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In his 10 years at Waterbury, Conn.-primarily based Webster bank, Chris Muller has considered at least a dozen direct acquisitions hold the institution to about three,400 employees in a hundred and seventy areas, and belongings of $17.5 billion. One acquisition in selected stands out: First Federal of Massachusetts. Affecting 600 personnel, it was Webster’s most formidable deal—and one knotty by means of massive HR expertise concerns.
as an example, First Federal outsourced every solitary employee merits whereas Webster dealt with most advantages in-house. As continually occurs, Webster, because the acquiring company, bought its preference of systems and turned into answerable for making bound every thing labored. but a entire lot of the suggestions Webster needed about First Federal’s personnel was with outsourcers and turned into badly old-fashioned. “We discovered that a lot of the facts turned into fallacious,” including beneficiary names, says Muller, vice president of HR know-how.
To extra complicate matters, the deal’s particulars—and the record of employees to live built-in—saved changing “as much as the 11th hour,” Muller recollects. each and every of the 600 employees had to fill out complete enrollment records, and information for each configuration needed to live entered into a laptop—all within two weeks.
As Muller learned firsthand, mergers and acquisitions can set HR information techniques to the most desirable examine. Departments must assemble commonly disparate methods, always on taut closing dates and confined budgets, to deliver counsel Important at every solitary degrees of the enterprise. Success requires thorough planning and punctilious execution in addition to a cohesive HR techniques integration method.
For a corporation seeking to live got, and even to divest one or extra divisions, having HR systems and facts that facilitate the process will likewise live a crucial selling factor. At corporations where augment is fueled partly through acquisitions, managing HR expertise can live most advantageous achieved with the aid of a device that faucets into proven methodology for correctly absorbing every newly received trade and its personnel.
according to the IT infrastructure apply of Washington, D.C.-primarily based PA Consulting group, acquiring groups should quiet start through looking at their corporate enterprise method. In when you account that technology’s role, HR may quiet seat of attention on picking out areas of change and compatibility: Will the acquired trade live absorbed into an latest division or kindhearted a brand recent one? Is the newly acquired company’s trade different adequate that it will require systems adjustments to accommodate different types of organizational structure, compensation and advantages?
reckoning on the answers, an organization might exigency simplest some adjustments to its methods, or it may find itself vastly reconfiguring its HR administration techniques (HRMS) software and even looking for a brand recent apparatus that may accommodate its recent necessities.
Absorbing an obtained company’s statistics into the buying enterprise’s techniques may likewise live more intricate than expected. “we possess shoppers that did [back-end HR system] mergers two and three years in the past which are nevertheless coping with the matter [of integration],” says Doug Miller, vice president of advertising at Authoria, a Waltham, Mass.-based mostly human capital administration application dealer. it could possibly hold time to acquire every solitary of the HR tactics to drudgery and to unravel statistics oversight and different surprises when merging two systems.
Or, the enterprise may accomplish a decision to outsource as a substitute.
for example, Webster financial institution organize it had to manage received businesses with enormously distinctive drudgery schedules, together with a yoke of coverage companies. because the financial institution had to control commissioned personnel who labored out of their buildings and had irregular schedules, it finally wrote its own time and attendance system to accommodate the adaptations. additionally, managing unemployment advantages, incapacity, and household and scientific scurry away in numerous states proved difficult. So, instead of integrating those methods, Webster determined to outsource those services.
In some acquisition eventualities, one or both of the businesses can possess outsourcing or service contracts in location. if so, PA Consulting group managing advisor Craig Rintoul recommends doing an analysis to verify whether it would live cheaper and easier to crash the contract, or more cost-effective and extra efficient to strengthen an interface with the provider.
world acquisitions present enjoyable challenges regarding numerous languages in addition to regulatory requirements. for instance, having a training system “doesn’t sound relish that gigantic a deal,” says Rintoul. “but in certain industries and certain countries, [employers] must prove that [their] americans are in a position and were informed in fitness and safety strategies. At any given point, you can live required to array to an external regulator that your people possess been trained.”
China, as an instance, locations a number of restrictions on employers, imposing laws on things relish maximum quantities of time beyond regulation. “one in every of my purchasers has long past there and been fairly greatly surprised at what they're allowed to Do or now not allowed to do,” says Rintoul. The privilege HR device can aid the enterprise in verifying compliance with chinese language laws. Employers operating globally should forecast to arrive across changes and challenges as they align techniques across cultural traces.
at last, in due to the fact that corporate approach with know-how strategy, live certain your programs can accommodate an organization that grows through acquisitions. pink Man Pipe and supply, a Tulsa, Okla.-based mostly distributor of pipe, valves and fittings to the economic and oil box markets, has grown from 200 to 1,000 personnel over the last few years through acquisitions.
since the number of recent employees delivered through every acquisition ranged from a dozen to pretty much 200, the enterprise has chosen to manually enter the vital counsel into its HRMS. nonetheless it currently realized that it changed into attaining a restrict on the number of employees it could manage beneath the license terms of its HRMS dealer.
“We’re getting able to upgrade their [system] to another thousand worker module,” says human components manager Rus Hoos.
going in Synch
beyond method, managing HR technology every solitary the route through a merger or acquisition requires that employers utterly examine their HR techniques’ requirements and capabilities.
Managers deserve to adequately objective head matter number, locate in-condo ability, practice uniform efficiency metrics for evaluation, and objective for succession at any stage of the trade so that the departure of a key worker does not disrupt enterprise. know-how integration must occur entirely and promptly satisfactory that general operations by no means appear disturbed to clients. If the methods of both agencies are too dissimilar, the HR department might exigency an extra technique to resolve the issues.
An manner some groups hold is to build a data warehouse, a sort of advanced database apparatus that takes suggestions from disparate systems and offers groups a unified view of gathered data. however implementation—which contains really expert utility, hardware and considerable abilities—can hold a yr or greater to finished, nevertheless leaving operations fractured. an organization can likewise roll out a solitary set of global enterprise software for every solitary divisions, obsolete and new. however, again, that might hold two to a few years or extra. PA Consulting managing advisor Scott Lever says the preference to scurry with unified utility can likewise arrive down to one question: Will it nevertheless live legitimate when the rollout is completed, or will the brand recent device live old-fashioned and wish its own replacement?
eventually, respect that if two groups really utilize the equal HR management utility, they nevertheless might likewise possess integration complications, says Brenda Byron, director of HR shared capabilities at Alliant Techsystems Inc. (ATK) in Edina, Minn., a $2.eight billion superior weapons and area systems trade with about 14,500 employees. ATK has received eight businesses in the past four years, and while it uses Oracle/PeopleSoft, no longer a solitary one among its acquisitions did. notwithstanding one had, HR would possess had to roll up its sleeves.
“I’ve had publicity to PeopleSoft at three locations, and each one used it in another way,” says Byron. The issue is that each one businesses possess what they harmonize with special situations and circumstances, so that they configure the application to superior scurry well with them. The probabilities of two agencies even in a similar enterprise the utilize of every solitary the equal settings are essentially zero.
With the privilege coalesce of programs and outsourcing in location, HR can proceed to the next quagmire: synthesizing the statistics from the got business. each database rests on assumptions of what assistance really capacity, and there could live more than one preempt interpretation. Webster financial institution twice obtained institutions that set the measure workweek at 40 hours whereas it used 37.5 hours, so the HR offshoot had to alter salaries going into the gadget in order that individuals didn’t unexpectedly suffer a pay cut.
generally every solitary the route through a merger or acquisition, businesses find modifications in groups’ HR systems and how they define fundamental facts. often, these modifications may likewise live refined and might live poorly documented. If that’s the case, HR should quiet stream without retard to identify individuals at the received company who recognize the solutions, however who might live leaving for other opportunities, and acquire the tips whereas it is quiet practicable to Do so.
as an instance, a corporation could discover that the “definitions” that vary involve such fundamentals as holiday time, the variety of allowable unwell days and even the number of salary grades. GE power, a roughly $18 billion division of typical electric powered that has performed more than 100 acquisitions in the past 5 years, regularly runs into this difficulty. “I could live a grade 2; you might possibly live a grade three,” says John Blowers, manager of HR assistance strategy. “How Do they wholesome into the pay hierarchy?”
a far better grade can set an worker recent to GE, generic for its tradition of disposing of the bottom-performing 10 p.c of its employees, into effectively unfair competition with others who've an extended background with the enterprise and who, in consequence, possess more handicap about a route to acquire things finished. The company has likewise discovered that working titles that may live vital within the container could now not proper the commonplace titles GE uses. It can live necessary for HR to unravel these forms of discrepancies on an individual-with the aid of-grownup basis.
Timing Is every slight thing
whereas accuracy is a must possess in completing HR systems integration, so is pace. The results might possess an consequence on a corporation’s foundation line because the faster recent employees are settled, the earlier they could concentrate on work.
As with every thing else in HR systems integration every solitary through a merger or acquisition, there are a yoke of limitations to overcome. Even choices as primary as settling on when employees may live paid may live complicated via payroll timing considerations that exigency to live coordinated across trade lines. “you've got tax liability and balances that should live introduced over to a recent system,” says Tom Tillman, director of product advertising HRMS seller Sage application in Irvine, Calif. Making the changes on the privilege time—the halt of a fiscal yr or the halt of a quarter—can acquire rid of the problems of accounting for present balances.
but counting on the timing of a deal, it may well even live unimaginable to comprehensive the entire facts migration by means of the cut-off date. That’s why HR may likewise opt for a staged system changeover, an approach it could must sell to management. “in the past they tried to position the entire facts into the device at once,” says GE energy’s Blowers. “Now they parse it out.”
Tillman says his first precedence when he learns that a merger or acquisition has been finalized is coming into very own counsel and creating enterprise IDs that allow recent personnel to acquire the apparatus and functions they deserve to Do their work. The leisure of the tips is processed over the subsequent two or three weeks to evade delaying information entry for every thing.
“We had to problem the [corporate] intellect-set of the time that [said] every checklist needs to live complete always,” Blowers says. “It became a pretty safe theory, however it was bucking up towards the operational needs.”
HR specialists experienced in mergers and acquisitions understand that each deal is probably disruptive, and a few integration considerations may likewise possess you chasing touching objectives for months. however, with proper planning, an eye for detail and a few flexibility, HR could accomplish the system scurry greater smoothly and aid the trade meet its desires.
Erik Sherman is a contract journalist in Marshfield, Mass., who covers management issues.
Cisco UCS®) delivered world-list performance on Oracle PeopleSoft Human resources management methods (HRMS) 9.1 FP2 Self-service (on-line transaction processing [OLTP]) and Self-service and Payroll Batch benchmarks.
The Oracle PeopleSoft Human substances management system (HRMS) 9.1 FP2 benchmark results for the Self-carrier element of the benchmark demonstrate world-record performance and linear scalability. These results give you direct evidence of the diploma to which you can scale your Cisco Unified Computing system™ deployments as the number of clients of your human materials administration gadget grows
Oracle PeopleSoft HRMS 9.1 FP2 Self-carrier Benchmark effectsnumber of users general Search Time (seconds) regular retain Time ( seconds) Transactions per Minute Availability Date 12,000 0.294 0.139 2400 January 15, 2015 sixteen,000 0.324 0.155 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 added-giant information mannequin Benchmark consequencesvariety of clients Minutes funds per Hour Availability Date 500,480 21.95 1,368,055 January 15, 2015
one of the vital key highlights of Cisco’s Oracle PeopleSoft Benchmark consequences are:
try the efficiency brief for additional information on the benchmark configuration. Cisco measured the efficiency of every solitary three components of the Oracle PeopleSoft HRMS benchmark. The disclosures for the three accessories are available at the following places:
it's wonderful to live alert that although every solitary vendors possess entry to equal Intel processors, handiest Cisco u.s.a.unleashes their punch to convey lofty performance to functions during the power of unification. The entertaining, cloth-centric architecture of Cisco united statesintegrates the Intel Xeon processors into a apparatus with a stronger stability of materials that brings processor punch to lifestyles. . For more information on Cisco americaand Cisco americaintegrated Infrastructure solutions tickle dispute with Cisco Unified Computing & Servers web page.
Cisco measured the efficiency of every solitary three add-ons of the Oracle PeopleSoft HRMS benchmark. The disclosures for the three components can live organize at the following areas:
Oracle has simply launched its quarterly safety update addressing seventy eight vulnerabilities throughout its total purview of items, many of which are rated essential.
"due to the threat posed by using a a hit assault, Oracle strongly recommends that consumers practice CPU [Critical Patch Update] fixes as quickly as viable," the company says.
Some vulnerabilities may likewise live mitigated by blockading the network protocols required for their exploitation. other dangers can likewise live decreased by route of decreasing the privileges of the attacked accessories.
a listing of products plagued by vulnerabilities patched during this unlock is as follows:
· Oracle Database 11g unlock 2, versions eleven.2.0.1, eleven.2.0.2
· Oracle Database 11g free up 1, version 18.104.22.168
· Oracle Database 10g unlock 2, models 10.2.0.three, 10.2.0.four, 10.2.0.5
· Oracle Database 10g release 1, version 10.1.0.5
· Oracle comfy Backup, version 10.3.0.3
· Oracle Fusion Middleware 11g free up 1, types 11.1.1.three.0, eleven.22.214.171.124, 126.96.36.199.0
· Oracle utility Server 10g liberate 3, edition 10.1.3.5.0
· Oracle software Server 10g unencumber 2, edition 10.1.2.3.0
· Oracle company Intelligence enterprise edition, versions 10.1.three.4.1, 188.8.131.52
· Oracle id administration 10g, versions 10.1.4.0.1, 10.1.4.three
· Oracle JRockit, versions R27.6.9 and prior (JDK/JRE 1.4.2, 5, 6), R28.1.3 and previous (JDK/JRE 5, 6)
· Oracle backyard In technology, types 8.three.2.0, eight.3.5.0
· Oracle commercial enterprise supervisor 10g Grid control liberate 1, version 10.1.0.6
· Oracle trade supervisor 10g Grid control release 2, edition 10.2.0.5
· Oracle commercial enterprise supervisor 11g Grid control liberate 1, edition eleven.1.0.1
· Oracle E-enterprise Suite liberate 12, versions 12.0.4, 12.0.6, 12.1.1, 12.1.2, 12.1.3
· Oracle E-company Suite free up 11i, version 184.108.40.206
· Oracle Agile technology Platform, models 9.three.0.3, 220.127.116.11
· Oracle PeopleSoft trade FIN, version 9.0, 9.1
· Oracle PeopleSoft enterprise FMS, models 9.0, 9.1
· Oracle PeopleSoft enterprise FSCM, models 9.0, 9.1
· Oracle PeopleSoft trade HRMS, models 8.9, 9.0, 9.1
· Oracle PeopleSoft commercial enterprise SCM, types 9.0, 9.1
· Oracle PeopleSoft enterprise PeopleTools, types 8.forty nine, eight.50, 8.fifty one
· Oracle solar Product Suite
Oracle releases patches on a quarterly basis, within the Tuesday it is closest to the 17th. The subsequent patch is scheduled for October 2011 and it'll live the closing for this 12 months.
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In his 10 years at Waterbury, Conn.-based Webster Bank, Chris Muller has seen at least a dozen direct acquisitions hold 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 every solitary employee benefits whereas Webster handled most benefits in-house. As usually happens, Webster, as the acquiring company, got its preference of systems and was responsible for making certain 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 live 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 live entered into a computer—all within two weeks.
As Muller learned firsthand, mergers and acquisitions can set HR information systems to the ultimate test. Departments must bring together often disparate systems, usually on taut deadlines and limited budgets, to provide information faultfinding at every solitary levels of the company. Success requires thorough planning and punctilious execution as well as a cohesive HR systems integration strategy.
For a company looking to live acquired, or even to divest one or more divisions, having HR systems and data that facilitate the process can live an Important selling point. At companies where growth is fueled partly by acquisitions, managing HR technology may live 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 practice 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 contrast and compatibility: Will the acquired company live absorbed into an existing division or configuration a recent 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 recent system that can accommodate its recent requirements.
Absorbing an acquired company’s data into the acquiring company’s systems can live more difficult than anticipated. “We possess customers that did [back-end HR system] mergers two and three years ago that are quiet 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 hold time to acquire every solitary the HR processes to drudgery and to resolve data mistakes and other surprises when merging two systems.
Or, the company may resolve to outsource instead.
For example, Webster Bank organize it had to manage acquired companies with significantly different drudgery 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 possess 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 live cheaper and simpler to crash 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 gigantic a deal,” says Rintoul. “But in certain industries and particular countries, [employers] must prove that [their] people are capable and possess been trained in health and safety procedures. At any given point, you can live required to prove to an external regulator that your people possess 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 Do or not allowed to do,” says Rintoul. The privilege HR system can aid the employer in verifying compliance with Chinese laws. Employers operating globally should hope to encounter adjustments and challenges as they align systems across cultural lines.
Finally, in considering corporate strategy with technology strategy, accomplish certain 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 bailiwick markets, has grown from 200 to 1,000 employees over the past few years through acquisitions.
Because the number of recent 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 objective head count, locate in-house talent, apply uniform performance metrics for review, and objective 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 prevalent 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 hold is to build a data warehouse, a sort of knotty 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 hold a year or more to complete, quiet leaving operations fractured. A company likewise can roll out a solitary set of global enterprise software for every solitary divisions, obsolete and new. But, again, that could hold two to three years or more. PA Consulting managing consultant Scott Lever says the decision to scurry with unified software may arrive down to one question: Will it quiet live telling when the rollout is completed, or will the recent system live outdated and exigency its own replacement?
Finally, recognize that if two companies actually utilize the selfsame HR management software, they quiet may possess 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 solitary one of its acquisitions did. Even if one had, HR would possess 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 every solitary companies possess what they account special conditions and circumstances, so they configure the software to better suit them. The chances of two companies even in an identical trade using every solitary the selfsame settings are virtually zero.
With the privilege coalesce 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 live more than one revise interpretation. Webster Bank twice acquired institutions that set the measure 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 suffer 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 live subtle and may live poorly documented. If that’s the case, HR should scurry quickly to identify people at the acquired company who know the answers, but who might live leaving for other opportunities, and acquire the information while it is quiet practicable to Do so.
For instance, a company might find that the “definitions” that vary involve 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 live a grade 2; you might live a grade 3,” says John Blowers, manager of HR information strategy. “How Do they proper into the pay hierarchy?”
A higher grade can set an employee recent to GE, known for its culture of eliminating the lowest-performing 10 percent of its employees, into effectively unfair competition with others who possess a longer history with the company and who, as a result, possess more knowledge about how to acquire things done. The company has likewise organize that working titles that may live Important in the bailiwick might not match the measure titles GE uses. It may live 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 feel a company’s bottom line because the faster recent 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 live paid may live complicated by payroll timing issues that must live coordinated across company lines. “You possess tax liability and balances that possess to live brought over to a recent system,” says Tom Tillman, director of product marketing HRMS vendor Sage Software in Irvine, Calif. Making the changes at the privilege 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 likewise live impossible to complete every solitary the data migration by the deadline. That’s why HR may opt for a staged system changeover, an approach it may possess to sell to management. “In the past they tried to set every solitary 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 recent employees to acquire the apparatus and services they exigency to Do their work. The ease 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 live complete at every solitary times,” Blowers says. “It was a safe 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 possess you chasing touching targets for months. But, with proper planning, an eye for detail and some flexibility, HR can accomplish the process scurry more smoothly and aid the company meet its goals.
Erik Sherman is a freelance journalist in Marshfield, Mass., who covers management issues.
As one of the foremost masters of teaching the fundamentals of the golf swing, David Leadbetter has helped thousands of golfers help their games, from accomplished pros to rank amateurs. Leadbetter's talent and dedication to golf instruction eventually led to the growth of David Leadbetter Golf Academies, with locations in 14 countries around the world. However, the growth of the trade left its trade processes in the rough, leading it to install an SAP SMB platform.
In this video from SAP's 2016 Sapphire Now conference, Ben Riches, David Leadbetter Golf's managing director, explains how SAP trade One (SAP B1) helped the company acquire a safe grip on its trade processes and gain insights that were not practicable with the applications it had used in the past. Aimed at tiny and medium-sized businesses, SAP SMB B1 was ideal for a company the size of David Leadbetter Golf, Riches says.
"We possess a very big brand presence within the golf instruction industry, but we're actually quite a spare business, we're quite a tiny company in terms of infrastructure," Riches says. "We organize through the transitions that we'd been through as a trade that they didn't really possess any insight or clarity on the trade -- how often were their coaches teaching, what sort of lessons were they giving, how often was that student returning. every solitary of that sort of information is key to us being able to grow the business, and so that's what led us to SAP as the solution to aid us acquire to that point."
Working with implementation confederate Vision33, David Leadbetter Golf saw positive results from SAP SMB B1 almost immediately, Riches explains. Replacing functional but limited applications relish Intuit QuickBooks, Microsoft outdo and RMS, B1 helped the company streamline trade processes -- eliminating manual entries, for example -- and acquire a more accurate picture of inventory. Further, B1 has made it practicable to know what the instructors are doing and when, greatly improving the trait of each lesson.
As positive as the results possess been, David Leadbetter Golf is really only on the front line of the digital transformation. Riches says the company intends to scurry from trade improvements to revolutionizing the route it teaches the game.
"What we've organize is that they now possess a better picture of their business, they know what we're doing and they know what their instructors and employees are doing, but it doesn't connect through to what their customers or students are doing," he says. "So the next phase for us is to drudgery with SAP to start finding ways that they can hold and contain a database of data that their students possess got."View every solitary Videos
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Welcome to Release 2.6.4 of the Oracle Workflow Developer's Guide.
This lead assumes you possess a working knowledge of the following:
The principles and customary practices of your trade area.
If you possess 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.
Operating system concepts.
Oracle Database, Oracle Application Server, and PL/SQL technology.
If you possess never used these products, Oracle suggests you attend training classes available through Oracle University.
See Related Documents for more Oracle Applications product information.TTY Access to Oracle advocate Services
Oracle provides dedicated Text Telephone (TTY) access to Oracle advocate Services within the United States of America 24 hours a day, seven days a week. For TTY support, convene 800.446.2398.Documentation Accessibility
Our goal is to accomplish Oracle products, services, and supporting documentation accessible, with safe usability, to the disabled community. To that end, their documentation includes features that accomplish 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 live accessible to every solitary 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 void 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 contain 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 Defining a Workflow Process
This chapter tells you how to utilize Oracle Workflow Builder to define a workflow process definition.
3 Defining Workflow Process Components
This chapter tells you how to utilize Oracle Workflow Builder to define the components necessary to compose a workflow process diagram.
4 Defining a Workflow Process Diagram
This chapter tells you how to utilize Oracle Workflow Builder to define a workflow process diagram and how to load roles from the database so you can apportion notification activities to specific roles.
5 Predefined Workflow Activities
This chapter tells you how to utilize Oracle Workflow's predefined activities.
6 Defining Procedures and Functions for Oracle Workflow
This chapter describes the measure APIs to utilize for Oracle Workflow PL/SQL and Java procedures and functions.
7 Testing a Workflow Definition
This chapter tells you how to test your workflow definitions using the standalone Launch Processes Web page or Oracle Applications Developer Studio.
8 Managing trade Events
This chapter tells you how to manage trade events using the Oracle Workflow Event Manager Web pages.
9 Predefined Workflow Events
This chapter tells you how to utilize Oracle Workflow's predefined events.
10 Demonstration Workflow Processes
This chapter describes the demonstration workflow processes provided with Oracle Workflow. These demonstration processes showcase many Oracle Workflow features.
11 oversight Handling
This chapter describes how Oracle Workflow handles errors in workflow processes and event subscription processing.
A Oracle Workflow Developer Navigation Paths
This appendix lists the navigation paths to Oracle Workflow developer Web pages in the seeded Oracle Workflow responsibilities for Oracle Applications.
B Oracle Workflow Builder Menus and Toolbars
This appendix provides a description of the menus and toolbars in Oracle Workflow Builder.
C Oracle Workflow Implementation in Other Oracle Products
This appendix lists embedded workflows and trade Event System implementation in Oracle E-Business Suite and the Oracle technology stack, as well as Oracle's advocate policy towards the customization of these workflows, events, and subscriptions.
You can elect from many sources of information, including online documentation, training, and advocate services, to augment your knowledge and understanding of Oracle Workflow.
If this lead refers you to other Oracle Applications documentation, utilize 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 every solitary Oracle Applications documentation is available online (HTML or PDF).
PDF Documentation - contemplate the Oracle Applications Documentation Library CD for current PDF documentation for your product with each release. The Oracle Applications Documentation Library is likewise available on OracleMetaLink and is updated frequently.
Online aid - Online aid patches (HTML) are available on OracleMetaLink.
About Documents - refer to the About document for the mini-pack or family pack that you possess installed to learn about feature updates, installation information, and recent 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 lead is available online in HTML format. The HTML documentation is available from a URL provided by your system administrator or from the aid icon in the Oracle Workflow Web pages.Related Guides
You may want to refer to other Oracle Workflow guides and Oracle Applications implementation documentation when you set up and utilize 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 refer 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 aid 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 every solitary Products
Oracle Applications User’s Guide
This lead explains how to enter data, query, dash reports, and navigate using the graphical user interface (GUI) available with this release of Oracle Workflow (and any other Oracle Applications products). This lead likewise includes information on setting user profiles, as well as running and reviewing reports and concurrent processes.
You can access this user’s lead online by choosing ”Getting Started with Oracle Applications” from any Oracle Applications aid file.Oracle Workflow Documentation Set
Oracle Workflow Administrator's Guide
This lead explains how to complete the setup steps necessary for any Oracle Applications product that includes workflow-enabled processes, as well as how to monitor the progress of runtime workflow processes.
Oracle Workflow User's Guide
This lead describes how users can view and respond to workflow notifications and monitor the progress of their workflow processes.
Oracle Workflow API Reference
This lead 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. refer to this lead 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 objective and define your chart of accounts, accounting period types and accounting calendar, functional currency, and set of books. The manual likewise describes how to define journal entry sources and categories so you can create journal entries for your general ledger. If you utilize multiple currencies, utilize this manual when you define additional rate types, and enter daily rates. This manual likewise 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 likewise explains how to set up an organization (operating unit). Even if you Do not install Oracle HRMS, you can set up employees and organizations using Oracle HRMS windows. Specifically, the following manuals will aid you set up employees and operating units:
Using Oracle HRMS - The Fundamentals
This user lead explains how to set up and utilize enterprise modeling, organization management, and cost analysis.
Managing People Using Oracle HRMS
Use this lead to learn about entering employees.
Oracle Payables User Guide
Refer to this manual to learn how to utilize Invoice Import to create invoices in Oracle Payables from expense reports data in the Oracle Payables interface tables. This manual likewise 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 lead for implementing Oracle Projects. This manual likewise includes appendixes covering office security, menus and responsibilities, and profile options.
Oracle Purchasing User Guide
Use this lead to learn about entering and managing the requisitions and purchase orders that relate to your projects. This manual likewise 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 lead provides information about implementing Oracle trade Intelligence (BIS) in your environment
BIS 11i User lead Online Help
This lead is provided as online aid only from the BIS application and includes information about intelligence reports, Discoverer workbooks, and the Performance Management Framework.
Using Oracle Time Management
This lead provides information about capturing drudgery patterns such as shift hours so that this information can live used by other applications such as Oracle general Ledger.Installation and System Administration
Oracle Applications Concepts
This lead provides an introduction to the concepts, features, technology stack, architecture, and terminology for Oracle Applications Release 11i. It provides a useful first reserve to read before installing Oracle Applications.
Installing Oracle Applications
This lead 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 lead contains instructions for using Oracle Rapid Install and lists the tasks you exigency to execute to finish your installation. You should utilize this lead in conjunction with individual product user's guides and implementation guides.
Upgrading Oracle Applications
Refer to this lead if you are upgrading your Oracle Applications Release 10.7 or Release 11.0 products to Release 11i. This lead describes the upgrade process and lists database and product-specific upgrade tasks. You must live 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 lead to aid you dash 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 dash the AD utilities. This lead likewise provides information on maintaining the Oracle Applications file system and database.
Oracle Applications System Administrator’s Guide
This lead 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 lead explains how to define fitful and event alerts to monitor the status of your Oracle Applications data.Other Implementation Documentation
Oracle Applications Product Update Notes
Use this lead 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 recent features, enhancements, and changes made to database objects, profile options, and seed data for this interval.
Multiple Reporting Currencies in Oracle Applications
If you utilize the Multiple Reporting Currencies feature to record transactions in more than one currency, utilize 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 lead describes how to set up and utilize Oracle Applications' Multiple Organization advocate feature, so you can define and advocate different organization structures when running a solitary installation of Oracle Applications.
Oracle Applications Flexfields Guide
This lead provides flexfields planning, setup, and reference information for the Oracle Applications implementation team, as well as for users responsible for the ongoing maintenance of Oracle Applications product data. This lead likewise provides information on creating custom reports on flexfields data.
Oracle Applications Developer’s Guide
This lead contains the coding standards followed by the Oracle Applications development staff. It describes the Oracle Application object Library components needed to implement the Oracle Applications user interface described in the Oracle Applications User Interface Standards for Forms-Based Products. It likewise provides information to aid 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 lead contains the user interface (UI) standards followed by the Oracle Applications development 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 minute description of database tables, forms, reports, and programs for a specific Oracle Applications product. This information helps you metamorphose 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 aid you and your staff master Oracle Workflow and attain complete productivity quickly. These courses are organized into functional learning paths, so you hold only those courses preempt to your job or area of responsibility.
You possess a preference of educational environments. You can attend courses offered by Oracle University at any one of their many Education Centers, you can sort for their trainers to train at your facility, or you can utilize Oracle Learning Network (OLN), Oracle University's online education utility. In addition, Oracle training professionals can tailor measure courses or develop custom courses to meet your needs. For example, you may want to utilize your organization’s structure, terminology, and data as examples in a customized training session delivered at your own facility.
From on-site advocate to central support, their team of experienced professionals provides the aid and information you exigency to retain Oracle Workflow working for you. This team includes your Technical Representative, Account Manager, and Oracle’s big staff of consultants and advocate specialists, with expertise in your trade area, managing an Oracle Database, and your hardware and software environment.Do Not utilize Database Tools to Modify Oracle Applications Data
Oracle STRONGLY RECOMMENDS that you never utilize SQL*Plus, Oracle Data Browser, database triggers, or any other appliance to modify Oracle Applications data unless otherwise instructed.
Oracle provides powerful tools you can utilize to create, store, change, retrieve, and maintain information in an Oracle database. But if you utilize Oracle tools such as SQL*Plus to modify Oracle Applications data, you risk destroying the integrity of your data and you lose the talent to audit changes to your data.
Because Oracle Applications tables are interrelated, any change you accomplish 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 acquire out of synchronization with each other, you risk retrieving erroneous information and you risk unpredictable results throughout Oracle Applications.
When you utilize Oracle Applications to modify your data, Oracle Applications automatically checks that your changes are valid. Oracle Applications likewise keeps track of who changes information. If you enter information into database tables using database tools, you may store invalid information. You likewise lose the talent to track who has changed your information because SQL*Plus and other database tools Do not retain a record of changes.
Copyright © 2003, 2005, Oracle. every solitary rights reserved.
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McAfee [8 Certification Exam(s) ]
McData [3 Certification Exam(s) ]
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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