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In his 10 years at Waterbury, Conn.-based Webster bank, Chris Muller has seen as a minimum a dozen direct acquisitions recall the institution to about 3,400 personnel in one hundred seventy places, and assets of $17.5 billion. One acquisition in specific stands out: First Federal of Massachusetts. Affecting 600 employees, it was Webster’s most formidable deal—and one complicated with the aid of gargantuan HR know-how issues.
for example, First Federal outsourced complete employee benefits whereas Webster dealt with most advantages in-condominium. As constantly happens, Webster, because the acquiring company, obtained its selection of techniques and became accountable for making confident every dinky thing labored. however much of the counsel Webster mandatory about First Federal’s employees become with outsourcers and turned into badly outdated. “We discovered that a lot of the records turned into unsuitable,” together with beneficiary names, says Muller, vp of HR expertise.
To further complicate concerns, the deal’s particulars—and the record of personnel to exist integrated—saved altering “as much as the 11th hour,” Muller recollects. each of the 600 employees needed to fill out complete enrollment data, and data for every configuration needed to exist entered into a computer—all within two weeks.
As Muller discovered firsthand, mergers and acquisitions can establish HR tips systems to the most commandeer discern at various. Departments hold to compile frequently disparate systems, continually on tense time limits and constrained budgets, to provide tips captious at complete ranges of the enterprise. Success requires thorough planning and careful execution as well as a cohesive HR programs integration approach.
For a corporation seeking to exist received, and even to divest one or more divisions, having HR programs and records that facilitate the procedure can exist a crucial promoting element. At businesses the site growth is fueled partly with the aid of acquisitions, managing HR technology may well exist ultimate completed by a system that faucets into confirmed methodology for successfully absorbing each and every newly got enterprise and its employees.
based on the IT infrastructure follow of Washington, D.C.-based mostly PA Consulting community, buying corporations should genesis via taking a discern at their corporate company approach. In since know-how’s function, HR should noiseless focus on choosing areas of incompatibility and compatibility: Will the acquired trade exist absorbed into an latest division or configuration a modern one? Is the newly obtained enterprise’s trade several satisfactory that it'll require programs alterations to accommodate different types of organizational constitution, compensation and advantages?
reckoning on the answers, a corporation could exigency handiest some changes to its programs, or it might find itself significantly reconfiguring its HR administration programs (HRMS) application or even attempting to find a brand modern device that can accommodate its modern requirements.
Absorbing an bought business’s records into the buying enterprise’s systems can too exist extra problematic than anticipated. “we hold consumers that did [back-end HR system] mergers two and three years in the past which are noiseless coping with the issue [of integration],” says Doug Miller, vp of advertising at Authoria, a Waltham, Mass.-based human capital administration software dealer. it may possibly recall time to rep the entire HR techniques to toil and to rep to the bottom of statistics oversight and other surprises when merging two systems.
Or, the company may build a conclusion to outsource as a substitute.
as an example, Webster financial institution discovered it had to manage bought businesses with greatly distinctive toil schedules, together with several assurance agencies. since the bank needed to control commissioned personnel who worked out of their homes and had irregular schedules, it eventually wrote its own time and attendance system to accommodate the adaptations. furthermore, managing unemployment benefits, disability, and family unit and scientific leave in several states proved difficult. So, in its site of integrating those programs, Webster determined to outsource these services.
In some acquisition eventualities, one or each of the companies may hold outsourcing or carrier contracts in place. in that case, PA Consulting community managing advisor Craig Rintoul recommends doing an evaluation to examine no matter if it might exist more affordable and less difficult to spoil the contract, or more cost-effective and greater productive to enhance an interface with the issuer.
world acquisitions present wonderful challenges related to distinctive languages as well as regulatory requirements. for instance, having a practising device “doesn’t sound relish that massive a deal,” says Rintoul. “but in certain industries and selected countries, [employers] hold to exhibit that [their] people are equipped and hold been educated in health and security approaches. At any given factor, you will too exist required to exhibit to an exterior regulator that your people had been informed.”
China, for example, areas a few restrictions on employers, imposing regulations on such things as maximum quantities of time beyond regulation. “considered one of my valued clientele has long past there and been fairly greatly surprised at what they are allowed to finish or now not allowed to do,” says Rintoul. The commandeer HR device can assist the agency in verifying compliance with chinese language legal guidelines. Employers operating globally should predict to encounter adjustments and challenges as they align programs across cultural lines.
eventually, in when you reckon that corporate strategy with know-how strategy, exist confident your methods can accommodate a corporation that grows through acquisitions. purple Man Pipe and supply, a Tulsa, Okla.-primarily based distributor of pipe, valves and fittings to the economic and oil province markets, has grown from 200 to 1,000 personnel over the ultimate few years through acquisitions.
because the variety of modern employees brought through each and every acquisition ranged from a dozen to essentially 200, the company has chosen to manually enter the fundamental tips into its HRMS. but it surely these days realized that it was achieving a restrict on the variety of personnel it could manage under the license phrases of its HRMS seller.
“We’re getting ready to improve their [system] to a different thousand worker module,” says human materials supervisor Rus Hoos.
getting into Synch
past strategy, managing HR technology complete through a merger or acquisition requires that employers absolutely investigate their HR techniques’ requirements and capabilities.
Managers should appropriately draw head signify number, locate in-residence skill, commemorate uniform efficiency metrics for review, and draw for succession at any degree of the company in order that the departure of a key worker doesn't disrupt enterprise. technology integration exigency to occur completely and quickly ample that usual operations never seem disturbed to clients. If the techniques of both companies are too multiple, the HR arm could want one other solution to unravel the complications.
An fashion some groups recall is to construct an information warehouse, a type of advanced database outfit that takes advice from disparate programs and gives companies a unified view of collected statistics. but implementation—which includes really expert application, hardware and considerable capabilities—can recall a 12 months or extra to complete, noiseless leaving operations fractured. a corporation can too roll out a lone set of international enterprise software for complete divisions, ancient and new. but, once again, that could recall two to three years or more. PA Consulting managing advisor Scott Lever says the determination to fade with unified utility may additionally promote down to one question: Will it nevertheless exist legitimate when the rollout is achieved, or will the brand modern outfit exist outdated and wish its personal substitute?
eventually, appreciate that if two corporations truly spend the identical HR administration application, they nonetheless may additionally hold integration issues, says Brenda Byron, director of HR shared services at Alliant Techsystems Inc. (ATK) in Edina, Minn., a $2.8 billion superior weapons and house programs enterprise with about 14,500 employees. ATK has received eight groups in the past four years, and whereas it makes spend of Oracle/PeopleSoft, now not a lone certainly one of its acquisitions did. in spite of the fact that one had, HR would hold needed to roll up its sleeves.
“I’ve had publicity to PeopleSoft at three areas, and every one used it in another way,” says Byron. The problem is that complete companies hold what they accord with particular conditions and circumstances, so they configure the utility to superior fade well with them. The probabilities of two businesses even in an analogous company the usage of complete the equal settings are nearly zero.
With the prerogative merge of systems and outsourcing in place, HR can proceed to the next quagmire: synthesizing the statistics from the acquired enterprise. every database rests on assumptions of what tips in fact potential, and there may exist multiple suitable interpretation. Webster bank twice received institutions that set the conventional workweek at 40 hours whereas it used 37.5 hours, so the HR department had to alter salaries going into the outfit so that americans didn’t complete of sudden adventure a pay cut.
generally throughout a merger or acquisition, agencies discover transformations in corporations’ HR systems and the route they silhouette basic data. often, these changes can exist refined and can exist poorly documented. If that’s the case, HR should noiseless stream promptly to establish individuals on the received company who comprehend the solutions, but who may exist leaving for other opportunities, and rep the advice while it continues to exist feasible to achieve this.
for instance, a company could find that the “definitions” that vary embrace such fundamentals as holiday time, the number of allowable unwell days and even the variety of income grades. GE power, a roughly $18 billion division of usual electric powered that has conducted more than a hundred acquisitions during the past 5 years, regularly runs into this problem. “I might possibly exist a grade 2; you can exist a grade 3,” says John Blowers, manager of HR guidance method. “How can they suitable into the pay hierarchy?”
an improved grade can establish an worker modern to GE, conventional for its subculture of casting off the bottom-performing 10 p.c of its employees, into readily unfair competition with others who hold a longer legacy with the enterprise and who, due to this fact, hold greater capabilities about a route to rep things done. The enterprise has too discovered that working titles that could exist vital within the province may now not wholesome the yardstick titles GE makes spend of. It could exist quintessential for HR to unravel these styles of discrepancies on someone-by-adult foundation.
Timing Is every dinky thing
while accuracy is essential in completing HR techniques integration, so is speed. The consequences might hold an upshot on a corporation’s bottom line because the faster modern employees are settled, the sooner they could exist awake of work.
As with every thing else in HR methods integration complete through a merger or acquisition, there are a few boundaries to overcome. Even decisions as simple as selecting when personnel should exist paid may well exist advanced by payroll timing considerations that exigency to exist coordinated throughout company lines. “you've got tax liability and balances that must exist introduced over to a modern equipment,” says Tom Tillman, director of product marketing HRMS supplier Sage software in Irvine, Calif. Making the changes at the prerogative time—the conclusion of a fiscal yr or the halt of 1 / 4—can liquidate the problems of accounting for current balances.
but reckoning on the timing of a deal, it could possibly too exist impossible to complete complete of the records migration by means of the time limit. That’s why HR may additionally select a staged device changeover, an strategy it might probably should sell to management. “in the past they tried to establish complete of the data into the gadget without delay,” says GE energy’s Blowers. “Now they parse it out.”
Tillman says his first priority when he learns that a merger or acquisition has been finalized is getting into personal information and developing trade IDs that permit modern personnel to rep the device and services they deserve to finish their work. The relaxation of the suggestions is processed over the subsequent two or three weeks to avoid delaying facts entry for every thing.
“We needed to problem the [corporate] mind-set of the time that [said] every record must exist finished always,” Blowers says. “It turned into an outstanding theory, however it become bucking up towards the operational wants.”
HR authorities skilled in mergers and acquisitions comprehend that every deal is doubtlessly disruptive, and a few integration issues may additionally hold you chasing poignant pursuits for months. however, with reform planning, an eye for aspect and some flexibility, HR can build the fashion fade more smoothly and aid the company meet its dreams.
Erik Sherman is a condense journalist in Marshfield, Mass., who covers administration concerns.
Cisco UCS®) delivered world-list performance on Oracle PeopleSoft Human substances management programs (HRMS) 9.1 FP2 Self-carrier (on-line transaction processing [OLTP]) and Self-carrier and Payroll Batch benchmarks.
The Oracle PeopleSoft Human substances administration outfit (HRMS) 9.1 FP2 benchmark consequences for the Self-carrier section of the benchmark panoply world-listing efficiency and linear scalability. These outcomes give you direct facts of the degree to which which you can scale your Cisco Unified Computing gadget™ deployments as the variety of clients of your human elements administration outfit grows
Oracle PeopleSoft HRMS 9.1 FP2 Self-service Benchmark consequencesnumber of clients average Search Time (seconds) regular shop Time ( seconds) Transactions per Minute Availability Date 12,000 0.294 0.139 2400 January 15, 2015 sixteen,000 0.324 0.a hundred and fifty five 3200 January 15, 2015 20,000 0.353 0.167 4000 January 15, 2015
Oracle PeopleSoft HRMS 9.1 FP2 Self-service and Payroll Batch further-gigantic statistics model Benchmark effectsvariety of clients Minutes payments per Hour Availability Date 500,480 21.95 1,368,055 January 15, 2015
some of the key highlights of Cisco’s Oracle PeopleSoft Benchmark consequences are:
take a discern at the efficiency quick for additional info on the benchmark configuration. Cisco measured the efficiency of complete three add-ons of the Oracle PeopleSoft HRMS benchmark. The disclosures for the three components are available on the following places:
it's provocative to exist awake that besides the fact that children complete providers hold entry to identical Intel processors, most effectual Cisco u.s.a.unleashes their power to bring elevated performance to purposes through the energy of unification. The enjoyable, textile-centric structure of Cisco u.s.a.integrates the Intel Xeon processors prerogative into a system with an improved steadiness of materials that brings processor vitality to life. . For additional info on Cisco usaand Cisco united statesintegrated Infrastructure solutions please hunt advice from Cisco Unified Computing & Servers net web page.
Cisco measured the performance of complete three components of the Oracle PeopleSoft HRMS benchmark. The disclosures for the three components can exist organize on the following places:
Oracle has just released its quarterly protection replace addressing 78 vulnerabilities across its total purview of products, lots of that are rated crucial.
"due to the threat posed by using a a hit assault, Oracle strongly recommends that customers apply CPU [Critical Patch Update] fixes as quickly as possible," the trade says.
Some vulnerabilities may too exist mitigated through blocking the community protocols required for his or her exploitation. different dangers can exist decreased by means of lowering the privileges of the attacked accessories.
a list of products littered with vulnerabilities patched during this release is as follows:
· Oracle Database 11g free up 2, models 18.104.22.168, 22.214.171.124
· Oracle Database 11g unencumber 1, edition 126.96.36.199
· Oracle Database 10g free up 2, types 10.2.0.three, 10.2.0.4, 10.2.0.5
· Oracle Database 10g unlock 1, edition 10.1.0.5
· Oracle cozy Backup, edition 10.3.0.three
· Oracle Fusion Middleware 11g unlock 1, versions 188.8.131.52.0, eleven.184.108.40.206, 220.127.116.11.0
· Oracle software Server 10g unlock 3, version 10.1.three.5.0
· Oracle software Server 10g liberate 2, version 10.1.2.3.0
· Oracle enterprise Intelligence commercial enterprise version, types 10.1.three.4.1, 11.1.1.three
· Oracle identity management 10g, types 10.1.4.0.1, 10.1.4.three
· Oracle JRockit, types R27.6.9 and past (JDK/JRE 1.4.2, 5, 6), R28.1.three and previous (JDK/JRE 5, 6)
· Oracle backyard In expertise, models eight.3.2.0, 18.104.22.168
· Oracle enterprise manager 10g Grid control unlock 1, version 10.1.0.6
· Oracle commercial enterprise supervisor 10g Grid manage unlock 2, version 10.2.0.5
· Oracle enterprise supervisor 11g Grid control unencumber 1, edition 22.214.171.124
· Oracle E-business Suite liberate 12, versions 12.0.four, 12.0.6, 12.1.1, 12.1.2, 12.1.three
· Oracle E-company Suite liberate 11i, version 126.96.36.199
· Oracle Agile technology Platform, models 188.8.131.52, 9.three.1.1
· Oracle PeopleSoft trade FIN, edition 9.0, 9.1
· Oracle PeopleSoft commercial enterprise FMS, models 9.0, 9.1
· Oracle PeopleSoft trade FSCM, models 9.0, 9.1
· Oracle PeopleSoft trade HRMS, versions eight.9, 9.0, 9.1
· Oracle PeopleSoft enterprise SCM, versions 9.0, 9.1
· Oracle PeopleSoft enterprise PeopleTools, models 8.forty nine, eight.50, eight.fifty one
· Oracle sun Product Suite
Oracle releases patches on a quarterly basis, in the Tuesday this is closest to the seventeenth. The subsequent patch is scheduled for October 2011 and it'll exist the ultimate for this year.
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In his 10 years at Waterbury, Conn.-based Webster Bank, Chris Muller has seen at least a dozen direct acquisitions recall the institution to about 3,400 employees in 170 locations, and assets of $17.5 billion. One acquisition in particular stands out: First Federal of Massachusetts. Affecting 600 employees, it was Webster’s most ambitious deal—and one complicated by significant HR technology issues.
For example, First Federal outsourced complete employee benefits whereas Webster handled most benefits in-house. As usually happens, Webster, as the acquiring company, got its selection of systems and was liable for making confident everything worked. But much of the information Webster needed about First Federal’s employees was with outsourcers and was badly outdated. “We organize that a lot of the data was incorrect,” including beneficiary names, says Muller, vice president of HR technology.
To further complicate matters, the deal’s details—and the list of employees to exist integrated—kept changing “up to the 11th hour,” Muller recalls. Each of the 600 employees had to fill out complete enrollment data, and data for each configuration had to exist entered into a computer—all within two weeks.
As Muller scholarly firsthand, mergers and acquisitions can establish HR information systems to the ultimate test. Departments must bring together often disparate systems, usually on tense deadlines and limited budgets, to provide information captious at complete levels of the company. Success requires thorough planning and careful execution as well as a cohesive HR systems integration strategy.
For a company looking to exist acquired, or even to divest one or more divisions, having HR systems and data that facilitate the process can exist an significant selling point. At companies where growth is fueled partly by acquisitions, managing HR technology may exist best accomplished by a system that taps into proven methodology for efficiently absorbing each newly acquired trade and its employees.
According to the IT infrastructure drill of Washington, D.C.-based PA Consulting Group, acquiring companies should start by looking at their corporate trade strategy. In considering technology’s role, HR should focus on identifying areas of incompatibility and compatibility: Will the acquired company exist absorbed into an existing division or configuration a modern one? Is the newly acquired company’s trade different enough that it will require systems adjustments to accommodate different types of organizational structure, compensation and benefits?
Depending on the answers, a company might exigency only some adjustments to its systems, or it could find itself significantly reconfiguring its HR management systems (HRMS) software or even looking for a modern system that can accommodate its modern requirements.
Absorbing an acquired company’s data into the acquiring company’s systems can exist more difficult than anticipated. “We hold customers that did [back-end HR system] mergers two and three years ago that are noiseless dealing with the issue [of integration],” says Doug Miller, vice president of marketing at Authoria, a Waltham, Mass.-based human capital management software vendor. It can recall time to rep complete the HR processes to toil and to resolve data mistakes and other surprises when merging two systems.
Or, the company may determine to outsource instead.
For example, Webster Bank organize it had to manage acquired companies with significantly different toil schedules, including several insurance companies. Because the bank had to manage commissioned employees who worked out of their homes and had irregular schedules, it ultimately wrote its own time and attendance system to accommodate the variations. In addition, managing unemployment benefits, disability, and family and medical leave in multiple states proved difficult. So, instead of integrating those systems, Webster decided to outsource those functions.
In some acquisition scenarios, one or both of the companies will hold outsourcing or service contracts in place. In that case, PA Consulting Group managing consultant Craig Rintoul recommends doing an analysis to determine whether it would exist cheaper and simpler to rupture the contract, or cheaper and more efficient to develop an interface with the provider.
Global acquisitions present unique challenges related to multiple languages as well as regulatory requirements. For example, having a training system “doesn’t sound relish that Big a deal,” says Rintoul. “But in certain industries and particular countries, [employers] must prove that [their] people are capable and hold been trained in health and safety procedures. At any given point, you can exist required to prove to an external regulator that your people hold been trained.”
China, for example, places a number of restrictions on employers, imposing regulations on such things as maximum amounts of overtime. “One of my clients has gone there and been pretty shocked at what they are allowed to finish or not allowed to do,” says Rintoul. The prerogative HR system can aid the employer in verifying compliance with Chinese laws. Employers operating globally should await to encounter adjustments and challenges as they align systems across cultural lines.
Finally, in considering corporate strategy with technology strategy, build confident your systems can accommodate a company that grows through acquisitions. Red Man Pipe and Supply, a Tulsa, Okla.-based distributor of pipe, valves and fittings to the industrial and oil province markets, has grown from 200 to 1,000 employees over the past few years through acquisitions.
Because the number of modern employees added through each acquisition ranged from a dozen to nearly 200, the company has chosen to manually enter the necessary information into its HRMS. But it recently realized that it was reaching a circumscribe on the number of employees it could manage under the license terms of its HRMS vendor.
“We’re getting ready to upgrade their [system] to another thousand employee module,” says human resources manager Rus Hoos.
Getting in Synch
Beyond strategy, managing HR technology during a merger or acquisition requires that employers thoroughly assess their HR systems’ requirements and capabilities.
Managers exigency to adequately draw head count, locate in-house talent, apply uniform performance metrics for review, and draw for succession at any plane of the company so that the departure of a key employee does not disrupt business. Technology integration must occur thoroughly and quickly enough that conventional operations never emerge disturbed to users. If the systems of the two companies are too dissimilar, the HR department might exigency another route to unravel the problems.
An approach some companies recall is to build a data warehouse, a type of intricate database system that takes information from disparate systems and gives companies a unified view of collected data. But implementation—which involves specialized software, hardware and considerable expertise—can recall a year or more to complete, noiseless leaving operations fractured. A company too can roll out a lone set of global enterprise software for complete divisions, venerable and new. But, again, that could recall two to three years or more. PA Consulting managing consultant Scott Lever says the conclusion to fade with unified software may promote down to one question: Will it noiseless exist sound when the rollout is completed, or will the modern system exist outdated and exigency its own replacement?
Finally, recognize that if two companies actually spend the selfsame HR management software, they noiseless may hold integration problems, says Brenda Byron, director of HR shared services at Alliant Techsystems Inc. (ATK) in Edina, Minn., a $2.8 billion advanced weapons and space systems company with about 14,500 employees. ATK has acquired eight companies in the past four years, and while it uses Oracle/PeopleSoft, not a lone one of its acquisitions did. Even if one had, HR would hold had to roll up its sleeves.
“I’ve had exposure to PeopleSoft at three places, and every one used it differently,” says Byron. The problem is that complete companies hold what they reckon special conditions and circumstances, so they configure the software to better suit them. The chances of two companies even in an identical trade using complete the selfsame settings are virtually zero.
With the prerogative merge of systems and outsourcing in place, HR can proceed to the next quagmire: synthesizing the data from the acquired company. Every database rests on assumptions of what information actually means, and there may exist more than one reform interpretation. Webster Bank twice acquired institutions that set the yardstick workweek at 40 hours while it used 37.5 hours, so the HR department had to adjust salaries going into the system so that people didn’t suddenly sustain a pay cut.
Frequently during a merger or acquisition, businesses discover differences in companies’ HR systems and how they define fundamental data. Often, these differences can exist subtle and may exist poorly documented. If that’s the case, HR should amble quickly to identify people at the acquired company who know the answers, but who might exist leaving for other opportunities, and rep the information while it is noiseless practicable to finish so.
For instance, a company might find that the “definitions” that disagree embrace such fundamentals as vacation time, the number of allowable sick days and even the number of salary grades. GE Energy, a roughly $18 billion division of general Electric that has conducted more than a hundred acquisitions in the past five years, often runs into this problem. “I might exist a grade 2; you might exist a grade 3,” says John Blowers, manager of HR information strategy. “How finish they suitable into the pay hierarchy?”
A higher grade can establish an employee modern to GE, known for its culture of eliminating the lowest-performing 10 percent of its employees, into effectively unfair competition with others who hold a longer history with the company and who, as a result, hold more scholarship about how to rep things done. The company has too organize that working titles that may exist significant in the province might not match the yardstick titles GE uses. It may exist necessary for HR to resolve these kinds of discrepancies on a person-by-person basis.
Timing Is Everything
While accuracy is vital in completing HR systems integration, so is speed. The results could influence a company’s bottom line because the faster modern employees are settled, the sooner they can concentrate on work.
As with everything else in HR systems integration during a merger or acquisition, there are several barriers to overcome. Even decisions as basic as determining when employees will exist paid may exist complicated by payroll timing issues that must exist coordinated across company lines. “You hold tax liability and balances that hold to exist brought over to a modern system,” says Tom Tillman, director of product marketing HRMS vendor Sage Software in Irvine, Calif. Making the changes at the prerogative time—the halt of a fiscal year or the halt of a quarter—can liquidate the complications of accounting for existing balances.
But depending on the timing of a deal, it may too exist impossible to complete complete the data migration by the deadline. That’s why HR may opt for a staged system changeover, an approach it may hold to sell to management. “In the past they tried to establish complete the data into the system at once,” says GE Energy’s Blowers. “Now they parse it out.”
Tillman says his first priority when he learns that a merger or acquisition has been finalized is entering personal information and creating company IDs that allow modern employees to rep the outfit and services they exigency to finish their work. The rest of the information is processed over the next two or three weeks to avoid delaying data entry for everything.
“We had to challenge the [corporate] mind-set of the time that [said] every record has to exist complete at complete times,” Blowers says. “It was a trustworthy concept, but it was bucking up against the operational needs.”
HR professionals experienced in mergers and acquisitions know that every deal is potentially disruptive, and some integration issues may hold you chasing poignant targets for months. But, with proper planning, an eye for detail and some flexibility, HR can build the process fade more smoothly and befriend the company meet its goals.
Erik Sherman is a freelance journalist in Marshfield, Mass., who covers management issues.
Chris Maxcer, Contributor
Three Oracle experts weigh in on Oracle Exalogic, the company's "cloud in a box" and middleware appliance.
On whether Exalogic is actually a cloud-in-a-box: “As far the overall package, I reflect Oracle has a really solid foundation--they hold the necessary blocks in site if a customer were going to embark on edifice a private cloud. While Oracle claims to hold a long-term strategy for what I’ll summon ‘cloud in a box,’ it’s not there yet, and in my opinion the intuition is there are some fundamental pieces missing. They disclose you, ‘We provide the APIs and you can finish it yourself,’ and I’m like, ‘No, you’re missing the point, the specific fundamentals.' If I define cloud in a box, you hold to hold complete the infrastructure there, you hold to hold the database backend, the operating system, the storage, the processing, the virtualization layer, for it to exist a complete out-of-the-box private cloud offering--and pretty much by definition it must too embrace a provisioning layer and an accounting and pervade back layer, and I haven’t seen it yet. Oracle has said they are working on it, and they’ve said they can await something along those lines . . . but today, it’s just not there yet.”
On the potential of Exalogic: "I reflect that Oracle Exadata, Exadata Storage Expansion Rack, and Exalogic will open creating paradigm shifts in the hardware world. Oracle is applying the speed and agility that won them first the database world, then the applications world, to the hardware world. The Oracle database is capable of storing 8 Exabytes or 8 million Terabytes, but the hardware hasn't kept up with the database. Hardware is starting to accelerate exponentially ever since Oracle bought Sun, and now Exabyte storage is not so far away. Oracle's engineering the database at the hardware level--advantages relish Smart Scan, Storage Indexes, and Hybrid Columnar Compression--is putting their cloud performance and compression well beyond other cloud competitors.”
On Exalogic and the cloud: “I’m seeing every customer they toil with, everybody I talk to, it’s about the cloud, and what the question comes down to is, ‘Do I want to manage many machines or finish I want to manage one lone machine? People are understanding consolidation at the database level, using a solution relish Exadata to finish that, and now that selfsame thought pattern is starting to fade into their middleware strategies. And we’re staring to discern questions like, ‘How can Exalogic befriend remove a lot of complexity from their organization?’”
On Exalogic growth: “If you discern at how Exadata grew, after a couple years, people are starting to rep it, to understand it. I discern Exalogic having a similar soft launch as people discern how it's positioned into the cloud, then start working with partners and edifice stories. Exalogic is in the selfsame site Exadata was a couple of years ago in terms of sales maturity -- not in terms of need, I reflect the exigency is the same, but it’s more about being able to accept an appliance in terms of approach.”
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Welcome to Release 2.6.4 of the Oracle Workflow User's Guide.
This pilot assumes you hold a working scholarship of the following:
The principles and customary practices of your trade area.
If you hold never used Oracle Workflow, Oracle suggests you attend training classes available through Oracle University.
The Oracle Applications graphical user interface.
To learn more about the Oracle Applications graphical user interface, read the Oracle Applications User’s Guide.
See Related Documents for more Oracle Applications product information.TTY Access to Oracle support Services
Oracle provides dedicated Text Telephone (TTY) access to Oracle support Services within the United States of America 24 hours a day, seven days a week. For TTY support, summon 800.446.2398.Documentation Accessibility
Our goal is to build Oracle products, services, and supporting documentation accessible, with trustworthy usability, to the disabled community. To that end, their documentation includes features that build information available to users of assistive technology. This documentation is available in HTML format, and contains markup to facilitate access by the disabled community. Accessibility standards will continue to evolve over time, and Oracle is actively engaged with other market-leading technology vendors to address technical obstacles so that their documentation can exist accessible to complete of their customers. For more information, visit the Oracle Accessibility Program Web site at http://www.oracle.com/accessibility/ .Accessibility of Code Examples in Documentation
Screen readers may not always correctly read the code examples in this document. The conventions for writing code require that closing braces should emerge on an otherwise barren line; however, some screen readers may not always read a line of text that consists solely of a bracket or brace.Accessibility of Links to External Web Sites in Documentation
This documentation may hold links to Web sites of other companies or organizations that Oracle does not own or control. Oracle neither evaluates nor makes any representations regarding the accessibility of these Web sites.Structure
1 Overview of Oracle Workflow
This chapter introduces you to the concept of a workflow process and to the major features of Oracle Workflow.
2 Oracle Workflow Home Page
This chapter discusses the Oracle Workflow home page, where users can centrally access complete the web-based features of Oracle Workflow.
3 Viewing Notifications and Processing Responses
This chapter discusses the different ways people involved in a workflow process can view and respond to workflow notifications. This chapter too describes how you can define rules to hold Oracle Workflow automatically exploit your notifications.
4 Monitoring Workflow Processes
This chapter describes how to monitor the progress of a workflow process.
A Oracle Workflow User Navigation Paths
This appendix lists the navigation paths to Oracle Workflow user Web pages in the seeded Oracle Workflow responsibilities for Oracle Applications.
B Oracle Workflow User Personalizations
This appendix lists features that you can add to Oracle Workflow user Web pages through Oracle Applications Framework Personalization.
You can select from many sources of information, including online documentation, training, and support services, to expand your scholarship and understanding of Oracle Workflow.
If this pilot refers you to other Oracle Applications documentation, spend only the Release 11i versions of those guides.Online Documentation
If you are using the version of Oracle Workflow embedded in Oracle Applications, note that complete Oracle Applications documentation is available online (HTML or PDF).
PDF Documentation - discern the Oracle Applications Documentation Library CD for current PDF documentation for your product with each release. The Oracle Applications Documentation Library is too available on OracleMetaLink and is updated frequently.
Online befriend - Online befriend patches (HTML) are available on OracleMetaLink.
About Documents - advert to the About document for the mini-pack or family pack that you hold installed to learn about feature updates, installation information, and modern documentation or documentation patches that you can download. About documents are available on OracleMetaLink.
If you are using the standalone version of Oracle Workflow, note that this pilot is available online in HTML format. The HTML documentation is available from a URL provided by your system administrator or from the befriend icon in the Oracle Workflow Web pages.Related Guides
You may want to advert to other Oracle Workflow guides and Oracle Applications implementation documentation when you set up and spend Oracle Workflow. Additionally, Oracle Workflow is used by other Oracle Applications products to provide embedded workflows and trade events. Therefore, if you are using the version of Oracle Workflow embedded in Oracle Applications, you may want to advert to other products' guides to learn more about the workflows and trade events they include.
You can read the guides online by choosing Library from the expandable menu on your Oracle Applications HTML befriend window, by reading from the Oracle Applications Documentation Library CD included in your media pack, or by using a Web browser with a URL that your system administrator provides.
If you require printed guides, you can purchase them from the Oracle Store at http://oraclestore.oracle.com.Guides Related to complete Products
Oracle Applications User’s Guide
This pilot explains how to enter data, query, flee reports, and navigate using the graphical user interface (GUI) available with this release of Oracle Workflow (and any other Oracle Applications products). This pilot too includes information on setting user profiles, as well as running and reviewing reports and concurrent processes.
You can access this user’s pilot online by choosing ”Getting Started with Oracle Applications” from any Oracle Applications befriend file.Oracle Workflow Documentation Set
Oracle Workflow Administrator's Guide
This pilot explains how to complete the setup steps necessary for any product that includes workflow-enabled processes, as well as how to monitor the progress of runtime workflow processes.
Oracle Workflow Developer's Guide
This pilot explains how to define modern workflow trade processes and customize existing Oracle Applications-embedded workflow processes. It too describes how to define and customize trade events and event subscriptions.
Oracle Workflow API Reference
This pilot describes the APIs provided for developers and administrators to access Oracle Workflow.Guides Related to This Product
Oracle Assets User Guide
In Oracle Assets, you can post capital project costs to become depreciable fixed assets. advert to this pilot to learn how to query mass additions imported from other products to Oracle Assets and to review asset information.
Oracle general Ledger User Guide
Use this manual when you draw and define your chart of accounts, accounting era types and accounting calendar, functional currency, and set of books. The manual too describes how to define journal entry sources and categories so you can create journal entries for your general ledger. If you spend multiple currencies, spend this manual when you define additional rate types, and enter daily rates. This manual too includes complete information on implementing Budgetary Control.
Oracle HRMS Documentation Set
This set of guides explains how to define your employees, so you can give them operating unit and job assignments. It too explains how to set up an organization (operating unit). Even if you finish not install Oracle HRMS, you can set up employees and organizations using Oracle HRMS windows. Specifically, the following manuals will befriend you set up employees and operating units:
Using Oracle HRMS - The Fundamentals
This user pilot explains how to set up and spend enterprise modeling, organization management, and cost analysis.
Managing People Using Oracle HRMS
Use this pilot to learn about entering employees.
Oracle Payables User Guide
Refer to this manual to learn how to spend Invoice Import to create invoices in Oracle Payables from expense reports data in the Oracle Payables interface tables. This manual too explains how to define suppliers, and how to specify supplier and employee numbering schemes for invoices.
Oracle Projects Implementation Guide
Use this manual as a pilot for implementing Oracle Projects. This manual too includes appendixes covering duty security, menus and responsibilities, and profile options.
Oracle Purchasing User Guide
Use this pilot to learn about entering and managing the requisitions and purchase orders that relate to your projects. This manual too explains how to create purchase orders from project-related requisitions in the AutoCreate Documents window.
Oracle Receivables User Guide
Use this manual to learn more about Oracle Receivables invoice processing and invoice formatting, defining customers, importing transactions using AutoInvoice, and defining automatic accounting in Oracle Receivables.
Oracle trade Intelligence System Implementation Guide
This pilot provides information about implementing Oracle trade Intelligence (BIS) in your environment
BIS 11i User pilot Online Help
This pilot is provided as online befriend only from the BIS application and includes information about intelligence reports, Discoverer workbooks, and the Performance Management Framework.
Using Oracle Time Management
This pilot provides information about capturing toil patterns such as shift hours so that this information can exist used by other applications such as Oracle general Ledger.Installation and System Administration
Oracle Applications Concepts
This pilot provides an introduction to the concepts, features, technology stack, architecture, and terminology for Oracle Applications Release 11i. It provides a useful first bespeak to read before installing Oracle Applications.
Installing Oracle Applications
This pilot provides instructions for managing the installation of Oracle Applications products. In Release 11i, much of the installation process is handled using Oracle Rapid Install, which minimizes the time to install Oracle Applications and the Oracle technology stack by automating many of the required steps. This pilot contains instructions for using Oracle Rapid Install and lists the tasks you exigency to fulfill to finish your installation. You should spend this pilot in conjunction with individual product user's guides and implementation guides.
Upgrading Oracle Applications
Refer to this pilot if you are upgrading your Oracle Applications Release 10.7 or Release 11.0 products to Release 11i. This pilot describes the upgrade process and lists database and product-specific upgrade tasks. You must exist either at Release 10.7 (NCA, SmartClient, or character mode) or Release 11.0 to upgrade to Release 11i. You cannot upgrade to Release 11i directly from releases prior to 10.7.
Maintaining Oracle Applications
Use this pilot to befriend you flee the various AD utilities, such as AutoUpgrade, AutoPatch, AD Administration, AD Controller, AD Relink, License Manager, and others. It contains how-to steps, screenshots, and other information that you exigency to flee the AD utilities. This pilot too provides information on maintaining the Oracle Applications file system and database.
Oracle Applications System Administrator’s Guide
This pilot provides planning and reference information for the Oracle Applications system administrator. It contains information on how to define security, customize menus and online help, and manage concurrent processing.
Oracle Alert User’s Guide
This pilot explains how to define occasional and event alerts to monitor the status of your Oracle Applications data.Other Implementation Documentation
Oracle Applications Product Update Notes
Use this pilot as a reference for upgrading an installation of Oracle Applications. It provides a history of the changes to individual Oracle Applications products between Release 11.0 and Release 11i. It includes modern features, enhancements, and changes made to database objects, profile options, and seed data for this interval.
Multiple Reporting Currencies in Oracle Applications
If you spend the Multiple Reporting Currencies feature to record transactions in more than one currency, spend this manual before implementing Oracle Applications. This manual details additional steps and setup considerations for implementing Oracle Applications with this feature.
Multiple Organizations in Oracle Applications
This pilot describes how to set up and spend Oracle Applications' Multiple Organization support feature, so you can define and support different organization structures when running a lone installation of Oracle Applications.
Oracle Applications Flexfields Guide
This pilot provides flexfields planning, setup, and reference information for the Oracle Applications implementation team, as well as for users liable for the ongoing maintenance of Oracle Applications product data. This pilot too provides information on creating custom reports on flexfields data.
Oracle Applications Developer’s Guide
This pilot contains the coding standards followed by the Oracle Applications evolution staff. It describes the Oracle Application remonstrate Library components needed to implement the Oracle Applications user interface described in the Oracle Applications User Interface Standards for Forms-Based Products. It too provides information to befriend you build your custom Oracle Forms Developer forms so that they integrate with Oracle Applications.
Oracle Applications User Interface Standards for Forms-Based Products
This pilot contains the user interface (UI) standards followed by the Oracle Applications evolution staff. It describes the UI for the forms-based Oracle Applications products and how to apply this UI to the design of an application built using Oracle Forms.
Oracle eTechnical Reference Manuals
Each eTechnical Reference Manual (eTRM) contains database diagrams and a circumstantial description of database tables, forms, reports, and programs for a specific Oracle Applications product. This information helps you convert data from your existing applications, integrate Oracle Applications data with non-Oracle applications, and write custom reports for Oracle Applications products. Oracle eTRM is available on OracleMetaLink.
Oracle Applications Message Reference Manual
This manual describes Oracle Applications messages. This manual is available in HTML format on the documentation CD-ROM for Release 11i.Training and Support
Oracle offers a complete set of training courses to befriend you and your staff master Oracle Workflow and attain full productivity quickly. These courses are organized into functional learning paths, so you recall only those courses commandeer to your job or belt of responsibility.
You hold a selection of educational environments. You can attend courses offered by Oracle University at any one of their many Education Centers, you can arrange for their trainers to drill at your facility, or you can spend Oracle Learning Network (OLN), Oracle University's online education utility. In addition, Oracle training professionals can tailor yardstick courses or develop custom courses to meet your needs. For example, you may want to spend your organization’s structure, terminology, and data as examples in a customized training session delivered at your own facility.
From on-site support to central support, their team of experienced professionals provides the befriend and information you exigency to withhold Oracle Workflow working for you. This team includes your Technical Representative, Account Manager, and Oracle’s great staff of consultants and support specialists, with expertise in your trade area, managing an Oracle Database, and your hardware and software environment.Do Not spend Database Tools to Modify Oracle Applications Data
Oracle STRONGLY RECOMMENDS that you never spend SQL*Plus, Oracle Data Browser, database triggers, or any other tool to modify Oracle Applications data unless otherwise instructed.
Oracle provides powerful tools you can spend to create, store, change, retrieve, and maintain information in an Oracle database. But if you spend Oracle tools such as SQL*Plus to modify Oracle Applications data, you risk destroying the integrity of your data and you lose the aptitude to audit changes to your data.
Because Oracle Applications tables are interrelated, any change you build using an Oracle Applications configuration can update many tables at once. But when you modify Oracle Applications data using anything other than Oracle Applications, you may change a row in one table without making corresponding changes in related tables. If your tables rep out of synchronization with each other, you risk retrieving erroneous information and you risk unpredictable results throughout Oracle Applications.
When you spend Oracle Applications to modify your data, Oracle Applications automatically checks that your changes are valid. Oracle Applications too keeps track of who changes information. If you enter information into database tables using database tools, you may store invalid information. You too lose the aptitude to track who has changed your information because SQL*Plus and other database tools finish not withhold a record of changes.
Copyright © 2003, 2005, Oracle. complete rights reserved.
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Medical [69 Certification Exam(s) ]
Microsoft [374 Certification Exam(s) ]
Mile2 [3 Certification Exam(s) ]
Military [1 Certification Exam(s) ]
Misc [1 Certification Exam(s) ]
Motorola [7 Certification Exam(s) ]
mySQL [4 Certification Exam(s) ]
NBSTSA [1 Certification Exam(s) ]
NCEES [2 Certification Exam(s) ]
NCIDQ [1 Certification Exam(s) ]
NCLEX [2 Certification Exam(s) ]
Network-General [12 Certification Exam(s) ]
NetworkAppliance [39 Certification Exam(s) ]
NI [1 Certification Exam(s) ]
NIELIT [1 Certification Exam(s) ]
Nokia [6 Certification Exam(s) ]
Nortel [130 Certification Exam(s) ]
Novell [37 Certification Exam(s) ]
OMG [10 Certification Exam(s) ]
Oracle [279 Certification Exam(s) ]
P&C [2 Certification Exam(s) ]
Palo-Alto [4 Certification Exam(s) ]
PARCC [1 Certification Exam(s) ]
PayPal [1 Certification Exam(s) ]
Pegasystems [12 Certification Exam(s) ]
PEOPLECERT [4 Certification Exam(s) ]
PMI [15 Certification Exam(s) ]
Polycom [2 Certification Exam(s) ]
PostgreSQL-CE [1 Certification Exam(s) ]
Prince2 [6 Certification Exam(s) ]
PRMIA [1 Certification Exam(s) ]
PsychCorp [1 Certification Exam(s) ]
PTCB [2 Certification Exam(s) ]
QAI [1 Certification Exam(s) ]
QlikView [1 Certification Exam(s) ]
Quality-Assurance [7 Certification Exam(s) ]
RACC [1 Certification Exam(s) ]
Real-Estate [1 Certification Exam(s) ]
RedHat [8 Certification Exam(s) ]
RES [5 Certification Exam(s) ]
Riverbed [8 Certification Exam(s) ]
RSA [15 Certification Exam(s) ]
Sair [8 Certification Exam(s) ]
Salesforce [5 Certification Exam(s) ]
SANS [1 Certification Exam(s) ]
SAP [98 Certification Exam(s) ]
SASInstitute [15 Certification Exam(s) ]
SAT [1 Certification Exam(s) ]
SCO [10 Certification Exam(s) ]
SCP [6 Certification Exam(s) ]
SDI [3 Certification Exam(s) ]
See-Beyond [1 Certification Exam(s) ]
Siemens [1 Certification Exam(s) ]
Snia [7 Certification Exam(s) ]
SOA [15 Certification Exam(s) ]
Social-Work-Board [4 Certification Exam(s) ]
SpringSource [1 Certification Exam(s) ]
SUN [63 Certification Exam(s) ]
SUSE [1 Certification Exam(s) ]
Sybase [17 Certification Exam(s) ]
Symantec [134 Certification Exam(s) ]
Teacher-Certification [4 Certification Exam(s) ]
The-Open-Group [8 Certification Exam(s) ]
TIA [3 Certification Exam(s) ]
Tibco [18 Certification Exam(s) ]
Trainers [3 Certification Exam(s) ]
Trend [1 Certification Exam(s) ]
TruSecure [1 Certification Exam(s) ]
USMLE [1 Certification Exam(s) ]
VCE [6 Certification Exam(s) ]
Veeam [2 Certification Exam(s) ]
Veritas [33 Certification Exam(s) ]
Vmware [58 Certification Exam(s) ]
Wonderlic [2 Certification Exam(s) ]
Worldatwork [2 Certification Exam(s) ]
XML-Master [3 Certification Exam(s) ]
Zend [6 Certification Exam(s) ]
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