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• User Experience Highlights in PeopleSoft and PeopleTools: Direct from Jeff Robbins

  - by mvaughan

  By Kathy Miedema, Oracle Applications User Experience  This is the fifth in a series of blog posts on the user experience (UX) highlights in various Oracle product families. The last posted interview was with Nadia Bendjedou, Senior Director, Product Strategy on upcoming Oracle E-Business Suite user experience highlights. You’ll see themes around productivity and efficiency, and get an early look at the latest mobile offerings coming through these product lines. Today’s post is on the user experience in PeopleSoft and PeopleTools. To learn more about what’s ahead, attend PeopleSoft or PeopleTools OpenWorld presentations.This interview is with Jeff Robbins, Senior Director, PeopleSoft Development. Jeff Robbins Q: How would you describe the vision you have for the user experience of PeopleSoft?A: Intuitive – Specifically, customers use PeopleSoft to help their employees do their day-to-day work, and the UI (user interface) has been helpful and assistive in that effort. If it’s not obvious what they need to do a task, then the UI isn’t working. So the application needs to make it simple for users to find information they need, complete a task, do all the things they are responsible for, and it really helps when the UI just makes sense. Productive – PeopleSoft is a tool used to support people to do their work, and a lot of users are measured by how much work they’re able to get done per hour, per day, etc. The UI needs to help them be as productive as possible, and can’t make them waste time or energy. The UI needs to reflect the type of work necessary for a task -- if it's data entry, the UI needs to assist the user to get information into the system. For analysts, the UI needs help users assess or analyze information in a particular way. Innovative – The concept of the UI being innovative is something we’ve been working on for years. It’s not just that we want to be seen as innovative, the fact is that companies are asking their employees to do more than they’ve ever asked before. More often companies want to roll out processes as employee or manager self-service, where an employee is responsible to review and maintain their own data. So we’ve had to reinvent, and ask,  “How can we modify the ways an employee interacts with our applications so that they can be more productive and efficient – even with tasks that are entirely unfamiliar?”  Our focus on innovation has forced us to design new ways for users to interact with the entire application.Q: How are the UX features you have delivered so far resonating with customers?  A: Resonating very well. We’re hearing tremendous responses from users, managers, decision-makers -- who are very happy with the improved user experience. Many of the individual features resonate well. Some have really hit home, others are better than they used to be but show us that there’s still room for improvement.A couple innovations really stand out; features that have a significant effect on how users interact with PeopleSoft.First, the deployment of PeopleSoft in a way that’s more like a consumer website with the PeopleSoft Home page and Dashboards.  This new approach is very web-centric, where users feel they’re coming to a website rather than logging into an enterprise application.  There’s lots of information from all around the organization collected in a way that feels very familiar to users. In order to do your job, you can come to this web site rather than having to learn how to log into an application and figure out a complicated menu. Companies can host these really rich web sites for employees that are home pages for accessing critical tasks and information. The UI elements of incorporating search into the whole navigation process is another hit. Rather than having to log in and choose a task from a menu, users come to the web site and begin a task by simply searching for data: themselves, another employee, a customer record, whatever.  The search results include the data along with a set of actions the user might take, completely eliminating the need to hunt through a complicated system menu. Search-centric navigation is really sitting well with customers who are trying to deploy an intuitive set of systems. Q: Are any UX highlights more popular than you expected them to be?  A: We introduced a feature called Pivot Grid in the last release, which is a combination of an interactive grid, like an Excel Pivot Table, along with a dynamic visual chart that automatically graphs the data. I wasn’t certain at first how extensively this would be used. It looked like an innovative tool, but it wasn’t clear how it would be incorporated in business process applications. The fact is that everyone who sees Pivot Grids is thrilled with that kind of interactivity.  It reflects the amount of analytical thinking customers are asking employees to do. Employees can’t just enter data any more. They must interact with it, analyze it, and make decisions. Pivot Grids fit into this way of working. Q: What can you tell us about PeopleSoft’s mobile offerings?A: A lot of customers are finding that mobile is the chief priority in their organization.  They tell us they want their employees to be able to access company information from their mobile devices.  Of course, not everyone has the same requirements, so we’re working to make sure we can help our customers accomplish what they’re trying to do.  We’ve already delivered a number of mobile features.  For instance, PeopleSoft home pages, dashboards and workcenters all work well on an iPad, straight out of the box.  We’ve delivered a number of key functions and tasks for mobile workers – those who are responsible for using a mobile device to manage inventory, for example.  Customers tell us they also need a holistic strategy, one that allows their employees to access nearly every task from a mobile device.  While we don’t expect users to do extensive data entry from their smartphone, it makes sense that they have access to company information and systems while away from their desk.  That’s where our strategy is going now.  We plan to unveil a number of new mobile offerings at OpenWorld.  Some will be available then, some shortly after. Q: What else are you working on now that you think is going to be exciting to customers at Oracle OpenWorld?A: Our next release -- the big thing is PeopleSoft 9.2, and we’ll be talking about the huge amount of work that’s gone into the next versions. A new toolset, 8.53, will be coming, and there’s a lot to talk about there, and the next generation of PeopleSoft 9.2.  We have a ton of new stuff coming.Q: What do you want PeopleSoft customers to know? A: We have been focusing on the user experience in PeopleSoft as a very high priority for the last 4 years, and it’s had interesting effects. One thing is that the application is better, more usable.  We’ve made visible improvements. Another aspect is that in customers’ minds, the PeopleSoft brand is being reinvigorated. Customers invested in PeopleSoft years ago, and then they weren’t sure where PeopleSoft was going.  This investment in the UI and overall user experience keeps PeopleSoft current, innovative and fresh.  Customers  are able to take advantage of a lot of new features, even on the older applications, simply by upgrading their PeopleTools. The interest in that ability has been tremendous. Knowing they have a lot of these features available -- right now, that’s pretty huge. There’s been a tremendous amount of positive response, just on the fact that we’re focusing on the user experience. Editor’s note: For more on PeopleSoft and PeopleTools user experience highlights, visit the Usable Apps web site.To find out more about these enhancements at Openworld, be sure to check out these sessions: GEN8928     General Session: PeopleSoft Update and Product RoadmapCON9183     PeopleSoft PeopleTools Technology Roadmap CON8932     New Functional PeopleSoft PeopleTools Capabilities for the Line-of-Business UserCON9196     PeopleSoft PeopleTools Roadmap: Mobile ApplicationsCON9186     Case Study: Delivering a Groundbreaking User Interface with PeopleSoft PeopleTools

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• Presentaciones del Customers Day sobre PeopleSoft

  - by [email protected]

  Por petición de los asistentes al Customers Day sobre PeopleSoft, celebrado el pasado 11 de marzo de 2010, ponemos a su disposición las presentaciones que tuvieron lugar durante el evento. Los siguientes enlaces recoge cada una de las presentaciones. Además, también puede verlas a través de las presentaciones integradas que hay más abajo. Aplicaciones Analíticas de RRHH Migración en Entornos PeopleSoft Presentacion PSFT Customers Day 1 Aplicaciones Analiticas de RRHHView more presentations from oracledirect. Presentacion PSFT Customers Day 2 Migracion en Entornos PeopleSoftView more presentations from oracledirect.

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• PeopleSoft RECONNECT Conference Unites the PeopleSoft Community

  - by Marc Weintraub

  The PeopleSoft team is looking forward to participating in this new PeopleSoft deep dive conference from the Quest International Users Group.  We’ve worked diligently with the leadership of Quest’s PeopleSoft Special Interest Groups (SIG’s) and Regional User Groups (RUG’s) to make sure this national user event delivers PeopleSoft content that meets the needs of the PeopleSoft community. The inaugural PeopleSoft RECONNECT conference will be held August 27-29, 2012 in Hartford Connecticut.  Through our Product Strategy, Development and Support teams Oracle will provide support for education sessions in these key tracks: Human Capital Management (HCM) Financials (FMS) Supplier Relationship Management (SRM) Supply Chain, Manufacturing & Distribution (SCM) Project Costing Applications Technology (PeopleTools) Oracle will host a general session from John Webb, plus roadmap sessions for the major PeopleSoft product areas.  We will also host enhancement discussions for our key PeopleSoft solutions allowing participants to contribute to the future of PeopleSoft through an interactive forum.  All of this is part of the 100+ education sessions being offered by the customer and vendor community.   There’s a lot of buzz around this conference, so don’t delay in registering key members of your team today.  We look forward to seeing you there so register NOW!

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• PeopleSoft Upgrades, Fusion, & BI for Leading European PeopleSoft Applications Customers

  - by Mark Rosenberg

  With so many industry-leading services firms around the globe managing their businesses with PeopleSoft, it’s always an adventure setting up times and meetings for us to keep in touch with them, especially those outside of North America who often do not get to join us at Oracle OpenWorld. Fortunately, during the first two weeks of May, Nigel Woodland (Oracle’s Service Industries Director for the EMEA region) and I successfully blocked off our calendars to visit seven different customers spanning four countries in Western Europe. We met executives and leaders at four Staffing industry firms, two Professional Services firms that engage in consulting and auditing, and a Financial Services firm. As we shared the latest information regarding product capabilities and plans, we also gained valuable insight into the hot technology topics facing these businesses. What we heard was both informative and inspiring, and I suspect other Oracle PeopleSoft applications customers can benefit from one or more of the following observations from our trip. Great IT Plans Get Executed When You Respect the Users Each of our visits followed roughly the same pattern. After introductions, Nigel outlined Oracle’s product and technology strategy, including a discussion of how we at Oracle invest in each layer of the “technology stack” to provide customers with unprecedented business management capabilities and choice. Then, I provided the specifics of the PeopleSoft product line’s investment strategy, detailing the dramatic number of rich usability and functionality enhancements added to release 9.1 since its general availability in 2009 and the game-changing capabilities slated for 9.2. What was most exciting about each of these discussions was that shortly after my talking about what customers can do with release 9.1 right now to drive up user productivity and satisfaction, I saw the wheels turning in the minds of our audiences. Business analyst and end user-configurable tools and technologies, such as WorkCenters and the Related Action Framework, that provide the ability to tailor a “central command center” to the exact needs of each recruiter, biller, and every other role in the organization were exactly what each of our customers had been looking for. Every one of our audiences agreed that these tools which demonstrate a respect for the user would finally help IT pole vault over the wall of resistance that users had often raised in the past. With these new user-focused capabilities, IT is positioned to definitively partner with the business, instead of drag the business along, to unlock the value of their investment in PeopleSoft. This topic of respecting the user emerged during our very first visit, which was at Vital Services Group at their Head Office “The Mill” in Manchester, England. (If you are a student of architecture and are ever in Manchester, you should stop in to see this amazingly renovated old mill building.) I had just finished explaining our PeopleSoft 9.2 roadmap, and Mike Code, PeopleSoft Systems Manager for this innovative staffing company, said, “Mark, the new features you’ve shown us in 9.1/9.2 are very relevant to our business. As we forge ahead with the 9.1 upgrade, the ability to configure a targeted user interface with WorkCenters, Related Actions, Pivot Grids, and Alerts will enable us to satisfy the business that this upgrade is for them and will deliver tangible benefits. In fact, you’ve highlighted that we need to start talking to the business to keep up the momentum to start reviewing the 9.2 upgrade after we get to 9.1, because as much as 9.1 and PeopleTools 8.52 offers, what you’ve shown us for 9.2 is what we’ve envisioned was ultimately possible with our investment in PeopleSoft applications.” We also received valuable feedback about our investment for the Staffing industry when we visited with Hans Wanders, CIO of Randstad (the second largest Staffing company in the world) in the Netherlands. After our visit, Hans noted, “It was very interesting to see how the PeopleSoft applications have developed. I was truly impressed by many of the new developments.” Hans and Mike, sincere thanks for the validation that our team’s hard work and dedication to “respecting the users” is worth the effort! Co-existence of PeopleSoft and Fusion Applications Just Makes Sense As a “product person,” one of the most rewarding things about visiting customers is that they actually want to talk to me. Sometimes, they want to discuss a product area that we need to enhance; other times, they are interested in learning how to extract more value from their applications; and still others, they want to tell me how they are using the applications to drive real value for the business. During this trip, I was very pleased to hear that several of our customers not only thought the co-existence of Fusion applications alongside PeopleSoft applications made sense in theory, but also that they were aggressively looking at how to deploy one or more Fusion applications alongside their PeopleSoft HCM and FSCM applications. The most common deployment plan in the works by three of the organizations is to upgrade to PeopleSoft 9.1 or 9.2, and then adopt one of the new Fusion HCM applications, such as Fusion Performance Management or the full suite of  Fusion Talent Management. For example, during an applications upgrade planning discussion with the staffing company Hays plc., Mark Thomas, who is Hays’ UK IT Director, commented, “We are very excited about where we can go with the latest versions of the PeopleSoft applications in conjunction with Fusion Talent Management.” Needless to say, this news was very encouraging, because it reiterated that our applications investment strategy makes good business sense for our customers. Next Generation Business Intelligence Is the Key to the Future The third, and perhaps most exciting, lesson I learned during this journey is that our audiences already know that the latest generation of Business Intelligence technologies will be the “secret sauce” for organizations to transform business in radical ways. While a number of the organizations we visited on the trip have deployed or are deploying Oracle Business Intelligence Enterprise Edition and the associated analytics applications to provide dashboards of easy-to-understand, user-configurable metrics that help optimize business performance according to current operating procedures, what’s most exciting to them is being able to use Business Intelligence to change the way an organization does business, grows revenue, and makes a profit. In particular, several executives we met asked whether we can help them minimize the need to have perfectly structured data and at the same time generate analytics that improve order fulfillment decision-making. To them, the path to future growth lies in having the ability to analyze unstructured data rapidly and intuitively and leveraging technology’s ability to detect patterns that a human cannot reasonably be expected to see. For illustrative purposes, here is a good example of a business problem where analyzing a combination of structured and unstructured data can produce better results. If you have a resource manager trying to decide which person would be the best fit for an assignment in terms of ensuring (a) client satisfaction, (b) the individual’s satisfaction with the work, (c) least travel distance, and (d) highest margin, you traditionally compare resource qualifications to assignment needs, calculate margins on past work with the client, and measure distances. To perform these comparisons, you are likely to need the organization to have profiles setup, people ranked against profiles, margin targets setup, margins measured, distances setup, distances measured, and more. As you can imagine, this requires organizations to plan and implement data setup, capture, and quality management initiatives to ensure that dependable information is available to support resourcing analysis and decisions. In the fast-paced, tight-budget world in which most organizations operate today, the effort and discipline required to maintain high-quality, structured data like those described in the above example are certainly not desirable and in some cases are not feasible. You can imagine how intrigued our audiences were when I informed them that we are ready to help them analyze volumes of unstructured data, detect trends, and produce recommendations. Our discussions delved into examples of how the firms could leverage Oracle’s Secure Enterprise Search and Endeca technologies to keyword search against, compare, and learn from unstructured resource and assignment data. We also considered examples of how they could employ Oracle Real-Time Decisions to generate statistically significant recommendations based on similar resourcing scenarios that have produced the desired satisfaction and profit margin results. --- Although I had almost no time for sight-seeing during this trip to Europe, I have to say that it may have been one of the most energizing and engaging trips of my career. Showing these dedicated customers how they can give every user a uniquely tailored set of tools and address business problems in ways that have to date been impossible made the journey across the Atlantic more than worth it. If any of these three topics intrigue you, I’d recommend you contact your Oracle applications representative to arrange for more detailed discussions with the appropriate members of our organization.

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• 10 Innovations in PeopleSoft 9.2 - #2 Lower TCO With The Peoplesoft Update Manager

  - by John Webb

  With the new PeopleSoft Update Manager in PeopleSoft 9.2 the way you manage updates to your PeopleSoft systems puts you in control of all changes on your schedule.   You can selectively apply patches with reduced time, effort, and cost.    Bundles and Maintenance Packs are no longer used.      Instead, a tailored custom package is automatically generated based on the parameters you select from the latest PeopleSoft source image.   You have access to all updates from Oracle on a cumulative basis and can select and search for specific updates such as new features, legal and regulatory changes, or a patch related to a specific issue, process or object.    Any prerequisites are automatically identified.  The  process of generating a change package is enabled through a new wizard with easy to follow steps and options.     As changes are introduced to your test environment the PeopleSoft Test Framework provides a closed loop process to run regression tests scripts against your changes.  For a quick overview of the PeopleSoft Update Manager check out the Video Feature Overview here: PeopleSoft Update Manager Video Feature Overview

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• Oracle Consulting North America is now live on PeopleSoft Services Procurement and PeopleSoft Resource Management

  - by Howard Shaw

  Last month, Oracle's own internal consulting group (OCS North America) went live on PeopleSoft Services Procurement and PeopleSoft Resource Management to manage all aspects of identifying, recruiting, and deploying billable subcontractors on North America Applications customer consulting projects. The primary goals were to enhance the subcontractor staffing process, improve operational and informational processes, and improve collaboration between the Oracle NA Consulting Subcontractor Program and subcontractor suppliers. Over 200 registered external suppliers access the tool, review open needs and competitively bid their resources to work on NA Applications projects. This implementation highlights the usage of Oracle’s own solutions to streamline and enhance business operations, as the PeopleSoft 9.1 applications (Services Procurement and Resource Management) were deployed using Sun hardware, Oracle Enterprise Linux, and Oracle Virtual Machines.For more information, please navigate to the following web pages: PeopleSoft Services Procurement PeopleSoft Resource Management

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• Publisher for PeopleSoft

  - by mike.donohue

  A very belated update from Collaborate Creating XML Publisher Documents with PeopleCode.pdf

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• Good Scoop: The PeopleSoft/IBM Backstory

  - by Brian Dayton

  Sometimes you're searching for something online and you find an unrelated, bonus nugget. Last week I stumbled across an interesting blog post from Chris Heller of a PeopleSoft consulting shop in San Ramon, CA called Grey Sparling. I don't know these guys. But Chris, who apparently used to work on the PeopleTools team, wrote a great article on a pre-acquisition, would-be deal between IBM and PeopleSoft that would have standardized PeopleSoft on IBM technology. The behind-the-scenes perspective is interesting. His commentary on the challenges that the company and PeopleSoft customers would have encountered if the deal had gone through was also interesting: ·         "No common ownership. It's hard enough to get large groups of people to work together when they work for the same company, but with two separate companies it is much, much harder. Even within Oracle, progress on Fusion applications was slow until Thomas Kurian took over Fusion applications in addition to Fusion middleware." ·         "No customer buy-in. PeopleSoft customers weren't asking for a conversion to WebSphere, so the fact that doing that could have helped PeopleSoft stay independent wouldn't have meant much to them, especially since the cost of moving to whatever a "PeopleSoft built on WebSphere" would have been significant." ·         "No executive buy-in. This is related to the previous point, but it's worth calling out separately. If Oracle had walked away and the deal with IBM had gone through, and PeopleSoft customers got put through the wringer as part of WebSphere move, all of the PeopleSoft project teams would be put in the awkward position of explaining to their management why these additional costs and headaches were happening. Essentially they would need to "sell" the partnership internally to their own management team. That's not a fun conversation to have." I'm not surprised that something like this was in the works. But I did find the inside scoop and Heller's perspective on the challenges particularly interesting. Especially the advantages of aligning development of applications and infrastructure development under one roof. Here's a link to the whole blog entry.  

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• Good Scoop: The PeopleSoft/IBM Backstory

  - by [email protected]

  Sometimes you're searching for something online and you find an unrelated, bonus nugget. Last week I stumbled across an interesting blog post from Chris Heller of a PeopleSoft consulting shop in San Ramon, CA called Grey Sparling. I don't know these guys. But Chris, who apparently used to work on the PeopleTools team, wrote a great article on a pre-acquisition, would-be deal between IBM and PeopleSoft that would have standardized PeopleSoft on IBM technology. The behind-the-scenes perspective is interesting. His commentary on the challenges that the company and PeopleSoft customers would have encountered if the deal had gone through was also interesting: ·         "No common ownership. It's hard enough to get large groups of people to work together when they work for the same company, but with two separate companies it is much, much harder. Even within Oracle, progress on Fusion applications was slow until Thomas Kurian took over Fusion applications in addition to Fusion middleware." ·         "No customer buy-in. PeopleSoft customers weren't asking for a conversion to WebSphere, so the fact that doing that could have helped PeopleSoft stay independent wouldn't have meant much to them, especially since the cost of moving to whatever a "PeopleSoft built on WebSphere" would have been significant." ·         "No executive buy-in. This is related to the previous point, but it's worth calling out separately. If Oracle had walked away and the deal with IBM had gone through, and PeopleSoft customers got put through the wringer as part of WebSphere move, all of the PeopleSoft project teams would be put in the awkward position of explaining to their management why these additional costs and headaches were happening. Essentially they would need to "sell" the partnership internally to their own management team. That's not a fun conversation to have." I'm not surprised that something like this was in the works. But I did find the inside scoop and Heller's perspective on the challenges particularly interesting. Especially the advantages of aligning development of applications and infrastructure development under one roof. Here's a link to the whole blog entry.  

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• VMware vSwitches and Dell PowerConnect BPDU guard

  - by dunxd

  I am using two Dell PowerConnect 6248 switches to connect a VMware host vSwitch. A discussion of config of Cisco switches for use with VMware advises to set physical ports connected to vSwitch with bpduguard and portfast. However, Dell switches don't have the bpduguard setting for individual ports. I can switch it off globally for all portfast ports, but I don't think I want to do that. Should I: Disable STP on the vSwitch connected ports? Leave STP on and enable portfast on the ports, and forget about bpduguard? Disable bpduguard on all portfast ports via global config Do something else? See also: VMware vSwitches and spanning tree

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• Finding the Right Solution to Source and Manage Your Contractors

  - by mark.rosenberg(at)oracle.com

  Many of our PeopleSoft Enterprise applications customers operate in service-based industries, and all of our customers have at least some internal service units, such as IT, marketing, and facilities. Employing the services of contractors, often referred to as "contingent labor," to deliver either or both internal and external services is common practice. As we've transitioned from an industrial age to a knowledge age, talent has become a primary competitive advantage for most organizations. Contingent labor offers talent on flexible terms; it offers the ability to scale up operations, close skill gaps, and manage risk in the process of delivering services. Talent comes from many sources and the rise in the contingent worker (contractor, consultant, temporary, part time) has increased significantly in the past decade and is expected to reach 40 percent in the next decade. Managing the total pool of talent in a seamless integrated fashion not only saves organizations money and increases efficiency, but creates a better place for workers of all kinds to work. Although the term "contingent labor" is frequently used to describe both contractors and employees who have flexible schedules and relationships with an organization, the remainder of this discussion focuses on contractors. The term "contingent labor" is used interchangeably with "contractor." Recognizing the importance of contingent labor, our PeopleSoft customers often ask our team, "What Oracle vendor management system (VMS) applications should I evaluate for managing contractors?" In response, I thought it would be useful to describe and compare the three most common Oracle-based options available to our customers. They are:   The enterprise licensed software model in which you implement and utilize the PeopleSoft Services Procurement (sPro) application and potentially other PeopleSoft applications;  The software-as-a-service model in which you gain access to a derivative of PeopleSoft sPro from an Oracle Business Process Outsourcing Partner; and  The managed service provider (MSP) model in which staffing industry professionals utilize either your enterprise licensed software or the software-as-a-service application to administer your contingent labor program. At this point, you may be asking yourself, "Why three options?" The answer is that since there is no "one size fits all" in terms of talent, there is also no "one size fits all" for effectively sourcing and managing contingent workers. Various factors influence how an organization thinks about and relates to its contractors, and each of the three Oracle-based options addresses an organization's needs and preferences differently. For the purposes of this discussion, I will describe the options with respect to (A) pricing and software provisioning models; (B) control and flexibility; (C) level of engagement with contractors; and (D) approach to sourcing, employment law, and financial settlement. Option 1:  Enterprise Licensed Software In this model, you purchase from Oracle the license and support for the applications you need. Typically, you license PeopleSoft sPro as your VMS tool for sourcing, monitoring, and paying your contract labor. In conjunction with sPro, you can also utilize PeopleSoft Human Capital Management (HCM) applications (if you do not already) to configure more advanced business processes for recruiting, training, and tracking your contractors. Many customers choose this enterprise license software model because of the functionality and natural integration of the PeopleSoft applications and because the cost for the PeopleSoft software is explicit. There is no fee per transaction to source each contractor under this model. Our customers that employ contractors to augment their permanent staff on billable client engagements often find this model appealing because there are no fees to affect their profit margins. With this model, you decide whether to have your own IT organization run the software or have the software hosted and managed by either Oracle or another application services provider. Your organization, perhaps with the assistance of consultants, configures, deploys, and operates the software for managing your contingent workforce. This model offers you the highest level of control and flexibility since your organization can configure the contractor process flow exactly to your business and security requirements and can extend the functionality with PeopleTools. This option has proven very valuable and applicable to our customers engaged in government contracting because their contingent labor management practices are subject to complex standards and regulations. Customers find a great deal of value in the application functionality and configurability the enterprise licensed software offers for managing contingent labor. Some examples of that functionality are... The ability to create a tiered network of preferred suppliers including competencies, pricing agreements, and elaborate candidate management capabilities. Configurable alerts and online collaboration for bid, resource requisition, timesheet, and deliverable entry, routing, and approval for both resource and deliverable-based services. The ability to manage contractors with the same PeopleSoft HCM and Projects applications that are used to manage the permanent workforce. Because it allows you to utilize much of the same PeopleSoft HCM and Projects application functionality for contractors that you use for permanent employees, the enterprise licensed software model supports the deepest level of engagement with the contingent workforce. For example, you can: fill job openings with contingent labor; guide contingent workers through essential safety and compliance training with PeopleSoft Enterprise Learning Management; and source contingent workers directly to project-based assignments in PeopleSoft Resource Management and PeopleSoft Program Management. This option enables contingent workers to collaborate closely with your permanent staff on complex, knowledge-based efforts - R&D projects, billable client contracts, architecture and engineering projects spanning multiple years, and so on. With the enterprise licensed software model, your organization maintains responsibility for the sourcing, onboarding (including adherence to employment laws), and financial settlement processes. This means your organization maintains on staff or hires the expertise in these domains to utilize the software and interact with suppliers and contractors. Option 2:  Software as a Service (SaaS) The effort involved in setting up and operating VMS software to handle a contingent workforce leads many organizations to seek a system that can be activated and configured within a few days and for which they can pay based on usage. Oracle's Business Process Outsourcing partner, Provade, Inc., provides exactly this option to our customers. Provade offers its vendor management software as a service over the Internet and usually charges your organization a fee that is a percentage of your total contingent labor spending processed through the Provade software. (Percentage of spend is the predominant fee model, although not the only one.) In addition to lower implementation costs, the effort of configuring and maintaining the software is largely upon Provade, not your organization. This can be very appealing to IT organizations that are thinly stretched supporting other important information technology initiatives. Built upon PeopleSoft sPro, the Provade solution is tailored for simple and quick deployment and administration. Provade has added capabilities to clone users rapidly and has simplified business documents, like work orders and change orders, to facilitate enterprise-wide, self-service adoption with little to no training. Provade also leverages Oracle Business Intelligence Enterprise Edition (OBIEE) to provide integrated spend analytics and dashboards. Although pure customization is more limited than with the enterprise licensed software model, Provade offers a very effective option for organizations that are regularly on-boarding and off-boarding high volumes of contingent staff hired to perform discrete support tasks (for example, order fulfillment during the holiday season, hourly clerical work, desktop technology repairs, and so on) or project tasks. The software is very configurable and at the same time very intuitive to even the most computer-phobic users. The level of contingent worker engagement your organization can achieve with the Provade option is generally the same as with the enterprise licensed software model since Provade can automatically establish contingent labor resources in your PeopleSoft applications. Provade has pre-built integrations to Oracle's PeopleSoft and the Oracle E-Business Suite procurement, projects, payables, and HCM applications, so that you can evaluate, train, assign, and track contingent workers like your permanent employees. Similar to the enterprise licensed software model, your organization is responsible for the contingent worker sourcing, administration, and financial settlement processes. This means your organization needs to maintain the staff expertise in these domains. Option 3:  Managed Services Provider (MSP) Whether you are using the enterprise licensed model or the SaaS model, you may want to engage the services of sourcing, employment, payroll, and financial settlement professionals to administer your contingent workforce program. Firms that offer this expertise are often referred to as "MSPs," and they are typically staffing companies that also offer permanent and temporary hiring services. (In fact, many of the major MSPs are Oracle applications customers themselves, and they utilize the PeopleSoft Solution for the Staffing Industry to run their own business operations.) Usually, MSPs place their staff on-site at your facilities, and they can utilize either your enterprise licensed PeopleSoft sPro application or the Provade VMS SaaS software to administer the network of suppliers providing contingent workers. When you utilize an MSP, there is a separate fee for the MSP's service that is typically funded by the participating suppliers of the contingent labor. Also in this model, the suppliers of the contingent labor (not the MSP) usually pay the contingent labor force. With an MSP, you are intentionally turning over business process control for the advantages associated with having someone else manage the processes. The software option you choose will to a certain extent affect your process flexibility; however, the MSPs are often able to adapt their processes to the unique demands of your business. When you engage an MSP, you will want to give some thought to the level of engagement and "partnering" you need with your contingent workforce. Because the MSP acts as an intermediary, it can be very valuable in handling high volume, routine contracting for which there is a relatively low need for "partnering" with the contingent workforce. However, if your organization (or part of your organization) engages contingent workers for high-profile client projects that require diplomacy, intensive amounts of interaction, and personal trust, introducing an MSP into the process may prove less effective than handling the process with your own staff. In fact, in many organizations, it is common to enlist an MSP to handle contractors working on internal projects and to have permanent employees handle the contractor relationships that affect the portion of the services portfolio focused on customer-facing, billable projects. One of the key advantages of enlisting an MSP is that you do not have to maintain the expertise required for orchestrating the sourcing, hiring, and paying of contingent workers.  These are the domain of the MSPs. If your own staff members are not prepared to manage the essential "overhead" processes associated with contingent labor, working with an MSP can make solid business sense. Proper administration of a contingent workforce can make the difference between project success and failure, operating profit and loss, and legal compliance and fines. Concluding Thoughts There is little doubt that thoughtfully and purposefully constructing a service delivery strategy that leverages the strengths of contingent workers can lead to better projects, deliverables, and business results. What requires a bit more thinking is determining the platform (or platforms) that will enable each part of your organization to best deliver on its mission.

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• NIC Bonding/balance-rr with Dell PowerConnect 5324

  - by Branden Martin

  I'm trying to get NIC bonding to work with balance-rr so that three NIC ports are combined, so that instead of getting 1 Gbps we get 3 Gbps. We are doing this on two servers connected to the same switch. However, we're only getting the speed of one physical link. We are using 1 Dell PowerConnect 5324, SW version 2.0.1.3, Boot version 1.0.2.02, HW version 00.00.02. Both servers are CentOS 5.9 (Final) running OnApp Hypervisor (CloudBoot) Server 1 is using ports g5-g7 in port-channel 1. Server 2 is using ports g9-g11 in port-channel 2. Switch show interface status Port Type Duplex Speed Neg ctrl State Pressure Mode -------- ------------ ------ ----- -------- ---- ----------- -------- ------- g1 1G-Copper -- -- -- -- Down -- -- g2 1G-Copper Full 1000 Enabled Off Up Disabled Off g3 1G-Copper -- -- -- -- Down -- -- g4 1G-Copper -- -- -- -- Down -- -- g5 1G-Copper Full 1000 Enabled Off Up Disabled Off g6 1G-Copper Full 1000 Enabled Off Up Disabled Off g7 1G-Copper Full 1000 Enabled Off Up Disabled On g8 1G-Copper Full 1000 Enabled Off Up Disabled Off g9 1G-Copper Full 1000 Enabled Off Up Disabled On g10 1G-Copper Full 1000 Enabled Off Up Disabled On g11 1G-Copper Full 1000 Enabled Off Up Disabled Off g12 1G-Copper Full 1000 Enabled Off Up Disabled On g13 1G-Copper -- -- -- -- Down -- -- g14 1G-Copper -- -- -- -- Down -- -- g15 1G-Copper -- -- -- -- Down -- -- g16 1G-Copper -- -- -- -- Down -- -- g17 1G-Copper -- -- -- -- Down -- -- g18 1G-Copper -- -- -- -- Down -- -- g19 1G-Copper -- -- -- -- Down -- -- g20 1G-Copper -- -- -- -- Down -- -- g21 1G-Combo-C -- -- -- -- Down -- -- g22 1G-Combo-C -- -- -- -- Down -- -- g23 1G-Combo-C -- -- -- -- Down -- -- g24 1G-Combo-C Full 100 Enabled Off Up Disabled On Flow Link Ch Type Duplex Speed Neg control State -------- ------- ------ ----- -------- ------- ----------- ch1 1G Full 1000 Enabled Off Up ch2 1G Full 1000 Enabled Off Up ch3 -- -- -- -- -- Not Present ch4 -- -- -- -- -- Not Present ch5 -- -- -- -- -- Not Present ch6 -- -- -- -- -- Not Present ch7 -- -- -- -- -- Not Present ch8 -- -- -- -- -- Not Present Server 1: cat /etc/sysconfig/network-scripts/ifcfg-eth3 DEVICE=eth3 HWADDR=00:1b:21:ac:d5:55 USERCTL=no BOOTPROTO=none ONBOOT=yes MASTER=onappstorebond SLAVE=yes cat /etc/sysconfig/network-scripts/ifcfg-eth4 DEVICE=eth4 HWADDR=68:05:ca:18:28:ae USERCTL=no BOOTPROTO=none ONBOOT=yes MASTER=onappstorebond SLAVE=yes cat /etc/sysconfig/network-scripts/ifcfg-eth5 DEVICE=eth5 HWADDR=68:05:ca:18:28:af USERCTL=no BOOTPROTO=none ONBOOT=yes MASTER=onappstorebond SLAVE=yes cat /etc/sysconfig/network-scripts/ifcfg-onappstorebond DEVICE=onappstorebond IPADDR=10.200.52.1 NETMASK=255.255.0.0 GATEWAY=10.200.2.254 NETWORK=10.200.0.0 USERCTL=no BOOTPROTO=none ONBOOT=yes cat /proc/net/bonding/onappstorebond Ethernet Channel Bonding Driver: v3.4.0-1 (October 7, 2008) Bonding Mode: load balancing (round-robin) MII Status: up MII Polling Interval (ms): 100 Up Delay (ms): 0 Down Delay (ms): 0 Slave Interface: eth3 MII Status: up Speed: 1000 Mbps Duplex: full Link Failure Count: 0 Permanent HW addr: 00:1b:21:ac:d5:55 Slave Interface: eth4 MII Status: up Speed: 1000 Mbps Duplex: full Link Failure Count: 0 Permanent HW addr: 68:05:ca:18:28:ae Slave Interface: eth5 MII Status: up Speed: 1000 Mbps Duplex: full Link Failure Count: 0 Permanent HW addr: 68:05:ca:18:28:af Server 2: cat /etc/sysconfig/network-scripts/ifcfg-eth3 DEVICE=eth3 HWADDR=00:1b:21:ac:d5:a7 USERCTL=no BOOTPROTO=none ONBOOT=yes MASTER=onappstorebond SLAVE=yes cat /etc/sysconfig/network-scripts/ifcfg-eth4 DEVICE=eth4 HWADDR=68:05:ca:18:30:30 USERCTL=no BOOTPROTO=none ONBOOT=yes MASTER=onappstorebond SLAVE=yes cat /etc/sysconfig/network-scripts/ifcfg-eth5 DEVICE=eth5 HWADDR=68:05:ca:18:30:31 USERCTL=no BOOTPROTO=none ONBOOT=yes MASTER=onappstorebond SLAVE=yes cat /etc/sysconfig/network-scripts/ifcfg-onappstorebond DEVICE=onappstorebond IPADDR=10.200.53.1 NETMASK=255.255.0.0 GATEWAY=10.200.3.254 NETWORK=10.200.0.0 USERCTL=no BOOTPROTO=none ONBOOT=yes cat /proc/net/bonding/onappstorebond Ethernet Channel Bonding Driver: v3.4.0-1 (October 7, 2008) Bonding Mode: load balancing (round-robin) MII Status: up MII Polling Interval (ms): 100 Up Delay (ms): 0 Down Delay (ms): 0 Slave Interface: eth3 MII Status: up Speed: 1000 Mbps Duplex: full Link Failure Count: 0 Permanent HW addr: 00:1b:21:ac:d5:a7 Slave Interface: eth4 MII Status: up Speed: 1000 Mbps Duplex: full Link Failure Count: 0 Permanent HW addr: 68:05:ca:18:30:30 Slave Interface: eth5 MII Status: up Speed: 1000 Mbps Duplex: full Link Failure Count: 0 Permanent HW addr: 68:05:ca:18:30:31 Here are the results of iperf. ------------------------------------------------------------ Client connecting to 10.200.52.1, TCP port 5001 TCP window size: 27.7 KByte (default) ------------------------------------------------------------ [ 3] local 10.200.3.254 port 53766 connected with 10.200.52.1 port 5001 [ ID] Interval Transfer Bandwidth [ 3] 0.0-10.0 sec 950 MBytes 794 Mbits/sec

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• PeopleSoft 9.2 Financial Management Training – Now Available

  - by Di Seghposs

  A guest post from Oracle University.... Whether you’re part of a project team implementing PeopleSoft 9.2 Financials for your company or a partner implementing for your customer, you should attend some of the new training courses.  Everyone knows project team training is critical at the start of a new implementation, including configuration training on the core application modules being implemented. Oracle offers these courses to help customers and partners understand the functionality most relevant to complete end-to-end business processes, to identify any additional development work that may be necessary to customize applications, and to ensure integration between different modules within the overall business process. Training will provide you with the skills and knowledge needed to ensure a smooth, rapid and successful implementation of your PeopleSoft applications in support of your organization’s financial management processes - including step-by-step instruction for implementing, using, and maintaining your applications. It will also help you understand the application and configuration options to make the right implementation decisions. Courses vary based on your role in the implementation and on-going use of the application, and should be a part of every implementation plan, whether it is for an upgrade or a new rollout. Here’s some of the roles that should consider training: · Configuration or functional implementers · Implementation Consultants (Oracle partners) · Super Users · Business Analysts · Financial Reporting Specialists · Administrators PeopleSoft Financial Management Courses: New Features Course: · PeopleSoft Financial Solutions Rel 9.2 New Features Functional Training: · PeopleSoft General Ledger Rel 9.2 · PeopleSoft Payables Rel 9.2 · PeopleSoft Receivables Rel 9.2 · PeopleSoft Asset Management Rel 9.2 · Expenses Rel 9.2 · PeopleSoft Project Costing Rel 9.2 · PeopleSoft Billing Rel 9.2 · PeopleSoft PS / nVision for General Ledger Rel 9.2 Accelerated Courses (include content from two courses for more experienced team members): · PeopleSoft General Ledger Foundation Accelerated Rel 9.2 · PeopleSoft Billing / Receivables Accelerated Rel 9.2 · PeopleSoft Purchasing / Payable Accelerated Rel 9.2 View PeopleSoft Training Overview Video

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• Why we do not use PowerConnect to access PeopleSoft Tree

  - by dylan.wan

  1. It does not allow you to use parameters to the PeopleSoft connect. It may be changed later. However, it was a big issue when we try to address customer issues. 2. It requires EFFDT as an option. It expect that people change the EFFDT using Mapping Editor. How can a business user does that every month? 3. It asks for a Tree Name. Many PeopleSoft tree structure supports multiple trees. Tree is just a header of the hierarchy. Whenever you add a new Tree, you need to create a new mapping!! It does not make sense to use PowerConnect due to the customer demands. All requirements are from customers. We have no choice but stop using it.

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• Silverlight Tree View with Multiple Levels

  - by psheriff

  There are many examples of the Silverlight Tree View that you will find on the web, however, most of them only show you how to go to two levels. What if you have more than two levels? This is where understanding exactly how the Hierarchical Data Templates works is vital. In this blog post, I am going to break down how these templates work so you can really understand what is going on underneath the hood. To start, let’s look at the typical two-level Silverlight Tree View that has been hard coded with the values shown below: <sdk:TreeView>  <sdk:TreeViewItem Header="Managers">    <TextBlock Text="Michael" />    <TextBlock Text="Paul" />  </sdk:TreeViewItem>  <sdk:TreeViewItem Header="Supervisors">    <TextBlock Text="John" />    <TextBlock Text="Tim" />    <TextBlock Text="David" />  </sdk:TreeViewItem></sdk:TreeView> Figure 1 shows you how this tree view looks when you run the Silverlight application. Figure 1: A hard-coded, two level Tree View. Next, let’s create three classes to mimic the hard-coded Tree View shown above. First, you need an Employee class and an EmployeeType class. The Employee class simply has one property called Name. The constructor is created to accept a “name” argument that you can use to set the Name property when you create an Employee object. public class Employee{  public Employee(string name)  {    Name = name;  }   public string Name { get; set; }} Finally you create an EmployeeType class. This class has one property called EmpType and contains a generic List<> collection of Employee objects. The property that holds the collection is called Employees. public class EmployeeType{  public EmployeeType(string empType)  {    EmpType = empType;    Employees = new List<Employee>();  }   public string EmpType { get; set; }  public List<Employee> Employees { get; set; }} Finally we have a collection class called EmployeeTypes created using the generic List<> class. It is in the constructor for this class where you will build the collection of EmployeeTypes and fill it with Employee objects: public class EmployeeTypes : List<EmployeeType>{  public EmployeeTypes()  {    EmployeeType type;            type = new EmployeeType("Manager");    type.Employees.Add(new Employee("Michael"));    type.Employees.Add(new Employee("Paul"));    this.Add(type);     type = new EmployeeType("Project Managers");    type.Employees.Add(new Employee("Tim"));    type.Employees.Add(new Employee("John"));    type.Employees.Add(new Employee("David"));    this.Add(type);  }} You now have a data hierarchy in memory (Figure 2) which is what the Tree View control expects to receive as its data source. Figure 2: A hierachial data structure of Employee Types containing a collection of Employee objects. To connect up this hierarchy of data to your Tree View you create an instance of the EmployeeTypes class in XAML as shown in line 13 of Figure 3. The key assigned to this object is “empTypes”. This key is used as the source of data to the entire Tree View by setting the ItemsSource property as shown in Figure 3, Callout #1. Figure 3: You need to start from the bottom up when laying out your templates for a Tree View. The ItemsSource property of the Tree View control is used as the data source in the Hierarchical Data Template with the key of employeeTypeTemplate. In this case there is only one Hierarchical Data Template, so any data you wish to display within that template comes from the collection of Employee Types. The TextBlock control in line 20 uses the EmpType property of the EmployeeType class. You specify the name of the Hierarchical Data Template to use in the ItemTemplate property of the Tree View (Callout #2). For the second (and last) level of the Tree View control you use a normal <DataTemplate> with the name of employeeTemplate (line 14). The Hierarchical Data Template in lines 17-21 sets its ItemTemplate property to the key name of employeeTemplate (Line 19 connects to Line 14). The source of the data for the <DataTemplate> needs to be a property of the EmployeeTypes collection used in the Hierarchical Data Template. In this case that is the Employees property. In the Employees property there is a “Name” property of the Employee class that is used to display the employee name in the second level of the Tree View (Line 15). What is important here is that your lowest level in your Tree View is expressed in a <DataTemplate> and should be listed first in your Resources section. The next level up in your Tree View should be a <HierarchicalDataTemplate> which has its ItemTemplate property set to the key name of the <DataTemplate> and the ItemsSource property set to the data you wish to display in the <DataTemplate>. The Tree View control should have its ItemsSource property set to the data you wish to display in the <HierarchicalDataTemplate> and its ItemTemplate property set to the key name of the <HierarchicalDataTemplate> object. It is in this way that you get the Tree View to display all levels of your hierarchical data structure. Three Levels in a Tree View Now let’s expand upon this concept and use three levels in our Tree View (Figure 4). This Tree View shows that you now have EmployeeTypes at the top of the tree, followed by a small set of employees that themselves manage employees. This means that the EmployeeType class has a collection of Employee objects. Each Employee class has a collection of Employee objects as well. Figure 4: When using 3 levels in your TreeView you will have 2 Hierarchical Data Templates and 1 Data Template. The EmployeeType class has not changed at all from our previous example. However, the Employee class now has one additional property as shown below: public class Employee{  public Employee(string name)  {    Name = name;    ManagedEmployees = new List<Employee>();  }   public string Name { get; set; }  public List<Employee> ManagedEmployees { get; set; }} The next thing that changes in our code is the EmployeeTypes class. The constructor now needs additional code to create a list of managed employees. Below is the new code. public class EmployeeTypes : List<EmployeeType>{  public EmployeeTypes()  {    EmployeeType type;    Employee emp;    Employee managed;     type = new EmployeeType("Manager");    emp = new Employee("Michael");    managed = new Employee("John");    emp.ManagedEmployees.Add(managed);    managed = new Employee("Tim");    emp.ManagedEmployees.Add(managed);    type.Employees.Add(emp);     emp = new Employee("Paul");    managed = new Employee("Michael");    emp.ManagedEmployees.Add(managed);    managed = new Employee("Sara");    emp.ManagedEmployees.Add(managed);    type.Employees.Add(emp);    this.Add(type);     type = new EmployeeType("Project Managers");    type.Employees.Add(new Employee("Tim"));    type.Employees.Add(new Employee("John"));    type.Employees.Add(new Employee("David"));    this.Add(type);  }} Now that you have all of the data built in your classes, you are now ready to hook up this three-level structure to your Tree View. Figure 5 shows the complete XAML needed to hook up your three-level Tree View. You can see in the XAML that there are now two Hierarchical Data Templates and one Data Template. Again you list the Data Template first since that is the lowest level in your Tree View. The next Hierarchical Data Template listed is the next level up from the lowest level, and finally you have a Hierarchical Data Template for the first level in your tree. You need to work your way from the bottom up when creating your Tree View hierarchy. XAML is processed from the top down, so if you attempt to reference a XAML key name that is below where you are referencing it from, you will get a runtime error. Figure 5: For three levels in a Tree View you will need two Hierarchical Data Templates and one Data Template. Each Hierarchical Data Template uses the previous template as its ItemTemplate. The ItemsSource of each Hierarchical Data Template is used to feed the data to the previous template. This is probably the most confusing part about working with the Tree View control. You are expecting the content of the current Hierarchical Data Template to use the properties set in the ItemsSource property of that template. But you need to look to the template lower down in the XAML to see the source of the data as shown in Figure 6. Figure 6: The properties you use within the Content of a template come from the ItemsSource of the next template in the resources section. Summary Understanding how to put together your hierarchy in a Tree View is simple once you understand that you need to work from the bottom up. Start with the bottom node in your Tree View and determine what that will look like and where the data will come from. You then build the next Hierarchical Data Template to feed the data to the previous template you created. You keep doing this for each level in your Tree View until you get to the last level. The data for that last Hierarchical Data Template comes from the ItemsSource in the Tree View itself. NOTE: You can download the sample code for this article by visiting my website at http://www.pdsa.com/downloads. Select “Tips & Tricks”, then select “Silverlight TreeView with Multiple Levels” from the drop down list.

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• AVL tree vs. B-tree

  - by Phenom

  How is an AVL tree different from a B-tree?

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• PeopleSoft Mobile Expenses and Mobile Approvals now available in FSCM 9.1

  - by Howard Shaw

  Oracle is pleased to announce the release of two new applications, PeopleSoft Mobile Expenses and PeopleSoft Mobile Approvals, which are now generally available in PeopleSoft FSCM 9.1. These are the first two of many upcoming applications designed and built to cater directly to the mobile workforce by providing user-friendly access to key business functions on a smartphone or tablet. Enter and Submit Expenses Anytime, Anywhere PeopleSoft Mobile Expenses provides the ability to enter employee expense reports quickly and easily, for busy travelers on the go. The contemporary, streamlined user interface is optimized for mobile devices (that support HTML 5), such as tablets or smartphones, and provides a simple-to-use tool for capturing expenses as they are being incurred, submitting expense reports while waiting at the airport, approving your employees’ expense reports, and more. And since it is part of the PeopleSoft Mobile Applications suite, you don’t have to wait until you return home or to the office, which can lead to improved efficiencies. The user interface and gesture actions (for example, swipe, touch, and so on) will be immediately familiar to mobile device users, and is specifically targeted to keep the experience as streamlined as possible for just the tasks you need to get to while on the go. In addition, PeopleSoft Mobile Expenses leverages all of the powerful expense policy compliance tools delivered by PeopleSoft Expenses, contributing to reduced spend and increased efficiency throughout your organization. PeopleSoft Mobile Expenses is integrated directly with PeopleSoft Mobile Approvals, so managers can quickly approve submitted expense reports in addition to entering or reviewing their own expenses. Manage Approvals Anytime, Anywhere PeopleSoft Mobile Approvals improves productivity and keeps business moving forward when your users are on the go without comprising business imperatives and operational policies. This innovative solution is delivered using the latest HTML 5 technology to allow customers to manage their critical tasks anytime through any device. PeopleSoft Approvals enables your users to approve transactions through the desktop, smart phones or tablet devices. This will speed up the approval process thus avoiding potential late payment penalties and supports early payment discounts for invoices. For more information, please watch the Video Feature Overviews (VFO) available on YouTube (links below) or contact your application sales representative. PeopleSoft Mobile ExpensesPeopleSoft Mobile Approvals The PeopleSoft Mobile Applications 9.1 documentation update for Bundle 23 is available under MOS Document ID 1495035.1.

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• More About PeopleSoft Feature Packs

  - by john.webb(at)oracle.com

  In my previous PeopleSoft Feature Pack post I introduced the new PeopleSoft Feature Pack delivery process. The response has been fantastic. It appears our customers agree that this new offering benefits them in many ways.   Since there has been so much interest in our Feature Pack strategy and since so many customers have been referencing our PeopleSoft FAQ in which we explain this new delivery mechanism, we've created the short presentation below to further explain Feature Packs.    

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• Finding if a Binary Tree is a Binary Search Tree

  - by dharam

  Today I had an interview where I was asked to write a program which takes a Binary Tree and returns true if it is also a Binary Search Tree otherwise false. My Approach1: Perform an inroder traversal and store the elements in O(n) time. Now scan through the array/list of elements and check if element at ith index is greater than element at (i+1)th index. If such a condition is encountered, return false and break out of the loop. (This takes O(n) time). At the end return true. But this gentleman wanted me to provide an efficient solution. I tried but I was unsuccessfult, because to find if it is a BST I have to check each node. Moreover he was pointing me to think over recusrion. My Approach 2: A BT is a BST if for any node N N-left is < N and N-right N , and the INorder successor of left node of N is less than N and the inorder successor of right node of N is greater than N and the left and right subtrees are BSTs. But this is going to be complicated and running time doesn't seem to be good. Please help if you know any optimal solution. Thanks.

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• PeopleSoft Enterprise 9.1

  - by [email protected]

  If you are at OpenWorld, you'll learn about Oracle's PeopleSoft Enterprise Release 9.1, one of the most robust and comprehensive releases for the product line. It includes 21 new solutions, 1,350 new features, more than 28,000 pages enhanced with Web 2.0 capabilities, 300 new Web services, and 200 industry-specific enhancements. This latest release helps customers increase productivity, accelerate business performance, and reduce the cost of ownership. Click here to see a list of PeopleSoft sessions at OpenWorld 2009.

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• Introducing the PeopleSoft Interaction Hub

  - by Matthew Haavisto

  The PeopleSoft Applications Portal has just been re-branded as the PeopleSoft Interaction Hub.  It's not just a name change, however.  As part of our ongoing efforts to deliver a richer user experience to PeopleSoft customers, Oracle/PeopleSoft is now offering an enhanced restricted use license (login required) of the PeopleSoft Interaction Hub free with PeopleTools.  This change extends the existing restricted use license to include the following additional capabilities: Dynamic Unified Navigation.  Enables customers to easily provide seamless, unified navigation among their entire PeopleSoft application portfolio. Site-wide branding.  Makes it easier to brand your ecosystem and provide a vivid, contemporary appearance for your applications. These additions augment the capabilities provided in the previous restricted use license, which remain available: creation and use of collaborative workspaces, and pre-built collaborative services for use in related content.  (See the license notes (login required)for a complete list of everything that is granted with the PeopleTools license.)PeopleSoft is moving to deliver a contemporary user experience for your applications users, and the this license change supports that direction.  In addition, the name change reflects our positioning of the PeopleSoft Interaction Hub as a primary means for unifying your PeopleSoft ecosystem, and providing a richer, web-site-based user experience rather than a pillared, application-based experience.See this white paper to get an idea of some of the capabilities that you can employ with the PeopleSoft Interaction Hub to enhance the PeopleSoft user experience.  In addition, this red paper provides valuable 'how-to' guidance.  In the near future we will be producing a best practices guide for deployment.  In the mean time, the most recent release/feature pack of the PIH automates the setup of unified navigation with a Workcenter specifically supporting Unified Navigation. This Workcenter guides administrators through the setup process, and streamlines things.So what should customers do if they still want to use the PeopleSoft Interaction Hub for traditional portal purposes?  Customers can employ the PIH's full capabilities such as multiple site deployment/management and content management, by buying the full, unrestricted license. We are continuing to enhance the product, and it remains part of Applications Unlimited, and we have some exciting features planned.

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• SPARC T4-4 Delivers World Record First Result on PeopleSoft Combined Benchmark

  - by Brian

  Oracle's SPARC T4-4 servers running Oracle's PeopleSoft HCM 9.1 combined online and batch benchmark achieved World Record 18,000 concurrent users while executing a PeopleSoft Payroll batch job of 500,000 employees in 43.32 minutes and maintaining online users response time at < 2 seconds. This world record is the first to run online and batch workloads concurrently. This result was obtained with a SPARC T4-4 server running Oracle Database 11g Release 2, a SPARC T4-4 server running PeopleSoft HCM 9.1 application server and a SPARC T4-2 server running Oracle WebLogic Server in the web tier. The SPARC T4-4 server running the application tier used Oracle Solaris Zones which provide a flexible, scalable and manageable virtualization environment. The average CPU utilization on the SPARC T4-2 server in the web tier was 17%, on the SPARC T4-4 server in the application tier it was 59%, and on the SPARC T4-4 server in the database tier was 35% (online and batch) leaving significant headroom for additional processing across the three tiers. The SPARC T4-4 server used for the database tier hosted Oracle Database 11g Release 2 using Oracle Automatic Storage Management (ASM) for database files management with I/O performance equivalent to raw devices. This is the first three tier mixed workload (online and batch) PeopleSoft benchmark also processing PeopleSoft payroll batch workload. Performance Landscape PeopleSoft HR Self-Service and Payroll Benchmark Systems Users Ave Response Search (sec) Ave Response Save (sec) Batch Time (min) Streams SPARC T4-2 (web) SPARC T4-4 (app) SPARC T4-2 (db) 18,000 0.944 0.503 43.32 64 Configuration Summary Application Configuration: 1 x SPARC T4-4 server with 4 x SPARC T4 processors, 3.0 GHz 512 GB memory 5 x 300 GB SAS internal disks 1 x 100 GB and 2 x 300 GB internal SSDs 2 x 10 Gbe HBA Oracle Solaris 11 11/11 PeopleTools 8.52 PeopleSoft HCM 9.1 Oracle Tuxedo, Version 10.3.0.0, 64-bit, Patch Level 031 Java Platform, Standard Edition Development Kit 6 Update 32 Database Configuration: 1 x SPARC T4-4 server with 4 x SPARC T4 processors, 3.0 GHz 256 GB memory 3 x 300 GB SAS internal disks Oracle Solaris 11 11/11 Oracle Database 11g Release 2 Web Tier Configuration: 1 x SPARC T4-2 server with 2 x SPARC T4 processors, 2.85 GHz 256 GB memory 2 x 300 GB SAS internal disks 1 x 100 GB internal SSD Oracle Solaris 11 11/11 PeopleTools 8.52 Oracle WebLogic Server 10.3.4 Java Platform, Standard Edition Development Kit 6 Update 32 Storage Configuration: 1 x Sun Server X2-4 as a COMSTAR head for data 4 x Intel Xeon X7550, 2.0 GHz 128 GB memory 1 x Sun Storage F5100 Flash Array (80 flash modules) 1 x Sun Storage F5100 Flash Array (40 flash modules) 1 x Sun Fire X4275 as a COMSTAR head for redo logs 12 x 2 TB SAS disks with Niwot Raid controller Benchmark Description This benchmark combines PeopleSoft HCM 9.1 HR Self Service online and PeopleSoft Payroll batch workloads to run on a unified database deployed on Oracle Database 11g Release 2. The PeopleSoft HRSS benchmark kit is a Oracle standard benchmark kit run by all platform vendors to measure the performance. It's an OLTP benchmark where DB SQLs are moderately complex. The results are certified by Oracle and a white paper is published. PeopleSoft HR SS defines a business transaction as a series of HTML pages that guide a user through a particular scenario. Users are defined as corporate Employees, Managers and HR administrators. The benchmark consist of 14 scenarios which emulate users performing typical HCM transactions such as viewing paycheck, promoting and hiring employees, updating employee profile and other typical HCM application transactions. All these transactions are well-defined in the PeopleSoft HR Self-Service 9.1 benchmark kit. This benchmark metric is the weighted average response search/save time for all the transactions. The PeopleSoft 9.1 Payroll (North America) benchmark demonstrates system performance for a range of processing volumes in a specific configuration. This workload represents large batch runs typical of a ERP environment during a mass update. The benchmark measures five application business process run times for a database representing large organization. They are Paysheet Creation, Payroll Calculation, Payroll Confirmation, Print Advice forms, and Create Direct Deposit File. The benchmark metric is the cumulative elapsed time taken to complete the Paysheet Creation, Payroll Calculation and Payroll Confirmation business application processes. The benchmark metrics are taken for each respective benchmark while running simultaneously on the same database back-end. Specifically, the payroll batch processes are started when the online workload reaches steady state (the maximum number of online users) and overlap with online transactions for the duration of the steady state. Key Points and Best Practices Two Oracle PeopleSoft Domain sets with 200 application servers each on a SPARC T4-4 server were hosted in 2 separate Oracle Solaris Zones to demonstrate consolidation of multiple application servers, ease of administration and performance tuning. Each Oracle Solaris Zone was bound to a separate processor set, each containing 15 cores (total 120 threads). The default set (1 core from first and third processor socket, total 16 threads) was used for network and disk interrupt handling. This was done to improve performance by reducing memory access latency by using the physical memory closest to the processors and offload I/O interrupt handling to default set threads, freeing up cpu resources for Application Servers threads and balancing application workload across 240 threads. See Also Oracle PeopleSoft Benchmark White Papers oracle.com SPARC T4-2 Server oracle.com OTN SPARC T4-4 Server oracle.com OTN PeopleSoft Enterprise Human Capital Management oracle.com OTN PeopleSoft Enterprise Human Capital Management (Payroll) oracle.com OTN Oracle Solaris oracle.com OTN Oracle Database 11g Release 2 Enterprise Edition oracle.com OTN Disclosure Statement Oracle's PeopleSoft HR and Payroll combined benchmark, www.oracle.com/us/solutions/benchmark/apps-benchmark/peoplesoft-167486.html, results 09/30/2012.

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• Insert Record by Drag & Drop from ADF Tree to ADF Tree Table

  - by arul.wilson(at)oracle.com

  If you want to create record based on the values Dragged from ADF Tree and Dropped on a ADF Tree Table, then here you go.UseCase DescriptionUser Drags a tree node from ADF Tree and Drops it on a ADF Tree Table node. A new row gets added in the Tree Table based on the source tree node, subsequently a record gets added to the database table on which Tree table in based on.Following description helps to achieve this using ADF BC.Run the DragDropSchema.sql to create required tables.Create Business Components from tables (PRODUCTS, COMPONENTS, SUB_COMPONENTS, USERS, USER_COMPONENTS) created above.Add custom method to App Module Impl, this method will be used to insert record from view layer.   public String createUserComponents(String p_bugdbId, String p_productId, String p_componentId, String p_subComponentId){    Row newUserComponentsRow = this.getUserComponentsView1().createRow();    try {      newUserComponentsRow.setAttribute("Bugdbid", p_bugdbId);      newUserComponentsRow.setAttribute("ProductId", new oracle.jbo.domain.Number(p_productId));      newUserComponentsRow.setAttribute("Component1", p_componentId);      newUserComponentsRow.setAttribute("SubComponent", p_subComponentId);    } catch (Exception e) {        e.printStackTrace();        return "Failure";    }        return "Success";  }Expose this method to client interface.To display the root node we need a custom VO which can be achieved using below query. SELECT Users.ACTIVE, Users.BUGDB_ID, Users.EMAIL, Users.FIRSTNAME, Users.GLOBAL_ID, Users.LASTNAME, Users.MANAGER_ID, Users.MANAGER_PRIVILEGEFROM USERS UsersWHERE Users.MANAGER_ID is NULLCreate VL between UsersView and UsersRootNodeView VOs.Drop ProductsView from DC as ADF Tree to jspx page.Add Tree Level Rule based on ComponentsView and SubComponentsView.Drop UsersRootNodeView as ADF Tree TableAdd Tree Level Rules based on UserComponentsView and UsersView.Add DragSource to ADF Tree and CollectionDropTarget to ADF Tree Table respectively.Bind CollectionDropTarget's DropTarget to backing bean and implement method of signature DnDAction (DropEvent), this method gets invoked when Tree Table encounters a drop action, here details required for creating new record are captured from the drag source and passed to 'createUserComponents' method. public DnDAction onTreeDrop(DropEvent dropEvent) {      String newBugdbId = "";      String msgtxt="";            try {          // Getting the target node bugdb id          Object serverRowKey = dropEvent.getDropSite();          if (serverRowKey != null) {                  //Code for Tree Table as target              String dropcomponent = dropEvent.getDropComponent().toString();              dropcomponent = (String)dropcomponent.subSequence(0, dropcomponent.indexOf("["));              if (dropcomponent.equals("RichTreeTable")){                RichTreeTable richTreeTable = (RichTreeTable)dropEvent.getDropComponent();                richTreeTable.setRowKey(serverRowKey);                int rowIndexTreeTable = richTreeTable.getRowIndex();                //Drop Target Logic                if (((JUCtrlHierNodeBinding)richTreeTable.getRowData(rowIndexTreeTable)).getAttributeValue()==null) {                  //Get Parent                  newBugdbId = (String)((JUCtrlHierNodeBinding)richTreeTable.getRowData(rowIndexTreeTable)).getParent().getAttributeValue();                } else {                  if (isNum(((JUCtrlHierNodeBinding)richTreeTable.getRowData(rowIndexTreeTable)).getAttributeValue().toString())) {                    //Get Parent's parent                              newBugdbId = (String)((JUCtrlHierNodeBinding)richTreeTable.getRowData(rowIndexTreeTable)).getParent().getParent().getAttributeValue();                  } else{                      //Dropped on USER                                          newBugdbId = (String)((JUCtrlHierNodeBinding)richTreeTable.getRowData(rowIndexTreeTable)).getAttributeValue();                  }                  }              }           }                     DataFlavor<RowKeySet> df = DataFlavor.getDataFlavor(RowKeySet.class);          RowKeySet droppedValue = dropEvent.getTransferable().getData(df);            Object[] keys = droppedValue.toArray();          Key componentKey = null;          Key subComponentKey = null;           // binding for createUserComponents method defined in AppModuleImpl class  to insert record in database.                      operationBinding = bindings.getOperationBinding("createUserComponents");            // get the Product, Component, Subcomponent details and insert to UserComponents table.          // loop through the keys if more than one comp/subcomponent is select.                   for (int i = 0; i < keys.length; i++) {                  System.out.println("in for :"+i);              List list = (List)keys[i];                  System.out.println("list "+i+" : "+list);              System.out.println("list size "+list.size());              if (list.size() == 1) {                                // we cannot drag and drop  the highest node !                                msgtxt="You cannot drop Products, please drop Component or SubComponent from the Tree.";                  System.out.println(msgtxt);                                this.showInfoMessage(msgtxt);              } else {                  if (list.size() == 2) {                    // were doing the first branch, in this case all components.                    componentKey = (Key)list.get(1);                    Object[] droppedProdCompValues = componentKey.getAttributeValues();                    operationBinding.getParamsMap().put("p_bugdbId",newBugdbId);                    operationBinding.getParamsMap().put("p_productId",droppedProdCompValues[0]);                    operationBinding.getParamsMap().put("p_componentId",droppedProdCompValues[1]);                    operationBinding.getParamsMap().put("p_subComponentId","ALL");                    Object result = operationBinding.execute();              } else {                    subComponentKey = (Key)list.get(2);                    Object[] droppedProdCompSubCompValues = subComponentKey.getAttributeValues();                    operationBinding.getParamsMap().put("p_bugdbId",newBugdbId);                    operationBinding.getParamsMap().put("p_productId",droppedProdCompSubCompValues[0]);                    operationBinding.getParamsMap().put("p_componentId",droppedProdCompSubCompValues[1]);                    operationBinding.getParamsMap().put("p_subComponentId",droppedProdCompSubCompValues[2]);                    Object result = operationBinding.execute();                  }                   }            }                        /* this.getCil1().setDisabled(false);            this.getCil1().setPartialSubmit(true); */                      return DnDAction.MOVE;        } catch (Exception ex) {          System.out.println("drop failed with : " + ex.getMessage());          ex.printStackTrace();                  /* this.getCil1().setDisabled(true); */          return DnDAction.NONE;          }    } Run jspx page and drop a Component or Subcomponent from Products Tree to UserComponents Tree Table.

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• World Record Performance on PeopleSoft Enterprise Financials Benchmark on SPARC T4-2

  - by Brian

  Oracle's SPARC T4-2 server achieved World Record performance on Oracle's PeopleSoft Enterprise Financials 9.1 executing 20 Million Journals lines in 8.92 minutes on Oracle Database 11g Release 2 running on Oracle Solaris 11. This is the first result published on this version of the benchmark. The SPARC T4-2 server was able to process 20 million general ledger journal edit and post batch jobs in 8.92 minutes on this benchmark that reflects a large customer environment that utilizes a back-end database of nearly 500 GB. This benchmark demonstrates that the SPARC T4-2 server with PeopleSoft Financials 9.1 can easily process 100 million journal lines in less than 1 hour. The SPARC T4-2 server delivered more than 146 MB/sec of IO throughput with Oracle Database 11g running on Oracle Solaris 11. Performance Landscape Results are presented for PeopleSoft Financials Benchmark 9.1. Results obtained with PeopleSoft Financials Benchmark 9.1 are not comparable to the the previous version of the benchmark, PeopleSoft Financials Benchmark 9.0, due to significant change in data model and supports only batch. PeopleSoft Financials Benchmark, Version 9.1 Solution Under Test Batch (min) SPARC T4-2 (2 x SPARC T4, 2.85 GHz) 8.92 Results from PeopleSoft Financials Benchmark 9.0. PeopleSoft Financials Benchmark, Version 9.0 Solution Under Test Batch (min) Batch with Online (min) SPARC Enterprise M4000 (Web/App) SPARC Enterprise M5000 (DB) 33.09 34.72 SPARC T3-1 (Web/App) SPARC Enterprise M5000 (DB) 35.82 37.01 Configuration Summary Hardware Configuration: 1 x SPARC T4-2 server 2 x SPARC T4 processors, 2.85 GHz 128 GB memory Storage Configuration: 1 x Sun Storage F5100 Flash Array (for database and redo logs) 2 x Sun Storage 2540-M2 arrays and 2 x Sun Storage 2501-M2 arrays (for backup) Software Configuration: Oracle Solaris 11 11/11 SRU 7.5 Oracle Database 11g Release 2 (11.2.0.3) PeopleSoft Financials 9.1 Feature Pack 2 PeopleSoft Supply Chain Management 9.1 Feature Pack 2 PeopleSoft PeopleTools 8.52 latest patch - 8.52.03 Oracle WebLogic Server 10.3.5 Java Platform, Standard Edition Development Kit 6 Update 32 Benchmark Description The PeopleSoft Enterprise Financials 9.1 benchmark emulates a large enterprise that processes and validates a large number of financial journal transactions before posting the journal entry to the ledger. The validation process certifies that the journal entries are accurate, ensuring that ChartFields values are valid, debits and credits equal out, and inter/intra-units are balanced. Once validated, the entries are processed, ensuring that each journal line posts to the correct target ledger, and then changes the journal status to posted. In this benchmark, the Journal Edit & Post is set up to edit and post both Inter-Unit and Regular multi-currency journals. The benchmark processes 20 million journal lines using AppEngine for edits and Cobol for post processes. See Also Oracle PeopleSoft Benchmark White Papers oracle.com SPARC T4-2 Server oracle.com OTN PeopleSoft Financial Management oracle.com OTN Oracle Solaris oracle.com OTN Oracle Database 11g Release 2 Enterprise Edition oracle.com OTN Disclosure Statement Copyright 2012, Oracle and/or its affiliates. All rights reserved. Oracle and Java are registered trademarks of Oracle and/or its affiliates. Other names may be trademarks of their respective owners. Results as of 1 October 2012.

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• Improved Performance on PeopleSoft Combined Benchmark using SPARC T4-4

  - by Brian

  Oracle's SPARC T4-4 server running Oracle's PeopleSoft HCM 9.1 combined online and batch benchmark achieved a world record 18,000 concurrent users experiencing subsecond response time while executing a PeopleSoft Payroll batch job of 500,000 employees in 32.4 minutes. This result was obtained with a SPARC T4-4 server running Oracle Database 11g Release 2, a SPARC T4-4 server running PeopleSoft HCM 9.1 application server and a SPARC T4-2 server running Oracle WebLogic Server in the web tier. The SPARC T4-4 server running the application tier used Oracle Solaris Zones which provide a flexible, scalable and manageable virtualization environment. The average CPU utilization on the SPARC T4-2 server in the web tier was 17%, on the SPARC T4-4 server in the application tier it was 59%, and on the SPARC T4-4 server in the database tier was 47% (online and batch) leaving significant headroom for additional processing across the three tiers. The SPARC T4-4 server used for the database tier hosted Oracle Database 11g Release 2 using Oracle Automatic Storage Management (ASM) for database files management with I/O performance equivalent to raw devices. Performance Landscape Results are presented for the PeopleSoft HRMS Self-Service and Payroll combined benchmark. The new result with 128 streams shows significant improvement in the payroll batch processing time with little impact on the self-service component response time. PeopleSoft HRMS Self-Service and Payroll Benchmark Systems Users Ave Response Search (sec) Ave Response Save (sec) Batch Time (min) Streams SPARC T4-2 (web) SPARC T4-4 (app) SPARC T4-4 (db) 18,000 0.988 0.539 32.4 128 SPARC T4-2 (web) SPARC T4-4 (app) SPARC T4-4 (db) 18,000 0.944 0.503 43.3 64 The following results are for the PeopleSoft HRMS Self-Service benchmark that was previous run. The results are not directly comparable with the combined results because they do not include the payroll component. PeopleSoft HRMS Self-Service 9.1 Benchmark Systems Users Ave Response Search (sec) Ave Response Save (sec) Batch Time (min) Streams SPARC T4-2 (web) SPARC T4-4 (app) 2x SPARC T4-2 (db) 18,000 1.048 0.742 N/A N/A The following results are for the PeopleSoft Payroll benchmark that was previous run. The results are not directly comparable with the combined results because they do not include the self-service component. PeopleSoft Payroll (N.A.) 9.1 - 500K Employees (7 Million SQL PayCalc, Unicode) Systems Users Ave Response Search (sec) Ave Response Save (sec) Batch Time (min) Streams SPARC T4-4 (db) N/A N/A N/A 30.84 96 Configuration Summary Application Configuration: 1 x SPARC T4-4 server with 4 x SPARC T4 processors, 3.0 GHz 512 GB memory Oracle Solaris 11 11/11 PeopleTools 8.52 PeopleSoft HCM 9.1 Oracle Tuxedo, Version 10.3.0.0, 64-bit, Patch Level 031 Java Platform, Standard Edition Development Kit 6 Update 32 Database Configuration: 1 x SPARC T4-4 server with 4 x SPARC T4 processors, 3.0 GHz 256 GB memory Oracle Solaris 11 11/11 Oracle Database 11g Release 2 PeopleTools 8.52 Oracle Tuxedo, Version 10.3.0.0, 64-bit, Patch Level 031 Micro Focus Server Express (COBOL v 5.1.00) Web Tier Configuration: 1 x SPARC T4-2 server with 2 x SPARC T4 processors, 2.85 GHz 256 GB memory Oracle Solaris 11 11/11 PeopleTools 8.52 Oracle WebLogic Server 10.3.4 Java Platform, Standard Edition Development Kit 6 Update 32 Storage Configuration: 1 x Sun Server X2-4 as a COMSTAR head for data 4 x Intel Xeon X7550, 2.0 GHz 128 GB memory 1 x Sun Storage F5100 Flash Array (80 flash modules) 1 x Sun Storage F5100 Flash Array (40 flash modules) 1 x Sun Fire X4275 as a COMSTAR head for redo logs 12 x 2 TB SAS disks with Niwot Raid controller Benchmark Description This benchmark combines PeopleSoft HCM 9.1 HR Self Service online and PeopleSoft Payroll batch workloads to run on a unified database deployed on Oracle Database 11g Release 2. The PeopleSoft HRSS benchmark kit is a Oracle standard benchmark kit run by all platform vendors to measure the performance. It's an OLTP benchmark where DB SQLs are moderately complex. The results are certified by Oracle and a white paper is published. PeopleSoft HR SS defines a business transaction as a series of HTML pages that guide a user through a particular scenario. Users are defined as corporate Employees, Managers and HR administrators. The benchmark consist of 14 scenarios which emulate users performing typical HCM transactions such as viewing paycheck, promoting and hiring employees, updating employee profile and other typical HCM application transactions. All these transactions are well-defined in the PeopleSoft HR Self-Service 9.1 benchmark kit. This benchmark metric is the weighted average response search/save time for all the transactions. The PeopleSoft 9.1 Payroll (North America) benchmark demonstrates system performance for a range of processing volumes in a specific configuration. This workload represents large batch runs typical of a ERP environment during a mass update. The benchmark measures five application business process run times for a database representing large organization. They are Paysheet Creation, Payroll Calculation, Payroll Confirmation, Print Advice forms, and Create Direct Deposit File. The benchmark metric is the cumulative elapsed time taken to complete the Paysheet Creation, Payroll Calculation and Payroll Confirmation business application processes. The benchmark metrics are taken for each respective benchmark while running simultaneously on the same database back-end. Specifically, the payroll batch processes are started when the online workload reaches steady state (the maximum number of online users) and overlap with online transactions for the duration of the steady state. Key Points and Best Practices Two PeopleSoft Domain sets with 200 application servers each on a SPARC T4-4 server were hosted in 2 separate Oracle Solaris Zones to demonstrate consolidation of multiple application servers, ease of administration and performance tuning. Each Oracle Solaris Zone was bound to a separate processor set, each containing 15 cores (total 120 threads). The default set (1 core from first and third processor socket, total 16 threads) was used for network and disk interrupt handling. This was done to improve performance by reducing memory access latency by using the physical memory closest to the processors and offload I/O interrupt handling to default set threads, freeing up cpu resources for Application Servers threads and balancing application workload across 240 threads. A total of 128 PeopleSoft streams server processes where used on the database node to complete payroll batch job of 500,000 employees in 32.4 minutes. See Also Oracle PeopleSoft Benchmark White Papers oracle.com SPARC T4-2 Server oracle.com OTN SPARC T4-4 Server oracle.com OTN PeopleSoft Enterprise Human Capital Managementoracle.com OTN PeopleSoft Enterprise Human Capital Management (Payroll) oracle.com OTN Oracle Solaris oracle.com OTN Oracle Database 11g Release 2 oracle.com OTN Disclosure Statement Copyright 2012, Oracle and/or its affiliates. All rights reserved. Oracle and Java are registered trademarks of Oracle and/or its affiliates. Other names may be trademarks of their respective owners. Results as of 8 November 2012.

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