Understanding ObjectivesThis chapter provides overviews of objectives, objective and competency enterprise integration points (EIPs), gap analysis, and setup steps, and discusses how to:
Define and review external source codes.
Create and review rating models.
Review external objective codes.
Review imported job competency data.
Validate and load staged person competency data.
Define and review objectives.
Import learner objective data.
Build and update the search index for objectives.
Assign objectives to jobs and position numbers.
Assign objectives to catalog items and programs.
Manage group and mass objective assignments.
Understanding ObjectivesLearning objectives, often called learning goals in many businesses, enable you to target and recommend learning for an individual. When you set up learning objectives in Enterprise Learning Management:
The system can assign objectives to learners based on their position or job requirements.
Managers can assign objectives to team members, learners can self-assign objectives; and administrators can assign objectives to groups of learners.
Learners can search the catalog for activities and programs that meet specific objectives.
The system can track learner progress toward meeting objectives and maintain a history of each learner's met objectives.
You can import objectives from a human resources application, such as PeopleSoft Enterprise Human Resources Management (PeopleSoft HRMS) or you can define objectives manually in Enterprise Learning Management. If you use PeopleSoft HRMS, objectives represent the difference between the learner’s actual competencies and the competencies that are required for the learner's job or position as defined in the human resources system.
Enterprise Learning Management delivers EIPs for importing competency and related proficiency levels (ratings) for both job roles and people from PeopleSoft HRMS. After you import the data, the system performs a gap analysis by comparing the learner’s current competencies to those associated with the learner’s profile—for example, competencies linked to the job position or based on manager feedback through PeopleSoft Enterprise ePerformance—and presents a list of needed objectives.
When you associate objectives with learning activities and programs, the learner can search the catalog to locate and enroll in the learning activities or programs that fulfill the outstanding objectives. Upon completing the learning activity or program, the system updates the learner’s enrollment record by marking the objective as Met. If the source of the learning objective is a PeopleSoft HRMS competency, an outbound EIP message sends the competency information back to PeopleSoft HRMS. A subscription message in that application updates the learner’s competency and proficiency levels.
Note. The delivered EIPs are designed to interface seamlessly with PeopleSoft HRMS. Some modifications are necessary to use the EIPs with other applications.
Objectives have statuses that indicate a learner's progress for each objective. These statuses appear on several of the employee and manager self-service pages.
This table describes objective statuses:
|
Status |
Description |
|
Needed |
Learner is assigned the objective. |
|
In progress |
Learner is enrolled in an activity or registered in a program that satisfies a needed objective requirement. |
|
Met |
Learner has completed an activity, program, or supplemental learning that satisfies the objective requirement. |
Methods of Associating Objectives with Learning
You can assign learning objectives to catalog items and to programs. You can also enable self-service users to select an objective to get credit for when reporting supplemental learning. The most common way for learners to meet objectives is to complete learning activities and programs to which objectives are mapped.
Objectives can also be assigned as prerequisites to catalog items and programs.
Rating Models
A rating model defines the values that can be used to rate a learner’s performance or level of proficiency for a learning objective—for example, poor, fair, average, good, and excellent. The use of rating models is optional.
For each rating model, you can specify values for proficiencies, review points, and numeric ratings. The system uses these values to determine the learning gap, which is the difference in what a learner should know to perform the job role (job code or position) and what the learner currently knows.
When a rating model is associated with an objective, users must specify a proficiency level whenever they select the objective. For example, when assigning an objective to a catalog item or to a learner, the user must specify the proficiency level of the objective.
Global objectives represent organizational level learning goals that you define specifically for use with a formal training plan. In Enterprise Learning Management, you can use training plans to plan or estimate the demand for learning for a specified period of time. When you generate a training plan report, the report can detail learning demands by global objective.
To set up global objectives, use the Define Learning Objectives component. You can then assign global objectives to catalog items using the Catalog Items - Attributes page.
See Also
Managing Supplemental Learning
Defining Prerequisites for Catalog Items
Identifying Prerequisites for Programs
Understanding Objective and Competency EIPs Enterprise Learning Management provides incoming EIPs for importing the following competency data from PeopleSoft HRMS:
Rating models.
Competencies.
Role competencies (the set of competencies for each job code or position).
Person competencies (the set of competencies that are specific to each learner).
Note. Enterprise Learning Management accepts only person competency messages with the evaluation type A (Approved/Official), R (Supervisor/Manager), or S (Self). If a learner has more than one rating for the same competency, the system imports the highest rating; however, a manager's rating takes precedence over self-assigned ratings.
Outbound EIP messages enable you to send information about a learner's met objectives to PeopleSoft HRMS. The outbound EIPs publish all of the learner’s met objectives and the external competencies to which they map. The EIP subscription in PeopleSoft HRMS receives this data and adds it to the CM_EVALUATIONS table with an evaluation type of L (Learning).
Note. An additional EIP is provided for importing person objectives from an external application, such as a customer relationship management system.
See Importing Learner Objective Data.
Full Sync and Incremental Sync EIPs
Enterprise Learning Management provides EIPs for full sync and incremental sync messages. Generally, you run the full sync EIPs once when you configure the system. After you validate that data has been successfully loaded, you activate the incremental sync messages. These messages detect changes that are made to competency data in PeopleSoft HRMS and ensure that data in Enterprise Learning Management and PeopleSoft HRMS remains synchronized.
This table lists and describes each inbound competency EIP:
|
Message Name |
Message Subscription PeopleCode |
Record |
Explanation |
|
COMPETENCY_FULLSYNC1 |
HRCompetencyTable |
LM_OBJV_EXT_SRC, LM_OBJV_TBL, LM_OBJV_DTL |
Subscribes to the full table publish of the PeopleSoft HRMS Competency setup table (COMPETENCY_TBL). |
|
COMPETENCY_SYNC1 |
HRCompetencyTable |
LM_OBJV_EXT_SRC, LM_OBJV_TBL, LM_OBJV_DTL |
Subscribes to updates that have been made to the PeopleSoft HRMS Competency setup table. |
|
PERSON_COMPETENCY_FULLSYNC |
HRPersonCompetencies |
LM_STG_EVALS, LM_STG_LRNRCOMP |
Subscribes to all PeopleSoft HRMS competencies that exist as of a specific date and loads all values into the staging tables. All current rows in the staging tables are deleted. |
|
PERSON_COMPETENCY_SYNC |
HRPersonCompetencies |
LM_LRNR_OBJV |
Subscribes to all PeopleSoft HRMS learners’ competencies. The system validates all incoming PERSON_COMPETENCY_SYNC messages against existing entries in the Objectives table (LM_OBJV_TBL). Note. When the Enterprise Learning Management system receives this message, it triggers the gap analysis process. |
|
RATING_MODEL_FULLSYNC |
HRRatingModels |
LM_RTNG_MDL_TBL LM_RVW_RTNG_TBL |
Subscribes to full data publish of the PeopleSoft HRMS Rating Model setup table (RATING_MDL_TBL). |
|
RATING_MODEL_SYNC |
HRRatingModels |
LM_RTNG_MDL_TBL LM_RVW_RTNG_TBL |
Subscribes to updates that have been made to the PeopleSoft HRMS Rating Model setup table. |
|
ROLE_COMP_FULLSYNC |
HRRatingModels |
LM_ROLE_COMPS |
Subscribes to full data publish of the PeopleSoft HRMS Role Competency table (CM_ROLE_COMPS). |
|
ROLE_COMP_SYNC |
HRRatingModels |
LM_ROLE_COMPS |
Subscribes to updates that have been made to the PeopleSoft HRMS Role Competency table. Note. When the Enterprise Learning Management system receives this message, it triggers the gap analysis process. |
Outbound Learner Objective EIPs
This table lists and describes each outbound learner objective EIP:
|
Message Name |
Record |
Explanation |
|
LM_HR_LRNR_OBJECTIVES |
LM_HR_EVALS, LM_LRNR_OBJV_HR |
Publishes updated competency data based on completed Enterprise Learning Management objectives. Note. The system publishes only improved proficiencies. |
|
LM_LEARNER_OBJECTIVES_SYNC |
LM_LRNR_OBJ_MSG |
Publishes any Enterprise Learning Management objective data that has been set to met status since the last learner objective sync or full sync process. This incremental message is sent by the system only when the learner objective is met. |
|
LM_LEARNER_OBJECTIVES_FULLSYNC |
LM_LRNR_OBJ_MSG |
Publishes all Enterprise Learning Management objective data that exists as of a specific date. |
See Also
PeopleSoft Enterprise Components for PeopleSoft Enterprise HRMS and Campus Solutions 8.9 PeopleBook
Understanding Gap AnalysisThe system performs gap analysis to determine which objectives to assign to learners. During gap analysis the system compares the objectives that learners must know for their job roles (job code or position number) to the objectives that the learners have already completed. The difference is the learning gap. After completing gap analysis, the system assigns needed objectives to learners to fulfill the learning gaps.
The following tables lists the conditions that trigger the objective gap analysis process.
|
Condition that Triggers Gap Analysis |
Description |
|
You load competency, job role competency, person competency, and rating model data from the external human resources system to Enterprise Learning Management. |
After all data loads successfully, the system compares competencies required by each job role to a learner’s met objectives. |
|
Enterprise Learning Management receives incremental sync messages from the human resources system. |
Changes that you make to a learner’s job or position information, person competencies, or job role competency data in the human resources system, trigger an incremental sync message (WORKFORCE_SYNC, PERSON_COMPETENCY_SYNC, or ROLE_COMP_SYNC) to Enterprise Learning Management with the data changes. When Enterprise Learning Management receives the messages it compares competencies required by each job role to a learner’s met objectives. When a learner’s job code or position number changes, the system deletes any objectives for the learner’s previous job code or position number that have a status of Needed and that do not have any other association with the learner. Objectives that the learner has completed for a previous job code or position number are kept in the learner’s objectives history record. |
|
You change objectives that are mapped to a job code or position number in Enterprise Learning Management. |
When you make changes on the Maintain Job Code Objectives page and Position Objectives page, the system triggers the gap analysis process when you save the page. The system compares objectives required by the job role to a learner’s met objectives. |
|
You run the Process Job Role Objectives process |
If you create future-dated objective assignments to job codes and position numbers, you must run the Process Job Role Objectives process to initiate gap analysis for these objective assignments. The system compares the objectives required by the job role to a learner’s met objectives. |
|
The system receives needed learner objectives from an external system other than human resources. |
The system compares the needed learner objectives received from the external system with a learner’s met Enterprise Learning Management objectives. |
|
A new person is added in Human Resources. |
The system compares the competencies required by the learner's job role to the learner's met objectives, taking into account any changes to objectives entered on the Maintain Job Code Objectives page or the Position Objectives page. |
See Assigning Objectives to Jobs and Position Numbers.
Gap Analysis Hierarchy
When a rating model is associated with an objective, the system compares proficiency levels of objectives to determine whether a learning gap exists. To determine which proficiency is higher, the system uses numeric ratings, review points, and review ratings.
See Creating and Reviewing Rating Models.
The system uses this sequence (hierarchy) to determine which proficiency is higher:
Numeric ratings.
The system compares the numeric rating of the objective with the learner’s current numeric rating for that objective.
Review points.
If the numeric rating for the objective or learner objective is unavailable or equals 0, the system compares review points.
Review ratings.
If review points are unavailable or equal 0, the system compares review ratings. Review ratings in a human resources system are equivalent to proficiencies in Enterprise Learning Management.
Understanding Setup Steps
You can create objectives by importing them from a human resources application or you can create objectives manually. This section provides overviews of both methods. After you define objectives, you assign them to catalog items and programs. You can optionally assign objectives to positions and job codes as well.
Importing Objectives from Human Resources
To import objectives from human resources:
Ensure that an external source code is set up to identify the source application.
Run the RATING_MODEL_FULLSYNC EIP to import rating models.
Review imported rating models.
Run the COMPETENCY_FULLSYNC1 EIP to import competencies.
Review the Objectives External Source table (LM_OBJV_EXT_SRC) to ensure it contains the imported competency data.
Review the LM_OBJV_TBL table and note the number of objectives that were created in Enterprise Learning Management based on the imported competency data.
Review the system-generated objectives using the Define Learning Objectives page.
Run the ROLE_COMP_FULLSYNC EIP to import competencies for job codes and positions.
Review imported job role competency data.
Run the PERSON_COMPETENCY_FULLSYNC EIP to import competency values that are associated with learners in the external human resources system into staging tables.
Validate the person competency data in the staging table and load the data into the Learner Objectives table in Enterprise Learning Management.
Use the Load Person Competency Tables (LM_RUNCTL_OBJV) component to run the necessary processes.
Activate the following incremental sync EIP messages: RATING_MODEL_SYNC, COMPETENCY_SYNC1, ROLE_COMPETENCY_SYNC, and PERSON_COMPETENCY_SYNC.
Build a search index for objectives.
(Optional) Assign objectives to job codes and position numbers.
Assign objectives to catalog items and programs.
Setting Up Objectives Manually
To define objectives when you do not integrate with an external human resources system:
(Optional) Import job codes and position numbers.
This step is necessary if you want to map objectives to job codes and position numbers.
Create rating models.
Define objectives.
Build a search index for objectives.
(Optional) Assign objectives to job codes and position numbers.
Assign objectives to catalog items and programs.
Defining and Reviewing External Source Codes To define and review external source codes, use the External Sources (LM_OBJV_EXT_STP) component.
This section provides an overview of external source codes and discusses how to define and review external source codes.
Understanding External Source Codes
External source codes represent external systems from which you import values for learning objectives. Each external system must have a unique external source code.
PeopleSoft delivers the external source code, HRCOMP, for PeopleSoft HRMS. You do not need to set up this value. When you import competencies from PeopleSoft HRMS, Enterprise Learning Management automatically maps the imported competencies to Enterprise Learning Management objectives, creating an objective code for each imported competency code.
Page Used to Define External Source Codes
|
Page Name |
Object Name |
Navigation |
Usage |
|
LM_OBJV_EXT_STP |
Set Up ELM, Objectives, External Sources, External Source Setup |
Define external source codes, descriptions, and mapping preferences for your external messages. |
Defining and Reviewing External Sources
Access the External Source Setup page.
|
External Source Code |
Enter an external source code, 1–10 alphanumeric characters in length. This code represents the external source from which you import external competencies and objectives. PeopleSoft delivers two external source codes:
|
|
Description |
Enter a description for the external source. When an objective from this source is assigned to a learner through the gap analysis process, the description is displayed in the Assigned By column of the self-service objectives pages. See Maintaining Learning Records and Objectives through Self-Service Pages. |
|
This check box cannot be updated. When selected, it indicates that the system will automatically map incoming competency codes to objective codes, creating one objective code for each competency code. The automatic mapping feature is available only when importing from human resources. |
|
|
System Data |
This check box cannot be updated. It is selected for delivered system data. Do not edit or delete the system data. |
Creating and Reviewing Rating Models
To create and review rating models, use the Rating Model (LM_RATINGMDL) component.
This section provides an overview of rating models, lists a prerequisite, and discusses how to create and review rating models.
See Also
PeopleSoft Enterprise Human Resources 8.9 PeopleBook: Manage Competencies
Understanding Rating Models
When a rating model is associated with an objective, users must specify a proficiency level whenever they select the objective. For example, when assigning an objective to a catalog item or to a learner, the user must specify the proficiency level of the objective.
Setting Up Rating Models
If you integrate with a human resources system, import rating models through EIPs. Enterprise Learning Management receives the rating model's effective date, description, review ratings (proficiencies in Enterprise Learning Management), review points, and numeric ratings. Anytime an existing rating model is changed or a new rating model is added in the human resources system, that rating model is imported through the subscription RATING_MODEL EIP.
After you import rating models, use the Rating Model page to verify that the information imported as expected. For imported rating models, you can modify only the rating model description fields in Enterprise Learning Management.
If you don’t integrate with a human resources system, you must create new rating models. The system requires that you specify a numeric rating when you create rating models.
Warning! Modifying a rating model (other than the description fields) after an objective that uses it is assigned to a learner can compromise data integrity.
Prerequisite
If you integrate with an external human resources system, you must import rating models using the RATING_MODEL_FULLSYNC and RATING_MODEL_SYNC EIPs before you can review rating models.
See Also
Understanding Objective and Competency EIPs
Page Used to Create and Review Rating Models
|
Page Name |
Object Name |
Navigation |
Usage |
|
LM_RTNG_MDL_TBL |
Set Up ELM, Objectives, Rating Models, Rating Model |
Create rating models and review and edit imported rating models. |
Creating and Reviewing Rating Models
Note. If you import rating models from a human resources system, you can edit only the description fields for the rating model and proficiency levels. All other fields are display-only.
|
Effective Date |
Enter an effective date. Rating models do not appear in prompts on system pages until the effective date is met. |
|
Status |
Select a status of Active or Inactive. Only active rating models appear in prompts on system pages. |
|
Proficiency |
Enter an alphabetic or numeric code for the proficiency. The system uses proficiencies for gap analysis. Enterprise Learning Management proficiencies are equivalent to review ratings in a human resources system. When you import rating models from an external human resources system, the review rating values appear here. |
|
Description |
Enter a proficiency description. The proficiency descriptions that you enter here appear as field values whenever a user is required to select a proficiency for an objective in the system that uses this rating model. |
|
Review Points |
Enter a whole number from 0 to 999 for the rating. The system uses review points for gap analysis. A higher review point value equals a higher proficiency. For example, the system interprets a review point value of 3 as a lower proficiency than a review point value of 6. |
|
Numeric Rating |
Enter a numeric value for the rating. If you create the rating model in Enterprise Learning Management, the system requires that you enter a numeric rating. You can enter decimals and whole numbers. The system uses numeric ratings for gap analysis. A higher numeric rating equals a higher proficiency. For example, the system interprets a numeric rating of 3 as a lower proficiency than a numeric rating of 6. |
Reviewing External Objective Codes
This section lists a prerequisite and discusses the review of external objective codes.
Prerequisite
Run the COMPETENCY_FULLSYNC1 EIP before reviewing the Objectives External Source table.
Reviewing the Objectives External Source Table
Competency data that you import from your human resources application is stored in an interface table called the Objectives External Source table (LM_OBJV_EXT_SRC). The system uses the data in this table to map external competency codes to objective codes in Enterprise Learning Management.
After you run the COMPETENCY_FULLSYNC1 EIP, review the EIP logs and the Objectives External Source table to ensure that the data has been loaded. You can access this table through PeopleSoft Enterprise Application Designer.
Note. If you use a human resources application other than PeopleSoft, modifications to the EIPs and setup values in the Objectives External Source table are required.
The Objectives External Source table includes the following fields:
|
Field Name |
Description |
|
External Source Code |
Identifies the source of the objectives. For example HRCOMP represents PeopleSoft Enterprise Human Resources. |
|
External Codes |
The code that represents the competency in the external system. |
|
External Description |
The description of the competency in the external system.. |
|
External Message Type |
Identifies whether the imported data is the result of an incremental sync or full sync message (1 = full sync and 5 = incremental sync). |
Reviewing Imported Job Role Competency Data
To review imported job role competency data, use the Role Competencies (LM_ROLE_COMPS) component.
This section provides an overview of imported job role competency data, lists a prerequisite, and lists the page used to review this data.
Understanding Imported Job Role Competency Data
Import job role competency values from an external human resources system. Through the job role competency EIP subscription (ROLE_COMP_FULLSYNC and ROLE_COMP_SYNC), the system receives competency values that are associated with a job role in the external human resources system. The Role Competency table (LM_ROLE_COMPS) in Enterprise Learning Management stores the competencies and their ratings by job code and position number. This enables the system to perform gap analysis for organizations that attach competencies at the job code or position number level in the external human resources system.
Use the Role Competencies page to review and verify the imported job role competencies and rating values. You can search for job role competency values by business unit, job code, job code description, position number, and position description.
See Understanding Gap Analysis.
Prerequisite
Before you can review imported job role competency data, you must run the job role competency full sync or sync process (ROLE_COMP_FULLSYNC and ROLE_COMP_SYNC).
See Also
Understanding Objective and Competency EIPs
Page Used to Review Imported Job Role Competency Data
|
Page Name |
Object Name |
Navigation |
Usage |
|
LM_ROLE_COMPS |
Enterprise Learning, Learning Objectives, Review Job Role Competencies, Job Role Competencies |
Review imported job role competency data. |
Validating and Loading Staged Person Competency Data
To validate and load staged person competency data, use the Load Person Competency Tables (LM_RUNCTL_OBJV) component.
This section provides an overview of staged person competency data, lists a prerequisite, and discusses how to load and validate staged person competency data.
See Also
Understanding Objective and Competency EIPs
Understanding Staged Person Competency Data
When you run the PERSON_COMPETENCY_FULLSYNC EIP, the systems loads person competency data from the external human resources system into staging tables. You must validate and move the data in the staging tables into the Enterprise Learning Management application tables.
Note. The system loads competency values that it receives from the PERSON_COMPETENCY_SYNC message directly into the Learner Objectives table.
To validate and load staged person competency data:
Ensure that the EIP message has completed processing in the external human resources and Enterprise Learning Management systems, and that no errors exist.
Review the data in the staging tables through the Load Person Competency Tables component.
Review the Verify Evaluations page for information in the LM_STG_EVALS staging table.
Review the Verify Learner Competencies page for information in the LM_STG_LRNRCOMP staging table.
If there are errors, correct the errors in the external human resources system and return to step 1.
Note. Enterprise Learning Management also enables you to continue to validate and load the valid person competency data. You can correct, validate, and load erroneous data at a later time. After you correct the errors in the external human resources system, you can reload person competency data from the external human resources system and then validate and load only the corrected data.
Select the Person Competencies Validate option on the LearnerCompetency page and run the LM_PRSCOMP Application Engine process to validate the data in the staging tables.
Review the PeopleSoft Enterprise Process Scheduler logs for the validation step.
If you are satisfied, continue to the next step. Otherwise, correct the errors in the external human resources system and return to step 1.
Select the Person Competencies Load option on the LearnerCompetency page and run the LM_PRSCOMP process to move the validated person competency data from the staging tables to the Evaluations (LM_EVALS), Learner Competency (LM_LRNR_COMP), and Learner Objectives (LM_LRNR_OBJV) tables.
Review the loaded person competency data on the Learner Competency page.
Prerequisite
Run the full sync table publish process for the PERSON_COMPETENCY_FULLSYNC EIP.
The system loads data into the LM_STG_EVALS and LM_STG_LRNR_COMP staging tables and deletes all current rows.
Pages Used to Process and Review Staged Person Competency Data
|
Page Name |
Object Name |
Navigation |
Usage |
|
LM_RUNCTL_OBJV |
Enterprise Learning, Learning Objectives, Load Person Competency Tables, Load Person Competency Tables |
Run the LM_PRSCOMP process to perform data validation against staged person competency data, and load person competency data from staging tables to application tables. |
|
|
LM_PERSCOMP_STG |
Enterprise Learning, Learning Objectives, Load Person Competency Tables, Verify Evaluations |
Review information in the LM_STG_EVALS staging table. |
|
|
LM_PERSCOMP_STG2 |
Enterprise Learning, Learning Objectives, Load Person Competency Tables, Verify Learner Competencies |
Review information in the LM_STG_LRNRCOMP staging table. |
|
|
LM_LRNR_COMP |
Enterprise Learning, Learning Objectives, Review Learner Competencies, Review Learner Competencies |
Review and verify imported person competencies and rating values. You can search by employee ID, learner ID, first and last names, business unit, and department name. |
Processing Staged Person Competency Data
Access the Load Person Competency Tables page.
|
Employee ID From and To |
Enter the lowest and highest employee ID values that you want to process. If you leave these fields clear, the system processes all employees. Important! Create unique employee ID ranges and run these ranges in separate processes, being mindful of the human resource database's collation sequence (that is, its method of sorting data). The process is designed to run multithreaded, using temporary tables to reduce contention. The groups of IDs must be unique and have no overlap. Consider using SQL queries to verify that the ID ranges are unique and encompass all employee IDs. To identify your system's employee ID range, use the following SQL statements: For person load: SELECT MIN(LM_HR_EMPLID), MAX(LM_HR_EMPLID) FROM PS_LM_STG_PRS. For workforce load: SELECT MIN(LM_HR_EMPLID), MAX(LM_HR_EMPLID) FROM PS_LM_STG_PRS_ATT. |
|
Person Competencies Validate |
Select to perform post processing and data validation on the interfaced person competency data. The process looks for data with missing required values. For example, the process checks that person competencies are associated with valid employee IDs. The system stamps all valid data with a status of valid, and reports all errors in the Process Scheduler log. |
|
Person Competencies Load |
Select to move the person competency data from the staging tables to the Enterprise Learning Management application tables. |
Click Run to run this request. Process Scheduler runs the LM_PRSCOMP process at user-defined intervals.
See Also
Enterprise PeopleTools PeopleBook: PeopleSoft Process Scheduler
Defining and Reviewing Objectives
To define and review learning objectives and global learning objectives, use the Objective Definition (LM_OBJV_TBL) component.
This section provides an overview of objectives setup, lists a prerequisite, and discusses how to define and review objectives.
Understanding Objectives Setup
Enterprise Learning Management supports two types of learning objectives: objectives that are targeted to individual learners, and broader global objectives that can be tied to an organization's training plans. To create learning objectives, you can either import objectives from a human resources application, or define them manually in Enterprise Learning Management. This section focuses on manual setup of individual and global objectives.
Manually Defining Objectives
To manually define objectives:
Access the Objective Definition page.
(Optional) Select a rating model.
If you select a rating model, users are required to specify a proficiency level for the objective whenever they select the objective. For example, when users assign the objective to a catalog item, program, supplemental learning, job code, position number, or to a learner, they must specify the proficiency level of the objective.
Enter an objective code value and descriptions, and specify whether to display the objective to learners and managers.
(Optional) To enable the objective to be used within training plans, select the Global Objectives check box.
Global objectives are not visible to learners when they search or browse the catalog.
Save the objective.
Build or update the catalog index for objectives.
Updating Imported Objectives
To update objectives created through the import process:
Access the Objective Definition page.
Update the description fields, as needed, and specify whether to display the objective to learners and managers.
(Optional) To enable the objective to be used within training plans, select the Global Objectives check box.
Save your changes.
Build or update the catalog index for objectives.
See Also
Building and Updating the Search Index for Objectives
Prerequisite
Before you can manually define objectives that have associated rating models, you must create rating models.
See Also
Creating and Reviewing Rating Models
Page Used to Define Objectives
|
Page Name |
Object Name |
Navigation |
Usage |
|
LM_OBJV_TBL |
Enterprise Learning, Learning Objectives, Define Learning Objectives, Define Learning Objectives |
Define objectives and review and edit imported objectives. |
Defining Objectives
Access the Define Learning Objectives page.
If you are adding a new objective, the mapping pages of this component appear after you save the objective definition. The system updates these pages automatically to show the catalog items, programs, job codes, and positions to which the objective has been assigned.
Note. If you import competencies from an external human resources system and automatically map them to objectives, you can edit
only the description, Display Objective, and Global Objective fields. All other fields are display-only.
When you make changes to any of the fields on this page, or add or delete an objective, you must rebuild the catalog index
for objectives before the changes are reflected in the learning catalog.
|
Rating Model |
Select a rating model if you are manually defining the objective. If you do not select a rating model, users do not need to specify a proficiency level when they assign the objective to a catalog item, program, supplemental learning, job code, position number, or to a learner. Define rating models on the Rating Model page. If you imported the objective from an external human resources system, the imported rating model appears in this field and cannot be edited. |
|
Objective Code |
Enter an alphanumeric objective code if you are manually defining the objective. If you integrate with a human resources system, the system creates the objective code for each human resources competency using the human resources competency’s code. |
|
Description |
Enter a description of the objective. For automatically mapped objectives, the system populates this field by default with the external description value in the Objectives External Source table, when you run the sync or full sync process EIP. |
|
Display Objective |
Select to display this objective to learners and managers on self-service pages. The system selects this check box by default. Clear the check box to hide the objective from lists of available objectives. For example, you may want to hide many of the system-generated objectives when there are no activities or programs to support them. |
|
Select if this is a broad objective for your organization. Global objectives are useful when you create training plans. You can associate global objectives with catalog items and programs, then generate training plans that report actual and planned learning that supports those objectives. Global objectives are not visible to learners when they search or browse the catalog. When you select this option, the Display Objective option becomes unavailable. |
|
|
Long Description |
The system populates this field for automatically mapped objectives from an external human resources system. The information that you enter here appears on the Objectives Detail page. |
|
Rebuild Search Index |
Click to access the Rebuild Indexes page, where you can create or update the search index for objectives. Update this index every time that you add or delete objectives or make changes on this page to existing objectives. You can also update the search index directly through the Rebuild Indexes page. (If you are adding a new objective, this link appears only after you save the objective.) |
|
Delete Objective |
Click to delete the objective. You cannot delete objectives after they have been assigned to learners. |
Importing Learner Objective Data
To load learner objective data from an application other than PeopleSoft HR, use the Assign Objectives - External EIP (LM_RUNCTL_EIP) component.
This section provides an overview, lists prerequisites, and discusses how to load learner objective data from a third-party application.
See Also
Understanding Learner Objective Data Import
Enterprise Learning Management enables you to import needed learner objectives and proficiencies from an external system other than PeopleSoft HR through the PERSON_OBJECTIVES_SYNC EIP. The learner objectives that the external system sends must be valid Enterprise Learning Management objectives and proficiencies.
To import learner objective data from a third-party application:
Run the PERSON_OBJECTIVES_SYNC EIP.
The system loads external learner objective data into the LM_STG_PERS_OBJ staging table and deletes all current rows.
Access the Verify Objectives page to review data in the LM_STG_PERS_OBJ staging table and ensure that the message has completed processing.
If there are errors, correct the errors in the external system and run the PERSON_OBJECTIVES_SYNC EIP again.
Run the LM_EIP_OBJV Application Engine process.
The LM_EIP_OBJV process validates the data in the LM_STG_PERS_OBJ staging table and moves the data into the Learner Objectives table (LM_LRNR_OBJV).
Running the LM_EIP_OBJV process triggers the gap analysis process.
Use the LM_LEARNER_OBJECTIVES_SYNC message to publish objective information back to the external system when the objective is met. You can also use the LM_LEARNER_OBJECTIVES_FULLSYNC message to initially publish all data to the external source if needed.
This table lists and describes the inbound external learner objective EIP:
|
Message Name |
Message Subscription PeopleCode |
Record |
Explanation |
|
PERSON_OBJECTIVES_SYNC |
External_PersonObjectives |
LM_STG_PERS_OBJ |
Loads all needed learner objectives and proficiencies into the LM_STG_PERS_OBJ staging table. Note. After you run the PERSON_OBJECTIVES_SYNC EIP, you must access the Assign Objectives - External EIP component and run the necessary process to fully validate and load the data into the application table. |
See Also
PeopleSoft Enterprise Components for PeopleSoft Enterprise HRMS and Campus Solutions 8.9 PeopleBook
Prerequisites
Before you can import learner objective data from an external application, you must:
Define an external source code for the external system.
Create rating models.
Define learning objectives.
See Also
Defining and Reviewing External Source Codes
Creating and Reviewing Rating Models
Defining and Reviewing Objectives
Pages Used to Load Learner Objective Data
|
Page Name |
Object Name |
Navigation |
Usage |
|
LM_RUNCTL_EIP |
Enterprise Learning, Learning Objectives, Assign Objectives-External EIP, Assign Objectives-External EIP |
Run the LM_EIP_OBJV process to perform data validation against staged learner objective data, and move the data from the staging table to an application table. |
|
|
LM_EXTEIP_STG |
Enterprise Learning, Learning Objectives, Assign Objectives-External EIP, Verify Objectives |
Review information in the LM_STG_PERS_OBJ staging table. |
Loading External Learner Objective Data
Access the Assign Person Objectives page.
Click Run to run this request. Process Scheduler runs the LM_EIP_OBJV process at user-defined intervals.
See Also
PeopleSoft Enterprise PeopleTools PeopleBook: PeopleSoft Process Scheduler
Building and Updating the Search Index for Objectives
To build and update the search index for objectives, use the Rebuild Indexes (RUNCTL_CATIDX) component.
This section provides an overview of search index updates for objectives and discusses how to build and update this index.
See Also
Understanding Search Index Updates for Objectives
The Verity search engine delivered with Enterprise Learning Management enables users to search for and assign objectives to learners through the following pages:
Add New Objective page in employee and manager self-service.
Add Objectives to Get Credit For page that's used to record supplemental learning in employee and manager self-service.
Assign Objectives - Search for Objectives page in the Assign Objectives (LM_MASS_ASGN_OBJV) component.
During implementation, you must build the search index after you create objectives. Later, each time that you add or delete objectives or make changes to existing objectives on the Objective Definition page, you must update the index. Otherwise, users will not see the changes when they search for objectives on pages that use the Verity search. For example, if you add an objective, the objective will appear in the search results only after you update the index.
To build or update the search index for objectives, run the Build Objectives Index Application Engine process (LM_OBJV_IDX).
Page Used to Build and Update the Search Index for Objectives
|
Page Name |
Object Name |
Navigation |
Usage |
|
RUNCTL_CATIDX |
Enterprise Learning, Catalog, Rebuild Indexes, Rebuild Indexes |
Build or update the catalog index for objectives. |
Building and Updating the Catalog Index for Objectives
Access the Rebuild Indexes page.
Search Collection Selection
|
Create New |
Select to build a new objectives index. Use this option the first time that you build the catalog index for objectives. |
|
Update Existing |
Select to update the existing objectives index. |
Click Run to run the request. Select the Build Objectives index option on the Process Scheduler Request page and click OK. Process Scheduler runs the Build Objectives Index process at user-defined intervals.
Note. The objectives search index LM_OBJV_SRCH is labeled as LM_OBJV_IDX on the Process Scheduler Request page. If you are building indexes in an alternate location, as specified in the psprcs.cfg file, use LM_OBJV_SRCH as the index name.
See Also
Enterprise PeopleTools PeopleBook: PeopleSoft Process Scheduler
Assigning Objectives to Jobs and Position Numbers
This section provides an overview of association of objectives with job codes and position numbers, lists prerequisites, and discusses how to:
Assign objectives to job codes.
Assign objectives to position numbers.
Process job role objectives.
Understanding Association of Objectives with Job Codes and Position Numbers
When you integrate with an external human resources system, you import job codes, position numbers, competencies, job role competencies, and person competencies through EIPs. The system uses this information to perform gap analysis and automatically assign objectives to learners based on job role requirements.
You can manually map objectives to job codes and position numbers if you need to assign objectives to a job code or position number outside of the requirements that are defined in your human resources system or if you do not import job role competencies from the human resources system.
Note. If you do not integrate with a human resources system, and you want to map objectives to jobs and position numbers, you must import job codes, position numbers, and learners’ job codes and position numbers from another application.
Triggering the Gap Analysis Process
When you manually map objectives to job codes and positions, and save your changes, the system triggers the gap analysis process, assigning objectives to learners to fulfill learning gaps. To initiate the gap analysis process for future-dated objective assignments, you must run the Process Job Role Objectives process, which causes the system to perform gap analysis for any objectives mapped to job codes and position numbers that have met their effective date since the last run of the process.
Note. Administrators can assign objectives to a job code or position number through group or mass objective assignment; however, this is a one-time only association. Any learners who are assigned the job code or position number after the group or mass objective assignment process runs are not assigned the objective.
See Managing Group and Mass Objective Assignments.
Removing Objectives from Job Codes and Positions
If you remove an objective from a job code or position number, the system deletes the objective from the learners current objectives record provided that the objective does not have any other association with the learner—for example, the objective was not also assigned by an administrator as a required objective for the learner. In addition, the system deletes only objectives with a status of Needed. The system does not delete objectives with a status of in progress or met.
See Also
Prerequisites
Before you can map objectives to job codes and position numbers, you must:
Import job codes and position numbers through EIPs.
Define objectives.
See Also
Understanding Person and Organization EIPs
Defining and Reviewing Objectives
Pages Used to Assign Objectives to Job Codes and Position Numbers and View Assignments
|
Page Name |
Object Name |
Navigation |
Usage |
|
LM_JOB_OBJV_2 |
Enterprise Learning, Learning Objectives, Define Job Code Objectives, Define Job Code Objectives |
Assign objectives to job codes. |
|
|
LM_POSITION_OBJV_2 |
Enterprise Learning, Learning Objectives, Define Position Objectives, Define Position Objectives |
Assign objectives to position numbers. |
|
|
LM_RUNCTL_OBJV_PG |
Enterprise Learning, Learning Objectives, Process Job Role Objectives, Process Job Role Objectives |
Run the Process Job Role Objectives process to initiate the gap analysis process for future-dated objective assignments to job codes and position numbers. |
|
|
LM_OBJV_JOB_MAP |
Enterprise Learning, Learning Objectives, Define Learning Objectives, Map to Job Codes |
Review job codes that are mapped to objectives. |
|
|
LM_OBJV_POSN_MAP |
Enterprise Learning, Learning Objectives, Define Learning Objectives, Map to Positions |
Review position numbers that are mapped to objectives. |
Assigning Objectives to Job Codes
Access the Define Job Code Objectives page.
Note. When you save the page, the system triggers the gap analysis process. When applicable, the objectives will also be assigned to learners who are added to the system after the gap analysis process runs.
|
Objective Code |
Select an objective code to assign. The system displays the description. |
|
Effective Date |
Select an effective date. If the effective date that you enter is future-dated, you must run the Process Job Role Objectives process to initiate the gap analysis process for the objective assignment. |
|
Status as of Effective Date |
Values are:
|
|
Proficiency |
Select the proficiency level of the objective if the objective is associated with a rating model. |
Assigning Objectives to Position Numbers
Access the Position Objectives page.
This page is similar to the Job Code Objectives page.
Note. When you save the page the system triggers the gap analysis process.
See Assigning Objectives to Job Codes.
Processing Job Role Objectives
Access the Process Job Role Objectives page.
Click Run to run this request. Process Scheduler runs the Process Job Role Objectives process at user-defined intervals.
Note. Run the Process Job Role Objectives process during off-peak business hours.
See Also
Enterprise PeopleTools PeopleBook: PeopleSoft Process Scheduler
Assigning Objectives to Catalog Items and Programs
This section provides an overview of objectives association to catalog items and programs, lists prerequisites, and discusses how to:
Assign objectives to catalog items.
Assign objectives to programs.
Understanding Objectives Association to Catalog Items and Programs
One of the final steps in objectives setup is assigning objectives to catalog items and programs. Learners can then search the catalog to locate and enroll in the learning activities or register in the programs that fulfill their outstanding objectives.
Mapped Objectives and Enrollment
Enrolling or registering in an activity or program that has objectives does not cause the system to assign the objectives to the learner. Objectives can only be assigned to learners through the gap analysis process, by administrators, or through the self-service pages. When objectives are assigned, they have a status of needed.
When a learner enrolls in an activity or registers in a program that will meet needed objectives, the system updates the status of the learner’s objectives to in progress. The status changes to met when the learner successfully completes the learning. Should the learner drop the activity or program prior to completing it, the status of the objective reverts to needed. The status also reverts to needed if an administrator drops the learner from the activity or program after the learner completes it.
Program objectives are specific to each program registration and are evaluated per program, regardless of whether the learner met the objective or is meeting the objective in another program.
Prerequisites
Before you can assign objectives to catalog items and programs, you must:
Create catalog items.
Create programs.
See Defining Programs.
Define Objectives.
Build the catalog index for catalog items, programs, and objectives.
Pages Used to Assign Objectives to Catalog Items and Programs and View Assignments
|
Page Name |
Object Name |
Navigation |
Usage |
|
LM_CI_ATTRIB_PG |
Enterprise Learning, Catalog, Maintain Items, Attributes |
Assign objectives to catalog items. |
|
|
LM_PRG_ATTRIB_PG |
Enterprise Learning, Catalog, Maintain Programs Search for the program and select Attributes. |
Assign objectives to programs. |
|
|
LM_OBJV_CI_MAP |
Enterprise Learning, Learning Objectives, Define Learning Objectives, Map to Catalog Items |
Review catalog items that are mapped to objectives. |
|
|
LM_OBJV_PRGM_MAP |
Enterprise Learning, Learning Objectives, Define Learning Objectives, Map to Programs |
Review programs that are mapped to objectives. |
Assigning Objectives to Catalog Items
Access the Items - Attributes page.
|
Objective Code |
Select the objective. The system automatically displays the description. |
|
Proficiency |
If the objective is associated with a rating model, select the proficiency level of the objective. Warning! Changing the proficiency after the objective is assigned to learners can cause learners who have completed the same activity or program to be given a different proficiency level. |
See Also
Defining Category Relationships, Keywords, and Objectives for Catalog Items
Assigning Objectives to Programs
Access the Maintain Programs - Attributes page.
See Also
Specifying Attributes for Programs
Managing Group and Mass Objective Assignments
This section provides an overview of group and mass objective assignments, lists prerequisites, and discusses how to:
Select a requester.
Select an objective.
Search for learners.
Select learners and assign objectives.
Schedule a mass objective assignment request.
Enter information for and submit a mass objective assignment request.
Process mass objective assignment requests.
Understanding Group and Mass Objective Assignments
Group objective assignment enables you to assign an objective to multiple learners in one operation, as opposed to assigning objectives to one learner at a time and repeating the process for every learner. For example, you can assign an objective to all learners in a particular department or customer organization, or to all learners that hold a specific job or position. This objective assignment is a one-time association only. For example, if you assign an objective to all learners in a specific department, the system does not assign the objective to learners who are added to that department at a later date.
To process a group objective assignment:
Identify and select the requester who is submitting or authorizing the group objective assignment.
Search for and select the objective that the requester wants to assign.
Note. You must also specify the proficiency level for the objective if you associated a rating model with the objective.
Search for learners based on criteria that the requester provides.
Select the final group of learners that the requester requires.
Submit the group objective assignment request.
Depending on your needs, using group objective assignment for more than 20 or 30 learners can become time consuming and cumbersome. Mass objective assignment provides a more efficient method of handling large volume objective assignments. Mass objective assignment enables you to submit one request for a large number of learners, and you do not have to wait for the request to finish. The system triggers the mass objective assignment option during a group objective assignment when you attempt to assign objectives to more learners than the number that you specify in the Objectives Group Assignment Maximum field on the Install Defaults - General page. In this case, the system prompts you to submit a mass objective assignment request or to return to the Assign Objectives - Find Learners page to narrow the search results to remain within the Objectives Group Assignment Maximum limit.
To process a mass objectives assignment:
Select to schedule a mass objectives assignment request when prompted during group objective assignment.
Enter information for the mass objective assignment request.
Submit the mass objective assignment request.
Run the Run Mass Assignment Application Engine process (LM_MASS_OBJV) to process the mass objective assignment request and assign the objective to the learners.
When you submit a group objective assignment request or run the Run Mass Assignment process, the system adds the objective with a needed status to the Learning Objectives - Current Objectives page of all learners who have not yet completed the objective at the same or higher proficiency level. If learners are already enrolled or registered in learning activities or programs that are associated with the objective at the same or higher proficiency level, the systems adds the objective with a status of in progress. If learners have already completed an activity, program, or supplemental learning that meets the objective at the same or higher proficiency level, the system adds the objective to the learners’ Learning Objectives - Objectives History page with a status of met.
Prerequisites
Before using the mass or group assignment features, make sure the following settings are appropriate for your organization:
Objectives group assignment maximum
During group objective assignment, if the group of learners exceeds the maximum number, the system warns the administrator. The administrator can continue with the assignment for learners up to the maximum, switch to mass objective assignment, or refine the group criteria to achieve a group that is within the limits. Set the value for the Objectives Group Assignment Maximum field on the Install Defaults - General page. The delivered value is 30.
Commit frequency
Use the Commit Frequency page to specify the number of records (learners) you want the system to process during the Run Mass Assignment (LM_MASS_OBJV ) process before committing changes to the database. The default value is 50.
See Also
Defining the Batch Processing Commit Frequency
Pages Used to Manage Group and Mass Objective Assignments
|
Page Name |
Object Name |
Navigation |
Usage |
|
LM_ASGN_OBJV_REQ |
Enterprise Learning, Learning Objectives, Assign Learning Objectives, Assign Learning Objectives |
Search for, identify, and select people who submit objective assignment requests. |
|
|
LM_ASGN_OBJV_OBJV |
Click the Select button for a requester on the Assign Objectives - Find Requester page. |
Select an objective to assign to learners. |
|
|
LM_OBJV_FND_LRNR |
Click the Assign button for an objective on the Assign Learining Objectives (search for objectives) page. |
Search for learners for whom the requester wants to assign the objective. |
|
|
LM_ASSGN_SEL_LRNR |
Click the Search button on the Assign Objectives - Find Learners page. |
Select learners and assign objectives. |
|
|
LM_OBJV_WARNING |
Click the Search button on the Assign Objectives - Find Learners page. |
Schedule a mass objective assignment request. |
|
|
LM_MASS_OBJV_LRNR |
Click the Schedule Mass Assignment button on the Group Assignment - Warning page. |
Enter information for and submit mass objective assignment requests. |
|
|
LM_MASS_OBJV_RNCTL |
Enterprise Learning, Learning Objectives, Process Mass Assignments, Process Mass Assignment |
Process mass objective assignment requests. |
Selecting a Requester
Access the Assign Learning Objectives (find requester) page.
Requester Search
Use this group box to enter search criteria to search for a requester. Click Search to display the search results, and click Reset to clear the search criteria fields.
|
Requester’s First Name and Requester’s Last Name |
Enter the full or partial first name or last name of the requester. |
|
Organization Type |
Select an organization type. Values are:
|
|
Business Unit |
Select a business unit. This field is available only if you select Department in the Organization Type field. |
|
Organization Name |
Select a department or customer organization. This field appears only if you select All in the Organization Type field. |
|
Customer Name |
Select a customer organization. This field appears only if you select Customer in the Organization Type field. |
|
Department Name |
Select a department. This field appears only if you select Department in the Organization Type field. |
Select Requester
Use this group box to select a requester from the list of search results. The system sorts by employee ID. Click the Select button for a requester to display the Assign Objectives - Search for Objectives page.
|
Name |
Click the requester’s name link to access the User Profile page, which displays high-level job and contact information about the user. |
|
Select |
Click to access the Assign Learning Objectives (search for objectives) page. |
Selecting an Objective
Access the Assign Learning Objectives (search for objectives) page.
Search for Objectives
Enter the full or partial description of the objective that the requester wants to assign to learners and click Search to display the search results. Click Reset to clear the search criteria field.
Completion Instructions
The options that you select here affect what learners see on the self-service pages.
|
Target Completion Date |
Enter the target date for meeting the objective. This field is informational only. |
|
Required |
Select to specify that the objective is required. This field is informational only. |
Search Results
Select an objective from the list of search results.
|
Objective |
Click an objective link to access the Objectives Detail page, which displays a description of the objective and a list of activities that meet the objective. |
|
Description |
Displays the long description of the objective that you enter on the Objective Definition page. |
|
Proficiency |
Select a proficiency that the requester wants the learners to obtain. You must select a proficiency level if a rating model is associated to the objective. Otherwise this field is unavailable. Define rating models on the Rating Model page. |
|
Assign |
Click to select the objective that the requester wants to assign to learners and to access the Assign Objectives - Find Learners page. |
Searching for Learners
Access the Assign Objectives - Find Learners page.
Learner Search Details
Use this group box to search for learners. Enter search criteria and click Search to display the search results. Click Reset to clear the search criteria fields. If the number of learners that meet the search criteria is less than or equal to the value specified in the Objectives Group Assignment Maximum field on the Install Defaults - General page, the Assign Objectives - Select Learners page appears. If the number of learners that meet the search criteria is greater than the value specified in the Objectives Group Assignment Maximum field, the Group Assignment - Warning page appears.
|
Learner Group |
Select a learner group. |
|
Hire Date, From, and Through |
Enter dates in the From and Through fields to search for learners with a specific hire date. |
|
Business Unit |
Select a business unit to search for learners in a specific business unit. |
|
Job Code Descr (job code description) and Position Descr (position description) |
Select a job code or position description to search for learners with a specific job or position. |
|
Organization Type |
Select an organization type if the requester is an internal learner. Values are:
This field is unavailable if the requester is an external learner. |
|
Organization Name |
Select a department or customer organization if the requester is an internal learner. If the requester is an external learner, this field is unavailable and displays the customer organization to which the requester belongs. This field is available only if you select All in the Organization Type field. |
|
Customer Name |
Select a customer organization. This field appears only if you select Customer in the Organization Type field. |
|
Department Name |
Select a department. This field appears only if you select Department in the Organization Type field. |
Selecting Learners and Assigning Objectives
Access the Assign Objectives - Select Learners page.
Note. This page appears if the number of learners that meet the search criteria on the Assign Objectives - Find Learners page is less than or equal to the value specified in the Objectives Group Assignment Maximum field on the Install Defaults - General page.
Learner Search Details
This group box displays the search criteria that you enter on the Assign Objectives - Find Learners page.
Select Learners
This grid displays all learners that meet the search criteria on the Assign Objectives - Find Learners page. Select the check box for each learner whom you want to include in the group objective assignment, or click Select All to select all learners.
|
Name |
Click the learner's name link to access the User Profile page, which displays high-level job and contact information about the user. |
|
Assign Objectives |
Click to assign the objective to the learners that you select. |
Assignment of Objectives
This group box appears only after you click the Assign Objectives button and displays a message that confirms the objectives are assigned.
|
Search for Learners |
Click to access the Assign Objectives - Find Learners page, where you can refine the search for learners or enter new search criteria. |
Schedule a Mass Objective Assignment Request
Access the Group Assignment - Warning page.
Note. This page appears if the number of learners that meet the search criteria on the Assign Objectives - Find Learners page is greater than the value specified in the Objectives Group Assignment Maximum field on the Install Defaults - General page.
|
Schedule Mass Assignment |
Click to create a mass objective assignment request. This includes all learners who match the search criteria. |
|
Continue |
Click to continue group objective assignment. The Assign Objectives - Select Learners page appears. The system displays only the number of users that you specify in the Objectives Group Assignment Maximum field. If the Objectives Group Assignment Maximum field limits you to five learners, the system displays only the first five learners that meet the search criteria on the Assign Objectives - Select Learners page. |
|
Cancel |
Click to return to the Assign Objectives - Find Learners page, where you can modify the search criteria. |
Entering Information for and Submitting a Mass Objective Assignment Request
Access the Assign Objectives - Mass Assignment page.
Mass Objective Options
|
Request Name and Description |
Enter the request name and a description for the request. These fields are reserved for future use. |
|
Mass Assignment |
Click to submit the mass objective assignment request. |
Assignment of Objectives
This group box confirms that the request is successful and appears only after you click the Mass Assignment button.
Processing Mass Objective Assignment Requests
Access the Run Mass Assignment page.
Click Run to run this request. Process Scheduler runs the Run Mass Assignment process at user-defined intervals.
Note. Run the Run Mass Assignment process during off-peak business hours.
See Also
Enterprise PeopleTools PeopleBook: PeopleSoft Process Scheduler