Since the start in 1989, Pilat has developed one of the most powerful HR Software Rapid Application Development Toolkits, HR Pulse®: which is now in its 6 th major release.
HR Pulse® enables non-programmers within Pilat’s implementation teams, rapidly and cost effectively, to build uniquely configured web-based HR applications. Despite the unique configurations (stored in a data dictionary layer), all client systems share the same application code and their web pages are generated dynamically to suit each user who logs on.
Compared to off-the-shelf, or other systems that use customization to meet client specific needs, these architectural features provide substantial benefits such as:
- client specific functionality without many of the serious risks associated with customized raw code
- rapid configuration of new features to enable each system to keep up with ever changing demands and circumstances
- easy addition and modification of functionality, often without the need to take the system down
- rapid and painless upgrading.
Architecture
Every HR Pulse® application has two components and GUI’s:
- A web-based application for use by individual employees, managers, executives and distributed HR users
- A full client/server application, typically used by very small numbers of central users (usually HR) for back-office security administration and sophisticated data analysis/mining.
The Data Dictionary is open; except for a few system tables, all tables related to customer specific data are configured within the system using Rapid Application Development (RAD) methodology and tools. Each customer may have their own specified data dictionary, including key fields, without changes to code.
The HR Pulse® Toolkit
HR Pulse® has an integral Rapid Application Development toolkit including:
- Table Manager (rapid table & field development & customization)
- View Manager (setting multiple views based upon security)
- Security Manager (controlling various security of tables, fields, reports, functions, etc
- Web Manager (defining web interface, workflow, regionalization views, etc)
- Report Manager (controls the addition and deployment of reports)
- Import Manager (importing / sharing data between other systems. Direct calls or ODBC)
- Extract Manager (quick ad-hoc reporting and extraction to multiple data sources or printing)
Scalability
The web software is stateless and scaleable within a load-balanced web farm environment.
Authentication & Security
Access to the web site is via personal user-ids and passwords. Where users have been pre-authenticated and the identity of the user can be determined by another means, then no separate sign-on is required; such as through an LDAP or Active Directory. The User identity is held within a browser-side session cookie – this can be manually deleted via a ‘logoff’ function or can be set to time-out.
Data encryption can be activated via SSL (secured socket layer). When activated, with a SSL capable browser, the entire session will be encrypted before transmission on the Internet.
The web application has built in facilities to detect ‘brute force’ attacks, and take action. In the event of an intrusion attempt, accounts will be automatically locked, and all attempts to access the application are logged with tracing information.
Performance
Performance depends on the way in which HR Pulse® is configured, the complexity of the web forms designed, bandwidth, server specification and loading, etc. Each configured system is subjected to load testing - typically, using Rational Test Studio.
Our largest current implementation has over 100,000 employees with the potential to access the site, though their process design makes it unlikely that more than 20,000 will be active users at any given time.
Data Exchange
HR Pulse® is designed to interact with almost any other information system, such as most HRIS systems, Payroll systems, and other HR systems that may be utilized by the customer.
While HR Pulse® can provide two-way data flow, traditionally most deployments are implemented with one-way data feeds via:
Imports: using the Import Manager toolkit, an import template can be configured to receive data (manually or batched) and institute a variety of rules around the data transfer (delete and replace, append, etc). File formats typically include xml, .csv.
Views: HR Pulse® can attach to views (or mirrored files) provided by the HRIS. File formats typically include xml, database views to SQL, Oracle, etc.
Direct: HR Pulse® can be directly connected to the tables of the core HRIS.
Reporting
HR Pulse® uses Crystal Reports™ for reporting and data analysis. Any report can be deployed within the client/server application or within a web browser. Any user writing reports (authoring design vs. running) against the raw database will obviously have access to all data and will not be subject to any application security. Reports run within the application will only access records that are available to the user through other means.
organisational Charting
HR Pulse® can produce internally interactive organisational charts, succession charts, etc., and integrates with Org Publisher ™. Also, charts can be exported to HTML, Visio ™ and Microsoft PowerPoint™.
HR Pulse® Applications
HR Pulse® systems are used to:
- provide Succession Planning,
Talent Management, Performance Management, 360 Assessment, and Development Management web based functionality
- integrate HR processes e.g. Competency Management, Talent Management, 360 Assessment, Performance Management, etc.
- integrate and interface with other systems (e.g. HRIS’s, LMS’s); avoiding the cost and/or inconvenience of their replacement or duplicate data entry
- provide single web-site access to data
- provide highly secure web-based self service for individuals, supervisors, executives, administrators, etc.
The HR Pulse® Functional
Specification
Following the meeting, a detailed Functional Specification document is prepared, reviewed in detail, and signed off.
This includes the specifications of the HR processes and systems, working processes and accountabilities (Pilat and client),
timelines, success criteria and metrics, and confirmation of costs; it is a blueprint for a successful project, system and implementation.
