ibm -hrms training

7/26/2019 Ibm -Hrms Training

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ValueSourcing Advantage

Agenda

Over view of HRMS

Key Lifecycle

Key Areas in HRMS

Key features

Set Up

Key Functions


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Human Resources and Payroll

Activity Cycles


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HRMS Overview

.

Oracle Human Resources (HR) is a proactive management solution that

helps control costs while developing and supporting an effective

workforce. Among the many features of Oracle HR is the ability to:

Manage the entire recruitment cycle

Design organizational models that match current and future business

strategies and objectives

Perform position management by defining and recording required skills,competencies, experience and qualifications for positions, jobs and

organizations

Perform career management functions relating to the definition of

competencies, assessments, suitability matching, graphical ranking and

succession planning

Administer and maintain benefits plans, coverage levels and contributionallocations

Manage salary proposals and approve these by component

Use spreadsheets to export compensation and benefit details for comparison

with external survey figures Oracle Human Resources provides the shortest

route to fast, smart human resource management.


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Key Areas In HRMS

Date Tracking

Maintaining Employee Details

Entering Employment Information

Entering Special Information

Entering Compensation & Benefits

Salary Administration

Benefit Administration

Absence Management

Recruitment

Applicant Tracking


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Key Features in HRMS

Managing Work Structure Information

Managing and Personal Employment Information

Managing Compensation and Benefits Information


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Organisation Management Overview You can represent an enterprise at the highest level by defining it as an

employer, and then representing all the departments and sections below this.

components provided to represent your enterprise:

Locations: You can set up the physical locations of your employees.

Business Groups: You need to represent your enterprise as an employer.

HRMS enables you to do this by creating Business Groups. This is the

largest organizational unit. Single or multiple Business Groups: You can set up one business group or

many Business Groups, depending on the needs of your enterprise.

Representing organizations: HRMS enables you to represent all levels of

your enterprise and those enterprises you work with. You can represent:

Internal organizations: These are the groupings in which employees work, suchas branches, departments or sections.

External organizations: You can also include information about the external

organizations you work with, such as, training vendors, tax offices, or

certification bodies.


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Setting Up Locations and Organizations

Setting up Site Location

Setting Up Organizations

Setting Up Business Group (Single /

Multiple)


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Location

In Oracle HRMS, you set up each physical site where youremployees work as a separate locat ion. You can set up:

Global locations: These are available in all Business

Groups.

Business Group locations: These can only be used in one

Business Group.

Similarly, you enter the addresses of external organizations

that you want to maintain in your system, such as

employment agencies, tax authorities, and insurance or

benefits carriers. When setting up internal or external

organizations, you select from a list of these locations.


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Setting Up Location

You can enter addresses in the Location window

Locations are shared across Business Groups in HRMS and with two

other Oracle applications: Inventory and Purchasing.

To enter a work location and its address

1. Enter the name of the location, and a description if required.

2. Uncheck the Global check box if you want the location to only be

available within the default Business Group of your current responsibility.

3. Select a national address style from the list. A window opens with the

address format for the selected country.

4. Enter address information in this window.

5. If the mailing address of the location differs from the payroll taxation

address, you need to enter an overriding address into the Payroll Tax fields.


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Setting Up Location


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Organisations In Oracle HRMS, the organizations you set up to represent your enterprise as

an employer are the Business Group.

Below this level, you represent the groupings in which employees work, such

as branches, departments or sections, by means of internal organizations. To

enable the assignment of employees to an internal organization, you classify it

as an HR Organization.

You also maintain information in the system about various types of external

organizations relevant to human resources and payroll management and

administration. These can include training vendors, tax offices, benefits

carriers, or certification bodies.

External organizations can appear in your organization hierarchies together

with internal organizations and are defined in the same way


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Organisation types &

classifications

Organisation TypeWhen setting up an organization you can give it an organization

type to identify the kind of unit it is, and the part it plays in your

enterprise

Examples of organization types can be Administration or

Service, or the level of each organization in your enterprise,such as Division, Department or Cost Center.

You can use organization types to report on the different sorts of

organizations you set up. You create create the organization types

you require by entering values for the Lookup Type ORG_TYPE.

Organisation ClassificationWhenever you create an organization you have to give it a

classification, such as Business Group or HR Organization. The

classification you give to an organization defines its purpose and

functionality within Oracle HRMS


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Setting Up & Create Organization

Setting Up Organisation

1. Set Up Location

2. Adapt and Create a New Business Group

Ceating an Organisation

1. Create an Organisation

2. Enter Organisation Classifications

3. Enter Additional Information


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Creating New Organisation


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Business Groups The largest organizational unit you set up in Oracle HRMS to represent

your enterprise as an employer is the Business Group .

A Business Group may correspond to a company or corporation, or in

large enterprises, to a holding or parent company or corporation.

It can be an organization with a physical location where people work, or

it may simply be an abstract representation of a legal entity that employs

people assigned to work in organizations beneath it.

At Business Group level that you set up the legislative rules and terms

of employment rules necessary for paying employees and regulating

their work.

By default, all employees you enter in Oracle HRMS receive an

assignment to their Business Group. When you give them assignmentsto internal organizations such as divisions or departments, these

replace the default assignment, but their records continue to exist within

the Business Group.


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Setup Business Group

Use the Organization window to create Business Groups


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Business Group Information

Key flexfields enable you to enter information about the

Business Group.

As part of the implementation of Oracle HRMS, the key flexfieldsfor a Business Group are set up before the Business Group

itself


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Business Group Information


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Organisation Hierarchies

Organization hierarchies: You can show reporting lines and other

hierarchical relationships among organizations in your enterprise.

Multiple hierarchies: You can set up as many hierarchies as you

need, you might want to set up hierarchies for matrix management,security hierarchies or hierarchies for reporting.

Organization change and version control: Changing your hierarchy to

reflect simple changes in reporting lines is not difficult.


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Chart Showing Primary Reporting

Lines


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To set up a new organization hierarchy

Enter a unique name for the hierarchy, and check Primary if it is your main

reporting hierarchy.

Enter the version number and start date for the hierarchy.

You can copy an existing hierarchy.

Query the top organization name in the Organization block.

In the Subordinates block, select the immediate subordinates for the top

organization.

To add organizations below one of these immediate subordinates, check the

Down check box for the organization.

The Organization block now displays theorganization you selected. You can add

subordinates to thisorganization. To return to the previous level, checkthe Upcheck box.


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Setting Up Organization Hierarchy


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Dated Versions of Hierarchies

Changing your hierarchies to reflect simple changes in

reporting lines is not difficult.

You create a new versionof your existing hierarchy and modifyparts of its structure.

The system retains earlier versions of hierarchies for historical

information


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Setting Up System Profile Values For using

particular Business Group


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Other Important System Profile

Values

User Type

Query Only Mode

Purge Element Entry Permission


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Key Flex Fields In HRMS

Job Flexfield

Grade Flexfield

Position Flexfield

Special Information Type

Personal Analysis Flexfield


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Setting Up Key Flexfields in HRMS


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Cont..


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Cont..


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Jobs and Positions

Step 1 : Create a Job GroupStep 2 : Define a Job

Step 3 : Define Positions


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Jobs

You use the Job window to define jobs, the skills that jobholders

require

the grades to which they can be assigned.

enter job evaluation scores, if you have set up a job evaluation

system.


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Creating Job Groups

Enter a name for the Job Group.

Select the required flexfield structure. This will determine the fields

that are displayed in the Job window when this Job Group is

chosen.

Select a Business Group if required.

Check the Master Job Group check box if this is to be the master

job group.


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Creating Job Groups


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Defining Jobs

Enter a start date early enough to handle any historical

information you want to enter.

Select the required Job Group.

Enter a unique name for the job. If there is at least one enabled

segment in the Job Name flexfield, a window opens when youenter the Name field.

You must enter a unique combination of segments in this window.

Indicate whether the job carries any additional employment rights

or is a benchmark job. A benchmark job is one that can be usedto represent a number of jobs in reports such as salary surveys.

Select a benchmark job, if required


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Defining Jobs


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Job Flex Field


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Cont..

Entering Evaluation Information

Job And Position Requirements (Special Information Type)

Entering Valid Grades for Jobs and Positions

Work Choices

Mapping Salary Survey Lines

Extra Information regarding the job


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Enter evaluation scores and details in the Job Evaluation or

Position Evaluation window.

Select the evaluation system used to evaluate this job or

position.

Enter the overall score and select the units of measurement.

Enter the date of the evaluation.

Open the descriptive flexfield window, and enter the

information it prompts you for.


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Using the Job Requirements window and Position Requirements

window, you can store any personal attributes or experience

required by a job or position. You can then use this information to

list employees or applicants who might be suitable to hold the job

or position.

Select the name of a special information type. Enter the Requirements field to open the window corresponding

to this special information type.

In this window, enter the precise requirement of the job or

position and choose OK.

If the requirement is essential to the job or position, check the

Essential check box. This information is used in the Skills

Matching Report.


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Entering Valid Grades for Jobs and Positions

you can associate valid grades with each role.

When you assign an employee to a grade, the list of grades you

select from indicates which grades are valid for the employee's job

or position.

You enter valid grades in the Valid Grades window for a job or

position.

Query the job or position and select the Valid Grades button.

Enter and save the valid grades for each job. You can enter a single

grade, or a set of grades.

Select as many valid grades as you require.


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Entering Valid Grades for Jobs and

Positions


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Work Choices For Jobs & Positions

You can enter work choices that can affect an employee's,

applicant's, contractor's, or ex-employee's capacity to be deployed

within your enterprise (or a customer's).

Work Choices include willingness to travel, willingness to relocate,

and preferred working hours and work schedule. You can enter

work choices for a job or position, and compare these with the

personal work choices entered for people.

You enter this information in the Work Choices window, accessed

from the Job or Position window.


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Cont.. Check the relevant work requirements boxes if the job or position

requires the holder to: Work in all locations

Relocate

Be willing to relocate

Travel

Hold a passport

Enter the length of time the jobholder must perform the job or

position, for example, indefinitely or two years.

Enter the normal working hours (for example, 9.00 to 5.30), thework schedule (the working days in the week or pattern of shifts),

the proportion of full time hours required, and the minimum

length of service required.


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Cont..

Check the relevant international deployment boxes if the job or

position requires the jobholder to:

Work in all countries

Be willing to relocate Select the countries to which the jobholder might be relocated.

Select the locations to which the jobholder might be relocated.

Enter any further job or position requirements, if required


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Work Choices


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The Map Salary Survey window enables you to map salary surveylines to either jobs or positions.

Once you have selected the job or position you can map the salary

survey lines.

Choose the Define Survey Map button in the Job, or Position

window.

Optionally, enter the Oracle HRMS location, grade, and

organization. This enables you to map your salary survey line to

more specific details within your enterprise.

Enter the details of the salary survey line. You can select any of thesalary survey lines you have set up from any of the fields.

Map all the salary survey lines you require.


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define a career path based on job progression Enter the names of the career paths you want to define in the

Career Path Names window. Save the names.Open the Map Career Path window. In the Name field, select

the top job in the career path you are mapping.

Select the name of the career path in the Career Path Name

field.

In the Job Progression From block, select all the jobs that

are one level down from the top job in this career path.

To extend the career path from any one of these jobs, check

the corresponding Down check box.

The window is redisplayed with your selected job nowshowing in the Name field.

You can move back up the career path by checking the Up

check box.


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Career Paths for the Defined JobsNavigation: WS-->Jobs-->Pathname


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Mapping Career Path


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Positions

You use the Position window to define positions within your

organizations and to add them to position hierarchies.

You can also enter the skills that position holders require andthe grades to which they can be assigned.

You can enter position evaluation scores, if you have set up a

position evaluation system.


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Define a Position

Set your effective date early enough to handle any historical

assignment information you want to enter.. You cannot assign an

employee to a position before the start date of the position.

If you are selecting the Active hiring status for the first time, enter a

Start Date. This is the earliest date on which a person can be hired

into this position.

Enter a unique name for the position in the Name field in the Position

Details tabbed region.

If there is more than one segment in the Position Name flexfield, a

window opens when you enter the Name field. You must enter a

unique combination of segments in this window.

Select the position type. The choices are:

Single Incumbent, meaning that only one employee is allowed to

hold the position at any time

Shared, meaning there can be several incumbents, up to the value

of the FTE field


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Cont.. Pooled (Public Sector only), meaning the position is loosely defined

so rules about FTE and hours are not enforced by the system

None, which you can select if you do not need to record position

types

If the position is permanent and budgeted every year, select the

Permanent check box.

If the position is only used in one season each year (such as a summer

teacher), select the Seasonal check box. You can enter the season dates

in the Seasonal Information extra information type.

Select the organization and job for this position. They must have a start

date on or before the start date of this position.

You can set up several positions that have the same job in the same

organization. Each position name must be unique.

If you know that the position will be transferred to another organization

or job in the future, enter the proposed end dates now, for information.


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Cont..

Select a hiring status.The Start Date field indicates when thecurrent hiring status came into effect.

If the status is Frozen, you must enter a proposed end date for

the status. Optionally, you can enter a proposed end date for

Proposed or Active statuses, for information.

Select a location for the position, or leave the default, which isthe location of the organization.

Optionally, select a status for the position.

Selecting Valid or leaving the Status field blank enables

employees to be assigned to the position, provided otherconditions (such as an Active hiring status) are met. If the

status is Invalid or any other status defined at your site,

employees cannot be assigned to the position.


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Positions


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Defining Positions


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Position flex Field


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Entering Hiring Information

Enter the number of Full Time Equivalents to be assigned to this position.

If the Position Type is Single Incumbent, FTE must be 1.0 or less.

You can enter the number of incumbents that are planned for the position

in the Headcount field.

If appropriate, select a bargaining unit code for the position. This is

usually the legally recognized collective negotiating organization.

If required, enter the earliest date at which incumbents can be hired into

this position. If you have created a requisition and vacancy for this

position, the earliest hire date must be within the vacancy dates.

Enter the date by which the position should be filled. This date must be

on or after the Earliest Hire Date.

Select the Permit Recruiting check box if the position is not open but you

want to enable advertising, job posting and acceptance of applications.


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Proposed Entry Salary

Select the payroll to which the position's incumbents are normallyassigned. This payroll's calendar can be used for calculations of

budgeted amounts and commitments.

Select the salary basis to which the position's incumbents are normally

assigned.

Select the default grade to be used to determine the entry salary ofposition incumbents.

Do oneof the following, or leave these fields blank:

If the position is paid from a pay scale, select the grade step and scale

rate that represent the entry level salary for this position. The system

displays the value of the step on the scale rate you selected. If you maintain a grade rate to hold entry salary for this position,

select the appropriate grade rate. The value or range (minimum,

maximum and midpoint values) for this grade rate are displayed.

Cont


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Cont..

Probation Period

If there is a probation period for this position, you can

enter its length in the Probation region.

Overlap

Select the length of time a new incumbent can overlap

with a leaving incumbent for transfer of skills.


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Cont.. (Define Position/Hiring Information)


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Entering Work Terms Enter a number in the Working Hours field, and select the

corresponding period of time in the Frequency field. Forexample, enter 40 and select Week.

Enter the normal start and end times in 24 hour format. For

example, for 5.30 p.m., enter 17:30.

Select the name of a person who supervises this position. Seealso the Supervisor field in the Related Positions region if the

position is supervised by the holder of a specified position

rather than a named person.

Select the Replacement Required field if you want users to be

warned that they should enter the name of a replacement whenthey enter an absence for a holder of this position. You might

do this for positions where it is essential that a person is in

charge at all times.


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Cont..

Related Positions Select the position held by the supervisor or manager of this

position.

In the Relief field, you can select the position that should be held

by people who cover this position when the incumbent is absent.

Select the position from which a successor will to move to fill thisposition.

Extended Pay Term

For academic positions, if salary can be paid over a longer period

than the work term (such as a 9 month appointment paid over 12

months), select the Extended Pay Permitted check box.

If extended pay is permitted, enter the start and end dates of the

work and pay terms.


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Cont.. (Define Position/Work terms)


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Entering Additional Details

If required, enter comments, a posting description for

recruitment purposes, and any special confidentiality or

security requirements, such as a clearance level.


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Cont.. (Define Position/Additional Details)


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Cont.. If you want to add the position to one or more position hierarchies, choose the

Reporting To button. Select a hierarchy and the name of the position to which thisposition reports.

Choose the Evaluation button to enter evaluation information and an overall evaluation

score for the position.

Choose the Requirements button to enter position requirements, such as required

qualifications or valid experience, to help you match people to roles.

Choose the Valid Grades button to enter the grades to which position holders can be

assigned.

Choose the Occupancy button to view all those people who have held a selected

position or who are applying for it, and the dates of their occupancy. This information

could be relevant for selecting people with the necessary skills for similar positions.

Choose the Work Choices button to enter work choices that can affect an employee's,

applicant's, contractor's, or ex-employee's capacity to be deployed within your

enterprise (or a customer's).

Choose the Survey Mapping button to link salary survey lines to your position.

Choose the Extra Information button to enter any additional information required by

your enterprise.


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Cont.. (Define Position/Reporting to)


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Cont.. (Define Position/Others)

Cont.. (Define Position/ Others/


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Cont.. (Define Position/ Others/

Position requirements)

Cont (Define Position/ Others/ Position


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Cont.. (Define Position/ Others/ Position

Occupancy)


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Position Hierarchy

Use the Position Hierarchy window to create position hierarchies.

Always define hierarchies from the top position down.

You can use the Hierarchy Diagrammer to create your position

hierarchy graphically.

Each position can belong to any number of hierarchies at the sametime, but can only appear once in any hierarchy.

You should define the primary reporting hierarchy as part of your

implementation of positions. The first version of your hierarchy

should show your reporting structures when you implement Oracle

HR.


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To create a position hierarchy

Enter a unique name, and check Primary if it is your main reporting hierarchy.

Enter the version number and start date for the hierarchy.

You can copy an existing hierarchy.

Query the top position name into the Position block.

The Holder field displays the name of the employee who holds this position. Ifthere is more than one holder, this field displays the number of holders. You

can choose the List icon from the toolbar to display the list of holders.

In the Subordinates block, select the immediate subordinates for the top

position.

To add organizations below one of these immediate subordinates, check theDown check box for the position.

The Position block now displays the position you selected. You can add

subordinates to this position. To return to the previous level, check the Up

check box.


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Defining Position Hierarchy


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Position Mass Moves Mass Moves feature is used to reorganize positions, and the people

assigned to them. You can also identify source and target positions for

your mass move.

Ensure you have access to a responsibility linked to the Business Group

within which the mass move will take place.

Check that the source and target organizat ionsfor your mass move already

exist in the HRMS database.

Describe Your Mass Move

Identify Your Source Positions

Identify Your Target Positions

Verify the Transfer of Assignments for each Source Position

Verify or Add Valid Grades for each Target Position Execute the Mass Move

Review the Mass Move

Re-Execute a Mass Move


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Position Mass Moves


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Creating Position Hierarchy using Hierarchy diagrammer


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Grades Grades are normally used to record the relative status of employee assignments and to determine

compensation and benefits, such as salary, overtime rates, and company car.

Representing Grade Structures

In its simplest form, a grade can be a single character, or number, in a logical sequence. For

example:

grade A

grade B

grade C

By adding a second segment to the grade name, you can identify subgrades, such as:

grades A.1, A.2, A.3, and A.4

grades B.1 and B.2

grades C.1, C.2, and C.3

A more complex structure could be used to distinguish grades for different staff groups, such as:

Manual.A.1, Manual.A.2, and Manual.G.1

Clerical.C.1 and Clerical.C.2

In this example, there are three segments in the grade name. A grade is the combination of

segments you define. You set up the segments and their valid values using the Grade Name Key

Flexfield.

G


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Grades

Grades and Pay

Define a Grade

Delete a Grade

Relate Pay to Grades Using Grade Rates

Define a Grade Rate

View Grade Comparatios

Relate Pay to Grades Using Pay Scales

1. Define a Pay Scale

2. Define Scale Rates3. Relate Grades to Progression Points

4. Place an Employee on a Grade Step

C


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Cont

Maintaining and Reporting on Grade Step Placements

Increment Grade Step Placements

Run the Current and Projected Progression Points Values Report

Run the Employee Increment Results Report

Collective Agreements

Enter a Collective Agreement

Set Up Collective Agreement Grades

Enter Collective Agreement Grades

C t


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Cont..

Defining Grades


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Defining Grades Enter your grades in sequence number order.

The sequence number can be any number from 1 upwards. The

number indicates the rank order of the grade; 1 indicates thehighest grade.

This is the sequence in which the grades appear to users in

lists of values.

Consider sequencing each grade at intervals of 10 or more, toaccommodate any future changes to grades.

Enter a unique name for the grade. If there is more than one

segment in the grade name structure, a window opens when

you enter the Name field. You must enter a unique combinat ion

of segments.

Enter a start date early enough to handle any historical

information you want to enter.

D fi d


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Define a grade

G d R t


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Grade Rate

Using grade rates, you can either enter a fixed value for

each grade, or you can enter a minimum, maximum,

and midpoint values for each grade.

D fi i G d R t


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Defining Grade Rates

Set your effective date to a date early enough for any historicalinformation you want to enter.

Enter a name for the grade rate and select the units for

measuring it. Save your new rate.

In the Grade Rate Values block, select the grades for which youwant to define rates. For each grade, enter a fixed value or a

minimum, maximum and mid value.

To use this grade rate to validate salary proposals entered in the

Salary Administration window, you must enter a minimum and

maximum value.

To view comparatio values using this grade rate, you must enter

a mid value

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Defining Grade rates

P S l


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Pay ScaleYou define a pay scale, which is a set of progression points for

compensation, in the Pay Scale window.

Pay scales are used commonly in government and regulated or unionized

enterprises where actual values of pay are defined as a 'pay scale', a

'schedule', or a 'spine'. Characteristics of this functionality are:

A single scale of points and values is used to establish the actual pay

for a grade group.

Each point in the pay scale has a single value.

Grades can have a number of distinct steps, with each step given a

single point in the pay scale.

An employee assignment to a grade includes a point, or step value, and

the point value determines the actual pay of the employee.You can have any number of different pay scales in Oracle HRMS. Each

scale has its own set of points which may be characters or numbers.

D fi l


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Define a pay scale Enter a unique name for the pay scale.

Enter the Increment Frequency for this pay scale. Forexample, if you want to increment the placement of

assignments on the pay scale once each year, enter 1 in the

Number field and select Year in the Per Period field.

The Automatic Increment field shows the date of the last

automatic increment.

Enter the names of the points (or steps) of the scale. The

Point names can be numeric or alphanumeric. Enter them in

ascending order.

Enter a sequence number, in ascending order, for each point.The sequence determines the progression order for the

incrementing process. Then save the scale again.

D fi P S l


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Define Pay Scale

Scale Rates


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Scale Rates

In the Scale Rate window, you cancreate a rate and enter a fixed value

for each progression point on a payscale. You can create as many rates

as you require, such as one for a shift

allowance, and another for overtime.

Define Scale Rates


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Define Scale RatesNavigation: Work Structures-->Grades-->Point Values

Grade Scale


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Grade Scale

Using grade scales, you can associate each grade with severalpoints on a pay scale, and enter compensation values for these

points.

Relating Grades to Progression


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g g

PointsTo create a grade scale : Navigation: WS-->Grades-->Grade Steps & Points

Maintaining and Reporting on Grade Step


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g p g p

Placements

1. Increment Grade Step Placements

2. Run the Current and Projected Progression

Points Values Report

3. Run the Employee Increment Results

Report

Increment Progression Points


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process

Navigate to the Submit Requests window.

Select the Increment Progression Points in the Name field.

Enter the Parameters field to open the Parameters window.

Enter the name of the pay scale.

Enter the date on which the increment becomes effective.

Enter values for some or all of the segments of your People

Group flexfield, if required. This restricts the assignmentsincremented by the process to those in the group matching

the values you enter

Increment Progression Points


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g

process

Current and Projected Progression


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j g

Points Values Report

1. Select Current and Projected Progression PointsValues Report in the Name field.

2. Enter the Parameters field to open the Parameters

window.

3. Select a Pay Scale and enter the date on which theincrement would become effective.

4. Restrict the scope of the report, if required, by

selecting an organization, a group and/or a rate.

5. Choose the Submit button.

Employee Increment Results


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Report

1. Select Employee Increment Results Report in the Namefield.

2. Enter the Parameters field to open the Parameters

window.

3. Select a pay scale and the increment process run forwhich you want to see the results.

4. Restrict the scope of the report, if required, by selecting

an organization, a group and/or a rate.

5. Choose the Submit button

Employee Management Overview


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Employee Management Overview

Using the Oracle HRMS employee management

approach you can organize your employees exactly

as you want. You can record and manage

information for different groups of people, as

required. You can also enter, track, inquire andreport on people on a day to day basis.

Employee Management Setup


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Employee Management Setup

Define Person Types

Define Assignment Statuses

Set Up Special Information

Enable Special Information Types

Managing Personal Information


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Managing Personal Information

Basics

Find a Person Using the Find Person Window

Enter a New Person

Delete a Person from the System

Run the Full Personal Details Report Set Contacts

Enter Addresses

Add Telephone Information

Enter Communication Delivery Methods

Enter Next of Kin and Other Contacts

Contd


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Contd.. Career Development

Create a Competence Profile

Enter Work Choices for a Person Enter Work Choices for a Job or Position

Enter Qualifications

Enter Schools and Colleges Attended

Other Personal Information

Enter Additional Personal Information

Enter Pictures

Enter Contracts

Defining Contract Letter Types

Managing Contracts

Printing and Generating Contracts

Enter Extra Information

Enter Special Information

Enter OAB Person Type Usage

Change and Delete OAB Person Type Usage

Cont


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Cont.. Employee Management (Employment Details) on a Daily Basis

Enter an Assignment Enter Additional Assignment Details

Change Primary Assignments

Enter Additional Employment Information

End an Assignment

Enter Secondary Assignment Statuses

Enter Payment Methods for an Employee Assignment

End Employment

Using Mass Assignment Update

Review Mass Assignment Update Errors

Cancel a Termination

Enter Extra Information.

Cont


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Cont..

Employee Reporting

Use the People Folders

List Assignments Using the Assignments Folder

List Assignments Using the List Assignments Window

Use the List People By Assignment Window

List Employees By Position

List Employees By Organization

List People by Special Information

View Assignment History

Run Employee Summary Report

Run the Employee Movements Report

Run the Assignment Status Report

Run Terminations Report

Define Person Types


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Define Person Types You can define your own names to identify the 'types' of

people in your system. These include all types of employees,

applicants and contacts, as well as current and 'ex-' types.

Cont


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Cont..

People Window


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People Window

You can enter information about:

New employees

Employment Office location

Applicants

Background checks

Rehire recommendations

Further names Medical details

Address details

Telephone numbers

Picture record

Dependents, beneficiaries and

other contacts

Contracts

You can also use this window

to update peoples statuses,for example,from applicant to

employee.

Every enterprise must be able to record personal information for its

employees, applicants, and contacts. HRMS enables you to enter and

update this information for all person types on one formthe Peoplewindow.

Find a Person Using the Find Person


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Window

Find a Person Using the Find Person


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Window

Enter a New Person


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Enter a New Person

Address


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Address

Special Information


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Special Information

Contact Information


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Contact Information

Event For a Person


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Event For a Person

Phone Numbers


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Phone Numbers

Absence Information


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Absence Information

Application


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Application

Extra Person Information Type


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Extra Person Information Type

Competence Profile


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Competence Profile

Qualification


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Q

Work Choices


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Schools & Colleges Attended


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g

End Employment


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p y

End Application


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pp

Contracts


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Assignment


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g

Salary Administration


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y

Performance


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Element Entries


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Entry Values


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y

Statutory Details/ Tax Information


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Career and SuccessionManagement Overview


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g

In Oracle HRMS career and succession

management functionality is built upon the

principles of performance management and the

competence approach.

The highly configurable framework of OracleHRMS enables you to define all the components

of a performance management system to meet

the needs of your enterprise. You can define

competencies, behavioral descriptions, multipletypes of appraisal and competence evaluation,

performance ratings and career and succession

plans.

Cont..


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Competencies

Competencies enable you to identify and measure the skills,ability,

knowledge, and experience held by employees in your enterprise. Youcan also use competencies to define the requirements of a job or

position and to match people to jobs or positions.

Proficiency levels (and behavioral indicators)

You use proficiency levels and behavioral indicators to measure how a

competence is displayed. Rating Scales

Rating scales are used to describe competencies in a general way.This

means that you can use the same rating scale for different

competencies. Instead of holding the proficiency level at the

competence level, you use a general rating scale and text to describe

the competence.

Competence Measurement

Setting up a consistent method of measurement enables you to quantify

the competencies held across your entire enterprise. You can structure

your competencies using general rating scales,proficiency levels, or a

mixture of the two.

Cont..


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Competence Types

You use competence types to group competencies together, so that you can

create competencies which display complex behaviors. Competence Requirements

Competence requirements enable the enterprise to meet its business goals.

You can define the competencies required by everyone in the enterprise (core

competencies), and define the competencies required by a job or Position..

Qualification Types

You can enter the qualification types (and the establishments that deliver thesequalifications) that are recognized by your enterprise.

Appraisals

You can create the types of appraisals you require to meet the needs of your

enterprise. For example, you can create different types of appraisals, you can

include a questionnaire to gather additional information, and so on.

Career paths and succession plans

A career path shows a possible progression to one job or position from any

number of other jobs or positions. Succession plans enable you to identify the

employees best suited to a job or position and help you identify training needs

or scarce competencies.

Developing Competence Approach


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Step 1: Develop Competencies : You can have a combination of both

simple and complex competencies.

Create a Rating Scale

Create a Competence


Query a Competence

Group Competencies into Types

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Step 2: Identify Competence Requirements : You need to

identify the competencies required at Business Group,

organization, job or position level to enable your enterprise tomeet its business goals.

Define Competence Requirements - Core or Generic

Competencies

Define Competence Requirements - No Core Competencies

Copy Competencies

View Competence Requirements at Organization, Job or

Position Level

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Step 3: Deliver Competencies and Identify Qualification Methods :

You can deliver competencies through training activities, usingOracle Training Administration (OTA). Competencies can have

identified qualification methods. You can define the schools and

colleges which deliver the qualifications your enterprise recognizes.

Create Qualification Types

Create Schools and Colleges

Evaluations And Appraisals


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Create an Assessment Template

Delete or Change an Assessment Template

Create an Appraisal Template

Change an Appraisal Template

Career Paths and Succession Planning


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Define Career Paths

Model Career and Succession Plans Based on Jobs

Model Career and Succession Plans Based on

Positions

Enter Work Choices for a Person

Enter Work Choices for a Job or Position

Create a Rating Scale E t d d i ti f th ti l f l E ti


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Enter a name and description for the rating scale, for example, Expertise.

Select the type of rating scale to create, for example, performance,

proficiency or weighting.

Click the Default Rating Scale box if you want to make this rating scale

the default, otherwise leave this box blank.

Enter the first level and description for the rating scale. For example,

enter 1in the Level field and Novicein the Name field.

Enter the behavioral indicator for that level. For example, Meets

expectations.

You can enter up to 2000 characters for each behavioral indicator.

You can add attachments to the rating scales, if required. For example,

you can attach a competence description or a video of the skill. Continue to enter levels and description for the rating scale then save

your changes.

Rating Scale


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Create a Competence


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Select the New button in the Find window.

Enter a name and description for the competence.

Enter the dates between which the competence is valid.

You must enter a From date but you can leave the To

date blank.

If you enter a To date, ensure that the valid period is wideenough to cover any competence elements you may need

to create.

If you want to use a general rating scale to measure the

competence, go to rating scale .

If you want to measure the competence against specificproficiency levels, go to Proficiency Levels.

Create Competencies


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Levels


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Use the Competence Profile window to create and update a personal

competence profile.

When you open this window, you will see all competencies, past and present,

held by the person. If you want to see only current competencies and

proficiency levels, check the Current Competencies box.

Select the first competence this person possesses.

You can also automatically enter all competencies required for the person's

primary assignment or a vacancy, or the enterprise's core competencies.

Select the proficiency level at which the person performs the competence.

Enter the date from which the person possesses the competence at this level.

For example, if the person gained the competence through a qualification,

enter the date the qualification was gained. You can enter a date when thecompetence expires, if required.

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In the Source of Proficiency Rating field, you can select the methodby which the person gained the competence, such as training

course or previous experience.

Select the method of certifying that the person attained the

competence at the recorded level, such as by examination.

Enter the date when the person's proficiency in this competence

should be reviewed.

Continue to enter the competencies the person possesses, then

save your changes.

Create Competence ProfileNavigation: People >Enter&Main >others >Competence Profile


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Navigation: People-->Enter&Main-->others-->Competence Profile

Group Competencies into Types


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Use the Competence Types window to perform this

Competence types must have been defined using the Lookup type

COMPETENCE_TYPE.

Query the competence type under which you want to group

competencies.

Select the first competence to group within the competence type.

Continue to enter competencies to group within the competence

type, then save your work.

Competence Types


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Define Competence Requirements - Core or Generic

Competencies


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Use the Competence Requirements window to define your

competence requirements with core or generic competencies.

Select the Business Group for which you want to create

competence requirements.

Choose the Find button. Oracle Human Resources retrieves

competencies if you have previously defined them as required

for the Business Group, otherwise it retrieves nothing.

Choose Clear Record after you have looked at the existing

competencies.

You can now do the following:

Create Competence Requirements for the Business Group

Copy Existing Core Competencies to an Organization, Job or

Position

Define Competence Requirements


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Define Competence Requirements - No Core

Competencies


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Use the Competence Requirements window to define your competence

requirements with no core or generic competencies.

Select the organization or job for which you want to create competence

requirements. If you are creating competence requirements for a position, you

must also select the organization and job to which the position belongs.

Select the first competence.

Select the highest and lowest proficiency levels at which the competence is

acceptable, if required.

If you are going to copy these requirements to other organizations, jobs or

positions, you can choose not to copy these proficiency levels over.

Check the Essential check box if the competence is essential, otherwise, leave the

box unchecked.

Select the grade (for a job or position only), if required.

Enter the dates between which the competence is valid. You must enter a Fromdate but you can leave the To date blank.

Continue to add further competencies for the organization, job or position, if

required.

Define Competence Requirements


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Copy Competencies Y th C t R i t i d t t i


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You use the Competence Requirements window to copy competencies

from an organization, job or position.

Select the organization, job, or position to which you want to copy the

competencies.

Choose the Copy Competencies button. A Copy Competencies window

appears.

Uncheck the Core Competencies box. The organization, job andposition fields are now active.

Select the organization, job or position from which you want to copy

the competencies.

If you want to copy the proficiency levels, leave the Copy Levels box

checked, and enter the dates between which the competencies arevalid. You must enter a From date but you can leave the To date blank.

If you do not want to copy the proficiency levels, uncheck the box.

Cont..


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Choose the Copy button, and Oracle Human Resources copies thecompetencies.

You can make changes to the competencies copied over, such as:

Deleting any of the core competencies that are not required by

the organization, job or position

Changing the proficiency levels

Checking or unchecking the Required check box

Entering a grade (for a job or position only)

Changing the dates between which the competence is valid

Copy Competencies


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View Competence Requirements at Organization, Job

or Position Level


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Use the Competence Requirements window to view

competencies required at organization, job or position level.

Select the Business Group, organization, job or position for

which you want to view competencies,

Choose the Find button.

Create Qualification Types


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Use the Qualification Types window to create the qualifications that

are recognized by your enterprise.

Before you start this task, you must define generic qualification types

as values for the Lookup Type PER_CATEGORIES.

Enter the name of the qualification, for example, a Masters degree.

Select the type of qualification, for example, educational, honorary.

If required, rank the qualification, for example, 1 for a Masters degree.

Continue to enter and rank qualifications, then save your changes.

Create Qualification Type


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Use the Schools and Colleges window to enter the establishments

that deliver the qualifications recognized by your enterprise.

Enter the name of the establishment.

Enter the name of the location.

Continue to enter establishments, then save your changes.



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Create an Assessment Template Y t il th t l l t f th l ti t t th d


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You can tailor the actual layout of the evaluation page to meet the needs

of your enterprise. For example, you can identify:

The type of evaluation you are performing, for example, performance

or proficiency.

The competence types and competencies against which to evaluate,

and the sequence in which you want them to appear.

The instructions to be displayed to the evaluator(s) or approver(s).

How you want to calculate the total scores. For example, you may

wish to calculate a total score or an average score.

When you are setting up templates for any type of proficiency-based

evaluation, you have previously identified the proficiency levels or a

rating scale with which to measure competencies. Performance scales

are therefore remembered by Oracle HRMS. If you are setting up

templates for any type of performance-based assessment, you need to

indicate the performance scale to use in the assessment.

Cont.. Use the Assessment Template window to create templates for use in


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p p

competence-based appraisals.

Enter a name and description for the assessment you are setting up.You can enter up to 85 characters for the name.

Enter the instructions to be displayed to the assessor(s) or

approver(s). For example, "Complete all parts of the assessment

before passing it on to the next person in the chain". You can enter

up to 2000 characters for each assessment type.

Enter the dates between which the assessment template is valid.

You must enter a From date but you can leave the Until date blank.

Select the type of assessment template you are creating, for

example, proficiency with weighting applied.

If you are setting up proficiency-based assessment templates,

Oracle HRMS recognizes that you previously identified proficiencylevels or a rating scale, and the Performance Scale fields are grayed

out.

If you are setting up performance-based assessment templates, you

need to indicate the performance scale to use in the assessment.

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For any type of performance-based assessment, select the performance

scale for use in the assessment. Choose the Performance Scale button to see the proficiency levels for

that scale, if required.

Enter comments in the Comments field, as required.

For all types of assessment, select the weighting scale for use in the

assessment, if required.

Choose the Weighting Scale button to see the level of importance, if

required.

Enter comments in the Comments field, as required.

Select the method for calculating the total score, by sum or average total.

You can now select your competence types and competencies.

Create an Assessment Template


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Selecting Your Competence Types and

Competencies


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Click the Competencies button to select the competence types and

competencies to include in the assessment.

Query all competence types and competencies for you to select from.

With the first competence type displayed in the Competence Type field,

scroll through them until the first competence type you want to include

appears, then click the Used box.

You can also indicate the sequence in which you want the competence

type to appear on the assessment in the Sequence field. (If you do not

sequence the competence types, they appear on the assessment Web page

in the order they appear here).

Continue to scroll through the competence types, indicating the sequencein which you want the competence type to appear until you have selected

all the ones you want to include.

Check the Saved Competence Types Only box to retrieve in future only the

competence types you are using.

Cont..S h d th t t


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Save your changes, and re-query the competence types you

have selected. Only the competence types you have selectedare now displayed.

With the first competence type and competencies for that

type displayed, click the Used box for each competence you

want to include in the assessment.

You can also indicate the sequence in which you want thecompetencies to appear on the assessment in the Sequence

field. (If you do not sequence the competencies, they appear

on the assessment Web page in the order they appear here).

Continue to scroll through the competence types, selecting

and saving competencies, and indicating the sequence, untilyou have selected them all.

Check the Saved Competencies Only box to display only the

competencies you have selected in future



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Use the Appraisal Template window to create or

change an appraisal template.

You can enter the following Lookups for appraisals:

Define appraisal statuses as values for the Lookup

Type APPRAISAL_ASSESSMENT_STATUS.

Define appraisal types as values for the Lookup Type

APPRAISAL_TYPE.

If you do not want to use appraisal statuses or types in

the appraisal, do not enter values for these Lookups.Users can ignore these fields on the appraisal web

page.

Cont.. Enter a name and description for the appraisal you are setting up. You can enter up


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to 85 characters for the name.

Enter the dates between which the appraisal template is valid. You must enter aFrom date but you can leave the To date blank.

Enter the instructions to be displayed to the appraiser(s) or reviewers(s). For

example, "Complete all parts". These instructions are displayed when a user first

creates an appraisal using SSHR.

You can configure how instructions are displayed to the user by formatting the text

with HTML tags.

You can enter up to 2000 characters for each appraisal type.

Select the questionnaire you previously created and select the performance rating

scale to be used in the appraisal, if required.

Note:You create questionnaires using an HTML Editor.

Select an assessment template if you want to include assessments as part of the

appraisal. Otherwise, leave this field blank.



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