As the owner of KFC, Pizza Hut and Taco Bell, Yum! Brands Inc. employs over 30,000 people in the U.S. and abroad. In 2014, the leadership team made the decision to retire their mainframe system. They desired to move from a customized, unsupported PeopleSoft 8.8 to a better, more modern system. Yum! enlisted the help of Elire. Established in 2005, Elire Consulting helps clients efficiently implement, integrate, and upgrade software investments. As they see their 200 clients (including 30 Fortune 500 companies) through transitions, they provide specific industry best practices, processes and procedures that will ensure efficiency. Together, these teams decided the best way forward was to implement Oracle HCM Cloud. This product would provide more functionality and follow their overall continuous improvement business model. As Oracle HCM Cloud Implementation partners, Yum! and Elire put together a plan and began to track their successes.

Project Timeline

• Early 2016 – Select Oracle HCM Cloud
• April 2016 – Kick off the project
• July 2017 – Implement the first wave with 1,000 corporate employees
• October 2017 – Go live with Talent Profile, Workforce Compensation and Global Employees
• January 2019 – Implement the second wave with 30,000 U.S. employees

Now, a few years into the process, they’ve identified six wins:

• The improved user experience for self-service and benefits enrollment
• New hire and rehire benefit enrollment notifications
• Payslip contains clear earning and deduction definitions
• Electronic receipts for expense reports
• Continuous updates with new features/functionality
• Mobile capabilities available in future phase

In an effort to help others implement Oracle HCM Cloud, the leaders of Elire and Yum! put together a brief case study on Cloud Talent Profile. The Talent Profile collects information about each employee including career development, education details, training, performance ratings, general mobility, language proficiency, work experience, volunteer activities, professional memberships, licenses & certifications, successors and talent ratings.

As the team evaluated each of these factors and their new talent system, they found value in auto-creating person profiles and being careful during data conversion to minimize cross-references, validate conversion data, review and cleanse legacy data prior to conversion and allow for multiple data conversion iterations.

The Yum! Case study revealed a few key gaps, leaving the implementation team to develop resolutions.

Gap 1: Delivered Integration between Workforce Compensation and Talent Profile

Resolution 1: Fast Formula

Gap 2: A single compensation plan supporting more than five components

Resolution 2: Multiple compensation plans

• Salary & Bonus Plan: Merit, Adjustment, Promotion, Bonus, Lump Sum
• Stock Awards Plan: SARs, RSUs, Cash Awards

Gap 3: Bonus Segments

Resolution 3: User-defined table, EFF, Fast Formula, and Custom Report

After they administered Workforce Compensation, the Yum! and Elire team were satisfied with the overall ease-of-use, Excel export options, daily updated HR data, flexibility, control for compensation managers, and the extensive reporting and embedded analytics. However, they felt the program fell short in some areas. They desired the ability to have more than five components in one compensation plan, more customer columns, better worksheet scrolling (addressed in R13), and the ability to save worksheet personalization (also addressed in R13).

As the team looks ahead to the next wave coming in January, they are also looking back on the lessons they’ve learned. See the list below for help in your own Oracle HCM Cloud implementation.

Lessons Learned

• Having salaried and hourly employees in the same plan caused issues during merit calculation. This also impacted the budget summary. Use dynamic calculations to handle the difference.
• Use the same rounding logic throughout the configuration as used in managing base pay (manage salary).
• New hires will not be picked up by the refresh process after the cycle is opened. Need to reprocess them manually.
• Promotion involving salary basis change (non-exempt to exempt and vice versa) has to be handled manually as there is no option to change or update the salary basis in WFC.
• Limited to use one Action/Action Reason during transfer WFC data to HR. Need to do multiple transfers for merit increases and promotions separately.
• Limited to transfer only one stock grant type. Need to create multiple stock plans or upload stock grants using an integrated spreadsheet.
• Transfer WFC data to HR for Global Transfer scenarios needs manual intervention.
• Avoid too many HR data changes before posting WFC data to HR.

To learn more about the specific steps involved in this implementation, including screenshots of worksheets, watch the full Elire and Yum! presentation here.

Get more stories from customers who have successfully implemented Oracle HCM Cloud here.