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.


Sunday Aug 21, 2011

Achieving your Desired Business Results with an Integrated Learning Management Strategy

Do you have a Learning Strategy that is integrated with your overall Talent Management strategy and is creating the business results that you expect?

Creating an effective Learning Strategy can be a daunting task. Research has shown that a Learning Strategy needs to be integrated with a comprehensive Talent Management strategy to have a positive impact to an organization’s business outcomes. More importantly, the overall Talent Management Strategy must be tied to measurable, meaningful business results.

Many organizations today have a Learning Strategy focused on providing some basic courses to meet the skills gaps of their workforce and staying in compliance. While this approach does meet the basic learning needs of an organization, it does not drive true business results. Here are a few steps that can help you create an effective Learning Strategy.

First, identify the issues that you want to address with your overall Talent Strategy. Are you having trouble finding candidates to fill your open positions? Do you have a strong pipeline of leaders? Has your employee engagement and productivity decreased? Focus on the most important issues impacting your organization.

Second, determine the key people needed to come to the table and define the business outcomes you are seeking to attain. These business owners should include and expand beyond the HR and Learning organizations. An October, 2010 Learning & Development study written by Mollie Lombardi of the Aberdeen Group states: “The top capability cited overall by 65% of all companies was visible senior leadership support for learning and development efforts. While direct managers are held accountable for development, senior leaders must make a visible effort to promote the importance of learning within the organization.”

Now that you have the right people involved, work together to define what your desired business results are and how those results can be measured objectively using business data to evaluate the effectiveness of the strategy. Be sure to focus on long-term goals to ensure the true success of your efforts.

Once your business outcomes and measurements are in place, evaluate the tools and programs that you can use to help meet those results. Do you need to create new or different Performance Goals across the organization? Are there new recruiting strategies that need to be put in place? How can you effectively utilize new learning opportunities to achieve your desired outcomes? Be innovative and use tools and programs that will engage, incent, and reward your employees.

Now for the fun part – the execution. Since you have included the key business owners needed to sponsor your strategy across the organization earlier in the process, it is time to get it started. Implement your new strategy with the support of your leadership team. The execution can be done in phases or all at once based on your business needs and the programs and tools you are using. Monitor the results of your strategy using your pre-defined goals and outcomes, both short-term and long-term. Adjust the strategy as needed to ensure that it has the greatest positive impact possible.

And finally – communicate your results. Be sure to let your key business owners know the results of your efforts, supported by real data, on an ongoing basis. Using the pre-defined measurements developed with these key stakeholders, you can effectively demonstrate the correlation between your Talent and Learning Strategy and the desired business results.

Friday Apr 15, 2011

Enabling Enterprise Project Portfolio Management with Packaged Integration to Primavera P6

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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.


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