The document discusses Aon's implementation of Oracle's PeopleSoft HCM 9.0 across several countries to create a unified global HR system called HR United. Key points include upgrading multiple local HR systems to PeopleSoft 9.0 in waves, implementing a new HR portal called My Aon HR Online, and integrating PeopleSoft 9.0 with existing HRMS 8.9 systems to synchronize payroll and other data.

1. Integra(ng
PeopleSo/
HCM
9.0
&
HRMS
8.9
Melita
Skurray
&
Phill
Wall
Aon
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2. Agenda
-­‐
Melita
• Who
is
Aon
• HR
United
à
The
Decisions
• My
Aon
HR
Online
• EE
&
Mgr
Self
Service
• The
Component
Interface
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3. Agenda
–
Phill
• Single
Sign
On
• The
Design
Requirements
– Audit
– ReplicaHon
– Update
– Errors
– ReconciliaHon
• Today
• QuesHons
&
Answers
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4. Who
is
Aon
• Aon
CorporaHon
provides
more
insurance
brokerage,
reinsurance
brokerage
and
risk
management
services
than
any
other
company
in
the
world.
• Aon
is
a
leader
in
human
capital
management
consulHng.
• Aon
has
59,000
employees
in
500
offices
in
more
than
120
countries.
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5. Aon
Partnerships
"Based
on
our
shared
values
of
leadership,
teamwork,
and
a
passion
for
excellence,
it
is
difficult
to
imagine
a
stronger
fit
for
Aon
than
Manchester
United,"
said
Greg
Case,
President
and
Chief
ExecuHve
Officer
of
Aon
CorporaHon.
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6. HR
United
• MulHple
local
systems
across
• One
Stop
Shop
HR
Portal
countries
with
unique
processes
and
available
24/7
tools
• Data
updates
via
forms
require
• Single
Sign
On
manual
entering
into
the
system,
with
• Manager
and
employee
self
the
potenHal
of
data
entry
errors
service
for
certain
HR
transacHons
• MulHple
HR
touch
points
lead
to
• Manager
reporHng
capabiliHes
inconsistent
colleague
experiences
• Standardised
HR
policies
and
• Limited
HR
resource
availability
consistent
processes
globally
to
support
processes
and
administraHon
• Global
HR
Service
Delivery
model
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7.
The
Decision
• Improve
Aon’s
HR
services,
systems
&
policies
to
operate
as
a
global
firm.
• Upgrade
Globally
to
PeopleSo_
HCM
9.0.
– Wave
A
:
Canada,
Netherlands,
US
&
UK
28/09/10
– Wave
B
:
Australia
28/03/11
(6
months)
• Implement
a
HR
Portal
“My
Aon
HR
Online”.
• Countries
to
remain
using
their
local
payroll
soluHons.
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8. My
Aon
HR
Online
Single
Sign-­‐on.
Employees
logon
to
the
portal
using
their
Global
(network)
UserID
/
Passsword.
This
allows
them
access
to
both
9.0
and
8.9
without
any
further
validaHon.
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9. Employee
Self
Service
• UpdaHng
my
personal
informaHon
– Change
name
– Change
home
/
mailing
/
email
address
/
phone
– Change
emergency
contacts
– Change
marital
status
• Apply
for
leave
• Access
Learning
&
Talent
Systems
• View
Payslips
• View
Payment
Summaries
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10. Manager
Self
Service
• IniHate
a
job
change
• IniHate
a
reporHng
change
• Transfer
an
employee
• Terminate
an
employee
• Enter
leave
on
behalf
of
an
employee
• Approve
or
Deny
submiked
leave
• View
an
employees
leave
balances
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11. What
We
Have
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12. How
We
Get
Paid!!
• The
Component
Interface
(CI)
carries
the
relevant
payroll
data
from
9.0
to
8.9.
Data
travels
1-­‐Way.
• The
link
is
EMPLID
&
we
join
data
from
:-­‐
– PERSON,
PERS_DATA_EFFDT,
NAMES,
ADDRESSES,
JOB,
JOB_JR,
JOB_AUS,
COMPENSATION,
PER_ORG_INST.
• Process
Global
Payroll
for
Aus
as
‘normal’
prior
to
any
integraHon.
• Payroll
business
processes
remain
the
same.
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13. Single
Sign
On
Technical
1.0
• HR
Portal
Issues
a
Token
• HRMS
8.9
decrypts
the
token
(Triple
DES)
• Token
only
valid
for
a
limited
Hme
to
prevent
forging
• If
the
token
is
valid
–
and
the
person
has
an
account
–
they
are
logged
into
HRMS
8.9
as
that
user
• Provides
seamless
Login
to
9.0
and
8.9
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14. Single
Sign
On
Technical
2.0
• Token
contains
– Timestamp
(UTC)
– EE
Number
– Passcode
– Deep
Link
(URL)
• Encrypted
using
Triple
Data
EncrypHon
Standard
using
Electronic
Code
book
(ECB)
Mode
and
PKCS5
Padding
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15. Interface
Design
Requirements
• Near
real
Hme
• Robust
–
but
what
does
this
mean
– If
HCM
9.0
is
down
HRMS
8.9
can
process
– If
HRMS
8.9
is
down
HCM
9.0
can
process
– Should
deal
with
network
issues
• Can
reconcile
systems
• Recognise
the
two
systems
are
not
idenHcal
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16. The
Design
1.0
-­‐
Audit
• Customised
Audit
triggers
to
audit
changes
to
records.
User
updates
a
table
Trigger
fires
and
e.g.
Enters
a
new
creates
Add
audit
CompensaHon
row
record
PS_COMPENSATION
PS_COMP_DBAUDIT
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17. Interface
Design
2.0
-­‐
ReplicaHon
• Records
copied
“On
request”
to
Aus
DB
Table
• Oracle
Database
Link
used
(in
SSH
tunnel)
• PL/SQL
program
(for
speed)
in
an
App
Engine
wrapper
(for
Visibility)
HCM
9.0
Replica(on
Program
HRMS
8.9
PS_COMP_DBAUDIT
PS_COMP_DBAUDIT
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18. The
Design
2.1
-­‐
ReplicaHon
• Fields
used
to
track
records
that
have
been
processed,
when
and
by
which
process
• Designed
so
either
system
can
be
offline
with
no
funcHonal
impact
on
the
other
(also
DR)
• ReplicaHon
can
be
run
as
frequently
or
infrequently
as
needed
• Performance
of
link
has
no
online
impact
• All
control
on
Aus
side
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19. The
Design
3.0
-­‐
Update
• TransacHons
applied
via
App
Engine
calling
component
interfaces
HRMS
8.9
HCM
9.0
CI
Update
Program
PS_COMP_DBAUDIT
PS_COMPENSATION
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20. The
Design
3.1
-­‐
Update
• TransacHon
order
very
important
– Updates
– Inserts
– Deletes
• Process
Person
records
–
then
Job
• All
related
records
in
a
transacHon
must
be
grouped
and
processed
together.
MulHple
tables
in
a
transacHon.
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21. The
Design
4.0
–
Errors
• Alas
–
Errors
occur
so
a
page
to
mark
as
fixed
• Trans
for
an
EE
following
an
error
are
deferred
Hll
error
is
fixed
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22. ReconciliaHon
1.0
• App
engine
process
designed
to
run
user
defined
SQLs
to
allow
easy
maintenance
• Only
look
at
fields
that
we
interface
• Supports
several
types
of
Rules
(SQL’s)
– Stored
Procedures.
Used
to
copy
tables
from
the
USA
to
AUS
to
speed
SQL
execuHon.
Copy
of
the
complete
tables
take
about
4
minutes
each
and
reduce
ReconciliaHon
sql
run
Hme
from
many
hours
to
minutes.
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23. ReconciliaHon
1.1
• Types
of
rules
(Sql’s)
cont.
– Equality
–
Rules
that
return
a
value
–
such
as
a
checksum
or
rowcount.
One
is
run
on
the
USA
table,
one
on
the
AUS
table
and
the
results
compared.
These
rules
run
fast
so
detect
issues
quickly
however
they
can’t
idenHfy
what
the
issue
is.
E.g.
Select
count(*)
from
PS_HRU_ADRSADL;
– select
sum(DBMS_UTILITY.get_hash_value(AUDIT_OPRID||'|'||
AUDIT_STAMP||'|'||AUDIT_ACTN||'|'||EMPLID||'|'||
EMPL_RCD||'|'||EFFDT||'|'||EFFSEQ||'|'||
A_DBTRANS_ID||'|'||A_REPLICATED||'|'||
A_REPLICATED_DTTM||'|'||A_ELIG_GRP||'|'||
A_REP_INSTANCE,
1,
POWER(2,16)-­‐1))
from
PS_HRU_AUELGL
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24. ReconciliaHon
1.2
• Types
of
rules
(Sql’s)
cont.
– Row.
Rules
that
return
individual
rows.
These
rules
run
more
slowly
(and
in
fact
need
to
run
on
a
local
copy)
but
idenHfy
the
problem.
– E.g.
select
EMPLID,BIRTHDATE,BIRTHPLACE,BIRTHCOUNTRY,BIRTHSTATE,
DT_OF_DEATH
from
PS_PERSON
where
(EMPLID,BIRTHDATE,BIRTHPLACE,BIRTHCOUNTRY,BIRTHSTATE,
DT_OF_DEATH)
not
in
(
select
EMPLID,BIRTHDATE,BIRTHPLACE,BIRTHCOUNTRY,BIRTHSTATE,
DT_OF_DEATH
from
PS_HRU_PRSN_USA)
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25. Today
• We
delivered
a
soluHon
on
Hme
and
on
budget
which
eliminated
the
need
for
data
entry
into
2
different
PeopleSo_
systems.
• Have
the
added
features
gained
from
HCM9.0
as
well
as
a
truly
global
HR
‘United’
Database.
• Successfully
processed
38000
audit
records
.
• Processed
4
ON
and
3
OFF
cycle
pays.
• Successfully
‘got
through’
EOY
and
Payment
Summary
generaHon
–
On
Line!
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26. QuesHons
&
‘Hopefully’
Answers
melita.skurray@aon.com
+61
(0)
401
694
858
phill.wall@aon.com
+61
(0)405
627
247
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