HR Studentguide Vol1 - Unknown

Unauthorized reproduction or distribution prohibitedฺ Copyright© 2017, Oracle and/or its affiliatesฺ
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D80974GC10
1.0
August 2013
D83241
Copyright © 2013, Oracle and/or its affiliates. All rights reserved.
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Contents
Volume I
Lesson 1
Course Overview ............................................................................................................................................. 1

Agenda ............................................................................................................................................................... 2
(JPN) Agenda for Japan .................................................................................................................................... 5
Lesson 2
Business Process Overview ............................................................................................................................. 9
e to
Describing PeopleSoft HCM Products and Business Processes ..................................................................... 10
e n s
Describing PeopleSoft Human Resources Core Foundation Tables ............................................................... 14
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Describing PeopleSoft Table Setup Considerations ........................................................................................ 23
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Describing Effective Dating and Action Types .............................................................................................. 28
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Describing Sources of Information About PeopleSoft Human Resources ..................................................... 31
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Setting Up Installation Settings and Companies
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Identifying Installation and Company S tuTables .............................................................................. 38
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@ ........................................................................................................................
Defining the Installation Table 39
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l v ar Tableus....................................................................................................................... 51
Setting Up the Company
(CHE, JPN, a NLD) Defining Postal Code Information for Switzerland, Japan, and the Netherlands ...... 63
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Activity 1: Creating a Company ...................................................................................................................... 67
sa r Identifying Implementation and Worker-Level Default Options .................................................................... 74

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Lesson 4
Setting Up Business Units and TableSet Sharing ....................................................................................... 77
Identifying Business Unit and TableSet Foundation Tables ........................................................................... 78
Defining Set IDs, Business Units, and TableSet Sharing ................................................................................ 79
Activity 2: Defining Set IDs, Business Units, and TableSet Sharing ........................................................... 101
Establishing User and Business Unit Defaults .............................................................................................. 106
Activity 3: Establishing User and Business Unit Defaults ............................................................................ 114
Identifying Implementation and Worker-Level Default Options .................................................................. 118
Lesson 5
Setting Up Establishments, Locations, and Departments ........................................................................ 121
Identifying Establishment, Location, and Department Foundation Tables ................................................... 122
Setting Up the Establishment Table .............................................................................................................. 123
Setting Up the Location Table ....................................................................................................................... 126
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Activity 4: Defining Establishment and Location Codes .............................................................................. 129

Setting Up the Department Table .................................................................................................................. 142
Activity 5: Setting Up Departments .............................................................................................................. 144
Lesson 6
Setting Up Compensation ........................................................................................................................... 151

Identifying Compensation Foundation Tables .............................................................................................. 152
Setting Up Compensation Rate Code Data ................................................................................................... 153
(JPN) Defining Japanese Education Level Tables ........................................................................................ 165
Activity 6: Creating Compensation Rate Codes ............................................................................................ 167
Determining Compensation Rate Code Defaults .......................................................................................... 176
Determining Worker Compensation ............................................................................................................. 189 e to
Activity 7: (JPN) Creating a Rules-Driven Compensation Package for a Japanese Location ...................... 193 e n s
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Setting Up the Salary Plan Tables ................................................................................................................. 197
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(JPN) Defining Grade Advance Tables for Japan ......................................................................................... 207
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Activity 8: Setting Up a Salary Plan ............................................................................................................. 213
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Setting Up Jobs and Pay Groups ............................................................................................................... 233
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Identifying Job and Pay GroupcFoundation t u
S ....................................................................................... 234
Setting Up the Job Codez
e @ ......................................................................................................................
Table th 235
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Activity 9: Setting
a u .................................................................................................................. 242
(c the Supervisor Level (Yakushoku) Table for Japan ............................................................ 248
(JPN) Defining
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il Up the Pay Group Tables .................................................................................................................. 249
Setting
S
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a Activity 10: Defining a Pay Group ................................................................................................................ 258
Ce Identifying Implementation and Worker-Level Default Options .................................................................. 263
Lesson 8
Administering Data Permission Security .................................................................................................. 265
Describing Data Permission Security ............................................................................................................ 266
Identifying Methods of Granting Data Permission Access ........................................................................... 270
Administering Tree-Based Security .............................................................................................................. 275
Activity 11: Defining Data Permission by Department Trees ...................................................................... 283
Refreshing Security Join Tables .................................................................................................................... 289
Activity 12: Refreshing Security Join Tables ................................................................................................ 293
Lesson 9
Adding People in the PeopleSoft System ................................................................................................... 297
Explaining Organizational Relationships ...................................................................................................... 298
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Adding a Person in the PeopleSoft System ................................................................................................... 300

Adding a Job Instance for a Person ............................................................................................................... 316
Activity 13: Adding People with Employment Instances ............................................................................. 337
Explaining Job Level Defaults ...................................................................................................................... 378
Defining Job Instances, Relationships, and Employment Record Numbers ................................................. 379
(JPN) Reviewing Additional Appointment (Kenmu) Information ................................................................ 393
(JPN) Managing Intercompany Transfers (Shukkou) for Japan ................................................................... 400
Activity 14: Adding Job Instances ............................................................................................................... 404
Volume II
Lesson 10
Managing Worker Data Through Smart HR Templates and Transactions .......................................... 427
Defining the Smart HR Template and Transactions Process ........................................................................ 428
Setting Up Smart HR Templates ................................................................................................................... 430 e to
Activity 15: Setting Up a Smart HR Template for a Hire ............................................................................. 455 e n s
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Managing Worker Transactions Using Smart HR Templates ....................................................................... 467
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Activity 16: Hiring a Person Through the Smart HR Transaction Process ................................................... 479
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Viewing and Managing the Status of Smart HR Transactions ...................................................................... 493
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Maintaining Person and Job Data ............................................................................................................. 499
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Maintaining Historical Information for m
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u d e ............................................................................. 500
Activity 17: Analyzing Action c
and ฺ
a Row iTypes t
S............................................................................................ 502
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Activity 18: Analyzing Row
e th Needs ......................................................................................... 505
l
Managing Personal s
vaData and uJob Data .......................................................................................................... 509
a
(c Reason Codes ...................................................................................................................... 524
Creating Action
v a
il Setting Up Salary Increase Information for Japan .............................................................................. 527
(JPN)
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e sa Activity 19: Updating Person and Job Data Information .............................................................................. 545
C Entering Termination and Last Date Worked Information ........................................................................... 566
Viewing Job Summary Information .............................................................................................................. 569
Activity 20: Modifying Job Data for your Workers ...................................................................................... 574
Lesson 12
(JPN) Managing Organization Change and Worker Transfers ............................................................. 589
Defining Organizational Change and Worker Transfers ............................................................................... 590
Creating an Organization Plan ...................................................................................................................... 593
Determining Headcount by Department ........................................................................................................ 594
Activity 21: Creating an Organization Plan and Viewing Department Headcount ...................................... 597
Transferring Entry by Department ................................................................................................................ 601
Transferring Entry by Department Trees ...................................................................................................... 603
Updating Transfer Data Maintenance Content .............................................................................................. 605
Activity 22: Transferring Entry by Departments and Trees .......................................................................... 606
Defining Tamatsuki ....................................................................................................................................... 611
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Contents
Activity 23: Defining Tamatsuki ................................................................................................................... 617

Inserting Transfers into Job Data .................................................................................................................. 622
Cleaning Up Temporary Transfer Data ......................................................................................................... 624
Lesson 13
Managing Positions ..................................................................................................................................... 629
Describing Manage Positions ........................................................................................................................ 630

Implementing Manage Positions ................................................................................................................... 631
Setting Up Position Data ............................................................................................................................... 638
Activity 24: Creating a Position .................................................................................................................... 645
Hiring and Reassigning Workers into Positions ............................................................................................ 648
Activity 25: Reassigning Employees ........................................................................................................... 655
Maintaining Position and Employee Data ..................................................................................................... 658 e to
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Activity 26: Updating Position Data ............................................................................................................. 666
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Working with the Org Chart Viewer ........................................................................................................ 671
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Describing the Org Chart Viewer Features and Functionality ...................................................................... 672
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Defining the Org Chart Viewer Setup ........................................................................................................... 677
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Establishing the Org Chart Viewer Hierarchy .............................................................................................. 679
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Setting Up Org Chart Viewer Pages .............................................................................................................. 686
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Activity 27: Setting Up the Org Chart Viewer Settings ................................................................................ 697
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Creating Matrix Teams and Hierarchies ....................................................................................................... 701
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Using the Org Chart Viewer .......................................................................................................................... 707
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Activity 28: Viewing the Company Directory .............................................................................................. 718
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Using the Talent Summary and Manager Dashboards ........................................................................... 725
Describing the Manager Dashboard and Talent Summary Dashboard ......................................................... 726
Setting Up the Manager Dashboard Pagelets ................................................................................................ 729
Using the Manager Dashboard ...................................................................................................................... 738
Setting Up the Talent Summary Dashboard .................................................................................................. 740
Using the Talent Summary Dashboard ......................................................................................................... 747
Lesson 16
Course Review ............................................................................................................................................. 753
Describing PeopleSoft Human Resources ..................................................................................................... 754
Setting Up Core Human Resources Foundation Tables ................................................................................ 755
Defining and Administering Data Permission Security ................................................................................ 756
Adding People in the PeopleSoft System ...................................................................................................... 757
Maintaining People and Worker Information ............................................................................................... 760
vi
Contents
Appendix A
Additional Human Resources Business Process Data .............................................................................. 763
Human Resources Business Processes and Categories ................................................................................. 763
eProfile and eProfile Manager Desktop ........................................................................................................ 764
The Administer Workforce Business Process ............................................................................................... 765
The Track Global Assignments Business Process ........................................................................................ 770

The Manage Labor Administration Business Process ................................................................................... 772
The Monitor Absences Business Process ...................................................................................................... 775
The Administer Company Cars Business Process ........................................................................................ 780
The Monitor Health and Safety Business Process ......................................................................................... 782
The Meet Regulatory Requirements Business Process ................................................................................. 787
Additional Resources .................................................................................................................................... 790
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Lesson 1
Course Overview
Note. The appearance of the page shots in the guide may not always match the training environment. This is
due to updates that have been applied to the training environment after the course guide was released. The
functionality of the software has not changed.
Objectives e to
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By the end of this course, you will be able to:
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• Describe PeopleSoft Human Resources.
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• Define and administer data permission security.

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• Add people in the PeopleSoft system.
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• Maintain people and worker information.
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1
Course Overview Lesson 1
Agenda
Day One
On day one, we will provide an overview of PeopleSoft Human Resources and discuss these topics:
• Setting up installation settings and companies.
• Setting up business units and tableset sharing.
• Setting up establishments, locations, and departments.
• Setting up compensation.
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Lesson 1 Course Overview
Agenda (continued)
Day Two
On day two, we will discuss these topics:
• Setting up compensation (continued).
• Setting up jobs and pay groups.
• Administering data permission security.
• Adding people in the PeopleSoft system.

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• Managing worker data through Smart HR templates and transactions. e n s
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Agenda (continued)
Day Three
On day three, we will discuss these topics:
• Maintaining person and job data.
• Managing positions.
• Working with the Org Chart Viewer.
• Using the Talent Summary and Manager Dashboard.

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(JPN) Agenda for Japan
Day One
On day one of Japanese courses, we will provide an overview of PeopleSoft Human Resources and discuss
these topics:
• Setting up installation settings and companies.
• Setting up business units and tableset sharing.
• Setting up establishments, locations, and departments.
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(JPN) Agenda for Japan (continued)
Day Two
On day two, we will discuss these topics:
• Setting up compensation.
• Setting up job and pay groups.
• Administering data permission security.
• Adding people in the PeopleSoft system.

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Day Three
On day three, we will discuss these topics:
• Managing worker data through Smart HR templates and transactions.
• Maintaining person and job data.
• Managing organization change and worker transfers.
Slide 9
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Day Four
On day four, we will discuss these topics:
• Managing positions.
• Working with the Org Chart Viewer.
• Using the Talent Summary and Manager Dashboard.
Slide 10
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Lesson 2
Business Process Overview

Objectives
By the end of this lesson, you will be able to describe:
• PeopleSoft Human Capital Management (HCM) products and business processes. e to

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• PeopleSoft Human Resources core foundation tables. elic
a b l
• PeopleSoft table setup considerations. fe r
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• Sources of information about PeopleSoft Human Resources.a n

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Business Process Overview Lesson 2
Describing PeopleSoft HCM Products and Business Processes
PeopleSoft HCM Products and Human Resources

Human Resources integrates with the HCM products and solutions:
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Slide 13
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Student v a
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C Human Resources Tables Feed Other HCM Products
The core PeopleSoft Human Resources tables and procedures that you establish serve as the foundation for all
PeopleSoft HCM applications.
10
Lesson 2 Business Process Overview
Describing PeopleSoft HCM Products and Business Processes

(continued)
The Human Resources Business Process Categories and Capabilities

This diagram shows the navigational menu categories you use to manage job functions:
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Human Resources Business Process Categories and Capabilities
This list shows the categories and content reference menus to which the human resources administrator
navigates in the PeopleSoft system to manage other job functions:
11
Category Job Functions
Workforce Administration • Personal and job information

• Global assignments
• Labor administration
• Absence and vacation

• Workforce reports and headcount pivot grids
• Smart HR templates
Workforce Monitoring • Health and safety

• Regulatory requirements
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• Professional compliance e n s
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Workforce Development • Profile management fe r
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• Performance management
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• Career planning
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Organizational Development
m ฺco• Succession
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Administer Training u s • Training budgets
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s ar • Define training resources

Ce • Define course and cost details
• Training and course reports and cost analysis
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Category Job Functions
Compensation • Compensation cycles

• Base compensation and budgeting
• Variable compensation
• Total rewards
• (AUS) Salary packaging for Australia
• (FRA) Profit sharing for France
• (FRA) Forecast compensation for France
• (MYS, SGP) Festive advance for Malaysia and Singapore
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Benefits • Employee and dependent information e n s
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• Enroll in benefits
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• Provide company cars
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• Track family medical leave
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• Conduct nondiscrimination
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AdministerG ui
ฺco• FSA ntHSA claims administration
COBRA
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Describing PeopleSoft Human Resources Core Foundation Tables
Types of PeopleSoft Tables

The PeopleSoft Human Resources application stores information in various types of tables. These tables each
serve different purposes. They all function as foundation tables for storing your human resources data.
These table types include:
• The Translate table.
• Processing and defaulting tables.
• Control tables. e to
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• Transaction tables.
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Student Notes
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Properties of Foundation Tables m ) G ui
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Prior to entering data in your foundation tables,
consider the following:
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Table Property lva u s Consideration
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Validv a
values You cannot assign job records to your people in the system unless you set up
a r S the various foundation tables, which contain essential employment, job, or
s person information. You also need to add people in the system and perhaps
Ce assign them a job record prior to tracking additional HCM details for an
individual.
Default values You can enter values in the foundation tables so that when one piece of data
is entered in a field, other fields are automatically populated with valid
values.
Additional default values are system defaults, such as the effective date,
which are generally defined in the PeopleSoft Application Designer.
14
Properties of foundation tables (continued):
Table Property Consideration
Processing Certain values that you define in foundation tables allow you to define
system administration and establish rules for managing your information. For
example, you select values on the Installation Table that define how you will
process data in your system.
Reporting You can print all foundation table entries in a report. For example, when
organizations define their job codes, they can analyze the data in a report.
Some tables, such as the Establishment table, you set up for the sole purpose
of regulatory reporting in places like France or the United States.
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(continued)
Role of the Translate Table

The Translate table functions as an all-purpose data dictionary, and comes with a wide range of information
already defined. Values can be added or inactivated as necessary, but should not be modified or deleted.
As a general rule, translate values share these characteristics:
• The codes allocated to these values are between one and four characters long.
• They are tracked by long and short descriptions of these values. e to

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• They do not need to be updated often.
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• They are effective-dated.
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• No other fields should be related to this field. a n s
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Student Notes m ) G ui
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Component Used to Enter Translate @ c hValuesis
z t
e rangesofe translate values. These values are typically maintained in the Application
PeopleSoft delivers
l v aarwide u security access can add additional translate values to an application through
a
(c component:
Designer, but power users with
il v a
the following
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Component and Object Name Navigation Table Name
Translate Values (PSXLATMAINT) PeopleTools, Utilities, Administration, Translate Translate Table

Values
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Note. If theconly for a field are Y (yes) and N (no), you do not need to enter them in the Translate table.
( table comes with Y and N values named PSYESNO.
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(continued)
Processing Rules and Defaulting Tables for Human Resources

The following components allow you to update tables that are related to processing and defaulting that are
important to the PeopleSoft Human Resources implementation process:
• Installation Table.
• Org Defaults by Permission Lst.
• Business Unit Options Defaults. e to

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• TableSet Control.
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Slide 17 fe r
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Components Used to Set Up Implementation, m )
Processing
G uiRules, and Defaulting Tables
Use these components to specify various m ฺco processing
defaults, d e nt rules, and counters for the system:
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Component and Object Name
r e z e tNavigation Table Name
lva s
u Set Up HCM, Install, Installation Table
Installation c
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Table Installation Table
a
(INSTALLATION_TBL)
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e sar Org Defaults by Permission Lst Set Up HCM, Foundation Tables, Organization, Operator Default Table
C (OPR_DEF_TBL_HR) Org Defaults by Permission Lst HR
Business Unit Options Defaults Set Up HCM, Foundation Tables, Organization, Business Unit Options for
(BUS_UNIT_OPT_HR) Business Unit Options Defaults HR
TableSet Control PeopleTools, Utilities, Administration, TableSet TableSet Control

(SET_CNTRL_TABLE1) Control
18

(continued)
Core Human Resources Control Tables

The following components represent control tables that serve as the core foundation tables for your
organization's human resources system:
Company Departments
TableSet IDs Comp Rate Code Table

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Business Unit Salary Plan and Salary Grades (optional) e n s
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a b l
Establishment (not used by all) Job Code Table
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Location Pay Group Table
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Student Notes
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Components Used to Set
r e zUp Human
e t Resources Control Tables
l s
vaare used touestablish and maintain critical organizational data such as companies, work
a
These components
c system specifications:
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locations,
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Company (COMPANY_TABLE) Set Up HCM, Foundation Tables, Organization, Company

Company
TableSet IDs (SETID_TABLE) PeopleTools, Utilities, Administration, TableSet IDs Set ID Table
Business Unit Set Up HCM, Foundation Tables, Organization, Business Unit

(HR_BUSINESS_UNIT) Business Unit
Establishment Set Up HCM, Foundation Tables, Organization, Establishment

(ESTABLISHMENT_DATA) Establishment
19
Component and Object Name Navigation Table Name
Location (LOCATION_TABLE) Set Up HCM, Foundation Tables, Organization, Location

Location
Departments (DEPARTMENT_TBL) Set Up HCM, Foundation Tables, Organization, Department

Departments
Comp Rate Code Table Set Up HCM, Foundation Tables, Compensation Comp Rate Code
(COMP_RATECD_TBL) Rules, Comp Rate Code Table Table
Salary Plan Set Up HCM, Product Related, Compensation, Base Salary Plan Table
(SALARY_PLAN_TABLE) Compensation, Salary Plan
Salary Grades Set Up HCM, Product Related, Compensation, Base • Salary Grade Table
(SALARY_GRADE_TBL) Compensation, Salary Grades
e to
e n s
• Salary Step Table
l e lic
Job Code Table (JOB_CODE_TBL) Set Up HCM, Foundation Tables, Job Attributes,
Job Code Table fe raJobbCode Table
a n s
Pay Group Table n - tr
• Set Up HCM, Product Related, Payroll Interface, Pay Group Table
(PAYGROUP_TABLE) Payroll, Pay Group Table n
o
a ฺ for North
s Related,dePayroll
• Set Up HCM, ) h a i
m
Product
G u Controls, Pay
o
American,
t
Payroll Processing
ฺc Tableden
Group
b m
c aฺi is Stu
Pay Groups (GP_PYGRP)z@ thSet Up HCM, Product Related, Global Payroll & GP Pay Groups
r e s e
a l va u GroupsAbsence Mgmt, Framework, Organizational, Pay
a (c
Sil v
sa r
C e
20

(continued)
Transaction Tables
When you perform day-to-day transactions, such as adding a person or maintaining job data in the system,
you are often writing to various transaction tables throughout the system.
Listed below are some of the transaction tables used to store and administer person and worker information
when you use the Add a Person, Modify a Person, or Job Data components:
Person Person National IDs

e to
e n s
Names Job
el ic
a b l
Addresses Person Org Assignments fer
a n s
n - tr Effective Dated Personal Data Benefit Program Participation
a no
h a s deฺ
Slide 19
m ) G ui
Student Notes m ฺco dent
a ฺ ib Stu
@ c his
r e z e t and Worker Data Transactions
Components Used toaMaintain
l v u s
Person
a
(cdaily transactional data for your people, you will access a variety of components depending upon
To maintain
v a
il These are only some of the components and tables you might access:
your task.
S
e sar
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21
Component and Object Name Navigation and Component Object Name Table Names
• Add a Person • Workforce Administration, Personal Information, • Person

(PERSONAL_DATA) Add a Person
• Effective Dated
• Modify a Person • Workforce Administration, Personal Information, Personal Data
(PERSONAL_DATA) Modify a Person
• Names
• Addresses
• Person National IDs
• Job Data (JOB_DATA) • Workforce Administration, Job Information, Job • Job

Data
• Add Employment Instance • Benefit Program
(JOB_DATA_EMP) • Workforce Administration, Job Information, Add Participation
e to
Employment Instance
e n s
• Add Contingent Worker • Person Org ic
(JOB_DATA_CWR) • Workforce Administration, Job Information, Add
b l el
Assignments
Contingent Worker
fe ra
a n s
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22
Describing PeopleSoft Table Setup Considerations
Implementation Consideration Steps

When implementing PeopleSoft HCM, you must complete the following steps before working with person
and worker-level data:
1. Evaluate your company's system and table requirements.
2. Determine table structure and data dependencies within PeopleSoft HCM.
3. Establish system setup tables and default values.
e to
4. Establish person and worker-level data.
e n s
el ic
Slide 20
a b l
fer
Student Notes a n s
n - tr
a no
Setting Up Your System
h a s deฺ
Table setup enables organizations to implement m )
PeopleSoft G
to ui the HCM practices and processing rules
mirror
of their business.
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
il v a
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23
Describing PeopleSoft Table Setup Considerations (continued)
Table Setup Considerations

When working with PeopleSoft system tables, there are setup considerations that you need to make. These
include:
• Sequence of table setup.
• Default values.
• Effective dates.
• Actions. e to
e n s
el ic
Slide 21
a b l
fe r
a n s
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h a s deฺ
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24
Human Resources Foundation Table Setup Sequence

This diagram represents the core human resources foundation table setup sequence:
e to
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Slide 22
(c a
a
Student
r Notes Silv
e sa
C
Table Loading Sequence
When you populate tables in the PeopleSoft Human Resources system, you must load each table in a
prescribed sequence that takes into account the data dependencies of the system. For example, you need to
establish locations on the Location table in order to use them as default values on the Department table.
25
Foundation Table Sequence

This table shows the high-level table setup sequence for Human Resources:
Foundation Table Purpose
1. Installation Table Processing Rules (HCM).

2. Company Legal entity / (USA) FEIN, (CAN) WCB.
3. TableSet ID Identifier for sets of rows in your control tables (set IDs).
4. Business Unit Logical entity defining a company's structure.
5. TableSet Control Maps set IDs to a business unit.

e to
e n s
6. Org Defaults by Permission Lst Defaults per user.
el ic
a b l
7. Business Unit Options Defaults Defaults per a business unit. fe r
a n s
8. Establishment n
Regulatory reporting.- tr
a no
9. Location
h s /dmail
Physicalalocation
i eฺdistribution.
m ) G u
10. Department o t
ฺc den unit / security.
Organizational
ฺ m
ib StuPay components.
11. Comp Rate Code Table a
c his
e z @ t
a r
12. Salary Plan / Salary Grades
u s e Salary structure.
l v
(ca
13. JobaCode Table Job attributes.
r Silv
e sa 14. Pay Group Table Payroll grouping.
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26
Defaulting Options Considerations

Consider the following when determining default values in the system:
• A default is a predefined value that the system inserts into a field on a particular page or table for you,
generally based on other information that a user has entered.
• Before setting up your system default values, you need to consider whether they will be of use to your
organization.
• Usually an 80 percent rule is helpful in determining if it is worth setting up a system default.

e to
e n s
Slide 23
el ic
a b l
Student Notes fe r
a n s
n - tr
Example: Determining Whether to Define a Default Value no
s a ฺ
a
h uit would
If an organization typically uses one pay group for its workers,
) i de be useful to set up a system default
on the Company table to automatically default the
ฺ c ompay group
n t Gat the job level.
ฺ i
On the other hand, if your organization b mtypicallytu detwo or three different pay groups equally, it may not be
uses
c a to oneisspecific
of use to set up your system default S pay group.
@
ez se t h
v a r u
a l
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27
Describing Effective Dating and Action Types
Three Effective Date Types

The system categorizes effective-dated rows into three basic types:
• Future.
• Current.
• History.
Slide 24
e to
e n s
Student Notes el ic
a b l
fe r
Working with Effective Dates a n s
n - tr
a ntheodata
Effective dates enable you to keep historical, current, and future-dated information in tables. When you
h a s by thededateฺ when
update existing information, you do not want to lose or overwrite already stored in the database. To
retain historical data, you can insert a new data row identified
) u i the information goes into
effect: an effective date. An effective date is ao
c m tG
column in a table. Is a key, but it is not typically a search key.
ฺ
m tude n
ฺ i
a is Sb
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28
Describing Effective Dating and Action Types (continued)
Four Action Types

The action that you select tells PeopleSoft the type of activity you want to perform on the database. The
following four action types are available:
• Add.
• Update/Display.
• Include History.
• Correct History. e to
e n s
el ic
Slide 25
a b l
fe r
Student Notes a n s
n - tr
a no
Action Types
h a s deฺ
With PeopleSoft action types you can: m ) G ui
m ฺco dent
Add
a ฺ
With Add, ibyou canSadd
t u a new row of information to the database with a new high-
@ c his you think of it in terms of a file cabinet, you are adding a
level, primary key. If
r e new t to the filing cabinet.
z filee folder
l va u s
(c a
Update/Display With Update/Display, you can view only current and future rows-you cannot
ilv a access history. You can insert new rows with an effective date greater than or
S
sar
equal to the date on the current row. You can correct only existing future-dated
rows. This is the default action when entering a page.
C e
Include History With Include History, you can view all data. But, as with Update/Display, you can
correct only existing future-dated rows. And you can insert new rows with an
effective date greater than or equal to the current row.
Correct History With Correct History, you can view, change, and insert rows of data regardless of
the effective date. Because this option is so powerful, be careful whom you allow
access to using it-you do not want to lose valuable information by having people
overwrite or change historical data.
29
Describing Effective Dating and Action Types (continued)
Effective Dated Rows and Action Types

Depending on the type of row and action type, you have different editing capabilities:
e to
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Slide 26
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30
Describing Sources of Information About PeopleSoft Human

Resources
Implementation and Business Process Information

Use the PeopleSoft HCM Application Fundamentals, PeopleSoft Human Resources Administer Workforce,
and PeopleSoft eProfile Manager Desktop documentation to find implementation and business process
information for PeopleSoft Human Resources, including:
• Information for getting started with an implementation.
• Implementation concepts and tasks.

e to
• Business process concepts and tasks.
e n s
el ic
• Appendixes and report samples.
a b l
fe r
Slide 27 a n s
n - tr
Student Notes a no
h a s deฺ
m ) G ui
Additional Information
m ฺco dent
a ฺ
This table lists the locations of some ibof the additional
S tu information in the PeopleSoft HCM Application
Fundamentals documentation: c
@ thi s
e z
l v ar u se
Location ca Type of Information
(
S ilvastarted
Getting These topics provide general implementation information and reference to additional
s a r sources of pertinent information. The getting started topics contain:
C e
• The business processes documented within the documentation.
• Integration between the product and other products.
• A high-level documentation to how our documentation maps to the overall
implementation process.
31
Location Type of Information
Implementation topics These topics discuss implementation concepts, business process considerations, and
tasks helpful to both implementers and power users.
Business process topics
• Understanding HCM.
• Working with System Data Regulation in HCM.
• Working with Regulatory Regions.

• Setting Up and Administering HCM Security.
• Setting Up and Installing PeopleSoft HCM.
• Setting Up and Working with Search/Match.
• Setting Up and Working with External Search/Match
e to
• Setting Up and Working with Languages.
e n s
• Setting Up and Working with Currencies. el ic
a b l
• Setting Up and Working with Frequencies. fe r
a n s
-
• Setting Up Organization Foundation Tables.
n tr
no Tables.
• Setting Up Personal InformationaFoundation
h a s deฺ
• Setting Up Jobs.
m ) G ui
co Country
• Setting Up ฺLocal
m e t
nFunctionality.
ฺib SWorking d
tu with Group Definitions.
•ca s
hi the HCM System.
Setting Up and
e z @ • Administering
t
ar u s e
l v
a (ca • Working with Common Components.
r Silv • Setting Up and Working with Self-Service Transactions.
C esa
Appendixes and report The appendixes provide reference information about the reports that are delivered
samples with the system. Samples of reports appear at the end of the appendixes.
32
This table lists the locations of some of the additional information in the PeopleSoft Human Resources
Administer Workforce documentation:

Getting started These topics provide general implementation information and reference to additional
sources of pertinent information. The getting started topics contain:
• The business processes documented within the documentation.
• Integration between the product and other products.
• A high-level documentation to how our documentation maps to the overall
implementation process.
e to
Implementation topics These topics discuss implementation concepts and tasks. e n s
el ic
• Setting Up the Administer Workforce Business Process.
a b l
fe r
• Setting Up Country-Specific Tables.
a n s
- tr
• Understanding Organizational Relationships, Employment Record Numbers, and
n
Multiple Jobs.
a no
h a s deฺ
Business process topics The topics that followm the G ui topics discuss business process
) implementation
considerations
m ฺcthato aredhelpful
e ntto both implementers and power users.
• a ฺ ib a Person
Adding S tu
in PeopleSoft Human Resources.
c i s
r e z@ • Increasing
e th the Workforce.
l va s
u• Entering Additional Data in Human Resources Records.
(c a
il v a • Managing Country-Specific Workforce Data.
ar S
s • (JPN) Tracking Additional Appointments (Kenmu).
Ce • (JPN) Tracking Intercompany Transfers (Shukkou).
• (JPN) Mass Organization Change.
• Updating Person and Job Information.
• Viewing Summary Workforce Information.
33
This table lists the locations of some of the additional information in the PeopleSoft eProfile Manager
Desktop and documentation:
Implementation topics These topics discuss implementation concepts and tasks.

• Setting Up eProfile Manager Pagelets for the Dashboards.

• Managing Direct Reports.
Business process topics The topics that follow the implementation topics discuss business process
considerations that are helpful to both implementers and power users.
• Using the Manager Dashboard.
e to
• Using the Talent Summary Pagelets. e n s
el ic
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34
Review
In this lesson, you learned that:
• The features of PeopleSoft Human Resources include complete support for all your human resources needs
with functionality for adding employment records, tracking training and education, recording workforce
skills, administering a base benefits program, and more.
• PeopleSoft applications store information in the following types of tables: the translate table, processing
and defaulting tables, control tables, and transaction tables.
• You must define a series of core foundation tables in order to process job records within PeopleSoft Human
Resources.
e to
• Effective dating is a central concept in PeopleSoft applications that allows you to keep a chronological
e n s
l e lic history of all your data.
• PeopleSoft provides various forms of help and documentation that contains information r a bfor implementing
PeopleSoft Human Resources. sf e
tr a n
n -
Slide 28
a no
h a s deฺ
Student Notes
m ) G ui
m ฺco dent
Additional Resources a ฺ ib Stu
@ c his
r e z
This table lists product documentation
e t resources that provide more details about the topics that we discussed
in this lesson: va
l u s
(c a
il
Topicv a Cross Reference
S
e sar Translate values PeopleSoft PeopleTools: PeopleSoft Application Designer Developer's Guide,
C "Understanding Field Definitions" and "Using the Translate Table"
HCM foundation tables and PeopleSoft HCM Application Fundamentals

table sequence
Effective dates and actions PeopleSoft PeopleTools: PeopleSoft Applications User's Guide, "Using Effective
Dates"
PeopleTools: PeopleSoft Application Designer Developer's Guide, "Planning
Records, Control Tables, and TableSets"
35
C
e sa
rSilv
(
ca
a l va r e z @
u s
a
e
ฺ
t
m
c his
ib Stu
m ) h a
ฺco dent
G
a
ui
no
s deฺ
n - tr
a n s fe r
a b l el
ic
e n s e
to
Lesson 3
Setting Up Installation Settings and

Companies
Objectives
e to
By the end of this lesson, you will be able to:
e n s
elic
• Identify installation and company foundation tables.
a b l
• Define the Installation Table. fer
a n s
n - tr • Set up the Company table.
• (CHE, JPN, and NLD) Define postal code information for a no Japan, and the Netherlands.
h a s deฺ
Switzerland,
• Identify implementation and worker-level default

m )options.Gui
m ฺco dent
Slide 30 a ฺ ib Stu
@ c his
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l va u s
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37
Setting Up Installation Settings and Companies Lesson 3
Identifying Installation and Company Foundation Tables
Human Resources Foundation Tables

We will discuss the foundation table components in the first column of this diagram:
e to
e n s
elic
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
Slide 31
( c a
a
Student Silv
r Notes
e sa
C
This diagram shows the core foundation table sequence and the components in the system that you would
access to set up these human resource tables.
38
Lesson 3 Setting Up Installation Settings and Companies
Defining the Installation Table
Entering Processing and Defaulting Rules on the Installation Table

When you install PeopleSoft HCM, you must complete the Installation Table. This table is where you:
• Specify PeopleSoft HCM applications to be implemented.
• Set HCM options.
• Set product-specific and country-specific information.
• Select installed countries.

e to
• Set system counters. e n s
el ic
• Enter third-party information.
a b l
fe r
• Enter alternate-character information.
a n s
n - tr
Slide 32
a no
h a s deฺ
Student Notes
m ) G ui
m ฺco dent
Setting Up User Default Values Outside a ฺ ib ofSthetu Installation Table
@ thic s
Important! Most of rthee zdefaults ePeopleSoft HCM come from the Org Defaults by Permission Lst page and
l v a u sin
(
each primaryc apermission
not the Installation Table. Therefore, the Org Defaults by Permission Lst component must be completed for
list.
i l v a
a r S
s
Ce
39
Defining the Installation Table (continued)
Selecting Products on the Installation Table

The Products page provides general system information, such as which PeopleSoft HCM applications you are
using as part of your installation.
Slide 33
Student Notes
e to
Pages Used to Specify Product Installation Information
e n s
elic
Use these pages to specify product and country installation information:
a b l
fer
• Use this page to select information that is related to products:
a n s
n - tr
Page Name Navigation
a no
has uTable ฺ
Products Set Up HCM, Install,) Installation ide
ฺ c om nt G
ฺ i b m tude
c a is S
r e z@ e th
l v a u s
a (ca
r Silv
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40
• Use this page to identify the global payroll country extensions that you are implementing if you are using
Global Payroll:
Global Payroll Country Set Up HCM, Install, Installation Table, Products

Extensions
Click the Installed GP Countries link on the Products page.
e to
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Defining HCM Options on the Installation Table

On the HCM Options page, you specify:
• How to manage your workforce: by worker, by position, or both.
• PeopleSoft HCM defaults that are related to your organization's policies.
• Capabilities of compensation functionality.
Slide 34
e to
e n s
Student Notes elic
a b l
fer
Page Used to Enter HCM Installation Options a n s
n - tr
nocurrency, as well as to define how to
Use this page to specify HCM defaults for hours, compensation, and
a
manage your workforce:
h a s deฺ
m ) G ui
Navigation co nt
Page Name
m ฺ d e
a ฺ ibHCM, Install,
S tu Installation Table
HCM Options c
Set
@ thi
Up
s
e z
l v ar u se
a (ca
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42
Frequency Table Values

Pay-period frequency is not hard-coded into the system. The Work Period and Default Comp Frequency
fields use values from the Frequency table. Each frequency ID has an associated annualization factor, which
represents the number of times the period occurs in a year. The system provides several standard frequencies
with corresponding annualization factors, but organizations can also define their own.
Example: Calculating a Pay Rate
This table contains some of the values stored on the Frequency Table:
D (Daily) W (Weekly) B (Biweekly) M (Monthly)
Annualization Factor 260.00 52.00 26.00 12.00
If a worker's comp rate is 1,000 USD a week where the standard weekly hours are 40.00, this is how the e to
system calculates the worker's pay rate: e n s
el ic
a b l
Pay Rate Calculation Worker's Amount
fe r
a n s
Hourly Rate (Comprate × Comp. Frequency) / (Std. - tr
(1,000.00 × 52.00) / (40.00 × 52.00) = 25.00 USD
n
Hrs × Std. Weeks Frequency)
a no
Daily Rate (Comprate × Comp. Frequency) / Dailyha
s × 52.00)
(1,000.00id eฺ / 260.00 = 200.00 USD
Frequency m ) G u
o
ฺc den t
b m t/u (1,000.00 × 52.00) / 12.00 = 4,333.33 USD
Monthly Rate
c aฺiFrequency)
(Comprate × Comp.
s S
e z @ thi
Monthly Frequency
Annual Rate l v ar × uComp.

Comprate se Frequency 1,000.00 × 52.00 = 52,000 USD
(c a
il v a
a r S
s
Ce
43
Entering Product Specific Processing on the Installation Table

The Product Specific page enables you to:
• Activate specific benefit functionality.
• Specify payroll options and accounting interfaces.
• Indicate that your organization comprises of more than one company.
You would also select this option to support Pension Administration functionality in the United States.
e to
• Select automatic job termination and suspension options. e n s
el ic
a b l
Slide 35
fe r
a n s
a no
Page Used to Enter Product Specifics h a s deฺ
m ) G ui
ฺco dinstallation
Use this page to enter product and industry-specific
m e nt information:
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
il v a
r S
e sa
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44
Product Specific Set Up HCM, Install, Installation Table

e to
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45
Identifying Country Specific Functionality

Use the country pages to specify the local country functionalities that your organization wants installed and
made available to users in PeopleSoft Human Resources.
Slide 36
Student Notes
e to
Pages Used to Enter and View Country Specific Information
e n s
el ic
Use these pages to enter and view country specific information:
a b l
fe r
• Use this page to select country specific information:
a n s
n - tr
a no
has uTable ฺ
Country Specific Set Up HCM, Install,) Installation ide
ฺ c om nt G
ฺ i b m tude
c a is S
r e z@ e th
l v a u s
a (ca
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46
• Use this page to view installed HR countries:
Installed HR Countries Set Up HCM, Install, Installation Table, Country Specific

Click the Installed HR Countries link on the Country Specific page
e to
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a b l
fe r
a n s
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h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
Note. If a local country check box is selected on the Installed HR Countries page, but organizations do not
a
r Silv
grant country access to the users' primary permission list on the Set Up HCM, Security, Component and
e sa Page Security, Setup Global Security component, users will not see local country functionality.
C
47
Setting System Counters

Throughout PeopleSoft HCM, several counter fields exist, including Empl ID (employee identification) and
Person ID (person identification). Organizations can enter numbers manually or let the system automatically
assign identification numbers.
To have the system assign the counters:
• On the Last ID Assigned page, indicate the number prior to the one the system should use to start assigning
numbers.
e to
e n s
• Do not enter a number in the ID field when adding a new value. The system will assign the next sequential
number from the appropriate counter field on the Last ID Assigned page.
el ic
a b l
Slide 37
fe r
a n s
a no
h a s deฺ
Page Used to Set System Counters
m ) G ui
Use this page to set system counters:
m ฺco dent
a ฺ ib Stu
@ cNavigation
h is
Page Name
z
re use t
l v a
( c a
Last ID Assigned Set Up HCM, Install, Installation Table
S ilva
e sar
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48
Entering Third Party and System Parameters

Use the Third Party/System page to:
• Set criteria for gathering statistics.
• Activate the SQR security for PeopleSoft HCM.
• Define parameters for using third-party applications such as Visio.
Slide 38
e to
e n s
Student Notes el ic
a b l
fe r
Page Used to Enter Third Party and System Parameters a n s
n - tr
Use this page to select third-party and system parameters:
a no
h a s deฺ
m ) G ui
o
ฺcInstall, nt Table
Set Upb m d e
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Third Party/System HCM, Installation
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49
Defining Alternate Character Types

The Alternate Character page enables you to specify, if necessary:
• Language codes that use characters.
• The type of alternate character to apply to the language code.
Slide 39
Student Notes e to
e n s
el ic
a b l
Page Used to Enter Alternate Character Information
fe r
Use this page to enter alternate character information: a n s
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Page Name Navigation a no
h a s deฺ
Alternate Character m
Set Up HCM, Install, ) G
Installation ui
Table
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How to Enter Alternate Character Descriptions Throughout the System
When the Alternate Character functionality is enabled, pages throughout the

system will display the AC Descr Button (alternate character description button)
icon as shown here.
50
Setting Up the Company Table
Setting Up a Company
The purpose of the Company table is to define an organization's legal business entities. If setting up this table
for:
• A single-company environment, set up a company code only once.
• Multiple-company environments, set up a company code for each company.
Slide 40
e to
Student Notes e n s
el ic
a b l
fe r
Page Used to Enter Company Location Information
a n s
Use this page to enter company location information: n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
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r e z e t
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51
Company Location Set Up HCM, Foundation Tables, Organization, Company

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a ฺ ib Stu
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52
Setting Up the Company Table (continued)
(JPN) Setting Up Japanese Company Data

The Company Location page also enables you to enter Japanese specific information that includes:
• Entering alternate character descriptions and addresses.
• Performing an address search.
• Defining the default representative and representative title for the JPN Appointment Notification report.
Slide 41
e to
e n s
Student Notes el ic
a b l
fe r
Pages Used to Enter Alternate Character Information a n s
n - tr
Use the Alternate Character Type pages to enter alternate character o
nenter
information. Various pages throughout
the system will display alternate character buttons where you a
s deฺinformation such as alternate character
can
h a
descriptions and addresses.
m ) G ui
m ฺco dent
a ฺ ib Stu
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r e z e t
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il v a
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53
To enter alternate character information on a page, click this icon.
Examples of the Description Field and Address Field
• Use this page to enter alternate character description information:

• Use this page to enter alternate character address information:
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
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r e z e t
l va u s
( c a
PagesS v a
il to Enter and Perform an Address Search
Used
r
sa Use these pages to specify address information:
C e
54
• Use this page to enter an address based on the country. For a Japanese address, enter the postal code and
click the Address Search link to populate the address fields:
Edit Address Click the Edit Address button on the page.

e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h
• Use this page to search and select a Japanese address: a s deฺ
m ) G ui
m ฺco dent
Page Name
ib Stu
Navigation
a ฺ
c theisAddress Search link on the Edit Address page for a Japanese address.
Address search for - JPN @ Clickth
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a (ca
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This page displays when there is more than one address option that matches the criteria you entered on the
Edit Address page. If the information you entered on the Edit Address page returns only one match, then
this page does not display, and the Edit Address page is directly populated with the address information.
55
Defining Valid Addresses
Use this page to define valid addresses for the JPN Address Search feature:
Valid Address Set Up HCM, Install, Country Table.

e to
e n s
elic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
Page Used to Define l s
vaDefault Representative
u Information for Appointment Reporting
a
(c section of the Company Location page to enter default representative information for a written
Use theaJapan
S
JPN v
il Appointment Notification report:
sa r
C e Page Name Navigation
Company Location, Japan Set Up HCM, Foundation Tables, Organization, Company

section
Expand the Japan section on the Company Location page.
56
Setting Up Company Defaults

Use the Default Settings page to:
• Specify default company information, such as pay group, salary point values, and an earnings program.
These defaults can be overridden at the job level.
If using PeopleSoft Global Payroll, organizations must enter additional, payroll-specific company
information on the Pay Entity page if the pay entity is the same as the company. This is done in PeopleSoft
Global Payroll.
• Indicate country-governed rules and values that are typically tied to a company within the country sections e to
e n s
of this page.
el ic
a b l
Slide 42
fe r
a n s
a no
h a s deฺ
Page Used to Enter Company Default Information
m ) G ui
co pointenvalues,
Use this page to specify default pay group,ฺsalary
m
t and earnings program:
ฺ ib Stu d
a
c his
e z @ t
r s e
a l va u
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57
Default Settings Set Up HCM, Foundation Tables, Organization, Company

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58
(USA) Setting Up U.S. Company Federal Employer Identification Numbers

The Federal Employer Identification Number (FEIN) is a tax reporting ID. Multi-company organizations can
have several companies reporting under the same FEIN:
e to
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a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
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Slide 43
c a
v a
il Notes
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Student
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U.S. Company Federal Employer Identification Numbers
Generally, a U.S. company is defined for each FEIN that is assigned by the government. The FEIN is a tax
reporting ID and is like a Social Security Number for companies.
Section Used to Enter an FEIN for a U.S. Company

Use this section of the Default Settings page to enter an employer identification number for U.S. companies:
59
Default Settings, USA section Set Up HCM, Foundation Tables, Organization, Company
Expand the USA section on the Default Settings page.
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a b l
fer
a n s
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60
Entering Company Phone Numbers and Processing Controls

Use the Company - Phones page to:
• Select the company's industry.
• Enter phone numbers.
Slide 44
Student Notes e to
e n s
el ic
a b l
Page Used to Enter Phone and Processing Controls for a Company r
Use this page to select the company's industry and enter the phone numbers:an
sfe
n - tr
h a s deฺ
Phones m
Set Up HCM, Foundation ui
) Tables,GOrganization, Company
ฺ c o n t
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61
Setting Up Company Full Time Equivalency Rules

Defining the FTE precision for a company allows flexibility in FTE calculations and improves precision in
FTE and FTE-related calculations such as worker compensation.
Consider the following points when setting up full time equivalent (FTE) rules for a company:
• Use the Rules Definition page on the Company table to enter the amount of places used after the decimal to
calculate FTE for a company.
• You are allowed to use up to six (6) decimal places for your calculations. to
• If you enter 0 in the FTE Decimal Precision field, the system rounds the FTE to the nearest whole e n se
l e lic number.
• These rounding rules are effective-dated.

r a b
sf e
Slide 45 tr a n
n -
Student Notes a no
h a s deฺ
m ) G ui
Page Used to Enter FTE Precision Information
m ฺco dent
a ฺ b Spositions
idecimal tu that the system will use to calculate FTE:
c
Use this page to enter the number
@ thi
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s
e z
Page Name l v ar u se
Navigation
a (ca
S ilvDefinition
Rules Set Up HCM, Foundation Tables, Organization, Company
e sar
C
Warning! If the FTE Decimal Precision field is set to 0, the system will round the FTE number to the nearest
whole number based on the number of standard hours entered. For example, a worker's job may reflect that he
works 30 hours per week but the FTE will display as 1.00 instead of .75.
62
(CHE, JPN, and NLD) Defining Postal Code Information for

Switzerland, Japan, and the Netherlands
(CHE) Loading Valid Swiss Addresses

HCM address functionality enables validating and prompting against a combination of Swiss postal codes,
city names, and cantons (valid addresses).
PeopleSoft provides a utility to update the Load Postal Codes CHE component directly from a file that can be
retrieved from the web site of the Swiss Post.
Slide 46
e to
e n s
Student Notes el ic
a b l
fe r
Page Used to Load Valid Address Information for Switzerland a n s
n - tr
Use this page to load valid Swiss postal-code information into then o Postal Codes CHE component:
Load
a
s deฺ
h a
m ) G ui
o
ฺcInstall, nt Specific, Load Postal Codes CHE
Set Upb m d e
aฺi is Stu
Load Postal Codes CHE HCM, Country
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63

Switzerland, Japan, and the Netherlands (continued)
(JPN) Updating the Postal Code Table for Japan

Use the postal code tables to load and maintain Japanese municipal codes and prefectures for postal codes.
Slide 47
Student Notes
e to
Pages Used to Update Postal Code Table for Japan e n s
el ic
Use these pages to import maintain Japanese postal information:
a b l
fe r
• Use this page to import postal code CSV files provided by Japan Post: a n s
n - tr
h a s deฺ
Load Postal Codes JPN m
Set Up HCM, Install, ui Load Postal Codes JPN
) CountryGSpecific,
m ฺco dent
a ฺ ib Stu
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Note. Before using this page, you must download and extract the CSV file from Japan Post's website and
post it to a FTP server located at your site. The CSV file must be encoded in Shift-JIS character set. You
must define URL data in the PeopleTools Utilities menu before using this Load Postal Code process.
64
• Use this page to define information for Japanese postal codes:
Postal Codes JPN Set Up HCM, Install, Country Specific, Postal Codes JPN
e to
e n s
el ic
a b l
fe r
a n s
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a no
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65

Switzerland, Japan, and the Netherlands (continued)
(NLD) Loading Dutch Postal Codes

The Dutch postal authority provides a postal code table to which you can subscribe.
The Load Postal Code Table process loads all of the postal codes provided in a source file by the Dutch Post
(TPG Post) into your human resources system.
Slide 48
e to
Student Notes e n s
el ic
a b l
Page Used to Load Postal Codes for the Netherlands fe r
a n s
Use this page to import postal codes into the NLD Postal Code table:
n - tr
a no
h a s deฺ
m ) G ui
Load Postal Codes NLD Set Up HCM,c o Country
ฺ Install, nt Specific, Load Postal Codes NLD
m
ib Stu d e
a ฺ
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66
Activity 1: Creating a Company

In this activity, you will create a company in one of these countries:
• France.
• Japan.
• United States.
Slide 49
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e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
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m ฺco dent
a ฺ ib Stu
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67
(FRA) Creating a Company in France

In this activity, you will review the activity overview and:
• Create a French company.
• Enter phone information.

• Define the FTE decimal amount.
Activity Overview
In 2013, your organization acquired a new company, Computer Testing Research, which has locations around
the world.
e to
In preparation for adding people to the system and maintaining job records, it is your job to set up the ns
PeopleSoft Human Resources tables. These tables are the foundation of your organization's Human l i e
cResources
system.
r a ble
Your first task is to add the new company, Computer Testing Research (CTR),n s fe January 1, 2013.
effective
Accept the company default set ID value, but use the appropriate country-tcode
n ra for France.
a noa location with this company. The
You will not indicate an address at this time, but will later associate
a s deฺ
business telephone number for this new company is 33-1-45645678.
h
) u i
m G
ฺ o deprecision
You will also indicate an FTE and paid FTEcdecimal
m nt amounts of 2.
Note. Use PS for the user namecand
b Sintuthis activity.
aฺipassword
z @ t h is
l v
Note. As you perform areall the uactivities
se in this course, click OK to the date out of range messages, if any.
a (ca
S ilv
e sar Detailed Steps
Activity
C Perform the detailed steps to complete the activity.
Creating a French Company

To create a French company:
1. Select Set Up HCM, Foundation Tables, Organization, Company.
2. Click Add a New Value.
3. Enter CTR as the company code, and click Add.
68
4. Enter the following information:
Page Element Value or Status
Effective Date January 1, 2013
Status Active
Description Computer Testing Research
Short Descr (short description) CTR
Country FRA
Entering Phone Information

e to
e n s
To enter phone information:
el ic
1. Access the Phones page. a b l
fe r
a n s
n - tr
o
ornStatus
Page Element a
Value
s deฺ
h a
Phone Type
m ) Business
G ui
m ฺco dent
Telephone
a ฺ ib Stu 33-1-45645678
Defining the FTE Decimal e z @c this

Amount
l v a r u se
To define thea FTE decimal amount:
( c
va the Rules Definition page, and enter or verify the following information:
1. ilAccess
S
e sar Page Element
C Value or Status
Status Active
FTE Decimal Precision 2
2. Expand the France flag section on the Rules Definition page, and enter 2 in the PAID FTE Decimal
Precision field.
3. Save your information.
This concludes the activity. Please do not continue.
69
(JPN) Creating a Company in Japan

• Create a Japanese company.
• Add an alternate character description and representative information.

Activity Overview
the world.
e to
In preparation for adding people to the system and maintaining job records, it is your job to set up the ns
PeopleSoft Human Resources tables. These tables are the foundation of your organization's Human l i e
cResources
system.
r a ble
Your first task is to add the new company, Computer Testing Research (CTR),n s fe January 1, 2013.
effective
Accept the company default set ID value, but use the appropriate country-tcode
n ra for Japan.
a
You will not indicate an address at this time, but will later associatenoa location with this company. The main
telephone number for this company is 03-5432-7800, company
h a s codede081.ฺ
i
o
Enter CTR Kabushikigaisha for the alternateccharacter m) description.
t G u Also effective January 1, 2013, enter the
CEO, Tadashi Niwa as the representative. m ฺ d e n
b
aฺi is Stu
c
@ and password
Note. Use PS for the userzname
r e e th in this activity.
l va u s
(c
Note. As you aperform all the activities in this course, click OK to the date out of range messages, if any.
ilv a
ar S
s
CeActivity Detailed Steps
Perform the detailed steps to complete the activity.
Creating a Japanese Company

To create a Japanese company:
70
4. Enter or verify the following information:
Status Active
Country JPN
Adding an Alternate Character Description and Representative Information

e to
e n s
To add an alternate character description and representative information:
el ic
1. Click the AC Descr Button icon after the Description field. a b l
s f er
- t r anOK.
2. Enter CTR Kabushikigaisha in the AC Company Description field and click
onenter the following information:

3. Expand the Japan flag section on the Company Location page,nand
s a ฺ
a e
h ValueuoridStatus
Page Element )
ฺ c om nt G
Effective Date
ฺ i b m tude January 01, 2013
c a is S
Title
e z @ th CEO
ar us e
Name alv Tadashi Niwa
( c
S
Entering
lva Information
iPhone
e sar To enter phone information:
C
1. Access the Phones page, and enter the following information:
Phone Type Main
Telephone 03-5432-7800
Country Code 081
71
(USA) Creating a Company in the United States

• Create a United States company.
• Enter an FEIN for a company.

• Define the FTE decimal amount.
Activity Overview
e to
the world.
e n s
el ic
a b l
In preparation for adding people to the system and maintaining job records, it is your job to set up the
r
PeopleSoft Human Resources tables. These tables are the foundation of your organization's Human Resources
fe
system.
a n s
n - tr
a no
Your first task is to add the new company, Computer Testing Research (CTR), effective January 1, 2013.
Accept the company default set ID value, but use the appropriate country code for the United States.
as ibut d ฺ
ewill
The FEIN is 12345. You will not indicate an address) aththis time,
uis 415/555-1234.
later associate a location with this
m G
company. The business telephone number for
m ฺco dent
this new company
ฺ ibprecision
You will also indicate an FTE decimal
a S tuamount of 2.
c s
e
Note. Use PS for theruser e thi in this activity.
@ and password
zname
l v a u s
Note. a
As
(caperform all the activities in this course, click OK to the date out of range messages, if any.
you
S ilv
s ar
CeActivity Detailed Steps
Creating a United States Company

To create a United States company:
72
Status Active
Country USA
Entering an FEIN for a Company

e to
e n s
To enter an FEIN for a company:
el ic
1. Access the Default Settings page. a b l
fe r
s
2. Expand the USA flag section, and enter 12345 in the Employer ID Numbernfield.
n - tra
Entering Phone Information
a no
To enter phone information:
h a s deฺ
m ) G ui
1. Access the Phones page
m ฺco dent
a ฺ
2. Enter the following information:ib Stu
@ c his
Page Element re
z e t
l v a u s Value or Status
a
Phone
ca
(Type Business
i l v
S Telephone
s a r 415/555-1234
C e
Defining the FTE Decimal Amount
To define the FTE decimal amount:
1. Access the Rules Definition page, and enter or verify the following information:
Status Active
FTE Decimal Precision 2
73
Identifying Implementation and Worker-Level Default Options
Implementation Table Defaults

This diagram shows the implementation-level default options that are available from the Installation and
Company tables:
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m ฺco dent
Slide 50
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74
Review
• You must define a series of foundation tables to process worker's records within PeopleSoft Human
Resources.
• The Installation Table contains processing and defaulting information for running your HCM system.
• You use the Company table to enter information about a single company or multiple companies in your
organization. You are able to define items, such as the corporate address, general ledger accounts, tax
information, and payroll processing information.
• (CHE, JPN, and NLD) HCM address functionality enables validating and prompting against valid address
e to
information.
e n s
el
• You can define a default compensation frequency on the Installation Table and a default pay group on the
ic
a b l
Company table.
fe r
a n s
n - tr Slide 51
a no
Student Notes
h a s deฺ
m ) G ui
Additional Resources m ฺco dent
a ฺ ib Stu
@ c hresources
This table lists product documentation i s that provide more details about the topics that we have
discussed in this lesson:
r ez se t
l v a u
(c a
Topic
il v a Cross-Reference
r S
e sa Installation table PeopleSoft HCM Application Fundamentals, "Setting Up and Installing PeopleSoft
HCM"
C
Company table PeopleSoft HCM Application Fundamentals, "Setting Up Organization Foundation
Tables"
(CHE, JPN, and NLD) Loading PeopleSoft HCM Application Fundamentals, "Setting Up Local Country
and updating the Postal Code Functionality"
table
75
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e sa
rSilv
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u s
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e
ฺ
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m
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to
Lesson 4
Setting Up Business Units and TableSet

Sharing
Objectives
e to
e n s
elic
• Identify business unit and tableset foundation tables.
a b l
• Define set IDs, business units, and tableset sharing. fer
a n s
n - tr • Establish user and business unit defaults.
• Identify implementation and worker-level default options. a no

h a s deฺ
m ) G ui
Slide 53
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
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(c a
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77
Setting Up Business Units and TableSet Sharing Lesson 4
Identifying Business Unit and TableSet Foundation Tables

We will discuss the foundation table components in the second column of this diagram:
e to
e n s
elic
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
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Slide 54
(c a
a
Student Silv
r Notes
e sa
C
78
Lesson 4 Setting Up Business Units and TableSet Sharing
Defining Set IDs, Business Units, and TableSet Sharing
Setting Up Set IDs, Business Units, and TableSet Sharing Tables

This diagram shows the steps that you take prior to setting up control tables that use a set ID as a high-level
key:
e to
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a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
Silv
Slide 55
e sar Notes
Student
C
Steps to Creating Set IDs, Business Units, TableSet Controls, and Defaults
Prior to setting up your other Human Resources control tables, you should complete the following table setup
in the specified components:
1. Create set IDs in the TableSet IDs component (SETID_TABLE).
2. Create your business units in the Business Unit component (HR_BUSINESS_UNIT). You can also create
set IDs from this table if it uses the same code as your business unit.
3. Access the TableSet Control component (SET_CNTRL_TABLE1) for each of your business units, and
map the appropriate set ID to each record group.
4. Define your business unit defaults in the Business Unit Options Defaults component
(BUS_UNIT_OPT_HR).
5. Define your user defaults in the Org Defaults by Permission Lst component (OPR_DEF_TBL_HR).
6. Set up your other control tables.
79
Defining Set IDs, Business Units, and TableSet Sharing (continued)
Business Units, Set IDs, and TableSets

You should have a basic understanding of business units, set IDs, and tablesets:
Business Unit Set ID TableSet
Logical organizational entity. High-level key on many control Set of rows on a control table,
tables. grouped by set ID, that is available to
specific business units.
e to
e n s
Slide 56
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a b l
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m ฺco dent
a ฺ ib Stu
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80
Business Units
When deciding how to establish business units within PeopleSoft HCM, remember that:
• No predetermined definitions of business units are available for PeopleSoft Human Resources as they are
for department and company. Each customer can use this organizational level as they like.
• A business unit does not need to signify a legal entity in PeopleSoft Human Resources, as in the PeopleSoft
Financial product; instead it is a way of tracking and reporting specific business information.
• Business units are associated with a person's job, position record, or both.
e to
n s
• Business units are another way to associate people (the human resources in your company) with the
l ice
ble
company's organization for HR purposes.
fe r a
Slide 57
n s
n - tra
Student Notes
a no
h a s deฺ
What Business Units Do m ) G ui
m ฺ co ent
Business units offer your organization
ฺ i ba flexible
t u d
structuring device through which you can implement HCM
based on how your business is c a
organized.s S
e z @ thi
r unitsuthat
You can define business
a s ereflect the specific functional needs of your internal human resources
departments, a l v
or that reflect the actual business structure of your enterprise.
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Set IDs and TableSets

The system contains various control tables that require a set ID as a high-level key. Core Human Resources
foundation tables that have a set ID as the high-level key include:
• Location.
• Department.
• Salary Plan.
• Job Code. e to
e n s
• Supervisor Level.
el ic
a b l
r
Rows of data within these tables are grouped according to the set ID. These sets of related rows are what we
fe
refer to as tablesets.
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Student Notes m ) G ui
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Defining Set IDs
@ c his
r e z
Set IDs are used to distinguish or e t
l
called tablesets,
s differentiate rows of data within a table. While these groups of rows are
vtheaability to ushare common information in the system is referred to as tableset sharing.
(c a
v a
il set ID, tableset, and tableset sharing are often used synonymously.
The terms
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Set IDs and TableSets (continued)

This table illustrates how departments might be grouped into tablesets on the Department table:
Set ID Department Description
SET01 Western Sales
SET01 Western Customer Service
e to
SET02 Eastern Sales
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SET02 Eastern Customer Service
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Viewing Select Rows of Data on a Control m ฺcoTable
d e nt
a ฺ ib Stu
When accessing a control tableckeyed byithe s set ID, you can limit your view of the table.
z @ t h
In the preceding v
l are twoutablesets
example, se are listed: SET01 and SET02. If you were accessing the Department
results. a (caentered
table, and you
Likewise, if
SET01 as your set ID, only the western departments would appear in the list of search
you were to enter SET02 as the set ID, only the eastern departments would appear in your
lv
listi of search results.
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The Relationship of Business Units and Set IDs

Consider the following facts when evaluating how to assign set IDs to business units:
• Set IDs are assigned to business units.
• In the control tables, you specify the rows of data for a business unit by the use of this high-level key, the
set ID.
• You use set IDs to control what a business unit can access within a table.
• Sets of data can be shared across multiple business units through tableset sharing. e to
e n s
el ic
• Record groups are available to adjust your business unit and set ID mapping needs for greater effectiveness.
a b l
fe r
Slide 60
a n s
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h a s deฺ
The Advantage of Set IDs and TableSet Sharing m ) G ui
With the use of set IDs, you are able b to m
ฺco denrows
uniquely identify
t
of data in a table specific to a business unit.
a ฺ i t u
@
These are things to note about
t sS
cset IDs hor itablesets:
a r ez se
l
• Tableset sharing
a v enables youuto group rows of data within a control table by the use of a high-level key
c ID.
called a(set
a
S il v
• This key or multipart key uniquely identifies each row in a table.
r
sa • You use set IDs to restrict or grant access to data within a table.
C e
• When large portions of your data are the same from business unit to business unit, tableset sharing enables
you to share the information instead of entering it multiple times.
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Record Groups
A record group is a collection of similar records (tables and views) and can contain a single table or many
tables and views. This example shows some of the tables and views in the following record groups:
HR_01 Department Record Group HR_02 Job Code Record Group
• Departments (DEPT_TBL) • Job Code (JOBCODE_TBL)

• View of All Departments (DEPT_ALL_VW) • Hazard Codes Identified by Job
e to
• Department Security (DEPT_SCRTY_VW)
(JOBCODE_HAZ_TBL)
e n s
• Current Job Code View (JOBCODE_TBL_VW)
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Student Notes a no
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Page Used to Maintain Record Groups m ฺco dent
a ฺ ib Stu
@ c his
Use this page to maintain record groups:
r e z e t
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Record Group PeopleTools, Utilities, Administration, Record Group

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a
Delivered Human Resources Record Groups
r Silv
PeopleSoft delivers the following human resources-related record groups:
C esa • HR_01 Departments.
• HR_02 Job Codes.
• HR_03 Locations.
• HR_04 Job Tasks.
• HR_05 Plan Salaries.
• HR_06 Business Unit Defaults.
• HR_07 Absence Types.
• HR_08 Health & Safety.
• HR_09 Contract Type.
• HR_10 Credit Card Vendor.
• HR_11 Legislative Regulations.
86
• HR_12 FP Actions Group.
• HR_13 FP Grades Group.
• HR_14 Labor Agreement.
• HR_15 Employee Class.
• HR_16 Supervisor Level.

• HR_17 Works Council.
• HR_18 Professional Compliance.
• HR_19 School Type.
Other Delivered HCM Record Groups

e to
PeopleSoft also delivers payroll-related record groups:
e n s
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• PY_01: Balance ID Tbl.
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• PY_02: Shift Table.
a n s
• PY_03: HR Chartfields. n - tr
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• PY_04: Alternative Overtime.
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Record Groups (continued)

Mapping a set ID to a record group for a business unit links this same set ID to all views and tables that are
contained within a record group. And, by using record groups, you are not limited to one set ID per business
unit; you can adjust your business unit and set ID mapping needs for greater effectiveness:
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Slide 62
m ) G ui
m ฺ co ent
Student Notes
a ฺ ib Stud
@ c his
r e z e t
Associating Record Groups
l v a to
u s
Business Units
(caensure that tableset sharing is applied consistently across all related tables and views in your
Record groups
a
ilv
system.
S
e sar Mapping of business units to set IDs is done in the TableSet Control component.
C
88
Example: Analyzing Your Business Unit Needs

This example shows data needs for Business Unit 1 (BU001):
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Slide 63
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Student
r Notes Silv
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Analyzing Your Business Unit Needs
Assume your new company, Computer Testing Research, wants to create two business units: Business Unit 1
(BU001) and Business Unit 2 (BU002). The next task is to determine the business unit data needs; let us
begin with BU001.
89
Example: Analyzing Your Business Unit Needs (continued)

This example shows data needs for BU002:
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Student Silv
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Analyzing Your Business Unit Needs (continued)
After you have determined data needs for one business unit, you need to analyze the needs of your other
business units. You may find that some of the needs are different, but some of the data can be shared, such as
the job codes in this example.
Common Data
In this example, you do not want to create another set of job codes when both business units can use the same
information. However, the second business unit does not have access to the tableset values SET01. Record
groups and the TableSet Control component can resolve this problem.
90

This shows how you would set up the TableSet Control component for BU001:
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Student
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Using the TableSet Control Component to Determine Your Business Unit Needs
Use the TableSet Control component to adjust your business unit and set ID mappings for greater
effectiveness.
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This shows how you would set up the TableSet Control component for BU002:
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Student Silv
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TableSet Control Record Groups
You can modify the set ID for each record group to share or restrict data. This example provides a good
example of tableset sharing for job codes.
92

In this example, a common set ID of SHARE will be implemented:
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Student
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Common Set IDs
If you define set IDs that are to be tied to one specific business unit, you may want to define generic set IDs
to be used across numerous business units that share identical data.
In this example, because all business units will share the same job codes, a common set ID of SHARE will be
implemented.
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How the TableSet Control Table Works

The system retrieves only the valid values for the designated business unit:
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The Process of Retrieving Valid Values
This diagram shows the process unseen by the user that the system follows when a user searches on the
Department field. The user will get a list of valid values contained within the business unit that the worker has
been associated with.
Using the Department field as an example, you want to get a list of valid values (departments). For the system
to retrieve this data, it accesses the TableSet Control table first:
1. When you search for valid values in the Department field, the system asks, "With which business unit is
this person associated?"
2. The Business Unit field displays the business unit BU001.
3. The system then accesses the TableSet Control table for the set control value (business unit) BU001.
4. Since the Department table is part of record group HR_01 Departments, the system references this line to
determine the set ID, which is SET01.
5. The system accesses the Department table and retrieves all rows with a set ID of SET01.
94
6. This list of valid values appears in the search dialog box on the Department field.
Note. If no rows of data with the defined set ID were found, the system informs you that no matching
entries were found.
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Creating Set IDs

Establishing set IDs is the first step in setting up your business unit and set ID foundation tables within the
system.
Use the TableSet IDs component to define your high-level keys for many of your control tables.
Slide 69
Student Notes
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Page Used to Create Set IDs
a b l
fe r
Use this page to create set IDs:
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i eฺ IDs
TableSet Control
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PeopleTools, Utilities, Administration,
G u
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Creating Business Units

Business units enable you to:
• Maintain a tree structure to facilitate customer-specific roll-up reporting.
• Distribute and administer certain control tables such as the Department table. This is especially important
for large or multinational companies.
Slide 70
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Student Notes e n s
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a b l
fe r
Page Used to Set Up Business Units
a n s
Use this page to enter business unit information: n - tr
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m ) G ui
Set Up HCM,ฺc o nt Organization, Business Unit
Business Unit
m
ib Stu d e
Foundation Tables,
a ฺ
c his
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r s e
a l va u
a (c
S il v
s a r
Ce
Use the Business Unit page to define business units for reporting demands or organizing operating
responsibilities. You have a great deal of flexibility in how to implement this organizational level in your
PeopleSoft HCM application. Each business unit will then use the established set IDs as a base for tableset
sharing.
97
Setting Up the TableSet Control Record Groups

After you establish both your set IDs and your business units, the next step is to determine which set ID you
want the system to access for each record group for each HR business unit.
Use the TableSet Control - Record Group page to specify a set ID for each set of business unit record groups.
Consider the following:
• Record groups consist of many similar records and views, and not individual tables.
• Using record groups saves you the step of assigning set IDs to each record or view in the system that uses
e to
n s
set ID as a high-level key, without requiring you to know all of the tables that are involved in a particular
e
function.
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a b l
Slide 71
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Page Used to Set Up Record Group Information
m ) G ui
ฺco dent
Use this page to maintain record-group information:
m
a ฺ ib Stu
@ c his
r e z e t
l va u s
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98
Record Group PeopleTools, Utilities, Administration, TableSet Control

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Activity 2: Defining Set IDs, Business Units, and TableSet

Sharing
1. Establish set IDs.
2. Create business units.
3. Administer tableset sharing.
Slide 72
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Activity Overview
You need to enter set IDs and business units for the Computer Testing Research organization. These values
will be used throughout the implementation process.
The organization has determined that they will start by setting up two business units: Business Unit 1
(BU001) and Business Unit 2 (BU002). You will use the following set IDs in your implementation:
Setting Up Set IDs For: Set ID
Business Unit 1 (default set ID) SET01
Business Unit 2 (default set ID) SET02
e to
Shared data set ID SHARE
e n s
el ic
Shared data set ID JGENL
a b l
f e r
The third and fourth set IDs, SHARE and JGENL, have already been created. n s
n - tra
unit record groups for greater effectiveness. The default set IDsa no you will need to adjust your business
Once you have established your set IDs and created your business units,
that you associate with your business units
h a
should assign the appropriate set ID to the HR record groups.s However,
i d eฺ you will need to redirect the
following record groups, for both business units,mto )point to G u with a different set ID:
tablesets
o
ฺc den t
b m
Record Group
c aฺi is Stu Set ID
r e z@ e th
HR_02 Job Code
l v a u s SHARE
a (ca LVL
HR_16 Supervisor JGENL
i l v
s ar S
Ce
102
Activity Detailed Steps

Establishing Set IDs

To establish set IDs:
1. Select PeopleTools, Utilities, Administration, TableSet IDs.
3. Enter SET01, and click Add.

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a b l
fe r
Description s
Set ID for Business Unit 1
a n
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Short Description SET01
a no
h a s deฺ
ui
m ) G
6. Click the Add button at the bottom of the o
ฺcpage. nt
m
b Add.Stu
iclick d e
7. Enter the new value SET02, anda ฺ
c his
e z @ t
8. Enter the followingr e
information:
s
a l va u
a
Page
c
(Element Value or Status
S i l v
sa r Description Set ID for Business Unit 2
C e
Short Description SET02
Creating Business Units

To create business units:
1. Select Set Up HCM, Foundation Tables, Organization, Business Unit.
3. Enter BU001, and click Add.
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Status Active
Description Business Unit 1

Short Description BU001
Set ID SET01
6. Click the Add button at the bottom of the page.

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7. Enter the business unit value BU002, and click Add. e n s
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a b l
fe r
a n s
Page Element
tr
Value or Status
n -
Status a
Active no
h a s deฺ
Description m G ui Unit 2
) Business
m ฺco dent
Short Description
a ฺ ib Stu BU002
@ c his
Set ID
r e z e t SET02
lv a u s
( c
9. Save your ainformation.
a
Silv
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Administering TableSet Sharing
C
To administer tableset sharing:
1. Select PeopleTools, Utilities, Administration, TableSet Control.
2. Enter BU001 in the Set Control Value field, and click Search.
3. In the Record Group Control scroll header, click the View All link and scroll down to record group ID
HR_01.
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4. Validate or enter the following information, accepting the default values for all other fields that are not
listed here:
HR_01 Departments SET01

HR_02 Job Codes SHARE
HR_03 Locations SET01
HR_04 Job Tasks SET01
HR_05 Plan Salaries SET01
e to
HR_06 BU Defaults SET01
e n s
el ic
HR_16 Supervisor LVL (level) JGENL
a b l
fe r
a n s
n - tr
6. Click the Return to Search button at the bottom of the page.
a no
s deฺ
7. Enter BU002 in the Set Control Value field, and clickaSearch.
h
m ) G uilink and scroll down to record group ID
m ฺco dent
8. In the Record Group Control scroll header, click the View All
HR_01.
a ฺ ib Stu
@ c information,
9. Validate or enter the following
h is accepting the default values for all other fields that are not
z t
are use
listed here:
l v
a
Page
ca
(Element Value or Status
S i l v
sa r HR_01 Departments SET02
C e
HR_02 Job Codes SHARE
HR_03 Locations SET02
HR_04 Job Tasks SET02
HR_05 Plan Salaries SET02
HR_06 BU Defaults SET02
HR_16 Supervisor LVL (level) JGENL
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Establishing User and Business Unit Defaults
User Versus Business Unit Defaults

This diagram depicts the tables that are typically affected when you have established defaults in the Org
Defaults by Permission Lst and Business Unit Options Defaults components:
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Slide 73 r e z e t
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a(
Student Notes
ilv
ar S
s
CeUser Defaults Versus Business Unit Defaults
User defaults are associated with your user ID and assist primarily in supplying information on the setup
tables.
Business-unit defaults are typically related to transactional pages, where you are defining data, such as a
budget, for a specific business unit.
Default Values
When a user signs in to the system, defaults and control values throughout PeopleSoft HCM are based on the
defaults that you have established for that user's permission list on the Org Defaults by Permission Lst
component. You can also link specific defaults to a set ID that is associated with your business unit. That
way, when a user selects a business unit on tables and pages throughout PeopleSoft Human Resources,
default values such as country and currency fill the pages automatically, based on the defaults that you have
established on the Business Unit Options Defaults component.
106
Establishing User and Business Unit Defaults (continued)
User Defaults and Primary Permission Lists

When you create a user ID, you can associate various roles and permissions lists with that user.
These roles and permission lists grant a user access to pages, components, and people's data.
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Slide 74
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Student Notes @ c his
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l va u s
(c
Roles and Permissiona Lists
il v a
a r S
Permission List Create permission lists to assign access to menus, components, component
s
Ce
interfaces, pages, global functionality, data, and so forth.
Role Assign permission lists to a role to create access that is required for role specific
tasks.
107
User Defaults and Primary Permission Lists (continued)

In addition to assigning roles to each user, which in turn are tied to permission lists, you will assign four
primary permission lists directly to each user:
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Slide 75
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Student Notes @ c his
r e z e t
l va u s
Page Used a c a
to (Associate Permission Lists with a User
S i l v
s a r Use this page to associate permission lists with a user:
Ce
108
User Profiles, General PeopleTools, Security, User Profiles, User Profiles

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Permission Lists Associated Directly
a ฺ ib withSthet u User
c his
Navigator Homepageez@ t
r s e
Used by workflow.
a l va u
(c
Process Profile
a
PeopleSoft Process Scheduler authorization.
S ilv
s a r Primary Global security. Also used to associate the user to the Org Defaults by Permission
Ce
Lst component to define user defaults.
Row Security Data-permission security.
109
Setting Up User Defaults

To define user defaults, use the primary permission list that is associated with the user ID on the User
Profiles, General page to access the Org Defaults by Permission Lst component.
The Org Defaults by Permission Lst component enables organizations to set up defaults such as:
• Business unit.
• Set ID.
• Currency information. e to
e n s
• Country.
el ic
a b l
• Company.
fe r
a n s
n - tr • (JPN) Alternate character enabled.
a no
Slide 76
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Student Notes
m ฺco dent
a ฺ ib Stu
Pages Used to Set Up User @ c
Defaultsthis
re z
toa
Use these pageslv se
set up userudefaults:
a (ca
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• Use this page to enter default information:
Defaults Set Up HCM, Foundation Tables, Organization, Org Defaults by Permission Lst
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• Use this page to specify payroll system and standard hours defaults:
Settings Set Up HCM, Foundation Tables, Organization, Org Defaults by Permission Lst
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Setting Up Business Unit Defaults

The Business Unit Options Defaults component works like the Installation Table. It lets organizations set
system defaults such as company, country, and currency for a specific set ID.
Consider the following facts when setting up business unit defaults:
• The set ID is the high-level key for the Business Unit Options Defaults component.
• Since the set ID is the high-level key, you can share these defaults among multiple business units and these
values will be supplied by default to fields throughout the Human Resources system. to
n
• You should associate the business unit to the set ID by using record group HR_06 (BU Defaults) inethe
se
TableSet Control component.
l e lic
r a b
sf e
Slide 77
tr a n
n -
Student Notes
a no
h a s deฺ
Page Used to Enter Business Unit Defaultsom
) G ui
m ฺc dent
a ฺ ib defaults:
Use this page to enter business unit options
S tu
c
@ Navigation hi s
e z e t
Page Name
l v ar u s
(caOptions Default Set Up HCM, Foundation Tables, Organization, Business Unit Options Defaults
Business Unit
a
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Activity 3: Establishing User and Business Unit Defaults

• Set up user default values.

• Establish business unit default values.
Slide 78
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Activity Overview
You are now ready to update your user defaults. Update the HCPPALL permission list defaults by entering
information, such as a default business unit and any country specific data that you want to use to set up your
control table data. Select Other for your payroll system and enter 40 as your default standard hours, with a
minimum of 10 hours and maximum of 40 standard hours.
Next, you will need to establish the defaults for each of your business units. You will also need to set up
business unit defaults based upon the set ID you assigned to the business unit defaults record group (HR_06),
on the TableSet Control component. This is how your HR_06 BU Defaults Value row should be set up for
your business units:
Business Unit (Set Control Value) HR_06 BU Defaults Value
e to
BU001 SET01
e n s
el ic
BU002 SET02
a b l
fe r
n s
Enter 40 as your default standard hours, with a minimum of 10 hours and maximum of 40 standard hours
a
n - tr
will need to enter. a no will provide the exact values that you
Note. Some values in this activity depend on country. Your instructor
h a s deฺ
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m ฺco dent
a ฺ ib Stu
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r e z e t
l va u s
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115

Setting Up User Default Values

To set up user default values:
1. Select Set Up HCM, Foundation Tables, Organization, Org Defaults by Permission Lst.
2. Enter the Primary Permission List value HCPPALL, and click Search.
3. On the Defaults page, enter or verify the following information:
e to
e n s
el ic
Alternate Character Enabled Selected
a b l
fer
Business Unit BU001
a n s
n - tr
Set ID SET01 no
s a ฺ
Company
) h CTR uide
a
ฺ c om nt<country
G
Country
i b m tud e code provided by the instructor>
c ฺ
a is S
Regulatory Region
e z @ th <regulatory region provided by the instructor>
ar u s e
To Currencylv
( c a <currency code provided by the instructor>
a
r SilvCurrency Rate Type OFFIC
e sa
C Name Format <name format provided by the instructor>
4. Access the Settings page, and enter or verify the following information:
Payroll System Other
Default Standard Hours 40
Standard Work Period W
Minimum Standard Hours 10
Maximum Standard Hours 40
116
Establishing Business Unit Default Values

To establish business unit default values:
1. Select Set Up HCM, Foundation Tables, Organization, Business Unit Options Defaults.
2. Enter SET01 as the set ID value, click Search, and enter or verify the following information:
Company CTR
Country <country code provided by the instructor>
To Currency <currency code provided by the instructor>

e to
e n s
el ic
a b l
Work Period W fe r
a n s
Minimum Standard Hours 10 n - tr
a no
Maximum Standard Hours
h a s deฺ
40
m ) G ui
m ฺco dent
4. Click Return to Search at thea ฺ ib of theStpage.
u
@ c bottom
s
hi Search, and validate or add values for a business unit in the
e z e t
l v ar
5. Enter SET02 as the
following fields:
set ID
u
value,
s click
a (ca
r SilvPage Element Value or Status
e sa
C Company CTR
Country <country provided by your instructor>
To Currency <currency provided by your instructor>
Work Period W
Minimum Standard Hours 10
Maximum Standard Hours 40
117

This diagram shows the implementation-level default options that are available from the business unit and
tableset sharing-related tables:
e to
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fe r
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h a s deฺ
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a ฺ ib Stu
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Slide 79
l va u s
(c a
a
r Silv
e sa
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118
Review
• Companies, business units, and set IDs need to be established prior to defining your user and business unit
defaults.
• A business unit is a way of tracking specific business information for reporting and roll-up data collection.
Set IDs are the key to linking your business units to your control table values.
• The Org Defaults by Permission Lst component is where you establish defaults for a permission list that is
associated with a user. The Business Unit Options Defaults component is where you establish defaults for a
business unit and is based on the set ID associated with the business unit for record group HR_06.
e to
• The Org Defaults by Permission Lst and the Business Unit Options Defaults components enable users to set
e n s
up defaults that appear throughout the Human Resources system.
el ic
a b l
Slide 80 fe r
a n s
a no
h a s deฺ
Additional Resources
m ) G ui
ฺco thatdeprovide
This table lists product documentation resources
m nt more details about the topics that we discussed
in this lesson:
a ฺ ib Stu
@ c his
r e z e t
Topic
l va u s
Cross-Reference
a
(c set IDs, and PeopleSoft HCM Application Fundamentals, "Working with System Data Regulation
v a
Business units,
il controls
r Stableset in HCM"
e sa Record groups and tablesets PeopleTools: PeopleSoft Application Designer Developer's Guide, "Planning
C Records, Control Tables, and TableSets"
PeopleTools: System and Server Administration, "Using PeopleTools Utilities"
119
C
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Lesson 5
Setting Up Establishments, Locations,

and Departments
Objectives
e to
e n s
elic
• Identify establishment, location, and department foundation tables.
a b l
• Set up the Establishment table. fer
a n s
n - tr • Set up the Location table.
• Set up the Department table. a no

h a s deฺ
• Identify implementation and worker-level default
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Setting Up Establishments, Locations, and Departments Lesson 5
Identifying Establishment, Location, and Department Foundation

Tables

We will discuss the foundation table components in the third column of this diagram:
e to
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h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
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Slide 83
Silv
e sar Notes
Student
C
122
Lesson 5 Setting Up Establishments, Locations, and Departments
Setting Up the Establishment Table
Setting Up Establishment IDs

An establishment is not necessarily a single building or location; it could be an entire industrial or office
complex, but it is usually a physical place for which information is reported as a consolidated unit.
The Establishment table is:
• Used to define distinct reporting places of business (establishments) within an organization. It defines
theoretical grouping of workers strictly for reporting purposes.
• Not required by all countries. The establishment may serve different purposes, depending upon the country.
e to
e n s
Slide 84
el ic
a b l
Student Notes fe r
a n s
n - tr
Pages Used to Set Up Establishment IDs a no
h a s deฺ
Use these pages to set up establishments:
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
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123
• Use this page to enter establishment address information:
Establishment Address Set Up HCM, Foundation Tables, Organization, Establishment

e to
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elic
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
• Use this page to enter phone numbers and contact information for this establishment:
r Silv
e sa
C Page Name Navigation
Phone Numbers Set Up HCM, Foundation Tables, Organization, Establishment
124
Country Uses of the Establishment Table

Although an establishment is generally used for reporting purposes, it may also service a different purpose.
This table lists some of the countries that use the Establishment table and how they use it:
Country Purpose
(BRA) Brazil For Brazil, an establishment is required to complete Job Data.
(FRA) France Social security and business statistical reporting in France.
(IND) India Each establishment must be registered under either the Factories Act or Shops &
Establishment Act. An establishment, based on location, can be registered under
multiple Acts such as Employee State Insurance (ESI), Provident Fund, Profession
Taxes, and Income Taxes.
e to
e n s
(ITA) Italy Drives tax and social security regulatory reporting.
l e lic
(MEX) Mexico r a b Registry
Establishments are required for Mexico to represents the Employer
sf e
(Registro Patronal) and it is associated with the location.
a n
tr Customers setup several
n -
(NLD) Netherlands Required for Dutch customers using GP
criteria important for the Social a no contribution, such as the Social Security
Security
Netherlands.
Number.
h a s deฺ
m ) G ui
(USA) United States
m colegislative
Regulatoryฺand
e t
nreporting requirement for U.S workers.
ฺ ib Stu d
a
c his
e z @ t
r s e
a l va u
a (c
Sil v
sa r
C e
125
Setting Up the Location Table
Setting Up Locations
Use the Location table to:
• Identify each physical location where people work.
• Specify salary plan (as specified by the set ID) and holiday-schedule defaulting information for the
location.
Slide 85
e to
Student Notes e n s
elic
a b l
fe r
Pages Used to Set Up Locations
a n s
Use these pages to set up locations: n - tr
a no
• Use this page to enter location address information:
h a s deฺ
m ) G ui
Page Name Navigationฺco nt
m
b Stu
iUp d e
a ฺ
c hHCM,
Location Address
@
Set
t i s Foundation Tables, Organization, Location
a r ez se
a l v u
a (c
Sil v
sa r
C e
126
• Use this page to enter location profile information:
Location Profile Set Up HCM, Foundation Tables, Organization, Location

e to
e n s
el ic
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
a
(cneed to return to this table after the salary plan is established if a salary plan is to be used as a
Note. Users
v a
Sil
default value from the Location table.
sa r
C e
(USA) Associating Establishments with a Location in the United States
When you enter USA in the Regulatory Region field, the system hides the Establishment ID field located
directly under it. To associate U.S. establishments with this location, use the Establishments fields in the USA
section of this page.
Consider the following when associating establishment to locations for the U.S.:
• You can select one or more establishment IDs for a location. U.S. organizations can have a many to many
relationship between locations and establishments to support AAP reporting in the U.S..
Use the establishment-location relationship for Affirmative Action planning, EEO (Equal Employment
Opportunity), OSHA (Occupational Safety and Health Administration), and other U.S. federal reporting
regulations.
• View or associate establishments with a location within the USA flag section of the Location Profile page.
You can also view the locations associated with an establishment on the Establishment Address page, USA
flag section.
127
• Since a particular location can have multiple establishments, it is necessary to enter an establish for a
worker on the Job Data - Work Location page to directly link a person with a job to an establishment.
e to
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a b l
fe r
a n s
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h a s deฺ
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m ฺco dent
a ฺ ib Stu
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Activity 4: Defining Establishment and Location Codes

In this activity, you will set up an establishment and location for one of these countries:
• France.
• Japan.
• United States.
Slide 86
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(FRA) Setting Up a French Establishment and Location

1. Set up a French establishment code.

2. Set up a French location code.
3. Associate a location code with a company.
Activity Overview
Computer Testing Research needs to set up establishment and location codes effective January 1, 2013. Enter
the following information:
e to
• Add the following establishment:
e n s
el ic
Western Region establishment (EST01)
a b l
fe r
1, rue des Tulipes, Paris, 75000
a n s
n - tr
no
Phone: 01.55.55.55.55
• Add the following location: a

s deฺ
h a
m ) Paris, G ui 75015
co ent
Headquarters (LOCHQ)125 rue Sebastien Mercier, France
m ฺ d location code with company CTR in the Company
• After you complete this task, associate
a ฺ i b yourSheadquarters
t u
table.
@ c his
r e z e t
l v a
Note. As you perform all the s
activities
u in this course, click OK to the date out of range messages, if any.
a (ca
S ilv
s a r
Ce Perform the detailed steps to complete the activity.
Setting Up a French Establishment Code

To set up a French establishment code:
1. Select Set Up HCM, Foundation Tables, Organization, Establishment.
3. Enter EST01, and click Add.
130
4. On the Establishment Address page, enter or verify the following information:
Status Active
Description Western Region
Short Description EST01
Headquarters Unit Cleared
Reg Region FRA

e to
e n s
Company CTR
el ic
a b l
Country FRA
fe r
a n s
n - tr
5. Click Edit Address, and enter or verify the following information:
a no
Page Element
h aValue
i eฺ
s or dStatus
m ) G u
Address 1 o t
ฺc den 1, rue des Tulipes
b m
Postal c aฺi is Stu 75000
@
ez se t h
v a r u
City
a l Paris
a (c
Sil v
Department 75 (Paris)
sa r
C e 6. Click OK.
7. Access the Phone Numbers page, and enter the following:
Phone Type Main
Phone 01.55.55.55.55
Setting Up a French Location Code

To set up a French location code:
1. Select Set Up HCM, Foundation Tables, Organization, Location.
131
Set ID SET01
Location Code LOCHQ

4. Click Add.

e to
e n s
Status Active
elic
a b l
Description Headquarters fe r
a n s
Short Description LOCHQ n - tr
a no
Building
h a s deฺ
Blank
m ) G ui
Floor Nbr
m ฺco dentBlank
a ฺ ib Stu
Language Code
c i s French
r e z@ e th
Country
l v a u s FRA
a caAddress, and enter or verify the following information:

(Edit
Silv
6. Click
sa r
C e Page Element Value or Status
Address 1 125 rue Sebastien Mercier
Postal 75015
City Paris
Department 75 (Paris)
7. Click OK.
Associating a Location Code with a Company

To associate a location code with a company:
132
2. Enter company CTR, select the Correct History check box, and click Search.
3. Enter the following information.
Location Set ID SET01

Location LOCHQ
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fe r
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(JPN) Setting Up a Japanese Establishment and Location

1. Set up a Japanese establishment code.

2. Set up Japanese location code.
Activity Overview
e to
e n s
el ic
Headquarters establishment (EST01)
a b l
fe r
3-5 Hatagaya 1-chome, Shibuya-ku, Tokyo-To 151-0072
a n s
• Add the following location: n - tr
a no
Headquarters (LOCHQ)
h a s deฺ
m ) G ui
co ent
151-0072, Tokyo, Shibuya-ku, 3-5 Hatagaya 1-chome
m ฺ d location code with company CTR in the Company
a ฺ i b yourSheadquarters
• After you complete this task, associate
t u
table.
@ c his
r e z e t
l v a
Note. As you perform all the s
activities
u in this course, click OK to the date out of range messages, if any.
a (ca
r Silv
e sa
Setting Up a Japanese Establishment Code

To setup a Japanese establishment code:
134
Status Active
Description Headquarters
Headquarters Unit Selected
Reg Region JPN

e to
e n s
Company CTR
el ic
a b l
Country JPN
fe r
a n s
n - tr
5. Click the Alt Char Descr Pushbutton icon after the Description field, and enter Honsha in the AC
Establishment Description field.
a no
h a s deฺ
6. Click OK.
m ) G ui
7. Click Edit Address, and enter 151-0072ฺcinothe Postal
ntfield.
m
ib Stu d e
a
c his
8. Click the Address Search link. ฺ
e z @ t
9. Verify or enter ther s e
following information:
a l va u
a c
(Element
S i l v
Page Value or Status
sa r Prefecture 13 (Tokyo-To)
C e
City Shibuya-ku
Address 1 3-5 Hatagaya, 1-chome
10. Click OK.
11. Click the Alt Char Address Pushbutton icon next to the Edit Address button, and verify or enter the
City Shibuya-ku
Address 1 Hatagaya
12. Click OK.
135
13. Access the Phone Numbers page, and enter or verify the following:
Phone Type Main
Phone 151-0072
Setting Up a Japanese Location Code

To set up a Japanese location code:

e to
e n s
el ic
a b l
fe r
a n s
n - tr
Set ID SET01
a no
Location Code h a s
LOCHQide
ฺ
m ) G u
o
ฺc den t
4. Click Add.
ฺi b m tu
c ainformation:
s S
e z @ thi
5. Enter or verify the following
l v ar u se
( c a
a
r SilvEffective Date January 1, 2013
e sa
C Status Active
Short Description LOCHQ
Building Blank
Floor Nbr Blank
Language Code Japanese
Country JPN
6. Click the Alternate Char Description icon after the Description field, and enter Honsha in the AC
Location Description field.
7. Click OK.
136
8. Click Edit Address, and enter 151-0072 in the Postal field.
9. Click the Address Search link.
10. Verify or enter the following information:

Prefecture 13 (Tokyo-To)
City Shibuya-ku
Address 1 3-5 Hatagaya, 1-chome
11. Click OK.

e to
e n s
el ic
a b l
fe r
a n s
1. Select Set Up HCM, Foundation Tables, Organization, Company. n - tr
o
nclick
2. Enter company CTR, select the Correct History check box,a
s deฺ Search.
and
h a
3. Enter the following information. m ) G ui
m ฺco dent
Page Element
a ฺ ib Stu Value or Status
c
@ thi s
Location Set ID rez
l v a u se SET01
a (ca
Location LOCHQ
Sil v
sa r 4. Click the Alt Char Address Pushbutton icon after the Edit Address button, and verify or enter the
C e following information:
AC City Shibuya-ku
AC Address 1 3-5 Hatagaya, 1-chome
5. Click OK.
137
(USA) Setting Up a United States Establishment and Location

1. Set up a U.S. establishment code.

2. Set up a U.S. location code.
Activity Overview
e to
e n s
el ic
Western Region establishment (EST01)
a b l
fe r
801 Market Street, San Francisco, CA 94133
a n s
n - tr
no
Phone: 415/555-0001
a
a
The controlling establishment ID is KU001. You also need
h s to specify
i d eฺthat for EEO-1 there will be a
minimum of 100 employees.
m ) G u
• Add the following location:
o
ฺc den t
b m
Headquarters (LOCHQ) c aฺi is Stu
e z@
450 Market Street,rSuite e
#450,sSan
h
tFrancisco,
l v a u CA 94133
You will(c
a
also need to associate the EST01 establishment with this location.
ilv a
r S
• After you complete this task, associate your headquarters location code with company CTR in the Company
e sa table.
C
Note. As you perform all the activities in this course, click OK to the date out of range messages, if any.

Setting Up a U.S. Establishment Code

To setup a U.S. establishment code:
138
Status Active
Description Western Region
Headquarters Unit Cleared
Reg Region USA

e to
e n s
Company CTR
el ic
a b l
Country USA
fe r
a n s
5. Click Edit Address, and enter the following information:n - tr
a no
Page Element
h aValue
i eฺ
s or dStatus
m ) G u
Address 1 o t
ฺc den 801 Market Street
b m
City c aฺi is Stu San Francisco
@
ez se t h
v a r u
State
a l CA
a (c
Sil v
Postal 94133
sa r
C e 6. Click OK.
7. Expand the USA flag section, and enter the following information:
Section B
KU001
Controlling Establishment ID
Section C
Selected
EEO-1 Minimum 100 Employees
139
8. Access the Phone Numbers page, and enter the following information:
Phone Type Business
Phone 415/555-0001
Setting Up a U. S. Location Code

To set up a U.S. location code:

e to
e n s
elic
a b l
fer
a n s
n - tr
Set ID SET01
a no
Location Code h a s
LOCHQide
ฺ
m ) G u
o
ฺc den t
4. Click Add.
ฺi b m tu
c ainformation:
s S
e z @ thi
5. Enter or verify the following
l v ar u se
( c a
a
e sa
C Status Active
Short Description LOCHQ
Building Blank
Floor Nbr Blank
Language Code English
Country USA
140
6. Click Edit Address, and enter the following information:
Address 1 450 Market Street
Address 2 Suite #450

City San Francisco
State CA
Postal 94133
7. Click OK.
e to
e n s
8. Access the Location Profile page, and enter USA in the Regulatory Region field.
el ic
a b l
9. Expand the USA flag section, and enter EST01 in the Establishment ID field.
fe r
10. Save your information. a n s
n - tr
a no
h a s deฺ
) u i
m G
ฺ o dent Company.
1. Select Set Up HCM, Foundation Tables,cOrganization,
m
ib History
2. Enter company CTR, select the ฺCorrect
a S tu check box, and click Search.
c
@ thi s
z
3. Enter the followingeinformation.
l v ar u se
a ca
Page (Element Value or Status
i l v
S Location Set ID
s a r SET01
C e
Location LOCHQ
141
Setting Up the Department Table
Setting Up Departments
The Department table enables organizations to define groups of workers. Departments are:
• The identifier, within all PeopleSoft Payroll applications, for where to charge wages, or cost centers.
• A means of defining roll-up security access to worker data.
Slide 87
Student Notes e to
e n s
el ic
a b l
Page Used to Set Up Departments
fe r
Use this page to define basic information about a particular department: a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
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r Silv
e sa
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Department Profile Set Up HCM, Foundation Tables, Organization, Departments

e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
ฺco dcanebe
Note. If not using PeopleSoft Payroll, departments
m ntset up by any groupings that the organization
wants.
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
il v a
a r S
s
Ce
143
Activity 5: Setting Up Departments

In this activity, you will review the activity overview and set up departments.
Slide 88
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e n s
elic
a b l
fer
a n s
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h a s deฺ
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a ฺ ib Stu
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144
Activity Overview
Computer Testing Research is made up of various departments. Your job is to create the sales (50200) and
customer services (50300) departments for Business Unit 1, effective January 1, 2013. Since only Business
Unit 1 workers should be assigned to these departments, create the departments under the appropriate set ID.
You will need to include the following information:
• Associated company CTR and the LOCHQ location with each of these departments.
• Each should have a department level budget.
• Associate manager ID KU0004 with the sales department
• Associate manager ID KU0003 with the customer service department.
Note. As you perform all the activities in this course, click OK to the date out of range messages, if any. e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
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l va u s
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e sa
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145

Setting Up Departments
In this activity step, you will:
• Set up a sales department.
• Set up a customers services department.

Setting Up a Sales Department
To set up a sales department:
e to
e n s
1. Select Set Up HCM, Foundation Tables, Organization, Departments.
elic
a b l
fer
3. Enter the following information: a n s
n - tr
Page Element a
Value
no
or Status
h a s deฺ
Set ID m ) SET01
G ui
m ฺco dent
Department ID
a ฺ ib Stu 50200
@ c his
4. Click Add.
r e z e t
l va u s
(c a
v a
r Sil
e sa
C
146
Status Active
Description Bus. Unit 1 Sales
Short Description BU 1 Sales
Location LOCHQ
e to
e n s
Company CTR
el ic
a b l
Manager Type EmplID
fe r
a n s
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Setting Up a Customer Service Department a ฺ ib Stu
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To set up a customer service t
department:
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1. Click Addaatlv
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2. ilEnter the following information:
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Set ID SET01
Department ID 50300
3. Click Add.
147
Status Active
Description Bus. Unit 1 Customer Service
Short Description BU 1 CS
Location LOCHQ
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This diagram shows the implementation-level default options that are available from the Location and
Department-related tables:
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Review
• While an establish is not required by all companies, each organization needs to set up locations and
departments to support their organizational structure.
• The Establishment table defines distinct reporting places of business within an organization and is used for
reporting purposes.
• The Location table is used to define locations where people work.
• Departments provide a means of roll-up security for people with jobs.
• Based on the department assignment, you can have the location code, company, and manager (supervisor) e to
e n s
ID or manager position supplied as defaults at the worker level.
el ic
a b l
Slide 90
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in this lesson:
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Cross-Reference
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150
Lesson 6
Setting Up Compensation
Objectives
By the end this lesson, you will be able to:
• Identify compensation foundation tables. e to

e n s
• Set up compensation rate code data. elic
a b l
• (JPN) Define Japanese education level tables. fer
a n s
n - tr • Determine compensation rate code defaults.
• Determine worker compensation. a no

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• Set up the salary plan tables.
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• (JPN) Define grade advance tables. mฺc
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• Identify implementation and c a ฺ
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worker-level
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Setting Up Compensation Lesson 6
Identifying Compensation Foundation Tables

We will discuss the foundation table components in the fourth column of this diagram:
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Slide 93
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Lesson 6 Setting Up Compensation
Setting Up Compensation Rate Code Data
Components of Pay and Compensation Rate Codes

Using components of pay is a PeopleSoft Human Resources function that enables you to define single or
multiple rates of pay, represented by comp rate (compensation rate) codes to identify what makes up a
worker's compensation package:
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Slide 94
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Student Notesalv
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S il v
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Example: How Components of Pay Determine a Worker's Compensation
C e Assume that you have a worker who receives a base pay of 22.00 U.S. dollars (USD) per hour to perform his
job. He is also given an additional 3.00 USD per hour for the skill sets that he brings to the job, an additional
2.00 USD per hour for his seniority within the company, and an additional 15 percent for hazard pay. Each of
these base pay comp rate codes are added together at the worker job record level to calculate the worker's
compensation rate.
Using components of pay enables your organization to define each piece or component of a worker's salary
and itemize it to form one total base salary.
153
Setting Up Compensation Rate Code Data (continued)
Associating Comp Rate Codes with a Worker

Comp rate codes may be attached to the worker directly or set up as default values from various human
resource tables:
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Slide 95 r e z e t
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Student Notes
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CeAssociating Comp Rate Codes Throughout the System
In addition to directly assigning comp rate codes to a worker's job data record, you can define other ways to
supply compensation to the worker's record as a default. You can assign comp rate codes or worker
compensation through one or a combination of the following ways:
• Directly associating the rate code to a worker.
• Salary steps.
• Job codes.
• A salary step that is associated with a job code.
• Rules-driven defaulting.
• SENPAY functionality.
• Matrix-driven rate codes.
154
Example: Assigning Rate Codes at the Worker Job Level

Use the Job Data - Compensation page to associate rate codes with a worker:
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The Compensation Rate Code Tables

This diagram shows the sequence in which you would set up the compensation rate code tables:
Slide 96
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Student Notes el ic
a b l
fe r
Required Compensation Tables a n s
n - tr
no your worker's compensation, you are
While compensation rate codes are required in the system to determine
aPeopleSoft
not required to set up rate code classes or groups. However,sthe
h a d e ฺ system delivers the SENPAY rate
code class, which you need to use if you are using Seniority
m ) G ui
Pay functionality.
Classes and groups provide your organization

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e ntcontrol over your compensation administration.
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Setting Up Rate Code Classes

Rate code classes enable you to limit the search for rate codes in the search pages throughout the system.
Some, like SENPAY, are also used for processing rate code data.
You associate a rate code class with individual compensation rate codes, essentially creating a file system as
you define your compensation rate codes.
Slide 97
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Student Notes
e n s
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a b l
Page Used to Set Up Rate Code Classes
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Use this page to set up rate code classes:
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Set Up HCM, Foundation
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Note. The PeopleSoft application delivers the rate code class SENPAY (Seniority Pay) as a value.
Organizations associate the SENPAY rate code class with the rate codes on the Comp Rate Code Table setup
page. Organizations can then set up various levels of pay for seniority purposes.
157
Setting Up Compensation Rate Codes

Use the Comp Rate Code Table page to establish rate codes, where you have the ability to:
• Create base pay and non-base pay rate codes.
• Identify rate code types, such as a flat rate, an hourly rate, a percentage, or a point system.
• Categorize your rate codes by class to simplify searching throughout the system for specific types of rate
codes as well as specify a processing rule, such as Seniority Pay.
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When you enter a rate code class of SENPAY, fields on the Seniority Pay page become available.
e n s
elic
• (AUS) Define and review the compensation rate codes that organizations will use to package their workers.
a b l
fe r
Slide 98
a n s
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a no Student Notes
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Page Used to Set Up Compensation Rate Codes m ) G ui
Use this page to set up compensationb m
rate
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codes: de
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Comp Rate Code Table Set Up HCM, Foundation Tables, Compensation Rules, Comp Rate Code Table
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Note. This class focuses on base pay rates.
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159
Establishing Additional Compensation Rate Code Information

The values for the remaining Comp Rate Code Table pages can be displayed or updated by:
• Entering the class of SENPAY on the Comp Rate Code Table page. This will enable you to enter criteria on
the Seniority Pay page, which is used to:
– Define the rules for associating seniority pay components with various levels of pay increases and when
they should be applied.
– (JPN) Calculate education level age-related pay-a type of seniority pay that is commonly paid by
e to
Japanese organizations.
e n s
el ic
– Identify a seniority pay group, if applicable.
a b l
fe r
a n s
• Associate this rate code with a combination rule you create. Combination rules associated with a given rate
n - tr code will appear on the Combination Rules page.
a no
Slide 99
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Student Notes
m ฺco dent
a ฺ ib Stu
Pages Used to Set Up Compensation @ c hRate is Codes Rules
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toa
Use these pageslv set up andu serules for your compensation rate codes:
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160
• Use this page to set up seniority pay:
Seniority Pay Set Up HCM, Foundation Tables, Compensation Rules, Comp Rate Code Table
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ฺtocwhich t code has been assigned:
• Use this page to view combination rules
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Page Name
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Combination
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aRules Setup HCM, Foundation Tables, Compensation Rules, Comp Rate Code Table
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161
Applying Percentages Against Specific Rate Codes

This example shows how 10 percent can be applied against all compensation rate codes in a worker's job
record, or the 10 percent can be applied only to the Base Pay and Experience rate codes by using a rate code
group (GRP A+B):
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a b l
fe r
a n s
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Slide 100
h a s deฺ
m ) G ui
Student Notes
m ฺco dent
a ฺ ib Stu
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Rate Code Groups
r e z e t
After you have l va rate codes,
defined
s
u you can set up rate code groups. This enables you to bundle rate codes
a
(cthat you can be specific about which compensation rates should be part of the percentage-based
together so
il v a
calculation for your worker compensation packages.
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162
Rate Code Group Functionality

Rate code groups work in the following way:
1. Select the Use Rate Code Groups check box on the Installation Table.
2. Associate the rate codes with a rate code group.
3. Assign rate codes to a worker.
4. Associate a percentage-based rate code with the worker's compensation record.

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5. On the same row as the percentage-based rate code, enter the rate code group.
e n s
el ic
6. The system checks the Rate Code Group table for valid rate codes.
a b l
fe r
a n s
7. The system applies the percentage increase against only those rate codes that are in the rate code group to
n - tr determine the compensation rate value.
a no
Slide 101
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Student Notes
m ฺco dent
a ฺ ib Stu
Calculating Compensation @
c hCode
with Rate is Groups
z
e percentage t
l v
The system applies aarspecific u se to all the rates within the rate code group and then adds this total to
(
the worker's a
ccompensation package. If you do not use rate code groups, the system uses the worker's entire
a
v compensation rate codes to calculate percentage rates. With rate code groups, you can bundle base-
ilcomponents
base-pay
a S
r calculation. that you want the system to use in its calculation, excluding other pay components from that
pay
s
Ce
Page Used to Set Up Rate Code Groups
Use this page to set up rate code groups:
163
Rate Code Groups Set Up HCM, Foundation Tables, Compensation Rules, Rate Code Groups
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a b l
fe r
Note. To use rate code groups in PeopleSoft Human Resources, you must select the Use Rate Code Groups
check box on the Installation table. a n s
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(JPN) Defining Japanese Education Level Tables
Japanese Education Level Tables

When you select to calculate an education level-adjusted birth date on the Comp Rate Code Table - Seniority
Pay page, you will also need to set up additional education-related tables on the pages shown in this diagram:
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a b l
fe r
a n s
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a no Slide 102
h a s deฺ
Student Notes
m ) G ui
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Pages Used to Define EducationaLevel ฺ ib Rules S tu
c
@ level s
hi rules:
Use these pages to definezeducation
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l v aidentify u s
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• Use this page
c to education level and corresponding age basis:
S lva
iPage
s a r Name Navigation
Ce Education Level Set Up HCM, Product Related, Workforce Administration, Workforce Data JPN,
Education Level
165
• Use this page to define standard calculation birthday information:
Calculation Rule Settings Set Up HCM, Product Related, Workforce Administration, Workforce Data JPN,
Calculation Rule Settings
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166
Activity 6: Creating Compensation Rate Codes

• Create a percentage-based rate code.

• Create additional rate codes (for one of the following scenarios).
– (FRA, USA) Create additional rate codes for France or the United States.
– (JPN) Create additional rate codes for Japan.
Slide 103
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Activity Overview
Computer Testing Research needs to establish several rate codes that will be used to define base salary for its
workers as of January 1, 2013.
First, you will create a 2 percent-based cost of living rate code (2COL) for workers who should have a cost of
living adjustment.
For the second portion of the activity, you will set up rate code information for one of the following
scenarios, using the appropriate currency code that is provided to you by your instructor:
• France or the United States.
• Japan.
Note. As you perform all the activities in this course, click OK to the date out of range messages, if any. e to
e n s
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a b l
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Creating a Percentage-Based Rate Code

To create a percentage-based pay rate code:
1. Select Set Up HCM, Foundation Tables, Compensation Rules, Comp Rate Code Table.
2. Select Add a New Value.
3. Enter 2COL, and click Add.

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Status
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Description h a2% ฺ Adjustment

s Cost ofdeLiving
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Short Description
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Rate Code Typev are use Percent
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Rate Code Class Blank
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C e Calculated By None
Comp Percent 2
Frequency Blank
Please continue to the appropriate country task to complete this activity.
169
(FRA, USA) Creating Additional Rate Codes for France or the United States
In this portion of this activity, you will review the activity overview and:
• Create an hourly-based rate code for France or the United States.
• Create a flat amount-based rate code for France or the United States.
Note. The activities in this task are for students working with the France or United States rate code scenarios.
Students working with the Japan scenario should perform the activities in the (JPN) Creating Additional Rate
Codes for Japan task.
Activity Overview
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n s
In addition to creating a percentage-based pay rate code, you need to create the following rate codes effective
January 1, 2013: l ice
• An hourly rate code (HRLY). r a ble
n s fe
• A flat monthly pay rate code (FMTHLY).
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(FRA, USA) Creating an Hourly Based
a ฺ ibRate Code
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To create an hourly based
r e zrate
e
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1. Select SetaUp HCM, Foundation Tables, Compensation Rules, Comp Rate Code Table.
c
a (Add
S v
2. ilClick a New Value.
e sar 3. Enter HRLY, and click Add.

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170
Status Active
Description Hourly Base Pay
Short Description Hrly Pay
Base Pay Selected
Rate Code Type Hourly Rate

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Calculated By None
fer
a n s
n - tr Compensation Rate 0.00
a no
Currency
h a s dcode
<currency
i eฺ provided by your instructor>
m ) u
Frequency o tHG
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5. Save your information. caฺ
i b S tu
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@ thi Rate Code for France or the United States
e z
(FRA, USA) Creating a Flat
l v ar se
Amount-Based
u
To create (ac a amount-based rate code:
flat
v a
1. ilClick Add at the bottom of the Comp Rate Code Table page.
S
e sar 2. Enter FMTHLY, and click Add.
C
171
Status Active
Description Flat Monthly Pay
Short Description FlatMthly
Base Pay Selected
Rate Code Type Flat Amount

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Calculated By None
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Compensation Rate 0.00
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This concludes the activity. Please
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(JPN) Creating Additional Rate Codes for Japan

• (JPN) Create a flat amount capability pay rate code for Japan.
• (JPN) Create a flat monthly-defined range rate code for Japan.

Note. The activities in this task are for students working with the Japanese scenario. Students working with
the France or United States scenarios should perform the activities in the (FRA, USA) Creating Additional
Rate Codes for France or the United States in the previous task.
Activity Overview
e to
n s
In addition to creating a percentage-based pay rate code, you need to create the following rate codes effective
January 1, 2013: l ice
• A flat amount-capability pay rate code (FCAP) associated with the BASSAL rate e r
codea ble
class.
a n sf
• A flat monthly-defined range pay rate code (FMTHLY) associated withtthe
n - r DFRPAY rate code class.
a no
h a s deฺ
m ) G ui
ฺco dent
m
(JPN) Creating a Flat Amount Capability
a ฺ ib Pay S tu Code for Japan
Rate
c s
@ paythratei code for Japan:
r e z
To create a flat amount capability
e
l v a u s
1. Select SetaUp HCM, Foundation Tables, Compensation Rules, Comp Rate Code Table.
c
a (Add
S v
2. ilClick a New Value.
e sar 3. Enter FCAP, and click Add.

C
173
Status Active
Description Flat Amount Capability Pay
Short Description FCAP
Base Pay Selected

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Rate Code Class BASSAL
elic
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Calculated By None
fe r
a n s
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a no
Currency
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JPY
m ) G ui
Frequency
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l v are use Range Rate Code for Japan
(JPN) Creating a Flat Monthly-Defined
To create (ac a monthly-defined range rate code for Japan:
flat
v a
S1. ilClick Add at the bottom of the Comp Rate Code Table page.
e sar 2. Enter FMTHLY, and click Add.

C
174
Status Active
Description Flat Monthly-Defined Range Pay
Short Description FMTHLY
Base Pay Selected

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Rate Code Class DFRPAY
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Calculated By None
fe r
a n s
n - tr Compensation Rate 0
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Currency
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JPY
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Frequency
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This concludes the activity.
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Determining Compensation Rate Code Defaults
Associating Comp Rate Codes with a Worker by Defaults

When you associate a comp rate code as a default value from various human resource tables you are creating
a defaulting rule. The system automatically creates these defaulting rules, or you can create your own
combination rule, in the Rate Code Defaulting Rules table:
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a b l
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Slide 104 l va u s
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Student Notes
Example: Viewing Rate Codes Sources on the Worker's Job Data Record
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Determining Compensation Rate Code Defaults (continued)
Steps for Setting Up Defaults

If you require more flexible defaulting rules for your compensation beyond associating rate codes with your
job codes or salary steps, use rules-driven component defaulting to define flexible defaulting rules for rate
codes.
This diagram illustrates the process of manually creating a rate code defaulting rule:
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elic
a b l
Slide 105
fe r
a n s
a no
h a s deฺ
Components Used in Determining Manual Compensation
m ) G uiRules
ฺcorulesdand
Use these components to create compensation
m e t
nassociate them with your workers:
a ฺi b S tu
Component
c
@ thi s Function
r e z e
l v aOptions u s
( c a
Rate Code Defaulting Define which field records are eligible for defaulting rules.
a Defaulting Rules
ilvCode
r S
Rate Associate rate codes when a combination of rules applies.
e sa Job Data
C Default rate code is associated with the worker's compensation.
178
Setting Up Rate Code Defaulting Options

On the Rate Code Defaulting Options page, you specify which Job record fields should be available for
creating rate-code defaulting rules.
Essentially, you are deciding which fields can be used in determining comp rate code or compensation
package default values.
Slide 106
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Student Notes
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el ic
a b l
Page Used to Set Up Defaulting Options
fe r
a n s
Use this page to set up defaulting options:
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Defaulting Options
ฺ c o
Set Up HCM, Foundation
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Options
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179
Setting Up Rate Code Defaulting Rules

Use the Rate Code Defaulting Rules component to view compensation rules created by the system or create
your own rules.
Consider the following guidelines when accessing the Rate Code Defaulting Rules component:
• You can limit your search for a rule by selecting the source on the search page.
• Rules that are created by other sources display values as defined in the other tables and are not editable.
• Rules that you create in this component are identified by the source code Combination Rule. e to
e n s
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Slide 107
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Student Notes a n s
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Page Used to Set Up Rate Code Defaulting Rules s
h a i d eฺ
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Use this page to view or create a rate code defaulting
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180
Definition Set Up HCM, Foundation Tables, Compensation Rules, Rate Code Defaulting Rules
Example: Definition Page with a Source of Salary Step
Use this page to view rate code defaulting rules:

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Example: Definition
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il this page to set up rate code defaulting rules:
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181
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182
Setting Up Rate Code Defaulting Rules (continued)

You can create and modify criteria for component defaulting rules by specifying the record and field name
that should be used as part of the condition for applying a compensation rule.
Slide 108
Student Notes
e to
Page Used to Define Defaulting Rule Criteria
e n s
el ic
Use this page to view or specify criteria for component defaulting rules:
a b l
fer
Page Name Navigation a n s
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Criteria no Rules, Rate Code Defaulting Rules
Set Up HCM, Foundation Tables, Compensation
a
h a s deฺ
Example: Criteria Page with a Source of Salary
m ) StepGui
o
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nrules:
m
Use this page to view criteria for component
ib Stu d e
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183
Example: Criteria Page with a Source of Combination Rule
Use this page to create and modify criteria for component defaulting rules:
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Use the Values page to determine the field values on which the operators that you selected on the Criteria
page should act.
Slide 109
Student Notes
e to
Page Used to Define Defaulting Rules Values
e n s
el ic
Use this page to view or enter field value information:
a b l
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Values no Rules, Rate Code Defaulting Rules
Set Up HCM, Foundation Tables, Compensation
a
h a s deฺ
Example: Values Page with a Source of Salary
m ) StepGui
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Use this page to view field values information:
a ฺ ib Stu
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r e z e t
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In this example, the STEP compensation rule tells the system to identify when a person's job data equals the
following information for salary step:
• SetID = JGENL
• Salary Plan = J02
• Grade = 1
185
• Step (Value) = 1
Example: Values Page with a Source of Combination Rule
Use this page to identify field values information:

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e n s
elic
a b l
fe r
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o when a person's job data equals
nidentify
In this example, the DEPTID compensation rule tells the system to
the following information for a department:
a
s deฺ
h a
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• SetID = SHARE
m ฺco dent
• Department (Value) = 20000
a ฺ ib Stu
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e
Note. The operator Equals
r z is e t on the Criteria page.
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186

On the Rate Code page, you will assign rate codes, and their details, to the component defaulting rule.
Slide 110
Student Notes
Page Used to Assign Defaulting Rule Rate Codes e to

e n s
Use this page to view or assign rate codes to the component defaulting rule:
el ic
a b l
Page Name Navigation fer
a n s
Rate Codes n - tr
Set Up HCM, Foundation Tables, Compensation Rules, Rate Code Defaulting Rules
a no
Example: Rate Codes Page with a Source of Salary
h a s Stepdeฺ
) u i
m G
m ฺco todthe
Use this page to view rate codes that are assigned
e t
ncomponent defaulting rule:
a ฺ ib Stu
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r e z e t
l va u s
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il v a
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187
Example: Rate Codes Page with a Source of Combination Rule
Use this page to assign rate codes to the component defaulting rules:
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Determining Worker Compensation
How the System Determines Compensation Defaulting

The system performs rate code defaulting, excluding seniority pay, based on the current values in the Job
record, when defaulting pay components, by:
1. Replacing manual updates in default components with the current default values.
2. Replacing the default values in non-updatable components with the current default values.
3. Recalculating any compensation-related fields on the Job record. For example, Comp Rate,Annual,
Hourly,Daily Amounts,Compa-Ratio, and so on.
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Slide 111
el ic
a b l
Student Notes fe r
a n s
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Worker Compensation a no
a
When you make a change to one or more elements of ahworker's
ฺ and that change affects
s Jobderecord,
) i
uwhen you click the Default Pay Components
o m
compensation, the system resets the compensation G
components
t
ฺcData component.
button on the Compensation page of the Job
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189
Determining Worker Compensation (continued)
Viewing the Source of the Rate Code

When you enter a job instance for a worker or change job data, the system searches for rules based upon the
values that you have inserted in the worker's record.
You can view the source of the rate codes on the Compensation page, Controls tab in Job Data, after you click
the Default Pay Components button.
Slide 112
e to
Student Notes
e n s
el ic
a b l
Example: Where to Enter Worker Compensation Information
s f er
r anJob Data, to enter worker
Use the Compensation page, under Workforce Administration, Job Information,
- t
compensation information:
n on
s a ฺ
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a
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ฺ i b m tude
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a no
h a s deฺ
Use the Controls tab to view the source of the rate code:
m ) G ui
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191
Determining Worker Compensation (continued)
Refresh Employee Compensation Process

The Refresh Employee Compensation process:
• Inserts a new job row with the effective date that you entered in the As Of Date field when you click the
Add new effective date option.
• Updates the job row that is effective as of the date that you selected in the As Of Date field.
• Updates any future rows (rows are considered to be future if they come into effect after the as of date) when
you select the Update Future Rows check box.
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Slide 113
el ic
a b l
Student Notes fe r
a n s
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Page Used to Refresh Employee Compensation
a no
s dupdate
theaprocessito
Use the Refresh Employee Compensation page to run h eฺ worker's compensation packages:
m ) G u
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Page Name
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Navigation
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Refresh Employee
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e th Administration, Collective Processes, Refresh Compensation
Compensation
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Activity 7: (JPN) Creating a Rules-Driven Compensation

Package for a Japanese Location
In this activity, you will review the activity overview and create a rules-driven compensation default for a
Japanese location.
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Activity Overview
Workers that are assigned to location code LOCHQ should all receive a compensation package that includes a
cost-of-living rate code of 2 percent (2COL) as of January 1, 2013. To do this, create a compensation default
rule for workers associated with this location to receive the cost-of-living rate code as part of their
compensation.
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Creating a Rules-Driven Compensation Default for a Japanese Location

To create a rules-driven compensation default for a Japanese Location:
1. Select Set Up HCM, Foundation Tables, Compensation Rules, Rate Code Defaulting Rules.
3. Enter 2%COL_LOCHQ, and click Add.
4. On the Definition page, enter or verify the following information:

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Status Active
a no
Description h a2% ฺ Adjustment for HQ Location
s Cost ofdeLiving
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Short Description
m ฺc den 2%COL_LOCHQ
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Rate Code Source
@ c h Combination Rule
z t
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5. Access the Criteria
e or verify the following information:
a (ca
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C Record JOB
Field Name LOCATION
Edit Table LOCATION_TBL
SQL Operator Equals
6. Access the Values page, and enter or verify the following information:
Sequence 1
Set ID SET01
Value LOCHQ
195
7. Access the Rate Codes page, and enter or verify the following information:
Rate Code 2COL
Currency JPY
Freq Blank
Percent 2.000
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Setting Up the Salary Plan Tables
The Salary Plan Pages

This diagram shows the pages that you use to set up salary plans and to define salary increase guidelines:
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Slide 115
h a s deฺ
m ) G ui
Student Notes
m ฺco dent
a ฺ ib Stu
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The Purpose of Salary Plans
r e z e t
l s
va plan defines
u a high-level distinction for a grouping of workers that points to the salary
a
A salary administration
(care in place for them, including standard hours, salary increase guidelines, and review rating
il v a
controls that
r S
guidelines.
e sa A salary plan, grade, or step is not required when saving a job record for a worker.
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197
Setting Up the Salary Plan Tables (continued)
Setting Up the Salary Plan Table

The Salary Plan component enables you to put workers into unique salary categories established according to
the factors affecting worker compensation structures.
Slide 116
Student Notes
e to
Page Used to Set Up Salary Plans
e n s
el ic
Use this page to set up salary plans:
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
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r e z e t
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Salary Plan Table Set Up HCM, Product Related, Compensation, Base Compensation, Salary Plan
e to
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Note. FTE (full time equivalent) is calculated based on salary plan.
199
Setting Up Salary Grades

When setting up the salary grades:
• You usually set up several salary grades within the same salary administration plan.
• You specify the minimum, midpoint, and maximum rates for each grade.
• To create different ranges for the same salary grade, use separate salary administration plans for each.
Slide 117
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e n s
Student Notes el ic
a b l
fe r
Page Used to Set Up Salary Grades a n s
n - tr
Use this page to set up salary grades:
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
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Salary Grade Table Set Up HCM, Product Related, Compensation, Base Compensation, Salary Grades
e to
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a b l
fe r
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a no
h a s deฺ
m ) G ui
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a ฺ ib Stu
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r e z e t
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Note. The system uses minimum and maximum hourly rates as a range check for the hourly rate that is
a
r Silv
assigned to a worker. When you are entering a worker's compensation, the system warns you if the rate is out
of range, but it will not stop you from saving the worker's compensation information as you entered it.
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Range Spread Calculation
The system calculates the range spread like this:
100 × (Annual Max - Annual Min) / Annual Min
Associating Salary Plan Information with Job Codes and Military Ranks
You can associate salary plans, grades, and steps with job code by navigating to Set Up HCM, Foundation
Tables, Job Attributes, Job Code Table.
The PeopleSoft system enables you to create salary plans and grades that you can associate with military
ranks. To associate salary information with military ranks, create your salary plan and grades as you would
any other. Then, use the Military Service component, by navigating to Set Up HCM, Product Related,
Workforce Administration, Workforce Data MIL, Military Service, to link salary plan and grades with
specific ranks.
201
Defining Salary Grade Labor Defaults

Use the Categorization Defaults page to associate the salary grade with labor agreement categories and
subcategories.
Slide 118
Student Notes
e to
Page Used to Set Up Regulatory Region and Labor Agreement Information
e n s
elic
Use this page to set up regulatory region and labor agreement information:
a b l
fer
n - tr
Categorization Defaults no Base Compensation, Salary Grades
Set Up HCM, Product Related, Compensation,
a
h a s deฺ
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Setting Up Salary Grade Steps

Use the Salary Step Components page to:
• Identify an increment type that defines how a person will advance to the next step.
• Define step increments for a grade. You can define step increment advancement by hours or months.
• Associate rate codes with salary steps within a salary grade. This information will supply compensation
data by default when your workers move into a specific step.
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Slide 119
e n s
el ic
Student Notes a b l
fe r
a n s
Page Used to Set Up Salary Steps n - tr
a no
Use this page to set up salary steps:
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
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Salary Step Components Set Up HCM, Product Related, Compensation, Base Compensation, Salary Grades
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Setting Salary Grade Advance Criteria

Use the Grade Advance Criteria page to specify criteria that must be met before workers are eligible to
advance to the next higher grade:
• Include the number of reviews and their respective weights and the number of eligibility points that are
required.
• (JPN) Specify grade advance criteria to be used in the shoukaku candidate process.
• The system identifies those who are eligible to advance to the next grade based on meeting all the criteria
e to
defined here.
e n s
el ic
Slide 120
a b l
fe r
Student Notes a n s
n - tr
a no
Page Used to Set Up Grade Advance Criteria
h a s deฺ
Use this page to set up grade advance criteria: m
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a ฺ ib Stu
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Grade Advance Criteria Set Up HCM, Product Related, Compensation, Base Compensation, Salary Grades
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(JPN) Defining Grade Advance Tables for Japan
Grade Advance Tables and Reports

This diagram shows the pages that you will use in setting up grade advance:
Slide 121
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Student Notes el ic
a b l
fe r
The Grade Advance Process a n s
n - tr
To run the grade advance candidate report, follow these steps: no
s a ฺ
Step Task ) h uide
a
ฺ c om nt G
1. Set up grade advance criteria
i b
Set the
ฺ mfollowingu
t de for grade advances:
criteria
c a• Requiredi S in Current Grade
s Years
@ t h
ez s•eMaximum Years in Current Grade
v a r u
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a (c • Minimum Age
S i l v
r • Number of Reviews Review Weights
C esa • Required Eligibility Points
2. Set up the Review Definition Manage dates as IDs to administer performance reviews for a period. It's a key
Table JPN field for the performance review.
3. Set up the Rating Model table Select the rating model to define the qualitative value of the review result Each
qualitative rating can also have review points.
4. Run performance reviews Run this process to examine the review points according to the settings on the
Rating Model table. The system uses these points to determine grade advances.
5. Run the Grade Advance Run this report to view all candidates who meet the criteria and perform further
Candidate List report analysis. Worker data is not revised by running the Grade Advance Candidate List
report.
Note. Do not forget to enter the workers who are selected for grade advance on line.
207
(JPN) Defining Grade Advance Tables for Japan (continued)
Review Definitions and Rating Models

Review results and rating models can be used as criteria for grade advance.
Slide 122
Student Notes
Pages Used to Set Up the Review Definition and Rating Models e to

e n s
Use these pages to set up information for grade advance:
l e lic
• Use this page to define a review ID, review period and review type, and specify whether
r a ba review will be
sf e
included in the Grade Advance eligibility process:
tr a n
n -
a no
h a s deฺ
Review Definition Table JPN Set Up HCM, Product
m ) Related,
G ui
ePerformance, Define Review JPN
m ฺco dent
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208
• Use this page with the General tab selected to define review bands and the Shoukaku points:
Rating Model, General tab Set Up HCM, Product Related, Profile Management, Context Catalog, Rating
Model
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• Use this page with the Review Points tab selected to define point values:
Rating Model, Review Points Set Up HCM, Product Related, Profile Management, Context Catalog, Rating
tab Model
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(JPN) Defining Grade Advance Tables for Japan (continued)
The Grade Advance Candidate List Report

When running the Grade Advance Candidate List report, you should know that:
• The criteria for eligibility for advancement are defined at the grade level.
• The report lists all people who become candidates for a grade advance because they have met the
appropriate criteria.
• The criteria include the results of worker reviews.
e to
Slide 123
e n s
el ic
Student Notes a b l
fer
a n s
Page Used to Run a Grade Advance Candidate Report n - tr
Use this page to run the grade advance candidate list report:s a
no
h a i d eฺ
m ) G u
o
ฺc den t
b m
c aฺi is Stu
r e z@ e th
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Grade Advance Candidates Compensation, Base Compensation, Salary Plan Reports, Grade Advance Candidates
JPN JPN
e to
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m ) G ui
m ฺco dent
a ฺ ib Stu
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Example: Grade AdvancezCandidates
r e e t List Report
l vcheck s
a the grade
u advance candidates:
(c a
Use this report to
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Activity 8: Setting Up a Salary Plan

1. Set up a salary plan.

2. Set up salary grades (for one of the following scenarios).
– (FRA, USA) Set up salary grades for France or the United States.
– (JPN) Set up salary grades for Japan.
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Activity Overview
In this activity, you will set up a salary plan for Computer Testing Research.
The salary plan you will create will be Business Unit 1 Salary Plan (B1SP) defined under the set ID SET01
and will be effective January 1, 2013. This salary plan is based on a 40 hour per week work period. Accept
the frequency defaults of hourly, daily, and monthly.
The instructor will provide the currency code.
For the second portion of the activity, you will set up salary grades for one of the following scenarios.
• France or the United States.
• Japan.
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Note. As you perform all the activities in this course, click OK to the date out of range messages, if any. s
l ice
r a ble
n s fe
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Setting Up a Salary Plan

To set up a salary plan:
1. Select Set Up HCM, Product Related, Compensation, Base Compensation, Salary Plan.
e to
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el ic
Set ID SET01
a b l
fe r
Salary Administration Plan B1SP
a n s
n - tr
4. Click Add.
a no
h a
5. On the Salary Plan Table page, enter or verify the following i d eฺ
s information:
m ) G u
o t
ฺc den Value or Status
Page Element
ฺi b m tu
c a s S
Effective Date
e z @ thi January 1, 2013
ar us e
Status alv Active
a ( c
r SilvDescription Business Unit 1 Salary Plan
e sa
C Short Description B1SP
Standard Hours 40.00
Work Period W
Currency Code <currency code provided by your instructor>
Default Salary Matrix Code Blank
Company CTR
Hourly H
Daily D
Monthly M
215
Please continue to the appropriate country task to complete this activity.

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(FRA, USA) Setting Up Salary Grades for France or the United States
• Set up a salary grade with steps for France or the United States.
• Set up salary grades without steps for France or the United States.
Note. The activities in this task are for those students working with the France or United States scenarios.
Students working with the Japan scenarios should perform the activities within the (JPN) Setting Up Salary
Grades for Japan task.
Activity Overview
e to
You will create two grades for this salary plan, grade 001 and grade 002:
e n s
el ic
a b l
• The first grade annual range currency amounts should be between 31,200 and 47,840. You will also add
three steps for this grade with the following information:
fer
a n s
Step Rate Code n - r Rate
tComp
a no
1 HRLY
h a s deฺ 15.00 per hour
m ) G ui
2
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HRLY
m
16.00 per hour
a ฺ ib HRLYStu
3
@ c his 17.00 per hour
r t
ez rangesecurrency amounts should be between 37,440 and 58,240. You will not add
• The second gradeaannual u
steps for c a
this lv
grade.
a (
Sil v
e sar Detailed Steps
Activity
(FRA, USA) Setting Up a Salary Grade with Steps for France or the United States
To set up a salary grade with steps:
1. Select Set Up HCM, Product Related, Compensation, Base Compensation, Salary Grades.
217
Set ID SET01

Salary Grade 001
4. Click Add.
5. On the Salary Grade Table page, enter or verify the following information:

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elic
a b l
Status Active fe r
a n s
Description n - tr
BU 1 Salary Plan Grade 001
a no
Short Description
h a s deฺ
001
m ) G ui
Additional Description
m ฺco dentBlank
a ฺ ib Stu
Salary Matrix Code
c i s Blank
Currency Codeare
z@ e th
l v u s <currency code provided by your instructor>
a
(cMinimum
a
Annual 31,200
r Silv
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6. Access the Salary Step Components page, and enter or verify the following information:
Increment Type Date Based Increment Type
Step 1
Step Description Step 1
Currency <currency code provided by your instructor>
Rate Code HRLY
Seq 0
e to
e n s
Comp Rate 15.00
el ic
a b l
Currency
fe r
<currency code provided by your instructor>
a n s
Frequency H
n - tr
a no
a
7. Insert a row in the Salary Step scroll area, and enter or
h ฺ
sverify thedefollowing information:
) u i
o m t G
Page Element
m ฺc den Value or Status
b
aฺi is Stu
Step
@ c h
2
r ez se t
l v a
Step Description u Step 2
(c a
v a
Sil
sa r
C e Rate Code HRLY
Seq 0
Comp Rate 16.00
Frequency H
219
8. Insert a row in the Salary Step scroll area, and enter or verify the following information:
Step 3

Rate Code HRLY
Seq 0
Comp Rate 17.00

e to
e n s
Currency
el ic
a b l
Frequency H
fe r
a n s
n - tr 9. Save and click OK to any warning messages about grade advance you might receive.
o
(FRA, USA) Setting Up a Salary Grade Without Steps for s a nor the
France ฺ United States
h a d e
To set up a salary grade without steps:
m ) G ui
1. Click Add at the bottom of the page.mฺ
co ent
a ฺ ib Stud
@ c his
r e z e t
l va u s
c a
Page Element
( Value or Status
S ilvSetaID SET01
s a r
Ce Salary Administration Plan B1SP
Salary Grade 002
3. Click Add.
220
Status Active
Description BU 1 Salary Plan Grade 002
Short Description 002
Additional Description Blank
Salary Matrix Code Blank

e to
e n s
Currency Code
el ic
a b l
Annual Minimum 37,440
fe r
a n s
Annual Maximum 58,240
n - tr
a no
5. Save and click OK to any warning messages about grade
h a s advance
d ฺ might receive.
eyou
) u i
o m
This concludes the activity. Please do not continue. t G
m ฺc den
b
aฺi is Stu
c
r e z@ e th
l v a u s
a (ca
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221
(JPN) Setting Up Salary Grades for Japan

• Set up a salary grade with steps for Japan.
• Set up salary grades without steps for Japan.

Note. The activities in this task are for those students working with the Japanese scenario. Students working
with the France or United States scenarios should perform the activities within the (FRA, USA) Setting Up
Salary Grades for France or the United States task.
Activity Overview
e to
You will create three grades for this salary plan: grade 001, grade 002, and grade 003:
e n s
elic
a b l
• The first grade annual range amounts will be between 2,400,000 and 4,200,000 JPY. You will also add
three steps for this grade with the following information:
fe r
a n s
Step Rate Code n - r Rate
tComp
a no
1 FCAP
h a s deฺ 200,000 per month
m ) G ui
2
ฺco dent
FCAP
m
250,000 per month
a ฺ ib FCAPStu
3
@ c his 300,000 per month
z
efor t
l v a r
In order to be eligible u seadvance, the worker should be in this grade for a minimum of three years,
grade
c
but no more
( athan 10. The minimum age of the worker should be 22. The worker will also need at least two
S ilva rating averaging a score of 80 to be eligible for an increase.
reviews
s ar • The second grade annual range amounts will be between 3,300,000 and 5,500,000. You will not add steps
Ce for this grade. In order to be eligible for grade advance, the worker should be in this grade for a minimum
of three years, but no more than five. The minimum age of the worker should be 25. The worker will also
need at least two reviews rating averaging a score of 80 to be eligible for an increase.
• The third grade annual range amounts will be between 4,700,000 and 6,800,000. You will not add steps for
this grade. In order to be eligible for grade advance, the worker should be in this grade for a minimum of
three years. The minimum age of the worker should be 28. The worker will also need at least two reviews
rating averaging a score of 80 to be eligible for an increase.

Setting Up a Salary Grade with Steps for Japan

To set up a salary grade with steps:
1. Select Set Up HCM, Product Related, Compensation, Base Compensation, Salary Grades.
222
Set ID SET01

Salary Grade 001
4. Click Add.

e to
e n s
el ic
a b l
Status Active fe r
a n s
Description n - tr
a no
Short Description
h a s deฺ
001
m ) G ui
m ฺco dentEmployee
a ฺ ib Stu
Salary Matrix Code
c i s Blank
Currency Codeare
z@ e th
l v u s JPY
a
(cMinimum
a
Annual 2,400,000
r Silv
e sa Annual Maximum 4,200,000
C
6. Expand the Japan flag section, and enter the following information:
Salary Grade Explanation A person with enough knowledge to perform his duty
and the ability to complete his duty under instructions
of his supervisor of the department to which the person
belongs.
223
7. Access the Salary Step Components page, and enter or verify the following information:
Increment Type Date Based Increment Type
Step 1
Currency JPY
Rate Code FCAP
Seq 0
e to
e n s
Comp Rate 200,000
elic
a b l
Currency JPY
fe r
a n s
Frequency M
n - tr
a no
a
8. In the Salary Step scroll area insert a row, and enter or
h ฺ
sverify thedefollowing information:
) u i
o m t G
Page Element
m ฺc den Value or Status
b
aฺi is Stu
Step
@ c h
2
r ez se t
l v a
Step Description u Step 2
(c a
v a
Sil
Currency JPY
sa r
C e Rate Code FCAP
Seq 0
Comp Rate 250,000
Currency JPY
Frequency M
224
9. In the Salary Step scroll area insert a row, and enter or verify the following information:
Step 3

Currency JPY
Rate Code FCAP
Seq 0
Comp Rate 300,000

e to
e n s
Currency JPY
el ic
a b l
Frequency M
fe r
a n s
n - tr
10. Access the Grade Advance Criteria page, and enter or verify the following information:
a no
Page Element
h aValue
i eฺ
s or dStatus
m ) G u
Minimum Required Years o
ฺc den 3 t
b m
Maximum Years c aฺi is Stu 10
@
ez se t h
v a r u
a l
Minimum Age 22
a (cof Reviews
Sil v
Number 2
sa r
C e Required Eligibility Points 80
(JPN) Setting Up Salary Grades Without Steps for Japan

• Set up a salary grade without steps.
• Set up a second salary grade without steps.

Setting Up a Salary Grade Without Steps
1. Click Add at the bottom of the page.
225
Set ID SET01

Salary Grade 002
3. Click Add.

e to
e n s
el ic
a b l
Status Active fe r
a n s
Description n - tr
a no
Short Description
h a s deฺ
002
m ) G ui
m ฺco dentCounselor
a ฺ ib Stu
Salary Matrix Code
c i s Blank
Currency Codeare
z@ e th
l v u s JPY
a
(cMinimum
a
Annual 3,300,000
r Silv
e sa Annual Maximum 5,500,000
C
5. Expand the Japan flag section, and enter the following information:
Salary Grade Explanation A person with practical knowledge and experience

required for performing tasks and with ability to make
an appropriate judgment and execute tasks whenever
it's necessary under limited instruction of his
supervisor.
226
6. Access the Grade Advance Criteria page, and enter or verify the following information:
Minimum Required Years 3
Maximum Years 5
Minimum Age 25
Number of Reviews 2
Required Eligibility Points 80

e to
e n s
Setting Up a Second Salary Grade Without Steps
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
Page Element
m ) Value
G uori Status
m ฺ co ent
Set ID
a ฺ ib Stud SET01
@ c his
Salary AdministrationzPlan
r e e t B1SP
lva u s
Salary c
( a
Grade 003
a
r Silv
3. Click Add.
C esa
227
Status Active
Description BU 1 Salary Plan Grade 003
Short Description 003
Additional Description Senior Counselor
Salary Matrix Code Blank

e to
e n s
Currency Code JPY
el ic
a b l
Annual Minimum 4,700,000
fe r
a n s
Annual Maximum 6,800,000
n - tr
a no
a
5. Expand the Japan flag section, and enter the following
h i d eฺ
sinformation:
m ) G u
Page Element o t
ฺi b m tu
Salary Grade Explanation ca s S
z @ t h i A person with technical knowledge, experience and
skills who offers help and advise to his department and
a r e s e
a l v u related departments and has an ability to process
complicated and difficult tasks with his own judgment.
( c
va
6. ilAccess the Grade Advance Criteria page, and enter or verify the following information:
S
sa r
C e
Minimum Required Years 3
Maximum Years Blank
Minimum Age 28
Number of Reviews 2
Required Eligibility Points 80
228

This diagram shows the implementation-level default options that are available from the compensation-
related foundation tables discussed in this lesson:
e to
e n s
el ic
a b l
fe r
a n s
Slide 125 n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
229
Review
• If you wish to specify rate codes that should be provided for a worker by default when they are associated
with a particular step, you should set up compensation rate codes prior to creating salary steps.
• Through the use of rate codes, you can use a single rate code or multiple rate codes to determine the base
pay for a worker.
• (JPN) If you select the Educ Lvl-Adjsted Birth Date check box on the Comp Rate Code Table -Seniority
Pay page, you will also need to set up information on the Education Level Age Tbl JPN and Salary
Components Settings JPN pages.
e to
• You can associate a compensation rate code with a worker in various ways, such as associating it with a
e n s
salary step or job code.
el ic
a b l
Slide 126 fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
230
Review (continued)
• You use the Default Pay Components button to reset the compensation components after making a change
to one or more elements of a worker's job record.
• When you make a change to one or more elements of a worker's Job record, and that change affects
compensation, the system resets the compensation components when you click the Default Pay
Components button on the Compensation page of the Job Data component.
• A salary plan is used to put workers into unique salary categories. Salary grades are a subset of salary plans,
and salary steps are a subset of grades.
e to
• (JPN) Review results and rating models can be used as criteria for grade advance.
e n s
el ic
• When you enter a salary step on a worker's record, any rate codes that are associated with that salary step
a b l
r
are supplied by default to the worker's compensation record, if enabled on the Installation Table.
fe
a n s
n - tr Slide 127
a no
Student Notes
h a s deฺ
m ) G ui
Additional Resources m ฺco dent
a ฺ ib Stu
@ c hresources
This table lists product documentation i s that provide more details about the topics that we have
r ez se t
l v a u
(c a
il v a
r S
e sa
C
231
Topic Cross-Reference
Rate code classes, rate codes, PeopleSoft Human Recourse Administer Compensation, "Setting Up Administer
compensation and rate code Compensation"
defaulting, worker
PeopleSoft Human Recourses Administer Compensation, "Defining Compensation
compensation, refreshing
Rates and Rules-Driven Component Defaulting"
employee compensation
PeopleSoft Human Recourse Administer Compensation, "Refreshing Worker
Compensation Information"
Seniority pay PeopleSoft Human Recourses Administer Compensation, "Administering Seniority

Pay"
Education level tables PeopleSoft HCM Application Fundamentals, "Setting Up Local Country
Functionality"
Grade advance tables PeopleSoft ePerformance, "Setting Up Document Templates" e to

e n s
l e lic
PeopleSoft Human Resources Manage Profiles, "Setting Up the Content Catalog"
r a b
PeopleSoft Human Resources Manage Base Compensation and Budgeting,
"Administering Salary Plans, Grades, and Steps"
sf e
a n
tr"Setting Up the Content Catalog"
Rating model n
PeopleSoft Human Recourses Manage Profiles, -
a no
Salary Plan table, salary PeopleSoft Human Recourses s Manage BaseฺCompensation and Budgeting, "Setting
grades, and salary steps haBudgeting"
Up Base Compensation) and
u ide
ฺ c
PeopleSoft Humanom n
Recourses
G Base Compensation and Budgeting,
tManage
ibm SSalary
"Administering e
udPlans, Grades, and Steps"
a ฺ t
c hisHuman Recourses Manage Base Compensation and Budgeting,
Grade Advance Candidate z@ PeopleSoft
t
Report
a r e s e
"Administering Salary Plans, Grades, and Steps"
l v u
a (ca
r Silv
e sa
C
232
Lesson 7
Setting Up Jobs and Pay Groups

Objectives
By the end this lesson, you will be able to:
• Identify job and pay group foundation tables. e to

e n s
• Set up the Job Code table. elic
a b l
• (JPN) Define the Supervisor Level (Yakushoku) table for Japan. fer
a n s
n - tr • Set up the pay group tables.
• Identify implementation and worker-level default options. a n

o
h a s deฺ
m ) G ui
ฺco dent
Slide 129
ฺ m
ib Stu
a
c his
e z @ t
r s e
a l va u
a (c
S il v
sa r
C e
233
Setting Up Jobs and Pay Groups Lesson 7
Identifying Job and Pay Group Foundation Tables

We will discuss the foundation table components in the fifth column of this diagram:
e to
e n s
elic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
Slide 130
(c a
a
Student Silv
r Notes
e sa
C
234
Lesson 7 Setting Up Jobs and Pay Groups
Setting Up the Job Code Table
Setting Up the Job Code Pages

In PeopleSoft Human Resources, you identify jobs by the use of job codes. This enables you to maintain
information about jobs independent of the people performing the jobs. You can assign salary grades, standard
hours, and a standard work period to a job regardless of who holds the position.
You can associate job codes with evaluation points and market pay data, establish salary plan information,
and you can define default compensation:
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
Slide 131 m ) G ui
m ฺco dent
Student Notes
a ฺ ib Stu
@ c his
r e z e t
Pages in the Job Codel s
va Table uComponent
(c a
v a
il Name
Page Usage
r S
e sa Job Code Profile Define the characteristics of a job. Enter the standard hours and work period for
C this job, as well as default compensation frequency. You can further define the job
by identifying the level of the job or by grouping it with similar jobs in a job
family.
Evaluation Criteria Assign points to certain job evaluation criteria. You can use this information to
rank job codes in the company and to assess salary grades, steps, and exempt and
nonexempt categories for personnel.
Market Pay Match Link a job to market survey data to determine an appropriate compensation
package for the job code. You can use the data that appears here for analysis or
reporting.
Default Compensation Define job compensation packages by linking a job to a salary plan, grade, or step,
or by associating it directly with a compensation rate code.
Non-Base Compensation The Non-Base Compensation page is used to associate non-base rate codes to a job
code for Payroll for North America.
235
Setting Up the Job Code Table (continued)
Defining a Job Code Profile

To enter job code data on the Job Code Profile page, you can:
• Enter job description details.
• Associate the job code with job families.
• Associate the job code job functions and subfunctions.
• Define the manager level of the job code.

e to
• Enter default standard hours, work period, and compensation frequency for a job. e n s
el ic
a b l
• Identify whether a job is a regular (permanent) or temporary job or is associated with a union.
fe r
a n s
n - tr Slide 132
Student Notes a no
h a s deฺ
m ) G ui
Page Used to Set Up Job Codes
m ฺco dent
Use this page to set up job codes:aฺi
b Stu
@ c his
r e z e t
l va u s
(c a
il v a
r S
e sa
C
236
Job Code Profile Set Up HCM, Foundation Tables, Job Attributes, Job Code Table
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
To create a job code, you are required to only enter data on the Job Code Profile page. This page has six
required fields. An asterisk (*) denotes the required fields. Of these fields, only the Job Title field value must
be manually keyed, the five others fields are populated by default values.
237
Defining Evaluation and Market Pay Criteria

Use the next two pages in the Job Code Table component to aid in job analysis. The pages that enable you to
rank job codes and assess salary data are the:
• Evaluation Criteria page.
• Market Pay Match page.
Slide 133
e to
Student Notes e n s
el ic
a b l
fe r
Pages Used to Define Evaluation and Market Pay Criteria
a n s
Use these pages to enter job evaluation information: n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
238
• Use this page to assign points to job evaluation criteria:
Evaluation Criteria Set Up HCM, Foundation Tables, Job Attributes, Job Code Table
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a srank thedjobeฺcodes in the organization and to assess
Compensation administrators can use the information
salary grades, steps, and exempt and non-exempt m )categoriesGforuipersonnel.
to
• Use this page to set up salary survey m ฺco dent

a ฺ ib Stu
information:
@ c his
Page Name
r e z e t
Navigation
l va u s
Market (Pay
a
c Match Set Up HCM, Foundation Tables, Job Attributes, Job Code Table
v a
r Sil
e sa
C
239
Setting Up Job Code Compensation Defaults

You are able to associate default compensation to a job code. This can be accomplished in two ways:
• Directly enter a rate code on the Default Compensation page or Non-Base Compensation page.
• Enter a salary plan, grade, and step on the Default Compensation page.
Slide 134
Student Notes e to
e n s
el ic
a b l
Pages Used to Set Up Job Code Compensation Defaults
fe r
Use these pages to set up job code compensation defaults: a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
240
• Use this page to enter and view compensation information:
Default Compensation Set Up HCM, Foundation Tables, Job Attributes, Job Code Table
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@
Note. To enable the salary
c hifunctionality
s
e z e t
step default from the job code within PeopleSoft, you need to
l v ar
select the Multi-Step Grade
u s
check box on the Installation table.
ca to set up non-base pay rate codes for payroll:
• Use this(page
a
S ilv
s ar Page Name Navigation
Ce
Non-Base Compensation Set Up HCM, Foundation Tables, Job Attributes, Job Code Table
Note. The system does not use non-base pay rate codes as default values on any HCM pages. The codes are
used for payroll processing only.
241
Activity 9: Setting Up Job Codes

In this activity, you will review the activity overview and set up job codes.
Slide 135
e to
e n s
elic
a b l
fer
a n s
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h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
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r Silv
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242
Activity Overview
In this activity, you will set up several job codes for Computer Testing Research effective January 1, 2013.
You need to add a Customer Service Representative, Sales Support, and Manager job code under the set ID
SHARE. All these jobs are based on a 40-hour per week work period and a monthly compensation frequency.
They are all regular positions.
You will also want to set up salary default information for these jobs according to the table below:
Job Manager Level Salary Information Comp Amount
Customer Service Other This job should be associated with the

Representative (CSRP) B1SP salary plan, grade 001, step 1.
e to
Sales Support (SSUP) Other This job should be associated with the e n s
B1SP salary plan, grade 002
el ic
a b l
Manager (MGR) First-line manager fe r
This job should be associated with the flat
a n s
monthly rate code (FMTHLY) in the
n - tr
amount provided by your instructor.
a no
a
Important! Remember to use the correct set ID. If youhdo ฺ set ID, you will not be able to
snot use dtheecorrect
access your data from the transaction tables. ) u i
o m t G
m ฺc den
b tu click OK to the date out of range messages, if any.
aฺi inisthisScourse,
Note. As you perform all the activities
c
r e z@ e th
l v a u s
a (ca
r Silv
e sa
C
243

Setting Up Job Codes

• Create a customer service representative job.
• Create a sales support job.
• Create a manager job.

Creating a Customer Service Representative Job
e to
e n s
To create a customer service representative job:
el ic
a b l
1. Select Set Up HCM, Foundation Tables, Job Attributes, Job Code Table.
fe r
2. Click Add a New Value. a n s
n - tr
a no
h a s deฺ
Page Element
m ) Value
G uori Status
m ฺco dentSHARE
Set ID
a ฺ ib Stu
@ c his
Job Code
r e z e t CSRP
l va u s
a
(c Remember to use the correct set ID. If you do not use the correct set ID, you will not be able
Important!
v a
Sil
to access your data from the transaction tables.
sa r
C e 4. Click Add:
244
5. On the Job Code Profile page, enter or verify the following information.
Status Active
Job Title Customer Service Rep
Short Job Title CS Rep

e to
e n s
Manager Level All Other Positions
el ic
a b l
Comp Freq (compensation frequency) M
fer
a n s
Regular/Temporary
n
Regular - tr
a no
6. Access the Default Compensation page, and enter or a
h
verify
i eฺ information:
s thedfollowing
m ) G u
Page Element o t
b m
Salary Set ID c aฺi is Stu SET01
@
ez se t h
v a r u
a l
Sal Plan/Grade/Step B1SP / 001 / 1
(c
a your
S v
7. ilSave information.
s ar
Creating a Sales Support Job
Ce To create a sales support job:
Set ID SHARE
Job Code SSUP
Important! Remember to use the correct set ID. If you do not use the correct set ID, you will not be able
3. Click Add.
245
4. On the Job Code Profile page, enter or verify the following information.
Status Active
Job Title Sales Support
Short Job Title SalesSup

e to
e n s
Manager Level All Other Positions
elic
a b l
Comp Freq M
fer
a n s
Regular/Temporary
n
Regular - tr
a no
5. Access the Default Compensation page, and enter theafollowing
h i eฺ
s dinformation:
m ) G u
Page Element o t
b m
Salary Set ID c aฺi is Stu SET01
@
ez se t h
v a r u
a l
Sal Plan/Grade/Step B1SP / 002
v a (c
6. ilSave.
s ar S
Creating a Manager Job
Ce To create a manager job:
Set ID SHARE
Job Code MGR
Important! Remember to use the correct set ID. If you do not use the correct set ID, you will not be able
3. Click Add.
246
4. On the Job Code Profile page, enter or verify the following information:
Status Active
Job Title Manager
Short Job Title MGR

e to
e n s
Manager Level First-Line Manager
el ic
a b l
Comp Freq M
fer
a n s
Regular/Temporary Regular
n - tr
a no
5. Access the Default Compensation page, and enter or a
h
verify
i eฺ
s thedfollowing:
m ) G u
Page Element o t
b m
Rate Code c aฺi is Stu FMTHLY
@ t h
Comp Rate va
rez use
a l <comp rate provided by the instructor>
a (c
Sil v
Currency <currency code provided by the instructor>
sa r
C e Frequency M
247
(JPN) Defining the Supervisor Level (Yakushoku) Table for Japan
Supervisor Levels
Companies usually use the supervisor level as another type of worker identifier. Consider the following when
setting up supervisor levels:
• The supervisor level may not be related to the worker's job.
• Companies that do not use capability grades (or job management) might still track supervisor levels.
• Many companies pay workers a component of pay related to the supervisor level.
• You enter the supervisor levels in the worker's job record on the Job Information page. e to
e n s
el ic
Slide 136
a b l
fe r
Student Notes a n s
n - tr
a no
Page Used to Set Up Supervisor Levels
h a s deฺ
Use this page to identify supervisor levels: m ) G ui
m ฺco dent
Page Name a ฺ ib Stu
Navigation
@ c his
r e z e t
Supvsr Lvl Tbl
l va u s
Set Up HCM, Product Related, Workforce Administration, Supervisor Levels
(c a
il v a
r S
e sa
C
248
Setting Up the Pay Group Tables
Pay Groups
A pay group consists of workers who are paid together with the same pay characteristics (pay period, pay
date, frequency, and so on).
The component used to define pay groups varies based upon the payroll related application that you are using:
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
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Student Notes
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ar S
s
CeSetting Up the Pay Group Tables to Support Human Resource Data
When you implement PeopleSoft Payroll for North America or PeopleSoft Global Payroll, you must set up
pay groups. For example, you might create different pay groups for workers with different sets of benefits or
earnings.
You can also create pay groups if you are not using any of the PeopleSoft products, however pay groups are
not required at the worker level.
Note. This course will focus on how to set up a pay group with regard to Human Resources. It does not cover
in any detail how to set up a pay group for applications such as Payroll for North America or Global Payroll.
Pay Groups and PeopleSoft Pension Administration

If you use Pension Administration, also set up pay groups for pension payee companies. Pension
Administration does not use pay groups for paying pension benefits. Although Pay Group is a required field
in pension payee job records, the system does not make pension payments using PeopleSoft payroll
processing. Instead, the system produces a trustee extract to deliver pay-related data to a third-party that will
produce checks.
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Setting Up the Pay Group Tables (continued)
Setting Up the Pay Groups for Payroll for North America and Payroll Interface
You use the Pay Group Table component (PAYGROUP_TABLE) to set up pay groups for both Payroll for
North America and Payroll Interface. Although the component is the same, where you access the component
depends on which payroll application you use:
Payroll Application Component Location
Payroll Interface (or other) • Set Up HCM, Product Related, Payroll Interface, Payroll, Pay
e Group Table to
n s
ce
• Set Up HCM, Product Related, Payroll for North America,
Payroll Processing Controls, Pay Group Table e li
r a bl
n s fefor North America, Payroll
traTable
Payroll for North America Set Up HCM, Product Related, Payroll
-
Processing Controls, Pay Group
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Slide 138
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Payroll Interface Versus r e z e
Payrollsfor tNorth America Pay Group Setup
a l vasetup for Payroll
u
a c
Although (the table Interface is easier than for Payroll for North America, some required
S ilv
entries do not
requirements
seem
to save
to apply
the
to
table.
Payroll Interface. These are necessary, however, to meet the minimum
e sar The Pay Group Table component consists of nine pages. For Human Resources and Payroll Interface, you
C
only need to enter information on the first three pages of the Pay Group Table component. That information is
used across all applications of PeopleSoft HCM.
Default Pay Group for a Company

You can associate a company's default pay group on the Company table.
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Setting Up the Pay Groups for Payroll for North America and Payroll Interface
(continued)
If you are using Payroll for North America or Payroll Interface, complete at least the first three pages of the
component. Several of the fields in the Job Data component contain default and calculation values that you
specify in this component, such as:
• Employee type.
• (CAN) Wage loss plan.

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• Frequencies.
e n s
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• Benefit program.
a b l
fe r
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Student Notes a no
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Pages Used to Set Up Pay Groups
m ฺco dent
ฺ
Use these pages to set up pay groups
a ibfor Payroll
S tufor North America and Payroll Interface:
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• Use this page to set up pay groups:
Definition • Set Up HCM, Product Related, Payroll Interface, Payroll, Pay Group Table
• Set Up HCM, Product Related, Payroll for North America, Payroll Processing
Controls, Pay Group Table
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252
• Use this page to establish all the options associated with the employee types that are valid for workers in a
particular pay group:
Process Control • Set Up HCM, Product Related, Payroll Interface, Payroll, Pay Group Table
• Set Up HCM, Product Related, Payroll for North America, Payroll Processing
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• Use this page to enter calculation parameters:
Calc Parameters • Set Up HCM, Product Related, Payroll Interface, Payroll, Pay Group Table
•
Set Up HCM, Product Related, Payroll for North America, Payroll Processing
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The Calc Parameters (calculation parameters) page enables you to set up payroll processing options and other
defaults for a pay group, including the basic earnings code default type. The benefit program that you select
sa r here will default to the worker job level after you enter the pay group on the worker's job record.
C e
254
Setting Up the Pay Groups Component in Global Payroll

If you use Global Payroll, you use the Global Payroll Pay Groups component (GP_PYGRP) to set up pay
groups.
Enter default conditions for the pay group level on the Pay Group Name page.
Slide 140
Student Notes
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el ic
Pages Used to Enter Pay Group Information
a b l
fer
Use these pages to create pay groups for Global Payroll:
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• Use this page to enter pay group information:
Pay Group Name Set Up HCM, Product Related, Global Payroll & Absence Mgmt, Framework,
Organizational, Pay Groups
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• Use this page to enter default information:
Defaults Set Up HCM, Product Related, Global Payroll & Absence Mgmt, Framework,
Organizational, Pay Groups
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Activity 10: Defining a Pay Group

1. Define a pay group.

2. Associate a pay group with a company.
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258
Activity Overview
In this activity, you will define a payroll interface biweekly pay group (BWK) for Computer Testing
Research effective January 1, 2013. You will need the following information to complete the pay group setup:
• This group contains salaried, hourly and exception hourly workers

• The default employee type is salaried.
• For the frequencies, pay is biweekly, daily is D for daily, and monthly is M for monthly.
• The earnings program is B01.
• The holiday schedule is EC2.
• The default benefits program is B01.

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After setting up the pay group, associate the pay group with company CTR. e n s
l e lic
a b if any.
Note. As you perform all the activities in this course, click OK to the date out of rangermessages,
sf e
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Defining a Pay Group

To define a pay group:
1. Select Set Up HCM, Product Related, Payroll Interface, Payroll, Pay Group Table.
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Company CTR
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Pay Group BWK
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4. Click Add.
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Status Active
Set ID BWK
Description Biweekly Pay Group
Retiree Pay Group Cleared
Short Description Biwkly

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PI Configuration ID Blank
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a b l
Country
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<country code provided by the instructor>
a n s
Currency
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<currency code provided by the instructor>
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Employee Type Default
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Salaried
m ) G ui
Pay
m ฺco dent B
Daily a ฺ ib Stu D
c i s
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Monthly
l v a u s M
a (ctheaProcess Control page, and enter the following information in the Employee Type(s) for Pay
v scroll area:
6. Access
SilGroup
sa r
Employee Type Excep Hrly
7. Insert a row in the Employee Type(s) for Pay Group scroll area, and enter the following information:
Employee Type Hourly
8. Insert a row in the Employee Type(s) for Pay Group scroll area, and enter the following information:
Employee Type Salaried
261
9. Access the Calc Parameters page, and enter the following information:
Earnings Program ID B01
Holiday Schedule EC2

Default Benefit Program B01
Note. Click OK to any warning messages, if applicable.
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Associating a Pay Group with a Company e n s
elic
To associate a pay group with a company:
a b l
fer
a n s
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no
2. Enter CTR for the company code, select the Correct History check box, and click Search.
3. Access the Default Settings page, and enter the following a

s deฺ
information:
h a
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Page Element
m ฺco dentValue or Status
a ฺ ib Stu
Pay Group
@ c his BWK
r ez se t
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4. Save your information. u
(c a
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il the activity. Please do not continue.
S
This concludes
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C esa
262

This diagram shows the implementation-level default options that are available from the foundation tables
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Slide 142 r e z e t
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Review
• Job codes and supervisor levels are associated with set IDs while the pay group is associated with a
company.
• In Human Resources, you identify jobs by job codes, and you maintain information about jobs
independently of the people performing the jobs.
• The PeopleSoft system provides a table for supervisor-level information that you can use as a worker
identifier.
• A pay group consists of a group of workers who are paid together with the same pay characteristics.
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• You can define worker-level defaults in both the job code and pay group tables. e n s
elic
a b l
Slide 143
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h a s deฺ
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ฺco thatdeprovide
m nt more details about the topics that we have
a ฺ ib Stu
@ c his
r e z e tReference
Topic
l va u s
Cross
(c a
Job Code
i l v a Table PeopleSoft HCM Application Fundamentals, "Setting Up Jobs"
a r SMarket pay match PeopleSoft HCM Application Fundamentals, "Setting Up and Working with Market
e s
C Pay"
Supervisor levels PeopleSoft Human Resource Administer Workforce, "Setting Up the Administer
Workforce Business Process"
Payroll Interface and Payroll PeopleSoft Payroll Interface, "Setting Up Payroll Schedules"
for North America pay groups
PeopleSoft Payroll for North America, "Setting Up Pay Groups"
Global Payroll pay groups PeopleSoft Global Payroll, "Defining the Organizational Structure"
264
Lesson 8
Administering Data Permission Security

Objectives
• Describe row level data permission security. e to

e n s
• Identify methods of granting data permission access. elic
a b l
• Administer tree-based security. fer
a n s
• Refresh security join tables.
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Administering Data Permission Security Lesson 8
Describing Data Permission Security
Types of Security
PeopleSoft online application security includes:
• User security.
• Field-level security.
• Data permission, or row-level, security.
Slide 146
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Student Notes el ic
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Understanding Security a n s
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ois especially true in core business
a n ฺin an organization do not have access
For almost any type of business application, security is critical. This
applications, such as PeopleSoft applications. Typically, allsindividuals
to all applications. Likewise, you often restrict access to
) idefunctions or data within a particular
hasome ofuthe
application.
ฺ c om nt G
The PeopleSoft system provides security
ฺ i b t u de security-based components and PeopleTools
mfeatures-including
c a data
features-to protect sensitive application
i S
ssecurity
such as worker salaries, performance reviews, and home
e z
addresses. Most likely, you @will use t h
other tools for your network and relational database management
r s e
system (RDBMS).
a l vaAll of theseutools protect the PeopleSoft system from unauthorized access.
a (c
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C e
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Lesson 8 Administering Data Permission Security
Describing Data Permission Security (continued)
Row-Level (Data Permission Security)

Data permission security, or row-level security, refers to controlling access to the rows of data in the system.
In PeopleSoft HCM, the row level data permission securities to which you control access are:
• Departments.
• Employee, contingent worker, and person of interest with jobs.
• Persons of interest without jobs.
• Recruiting job openings. e to

e n s
• (USA) U.S. Federal people with jobs.
el ic
a b l
• Smart HR templates.
fe r
a n s
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a no
Student Notes h a s deฺ
m ) G ui
m ฺ co ent
Organizational Relationships and Persons
ฺ ib Sof t d
uInterest
When you add a person in @
a
c hyouisare prompted to define an organizational relationship. In other
the system,
r e z
words, specify the relationship e
this
t
person will have with your organization. This may be one, or a
combination of,l vtheafollowing:u s
(c a
il v a
• Employee.
r S
e sa • Contingent worker.
C
• Person of interest (POI), such as:
• A student.
• An external trainer.
• Global payroll payee.
• Stock board member or non-HR employee.
• Other.
This information is important in determining the type of security that you establish for the organization.
267
Describing Data Permission Security (continued)
HCM Data Permission Security Process Flow

To establish data permission security, a security administrator would need to update the following
components:
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Student
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Steps for Establishing Data Permission Security
Although establishing your data permission security can be a very complex task, the process flow consists of
three general tasks. To establish your data permission security:
1. Assign PeopleTools security permission lists to a user.
You attach data permission security to permission lists, so you must create permission lists in the
PeopleTools pages before you can assign data access to them.
2. Determine HCM security implementation settings.
Use the Security Installation Settings, Security Set Table, and Security Access Type components to set
how you are going to control data access in HCM.
268
3. Assign access to the various permission lists.
If you decide to use department security trees to control data access, you must set up a department
security tree for all department set IDs in your system prior to assigning data access to the Security By
Department Tree permission list. If you have assigned access to departments on the Security By Dept
Tree page, you must run the Refresh SJT_CLASS_ALL process on the Refresh Row Security Operator
page to commit the security changes to the system.
Note. For this class we will focus on the last step of this process.
For more information on HCM security, refer to the HCM Security Overview course.
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Identifying Methods of Granting Data Permission Access
Assigning Permission Lists to a User

Each user is associated with various permission lists, as shown in this diagram:
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h a s deฺ
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o determine
ฺcwill nt the method in which you can assign data
How you associate a permission list to am
user
ib Stu d e
permission security.
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Slide 149
a l va u
Studentilv a (c
Notes
a r S
s
CePermission Lists Assigned to a User
A security administrator associates various permission lists with a user ID when setting up user profiles in the
system. These permission lists are:
• Assigned directly to a user.
The system uses these permission lists for special functions, such as workflow, Process Scheduler
authorization, user defaults, and row-level (tree-based) security.
• Associated with roles that are assigned to a user.
The system uses these permission lists to determine much of the PeopleSoft application security, such as
sign-on specifications and data permission access (role-based) security.
270
Identifying Methods of Granting Data Permission Access

(continued)
Assigning Data Permission to Permission Lists

The two methods for assigning data permission security access are tree-based or role-based security. Both
involve assigning access to a user's permission lists. The component you use to grant security access varies,
depending upon the method, or type of permission list, you use, as depicted in this diagram:
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Methods for Assigning Data Permission Access to Permission Lists
There are two methods to assign data access to your permission lists:
1. Tree-based data permission security.
Using the user's Row Security permission list, identify to which branches of your department tree you will
grant security access in the Security by Dept Tree component.
2. Role-based data permission security.
Using any of the permission lists associated with a user, identify security sets and access types for a user
in the Security by Permission List component.
You are not restricted to one method or the other.
Note. This lesson will briefly cover tree-based data permission security in order to perform the security tree
activity that will grant your user access to the departments you have created in class.
271
Tree-Based Data Permission Security Method
Data permission security enables you to grant and restrict access to worker-level data by using security trees
and the Row Security permission list.
Ideally, in the tree-based data permission security structure:
• Users have access to data for people in specific areas of the organization.
• The security structure is based largely on the organizational department structure.
• The structure is hierarchical.

Role-Based Data Permission Security Method
Data permission security enables you to grant and restrict access to worker-level data by using security sets
and access types and the permission lists assigned to the user through roles or the Row-Security permission
lists.
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Use a data permission security structure if: e n s
l e lic
• You want a flexible way to grant security access to person data outside of a department.
r a b
sf e
• Your organization is not hierarchical.
tr a n
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a no
Role-based data security uses security sets and access types to determine data permission.
Security Sets Security sets indicate who h a

you
s
can see.ide
ฺ
m ) G u without jobs (POIs), recruiting information,
c
For example, people o with jobs,t people
n
and so on. mฺ d e
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hienable
Access Types
e z e t
Access types you to define what criteria needs to be met for a user to
l v ar u s
access a person's record.
( c a For example, people with jobs in a certain company, POIs associated with a
a
Silv
certain institution, applicants for a certain department, or any combination of these
access types.
sa r
C e
Delivered Security Sets
PeopleSoft delivers these security sets and their corresponding access types:
272
Security Sets Access Types
Departments • Departments by Tree

• Departments - non Tree
• Departments by SetiD
People with Jobs • Job Department Tree

• Job Location
• Job Business Unit
• Job Company
• Job Regulatory Region
e to
• Job Salary Grade e n s
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• Person Organization
a b l
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• Job - Deptid - non Tree
a n s
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• Job Company/Paygroup
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People without Jobs
m ui Unit
) • POIGBusiness
m ฺco den• tPOI Location
a ฺ ib Stu • POI Institution
@ c his
r e z e t • Person of Interest
l v a u s
a (ca
ilv US Federal People with Jobs
(USF)
S • US Federal Department Tree
s ar • US Federal Location
Ce • US Federal Company
• US Federal Business Unit
• US Federal Salary Grade
Recruiting Job Openings • RS Company

• RS Business Unit
• RS Dept Id
• RS Location
• Recruiting Team
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Security Sets Access Types
Template Based Hire • Template ID

• Template Category
• Person Organisation
• Country
• Template Transaction Type
(GPS) Public Sector Germany Post Management GPS Post Management
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Administering Tree-Based Security
Setting Up Tree-Based Data Permission Security

This diagram shows the components used to assign data access through security by department trees:
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Slide 151
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Student Notes a n s
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Set Up Data Permission Through Security by Department
h a s dTree
i eฺ Process
To use row-security department security trees form ) permission
data G u access, follow these steps:
o
ฺc den t
b m
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1. Create a department security tree.
2. Grant access to the user@

c
by settingth
e z e
up the Security by Department Tree component for a user's Row
l v ar
Security permission list.
u s
3. Run the a SJT_CLASS_ALL process to refresh the security data in transaction and security join
(cRefresh
v a
iltables.
r S
C esa The system accesses these tables when a user tries to retrieve data in the system.
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Administering Tree-Based Security (continued)
Step 1: Creating a Department Security Tree

The first step in defining department security by trees is to create a tree.
To create a tree:
1. Add a new tree and define parameters.
2. Establish levels to define a hierarchical structure in the tree.
3. Establish a parent node by adding a department to the tree.

e to
orsas
4. Add existing or new departments to the tree by inserting departments as children to the parent leveln
siblings to a department at the same level. l ice
r a ble
Slide 152
n s fe
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Student Notes
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h a s deฺ
Pages Used to View or Create Security Treem )
InformationG ui
m ฺco dent
Use these pages to set up trees:
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• Use this page to enter a tree definition:
Tree Definition and Properties Tree Manager, Tree Manager

Select Create New Tree.
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• Use this page to view security tree information:
Tree Manager Tree Manager, Tree Manager

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C Security trees are effective-dated so that you can track changes made to a structure, and determine the
structure that was in place on a specified date. When you retrieve an existing tree or create a new one in
PeopleSoft Tree Manager, the system displays a variety of selection criteria you can use to identify the tree.
Department Security Tree Definition and Properties
Create a department security tree with the following characteristics:
• A structure ID of DEPARTMENT.
This provides the definition of how a tree or set of trees behaves. The structure identifies the field on which
the tree is built.
• A category of HR.
• Use of levels should be defined as Strictly Enforced.
278
Tree Manager Definitions

Before you begin creating a security tree, you should familiarize yourself with the terms used with PeopleSoft
Tree Manager:
Level A logical division in the tree hierarchy. Examples include department, branch,
region, or company. You can create multiple levels on a tree when defining the
hierarchy, or you can forego using levels.
Node An individual branch that represents an organizational entity on a tree.
Parent A node that has other nodes below it.
Sibling A node that you place at the same level of the tree as other nodes.
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Child A node that you place below a parent node.
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a b l
Exiting a Tree fe r
a n s
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Note. Click the Close link located in the menu bar to exit the Tree Manager page. When you click the Close
no
link, the system prompts you to accept or reject changes to a tree. This prevents you from inadvertently
a
a s deฺ
exiting the tree without saving your data. You should always use the Close link to exit a page, whether you
h
have made changes or not.
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Step 2: Granting the User Data Security Access in the Security by Department
Tree Component
The second step in defining department security by trees is to assign the tree nodes to the row security
permission list in the Security by Dept Tree component.
To define user tree-based security access:
• Enter the set ID and highest department ID in each branch of the security tree where you want to grant
access to the permission list associated with the user.
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• Select one of these access codes:
e n s
elic
a b l
– Read/Write to grant access. The system automatically enables security access to all the children
fe r
departments of the department that you select; you do not have to select each department separately.
a n s
n - tr – No Access to restrict access to a particular department that is lower on a branch.
a no
Slide 153
h a s deฺ
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Student Notes
m ฺco dent
a ฺ ib Stu
@ c by h s
iDepartment
Page Used to Set Up DatazSecurity
r e e t Trees
Use this page tolv
enter
s
a data security
u profile information for department trees:
(c a
il v a
r S
e sa
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Security by Dept Tree (security Set Up HCM, Security, Core Row Level Security, Security by Dept Tree
by department tree)
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Step 3: Running the Refresh SJT_CLASS_ALL Process

The third step in defining department security by trees is to run the Refresh SJT_CLASS_ALL process.
This process refreshes the security join tables (SJT) to make sure all your security information is up to date.
Slide 154
Student Notes
e to
e n s
Page Used to Run the Refresh SJT_CLASS_ALL Process
el ic
a b l
Use this page to run the Refresh SJT_CLASS_ALL process:
fe r
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h a s dSecurity,
Refresh Row Security Operator Set Up HCM, Security, Core Row Level
e ฺ Refresh SJT_CLASS_ALL
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Activity 11: Defining Data Permission by Department Trees

1. Create a department security tree.

2. Grant security by department tree access.
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Activity Overview
Even though you can add people and workers into the PeopleSoft system, this does not mean that you
necessarily have security access to view or retrieve a person's information. In this activity, you will create a
new department security tree so that you can view the workers that you assign to your new departments.
In the security tree, you will need to add two levels, Corporate and Division. At the parent, or corporate level,
you will create a new department, Office of the President (50100), then add the departments 50200 and 50300
to the second level.
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Creating a Department Security Tree

• Create a tree definition for a security tree.
• Create a department through the department tree.
• Enter existing departments on the department tree.

Creating a Tree Definition for a Security Tree
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To create a definition for a security tree:
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1. Select Tree Manager, Tree Manager.
fe r
2. Click Create New Tree. a n s
n - tr
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3. Enter DEPT_SECURITY in the Tree Name field, and click Add.
a
h a s deฺ
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Page Element m ฺco dentValue or Status
a ฺ ib Stu
Tree Name @ c his DEPT_SECURITY
e z e t
Structure IDlv
ar u s
( c a DEPARTMENT
a
e sa
C Status Active
Description HR Security Tree
Category HR
Use of Levels Strictly Enforced
Set ID SET01
5. Click OK.
6. Click the Add Level button.
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Level Name CORPORATE
All Values Selected

8. Click Save.

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Status Active
elic
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Description Corporate fer
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Short Description Corporate n - tr
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10. Click OK.
h a s deฺ
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11. Click the Add Level button.
m ฺco dent
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@ c his
Page Element re
z e t
l v a u s Value or Status
a
Level
ca
(Name DIVISION
S i l v
sa r All Values Cleared
C e
13. Click Save.
Status Active
Description Division
Short Description Division
15. Click OK.
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Creating a Department Through the Department Tree

To create a department through the department tree:
1. Enter 50100 in the Root Node field, and click OK.
2. To create the new department, enter or verify the following information:

Status Active
Description Office of the President
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Short Desc President
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Location LOCHQ
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Company CTR no
s a ฺ
Manager Type ) h EmplIDuide
a
ฺ c om nt G
Manager ID
ฺ i b m tude KU0001
c a is S
Budget Level
e z @ th Department
ar us e
3. Click OK.alv
a (c
l v
Entering iExisting
S Departments on the Department Tree
r
sa To enter existing departments on a department tree:
C e
1. Click the Insert Child Node icon after the parent node 50100.
2. Enter the department 50200 you created earlier.
3. Click Add.
4. Select node 50200 to display the tree icons.
5. Click the Insert Sibling Node icon after node 50200.
6. Enter the second department 50300 you created earlier in class.
7. Click Add.
8. Click the Save link in the middle of the page.
Granting Security by Department Tree Access

To grant security by Department access:
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1. Select Set Up HCM, Security, Core Row Level Security, Security by Dept Tree.
2. Enter HCDPALL as the row security permission list, and click Search.
3. Insert a new row anywhere in the grid, and enter the following information:

Set ID SET01
Dept ID 50100
Access Code Read/Write

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Refreshing Security Join Tables
Security Join Tables (SJT)

The system stores security data in security join tables. There are user and transaction security join tables. The
system accesses these security join tables when a user tries to retrieve data in the system:
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Student Notes vare u s e
a l
a (c
SecurityS v
l Tables
iJoin
r
sa These are the security join tables:
C e
Table Contains Data Permission Access for:
SJT_CLASS Permission lists with field-based values based off of the security sets, access
types, and security key values that you enter on the Security by Permission List
page.
SJT_CLASS_ALL All the permission lists with data permission access.
SJT_PERSON The person data used to secure the system.
SJT_DEPT Stores department information. This is used for security department data (not the
people in departments, but the departments themselves)
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Refreshing Security Join Tables (continued)
Refresh Security Join Table Processes

Use the refresh processes to keep your security data up to date so that the system is enforcing data permission
using the most current information. PeopleSoft HCM core row level security provides these four refresh
processes you access through these components and pages:
Process Name Component and Page Names
Nightly update for SJT Record (SCRTY_SJTDLY) Nightly SJT Refresh Process, Nightly SJT Update page
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SCRTY_SJTUPD Refresh Trans. SJT tables, SJT Refresh page
e n s
el ic
Refresh SJT_CLASS_ALL (SCRTY_CLSUPD) b l
Refresh SJT_CLASS_ALL, Refresh Row Security
a
Operator page
fe r
a n s
n - tr SCRTY_OPRCLS Refresh SJT_OPR_CLS, Scrty Oprcls Rc page
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h a s deฺ
Slide 157
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a ฺ ib Stu
@ c his
Security Refresh Processes r e z e t
l vathe security
u s
The system a
(c changes take effect,
updates join tables automatically using SavePostChange PeopleCode. To ensure that
a
ilv part or all of the security joinortables
all future dated that changes entered by SQL are captured in the security join tables,
a r S
refresh regularly using the Nightly SJT Refresh process.
s You can refresh these security join tables by running the proper process to capture data changes that were not
Ce
automatically loaded into the security join tables.
Pages Used to Refresh Security Join Tables

Use these pages to refresh security join tables for the following reasons:
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• Use this page to refresh the transaction security join tables on a regular basis to capture effective dated
rows:
Page Name Navigation When to Run the Process
Nightly SJT Update Set Up HCM, Security, Core Row Run this process regularly to refresh the SJT
Level Security, Nightly SJT transaction tables.
Refresh Process
This process should be set up to run daily to:

• Capture effective-dated rows that are now current.
• Update any transaction that was entered in the prior
day.
• Use this page to refresh all security sets or one security set ad hoc:
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SJT Refresh b l
Set Up HCM, Security, Core Row Run this process to refresh some or all of the data in
a
fe r
Level Security, Refresh Trans. SJT the transaction security join tables. This captures data
Tables
n s
changes that were not automatically loaded into the
a
n - tr
table, and future dated transactions.
nyou:oneed to refresh the tables using this process

You will
a
h a s• Enabledeor ฺdisable a security access type.
when
m ) G ui
m ฺco dent • Update the transaction components using a process
a ฺ i b t u that bypasses the component interfaces.
@ c his S
e z e t The Nightly SJT Refresh process also captures this
l v ar u s data, but you may want to refresh the tables

immediately rather than waiting for a scheduled
(c a run.
a
r Silv
e sa • Use this page to refresh all security rows, specific permission lists, security sets and access types, or
C specific department trees:
Refresh Row Security Set Up HCM, Security, Core Row Run this process to refresh some or all of the data in
Operator Level Security, Refresh the SJT_CLASS_ALL security join table.
SJT_CLASS_ALL
You will need to refresh the SJT_CLASS_ALL table
when you:
• Modify a security access type.
• Create or modify a department security tree.
• Create or modify a row security permission list on
the Security by Dept Tree component.
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• Use this page to refresh the SJT_OPR_CLS table when an operator or a security class is added to or deleted
from a security role:
Refresh Set Up HCM, Security, Core Row Run this process to refresh the SJT_OPR_CLS
SJT_OPR_CLS Level Security, Refresh security join table.
SJT_OPR_CLS
Run the Refresh SJT_OPR_CLS process whenever

you create or change the relationship between a user
profile and a permission list with data permission.
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Activity 12: Refreshing Security Join Tables

In this activity, you will review the activity overview and refresh the SJT_CLASS_ALL table:
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Activity Overview
Run the Refresh SJT_CLASS_ALL process for all rows to have the system pick up the changes you made by
adding a security tree.
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Activity Detail Steps

Refresh the SJT_CLASS_ALL Table

To refresh the SJT_CLASS_ALL table:
1. Select Set Up HCM, Security, Core Row Level Security, Refresh SJT_CLASS_ALL.
3. Enter hr as run control ID, and click Add.

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Refresh All Rows? Selected
a n s
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Refresh Tree Effdts by
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January 1, 2013
h a s deฺ
ui
5. Click Run.
m ) G
m ฺco dent
a ฺ ib Stu
Page Element
@ c his Value or Status
z t
Server Namel v are use PSNT
( c a
a
r SilvRefresh SJT_CLASS_ALL Selected
e sa
C 7. Click OK.
8. Click the Process Monitor link to view the status of your process, clicking Refresh often to see the latest
status.
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Review
• Data permission security, or row-level security, determines which users can view the records for a
particular person.
• Tree-based data permission grants the user access to people in departments defined by a tree roll up
structure. Role-based data security gives a user access to people's records by identifying a variety of
security access types such as people with jobs, POIs, and recruiting access.
• A department security tree definition should indicate a structure ID of DEPARTMENT and category of HR.
• Run the Refresh SJT_CLASS_ALL process when a change is made to a security tree.
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Slide 159
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a b l
Student Notes fe r
a n s
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Additional Resources a no
has more
This table lists product documentation resources that) provide i d eฺ about the topics that we have
details
m G u
discussed in this lesson: o
ฺc den t
b m
Topic c aฺi is Stu
Cross-Reference
r e z@ e th
Tree Manager
l v a u s
PeopleTools: PeopleSoft Tree Manager
a (ca security
Datavpermission PeopleSoft HCM Application Fundamentals, "Setting Up and Administering
S il PeopleSoft Security"
s a r
Ce
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Lesson 9
Adding People in the PeopleSoft System

Objectives
• Explain organizational relationships. e to

e n s
• Add a person in the PeopleSoft system. elic
a b l
• Add a job instance for a person. fer
a n s
n - tr • Explain job level defaults.
a
• Define multiple organizational instances, employment record no and additional assignments.
numbers,
h a s deฺ
)
• (JPN) Review additional appointment (kenmu) information.
m G ui
• (JPN) Manage intercompany transfersm ฺco dforeJapan.
(shukkou) nt
a ฺ ib Stu
@ c his
Slide 161
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Adding People in the PeopleSoft System Lesson 9
Explaining Organizational Relationships
Organizational Relationship Types

Organizations have many types of relationships with a variety of people. A person can have more than one
organizational relationship at any one time, and those relationships can change over time. Types of
organizational relationships include:
• Employee.
• Contingent worker.
• Person of interest (POI).

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Slide 162
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Student Notes fe r
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Organizational Relationships a no
has services
A person who is hired to)provide i d etoฺ the organization on an ongoing basis.
Employee
m G u
o
ฺc services t
n to the organization under terms, which are
b
A person who m providesd e
Contingent worker
c a
specified S tuon a temporary basis or who do not have a legal employee
ฺi in a contract
@ t hi
relationship. s
e z e
l v ar Note. u sPeopleSoft Payroll for North America does not process payroll for
a (ca contingent workers.
S il v
r
sa Person of interest (POI) Aorganization.
person who is not an employee or contingent worker but is of interest to the
C e
POIs include Consolidated Omnibus Budget Reconciliation Act (COBRA)
participants, Pension payees, Stock non-HR persons and stock board members,
Global Payroll payees, Campus Solutions persons, External trainees, and External
instructors.
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Lesson 9 Adding People in the PeopleSoft System
Explaining Organizational Relationships (continued)
Assigning Organizational Relationships

Regardless of whether you hire an employee, retain a contingent worker, or create a student ID, you must first
enter personal data for the person. To simplify the process, you do all this in a single component, the Add a
Person component (PERSONAL_DATA_ADD):
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Slide 163 a n s
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Student Notes a no
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Personal Data
m ฺco dent
a ฺ
After you enter a person in the system,ibyou must
S tuidentify the relationship that the person has with the
c s
@ ththati you define determines the next set of pages that you must
organization. The type of relationship
e z
complete.
l v ar u se
ahave many relationships with an organization or a person's relationship to an organization may
(ctime.
A person may
l
change
i v aover You are able to track each of these relationships using the same person identification
a S
r number.
s
Ce
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Adding a Person in the PeopleSoft System
Pages Used to Add People with Job Records

This diagram shows the pages used to add people with a job record into the system:
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( c a
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Student Silv
r Notes
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C
Components for Adding and Maintaining Person and Job Data
With the exception of the Organizational Relationship page in the Add a Person component, the pages that
you use in this process are the same pages that you use when you access the Modify a Person component
(PERSONAL_DATA).
The Add Employment Instance (JOB_DATA_EMP) component, which you use to add an employment
record, uses the same pages that you use when you access the Job Data component (JOB_DATA).
Adding a Person with a Job Record

When adding people and job data to the system, you must complete several pages in order to save.
When you click the Add Relationship button on the Add a Person - Organizational Relationship page for an
employee, the system automatically opens the Add Employment Instance component.
• Exiting the Add a Person component without saving will result in the person not being saved in the system.
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• Exiting the process from the job-related pages will cause the person to be saved as a POI. You will need to
navigate to the Add Employment Instance component and add the job information at a later time.
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Adding a Person in the PeopleSoft System (continued)
Assigning an ID
The PeopleSoft system provides two ways to assign an ID to a person:
• Manually.
• Automatically.
Avoid using both assignment methods or reusing ID numbers.
Slide 165
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Student Notes elic
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Page Used to Add a New Person a n s
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Use these pages to add a person in the system:
a no
• Use this page to assign an ID to a person: h a s deฺ
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Page Name
a ib Stu
Navigation
ฺ
@ c • Workforce
h is Administration, Personal Information, Add a Person
Add a Person
z t
l v are us•eWorkforce Administration, Personal Information, Biographical, Add a Person
a (ca
S ilv
s ar
Ce
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• Use these pages to enter personal details for a person and assign an organizational relationship:
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C Person IDs, Empl IDs, and IDs
When you enter a person in the system, and allow PeopleSoft to automatically assign ID numbers, the person
ID appears as NEW until you create an organizational relationship.
If you do not create an organizational relationship for a person, the systems assigns an ID and displays a
warning message indicating that no relationship was created.
Note. The identification number can be labeled as Empl ID,Person ID, or ID. These fields all refer to the
same identification number. Do not assume that a field labeled Empl ID refers to employees only.
Example: Defining Automatic Assignment of IDs

The system maintains the last ID assigned in the Installation Table by assigning the next incremental number
displayed on the Last ID Assigned page.
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Note. If the organization has recently implemented the PeopleSoft system and previously used manual
el
a b l
number assignments, ensure that the first number assigned automatically within the system is greater than the
last manually assigned number.
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Entering Biographical Data

To add a person's biographical information:
• Enter a name by clicking the Add Name button.
• Enter birth information.
• Identify other information about the person, such as gender or education.
• Enter an alternate ID, if applicable.

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• Add national IDs associated with the person. e n s
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Pages Used to Enter Biographical Data h a s deฺ
m ) G ui
o ntinformation:
ฺcbiographical
Use these pages to enter a person's name and
m
ib Stu d e
a
c hisฺ
e z @ t
r s e
a l va u
a (c
S il v
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• Use this page to enter biographical information about a person:
Biographical Details • Workforce Administration, Personal Information, Add a Person

• Workforce Administration, Personal Information, Biographical, Add a Person
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• Use the Add Name,Edit Name, or View Name page to enter or view a person's name:
Add Name Click the Add Name button on the Add a Person - Biographical Details page.
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ฺ ib toSthetuFormat Type value selected on the Biographical Details
Note. This page display varies according
a
page.
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Entering Contact Information

Use the Contact Information page to enter:
• Various address types.
• Phone numbers.
• Email addresses.
Slide 167
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Student Notes elic
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fer
Pages Used to Enter Address Information a n s
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Use these pages to enter addresses:
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• Use this page to track historical contact information for a person:
Contact Information • Workforce Administration, Personal Information, Add a Person

• Workforce Administration, Personal Information, Modify a Person
• Workforce Administration, Personal Information, Biographical, Modify a Person
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• Use this page to enter the effective date and country of an address:
Address History • Click the Add Address Detail link from the Contact Information page.
• Click the View Address Detail link from the Contact Information page.
• Click the Edit/View Address Detail link from the Contact Information page.
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a b l
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a no
h a s deฺ
i country you select. This format is defined
)accordingGtouthe
m
Note. The address format will display differently
on the Country Table.
m ฺco dent
a ฺ
• Use this page to enter and maintain
ibaddressSinformation:
tu
c
@ thi s
r e z e
Page Name lva u sNavigation
a (ca • Click the Add Address link from the Address History page.
lv Address
SiEdit
sa r • Click the Update/View Address link from the Address History page.
C e
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(ITA, JPN, and NLD) Address Searches

When you enter address information for countries such as Italy, Japan, or the Netherlands, you can perform
address searches by using the Address History - Edit Address page and clicking the Address Search link.
Address search is enabled on the Country Table.
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Entering Regional Information

The information entered on the Regional page is significant for many reasons, including regulatory reporting
to the government. When setting up regional information, consider the following:
• Several countries contain similar fields, such as the Ethnic Group or Religion fields, that update the same
field in other country-specific sections.
• Some fields, such as the Military Status field, maintain data specific to a country; although field names may
be similar, they are not used in the same way. Updating one field will not update the field with a similar
name in another country-specific section.
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n s
l ice
If you enter information in multiple country-specific sections, be sure to validate the data before exiting the
ble
page to ensure that you have not overwritten or omitted important information.
fe r a
Slide 168 n s
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Student Notes a no
h a s deฺ
Page Used to Enter Regional Informationcom
) G ui
m ฺ d e nt
ฺ ib related
Use this page to enter regional information
a S tuto a person:
c
@ thi s
e z
l v ar u se
a (ca
S ilv
e sar
C
312
Regional • Workforce Administration, Personal Information, Add a Person

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Creating an Organizational Relationship

The organizational relationship that you select determines the next step to entering people into the system, as
shown in this diagram:
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a no
h a s deฺ
Slide 169
m ) G ui
a ฺ ib Stu
@ c his
Page Used to Create an r e z e
Organizationalt Relationship
l a
vcreate u s
(c
Use this pageato an organizational relationship:
ilv a
S
e sar Page Name Navigation
C Organizational Relationships • Workforce Administration, Personal Information, Add a Person

314
Note. If you create a person in the system without selecting the Add Relationship button, the system
automatically adds the person as a person of interest with a type of Unknown.
Example: POIs Without Job Records

If you are adding a POI without a job record, then you need to use the Add a POI Relationship page to enter
security access criteria for that person. When you click the Add Relationship button for a POI without a job,
the system opens the Add POI Relationship component (PERS_POI_ADD). This component is located under
Workforce Administration, Personal Information, Organizational Relationships, Add POI Relationship.
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315
Adding a Job Instance for a Person
Organizational Instances
After you add a person, you create an organizational instance to enter and maintain job records. An
organizational instance is a single occurrence of an organizational relationship.
e to
e n s
el ic
a b l
fe r
Slide 170 a n s
n - tr
Student Notes a no
h a s deฺ
m ) G ui
Organizational Instance Components ฺco nt
m d e
ibto createSantuorganizational instance:
a ฺ
Use one of the following components
c his
z
• Add Employment Instance
e @ t
r e
(JOB_DATA_EMP).
s
a l
• Add Contingent
vaWorker Instance
u (JOB_DATA_CWR).
a (c
v
il Person of Interest Job (JOB_DATA_POI).
• Add
S
r
sa Note. If you need to create a job record for person data that you have just entered and saved but you have
C e
not saved the job data page, use the appropriate add-instance component to enter the person's job data.
POIs With Job Instances

Some POIs require job instances. When this is the case, these must be created within the appropriate
component. POIs that require jobs include:
• COBRA qualified beneficiaries.
• Pension payees.
• Stock - board members.
• Stock - employees not administered in Human Resources.
• Global payroll payees.
316
Adding a Job Instance for a Person (continued)
Adding Job Instances and the Job Data Pages

When you add a job, or employment, instance, you use the following pages to enter job details. The pages
that you use to add a job instance are the same as those in the Job Data component, as show here:
e to
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a b l
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Slide 171
m ) G ui
a ฺ ib Stu
@ c his
r e z e tData Pages
Add Employment Instance
l va and
u sJob
a
(c pages are grouped by links at the bottom of each page. As a result, all required fields on these
The Job Data
pagesv a
il If youbearefilled
must in before you can save the component. Typically, you save only after completing the last
a r S
page. adding a person with a job record and cancel out of the job pages, the person ID is saved in
s
Ce the system,
record.
but the job data is not. You will need to access the Add Employment Instance to add the job
317
Entering Work Location Information

You use the Work Location page in the Job Data component to tie an effective-dated row to an action and
reason code.
When entering a job instance directly from the Add a Person - Organizational Relationship page, the effective
date appears by default from the Add a Person component. The effective date here should reflect the person's
work instance date.
Slide 172
e to
e n s
Student Notes
el ic
a b l
fe r
Page Used to Enter Work Location Information
a n s
n - tr
Use this page to enter work location information:
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
318
Work Location Workforce Administration, Job Information, Job Data

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a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
Note. When you add a person, you cannot enter a date in the future in the Add a Person Component.
a
r Silv
However, you can enter a future-dated job; it is possible to hire or add a worker in the future but the personal
information has to be as of today or earlier for the initial row. After the initial row, future dated effective
e sa dates are permitted.
C
(JPN) Internal Employee ID for Japan
Use the Japanese country-specific section of this page to record internal employee IDs as well as
intercompany transfers:
319
The Internal EmplID field enables you to use meaningful IDs when you implement PeopleSoft Human
Resources. For example, the third digit of an employee ID might indicate employment type, the fifth digit
e to
n s
might indicate work location, and the sixth digit might indicate job type. You can store a standard PeopleSoft
e
el ic
ID-which is not meaningful and is used for keying into the database-and an alternative, meaningful ID that
can be changed as the worker's circumstances change.
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
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320
Entering Job Information

Note the following points when entering job information:
• The job code can be associated with a salary plan, grade, or step.
• Standard hours can appear by default from the job code, position, or salary plan.
• Standard hours are verified against the defaults defined for the person's business unit.
• The system calculates the full-time equivalency (FTE) based on the standard hours entered for this job and
e to
the standard work period. You can override this field.
e n s
el ic
Slide 173
a b l
fe r
Student Notes a n s
n - tr
a no
Calculating the FTE
h a s deฺ
m ) fieldGblank
Note. If you select 0 or leave the FTE DecimaloPrecision
ui in the Company table, the FTE
calculation on the Job Data pages roundm to ฺthe
d nt number.
c nearestewhole
ฺ ib SfortuU.S. foreign nationals, check the Substantial Presence Test
(HKG and USA) Before entering information
a
@ c Administration,
for a worker by selecting Workforce
h is Personal Information, Citizenship, Employee Presence
z t
Test USA.
l v are use
a (ca
ilv to Enter Job Information
Page Used
S
e sar Use this page to enter job information:
C
321
Job Information Workforce Administration, Job Information, Job Data

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a b l
fer
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a ฺ ib Stu
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Entering Job Labor Information

If a person is associated with a national labor agreement, use the Job Labor page to enter data about the
agreement. Much of this data can appear by default from the salary grade and job code.
Slide 174
Student Notes
e to
Page Used to Enter Job Labor Information
e n s
el ic
Use the Job Labor page to enter job labor information:
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
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( c a
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r Silv
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323
Job Labor Workforce Administration, Job Information, Job Data

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elic
a b l
fer
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
Union Membership(c a Report
v a
il can review information about each union organization that people belong to and view a list of people
r S
You
e sa who are members. You can do this by using the Union Membership report (PER009). This Structured Query
C Report (SQR) shows the following information: ID, name, date hired, seniority date, department, location, job
title, and shift.
324
Entering Payroll Information

The Payroll page tracks worker payroll information, including their payroll system and pay group. The
payroll system and pay group information that you enter on this page affects compensation processing for the
person.
The Global Payroll pay group field is different from the North American Payroll pay group field but both are
particularly important in processing payroll.
The payroll system that you enter determines what additional information is needed.
e to
Slide 175 e n s
el ic
Student Notes a b l
fe r
a n s
n - tr
Page Used to Enter Payroll Information
a no
Use this page to enter payroll information:
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
v a
r Sil
e sa
C
325
Payroll Workforce Administration, Job Information, Job Data
Example: Person Associated with a Payroll for North America Pay Group
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fer
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326
Example: Person Associated with a Global Payroll Pay Group

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327
Entering Salary Plan Information

Use the Salary Plan page to enter salary plan information if you use salary plans. There are no required fields
on this page.
Keep the following in mind when adding salary plan information to a person's job record:
• A salary plan can be determined by default from a location.
• A salary plan, grade, and step can be determined by default from the job code.
• To use auto-calculated premium processing, choose a plan for which the Auto Calculated Premium option e to
e n s
ic
is selected and an absorbing or non-absorbing premium rate code is assigned to the salary plan. The fields
el
related to automatic premium calculation processing appear on the Compensation page.
a b l
fe r
Slide 176
a n s
n - tr
Student Notes
a no
h a s deฺ
Page Used to Enter Salary Plan Information m ) G ui
m ฺco dent
a ฺ ib Stu
Use this page to enter salary plan information:
@ c his
r e z e t
Page Name
l va u s
Navigation
Salary Plan(c
a Workforce Administration, Job Information, Job Data
il v a
r S
e sa
C
328
Entering Compensation Information

When viewing and entering compensation information for a person:
• Click the Default Pay Components button to have the system automatically enter rate code information
associated with job codes, salary plans, or any other compensation rule defined in the system.
• Click the Calculate Compensation button to have the system populate the compensation rate and pay rate
details.
Upon saving the page, the system may issue you a warning if you did not change any compensation default
e to
values.
e n s
el ic
Slide 177
a b l
fe r
Student Notes a n s
n - tr
a no
Page Used to Enter Compensation Information
h a s deฺ
m
Use this page to enter compensation information:
) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
il v a
r S
e sa
C
329
Compensation Workforce Administration, Job Information, Job Data

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fer
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a ฺ ib Stu
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330
Entering Employment Information

On the Employment Information page, you can:
• Enter a probation date.
• View or override seniority and service dates.
• Track optional employment-related data such as the business title.
Slide 178
e to
e n s
Student Notes el ic
a b l
fe r
Page Used to Enter Employment Information a n s
n - tr
Use this page to enter employment information:
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
v a
r Sil
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331
Employment Information Workforce Administration, Job Information, Job Data

Click the Employment Data link at the bottom of any Job Data page.
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332
Entering Job Earnings Distribution Information

On the Job Earnings Distribution page, you can distribute worker compensation by:
• Department.
• Job code.
• Earnings code.
• Business unit.
e to
• Shift. e n s
el ic
• Position number.
a b l
fe r
• General ledger pay type.
a n s
n - tr Payroll for North America uses the same fields that you enter on other Job Data pages to calculate pay
a no earnings records.
The system hides this page when all job rows in the)component
eฺ
has uuseidPeopleSoft Global Payroll.
m
co ent G
m ฺ
Slide 179
a ฺ ib Stud
@ c his
Student Notes r e z e t
l va u s
c a
(Enter
Page Used il v a
to Job Earnings Distribution Information
S
e sar Use this page to enter job earnings distribution information:
C
333
Job Earnings Distribution Workforce Administration, Job Information, Job Data

Click the Earnings Distribution link at the bottom of any Job Data page Job
e to
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el ic
a b l
fe r
a n s
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t by default as None. This indicates that the person's job pay is treated as
The earnings distribution
l s
type appears
vanda is calculated
u and charged according to the information listed on Job Data pages. To
regular earningsa
c earnings to different accounts, you can allocate the earnings by amount, by hours, or by
distribute (the
il v a
percentage.
a r S
s
Ce
334
Entering Benefit Program Participation Information

Use the Benefit Program Participation page to specify the benefit program in which the person is enrolled in
PeopleSoft Human Resources or PeopleSoft Benefits Administration.
Slide 180
Student Notes
e to
Page Used to Enter Benefit Program Participation Information
e n s
el ic
Use this page to enter benefit program participation information:
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
335
Benefit Program Participation Workforce Administration, Job Information, Job Data

Click the Benefits Program Participation link at the bottom of any Job Data page
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el ic
a b l
fe r
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a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
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l va u s
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336
Activity 13: Adding People with Employment Instances

In this activity, you will add people and employment instances in one of the following countries:
• France.
• Japan.
• United States.
Slide 181
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(FRA) Adding People and Employment Instances in France

• Add a person with an employment instance of 20 hours per week in France.
• Add a person with an employment instance of 40 hours per week in France.

Activity Overview
To verify your defaulting options, you will add several people into the PeopleSoft system. Add the following
two people with the organizational relationship of Employee:
Ann Tyler (1001) Joseph Martin (1002)

e to
e n s
Personal Birthday: May 18, 1968 in Loiret, France
el ic
Birthday: June 01, 1961 in Cantal, France
Information
Status: single female Status: married male a b l
fe r
FRA National ID: 2.68.05.45.999.101 n s
FRA National ID: 1.61.06.15.999.202
a
Address: 26 Rue Marcel Miquel, 75013 Paris, n - tr
Address: 80 rue d'Espagne, 33000, Nanterre,
Loiret
a no Hauts de Seine
Home phone: 35 1 43 27 80 01
h a s Home
i d eฺphone: 33 6 80 28 22 22
Business phone: 33 1 45 64 67 82 m )
extension G uBusiness phone: 33 1 45 64 67 82 extension
1201 o
ฺc den t 2201
b m
c aฺi is Stu
Business email: ann.tyler@ctr.com Business email: joseph.martin@ctr.com
e @ astha customer service

iszbeing hired
Job Information
l v r
Ann
arepresentative
u sinebusiness unit 1 in the Joseph is being hired as a manager of the Sales
( c a Customer Service department at headquarters. department in business unit 1 at headquarters.

He should be tied to establishment EST01.
a
Silv
She should be tied to establishment EST01.
He is a regular employee, working full-time at
sa r She is a regular employee, but only working 20 40 hours per week in this job.
C e hours per week in this position. This will give
her a full-time equivalent of 0.5.
Joseph will receive a flat monthly pay of 5,300
EUR.
Customer service representatives are hired in
Since Joseph will be located at headquarters, he
the business unit 1 salary plan, grade 001, step
is eligible for a 2 percent cost of living increase.
1. Accept the salary plan default compensation
Specify this in his compensation package.
values.
Since Ann will be located at headquarters, she
Specify this in her compensation package.
Payroll Specify the payroll system as Other and put Specify the payroll system as Other and put
your worker in the biweekly pay group. your worker in the biweekly pay group.
338

Adding a Person with an Employment Instance of 20 Hours Per Week in France

To add a person with an employment instance of 20 hours per week in France:
1. Select Workforce Administration, Personal Information, Add a Person.
2. Enter a person ID of 1001, and click the Add Person button.
3. On the Biographical Details page, in the Name group box, enter or verify the following information:
e to
e n s
el ic
a b l
fe r
Format Type French
a n s
n - tr
4. Click the Add Name button.
a no
h a s deฺ
ui
5. On the Edit Name page, enter the following information:
m ) G
a ฺ ib Stu
First Name @ c his Ann
e z e t
Last Name lv
ar u s
( c a Tyler
va OK.
6. ilClick
S
sa r
C e
339
7. On the Biographical Detail page, enter or verify the following information:
Date of Birth May 18, 1968
Birth Country FRA

Department 45 (Loiret)
Gender Female
Marital Status Single

e to
e n s
Country FRA
elic
a b l
National ID Type Social Security Number
fer
a n s
National ID
n - tr
2.68.05.45.999.101
a no
SSN Key
h a s deฺ
00
m ) G ui
Primary ID
m ฺco dent Selected
a ฺ b Stu
ipage.
c his
8. Access the Contact Information
@
r e z e t click the Add Address Detail link for the Home address type.
9. In the Current Addresses
a u s
group box,
10. On the(c alv History page,

Address verify or enter the following information:
ilv a
S
ar Page Element Value or Status
s
Ce Effective Date January 1, 2013
Country FRA
Status A
11. Click the Add Address link.
340
Address 1 26 Rue Marcel Miquel
Postal 75013
City Paris
Department 75
13. Click OK on each sub page.
14. On the Contact Information page, enter the following information, inserting a row for the Home phone
e to
type:
e n s
el ic
a b l
fe r
Phone Type Business
a n s
n - tr
Telephone 64o
33 1 45 n 67 82
a
s deฺ
h a
Extension
m ) 1201
G ui
Preferred m ฺco dentSelected
a ฺ ib Stu
@ c his
Phone Type
e z e t Home
l v ar u s
Telephone
( c a 35 1 43 27 80 01
a
r SilvEmail Type Business
e sa
C Email Address ann.tyler@ctr.com
15. Access the Organizational Relationships page.
16. Select Employee, and click the Add Relationship button.
341
17. On the Work Location page, enter or verify the following information:
Action Hire
Regulatory Region FRA
Company CTR
Business Unit BU001
Department 50300
e to
e n s
Location LOCHQ
elic
a b l
Establishment ID EST01
fe r
a n s
n - tr
18. Access the Job Information page, and enter or verify the following information:
a no
Page Element
h aValue
i eฺ
s or dStatus
m ) G u
Job Code o
ฺc den CSRPt
b m
Supervisor ID c aฺi is Stu KU0003
@
ez se t h
v a r u
a l
a (c
Sil v
Full/Part Part-Time
sa r
C e Officer Code None
Regular Shift Not Applicable
Standard Hours 20
Work Period W
FTE .5
342
19. Expand the France flag section, and enter the following information:
Paid Hours 20.00
Paid Work Period W

Paid FTE .5
20. Access the Payroll page, and enter or verify the following information:
Payroll System Other e to

e n s
Pay Group BWK
el ic
a b l
fe r
a n s
n - tr
Employee Type
no
H (Hourly)
a
h a
21. Access the Salary Plan page, enter or verify the following
i d eฺ
s information:
m ) G u
o t
Page Element
ฺi b m tu
c a s S
Salary Admin Plan
e z @ thi B1SP
ar us e
Grade alv 001
a ( c
r SilvStep 1
e sa
C Note. If you enter a salary plan after updating your standard hours on the Job Information page, the
system will update the Standard Hours field with the hours defined on the Salary Plan table. It is good
practice to verify the worker's standard hours after you enter a salary plan to ensure they are correct.
22. Access the Compensation page, and click the Default Pay Components button.
Note. The system populates the Compensation Rate field after you click the Default Pay Components or
Calculate Compensation buttons.
343
23. On the Compensation page, enter or verify the following information:
Rate Code HRLY
Sequence 0
Comp Rate 15.00
Currency EUR
Frequency H
24. Insert a new row in the Pay Components group box, and enter the following information:
e to
e n s
elic
a b l
fer
Rate Code 2COL
a n s
n - tr
Seq 0
a no
Currency
h a s deฺ
EUR
m ) G ui
Frequency
m ฺco dentM
a ฺ ib Stu
Percent
@ c his 2
z
eCompensationt
l v a r
25. Click the Calculate u se button, and verify that the following displays in the Compensation Rate
(ca near the top of the Compensation page:
field located
a
r Silv
e sa Page Element Value or Status
C Compensation Rate 1,326.00 EUR
Frequency M (Monthly)
26. Click OK to save your work.
Click OK if you receive any warning messages about contracts for Global Payroll or updating a
compensation row.
Adding a Person with an Employment Instance of 40 Hours Per Week in France

To add a person with an employment instance of 40 hours per week:
2. Enter an employee ID of 1002, and click Add.
344
3. On the Biographical Details page, in the Name group box, enter the following information:
Format Type French

First Name Joseph

e to
e n s
Last Name Martin
el ic
a b l
6. Click OK. fe r
a n s
- tr
7. On the Biographical Details page, enter or verify the following information:
n
a no
Page Element
h aValue
i eฺ
s or dStatus
m ) G u
Date of Birth o
ฺc den t
June 01, 1961
ฺ m
ib Stu
Birth Country a
c his FRA
@
ez se t
Department ar u 15 (Cantal)
l v
a (caDate
Silv
Effective January 1, 2013
sa r Gender Male
C e
Marital Status Married
Country FRA
National ID 1.61.06.15.999.202
SSN Key 00
Primary ID Selected
8. Access the Contact Information page.
9. For the address type Home, click the Add Address Detail link.
345
10. On the Address History page, verify or enter the following information:
Country FRA
Status A

e to
e n s
Address 1 80 rue d'Espagne
elic
a b l
Postal 33000 fer
a n s
City Nanterren - tr
a no
Department
h a92 ฺ
s(HautsddeeSeine)
) u i
o m t G
m ฺc den
a b
14. On the Contact Information page, tu
ฺi enter theSfollowing information, inserting a row for the Home phone
type: c
@ thi s
e z
l v ar u se
c a
Page Element
( Value or Status
a
ilvPhone
ar S Type Business
s
Ce Telephone 33 1 45 64 67 82
Extension 2201
Preferred Selected
Phone Type Home
Telephone 33 6 80 28 22 22
Email Type Business
Email Address joseph.martin@ctr.com
346
Action Hire
Company CTR
Business Unit BU001
Department 50200
e to
e n s
Location LOCHQ
el ic
a b l
fe r
a n s
n - tr
18. Access the Job Information page, and enter the following information:
a no
Page Element
h aValue
i eฺ
s or dStatus
m ) G u
Job Code o
ฺc den MGR t
b m
@
ez se t h
v a r u
a l
a (c
Sil v
Full/Part Full-Time
sa r
Standard Hours 40
Work Period W
FTE 1
347
Pay Group BWK

Employee Type S (Salaried)
e to
e n s
elic
a b l
fer
a n s
Rate Code FMTHLY
n - tr
Seq 0 a n
o
h a s deฺ
Comp Rate
m ) 5,300 G ui
m ฺ co ent
Currency
a ฺ ib Stud EUR
@ c his
Frequency
r e z e t M
a s
22. Insert (ac alvrow in the PayuComponents group box, and enter the following information:
new
a
r Silv
C Rate Code 2COL
Seq 0
Currency EUR
Frequency M
Percent 2
348
23. Click the Calculate Compensation button, and verify that the following displays in the Compensation Rate
field located near the top of the Compensation page:
Compensation Rate 5,406.00 EUR

24. Select the Controls tab, and note the sources of the rate codes.
25. Click OK to save your work.
compensation row.
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
349
(JPN) Adding People and Employment Instances in Japan

• Add a person with an employment instance in Japan.
• Add a second person with an employment instance in Japan.

• Add a third person with an employment instance in Japan.
Activity Overview
people with the organizational relationship of Employee:
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
350
Yamaguchi Mao (1001) Kato Tsuyoshi (1002) Inoue Emiko (1003)
Personal Birthday: May 18, 1984 Birthday: June 01, 1970 Birthday: September 23, 1975
Information
Education status: 2 year college Education status: university Education status: university
degree
Status: married male Status: married female
Status: single female
Address: 194-0021, Tokyo-To, Address: 105-0023, Tokyo-To,

Address: 158-0083, Tokyo-To, Machida, 3-4, Nakamachi 3- Minato-ku, 3-4-3 Shibaura
Setagaya-ku, 1-6, Okusawa 4- chome
Home phone: 03-3732-3343
chome
Home phone: 03-3732-5963
Business phone: 03-5432-7800
Home phone: 03-5424-3434
Business phone: 03-5432-7800 extension 3201
Business phone: 03–5432-7800 extension 2201
Business email:
extension 1201
Business email: inoue.emiko@ctr.com
Business email: tsuyoshi.kato@ctr.com
e to
yamaguchi.mao@ctr.com
Honseki prefecture: Aichi
e n s
Honseki prefecture: Gunma
el ic
a b l
Job Yamaguchi-san is being hired as Kato-san is being hired as a
fe r
Inoue-san is being hired as a
Information a customer service manager of the Sales department
a n s manager of the Customer
representative in business unit 1 in business unit 1 at
n - tr Service department in business
in the Customer Service
department at headquarters. She a no
headquarters. He should be
associated with establishment
unit 1 at headquarters. She
should be associated with
should be associated with EST01.
h a s deฺ establishment EST01.
establishment EST01.
m
He is)a regularG ui
employee, She is a regular employee,
She is a regular, salaried
m ฺ coworkingenfull-time
t at 40 hours working full-time at 40 hours
employee, working 40ihours
ฺ d
b perStperu week in this job. per week in this job.
a
c his He is a salaried employee
week in this position.
She should be associated with
e z @ t
Customer
a r service
u s e receiving a flat monthly pay of salary plan B1SP, grade 003.
v unit 1 salary plan,
representatives
albusiness
are hired in the 530,000 JPY.
She is a salaried employee
a (c grade 001, step 1. Accept the
Since he will be located at receiving a flat monthly pay of
r Silv salary plan default

headquarters, he is eligible for a
2 percent cost of living increase.
530,000 JPY.
e sa compensation values.
Specify this in his compensation
Since she will be located at
headquarters, she is eligible for
C Since she will be located at package.
a 2 percent cost of living
headquarters, she is eligible for
increase. Specify this in her
a 2 percent cost of living
compensation package.
increase. Specify this in her
compensation package.
Payroll Specify your payroll system as Specify your payroll system as Specify your payroll system as
Other and put your workers in Other and put your workers in Other and put your workers in
the biweekly pay group. the biweekly pay group. the biweekly pay group.

351
Adding a Person with an Employment Instance in Japan

To add a person with an employment instance in Japan:

Format Type Japanese
e to
e n s
el ic
a b l
fe r
a n s
n - tr
Last Name no
Yamaguchi
a
First Name h a s
Mao ide
ฺ
m ) G u
o t
ฺc den Yamaguchi Mao
Alternate Char Name
ฺi b m tu
c a s S
6. Click OK.
e z @ thi
ar Details
u e enter or verify the following information:
spage,
l v
7. On the Biographical
a (ca
e sa
C Date of Birth May 18, 1984
Birth Country JPN
Gender Female
Highest Education Level F-2-Year College Degree
Country JPN
352
Country JPN
Status A
12. Enter 158-0083 in the Postal field, and click the Address Search link.

e to
e n s
el ic
a b l
Postal 158-0083
fe r
a n s
Prefecture -
13 (Tokyo-To)
n tr
a no
City
h a s deฺ
Setagaya-ku
m ui 4-chome
) 1-6,GOkusawa
ฺco dent
Address 1
ฺ m
ib Stu
14. Click OK. a
15. Click the Alt Chare z @cPushbutton
t h isicon.
l v ar
Address
u se
(caenter the following information:
16. Verify or
a
r Silv
esa
C Address 1 1-6, Okusawa 4-chome
City Setagaya-ku
353
type:
Phone Type Business

Extension 1201
Preferred Selected
Phone Type Home
e to
e n s
el ic
Email Type Business
a b l
fe r
Email Address n
yamaguchi.mao@ctr.com
a s
n - tr
or o
19. Access the Regional page and in the Japan flag section, enter n verify the following information:
a
s deฺ
Click OK to the date out of range message, if any. ha
m ) G ui
Page Element
a ฺ ib Stu
@ c his
Effective Date
e z e t January 1, 2013
l v ar u s
( c a
Honseki Prefecture 10 (Gunma-Ken)
va
20.ilAccess the Organizational Relationships page.
S
sa r
C e 21. Select Employee, and click the Add Relationship button.
Click OK to the alternate character warning message, if any.
354
Action Hire
Regulatory Region JPN
Company CTR
Business Unit BU001
Department 50300
e to
e n s
Location LOCHQ
el ic
a b l
fe r
a n s
n - tr
a no
Page Element
h aValue
i eฺ
s or dStatus
m ) G u
Job Code o
ฺc den CSRPt
b m
Supervisor Level c aฺi is Stu Blank
@
ez se t h
v a r u
a l
Supervisor ID KU0003
a (c
Sil v
sa r
C e Full/Part Full-Time
Officer Code None
Regular Shift No Applicable
Standard Hours 40
Work Period W
FTE 1
355
Pay Group BWK

25. Access the Salary Plan page, and enter or verify the following information:
Page Element Value or Status e to

e n s
Salary Admin Plan B1SP
elic
a b l
fer
Grade 001
a n s
n - tr
Step 1
a no
h a
26. Access the Compensation page, and click the Default Pay
i d eฺ button.
s Components
m ) G u
o
ฺc dRate t
nfield after you click the Default Pay Components or
Note. The system populates the Compensation
b m e
aฺi is Stu
c
@ entertorhverify the following information:
27. On the Compensationzpage,
e
l v a r u se
a ca
Page (Element Value or Status
Sil v
sa r Rate Code 2COL
C e
Seq 0
Currency JPY
Frequency M
Percent 2.000
Rate Code FCAP
Sequence 0
Comp Rate 200,000
Currency JPY
Frequency M
356
Compensation Rate 204,000 JPY

Frequency M
29. Click OK to save your information.
compensation row.
Adding a Second Person with an Employment Instance in Japan

e to
To add a second person with an employment instance in Japan:
e n s
el ic
a b l
fe r
a n s
n - tr
a no
Page Element
h aValue
i eฺ
s or dStatus
m ) G u
Effective Date o
ฺc den t
January 1, 2013
ฺ m
ib Stu
Format Type a
c his Japanese
@
ezbutton.se t
v a r u
c a l
4. Click the Add Name
5. Onathe(Edit Name page, enter the following information:

Sil v
sa r
Last Name Kato
First Name Tsuyoshi
Alternate Char Name Kato Tsuyoshi
6. Click OK.
357
Date of Birth June 01, 1970
Birth Country JPN

Gender Male
Highest Education Level G-Bachelor's Level Degree

e to
e n s
Country JPN
elic
a b l
8. Access the Contact Information page. fe r
a n s
n - tr
no
10. On the Address History page, verify or enter the followingainformation:
h a s deฺ
m ) Value G uori Status
ฺco dent
Page Element
ฺ m
ib Stu
Effective Date
c a s
January 1, 2013
e z @ thi
Country
l v ar u se JPN
Status(c
a A
v a
r Sil
e sa 11. Click the Add Address link.
C 12. Enter 194-0021 in the Postal field, and click the Address Search link.
Postal 194-0021
Prefecture 13 (Tokyo-To)
City Machida-shi
Address 1 3-4, Nakamachi 3-chome
14. Click OK.
15. Click the Alt Char Address Pushbutton icon.
358
Address 1 3-4, Nakamachi 3-chome
City Machida-shi
type:
e to
Phone Type Business
e n s
el ic
a b l
fe r
Extension 2201
a n s
n - tr
Preferred Selectedno
s a ฺ
Phone Type ) h Homeuide
a
ฺ c om nt G
Telephone
ฺ i b m tude 03-3732-5963
c a is S
Email Type
e z @ th Business
ar u s e
a l
Email Addressv tsuyoshi.kato@ctr.com
( c
va
19.ilAccess the Regional page. In the Japan flag section, enter or verify the following information:
S
sa r
C e
Honseki Prefecture 23 (Aichi-Ken)
Click OK to the alternate character warning message, if any.
359
Action Hire
Company CTR
Business Unit BU001
Department 50200
e to
e n s
Location LOCHQ
elic
a b l
fer
a n s
n - tr
23. Access the Job Information page, enter or verify the following information:
a no
Page Element
h aValue
i eฺ
s or dStatus
m ) G u
Job Code o
ฺc den MGR t
b m
Supervisor Level c aฺi is Stu J090 (Manager)
@
ez se t h
v a r u
a l
a (c
Sil v
sa r
C e Full/Part Full-Time
Officer Code None
Standard Hours 40
Work Period W
FTE 1
360
Pay Group BWK

e to
e n s
el ic
a b l
fe r
a n s
Rate Code
n - tr
2COL
Seq 0 a n
o
h a s deฺ
Currency
m ) JPYGui
m ฺ co ent
Frequency
a ฺ ib Stud M
@ c his
Percent
r e z e t 2.000
l va u s
(c a
Rate Code FMTHLY
a
r SilvSeq 0
e sa
C Comp Rate 530,000
Currency JPY
Frequency M
361
compensation row.
Adding a Third Person with an Employment Instance in Japan

To add a third person with an employment instance in Japan:
e to
e n s
el ic
a b l
fe r
a n s
n - tr
no
a
h a s deฺ
Page Element
m ) Value
G uori Status
Last Name m ฺco dentInoue
a ฺ ib Stu
@ c his
First Name
r e z e t Emiko
Alternatea l vaName
Char
us Inoue Emiko
( c
va
6. ilClick OK.
S
sa r
C e 7. On the Biographical Details page, enter or verify the following information:
Date of Birth September 23, 1975
Birth Country JPN
Gender Female
Country JPN
362
10. On the Address History page, verify or enter or verify the following information:

Country JPN
Status A

e to
e n s
el ic
a b l
fe r
Page Element Value or Status a n s
n - tr
Postal 105-0023
a no
h a s deฺ
Prefecture
m ) 13
G ui
(Tokyo-To)
m ฺco dentMinato-ku
City
a ฺ ib Stu
@ c his
Address 1
r e z e t 3-4-3 Shibaura
l va u s
(c
14. Click OK. a
v a
15.ilClick the Alt Char Address Pushbutton icon.
r S
e sa 16. Verify or enter the following information:
C
Address 1 3-4-3 Shibaura
City Minato-ku
363
type:
Phone Type Business

Extension 3201
Preferred Selected
Phone Type Home
e to
e n s
elic
Email Type Business
a b l
fer
Email Address inoue.emiko@ctr.com
a n s
n - tr
a no
h a s deฺ
m ) G ui
ฺco if dany.
Click OK to the alternate character message,
m e nt
21. On the Work Location page, a ฺ ibor verify
S u following information:
tthe
c
@ thi
enter
s
e z
Page Element
l v ar u se Value or Status
a
(c Date
v a
Sil
sa r
C e Action Hire
Company CTR
Business Unit BU001
Department 50300
Location LOCHQ
364
22. Access the Job Information page, enter or verify the following information:
Job Code MGR
Supervisor Level J090 (Manager)

Full/Part Full-Time
Officer Code None

e to
e n s
el ic
a b l
Standard Hours 40
fe r
a n s
Work Period W
n - tr
a no
FTE
h a1s
i d eฺ
m ) G u
o
ฺc den
23. Access the Payroll page, and enter or verify the t
b m
Page Element c aฺi is Stu Value or Status
@
ez se t h
v a r u
a l
a (c
Sil vPay Group BWK
sa r
C e Employee Type S (Salaried)
24. Access the Salary Plan page, enter or verify the following information:
Grade 003
Step Blank
365
Rate Code 2COL
Seq 0
Currency JPY
Frequency M
Percent 2.000
Rate Code FMTHLY

e to
e n s
Seq 0
elic
a b l
Comp Rate 530,000
fer
a n s
Currency JPY
n - tr
a no
Frequency
h aMs deฺ
) u i
m G
27. Click the Calculate Compensation button,
m ฺcoand verify
d e t the following displays in the Compensation Rate
nthat
a ฺ ib Stu
@ c his
Page Element
r e z e t Value or Status
l vaRate u s
(c a
Compensation 540,600 JPY
a
r Silv Frequency M (Monthly)
C esa 28. Select the Controls tab, and note the sources of the rate codes.
compensation row.
366
(USA) Adding People and Employment Instances in the United States

• Add a person with an employment instance of 20 hours per week in the United States.
• Add a person with an employment instance of 40 hours per week in the United States.
Activity Overview
two people with the organizational relationship of Employee:
Ann Tyler (1001) Joseph Martin (1002)

e to
e n s
Personal Birthday: May 18, 1968 Birthday: June 01, 1961
el ic
Information
Status: single female Status: married male a b l
fe r
USA National ID: 444-55-0101 n s
USA National ID: 444-55-0202
a
Address: 455 Elm Street, San Francisco, CA n - tr
Address: 1661 Commonwealth Avenue,
94101
a no Oakland, CA 94612
Home phone: 415/555-2020
h a s Home
i d eฺphone: 510/555-1212
m
Business phone: 415/555-1234 extension) 1201GuBusiness phone: 415/555-1234 extension 2201
o
ฺc dent Business email: joseph.martin@ctr.com
ฺ m
Business email: ann.tyler@ctr.com
ib Stu
a
chired asha icustomer
s service
Job Information
e z @
Ann is being
t Joseph is being hired as a manager of the Sales
r Service
representative
aCustomer u e
in Business Unit 1 in the
s department at headquarters. department in Business Unit 1 at headquarters.
l v This location should be tied to establishment
a (ca This location should be tied to establishment EST01.
Silv
EST01.
He is a regular employee, working full-time at
sa r She is a regular employee, but only working 20 40 hours per week in this job.
C e hours per week in this position. This will give
her a full-time equivalent of 0.5.
Joseph will receive a flat monthly pay of 5,300
USD.
Customer service representatives are hired in
Since Joseph will be located at headquarters, he
the Business Unit 1 salary plan, grade 001, step
1. Accept the salary plan default compensation
Specify this in his compensation package.
values.
Since Ann will be located at headquarters, she
Specify this in her compensation package.
Payroll Specify your payroll system as Other and put Specify your payroll system as Other and put
your worker in the biweekly pay group. your workers in the biweekly pay group.
367

Adding a Person with an Employment Instance of 20 Hours Per Week in the United States
To add a person with an employment instance of 20 hours per week in the United States:
e to
e n s
el ic
Format Type English
a b l
fe r
a n s
n - tr
a no
h a s deฺ
Page Element
m ) ValueG uori Status
m ฺ co ent
First Name
a ฺ ib Stud Ann
@ c his
Last Name
r e z e t Tyler
l va u s
6. Click ( c
OK.a
v a
r Sil
e sa
C
368
Date of Birth May 18, 1968
Birth Country USA

Gender Female
Country USA
e to
e n s
el ic
a b l
National ID 444-55-0101
fe r
a n s
Primary ID Selected
n - tr
a no
h a s deฺ
9. For the address type Home, click the Add o m ui
) DetailGlink.
ฺc dent
Address
ฺ
10. On the Address History page, verifym
ib or enter
t uor verify the following information:
a
c his S
Page Element re
z @ t
a u s e Value or Status
l v
a (caDate
S il v
s a r Country USA
Ce Status A
Address 1 455 Elm Street
City San Francisco
State CA
Postal 94101
369
type:
Phone Type Business

Telephone 415/555–1234
Extension 1201
Preferred Selected
Phone Type Home
e to
Telephone 415/555-2020
e n s
elic
Email Type Business
a b l
fer
Email Address ann.tyler@ctr.com
a n s
n - tr
a no
h a s deฺ
m ) G ui
ฺcothedfollowing
17. On the Work Location page, enter or verify
m e nt information:
a ฺ ib Stu
Page Element
@ c his Value or Status
z t
l v
Effective Date are use January 1, 2013
( c a
a
r SilvAction Hire
e sa Regulatory Region USA

C
Company CTR
Business Unit BU001
Department 50300
Location LOCHQ
370
18. Access the Job Information page, and enter or verify the following information:
Job Code CSRP
Full/Part Part-Time
Officer Code None

e to
e n s
Standard Hours 20
el ic
a b l
Work Period W
fe r
a n s
FTE .5
n - tr
a no
a
19. Access the Payroll page, and enter or verify the following
h i d eฺ
s information:
m ) G u
Page Element o t
b m
Payroll System c aฺi is Stu Other
@ t h
Pay Group va
rez use
a l BWK
a (cSchedule
Sil vHoliday EC2
sa r
C e Employee Type E (Exception Hourly)
Grade 001
Step 1
Note.
If you enter a salary plan after updating your standard hours on the Job Information page, the system will
update the Standard Hours field with the hours defined on the Salary Plan table. It is good practice to
verify the worker's standard hours after you enter a salary plan to ensure they are correct.
371

Rate Code HRLY
Sequence 0
Comp Rate 15.00
e to
Currency USD
e n s
el ic
Frequency H
a b l
fe r
a n s
23. Insert a new row in the Pay Components group box, and enter or verify the following information:
n - tr
o
Value ornStatus
Page Element
a
s deฺ
h a
Rate Code
m ) 2COLG ui
m ฺ co ent
Seq
a ฺ ib Stud 0
@ c his
Currency
r e z e t USD
l va u s
(c a
Frequency M
a
r SilvPercent 2
e sa
C 24. Click the Calculate Compensation button, and verify that the following displays in the Compensation Rate
Compensation Rate 1,326.00 USD
compensation row.
Adding a Person with an Employment Instance of 40 Hours Per Week in the United States
To add a person with an employment instance of 40 hours per week in the United States:
372
2. Enter employee ID 1002, and click Add.

Format Type English

e to
e n s
First Name Joseph
el ic
a b l
Last Name Martin
fe r
a n s
6. Click OK.
n - tr
o
ninformation:
a
7. On the Biographical Details page, enter or verify the following
s deฺ
h a
m ) Value G uori Status
Page Element
m ฺco dent
Date of Birth a ฺ ib Stu June 01, 1961
c i s
Birth Country re
z@ e th
l v a u s USA
a (caDate
S i l v
sa r Gender Male
C e
Country USA
National ID 444-55-0202
Primary ID Selected
373
Country USA
Status A

e to
e n s
Address 1 1661 Commonwealth Avenue
elic
a b l
City Oakland fer
a n s
State CA n - tr
a no
Postal
h a s deฺ
94612
m ) G ui
m ฺco dent
a ฺ ibenter theSfollowing
14. On the Contact Information page, tu information, inserting a row for the Home phone
type: c
@ thi s
e z
l v ar u se
c a
Page Element
( Value or Status
a
ilvPhone
ar S Type Business
s
Ce Telephone 415/555-1234
Extension 2201
Preferred Selected
Phone Type Home
Telephone 510/555-1212
Email Type Business
Email Address joseph.martin@ctr.com
374
Action Hire
Regulatory Region USA
Company CTR
Business Unit BU001
Department 50200
e to
e n s
Location LOCHQ
el ic
a b l
fe r
a n s
n - tr
a no
Page Element
h aValue
i eฺ
s or dStatus
m ) G u
Job Code o
ฺc den MGR t
b m
@
ez se t h
v a r u
a l
a (c
Sil v
Full/Part Full-Time
sa r
Standard Hours 40
Work Period W
FTE 1
375
Pay Group BWK

Employee Type Salaried
e to
e n s
elic
a b l
fer
a n s
Rate Code FMTHLY
n - tr
Seq 0 a n
o
h a s deฺ
Comp Rate
m ) 5,300 G ui
m ฺ co ent
Currency
a ฺ ib Stud USD
@ c his
Frequency
r e z e t M
a s
22. Insert (ac alvrow in the PayuComponents group box, and enter the following information:
new
a
r Silv
C Rate Code 2COL
Seq 0
Currency USD
Frequency M
Percent 2
376

compensation row.
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
377
Explaining Job Level Defaults
Job Level Defaults

This diagram shows how a value that you enter on one page can determine values that appear by default on
other Job Data pages, depending upon how you set up the control tables:
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
Slide 182
( c a
a
r Silv
e sa
C
378
Defining Job Instances, Relationships, and Employment Record

Numbers
Defining Job Terminology

When adding people in the system with job records, it is important to understand some basic terminology.
These include:
• Organizational relationship.
• Employment record number.
• Job instance. e to
e n s
• Organization instance.
el ic
a b l
Slide 183 fe r
a n s
a no
h a s deฺ
Terminology m ) G ui
Identifiesbam
ฺco dent with the organization: employee (EMP),
Organizational
aฺi workers S u or person of interest (POI). The organizational
person's relationship
t(CWR),
relationship
@ c
contingent
i s
hdisplays
e z e t
relationship next to the person's name at the top of the Job Data
l v ar u s
component.
a (ca or When you hire or add a worker for the first time, you create a job instance. A
Job (Employment
S ilv Worker) person can have one or multiple job instances. Job instances can be substantive-
Contingent
e sar instance where it is not associated with another job, or subordinate-where it is tied to a
C substantive job (such as an additional assignment or appointment).
You can add a job-related instance for any type of person in the system but you
will most often assign job instances to employees and contingent workers.
Employment record Each job instance is identified by an Empl Record. The system uses a new
number (Empl Record, employment record number each time you add a new job for a person. The system
Empl Rcd #, Empl Recd use Empl Record 0 for the first instance of a job and increments by 1 with each
Nbr, or ERN) job instance. Empl record numbers, in combination with a person's ID, uniquely
identify a person's job data records.
• Individual employee jobs are called Employment Instances.
• Individual contingent worker jobs are called Contingent Worker Instances.
Organization Instance An organizational instance occurs for each substantive job under each
organizational relationship for a person. It is an occurrence of a distinct
relationship with the organization that has it's own hire and termination dates.
Jobs that are subordinate to a substantive job will share the same organizational
instance.
379

Numbers (continued)
One ERN and Organizational Instance

An organizational instance is a single occurrence of a person's relationship to an organization. Several rows of

job history might exist for a particular person and that same relationship to the organization; nevertheless,
only one organizational instance exists, as shown here:
e to
e n s
el ic
a b l
fer
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
Slide 184
( c a
a
Student Silv
r Notes
e sa
C
Example: Person with One Organizational Instance and Job History
In this example, a person joins a company as a full-time employee. Over time, several rows of history are
associated with this person under this one organizational instance.
ERN Job Instance Type

(Created with each Job Instance) (Organizational Relationship) Organizational Instance
0 Add a Person - Employee (EMP) 0
380

Numbers (continued)
Multiple Organizational Instances

Although a person having only one organizational relationship with a company may be more common, a
person can have more than one. This diagram shows one person having two organizational instances:
e to
e n s
el ic
a b l
fe r
Slide 185
a n s
n - tr
a no Student Notes
h a s deฺ
Components Used to Create Multiple Organizational m ) G ui
Instances
m ฺco deinstances
Use these components to add multipleborganizational
nt for workers:
c aฺi is Stu
Component Name
r e z@ Navigation
e th
l va u s
(c a
Add Employment Instance Workforce Administration, Job Information, Add Employment Instance
a
ilvContingent Worker
a S
r Instance
Add Workforce Administration, Job Information, Add Contingent Worker Instance
s
Ce
381

Numbers (continued)
Employment Record Numbers

The system distinguishes between a person's organizational instances by creating a new employment record
number (Empl Rcd Nbr, Empl Record, or ERN) when you create a new instance:
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(
Slide 186
c a
v a
il Notes
Student
S
sa r
C e
Example: Person with Multiple ERNs and Organizational Relationships
In this example, a person joins a company as a contingent worker. Over time, this person is hired as an
employee. This person now has two organizational instances and two empl record numbers, as shown here:
ERN
Job Instance Type
(Created with each Job
Instance) (Organizational Relationship) Organizational Instance
0 Add a Person - Contingent Worker (CWR) 0
1 Add Employment Instance (EMP) 1
Employment Record Numbers

An employment record number, in combination with a person's ID, uniquely identifies a person's current job
data records.
382
The system also creates a new empl record number when you create a job data record in the following
circumstances. When you create:
• Concurrent or multiple jobs, which include:
• Additional job instances or two distinct organization instance records.
• Additional assignments.
• (CHE) Multicontracts for Switzerland.
• (JPN) Additional appointments (kenmu) for Japan.

• Global assignments.
• Temporary assignments and intercompany transfers.
• A pension payee.
e to
e n s
Example: Viewing Employment Record Numbers in the System
el ic
a b l
fe r
Employment record number information often appears on search pages as search criteria for a person:
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
383
Employment record number information also displays on transactional pages for a person:
Deleting Employment Record Numbers

You can use the Delete ERN Process component when ERNs are created in error or when ERNs exist for no
e to
e n s
show new hires (for example, workers who never reported for their first day of work and for whom there is no
ic
need to maintain an ERN). This component verifies that no combinations of PersonID/ERN exist that will
el
a b l
cause problems for other processes, such as payroll or benefits, that are dependent on the ERN data.
fe r
You can access this component by navigating to Set Up HCM, System Administration, Database Processes,
a n s
ERN Delete Process, ERN Delete Process.
n - tr
a noID and Empl Record combinations that
Note. This feature is not designed to delete ERN records for Person
have been used in key processes such as payroll, benefits,aand
h i eฺ If the ERN has been used in
s timedreporting.
key processes, the system will block deletion.
m ) G u
o
ฺc den t
b m
c aฺi is Stu
r e z@ e th
l v a u s
a (ca
r Silv
e sa
C
384

Numbers (continued)
Multiple Job and Organizational Instances

When a worker holds multiple active jobs, but each job has its own set of employment and job data, the
system creates separate organizational instances:
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
Slide 187
r e z e t
l va u s
Student Notes (c a
il v a
r S
e sa
Example: Person with Multiple ERNs and Multiple Organizational Instances
C In this example, a person joins a company as an employee. Eventually, this person is takes an additional job
for the company that is not associated with the initial job instance. This person now has two employment
record numbers and two organizational instances, as shown here:
ERN Job Instance Type

(Created with each Job Instance) (Organizational Relationship) Organizational Instance
1 Add Employment Instance (EMP) 1
385

Numbers (continued)
Multiple Job and Organizational Instances (continued)

When a person holds multiple jobs for the same organizational relationship, each job must have its own set of
employment and job data. If a multiple job is entered, you must:
• Determine which of the person's jobs is the primary job for reporting purposes.
You don't have to designate a primary job, but you might do so to ensure accurate affirmative action
statistics and other data required for government reporting.
e to
• Determine whether the person's jobs share a benefit program or have separate benefits.
e n s
el ic
a b l
Slide 188
fe r
a n s
a no
Indicating Primary and Secondary Jobs h a s deฺ
m ) G ui
o page tonindicate
ฺcinstance,
Use the Job Indicator field on the Work Location t whether a job is the person's primary job or
a secondary job. When you add another m job
ibas the primaryu d ethe system sets this field by default to Secondary Job,
a ฺ
c his S
and the initial instance is maintained t job.
e z @ t
r s e
a l va u
a (c
S il v
sa r
C e
386

Numbers (continued)
Multiple ERNs Under the Same Organizational Instance

If a worker holds multiple jobs under the same organizational instance, the two jobs are linked; if the original
job is terminated, so is the subordinate job, as shown here:
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
Slide 189 ( c a
a
Silv
e sar Notes
Student
C
Example: Person with Multiple ERNs and One Organizational Instance
In this example, a person joins a company as an employee. Over time, this person is given an additional
assignment that is associated with the initial job instance. This person now has two employment record
numbers but has only one organizational instance, as shown here:
ERN
Job Instance Type
(Created with each Job
Instance) (Organizational Relationship) Organizational Instance
1 Additional Assignment Instance (EMP) 0
Note. (JPN) Additional Appointments for Japan are also associated with another job and, therefore, share the
same organizational instance number.
387
Additional Assignments and Appointments

Additional organizational instances are identified as hire or add contingent worker in Human Resources, and
additional assignments or appointments are not. With an additional assignment, a worker is not give another
job instance, but rather an assignment. You add additional assignments or appointments using these
components:
• Add Additional Assignment.
• Additional Appointment JPN.

An additional assignment can be a multiple job if the substantive job is not on hold, so the person is
performing more than one job. However, if the substantive job is on hold, you would typically enter this as an
additional assignment.
Defining Security for Additional Assignments and Japanese Appointments e to

e n s
el ic
Security administrators will use the Security Install Settings page to determine how users will access data for
b l
workers with additional assignments by navigating to Set Up HCM, Security, Core Row Level Security,
a
Security Installation Settings. fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa Include Additional Assignments? Field
C The Incl. Additional Assignments? field is for workers with additional assignments added using the Add
Additional Assignment component. When a worker has an additional assignment, they have a controlling
employee or contingent worker instance with a valid job data record and an additional assignment job data
record.
Valid options for this field include:
388
Assignment can see Select this option so a user with access to the assignment job data record can also
Instance view the controlling instance job record.
Instance can see Select this option to enable a user with access to the controlling instance job
Assignment record to also view the assignment job data record.
Both Select this option to enable a user with access to either record to view both
records.
None Select this option to enable all users to access additional assignments job data
records.
Japanese Appointment Check Box
(JPN) Select the JPN Appointment check box so that users who have access to the additional appointment of
a worker can access the main appointment record for that worker. If you do not select JPN Appointment, then
e to
regular data permission rules apply.
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
389

Numbers (continued)
Viewing Multiple Job Details

Use the Person Organizational Summary component to view the various details and relationships for:
• Employment instances (for employees).
• Contingent worker instances.
• Organizational instances.
e to
• Employment record numbers (Empl Rcd Nbr).
e n s
el ic
Slide 190
a b l
fe r
a n s
tr Student Notes
n -
a no
Page Used to View a Person's Organizational Relationships
h a s deand ฺ Instances
) u i
m
Use this page to view a person's organizationalorelationships
t Gand instances:
m ฺc den
b
aฺi is Stu
c
r e z@ e th
l v a u s
a (ca
S ilv
e sar
C
390
Person Org Summary Workforce Administration, Personal Information, Person Organizational Summary
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
When a Worker Has Multiple Employment m ฺcoRecordd e t
nNumbers
aฺibmultiple
This chart provides informationcabout
i s S u
temployment records and the relationship between the initial
@
ez se
job instance and the assignment type t h
listed here:
v a r u
a l
a (c
S il v
sa r
C e
391
New Primary Job Status

Assignment Both Jobs Can Instance (Home) Both Jobs Can Automation
Type Be Active Must Be Active Be Paid Job History Process
New Yes N/A Yes Separate No

Employment
Instance
Additional Yes Yes Yes Separate Additional job is

Assignment terminated if the
primary instance
is terminated
Global Yes Yes Home only Separate Host is

Assignment terminated if
Home is
terminated.
e to
e n s
Temporary Yes No – Temporary Temporary only Temp data is
l lbeic job
Suspended
e
Assignment assignment only captured in
rab
instance history
fe
can
automatically
a n s reactivated when
n - tr the temporary
a no assignment is
done.
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
392
(JPN) Reviewing Additional Appointment (Kenmu) Information
Setting Up Additional Appointments

In PeopleSoft HCM, you can manage additional appointment information for workers. This diagram shows
the steps you will need to take prior to managing additional appointments:
e to
e n s
Slide 191
el ic
a b l
Student Notes fe r
a n s
n - tr
When Business Units Have Not Been Defined a no
h a s deฺ
m )
Here are the steps for setting up additional appointment
ui
tracking:
G
1. Select Additional Appointment Enabledฺc
o nt Parameters section of the Installation Table −
m
ib Stu e
in the Japanese
d
Country Specific page.
c a ฺ
2. Create a dummy job z @ for yourth
is
are use
code business units:
• Whencyou l v
a have not yet defined business units, set up your organization's business units on the Business
(
a page.
S ilvUnit
e sar The system automatically creates the dummy job code AADUMY for each business unit that you
C define.
• If you have already defined business units, such as when upgrading, run the AA_JOBCODE_JPN
Application Engine process to create the dummy job code AADUMY for each business unit in your
system.
You only have to run the application engine process one time.
3. Create a dummy business unit, company, department, and location for use with additional appointments to
external companies.
4. Assign the dummy codes on the Additional Appointment Setup page.
5. Set up additional appointment security.
Pages Used to Set Up Additional Appointment Tables

Use these pages to set up additional appointment tables:
393
Country Specific Set Up HCM, Install, Installation Table
Create Pseudo JC Set Up HCM, Install, Country Specific, AA Setup for Existing BUs JPN
Additional Appointment Setup Set Up HCM, Product Related, Workforce Administration, Workforce Data JPN,
Additional Appointment Setup
Example: Additional Appointment Setup

Use this page to update additional appointment management setup:
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
394

(continued)
Setting Up Additional Appointment Security

To set up the security for tracking additional appointments, use the Security Install Settings, Security Type
Table, and Addl Appt SQR Security JPN pages. Use these pages to:
• Set up the security basis for additional appointments.
• Select reports that use additional appointment security.
e to
Slide 192
e n s
el ic
Student Notes
a b l
fe r
a n s
Pages Used to Manage Additional Appointment Security n - tr
Use these pages to manage additional appointment security: a
no
h a s deฺ
m ) G ui
m ฺco dent
Security Install Settings a
Set ฺ
UpibHCM, Security,
S tu Core Row Level Security, Security Installation Settings
c s
hi Security, Core Row Level Security, Security Access Type
Security Type Table re
z@ SeteUptHCM,
l v a u s
a
Addl Appt caSecurity JPN Set Up HCM, Security, Core Row Level Security, Addl Appt SQR Security JPN
(SQR
Silv
e sar
C Setting Up Additional Appointment Security
To set up security for additional appointments:
1. Select JPN Appointment on the Security Install Settings page.
2. Select JPN Additional Appointment on the Security Type Table page for the PPLJOB security set.
3. Refresh the security join tables using the Refresh SJT_CLASS_ALL component (SCRTY_OPR_RC).
395
Example of Security Access

This illustration of security access is based on the following department security tree:
e to
e n s
If you choose to use the default, departmental security: elic
a b l
fe r
• If the user has access to department 50200, then the user has access to the data for empl ID 100.
a n s
n - tr • Even if the user has access to department 50300, the user does not have any access to the data for empl ID
a no 100.
h
If you choose to set up security for additional appointments: a s deฺ
m ) G ui
• If the user has access to department 50200, o the user
ฺcthen nt has access to the data for empl ID 100.
m
ib50300 S d e
a
• If the user has access to department
c ฺ tuthen the user can access the data for empl ID 100 because
only,
@appointmentt s
hi in department 50300.
e z
the person has an additional
e
l v ar u s
Example: Security
a (ca for Running Reports
S ilvthis page to select the reports that use additional appointment security:
sar
Use
C e
396

(continued)
Managing Additional Appointments

PeopleSoft HCM provides additional appointment information of workers. You can:
• Add a new employee record and additional appointment information to a Job Data row using the Additional
Appointment JPN component.
• Use the Additional Appointment JPN component to record detailed additional appointment information for
workers. You can check not only Additional Appointment information but Primary Job information as well.
e to
• Release additional appointments on the Edit Additional Appointment Information page.
e n s
el ic
Slide 193 a b l
fe r
a n s
a no
Pages Used to Manage Additional Appointmentshas i d eฺ
m ) G u
o
ฺc den
Use these page to enter additional appointment t
information:
i b m tu
c aฺadditional
• Use this page to view and update
i s S appointment information:
r e z@ e th
Page Name
l v a u sNavigation
a (caAppointment JPN Workforce Administration, Job Information, Additional Appointment JPN
S ilv
Additional
e sar
C
397
• Use this page to add or edit additional appointment information:
Edit Additional Appointment Workforce Administration, Job Information, Additional Appointment JPN
Information
Click the Add button on the Additional Appointment JPN page.
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
Silv
e sar
C Releasing Additional Appointments
To release the additional appointment, insert a new row on the Edit Additional Appointment Information page
and select the action reason Rel Kenmu. If necessary, enter the date on which the additional appointment
ended in the End Date field in the additional appointment information that was created when the additional
appointment was assigned.
398

(continued)
Entering Cost Rate Information

You can enter the percentage cost associated with the main appointment and each additional appointment.
Slide 194
Student Notes
e to
Page Used to Enter Cost Rate Information e n s
el ic
Use this page to update cost rate information:
a b l
fe r
a n s
n - tr
Enter Cost Rate Information a no Cost Rate JPN
Workforce Administration, Job Information,
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
v a
r Sil
e sa
C
399
(JPN) Managing Intercompany Transfers (Shukkou) for Japan
Intercompany Transfers
With PeopleSoft HCM, you can manage intercompany transfer information when worker intercompany
transfers occurs. Whether managing at the host or home company, add a new row to the Job Data and select
the standard actions and intercompany transfer-related action reasons for the reason.
There are basically two types of intercompany transfers:
• Temporary.
As a temporary intercompany transfer, there is also an intercompany transfer with an additional

e to
appointment.
e n s
• Permanent. el ic
a b l
fe r
Slide 195
a n s
n - tr
Student Notes
a no
h a s deฺ
m ) G ui
ฺco dent
Intercompany Transfers for Japan
m
ib of S
Use the Japanese country-specific section
ฺ thetu
Work Location page to record intercompany transfers:
a
c his
e z @ t
r s e
a l va u
a (c
S il v
sa r
C e
Intercompany transfer information can be maintained as a child record of Job Data. Whenever you need to
track intercompany transfers, whether as a home company or a host company, you enter a new job record
with standard actions such as transfer, termination, and hire, but with specific intercompany transfer-related
action reasons.
Completion of Temporary Intercompany Transfer

For a worker who is returning to the home company after the completion of the intercompany transfer, insert
a new job row and set the action to Transfer with the reason of CIT (Completion of Intercompany Transfer).
When you do this, the data entered on the Intercompany Transfer group box is deleted.
400
Types of Intercompany Transfers

If you include hosting intercompany transfers, you can deal with several types of intercompany transfers.
Types and action reasons of intercompany transfers are:
Reason Transfer Occurs

Types of Intercompany Transfers Action Reason Transfer Ends
Temporary Intercompany Transfer Transfer ICT-Intercompany Transfer
CIT-Completion of Int Cpny Trans
Permanent Intercompany Transfer * Termination PIT-Permanent Int Cpny Transfer
Hosting Temporary Intercompany Transfer Hire TIC-Temporary Int Cpny Transfer e to

e n s
Termination
el ic
CIT-Completion of Int Cpny Trans
a b l
fe r
Hosting Permanent Company Transfer Hire
s
PIT-Permanent Int Cpny Transfer
a n
Termination n**-
tr
a no
Additional Appointment Intercompany Transfer Additionala
h Job ฺ
s deAKM-Assign Kenmu
(Kenmu Shukkou) ) u i
c m tG
oTermination
m ฺ d e n RKM-Release Kenmu
a ฺ ib Stu
c hitransfer,
*: In cases of a permanent intercompany
@ s companyworkers completely retire from the home company.
r e z
Therefore, there's no processing at
e thet home because the completion of the intercompany transfer is
va from
processed as a termination
l s
u the hosting company.
a
(anc action reason that is appropriate for retirement of each person.
a
**: Select
v
r Sil
e sa
C
401

(continued)
Example: Managing Intercompany Transfers

To perform a permanent intercompany transfer, terminate the worker from his home company then hire him
into the host company:
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
Slide 196
l va u s
( c a
Studentilv a
Notes
a r S
C Entering Permanent Intercompany Transfer Information es
In the permanent intercompany transfer process, a person terminates from his home company once, then, he is
hired by a host company as an employee on a permanent intercompany transfer.
Enter the host company information in the home company's Intercompany Transfer group box, and the home
company information in the host company's Intercompany Transfer group box.
402

(continued)
Example: Managing Intercompany Transfers (continued)

This diagram shows a case of a permanent intercompany transfer that was made between two companies that
use the same database:
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
Slide 197
r e z e t
l va u s
(
Student Notes c a
ilv a
ar S
s
CeExample: Managing Intercompany Transfers Diagram
An HR administrator for the home company records the transaction shown in the Home Company box on the
left. This person would set the job data information of the home company to Termination at time of the
intercompany transfer and the Job Indicator field to Secondary Job.
An HR administrator for the host company records the transaction shown in the Host Company box on the
right. At this time, this person would set the Job Indicator field to Primary Job.
In this case, the employment record number at the home company is recorded as 0 and the employment
record number at the host company is recorded as 1.
403
Activity 14: Adding Job Instances

In this activity, you will add job instances for one of the following countries:
• France
• Japan
• United States
Slide 198
e to
e n s
elic
a b l
fer
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
404
(FRA) Adding Job Instances

In this activity, you will review the activity overview and add multiple jobs for a worker in France.
Activity Overview
Employee 1001 will also be holding a position in the sales department for Business Unit 1 as a sales support
representative. She will work 20 hours per week in this job, with an FTE of .5. She should be assigned the
Business Unit 1 Salary Plan, grade 002. Her hourly rate amount is 18.00 EUR. Remember that since she is
located at headquarters, she is eligible for the 2 percent cost of living pay increase.
e to
Activity Detailed Steps e n s
el ic
a b l
fe r
Adding Multiple Jobs for a Worker in France
a n s
n - tr
To assign multiple jobs:
a no
a
1. Select Workforce Administration, Job Information, Add
h i d eฺ Instance.
sEmployment
m ) G u
2. Enter the following information: o
ฺc den t
b m
@
ez se t h
Empl ID
v a r u 1001
ca l
a (Record
Silv
Empl 1
sa r
C e The system will automatically increment to the next sequential employment record number if you do not
manually enter the value.
3. Click Add Relationship.
405
Click OK to the out of date range message, if any.

Action Hire
Company CTR
Business Unit BU001

e to
e n s
Department 50200
elic
a b l
Location LOCHQ
fe r
a n s
n - tr
o
ninformation:
a
s deฺ
5. Access the Job Information page, enter or verify the following
h a
m ) G ui
Page Element
a ฺ ib Stu
Job Code
c i s SSUP
Supervisor ID are
z@ e th
l v u s KU0004
a (ca
r Silv
e sa Full/Part Part-Time
C
Standard Hours 20
FTE .5
6. Expand the France flag section, and enter or verify the following information:
Paid Hours 20.00
Paid Work Period W
Paid FTE .5
406
Pay Group BWK

Employee Type E (Exception Hourly)
Page Element Value or Status e to

e n s
el ic
a b l
fe r
Grade 002
a n s
n - tr
Step Blank
a no
9. Access the Compensation page, and click the Defaulth a Pay
i d eฺ button to see if there are any
s Components
m
default pay components that should be associated) with this
G u
person.
ฺc o n t
b m this time. de
c a ฺi
No pay components should appear at
S tu
@ thi
10. Enter the following information: s
e z
l v ar u se
c a
Page Element
( Value or Status
a
r SilvRate Code HRLY
e sa
C Seq 0
Comp Rate 18.00
Currency EUR
Frequency H
407
11. Insert a new row in the Pay Components group box, and enter the following information:
Rate Code 2COL
Seq 0
Currency EUR
Frequency M
Percent 2
e to
e n s
el ic
Page Element Value or Status a b l
fe r
a n s
Compensation Rate 1,591.20 EUR
n - tr
Frequency a no
M (Monthly)
h a s deฺ
13. Save your information. m ) G ui
m ฺco contracts
d e ntfor Global Payroll or job compensation defaulting.
a ฺ ib Stu
Click OK if you receive any messages about
This concludes the activity.@ c do not

Please h iscontinue.
z t
l v are use
a (ca
r Silv
e sa
C
408
(JPN) Adding Job Instances for Unique Situations

• Record an additional appointment for a worker in Japan.
• Enter cost rate information for an additional appointment worker.

• Host a temporary intercompany transfer.
• Process a permanent intercompany transfer.
Activity Overview
You have been asked to record an additional appointment for a worker in company J2. Enter an additional
e to
appointment for your worker in the Additional Appointment JPN component effective January 1, 2013.
e n s
el ic
Employee J0031 should be assigned to business unit JCS02, department J1110. The start date will be January
b l
1, 2013 and the expected end date is September 30, 2013. He will work in location J201 and his supervisor
a
level should be designated as J090.
fe r
a n s
n - tr
After you record the additional appointment, enter the cost rate for your assigned worker J0031. The cost rate
no
for the initial job is 75, with the additional appointment should reflect a cost rate of 25.
a
a
You will also add a person into the PeopleSoft system with
h i d eฺ transfer. Add the following
san intercompany
)
person with the organizational relationship of Employee:
m G u
o
ฺc den t
b m
c aฺi is Stu
r e z@ e th
l v a u s
a (ca
S ilv
s ar
Ce
409
Nakatani Yusuke (1004)
Personal Birthday: June 25, 1980

Information
Education status: university
Status: single male
Address: 157-0072, Tokyo-To, Setagay-ku, 1-2 Soshigaya

Honseki prefecture: Gifu-ken
Job Information Nakatani, is on a temporary transfer to Computer Testing Research, as an sales support person
(SSUP) in the Sales department in Business Unit 1 at headquarters. His supervisor level is
assistant manager. Make sure you enter his intercompany transfer information. His home company
information is company J2, business unit JCS02, and department J1200.
His employee class is host intercompany transfer and is working full-time at 40 hours per week in
this job. e to
e n s
He should be associated with salary plan B1SP, grade 002.
el ic
He is a salaried employee receiving a flat monthly-defined pay of 425,000 JPY.
a b l
fe r
Specify this in his compensation package. a n s
Since he will be located at headquarters, he is eligible for a 2 percent cost of living increase.
n - tr
Specify your payroll system as Other and put your n
o
Payroll
s deฺa worker in the biweekly pay group
h a
) transferGforuiemployee J3101. Terminate this employee's
Next, you need to process a permanent intercompany
o m
current position with a reason of permanentฺc
m
intercompany
d e nttransfer effective January 1, 2013, and place this
a ฺ b
person in department J999. The hostiinformation
t you
u should record is company CTR, business unit BU001,
department 50200. You need tocchange the FTE
@ t h i s S to 0 for this job record.
r ez instance
Now, add a new employment
a se for50200,this employee January 1, 2013. Hire this person into company
CTR, business a l v
unit BU001, u
department working from the headquarters location. Enter the home
( c
company J1, business unit JCS01, and department J820. This person should be assigned the SSUP job code,
ilvapay group, and salary plan B1SP, grade 002. The compensation should consist of rate code FMTHLY
BWK
S
sa r at 400,000 JPY per month, plus the 2 percent cost of living adjustment.
C e

Perform the detailed steps to complete the activity
Recording an Additional Appointment for a Worker in Japan

To record an additional appointment:
1. Select Workforce Administration, Job Information, Additional Appointment JPN.
2. Enter empl ID J0031.
3. Click Search.
4. On the Additional Appointment JPN page, click Add.
410
5. On the Edit Additional Appointment Information page, enter or verify the following information:
Empl Rcd Nbr 1

Start Date January 1, 2013
Expected End Date September 30, 2013
Company J2
e to
e n s
Business Unit JCS02
el ic
a b l
Department J1110
fe r
a n s
n - tr Location J201
Supervisor Level J090a

no
h a s deฺ
m ) G ui
ฺco dent
6. Click OK.
7. Save your information. ฺ m

ib Stu
a
c his Appointment Worker
Entering Cost Rate Information
e z @ t
for an Additional
a r u s e
l
To enter cost rate
a vinformation:
a c
(Workforce
S i v
1. lSelect Administration, Job Information, Cost Rate JPN.
e sar 2. For empl ID J0031, enter the following information:

C
Empl Record 0
Cost Rate 75
3. In the Main and Additional Appointment Cost Rates grid area, insert a new row, and enter the following
information:
Empl Record 1
Cost Rate 25
411
Hosting a Temporary Intercompany Transfer

To host a temporary intercompany transfer:

Click OK to the date out of range message, if any.

e to
e n s
el ic
a b l
4. Click the Add Name button. fe r
a n s
- tr
5. On the Edit Name page, enter or verify the following information:
n
a no
Page Element
h aValue
i eฺ
s or dStatus
m ) G u
Last Name o
ฺc den t
Nakatani
b m
First Name
c aฺi is Stu Yusuke
Alternate Char a r
Nameez@ se th Nakatani Yusuke
l v u
a ca
(OK.
Silv
6. Click
sa r 7. On the Biographical Details page, enter or verify the following information:

C e
Date of Birth June 25, 1980
Birth Country JPN
Gender Male
Country JPN
412

Country JPN
Status A
e to
e n s
el ic
a b l
fe r
a n s
n - tr
Page Element o
Value ornStatus
a
s deฺ
h a
Postal
m ) ui
157-0072
G
Prefecture m ฺco dent13 (Tokyo-To)
a ฺ ib Stu
City @ c his Setagaya-ku
e z e t
Address 1alv
ar us 2, Soshigaya 1-chome
( c
va OK.
14.ilClick
S
sa r
C e 15. Click the Alt Char Address Pushbutton icon.
Address 1 2, Soshigaya, 1-chome
City Setagaya-ku
Click OK to the message about checking the alternate character, if any.
413
18. Access the Regional page, and in the Japan flag section, enter or verify the following information:

Honseki Prefecture 21 (Gifu-Ken)
Click OK to the message about checking the alternate character, if any.

e to
e n s
el ic
a b l
fe r
a n s
n - tr
Effective Date 1,o
Januaryn 2013
s a ฺ
h aHire ide
Action
m ) G u
o t
ฺc den Temporary Int Cpny Transfer
Reason
ฺi b m tu
c a s S
Regulatory Region
e z @ thi JPN
ar us e
Companyalv CTR
a ( c
r SilvBusiness Unit BU001
e sa
C Department 50200
Location LOCHQ
414
22. At the bottom of the Work Location page, expand the Japan flag section, and enter the following
information for the Internal Company:
Transfer Flag Home Company Information

Company J2
Business Unit JCS02
Department J1200
Supervisor Level J100
e to
Transfer Start Dt January 1, 2013
e n s
el ic
Transfer End Date December 31, 2013
a b l
fe r
23. Access the Job Information page, enter or verify the following information:ns
n - tra
o
ornStatus
Page Element a
Value
s deฺ
h a
Job Code
m ) SSUP G ui
m ฺ co ent
Supervisor Level
a ฺ ib Stud J100
c his
Regular/Temporary z@ t Regular
r e s e
a l va u
a c
Empl(Class Host ICT
r SilvStandard Hours 40
C esa Work Period W
FTE 1.000000
Pay Group BWK
415
Grade 002
Step Blank
e to
e n s
elic
a b l
fer
a n s
Rate Code
n tr
2COL
-
Seq 0 a n
o
h a s deฺ
Currency
m ) JPYGui
m ฺ co ent
Frequency
a ฺ ib Stud M
@ c his
Percent
r e z e t 2
l va u s
(c a
Rate Code FMTHLY
a
r SilvSeq 0
e sa
C Comp Rate 425,000
Currency JPY
Frequency M
field located near the top of the Compensation page
416
Processing a Permanent Intercompany Transfer

To process a permanent intercompany transfer:
1. Select Workforce Administration, Job Information, Job Data.
2. Enter empl ID J3101, and click Search.

3. On the Work Location page, insert a new row, and enter the following information, clicking OK to any
warning messages you might receive:
Action Termination
e to
Reason Permanent Int Cpny Transfer e n s
el ic
a b l
Job Indicator Secondary Job
fe r
a n s
Department J999
n - tr
no
4. On the Work Location page, expand the Japan flag section,aand enter the enter the following information
h a s deฺ
ui
for the Internal Company:
m ) G
a ฺ ib Stu
Transfer Flag @ c his Host Company Information
e z e t
Companyalv
ar us CTR
a ( c
r SilvBusiness Unit BU001
e sa
C Department 50200
5. Save your data and click OK to the warning that says there is no primary job.
6. Select Workforce Administration, Job Information, Add Employment Instance.
7. Enter empl ID J3101, and click Add Relationship.
The system should automatically populate the Empl Record field with 1.
417

Action Hire
Reason Permanent Int Cpny Transfer
Job Indicator Primary Job

e to
e n s
Company CTR
elic
a b l
Business Unit BU001
fe r
a n s
Department 50200
n - tr
Location a
LOCHQ
no
h a s deฺ
Establishment ID m ) EST01 G ui
m ฺco dent
a ฺ ib page,Sexpand
9. At the bottom of the Work Location tu the Japan flag, and enter the following information for
the Internal Company: c
@ thi s
e z
l v a r u se
c a
Page Element
( Value or Status
a
r SilvTransfer Flag Home Company Information
e sa
C Company J1
Business Unit JCS01
Department J820
10. Access the Job Information page, and enter SSUP in the Job Code field.
Pay Group BWK
418
Grade 002
Rate Code 2COL

e to
e n s
Sequence 0
el ic
a b l
Currency JPY fe r
a n s
Percent n2- tr
a no
Rate Code
h a s deฺ
FMTHLY
m ) G ui
Sequence
m ฺco dent0
a ฺ ib Stu
Compensation Rate
c i s 400,000
r e z@ e th
Currency
l v a u s JPY
a (ca
Frequency M
r Silv
e sa 15. Click the Calculate Compensation button, and verify the following information at the top of the page:
C
419
(USA) Adding Job Instances

In this activity, you will review the activity overview and add multiple jobs for a worker in the United States.
Activity Overview
Ann Tyler, employee 1001, will also be holding a position in the sales department for Business Unit 1 as a
sales support representative. She will work 20 hours per week in this job, with an FTE of .5. She should be
assigned the Business Unit 1 Salary Plan, grade 002. Her hourly rate amount is 18.00 USD. Remember that
since she is located at headquarters, she is eligible for the 2 percent cost of living pay increase.
e to
Activity Detailed Steps e n s
el ic
a b l
fe r
Adding Multiple Jobs for a Worker in the United States
a n s
n - tr
To add multiple jobs or a worker in the United States:
a no
a
1. Select Workforce Administration, Job Information, Add
h i d eฺ Instance.
sEmployment
m ) G u
2. Enter the following information: o
ฺc den t
b m
@
ez se t h
Empl ID
v a r u 1001
ca l
a (Record
Silv
Empl 1
sa r
C e The system will automatically increment to the next sequential employment record number if you do not
manually enter the value.
3. Click Add Relationship.
420

Action Hire
Regulatory Region USA
Company CTR
Business Unit BU001

e to
e n s
Department 50200
el ic
a b l
Location LOCHQ
fe r
a n s
n - tr
o
ninformation:
a
s deฺ
5. Access the Job Information page, enter or verify the following
h a
m ) G ui
Job Code
m ฺco dentSSUP
a ฺ ib Stu
Supervisor ID
@ c his KU0004
r ez se t
l v a
Regular/Temporary
u Regular
a (ca
Silv
Full/Part Part-Time
sa r Standard Hours 20
C e
FTE .5
Pay Group BWK
Employee Type E (Exception Hourly)
421
Grade 002
Step Blank
8. Access the Compensation page, and click the Default Pay Components button to see if there are any
default pay components that should be associated with this job.
No pay components should appear at this time.
9. Enter the following information: e to

e n s
el ic
a b l
fe r
Rate Code HRLY
a n s
n - tr
Seq 0
a no
Comp Rate h a s
18.00 ide
ฺ
m ) G u
Currency
o
ฺc den USD t
b m
c aฺi is Stu
Frequency
z @ t h H
l v arinethe PayusComponents
e
( c a
10. Insert a new row group box, and enter the following information:
a
e sa
C Rate Code 2COL
Seq 0
Currency USD
Frequency M
Percent 2
422

Click OK if you receive any messages about contracts for Global Payroll or job compensation defaulting.

e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
(c a
a
r Silv
e sa
C
423
Review
• You can define organizational relationships for people in the system, such as employee, contingent worker,
or person of interest; and that people do not need to be associated with a job to be entered in the system.
• You can enter person IDs manually or automatically.
• If you do not save the job data pages when you add a person in the system, you will need to use the
appropriate component to enter the job record, such as Add Employment Instance for an employee.
Slide 199
e to
e n s
el ic
a b l
fe r
a n s
n - tr
a no
h a s deฺ
m ) G ui
m ฺco dent
a ฺ ib Stu
@ c his
r e z e t
l va u s
( c a
a
r Silv
e sa
C
424
Review (continued)
• Values that you enter on job pages can determine other default values in the Job record, depending on how
you set up the control tables.
• The system distinguishes between a person's organizational instances by using a new employment record
number when you create a new instance.
• (JPN) The PeopleSoft system enables you to add and review additional appointment (kenmu) information.
• (JPN) With PeopleSoft, you can manage all different intercompany transfer scenarios. You can enter
intercompany transfer information in the Intercompany Transfer group box on the Work Information,
e to
Japanese section of the page.
e n s
el ic
Slide 200
a b l
fe r
Student Notes a n s
n - tr
a no
h a s deฺ
m ui details about the topics that we have
) provideGmore
ฺco dent
This table lists product documentation resources that
ฺ m
ib Stu
a
cCross Reference
is
Topic z @ t h
l v are use
c a
Last ID assigned
( PeopleSoft HCM Application Fundamentals, "Installing PeopleSoft HCM"
S ilvaa person in the system PeopleSoft Human Resources Administer Workforce, "Adding a Person in PeopleSoft
Adding
e sar Human Resources"

C PeopleSoft Human Resources Administer Workforce, "Updating Person and Job
Information"
Adding a job instance PeopleSoft Human Resources Administer Workforce, "Increasing the Workforce"
PeopleSoft Human Resources Administer Workforce, "Updating Person and Job
Information"
Organizational relationships, PeopleSoft Human Resources Administer Workforce, "Understanding Organizational

Empl Rcd Nbr, and multiple Relationships, Employment Record Numbers, and Multiple Jobs"
jobs
(JPN) Additional appointments PeopleSoft Human Resources Administer Workforce, "(JPN) Tracking Additional
Appointments (Kenmu)"
(JPN) Intercompany transfers PeopleSoft Human Resources Administer Workforce, "(JPN) Tracking Intercompany
Transfers (Shukkou)"
425

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Course Overview ............................................................................................................................................. 1

sa r Identifying Implementation and Worker-Level Default Options .................................................................... 74

Activity 4: Defining Establishment and Location Codes .............................................................................. 129

Setting Up Compensation ........................................................................................................................... 151

Adding a Person in the PeopleSoft System ................................................................................................... 300

Activity 14: Adding Job Instances ............................................................................................................... 404

Activity 23: Defining Tamatsuki ................................................................................................................... 617

Describing Manage Positions ........................................................................................................................ 630

The Track Global Assignments Business Process ........................................................................................ 770

• Define and administer data permission security.

• Setting up installation settings and companies.

• Setting up business units and tableset sharing.

• Setting up establishments, locations, and departments.

On day two, we will discuss these topics:

• Setting up compensation (continued).

• Setting up jobs and pay groups.

• Administering data permission security.

• Adding people in the PeopleSoft system.

On day three, we will discuss these topics:

• Maintaining person and job data.

• Working with the Org Chart Viewer.

• Using the Talent Summary and Manager Dashboard.

(JPN) Agenda for Japan

• Setting up installation settings and companies.

• Setting up business units and tableset sharing.

• Setting up establishments, locations, and departments.

(JPN) Agenda for Japan (continued)

On day two, we will discuss these topics:

• Setting up job and pay groups.

• Administering data permission security.

• Adding people in the PeopleSoft system.

(JPN) Agenda for Japan (continued)

On day three, we will discuss these topics:

• Managing worker data through Smart HR templates and transactions.

• Maintaining person and job data.

• Managing organization change and worker transfers.

(JPN) Agenda for Japan (continued)

On day four, we will discuss these topics:

• Working with the Org Chart Viewer.

• Using the Talent Summary and Manager Dashboard.

Business Process Overview

• PeopleSoft Human Capital Management (HCM) products and business processes. e to

• Sources of information about PeopleSoft Human Resources.a n

Describing PeopleSoft HCM Products and Business Processes

PeopleSoft HCM Products and Human Resources

Human Resources integrates with the HCM products and solutions:

Describing PeopleSoft HCM Products and Business Processes

The Human Resources Business Process Categories and Capabilities

Category Job Functions

Workforce Administration • Personal and job information

• Absence and vacation

Workforce Monitoring • Health and safety

s ar • Define training resources

Category Job Functions

Compensation • Compensation cycles

Describing PeopleSoft Human Resources Core Foundation Tables

Types of PeopleSoft Tables

These table types include:

• The Translate table.

• Processing and defaulting tables.

Properties of foundation tables (continued):

Table Property Consideration