Fusion HCM – Real Life Implementation Examples beyond the Hype!
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Transcript of Fusion HCM – Real Life Implementation Examples beyond the Hype!
Why are we excited about Fusion!
• Strong product functionality
• Pace of innovation for Fusion is tremendous
• Fusion Mobile Offerings
• Social Collaboration
• Our clients are happy with Fusion – In a survey at one client, 83% of the respondents had a positive impression of Fusion
Client Proof Points (1)
Background Challenges Fusion Talent Management Solution
• Growing global financial services organization• Approximately 13,000 employees
worldwide
• Custom built solutions for compensation and performance management• Growing global business bringing new
system requirements•Multiple processes and tools for
leaders• Need for increased access to
information•Need for increased integration and
data sharing
• Hosted Deployment• Coexistence with PeopleSoft 8.9• Pilot approach for roll-out• Global deployment• Phase 1: Fusion Compensation• Phase 2: Fusion Goal Management and
Performance Management
Client Proof Points (2)
Background Challenges Fusion Talent Management Solution
• Fortune 100 professional services organization• Approximately 100,000 employees
worldwide
•Out-dated lotus notes databases requiring heavy maintenance• A lot of manual processing and
manipulation•Non-intuitive user experience for top
executives• Increase access to information• Increase integration and data sharing
• Fusion Proof of Concept conducted for executive level population completedin 5 weeks• Complex requirements; Highly
Regulated • Coexistence with PeopleSoft 8.9• Phase 1: Fusion Compensation• Phase 2: Fusion Talent Review and
Succession Planning• Phase 3: Fusion Goal Management and
Performance Management (In Progress)
Client Proof Points (3)Background Challenges Fusion Talent Management Solution
• An American manufacturer of computer hardware and software , including high-performance computing solutions, servers, and visualization products; • Global•Over 1,300 employees
• EBS system for Core HR that was not fully satisfying their needs; inconsistent/missing data • Performance management system that
was not meeting needs; goals process was not integrated with performance management • Annual compensation cycle was
managed through Excel• Global scalability was key
•Unified Core HR and talent management process design which was then implemented as a system that was deployed in a phased approach, in over 10 countries, with 2 different language packs and 13 different currencies for compensation• Phase 1: Fusion Goal Management and
Performance Management• Phase 2: Fusion Core HR,
Compensation• Fusion usage moved from a co-
existence model into the system of record
Client Proof Points (4)Background Challenges Fusion Talent Management Solution
• A large retail client specializing in the restaurant line of business•Over 18,000 employees
• EBS system for Core HR and Financials that was not fully satisfying their needs; inconsistent/missing data • Client wanted a single platform for HR
and Financials• There was a need to automate and
tightly integrate the end-to-end process from recruiting to termination
• The very first Fusion ERP implementation to include Fusion HR and Financials in a single global instance• The very first project to implement the
end-to-end integration between Taleo and Fusion• Taleo Recruiting and Onboarding• Fusion Core HR•Manager and Employee Self Service• Integration with ADP Payroll
Client Proof Points (5)Background Challenges Fusion Talent Management Solution
•Major luxury jewelry designer with about 800 employees and 28 boutiques in North America and 5 internationally.
• Client was using ADP’s HR system which was becoming challenging to effectively manage their day to day HCM needs • Client wanted to roll-out Manager and
Employee Self service capabilities which they were unable to do in ADP
• Fusion Core HR, Benefits•Manager and Employee Self Service
with workflow rules• Benefits Interfaces• Payroll Interface with ADP•OTBI/BI Publisher reports
What were the key wins our clients achieved?
Module/Area Fusion “wow” factor
Compensation •Multi-currency•Modeling•Reduction in cycle time/setup time
Performance and Goal Mgmt •360 Feedback
Talent Review •Automation of a process that has traditionally been extremely manual
Profile Mgmt •Ability to identify critical positions and match talent•Competency Spider Chart•Employee ownership of their career
Reporting •Dynamic and Predictive Analytics•Leadership Dashboards
Integration •PwC Data validation tool
Mobile Accessibility •Fusion Tap
Why were our clients successful?
• Leadership Alignment and stakeholder buy-in
• Clear expectations of definition of implementing early release of the product
• Willingness and directive to adapt to software (no customizations)
• Collaborative team that attacked problems with creative solutions
• Project team’s ability to be flexible and fluid with timeline and milestones
• Change management, imperative to success for both project team and end-users
What did we learn from our experience?
• Technical Integration is the most challenging (Data Quality, History conversion, data structure differences between Fusion and EBS/PeopleSoft)
• Prioritize critical requirements and scope
• Align the people in your organization that can be champions, creative thinkers, etc.
• Change Management (for users and project team)
• Mindset to adapt to Fusion functionality (Compromise is necessary)
• Project planning that allows for some contingency
PwC
Five Questions you can be asking to start thinking about Fusion
1. Assess your HR and Talent Management Strategy
2. Are there capability gaps that do not support the strategy?
3. Does Oracle Fusion close the gaps?
4. What deployment model is right for you?
5. Develop an Implementation Roadmap
• Are you ready for Fusion?
PwC
Key Contacts
13
Fatema Madraswala HCM Fusion Practice Member [email protected] 732.277.9953
For More Information:
www.pwc.com/oracle, click on PwC’s Oracle Fusion HCM Practice tile:
• Fusion Talent Management White Paper
• Principal Financial Group Case Study
• CEO Survey Results