hcm 9 2 prerelease notes

Oracle’s PeopleSoft Human Capital Management and Enterprise Learning Management 9.2
October 2012
Prerelease Notes for PeopleSoft Human Capital Management and Enterprise Learning Management 9.2
Copyright © 2012, Oracle and/or its affiliates. All rights reserved.
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October 2012
Copyright © 2012, Oracle and/or its affiliates. All rights reserved. 3
Contents
Related Resources ............................................................................................................................. 5
Video Feature Overviews ............................................................................................................... 6
PeopleSoft Information Portal ......................................................................................................... 7
PeopleSoft Search .......................................................................................................................... 9
Pivot Grids .................................................................................................................................... 12
Embedded Help ............................................................................................................................ 13
PeopleSoft Continuous Delivery Model ........................................................................................ 16
PeopleSoft Update Manager ........................................................................................................ 17
PeopleSoft iPad Certification ........................................................................................................ 18
PeopleSoft Interaction Hub ........................................................................................................... 18
Core Human Resources ............................................................................................................... 22
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4 Copyright © 2012, Oracle and/or its affiliates. All rights reserved.
Enterprise Learning Management (ELM)...................................................................................... 57
Recruiting ...................................................................................................................................... 73
Benefits ......................................................................................................................................... 94
October 2012
Introduction
Purpose of This Document
This document provides an overview of the new features and enhancements planned for Oracle’s PeopleSoft Human Capital Management and Enterprise Learning Management 9.2. It is a road map intended to help you assess the business benefits of upgrading to PeopleSoft Human Capital Management and Enterprise Learning Management 9.2 and to plan your IT projects and investments. “HCM” is used throughout this document as a means of grouping our extensive family of products. More information about all our products can be found on our Oracle PeopleSoft Applications page.
This document is only a preliminary version and is not subject to your license agreement or any other agreement with Oracle. The final version will be the PeopleSoft Human Capital Management and Enterprise Learning Management 9.2 Release Notes. This document contains intended developments and functionalities and is not meant to be binding on Oracle to any particular course of business, product strategy, or development. Please note that this document is subject to change by Oracle at any time without notice.

Note. Only those products that have significant enhancements are mentioned in this release document.
Related Resources
This section discusses four publications that provide in-depth technical and functional information for new and enhanced functionality in release 9.2. In many cases, the content in this document may have originated in the referenced documents.
Statement of Direction
The statement of direction typically is published 9 to 12 months prior to a release. It provides a high- level overview of the major focus of product development efforts, enabling high-level business decision makers to begin preliminary upgrade planning.
October 2012
Release Value Proposition
The release value proposition provides more functional details than the statement of direction, identifies major enhancements, and articulates the expected business benefit. This document is designed to help you to determine whether new product features might warrant upgrading from an old release or embarking on a new implementation. With this information, managers will be able to initiate preliminary budget planning and begin putting together a project team to further evaluate specific products.
See PeopleSoft Human Capital Management 9.2 Release Value Proposition.
Prerelease Notes
Prerelease notes provide more functional and technical details than the release value proposition. This document describes how each enhancement functions within the context of the greater business process. This added level of detail should enable project teams to answer the following questions:
What out-of-the-box functionality will change?
What customizations may be affected?
How will an upgrade or new implementation affect other systems?
How will these changes affect the organization?
After the project team has reviewed and analyzed the prerelease notes, business decision makers should be able to determine whether to allocate budget and initiate implementation plans.
Release Notes
Release notes are published at general availability (GA) and validate the final scope of the release. The release notes discuss the features and enhancements that are available with the GA release of each product, describing the finalized functional and technical details that will enable project teams to confirm budgets and complete implementation plans.
Cumulative Feature Overview Tool
The Cumulative Feature Overview Tool helps you plan your upgrades by providing concise descriptions of new and enhanced solutions and functionality that have become available between your starting and target releases. You simply identify the products that you own, your existing release, and your target implementation release. With a single click, the tool quickly produces a customized set of high-level, concise descriptions of features that have been developed between your starting and target releases. The tool’s output is a Microsoft Excel spreadsheet, so you can easily manipulate and sort the results any way you wish or copy the content into other implementation planning documents.
See PeopleSoft HCM Cumulative Feature Overview Tool.
Video Feature Overviews
PeopleSoft creates Video Feature Overview webcasts developed by PeopleSoft Information Development with input from Oracle PeopleSoft Development and Strategy Organizations. These videos are generally five minutes or less in length and provide a fantastic overview of the feature being highlighted. There are also direct links elsewhere in this document to specific Video Feature Overviews in those sections where the feature is being discussed. So if you encounter a feature description in these Prerelease Notes and there’s an associated Video Feature Overview link, you can choose to watch the video to learn about the feature’s functionality.
October 2012
If you are an existing Oracle/PeopleSoft customer, you can view some Video Feature Overviews for upcoming 9.2 features on this My Oracle Support, password protected PeopleSoft Video Feature Overviews for 9.1 Feature Packs and 9.2 page.
If you are not currently an Oracle/PeopleSoft customer, you can enjoy our public-facing Video Feature Overviews on our YouTube Channel.
PeopleSoft Information Portal
PeopleSoft works hard to be sure you have as much information as possible about our applications and technology. The PeopleSoft Information Portal provides you with a single entry point to locate the documentation, training, and other useful information you need to help with your implementation process and improve your daily experience with our products. The portal includes our popular Information Solution Sheets (in downloadable PDF format) and links to our applications community, online help and support.
Social Media
You will find lots of great information about PeopleSoft applications and technology through various social media platforms. Some of the information may pertain to this current release. We recommend you subscribe to the PeopleSoft social media sites to be kept current on the latest news and information from PeopleSoft. Direct links are provided below for your convenience.
Applications Strategy Blog
Legislative Updates Blog
October 2012
Executive Summary
PeopleSoft Human Capital Management (HCM) is a world-class, HCM solution for organizations of every size, region, and industry. Only Oracle has a global, web-based, single system HCM solution that covers every aspect of the HCM road map—from core human resources (HR) transactional functionality through service automation and delivery to integrated enterprise talent management solutions.
Businesses are continuously being asked to do more with less. PeopleSoft HCM and ELM 9.2 focus on Simplicity, Productivity, and Lower Total Cost of Ownership. By delivering simple, streamlined business processes with embedded information, Employees can complete their transactions quickly, access the information they need without interrupting their transactions, and can complete their tasks without requiring assistance. Managers are alerted to the tasks that need their attention and can complete those tasks efficiently, allowing them to be more productive. And with the flexible options and wide capabilities of both the application and the toolset, Administrators can develop and configure business processes that truly have positive impacts on business performance.
We continue to deliver new and enhanced functionality designed to help drive organizational effectiveness, provide decision support tools to facilitate intelligent business execution and offer customers more flexibility through the use of additional configuration options, integrations, and new tools capabilities.
Information regarding the product roadmap and the continued evolution of the PeopleSoft HCM applications can be found on the Oracle PeopleSoft Human Capital Management web site.
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Enhancements That Are Common To Multiple Applications
Oracle continues to deliver enterprise-wide features that enhance your ownership experience and help you run your business more efficiently and profitably. With the release of PeopleSoft Human Capital Management and Enterprise Learning Management Release 9.2, Oracle delivers:
PeopleSoft Search
Pivot Grids
Embedded Help
PeopleSoft Continuous Delivery Model
PeopleSoft Search
Play Now
Human resource and learning applications contain a wealth of data, but finding information in them quickly can be difficult. PeopleSoft Search uses Oracle’s Secure Enterprise Search engine and PeopleSoft Search Framework to enable global and keyword contextual searching so users can find the right information quickly in the PeopleSoft applications.
PeopleSoft Search capabilities were initially available as part of the continuous delivery model on the PeopleSoft HCM and ELM 9.1 releases. We have continued to expand and enhance these capabilities in the PeopleSoft HCM and ELM 9.2 releases.
With PeopleSoft Search integrated into HCM and ELM, users can interact with the application in a new way. From one keyword search entry field at the application level, users are able to search for and further refine their results to quickly pinpoint the information they need globally across the application. Actions related to the search results are available with one click, enabling business processes to begin directly from the search results without requiring menu navigation. This functionality increases productivity by significantly reducing the steps required to complete many business processes. The results returned and any actions available to the user are based on their access level, keeping your data secure.
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At the component level, keyword search pages are enabled for some components to enhance the current search capabilities for administrators.
Global Search with Related Actions

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The preconfigured search definitions, or SES indexes, that Oracle delivers in the HCM and ELM 9.2 releases are listed below.
Person
Garnishments*
Learning (This search definition exists in the ELM database, and can be configured as a remote
search from HCM)
*These search definitions are available for both the Global Search and the component Keyword Search Page search features. Additional Pay, General Deductions, and Garnishments are grouped under Payroll for North
America in Global Search.
In addition to the new search definition, a new My Associations facet is delivered for some of the search indexes to quickly identify results that are related to the user. Additional search fields are added to the Job Data search, allowing administrators to search based on Pay Groups and National ID.

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Pivot Grids
Play Now
As organizations enable managers to make more strategic decisions on their talent, it is critical to empower them with the proper tools to support this while maintaining data privacy. Pivot Grids were introduced in PeopleTools 8.52 to provide self-service, interactive analytical grids and charts for users to slice and filter data.
Organizations can easily deploy the dynamic reporting and analytics capabilities of pivot grids embedded within transactional pages to support key personnel, organizational, and compensation decisions. Pivot grids allow users to view the data within the context of the transaction, eliminating the need to export data to a spreadsheet, thereby ensuring proper data security.
Pivot Grids use PS Queries as the basis to gather the data and then transform the results into easy to use pivot tables or charts. Customers can utilize the delivered pivot grids, or quickly configure their own using a 5-step setup wizard based off of any PS Query.
PeopleSoft HCM and ELM 9.2 deliver multiple pivot grids in the following areas:
Core HR
Time and Labor
Talent Acquisition Manager
Examples of the pivot grids are detailed in the product sections below. For more information on Pivot Grids, see the PeopleTools 8.52 Release Value Proposition document on My Oracle Support.
See Also
Time and Labor Workcenter
October 2012
Embedded Help
Many tasks that Employees, Managers, and Administrators need to complete within an HCM or ELM application only need to be completed on an occasional basis but can involve several steps. PeopleSoft HCM and ELM 9.2 continue to streamline and simplify these tasks for the users. By delivering embedded help for key transactions, users are able to access the information they need to navigate efficiently through these unfamiliar tasks and complete their transactions.
Detailed, embedded help now appears to users when they select the information icon available on group boxes, grids, or scrolls on a page. These page-specific instructions are designed to help users quickly understand what they need to do to complete the specific task at hand. The help appears in a modal window that can be moved but remains visible as users navigate through the page. Embedded help is easily configurable, enabling organizations to create, edit, and provide their own embedded help text, ensuring that it fits their particular business processes and meets the needs of their users.
Embedded help was initially delivered as part of the continuous delivery model in the PeopleSoft HCM and ELM 9.1 releases for many key transactions. Embedded help for many additional self service and administrative transactions are delivered in the HCM and ELM 9.2 releases.
Embedded Help for Reverse/Adjust Paychecks

October 2012
New PeopleSoft Online Help Solution
PeopleSoft is always searching for new ways to help our customers be more productive and efficient while using our applications. Based on industry best practices and customer feedback, we have redesigned our PeopleSoft help solution to include the following enhancements:
A modern user interface to engage with our application help content.
A new content structure that allows for a more intuitive help-content to application-page
relationship.
Business Process Map (BPM) graphical integration and navigation with the online help
documentation.
Embedded media, such as feature demonstration videos and audio files.
Starting with 9.2, PeopleSoft delivers our new help solution interface that looks and functions much like a website rather than our past book format structure for help documentation.
The new help solution offers you a navigation option similar to the websites you’re already familiar with using on a daily basis.
You have multiple ways to navigate to help information. You are able to access information:
Through the Help link on the application pages.
By browsing the related Business Process Maps.

October 2012
By browsing by product.
By using search mechanisms.
PeopleSoft’s new help solution offer s the same r obust documentation you’ve come to expect from us, but with many more options to access the help easily and quickly.

October 2012
When viewing the Business Process Maps that are delivered with our help documentation, you are able to click on links at various stages in the business process flow and be taken directly to the help documentation for that page.
Along with the new help solution we continue to deliver our very popular hosted documentation and downloadable PDFs. No matter how you might want to access our help documentation, PeopleSoft has made every option as easy and informative as possible.
PeopleSoft Continuous Delivery Model
Play Now
Oracle is committed to protecting the value of your software and delivering a superior ownership experience by continuing to support and invest in the PeopleSoft applications that you’re running.
As a part of this commitment to our customers, we are going to continuously deliver new capabilities and features for the industry-leading PeopleSoft applications – outside of major releases. We plan to do this in a manner that is less disruptive than an upgrade or reinstallation.
PeopleSoft plans to accomplish this by delivering new features and capabilities within each calendar year between major releases. We refer to these new features and capabilities as Feature Packs. You can obtain them through several existing mechanisms, such as:
Bundles and individual postings
October 2012
If you are a PeopleSoft customer and your organization is already live on the current release, you can obtain the latest capabilities by deploying either cumulative or delta maintenance packs, maintenance bundles, or individual postings. These include maintenance and feature packs as described in your documentation.
If you are upgrading from a previous release, or if you are a new customer installing the current release, you can make sure you have the latest capabilities by deploying the most recent revision recut from the Oracle Software Delivery Cloud.
The Revision recut media includes the latest General Availability software release, all of the maintenance postings up to the date of the revision recut, and all of the feature packs up to the date of the revision recut.
PeopleSoft plans on delivering Feature Packs at different times and over the course of a year between major releases through maintenance packs, bundles, and individual postings. Revision Recuts are planned for annual delivery through the Oracle Software Delivery Cloud. PeopleTools releases are planned for annual delivery through the Oracle Software Delivery Cloud. And new PeopleSoft application releases are planned for delivery every three years through the Oracle Software Delivery Cloud.
PeopleSoft Update Manager
Play Now
PeopleSoft Update Manager provides the tools a customer needs to reduce time, effort, and the cost of PeopleSoft application maintenance. On a regular schedule, PeopleSoft will deliver the most current PeopleSoft applications code and objects in the form of a PeopleSoft Update Image on a Virtual Machine. PeopleSoft Update Manager utilizes familiar tools like Change Assistant and Change Packager and provides a way for customers to select what they want to patch to their environment. With PeopleSoft Update Manager:
Your environment does not have to be current on maintenance.
You can select a single fix and have the system automatically find the needed prerequisites to go
with that fix.
You can “get current” on fixes by having the system generate a custom change package that suits
the current state of your environment.
Lifecycle Management
Cost and effort should no longer be the primary factors when customers decide whether to stay current on application patches and fixes. Unfortunately, the current process of patching with bundles and maintenance packs has made maintenance very expensive and time consuming. Some customers have tried to pick only some critical fixes only to find problems and costly delays when trying to apply critical, as-needed patches. Other times, customers have run into problems trying to discern the interdependency between patches. These kinds of problems compound over time and make it very difficult to get back to a fully patched environment.
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The PeopleSoft Update Manager tool alleviates many of these patching issues by:
Making it quick and easy to download a current PeopleSoft Update Image with the VirtualBox
technology.
Providing the customer with the ability to search on specific fixes by bug ID or by specific object
reference.
Generating a custom change package based on the customer selection and the patches already
applied to the customer environment.
Drawing updated objects from the most current PeopleSoft Update Image.
Automatically including prerequisite and post-requisite updates.
Providing the customer with a change package where each distinct object is called out only one
time and applied only one time in the correct sequence.
With the new update manager tool, there will be no more prerequisite bundles or maintenance packs. The custom change package contains only those required objects based on the customer selection; only one package needs to be applied; and distinct objects are applied only once to the customer environment. Customers will see immediate benefits in reduced time and effort for analysis and preparation, patching, and patching verification and validation.
PeopleSoft iPad Certification
Play Now
The Apple iPad and other tablet devices are growing in popularity, and now you can use these devices to access your PeopleSoft applications. PeopleTools 8.52 is certified on the Safari browser on an iPad running version 4.2 or later.
The iPad makes your PeopleSoft dashboards even more effective at providing important information at- a-glance. The certification of the Apple iPad browser enables you to view virtually all of the PeopleSoft application pages. That means you don’t have to wait for the development of multiple n ative iPad applications.
The PeopleTools certification on the Safari browser offers you not only the ability to use dashboards and workcenters on your iPad, but you can do almost anything on your iPad that you can do on your desktop systems. This exciting user interface platform has unlimited potential for enabling you to access your PeopleSoft application content from your mobile devices.
PeopleSoft Interaction Hub
The PeopleSoft Applications Portal has just been re-branded as the PeopleSoft Interaction Hub. As part of our ongoing efforts to deliver a richer user experience to PeopleSoft customers, PeopleSoft is now offering an extended restricted use license (login required) of the PeopleSoft Interaction Hub free with PeopleTools. This change extends the existing restricted use license to include the following additional capabilities:
Dynamic Unified Navigation. Enables customers to easily provide seamless, unified navigation
among their entire PeopleSoft application portfolio.
October 2012
Site-wide branding. Makes it easier to brand your ecosystem and provide a vivid, contemporary
appearance for your applications.
These additions augment the capabilities provided in the previous restricted use license, which remain available: creation and use of collaborative workspaces, and pre-built collaborative services for use in related content.
PeopleSoft is moving to deliver a contemporary user experience for your application users, and this license change supports that direction. In addition, the name change reflects our positioning of the PeopleSoft Interaction Hub as a primary means for unifying your PeopleSoft ecosystem, and providing a richer, web-site-based user experience rather than a pillared, application-based experience.
If customers want to use the PeopleSoft Interaction Hub for traditional portal purposes, they can employ the PeopleSoft Interactions Hub’s full capabilities such as multiple site deployment/management and content management by buying the full, unrestricted license. We are continuing to enhance the product. It remains part of Applications Unlimited and we have some exciting features planned.
PeopleSoft Talent Management 9.2 to HCM 9.1 Integrations
Talent Management applications enable you to understand your current workforce—what skills you have available and where they are being used. To best manage your business you need to understand what skills are critical to your organization and how well people with those skills are performing. You also need to anticipate where shortages of people, skills, or both a re likely to occur. Oracle’s PeopleSoft Talent Management applications empower you with that information so you can take action to acquire, develop, and retain your best workforce.
To ensure that our customers have the most current talent management options possible, Oracle provides PeopleSoft Talent Management 9.2 to PeopleSoft HCM 9.1 Integrations to connect our Talent Management 9.2 and Human Resources and Time and Pay 9.1 applications. These easily configurable integrations enable our HCM 9.1 customers to take advantage of the Talent Management 9.2 business process enhancements while retaining their existing HCM 9.1 implementation.
PeopleSoft Talent Management 9.2 to PeopleSoft HCM 9.1 Integrations provide PeopleSoft HCM 9.1 customers the ability to leverage the newest Talent Management 9.2 applications without requiring a full upgrade to PeopleSoft HCM 9.2. Because you’ll maintain your valuable data in a consistent PeopleSoft-to-PeopleSoft approach when using PeopleSoft Talent Management 9.2 to PeopleSoft HCM 9.1 Integrations, the time and resources required to maintain your system data is reduced and simplified. Some of the benefits include:
Consistent employee information
Recruiting Solutions
October 2012
ePerformance
Compensation
Career and Succession Planning
PeopleSoft Talent Management 9.2 to PeopleSoft HCM 9.1 Integrations highlight Oracle’s continued dedication to delivering greater capabilities to our customers with more flexibility and less disruption to their daily business operations. If you are an HCM 9.1 customer and you want the opportunity to license the new HCM 9.2 Talent Management applications and implement without an upgrade of your HCM 9.1 data, this solution offers you that option. Some of the benefits these integrations will provide you are:
Protecting and leveraging your existing investment in PeopleSoft.
Deployment of industry-leading talent functionality that provides best-in-class, enterprise level
Talent Management.
Increase in user adoption and a decrease in training costs resulting from a consistent user interface
and an enhanced user experience.
Maintaining a common security model that enables single sign on, streamlines processes, and
reduces the cost of security maintenance.

October 2012
PeopleSoft Human Capital Management and Enterprise Learning Management Release 9.2 Enhancements
PeopleSoft Human Capital Management (HCM) is a world-class, HCM solution for organizations of every size, region, and industry. Only Oracle has a global, web-based, single system HCM solution that covers every aspect of the HCM road map—from core human resources (HR) transactional functionality through service automation and delivery to integrated enterprise talent management solutions.
We continue to deliver new and enhanced functionality designed to help drive organizational effectiveness, provide decision support tools to facilitate intelligent business execution and offer customers more flexibility through the use of additional configuration options, integrations, and new tools capabilities.
PeopleSoft Human Capital Management and Enterprise Learning Management Release 9.2 deliver enhancements in these areas:
Core HR
Core Human Resources
PeopleSoft Core Human Resources continues to demonstrate innovation in delivering new ways to administer Human Resources for all users in the organization. In the PeopleSoft HCM 9.1 FP2 product release, we delivered significant enhancements that enabled multiple ways to navigate through Related Actions on the Organization Viewer, Manager Dashboard, and Talent Summary as well as through our Application Search. With more responsibility on managers and workers, it was critical to support this new paradigm.
Org anization V iewer Video Feature Overview
Play Now
Play Now
Play Now
In PeopleSoft HCM 9.2, we continue to focus on simplifying the interactions of managing and administering talent within an organization. As part of this investment, we are introducing new features:
Smart HR
Profile Management Enhancements
Smart HR
Smart HR is an extension of the feature delivered in a previous release commonly referred to as SmartHire or Template-Based Hires. Smart HR takes Smart Hire many steps forward by enabling you to configure any Personal Data, Job Data or Profile data transaction to simplify the user experience for the more general user. This could be a local HR administrator or a responsible manager that has access to administer many transfers or hires. Smart HR, similar to Smart Hire, enables you to configure your templates to automatically make them effective as soon as they are entered or require an Administrator or HR to review or complete. This provides significant flexibility in configuration for the local administration of changes that occur frequently without requiring full administration on the part of HR.
Smart HR provides the configurability setup of the template by section as well as configures prompts. In addition to what is displayed on the page, you are also able to define the user’s experience in accessing sections. Once the Smart HR template is configured, security is granted to the user and they can access the correct template as well as applied data security.
October 2012
Setting Up Template Transaction Types and Templates
Use the new Template Transaction Type component to identify a templates use, indicate what sections are permitted in a template, and define which components will be updated during the Smart HR process. Transaction types can also be used to determine which users have security access to a template.
The Template Transaction Type component, Components page showing which components will be updated when using this template
Associating the transaction type with a template

October 2012
You can also indicate whether the section should be displayed in Tabular format or Grid format. The Grid format is for multi-row sections such as Profile Management items, addresses, phone numbers, e- mails, and so forth.
Smart HR – Sections Configuration
Adding and Managing Transactions

October 2012
A new Manage Transactions component enables HR Administrators to view hire and non-hire transactions that are in draft status, require HR review prior to committing to the database, encountered errors upon saving and require a HR administrator's review to complete the transaction, or to view a list showing all transactions with these statuses.
Manage Transaction page
Headcount Pivot Grids
PeopleSoft HCM 9.2 uses the new pivot grid technology available with PeopleTools 8.53 to deliver headcount pivot grids. Pivot Grid functionality provides grid and chart visualization, the ability to filter data by any dimension and drill down on facts to the individual detail level. Using Pivot Grid functionality to generate a headcount report enables the end-user to generate and view headcount information in a graphical format as well as pivot and filter data to present data from different views for analysis.
As part of PeopleSoft HCM 9.2, we deliver four pivot grids:
Administrator – Headcount Movement
Enables administrators to compare the distribution of the organizational population by employee,
contingent worker, and persons of interest, based upon current job effective dated rows.
Administrator – Current Headcount Profile
Shows administrators all job actions that occurred during the specified reporting period.
Manager – Headcount Movement
Allows managers to compare the distribution of the organizational populat ion by job code based
upon current job effective dated rows.
Manager – Current Headcount Profile
Displays job actions of those that report to the logged-in manager that occurred during the specified
reporting period.
October 2012
The pivot grids are accessible from the Direct Reports pagelet on the Manager Dashboard as well as through the traditional menu. To provide flexibility, prompts can be defined to enable the user to display the data they need in the pivot grid.
Filters can be applied to the data to further slice it for analysis. Once the results are rendered, the user is able to drill down to the data details and interact with the data in a table format.

October 2012
Current Headcount Profile pivot grid for the administrator showing the bar chart
As organizations enable managers to make more strategic decisions on their talent, it is critical to empower them with the proper tools to support this while maintaining data privacy. The delivered Headcount pivot grids provide users with the flexible analytics they need without the need to export data to a spreadsheet, thereby ensuring proper data security.
Profile Management Enhancements
Profile Management provides a configurable framework to develop and manage person and non-person profiles.
PeopleSoft HCM 9.2 delivers the following Profile Management changes and enhancements:
Oracle Secure Enterprise Search Implementation (Replacement of Verity)

October 2012
As part of the new implementation, the scoring algorithm for search queries including rating properties as elements has changed. The new scoring algorithm is as follows:
Search for relevant jobs matching person’s qualifications:
If the target has a matching item with a higher rating, then it will score < 100%
If the target has a matching item with the same or lower rating, then it will score 100%
If the target has a matching item with a lower rating, then the “person overqualified” symbol will
display on the Compare page for that target profile item.
Search for people that most closely match the requirements of a job:
If the target has a matching item with the same or higher rating, then it will score 100%
If the target has a matching item with a lower rating, then it will score < 100%
If the target has a matching item with a higher rating, then the “person overqualified” symbol will
be displayed on the Compare page for that target profile item.
Search for people with certain qualifications or jobs with certain criteria: (uses fit-gap scoring
method)
If the target has a matching item with the same rating, then it will score 100%
If the target has a matching item with a lower or higher rating, then it will score < 100%
The Compare page will not display the “person overqualified” symbol in the legend since this
does not apply
An additional feature of the SES implementation is the incorporation of the Direct Reports tables into the index build process. This replaces the previous Build Manager List transaction (Set Up HRMS > Product Related > Profile Management > Profiles).
The process that incrementally updates the profile indexes is now tied to the incremental update process for Direct Reports. As supervisor changes occur, they are automatically reflected in the person profile index without requiring any additional processes to be run. This streamlines these supervisor changes, providing more accurate and timely information and data for both Manager Self Service and Compare Profiles.
Additional Profile Enhancements
Inclusion of related items in the search and compare process
Person to Role matching has been expanded to apply to any profile type or content type.
Content item descriptions now support more than 30 characters.
When defining new content items, the assigned item codes are no longer required to be unique
across all content types unless it is an item for one of the following legacy content types:
competency, license, membership, honor/award, test, language, degree.

October 2012
Integration between the Profile Management profile and Smart HR
Custom Prompts in Profile Properties
PeopleSoft HCM 9.2 provides more flexibility to add profile properties whose values can come from a custom list of values (manual entry) or from an external table. In previous releases only certain profile properties could use custom dynamic prompts. This functionality has been extended to allow other profile properties to also prompt values.
The list of values can be defined in two ways:
1. An internal self-contained list within the custom prompt definition, or
2. An external prompt table with which the customer definition is associated.
Custom Prompt page using a custom list

October 2012
Custom Prompt page using a prompt record
PeopleSoft Profile Management delivers twenty new user defined properties, JPM_PROMPT_1 through JPM PROMPT_20. The profile type configuration now includes the Prompt List Name attribute in the properties grid of the Content Section page for those user defined attributes that have a dynamic prompt table.
Content Section page using a custom prompt

October 2012
A person’s profile using a custom list prompt
Related Items in the Search and Compare Process
Additional search capabilities have been added for related items, such as sub-competencies, so they can be included as search query elements when the parent item (Competency) has been specified.
When a content item has related content, the Related Items icon will appear on the Search Criteria page for those content types that have the same subsection defined for both the source and target profile types of the search.
Search and Compare Profiles page showing the new Related Items icon

October 2012
Sub-Competencies that are related to a competency item
The Match Results page will display sub-items underneath the parent item, slightly indented from the parent content type.
Person to Role Matching
Previously, the Competency Match functionality compared the competencies and accomplishments of a Person profile to a Role profile. In HCM 9.2, this functionality has been expanded to address any non- person profile (not just Role) and any defined content type.
The components within the Workforce Development, Profile Management, Profiles, Profile Matching menu enable you to compare the competencies and other profile content of an employee's profile against those required by a non-person profile, or a group of employee profiles against a non-person profile for a job task.

October 2012
Employee Profile Matching component
Compensation
PeopleSoft Compensation 9.2 is delivering an enhanced overall self-service user experience by facilitating user access to the right data at the right time. HCM 9.2 simplifies the mechanism by which users locate information while providing enough information, data, and simple-to-use analytical tools to support critical compensation decisions.
The areas of focus include:
Open Compensation Cycle Job Changes
Compensation Pivot Grids
New Compensation History Page
Open Compensation Cycle Job Changes
Previously, customers had to suspend all human resource transactions during open Compensation cycles. PeopleSoft Compensation 9.2 now enables transactions such as salary, currency, or status changes to occur without impacting the employees included in an open or pending Compensation cycle. Customers can configure how the application will handle exceptions for each cycle including whether the budget funded amount should be excluded from the proposed budget or not. Additionally, configurable informational alerts are displayed on the manager self service compensation allocation page next to each employee impacted by a change in salary, currency, or status.

October 2012
The benefits of open cycle job changes include:
Accounts for changes in Salary, Currency, and Status (active vs. inactive).
Handles exceptions for each cycle based on flexible customer configuration.
Enables configuration of which job code will be used when the cycle is closed.
Optionally extends the duration of open cycles or have multiple cycles per year without suspending
all Human Resource transactions.
Provides configurable instructions and alerts to managers whenever a change has occurred.

October 2012
View an alert message about a job change during the open cycle
Compensation Pivot Grids
PeopleSoft Compensation 9.2 provides managers and administrators the ability to analyze employee compensation data — with powerful Excel-like pivoting capabilities — without having to leave the PeopleSoft application. The delivered Compensation pivot charts are designed to support a manager’s decision to justifiably allocate compensation increases across his/her organization. Additionally with 9.2, administrators have insight into the progression of compensation cycles and provide management with consistent tracking reports.
PeopleSoft Compensation 9.2 delivers the following Compensation pivot grids:
Salary Analysis - Allows managers to compare compensation by position, location and department.
Compensation Distribution - Shows the distribution of current employee salary information by salary
range relative to minimum, maximum, and midpoint.
Salary Increase by Performance - Shows the average proposed salary increase in percentage that
is given to employees by performance rating. Information provided in this chart helps managers to
determine the appropriate employee rewards commensurate with their performance level.
Variable Compensation by Performance – Shows the total proposed amount of cash-type variable
compensation given to employees by performance rating. Information provided in this chart helps
managers to better allocate additional variable compensations to employees commensurate with
their performance level.
Cycle Guideline Alert – Shows administrators the numbers of approved allocation proposals that fall
in as well as outside the recommended salary increase guidelines.
Cycle Tracking - Provides visibility into the real-time progress and status of proposals in open
compensation cycles.
October 2012

October 2012
Use the Cycle Tracking Pivot Grid to view the current status of proposals in a compensation cycle
Improved Usability for Requesting Ad Hoc Salary Change

October 2012
Request Ad Hoc Salary Change
Compensation History Page
The PeopleSoft Compensation History page is one of the most frequently viewed pages in all of HCM self service. It contains key information that managers often use to make important job, career, and salary decisions for their employees.

October 2012
Compensation History page

October 2012
ePerformance
Organizations each have their own processes for reviewing Employee performance based on the needs of the business and its organizational culture. The process is frequently seen by employees and managers as a tedious burden.
PeopleSoft ePerformance 9.2 delivers several new features that focus on simplifying the appraisal process, allowing it to proceed as smoothly and efficiently as possible. The new features include:
Integrated ePerformance Workcenter
Integrated ePerformance Workcenter
The performance review process frequently requires a lot of back and forth between a manager and his or her employees. The entire process can span over a year or the life of a project with multiple checkpoints and target deadlines along the way. Keeping track of each of the steps, where you are in the process, and the various checkpoints and due dates can be difficult for both managers and employees.
A new integrated ePerformance Workcenter is delivered in the HCM 9.2 release that will streamline the performance process and simplify the user experience for both managers and employees. The Workcenter combines the capabilities of Workcenters with features of Activity Guides to provide one page for a user to view and edit their performance documents in a guided process. Each step is outlined in the left side of the Workcenter along with the process flow, the current progress for each step, and any due dates for the various checkpoints. This allows users to view the performance management business process steps, understand current progress, and easily access the appropriate document section required to take action.

October 2012
ePerformance Workcenter
Mid-Period Reviews
Organizations have found that conducting performance reviews on an annual basis is too infrequent for most employees and that more feedback should be provided on a more frequent basis to positively impact employee and business performance.
PeopleSoft ePerformance 9.2 delivers an updated process flow that supports a new step called Track Progress for mid-year reviews. This step is configurable by the administrators and will allow for up to 11 interim review periods within a single performance cycle. Each of these mid-period checkpoints are incorporated into the ePerformance Workcenter to ensure a consistent, simple to use performance process.

October 2012
Enter comments in a mid-point checkpoint and share them with the other party in ePerformance Workcenter
The comments recorded in the document can be automatically copied to the employee and manager evaluations if configured, making it easier for both the manager and employee to reference the information, rate the performance, and finalize their evaluations.
ePerformance Integration with Outlook
Generating Outlook Task Reminders for Review Tasks

October 2012
Outlook task reminding user of a performance review task that needs to be completed
Capturing Outlook Email Content as Performance Notes
Frequently, comments and kudos regarding an employee’s performance are sent to their managers throughout the year. This is valuable feedback that can be overlooked or forgotten when it comes time to create and submit performance appraisals.

October 2012
Adding email content to performance document as performance notes
Integration of ePerformance and Career and Succession Planning

October 2012
View employee’s career planning summary in ePerformance Workcenter

October 2012
Click a performance rating on the Manage Succession Plans page to view the performance document of a succession candidate in a modal window
View performance document from Succession Planning

October 2012
Plan Careers
The Plan Careers business process in Human Resources ensures that organizations use employee talents to the fullest and provides important data for succession planning. Career planning enables you to assess and rank workers, record job preferences, create career paths, develop long-term goals, assign mentors, identify competencies, devise training plans, and create development plans.
Integration with ePerformance
In release 9.2, HCM delivers the capability to link the ePerformance business process to the Career Plan and Succession Plan pages through integration. It provides managers easy access to employees’ performance documents and ratings while reviewing their career paths or succession information.
A hyperlink is added on several Succession Planning pages that will allow the Administrator or Manager to open the employee’s most current completed performance document. This link is enabled when the system finds a completed performance document for the employee that matches the Document Type specified in the Succession Planning Setup.
The following enhancements are included for all HCM 9.2 customers:
A new section to link the ePerformance business process to the Career Plan and Succession Plan
pages.
Career Plan Summary: Special processing flag for Managers to support the career planning
information.
Career Planning Self-Service for Managers
Managers can perform the same activities for their direct reports that employees perform for themselves. Except for the employee’s personal career path, managers can access an employee’s profile and career plans. Managers can also enter ratings of potential and forced ranking for employees by using the manager self-service career planning pages.

October 2012
Manager Self Service - Manage Career Plans page
Career Plan Summary in ePerformance
ePerformance integrates with the Career Planning functionality in Succession Planning to provide managers easy access to employees' career and development data while working on employees' evaluations. The information, displayed under the Career Plan Summary section of the document, shows the employee's current career plan at a high level and includes a link to update this information in the Manager Self Service menu.

October 2012
Section Definition setup in ePerformance
Plan Successions
Succession Planning is the process of identifying long-range needs and cultivating a supply of internal talent to meet those future needs. The process anticipates the future needs of the organization and assists in finding, assessing, and developing the human capital necessary to successfully carry out the strategy of the organization. PeopleSoft Succession Planning 9.2 enables your organization to develop multiple succession plans.
Access performance rating for each employee as a hyperlink from Manage succession plans page.
Map Rating page to enable the ratings from a Rating Model.
Access performance rating for each employee as a hyperlink from Maintain succession plans
page.
Access Overall Rating as an hyperlink for each candidate or talent pool members.
Succession Planning Self-Service for Managers

October 2012
In PeopleSoft Succession Planning 9.2, the new feature in Manager self-service succession planning enables the following additional views to enhance usability:
Add the Performance Rating with a link to the performance document.
Remove the Performance Document Hyperlink at the bottom of the Incumbent Details section.
Move the Career Development Plan in the column next to the Performance Rating
Manage Self Service – Personal Details in Incumbent details

October 2012
Manager Self Service – Performance and Career in Incumbent Details
Defining Rating Boxes
Use the Define Ratings Box page to define matrices that graphically represent employee rating assignments, such as a 9-Box for performance versus potential. You can use ratings boxes in succession plans or talent pools to assess employees in relation to other employees.

October 2012
Define Ratings Box page
October 2012
Preview Ratings Box page
Rating Candidates

October 2012
Succession Plan - Candidates page
Managing Talent Pools
You can manually add internal and external individuals to talent pools based on performance and potential analysis. Add internal individuals automatically using Profile Manager's search and match feature. Depending on your organization's practices, readiness is a key monitor factor for talent pools. You can manually specify each employee's readiness based on criteria established by your organization.

October 2012
Manage Talent Pools – Performance and Career page
Other Enhancements
Succession 360 – Usability Enhancements
The Usability enhancements in PeopleSoft Succession Planning 9.2 utilize the secondary pages that facilitate adding candidates and thereby reduce the number of navigations.
Enable editable fields in Succession 360 Candidate Grid with add candidates facility.
Provide ability to Assign Box Ratings for new and existing candidates.
Enable editable fields in Succession 360 Candidate Grid with add candidates facility

October 2012
Succession 360 Candidate Grid
Assign Box Ratings for new and existing candidates

October 2012
Successor Details Page
Enterprise Learning Management (ELM)
Learning Management is a critical component to ensuring that an organization’s talent has the skills and competencies required to meet corporate objectives and to stay in compliance with legislation and regulations. Training is typically seen as outside of an employee’s day to day tasks, so simpl ifying the training process and allowing employees to get in and out quickly improves employee productivity.
PeopleSoft Enterprise Learning Management 9.2 delivers new and enhanced features that provide targeted learning to the appropriate learners and streamline the learning tasks for both employees and managers. The new features include the following:
Learning Home
October 2012
Learning Pivot Grids
Announcements
Learning Home
Organizations and their employees demand simple, usable self-service applications for all of their business processes, learning management included. PeopleSoft ELM 9.2 delivers an easy-to-use Learning Home homepage for all ELM users.
Learning Home
October 2012
Delivered Pagelets
The following pagelets are delivered for the ELM 9.2 Learning Home:
Pagelet Purpose
Quick Links Provides one-click navigation to the most frequently accessed transactions based on the users’ roles.
Announcements Displays targeted announcements that can link directly to learning.
Search for Learning Provides a simple keyword search to find learning quickly.
Pending Approvals Lists approvals that can be adjudicated directly from the homepage.
My Current Learning Lists current learning that can be viewed and launched.
Team Learning Provides a quick view of the learning status for a manager’s direct reports.
My Learning Calendar Displays a calendar of learning events in an easy-to-use format.
My To Do List Presents outstanding learning tasks that you can access directly.
Highest Rated Learning Lists available learning that others have found useful.
Most Enrolled Learning Lists learning opportunities that many others have completed.
New Learning Lists newly available learning opportunities for the user.
Learning Compliance Displays for managers and learning administrators a pivot grid of learner statuses.
Survey Results Displays for managers and learning administrators a pivot grid of survey results.
Personalizing the Homepage

October 2012
Content Personalization
October 2012
Layout Personalization
Intuitive Learning Search

October 2012
Find Learning page
Learning Facets
The learning search provides relevant learning facets so that learners can filter their search results by location, category, date, learning type, upcoming events, and even rating. Administrators can configure additional facets to meet the needs of their organizations.
Ratings and Reviews
The Find Learning page utilizes the new Ratings and Reviews feature to further enhance the learning search. This feature enables learners to provide input and opinions about the learning content that are then viewable by others in the search results.
Modal Pages
Learners can now view any additional information they might need using the modal pages that are accessible from the Find Learning page, such as the Course Details modal page. This keeps learners from having to navigate away from the search results to make an informed decision.
One Step Enroll and Launch
For web-based learning, learners can be enroll in and launch learning content with the push of one button on the Find Learning page.
Enhanced Self Service

October 2012
Uploading Photos
Employees are able to personalize their pages by adding their own photos. These photos, along with their name and simple navigations are visible on each self-service page. A link back to the Learning Home is available on every self-service page and in the header of the application.
My Learning Page
ELM 9.2 also delivers a new My Learning page, which provides learners with user-friendly summary of their classes, courses, and learning objectives. The My Learning page utilizes the Ratings and Reviews feature, enabling learners to rate and write reviews for completed learning items.
My Learning page

October 2012
Certificate of Completion
Learning Pivot Grids
ELM 9.2 introduces two new pivot grids that are available as pagelets on the Learning Home homepage: Learning Compliance and Survey Results.
Learning Compliance Pivot Grid

October 2012
PeopleSoft ELM 9.2 delivers a Learning Compliance pagelet that provides a graphical view of the status of employees for a given class, course, or program.
Learning Compliance pagelet

October 2012
Learning Compliance Pivot Grid
Survey Results Pivot Grid

October 2012
Survey Results pagelet

October 2012
Survey Results Pivot Grid

October 2012
Survey Results Report
October 2012
Configurable Labels
To conform to industry standards for learning terminology, for ELM 9.2, the terms Activity and Catalog Item have been changed throughout the application to Class and Course, respectively. However, to provide customers with flexibility when it comes to learning terminology, the Text Catalog has been updated to enable you to modify the labels for all employee and manager self-service pages.
HCM and ELM Integration Activity Guide
Configuring and monitoring the full synch integration between HCM and ELM requires multiple steps and a lot of back and forth between the ELM and the HCM databases.
To streamline this process, PeopleSoft ELM 9.2 delivers an HCM to ELM Integration Activity Guide using the PeopleTools Activity Guide feature.
Integration Questionnaire
The first step of the Integration Activity Guide involves a questionnaire designed to help you determine which full synch processes you intend to run. This ensures that the correct full synch processes are included in the guided process for your organization.
Integration Activity Guide Questionnaire
Integration Activity Guide

October 2012
HCM to ELM Integration Activity Guide
Announcements
PeopleSoft ELM 9.2 delivers an enhanced Ad Hoc Notifications and Announcements page that enables you to generate announcements that appear on the Announcements pagelet of the Learning Home. Using this page, you can specify when the announcement is posted, when it expires, and to whom it is sent.
Ad hoc Notifications and Announcements page (1 of 2)

October 2012
Ad hoc Notifications and Announcements page (2 of 2)
The Announcements pagelet displays a user’s active announcements. You can click on each announcement to open a modal page that enables you to view the entire announcement along with any links or attachments associated with it.
Announcements pagelet
October 2012
Announcement modal page
Automatic Drops for Terminated Employees
ELM 9.2 includes an enhancement to the Workforce FullSync (LM_LD_WKFC) process. It now automatically drops any classes with a status of Enrolled, Pending Approval, Waitlisted or In Progress for all learners that are terminated. The system overrides the Last Drop Date and ignores any drop charges.
Recruiting
Recruiting is a key function in maintaining the productive workforce needed to support your current business and new initiatives. In today’s business environment, r ecruiting, like other key organizational functions, is challenged with improving efficiency without compromising quality. For some positions, recruiters are challenged to find well-qualified candidates; for other positions, recruiters need to narrow down a very large pool of candidates to those best suited for the organization. Recruiters and hiring managers need to be able to quickly identify the top applicants for their positions and engage with those candidates.
PeopleSoft Recruiting Solutions 9.2 focuses on enhancing usability in two key areas. Changes in Candidate Gateway are focused on making it simple and intuitive for candidates to successfully apply for open positions, providing your organization with a pool of applicants to fit your needs. For recruiters and hiring managers, new pages are designed to make them more productive as they evaluate candidates and disposition them through the recruiting process.
Key features delivered for recruiting include:
Guided navigation for the Candidate Gateway application process to make it easier and more
intuitive to complete an online job application.
Redesigned Candidate Gateway pages to enhance all aspects of a career search.
Increased configurability of Candidate Gateway sites to boost employment branding and improve
job searching.
October 2012
Candidate Gateway password controls to improve security.
A Recruiting Home page that brings together key recruiting information in a single dashboard.
Recruiting pivot grids for data analysis.
Enhancements for managing job openings, including a funnel view of all applicants for a job
opening.
Charts that present relevant information about specific job openings.
Enhancements for managing applicants, including one-click access to common actions.
A single page for managing an individual application through the entire recruiting process.
Enhanced browsing and searching for job openings and applicants.
Improved usability and efficiency for recruiting activities throughout Talent Acquisition Manager.
A configurable job opening creation process that presents role-appropriate fields to hiring managers
and recruiters who are working together to create a job opening.
A configurable recruiting process that presents users with context-sensitive menus of actions and
dispositions.
Candidate Gateway Guided Application Process
Candidate Gateway 9.2 enhances the applicant experience with a new guided application process that is intuitive to understand and follow. An attractive visual representation of the application steps persists across all application pages, showing applicants where they are in the process and increasing the successful completion rate.

October 2012
Guided application process
Terms and agreements that previously appeared at various stages during the application process are now presented all together at the start of the process. This lets applicants know the requirements of your organization before they begin their application, and they can opt not to apply if the terms do not suit them.
If a job opening includes prescreening, the prequalify step now occurs before applicants provide their resumes, ending the process for unsuitable applicants earlier than in the previous release.

October 2012
Review and Submit step
Candidate Gateway Usability Improvements
Redesigned Candidate Gateway pages significantly improve applicants' abilities to manage their career searches. Applicants will enjoy usability improvements across all areas of Candidate Gateway.
Searching enhancements include an expanded basic job search that enables applicants to specify one or more locations and one or more job functions or job families.

October 2012
The Job Search page
Account management enhancements include a requirement that applicants provide a name when they register for an account. The process for requesting assistance with forgotten user IDs and passwords has also been improved, and you can now configure the system to require applicants to provide an email during registration, ensuring that applicants will have a way to retrieve their forgotten credentials.
Expanded registration fields
October 2012
Configurable Careers Sites
New site configuration options provide more control over the applicant experience on your careers websites.
You can now display an optional branded welcome page that appears when applicants first access the site. This provides an opportunity to give candidates additional information about your organization or the application process before they begin.
An optional welcome page provides branding opportunities
Job search configuration options enable functionality such as searching by job family or job function, displaying hot job indicators in the search results, and choosing whether applicants initially see a basic job search or an advanced job search. Additionally, you can now control whether applicants are allowed to apply without a job opening.
Options that enable you to control the job application process mostly relate to the new Start step. You can control which terms and agreements the applicant must agree to before continuing past the start step, and you can provide instructional text or other notices as well.

October 2012
Expanded site configuration options
October 2012
Password Controls for Applicants
To provide enhanced security for Candidate Gateway, new password control options apply to passwords that applicants create in Candidate Gateway. Use password controls to configure expiration periods, password strength requirements, and allowable password matches.
Password Controls
Recruiting Home Dashboard
Recruiters can be responsible for filling dozens of job openings with large volumes of applicants for each of those jobs. They need to be able to look at their job openings, determine what needs to be done, and quickly take appropriate actions.
The new Recruiting Home gives recruiters, recruiting managers, and hiring managers a central dashboard for launching and performing recruiting activities. This page contains a collection of pagelets that show key alerts, metrics, schedules, and lists of the user's job openings and applicants.

October 2012
Recruiting Home Page
Quick Links Quickly link to frequently performed job actions
Browse Job Openings Use the new SES keyword search for job openings and see faceted search results
Browse Applicants Use the new SES keyword search for applicants and see faceted results
Time to Fill Recruiting metric that shows the time to fill job openings over a given period
My Job Openings View key information about job openings, categorize job openings, view the total number of applicants, and see how many new applicants have not yet been reviewed or acted on.
My Applicants View key applicant information, send email correspondence to an applicant, and review resumes and applications.
My Alerts View upcoming events, actions that need to be taken, and follow-up items to be pursued
Today’s Interviews View today’s interview schedule or access your full interview calendar.
My Applicants Lists Manage personal collections of applicants

October 2012
An additional pagelet for recruiting managers displays data for the job openings assigned to recruiters in the manager’s organization. The pagelet includes information for each recruiter as well as overall metrics for the organization.
Recruiting Manager Summary pagelet
Recruiting Pivot Grids
PeopleSoft Pivot Grid functionality enables users to visually display data and organize it on the fly by performing operations such as pivoting and filtering. Recruiting Solutions delivers four pivot grids that provide graphic views of important performance measures:
The Job Openings Open and Close Trend chart shows the number of openings that were opened
and closed each month.
The Job Openings Aging Analysis chart shows the number of open job openings of various ages.
The In Process Applicants chart shows the distribution of dispositions for applicants who are being
considered for job openings.
The Time to Fill chart shows the average number of days to fill for job openings that were filled
each month.

October 2012
Recruiting pivot grids
Manage Job Opening
The Manage Job Opening page provides a comprehensive view of job opening data and recruiting activities. Talent Acquisition Manager 9.2 offers significant productivity enhancements for managing job openings.
A new toolbar enables users to take actions on the job opening and perform navigations quickly and efficiently.
The numbers of applicants in each phase of the recruiting process are prominently displayed in a phase progression bar. (As in previous releases, implementers associate dispositions with the appropriate phases). The phase bar also provides one-click filtering so you can easily restrict the applicant list to include only applicants in a particular phase.
Within the applicant list, users now have easy access to the most common recruiting actions. With a single click, users are able to disposition the applicant as reviewed, route the applicant to others for recommendations, manage an applicant’s interview schedule, reject an applicant, or view the candidate’s application. Additional actions to disposition or manage candidates are easily accessed using the Other Actions drop-down menu.

October 2012
Individual users can assign personal categories to job openings to facilitate searching and sorting. The process is similar to how users might categorize email in popular email clients: click the current category indicator (located on the new toolbar), and when the list of categories appears, click the desired category. Users can personalize category names and sort order.
The redesigned Manage Job Opening page
Related Content for Job Openings
The Manage Job opening page uses the related content framework to deliver two new graphical analytics for job openings:
The Applications Received versus Applications Rejected chart shows the number of applicants
rejected and the number of new applicants for the job opening over time. You can choose whether
to view weekly numbers or monthly numbers.
The Recruiting Phases chart shows the percentage of the job opening’s applicants currently in each
phase.

October 2012
Related Content frame displaying the Recruiting Phases chart
Manage Applicant
The Manage Applicant page has been redesigned to increase recruiter efficiency.
As with the Manage Job Openings page, one-click actions let the recruiter quickly view applications and resumes, mark the applicant as having been reviewed, route the candidate for further review, schedule interviews, reject the applicant, and print the application.

October 2012
Manage Applicant page
Manage Application
The new Manage Application page provides a unified view of all recruiting activity for an applicant for a particular job opening.
The applicant's current disposition appears alongside one-click actions for common recruiting actions, and a drop-down menu provides access to additional actions.
A set of tabs displays detailed information about each recruiting phase that the applicant has gone through. Users can review:
The job application, resume, and questionnaire results.
Applicant notes
hiring details.
checklists.

October 2012
The Manage Application page
Recruiting Solutions 9.2 includes several search enhancements.
Oracle Secure Enterprise Search (SES) replaces Verity as the search engine for searching applicants and job postings. SES faceted searching drives the reinvented Browse Job Openings page and the new Browse Applicants page.

October 2012
SES faceted searching enables multidimensional filtering on the Browse Job Openings page
Talent Acquisition Manager Usability
Redesigned pages throughout Talent Acquisition Manager significantly improve users' abilities to manage the recruiting process. The improved user experience is apparent during all recruiting activities and phases. For example:
The cloning process for job openings now enables you to specify posting titles and statuses for the
clones, and the links to the newly created job openings are available on a new clone confirmation
page.
When you link an applicant to a job opening, you can see which job openings have screening
questionnaires that the applicant will need to answer.
The screening results page now includes summary information for each screening level, including
the number of applicants screened, the number who passed, the number who failed, and the
number who have not yet had their screening results applied.
The routing process now enables users to enter comments to be sent in the routing email.
The interview calendar has been redesigned, offering improvements for users in accessibility mode
as well for sighted users.

October 2012
Clone job opening enhancements
Flexible Job Opening Creation Process
Organizations where hiring managers and recruiters are each responsible for supplying certain job opening data will benefit from the availability of the new flexible job creation process.
This flexible process enables organizations to configure which job opening fields are visible to which recruiting roles during the job creation process. Different flexible process definitions can be applied based on a job opening’s business unit, job family, job code, department, and location.

October 2012
Field visibility settings for a hiring manager
Flexible Recruiting Process
The new flexible recruiting process enables organizations to establish different recruiting processes for applicants in specific dispositions. These role-based processing rules include:
Valid disposition transitions (these rules can also be different for internal and external applicants).
Valid actions.
As with the flexible job creation process, different flexible process definitions can be applied based on a job opening’s business unit, job family, job code, department, and location.
Based on the rules you set up, users who are performing recruiting actions or manually dispositioning applicants are presented with a limited list of appropriate choices.

October 2012
Allowed actions and transitions for applicants in the Offer disposition
Payroll for North America
PeopleSoft Payroll for North America combines an innovative approach to payroll processing with a full- featured system designed to ensure that you are always in control, on time, and processing payrolls with maximum efficiency. Whatever the size and diversity of your workforce, Payroll for North America provides all of the tools you need to run an efficient payroll operation. You can calculate earnings, taxes, and deductions, maintain balances, and report payroll data.
Self-Service Paycheck Modeler
Play Now
Oracle is proud to introduce the new self-service Paycheck Modeler. Paycheck modeling enables employees to simulate changes to their paycheck without updating the production tables. The goal of sel

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