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1Z0-218 exam Dumps Source : PeopleSoft HRMS Fundamentals
Test Code : 1Z0-218
Test title : PeopleSoft HRMS Fundamentals
Vendor title : Oracle
: 106 existent Questions
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Oracle PeopleSoft HRMS Fundamentals
In his 10 years at Waterbury, Conn.-primarily based Webster bank, Chris Muller has considered at least a dozen direct acquisitions purchase the institution to about three,400 employees in a hundred and seventy areas, and belongings of $17.5 billion. One acquisition in selected stands out: First Federal of Massachusetts. Affecting 600 personnel, it was Webster’s most formidable deal—and one intricate by means of massive HR expertise concerns.
as an example, First Federal outsourced every bit of employee merits whereas Webster dealt with most advantages in-house. As continually occurs, Webster, because the acquiring company, bought its election of systems and turned into answerable for making bound every thing labored. but a whole lot of the suggestions Webster needed about First Federal’s personnel was with outsourcers and turned into badly old-fashioned. “We discovered that a lot of the facts turned into fallacious,” including beneficiary names, says Muller, vice president of HR know-how.
To extra complicate matters, the deal’s particulars—and the record of employees to live built-in—saved changing “as much as the 11th hour,” Muller recollects. each and every of the 600 employees had to fill out complete enrollment records, and information for each form needed to live entered into a laptop—all within two weeks.
As Muller scholarly firsthand, mergers and acquisitions can region HR information techniques to the most desirable examine. Departments must assemble commonly disparate methods, always on tight closing dates and confined budgets, to deliver counsel notable at every bit of degrees of the enterprise. Success requires thorough planning and scrupulous execution in addition to a cohesive HR techniques integration method.
For a corporation seeking to live got, and even to divest one or extra divisions, having HR systems and facts that facilitate the process will moreover live a crucial selling factor. At corporations where multiply is fueled partly through acquisitions, managing HR expertise can live most advantageous achieved with the aid of a device that faucets into proven methodology for correctly absorbing every newly received commerce and its personnel.
according to the IT infrastructure apply of Washington, D.C.-primarily based PA Consulting group, acquiring groups should silent start through looking at their corporate enterprise method. In when you account that technology’s role, HR may silent heart of attention on picking out areas of change and compatibility: Will the acquired commerce live absorbed into an latest division or benevolent a brand modern one? Is the newly acquired company’s commerce different adequate that it will require systems adjustments to accommodate different types of organizational structure, compensation and advantages?
reckoning on the answers, an organization might requisite simplest some adjustments to its methods, or it may find itself vastly reconfiguring its HR administration techniques (HRMS) software and even looking for a brand modern rig that may accommodate its modern necessities.
Absorbing an obtained company’s statistics into the buying enterprise’s techniques may moreover live more intricate than expected. “we absorb shoppers that did [back-end HR system] mergers two and three years in the past which are nevertheless coping with the theme [of integration],” says Doug Miller, vice president of advertising at Authoria, a Waltham, Mass.-based mostly human capital administration application dealer. it could possibly purchase time to acquire every bit of of the HR tactics to toil and to unravel statistics error and different surprises when merging two systems.
Or, the enterprise may fabricate a determination to outsource as a substitute.
for example, Webster fiscal institution found it had to manage received businesses with enormously distinctive toil schedules, together with a couple of coverage companies. because the fiscal institution had to control commissioned personnel who labored out of their buildings and had irregular schedules, it finally wrote its own time and attendance system to accommodate the adaptations. additionally, managing unemployment advantages, incapacity, and household and scientific fade away in numerous states proved difficult. So, instead of integrating those methods, Webster determined to outsource those services.
In some acquisition eventualities, one or both of the businesses can absorb outsourcing or service contracts in location. if so, PA Consulting group managing advisor Craig Rintoul recommends doing an analysis to verify whether it would live cheaper and easier to fracture the contract, or more cost-effective and extra efficient to strengthen an interface with the provider.
world acquisitions present enjoyable challenges regarding numerous languages in addition to regulatory requirements. for instance, having a training system “doesn’t sound infatuation that mountainous a deal,” says Rintoul. “but in inescapable industries and inescapable countries, [employers] must prove that [their] americans are in a position and were informed in fitness and safety strategies. At any given point, you can live required to demonstrate to an external regulator that your people absorb been trained.”
China, as an instance, locations a number of restrictions on employers, imposing laws on things infatuation maximum quantities of time beyond regulation. “one in every of my purchasers has long past there and been fairly greatly surprised at what they're allowed to execute or now not allowed to do,” says Rintoul. The privilege HR device can assist the enterprise in verifying compliance with chinese language laws. Employers operating globally should predict to Come across changes and challenges as they align techniques across cultural traces.
at last, in due to the fact that corporate approach with know-how strategy, live certain your programs can accommodate an organization that grows through acquisitions. pink Man Pipe and supply, a Tulsa, Okla.-based mostly distributor of pipe, valves and fittings to the economic and oil box markets, has grown from 200 to 1,000 personnel over the terminal few years through acquisitions.
since the number of modern employees delivered through every acquisition ranged from a dozen to pretty much 200, the enterprise has chosen to manually enter the vital counsel into its HRMS. nonetheless it currently realized that it changed into attaining a restrict on the number of employees it could manage beneath the license terms of its HRMS dealer.
“We’re getting able to upgrade their [system] to another thousand worker module,” says human components manager Rus Hoos.
going in Synch
beyond method, managing HR technology every bit of the course through a merger or acquisition requires that employers utterly examine their HR techniques’ requirements and capabilities.
Managers deserve to adequately course head import number, locate in-condo ability, practice uniform efficiency metrics for evaluation, and course for succession at any stage of the commerce so that the departure of a key worker does not disrupt enterprise. know-how integration must chance entirely and promptly satisfactory that generic operations by no means appear disturbed to clients. If the methods of both agencies are too dissimilar, the HR department might requisite an extra technique to resolve the issues.
An manner some groups purchase is to build a data warehouse, a nature of advanced database rig that takes suggestions from disparate systems and offers groups a unified view of gathered data. however implementation—which contains really expert utility, hardware and considerable abilities—can purchase a yr or greater to finished, nevertheless leaving operations fractured. an organization can moreover roll out a sole set of global enterprise software for every bit of divisions, customary and new. however, again, that might purchase two to a few years or extra. PA Consulting managing advisor Scott Lever says the election to fade with unified utility can moreover Come down to one question: Will it nevertheless live legitimate when the rollout is completed, or will the brand modern device live old-fashioned and wish its own replacement?
eventually, respect that if two groups really use the equal HR management utility, they nevertheless might moreover absorb integration complications, says Brenda Byron, director of HR shared capabilities at Alliant Techsystems Inc. (ATK) in Edina, Minn., a $2.eight billion superior weapons and region systems commerce with about 14,500 employees. ATK has received eight businesses in the past four years, and while it uses Oracle/PeopleSoft, no longer a sole one among its acquisitions did. notwithstanding one had, HR would absorb had to roll up its sleeves.
“I’ve had publicity to PeopleSoft at three locations, and each one used it in another way,” says Byron. The issue is that each one businesses absorb what they accord with special situations and circumstances, so that they configure the application to superior fade well with them. The probabilities of two agencies even in a similar enterprise the use of every bit of the equal settings are essentially zero.
With the privilege mingle of programs and outsourcing in location, HR can proceed to the next quagmire: synthesizing the statistics from the got business. each database rests on assumptions of what assistance really capacity, and there could live more than one commandeer interpretation. Webster fiscal institution twice obtained institutions that set the gauge workweek at 40 hours whereas it used 37.5 hours, so the HR offshoot had to alter salaries going into the gadget in order that individuals didn’t unexpectedly undergo a pay cut.
generally every bit of the course through a merger or acquisition, businesses find modifications in groups’ HR systems and how they define fundamental facts. often, these modifications may moreover live refined and might live poorly documented. If that’s the case, HR should silent stream without leisurely to identify individuals at the received company who recognize the solutions, however who might live leaving for other opportunities, and acquire the tips whereas it is silent viable to execute so.
as an instance, a corporation could ascertain that the “definitions” that vary comprise such fundamentals as holiday time, the variety of allowable unwell days and even the number of salary grades. GE power, a roughly $18 billion division of typical electric powered that has performed more than 100 acquisitions in the past 5 years, regularly runs into this difficulty. “I could live a grade 2; you might possibly live a grade three,” says John Blowers, manager of HR assistance strategy. “How execute they hardy into the pay hierarchy?”
a far better grade can region an worker modern to GE, generic for its tradition of disposing of the bottom-performing 10 p.c of its employees, into effectively unfair competition with others who've an extended background with the enterprise and who, in consequence, absorb more advantage about a course to acquire things finished. The company has moreover discovered that working titles that may live vital within the container could now not fit the commonplace titles GE uses. It can live necessary for HR to unravel these forms of discrepancies on an individual-with the aid of-grownup basis.
Timing Is every petite thing
whereas accuracy is a must absorb in completing HR systems integration, so is pace. The results might absorb an sequel on a corporation’s foundation line because the faster modern employees are settled, the earlier they could concentrate on work.
As with every thing else in HR systems integration every bit of through a merger or acquisition, there are a couple of limitations to overcome. Even choices as primary as settling on when employees may live paid may live complicated via payroll timing considerations that requisite to live coordinated across commerce lines. “you've got tax liability and balances that should live introduced over to a modern system,” says Tom Tillman, director of product advertising HRMS seller Sage application in Irvine, Calif. Making the changes on the privilege time—the nigh of a fiscal yr or the nigh of a quarter—can acquire rid of the problems of accounting for present balances.
but counting on the timing of a deal, it may well even live unimaginable to comprehensive the entire facts migration by means of the cut-off date. That’s why HR may moreover opt for a staged system changeover, an approach it could must sell to management. “in the past they tried to position the entire facts into the device at once,” says GE energy’s Blowers. “Now they parse it out.”
Tillman says his first precedence when he learns that a merger or acquisition has been finalized is coming into very own counsel and creating enterprise IDs that allow modern personnel to acquire the rig and functions they deserve to execute their work. The leisure of the tips is processed over the subsequent two or three weeks to evade delaying information entry for every thing.
“We had to problem the [corporate] intellect-set of the time that [said] every checklist needs to live complete always,” Blowers says. “It became a pretty cordial theory, however it was bucking up towards the operational needs.”
HR specialists experienced in mergers and acquisitions understand that each deal is probably disruptive, and a few integration considerations may moreover absorb you chasing piteous objectives for months. however, with proper planning, an eye for detail and a few flexibility, HR could fabricate the system fade greater smoothly and aid the commerce meet its desires.
Erik Sherman is a contract journalist in Marshfield, Mass., who covers management issues.
Cisco UCS®) delivered world-list performance on Oracle PeopleSoft Human resources management methods (HRMS) 9.1 FP2 Self-service (on-line transaction processing [OLTP]) and Self-service and Payroll Batch benchmarks.
The Oracle PeopleSoft Human substances management system (HRMS) 9.1 FP2 benchmark results for the Self-carrier element of the benchmark demonstrate world-record performance and linear scalability. These results give you direct evidence of the diploma to which you can scale your Cisco Unified Computing system™ deployments as the number of clients of your human materials administration gadget grows
Oracle PeopleSoft HRMS 9.1 FP2 Self-carrier Benchmark effects
number of users
general Search Time (seconds)
regular withhold Time ( seconds)
Transactions per Minute
January 15, 2015
January 15, 2015
January 15, 2015
Oracle PeopleSoft HRMS 9.1 FP2 Self-service and Payroll Batch added-giant information mannequin Benchmark consequences
variety of clients
funds per Hour
January 15, 2015
one of the vital key highlights of Cisco’s Oracle PeopleSoft Benchmark consequences are:
The Oracle PeopleSoft HRMS benchmark is designed to supply verifiable efficiency metrics throughout a broad latitude of PeopleSoft HRMS workloads. With these world-listing outcomes, Cisco, EMC, and Oracle demonstrate the efficiency traits of precise-existence consultant workloads to supply a template that you can use in acquiring Great efficiency on your business.
These effects demonstrate world-checklist performance and linear scalability and give you direct facts of the diploma to which you can scale your Cisco Unified Computing gadget™ deployments as the variety of clients of your human materials management device grows
the area-listing-setting Self-provider and Payroll Batch extra-significant facts mannequin benchmark effects divulge you ways directly that you could accomplish batch payroll tasks.
try the efficiency brief for additional information on the benchmark configuration. Cisco measured the efficiency of every bit of three components of the Oracle PeopleSoft HRMS benchmark. The disclosures for the three accessories are available at the following places:
Self-carrier (OLTP) consequences (three person stages: 12,000, 16,000, and 20,000 most effective)
Self-service (person stage: 18,000) and Payroll Batch (concurrency level: 128 further giant for 500,000 employees) together
Payroll Batch (three concurrency ranges: 32 Medium, 64 colossal, and 128 additional massive for 500,000 personnel handiest)
it's wonderful to live cognizant that although every bit of vendors absorb entry to equal Intel processors, handiest Cisco u.s.a.unleashes their punch to convey high performance to functions during the power of unification. The entertaining, cloth-centric architecture of Cisco united statesintegrates the Intel Xeon processors into a rig with a stronger stability of materials that brings processor punch to lifestyles. . For more information on Cisco americaand Cisco americaintegrated Infrastructure solutions gratify argue with Cisco Unified Computing & Servers web page.
Cisco measured the efficiency of every bit of three add-ons of the Oracle PeopleSoft HRMS benchmark. The disclosures for the three components can live found at the following areas:
Oracle has simply launched its quarterly safety update addressing seventy eight vulnerabilities throughout its total orbit of items, many of which are rated essential.
"due to the threat posed by using a a hit assault, Oracle strongly recommends that consumers practice CPU [Critical Patch Update] fixes as quickly as viable," the company says.
Some vulnerabilities may moreover live mitigated by blockading the network protocols required for their exploitation. other dangers can moreover live decreased by course of decreasing the privileges of the attacked accessories.
a listing of products plagued by vulnerabilities patched during this unlock is as follows:
· Oracle Database 11g unlock 2, versions eleven.2.0.1, eleven.2.0.2
· Oracle Database 11g free up 1, version 18.104.22.168
· Oracle Database 10g unlock 2, models 10.2.0.three, 10.2.0.four, 10.2.0.5
· Oracle Database 10g release 1, version 10.1.0.5
· Oracle comfy Backup, version 10.3.0.3
· Oracle Fusion Middleware 11g free up 1, types 11.1.1.three.0, eleven.22.214.171.124, 126.96.36.199.0
· Oracle utility Server 10g liberate 3, edition 10.1.3.5.0
· Oracle software Server 10g unencumber 2, edition 10.1.2.3.0
· Oracle company Intelligence enterprise edition, versions 10.1.three.4.1, 188.8.131.52
· Oracle id administration 10g, versions 10.1.4.0.1, 10.1.4.three
· Oracle JRockit, versions R27.6.9 and prior (JDK/JRE 1.4.2, 5, 6), R28.1.3 and previous (JDK/JRE 5, 6)
· Oracle backyard In technology, types 8.three.2.0, eight.3.5.0
· Oracle commercial enterprise supervisor 10g Grid control liberate 1, version 10.1.0.6
· Oracle commerce supervisor 10g Grid control release 2, edition 10.2.0.5
· Oracle commercial enterprise supervisor 11g Grid control liberate 1, edition eleven.1.0.1
· Oracle E-enterprise Suite liberate 12, versions 12.0.4, 12.0.6, 12.1.1, 12.1.2, 12.1.3
· Oracle E-company Suite free up 11i, version 184.108.40.206
· Oracle Agile technology Platform, models 9.three.0.3, 220.127.116.11
· Oracle PeopleSoft commerce FIN, version 9.0, 9.1
· Oracle PeopleSoft enterprise FMS, models 9.0, 9.1
· Oracle PeopleSoft enterprise FSCM, models 9.0, 9.1
· Oracle PeopleSoft commerce HRMS, models 8.9, 9.0, 9.1
· Oracle PeopleSoft commercial enterprise SCM, types 9.0, 9.1
· Oracle PeopleSoft enterprise PeopleTools, types 8.forty nine, eight.50, 8.fifty one
· Oracle solar Product Suite
Oracle releases patches on a quarterly basis, within the Tuesday it is closest to the 17th. The subsequent patch is scheduled for October 2011 and it'll live the closing for this 12 months.
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In his 10 years at Waterbury, Conn.-based Webster Bank, Chris Muller has seen at least a dozen direct acquisitions purchase 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 every bit of employee benefits whereas Webster handled most benefits in-house. As usually happens, Webster, as the acquiring company, got its election of systems and was responsible for making certain 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 live 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 form had to live entered into a computer—all within two weeks.
As Muller scholarly firsthand, mergers and acquisitions can region HR information systems to the ultimate test. Departments must bring together often disparate systems, usually on tight deadlines and limited budgets, to provide information censorious at every bit of levels of the company. Success requires thorough planning and scrupulous execution as well as a cohesive HR systems integration strategy.
For a company looking to live acquired, or even to divest one or more divisions, having HR systems and data that facilitate the process can live an notable selling point. At companies where growth is fueled partly by acquisitions, managing HR technology may live best accomplished by a system that taps into proven methodology for efficiently absorbing each newly acquired commerce and its employees.
According to the IT infrastructure practice of Washington, D.C.-based PA Consulting Group, acquiring companies should start by looking at their corporate commerce strategy. In considering technology’s role, HR should focus on identifying areas of difference and compatibility: Will the acquired company live absorbed into an existing division or form a modern one? Is the newly acquired company’s commerce 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 requisite only some adjustments to its systems, or it could find itself significantly reconfiguring its HR management systems (HRMS) software or even looking for a modern system that can accommodate its modern requirements.
Absorbing an acquired company’s data into the acquiring company’s systems can live more difficult than anticipated. “We absorb 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 purchase time to acquire every bit of the HR processes to toil 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 toil 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 absorb 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 live cheaper and simpler to fracture 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 infatuation that mountainous a deal,” says Rintoul. “But in inescapable industries and particular countries, [employers] must prove that [their] people are capable and absorb been trained in health and safety procedures. At any given point, you can live required to prove to an external regulator that your people absorb 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 execute or not allowed to do,” says Rintoul. The privilege HR system can aid the employer in verifying compliance with Chinese laws. Employers operating globally should hope to encounter adjustments and challenges as they align systems across cultural lines.
Finally, in considering corporate strategy with technology strategy, fabricate certain 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 province markets, has grown from 200 to 1,000 employees over the past few years through acquisitions.
Because the number of modern 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 circumscribe 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 requisite to adequately course head count, locate in-house talent, apply uniform performance metrics for review, and course for succession at any level of the company so that the departure of a key employee does not disrupt business. Technology integration must occur thoroughly and quickly enough that habitual operations never loom disturbed to users. If the systems of the two companies are too dissimilar, the HR department might requisite another course to decipher the problems.
An approach some companies purchase is to build a data warehouse, a nature 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 purchase a year or more to complete, silent leaving operations fractured. A company moreover can roll out a sole set of global enterprise software for every bit of divisions, customary and new. But, again, that could purchase two to three years or more. PA Consulting managing consultant Scott Lever says the determination to fade with unified software may Come down to one question: Will it silent live sound when the rollout is completed, or will the modern system live outdated and requisite its own replacement?
Finally, recognize that if two companies actually use the same HR management software, they silent may absorb 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 absorb 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 every bit of companies absorb what they account special conditions and circumstances, so they configure the software to better suit them. The chances of two companies even in an identical commerce using every bit of the same settings are virtually zero.
With the privilege 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 live more than one amend interpretation. Webster Bank twice acquired institutions that set the gauge 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 undergo a pay cut.
Frequently during a merger or acquisition, businesses ascertain differences in companies’ HR systems and how they define fundamental data. Often, these differences can live subtle and may live poorly documented. If that’s the case, HR should fling quickly to identify people at the acquired company who know the answers, but who might live leaving for other opportunities, and acquire the information while it is silent viable to execute so.
For instance, a company might find that the “definitions” that vary comprise 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 generic Electric that has conducted more than a hundred acquisitions in the past five years, often runs into this problem. “I might live a grade 2; you might live a grade 3,” says John Blowers, manager of HR information strategy. “How execute they fit into the pay hierarchy?”
A higher grade can region an employee modern to GE, known for its culture of eliminating the lowest-performing 10 percent of its employees, into effectively unfair competition with others who absorb a longer history with the company and who, as a result, absorb more lore about how to acquire things done. The company has moreover found that working titles that may live notable in the province might not match the gauge titles GE uses. It may live 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 finger a company’s bottom line because the faster modern 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 live paid may live complicated by payroll timing issues that must live coordinated across company lines. “You absorb tax liability and balances that absorb to live brought over to a modern system,” says Tom Tillman, director of product marketing HRMS vendor Sage Software in Irvine, Calif. Making the changes at the privilege time—the nigh of a fiscal year or the nigh of a quarter—can eliminate the complications of accounting for existing balances.
But depending on the timing of a deal, it may moreover live impossible to complete every bit of the data migration by the deadline. That’s why HR may opt for a staged system changeover, an approach it may absorb to sell to management. “In the past they tried to region every bit of 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 modern employees to acquire the rig and services they requisite to execute their work. The relaxation 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 live complete at every bit of times,” Blowers says. “It was a cordial 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 absorb you chasing piteous targets for months. But, with proper planning, an eye for detail and some flexibility, HR can fabricate the process fade more smoothly and assist the company meet its goals.
Erik Sherman is a freelance journalist in Marshfield, Mass., who covers management issues.
As one of the foremost masters of teaching the fundamentals of the golf swing, David Leadbetter has helped thousands of golfers better their games, from accomplished pros to rank amateurs. Leadbetter's talent and dedication to golf instruction eventually led to the growth of David Leadbetter Golf Academies, with locations in 14 countries around the world. However, the growth of the commerce left its commerce processes in the rough, leading it to install an SAP SMB platform.
In this video from SAP's 2016 Sapphire Now conference, Ben Riches, David Leadbetter Golf's managing director, explains how SAP commerce One (SAP B1) helped the company acquire a cordial grip on its commerce processes and gain insights that were not viable with the applications it had used in the past. Aimed at miniature and medium-sized businesses, SAP SMB B1 was exemplar for a company the size of David Leadbetter Golf, Riches says.
"We absorb a very great brand presence within the golf instruction industry, but we're actually quite a lanky business, we're quite a miniature company in terms of infrastructure," Riches says. "We found through the transitions that we'd been through as a commerce that they didn't really absorb any insight or clarity on the commerce -- how often were their coaches teaching, what nature of lessons were they giving, how often was that student returning. every bit of of that nature of information is key to us being able to grow the business, and so that's what led us to SAP as the solution to assist us acquire to that point."
Working with implementation confederate Vision33, David Leadbetter Golf saw positive results from SAP SMB B1 almost immediately, Riches explains. Replacing functional but limited applications infatuation Intuit QuickBooks, Microsoft outdo and RMS, B1 helped the company streamline commerce processes -- eliminating manual entries, for example -- and acquire a more accurate picture of inventory. Further, B1 has made it viable to know what the instructors are doing and when, greatly improving the trait of each lesson.
As positive as the results absorb been, David Leadbetter Golf is really only on the front line of the digital transformation. Riches says the company intends to fling from commerce improvements to revolutionizing the course it teaches the game.
"What we've found is that they now absorb a better picture of their business, they know what we're doing and they know what their instructors and employees are doing, but it doesn't connect through to what their customers or students are doing," he says. "So the next side for us is to toil with SAP to start finding ways that they can hold and contain a database of data that their students absorb got."
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Oracle Workflow Developer's Guide
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Welcome to Release 2.6.4 of the Oracle Workflow Developer's Guide.
This sheperd assumes you absorb a working lore of the following:
The principles and customary practices of your commerce area.
If you absorb never used Oracle Workflow, Oracle suggests you attend training classes available through Oracle University.
The Oracle Applications graphical user interface.
To learn more about the Oracle Applications graphical user interface, read the Oracle Applications User’s Guide.
Operating system concepts.
Oracle Database, Oracle Application Server, and PL/SQL technology.
If you absorb never used these products, Oracle suggests you attend training classes available through Oracle University.
See Related Documents for more Oracle Applications product information.
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1 Overview of Oracle Workflow
This chapter introduces you to the concept of a workflow process and to the major features of Oracle Workflow.
2 Defining a Workflow Process
This chapter tells you how to use Oracle Workflow Builder to define a workflow process definition.
3 Defining Workflow Process Components
This chapter tells you how to use Oracle Workflow Builder to define the components necessary to compose a workflow process diagram.
4 Defining a Workflow Process Diagram
This chapter tells you how to use Oracle Workflow Builder to define a workflow process diagram and how to load roles from the database so you can apportion notification activities to specific roles.
5 Predefined Workflow Activities
This chapter tells you how to use Oracle Workflow's predefined activities.
6 Defining Procedures and Functions for Oracle Workflow
This chapter describes the gauge APIs to use for Oracle Workflow PL/SQL and Java procedures and functions.
7 Testing a Workflow Definition
This chapter tells you how to test your workflow definitions using the standalone Launch Processes Web page or Oracle Applications Developer Studio.
8 Managing commerce Events
This chapter tells you how to manage commerce events using the Oracle Workflow Event Manager Web pages.
9 Predefined Workflow Events
This chapter tells you how to use Oracle Workflow's predefined events.
10 Demonstration Workflow Processes
This chapter describes the demonstration workflow processes provided with Oracle Workflow. These demonstration processes showcase many Oracle Workflow features.
11 error Handling
This chapter describes how Oracle Workflow handles errors in workflow processes and event subscription processing.
A Oracle Workflow Developer Navigation Paths
This appendix lists the navigation paths to Oracle Workflow developer Web pages in the seeded Oracle Workflow responsibilities for Oracle Applications.
B Oracle Workflow Builder Menus and Toolbars
This appendix provides a description of the menus and toolbars in Oracle Workflow Builder.
C Oracle Workflow Implementation in Other Oracle Products
This appendix lists embedded workflows and commerce Event System implementation in Oracle E-Business Suite and the Oracle technology stack, as well as Oracle's champion policy towards the customization of these workflows, events, and subscriptions.
You can select from many sources of information, including online documentation, training, and champion services, to multiply your lore and understanding of Oracle Workflow.
If this sheperd refers you to other Oracle Applications documentation, use only the Release 11i versions of those guides.
If you are using the version of Oracle Workflow embedded in Oracle Applications, note that every bit of Oracle Applications documentation is available online (HTML or PDF).
PDF Documentation - descry the Oracle Applications Documentation Library CD for current PDF documentation for your product with each release. The Oracle Applications Documentation Library is moreover available on OracleMetaLink and is updated frequently.
Online assist - Online assist patches (HTML) are available on OracleMetaLink.
About Documents - advert to the About document for the mini-pack or family pack that you absorb installed to learn about feature updates, installation information, and modern documentation or documentation patches that you can download. About documents are available on OracleMetaLink.
If you are using the standalone version of Oracle Workflow, note that this sheperd is available online in HTML format. The HTML documentation is available from a URL provided by your system administrator or from the assist icon in the Oracle Workflow Web pages.
You may want to advert to other Oracle Workflow guides and Oracle Applications implementation documentation when you set up and use Oracle Workflow. Additionally, Oracle Workflow is used by other Oracle Applications products to provide embedded workflows and commerce events. Therefore, if you are using the version of Oracle Workflow embedded in Oracle Applications, you may want to advert to other products' guides to learn more about the workflows and commerce events they include.
You can read the guides online by choosing Library from the expandable menu on your Oracle Applications HTML assist window, by reading from the Oracle Applications Documentation Library CD included in your media pack, or by using a Web browser with a URL that your system administrator provides.
If you require printed guides, you can purchase them from the Oracle Store at http://oraclestore.oracle.com.
Guides Related to every bit of Products
Oracle Applications User’s Guide
This sheperd explains how to enter data, query, speed reports, and navigate using the graphical user interface (GUI) available with this release of Oracle Workflow (and any other Oracle Applications products). This sheperd moreover includes information on setting user profiles, as well as running and reviewing reports and concurrent processes.
You can access this user’s sheperd online by choosing ”Getting Started with Oracle Applications” from any Oracle Applications assist file.
Oracle Workflow Documentation Set
Oracle Workflow Administrator's Guide
This sheperd explains how to complete the setup steps necessary for any Oracle Applications product that includes workflow-enabled processes, as well as how to monitor the progress of runtime workflow processes.
Oracle Workflow User's Guide
This sheperd describes how users can view and respond to workflow notifications and monitor the progress of their workflow processes.
Oracle Workflow API Reference
This sheperd describes the APIs provided for developers and administrators to access Oracle Workflow.
Guides Related to This Product
Oracle Assets User Guide
In Oracle Assets, you can post capital project costs to become depreciable fixed assets. advert to this sheperd to learn how to query mass additions imported from other products to Oracle Assets and to review asset information.
Oracle generic Ledger User Guide
Use this manual when you course and define your chart of accounts, accounting era types and accounting calendar, functional currency, and set of books. The manual moreover describes how to define journal entry sources and categories so you can create journal entries for your generic ledger. If you use multiple currencies, use this manual when you define additional rate types, and enter daily rates. This manual moreover includes complete information on implementing Budgetary Control.
Oracle HRMS Documentation Set
This set of guides explains how to define your employees, so you can give them operating unit and job assignments. It moreover explains how to set up an organization (operating unit). Even if you execute not install Oracle HRMS, you can set up employees and organizations using Oracle HRMS windows. Specifically, the following manuals will assist you set up employees and operating units:
Using Oracle HRMS - The Fundamentals
This user sheperd explains how to set up and use enterprise modeling, organization management, and cost analysis.
Managing People Using Oracle HRMS
Use this sheperd to learn about entering employees.
Oracle Payables User Guide
Refer to this manual to learn how to use Invoice Import to create invoices in Oracle Payables from expense reports data in the Oracle Payables interface tables. This manual moreover explains how to define suppliers, and how to specify supplier and employee numbering schemes for invoices.
Oracle Projects Implementation Guide
Use this manual as a sheperd for implementing Oracle Projects. This manual moreover includes appendixes covering role security, menus and responsibilities, and profile options.
Oracle Purchasing User Guide
Use this sheperd to learn about entering and managing the requisitions and purchase orders that relate to your projects. This manual moreover explains how to create purchase orders from project-related requisitions in the AutoCreate Documents window.
Oracle Receivables User Guide
Use this manual to learn more about Oracle Receivables invoice processing and invoice formatting, defining customers, importing transactions using AutoInvoice, and defining automatic accounting in Oracle Receivables.
Oracle commerce Intelligence System Implementation Guide
This sheperd provides information about implementing Oracle commerce Intelligence (BIS) in your environment
BIS 11i User sheperd Online Help
This sheperd is provided as online assist only from the BIS application and includes information about intelligence reports, Discoverer workbooks, and the Performance Management Framework.
Using Oracle Time Management
This sheperd provides information about capturing toil patterns such as shift hours so that this information can live used by other applications such as Oracle generic Ledger.
Installation and System Administration
Oracle Applications Concepts
This sheperd provides an introduction to the concepts, features, technology stack, architecture, and terminology for Oracle Applications Release 11i. It provides a useful first reserve to read before installing Oracle Applications.
Installing Oracle Applications
This sheperd provides instructions for managing the installation of Oracle Applications products. In Release 11i, much of the installation process is handled using Oracle Rapid Install, which minimizes the time to install Oracle Applications and the Oracle technology stack by automating many of the required steps. This sheperd contains instructions for using Oracle Rapid Install and lists the tasks you requisite to discharge to finish your installation. You should use this sheperd in conjunction with individual product user's guides and implementation guides.
Upgrading Oracle Applications
Refer to this sheperd if you are upgrading your Oracle Applications Release 10.7 or Release 11.0 products to Release 11i. This sheperd describes the upgrade process and lists database and product-specific upgrade tasks. You must live either at Release 10.7 (NCA, SmartClient, or character mode) or Release 11.0 to upgrade to Release 11i. You cannot upgrade to Release 11i directly from releases prior to 10.7.
Maintaining Oracle Applications
Use this sheperd to assist you speed the various AD utilities, such as AutoUpgrade, AutoPatch, AD Administration, AD Controller, AD Relink, License Manager, and others. It contains how-to steps, screenshots, and other information that you requisite to speed the AD utilities. This sheperd moreover provides information on maintaining the Oracle Applications file system and database.
Oracle Applications System Administrator’s Guide
This sheperd provides planning and reference information for the Oracle Applications system administrator. It contains information on how to define security, customize menus and online help, and manage concurrent processing.
Oracle Alert User’s Guide
This sheperd explains how to define periodic and event alerts to monitor the status of your Oracle Applications data.
Other Implementation Documentation
Oracle Applications Product Update Notes
Use this sheperd as a reference for upgrading an installation of Oracle Applications. It provides a history of the changes to individual Oracle Applications products between Release 11.0 and Release 11i. It includes modern features, enhancements, and changes made to database objects, profile options, and seed data for this interval.
Multiple Reporting Currencies in Oracle Applications
If you use the Multiple Reporting Currencies feature to record transactions in more than one currency, use this manual before implementing Oracle Applications. This manual details additional steps and setup considerations for implementing Oracle Applications with this feature.
Multiple Organizations in Oracle Applications
This sheperd describes how to set up and use Oracle Applications' Multiple Organization champion feature, so you can define and champion different organization structures when running a sole installation of Oracle Applications.
Oracle Applications Flexfields Guide
This sheperd provides flexfields planning, setup, and reference information for the Oracle Applications implementation team, as well as for users responsible for the ongoing maintenance of Oracle Applications product data. This sheperd moreover provides information on creating custom reports on flexfields data.
Oracle Applications Developer’s Guide
This sheperd contains the coding standards followed by the Oracle Applications evolution staff. It describes the Oracle Application remonstrate Library components needed to implement the Oracle Applications user interface described in the Oracle Applications User Interface Standards for Forms-Based Products. It moreover provides information to assist you build your custom Oracle Forms Developer forms so that they integrate with Oracle Applications.
Oracle Applications User Interface Standards for Forms-Based Products
This sheperd contains the user interface (UI) standards followed by the Oracle Applications evolution staff. It describes the UI for the forms-based Oracle Applications products and how to apply this UI to the design of an application built using Oracle Forms.
Oracle eTechnical Reference Manuals
Each eTechnical Reference Manual (eTRM) contains database diagrams and a minute description of database tables, forms, reports, and programs for a specific Oracle Applications product. This information helps you transfigure data from your existing applications, integrate Oracle Applications data with non-Oracle applications, and write custom reports for Oracle Applications products. Oracle eTRM is available on OracleMetaLink.
Oracle Applications Message Reference Manual
This manual describes Oracle Applications messages. This manual is available in HTML format on the documentation CD-ROM for Release 11i.
Training and Support
Oracle offers a complete set of training courses to assist you and your staff master Oracle Workflow and achieve complete productivity quickly. These courses are organized into functional learning paths, so you purchase only those courses commandeer to your job or region of responsibility.
You absorb a election of educational environments. You can attend courses offered by Oracle University at any one of their many Education Centers, you can disarrange for their trainers to educate at your facility, or you can use Oracle Learning Network (OLN), Oracle University's online education utility. In addition, Oracle training professionals can tailor gauge courses or develop custom courses to meet your needs. For example, you may want to use your organization’s structure, terminology, and data as examples in a customized training session delivered at your own facility.
From on-site champion to central support, their team of experienced professionals provides the assist and information you requisite to withhold Oracle Workflow working for you. This team includes your Technical Representative, Account Manager, and Oracle’s great staff of consultants and champion specialists, with expertise in your commerce area, managing an Oracle Database, and your hardware and software environment.
Do Not use Database Tools to Modify Oracle Applications Data
Oracle STRONGLY RECOMMENDS that you never use SQL*Plus, Oracle Data Browser, database triggers, or any other implement to modify Oracle Applications data unless otherwise instructed.
Oracle provides powerful tools you can use to create, store, change, retrieve, and maintain information in an Oracle database. But if you use Oracle tools such as SQL*Plus to modify Oracle Applications data, you risk destroying the integrity of your data and you lose the talent to audit changes to your data.
Because Oracle Applications tables are interrelated, any change you fabricate using an Oracle Applications form can update many tables at once. But when you modify Oracle Applications data using anything other than Oracle Applications, you may change a row in one table without making corresponding changes in related tables. If your tables acquire out of synchronization with each other, you risk retrieving erroneous information and you risk unpredictable results throughout Oracle Applications.
When you use Oracle Applications to modify your data, Oracle Applications automatically checks that your changes are valid. Oracle Applications moreover keeps track of who changes information. If you enter information into database tables using database tools, you may store invalid information. You moreover lose the talent to track who has changed your information because SQL*Plus and other database tools execute not withhold a record of changes.
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