The document discusses integrating the PeopleSoft payroll system with cloud-based HR applications. It covers terminology related to cloud computing models like SaaS, PaaS, and IaaS. It then provides guidance on key considerations for the integration including interface design, value mappings, error handling, technical requirements, and implementation approach. The overall goal is to leverage the flexibility and improved performance of cloud hosting for HR applications while retaining functionality of the on-premise PeopleSoft payroll system.

1. Integrating PeopleSoft Payroll
to
HR Cloud Applications
23rd May 2018
Crowne Plaza, Kings Cross, London

2. cloud
/klaʊd/
noun
1. a visible mass of condensed watery vapour floating in the atmosphere, typically high above the
general level of the ground.
"the sun had disappeared behind a cloud"
2. used to refer to a state or cause of gloom, suspicion, trouble, or worry.
"the only cloud on the immediate horizon is raising a mortgage"
3. a network of remote servers hosted on the Internet and used to store, manage, and process data in
place of local servers or personal computers.
"there's a rich, complex, shared data store in the cloud"

3. Cloud Terminology
 IaaS – Infrastructure as a Service
 Server hosted in the Cloud
 PaaS – Platform as a Service
 Middleware hosted in the Cloud but managed by client or partner
 SaaS – Software as a Service
 Application Software hosted and maintained by provider
 All three levels offer improved resilience and stability

4. Cloud Terminology
 Cloud HR applications (SaaS) include:
 PeopleSoft would typically be hosted as IaaS or PaaS

6. Staff Familiarity
Mature and
stable
Flexible
Calculation
Rules
Option to
Customise
Cloud or On
Premises
Retain Existing
Interfaces
Control when
changes are
loaded

7. PeopleSoft in the Cloud
 Retain your on-premises PeopleSoft install or move to cloud hosting
 Cloud offers greater resilience and improved performance
 Existing PeopleSoft implementation can be "lifted and shifted" to cloud hosting
 Existing on-site servers can be decommissioned or repurposed
 May prove more cost-effective as capabilities of existing servers may no longer be required
 Implementation can be administered remotely by in-house team or consulting partner (Cedar)
 Easy to modify server hardware to accommodate additional environments

8. Opportunities
 Opportunity to simplify PeopleSoft implementation if only used for payroll
 If using Position Management, is that still required post-transition?
 Consider downstream systems
 Inbound only or two way interface
 Clean up data no longer required
 Hide HR pages no longer required
 Ensure project timelines and sequence of events will work

9. Interface Design



 Two types of Interface – Employee Data vs Foundation / Reference Data

10. Interface Design
 Identify Master system – usually Cloud HR application
 Determine fields required by PeopleSoft – are all fields available in the Cloud HR application?
 If fields aren't available – how will you populate them in PeopleSoft?
 Use a hard-coded dummy value if field is not used by payroll (or other integrations)
 Derive field value based on other fields
 Manual intervention by HR / payroll team in PeopleSoft
 Identify differences in field lengths or format across the two applications
 Decide if interfaced data can be edited in PeopleSoft
 Determine how changes in PeopleSoft will be passed back to the Master

11. Value Mappings and Translations
 Certain values or field codes may be different in Cloud HR application
 Use Cloud transformation service (e.g. Dell Boomi, Azure) or manage transformation in PeopleSoft?
 Multiple values in Cloud HR application can be mapped to one value in PeopleSoft
 One value in Cloud HR application cannot be mapped to multiple values in PeopleSoft)
 PeopleCode is very feature rich and can be used to calculate or manipulate data received
 Consider impact of Data Migration to cloud application – will new configuration impact PeopleSoft data?
 Some fields may share the same name but work differently

12. Error Handling
• Employee is missing from PeopleSoft
• Values being added to PeopleSoft aren't recognised (missing foundation data)
• Mismatch of field value lengths
• Mismatch of field value types (e.g. character vs numeric)
What can go wrong?
• Simply reject the data – source application needs to correct and resend
• Reject the individual transaction which goes wrong and add data manually
• Allow users to edit / correct interface data before trying to load to PeopleSoft
In case of problems, what should happen?

13. Technical Considerations
 File based or Web Services
 Web Services can offer real-time of data transfer but may also run as batch
 Web Services interfaces require careful management of PeopleSoft downtime
 File transfer more resilient as uses mature and established protocols
 Either option is likely to use XML data
 Agree encryption requirements
 If using file based interface, agree transfer protocol to use for sending / receiving data
 Full dataset or changed fields only

14. Implementation
Finalise Cloud HR
application design
Functional
Design
(mappings)
Technical
Design
Build Test Parallel
Live but
monitoring
 If possible, finalise Cloud HR application design before starting interface build
 Ensure full field value mapping and formats review completed before starting build
 Test thoroughly
 Run parallel payroll testing with one environment with changes entered manually vs a second
environment where changes are loaded through the new interface from Cloud HR Application
 Check if Cloud HR application will establish baseline data (may need to discard first interface file)
 For first few months, ensure all changes are reported in both systems and cross checked
 At a minimum assume 4 man months will be required for full implementation process

15. Conclusions
 Payroll continues as before (if it ain't broke don't fix it)
 Greater flexibility as no longer constrained by HR's needs
 Continue with existing customisations and integrations
 HR and Payroll applications will not be as tightly integrated as before
 Need to retain Oracle License and Maintenance
 Separate server infrastructure required for PeopleSoft in addition to Cloud HR application