PeopleSoft HCM — A view from the top

We return to exploring PS HCM now, do excuse the break in blogging, was into the festive season here.
In today’s post we will look at PS HCM and how and where it fits into an organisation’s implementation and also explore the different modules of PS HCM that we will focus on in this blog.
When we look at the ERP implementation of a typical organisation, we are sure to find a HCM, a FSCM, a CRM and a ticketing system. And of course a mail exchange system will be in place and probably an AD (Active Directory) would be implemented and maybe a Single Sign On as well.
So a typical organisation may implement a few of the above tools , all of them or perhaps more, in many such implementations, a HCM may provide the User ID and Employee ID(we shall use EmplID in our posts) to be used across the ERP platforms, other software like ticketing systems , legacy applications if any, mail exchange tool , AD etc.
Thus in many implementation, a HCM like PS HCM would be the mother publishing system for employee identification, personal and basic employment data.
The figure next explains how EmplID and UserID(OPRID in PS HCM) are the key fields shared across an implementation with PS HCM being the mother publishing application also called as single source of truth.

Please note Exchange, AD etc systems subscribe to first name, last name, role etc data as well depending on your implementation, I have focused on the key fields in the diagram, and other ERP applications, legacy systems etc will subscribe to a whole lot of data from PS HCM depending on their own functionality and the overall system design.

And this User ID and Employee ID/Person ID data for every employee in your organisation is created and maintained as a result of the Administer Workforce business process.
Administer Workforce business process is a part of the core HCM functionality and starts with generating an Employee ID also referred to as a Person ID for every employee hired into the organisation. If your implementation includes Talent Acquisition Manager then the Person ID for the to be hired employee will flow in through internal IB , when it is in TAM the Person ID belongs to an applicant, now and here it represents an employee. An EmplID is used to refer to and access an employee’s personal, employment, compensation, benefits, training etc. data in PS HCM across all the modules.
Figure following represents the EmplID being used across all PS HCM modules,
Also please note the term EmplID is used in older versions of PS HCM, the term Person ID has replaced EmplID on all PS HCM pages ver 9.0 onwards, I am using EmplID to emphasise that it is used for an employee, we will look at the difference between Person ID for an employee and non-employee in later posts.

As is evident from the figure above, the Administer Workforce module generates EmplID and this EmplID along with employee personal and employment information (stored in tables PS_PERSONAL_DATA and PS_JOB) are shared with and used by all modules in PS HCM, most of these modules also share data back with the core HCM tables, especially PS_JOB and the tables underlying PS_EMPLOYMENT.
Depending on the module the data is either shared by underlying PeopleCode when the component loads or by internal IB.
Also please note that Core HCM is more a concept than a rigid set of modules , hence the modules I have indicated in the figure above are a fluid depiction of the components of a core HCM system, it could include more or less at any times.
That is all for today folks, we will return soon with focus on Administer Workforce.

PeopleSoft HCM – Company Setup

As promised in my previous post today we will create a multi Company organisation in PS HCM

before you actually log onto the application and start the configuration it is essential to sort out how you are going to organise and share control data in your implementation, assuming you are planning to setup a multi company organisation, some questions you have to answer before you start could be:

i) Will the Departments be shared across the implementation fully or partially or not at all, keep in mind that the decision you take in relation to Departments affects the access allocation for power users directly, so watch out on this one.

ii) and Will the Locations be shared across the implementation fully or partially or not at all, Locations refer to those cities where your organisation does business.

iii) Will you have a list of Business Units setup and let all the Companies share them or will you create BUs specific to each Company.

And please note that the answers to these 3 questions are essential and should be well though out. And there is no hard and fast rule for this, you can share Locations or restrict them and same holds good for the Departments too(again think access here).

One of the implementations i have been part of shared Departments and Locations across a multi Company organisation under a single Set ID.
Another implementation had shared Locations and out of the bunch of Departments created, the majority were shared across a set of 3 Companies and the rest were created and maintained specific to each Company.This translates to a single Set ID for the Locations data and Company specific Set ID plus a common Set ID for the Departments.
And do keep in mind that a Business Unit definition maps thru Set ID to JobCodes, Salary Plans, Salary Grades etc control data which are crucial to Core HCM.


Assuming we are looking at a scenario where we will share Departments & Locations across the implementation, we create a TableSet ID i.e. a SetID called SHARE using below path after logging onto PS HCM

PeopleTools >> Utilities >> Administration >> TableSet IDs

Once this is done, we can create all the necessary Departments and Locations under this SetID, also remember that both Departments & Locations are effective dated so choose the effective date appropriately, usually a back date like 1/1/1900 is choosen.

Path for creating Department is
SetUp HRMS >> Foundation Tables >> Organization >> Department

remember Departments can have heirarchy that comes into play for row data access and reporting, so remember to establish the heirarchy using the Department Tree at the Tree Manager menu.

and Location is
SetUp HRMS >> Foundation Tables >> Organization >> Location

Now we have created Department & Location data shareable across the organisation,

Next as an example, we go on to create Company specific data, and we start with creating a Set ID for the Company using the same path as above

PeopleTools >> Utilities >> Administration >> TableSet IDs

we will call this Set ID as SAMP

next create the Company using below link
SetUp HRMS >> Foundation Tables >> Organization >> Company

A Company has a Company Code and Description and we will assume our Company Code is SMP for puposes of referance, remember a Company is effective dated, while creating a Company we will associate the previously created Company specific Set ID SAMP with it on the Company creation page using the Default SetID field.

so now onto assigning defaults to the Company.

We use the path below and associate the earlier created Set ID with the Company Code, assign a Currency Code and default Country to it

SetUp HRMS >> Foundation Tables >> Organization >> Business Unit Options Default

so here we have associated SAMP to Company Code SMP and default it to IND & INR.

next we create the business units, for this the path is

SetUp HRMS >> Foundation Tables >> Organization >> Business Unit

we create a business unit SMPD and select the appropriate value in the Set ID field, this value ties to the Default Record Set Groups referenced by this Business Unit and should be the Company specific SetID SAMP if the BU will be specific to the Company and if the BU will be shared across the organisation choose SHARE as the value.
Next access the TableSet Control for this BU and set the SetID values for the Record Groups that will be Company driven to SAMP and leave the rest as it is. for example, If you want JobCodes and Salary Plans(and hence Salary Grades) to be Company specific then select SetID value for Record Group HR_02 for Jobcodes as SAMP else leave it as the default SHARE.
For Salary Plans, the Record Group is HR_05.

Navigation for this is
PeopleTools >> Utilities >> Administration >> TableSet Control

next we create Salary Plans, Salary Grades and Job Codes in order, again all these three are effective dated, so there….

path for Salary Plan is

Setup HRMS >> Product Related >> Compensation >> Base Compensation >> Salary Plan

we create a salary plan SLSM under the setID SAMP because remember we want Salary Plans to be Company driven

and then Salary Grades

Setup HRMS >> Product Related >> Compensation >> Base Compensation >> Salary Grades

we create Salary Grades SM1, SM2 etc under the Set ID SAMP and Salary Plan (also called Salary Administration Plan) SLSM

and next using these we create JobCodes following the path

SetUp HRMS >> Foundation Tables >> Job Attributes >> Job Code Table

we create jobcodes 10001, 10002 etc

Now we are ready with a Company that has been setup in PS HCM and this entire procedure or relevant parts of it have to be followed for each Company you create in a multi Company structure.

So till next time, take care folks 🙂