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
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
11.
12.
13.
14.
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
16.
17.
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
19.
20.
21.
22. •Cut HR administrative costs
•Increase employee satisfaction
•Boost workforce productivity
•Reduce the burden on HR staff
•Achieve best practices
•Streamline employee inquiries
23.
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?