Wizcom Corporation (Formerly Dextro Software Systems)’s Post

#follow Avinash Siva kumar for more such content Peoplesoft Functional Consultant Expert Level Interview Questions 1)Can you provide an overview of the PeopleSoft modules you have worked with? 2)Describe your experience with PeopleSoft HCM (Human Capital Management) and FSCM (Financial Supply Chain Management) modules. 3)How do you handle configuration and customization in PeopleSoft to meet specific business requirements? 4)Discuss your approach to PeopleSoft security design. How do you ensure that users have appropriate access to system functionalities? 5)What are the different types of security in PeopleSoft, and how do you implement them to maintain data integrity and confidentiality? 6)Can you explain the integration capabilities of PeopleSoft with other systems? Provide examples of integrations you have implemented. 7)How do you handle data migration and integration between PeopleSoft and third-party applications? 8)How do you ensure PeopleSoft implementations comply with relevant industry regulations and standards? 9)Can you discuss your experience with PeopleSoft implementations in industries with specific compliance requirements (e.g., healthcare, finance)? 10)Describe a situation where you had to collaborate with cross-functional teams to successfully deliver a PeopleSoft project. #interviewquestions #peoplesoftconsultant

#follow Avinash Siva kumar for more such content Peoplesoft Functional Consultant Mid-Senior Level Interview Questions 1)Can you explain the key modules in PeopleSoft? 2)How do you handle customization in PeopleSoft? 3)Explain the difference between PeopleSoft HRMS and PeopleSoft FSCM. 4)Describe the components of the PeopleSoft architecture. 5)What is PeopleCode, and how is it used in PeopleSoft? 6)How do you troubleshoot performance issues in PeopleSoft? 7)Explain the Procure-to-Pay process in PeopleSoft. 8)How would you integrate PeopleSoft with other third-party applications? 9)Describe a situation where you had to improve a business process using 10)PeopleSoft. 11)What are the key challenges you have faced in integrating PeopleSoft with other systems, and how did you overcome them? 12)How do you create custom reports in PeopleSoft? 13)Explain the use of PS Query and nVision reporting in PeopleSoft. 14)What are the advantages of using PeopleSoft's reporting tools over external reporting tools? 15)Have you been involved in a PeopleSoft version upgrade? If yes, how did you plan and execute it? 16)What challenges did you face during the upgrade process, and how did you address them? 17)How do you approach data migration when implementing a new PeopleSoft module? #peoplesoftconsultant #interviewpreparation #interviewquestions

#follow Avinash Siva kumar for more such content Peoplesoft functional consultantEntry-Level Interview Questions 1)What is PeopleSoft, and how does it differ from other ERP systems? 2)Can you explain the various modules available in PeopleSoft? 3)What is the significance of Application Designer in PeopleSoft, and how do you use it? 4)Describe the PeopleSoft development life cycle. 5)How do you troubleshoot issues in PeopleSoft applications? 6)Explain the difference between PeopleCode and SQL. 7)What are component interfaces in PeopleSoft, and how are they used? 8)How would you handle a situation where a user reports inaccurate data in a PeopleSoft module? 9)What is the importance of security in PeopleSoft, and how would you approach setting up security roles for users? 10)How do you stay updated on PeopleSoft updates and new features? #peoplesoftconsultant #interviewquestions #interviewpreparation

Job Description - Role: #PeoplesoftSuccessFactorsIntegrationSpecialist Location: #Remote MOI - Skype   Description / Required Skills / Experience - Provide #PeopleSoftwithEmployeeandEmploymentrelateddata necessary to support the #USpayrollandbenefits processes within PeopleSoft - Send from #SuccessFactors only the data necessary to support the U.S. payroll & benefits processes within PeopleSoft - Create an efficient data integration between SuccessFactors and PeopleSoft that: o recovers if systems connections are lost or unavailable o clearly indicates what caused the failure with the integration does not complete as expected o scales as data volume varies - Create a business rule in SuccessFactors to prevent the start of leave of absence and end of leave of absence to occur on the same day. This should be considered as a global rule. - Set limits in SuccessFactors on Postal Addresses to match the limits in PeopleSoft. - Set limits in SuccessFactors on Tax Location to match the limits in PeopleSoft. - Any field sourced from SF must be prevent from being populated in PS - Ensure the removal of data is properly reflected in PeopleSoft when data is deleted within SuccessFactors share resume at dolly.rawat@tekinspirations.com #c2c #w2 #1099 #urgentrequirement #benchsalesrecruiter #share #urgentrole

🚀🚀🚀New Placement Alert🚀🚀🚀 Peoplesoft HCM 9.2 Functional Consultant Althea Staffing Group was engaged to provide a Peoplesoft HCM Functional Consultant to assist with 9.2 module enhancements. After spending two weeks evaluating the customer's current environment, a long term contract was signed. Clients always seem to find work for good consultants. Why? They understand the value in finding the right people. Our commitment to you is that you will never get anything but our best. Always. #altheastaffinggroup #newplacement Onto the next one...

PeopleSoft HR Developer India, MH, PuneRegular25/3/2024537301Apply Design, develop and continuously improve software in order to provide World Class Apps, Services &Technologies delivering experiences & value to end-users. Continuously improve deliveries based on usage & user feedbacks.    [Imagine] Understand user requirements and design capabilities in order to deliver best in class experiences Propose relevant enhancements by understanding user behavior (data analytics and probes study) Understand the portfolio plans, committed values, and position new developments in this context  Understand competitive products landscape in the scope of their work Learn and stay at the state of the art on software development practices, technologies Analyze code usage metrics to identify areas for code quality or software performances improvements [Create] Learn and promote component re-use Design new components for re-use in collaboration with architects Define and describe functional behavior, limitations and acceptance tests of capabilities to deliver Define and design Software components to reveal hidden data value: Ingestion pipelines (Data sources, Data curation, Data harmonization thanks to ontologies) Machine learning models (Processing chains, Models, Reference data sets) and their integration within analytics chain Design operable software (such as validation check on 0% downtime, code upgrade compatibility) Select best algorithms or technologies to use. Perform feasibility study (prototype, POC) to validate Technology / components proposal with Architects User experience proposal with user experience Designer Validate software architecture with Architects (Systems Architect, App/Techno/Service Architect, Software Architect), respecting architecture Standards / Patterns Engineer minimalist and relevant dependencies. Submit unmet technical needs to Systems Architect and App/Techno/Service Architects for resolution Plan development activities, compliant with Release and Service version gates, and enabling all criteria to be respected, including: PCS, Security Data Privacy, Delivery of enablers for test automation Capability for software introspection at runtime [Produce] Execute software development plan respecting defined plan, quality criteria and accurately documented: Code, build and run unit tests Deliver unit test and enablers for Quality Engineer to automate their testing (collaboration with Quality Engineers and Quality Engineering Manager) Deliver components that will enable introspection at runtime (for debugging, monitoring) Ensure developed source code reaches PCS, Security and Data Privacy criteria Monitor progress of implementation of dependencies on other components and escalate in case of risk Perform Code Review to continuously improve existing code to make it lean

ORACLE HCM

Attention Oracle HCM Lead Consultant We are hiring for an Hybrid Contract in Richmond, VA Proven experience as a Lead consultant to drive HR technology implementations through planning, process design, configuration, Process playback, user acceptance testing, cutover and production launch. Lead the Design and configuration of the Oracle cloud HCM modules, particularly Oracle Recruiting Cloud, Onboarding and Talent Management Suite. Configure and Optimize the Oracle Recruiting cloud (ORC) to streamline Recruitment Processes, including Job Requisitions, Candidate sourcing, screening, and onboarding, Recruiting Booster, Oracle Digital Assistant, Integrations etc. Ability to understand and adopt the current state of the module design/development and drive the project lifecycle till completion with minimal support. Ability to design the Integration solutions between Oracle cloud HCM and third-party applications ensuring security, compliance and integrity of applications and data. Ability to design custom rules using Visual Builder studio using Express/Advanced Mode and migration to various environments. Must be adept at using Sandbox tools to enhance the UI/UX of the Oracle cloud HCM application features. Ability to create HCM Extracts, HDL Loads, BIP and OTBI Reports and dashboards with appropriate security. Ability to use excellent judgmental skills in enhancing and maintaining HCM role security and setting up audit policies as per industry standards. Must possess the implementation and postproduction support of using Oracle Middleware technologies like OIC. Ability to perform the Post clone activities that includes but not limited to Data Masking, User Accounts password resets etc. Ability to demonstrate the solution approach through Proof of concept and seek business approval before transitioning into Solution Design/Development phase. Must possess the technical know-how of the quarterly updates and their impact on business processes on timely basis and assist business teams in adopting the new features seamlessly. Ability to articulate the product/module features to business teams by conducting the Product familiarity sessions as needed. Ability to drive the transition of Oracle HCM suite from classic UI to Redwood as per the Organizational roadmap guidelines. Ability to document the requirements/features as prescribed in AIM/OUM methodology. Must be able to Work independently, schedule time efficiently and set priorities in a diverse stakeholders’ environment. #OracleHCM #contract #richmond #virginia #newjob #Oracle #HCM