1. Oracle Human Capital
Management
2016

2. Oracle HCM Offerings
Oracle delivers the most complete, end-to-
end HCM suite
Oracle’s HCM Leadership

3. Key Higher Education Industry Drivers:
Doing More with Less
Change in
the
Education
market
Changing
Times ->
Require
more
efficient &
effective
processes
Change in
User
Expectations
Change in
Economic
Climate &
Resources
Change
in
Social
Media
• Global mobility and
competition for
students
• Accessibility to
education is changing
• Students better
informed &
connected
• Need to
demonstrate value
beyond academic
boundaries
• Employees expect
‘modern day’
customer service &
interactions
• Social media driving
communication &
engagement
patterns
• Multiple devices &
platforms changing
the interaction
methods
• Data requirements
growing
exponentially
• Right Here, Right
Now (impatient)
culture
• Greater
accountability &
regulation
• Increased
expectation through
Modernization
Initiatives
• Increased costs
(everything cost
more today than it
did yesterday)

4. Case Study: Pittsburg State University
• In recent years, the requirements of higher education institutions have
changed drastically, increasing the pressure to modernize their IT and
ERP solutions, specifically their HR systems.
• Pittsburg State University (PSU) was faced with disparate, aging tools, requiring
it to rely on manual processes that made it difficult to easily view data across
all of its systems.
• PSU selected Oracle Higher Education Cloud, including Oracle HCM Cloud, over
solutions from other competitors because it is the strongest combined
solution, offering the university a reliable and flexible platform for the future.
• “Public universities are faced with increased and far more diverse requirements
than even just a few years ago,” said Angela Neria, Chief Information Officer,
Pittsburg State University. “It was crucial to Pittsburg State University to have a
modern platform in place to help us address new challenges, keep costs low,
and deliver flexibility as modern education continues to change. Oracle’s
commitment to both higher education and the cloud—coupled with strength
across multiple functions—made it the right choice for us.”

5. Have a complete view of
your team and your
institution – take
immediate actions to
initiate HR processes
Self-Service
Improve manager and
employee direct access
with user-friendly, simple
and intelligent navigation
•Role based user experiences
optimized for modern mobile devices
•Intuitive user experience that
requires zero training
•Easily access reports and insights
from anywhere
•Complete key tasks on the go

6. Comprehensive
Position Management
with delivered
approval routing
Robust workflow,
approvals and delegation
engine
Core Human Resources
Support for employees or
contingent workers that may
have multiple assignments or
individual contract
agreements
Best practices for key business
processes, interactive organizational
charts, collaborative tools, predictive
analytics, and productive role defined
processes are natively delivered out-
of-the-box to enable a rapid
deployment of critical HR functionality

7. Payroll dashboard provides transparency
for administrators 'with embedded
analytics provide one click visibility
Support for complex rules such as 9x12 and
adjunct pay with flexible fast formulas
Automate exception processing for multiple
assignments, FLSA, OT and retro processing
Seamlessly integrate payroll results with
budget and financial systems.
Global Payroll
Reduce pay errors and adjustments by
accurate application of pay rules
Ensure a single source of truth for time
related data throughout the Enterprise
Drag and Drop time calendar for intuitive
time entry with flexible approval routing to
Managers
Time and Labor
Payroll / Time & Labor
Administration
Insightful
Engaging
Business-driven
configuration
Collaboration

8. Benefits
•Configurable life event management
•Flexible design of rules based benefit plans and programs
•Fast Formula makes complex rules easy to implement
•Service center functionality
•Self-service enrollment with decision support tools
•Delivered program extract and import

9. Total Rewards / Compensation
Common UI
Reporting
What’s great about HCM Cloud’s user
experience is that you don’t need training
to see information on your entire team. I
can easily view employee compensation
data (salary, comp-ratio, grade,
performance rating).
One-off
Changes
The intuitive interface provides real time decision support
so that the managers are making better decisions about
how their employees are rewarded. An important thing to
note is that Workforce Compensation allows for multiple
components to be represented on the same worksheet.
This way, planning managers can make allocations for
salary and bonus, and all of these components can be
managed under the same approval workflow.
HCM Cloud Compensation delivers a wealth
of embedded analytics to give managers
and executives real time decision support.

10. Talent Acquisition Cloud
1 in 5 job searches
start from a mobile
device.
Approximately 80%
of applicants in the
USA come from a
mobile application.
Mobility allows the
candidate to apply
with the user
experience they
prefer. Whether
they are on the go
or behind their
desk.
Talent Acquisition Cloud has taken note about how influential
social recruiting is. Oracle invests money and time to ensure
that social recruiting is another reliable tool within the Talent
Acquisition Cloud. Institutions take great pride in their brand,
and with modern sourcing, you can be sure that your brand is
being appropriately represented on the web. Recruiters can
leverage social media platforms such as Facebook, LinkedIn,
and Twitter to seek out potential candidates, while pushing
out message campaigns to targeted audiences. Candidates
can utilize their LinkedIn accounts and/or Indeed profiles to
apply to a post in addition to browsing jobs. Not only can
social media platforms be leveraged, but modern sourcing
can be utilized as a referral tool. This allows your institution
to tap into your internal connections and reach passive
candidates. Professors may know a great candidate to
recommend to the institution.
Sourcing, Recruiting, and Onboarding
RequisitionsCandidateProfileOnboarding
Recruiting
• Match internal and external talent to open
positions
• Hire qualified people faster using multi-
tiered screenings and assessments
• Ensure a consistent, scalable, and fully
legal candidate selection processes
Onboarding
•Create personalized portals for new
employee information and forms
•Check up-to-the-minute onboarding status
for new hires
•Ensure new hires have access to the right
knowledge and training

11. Performance and
Goal Management
Performance and
Goal Management
Scan the QR code with your phone to learn
how UT Health Science Center at Houston
transformed their Talent Management
processes!
Performance and
Goal Management
Talent Review and
Succession Planning
Performance and
Goal Management
Performance and
Goal Management
Career Development Learning Management
• Ensure delivery of mandatory training
for onboarding and performance
management
• Manage employee data related to HR,
performance, and learning from a single
system
• Measure and track learning results
through detailed reporting
• Provide visibility into your department's
strategic goals to ensure alignment across the
institution
• Guide and support users with information at
their fingertips to help complete evaluations
• Capture formal and informal feedback from
multiple sources to provide a rich, well-
rounded portrait of your employees
• Identify high potential talent and those at
high risk of leaving your institution
• Ensure your best talent is in line for future
leadership and critical roles
• Nurture a more engaged workforce and
increase productivity by keeping tenured
career paths on track
• Understand your talent well by creating
rich profiles that include custom content
Talent Management Cloud

12. Oracle delivers the most complete, end-to-end HCM suite
To find out more about Oracle HCM visit:
https://www.oracle.com/applications/human-capital-management/index.html
“Pittsburg State University realizes how important
its employees are to its future and decided to
modernize its digital workforce’s time more efficiently
and accurately while at the same time providing new
ways to attract and retain its talent, improve
workforce performance, increase employee
engagement, and impact bottom-line results for the
university.” – Chris Leone, Senior Vice President,
Applications Development