r10 globalhr whats new

Oracle Global Human Resources Cloud

What’s New in Release 10

8 June 2015

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TABLE OF CONTENTS

OVERVIEW ............................................................................................................................................................. 9

Give Us Feedback ....................................................................................................................................................... 9

RELEASE FEATURE SUMMARY .............................................................................................................................. 10

HCM COMMON FEATURES ................................................................................................................................... 19

HCM Data Loader ......................................................................................................................................... 19 Import Local File ....................................................................................................................................................... 19 Flexible Pipe-Delimited File Format ........................................................................................................................... 20 Secure Data Transfer ................................................................................................................................................ 20 Automated or User-Managed Processing .................................................................................................................. 21 Status and Error Reporting ........................................................................................................................................ 22 Flexible Key Support ................................................................................................................................................. 23

Global Human Resources .............................................................................................................................. 24 Country-Level Address Rule ...................................................................................................................................... 24

Payroll ......................................................................................................................................................... 26 Enhanced Element Template for Absences ................................................................................................................ 26 Enhanced Element Template for Time Cards ............................................................................................................. 27 Simplified Bank Account Page ................................................................................................................................... 29 Support for BI Report Submission in Payroll Flows ..................................................................................................... 34 Quick Report, Process, and Flow Submission ............................................................................................................. 36

Oracle Tap (Mobile) ...................................................................................................................................... 36 Mobile – Language Support Enhancements ............................................................................................................... 36 Mobile – Themes ...................................................................................................................................................... 37 Mobile – Access Worker Social Wall .......................................................................................................................... 37 Mobile – Worklist and Notifications .......................................................................................................................... 38

ROLE SIMPLIFICATION .......................................................................................................................................... 39

Simplified Role Hierarchy .......................................................................................................................................... 39

APPLICATIONS SECURITY ..................................................................................................................................... 40

Copy Role and Inherited Hierarchy ............................................................................................................................ 40 Analyze Roles by Role Category ................................................................................................................................. 41 Aggregate Privileges ................................................................................................................................................. 42 Generate X.509 Certificate ........................................................................................................................................ 42 Generate Certificate Signing Request for X.509 Certificate ......................................................................................... 43 Import Certificates from Keystore ............................................................................................................................. 43 Privilege Discoverer Report ....................................................................................................................................... 44 User Role Membership Report .................................................................................................................................. 44 Mobile – Security Enhancements .............................................................................................................................. 44

ABSENCE MANAGEMENT ..................................................................................................................................... 46

Audit Framework includes Absence Record Data ....................................................................................................... 46 HCM Extracts Includes Absence Record Data and Accrual Balances ............................................................................ 48 Approval Framework Enhancements ......................................................................................................................... 48 Assignment Hours as Work Schedule Option ............................................................................................................. 49 Schedule Half Days for Absences Measured in Calendar Days .................................................................................... 50 Override Payment Percentages for Calculated Entitlements....................................................................................... 52 Absence Records for Contingent Workers ................................................................................................................. 53

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Attachments for Absence Records ............................................................................................................................ 53 HCM Cloud Mobile – Schedule Absences ................................................................................................................... 55

BENEFITS .............................................................................................................................................................. 56

Rate Start Date Rule ................................................................................................................................................. 56 Extracting Benefits Data using HCM Extracts ............................................................................................................. 57 Benefits Formula Evaluation ..................................................................................................................................... 58 Continuing Benefits Type .......................................................................................................................................... 58 Close Enrollment Process Rule .................................................................................................................................. 59

COMPENSATION AND TOTAL COMPENSATION STATEMENT ................................................................................ 61

Workforce Compensation Supports Matrix Structures ............................................................................................... 61 Hide Ineligible Workers from Workforce Compensation Worksheet ........................................................................... 63 Prevent Worksheet Submission Using New Alert Type ............................................................................................... 63 Import Data Into External Data Tables ....................................................................................................................... 63 Migrate Total Compensation Statement Using Functional Setup Manager ................................................................. 66 Enhanced Salary and Individual Compensation Approval Notifications ....................................................................... 67 Convert Worker-Level Budget Amounts into Local Currency ...................................................................................... 69

COMPETITIONS .................................................................................................................................................... 70

My Competitions ...................................................................................................................................................... 70 Competition Leader Board ........................................................................................................................................ 71 Quick and Easy Competition Creation........................................................................................................................ 71 Competition Details .................................................................................................................................................. 72

GLOBAL HUMAN RESOURCES............................................................................................................................... 73

Person Extra Information Effective Dating ................................................................................................................. 73 Worker Assignment Hours by Day of Week ............................................................................................................... 73 Position Management Enhancements – Defaulting of Additional Attributes from Position.......................................... 74 Position Management Enhancements – Position Sychronization ................................................................................ 75 Position Management Enhancements – Number of Incumbents ................................................................................ 76 Ability to Add Transaction Initiator as a Checklist Task Performer .............................................................................. 77 Access Person Information While Working on a Checklist Task................................................................................... 77 Manage Delay Duration of a Checklist Task ............................................................................................................... 78 Restrict Checklist Template to a Localization ............................................................................................................. 78 Ability to Update Actual Start and End Dates from the Notification ............................................................................ 79 Ability to Define Collective Agreements for Workers ................................................................................................. 79 Ability to Define Seniority Dates ................................................................................................................................ 81 Enhancements for Global Transfer ............................................................................................................................ 82 Approval Notification Personalization ....................................................................................................................... 83 Add Comments and Attachments when Submitting a Transaction for Approval .......................................................... 85 Audit of HCM Data Roles and Security Profiles........................................................................................................... 86 Future Dated Positions and Organizations ................................................................................................................. 87 Shared Person Information in Person Security Profiles ............................................................................................... 88 Autoprovisioning for the Enterprise .......................................................................................................................... 89

Changes to Privileges for Predefined Job Roles .............................................................................................. 91 Person Management Access ..................................................................................................................................... 92 Send Pending LDAP Requests .................................................................................................................................... 93 User Details System Extract Report ........................................................................................................................... 93

HCM Cloud Mobile ....................................................................................................................................... 94 HCM Cloud Mobile – Self Service Transactions .......................................................................................................... 94 HCM Cloud Mobile – Manager Self Service Transactions ............................................................................................ 95

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HCM Cloud Mobile – Worker Detail and Public Profile ............................................................................................... 95 HCM Cloud Mobile – Organization Navigator............................................................................................................. 95 HCM Cloud Mobile – Update Biographical Information .............................................................................................. 96

GLOBAL PAYROLL ................................................................................................................................................. 97

Simplified QuickPay Flow .......................................................................................................................................... 97 Tasks for Managing Balance Groups .......................................................................................................................... 98 Roll Up Payments to Third-Party Organizations.......................................................................................................... 99 Payroll Costing Report ............................................................................................................................................ 100 Expansion of Payment Method Criteria ................................................................................................................... 102 Payroll Cycle Flow Pattern Enhancements ............................................................................................................... 103 Update User-Defined Legislations ........................................................................................................................... 104 New Country Field for Personal Payment Methods to Support International Payments ............................................ 106 Enhanced Support for Rate Definitions .................................................................................................................... 107 Gross-to-Net Report Based on Process Date ............................................................................................................ 109 Report Year-to-Date Summary ................................................................................................................................ 110 Report Payment and Nonpayment Balances ............................................................................................................ 111 HCM Cloud Mobile – View Payslips ......................................................................................................................... 112

GLOBAL PAYROLL INTERFACE ............................................................................................................................. 113

Payroll Interface Report for NGA’s Payroll Exchange ................................................................................................ 113 Calculate Gross Earnings Process Optional for Global Payroll Interface Extracts ........................................................ 113

HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA............................................................................................. 115

Address Validation .................................................................................................................................................. 115 Supplemental Taxation and Reporting Address Style ............................................................................................... 115 Trade Support Loan Support ................................................................................................................................... 116

HUMAN CAPITAL MANAGEMENT FOR AUSTRIA ................................................................................................ 117

Maintaining Person Information ............................................................................................................................. 117

HUMAN CAPITAL MANAGEMENT FOR BAHRAIN................................................................................................ 118


HUMAN CAPITAL MANAGEMENT FOR BELGIUM ............................................................................................... 119

Maintaining Person Information ............................................................................................................................. 119 Maintaining Employment Information..................................................................................................................... 120

HUMAN CAPITAL MANAGEMENT FOR BRAZIL ................................................................................................... 121


HUMAN CAPITAL MANAGEMENT FOR CANADA ................................................................................................ 122

Load Geographies for Canada ................................................................................................................................. 122 Employment Equity Interface .................................................................................................................................. 123 Record of Employment Exception Report ................................................................................................................ 124 Features by Country or Territory ............................................................................................................................. 125

HUMAN CAPITAL MANAGEMENT FOR CHINA .................................................................................................... 127

Postal Code Validation ............................................................................................................................................ 127 Include Enterprise Annuity Employer Contribution in the Monthly Income Tax Calculation ....................................... 127 Enable the Global Element Result for China Localization .......................................................................................... 128 Tax Calculation on Severance Payments .................................................................................................................. 129

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Payroll Data Validation Report ................................................................................................................................ 130

HUMAN CAPITAL MANAGEMENT FOR DENMARK .............................................................................................. 131


HUMAN CAPITAL MANAGEMENT FOR ESTONIA ................................................................................................ 132


HUMAN CAPITAL MANAGEMENT FOR FINLAND ................................................................................................ 133


HUMAN CAPITAL MANAGEMENT FOR FRANCE .................................................................................................. 134

Statutory Reporting: Enhancement to Personnel Register ........................................................................................ 134 Enhancement to Contract Type and Subtype ........................................................................................................... 134 Temporary National Identifier ................................................................................................................................. 136 Automatic Calculation Card Creation ....................................................................................................................... 136 Global Reports........................................................................................................................................................ 137

HUMAN CAPITAL MANAGEMENT FOR GERMANY .............................................................................................. 139

Legislative Changes for Name and Address Validations ............................................................................................ 139 Legislative Changes for the Disability Report ........................................................................................................... 139

HUMAN CAPITAL MANAGEMENT FOR HUNGARY .............................................................................................. 140


HUMAN CAPITAL MANAGEMENT FOR INDIA ..................................................................................................... 141

Address Validation .................................................................................................................................................. 141 Nomination Information ......................................................................................................................................... 142

HUMAN CAPITAL MANAGEMENT FOR IRELAND ................................................................................................ 143

Automatic Creation of Deduction Card .................................................................................................................... 143 Element Results Report .......................................................................................................................................... 144 Payroll Balance Report ............................................................................................................................................ 144

HUMAN CAPITAL MANAGEMENT FOR JAPAN .................................................................................................... 145


HUMAN CAPITAL MANAGEMENT FOR KAZAKHSTAN ......................................................................................... 146


HUMAN CAPITAL MANAGEMENT FOR KUWAIT ................................................................................................. 147

Element Template for Additional Social Insurance ................................................................................................... 147 Statutory Reporting: Update to Report 103 – New Hires and Terminations .............................................................. 147 Statutory Reporting: Update to Report 166 – Monthly Contributions ....................................................................... 148 Statutory Reporting: IPE Consolidated Report – New Hire and Termination.............................................................. 148 Gratuity Calculation 2013 Enhancement ................................................................................................................. 149 Monthly Gratuity Accrual Process ........................................................................................................................... 149

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Social Insurance Enhancement for Government Sector Terminations ....................................................................... 149 Global Reports........................................................................................................................................................ 150

HUMAN CAPITAL MANAGEMENT FOR LATVIA ................................................................................................... 151


HUMAN CAPITAL MANAGEMENT FOR LIECHTENSTEIN ...................................................................................... 152


HUMAN CAPITAL MANAGEMENT FOR LITHUANIA ............................................................................................. 153


HUMAN CAPITAL MANAGEMENT FOR MALAYSIA .............................................................................................. 154


HUMAN CAPITAL MANAGEMENT FOR NETHERLANDS ....................................................................................... 155

Gatekeeper Law (Law Poortwachter) ...................................................................................................................... 155 Global Reports........................................................................................................................................................ 157

HUMAN CAPITAL MANAGEMENT FOR NEW ZEALAND ....................................................................................... 158


HUMAN CAPITAL MANAGEMENT FOR NORWAY ............................................................................................... 159


HUMAN CAPITAL MANAGEMENT FOR OMAN .................................................................................................... 160


HUMAN CAPITAL MANAGEMENT FOR POLAND ................................................................................................. 161


HUMAN CAPITAL MANAGEMENT FOR QATAR ................................................................................................... 162


HUMAN CAPITAL MANAGEMENT FOR REPUBLIC OF KOREA .............................................................................. 163


HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA ....................................................................................... 164

Statutory Reporting: IPE Consolidated Report – New Hire and Termination.............................................................. 164 Statutory Reporting: Saudi Arabia IPE Report – Annual Salary .................................................................................. 164 Monthly Gratuity Accrual Process ........................................................................................................................... 164 Global Reports........................................................................................................................................................ 165

HUMAN CAPITAL MANAGEMENT FOR SWEDEN ................................................................................................ 166


HUMAN CAPITAL MANAGEMENT FOR SWITZERLAND........................................................................................ 167

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Worker Data Validation Report ............................................................................................................................... 167

HUMAN CAPITAL MANAGEMENT FOR TAIWAN ................................................................................................. 168


HUMAN CAPITAL MANAGEMENT FOR UKRAINE ................................................................................................ 169


HUMAN CAPITAL MANAGEMENT FOR THE UNITED KINGDOM .......................................................................... 170

End of Year Process of P60 End of Year Statement ................................................................................................... 170

HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES ............................................................................... 172

Third-Party Involuntary Payments Extract ............................................................................................................... 172 New Jersey Family Leave Insurance ......................................................................................................................... 173 Quarter-to-Date Archive ......................................................................................................................................... 174 Support for State-Specific Payslip/Checkwriter Enhancements................................................................................. 175 Third-Party Monthly Tax Filing Extract ..................................................................................................................... 176 Manage Features by Country or Territory ................................................................................................................ 177 Employee Active Payroll Balance Report.................................................................................................................. 178 PA Act 32 Calculation Enhancements ...................................................................................................................... 179

HUMAN CAPITAL MANAGEMENT FOR UNITED ARAB EMIRATES........................................................................ 180

Statutory Reporting: IPE Consolidated Report – New Hire and Termination.............................................................. 180 Statutory Reporting: Wage Protection System (WPS) Salary Information File ........................................................... 180 Monthly Gratuity Accrual Process ........................................................................................................................... 180 Global Reports........................................................................................................................................................ 181

NETWORK AT WORK .......................................................................................................................................... 182

Kudos Functionality ................................................................................................................................................ 182 Kudos Notifications................................................................................................................................................. 184 Spaces Integration Removed ................................................................................................................................... 186 Tag Center Integration Removed............................................................................................................................. 187

TIME AND LABOR ............................................................................................................................................... 188

Worker View of Personal Schedule and Team Schedule ........................................................................................... 188 Manager View and Edit of Team Schedule ............................................................................................................... 189 User-Defined Time Attributes Available for Time Entry ............................................................................................ 192 Enable US Location Overrides as Payroll Time Entries .............................................................................................. 194

TRANSACTIONAL BUSINESS INTELLIGENCE......................................................................................................... 197

Line Manager Access to PII and Other Sensitive Information .................................................................................... 197 Matrix Manager Hierarchy ...................................................................................................................................... 197 Unsecured Assignment Manager Hierarchy ............................................................................................................. 198 Workforce Management - Checklist Real Time ........................................................................................................ 198 Time and Labor Subject Areas ................................................................................................................................. 198 Currency Conversion in Workforce Compensation ................................................................................................... 199 Metrics in Workforce Compensation ....................................................................................................................... 199 Personal Payment Details Real Time Subject Area ................................................................................................... 199 Element Entries Subject Area Enhancements ........................................................................................................... 200 Vacation Balance Reporting .................................................................................................................................... 200 Vacancy Real Time Subject area .............................................................................................................................. 200 Expected Return Date – Absence Subject Area ........................................................................................................ 201

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Enhanced Worker Dimension .................................................................................................................................. 201 Enhanced Job Dimension ........................................................................................................................................ 201 Attribute in Worker Absence Details – Real Time Subject Area ................................................................................. 201 Action Type – Benefits Action Items Subject Area .................................................................................................... 202 Oracle BI MAD ........................................................................................................................................................ 202 HCM Cloud Mobile – View Your Analytics ................................................................................................................ 202 Sample Reports ...................................................................................................................................................... 203

WORKFORCE MODELING ................................................................................................................................... 204

View Empty Positions in the Hierarchy .................................................................................................................... 204 Add Values Automatically Using Position Defaulting ................................................................................................ 205 Streamline Mass Terminations ................................................................................................................................ 205 Secured Salary Entry ............................................................................................................................................... 206

WORKFORCE REPUTATION MANAGEMENT ....................................................................................................... 207

Simplified User Interface......................................................................................................................................... 207 Employee Access to Reputation Scores and Social Roles .......................................................................................... 208 Employee Mentorship ............................................................................................................................................ 209 Reputation Profile Search ....................................................................................................................................... 210 Corporate Social Media Usage Compliance .............................................................................................................. 211 Oracle Social Network (OSN) Integration ................................................................................................................. 211

REVISION HISTORY ............................................................................................................................................. 212

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OVERVIEW

This guide outlines the information you need to know about new or improved functionality in Oracle Global Human Resources Cloud Release 10. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at [email protected]. Please indicate you are inquiring or providing feedback regarding the Global HR Cloud What’s New for Release 10 in the body or title of the email.

mailto:[email protected]

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RELEASE FEATURE SUMMARY

Some of the new Release 10 features are automatically available to users after the upgrade and some require action from the user, the company administrator, or Oracle.

The table below offers a quick view of the actions required to enable each of the Release 10 features.

Important Note: If you are upgrading from an earlier release to Oracle Global Human Resources Cloud Release 10, then the security upgrade must be completed first to enable new Release 10 features. See the document Upgrading Applications Security in Oracle HCM Cloud Release 10 (ID 2023523.1) on My Oracle Support for details.

Action Required to Enable Feature

Feature Automatically Available

End User Action Required

Administrator Action Required

Oracle Service Request Required

HCM Common Features Import Local File Flexible Pipe-Delimited File Format Secure Data Transfer Automated or User-Managed Processing Status and Error Reporting Flexible Key Support Country-Level Address Rule Enhanced Element Template for Absences Enhanced Element Template for Time Cards

Simplified Bank Account Page Support for BI Report Submission in Payroll Flows

Quick Report, Process, and Flow Submission

Mobile – Language Support Enhancements

Mobile - Themes Mobile – Access Worker Social Wall Mobile – Worklist and Notifications Role Simplification Simplified Role Hierarchy Applications Security Copy Role and Inherited Hierarchy Analyze Roles by Role Category Aggregate Privileges

https://support.oracle.com/epmos/faces/DocumentDisplay?id=2023523.1

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Generate X.509 Certificate Generate Certificate Signing Request for X.509 Certificate

Import Certificates from Keystore Privilege Discoverer Report User Role Membership Report Mobile – Security Enhancements Absence Management Audit Framework Includes Absence Record Data

HCM Extracts Includes Absence Record Data and Accrual Balances

Approval Framework Enhancements Assignment Hours as Work Schedule Option

Schedule Half Days for Absences Measured in Calendar Days

Override Payment Percentages for Calculated Entitlements

Absence Records for Contingent Workers Attachments for Absence Records HCM Cloud Mobile – Schedule Absences Benefits Rate Start Date Rule Extracting Benefits Data Using HCM Extracts

Benefits Formula Evaluation Continuing Benefits Type Close Enrollment Process Rule Compensation Workforce Compensation Supports Matrix Structures

Hide Ineligible Workers from Workforce Compensation Worksheet

Prevent Worksheet Submission Using New Alert Type

Import Data Into External Data Tables Migrate Total Compensation Statement Using Functional Setup Manager

Enhanced Salary and Individual Compensation Approval Notifications

Convert Worker-Level Budget Amounts into Local Currency

Competitions

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My Competitions Competition Leader Board Quick and Easy Competition Creation Competition Details Global Human Resources Person Extra Information Effective Dating Worker Assignment Hours by Day of Week

Position Management Enhancements – Defaulting of Additional Attributes from Position

Position Management Enhancements – Position Synchronization

Position Management Enhancements – Number of Incumbents

Ability to Add Transaction Initiator as a Checklist Task Performer

Access Person Information While Working on a Checklist Task

Manage Delay Duration of a Checklist Task

Restrict Checklist Template to a Localization

Ability to Update Actual Start and End Dates from the Notification

Ability to Define Collective Agreements for Workers

Ability to Define Seniority Dates Enhancements for Global Transfer Approval Notification Personalization Add Comments and Attachments when Submitting a Transaction for Approval

Audit of HCM Data Roles and Security Profiles

Future Dated Positions and Organizations Shared Person Information in Person Security Profiles

Auto Provisioning for the Enterprise Changes to Privileges for Predefined Roles Person Management Access Send Pending LDAP Requests User Details System Extract Report HCM Cloud Mobile – Self Service Transactions

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HCM Cloud Mobile – Manger Self-Service Transactions

HCM Cloud Mobile – Worker Detail and Public Profile

HCM Cloud Mobile – Organization Navigator

HCM Cloud Mobile – Update Biographical Information

Global Payroll Simplified QuickPay Flow Tasks for Managing Balance Groups Roll Up Payments to Third-Party Organizations

Payroll Costing Report Expansion of Payment Method Criteria Payroll Cycle Flow Pattern Enhancements Update User-Defined Legislations New Country Field for Personal Payment Methods to Support International Payments

Enhanced Support for Rate Definitions Gross-to-Net Report Based on Process Date

Report Year-to-Date Summary Report Payment and Nonpayment Balances

HCM Cloud Mobile – View Payslip Payroll Interface Payroll Interface Report for NGA’s Payroll Exchange

Calculate Gross Earnings Process Optional for Global Payroll Interface Extracts

Human Capital Management for Australia

Address Validation Supplemental Taxation and Reporting Address Style

Trade Support Loan Support Human Capital Management for Austria

Maintaining Person Information Human Capital Management for Bahrain

Maintaining Person Information Human Capital Management for Belgium

Maintaining Person Information

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Maintaining Employment Information Human Capital Management for Brazil

Maintaining Person Information Human Capital Management for Canada

Load Geographies for Canada Employment Equity Interface Record of Employment Exception Report Features by Country or Territory Human Capital Management for China

Postal Code Validation Include Enterprise Annuity Employer Contribution in the Monthly Income Tax Calculation

Enable the Global Element Result for China Localization

Tax Calculation on Severance Payments Payroll Data Validation Report Human Capital Management for Denmark

Maintaining Person Information Human Capital Management for Estonia

Maintaining Person Information Maintaining Employment Information Human Capital Management for Finland

Maintaining Person Information Maintaining Employment Information Human Capital Management for France

Statutory Reporting: Enhancement to Personnel Register

Enhancement to Contract Type and Subtype

Temporary National Identifier Automatic Calculation Card Creation Global Reports Human Capital Management for Germany

Legislative Changes for Name and Address Validations

Legislative Changes for the Disability Report

Human Capital Management

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for Hungary Maintaining Person Information Maintaining Employment Information Human Capital Management for India

Address Validation Nomination Information Human Capital Management for Ireland

Automatic Creation of Deduction Card Elements Results Report Payroll Balance Report Human Capital Management for Japan

Maintaining Person Information Maintaining Employment Information Human Capital Management for Kazakhstan

Maintaining Person Information Human Capital Management for Kuwait

Element Template for Additional Social Insurance

Statutory Reporting: Update to Report 103 – New Hires and Terminations

Statutory Reporting: Update to Report 166 – Monthly Contributions

Statutory Reporting: IPE Consolidated Report – New Hire and termination

Gratuity Calculation 2013 Enhancement Monthly Gratuity Accrual Process Social Insurance Enhancement for Government Sector Terminations

Global Reports Human Capital Management for Latvia

Maintaining Person Information Maintaining Employment Information Human Capital Management for Liechtenstein

Maintaining Person Information Human Capital Management for Lithuania

Maintaining Person Information Maintaining Employment Information Human Capital Management

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for Malaysia

Maintaining Person Information Human Capital Management for Netherlands

Gatekeeper Law (Law Poortwachter) Global Reports Human Capital Management for New Zealand

Maintaining Person Information Maintaining Employment Information Human Capital Management for Norway

Maintaining Person Information Human Capital Management for Oman

Maintaining Person Information Human Capital Management for Poland

Maintaining Person Information Human Capital Management for Qatar

Maintaining Person Information Human Capital Management for Republic of Korea

Maintaining Person Information Human Capital Management for Saudi Arabia

Statutory Reporting: IPE Consolidated Report – New Hire and Termination

Statutory Reporting: Saudi Arabia IPE Report – Annual Salary

Monthly Gratuity Accrual Process Global Reports Human Capital Management for Sweden

Maintaining Person Information Maintaining Employment Information Human Capital Management for Switzerland

Worker Data Validation Report Human Capital Management for Taiwan

Maintaining Person Information

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Human Capital Management for Ukraine

Maintaining Person Information Human Capital Management for the United Kingdom

End of the Year Process of P60 End of Year Statement

Human Capital Management for the United States

Third-Party Involuntary Payments Extract New Jersey Family Leave Insurance Quarter-to-Date Archive Support for State-Specific Payslip/Checkwriter Enhancements

Third-Party Monthly Tax Filing Extract Manage Features by Country or Territory Employee Active Payroll Balance Report PA Act 32 Calculation Enhancements Human Capital Management for the United Arab Emirates

Statutory Reporting: IPE Consolidated Report – New Hire and termination

Statutory Reporting: Wage Protection System (WPS) Salary Information File

Monthly Gratuity Accrual Process Global Reports Network at Work Kudos Functionality Kudos Notifications Spaces Integration Removed Tag Center Integration Removed Time and Labor Worker View of Personal Schedule and Team Schedule

Manager View and Edit of Team Schedule User-Defined Time Attributes Available for Time Entry

Enable US Location Overrides as Payroll Time Entries

Transactional Business Intelligence Line Manager Access to PII and Other Sensitive Information

Matrix Manager Hierarchy

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Unsecured Assignment Manager Hierarchy

Workforce Management Checklist- Real Time

Time and Labor Subject Areas Currency Conversion in Workforce Compensation

Metrics in Workforce Compensation Personal Payment Details Real Time Subject Area

Enhancements to Element Entries Subject Area

Vacation Balance Reporting Vacancy Real Time Subject Area Enhanced Worker Dimension Enhanced Job Dimension Attribute in Worker Absence Details – Real Time Subject Area

Action Type -Benefits Action Items Subject Area

Oracle BI MAD HCM Cloud Mobile – View Your Analytics Sample Reports Workforce Modeling View Empty Positions in the Hierarchy Add Values Automatically Using Position Defaulting

Streamline Mass Terminations Secured Salary Entry Workforce Reputation Management Simplified User Interface Employee Access to Reputation Scores and Social Roles

Employee Mentorship Reputation Profile Search Corporate Social Media Usage Compliance

Oracle Social Network (OSN) Integration

HCM COMMON FEATURES

The following HCM common features include enhancements for Release 10:

HCM Data Loader Global Human Resources Payroll Common Features Oracle Tap (Mobile)

HCM DATA LOADER

HCM Data Loader is a flexible and comprehensive bulk-data-loading solution for business objects across multiple Oracle Fusion Human Capital Management products. You can use it for data-migration, ongoing inbound interfaces, and one-off bulk updates. It supports the bulk load of your configured descriptive and extensible flexfield data, translation data, tree hierarchies, person images, and Document of Record attachments.

IMPORT LOCAL FILE

You can now select files for HCM Data Loader processing directly from your local machine, removing the need to upload your files first to the Oracle WebCenter Content server.

The existing Import File button displays unprocessed files available on the Oracle WebCenter Content server. The new Import Local File option allows you to either browse for a local file or drag and drop a file from your file explorer to the Browse button.

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Your selected file is uploaded to the Oracle WebCenter Content server and the Schedule Request page opens. On this page, you can immediately submit your file for processing.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

KEY RESOURCES

HCM Data Loader User’s Guide (My Oracle Support Document ID 1664133.1)

Return to Release Feature Summary

FLEXIBLE PIPE-DELIMITED FILE FORMAT

You can now simplify your inbound integrations by including the business object components and attributes relevant to your use case, whether that be full date-effective history for data migration, or incremental changes for data maintenance. You can supply multiple business object specific files in one compressed zip file and process them together. HCM Data Loader understands the order in which the business object data must be loaded to ensure referenced data is loaded first.

STEPS TO ENABLE


KEY RESOURCES

For more information about HCM Data Loader file formats, go to My Oracle Support for the following guide:

• HCM Data Loader User’s Guide, (Doc ID: 1664133.1)


SECURE DATA TRANSFER

You can now optionally deliver encrypted compressed zip files to Oracle’s WebCenter Content server secured by a specific HCM Data Loader account. The compressed zip file is then streamed from the

https://support.oracle.com/epmos/faces/DocumentDisplay?parent=DOCUMENT&sourceId=1504483.1&id=1664133.1

https://mosemp.us.oracle.com/epmos/faces/DocumentDisplay?id=1664133.1&displayIndex=1

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WebCenter Content server and decrypted during import into stage tables before a multithreaded process loads valid objects into Oracle Fusion. You can use either the Oracle Fusion HCM File Import and Export interface, or the WebCenter Content web service to deliver a zip file to the WebCenter Content server.

Your compressed zip file is deleted by default from the WebCenter Content server as soon as HCM Data Loader has finished streaming it. You can change the default behavior by updating the Delete Source File parameter to No on the Configure HCM Data Loader page. Alternatively, you can choose to retain your source files for an individual file by setting the Delete Source File parameter to No on the Schedule Request window.

STEPS TO ENABLE


KEY RESOURCES

For more information about delivering data files to the Oracle WebCenter Content server, go to My Oracle Support for the following guide:

• HCM Data Loader User’s Guide (Doc ID: 1664133.1).


AUTOMATED OR USER-MANAGED PROCESSING

You can now automate inbound interfaces using the WebCenter Content and HCM Data Loader web services, or control the import and loading processes using the new Import and Load Data user interface.

You can use the Import and Load Data user interface to manually initiate the import and optional load of a data set (zip file) and monitor the progress of that data set. The user interface includes a Data Set table and a Business Objects table. The Data Set table displays the data sets or zip files submitted for processing. The Business Objects table displays the business objects that were included in the zip file. On both the Data Set and Business Objects tables the Imported and Loaded Progress columns display the status of import and load.

https://mosemp.us.oracle.com/epmos/faces/DocumentDisplay?_afrLoop=536471844254613&id=1664133.1&displayIndex=1&_afrWindowMode=0&_adf.ctrl-state=fbvoql9w4_4

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The Import and Load Data User Interface

STEPS TO ENABLE


KEY RESOURCES

For more information about HCM Data Loader automated or user managed imports, go to My Oracle Support for the following guide:

• HCM Data Loader User’s Guide, (Doc ID: 1664133.1).


STATUS AND ERROR REPORTING

You can use the following methods to review and monitor the status of your import and load requests:

• Import and Load Data user interface – Allows review of the progress of your files via the Import and Load Data user interface, with comprehensive status and record count information, message summary, and error management that allows you to review the details of failed records.


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The Data Set Table in the Import and Load Data User Interface

• HCM Extract - You can monitor the results of your data loading using the new HCM Extract output, which provides machine readable status and error information.

• Data Set Status - You can also diagnose complex errors using the new Data Set Status available from the Diagnostic framework.

STEPS TO ENABLE


KEY RESOURCES

For more information about status and error handling with HCM Data Loader, go to My Oracle Support for the following guide:

• HCM Data Loader User’s Guide (Doc ID: 1664133.1).


FLEXIBLE KEY SUPPORT

HCM Data Loader supports the following four key types:

• Oracle Fusion GUID (Globally Unique Identifier) • Oracle Fusion surrogate ID • Source Key ID • User key

You can create new objects specifying your source-system identifier and continue to maintain and reference that data in Oracle Fusion using your Source Key. Alternatively, supply the User Key information, for example Organization Name, Person Number, or Absence Type. In addition Oracle Fusion’s internal surrogate ID and Globally Unique ID (GUID) can be used.


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STEPS TO ENABLE


KEY RESOURCES

For more information about flexible key support with HCM Data Loader, go to My Oracle Support for the following guide:

• HCM Data Loader User’s Guide (Doc ID: 1664133.1)


GLOBAL HUMAN RESOURCES

Oracle Fusion Global Human Resources enables your organization to plan, manage and optimize all workforce segments using flexible and extensible best practices to realize extraordinary gains while ensuring compliance and increasing total workforce engagement.

COUNTRY-LEVEL ADDRESS RULE

The Manage Features by Country or Territory task, formerly Manage Payroll Product Usage, now includes options for controlling the address style and the level of address validation. The address style determines which address attributes are available and maintained in the application. The address style can also affect validation, for example, if you specify that geography uses an address style to validate specific attributes. For example, in the United States, the address style can be defined to validate the State attribute.

The combination of address style and address validation determines the level of validation. The values you can select depend on the combination of the country or territory and the selected country extension. For example, for Canada, you can change the address style from its original value only when you set the country extension to Human Resources or None, not Payroll or Payroll Interface.

The following screen shows the updated Manage Features by Country or Territory page.


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Manage Features by Country or Territory Page

STEPS TO ENABLE


TIPS AND CONSIDERATIONS

• Changing address styles can affect validation rules and may lead to address data integrity and validation issues. If you provide data to a third party, such as a payroll or benefit provider, statutory recipients, or financial institutions, changes to validation or address styles may result in missing data or unrecognized data. Make sure to test any changes you make to the address style or validation for a country or territory before you implement them in a production environment.

• Disabling address validation disables only any country-specific programmatic validation rules created for a specific country or territory. Disabling address validation on the Manage Features by Country or Territory page does not have any impact on the validation you have set up on the Manage Geographies page.

KEY RESOURCES

For more information related to this feature, go to Applications Help for the following topics:

• Selecting Country Extensions: Worked Example • Changing Address Styles and Address Validation for HCM: Critical Choices


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PAYROLL

This section describes new features that are relevant if you use features such as elements, formulas, payroll definitions and database items, even if you don’t use Global Payroll. Typical applications using payroll common features are Absence Management, Benefits, Compensation, Global Human Resources, Global Payroll Interface and Time and Labor.

ENHANCED ELEMENT TEMPLATE FOR ABSENCES

You can easily create payroll elements for the plans you create in Oracle Fusion Absence Management. When you create an element, you complete questions that automatically create an absence element and its calculation components, related elements, balances, and formulas. For example, you select the type of information to transfer and the calculation units to use when reporting the absence. If you transfer accrual balances, you decide whether to:

• Calculate absence liability • Enable partial payment of a balance • Enable balance payments when enrollment ends

You can also select a method to reduce regular earnings if employees don’t complete a time card. You determine rates for your payments either in Absence Management or when you complete the element template questions. When processing absence entries in a payroll run, the formula associated to the absence element uses the global formula Rate Converter to convert rates.

Absences Element Template Questions

You associate the absence element to a plan in Absence Management, assign the plan to a person and decide whether to automatically transfer the absence information as it’s recorded and approved, or run a batch process. The daily breakdown and summary information transferred to the person’s calculation

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card is processed in the next payroll run. You can then view the person’s absence accrual balance, absence payments, and deductions on their statement of earnings and payslip.

STEPS TO ENABLE



Select the rate to use for an absence element in your absence plan or in the element template. If you select the rate on both pages, ensure you select the same rate.

KEY RESOURCES

For more information about absence elements, go to Applications Help for the following topic:

• Creating Payroll Elements for Processing Absences: Procedure


ENHANCED ELEMENT TEMPLATE FOR TIME CARDS

This feature only applies to user-defined legislations and predefined country extensions that have enabled the feature in this release.

You can create nonrecurring elements using the new Time Card category to process pay based on time card entries, such as elements for regular, overtime, and shift pay. Creating a time card element automatically generates all the related elements, balances, formulas, and calculation components required to calculate and process payments for reported time. When you create an element, you select a primary classification of standard or supplemental earnings and select the Time Card category. You can select the units to use to report calculated time, and also select a rate definition the formula uses to calculate time. After you submit the element definition, you create element eligibility records for the base, results, calculation, and retroactive elements generated by the element template.

Important: Do not create elements using the Time Card category if you are operating in a country where Oracle provides an HR, Payroll Interface, or Payroll Extension, as indicated on the Manage Features by Country or Territory page in the Setup and Maintenance work area.

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Time Card Template Questions

Submit this process to convert a standard or supplemental element to a time card element only if you created the element. You only submit this process to convert standard and supplemental elements to time card elements if either of the following conditions applies. You created the element:

• Before this release and you didn’t submit the Create Time Card Calculation Components process to convert the element

• After upgrading to this release but without selecting the Time Card category

These elements must have a calculation rule of hours multiplied by rate. After running the process, you perform the following steps:

• Create element eligibility records for the elements generated by the process, typically the base element and the related elements: retroactive and results elements, and elements ending with a suffix of CIR.

• Compile the formulas used to calculate the time card element.

STEPS TO ENABLE


KEY RESOURCES

For more information about time card elements, go to Applications Help for the following topic:

• Creating Elements for Time Card Entries: Explained Return to Release Feature Summary

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SIMPLIFIED BANK ACCOUNT PAGE

A new page for creating bank account information is now available that works with a new profile option to control whether employees and professional users can create bank and branch data. You can choose to use either the original page or the new page. You can enable the new page at the site, country, or legislative data group level.

The following screen captures show a comparison between the original and new versions of the Create Bank Account page. For each version, there are two screen captures of the page:

• When bank data is preloaded • When the user can create bank and branch details

Comparison of Original and New Create Bank Account Pages

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Differences between the original and new page are highlighted in the following table:

Queries Original Page New Page Can users enter different variations of the same bank and branch details?

No Yes. There is no bank and branch details validation across personal payment methods.

What controls user access to create bank and branch information?

The Manage Bank and Manage Bank Branch privileges

The Use Existing Banks and Branches profile option (at site or user level) By default, it's set to No at the site level, which enables employees or professional users to enter bank and branch data directly rather than selecting from a list of values.

Which global fields are required when Create is enabled?

Account Number, Account Type, Bank Name, Branch Name, and Routing Transit Number

Option of country-specific required fields.

Does bank and branch data entered by users on the Create Bank Account page appear on the Manage Bank and Manage Branch pages in Cash Management?

Yes No

STEPS TO ENABLE

Note: If you choose to use the original Create Bank Account page, you don’t need to enable this feature.

1. Sign in to the application as a user with customization privileges. 2. Click from the Payment Distribution area, the Manage Personal Payment Methods task. 3. Search for and select an existing person that is on a payroll that has a valid organization

payment method for electronic funds transfer (EFT) payments. 4. Click Create. 5. Enter a name for the payment method and then select an EFT organization payment method.

You should see the Bank Accounts section.

. 31

Entering Bank Accounts

6. Select on the Settings and Actions menu, Customize Payment Distribution Pages.

Settings and Actions

7. Select in the Customize Payment Distribution Pages window: Site, HcmCountry, or HcmOrganization, depending on where you want to implement the new Create Bank Account page. Then click OK.

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Customizing Payment Distribution Page Settings

8. Scroll down to the bottom of the page. At the confirmation, select Do not ask next time, and then click Edit.

Do Not Ask Next Time Check Box

9. Select the Bank Accounts section. You should see a line above the Bank Accounts heading to indicate selection.

Bank Accounts Headings

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10. Notice at the top of the page, two elements for applicationsTable. The first element calls the original Create Bank Account page and the second one is for the new page.

Payment Distribution Customization Page

11. Select the first applicationsTable element and click Edit. 12. Scroll down to the bottom of the Component Properties window, and deselect the Show

Component check box. Then click OK. This hides the original page.

Show Component Check Box

13. Select the second applicationsTable element and click Edit.

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14. Scroll down to the bottom of the Component Properties window, and select the Show Component check box. Then click OK. This shows the new page.

15. Click Close on the upper-right corner of the page, to close out of the customization mode.

Close Button

If you want users to select only the preloaded banks and branches ensure that you set the Use Existing Banks and Branches profile option to Yes. Refer to the next section for details.


• If you set the Use Existing Banks and Branches profile option to No, which enables employees or other roles to create banks and branches, provide guidance to use unique names and follow appropriate naming conventions.

• This profile option works with the new Create Bank Account page that employees and professional users see when creating personal payment methods. This profile option does not affect the original version of the Create Bank Account page.

KEY RESOURCES

For more information about banks information related to personal payment methods, go to Applications Help for the following topics:

• Entering Bank Information For Personal Payment Methods: Critical Choices • Payroll Batch Loader Workbooks for Bank Data


SUPPORT FOR BI REPORT SUBMISSION IN PAYROLL FLOWS

If you create or customize a BI Publisher report, you can run your report from a payroll flow by adding the Run BI Publisher Report task to your payroll flow pattern. When you submit the flow, the reporting automatically generates an output file that you can view. The output file is based on the template used for the BI Publisher report, such as an HTML template. Add single or multiple BI Publisher reports to your copied or user-defined flow pattern.

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BI Publisher Reporting Task Added to the Weekly Payroll Flow Pattern

STEPS TO ENABLE

Follow these steps to add the task to a new flow pattern:

1. Create a flow pattern on the Manage Payroll Flow Patterns page in the Payroll Checklist work area.

2. Complete on the Create Payroll Flow Pattern page the basic information. Select the Statutory activity, and the Run BI Publisher Report task.

3. Edit on the Tasks page the selected task as required. 4. Confirm on the Task Sequence page the sequence is correct. 5. Add a required parameter for the first argument of the BI Publisher report on the Flow

Parameter page. The flow parameters map to the BI Publisher arguments. For example, the first argument is the first bind variable of a SQL query data model. Optionally, rename the parameter to a more meaningful name.

6. Confirm and specify in the Parameter Details section of the Task Parameters page the following:

• Confirm that the Parameter Basis for the First Argument value is Bind to Flow. • Specify a value for the Report Name and Report Path parameters. • Specify values for other arguments if required.

7. Review the flow and submit it.


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QUICK REPORT, PROCESS, AND FLOW SUBMISSION

Submit your HCM extract reports, payroll processes, and flows directly from the Enter Parameters page by clicking the Submit button. This method skips the remaining flow submission pages. You might choose this method to speed up submission, if you don’t want to:

• Connect other flows to the current flow • Schedule a flow • Review the flow before submitting it

Submit Button on the Enter Parameters Page

STEPS TO ENABLE



ORACLE TAP (MOBILE)

This section describes new features that are relevant if you use Oracle Tap for HCM Mobile applications. Oracle Tap works on smart devises that have a web browser, such as smart phones and tablets.

MOBILE - LANGUAGE SUPPORT ENHANCEMENTS

Oracle Tap mobile solutions supports the same languages available in Fusion HCM Cloud with the exception of languages that read from right to left.

. 37

STEPS TO ENABLE

No steps are needed to enable this feature.

KEY RESOURCES

For more information about supported mobile devices and operating systems (OS), you can see a complete list under system requirements: Oracle Human Capital Management Cloud Release 10


MOBILE - THEMES

Oracle Tap supports six out-of-the-box color themes that you can define within the settings area of the mobile application. You can also set the mobile logo and watermark that appears in the application by configuring this within Fusion.

STEPS TO ENABLE

To enable delivered themes in mobile, the administrator would need to go into the Fusion tools appearance area and select the appropriate company logo and watermark background image. The user can select from a list of themes in the mobile settings page that will set the theme on mobile.

KEY RESOURCES

For more information about enabling delivered themes, go to the R10 Mobile Capabilities Guide.


MOBILE - ACCESS WORKER SOCIAL WALL

Within Oracle Tap, you can start an Oracle Social Network (OSN) conversation with a worker that you have selected. This feature requires that the OSN app is installed on the device because Oracle Tap uses punch-out integration with OSN to connect.

STEPS TO ENABLE

To connect with OSN, you need to install OSN on your mobile device and setup an appropriate OSN account. If you have an active account in both Fusion and OSN, then you can use this feature.

KEY RESOURCES

For more information about connecting to OSN, go to Help for Oracle Social Network


http://www.oracle.com/us/products/system-requirements/overview/index.html#HCM

https://docs.oracle.com/cloud/farel8/common/OSNUG/mobile_android.htm

. 38

MOBILE - WORKLIST AND NOTIFICATIONS

You can view and act on workflow tasks on the Notification/Approvals page on your mobile device. As a manager, you can approve or reject a task and access the details task page. The details task page is a web view of the detail task view. Actions can only be done within the list view of the Notification page.

STEPS TO ENABLE


KEY RESOURCES

For more information about this feature, go to the R10 Mobile Capabilities Guide.


. 39

ROLE SIMPLIFICATION

Role definitions for the security reference implementation are simplified. Many roles beneath the job level are eliminated. The privileges that are defined are assigned to job or abstract roles, either directly or as aggregate privileges (which are new to Release10). This reduces the complexity of role administration and customization. Some things to consider with the role simplification are:

• An aggregate privilege combines the functional privilege for an individual task or duty with the relevant data privileges. Oracle defines and delivers aggregate privileges, these cannot be customized.

• Privileges or aggregate privileges can be assigned directly to job or abstract roles. (In Release 9, privileges could be assigned only to duty roles.)

Every job or abstract role that existed in Release 9 also exists in the simplified role hierarchy for Release 10. Each of these job or abstract roles authorizes the same privileges in Release 10 as it did in Release 9. Release 10 adds some new job roles. The nodes in the hierarchy between a job and its privileges are reduced and simplified.

Release 10 will include both the hierarchy you are used to and the new simplified hierarchy. On upgrade, users will be members of the old hierarchy. You can move users to the new hierarchy at your discretion. Note that new functionality will exist under the new hierarchy.

SIMPLIFIED ROLE HIERARCHY

Every job or abstract role that existed in Release 9 also exists in the simplified role hierarchy for Release 10. Each of these job or abstract roles authorizes the same privileges in Release 10, as it did in Release 9. Release 10 although, adds some new job roles. The nodes in the hierarchy between a job and its privileges are reduced and simplified.

Release 10 will include both the hierarchy you are used to and the new simplified hierarchy. On upgrade, users will be members of the old hierarchy. You can move users to the new hierarchy at your discretion. Note that new functionality will exist under the new hierarchy.

STEPS TO ENABLE


For existing customers who upgrade to Release 10, you can choose to move your users to the simplified hierarchy at your own discretion. Before beginning the move to the simplified hierarchy, please be sure to review the white papers on My Oracle Support to understand what is involved and how it will work.


. 40

APPLICATIONS SECURITY

Oracle Fusion Applications Security provides a single console in which security managers and security administrators can review, design, and modify roles in Oracle Fusion Applications. It enables users to visualize the relationship among roles, and to model applications-menu and task-pane entries for any role. Users can also manage certificates and review a set of security reports.

COPY ROLE AND INHERITED HIERARCHY

You may create a new role by copying an existing role, then editing the copy. You have the option of copying only the "top" role (the role itself) or the top role and its inherited roles.

If you choose to copy only the top role, your copy shares its role hierarchy with the source role. That is, the source role inherits subordinate roles, and your copy inherits the same roles. Subsequent changes to those inherited roles will affect not only the source role, but also your copy.

If you choose to copy the top role and its inherited roles, the copied top role inherits new copies of all subordinate roles. This option insulates the copied role from any changes to the original versions of the inherited roles.

Copy Options for a Role Selected

STEPS TO ENABLE


. 41


Enter the role name suffix to use during role copy in the Administration tab. This suffix will be used every time you copy inherited roles.


ANALYZE ROLES BY ROLE CATEGORY

A role belongs to a category, which describes the purpose the role shares in common with other roles. Typically a category contains a type of role configured for an application, such as "Financials — Duty Roles." You can review statistics about the categories themselves: the number of roles in each, the number of role memberships (roles belonging to other roles within the category), and the number of function and data security policies created for those roles. (Roles by Category pie chart compares the number of roles in each category with those in other categories.)

You can select a category and list the roles belonging to it. For each role, you can review its role memberships, function and data security policies, and users assigned to it.

The Security Console Analytics Page

STEPS TO ENABLE



. 42

AGGREGATE PRIVILEGES

Aggregate privileges are new in this release. Each aggregate privilege combines the functional privilege for an individual task or duty with the relevant data privileges. Oracle defines aggregate privileges, which cannot be customized. You can however, include them within job hierarchies that you define. When a job hierarchy uses aggregate privileges and you depict that hierarchy in the Security Console visualization, the aggregate privileges appear as distinct elements of the hierarchy.

Security Console Visualization of a Role Hierarchy with Aggregate Privileges, Which are Labeled “A”

STEPS TO ENABLE



GENERATE X.509 CERTIFICATE

A digital certificate establishes public and private keys for encrypting and decrypting data that Oracle Cloud applications exchange with other applications. You can now generate certificates in the X.509 format and/or continue to generate PGP formatted certificates. You can also export saved X.509 certificates for signing by a certifying authority or for use in other certificate systems.

STEPS TO ENABLE



. 43

GENERATE CERTIFICATE SIGNING REQUEST FOR X.509 CERTIFICATE

When you generate an X.509 certificate it exists initially at a self-signed state. You transform it to a trusted state by having it digitally signed by a certificate authority. The Security Console enables you to create a Certificate Signing Request (CSR), a file that you would then send to a certificate authority. You would then import the response as a trusted certificate.

STEPS TO ENABLE



Although the Security Console creates the CSR, you are expected to follow a process established by your organization to forward the CSR to a certificate authority. This process does not apply to PGP certificates.


IMPORT CERTIFICATES FROM KEYSTORE

You can import an X.509 certificate, typically belonging to an external source with which your system is to communicate. One or more X.509 certificates may be contained within a keystore and you have the option of importing certificates from a keystore. (Alternatively, you may import a certificate file on its own.)

Keystore Option Selected During X.509 Certificate Import

STEPS TO ENABLE



. 44

PRIVILEGE DISCOVERER REPORT

The Privilege Discoverer Report lists every secured action a user is authorized to within a work area.

STEPS TO ENABLE



USER ROLE MEMBERSHIP REPORT

The User Role Membership Report lists each user's job roles.

STEPS TO ENABLE



MOBILE - SECURITY ENHANCEMENTS

To meet our customer’s needs related to security, Oracle Tap is providing support the following types of security capabilities:

• Federated SSO with a Customer’s External IDP • Configured with IP addresses to allow and/or block access (i.e., blacklist or whitelist) • A connection from a mobile device can utilize VPN from the device • Supports 2-way authentication (NOTE: This functionality is only supported with iOS) • App Containerization Support:

o Oracle Tap can be deployed with MDM solutions to secure the mobile device and/or the mobile applications on a device

o You will need to use the security archive that is posted on OTN: http://www.oracle.com/technetwork/topics/cloud/downloads/index.html. The company will need to define and implement a process to download the latest security archive, wrap it, re-deploy it via the enterprise app store and notify users. (NOTE: This functionality is only supported with iOS)

STEPS TO ENABLE

Each security capability requires specific information and steps to enable. Have your Administrator refer to the key resources section for more details.

http://www.oracle.com/technetwork/topics/cloud/downloads/index.html

. 45

KEY RESOURCES

For more information about configuring these security capabilities, go to My Oracle Support and view the following documents:

• Oracle Tap User Authentication (Security) Approaches (Doc ID 2025696.1) • How To Prepare App for 2-Way Authentication – (Doc ID 1955314.1) • TECH NOTE - Oracle Tap for iOS - Wrapping with Good Technologies(Doc ID 1928088.1)


https://mosemp.us.oracle.com/epmos/main/downloadattachmentprocessor?attachid=2025696.1%3ATAP_SECURITY&docType=HOWTO&action=download

https://mosemp.us.oracle.com/epmos/main/downloadattachmentprocessor?attachid=1955314.1%3ACONFIG-2-WAYAUTH&docType=HOWTO&action=download

https://mosemp.us.oracle.com/epmos/main/downloadattachmentprocessor?attachid=1928088.1%3AWRAPPING2&docType=HOWTO&action=download

https://mosemp.us.oracle.com/epmos/main/downloadattachmentprocessor?attachid=1928088.1%3AWRAPPING2&docType=HOWTO&action=download

. 46

ABSENCE MANAGEMENT

Oracle Fusion Absence Management is a configurable and flexible global solution that enables organizations to manage absences of their workforce. The framework provides ability to define both complex and diverse absence plans. It integrates with the Oracle Fusion Global Payroll and Oracle Fusion Time and Labor products and provides dedicated work areas for the roles of Administrator and Employees. You can extract absence data for use with third-party payroll providers.

AUDIT FRAMEWORK INCLUDES ABSENCE RECORD DATA

The audit framework includes absence records. If you have the Internal Auditor job role assigned, you can view audit reports for absence management.

Audit Reports Option on the Navigator

. 47

Audit Reports Page

STEPS TO ENABLE

To enable audits for absence management, use the Manage Audit Policies task in the Setup and Maintenance work area.

Manage Audit Policies Task


. 48

HCM EXTRACTS INCLUDES ABSENCE RECORD DATA AND ACCRUAL BALANCES

HCM Extracts now includes absence records, use of entitlements, and accrual plan balances. The user entities added to integrate absence records, entitlement information, and accruals with third-party service providers and payrolls are:

• PER_EXT_SEC_PERSON_UE • ABS_EXT_ABSENCE_ENTRY_UE • ABS_EXT_ACCRUAL_UE

STEPS TO ENABLE


KEY RESOURCES

For more information, go to Applications Help for the following topics:

• Extracting Absence Data Using HCM Extracts: Points to Consider • Defining an Extract: Worked Example


APPROVAL FRAMEWORK ENHANCEMENTS

To expand the capabilities for approval business rules, you now have an optional, configurable Additional Payload attribute field to help you configure the absence approval flow according to your organization needs. This allows more flexibility in routing approvals within your organization.

The absence approvals task also has two new delivered functions:

The GetManager function automatically approves an absence if the requestor has no manager assigned in the hierarchy. This function is applicable in cases when the employee is a CEO or head of an organization.

• The GetRepresentative function automatically approves an absence if the requestor has no HR Representative assigned in the hierarchy.

STEPS TO ENABLE

Users with the Administrator role can configure approval rules. To enable the Additional Payload attribute rule:

1. Click Manage Absence Types in the Absence Administration work area. 2. Click Display Features on the Create Absence Type page. 3. Select Specified in the Additional Payload attribute row in the Approval and Processing Rules

section.

. 49

Additional Payload Attribute


ASSIGNMENT HOURS AS WORK SCHEDULE OPTION

You can now specify a worker’s daily assignment hours where the start time, end time, and hours vary in the new Assignment Hours Details dialog box. Click the Assignment Hours Details button after the Working Hours field in assignment details to open the Assignment Hours Details dialog box. You can define the daily working hours for a worker. The availability calculation uses this work week schedule to calculate the worker’s availability by day.

Assignment Details Page Showing the Assignment Hours Details Button after the Working Hours Field

. 50

Assignment Hours Details

In Absence Management, when a worker schedules an absence, the work schedule timings and number of hours for that particular day are reflected on the absence request page.

For Example: A worker’s assignment hours are from 08:00 to 12:00 every Friday. When you schedule an absence for the worker on a Friday, the availability calculation uses the worker’s start and end times to determine the worker’s availability by day. So the total absence time calculated for the worker is four hours.

This feature is available in Global Human Resources. When a worker schedules an absence in Absence Management, the application automatically calculates the worker’s absence hours based on the work schedule.

STEPS TO ENABLE



SCHEDULE HALF DAYS FOR ABSENCES MEASURED IN CALENDAR DAYS

You can now schedule a half day absence for absence types measured in calendar days.

To use this feature, when you schedule an absence, select the Advanced Mode.

. 51

Select Advanced Mode on the Manage Absence Records Page to Schedule a Half Day Absence

Select Half day in the Duration Field to Schedule a Half Day Absence

STEPS TO ENABLE



. 52

OVERRIDE PAYMENT PERCENTAGES FOR CALCULATED ENTITLEMENTS

HR Specialists can now easily handle exception cases when processing employee leave transactions by changing the payment percentages for calculated qualified entitlements for a qualification absence.

Select the Override Payment Percentage Button on the Plan Use tab

The Override Payment Percentage Dialog Box

STEPS TO ENABLE



. 53

ABSENCE RECORDS FOR CONTINGENT WORKERS

Absence Management now supports absences for contingent workers. You can add the absences for contingent workers the same way as for employees and through the same user interfaces.

However, you may want to process your contingent worker absences differently from those of employees, and have separate absence types and absence plans for them. You can define the absence plans for contingent workers so that their absence information does not transfer to payroll for processing. Use eligibility profiles to restrict these Absence types for contingent workers.

STEPS TO ENABLE



ATTACHMENTS FOR ABSENCE RECORDS

The Attachments feature enables an Administrator, Manager, or Employee to attach files when recording an absence. An employee may need to submit documents for absence requests where proof is required, such as medical certificates for an extended sick leave. Attachments include files and links.

Select the Add Attachment Button on the Schedule Absences Page

. 54

Attachments Dialog Box

STEPS TO ENABLE

To enable the attachments feature on the absence recording pages for an employee, manager, or administrator:

1. Click Manage Absence Types in the Absence Administration work area. 2. Click Display Features on the Create Absence Type page. 3. Select Enabled in the Attachments row, in the Primary Absence Details section.

Attachments


You can attach any number of files. However, the combined file size must not exceed the maximum limit of 2 MB for an absence record.


. 55

HCM CLOUD MOBILE - SCHEDULE ABSENCES

You can view a list of the employee’s available balances and planned absences for the different absence types. Employees can also request an absence from the different absence types and frequencies.

STEPS TO ENABLE


KEY RESOURCES



. 56

BENEFITS

Oracle Fusion Benefits is a complete, configurable and flexible global solution that enables organizations to successfully evolve and adapt to the unique needs of their workforce. The solution enables setup of traditional 'one-size fits all' plans to highly complex plans that selectively target different workforce segments with different benefit packages. Self-service capabilities present the user with an out of the box intuitive guided enrollment process with contextual information and embedded analytics.

RATE START DATE RULE

Control the rate start date based on the date of the first pay check on or after the enrollment start date without using a rate periodization formula.

You use the new Pay Period Start, Before First Check, on or After Coverage Start rule for plans with waiting periods or flexible spending accounts, for biweekly, weekly, or semi-monthly payroll participants.

You select the rule in the Coverage and Rate Date Ranges section of the Enrollment step in the Create or Edit Plan or Program page of the Plan Configuration work area.

The Rate Start Date field in the Plan Configuration Work Area

For example, your enterprise enforces a waiting period of 30 days for enrolling new hires on biweekly payrolls into a flexible spending plan. You want the flexible spending account rate to start on the first day of the pay period that precedes the date of the first pay check on or after the enrollment start date.

You hire a worker on November 1, 2014. The worker makes elections on November 12, 2014. In this case, the enrollment start date is December 1, 2014. The first check date after the enrollment start date is December 13, 2014. If you use this date rule, the rate starts November 30, 2014, which is the start of the pay period, in time for the next check date on December 13, 2014.

STEPS TO ENABLE


. 57

KEY RESOURCES

For more information about the new rate start date rule, go to Applications Help for the following topic:

• Rate Start Date for Flexible Spending Account Plans: Critical Choices. Return to Release Feature Summary

EXTRACTING BENEFITS DATA USING HCM EXTRACTS

You now have an additional way of extracting benefits data. The existing Benefits Extract functionality produces an HR-XML standard formatted file of enrollment data for onward transmission to third-party benefits carriers. In addition to using the Benefits Extract for reporting purposes, you can also use the generic HCM Extracts functionality to extract benefits data using the available Benefits database items. Use HCM Extracts to create your own reports and extracts in different formats.

You create extracts using the Manage HCM Extracts page in the Data Exchange work area.

The Edit Extract Definition Page in the Data Exchange Work Area

STEPS TO ENABLE


KEY RESOURCES

For more information about extracting benefits data, go to Applications Help for the following topics:

• Extracting Benefits Data Using HCM Extracts: Points to Consider • Defining an Extract: Worked Example


. 58

BENEFITS FORMULA EVALUATION

Check if your formula works as expected for a sample participant without any impact on existing data. Previously, a full-scale plan configuration was required before you could associate your formula with an appropriate object. Also, you had to necessarily use the participation evaluation process and enrollments to test the formula.

Now you can check to see if your formula works as expected even before you complete your plan configuration, thus reducing errors during implementation.

You test your formulas in the Formula tab of the Evaluation and Reporting work area.

The Formula Tab in the Evaluation and Reporting Work Area

STEPS TO ENABLE


KEY RESOURCES

For more information about testing benefits formulas, go to Applications Help for the following topic:

• Benefits Formula Evaluation: Points to Consider Return to Release Feature Summary

CONTINUING BENEFITS TYPE

Report to benefits carriers when enrollments of a participant or dependent end. Some life events, such as termination, end the enrollment of compensation objects for participants or their dependents. When

. 59

you define a life event, you can now specify to carriers about the existence of end-dated offerings and any associated dependents. You can comply with any reporting requirement associated with the continuation of benefits coverage to its next phase.

You specify the continuing benefits type in the Create or Edit Life Event page in the Plan Configuration work area.

STEPS TO ENABLE



CLOSE ENROLLMENT PROCESS RULE

Use the new rule to control which life events must close or remain in the Started status when you run the Close Enrollment process. You can now configure the process to either close life events irrespective of their enrollment period end date or close the events only if the enrollment period end date is met.

The Close Enrollment Rule list is available as part of the parameters page of the Close Enrollment process in the Evaluation and Reporting work area.

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Close Enrollment Rule

STEPS TO ENABLE



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COMPENSATION AND TOTAL COMPENSATION STATEMENT

Oracle Fusion Compensation enables your organization to plan, allocate, and communicate compensation using the most complete solution in the market. Make better business decisions using embedded analytics and a total compensation view of workers, regardless of geographic location or pay package components.

WORKFORCE COMPENSATION SUPPORTS MATRIX STRUCTURES

A new task available in plan setup, called Configure Hierarchies, enables you to create up to three hierarchies for a single compensation plan to give multiple managers access to the same workers.

A hierarchy determines the workers that appear on each manager's worksheet. The source of these hierarchies can be the primary line manager hierarchy, another manager hierarchy, a formula, or a position or department tree.

The primary hierarchy, what we have today, determines the approval chain, the path that budgets roll down, and modeling usage.

The secondary and the review hierarchies enable other users to view compensation information for workers available to them, propose allocations, and save those allocations. The primary worksheet manager can either accept or overwrite those proposals.

For each hierarchy, you can configure how to handle a worker who does not have a manager and the default access level.

Configure Up to Three Hierarchies

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Managers See Plans for Which they have Access

If a manager doesn’t have a secondary managed plan or other plan to review, those regions don’t appear on the Compensation Plans page.

STEPS TO ENABLE

Use the Configure Hierarchies task when you set up your workforce compensation plan.


Examples are:

• Create a country-based primary hierarchy that enables country leaders to manage the budget, and a secondary hierarchy that allows line managers to manage the compensation for their organization.

• Give a dotted line manager access to a worker’s compensation if the worker completed a project for the manager.

KEY RESOURCES

For more information about matrix hierarchies, go to Applications Help for the following topics:

• Matrix Hierarchies: Explained • Matrix Hierarchies: Points to Consider


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HIDE INELIGIBLE WORKERS FROM WORKFORCE COMPENSATION WORKSHEET

You can now hide workers made ineligible manually or by the start or refresh processes when tracking ineligible workers.

STEPS TO ENABLE

Select the Hide ineligible workers on the worksheet check box when you configure plan eligibility.

KEY RESOURCES

For more information about hiding ineligible workers, go to Applications Help for the following topic:

• Ineligible Workers: Points to Consider


PREVENT WORKSHEET SUBMISSION USING NEW ALERT TYPE

You can enable managers to save their worksheets but not submit when they trigger a custom alert using a new alert type called Error preventing submit. Previously, managers could not save their worksheets if they triggered an error. Now, managers can save their work even though the worksheet contains this error.

STEPS TO ENABLE

Configure a custom alert using the new alert type, Error preventing submit, when you create or edit a workforce compensation plan.

KEY RESOURCES

For an example showing this feature, go to Applications Help for the following topic:

• Custom Alerts: Examples


IMPORT DATA INTO EXTERNAL DATA TABLES

A new Manage External Data task in the Compensation work area enables you to import data from a third-party or legacy system using Oracle ADF Desktop Integration Add-in for Microsoft Excel. You can then use this data in a workforce compensation plan or display it in a total compensation statement.

To import data from an external source you:

• Create different record types to identify the source or purpose of the data by configuring the lookup type CMP_EXTERNAL_DATA_RECORD_TYPE.

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Configure the CMP_EXTERNAL_DATA_RECORD_TYPE

• Use the Manage External Data page to open the spreadsheet template to populate your data and then import the data into the application.

Use the Manage External Data Page to Populate and Import your Data into the Application

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To use the data in the total compensation statement or on the worksheet, you configure a compensation item to include in a total compensation statement, or the default values in the property settings for a worksheet column. You change the delivered column names by providing an Item Name or Display Name.

Select the Record Type and Column to Use as a Compensation Item in a Total Compensation Statement

Select a Record Type and Column to Use as a Default Value in a Workforce Compensation Worksheet Column

Change the Column Display Name

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STEPS TO ENABLE

1. Install Oracle ADF Desktop Integration for Excel on user’s desktops to import external data. 2. To add External Data you can use one of the two options:

• Add External Data into Total Compensation Statement as an Item, and then finish the category and statement definition configuration.

• Add External Data into Workforce Compensation using a custom worksheet column, and then finish the plan configuration and start the compensation cycle.

3. Use the external data to:

• Create a compensation item with External Data as the source and add the item to a category used in a total compensation statement.

• Configure External Data as the default value of a Workforce Compensation worksheet column.


MIGRATE TOTAL COMPENSATION STATEMENT USING FUNCTIONAL SETUP MANAGER

New services enable you to migrate total compensation statement definitions and all categories and items between environments.

Migrate Total Compensation Statements Using FSM

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STEPS TO ENABLE



ENHANCED SALARY AND INDIVIDUAL COMPENSATION APPROVAL NOTIFICATIONS

You can now add comments and attachments to salary and individual compensation approval notifications. Comments and attachments are available to all approvers. You can also configure salary and individual compensation approvals using the simplified HCM approvals page. The Manage Approval Transactions for Human Capital Management task is available from Functional Setup Manager.

Add Comments and Attachments

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You can still configure salary and individual compensation approvals from the BPM Worklist.

Configure and Edit Approval Rules for Salary

Configure and Edit Approval Rules for Individual Compensation

STEPS TO ENABLE



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CONVERT WORKER-LEVEL BUDGET AMOUNTS INTO LOCAL CURRENCY

Convert worker-level budget amounts easily into local currency using a dynamic calculation and new Currency Conversion Rate columns available for each component. Worker-level budgets are stored in corporate currency and sometimes must be converted to local currency for use in calculations.

The following screen capture illustrates this feature and its benefits.

Create Dynamic Calculation

STEPS TO ENABLE

There are no steps necessary to enable this feature. The Release Feature Summary action should be Automatically Available.


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COMPETITIONS

Competitions help managers engage their employees by providing an easy to use application to run competitions across their teams. Teams members competing with one another can easily see how they are doing real-time by viewing the competition leader board. Since competitions can be run on an individual or team basis, you get the added benefit of helping foster greater team building while focusing on business outcomes.

MY COMPETITIONS

You can quickly see the latest status of any competition from the About Me by going to Competitions and My Competitions page in the simplified user interface.

My Competitions Page

STEPS TO ENABLE



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COMPETITION LEADER BOARD

The Competition Leader Board gives you a single place to see how you and other competitors are doing in the competition. The leader board also lets you drill into score details and add new scores.

Leader Board

STEPS TO ENABLE



QUICK AND EASY COMPETITION CREATION

Competition creation is now made quick and simple. Using the four-step wizard, you can easily create a competition by providing start and end dates, inviting participants, defining how you get points, and what the awards are.

Competitions Four Step Wizard

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STEPS TO ENABLE



COMPETITION DETAILS

Both Competitors and Competition Owners can now easily access all competition details from a tab on the Leader board. Owners have the added ability to edit competition details as needed. Owners can even add new teams and users to the competition from this page, without going through the competition creation wizard.

Competition Details

STEPS TO ENABLE



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GLOBAL HUMAN RESOURCES

Oracle Fusion Global Human Resources enables your organization to plan, manage and optimize all workforce segments using flexible and extensible best practices to realize extraordinary gains while ensuring compliance and increasing total workforce engagement.

PERSON EXTRA INFORMATION EFFECTIVE DATING

The Extra Information tab in the Manage Person page is enhanced to provide date tracking capabilities. You can now update and correct, and store and retrieve date effective, extra information data for a person.

STEPS TO ENABLE



WORKER ASSIGNMENT HOURS BY DAY OF WEEK

You can now specify a worker’s daily assignment hours where the start time, end time, and hours vary by the day of the week. The availability calculation uses the work week schedule to calculate the worker’s availability by day.

The new Assignment Hours Details area is available as a pop-up window near the existing Working Hours field on the Hire, Manage Employment, and Create Work Relationship pages. Additionally, the Assignment Hours Details area is displayed in a separate region on the Change Working Hours transaction.

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STEPS TO ENABLE



POSITION MANAGEMENT ENHANCEMENTS – DEFAULTING OF ADDITIONAL ATTRIBUTES FROM POSITION

Two new attributes are added to the Assignment page:

• Full Time or Part Time • Regular or Temporary fields

The following assignment attributes are now derived from the position:

• Full Time or Part Time • Regular or Temporary • Line Manager

STEPS TO ENABLE



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POSITION MANAGEMENT ENHANCEMENTS – POSITION SYCHRONIZATION

Position synchronization is inheritance of values in an assignment from the values specified in the associated position. Attributes that are configured to be synchronized will be displayed as read-only in the assignment and will inherit their values form the position.

Synchronized attributes which are blank at the position can be edited in the assignment.

If you allow override at the assignment, then an attribute “Synchronize from Position” is displayed in the Manage Employment page. If the Synchronize from Position attribute is set to Yes, then the assignment derives the values from the position.

If you update an existing position in the Manage Positions page and change any configured attribute, then all incumbents’ active assignments inherit that change.

Position Synchronization

STEPS TO ENABLE

As a Human Resources Administrator, you need to configure the attributes that you want to synchronize from position to the assignment, at the enterprise or legal employer levels.

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You can also configure if the end-user can change the synchronized attributes in the assignment by selecting the Allow Override at Assignment check box in the Position Synchronization Configuration section.


POSITION MANAGEMENT ENHANCEMENTS – NUMBER OF INCUMBENTS

You can now control how many workers can be hired with the Number of Incumbents validation. This validation can prevent selecting a position in the assignment that does not have vacant Full Time Equivalents (FTEs) or headcount available. If overlap is not allowed at the position, then a warning is displayed if the open FTE or headcount is exceeded. If overlap is not allowed, you will not be able to continue unless you select a different position that has a vacant FTE or headcount.

STEPS TO ENABLE

The validation on the number of incumbents is available out of the box for new customers.

Upgrading customers must enable it to use the new validation. To enable the validation:

1. Add the predefined organization information extensible flexfield “Position Incumbent Validation" to the Manage Enterprise page.

2. Select the Apply Incumbent Validation attribute in the Position Incumbent Validation section in the Edit Enterprise page.


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ABILITY TO ADD TRANSACTION INITIATOR AS A CHECKLIST TASK PERFORMER

Tasks on a checklist can be assigned to performers either individually or through roles. The tasks can now be assigned to the person who initiated the transaction.

Task Creation

STEPS TO ENABLE



ACCESS PERSON INFORMATION WHILE WORKING ON A CHECKLIST TASK

The performer or the owner can view the basic details of the person for whom the task is being performed, on a checklist task notification. Performers or owner can click the Person Contextual Action (PCA) icon to view additional details about the person including department and location.

Person Basic Details

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STEPS TO ENABLE



MANAGE DELAY DURATION OF A CHECKLIST TASK

While defining tasks, you can set a delay duration that is used for calculating the planned start and end dates. The planned dates are calculated by adding the delay duration to the allocation date. Tasks get assigned on the allocation date, but tasks which have delay duration specified will have the planned dates reflecting the delay.

How to Create Delays When Creating Tasks

STEPS TO ENABLE



RESTRICT CHECKLIST TEMPLATE TO A LOCALIZATION

As a Human Resources Specialist or a Line Manager, you can choose a template that is applicable to all countries or a specific localization to assign to an employee. You can select the localization when you create a checklist template.

Checklist Template Creation

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STEPS TO ENABLE



ABILITY TO UPDATE ACTUAL START AND END DATES FROM THE NOTIFICATION

You can also modify the default actual start and end dates in a checklist task notification. The task actual dates get updated accordingly in the checklist.

Start and End Dates Entry

STEPS TO ENABLE



ABILITY TO DEFINE COLLECTIVE AGREEMENTS FOR WORKERS

You can now define collective agreements and link persons to collective agreements.

You can manage collective agreements by accessing the Manage Collective Agreements task from the Workforce Structures or Setup and Maintenance work area.

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Manage Collective Agreements

You can link a person’s assignment or employment terms to a collective agreement by using the Add Person, Create Work Relationship, or Manage Employment user interfaces.

Link Collective Agreements

STEPS TO ENABLE



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ABILITY TO DEFINE SENIORITY DATES

You can now define seniority dates and configure the rules for creating and defaulting seniority dates.

You can set up seniority dates at the person, work relationship, and assignment levels.

You can configure whether the user can override automatic defaulting of the seniority date by accessing the Configure Seniority Dates task from the Setup and Maintenance work area.

Configure Seniority Dates

You can view and edit the seniority dates of a person at different levels by using the Manage Seniority Dates user interface in the Person Management work area, provided the configuration allows you to.

View and Edit Seniority Dates

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STEPS TO ENABLE

To access the Manage Seniority Dates user interface, you must set up at least one seniority date rule in the Configure Seniority Dates task.


ENHANCEMENTS FOR GLOBAL TRANSFER

In a global transfer and global temporary assignment, you can now copy assignment information from the previous primary assignment.

In a global temporary assignment, you can now decide to make the new work relationship primary.

STEPS TO ENABLE



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APPROVAL NOTIFICATION PERSONALIZATION

As a Human Resources (HR) Administrator, you can now personalize HCM approval notifications.

Personalizing Approval Notifications

Using the Oracle Page Composer, you can selectively show and hide various components of the notification, including fields, labels and regions.

Display Options

You can edit labels, color, and the page layout.

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Content Style Options

You can also add custom text and external links to the page. This table shows Work Structures approval transactions that are available to personalize.

Creates Updates Deletes Create Grade Update Grade Delete Grade Create Grade Ladders Update Grade Ladders Delete Grade Ladders Create Grade Rate Update Grade Rate Delete Grade Rate Create Job Update Job Delete Job Create Job Family Update Job Family Create Positions Update Positions Delete Positions Create Organization Update Organization Create Location Update Location Delete Location

This table shows HR approval transactions that are available to personalize.

HR Approval Transactions Add Contingent Worker Add New Person Add Non Worker Add Pending Worker Add Work Relationship Manage Employment Promotions Transfer Create New Assignment Create New Contract Manage Directs Change Location Change Manager Change Work Schedule Termination Manage Work Relationship

STEPS TO ENABLE



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ADD COMMENTS AND ATTACHMENTS WHEN SUBMITTING A TRANSACTION FOR APPROVAL

As the initiator of a transaction, you can now add comments and attachments when submitting the transaction for approval. You can provide relevant information, instructions, and related documents, along with the transaction to enable subsequent approvers to make informed decisions related to the approval.

Comment and Attachment Example

This table shows Work Structures approval transactions that are available to add attachments and comments.

Creates Updates Deletes Create Grade Update Grade Delete Grade Create Grade Ladders Update Grade Ladders Delete Grade Ladders Create Grade Rate Update Grade Rate Delete Grade Rate Create Job Update Job Delete Job Create Job Family Update Job Family Create Positions Update Positions Delete Positions Create Organization Update Organization Create Location Update Location Delete Location

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This table shows HR approval transactions that are available to add attachments and comments.

HR Approval Transactions Add Contingent Worker Add New Person Add Non Worker Add Pending Worker Add Work Relationship Manage Employment Promotions Transfer Create New Assignment Create New Contract Manage Directs Change Location Change Manager Change Work Schedule Termination Manage Work Relationship Cancel Work Relationship

STEPS TO ENABLE



AUDIT OF HCM DATA ROLES AND SECURITY PROFILES

Oracle Fusion Applications supports the audit of changes to various business objects. You can now use this functionality to track and audit changes to HCM data roles and security profiles. Once audit is configured for these business objects, a user with the Internal Auditor job role can review any changes, identify who made them, and see when they were made in the Audit Reports work area.

Reviewing Changes to HCM Security Profiles in the Audit Reports Work Area

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STEPS TO ENABLE

By default, changes to HCM data roles and security profiles aren’t tracked. To enable tracking and subsequent audit:

1. Sign in as the Application Implementation Consultant. 2. Select Setup and Maintenance from the home page. 3. Search for and select the Manage Audit Policies task. 4. Click Configure Business Object Attributes in the Oracle Fusion Applications section on the

Manage Audit Policies page. 5. Set Application to HCM Core Setup on the Configure Business Object Attributes page. 6. Select an object in the Audit column of the table of business objects that appears. For example,

select Person Security Profile or Data Role. The Audited Attributes section of the page shows any attributes that will be audited for the selected object.

7. Click Create to update the list of attributes when the Select and Add Audited Attributes dialog box opens.

8. Select an attribute for audit and move it to the Selected Attributes section in the Available Attributes section.

9. Click OK to close the dialog box. 10. Click Save and Close. 11. Set Audit Level to Auditing in the Oracle Fusion Applications section on the Manage Audit

Policies page. 12. Click Save and Close.


To turn off all auditing for Oracle Fusion Applications, set Audit Level to None in the Oracle Fusion Applications section of the Manage Audit Policies page.


FUTURE DATED POSITIONS AND ORGANIZATIONS

Organization security profiles include a new option, Include future organizations. Position security profiles include a new option, Include future positions. These options, which are deselected by default, control whether users can access future-dated objects that satisfy all other criteria in the security profile.

For example, if you create an organization security profile to include all enterprise departments, then users can’t access departments with future start dates unless you select Include future organizations.

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Option to Include Future Organizations in an Organization Security Profile

Option to Include Future Positions in a Position Security Profile

STEPS TO ENABLE



By default, future-dated organizations and positions aren’t included in existing organization and position security profiles. If appropriate, you can update existing organization and position security profiles to include future-dated organizations and positions.


SHARED PERSON INFORMATION IN PERSON SECURITY PROFILES

Until now, any person information that was shared with the signed-in user was included unconditionally in person security profile data instance sets. Having to include this information was causing performance problems, even though the Information Sharing feature isn’t widely used. Therefore, it’s been decided to make the inclusion of shared information optional. On the Create Person Security Profile and Edit Person Security Profile pages, you now see the Include shared people information option, which is deselected by default. If you want to include shared information in the security profile data instance set, then you must select this option.

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Option to Include Shared Person Information on the Create Person Security Profile Page

STEPS TO ENABLE



By default, shared person information is still included in existing person security profiles unless Access to Own Record is the only other criterion in the security profile. If appropriate, you can update existing security profiles to deselect Include shared people information.


AUTOPROVISIONING FOR THE ENTERPRISE

The Apply Autoprovisioning button, which updates autoprovisioning for the enterprise, has been removed from the Create Role Mapping and Edit Role Mapping pages. Having this button available in role mappings was causing performance problems, as users were applying autoprovisioning repeatedly and generating large volumes of provisioning requests. Instead, you’re recommended to run the Autoprovision Roles for All Users process after creating or editing role mappings and after loading person records in bulk.

The Apply Autoprovisioning Button is removed from Create Role Mapping and Edit Role Mapping Pages

STEPS TO ENABLE


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Users who have the Application Implementation Consultant or IT Security Manager job role can run Autoprovision Roles for All Users.


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CHANGES TO PRIVILEGES FOR PREDEFINED JOB ROLES

The following three topics describe changes made to the privileges for predefined job roles.

• Removal of the Import Worker Privilege from the IT Security Manager Job Role • Authorization to run the Send Personal Data for Multiple Users to LDAP Process • Removal of the Edit User Name Action from workers and line managers

REMOVAL OF THE IMPORT WORKER PRIVILEGE FROM THE IT SECURITY MANAGER JOB ROLE

Until now, the IT Security Manager job role has inherited the Import Worker privilege. This privilege is not appropriate for the IT Security Manager job role and is removed in this release. Only the Human Capital Management Application Administrator job role inherits the Import Worker privilege.

AUTHORIZATION TO RUN THE SEND PERSONAL DATA FOR MULTIPLE USERS TO LDAP PROCESS

After loading person records in bulk, you’re recommended to run the Send Personal Data for Multiple Users to LDAP process to correct any differences in the person data held by HCM and Oracle Identity Management. Until now, HR Specialists could run this process. From this release, HR Specialists are no longer authorized to run the process. Only users who have the Human Capital Management Application Administrator job role can run Send Personal Data for Multiple Users to LDAP.

The following screen capture shows the process in the Search and Select dialog box in the Scheduled Processes work area. The signed-in user has the Human Capital Management Application Administrator job role.

The Process is Available to Human Capital Management Application Administrators Only

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REMOVAL OF THE EDIT USER NAME ACTION FROM WORKERS AND LINE MANAGERS

Until now, users have been able to edit their own user names by selecting the Edit User Name action on the Manage User Account page. Line managers have been able to edit the user names of their reports in the same way. Being able to edit user names is inappropriate for these users. Therefore, in this release, the Edit User Name action is removed from the Manage User Account page for workers and line managers. Edit User Name remains available to HR specialists on the Manage User Account page.

Edit User Name Remains Available to HR Specialists

STEPS TO ENABLE



PERSON MANAGEMENT ACCESS

The Person Management entry in the Navigator is now secured by the Manage Person Work Area functional privilege. Until this release, the Person Management entry was secured by the Search Person functional privilege. Review custom roles that access the Person Management work area to ensure that they have the Manage Person Work Area functional privilege.

The Person Management Entry in the Navigator

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STEPS TO ENABLE



To review the role hierarchy of a custom role, you can use the Security Console. Edit the role and review functional privileges on the Functional Security Policies page. Ensure that you add the Manage Person Work Area functional privilege to any custom role that is currently accessing the Person Management work area by means of the Search Person functional privilege.


SEND PENDING LDAP REQUESTS

Typically, you schedule the Send Pending LDAP Requests process to run daily. This process sends future-dated and bulk requests for user accounts and roles to Oracle Identity Management. Send Pending LDAP requests has been updated to prevent it from terminating prematurely and reporting an inaccurate status. The process now pauses until all requests are processed before completing. In addition, logging details have been improved to facilitate error diagnosis.

STEPS TO ENABLE



USER DETAILS SYSTEM EXTRACT REPORT

The User Details System Extract Report is an Oracle BI Publisher report that provides details of selected user accounts. Until now, the report didn’t include pending workers. From this release, pending workers with user accounts can appear in the report.

Accessing the User Details System Extract Report in the Reports and Analytics Work Area

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STEPS TO ENABLE



HCM CLOUD MOBILE

HCM Cloud Mobile will now support additional self-service transactions for both managers and employees. For managers, mobile will support three new transactions: Promote Change Manager, and Manage Salary. For employees, mobile will support a new self-service transaction called Update Biographical Information that will also include Upload Profile Photo.

HCM CLOUD MOBILE - SELF SERVICE TRANSACTIONS

HCM Cloud Mobile now supports additional self-service transactions for both managers and employees.

For managers, three new transactions are available: Promote, Change Manager and Manage Salary. Each transaction is found in the Actions menu and can be configured to include Action and Action Reason fields.

For employees, two new transactions are available: Update Bio and Update Profile Photo.

The biographical data fields can be customized to best meet an organization’s needs.

STEPS TO ENABLE



• Required fields are indicated in bold. • Workflow approval may be required for these transactions and the changes will not be

represented until the proper workflow approvals have been obtained.


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HCM CLOUD MOBILE - MANAGER SELF SERVICE TRANSACTIONS

As a manager, you can perform the following self-service actions on a worker:

• Promote Worker: You can promote a worker from your mobile device. • Change Salary: You can change the salary of a worker from your mobile device. • Change Manager: You can change the manager for a worker to a new manager from your

mobile device.

STEPS TO ENABLE

To enable this feature, refer to Oracle Tap: Enabling Self-Service Transactions (Doc ID 2006271.1).

KEY RESOURCES



HCM CLOUD MOBILE - WORKER DETAIL AND PUBLIC PROFILE

Worker Detail and Public Profile gives the employees a way to search and view a list of workers across the organization and view the public profile of these workers. The public profile consists of generic information about the worker such as contact information, department, location, areas of interest, experience and number of directs. Employees can also export this contact information from Fusion HCM Cloud into their device contact list, if they choose.

STEPS TO ENABLE


KEY RESOURCES



HCM CLOUD MOBILE - ORGANIZATION NAVIGATOR

You can view and navigate the organization in an organization chart, then select a peer, manager or direct and view their profile in your mobile device.

STEPS TO ENABLE


https://mosemp.us.oracle.com/epmos/main/downloadattachmentprocessor?parent=DOCUMENT&sourceId=2006271.1&attachid=2006271.1:SELF_SERVICE_IN_TAP&clickstream=yes

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KEY RESOURCES



HCM CLOUD MOBILE - UPDATE BIOGRAPHICAL INFORMATION

You can update your biographical information directly on mobile device.

STEPS TO ENABLE

To enable this feature, refer to the Oracle Tap: Enabling Self-Service Transactions (Doc ID 2006271.1)

KEY RESOURCES



https://mosemp.us.oracle.com/epmos/main/downloadattachmentprocessor?parent=DOCUMENT&sourceId=2006271.1&attachid=2006271.1:SELF_SERVICE_IN_TAP&clickstream=yes

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GLOBAL PAYROLL

Oracle Fusion Global Payroll is a high-performance, graphical, rules-based payroll management application. It’s designed to keep pace with the changing needs of your enterprise and workforce in order to reduce setup costs, administration, and processing time. Global Payroll operates consistently in every country supported by Oracle. It uses a highly scalable processing engine that takes advantage of the features of the Oracle database for parallel processing, resulting in optimal performance. In countries with payroll extensions delivered and supported by Oracle, the application delivers the calculations, tax reporting, and regulatory rules required to accurately process payroll and remain in compliance.

SIMPLIFIED QUICKPAY FLOW

You can more easily submit a QuickPay process by selecting the Calculate QuickPay task from the task pane or from the Actions menu on the Manage Element Entries page in the Payroll Calculation work area. Use this task to process a correction or payment outside the usual payroll run, for example to process a new hire payment when the information was received too late for the last payroll period. The QuickPay process automatically enters information for the person based on the effective date you specified in the payroll search. For example, the process automatically specifies the person’s payroll, the period name, and a default naming convention for the payroll flow name.

Fields to Complete for the QuickPay Process

STEPS TO ENABLE



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TASKS FOR MANAGING BALANCE GROUPS

Using the balance group feature you can easily control the balances you view in the application, reports, or archives. To control the balances included in a balance group you simply specify default inclusions or restrictions. Default inclusions are combinations of balance categories and dimensions. Any balance definitions you subsequently create, manually or through the element template, that meet those criteria are automatically included in the group.

Balance Group Default Inclusions Page Showing the Balance Categories and Balance Dimensions that can be Included in the Balance Group

Balance group usages indicate how a particular balance group is used. Some examples of balance group usages include: Statement of Earnings, Global Archive, and Global Payroll Run Result Report.

Balance Group Usages page showing usages for the Absence Balance Group

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IMPORTANT: If you select Table as the format for a balance group, all the balances in the balance group are returned one line at a time in a table layout.

STEPS TO ENABLE



• To control how a balance group usage will appear, select either the matrix format or the table format.

• For a matrix format, you select balance dimensions as columns in the matrix. Only the balance dimensions that you select as columns for the matrix are displayed.

• If you select the matrix format, you can select one of the sort methods listed below:

o Name - Sorts balance values by balance name. o Value - Sorts balances by the actual balance value. o Static Order – Sorts balance values in a sequence you specify.

KEY RESOURCES

For more information about balance groups, go to Applications Help for the following topics:

• Balance Group Usages: Examples • Balance Groups and Usages: Explained • Creating Balance Groups and Usages: Worked Example • Rules for Editing Balance Groups and Their Usages: Explained


ROLL UP PAYMENTS TO THIRD-PARTY ORGANIZATIONS

Use the Run Third-Party Payment Rollup flow pattern when you submit a process from the Payroll Distribution work area to produce a single payment amount of combined employee deductions for each third-party payee, such as a court or union.

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Run Third-Party Payment Rollup Flow Pattern

STEPS TO ENABLE



PAYROLL COSTING REPORT

Typically you run the Payroll Costing Report before you transfer the results to general ledger. You view the output in a Microsoft Excel spreadsheet where you can verify the results of costing processes. Specify report parameters to control the output:

• Scope: Select the Detailed parameter to view the costing breakdown by person and entry. Select the Summary parameter to display results that you will transfer and post to Oracle Fusion General Ledger or a third-party financial provider.

• Process: Restrict the report to one type of costing, for example, to review corrections such as cost adjustments or retroactive costing, or leave the parameter blank to view the results of all costing processes.

• Start and end dates: Specify the time, such as a payroll period or accounting period.

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Parameters for the Payroll Costing Report

STEPS TO ENABLE



Ensure that the start and end dates span the effective date of the costing process. Costing processes use the process end date as the effective date. The following processes use the process date: cost adjustments, costing of balance adjustments, partial period accruals, payroll calculations, retroactive pay calculations, QuickPay calculations, voids, and reversals.

KEY RESOURCES

For more information about this report, go to Applications Help for the following topic:

• Payroll Costing Report


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EXPANSION OF PAYMENT METHOD CRITERIA

You can use criteria to set up rules that derive payment sources within a single tax reporting unit (TRU). The prepayments process identifies the source bank information using the employee's TRU and any additional payment criteria that you define.

The Revised Payment Method Rules Section of the Manage Organization Payment Methods Page

STEPS TO ENABLE



To use this feature you must create an Information element named Default Payer and two formulas to handle the payment rules. For example, if you want to pay a specified department from a special payment source, you must create one formula to get the department name and a second formula to get assignment IDs by the specified department. You can find the detailed steps in the help topic listed below.

KEY RESOURCES

For more information about creating formulas and the Default Payer element, go to Applications Help for the following topic:

• Deriving Payment Sources by Department: Worked Example


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PAYROLL CYCLE FLOW PATTERN ENHANCEMENTS

You can process the key tasks in a payroll cycle by submitting the Global Simplified Payroll Cycle flow. This flow includes tasks you typically perform during the payroll cycle:

• Calculate current and retroactive payroll entries, and verify the results • Calculate payments and verify the results • Archive and distribute payments, and verify the results • Transfer and post costing entries to Oracle Fusion General Ledger

Tasks in the Global Simplified Payroll Cycle Flow

STEPS TO ENABLE



Use the Manage Payroll Flow Pattern task in the Payroll Checklist work area to copy and customize the flow pattern for the Global Simplified Payroll Cycle flow. Add or delete tasks in the flow pattern. For example, you might add BI Publisher Report tasks to include your BI Publisher reports in the payroll cycle.


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UPDATE USER-DEFINED LEGISLATIONS

You can now correct payroll rules for countries or territories that aren’t initially provided by Oracle. Use the Configure Legislations for Human Resources task to correct rules for a legislation that you previously defined.

IMPORTANT: The corrections you can make are limited for legislations that are already implemented and in use.

The Configure Legislations page includes two new columns to indicate which legislations are:

• Predefined • Implemented, meaning that objects such as element classifications and balances already

exist for that country or territory

The following screen capture shows these new columns.

Installed Legislations Page Showing New Predefined and Implemented Columns

You can view payroll rules for predefined legislations, but you can’t update them.

You can configure these areas:

• Legislative rules • Element classifications • Payment types • Component groups • Balance dimensions

Under legislative rules, you can now map each person type to a payroll relationship type: Element Entries Only, or Standard. Select Element Entries Only if your use of payroll relationships is limited to element entries, for example to extract data for a third-party payroll provider.

The following screen capture shows the new Payroll Relationship Type Mapping section.

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Payroll Relationship Type Mapping Section of the Manage Legislations Page

STEPS TO ENABLE



Your ability to edit the payroll rules for a legislation may depend on the other objects you have created. For example:

1. You can’t edit:

• Currency after saving a legislation because it would impact the generated balances • Tax Year Start after running a payroll

2. You can’t remove:

• An element classification if you have created an element in that classification • A balance dimension if you have created balances with that dimension • A payment type if you have created payment methods for that payment type • A component group if you have created calculation cards for that component group

KEY RESOURCES:

For more information about configuring legislations, go to Applications Help for the following topic:

• Payroll Legislative Data: Explained


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NEW COUNTRY FIELD FOR PERSONAL PAYMENT METHODS TO SUPPORT INTERNATIONAL PAYMENTS

The new Country field makes it easier to pay people in your enterprise using international payments. You can create a personal payment method to pay a person in a different country, such as an employee who works temporarily in another country and receives EFT payments directly.

Complete these steps:

1. In the Payroll Distribution work area, use the Manage Organization Payment Methods task to create a payment method.

2. Select International Transfer from the Payment Type field and complete the remaining setup information.

3. In the Payroll Calculation work area, use the Manage Payroll Definitions task to add the payment method to the appropriate payrolls.

4. In the Payment Distribution work area, use the Manage Personal Payment Methods task to search for and select a person’s payment method record.

5. Create a payment method and select the organization payment method with the International Transfer payment type.

6. In the Country field, select the country of the bank account where a person is paid. Enter the appropriate bank details.

7. Complete the remaining information and save the record.

Create an International Payment Method.

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STEPS TO ENABLE

Complete these steps to use the simplified bank account page and to enable the Country field.

1. Enable the simplified bank account page using Oracle Page Composer. For detailed steps, refer to the Simplified Bank Account Page feature, described elsewhere in this document.

2. Customize the Personal Payment Method section on the Manage Personal Payment Methods page using Oracle Page Composer. Enable the Country field component and its list of values.


• You can edit the Country list only for organization payment methods with an International Transfer payment type.

• The default value in the Country list is based on the country code of the legislative data group.

KEY RESOURCES:

For more information about payment methods, go to Applications Help for the following topics:

• Organization Payment Methods: Explained • Entering Bank Information for Personal Payment Methods: Critical Choices

For more information about using Page Composer, refer to the following guide on the Oracle Help Center:

• Oracle Applications Cloud: Customizing the Applications for Functional Administrators


ENHANCED SUPPORT FOR RATE DEFINITIONS

We have enhanced the Manage Rate Definitions page to provide new options for defining rates, in addition to the existing options based on payroll balances or element input values. Now you can also calculate and retrieve rates from other rate definitions, or using values defined by criteria, or by calling a formula, for example to retrieve a rate from a user-defined table.

Other enhancements support currency conversions and rate conversions that enable you to use the part-time or full-time status of employees.

With these enhancements, you can:

• Set up separate base rates of pay for different types of employees. For example, if each set of employees receives an allowance that's a percentage of the base rate, you only need to define one allowance rate that's calculated based on the two rates that have the Base Rate check box selected.

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• Use elements to retrieve values from an element input value or post values to an element input value. The element input value must have a special purpose of either Primary Input Value or Factor. For example, you would select the Primary Input Value special purpose for an amount value, such as a salary figure. For a factor value, such as a bonus that you calculate as 10 per cent of average earnings, you select the Factor special purpose.

Create Rate Definition Page Showing the Element Category

Create Rate Contribution Page Showing the Return FTE Rate Check Box

STEPS TO ENABLE


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The rates process converts periodicities using these values:

• 52 weeks per year • 12 months per year • 260 working days per year

To use different conversion rates, define your own formula using the Rate Convertor formula type and select it in the Periodicity Conversion Formula field on the Create Rate Definition page.

KEY RESOURCES

For more information about rate definitions, go to Applications Help for the following topics:

• Rate Definitions: Explained • Creating Rate Definitions: Points to Consider • Rate Contributors for Derived Rates: Points to Consider


GROSS-TO-NET REPORT BASED ON PROCESS DATE

When you submit the Gross-to-Net report from the Payroll Calculation work area, specify a date range. The date range must include the process date, such as the process date of the payroll run. The results of the report depend on the number of payroll calculations completed for the payroll within the date range.

Consider the following example:

1. You calculate the payroll for semimonthly payrolls. The process date of the first payroll run is offset to the second payroll period. The following table displays the balances for each payroll run.

Payroll Period Process Date Balance Total January 1-15 January 17 Standard Earnings 3,200.00 Employee Tax Deductions 1106.66 Employer Liabilities 468.80 January 16-31 January 31 Standard Earnings 3,200.00 Employee Tax Deductions 1391.73 Employer Liabilities 468.80

2. You submit the Gross-to-Net report with a start date of January 16 and an end date of January 31.

3. Both process dates fall in the second payroll period, so the report displays the combined results of both payrolls.

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The following screen capture shows the results of the combined payrolls, because the process date of each payroll falls in the same payroll period.

Gross-to-Net Report Displays the Results of Both Payrolls.

STEPS TO ENABLE



When submitting the report, specify a date range for the payroll period that includes the process date of the payroll calculations to view.


REPORT YEAR-TO-DATE SUMMARY

A new Report YTD Summary parameter was introduced in Release 9 for the Payroll Activity and Payroll Register reports. The Release 9 What’s New explained which values to set for the Report YTD Summary and Scope parameters to control the output.

In Release 10 the Statutory Deduction Report now includes this parameter. The Scope parameter works the same way as described in Release 9 for the other reports.

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STEPS TO ENABLE



REPORT PAYMENT AND NONPAYMENT BALANCES

When you process a reversal or balance adjustment, you decide whether to include or exclude the balances from the payment. When you submit the Payroll Activity, Payroll Register, or Statutory Deduction Register reports, you specify which balances to display. If you leave the parameter blank, the report displays both payment and nonpayment balances.

The following screen capture shows the Balances Reported parameter.

Balances Reported Parameter

When you submit the report, you can optionally specify the Scope and Report YTD Summary parameters. These parameters determine how the balances are reported and whether you can select a value for the Balances Reported parameter.

Report Parameter Parameter Value Report Results Scope Summary The total is displayed for the payment and nonpayment balances Scope Detail Payment and nonpayment balance details are listed in the Include in

Payment report section Report YTD Summary No or blank value Balances are based on the value selected for the Balances Reported

parameter Report YTD Summary Yes Payment and nonpayment balance information is listed

Balances Reported parameter values are not available for selection

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STEPS TO ENABLE



HCM CLOUD MOBILE - VIEW PAYSLIPS

You can view a list of payslips and open a PDF with more details on your device.

STEPS TO ENABLE


KEY RESOURCES



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GLOBAL PAYROLL INTERFACE

This section describes new features that are relevant if you extract details from HCM, such as earnings and deductions, to send to a third-party payroll provider.

PAYROLL INTERFACE REPORT FOR NGA’S PAYROLL EXCHANGE

A new extract definition enables Oracle Fusion Global Human Resources to integrate with Payroll Exchange from NGA Human Resources for third-party payroll processing. Use the predefined extract definition and flow pattern to extract data in an XML format compliant with NGA standards.

The payroll interface extract for NGA includes global fields and country-specific fields for Australia. The global fields include generic fields required by NGA for multiple locales. The country-specific fields are typically for legislative requirements.

STEPS TO ENABLE


KEY RESOURCES

For more information about the extract definition for NGA, go to Applications Help for the following topic:

• Payroll Interface Report for NGA Extract Definition Return to Release Feature Summary

CALCULATE GROSS EARNINGS PROCESS OPTIONAL FOR GLOBAL PAYROLL INTERFACE EXTRACTS

You are no longer required to run the Calculate Gross Earnings process before using the Global Payroll Interface extract definition to extract data. By making this requirement optional, you can extract data from element entries and provide it to your third-party payroll provider more frequently than once each payroll period.

If you intend to extract data once per payroll period, it is recommended to first run the Calculate Gross Earnings process. However, if you plan to extract data more frequently, such as daily or in the middle of a payroll period, you can run the extract process at any time, but you should not run the Calculate Gross Earnings process.

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One of the following two approaches will be best suited for your third-party payroll provider when using the Global Payroll Interface extract:

• Approach 1:

o Extract and provide data once per payroll period o Run Calculate Gross Earnings o Include calculated earnings balance values o Run subsequent reports, such as Element Result Register, Payroll Balance Report,

and Balance Exception Report

• Approach 2:

o Extract and provide data multiple times per payroll period o Include element entry values

Important: It is best to pick only one approach. If you change approaches in the middle of a payroll period, the application will consider any records as changed, which could be misleading or incorrect.

STEPS TO ENABLE


KEY RESOURCES

For more information about the Global Payroll Interface extract definition, go to Applications Help for the following topic:

• Global Payroll Interface Extract Definition Return to Release Feature Summary

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HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA

Oracle Fusion Human Capital Management for Australia supports country specific features and functions for Australia. It enables users to follow Australia’s business practices and comply with its statutory requirements.

ADDRESS VALIDATION

We have improved data quality by leveraging new address validations for Australia. The following validations are added to the Manage Features by Country or Territory task when selecting the Address Style for Australia:

• A warning message is displayed when changing the default Supplemental Taxation and Reporting Address style to the Postal Address style.

• If the Address Validation check box is checked, the Postal Code entered in the address must be four digits.

STEPS TO ENABLE



SUPPLEMENTAL TAXATION AND REPORTING ADDRESS STYLE

The address style you select determines which address attributes are available and maintained in the application.

Depending on the country or territory and the country extension you select, you have one or both of the following address style options, each providing its own validation:

• Postal Address • Supplemental Taxation and Reporting Address

Supplemental Taxation and Reporting Address:

Defined for country extensions, this address style can add validation or attribute changes in the application. For example, this style may add specific validation of postal codes, such as requiring a specific number of characters in a specific sequence.

For Australia, if your selected extension is Human Resources or None, you can keep the default Address Style of Postal Address or modify the value to Supplemental Taxation and Reporting Address.

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Selected Extension, Address Style by Country and Address Validation Settings

If your selected extension is Payroll Interface or Payroll, the value for the Address Style cannot be modified and must be set to Supplemental Taxation and Reporting Address. Validations are implemented to enforce that requirement.

STEPS TO ENABLE



TRADE SUPPORT LOAN SUPPORT

You can now comply with the statutory recording and reporting of Trade Support Loans (TSL) for reporting to the Australian Taxation Office (ATO). TSL will be included with Higher Education Loan Payments (HELP) amounts and reported as one value to the ATO.

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR AUSTRIA

Oracle Fusion Human Capital Management for Austria supports country specific features and functions for Austria. It enables users to follow Austria’s business practices and comply with its statutory requirements.

MAINTAINING PERSON INFORMATION

This feature supports the recording of person and other human resources data specific to Austria, such as:

• Austrian Name Style and Formats, including Academic Titles • Austrian Address Structure with Validation • Social Insurance Number • Religion • Marital Status • Contacts • Visa and Permit Types and Categories • Localized Bank Information

The Ethnicity information is hidden to meet local statutory, business and cultural practices and requirements.

An HR specialist can maintain the person information using the tasks under Person Management or New Person work areas.

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR BAHRAIN

Oracle Fusion Human Capital Management for Bahrain supports country specific features and functions for Bahrain. It enables users to follow Bahrain’s business practices and comply with its statutory requirements.


This feature supports the recording of person and other human resources data specific to Bahrain, such as:

• Bahraini Name Style and Formats • Bahraini Address Structure with Validation • Validation of the following National Identifiers:

o Civil Identity Number - The Civil Identity Number is validated for the numeric format and maximum length of 10 digits.

o Social Insurance Number - The Social Insurance Registration number is used to identify a Bahraini and is mandatory for Social Insurance reporting. This number is validated for numeric format only.

• Mandatory entry of Date of Birth • Ethnicity • Religion • Contacts • Passports • Visa and Permit Types • Disabilities • Highest Education Level • Localized Bank Information


STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR BELGIUM

Oracle Fusion Human Capital Management for Belgium supports country specific features and functions for Belgium. It enables users to follow Belgium’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Belgium, such as:

• Belgium Name Style and Formats, with the First Name and Last Name as mandatory fields. • Belgium Address Structure with Validation • The following National Identifiers with Format Validation

o RRN or BIS Number

• Mandatory entry of Date of Birth and Marital Status • Contacts- If it is required, a contact can be shown to be a fiscal dependant and handicapped.

This is important for payroll calculations. • Passports • Visa and Permit Types • Highest Education Level • Localized Bank Information

Religion and Ethnicity Information are hidden to meet local statutory, business and cultural practices and requirements.

STEPS TO ENABLE



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MAINTAINING EMPLOYMENT INFORMATION

This feature supports employment information specific to Belgium, such as:

• Contract Type and details (End Contract Type, End Contract Reason, and Working Schedule Pattern)

• Worker Category

Social security deductions are based upon the type of contract an employee has with the company. Consequently there is a need to record the contract type.

An HR Specialist can maintain the person and employment information using the tasks under Person Management or New Person work areas.

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR BRAZIL

Oracle Fusion Human Capital Management for Brazil supports country specific features and functions for Brazil. It enables users to follow Brazil’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Brazil, such as:

• Brazilian Name Style and Formats • Postal Code Format Validation • National Identifiers:

o CPF with Validation – Person General Register. It is the Income Tax National Identifier.

o RG – General Register. Civil identification, also called ‘Identity Card’. o Foreigner ID - ‘National Register of Foreigners’ o PIS with Validation– Identifier in Social Integration Program o PASEP with Validation - Program of Public Servers Patrimony Formation o NIT with Validation- Worker Identification Number

• Mandatory entry of Date of Birth and Gender • Ethnicity • Marital Status • Contacts • Passports • Visa and Permit Types • Disabilities • Highest Education Level • Localized Bank Information

Religion and Region of Birth information are hidden to meet local statutory, business and cultural practices and requirements.


STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR CANADA

Oracle Fusion Human Capital Management for Canada supports country specific features and functions for Canada. It enables users to follow Canada’s business practices and comply with its statutory requirements.

LOAD GEOGRAPHIES FOR CANADA

You can now use the Load Geographies for Canada task to update geography-related information on Canadian provinces, cities, and postal codes. Vertex publishes a geocodes file that reflects changes to the geography information. This data is required for address validations and payroll calculations.

Running the Load Geographies Process

Once the file is installed, you must run this process to retrieve information from the file and load it into the Oracle database tables. The geographies are loaded into the Trading Community Architecture (TCA) database tables, which provide a centralized and consistent way to manage geographies. Once records are loaded in the TCA tables, you can use the Manage Geographies interface to easily view and update the data.

Some Canadian provinces and cities have both Canadian French and American English names. When the names are different, both Canadian French and American English records are automatically loaded. However if the name is the same, only one record is created.

The generated log files display details of the process run, as well as the records loaded.

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STEPS TO ENABLE

You must run this process as part of your initial setup for the implementation project, as well as on a monthly basis.

KEY RESOURCES

For more information on Load Geographies for Canada, go to Applications Help for the following topics:

• Load Geography Information for Canada: Explained • Viewing and Editing Geography Information for Canada: Procedure


EMPLOYMENT EQUITY INTERFACE

Employers covered by the Employment Equity Act are required to submit the Employment Equity Report to the Minister of Labour on or before June 1st of every year.

You can now use the Run Employment Equity Interface task to create the following three Text Tab Delimited (txt) import files containing employee information pertaining to the preceding calendar year (January to December):

• employee.txt • term.txt • promo.txt

These files contain employment information pertaining to the designated groups of women, people with disabilities, aboriginal people, and visible minorities.

You can upload these files into the Workplace Equity Information Management System (WEIMS) database of the government.

You can run this report for the following two parameters:

• Year: Displays information for the reporting year. • North American Industry Classification System (NAICS) Code: This is an optional parameter

and if used, generates files for a specific code.

STEPS TO ENABLE

There are no steps necessary to enable this feature. An HR Analyst can access this report from the Navigator menu and the Reports and Analytics link.

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KEY RESOURCES

For more information about Employment Equity, go to Applications Help for the following topic:

• Employment Equity Interface: Overview.


RECORD OF EMPLOYMENT EXCEPTION REPORT

Oracle Fusion Human Capital Management for Canada has created a new exception report for the Record of Employment (ROE) interface. This report helps users identify missing data that is mandatory for the ROE interface. If the required data is missing, it causes the upload of the interface file to Service Canada to fail. You must correct the exceptions before running the ROE interface process. This report is generated automatically by the ROE archive process. If there are no exceptions to report, then the report displays only the flow name and effective date, but no exception data.

The mandatory fields for the ROE interface are listed below. These attributes are checked by the archive process and if missing, causes an exception to be written to the report. The report only provides exception messages for the user-enterable data. Any data that is derived by Oracle Fusion HCM application is not mentioned in the report.

• Block 8 – Employee’s Social Insurance Number • Block 9 – Employee’s First Name, Address Line 1, City and Postal Code • Block 14 - Expected Recall Code • Block 15A - Total Insurable Hours • Block 16 - ROE Reason • Block 16 - ROE Contact Name First Name, Last Name, Phone Area Code, and Phone Number

Based on the mandatory information listed above, the report produces the following exception messages, if any attributes are missing:

• Employee First Name is missing • Social Insurance Number is missing • Employee Address is missing • ROE Reason is missing • Expected Recall Code is missing • ROE Contact First Name is missing • ROE Contact Last Name is missing • ROE Contact Phone Area code is missing • ROE Contact Phone Number is missing • There are no insurable hours for this employee

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Report parameters include the following:

• Flow Name • Effective Date

The report is sorted by the Tax Reporting Unit and the employee’s last and first name. The following attributes are displayed to help isolate the errors:

• Person Name • Person Number • Payroll Name • Error Messages


FEATURES BY COUNTRY OR TERRITORY

You can now use this feature to control the address style and the level of address validation for the countries or territories configured for Oracle Fusion Global Human Resources. The values you can set depend on the combination of the country or territory and the selected country extension. The default out-of-the-box value for Selected Extension is Human Resources or None and Address Selection is Postal Address.

Manage Features by Country or Territory Task in Setup and Maintenance

For Canada, if your selected extension is Human Resources or None, you can keep the default Address Style of Postal Address or modify the value to Supplemental Taxation and Reporting Address.

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Setting up Selected Extension, Address Style and Address Validation


STEPS TO ENABLE



. 127

HUMAN CAPITAL MANAGEMENT FOR CHINA

Oracle Fusion Human Capital Management for China supports country specific features and functions for China. It enables users to follow China’s business practices and comply with its statutory requirements.

POSTAL CODE VALIDATION

The address style you select determines which address attributes are available and maintained in the application for a country or territory. For China Localization, one address style is defined, i.e. the Postal Address style.

You may define address validation via the Manage Geographies task by creating a list of values for specific address attributes. In this release we have enforced the 6-digit-only rule for postal code by enabling address validation through the Manage Features by Country or Territory task.

Setting up Selected Extension, Address Style and Address Validation

Once the validation is enforced, a code which is not 6-digit-only, will fail.

STEPS TO ENABLE



INCLUDE ENTERPRISE ANNUITY EMPLOYER CONTRIBUTION IN THE MONTHLY INCOME TAX CALCULATION

You can now comply with the tax updates issued by the State Administration of Taxation in December, 2009 and January, 2011. The tax calculation on enterprise annuity employer contribution is separated

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from the calculation on regular earnings, and the calculated tax amount is deducted from the employer contribution before it is deposited into an employee’s personal account.

STEPS TO ENABLE

You must set the Include in Monthly Tax Calculation field to ‘Yes’ for a territory that you would like to calculate tax on enterprise annuity employer contribution under the Taxes component group of your Payroll Statutory Unit Calculation Card, in order for the tax calculation to occur from an effective start date onwards.

Setup for Include in Monthly Tax Calculation

Once the value is set to ‘Yes’, tax will be calculated on the employer contribution.


ENABLE THE GLOBAL ELEMENT RESULT FOR CHINA LOCALIZATION

We have now increased efficiency in validating payroll run results by enabling the report for the China localization. It provides complete and meaningful information for users of Chinese legislative data groups.

You may submit the report from the Payroll Calculation work area or the Payroll Checklist work area.

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Submitting Run Element Result Report

STEPS TO ENABLE



TAX CALCULATION ON SEVERANCE PAYMENTS

We have enhanced this feature by adding a validation rule at the personal statutory calculation card level, where you set up the overriding years of service value used in the severance payments tax calculation. The rule is that the value must be a multiple of 0.5 within the range of 0.5 (inclusive) to 12 (inclusive).

STEPS TO ENABLE



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PAYROLL DATA VALIDATION REPORT

We have enhanced the report by adding the Tax Reporting Unit (TRU) region. The region will show messages for a TRU if payroll needs to calculate individual Income Tax, Public Housing Fund, Social Insurance and/or Enterprise Annuity for the employees associated with the TRU, while registration information for any of the components is missing

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR DENMARK

Oracle Fusion Human Capital Management for Denmark supports country specific features and functions for Denmark. It enables users to follow Denmark’s business practices and comply with its statutory requirements.


This feature supports the recording of person and other human resources data specific to Denmark, such as:

• Name Style and Formats • Address Structure with Validation • National Identifier: CPR Number • Marital Status • Contacts • Highest Education Level • Localized Bank Information

The Religion and Ethnicity information are hidden to meet local statutory, business and cultural practices and requirements.


STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR ESTONIA

Oracle Fusion Human Capital Management for Estonia supports country specific features and functions for Estonia. It enables users to follow Estonia’s business practices and comply with its statutory requirements.


This feature supports the recording of person and other human resources data specific to Estonia, such as:

• Name Style and Formats, with the First Name and Last Name as mandatory fields. • Address Structure • The Estonian national identifier, Personal Code is validated for format • Mandatory entry of Date of Birth and Gender • Marital Status • Passports • Visa and Permit Types • Highest Education Level • Localized Bank Information


STEPS TO ENABLE




This feature supports employment information specific to Estonia, such as: Contract Type.

An HR specialist can maintain the person and employment information using the tasks under Person Management or New Person work areas.

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR FINLAND

Oracle Fusion Human Capital Management for Finland supports country specific features and functions for Finland. It enables users to follow Finland’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Finland, such as:

• Name Style and Formats with the First Name and Last Name as mandatory fields. • Address Structure with Validation • Marital Status • Contacts • Localized Bank Information


STEPS TO ENABLE




This feature supports employment information specific to Finland, such as: Contract Type.


STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR FRANCE

Oracle Fusion Human Capital Management for France supports country specific features and functions for France. It enables users to follow France’s business practices and comply with its statutory requirements.

STATUTORY REPORTING: ENHANCEMENT TO PERSONNEL REGISTER

New information for home workers has been added to the Personnel register. If an employee is identified as a Home Worker, then this information is displayed in the report.

You can run this report from the Regulatory and Tax Reporting work area.

STEPS TO ENABLE



You must specify the legal employer and the effective date to run the report.

KEY RESOURCES


• Statutory Reports for France


ENHANCEMENT TO CONTRACT TYPE AND SUBTYPE

Permanent employees may be placed on a specific contract for a defined period. The following new contract subtypes are available for permanent employees.

• Contract generation period • Period for job with a future

For fixed-term employees, a new contract type is now available:

• Job with a future.

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Contract Details

Contract Details

STEPS TO ENABLE


KEY RESOURCES

For more information about Contract Types for France, go to Applications Help for the following topic:

• Contract Types for France: Explained.


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TEMPORARY NATIONAL IDENTIFIER

France legal authorities can issue temporary National Identifier. You can now enter a temporary National Identifier with no fixed format. The temporary National Identifier is not used in legal reports.

Temporary National Identifier

STEPS TO ENABLE



AUTOMATIC CALCULATION CARD CREATION

If your Oracle Product Usage is set to Oracle Fusion Payroll Interface, then a personal Statutory Deductions Calculation Card is automatically created for a person upon completion of the New Hire process. Use the Manage Personal Calculations task in the Payroll Calculations work area to view and update the card as needed. The automatically-created card contains the most commonly used values for the key fields.

Calculation Card

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Calculation Component Details

STEPS TO ENABLE


KEY RESOURCES

For more information about Statutory Calculation Cards, go to Applications Help for the following topic:

• Automatic Statutory Deductions Calculation Card Creation for France: Explained


GLOBAL REPORTS

The following reports are enabled with France-specific requirements to check element entries at employee level, before running the Payroll Interface.

Report Name Purpose

Payroll Balance Displays balance results of the payroll run. The report extracts the run balance results for a specific period. Run this report from the Payment Distribution work area.

Element Result View a listing of the elements and pay values processed for each payroll relationship. Run this report from the Payroll Calculations work area.

STEPS TO ENABLE


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KEY RESOURCES

For more information about these reports, go to Applications Help for the following topics:

• Payroll Balance Report: Explained • Payroll Calculation Reports: Overview • Element Results Report: Explained


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HUMAN CAPITAL MANAGEMENT FOR GERMANY

Oracle Fusion Human Capital Management for Germany supports country specific features and functions for Germany. It enables users to follow Germany’s business practices and comply with its statutory requirements.

LEGISLATIVE CHANGES FOR NAME AND ADDRESS VALIDATIONS

To comply with the legislative changes that were published by the Social Insurance authority on January 1, 2014, the following changes are made for the German name and address validations:

• Removal of validations for the last name and birth name • Modifications for the validation of the first name and last name • Modification for the street address

STEPS TO ENABLE



LEGISLATIVE CHANGES FOR THE DISABILITY REPORT

The following changes are made to comply with the legislative requirements to deliver the workforce and disabled employed person’s information on a yearly basis:

• Employer data: The lookups of the Legal Form field are enhanced to include:

o 36 – Other o 33 – w.V. o 34 –B.V. o 35 – B.V. & Co. KG.

• Person’s disability data: The Authority Location field is no longer a mandatory field. • The Work Time field is modified to include more detailed information on its usage.

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR HUNGARY

Oracle Fusion Human Capital Management for Hungary supports country specific features and functions for Hungary. It enables users to follow Hungary’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Hungary, such as:

• Name Style and Formats with the First Name and Last Name as mandatory fields. • Address Structure with Validation • Validation of the following National Identifiers:

o Tax identification number o TAJ o Pensioner Registration Number

• Contacts • Passports • Localized Bank Information


STEPS TO ENABLE




This feature supports employment information specific to Hungary, such as: Assignment Category.


STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR INDIA

Oracle Fusion Human Capital Management for India supports country specific features and functions for India. It enables users to follow India’s business practices and comply with its statutory requirements.

ADDRESS VALIDATION

We have improved the data quality by leveraging new address validations for India. The following validations are added to the Manage Features by Country or Territory task when selecting the Address Style for India:

• The Supplemental Taxation and Reporting Address style is defaulted for India. Users can not change this address style.

Selecting an Extension, Address Style and Address Validation

• If the Address Validation check box is checked, the Pin Code entered in the address is validated to be six digits.

STEPS TO ENABLE



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NOMINATION INFORMATION

The list of values for Contact Person on India Nomination Extra Person Information page will show only the contacts associated with the employee after applying Update 8 patch.

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR IRELAND

Oracle Fusion Human Capital Management for Ireland supports country specific features and functions for Ireland. It enables users to follow Ireland’s business practices and comply with its statutory requirements.

AUTOMATIC CREATION OF DEDUCTION CARD

If a Tax Reporting Unit is selected, a deduction card is automatically created during the new hire flow which contains only one component and is automatically displayed with the works number of the employee. This will enable information to be provided for the Payroll Interface.

If your Payroll Product Usage is set to Payroll Interface and a Tax Reporting Unit is selected, then a statutory calculation card is created. A calculation card captures values required for calculating and processing payroll deductions.

If a TRU is selected in the Payroll Details section on the Hire an Employee: Employment Information page, an association to that TRU is added to the calculation card.

Selecting a TRU in the Payroll Details

The card contains only one component and is automatically displayed with the worker number of the employee. Once the card is created a Payroll Manager or a Payroll Administrator can view the deduction components and the values that are defaulted on the card.

STEPS TO ENABLE

There are no steps necessary to enable this feature. Calculation cards are only created for users with a Payroll Interface license.

KEY RESOURCES

For more information about Automatic Card Creation for Ireland, go to Application Help for the following topic:

• Automatic Calculation Card Creation for Ireland: Explained Return to Release Feature Summary

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ELEMENT RESULTS REPORT

The Element Results Report enables you to view a listing of all elements and pay values for an employee.

You can view the details of employees with Employee Full Name, Employee Number, Payroll Relationship, Payroll, Process Date, Element Name, and Element Result. This is a global report and you can use the report for validation of payroll items.

The report is run from the Payroll Calculation area.

STEPS TO ENABLE

There are no steps necessary to enable this feature. This report usually runs every pay period after the Payroll Activity Report.


PAYROLL BALANCE REPORT

The Payroll Balance Report enables you to view the payroll run results and validate the payroll runs and items. This is a global report and is run from the Payroll Calculation area.

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR JAPAN

Oracle Fusion Human Capital Management for Japan supports country specific features and functions for Japan. It enables users to follow Japan’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Japan, such as:

• Person Name validation • Address Structure with Validation • Contacts • Disabilities • Highest Education Level • Localized Bank Information


STEPS TO ENABLE




This feature supports employment information specific to Japan, such as: Assignment Category.


STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR KAZAKHSTAN

Oracle Fusion Human Capital Management for Kazakhstan supports country specific features and functions for Kazakhstan. It enables users to follow Kazakhstan’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Kazakhstan, such as:

• Name Style and Formats including Academic Title, with the Given Name and Surname as mandatory fields.

• Address Structure and Validation • Validation of national Identifier, Individual Identification Number (IIN) for format. • Contacts • Passports • Visa and Permit Types and Categories • Highest Education Level • Mandatory entry of Date of Birth, Marital Status, and Gender • Localized Bank Information



STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR KUWAIT

Oracle Fusion Human Capital Management for Kuwait supports country specific features and functions for Kuwait. It enables users to follow Kuwait’s business practices and comply with its statutory requirements.

ELEMENT TEMPLATE FOR ADDITIONAL SOCIAL INSURANCE

You can now create the payroll definitions required to deduct any additional social insurance contributions as requested by the Public Institution for Social Security. You can use the Manage Elements task to create the element and related definitions such as balances, formulas, and a calculation component that is tied to those definitions. You should add these definitions as a child component to the employee's social insurance details calculation component.

STEPS TO ENABLE


KEY RESOURCES

For more information about element templates, go to Applications Help for the following topic:

• Elements: Explained. Return to Release Feature Summary

STATUTORY REPORTING: UPDATE TO REPORT 103 – NEW HIRES AND TERMINATIONS

The monthly report that contains details of commencement or termination of an insured employee is updated to include any Additional Social Insurance contributions that have been deducted this period.


STEPS TO ENABLE


KEY RESOURCES

For more information about Statutory Reports for Kuwait, go to Applications Help for the following topic:

• Statutory Reports for Kuwait. Return to Release Feature Summary

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STATUTORY REPORTING: UPDATE TO REPORT 166 – MONTHLY CONTRIBUTIONS

The monthly report that contains details of the total social insurance payments for an employer is updated to include Unemployment Insurance contributions. You can run this report from the Regulatory and Tax Reporting work area.

STEPS TO ENABLE


KEY RESOURCES

For more information about Statutory Reports for Kuwait, go to Applications Help for the following topic:

• Statutory Reports for Kuwait Return to Release Feature Summary

STATUTORY REPORTING: IPE CONSOLIDATED REPORT – NEW HIRE AND TERMINATION

You can now generate a monthly report that contains details of new hires and terminations in a calendar monthly period for citizens of the Gulf Cooperation Council (GCC). This report must be submitted to the Social Insurance office.


STEPS TO ENABLE


KEY RESOURCES


• Kuwaiti IPE Consolidated Report Return to Release Feature Summary

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GRATUITY CALCULATION 2013 ENHANCEMENT

Employers can opt to pay a reduced, or nil, gratuity amount based on the social insurance contributions paid by the employer for the specific employee, rather than the standard gratuity calculation. The payroll process will calculate gratuity based on the gratuity option selected on the Employer Gratuity Details.

STEPS TO ENABLE


KEY RESOURCES

For more information about gratuity calculations for Kuwait, go to Applications Help for the following topic:

• Employer Calculation cards for Kuwait: Explained. Return to Release Feature Summary

MONTHLY GRATUITY ACCRUAL PROCESS

The payroll process calculates a gratuity amount each month. This is for information only and is not paid. This is the amount that an employee would be entitled to, if they were terminated at the end of that month and if they were eligible for payment.

A record of the full accrued amount from the beginning of employment and the incremented accrued amount, the periodic difference, is available to be transferred to General Ledger.

STEPS TO ENABLE



SOCIAL INSURANCE ENHANCEMENT FOR GOVERNMENT SECTOR TERMINATIONS

The payroll process now calculates Social Insurance on earnings up to the last working date for Government Sector employees.

STEPS TO ENABLE



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GLOBAL REPORTS

The following global reports have been enabled to meet Kuwait-specific requirements:

Report Name Purpose

Deduction Report Validates the deduction amounts being processed. You can run this report from the Payroll Calculation work area.

Gross-to-Net View summary or detail listings for the total results calculated in the payroll run. Run this report from the Payroll Calculations work area.

nt Register Displays results used to verify and audit payment distributions. Run this report from Payroll Checklist work area or the Payroll Calculations work area.

Payroll Register Displays details used to verify, validate, and audit payroll calculations. Compare this report to the Payroll Activity Report to ensure that payroll results have been archived correctly. Run this report from Payroll Checklist work area or the Payroll Calculations work area.

Balance Exception Identifies values that vary compared to other values for the same balance dimension. Run this report from Payment Distribution work area or Payroll Checklist work area.

STEPS TO ENABLE


KEY RESOURCES

For more information about Reports, go to Applications Help for the following topics:

• Payroll Calculation Reports: Overview • Deduction Report • Payment Register: Explained • Payroll Register: Explained • Payroll Activity Report • Balance Exception Report: Explained


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HUMAN CAPITAL MANAGEMENT FOR LATVIA

Oracle Fusion Human Capital Management for Latvia supports country specific features and functions for Latvia. It enables users to follow Latvia’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Latvia, such as:

• Name Style and Formats with the First Name and Last Name as mandatory fields. • Address Structure • Marital Status • Passport • Highest Education Level • The Latvian national identifier, Personal Code is validated for correct format • Localized Bank Information • Mandatory entry of Date of Birth and Gender


STEPS TO ENABLE




This feature supports employment information specific to Latvia, such as: Contract Type.


STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR LIECHTENSTEIN

Oracle Fusion Human Capital Management for Liechtenstein supports country specific features and functions for Liechtenstein. It enables users to follow Liechtenstein’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Liechtenstein, such as:

• The Name Style with the First Name and Last Name as mandatory fields. • Address Structure with Validation • Religion • Marital Status • Contacts • Visa and Permit Types and Categories • National Identifier: Personal identification number • Localized Bank Information

The Ethnicity information is hidden to meet local statutory, business and cultural practices and requirements.

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR LITHUANIA

Oracle Fusion Human Capital Management for Lithuania supports country specific features and functions for Lithuania. It enables users to follow Lithuania’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Lithuania, such as:

• Name Style and Formats with the First Name and Last Name as mandatory fields. • Address Structure • The Lithuanian national identifier, Personal Code is validated for correct format • Marital Status • Passport • Highest Education Level • Visa and Permit Types • Localized Bank Information • Mandatory entry of Date of Birth and Gender


STEPS TO ENABLE




This feature supports employment information specific to Lithuania, such as: Contract Type.


STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR MALAYSIA

Oracle Fusion Human Capital Management for Malaysia supports country specific features and functions for Malaysia. It enables users to follow Malaysia’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Malaysia, such as:

• Name Style and Formats with the First and Last Name as mandatory fields. • Postal Code validation • Religion • Ethnicity • Gender • Highest Education Level • Visa and Permit Types • Validation of the following National Identifiers for the correct format:

o Old Identification Number o New Identification Number

• Localized Bank Information

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR NETHERLANDS

Oracle Fusion Human Capital Management for the Netherlands supports country specific features and functions for Netherlands. It enables users to follow Netherlands’ business practices and comply with its statutory requirements.

GATEKEEPER LAW (LAW POORTWACHTER)

You can now comply with the Gatekeeper Law rules and procedures and manage your sickness absences using:

• Absences case management, including document attachments and Gatekeeper Law document types, such as the plan of approach.

• Predefined Gatekeeper Law HR checklist template (can be copied and customized). • Allocation of checklist based on existence of valid Gatekeeper Law absence case. • Allocation of Gatekeeper Law checklist tasks using an Enterprise Scheduler Service (ESS)

process. • Automatic calculation and recalculation of task start and end dates based on the absences

associated with the case. • Automatic suspension of checklist tasks when an employee returns to work and resumption

of outstanding tasks if the employee goes on another (related) sickness absence during the 28-day period.

A new Absence Category for Gatekeeper Law is available for the Netherlands. Before creating an absence case for the Gatekeeper Law, set up your sickness absence types and associate them with the predefined Gatekeeper Law absence category.

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Example Absence Case for the Gatekeeper Law

Example of a Gatekeeper Law Checklist

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STEPS TO ENABLE


KEY RESOURCES

For more information about the Gatekeeper Law, go to Applications Help for the following topic:

• Gatekeeper Law Process: Explained and related topics.


GLOBAL REPORTS

The following global reports are enabled to meet Dutch-specific requirements:

Report Name Purpose

Payroll Balance Displays balance results of the payroll run. The report extracts the run balance results for a specific period. Run this report from the Payment Distribution work area.


Element Result View a listing of the elements and pay values processed for each payroll relationship. Run this report from the Payroll Calculations work area.

STEPS TO ENABLE


KEY RESOURCES


• Payroll Balance Report: Explained • Element Results Report: Explained • Balance Exception Report: Explained


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HUMAN CAPITAL MANAGEMENT FOR NEW ZEALAND

Oracle Fusion Human Capital Management for New Zealand supports country specific features and functions for New Zealand. It enables users to follow New Zealand’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to New Zealand, such as:

• Name Style and Formats with the First Name and Last Name as mandatory fields. • Validation of the national identifier, IRD number for the correct format, correct value range,

and check digit. • Gender • Ethnicity • Marital Status • Contacts • Highest Education Level • Localized Bank Information

The Religion and Region of Birth information are hidden to meet local statutory, business and cultural practices and requirements.

STEPS TO ENABLE




This feature supports employment information specific to New Zealand, such as: Assignment Category. An HR Specialist can maintain the person and employment information using the tasks under Person Management or New Person work areas.

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR NORWAY

Oracle Fusion Human Capital Management for Norway supports country specific features and functions for Norway. It enables users to follow Norway’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Norway, such as:

• Name Style and Formats with the First Name 1 and Last Name 2 as mandatory fields. • Address Formats and Types with Validation • Marital Status • Contacts • Passports • Visa and Permit Types • The following National Identifiers

o Norwegian National Identifier o D Number

• Localized Bank Information

The Ethnicity, Religion, and Region of Birth information are hidden to meet local statutory, business and cultural practices and requirements.

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR OMAN

Oracle Fusion Human Capital Management for Oman supports country specific features and functions for Oman. It enables users to follow Oman’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Oman, such as:

• Name Style and Formats with the First Name and Last Name as mandatory fields. • Address Formats with Validation • Ethnicity • Religion • Marital Status • Contacts • Disabilities • Visa and Permit Types • Highest Education Level • Validation of the following National Identifiers

o Civil Identity Number o Social Insurance Number, which is validated for correct format.

• Localized Bank Information • Mandatory Date of Birth information

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR POLAND

Oracle Fusion Human Capital Management for Poland supports country specific features and functions for Poland. It enables users to follow Poland’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Poland, such as:

• Name Style and Formats with the First Name and Last Name as mandatory fields. • Address Formats and Address Types with Validation • Marital Status • Contacts • Passports • Highest Education Level • Validation of the national identifier, PESEL number for correct format. • Localized Bank Information • Mandatory Date of Birth and Gender Information


STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR QATAR

Oracle Fusion Human Capital Management for Qatar supports country specific features and functions for Qatar. It enables users to follow Qatar’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Qatar, such as:

• Name Style and Formats with the First Name and Last Name as mandatory fields. • Address Formats with Validation • Ethnicity • Religion • Marital Status • Contacts • Disabilities • Visa and Permit Types • Highest Education Level • Validation of the following National Identifiers for correct format:

o Civil Identity Number o Social Insurance Number

• Localized Bank Information • Mandatory Date of Birth Information

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR REPUBLIC OF KOREA

Oracle Fusion Human Capital Management for Republic of Korea supports country specific features and functions for Republic of Korea. It enables users to follow Republic of Korea’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to the Republic of Korea, such as:

• Name Style and Formats • Address Structure • Format validation of the national identifier for Resident Registration Number. Marital Status • Contacts • Highest Education Level • Disabilities • Mandatory entry of Date of Birth and Gender • Localized Bank Information



STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA

Oracle Fusion Human Capital Management for Saudi Arabia supports country specific features and functions for Saudi Arabia. It enables users to follow Saudi Arabia’s business practices and comply with its statutory requirements.


You can now generate a monthly report that contains details of new hires and terminations in a calendar monthly period for citizens of the GCC. This report must be submitted to the Social Insurance office.

STEPS TO ENABLE

There are no steps necessary to enable this feature. You can run this report from the Regulatory and Tax Reporting work area.

KEY RESOURCES

For more information about these reports, go to Applications Help for the following topic:

• Saudi IPE Consolidated Report.


STATUTORY REPORTING: SAUDI ARABIA IPE REPORT – ANNUAL SALARY

You can now generate a report that contains details of the basic salary and housing allowance for citizens of the GCC. This report must be submitted to the Social Insurance office each January.


STEPS TO ENABLE






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STEPS TO ENABLE



GLOBAL REPORTS

The following global reports are enabled to meet Saudi-specific requirements:

Report Name Purpose

Deduction Report Validates the deduction amounts being processed. Run this report from the Payroll Calculation work area.

Payment Register Displays results used to verify and audit payment distributions. You can run this report from Payroll Checklist work area or the Payroll Calculations work area.


STEPS TO ENABLE


KEY RESOURCES


• Deduction Report • Payment Register: Explained • Balance Exception Report: Explained


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HUMAN CAPITAL MANAGEMENT FOR SWEDEN

Oracle Fusion Human Capital Management for Sweden supports country specific features and functions for Sweden. It enables users to follow Sweden’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Sweden, such as:

• Name Style and Formats with the First Name and Last Name as mandatory fields. • Address Formats and Address Types with Validation • National Identifiers:

o Coordination number o Personal identification number

• Marital Status • Contacts • Passports • Visa and Permit Types • Localized Bank Information

The Ethnicity, Religion and Place of Birth information are hidden to meet local statutory, business and cultural practices and requirements.

STEPS TO ENABLE




This feature supports employment information specific to Sweden, such as: Worker Category.


STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR SWITZERLAND

Oracle Fusion Human Capital Management for Switzerland supports country specific features and functions for Switzerland. It enables users to follow Switzerland’s business practices and comply with its statutory requirements.

WORKER DATA VALIDATION REPORT

The Swiss Worker Data Validation Report helps you to validate the following:

• A reporting establishment is assigned for each person at the employment term level. • If a contact type of guardian is included for persons less than 18 years of age.

You can start the Run Worker Data Validation Report process from either of these work areas:

• Data exchange • Payroll checklist

The delivered output is in PDF format and lists persons without an assigned reporting establishment in the employment data or those who are below 18 years of age and without a contact guardian in the person’s data.

Worker Data Validation Report

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR TAIWAN

Oracle Fusion Human Capital Management for Taiwan supports country specific features and functions for Taiwan. It enables users to follow Taiwan’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Taiwan, such as:

• Name Style and Formats with the First Name and Last Name as mandatory fields. • Address Formats • Validation of the Taiwanese National Identifier for correct format and checksum value. • Marital Status • Contacts • Visa and Permit Types • Disabilities • Highest Education Level


STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR UKRAINE

Oracle Fusion Human Capital Management for Ukraine supports country specific features and functions for Ukraine. It enables users to follow Ukraine’s business practices and comply with its statutory requirements.


This feature supports the recording of person and human resources data specific to Ukraine, such as:

• Name Style and Formats including Academic Title, with the Given Name and Surname as mandatory fields.

• Address Formats with Validation • Validation of the national identifier, Individual Identification Number (IIN) for correct

format. • Contacts • Passports • Highest Education Level • Localized Bank Information • Mandatory Date of Birth, Gender and Marital Status Information

The Ethnicity and Religion information are hidden to meet local statutory, business and cultural practices and requirements.

STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR THE UNITED KINGDOM

Oracle Fusion Human Capital Management for the United Kingdom (UK) supports country specific features and functions for the United Kingdom. It enables users to follow the United Kingdom’s business practices and comply with its statutory requirements.

END OF YEAR PROCESS OF P60 END OF YEAR STATEMENT

At the end of the tax year, a P60 statement must be provided to all current employees. This statement provides employee and employer data including year-to-date values of earnings, tax and National Insurance deductions, and any statutory payments for the tax year. P60 statements can now be produced for all employees within Oracle Fusion Global Payroll for UK in different formats. The formats supported are:

• P60 Plain Paper Substitute • P60 Substitute Self Seal • HMRC Single Sheet Portrait • eP60 (electronic P60)

A new document type P60 is now available. Use the Manage Document Types task from the Setup and Maintenance work area to configure this new document type.

Submitting End of Year P60 Statements

You can select the P60 template from the task flow parameters. The eP60 does require a P60 template selection.

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STEPS TO ENABLE



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HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES

Oracle Fusion Human Capital Management for the United States (US) supports country specific features and functions for the United States. It enables users to follow the United States’ business practices and comply with its statutory requirements.

THIRD-PARTY INVOLUNTARY PAYMENTS EXTRACT

The Oracle Fusion Human Capital Management for the United States provides a third-party involuntary payments interface for capturing involuntary wage payments and sending that data to ADP’s Money Movement service.

To generate an extract file suitable for submission, run the Third-Party Involuntary Payments Extract task from the Payment Distribution work area:

Run Third-Party Involuntary Payments Extract Process from the Submit a Process or Report Page

STEPS TO ENABLE

A prerequisite to running this payment extract is that you must have created and submitted the one-time Third-Party Deductions Initial Extract to ADP.

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On the Manage Legal Reporting Unit HCM Information Task, specify the value provided by ADP in the Branch Identifier and Client Identifier fields.

Use the Registry ID field on the Manage Third Parties task to specify the payee code on the payment extract.

The employee’s Involuntary Deductions card must specify each deduction’s Involuntary Deduction Number on the appropriate card component. This corresponds to ADP’s Lien Number.


NEW JERSEY FAMILY LEAVE INSURANCE

New Jersey law provides up to 6 weeks (42 days) of Family Leave Insurance (FLI) benefits for workers to bond with their newborn or newly adopted child or to provide care for a seriously ill family member. Benefits are payable to eligible employees through either the New Jersey State Plan or an approved employer-provided private plan.

Use the Manage Legal Reporting Unit HCM Information task to set your FLI plan information. From the New Jersey link of the Tax Reporting Unit tab, you can choose your family leave plan type:

Family Leave Insurance Plan Type List of Values

If you elect to have a private family leave plan, identify the plan number:

Private Family Leave Insurance Plan Number Field

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STEPS TO ENABLE



To be eligible for New Jersey FLI taxation, an employee must:

• Have a valid tax card with TRU association • Have New Jersey identified as their SDI state on the tax card

For New Jersey employers, to select your FLI plan type:

• Start the Manage Legal Reporting Unit HCM Information task. • Select the Tax Reporting Unit tab. • Select New Jersey. • Use the Family Leave Insurance Plan Type field to identify your plan type, in the New Jersey

W-2 Reporting Rules Overrides section. • Use the Private Family Leave Insurance Plan Number field to specify the plan number, if you

select a private plan.

KEY RESOURCES

For additional information on New Jersey Family Leave, go to Applications Help for the following topic:

• New Jersey Family Leave Insurance: Explained


QUARTER-TO-DATE ARCHIVE

Quarter-end processing consists of the archival of data and the generation and submission of statutory reports. The Quarter-to-Date Archive is a payroll process that archives employee, employer, and tax data for a quarterly tax period.

The Multiple Worksite Electronic Report process uses the archived data for generating the reports.

Run this process from the Regulatory and Tax Reporting work area:

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Run Quarter-to-Date Archive process from the Submit a Process or Report Page

STEPS TO ENABLE



The Quarter-to-Date Archive does not support all mandatory quarter-end reports. Use the Oracle Fusion Third-Party Tax Interface in conjunction with this process to satisfy all requirements.

KEY RESOURCES

For more information on quarter end, go to Applications Help for the following topics:

• Quarter-End Processing for the US: Explained • Quarter-to-Date Archive


SUPPORT FOR STATE-SPECIFIC PAYSLIP/CHECKWRITER ENHANCEMENTS

To comply with California state requirements, the US Payslip template has been updated to display the following details in the Earning Details section:

• Total hours worked for Earnings elements of Regular and Overtime secondary classifications • Earnings start and end dates for retroactive pay eligible Earnings elements of Overtime

secondary classification

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STEPS TO ENABLE


KEY RESOURCES

For more information on payslips, go to Applications Help for the following topic:

• Viewing My Payslip and Bank Details tutorial.


THIRD-PARTY MONTHLY TAX FILING EXTRACT

The Oracle Fusion Third-Party Tax Filing Interface for the US has added a new extract for monthly reporting intervals. This extract uses payroll data to file monthly state unemployment wages and taxes.

Run this process from the Regulatory and Tax Reporting work area:

Run Third-Party Monthly Tax Filing Extract Process from the Submit a Process or Report Page

STEPS TO ENABLE



Currently, Illinois is the only state requiring this type of reporting.

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KEY RESOURCES

For more information Third-Party Tax Filing, go to Applications Help for the following topics:

• Third-Party Tax Filing: Explained • Tax-Filing Setup for US ADP Transporter: Critical Choices • Running the Third-Party Tax Interface: Worked Examples • Tax-Filing Interface Error Recovery: Examples

Additionally, you can view on My Oracle Support the US Third-Party Tax Filing Interface white paper (Doc ID 1594079.1).


MANAGE FEATURES BY COUNTRY OR TERRITORY

You can now use this feature to control the address style and the level of address validation for the countries or territories configured for Oracle Fusion Global Human Resources. The values you can set depend on the combination of the country or territory and the selected country extension. The default out-of-the-box value for Selected Extension is Payroll and the Address Style is Supplemental Taxation and Reporting Address for US.

Manage Features by Country or Territory Task

If your selected extension is Human Resources or None, you can keep the default Address Style of Postal Address or modify the value to Supplemental Taxation and Reporting Address.

https://support.oracle.com/epmos/faces/DocumentDisplay?_afrLoop=242155292778789&id=1594079.1&_adf.ctrl-state=18c5usmi99_94

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Selecting Extension, Address Style and Address Validation


STEPS TO ENABLE



EMPLOYEE ACTIVE PAYROLL BALANCE REPORT

Use the Employee Active Payroll Balance Report to assist you in reconciling your periodic payrolls and quarterly or year-end balances. Run this report from the Payroll Checklists work area to generate a pipe-delimited text file of selected live payroll balances for the employees, filtered by various levels (Federal, State, City, County, and School District) and time frames.

STEPS TO ENABLE



Open the output file in Microsoft Excel to easily perform additional totaling and data manipulation.

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KEY RESOURCES

For more information about this report, refer to the Oracle Support Document 1944400.1 (Oracle Fusion Human Capital Management (US): End-of-Year Processing Guide white paper).


PA ACT 32 CALCULATION ENHANCEMENTS

Act 32 of the Pennsylvania Department of Community and Economic Development requires a PSD code and school district for both an employee’s residence and work locations in order to determine the proper local income taxation. To determine these codes, Oracle Fusion HCM (US) now checks the residency certificate of the employee’s withholding certificate first instead of the address. If there is no resident data entered the residency certificate, then it uses the employee’s address, including the tax district, to determine them. If the data is missing from both the employee’s residency certificate and address, then it raises an error during payroll calculation.

STEPS TO ENABLE



The PSD code entered on the location is not used in the employee tax calculations. Any changes to the work PSD code must be done on the employee’s residency certificate. Use the Manage Calculation Cards task in the Payroll Calculation work area to update the employee’s residency certificate information. The residency certificate information is visible under the PA regional component.

KEY RESOURCES

For more information on PA Act 32 for Oracle Fusion HCM (US) refer to the Oracle Support Document 1676530.1 (Oracle Fusion HRMS (US): Implementation and Use).


https://support.oracle.com/epmos/faces/DocumentDisplay?_afrLoop=306595646299424&id=1944400.1&_adf.ctrl-state=a2fyemw3t_72

https://support.oracle.com/epmos/faces/DocumentDisplay?_afrLoop=306741362959109&id=1676530.1&_adf.ctrl-state=a2fyemw3t_197

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HUMAN CAPITAL MANAGEMENT FOR UNITED ARAB EMIRATES

Oracle Fusion Human Capital Management for the United Arab Emirates supports country specific features and functions for the United Arab Emirates. It enables users to follow the United Arab Emirates’ business practices and comply with its statutory requirements.


You can now generate a monthly report that contains details of new hires and terminations in a calendar monthly period for citizens of the Gulf Cooperation Council (GCC). This report must be submitted to the Social Insurance office.

STEPS TO ENABLE


KEY RESOURCES


• Emirati IPE Consolidated Report


STATUTORY REPORTING: WAGE PROTECTION SYSTEM (WPS) SALARY INFORMATION FILE

You can now generate a monthly report that contains details of the monies paid to individual employees. This report must be submitted to the Wage Protection Agent at the end of each month.

STEPS TO ENABLE


KEY RESOURCES

For more information WPS Salary Information, go to Applications Help for the following topic:

• Emirati Salary Information File




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STEPS TO ENABLE



GLOBAL REPORTS

The following global reports have been enabled to meet UAE-specific requirements:

Report Name Purpose

Deduction Report Validates the deduction amounts being processed. You can run this report from the Payroll Calculation work area.

Gross-to-Net View summary or detail listings for the total results calculated in the payroll run. Run this report from the Payroll Calculations work area.

Payment Register Displays results used to verify and audit payment distributions. Run this report from Payroll Checklist work area or the Payroll Calculations work area.

Payroll Register Displays details used to verify, validate, and audit payroll calculations. Compare this report to the Payroll Activity Report to ensure that payroll results have been archived correctly. Run this report from Payroll Checklist work area or the Payroll Calculations work area.


STEPS TO ENABLE


KEY RESOURCES


• Payroll Calculation Reports: Overview • Deduction Report • Payment Register: Explained • Payroll Register: Explained • Payroll Activity Report • Balance Exception Report: Explained


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NETWORK AT WORK

Oracle Fusion Network at Work provides integration between Oracle Fusion HCM and Oracle Social Network (OSN) to allow workers to collaborate with others in the organization. Network at Work also provides the capability for workers to give each other informal kudos, which can be used in feedback and performance evaluations.

KUDOS FUNCTIONALITY

We replaced Kudos with the new Fusion HCM Kudos feature.

Though many features remain the same, you can now configure whether users can:

• Hide kudos they receive • Delete kudos they give to others

You continue to create and manage Kudos in Portrait, though you may notice cosmetic differences. You can also view Kudos in:

• Performance Management, performance documents • Talent Review, on the Details dialog that you open from the Dashboard • Succession Management, on the Details dialog you open on the Overview page

On the Details dialog, you can also create and delete kudos.

Create and Manage Kudos in the Person Gallery

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STEPS TO ENABLE

1. Click Configure Offerings to open the Configure Offerings page, in the Task section of the Setup and Maintenance work area.

2. Expand Workforce Deployment.

Configuration Offerings

3. Select the View or Select Feature Choices icon to open the Select Feature Choices page, in the

Network at Work row.

Select Feature Choices Page

4. Select Yes to enable Kudos in the Network at Work section.

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5. Select Allow users to hide kudos received, in the Kudos section. 6. Select Allow users to delete kudos given. 7. Click Save and Close.


• Kudos appear in the performance document when you click the Kudos icon at the top of the document.

• Kudos appear on the General tab of the Details dialog you open from succession plans and the Talent Review meeting dashboard.

• To hide the kudos you receive, on your Portrait Kudos card, select Private. • To delete kudos you create, open the portrait of the person to whom you gave kudos, and

click the Delete icon. • If you already use Kudos, then the previous entries are upgraded to be visible in the new

component.

KEY RESOURCES

For more information about Network at Work, see Application Help for the following topics:

• Networking at Work: Explained • Networking at Work: How can I enable the network at work features?


KUDOS NOTIFICATIONS

Enhance communication with new notifications for a worker and his manager when the worker receives kudos.

The recipient receives the notification and can view the kudos without navigating to the Portrait.

Enable Kudos Notifications to Alert the Recipient

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Expanded Kudos Notifications Display all Relevant Kudos Information

STEPS TO ENABLE

1. Enter Manage Talent Notifications, in the Setup and Maintenance work area, on the All Tasks tab, in the Name field.

2. Click Search. 3. Click the Go to Task icon to open the Manage Talent Notifications page, in the Search Results

section, for the Manage Talent Notifications row. 4. Select the Profile Management tab.

5. Select Kudos notification to manager. 6. Select Kudos notification to worker. 7. Click Save and Close.


• You can create kudos for anyone whose portrait you can access. • Kudos, like all notifications, is not enabled by default; you must enable them.

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KEY RESOURCES

For more information about Network at Work, go to Application Help for the following topics: • Networking at Work: Explained • Networking at Work: How can I enable the network at work features?


SPACES INTEGRATION REMOVED

Increase collaboration through Oracle Social Network. You can use Oracle Social Network conversations for your collaboration needs instead of Spaces. Network at Work is no longer integrated with Spaces.

Use Oracle Social Network to Collaborate with Others to Replace Spaces

STEPS TO ENABLE

There are no steps required to enable this feature.


Spaces you created in the Spaces region still exist in Release 10, but you can no longer navigate to them from your Portrait, nor will you be able to see a list of spaces when viewing other worker’s portraits.

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KEY RESOURCES

For more information about Oracle Network at Work, go to Application Help for the following topics:

• Managing Oracle Social Network Objects: Explained topics.


TAG CENTER INTEGRATION REMOVED

You can no longer search for Areas of Interest, Areas of Expertise, and Bookmarks in Tag Center.

STEPS TO ENABLE

There are no steps required to enable this feature.


You can still search for Areas of Interest and Areas of Expertise in the Person Gallery.

KEY RESOURCES

For more information about keyword searches, go to Application Help for the following topic:

• Person-Record Keyword Searches: Explained topic.


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TIME AND LABOR

Oracle Fusion Time and Labor is a comprehensive, easy to use, rules-based time recording and management system. The calendar-based time entry interface and the fully configurable time card layout easily address simple and complex time recording requirements. The rule templates and real-time rules engine provide an extensible and robust method to validate time entries and automatically apply pay rules, such as overtime calculations. Complete integration with Global Human Resources, Absence Management, Global Payroll, and Oracle Fusion Project Costing ensures accurate and consistent data for payroll processing and costing as well as project management and billing.

WORKER VIEW OF PERSONAL SCHEDULE AND TEAM SCHEDULE

Help workers manage their time with a complete view of their work schedule and their team members’ work schedules. This view enables workers to responsibly plan leaves and actively negotiate shift trades to accommodate personal appointments or desired time off.

Workers can use display options to filter the time that they see, such as personal and employment schedules and absences. The Time Card display option determines whether the View and Submit Time Card button appears on the Time page.

Worker's Schedule with Filters Set to Show my Personal and Employment Schedules as well as Absences and Public Holidays.

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Worker's Team Schedule

STEPS TO ENABLE

Time and Labor administrators must create the scheduler profiles. Details for these tasks are provided in the Manager View and Edit of Team Schedule section.


MANAGER VIEW AND EDIT OF TEAM SCHEDULE

Enable managers to maintain weekly team schedules that ensure proper coverage and balanced workloads.

In the Time Management work area, managers can now:

• View weekly team schedule based on the members’ work schedules, which include approved absences and public holidays.

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Manage Planned Schedule Page Showing the Shifts for the Selected Scheduling Group

• Quickly analyze workload coverage using indicators of total hours scheduled, resources required, and resources scheduled.

Planned Schedule Resourcing Summary for the Scheduling Group in the Table Format

Planned Schedule Resourcing Summary for the Scheduling Group in Graph Format

• Easily edit labor demand and weekly team schedule using capabilities such as:

o Double-clicking an existing shift o Clicking the Add button on the toolbar o Editing Resources Required in the Planned Schedule Summary section

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STEPS TO ENABLE

Most shift properties are set when shifts are created using the Manage Work Shifts task in the Setup and Maintenance work area. Optionally, use the Manage Shift Properties task in the Time Management work area to edit the shift display properties short name and color.

Edit Shift Properties Dialog Box Where You Configure the Shift Short Name and Color

To use any scheduling features, you must configure scheduler profile values and scheduler assignments. Profile values include scheduling group, default resources required, display labels and colors for custom shifts, and staffing differences for over, under, and normal staffing levels. Associate a color with each level to visually distinguish the levels on Planned Schedule Summary sections. Use the Manage Scheduler Profiles task in the Time Management work area to make profile value and assignment configurations.

Configure Values for the Scheduler Profile

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Identify one or more schedulers to act on the manager’s behalf. All schedulers must have the Time and Labor Manager role to access the scheduling features. You can associate a scheduler with more than one scheduler profile to enable the scheduler to manage multiple scheduling groups.

Associate the Appropriate Schedulers with the Scheduler Profile


To schedule a shift where the worker has an approved absence, you must first delete the absence using the Manage Absence Records task in the Person Management work area.

KEY RESOURCES

For more information about schedules, go to Applications Help for the following topic:

• Sources for Schedule Shift Default Values: Explained


USER-DEFINED TIME ATTRIBUTES AVAILABLE FOR TIME ENTRY

In addition to the time attributes delivered by Global Payroll, Project Costing, and Absence Management, you can now create your own custom time attributes that are defined in the workforce management data dictionary and stored in the repository. You can optionally associate dependent attributes with your independent custom attributes.

You can associate these time attributes with time card fields and use them on worker time cards. You can also use these custom time attributes in time calculation rules, time categories, and time card approval rules.

Using custom time attributes, you can capture additional information on worker time cards to meet company-specific needs, such as integration with third-party project management tools or third-party

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payroll applications. You cannot use custom attributes to transfer time to Global Payroll, Project Costing, or Absence Management.

STEPS TO ENABLE

Create time attributes using the following tasks in the Define Time and Labor task list in the Setup and Maintenance work area.

Setup Tasks to Create and Use Custom Time Attributes

• Manage Time and Labor Value Sets: Create the value sets to be used by time reporters during time entry and by administrators for setup tasks such as creating time categories and rules.

• Manage Custom Time Attributes: Create the independent time attribute and add any associated dependent time attributes. Specify the data source value sets to be displayed at the top of the data source list when configuring the time card fields that use the attributes. Also specify the data type of the attribute, which must match the data type of the associated value set.

• Manage Time Card Fields: Associate the custom attribute and any dependent attributes with a time card field and its dependent fields. Configure the data sources and filters for time entry.

• Manage Time Layout Sets: Add the time card fields that contain custom attributes to layout sets that you associate with time entry profiles.

• Manage Time Categories: Add custom time attributes to time categories to enable time to be summarized by that category. You cannot add attributes with data type of number, date, or percentage to a category.

• Define Time Rules: Create time rules using values associated with custom time attributes to configure the rule’s inputs and outputs.

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Create Custom Time Attribute Page Showing One Associated Dependent Time Attribute


After you create and save the custom attribute and related dependent attributes, you can edit only the description text and the data sources. You can add dependent time attributes, but cannot delete existing dependent attributes.

KEY RESOURCES

For more information about custom time attributes, go to Applications Help for the following topic:

• Creating Custom Time Attributes: Procedure • Managing Time Attributes and the Data Dictionary: Explained


ENABLE US LOCATION OVERRIDES AS PAYROLL TIME ENTRIES

Capture location information during time entry, to override the US worker’s work location. You can now use Payroll Time Types with US Area fields for State, County, and City as time card entries on the configurable time card. The available entries have delivered, filtered choice lists and transfer for use by payroll upon final approval.

You can capture State location only, or State, County, and City. If you use all three locations, you set them up to filter the County value list to only counties valid in the selected state, and filter the Cities list to only cities valid in the selected state and county.

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STEPS TO ENABLE

To enable location overrides during time entry, follow these steps:

1. Ensure that elements are created for the US legislative data group with the necessary location input values in Oracle Fusion Global Payroll.

2. Run the Generate Data Dictionary attributes process from the Define Time and Labor task list in the Setup and Maintenance work area.

3. Add the relevant location attributes as dependent time card fields on the related independent time card field, using the Manage Time Card Fields task.

4. Add the data sources and configure the data source filters to filter the county and city list values.

5. Add the dependent location fields to the appropriate layouts in the layout sets. 6. Add the layout sets to the appropriate time entry profiles.


The following table illustrates how to set up the attribute dependencies to filter the data source for each of the location dependent fields.

Dependent Field

Filter Bind Variable

Variable Input Attribute

Available Values for Dependent Field

State None None All values in the State data source

County pCodeLevel1 State All counties in the selected State

City (step 1) pCodeLevel1 State

City (step 2) pCodeLevel2 County All cities in the selected County in the selected State

• The context availability value that you select when creating the dependent field determines your options for placing the field on the matrix or details dialog boxes in time card layouts:

o Available globally, for all independent time attribute values: Dependent time card field is configurable in the Time Card Matrix and details dialog boxes even if the independent attribute is not displayed in the Time Card Matrix.

o Available only for specific independent time attribute values: Dependent time card field is configurable only in the details dialog boxes and only if the independent time attributes is available in the Time Card Matrix.

• Add the location dependent time card fields to the layouts in the proper sequence to ensure that time reporters enter the attribute filter values in proper succession: State, County, and then City.

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Configuring Location Dependent Fields in the Row-Level Details on the Layout Set

Location Fields in the Additional Attributes Dialog Box on a Time Card

KEY RESOURCES

For more information about schedules, go to Applications Help for the following topic:

• Configuring Time Card Fields for US Location Overrides: Procedure


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TRANSACTIONAL BUSINESS INTELLIGENCE

Oracle Transactional Business Intelligence (OTBI) is a real time, self-service reporting solution offered to all Oracle Fusion application users to create ad hoc reports and analyze them for daily decision-making. OTBI provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and worker benefits.

LINE MANAGER ACCESS TO PII AND OTHER SENSITIVE INFORMATION

Access to person personally identifiable information (PII) and other sensitive information is now restricted to the Human Resource Analyst role only. Line Managers no longer have access to information in the following folders in the Person subject area:

• Person Driver License • Person Address • Person Delivery Methods • Person Contact Relationship • Person Email Addresses • Person National Identifiers • Person Passport Details • Person Phones • Person Work Permit

STEPS TO ENABLE



MATRIX MANAGER HIERARCHY

Oracle Transactional Business Intelligence has been enhanced to report on the matrix manager hierarchy. Worker assignments in Oracle Fusion can have other managers, such as one or more project managers, in addition to their line manager. However, there can be only one line manager for a worker.

The newly added Matrix Manager dimension allows reporting on various manager hierarchies.

STEPS TO ENABLE



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UNSECURED ASSIGNMENT MANAGER HIERARCHY

A new dimension has been added to all subject areas except Talent Review Meeting Real Time that represents the line manager hierarchy. This dimension doesn't impose the logged in user security that is present in the existing Assignment Manager. In the existing Assignment Manager dimension, the first level of manager name is initialized to the logged-in user, however, in the unsecured dimension, all the managers within the security profile of the logged-in user are displayed. This enhancement allows the HR Analyst to create and test the report using the unsecured hierarchy and then replace it with the secured hierarchy before delivering the report to the line managers.

STEPS TO ENABLE



WORKFORCE MANAGEMENT - CHECKLIST REAL TIME

Increase efficiency by reporting on the new checklist tasks for workers and other task performers. You can report on both automated and manually allocated tasks with this new subject area.

STEPS TO ENABLE



TIME AND LABOR SUBJECT AREAS

Two new subject areas are available for Time and Labor. These subject areas enable you to report on timecards that are created, submitted, and approved. You can also report on historical data related to timecards. The new subject areas are:

• Workforce Management – Reported Time Cards Real Time • Workforce Management – Processed Time Cards Real Time

STEPS TO ENABLE



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CURRENCY CONVERSION IN WORKFORCE COMPENSATION

You can now report on compensation metrics using the currency preferred by the user. The compensation subject areas have been enhanced with a new folder containing the respective metrics in the user’s preferred currency. The folder name is Amounts in User Preferred Currency, and has been added to the following subject areas:

• Compensation – Salary Details Real Time • Compensation – Salary History Details Real Time • Compensation – Workforce Compensation Budgets Real Time • Compensation – Workforce Compensation Real Time

STEPS TO ENABLE



METRICS IN WORKFORCE COMPENSATION

The Compensation Budgets Real Time subject area now includes these metrics:

• Number of Direct Reportees: Count of direct reports. • Overall Budget Percentage: The logic to compute this metric is (Overall Budget Amount /

Total Eligible Salaries).

The Workforce Compensation Real Time subject area now includes these metrics:

• Workers with Compensation: Number of workers with a compensation amount. • Average Allocation Percentage: Average of the compensation allocation. The logic to

compute this metrics is (Compensation Amount / Eligible Salary) / Workers with Compensation.

STEPS TO ENABLE



PERSONAL PAYMENT DETAILS REAL TIME SUBJECT AREA

A new subject area called Personal Payment Method Details - Real Time is available to create reports and analyze personal payment method details of employees. You can now view employee bank details using this subject area regardless of whether payroll is being processed.

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STEPS TO ENABLE



ELEMENT ENTRIES SUBJECT AREA ENHANCEMENTS

The following dimensions now include additional attributes that are available in the Element Entries Real - Time subject area.

Dimension Additional Attributes Element Allow Multiple Entries

Automatic Entry Employment Level Process in Payroll Run Processing Type

Input Value Display Input Value Input Value Effective Start Date Input Value Effective End Date

Worker Payroll Overtime Period Time Card Required

STEPS TO ENABLE



VACATION BALANCE REPORTING

The Accruals - Real Time subject area now includes a metric for Vacation Balance.

STEPS TO ENABLE



VACANCY REAL TIME SUBJECT AREA

The Vacancy Real Time subject area has been enhanced to include the Position dimension.

STEPS TO ENABLE



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EXPECTED RETURN DATE – ABSENCE SUBJECT AREA

We have now enhanced the worker absence details by including the Expected Return Date attribute. This shows the date on which the worker would return after the absence period.

STEPS TO ENABLE



ENHANCED WORKER DIMENSION

The Worker dimension has been enhanced to include additional attributes that can be used in reporting on worker data. The new attributes include:

• Bargaining Unit • Enterprise Seniority Date • Marital Status • Person Display Name • Primary National Identifier Number • Union Flag

STEPS TO ENABLE



ENHANCED JOB DIMENSION

The Job dimension has been enhanced with two additional attributes:

• Valid Grades: Provides list of grade(s) associated to a job. • Progression Job: Displays the list of job(s) that are a probable progression from the current

job.

STEPS TO ENABLE



ATTRIBUTE IN WORKER ABSENCE DETAILS – REAL TIME SUBJECT AREA

The Worker Absence Details – Real Time subject area now includes the Expected return date attribute. This attribute provides the date on which the worker will return after the absence period.

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STEPS TO ENABLE



ACTION TYPE – BENEFITS ACTION ITEMS SUBJECT AREA

The Benefits Action Items - Real Time subject area now includes the Action Type dimension. This dimension provides information on action types, their current status, due date, and the completion dates for the participants while enrolling in a benefit or designating coverage for a dependent or beneficiary.

STEPS TO ENABLE



ORACLE BI MAD

Oracle Business Intelligence Mobile Application Designer (Oracle BI MAD) is a tool for designing purposeful applications for mobile phones and tablets. The applications that you create with BI Mobile Application Designer are platform independent. Applications run in HTML5 on any modern browser on your mobile device. No client install is required.

STEPS TO ENABLE



HCM CLOUD MOBILE - VIEW YOUR ANALYTICS

You can view your KPI watchlist as well as drill into the reports that make up a specific KPI. You can tag reports as favorite reports and also view your most recent reports.

You can also browse your BI Catalog in the Fusion HCM Cloud directly from your mobile device.

STEPS TO ENABLE

To enable this feature, refer to the Oracle Tap for HCM Cloud: Configuring KPIs for Oracle Tap (Doc ID 1586159.1).

KEY RESOURCES



https://mosemp.us.oracle.com/epmos/main/downloadattachmentprocessor?attachid=1586159.1%3A456&docType=REFERENCE&action=download

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SAMPLE REPORTS

You can leverage 18 new sample HCM reports in Oracle Transactional Business Intelligence. The new sample reports are related to Core HR, Compensation, Talent Management, Absence Management, and Performance Management.

The following table lists the new sample reports.

Analysis Name Drill

Down Drill Down Analysis

Headcount by Employee Category and Person Type

Y Headcount by Employee Category and Person Type Details

Workforce Events Y Workforce Events by Quarters

Workforce Events Y Workforce Events by Months

Workforce Events Y Workforce Events Details

Team Diversity N

Absence Overview Y Absence Overview Details

Absence Trend Y Absence Trend by Quarters

Absence Trend Y Absence Trend by Months

Absence Trend Y Absence Trend Details

% of Workers Aligned with Organization Goals Y Organization Goals Alignment Worker Details

Performance Document Status Y Performance Document Status Details

Terminations Overview Y Termination Details

Performance Calibration Y Performance Calibration Worker Details

Talent Performance by Potential Matrix Y Talent Performance by Potential Matrix Details

Compensation Allocation by Managers Y Compensation Allocation Worker Details

Compensation Target to Actual Y Compensation Target to Actual Worker Details

Pay for Performance Y Pay for Performance Worker Details

Salary Outliers Y Salary Outliers Worker Details

Salary Quartile Y Salary Quartile Details

Workers Without Salary Adjustment Y Workers Without Salary Adjustment Details

Salary Change Percent Trend Y Salary Change Percent Trend Details

Workers Detailed Report N

STEPS TO ENABLE



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WORKFORCE MODELING

Oracle Fusion Workforce Modeling provides an integrated solution supporting Oracle Fusion Global Human Resources and provides an easy to use, drag and drop interface that allows you to create reorganization proposals and assess their impact before they are even sent for approval. The intuitive interface and integration with Oracle Fusion Global Human Resources ensure that changes are accurately reflected and validated in the transactional system.

VIEW EMPTY POSITIONS IN THE HIERARCHY

View associated positions in the hierarchy in Workforce Modeling using the Group By position feature.

Group By Options

Allow vacant positions to display in the hierarchy by recording positions against vacancies.

Recording Vacancies

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STEPS TO ENABLE



ADD VALUES AUTOMATICALLY USING POSITION DEFAULTING

Optionally you can use automatic defaulting to add additional attributes from the position, such as Job, Department and Location.

STEPS TO ENABLE



STREAMLINE MASS TERMINATIONS

Streamline your mass termination process with Workforce Modeling. You can model worker terminations and view the impact immediately. When the termination model is finally approved, Fusion HCM applies the terminations using the model effective date.

Terminating Workers in Workforce Modeling

Any workers you terminate will display in grey, giving you a quick visual indication of your planned terminations.

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Capture Salary Details in Workforce Modeling

STEPS TO ENABLE



SECURED SALARY ENTRY

Enter salary details in existing salary records if the:

• Worker salary basis does not use payroll rates • Worker assignment doesn’t have a grade ladder • Action code is Promote or Transfer • Salary basis doesn’t use components

Capture Salary Change

STEPS TO ENABLE



. 207

WORKFORCE REPUTATION MANAGEMENT

Oracle Fusion Workforce Reputation Management harnesses social networks to help organizations discover, mobilize and retain talent. This functionality provides insight into workers' social reputation and influence while also monitoring workers' social media usage compliance and mitigating social media risk.

SIMPLIFIED USER INTERFACE

A simplified user interface is now available supporting both line managers and employees. Line managers can now view details about team members.

Line Manger and Employee Reputation View

Line manager capabilities supported in the simplified user-interface include:

• Dashboard view of Team Social Reputation • Team Reputation List, Analytic, and Outlier Report Views • Team Compliance List, Analytic, and Outlier Report Views • Employee Detail Reputation Score View • Employee Detail Social Roles View • Employee Detail Compliance View • Reputation Profile Search

Also new in this release is the ability for employees to access their reputation scores, social roles, and other details about their social reputation. In addition employees have mentorship capability available to support their needs for increasing their social networking influence.

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My Reputation View

Employee capabilities supported in the simplified user-interface include:

• Dashboard Views of Social Reputation Profile, Social Connections Graph, Mentorship, and News and Notifications

• Reputation Score Details • Social Roles Details

STEPS TO ENABLE



EMPLOYEE ACCESS TO REPUTATION SCORES AND SOCIAL ROLES

Employees can now access their reputation scores which were only available to managers in previous releases. They also have access to a new view of their social roles which is also based on their online social behaviors. Social roles complement reputation scores allowing workers and managers multiple views of a person’s online social reputation. An employee can attain the following social roles: Ambassador, Communicator, Expert, Innovator, Leader, Knowledge Broker, and Team Player. Employees are presented with information about the role they socially represent and how it relates to their social networking behaviors.

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My Social Roles View

Both views, reputation scores and social roles, support actionable feedback, to facilitate improvement in the areas.

STEPS TO ENABLE



EMPLOYEE MENTORSHIP

Employees can now request mentors and identify themselves as mentors to complement their social networking behavior. As part of their social reputation profile employees can identify themselves as mentors, making themselves and their social reputation profile available to co-workers for mentorship. This feature also enables managers to suggest mentors for their team members.

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Employee Mentorship and Actions

STEPS TO ENABLE



REPUTATION PROFILE SEARCH

Line managers can now access more details about a person via the results of the reputation profile search. These details include a person’s talent profile (including skills, degrees, and certifications), reputation scores, and social connections. The search now also supports advanced search capability and provides greater flexibility in defining search criteria.

Reputation Profile Search

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STEPS TO ENABLE



CORPORATE SOCIAL MEDIA USAGE COMPLIANCE

Line managers and social media compliance officers now have a greater ability to view, track, and mediate social media-usage compliance within their team. New manager views of their team and employee compliance details give managers greater access to compliance results. In addition, managers now receive notifications when employees violate usage policies.

Manager View of Compliance Results

STEPS TO ENABLE



ORACLE SOCIAL NETWORK (OSN) INTEGRATION

Oracle Social Network (OSN) is a rich source from which to derive a person’s social reputation. This data is now being used as part of developing individual’s reputation scores and social roles.

STEPS TO ENABLE



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REVISION HISTORY

This document will continue to evolve as existing sections change and new information is added. All updates are logged below, with the most recent updates at the top.

Date What’s Changed Notes

9/23/2015 Oracle Fusion Compensation: Convert Worker-Level Budget Amounts into Local Currency

Added new feature information delivered in Update 9.

9/23/2015 Oracle Fusion Human Capital Management for the United States: Employee Active Payroll Balance Report

Feature information delivered in Rel 10 base.

9/23/2015 Oracle Fusion Human Capital Management for the United States: PA Act 32 Calculation Enhancements


8/27/2015 Oracle Fusion Global Payroll: Update User Defined Legislations


8/27/2015 Oracle Fusion Global Payroll: New Country Field for Personal Payment Methods to Support International Payments


8/27/2015 Oracle Fusion Global Payroll: Enhanced Support for Rate Definitions


8/27/2015 Oracle Fusion Global Payroll: Gross-to-Net Report Based on Process Date


8/27/2015 Oracle Fusion Global Payroll: Report Year-to-Date Summary


8/27/2015 Oracle Fusion Global Payroll: Report Payment and Nonpayment Balances


7/31/2015 Oracle HCM Common Features- HCM Data Loader: Import Local File


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7/31/2015 Oracle Fusion Human Capital Management for India: Nomination Information


7/31/2015 Oracle Fusion Human Capital Management for Australia: Trade Support Loan Support


7/31/2015 Oracle Tap (Mobile): Mobile- Language Support Enhancements


7/31/2015 Oracle Tap (Mobile): Mobile -Themes Added new feature information delivered in Update 8.

7/31/2015 Oracle Tap (Mobile): Mobile - Security Enhancements


7/31/2015 Oracle Tap (Mobile): HCM Cloud Mobile – Worker Detail and Public Profile


7/31/2015 Oracle Tap (Mobile): Mobile – Access Worker Social Wall


7/31/2015 Oracle Tap (Mobile): HCM Cloud Mobile – Organization Navigator


7/31/2015 Oracle Tap (Mobile): HCM Cloud Mobile – Schedule Absences


7/31/2015 Oracle Tap (Mobile): HCM Cloud Mobile – Update Biological Information


7/31/2015 Oracle Tap (Mobile): HCM Cloud Mobile – View Payslips


7/31/2015 Oracle Tap (Mobile): Mobile – Worklist and Notifications


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7/31/2015 Oracle Tap (Mobile): HCM Cloud Mobile - Manger Self-Service Transactions


7/31/2015 Oracle Tap (Mobile): HCM Cloud Mobile – View Your Analytics


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