1. HITCHHIKER'S GUIDE TO
PEOPLESOFT
ORGANIZATIONAL RELATIONSHIPS
Session 104620
COLLABORATE 13
Sweta Ganatra
Oracle Certified HCM Specialist
HCM Practice Lead
(925)285.8486. sganatra@beastute.com

2. AGENDA
Organizational Relationships – Overview
• Key Person Model Terms and
Foundational Concepts
Person Model Delta Features
• Key Changes
• Core table Impacts
• External Module Impacts
Challenges & Solutions
• Impact Analysis

3. Overview

4. ORGANIZATIONAL RELATIONSHIPS
WHAT
• Defined as links between organizations and people working for them
WHY
• Report, track and retain persons and job movements
• Determining factor in most search records, prompts, and selections
HOW
• employees and contingent workers now reside in one common structure
• combine or separate records for reporting
• provides a framework to allow HRMS to move Dependents, Beneficiaries,
and Emergency Contacts into Person at some point

5. PRE 8.9 PERSON MODEL
OVERVIEW AND DRAWBACKS
PRE 8.9 8.9 AND UP
• Couldn’t track a person • Can track a person with basic
unless they had a JOB record Personal Information
• Couldn’t track students, interns, • Can track anyone with or without
COBRA beneficiaries, external JOB record including Emergency
training administrators Contacts
• Didn’t allow the use of a single • Single unique tracking ID across
ID for a person across multiple relationships to the
• Repeated data entry of organization
Personal Data when the person • Eliminates redundancy in tracking
exists in multiple modules data

6. BASIC CONSTRUCTS
PeopleSoft uses 3 main Organizational Relationships
• Employee (EMP) - A direct employee of the company
MUST have at least one
• Contingent Worker (CWR) - A non-employee worker of these.
(Contractor etc.)
• Person of Interest (POI) - A non-worker CAN have more than one.
(COBRA Beneficiary etc) CAN change over time
Separation of Person from Employment and Job
• A Person’s basic data is saved, establishing Person ID
• A Person’s organizational relationships are added as
next step (e.g. Employee, Contingent Worker, Person of
Interest)
• Job Data is added where applicable

7. PERSON MODEL
UNDERSTANDING THE DESIGN
Organizational Instance: An relationship instance
Organizational Assignment: An employment / job instance
Person Checklist: A checklist is a list of additional components
that need to be completed for a person
PERSON
Organizational Organizational Assignment
Instance Assignment History
Organizational Organizational Assignment
Instance Assignment History
Each organizational
assignment can be
associated to a unique
benefit record number

8. EXAMPLE
Drew Baker
Takes a Course • Person Record created
(POI Instance) • No Job Record created
• Existing Person Record updated
Joins the • Job Record created
Company • Can have multiple Job Rows to
(Employee
depict concurrent jobs
Instance)
Returns
to Consult • Existing Person Record updated
(Contingent • Existing Job record updated
Worker
Instance)

9. Impact

10. PERSON MODEL
CORE PERSON TABLES DETAIL
Record Name Category Description
PERSON Core, Required Contains the ID and a person’s static data
(such as birthdate and birthplace
PERS_DATA_EFFDT Core, Required Contains a person’s core personal data
that can change over time
NAMES Core, Required Contains a person’s name data tracked across
history and in multiple name types
Organization
Relationship Each person must have at least one organizational
relationship defined. These relationships are
PER_ORG_ASGN or Core, Required
defined in one of two tables, depending on
PER_POI_TYPE whether assignment data (JOB) is required

11. PERSON MODEL
FUNCTIONAL CHANGES
Creating a Person
• Several HCM Portal Components
• Searches already existing persons, first
EMPL_RCD #
• Unique identifier within an EMPLID for separate assignments
Benefit Record #
Multiple Instance – A concurrent assignment in addition to an existing assignment
PERSONAL_DATA is retained as a table with data from the Core and
Extension tables

12. PERSON MODEL
FUNCTIONAL CHANGES
JOB key structure has remained the same
ESS
• Ability for all person types (EMP, CWR, POI)
to securely access their data online just like
employees and add or update information
Security
• A single person can have many different
types of organizational relationships and
security can be granted based on these
relationships and their attributes

13. ABILITY TO CREATE EMPLID
WITHOUT JOB DATA

14. ORGANIZATIONAL RELATIONSHIP
SUMMARY PAGE

15. RELATED MODULE IMPACTS
Workforce Development
Benefits Administration
Global Payroll and Absence Management
Talent Solutions
• Recruiting Solutions
• ELM
Pension Administration
Stock Administration
Campus Solutions

16. PERSON MODEL
IMPACTS TO CUSTOM OBJECTS
PERSONAL_DATA Snapshot Reporting Table
EMPLOYMENT Table has been replaced by a real-time view
Reports
Interfaces
Batch Programs
Customizations / Enhancements
• Objects/programs retrieving employee and non-employee information
Action Plan: Thoroughly evaluate custom code for person model
touch points and update accordingly

17. IMPROVED FUNCTIONALITY IN 9.2
Improved Talent Management
Template-based hire
New Profile Management
• Setup content catalogs for age related competencies, licenses & certifications,
performance evaluations and tie in with Person profiles
Improved Benefits Functionality
Effective dating of dependent / beneficiary data
• Dependent/Beneficiary type, Relationship to Employee, Dependent’s Student,
Smoker, Marital Status etc

18. IMPROVED FUNCTIONALITY IN 9.2
EMPL_STATUS is split in two categories: HR Status and PAYROLL Status
Configurable job actions and action reasons
• Creation of business validation rules that depend on organizational
relationships and a person’s HR and Payroll Status

19. ADDITIONAL IMPLEMENTATION
/UPGRADE CONSIDERATIONS
Data Cleanup issues when moving from an existing pre-8.9 database to 9.x
• Same person may reside with multiple EMPLIDs
A Person cannot be created with a future date
• A Person can still can be hired in the future – the first JOB can have a future
date
The Hire, Rehire, Termination, Last Date Worked fields have moved from
EMPLOYMENT to the JOB level so they can be tracked historically

20. ADDITIONAL IMPLEMENTATION
/UPGRADE CONSIDERATIONS
Detailed data mapping exercise to tie current workforce
to EMP, CWR or POI relationships
• Map current non-employees to the new person model
• More than one non-employee groups being mapped
as CWRs

21. How to Get There

22. AUTOMATE THROUGH CONFIGURATION
• Workflow, IB,
Web Services
• LDAP, OAM/SSO
Integration MORE CONFIG
= Less
Drive ROI
• BI Dashboards
through MAINTENANCE
within PS
Automation = Lower Cost
= More Stability
• Portals and Content
• Social Media
Integration

23. OVERVIEW – ABOUT ASTUTE
CORPORATE OVERVIEW COMPETENCY OVERVIEW
• Oracle Partner – Focused on PeopleSoft, • Lines of Business – IT Consulting,
Oracle EBS, OBIEE and Microsoft Business Consulting, Temporary Staffing
• Clients and Operations in USA, Canada, • ERP – PeopleSoft, Oracle
Middle East and India
• BI – Oracle, Microsoft, IBM
• 150+ employees, Minority Certified,
SB Certified • Portals – SharePoint
• Global Delivery Model • Process – HCM, Financials,
Supply Chain and Risk

24. OVERVIEW – PEOPLESOFT SERVICES
IMPLEMENT INTEGRATE MAINTAIN OPTIMIZE UPGRADE
• Implementations and Global Rollouts – All PeopleSoft Apps
Turnkey
• Upgrades – Fast Track Accelerated Upgrade for V9.1
Solutions
• Application Management Services – Lifecycle Management
• Project Management, Change Management
Consulting • Fit-Gap Analysis, Business Requirements Gathering
Services • Functional and Technical Design, Development
• Testing, Training and Documentation (UPK)
• Fast Track Upgrade Impact Analyzer
Tools &
• Upgrade Test Scripts, Performance Tuning Scripts
Accelerators
• Data SPII for Data Privacy Compliance

25. Recent Upgrades
• National Healthcare Organization – HCM 8.8 to 9.1
• Global Financial Services Firm – HCM 8.8 to 9.1
• International Consumer Electronics Firm – FSCM 8.0 to 9.0
• International Financial Services Firm – FIN 8.8 to 9.1
• More information online at http://www.beastute.com

26. Thank You

27. Questions?
Comments?