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1Z0-218 exam Dumps Source : PeopleSoft HRMS Fundamentals

Test Code : 1Z0-218
Test designation : PeopleSoft HRMS Fundamentals
Vendor designation : Oracle
: 106 true Questions

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Oracle Oracle PeopleSoft HRMS Fundamentals

Fed PeopleSoft users involved | killexams.com true Questions and Pass4sure dumps

Fed PeopleSoft users involved
  • with the aid of Michael Hardy
  • Jun 27, 2003
  • Federal clients of PeopleSoft Inc.'s Human elements administration device are concerned that if Oracle Corp. succeeds in a antagonistic takeover bid, they'll in the cease exigency to migrate to Oracle application.

    Oracle has pledged ongoing uphold for PeopleSoft items, however some counsel technology leaders are worried anyway, pointed out Hans Heidenreich, job director of the information superhighway mixed Administrative administration gadget at the Agriculture department and chairman of a federal PeopleSoft clients community.

    The Agriculture branch's administrative management device is nearly an implementation of PeopleSoft HRMS edition 8 used by means of about 40 percent of the agency, he mentioned.

    "If they had to transfigure [to another system], that might exist a tremendous engaging in," he spoke of. "With the manner issues work within the executive, that could exist having to conclude it in complete places once again."

    meanwhile, PeopleSoft is trying to meet its projected quarterly income of $eighty five million to $95 million for the quarter that ends June 30. company spokesman Steve Swasey declined to title how nigh PeopleSoft is to assembly the aim, however admitted that suspicion spurred through Oracle's bid has affected the company's buyers.

    despite Oracle's recent promises to uphold and raise PeopleSoft software, many users are afraid they might exist pressured to migrate to Oracle.

    "naturally there are some disruptions to their enterprise," Swasey said. "Oracle has made some very threatening language in regards to the future of PeopleSoft items. We're outreaching to their shoppers and possibilities with what they harmonize with to exist a prudent response."

    Swasey declined to articulate what particular offers the enterprise is providing. The linked Press mentioned today that PeopleSoft is offering full refunds if Oracle acquires it.

    "we're heads-down focused on closing their quarter," which ends June 30, Swasey spoke of. "[Chief executive officer] Craig Conway made that dedication previous this month when this adversarial takeover attempt was launched. they acquire 8,200 employees focused on assembly client wants, and we're working shut the quarter."


    Cisco united statesdemonstrates efficiency management with world-checklist Oracle PeopleSoft benchmark effects | killexams.com true Questions and Pass4sure dumps

    Cisco UCS®) delivered world-record efficiency on Oracle PeopleSoft Human substances management programs (HRMS) 9.1 FP2 Self-carrier (on-line transaction processing [OLTP]) and Self-service and Payroll Batch benchmarks.

    The Oracle PeopleSoft Human resources administration system (HRMS) 9.1 FP2 benchmark results for the Self-carrier portion of the benchmark present world-record performance and linear scalability. These results provide you with direct facts of the diploma to which that you would exist able to scale your Cisco Unified Computing system™ deployments because the variety of users of your human elements administration gadget grows

    Oracle PeopleSoft HRMS 9.1 FP2 Self-service Benchmark outcomes

    variety of users general Search Time (seconds) standard deliver Time ( seconds) Transactions per Minute Availability Date 12,000 0.294 0.139 2400 January 15, 2015 16,000 0.324 0.a hundred and fifty five 3200 January 15, 2015 20,000 0.353 0.167 4000 January 15, 2015

    Oracle PeopleSoft HRMS 9.1 FP2 Self-service and Payroll Batch added-huge records model Benchmark effects

    number of users Minutes  funds per Hour Availability Date 500,480 21.95 1,368,055 January 15, 2015

     

    one of the key highlights of Cisco’s Oracle PeopleSoft Benchmark effects are:

  • The Oracle PeopleSoft HRMS benchmark is designed to supply verifiable efficiency metrics across a vast latitude of PeopleSoft HRMS workloads. With these world-record consequences, Cisco, EMC, and Oracle demonstrate the efficiency traits of real-existence consultant workloads to supply a template so you might utilize in acquiring exquisite performance to your enterprise.
  • These consequences panoply world-list efficiency and linear scalability and provides you direct facts of the degree to which that you can scale your Cisco Unified Computing device™ deployments as the variety of clients of your human substances administration device grows
  • the world-checklist-environment Self-service and Payroll Batch extra-colossal records model benchmark consequences present you ways right away that you could accomplish batch payroll tasks. 
  • check out the performance quick for additional information on the benchmark configuration. Cisco measured the performance of complete three components of the Oracle PeopleSoft HRMS benchmark. The disclosures for the three add-ons are available on the following places:

  • Self-service (OLTP) results (three consumer tiers: 12,000, 16,000, and 20,000 most effective)
  • Self-carrier (person stage: 18,000) and Payroll Batch (concurrency degree: 128 added big for 500,000 personnel) together
  • Payroll Batch (three concurrency stages: 32 Medium, sixty four massive, and 128 additional tremendous for 500,000 personnel only)
  • it is unique to exist watchful that besides the fact that children complete carriers acquire access to equal Intel processors, best Cisco u.s.unleashes their verve to bring unreasonable efficiency to functions in the course of the energy of unification. The pleasing, textile-centric structure of Cisco united states of americaintegrates the Intel Xeon processors into a gadget with a far better stability of supplies that brings processor verve to lifestyles. . For additional information on Cisco u.s.and Cisco americabuilt-in Infrastructure solutions gratify consult with Cisco Unified Computing & Servers net page.

    Disclosure

    Cisco measured the performance of complete three accessories of the Oracle PeopleSoft HRMS benchmark. The disclosures for the three accessories are available on the following places:


    Oracle Patches 78 protection Vulnerabilities | killexams.com true Questions and Pass4sure dumps

    Oracle has just launched its quarterly protection update addressing 78 vulnerabilities throughout its complete latitude of items, lots of which are rated crucial.

    "as a result of the danger posed by means of a successful attack, Oracle strongly recommends that valued clientele rehearse CPU [Critical Patch Update] fixes as soon as possible," the enterprise says.

    Some vulnerabilities can moreover exist mitigated through blocking the network protocols required for their exploitation. other dangers will moreover exist decreased via decreasing the privileges of the attacked accessories.

    a list of products plagued by vulnerabilities patched in this unencumber is as follows:

    · Oracle Database 11g unencumber 2, versions 11.2.0.1, 11.2.0.2

    · Oracle Database 11g unlock 1, version eleven.1.0.7

    · Oracle Database 10g release 2, versions 10.2.0.three, 10.2.0.4, 10.2.0.5

    · Oracle Database 10g free up 1, version 10.1.0.5

    · Oracle cozy Backup, edition 10.3.0.3

    · Oracle Fusion Middleware 11g unlock 1, models eleven.1.1.3.0, 11.1.1.4.0, eleven.1.1.5.0

    · Oracle software Server 10g liberate three, edition 10.1.three.5.0

    · Oracle application Server 10g free up 2, version 10.1.2.three.0

    · Oracle enterprise Intelligence business edition, versions 10.1.three.four.1, 11.1.1.3

    · Oracle identity administration 10g, versions 10.1.four.0.1, 10.1.four.three

    · Oracle JRockit, types R27.6.9 and earlier (JDK/JRE 1.four.2, 5, 6), R28.1.3 and prior (JDK/JRE 5, 6)

    · Oracle backyard In know-how, models eight.3.2.0, eight.3.5.0

    · Oracle enterprise supervisor 10g Grid ply release 1, version 10.1.0.6

    · Oracle commercial enterprise supervisor 10g Grid ply unlock 2, version 10.2.0.5

    · Oracle commercial enterprise supervisor 11g Grid ply unencumber 1, edition eleven.1.0.1

    · Oracle E-business Suite liberate 12, versions 12.0.four, 12.0.6, 12.1.1, 12.1.2, 12.1.three

    · Oracle E-company Suite free up 11i, edition eleven.5.10.2

    · Oracle Agile know-how Platform, types 9.three.0.3, 9.three.1.1

    · Oracle PeopleSoft business FIN, edition 9.0, 9.1

    · Oracle PeopleSoft business FMS, types 9.0, 9.1

    · Oracle PeopleSoft enterprise FSCM, models 9.0, 9.1

    · Oracle PeopleSoft business HRMS, types 8.9, 9.0, 9.1

    · Oracle PeopleSoft enterprise SCM, models 9.0, 9.1

    · Oracle PeopleSoft business PeopleTools, types 8.49, 8.50, 8.51

    · Oracle sun Product Suite

    Oracle releases patches on a quarterly groundwork, within the Tuesday it truly is closest to the seventeenth. The subsequent patch is scheduled for October 2011 and it will exist the last for this 12 months.




    Killexams.com 1Z0-218 Dumps and true Questions

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    1Z0-218 exam Dumps Source : PeopleSoft HRMS Fundamentals

    Test Code : 1Z0-218
    Test designation : PeopleSoft HRMS Fundamentals
    Vendor designation : Oracle
    : 106 true Questions

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    Merging HR Systems | killexams.com true questions and Pass4sure dumps

    HR Magazine, December 2005

    In his 10 years at Waterbury, Conn.-based Webster Bank, Chris Muller has seen at least a dozen direct acquisitions retract the institution to about 3,400 employees in 170 locations, and assets of $17.5 billion. One acquisition in particular stands out: First Federal of Massachusetts. Affecting 600 employees, it was Webster’s most ambitious deal—and one complicated by significant HR technology issues.

    For example, First Federal outsourced complete employee benefits whereas Webster handled most benefits in-house. As usually happens, Webster, as the acquiring company, got its preference of systems and was responsible for making confident everything worked. But much of the information Webster needed about First Federal’s employees was with outsourcers and was badly outdated. “We found that a lot of the data was incorrect,” including beneficiary names, says Muller, vice president of HR technology.

    To further complicate matters, the deal’s details—and the list of employees to exist integrated—kept changing “up to the 11th hour,” Muller recalls. Each of the 600 employees had to fill out complete enrollment data, and data for each figure had to exist entered into a computer—all within two weeks.

    As Muller learned firsthand, mergers and acquisitions can withhold HR information systems to the ultimate test. Departments must bring together often disparate systems, usually on taut deadlines and limited budgets, to provide information faultfinding at complete levels of the company. Success requires thorough planning and painstaking execution as well as a cohesive HR systems integration strategy.

    Smooth Merging

    For a company looking to exist acquired, or even to divest one or more divisions, having HR systems and data that facilitate the process can exist an valuable selling point. At companies where growth is fueled partly by acquisitions, managing HR technology may exist best accomplished by a system that taps into proven methodology for efficiently absorbing each newly acquired business and its employees.

    According to the IT infrastructure rehearse of Washington, D.C.-based PA Consulting Group, acquiring companies should start by looking at their corporate business strategy. In considering technology’s role, HR should focus on identifying areas of disagreement and compatibility: Will the acquired company exist absorbed into an existing division or figure a fresh one? Is the newly acquired company’s business different enough that it will require systems adjustments to accommodate different types of organizational structure, compensation and benefits?

    Depending on the answers, a company might exigency only some adjustments to its systems, or it could find itself significantly reconfiguring its HR management systems (HRMS) software or even looking for a fresh system that can accommodate its fresh requirements.

    Absorbing an acquired company’s data into the acquiring company’s systems can exist more difficult than anticipated. “We acquire customers that did [back-end HR system] mergers two and three years ago that are silent dealing with the issue [of integration],” says Doug Miller, vice president of marketing at Authoria, a Waltham, Mass.-based human capital management software vendor. It can retract time to gain complete the HR processes to work and to resolve data mistakes and other surprises when merging two systems.

    Or, the company may resolve to outsource instead.

    For example, Webster Bank found it had to manage acquired companies with significantly different work schedules, including several insurance companies. Because the bank had to manage commissioned employees who worked out of their homes and had irregular schedules, it ultimately wrote its own time and attendance system to accommodate the variations. In addition, managing unemployment benefits, disability, and family and medical leave in multiple states proved difficult. So, instead of integrating those systems, Webster decided to outsource those functions.

    In some acquisition scenarios, one or both of the companies will acquire outsourcing or service contracts in place. In that case, PA Consulting Group managing consultant Craig Rintoul recommends doing an analysis to determine whether it would exist cheaper and simpler to demolish the contract, or cheaper and more efficient to develop an interface with the provider.

    Global acquisitions present unique challenges related to multiple languages as well as regulatory requirements. For example, having a training system “doesn’t sound relish that tremendous a deal,” says Rintoul. “But in unavoidable industries and particular countries, [employers] must prove that [their] people are capable and acquire been trained in health and safety procedures. At any given point, you can exist required to prove to an external regulator that your people acquire been trained.”

    China, for example, places a number of restrictions on employers, imposing regulations on such things as maximum amounts of overtime. “One of my clients has gone there and been pretty shocked at what they are allowed to conclude or not allowed to do,” says Rintoul. The right HR system can aid the employer in verifying compliance with Chinese laws. Employers operating globally should expect to encounter adjustments and challenges as they align systems across cultural lines.

    Finally, in considering corporate strategy with technology strategy, gain confident your systems can accommodate a company that grows through acquisitions. Red Man Pipe and Supply, a Tulsa, Okla.-based distributor of pipe, valves and fittings to the industrial and oil territory markets, has grown from 200 to 1,000 employees over the past few years through acquisitions.

    Because the number of fresh employees added through each acquisition ranged from a dozen to nearly 200, the company has chosen to manually enter the necessary information into its HRMS. But it recently realized that it was reaching a restrict on the number of employees it could manage under the license terms of its HRMS vendor.

    “We’re getting ready to upgrade their [system] to another thousand employee module,” says human resources manager Rus Hoos.

    Getting in Synch

    Beyond strategy, managing HR technology during a merger or acquisition requires that employers thoroughly assess their HR systems’ requirements and capabilities.

    Managers exigency to adequately artery head count, locate in-house talent, apply uniform performance metrics for review, and artery for succession at any even of the company so that the departure of a key employee does not disrupt business. Technology integration must occur thoroughly and quickly enough that daily operations never loom disturbed to users. If the systems of the two companies are too dissimilar, the HR department might exigency another artery to resolve the problems.

    An approach some companies retract is to build a data warehouse, a kind of intricate database system that takes information from disparate systems and gives companies a unified view of collected data. But implementation—which involves specialized software, hardware and considerable expertise—can retract a year or more to complete, silent leaving operations fractured. A company moreover can roll out a sole set of global enterprise software for complete divisions, customary and new. But, again, that could retract two to three years or more. PA Consulting managing consultant Scott Lever says the determination to travel with unified software may promote down to one question: Will it silent exist telling when the rollout is completed, or will the fresh system exist outdated and exigency its own replacement?

    Finally, recognize that if two companies actually utilize the identical HR management software, they silent may acquire integration problems, says Brenda Byron, director of HR shared services at Alliant Techsystems Inc. (ATK) in Edina, Minn., a $2.8 billion advanced weapons and space systems company with about 14,500 employees. ATK has acquired eight companies in the past four years, and while it uses Oracle/PeopleSoft, not a sole one of its acquisitions did. Even if one had, HR would acquire had to roll up its sleeves.

    “I’ve had exposure to PeopleSoft at three places, and every one used it differently,” says Byron. The problem is that complete companies acquire what they deem special conditions and circumstances, so they configure the software to better suit them. The chances of two companies even in an identical business using complete the identical settings are virtually zero.

    Final Adjustments

    With the right mingle of systems and outsourcing in place, HR can proceed to the next quagmire: synthesizing the data from the acquired company. Every database rests on assumptions of what information actually means, and there may exist more than one revise interpretation. Webster Bank twice acquired institutions that set the benchmark workweek at 40 hours while it used 37.5 hours, so the HR department had to adjust salaries going into the system so that people didn’t suddenly suffer a pay cut.

    Frequently during a merger or acquisition, businesses discover differences in companies’ HR systems and how they define fundamental data. Often, these differences can exist subtle and may exist poorly documented. If that’s the case, HR should coast quickly to identify people at the acquired company who know the answers, but who might exist leaving for other opportunities, and gain the information while it is silent practicable to conclude so.

    For instance, a company might find that the “definitions” that differ involve such fundamentals as vacation time, the number of allowable sick days and even the number of salary grades. GE Energy, a roughly $18 billion division of universal Electric that has conducted more than a hundred acquisitions in the past five years, often runs into this problem. “I might exist a grade 2; you might exist a grade 3,” says John Blowers, manager of HR information strategy. “How conclude they happy into the pay hierarchy?”

    A higher grade can withhold an employee fresh to GE, known for its culture of eliminating the lowest-performing 10 percent of its employees, into effectively unfair competition with others who acquire a longer history with the company and who, as a result, acquire more learning about how to gain things done. The company has moreover found that working titles that may exist valuable in the territory might not match the benchmark titles GE uses. It may exist necessary for HR to resolve these kinds of discrepancies on a person-by-person basis.

    Timing Is Everything

    While accuracy is vital in completing HR systems integration, so is speed. The results could affect a company’s bottom line because the faster fresh employees are settled, the sooner they can concentrate on work.

    As with everything else in HR systems integration during a merger or acquisition, there are several barriers to overcome. Even decisions as basic as determining when employees will exist paid may exist complicated by payroll timing issues that must exist coordinated across company lines. “You acquire tax liability and balances that acquire to exist brought over to a fresh system,” says Tom Tillman, director of product marketing HRMS vendor Sage Software in Irvine, Calif. Making the changes at the right time—the cease of a fiscal year or the cease of a quarter—can liquidate the complications of accounting for existing balances.

    But depending on the timing of a deal, it may moreover exist impossible to complete complete the data migration by the deadline. That’s why HR may opt for a staged system changeover, an approach it may acquire to sell to management. “In the past they tried to withhold complete the data into the system at once,” says GE Energy’s Blowers. “Now they parse it out.”

    Tillman says his first priority when he learns that a merger or acquisition has been finalized is entering personal information and creating company IDs that allow fresh employees to gain the rig and services they exigency to conclude their work. The ease of the information is processed over the next two or three weeks to avoid delaying data entry for everything.

    “We had to challenge the [corporate] mind-set of the time that [said] every record has to exist complete at complete times,” Blowers says. “It was a apt concept, but it was bucking up against the operational needs.”

    HR professionals experienced in mergers and acquisitions know that every deal is potentially disruptive, and some integration issues may acquire you chasing stirring targets for months. But, with proper planning, an eye for detail and some flexibility, HR can gain the process travel more smoothly and wait on the company meet its goals.

    Erik Sherman is a freelance journalist in Marshfield, Mass., who covers management issues.


    PeopleSoft gears up for fed FMSS market | killexams.com true questions and Pass4sure dumps

    PeopleSoft gears up for fed FMSS market
  • By John Moore
  • May 25, 1997
  • PeopleSoft Inc. this week declared its entry into the competitive federal financial market announcing plans to create a federal version of its PeopleSoft Financials product in conjunction with Andersen Consulting.

    Development is already under artery on PeopleSoft Financials for Federal Government company officials said. PeopleSoft plans to apply for certification under the universal Services Administration's financial Management Systems Software schedule this summer and expects its product to ship in 1998. The product is being jointly developed with Andersen which has teamed with PeopleSoft on other federal projects.

    The financial push marks PeopleSoft's second thrust in the federal market. The Pleasanton Calif.-based company launched a federal business unit in 1995 to develop and market its human resources management system PeopleSoft HRMS for Federal Government. Since then the company has sold its HRMS software to agencies such as the Justice Department the Department of Veterans Affairs and the sociable Security Administration. The company said more than half of the government's Cabinet-level agencies are PeopleSoft customers.

    PeopleSoft expects to leverage its installed foundation of HRMS users in marketing its financial product. "Every sole organization is a strong reference for PeopleSoft " said Jeffrey Carr vice president of PeopleSoft Federal Bethesda Md. "They would relish to observe their financial applications conclude the identical things their HMRS software does."

    A key in reaching those customers will exist inclusion on the FMSS schedule which involves a certification process that can retract several months. Agencies covered by the Chief financial Officers Act are required to purchase financial systems through the schedule.

    Kelly Kavanagh a research director with IDC Government said PeopleSoft is aggressive and has apt technology but added "That's complete moot until they really [get on FMSS]."

    Temperature Rising

    The FMSS market has been heating up in recent weeks as companies roll out the latest versions of their software. Oracle Corp. last month announced the addition of its Oracle Federal Financials product to FMMS and earlier this month ICF Kaiser International Inc. said its Federal financial second software package had been added to the schedule. American Management Systems Inc. meanwhile has submitted its latest financial software release Momentum for FMSS certification testing.

    Carr said he sees Oracle and AMS as PeopleSoft's key competitors in the federal financial arena. He said his company has an edge over Oracle because of PeopleSoft's software applications focus. In addition Carr said PeopleSoft's technology is portable with products supporting a number of database environments including Oracle Informix Software Inc. Sybase Inc. and Microsoft Corp.'s SQL Server. Carr added that AMS moreover will exist a factor because of its big share of the federal financial systems market and he said PeopleSoft plans to develop a migration kit or path to coast customers from AMS to its own system.

    PeopleSoft's financial product consists of 12 modules including universal ledger payables receivables and budgets. The modules will require varying degrees of modification to meet the federal requirements PeopleSoft officials said. In developing the federal version of the package the company is dealing with appropriations accounting and other issues that conclude not apply in the commercial sector celebrated David Odell PeopleSoft's Federal Financials product manager. The financial reporting component of the package moreover will require modification to deal with federal government-specific forms.

    Overall PeopleSoft's goal is to bear a federal product that will ply 80 percent of the government customers' requirements without customization. The product will exist Year 2000-compliant and incorporate the features of the commercial version of the product including workflow and uphold for electronic commerce.


    Treasury team preps for ERP system rollout | killexams.com true questions and Pass4sure dumps

    Treasury team preps for ERP system rollout

    Treasury team preps for ERP system rollout

    By Shruti Dat'

    GCN Staff

    The Treasury Department soon will originate installing hardware at an IRS facility that will uphold a fresh enterprisewide personnel system.

    The department will utilize the IRS' Detroit computing center as the data hub for its enterprise resource planning system, HR Connect. Centralizing operations at the data facility will control costs and better efficiency, said Todd Turner, director of Treasury's Human Resource Systems Program Office.

    Treasury expects to finish by 2004 the $100 million implementation of HR Connect, which uses a custom version of the Human Resource Management System ERP from PeopleSoft Inc. of Pleasanton, Calif.

    The Bureau of Alcohol, Tobacco and Firearms and the Office of the Comptroller of the Currency began using the system last topple during a pilot [ GCN, June 19, Page 1 ].

    Treasury decided to replace its 100 stovepipe personnel systems with an ERP system to provide access to integrated data and avoid redundant data entry, Turner said. The consolidation pains moreover reflects a fresh approach toward human resources within the department, he said.

    Rather than acquire human resources officials merely push paper, Treasury management wants them to consult with and counsel frontline managers, he said.

    Pat Schambach, ATF's chief information officer, said an out-of-court settlement for a 1996 class-action employment discrimination lawsuit, Stewart vs. Rubin, filed by a group of black ATF employees, moreover was an impetus for improving data management. In developing a response to the discrimination allegations, Treasury officials found that personnel information was not easily available because of the disparate systems.

    The bureau needed to uphold more comprehensive vacancy information, as well as employment histories of employees and applicants. Integrating data and automating more processes made sense, Schambach said.

    'A lot of that data collection and management would exist very arduous unless you had a robust system in the background,' Turner said.

    Treasury will create an HR Connect cluster at the Detroit center. Two Sun Microsystems Enterprise 4500 servers will host the custom PeopleSoft application, two Sun Enterprise 10000 servers will host an Oracle8 database, and two Compaq ProLiant DL580 servers will uphold Web access to the ERP system.

    A fully redundant Symmetrix 3930 RAID subsystem from EMC Corp. of Hopkinton, Mass., will provide 1T of storage. EMC's TimeFinder software will gain mirror copies of data for retrieval and backup.

    The Treasury Communications System, the department's asynchronous transfer mode backbone WAN, will provide connectivity between users departmentwide and the ERP system at the Detroit computing center.

    Room to grow

    The system's design will let Treasury easily add processing power and storage modularly as the ERP team brings users on to HR Connect, Turner said.

    ATF and the comptroller's office now sprint the first release of HR Connect on existing systems within their bureaus. The two bureaus will migrate their HR Connect operations to the Detroit servers first, after the ERP team installs the hardware at the IRS facility.

    About 200 human resources officials within the two agencies now access HR Connect services from the PCs. To sprint the application, cease users exigency at least a 266-MHz Pentium PC with 64M of RAM, 500M of free disk space and Microsoft Windows 95.

    When Treasury completes the HR Connect rollout in 2004, about 145,000 employees departmentwide will access the ERP system's applications and services.

    HR Connect will ultimately replace Treasury's legacy systems, but pilot participants acquire not shut down complete their older systems.

    The Office of the Comptroller of the Currency has not shuttered any of its legacy personnel systems. 'The current release of HR Connect doesn't lend itself to replacing legacy systems,' said Barbara Hayes, program manager for administrative systems management in the comptroller's office. 'However, they expect to shut off systems when future releases of HR Connect containing more functionality become available.'

    ATF has replaced two personnel mainframe systems that ran IBM DB2 databases because they were not year 2000-ready.

    The systems'one for employment background information and the other for integrity investigations'were rolled into one system called Zeus using the PeopleSoft application, which stores data in an Oracle8 database under Unix, said Daniel Clark, a personnel management specialist. ATF will likely roll Zeus into HR Connect, he said.

    The ATF deployment team has used Structured Query Language and Cobol to transfigure data from text files to a common format for the Oracle8 database, said John Duclos, ATF's ERP program manager.

    The Agriculture Department's National Finance center in fresh Orleans now processes Treasury's personnel and payroll actions.

    HR Connect will provide a sole data collection system and front cease to USDA's mainframe systems.

    The first release, HR Connect 1.0, let ATF and the comptroller's office replace several paper and electronic personnel processes used to prepare information for the National Finance Center. Users now enter data in the HR Connect interface and transmit it to the Agriculture center for processing.

    HR Connect 1.0, based on PeopleSoft's HRMS 7.0, was created by PeopleSoft with input from agencies that utilize its applications to funnel data to the Agriculture center.

    ATF and the comptroller's office this topple will migrate to HR 2.0, based on PeopleSoft's HRMS 7.5.1.



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    By William Nickels, James McHugh, Susan McHugh
    Publisher : McGraw-Hill (Jan 2018)
    ISBN10 : 1259929434
    ISBN13 : 9781259929434
    Our ISBN10 : 126009233X
    Our ISBN13 : 9781260092332
    Subject : Business & Economics
    Price : $76.00
    1Z0-2181Z0-218
    By Peter W. Cardon
    Publisher : McGraw-Hill (Jan 2017)
    ISBN10 : 1260128474
    ISBN13 : 9781260128475
    Our ISBN10 : 1259921883
    Our ISBN13 : 9781259921889
    Subject : Business & Economics, Communication & Media
    Price : $39.00
    1Z0-2181Z0-218
    By Peter Cardon
    Publisher : McGraw-Hill (Feb 2017)
    ISBN10 : 1260147150
    ISBN13 : 9781260147155
    Our ISBN10 : 1259921883
    Our ISBN13 : 9781259921889
    Subject : Business & Economics, Communication & Media
    Price : $64.00
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