deduction. Finally, if employee has anything left, the package will create a Cash Supplemental Earnings element for the remainder. The package will also create elements to increase the employer liability with the same amount as the offsetting employee deduction. If employee selects Section 125 Cash during Open Enrollment, a supplemental earnings element will be created automatically in element entries which increases cash and taxables. For our union members who were not given a choice during Open Enrollment, their elections were submitted via an Excel spreadsheet which was loaded into a temporary table, and the Package was altered to read this table and execute same logic to determine which elements to create. In order to qualify for a Section 125 plan, employees must be given the choice of cash or premiums. This choice was given to employees in lieu of giving a lump sum bonus to supplement their incomes in these times where employers are not giving raises or colas. Giving it in bi-weekly reimbursements helps save the company money, because if a person leaves any time mid year, they would not have received the entire amount.

The Approval Workflow Engine (AWE) technology has proven to be a significant key value driver for upgrades and implementations of current PeopleSoft releases. Understanding the AWE framework results in significant opportunities to reduce customizations, automate manual workflow and approvals, and enhance system adoption and the user experience overall. This presentation provides an overview of the AWE framework, as well as the key components required to implement your own Approval Workflow Engine (AWE) process for any system transaction. This presentation will describe how to define the objects required for setting up and using the AWE, as well as how to register transactions and set up process definitions for approval processing.

"Attract and Retain a Capable, Diverse, and Engaged Workforce" is one of Key Bank's top five strategic priorities. Yet the employees at Key with the least amount of tenure were also the least engaged. The newly hired missed the personal touch as Key moved from classroom style new hire orientation to virtual self help. With the cost of losing an employee in the first year estimated to be three times their salary and 22%25; of staff turning over in the first 45 days, that wasn't acceptable. Come hear and see how Key Bank utilizes their Self Service technology with a new hire portal in conjunction with a new hire ambassador program to foster a sense of belonging and connectedness thus engaging the workforce from day one. The session will review the onboarding process developed at Key, including the technology used to develop the new hire portal, an overview of the new hire ambassador program maintained by the call center, a walkthrough of the onboarding process, and the positive impact of the hybrid approach on both employee opinion and back office processing.

When implementing Oracle Time and Labor module, special attention must be paid to the punch origination source and how that source can interface with the OTL base tables. With the proper development, OTL can import from such varied sources as custom Web forms, IVR, building access badge readers, phone systems, and even other time monitoring systems such as Kronos. Certain design improvements can be used to allow for individual punches to show in the OTL views which allows for real-time updates. Modularity of design can allow for new source data to be imported with a minimum of development.

PeopleSoft customers are constantly faced with the challenge of managing all the code changes that are required to support their applications. Phire Architect enables your organization to implement standardized, repeatable, and effective change management processes thereby reducing the time to complete change requests and reducing the number of errors during deployment of the changes. You will be able to realize these benefits because Phire Architect offers a powerful feature set that automates code migrations and task assignments, enforces controls, and allows developers to version and restore code objects including PeopleTools objects.

This presentation will provide an overview of the components used to configure an Absence Management Take. Takes determine the rules related to the reporting of time off event. The presentation will help attendees understand how to build and utilize a Take. Session Outline I. Absence Management Overview II. Calculation tab III. Element Types IV. Day Formula tab V. Period tab VI. Negative Balance tab VII. Priority tab VIII. Forecasting tab IX. Balance Inquiry tab X. User Defined Results Fields tab XI. Supporting Element Override tab.

This presentation will provide an overview of the components used to configure an Absence Management Entitlement. Entitlements determine the amount of paid time off an employee is eligible to receive. The presentation will help attendees understand how to build and utilize Entitlements. Session Outline I. Absence Management Overview II. Element Types III. Entitlement Periods IV. Automatic Adjustments V. Generation Control.

The new trend is "Consumerization of IT": your users expect you to provide the same easy-to-use, attractive applications as they enjoy at home. Your employees are bringing in their own smartphones and tablets that they want to use at work. They are putting pressure on you to provide a better HR experience, with usability at the heart of their complaints. In the meantime, you've invested many dollars and many years in the Oracle E-Business Suite and have a stable, working HR system with more depth and breadth than any good looking SaaS-based solution on the market. What can you do? This presentation will give you initiatives that you can work on right away, no matter how tight your budget is. The session will take you through rich portals (no portal technology needed), branded look and feels, smartphone and tablet apps, and other impressive tricks that turn your users into fans using what you've already got; no middleware required. And the suggestions will be achievable even if you have not yet upgraded to Release 12 and have only the most modest budget to play with. This presentation is aimed at HR practitioners and IT leads and will be non-technical in nature. Free downloadable examples will be delivered in the session for you to pass on to your implementation teams.

This presentation will cover how The Nature Conservancy has implemented PeopleSoft to centralize recruiting processes in a largely decentralized organization. Discussion will include ways the system has helped keep TNC in compliance with OFCCP regulations and streamlined screening of qualified applicants. There will be a brief discussion on enhancements made and strategic direction of recruiting using TAM. The presentation will include accomplishments as well as key challenges and lessons learned.

One of the biggest challenges in delivering PeopleSoft via mobile is understanding underlying mobile architecture and how mobile will impact your PeopleSoft applications and customizations. This session will discuss the different mobile solutions available on the market today to deliver Mobile access for your PeopleSoft application. The session will deep dive into architecture, development methodologies, mobile operating systems, security, hardware, and software infrastructure. The session will cover implementation options, cost of ownership considerations, and caveats to be aware of when considering how to deliver Mobile to your organization. You will learn techniques to maximize user adoption, avoid the cost of maintaining multiple code bases for PC and Mobile devices, techniques for minimizing security and support costs, and considerations important to PeopleSoft applications and PeopleTools upgrades.

There are tremendous benefits in providing your employees, managers, vendors, customers, and/or students access to your PeopleSoft data and transactions from outside your firewall. Achieving these benefits means balancing ease of access, security, and access across multiple applications.

SOA services are not a new concept, but it still remains to be a very misunderstood architecture. Person data is cornerstone to all HR applications, but without sharing the data with other systems, its value is limited. Exposing person data can be tricky and risky if not approached correctly. SAIC will share how you can expose person data using Oracle Fusion middleware, Application Business Connectors, Process Integration Packs, and Application Integration Architecture.

With human capital accounting for nearly 70 percent of an organization's cost, optimizing the investment demands constant vigilance. While most organizations do engage in planning around talent development, organizational structure, and future workforce needs, the planning is often performed on an ad hoc or as-needed basis—and with limited participation from line-of-business leaders.

In recent research sponsored by HumanConcepts, HCI examined the effects of planning on bottom line results. The findings? Organizations that build a management discipline around both organizational planning and talent planning enjoy higher employee engagement, profitability, and strategy alignment. Planning for either without the other produces suboptimal results.

Attend this session and learn:

• Recommended process, ownership, and framework for organizational planning
• The business case for investing in planning initiatives
• Case Studies demonstrating HumanConcepts' Organizational Planning Suite in action

Production support brings new challenges every day. How can you empower your technical support team without compromising on compliance? What access do they need? What tools can you provide them to make their jobs easier? Learn some easy ways to build visibility into your complicated system. This presentation is a must-see for anyone who supports Oracle E-Business Suite! The session will discuss functional configuration, custom concurrent programs, and database access that give developers valuable information at their fingertips for supporting any EBS module. The session will also dive into specifics for supporting HR, Payroll, OAB, and MSS....including basic SQLs that will help you be more responsive to end-users and jumpstart your troubleshooting.

In this session, the presenter(s) from Oracle EBS HCM Strategy and product management will discuss new features and updates across all EBS HCM products. You will also learn about customer success stories on Release 12.1. They will also preview the product roadmap for the coming year.

Wynn Las Vegas went from paper enrollment forms to employee self-service and automated benefits administration in four months. This session talks frankly about their big wins and the reality of a few bloopers. Even their A-Game Team has a few lessons learned to share about the reality of automation and the changes required to transition from paper to eBenefits. You may feel comfortable having used Base Benefits for a while, but the switch involves more than you know. This eBenefits project can demonstrate tested strategies for planning and delivering automation. Learn what worked for Wynn Las Vegas and what caused issues. What they learned was more important than anticipated and wasn’t as important as they thought.

Vertex has provided Oracle E-Business Suite Payroll users with payroll tax functionality since the 1990s. In this session, the presenters will give attendees an overview of how Vertex and Oracle partner to deliver industry-leading payroll tax calculations and updates, review recent payroll tax compliance changes (including PA Act 32), and discuss some of the new functionality that Vertex will deliver in the coming releases. In addition, new customers will be provided with a demonstration of "myVertex," our customer support portal which allows users to download payroll tax data changes and to receive critical alert notifications.

Change is constant, and resulting employee redeployment or separations can create legal, compliance, and financial risk, potentially costing millions of dollars. Often managed manually with spreadsheets, e-mail, and phone calls, voluntary or involuntary RIFs expose you to costly delays, errors, lawsuits, and talent loss. As organizational change becomes the new normal, effectively managing change is a challenge faced by all types of organizations around the world. Over 40%25;25; of mergers, reorganizations, and RIFs fail to meet committed objectives. Learn how to effectively manage worker realignment and reduction processes to achieve goals and pursue new opportunities. Learn how to approach decision making, compliance, reporting, off-payroll processing, and more with standardized processes that apply to small or large-scale workforce reductions. Learn how to: Reduce administrative and management costs; Manage complexity and scalability; Ensure compliance with internal business rules and external regulations; Ensure that employees are treated fairly and consistently; and Return more quickly to business as usual by accelerating processes.

This presentation will discuss the recent deployment of PeopleSoft web services as part of the Service Oriented Architecture solutions deployed in the Learning Management space at Boeing. Two technical solutions will be reviewed: 1) integration between PeopleSoft custom synchronous web services with a third party LCMS product to replace the problematic traditional SCORM solution, and 2) integration between Flex/Flash custom software and custom PeopleSoft developed synchronous web services as an enterprise solution for Manager Questionnaires to assign training. These two solutions both utilized PeopleSoft web services. Focus will be on lessons learned in design, integration, load & performance testing, and monitoring of these web services on the PeopleSoft side of the overall architecture.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

The Oracle Fusion Fast Formula is one of Oracle Fusion HCM's suite of products. This product allows users to create, validate, and use Oracle's Fast Formula in any of Oracle's Application products. You can use fast formulas to: * Calculate Absence Durations * Calculate Payrolls * Define Custom Calculations for Benefits Administration * Define Paid Time Off Rules for Accrual Plans * Edit Object Group Population Rules for Elements or People * Validate element inputs or user-defined tables. When developing a formula you must understand the formula language. However, that language is very different from PeopleSoft Calculation Rules functionality, as well as the existing Release 12 formula language. This session will review the current PeopleSoft Calculation Rule and EBS Formula structures, and introduce the new Fusion Fast Formula framework. By the end of the session, EBS and PeopleSoft users alike will have gained a much better understanding of Formula Statement Types, Database Items, Formula Structure, Ordering, Grouping, as well as how you can incorporate your own custom functions into Formulas. Note: the downloadable version of the presentation from the OHUG website contains additional formula examples that users can modify for their own implementations.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

Payroll happens all over the world. Come and explore the capabilities of Fusion Global Payroll. See how it can streamline your business processes and increase your efficiency.

Government and private organizations seek to optimize their use of commercial off-the-shelf (COTS) software for critical business systems like Human Capital Managment (HCM). Attempts to exploit this through use of traditional engineering approaches like the SDLC that involve defining requirements, formulating an architecture, searching for functionality, and then adding additional custom functionality to meet the specified requirements within the defined architecture. This practice has been both largly unsucessful and costly. The Evolutionary Process for Integrating COTS-based systems (EPIC) redefines acquisition, management, and engineering practices to more effectively leverage the COTS out-of-the-box (OOTB) functionality. This is accomplished through concurrent discovery and negotiation of diverse spheres of influence: user needs and business processes, applicable technology and components, the target architecture, and programmatic constraints. EPIC standardizes these practices in a structured flow of key activities and artifacts. This alternative approach is a risk-based, disciplined, spiral-engineering approach which leverages the Rational Unified Process (RUP). Join SAIC as they explain how their team used this appraoch on their upgrade from a customized version of PeopleSoft HCM 8.9 to a vanilla implmentation of PeopleSoft HCM 9.1. They will share how you can both maximize your investment and lower total cost of ownership.

New York State has enacted the Wage Theft Prevention Act ("WTPA"), effective as of April 9, 2011, which affects all private sector employers and requires such employers to provide their employees with written notice of wage rates and related information by February 1st of each year. The purpose of the WTPA is to give greater protection and wage information to workers and impose penalties on employers that fail to comply with the provision. Specifically, an employer must provide existing employees annually on or before February 1st or to newly-hired employees before work is performed, a written notice in English and in the language identified by each employee as his/her primary language, containing the following information: • the employee's rate of pay and, if applicable, overtime rate of pay; • the basis of pay (e.g., hour, shift, week, piece, commission, or other); • whether the employer will claim allowances as part of the minimum wage; • the regular pay day designated by the employer in accordance with the New York State Labor Law; • the name of the employer and any names under which the employer does business; • the physical address of the employer's main office or principal place of business, and a mailing address if different; and • the telephone number of the employer. Parsons Brinckerhoff (PB), a nineteen-year Oracle Apps veteran and engineering company with a thousand plus employees in New York State, needed to develop a strategy to be compliant with the new WTPA Law. Find out how PB blended a need for standard compliance process with a not-so-standard solution which helped the company to achieve 100 percent compliance with the NYS law and enabled HR professionals to have flexible process administration capabilities and excellent reporting.

Oracle SOA Suite has been widely adopted as an Enterprise Integration and Business Process Automation platform for enterprise systems and processes automation. SOA Suite is used to integrate Human Resources, Payroll, Financials, B2B, and other types of business process and systems across industry verticals. Orlando International Airport (GOAA) in Florida implemented the Oracle SOA Suite and AST Corporation would like to share their experiences, lessons learned, and the Best Practices from this project. This session will share experiences from this project and will cover: The features of Oracle SOA Suite; SOA implementation case study at GOAA and (still) learning; Best practices; and what any Public Sector entity should consider prior to implementing Oracle SOA Suite. This implementation was awarded the TITAN AWARD at Oracle OpenWorld 2011 for “Integration and SOA Solution” category.

In the last few years, Oracle Report Manager has evolved from just a replacement of ADI tool to a comprehensive report management and distribution tool. This presentation will discuss all aspects of Oracle Report Manager including installation, configuration, and process for creating, securing, and publishing reports. This presentation will also provide detailed steps for deploying and using Report Manager, improving overall efficiency and effectiveness of the reporting process.

Learn how integration with SharePoint can help you squeeze maximum value out of your investment in PeopleSoft. Specific examples will include: Tackling the key user experience pain points for ESS + MSS; "Skinning" PeopleSoft for a different look and feel; Two-click Expense and Time Approvals with Single Sign-On; and Wizard-based Benefits Enrollment. The major integration techniques will be covered to help you choose the correct approach for your organization. Expect this session to be demo-heavy, with lots of ideas on how to create highly-functional, intuitive end user portals.

Mike Vilimek, Talent Technology Corporation

One of today's recruiting challenges is the ability to source the right talent. This is especially relevant for those hard-to-fill positions where the best candidates may be passive. How do you engage with top talent and market your employer brand to engage the best candidates? The answer is Talent Generation. By streamlining this process your recruiting team can hire better, faster, and smarter. Learn how top organizations leverage Oracle R12 iRecruitment new features to overcome these challenges.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

This presentation will be an overview of PeopleSoft's Benefits Administration product. If Benefits Administration is a product that you are interested in implementing or have already implemented and want more information, then this is the session for you. This session will present an overview of the functionality, discuss the technical design of the module, give some tips and tricks for maximizing your use of Benefits Administration, and discuss the new features in 9.1.

This session will explore all the new changes to PeopleTools Security now in 8.5x and differences from PT 8.4x. Come see what has changed and get some good troubleshooting tips. The session will also be discussing the new features in PT 8.52 including User Profile Messages, Dynamic Role Rules, LDAP Authentication, and Pluggable Encryption.

One of the goals of Oracle Advanced Benefits is to minimize the manual work that complex benefit plans require. Rather than relying on HR professionals to calculate coverage exceptions, monitor employee birthdates, and monitor pending evidence of insurability, the session will demonstrate a plan configuration that automates these troublesome benefit requirements. The session will show the configuration of an optional/voluntary life insurance plan that includes coverages based on compensation derived factors (both seeded factors and custom ones), rates based on coverages and age derived factors, life events that alter the coverage throughout the year, and certification restrictions on elections. The session will also provide the solutions they found for complicated certification requirements and lessons learned in the ongoing processing of this type of configuration.

The introduction of Fusion’s SaaS product to the HCM space is not just a shift in technology delivery models, but also a shift in operating models for the IT department. The move to stable, predictable monthly costs can be appealing over big upfront investments in software, but does SaaS really deliver savings over the long term? CedarCrestone developed a Total Cost of Ownership (TCO) calculator for Fusion to demonstrate how a switch to a SaaS model impacts costs over multiple years. This model was then introduced to the Drummond Company to compare how a switch to Fusion SaaS would stack up against its current on-premise PeopleSoft implementation. The TCO calculator focuses on the hard costs the CXOs are looking for, covering more than software licenses, hardware investments, and annual maintenance costs. Our TCO model includes implementation costs, upgrade costs, and ongoing internal systems support costs. In conjunction with the hard savings, a Value Analysis looked at the benefits to the organizations over the same time period. Together the two analyses gave Drummond a complete picture of its options and critical information for its decision-making process.

Is your organization looking to replace your existing Talent Management systems, or implement a new solution? Is Fusion Talent Management the solution for you? This presentation will focus on the unique and diverse features and functionalities that Fusion Talent Management offers. The presentation will walk you through a case study of a financial services organization, The Principal Financial Group, which was the very first client to implement Fusion Talent Management. This presentation will also address key organizational challenges that Fusion Talent Management can help you overcome. These include: Key Talent Management Themes from PwC 14th Annual CEO Survey; Talent Management is at the top of the priority list for global CEOs; What does Oracle Fusion HCM offer?; Roadmap to Fusion - Matching your needs with Oracle's Fusion Roadmap; Key Considerations; Fusion Success Stories; The Principal Financial Group is the very first client worldwide to implement Fusion Talent Management; Lessons Learned; FAST- A rapid deployment methodology to help speed your Fusion deployment time; How do you know if Fusion is right for you? A quick exercise / scorecard to help qualify how your organizational requirements fit to Fusion will also be provided.

If your organization is having trouble managing the many steps involved in running and reconciling Payroll, this is the presentation to see. Come hear from Life Care Services (LCS) as they discuss how they have effectively automated their payroll and reconciliation processes. Life Care Services, a family of companies dedicated to enhancing the changing lives and lifestyles of America’s senior population, has many payrolls to manage on a weekly & bi-weekly bases - over forty! With a lean staff, it is important for them to be as efficient as possible while still maintaining their audit standards and their effectiveness. In addition to the automation of payroll, LCS has been able to effectively insert reports into their process allowing for streamlining the audit and reconciliation process. Wouldn’t it be nice to see the payroll register upon the completion of the payroll run without actually having to submit the process? There certainly are situations where a payroll also needs to be rolled back. Anyone who has ever had to do it knows how trying that can be. How nice would it be to check one box and roll back all the necessary processes in one step? Sounds too good to be true doesn’t it! This session will show you how they reduced the amount of time for payroll processing and reconciliation considerably, while keeping smiles on the faces of their payroll team!

WorkStrategy will present implementation planning and tips for deploying PeopleSoft 9.1 eComp Manager Desktop. During the session, presenters will discuss best practices related to PeopleSoft 9.1 compensation plan management, configuration rules, and Approval Workflow Engine (AWE). Other features to be covered include manager alerts and guidance, integration with ePerformance and Variable Compensation, reporting, and cycle budgeting and management.

WorkStrategy will provide attendees with an overview of some key concepts and implementation tips for Profile Management. Explore new PeopleSoft Talent Management functionality in 9.1. Presenters will review the latest features in the following modules: Profile Management, ePerformance, Recruiting Solutions (TAM/Candidate Gateway), eComp Manager Desktop, Succession/Career Planning, and Enterprise Learning Management (ELM). Objectives: discuss Profile Management best practices; review functional business process mapping; and discuss Talent Management modules & integration.

This presentation will show you how Willis solved the challenge of including voluntary benefits into BenAdmin and unique challenges they faced. In addition, they will demonstrate how voluntary benefits can be enrolled outside of a Core Open Enrollment. This presentation will also include a 'live' real-time demonstration of PeopleSoft 9.1 and a voluntary benefits enrollment. This session is for anyone running PeopleSoft Ben Admin or integrating a third-party Ben Admin into PeopleSoft Payroll.

Learn how you can build relationships, engage in conversations, and network with the entire OHUG community in 140 characters or less. Lois Melbourne, CEO of Aquire—the leader in workforce planning and analytics solutions—offers her insights on how tweeting at OHUG directly connects you with customers and industry peers; adding a personal touch to your business interactions. Lois will tweet during the session and explain the keys to using # and @ symbols to interact with the OHUG community and beyond. This session is a must-attend for anyone new to (or curious about) using Twitter. Don’t have a Twitter account? Sign up for free at http://www.twitter.com Already have a Twitter account? Follow @LoisMelbourne and @AquireInc

The Individual Compensation Distribution (ICD) module is a fast and easy way to empower both your managers and employees using the Oracle Self-Service modules. In this session you will learn how to utilize ICD so that your managers can assign off cycle bonuses such as referral bonus, re-location bonus, or clothing bonus. Allow your employees to update or change voluntary contributions such as United Way or other company-sponsored plans. In five easy steps you will be on your way to empowering your employees and reducing administrative workload.

Accurately paying employees in PeopleSoft begins with processing their work hours, schedules, and calendars in the Time and Labor module. This class will answer the question of how to effectively and efficiently use the Time and Labor module to serve the employee, the managers, HR, and Payroll. This streamlined process solution removes the labor-intensive task of enrolling employees in a workgroup every time a change occurs, makes the timesheet quickly accessible to stakeholders, and provides a simple route to loading time for pay.

This session will be an overview of application benefits realized, deployment model considerations and decision-making, and observations from an early adoption of Oracle Fusion.

Recruiting is a key function in maintaining the productive workforce needed to support your current business and grow new initiatives. Like most other key organizational functions, it is challenged to improve efficiency without compromising the quality of output. This session will focus on enhancing usability in two key areas for Recruiting 9.2. Candidate Gateway makes it simple and intuitive for candidates to successfully apply for open positions, providing your organization with a pool of applicants to fit your needs. For recruiters and hiring managers, there is a new recruiting dashboard designed to make them more productive as they evaluate candidates and disposition them through the hiring process.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

HR wanted an option in Self Service to print a completed/in progress talent management appraisal in PDF format. This functionality is visible to employee self service, manager self service, and HR professional. The solution they used is to integrate Oracle BI Publisher with Oracle Application Frameworks. This is a solution, since Self Service pages cannot directly call Oracle Reports without request submission. The presenter will be logging on to his company's Oracle applications and will show the results.

This session will cover the challenges of the delivered "integration" between the Absence Management and Time and Labor modules and what the University of Wisconsin did to truly integrate them. The session will walk through the delivered integration between the PeopleSoft Absence Management and the Time and Labor module including how Absence Takes impact the Timesheet for the four different types of time reporters at the University of Wisconsin, when payable time is updated, and when the preliminary payroll results would include absence hours. The session will then contrast the delivered integration with the UW requirements and the changes (some customization, some configuration) that were made to both the Absence Management module and the Time & Labor module to meet these requirements, and in the end make it work for the UW. The session will also review some tools that were used for the UW’s end user training on the integration of these two modules.

KPMG is pleased to present a detailed client-oriented overview of a highly successful Fusion HCM and Talent Management implementation, including Human Resources, Payroll Interface, Benefits, Employee and Manager Self Service, Compensation, and Performance Management. Project team leaders will discuss key components of the Fusion HCM project success, as well as implementation approach and strategy considerations that will help guide future customers to fully realize the potential benefits and advantages of a Fusion SaaS HCM deployment. The session will cover project details such as timeline, staffing, and level of effort required for deployment of common project elements in a SaaS environment, including testing, reporting, security, integration, and workflow. Finally, the presenters will share insight on how a Fusion SaaS implementation can transform Human Resources and IT processes and practices to better position organizations for future growth in a challenging and highly-competitive marketplace.

In this session the presenter will explain how to create all 401k savings elements (including pre-tax, after-tax, catchup, Roth, and Roth Catchup) using Oracle functionality and building Roth Catchup to mimic base Catchup functionality, and overlay the existing configuration. Details will include modifications for continuous, automatic employer match true-ups and balance changes to allow easy balance transmissions to plan administrators and details on enrolling plan participants from the old to new plans. Custom BI reports will assist in verifying the plan balances, plan limits, and enrollment counts during the cut-over and going forward.

Does your organization have issues with so much data that it’s hard to keep jobs, grades, and other employee data correct for each country? Does it cause payroll and reporting issues? If so, plan to attend this session to learn how Cisco uses processes, configurations, Web ADIs, and extensions to ensure employee data quality and completeness at the time of data entry in a variety of situations and key payroll areas such as: Jobs, Grades, and Grade Rates; Using process, configuration, extension, and Web ADIs, Cisco has ensured the correct grade is assigned to an employee in all scenarios including the challenging ones in multiple country business groups, countries with more than one salary administration plan or both! On-Call Designation – This is extra pay to an employee but if it is set up incorrectly, it could cause an overpayment for Cisco. See how they use configurations, job definitions, and an extension to take the guess work out for the managers and HR support teams. Country Transfers – In catch-all business groups that have more than one country, Cisco has designed an extension to prevent employees from changing to locations or departments that belong to a different country. They want managers to use the Global Relocation process to ensure move and legal issues are properly followed! Government Reporting Entities - This is a key field for Cisco to help them correctly pay employees. But they have an extra twist based on where an employee is located. Through configuration and an extension, they automatically populate this field to ensure data quality. Exempt vs. Non-Exempt – Employee assignment designation vs. the job definition – can they be kept in sync? Be sure to join this session to find out how these solutions and more could help your organization successfully meet employee and payroll data quality and completeness standards.

This session is an overview and demo of the changes and new 9.1 Feature Pack 2 features available now. The session will also provide an early look into what's coming in the upcoming 9.2 release.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

In this session, presenter(s) from Oracle iLearning Development organization will discuss new features in iLearning 6.0 which was released in December 2011. They will elaborate on how organizations can leverage these new features. You will also learn about future plans for this product.

Have you ever had the need to create a custom application to integrate into your Oracle E-Business HCM system only to be told “it’s too expensive, it’s too cumbersome, or it can’t be done”? Now, using free Oracle Technology, you can do this and more. Come learn how Fidelity National Financial created a custom APEX application for reporting commissions, bonuses, and other supplemental payment via Self Service, and integrated it into both their R11 and R12 environments. The session will walk through the business requirements, setups required, sample code, reporting, how to integrate with the Oracle E-Business Suite (without SSO), and deployment.

Do you need to load large numbers of employees (and related information) into Oracle HR?

Is employee maintenance causing you a data-entry headache?

Having accurate and relevant employee information is a fundamental requirement of any ERP. Loading and maintaining this information can be an on-going struggle for companies. More4Apps has the tools to enable the loading and maintenance of core employee and assignment information, ensuring that you can have confidence in the accuracy of your employee information.

Learn about tools that enable companies to load employee, assignment, and related information from Excel into Oracle HR. More4Apps Wizards enable you to prepare data in Excel, perform validation, and then load.  Any errors are returned to the spreadsheet enabling information to be quickly corrected and re-loaded.

From one spreadsheet you can load Employees, Contacts, Addresses, Assignments, Salaries, and much more. We will demonstrate how to handle multiple types of information in one worksheet; how the wizards configure themselves to your system setup; and how to use the products to increase productivity and improve accuracy.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

This presentation will explore the Oracle's Fusion Benefits application, looking at the different features involved in setup, making enrollments, managing the enrollment cycle, benefits service center, reporting options, and what options you have to get your enrollment data out to third party carriers. This session will also look at what options you have to change the look and feel using Page Composer. Attend this session to learn what's in the Fusion Benefits product, what's new since Oracle presented last year at OHUG, and the roadmap for its continuing development.

This is a great session if you are new to, considering implementing, or an old pro with Position Management. It can be your best friend or your worst enemy. The Port of Seattle has it checked as "Partial" on the Installation Table, but they use it like "Full." They will show you the basic benefits (the beauty of FTE counts and tracking reporting relationships) and the major pitfalls ("Position Data Override" disconnects for Job Data and Payroll, as well as recruiting for and tracking employee developmental opportunities like internal internships) of using it in this manner. They are also beginning a mini-project in which they will roll out additional Manager Self Service features in 2012, and they are testing compatibility issues of these features with Position Management. The Port is currently on PeopleSoft HCM V.9.0 MP2 / Tools 8.49.30.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

Showing all the capabilities of WLM, and how it can streamline business processes, increase efficiency, cut operational costs while guarantying compliancy.

When Overstock.com realized the data exposure in non-production copies of its Oracle HCM environments, data masking was the obvious answer. Building custom scripts was quickly scrapped for a variety of reasons. Over the past two plus years, Overstock.com has successfully protected its non-production databases ensuring security, without compromising functionality. This presentation will discuss the lessons learned, how to approach data masking, what data should be masked, getting buy-in from business, working with DBAs, etc.

As the economy moves in erratic patterns, so must businesses to keep from folding or stagnating. HR continues to be challenged to find its role with business and provide meaningful contributions in its programs and management of the workforce. This session will explore the parameters that are affecting the workforce and the technology changes that are occurring. The session will also explore the supporting vendor landscape that is creating more opportunity for HR to consider. This will be an interactive session, with some audience participation in “polls,” discussions, and perspectives.

DENSO implemented the complete Oracle HRMS Suite of applications including, core HR, OAB, iRec, OPM, CWB, HRSS, and Payroll in early 2000. Their implementation spanned US, Canada, and Mexico. Their application was heavily customized to meet the needs of their manufacturing environment. Over the years, they have added multiple custom objects to the application. Last year they decided to upgrade to the R12 suite of applications. They were able to complete the upgrade uneventfully making the actual cutover a non event. This presentation will talk about the innovative approach that DENSO took towards this upgrade. They will discuss how they leveraged their user community in testing the applications. They were able to train the users on the new applications extremely well making the go live an absolute anti-climax. The session will bring to light the functionality gained from this upgrade to a manufacturing environment.

This presentation will describe how Lake County utilizes OTL and its new features in the R12 environment. In this session you will learn about archiving old timecards; providing meaningful reports to employees and supervisors; sending alerts on timecard submission/approval deadlines; and how they are using Supervisor dashboard and Timecard Retrieval dashboard.

The Washington County Human Resources, Benefits, and Risk Teams, plus the FMLA Liaison were continually chasing FMLA. They were trying to track what they call the three “W’s.” The “Who, When, and Why” of FMLA leave. Similar to “Who’s on First,” only more serious! Their updated FMLA policy includes running FMLA and Work Comp leave concurrently. Short funding and an aversion to tracking information in more than one system, led to a mandate to develop tracking and reporting within the existing Oracle system. This needed to happen quickly, and with no additional expense. What Washington County calls an “inside” job. Their strategy included developing new payroll elements to capture the use of time based on policy; using an “extra information” option on the person record to capture the pertinent information of the leave; and creating two reports. One report captures the three “W’s” on one or several employees within a timeframe and the other captures the number of leave hours used by one or several employees during a timeframe. They implemented the new elements, processes, and reports in June 2011, and have since eliminated multiple spreadsheets, logs, flagged files, etc. They have gained a comfort level with a difficult subject and enjoyed timely communication between their own service divisions and with their customer base. This solution has enabled Washington County to stay in compliance with COBRA and Work Comp notification rules, saved many hours of research, provided the ability to track FMLA and Work Comp usage, and provided the ability to see protected leave usage at a glance by person, division, or organization.

EMSC implemented SuccessFactors Recruiting Management. In order to automate the hire process, they implemented web services between SuccessFactors and Oracle HRIS. When a requisition is created, it automatically updates in Oracle and when a candidate is moved through the pipeline, his or her status is also automatically updated in Oracle. This enabled their HR team to spend more time on recruiting and on-boarding and less time on data entry. The HRIS process is now a one-step process of create hire instead of entering a requisition in Oracle, creating an applicant record, accepting the applicant, and hiring the candidate.

Protecting sensitive and private information in your Oracle and PeopleSoft HCM environments starts with classifying what is sensitive to your business, your customers, and employees. Do you know all of the places where social security numbers, employee personal data, stock information, etc. is stored in your environments? Do you know what users and programs have access to sensitive data? Application and database security methods alone are often not adequate to protect both production and non-production environments. And this is not a static problem; sensitive data propagates and spreads across many locations through a phenomenon called “Sensitive Data Creep.”

Documenting all locations and exposures of sensitive data on a regular basis is the first step in increasing your Sensitive Information IQ. This session will also cover how to perform these activities in an automated fashion to continually assess and improve your overall Sensitive Information IQ. Learn about these topics and how you can quickly deploy targeted and responsive sensitive information protection for your enterprise applications and databases.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

What is your reporting strategy? Do you know your options? Confused? As Oracle moves towards OBIEE (present), de-supports Discoverer (past), and pushes you to R12 and Fusion (future), major decisions need to be made. How best to extract all the data entered into EBS is critical as we are all looking to make better decisions at break-neck speeds. Studies show that we are only using 1 percent-5 percent of the data available to us and this is typically attributed to difficulty in accessing the EBS data. Just consider what we could accomplish if we were able to use more of the data available to us! Come hear how users have been successful with all their 11i and R12 operational and ad-hoc reports requirements from a single solution that is seamlessly and securely integrated with your Oracle EBS Applications.

EiS Technologies eXpress Reporting Solution is the most advanced and complete Business Intelligence solution available that can offer comprehensive Analytics, Dashboards, OBIEE content, Operational Reports, Business Views, and Ad-Hoc Reporting. This session will show you the hundreds of HCM reports that are delivered ready to run and demonstrate how you can develop your own ad-hoc reports in minutes. The solution will take you from the past, through the present, and is ready for whatever your future holds. Get ready to access your data and make better and more informed business decisions!

Every Payroll manager wants to be alerted of certain exceptional payments before it is too late. Imagine paying an employee a one million dollar bonus instead of $100,000. Human error. An entry of one extra zero by a user can result in chaos. Simple Formula function can provide a solution of e-mail alerts to Payroll Manager in the earlier stages of Payroll Processing so that errors can be rectified well ahead of time, before Payments are made. This solution is also very handy in preventing fraudulent transactions! PL/SQL code and Functional setup will be shared with participants. The solution is so simple that it can be implemented by other customers end-to-end in less than four hours! Highlights of the presentation are: 1. Business case. 2. A simple working PL/SQL code (for e-mail alerts) that can be used out-of-the-box by other customers. 3. Formula Function & Fast Formula Setup. 4. Demonstration with examples.

Majority of clients have their employee performance evaluation process comprising of business objectives. These business objectives are defined for their organization or department during the start of the year. They are common to all the employees or part of the employees belonging to a particular department. For example, a regional sales manager has a business objective defined for him to penetrate and increase revenues in his region. All the team members reporting to the regional sales manager directly or indirectly should have the same business objective to collectively work towards achieving it. Prior to PeopleSoft version 9.1, such business objectives had to be defined on the individual performance document of the employee. From version 9.1, PeopleSoft has introduced business objectives in ePerformance module. Deloitte has leveraged this functionality extensively to map most of their client’s complex requirements to flow the business objectives to individual performance documents. This has allowed their customers to reduce substantial human intervention and to make sure that the organization’s business objectives are cascaded down to individual performance documents.

Kaiser Permanente is America's leading non-profit integrated health plan, serving approximately 8.2 million people in nine states and the District of Columbia. Kaiser Permanente processes 140,000 employees in two bi-weekly payrolls. Performance has been improved dramatically at Kaiser Permanente by archiving payroll data annually. Performance improvements include: pay confirmation, payroll reporting, payroll queries, database backup, and component search. This presentation will highlight the steps taken to: analyze the data, process the archive, and support reporting of current plus historical data.

Lisa Laine, Solution Beacon

Configuring online open enrollment for Oracle Advanced Benefits (OAB) or Oracle Standard Benefits (OSB) can be an involved process. This session blends best practices and Oracle's newer features to provide the most valuable tips and tricks to improve your user's experience, keep your plan design clean, and save time performing new plan and rate configuration. This session will identify tips for each of the phases of the open enrollment cycle: planning, configuring, testing, enrolling, and closing.

This session shares how Chesapeake Energy executed a rapid implementation of PeopleSoft HR Help Desk. Chesapeake Energy (www.chk.com) is consistently recognized as the leader in employee service. For the fifth consecutive year, Chesapeake Energy was recognized as one of FORTUNE’s 100 Best Companies to Work For®, ranking #18 in 2012. Chesapeake Energy further contributed to improving the employee experience by implementing Oracle’s PeopleSoft HR Help Desk in ten weeks. The project began with Chesapeake Energy partnering with Apex IT to develop an implementation strategy that outlined functional requirements and modules needed for Phase 1 as well as Phase 2. Phase 1 focused on implementing basic functionality that allows the company to stand up an HR call center. In addition, the company integrated e-mail into the application for efficient case management. The company is now looking at deploying self-service functionality to their employees. Chesapeake Energy will share the business drivers used to make the case for the software, the quick timeline, the success criteria, and the long-term vision of HR Help Desk and lessons learned along the way.

In this session, the presenter(s) from Oracle EBS HCM Development organization will discuss product updates, product roadmap, and customer success stories. You will learn how to make the best use of the retrieval manager dashboard and updates on this feature. You will also learn about the rollback process introduced for Transfer to BEE.

Learn how to get more from your Oracle HCM system and help your end users get the data they need faster and easier with a shorter implementation time. Jumpstart the deployment of business intelligence reporting initiatives by automatically pre-populating reporting objects into any popular BI tool, allowing users to quickly create their own reports without help from IT. Discover how to get configuration specific, value-added views for your BI tool and then protect them against upgrades and version changes over time.

Ensuring an organization meets its safety requirements across different disciplines across an entire country is always a challenge. Listen to Nerida as she outlines how OLM is used in Leighton Contractors to meet this challenge. She will outline how the Training Needs Analysis report was a key driver for rolling out OLM across Australia. She will outline some of the obstacles and how these are being overcome throughout the rollout.

In this session, the presenter(s) from the development organization of Oracle Learning Management and Oracle Performance Management will discuss product updates and also preview the product roadmap. You will learn about how managing learner access is going to be made easier in Oracle Learning Management. You will also learn how recent fixes has improved handling of employee transfers in the midst of appraisal cycles in Oracle Performance Management.

Oracle and Ceridian have joined together to provide you with federal, state, and local government compliance solutions. You’ll receive accuracy and compliance with payroll tax and payment laws while reducing exposure to penalties and interest. Learn how the interfaces to Ceridian provide an effective solution for avoiding the many pitfalls associated with managing government requirements internally. The session will demonstrate how Ceridian’s services compliment Oracle payroll users with best-in-class compliance solutions for: Payroll Tax Filing; Wage Garnishment Disbursements; W-2 Printing; Check Printing and Distribution; and Banking and Payment Solutions.

Application Security in Fusion has changed significantly from both EBS and PeopleSoft perspectives. With background in both EBS and PeopleSoft implementations, Presence of IT (part of the Fusion HCM Early Adopter Program since April 2011) will share their experience and understanding in: * Roles, Duties, Privileges, Permissions, and Policies, * Translating EBS and PeopleSoft Application Security concepts into the new Fusion framework, and * Working with HCM security, Oracle Identity Management, and the Authorization Policy Manager. Included in the presentation will be a practical example of how to tailor Fusion application security to your organization’s needs. Come and learn how to navigate through the new realm of Fusion Applications Security from overview to practical implementation.

PeopleSoft continues to invest in the PeopleTools product suite as one of the most effective ways to deliver enhanced value to customers. Come to this session to see what's new and what's planned for the future. You will see some of the new features in action, hear about future plans, and discuss how other customers are taking advantage of the latest product enhancements.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

Business has never moved faster. We are called upon to manage increasingly scarce skills in a rapidly changing and increasingly global world. During this session, Mary Leahy and Heidi Spirgi will share what Franklin Templeton is doing to respond to the talent demands of today’s dynamic business environment. They will walk you through how Franklin is evolving its talent processes, models, technology, and organizational structures to ensure that scarce resources deliver the greatest possible results. Key takeaways include: The important role a solid talent philosophy plays in building a talent foundation; Franklin Templeton’s model for managing attrition through a focus on critical roles and key talent; How talent attributes can be used to better understand the capabilities needed to drive your future business; How to build cross-functional work teams to ensure a truly integrated approach to talent management; and How to leverage PeopleSoft and Fusion to ensure your technology enables the business outcomes you are striving to reach.

In Manager Self Service the delivered functionality does not include HR in the workflow approval process. Powell leveraged the seeded manager/employee approval hierarchy and AME rules to determine and include an HR approver in the approval workflow. The AME rules utilize seeded form based tables that business users create and maintain for the HR manager approver for a given MSS function (Assignment Change/Transfer/Termination). The tables contain the business rules for which an HR approver is selected based on the employee's assignment division, cost center, and location. In addition they leveraged the same AME and user table solution in employee self-service to send approval requests and for your information notifications for name changes and address changes. The FYI notifications are sent to other departments such as payroll. Finally, they also used AME along with global roles to route a Manager Self Service transaction containing an incentive compensation participation change for senior management approval in addition to the existing approval process.

In today’s competitive, ever-evolving business environment, managers are increasingly faced with the pressures of making resource decisions quickly and effectively. Since HR information alone is not enough for leaders to make informed decisions, Cisco has taken an integrated data approach to provide human capital, cost, and investment information to managers in a single platform. Attend this session to learn how Cisco’s implementation of OBIEE 11g is providing managers with easy access to workforce and expense metrics, and the agility to adjust spending to optimize budgets, save money, and grow the business for success.

Health Net uses approvals and app engine rules in Time and Labor to help manage time entry for their associates based on Compliance, Regulatory, and Government contracts. This session will show you a high level of their process steps, detail their approval process, and provide some of the rules they have set up. The session will discuss some of the thoughts and preparations that went into the approvals and rules and the customizations they have built around them.

Leverage the power of Manager Self Service for de-centralized data entry. With over 200 data entry users across the country, CBS utilizes the Manager Self Service framework pages to streamline data entry. This gives users an intuitive user interface and reduces the time they spend on their day-to-day activities. This also allows CBS to add imbedded rules and warnings in order to reduce errors and improve data quality. In addition, responsibilities can be tailored for users who have more limited needs. This session will discuss how CBS tailored their framework pages by responsibility and used personalization, user hooks, and batch processing to improve overall data integrity.

This session will give experienced PS Query users basic and advanced tips and tricks to help make their use of Query tools more effective.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

In this session, presenters from Oracle EBS HCM Development organization will discuss product updates and product roadmap for the Core HCM products and Self-service HR products. This session will discuss how the new organization chart viewer will change the way you work on self-service applications. You will also learn about configuring parallel approvals in Self-service HR transactions. The presenters will also highlight some of the key customer success stories on Release 12.1.

The most successful recruiters don't wait for the right talent to visit their Candidate Gateway site; they actively seek prospective applicants. PeopleSoft Talent Acquisition Manager (TAM), while a powerful tool for tracking applicants, lacks the ability to track these prospects. In this session, you'll learn how Cerner Corporation successfully customized PeopleSoft to allow recruiters to rapidly capture key prospect information on a single page, generate a Candidate Gateway account for the prospect, and invite them to apply via email. You'll also see how how a prospect seamlessly transitions to an applicant within TAM, and how visual cues are used to differentiate prospects from applicants.

Want to receive Child Support Orders electronically, NO MORE PAPER!?! The Federal Office of Child Support Enforcement (OCSE), in partnership with the states, public- and private-sector employers, payroll processors and other payroll related organizations have developed, based on the standardized “INCOME WITHHOLDING FOR SUPPORT” form, electronic (flat file and XML schema) formats that enable: states to transmit income withholding orders electronically and employers to electronically notify states regarding the status of IWOs, including terminations and lump sum payments. In addition to the flat file and XML schema, two “no programming” implementation options and a fillable PDF and Excel spreadsheet, which employers can implement in two to four weeks, are now also offered.

The connected query is a fairly new addition to PeopleSoft reporting capabilities. Attend this session to learn what it is, how it can be used, and what it looks like. The presenter will show you step-by-step how to create a connected query, so when you leave, you'll have a new reporting tool in your back pocket!

Oracle Product Support wants to deliver customer value, focusing on what more can they give you on your current Support Investment.

Jacobs Engineering, one of the world’s largest and most diverse providers of professional technical services, envisioned an automated and streamlined onboarding program that would present a good first impression of the company to new starters and help them become productive more quickly. By leveraging Oracle tools, Jacobs was able to realize this vision and create an online process that automated manual and paper-intensive processes, helping to contribute to the company’s sustainability goals and practices. Jacobs has achieved a return on investment via its new online processes through a reduction in costs and paper and an increase in efficiency and productivity. Join this session to learn how Jacobs turned its vision into reality, the business case they built for a new onboarding program, the process they went through to design and develop their new onboarding program, lessons learned from the implementation, and bottom-line results achieved to date.

Implementing Oracle HRMS for a multi-national company can have many challenges. Each business group has their own requirements to meet culture and labor standards; while trying to meet the company’s needs to standardize to an “Oracle in a box” solution. This presentation will walk through how to “Think Global” when implementing Oracle HRMS focusing on configuration options, localization patches, and lessons learned.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

In this session, the presenter(s) from Oracle E-Business Suite HCM Development organization will discuss product updates from Compensation and Advanced Benefits product area. Eaton corporation, a user of Oracle Compensation Workbench - Release 12.1, would share their success story.

Oracle has experience and expertise with integrating applications. This session will delve into the options that existing EBS/PeopleSoft/JDE customers will have for integrating all applications, whether they are deployed in the cloud or on-premise or a hybrid of both. The core design principles and the expectations of business users do not change if applications are deployed in the cloud. Oracle is the only vendor to invest across applications and technology to simplify the integration experience across deployment options. By attending this session, you will gain a deeper understanding of Oracle's complete cloud application integration solution and how you can leverage it effectively today.

The talent discussion is a critical aspect of an organization's business planning and is the starting point for any good succession process. Oracle's Fusion Talent Review leverages the information you already know about your employees and supports HR and the business in driving the strategic talent conversation in a highly interactive and engaging way. Oracle Fusion Talent Review provides managers with the workspace to efficiently prepare for the meeting, allows for real-time talent calibration based on the thoughtful meeting discussion, and ensures actions are captured during the discussion so they can easily be followed up on once everyone's left the meeting. Oracle Fusion Talent Review is the solution that drives the critical talent discussion.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

Why has social media become so popular for recruiting? Internet users in the US spend nearly a quarter of their time online using social media; Internet users worldwide spend more hours per week with social media than any other single online activity; 43%25; of news sharing occurs on social media; and The average US worker spends five hours a month with social media at the office (It’s research, I swear!). (Source: "Social Media Explorer: 101 Social Media Stats to Make Your Spirits Bright and Your Head Spin" – Dec 15, 2010). With recruiters being in the business of finding people, they need to go where the people are. And when you are looking to find people online, the people are on social media sites. The presentation will show Oracle users three ways to incorporate social media into their recruiting efforts: 1. Sourcing: Include social sites in your searches 2. Marketing: Get the word out through social sites 3. Engaging: Learn more about candidates and allow them to apply using social profiles. The session will also share Oracle and PeopleSoft customer case studies in a practical review of best practices and benefits gained.

Have you ever wished for an easier way to test the effect of Oracle Patches (RUP, Year End, Tax updates) or changes to application configurations? After going live with Oracle, we also wished that we could easily see if the patches broke anything so our Payroll department and the IT resources didn’t have to spend hundreds of hours in iteratively testing changes that could affect Payroll. You are invited to attend this session and see a live demonstration of how MARTA tackled this problem and drastically cut down the testing time each time a change was made in the Production system. This interactive session will discuss our lessons learned and techniques you can also use to reduce the Payroll testing time.

This session will focus on the case studies of two customers, Marvell Semiconductor and St. Louis Metro, who were tasked by their management to identify and deploy solutions to meet critical project deadlines without requiring additional headcount. You will see a live demo of how Marvell deployed HCM dashboards for their global executives in six weeks and how St. Louis Metro implemented the Payroll Year End solution from Reporting Workbench to complete their 1st Payroll Year End ahead of schedule. You will also have an opportunity to discuss your company requirements with our experts at the end of the session.

In an effort to continue to alleviate The Rockefeller University’s previous reliance on hard copy paperwork several different Self Service implementations have taken place in the area of HR and Benefits. After a routine IRS audit of the University’s voluntary retirement plan, a requirement for an electronic signature was needed since these elections were handled in-house instead of directly through a vendor. A custom extension was embedded in the Self Service pages which would not allow the employee to proceed with their elections unless their identity was verified by entering a unique digital signature. Once this implementation was successfully launched The Rockefeller University used this new technology to meet various other legislative requirements. When the New York State Wage Theft Protection act was passed in 2011, a new law stated employees must be provided with detailed notices outlining their pay, and failure to comply would result in harsh financial penalties. The previously used electronic signature was expanded to pass this document to employees via Self Service and provide them with the technology to electronically consent to the information. Dashboards were created for the HR staff to track, monitor, generate .pdf outputs, and send e-mail reminders directly to the employee. This presentation will demonstrate how The Rockefeller University used Oracle Framework to meet their ever-growing needs of ridding themselves of paper wherever possible.

In R12, the GL Journal Line drilldown functionality is available for all modules out of box, except for Payroll journals. However, the technical architecture for Subledger Accounting and Payroll integration is there and ready to be enabled and utilized. This is the key to allow you to drilldown your Payroll journals in GL to see details at payroll element level by employee. This presentation will provide a step-by-step guideline on how to set up Oracle Subledger Accounting for Payroll. It will compare the Payroll journals GL drilldown functionality before and after the setup. Through examples, the presentation will show how this functionality can be useful in reconciling Payroll costing with GL. This presentation also addresses a sensitive data control concern that comes with this wonderful functionality – that is, GL Inquiry users now can drilldown all the way to see people’s salary. The presenter will show how they worked around this issue.

At Elizabeth Arden there is a strong meritocratic approach to rewarding employees who perform well. This has seen an alignment of the business’s performance and compensation management cycles to ensure that the best performers receive the highest bonuses and the best overall remuneration packages. Allied to this is the understanding within the organization that rewarding employees has significant budgetary challenges that need to be managed at both a micro and macro level. The implementation of Oracle Fusion Compensation Management at Elizabeth Arden is aimed at ensuring that managers and compensation specialists can distribute reward fairly amongst the workforce using sophisticated modeling tools to plan and deliver reward in a robust and transparent manner. This presentation will demonstrate how the modeling process in compensation management for Fusion works at Elizabeth Arden and how rewards are executed to the workforce. The presentation will be undertaken jointly between Deloitte and Elizabeth Arden.

The University of Missouri Systems will demonstrate the benefits of implementing TimeLink Direct Edition™. TimeLink Direct Edition provided UMS with a comprehensive and centralized data collection and device management solution that seamlessly connected UMS’s workforce with Oracle. The TimeLink solution allowed UMS to achieve the following corporate objectives: reduction in manual errors, mitigate compliance risk, deliver accurate overtime calculations, increased compliance, and a fair application of work and pay rules. Combined, these benefits have resulted in close to half a million dollar savings for UMS on an annual basis. The presentation will also address the benefits of selecting a solution from a certified Oracle partner, which includes reducing project risk factors and implementation times, maximizing data integrity, and ongoing compatibility with Oracle.

KPMG will present the most effective and successful Fusion adoption strategies being leveraged by current Oracle HCM customers, highlighting the pros and cons of each. KPMG’s Fusion RapidSolution implementation methodology will be described in detail, with a focus on the key differences and project approach imperatives associated with the Fusion SaaS deployment model. Also included in the discussion will be a presentation of the most common organizational, business process, and IT impacts customers are experiencing on their journey to Fusion.

Attend this session to learn how integrating an electronic form into the actual context of your PeopleSoft HR transactions is the key obstacle to overcome. There are many electronic forms capabilities (Microsoft Word, Adobe PDF, text editors, etc.), but these can best be readily leveraged if your HR forms are integrated directly into your PeopleSoft HR transaction from the inside out, not the outside in.

Although they reap long-term business benefits, migrations are a major availability challenge that companies face today. How do you migrate or upgrade your Oracle database with minimal risk and almost no downtime? With so many drivers for change, how exactly do you lower the risk of an upgrade and perform it with minimal downtime - an essential requirement for highly important applications? Attend this session and discover: How to lower risk of migrations by always having a fail-back route if things go wrong; How to achieve minimal downtime, even when upgrading hardware or moving to a new operating system or version of the operating system; How to architect a solution for repeated, rolling upgrades of database or hardware; and How the same architecture can improve the performance of the application.

You spend a lot of time, effort, and considerable expense finding the right talent and enticing them to accept your employment offer, but what are you doing to keep them once they’re hired? In this session you’ll learn about employee onboarding best practices for PeopleSoft HCM—what they are and how they can help improve new-hire retention, reduce time to productivity, lower administrative costs, and better position your organization to meet performance goals. Collected from industry best practices and direct experience with PeopleSoft customers, this session focuses on the benefits to be realized from such onboarding best practices as well as the impacts and costs organizations experience when such best practices have yet to be employed.

Performance management is really about communication, collaboration, and development of people. The players are the individual employee, the line manager, and the business leader, and the process is facilitated by HR. Oracle Fusion Goal Management and Oracle Fusion Performance Management were designed to enhance the ongoing performance and development conversation between these players. Learn what's new and different about performance management in Fusion.

Creating integrations between Taleo Recruiting System, PeopleSoft HCM, and CRM at Kaiser Permanente has simplified processes and improved efficiency and data accuracy. With both IT and business at the table, the presenters will describe their partnership in creating robust requirements in their very large, complex, and unionized organization. The enhancement consists of Integration Broker, Asynchronous Messaging, Linked database views across systems, PeopleSoft Component Interfaces, and various PeopleTools. The sesssion will share some of the design and technical details and will exemplify how the project speeds up data validation, eliminates duplicate data entry, improves data accuracy, and streamlines business processes. This cross-functional project continues to contribute to the company’s goals in operational excellence and efficiency.

Come and meet the experts. Representatives from Oracle product development, product management, support, and consulting will be available to discuss product features and answer your questions.

Employees are productive and yield greater efficiency when they are happy. Come see the latest PeopleSoft HR HelpDesk and Workforce Communications in action to learn how you can empower your employees to do more with less, and deliver optimized services to attain HR goals for your organization today. Also, the session will share how they are planning in the future to deliver more employee satisfaction with features such as HR HelpDesk for smartphones, integration to Oracle Knowledge (a.k.a. InQuira), new Self Service navigation paradigm, and much more.

Dashboarding is a simple concept—you put together the information that people want to see in a single location and provide them with the opportunity to act upon that data. A simple concept but seldom a simple execution. If you are implementing a bolt on solution or a separate application to provide your dashboarding, the effort is likely to cost you hundreds of thousands of dollars or more. Development dollars from technical resources will mount and make implementation hard to justify. However, PeopleSoft customers have all of the tools they require to create valuable, easy-to-use dashboards for a variety of functions without any technology development at all. In this session, learn how Key Bank has provided recruiters with dashboards allowing a quick display of valuable data with the capability to drill down into transactions or greater detail without any technical development. Configurable and adaptable, the dashboards provided recruiters with immediate time savings and were widely acclaimed. At their most basic, these dashboards can be created by functional users who are familiar with application administration. With additional development, they can be enhanced beyond that and present users with an experience that matches many full dashboarding applications. The session will include examples of how Key Bank developed their dashboards, lessons learned during the process, and show attendees how they can take these simple concepts back to their company and provide dashboards to any area that uses PeopleSoft.

Is your HR department spending time writing letters of verification for your employees? Are you tying up resources validating employment, salary, and bonus data for letter requests such as Visas, loans, housing rentals, family travel, and adoptions? Do the letters need to be language or country specific, or on different letterheads? Why not save time by empowering your employees to create, customize, and print their own letters? In 2007, Cisco manually processed more than 7,500 letters with an average turnaround time of two to three days. The average year-over-year growth rate was 15%25;. In 2008, Cisco developed an automated solution using Oracle Self Service, configurations, XML Publisher, and a bit of code, to make the process faster, more efficient, and reduce HR involvement by 75%25;. They also reduced call volumes by shifting to a self service support model, although live HR call center assistance is still available if needed. Now, Cisco employees use Oracle Self Service to tailor and generate their own verification letters to meet their particular needs: Letters are country specific (some have multiple options) and employees choose which fields to include or omit; Letters can vary by type of employee and can be blocked by employee type or by country when that country is not ready to go electronic; and Employees can select Digital or Wet Signature options. Join this best practice sharing session to learn how you too can automate this manual task to improve efficiencies, save money, and reallocate your HR team’s resources toward more “value add” activities.

Planning to implement – or currently using – SharePoint to manage enterprise information? Evaluating whether it’s the right tool to extend your HR portal?  Before you build from the ground-up in SharePoint, attend this session to learn how you can achieve the best of both worlds by deploying a pre-configured, cloud-based HR-specific knowledgebase maintained by subject matter experts – with a single sign-on portal infrastructure that sits within SharePoint to help you:

• Incorporate PeopleSoft or Oracle E-Business Suite content, employee/manager self-service transactions into SharePoint quickly and securely without any coding
• Reduce the time, resources and dollars required to build and maintain complex HR content
• Increase employee usage, independence and satisfaction through rich search and personalization
• Maintain security and control over sensitive HR content within your HR and HRIT organizations rather than depending on corporate IT
• Leverage the best collaboration and infrastructure features of SharePoint, while allowing you to bring an effective employee portal live fast – typically in just 12-18 weeks*!

You’ll leave with an understanding of how deploying Enwisen’s HR Knowledgebase within SharePoint can result in a better, faster and less costly HR portal that employees will embrace.

*Based on typical Enwisen customer deployments. Your project may vary based on complexity.