By TopDown Team
July 22nd, 2014
Project teams often wrestle with the decision to initiate Hyperion Planning’s Workforce module or create a customized salary planning application. Surveying your team, and surveying their requirements can lead to discovery and uncover conversation catalysts to help make the decision clearer. To make sure you get critical information, you should remember some key characteristics when soliciting feedback.
Oracle Hyperion Workforce Planning Module
Oracle Hyperion Planning should be used for budgeting and forecasting, and Workforce Planning is not a payroll system nor is it intended for reporting actuals. The Workforce Planning module is designed with pre-built functionality and best practices. After initiated, Workforce Planning requires certain dimensions – Account, Period, Year, Scenario, Version, Entity, and Employee. Account members include employee properties, salary accounts, merit and bonus rates, benefit information, and payroll taxes. Formulas calculate the budget and forecast based off employee drivers. Smart Lists come pre-built to help manage employee activity and benefit selections. Admin and Planning user input forms are defined with related menus, navigation, and business rules attached. Business rules offer a department transfer and reconciliation process.
Customized For Your Business
You can build a custom application with functionality relevant to your business, comprised of specific calculations, streamlined inputs, and fast processing times. Depending on your source systems, limited employee information can result in significant data entry. To mitigate this, you can increase value by loading the available data and few inputs that make up the business’s required metrics. This can limit inputs, dependencies, and calculation time. Project teams can expect a certain level of modifications and trashing module based functionality—a custom application can facilitate your organization’s functionality instead of trying to place your business requirements square into the pre-built circle.
Time to Poll Your Audience!
Using this knowledge, it’s time to develop a line of questioning for your planning leads. Be sure to consider the level of detail necessary for the plan—it may be time to use blended rates by band type, job grade, or position in lieu of naming every employee. Poll department heads to understand drivers for expense planning and department wide metrics. Discuss dimensionality, members per dimension, and if using employees, employees per department. Connect with IT and data management teams to understand metadata and data source system(s), integrations, schedule, data movement, and write-back requirements. Also, determine what detail the source system(s) can supply – employee status, position, annual salary, hourly rate, merit, bonus, and benefit information. Document currency requirements, employee identification practices, and tax calculations. Discuss headcount calculations and headcount’s impact on allocations. Request to-be-hired’s and department’s hiring frequency. Understand and document the transfer process and the security requirements of the sending and receiving departments (or, additional dimensions). Finally, review workforce and headcount related reporting, standardize, and determine the best system to generate salary reports.