Wednesday Jul 11, 2012

PeopleSoft HCM and FSCM 9.2 Release Value Propositions

PeopleSoft Human Capital Management (HCM) and Financials and Supply Chain Management (FSCM) are world-class solutions for organizations of every size, region, and industry. Oracle’s planned product roadmap for PeopleSoft applications is to deliver valuable, needed features for all of an organization’s constituents along three design principles — Simplicity, Productivity, and Lowered Total Cost of Ownership — as well as new application functionality as prioritized by our customers.

The upcoming 9.2 releases of PeopleSoft Human Capital Management, Enterprise Learning Management, Asset Lifecycle Management, Enterprise Service Automation, Financial Management Solution, Supply Chain Management, and Supplier Relationship Management focus on these themes of Simplicity, Productivity, and Lower Total Cost of Ownership while also delivering robust new functionality to help your organization succeed.

The recently published PeopleSoft HCM and ELM 9.2 Release Value Proposition and PeopleSoft ALM, ESA, FMS, SCM, and SRM 9.2 Release Value Proposition provide overviews of the new features and enhancements planned for these applications for Release 9.2. These documents offer customers a road map intended to help them assess the business benefits of upgrading to the 9.2 release while also helping them plan their IT projects and investments. (Links are to My Oracle Support pages, available to customers and partners.)

Oracle continues to deliver enterprise-wide features that enhance our customer ownership experience and helps them run their businesses more efficiently and profitably. With the HCM and FSCM 9.2 releases, we continue to abide by this firm commitment we’ve made to our customers.

Thursday Jun 21, 2012

PeopleSoft RECONNECT Conference Unites the PeopleSoft Community

The PeopleSoft team is looking forward to participating in this new PeopleSoft deep dive conference from the Quest International Users Group.  We’ve worked diligently with the leadership of Quest’s PeopleSoft Special Interest Groups (SIG’s) and Regional User Groups (RUG’s) to make sure this national user event delivers PeopleSoft content that meets the needs of the PeopleSoft community.

The inaugural PeopleSoft RECONNECT conference will be held August 27-29, 2012 in Hartford Connecticut.  Through our Product Strategy, Development and Support teams Oracle will provide support for education sessions in these key tracks:

  • Human Capital Management (HCM)
  • Financials (FMS)
  • Supplier Relationship Management (SRM)
  • Supply Chain, Manufacturing & Distribution (SCM)
  • Project Costing
  • Applications Technology (PeopleTools)

Oracle will host a general session from John Webb, plus roadmap sessions for the major PeopleSoft product areas.  We will also host enhancement discussions for our key PeopleSoft solutions allowing participants to contribute to the future of PeopleSoft through an interactive forum.  All of this is part of the 100+ education sessions being offered by the customer and vendor community.  

There’s a lot of buzz around this conference, so don’t delay in registering key members of your team today.  We look forward to seeing you there so register NOW!

Monday Jun 04, 2012

Oracle HCM User Group (OHUG) 2012 Conference

The PeopleSoft HCM team is looking forward to a great OHUG conference and to meeting with our PeopleSoft HCM Customers there!

The OHUG Global Conference 2012 will be held at the Mirage in Las Vegas, Nevada, June 18-22, 2012.

With Oracle Corporation's continued support of the Global OHUG Conference, this event is one of the best opportunities PeopleSoft HCM Customers have to interact and communicate directly with PeopleSoft Strategy, Development and Support and understand the entire Oracle HCM opportunities that await.

PeopleSoft HCM has 10 exciting sessions and several Meet the Experts sessions planned to highlight the value and opportunities with PeopleSoft applications. For details on the PeopleSoft HCM tracks and sessions please visit the OHUG Session Line Up page.

PeopleSoft HCM will be offering an annual General Roadmap session by Tracy Martin and multiple Product specific sessions. Our PeopleSoft HCM General session will provide very valuable information on our continuous delivery strategy and upcoming HCM 9.2 release and beyond. Tracy will also address opportunities that await PeopleSoft customers with co-exist opportunities with Fusion, Taleo, Oracle BI and more. Our Product Roadmap sessions will go into product specific areas providing roadmap information for the corresponding product domains.

There will also be a PeopleTools Roadmap and Vision session that will let Customers see what is new in PeopleTools and what is planned for the future.

And last, but not least, PeopleSoft will be holding the annual Meet the Experts sessions. Customers who want to have focused discussions on specific areas or products can meet with PeopleSoft Strategy, Development and Support teams who will be available to discuss product features and answer Customers' questions.

Don’t miss this opportunity! If you are a PeopleSoft HCM Customer, join us at OHUG! Look forward to seeing you there.

Monday Mar 12, 2012

For Customers upgrading to or newly implementing PeopleSoft HCM 9.1 – Feature Pack 2 CD and Upgrade Certifications Now Available

If your organization is on PeopleSoft HCM 9.0 or 8.9 and is planning an upgrade to release 9.1 or if your company is planning to start a brand new PeopleSoft HCM 9.1 implementation, then it is important for you to know that the English and Multi-Language CDs for the PeopleSoft HCM 9.1 Feature Pack 2 enhancements are now available on the Oracle Software Delivery Cloud (OSDC).

PeopleSoft HCM 9.1 has been delivering new features and capabilities through bundles and maintenance packs since the release became available in October 2009. These new features and capabilities are called feature pack enhancements. The new CDs (Feature Pack 2 CDs Revision release) allow net new 9.1 customers to get the most up to date version of the software which includes the original 9.1 release plus fixes and feature pack enhancements made available through bundles and maintenance packs since the GA release.

Updated documentation (PeopleBooks, the Hardware/Software Requirements Guide, the Installation Guide, the Cumulative Feature Overview, the Release Notes, and more) is available on OSDC and My Oracle Support (MOS). You can also view the updated PeopleBooks on the Oracle PeopleSoft Hosted PeopleBooks site. In addition, the upgrade scripts have been updated to align with the HCM 9.1 Feature Pack 2 Revision release and are now available on MOS. View the PeopleSoft Human Capital Management 8.9MP1 to 9.1 Feature Pack 2 Upgrade and the PeopleSoft Human Capital Management 9.0 to 9.1 Feature Pack 2 Upgrade pages on MOS.

Existing PeopleSoft HCM 9.1 Customers need to install feature pack enhancements following a different methodology (not through these new CDs). Please see MOS page here for more information. You can learn more about our current Continuous Delivery Model by watching this short video.

Friday Feb 24, 2012

PeopleSoft Long Term Investement Plan and Roadmap

I'm often asked by customers, what's next for the PeopleSoft product line? It's a topic we love to discuss, as there are a lot of great things happening with the PeopleSoft products as you might have seen in our recent Feature Pack 2 announcements and YouTube postings. Striving to put more of this information in the hands of our customers, last year we published a multi-year roadmap that went well beyond a typical statement of direction for the next planned release. It included both functional and technical directions for all PeopleSoft products over multiple years. A number of the features highlighted in this original roadmap document have now been delivered with the culmination of 9.1 Feature Pack 2 and PeopleTools 8.52. We've now included additional updates for PeopleSoft 9.2 and beyond.

This document is available on My Oracle Support for all Oracle customers with a valid MOS login:

PeopleSoft Long Term Investment Plan and Roadmap

Sunday Dec 18, 2011

Managing the Mobile Workplace

Working 9-to-5 in your office is a thing of the past these days.  Today’s workers begin their workday by grabbing their smartphone, checking for company emails and daily tasks even before they get out of the bed.  Collaborating with team members via web conference without getting tethered to a desktop computer confined in a physical office location is commonplace.   With wide-spread availability of the internet connection, employees can conduct practically all of his/her tasks from the comfort of using mobile devices.  Thanks to smartphones, mobile tablets and Wi-Fi, which have completely changed the way we do our jobs and enabled us to do them quicker, better and more for our employer.  Tasks such as approving an absence request for your employee, taking and submitting a work-related expense with a photo receipt, holding and attending conferences or meetings with your employees located across the globe, and reviewing annual performance appraisals, can be easily performed directly from the comfort of your preferred place and time with a mobile device.  As a result, virtual workplace powered by mobile devices is paramount and employers are finding that employees are more productive and efficient when they are allowed to do their work ubiquitously.

The following statistics from various analyst groups attest to this latest trend in workforce and to the cultural transformation of our corporate environments as employee adoption of mobile devices continue to proliferate exponentially.

· 75% worked more hours because of the increased flexibility in when and where they could work. (The iPass Global Mobile Workforce Report - © 2011 iPass, Inc.)

· 32% of the employees globally now rely on more than one mobile device during a typical workday. (The Rise of the Mobile Workforce - © 2011 Gist)

· 89 of the top 100 US companies offer telecommuting (Telework Coalition)

· By 2013, more than 1.19 billion workers worldwide will be using mobile technology, accounting for 34.9% of the workforce (Mobile Workers Will Pass 1 Billion in 2010 - © 2011 IDC)

· Gen-Y is entering the workforce, creating a cultural shift and a demand for more mobile devices, wireless support, and use of social media (© 2011 Gartner)

So what is Oracle PeopleSoft doing today to meet the demands and to address the mobility needs of your enterprise workforce?  Wouldn’t it be nice if you can enable your workforce to be ubiquitous by allowing them to run PeopleSoft applications anytime anywhere using a mobile device such as Apple iPad?  Wait no more.  With the release of the latest PeopleTools 8.52, we have certified the Apple’s Safari browser and your workforce can now run any PeopleSoft applications on the Apples’ iPad tablet device. 

With the iPad tablet certified for PeopleSoft applications, your workforce can readily access content-rich HCM applications such as Company Directory, Talent Summary, and Manager Dashboard directly from their iPad device and leverage the convenience of the mobile device to better manage their workforce with a touch of a finger:

Company Directory enables your employees and managers to search for people across the organization through a visual representation of the organization hierarchical structure, and enable actions such as managing absences, compensation, performance, career and succession planning.
Talent Summary provides HR managers a unified and holistic view of talent related information of an individual employee when they want to view job competencies, performance history and other aggregated data about their direct reports at an individual level as well as indirect reports for higher level managers.
Manager Dashboard allows HR managers to quickly and easily view actionable summaries of information for the manager’s direct and indirect reports, and update human resource information as needed.

There are more to offer. We also provide a mobile approval solution which allows managers to view and approve requests directly via an email on a mobile device. What about your employees wanting to capture expense receipts at the point of transaction while they’re on-the-go? Look no further. With the popularity of the iPhone, we have delivered iReceipt which can be downloaded free from the Apple App Store to help your workforce easily capture and manage a record of their expenses while they’re on the move.

PeopleSoft Inventory Management is another mobile solution which was delivered this year as a pure mobile application to help the healthcare vertical market manage on-site inventory and take advantage of capabilities like bar-code scanner and signature capture technology.

These are just a snippet of examples on how we continue to deliver innovative business solutions that can help you effectively manage your mobile workplace via mobile enablement. For more information on the latest PeopleSoft mobile initiative and solutions described above, please contact your account manager and stay tuned. There are more mobile applications coming your way.

Tuesday Nov 15, 2011

Manager Self Service at your Fingertips

Last week we released new and improved Manager Self Service capabilities in PeopleSoft HCM 9.1. We delivered a new Manager Dashboard, streamlined many Manager Self Service transactions, provided new Pivot Grid capabilities, and implemented one-click Related Actions accessible from multiple places – all with the goal of improving every Manager’s self service experience.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Manager Dashboard

These new capabilities have the potential to significantly impact an organization’s bottom line, and here is why.

Increased Efficiency

The Manager Dashboard provides a ‘one-stop shop’ for your Managers with all of the key data they need consolidated into a single view. Alerts notifying managers of important tasks are immediately viewable and actionable. Administrators can configure the dashboard to include the most important pagelets needed for their organization, and Managers can personalize it to fit within their personal way of conducting their tasks. The Related Actions feature further improves the ease with which Managers get their work done by providing one-click access to Manager Self Service transactions. 

Increased Job Satisfaction

The streamlined Manager transactions, related actions, and the new Manager Dashboard provide an enhanced user experience. Managers are able to quickly get in, get the information they need, complete their transactions, and get out. Managers can spend their time focusing on getting the business results they need instead of their day to day HR tasks.

Enhanced Decision Support

Administrators can ensure the information and analytics they want their Managers to use are available from the Manager Dashboard, establishing best business practices. Additional pivot grids relevant to your own organization can be added to the Manager Dashboard. With this easy access to the relevant information in an easily understood format, Managers can make the right business decisions needed to improve their team and their team’s productivity.

For more details on the Manager Dashboard and some of the other newly posted features, such as a new Talent Summary, check out this video and others: Oracle PeopleSoft Webcasts


Thursday Nov 10, 2011

Oracle Announces Release of PeopleSoft HCM 9.1 Feature Pack 2

Big things sometimes come in small packages.  Today Oracle announced the availability of PeopleSoft HCM 9.1 Feature Pack 2 which delivers a new HR self service user experience that fundamentally changes the way managers and employees interact with the HCM system.  Earlier this year we reviewed a number of new concept designs with our Customer Advisory Boards.  With the accelerated feature pack development cycle we have adopted, these innovations are  now available to all 9.1 customers without the need for an upgrade.   There are no new products that need to be licensed for the capabilities below.

For more details on Feature Pack 2, please see the Oracle press release.

Included in Feature Pack 2 is a new search-based menu-free navigation that allows managers to search for employees by name and take actions directly from the secure search results.  For example, a manager can now simply type in part of an employee’s first or last name and receive meaningful results from documents related to performance, compensation, learning, recruiting, career planning and more.   Delivered actions can be initiated directly from these search results and the actions are securely tied to HCM security and user role. 

The feature pack also includes new pages that will enable managers to be more productive by aggregating key employee data into a single page.  The new Manager Dashboard and Talent Summary provide a consolidated view of data related to a manager’s team and individual team members, respectively.   The Manager Dashboard displays information relevant to their direct reports including team learning, objective alignment, alerts, and pending approvals requiring their attention.  The Talent Summary provides managers with an aggregated view of talent management-related data for an individual employee including performance history, salary history, succession options, total rewards, and competencies.   The information displayed in both the Manager Dashboard and Talent Summary is configurable by system administrators and can be personalized by each of your managers.

Other Feature Pack 2 enhancements allow organizations to administer Matrix or Dotted-Line Relationship Management, which addresses the challenge of tracking and maintaining project-based organizations that cut across the enterprise and geographic regions.  From within the Company Directory and Org Viewer organization charts, managers now have access to manager self-service transactions from related actions.  More than 70 manager and employee self-service transactions have been tied into the related action framework accessible from Org Viewer, Manager Dashboard, Talent Summary and Secure Enterprise Search (SES) results.  In addition to making it easier to access manager self-service transactions, the feature pack delivers streamlined transaction pages making everyday tasks such as promoting an employee faster and more efficient.

With the delivery of PeopleSoft HCM 9.1 Feature Pack 2, Oracle continues to deliver on its commitment to our PeopleSoft customers.  With this feature pack, HCM 9.1 customers will be able to deploy the newest functionality quickly, without a major release upgrade, and realize added value from their existing PeopleSoft investment.    For customers newly deploying 9.1, a new download with all of Feature Pack 2  will be available early next year.   This will aslo include recertified upgrade paths from 8.8, 8.9 and 9.0, for customers in the upgrade process.


Monday Nov 07, 2011

Using PeopleSoft Analytics to Maximize Workforce Effectiveness

I recently attended a session at the 2011 HR Technology Conference with Laurie Bassi and Jac Fitz-enz discussing the fact that HCM is now emerging as one of the sustainable sources of competitive advantage. I continue to be amazed that, after talking about the value of Human Capital for over 30 years, we – as an industry – are still struggling to “quantify” that value. The adoption of HCM analytics has also been slow to be adopted, but we are now seeing momentum in this area as well.

Dr. Jac Fitz-enz has written dozen of books on the subject (he’s published 11 books and over 290 articles, reports and book chapters on measurement and strategic management since the 1970’s) and Laurie Bassie, an industry thought leader in her own right, has just released a new book titled Good Company: Business Success in the Worthiness Era. Much of the discussion and case studies in this session not only suggest, but actually prove that companies with good HR practices and exceptional treatment of employees, outperform companies that don’t follow these documented principals by as much as 50%.

At PeopleSoft, at least for my almost 20 years here, we have been talking about using analytics to help prove the fact that “people” are a leading indicator of company success. Even with early versions of PeopleSoft HCM, we delivered tools to help extract and analyze HR data. Later, we delivered pre-packaged analytic KPI’s (key performance indicators) in our HCM analytics product called Workforce Analytics.

PeopleSoft has long valued input from our customer base and in listening to input from customer meetings and advisory boards and as technology innovations have escalated, we have continued to enhance our HCM product line with more comprehensive analytics capabilities to help companies evaluate the value of Human Capital. In addition, since our acquisition by Oracle, we have been able to exploit additional tools and technologies to compliment our HCM applications such as the innovative HR Analytics product and the new Fusion HCM products.

Several years ago, I defined 5 Levels of metrics that matter. These levels of analytics, listed in order from least impact/complexity to most impact/complexity, include:

  1. Information Distribution (standard reports)
  2. Metrics Delivery (dashboards)
  3. Contextual Embedded Analytics
  4. Correlated Analytics
  5. Predictive Modeling

We can turn the clock back to see a quick history of PeopleSoft and Oracle’s HCM analytics capabilities:

Level 1:  Delivery of standard reports – headcount reports, turnover reports, time to fill position, and so on – from Release 1.


Level 2:  Delivery of scorecards and dashboards, typically through HCM Analytics or Enterprise Performance Management capabilities from Release 7.

Level 3:  Delivery of embedded contextual analytics – analytics are a part of a business process, not an after thought, one off report since Release 8.

Level  4:  Delivery of correlated analytics – analytics that pull information from multiple sources to provide not only quantitative data, but qualitative indices as well – Release 9 and beyond.

Level 5:  Delivery of predictive analytics – through the use of data mining and data patterns – we are now able to look at the vast amount of HCM data to help predict future trends. Release 9.1 and beyond as well as in the Fusion HCM product line.


Now – with the delivery of PeopleSoft HCM 9.1, we are able to address all 5 Levels of analytics within our products and tools.

We will continue to put robust analytics in the hands of end users when we deliver the new Pivot Grid feature, coming soon in PeopleTools 8.52. The pivot grid is a new analytic capability that gives users the ability to quickly and easily pivot and filter data within PeopleSoft applications without having to export data to Microsoft Excel. Data for pivot grids is generated by PS Query and can be rendered in charts or analytical grids. Users can add pivot grids to application pages or pagelets. The capability to create new pivot grids in PeopleSoft HCM is enabled by PeopleTools 8.52, and we have plans to deliver pivot grids in the next release of HCM. Going forward, managers will be able to quickly view and analyze relevant critical information deployed to their home pages or dashboards.

Example of a pivot grid (with data displayed as a bar chart) created with PeopleTools 8.52 and deployed to a manager’s dashboard:

As we look at the future roadmap for PeopleSoft, HCM analytics will continue to play an increased role in how the Human Resources organization provides value to their company by delivering targeted information to not only evaluate how current talent is performing, but to actually predict the value of that talent into the future. Who are our top performers? Who are we at risk of losing? What skills will we need in the future and who are the potential candidates to fill those roles? Are we doing what we need as managers to engage that segment of the workforce? These are just a few examples of the many ways we need to use the vast amount of information on our employees to drive future success of our businesses. Our job at PeopleSoft is to deliver that information to you in an easy and seamless way to continue to show the economic value of your most valuable asset – your employees.

For more information go to our Virtual Briefing Center for HR Executives here.

Friday Oct 28, 2011

PeopleSoft HCM @ OpenWorld 11: Focus on Customer Success

Earlier this year, in a post following the OHUG conference, I promised that the PeopleSoft HCM Strategy team was hard at work planning HCM OpenWorld sessions you would like. I think you’d agree that we delivered on that promise and then some at Oracle OpenWorld during the week of October 2nd.

The PeopleSoft HCM Strategy team was among the 45,000+ attendees this year at OpenWorld. We really enjoyed meeting with customers, networking with our peers, and hearing continued excitement about the HCM Feature Pack release strategy. Hundreds of attendees packed the popular, standing-room-only, PeopleSoft Product Roadmap general session and the PeopleSoft HCM Vision and Roadmap session. 

This year we featured many HCM 9.1 Customer Success stories where customers, in their own words, presented on the value of PeopleSoft HCM to their organizations.

Some of the highlights included the U.S. Census Bureau discussing their use of PeopleSoft Recruiting, Time and Labor, and Payroll for North America to manage the Decennial Census. In ConAgra's session, they noted they were able to reduce their customizations by 85% when they upgraded to HCM 9.1. Another customer presented separately on how they were able to remove 50% of their customizations during their HCM 9.1 upgrade. Yet another customer detailed their ongoing upgrade to PeopleSoft Time and Labor 9.1 and their decision to leverage the Approval Workflow Engine (AWE) to streamline their time approval processes. MetLife presented on their use of PeopleSoft HelpDesk for Human Resources to provide HR service to their employee population.

The organizations that spoke this year on their success with PeopleSoft HCM crossed industries and geographies. The customer speaker list included Amedisys, ConAgra, Covidien, General Motors, Florida State University, Harvard University, Husky, MetLife, Nationwide Insurance, SAIC, Sonoco, and U.S. Census Bureau.

While we had PeopleSoft customers in San Francisco, we took advantage of OpenWorld to preview features coming in HCM 9.1 Feature Pack 2 in the “What’s New in Talent Management?” and the “PeopleSoft Human Capital Management Release 9.1 Feature Pack Enhancement Overview” sessions.

Of course we presented many HCM product and feature specific sessions as well this year. Some of the highlights included sessions on Organization Visualization, Payroll, Time and Labor, Benefits and Pension Administration. HCM product demonstrations were available at the DemoGrounds area and many customers visited us there to learn more about what they saw in the sessions.

In case you missed any of these sessions at OpenWorld, you can find the presentation Content Catalog here.

Sunday Aug 28, 2011

Leverage The Latest PeopleSoft Talent Management Capabilities With PeopleSoft 8.9 and 9.0

Is your organization still running PeopleSoft HR 8.9 or 9.0?

Would you like to leverage the latest PeopleSoft talent management capabilities without upgrading your core HR?  

Good news! You can deploy PeopleSoft HCM 9.1 Career/Succession Planning, ePeformance, eCompensation Manager Desktop, and Recruiting Solutions using Oracle-delivered integrations without an HR upgrade. Using a proven integration model and architecture similar to our PeopleSoft ELM <> PeopleSoft HCM integration, organizations can implement any or all of the PeopleSoft talent management solutions integrated back to their core HR 8.9 or 9.0 system.

The reference and transaction data flow from an HCM 8.9 / 9.0 instance to an HCM 9.1 (or ELM 9.1) instance is easily enabled by using PeopleSoft Talent Management 9.1 to PeopleSoft HCM Integrations.

Because you’ll maintain your valuable data in a consistent PeopleSoft-to-PeopleSoft approach when using PeopleSoft Talent Management 9.1 to PeopleSoft HCM Integrations, the time and resources required to maintain your system data is reduced and simplified. Some of the benefits include:

  • Consistent employee information.

When you view or access your employee information, you want it to always look and function the same. Third party systems might display or manipulate your employee information differently than your PeopleSoft HCM system currently does, and that could impact overall usability. With our PeopleSoft-to-PeopleSoft approach to Talent Management, your employee information remains consistent across all applications. With our delivered integrations, your current HCM installation remains your core HR data system of record.

  • Integrated security.

Security of your valuable data is vital in today’s business environment. Because the HCM 8.9 / 9.0 and Talent Management 9.1 applications share a common and integrated security strategy, maintenance of your security is eased and tighter security of your data ensured.

  • Ease in maintaining users and roles.

Granting your employees access to the appropriate applications and pages within those applications is easily handled in PeopleSoft applications through the assignment of users and roles. If you were to use a third party solution for your talent needs, you would have to maintain such access controls in two places, thereby increasing your workload and increasing the likelihood of out of sync access across the systems. Having a single application user and role structure minimizes your maintenance workload and ensures consistent application access across your entire system.

  • Quality user experience.

Oracle has dedicated much of their recent development efforts to increasing the usability of our applications. As you know, a quality user experience results in increased productivity, happier employees, and reduced support costs.

  • Standard application menus.

Part of your organization’s overall productivity includes as much standardization of menus, navigational structure and navigational steps as possible. PeopleSoft’s common navigation approach across all of our applications ensures that your employees will not be slowed down by constantly encountering unfamiliar navigational patterns to the important application pages they need to get their work done.

  • Consolidated related content.

Since you’ll be managing your core HCM functions and your Talent Management functions with identical technology, the related content across databases can be consolidated and used in all applications.

In addition to the benefits that result from an all-PeopleSoft system, there is much value realized in using PeopleSoft Talent Management solutions:

  • Cutting edge Talent Management functionality.
  • Consistent use of technology that you already understand.
  • Increased user adoption and reduced training costs due to application familiarity.
  • Single system of record.
  • Improved productivity with PeopleTools 8.5x.

I’ve saved the best for last, the PeopleSoft Talent Management 9.1 to HCM Integrations are delivered natively at no additional cost to Oracle’s PeopleSoft HCM customers and can be downloaded today from Oracle Support. Organizations need only have the product licenses for the Talent applications they are deploying. Oracle is constantly striving to assist our customers when they need to implement new and improved functionality while limiting implementation costs and time. The PeopleSoft Talent Management 9.1 to PeopleSoft HCM Integrations for our HCM customers do just that for those who need a robust and feature-rich Talent Management solution while staying with their current HCM implementation.

For much more information, including links to Oracle White Papers and Red Papers covering the Integrations, visit the Talent 9.1 Integrations tab of the PeopleSoft HCM 9.1 Solution Factory.

·

Friday Aug 26, 2011

New PeopleSoft HCM 9.1 Functionality Released

As discussed on earlier posts the PeopleSoft team recently released several new features for 9.1 customers.    These include:  Single Euro Payments Area (SEPA), Total Rewards Statement, Time & Labor Templates, and new  SCORM 2004 functionality.  The Oracle press release summary can be found  here.

 Media coverage of the release includes this article by Doug Henschen, from Information Week,  where he discusses the PeopleSoft strategy with Jim Holincheck at Gartner:

Oracle Has Fusion But PeopleSoft Lives On


Tuesday Aug 09, 2011

Keeping Up to Date for Legislative Changes for Global Payroll Hong Kong

Please refer to Document ID 1343139.1 on My Oracle support for the latest significant legislative updates for PeopleSoft Global Payroll Hong Kong.

Thursday Jul 28, 2011

New PeopleSoft Total Rewards Solution Provides Your Employees a Complete View of their Compensation and Benefits

Employees and recruits tend to focus on the base salary and are not necessarily aware of the true value of all the benefits or rewards available to them.  This is often the case with employer paid or provided rewards such as stocks, bonuses, training, insurance or benefits coverage, and company perks.  All of these rewards have an associated value to them and are important items to be included as part of an employee’s Total Rewards Statement.  Providing such a statement has often been a real challenge for organizations because of the time-consuming process that often involves manipulating compensation and benefits data from various sources.

With the general availability of PeopleSoft’s Total Rewards Statement functionality, organizations are now able to use PeopleSoft HCM to provide employees a complete view of their total compensation and benefits.  Total Rewards allows organizations to pool data from multiple sources – internal and external to PeopleSoft – to provide a detailed Total Reward Statement supporting cash and non-cash reward items such as earnings, stock allocation, bonuses, retirement contributions, tuition reimbursement, leave accrual, or any other company provided rewards.  Total Reward Statements are accessible via the PeopleSoft Employee Self Service components and are template-based to allow for configuration and company branding.  

 Here are just a few highlights of the new Total Rewards Statement functionality:
• Employee self service access to compare current and previously provided statements.
• Reward Data definitions functionality to monetize any type of company provided reward.
• Template-based configuration to allow for company branding and facilitate generating recurring statements.
• Step-by-step statement publishing process complete with testing and ad hoc updating tools capabilities.
• Easily extract and pool data from disparate data sources.

The HCM 9.1 Total Rewards Statement posting is a self-contained feature and does not require additional licenses beyond PeopleSoft HR 9.1.  Customers may download this feature from the My Oracle Support website - Resolution ID 852286 for the HCM 9.1 release.

Thursday Jul 21, 2011

The HIPAA 834 EDI is changing are you prepared?

As a result of the Health Information Technology for Economic and Clinical Health Act (HITECH) there are significant modifications to the Health Insurance Portability and Accountability Act (HIPAA) which include creating new code and transaction sets for the HIPAA 834 EDI. The Secretary of the Department of Health and Human Services (HHS) has adopted ASC X12 version 5010 and NCPDP version D.0 as the next HIPAA standard for HIPAA covered transactions. The final rule was published on January 16, 2009 with all covered entities to be compliant by January 1, 2012.

The Health Care Industry uses Electronic Data Interchange (EDI) to transfer data. They have developed standards to be implemented consistently by all organizations to facilitate a smooth EDI environment. PeopleSoft Base Benefits adopted the standard Benefits Enrollment and Maintenance transaction ANSI ASC X12.834 version 4, release 1, sub-release 0 to provide standardized data requirements and contents to users of Version 004010 of ANSI ASC X12, Benefits Enrollment and Maintenance (834). The 834 is used to transfer enrollment information from the sponsor of the insurance coverage, benefits, or policy to a payer.  

The new standard was published for the Benefits Enrollment and Maintenance Transaction ANSI ASC X12.834 version 5, release 1, sub-release 0. A Position Statement was issued to describe the changes that will be made to the PeopleSoft Base Benefits module to allow customers to generate the required 834 transactions on the new standard. These changes will be delivered to our customers on supported releases to 8.81 (with extended support) under the following BUG ID numbers: The targeted release date is by the end of Q3 (end of August beginning of September).

 Release  Bug ID
 8.81 (with extended support) 11590897
 8.9 11594576
 9.0 11582957
 9.1 12553862

See the Position Statement (Doc ID 1340431.1) in My Oracle Support  for detailed information on what is changing.

Tuesday Jun 28, 2011

Keeping up to date with PeopleSoft Global Payroll Singapore legislative changes

Amendments to the Central Provident Fund contribution rates were announced in June 2011. The contribution rate changes will go into effect September 2011. To find out  the details of what is changing in Global Payroll Singapore as well as targeted delivery dates, please visit the Knowledge Center on Support.Oracle.com.

  • Click on the Knowledge tab.
  • Simply type in keywords ‘Global Payroll Singapore Position’.

If further amendments are made, we will revise the document accordingly. 

Let the Oracle/PeopleSoft team help reduce the stress and anxiety of these changing times by staying informed. PeopleSoft is working hard to get you the information you need. The information is just a few clicks away.

About

This blog is dedicated to topics focused on PeopleSoft Applications, including Human Capital Management, Financials, Enterprise Service Automation, Asset Lifecycle Management, Procurement, Supply Chain and Customer Relationship Management.

For information about legislative updates to our PeopleSoft Applications see the PeopleSoft Legislative Updates Blog.

For information about PeopleTools see the PeopleSoft Technology Blog.

Search

Archives
« April 2014
SunMonTueWedThuFriSat
  
1
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
   
       
Today