PeopleSoft came out with a completely revamped e-Compensation product in 9.2. Product was enhanced with better integration, manager self service and easy administration. Even with the impressive set of features, e-Compensation product still lacked:
- Better analytical reporting – Reporting provided as graph and charts are not very user friendly to use and do not provide valuable information. Most companies end up creating separate reports for managers.
- Budget Management – Once the cycle is opened up for manager planning there is no easy way to update the budget or exclude employees (due to termination, out of cycle merit increase etc) without making planning unavailable.
- Alert and attachment framework – Even though integration with events, alerts and attachment framework is provided, it is not active and configured out of the box.
- Modeling capability – Managers have no ability to model compensation scenarios within the tool. They need to download data externally to spreadsheets to do complex analysis.
With 9.2, PeopleSoft has listened to its customers and introduced features to eliminate above stated issues.
- Pivot grid based analytical reporting – PeopleSoft is bringing analytical reporting using pivot grids to HR (Finally!). This will not only support better reporting but will also allow managers to do a lot of complex scenario creation within the tool. Reports available are:
- Salary Analysis
- Compensation Distribution
- Compensation by Performance
- Salary Increase by Performance
- Cycle Tracking
- Cycle Guideline Alert
- Alert framework – Alert framework is enhanced even further and now provides alert indicators not just at cycle level but also employee level. This setting in more intuitive to managers.
- Budget updates – e-Compensation now has a refresh process which allow eligibility and budget refresh for certain scenarios. Even though it’s not a full refresh or very highly configurable process, it provides scenarios that most commonly occur.
As expected, e-Compensation tool on PeopleSoft will only get better with every release and will prove to be a strong contender to best of breed products.
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This article is not accurate. The 9.1 and the 9.2 eCompensation product were nearly identical. You contradict yourself in the article as well. You initially state that it 9.2 lacks better analytical reporting but then you list all of the new pivot grid analytics related to the eCompensation module that came out with 9.2 eCompesnation. In both 9.1 and in 9.2, you can terminate individuals and it grays out the row and puts funds back to 0. And you can do the same thing for individuals that had out of cycle increases or you can choose to just show an alert and still allow them to get additional increases. Your 3rd statement depends on which PUM image you have applied. I’m not sure of your definition of salary modeling as that varies from client to client; however, complex analysis can be done by creating additional pivot grids that are provided to aid in modeling as well as the personalization features. Several clients also build / open a cycle to managers to model, then cancel and rebuild / reopen the cycle when it is time to do the actual. This allows managers to get a sense of what they can give in advance. In addition, with the configurable matrices, you can have the system do 90% of the work without the manager having to ever download to excel and try to manipulate data. The purpose of the module is to eliminate excel to be doing compensation.
Hi Monica, Thank you for going through the article in detail. The point I was making abount “lack better analytics” was for 9.1 product. 9.2 brought significant advancement to it by utilizing pivot grids. I might not have been clear in my explanation.
About the termination point, I am not aware of any process in 9.1 that automatically roll back funding for employee terminated within planning cycle. This functionality, using job change process, is delivered only in 9.2. I will appreciate, If you can point me to the appropriate documentation in 9.1. Same with the alerts functionality, it does not exist in 9.1, this functionality was only delivered in 9.2.
Regarding the salary modeling, yes there are some creative ways by which we can ask clients to perform modeling, such as creating a pre-cycle, pivot grids, downloading to excel but these are just work around. They are not pure modeling capabilities. If you would review some of the other leading compensation tools in the market, including fusion, you will see that the modeling functionality is far robust and it is organic to the product and hence does not require any additional build etc.
Configurable matrices can only get you so far but they cannot be configured for every possible modeling scenario for ex. you can configure the matrices to say a rating of A and compa ratio 0.8 should get 2% increase but a manager would like to allocate the increase further in terms of teams rather than individual performance. Such scenarios will be impossible to do as an admin.
Hopefully this provide more clarification on the points I was trying to make.