Human resources informational systems (HRIS) use various subsystems and technologies to manage employee data, automate HR processes, and support decision making. HRIS collects transactional employee data and uses this data for reporting, analytics, and business intelligence to help optimize workforce management and compliance. The data is stored securely and can be accessed by authorized users. HRIS implementations typically involve relational databases, data warehouses, extraction/transformation/loading processes, and online analytical processing to analyze historical HR data and identify trends.

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Human resources informational systems (HRIS) manage a large or growing workforce
more cost effective or efficient by automating HR process and functions. The services HRIS
provides can be classified this type of software into the following type of information system: 1)
Transaction processing system (TPS); 2) Management information system (MIS); 3) Decision
support system (DSS); 4) Executive information system; 5) Online analytic processing; 6) Data
mining; 7) Business intelligence. The various sub-system and technological component of HRIS
work together as a cycle.
With the powerful features rich HR database with that captures all employee data,
workflow process and tools HRIS can offer effective solutions to help manage organizational
governance, risk and compliance. Once HRIS acquire the HR data, HRIS can use these data for
DSS, EIS, OLAP, data mining, and BI. The HR data collected by HRIS TPSs are stored in HRIS
databases. With the supports provided by DSS function included in HRIS, HR analysts can
translate the HR data into meaningful HR information for planning, controlling, and managing
organizational workforce.
The HR data stored in HRIS database should be shareable, transportable, secure,
accurate, timely, and relevant. More than one authorized persons can securely access HR data
stored in HRIS at a time. Organizational decision maker can securely view and manipulate HR
data and information in order to make better decision in making the workforce. The components
of HRIS organizational memory are people, text, multimedia, model, and HR knowledge. Each
employee has a professional position in the organizational network.
The HR raw data are stored in form of table in the database. HRIS can store, generate,
and provide reports, manuals, brochures, and templates of HR usage purpose. HRIS can also
store image, graphics of HR data and related information on the documents. The parameter that

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control HRIS come from the knowledge of expert advices and their advices are represented as a
set of rules, regulation, guidelines which form organizational memory. Based on the HR data,
HRIS can create mathematical models to describe HR related information. These HR models are
used to analyze existing HR related cases and forecast future HR needs.
A HR database schema is a collection of HR metadata that describes the relationship between
the HR data in a HR database. A HR schema can be simply described as the "layout" of a
database that describes how HR data is organized into tables. HR Schema objects (database
objects) that contain HR data or that control or perform HR operations on the data. The
following are commonly used schema objects in HR database: HR tables.
HR table is the basic units of HR data storage in an Oracle database. Here, data is stored in rows
and columns. Users define a table with a table name and a set of columns. HR tables indexed.
Indexing is performance-tuning methods for allowing faster retrieval of records. View is
representations of SQL statements that are stored in memory so that they can be reused for HR
database control purpose.
HR data can be stored and processed locally or remotely. Combination of these two
options provides four basic architectures: remote job entry, host/terminal, personal database, and
client/server. A LAN can connect individual computers and devices within limited geographic
area within the organization. HRIS also has server, a general –purpose computer, that controls
access to shareable resources such as application, files printer and communication lines, and
database.
Oracle HCM has consistently helped many organizations to reach the goals of financial
return on human capital investment and improve the value the workforce delivers to
organizational performance through the use of Oracle HCM Peoplesoft and its workforce

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analytics software. Oracle's PeopleSoft Human Capital Management (HCM) enables
organizations to develop a global architecture foundation for HR data, improved business
processes and improved financial return on human capital. PS HCM delivers a robust set of best-
in-class HR functionality that enables organization to increase workforce productivity, accelerate
business performance, and lower organizational unnecessary expenses.
Oracle Engineered System for PeopleSoft HCM is a complete set of integrated hardware
and software designed to help PS HCM to reach a higher level of capability, capacity, and scale.
ES helps to optimize pre-defined hardware and software enables. ES allow datacenter services to
be delivered more efficiently via modular, dedicated systems. This greatly simplifies the entire
process form.
Oracle Enterprise Manager (EM) provides an integrated and cost-effective software
solution for complete physical and virtual server lifecycle management. EM delivers
comprehensive provisioning, patching, monitoring, administration, and configuration
management capabilities for Oracle VM via web-based user interface. EM uses Oracle Sun
hardware can get deep insight into PS HCM server, storage and network infrastructure layers and
manage thousands of systems in a scalable manner. EM accelerate the adoption of virtualization
and cloud computing to optimize IT resources, improve hardware utilization, streamline IT
processes, and reduce expenses,
Oracle Optimized Solution for PeopleSoftHCM has the following hardware and software
configuration. The server hardware configuration is consisted of SPARC SuperCluster . Its load
generator (hardware) is 4*86 client running Window Server 2003 SP2 (Service Pack). Peoplesoft
Server Infrastructure is consistent of People Tools, PeopleSoft HRMS WebLogic, Tuxedo,
Oracle Solaris, Oracle Database.

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Oracle HCM also includes Virtual Machine (VM) Server for SPARC. Its guest operating
system (OS) is 4*86 client running Window Server 2003 SP2. Organizations can pair Oracle
Solaris Zones and Oracle VM Server for SPARC with the breakthrough space and energy
savings functions afforded by SPARC servers to deliver a more agile, responsive, and low-cost
OS environment.
Oracle VM provides highly efficient, enterprise-class virtualization capabilities for
supported SPARC servers. Oracle VM Server leverages the built-in SPARC hypervisor to
subdivide and to contain CPUs (, memory, network, and storage, a supported platform’s
resources). Each partition, known as logical domain, can run an independent OS. Oracle VM
Server for SPARC provides the flexibility to deploy multiple Oracle Solaris OS simultaneously
on a single platform.
Oracle VM is a second -generation client/server machine. The second-generation (SG)
model includes a widely distributed, data-rich, and cooperative environment. The SG server is
dedicated to application, data, transaction management, system management, and other tasks. Its
DB side includes non-relational system, such as multidimensional DB, multimedia DB. The 3-
tier model consists of 3 types of systems: clients, application servers, and data servers.
Oracle SuperCluster is designed from the group up for high availability. Hardware
component in Oracle SuperCluster are configured with no single point of failure, hot-swappable
components increase reliability, and multiple input/output paths provide redundancy. Oracle
SuperCluster engineered systems are Oracle’s most powerful Oracle Database Machines and are
ideal for Oracle Database and database-as-a-service (DBaaS) implementations, consolidating
databases and applications. They comprise an integrated server, storage, networking and
software system that provides maximum end-to-end database and application performance.

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Oracle Exadata Database Machine X4-8 uses large-scale 8-socket symmetric multi-
processor (SMP) servers instead of the 2-socket servers in Oracle Exadata X4-8 has 120
processor cores and 2 to 6 terabytes of Dynamic random-access memory (DRAM). Oracle
Exadata X4-8 is especially well suited for high-end Online transaction processing (OLTP)
workloads, in-memory or memory-intensive workloads, large-scale database consolidations,
including DBaaS, and multi-rack data warehouses.
A single-rack Oracle EXadata X4-8 has up to 12 TB of system memory 672 terabytes of
disk, 44 terabytes of high-performance PCI Flash, 240 database CPU (central processing unit)
cores, and 168 CPU (Central Process unit) cores in storage to accelerate data-intensive SQL.
Oracle Exadata X4-8 supports all Oracle Exadata software optimizations, including Smart Flash
cache, Smart Flash compression, hybride columnar compression, and hybrid columnar
compression, and InfiniBand messaging.
A non-uniform memory access (NUMA) machine connects symmetric multiple processor
(SMP) nodes into a single, distributed memory collection along with a single operating system
(OS). NUMA has the simplicity of operation of an SMP, and existing DBMSs and applications
can be used without modification. The downside is that the operating system must be designed
for NUMA hardware
The SPARC SuperCluster comprises of a complete stack of hardware and software stack
of hardware and software computing, storage, and network, all engineered to work optimally
together to provide a consolidated platform for running database, middleware, or third party
application for PS HCM. SPARC T5-8 servers are preconfigured with 2 Oracle Solaris 11
domains each. The PeopleSoft application and web tiers, with their heavy OLTP workloads, are
deployed on the general-purpose domain; the database, with its batch-intensive workload, is

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deployed on the separate database domain. Oracle Enterprise Manager Operating Center is
closely integrated with SPARC SuperCluster and provides hardware management, provisioning
and virtualization management. The results are quicker deployment, faster end-user response
times, better system availability, and accelerated HR processing-which translate to higher HR
productivity levels and lower TCO.
The SPARC T5-8 server nodes communicate with Oracle Exadata Storage Servers and
Oracle’s Sun ZFS T5-8 server nodes communicate with Oracle Exadata Storage Servers and
Oracle’s Sun ZFS Storage Appliance over a high-performance. InfiniBand network, and they are
connected via 10 GbE to the data center network. Resources are split between the general-
purpose and database domain and can be adapted to specific custorm configuration requirement.
This is another LAN approach to client/server architecture operates a DBMS on the
server. It can run on the server. The DBMS does most of the DBMS processing. Only necessary
records are transferred across the network. It does reduce network traffic significantly. There are
two separate programs: the DBMS server, and the user part (resides on the user’s personal
computer). The HR administrator can enters a query at their company computer, and it is
processed by HCM application program. HCM application will do local processing such as query
validation. The application program then transfer an SQL query to the client Domain Controller
manager for transmission to the server.
At the backend, the server DC manager receives the query and transfers it to the DBMS.
The DBMS is then executes the query. The end product of the query is transferred to the server’s
DC manager for transmission to the client’s DC manager. The client’s DC manager then passes
the query result to the client application program for processing. At the end, the result of the
query appears on the user’s personal computer. Servers hold and deliver data to analysts. The

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selection of the type of server is determined by an organization’s need for scalability, availability
of servers, and ease of management of the system. Data compression is a method for encoding
digital data. The result requires less storage space and less bandwidth.
HRMSi allows HR administrators to report on their organizational HRMS data using a
data warehouse component. The data warehouse component of HRMSi offers the authorized
users a number of workbooks based on data warehouse facts and dimensions. This module
collects HR data into a number of facts and dimensions (data warehouse structures). The facts
are the actual data that the HR administrator is interested in, such as employee performance
rating; the dimensions divide the facts into areas of interest, for example the employee
performance ranking for that organization. The data in the facts and dimensions is structured to
more closely match reporting requirements. The data used here is not real-time, but only current
for the last collection date. HR administrators collect the data into the facts and dimensions using
load and collection programs. The administrator will determine how often the data needs to be
collected.
Data Warehousing and Business Intelligence
Oracle Daily Business Intelligence (BI) for HR is pre-built decision support system for
Oracle HRMS that helps HR administrator to analyze and manage all HR processes. It provides
access to accurate, timely, comprehensive data from HRMS applications and provides the tools
to make better, more strategic HR related decisions.
The data warehouse (DW) is a relational database (RDB) that is designed for query and
analysis rather than for transaction processing. It usually contains historical HR data derived
from transaction data, but it can include data from other sources. It separates analysis workload
from transaction workload and enables an organization to consolidate data from HRIS.

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In addition to a RDB, a DW environment includes an extraction, transportation, transformation,
and loading (ETL) solution, an online analytical processing (OLAP) engine, Oracle Warehouse
Builder, client analysis tools, and other applications that manage the process of gathering data
and delivering it to business users.
Overview of Extraction, Transformation, and Loading (ETL)
HR DBA must load the organizational data warehouse periodically. The HR dataware
house can serve its purpose of facilitating business analysis. To perform this operation, data from
one or more HR operational systems must be extracted and copied into the HR warehouse. The
process of extracting data from HR source systems and bringing it into the HR data warehouse is
commonly called ETL(stands for extraction, transformation, and loading.)
During HR extraction, the desired HR data is identified and extracted from HRIS internal
and external sources, including HR DB systems and HR applications. The size of the extracted
data varies from hundreds of kilobytes up to gigabytes. After extracting data, it has to be
physically transported to the target system or an intermediate system for further processing.
OLAP Technology in the Oracle Database
Oracle HR DB offers the industry's first and only embedded OLAP server. When analyzing HR
data across multiple dimensions Oracle OLAP provides native multidimensional (MD) storage
and speedy response times. The DB provides rich support for analytics such as time series
calculations, forecasting, and more advanced estimation, calculation, mathematical modeling.
These capabilities make the Oracle DB a complete analytical platform, capable of supporting the
entire spectrum of business intelligence (BI) and advanced analytical applications.

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Full Integration of Multidimensional Technology
Oracle integrates multidimensional objects and analytics into the database. It provides the power
of multidimensional analysis along with the reliability, availability, security, and scalability of
the Oracle database. PeopleSoft Cube Manager is a set of PeopleTools pages and processes that
HR administrators use to create and maintain analytic HR data stores. The cube can be known as
Online Analytical Processing (OLAP) cubes. PS Cube Manager enables HR to build Online
Analytical Processing (OLAP) databases, or cubes, which are specifically designed for data
analysis. OLAP cubes are collections of related HR data—like a database with multiple
dimensions. These dimensions, like database fields, are criteria that let HR to identify HR data.
Oracle OLAP is fully integrated into Oracle Database.:
1. Cubes and other dimensional objects are first class data objects represented in the Oracle data
dictionary.
2. Cubes and other dimensional objects are supported by standard SQL syntax in the CREATE,
ALTER, DROP, and SELECT statements.
3. The OLAP engine runs within the kernel of Oracle Database.
4. Dimensional objects are stored in Oracle Database in their native multidimensional format.
5. Data security is administered in the standard way, by granting and revoking privileges for
Oracle Database users and roles.
Relational OLAP (ROLAP) is a format that stores the analytical data in relational tables.
ROLAP format can store vast amounts of data. ROLAP data storage is not as efficient in
accessing aggregate information at higher levels of the hierarchy. The structures of the data
schema can be one of two types. Star schemas encourage duplicate data. PeopleSoft Cube
Manager supports only the star schema. Each dimension of a star schema is represented in a

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single table. The fact data, data that is to be analyzed, are separated or stored in a separate table.
The fact table contains one column to represent each of the dimensions from which the data was
created.
The benefits to HR are significant. Oracle OLAP offers the power of simplicity: One
database, standard administration and security, standard interfaces and development tools.
Operational HR OLTP databases are essential to HR, running HR transactions, and capturing HR
transactional data that occurs every day. With time, the data in the HR OLTP contains a wealth
of valuable HR data that could be used to identify trends, issues, and opportunities related to HR.
only the most current data is kept accessible in the OLTP.
The HR DSS (Decision Support System) is developed to collect this historic data from
HR OLTP systems and store them into a single vast repository called a HR data warehouse. The
discipline of Business Intelligence (BI) includes the interpretation of these HR data stores into
information that can be used to help in strategic decision-making. HR DSS data is updated in
batch from HRIS OLTP system via ETL application. The HR data is multidimensional,
analyzing them as cubes of aggregated interrelated data items.
Along the dimension of the cube, the HR data inside of the cube is related to the data
type. OLAP was introduced to offer a way to analyze this MD view of the data. MDDB can store
and represent HR data up to 10 dimensions. This high dimension representation allows superior
HR analysis and relationship discovery. ROLAP ( relational OLAP) is a logical MDDB where it
is used to impose a multidimensional model on the relational database. While the ROLAP is
logical, physical MDDBs that model multidimensional data natively give superior performance.
This is one is called hypercube.

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HR DSS represent operation data as it is occurring with detailed record of each HR transaction.
DSS data is historical and it offers a summary. DSS data is integration, aggregation of summary
of HR sources. HR DSS need support activities like evaluating employee performance and sales
comparison. DSS queries view data. But DSS does not update it. DSS is used to understand HR
business. The HR transaction in DSS are relative few but the are relatively more complicated and
DSS data are more likely to be multidimensional DSS is a summary of all the details.