HR Studentguide Vol2 - Unknown PDF

Unauthorized reproduction or distribution prohibitedฺ Copyright© 2017, Oracle and/or its affiliatesฺ
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D80974GC10
1.0
August 2013
D83242
Copyright © 2013, Oracle and/or its affiliates. All rights reserved.
This document contains proprietary information and is protected by copyright and other intellectual property laws. You may copy and
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Contents
Volume I
Lesson 1
Course Overview ............................................................................................................................................. 1

Agenda ............................................................................................................................................................... 2
(JPN) Agenda for Japan .................................................................................................................................... 5
Lesson 2
Business Process Overview ............................................................................................................................. 9
e to
Describing PeopleSoft HCM Products and Business Processes ..................................................................... 10
e n s
Describing PeopleSoft Human Resources Core Foundation Tables ............................................................... 14
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a b l
Describing PeopleSoft Table Setup Considerations ........................................................................................ 23
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Describing Effective Dating and Action Types .............................................................................................. 28
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Describing Sources of Information About PeopleSoft Human Resources ..................................................... 31
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Setting Up Installation Settings and Companies
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Identifying Installation and Company S tuTables .............................................................................. 38
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@ ........................................................................................................................
Defining the Installation Table 39
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l v ar Tableus....................................................................................................................... 51
Setting Up the Company
(CHE, JPN, a NLD) Defining Postal Code Information for Switzerland, Japan, and the Netherlands ...... 63
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Activity 1: Creating a Company ...................................................................................................................... 67
sa r Identifying Implementation and Worker-Level Default Options .................................................................... 74

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Lesson 4
Setting Up Business Units and TableSet Sharing ....................................................................................... 77
Identifying Business Unit and TableSet Foundation Tables ........................................................................... 78
Defining Set IDs, Business Units, and TableSet Sharing ................................................................................ 79
Activity 2: Defining Set IDs, Business Units, and TableSet Sharing ........................................................... 101
Establishing User and Business Unit Defaults .............................................................................................. 106
Activity 3: Establishing User and Business Unit Defaults ............................................................................ 114
Identifying Implementation and Worker-Level Default Options .................................................................. 118
Lesson 5
Setting Up Establishments, Locations, and Departments ........................................................................ 121
Identifying Establishment, Location, and Department Foundation Tables ................................................... 122
Setting Up the Establishment Table .............................................................................................................. 123
Setting Up the Location Table ....................................................................................................................... 126
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Activity 4: Defining Establishment and Location Codes .............................................................................. 129

Setting Up the Department Table .................................................................................................................. 142
Activity 5: Setting Up Departments .............................................................................................................. 144
Lesson 6
Setting Up Compensation ........................................................................................................................... 151

Identifying Compensation Foundation Tables .............................................................................................. 152
Setting Up Compensation Rate Code Data ................................................................................................... 153
(JPN) Defining Japanese Education Level Tables ........................................................................................ 165
Activity 6: Creating Compensation Rate Codes ............................................................................................ 167
Determining Compensation Rate Code Defaults .......................................................................................... 176
Determining Worker Compensation ............................................................................................................. 189 e to
Activity 7: (JPN) Creating a Rules-Driven Compensation Package for a Japanese Location ...................... 193 e n s
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Setting Up the Salary Plan Tables ................................................................................................................. 197
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(JPN) Defining Grade Advance Tables for Japan ......................................................................................... 207
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Activity 8: Setting Up a Salary Plan ............................................................................................................. 213
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Setting Up Jobs and Pay Groups ............................................................................................................... 233
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Identifying Job and Pay GroupcFoundation t u
S ....................................................................................... 234
Setting Up the Job Codez
e @ ......................................................................................................................
Table th 235
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Activity 9: Setting
a u .................................................................................................................. 242
(c the Supervisor Level (Yakushoku) Table for Japan ............................................................ 248
(JPN) Defining
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Setting
S
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a Activity 10: Defining a Pay Group ................................................................................................................ 258
Ce Identifying Implementation and Worker-Level Default Options .................................................................. 263
Lesson 8
Administering Data Permission Security .................................................................................................. 265
Describing Data Permission Security ............................................................................................................ 266
Identifying Methods of Granting Data Permission Access ........................................................................... 270
Administering Tree-Based Security .............................................................................................................. 275
Activity 11: Defining Data Permission by Department Trees ...................................................................... 283
Refreshing Security Join Tables .................................................................................................................... 289
Activity 12: Refreshing Security Join Tables ................................................................................................ 293
Lesson 9
Adding People in the PeopleSoft System ................................................................................................... 297
Explaining Organizational Relationships ...................................................................................................... 298
iv
Contents
Adding a Person in the PeopleSoft System ................................................................................................... 300

Adding a Job Instance for a Person ............................................................................................................... 316
Activity 13: Adding People with Employment Instances ............................................................................. 337
Explaining Job Level Defaults ...................................................................................................................... 378
Defining Job Instances, Relationships, and Employment Record Numbers ................................................. 379
(JPN) Reviewing Additional Appointment (Kenmu) Information ................................................................ 393
(JPN) Managing Intercompany Transfers (Shukkou) for Japan ................................................................... 400
Activity 14: Adding Job Instances ............................................................................................................... 404
Volume II
Lesson 10
Managing Worker Data Through Smart HR Templates and Transactions .......................................... 427
Defining the Smart HR Template and Transactions Process ........................................................................ 428
Setting Up Smart HR Templates ................................................................................................................... 430 e to
Activity 15: Setting Up a Smart HR Template for a Hire ............................................................................. 455 e n s
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Managing Worker Transactions Using Smart HR Templates ....................................................................... 467
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Activity 16: Hiring a Person Through the Smart HR Transaction Process ................................................... 479
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Viewing and Managing the Status of Smart HR Transactions ...................................................................... 493
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Maintaining Person and Job Data ............................................................................................................. 499
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Maintaining Historical Information for m
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Activity 17: Analyzing Action c
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Activity 18: Analyzing Row
e th Needs ......................................................................................... 505
l
Managing Personal s
vaData and uJob Data .......................................................................................................... 509
a
(c Reason Codes ...................................................................................................................... 524
Creating Action
v a
il Setting Up Salary Increase Information for Japan .............................................................................. 527
(JPN)
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e sa Activity 19: Updating Person and Job Data Information .............................................................................. 545
C Entering Termination and Last Date Worked Information ........................................................................... 566
Viewing Job Summary Information .............................................................................................................. 569
Activity 20: Modifying Job Data for your Workers ...................................................................................... 574
Lesson 12
(JPN) Managing Organization Change and Worker Transfers ............................................................. 589
Defining Organizational Change and Worker Transfers ............................................................................... 590
Creating an Organization Plan ...................................................................................................................... 593
Determining Headcount by Department ........................................................................................................ 594
Activity 21: Creating an Organization Plan and Viewing Department Headcount ...................................... 597
Transferring Entry by Department ................................................................................................................ 601
Transferring Entry by Department Trees ...................................................................................................... 603
Updating Transfer Data Maintenance Content .............................................................................................. 605
Activity 22: Transferring Entry by Departments and Trees .......................................................................... 606
Defining Tamatsuki ....................................................................................................................................... 611
v
Contents
Activity 23: Defining Tamatsuki ................................................................................................................... 617

Inserting Transfers into Job Data .................................................................................................................. 622
Cleaning Up Temporary Transfer Data ......................................................................................................... 624
Lesson 13
Managing Positions ..................................................................................................................................... 629
Describing Manage Positions ........................................................................................................................ 630

Implementing Manage Positions ................................................................................................................... 631
Setting Up Position Data ............................................................................................................................... 638
Activity 24: Creating a Position .................................................................................................................... 645
Hiring and Reassigning Workers into Positions ............................................................................................ 648
Activity 25: Reassigning Employees ........................................................................................................... 655
Maintaining Position and Employee Data ..................................................................................................... 658 e to
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Activity 26: Updating Position Data ............................................................................................................. 666
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Working with the Org Chart Viewer ........................................................................................................ 671
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Describing the Org Chart Viewer Features and Functionality ...................................................................... 672
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Defining the Org Chart Viewer Setup ........................................................................................................... 677
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Establishing the Org Chart Viewer Hierarchy .............................................................................................. 679
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Setting Up Org Chart Viewer Pages .............................................................................................................. 686
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Activity 27: Setting Up the Org Chart Viewer Settings ................................................................................ 697
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Creating Matrix Teams and Hierarchies ....................................................................................................... 701
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Using the Org Chart Viewer .......................................................................................................................... 707
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Activity 28: Viewing the Company Directory .............................................................................................. 718
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Using the Talent Summary and Manager Dashboards ........................................................................... 725
Describing the Manager Dashboard and Talent Summary Dashboard ......................................................... 726
Setting Up the Manager Dashboard Pagelets ................................................................................................ 729
Using the Manager Dashboard ...................................................................................................................... 738
Setting Up the Talent Summary Dashboard .................................................................................................. 740
Using the Talent Summary Dashboard ......................................................................................................... 747
Lesson 16
Course Review ............................................................................................................................................. 753
Describing PeopleSoft Human Resources ..................................................................................................... 754
Setting Up Core Human Resources Foundation Tables ................................................................................ 755
Defining and Administering Data Permission Security ................................................................................ 756
Adding People in the PeopleSoft System ...................................................................................................... 757
Maintaining People and Worker Information ............................................................................................... 760
vi
Contents
Appendix A
Additional Human Resources Business Process Data .............................................................................. 763
Human Resources Business Processes and Categories ................................................................................. 763
eProfile and eProfile Manager Desktop ........................................................................................................ 764
The Administer Workforce Business Process ............................................................................................... 765
The Track Global Assignments Business Process ........................................................................................ 770

The Manage Labor Administration Business Process ................................................................................... 772
The Monitor Absences Business Process ...................................................................................................... 775
The Administer Company Cars Business Process ........................................................................................ 780
The Monitor Health and Safety Business Process ......................................................................................... 782
The Meet Regulatory Requirements Business Process ................................................................................. 787
Additional Resources .................................................................................................................................... 790
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Lesson 10
Managing Worker Data Through Smart HR

Templates and Transactions
Objectives
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By the end of this lesson, you will be able to:
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• Define the Smart HR template and transaction process.
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• Set up Smart HR templates. fer
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• View and manage the status of Smart HR transactions. s a

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Managing Worker Data Through Smart HR Templates and Transactions Lesson 10
Defining the Smart HR Template and Transactions Process
Understanding the Smart HR Template Process

Smart HR templates are a simplified and streamlined approach to completing various transaction processes,
such as hiring, updating a person's personal or job data, or managing a person's profile data.
You determine the following aspects of each template:
• The template transaction type, such as a hire, a job update, personal data update, a person profile update, or
a combination of these.
• The sections, or logical groupings of fields, that are included in a template.

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• The sequence of section and fields within a section. e n s
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• Default values for fields.
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• Hidden and display-only fields.
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• If data entered by the end user can be directly submitted for processing or must be reviewed by an HR
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Lesson 10 Managing Worker Data Through Smart HR Templates and Transactions
Defining the Smart HR Template and Transactions Process

(continued)
Smart HR Template Setup Pages

This diagram depicts the components and pages that you use to set up Smart HR templates:
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Setting Up Templates
There are five main components used in setting up your transaction templates:
• Template Record/Field.
• Template Section.
• Template Category Table.
• Template Transaction Type.
• Template Creation.
You can quickly create additional transaction types and templates based off of your existing data by using the
Copy Transaction Type and Copy Template components.
429
Setting Up Smart HR Templates
Records and Fields for Smart HR Transaction Templates

There are numerous records and fields that make up the transaction processes. PeopleSoft provides all these
records and fields for inclusion in the Smart HR transaction templates on these tables:
• Template Record Setup Table (HR_TBH_RECDEFN)
• Template Field Setup Table (HR_TBH_RECDTL)

The Template Record Setup Table contains one row for each table currently included in the core hire process
with at least one enterable field. There are some tables with multiple instances, such as phone numbers, email,
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addresses, and so forth, where more than one row exists.
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Page Used to Manage Smart HR Templates Records
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Use this page to set up and maintain the records
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Page Name Navigation
Template Record/Field Setup Set Up HCM, Product Related, Workforce Administration, Smart HR Template,
Template Record/Field
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Records and Record
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The
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C The Template Record/Field page enables you to record multiple instances of records, such as multiple
addresses, phone numbers, email addresses, and so on, through the use of the Record Instance field.
431
Setting Up Smart HR Templates (continued)
Template Section Setup

PeopleSoft also delivers sections in the Template Section table as system data, but organizations can modify
them, delete them, or add new sections, if needed. This component consists of these two pages:
Page Purpose
Template Section Setup Identify and configure sections and list the fields
contained in a section.
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Template Section Field Configuration Specify how to display field prompts.
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Pages Used to Create Sections for a Smart HR)Templates has uideฺ
Use these pages to create sections for Smartฺc
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templates:
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• Use this page to establish sections and their fields:
Template Section Setup Set Up HCM, Product Related, Workforce Administration, Smart HR Template,
Template Section
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• Use this page to add additional validation information for field changes and field prompts:
Template Section Field Click the Field Configuration link on the Template Section page.
Configuration
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Template Categories
When you create your templates, you will need to assign each template to a category. A category may
represent a specific department, location, business unit, region, and so forth. The category:
• Provides row-level security for a template.
• Groups templates.
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Page Used to Set Up Template Categories
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Use this page to set up template categories: n - tr
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Set Up HCM,ฺc o Related, nt Workforce Administration, Smart HR Template,
Template Category Table
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Defining Template Transaction Types

You assign template transaction types to each of your Smart HR templates. Use template transaction types to:
• Identify the function of a template and whether it is to perform a hire or rehire, update job data, personal
data, both personal and job data, or neither.
• Define the application class ID and path to specify the location of the implementation code for the
transaction type.
• Identify the HR components that should be updated by a template.

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• Define which sections should be available to a template when it uses this transaction type. e n s
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• Determine which users have security access to a template.
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• Narrow the search for a Smart HR template when starting a transaction.
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Page Used to Define TemplatecTransaction aฺib is StTypes
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Use this page to definee z@ transaction
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Transaction Type Set Up HCM, Product Related, Workforce Administration, Smart HR Template,
Template Transaction Type
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Person/Job Data r a
Indicate if the transaction type will include changes to personalbdata, job data,
Indicator both, or neither. Valid values are: sf e
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• Hire/Rehire n -
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• Neither (used for updating profiles)
• Update Job m ) G ui
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Specifying Transaction Type Components

Identify which components will be updated when the end user or HR administrator saves the data to HR
during the Smart HR Transactions process.
Upon saving a Smart HR transaction, the HR administrator can access the Manage Hires or Manage
Transactions Details pages to view the status of a transaction. The template administrator uses the Transaction
Component Details page to determine the label displays related to these pages.
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Pages Used to Specify Components Updated by a Transaction Type
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Use the pages to specify components updated by a transaction type:
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h a s bydthiseฺtransaction type:
• Use this page to identify the components that will be updated
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Page Name
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You can include up to 10 components.
The system automatically provides Personal Data or Job Data components by default based on the value
you entered in the Person/Job Data Indicator field and the U.S. Federal Transaction Type check box field
selection on the Transaction Type page.
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• Use this page to specify label details related to a component:
Transaction Component Click the Label Details link for a component on the Template Transaction Type -
Details Components page.
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a Smartฺ HR transaction, he or she will access
has uDetails
ide pages. Each component associated
When the HR administrator is required to review or complete
the transaction using the Manage Hire or Manage )Transaction
ma grouptbox,
with a transaction will appear on these pagesoas
c G with corresponding links and buttons to either
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view, edit, or add information to the component.
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Identifying Transaction Type Sections

Transaction types define which sections are available during template creation.
Slide 210
Student Notes
Page Used to Define Valid Sections for a Transaction Type e to

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Use this page to define valid sections for a transaction type:
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Sections Set Up HCM, Product Related, Workforce Administration, Smart HR Template,

Template Transaction Type
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Valid values come from the Template Section
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Note. Personal data sections are
@found isfor all transaction types, even if there are no updates to Personal
Data, so that a person e z
can be inth
the system using the Search Match process.
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Copying a Transaction Type

When you access the Copy Transaction Type component:
1. Select an existing transaction type you want to copy on the search page.
2. Enter the new transaction type code and description.
3. Save.
4. The system will open the Template Transaction Type - Transaction Type page where you can update the
appropriate information for the new transaction type. e to
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Page Used to Copy and Modify an Existing Templates a
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Enter the new transaction type information and click Save. The system will open the Template Transaction
Type page where you can update the appropriate information for the new transaction type.
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Creating a Template
The system enables you to define templates using these statuses:
• Test (default value).
• Active.
• Inactive.
Slide 212
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Page Used to Create Templates a n s
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Use this page to define and activate a template:
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Configuring the Transaction Details Page for a Smart HR Transaction

After an end user selects a template to perform a transaction, the system presents the Enter Transaction
Details page, where many of these fields appear.
The Configuration page enables you to:
• Determine field labels.
• Enter default values for many of the fields.
• Specify whether users can override the default value. e to

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• Indicate with fields to hide on the page when users perform a transaction.
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Student Notes
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Pages Used Configure the Transaction Details m )Page forG uaiSmart HR Transaction
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Use these pages to set up general optionsmand d e
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transaction: a ฺ
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• Use this page to set up the Enter Transaction Details page:
Configuration Set Up HCM, Product Related, Workforce Administration, Smart HR Template,

Template Creation
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The Transaction Type,Template,Organizational Relationship,Country, and Category Code fields are used as
part of row-level security. These fields are used to determine to which templates end users will have access.
Transaction Type Select a transaction type that will identify how the template will be used and
determines which components will be updated.
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• Use this page to identify or change the default value for a field:
Section Field Default Value Click the Change Value link on the Configuration page for any field.
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The default option for the Organizational Relationship field is Employee. The other available option is
e n s
Contingent Worker.
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Note. Person of interest is not an option.
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Overriding and Hiding Field Considerations
a no
The template administrator can identify default field values
h a sthat willdebeฺmade available on the Smart HR
Transactions pages, as well as hide fields. Consider )these pointsuwheni setting up a hire template:
m G
• To populate the Default Value column m ฺcaofield,dclick
e ntthe Change Value link for the field and select a
a ฺ b is supplied
ithat for
S tu by default during the hire process.
c
valid value. This will be the value
s
@ checkthboxi for a field, you enable the end user to change the default value
e z
• When you select the
l v r Override
Ifayou clearu
se
ca only.
during the hire. the Override check box for a field, the system will show the field and default
value as(display
a
ilv system will issue the following types of error messages depending upon the default field value and
S
•
sar override value selected:
The
C e
• For a hire or rehire template, the Action field must be defined as Hire or Add if the Search/Match is
disabled on the Person Rules page.
• If the name or address format can be overridden, you need to have more than one name or address section
specified on the Sections page.
• If the name or address format cannot be overridden, you must enter the default values for these fields.
• If you select the Hide check box, the system will clear the Override check box, and the end user will not be
able to see or edit the field or value during the transaction.
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Defining Pages Within a Smart HR Template

Use the Template Creation - Pages page to:
• Identify the number of pages associated with a template.
• Determine the page order.
• Define the page tab names that should appear on the Smart HR Transactions pages.
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Student Notes el ic
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s f er
Pages Used to Define Pages Within the Smart HR Transactions Component
- t r an
on
Use these pages to define pages within the Smart HR Transactionsncomponent:
s a ฺ
• Use this page to enter the number of pages and pageh
) a
order:
u ide
ฺ c om nt G
Page Name
b m tude
Navigation
ฺ i
c a is S
Pages
e z @ Set Up t hHCM, Product Related, Workforce Administration, Smart HR Template,
ar u s e
Template Creation
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You use the Sections page to determine which sections are associated with each page.
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• Use this page to identify the page tab label:
Define Tab Detail Select the Change Title link on the Pages page.
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Managing and Configuring Template Sections

Use the Sections page to add and configure template sections.
The template administrator uses the Sections page to define which sections will appear in the template for the
end user. On the Sections page, the administrator:
• Determines which sections are available and which are hidden from the end user for each template.
• Selects the grid or tabular style for a section.
• Identifies which sections will appear on each page tab. e to

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el ic
• Organizes the position of the fields in the sections and specifies which fields are required, hidden, have a
default value, and which default values you can override.
a b l
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Fields for a section are established on the Template Section table.
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m ฺco dent
a ฺ ib Template
S tu Sections
Pages Used to Identify and Configure
@ c s
hi template sections:
e z e t
l v ar
Use these pages to identify and
u configure
s
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449
• Use this page to identify template sections:
Sections Set Up HCM, Product Related, Workforce Administration, Smart HR Template,

Template Creation
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• Use this page to configure a section:
Template Section Click the Section Configuration link on the Sections page for any template section.
Configuration
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Defining User and Searching Rules

Use the Person Rules page to:
• Enable or disable Search Match for a template.
• Define options for how to handle matching person or job data in the system.
• Select the options an end user can perform when no match is found.
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Student Notes elic
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Page Used to Define User and Search Rules a n s
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Use this page to define user and search rules:
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Person Rules Set Up HCM, Product Related, Workforce Administration, Smart HR Template,
Template Creation
This example displays the fields that are available when the End-User Can Decide What Action to Take field
is set to No:
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(c a
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C is set to Yes:
Note. For templates with a transaction type where the Person/Job Data Indicator field value is not equal to
Hire/Rehire, the Use Search Match To Find Existing Persons field is automatically set to Yes and is grayed
out so it cannot be changed. These transaction type templates require a person to already be in the system.
Only the Search for Existing Person group box fields display on the page.
453
Copying a Template
To ease the process of creating a template, use the Copy Template component to:
1. Select an existing template from which you want to copy.
2. Enter the new template ID, name, and effective date.
3. Save the new template.
4. Make the modifications to the new template when the system brings you to the Template Creation pages.
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Slide 217
el ic
a b l
Student Notes fe r
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Page Used to Copy and Modify an Existing Template
a no
Use this page to copy and modify an existing template:ha
s deฺ
m ) G ui
Page Name m
Navigation ฺco dent
a ฺ ib Stu
Copy Template @ cSet Up HCM,
h is Product Related, Workforce Administration, Smart HR Template,
z t
l v are uCopy se Template
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Changing a Country
If you copy a country template and save it for another country, only the related country sections appear on the
page. The original country sections and their defaults are hidden. For example, if a template for France (FRA)
is copied and you change the country for the new template to Spain (ESP), the FRA sections are removed; the
ESP sections appear, are blank, and ready for input.
454
Activity 15: Setting Up a Smart HR Template for a Hire

In this activity, you will review the activity overview and:
1. Create a Smart HR template for a hire transaction.

2. Enter template rules.
Slide 218
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Activity Overview
Your organization is planning on filling a large number of customer service representative trainee positions
for the Customer Service department. To streamline this process, create a hire/rehire template
(50300CSRP_<country code>) effective January 1, 2013.
Configuring the Template Search Page
Specify that you want to allow automatic database updates and submissions to HR. You also want to show all
comments on the pages.
This hire will be for employees within your country with a reason of trainee. These should be set as the
default values for all related fields. Specify the security category as Department. You do not need to hide any
of these fields from the user, but you need to indicate that they cannot override the:
• Action of hire. e to
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• Name format.
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• Country address code. fe r
a n s
Setting Up Section Details
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no and update any section configurations
You will have your template grouped into 2 pages. Enter theseasections
as defined here:
h a s deฺ
m ) G ui
Sections on Page 1
m ฺco deConsiderations
Section Configuration nt
a ฺ ib Stu
Name
@ cIndicatehaisgrid style
r e z e t
Birth informationlva
s
u Indicate a grid style
(c a
v a
r Sil
Gender
e sa Education level Do not make the highest education level required.

C
Marital status
National ID • Enter your country code as the default value.

This field should be required and hidden from the view of the user.
• Allow the user to override the national ID type and ID.

• The default value for the primary ID should be selected.
Address 01
Phone number 01 Indicate a grid style
456
Enter this information for page 2:
Sections on Page 2 Section Configuration Considerations
Work location job fields • Enter your regulatory region, company CTR, business unit BU001, and
department 50300 as required fields.
Allow the user to override these values, if necessary.
• Enter location LOCHQ and establishment EST01 as the defaults, but do not
indicate that these or the department entry date are required fields.
Job information job codes • Specify that the Job code is a required field with a default value of CSRP.
• Users should be able to override all fields in this section.
e to
e n s
Job payroll system
el ic
Enter Other as the default payroll system, which is a required field, and hide it from
the user.
a b l
fe r
Job absence system n s
Enter Other as the default absence system and hide it from the user.
a
n - tr
Job payroll information • Enter BWK as the default pay group
a noand EC2 as the holiday schedule.
• The pay group is the only
h a s field.
requiredid eฺ
m ) G u
• Users should obe able to t
ฺcstatus. den the pay group, holiday schedule, employee type,
override
m
ib Stu
and FICA
ฺ
a
c• Hidehtheistipped, tax location, and general ledger fields.
e z @ t
r s e
a l va u
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Job salary plan
a
• Default field values should include plan B1SP, grade 001, step 1.
S ilv • Users should be able to override all field values, if necessary.

s a r
Ce Job compensation frequency Enter your country currency code. These fields should be required.
Job compensation pay • Indicate a grid style.

components
• All these fields are required.
• Enter the compensation rate and currency code provided by your instructor.
Person Rules Setup
Enable search match functionality and enter the search parameter of PSHR_HIRE and search result code of
PSHR_GENERAL.
Indicate that the user should not be able to decide what action to take. Requests should be sent to an HR
administrator.
457
Activity Detailed Steps

Perform the detailed steps to complete the activity.
Creating a Smart HR Template for a Hire Transaction

To create a Smart HR template for a hire transaction:
1. Select Set Up HCM, Product Related, Workforce Administration, Smart HR Template, Template
Creation.
2. Click Add a New Value.
3. Enter 50300CSRP_<country code provided by the instructor> in the Template field, and click Add.
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4. Enter or verify the following information:
e n s
el ic
a b l
Page Element Value or Status
fe r
a n s
Status Test
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Effective Date a
January n1,o2013
h a s deฺ
) 50300 i
uCustomer
Description
o m t G Service Reps - <country code provided
m ฺc den by your instructor>

b
aฺi is Stu
Short Description
@ c h
CSRP <country code provided by your instructor>
r ez se t
Comments
l v a u This template is for performing quick hires for customer
( c a service representative trainees in department 50300.
lva
5. i Access the Configuration page, and enter or verify the following information:
S
sa r
C e
Transaction Type Hire/Rehire
Automatic Database Updates Selected
Show Comments On All Pages Selected
Allow Submissions to HR Selected
458
6. In the Search Page Configuration grid box, validate or enter the following information:
To change the Default Value field value, click the Change Value link for the specified row.
Field Label Default Value Override
Organizational Relationship EMP - Employee

Country <country code provided by your instructor>
Category Code DEPT (Department)
Empl ID NEW Selected
Effective Date Blank Selected

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Action HIR - Hire Cleared
el ic
b l
Reason Code TRN - Trainee
f ra
Selected
e
tr a ns
Name Format <format provided by instructor>
n - Cleared
Address Format a
<country code provided by
no
instructor> Cleared
h a s deฺ
m ) G ui
ฺco dent
7. Access the Pages page, and enter the following information:
ฺ m
ib StuDefault Value
Field Label a
c his
z @ t
Page Number are s e 1
l v u
a caChange Title link, and enter the following information:
(the
Silv
8. Select
sa r
C e Field Label Default Value
Label Type Static Text
Static Text Page Title Personal Data
9. Click OK.
10. Insert a row in the Page Information grid, and enter the following information:
Field Label Default Value
Page Number 2
459
11. Select the Change Title link for page number 2, and enter the following information:
Field Label Default Value
Label Type Static Text
Static Text Page Title Job Data

12. Click OK.
13. Access the Sections page, and click the Load/Reload Sections button.
14. Click the Select All button at the bottom of the page.
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15. For the specified section IDs, enter the following information:
Hint: Delete all unwanted sections first, then indicate the section style and page number.
Selected Seq Nbr Section ID Section Style Page Nbr
Cleared 10 NAME_01_<countr Grid 1

y code>
Cleared 20 BIRTH_INFO Grid 1
Cleared 50 GENDER Tabular 1
Cleared 60 EDUCATION_LEV Tabular 1

EL
e to
Cleared 70 MARITAL_STATU Tabular 1 e n s
S
el ic
a b l
Cleared 100 NATIONAL_ID_<c Tabular fe r 1
ountry code> a n s
n - tr
Cleared 120
o
ADDRESS_01_<con Tabular 1
a
untry code> s
h a i d eฺ
m ) G u Grid
Cleared 130 o
ฺc _01den t
PHONE_NUMBER 1
ฺi b m tu
c a s S
Cleared
e z @ thi WORK_LOC_JOB_
430 Tabular 2
ar u s e FLDS
l v
a (ca
Cleared 440 JOB_INFO_JOB_C Tabular 2
Sil v ODE
sa r
C e Cleared 570 JOB_PAYROLL_S Tabular 2
YSTEM
Cleared 580 JOB_ABSENCE_S Tabular 2

YSTEM
Cleared 590 JOB_PAYROLL_IN Tabular 2

FO
Cleared 620 JOB_SALARY_PL Tabular 2

AN
Cleared 630 JOB_COMP_FREQ Tabular 2
Cleared 650 JOB_COMP_PAY_ Grid 2

CMPNT
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16. Click the Delete Selected Sections button at the bottom of the page.
There should now be 16 rows in the Template Sections grid. Confirm that your grid matches the one
above.
17. Save your page.
18. For the 60, EDUCATION_LEVEL row, click the Section Configuration link, and deselect the Required
check box for the Highest Education Level row.
19. For the 100, NATIONAL_ID_<country code> row, click the Section Configuration link, and enter or
verify the following information:
Note. For the Default Value column, click the Change Value link to enter the value. Once you enter the
value and click OK, this information will display in the Default Value column.
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Field Label Default Value Required Override Hide
e n s
Country <country code Selected Cleared l e lic
Selected
provided by
fe r ab
instructor>
a n s
n - tr
National ID Type
n o
Cleared Selected Cleared
s a ฺ
National ID
h uide Selected
a
Cleared
)
Cleared
Social Security Nbr ฺ c omClearedn tG Selected Cleared

b m d e
aฺi is Stu
Key *
c
Primary ID
r e z@
Y - Yes th
e Cleared Selected Cleared
l va u s
Note. (*c
a
(FRA) The page displays the Social Security Nbr Key field for the France scenario only.
v a
r Sil
esa
20. Click OK.
C
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21. For the 430, WORK_LOC_JOB_FLDS row, click the Section Configuration link, and enter or verify the
following information:
Regulatory Region <regulatory region Selected Selected Cleared

provided by
instructor>
Company CTR Selected Selected Cleared
Business Unit BU001 Selected Selected Cleared
Department 50300 - Bus. Unit 1 Selected Selected Cleared

Customer Service
to
Department Entry Date Cleared Selected Cleared en
se
l e lic
Location Code LOCHQ - Cleared Selected ra bCleared
f e
Headquarters
tra ns
Establishment ID EST01 Cleared o n -Selected Cleared
n
a ฺ
22. Click OK. a s
h uide
)
m the Section
23. For the 440, JOB_INFO_JOB_CODE row,
ฺ c oclick
e n t G Configuration link, and enter or verify the
a ฺ ibm Stud
@ c his
Field Label
r e z e t
Default Value Required Override Hide
a u s
( c
Job Code alv CSRP - Customer Selected Selected Cleared
a
Silv
Service Rep
sa r
C e Job Entry Date Cleared Selected Cleared
24. Click OK.
25. For the 570, JOB_PAYROLL_SYSTEM row, click the Section Configuration link, and enter or verify the
Payroll System OT - Other Selected Cleared Selected
26. Click OK.
463
27. For the 580, JOB_ABSENCE_SYSTEM row, click the Section Configuration link, and enter or verify the
Absence System OT - Other Cleared Cleared Selected

28. Click OK.
29. For the 590, JOB_PAYROLL_INFO row, click the Section Configuration link, and enter or verify the
Pay Group BWK - Biweekly Pay Selected Selected Cleared

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Group
e n s
Holiday Schedule EC2 Cleared Selected l e lic
Cleared
fe r ab
Employee Type Cleared n s
Selected
a Cleared
Tipped no Cleared
Cleared
n-tr Selected
a
s deฺ Cleared
h a
Tax Location Code
m )
Cleared
G ui Selected
FICA Status-Employee m ฺco dCleared

e nt Selected Cleared
ฺ i b t
a is S Cleared u
General Ledger Pay @c h Cleared Selected
e z e t
Type
l v ar u s
30. Click (
a ca
OK.
r Silv
31. For the 620, JOB_SALARY_PLAN row, click the Section Configuration link, and enter or verify the
C esa following information:
Salary Administration B1SP - Business Unit 1 Cleared Selected Cleared

Plan Salary Plan
Salary Grade 001 - BU 1 Salary Plan Cleared Selected Cleared

Grade 001
Grade Entry Date Cleared Selected Cleared
Step 1 Cleared Selected Cleared
Step Entry Date Cleared Selected Cleared
32. Click OK.
464
33. For the 630, JOB_COMP_FREQ row, click the Section Configuration link, and enter or verify the
Currency Code <currency code Selected Selected Cleared

provided by instructor
Compensation Selected Selected Cleared

Frequency
34. Click OK.
35. For the 650, JOB_COMP_PAY_CMPNT row, click the Section Configuration link, and enter or verify
the following information:
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e n s
Field Label Default Value Required Override
l e lic
Hide
Comp Rate Code Selected Selected

fe rabCleared
a n s
Compensation Rate <compensation rate Selected
n - tr
Selected Cleared
provide by instructor>
a no
h a s deฺ Selected
ui
Currency Code <currency code Selected Cleared
provide by instructor>m)
G
m ฺco dent
Compensation
a ฺ ib Stu Selected Selected Cleared
Frequency
@ c his
r e z e t
36. Click OK. va
l u s
a
(c information.
v a
37. Save your
r Sil
e sa 38. Click the Preview Template button, and click OK to the message about saving your data, if any.
C A new window should open displaying a preview of your template.
39. Navigate through your template to see if it looks complete. Notice where you selected grids versus the
tabular section style.
40. If everything looks good, close the preview window.
41. Access the Template Creation page, and change the Status to Active.
42. Save your data.
Entering Template Rules

To enter template rules:
1. Access the Person Rules page.
465
Use Search Match To Find Existing Persons Yes
Search Parameter PSHR_HIRE

Search Result Code PSHR_GENERAL
End-User Can Decide what Action to Take No
Send the Request to an HR Administrator to Process Selected
Send the Request to an HR Administrator to Process Selected

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3. Save your information.
elic
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fer
This concludes the activity. Please do not continue.
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Managing Worker Transactions Using Smart HR Templates
Administering Smart HR Transactions

End users and HR administrators will administer Smart HR transactions using these components:
End User HR Administrator
• Smart HR Transactions • Manage Transactions

• Transaction Status • Manage Hires
• Add Person e to
e n s
• Job Data
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• Person Profile
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Slide 219
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End Users a ฺ ib Stu
@ c his
r e z
The template administrator e
can createtvarious templates for use by the end users. The end user enters data for
l va to or in the
persons being added
s
u database. The amount of data an end user enters is dependant on the types of
a
c Security limits determine which templates the end user can access.
templates (created.
il v a
r S
e saAdministrators
HR
C
The template administrator will determine at the template level whether the end user's data will automatically
update the HR system, or requires an HR administrator to review it first. Also, the HR administrator will be
sent any Smart HR transaction that encountered errors.
467

(continued)
The Smart HR Transactions Pages

When performing a Smart HR transaction for a person, you will use the following pages:
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Slide 220
r e z e t
l va u s
c a
a(
Student Notes
ilv
ar S
s
CeThe Smart HR Transaction Process
To start the Smart HR Transaction process:
1. Select a preconfigured template and select Create Transaction.
You can search for a template by transaction type.
2. Enter transaction details for a person.
The template selected determines what fields display or which fields provide values by default.
3. Save the transaction by specifying one of these options:
• Save and submit the transaction, directly updating the HR system.
• Have a human resources administrator review the transaction.
• Save the transaction for later.
468
Saving the Transaction to the System

When the data is submitted for processing, the appropriate service oriented architecture (SOA) or component
interface (CI) will be called to process the actual hire. If an error occurs during the processing, a line item will
be added to the Manage Transactions component. If it is for a hire transaction, it will also be added to the
Manage Hires component. From these pages, a human resource administrator is able to review the data, make
corrections, resubmit for processing, or cancel the transaction. The human resource administrator is able to do
this by accessing the transaction template as a whole, or though the Personal Data, Job Data, and Person
Profile components to complete the process. What the administrator accesses depends on the type of
transaction that was performed. He or she can complete the transaction but can also modify the data entered
by the end user, as needed, prior to committing the changes to the database.
Pages Used to Manage Person Data Using Smart HR Transaction Templates

Use these pages to manager person data through Smart HR transaction templates:
e to
e n s
• Use this page to select a template to perform a Smart HR transaction for a person:
el ic
a b l
Page Name Navigation fe r
a n s
Smart HR Transactions n - tr
Workforce Administration, Smart HR Template, Smart HR Transactions
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a ฺ ib Stu
@ c his
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Transaction Type Narrow the search for a template by selecting a transaction type prior to
searching for a template. Transaction types define if a transaction template is for
a hire or rehire, a job update, a job and person data update, a profile update, and
so on.
Select Template Select a template and click the Create Transaction button to start a transaction
using the Smart HR process. The templates available for selection are those set
up by the template administrator and to which you have security access.
Transactions In Progress This grid displays the transactions that are in Draft status. You can only view
those people you have added through the Smart HR Transactions pages but
selected to save for later. The person will remain in Draft status until you submit
the person, send them to HR for completion, or delete them by selecting the row
and clicking the Delete Selected Transactions button.
469
• Use this page to enter the information to start the Smart HR transaction process:
Smart HR Transactions - Select a template and click Create Transaction on the Smart HR Transactions page.
Enter Transaction Details
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h a s deฺ
m
The template configuration determines the available ) fieldsGonuthisi page.
m ฺco dforenthet first time and no data resides in the system for the
a
person, accept the default of NEW. ฺ ibAn employee
If you are hiring an individual to the organization
S tu ID will be assigned when the transaction is submitted
successfully and a person@ c s
hi Otherwise, enter or look up the employee ID.
record is created.
r e z e t
l v atransactions
u s row-level security exists, and all persons in the system are available for
a is also the case for managers using the Smart HR Transactions pages for rehiring or non-hire
Note. For rehire
(cThis
no
a
selection.
ilv
r Stransaction, as the person may not have previously reported to that manager.
e sa
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• Use this page to enter the person, job, or profile information, as defined by the template, for the transaction:
Smart HR Transactions - Click the Continue button on the Enter Transaction Details page.
Enter Transaction Information
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Only those sections and fields associated with this template will be available on this page. If there is not
enough information to commit the transaction to the system, then the transaction will be sent to the HR
administrator to complete.
The Enter Transaction Information page may be one page or multiple pages, depending upon how you set
up your template.
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(continued)
Saving or Submitting Smart HR Transactions

When template administrators set up the templates, they can determine whether to turn Auto Update on or off:
• If Auto Update is on, the end user is able to save the transaction to the database, or save the transaction in
draft status.
• If Auto Update is off, then the end user only has the option to save the transaction as a draft or to submit the
transaction to HR.
eto to
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ce
When the transaction requires HR intervention, the HR administrator uses the Manage Transactions page
view transactions and continue with the Smart HR transaction process. l i
r a ble
Slide 221
n s fe
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Student Notes no
a
s deฺ
h a
) a Smart i Transaction
Pages That Display When Saving or Submitting m G uHR
m ฺcoyourdSmart
These pages display when you save or submit e ntHR transaction:
a ฺ ib Stu
Save and Submit - Person @ cMatchhFound
is
z t
l v arein theusystem
When other individuals se have similar personal details to the person you are trying to working
(ca presents you with this page:
with, the system
a
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Smart HR Transactions - Click the Save and Submit button on the Smart HR Transactions - Enter Transaction
Person Match Found Information page.
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a b l
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a no
Save Confirmation
h a s deฺ
When your transaction is successful, the system mwill)presentG
i this page:
uwith
you
m ฺco dent
Page Name a ฺ ib Stu
Navigation
@ c his
Smart HR Transactionsre
z e
- Save •sClick
t the Save and Submit button on the Smart HR Transactions - Enter
Confirmation lv
a u Transaction Information page.
(c a
v a
r Sil • Click the Not a Match - Continue with Hire button on the Smart HR Transactions -
Person Match Found page.
e sa
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The Update Contracts link appears if this option is selected for the template.
Save for Later Confirmation
You will be presented with this page when you save your hire in draft status:
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Smart HR Transactions - Save Click the Save for Later button on the Smart HR Transactions - Enter Transaction
for Later Confirmation Information page.
e to
Save and Submit Error - Further Processing Required
e n s
This page displays when the system encounters errors when you save your hire: el ic
a b l
fe r
a n s
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Smart HR Transactions - noSmart HR Transactions - Enter Transaction
Click the Save and Submit button on the
a
Further Processing Required Information page.
h a s deฺ
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a ฺ ib Stu
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r e z e t
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Send to HR for Completion - Further Processing Required
This page displays when you send the hire to HR for completion:
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Smart HR Transactions - Click the Send to HR for Completion button on the Smart HR Transactions - Enter
Further Processing Required Transaction Information page.
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(continued)
Transaction Status Page for the User

The Transaction Status page enables the user to view his or her Smart HR transactions that have the following
statuses:
• Pending.
• Cancelled.
• Processed. e to
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Slide 222
a b l
fe r
Student Notes
a n s
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Page Used to View the Status of Your Smart HR Transactions a no
h a s deฺ
m G ui cancelled, or processed status:
Use this page to view the your Smart HR transaction) with a pending,
m ฺco dent
a ฺ ib Stu
@ c his
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Transaction Status Workforce Administration, Smart HR Template, Transaction Status

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a b l
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m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa The end user will be able to view only the persons he or she has entered in the system. The HR administrator
will have access to view all submitted Smart HR Transactions on the Manage Transactions page.
C
Note. Transaction that are saved in draft status display on the Smart HR Transactions page.
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Activity 16: Hiring a Person Through the Smart HR

Transaction Process
In this activity, you will hire a person with the Smart HR transaction process in one of the following
countries:
• France.
• Japan.
• United States.
Slide 223
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(FRA) Hiring a Person in France Through the Smart HR Transaction Process

In this activity, you will review the activity overview and hire a person through the Smart HR transaction
process.
Activity Overview
To verify your defaulting options, you will add several people into the PeopleSoft system. Hire the following
person on January 1, 2013 through the Smart HR transaction process using your new hire template
50300CSRP_FRA:
Ken Sato (1005)
e to
Personal Information Birthday: April 24, 1986 in Eure, France
e n s
Single male
el ic
National ID: 1.86.04.27.999.105
a b l
fe r
Home Address: 74 Rue Marcel Miquel, Paris 75013
a n s
Home phone: 33-6-80-28-21-55
n - tr
a no
Job Information Hire Ken as a customer service
h a d e ฺ establishment
sat headquarters,
representative in department 50300 for BU001 in
company CTR. He is located
) u i EST01.
Payroll Assign m cothemBWKepay

himฺto n G
t group, holiday schedule EC2, as an hourly employee.
ฺ i b t u d
c aHe shouldisbeSassociated with the B1SP salary plan, grade 001, step 1, making 15.00
e z @ EURtper h hour. The compensation frequency should be monthly.
ar us e
When the hireaislv
complete, review your Transaction Status component.
a (c
Sil v
e sar Detailed Steps
Activity
C Perform the detailed steps to complete the activity.
Hiring a Person Through the Smart HR Transaction Process

To hire a person through the Smart HR transaction process:
1. Select Workforce Administration, Smart HR Templates, Smart HR Transactions.
2. Select 50300CSRP_FRA - Customer Service Reps - FRA from the Select Template field.
3. Click Create Transaction.
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4. On the Enter Transaction Details page, enter the following information:
Empl ID 1005
Job Effective Date January 1, 2013

Reason Code Trainee
5. Click the Continue button.
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6. Enter the following information:
First Name Ken
Last Name Sato

Date of Birth April 24, 1986
Birth Country FRA
Birth State 27 - (Eure)
Gender Male
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Marital Status Single
elic
a b l
National ID Type PR (Social Security Number)
fe r
a n s
National ID
n - tr
1.86.04.27.999.105
a no
Social Security Nbr Key
h a s deฺ
00
m ) G ui
Primary ID
m ฺco dent Selected
Address Type a ฺ ib Stu Home

c i s
Address Line 1 re
z@ e th
l v a u s 74 Rue Marcel Miquel
a
Postal
ca
(Code 75013
S i l v
sa r City Paris
C e
State 75 - (Paris)
Phone Type Home
Telephone 33-6-80-28-21-55
7. Access the Job Data page tab.
482
Regulatory Region FRA - (France)
Company CTR
Business Unit BU001
Department 50300 - (Bus. Unit 1 Customer Services)
Location Code LOCHQ - (Headquarters)
Establishment ID EST01 - (Western Region)

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Job Code CSRP - (Customer Service Rep)
el ic
a b l
Pay Group BWK - (Biweekly Pay Group)
fe r
a n s
Holiday Schedule EC2
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Employee Type Hs(Hourly) ฺ
) h a
u ide
Salary Administration Plan
ฺ c om ntB1SPG (Business Unit 1 Salary Plan)
e
ibm Stud 001 (BU 1 Salary Plan Grade 001)
Salary Grade a ฺ
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e z @ t
Step
a r u s e 1
l v
a (caCode
Currency EUR
S i l v
sa r Compensation Frequency M (Monthly)
C e
Comp Rate Code HRLY
Compensation Rate 15.00
Currency Code EUR
Compensation Frequency H (Hourly)
9. Click the Save and Submit button.
If the Person Match Found page displays, click the Not a Match - Continue with Hire button.
10. Click OK.
11. To view your status, select Workforce Administration, Smart HR Template, Transaction Status.
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12. On the Transaction Status page, enter the following information and select Refresh.
Transaction Status Hired/Added
Start Date From January 1, 2013

Employee 1005 should appear in the Transaction Status list.
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(JPN) Hiring a Person in Japan Through the Smart HR Transaction Process

process.
Activity Overview
50300CSRP_JPN:
Sato Ken (1005)
e to
Personal Information Birthday: April 24, 1991
e n s
l e lic Single male
Home Address: 190-0031 Tokyo-To, Tachikawa-shi, Sunagawa-cho
r a b 1-1-32.
Home phone: 03-1234-5678 sf e
tr a n
n -
Job Information
a no establishment
Hire him as a customer service representative
company CTR. He is located at headquarters,
in department 50300 for BU001 in
EST01.
a s e ฺ
d schedule EC2, as a salaried employee.
Payroll Assign him to themBWK) hpay group,
G u iholiday
ฺ c o n t the
He should
i b be
d e
mJPY pertumonth.
associated with B1SP salary plan, grade 001, step 1, making
c ฺ
200,000
a is S
r e z@
When the hire is complete, revieweyourthTransaction Status component.
l va u s
(c a
il v a
r S
e sa Perform the detailed steps to complete the activity.
C
1. Select Workforce Administration, Smart HR Template, Smart HR Transactions.
2. Select 50300CSRP_JPN - Customer Service Reps - JPN from the Select Template field.
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4. On the Enter Transaction Details page, enter the following information:
Empl ID 1005

Reason Code Trainee
5. Click Continue.

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Last Name Sato
elic
a b l
First Name Ken fer
a n s
Alternate Character n - tr
Sato Ken
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Date of Birth
h aApril
i eฺ
s 24, d1991
m ) G u
Gender o
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Male
b m
Marital Status
c aฺi is Stu Single
Address Type are

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l v u s Home
a
Postal
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(Code 190-0031
r Silv
e sa State 13 (Tokyo-To)
C
City Tachikawa-shi
Address Line 1 Sunagawa-cho 1-1-32
Alternate Character City Tachikawa-shi
Alternate Character Address Sunagawa-cho 1-1-32
Phone Type Home
Telephone 03-1234-5678
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Regulatory Region JPN - Japan
Company CTR
Business Unit BU001
Department 50300 - Bus. Unit 1 Customer Services
Location Code LOCHQ - Headquarters
Establishment ID EST01 - Headquarters

e to
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Job Code CSRP - Customer Service Rep
el ic
a b l
Pay Group BWK - Biweekly Pay Group
fe r
a n s
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a no
Employee Type Ss(Salaried) ฺ
) h a
u ide
e
Salary Grade a ฺ
c his
e z @ t
Step
a r u s e 1
l v
a (caCode
Currency JPY
S i l v
C e
Comp Rate Code FCAP
Compensation Rate 200,000
Currency Code JPY
Compensation Frequency M (Monthly)
10. Click OK.
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(USA) Hiring a Person in the United States Through the Smart HR Transaction
Process
process.
Activity Overview
50300CSRP_USA:
Ken Sato (1005)

e to
e n s
Personal Information Birthday: April 24, 1986
el ic
Single male
a b l
fe r
National ID: 624-58–0024
a n s
- tr
Home Address: 1960 Harrison Street, Pleasanton, CA 94588
n
Home phone: 925/695-776
a no
h a s deฺ
Job Information Hire Ken as a customer
company CTR.oHe m ) service
G ui
representative in department 50300 for BU001 in
ฺ c e n t
is located at headquarters, establishment EST01.
Payroll a ฺ ibm
Assign him toS t
the
d pay group, holiday schedule EC2, as an hourly employee.
uBWK
@ c his
r e z e t be associated with the B1SP salary plan, grade 001, step , making 15.00
He should
l v a u sUSD per hour. The compensation frequency should be monthly.
a ca
(hire
Silv
When the is complete, review your Transaction Status component.
e sar
C Activity Detailed Steps

1. Select Workforce Administration, Smart HR Template, Smart HR Transactions.
2. Select 50300CSRP_USA - Customer Service Reps - USA from the Select Template field.
489
4. On the Enter Transaction Details page, enter or verify the following information:
Click OK to the date out of range message, if any.
Empl ID 1005
Reason Code Trainee
5. Click the Continue button.

e to
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a b l
First Name Ken
fe r
a n s
Last Name -
Sato
n tr
o
n1986
Date of Birth a
s deฺ
April 24,
h a
m ) MaleG ui
ฺco dent
Gender
ฺ m
ib Stu
Marital Status
c a s
Single
National ID Typerez
@ thi
l v a u se PR (Social Security Number)
(cID
National
a 624-58-0024
v a
r Sil
e sa Primary ID Selected
C Address Type Home
Address Line 1 1960 Harrison Street
City Pleasanton
State CA
Postal Code 94588
Phone Type Home
Telephone 925/695-7776
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Regulatory Region USA (United States)
Company CTR
Business Unit BU001
Department 50300 (Bus. Unit 1 Customer Services)
Location Code LOCHQ (Headquarters)
Establishment ID EST01 (Western Region)

e to
e n s
Job Code CSRP (Customer Service Rep)
el ic
a b l
Pay Group BWK (Biweekly Pay Group)
fe r
a n s
n - tr
a no
Employee Type Hs(Hourly) ฺ
) h a
u ide
e
Salary Grade a ฺ
c his
e z @ t
Step
a r u s e 1
l v
a (caCode
Currency USD
S i l v
C e
Comp Rate Code HRLY
Compensation Rate 15.00
Currency Code USD
Compensation Frequency H (Hourly)
10. Click OK.
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492
Viewing and Managing the Status of Smart HR Transactions
Manage Transactions for the HR Administrator

The Manage Transactions and Manage Hires pages are used by the HR administrator, not the end user. The
HR administrator uses these pages to:
• View transactions that may be in draft status that the end user started (Draft).
• View transactions that require HR review prior to committing to the database (Requested).
• View transactions sent to HR for completion (Action Required).
• Review errors encountered upon saving in order to complete the Smart HR transaction (Error). e to
e n s
el ic
The Manage Hires page displays only hire transactions while the Manage Transactions page displays all types
of Smart HR transactions.
a b l
fe r
a n s
n - tr Slide 224
Student Notes a no
h a s deฺ
m ) G ui
Pages Used to Manage Transactions ฺc
o nt
m
b Stu
itransaction d e
a ฺ
c his sent to you as the HR administrator:
Use these pages to view and process
e z @ t
r s e
a l va u
a (c
S il v
sa r
C e
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• Use this page to view Smart HR transactions with a status of Action Required, Draft,Error, or Requested
status:
Manage Transactions Workforce Administration, Smart HR Template, Manage Transactions

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• Use this page to display the details of and complete a Smart HR transaction:
Manage Transactions - Click the name of the person on the Manage Transactions page.
Manage Transaction Details
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• Use this page to view a list of persons who are going through the Smart HR Transactions process for a hire
or applicants that have gone through the recruiting process:
Manage Hires Workforce Administration, Personal Information, Manage Hires

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• Use this page to display the hire details of a person and complete the hire:
Manage Hires, Manage Hire Click the name of the person on the Manage Hire Details page.
Details
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C Note. The detail pages display links and buttons that enable you to view errors, complete a transaction, and
commit it to the system. The buttons and links will vary depending on what needs to be completed for the
worker.
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Review
In this lesson, you learned that:
• Smart HR templates enable you to streamline the repetitive data entry process of various transactions.
• PeopleSoft provides the Template Record/Field and Template Section tables as delivered data.
• Depending upon how a template is set up, an end user can save a transaction to the system, forward the
transaction to the HR administrator, or save the transaction in draft status to process at a later date.
• The HR administrator can use the Manage Transactions pages to view, correct, and complete Smart HR
transactions.
e to
Slide 225 e n s
el ic
Student Notes a b l
fe r
a n s
Additional Resources n - tr
a no
h a i eฺ about the topics that we discussed
s moreddetails
This table lists product documentation resources that provide
in this lesson:
m ) G u
o t
ฺc denCross-Reference
b m
aฺi is Stu
Topic
c
r e z@ e th
Setting up Smart HR templates PeopleSoft Human Resources Administer Workforce,
l v a u s "Setting Up the Administer Workforce Business Process,"
( c a Setting Up Smart HR Templates
S ilva Smart HR (template-based) transactions

Performing PeopleSoft Human Resources Administer Workforce,
s ar "Increasing the Workforce," Using Smart HR Templates
Ce and Transactions
498
Lesson 11
Maintaining Person and Job Data

Objectives
• Maintain historical information for your workforce. e to

e n s
• Manage personal data and job data. elic
a b l
• Create action reason codes. fer
a n s
n - tr • (JPN) Set up salary increase information for Japan.
• Enter termination and last date worked information. a no

h a s deฺ
• View job summary information.
m ) G ui
m ฺco dent
Slide 227
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
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Maintaining Person and Job Data Lesson 11
Maintaining Historical Information for Your Workforce
Effective Dated Information and Row Types

The following diagram defines current, history, and future effective dates:
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Slide 228
m ) G ui
Student Notes m ฺco dent
a ฺ ib Stu
@ c his
Retaining History are
z e t
l v u s
a
c new information related to existing data, such as a transfer or pay rate change, you do not
When you(enter
wantv a
il byora date
to lose overwrite the data already stored in the database. To retain history, you insert a data row
a r S
identified that indicates when the information goes into effect: an effective date.
s
Ce
500
Lesson 11 Maintaining Person and Job Data
Maintaining Historical Information for Your Workforce (continued)
Handling Multiple Actions with the Same Effective Date

Use the Effective Sequence field on the Job Data - Work Location page to differentiate actions with the same
effective date.
Each time a new sequence number is added, the record (sequence number) with the lowest number becomes
an historical row of data.
Slide 229
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Student Notes
e n s
el ic
a b l
Page Used to Enter Multiple Job Actions With the Same Effective Date
fe r
a n s
Use this page to enter multiple actions with the same effective date:
n - tr
a no
h a s deฺ
m ) Job G ui Job Data
ฺco dent
Work Location Workforce Administration, Information,
ฺ m
ib Stu
a
c his
e z @ t
r s e
a l va u
a (c
Sil v
sa r
C e
Note. When you review a worker's record using Update/Display, you will see all the (sequence) rows for that
effective date.
501
Activity 17: Analyzing Action and Row Types

In this activity, you will review the activity overview and determine row types and their relationship to action
modes.
Slide 230
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502
Activity Overview
The action mode that you select dictates the rows of data you can access and what you can do with each row.
Using the chart provided, enter the following types of information:
• Row types and their relationship to the system date (today's date).
• The number of rows the system allows per row type.
• Indicate Yes or No as to whether you can view or change data for the designated row for the action mode
defined at the top of each column.
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Determining Row Types and their Relationship to Action Modes

Use the following diagram to summarizes how action modes are related to rows of data:
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This concludes the activity. Please do not continue. a b l
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Activity 18: Analyzing Row Maintenance Needs

In this activity, you will review the activity overview and analyze row maintenance needs.
Slide 231
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505
Activity Overview
Using the scenarios presented below for workers A and B, answer the questions.
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Defining Row Maintenance

Assume today's date is January 3, 2014. Answer the following questions.
1. Given that worker A has the following effective-dated personnel actions, how would the system classify
these rows of data (Current, Future, or History)?
Effective Date Action Row Classification
January 4, 2014 Pay Rate Change
January 9, 2013 Transfer
January 6, 2012 Hire

e to
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2. Worker B is an employee that was hired into the company effective January 6, 2012. This person will
work in department 100 with an annual compensation of 30,000.
a b l
fe r
a n s
Question Answer
n - tr
Which component would you use to add this person's
a no
job record?
h a s deฺ
m ) G ui
Enter the job data values below:
m ฺco dent
a ฺ ib Stu
Effective Date
@ c his Department
Action Compensation Row Classification
z t
l v are use
a (camonths, worker B is transferred from department 100 to department 200 with no change in pay.
Silv
3. After six
sa r
C e Question Answer
Which component would you use to update this

person's job record and what action mode would you
use to access the page?
What do you need to do to record this department

transfer?
Effective Date Action Department Compensation Row Classification
507
4. Effective January 6, 2013, worker B receives a merit increase. The new compensation is 35,000.
Question Answer
What action mode would you use to record this change?
What do you need to do to record this salary increase?

Effective Date Action Department Compensation Row Classification
5. You just discovered that worker B was hired on probation.

e to
e n s
el ic
Company policy states that if the worker successfully completes the probationary period, the worker
a b l
receives a pay increase. In this particular case, as of September 1, 2012, the worker should have received
a pay increase with a new compensation of 32,500.
fe r
a n s
Question Answer
n - tr
a no
What action mode would you use?
h a s deฺ
m ) G ui
ฺco dent
What do you need to do to record the salary increase?
m
a ฺ ib Stu
c his
@
r e z e t
l va
Effective Date s
uAction Department Compensation Row Classification
(c a
v a
ar Sil
e s
C This concludes the activity. Please do not continue.
508
Managing Personal Data and Job Data
Components for Personal and Job Data

The following components enable you to update information pertaining to personal data or job data:
Name Use When: Pages
Modify a Person You want to update personal information only. Biographical Details, Contact
Information, Regional
Job Data You need to work with effective-dated rows of the worker's Work Location, Job Information,
e to
job data. Job Labor, Payroll, Salary Plan,
e n s
Compensation, Earnings
el ic
Current Job You want to correct the worker's current job only.
a b l
Distribution, Benefit Program
er
Participation, Employment Data
s f
n Profile, Salary Plan,
- tr Compensation, Job Earnings Pay Rate You want to change only the worker's compensation. aEmployee
n
no Distribution
Change
a
s deฺ
h a
m ) G ui
Slide 232
m ฺco dent
Student Notes a ฺ ib Stu
@ c his
r e z e t
l va u s
Event Management
(c a
i
Usingv a
l PeopleSoft HCM Event Manager, you can define the business events that the system raises when
the
S
e sar you change certain data in application components or run certain PeopleTools Application Engine processes.
C For example, you can integrate Manage Profiles with Job Data using the HCM Event Manager, so that when a
person's rank is updated in Job Data, the profile is automatically updated.
509
Managing Personal Data and Job Data (continued)
Personal Data
Use the Modify a Person component to update or correct information, such as:
• Name.
• Address.
• Date of birth.
• Marital status.
e to
• Regional information, such as military status. e n s
elic
a b l
Slide 233
fer
a n s
a no
Component Used to Update Personal Data h a s deฺ
m ) G ui
ฺco dent
Use this component to update personal information:
m
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
il v a
r S
e sa
C
510
Component Name Navigation
Modify a Person • Workforce Administration, Personal Information, Modify a Person

• Workforce Administration, Personal Information, Biographical, Modify a Person
e to
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a b l
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h a s deฺ
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m ฺco dent
a ฺ ib Stu
@ c his
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l va u s
(c a
a
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C
511
Job Data Components

You are able to access and perform specific job-related changes to a person's job record depending upon the
job component you access:
Component Benefits
Job Data This component enables you to access all the pages and rows necessary to update a person's
complete job history.
e to
Current Job
n
This component accesses the same information as the standard Job Data component, except that
e s
ic
with this component you can perform quick updates or corrections to the current row or future
el
dated rows of data without pulling up historical rows.
a b l
fe r
Pay Rate Change
n s
This component enables you to change information that is directly related to pay changes.
a
n - tr
Slide 234 a no
h a s deฺ
m ฺco dent
a ฺ ib Stu
Components Used to Update Personal
@ c hisand Job Data
r e z e t
l v a
Use these components to
u s
update job data for your workers:
a (ca
S ilv
e sar
C
512
• Use the Job Data component to update a worker's future, historical, and current job information:
Job Data Workforce Administration, Job Information, Job Data

e to
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a b l
fe r
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h a s deฺ
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m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l a
vthe s
u in Update/Display, Include History, or Correct History mode.
(c a
You can access component
il v a
a r S
s
Ce
513
• Use the Current Job component to update a worker's current or future job record only:
Current Job Workforce Administration, Job Information, Current Job

e to
e n s
elic
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l a
vcomponent s
uin Correction mode.
(c
You access a
the
il v a
a r S
s
Ce
514
• Use the Pay Rate Change component to update information that is directly related to a worker's
compensation:
Pay Rate Change Workforce Administration, Job Information, Pay Rate Change
e to
e n s
el ic
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l vdata s
a into the ucomponent in Update/Display, Include History, or Correct History mode,
a
You can enter
(conly those pages and fields pertinent to pay rate changes are available.
il v a
however,
a r S
s
Ce
515
Compensation Data Considerations

When defining a worker's compensation package, keep the following points in mind:
• When you insert a new job data row and change any of the worker's compensation rates, the system
automatically creates a new complete compensation package.
Use Include History to view compensation package history.
• Click the Default Pay Components and Calculate Compensation buttons to enter system compensation
defaults and to recalculate pay related fields.
e to
• The Pay Components scroll area enables you to manage compensation packages: e n s
l e lic
– Enter a change amount or percentage increase based on a previous compensation rate
r a bcode amount.
sf e
– Select the Apply FTE check box on the Controls tab for flat rate code types
tr a nin order for the system to
prorate the person's pay using his or her FTE. n -
a no
Slide 235
h a s deฺ
m ) G ui
a ฺ ib Stu
@ c his
Page Used to Update Compensation
r e z e t
a u s
Use this pagea tolv
enter compensation for a worker.
a (c
S il v
sa r
C e
516
• Use this page to view and modify a worker's compensation information:
Compensation, Amounts tab • Workforce Administration, Job Information, Job Data

• Workforce Administration, Job Information, Current Job
• Workforce Administration, Job Information, Pay Rate Change
e to
e n s
el ic
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l
• Use the Controls
s
vatab in the uPay Components scroll area to view the source of a rate code:
(c a
v a
l Name
iPage
a r S Navigation
s
Ce Compensation, Controls tab • Workforce Administration, Job Information, Job Data
517
• Use the Changes tab in the Pay Components scroll area to enter a change to the worker's compensation:
Compensation, Changes tab • Workforce Administration, Job Information, Job Data

e to
n s
l ice
• Use the Conversion tab in the Pay Components scroll area to view a change to the worker's compensation:
r a ble
n s fe
n - traJob Data
Compensation, Conversion tab • Workforce Administration, Job Information,
no Current Job
• Workforce Administration, Job Information,
a
h a
• Workforce Administration, i d eฺ Pay Rate Change
sJob Information,
m ) G u
o
ฺc den t
b m
c aฺi is Stu
r e z@ e th
l v a u s
a (ca
ar Silv
e s
C Example of FTE Conversion
In the previous screen shot, if the employee's FTE were 20 hours per week and the Apply FTE check box was
selected on the Conversion tab, the annual pay shown under the Pay Rates header would be prorated (from
3,500 to 1,750).
Steps to Update a Worker's Compensation

Follow these steps to update compensation with a 10 percent pay increase:
1. On a worker's Work Location page, insert a new row and enter the effective date and the action of Pay
Rate Change.
2. On the Compensation page, select the Changes tab and enter 10 in the Change Percent field.
3. Click the Calculate Compensation button and save your work.
All the compensation rate fields update to reflect the new information.
518
Updating Organizational Instance and Assignment Relationships

When you give a worker an additional assignment you create a subordinate job under a controlling job.
Although the system assigns each job instance a different employment record number, the two jobs reside
under the same organizational instance.
The PeopleSoft system enables you to:
• Promote an assignment to its own instance.
• Move an assignment to another controlling instance. to

• Demote a controlling instance to be a subordinate assignment under another controlling instance. en
se
l e lic
r a b
Slide 236
sf e
tr a n
Student Notes n -
a no
h a s deฺ
Pages Used to Promote an Assignment
m ) G ui
co owneinstance
Use these pages to promote assignments toฺtheir
m nt through a batch process:
ฺ ib worker d
tufor which you want to promote an instance:
c a
• Use this page to identify an individual s S
e z @ thi
r e
sNavigation
Page Name lva u
a (ca
S lv Location
iWork Workforce Administration, Job Information, Job Data
e sar
C
Note. Users can select the Promote an Assignment to an Instance action code from the Job Data - Work
Location page. However, the action codes Move an Assignment to another instance and Demote an instance
cannot be entered on the Work Location page. The system enters these action codes in the job record when
you run the Move Assignment or Promote and Instance processes.
519
• Use this page to identify a group of workers and run a batch process to promote instances:
Promote Assignment Workforce Administration, Collective Processes, Promote an Assignment

e to
Note. The process loads only the rows with status set to Ready and with the Exec? check box selected. n s
l ice
r a ble
After the process has run to completion, you can review the status. If, for any reason, the transaction has not
determine the reasons why transactions ended in Failure and change the status n s fe to Ready or to
been loaded to the records, the status of the row is set to Failure. Otherwise the status
back
is Success. You must
Cancelled before you run the process again.

n - tra
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
il v a
a r S
s
Ce
520
• Use this page to view details, error messages, and warnings returned by the component interface after
running the Promote Instance process:
Promote Assignment - Click the Details link on the Promote Assignment page.
Organization Changes
e to
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el ic
a b l
fe r
a n s
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h a s deฺ
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m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
Page Used to Move an Assignment to Another Instance

Use this page to move an assignment to an instance:
521
Move Assignment to another Workforce Administration, Job Information, Move Assignment to another Inst
Inst
e to
e n s
el ic
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
Silv
Page Used to Demote an Instance
r
e sa Use this page to change a controlling instance to an additional assignment under another instance:
C
522
Demote an Instance Workforce Administration, Job Information, Demote an Instance

e to
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a b l
fe r
a n s
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h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
523
Creating Action Reason Codes
Actions and Action Reasons

Changes to the worker records are called personnel actions. The Actions table enables organizations to
classify actions and associate actions with reasons. You can:
• Enter various types of personnel actions.
• Associate multiple reasons with your actions on the Action Reasons table.
Slide 237
e to
Student Notes e n s
el ic
a b l
fe r
Pages Used to Enter Action and Action Reasons
a n s
Use these pages to enter actions and action reasons: n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
524
• Use this page to set up action codes:
Actions Set Up HCM, Product Related, Workforce Administration, Actions

e to
e n s
el ic
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
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C
525
• Use the Action Reasons page to enter action reason information:
Action Reasons Set Up HCM, Product Related, Workforce Administration, Action Reasons
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a b l
fe r
a n s
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h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
526
(JPN) Setting Up Salary Increase Information for Japan
Automatically Updating a Persons Compensation

PeopleSoft provides several ways for you to automatically update your worker's compensation packages.
Some of the methods include:
• Seniority-pay increases.
• Grade advance increases.
• Automated step increases.
• Step increases using review bands. e to

e n s
• Amount increases.
el ic
a b l
• Percentage increases.
fe r
a n s
Slide 238 n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
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C
527
(JPN) Setting Up Salary Increase Information for Japan (continued)
Steps for Processing Seniority Pay

Many organizations pay a premium for seniority. Seniority is the length of time that a person works for the
organization.
This diagram shows the components that you will use in setting up seniority pay:
e to
e n s
el ic
a b l
fe r
Slide 239 a n s
n - tr
Student Notes a no
h a s deฺ
m ) G ui
Process for Seniority Pay
m ฺco dent
To administer seniority pay: a ฺ ib Stu
@ c his
1. Define a seniority e
r z
pay
e t must be associated with the rate code class SENPAY. You can also
rate code-which
l
associate groups s
vawith thisurate code.
a
(cUpdate Seniority Pay processes.
v
2. Run
il a the
r S
e sa a. Run the Application Engine process HR_CMP013.
C The Application Engine processes find the people that fall within the run control parameters and loads
the information into a temporary table.
b. Run the SQR report CMP013 to review the data created by the Application Engine process.
c. Run the Application Engine process HR_CMP013_CI to load all the data to the Job Data pages.
See lesson 6, "Setting Up Compensation."
528
Steps for Processing Grade Advances

Use grade advance to move workers from their current grade to higher grades using criteria including their
age, required years in their current grades, and results of reviews.
This diagram shows the components that you will use in setting up grade advance:
e to
e n s
el ic
a b l
fe r
Slide 240 a n s
n - tr
Student Notes a no
h a s deฺ
m ) G ui
Process for Grade Advances
m ฺco dent
a ฺ ib Stu
To run grade advances:
@ c his
r e z e t
va
1. Set up grade advance
l u s
criteria.
a
c Define Review JPN.
2. Setaup(the
S il v
sa r 3. Set up the Rating Model table.
C e 4. Run performance reviews.
5. Run the Grade Advance Candidates list report.
529
Steps for Processing Automated Step Increases

This process automatically moves workers to the next salary step when they have completed the required time
in the current step.
Use these components to updated salaries by step:
e to
e n s
el ic
a b l
fe r
Slide 241 a n s
n - tr
Student Notes a no
h a s deฺ
m ) G ui
Process for Automated Step Increases ฺco nt
m
ib Stu d e
To update salaries by step: a ฺ
z @c page,
1. On the Salary StepeComponents t h isset up the steps to increase the salary grade.
l v ar u se
( a
2. Run thecAutomated Step Increase process.
S ilva
e sar Used to Define Step Increases
Pages
C Use these pages to define step increase:
530
• Use this page to enter salary step component information:
Salary Step Components Set Up HCM, Product Related, Compensation, Base Compensation, Salary Grades
e to
e n s
el ic
a b l
fe r
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h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
531
• Use this page to set report parameters and then run the process to automatically insert a new job data row
for workers who meet the criteria in the Hours or Months to Next Step Increment fields:
Automated Step Increment Compensation, Base Compensation, Maintain Plans, Automated Step Increment
e to
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a b l
fe r
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h a s deฺ
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a ฺ ib Stu
@ c his
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l va u s
( c a
a
r Silv
e sa
C
532
Steps for Processing Step Increases Using Review Bands

Updating salaries by step increase requires that you associate several salary steps with a review band. Each
worker's review band is derived from the points awarded by single or multiple reviewers using weighted or
non-weighted reviews. After you have the salary step increase for each review band and each worker's review
band, you can run a process to load the salary step increases for each person.
Use these components to perform salary step increases using review bands:
e to
e n s
el ic
a b l
fe r
a n s
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Slide 242
a no
h a s deฺ
Student Notes
m ) G ui
m ฺco dent
Process for Step Increases Using a ฺ ib SBands
Review tu
c s
e z@
To update salaries byrstep thireview bands:
increaseeusing
l v a u s
ca bands and the number of steps to increase.
1. Set up(review
a
v
2. ilRun the Load Salary Steps process JPN process.
S
e sar
C
Pages Used to Update Salary Steps Using Review Bands
Use these pages to define salary steps using review bands:
533
• Use this page to associate salary step increases with a review band:
Define Step Increase Compensation, Base Compensation, Step Increase JPN, Define Step Increase
e to
e n s
el ic
a b l
fe r
a n s
n - tr
o salary step increases for workers:
nthe
• Use this page to define the parameters for a process, which loads
a
s deฺ
h a
Page Name Navigation m ) G ui
m ฺco dent
Load Salary Steps
a ฺ ib StBase
Compensation, u Compensation, Step Increase JPN, Load Salary Steps
@ c his
r e z e t
l va u s
(c a
v a
r Sil
e sa
C
534
Steps for Processing Amount Increases

After you have the salary step increase for each review band and each worker's review band, you can run a
process to load the salary step increases for each worker.
Use these components to process amount increases:
e to
e n s
el ic
a b l
fe r
Slide 243 a n s
n - tr
Student Notes a no
h a s deฺ
m ) G ui
Process for Amount Increases
m ฺco dent
ฺ
To update salaries by salary amount:
a ib Stu
@ c his
e z
1. Set up rate codes, review
r e
bands, t increase amounts.
and
a
lvNew u s
( a
2. Run thecLoad Salary Amount JPN process.
il v a
r S
e sa Used to Set Up Salary Amount Increases
Page
C Use these pages to set up salary amount increases:
535
• Use this page to define the salary increase amount for a particular compensation rate code and review band:
Define Salary Increase Compensation, Base Compensation, Amount Increase JPN, Define Salary Increase
Amount Amount
e to
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h a s deฺ
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m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
536
• Use this page to execute the salary update process using the values that you have set on the Define Salary
Increase Amount page:
Load Salary Increase Compensation, Base Compensation, Amount Increase JPN, Load Salary Increase
e to
e n s
el ic
a b l
fe r
a n s
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h a s deฺ
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m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
537
Steps for Processing Percentage Increases

The percentage increase method includes a simulation process, which, like other methods, uses review results
in its calculation, and shows the effects of various increase options. You can adjust the result of the
simulation for workers and then load the salary increase amounts to the worker's job compensation record.
Use these components to perform percentage increases:
e to
e n s
el ic
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
Slide 244 a ฺ ib Stu
@ c his
Student Notes r e z e t
l va u s
(c a
Process v a
l Percentage Increases
ifor
r S
e sa To update salaries by percentages:
C
1. Create a salary increase ID.
2. Set up a Japanese salary increase matrix.
3. Process salary increases.
4. Run a salary increase simulation.
5. Run and view a salary simulation report.
6. Load salary increases.
Pages Used to Define Salary Increases by Percent

Use these pages to define salary increases by percent:
538
• Use this page to define a salary increase ID and associate with it a rate code and worker groups:
Define Salary Increase Compensation, Base Compensation, Percentage Increase JPN, Define Salary
Increase ID
e to
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el ic
a b l
fe r
a n s
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h a s deฺ
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m ฺco dent
a ฺ ib Stu
@ c ID andhassociate
Note. Define a salary increase is a rate code, which must be linked to rate code class
z t
DFRPAY and of type
l v areFlat Amount,
u se and worker groups with it. You run the salary increase simulation by
(ca
salary increase ID.
ilv a
ar S
s
Ce
539
• Use this page to set up salary increase matrix information:
Define Salary Increase Matrix Compensation, Base Compensation, Percentage Increase JPN, Define Salary
Increase Matrix
e to
e n s
el ic
a b l
fe r
a n s
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h a s deฺ
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a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
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e sa
C
540
• Use this page to populate the Salary Increase Table:
Generate Salary Increase Data Compensation, Base Compensation, Percentage Increase JPN, Generate Salary
Increase Data
e to
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a b l
fe r
a n s
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h a s deฺ
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a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
541
• Use the Simulate Salary Increase page to run a salary increase simulation process.
Note. This page is available after you have run the Generate Salary Increase Data process that loads the
Salary Increase Table.

Simulate Salary Increase Compensation, Base Compensation, Percentage Increase JPN, Simulate Salary
Increase
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a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
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C
542
• Use this page to produce a report that displays the overall results of salary changes with totals of the
selected group:
Salary Simulation Report Compensation, Base Compensation, Percentage Increase JPN, Salary Simulation
Report
e to
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el ic
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
543
• Use this page to identify parameters before running the process that updates worker job compensation
records with the results of the salary increase and adjustments:
Load Salary Increase Compensation, Salary Planning, Percentage Increase JPN, Load Salary Increase
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
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544
Activity 19: Updating Person and Job Data Information

In this activity, you will update person and job data in one of the following countries:
• France.
• Japan.
• United States.
Slide 245
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
545
(FRA) Updating Person and Job Data

• Update personal information for a worker in France.
• Complete a job transfer and adjust pay to reflect the FTE.

• Enter a pay rate change using the Job Data component.
• Enter a pay rate change using the Pay Rate Change component.
Activity Overview
There have been some personnel changes in your organization.
e to
e n s
• In May, Ann Tyler (1001), one of your workers, got married and changed her name and address
el ic
b l
information. You need to update her personal data to reflect the data below, effective May 25, 2013:
a
fe r
Ann Delange 1 rue deMadrid Paris, France 75001
a n s
n - tr
• In June, Ann Delange (1001), received a promotion in her second job in sales. Effective June 3, 2013, Ann
a no
will move from the job of sales support to a production consultant (710005). Normally this job pays a flat
a s deฺ
amount of 4,300 EUR per month based off of a 40 hour workweek and 1.0 FTE status, but her pay should
h
) ui
reflect her part-time status of 20 hours a week. Her final compensation rate should equal 2,193.00 EUR.
m G
• Also on June 3, 2013, Joseph Martin (1002)
m ฺcoreceived
d e t increase of 1.5 percent, which means he
na merit
a
should now be making 5,487.09 EUR ฺ ib monthly.
S tu
@ c s
hi (1001) is now eligible to advance to salary step 3 in her first job
e z
• In July, you are notified t
that Ann Delange
e
v ar Use theuPay
in customer service.
l s Rate Change component to reflect this change. Her final compensation for
a (ca
this job should be 1,502.80 EUR.
S ilvAs you perform all the activities in this course, click OK to the date out of range messages, if any.
Note.
sa r
C e
Updating Personal Information for a Person in France

To update personal information for a person:
1. Select Workforce Administration, Personal Information, Modify a Person.
2. Enter 1001 for the Empl ID, and click Search.
3. On the Biographical Details page, Name scroll area, insert a new effective dated row for May 25, 2013.
546
4. Click the Edit Name button, and enter the following information:
First Name Ann
Last Name Delange

5. Click OK.
6. In the Biographical History scroll area, insert a new row.
7. Enter or verify in following information:

e to
Page Element Value or Status e n s
el ic
a b l
Effective Date May 25, 2013
fe r
a n s
Marital Status Married
n - tr
a no Detail link.
8. Access the Contact Information page, and click the View Address
h a s deฺ
)
9. Insert a row, and enter or verify the following information:
m G ui
m ฺcoif any.
Click OK to the date out of range message, d e nt
a ฺ ib Stu
@ c his
Page Element
r e z e t Value or Status
l va u s
(c
Effective a
Date May 25, 2013
a
r SilvCountry FRA
e sa
C 10. Click the Add Address link, and enter the following information:
Address 1 1 rue de Madrid
Postal 75001
City Paris
Department 75 (Paris)
11. Select OK twice.
547
Completing a Job Promotion and Adjusting Pay to Reflect the FTE

To complete a job promotion and adjust pay to reflect the FTE:
1. Select Workforce Administration, Job Information, Job Data.

Empl ID 1001
Empl Record 1
3. Click Search.
e to
4. On the Work Location page, insert a row and enter or verify the following information:
e n s
el ic
a b l
fe r
a n s
n - tr
Effective Date no
June 3, 2013
a
h a s deฺ
Action
m ) G ui
Promotion
5. Access the Job Information page, and m ฺcothe dfollowing

enter e nt information:
a ฺ ib Stu
@ c his
Page Element
l va u s
c
Job Code
( a 710005 (Product Consultant-Sales)
lva
6. i Click Cancel at the message to update standard hours and work week.
S
s ar
Ce 7. Access the Compensation page.
8. Click the Default Pay Components button to see if there are any default rate code values for this person.
9. In the Pay Components scroll area, update the HRLY rate code row with the following information:
Rate Code FMTHLY
Seq 0
Comp Rate 4,300
Currency EUR
Frequency M
548
10. Click the Calculate Compensation button and view the pay rate values in the Pay Rates section of the
page.
11. In the Pay Components scroll area, select the Conversion tab and select the Apply FTE check box for the
FMTHLY comp rate code row you just modified.
12. Click the Calculate Compensation button, and verify the following information in the Compensation Rate
field located near the top of the page:
Compensation Rate 2,193.00 EUR
Frequency M (Monthly)
13. Save and click OK to the warning messages.

e to
e n s
Entering a Pay Rate Change Using the Job Data Component
el ic
To perform a pay rate change: a b l
fe r
a n s
n - tr
Or, click Return to Search at the bottom of the page.
a no
h a s deฺ
ui
m ) G
Page Element m ฺco dentValue or Status
a ฺ ib Stu
Empl ID @ c his 1002
e z e t
l v ar u s
( c a
Empl Record 0
vathe Work Location page, insert a row and enter or verify the following information:
3. ilOn
S
sa r
C e Click OK to the date out of range message, if any.
Effective Date June 3, 2013
Action Pay Rate Change
Reason Merit
4. Access the Compensation page.
549
5. In the Pay Components scroll area, select the Changes tab, and update the FMTHLY rate code row with
Rate Code FMTHLY

Seq 0
Change Percent 1.5

e to
e n s
elic
a b l
Frequency M (Monthly) fer
a n s
n - tr
no
7. Save and click OK to the warning messages for contracts.
a
Entering a Pay Rate Change Using the Pay Rate Change s
h a Component
i d eฺ
To perform a pay rate change: m ) G u
o t
ฺc denPay Rate Change.
b m
aฺi is Stu
1. Select Workforce Administration, Job Information,
c
@to the Employee
h Profile page for person 1002, click the Return to Search button
z
If the system brought you
e e t
l v ar
at the bottom of the page.
u s
2. Enter (
a cafollowing information, and click Search:
the
S ilv
e sar Page Element Value or Status
C
Empl ID 1001
Empl Record 0
3. On the Employee Profile page, insert a row and enter or verify the following information:
Effective Date July 1, 2013
Reason Step Progression
550
4. Access the Salary Plan page, and for salary plan B1SP, grade 001, enter the following information:
Step 3
5. Access the Compensation page, and click the Default Pay Components button.
6. For the HRLY rate code row, verify the following information:
Rate Code HRLY
Seq 0
e to
e n s
Comp Rate 17.00
el ic
a b l
Currency EUR fe r
a n s
Frequency H n - tr
a no
Percent
h a s deฺ
Blank
m ) G ui
7. Click the Calculate Compensation button,
m ฺcoand verify
d e t following information in the Pay Components
nthe
a ฺ ib Stu
@ c his
Page Element
a u s
( c alvRate
Compensation 1,502.80 EUR
a
r SilvFrequency M (Monthly)
C esa
8. Save and click OK if you receive a warning message.
551
(JPN) Updating Person and Job Data

• Update personal information for a person in Japan.

• Analyze an age-related pay increase using a SENPAY rate code.
Activity Overview
e to
e n s
• In May, Yamaguchi Mao (1001), one of your workers, got married and changed her name and address
el ic
b l
a
fe r
Tanaka Mao 108-0071 Tokyo-To, Minato-ku Shiroganedai 2-40-1
a n s
n - tr
• In June 3, 2013, Tsuyoshi Kato (1002) received a merit increase of 1.5 percent, which means he should now
be making 548,709 JPY monthly.
a no
h a s dtoeadvance ฺ to salary step 3 in her job in
• In July, you are notified that Tanaka Mao (1001) is ) toG
now
u
eligiblei
customer service. Use the Pay Rate Change o m
component t reflect this change. Her final compensation for
this job should be 306,000 JPY.
m ฺc den
b
ฺi (GRP01)
aa group S tu that includes workers in new departments, 50200 and
• You have been asked to create c
@group and s
higrant security access to the group, associate this group to the J05 rate
e
50300. After you create z the
e t
v ar Security
code. Run the Update
l u sapplication engine process (HR_CMP013) to load the tables and then run
the SQR c
( a
report (CMP013) to view the education seniority levels and pay amounts for your workers.
a
ilvAs
r S
Note. you perform all the activities in this course, click OK to the date out of range messages, if any.
e sa
C
Updating Personal Information for a Person in Japan

To update personal information for a person in Japan:
2. Enter 1001 for the person ID and click Search.
552
4. Click the Edit Name button, and enter the following information:
Last Name Tanaka
First Name Mao

Alternate Char Name Tanaka Mao
5. Click OK.
6. In the Biographical History scroll area insert a new row.

e to
e n s
el ic
a b l
fe r
a n s
n - tr
Marital Status a
Marriedno
h a s deฺ
m
8. Access the Contact Information page, and click ui Detail link.
)the ViewGAddress
m ฺco dent
a ฺ ib Stu
9. Insert a row, and enter the following information:
@ c his if any.
Click OK to the date out
r e z e t
of range message,
l va u s
(c a
a
r SilvEffective Date May 25, 2013
e sa
C Country JPN
10. Click the Add Address link.
To have the system perform an address search by clicking the Address Search link, clear all the fields
prior to entering the postal code, enter the postal code, and click the Address Search link.
Postal 108-0071
Prefecture 13 (Tokyo-To)
City Minato-ku
Address 1 Shiroganedai 2-40-1
553
12. Click OK.
13. On the Address History page, click the Alt Char Address Pushbutton icon next to the address you just
added.

Address 1 Shiroganedai 2-40-1
City Minato-ku
15. Click OK on each sub page and messages to alternate character, if any.
16. Save the information.

e to
e n s
Entering a Pay Rate Change Using the Job Data Component
elic
To perform a pay rate change: a b l
fer
a n s
n - tr
a no
h a s deฺ
Page Element
m ) Value
G uori Status
Empl ID m ฺco dent1002
a ฺ ib Stu
@ c his
Empl Record
e z e t 0
l v ar u s
a (ca
3. Click Correct History.
v Search.
4. ilClick
S
sa r
C e 5. On the Work Location page, insert a row and enter or verify the following information:
Click OKto the date out of range message.
Reason Merit
554
Rate Code FMTHLY

Seq 0
Change Percent 1.5

e to
e n s
Compensation Rate 548,709 JPY
el ic
a b l
Frequency M (Monthly) fe r
a n s
n - tr
no
a
h a Component
i d eฺ
o t
b m
aฺi is Stu
c
@to the Employee
h Profile page for person 1002, click the Return to Search button
z
If the system brought you
e e t
l v ar
at the bottom of the page.
u s
2. On the(c aRate Change search page, enter the following information:
Pay
ilv a
S
e sar Page Element Value or Status
C
Empl ID 1001
Empl Record 0
3. Click Search.
555
Step 3
7. For the FCAP rate code row, verify the following information:
Rate Code FCAP
Seq 0
e to
e n s
Comp Rate 300,000
el ic
a b l
Currency JPY fe r
a n s
Frequency M n - tr
a no
Percent
h a s deฺ
Blank
m ) G ui
m ฺcoand verify
nthe
a ฺ ib Stu
@ c his
Page Element
a u s
( c alvRate
Compensation 306,000 JPY
a
r Silv Frequency M (Monthly)
C esa
Analyzing an Age-Related Pay Increase Using a SENPAY Rate Code

To analyze an age-related pay increase using a SENPAY rate code:
1. Create a group.
2. Define group security.
3. Update an age-related pay rate code.
4. Run the Update Seniority Pay processes.
Creating a Group
To create a group:
1. Select Set Up HCM, Common Definitions, Group Build, Group Build - Group Definition.
556
3. Enter GRP01, and click Add.

Effective Date January 1, 2013
Status Active
Description Age-Based Group by Department
Short Description DeptAge

e to
5. Access the Group Definition page, and enter the following information: e n s
el ic
a b l
fer
a n s
Record JOB
n - tr
a no
Field Name
h a s deฺ
DEPTID
m ) InG ui
ฺco dent
Operator List
ฺ m
ib Stu
SetID
c a s
SET01
e z @ thi
Value
l v ar u se 50200
a Values row, and enter the following information:
(acnew
a
6. Insert
r Silv
e sa Student id Value
C
Set ID SET01
Value 50300
7. Insert a new Where Clause row, and make sure it uses the AND clause.
Record JOB
Field Name EFFDT
Operator Current
557
10. Click the Launch Count icon at the top of the page.
11. Click the Group Visualize icon at the top of the page.
12. On the Group Result page, view your group members.
13. Click OK.

Defining Group Security
To define group security:
1. Select Set Up HCM, Common Definitions, Group Build, Security by Group.
The page should open for the GRP01 group ID. If it doesn't, select Return to Search at the bottom of the
page, enter GRP01, and click Search.
e to
e n s
elic
a b l
fer
a n s
Page Element
n - tr
Value or Status
a no
Effective Date
h aJanuary
i eฺ
s 1,d2013
m ) PSGu
User ID o
ฺc dent
ฺ m
ib Stu
Status
c a s
Active
e z@ e thi
3. Click the Defaultrbutton.
l v a u s
(cainformation.
4. Save your
a
S ilv
sa r Updating a Seniority Pay Age-Related Pat Rate Code
C e To update a seniority pay age-related pay rate code:
1. Select Set Up HCM, Foundation Tables, Compensation Rules, Comp Rate Code Table.
2. Enter J05, select the Correct History check box, and click Search.
3. Access the Seniority Pay page.
4. Expand the Japan flag section, and verify the Educ Lvl-Adjusted Birth Date check box is selected.
5. In the Group ID field, enter GRP01.
Running the Update Seniority Pay Processes
To run the Update Seniority Pay Processes:
1. Select Workforce Administration, Collective Processes, Seniority Processing, Update Seniority Pay.
2. Enter or create the run control hr, and click Search or Add.
558
Language Japanese
As Of Date January 1, 2014
Update Future Rows Selected
Process By
Selected
Group ID
e to
Group ID GRP01
e n s
el ic
4. Click Run.
a b l
fe r
n s
5. Select the PSNT server name and the Update Seniority Pay (HR_CMP013) Application Engine process.
a
n - tr
6. Click OK.
a no
a
7. Click the Process Monitor link to view the status of your
h ฺ
s processdeinstance.
) u i
8. When your process has posted successfully, o m t
click the GoGback to Update Seniority Pay link at the bottom
of the page. m ฺc den
b
aฺithe Run S tu
9. On the Seniority Pay page,c s
e z @ thi click button.
l v arSeniorityusPaye (CMP013) SQR Report process.

10. Select the Update
11. Click (
a ca
OK.
S ilv
sa r 12. Click the Process Monitor link to view the status of your process instance.
C e 13. After the SQR report process for your instance has run successfully with a distribution status of Posted,
click the Details link for your instance.
14. Click the View Log/Trace link.
15. Click the CMP_013_xxx.PDF link (where xxx is your process instance number) to view the report.
You will not run the load process at this time.
559
(USA) Updating Person and Job Data

• Update personal information for a person in the United States.
• Complete a job transfer and adjust pay to reflect the FTE.

Activity Overview
e to
e n s
• In May, Ann Tyler (1001), one of your workers, got married and changed her name and address
el ic
b l
a
fe r
Ann Delange 337 Rose Drive Pleasanton, CA 94588
a n s
n - tr
• In June, Ann Delange (1001), received a promotion in her second job in sales. Effective June 3, 2013, Ann
a no
will move from the position of sales support to a production consultant (710005). Normally this job pays a
a s deฺ
flat amount of 4,300 USD per month based off of a 40 hour workweek and 1.0 FTE status, but her pay
h
) ui
should reflect her part-time status of 20 hours per week. Her final compensation rate should equal 2,193.00
m G
USD.
m ฺco dent
• Also on June 3, 2013, Joseph Martin
a ฺ ib(1002)Sreceived
tu a merit increase of 1.5 percent, which means he
@ thi
should now be making 5,487.09 c s
USD monthly.
e z
ar thatuAnn
• In July, you are notified
l v seDelange (1001) is now eligible to advance to salary step 3 in her first job
in customer
( c aservice. Use the Pay Rate Change component to reflect this change. Her final compensation for
a should be 1,502.80 USD.
Silv
this job
sa r Note. As you perform all the activities in this course, click OK to the date out of range messages, if any.
C e
Updating Personal Information for a Person in the United States

To update personal information for a person:
2. Enter 1001 for the Empl ID and click Search.
560
4. Click the Edit Name button, and enter or verify the following information:
First Name Ann
Last Name Delange

5. Click OK.
6. In the Biographical History scroll area insert a new row.

e to
Page Element Value or Status e n s
el ic
a b l
fe r
a n s
Marital Status Married
n - tr
a no Detail link.
8. Access the Contact Information page, and click the View Address
h a s deฺ
)
9. Insert a row, and enter the following information:
m G ui
m ฺcoif any.
Click OK to the date out of range message, d e nt
a ฺ ib Stu
@ c his
Page Element
l va u s
(c
Effective a
Date May 25, 2013
a
r SilvCountry USA
e sa
C 10. Click the Add Address link, and enter the following information:
Address 1 337 Rose Drive
City Pleasanton
State CA
Postal 94588
11. Select OK twice.
561
Completing a Job Promotion and Adjusting Pay to Reflect the FTE

To complete a job promotion and adjust pay to reflect the FTE:

Empl ID 1001
Empl Record 1
3. Click Search.
e to
4. On the Work Location page, insert a row, and enter or verify the following information:
e n s
el ic
a b l
fe r
a n s
n - tr
Effective Date no
June 3, 2013
a
h a s deฺ
Action
m ) G ui
Promotion
5. Access the Job Information page, and m ฺcothe dfollowing

enter e nt information:
a ฺ ib Stu
@ c his
Page Element
l va u s
c
Job Code
( a 710005 (Product Consultant-Sales)
lva
6. i Click Cancel at the message to update standard hours and work week.
S
s ar
Ce 7. Access the Compensation page.
8. Click the Default Pay Components button to see if there are any default rate code values for this person.
9. In the Pay Components scroll area, update the HRLY rate code row with the following information:
Rate Code FMTHLY
Seq 0
Comp Rate 4,300
Currency USD
Frequency M
562
10. Click the Calculate Compensation button and view the pay rate values in the Pay Rates section of the
page.
Note. Expand the Pay Rates sections to see more details about the pay rate for this employee.
11. In the Pay Components scroll area, select the Conversion tab and select the Apply FTE check box for the
FMTHLY comp rate code row you just modified.
Compensation Rate 2,193.00 USD
Frequency M (Monthly) e to
e n s
el ic
13. Save and click OK to the warning message.
a b l
Entering a Pay Rate Change Using the Job Data Component fe r
a n s
To perform a pay rate change:
n - tr
1. Select Workforce Administration, Job Information, Job Data.a no
h a s deฺ
)
m G ui
2. Enter the following information: mฺc
o nt
ib Stu d e
a
c hisฺ
Page Element
e z @ t Value or Status
r s e
Empl ID al
va u
a ( c 1002
r SilvEmpl Record 0
e sa
C 3. Click Search.
4. On the Work Location page, insert a row and enter or verify the following information:
Reason Merit
563
Rate Code FMTHLY

Seq 0
Change Percent 1.5

e to
e n s
elic
a b l
Frequency M (Monthly) fer
a n s
n - tr
no
a
h a Component
i d eฺ
o t
b m
aฺi is Stu
c
@to the Employee
hfollowing
e z
If the system brings you
e t Profile page for person 1002, click the Return to Search button
l v ar
at the bottom of the page,
u s
enter the information, and click Search.
a ca
(Element
S ilv
Page Value or Status
e sar Empl ID 1001

C
Empl Record 0
564
Step 3
5. For the HRLY rate code row, verify the following information:
Rate Code HRLY
Seq 0
e to
e n s
Comp Rate 17.00
el ic
a b l
Currency USD fe r
a n s
Frequency H n - tr
a no
Percent
h a s deฺ
Blank
m ) G ui
m ฺcoand verify
nthe
a ฺ ib Stu
@ c his
Page Element
a u s
( c alvRate
Compensation 1,502.80 USD
a
r Silv Frequency M (Monthly)
C esa
565
Entering Termination and Last Date Worked Information
Terminating Employment
Consider the following points about terminations:
• The key to terminating workers is to ensure that all the pieces of the termination are taken into account.
• Within the PeopleSoft Human Resources system, the action is recorded on the Work Location page in the
Job Data component.
• Upon saving a termination, the system updates the worker's Termination Date and Last Day Worked field
values to one day earlier than the action date.
e to
e n s
ic
The Date Last Worked field is automatically populated, but can be overridden if the dates differ.
el
The process is the same for a Leave of Absence action.
a b l
fe r
a n s
n - tr Slide 246
Student Notes a no
h a s deฺ
m ) G ui
Pages Used to Terminate Employment ฺco e nt
ฺ m
ibinformation:
tu d
a
Use these pages to record termination
c s S
e z @ thi
l v ar u se
a (ca
S ilv
e sar
C
566
• Use this page to terminate a worker:
Work Location • Workforce Administration, Job Information, Job Data

e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
567
• Use this page to view job related dates:
Employment Information Click the Employment Data link at the bottom of any page in the Job Data or
Current Job components.
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
568
Viewing Job Summary Information
Using Job Summary Information

Use the Job Summary page to view job data history for workers.
The various tabs within the Job Summary page enable you to view different aspects of the job data
information, focusing on just the information you need.
Slide 247
Student Notes
e to
e n s
el ic
Page Used to View a Summary of Job Information
a b l
fe r
Use this page to view a summary of job information:
a n s
n - tr
a no
h a s deฺ Review Job Information, Workforce Job
Workforce Job Summary
)
Workforce Administration,
m ui
Job Information,
G
ฺco dent
Summary
ฺ m
ib Stu
a
c his
e z @ t
r s e
a l va u
a (c
S il v
s a r
Ce
569
Viewing Job Summary Information (continued)
(JPN) Viewing Job Data for Japan

Use the Job Summary JPN page to view a Japanese worker's job history, including additional appointment
totals and access details.
You can also run several reports to view additional information about your workers and their assignments.
These reports are:
• Appointment Notification JPN.
• Appointment List JPN. e to

e n s
• Completion of IC Transfer JPN.
el ic
a b l
• Employee Assignment List JPN. fe r
a n s
n - tr Slide 248
a no
Student Notes h a s deฺ
m ) G ui
m ฺ co ent
Page Used to View Job Data for Japan
a ฺ ib Stud
@
Use these pages to view job
c his
data for Japan:
r e z e t
• Use this pagelto
s
vaview a summary
u of job information:
(c a
v a
l Name
iPage
a r S Navigation
s
Ce Job Summary JPN Workforce Administration, Job Information, Review Job Information, Job
Summary JPN
570
• Use this page to generate notification statements for personnel actions:
Appointment Notification JPN Workforce Administration, Job Information, Reports, Appointment Notification
JPN
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• Use this page to list appointments for personnel actions:
Appointment List JPN Workforce Administration, Job Information, Reports, Appointment List JPN
e to
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a b l
fe r
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a no
h a s deฺ
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m ฺco dent
a ฺ ib Stu
• Use this page to transfer @
c within
employeesth is the company:
z
l v are use
a (ca
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iCompletion
s ar JPN
of IC Transfer Workforce Administration, Job Information, Reports, Completion of IC Transfer
JPN
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572
• Use this page to list employee assignments:
Employee Assignment List Workforce Administration, Job Information, Reports, Employee Assignment List
JPN JPN
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Activity 20: Modifying Job Data for your Workers

In this activity, you will modify job data for your workers in one of the following countries:
• France.
• Japan.
• United States.
Slide 249
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(FRA) Modifying Job Data for your Workers

• Perform a step increase using Correct History for a worker in France.
• Add an action reason code.

• Enter a leave of absence for a worker.
• Process a termination.
Activity Overview
You realized that one of your workers, Ann (1001), was eligible to move to step 2 in her customer service job
e to
on April 1, 2013. You need to correct her job record to reflect the pay change for the correct date.
e n s
el ic
a b l
You decide you want to add a leave of absence action reason code for job related stress (JRS). Create this
s f er code effective January 1, 2013.
On July 1, 2013 you were notified that Joseph Martin (1002) was taking atleave
- r anof absence due to job related
stress. His last day worked was June 28, 2013.
n on
s a ฺreturning to work due to personal
a iddaye with Computer Testing Research.
Two weeks later you are notified that Joseph Martin (1002) will not be
reasons. Record his termination so July 12, 2013 is his) hlast official
u
ฺ c om nt G
Note. As you perform all the activities
ฺ i b mthis course,
in
t u declick OK to the date out of range messages, if any.
c a is S
r e z@ e th
Activity Detailed Steps l v a u s
a
(cdetailed
Perform
i l v a the steps to complete the activity.
a r S a Step Increase Using Correct History for a Worker in France

Performing
s
Ce To perform a step increase using correct history:
Empl ID 1001
Empl Record 0
Correct History (check box) Selected
3. Click Search.
4. On the Work Location page, scroll to the January 1, 2013 row.
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Effective Date April 1, 2013

6. Access the Salary Plan page, and enter or verify the following information:

e to
e n s
Salary Admin Plan B1SP
elic
a b l
Grade 001 fer
a n s
Step 2 n - tr
a no
h i d eฺ button.
s Components
7. Access the Compensation page, and click the DefaultaPay
m ) information:
G u
o
8. For the HRLY rate code row, verify the following
ฺc den t
b m
Page Element c aฺi is Stu Value or Status
@
ez se t h
Rate Code
v a r u HRLY
l
a (ca
Silv
Seq 0
sa r Comp Rate 16.00

C e
Currency EUR
Frequency H
Percent Blank
Frequency M (Monthly)
10. Save your information and click OK if you receive any messages.
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Adding an Action Reason Code

To add an action reason code:
1. Select Set Up HCM, Product Related, Workforce Administration, Action Reasons.

Action LOA
Reason Code JST
e to
4. Click Add.
e n s
el ic
a b l
fer
a n s
n - tr
a no Effective Date January 1, 2013
Status h a s
Active ide
ฺ
m ) G u
o t
ฺc den Job Related Stress
Description
b m
c aฺi is Stu
Short Description
e z @ t h Job Stress
l var
6. Save yourainformation. use
Entering ialv a (cof Absence for a Worker
Leave
a r S
e s To enter a leave of absence for a worker:
C 1. Select Workforce Administration, Job Information, Job Data.
2. Enter 1002, and click Search.
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Action Leave of Absence
Reason Job Related Stress
Note. The Last Date Worked field at the bottom of the page is set to June 30, 2013. You may also enter
an expected return date of one month later.
e to
4. Select the Override Last Date Worked check box and enter June 28, 2013 in the Last Date Worked field.
e n s
elic
5. Save and click OK to the warning message about contracts.
a b l
Processing a Termination fer
a n s
To process a termination:
n - tr
a
no
h a s deฺ
)
Or click Return to Search at the bottom of the page.
m G ui
2. Enter 1002, and click Search. m ฺco dent
a ฺ ib Stu
3. On the Work Location page,
@ c insertha irow,
s and enter or verify the following information:
z
re out ofurange t
Click OK to theadate
l v se message, if any.
a (ca
r SilvPage Element Value or Status
e sa Effective Date July 13, 2013

C
Action Termination
Reason Personal Reasons
4. Notice that the last date worked appears as June 28, 2013 and the termination date as July 12, 2013.
5. Save and click OK to the warning message about contracts.
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(JPN) Modifying Job Data for your Workers

• Perform a step increase using Correct History for a worker in Japan.

Activity Overview
You realized that one of your workers, employee 1001, was eligible to move to step 2 in her customer service
job on April 1, 2013. You need to correct her job record to reflect the pay change for the correct date.
e to
n
You decide you want to add a leave of absence action reason code for job related stress (JST). Create this s
code effective January 1, 2013. l ice
On July 1, 2013 you were notified that employee 1002 was taking a leave of absence due r a ble
to job related stress.
His last day worked was June 28, 2013. n s fe
n - tra
Note. As you perform all the activities in this course, click OK ton odate out of range messages, if any.
the
a
s deฺ
h a
m ) G ui
m ฺco dent
ฺ
Perform the detailed steps to complete
a ibthe activity.
S tu
c
@ Correct s
hi History for a Worker in Japan
Performing a Step Increase
r e z
Using
e t
To perform aa l
stepva uscorrect history:
increase using
c
a (Workforce
S v
1. ilSelect Administration, Job Information, Job Data.
e sar 2. Enter the following information:

C
Empl ID 1001
Empl Record 0
3. Click Search.
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6. Access the Salary Plan page, and enter the following information:

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elic
a b l
Grade 001 fer
a n s
Step 2 n - tr
a no
h i d eฺ button.
s Components
m ) information:
G u
o
8. For the FCAP rate code row, verify the following
ฺc den t
b m
@
ez se t h
Rate Code
v a r u FCAP
l
a (ca
Silv
Seq 0
sa r Comp Rate 250,000

C e
Currency JPY
Frequency M
Percent Blank
Compensation Rate 255,000 JPY
10. Save and click OK to the message about the change percent.
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Action LOA
Reason Code JST
e to
4. Click Add.
e n s
el ic
a b l
fer
a n s
n - tr
Status h a s
Active ide
ฺ
m ) G u
o t
Description
b m
c aฺi is Stu
Short Description
l var
Leave
a r S
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3. On the Work Location page, insert a row, and enter the following information:

Note. The Last Date Worked field at the bottom of the page is set to June 30, 2013. You can also enter an
expected return date of one month later.
e to
n
e s
elic
a b l
This concludes the activity. Please do not continue. fer
a n s
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h a s deฺ
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m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
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r Silv
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C
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(USA) Modifying Job Data for your Workers

• Perform a step increase using Correct History for a Worker in the United States.

• Process a termination.
Activity Overview
You realized that one of your workers, Ann Delange (1001), was eligible to move to step 2 in her customer
e to
n s
service job on April 1, 2013. You need to correct her job record to reflect the pay change for the correct date.
e
el ic
a b l
After some analysis, you decide you want to add a leave of absence action reason code for job related stress
s f er (JST). Create this code effective January 1, 2013.
On July 1, 2013 you were notified that Joseph Martin (1002) was taking atleave
- r anof absence due to job related
stress. His last day worked was June 28, 2013.
n on
s a ฺreturning to work due to personal
a iddaye with Computer Testing Research.
Two weeks later you are notified that Joseph Martin (1002) will not be
reasons. Record his termination so July 12, 2013 is his) hlast official
u
ฺ c om nt G
Note. As you perform all the activities
ฺ i b mthis course,
in
t u declick OK to the date out of range messages, if any.
c a is S
r e z@ e th
Activity Detailed Steps l v a u s
a
(cdetailed
Perform
i l v a the steps to complete the activity.
a r S a Step Increase Using Correct History for a Worker in the United States
Performing
s
Ce To perform a step increase using correct history:
Empl ID 1001
Empl Record 0
3. Click Search.
583

6. Access the Salary Plan page, and enter or verify the following information:

e to
e n s
elic
a b l
Grade 001 fer
a n s
Step 2 n - tr
a no
h i d eฺ button.
s Components
m )followingGinformation:
u
o
8. For the HRLY rate code row, verify or enter
ฺc denthe t
b m
@
ez se t h
Rate Code
v a r u HRLY
l
a (ca
Silv
Seq 0
sa r Comp Rate 16.00

C e
Currency USD
Frequency H
Percent Blank
10. Save your information and click OK to any contract messages.
584


Action LOA
Reason Code JST
e to
4. Click Add.
e n s
el ic
a b l
fer
a n s
n - tr
Status h a s
Active ide
ฺ
m ) G u
o t
Description
b m
c aฺi is Stu
Short Description
l var
Leave
a r S
585

Note. The Last Date Worked field at the bottom of the page is set to June 30, 2013. You can also enter an
expected return date of one month later.
e to
e n s
elic
a b l
Processing a Termination fer
a n s
To process a termination:
n - tr
1. Select Workforce Administration, Job Information, Job Data.a no
h a s deฺ
)
m G ui
2. Enter 1002, and click Search. m ฺco dent
a ฺ ib Stu
3. On the Work Location page,
@ c insertha irow,
s and enter or verify the following information:
z
re out ofurange t
Click OK to theadate
l v se message, if any.
a (ca
r SilvPage Element Value or Status
e sa Effective Date July 13, 2013

C
Action Termination
Reason Personal Reasons
4. Notice that the last date worked appears as June 28, 2013 and the termination date as July 12, 2013.
586
Review
• PeopleSoft implements effective dating using three types of rows: current, future, and history.
• You can quickly update job data through the use of different components (Job Data, Current Job, and Pay
Rate Change) depending upon the transaction that you need to enter for a person.
• (JPN) PeopleSoft provides several automated methods for updating a person's compensation package,
including: automated step increases, step increase using review bands, amount increases, and percentage
increases.
e to
Slide 250
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587
Review (continued)
• When you enter a termination, the effective date should reflect the first day the person no longer works for
the company, not the last day they were active.
• You can assign reason codes to your actions to further identify a change in a person's job record.
• The job summary page provides a way to quickly review all rows of history for a person.
Slide 251
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Student Notes
e n s
el ic
a b l
Additional Resources
s f er
r anthe topics that we discussed
This table lists product documentation resources that provide more details about
- t
in this lesson:
n on
s a ฺ
Topic Cross-Reference
) h uide
a
ฺ c om n G
tAdminister
Modify a person, job data, PeopleSoft Human
i b m tud e
Resources Workforce, "Updating Person and Job
modifying organizational
instances and assignment c ฺ
Data"
a is S
relationship
r e z@ e th
l v a u s
a ( a data PeopleSoft
Viewing jobcsummary Human Resources Administer Workforce, "Viewing Summary Workforce
S ilv Information"
s ar Action reason codes PeopleSoft Human Resources Administer Workforce, "Setting Up the Administer
Ce Workforce Business Process"
(JPN) Salary step increases PeopleSoft Human Resources Manage Base Compensation and Budgeting, "(JPN)
Updating Salaries for Japan"
PeopleSoft Human Resources Manage Base Compensation and Budgeting,
"Administering Salary Plans, Grades, and Steps"
HCM Event Manager PeopleSoft HCM Application Fundamentals, "Working with HCM Event Manager"
588
Lesson 12
(JPN) Managing Organization Change and

Worker Transfers
Objectives
e to
e n s
elic
• Define organizational change and worker transfers.
a b l
• Create an organization plan. fer
a n s
• Determine headcount by department. n - tr
• Transfer entry by department. a no
h a s deฺ
• Transfer entry by department trees. m ) G ui
• Update Transfer Data Maintenanceb m ฺco dent
c a ฺi contents.
S tu
• Define tamatsuki. @ thi s
e z
• Insert transfers
l v arjob data.use
into
a
(ctemporary
a
• Clean
Silv
up transfer data.
e sar253
Slide
C
589
(JPN) Managing Organization Change and Worker Transfers Lesson 12
Defining Organizational Change and Worker Transfers
Organizational Change and Worker Transfers (Ido)

Organizational change and worker transfers provide the following features:
• The ability to track different reorganization plans.
• A graphical tree that allows the quick transfer of groups of employees from one tree to another.
• Assignment of headcount goals for departments, which can then be compared against actual headcounts as
defined by each reorganization plan.
• Auto-insertion of the reorganization plan into the Job table. e to

e n s
el ic
Slide 254
a b l
fe r
Student Notes a n s
n - tr
a no
Organizational Change and Worker Transfers
h a s deฺ
Yakushoku may be similar to PeopleSoft Humanm )
Resources G ui Positions, but differs in that a post
Manage
co positions
consists of supervisor level and departmentฺwhereas
m e nt consists of job codes and department.
ฺ ib informationd
tu several ways by setting up multiple organization plans
PeopleSoft software enables you c a
to track
s S
e z
and using different methods@for viewing
e t hiand modifying your organization structure. You can also run reports
to see what the new
v r
astructure s like before you create the transfers in the worker's job data.
looks
u
l
a (ca
S ilv
e sar
C
590
Lesson 12 (JPN) Managing Organization Change and Worker Transfers
Defining Organizational Change and Worker Transfers (continued)
Steps for Performing Organizational Change and Worker Transfers

This diagram shows the components you access in order to perform periodical organization structure change
and worker transfers:
e to
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Slide 255
l va u s
(c a
Studentilv a
Notes
a r S
C Organizational Change and Worker Transfers Steps es
To perform mass change you will:
1. Create organization plans.
2. Define worker placement plans and populate the Transfer Data Maintenance record. The method you
choose may vary depending upon your organizational needs.
3. Finalize the worker placement plans by performing the mass employee transfer into the Job record from
the Transfer Data Maintenance record.
Worker Placement Plans

There are multiple ways to create employee placement plans:
1. The first way is to use the Transfer Entry by Dept page. With this method, users enter the placement by
department.
591
2. The second method is to use the Transfer Entry with Trees page. Users can see the current organization
structure and placement, and enter plans.
3. The third method is the tamatsuki transfer method to enter placements and is an optional step.
Methods one and two are similar in that you create an Ido candidate listing, use the Transfer Entry by Dept or
Transfer Entry with Trees pages, and then use the Transfer Data Maintenance page if required.
Users can check, undo, and adjust placements using the Transfer Data Maintenance page.
Reports to Assist With Determining the Organization Change

PeopleSoft also provides these reports that list information for your plans and workers, to help plan for
organizational changes:
Page Name Navigation Purpose

e to
e n s
Headcount Plan Workforce Administration, Collective Processes,
ic
Compares the headcount goals established
el
Listing Mass Organization Change JPN, Headcount Plan l
for departments with the simulated result
a b
er
Listing of the organization plan.
s f
Ido Candidate Workforce Administration, Collective Processes, t
Assists
- r athenuser to determine which
Listing Mass Organization Change JPN, Ido Candidate
n n should be subject to a
oworkers
Listing reorganization or tamatsuki placement.
s a ฺ
Tamatsuki )
Workforce Administration, Collective
a
h Processes,
u ideSummarizes planned tamatsuki transfers.
Placement Check c
Mass Organization Change mTamatsuki
oJPN, tG
ฺ e n
List
ibm Stud
Placement Check List
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@ c his
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l va u s
(c a
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r Sil
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592
Creating an Organization Plan
Organization Plans
In order to plan a new organization, you need to be able to enter information about the new structure into the
system. An organization plan allows you to track several different ways to reorganize the company. After
running reports modeling the different options, you can then select one of the organization plans to be the
official plan.
You can create multiple organization plans that have different criterion. This criterion enables you to define
headcount structures by supervisor level, job code, or salary grade.
e to
Slide 256
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el ic
Student Notes
a b l
fe r
a n s
Page Used to Create Organization Plans
n - tr
Use this page to create an organization plan: a no
h a s deฺ
m ) G ui
ฺco dent
Organization Plan ฺ
Workforce
m
ib Administration,
tu Collective Processes, Mass Organization Change JPN,
c a s S
e z @ thi
Organization Plan
l v ar u se
a (ca
r Silv
e sa
C
593
Determining Headcount by Department
Headcount by Department
Once you have a plan in place, you can view headcount for departments based on the criteria you selected for
your organization plan: supervisor level, job code, or grade on the Headcount Plan by Department page.
To define headcount goals by department:
1. Click the Default by Active Departments button to load data into the page.
2. Manually update the headcount number to reflect the goal of the department structure.
e to
3. Later, run the Headcount Plan Listing report to see if your transfers have met your organization
department goals. e n s
el ic
a b l
Slide 257
fe r
a n s
a no
h a s deฺ
Pages Used to Determine Headcount by Department
m ) G ui
ฺco bydedepartments:
Use these pages to determine and view headcount
m nt
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
il v a
r S
e sa
C
594
• Use this page to specify headcount targets for a department:
Headcount Plan by Workforce Administration, Collective Processes, Mass Organization Change JPN,
Department Headcount Plan by Department
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a nosay that currently you have two people in
This page is used to track goals by department. For example,
department 100. After your reorganization is finished, h a s foureฺpeople in that department. So you
let's
you wantid
enter the number 4 for department 100 on this m ) You then
G uperform your transfers. After your
reorganization is finished (but before youฺc
o page.
t
n Job record), you can then run the Headcount Plan
insert intoethe
Listing (PER071JP.SQR) report to ฺ i b m
see if yourt u d
transfers have increased the headcount in the department
from two to four. a
c his S
e z @ t
r s e
a l va u
a (c
Sil v
sa r
C e
595
• Use this page to run a report that compares the headcount goals established for departments with the
simulated result of the organization plan:
Headcount Plan Listing Workforce Administration, Collective Processes, Mass Organization Change JPN,
Headcount Plan Listing
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Activity 21: Creating an Organization Plan and Viewing

Department Headcount
1. Create an organization plan.
2. View department headcounts for a business unit.
Slide 258
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597
Activity Overview
Create a new organization plan by supervisor level (P01) that will record changes to your worker's job records
effective January 1, 2014.
Next, view the department headcount for business unit BU001 using your new organization plan. Add a
supervisor level J080 with a headcount of 1 for department 50100.
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a ฺ ib Stu
@ c his
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598

Creating an Organization Plan

To create an organization plan:
1. Select Workforce Administration, Collective Processes, Mass Organization Change JPN, Organization
Plan.
3. Enter P01 for the organization plan, and click Add.

e to
e n s
el ic
a b l
fe
r
n s
Description
n - ta
Plan by SupervisorrLevel
Short Description a
Supvr no
h a s deฺ
Organization Date m ) January
G ui1, 2014
m ฺco dent
Headcount Type
a ฺ ib Stu Supervisor Level
@ c his
5. Save.
r e z e t
l va u s
(c a
l v a
Viewing iDepartment Headcounts for a Business Unit
S
e sar To view department headcounts for a business unit:
C 1. Select Workforce Administration, Collective Processes, Mass Organization Change JPN, Headcount Plan
by Department.
Organization Plan P01
Business Unit BU001
3. Click Search.
4. Click the Default by Active Departments button.
599
Department 50100
Supervisor Level J080

Headcount 1
6. Save.
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elic
a b l
fer
a n s
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h a s deฺ
m ) G ui
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a ฺ ib Stu
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Transferring Entry by Department
Using Transfer Entry by Department

The first worker placement method you can use to adjust your organization structure is the transfer entry by
department method.
The Transfer Entry by Dept page enables you to:
• Create a list of workers from a department.
• Select which workers you need to change.
• Assign workers to a new department, location, job code, or supervisor level by entering the new data in the e to
e n s
Change the Following Fields group box.
el ic
a b l
Slide 259
fe r
a n s
a no
s deฺ
Page Used to Transfer Entry by Department ) ha ui
o m G
m d e nt
ฺcdepartment:
Use this page to view and transfer entries by
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
il v a
r S
e sa
C
601
Transfer Entry by Dept Workforce Administration, Collective Processes, Mass Organization Change JPN,
Transfer Entry by Dept
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a b l
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h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l
Note. To view all vcolumns s
a onuthe Details 1 and Details 2 tabs in one grid, select the Show all columns icon
c a
under the (Employee Information header.
il v a
a r S
s
Ce
602
Transferring Entry by Department Trees
Using Entry by Department Trees

The second worker placement method you can use to adjust your organization structure is the entry by
department trees method.
To use entries by department trees:
1. Navigate through the source tree to find the desired department.
2. Click a department name or individual worker's names under a tree department node.
e to
The worker's names are added to the details list below as candidates to be moved to the second tree.
e n s
el
3. Enter the action code and field values necessary for the transfer from one department to the next.ic
a b l
fe r
4. Navigate to the location on the target tree and click the department to indicate where the worker or
workers should be placed.
a n s
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Slide 260
a no
h a s deฺ
m ฺco dent
a ฺ ib StuTrees
Page Used to Transfer Entry by
@ c his
Department
r e
Use this page to perform z e t of workers from one department to another:
a massstransfer
a l va u
a (c
S il v
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Transfer Entry with Trees Workforce Administration, Collective Processes, Mass Organization Change JPN,
Transfer Entry with Trees
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Note. In terms of using an initial tree structure, customers should create a tree based on the
DEPT_SECURITY tree, but with a different name. Then, after the tree has been approved, rename the tree
back to DEPT_SECURITY with a new effective date.
604
Updating Transfer Data Maintenance Content
Updating the Transfer Data Maintenance Page

The Transfer Data Maintenance page displays the information stored in the Update Transfer Data
(IDO_FUT_UPD_JPN) record. This information comes from the three worker placement method transfers
you create, as shown in this diagram:
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Slide 261 a no
h a s deฺ
m ฺco dent
a ฺ ib Stu
Pages Used to View and Update @ c andhViewis the Transfer Data
z t
Use this page to v
l areall the transfer
view u se entry steps you performed with your various worker placement methods:
a (ca
S ilvName
Page Navigation
e sar Transfer Data Maintenance Workforce Administration, Collective Processes, Mass Organization Change JPN,
C Transfer Data Maintenance
605
Activity 22: Transferring Entry by Departments and Trees

1. View department staff through the Transfer Entry by Dept component.

2. Perform a transfer by department trees.
3. View transfer candidates.
4. Remove transfer candidates.
Slide 262
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606
Activity Overview
You will first perform a transfer by department by selecting business unit 1, department 50300 for your new
organization plan (P01). You will transfer employee 1003 to department 50100 for reasons of a
reorganization effective January 1, 2014
You have been asked to perform a mass reorganization for business unit JCS01. This time you will transfer
workers using a tree. Using your new organization plan, pull up the existing department security tree structure
for this business unit and transfer your workers from department J410 - Product Planning Section to
department J420 - Development Section.
Now view the workers on the Transfer Data Maintenance page to confirm your transfers. After reviewing the
transfers, you realize that employee 1003 should not have been included in this transfer process. Delete her
row from the table.
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Viewing Department Staff Through the Transfer Entry by Dept Component

To view department staff through the Transfer Entry by Dept component:
1. Select Workforce Administration, Collective Processes, Mass Organization Change JPN, Transfer Entry
by Dept.
2. Enter P01 as your organization plan, and click Search.

e to
e n s
elic
a b l
er
s f
Effective Date
t
December 31, 2013
- r an
n o n
Business Unit a ฺ
BU001
s
) h 50300uide
a
Department
ฺ c om nt G
i b mEmployee u e
dInformation
4. Click the Load button to populate
a ฺ the
ctabs to hview S t group box.
z @
Select the different Details t is additional information about your workers.
v re use
a1003
5. For the empl
c a l ID row, select the Proc check box.
(
va all the Proc check boxes for your other rows.
6. ilClear
S
sa r
C e 7. Enter or verify the following information:
Action Transfer
Reason ROR (Reorganization)
Business Unit BU001
Department 50100
9. On the Future Row column, you should now see the value Exists appear for your empl ID 1003.
608
Performing a Transfer by Department Trees

To perform a transfer by department trees:
1. Select Workforce Administration, Collective Processes, Mass Organization Change JPN, Transfer Entry
with Trees.
2. If the page does not open for plan P01, click Return to Search, and enter P01 as your organization plan,
and click Search.
3. In the Selection Criteria to Load Source Structure group box, enter the following information:
Business Unit JCS01

e to
e n s
Tree Name DEPT_SECURITY
el ic
a b l
fe r
a n s
Tree Node J001
n - tr
a no
4. Click the Load button.
h a s deฺ
)J001, J300, i and then J410 to expand the
uJ400,
m
5. Click the folder icons, not the department links, G
departments.
m ฺco dent
6. Click department link J410c- a ฺib Planning
Product S tu Section to load the workers.
s
hi box directly below the tree display. Select the Details tabs to
@ in thetgroup
r e z e
The workers should
l v
appear
ainformation
u sabout your workers.
ca
view additional
a (
Silv
7. In the Change the Following Fields group box, enter or verify the following information:
sa r
C e Page Element Value or Status
Action Transfer
Reason ROR (Reorganization)
8. In the Selection Criteria to Load Target Structure group box, enter or verify the following information:
Business Unit JCS01
Tree Name DEPT_SECURITY
Tree Node J420
609
9. Click the Load button.
Department J420 - Development Section should display.
10. Click the J420 - Development Section department link to transfer your workers.
The workers should now appear under the tree node you just clicked.
Viewing Transfer Candidates

To view transfer candidates:
1. Select Workforce Administration, Collective Processes, Mass Organization Change JPN, Transfer Data
Maintenance.
e to
2. View the worker candidates for organization plan P01.
e n s
elic
b l
3. You should see employee 1003 and your other workers you transferred through the Transfer Entry with
a
Trees component.
fe r
a n s
n - tr
Removing Transfer Candidates
a no
To remove transfer candidates:
h a s deฺ
) u i
m G
1. On the Transfer Data Maintenance pagec
m ฺ foroplandP01,
e ntdelete the row for employee 1003.
2. Click OK. a ฺ ib Stu
@ c his
e
r z e t
l va u s
c a
This concludesathe(activity. Please do not continue.
S il v
sa r
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Defining Tamatsuki
Tamatsuki Posts
The third worker placement method you can use to adjust your organization structure is the tamatsuki
method. This functionality enables you to create a new post and move workers from one post to the next, as
shown in this diagram:
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S
Slide 263
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C Student Notes
Creating New Posts

You can create a new post and assign workers to newly evacuated posts. For example,
1. Create a new post (Post C).
2. Move person 2 from Post B to the new Post C.
3. Post B is now open.
4. Move person 1 into Post B.
5. Continue this process until all workers are assigned new posts and an open post remains.
6. Close the remaining post.
611
Defining Tamatsuki (continued)
Tamatsuki Rotation
This functionality enables you to also rotate your workers in their posts, as shown in this diagram:
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Slide 264
(c a
a
Student Silv
r Notes
e sa
C
Rotating Posts
You can also rotate posts between workers. For example,
1. Identify a post that is already filled by a person (Post A).
2. Assign person 3 from Post C to the identified Post A.
3. Post C is now open.
4. Move person 2 into Post C.
5. Continue this process until all workers are assigned new posts and all posts are filled.
612
Identifying Tamatsuki Candidates

To start the tamatsuki process, you must use the Tamatsuki Transfer Candidates page. Enter workers who are
potential candidates for transfer using the tamatsuki transfer method for a given organization plan. The
candidates you enter here will appear on other tamatsuki pages for the specified plan.
Slide 265
Student Notes
e to
e n s
Page Used to Define Tamatsuki Candidates
el ic
a b l
Use this page to enter candidates for tamatsuki transfers:
fe r
a n s
Page Name Navigation n - tr
a no
a
Tamatsuki Transfer Candidates Workforce Administration, Collective
h i eฺ Mass Organization Change JPN,
s dProcesses,
)
Tamatsuki Transfer Candidates
m G u
o
ฺc den t
b m
c aฺi is Stu
r e z@ e th
l v a u s
a (ca
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s ar
Ce
The Ido Candidate Listing report lists current information about your workers and assists in determining
which workers should be subject to tamatsuki placement.
613
Using the Tamatsuki Transfer Entry Page

The Tamatsuki Transfer Entry page enables you to:
• Select the post you want to create or open.
• Assign an individual to an open post.
• Assign another worker to the post that was just evacuated.
• Close the remaining post, if applicable.

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Slide 266
elic
a b l
Student Notes fer
a n s
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Pages Used to Define Tamatsuki Transfer Entry
a no
Use this page to determine tamatsuki transfer entries: ha
s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
il v a
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614
Tamatsuki Transfer Entry Workforce Administration, Collective Processes, Mass Organization Change JPN,
Tamatsuki Transfer Entry
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fe r
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Tamatsuki Placement Check List Report
a no
Use the Tamatsuki Placement Check List report to confirm
h a splacements
d ฺper organization plan. This report
erequired
)
display a list that is used to ensure candidates have been placed u
inithe posts or that posts have been
m G
assigned the correct candidates.
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
v a
r Sil
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615
Running the Tamatsuki to Transfer Record Process

The Tamatsuki to Transfer Record process prepares the information you created on the Tamatsuki Transfer
Entry page into the future update record IDO_FUT_UPD_JPN. After you run this process, you will be able to
review your data by accessing the Transfer Data Maintenance page:
e to
The information is added to the worker's job records at a later time.
e n s
el ic
Slide 267
a b l
fe r
Student Notes a n s
n - tr
a no
Page Used to Run the Tamatsuki to Transfer Record
h a sProcess
i d eฺ
m ) recordsGtouthe future update record:
o
ฺc dent
Use this page to run the process to transfer tamatsuki
ฺ m
ib Stu
Page Name a
c his
Navigation
e z @ t
a
Tamatsuki to Transfer r
Record
u s e
Workforce Administration, Collective Processes, Mass Organization Change JPN,
a l v Tamatsuki to Transfer Record
( c
S ilva
e sar
C
616
Activity 23: Defining Tamatsuki

1. Identify tamatsuki transfer candidates.

2. Perform a tamatsuki transfer.
3. Run the Tamatsuki to Transfer Record process.
4. View transfer candidates.
Slide 268
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617
Activity Overview
You know that employees 1002 and 1003 are candidates for tamatsuki transfer. Enter them in the system as
such.
After you have identified your candidates, create a new post in department 50100 for business unit 1. The
new post will be for a supervisor level of J080. Employee 1003 should be put in this new post, while
employee 1002 should fill the position in department 50300 for the newly vacated post. For now you will
close the post in department 50200.
Now that the posts have been filled, you need to load this tamatsuki information to the transfer record. Check
to make sure your process has run successfully and there were now errors in the load.
Verify theses two new people have been loaded into the Transfer Maintenance Data record.
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618

Identifying Tamatsuki Transfer Candidates

To identify tamatsuki transfer candidates:
1. Select Workforce Administration, Collective Processes, Mass Organization Change JPN, Tamatsuki
Transfer Candidates.
2. Access the organization plan P01.
3. Enter the following information, inserting a row for the second candidate:
e to
e n s
el ic
a b l
Empl ID 1002
fe r
a n s
n - tr Empl ID 1003
a no
h a s deฺ
m ) G ui
Performing a Tamatsuki Transfer m ฺco dent
a ฺ ib Stu
c his
To perform a tamatsuki transfer:
@
r e z e tCollective Processes, Mass Organization Change JPN, Tamatsuki
va
1. Select Workforce
l u s
Administration,
(c a
Transfer Entry.
il v
Youra tamatsuki candidates should appear below.
S
e sar 2. On the Post List scroll area header, click the Personalize link to customize the page.
C
3. Highlight Dept and select the Hidden check box.
4. Highlight Name under the Incumbent Empl and select the Hidden check box.
5. Click OK.
The Post List scroll area group box should now reflect the changes.
6. In the Post List scroll area group box, enter or verify the following information:
Business Unit BU001
Dept ID 50100
Supervisor Level J080
619
7. In the Unassigned Candidates group box, click the Select button for empl ID 1003.
8. Click the Assign button for the new post you just created.
9. In the Unassigned Candidates group box, click the Select button for empl ID 1002.
10. Click the Assign button for the post in department 50300, which was just vacated by worker 1003.
11. Change the recently evacuated post for sales (50200) to Closed Post.
Running the Tamatsuki to Transfer Record Process

To run the Tamatsuki to Transfer Record Process:
1. Select Workforce Administration, Collective Processes, Mass Organization Change JPN, Tamatsuki to e to
Transfer Record.
e n s
elic
2. Enter the run control hr, and click Search.
a b l
fer
a n s
n - tr
Page Element o
Value ornStatus
a
s deฺ
h a
Organization Plan
m ) P01
G ui
Action m ฺco dentTransfer
a ฺ ib Stu
Reason Code @ c his ROR
e z e t
l v ar u s
(ca
4. Click Run.
a
v the Process Scheduler Request page, click OK.
5. ilOn
S
sa r
C e 6. Select the Process Monitor link to view the status of your process.
7. When it has run successfully, click the Details link for your instance.
8. On the Process Details page, click the Message Log link to check if there are any error messages.
Viewing Transfer Candidates

To view transfer candidates:
1. Select Workforce Administration, Collective Processes, Mass Organization Change JPN, Transfer Data
Maintenance.
2. View the worker candidates for organization plan P01.
3. You should see employees 1003 and 1002 that were loaded from the Tamatsuki to Transfer Record
process and your other workers you transferred through the Transfer Entry with Trees component.
620
4. Save.
Make sure you delete blank rows, if any, in order to save.

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621
Inserting Transfers into Job Data
Mass Employee Transfers

When you are ready to finalize your plans, use the Mass Employee Transfer batch process to insert the
worker job data based on the selected placement plan, including additional appointment data.
Consider these points before running the Mass Employee Transfer job process:
• If there is a job row on the worker's record with the same effective date, the system uses the effective
sequence to distinguish the row.
• Review the reports generated while running the batch process to see if any errors were encountered during
e to
the process of inserting the information into the Job record.
e n s
el ic
• Changing business units and attempting to transfer workers using Position Management can cause errors
a b l
that require manual intervention.
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a n s
n - tr Slide 269
a no
Student Notes s deฺ
h a
m ) G ui
Pages Used to Update Worker Job Records m ฺco dent
ib Stu
aฺrecords:
Use this page to update workercjob
z @ t h is
Page Name l v are uNavigation
se
a (ca
S ilvEmployee Transfer
Mass Workforce Administration, Collective Processes, Mass Organization Change JPN,
s a r Mass Employee Transfer
Ce
Running Reports Prior to Performing the Mass Employee Transfer

In order to finalize organization and employee placement plans, you can run several reports to ensure that
your data is correct:
622
Report Navigation Purpose
Employees in Workforce Administration, Collective Processes, Lists employees who will be in inactive
Inactive Mass Organization Change JPN, Org Plan departments.
Departments Checklist
Open Post Checklist Workforce Administration, Collective Processes, Lists open posts.
Mass Organization Change JPN, Org Plan
Checklist
Future Employee Workforce Administration, Collective Processes, Simulates the way that the organization
Assignment List Mass Organization Change JPN, Future Employee would look at an employee level for an
Assignment List organization plan.
Ido Employee Workforce Administration, Collective Processes, Summarizes changes that will be made if a
Listing Mass Organization Change JPN, Ido Employee
Listing
certain organization plan is processed.
e to
e n s
el ic
Note. The Ido Employee Listing report should be reviewed before the Mass Employee Transfer process is
a b l
run.
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623
Cleaning Up Temporary Transfer Data
Temporary Data Cleanup

Regardless of the process you choose to perform transfers, the cleanup process cleans all records temporarily
stored in the following locations:
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Slide 270
r e z e t
l va u s
c a
a(
Student Notes
ilv
ar S
s
CePage Used to Clean Up Temporary Transfer Data
Use this page to run the process to clean up temporary transfer data:
624
Temporary Data Cleanup Workforce Administration, Collective Processes, Mass Organization Change JPN,
Temporary Data Cleanup
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625
Review
• Organizational change and worker transfers enable you to track several different reorganization plans,
create quick transfers for workers in departments, assign headcount goals for departments, and auto-insert
the plan into the Job table.
• An organization plan allows a customer to track several different ways to reorganize the company.
• The headcount plan by department enables you to define headcount goals for a department.
• The Transfer Entry by Dept page enables you to create a list of workers and then assign them to a new
department.
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Review (continued)
• You can use a graphical representation to transfer workers from one department to another using the
Transfer Entry with Trees component.
• You use the Transfer Data Maintenance page view all the transfer entry steps you performed using your
various worker placement methods.
• You must update the Tamatsuki Transfer Candidates page in order to start the tamatsuki process and have
employee ids appear in other pages, such as the Tamatsuki Transfer Entry page.
• When you are ready to finalize your plans, use the Mass Employee Transfer batch process to insert the
e to
worker job data.
e n s
el ic
• Clean up temporary transfer data shown in the Transfer Data Maintenance page by running the Temporary
a b l
Data Cleanup process.
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Student Notes
h a s deฺ
m ) G ui
Additional Resources m ฺco dent
a ฺ ib Stu
@ c hresources
This table lists product documentation i s that provide more details about the topics that we discussed
in this lesson:
r ez se t
l v a u
(c a
Topic
il v a Cross-Reference
r S
e sa Mass organization change PeopleSoft Human Resources Administer Workforce, "(JPN) Mass Organization
Change"
C
627
C
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rSilv
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Lesson 13
Managing Positions
Objectives
• Describe Manage Positions. e to

e n s
• Implement Manage Positions. elic
a b l
• Set up position data. fer
a n s
n - tr • Hire and reassign workers into positions.
• Maintain position and employee data. a no

h a s deฺ
m ) G ui
ฺco dent
Slide 274
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ib Stu
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c his
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Managing Positions Lesson 13
Describing Manage Positions
Understanding Manage Positions

Using the Manage Positions business process, you have the ability to:
• Create and track position data and its history.
• Process employee appointments by position.
• Maintain incumbent data.
• Maintain organizational structures.

e to
• Budget for positions by department. e n s
elic
• View incumbent, position, and budget histories.
a b l
fer
a n s
Slide 275
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Lesson 13 Managing Positions
Implementing Manage Positions
Position Management Foundation Tables

Use these components to set up Manage Position foundation tables:
e to
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elic
a b l
fer
Slide 276 a n s
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Student Notes a no
h a s deฺ
m ) G ui
Position Management Core Foundation ฺTables
m co ent
ฺ ibapplications,
t u d
the foundation tables. The @ c a
As with the setup of all of your other
system usesh s S the first step is to establish some basic control values on
i that organizations enter in the Department Table, Job Code Table,
data
e z e t
l v ar
and Location Table and inserts
u
the
s default values in several position data fields.
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e sar
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631
Manage Positions Methods

There are three ways to implement the Manage Positions business process:
Position Level Definition
Full All employees require a position.
Partial Certain levels or departments will use the position management functionality. Not every employee
must be attached to a position.
e to
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None
el ic
Positions can still be created and assigned to employees, but no processing or cross-referencing
occurs.
a b l
fe r
a n s
n - tr Slide 277
Student Notes a no
h a s deฺ
m ) G ui
Page Used to Specify Method for Managing m ฺco yourd e nt Resources System
Human
Use this page to specify whichc aฺibyou
method s S
will
u to manage your human resources system:
tuse
e z @ thi
l v ar u se
a (ca
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e sar
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632
HCM Options Set Up HCM, Install, Installation Table

e to
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elic
a b l
fe r
a n s
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a no
h a sPosition
d ฺ
eManagement.
Note. You must select the option of Full or Partial to enable
) u i
o m t G
m ฺc den
b
aฺi is Stu
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Automatic Assignment of Position Numbers

The system controls the automatic assignment of position numbers by keeping track of the highest number
assigned.
Slide 278
Student Notes
e to
Page Used to Review Automatic Assignment of Position Numbers
e n s
elic
Use this page to review the way that the system automatically assigns position numbers:
a b l
fe r
Page Name Navigation a n s
n - tr
Last ID Assigned no
Set Up HCM, Install, Installation Table
a
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
il v a
a r S
s
Ce
You should either have the system assign position numbers or manually assign them. Do not use both.
To prevent auto-assignment of position numbers, enter 99999999 in the Last Position Nbr Used field.
634
Establishing Departmental Budget Levels

Establish the budget level for the department on the Departmental Profile page when you use Manage
Positions.
Slide 279
Student Notes
e to
Page Used to Establish Departmental Budget Levels
e n s
el ic
Use this page to establish departmental budget levels:
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Department Profile no Departments
Set Up HCM, Foundation Tables, Organization,
a
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Establish Physical Locations

You must establish physical locations in your organization, such as corporate headquarters, branch offices,
and remote sales offices.
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Student Notes
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Page Used to Establish Physical Location
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Use this page to establish physical locations in your organization:
a b l
fe r
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Location Profile no Location
Set Up HCM, Foundation Tables, Organization,
a
h a s deฺ
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m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
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s
Ce
In Manage Positions, the Salary Admin Plan field is derived from the Location Table. Or, when there is no
default location value and corresponding salary plan, the salary administration plan is derived from the Job
Code Table.
Note. If you change the default values in the Job Code, Department, or Location components after creating
the position, the system will not update the values in the Position Data component.
636
Create Job Codes

Organizations that manage positions will use the job code table to create job codes that represent general
groupings or job classifications.
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Student Notes
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Page Used to Create Job Codes
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Use this page to create job codes for general groupings or job classifications:
a b l
fe r
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Job Code Profile Set Up HCM, Foundation Tables, Jobn
o
Attributes, Job Code Table
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Setting Up Position Data

You must enter essential information about a position, including the position number, job information, work
location, and salary plan.
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Page Used to Enter Position Information
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Use this page to enter position data:
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Description
o
Organizational Development, PositionnManagement, Maintain Positions/Budgets,
Add/Update Position Info a
s deฺ
h a
m ) G ui
• This example shows the top of the page when
m ฺco youdaree t a new position.
ncreating
a ฺ ibto an existing
If you are creating a position similar S tu position, you can use the Initialize button to populate
fields on the Description@ c s
hi from the existing position. The system copies the effective date for
page with data
e z e t
l v ar
that position copied.
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• This example shows an existing position:

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C When a position status is Proposed or Frozen, it should not be included in budgets.
Key Position Select this check box if you want the position to be identified as key for
succession planning.
Note. If salary administration plans are tied to locations, the standard hours default from the Salary
Administration Plan table. If salary plans are not tied to locations, the position's standard hours will default
from the Job Code Table. However, if you later make changes to the value for the job code in either table, the
system does not cross update the value in the Position Data component.
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Position Data Defaulting

This table lists the position data fields that are populated automatically based on data from foundation tables:
Human Resource Foundation Table Data Populated to Position Data Component
Department Company
Location
Manager Position
Location Salary Plan
Job Code Table Full/Part Time

Union Code
e to
Manage Level e n s
el ic
Salary Admin Plan
a b l
Grade fe r
a n s
Step
n - tr
a noStandard Hours
h a s Work
Standard
d ฺ
ePeriod
) Standard i
uHours/5, populated as Mon-Fri
o m t G
m ฺc denUnion Code Service Calculation Group (E&G only)
b
aฺi is Stu FLSA Status (USA only)
c
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l v a u s
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Enter Job Information

Use the Specific Information page to enter information about the job associated with the position. This page
displays important check boxes:
• Update Incumbents
• Budgeted Positions
• Confidential Position
• Job Sharing Permitted e to

e n s
el ic
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Student Notes a n s
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a no
Page Used to Enter Specific Job Information
h a s deฺ
Use this page to enter specific job information: m) G ui
m ฺco dent
Page Name a ฺ ib Stu
Navigation
@ c his
Specific Information re
z e t
l v a u s
Organizational Development, Position Management, Maintain Positions/Budgets,
Add/Update Position Info
a (ca
S ilv
e sar
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641
Update Incumbents When you add a new position, the Update Incumbents check box is deselected
(off). Selecting the check box causes the system to automatically cross-update an
incumbent's job data with information from the Position Data component in the
event the Position Data information changes. However, the Update Incumbents
option is selected when you insert a row to update a position.
Budgeted Position You should clear the check box if the position's status is proposed or frozen.
Otherwise, for reporting abilities, users should leave the check box selected. Only
approved budgets will be included in budgets.
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View a Position's Current Budget and Incumbents

Review a position's current budget and incumbents information.
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Student Notes
Page Used to View Budget and Incumbent Information e to

e n s
Use this page to view a position's current budget and incumbent information:
el ic
a b l
Page Name Navigation fe r
a n s
Budget and Incumbents n - tr
Organizational Development, Position Management, Maintain Positions/Budgets,
Add/Update Position Info
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Generating a Position Reports

The Position Status report (POS001) inventories the types of positions in your organization, and lists all filled
and vacant positions.
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Student Notes
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Page Used to Run the Position Status Report
e n s
el ic
Use this page to run the Position Status Report:
a b l
fe r
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Position Status
o
Organizational Development, PositionnManagement, Position Reports, Position
Status a
s deฺ
h a
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644
Activity 24: Creating a Position

In this activity, you will review the activity overview and add a position.
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Activity Overview
Create position number 19000440 effective January 1, 2013. Job code 820035 should be assigned to this
position, reporting to position 19000430. This will be working for company CTR in the Customer Service
department (50300).
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Adding a Position
To add a position:
1. Select Organizational Development, Position Management, Maintain Positions/Budgets, Add/Update

Position Info.
2. Click Add a New Value on the search page.
3. Enter the Position Number 19000440 and click Add.

e to
4. On the Description page, enter or verify the following information:
e n s
el ic
a b l
fe r
a n s
Effective Date
tr
January 1, 2013
n -
Key Position a
Selectedno
h a s deฺ
Business Unit m ) BU001
G ui
m ฺco dent
Job Code
a ฺ ib Stu 820035 (Specialist – Customer Services)
@ c his
Reg/Temp
r e z e t Regular
lv a u s
( c aRegion
Regulatory <regulatory region provided by the instructor>
a
r Silv Department 50300
C esa Company CTR
Location LOCHQ
Reports To 19000430 (Director-Customer Service)
5. Access the Specific Information and enter the following information
Update Incumbents Deselected
647
Hiring and Reassigning Workers into Positions
Position Management and Job Data

You will associate an employee with a position on the Job Data - Work Location page when you add a person
or update an employee's job record.
You can also select to override position data on the Work Location page.
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Student Notes
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Page Used to Enter Position Data for an Employee
a b l
fe r
Use this page to enter work location information for an employee:
a n s
n - tr
a no
h a s deฺ Job Data
Work Location
)
m ui
Job Information,
G
m ฺ co ent
Note. When you have selected Full as
ฺ i b u
your Position
t dManagement Option on the Installation Table, the
Position Number field is required.a
c Position i S
sManagement
If you have selected None
e z @
as your t h Option on the Installation Table, position data will
r s e
a l va
not default from the position.
u
a (c
Sil v
sa r
C e
648
This example displays the option to use the position data.

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This example displays the option to override position data.- tr
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Override Position Data These buttons are available only on new rows of data. When you click Override
and Use Position Data Position Data, the button becomes the Use Position Data button, and vice versa.
Click Override Position Data to enter exceptions to the default position data for
this person, such as the worker might have a higher salary grade than the position.
When you select the Use Position Data button, the page returns to display only
and the system uses the fields from the position.
Note. If you override position data, you must maintain the employee data manually; the system doesn't update
the position data on the Job Data pages unless you click Use Position Data.
Overlapping Position Data Fields

Several fields in the Position Data component match fields in the Job Data component. When you modify
e to
information on the position data pages, the system updates matching fields in the position incumbent's job
e n s
data record if:
el ic
• The position is active. a b l
s f er
• You have selected the Update Incumbent option for the position on the Specific
- t r an Information page of the
Position Data component.
n on
• The incumbent's job data record does not have the Override s aPosition ฺData option selected.
h a i d e
) u
Work Location Page
ฺ c om nt G
The following table lists some of theib m Data
Position u e that overlap with the Work Location page:
dfields
c ฺ
a is S t
r e z@ e th
l v a u s
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Fields in Position Data Component Fields Updated in Incumbent's Job Data Record
Regulatory Region Regulatory Region

Labor Agreement Set ID
Company Company
Business Unit Business Unit

Department Set ID
Location Set ID
Salary Set ID
Job Code Set ID
Department Department ID
e to
Department Entry Date e n s
el ic
a b l
Note. The system updates the Department Entry Date with
r
the position data's effective date.
fe
a n s
n - tr
Location Location
a no
Job Information Page h a s deฺ
m ) G ui
ฺcoDatadfields
The following table lists some of the Position
m e t overlap with the Job Information page:
nthat
a ฺ ib Stu
@ c his
z t
Job Code l v are use Job Code
( c a
i l v a Entry Date
r S Note. The system updates the Job Entry Date with the
e sa position's effective date.

C
Reports To Reports To
Reg/Temp Regular/Temporary
Full or Part Time Full or Part Time
Standard Hours Standard Hours
Work Period Work Period
Union Code Union Code
Job Labor Page
The following table lists some of the Position Data fields that overlap with the Job Labor page:
651
Union Code Union Code
Salary Plan Page
The following table lists some of the Position Data fields that overlap with the Salary Plan page:
Salary Admin Plan Salary Admin Plan
Grade Grade
Step Step
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Position Data Actions and Fields

This table shows lists some job action codes and when to use them:
Action Code Use of Action Code
Position Change Do not manually select. This code reflects a system-generated position data update.
Transfer Use when you move an employee from one position to another that does not involve
a change in job code
e to
e n s
Promotion
el ic
Use when you move an employee from one position to another that involves a
change in job code or a salary increase, or both.
a b l
fe r
Demotion n s
Use when you move an employee from one position to another that involves either a
a
n - tr change in job code or salary decrease, or both.
a no
Slide 288 h a s deฺ
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a ฺ ib Stu
@ c his
Using Job Code Actions r e z e t
l va s
u the use of the Position Change action code to indicate a system-
a
c data update. Consequently, users should not use the Position Change action code when
The PeopleSoft application
(position reserves
v a
generated
il move an employee to a new position. Instead, they should use the Transfer,Promotion, or Demotion
r S
they
e sa action codes.
C
653
Viewing Position Summaries and History

You can generate an incumbent history report to view all current and former incumbents in the organization
(by position).
Slide 289
Student Notes
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Page Used to View Summary Reports
e n s
el ic
Use this page to view summary reports:
a b l
fe r
a n s
The Incumbent History Report begins with the current incumbent for each position and goes back to the first.
n - tr
The report also shows entry and exit dates and starting and ending salaries for each incumbent.
a no
h a s deฺ
m ) Position
G ui Management, Position Reports, Incumbent
ฺco dent
Incumbent History Organizational Development,
History
ฺ m
ib Stu
a
c his
e z @ t
r s e
a l va u
a (c
S il v
s a r
Ce
654
Activity 25: Reassigning Employees

In this activity you will review the activity overview and transfer an employee into a position.
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Activity Overview
Employee 1005 will transfer to the new position (19000440) effective June 3, 2013.
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Transferring an Employee into a Position

To transfer an employee into a position:
2. Enter ID 1005 and click Search.
3. On the Work Location page, insert a new row, and enter the following information:
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fe r
Action Transfer
a n s
n - tr
Position Number no
19000440
a
h a s deฺ
4. Save your data.
m ) G ui
ฺco dent
Click OK to any warning messages, if any.
m
a ฺ ib Stu
@ c his
r e z
This concludes the activity. Please t
do not continue.
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l va u s
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Maintaining Position and Employee Data
Maintain Job Data Automatically

When you modify information on the position data pages, the system can maintain matching fields in the
position incumbent's job data record if:
• The position is active.
The row you insert should be equal to or greater than the current effective date on the job record.
• You have selected the Update Incumbent option for the position.
• The incumbent's job data record does not have the Override Position Data option selected. e to
e n s
el ic
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fe r
Student Notes a n s
n - tr
a no
Updating Information in Positions Data and Job Datas
h a i d eฺ
When you make changes to data in the fields thatm ) in both
appear G uthe Job Data and Position Data pages, you
o
c a row
should always use the Position Data pages.ฺWhen t
nis created in the Job Data pages due to a position data
i b m d e
u display selected.
update, the Position Management Record
a ฺ
c his
check
S t box will
e z @ t
r s e
a l va u
a (c
S il v
sa r
C e
658
Preventing Automatic Job Data Updates

You can prevent automatic job data maintenance by:
• Selecting the Override Position Data button on the Job Data component.
• Clearing the Update Incumbents check box on the Position Data component.
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Maintaining Effective-Dated Position Data

The example below illustrates that cross updates occur when you insert current or future-dated rows in the
Position Data component.
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Slide 293
l va u s
c a
a(
Student Notes
ilv
ar S
s
CeEffective Dated Rows in Position Management
Effective dates are important in PeopleSoft Human Resources, but they take on special significance when an
organization maintains positions, particularly when it changes data in the fields that appear in both the
Position Data and Job Data pages.
In order for a change in Position Data to update the incumbent's job record, the effective date used in Position
Data must be equal to or greater than the current effective date on the job record. If the system inserted job
data rows with effective dates less than the current Job Data row, you run the risk of having incorrect data
inserted for the incumbent.
660
Maintaining Position and Employee Data (continued)
Maintaining Effective-Dated Position Data (continued)

The example below illustrates how the system behaves when you insert a row whose effective date is prior to
that in the job record.
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Making Corrections
The system cross-updates data when you make corrections, provided that the following is true:
• You are correcting a current or future effective-dated position row.
• The position data row has a matching row (same effective date, created from the Position Data pages) in the
Job Data component.
• The matching job data row in the Job Data component is also current or future.
• The Override Position Data button on the Job Data, Work Location page is not selected. e to
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Maintaining Position and Employee Data (continued)
Making Corrections (continued)

This example shows the effect of correcting rows of data.
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Slide 296 a no
h a s deฺ
m ฺco dent
a ฺ ib Stu
Reasons for Cross-Updates@c is
z t h
are because:
The cross-update occurs
l v u se
• The a (carow was corrected in Correct History mode.
ilv
current
S
e sar • The position data row has a matching row (same effective date, created from the Position Data pages) in the
C Job Data component.
• The matching job data row in the Job Data component is also current.
663
Deleting Rows
So that the system maintains incumbent job data when you delete rows, make sure that you are changing:
• A current or future effective-dated row in the Position Data component.
• A position data row that has a matching job row (same effective date, created from the Position Data
component) in the Job Data component.
• The matching job row in the Job Data pages is also current or future dated.
e to
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Student Notes a b l
fe r
a n s
Deleting Rows n - tr
a no
s ddate
Note. If any row exists in the Job Data component whoseaeffective
h i eฺis greater than the row the user is
)
deleting, you must update the job data row manually.
m G u
o
ฺc den t
b m
c aฺi is Stu
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Viewing Position Data Reports

Use the Position Summary component to get an overview of a position's current and historical data. You can
see a list of all actions, such as department moves or title changes, which have occurred.
Slide 298
Student Notes
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Page Used to Review Position Data
e n s
el ic
Use this page to review a position's history:
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fe r
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Position Summary
o
Organizational Development, PositionnManagement, Review Position/Budget Info,
Position Summary a
s deฺ
h a
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
il v a
a r S
s
Ce
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Activity 26: Updating Position Data

1. Update a position.
2. Review the position update in Job Data.
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Activity Overview
In this activity, update your position 19000440 effective July 1, 2013 for a job reclassification to job code
140030, and a title update to Analyst-Data: Customer Service.
When you are done, access the Job Data component for employee 1005 and review the changes.
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Updating a Position
To update a position:
1. Select Organizational Development, Position Management, Maintain Positions/Budgets, Add/Update

Position Info.
2. Enter position number 19000440 and select Search.
3. On the Description page, insert a row, and enter the following information:
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e n s
elic
a b l
fe r
a n s
Reason - tr
JRC (Job Re-Classification)
n
a no
Job Code
h a s deฺ
140030
m ) RegularG ui
ฺco dent
Reg/Temp
Title ฺ m
ib Stu Analyst-Data: Customer Service
c a s
e z @ Description
e t hi link and enter Analyst-Data-Customer Service in the description
l v ar
4. Select the Detailed Position
u s
ca
box.
a (
Silv
5. Click OK.
sa r 6. Access the Specific Information page, and verify the Update Incumbents check box is selected.
C e
7. Access the Budget and Incumbents page, and verify employee 1005 is the incumbent.
Review the Position Update in Job Data

To review the position update in Job Data:
2. Enter empl ID 1005, and click Search.
668
3. On the Work Location page, verify the following information:
Action Position Change

Position Number 19000440 (Analyst-Data: Customer Service)
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Review
• Advantages of managing by positions include having the ability to move employees in and out of positions,
maintain organizational structure, and maintain position data.
• Foundation table setup is required prior to setting up position data.
• When you create a position, you can enter a description, location-specific information, information about
the job associated with the position, and position-specific information.
• The PeopleSoft application reserves the use of the Position Change action code to indicate a system-
generated position data update.
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n s
i e
• You can prevent automatic job updates by selecting the Override Position Data button on the JobcData
component, or clearing the Update Incumbents check box on the Position Data component.le l
r a b
sf e
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n -
Student Notes
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ibresources
This table lists product documentation
S t uthat provide more details about the topics that we discussed
in this lesson:
@ c his
r e z e t
l va s
uCross-Reference
Topic
(c a
v a
il Management
Position PeopleSoft Human Resources Manage Positions
r S
e sa Foundation table setup
C PeopleSoft HCM: Application Fundamentals, "Installing PeopleSoft HCM"
PeopleSoft HCM Application Fundamentals, "Setting Up Organization Foundation
Tables"
Job codes PeopleSoft HCM Application Fundamentals, "Setting Up Jobs"
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Lesson 14
Working with the Org Chart Viewer

Objectives
• Describe the Org Chart Viewer features and functionality. e to

e n s
• Define the Org Chart Viewer setup. elic
a b l
• Establish Org Chart Viewer hierarchy. fer
a n s
n - tr • Set up the Org Chart Viewer pages.
• Create matrix teams. a no

h a s deฺ
• Use the Org Chart Viewer.
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m ฺco dent
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Working with the Org Chart Viewer Lesson 14
Describing the Org Chart Viewer Features and Functionality
Understanding The Org Chart Viewer Layout

The Org Chart Viewer offers functionality beyond a typical organization chart by supporting worker
collaboration, identifying direct-line and dotted-line reporting chains, and enabling users to initiate employee
and manager self service transactions from the organizational view.
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Lesson 14 Working with the Org Chart Viewer
Student Notes
The Org Chart Viewer

This example provides a view of the organizational structure of the Company Directory, showing employee
Rosanna Channing in the focus node of the org chart.
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a b l
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a ฺ ib Stu
@ c htheisOrg Chart page, the Org Chart Viewer will display profile
r z
When you select the Profile page from
e in thesfocus
information for theaperson e t node. In the previous example, it would show details for Rosanna
Channing. alv
u
a (c
Sil v
sa r
C e
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The Org Chart Viewer Folder Structure

When you access the Org Chart Viewer component, you could potentially be presented with the option to
select from three org view type folders:
• Company Directory
• Direct-Line Reports (if applicable)
• Matrix team folders (if applicable, and the number of folders depends on the number of teams with which
you are associated)
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Student Notes fe r
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The Org Chart Viewer Pages a no
h a s viewsdofetheฺ organization. When enabled and
The Org Chart Viewer pages presents the user with different
) of their i
uorganizations
c m
granted access, users can view the hierarchicalostructure
t G through the Company
ฺ n
e tabs,
Directory folder tab, view their direct-line structure through
m matrix dfolders, the Direct-Line Reports folder tab, or view
b
matrix teams through the Org ChartฺiViewer
a is S t u or Teams links.
c
r e z@ e th
v
Menu Groups and lFolder a Tabsusto Represent Org View Types
• Thisa (ca displays the flyout navigation of the Org Chart Viewer:
S ilv example
e sar
C
The menu navigation structure also provides a quick overview of the reporting structures for an org view
type.
• This example displays the folder and page structure after you have accessed the Org Chart Viewer:
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The following table describes the folder structure when all folders are enabled and a user has access:
e to
Org View Type
e n s
Folder
Permission List Description
el ic
a b l
Company HCCPSS2215 - fe r
The first menu folder displays the Company Directory. Depending upon your
Directory Org Viewer n s
security access and reporting structure, this may be the only org view type for
a
Company which you have access.
n - tr
Directory o
The Org Chart page reflects thenreporting structure of your organization and
a
you can perform searches
h a s for anyone
i d eฺin the Company Directory.
m ) G uin the menu structure shows a manager the
Direct-Line HCCPSS2220 - o
If applicable, the next tfolder
ฺc Reports nfolder. If you do not have access to this page or do not
Reports Org Viewer
b m
Direct-Line d e
u this folder tab will not be available to you.
Direct-Line
c aฺi haveisdirect
Streports,
r e z@ e tThe h Org Chart page reflects the reporting structure of your direct and indirect
l va u s reports. You can perform searches for any employees that report to you.
a
(c HCCPSS2225 - The remaining folders, if applicable, represent the Matrix Reports (teams)
Matrixa Reports
il v
S(teams) Org Viewer folders and are identified by the team name. The team folder tabs are available
sa r Dotted-Line to team owners and members, depending upon how the team matrix was set
C e up.
The matrix team Org Chart pages reflect the reporting structure of that
specific team and you can perform searches for anyone in that team.
Note. While some features of the Company Directory functionality use PeopleTools 8.51.02, the remaining
Org Chart Viewer features, including additional features for the Company Directory, require that you use
PeopleTools 8.52 or greater.
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Pages Within Each Org View Type

Each org view type folder contains two page tabs:
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Student Notes
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Org View Type Page Tabs a ฺ ib Stu
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a
Page Within the Org Chart
Viewer Folder lv
s
u Description
(c a
v a
il Chart Viewer
Org Displays a three-tiered graphical representation of a person. The chart focuses on
r S
e sa where the person fits within the reporting structure or that org view type, showing
the person's manager, peers, and the subordinates, if applicable.
C
Profile Page Displays up to five sections: two company related sections on the left side and three
personalized sections on the right. The Profile tab of the page provides additional
information about a person, such as his or her job details; links to other people with
whom he or she is associated, such as direct reports, peers, and the manager; as well
as personalized sections, which enable the user to enter additional contact details,
personal links, and free from text.
Information the user enters on his or her own Profile page will appear on the Profile
page of each org view type folder, it is not org view type specific.
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Defining the Org Chart Viewer Setup
Org Chart Viewer Setup Process

Set up tasks involve setting up the reporting structures and setting up the Org Chart Viewer pages, as shown
in this diagram:
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( c a
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Student Silv
r Notes
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The Org Chart Viewer Setup Steps
There are various setup steps you must perform prior to using the Org Chart Viewer functionality.
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1. Define the Org Chart Viewer hierarchy.
a. Build a job tree.
The system administrator will need to build trees, either manually or through the Job Build Tree Run
Control page, using the proper tree structure. This will support the organizational charts that show the
hierarchies of people according to their job information.
Note. If you build a tree manually, you still need to run the Job Tree Builder with a Build Action of
Update Process Tables Only.
b. Update the Company Directory (HC_COMPANY_DIRECTORY) folder definition to ensure the tree
name is equal to the tree created in the first step (a). This information is used for the Org Chart
Viewer, Company Directory folder.
Note. This step needs to be performed any time the tree name is changed.
e to
c. Establish the hierarchy for the Direct-Line Reports tab by configuring the Access Type value for the
e n s
HRCD_CO_DIRECTORY component. Do this by navigating to Set Up HCM, Common Definitions,
el ic
Direct Reports for Managers, Configure Direct Reports UI.
a b l
fe r
d. Create matrix teams.
a n s
2. Set up the Org Chart Viewer pages.
n - tr
a no
which are presented in all of the Org Chart Viewerh a s deฺ
The system administrator will need to set up the rules for the organizational chart and profiles, both of
ui
folders.
m ) G
ฺco dMap
a. (Optional, since many fields are delivered)
m e t for the org chart and profile pages.
nfields
a
b. (Optional, since many contactฺ ibtypes are
S u
tdelivered) Define additional contact types.
c i s
c. Set up the orgre z@ e thsettings for each org view type—Company Directory,Direct-Line
Reports,lv
chart
s
and profile
aMatrix Reports.
u
a and
(c setup pages enable you to configure the hierarchies and information you want to display on
Thelv
i a
combined
a r S
each of the pages.
s
Ce
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Establishing the Org Chart Viewer Hierarchy
Org Chart Viewer Hierarchy

The Org Chart Viewer uses many methods for grouping individuals and creating hierarchical reporting
structures. These hierarchies include:
• Tree-based.
• Non-tree-based.
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Determining Hierarchical Reporting Structures
a n s
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These reporting structures are considered either tree-based or non-tree based.
a no
hasconfigured
Tree-Based Hierarchies Trees from Tree Manager provide
Directory and for Matrix)Teams i d eฺusing astructure
the hierarchical for the Company
m G u tree.
o
ฺc Directory t
n use trees with the tree structure ID of
m
Note. The Company
b d e
aฺi is Stuonly.only. Matrix Teams use trees with the tree structure ID
COMPANY_DIRECTORY
c
z@ e th
of MATRIX_BY_JOB
a r e s
a l v u
c
Non-Tree-Based
a ( The Direct Reports UI/API determines the hierarchical structures of persons for
S i v
Hierarchy
l the Direct-Line
type. The Direct
Reports org view type and for Matrix Teams defined by access
Reports API also generates the SmartNavigation across the top of
sa r the page and the org chart.
C e
Org Chart Viewer Reporting Structures

The following table lists the ways the system enables you to create or view groups within the Org Chart
Viewer pages:
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Org View Type Grouping or Reporting Structure
Company Directory Tree-based hierarchy (COMPANY_DIRECTORY tree structure)
Direct-Line Reports Access Type (using the Direct Reports API)
Matrix Reports (Teams) • Manual (where the owner is at the top of the node)
• Access Type (using the Direct Reports API)
• By Department Manager ID
• By Department Security Tree
• By Group ID
• By Part Posn Mgmt Dept Mgr ID
e to
• By Part Posn Mgmt Supervisor e n s
elic
• By Reports To Position
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fe r
• By Supervisor ID
a n s
- tr
• Tree-based hierarchy (MATRIX_BY_JOB tree structure)
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Hierarchy Setup
Perform the following tasks to set up the Org Chart Viewer hierarchy:
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Tree-Based Hierarchy
You use a tree-based hierarchy to build the company directory and matrix teams.
Slide 309
Student Notes
Page Used to Set Up the Org Chart Viewer Hierarchy e to

e n s
ic
Use this page to run the Job Tree Builder process to create or rebuild an entire tree, update a portion of a tree
el
a b l
starting from a specific node, or update the tree's source data table without making any alterations to an
existing tree:
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Tree Builder Run Control Set Up HCM, Common Definitions, Org Chart Viewer, Tree Builder Run Control
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The value selected in Treez Structure
e t field determines the fields that are required to uniquely identify a tree
ID
and it tells the process
l s
va which utype of tree it should build when the process is run.
c a
When a you(are building a job tree for the Company Directory or Matrix Teams, you must enter the
S il v
corresponding Tree Structure ID values:
sa r
C e – Matrix Teams use the MATRIX_BY_JOB tree structure ID.
– Company Directory trees use the COMPANY_DIRECTORY tree structure ID.
Portal Folder Definition

The portal folder HC_COMPANY_DIRECTORY is delivered to use the tree name
COMPANY_DIRECTORY. If your organization uses another name, you will need to update the portal folder
definition in order for the Company Directory to work properly to match the tree name you entered when
creating your tree.
Use this page to update the portal folder definition for the Company Directory if you have created a new Job
Tree for the Company Directory:
Folder Administration PeopleTools, Portal, Structure and Content

Click the Edit link for the Company Directory folder.
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Non-Tree-Based Hierarchy
You use the non-tree-based hierarchy to define direct-line reports. The Direct Reports UI/API:
• Determines the hierarchical structures of persons for the Direct-Line Reports org view type.
• Determines the structure for Matrix Teams defined by access type.
• Generates the SmartNavigation across the top of the page and the org chart.
The Direct Reports UI (also known as Access Types) determines manager hierarchal structure in self service
for various pages, such as Talent Summary, Manager Desktop, and other pages that require a manager to e to
access employee data. e n s
el ic
a b l
Slide 310
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Page Used to Define the Non-Tree-Based Hierarchy ) for i
uDirect-Line Reports
m
coDirect-Line G
Use this page to establish the hierarchy for ฺthe
m d e nt Reports tab by configuring the Access Type value
for the HRCD_CO_DIRECTORY component:
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Direct Reports Configuration Set Up HCM, Common Definitions, Direct Reports for Managers, Configure Direct
Reports UI.
Click the Configure button for the HRCD_CO_DIRECTORY component.
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Setting Up Org Chart Viewer Pages
Org Chart Viewer Setup

To set up content that will display on the Profile and Org Chart pages of the Org Chart Viewer pages, you
will need to perform the following:
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S
Student
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Org Chart Viewer Setup Steps
1. (Optional) Map all Org Chart Viewer fields in the Chart and Profile Field Map component.
PeopleSoft delivers numerous fields that are configured to display on the different Org Chart Viewer
pages, however, you can map additional fields pertinent to your organization. If you want to define
additional fields, this step should be completed before defining the Chart and Profile Settings component.
2. (Optional) Define additional contact types on the Additional Contact Types page.
PeopleSoft delivers several additional contact types. You can activate, deactivate, or define your
organization's own contact types on this page. User's will be able to select from this list of active contact
types on their Profile page within the Org Chart Viewer.
3. Set up page and field layouts for each of the Org View Type values in Chart and Profile Settings
component.
You can set up each org view type to display a different set of fields. The component consists of up to
three pages and will need to be set up three different times, one for each org view type.
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Mapping Org Chart Viewer Fields

The Chart and Profile Field Map component comes delivered with the fields and mappings needed to support
the Org Chart Viewer. You can add additional fields as needed through this component.
The Section field identifies where the field will be available for selection when setting up the Org Chart
Viewer:
• Org Chart - Node Attributes
• Profile - Contact Information

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• Profile - HR Details e n s
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• General (for the Talent Summary feature)
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Student Notes a no
h a s deฺ
m ) G ui
Page Used to Mapping Org Chart ViewerฺcFields o nt
m d e
aฺib isthatSaretuconfigured in the Chart and Profile Settings pages:
Use this page to define the datacelements
r e z@ e th
l v a u s
a (ca
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Chart and Profile Field Map Set Up HCM, Common Definitions, Org Chart Viewer, Chart and Profile Field Map
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This component has four tabs that you use to define the rules for fetching and displaying each data element.
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Additional Contact Types

The Additional Contact Types page enables you to define additional contact types that will be available to the
user on the Profile, Edit Additional Contacts page of the Org Chart Viewer - Profile pages.
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Student Notes
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Page Used to Identify Additional Contact Types
e n s
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Use this page to identify additional contact types:
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fe r
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Additional Contact Types noChart Viewer, Additional Contact Types
Set Up HCM, Common Definitions, Org
a
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If you deselect an option, this contact type will not be available to the user. Add rows to include additional
contact types. This will open up free-form text fields in which the administrator can enter the field labels and
determine the value format that will be available to the user.
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Page and Field Layouts for Each of the Org View Types
You will need to set up the layout for each org view type:
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ฺ m
ib Stu
Student Notes a
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r
a Org Chart s e
u Viewer
Pages Used Set Up a l vthe
a c
(page
Uselv
these to set up the Org Chart Viewer:
S i
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C
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• Use this page to define default startup page content and layout settings for each org view type:
General Settings Set Up HCM, Common Definitions, Org Chart Viewer, Chart and Profile Settings
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Fields on this page vary slightly by org view type.
Display Multiple Jobs Select the option to have the Company Directory search feature return all
check box multiple job or additional job rows for a person.
Start Page Content group Use this section to specify the default settings for the Company Directory start
box page. Choose from one of the three options to define what information the
system should display to the user when first accessing the Company Directory.
Users can override this default setting by defining their own preferences. If you
select the Search Box Only check box, the Search field only will display within
the Company Directory folder. The Profile and Org Chart pages will not display
until after you enter and select from your search criteria.
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Layout Use the this section to determine which page of the Org Chart Viewer folders
should appear first.
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• Use this page to select the content that should appear on the Profile page for each org view type:
Profile Content Set Up HCM, Common Definitions, Org Chart Viewer, Chart and Profile Settings
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The Profile page in the Org Chart Viewer component will display detailed information about a person using
the fields you select on this page, according to the org view type. Use the Employee Personalizations
section to select which personalized group boxes should be available on the right side of the Profile page.
The Actions Menu and Teams field attribute options will provide a link on the Profile page, which enables
the user to access self service transactions or view team data for a person, if granted access.
694
• Use this page to select the organization chart field options that should appear on the Org Chart page for
each org view type.
Org Chart Content Set Up HCM, Common Definitions, Org Chart Viewer, Chart and Profile Settings
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The Org Chart page in the Org Chart Viewer component will display information about a person using the
fields you select on this page, according to the org view type. It displays a three-tiered representation of the
hierarchy, with the record of the person you are retrieving in the center (middle) focus node. You can opt to
display or hide the peers of the focus person using the Show Sibling of Focus Node check box.
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The photo that appears in a node depends upon the settings you have defined on the Profile Content page.
The Actions Menu and Teams field attribute options will provide a link on the Org Chart nodes, which
enables the user to access self service transactions for him or herself or view manager self service team data
for a person, if granted access.
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Activity 27: Setting Up the Org Chart Viewer Settings

1. Update the existing Company Directory tree to include your new people.
2. Update the chart and profile settings for your company directory.
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Activity Overview
Run the Tree Builder process to update your Company Directory tree to include your newly hired people by
replacing your tree
Then, update the Company Directory chart and profile settings to reflect the following:
• Have the start page show the user's information.
• Show the Org Chart page first.
• Remove the company address from the profile display.
• On the Org Chart, display the company, business unit, and then department on the node.
Note. As you perform all the activities in this course, click OK to the date out of range messages, if any. e to
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Updating the Existing Company Directory Tree to Include your New People
To update the existing Company Directory tree to include your new people:
1. Select Set Up HCM, Common Definitions, Org Chart Viewer, Tree Builder Run Control.
2. Add the new run control value tree, and click Add.
3. On the Tree Builder Run Control page, enter or verify the following information:
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Build Action Create/Replace Tree
a b l
fer
Tree Structure COMPANY_DIRECTORY
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Tree EffDt Januaryn1,o
2013
a
s deฺ
h a
Root Node Definition
m ) KU0001G ui(Douglas Lewis)
Employee ID
m ฺco dent
a ฺ ib Stu
4. Select Run.
@ c his
r e z e t page, select PSNT as the server and click OK.
l va
5. On the Process Scheduler
u s
Request
a
c Process Monitor link and click the Refresh button until your process has run successfully.
6. Select(the
v a
Sil
e sar the Chart and Profile Settings for Your Company Directory
Update
C
To update the chart and profile settings for your company directory:
1. Select Set Up HCM, Common Definitions, Org Chart Viewer, Chart and Profile Settings.
2. Select Company Directory for your org view type, and click Search.
3. On the General Settings page, enter or verify the following information:
Show User's Information Selected
Org Chart First Selected
Allow Export to MS Excel

Cleared
Profile
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4. Access the Profile Content page, and in the Contact Information group box clear the Address - Business
field value so nothing displays in this row.
5. Access the Org Chart Content page, and enter or verify the following information for rows 4 through 6:

4 Company
5 Business Unit
6 Department
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Creating Matrix Teams and Hierarchies
Matrix Teams
Matrix reports, or teams, may be available through two means within the Org Chart Viewer component. A
matrix team may be visible to a user in either of the following formats:
• A <matrix reports name> folder or tab
Appears at the top of the Org Chart Viewer or in the menu drop-down navigation for users associated with a
matrix team and granted the appropriate access.
• As a Teams or Other Teams drop-down menu link item to

These links appear on the Profile page or an Org Chart page node and display the teams associatede n sae
lic
with
person, where enabled. These teams are viewable to all users.
b l e
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Student Notes
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h a s deฺ
Granting Access to View Teams m ) G ui
m ฺco dent
To have a matrix available in the Org
a ฺ ibChart Viewer
S t u pages, you will need to:
@ cto Activeh iswhen creating a matrix team.
1. Change the matrix IDzstatus t
l v are OrguViewse Type check boxes in the Display Options group box to make the matrix
ca that particular feature.
2. Select the appropriate
public(within
v a
ilSelect
a S
r that should
3. the Display Matrix Teams check box on the General Settings page for each of the org view types
s
Ce
display this matrix ID.
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Creating Matrix Teams and Hierarchies
Matrix Teams Setup

You will use the Matrix Teams component to define your matrix (dotted-line) hierarchies and teams. This
includes:
• Specifying the employee reporting relationships.
• Optionally, assigning Manager Self-Service transaction permissions to managers and leads among these
matrices.
The matrix relationships can be automatically built using trees tied to existing direct reports access types
e to
(including sub-sets of these trees) or manually.
e n s
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a b l
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Student Notes a n s
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a no
Pages Used to Define Your Matrix (Dotted-Line) Hierarchies
h a s deand ฺ Teams
) i
u teams:
o m
Use these pages to define your matrix (dotted-line) G
hierarchies
t and
m ฺc den
b
aฺi is Stu
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• Use this page to define matrix team details such as the matrix ID, effective date, status, and description.
Create your own or use an existing reporting relationship for the team:
Matrix Team Set Up HCM, Common Definitions, Org Chart Viewer, Matrix Teams
e to
e n s
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a b l
fe r
a n s
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a no
h a
Show in View for Owner Select or deselect to determineswho hasd ฺ to a specific matrix team folder:
eaccess
Only
• Selected - Just them ) of the i
u team you are defining can view the
o owner
t G matrix
<matrix team
m ฺcname>dfolder
e n tab and SmartNavigation.
•c
b
aฺi is- All
Deselected
u members and the owner of the matrix team you are
Stteam
r e z@ defining
e thcan view the <matrix team name> folder tab and SmartNavigation.
l a
vAcross s
u the org view types where a user can access and view this matrix team. By
(c a
Allow Display Select
il v a
Features selecting a check box, you make the matrix public to other users through the use
ar S of the Teams or Other Teams fields.

s
Ce Note. You must also select the Display Matrix Teams check box on the Chart
and Profile Setting - General Settings page for each org view type that should
display this matrix ID.
Use the Hierarchy Definition group box to determine if a matrix team should be manually built or use an
existing hierarchy.
The following example shows a manually built team:
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You can also select an existing hierarchy, as shown in this example:
e to
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elic
a b l
fer
You can select:
a n s
• An Access Type value to determine your hierarchy. n - tr
a no
h a s structure
• A tree that was created using the MATRIX_BY_JOB tree
d ฺ
eID.
) u i
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• Use this page to associate Manager Self-Service transactions to a matrix owner or other managers or leads
that are part of the matrix reporting relationship:
Action Assignment Set Up HCM, Common Definitions, Org Chart Viewer, Matrix Teams
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Employees that have others reporting to them, as defined on the Matrix Team page, are considered
no
managers or leads and will be available to you when you assign transactions to managers and leads through
a
the Action Assignment page.
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• Use this page to assign transaction access to matrix owners and leads:
Assign Transaction Access Click the View/Edit Assign button or the Assign Same Access button on the
Action Assignments page.
Assign Same Transaction
Access
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m ) G ui
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a ฺ ib Stu
Identify the matrix owner@
c his the matrix team that should have the capability to administer
r e z e t
or leads within
l va
manager self service s
transactions
u for any dotted-line report.
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Using the Org Chart Viewer

The Org Chart Viewer enables you to:
• View reporting structures.
• View employee personal and job data.
• Search for individuals.
• Access and perform self service transactions.

e to
• Collaborate with co-workers. e n s
el ic
• Set personal preferences.
a b l
fer
• Export Org Chart Viewer details to Excel or Visio.
a n s
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Searching for and Accessing People Within the Org Chart Viewer
The Org Chart Viewer feature enables you to search and retrieve people through various methods. You can:
• Perform a basic search.
• Perform an advanced search.
• Use SmartNavigation.
• Select a name link.

e to
• Select a job title for a person with multiple jobs. e n s
el ic
a b l
Slide 319
fe r
a n s
a no
Searches By Org View Type h a s deฺ
m ) G ui
Note. The Org Chart Viewer will perform aฺc
o ntindividual based on the org view type folder tab you
search forean
m d
are currently viewing. For example,ฺiifbyou havetaccessed
u a matrix team folder tab from within the Org Chart
Viewer, the system will searchc a S
is within that team. If the person does not exist in that matrix
for that person
z @
team, the search will return no t
results. h
l v are use
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The Org Chart and Profile Pages

When accessing data, keep in mind that each Org Chart page reflects the reporting structure of the org view
type folder tab you are currently viewing. Searches are specific to that org view type.
Slide 320
Student Notes
e to
Pages Used to View the Organizational Structure
e n s
el ic
Use these pages to view the organizational structure:
a b l
fe r
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• Use this page to view the organization using a three-tiered hierarchical reporting structure, with the focus
person in the middle node:
e to
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el ic
a b l
fe r
a n s
n - tr
a no in the chart. You can change the focus
The focus node is displayed in a contrasting color from other
h a nodes
i d eฺChanging the focus node updates the
sof the chart.
m )
node by clicking the Org Chart link or icon in each node
theu
who is in G
ฺ
will transfer you to the Profile page for that
o
contents of the Profile page to reflect the person
c person e n
and t focus node. Clicking the name link on a node
refocus the org chart on that node.
a ฺ i bm Stud
• Use the List link at the top ofcthe Org Chart page to view the reporting structure as a list:
z @ t h is
l v are use
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The List layout contains the same fields as the Chart option, as defined by the Org Chart Viewer
administrator on the setup pages. You can change the focus node by clicking the Focus Org Chart on icon,
and the system will return you to the chart display of the page with that person in the focus node.
Actions Select a transaction to perform self service actions for yourself, your direct
reports, or for those team members for which you are granted self service access.
For example, you can access the self service pages to perform a name change for
yourself, or access the manager self service pages to view and update an
employee's career plan.
710
Teams Click this menu drop-down list to see a list of teams with which this person is
associated. Select a team to open the Teams page and view the matrix team
structure in a list format. The Team drop-down is not available if the person is not
associated with a team or the team has not been made public.
Pages Used to View and Manage Profile Data

Use these pages to view and manage profile data:
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• Use this page to view a person's profile information, such as contact information, company details, and
other personal information:
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fe r
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a no
This page displays up to five sections, depending on how
hasFields
on the Chart and Profile Settings - Profile Content)page.
the system
i d eฺadministrator has configured this page
m G u other people's Profile
on this page may also vary by org view
type, depending upon the setup. Use the links
ฺ c o on the
n t
page to access pages.
ibm d e
Users can select a different photoฺfor display toruenter additional contact information, links, and text on this
page for their own profile, if c
a i stheSadministrator.
@ enabled by
ez message t h
When enabled,vthe
l a rinstant u se (IM) presence will display below the photo. The employee's IM
of v a ( aadditional
addressescare
including
recorded on the personal data Contact Information page in HR. An employee has the option
IM addresses in the Additional Contact Information group box, but this IM address
il not be written to HR.
Swill Pause over the icon to select an address and initiate a chat.
sa r
C e (Update Photo icon) Select to access the Org Chart Viewer - Update Photo page.
Actions Select a self service action for yourself, or as a manager, select a self service
action to perform for your employees. The system will direct you to the
appropriate self service page.
PeopleSoft delivers the various self service transactions to work in conjunction
with the Org Chart Viewer that enable employees or managers to view or
manage personal or employee information in the PeopleSoft database as they
would from the self service pages. This link will be available for your profile or
for your direct-line reports' profiles, if enabled.
Teams Displays a list of published matrix teams with which this person is associated.
Click a team link to open the Teams page and see a list of team members.
712
• Use this page to select photo display options, such as no photo, upload your own photo, or use the HR
photo that is on file, for your personal profile. The photo you select here is used on all the org chart view
types:
Org Chart Viewer - Update Click the Update Photo icon on any Org Chart Viewer - Profile page when you are
Photo on your own profile.
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• Use this page to add additional contact information to your personal profile, such as home phone number,
mobile, IM address, or email addresses. The data you enter here is the same across all org view type Profile
pages:
Edit Additional Contacts Click the Edit Additional Contact (pencil ) button on the Profile page when you are
in your own profile.
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fe r
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Note. Any edits or updates made in the Additional Contact Information section are not written to the HR
records. This data is stored in the Org Chart Viewer only.
714
• Use this page to add web site links to your own personal profile. The data you enter here is the same across
all org view type Profile pages:
Edit My Profile Links Click the Edit My Profile Links Contact (pencil ) button on the Profile page when
you are in your own profile.
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• Use this page to include a personal statement or comments using a rich text formatting to your own
personal profile. The data you enter here is the same across all org view type Profile pages:
Edit Personal Statement Click the Edit Personal Contact (pencil ) button on the Profile page when you are
in your own profile.
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fe r
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m ) G ui
m ฺco dent
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Page Used to View Teams
Use this page to view the members and reporting structures of a matrix team:
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Teams Click the name of a matrix team on any person's node or profile.
View all the members of a matrix team in a hierarchical list (Hgrid), with matrix leads appearing as
e to
expandable rows.
e n s
el ic
a b l
The fields on this page are determined by the Org Chart Viewer administrator during setup of the Matrix
Reports.
s f er
r an or when setting up the
User access to the self service transaction pages is determined by security access
- t
matrix team.
n on
s a ฺ
) h uide
a
ฺ c om nt G
ฺ i b m tude
c a is S
r e z@ e th
l v a u s
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Activity 28: Viewing the Company Directory

In this activity, you will review the activity overview and view the company directory.
Slide 321
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Activity Overview
Access the company directory and search for the employees you hired in this class. Change the focus node
and access profile information for a person. Then, update your profile information (you are logged in as Betty
Locherty) to include the department fax number 925-555-2456.
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719

Viewing the Company Directory

To view the company directory:
1. Select Org Chart Viewer, Company Directory
Or, select Company Directory.
The Org Chart page should appear first, as defined by your setup configuration, with you (Betty Locherty)
in the focus node. Notice the fields you selected appear in the node (company, business unit, and
department). e to
e n s
2. Select the Org Chart icon and link for Jean Parsons.
l e lic
The Org Chart page should refocus to show Jean in the focus node in the middle ofrthe a bpage.
e
sthef employees that report to
3. Click anywhere on the page that is not a link and drag your mouse to view
tr a n
all
Jean. You should see at least one of the employee's your hired. n-
a no
4. (FRA and USA) Locate Ann Delange, who reports to Jean
h a s Parsons
i d eฺand select her job title to select her job
in sales support.
m ) G u
You can see that for this job she reportsฺc
o t
nGrafton
b m d e
to Kenneth
aฺthei page,
5. In the search field at the topcof S tuBus. Unit 1, and click the Search (double arrow) icon.
@ thi s enter
e z
l v ar
The Search Results page se your employees that are in departments that start with Bus. Unit 1 in the
displays
u
(ca
description.
a
v one of your employees.
6. ilSelect
r S
e sa The Org Chart page should display with this person in the focus node and the My Org Chart link should
C display in the header.
7. Access the Profile page tab.
The profile data for the employee that was in the focus node should display and theMy Profile link should
now display in the header.
8. Select the My Profile link to the right of the search field.
The Profile page for Betty Locherty should appear. Since you are logged in as Betty, you are able to
update your personal data on this page.
9. Select the Edit Additional Contacts (pencil icon) in the Additional Contact Information group box.
10. On the Edit Additional Contacts page, click the Add Contact Information button.
720
11. For the new row, enter the following information:
Contact Type Other
Label Department Fax

Label 925-555-2456
12. Click OK.
Notice the department fax number now displays in the Additional Contact Information group box.
13. Above Betty's picture, select the Actions drop-down link, Job and Personal Information, Update
Emergency Contacts. e to
e n s
14. Click the Add Emergency Contact button.
el ic
a b l
15. Enter your name on the page, with a relationship of Other, and save.
fe r
a n s
16. Click OK on the confirmation page.
n - tr
o
17. Click the Return to Org Chart Viewer link at the bottom of thenpage.
a
h a s component
top of theid eฺ and perform a search for Jean
m )
18. Access each of the org view type folder pages at the
G u
Parsons.
o
ฺc den t
You should receive the followingib m
aฺ is Stu
results:
c
@ tab: tDisplays
h her Profile page.
r e zfolder e
l
• Direct-Line
a folder
vReports s
u tab: No results (she does not report to Betty Locherty).
(c a
v a
ar Sil • Business Community (team matrix) folder tab: No results (Jean is not part of this team).
e s
C This concludes the activity. Please do not continue.
721
Review
• Users can view the hierarchical structure of their organizations, their direct-line structure, or view matrix
teams through the Org Chart Viewer.
• You must set up reporting structures and the Org Chart Viewer pages to use the Org Chart Viewer
functionality.
• The Org Chart Viewer uses many methods for grouping individuals and creating hierarchical reporting
structures. These reporting structures are considered either tree-based or non-tree based.
e to
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Review (continued)
• The PeopleSoft application delivers the Chart and Profile Field Map and Additional Contact Types
components with many of the fields you will need to support the Org Chart Viewer.
• A matrix team can be built manually or use an existing hierarchy using access types or trees.
• The Org Chart Viewer enables the user to enter additional content on his or her profile.
Slide 323
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Student Notes
e n s
el ic
a b l
s f er
In addition to the PeopleSoft HCM Application Fundamentals documentation
t r n contains information about
athat
the setup of common HCM tables, there are also numerous help topicsn -
o specific to the Human Resources
business processes. a ฺ n
a s e about the topics that we have
h more
This table lists product documentation resources that) provide u iddetails
discussed in this lesson:
ฺ c om nt G
ฺ i b m tude
Topic c a Reference
Cross
i sS
@
ez PeopleSoft t h
v
l a r u se Human Resources Administer Workforce, "Setting Up the Administer
( c a Workforce Business Process," Setting Up the Org Chart Viewer
S ilva PeopleSoft Human Resources Administer Workforce, "Viewing Summary Workforce
s ar Information," Using the Org Chart Viewer
Ce Trees PeopleTools: PeopleSoft Tree Manager
Actions (related actions) PeopleTools: PeopleTools Portal Technologies, "Developing and Configuring
Related Content"
Direct reports, access types PeopleSoft HCM Application Fundamentals, "Working with Common Components,"
Configuring Direct Reports Functionality
PeopleSoft HCM Application Fundamentals, "Working with Self-Service
Transactions," Setting Up Access to Direct Reports Data
723
C
e sa
rSilv
(
ca
a l va r e z @
u s
a
e
ฺ
t
m
c his
ib Stu
m ) h a
ฺco dent
G
a
ui
no
s deฺ
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a n s fe r
a b l el
ic
e n s e
to
Lesson 15
Using the Talent Summary and Manager

Dashboards
Objectives
e to
e n s
elic
• Describe the Manager Dashboard and Talent Summary Dashboard.
a b l
• Set up the Manager Dashboard pagelets. fer
a n s
n - tr • Use the Manager Dashboard.
• Set up the Talent Summary Dashboard page. a no

h a s deฺ
• Use the Talent Summary Dashboard. m ) G ui
m ฺco dent
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Using the Talent Summary and Manager Dashboards Lesson 15
Describing the Manager Dashboard and Talent Summary Dashboard
Understanding The Manager Dashboard and Talent Summary Functionality

The eProfile Manager Desktop provides managers with this dashboard functionality:
• Review managerial tasks on the Manager Dashboard.
• Review employee talent summary information.
Slide 326
Student Notes e to
e n s
elic
a b l
s f er eProfile Manager Desktop
eProfile Manager Desktop is a collaborative application that gives managersa
t r n control over employee
greater
information. With eProfile Manager Desktop, managers in your organization -
on Dashboard
can perform routine tasks
a ฺn
necessary to manage direct reports. This lesson will address the Manager and Talent Summary
pages available through the Manage Self Service navigation. s
ha uide
)
ฺ c om nt G
Manager Dashboard
ฺ i b m tude
The Manager Dashboard displaysc avariousispagelets
S showing a quick synopsis of information about your direct
@
ezwithin t h
reports. Many of the links
a r u s ereturn
the pagelets will direct you to actually components throughout the HCM
a l
system with linksvon those pages to you to the dashboard.
a (c
S il v
sa r
C e
726
Lesson 15 Using the Talent Summary and Manager Dashboards
e to
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Talent Summary a b l
s f er
The Talent Summary page provides managers with a comprehensive view ofatalent
t r n data related to an
n -
individual employee through the use of a dashboard. With the Talent Summary
o pagelets, managers have
a n ฺ several components separately.
access to an employee's talent data from one location instead of accessing
s
) ha uide
ฺ c om nt G
ฺ i b m tude
c a is S
r e z@ e th
l v a u s
a (ca
S ilv
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727
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a ฺ ib Stu
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( c a
a
Dashboards and the Portal Registry
r Silv
The Manager Dashboard and the Talent Summary dashboards consist of sets of pagelets that enables
e sa managers to quickly and easily view and update human resource and talent related information as needed.
C
Dashboard pages are PeopleSoft pages that aggregate and display pagelets that share common or similar
purposes. Dashboards provide quick access to useful information by presenting concise but feature-rich
pagelets to the user.
Dashboards are created and maintained in the Portal Registry. They are accessible in the Portal Registry
Structure by navigating to PeopleTools, Portal, Structure and Content page. The Structure and Content page
folders for the Manager Dashboard and the Talent Summary page. Click the Edit link to view the folder
structure for the appropriate item.
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Setting Up the Manager Dashboard Pagelets
Defining the Manager Dashboard Pagelet

Use these components to set up the Manager Dashboard pagelets:
• Alerts Pagelet Setup (UX_ALERT_SETUP)
• Approvals Pagelet Setup (UX_APPR_PLT_CFG)
• Direct Reports Pagelet Setup (UX_DIR_PLT_CFG)
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The Alerts Pagelet

The PeopleSoft system delivers seven manager alert types that can appear on the Alerts pagelet. Alert types
include:
• ePerformance
• eCompensation
• Expiring licenses/certificates and expiring memberships
• Scheduled Training e to
e n s
• Birthday and anniversary alerts
el ic
a b l
r
Define what options are available to users when setting personal preferences as well as identify the alert
fe
levels and number of alerts you want to display in the Alerts pagelet.
a n s
n - tr
Slide 328
a no
h a s deฺ
m ฺco dent
Page Used to Set Up the AlertscPagelet aฺib is Stu
r
Use this page to set up e z@
the Alerts e th
l va u s pagelet:
(c a
il v a
r S
e sa
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Alerts Pagelet Setup Set Up HCM, Common Definitions, Manager Dashboard, Alerts Pagelet Setup
e to
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a ฺ ib Stu
@ c his
Use the User Changes r e z e
Allowed group t box to indicate the options that should be available to a user on the
l
Personalize Alert a
vpage. u s
(c a
il
Allowv a
Changes to Alert Select to enable the manager to specify specific alert types he or she can see on
S
ar Type the Alerts pagelet. By selecting this check box, the system will display the Alert
s
Ce Types to Include group box on the Personalize Alerts page for the manager.
Deselect this check box to have all alert types display on the Alerts pagelet but
remove the ability for the manager to select alert types on his or her
personalization page.
Alert Levels Select to have the Alerts Level to Display group box available on the Personalize
Alerts page for the user. This enables managers to specify which levels of alerts
they want or don't want to see on the Alerts pagelet.
Number of Alerts to Select to have the Number of Alerts to Display group box available on the
Display and Number of Personalize Alerts page for the user. This enables the user the ability to change the
Alerts number of alerts that will show on the Alerts pagelet.
If deselected, the Alerts pagelet will display up to the number of alerts defined in
the Number of Alerts field on this page.
Use the Alerts Level to Display group box to define the alert levels and the number of alerts that should
display on the Alerts pagelet. Select which alert levels will appear on the Alerts pagelet. When you deselect a
check box, that alert option will be unavailable to the user on the Personalize Alerts page and these alerts will
not display on the pagelet.
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The page displays the delivered alert types in the Alert Type column.
Note. The Talent Summary, Licenses and Certificate pagelet also uses the setup definitions defined for the
Expiring Licenses/Certifications row.
Sequence Enter the priority number for the alert type. The alerts on the pagelet are sorted
first by alert level, and then by this sequence number.
Include Select to include this type of alert on the Alerts (Manager Dashboard) and
Licenses and Certifications (Talent Summary) pagelets.
When an alert type and the Alert Types check box in User Changes Allowed
group box of this page is selected, users can choose to include or exclude this alert
type on the Manager Dashboard - Alerts pagelet using the Personalize Alerts page.
Days for Critical Alerts Enter the number of days prior to an event's due date or expiration date to identify
and Days for Warning when the system should display the alert type as critical or as a warning.
e to
Alerts
e n s
el ic
Days for Informational
a b l
Enter the number of days prior to a due date of an event for which the system
Alerts
fe r
should define the alert as informational for this alert type.
a n s
- tr
Maximum Days to View Enter the number of day after the due date of an event that the system should
n
in Past
a no
show this alert type. Overdue alerts will appear as critical. Past due alerts that
have exceeded the number of days specified here will not display on the Alerts
h a s deฺ
ui
pagelet.
m ) G
o to enable
ฺcbox nt the user to delete this type of alert from the Alerts
Allow to Delete Select this check
pagelet. ib m d e
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Approvals Pagelet
Approval workflow is triggered when a requester submits a transaction, such as a promotion, for approval.
The application hands the transaction over to the Approval Framework, which finds the appropriate approval
process definition and launches the approval workflow.
Slide 329
Student Notes
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Page Used to Set Up the Approvals Pagelet
el ic
a b l
Use this page to set up the Approvals pagelet:
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Approvals Pagelet Setup Set Up HCM, Common Definitions, Manager Dashboard, Approvals Pagelet Setup
e to
e n s
el ic
a b l
fe r
a n s
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no
Chose the method the system should use to notify managerssofaan upcoming ฺ approval that requires their
approval. The system uses this information to determine h a
the date i
tod e
calculate and display the overdue and
) u
ฺ c om
standard warning icons in the pagelet grid. Valid tG
values are:
n
m the manager
ibdate u e
d received the approval in his or her queue.
• Approval Receipt Date - reflects ฺthe
a
c his S t
@
z reflects
• Transaction Effective Date
ewhich - t the date on which a transaction becomes effective or occurs. For
r
example, the dateaon u s e
l v a promotion will take place.
ca check box to have the Pending Approvals pagelet display an approval transaction type. An
Select the(Include
a
ilv transaction will not display on the pagelet if this check box is deselected.
approval
S
sa r
C e
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Direct Reports Pagelet

The Direct Reports Pagelet Setup page enables you to group field columns into eight different tab sections in
the pagelet grid.
The pagelet also enables managers to initiate self service actions for a specific employee through the use of
the Actions menu link.
Slide 330
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Student Notes
e n s
el ic
a b l
Page Used to Set Up the Direct Reports Pagelet
fe r
a n s
Use this page to set up the Direct Reports pagelet:
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Direct Reports Pagelet Setup Set Up HCM, Common Definitions, Manager Dashboard, Direct Reports Pagelet
Setup
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The Direct Line Reports pagelet displays up to eight tabs for grouping data. Identify the page tab names here.
Document Type Enter the document type the system should use to retrieve employee performance
ratings. The system will retrieve ratings from the last closed document of the
document type specified in this field.
If the document type is not specified, or the employee does not have a completed
performance rating from the specified document, the performance rating
information will not display.
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Allow Empty Position Select to display empty positions on the Direct Line Reports pagelet when using
Position Management. Deselect this check box to hide unfilled positions from the
manager.
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Using the Manager Dashboard
The Manager Dashboard

The PeopleSoft application delivers the following pagelets for the Manager Dashboard:
• Alerts
• Business Objective Alignment (wide and narrow versions)
• Pending Approvals
• Direct Line Reports

e to
• Learning e n s
elic
a b l
fe r
• My Job Openings
a n s
n - tr • Quick Links
a no
• My Reports
h a s deฺ
m ) G ui
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m ฺco dent
a ฺ ib Stu
Student Notes
@ c his
r e z e t
l va u s
(c
Manager Dashboard a
v a
il use the various pagelets to focus on items needing their attention and to act on those items by
r S
Managers
e sa providing an immediate update from within the dashboard or by transferring to a specific application
C component.
Select the links within each pagelet to view more details or to complete a transaction.
738
e to
e n s
Use the Personalize Content and Layout links to determine the dashboard content and layout.
el ic
a b l
fe r
• The Personalize Content: Manager Dashboard page enables you to select or deselect pagelets you wish to
view on your dashboard. a n s
n - tr
• The Personalize Layout: Manager Dashboard page enables yountoodetermine whether you want your
s a select ฺwhich pagelets should appear in which
dashboard to display in a 2- or 3-column layout. You will also
column.
) h uide
a
c
You can also use the Pagelet Settings drop-down
ฺ omicon inneach
t Gof the pagelet headers to minimize, remove,
ibm Stud
and in some cases personalize the pagelet. e
a
c hisฺ
e z @ t within the Pagelet Grids
r s e
Personalizing Column
a l va and Sort
u Order
c personalize the columns that appear in many of the Manager Dashboard pagelets. You do this
Managers(can
a
l v
byiclicking
S the Personalize link on the pagelet above the grid. These pagelets allow you to change column
s a r and sort order within the pagelet grids:

Ce • Pending Approvals
• Direct Line Reports
• My Job Openings
Direct Line Reports Pagelet

The Direct Line Reports pagelet displays data about a manager's direct reports from information stored across
the HCM product line. Managers can view various details about their employees from this single location.
Managers will use this pagelet to view job details, contact information, career and succession plans,
compensation, performance reviews, and time tracking for their direct reports. This data comes from a
number of PeopleSoft HCM products including ePerformance, Career Planning, Succession Planning, Time
and Labor, Absence Management, Compensation, and ELM.
The HCM data that is brought into the pagelet is organized into a grid with tabs, as defined on the Direct
Reports Pagelet Setup page and the user preferences. Each tab contains a group of fields displaying employee
data from a specific area from within HCM
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Setting Up the Talent Summary Dashboard
Defining the Talent Summary Setup

Use these components to set up the Talent Summary page:
• Talent Summary Setup (HCTS_SETUP_CMP)
• Alerts Pagelet Setup (UX_ALERT_SETUP)
• Install Defaults (LM_IN_DFLT_CMP) - (If using the ELM Learning pagelet)
Slide 332
e to
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Student Notes elic
a b l
fer
Pages Used to Set Up the Talent Summary Page a n s
n - tr
Use these pages to set up the Talent Summary page:
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h a s deฺ
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• Use this page to set up the Talent Summary header content:
Header Fields Set Up HCM, Common Definitions, Talent Summary, Talent Summary Setup
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h a s deฺ
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a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
v a
il The Talent Summary header fields use the Set Up HCM, Common Definitions, Org Chart Viewer,
r SNote.
e sa Chart and Profile Field Map component to define the field mappings in the header. Valid values are those
C field mapping IDs that have General designated in the Section column.
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• Use this page to set up the header ratings boxes for the Talent Summary page:
Header Rate Boxes Set Up HCM, Common Definitions, Talent Summary, Talent Summary Setup
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r Silv
esa
The Talent Summary header can display both the Performance versus Potential rating box and Performance
Rating model box when enabled and data is available.
C
Display Performance The Performance versus Potential Ratings box displays the performance rating
Versus Potential Ratings from the most recently completed performance document and the potential
Box rating from career planning.
Performance Document Select the performance document type that should be used for the Overall
Type Performance Rating for the Performance versus Potential ratings box. These
values are defined in the Document Types component by navigating to select Set
Up HCM, Product Related, ePerformance, Document Structure, Document
Types.
Ratings boxes can contain up to 5 row and columns.
Use the Performance Rating Model Mapping group box to map one or more rating models to the
performance ratings axis defined at the top of this page. To standardize performance ratings you use within
your organization, which can potentially have different rating values, map each rating model to line up with
the values for the performance rating axis.
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(View Detail icon) Click this icon to open the Review Rating Model Table page and view details
about this rating model.
Performance Rating Map a performance rating axis value to each rating within a rating model. The
Model Mapping - Rating system uses this information to determine where a person's performance rating
Box Value should display in the ratings box on the header of the Talent Summary page
when a rating model may not match the performance rating axis values defined
on this page. The values run from 1 to the value defined in the Performance
Rating Axis field.
Potential Rating Map a rating box value to each potential rating type. The system uses this
Mappings - Rating Box information to determine where a person's potential rating should display in the
Value ratings box on the header of the Talent Summary page. The values run from 1 to
the value defined in the Potential Rating Axis field.
Display Risk of Leaving Select this box to display the Risk of Leaving Versus Impact of Loss ratings box
Versus Impact of Loss on the header pagelet of the Talent Summary page. When no data is available for e to
e n
the ratings box, the box will not appear and the page will instead display texts
that risk of leaving or impact of loss data does not exist.
el ic
a b l
fe r
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• Use this page to define setup data for pagelets that appear within the Talent Summary page:
Other Pagelets Set Up HCM, Common Definitions, Talent Summary, Talent Summary Setup
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Number of past years to Enter the number of years the system should go back and show rated
display rated competencies. The competency related pagelets will display competencies
competencies within the years entered here.
Note. Regardless of the number of past years to display you enter, the pagelet
displays only the most current ratings. Limiting the number of years to display
data eliminates old data that may no longer be relevant.
Valid Evaluation Types - Identify which evaluation types should appear in the competency pagelets.
Instance Qualifier
Configure Alert Icons Click this link to open the Alert Pagelet Setup page and define how alerts should
display in your pagelets. The Alert Pagelet Setup page is also used by the
Manager Dashboard.
Number of years since Enter the number of years the system should display a completed project. This
number year applies to the Special Projects and E&G Special Projects pagelets. e to
completion to display
projects e n s
el ic
Document Type b l
Select the performance document type that should be used for the graphical or
a
grid Performance History pagelets.
fe r
a n s
n - tr Display Succession Plans Identify key positions, anticipate organizational bottlenecks, and develop
a no for Status multiple career paths for individuals who are ready for promotion. Values are:
h a s deฺ Official and Draft. This information is shown in the Succession Options pagelet.
m ) G ui
m ฺco dent
Page Used to Set Up the Licensesฺiand
a b Certificate
S t u Pagelet on the Talent Summary Page
@ c hCertificate
is
r e z
Use this page to set up the
e t
Licenses and pagelet on the Talent Summary page:
l va u s
(c a
il v a
r S
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C
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Alerts Pagelet Setup Set Up HCM, Common Definitions, Manager Dashboard, Alerts Pagelet Setup
e to
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a b l
fe r
a n s
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h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l v a
Note. Use the Expiring
u s
Licenses/Certifications row to define content for the Talent Summary Licenses and
(ca
Certificate pagelet.
a
S ilv
s ar
Ce
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Using the Talent Summary Dashboard
The Talent Summary Dashboard

The PeopleSoft HCM Talent Summary page provides a collection of talent management pagelets that you can
individually select to appear on the Manager Self Service - Talent Summary page for direct or indirect
reports. This page enables you to:
• View an employee's profile details such as competencies, responsibilities, and certifications.
• Examine career and succession plans for your employees.
• View employee compensation data and compare it to the job salary range.
e to
• Analyze performance history. e n s
el ic
• Assess your staff's learning and education.
a b l
fe r
a n s
n - tr Slide 333
Student Notes a no
h a s deฺ
m ) G ui
Page Used to Access the Talent Summary
m ฺcoPage d e ntan Employee
for
a ฺ itobview onSttheu Talent Summary page:
c his
Use this page to select an employee
@
r e z e t
l va u s
(c a
il v a
r S
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Talent Summary - Employee Manager Self Service, Talent Summary

Selections Criteria
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h a s deฺ
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m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
lva u s
Use the As(cOfaDate field to dictate the reporting structure and employee content as of a given date.
a
ilvSelect
ar S
The button may be inactive for these reasons:
s
Ce • You do not have access to an individual in the Direct Reports setup but you have access to their direct
reports.
• The employee's status is inactive. Having the grid display the inactive person enables you to access
employees under the inactive person who have not yet been reassigned to a new manager.
• The row reflects a position instead of an employee.
Talent Summary
Use the Talent Summary page to manage and analyze information about your workforce.
The Talent Summary page is accessible from Manager Self Service, the Org Chart Viewer Actions drop-
down list, or the Direct Line Reports pagelet of the Manager Dashboard.
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a b l
fe r
a n s
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h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l a
vchecks s
u report access for the Talent Summary page as a whole as well as for access to
a
Note. The system direct
(cof each pagelet. If a manager does have security access to the component, the related pagelets
v a
the contents
il not show up in the dashboard. If a manager has access to the component, but not to the direct reports
r S
will
e sa access needed for the component, then the related pagelet will display a message that the manager does not
C have access to this information for the employee.
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(Additional Jobs icon) Displays the Additional Jobs icon next to the employee's name when an employee
holds multiple jobs within the organization. Pause over the icon to see the name of
the other job or jobs held by this person.
(Key Person icon) Displays the Key Person icon next to the employee's name to indicate that this
employee has been identified as a vital, or key, employee within the organization
for succession planning.
Actions Click this menu drop down list to select manager self service actions to perform
for your employees. The system will direct you to the appropriate manager self
service page.
Select Another Employee,Click this link to return to the page from which you accessed the Talent Summary
Return To Manager page.
Dashboard, or Return to
Org Chart Viewer
e to
n s
l ice click
Pause over the various images and graphics to view more information about the chart or graph. Double
these items to open a functional page related to this item.
r a ble
n s fe
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Review
• eProfile Manager Desktop provides the Manager Dashboard and the Talent Summary dashboard to give
managers greater control over employee information.
• Setup components for the Manager Dashboard include the Alerts Pagelet Setup, Approvals Pagelet Setup,
and Direct Reports Pagelet Setup components.
• The Manager Dashboard displays various pagelets showing a quick synopsis of information about your
direct reports.
• The Talent Summary - Licenses and Certificate pagelet for the Talent Summary uses the setup definitions
e to
defined for the Expiring Licenses/Certifications row of the Alerts Pagelet Setup page.
e n s
• The Talent Summary page provides managers with a comprehensive view of talent data related to an el ic
a b l
individual employee through the use of a dashboard.
fe r
a n s
n - tr Slide 334
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Student Notes
h a s deฺ
m ) G ui
Additional Resources m ฺco dent
a ฺ ib Stu
@ c hresources
This table lists product documentation i s that provide more details about the topics that we discussed
in this lesson:
r ez se t
l v a u
(c a
Topic
il v a Cross-Reference
r S
e sa SummaryDashboard,
Manager
dashboard
Talent PeopleSoft eProfile Manager Desktop
C
dashboards and portal registry PeopleTools: Portal Technology, "Understanding Portal Technology".
Actions (related actions) PeopleTools: PeopleTools Portal Technologies, "Developing and Configuring
Related Content"
Direct reports, access types PeopleSoft HCM Application Fundamentals, "Working with Common Components,"
Configuring Direct Reports Functionality
PeopleSoft HCM Application Fundamentals, "Working with Self-Service
Transactions," Setting Up Access to Direct Reports Data
PeopleTools: Portal Technology, "Developing and Configuring Related Content
Services".
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C
e sa
rSilv
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ca
a l va r e z @
u s
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e
ฺ
t
m
c his
ib Stu
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ui
no
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a n s fe r
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ic
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to
Lesson 16
Course Review
Objectives
In this course, you learned how to:
• Describe PeopleSoft Human Resources. e to

e n s
• Set up core human resources foundation tables. elic
a b l
• Define and administer data permission security. fer
a n s
n - tr • Add people to the PeopleSoft system.
• Maintain people and worker information. a no

h a s deฺ
m ) G ui
ฺco dent
Slide 336
ฺ m
ib Stu
a
c his
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S il v
sa r
C e
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Course Review Lesson 16
Describing PeopleSoft Human Resources
Human Resource Business Process

PeopleSoft Human Resources comes delivered with several business processes to enhance your human
resource tracking needs.
You have the ability to:
• Administer your workforce through business processes such as job maintenance, labor management,
absence tracking, and reporting.
• Manage base benefit programs such as benefit enrollment, family leave, COBRA, and company cars. to
• Administer compensation by determining things such as variable and total compensation, perform en
se
forecasting, profit sharing, and salary packaging.
l e lic
r a b
s e
• Develop your workforce or organization through skills tracking, career and succession
f planning, and
managing positions.
tra n
n -
• Administer training and perform budgets.
a no
• Monitor workplace practices for health and safety andh a i
regulatory eฺ
s drequirement.
m ) G u
Slide 337
o
ฺc den t
b m
c aฺi is Stu
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Lesson 16 Course Review
Setting Up Core Human Resources Foundation Tables
Core Foundation Tables

The following control tables serve as the core global foundation tables for your organization's human
resources system. You can use them to determine helpful defaults to assist in the setup of other tables and
daily transactional maintenance of your workers:
Company Department
TableSet ID Comp Rate Code
e to
Business Unit Salary Plan, Grade, and Step
e n s
el ic
Establishment Job Code
a b l
fe r
Location Pay Group a n s
n - tr
a no
Slide 338
h a s deฺ
m ) G ui
Student Notes
m ฺco dent
a ฺ ib Stu
Human Resources Core Foundation @ c hTable is Sequence
z t
l v are the core
This diagram represents u e resources foundation table setup sequence:
shuman
a (ca
S ilv
e sar
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Defining and Administering Data Permission Security
Security Methods
Data permission security can be administered through tree-based or role-based security. Both methods
involve assigning data access to the user permission lists:
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Adding People in the PeopleSoft System
Adding People In the System

To add people in the system, use the Add a Person component. This will enable you to add people in the
system with jobs (employees and contingent workers), as well as people of interest that may not be associated
with jobs.
You can also use the Smart HR feature that uses templates to streamline the process of adding new recruits,
employees, and contingent workers in the system.
Slide 340
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Adding People in the PeopleSoft System (continued)
Organizational Relationships
Keep the following points in mind when creating organizational relationships:
• Many of the people you enter in the system will have an organizational relationship. These relationships
include employees, contingent workers, and persons of interest.
• A person can have more than one organizational relationship at any one time, and these relationships can
change over time.
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Adding People in the PeopleSoft System (continued)
Organizational Instances
Keep the following points in mind when creating organizational instances:
• An organizational instance is a single occurrence of an organizational relationship.
• One person can have several organizational instances.
• Where you create a job instance for a person depends upon their organizational relationship as well as it's
relationship to other jobs the person may hold.
e to
Slide 342
e n s
elic
Student Notes a b l
fe r
a n s
n - tr Organizational Instance Components
a no
Use one of the following components to create organizational
h a s deฺ
instances:
• Add Employment Instance and New Employment m ui

)InstanceG(JOB_DATA_EMP).
m ฺ co ent
• Add New Contingent Worker Instance
a ฺ ib andSNew t udContingent Worker Instance (JOB_DATA_CWR).
@ c his
r e z e t
va
Subordinate Job Instances
l u s
a
(cjobs, such as additional assignments or additional appointments for Japan, share the same
Subordinate
il v a
organizational instance as it's controlling job. If the controlling job is terminated, so is the subordinate job.
S
e sar The system enables you to promote, move, or demote organizational instances.
C
759
Maintaining People and Worker Information
Components for Personal and Job Data

These components enable you to update information pertaining to personal or job data:
Component Use When Pages
Modify a Person You want to update personal information. Biographical Information,

Contact Information,
Regional
e to
Job Data You need to work with effective-dated rows of the worker's job data. Work Location, Job
e n s
ic
Information, Job Labor,
el
Current Job You want to update the worker's current or future job records.
a b l
Payroll, Salary Plan,
fe r
Compensation, Earnings
a n s Distribution, Benefit
Program Participation,
n - tr Employment Data
a no
h a s deฺ
Pay Rate Change You want to change the worker's compensation. Employee Profile, Salary
m ) G ui Plan, Compensation, Job
ฺco dent
Earnings Distribution
ฺ m
ib Stu
Slide 343
a
c his
e z @ t
r s e
a l va u
a (c
S il v
sa r
C e
760
Maintaining People and Worker Information (continued)
(JPN) Organization Change and Worker Transfers

This diagram shows the steps you need to take in order to perform periodical organization structure changes
and worker transfers:
e to
e n s
el ic
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e
PeopleSoft also provideszseveral t to support mass change decisions.
reports
e
l va u s
(c a
Slide 344
il v a
r S
e sa
C
761
Maintaining People and Worker Information (continued)
Viewing Worker Information

The PeopleSoft application provides various methods to view employee information. Some of these include
the:
• Workforce Job Summary pages.
• Org Chart Viewer.
• Manager Dashboard.
• Talent Summary. e to
e n s
el ic
Slide 345
a b l
fe r
Student Notes a n s
n - tr
a no
h a s deฺ
The Org Chart Viewer pages presents the user with m ui of the organization. When enabled and
)differentGviews
m ฺcostructure
granted access, users can view the hierarchical
d e noft their organizations through the Company
b structure
iViewer
Directory folder tab, view their direct-line
a ฺ S t u through the Direct-Line Reports folder tab, or view
@ c his
matrix teams through the Org Chart matrix folders, tabs, or Teams links. Profile and org chart details
ez se
are available for all org view
r types. t
l v a u
(c a
il v a
r S
e sa
C
762
Appendix A
Additional Human Resources Business

Process Data
e to
Human Resources Business Processes and Categoriesicens
l l
eorganization's
The Human Resources application is composed of several business processes. To manage
ra b
your
f e
human resource needs, PeopleSoft provides business process categories for easy navigation.
s
r a n
o n -t human resource functions
The business process navigation menus that you will use to administer your
include:
s an ฺ
• Self Service.
) ha uide
• Manager Self Service. ฺ c om nt G
ฺ i b m tude
• Workforce Administration. ca
@ t h i sS
• Benefits.
a r ez se
a l v u
(c
• Compensation.
a
S il v
• Workforce Development.
a r
s • Organizational Development.
Ce
• Administer Training.
• Workforce Monitoring.
The Self Service and Manager Self Service Navigation Categories
Components and functions under the Self Service and Manager Self Service menu navigation enable users
and managers to update personal and staff information. The applications within these navigational pages are
known as eProfile and eProfile Manager Desktop.
The Workforce Administration Navigation Category and Business Processes
Components and functions under the Workforce Administration menu navigation enable you to perform the
business processes that include Administer Workforce, Track Global Assignments, Manage Labor
Administration, and Monitor Absences.
Customers can view summary information about people and run a variety of different reports to review and
analyze the workforce. The data that customers can track includes:
• Personal information.
763
Additional Human Resources Business Process Data Appendix A
• Job-related data.
• Company property and credit cards issued to the workers.
• Emergency contact information.
• Various forms of identification data.
• Military availability and data tracking information.

• Volunteer activities.
• Worker membership in unions, work councils, or national labor agreements.
• Labor-related grievances and disciplinary actions.
• Worker absences.
• Worker reviews and other salary-related issues.

e to
n s
l ice
• Information on expatriates, such as home and host data, related expenses, and other resources needed to
track workers away from home.
a b le
There is also a PeopleSoft Absence Management product that performs more robustfe r
tracking of absences. The
absence business process mentioned here is provided with the base PeopleSoftn s
HR product and is independent
of other products (payroll, benefits, and so on).
n - tra
The Benefits Navigation Category a no
h a s deฺ
)navigation i you to provide for various benefits for
uenable
Components and functions under the Benefits menu m
co program G
m ฺ
your workers. In addition to maintaining benefit
d e ntand dependent data, you can also administer
company cars, an important feature in
a ฺ ibsome countries,
S t u such as the United Kingdom.
@ cNavigation
h is Category and Business Processes
The Workforce Monitoring z t
Components a l
and
are under
vfunctions usethe Workforce Monitoring menu navigation enable you to track health and
(cregulatory requirements, and company statistics.
safety data,
a
S il v
s a r
Ce
eProfile and eProfile Manager Desktop
Use this navigation to link to self service tasks and pages related to personal information:
Menu Item Name Navigation
Personal Information Employee Self-Service, Personal Information
PeopleSoft eProfile is made up of the following self-service transactions:
• Personal information summary.
• Home and mailing addresses.
• Phone numbers.
• Email addresses.
764
Appendix A Additional Human Resources Business Process Data
• Instant message IDs.
• Emergency contacts.
• Marital status.
• Name change.
• Complete and submit I-9 form.

• Ethnic groups.
• Request leave of absence.
• Request termination.
eProfile Manager for Performing Job and Personal Information Changes
Managers will use this navigation to access self service tasks and pages related to personal information for
e to
employees:
e n s
el ic
Menu Item Name Navigation
a b l
s f er
Job and Personal Information
- t r an
Manager Self-Service, Job and Personal Information
As a manager, you can view and perform the following types of n on for your staff using the manager
transactions
s a ฺ
self-service pages:
) h uide
a
• View employee personal information.
ฺ c om nt G
ฺ i
• View, request, and approve reporting b m t u de promotions, transfers, or location changes.
c a is S or job changes,
• Change, approve, ore

r z@full-time
view
e torhpart-time status.
l va a worker.u s
• Terminate or
(c a retire
v a
il military rank change requests.
• Review
a r S
s • Manage Smart HR transactions.
Ce
The Administer Workforce Business Process

PeopleSoft enables you, under the Workforce Administration, Personal Information, and Job Information
menus, to also track information, such as:
• Company information specific to workers, such as, badges, property, and credit card information.
• Identification data.
• Military service availability and data tracking.
• Disability information.
• (DEU) Heavily disabled reports for Germany.

(DEU) PeopleSoft also provides additional German workforce tables that you associate with your locations
and job codes to track things such as social insurance for Germany.
765
Badge, Company Property, and Credit Card Pages
Use these page to enter company items issues to workers:
Badge Workforce Administration, Personal Information, Badge

Company Property Workforce Administration, Job Information, Company Property
Credit Card Workforce Administration, Job Information, Credit Card
Identification Data
To track identification data, you use these pages:
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
To track citizen status, workers' visa, passport, or other identification data, first establish values in the
following supporting setup tables:
766
Citizen Status Set Up HCM, Foundation Tables, Personal, Citizen Status
Supporting Documents Set Up HCM, Common Definitions, Letters and Documents, Supporting Documents
Visa/Permits Set Up HCM, Product Related, Workforce Administration, Visas/Permits

Identification Data Workforce Administration, Personal Information, Citizenship, Identification Data
Note. (DEU) For organizations administering a workforce in Germany, the Visa/Permit table is used to record
OECD work permits for OECD nationals who want to work in a protected industry. Because permit types are
keyed by country, if organizations are tracking a German worker's OECD work permit information on the
Identification - Visa/Permit table page in the Administer Workforce menus, select DEU as the country code
from among your valid OECD permit types.
e to
Military Availability, Data Tracking, Structure, and Rank Changes e n s
l e lic
You can track a service member's availability for deployment and retirement on the General
r a b Availability MIL
page. Also, when an employee or group of employees have a new job row created as
s f ea result of a specific
event (for example, mass deployment), use the Employee Data Tracking MIL n
trapage to indicate the approvals
that occurred for this Job change. n -
a no
h a s dein ฺthe following supporting setup tables:
To track military availability and data tracking, first establish values
m ) G ui
Component Name Navigation ฺco nt
m
ibHCM, Product d e
c a ฺ S tu Related, Workforce Administration, Workforce Data MIL,
Deployment Reasons Set Up
@ Deploymentt s
hi Reasons
e z e
l v ar u s
Reassignment
( c a
Reasons Set Up HCM, Product Related, Workforce Administration, Workforce Data MIL,
i l v a Reassignment Reasons
s ar SApproval Levels Set Up HCM, Product Related, Workforce Administration, Workforce Data MIL,
Ce Approval Levels
Order Codes Set Up HCM, Product Related, Workforce Administration, Workforce Data MIL,
Order Codes
Use these components to track military availability and data tracking for a person:
General Availability MIL Workforce Administration, Personal Information, Biographical, General Availability
MIL
Employee Data Tracking MIL Workforce Administration, Job Information, Employee Data Tracking MIL
To track military structure, first establish values in the following supporting setup tables:
767
Service Components Set Up HCM, Product Related, Workforce Administration, Workforce Data MIL,
Service Components
Component Categories Set Up HCM, Product Related, Workforce Administration, Workforce Data MIL,
Component Categories
Military Service Set Up HCM, Product Related, Workforce Administration, Workforce Data MIL,
Military Service
Worn Rank Types Set Up HCM, Product Related, Workforce Administration, Workforce Data MIL,
Worn Rank Types
Skill Grades Set Up HCM, Product Related, Workforce Administration, Workforce Data MIL,
Skill Grades
e to
e n s
Use this component to track military ranks for a person:
el ic
a b l
fe r
a n s
Job Data n - tr
Workforce Administration , Job Information, Job Data
a no
a
To track military rank change notification and documentation,
h i eฺ values in the following
s firstdestablish
supporting setup tables:
m ) G u
o
ฺc den t
b m
Component Name
aฺi is Stu
Navigation
c
e z@ SeteUptHCM,
Military Processing Definition
r
h Product Related, Workforce Administration, Workforce Data MIL,
l va s
uMilitary Processing Definition
a
(cStatus MIL
il a
RankvChange Set Up HCM, Product Related, Workforce Administration, Workforce Data MIL,
ar S Rank Change Status MIL

s
Ce Military Rank Change Set Up HCM, Product Related, Workforce Administration, Workforce Data MIL,
Template Military Rank Change Template
Use these components to track military rank changes:
Rank Change MIL Workforce Administration, Job Information, Rank Change MIL
Review Rank Change Request Manager Self Service, Job and Personal Information, Review Rank Change Request
MIL MIL
Generate Rank Change Notices Workforce Administration, Job Information, Reports, Generate Rank Change Notices
Disability Information
Use this component to track any disabilities that your workers may have, as well as check your own facilities'
accessibility in this component:
768
Disability Workforce Administration, Personal Data, Disability, Disability
Administer Workforce includes a number of reports that list disability information.
(DEU) Heavily Disabled Reports for Germany

PeopleSoft Human Resources supplies German-specific reports to help you review the entries in the various
tables you use to set up controls for your Human Resources system.
The Heavily Disabled report retrieves information about how many heavily disabled workers have been
working in your company during a specified year. Results appear in a report.
Use this page to enter parameters to retrieve heavily disabled information:
e to
e n s
Heavily Disabled GER el ic
Workforce Administration, Personal Information, Disability, Heavily Disabled DEU
a b l
fe r
(DEU) Social Insurance for the German Workforce
a n s
n - tr
To set up your workforce data, you need to define:
a no
• Social insurance information for German workers.
h a s deฺ
m ) G ui German government.
• Job codes required for reporting employment
m ฺco dent
information to the
• Naming codes for recording specific

a ฺ ibGermanS u conventions in compliance with German regulations.
tnaming
c
@ reporting. hi s
• Job function codes forz
e statistical
e t
l v
• German collective
arbargaining
u sinformation.
a (ca
ilv insurance in Germany is maintained and administered by private organizations
Accident
S
r (Berufsgenossenschaften) that act as employer's liability insurance associations. Employers pay out a certain
C esa amount in the form of premiums to these associations. To manage the amount your company contributes to
the fund, set up information regarding accident insurance codes and accident insurance hazard codes. The
insurance associations usually determine these codes.
(DEU) German Workforce Tables
This table lists the German workforce tables and their purpose:
769
Component Navigation Purpose
Accident Insurance Table Set Up HCM, Product Related, Define accident insurance codes for
Workforce Administration, German employees.
Workforce Data DEU, Accident
Insurance
BA Codes (Bundesanstalt fur Arbeit Set Up HCM, Product Related, Add or update Bundesanstalt fur
Codes) Workforce Administration, Arbeit job codes.

Workforce Data DEU, BA Codes
PeopleSoft maintains the BA Code
table so that you can add or update it.
Function Code Set Up HCM, Product Related, Add or maintain job codes for
Workforce Administration, conducting statistical analyses of your
Workforce Data DEU, Function Code workforce in Germany.
e to
Industrial Inspection Set Up HCM, Product Related,
Set up German industrial inspection
codes that you associate with e n s
Workforce Data DEU, Industrial
el ic
locations in your organization.
Inspection
a b l
s f er
Nation Duvo Set Up HCM, Product Related,
- t r
Addanor update nation DEUEV
no
Workforce Data DEU, Nation Duvo
n information.
a
s deฺ
h a
SI Unit (social insurance unit)
m )
Set Up HCM, Product ui
Related,
G
Set up German social insurance unit
Workforce
ฺ c oData DEU,
n tSocial
Administration, codes that you associate with
i b m tud
Workforce e locations in your organization.
c ฺ Insurance Unit
a is S
r e z@ e th
l v a u s
a (ca
Ther S ilv Global Assignments Business Process
Track
e sa When you send a worker on a global assignment, you need to track several types of information, in addition
C
to administering your workforce, payroll, and benefit data.
This special assignment data includes:
• New assignment details.
• Additional worker earnings and deductions.
• Different benefit packages.

Track Global Assignments Setup Tables
Before you begin tracking global assignments, you set up a base of codes to streamline and standardize data
entry. You can classify types of assignments, organize travel data such as passports and visas, and create
standard checklists for reference. You can also store pertinent data on children's schools and orientation or
language classes to help workers get settled more quickly.
Many of the control tables you use within the Track Global Assignments business process include
information on:
770
• Defining global assignment types.
• Identifying reasons for assignments.
• Creating checklists.
• Defining deductions and earnings for assignment compensation.
• Classifying types of company-paid travel.

• Entering educational qualifications and skills.

Track Global Assignments Administration Pages
Use this component to enter assignment data:
e to
Assignment Data Workforce Administration, Global Assignments, Track Assignment, Assignment
e n s
Data
el ic
a b l
r
With PeopleSoft Human Resources, it's easy to track the many tasks involved in getting workers and their
fe
n s
dependents to their new locations. You will use several pages and tools to process each global assignment
a
- tr
quickly and smoothly. As you track the specifics of each assignment, you can continue to maintain the
n
worker's permanent information.
a no
To process workers for a global assignment:
h a s deฺ
m ) G ui
m ฺco permanent
• Ensure that workers have home data-standard,
d e nt personnel administration data in PeopleSoft
Human Resources, including employee
a ฺ ib StuIDs.
• Set up data for dependents

@ c are tohaccompany
that is the worker on the assignment, including dependents that
e
are not members ofrthez e t
l v a u s
immediate family, such as nannies.
(ca standard or modified, to help you remember all the specific tasks required to process an
• Use checklists,
a
Silv
assignment.
sa r • Establish host data for each assignment, such as location, job code, and department.
C e
• Enter assignment details, including the start and end date of the assignment, the disposition of the worker
residence, vehicle information, and furniture arrangements.
• Enter payment instructions for supplemental earnings or deductions, such as cost-of-living adjustments,
school tuition reimbursements, hypothetical tax deductions, and housing allowances.
• When the assignment is completed, enter the end date.

You might also be responsible for administering aspects of a worker's personal affairs, such as the disposition
of housing, vehicles, and furniture. PeopleSoft Human Resources contains several supplemental pages to help
you process assignments. You can:
• Enter identification data.
• Track visas and permits required by a host country.
• Track company-paid travel.
• Provide information on international schools and programs.
• Review worker's skills.
771
To help you process global assignments for workers and their dependents, PeopleSoft includes reports to
review lists of workers who are on assignment and workers who have passports or visas. These reports list
things such as the employee ID, name, host contact ID, and the beginning and ending dates of the assignment.
Report Name Report ID Description
Employees on Assignment PER717 This report lists workers who are on

assignment.
Passport/Visa Expiration PER032 This report lists workers and

dependents that have passports, visas,
or work permits on file that will
expire in the next 90 days from the
report run date.
e to
e n s
The Manage Labor Administration Business Process l ic
ble r a
The Workforce Administration, Job Information menu navigation contains a menu f e
s group to administer
r a n
contract information.
o n -t
Components under the Workforce Administration, Job Information
s a nandฺLabor Administration menu
) ha uide
navigation enable you to enter and track information such as:
• Contract data.
ฺ c om nt G
• Union data. ฺ i b m tude
c a is S
• Disciplinary actions.ez@ th
r s e
• Grievances. a l va u
a (c
v
il Spokesmen committee for Germany.
• (DEU)
S
s a r
Ce
Contract Data
Many organizations maintain contracts or other written agreements with their employees and contingent
workers.
Before you can record contract information applicable to your workforce, you first need to establish data in
the contract setup components:
772
Define Contract Types Workforce Administration, Job Information, Contract Administration, Define
Contract Types
Define Contract Clauses Workforce Administration, Job Information, Contract Administration, Define
Contract Clauses
Define Contract Templates Workforce Administration, Job Information, Contract Administration, Define
Contract Templates
Non-Employee Provider Set Up HCM, Product Related, Workforce Administration, Non-Employee Provider
Use this page to enter contract details for a person:
Component Name Navigation e to

e n s
Update Contracts
el ic
Workforce Administration, Job Information, Contract Administration, Update
Contracts
a b l
s f er
- t r an in the Working Time
(GBR) Use the Contract Status/Content page to indicate if the worker is participating
Directive. Select the Waive Working Time Compliance check box only
n onif the worker is not taking part.
Union Data s a ฺ
) h uide
a
You can set up unions and associate them withoyour
c m workers.tG
ฺ e n
When setting up unions you can: ฺibm t u d
a
c his S
z @
• Enter sick, vacation, disability,
e andtinsurance information related to the union.
a r u s e
• Enter callbackl v
a minimum hours, factor, and tuition reimbursement information.
( c
a pages to record other labor and union information:
ilvthese
Use
S
s ar
Ce Page Name Navigation
Union Location Set Up HCM, Product Related, Workforce Administration, Labor Administration,
Contracts / Unions, Unions
Contract Data Set Up HCM, Common Definitions, Contracts/Unions, Unions
Union Earnings Distribution Set Up HCM, Common Definitions, Contracts/Unions, Unions
Use the Job Data, Job Labor page to associate a union code with a worker:
773
Job Labor Workforce Administration, Job Information, Job Data
Disciplinary Actions
If you take disciplinary action against one of your workers, it is important to keep an accurate record of the
nature of the violation and the steps you have taken to respond to the incident. This helps protect your
organization against legal liability.
Before you can record disciplinary information applicable to your workforce, you first need to establish data
in the disciplinary setup components:
Disciplinary Type Set Up HCM, Product Related, Workforce Administration, Labor Administration,
e to
Disciplinary Type
e n s
el ic
Disciplinary Steps
b l
Set Up HCM, Product Related, Workforce Administration, Labor Administration,
a
Disciplinary Steps
fe r
a n s
Resolution Types - tr
Set Up HCM, Product Related, Workforce Administration, Labor Administration,
n
Resolution Types
a no
h a s deฺ
Use this page to record the disciplinary actions for a person:
m ) G ui
m ฺco dent
Component Name
ib Stu
Navigation
a ฺ
@ cWorkforceh isAdministration, Labor Administration, Record Disciplinary Actions
z
Record Disciplinary Actions t
l v are use
Grievances
a (ca
S ilv you can record grievance information applicable to your workers, you first need to establish data in
Before
sa r the setup tables:
C e
Grievance Type Table Set Up HCM, Product Related, Workforce Administration, Labor Relations,
Grievance Type Table
Grievance Step Table Set Up HCM, Product Related, Workforce Administration, Labor Relations,
Grievance Step Table
Resolution Types Set Up HCM, Product Related, Workforce Administration, Labor Relations,
Resolution Types
Use the grievances pages to enter formal grievances filed by workers, applicants, unions, or other sources,
and to track the steps taken to resolve the grievance.
774
Record Grievances Workforce Administration, Labor Administration, Record Grievances
(DEU) Spokesmen Committee Information for Germany
The spokesmen committee (Sprecherausschuss) represents the interest of the management personnel in your
company before the ownership or executive management.
The spokesmen committee mainly consults; however, it also helps determine individual employment
contracts, hiring, and dismissals.
The committee also helps monitor employment fairness, equity, and nondiscrimination in terms of nationality,
race, religion, sex, and age.
Use these pages to track the spokesmen committee for your work locations:
e to
Page Name Navigation e n s
l e lic
Spokesmen Comm.
r a
Set Up HCM, Product Related, Workforce Administration, Labor bAdministration,
Speaker Committee DEU
sf e
tr a n
n -
Job Labor
no
Workforce Administration, Job Information,
a
Job Data
Note. When you enter a worker's location in Job Data,h a s deCommitteeฺ

) the
u i
Spokesman ID and Works Council ID
ฺ c om These
values appear by default on the worker's Job record.
n G are based on the worker's location and the
t values
i b m tud e
value of the Labor Type (Management or Non-Management) for the worker.
c ฺ
a is S
r e z@ e th
l v a u s
The Monitora (ca Absences Business Process
S ilv
e sar With the Monitor Absences business process, you can maintain and track absence data, both historical and
C current, such as:
• Sickness.
• Maternity and paternity leave.
• Trade union duties.
• Public duties.
• Annual holidays.
General Absence Tables
This diagram depicts the pages that you use to set up and track general absences:
775
e to
e n s
el ic
a b l
fe r
a n s
Before you can record absence information for your workforce, you first need to establish data in the absence
setup components, which include:
n - tr
a no
h a s deฺ
) Absence i
uand
Holiday Schedule Table o m
c t G Vacation, Define Absence/Work Schedules,
ฺ e n
ibm Stud
Holiday Schedules
a ฺ
cWorkforce
Work Template Table
z @ t h isAdministration, Absence and Vacation, Define Absence/Work Schedules,
l v are use Work Templates
a (caTable
Work Schedule Workforce Administration, Absence and Vacation, Define Absence/Work Schedules,
Sil v Work Schedules
sa r
C e Absence Class Table Workforce Administration, Absence and Vacation, Define Absence/Work Schedules,
Absence Classes
Absence Type Table Workforce Administration, Absence and Vacation, Define Absence/Work Schedules,
Absence Types
Absence Parameters Workforce Administration, Absence and Vacation, Define Absence/Work Schedules,
Absence Parameters
Working Time Directive Workforce Administration, Absence and Vacation, Define Absence/Work Schedules,
Parameters and Defaults Working Time Directive UK
(GBR) You need to set up the parameters and defaults that reflect the statutory information required to
comply with the Working Time Directive initiative and any contractual working hour information.
Note. (NLD) PeopleSoft supports Dutch Illness Reporting. See PeopleSoft Human Resources Monitor
Absences, "(NLD) Dutch Illness Reporting."
(GBR) PeopleSoft supports maternity and parental leave tracking for Great Britain. See PeopleSoft Human
Resources Monitor Absences, "(GBR) Tracking Maternity and Parental Leave."
776
(GBR) Monitor Working Time
Working Time Directive restricts employers from requiring workers to work more than an average of 48
hours per week in any 17-week period.
The regulations are based on:
• The European Union Working Time Directive.

• The Young Workers Directive.
• Health and Safety Measures.

To implement the regulations, companies must define their workers according to categories, such as adult
worker, young worker, night worker, or shift worker:
• Young workers are between 15 and 17 years old.
• A night worker works at least 7 hours a day on a shift that includes at least 3 hours between midnight and 5 e to
a.m.
e n s
el ic
For a young night worker, the period is between 10 p.m. and 6 a.m.
a b l
fe r
a n s
Statutory information is used to enter the directive average hours and the maximum of 48 hours worked in a
weekly period.
n - tr
nothe organization if they are not using the
Contractual Hours are used to define the standard working hours for
a
Work Schedule component. The fields are used to enter the
h a i eฺ hours, daily standard hours, and
sweeklydstandard
the daily minimum break allowance.
m ) G u
Absence History for a Worker
o
ฺc den t
b m tu Track Absence History menu navigation contains the
aฺi isandSVacation,
The Workforce Administration,cAbsence
following componentse @ and treview
tozupdate h worker absence data:
a r u s e
a l vAbsence.
(c
• Create/Update
a
v
il Work/Holiday Schedules.
• Assign
S
sa r
C e • Review Absence Calendar.
• Summary by Employee.
• Summary by Department.
• Summary by Department Tree.

Use these pages to track absence history for a worker:
777
Create/Update Absence Workforce Administration, Absence and Vacation, Track Absence History,
Create/Update Absence
Work Schedule Workforce Administration, Absence and Vacation, Track Absence History, Assign
Work/Holiday Schedules
Absence Summary by Workforce Administration, Absence and Vacation, Track Absence History, Summary
Employee by Employee
Department by Department
Department Tree by Department Tree
e to
n s
Absence Calendar
ce
Workforce Administration, Absence and Vacation, Track Absence History, Review
l i
ble
Absence Calendar
r a
feemployee ID,
s
Other reports provide information about a worker's absence history, including name,
n
n - tra and duration of absences:
department, employee type, job title, absence type, beginning and return dates,
a no
Report Name Report ID
h a s deฺ Description
ABS001 om
) G ui
Absence Listing
ฺ c e n t This report provides information
ฺ i b m tud about a worker's absence history.
c a ABS002 i sS
Absence Spells
e z @ t h This report provides information
a r u s e about the number of worker absence
a l v periods.
a (c
Sil
TimevLost Due to Absence ABS003 This report provides information
sa r about worker absences.
C e
(GBR) PeopleSoft software delivers a report called the U. K. Bradford Score that list worker absences for
each regulatory region. The information list includes department, name, employee ID, employee type, job
title, total number of absences, total number of days absent, and the Bradford Score.
(GBR) Absence Parameters for Maternity and Parental Leave
When setting up the Absence Parameters page to define the parameters for maternity, paternity, and parental
leave, consider the following:
• The page is not effective dated, as you only need to store one set of legislation data at any one time.
• The page needs to be updated when the legislation changes.

Use this page to define the parameters for maternity and parental leave:
778
Absence Parameters Workforce Administration, Absence and Vacation, Define Absence/Work Schedules,
Absence Parameters
(GBR) Maintain Maternity Leave Component
The Maintain Maternity Leave component has two pages that you use to track maternity absence data.
Use this page to record the expected birth date that appears on the employees MATB1 form. The MATB1 is
the official notification source for the data that is entered on this page:
Maternity Leave Workforce Administration, Absence and Vacation, Maternity/Parental Leave UK,
Maintain Maternity Leave
e to
e n s
Use the Comments page is used to record comments on any aspects of the leave.
el ic
a b l
(GBR) Parental Leave Set Up Components
fe r
a n s
n - tr
The Monitor Absences business process provides the user the flexibility to record a multitude of classes and
no
types of absences as well as parameters that are used in the parental leave components.
a
Use the following components to set up parental leave: as
h i d eฺ
m ) G u
• Absence Parameters. o
ฺc den t
b m
• Absence Class Table.
c aฺi is Stu
• Absence Type Table. z@ th
r e s e
a l
Like the Maternity vaparameters,uonly one set of legislation data is stored at any one time, and needs to be
updated aas(c
legislation changes.
S i l v
r Use the following components and pages to track parental leave:
C esa
779
Personal Profile - Dependent Workforce Administration, Personal Information, Personal Relationships Dependent
Information Information
Parental Leave Workforce Administration, Absence and Vacation, Maternity/Parental Leave UK,
Maintain Parental Leave
Review Parental Leave by Dept
Review Parental Leave by Emp
e to
e n s
The Administer Company Cars Business Process el ic
a b l
This section provides an overview of managing company cars, including: fe r
a n s
• Company car benefit.
n - tr
• (GBR) Emission details and engine types. a no
h a s deฺ
• Car fleet information.
m ) G ui
• Allocating cars to workers. m ฺco dent
a ฺ ib Stu
• P11D information.
@ c his
r e z e t
va
Company Car Benefit
l u
Setup s
c a
(components
i l v a
Use these to initially set up the car benefit:
r S
e sa Page Name Navigation
C
Benefit Plan Table Set Up HCM, Product Related, Workforce Administration, Company Cars, Benefit
Plan Table
Company Car Plan Table Set Up HCM, Product Related, Workforce Administration, Company Cars, Company
Car Plan Table
(GBR) Emissions and Engine Types
Use these pages to initially set up emissions, engine types, and tax information:
780
Emissions Data UK • Set Up HCM, Product Related, Workforce Administration, Company Cars,
Emissions Details
• Benefits, Provide Company Cars, Define Emissions Data

Engine Type UK • Set Up HCM, Product Related, Workforce Administration, Company Cars, Engine
Type Table
• Benefits, Provide Company Cars, Define Engine Type
Car Fleet Setup Information
Use the pages to set up car fleet information:

e to
e n s
el ic
a b l
Car Model Table Set Up HCM, Product Related,
fe r
Define the effective date, engine
Workforce Administration, Company
n s
capacity, CO2 emissions, and list cost
a
Cars, Car Model Table
n - tr for the vehicle.
Car Management Location a

Set Up HCM, Product Related,
no Define where car maintenance,
h a s Company
i d eฺ leasing, and management take place.
) Location
Cars, Car Management
m G u
o
ฺcHCM, Product
n t
Car Profile b m
i Workforce
Set Up u d e Related, Define the profile of the car,
a ฺ
c Cars, S t
Administration, Company registration date, make and model,
@ t h i sCar Data
e z e
colour, cost, and management
l v ar u s location.
a
Allocation(ca Set Up HCM, Product Related, Allocate the car to a person, and saves
S i l v Workforce Administration, Company the date that the car was allocated.
sa r Cars, Car Pool & Maint
C e
Maintenance Set Up HCM, Product Related, Record the date the car was serviced,
Workforce Administration, Company where it was serviced, and what
Cars, Car Pool & Maint service was performed.
Car Allocation to Workers
Use these pages to define the company car benefit and allocation of cars to workers:
Company Car Benefit Benefits, Provide Company Cars, Select Type of Benefits, Company Car Benefit
Company Car Allocation Benefits, Provide Company Cars, Select Type of Benefits, Assign Type of Car/Dates,
Company Car Allocation
The Company Car Benefit page can also be used to enter an allowance amount for the person if they decide to
waive the company car.
781
The U. K. fields on the Company Car Allocation page record whether the employee is making any
contribution towards the car. There are also fields here that record if fuel is supplied for private use of the car.
P11D Information
Use these components to determine car and fuel benefit amounts:

Calculate P11D Information Benefits, Provide Company Cars, Calculate P11D Information
Verify P11D Information Benefits, Provide Company Cars, Verify P11D Information
The first step of the reporting process is to calculate the P11D. This calculates the benefit amount for one
employee at a time, or all eligible employees, for a given tax year.
There are various tax implications when an employee is allocated a company car. The company pays tax in
e to
the form of Class 1A National Insurance Contributions.
e n s
el ic
This information needs to meet P11D requirements for U. K. companies.
a b l
fe r
a n s
n - tr
a no
The Monitor Health and Safety Business a s deฺProcess
) h ui
m G
The Workforce Monitoring category:
m ฺco dent
ฺ ib reporting
• Enables you to fulfill human resources
a S tu requirements for several countries.
c s
hi track detailed health and safety information.
@to help tyou
• Provides you with the z
ar e tools
e
inlv
• Assists youa
us
a (c managing health and safety programs.
v
il you in complying with governmental and insurer regulations and standards.
• Assists
S
r
sa Health and Safety Incidents
C e
To track health and safety incidents, you enter information pertaining to the incident itself and regarding any
resulting injuries or illnesses, consequent corrective and preventative actions performed, and any additional
data needed for reporting to governmental authorities and insurers.
When health and safety incidents occur, you use the Incident Details pages to track what happened and how
your organization has responded.
You can continue to record information regarding your incidences in the Injury Details component. Here you
can track data for employees, contingent workers, and multiple individuals associated with a single incident.
This component enables you to track injuries that occurred as a result of the incident:
Incident Details Workforce Monitoring, Health and Safety, Obtain Incident Information, Incident
Details
PeopleSoft Human Resources provides customers the tools to track information specific to incidents that
occur in the workplace through the pages and reports listed in this table:
782
Report Name Report ID Description
Claim Summary Overview OHS012 This report provides a summary of claims that
have been logged within a specified date range.
Employees In Incidents OHS013 This report provides a summary of workers

involved in incidents that have occurred within a
specified date range.
Incident Claim Detail OHS015 This report provides detailed claim information
pertaining to a health and safety incident.
Incident Detail OHS009 This report lists the details pertaining to a health
and safety incident, such as causes and related
corrective actions, witnesses, involved persons,
OSHA information, lost work, and physician
information.
e to
e n s
Incident Lost Work OHS014
el ic
This report lists the lost or restricted workdays
b l
for a worker involved in a health and safety
a
fe r
incident within a specified reporting period.
a n s
Incident Summary OHS010 - tr
This report provides a summary of health and
n
a no safety incidents that have occurred within a
specified date range.
h a s deฺ
OHS011 m
) i report summarizes the incidents that
uThis
Location Incident Summary G
m ฺco dent occurred at specific locations and persons
a ฺ ib Stu involved within the specified date range.
@ c his
e
Non-Employees In Incidents
r z e tOHS003 This report summarizes the non-employees
l v a u s involved in incidents that occurred within a
( c a specified date range.
ilvaIncident Summary
SVehicle OHS016 This report summarizes the vehicles involved in
sa r an incident within a specified date range.
C e
(DEU) German-Specific Health and Safety Tables for Accident and Injury Information
As a part of managing Health and Safety, it might be necessary to define German-specific tables. The
following is a list of German Health and Safety components:
783
Case Officers Workforce Monitoring, Health and Use the Case Officers page to enter
Safety, Define Accident/Injury Info, case officers information.
Case Officer DEU
Identify the officials for various areas
of industrial health and safety within
your organization. This information is
used to identify incident case officers
on the Employee Details page, the

Injury Details Reporting page, and the
GER Job Data page.
Corrective Action Workforce Monitoring, Health and Use the Corrective Action page to
Safety, Define Accident/Injury Info, enter corrective action information.
Corrective Actions DEU
Define corrective actions that you
have implemented and associate the
e to
corrective action with a corrective
action category. e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
784
Disease Class Workforce Monitoring, Health and Use the Disease Class page to enter
Safety, Define Accident/Injury Info, disease class information.
Disease Class DEU
Define disease classes and associate
them with a disease type. The
occupational illnesses defined in the
Occupational Illnesses table are
suitable for most users of Monitor

Health and Safety in most countries.
For German operations, the liability
insurance associations have specific
codes for German disease classes.
Preventative Action Workforce Monitoring, Health and Use the Preventive Action page to
Safety, Define Accident/Injury Info, enter preventative action information.
Preventative Actions DEU
e to
Define the actions that you have
e
implemented to prevent workplace n s
el
incidents or accidents. ic
a b l
fe r
Unsafe Item Workforce Monitoring, Health and
Safety, Define Accident/Injury Info, a n s
Use the Unsafe Item page to enter
unsafe item information.
Unsafe Items DEU n - r
tDefine
a no them with unsafe items and associate
an unsafe item class.
a s
h Healthuiand e ฺ
d Use the Work Area Class page to
)
Work Area Class
Safety,ฺc omAccident/Injury
Workforce Monitoring,
Define n t G Info, enter work area class information.
m AreatClass
ibWork u e
d DEU
a ฺ
c his S Set up work area classes as defined by
the employer's liability insurance
e z @ t association.
r s e
a l va u Workforce Monitoring, Health and Use the Work Area Category page to
(c
Work Area Category
a
S il v Safety, Define Accident/Injury Info,
Work Area Category DEU
enter work area category information.
s ar Set up work area categories as
Ce
defined by the employer's liability
insurance association.
Work Area Workforce Monitoring, Health and Set up work areas as defined by the
Safety, Define Accident/Injury Info, employer's liability insurance
Work Area DEU association.
(DEU) Health and Safety Incidents and Additional Data for German Workers
German users may need to enter the additional Health and Safety data in the following components:
785
Coop Society Data Workforce Monitoring, Health and Safety, Details DEU, Coop Society Data
Employee Checklist Workforce Monitoring, Health and Safety, Details DEU, Employee Checklist
Illness Tracking Workforce Monitoring, Health and Safety, Details DEU, Illness Tracking
Case Officer Assignment Workforce Monitoring, Health and Safety, Details DEU, Case Officer Assignment
German laws and insurers require employers to track and report detailed occupational illness data. In
Germany, all illnesses are tracked using the Illness Tracking component. The information that you enter on
these pages is used in the Illness Report.
The following pages are in the Illness Tracking component:
e to
• Use the Illness Profile page to enter illness profile information.
e n s
el ic
Establish an illness number and track details about illnesses:
a b l
• Use the Job Details page to view job data. fe r
a n s
- tr
The Owner Partner, Partner, Incompetent, and Relation check boxes are on this page.
n
a no and enter information about the job-
• Use the Job-Related Cause page to enter job-related cause information
related cause for each of the individual's illnesses. has
i d eฺ
m ) G u
• Use the Payment/Work page to enter payment
ฺc o and n
worktinformation and enter data about worker
compensation and insurance related tom an illness.de
a ฺ ib Stu
• Use the Medical Details @pagecto enter medical
is details information and enter information about the attending
e z t h
e autopsy.
a r
doctor, hospital, medical diagnoses,
u s and
c alv Actions page to enter corrective actions information and enter the causes and corrective
• Use the (Corrective
a for occupational illnesses.
Silv
actions
sa r • Use the Preventative Actions page to enter preventative action information and enter the causes and
C e preventative actions for occupational illnesses.
(DEU) German Health and Safety Reports
There are various reports delivered which help to setup and track data that the company requires for regional
regulatory reporting.
The delivered reports can be run using these components:
786
Accident Report Workforce Monitoring, Health and Safety, Reports, Accident DEU
Illness Report Workforce Monitoring, Health and Safety, Reports, Illness DEU
Incident Location Summary Workforce Monitoring, Health and Safety, Reports, Incident Location Summ DEU
Reportable Accident/Illness Workforce Monitoring, Health and Safety, Reports, Reportable Accident/Illness
DEU
(GBR) Health and Safety Functionality for the UK
As part of the recording of any incident or accident in the work place, the company must do the following:
• Record if the individual is part of an external scheme.

e to
• Submit written reports to the local office of the Health and Safety Executive (HSE). e n s
el ic
Use this page to add and update schemes that individuals are members of:
a b l
fe r
a n s
n - tr
External Scheme no Define Accident/Injury Info, External
Workforce Monitoring, Health andaSafety,
Scheme GBR
h a s deฺ
m ) G ui
m ฺcothe information
Use these reports and processes for submitting
d e nt to the HSE:
a ฺ ib Stu
Report Name
@ c ID his Description
Report
r e z e t
Collect RIDDORlv
a
Data u s Run this process before running either of the two reports.
( c a
va
SUKilIllnesses RIDDOR F2508A These Crystal reports output exactly duplicates the official reports.
sa r If the data in the reports is complete, you should be able to sign
C e UK Injury/Dang. Occ RIDDOR F2508 them and mail directly to the HSE.
Employers in the U. K. are required by the Reporting of Injuries, Diseases, and Dangerous Occurrences
Regulations (RIDDOR) to submit written reports to the local office of the HSE whenever certain accidents,
injuries, and illnesses occur.
The Meet Regulatory Requirements Business Process

In addition to supporting regulatory reporting, the Workforce Monitoring category contains several regulatory
requirement menus specific to several countries.
(CAN) Report Regulations
Use these reports to assist with meeting Canadian federal reporting requirements:
787
Component Name Navigation Purpose
Employment Equity Workforce Monitoring, Meet The Employment Equity report

Regulatory Rqmts CAN, Reports, creates an interface file that you
Employment Equity export to the Canadian Employment
Equity software.
National Occupations Codes Workforce Monitoring, Meet This is a Canadian-specific report that
Regulatory Rqmts CAN, Reports, lists the NOC codes used in

National Occupations Codes categorizing job codes to meet
Canadian government reporting
requirements.
Official Language Workforce Monitoring, Meet The Canadian Official Language Data
Regulatory Rqmts CAN, Reports, File Report creates an import file used
Official Language by the Official Languages
Information System (OLIS II)
e to
software, required under federal
e n s
ic
legislation (OLA-The Official
el
a b l
Languages Act) to report official
languages information.
s f er
Pay Equity Workforce Monitoring, Meet
- t r anis a Canadian-specific report that
This
Equity n on lists
Regulatory Rqmts CAN, Reports, Pay the information in the Canadian
Pay Equity Table. It contains job
s a ฺ evaluation information related to the
) h uide requirements of the Pay Equity Act
a
ฺ c om nt G such as skill, effort, responsibility,
i b m u d e and working conditions in the form of
a
c hisฺ S t points.
e z @ t Act Data Overview for the U.K.

(GBR) Disability and
r e
Discrimination
s
a l vaDiscrimination
u
a (c based on their disability
The Disability and Act of 1995 makes it unlawful for any U.K. employer to discriminate
Silv
against individuals in relation to the following:
sa r • Recruitment.
C e
• Promotion.
• Training.
• Benefits.
• Terms and conditions of employment.
• Dismissal.
Employers are required to make reasonable adjustments and accommodations for the disabled worker.
Examples of this would be:
• Adjustments to premises.
• Altering working hours.
• Allocating duties to another person.
• Acquiring or modifying equipment.
788
(GBR and USA) Set Up Tables for Workplace Accommodations
Use these pages to record workplace accommodations:

e to
e n s
el ic
a b l
fe r
a n s
n - tr
o
Before you can enter any workplace accommodations yours a n ฺ has made for a disabled person in the
organization
Maintain Accommodation Data component, you must ) a codesiindethe following set up components:
henter
m G u
o
ฺc den t
b m
aฺi is Stu
c
Accommodation Type
r e z@ Workforce
e th Monitoring, Meet Regulatory Rqmts, Define Regulatory Rqmts Data,
l va u s
Accommodation Types
(c a
i l v a
Job Tasks Workforce Monitoring, Meet Regulatory Rqmts, Define Regulatory Rqmts Data, Job
r S Tasks
e sa
C Job Code Tasks Workforce Monitoring, Meet Regulatory Rqmts, Define Regulatory Rqmts Data, Job
Code Tasks
Diagnosis Workforce Monitoring, Meet Regulatory Rqmts, Define Regulatory Rqmts Data,
Diagnosis
Use this component to record accommodation data for your workers:
789
Maintain Accommodation Data Workforce Monitoring, Meet Regulatory Rqmts, Maintain Accommodation Data
In addition to the PeopleSoft HCM Application Fundamentals documentation that contains information about
the setup of common HCM tables, there are also numerous documentation topics specific to the Human
Resources business processes.
The PeopleSoft Human Resources documentation includes:
• PeopleSoft Human Resources Administer Company Cars

e to
e n s
• PeopleSoft Human Resources Administer Compensation ic
b l el
• PeopleSoft Human Resources Administer Festive Advance
fe ra
• PeopleSoft Human Resources Administer Salaries for the Netherlands a n s
n - tr
• PeopleSoft Human Resources Administer Salary Packaging no
a ฺ
• PeopleSoft Human Resources Administer Training has
) u ide
• PeopleSoft Human Resources Administerc
ฺ om nt G
Workforce
i b m u d e
c ฺ
• PeopleSoft Human Resources Manage
a iBase t
SBenefits
s
r e z@ Manage
• PeopleSoft Human Resources e th Base Compensation and Budgeting
l va Resourcess
u Manage Commitment Accounting
• PeopleSoft
(c a
Human
il v a
• PeopleSoft
r S Human Resources Manage Employee Reviews
e sa • PeopleSoft Human Resources Manage French Profit Sharing

C
• PeopleSoft Human Resources Manage French Public Sector
• PeopleSoft Human Resources Manage Labor Administration
• PeopleSoft Human Resources Manage Positions
• PeopleSoft Human Resources Manage Professional Compliance
• PeopleSoft Human Resources Manage Profiles
• PeopleSoft Human Resources Manage Variable Compensation
• PeopleSoft Human Resources Meet Regulatory Requirements
• PeopleSoft Human Resources Monitor Absence
• PeopleSoft Human Resources Monitor Health and Safety
• PeopleSoft Human Resources Plan Careers and Successions
• PeopleSoft Human Resources Report Total Compensation
790
• PeopleSoft Human Resources Track Faculty Events
• PeopleSoft Human Resources Track Flexible Service
• PeopleSoft Human Resources Track Global Assignments

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Course Overview ............................................................................................................................................. 1

sa r Identifying Implementation and Worker-Level Default Options .................................................................... 74

Activity 4: Defining Establishment and Location Codes .............................................................................. 129

Setting Up Compensation ........................................................................................................................... 151

Adding a Person in the PeopleSoft System ................................................................................................... 300

Activity 14: Adding Job Instances ............................................................................................................... 404

Activity 23: Defining Tamatsuki ................................................................................................................... 617

Describing Manage Positions ........................................................................................................................ 630

The Track Global Assignments Business Process ........................................................................................ 770

Managing Worker Data Through Smart HR

Templates and Transactions

• View and manage the status of Smart HR transactions. s a

Defining the Smart HR Template and Transactions Process

Understanding the Smart HR Template Process

You determine the following aspects of each template:

• The sections, or logical groupings of fields, that are included in a template.

Defining the Smart HR Template and Transactions Process

Smart HR Template Setup Pages

• Template Category Table.

• Template Transaction Type.

Setting Up Smart HR Templates

Records and Fields for Smart HR Transaction Templates

• Template Record Setup Table (HR_TBH_RECDEFN)

• Template Field Setup Table (HR_TBH_RECDTL)

Page Name Navigation

Setting Up Smart HR Templates (continued)

Template Section Setup

• Use this page to establish sections and their fields:

Page Name Navigation

Page Name Navigation

Setting Up Smart HR Templates (continued)

• Provides row-level security for a template.

Setting Up Smart HR Templates (continued)

Defining Template Transaction Types

• Identify the HR components that should be updated by a template.

Page Name Navigation

Setting Up Smart HR Templates (continued)

Specifying Transaction Type Components

You can include up to 10 components.

• Use this page to specify label details related to a component:

Page Name Navigation

Setting Up Smart HR Templates (continued)

Identifying Transaction Type Sections

Page Used to Define Valid Sections for a Transaction Type e to

Page Name Navigation

Sections Set Up HCM, Product Related, Workforce Administration, Smart HR Template,

Setting Up Smart HR Templates (continued)

Copying a Transaction Type

When you access the Copy Transaction Type component:

2. Enter the new transaction type code and description.

Copy Transaction Typere

Setting Up Smart HR Templates (continued)

The system enables you to define templates using these statuses:

• Test (default value).

Setting Up Smart HR Templates (continued)

Configuring the Transaction Details Page for a Smart HR Transaction

The Configuration page enables you to:

• Determine field labels.

• Enter default values for many of the fields.

• Specify whether users can override the default value. e to

• Use this page to set up the Enter Transaction Details page:

Page Name Navigation