Gain America review of People Soft HR Module

1. PeopleSoft Human Capital Management
Overview

2. PeopleSoft allows the customers to:
 Increase Stakeholder and Employee Productivity
– Drive higher user effectiveness with Web 2.0 user experience
– Connect and service your workforce using new engagement and collaboration
tools
– Provide actionable insight through workbenches, dashboards, and embedded
analytics
 Address Business and Operational Challenges
– Execute end-to-end business processes through integrated solutions
– Address today’s business needs with functionally deep and complete
applications
– Meet industry specific requirements with industry tailored offerings
 Lower Cost of Ownership
– Eliminate the need for customizations and niche vendors by delivering customer-
requested product features
– Deliver new solutions and features using delivery models that don’t require an
upgrade

3.  Profile Management
 Career Planning
 Succession Planning
 Integration of Human Resources with Oracle
Workforce Scheduling

4.  Integrations
 Microsoft Outlook Calendar
 PeopleSoft Profile Manager
 PeopleSoft Services Procurement
 Online Job Offers
 Candidates View and Accept Job Offers via Candidate Portal
 Screening and Questionnaire Enhancements
 Knock-out Questions
 Default Question Sets
 Better Usability
 Improvements for Both Candidates and Recruiters
 Print Job Openings and Resumes

5.  Recruit, train and retain at all levels
 Scalable
 Global
 Single Platform
 Integrated Processes
 Integrated Data
 Integrated Visibility

6. Ability to schedule
interviewers and
venues

9. GOAL ALIGNMENT
• The ability to identify and visually display multiple levels of organizational
goals
EMPLOYEE ACCESS
• Grant employees access to relevant organizational goals
• The ability for employees to adopt or create related objectives
OBJECTIVE DISTRIBUTION
• The ability for managers to create and push specific objectives to one or more
employee performance documents
USABILITY ENHANCEMENTS
• Streamlined documentation creation process
• Additional performance document configuration options

10. Search for business objectives
by owner or description
Navigate to another organization or click
link to view business objective detail

15.  Enhanced Notifications
 Improved Templates and Notification Event Manager
 Improved Ad Hoc Notification Manager
 Improved Notification Processor

 Learning Objectives
 HR (Job/Position) or ePerf changes create Learning Objectives
 Employee can add Learning directly to IDP
 Talent Pools create Planned Learning in ELM
 Learning Portfolio Management
 Admin can define Training Plans and costs
 Admin can compare budgets to actuals
 Admin can produce Training Plan in XML Publisher
 Improved Usability
 New Calendar views for employees and instructors
 Catalog enhancements
 Learning Plan enhancements

18.  Create hierarchical succession plans to identify, track and manage key
employees
 Real-time visualization of incumbents, successors and relevant profile
data with configurable X-Y rating box grids
 Integration with Profile Manager to support matching, ranking and skill
gap identification
 Ability to search internal and external candidate pools
 Intuitive, graphical user interface with drag and drop capabilities,
deployed via manager self service
 Provide employees career planning resources including career
change, career choice and career advancement

22. •Cut HR administrative costs
•Increase employee satisfaction
•Boost workforce productivity
•Reduce the burden on HR staff
•Achieve best practices
•Streamline employee inquiries

24. •Track work standards
•Forecast labor and workload demand
•Define and assign schedules to meet business
objectives
•Capture time worked, absences and other labor data
•Track adherence to schedules and productivity
•Adhere to labor laws and pay rules
•Send gross pay to payroll
•Send costs to other applications

25.  1.What is regulatory region? Usage?
2.
What are checklists? Give an example from the delivered checklists. How will you create a checklist of your own? Explain by giving an example.
3. What are the different kinds of organizational relationships in HRMS? Explain each with relevant examples.
4. What are the different steps in workforce administration in hiring a new employee?
5. Briefly explain the concept of effective date and its advantages.
6. What are Global assignments? What is Home and Host concept? How is international assignments security implemented?
7.
When you access an HCM component, say, Job Data, certain values like business unit, company etc are defaulted. What governs this concept?
8. When do we use the concept of effective sequence?
9. What are the possible HR business transactions that can follow post termination action row for an employee in job data?
10. In which situation will an employee need to have more than one employee instances with an organization? Explain with an example.
11. If an organization does not fit to be position driven then what are the other options in People Soft to setup the hierarchy?
12. What is the purpose of EMPLOYEES table in PS? How is this table populated?
13. What is the purpose of personal data refresh process? What are the different modes of running this process? How is this process
setup to load specific data sets as delivered?
14. How is standard hour and FTE auto calculated when entering job details for a new hire?
15. What are the different options of determining reporting hierarchy in PS as delivered?
16. What is job family? How is it different from job codes in PS?
17. How is Geographic location code different from locations?
18. When a user logs into PS by virtue of which security attribute does the system default users country, name format and company etc?
19. In which scenarios can a person hold multiple jobs?
20. How is Last Hire Date different than the Hire Date?