PeopleSoft Enterprise HCM 9.

0
Statement of Direction

April 2006
Purpose
This document provides an overview of features and enhancements included in release
9.0 of PeopleSoft Enterprise HCM. It is intended solely to help you assess the
business benefits of upgrading to PeopleSoft Enterprise HCM 9.0 and planning for
the implementation and upgrade of the product features described.

Disclaimer
This document in any form, software or printed matter, contains proprietary
information that is the exclusive property of Oracle. Your access to and use of this
confidential material is subject to the terms and conditions of your Oracle Software
License and Service Agreement, which has been executed and with which you agree to
comply. This document and information contained herein may not be disclosed, copied,
reproduced or distributed to anyone outside Oracle without prior written consent of
Oracle. This document is not part of your license agreement nor can it be incorporated
into any contractual agreement with Oracle or its subsidiaries or affiliates.

This document is for informational purposes only and is intended solely to assist you in
planning for the implementation and upgrade of the product features described. It is not
a commitment to deliver any material, code, or functionality, and should not be relied
upon in making purchasing decisions. The development, release, and timing of any
features or functionality described in this document remains at the sole discretion
of Oracle.

Due to the nature of the product architecture, it may not be possible to safely include
all features described in this document without risking significant destabilization of
the code.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 2

 PeopleSoft Enterprise HCM 9.0
Statement of Direction

Introduction ....................................................................................................... 5
Superior Ownership Experience ................................................................ 5
PeopleSoft Enterprise HCM 9.0 Drivers .................................................. 6
The Path to Fusion....................................................................................... 6
Delivering Enterprise-Wide Talent Management .................................... 6
Developing an Optimized Workforce ....................................................... 6
PeopleSoft Enterprise HCM 9.0 Statement of Direction ........................... 7
Core Human Resources Management............................................................ 8
Profile Management ..................................................................................... 8
Smart Hire...................................................................................................... 9
Person Model ................................................................................................ 9
Contingent Worker Enhancements....................................................... 9
ERN Delete............................................................................................. 10
Person of Interest Payees...................................................................... 10
I-9 Compliance............................................................................................ 10
Mass Update Enhancements..................................................................... 11
PeopleSoft Enterprise Benefits................................................................. 11
Base Benefits........................................................................................... 11
eBenefits .................................................................................................. 12
Benefits Administration ........................................................................ 12
Human Resources for France ................................................................... 12
Global Military Enhancements ................................................................. 12
Rank Processing—Associate Rank to Employee .............................. 12
Talent Management......................................................................................... 13
Recruiting Solutions ................................................................................... 13
ePerformance............................................................................................... 13
eDevelopment ............................................................................................. 14
Time and Pay ................................................................................................... 15
Payroll for North America ........................................................................ 15
Global Payroll Core.................................................................................... 15
Global Payroll for France .......................................................................... 15
Global Payroll for Japan ............................................................................ 16
ePay............................................................................................................... 16
U.S. Federal Government NFC Interface............................................... 16
Time and Labor........................................................................................... 16
Integration with Payroll......................................................................... 16

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 3

 Integration with Absence Management .............................................. 17
Absence Management ................................................................................ 17
Common Components................................................................................... 18
Delegation Management ............................................................................ 18
Approval Management............................................................................... 18
Document Generation ............................................................................... 18

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 4

 PeopleSoft Enterprise HCM 9.0
Statement of Direction

INTRODUCTION
PeopleSoft Enterprise Human Capital Management (HCM) 9.0 is Oracle’s newest
planned global solution suite for intuitive and effective human capital management.
Creating a rapid return on investment, PeopleSoft Enterprise HCM applications
automate business processes, reduce operational costs and increase efficiency,
continually defining and leveraging industry best practices.
With the most technically advanced, highly adopted and industry-leading human
capital management suite, Oracle’s PeopleSoft applications are used by 73 of the
top 100 companies in the Fortune 500.
PeopleSoft Enterprise Human Capital Management 8.9 was made available in
December 2004. In response to our customer base and market demands, we
continue to innovate, creating applications, features and functions that set the
foundation for creating workforce excellence.
PeopleSoft Enterprise HCM 9.0 is a robust application suite within the overall
enterprise strategy of Human Capital Management. This statement of direction
describes planned enhancements in HCM 9.0.

Superior Ownership Experience

PeopleSoft Enterprise HCM 9.0 continues Oracle’s commitment to quality—the
Superior Ownership Experience (SOE). An enhancement to the Total Ownership
Experience, the Superior Ownership Experience is a set of technology enablers that
improve the user experience throughout the application, from installation,
configuration, automation, integration and documentation.
A company-wide initiative, Oracle’s dedication to the Superior Ownership
Experience has touch points across all applications, from development to delivery,
installation to implementation, and support to lifecycle management.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 5

PeopleSoft Enterprise HCM 9.0 Drivers
Today’s marketplace calls for human resources management to go beyond the
basics; with highly mobile, diverse, and changing workforce compositions,
organizations must focus on attracting, developing and retaining key talent. With
corporate governance and cost controls helping guide operations, technology
investments must be strategic and provide demonstrable ROI.
PeopleSoft Enterprise HCM 9.0 was designed based on extensive customer
feedback, industry best practices, analysts’ research, and our own commitment to
thought leadership.
HCM 9.0 represents a continued commitment to excellence and quality, and centers
on three key themes:
The path to Fusion.
Delivering enterprise-wide talent management.
Developing an optimized workforce.

The Path to Fusion

With a delivered, direct upgrade path to Fusion, PeopleSoft Enterprise HCM 9.0
delivers the first benefits of Fusion planning and development. Leveraging “early”
Fusion fundamentals, organizations can acclimatize to technology changes while
planning a long-term applications roadmap.
Integrating service-oriented architecture (SOA) across key areas of the application,
HCM 9.0 delivers the ability to leverage web services to better rationalize business
applications. With the addition of XML Publisher, organizations can quickly and
easily access, analyze and publish data, mitigating the need for lengthy development
cycles.

Delivering Enterprise-Wide Talent Management

PeopleSoft Enterprise HCM 9.0 delivers enterprise-wide talent management
functionality in response to the HR challenge of achieving a “single global view” of
key data and processes to better attain organizational goals. PeopleSoft Talent
Management is comprised of a set of processes that work together at the deepest
levels managing the supply and demand of talent to achieve business goals for
optimal business performance.

Developing an Optimized Workforce

PeopleSoft Enterprise HCM 9.0 offers enhancements to key business processes as
well as key industries. Time and pay processes gain deeper functionality and federal
industry standards are supported by PAR and NFC integrations. Further,
enhancements to scheduling, mass updates, smart hire, and approvals and
delegations increase the flexibility, usability, and integration to multiple processes.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 6

PEOPLESOFT ENTERPRISE HCM 9.0 STATEMENT OF DIRECTION
PeopleSoft Enterprise HCM 9.0 represents an ongoing commitment to providing
best-in-class applications that provide real business value. This Statement of
Direction serves to provide descriptions of features and functionality that Oracle
plans to include in HCM 9.0.
The PeopleSoft Enterprise HCM 9.0 Statement of Direction is organized by
application category:
Core Human Resources Management
Talent Management
Time and Pay
Common Components

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 7

CORE HUMAN RESOURCES MANAGEMENT
This category includes the rich features, and functions within our core Human
Resources applications allowing organizations to increase productivity with
meaningful business processes. Together, these pieces serve as the foundation for a
strategic, scalable Human Capital Management system, and are at the very center of
our full suite of HCM applications.

Profile Management
In PeopleSoft Enterprise HCM 9.0, we intend to release a new and improved
method of managing jobs and their associated skills and competencies. The new
Manage Profiles business process framework allows organizations to strategically
manage and integrate processes across the entire suite of HCM applications, with
emphasis on the primary Talent Management applications—Recruiting,
ePerformance, and Learning Management.
By deploying a standard method for displaying competencies, qualifications, and
skills for both individuals and jobs, organizations achieve a single source of job-
related data throughout all HCM applications. Initially introduced in ePerformance
8.8, the job profile functionality was enhanced in 8.9 and adopted by Recruiting
Solutions, with a planned uptake in Enterprise Learning Management 9.0. By
combining the tables and methods of capturing similar data, information is stored
centrally and accessed by all HCM applications.
A foundational concept of core Human Resources, the Manage Profiles business
process consists of three elements:
Job data (competencies, responsibilities, etc.) are aggregated to form a job
profile. This additional layer allows for more flexibility in updating and
changing the underlying job data.
Person data is aggregated into a personal profile. This allows users to
update their data without having to create multiple profiles.
Profile Management Engine driving comparisons between personal and
job profiles. Simplifying the search process while providing enhanced
suitability matching, the Matching Engine supports the ability to match
from criteria (skills or competencies) as well as from profiles.
The setup and management of profiles is supported within core Human Resources
and leveraged in ePerformance, Talent Acquisition Manager, and Learning
Management. Self-service functionality for employees to update personal profiles is
available in the eDevelopment application.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 8

Smart Hire
Every organization has unique onboarding processes, and needs systems to support
and grow with business changes. Hiring practices often differ by jobs, geographies,
worker types, or industries. In PeopleSoft Enterprise HCM 9.0, we plan to
introduce the ability for organizations to tailor hiring pages to match unique
business practices.
Utilizing a template-driven approach, hiring pages can be configured at the
page and field levels, and include the ability to default, override, hide, or
require field values.
Security and automatic database updates can be maintained at the template
level to allow organizations to deploy policy control and flexibility in
multiple configurations.
Organizations can deploy hiring templates through self-service
functionality, allowing decentralized hiring while following corporate
standards.
Leveraging the Person Model, organizations can search and find suitable
individuals for a position, completing the onboarding process with greater
efficiency.
Smart Hire’s template-driven approach creates a significant business benefit;
hiring templates can dramatically improve efficiency and accuracy when
entering large numbers of workers into similar jobs.

Person Model
Introduced in PeopleSoft HCM 8.9, the Person Model represents a dynamic shift in
managing the population of individuals interacting with an organization.
Organizations can easily associate one person to multiple employment instances or
to multiple organizational relationships over time, providing a framework to
capture and store all person types, including contingent workers and ‘persons of
interest’ within a single database. Leading to greater compliance and deeper
business insight, the Person Model allows for organizations to more accurately
maintain multiple employee records throughout an individual’s lifecycle with the
organization.

Contingent Worker Enhancements

As today’s workforce continues to change, contingent workers are more common,

and we plan to improve the flexibility of PeopleSoft Enterprise HCM 9.0’s
modules. Changes include:
Modification of contracts to include tracking task orders or subcontracts.
Contingent workers can be associated to a high-level contract in addition
to individual tasks within the overall contract.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 9

 Deploying the Workforce Job Summary, including contingent workers and
employees, with additional options to document security clearances and
badges for all persons in the system.
Introduction of an online and automated notification process that checks
when dated items expire.
Leveraging the Person Model, the capability to rapidly hire a contingent
worker as a U.S. federal government employee.

ERN Delete

Previous releases of PeopleSoft Enterprise HCM included a batch process which

deletes an entire employee ID and all of its’ associated employee records (ERN
Delete) throughout the application. Useful for “no show” new hires, this feature
removed all related data, including workers with valid current or prior employment
records. Organizations need a more finite way of managing “no show” workers that
can delete a specific employee record while maintaining the integrity of the worker’s
full history.
We plan to enhance the ERN batch process in 9.0 to more fully support the Person
Model and deletion of specific employee records. This enhancement will give
organizations the flexibility to manage employee records at a more granular and
accurate level, leading to better data integrity and analytics.

Person of Interest Payees

Organizations often extend payments and benefits to non-traditional employees yet

have traditionally made these payments outside their HCM solution. To better
accommodate these needs, we plan to leverage the Person Model, delivering more
options for the types of persons of interest eligible for benefits or pay, such as
surviving spouses or former dependents.

I-9 Compliance
To better comply with the United States’ Immigration and Nationality Act,
PeopleSoft Enterprise HCM 9.0 plans to enable the collection and storage of all I-9
information. Features include workflow-driven self-service functionality to
complete I-9 information, with the ability for employers to complete and submit
the required sections.
To further lower administration costs, 9.0 will provide reporting and processing
functions which:
Provide notification of upcoming or past-due expiration dates.
Store, print, and archive I-9 forms as required by law and corporate policy.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 10

Mass Update Enhancements
In PeopleSoft Enterprise HCM 9.0, we plan to enhance mass update functionality
to deploy an intuitive user interface for configuration, allowing organizations to
benefit from the operational efficiencies of executing changes en masse. By
allowing power users to access this functionality, organizations can avoid costly
development resources when making high-volume data changes.
Leveraging service-oriented architecture to improve extensibility and performance,
the enhanced functionality aims to deliver a new option for multi-threaded
processing to dramatically improve performance. In addition to services for job,
compensation, and person-related data, additional services are targeted to update
labor agreements, competencies, military ranks, and job profiles. Organizations may
also create and utilize additional services.
Enhanced, configurable processes allow users to construct or modify mass update
definitions with the option to update or add data. Supporting effective dating and
effective sequencing, the system can also update future rows.
To support reporting and auditing, additional steps have been added for previewing
and manually editing changes prior to committing the update to the database. In
the event that an error occurs, we plan to deliver a rollback feature to reverse
database updates. All of these features provide significantly improved ease of use
while safeguarding against errors.

PeopleSoft Enterprise Benefits

Base Benefits

With PeopleSoft Enterprise HCM 9.0, we plan to add much more flexibility to the
Base Benefits business process. Some of the proposed improvements we are
delivering include:
More flexible premium options—providing new ways of calculating
premiums, including by compensation ranges.
Premium splits between tax classes, such as employee premiums being
divided by pre- and post-tax and employer premiums being categorized as
taxable and non-taxable.
More flexible limit processing for contributory plans.
Hardship withdrawal management for all savings plans.
Formula based calculations for life and disability insurance coverage
amounts.
Support for new plan types such as long-term care, wellness, legal, and
health spending plans.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 11

eBenefits

Building on self-service technology, we plan to enhance the enrollment process to

allow optional certification of eligible dependents and benefit elections.

Benefits Administration

Our flagship benefits application, Benefits Administration has several targeted

enhancements in HCM 9.0. For dependant management, over-age dependents may
remain in existing enrollments as long as allowed by an organization’s policy. In
addition, we plan to provide for benefits plan movement while maintaining covered
dependents and coverage codes.

Human Resources for France

To more fully support French regulatory requirements, we plan to enhance Human
Resources for France specific to the Administer Training business process.
Organizations will have the ability to choose their training system as:
PeopleSoft Enterprise Learning Management 9.0 as the training system of
record, with the Administer Training business process used to track
employee costs and generate regulatory reports.
-or-
Administer Training as the training system of record, including training
plan, enrollments, costing, and statutory reporting.
As a result of the regulatory changes (known as 2483), we plan to provide standard,
two-way integrations between Administer Training and Enterprise Learning
Management 9.0. The enhancements allow for greater compliance and also provide
a seamless option to track basic learning or deploy a more robust, advanced
learning solution while fully integrating all data.

Global Military Enhancements

Rank Processing—Associate Rank to Employee

To meet the needs of global military customers, we plan to release enhancements to

the military rank functionality in HCM 9.0. Each military organization must ensure
that the most qualified individuals are deployed for assignments, and therefore
captures and reports rank-related data.
With the planned military rank enhancements in PeopleSoft Enterprise HCM 9.0,
customers can maintain granular military background and skill information. This
data integrates with other HR areas and processes, including the Manage Profiles
and Mass Update business processes. Additional capabilities are planned to allow
for search by military rank and the ability to determine if service members are
eligible for deployment and reassignment.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 12

TALENT MANAGEMENT

PeopleSoft Talent Management offers a consistent and integrated IT architecture to

support and enable every strand of HCM strategy in a high-value, low-cost manner.
This solution integrates the talent management components across business
processes to provide enhanced intelligence throughout the lifecycle. Talent
Management processes include workforce modeling, planning, recruiting,
acquisition, performance management, learning and development, career planning,
succession planning, compensation, and analytics.

Key areas of planned enhancements within Talent Management in the HCM 9.0
release include:

Recruiting Solutions
Candidate Gateway and Talent Acquisition Manager are well-established
applications providing managers, recruiters, and candidates with the ability to
participate in the recruitment process. With PeopleSoft Enterprise HCM 9.0, we
plan to add and leverage functionality to enhance the end user experience:
Integration with Job Profile Manager, sharing a single data source for
accomplishments and competencies.
The ability to attach interview questionnaires to interview schedules.
Standardized approval and delegation framework, leveraging the ability to
delegate all or some approvals to other users.

ePerformance
With the planned release of PeopleSoft Enterprise HCM 9.0, ePerformance is an
even more robust, scalable, and flexible performance management solution.
Focused on enabling organizational excellence and talent management,
ePerformance is a key component of driving employee and organizational success.
Planned enhancements include:

Tighter Integration with Enterprise Learning Management

To fully deploy a talent management strategy, organizations must have the ability to
tie the performance management process to the learning management system. In
HCM 9.0, we plan to deliver the ability to view the employee courses as a factor in
evaluating their competencies, including the ability for managers to view the status
of an employee-created learning plan. Managers may also link to the learning system
to recommend additional learning, assisting in providing tangible actions during the
performance process.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 13

Cascading Objectives through Profile Management

Leveraging profile management, users can set objectives at the departmental,

organizational or business unit level. By cascading these objectives across all or
similar profiles, organizations can ensure similar and appropriate goal sharing by
role.

Sub-Period Feedback

As many organizations perform quarterly checkpoints in addition to regular review

cycles, we plan to introduce the ability to track feedback at various points
throughout the review process. By implementing this functionality, organizations
will gain greater business insight throughout the year.

Document Cloning

Managers often choose to populate current reviews with data from a previous
review cycle, or in some cases use review information for multiple individuals. To
support these needs, Oracle intends to introduce document cloning, allowing
managers to clone and apply appraisal documents for employees in their
management hierarchy.

eDevelopment
The eDevelopment application was designed to support the career development of
employees. Employees access the application to update their internal resumes and
career objectives. In HCM 9.0, we plan to extend the Manage Profiles business
process and make it accessible in the eDevelopment application. Employees can
now search for positions that match their profile, and compare various positions to
determine the right next career step. The user interface for the application has also
been enhanced to make it easier for employees to update their personal profile and
competencies.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 14

TIME AND PAY
This category facilitates higher return on investment by deploying intuitive, flexible
applications that create global solutions. Part of a strategic HCM investment,
organizations can gain greater business insight while enabling employee
empowerment.

Payroll for North America

Offering comprehensive, flexible processing, Payroll for North America in
PeopleSoft Enterprise HCM 9.0 plans to improve processing and performance
while delivering enhanced integrations.
Leveraging the Canadian rules-based engine, U.S. Garnishment processing
provides the flexibility to meet the regulatory requirements of all
garnishment orders.
An improved integration with Time and Labor adds data streaming and
directional control between the applications. With enhanced data
reconciliation, the integration includes more meaningful statuses and
reason codes for error diagnosis.

Global Payroll Core

Released with PeopleSoft HRMS 8.0, Global Payroll Core is a flexible, rules-based
engine capable of processing both delivered country extensions and customer-
configured payrolls. With PeopleSoft Enterprise HCM 9.0, we plan to enhance
features used by both payroll and technical users.
Provide enhanced configurability to earnings and deductions to process
partial periods. Additional support for prorated elements of pay.
Deliver on-demand processing, a dashboard page that permits payroll to
execute a “one-off” pay run, as well as data archiving tools.
Tighter integration between Time and Labor and Global Payroll, including
the addition of bi-directional data controls.
Enhanced sample data with the addition of CEDK (Country Extension
Development Kit) as a foundation.
Introduction of a configurable data extract tool to provide consistent, high
performance method of extracting data for payroll reporting.

Global Payroll for France

Planned enhancements to the Global Payroll country extension for France include
several regulatory and customer-driven modifications. Some enhancements include
the improved definition of retirement and contingency funds to allow employers to
easily tailor benefits to their employee population.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 15

Global Payroll for Japan
Global Payroll for Japan 9.0 plans to provide deeper localization support.
Automated update of Japan postal codes to support workforce data
management and inhabitant tax filing.
Standard electronic bank file format to allow the users to electronically
transfer monthly deductions and retirement allowances.
Improved year-end adjustment process (YEA), reducing the amount of
maintenance for dependent data in managing personal exemptions.
Provides support for the generation of “Unemployment Certificates” and
“Age Certificates.” It also includes support for the “Zaikei” savings plan
by streamlining the calculation of deductions and updating the payslip with
the contribution amounts.

ePay
Allowing employees to manage personal payroll information, PeopleSoft ePay 9.0
plans to expand the self-service options to include electronic copies of year-end
forms and enhanced options for viewing paychecks in PDF format.

U.S. Federal Government NFC Interface

In Payroll Interface 9.0, we plan to enhance the existing NFC interface reporting
process as follows:
Addition of many new PAR, Position, and Job Code fields required for
Human Resources processing at the U.S. National Finance Center
(NFC).
Ability to run regulatory edits online prior to data submission to the NFC
for additional validation.
A workflow and import process for NFC files—SINQ, PACT and PMSO
errors resulting from the NFC Personnel Edit Subsystem (PINE).

Time and Labor

Time and Labor is a global solution that facilitates the planning, reporting,
management, and approval of time, calendar, and schedule creation and usage. It
seamlessly integrates with PeopleSoft Financials and the suite of PeopleSoft HCM
applications. In Time and Labor 9.0, we plan to further improve the integrations
between our pay-related applications.

Integration with Payroll

Payroll for North America customers will benefit from enhanced controls
to select specific payable time rows when loading Time and Labor data.
Additional functionality allows designation of separate check allocation to
accommodate for bonuses or retroactive pay.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 16

 Organizations using either Payroll for North America or Global Payroll
will see enhanced reconciliation tools to reveal payroll discrepancies,
including additional and more meaningful status codes.

Integration with Absence Management

Self-service timesheets will provide real-time interaction with both absence

data and worked time, allowing entries and adjustments directly on the
timesheet with process-driven validation.
The Time Administration and Mass Time processes will include absence
data when creating reported time from scheduled time for enhanced
calculation.

Absence Management
Absence Management is designed for organizations to plan and manage absence
events within a single, customizable rules-based application. Combining self-service
capabilities, Absence Management 9.0 plans to deepen integrations to Time and
Labor.
All absences can be entered directly in the Time and Labor timesheet and
seamlessly transferred to Absence Management. Previous absence
adjustments and balance forecasts can be made directly in the timesheet.
A single approval engine is used for both Time and Labor and Absence
Management for employees using timesheets.
An enhanced time grid provides real-time data from both Absence
Management and Time and Labor.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 17

COMMON COMPONENTS
This category encompasses the features and technology enablers traversing the
entire suite of PeopleSoft Enterprise HCM 9.0 applications. By leveraging
Common Components, customers gain a robust, holistic application management
strategy.

Delegation Management
In a complex workforce, it is often necessary for individuals tasked with approving
transactions to delegate their responsibilities for a period of time. In PeopleSoft
Enterprise HCM 9.0, we plan to introduce a delegation management solution
intended to meet both security and compliance requirements.
Available and utilized throughout self-service, this functionality will support
transaction delegation for both finite and indeterminate periods of time.

Approval Management
To complement the delegation management framework, PeopleSoft Enterprise
HCM 9.0 intends to provide a common approval framework embedded within all
HCM applications. The approval framework allows organizations to centrally
create and maintain approval process templates while associating discrete
transactions, routings, approval levels, and exceptions to each event.
In centrally managing approvals, organizations can trigger, act on and track
approval requests in a singular fashion while providing comprehensive data and
audit trails.

Document Generation
Today’s HCM applications go far beyond basic data management. Recognizing the
organization’s needs to rapidly extract, configure and format data in a variety of
manners, PeopleSoft Enterprise HCM 9.0 plans to introduce a common document
generation solution. Used throughout the PeopleSoft Enterprise HCM suite, the
solution leverages Oracle technology known as XML Publisher.
XML Publisher reduces the high costs associated with development, customization
and maintenance of business documents while increasing the efficiency of reports
management.
Utilizing a set of familiar desktop tools, users can create and maintain both reports
and document layouts in any combination of 185 languages and 244 territories.
Seamlessly converting these layouts into industry-standard files, each translation file
can be individually modified without impacting translations. With bi-directional and
advanced font handling support, XML Publisher provides organizations with a
secure, streamlined document system.

PeopleSoft Enterprise HCM 9.0 Statement of Direction Page 18

PeopleSoft Enterprise HCM 9.0 Statement of Direction
March 2006

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