HRMS & Payroll
Wednesday, February 15, 2006
Connecticut State Governments integrated Financial, HR and Payroll System
I came across the Core CT site today and found it to be a site with a wealth of information relating to systems implementation.
According to the site:
Core-CT is the system that has replaced Connecticut state government’s core financial and administrative computer systems including central and agency accounting, accounts payable, payroll, time and attendance, worker’s compensation, personnel, and other legacy systems. For years before Core-CT was implemented, these systems were plagued by poor integration, redundant data entry, and time-wasting reconciliation. They were written in a number of different languages, resided on many platforms, and included numerous databases. This older technology was not adaptable to workflow and e-commerce.
The state’s central administrative agencies - the Office of the State Comptroller, the Departments of Administrative Services and Information Technology, and the Office of Policy and Management - banded together to undertake the transition to a new, integrated system encompassing virtually all major administrative functions and all executive-branch state agencies. The system uses enterprise resource planning (ERP) software to tie together all functions, using an integrated suite of software applications, a common database, and a unified technical architecture.
The Core-CT fact sheet outlines what modules and systems were implemented as follows:
Core-CT is Connecticut state government’s central financial and administrative computer system. Using PeopleSoft’s ERP suite, the system encompasses central and agency accounting functions, including modules for general ledger, purchasing, accounts payable, accounts receivable, billing, assets, and inventory, with projects and contracts scheduled to be implemented in 2006; as well as PeopleSoft’s Human Resource Management System, with modules for payroll, time and labor, human resources, and benefits. Core-CT covers all these functions for executive branch agencies, and some of its functions are also used by the Judicial Branch, the General Assembly, and state institutions of higher education. In addition, Core-CT uses PeopleSoft’s EPM ad-hoc reporting function to allow queries on its vast database.
Currently, the system uses PeopleSoft Financials version 8.4 but will be upgrading to version 8.8 around July 2006; HRMS uses PeopleSoft version 8.3 and will be upgrading to 8.9 around May 2006. Some 7,600 state workers use Core-CT. They pay the state’s bills in a $15.3 billion annual budget (fiscal year 2006), including the payroll for all state employees.
Launched in 2003, Core-CT is based at the Department of Information Technology’s East Hartford, CT office; it is managed jointly by the Office of the State Comptroller, the Department of Administrative Services, and DOIT; these agencies hold the statutory authority for the system’s functions. Approximately 150 people work in the development and maintenance of Core-CT.
Other interesting areas of the site include the Presentation Library, Document Library and Chart of Accounts Documentation. I also thought the catalog of online financial reports provides a good example of how reports should be documented.
e-mail this article • Administration •Documentation •Training •Presentations •Modules •HRMS & Payroll •Other Enterprise Systems •Peoplesoft • (1) Comments • Bookmark this to del.icio.us • Permalink
Tuesday, March 01, 2005
Oracle Software Prices
What is the official list price of all Oracle products?
Oracle posts the list price on their site. Next to the database, application server and tools, you find the price metrics for all the e-Business Suite modules.
For HRMS, these are the prices per person:
- Human Resources: US$50
- Self-Service Human Resources: US$35
- Advanced Benefits: US$40
- iRecruitment: US$50
- Payroll: US$60
- Time and Labor: US$35
- HR Intelligence: US$25
I wonder what the definition of ‘a person’ is in case of iRecruitment. Is it an applicant, is it an employee? And do you need licenses for all contacts of an employee when licensing core HR?
e-mail this article • Administration •Pricing •Modules •HRMS & Payroll • (0) Comments • Bookmark this to del.icio.us • Permalink
Tuesday, October 12, 2004
Oracle Enterprise Planning and Budgeting exists next to Public Sector Budgeting
Oracle Enterprise Planning and Budgeting is released and is the successor of the Financial analyzer and the Sales analyzer. According to the frequently asked questions, there is still room for a PSB implementation.
Does EPB replace Oracle Public Sector Budgeting (PSB)?
No. The initial release of EPB is a generic product and does not include some of the Public Sector market specific features (i.e. Position Budgeting, Integration with HR Position Control, Posting Budget Journals and Budget Revision) available in PSB.
Will a future version of EPB support PSB features?
The strategic direction of EPB is to provide industry templates and extensions on top of the generic functionality. For the Public Sector market the extensions will leverage Public Sector market specific features (i.e. Position Budgeting, Integration with HR Position Control, Posting Budget Journals and Budget Revision) available in PSB today. This will be achieved by tightly integrating EPB and PSB to provide a comprehensive Planning, Budgeting, Analysis and Reporting solution for the Public Sector market.
We have bought PSB but not yet implemented. Should we implement?
PSB currently incorporates line item-based budgeting and position-based budgeting. If you are planning to incorporate PSB for position-based budgeting as part of your HR and GL implementation, and are going to leverage the two way integration between both (HR for position budgeting, and GL for budget journals and budget revisions), then you should continue with PSB. If your requirements are more around line item based budgeting, long range planning, and complex analysis then you may want to evaluate EPB to see if there is a fit.
e-mail this article • Industries •Public Services •Modules •Enterprise Planning & Budgeting (EPB) •HRMS & Payroll •Public Sector Budgeting (PSB) • (1) Comments • Bookmark this to del.icio.us • Permalink
Tuesday, September 28, 2004
Jobs and positions in a multi-language implementation
The definition of jobs and positions in Oracle HRMS happen through the setup of a key flexfield. When one of the segments needs translation, you can accomplish this via translatable value sets. Remember though that updating the values and translations of the value set do not update automatically the name of the job and the position.
The translations are stored in the corresponding (new) _TL tables.
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Thursday, August 26, 2004
Value sets and input values
The configuration for input values is enriched with value sets. Some tests revealed the power and the actual limitations on FP G.
The first value set I created was one with table validation. It worked right away. Also the value set feature to show a description, but to store an id, worked fine. Additional columns with descriptions in the value set definition, although, were not shown in the element entry screen and the BEE screen.
The element entry values API doesn’t check against the value set validation.
More complex value sets (eg: referencing each other via :$FLEX$.
) were not accepted as valid value sets within the input value screen.
Even when not all value set features are operational at the moment at input value level, this functionality is very useful to present the end user an dynamic list of values.
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