In today’s post we will run through some of the modules of PS HCM.
I will try to emulate the flow of data through the various modules of PS HCM from the perspective of both end users and power users.
We will keep the workflow related to compensation data aside and focus on the figure attached.
We have Candidate Gateway an internet facing portal which can be accessed by both internal applicants i.e. employees and external applicants, here job postings can be searched based on keywords, and applicants can apply to and keep track of open job postings, external applicants will require an userID and password to access the portal, internal applicants can access the same through the organisation’s AD or SSO and may also have additional features like Refer A Friend and job postings available for internal fulfillment.
And job postings are created and published by the Talent Acquisition or Recruitment team using the Talent Acquisition Manager(TAM) module, and here the recruiters have the option to choose whether these job postings will be open to internal fulfillment , external hiring or both and will consist of a job description, jobcode for which hiring is supposed to happen , number of openings for the positin among other parameters. Job postings thus created become available on the Candidate Gateway portal.
Using the TAM module, recruiters can keep track of job postings, can add external applicants into the system, can screen and route them to the interview team and can also schedule interviews and make offers. The process will be different for internal applicants , wherein screening, routing and scheduling of interviews happen but offers are not made. Selected internal applicants are marked for reallocation.
And when an applicant accepts an offer the recruiter pushes the external applicant data for hiring.
When the applicant data is pushed for hiring the HR users come into the picture and so does the Workforce Administration module. The HR user can hire applicants routed by the recruiter into the system wherein the applicant becomes an employee , the personal data of the applicant, his.her competency data and jobcode for ehich the hiring has happened will flow into the Administer Workforce module, the HR user can also enter additional personal and job data for the employee and save the same.
Also please note that the HR user can also hire employees who are not routed through the recruitment process, this can be done by either adding the employee data into the system through the Hire Employee feature or by using a pre-configured template i.e. Template Based Hires.
Now we have employees in the system with employee IDs referencing personal and job related data of the employee, employee ID or EmplID as familiarly known is the backbone of PS HCM. this field is used by all PS HCM modules to point to, to refer and to access employee data.
Ok so now comes in the employee himself/herself and the Self Serive options in PS HCM which the employee can use to update his/her personal data i.e. address, phone number, marital status etc, you may even have an approval step in place here.
If your organisation has chosen to implement employee and job profile management,
then Job and Person profiles are set up in the Manage Profiles module and employees can go through the My Profile pages to view and update their competency and skill data, certifications that they gain and also their educational qualifications etc, here also you can have a 1 or 2 step approval mechanism in place.
so you have employees using Self Serive and the My Profile options in PS HCM, next if you plan to carry out their goal setting and subsequent performance review process in PS HCM, we have the Performance Management module, here HR users can create and publish document templates to be used by the employees for goal setting and also for performance appraisal.
And managers use the Manage Self Service menu to access the goal and performance documents submitted by the employees and review the same.
And if the employee has been recommended any tranings as part of the performance review process or if the employee himself/herself wishes to avail of any training offered by the organisation then we have the Enterprise Learning module(please do not confuse this with ELM , that one is a bigger animal).
The training team uses the Enterprise Learning module to create Courses and sessions for training being offered and employees can enroll in such courses by using the self service feature of the said module.
Well so in a very concise manner this is how data flows in PS HCM, remember we have not touched the Compensation related part of the flow yet which i promise will be the focus in our very soon to be publised next post.
Till then see ya folks 🙂