eVerge Group is live with the full suite of Fusion HCM products – HR, Benefits, Payroll, Workforce Compensation, and Talent Management. Keep reading to follow the path we took to get there — focusing here on Workforce Compensation Management.
In our current organization, there are two legal entities – one in the US and one in India. We have multiple business units, department, locations and jobs with a centralized HR function.
Workforce Compensation went live in January of 2013. The legacy process included multiple salary planning spreadsheets that were built manually and emailed to each manager. The process was time consuming, as information had to be extracted from several sources. In addition, many emails were traded between Accounting and the managers with revised data. This process consistently lent itself to a high level of potential human error through ongoing data manipulation.
Once we were live on Fusion HR and Performance Management, we were ready to leverage the integration these products offered with Workforce Compensation. To meet the organization structure and the functional requirements, there were many decisions that had to be incorporated:
- Compensation plans with multiple worksheets were implemented. This minimized the number of plans we had to maintain and provided a more usable solution for the end users.
- With multiple worksheets in a single plan, eligibility rules were built so users could easily filter ineligible participants for a particular worksheet.
- Incorporated Performance Management into the process to give managers and compensation “approvers” visibility into appraisal scores and details directly from the worksheet.
- Utilized the delivered 1-Up approval process to route worksheets for final approval.
- Configured the compensation plans to allow for processing transactions in Fusion HR and Payroll.
Below is a sample of a manager’s view of a quarterly bonus worksheet.
- Configure the plan foundation, including the Plan Cycles, Eligibility, Alerts, Performance Rating and Worksheet Display for each plan separately and test as you go.
- Fusion Compensation offers flexibility in Plan Eligibility and selection process. In some cases, multiple eligibility rules had to be constructed to achieve the desired results. A clear understanding of how eligibility profiles work was needed.
- Custom columns were used extensively in the worksheet for data entry and dynamic calculations. We learned that transactions to HR and Payroll had to utilize seeded columns.
- We used Fast Formulas to retrieve data that is not provided as a seeded column for a worksheet. As an example, to display a custom column for our annual bonus amount, a Fast Formula was attached to retrieve the appropriate database column.
- Be diligent in understanding how date tracking compensation plan elements should work. During our testing, information elements that did not contain an end date resulted in duplicate rows in the worksheets. We had to reconstruct the history for this element to get the desired result.
- Fusion offers delivered flexibility in migrating compensation plans from one environment to another. Using the delivered utility, plan configurations were exported from the Parallel POD to the Production POD. We did discover that Fast Formulas and Eligibility Profiles had to be added to the compensation plans after migration. In the end, the delivered migration facility exported and imported complex configurations in less time and reduced human error.
- Involve the end users from the beginning to discover what they wanted and needed to see in the compensation plan worksheet. There are a significant number of options to display data. By reviewing and prototyping the requirements with the users, you are assured they have the tools they need to complete the compensation plan process.
We also used the delivered Export/Import process to maintain data in the Fusion Compensation worksheet. By using this functionality, managers were able to download worksheet data to Excel. Managers were then able to modify the appropriate columns of data and import those changes back into their worksheet.
Working closely with Oracle Support on POD management including data refresh, patching, upgrades, etc…is critical to a successful implementation. It is important to ensure that the latest code level and HCM data is being tested. During testing, fixes were applied to the POD to resolve system issues that occurred during the validation cycle. Our Oracle COE liaison played a critical role during each phase of our implementation.
Watch for an upcoming blog about Talent Management and our Open Enrollment go live. We are also live with HCM Core, Payroll, Benefits and Talent Management … keep coming back to see more blogs over the next few weeks!
The author of this article/blog is Pete Kumar. Pete is a Senior Fusion HCM Implementation Consultant resource for eVerge Group with more than 20 years of Software Packages implementation and support experience.
To learn more about Fusion and how we can help implement Fusion for your organization, please contact us at 888-548-1973.