Tag Archives: Fusion HCM

Fusion HCM BenefiX Integration

In every organization that manages employee benefits in house, integrations to multiple benefits providers are a necessary business process.  There are several challenges in these processes.  For smaller organizations, the processes are more than likely manual.  Usually the Benefits Administrator enters the updates through an online session on the provider’s website.  Each provider would have their own site along with their own data entry methods.  This process is inherently slow and prone to data entry errors.  The paperwork for the updates must be tracked to ensure that the information was entered into the in house benefits system as well as the benefits provider’s website.  If the updates are not timely or are missed altogether, employees may not get the coverage when claims are submitted and have to go through the inconvenience of communicating with the Benefits Administrator to get the matter resolved and the claim processed.  These issues may result in:

  • A negative employee experience
  • Unproductive time spent resolving the issue

Midsize to large organizations frequently have an electronic interface that transfers eligibility updates to their benefit providers.  These electronic interfaces have their own challenges.   Each provider will have their own format or may utilize the 834 industry standard format for the data being transmitted.  The interfaces are typically custom code that is maintained by an internal IT function.  Anytime there are changes to the format or when new providers are engaged, it is up to the IT department to make the changes to the interfaces affected or develop an entirely new extract.  The benefits department then has to test these interfaces before the new or modified integration can be deployed to production.  This could be a significant effort on the in house staff depending on the complexity of the integration and the amount of testing required.

eVerge Group fit into the first category, making manual updates for all benefit eligibility changes directly with their vendors.  Some of the primary business reasons eVerge implemented HCM Fusion was to consolidate, automate and simplify business processes.  To that end, eVerge implemented Fusion Automated Benefits.  Delivered with Fusion Benefits is a standard benefits extract process that can be used to transfer benefit eligibility updates and changes to 3rd party benefits administrators/vendors.  The challenge with this extract process is that different benefit vendors (and there are a lot of them!) have different formats that do not match this delivered extract, therefore requiring a custom version to be created for each vendor.  eVerge’s solution to this problem was to engage an Oracle solutions partner called Benefits XML (BenefiX). BenefiX provides a service where the Fusion delivered benefits extract is transmitted to BenefiX. The data is then reformatted to each benefit vendor’s specifications and submitted to them on eVerge’s behalf. BenefiX has the responsibility for setting up and then maintaining distinct vendor interface formats. 

Setting Up the BenefiX Integration

eVerge was responsible for initial setup of a Structure Spreadsheet for each vendor’s specifications. These spreadsheets acted as requirements documents for how to map employer-specific information needed for each vendor’s interface file.  Initial mapping and setup included Tax Id, Policy Id, Group Policy name as well as other vendor specific information.   BenefiX then used this information to prepare the vendor specific files with the data from the Fusion Benefits extract.  

The file transfer protocol details were provided by BenefiX and were setup in the Manage Plan Carriers area in Fusion.   


Additional configurations were needed in the Plan Setup area.


Tip:  Oracle or BenefiX can provide a ‘How to Document’ with screenshots that are very helpful in completing the additional setup.  The document is “Configuring Benefits for Integration with 3rd Party Provider.doc”.

The Benefits Extract file is generated and transmitted securely (encrypted) to the BenefiX SFTP site. 


Benefits extract detail can be reviewed to verify the data being transmitted.  This page link retrieves up to 500 rows and is used to do a cursory review of the file information. 


Tip:  This link can be used to review the data and can be downloaded to an Excel Spreadsheet for more detailed review.  This is especially helpful when trouble shooting data issues.

The files are processed by BenefiX at which time audits are performed and a summary report is sent back to eVerge.  If any errors are identified in the file by BenefiX, for example a missing social security number for a covered dependent, they are addressed or corrected within Fusion and a new file is re-transmitted.

If the file has no errors, the data is reformatted by BenefiX into the appropriate benefit vendor format and then transmitted to each vendor.  A copy of the reformatted ‘vendor’ file is also sent back to eVerge to be used in trouble shooting any issues.  The vendors receive the reformatted file, process the information and send eVerge the results including any potential errors/exceptions that need to be corrected.

Lessons Learned

Here are some “Bumps in the Road” we encountered while implementing the Benefits extract integration.

  • Data issues in the Contact (Dependents) information where corrections were made by our users to the most current effective dated row only and the historical rows were not changed.  This caused a duplication of dependent info that was being extracted.

Lesson: Pay close attention to Historical rows when doing corrections


  • During test runs, data errors were encountered such as missing or mismatched SSNs between Fusion data and what the carriers had on file. This actually ended up being a good thing because it helped us get our data cleaned up before going live in production with the interface.

Lesson: Use the testing phase to help identify and clean up data issues.


  • Being such a new option on an early release of Fusion (Release 5), we did encounter some bugs that needed Oracle support to resolve.  Fortunately they were few and easily resolved.  There will probably be some more “challenges” until the processes have been through several more implementations.

Lesson: Be prepared to engage Oracle Support as well as your BenefiX liaison and/or Benefits Vendor representative when an issue comes up with the processing.

The cost for services provided by BenefiX were very reasonable in our estimation, once you factor in the amount of time spent manually maintaining benefits eligibility with multiple vendors for all of our employees and their families!  You will pay a one-time setup fee for each vendor and then a nominal monthly cost per employee for the services BenefiX provides.

The author of this article/blog is Zack Bakarich.  Zack is a Principal 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.  Watch for upcoming blogs about our Fusion HCM Release 7 upgrade project, year-end payroll processing and more!

Share : Share on TwitterShare on FacebookShare on Linkedin

eVerge Fusion HCM Phased Deployment

eVerge Group is now live with the full suite of Fusion HCM products – HR, Benefits, Payroll, Workforce Compensation and Talent Management!   A multi-phased implementation approach was leveraged to ensure that the right internal ‘business’ resources were available to focus on specific module deployment efforts.

Open-Enrollment for benefits was deployed for use by our employees in March 2013 for the new plan year which started in April and we experienced a 98% usage rate!  This blog focuses on our recent success upgrading to Fusion HCM Release 5.

Having been on release 4 for over 8 months we were ready to address an upgrade of our application and technology stack to the latest available release point.  Around mid-March, our efforts focused on preparing for a release 5 upgrade.  Working with Oracle, the upgrade was scheduled for the first week of April to our staging (test) pod.  With Oracle’s advance notice, we leveraged that time to adequately prepare for the upgrade.  The upgrade to our staging pod was completed over a weekend and ready for us to start testing the following Monday morning.  We began our extensive end to end system testing, and, as a result, we identified several mission critical issues.  Oracle Support worked with us to ensure these high priority issues were resolved in a timely manner.  In addition, Oracle worked with us on the upgrade timeline to ensure we were comfortable with the new release before upgrading our production pod.  With the successful testing and the user community prepared for the new release, Oracle cloud support upgraded our Production pod the first weekend of June 2013.

 Highlights from the upgrade process: 

  • The upgrade process occurred first in our Staging environment to make sure there would be no surprises.  When we were ready to subsequently upgrade the Production environment, the upgrade was also completed over a weekend.  An additional test pod used for payroll parallel testing as part of our go live effort was refreshed from Production and upgraded the same weekend as production.
  • Our system testing included an entire payroll process flow in parallel with our production cycle.  The Quick Pay process  flow was also incorporated into that testing.
  • As part of the parallel pay cycle, we included our Workforce Compensation processes with a quarterly bonus payout and merit increases.  These transactions were processed and a supplemental payroll was generated as part of the parallel process.
  • Not only did we parallel our production pay cycle, but time was allocated to verify our current Vertex taxation rate updates were part of the upgrade.
  • We also validated all custom reports which had been developed and are used to verify payroll calculations and audit those processes.
  • The upgrade timeline afforded us the luxury of testing additional benefit life events as part of the upgrade.  While we did not need a full complement of events for initial go live, we knew there would be several event types needed over the next 4-6 months.  These life events were successfully tested and migrated to Production as part of our post upgrade deployment plan.

Issues encountered during upgrade testing: 

  • We were unable to recompile our payroll Fast Formulas.  As a result, we were not able to calculate a payroll.  We were able to determine the specific Fast Formula failed and is for calculating payroll for hourly employees.  We worked with Oracle to get this resolved in a timely manner and it did not affect our upgrade schedule.
  • We identified an issue when validating the Medicare Employee Surcharge.  The surcharge was not reducing net pay.  Oracle assisted us with updating the Medicare Surcharge element with an element feed that would reduce the employee’s net pay. 
  • An issue was uncovered with the ACH direct deposit file when validating our outbound interfaces.  The ACH File was not being created.  Oracle identified an issue with the technology stack team on caching when the report generated multiple outputs.  Oracle Support was able to back port a fix for release 5.
  • We uncovered an issue with the termination life event that existed in our upgraded and, at the time, release 4 Production pod.  Our test plan included steps to ensure existing benefit life events were still processing as expected.   We were able to track down the cause that impacted coverage end dates.  Oracle support quickly provided a patch, which we successfully tested in the upgraded Staging pod.  The next step was for Oracle to apply the patch to Production.

Lessons  learned while upgrading to release 5:

  • To ensure a successful upgrade, we approached this effort like any major HCM upgrade with proper planning, including  project, testing and change management plans.  We followed that with regular status meetings and task/issue tracking.  We also included other resources from the business to help make the initiative successful.
  • Do not assume that your upgraded pod is at the most current release level.  We found ourselves at the leading edge while on release 4, since we had implemented all Fusion modules.  Several issues we reported and later resolved for release 4 were not part of release 5.  Our thorough system testing identified these differences early and helped us stay on track.
  • Browsers and the different versions continue to work differently depending on what UI you are working with in Fusion HCM.  We found that for release 5 that IE v9 and Fire Fox provided us with the best results.  As part of your testing, be sure to use different browsers to isolate the issue and identify possible resolutions.
  • After you cutover to production, start your payroll processing for the upcoming pay cycle as early as possible.  This applies to any mission critical processing, not just payroll, and will allow you enough time to react to any unexpected issue arising after the upgrade. 

Next steps for eVerge Group: 

We are now preparing to take advantage of new functionality either available now or future releases that include:

  • Oracle Fusion Tap, that provides for the use of applications on the iPad
  • Workforce Lifecycle Manager
  • BenefiX integration to provide eligibility updates to our multiple benefit vendors and administrators
  • Total Compensation statements
  • Year End processing and W2 generation out of Fusion!

The author of this article/blog is Steve Stuart. Steve is a Senior Fusion HCM Implementation Consultant resource for eVerge Group with more than 16 years of Software Packages implementation and support experience. To learn more about Fusion and how we can help prepare for your upcoming upgrade efforts, please contact us at 888-548-1973. begin_of_the_skype_highlighting end_of_the_skype_highlighting

Share : Share on TwitterShare on FacebookShare on Linkedin

eVerge Open Enrollment Success in HCM Fusion

eVerge Group is now live with the full suite of Fusion HCM products – HR, Benefits, Payroll, Workforce Compensation and Talent Management.   Fusion Benefits and Payroll went live in January 2013.  This blog focuses on our recent Open Enrollment success in Fusion.

We have a split benefit plan year with FSA plans running on a calendar year, while the medical, dental, vision, life and disability plans have a plan year beginning April 1-March 31.  Part of the conversion effort for our January Benefits go live included new 2013 FSA elections,as well as current benefit elections for each employee.

Beginning in February, efforts focused on preparing for Open Enrollment in Fusion.  Our target timeframe was the first week of March for employees to use SelfService to make new elections that would become effective April 1.   This week was chosen to ensure completion of all elections before spring break, as many employees take vacation with family during this school holiday.  This also allowed sufficient time to review and audit these first time Fusion elections before sending data files to vendors.

The following changes were included for the April 1 plan year.  All Fusion configuration changes were made initially in our Staging test pod.

  • Two medical plans were reduced to a single plan.  The eliminated plan was end dated in Fusion so it would not appear in Open Enrollment options.
  • New vendors were chosen for the dental and vision plans.   No configuration changes were necessary since initial set-up for these two plans was generic and did not include anything vendor specific.
  • Rate updates were made for medical, dental, and vision plans with an effective date of 4/1/13.
  • All other necessary benefit configuration tables were updated to include the Open event (Enrollment, Designate Requirements, etc.)

After necessary configuration and rate updates were complete, we did a full range of testing.  We wanted to understand how various enrollment combinations would be handled online through both the Benefits Service Center as well as employees through Self Service.  The following items were part of testing:

  • Manually triggered an Open event for sample employees; this allowed an initial review of plans included for election, current plan enrollments were coming forward as expected, new rates shown for plans, etc.
  • We have a yearly April 1 “Age Up” for life insurance calculations that required a Fast Formula.  Testing ensured that new salary amounts and ages as of 4/1 were included in calculations.
  • Once all necessary updates were resolved for sample employees, we then used the delivered Evaluate Scheduled Event Participation process in “Roll Back” mode to confirm which employees would receive an Open event.  This allowed us to verify the count of US employees, as well as confirm that our India location employees would not have an Open event created.
  • Used the delivered process in “Save – Database update” mode to create an Open event for all US employees.
  • Completed sample enrollment changes through Benefits Service Center as well as Self Service Benefits to ensure expected results.
  • Reviewed online enrollment results as well as Element Entries and amounts created for Payroll deductions.
  • Ran Payroll Quick Pay processing on sample employees to confirm correct April deductions.
  • Used the delivered process to Close Enrollment events for all employees.
  • Generated files using the delivered Benefit extract process to generate enrollment files for all vendors with new April elections.

Once testing was complete, we made the necessary configuration updates in our production pod.   We then manually triggered a few Open events for Fusion team members to quickly review.  Once we knew these looked accurate, the process was run for the rest of the employees.  We found the process took significantly longer to run in our Production pod than we had seen in the Staging test pod.  Some analysis was completed by Oracle to determine if there was any reason for the time variance; nothing significant was found.  All employees had an Open event – which was the ultimate goal!

The HR Manager had previously communicated about the upcoming Open Enrollment process so employees were ready to begin reviewing and updating their elections.  While we have a computer-savvy employee population, a brief enrollment training video was prepared by the HR Manager that employees could refer to while making their online elections.

 All employees were asked to review their elections as part of the Open Enrollment period.  Although we did extensive parallel payroll testing as part of go-live efforts, this was the first opportunity many employees had to review their benefit elections online in Fusion.   The open enrollment employee participation rate within Fusion was 98%; this was tracked by reports we developed to identify when an employee had “touched” their Open event.   We were very pleased with this result.

Below is a sample screen shot of what the employee sees while making elections online:


 At the end of the enrollment period, audits were completed for elections to ensure all employees had valid elections.  The extract files were then generated and sent to the various vendors – allowing them time to generate new ID cards for employees in advance of the April 1 coverage dates.

Below are some of the lessons we learned during our first Open Enrollment experience:

  • Do not assume anything related to go live configurations will automatically work for Open enrollment.  It was necessary to add the Open life event in each plan you wanted to display in the event, as well as collecting covered dependent data, etc.
  • Updates to Contact data through Benefits Self Service while there was an active Open event caused issues with conversion row elections.  We continue to work with Oracle on this item and have temporarily suspended employee access to Contacts to ensure no negative impact on coverages and related payroll deductions until this is resolved.
  • The “Print Benefits Report” functionality on the Self Service Benefits Overview page produces inconsistent data.  This is currently an open SR being evaluated by Oracle Support.

 Next steps for Benefits …

  • Collecting life insurance beneficiary data via Self Service Benefits
  • Allowing employees to submit life events via Self Service Benefits
    • Marital Status Changes
    • New baby/children additions
    • Other life event changes – loss of dependent, gaining other coverage, etc.
    • BenefiX extracts to our medical, dental, and vision vendors

The author of this article/blog is Laurie Long.  Laurie 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 prepare for your upcoming Open Enrollment efforts, please contact us at 888-548-1973.

Share : Share on TwitterShare on FacebookShare on Linkedin

Fusion HCM – Talent Management implementation with eVerge

eVerge Group is now 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 Talent Management.

In our current organization, there are two legal entities –operating in the US and India. We have multiple business units, departments, locations and jobs within a centralized HR function.

Fusion Talent Management went live in October of 2012.  Prior to Fusion, we were managing multiple systems to track employee goals, performance, skills and qualifications.  As a result, an excessive amount of time was spent maintaining and searching for talent-related information.  With Fusion HR fully implemented, we were ready to leverage the integration with Goal Management, Performance Management and Talent Profiles. 

Here are some of the lessons we learned while configuring Talent Management:

  • Be strategic in applying configuration changes and maintaining your test data and scenarios.  In some instances, once testing starts, configuration changes can’t be applied.  The testing will have to be rolled back and scenarios reapplied after the configuration changes.
  • Fusion Performance Management offers flexibility in template eligibility by configuring Eligibility Profiles.  With five different templates, we designed rules based on job function, so employees don’t have to make a selection.  However, during the testing phase, we discovered that the default template was not always correct.  We reported the bug and Oracle has since corrected the issue.
  • It is never too early to capture and standardize the talent profile content to track and monitor employee skills and accomplishments.  Content should be defined by the business owners and be near completion before the project starts.   Otherwise, you run the risk that it becomes a phase II project. 
  • Synchronize your goal planning with your performance review period.  This will facilitate integration to push goals to the performance review.
  • Working closely with Oracle on instance (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 data is being tested.  Also, data refreshes means ensuring that the testing Pod was current to minimize dual entry for the Production Pod.

Below are configuration, business process and project decisions that played a part in our success in “standing up” Fusion Talent management:

  • We solicited help from others in the organization who were not part of the implementation team.  They provided feedback that was important to identify configuration considerations early in the project.  Their involvement provided familiarity with the new functionality and processes and their transition to Fusion Talent Management was seamless.
  • There were a mixture of anniversary and calendar-based performance reviews.  We took the opportunity from the onset to streamline the process and line-up review periods with our compensation plans.
  • The legacy performance system was designed to address performance and development goals.  With Fusion, we were able to configure goal management to separate these goal types.  As a result, only performance goals are pushed to employee reviews.
  • We took the time up front to review our Competencies and eliminate redundancy.
  • Goal management was designed to enable Target Outcomes.  When an employee completes a goal, the associated skill or accomplishment is pushed to their talent profile automatically.

Below is a snapshot of a performance review document from a manager’s perspective.  Much of the structure and content you see here is highly configurable to meet your specific business needs.


Watch for upcoming blogs about Payroll and our Open Enrollment go live. We are also live with HCM Core, Payroll, Benefits and Workforce Compensation … keep coming back to see more blogs over the next few weeks!

The author of this article/blog is Steve Stuart.  Steve is a Senior Fusion HCM Implementation Consultant resource for eVerge Group with more than 16 years of Software Packages implementation and support experience.

Share : Share on TwitterShare on FacebookShare on Linkedin

eVerge Group experience with Functional Setup Manager (FSM) for internal implementation

We want to take a few minutes to review the benefits eVerge Group has recognized leveraging the Functional Setup Manager (FSM) within Fusion during our own internal implementation of HCM.

Oracle’s Fusion Functional Setup Manager is a new feature in Oracle Fusion applications that provides a “launch pad” to perform all tasks related to application setup.  FSM produces pre-packaged, sequential task lists based on the responses to a list of functionality questions. The task lists allow project managers and implementation team members the ability to plan and manage configuration activities.

FSM is a separate module within Fusion, which manages all the setups of the various offerings you have licensed (been provisioned) within the application.  This includes various pre-defined and configurable checklists for project resources to setup and monitor.  Tasks can be assigned to various Fusion project users; status of task completion is reported at parent task and implementation project level.  This functionality also allows users to migrate configurations from one instance to another (Test/Production).


 Some of the key functions and benefits of the Fusion Functional Setup Manager are: 

  • Setup Offerings:  A built in decision tree to fine tune your configuration requirements which creates pre-packaged, extensible setup plans and tasks.  This results in personalized setup needs down to the business user level. 
  • Setup Manager:  An easy to use interface that is used to manage all aspects of functional setup in one single point of entry that includes task assignments, due dates and delivered dashboards. 
  • Setup Export & Import:  FSM allows users to identify the configuration that they want to package to move setup across systems, primarily used for Export & Import of setup data. 
  • Setup Reporting:  FSM offers built-in collaboration and reporting.  This is used for reporting on the status of functional configurations and the validation of those configurations and setup data.

 Whether you are implementing Fusion applications for the first time, or you are adding a new module to an existing implementation, or perhaps changing the existing setup data, any implementation project will go through Planning, Implementation and Deployment.  Fusion FSM manages and facilitates all 3 phases of configuration.

 So, why should your organization fully utilize Fusion’s Functional Setup Manager?  It minimizes time to deploy with predefined setup offerings, guided and sequential task lists, and the ability to set up once and import or export to other instances.  Your organization will reduce implementation time using the rapid start that FSM provides.

 To learn more about Fusion and how we can help empower your organization, please contact us at 888-548-1973.


Share : Share on TwitterShare on FacebookShare on Linkedin

eVerge Group Selects Oracle Fusion HCM for Internal Human Resources and Payroll Applications

Internal Implementation Enhances Oracle Fusion HCM Insights and Expertise

Plano, Texas (January 12, 2012) – eVerge Group, a Platinum level member of Oracle
PartnerNetwork (OPN) with nearly 20 years experience implementing HCM applications, has selected Oracle Fusion Human Capital Management (HCM) to manage its own human resources and payroll activities. According to eVerge Group president, Esteban Neely, “We are deploying Oracle Fusion HCM as a hosted, SaaS-based application and believe it will provide the functionality and flexibility we are looking for at a reasonable cost.”
By implementing Oracle Fusion HCM within the company, eVerge Group will gain an in-depth understanding of Oracle Fusion HCM capabilities, interfaces and reporting/analytics from both an implementer and customer perspective. As a result, eVerge Group will be one of the first to offer a rapid-deployment “Express” Oracle Fusion HCM solution that will enable customers to go live anywhere from eight to 26 weeks depending on the number of components implemented.

According to Neely, “We are very excited about Oracle Fusion HCM applications and believe our customers will be extremely impressed with the intuitive user interface, embedded analytics, integrated social capabilities and ability of Oracle Fusion HCM to co-exist with other Oracle ERP applications. With eVerge Group’s ‘Express’ solution, customers will be able to implement Oracle Fusion HCM in weeks.”

About eVerge Group
Founded in 1993, eVerge Group is a leading integrator of business applications software, focused on delivering Enterprise Resource Planning (ERP), Customer Relationship Management (CRM), Business Intelligence (OBIEE), Master Data Management (MDM) and Enterprise Performance Management (EPM) solutions. With longevity and focused expertise in both commercial and public sector markets, eVerge Group is an Oracle Platinum Partner and implements software solutions in leading organizations throughout the Americas. For more information on eVerge Group, visit www.evergegroup.com.

About Oracle PartnerNetwork
Oracle PartnerNetwork (OPN) Specialized is the latest version of Oracle’s partner program that provides partners with tools to better develop, sell and implement Oracle solutions. OPN Specialized offers resources to train and support specialized knowledge of Oracle’s products and solutions and has evolved to recognize Oracle’s growing product portfolio, partner base and business opportunity. Key to the latest enhancements to OPN is the ability for partners to differentiate through Specializations. Specializations are achieved through competency development, business results, expertise and proven success. To find out more visit www.oracle.com/partners.

Oracle and Java are registered trademarks of Oracle and/or its affiliates.

Share : Share on TwitterShare on FacebookShare on Linkedin

eVerge Group Helps to Develop Rapid Implementation for Fusion HCM

To provide additional options to Oracle customers, nike air max 90 Oracle implementation partners are developing rapid implementation offerings for Oracle Fusion Human Capital Management (HCM). ugg soldes 2017 These offerings are designed to simplify and accelerate the adoption of Oracle Fusion HCM Cloud Services with “predictable costs and reliable timeframes.”

Whether customers use individual applications coexisting with Oracle’s PeopleSoft, adidas yeezy boost Oracle E-Business Suite and Oracle’s JDEdwards HR applications, or they adopt the full capabilities of the Fusion HCM suite, these rapid implementations allow customers to quickly see the value of Fusion HCM.

eVerge Group not only contributed to the development of Fusion HCM, new balance soldes we are also implementing all available Fusion HCM applications internally to manage our own human resources and payroll activities.

The full press release about Rapid Implementation is available on the Oracle website. Buy Blade and Soul Gold For more information about Fusion HCM,

Share : Share on TwitterShare on FacebookShare on Linkedin