It Project Manager Resume Template

Document Sample
It Project Manager Resume Template Powered By Docstoc
					  Early Experiences
  with PS HCM 8.9
Linda Bellofatto
Michele Champion
Application Outfitters, Inc.
Agenda
   The State of HCM 8.9 MP1
   Evaluating Your Upgrade
   Client Case Study
   Overview of Functionality Enhancements
   Person Model & Organizational Relationships
       Lessons Learned
   ePerformance
       Lessons Learned
   Recruiting Solutions
       Lessons Learned
   Technical Overview
PeopleSoft and HCM 8.9
   Initially Impacted by Oracle Acquisition
   Numerous Bugs and Incomplete Development
   PS Identified Need to Release a Maintenance Pack
       Resolves Approximately 711 Incidents
       Addresses Development Clean-Up
       Delivers New Functionality
            Talent Acquisition Manager
            Absence Management
            Time and Labor
            Global Payroll
HCM 8.9 Release Timeline
   8.9 Plus MP1 on PeopleTools 8.46
       Released April 6, 2005
   MP1 Delta CD
     Scheduled for Release in Q2 05
     Requires Upgrade to PeopleTools 8.46

   PeopleTools 8.46
     Scheduled   for Release April 26th
HCM 8.9 Upgrade Timeline
   Upgrade Approach has Changed
     Original Plan to Deliver Accelerated Upgrade
     Traditional Upgrade Scripts will be Delivered

   Upgrade Scripts to 8.9 MP1
     Scheduled    for Release Q2 05
   Upgrade Paths
     8.0   SP1, 8.3/8.3 SP1, and 8.8/8.8 SP1
Evaluating an Upgrade
 Identify Key Business Drivers
 Evaluate Support for Current Release
     8.0 SP1: March 31, 2006 for Fixes; March 31,
      2007 for Upgrade Scripts
     8.3/8.3 SP1: March 31, 2006 for Fixes;
      November 2, 2006 for Upgrade Scripts
     8.8/8.8SP1: December 20, 2006 for Fixes;
      December 20, 2007 for Upgrade Scripts
Evaluating an Upgrade (cont.)
   Organizations on 8/8 SP1 or 8.3/8.3 SP1
     Evaluate    8.8 SP1 and 8.9 MP1
          Stability of 8.8 SP1 vs. Newness of 8.9 MP1
   Organizations on 8.8/8.8 SP1
     Evaluate 8.9 MP1 and Future 9.0
     Functionality Requirements are Key
          Performance Management
          Change to Recruiting Strategy
          Absence Management
Upgrading to HCM 8.9 MP1
   Impacts of Upgrade Script Release
     Re-Installvs. Q3 Project Start
     Organizational Decision based on Key Drivers
     Pros and Cons to Each Approach

   Changes to User Interface (Navigation)
     Significant
                Impacts 8.0 SP1 and 8.3/8.3 SP1
     Minimal Impacts for 8.8/8.8 SP1

   Updates to End-User Documentation
Client Case Study
   One of the First Clients moving to 8.9 MP1
   Migrating from 8.0 SP1
   Key Business Driver: ePerformance
   Project Overview
     Timeline: December 2004    – June 3, 2005
     Re-Install vs. Upgrade
     MP1 Installed April 11th
     Data Migration Complete
     Development Underway
Client Case Study (Cont.)
   Human Resources                 eProfile
   Position Management             eProfile Mgr Desktop
   Benefits Administration         eComp
   Payroll Interface               eComp Mgr Desktop
   Time and Labor                  eDevelopment
   Talent Acquisition Manager      eBenefits
   Candidate Gateway               ePay
   Resume Processing               ePerformance
   Enterprise Learning             Portal
   FMLA
Functionality Enhancements
   Human Resources
       Person Model
       Contingent Workforce Management
       Configurable Actions
   Recruitment
       Talent Acquisition Manager
       Candidate Gateway
   Performance Management
       Multi-Rater Capabilities
       Employee Initiated Performance Process
       Multiple User-Interface Enhancements
Functionality Enhancements (cont.)
   Benefits
       Multiple ABBRs
       Effective Dated Dependent Beneficiary
   Time and Labor
       Flexible Scheduling
       Enhanced Processing Time
   Absence Management
       Now Delivered Independent from Global Payroll
       Rules-Based; Handles Complex Logic
       Manager and Employee Self-Service
       Integrates with Payroll and Time and Labor
Person Model & Organizational
Instances
 Re-Design of HR Structure
 Track all Person Types
     Persons of Interest
     Contingent Workers
     Employees

 Maintain only One ID
 Single Person Profile – Multiple Instances
Lessons Learned
   Conversion Strategy
     Non-Employee IDs
     Maintain Existing Multiple   Records or Merge
   Culture Shift for HR
     Experienced PS Users have Difficulty Acclimating
     Job Record no longer “King”
   Potential Impacts to Existing Business
    Processes
   Significant Changes to End-User Procedures
    and Documentation
Action Table
   Moves Actions from Translates to User-Defined
    Table
   Allows Flexibility in Determining:
     Impact  to Employee Status
     Prerequisite Statuses
     Payroll Status = EMPL_STATUS
     HR Status = Active or Inactive
     Impact on Various Date Fields
     Population of Employees Utilizing the Action
ePerformance
   Enhanced Capabilities
     360  or Dual-Manager Input
     Writing Tools
     Spell Check!!
     Form Initiation – Appraisal Period Controls
          Employee
          Manager
          HR
     Cancel   and Delete Functionality
The Template
   Template is Key to Form Creation
     Employee   Population-Specific Sections
     Participant Access to Forms/Sections
          Rate, Comment, or View Only
     Determine    Steps for Completion
          Document Details Page
     Determines     Participant Access
The Template (cont.)
 Functional Users Control Form Contents
 More than One Form
     Annual  Appraisal
     Goal Setting
     Project Appraisal

   Optional Utilization of Group Build
     Query   Integration
Lessons Learned
   Conversion
     Historical   Data Conversion
   Cultural Change
     Electronic Process
     “Multiple Forms”
     Allows for Interactive Performance Process
   Translations
     No   Longer Uses Related Language Record
     Utilizes Language Setting of Form
Talent Acquisition Manager
   Recruit Workforce and eRecruit Mgr
    Desktop Renamed
     Talent   Acquisition Manager
   eRecruit Renamed
     Candidate   Gateway
   Resume Processing
     Merged    into Talent Acquisition Manager
Talent Acquisition Manager (cont.)

   Change in Recruiting Philosophy
     Recruit Workforce: Recruiter
     eRecruit Mgr Desktop: Managers
     Talent Acquisition Mgr: Recruiters and Mgrs

   Change in Product Strategy
     TAM will be Licensed Separately
     Can be Upgraded Independent of HCM
Templates
 Similar to ePerformance
 Flexibility and Control within HR
 Design On-Line Job Application
     Different   Job Types – Different Applications
 Determine Screening Methods
 Determine Interview Questions/Ratings
Resume Template
   Identify Required Sections
     Determine Minimum Required Information
     Determine Acceptable Resume Formats
        Pasted Text
        Upload One or Multiple Resumes

        No Resume Required
Job Opening Template
   Identify Required Sections
     Determine   Required Information
        Job Details
        Qualifications

        Screening

        Recruiting Team

 Add Custom Sections and/or Pages
 Continuous Opening (No Approvals)
Interview Template
   Identify Required Sections
     Evaluation Categories
        Communication

        Training

        Experience

     Recommendations
        Interview

        Offer

        Reject

     Set   Rating Scales
Additional Features
   Recruiting Teams
       Designate Employees, Assign Role
   Locations
   Offer Components
       Salary, Signing Bonus, Car Allowance
   Posting Descriptions
       Segmented Text Building Blocks
       Build Unique Job Description
   Prepare for Hire – Search for Duplicates
   Open Integration Framework
       Resumes, Background Checks, Job Boards
Candidate Gateway
   Enhanced Search Capability
     Key   Word Search
     Advanced Search
     Utilizes Verity for Enhanced Performance

 Multiple Applications Per Day
 Job Basket Retained for Future Sessions
Managing Applicants
 Track Applicant Activity
 Determine Actions Per Application
     Review Resumes
     Schedule Interviews
     Prepare Offers
     Track Applicant Expenses
Applicant to Hire
   Prepare for Hire
     Ability   to Initiate from Multiple Links
   Identify Type of Hire
     Contingent     Worker or Hire (Employee)
   Integration with Person Model
     Verify    Employee ID
        Search for Previous Employment
        Utilize Existing Person ID to Eliminate Duplication
Lessons Learned
   Totally New Approach
     Requires Different way of Thinking about Recruit
        Impacts will Vary Based on Current Recruit Usage

     No Recruit “Back Door”
     Larger Role for Managers and Employees
   Impacts to Data Conversion
     Record   Structure Vastly Different from Previous
      Releases
     Utilizes Fewer Records with Multiple Sub-Records
Technical Overview
   Conversion (Re-Install)
     Client Case Study
        944 Tables Reviewed
        170 Tables w/Changes Required Script Development

     Most Challenging Areas
        Recruit Workforce to Talent Acquisition Manager
        Person Model
              Generating the Person Record for Existing Employees
              Non-Employee IDs
   Workflow
     Utilizes   Application Packages (Not Specific to Workflow)
Technical Overview (cont.)
   PeopleTools 8.46
       No Navigation thru PeopleTools
       Debugger thru the Web
            Turn on via Client
            Navigate thru Web
       New Object Types
       PeopleCode Text Color Changes
   Security
       Row-Level Security is more Flexible
       Row Security by Department
       Better Fast Views
Final Thoughts…
   PS HCM 8.9 MP1 w/PeopleTools 8.46
     General   Availability Date: April 6, 2005
   PeopleTools 8.46 Upgrade
     General   Availability Date: Targeted Q2 05
   MP1 Delta
     General   Availability Date: Targeted Q2 05
   HCM 8.9 MP1 Upgrade Scripts
     General   Availability Date: Targeted Q2 05
Final Thoughts…(cont.)
   Overall Experience with 8.9 MP1
     MP1  is a Solid Release
     Appears to Address Most 8.9 Issues
     Delivers Enhanced Functionality
          Fundamental Changes to Established Core Structure
             Person Model
             Organizational Relationships

             Talent Acquisition Manager

				
DOCUMENT INFO
Description: It Project Manager Resume Template document sample