So we have PS HCM and it can integrate with PS Financials, PS Learning Management and also other TPAs(Third Party Applications) through Integration Broker, APIs etc techniques. Also within PS HCM various modules exchange data using internal IB queues e.g. applicant data from Talent Acquisition Manager to Add a Person component for hiring, in earlier versions this exchange was handled by Component Interfaces and PeopleCode. Now to the fundamentals, PS HCM has a RDBMS at the backend and the basics involve a mix of database and application concepts, a few very important such basics are : Control Tables, Prompt Tables, Transaction Tables and Translate Values All delivered tables begin with PS , if you find a "_" between PS and the rest of the table name it is a non-system table e.g. PS_JOB, if PS and the rest of the table name is continuous then it is a system table e.g. PSOPRDEFN. The suffixes of the PS tables convey the table type, i.e. a view _VW, a control table _TBL, Control Tables end with a TBL and contain master data that will be maintained , accessed and used commonly across the organisation. The data contained in these tables are used in day-to-day transaction processing and thus ensures availability and usage of uniform and up to date across all implemented modules. e.g. PS_COUNTRY_TBL, PS_JOBCODE_TBL, PS_LOCATION_TBL, PS_DEPT_TBL etc. Considerable thought should go into the setup of these tables as one of the fields of these tables the SETID plays an important role on what data appears for which user on the transaction pages. Prompt Tables are associated with a field on a page and contain all or selected values (created through a view in this case) from a control table or a transaction table or a system table. PS delivers many prompt tables which can be used by the developer on custom pages and the developer can create prompt tables on his/her own. e.g. Transaction Tables are the tables contain data that is created and saved by the user. e.g. PS_JOB, PS_PERSON Translate Values also called XLAT items are associated with fields and contain values that are valid for that field, a very common scenario for creating XLAT values for a field are when the number of values are too less to be created as a prompt table and another scenario is when the values are not present in the database. An unique feature of XLAT items is that when they are created for any field they are stored in a common table PSXLATITEM, each XLAT item entry in this table contains the name of the field it is associated with, the value itself, an effective date, an effective status(perfect example of XLAT values), long and short names for the XLAT. So that is all for today folks, we will focus on some more heavily used basics like Effective Dates, Business Unit,Table Sets, Set IDs etc. in the next post.
Ok so here goes, after the month long silence on my blog i am back again,
My previous series was my take on conducting a requirements analysis and how i approached it as a Business Analyst rather than as a Project Manager.
In my current series i plan to talk about my passion, PeopleSoft HCM (PeopleSoft HRMS earlier) which also happens to be my bread and butter too, i would say “Happy is the one whose passion is his/her profession’. So after that not so clever adaptation of a classic quote i revert to PS HCM.
Why PS HCM you may ask, well perhaps because i have been working on ot and learning it all along my work life, i appreciate the manner in which complex and simple business processes have been handled, the flexible workflows, the scope for customisation, the intutive self service options and the way the extensive HCM suite has been conceptualised and built is for me a huge wow..
So what is PS HCM,
PS HCM is an ERP (Enterprise Resource Planning) software, an ERP is an integrated set of modules containing business processes that can be used to capture, store and manage data relevant to an organisation. ERP includes HCM, CRM , Financials , Student Administration among others.
PeopleSoft Human Capital Management (PeopleSoft Human Resource Management System earlier) is essentially a set of loosely related modules bundled together (called as a suite too) meant to be used for the entire lifecycle of an employee in an organisation, this starts at the point from which the need is identified for hiring an employee (Talent Acquisition Manager) through creating an EmplID or Person ID (Administer Workforce) , managing the employee’s performance(ePerformance), training needs(Administer Training) , salary payouts(Global Payroll/Payroll Interface) and benefits(Base Benefits & Benefits Administration) to the termination(Administer Workforce again) or retirement of an employee(includes Pension Administration). These modules along with the Time and Pay, Workforce Development, Country specific Payroll and Compensation Management are essentailly for use by the power user teams (your HR personnel, recruiters, Compensation and Benefit Management teams et al).
Self Service / Employee Self Service and Manager Self Service are access points for employees of your organisation and their reporting managers to access and use the PS HCM application made available to them.
And so for the PS HCM application to be made ready for use by the power users and end users , it has to be installed, master data has to be setup, access rights have to be configured and allocated to users.
Over the posts in this series we will explore the setup of the control tables and the several nuances associated with it, next we look at security both in terms of access and data. And then we will move on to understanding several of the modules that make up PS HCM.
So do wait for the next post on the setup fundamentals of the PS HCM application.
Before signing off i will attempt to explain the term Core-HCM used very commonly in the HCM context, Core-HCM according to me refers to all those modules in a HCM suite that enable employee core data pertinent to his/her tenure in the organisation to be captured and stored. The modules generally part of Core-HCM are Workforce Administration, Adminster Training, ePerformance and Compensation Management. The modules used in your organisation would depend on the organisation’s implementation strategy, business needs and licensing.
Bye till next post