More Oracle Answers
Question Library
Ask a question about Oracle
Volunteer
Experts of the Month
Expert Login
Awards
About Us
Tell friends
Link to Us
Disclaimer
|
| |
|
|
| |
| | | |
About Vikash Pattnaik
Expertise
I can answer all questions pertaining to configuration in Base Benefits, Benefit Administration, E-Benefits , Benefit Billing and Workforce Administration in PeopleSoft HRMS. Though I can answer questions on design and functionality evaluation for interfaces in Benefits I cannot be of much help with programming related queries.
I am not a technical expert and hence cannot answer questions related to programming or DBA activities.
Experience
I am a PeopleSoft HR Functional Consultant with expertise in Benefits, Benefit Administration, Benefit Billing and e-benefits. I have worked in versions 8.3,8.8,8.9 and 9.0. I have a masters degree in Human Resource Management and am a specialist in USA Employee Benefits legislations. From a technical stand-point I have extensive knowledge in HIPAA compliant EDI interfaces. In addition, I have configured core business setup and Workforce Administration module from end-to-end in version 8.9.
Education/Credentials
MBA (Major Systems and HR)
B.E.
| | |
| |
You are here: Experts > Computing/Technology > Oracle > Oracle > Implementing Benefits
Oracle - Implementing Benefits
Expert: Vikash Pattnaik - 5/12/2008
Question
We are implementing PeopleSoft Benefits (in the USA) into a system that already has HR running. Is there something we need to have from the existing HR system to be able to roll in the Benefits?
Answer
Hi Pankaj, Good Day.
By 'benefits' I would understand that you are either implementing Base benefit alone or Base benefit and Benefit Administration together.
If you are implementing Base benefit alone, then you focus primarily rests on gathering all statutorily required data from the pre-existing HR system without worrying too much about employee transactions. Some of the key ones are, Name, Date of Birth, Employee social security number, Disability details (for STD and LTD plans only), marital status, Student status and smoker status.
One other nice to have information is the Emergency contact detail which is required by some of the benefit providers.
Usually you would already have most of this information in the existing system.
If you are implementing BenAdmin also,(in addition to the above data) the kind of data required depends mainly on the complexity of business process and how it is tied to benefit entitlements. Though the whole data need is difficult to pen down here, let me guide you through some of the important ones.
Action and action reason are the most important setups and practically drive your event rules and triggers for event maintenance. You would need to know how the actions and action_reasons for job transaction affect your benefit eligibility.
Apart from this, if you look at navigation Setup HRMS > Product Related > Automated Benefits >Eligibility and Event rules > Eligibility Rules you will get an idea of all the essential personal and job data information that would be required to define the eligibility of employees and dependents to given benefit plans. Take the ones that really define your client’s benefit eligibility rules.
Feel free to ask incase of any doubt.
Best regards
Vikash
Add to this Answer
Ask a Question
|
|
