oracle hrms workstructure student guide

R12.x Oracle HRMS Work Structures Fundamentals Student Guide

D60565GC10

Edition 1.0

October 2010

D69202

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Copyright © 2007, 2010 Oracle. All rights reserved. Disclaimer This document contains proprietary information and is protected by copyright and other intellectual property laws. You may copy and print this document solely for your own use in an Oracle training course. The document may not be modified or altered in any way. Except where your use constitutes "fair use" under copyright law, you may not use, share, download, upload, copy, print, display, perform, reproduce, publish, license, post, transmit, or distribute this document in whole or in part without the express authorization of Oracle. The information contained in this document is subject to change without notice. If you find any problems in the document, please report them in writing to: Oracle University, 500 Oracle Parkway, Redwood Shores, California 94065 USA. This document is not warranted to be error-free. Restricted Rights Notice If this documentation is delivered to the United States Government or anyone using the documentation on behalf of the United States Government, the following notice is applicable: U.S. GOVERNMENT RIGHTS The U.S. Government’s rights to use, modify, reproduce, release, perform, display, or disclose these training materials are restricted by the terms of the applicable Oracle license agreement and/or the applicable U.S. Government contract. Trademark Notice Oracle is a registered trademark of Oracle Corporation and/or its affiliates. Other names may be trademarks of their respective owners.

Author

Gowri Arur

Technical Contributors and Reviewers

Leanne Wilborn

This book was published using: Oracle Tutor

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Copyright © Oracle 2010. All rights reserved.

R12.x Oracle HRMS Work Structures Fundamentals Table of Contents i

Table of Contents

Overview of Enterprise Work Structures......................................................................................................1-1 Overview of Enterprise Work Structures.......................................................................................................1-3 Objectives ......................................................................................................................................................1-4 Topics ............................................................................................................................................................1-5 Overview of Enterprise Work Structures.......................................................................................................1-6 Oracle HRMS Information Model.................................................................................................................1-7 Typical Types of Enterprise...........................................................................................................................1-9 Project-based Enterprise: Characteristics ......................................................................................................1-10 Project-based Enterprise: System Needs .......................................................................................................1-11 Project-based Enterprise: Oracle Solution.....................................................................................................1-12 Rule-based Enterprise: Characteristics ..........................................................................................................1-13 Rule-based Enterprise: System Needs ...........................................................................................................1-14 Rule-based Enterprise: Oracle Solution.........................................................................................................1-15 Setting up Enterprise Work Structures - A Best Practice in Configuration ...................................................1-16 Quiz ...............................................................................................................................................................1-17

Understanding Work Structure Components 1 ............................................................................................2-1 Understanding Work Structure Components 1 ..............................................................................................2-3 Work Structures Overview ............................................................................................................................2-4 Representing the Employer............................................................................................................................2-5 Enterprise Models Using Configuration Workbench.....................................................................................2-6 Business Groups in Oracle HRMS ................................................................................................................2-8 Startup Business Group .................................................................................................................................2-9 One or Many Business Groups ......................................................................................................................2-10 Quiz ...............................................................................................................................................................2-11

Understanding Work Structure Components 2 ............................................................................................3-1 Understanding Work Structure Components 2 ..............................................................................................3-3 Overview .......................................................................................................................................................3-4 Locations .......................................................................................................................................................3-5 Organizations.................................................................................................................................................3-6 Organization Hierarchies ...............................................................................................................................3-7 Automatic Creation of Organizations ............................................................................................................3-8 Jobs and Positions..........................................................................................................................................3-9 Security Based on Work Structures ...............................................................................................................3-10 Quiz ...............................................................................................................................................................3-11 Summary........................................................................................................................................................3-14

Understanding Work Structure Components 3 ............................................................................................4-1 Understanding Work Structure Components 3 ..............................................................................................4-3 Overview .......................................................................................................................................................4-4 Using Grades to Compare Roles....................................................................................................................4-5 Grade Structure..............................................................................................................................................4-6 Grade Steps....................................................................................................................................................4-7 People Groups ...............................................................................................................................................4-8 Quiz ...............................................................................................................................................................4-9 Summary........................................................................................................................................................4-12

Setting Up Enterprise Work Structures ........................................................................................................5-1 Setting Up Enterprise Work Structures .........................................................................................................5-3 Objectives ......................................................................................................................................................5-4 Topics ............................................................................................................................................................5-5 Setting up Enterprise Work Structures ..........................................................................................................5-6

Defining Key Flexfields ...................................................................................................................................6-1

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R12.x Oracle HRMS Work Structures Fundamentals Table of Contents ii

Defining Key Flexfields ................................................................................................................................6-3 Overview .......................................................................................................................................................6-4 Key Flexfields in Oracle HRMS....................................................................................................................6-5 Standard Features of Key Flexfields..............................................................................................................6-6 A Key Flexfield .............................................................................................................................................6-7 Job Key Flexfield ..........................................................................................................................................6-8 Position Key Flexfield ...................................................................................................................................6-9 Grade Key Flexfield ......................................................................................................................................6-10 Cost Allocation Key Flexfield .......................................................................................................................6-12 People Group Key Flexfield ..........................................................................................................................6-13 Personal Analysis Key Flexfield ...................................................................................................................6-14 Competence Key Flexfield ............................................................................................................................6-15 Collective Agreement Grades Key Flexfield.................................................................................................6-16 Points to Consider..........................................................................................................................................6-17 Quiz ...............................................................................................................................................................6-18 Summary........................................................................................................................................................6-21

Creating a Business Group .............................................................................................................................7-1 Creating a Business Group ............................................................................................................................7-3 Overview .......................................................................................................................................................7-4 Representing Your Enterprise........................................................................................................................7-5 The Business Group.......................................................................................................................................7-6 Single or Multiple Business Groups ..............................................................................................................7-7 Single and Multiple Business Groups............................................................................................................7-8 Sharing Information.......................................................................................................................................7-9 Share Information Using User Profile ...........................................................................................................7-10 Standard Information.....................................................................................................................................7-11 Information Associated with a Business Group.............................................................................................7-12 Person Numbers.............................................................................................................................................7-13 Initial Tasks ...................................................................................................................................................7-14 Quiz ...............................................................................................................................................................7-15 Summary........................................................................................................................................................7-19

Creating Locations ..........................................................................................................................................8-1 Creating Locations.........................................................................................................................................8-3 Overview .......................................................................................................................................................8-4 Internal and External Addresses ....................................................................................................................8-5 Closing Down a Location ..............................................................................................................................8-6 Quiz ...............................................................................................................................................................8-7 Summary........................................................................................................................................................8-9

Creating Organizations...................................................................................................................................9-1 Creating Organizations ..................................................................................................................................9-3 Overview .......................................................................................................................................................9-4 Organizations Within Business Group ..........................................................................................................9-5 Organization Classifications..........................................................................................................................9-6 Additional Organization Information ............................................................................................................9-7 Organization Manager ...................................................................................................................................9-8 End Dates on Organizations ..........................................................................................................................9-9 Deleting Organizations ..................................................................................................................................9-10 Organization Hierarchies ...............................................................................................................................9-11 Automatic Creation of Organizations ............................................................................................................9-12 Quiz ...............................................................................................................................................................9-13 Summary........................................................................................................................................................9-16

Representing Financial Reporting Structures...............................................................................................10-1 Representing Financial Reporting Structures ................................................................................................10-3 Overview .......................................................................................................................................................10-4 Parallel Reporting Structures HR and GL .....................................................................................................10-5

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R12.x Oracle HRMS Work Structures Fundamentals Table of Contents iii

Parallel Reporting Structures Similar but not same.......................................................................................10-6 Summary........................................................................................................................................................10-7

Representing Government Reporting Structures (US) ................................................................................11-1 Representing Government Reporting Structures (US)...................................................................................11-3 Overview .......................................................................................................................................................11-4 Reporting Requirements ................................................................................................................................11-5 Preparing for Government–Mandated HR Reporting....................................................................................11-6 Reporting Categories and Statuses ................................................................................................................11-7 Reporting Organizations................................................................................................................................11-8 Defining Organization Information for Government Mandated Reporting ...................................................11-10 Record Establishment Details........................................................................................................................11-11 Establishment Hierarchies .............................................................................................................................11-12 Establishment Hierarchy Using Organization Hierarchy...............................................................................11-13 Create Establishment Hierarchies Using Organization Hierarchy.................................................................11-15 Establishment Hierarchy Using Generic Hierarchies ....................................................................................11-16 Create Establishment Hierarchy Using Generic Hierarchies .........................................................................11-18 AAP Establishment Hierarchies ....................................................................................................................11-19 Reporting Checklist .......................................................................................................................................11-20 Quiz ...............................................................................................................................................................11-21 Summary........................................................................................................................................................11-23

Representing Jobs and Positions ....................................................................................................................12-1 Representing Jobs and Positions....................................................................................................................12-3 Overview .......................................................................................................................................................12-4 Using Jobs or Positions..................................................................................................................................12-5 Jobs................................................................................................................................................................12-6 Job Structure..................................................................................................................................................12-7 Representing Positions ..................................................................................................................................12-8 Positions ........................................................................................................................................................12-9 Using Positions ..............................................................................................................................................12-10 Examples of Positions ...................................................................................................................................12-11 Position Structure ..........................................................................................................................................12-12 Position Control.............................................................................................................................................12-13 Position Transactions.....................................................................................................................................12-14 Position Hiring Status....................................................................................................................................12-15 Additional Information for Jobs and Positions ..............................................................................................12-16 Changing Job and Position Definitions .........................................................................................................12-17 Changing Details ...........................................................................................................................................12-18 Quiz ...............................................................................................................................................................12-19 Summary........................................................................................................................................................12-23

Position Hierarchies ........................................................................................................................................13-1 Position Hierarchies.......................................................................................................................................13-3 Overview .......................................................................................................................................................13-4 Position Hierarchy - Example........................................................................................................................13-5 Defining Position Hierarchies........................................................................................................................13-6 Hierarchy Diagrammers ................................................................................................................................13-7 Changing Position Hierarchies ......................................................................................................................13-8 Quiz ...............................................................................................................................................................13-9 Summary........................................................................................................................................................13-10

Mass Move Updates.........................................................................................................................................14-1 Mass Move Updates ......................................................................................................................................14-3 Overview .......................................................................................................................................................14-4 Reorganization...............................................................................................................................................14-5 Moving Assignments.....................................................................................................................................14-6 Considerations Before a Mass Move .............................................................................................................14-7 Quiz ...............................................................................................................................................................14-8

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R12.x Oracle HRMS Work Structures Fundamentals Table of Contents iv

Summary........................................................................................................................................................14-11 Understanding Checklists ...............................................................................................................................15-1

Understanding Checklists ..............................................................................................................................15-3 What Are Checklists? ....................................................................................................................................15-4 Benefits of Checklists ....................................................................................................................................15-5 How Checklists Work....................................................................................................................................15-6 Checklist-Task Performers ............................................................................................................................15-8 Quiz ...............................................................................................................................................................15-9 Summary........................................................................................................................................................15-11

Setting Up Workers Compensation (US).......................................................................................................16-1 Setting Up Workers Compensation (US).......................................................................................................16-3 Overview .......................................................................................................................................................16-4 Workers' Compensation in Oracle HRMS.....................................................................................................16-5 WC Insurers...................................................................................................................................................16-6 WC Work Classification Codes.....................................................................................................................16-7 WC Work Premium Rates .............................................................................................................................16-8 Workers' Compensation Liability ..................................................................................................................16-9 Quiz ...............................................................................................................................................................16-10 Summary........................................................................................................................................................16-12

Setting Up Enterprise Work Structures - Conclusion..................................................................................17-1 Setting Up Enterprise Work Structures - Conclusion ....................................................................................17-3 Summary........................................................................................................................................................17-4

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R12.x Oracle HRMS Work Structures Fundamentals Table of Contents v

Preface

Profile

Before You Begin This Course

Before you begin this course, you should have the following qualifications:

• Thorough knowledge of Oracle Applications

• Working experience with procurement

Prerequisites

• Oracle Applications Foundations

How This Course Is Organized

R12.x Oracle HRMS Work Structures Fundamentals Ed 1 is an instructor-led course featuring lecture and hands-on exercises. Online demonstrations and written practice sessions reinforce the concepts and skills introduced.

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R12.x Oracle HRMS Work Structures Fundamentals Table of Contents vi

Related Publications

Oracle Publications Title Part Number

Oracle HRMS Implementation Guide E13513-03

Oracle Workforce Sourcing, Deployment, and Talent Management Guide

E13515-03

Oracle HRMS Enterprise and Workforce Management Guide E13511-03

Additional Publications

• System release bulletins

• Installation and user’s guides

• Read-me files

• International Oracle User’s Group (IOUG) articles

• Oracle Magazine

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R12.x Oracle HRMS Work Structures Fundamentals Table of Contents vii

Typographic Conventions

Typographic Conventions in Text Convention Element Example Bold italic Glossary term (if

there is a glossary) The algorithm inserts the new key.

Caps and lowercase

Buttons, check boxes, triggers, windows

Click the Executable button. Select the Can’t Delete Card check box. Assign a When-Validate-Item trigger to the ORD block. Open the Master Schedule window.

Courier new, case sensitive (default is lowercase)

Code output, directory names, filenames, passwords, pathnames, URLs, user input, usernames

Code output: debug.set (‘I”, 300); Directory: bin (DOS), $FMHOME (UNIX) Filename: Locate the init.ora file. Password: User tiger as your password. Pathname: Open c:\my_docs\projects URL: Go to http://www.oracle.com User input: Enter 300 Username: Log on as scott

Initial cap Graphics labels (unless the term is a proper noun)

Customer address (but Oracle Payables)

Italic Emphasized words and phrases, titles of books and courses, variables

Do not save changes to the database. For further information, see Oracle7 Server SQL Language Reference Manual. Enter [email protected], where user_id is the name of the user.

Quotation marks

Interface elements with long names that have only initial caps; lesson and chapter titles in cross-references

Select “Include a reusable module component” and click Finish. This subject is covered in Unit II, Lesson 3, “Working with Objects.”

Uppercase SQL column names, commands, functions, schemas, table names

Use the SELECT command to view information stored in the LAST_NAME column of the EMP table.

Arrow Menu paths Select File > Save. Brackets Key names Press [Enter]. Commas Key sequences Press and release keys one at a time:

[Alternate], [F], [D] Plus signs Key combinations Press and hold these keys simultaneously: [Ctrl]+[Alt]+[Del]

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R12.x Oracle HRMS Work Structures Fundamentals Table of Contents viii

Typographic Conventions in Code Convention Element Example Caps and lowercase

Oracle Forms triggers

When-Validate-Item

Lowercase Column names, table names

SELECT last_name FROM s_emp;

Passwords DROP USER scott IDENTIFIED BY tiger;

PL/SQL objects OG_ACTIVATE_LAYER (OG_GET_LAYER (‘prod_pie_layer’))

Lowercase italic

Syntax variables CREATE ROLE role

Uppercase SQL commands and functions

SELECT userid FROM emp;

Typographic Conventions in Oracle Application Navigation Paths

This course uses simplified navigation paths, such as the following example, to direct you through Oracle Applications.

(N) Invoice > Entry > Invoice Batches Summary (M) Query > Find (B) Approve

This simplified path translates to the following:

1. (N) From the Navigator window, select Invoice then Entry then Invoice Batches Summary.

2. (M) From the menu, select Query then Find.

3. (B) Click the Approve button.

Notations:

(N) = Navigator

(M) = Menu

(T) = Tab

(B) = Button

(I) = Icon

(H) = Hyperlink

(ST) = Sub Tab

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R12.x Oracle HRMS Work Structures Fundamentals Table of Contents ix

Typographical Conventions in Oracle Application Help System Paths

This course uses a “navigation path” convention to represent actions you perform to find pertinent information in the Oracle Applications Help System.

The following help navigation path, for example—

(Help) General Ledger > Journals > Enter Journals

—represents the following sequence of actions:

1. In the navigation frame of the help system window, expand the General Ledger entry.

2. Under the General Ledger entry, expand Journals.

3. Under Journals, select Enter Journals.

4. Review the Enter Journals topic that appears in the document frame of the help system window.

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R12.x Oracle HRMS Work Structures Fundamentals Table of Contents x

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Copyright © Oracle, 2010. All rights reserved.

Overview of Enterprise Work Structures Chapter 1 - Page 1

Overview of Enterprise Work Structures Chapter 1

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Overview of Enterprise Work Structures

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Objectives

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Topics

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Overview of Enterprise Work Structures

Enterprise Overview

Every enterprise has its own individual ‘culture’, which is reflected in the organization of work and the management of people within the enterprise. Culture is also reflected in the reward systems, the business processes and the control systems that operate within the enterprise. O

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Oracle HRMS Information Model


Using Oracle HRMS, you create an information model to represent your enterprise in terms of: • Work • Pay • People

You deploy and compensate people using the model you set up.

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Oracle HRMS enables you to configure the same HR system to represent many different types of enterprise, for example, commercial, public sector, healthcare, telecom, and education. Configuration means that one system, Oracle HR, can support the data and processes from many different types of enterprise. The implementation process is the process that takes the specific business needs of an enterprise and maps them to Oracle HRMS to determine what data and processes need to be configured. The data model is simple. Although it can be extended, there are still only 3 major areas of activity in HRMS - People, Work, and Pay. This should help as you work your way through the different parts of the system. Oracle HRMS enables you to represent people, work, and pay in two main types of enterprises – Project-based and Rule-based. In these enterprises you can show the basic ways of how people work in different jobs and positions. We will be discussing jobs and positions in detail in the Representing Jobs and Positions topic later in this course.

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Typical Types of Enterprise

Typical Types of Enterprises

Typically, enterprises are: • Project-based • Rule-based

In the following slides, we will look at these two typical types of enterprise and their characteristics in detail.

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Project-based Enterprise: Characteristics

Project-based Enterprise: Characteristics

You can find a project-based enterprise typically in consulting, construction, small manufacturing or software companies. The characteristics of a project-based enterprise are:

• Loosely structured operating groups • Rapidly changing structures in response to changing business opportunities • Hiring and deploying people for their skills • Personal and individual reward systems • Making individuals more important than roles

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Project-based Enterprise: System Needs

Project-based Enterprise: System Needs

The system needs for a project-based enterprise are: • Flexibility to represent and change organizational structures and work groups • Flexibility in defining and assigning roles to people • Ability to show multiple activities • Ability to define and manage business processes based on individuals’ competencies • Flexibility in the compensation management framework to handle individual

compensation plans O

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Project-based Enterprise: Oracle Solution

Project-based Enterprise: Oracle Solution

The Oracle solution enables you to use a combination of Organizations and Jobs for the flexibility you need. You could:

• Use Organizations for detailed reporting groups. • Use Jobs to define roles independent of any specific organization. A person can change

organizations, but keep the same job and assignments. • Use Elements to record time spent on specific projects.

Given these needs, you would probably use organizations and jobs to show how you assign and manage people. You can assign employees to these organizations on short notice while retaining their basic role or job. Typically, you would not define Positions. Positions require additional definition and maintenance, and do not reflect the flexible working environment found in this type of enterprise.

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Rule-based Enterprise: Characteristics

Rule-based Enterprise: Characteristics

You can find a rule-based enterprise typically in government agencies, education, health care, public sector, and non-profit agencies. The characteristics of a Rule-based enterprise are:

• Highly structured operating groups • Posts exist independently of people • Positions are controlled, with detailed approvals for budgeting and reporting • Employees hired and assigned to specific positions • Rewards usually associated with the position • Roles usually more important than individuals

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Rule-based Enterprise: System Needs

Rule-based Enterprise: System Needs

The system needs for a Rule-based enterprise are: • Ability to define and control positions independently of people • Ability to manage some information about positions across organizations • Ability to assign multiple people to one position or one person to many positions

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Rule-based Enterprise: Oracle Solution

Rule-based Enterprise: Oracle Solution

Positions enable more detailed management information and reporting than jobs alone. The Oracle solution allows you to use Positions to represent the detailed work structures you need. You could:

• Use Organizations to show departmental level information. • Use Jobs to represent common types shared across all organizations.

Given these needs, you would use positions, organizations, and jobs to assign and manage people. Positions can hold more additional information than Jobs, for example, to manage fixed establishments of posts that exist independently of the employee assignment, it is best to use positions.

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Setting up Enterprise Work Structures - A Best Practice in Configuration

Setting up Enterprise Work Structures

As a best practice in configuration, you can set up your enterprise’s work structures using Oracle HRMS Configuration Workbench as it simplifies the implementation of Oracle HRMS. It also reduces time, cost, and risk of ‘standard’ implementations. The Configuration Workbench provides you with a central place to manage and perform your tasks when implementing Oracle HRMS. It:

• Is a single point of access to the tools you require to perform a typical implementation of the applications

• Has predefined questions for each product area's configuration, which you answer to build a typical configuration model

• Has packaged Solution Sets, which consist of solution templates for specific functional areas

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Quiz

Answer: a, d, e

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Quiz

Answer: a

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Understanding Work Structure Components 1 Chapter 2 - Page 1

Understanding Work Structure Components 1 Chapter 2

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Understanding Work Structure Components 1

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Work Structures Overview

Work Structures Overview

This topic provides an overview of the components of work structures and how to represent your enterprise and employer structures using Oracle HRMS. Work Structures provides the framework in which you place people. It includes:

• Enterprise and employer structures such as business groups, organizations and legal entities

• Work roles for employees such as Jobs and Positions • Grade structures with related pay rates • Payroll Groups with processing calendars • User defined groups such as unions or pension groups

You can also create the work structures for your enterprise, operating companies, and legal entities, using Oracle HRMS Configuration Workbench. You need the HRMS Rapid Implementation Workbench responsibility to perform the tasks in the Configuration Workbench. For information about how to use Oracle HRMS Configuration Workbench, please see the Oracle HRMS Implementation Guide

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Representing the Employer

Representing the Employer

Oracle HRMS enables you to represent the employer as: • A single company with all of its offices in one country • An international company with offices overseas but with a single reporting structure • A multi-national company with subsidiary companies, each with its own reporting and

management structures

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Enterprise Models Using Configuration Workbench

Enterprise Models Using Configuration Workbench

As a best practice in configuration, Oracle HRMS Configuration Workbench provides four basic configuration models as starting points that will help you configure the management and operating structures of your enterprise faster. The four configuration models define the basic information model to represent any enterprise. For example, the recruiting processes in a public sector authority may be very different from a commercial enterprise yet both may share a common application configuration model to represent work structures. In the same way, a multi-national commercial enterprise may have common recruiting processes with a single national commercial enterprise, yet their basic work structure configuration needs, and therefore the models, would be different. You can operate common or diverse business processes in any of these configuration models. In each of these configuration models you will probably have to add other location and internal work structures that represent:

• Divisions or departments • Financial reporting companies and cost centers • Service center organizations and project (or activity) based teams • Combinations of lines of business

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These are the organizations that define your internal operational or reporting structures for specific legal, personnel, and financial management requirements.

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Business Groups in Oracle HRMS

Business Groups in Oracle HRMS

Business groups in Oracle HRMS: • Represent a legislative grouping (typically a country where your enterprise has a fair

number of employees) • Serves as a container for the organizations in your enterprise that exist in a specific

country • Enable grouping and managing data in accordance with the legislative rules and

reporting requirements of a single country, and to control access to localized data By default, all employees receive an assignment to the business group you choose when you sign on. When you enter assignment details to internal organizations such as divisions or departments, you replace the default assignment. Though the employee has assignments in the internal organizations, the employee continues to exist within the business group. Personal, work and pay details are regulated by the legislation of the business group.

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Startup Business Group

Startup Business Group

Oracle HRMS comes with one predefined business group that has the U.S. legislation code and U.S. dollar as the default currency. This default group is for users of Oracle Applications who do not intend to use HR. Typically, you set up a new business group with your own choice of default information. If your enterprise has implemented other Oracle applications like Oracle Financials, then you may already have the startup business group in use. In such a case, you must discuss with your implementer.

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One or Many Business Groups


You can have several reasons for creating one or many business groups in your enterprise and keep sets of data separated. For example, in the above slide, there are three business groups. The US business group has two legal entities. The ultimate legal entity belongs to the US business group. The UK business group has two legal entities. Note that Legal Entity 02 US is common across the US business group and the UK business group. Typically, you create multiple business groups if your enterprise operates from multiple countries. Additionally, you create multiple business groups if:

• You want a copy of your live system with example records for training or testing purposes

• You are a holding company with a number of subsidiary companies and each subsidiary has its own structures, employees, and compensation and benefit policies

• You acquire or merge with another company and you want to manage separate structures and processes during a transition phase

For more information about creating a business group, see the Creating a Business Group topic in the Setting Up Enterprise Work Structures module in this course.

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Quiz

Answer: a

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Quiz

Answer: c

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Quiz

Answer: a, b, c, d, e, h

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Overview

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Locations

Locations

Locations are the physical site where your employees work. You can define: • Local or international work sites • Locations specific to one business group or shared across all. You choose whether

locations are global to all business groups or specific to one using the User Profile Option - HR:Cross Business Group.

In some legislations work locations determine taxability rules. You define locations for external organizations such as tax authorities, insurance and benefits carriers.

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Organizations

Organizations

You can define as many separate organizations as you need within each business group. The separate organizations can be companies, operating units, establishments, departments or divisions. Organizations can be internal or external. Examples of internal organizations are HR Organizations, Finance department, Sales Unit, etc. and external organizations can be recruiting agencies and insurance carriers.

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Organization Hierarchies


This slide shows the example of organization hierarchy at Global Industries Corporation. You can:

• Use hierarchies to group organizations and to show management reporting lines. In a hierarchy each organization has one parent

• Have unlimited number of hierarchies • Use hierarchies when running reports to include a group of organizations • Use hierarchies to define security • Use the Organization Hierarchy window to enable position control • Use hierarchies to set position control

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Automatic Creation of Organizations


You can automatically create HR Organizations corresponding to company cost center combinations in General Ledger (GL) using the Synchronize Organizations functionality. If your enterprise has a close relationship between its financial structure and line management hierarchy, you only have to maintain your financial structure in GL and the corresponding line manager hierarchy is automatically synchronized. You can also enable the automatic creation of company cost center organizations if your financial cost centers are different to your HR organizations and you want to represent your cost centers as organizations. The Synchronize Organizations functionality helps you in management reporting about financial information such as costs, revenues and expenses. You can consolidate this information by cost center manager.

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Jobs and Positions

Jobs and Positions

This slide introduces the ideas of Jobs and Positions as two distinct ways of representing the work roles that employees perform within an enterprise. A simple distinction is to get people to think about whether the emphasis within their own enterprise is to manage people or posts. A simple question to help the decision-making process is to ask what happens when an employee is terminated. If a role continues to exist after the employee leaves, then think about Positions. If a role ceases or is re-evaluated when the employee leaves, then think about Jobs. Jobs are generic roles within a business group. They are independent of any single organization. For example, the jobs ‘Manager’ and ‘Consultant’ can be in many organizations. Position is a specific role, or function, that exists in one, and only one, organization. Positions show more management reporting detail than organizations alone. Position definition includes Job and Organization. Positions are typically used in Public Sector, Government, Education, Health, and any large enterprises to show management positions.

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Security Based on Work Structures

Security Based on Work Structures

With Oracle HRMS, you define the rules for who has access to personal information through a Security Profile. You define security profiles based on organization, organization hierarchy, and position hierarchies. You can create your own custom restrictions using work structure components such as jobs and positions. You can also configure the security restrictions to be user-based. The application evaluates the security permissions dynamically for the user currently logged on to the system. User-based security profiles can be used by multiple employees which reduces set-up and administration tasks. The combination of Security Profile and Responsibility control the records that an application user can see such as organizations, positions, and people. While defining security profiles, you can set up organization security without first creating an organization hierarchy. You can select individual organizations to include in the security profile. You can also combine selection of individual organizations with the existing ability to secure by organization hierarchy, by selecting an organization hierarchy and excluding individual organization units from it or adding individual organization units to the selection. See Security Rules in the online help.

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Quiz

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Summary

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Overview

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Using Grades to Compare Roles

Using Grades to Compare Roles

You use grades to compare roles in an organization. Grades represent relative levels of management or seniority in an enterprise. Oracle HRMS enables you to use grades to record the relative status of employee assignments and to determine compensation and benefits, such as salary, overtime rates, and company car. You can define grades to distinguish different staff groups such as Management, Administrative, Technical. Using Oracle HRMS, you can define your grade structure and represent the various compensation levels within a grade.

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Grade Structure

Grade Structure

Grade structures enable you to set up the naming convention of grades in your enterprise. You can define grades with different levels of complexity depending on the requirements of your enterprise. For example, in its simplest form, a grade can be a single character, or number, in a logical sequence such as, A, B, C. By adding a second segment to the grade name, you can identify sub-grades as A.1, A.2, A.3, A.4, B.1 and B.2. A more complex structure could be used to distinguish grades for different staff groups in your organization such as, Manual.A.1, Manual.A.2, Clerical.C.1 and Clerical.C.2. You define the grade structure that suits you using the Grade Name Key flexfield. Since compensation information can change independently of the grade, do not define it as part of the grade name.

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Grade Steps

Grade Steps

Typically enterprises in areas such as healthcare, construction, and public sector represent compensation levels, roles, and progression points as steps within grades. In these enterprises, you place employees on a step within their grade. The steps enable the employee to progress up the grade by an incrementing process. You can represent step details either as a segment in the grade key flexfield structure or using grade steps. For details about setting up and using grades, refer to the Oracle HRMS Compensation and Benefits Management Guide.

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People Groups

People Groups

People Groups are internal groups of your employees, such as Pension group, Benefits group, and Car Eligibility group. Locations, Organizations, Jobs, Positions, Grades, and Payrolls are the predefined structures for grouping people in Oracle HRMS. You can also group people based on certain benefits eligibility, trade unions of which they are members and pension schemes. Oracle HRMS provides you this flexibility to define other types of groups:

• For reporting and analysis • To define eligibility for compensation • To extend key assignment details

You define the structure of the information you record under People Groups to meet your business requirements.

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Quiz

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Quiz

Answer: a, c

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Quiz

Answer: a, b, c

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Summary

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Setting Up Enterprise Work Structures Chapter 5 - Page 1

Setting Up Enterprise Work Structures Chapter 5

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Setting Up Enterprise Work Structures

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Objectives

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Topics

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Setting up Enterprise Work Structures

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Defining Key Flexfields Chapter 6 - Page 1

Defining Key Flexfields Chapter 6

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Defining Key Flexfields

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Overview

Overview

Key flexfields are user defined flexfields that enable you to represent the unique structure of business entities such as jobs, positions, and grades in your enterprise. Most organizations use ‘codes’ or ‘unique identifiers’ to identify business entities such as jobs and grades. Your enterprise might use ‘grade name-grade level’ code to represent the ‘Executive 1’ grade. In the ‘Executive 1’ grade, ‘Executive’ is the grade name and ‘1’ is the grade level. You must define the key flexfields for the various business entities before you create the business group. This enables you to record business entity details in the structure that meets your business requirements. The flexfield appears as a pop-up window that contains the different segments or sub-fields that you have defined. For more information on Key Flexfields, see Flexfields in the online help.

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Key Flexfields in Oracle HRMS

Key Flexfields in Oracle HRMS

Oracle HRMS uses key flexfield structures to let you configure your own unique names for Jobs, Positions, Grades, Competencies, and Collective Agreement Grades (CAGR). The application also uses key flexfield structures to let you capture additional information for People Group, Cost Allocation, and Personal Analysis (using Special Information Types). The key flexfields are central to Oracle HRMS, therefore you must create certain definitions before you can set up your business group. The following slides explain in detail the key flexfields in Oracle HRMS.

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Standard Features of Key Flexfields

Standard Features of Key Flexfields

The diagram shows the standard features of a key flexfield, example the grade key flexfield. The grade key flexfield structure includes 3 segments – Name, Title, and Level. The application displays to you as the unique key. You can define only one key structure for each business group for every key flexfield, except for the Personal Analysis and Collective Agreement Grades key flexfields, which can have multiple structures. For example, the grades in your enterprise will have the same structure of ‘grade name-grade level’. You cannot have one structure for Executive.1 grade and another for Executive2 grade. You can define up to 30 segments for each structure in all key flexfields except Collective Agreement. The combination of segment values creates a unique key for the key flexfield. If visibility of data is very important, you might consider including additional information in the name. For example, your grade structure can be ‘grade name-job-grade level’. This will indicate the job in which the grade is valid. If the value can change often, you probably don’t want to put it in the unique identifier. You could consider using one of the other suitable options for additional information such as Extra Information Types or descriptive flexfield. For more information about using EITs or descriptive flexfield for recording additional information, refer the Oracle HRMS Configuring, Reporting, and System Administration Guide. .

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A Key Flexfield

A Key Flexfield

The diagram explains the different components of a key flexfield. Use the following checklist while defining a key flexfield:

• Flexfield name • Segments • Segment description • Segment Value • Users need to determine the separator for the KFF

Qualifiers control where a user can allocate values for each segment. For more information about key flexfields, refer to the Oracle Applications Flexfields Guide.

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Job Key Flexfield

Job Key Flexfield

You can define either a simple or a complex job key flexfield structure. Individual jobs can be a combination of segment values. For example, a job can be a one or two segment name, like Manager, Manager.Senior, Consultant, Consultant.1. This is typical if you use Jobs in your enterprise. Jobs are dated so that you can start and end definitions. You extend the types of information you use to define a job by adding more segments. For example, the jobs you define can be Manual.A.1.ShiftB, Manual.A.2.ShiftA, Clerical.C.1. and Clerical.C.2. This is useful if you use Jobs as the primary roles in your enterprise. You can use the Configuration Workbench to help you decide configuring the job structure within your enterprise. You have one job structure for HR job for a business group. You can also create additional job structures for other kinds of roles to suit your enterprise needs. In addition, you can determine the way you want to display job key flexfield information in an SSHR context such as the Person and Assignment headers, the My Information page, and so on. For example, while the defined format for a job could be DM274.Manager.1.12B, you can have the application display only the second segment, namely Manager. For more information, see the following topics in the online help:

• Legislation and Customer Overrides for Employee Directory • My Information and My Employee Information

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Position Key Flexfield

Position Key Flexfield

You use the Position key flexfield to define each position as a combination of segment values. The simplest option is one segment with no validation for ‘Title’. When deciding on the number of segments a flexfield has, it is usually better to set up a few small segments rather than one big segment. For example, if position includes name, region and code, you could define 2 or 3 segments. This gives users a greater choice in reporting using individual segments. Positions are datetracked so that you can maintain a continuous record of changes. Every position in the enterprise is unique. If every region has a Vice President, you must set up a unique position name for each VP such as VP Sales North, where VP is the job definition for each position, Sales is the Position and North refers to the region. You can use the Configuration Workbench to help you decide configuring the position structure within your enterprise. In addition, you can determine the way you want to display position key flexfield information in an SSHR context such as the Person and Assignment headers, the My Information page, and so on. For example, while the defined format for a position could be HRD21.HR Director.3.12B, you can have the application display only the second segment, namely HR Director. For more information, see the following topics in the online help:


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Grade Key Flexfield

Grade Key Flexfield

You can define either a simple or a complex grade key flexfield structure. Each grade can be a combination of segment values. For example, in its simplest form, a grade can be a single character, or number, in a logical sequence such as, A, B, C. By adding a second segment to the grade name, you can identify sub-grades as A.1, A.2, A.3, A.4, B.1 and B.2. A more complex structure could be used to distinguish grades for different staff groups such as, Manual.A.1, Manual.A.2, Clerical.C.1 and Clerical.C.2. Since compensation information can change independently of the grade, you do not define it as part of the grade name. Instead you should relate it to the grade, either directly or indirectly. Using Grade Rates or Pay Scales you can keep the history of changes. If you include this type of information in a segment of the grade you will find it difficult to manage changes. Changing the value in a segment means that you will change the unique combination. The application does not record a history for the value. If you want history, you must insert a new grade, end date the previous grade and update all references - valid grades for jobs and positions, grade rates, and assignments as grades are not datetracked. In addition, you can determine the way you want to display grade key flexfield information in an SSHR context such as the Person and Assignment headers, the My Information page, and so on. For example, while the defined format for a grade could be MGMT.Executive.2.YH1,

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you can have the application display fewer segments, such as Executive.2. For more information, see the following topics in the online help:


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Cost Allocation Key Flexfield

Cost Allocation Key Flexfield

This slide summarizes the typical segments that you might expect to see for a Cost Allocation key flexfield. You use the Cost Allocation key flexfield to collect and to accumulate costs associated with running a payroll. You set validation on each segment and can share value sets with General Ledger (GL). Cost Allocation uses flexfield qualifiers to control the level at which users can enter values for each segment such as Payroll, Link, Organization, Assignment, Entry and Balancing. For example, if you select Payroll, then users can enter segment values in the Payroll window. If you select Organization, then users can enter segment values in the Costing Information window for the Organization. The application creates combinations even when segments do not appear in the window. The combination rules are not used. Each segment must have at least one qualifier and each qualifier must have at least one segment. Refer to the Oracle HRMS Implementation Guide for more details.

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People Group Key Flexfield

People Group Key Flexfield

The People Group flexfield enables you to add information to the records of the following types of people who are eligible for a specific compensation:

• Employees • Contingent workers • Applicants

You can use the individual segments of these flexfields to identify or report on specific groups of people. You need to set up at least one segment of this flexfield before you can begin entering employee assignments. If you do not, you will not be able to use the Assignment window for employees or applicants.

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Personal Analysis Key Flexfield

Personal Analysis Key Flexfield

The Personal Analysis flexfield enables you to add additional information types to records of people. You can use the individual segments of this flexfield to identify or report on specific groups of people. The Personal Analysis key flexfield can have an unlimited number of structures per business group and you can make unlimited entries to it. Each one represents a Special Information Type (SIT). You can have an unlimited number of Special Information Types. You can use SITs to keep track of passport, driving license details. You can make unlimited number entries to it.

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Competence Key Flexfield

Competence Key Flexfield

Use this flexfield to create competencies specific to your business group. You define competencies for performance management and appraisals of employees. You can also use the Competence key flexfield to record a hierarchy of competencies. You need to define the structure for this flexfield before you define the business group. You can create an additional key flexfield that can be used to create global competencies that are available across all business groups. You can, however, use the same key flexfield you have defined for the business group if you want. You define the key flexfield in the HR: Global Competence Flex Structure profile option. You must specify one of the segments as the Default Attribute using the flexfield qualifier. You must also attach the Others flexfield qualifier to all other segments in the structure.

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Collective Agreement Grades Key Flexfield

Collective Agreement Grades Key Flexfield

Use this flexfield to record the grade factors that are defined within a collective agreement. A collective agreement grade is defined by a combination of values that you enter using grade factors. A grade factor is a user-defined field that you set up as part of the grade structure in the Collective Agreement Grades (CAGR) key flexfield. The Collective Agreement Grades key flexfield enables you to create an unlimited number of grade structures. Once the grade structure is recorded, you can link it to a collective agreement and enter the required factor values for each reference grade. You can define up to 20 segments within each structure. Each segment refers to a grade factor that is available as part of the grade structure. You do not need to define any structures for the Collective Agreement Grades flexfield before you can use Oracle HRMS. For more information on Collective Agreements, see the Oracle HRMS Enterprise and Workforce Management Guide. .

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Points to Consider

Points to Consider

Before defining a key flexfield, you must consider several points. • Plan the structure, segments and segment values. • Consider validation on your segments to control what users can enter. • Determine the size of your segment fields. • Define the naming conventions and the number of segments used for each flexfield

structure. It is important to plan your flexfield properly and to anticipate future changes in your organization. You must keep in mind not to include values that change frequently. After you create your structures and started accumulating data, any modifications to your flexfield structure could adversely impact the behavior of your system. You must keep these points in mind when initially planning/creating your structures and to prevent future modifications, including segment order and segment size.

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Quiz

Answer: a

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Quiz

Answer: d

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Summary

Please refer to the additional guide for labs and/or demos for this lesson.

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Creating a Business Group Chapter 7 - Page 1

Creating a Business Group Chapter 7

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Creating a Business Group

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Overview

Overview

Enterprises are structured differently to meet varied business needs. A large enterprise can have several departments and divisions spread over different locations. A smaller enterprise can have limited departments, all based at the same location. Oracle HRMS gives you the flexibility to represent your enterprise to meet your business requirements. As a best practice, Oracle HRMS Workbench provides the following four basic configuration models as starting points to define the basic information model to represent any enterprise:

• Model 1: A single operating company in one country • Model 2: A single operating company in multiple countries • Model 3: Multiple operating companies in one country • Model 4: Multiple operating companies in multiple countries

You can build a model of your enterprise showing all the reporting lines and other hierarchical relationships. You can represent your enterprise at the highest level by defining it as an employer, and then representing all the departments and sections below this. In Oracle HRMS, a business group represents the country your enterprise has a presence. The business group is a container for the organizations in your enterprise that exist in a specific country.

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Representing Your Enterprise

Representing your Enterprise

Before you build your work structures, consider how your enterprise is structured: How do you represent your enterprise at the highest level? Does one business group serve your business requirements or do you require multiple business groups? If you want multiple business groups, then do you have information you share across business groups? What information do you share across business groups? Do all of your operating businesses share common HR policies or data standards for:

• Recruitment • Competencies • Compensation • Performance management • Succession planning

What is the standard information you specify for your enterprise at the business group level?

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The Business Group

The Business Group

A business group (BG) represents a country where your enterprise has a fair number of employees. If your enterprise has few employees in a country, you can create the international BG that has no legislative conditions. The BG serves as a container for the organizations in your enterprise that exist in a specific country. It enables grouping and managing data in accordance with the legislative rules and reporting requirements of a single country, and to control access to localized data. You place all organizations, employees, and organization hierarchies in your enterprise in a specific country under a BG. For example, this slide shows the structure of AB Shoes U.S. Here, you have a BG that represents AB Shoes in the U.S. Under the BG, you have the various organizations that are divisions or departments such as HR, Finance, Legal, and Public Relations (PR). A BG group holds information about the components of work structures such as jobs, grades, and positions. At the BG level, you set up the legislative rules, terms of employment, remuneration policies, and employee work patterns. See Create an Organization, Enter Organization Classifications, and Enter Additional Information in the online help.

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Single or Multiple Business Groups


Set up one or many business groups according to the operating needs of your own enterprise.

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Single and Multiple Business Groups

Single and Multiple Business Groups

Small enterprises, limited to a smaller geographical area, have a single business group and a large enterprise spread over a vast geographical area with complex organizational structure has multiple business groups. A single business group enables an enterprise to hold 'live' information, so they can display, report and manage information from all parts of the enterprise at the same time. Multiple business groups enable the enterprise to:

• Represent each country where it has a presence, for example AB Shoes U.K. and AB Shoes U.S. represent AB Shoes Inc. in the U.K. and U.S.

• Maintain a copy the gold system with example records for training or testing. • Manage complexities. For example, multiple business groups are useful if the enterprise

is a holding company or a corporation with a number of subsidiary companies. Each subsidiary has its own structures, employees, and compensation and benefit policies. These subsidiaries are in different countries dealing with local legislative requirements.

• Handle acquisitions and mergers. For example, when you acquire a company or merge with another company, multiple business groups help you maintain separate structures and compensation and benefits during the transition process.

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Sharing Information

Sharing Information

An enterprise with multiple business groups typically shares information such as jobs, locations, departments/divisions (organizations), competencies, rating scales, reporting lines, and personal titles. You can share information across business groups using:

• Lookups (Titles, Competencies, Job names) • User profiles (the HR:Cross Business Group)

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Share Information Using User Profile

Share Information Using User Profile

Oracle HRMS provides you the HR:Cross Business Group user profile option to enable sharing information between Business Groups. Use this profile option to:

• Set up hierarchies between organizations in different business groups • Show reporting lines across geographical boundaries • Enter relationships between people across Business Groups

- Supervisors - Recruiters - Event Participants - Contacts and Dependents

• Select benchmark jobs from other business groups • Create global competencies and rating scales

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Standard Information

Standard Information

The standard information for a business group are • Currency • Budget values for non-monetary measures (such as headcount, FTEs) • Standard work hours and frequency of work such as daily, few days a week, or weekly.

US Users only: A US business group has two additional types of standard information for government mandated reports such as VETS-100 and ADA:

• Reporting Categories - Enter non-temporary categories (full-time or part-time) to be included in government reporting.

• Reporting Statuses - Enter assignment statuses such as Active or Paid Leave to be included in reports.

After you create a business group, you enter these standard information as defaults. You use these defaults for calculating pay, specifying work hours, and defining staffing budget.

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Information Associated with a Business Group

Information Associated with a Business Group

Apart from the defaults, other details you record at the business group level are: • All data and rules specific to the legislative and cultural needs of one country such as

taxation rules, holidays, etc. • Information about other work structures like positions, grades, competencies,

compensation plans, and people (internal and external) • Person numbers (for applicants, employees and contingent workers) • Minimum and maximum working age for the business group which enables you to

receive a warning if the new hire's age is outside this range. • US users only: You can enter the fiscal year start date, if your fiscal year is different from

the calendar year to maintain fiscal year balances in Oracle Payroll.

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Person Numbers

Person Numbers

Every enterprise identifies people in the enterprise by a unique number. Oracle HRMS enables you to identify your employees, applicants, and contingent workers using:

• Automatic - Number generated in sequence by the system. • Manual Entry - User enters any alphanumeric combination. • National Identifier - Automatic use of the national identifier.

The option of using the national identifier, such as, the social security number in the US, and the NI number in the UK is available for employees only. Once you save your method, you cannot later change to either of the automatic options. You can only change to manual entry. You can also generate unique person numbers that span across business groups using the Global Sequencing functionality. This is useful in enterprises that have multiple business groups. When global person numbering is in effect, Oracle HRMS allocates numbers for a person type from a single global sequence across all business groups. You can provide a custom global person number sequence by defining a formula (using Oracle FastFormula) for each person type (employees, contingent workers, and applicants). Once you have defined and validated a formula, Oracle HRMS executes the formula, in place of the default local or global sequence, whenever automatic person numbering is active and a person number is required.

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Initial Tasks

Initial Tasks

When you sign on to Oracle HR and choose a responsibility, you automatically choose the business group associated with that responsibility. Predefined responsibilities are associated with the predefined ‘Startup’ business group when you install the products.

• Use this when you first sign on • Create a new business group

Change profiles for the default responsibilities to give access to the new business group and then do all other setup.

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Quiz

Answer: b

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Quiz

Answer: b, c, d, f

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Quiz

Answer: a

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Quiz

Answer: a, c

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Summary


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Creating Locations Chapter 8 - Page 1

Creating Locations Chapter 8

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Creating Locations

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Overview

Overview

Locations are the physical sites where employees work. You can represent a place, building, or each floor in a building as a physical work location, each with a valid address. A group of the physical work locations make up the work site and some legislations use the work site for government-mandated reports, for example the EEO (equal employment opportunity) report in the U.S. depends on the work site. Using Oracle HRMS you can maintain details of locations within your enterprise and locations of organizations outside your enterprise but have business connections with your enterprise. You can also close down a location when your business no longer requires it.

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Internal and External Addresses

Internal and External Addresses

Oracle HRMS enables you to record: • Internal addresses, for example addresses of organizations internal to your enterprise,

such as companies, departments, divisions, or units. • External addresses, for example addresses of organizations external to your enterprise

such as tax authorities, employment agencies, suppliers, vendors, and insurance or benefit carriers.

You can record addresses in the required local address styles. Many countries have local address formats with some validation. Users in US and Canada can validate the addresses if they have licensed Vertex validation. In such a case, Oracle HRMS validates the addresses against a table containing all cities with a population of greater than 200 people. While setting up your internal or external organizations, you can select from these locations. This ensures that you save time by entering addresses only once. You can share these addresses across business groups or make them specific to one business group. You can share addresses of locations across Oracle applications.

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Closing Down a Location

Closing Down a Location

An enterprise may no longer require a specific location for business reasons. In such a case, you can enter an inactive date to prevent users from selecting a location for organizations, positions or assignments. You can delete locations, only if they have never been referenced elsewhere. However, typically you would make them inactive. See Setting Up Locations in the online help.

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Quiz

Answer: b

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Quiz

Answer: a, c, d

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Summary


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Creating Organizations Chapter 9 - Page 1

Creating Organizations Chapter 9

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Creating Organizations

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Overview

Overview

An enterprise can have several branches, departments, and divisions. In Oracle HRMS, you represent the country/countries where your enterprise is present as the business group and the operational groups in your enterprise as organizations below the business group. These organizations:

• Represent the operational groups in which people work • Are both internal such as departments and divisions or external to your enterprise such

as suppliers, benefit carriers. • Are linked in hierarchies to show reporting groups and for security definitions. • Are shared with other Oracle applications like Purchasing and Inventory for common

reporting on the enterprise. You can rapidly set up the organizations in your enterprise using Oracle HRMS Workbench.

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Organizations Within Business Group

Organization Within Business Group

An organization within the business group represents the operational groupings in which employees work, such as branches, departments or sections. You represent these as internal organizations. Examples of internal organizations are HR Organizations (employees belong to this organization), departments of Finance, Public Relations, or Legal. A business group also has within it organizations relevant to human resources and payroll management and administration. You can represent organizations with whom you do business as external organizations. Examples of external organizations are training vendors, tax offices, benefits carriers, health care provider, or certification bodies. External organizations can appear in your organization hierarchies together with internal organizations and you define them in the same way. See Create an Organization in the online help.

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Organization Classifications

Organization Classifications

Every organization has a definite purpose and function. For example, the HR organization is involved in managing employees, the finance department looks into the money matters. In Oracle HRMS, you define the purpose and function of an organization using the predefined organization classifications. Some of the available classifications are Business Group, HR Organization, Benefits Carrier, Training Provider, Bargaining Unit, and GRE/Legal Entity. The classifications control an organization’s usage. For example, a bargaining unit classification enables you to define an organization that is involved in negotiating a collective agreement. A bargaining unit could be any organization representing the employees in negotiations, such as a trade union. You can define an organization with multiple classifications. The classification enables you to enter additional information for an organization. Oracle HRMS uses Extra Information Types (EIT) to record additional information. Note: Implementers can define additional classifications to meet a country’s statutory requirements. For information about defining additional classifications, see Running the Register Extra Information Types (EITs) Process in the online help. See Enter an Organization Classification in the online help.

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Additional Organization Information

Additional Organization Information

You can record additional organization information that is important to your enterprise. For example, for an organization classified as:

• Business group, you can record information such as budget value defaults, work day, recruitment, payslip, and self-service preference information.

• HR Organization, you can record information such as reporting, costing, parent organization information, and work day defaults.

See Entering Additional Information (for organizations) in the online help.

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Organization Manager

Organization Manager

You can assign managers to organizations primarily for reporting purposes. Oracle HRMS enables you to identify a named manager for each organization. You record the organization manager’s name as it enables the Daily Business Intelligence feature in Oracle HRMS to report consistently across applications. The daily business intelligence reports enable you to improve your business. Organization managers gather relevant, accurate, and timely information to plan, track, and improve the overall business and functioning of the organization. You can only assign managers to organizations that have a classification that uses the Reporting Information information type, for example HR Organizations. Note: You can only have one manager for an organization within a specific period. Oracle HRMS also enables you to view a history of managers for an organization. You can also display the organizations for which any of the people who report to you directly are managers.

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End Dates on Organizations

End Dates on Organizations

To meet your business requirements, you may need to close an organization. For organizations that are already in use, Oracle HRMS enables you to end them by entering a ‘Date To’ (end date) on the specific organization record. Closing the organization prevents it from being available for employee assignments, but keeps a history of the organization.

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Deleting Organizations

Deleting Organizations

To completely remove an organization from your system, you must first remove any data related to:

• All employee assignments to the organization, at any date. • All hierarchy versions of the organization.

You must also disable all organization classifications that are used by that organization in the Organization window. See Remove and Delete Organizations in the online help.

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You place organizations in a hierarchy to show the reporting structure between the organizations in your enterprise. Organization hierarchies also help you in:

• Controlling access to information • Purchasing approvals • Government mandated reporting • Project Accounting

Oracle HRMS enables you to define as many hierarchies as your business requires. You set up the primary organization hierarchy to show the main reporting lines in your enterprise. In addition, you can set up many other organization hierarchies as secondary hierarchies to show multiple reporting lines, to control access to information, and to determine which organizations and employees any report covers. See Creating Organization Hierarchies in the online help.

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Using the Synch Orgs functionality, you can enable the automatic creation of HR organizations corresponding to company cost center combinations that exist in your GL account combinations. For example, as shown in the slide, you define the structure and hierarchy of Cost Center 1 (CC1) and Cost Center 2 (CC2) in your GL. Synch Orgs functionality enables you to automatically create HR Org1 and HR Org2 with the same structure and hierarchy as in your GL. If your enterprise has a close relationship between its financial structure and line management hierarchy, you only have to maintain your financial structure in GL and the corresponding line manager hierarchy is automatically synchronized. You can also enable the automatic creation of company cost center organizations if your financial cost centers are different to your HR organizations and you want to represent your cost centers as organizations. The automatic creation of company cost centers helps you in management reporting about financial information such as costs, revenues and expenses. You can consolidate this information by cost center manager.

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Quiz

Answer: c

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Quiz

Answer: b

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Quiz

Answer: a

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Summary


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Representing Financial Reporting Structures Chapter 10 - Page 1

Representing Financial Reporting Structures Chapter 10

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Representing Financial Reporting Structures

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Overview

Overview

Representing financial structure in Oracle HRMS helps you in management reporting about financial information such as costs, revenues and expenses. You can consolidate this information by cost center manager. This consolidation enables you to allocate and report employment costs as you deploy and pay people. It also helps you in managing your projects and distribute your workforce as per priority.

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Parallel Reporting Structures HR and GL

Parallel Reporting Structures

The two reporting structures are distinct from each other and this provides the flexibility to meet the different needs of different types of enterprise. Not everyone is using Oracle GL and not everyone has a one-to-one mapping between cost centers and organizations. The reporting structures exist in parallel and you can map financial reporting structures such as cost codes, to organizations and other structures in Oracle HR. For example, the Recruiting and Employee Services share the same cost center as the HR Division for financial reporting purposes but there are two cost centers for line management purposes. In certain cases, there are typically lower level changes to work structures without impact on cost centers, for example, the head of the HR Division, with a single cost center, can easily reorganize reporting groups in the division without change of budget. This type of change emphasizes the difference in view of management reporting groups between HR and GL. They are similar but not always the same. The key issue for most customers who use both HR reporting and GL reporting systems is: how do they synchronize changes in structure between the two systems? No easy answer exists. You need a consulting/implementation decision to define user procedures. For most companies, internal procedures usually require high level planning and approval before significant changes occur. However, Oracle provides flexibility to map different reporting structures to each other.

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Parallel Reporting Structures Similar but not same

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Summary


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Representing Government Reporting Structures (US) Chapter 11 - Page 1

Representing Government Reporting Structures (US) Chapter 11

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Representing Government Reporting Structures (US)

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Overview

Overview

To ensure legislative compliance, employers prepare a number of employee reports and submit to various government authorities. Examples of US reports you can generate are:

• Equal Employment Opportunity (EEO) and Affirmative Action Plan (AAP) • Federal Contractor Veterans Employment (VETS–100) • Americans with Disabilities Act (ADA) • Occupational Safety and Health Administration (OSHA) • Integrated Post-Secondary Education Data System (IPEDS)

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Reporting Requirements

Reporting Requirements

This slide shows examples of specialized information you can record, at the work structures level, for generating government-mandated reports. See Government Mandated Reporting in the online help. O

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Preparing for Government–Mandated HR Reporting

Preparing for Government–Mandated HR Reporting

To report to the government, you must set up your work structures. For each type of report, you can set up different reporting structures. For example, to run the VETS-100 and ADA reports, you must register Reporting Categories and Reporting Statuses for the business group. To run the government-mandated reporting, you must set up one or more types of reporting organizations. These include:

• Reporting Establishments • Corporate Headquarters • AAP Organizations

After setting up the reporting organizations you need, you can build establishment hierarchies and AAP establishment hierarchies that include these reporting organizations. Before running EEO-1, VETS-100, ADA, or OSHA reports, you enter establishment overrides for individual employees as necessary. See Government Mandated Reporting in the online help.

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Reporting Categories and Statuses

Reporting Categories and Statuses

Some reporting such as EEO1 and VETs covers only non-temporary, full-time or part-time employees. You identify these employees, by registering reporting categories and statuses for the business group. Reporting Categories: Employment categories that cover non-temporary full-time or part-time work. You can add Regular (full and part time) employment categories using the lookup type ‘Employment Categories’. Reporting Statuses: Those assignment statuses that cover non-terminated statuses. You can give these assignment statuses different user statuses appropriate to your enterprise. Each system status can have several user statuses related to it. For example, for employees you can define several different user statuses for the system status Suspend Assignment such as, Paternity Leave, Disability Leave, or Education Leave. When you use Oracle HRMS, you only see the user statuses, not the system status. See Register Reporting Categories and Register Reporting Statuses in the online help.

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Reporting Organizations

Reporting Organizations

Based on your reporting requirements, you can record reporting information for: • Establishments: For reporting purposes, an establishment is a single physical location, a

complex of work sites in a locality, or even all the sites included in a relatively large geographic area. For OSHA reporting, there may be two or more separate establishments at one physical work location if distinctly different types of operations are carried out at the location. To represent establishments for reporting, you give organizations the classification Reporting Establishment.

• Corporate Headquarters: A GRE whose employees all work at the same establishment is simultaneously a GRE and a Reporting Establishment. For GREs with employees at different establishments you define a number of separate Reporting Establishments. To identify the establishment serving as the headquarters organization, you give a Reporting Establishment the additional classification of Corporate Headquarters.

• AAP Organization: AAP reporting requires breakdown of employees by the affirmative action plans covering them, instead of breakdowns by establishment. To meet the AAP reporting requirements, Oracle HRMS enables you to create additional organizations and classify them as AAP Organizations.

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• You record the establishment information for a location using the location extra information types. This enables you to record information such as reporting name of the location, unit number issued by EEOC, and similar details for several reports.

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Defining Organization Information for Government Mandated Reporting

Defining Organization Information for Government Mandated Reporting

To meet your government mandated reporting requirements, you can record several details for organizations classified as GRE, Parent Entity, AAP Organization, Reporting Establishment, and Corporate Headquarters. See Government Mandated Reporting and Enter Additional Organization Information in the online help.

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Record Establishment Details

Record Establishment Details

Examples of establishment details you record using the Location extra information types are: • EEO1 specific data: Reporting name, unit number issued by EEOC, apprentices,

government contractor, major business activities. • EEO1 individual establishment archive data: Employment numbers (males, females,

different races). • EEO-1/VETS generic data: Dun and Bradstreet number, Standard Industrial

Classification number, North American Industry Classification System number, GRE name, identify it as a headquarters establishment.

• Multiple Work Site Report specific data: Reporting unit number issued by a state, trade name, worksite description, changes in employment and wage data.

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Establishment Hierarchies

Establishment Hierarchies

Establishment hierarchies help you determine the employees in a particular GRE and reporting organizations for reporting purposes. You supply the establishment hierarchy as a parameter to the processes that produce reports. You create establishment hierarchies using the Organization Hierarchy for reports such as the AAP and ADA. You create establishment hierarchy using Generic Hierarchies for reports such as the EEO, Vets, Multi-Worksite, and OSHA. The establishment hierarchy you create using the Organization Hierarchy functionality typically has a GRE at the top, Reporting Establishments at the next level, and HR Organizations subordinate to the Reporting Establishments. The establishment hierarchy you create using the Generic Hierarchy functionality has an organization classified as a Parent Entity at the top, Establishments (group of locations or individual locations) at the next level and an optional third level of locations that make up the Establishment.

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Establishment Hierarchy Using Organization Hierarchy


The establishment hierarchy you create using the Organization Hierarchy functionality typically has a GRE at the top and Reporting Establishments at the next level, and HR Organizations subordinate to the Reporting Establishments. However, in some cases, all the employees of a GRE work at, or from, a single establishment, and you use a single-establishment hierarchy as a parameter for production of an establishment report. The top organization of this type of hierarchy must be a GRE, but must also be classified as a Reporting Establishment. In the establishment hierarchy with the above structure, the report processes normally count employees as belonging to the Reporting Establishment to which their HR Organizations are subordinate. For example, in the above hierarchy structure, a report process counts the employees in the HR Organizations subordinate to AB Shoes East Reporting Establishment as based at that establishment, and those in HR Organizations subordinate to AB Shoes West as based at that establishment.

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Multi-establishment hierarchies: For complex enterprises with multiple GREs and Reporting Establishments, you build multi-establishment hierarchies. The top organization in a multi-establishment hierarchy must be a GRE. It cannot be a Reporting Establishment or an HR Organization. For reporting that requires a separate report on your headquarters establishment, the top organization of a multi-establishment hierarchy should not have the classification Corporate Headquarters. When using multi-establishment hierarchies for reporting purposes, you may need to identify a particular Reporting Establishment as the headquarters establishment of your enterprise. To identify the establishment serving as the headquarters organization, you give a Reporting Establishment the additional classification of Corporate Headquarters. You normally classify only one reporting organization within a business group as the Corporate Headquarters organization. It must also have the classifications GRE and Reporting Establishment. It can have other classifications as well. Optionally classified as HR Organization for employees to have assignments to this organization. You can either use an existing organization classed as a GRE as the top organization of a multi-establishment hierarchy, or create a GRE for reporting purpose, with a name similar to that of an operational GRE, and the same IRS identification number as the operational GRE.

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Create Establishment Hierarchies Using Organization Hierarchy

Create Establishment Hierarchies Using Organization Hierarchy

If you want to include organizations from a single business group, use the Organization Hierarchy window, alternatively, use the Global Organization Hierarchy window to include organizations from any business group. To access the Global Organizations Hierarchy window you must have a global security profile associated with your responsibility and your System Administrator must add the window to the menu. Before defining reporting organizations, determine the establishment hierarchies your enterprise needs for government-mandated HR reporting. This will in turn determine the particular reporting organizations you must set up. After setting up the reporting organizations you need, you can build establishment hierarchies and AAP establishment hierarchies that include these reporting organizations. See Government Mandated Reporting in the online help.

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Establishment Hierarchy Using Generic Hierarchies


Generic hierarchies enable you to represent complex organizational structures in your enterprise for reporting purposes. By using the generic hierarchies functionality to set up your establishment hierarchies, you can use the same information on several reports, rather than having to define it individually for each report. You represent your enterprise's parent company at the highest level and the locations as establishments in the second level. You record parent company information to be displayed on the report using the organization classification Parent Entity and any default values for establishments beneath the parent company in the hierarchy. You group your employees into establishments (locations) and record information for each establishment in the location extra information types. If you do not enter information for an establishment, the default information entered at the parent company level is in the reports. You can place a third level of locations if any of the establishments is made up of multiple locations. If all your employees operate from the physical locations of the establishments, you do not need to add further levels to the hierarchy. This helps Oracle HRMS to extract the information required to complete certain statutory reports for example EEO, VETS and Multiple Worksite Reports. If all the employees in your enterprise work in, or from, a single establishment, define a single-establishment hierarchy.

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You define a multi-establishment hierarchy if the employees in your enterprise work in, or from, multiple establishments. For a multi-establishment hierarchy, define one of the establishments as the headquarters if any of the reports you run requires the headquarters to be identified. See Example Setups Using Generic Hierarchies in the online help.

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Create Establishment Hierarchy Using Generic Hierarchies

Create establishment Hierarchies Using Generic Hierarchies

Before creating establishment hierarchies, ensure that you record parent company information to be displayed on the report using organization information types and any default values for establishments beneath the parent company. The Parent Entity represents your enterprise's parent company for both single and multi establishment hierarchies. For a multi establishment hierarchy, define one of the establishments as the headquarters if any of the reports you run require headquarters to be identified. Record information for each establishment in the location EITs. If you do not enter information for an establishment the default information entered at the parent company level is used during reporting. If all your employees operate from the physical locations of the establishments, then you do not need to add any further levels of location to the hierarchy. See Government Mandated Reporting in the online help.

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AAP Establishment Hierarchies

AAP Establishment Hierarchies

Establishment hierarchies constructed for AAP reporting are different from other establishment hierarchies. Whereas in other establishment hierarchies one Reporting Establishment cannot be subordinate to another, in AAP hierarchies an AAP Organization, which can also be a Reporting Establishment, can occur at any level. Use the Organization Hierarchy functionality to create the AAP Establishment Hierarchies.

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Reporting Checklist

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Quiz

Answer: a

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Quiz

Answer: c, d

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Summary


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Representing Jobs and Positions Chapter 12 - Page 1

Representing Jobs and Positions Chapter 12

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Representing Jobs and Positions

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Overview

Overview

Employees in an enterprise perform different roles. Job and Positions provide two distinct ways of representing the work roles that employees perform within an enterprise. To help you decide whether to use jobs or positions to represent roles, you must:

• Determine whether the emphasis within your enterprise is to manage people or posts. • Ask what happens when an employee is terminated:

- Do you replace the person who left by rehiring to the same role. If not, do you freeze the post for budget reporting.

- Do you replace the person who left, but line managers have the freedom to hire a replacement into a different type of role to meet operational needs.

- Do you replace the person who left by rehiring to the same role. A line manager can request a change of role but this usually requires further management approvals.

Oracle HR provides the Configuration Workbench to help you decide configuring the jobs and positions in your enterprise. You must use the HRMS Configuration Workbench responsibility to use this wizard. For information about using Oracle HRMS Configuration Workbench, please see the Oracle HRMS Implementation Guide

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Using Jobs or Positions

Using Jobs and Positions

Consider the following questions before using Jobs or Positions: • Are roles fixed or flexible in your enterprise? • Do you have more than one employee in the same role? • How long does the role continue?

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Jobs

Jobs

In Oracle HRMS, jobs are generic roles within a business group. They are independent of any single organization and exist for all organizations. For example, the jobs Manager and Consultant could occur in many organizations. You can also use jobs to set up supplementary roles that an employee might hold, for example, fire warden, or health and safety officer. You define your own job structure and then enter details for each job in your enterprise. See Defining a Job in the online help.

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Job Structure

Job Structure

You define your own job structure as a key flexfield. The job you define is a combination of the segment values. Using the key flexfields, you determine the number of segments in your job name and the valid values for each segment. You can determine exactly what information to hold and how it must be entered. You create jobs in your enterprise using the job structure you define as the job key flexfield. For more information on how to create your job structure using the job key flexfield, please refer to the Defining Common Data topic in this course.

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Representing Positions

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Positions

Positions

Position is a specific role, or function, that exists in one organization. Positions show more management reporting detail than organizations alone. Position definition includes Job and Organization. Using Positions simplifies assignments by connecting and populating organization, job and location. Each position is unique to an organization. Use jobs to show common job types and information across organizations. Use positions to define jobs more specifically. You can use jobs without positions or use positions only for part of an organization. See Defining a Position in the online help.

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Using Positions

Using Positions

Positions are typical of government/public sector agencies or those companies with a heavy blue collar or union influence. These companies are generally position driven which means that they identify roles and skills based on the position, not the individual. For example, the position Finance Manager would be an instance of the job of a Manager in the Finance organization. Each position is specific to each organization. You define your own position structure and then enter details for each position in your enterprise. You can also use the Configuration Workbench to decide about the positions within an enterprise.

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Examples of Positions

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Position Structure

Position Structure

You define your own position structure as a key flexfield. The position you define is a combination of the segment values. Using the Position key flexfield, you determine the number of segments in your position name and the valid values for each segment. You can determine exactly what information to hold and how it must be entered. You create positions in your enterprise using the position structure you define as the position key flexfield.

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Position Control

Position Control

Organizations require different levels of control when managing positions. For example, a standard level of control might typically involve position definition, management planning and reporting against budgets, and cost tracking. Organizations fitting this description generally base their budgets on positions, jobs, or organizations. These organizations do not require rules placed on positions and budgets to ensure that costs correspond to available funds in a fiscal period. More advanced control typically might involve complex approval processes, encumbrance accounting and commitment of funds, budget reallocation, and reporting requirements based on external funding authorities. Organizations fitting this description base their budgets on positions and use these budgets to keep positions and related costs in line with available funds in a fiscal period.

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Position Transactions

Position Transactions

Position transactions are virtual documents (forms) that you fill out and submit for approval. The most relaxed implementation can use transactions to manage positions. Approval Chain You can include all appropriate parties in the process automatically. You can select online routing recipients using routing and approval rules you define in a Wizard interface. Permissions Security features enable you to define more strict controls. You can grant recipients permission to work on any data field you specify, based on the person’s role in the organization or the action itself. Notifications You can notify anyone in your business group about the status of a transaction.

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Position Hiring Status

Position Hiring Status

Hiring status of a position determines what changes you can make to the position definition and whether you can include it in any assignments

• Deleted: Position was set up by mistake, or never used. • Eliminated: You cannot change the position as it is no longer in use. • Proposed: You can change the start date. This position is for planning or modeling. • Frozen: You cannot use the position for any new employees though you can continue

using it for the employees already assigned to it. • Active: You can change only the start date before you make any other updates to the

position. Apart from the hiring status, positions have a Valid/Invalid status. Note: You can only assign an employee to a position with an Active hiring status and a Valid (or blank) main status.

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Additional Information for Jobs and Positions

Additional Information for Jobs and Positions

Oracle HRMS enables you to hold additional types of information for both jobs and positions. You can record predefined types of information such as:

• Valid grades • Evaluation Scores • Work Choices • Competence • Skill Requirements • Salary Survey Map

You can also record unlimited amount of information using the Extra Information Types. For example, you could set up fields to record the health and safety requirements of a position, or its suitability for job share. See Entering Work Choices for a Job or Position in the online help.

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Changing Job and Position Definitions

Changing Definitions

You can update the definition of a position at any time, and the system maintains a complete record of your changes using DateTrack. If you no longer want users to be able to select a job, then you can enter an end date beyond which the job will be unavailable. O

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Changing Details

Changing Details

You can make a job or position unavailable for use. For a job you can enter an end date beyond which the job will be unavailable and for a position you must select the hiring status of either Frozen or Eliminated. Ending a job or a position will automatically end valid grade definitions. Removing the end date will reopen valid grades with the same original end date. However, you cannot end jobs that are currently in use in assignments or positions. You can change the Status of a position. However, you cannot change a position if its hiring status is Eliminated or Deleted. If a position's hiring status is proposed, you can change its start date. If the position's hiring status is Active, you can only change the start date before you make any other updates to the position. If you want to change the job or organization on a position, you can do so using Position Copy. If you want to record the source of changes to a position, use the Amendment Information fields from the Additional Detail tab. This is useful for public sector organizations and for position control. Changes made to the position do not automatically flow to the employees assigned to those positions.

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Quiz

Answer: a

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Quiz

Answer: c

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Summary


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Position Hierarchies Chapter 13 - Page 1

Position Hierarchies Chapter 13

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Position Hierarchies

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Overview

Overview

If you use positions to define roles, you can define position hierarchies to show the detailed line management reporting in each organization or throughout the enterprise. In a hierarchy each position has one parent. Positions can belong to any number of hierarchies but can appear only once in any hierarchy. These are more detailed than organization hierarchies. You can set up a primary hierarchy and multiple secondary hierarchies to show reporting lines, including 'dotted line' reporting, and to control access to information. Position hierarchies are dated. This enables you to maintain future-dated hierarchies. You can copy and manage multiple versions. You can control user access to records as position hierarchies rely on security profiles.

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Position Hierarchy - Example

Position Hierarchy – Example

The hierarchy illustrates how each position has only one parent, although the parent can have more than one child position.

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Defining Position Hierarchies

Defining Position Hierarchies

You can define position hierarchies using either of the three ways. However, remember to always define hierarchies from the top position down. You may find it easier to define the Hierarchy using the top position and one other. Then you can add other positions into the hierarchy when you make your definitions in the Position window. O

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Hierarchy Diagrammers

Hierarchy Diagrammers

The hierarchy diagrammers are standard Oracle HRMS windows, with the addition of a graphical area. They work together with the Organization Hierarchy window and Position Hierarchy window so you can create basic hierarchies using these windows and then make intuitive drag-and-drop changes using the diagrammers. Any changes made using the hierarchy diagrammers are reflected in the hierarchy windows, and are saved in your database. It is not an organization charting and reporting tool for general publishing. For such purposes, consider using a partner application, like OrgPublisher. See Creating a Position Hierarchy in the online help.

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Changing Position Hierarchies

Changing Position Hierarchies

Use the Position Hierarchy window to change a position hierarchy. You can change position hierarchies in the three different ways shown in the slide. You can move a position using the Mass Move functionality. O

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Quiz

Answer: a

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Summary


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Mass Move Updates Chapter 14 - Page 1

Mass Move Updates Chapter 14

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Mass Move Updates

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Overview

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Reorganization

Reorganization

Because Mass Move allows you to modify multiple employee records at once, you can conveniently reorganize. However, if you use positions, you should try to keep the definition of organizations as broad as possible. This reduces duplication of information and simplifies the processes of reorganization. Though you can change organizations, positions, and hierarchies as part of business group reorganization, you cannot change the organization for a position. In order to do so, you must end one position and create a new position. However, Mass Move functionality supports this process.

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Moving Assignments

Moving Assignments

You move assignments in either of the following ways: 1. You can create new positions using existing positions

- In the same organization or a different one - You can change the valid grade, location, and standard conditions of the positions

2. You can move a group of assignments to different positions - In the same organization or a different one - North American users can also change the GRE/Legal Entity of an assignment

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Considerations Before a Mass Move

Considerations Before a Mass Move

To prepare for your mass move, you must make certain decisions: • What is the effective date for the change? • What are the source and target organizations?

- May be the same or different • What are the source and target positions

- Do you want to deactivate the source position? - If the target positions are new, do you want to copy location and standard

conditions from the source position, target organization, or Business Group? - What about valid grades and GRE/Legal Entity details?

• Which assignments should transfer from the source positions to the target positions? • What should happen to the grade of any assignment changed during the move? • What should happen to the location, standard conditions and GRE/Legal Entity of

assignments changed during the move? See Reorganize your Business Group in the online help.

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Quiz

Answer: a

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Quiz

Answer: b, c, d

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Quiz

Answer: a

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Summary


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Understanding Checklists Chapter 15 - Page 1

Understanding Checklists Chapter 15

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Understanding Checklists

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What Are Checklists?

What Are Checklists?

Similar to To-Do lists, a checklist in Oracle HRMS is a list of tasks. Some actions in Oracle HRMS, such as hiring an employee, or changing an employee’s work location, require the completion of additional standard tasks. These tasks (or checklist tasks) may include setting up a work location, arranging a telephone, reassigning resources, and so on. Oracle HRMS allows you to use the checklists functionality to dynamically build checklists, keep track of these additional tasks, and ensure that they are complete.

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Benefits of Checklists

Benefits of Checklists

• You can define tasks for different purposes. A task in a checklist does not necessarily mean that the task performer needs to complete it using Oracle HRMS, for example, a physical activity such as setting up a telephone connection for an employee.

• When you define a checklist and associate it with a life event (for example, an event that describes a change of work location for an employee), you can have the application generate the checklist for employees experiencing that life event thus enabling you to standardize work processes.

• To help meet your deadlines better, you can associate a target completion date to a checklist task. As an HR Manager, you can track tasks in a checklist to find out their status.

• You have the option to automatically assign tasks to performers who are best placed to efficiently complete those tasks thus reducing time and effort.

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How Checklists Work

How Checklists Work

• A checklist template is a container for checklist tasks. For example, for new hires, you may want to consider creating a checklist template called New Hire. You may want to add checklist tasks to this template, such as arranging a telephone, setting up a workstation, and so on. You can also categorize your checklist templates for better tracking and control. Oracle HRMS ships predefined categories called On-Boarding and Off-Boarding that involve hiring, integrating, and removing workers from your organization. You can create your own categories too.

• To enable Oracle HRMS to automatically generate the checklist (in this example, when you hire a new employee), you associate an appropriate checklist life event with the checklist template. You set up a life event to process major changes in a person’s life, such as marriage, new employment, the birth of a child, and so on. For more details on setting up life events, see Defining General Characteristics of Life Event Reasons in the online help.

• You can use eligibility profiles to tailor the list of tasks in a checklist for a person or assignment based on your business requirements. For example, to comply with legislative requirements of different countries, you may want the application to generate one version of a checklist for a person transferred to the UK, and another version if the

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person is transferred to Malaysia. For more details on eligibility profiles, see Defining an Eligibility Profile in the online help.

• To sum up, when a life event for a person or assignment occurs, Oracle HRMS generates a checklist that pertains to that life event and allocates it to the person who has experienced the life event. Managers can then proceed to delegate checklist tasks to performers or, if necessary, manually define more tasks to the already generated checklist. When a performer finishes a checklist task, as a manager, you can mark it complete.

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Checklist-Task Performers

Checklist-Task Performers

When the application generates a checklist for a person or assignment who has experienced a life event, as an HR Manager, you can proceed to assign the checklist tasks to performers. You can assign tasks manually where you need to pick a task performer for each activity, or automatically, by using Oracle Approvals Management (AME). If you want to use AME, you need to first set up AME, and provide AME-specific information when you create a task in a checklist template. Oracle AME in turn returns a list of task performers. These task performers receive a notification when a task appears in an allocated checklist. For general information on AME, see Overview of Oracle Approvals Management in the online help. For more information on setting up AME for checklists, see Identifying Performers for Checklist Tasks in the online help.

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Quiz

Answer: b

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Quiz

Answer: a, b

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Summary


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Setting Up Workers Compensation (US) Chapter 16 - Page 1

Setting Up Workers Compensation (US) Chapter 16

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Setting Up Workers Compensation (US)

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Overview

Overview

Workers Compensation (WC) provides employees insurance coverage for work-related injuries. Every state has a workers compensation program to provide for this insurance. In every state, employers are liable for the premiums for this insurance, and in some states the employee pays a portion as well. Oracle HRMS allows you to store information regarding WC such as insurance carrier, WC work classification codes and premium rates. You can also store the WC premium calculated for each employee. If you are using Oracle Payroll you will have predefined elements and fast formulas to do the calculations for Workers Compensation.

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Workers’ Compensation in Oracle HRMS

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WC Insurers

WC Insurers

In some states, you can use only the state agency as the WC insurance carrier. These states are monopolistic with respect to the WC insurance carrier. In other states you use either private insurers or the state agency to fund WC programs. These states are competitive with respect to the WC insurance carrier. Oracle HRMS enables you to record the WC carrier details for a government reporting entity (GRE) in your enterprise. If your enterprise has GREs in different states, you can have a different carrier in each state. If your enterprise has more than one GRE in a competitive state, you record one WC carrier per state for each GRE.

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WC Work Classification Codes

WC Work Classification Codes

Each state uses a set of work classification codes to represent jobs. The codes reflect the risk of injury or work-related illness in different types of work. For each state in which you have a GRE, you can map the jobs in your enterprise with the specific WC classification codes. Note: A given job does not necessarily have the same classification and code from state to state. Within a state, the same code normally covers a number of different jobs judged to have a similar risk level, so in each state all your jobs may fall into a fairly small number of codes.

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WC Work Premium Rates

WC Work Premium Rates

The work classification codes have associated work premium rates. The codes and their associated rates show the level of danger in different types of work. Oracle HRMS enables you to associate a state’s WC codes with an insurer’s default rates. These default rates apply when no location is specified. If the carrier applies special rates to one or more work locations within the state, you enter these rates by carrier and locations. For example, for code 8810, carrier A’s default rate is .97 cents and carrier A’s rates for location X is .94 cents. You can also enter a WC code for an employee that overrides the default code associated with his or her job. For example, in a situation when workers in a relatively high-risk job classification begin work at a job site, and the risk of injury for any worker at the site is judged to increase.

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Workers’ Compensation Liability

Workers’ Compensation Liability

The insurance premiums depend upon the business of the enterprise. For example, tasks classified as dangerous such as fire fighting have a higher premium and tasks classified as less dangerous such as administrative tasks have lower premiums. To determine the WC liability of your enterprise, you need to:

• Associate your jobs with state WC work classification codes. • Associate these codes with state WC premium rates. • Maintain WC-related data for each GRE.

You also need to consider additional WC elements and creating new formulas or modifying existing formulas if your enterprise has:

• Multiple GREs in different states, with different insurers. • Employees working in states with unique rules governing the makeup of employees’

payroll exposure or in states with nonstandard modifiers for the WC premium calculation. • GREs in Washington or Oregon where employees as well as employers must pay WC

premiums or fees.

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Quiz

Answer: a

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Summary


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Setting Up Enterprise Work Structures - Conclusion Chapter 17 - Page 1

Setting Up Enterprise Work Structures - Conclusion Chapter 17

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TER

IS S

TRIC

TLY

PRO

HIB

ITED



Setting Up Enterprise Work Structures - Conclusion

Ora

cle

Uni

vers

ity a

nd E

gabi

Sol

utio

ns u

se o

nly

THES

E eK

IT M

ATER

IALS

AR

E FO

R Y

OU

R U

SE IN

TH

IS C

LASS

RO

OM

ON

LY.

CO

PYIN

G e

KIT

MAT

ERIA

LS F

RO

M T

HIS

CO

MPU

TER

IS S

TRIC

TLY

PRO

HIB

ITED



Summary

Ora

cle

Uni

vers

ity a

nd E

gabi

Sol

utio

ns u

se o

nly

THES

E eK

IT M

ATER

IALS

AR

E FO

R Y

OU

R U

SE IN

TH

IS C

LASS

RO

OM

ON

LY.

CO

PYIN

G e

KIT

MAT

ERIA

LS F

RO

M T

HIS

CO

MPU

TER

IS S

TRIC

TLY

PRO

HIB

ITED

oracle hrms workstructure student guide

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