Collaborate 13: Oracle Fusion and PeopleSoft HCM: Guide to Making the Right Choices
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In this Collaborate 13 Session, Jaynie Martin from Emtec discusses PeopleSoft 9.2 Human Capital Management, Oracle’s move to Fusion and upgrade options.
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Collaborate 13: Oracle Fusion and PeopleSoft HCM: Guide to Making the Right Choices
- 1. Oracle Fusion and PeopleSoft Human Capital Management: A Novice's Guide to Making the Right Choices Jaynie Martin Emtec, Inc. Tuesday, April 9 4:30-5:30 PM
- 2. ABOUT “We are a dedicated team of highly-skilled consultants, engineers, deployment and integration specialists committed to delivering world-class service to your organization.” Our offerings span the entire IT lifecycle • Consulting Services • Packaged Applications • Cloud Technologies • Application Outsourcing • Infrastructure Services
- 3. • Overview • PeopleSoft HCM Road Map • PeopleSoft v9.2 • Feature Packs • Talent Management Integration • Introduction to Fusion HCM • Positioning your HCM Solution • Questions AGENDA
- 4. OVERVIEW What are the objectives for today’s session? 1. Provide a roadmap to show PeopleSoft Human Capital Management deployment options including new releases, the coexistence model, feature packs, and talent management integration and discuss ways to maximize your organization's investment 2. Understand what Fusion is and learn what it has to offer 3. Understand how to determine and effectively communicate the benefits to your leadership
- 5. PEOPLESOFT HCM ROAD MAP: Options to Maximize your Investment
- 6. • PeopleSoft HCM 9.2 | Released March 2013 • Feature Packs • Off-cycle delivery between major releases • Talent Management Integration • Leverage 9.x Talent Management functionality with prior releases • No upgrade required • Fusion Co-Existence Model • Leverage Fusion Talent Management and Workforce Compensation modules with your current PeopleSoft solution • No upgrade required PEOPLESOFT HCM ROAD MAP New Releases and Enhancements
- 7. PEOPLESOFT HCM V9.2: New Features and Releases
- 8. PEOPLESOFT HCM V9.2 New Features and Functionality • 9.2 Themes • Simplicity, productivity, and lower cost of ownership • Enhanced usability • Delivered dashboards and work centers • Related actions • Secure Enterprise Search • Embedded help • Modal windows • Announcements and notifications • Embedded analytics • Pivot grids
- 9. 9.2 HIGHLIGHTS Key Enhancements in 9.2 • Human Resources/Compensation • Configurable compensation cycles • Recruiting • Candidate Gateway usability enhancements • Job Opening 360 • Flexible processes • ePerformance • Check Points • Outlook Integration
- 10. 9.2 HIGHLIGHTS Key Enhancements in 9.2 • Benefits • Added configuration for life events • Time and Labor • Apply rules • Time reporting templates • Timesheet lockdown • Absence Management • Outlook Integration • Payroll for North America • Paycheck Modeler
- 11. PEOPLESOFT HCM FEATURE PACKS: Leverage New Features Now
- 12. • Delivered “off-cycle” between major releases • Continuously deliver new capabilities and value to meet the changing business needs • PeopleSoft HCM 9.1 Feature Pack 2 is now available and includes capabilities to help increase employee productivity and effectively align investments in the workforce FEATURE PACKS New Functionality Now
- 13. TALENT MANAGEMENT INTEGRATION: Increased Talent Management Functions
- 14. • Best-in-class Talent Management features with current release • Develop and leverage internal talent • No upgrade required • Consistent framework, data, and user interface • Merged navigation structure • Cohesive security structure with single sign-on • Integrated data and business processes • Single system of record • Unlimited users TALENT MANAGEMENT INTEGRATION Recruit, Develop, Retain
- 15. FUSION OVERVIEW: An Introduction to Fusion HCM
- 16. • Best in class application comprised of “best-in-breed” Oracle solutions • Engineered to co-exist with existing solutions or can function as stand-alone application • User driven • Embedded Analytics • Deployment Options: • Software as a Service (SaaS) • Hosted (On Demand) • On-premise • Built on a single code line WHAT IS FUSION? Oracle’s Newest Offering
- 17. CO-EXISTENCE MODEL What is co-existence and who can leverage it? • Leverage Fusion modules while maintaining core data in your PeopleSoft HCM application • Talent Management • Workforce Compensation • Who can use this model? • Available v8.9 or later with PeopleTools 8.50+ • How is data transferred between the applications? • HR2HR Interface • Integration Broker using web services and secure FTP • How often is data sent between the applications? • Daily or as configured in the Process Scheduler
- 18. POSITIONING YOUR HCM SOLUTION: Communicating System Benefits and ROI
- 19. WANT TO SEE MORE? Click the links below to see the full presentation or our other presentations from Collaborate 2013. Click here for the full presentation. Click here for our other presentations from Collaborate 13.
Notes de l'éditeur
- Consulting Services IT Strategy & Planning IT Process Improvement IT Performance & Governance BI Consulting Project ManagementPackaged Applications ERP – SAP, PeopleSoft, Microsoft Dynamics, Oracle EBS, Oracle Fusion CRM – Microsoft, Salesforce BI – Hyperion Planning, HFM, OBIEE, Microsoft BICloud Technologies Strategy & Planning Development & Technology Applications – Salesforce (Workday) Application Outsourcing Custom Development Testing Services Managed Services IT Staffing Infrastructure Services Information Technology Service Management – ITSM Data Center Application Infrastructure End-User Computing Platforms
- Secure Enterprise Search (SES)Quickly access data and complete processing without requiring assistance – puts control in hands of manager and/or employeeMore productive by allowing seamless processing with minimal interruption (i.e. better search capabilities, dashboards, related actions, and modal windows)Configurable help to provide more information and ease processingOrganizational effectiveness!Throughout HCM application; can send announcement available on home page, email, or both; can add links to PS component, URL, or add attachment; ability to assign post and expiration date; allow user to delete; recurring announcements; choose recipient type (i.e. employee, group, department, job code, pay group, task group, union, etc); ability to lock down security based on recipient type; not sure if there's a limit to email recipients; see one recipient rather than individuals within the recipient group; would need to run a query to identify the individual members of group
- Up to 11 mid point check points but no rating at check point - many customers have asked if have annual performance cycle but want to have discussions once/quarter to ensure on track or adjust goals, etc.-Checkpoint applies to all goals/competencies in annual review - not individual per competency or goal-Only participant are employee and manager but could send out email via outlook integration to get additional feedback from peers (would need to copy into document)Outlook reminders built-inHR/CompAllow for customers to configure what they want to happen if employee has the following occur:1. Currency changed (i.e. USD to CAD)2. Status changes (i.e. active to inactive)3. Pay change (most common)What do you want to happen - should employee and comp be included or excluded in cycle?RecruitingCandidate GatewayTaken away where applicants only apply to one job at a time; can apply to all or one job; can configure if applicants can apply but not to a specific jobSeries of steps to apply - see full number of steps for openingConfigure to provide more or less text based on opening configurationCan exit at any time and will be taken back to step left when reenter job applicationCan setup "knock-out" questions (pre-screening)Can attach resume - use resume parsing - or no resumeDivided qualifications into subsets - add work experienceAbility to require specific informationReview and complete information prior to submittingAbility to search internally - through ESS as exists todayJob Opening 360Taken away where applicants only apply to one job at a time; can apply to all or one job; can configure if applicants can apply but not to a specific jobSeries of steps to apply - see full number of steps for openingConfigure to provide more or less text based on opening configurationCan exit at any time and will be taken back to step left when reenter job applicationCan setup "knock-out" questions (pre-screening)Can attach resume - use resume parsing - or no resumeDivided qualifications into subsets - add work experienceAbility to require specific informationReview and complete information prior to submittingAbility to search internally - through ESS as exists todayFlexible ProcessesTemplates that can be configured such as job creation process - frame a template by jobTemplate for recruiting process - format to designate process that fits organization
- BenefitsWay for employee to update info needed based on life event (marriage, baby, adoption, divorce)Change status date: good for 31 days (configurable); Only controls enrollmentLeverages company location and where liveAbility to upload documents; administrator approve documents - no restrictions on type of documents that can be uploadedDependent links; related contentAbility to clone template and create new life event - can add PS links or external websitesCan add employee categories to group statementsT&LApply RulesMajor change - more configuration on TL Installation (i.e. run from submit, run from apply, or real time rules not enabled), work group, TRC program, and template; administrator page for timesheet lockdown - lock out users up through pay date being processed; allow users to apply T&L rules immediately and view time; rules applied when time is submittedTime reporting templatesDetermine tabs on timesheet to control (i.e. hide exceptions or allow only manager view but not employee); skip submit confirmation, etc; ability to override installation settings for mouse over pop-upLockdownFail safe with special administrator permission list to allow updates to prior periods that are locked; lockdown by pay groupAMRequesting Absence from the Outlook Calendar should be as simple as using PeopleSoft, but without logging into the system. With the integration, employees will be able to request an absence from within their Outlook calendar and the absence will be automatically updated in PeopleSoft Absence Management. The user will be able to follow the approval process in Outlook without needing to login into PeopleSoft. The delivered integration will use single sign-on to authenticate and personalize the user experience by streamlining the type of Absence that a user will be allowed to request and will apply any edits according to the users profile and role in the organization. All existing configuration and predefined edits defined in the PeopleSoft self service configuration will be used. Users on the go require a modern mechanism to perform their task related to Absence Approvals. Very often users need to leave work, hop on a plane, or are rushed into meetings, and yet still need to complete their tasks related to approvals. Some organizations require users to be connected to their secure intranet and firewalls to complete any approvals. PeopleSoft Absence Management 9.2 will deliver approval notifications using HTML E-Mail Collaboration. Users will be able to receive fully functional e-mails that will allow them to Approve, Deny, or Push Back transactions. The action will be documented just as if you were in front of your computer, even without having to establish a secure connection to your firewall. Absences that have been requested from Absence Self Service, Time and Labor Timesheet, or Microsoft Outlook will generate an HTML email notification and route it to the Approver(s). Approvers will be able to access the email from anywhere and any device they typically access their work email, view the information provided in the template to make an informed decision, and take the action of approving, denying, or pushing back on the request. This will allow users to keep on top of their approval tasks and remain efficient and productive. Payroll2 step process: company controlsMax concurrent processes: how many employees can use it concurrently at a time vs. how many in a day totalAbility to disable it during payroll processingAbility to edit, clear, or edit earnings - earnings from JOB as well as other earnings with OK to PayModeler page: ability to configure text in text catalogCan edit, add, or clear deductions as well except garnishments (verify?)Taxes: only those allowing withholding changes are visableAfter calculate, see graphic of check - can also print - clearly shows estimated (watermark); no company other info, so can't take to bank to use for loanRelated actions - to update data if like model (i.e. W-4 tax information, benefits summary etc)Only allowed to model for state in - focus group decision due to risk; if employer not in state, causes cobalt errorSome states don't allow withholding changes (i.e. PA)Pulls tax distribution stateEarnings definition
- Develop internal talentIdentify skills available through workforceInvest in talent – increase ROI on workers and improve employee relations and moraleConsistent framework, data, and user interfaceMinimize trainingStable structure using same data display and organizational structureSecurityReduce cost of maintaining security in multiple systemsSingle system of record:Reduce 3rd party softwareUnlimited users: not limited to specific number of users (licensing?)
- Private cloud?SaaS - multi-tenant and private-tenant Leverage past investment with co-existence modelKEY BENEFITS Improve productivity by having a single point of interaction to HR, line managers and employees Increase process adoption through a delivered framework and best practices Promote business flexibility by providing tools to manage and optimize business processes Cut operational costs increasing effectiveness and efficiency Ensure compliance through guided tasks while retaining the required approvals Oracle Fusion Applications offer customers a variety of deployment options. Private Cloud: Your organization owns, implements, and manages the HCM application. Managed Cloud Service: The HCM application is deployed as a private cloud at one of Oracle’s data centers, at your site, or through Oracle’s partners and managed for a fixed monthly fee. Public Cloud: Oracle Cloud delivers your HCM applications with subscription-based access. Hybrid Cloud: You can also choose a hybrid model for different elements of your IT environment, and move back and forth over time as your strategy or requirements change. How do you differentiate Public Cloud, OnDemand, hosted, and Managed Cloud Service solutions? I’m not sure I understand the difference. Public Cloud is a pure subscription deployment. The customer owns no licenses, but simply subscribes to a service that lets them use the applications. In a Managed Cloud Service deployment option, the customer owns the licenses for the products they are using, but the software and hardware are physically located in a separate location, and they are managed and maintained by someone other than the customer. Oracle On Demand is the name for Oracle’s hosting option or Oracle Managed Cloud Service; Oracle solutions can also be hosted by Oracle Partners. Product enhancements to Oracle Fusion HCM are planned every 3-6 months. For Cloud deployments, the upgrades will be applied (according to customer SLAs) to the Oracle Cloud environment during a regularly planned release process. Because Oracle Fusion HCM is built on a single code line, you can always apply the latest upgrade and have your organization's implementation running on the most current version—no matter whether you've chosen an on-premises or SaaS deployment.
- Oracle Fusion Workforce Directory Management Oracle Fusion Goal and Performance Management Oracle Fusion Workforce Compensation Oracle Fusion Talent Review Fusion Talent Management Base (Workforce Directory Management) provides the Talent Profile and Organizational Chart while acting as a launchpad for strategic processes such as Talent Review, Performance, Goals and Compensation. Data transferZip files sentProgram extracts and loads staging tableProcess to load data from staging to tablesThe files transported between the PeopleSoft environment and the Fusion environment are single compressed .zip files. The transfer of these files to and from the PeopleSoft environment is supported by PeopleSoft Integration Broker web service messages. PeopleSoft delivers the web service message structure as part of the PeopleSoft HRMS 8.9 to Fusion Talent Management and Fusion Workforce Compensation coexistence, but there are several steps you must take to complete the Integration Broker configuration:• Set up and activate service operations, handlers, and routings. • Set access to permission lists. • Configure routing connector properties. • Activate queues. • Update node credentials. • Configure node connector properties. • Update node security. Running the Transformation Process Click the Run button to initiate the FT_EXTRACT Application Engine process. This process calls the Application Engine processes you select in the Transformation Processes group box to extract the specified data. It then transforms the data into a format readable by Fusion Talent Management and Fusion Workforce Compensation and posts it as a single zip file to the FTP server defined by the specified configuration ID.PeopleBook Update Integrating PeopleSoft HRMS 8.9 with Fusion Talent Management and Fusion Workforce Compensation March 2012 Copyright © 2010, Oracle and/or its affiliates. All rights reserved. 45 You can review any errors that the process encounters on the Error Summary page. After reviewing those errors, you can rerun the FT_EXTRACT process if necessary. Note. The FT_EXTRACT process filters the extracted employee data based on the data filter options defined on the Fusion Integration Installation Options page. It does not, however, apply these data filter options to control data. Note. The FT_EXTRACT process does not support data values that contain the pipe (|) character. Setup Entities in FusionStage 1 on Diagram.Some initial setup needs to have been done on the Fusion side using the standard Fusion User Interface. For instance, the creation ofEnterpriseLegal EntitiesPSU/TRUsLegislative Data GroupBusiness UnitsLookups, Actions, and Action Reasons** Not a complete listManage Loader Configuration and Export Fusion Cross Reference DataStage 2 on Diagram.This process creates a one-off zip file for transfer to the source system. The Manage Loader ConfigurationUser Interface sets the export parameters , and invokes an ESS program that extracts the cross referencedata into a zip file, and places the zip file into the Fusion Outbound FTP server location.A GUID and Name are sent in the zip file for the following entities:HR CoreSETIDsLegal EntitiesPerson TypesAssignment Status TypesActionsAction ReasonsAction Reason UsagesTalent ManagementContent TypesContent Type RelationsProfile TypesQualifiersQualifier SetsCompensationElement TypesInput ValuesThe GUID is a common ID between the source system and Fusion which is used as a lookup to identify thesurrogate id in each system. For instance, the zip file would contain, for example, an Element Type asfollows:GUID NameX1 BonusIn Fusion this would have an internal surrogate id , held on an internal mapping table with the GUID, and likewise after sending cross-reference data, the GUID will be mapped against the equivalent internal surrogate id in the AU product schema.9876 ID … An Overview of the Main HR2HR Integration Stages in the Fusion HCM CoExistence Model [ID 1332571.1]To BottomModified:Sep 15, 2011Type:BULLETINStatus:PUBLISHEDPriority:2Comments (0)In this Document Purpose Scope and Application An Overview of the Main HR2HR Integration Stages in the Fusion HCM CoExistence Model Introduction Process Setup Entities in Fusion Manage Loader Configuration and Export Fusion Cross Reference Data Import Cross Reference Data to Source System Map Source System to Fusion Entities Extract Data from Source System to Fusion Import Fusion HCM Data Backfeed Compensation DataApplies to: Oracle Fusion HCM Common Architecture - Version: 11.1.1.5.1 and later [Release: 1.0 and later ]Information in this document applies to any platform.PurposeThis document summarizes the main stages involved with integrating existing HCM Apps Unlimited Applications with Fusion Talent Management and/or Fusion Compensation, with the emphasis on the Fusion processes.Scope and ApplicationThe document is one of a series of high level papers showing the main stages in the HR2HR integration cycleenabling the Coexistence of Apps Unlimited, and Fusion Talent Management and Compensation applications. An Overview of the Main HR2HR Integration Stages in the Fusion HCM CoExistence ModelIntroductionThe initial Fusion HCM offering allows for the CoExistence of Fusion Talent Management, and/or Fusion Compensation with the current APPS Unlimited (AU) products ofOracle E-Business SuitePeoplesoft EnterpriseJ D EdwardsThe AU products will continue to be the 'Source of Truth' for all HR data whilst allowing users the ability toconsume the latest technologies and features in Fusion Talent Management and Compensation.HR2HR is the process by which the AU products integrate, by extracting core HR Business Objects forimport into Fusion. For Compensation only, there is a reverse process that allows for updates madefollowing the end of the Compensation cycle to be passed back into the AU source system.As the initial Fusion implementations are all On Demand/SaaS customers, and AU source systems aremainly On Premise , the HR2HR process requires the transfer of data between servers using Secure FTP.At the time of writing the following is not yet available:Coexistence model that includes J D EdwardsIntegration of Compensation with E-Business SuiteProcessThe below diagram shows the Integration process between E-Business Suite (EBS), and Fusion, but theprocess is the same for the other AU products too. The User Interface, however, on the AU Productsend will differ as we are integrating different source systems, and utilizing the different source system technologies.The following diagram shows the data flow.Setup Entities in FusionStage 1 on Diagram.Some initial setup needs to have been done on the Fusion side using the standard Fusion User Interface. For instance, the creation ofEnterpriseLegal EntitiesPSU/TRUsLegislative Data GroupBusiness UnitsLookups, Actions, and Action Reasons** Not a complete listManage Loader Configuration and Export Fusion Cross Reference DataStage 2 on Diagram.This process creates a one-off zip file for transfer to the source system. The Manage Loader ConfigurationUser Interface sets the export parameters , and invokes an ESS program that extracts the cross referencedata into a zip file, and places the zip file into the Fusion Outbound FTP server location.A GUID and Name are sent in the zip file for the following entities:HR CoreSETIDsLegal EntitiesPerson TypesAssignment Status TypesActionsAction ReasonsAction Reason UsagesTalent ManagementContent TypesContent Type RelationsProfile TypesQualifiersQualifier SetsCompensationElement TypesInput ValuesThe GUID is a common ID between the source system and Fusion which is used as a lookup to identify thesurrogate id in each system. For instance, the zip file would contain, for example, an Element Type asfollows:GUID NameX1 BonusIn Fusion this would have an internal surrogate id , held on an internal mapping table with the GUID, and likewise after sending cross-reference data, the GUID will be mapped against the equivalent internal surrogate id in the AU product schema.Below is the User Interface in Fusion to extract the cross-reference data.And the dat file containing the XRef data included in the zip file.Import Cross Reference Data to Source SystemStage 3 on DiagramOnce the XREF zip file has been placed in the Fusion Outbound FTP Server location, a notification is sent to the System Administrator that the XREF data is ready. A program in the source system is run to importthe zip file , and extract the XREF data into specific staging tables.Map Source System to Fusion EntitiesStage 4 on DiagramCertain entities that are to be migrated from the source system need to be mapped with entities manuallydefined in Fusion using the cross-reference data.This information is held quite differently in the AU Source Systems. For instance, in E-Business Suite theremay be multiple business groups which would need to be mapped to Business Units or Legal Entities. Job,Position and Grade names are held on Key Flexfields, and may be made up of more than one segment.Person types and User Defined Lookups will also need to be mapped. For this reason the User Interfaces in the AU products have been designed and developed separately by the respective development teams, and will be covered in separate documents.Extract Data from Source System to FusionStage 5 and 6 on DiagramIn the source system there will be a process and validation procedure to load the target data into internal staging tables. It willRead the transformed data stored in the staging tablesGenerate DAT files for each of the entitiesCreate a folder for each of the Logical Business Objects(LBOs) that need to be sent to FusionPlace the data files in the appropriate folderGenerate a single ZIP file for exporting to Fusion.If not done automatically, the ZIP file is transferred to the Fusion FTP Inbound server, and a notification is sent to Fusion administrator that a file is ready for upload.Import Fusion HCM DataStage 7 on DiagramThe import to Fusion is a two phase process. The 1st phase uses Oracle Data Integrator(ODI) to take thedata from the ZIP file, and organize it into staging tables. It maps against the GUID values and either updates, or creates new entities as appropriate, then writes to the Batch Loader header and line tables.The 2nd phase is the Batch Loader which is equivalent to Data Pump in E-Business Suite. This is where all the validation of the data takes place. Any rows passing validation will be committed to the Fusion tables.Any failing will be rejected. The ODI staging tables are cleared after every import, but the Batch Loader tables have a unique batch_idfor every run, and therefore retain the history.The two phases (Import and Batch load) are run from the Data Exchange work area using the Load HCMData task. The following parameters need to be providedZip File NameBusiness ObjectLoader Run Type It is recommended the Business Objects are imported one after the other rather than all at once.You can submit both phases together or submit only the import phase using the Loader Run TypeImportImport and Load Batch DataIf the Import phase only is selected, the Batch Load must be launched from the Load Batch Data page onthe task pane. If you set Load Validate Only to Yes, the Batch load runs in Validate Mode only to allowusers to check any errors. Set to No to Validate and Commit.The Load Batch Data UI is also where you would inspect the status of batches and investigate any errors.You can use the icons to retry or delete batches.Backfeed Compensation DataThe Backfeed functionality is available on Compensation Co-Existence implementations only to pass backsalary and assignment changes to the source system. It is launched from the Data Exchange work area usingthe Extract HCM Data task.A zip file is created containing 3 XML files.XML1- Assignment/Work Relationships dataXML2-Element Entry dataXML3-Salary Proposal data