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Fixed Scope Offering For Oracle Fusion HCM SaaS Implementation

Company Profile

Business Objectives

Business Challenges

Solution Proposal

Scope - Business Process

Scope - Application

Implementation Approach

Project Plan

Exclusions

Assumptions

Project Team Structure

Responsibilities

Agenda

• METSCON, UAE, established in 2007, is one of the fastest growing IT solutions companies in the GCC. The operations in this region are supported by best of breed professionals from various industries.

• METSCON UAE is supported by the offshore development center at Chennai.

• Over 200+ professionals at METSCON offer professional services to key clients in the MEA Region.

• The key practices include consulting and turnkey solutions for Oracle ERP implementations and upgrades, Development for mobile communication platforms and professional services.

• The key domain competencies include verticals like Financial Institutions, Healthcare, Real Estate & Property Development and Professional Services across all verticals.

• The METSCON management, with a total of 250+ man years of experience, offer a wide range of resources to customize, enhance, support and extend solutions for customers.

• Certified Oracle Gold Partner and IBM Business Partner

• METSCON has already successfully rolled out the Oracle EBS for VASCO, covering Finance and Supply Chain

ABOUT METSCON

• Implement an Organization wide robust & scalable Human Capital Management System

• Faster Return On Investment (ROI)• Lower Total Cost of Ownership (TCO) • Adherence to the Global Best Practice• Faster Turn around time from Start to

Finish

Business Objectives

• Identify, Retain & Reward the best Employees.

• Identify and leverage the hidden talent pool with in the Organization.

• Create an employee-centric & a service-oriented HR organization.

• Improve Productivity with the HR organization.

• Create a smooth, efficient and a streamlined HR process that ensures an excellent employee Experience.

Business Challenges

• No Investment On Costly IT Infrastructure.• Return On Investment is far Greater for Cloud

based applications as compared to on premise applications.

• Application Management along with patch management is addressed by the service provider.

• Minimize upgrade costs with systematic and proactive change management.

• Flexibly scale up or down as the market and business requirements Demands.

Oracle Fusion HCM on SaasBenefits

Solution Proposal

FSO Offerings

• Global HCM

• Benefits

• Absence Management

16 Weeks

• Goal Management

• Performance Management

• Succession Planning & Talent Review

• Compensation

17Weeks

• Global HCM

• Time and labour

• Payroll 19 Weeks

+ Includes two weeks support

Package 1 - Timelines

Package Modules Duration

Package 1

• Fusion HCM Cloud

• Global HCM

• Benefits


16 Weeks

Project Design

2 weeks

Configure

4 weeks

Validate

4 weeks

Transition

2 weeks

Realization

2 weeks

Support

2 weeks

• Fusion Global HCM, Benefits and Absence:– Setup 1 Legal Entity, 1 Country, 3 Business Units– Setup Workstructures (10 Departments, 25 Positions)– Setup Reference sets in addition to Common– Enable delivered roles like Employee, Line Manager, HR Specialist, HR

Manager– Enable HCM Workflows as delivered (modify maximum of 2 delivered

workflow depending on the feasibility)– Review of delivered dashboards and OTBI analytics– Configure Benefits Plan with Life Events– Setup Absence Plans and Types for one Legal Entity– Configure reusable Eligibility profiles for Absence and Benefits– Create fast formula for Absence Management– Automate Absence Enrollment and accrual processes by scheduling

necessary ESS jobs

Package 1 - Scope



Package 2

• Fusion Talent Management

• Goal Management

• Performance Management

• Succession Planning & Talent Review

• Compensation

17 Weeks

Project Design

2 weeks

Configure

4 weeks

Validate

5 weeks

Transition

2 weeks

Realization

2 weeks

Support

2 weeks

• Fusion Talent Management:– Configure Goal Plan– Manage Goal Library, Mass Goal Assignment and Administer

Goals– Configure 2 process flow and 2 performance templates per

process flow– Define Rating Models– Configure questionnaires– Configure Success Plan– Configure 1 talent review template– Defining of Talent Review Process– Configure Compensation Plan– Review of delivered Talent Management dashboards and OTBI

analytics

Package 2 - Scope

Fusion HCM Co-existence



Package 3

• Fusion HCM Cloud

• Global HCM

• Time and labour

• Payroll

19 Weeks

Project Design

2 weeks

Configure

4 weeks

Validate

5 weeks

Transition

3 weeks

Realization

3 weeks

Support

2 weeks

• Fusion Global HCM, Payroll, Time and Labour:– Setup 1 Legal Entity, 1 Country, 3 Business Units– Setup Workstructures (10 Departments, 25 Positions)– Setup Reference sets in addition to Common– Enable delivered roles like Employee, Line Manager, HR

Specialist, HR Manager, Payroll Manager.– Enable HCM Workflows as delivered (modify maximum of 2

delivered workflow depending on the feasibility)– Configure Time and Labour business process as delivered– Setup of time cards– Setup payroll for one LDG– Configure maximum of 50 elements– Create fast formula for Payroll (maximum of 10 formulas)– One simulated parallel payroll run before go-live

Package 3 - Scope

Project Planned Combined

Phase Week1 Week2 Week3 Week4 Week5 Week6 Week7 Week8 Week9 Week10 Week11 Week12 Week13 Week14 Week15 Week16

Phase Week 15 Week 16 Week 17 Week 18 Week 19 Week 20 Week 21 Week 22 Week 23 Week 24 Week 25 Week 26 Week 27 Week 28 Week 29 Week 30 Week 31

Support

Goal, Performance, Succession Planing and Talent Review

Project Design

Configure

Validate

Transition

Realization

Support

Global HCM, Absence Management, Benefits

Project Design

Configure

Validate

Transition

Realization

Module Process

Global Human Resources Add person Enable worker Manage Employment information Manage personal information Promote worker Transfer worker Terminate worker Report on Personnel data

Workforce Lifecycle Management Hire Employee Hire Contingent Worker Configure Pre Boarding processes Configure On Boarding processes Establish Roles & Duties for employees,

contingent workers, Line Manager, Human Resources Specialist

Scope Business Process

Process

Performance management Set Up of Performance Management Business Flow

Set Up of Notifications and Approvals Configure and assign necessary security

roles to perform evaluations End to End Flow with Goal

Management if getting implemented and related Data with Fusion HCM

Enable Fusion Tap functionalities

Goal Management Set up of Goal Management Business Process Flow

Configure Goal-Related Notifications and Approvals

Enable Goal related dashboards and analytics

Enable Fusion Tap functionalities


Process

Benefits Define Life Events New Hire Enrollment Employment Termination Marriage Gain Dependent Job Change Location Change

Absence management Set Up Absence Plan and Type Absence automation by scheduling

processes Absence Formulae Absence Security Roles Enable Fusion Tap functionalities Integration to Payroll, if getting

implemented


Process

Talent Review Configure Talent Review Process Configure Talent Review Notifications Enable predefined templates

Succession Management Succession Management Business Process Flow

Notifications and approvals Suitability Match

Workforce Predictions Configure Workforce Prediction Models

Compensation management Configure Compensation Business Process Flow

Setup compensation plan Configure compensation model and

formulae Enable scenarios and analysis options Notifications and approvals


Modules Key Features

Global Human Resources

• Simple, modern, productive and intelligent self-service • Analytics embedded in business processes • Robust workflow and approvals engine • Composite, role based, interactive views of worker

information • Interactive visual organizational charting • Best-fit analysis to identify most qualified workers

Absence Management

• Define and Maintain Absence Plans, Accruals, Eligibility and Enrollments • Schedule and Record Absences • View accrued absence balances and submit absence requests for approval • Manage Absence Processing • Report and analyze Absence Data

Scope - Application Brief


Benefits • Complete, Configurable Life Event Management • Complete Benefits Enrollment Processing - on demand,

automatic, life event based and scheduled/open enrollment • Guided Setup Flows and Quick Program and Plan creation • Re-useable Sets of Eligibility Criteria



Performance Management

• Template driven setup that supports different processes such as annual evaluations, project evaluations, one to one interviews, exit interviews etc.

• Intuitive task list and navigation • Easy Viewing of Worker Performance Documents • Real-time embedded business intelligence providing

managers deep and meaningful insight into the performance process

• Side-by-side Worker and Manager Ratings • Notifications for events occurred in the evaluation process


Process Module Description

Add person Enable worker Manage Employment information Manage personal information Promote worker Transfer worker Terminate worker Report on Personnel data

Only one fully configured Enterprise StructureLoad One file for Work Structures with 25 jobs, 10 locations, 25 departments, 50 Positions.One Language Onboarding and Off boarding checklist templates Multiple document types Configure Approval Workflow for each transaction type based on Line Manager hierarchy

Scope Business Process (HCM)


Set Up of Performance Management Business Flow

Set Up of Notifications and Approvals End to End Flow with Goal

Management if getting implemented and related Data with Fusion HCM

Performance Document Type Performance Templates Sections Rating Models Multiple Questions in the Question Library Multiple Questionnaires Configure Section Weighting and Calculation Rules

Scope Business Process Performance Management


Set up of Goal Management Business Process Flow Set Up of Goal-Related Notifications and Approvals Set Up of with the Fusion Performance Management process, if applicable

Configure Goal Plan Define Goal Libraries with Goals Define Goal Library Targets in Goal Library with target outcome Create Goal Types, Goal Mass Plan

Scope Business Process Goal Management


Hire Employee Hire Contingent Worker Configure Pre Boarding processes Configure On Boarding processes Establish Roles & Duties for employees,

contingent workers, Line Manager, Human Resources Specialist

Configuration of Workforce Lifecycle processes Pre Board new worker/on board employees

Add Contingent Worker View Worker Compensation Information View Worker Employment Information Update Person Profile Add Goals for Direct Reports Manage Allocated Checklist

On Board new worker/on board employees Verify Personal Information View Employment Information Update Person Profile Add Performance Goals Review Roles View Compensation Information

Elect Benefits

Scope Business Process Workforce Lifecycle Management


Goal Management

• Setting and tracking of goals across the various levels of an organization

• Ongoing performance conversation throughout the year • Managers and workers can collaborate to set goals that align to

the organization’s direction • Personal development plans are delivered to allow employees

to track their personal growth and career development • Goal sharing and the ability to link goals to shared work spaces

with a full suite of collaborative tools • Seamlessly integrates with Performance Management to

enable a point-in time evaluation of goal achievement.

Goal Management


Talent Review and Succession Management

• Highly interactive talent review dashboard • Provide visual assessment of individuals’ risk

of loss / impact of loss • Assign tasks, capture notes, and assign

development and performance goals within the meeting

• Show progression of talent on the box chart from one talent review cycle to the next

• Group talent populations and configure the talent review dashboard to your matrix standards

• Manage meeting setup process, prepare data from a consolidated meeting preparation page, create a meeting action plan from tasks.

Talent Review & Succession Management


Workforce Lifecycle Manager

• Create incumbent, job or position-based succession plans • Create talent pools and assign associated development

goals to the members • Interact with succession plans and talent pools from within

the talent review dashboard • Track and analyze succession plan bench strength • Embedded analytics provide HR and Line Managers with

metrics on individuals or business units over processes and tasks

Talent Review & Succession Management

Workforce Predictions


Workforce Predictions • Predict Worker and Team Performance • Predict Worker and Team Attrition • Improve Performance and Reduce Attrition through “What

If” Modeling • Make Decisions and Take Actions Immediately or Over Time • Accurate and Statistically Valid Predictions

• This Fixed Scope Offering is based on the Oracle Unified Methodology for Cloud deployment.

• OUM for Cloud Implementation accentuates an out of the box approach.

• METSCON will guide the customer throughout the Implementation phases namely : Plan, Prototype, Validate, Transition and Sustain.

• These phases contain activities that will ensure the successful, on time and within budget project completions subject to the exclusions and assumptions

Implementation Approach

Implementation Approach Structure

Project Design Configure Validate Transition Realization

Project Management

• Confirm Scope

• Plan Project

• Conduct Kickoff Meeting

• Gather Setup Information

• Define Data Load and Integration Approaches

• Perform Initial Setups in Test Environment

• Validate Configuration

• Load, Reconcile and Validate Data (Initial)

• Implement and Validate Integrations

• Prepare Cutover Strategy

• Adjust Test Environment Setups, if necessary

• Load, Reconcile and Validate Data (Full)

• Conduct End-to-End Review

• Confirm Solution to be Migrated to Production

• Train-the-Trainer

• Configure Production Environment

• Migrate Integrations to Production

• Load, Reconcile and Validate Data in Production

• Final Validation

• Verify Production Readiness

• Go Live

• Transition to Steady-State Operations

• Post Go-Live Support

• Accept System

Approach Structure – Project Activities

Manage Transition to Steady-state Operations

Post Go-Live Support

Close Project

Handoff to Client Relationship Manager

Gain Acceptance

Migrate Configuration to Production

Load, Reconcile & Validate Data in Production

Conduct Implementation Checkpoint

Verify Production & Operational Readiness

Conduct Final Validation Review

Migrate Integrations & Extensions to Production

Begin Production Use

Load & Validate Data

Prepare Validation Scripts

Conduct End-to-End Review


Prepare for Training

Update Setups

Conduct Train-the-TrainerWorkshops

Setup Applications

Validate Configuration


Load & Validate Data

Apply & Validate Extensions and Extensible Items

Implement Security

Prepare Cutover Strategy

Build & Validate Integrations

Conduct Kick-off Meeting

Schedule Workshops

Develop Security and Validation Strategies & Plans

Conduct Design Review


Conduct Technical Design Workshops

Conduct Functional Design Workshops

Plan Project

Project Design Configure Validate Transition Realization

Project Management

METSCON Responsibility

Shared Responsibility

Client Responsibility

• Balances People, Process & Technology

• Available on the device of choice

• Simple and productive self-service capabilities

• Provides relevant and secured information

• Interactive organizational charts

• Collaborative tools

• Predictive analytics

• Simple, intelligent navigation

Global HCM - Key Features

• Best practice standards based security (RBAC)

• Localizations and regulatory compliance

• Person Model

• Employment Model

• Global Worker Tracking

• Position Management


• Built-in extensibility

• Integration

HR - Simplified

Employee Lifecycle

• Historical DATA Migration• Organization change management is not part of the scope.• Upgrades of the Fusion Application is out of this scope.• There will be no 3rd Party Integration.• Single sign-on solution with Fusion is not scoped as a part

of the offering.• Custom role creation will be outside the scope.• Data extraction and cleansing are part of the Customer

responsibility.• No custom reports or dashboard will be developed by

METSCON for the implementation. If required, ChangeRequest (CR) can be taken up with separate commercialand project timeline.

Exclusions

1. The standard business flows and Fusion functionality will serve as the base for theimplementation.

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

3. A small Project team is formed by the client and empowered to make decisions.

4. Requirements will be provided by the Project Team before the end of solution design.

5. Basic UAT Test Scripts will be delivered

6. HR Guidelines, policies and procedures will be shared with the implementation team.

7. The timeline is based on the assumption Oracle Fusion HCM instance is provisionedbefore project commences and clean data in the required format is provided toImplementation team within a week of commencing of project.

8. The implementation is based on the Cloud deployment model, hosted at Oracle

9. In the Cloud deployment model, two project environments are available: A sandbox anda production environment

10. No Customization is performed. Configuration within the standard system is performed

11. No Upgrades will be done during the implementation of the FSO. Upgrade during initialdeployments are out of Scope

12. METSCON will adopt “Train the trainer” approach for conducting user training

Assumptions

Project Team Structure

• Project Steering CommitteeThe Steering Committee’s role is to provide advice, ensure delivery of the projectoutputs and achieve stipulated project outcomes. This may include such tasks as:Identifying potential risks, Monitoring risks and Monitoring the quality of the project asit develops.

• Client Project managerThe Client Project Manager will be the single point of contact for the METSCONteam for inputs from Client. He will be responsible for coordinating with clientstakeholders and organizing all the logistics for successful delivery of the project. Hewill work jointly with the METSCON Project Manager to coordinate day to day projecttasks and activities.

• Client Project managerThe METSCON Project Manager shall be the single point of contact for the client forany issues relating to the delivery of services. He shall be responsible for the day-to-day implementation activities of METSCON. He will manage METSCON resourceson the project and keep the Steering Committee appraised of the progress.

Project Team Structure Cntd.

• Subject Matter ExpertThe METSCON subject matter expert (SME) provides the knowledge andexpertise in specific Modules for a project. The SME ensures thatrequirement gathering is accurate and that delivery of the project outcomesis assured.

• Functional ConsultantThe METSCON Functional Consultant is the product and implementationexpert in his specific functional areas. He has skills and expertise in Taleoimplementation and also has an understanding of business processes.

Project Team Structure Cntd.

• For the project to be successful Customer must fulfil the following obligations:

• Order Oracle Fusion HCM Cloud prior to project start• Assign a project manager to lead your staff’s efforts

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

• Perform certain project tasks according to project plan such as a) provide data in format specified by METSCON: b) customer side of integration; c) end user training

• Arrange for a project executive sponsor and project steering committee

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

Team Responsibility

• Custom Reports• Custom Integrations• Upgrades• Additional Data Migrations• Additional UI / Apps Changes

Additional Services

THANK YOU!