| Day# | Topics Covered | Duration (HH:MM) |
Video Part 1 | What are Benefits | 0:45 |
| Types of Benefits | ||
| Managing Benefits through PeopleSoft | ||
| How do we manage Benefits in PeopleSoft | ||
Video Part 2 | How PeopleSoft Benefit works when Payroll is inside PeopleSoft | 1:17 |
| How PeopleSoft Benefit works when Payroll Outside PeopleSoft | ||
| Understanding Benefit Plans provided by Employer | ||
| Understanding these Plans from PeopleSoft perspective | ||
| Adding Benefit Plan Providers | ||
| Creating Benefit Plans | ||
Video Part 3 | Understanding Plan Type defined in PeopleSoft for each Benefit Type | 1:10 |
| Understanding Medical Plans | ||
| Defining Dependent Relationships | ||
Video Part 4 | Understanding and Setting up Coverage Codes | 1:30 |
| Understanding and Setting up Life and AD/D coverage Groups | ||
| Understanding and Setting up Service Step table | ||
| Understanding and Setting up Benefit Rates | ||
Video Part 5 | Understanding Setting up Annual Benefit Base Rate (ABBR) | 1:23 |
| Understanding and Setting up Calculation Rules | ||
| Understanding and Setting up Coverage Formulas | ||
| Understanding and Setting up Limit Table | ||
Video Part 6 | Understanding and Setting up Health Benefit Plans | 1:02 |
| Understanding and Setting up Life AD/D Benefit Plans | ||
| Understanding and Setting up Disability Plans | ||
Video Part 7 | Understanding Leave Accruals and Setting up Leave Plans | 1:10 |
| Understanding and Setting up FSA Plan | ||
Video Part 8 | Understanding and setting up 401(k) | 0:35 |
| Understanding and Setting up Vacation Buy/Sell | ||
Video Part 9 | Understanding how Benefit is processed if employee has multiple Job assignments | 1:30 |
| Understanding the Benefit Status of employee and how it is affected with Action/Action Reason | ||
| Understanding and setting up Eligibility Rules | ||
| Understanding and eligibility rules at Program Level and Plan Level | ||
Video Part 10 | Understanding the Open Enrollment process | 1:08 |
| Understanding the Event Maintenance process | ||
| Events that affects various Benefit Plans | ||
| Understanding and Setting up Event Classes | ||
Video Part 11 | Understanding Event Rules | 1:20 |
| Creating Event Rules for each Plan Type | ||
| Understanding various options in Event Rule Setup for various Event Classes | ||
Video Part 12 | Defining Earning Codes for Credits in Benefit | 1:25 |
| Defining Deduction Codes for Costs in Benefit | ||
| Defining Benefit Program Part 1 | ||
Video Part 13 | Defining Benefit Program Part 2 | 1:48 |
| Understanding Ben Admin Processing | ||
| Understanding and Setting UP OE/EM Schedule | ||
| Understanding and Setting up Benefit Group ID | ||
| Understanding Ben Admin Run Control Page | ||
Video Part 14 - 15 | Processing Open Enrollment | 2:45 |
| Resolving the errors/issues during OE processing | ||
| Understanding how the Options are prepared for each Plan Type in Employee Event Details page | ||
| Understanding various stages in Open Enrollment processing | ||
Video Part 16 | Reprocessing the OE event after correcting the data | 2:24 |
| Using the Update Event Status page update the event status and Re-Processing it | ||
| Using Schedule Summary Page to review the Processing Statistics | ||
| Understanding how to use various Ben Admin reports to review Processing Results | ||
| Finalizing the OE event | ||
| Using On Demand Event Maintenance page to Process an event on ad-hoc basis | ||
Video Part 17-20 | Understanding the Event Maintenance process | 7:30 |
| Entering and Processing the Life Events | ||
| Processing HIR, TER events | ||
| Understanding various stages in Event Maintenance Processing | ||
| Understanding how various Setup Pages play their roles in Preparing the Benefit Plan options | ||
| Understanding how Event Rule setup plays its role in Benefit Elections | ||
| Understanding how each Benefit Plans is Processed when we run the Ben Admin process | ||
| Finalizing the EM event | ||
Video Part 21 | Know what are all the tables involved in the setup and Ben Admin Processing | 2:00 |
| What exactly happens when we run the Ben Admin process on Technical Front | ||
| Reviewing the Benefit Plans/Premiums/Deductions from various pages | ||
| Understanding Payroll Deductions | ||
| How NA Payroll integrates Benefits module | ||
| Part 22 | How Payroll Deduction codes are linked to Benefit Plans | 1:50 |
| How NA Payroll calculates deduction amount | ||
| Understanding Deduction classifications and Tax types | ||
| Defining Deductions |
Thursday, July 9, 2020
Tuesday, July 7, 2020
Recruitment Process Life Cycle
Recruitment is the process of finding and Acquiring skilled human labour for
organization needs and to meet any labour requirement. This module is used to
administer the hiring processes.
Now Lets look at it's life cycle;
Creating Requisition
which starts with the rquisistion which is a demand for filling up a position.
It can be raised by a manager, someone from HR or Finance.
How COBRA Act works in USHow Self Service Works in Time and Leave Management (TLM)
Job Posting
Then we have Job Posting when someone from recruitment team publishes the job
openings on various job portals.
Job Applications
Then comes the Job Applications, so after the job posting the candidates
actually apply for the job on these job portals. There is a window during
whch the job applications are invited.
Screening of Candidates
after this comes the screening which is the process when recruitment team goes
through all the job applications, assess them, put aside the irrelevent ones
which aren't suitable for the job and keep only those which are most suitable.
Job Interview
After the screening comes the Job Interview. So recruitment team after
screening all the profiles, they schedule the interview which can be either
face to face or telephonic or via video call.
Offer Letter
There can be several rounds of interviews and then recruitment team in
collaboration with HR team will review all the feedbacks given by all the
interviewers, seek approval from higher management whether offer can be given
to the candidate. And once they get approval, they roll out the offer to
selected candidate.
Offer Acceptance
So once candidate recieve the offer, they will go through each and every terms
and conditions, the CTC offered and if they are fine with everything they will
send an acceptence email to the recruitemtn team that they are fine with the
offer.
Candidate Hired
Once the offer is accepted, the candidate will then join the organization on a
given date, complete all the joining formalities and then the candidate is
considred hired.
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Sunday, July 5, 2020
Blog Links
HCM Concepts
How COBRA Act works in USTraining Related
Global Payroll & Absence Management Concepts
Time and Labour Related
Core HR Concepts
How the FTE is Calculated in PeopleSoft
Set Control Field Concepts
PeopleSoft Security Concepts
Application Engine Issues
Portal Related
Other PeopleSoft Features
Integration Broker
PS Query
Component Interface
SQL Query
PeopleSoft Installation
Friday, June 26, 2020
How COBRA Act works in US
COBRA, an abbreviation of Consolidated Omnibus Budget Reconciliation Act is a 1985 US Law that gives workers and their families right to continue group health insurance offered by their employer in certain curcumstances such as loss of job, termination, divorce etc...
Either way, the total cost would still be far less than private insurance cost that employe choose to take outside.
Didn't get it ? Lets break it down.
Related Articles:How Self Service Works in Time and Leave Management (TLM)
Related Articles:How Self Service Works in Time and Leave Management (TLM)
Why COBRA ?
In a typical scenario, employee has to work or give services to their employer and in return employer will give them wage or salary. In addition to wage or salary, employer also gives their employees health insurance benefit which includes Medical, Dental and Vision. Employees can also enroll their spouse and children into their employer provided health coverage protecting their loved ones too.
Whether it's for individual or family, health insurance has a cost associated to it which should be born by either employer alone or both employee and employer split the cost. It all depends on employer policy.
Either way, the total cost would still be far less than private insurance cost that employe choose to take outside.
How COBRA Works ?
Now, what if employee is terminated ?
In that case, Along with the job, they would also be on the verge of loosing this health insurance for them as well as their family and precisely that's when COBRA comes to their rescue and gives them right to continue their group health insurance for upto 18 months by paying the full cost as employer will no longer pay it's share. And this will be until they secure another job which offers them another gorup health insurance in which case the first one will be discontinued.
In that case, Along with the job, they would also be on the verge of loosing this health insurance for them as well as their family and precisely that's when COBRA comes to their rescue and gives them right to continue their group health insurance for upto 18 months by paying the full cost as employer will no longer pay it's share. And this will be until they secure another job which offers them another gorup health insurance in which case the first one will be discontinued.
Now Imagine COBRA wasn't there. In that case, this employee would either have no health insurance at all, or would force to go for a far expensive private health insurance.
Consider another instance when spouse, who is one of the dependents, get divorced. This will also lead to spouse loosing their health insurance but incidentlly, this is another instance when COBRA would help them save it. So COBRA gives the spouse, who is now divorced, the right to retain the group health insurance for upto 36 months by paying the full cost as applicable.
Consider another instance when spouse, who is one of the dependents, get divorced. This will also lead to spouse loosing their health insurance but incidentlly, this is another instance when COBRA would help them save it. So COBRA gives the spouse, who is now divorced, the right to retain the group health insurance for upto 36 months by paying the full cost as applicable.
COBRA Qualifying Events
So, on two separate events, Employee, upon termination, and Spouse upon getting divorced, used COBRA act to continue the group health insurance for a certain period of time. We call these events COBRA Qualifying Events which determine the period for which the eligible person can continue the group health insurance. Apart from what we already talked about,
There are few other qualifying events such as:
There are few other qualifying events such as:
- Reduction of Work Hours
- Loss Of Pay
- Enrolment to Medicare
- Ceased to be Dependent
And these events also ensure the extension of group health insurance to applicable individual for a cerain period of time.
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Monday, June 15, 2020
PeopleSoft to Third Party Integration Through Web Services
This has been most challenging topic for many PeopleSoft professionals as it involves several elements when establishing such an integration. Lets demystify this today.
These are the steps to establish such an integration:
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Related Articles:These are the steps to establish such an integration:
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1. Check Local Network Configuration
In this step, we need to ensure the Gateway is setup up properly and that we are able to ping the gateway successfully. This also involves setting up the password key in the gateway property.2. Setup External Node (WSDL)
A new node needs to be created which will establish connection with external system. We would rather create a copy of the delivered WSDL node and provide all the connection information. The connection details can be found in the WSDL provided by the third party.3. Consume Web Service
The WSDL provided by third party needs to be consumed into PeopleSoft which will create all the necessary Service Operations to read and write incomming and outgoing messages.4. Enter Connection Information
Once the service operation has been created, we need to enter the connection information i.e the PeopleSoft Node and WSDL Node that we have created.5. Configure Security
The user who would be triggering the external integration needs to have full access to Service Operations working underneath. The access need to be granted to this user via Service Operation security page.6. Business Logic (PeopleCode)
The Peoplecode which will read the incomming message and write the outgoing message bundleled in SOAP protocol need to be written in the appropriate event such as FieldChange, FieldEdit, SavePostChange whereever applicable.Friday, January 17, 2020
Best way to master any HCM software in just few days
Human Capital Management is a practice for organizations to manage the recruitment, employment and development of company's employees through ERP software's and every company be it small or big follows this practice.This creates ample opportunities both for experienced processionals and freshers seeking career in this domain.
This also creates perfect breeding ground for ERP vendors to develop HCM softwares competing each other to offer best in class technologies and this has resulted into hundreds of HCM softwares currently in the market and they keep coming much more often than ever before. With so many software products in the market, one really finds it very difficult to decide which one to choose and make the career in it hence wandering off the real goal which is to master the domain.
This is simply because people focus too much on the particular software they are working or interested to work instead of looking at the big picture. One can't really learn to work on all of the HCM softwares.
In my opinion, the best way to master the HCM domain is to focus on learning the domain directly rather than through the ERP Softwares such as ADP, KRONOS, PeopleSoft, Oracle Fusion, Successfactors etc... Lets break it down to simplify more.
HCM domain consists of following components:
Core HR which consists of
Time and Labor
Absence/Leave Management
Payroll
Each component represents a business process. For instance, Core HR is for entire workforce administration from hire to exit while Time and Labor is for time management. The core structure of these business processes remain same across countries but some of these such as Payroll have some country specific elements driven by legislative laws of the particular country. While others such as Performance Management remain same across countries but may differ from one company to another.
Now that you have a bird eye view of the individual business processes under HCM suit, the next thing to do is dissect each one of them and understand their life-cycle which will give you a very clear picture as to how they would be configured in any product. Once we master these processes, it's a matter of just figuring out how they would be facilitated in any HCM software. Most people think that the software drive the business process but it's rather other way around.
Not clear enough ..? Lets understand with an example.
Consider you want to learn Benefits Administration and have very limited time for it. Lets break it down how you should do it.
For instance, Life Events is when an employee's family status changes due to an event of marriage or birth of a child. When this occurs, the employee needs to inform their employer about this and upgrade their health coverage to include the new dependent. While reporting the Life Event, employee needs to provide all the details pertaining to the event. The type of details depend on nature of event such as birth or marriage.
Suppose you have to setup a health plan in the system. The first thing to do is gather all the information about the plan such as, eligibility, coverage and premium calculation, vendor details etc. Then just figure out how all of this will be configured in the system. You need to follow the same strategy for all other modules.
This also creates perfect breeding ground for ERP vendors to develop HCM softwares competing each other to offer best in class technologies and this has resulted into hundreds of HCM softwares currently in the market and they keep coming much more often than ever before. With so many software products in the market, one really finds it very difficult to decide which one to choose and make the career in it hence wandering off the real goal which is to master the domain.
This is simply because people focus too much on the particular software they are working or interested to work instead of looking at the big picture. One can't really learn to work on all of the HCM softwares.
Related Articles:
In my opinion, the best way to master the HCM domain is to focus on learning the domain directly rather than through the ERP Softwares such as ADP, KRONOS, PeopleSoft, Oracle Fusion, Successfactors etc... Lets break it down to simplify more.
HCM domain consists of following components:
Core HR which consists of
- Recruitment
- Workforce Administration
- Performance Management
- Career and Succession Planning
- Compensation Management
Time and Labor
Absence/Leave Management
Payroll
Each component represents a business process. For instance, Core HR is for entire workforce administration from hire to exit while Time and Labor is for time management. The core structure of these business processes remain same across countries but some of these such as Payroll have some country specific elements driven by legislative laws of the particular country. While others such as Performance Management remain same across countries but may differ from one company to another.
Now that you have a bird eye view of the individual business processes under HCM suit, the next thing to do is dissect each one of them and understand their life-cycle which will give you a very clear picture as to how they would be configured in any product. Once we master these processes, it's a matter of just figuring out how they would be facilitated in any HCM software. Most people think that the software drive the business process but it's rather other way around.
Not clear enough ..? Lets understand with an example.
Consider you want to learn Benefits Administration and have very limited time for it. Lets break it down how you should do it.
Dissect the business process
Benefits Administration process consists of following elements:- Plan Types ( Health, Life, Disability, Saving, Retirement etc...)
- Plans (Dental, Vision, Basic Life, Suppl Life, LTD, STD, 401(k), Pension etc...)
- Benefit Providers (Companies like United Health Group, Religare, ICICI Prudential etc...)
- Coverage Amount and it's Calculation formula
- Premium Rates (Paid by Employee and/or Employer) and its calculation formula
- Life Events
- Enrollment Life-cycle
Study each element
We need to study each element in details and draw a picture as to how they are related to each otherFor instance, Life Events is when an employee's family status changes due to an event of marriage or birth of a child. When this occurs, the employee needs to inform their employer about this and upgrade their health coverage to include the new dependent. While reporting the Life Event, employee needs to provide all the details pertaining to the event. The type of details depend on nature of event such as birth or marriage.
How it works in the HCM Software
Now turn to your HCM software and figure out how the business process and it's elements are configured. If a particular HCM software supports the particular business process such as Benefit Administration then it would definitely facilitate the configuration of it. How it does can vary from one software to another. For Instance - PeopleSoft may have multiple pages to setup different elements of business process whereas Workday might have just one to setup all and it really doesn't matter as long as one knows how to do it.Suppose you have to setup a health plan in the system. The first thing to do is gather all the information about the plan such as, eligibility, coverage and premium calculation, vendor details etc. Then just figure out how all of this will be configured in the system. You need to follow the same strategy for all other modules.
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