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Archive for the ‘Fusion’ Category

Advanced Query Security

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Looking for more security out of PeopleSoft query? There was another little gem of a new feature released with image 20 – Advanced Query Security. It only captured a small paragraph in the image overview but is a nice feature to gain more security out of PeopleSoft query.

From the image overview document:

Added the Advanced Query Security feature, which is a framework that allows authorized users to set up secured fields for PeopleSoft queries. Authorized users determine which fields to secure for a query and the type of security for those fields, such as User ID, Role, or Permission List. Then they map the secured field name with the PeopleSoft field name and run the Apply Security process. Optionally, filters can be applied to the secured fields based on the PeopleSoft product name such as General Ledger, Purchasing, and so on.

More information on the setup can be found online in PeopleBooks by clicking on this link.

Use some level of caution in selecting only the right level of experienced users who have access to this as to not impact the data returned on queries and potentially impact performance. But it could be a very valuable tool if applied selectively.

Don’t forget to check out our other blogs related to the release of Image 20.
Overview of Image 20 – PeopleSoft Image 20 Released
PeopleSoft Image 20 – Enhanced Fluid Approvals
PeopleSoft Image 20 – Fluid Forms and Approval Builder

If you would like more information on Advanced Query Security or any of the other new features in Image 20, please email me at Larry.zagata@miproconsulting.com.

PeopleSoft 9.2: Where On-Premise Meets the Best of the Cloud

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hcm cloud

(Editor’s note: Jeff Micallef is a co-founder and managing partner of MIPRO Consulting.)

Oracle released the latest version of PeopleSoft (9.2) in March of 2013 and since then has also released nine new PeopleSoft images. From where we sit, over the past eighteen months the impact and advantages of 9.2 have become clearer.

Simply put, Oracle is focusing on delivering the same benefits for PeopleSoft, an on-premise solution, which many have touted as advantages of the newest cloud offerings. In other words, Oracle is bringing some key functionality found in cloud applications to an on-premise enterprise suite.

With PUM (PeopleSoft Update Manager) and the new PeopleSoft Selective Adoption approach, the total cost of ownership for an on premise solution has been dramatically lowered, rivaling the low cost advantage of a cloud solution.

Productivity enhancements such as Global Search, Dashboard and WorkCenters have significantly improved how users interact and get work done within the PeopleSoft application. Like many smart enhancements, these might seem mundane on paper, but they represent big workflow improvements.

And most recently, the addition of the PeopleSoft Fluid User Interface, Activity Guides and Train Stop functionality is giving PeopleSoft the most current, state-of-the-art user interface in the market today. It was a massive topic at OpenWorld, and sessions about Fluid UI were packed, and QA sessions saw hundreds of engaged clients.

But above all, the most impressive endorsement for how far Oracle has come with PeopleSoft 9.2 came from a customer I had a conversation with last week. Two years ago they replaced PeopleSoft HCM with Workday and they are currently upgrading their PeopleSoft Financials and Supply Chain applications to 9.2. Commenting on how impressed they were with PeopleSoft 9.2 they said, “Had we known what features and functionally 9.2 had to offer two years ago, we never would have switched to Workday. PeopleSoft 9.2 is a great product.”

That’s quite a testament, and one we’re hearing about PeopleSoft 9.2 with increasing frequency.

Why There Doesn’t Need to Be a PeopleSoft 9.3

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paco

Great blog post over at The PeopleSoft Tipster Blog about a brief interview with Oracle’s Paco Aubrejuan. Aubrejuan is the Senior VP of Development for PeopleSoft. You can watch the whole session here, but you need to login to Quest to do so.

The best parts came during the Q&A session after Aubrejuan’s presentation. The most interesting quips were as follows:

On the PeopleSoft Update Manager (PUM):

We’re calling our model PeopleSoft Selective Adoption … and let me be specific about what it means, we’re going to deliver new capabilities about 2 to 3 times a year (and may deliver some functionality more frequent than that). Once you’re on 9.2 you can get this functionality without upgrading ever.

On the prospect of PeopleSoft 9.3:

Should I upgrade to PeopleSoft 9.2 or should I wait for 9.3? There is no 9.3. We don’t have a 9.3 codeline, there’s no 9.3 plan, our plan is to never do a 9.3 and we’re going to continuously deliver on 9.2 using the PeopleSoft Selective Adoption and so you should not be waiting for a 9.3. … We’re just going to continue extending the timelines for PeopleSoft 9.2 so the idea is that there is no more upgrade and premier support will just continue.

On exactly why a PeopleSoft 9.3 isn’t necessary:

The risk we take with saying that there’s no 9.3 is that people read into that and say that PeopleSoft is dead. … That’s not true. The investment level that we’re making in the product does not change with this delivery model at all. … We’re delivering all the Fluid functionality without a new release. We’ve never done that before. The only thing that this is comparable to is the 8.0 version when we moved from client-server to the internet, and that was a major release. We’re now doing something equivalent to that without even a minor release. It’s now just selective features that you can take as long as you’re on 8.54. So PeopleSoft is not dead, and having no PeopleSoft 9.3 does not mean that PeopleSoft is dead.

That’s important, as many off-the-cuff reactions will feel that no PeopleSoft 9.3 = the end of PeopleSoft. Not true. It’s the end of PeopleSoft with the old delivery and versioning approach, and the very beginning of continued investment in PeopleSoft with selective features being delivered under the PUM model.

A new direction sometimes means unlearning old patterns and ways of thinking.

HCM Cloud: Oracle Is Listening

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hcm cloud

(Editor’s Note: Todd Rayburn is MIPRO’s HCM Practice Manager.)

I have been in the HCM application space for over 17 years. The first 15 were focused on HCM PeopleSoft implementations. During the last two years I have been a part of multiple Oracle HCM Cloud implementations. While the product had it challenges in the early stages, as all new software does, one thing became very clear with each successive release:

Oracle is listening.

I first noticed this in a compensation implementation on release 5. Much of the feedback our team received around this release was concerning the user interface not being as “user friendly” as other SaaS applications. Oracle answered in kind with the FUSE user interface in release 7 (the next major release). The FUSE UI is an icon-based interface that made manager’s self-service transactions a few simple intuitive clicks — which, as we all know, is essential for manager adoption. Likewise, it’s critical to have one-click icon access to key reports and analytics that allow management to make informed personnel decisions without having to pick up the phone and request the data. Oracle took care of that one too.

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Jumping In: Oracle HCM Cloud from a PeopleSoft HCM Consultant’s Perspective

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oracle hcm cloud

I decided to take the plunge into Oracle HCM Cloud when I joined MIPRO earlier this year after implementing PeopleSoft HCM for 15 years.

My first step was obvious: I took the Oracle On-Demand training with HCM Global Human Resources. Though Oracle HCM Cloud is built from the ground up, Oracle has taken the best of the functional concepts from PeopleSoft and E-Business Suite and them combined with modern approaches to address HR’s business needs. For instance, the concept of PeopleSoft HCM’s Profile Management is in Oracle HCM Cloud, but it is further extended through the likes of the Content Library which is used across multiple HCM modules.

I felt very comfortable moving to Oracle HCM Cloud as I knew many of these concepts from my long-term implementation experience with PeopleSoft HCM. One of the things I like about Oracle HCM Cloud is every business process has a review page at the end before you submit your changes. This gives a chance to review all the data elements that user has chosen before submission – a small but incredibly convenient feature.

Oracle HCM Cloud had its fledgling issues as any other software product that is evolving, but it is improving with each release (of which there are three per year). For instance, the entire Workflow Business Process engine saw major improvements from Release 7 to Release 8. On the security side, Oracle HCM Cloud has lot of flexibility. You have the ability to attach different data roles to different job roles, whereas in PeopleSoft you can only have only one data role for a user profile with different job roles. And while there are some complexities associated with Security, Oracle has published a roadmap on how they will be simplifying those in ensuring releases.

Oracle HCM Cloud is delivered with BI Publisher for reporting and embedded analytics to support the user in making decisions without needed to click over to different pages to get the needed information. If you are a SaaS customer you may need to change your business processes, as major customizations are not an option, but do you have the flexibility of defining workflow and approvals as well as the ability to add and disable fields and personalize dropdown and prompt lists. The upside for EBS and PeopleSoft customers is that they can adopt the co-existence model. So, if maintaining your current, say, HR and Benefits Administration system is important to you due to the types of customizations required, you can still implement modules such as Compensation and Performance Management in the cloud and maintain an integrated solution.

These are some high-level observations I’ve noticed as I’ve come into the world of Oracle HCM Cloud from a robust PeopleSoft HCM background. And let me tell you, the water’s warmer than some would have you believe. Oracle has done a great job with the rollout and maturation of HCM Cloud.

National Instruments Transforms Global HR With Oracle HCM Cloud

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hcm cloud

MarketWatch:

National Instruments (NI) equips engineers and scientists with tools that accelerate productivity, innovation, and discovery to meet not only grand but also daily engineering challenges in an increasingly complex world, and continues to experience growing demand for its technology. To help meet that demand and scale its business, NI selected Oracle Human Capital Management (HCM) Cloud to better identify and leverage top talent from across its global organization. By standardizing on Oracle HCM Cloud for core HR functions, NI is better equipped to unify HR information, manage employees and candidates, and maximize the efficiency of critical HR processes.

Yes, it’s a press release, but the fact remains that nabbing a global technology manufacturer is a big win for Oracle and it’s HCM Cloud solution. We use it here at MIPRO (and have for quite some time), and we can tell you that it’s stable, feature-rich, effective and plays along nicely with other apps, on-premise or cloud-based. We’re picky and there’s 0% of our DNA that will dogfood for dogfooding’s sake, so when we moved to Oracle HCM Cloud for our production system, we kicked the tires from every possible angle.

Join MIPRO at the OHUG Global Conference 2013

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OHUG 2013

Mark your calendars! Join MIPRO Consulting and over 1,500 attendees at the OHUG Global Conference. This will be the place to meet up with old friends and colleagues — and to make plenty of new ones!

With over 200 user-lead sessions, you’ll have the chance to interact one-on-one with Oracle representatives who develop and manage the HCM product suite. The OHUG Global Conference is your one stop shop for all your learning and networking needs.

Located in Dallas, Texas, from June 10-14, the OHUG Global Conference 2013 offers the perfect opportunity to network and learn with fellow peers working with:

  • Fusion
  • Taleo
  • PeopleSoft
  • E-Business Suite

Your Network is Your Strength

Gloria Smith, Senior Principal Consultant at MIPRO, is the Payroll Special Interest Group (SIG) leader for OHUG. She will be leading the Payroll SIG meeting on Monday, June 10th at 1 PM. As colleagues with similar goals, our strength is in combining our voices and experiences together. By participating in the Payroll SIG, you join a network of colleagues across the globe, many of whom are struggling with the same questions and challenges.

Oracle HCM Users Group (OHUG) is an organization devoted exclusively to providing users with valuable insight into Oracle E-Business Suite, PeopleSoft, Fusion HCM, and Taleo applications. OHUG provides its members with in-depth training sessions from industry experts, along with the opportunity to share experiences and best-practices information with colleagues using the same applications.

If you have questions or want to pre-book some time to speak with us at the OHUG Global Conference, don’t be afraid to reach out. We’re happy to accommodate to as much as we possibly can.

User Group Report: Hot Topics Among PeopleSoft Users

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I recently attended the Midwest Regional User Group (MW RUG) meeting in Chicago. There were a number of PeopleSoft customers/users in attendance and breakout meetings were held to discuss current hot topics. Below is a collection of things I noticed — a pulse of the conversations, at it were.

Needless to say, everyone is interested in Fusion as a potential future option in some of their application areas.  However, by and large, the reality for most of organizations is that they are still focusing on taking advantage of their current systems investments.  With PeopleSoft v9.2 slated for availability the end of this month, a breakout group I attended shared their company’s view and plan relative to upgrading.

The fact is that the customer base is varied relative to the version of products that they are running.  Some are planning on upgrading as soon as v9.2 is available.  Some are still considering upgrading to a previous version (9.1).  Some will wait and see and plan on upgrading later in 2013.

My observation is that the PeopleSoft customer base is hungry for information and is being pushed and pulled in different directions.  Some say move to Fusion, some say upgrade your current (stable) platform, some say upgrade and expand that stable platform with add-on solutions, Business Intelligence (analytics) and Mobility solutions.  And naturally, competitors to PeopleSoft/Oracle say “come to our solution.”

While there is no one right answer for everyone, the vast majority seem to be leaning toward protecting and expanding their investments in their current PeopleSoft solutions.  It is stable, it is supported and it makes financial sense.

This is where a lot of folks stand right now. What will the landscape look like in 2014? 2015?

Thoughts on PeopleSoft, Oracle Fusion and Roadmaps

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I wasn’t able to attend Oracle Open World (OOW) this year, but feedback from my colleagues indicated that there is still concern and confusion about how, why and when PeopleSoft users will need to move to Fusion.  What we heard is that PeopleSoft customers are still thinking they will be forced to move to Fusion.

Having worked at Oracle, I’ve experienced Oracle-speak first hand. While the folks at Oracle certainly mean well, the critical information can get lost in translation — leaving clients confused. Consider me your translator!

So what is a PeopleSoft Human Capital Management (HCM) customer to do? How does the Fusion strategy affect their HCM roadmap?  How do you decide whether or not to make the transition to Fusion?  Is Fusion all about SaaS?

The answers are not complex, at least for now.  Oracle is not forcing anyone to go to Fusion.  They would like to gain momentum in the marketplace with Fusion.  They would like to be sure their PeopleSoft customers understand that there are Fusion options that cater to onsite, hosted and SaaS-minded customers when the competition comes knocking on their doors, but by no means are they saying Fusion is for everyone.

From briefings I’ve attended, it is apparent that we are still in an early adopter stage with Fusion for the existing customer base. Customers who want to be on the cutting edge of technology and are willing to make the investment of time and resources, who need the features available in the Fusion applications, whether full suite or one module, should look at Fusion.  Customers who are considering moving to SaaS should look at Fusion, even if it is for only one module, such as compensation or performance management.

For the vast majority of PeopleSoft HCM customers, however, we recommend they sit tight.  Upgrade to 9.2 and/or the latest PeopleTools release, both of which have some exceptionally nice features (influenced by Fusion capabilities), and stick to your HCM roadmaps for now.

The future may be Fusion, but as far as Oracle is concerned, there is still a definite future for PeopleSoft.

©2017 MIPRO Unfiltered