PeopleSoft HCM 8'9 HRMS Overview for HSBC Melanie Lougee Sr' Manager, HCM Product Management

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PeopleSoft HCM 8.9HRMS Overview for
HSBCMelanie LougeeSr. Manager, HCM Product
Management
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Topics

• The Person Model
• Design Concepts and Architecture
• Person UI Revision
• Contingent Workforce Management
• Non-Worker/Person of Interest Management
• Additional Enhancements
• Flexible Security
• Management by Labor Agreement
• Integration (Service Oriented Architecture)

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The Person Model

• Design Concepts
• Separation of Person from Job
• Clear distinction between Contingent Workers,
  Employees, and Persons of Interest
• Personal Data and Job Table Structures Revisions
• Thorough integration throughout HCM and beyond

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PERSON Model Architecture
Bob KU001
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PERSON Model New Assignment
Bob KU001
Action ADL
EMP Org Instance 0
Hire Date 10/01/03
EMPL_RCD 1
EMPL_RCD 0
Assignment Start Dt 05/01/04
Assignment Start Dt 10/01/03
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PERSON Model New Instance
Bob KU001
Action HIR
Assignment Dt 05/01/04
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8.9 Person Data Model - ERD
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Persons of Interest without a JOB
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Extension Records
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PERSON Model UI Enhancements

• Consolidated Contact Data
• Preferred Phone and Email
• Incorporation of Checklists
• Easily Secured
• Reordered Data

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The Person Model

• Contingent Workforce Management
• eRecruit/Services Procurement for Contingent
  Workers
• Seamless transition between employee and
  contingent worker status while keeping the same
  employee ID.
• Payroll products can support contingent workers,
  employees, or people who are concurrently both
• Ability for contingent workers to use
  Self-Service
• Total workforce reporting and analytics
• Search records enhancements
• Search/Match

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The Person Model

• Persons of Interest
• POI A person who may, or may not, have a job
  record who is tracked for a variety of purposes
  such as security, reporting, mailings, etc.
• Board Members, Affiliates with Badges, Trainees,
  etc.
• Unlimited definitions
• Can be paid or not

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The Person Model

• Additional Enhancements
• Configurable Actions and Action Reasons
• Configurable Search/Match
• High Level HR and Payroll Active Status
• Movement of Employment Dates to Job
• Job Record Extensions

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Configurable Actions
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Flexible Security

• Ultimate flexibility
• Centralized / De-Centralized
• Full access / restricted access
• Restrict data access by location or worker
  population so that very few people can access
  information about the executive staff in
  corporate headquarters.
• 1 HR team that manages the hourly population
  while another HR team manages salaried employees.

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Benefits of Flexible Security

• Build your own security
• Any field on any HCM table can be a security key
• Up to 3 security keys can be used in a row level
  definition
• A class can contain more than one row level
  definition
• Data Lockdown
• Decreased Costs
• Decreased Maintenance
• Sarbanes Oxley data access auditing
• Database Instance Consolidation

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Flexible Power
Anna Truman Dir, HR Technologies
Inge Simons EU Executive Comp
Paul Dorsey Temp Recruiter
Sees all data on all employees everywhere. Wants
to make sure no one else can.

• Security Designed For Your

Security Administrator
Is happy she can meet everyones needs and tell
the auditors exactly who has access to what data
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Flexible Configuration
Fully Configurable No Code No Customizing Table
Driven
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Human Resources 8.9

• Labor Management
• The Labor Agreement as Driver
• Jobcodes by Labor Agreement
• Configurable Seniority Dates, Tiebreakers, and
  Expiration Rules
• Facilities
• Wage progression rules
• Layoff and Reinstatement Management
• Roster management
• Reporting
• Mass transactions

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Human Resources 8.9 -- Labor Agreement Prototype