Oracle’s PeopleSoft HCM 9.1 Feature Pack 2 Delivers New HR Self Service User Experience with Secure Enterprise Search and Related Action Navigation Framework…from Oracle

November 10, 2011

 

New Pagelet Based Views For Managers Provide Insight Into Organizations and Talent in One Configurable Personalized View

If you are looking for a new Talent Management System, or any HR system, don’t rely solely on “recommendations” or published reports. Do yourself a huge favor and talk to HRchitect first. After 14 years, HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

 

News Facts

  • To help managers better perform their day-to-day activities, Oracle today announced the availability of PeopleSoft HCM 9.1 Feature Pack 2.
  • Designed to change the way managers and employees use self-service HR, the new PeopleSoft HCM 9.1 applications offer a consumer-like self-service user experience that helps transform the way employees and managers perform their day-to-day activities.
  • A new search-based, menu-free navigation capability allows users to easily locate and navigate to relevant information quickly and in context from any page. PeopleSoft leverages a powerful global search capability that goes beyond simple transaction based search. Delivered search results have filtering and specific related actions based on defined roles and security of the user. For example, a manager can now simply type in part of an employee’s first or last name and receive meaningful results from documents related to performance, compensation, learning, recruiting, career planning and more. Key HCM data is indexed to speed the search process and improve search relevancy.
  • A new design provides greater personalization using pagelets that are designed to make PeopleSoft HCM easier to use, with a more appealing user interface, as well as reduced click counts on key transactions.
  • The feature pack includes a new Manager Dashboard, Talent Summary, Matrix Organization, and Pivot Grid functionality, among other new capabilities.
  • Oracle’s Feature Packs delivery method underscores its commitment to provide new functionality between major releases. Feature Packs enable a quicker response to PeopleSoft customer requests, while giving customers the ultimate choice of how and when to deploy the new functionality to their users.

PeopleSoft HCM 9.1 Feature Pack 2 Contents and Features

  • PeopleSoft Manager Dashboard includes a home page that consolidates key management, staff, and business unit data into a single at-a-glance access point to view and transact in context. Its content is configurable to support key metrics and decisions via individual drag-and-drop pagelets enabled by new PeopleTools technology.
  • PeopleSoft Talent Summary provides a unified view of talent management-related data for an individual employee in a talent roster profile format. Administrators can select the content of pagelets that will appear on the Talent Summary based on the organization’s priorities, and managers personalize the page based on their preferences for presentation layout and areas of emphasis.
  • Talent Summary also includes graphical representations of PeopleSoft’s Performance & Potential Matrix nine box grid that provides managers a quick assessment of their employee’s performance against their potential and their impact of loss against the risk of them leaving. This matrix is used by managers to help ensure their personnel are appropriately compensated and operating at or near their maximum potential.
  • More than 70 manager and employee self-service transactions have been tied into the related action framework.
  • In PeopleSoft HCM 9.1 Feature Pack 2, click counts on the self service transactions have been reduced by nearly 50 percent on average, depending on the transaction, as a result of streamlining. In addition, all transactions that use the direct reports interface have reduced click counts by at least two clicks due to an updated design.
  • PeopleTools 8.52 introduces the new Pivot Grid feature for operational reporting. The Pivot Grid is a new analytic capability that gives users the ability to quickly and easily pivot and filter data within PeopleSoft applications without having to export data to an external spreadsheet or data warehouse. Data for pivot grids is generated by PS Query and can be rendered in charts or analytical grids. Users can add pivot grids to application pages or pagelets.
  • Additional features delivered with the Feature Pack 2 include:
    • Matrix or Dotted-Line Relationship Management, which addresses the challenge of tracking and maintaining project-based organizations that cut across the enterprise and geographic regions.
    • Interactive Company Directory, which enables users to connect and collaborate directly with other employees and launch employee transactions or changes.
    • Total Rewards Statement, which provides employees with a more complete view of their compensation and benefits by pooling rewards data from multiple data sources.
    • Talent Management 9.1 to HCM 8.9 Integration for Recruiting Solutions, which provides a complete set of integrations for PeopleSoft HCM 8.9 and 9.0 customers.

Supporting Quotes

“Oracle’s PeopleSoft HCM 9.1 Feature Pack 2 delivers a new navigation paradigm for our HCM community,” said Paco Aubrejuan, group vice president, Oracle’s PeopleSoft. “We listened to our HCM customers and focused on delivering features like Manager Dashboard and Talent Summary to help managers be more productive at managing their resources, better utilize and reward their employees, and gain valuable insight into their organization and talent pool.”

“With the release of Oracle’s PeopleSoft HCM 9.1 Feature Pack 2, Sonoco believes we will see increased use of Manager Self Service with Manager Dashboard, providing managers personalized one-click access to vital employee information and manager tasks from one central location to meet their specific requirements,” said Greg Brigman, manager, Human Resources Information Systems, Sonoco. “The additional matrix relationship will significantly enhance usability of both Core HR and Talent Management by enabling additional reporting from both the direct line manager and a matrix manager without the need to create costly customizations.”

For more information on Oracle, please visit www.oracle.com

 
Matt Lafata, HRchitect

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WorkForce Software Announces EmpCenter® Absence Compliance Tracker; Redefines Employee Absence Management Leave Practices for HR Professionals…from WorkForce Software

October 4, 2010

 

EmpCenter ACT Takes the Stress out of Compliance: Point. Click. Comply.

Howard Tarnoff, Senior Vice President, and Marc Moschetto, Vice President of Marketing, from WorkForce Software appeared on the HRchitect WebMingle on August 12, 2010.  If you are looking for a new Talent Management System, Workforce Management, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is here to help!

WorkForce Software, the leading provider of workforce management solutions for organizations with complex labor policies and compliance concerns, announced its absence management solution, EmpCenter® Absence Compliance Tracker (ACT), at last week’s HR Technology Conference & Expo in Chicago.

Human resource professionals are required to maintain compliance with a diverse array of federal, state, corporate, and other employee leave regulations and policies. Common examples include the Family Medical Leave Act (FMLA), military leave and pregnancy leave, but other programs such as those offered on a state-by-state basis are becoming more numerous and more common. Managing employee leave within this environment is complicated because any single employee leave request could qualify for coverage under more than one leave program, and the state laws and regulations are constantly changing.

Determining the appropriate leave type (or types), effectively managing the leave request – including documenting all correspondence and communication related to the leave – and, maintaining compliance with constantly changing regulations places a heavy burden on already overtaxed human resource departments. EmpCenter ACT, however, delivers a powerful new way to automate the entire leave management process.

“A broad array of state, federal, and corporate leave policies has created an unprecedented level of complexity and potential exposure for employers,” said Howard Tarnoff, WorkForce Software’s senior vice president. “We brought EmpCenter ACT to market to both mitigate the risk and ease the burden of complying with the sometimes intersecting leave policies, practices, and regulations that are already on the books today, as well as safeguard organizations from any new laws – or changes to existing laws – which may arise in the future.”

Unlike other absence management solutions or outsourced services available to HR professionals, EmpCenter ACT breaks down the complex employee leave process into three simple steps:

Step 1: Employee Leave Request and Leave Type Determination – a comprehensive, dynamic questionnaire is presented to the employee and, based on the responses to those questions, a report of qualifying leave type (or types) is presented  to HR in real-time

Step 2: Active Case Management – a secure and comprehensive workflow to ensure all documentation is processed on time and within policy, and all relevant communication is captured in a HIPAA-compliant environment

Step 3: Policy Compliance – a compliance update subscription service monitors and automatically updates the application whenever an existing leave regulation is changed or a new regulation is introduced, ensuring HR is using the most up-to-date information with minimal effort

For the first time, HR professionals can utilize technology to automate the entire leave process, regardless of the type of leave. Utilizing EmpCenter ACT gives HR departments robust functionality that includes: 

  • Delivering a proactive approach to managing all aspects of employee leave
  • Automating the process of classifying employee leave
  • Documenting all leave-related activities and paperwork for a complete audit trail
  • Capturing each step of the leave process, from documentation to reminders for a physician visit
  • Proactively ensures compliance with current state and federal regulations, using an active update service
  • Supporting concurrent leave taken by any single employee (e.g. workers’ compensation and FMLA)
  • Generating reports and other analysis to view leave allowances, leave usage, and identify patterns of leave that may indicate policy abuse

As a result, organizations can achieve compliance, mitigate risk, and reduce the amount of effort required by the HR organization to monitor and apply these frequently changing policies.

EmpCenter ACT works in concert with the rest of the EmpCenter suite, but it can be used to complement and extend the functionality of any other time and attendance system, such as from Kronos, PeopleSoft, SAP, Ultimate Software, or ADP.

EmpCenter ACT is part of EmpCenter 8.0, the latest iteration of WorkForce Software’s proven, enterprise-grade workforce management suite. One component of the suite is EmpCenter Time and Attendance, designed to accommodate even the most complex pay rules and work rules solely through software configuration. Other EmpCenter components include an advanced labor scheduling application, powerful analysis and reporting tools, mobile workforce management applications for smartphones, and the EmpCenter Compliance Portal.  The Compliance Portal, new with EmpCenter 8.0, is an online resource containing thousands of articles and legal information designed to help HR professionals gain current and comprehensive data on a variety of topics – from leave regulations to benefits, payroll policies, best practices, and other information they need to complete their day-to-day activities.  The EmpCenter suite components can be used separately or in concert with each other for a full workforce management solution. 

For more information on WorkForce Software, please visit www.workforcesoftware.com
Matt Lafata, HRchitect

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Talent Technology’s Software to Process 80 Million Resumes in 2009…from Talent Technology

August 8, 2009

 

By 2010, Resume Mirror product will have processed a volume of resumes equivalent to 57% of the US labor force

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Talent Technology predicts its industry leading resume processing software, Resume Mirror, will process 80 million resumes in 2009. This number is equivalent to 26% of the US population and equal to one resume for every second employed person. These numbers reveal that the Resume Mirror Extraction product has experienced 100% growth in volume over the last 12 months.

Talent Technology is the leader in providing technology that extracts data from resumes then converts and normalizes the information. The Resume Mirror product eliminates data entry for candidates and recruiters by recognizing the data fields and sorting the information into a single, unified format. Candidates spend less time entering their data in online applications and recruiters can quickly enter resumes received from web, email and paper submissions.

The forecasted amount of processed resumes comes, in part, from the growing number of job boards and recruiting software companies that have selected Resume Mirror to power their resume processing from inside their solutions. Clients include the UK and Canada’s largest job boards, Reed and Workopolis, and software firm ADP Virtual Edge.

Through partnerships with major ERP vendors; Oracle, SAP, PeopleSoft and Lawson, Resume Mirror is able to provide customers with a resume extraction module that integrates with the client’s recruiting software. It is these ERP partnerships that have also enabled Resume Mirror to gather hundreds of corporate HR clients including 23 Fortune 500 companies.

Resume Mirror is a key solution for large corporations as they need to process substantial volumes of data. Businesses such as CB Richard Ellis, McKesson, Sun Microsystems and Metropolitan Life have chosen Resume Mirror for its secure, reliable extraction engine that is able to handle sensitive information.

“We’ve experienced on average 90% accuracy of the extracted data,” said Bernard Du Toit, Metropolitan Life’s Senior Manager of Group HR System Solutions and Support. “It is an excellent tool that adds tremendous value to the recruiting process.” Resume Mirror Extraction Enterprise also reduces the time Metropolitan Life’s recruiters spend manually entering resume information into the database and allows them to focus on finding quality candidates. Du Toit also appreciated the post purchase customer support, “The implementation went very well. We received excellent support from the entire Resume Mirror team.”

Resume Mirror Job Posting, Resume Mirror Extraction Enterprise and Resume Mirror Search Enterprise are available directly from Talent Technology Corporation. To schedule a live demo of Talent Technology’s resume extraction, candidate resume search and match technology and our latest job posting product, visit: http://www.talenttech.com/info/demo_request/schedule_demo.asp.

 
Matt Lafata, HRchitect

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Saba Appoints Jeff Carr President of Global Field Operations…from Saba

April 13, 2009

 

HRchitect includes Saba in our list of top Learning Management Systems and top Talent Management Systems vendors that businesses should consider.

 

Saba Software, Inc. (NASDAQ:SABA), the premier people management software and services provider, today announced that it has appointed Jeff Carr as its new President of Global Field Operations. Reporting to Saba’s CEO and Chairman, Bobby Yazdani, Carr will assume responsibility for the company’s worldwide field operations, including sales, professional services, alliances and customer success.

 

A seasoned Human Capital Management (HCM) software executive, Carr brings to Saba more than 25 years of experience in global enterprise software and on-demand sales, marketing, services and global operations from a number of leading public and private companies. Prior to joining Saba, Carr served as Executive Vice President at Taleo where he had responsibility for global sales, alliances and customer success programs. During his tenure, Carr helped deliver record revenues and margins and served as a key driver behind the company’s strategy and corporate direction over the last four years.

 

“As worldwide demand for Saba’s solutions continues to grow, Jeff’s deep expertise in enterprise software, SaaS, and the human capital management industry, along with his proven track record of driving profitable growth, make him a great addition to our management team,” said Bobby Yazdani, CEO and chairman at Saba. “Jeff is a talented executive who brings a great balance of strategic experience and strong execution skills, and I look forward to working with him to drive the continued growth of Saba.”

 

Carr’s extensive HCM experience includes nine years with PeopleSoft, Inc., where he ran a number of sales teams and business units and later served as a Division President and then EVP, worldwide marketing, strategy and emerging markets. Carr has also served as CEO of Motiva, Inc., a leader in the Enterprise Incentive Management industry and as President and COO of RightWorks Corporation, a leading provider of B2B business applications. Carr began his enterprise software career in sales at human resource management pioneer Integral Systems.

 

“Saba has a great customer base and a new generation people management suite in the strategic human capital management market – with the ability to serve customers in either an on-demand or on-premise delivery model,” said Carr. “I’m really looking forward to working with Bobby and the team at Saba to further develop field operations and strategic partnerships to support the ongoing needs of our growing global customer base. It’s an exciting time to join the company as organizations of all sizes and industries are increasingly realizing how people management solutions and platforms can help them increase revenues, accelerate performance, reduce costs, mitigate risk and transform the way they compete in today’s global economy.”

 

For more information on Saba, please visit www.saba.com

  

Matt Lafata, HRchitect

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Oracle Introduces PeopleSoft Enterprise Workforce Communications…from Oracle

February 12, 2009

 

Oracle Introduces PeopleSoft Enterprise Workforce Communications to Provide HR Program and Survey Functionality

Gives HR Organizations Ability to Conduct Two-Way Dialogue and Focus on Strategic Initiatives to Cut Costs and Maximize Success

 

HRchitect includes Oracle and PeopleSoft in our list of top HRIS vendors that businesses should consider.

 

HR organizations are under increasing pressure to produce better results at a time when budget, personnel and other critical resources are limited. Success in this environment requires organizations to focus resources on the most strategic initiatives that provide the greatest value to the organization and align to organizational goals and objectives.

 

Recently Oracle introduced PeopleSoft Enterprise Workforce Communications, a comprehensive solution for planning and delivering HR programs and surveys to the workforce that can help HR organizations address the challenges facing them today.

Oracle’s PeopleSoft Workforce Communications is the first fully-integrated bundled solution that allows HR organizations to deliver the right message to the right audience, capture workforce feedback and take action, gain program insight and quantify success.

 

Benefits enabled by PeopleSoft Workforce Communications for HR organizations include:

·        A reduced risk of non-compliance

·        The opportunity to improve productivity through increased employee engagement

·        An increased ability to identify over/under performing areas

·        An increased ability to identify workforce segments requiring additional training or development

·        Reductions in program costs by understanding needs

·        Increased ability to make the right decisions even in tough times

 

Additional Features and Details

PeopleSoft Enterprise Workforce Communications enables HR organizations to communicate relevant, targeted and personalized messages to specific workforce populations via a variety of online and off-line channels using rich, graphical content. A program or a set of related programs can be managed collaboratively from start to finish by people at all organizational levels.

 

Using PeopleSoft Workforce Communications, HR organizations can build and roll out personalized surveys to targeted groups of individuals, then score survey results for easy measurement and comparison. Surveys can also be submitted anonymously in order to preserve recipient confidentiality but still provide HR organizations with direct lines of communication and feedback from the workforce.

Reporting and analytics functions place decision-support tools in the hands of the decision makers, allowing them to make informed recommendations and take appropriate action. Analysts and managers at all levels can review, analyze and therefore quantify their HR initiatives.

 

Integration with PeopleSoft Enterprise Human Capital Management allows numerous HR attributes to be used for specifying target workforce populations, personalizing surveys and other communication, and for analyzing program results by different worker criteria.

 

Role and data level security features within PeopleSoft Enterprise Workforce Communications prevent illegal access to HR programs and surveys.

Oracle validated this solution with over 15 customers, including the City and County of Denver.

 

For more information on Oracle, please visit www.oracle.com

Matt Lafata, HRchitect

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Aquire Reports Steady Growth in 2008…from Aquire

January 30, 2009

 

Large percentage of growth fueled by international market

 

Aquire, the leader in workforce planning and management solutions, today announced continued growth despite an uncertain economy and a slowdown in the software industry as a whole. Key customer wins in the fourth quarter include CH2M Hill, Fiat, Ferrero, Mercedes-Benz and Transnet Limited.

 

“For a company to report growth in 2008 is an achievement that goes beyond definition,” said Lois Melbourne, Chief Executive Officer of Aquire. “There is a quote from Aristotle that sums up why Aquire has and continues to be successful — ‘If we are what we repeatedly do, excellence, then, is not an act, but a habit.’ “This holds true for the Aquire team because despite challenges, we have continued on our path of excellence with both products and people.”

 

While domestic sales remained healthy, international sales experienced a 17% growth overall. Europe fueled much of the success with strong channel sales leading to a 36% increase over 2007.

 

Significant product announcements in 2008 included the release of the OrgPublisher Module Series for succession planning and organizational modeling, Oracle Integration Validation with Oracle PeopleSoft Enterprise 9.0 and Oracle Database 10.2.0.3, SAP ERP 6.0 certification and the release of OrgPublisher for SAP solutions with real-time charting option and Succession Visualization.

 

The company also received Safe Harbor Certification from the U.S. Department of Commerce which governs the handling of European Union personal data. The United States Department of Commerce and the European Commission have agreed on a set of data protection principles and frequently asked questions (the “Safe Harbor Principles”) to enable U.S. companies to satisfy the requirement under European Union law, that adequate protection be given to personal information transferred from the EU to the United States. The EEA also has recognized the U.S. Safe Harbor as providing adequate data protection (OJ L 45, 15.2.2001, p.47). Consistent with its commitment to protect personal privacy, Aquire, Inc. adheres to the Safe Harbor Principles.

 

The company’s commitment to customer satisfaction, industry leading solutions and corporate culture is reflected by the numerous awards it received throughout 2008, including being named to the prestigious Inc 5000 list, Best Companies to Work for in Texas for the third consecutive year, one of the Top 100 Companies that Matter in Knowledge Management by KMWorld for the fifth consecutive year and to the Titan Fast 50 as one of the fastest growing technology companies in Dallas-Fort Worth.

 

For more information on Aquire, please visit www.aquire.com

Matt Lafata, HRchitect

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OrgPlus Receives Integration Validation with Oracle’s PeopleSoft Enterprise 9.0…from HumanConcepts

January 22, 2009

 

HumanConcepts recently announced that its OrgPlus Enterprise solution has received integration validation with Oracle’s PeopleSoft Enterprise Human Capital Management 9.0. Through the Oracle Application Integration Architecture for Partners initiative, OrgPlus Enterprise completed rigorous testing demonstrating integration and use of best practices and Oracle standards with PeopleSoft Enterprise.

 

OrgPlus Enterprise, named Top HR Product of 2008 by Human Resource Executive® magazine, helps PeopleSoft users reduce the time and money they spend managing and distributing accurate human resources information across the enterprise. With OrgPlus Enterprise, PeopleSoft users can access critical employee information on-demand to make more informed business decisions and proactively manage organizational change.

 

Joint customers, such as Quintiles and British Telecom, augment their PeopleSoft investment with OrgPlus Enterprise to quickly make workforce planning decisions and meet financial targets in response to economic and market shifts. The solution enables managers and HR professionals to easily access and share workforce information and metrics. In addition, these collaborative planning capabilities facilitate workforce restructuring activities via an intuitive drag and drop interface.

 

For more information on HumanConcepts, please visit www.humanconcepts.com

 
Matt Lafata, HRchitect

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