Implementing HRMS - I

R11i, Implementing Oracle HRMS
Student Guide Volume 1
Course Code: 14805GC10 Edition: 1.0 November 2000 Part Number:M014066
Copyright Oracle Corporation, 2000. All rights reserved. This documentation contains proprietary information of Oracle Corporation. It is provided under a license agreement containing restrictions on use and disclosure and is also protected by copyright law. Reverse engineering of the software is prohibited. If this documentation is delivered to a U.S. Government Agency of the Department of Defense, then it is delivered with Restricted Rights and the following legend is applicable: Restricted Rights Legend Use, duplication or disclosure by the Government is subject to restrictions for commercial computer software and shall be deemed to be Restricted Rights software under Federal law, as set forth in subparagraph (c)(1)(ii) of DFARS 252.227-7013, Rights in Technical Data and Computer Software (October 1988). This material or any portion of it may not be copied in any form or by any means without the express prior written permission of the Education Products group of Oracle Corporation. Any other copying is a violation of copyright law and may result in civil and/or criminal penalties. If this documentation is delivered to a U.S. Government Agency not within the Department of Defense, then it is delivered with Restricted Rights, as defined in FAR 52.227-14, Rights in Data-General, including Alternate III (June 1987). The information in this document is subject to change without notice. If you find any problems in the documentation, please report them in writing to Worldwide Education Services, Oracle Corporation, 500 Oracle Parkway, Box SB-6, Redwood Shores, CA 94065. Oracle Corporation does not warrant that this document is error-free. Oracle and all references to Oracle Products are trademarks or registered trademarks of Oracle Corporation. All other products or company names are used for identification purposes only, and may be trademarks of their respective owners.
Author Allen Sparks, Jeanette Dunlap, Juliette Fleming, Richard Sharp, and John Cafolla Technical Contributors and Reviewers John Cafolla, Deneen Burrows, Deborah Clement, Christine Dover, Juliette Fleming, Noni Gonzalez, Kim Henry, John Hicks, Stephen Rose, Louise Raffo, and Mark Rowe
This book was published using:
Oracle Tutor
Table of Contents
Work Structures ....................................................................................................................1-1 Work Structures ...................................................................................................................1-2 Module Overview ................................................................................................................1-4 Module Units .......................................................................................................................1-5 Overview of Enterprise Work Structures.............................................................................1-6 Unit Objectives ....................................................................................................................1-7 Unit Overview .....................................................................................................................1-8 Identifying Different Enterprise Models..............................................................................1-9 Oracle HRMS An Information Model .................................................................................1-10 Oracle HRMS Information Model .......................................................................................1-11 Typical Types of Enterprise.................................................................................................1-12 Project Based Enterprise Characteristics .............................................................................1-13 Project Based Enterprise System Needs ..............................................................................1-14 Project Based Enterprise Solution .......................................................................................1-15 Rule Based Enterprise Characteristics .................................................................................1-16 Rule Based Enterprise System Needs ..................................................................................1-17 Rule Based Enterprise Solution ...........................................................................................1-18 Hybrid Enterprise Characteristics ........................................................................................1-19 Hybrid Enterprise Solution ..................................................................................................1-20 Polling Question ..................................................................................................................1-21 Answer.................................................................................................................................1-22 Polling Question ..................................................................................................................1-23 Answer.................................................................................................................................1-24 Understanding Work Structure Components .......................................................................1-25 Objective..............................................................................................................................1-26 Overview .............................................................................................................................1-27 Work Structures ...................................................................................................................1-28 Work Structures Representing the Employer.......................................................................1-29 Business Groups in Oracle HRMS ......................................................................................1-30 The Startup Business Group ................................................................................................1-31 Business Groups ..................................................................................................................1-32 One or Many Business Groups Reasons ..............................................................................1-33 One or Many Business Groups Oracle HRMS ....................................................................1-34 One or Many Business Groups Options...............................................................................1-35 Locations .............................................................................................................................1-37 Organizations.......................................................................................................................1-38 Work Structures Organization Hierarchies .........................................................................1-39 Locations .............................................................................................................................1-40 Jobs and Positions................................................................................................................1-41 Using Jobs or Positions........................................................................................................1-42 Additional Information for Jobs and Positions ....................................................................1-43 Jobs ......................................................................................................................................1-44 Job Key Flexfield.................................................................................................................1-45 Positions...............................................................................................................................1-46 Work Structures Positions and Organizations .....................................................................1-47 Position Hierarchies.............................................................................................................1-48 Position Key Flexfield .........................................................................................................1-49 Security Based on Work Structures .....................................................................................1-50 Grades..................................................................................................................................1-51 Work Structures Grades and Pay .........................................................................................1-52 Work Structures Grade Rates .............................................................................................1-53 Grade Steps and Progression Points ....................................................................................1-54
Copyright Oracle Corporation, 2000. All rights reserved.
R11i, Implementing Oracle HRMS Table of Contents i
Pay Scales ............................................................................................................................1-55 Grade Key Flexfield ............................................................................................................1-56 Payroll Groups for HR Users...............................................................................................1-57 People Groups......................................................................................................................1-58 People Group Key Flexfield ................................................................................................1-59 Polling Question ..................................................................................................................1-60 Answer.................................................................................................................................1-61 Polling Question ..................................................................................................................1-62 Answer.................................................................................................................................1-63 Polling Question ..................................................................................................................1-64 Answer.................................................................................................................................1-65 Unit Summary......................................................................................................................1-66 Defining Common Data.......................................................................................................1-67 Unit Objectives ....................................................................................................................1-68 Unit Overview .....................................................................................................................1-69 Flexfields in Oracle HRMS .................................................................................................1-70 Overview .............................................................................................................................1-71 Key Flexfields in Oracle HRMS..........................................................................................1-72 Standard Features.................................................................................................................1-73 A Key Flexfield ...................................................................................................................1-74 Cost Allocation and Flexfield Qualifiers .............................................................................1-75 Soft-Coded Legislation Key Flexfield .................................................................................1-76 Bank Details Key Flexfield..................................................................................................1-77 Steps for Defining a Key Flexfield ......................................................................................1-78 Instructor Demonstration 1-a ...............................................................................................1-79 Practice 1-a ..........................................................................................................................1-80 Practice 1-a Navigation Path................................................................................................1-81 Instructor Demonstration 1-b...............................................................................................1-82 Practice 1-b ..........................................................................................................................1-83 Practice 1-b Navigation Path ...............................................................................................1-84 Defining Descriptive Flexfields...........................................................................................1-85 Objectives ............................................................................................................................1-86 Descriptive Flexfields in Oracle HRMS ..............................................................................1-87 Standard Features.................................................................................................................1-88 A Descriptive Flexfield........................................................................................................1-89 Descriptive Flexfields in Several Windows.........................................................................1-90 Descriptive Flexfields and Business Groups .......................................................................1-91 Descriptive Flexfields With Predefined Data ......................................................................1-92 Protected Descriptive Flexfields ..........................................................................................1-93 Context Sensitive Descriptive Flexfields.............................................................................1-94 Steps for Defining a Descriptive Flexfield ..........................................................................1-95 Practice 2-a Key and Descriptive Flexfields Overview ......................................................1-96 Extra Information Types in Oracle HRMS ..........................................................................1-97 Objectives ............................................................................................................................1-98 Overview .............................................................................................................................1-99 Standard Features.................................................................................................................1-101 Extra Information Type Descriptive Flexfields ...................................................................1-102 Using Extra Information or Special Information for People................................................1-103 Security................................................................................................................................1-104 Steps for Registering Extra Information Types ...................................................................1-105 Practice 3-a Extra Information Types .................................................................................1-106 Defining Lookups and Values .............................................................................................1-107 Objectives ............................................................................................................................1-108 Overview .............................................................................................................................1-109 User Access Levels..............................................................................................................1-110 Polling Question ..................................................................................................................1-111 Answer.................................................................................................................................1-112
R11i, Implementing Oracle HRMS Table of Contents ii
Instructor Demonstration 4-a ...............................................................................................1-113 Practice 4-a ..........................................................................................................................1-114 Practice 4-a Navigation Path................................................................................................1-115 Managing Currencies and Exchange Rates..........................................................................1-116 Objectives ............................................................................................................................1-117 Overview .............................................................................................................................1-118 Typical Requirements ..........................................................................................................1-119 Enabling Currencies in Oracle HRMS.................................................................................1-120 Exchange Rates in Oracle HRMS........................................................................................1-121 Exchange Rate Variations....................................................................................................1-122 Steps to Enable Currencies ..................................................................................................1-123 Currency Precision...............................................................................................................1-124 Exchange Rates....................................................................................................................1-125 Instructor Demonstration 5-a ...............................................................................................1-126 Practice 5-a ..........................................................................................................................1-127 Practice 5-a Navigation Path................................................................................................1-128 Work Structures - Case Study..............................................................................................1-129 Unit Summary......................................................................................................................1-130 Setting up Business Groups, Locations, and Organizations.................................................1-131 Unit Objectives ....................................................................................................................1-132 Unit Overview .....................................................................................................................1-133 Creating a Business Group ..................................................................................................1-134 Representing Your Enterprise..............................................................................................1-135 The Business Group.............................................................................................................1-136 Sharing Information.............................................................................................................1-137 In Release 11i.2 ...................................................................................................................1-138 Initial Tasks .........................................................................................................................1-139 Information Associated with a Business Group...................................................................1-140 Standard Information ...........................................................................................................1-141 Standard Information (U.S. only) ........................................................................................1-142 Employee and Applicant Numbers ......................................................................................1-143 Polling Question ..................................................................................................................1-144 Answer.................................................................................................................................1-145 Instructor Demonstration 2-a ...............................................................................................1-146 Practice 2-a ..........................................................................................................................1-147 Practice 2-a Navigation Path................................................................................................1-148 Instructor Demonstration 2-b...............................................................................................1-149 Practice 2-b ..........................................................................................................................1-150 Practice 2-b Navigation Path ...............................................................................................1-151 Creating Locations...............................................................................................................1-152 Overview .............................................................................................................................1-153 Address Validation for US and Canada ...............................................................................1-154 Closing Down a Location ....................................................................................................1-155 Instructor Demonstration 3-a ...............................................................................................1-156 Practice 3-a ..........................................................................................................................1-157 Practice 3-a Navigation Path................................................................................................1-158 Creating Organizations ........................................................................................................1-159 Overview .............................................................................................................................1-160 Organization Overview........................................................................................................1-161 Organization Classifications ................................................................................................1-162 Standard HRMS Classifications ..........................................................................................1-163 Additional Organization Information ..................................................................................1-164 Instructor Demonstration 4-a ...............................................................................................1-165 Practice 4-a ..........................................................................................................................1-166 Practice 4-a Navigation Path................................................................................................1-167 End Dates on Organizations ................................................................................................1-168 Deleting Organizations ........................................................................................................1-169
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Creating Organization Hierarchies ......................................................................................1-170 Polling Question ..................................................................................................................1-171 Answer.................................................................................................................................1-172 Instructor Demonstration 4-b...............................................................................................1-173 Practice 4-b ..........................................................................................................................1-174 Practice 4-b Navigation Path ...............................................................................................1-175 Instructor Demonstration 4-c ...............................................................................................1-176 Practice 4-c ..........................................................................................................................1-177 Practice 4-c Navigation Path................................................................................................1-178 Application Data Exchange (ADE) .....................................................................................1-179 Three Modes of Working with ADE ...................................................................................1-180 ADE in Applications Mode .................................................................................................1-181 Using ADE ..........................................................................................................................1-182 ADE Security.......................................................................................................................1-183 ADE Styles and Views ........................................................................................................1-184 Unit Summary......................................................................................................................1-185 Representing Financial Reporting Structures ......................................................................1-186 Overview .............................................................................................................................1-187 Objectives ............................................................................................................................1-188 Parallel Reporting Structures HR and GL............................................................................1-189 Parallel Reporting Structures Similar but Not the Same......................................................1-190 Integration Its okay to be different!....................................................................................1-191 Integration Understanding the Other Side ...........................................................................1-192 Cost Allocation Key Flexfield .............................................................................................1-193 Multi-Orgs and Business Groups Similar but Not the Same ..............................................1-194 Multi-Company and Multi-National Mapping Options .......................................................1-196 Mapping Options .................................................................................................................1-197 Costing Considerations ........................................................................................................1-198 Instructor Demonstration .....................................................................................................1-199 Unit Summary......................................................................................................................1-200 Representing Legal and Government Reporting Structures (U.S.) ......................................1-201 Objectives ............................................................................................................................1-202 Overview .............................................................................................................................1-203 Identifying GREs................................................................................................................1-204 One Company - One Employer - One GRE.........................................................................1-205 Many Employers - Many GREs...........................................................................................1-206 Multi-Establishment Hierarchies .........................................................................................1-207 Headquarters Hierarchy for Multi-Establishment Companies .............................................1-209 Headquarters for Multi-Establishment Companies..............................................................1-210 Defining Organization Information for Government Mandated Reporting .........................1-211 Lesson Objectives................................................................................................................1-212 Overview .............................................................................................................................1-213 Mandated Government Reports ...........................................................................................1-214 Reporting Categories and Statuses.......................................................................................1-215 Classifying Organizations as GREs .....................................................................................1-216 Classifying Organizations as Reporting Establishments......................................................1-217 Overriding Establishment Hierarchies.................................................................................1-218 Classifying an Organization as the Corporate Headquarters ...............................................1-219 Setting Up Non-AAP Establishment Hierarchies ................................................................1-220 AAP Reporting ....................................................................................................................1-221 AAP Establishment Hierarchies ..........................................................................................1-222 EEO-1 Reporting Checklist .................................................................................................1-223 AAP Reporting Checklist ....................................................................................................1-224 VETS-100 Reporting Checklist ...........................................................................................1-225 ADA Reporting....................................................................................................................1-226 ADA Requests for Accommodation ...................................................................................1-227 OSHA Recording Information.............................................................................................1-228
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Instructor Demonstration 2-a ...............................................................................................1-229 Practice 2-a ..........................................................................................................................1-230 Practice 2-a Navigation Path................................................................................................1-231 Summary..............................................................................................................................1-232 Unit Summary......................................................................................................................1-233 Representing Grades and their Relationship to Pay.............................................................1-234 Objectives ............................................................................................................................1-235 Overview .............................................................................................................................1-236 Grades..................................................................................................................................1-237 Grade Key Flexfield ............................................................................................................1-238 Grade Key Flexfield Structure Simple or Complex.............................................................1-239 Grade Key Flexfield Checklist ............................................................................................1-240 Instructor Demonstration 1-a ...............................................................................................1-241 Practice 1-a ..........................................................................................................................1-242 Practice 1-a Navigation Path................................................................................................1-243 Instructor Demonstration 1-b...............................................................................................1-244 Practice 1-b ..........................................................................................................................1-245 Practice 1-b Navigation Path ...............................................................................................1-246 Defining Grade Rates and Pay Scales..................................................................................1-247 Grades and Pay Direct or Indirect........................................................................................1-248 Grade Rates..........................................................................................................................1-249 Instructor Demonstration 2-a ...............................................................................................1-250 Practice 2-a ..........................................................................................................................1-251 Practice 2-a Navigation Path................................................................................................1-252 Pay Scales ............................................................................................................................1-253 Pay Scale Characteristics .....................................................................................................1-254 Pay Scales ............................................................................................................................1-255 Pay Scale Checklist..............................................................................................................1-256 Polling Question ..................................................................................................................1-257 Answer.................................................................................................................................1-258 Instructor Demonstration 2-b...............................................................................................1-259 Practice 2-b ..........................................................................................................................1-260 Practice 2-b Navigation Path ...............................................................................................1-261 Unit Summary......................................................................................................................1-262 Representing Jobs and Positions..........................................................................................1-263 Objectives ............................................................................................................................1-264 Overview .............................................................................................................................1-265 Jobs and Positions................................................................................................................1-266 Using Jobs or Positions........................................................................................................1-267 Additional Information for Jobs and Positions ....................................................................1-268 Jobs ......................................................................................................................................1-269 Job Key Flexfield.................................................................................................................1-270 Job Key Flexfield Checklist.................................................................................................1-271 Job Key Flexfield Structure Simple or Complex .................................................................1-272 Instructor Demonstration 1-a ...............................................................................................1-273 Practice 1-a ..........................................................................................................................1-274 Practice 1-a Navigation Path................................................................................................1-275 Practice 1-a Flexfield Details...............................................................................................1-276 Instructor Demonstration 1-b...............................................................................................1-278 Practice 1-b ..........................................................................................................................1-279 Practice 1-b Navigation Path ...............................................................................................1-280 Practice 1-b Job Details .......................................................................................................1-281 Positions...............................................................................................................................1-282 Position Key Flexfield .........................................................................................................1-284 Key Flexfield Structure........................................................................................................1-286 Polling Question ..................................................................................................................1-288 Answer.................................................................................................................................1-289
R11i, Implementing Oracle HRMS Table of Contents v
Instructor Demonstration 1-c ...............................................................................................1-290 Practice 1-c ..........................................................................................................................1-291 Practice 1-c Navigation Path................................................................................................1-292 Practice 1-c Flexfield Details...............................................................................................1-293 Instructor Demonstration 1-d...............................................................................................1-295 Practice 1-d ..........................................................................................................................1-296 Practice 1-d Navigation Path ...............................................................................................1-297 Practice 1-d Position Details................................................................................................1-298 Position Hiring Status ..........................................................................................................1-299 Position Hierarchies.............................................................................................................1-300 Position Hierarchy - Example..............................................................................................1-301 Defining and Changing Position Hierarchies.......................................................................1-302 Hierarchy Diagrammers.......................................................................................................1-303 Additional Information for Jobs and Positions ....................................................................1-304 Work Choices ......................................................................................................................1-305 Changing Job and Position Definitions................................................................................1-306 Changing Definitions...........................................................................................................1-307 Changing Details .................................................................................................................1-308 Mass Move Updates ............................................................................................................1-309 Objectives ............................................................................................................................1-310 Overview .............................................................................................................................1-311 Reorganization.....................................................................................................................1-312 Moving Assignments ...........................................................................................................1-313 Considerations Before a Mass Move ...................................................................................1-314 Polling Question ..................................................................................................................1-316 Unit Summary......................................................................................................................1-318 Setting Up Workers Compensation (U.S.)...........................................................................1-319 Objectives ............................................................................................................................1-320 Overview .............................................................................................................................1-321 WC Insurers.........................................................................................................................1-322 WC Codes and Rates ...........................................................................................................1-323 Workers Compensation Liability........................................................................................1-324 Additional Elements/Modifications Required .....................................................................1-325 Polling Question ..................................................................................................................1-326 Answer.................................................................................................................................1-327 Instructor Demonstration 1-a ...............................................................................................1-328 Practice 1-a ..........................................................................................................................1-329 Practice 1-a Navigation Path................................................................................................1-330 Summary..............................................................................................................................1-331 Modeling the Employment Relationship..............................................................................2-1 Modeling the Employment Relationship .............................................................................2-2 Overview .............................................................................................................................2-3 Module Units .......................................................................................................................2-4 Modelling the Employment Relationship ............................................................................2-5 Objectives ............................................................................................................................2-6 Overview .............................................................................................................................2-7 Managing the Employment Relationship.............................................................................2-8 Overview .............................................................................................................................2-9 Integrated Business Processes for HR Management............................................................2-10 Person Types........................................................................................................................2-11 Identifying Employees.........................................................................................................2-12 Entering and Changing Personal Information......................................................................2-13 Addresses for Employees.....................................................................................................2-15 Tracking Peoples Roles and Activities ................................................................................2-16 Employment Relationship and Work Related Information..................................................2-17 Employee Assignment .........................................................................................................2-18
R11i, Implementing Oracle HRMS Table of Contents vi
Assignments in Oracle HRMS.............................................................................................2-19 Employees and Assignments ...............................................................................................2-20 Single Assignments in Oracle HRMS..................................................................................2-21 Periods of Service and Multiple Assignments .....................................................................2-22 Tracking Changes to an Assignment ...................................................................................2-24 Assignment Statuses ............................................................................................................2-25 Polling Question ..................................................................................................................2-26 Answer.................................................................................................................................2-27 Ending Assignments ............................................................................................................2-28 Polling Question ..................................................................................................................2-29 Answer.................................................................................................................................2-30 Terminating Employees.......................................................................................................2-31 Displaying Personal Information .........................................................................................2-32 Employee Development.......................................................................................................2-33 Polling Question ..................................................................................................................2-35 Summary..............................................................................................................................2-36 Representing the Workforce ................................................................................................2-37 Objectives ............................................................................................................................2-38 Overview .............................................................................................................................2-40 Defining Person Types.........................................................................................................2-41 Overview .............................................................................................................................2-42 System and User Person Types............................................................................................2-43 Predefined System and User Person Types..........................................................................2-45 User Person Types for Benefits ...........................................................................................2-46 Benefits User Person Types.................................................................................................2-47 Polling Question ..................................................................................................................2-48 Answer.................................................................................................................................2-49 Instructor Demonstration 1-a ...............................................................................................2-50 Practice 1-a ..........................................................................................................................2-51 Practice 1-a Navigation Path...............................................................................................2-52 Summary..............................................................................................................................2-53 Defining Collective Agreements, Bargaining Units and Contracts .....................................2-54 Overview .............................................................................................................................2-55 Bargaining Units..................................................................................................................2-56 Instructor Demonstration 2-a ...............................................................................................2-57 Practice 2-a ..........................................................................................................................2-58 Practice 2-a Navigation Path...............................................................................................2-59 Collective Agreements.........................................................................................................2-60 Defining Collective Agreements..........................................................................................2-61 Instructor Demonstration 2-b...............................................................................................2-62 Practice 2-b ..........................................................................................................................2-63 Practice 2-b Navigation Path ...............................................................................................2-64 Instructor Demonstration 2-c ...............................................................................................2-65 Practice 2-c ..........................................................................................................................2-66 Practice 2-c Navigation Path...............................................................................................2-67 Contracts..............................................................................................................................2-68 Contract Statuses .................................................................................................................2-70 Generating and Printing Contracts.......................................................................................2-71 Polling Question ..................................................................................................................2-72 Answer.................................................................................................................................2-73 Instructor Demonstration 2-d...............................................................................................2-74 Instructor Demo 2-d Navigation Path .................................................................................2-75 Summary..............................................................................................................................2-76 Defining Employee Assignment Statuses ............................................................................2-77 Overview .............................................................................................................................2-78 Assignment Statuses ............................................................................................................2-79 Primary Assignment Statuses ..............................................................................................2-80
R11i, Implementing Oracle HRMS Table of Contents vii
Secondary Assignment Statuses ..........................................................................................2-82 Polling Question ..................................................................................................................2-84 Answer.................................................................................................................................2-85 Instructor Demonstration 3-a ...............................................................................................2-86 Practice 3-a ..........................................................................................................................2-87 Practice 3-a Navigation Path...............................................................................................2-88 Summary..............................................................................................................................2-89 Defining the People Group Flexfield ...................................................................................2-90 Overview .............................................................................................................................2-91 People Group Key Flexfield ................................................................................................2-92 System Definitions...............................................................................................................2-93 Making People Group Segments Required..........................................................................2-94 Polling Question ..................................................................................................................2-95 Answer.................................................................................................................................2-96 Polling Question ..................................................................................................................2-97 Instructor Demonstration 4-a ...............................................................................................2-98 Practice 4-a ..........................................................................................................................2-99 Practice 4-a Navigation Path...............................................................................................2-100 Summary..............................................................................................................................2-101 Managing Employment Information....................................................................................2-102 Objectives ............................................................................................................................2-103 Overview .............................................................................................................................2-104 Entering Employment Information ......................................................................................2-105 Overview .............................................................................................................................2-106 Entering Personal Information for a New Person ................................................................2-107 Changing Assignment Information......................................................................................2-112 Multiple Assignments for an Employee ..............................................................................2-115 Polling Question ..................................................................................................................2-116 Answer.................................................................................................................................2-117 Instructor Demonstration 1-c ...............................................................................................2-118 Practice 1-c Navigation Path...............................................................................................2-119 Changing a Secondary Assignment into the Primary Assignment ......................................2-120 Instructor Demonstration 1-d...............................................................................................2-122 Practice 1-d Navigation Path ...............................................................................................2-123 Summary..............................................................................................................................2-124 Terminating and Rehiring an Employee ..............................................................................2-125 Objectives ............................................................................................................................2-126 Overview .............................................................................................................................2-127 Terminating Employment and Rehiring ..............................................................................2-128 Overview .............................................................................................................................2-129 Termination Dates ...............................................................................................................2-132 Polling Question ..................................................................................................................2-133 Answer.................................................................................................................................2-134 Instructor Demonstration 1-a ...............................................................................................2-135 Practice 1-a ..........................................................................................................................2-136 Practice 1-a Navigation Path...............................................................................................2-137 Terminating a Single Assignment........................................................................................2-138 Instructor Demonstration 1-b...............................................................................................2-139 Practice 1-b Navigation Path ..............................................................................................2-140 Cancel Termination Or Rehire.............................................................................................2-141 Cancel Termination .............................................................................................................2-142 Rehire...................................................................................................................................2-143 Instructor Demonstration 1-c ...............................................................................................2-144 Practice 1-c Navigation Path...............................................................................................2-145 Instructor Demonstration 1-d...............................................................................................2-146 Practice 1-d ..........................................................................................................................2-147 Practice 1-d Navigation Path ...............................................................................................2-148
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Summary..............................................................................................................................2-149 Introduction to Total Compensation in Oracle HRMS ......................................................3-1 Introduction to Total Compensation in Oracle HRMS ........................................................3-2 Overview .............................................................................................................................3-3 Unit in Module.....................................................................................................................3-4 Total Compensation Framework..........................................................................................3-5 Objectives ............................................................................................................................3-6 Overview .............................................................................................................................3-7 Overview of Total Compensation........................................................................................3-8 Objectives ............................................................................................................................3-9 Total Compensation.............................................................................................................3-10 The Oracle HRMS Solution Total Compensation Framework ...........................................3-11 Total Compensation Framework in Oracle HRMS..............................................................3-12 Specific Business Functions Not Just the Framework .........................................................3-13 Total Compensation Framework Attract - Retain - Motivate ..............................................3-14 Total Compensation and Benefits Common Business Needs ..............................................3-15 Total Compensation and Benefits Common Business Needs .............................................3-16 Typical Earnings and Benefits Types ..................................................................................3-17 Typical Types ......................................................................................................................3-18 End-to-End Solutions Highly Configurable.........................................................................3-19 Three Levels of Functionality Basic, Standard or Advanced...............................................3-21 Basic Benefits Basic Information .......................................................................................3-22 Standard Benefits More Complex Plans, Rules and Admin ...............................................3-23 Advanced Benefits Life-Event Management and Flex Plans..............................................3-24 Administer, Calculate, Pay Payroll Processing....................................................................3-25 Payroll Gross to Net.............................................................................................................3-26 Oracle Payroll Processes......................................................................................................3-27 Oracle Payroll Prepayments and Payments .........................................................................3-28 Full Integration ....................................................................................................................3-29 Time Management ...............................................................................................................3-30 Time Capture .......................................................................................................................3-31 Projects ................................................................................................................................3-32 Oracle Payroll What About Adjustments?...........................................................................3-33 Benefits Management ..........................................................................................................3-34 Benefits Management Plan Design......................................................................................3-35 Plan Types Supported ..........................................................................................................3-36 Benefits Management Participation Management ...............................................................3-37 Benefits Enrollment Management .......................................................................................3-38 Benefits Contribution Management.....................................................................................3-39 Benefits Distribution Management ......................................................................................3-40 Benefits Reusable Eligibility Profiles..................................................................................3-41 Advanced Benefits Life-Event Management.......................................................................3-42 Processes Supported in Oracle HR ......................................................................................3-43 Processes Supported in Oracle HR (US) .............................................................................3-44 Additional Concepts in Advanced Benefits .........................................................................3-45 Life Event Management.......................................................................................................3-46 Life Event Management Processes ......................................................................................3-47 Eligibility Management Processes......................................................................................3-48 Enrollment Cycle Automation Processes.............................................................................3-49 Summary..............................................................................................................................3-50 Elements in Oracle HRMS ..................................................................................................3-51 Objectives ............................................................................................................................3-52 Earnings, Deductions & Benefits.........................................................................................3-53 Elements in Oracle HRMS The Building Blocks ................................................................3-54 How it works Define Elements ...........................................................................................3-55 Defining Elements Key Attributes.......................................................................................3-56
R11i, Implementing Oracle HRMS Table of Contents ix
Recurring and Nonrecurring Types of Element ...................................................................3-57 Element Links......................................................................................................................3-58 Element Links Basic Eligibility Rules For Elements...........................................................3-59 How it works Define Links..................................................................................................3-60 Element Links Changes to Assignment ...............................................................................3-61 Element Entries....................................................................................................................3-62 How it works Enter Values..................................................................................................3-63 How it works Benefit Entries...............................................................................................3-64 Element Entries and Processing...........................................................................................3-65 How it works Payroll Processing........................................................................................3-66 Lesson Summary .................................................................................................................3-67 Examples of Elements .........................................................................................................3-68 Examples of Elements .........................................................................................................3-70 Predefined Elements ............................................................................................................3-71 Summary..............................................................................................................................3-72 Module Summary ................................................................................................................3-73 Total Compensation Elements Setup for Human Resources .............................................4-1 Total Compensation Elements Setup for Human Resources ..............................................4-2 Overview .............................................................................................................................4-3 Module Unit.........................................................................................................................4-4 Designing Elements .............................................................................................................4-5 Objectives ............................................................................................................................4-6 Designing Elements .............................................................................................................4-7 Understanding Element Classifications ...............................................................................4-12 Objectives ............................................................................................................................4-13 Overview .............................................................................................................................4-14 Element Classifications........................................................................................................4-15 Primary Classifications ........................................................................................................4-17 U.S. Primary Classifications................................................................................................4-18 Secondary Element Classifications......................................................................................4-19 Secondary Element Classifications Predefined....................................................................4-21 Secondary Element Classifications User-Defined ...............................................................4-22 Categories (U.S. and Canada)..............................................................................................4-23 Polling Question ..................................................................................................................4-24 Answer.................................................................................................................................4-25 Summary..............................................................................................................................4-26 Designing Elements .............................................................................................................4-27 Objective..............................................................................................................................4-28 Overview .............................................................................................................................4-29 Elements ..............................................................................................................................4-32 Three Methods Used To Create Elements ...........................................................................4-33 Predefined Elements Delivered with HR .............................................................................4-34 Three Steps to Set Up an Element .......................................................................................4-35 Processing Types .................................................................................................................4-36 Recurring Processing ...........................................................................................................4-37 Nonrecurring Processing......................................................................................................4-38 Comparing Recurring and Nonrecurring Processing Types ................................................4-39 Processing Options ..............................................................................................................4-40 Polling Question ..................................................................................................................4-41 Answer.................................................................................................................................4-42 Element Input Values ..........................................................................................................4-43 Input Values.........................................................................................................................4-44 Input Value Example ...........................................................................................................4-45 Pay Value.............................................................................................................................4-46 Instructor Demonstration 2-a ...............................................................................................4-47 Practice 2-a ..........................................................................................................................4-48
R11i, Implementing Oracle HRMS Table of Contents x
Practice 2-a Navigation Path................................................................................................4-49 Summary..............................................................................................................................4-50 Controlling Eligibility and Costing for Elements ................................................................4-51 Objectives ............................................................................................................................4-52 Overview .............................................................................................................................4-53 Links ....................................................................................................................................4-58 Benefit Links .......................................................................................................................4-61 Elements as Conduits in Oracle Standard and Advanced Benefits ......................................4-62 Open Element Link in Oracle Standard and Advanced Benefits .........................................4-63 Establishing Eligibility in Oracle Standard and Advanced Benefits...................................4-64 Polling Question ..................................................................................................................4-65 Answer.................................................................................................................................4-66 Multiple Eligibility Rules ....................................................................................................4-67 Qualifying Conditions .........................................................................................................4-68 Costing.................................................................................................................................4-69 Costable Types.....................................................................................................................4-70 Element Definition...............................................................................................................4-71 Instructor Demonstration 3-a ...............................................................................................4-72 Practice 3-a ..........................................................................................................................4-73 Practice 3-a Navigation Path...............................................................................................4-74 Summary..............................................................................................................................4-75 Planning Methods of Entry ..................................................................................................4-76 Objective..............................................................................................................................4-77 Element Entry Method Types ..............................................................................................4-78 Automatic Entry...................................................................................................................4-83 Batch Element Entry (BEE).................................................................................................4-85 BEE Examples .....................................................................................................................4-87 Manual Element Entry Methods ..........................................................................................4-88 Salary Administration Window ...........................................................................................4-89 Absence Detail Window ......................................................................................................4-90 Instructor Demonstration 4-a ...............................................................................................4-91 Practice 4-a ..........................................................................................................................4-92 Practice 4-a Navigation Path...............................................................................................4-93 Customize Element Entries Windows .................................................................................4-94 Summary..............................................................................................................................4-95 Controlling Entry Values .....................................................................................................4-96 Objective..............................................................................................................................4-97 Overview .............................................................................................................................4-98 Defaults................................................................................................................................4-99 Default Entries on Links ......................................................................................................4-100 Hot Default ..........................................................................................................................4-101 Validation Types..................................................................................................................4-102 Validation Example .............................................................................................................4-103 Polling Question ..................................................................................................................4-104 Answer.................................................................................................................................4-105 Instructor Demonstration 5-a ...............................................................................................4-106 Practice 5-a ..........................................................................................................................4-107 Practice 5-a Navigation Path...............................................................................................4-108 Formula Validation..............................................................................................................4-109 Tables of Valid Values ........................................................................................................4-112 Validating Input Values .......................................................................................................4-113 Instructor Demonstration 5-b...............................................................................................4-114 Practice 5-b ..........................................................................................................................4-115 Practice 5-b Navigation Path ..............................................................................................4-116 Summary..............................................................................................................................4-117 Module Summary ................................................................................................................4-119
R11i, Implementing Oracle HRMS Table of Contents xi
Preface
Profile
Before You Begin This Course Before you begin this course, you should have the following qualifications: Thorough knowledge of Oracle Release 11i Navigation Working experience with Salary Administration practices within your organization Working experience with Total Compensation Elements setup for US Payroll Working experience with Total Compensation Elements for Human Resources practices within your organization Working experience with Compensation entry and reporting practices at your organization Working experience of Human Resource Departments Working experience with Total Compensation Elements setup for HR and Total Compensation Elements setup for UK or US Payroll Thorough knowledge of HRMS Business requirements at your organization Working experience with Oracle HRMS Applications R11I
Prerequisites Total View in Oracle HRMS - 14552GC10 Understand your own organizations Human Resource business functions and procedures
How This Course Is Organized R11i Implementing Oracle HRMS and Oracle Payroll (US) is an instructor-led course featuring lecture and hands-on exercises. Online demonstrations and written practice sessions reinforce the concepts and skills introduced.
R11i, Implementing Oracle HRMS Table of Contents xiii
Related Publications
Oracle Publications Title Part Number A73315-01
Using Oracle HRMS - The Fundamentals (US) Managing Compensation and Benefits Using Oracle HRMS (US) Implementing Oracle HRMS (US) Using Oracle HRMS - The Fundamentals (UK) Managing Compensation and Benefits Using Oracle HRMS (UK) Implementing Oracle HRMS
A77144-01 A75314-01 A73289-01
A73293-01 A73313-01
Managing Compensation and Benefits Using Oracle HRMS (US) A77144-01 Managing Total Compensation Managing People Using Oracle HRMS R11i (US) A73314-01 Using Oracle HRMS-The Fundamentals R11i (US) A73315-01 Implementing Oracle Self-Service Human Resources/SSHR A73299-01
Customizing, Reporting and System Administration Using Oracle HRMS A73296-01
Additional Publications System release bulletins Installation and users guides read.me files Oracle Magazine
R11i, Implementing Oracle HRMS Table of Contents xiv
Typographic Conventions
Typographic Conventions in Text
Convention Bold italic Element Glossary term (if there is a glossary) Buttons, check boxes, triggers, windows Example The algorithm inserts the new key.
Caps and lowercase
Click the Executable button. Select the Cant Delete Card check box. Assign a When-Validate-Item trigger to the ORD block. Open the Master Schedule window. Code output: debug.set (I, 300); Directory: bin (DOS), $FMHOME (UNIX) Filename: Locate the init.ora file. Password: User tiger as your password. Pathname: Open c:\my_docs\projects URL: Go to http://www.oracle.com User input: Enter 300 Username: Log on as scott Customer address (but Oracle Payables)
Courier new, case sensitive (default is lowercase)
Code output, directory names, filenames, passwords, pathnames, URLs, user input, usernames Graphics labels (unless the term is a proper noun) Emphasized words and phrases, titles of books and courses, variables Interface elements with long names that have only initial caps; lesson and chapter titles in crossreferences SQL column names, commands, functions, schemas, table names
Initial cap
Italic
Quotation marks
Do not save changes to the database. For further information, see Oracle7 Server SQL Language Reference Manual. Enter user_id@us.oracle.com, where user_id is the name of the user. Select Include a reusable module component and click Finish. This subject is covered in Unit II, Lesson 3, Working with Objects.
Uppercase
Use the SELECT command to view information stored in the LAST_NAME column of the EMP table.
Convention Arrow
Element Menu paths
Example Select File> Save.
R11i, Implementing Oracle HRMS Table of Contents xv
Brackets Commas Plus signs
Key names Key sequences Key combinations
Press [Enter]. Press and release keys one at a time: [Alternate], [F], [D] Press and hold these keys simultaneously: [Ctrl]+[Alt]+[Del]
Typographic Conventions in Code

Convention Caps and lowercase Lowercase Element Oracle Forms triggers Column names, table names Passwords PL/SQL objects Example When-Validate-Item SELECT last_name FROM s_emp; DROP USER scott IDENTIFIED BY tiger; OG_ACTIVATE_LAYER (OG_GET_LAYER (prod_pie_layer))
Lowercase italic Uppercase
Syntax variables
CREATE ROLE role
SQL commands and SELECT userid FROM emp; functions
Typographic Conventions in Navigation Paths This course uses simplified navigation paths, such as the following example, to direct you through Oracle Applications. (N) Invoice > Entry > Invoice Batches Summary (M) Query > Find (B) Approve
This simplified path translates to the following:
1. 2. 3.
(N) From the Navigator window, select Invoice > Entry > Invoice Batches Summary. (M) From the menu, select Query > Find. (B) Click the Approve button.
Notations : (N) = Navigator (M) = Menu (T) = Tab

R11i, Implementing Oracle HRMS Table of Contents xvi
(I) = Icon (H) = Hyperlink (B) = Button Typographical Conventions in Help System Paths This course uses a navigation path convention to represent actions you perform to find pertinent information in the Oracle Applications Help System. The following help navigation path, for example (Help) General Ledger > Journals > Enter Journals represents the following sequence of actions: 1. 2. 3. 4. In the navigation frame of the help system window, expand the General Ledger entry. Under the General Ledger entry, expand Journals. Under Journals, select Enter Journals. Review the Enter Journals topic that appears in the document frame of the help system window.
Getting Help
Oracle Applications provides you with a complete online help facility. Whenever you need assistance, simply choose an item from the Help menu to pinpoint the type of information you want. To display help for a current window: 1. Choose Window Help from the Help menu, click the Help button on the toolbar, or hold down the Control key and type 'h'. A web browser window appears, containing search and navigation frames on the left, and a frame that displays help documents on the right. The document frame provides information on the window containing the cursor. The navigation frame displays the top-level topics for your responsibility, arranged in a tree control. 2. If the document frame contains a list of topics associated with the window, click on a topic of interest to display more detailed information.
R11i, Implementing Oracle HRMS Table of Contents xvii
3.
You can navigate to other topics of interest in the help system, or choose Close from your web browser's File menu to close help.
Searching for Help You can perform a search to find the Oracle Applications help information you want. Simply enter your query in the text field located in the top-left frame of the browser window when viewing help, then click the adjacent Find button. A list of titles, ranked by relevance and linked to the documents in question, is returned from your search in the right-hand document frame. Click on whichever title seems to best answer your needs to display the complete document in this frame. If the document doesn't fully answer your questions, use your browser's Back button to return to the list of titles and try another.
R11i, Implementing Oracle HRMS Table of Contents xviii
Work Structures
Chapter 1
Work Structures Chapter 1 - Page 1
Work Structures
Work Structures
Work Structures Work Structures

HRMS Release 11i HRMS Release 11i
Module Overview
Module Overview Module Overview
This module covers the work structures contained in This module covers the work structures contained in Oracle HRMS and how you can set them up to match Oracle HRMS and how you can set them up to match your own business needs your own business needs
Module Units
Module Units Module Units
Unit 1 -- Overview of Enterprise Work Structures Unit 1 Overview of Enterprise Work Structures Unit 2 -- Defining Common Data Unit 2 Defining Common Data Unit 3 -- Setting up Business Groups, Locations and Unit 3 Setting up Business Groups, Locations and Organizations Organizations Unit 4 -- Representing Financial Report Structures Unit 4 Representing Financial Report Structures Unit 5 -- Representing Legal & Government Reporting Unit 5 Representing Legal & Government Reporting Structures (US) Structures (US) Unit 6 -- Representing Grades and their Relationship to Unit 6 Representing Grades and their Relationship to Pay Pay Unit 7 -- Representing Jobs and Positions Unit 7 Representing Jobs and Positions Unit 8 -- Setting up Workers Compensation (US) Unit 8 Setting up Workers Compensation (US)
Overview of Enterprise Work Structures
Overview of Enterprise Work Structures Overview of Enterprise Work Structures
Unit Objectives
Unit Objectives Unit Objectives
At the end of this unit you should be able to: At the end of this unit you should be able to:
Recognize different types of enterprise business Recognize different types of enterprise business model and explain how to represent these in model and explain how to represent these in Oracle HRMS Oracle HRMS Identify the enterprise model that most closely Identify the enterprise model that most closely resembles your own resembles your own Describe the work structure components Describe the work structure components of the employee assignment and of the employee assignment and understand their use in Oracle HRMS understand their use in Oracle HRMS
Unit Overview
Unit Overview Unit Overview
Every enterprise has its own individual culture, Every enterprise has its own individual culture, which is reflected in the organization of work and which is reflected in the organization of work and the management of people within the enterprise the management of people within the enterprise Culture is also reflected in the reward systems, the Culture is also reflected in the reward systems, the business processes and the control systems that business processes and the control systems that operate within the enterprise operate within the enterprise
Identifying Different Enterprise Models
Identifying Different Enterprise Models Identifying Different Enterprise Models
Oracle HRMS An Information Model

Oracle HRMS Oracle HRMS
An Information Model An Information Model
With Oracle HRMS you create an information With Oracle HRMS you create an information model to represent your model to represent your own enterprise own enterprise Work Work Pay Pay People People
People are deployed and compensated using the People are deployed and compensated using the model you setup model you setup
Oracle HRMS Information Model

Oracle HRMS Information Model Oracle HRMS Information Model
People
Employee and Applicant Assignment History Employee Pay and Benefit History
Work Details
Entries
Employment
Work
Links
Pay
Compensation, Entitlements, Rules, and Conditions
Typical Types of Enterprise

Typical Types of Enterprise Typical Types of Enterprise
To simplify this section we are going to consider To simplify this section we are going to consider three typical types of enterprise and their three typical types of enterprise and their characteristics characteristics Project Based Project Based Rule Based Rule Based Hybrid Hybrid
Project Based Enterprise Characteristics

Project Based Enterprise Project Based Enterprise
Characteristics Characteristics
Typical in consulting, construction, small Typical in consulting, construction, small manufacturing or software companies manufacturing or software companies Loosely structured operating groups Loosely structured operating groups Rapidly changing structures in response to Rapidly changing structures in response to changing business opportunities changing business opportunities People are hired and deployed for their skills People are hired and deployed for their skills Reward systems are usually personal Reward systems are usually personal Individuals are usually more important than Individuals are usually more important than roles roles
Project Based Enterprise System Needs

System Needs System Needs
Flexibility to represent and change organizational Flexibility to represent and change organizational structures and work groups structures and work groups Flexibility in defining and assigning roles to Flexibility in defining and assigning roles to people people Ability to show multiple activities Ability to show multiple activities Ability to define and manage competence-centric Ability to define and manage competence-centric business processes business processes Flexibility in the compensation management Flexibility in the compensation management framework to handle individual compensation framework to handle individual compensation plans plans
Project Based Enterprise Solution

Solution Solution
Consider using a combination of Organizations and Jobs for the flexibility you need.
Use Organizations for detailed reporting groups Use Organizations for detailed reporting groups Use Jobs to define roles independent of any specific Use Jobs to define roles independent of any specific organization. Person changes organization but keeps organization. Person changes organization but keeps the same job. the same job. Use Elements to record time spent on specific Use Elements to record time spent on specific projects projects
Organization Assignment Job
Rule Based Enterprise Characteristics

Rule Based Enterprise Rule Enterprise
Characteristics Cha Characteristics
Typical in Government agencies, Education, Typical in Government agencies, Education, Health Care, Public Sector, and non-profit Health Care, Public Sector, and non-profit agencies agencies Highly structured operating groups Highly structured operating groups Posts exist independently of people Posts exist independently of people Positions are controlled, with detailed Positions are controlled, with detailed approvals for budgeting and reporting approvals for budgeting and reporting Employees hired and assigned to specific Employees hired and assigned to specific positions positions Rewards usually associated with the position Rewards usually associated with the position Roles usually more important than individuals Roles usually more important than individuals
Rule Based Enterprise System Needs

System Needs System Needs
Ability to define and control positions independently Ability to define and control positions independently of people of people Ability to manage some information about positions Ability to manage some information about positions across organizations across organizations Ability to assign multiple people to one position or Ability to assign multiple people to one position or one person to many positions one person to many positions
Rule Based Enterprise Solution

Solution Solution
Consider using Positions to represent the detailed work structures you need
Positions enable more detailed management Positions enable more detailed management information and reporting than jobs alone information and reporting than jobs alone Use Orgs to show departmental level information Use Orgs to show departmental level information Use Jobs to represent common types shared Use Jobs to represent common types shared across all organizations across all organizations
Assignment Position Job
Organization
Hybrid Enterprise Characteristics

Hybrid Enterprise Hybrid Enterprise
Characteristics Characteristics
Typical in large manufacturing, or larger Typical in large manufacturing, or larger commercial enterprises commercial enterprises Share characteristics of both project and role Share characteristics of both project and role based types of enterprise models based types of enterprise models Typically management and administrative Typically management and administrative roles are fixed roles are fixed Other roles managed more flexibly Other roles managed more flexibly
Hybrid Enterprise Solution

Hybrid Enterprise Hybrid Enterprise
Solution Solution
Positions for managers Position s for man agers

Org Production Job Director.1
Jobs for other employees Jo bs for other employees

Org Production Job UnionA.Engineer.1
Position Production Director
Production Director
Assignme nt
Assignme nt
Person
Person
Polling Question
Polling Question Polling Question
True or False
Project Based enterprises typically need to define Project Based enterprises typically need to define and change organization structures quickly and and change organization structures quickly and easily easily
True
False
Answer
Answer Answer
True or False
Project Based enterprises typically need to define Project Based enterprises typically need to define and change organization structures quickly and and change organization structures quickly and easily easily
True
Polling Question
Which type of enterprise model does the following Which type of enterprise model does the following example most closely resemble? example most closely resemble? Salary budgets are calculated every year from an approved cost for each post in an organization. The cost and headcount allocation of each post is approved when the post is created and then re-assessed every year.
A. A. B. B.
Project Based Project Based Rule Based Rule Based
C. Hybrid C. Hybrid
Answer
Answer Answer
Which type of enterprise model does the following Which type of enterprise model does the following example most closely resemble? example most closely resemble? Salary budgets are calculated every year from an approved cost for each post in an organization. The cost and headcount allocation of each post is approved when the post is created and then re-assessed every year.
A. A. B. B.
Project Based Project Based Rule Based Rule Based
C. Hybrid C. Hybrid
Understanding Work Structure Components
Understanding Work Structure Understanding Work Structure Components Components
Objective
Objective Objective
At the end of this lesson, you should be able to: At the end of this lesson, you should be able to: Describe the work structure components of the Describe the work structure components of the employee assignment and understand their use in employee assignment and understand their use in Oracle HRMS Oracle HRMS
Overview
Overview Overview
Work structures provide the framework for Work structures provide the framework for managing work assignments for people managing work assignments for people In Oracle HRMS there are several structures you In Oracle HRMS there are several structures you can configure to model the organizations, jobs, can configure to model the organizations, jobs, positions, grades, payrolls and other employee positions, grades, payrolls and other employee groups that exist in your own enterprise groups that exist in your own enterprise
Work Structures
Work Structures are independent of the people Work Structures are independent of the people who work in the enterprise who work in the enterprise They include: They include: Enterprise and employer structures such as Enterprise and employer structures such as business groups and legal entities business groups and legal entities Work roles for employees such as Jobs and Work roles for employees such as Jobs and Positions Positions Grade structures with related pay rates Grade structures with related pay rates Payroll Groups with processing calendars Payroll Groups with processing calendars User defined groups such as unions or User defined groups such as unions or pension groups pension groups
Work Structures Representing the Employer

Representing the Employer Representing the Employer
Oracle HRM S lets you model:
A sin gle company with all of A single company with all of its offices in one coun try its offices in one country An international company An intern ational company with offices overseas but with offices overseas b ut with a sin gle reporting with a single reporting structure structure A multi-national company A multi-national company with subsidiary companies, with subsidiary companies, each with its own reporting each with its own rep orting and management structures and management stru ctures
Business Groups in Oracle HRMS

Business Groups in Oracle HRMS Business Groups in Oracle HRMS

A Business Group defines a A Business Group defines a complete set of HR d ata for complete set of HR data for operatio ns and processing operations and processing Linked with one legislative Linked with one legislative processing area for HR, processing area fo r HR, payroll, and benefits payroll, an d b enefits regulations regulations May correspond to a single May corresp ond to a single company, or in large company, or in large enterprises, to a holding enterprises, to a holdin g company or corporation company or corporation
The Startup Business Group

The Startup Business Group The Startup Business Group
Oracle HRMS comes with one predefined Business Oracle HRMS comes with one predefined Business Group Group This is for users of Oracle Applications who do This is for users of Oracle Applications who do not intend to use HR. not intend to use HR.
You should setup a new Business Group with your You should setup a new Business Group with your own choice of default information own choice of default information
Business Groups
Business Groups Business Groups
By default, all employees receive an assignment to By default, all employees receive an assignment to the business group you choose when you sign-on. the business group you choose when you sign-on. When you enter assignment details to internal When you enter assignment details to internal organizations such as divisions or departments, organizations such as divisions or departments, you replace the default assignment. you replace the default assignment. The employee continues to exist within the The employee continues to exist within the business group business group Personal, work and pay details are regulated Personal, work and pay details are regulated by the legislation of the business group. by the legislation of the business group.
One or Many Business Groups Reasons

One or Many Business Groups One or Many Business Groups
Reasons Reasons
You want a copy of your live system with example You want a copy of your live system with example records for training or testing purposes records for training or testing purposes You are a holding company with a number of You are a holding company with a number of subsidiary companies subsidiary companies Each subsidiary has its own structures, Each subsidiary has its own structures, employees, and compensation and benefit employees, and compensation and benefit policies policies
You acquire or merge with another company You acquire or merge with another company You want to manage separate structures and You want to manage separate structures and processes during a transition phase processes during a transition phase
One or Many Business Groups Oracle HRMS

Oracle HRMS Oracle HRMS
Oracle HRMS provides legislative support for HR Oracle HRMS provides legislative support for HR and payroll associated with a business group and payroll associated with a business group Set up one or many business groups according to Set up one or many business groups according to the operating needs of your own enterprise the operating needs of your own enterprise If you operate in many countries you might want to If you operate in many countries you might want to define a different business group for each country define a different business group for each country Different job and grade definitions Different job and grade definitions Different policies for compensation and Different policies for compensation and operations operations Different languages for all information Different languages for all information
One or Many Business Groups Options

Options Options
If you operate in many countries but have only a small If you operate in many countries but have only a small number of employees in each country number of employees in each country Include all employees in one business group Include all employees in one business group Use flexfields to capture additional local data Use flexfields to capture additional local data Process local payrolls through third-party Process local payrolls through third-party systems systems
US Business Group Legislative Data Legislative Rules Business Data Business Rules
One or Many Business Groups Options

Options Options
Operations in countries with large numbers of employees Operations in countries with large numbers of employees
Setup a business g roup for each major op erating coun try Setup a business group for each major operating country Setup an other group for all other employees. Setup an other group for all other employees. Process some payrolls with Oracle and others through Process some payrolls with Oracle and others th rough third -party systems third-party systems
Legislative Data US Business Group Legislative Rules Business Data Business Rules
UK Business Group Business Data Business Rules
Locations
Locations Locations

Define locations for each Define location s for each physical site where your physical site where your employees work employees work Local or international Local or intern ational Specific to one b usiness Specific to one business group or shared across group or shared across all all
33 Eastcheap London United Kingdom
1400 First Street New York USA
In some legislation's, work In some legislation's, work locations determine taxability locations determine taxability rules rules Define locations for external Define location s for external org anizations organizations Tax authorities, insurance Tax authorities, insurance and benefits carriers and benefits carriers
150 Victoria Street Melbourne Australia
Organizations
Organizations Organizations
An organization is any smaller work group than a An organization is any smaller work group than a business group business group Companies Companies Departments or Divisions Departments or Divisions Operating Units Operating Units
Define as many separate organizations as you Define as many separate organizations as you need within each Business Group need within each Business Group Organizations can be internal or external Organizations can be internal or external E.g. recruiting agencies and insurance carriers E.g. recruiting agencies and insurance carriers
Work Structures Organization Hierarchies

Organization Hierarchies Organization Hierarchies
Global Industries Corporation
Use hierarchies to group Use hierarchies to group organizations and to show organizations and to show management reporting lines management reporting lin es In a hierarchy each In a hierarchy each org anization has one organization has one parent parent Unlimited number of Unlimited number of hierarchies hierarchies
Global Executive Board CEO: Barry Fino Global Corp Europe MD: Andrea Chenier Global Corp LA President: Luisa Gonzales
Global Corp US President: Mike Tenko
Use hierarchies when Use hierarchies when running reports to include a running reports to include a group of organizations group of organizations Use hierarchies to define Use hierarchies to define security security
Locations
Locations Locations
In Oracle HRMS you set up each physical site In Oracle HRMS you set up each physical site where your employees work as a separate location where your employees work as a separate location You can maintain addresses of external You can maintain addresses of external organizations (i.e., employment agencies, tax organizations (i.e., employment agencies, tax authorities, and insurance or benefit carriers authorities, and insurance or benefit carriers Location Types: Location Types: Global -- available across all Business Groups Global available across all Business Groups Business Group - only available in one Business Group - only available in one Business Group Business Group
Jobs and Positions

Jobs and Positions Jobs and Positions

Use Jobs or Positions to Use Jobs or Positions to represent the different represent the different roles that a person can roles that a person can perform in your perform in your enterprise enterprise Oracle HRM S provides Oracle HRM S provides two options to suit th e two options to suit the needs of different needs of different enterprises enterprises
Payroll Manager
Payroll Clerk
Consultant
Senior Engineer
Using Jobs or Positions

Using Jobs or Positions Using Jobs or Positions

Do you manage People or Do you manage Peo ple or Position s? Positions? Fixed or Flexible Roles Fixed or Flexible Roles May be more than one May be more than one employee in the same employee in the same role role
Payroll Manager
If role continues to exist If role continues to exist after the employee leaves after the employee leaves th en think about Positions then think about Positions If role ceases or is reIf role ceases or is reevaluated when the evaluated when the employee leaves then think employee leaves then think about Jobs about Jobs
Payroll Clerk
Consultant Senior Engineer
Additional Information for Jobs and Positions

Additional Information for Jobs and Additional Information for Jobs and Positions Positions
Oracle HRMS lets you hold additional types of Oracle HRMS lets you hold additional types of information for both Jobs and Positions. information for both Jobs and Positions. Predefined types of information include: Predefined types of information include: Valid grades Valid grades Job Evaluation details Job Evaluation details Work Choices Work Choices Competence or Skill Requirements Competence or Skill Requirements
An unlimited number of user-defined types An unlimited number of user-defined types Extra Information Types Extra Information Types
Jobs
Jobs Jobs
Jobs are generic roles within a Business Group Jobs are generic roles within a Business Group They are independent of any single organization They are independent of any single organization Exist for all organizations Exist for all organizations For example. The jobs Manager and For example. The jobs Manager and Consultant could occur in many organizations Consultant could occur in many organizations
Oracle HRMS lets you define your own job Oracle HRMS lets you define your own job structure and then enter details for each job in structure and then enter details for each job in your enterprise your enterprise
Job Key Flexfield

Job Key Flexfield Job Key Flexfield
Define your own job Define your own job structure as a key structure as a key flexfield flexfield Up to 30 segments Up to 30 segments Validation on each Validation on each segment segment
Job Key Flexfield
Title Level
Manager 1
Define individual jobs as Define individual jobs as a combination of a combination of segment values segment values You decide if each You decide if each segment is required or segment is required or optional optional
Job
Manager.1
Positions
Positions Positions
Position is a specific role, or function, that exists Position is a specific role, or function, that exists in one, and only one, organization in one, and only one, organization Positions show more management reporting detail Positions show more management reporting detail than organizations alone than organizations alone Position definition includes Job and Organization Position definition includes Job and Organization Use job to show common job types and Use job to show common job types and information across organizations information across organizations Use fewer organizations to show groups of Use fewer organizations to show groups of positions and employees. E.g. Department positions and employees. E.g. Department level. level.
Work Structures Positions and Organizations

Positions and Organizations Positions and Organizations
Use Positions to show Use Positio ns to show specific posts within an specific posts within an Organization Organization Typical in Public Typical in Public Sector, Govern ment, Sector, Government, Education and Health Education and Health Typical in large Typical in larg e en terprises to sho w enterprises to show management positions management positio ns
Org : HR Department
Post
Use Position Control Use Positio n Control functionality to man age fu nction ality to manage positions positions
Position Hierarchies
Position Hierarchies Position Hierarchies
Use Hierarchies to show management reporting Use Hierarchies to show management reporting lines between positions lines between positions More detail than Organization Hierarchies More detail than Organization Hierarchies In a hierarchy each position has one parent In a hierarchy each position has one parent
Unlimited number of hierarchies Unlimited number of hierarchies Dates and versions Dates and versions Copy and manage multiple versions Copy and manage multiple versions Use hierarchies to control user access to records Use hierarchies to control user access to records Security Profiles Security Profiles Reports Reports
Position Key Flexfield

Position Key Flexfield Position Key Flexfield
Define your own position Define your own position structure using a key structure using a key flexfield flexfield Up to 30 segments Up to 30 segments Validation on each Validation on each segment segment
Title
HR Director
Define each position as a Define each position as a combination of segment combination of segment values values
Simplest op tion is one Simplest option is one segment with no segment with no validation for Title validation for Title
Position
HR Director
Org Job
HR Department Manager.3
Security Based on Work Structures

Security Based on Work Structures Security Based on Work Structures
With Oracle HRMS you define the rules for who With Oracle HRMS you define the rules for who has access to personal information through a has access to personal information through a Security Profile Security Profile You define security profiles based on organization You define security profiles based on organization and/or position hierarchies. and/or position hierarchies. You can also use payroll group in the You can also use payroll group in the definition definition
The combination of Security Profile and The combination of Security Profile and Responsibility control the records that an Responsibility control the records that an application user can see application user can see Organizations, Positions and People Organizations, Positions and People
Grades
Grades Grades
Grades show relative levels of Grades show relative levels of management or seniority in an management or seniority in an enterprise enterprise May be grouped as May be grouped as
Management, Administrative, Management, Administrative, Technical, etc. Technical, etc.
Director Engineer.Snr Clerk.Jnr
Director
Often related to levels of pay Often related to levels of pay Often related to Job Often related to Job or Position or Position Often related to Often related to Union Group Union Group
Assembler.1
Work Structures Grades and Pay

Grades and Pay Grades and Pay
Oracle HRMS supports direct and indirect relationships between grades and pay
Direct Direct Use Grade Rates Use Grade Rates Maximum, Minimum, and Mid-point values Maximum, Minimum, and Mid-point values
Indirect Indirect Use Pay Scales Use Pay Scales Progression Points and Values Progression Points and Values Grade Steps and increments Grade Steps and increments
Work Structures Grade Rates

Grade Rates Grade Rates
Each Grade has a value or a range of values Each Grade has a value or a range of values
Grade Grade A.1 A.1 A.2 A.2 Value Value 25000 25000 27000 27000 Minimum Minimum 20000 20000 23000 23000 Midpoint Maximum Midpoint Maximum 30000 30000 33000 33000 40000 40000 43000 43000
Often used in performance related pay processes Often used in performance related pay processes Salary Administration Salary Administration Units may be money, hours, numbers Units may be money, hours, numbers Comparative calculations Comparative calculations
Grade Steps and Progression Points

Grade Steps and Progression Points Grade Steps and Progression Points
Pay Scale
Grade A - Steps 1,2,3 Grade B - Steps 1,2,3,4 Points Pay 10000 10550 10975 11450 11700 12250 12655 13000 13400
1
Grade C - Steps 1,2
2 B 3 1 4
1 2 3
1 2 3 4 5 6 7
C 2
8 9
Pay Scales
Pay Scales Pay Scales
Define Pay Scales to show indirect relationships Define Pay Scales to show indirect relationships between grades and pay between grades and pay Unlimited number of scales Unlimited number of scales Unlimited number of points and values Unlimited number of points and values Sequence for progression Sequence for progression Define a value for every point Define a value for every point Money, Hours, Number Money, Hours, Number Define Grade Steps in sequence Define Grade Steps in sequence Select a point for each step Select a point for each step Define a ceiling point to stop automatic Define a ceiling point to stop automatic increments increments
Grade Key Flexfield

Grade Key Flexfield Grade Key Flexfield
Define your own grade Define your own grade structure using a key structure using a key flexfield flexfield Up to 30 segments Up to 30 segments Validation on each Validation on each segment segment Required or Optional Required or Optional
Grade Key Flexfield
Union Job Group Level
TG Engineer 3
Define each grade as a Define each grade as a combination of segment combination of segment values values
Grade TGWU.Engineer.3
Payroll Groups for HR Users

Payroll Groups for HR Users Payroll Groups for HR Users
HR only users can define payroll groups: HR only users can define payroll groups: For compensation eligibility rules For compensation eligibility rules For interfacing to third-party payrolls For interfacing to third-party payrolls For security For security
Payrolls define the frequency of payment for Payrolls define the frequency of payment for groups of employees groups of employees Define a payroll calendar within the tax year Define a payroll calendar within the tax year provided by legislation provided by legislation Use pay period options provided by legislation Use pay period options provided by legislation
People Groups
People Groups People Groups
Locations, Organizations, Jobs, Positions, Grades Locations, Organizations, Jobs, Positions, Grades and Payrolls are predefined structures for and Payrolls are predefined structures for grouping people grouping people Need flexibility to define other types of group in Need flexibility to define other types of group in Oracle HRMS Oracle HRMS For reporting and analysis For reporting and analysis To define eligibility for compensation To define eligibility for compensation To extend key assignment details To extend key assignment details
Typical examples include Union, Pension, Bonus Typical examples include Union, Pension, Bonus Eligibility, Car Eligibility, etc. Eligibility, Car Eligibility, etc.
People Group Key Flexfield

People Group Key Flexfield People Group Key Flexfield
Define your own Define your own segments using a key segments using a key flexfield structure flexfield structure Up to 30 segments Up to 30 segments Validation on each Validation on each segment segment Required or Optional Required or Optional
People Group Key Flexfield Union Pension Car User Comp Group None Yes Essential Sales
Enter values for each Enter values for each segment on the segment on the Assignment window Assignment window
You dont define a key You dont define a key combination combination
Group None.Yes.Essential.Sales
Polling Question
Which of the following are work structure Which of the following are work structure components? components? Organizations Organizations Paid Time Off Paid Time Off Jobs Jobs Positions Positions Grades Grades Assignments Assignments Payrolls Payrolls Other groups Other groups
Answer
Answer Answer
Which of the following are work structure Which of the following are work structure components? components? Organizations Organizations Paid Time Off Paid Time Off Jobs Jobs Positions Positions Grades Grades Assignments Assignments Payrolls Payrolls Other groups Other groups
Polling Question
True or False
With Oracle HRMS you must always define Positions before you can enter employees
True
False
Answer
Answer Answer
True or False
With Oracle HRMS you must always define Positions before you can enter employees
False
Polling Question
True or False
An employee can be assigned to more than one position but a position can have only one employee assigned to it.
True
False
Answer
Answer Answer
True or False
An employee can be assigned to more than one position but a position can have only one employee assigned to it.
False
Unit Summary
Unit Summary Unit Summary
In this unit you should have learnt how to: In this unit you should have learnt how to:
Recognize different types of enterprise business Recognize different types of enterprise business model and explain how to represent these in model and explain how to represent these in Oracle HRMS Oracle HRMS Identify the enterprise model that most closely Identify the enterprise model that most closely resembles your own resembles your own Describe the work structure components Describe the work structure components of the employee assignment and of the employee assignment and understand their use in Oracle HRMS understand their use in Oracle HRMS
Defining Common Data
Defining Common Data Defining Common Data
Unit Objectives
At the end of this unit you should be able to :: At the end of this unit you should be able to Understand Key and Descriptive Flexfield Understand Key and Descriptive Flexfield
Understand Extra Information Types Understand Extra Information Types Define Lookups and Values Define Lookups and Values Enable Currencies and Enter Exchange Rates Enable Currencies and Enter Exchange Rates
Unit Overview
This unit concentrates on the common types of This unit concentrates on the common types of data that exists in the Oracle HRMS products and data that exists in the Oracle HRMS products and how to set them up how to set them up These are not associated with a specific functional These are not associated with a specific functional area area
Flexfields in Oracle HRMS
Flexfields in Oracle HRMS Flexfields in Oracle HRMS
Overview
Overview Overview
Key and Descriptive Flexfields are common to Key and Descriptive Flexfields are common to Oracle Applications. Oracle Applications. Let you define the structure of unique identifiers Let you define the structure of unique identifiers for your own key information for your own key information Let you extend the types of information you can Let you extend the types of information you can hold in HRMS without changing code. hold in HRMS without changing code. Available as soon as you make the definitions Available as soon as you make the definitions Automatically upgraded Automatically upgraded This lesson deals with special considerations for This lesson deals with special considerations for HRMS Key Flexfields. HRMS Key Flexfields.
Key Flexfields in Oracle HRMS

Key Flexfields in Oracle HRMS Key Flexfields in Oracle HRMS
HRMS uses key flexfield structures to let you HRMS uses key flexfield structures to let you configure your own unique names for work configure your own unique names for work structures: structures: Job, Position and Grade Job, Position and Grade HRMS also uses key flexfield structures to let you HRMS also uses key flexfield structures to let you capture additional information: capture additional information: People Group and Cost Allocation People Group and Cost Allocation Personal Analysis, (Special Information Types) Personal Analysis, (Special Information Types)
Standard Features
Standard Features Standard Features
One key structure for One key structure for each Business Group each Business Group
Unlimited structures for Unlimited stru ctu res for Personal Analysis Personal Analysis
Grade Key Flexfield
TGWU Engineer 3
Up to 30 segments in Up to 30 segments in each structure each structure Validation on each Validation on each segment using a segment using a Value Set Value Set The combination of The combination of segment values creates a segment values creates a unique key unique key
Grade TGWU.Engineer.3
A Key Flexfield
A Key Flexfield A Key Flexfield
Description Flexfield Name Grade Key Flexfield Union Segments Job Group Level Prompt TG Engineer 3
Transport and General Engineer
Grade TGWU.Engineer.3 Key Flexfield Combination
Value
Cost Allocation and Flexfield Qualifiers

Cost Allocation and Flexfield Qualifiers Cost Allocation and Flexfield Qualifiers
Cost Allocation uses flexfield qualifiers to control Cost Allocation uses flexfield qualifiers to control the level at which users can enter values for each the level at which users can enter values for each segment: segment: Payroll, Link, Organization, Assignment, Entry Payroll, Link, Organization, Assignment, Entry and Balancing and Balancing Combinations are created even when Combinations are created even when the segments are not displayed. the segments are not displayed. Combination Rules are not used Combination Rules are not used Each segment must have at least Each segment must have at least one qualifier one qualifier Each qualifier must have at least Each qualifier must have at least one segment one segment
Soft-Coded Legislation Key Flexfield

Soft-Coded Legislation Key Flexfield Soft-Coded Legislation Key Flexfield
Legislation-specific information for HRMS Legislation-specific information for HRMS Predefined by HRMS product development Predefined by HRMS product development Flexfield structure linked to the legislation of Flexfield structure linked to the legislation of your business group your business group Uses qualifiers to control entry of values Uses qualifiers to control entry of values Business Group: Organization window Business Group: Organization window Payroll: Payroll window Payroll: Payroll window Employee Assignment: Assignment window Employee Assignment: Assignment window
Bank Details Key Flexfield

Bank Details Key Flexfield Bank Details Key Flexfield
Legislation specific structures for local bank Legislation specific structures for local bank account information account information Predefined by HRMS product development Predefined by HRMS product development Flexfield structure linked to the legislation of Flexfield structure linked to the legislation of your business group your business group Appears in Organizational Payment Method Appears in Organizational Payment Method and Personal Payment Method windows and Personal Payment Method windows Warning! Warning!
Do not modify the definitions of predefined flexfields. Do not modify the definitions of predefined flexfields. Changes may invalid ate your support agreement Changes may invalidate your support agreement with Oracle and make it difficult to upgrade your system. with Oracle and make it difficult to up grade your system.
Steps for Defining a Key Flexfield

Steps for Defining a Key Flexfield Steps for Defining a Key Flexfield
1. Register validation tables, (if required) 1. Register validation tables, (if required) 2. Define value sets with validation rules 2. Define value sets with validation rules 3. Define flexfield structure and segments 3. Define flexfield structure and segments Associate value sets with segments Associate value sets with segments Enable qualifiers for costing segments Enable qualifiers for costing segments 4. Define values for any independent and dependent 4. Define values for any independent and dependent value sets value sets 5. Define aliases or cross validation rules 5. Define aliases or cross validation rules 6. Generate database items for individual segments, 6. Generate database items for individual segments, (if required in FastFormula or QuickPaint) (if required in FastFormula or QuickPaint)
Instructor Demonstration 1-a

Instructor Demonstration 1-a Instructor Demonstration 1-a
The purpose of this demonstration is to show how The purpose of this demonstration is to show how to set up the People Group key flexfield. to set up the People Group key flexfield. Observe as your instructor demonstrates. Observe as your instructor demonstrates.
Practice 1-a
Practice 1-a Practice 1-a
Following the instructor demonstration set up the Following the instructor demonstration set up the People Group key flexfield using the information People Group key flexfield using the information supplied supplied Prefix the structure with your initials Prefix the structure with your initials
Practice 1-a Navigation Path

N
Practice 1-a Navigation Path Practice 1-a Navigation Path
W S
Navigate to the Key Flexfield Segments window using Navigate to the Key Flexfield Segments window using the System Administrator responsibility: the System Administrator responsibility:
(N) Application > Flexfield > Key > Segments (N) Application > Flexfield > Key > Segments
Online Help For details on how to complete the Key Flexfield Segment Window please refer to the on line Help path : Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key Flexfields Segments Window > Defining Segments
Instructor Demonstration 1-b

Instructor Demonstration 1-b Instructor Demonstration 1-b
The purpose of this demonstration is to show how The purpose of this demonstration is to show how to set up the Personal Analysis key flexfield. to set up the Personal Analysis key flexfield. Observe as your instructor demonstrates. Observe as your instructor demonstrates.
Practice 1-b
Practice 1-b Practice 1-b
Following the instructor demonstration set up the Following the instructor demonstration set up the Personal Analysis key flexfield using the Personal Analysis key flexfield using the information supplied information supplied Prefix the structure with your initials Prefix the structure with your initials
Practice 1-b Navigation Path

N
Practice 1-b Navigation Path Practice 1-b Navigation Path
W S
Defining Descriptive Flexfields
Defining Descriptive Flexfields Defining Descriptive Flexfields
Objectives
Objectives Objectives
At the end of this lesson, you should be able to do At the end of this lesson, you should be able to do the following: the following: Define descriptive flexfield segments Define descriptive flexfield segments Register reference fields for context sensitive Register reference fields for context sensitive segments segments Explain how to register tables for validation Explain how to register tables for validation
Define value sets Define value sets Define segment values for any descriptive flexfield Define segment values for any descriptive flexfield
Descriptive Flexfields in Oracle HRMS

Descriptive Flexfields in Oracle HRMS Descriptive Flexfields in Oracle HRMS
Oracle HRMS provides predefined windows and Oracle HRMS provides predefined windows and fields to collect data fields to collect data Use descriptive flexfields to define your own Use descriptive flexfields to define your own additional information additional information Up to 30 additional fields available in every Up to 30 additional fields available in every window window User Descriptive Flexfields User Descriptive Flexfields Plus unlimited Extra Information Types for Plus unlimited Extra Information Types for Locations, Jobs and Positions Locations, Jobs and Positions People and Assignments People and Assignments 30 segments for each Type you define 30 segments for each Type you define
Standard Features
Person Window
One descriptive structure One descriptive structure for each record for each record Unlimited Types for Extra Unlimited Types for Extra Information Information Up to 30 segments in Up to 30 segments in each structure each structure Validation on each Validation on each segment using a segment using a Value Set Value Set
Closed
[ ]
Open Additional Person Details Car Driver Passport 2nd Passport
Yes British Irish
A Descriptive Flexfield
A Descriptive Flexfield A Descriptive Flexfield
Description Flexfield Name Additional Person Details Car Driver Segments Yes Value Passport British Irish Valid License
Prompt
Key Flexfield 2nd Passport Combination
Values
Person Table
Name Title Predefined columns Gender E No Structure
Attribute 1 30
User defined columns
Descriptive Flexfields in Several Windows

Descriptive Flexfields in Several Windows Descriptive Flexfields in Several Windows
Some descriptive flexfields are available in more Some descriptive flexfields are available in more than one window. For example: than one window. For example:
Additional Person Details Additional Person Details
Person and Applicant QuickEntry and Contact Person and Applicant QuickEntry and Contact
Additional Evaluation Details Additional Evaluation Details
Evaluation window for Jobs and for Positions Evaluation window for Jobs and for Positions
Descriptive Flexfields and Business Groups

Descriptive Flexfields and Business Descriptive Flexfields and Business Groups Groups
Descriptive flexfield definitions apply to all Descriptive flexfield definitions apply to all business groups in the same instance business groups in the same instance Use context sensitive segments if you want Use context sensitive segments if you want different segments by business group different segments by business group Use Extra Information Types if you want Use Extra Information Types if you want different sets of information by Business different sets of information by Business Group Group
Descriptive Flexfields With Predefined Data

Descriptive Flexfields With Predefined Descriptive Flexfields With Predefined Data Data
Title Table Name Window Title Address Location
Personal Address Information PER _ADDR ESSES Location A ddress HR _LOCATIONS
Address Styles and some validation rules are Address Styles and some validation rules are predefined for many countries predefined for many countries
Protected Descriptive Flexfields

Protected Descriptive Flexfields Protected Descriptive Flexfields
Title
Further Element Information
Table Name
PAY_ELEMENT_TYPES_F
Window Title
Element Assignment Organizational Payment Method Person Job Organization
Further Assignment Information PER_ASSIGNMENT_EXTRA_INFO Further Payment Method Information Further Person Information Further Job Information Org Developer DF PAY_ORG_PAYMENT_METHODS_F
PER_PEOPLE_F PER_JOBS HR_ORGANIZATION_INFORMATION
Used by Product Development to deliver standard Used by Product Development to deliver standard functionality or data for HRMS functionality or data for HRMS You cannot change these definitions You cannot change these definitions
Context Sensitive Descriptive Flexfields

Context Sensitive Descriptive Flexfields Context Sensitive Descriptive
Person Window
Make segments sensitive to the Make segments sensitive to the value in anoth er field value in another field Use a predefined Reference Use a predefined Reference Field, or prompt users to enter Field, or p rompt users to enter a value a value E.g. Passport details for E.g. Passport details for Employees only Employees only Define flexfield structures for Define flexfield stru ctu res for specific reference field valu es sp ecific reference field values Global and context Global and context sensitive segments sensitive segments Maximum number of Maximum number of segments is still 30 segments is still 30
Em ployee Em ployee
[ ]
Additional Person Details Car Driver Passport 2nd Passport
Yes British Irish
Steps for Defining a Descriptive Flexfield

Steps for Defining a Descriptive Flexfield Steps for Defining Descriptive Flexfield
1. Register validation tables, (if required) 1. Register validation tables, (if required) 2. Define value sets with validation rules 2. Define value sets with validation rules 3. Register reference fields, (if required) 3. Register reference fields, (if required) 4. Define flexfield structure/context and segments 4. Define flexfield structure/context and segments Associate value sets with segments Associate value sets with segments Enable qualifiers for costing segments Enable qualifiers for costing segments 4. Define values for any value sets 4. Define values for any value sets 5. Generate database items for new fields, (if 5. Generate database items for new fields, (if required in FastFormula or QuickPaint) required in FastFormula or QuickPaint)
Practice 2-a Key and Descriptive Flexfields Overview

Key and Descriptive Flexfields Overview Key and Descriptive Flexfields Overview
This practice reinforces your knowledge of This practice reinforces your knowledge of flexfields and their features. flexfields and their features. Following the details on flexfields answer the Following the details on flexfields answer the questions below. questions below.
1. What are the six key flexfields in Oracle HRMS and which one can have many structures in one business group? 2. Which of the six key flexfields belong to the Payroll product? 3. How many segments can you define in the HRMS key flexfields? 4. Which user key flexfield uses qualifiers and what do the qualifiers do? 5. What is the difference between descriptive and key flexfields? 6. What system feature determines the validation of values in a segment? 7. What are the four types of predefined validation? What does each of them represent? 8. What are the additional features of key flexfields? 9. What is the purpose of cross-validation rules? 10. What is the purpose of shorthand aliases? 11. What is the purpose of flexfield value security? 12. What is the purpose of dynamic insertion?
Extra Information Types in Oracle HRMS
Extra Information Types in Oracle HRMS Extra Information Types in Oracle HRMS
Objectives
At the end of this lesson, you should be able to do At the end of this lesson, you should be able to do the following: the following: Define Extra Information Types Define Extra Information Types
Describe the differences between Extra and Describe the differences between Extra and Special Information Types Special Information Types Add Extra Information Types to a Responsibility Add Extra Information Types to a Responsibility
Overview
Overview Overview
Extra Information Types are a feature of Oracle Extra Information Types are a feature of Oracle HRMS that let you add new types of information HRMS that let you add new types of information not just new fields not just new fields Unlimited number of Types of information Unlimited number of Types of information Up to 30 segments per type Up to 30 segments per type Implemented using descriptive flexfields so Implemented using descriptive flexfields so you can add these without code changes you can add these without code changes Similar to Special Information Types for Person Similar to Special Information Types for Person Access window from a taskflow button Access window from a taskflow button More security features More security features Available for other entities Available for other entities
Overview
Overview Overview
You can define Extra Information Types for the following entities: Locations Organizations Jobs Positions People Assignments
Standard Features
Person
Unlimited Types for Extra Unlimited Types for Extra Information Information
One structure per type One structure per type
Button Extra Extra Person Information
Up to 30 segments in Up to 30 segments in each structure each structure

Validatio n o n each Validation on each segment segment Multiple entries for each Multiple entries for each type of information type of information
[ ] [ ] [ ]
Personal Documents Type Country Expiry Driving License UK 03/06/01
Extra Information Type Descriptive Flexfields

Extra Information Type Descriptive Extra Information Type Descriptive Flexfields Description Flexfields
Information Type Name Personal Documents Type Driving License Valid License Value Country UK United Kingdom Expiry Prompt Values 03/06/01
Segments
Person Extra Info Table

Information 130 Attribute 1 30
User defined information columns

Additional user defined columns
Using Extra Information or Special Information for People

Using Extra Information or Special Using Extra Information for People Information for People
Key Flexfield Combinations Descriptive Flexfield Values
PEOPLE
Special Information
Extra Information
From a user perspective, EITs for people are very From a user perspective, EITs for people are very similar to SITs similar to SITs Both types use flexfields for additional Both types use flexfields for additional information information Key or Descriptive Key or Descriptive
Security
Security Security
STOP

Both types use additional windows to display Both types use additional windows to display fields fields Multiple records of the same type Multiple records of the same type Taskflowed windows Taskflowed windows CustomForm security lets you restrict types to CustomForm security lets you restrict types to display display EITs also have security by Responsibility EITs also have security by Responsibility Control access to a set of EITs Control access to a set of EITs Copy definitions between responsibilities Copy definitions between responsibilities Simplifies administration of security Simplifies administration of security
Steps for Registering Extra Information Types

Steps for Registering Extra Information Steps for Registering Extra Information Types Types
Define the Extra Information Type Define the Extra Information Type Register each EIT Register each EIT Set up responsibility level security Set up responsibility level security Define additional security, (if required) Define additional security, (if required) CustomForm restrictions CustomForm restrictions New taskflow nodes New taskflow nodes Define/change taskflows Define/change taskflows
Practice 3-a Extra Information Types

Extra Information Types Extra Information Types
This practice reinforces your knowledge of Extra This practice reinforces your knowledge of Extra Information Types (EITs )) and their features. Information Types (EITs and their features. Following the details on EITs answer the Following the details on EITs answer the questions detailed below. questions detailed below.
Questions 1. Explain what an Extra Information Type is? 2. Name the 6 important entities in HRMS that have EITs. 3. Give some examples of when you might consider using EITs? 4. What access restrictions can you impose on EITs? 5. EITs and Special Information Types both exist for extending personal information in Oracle HRMS. What performance advantages do EITs have over Special Information Types?
Defining Lookups and Values
Defining Lookups and Values Defining Lookups and Values
Objectives
At the end of this lesson you should be able to: At the end of this lesson you should be able to: Define lookup values for predefined lookup types Define lookup values for predefined lookup types
Define lookup types and values for validation Define lookup types and values for validation
Overview
Overview Overview
Lookups are common to all Oracle Applications Lookups are common to all Oracle Applications Predefined list of values validation for specific Predefined list of values validation for specific fields. Title, Nationality, etc. fields. Title, Nationality, etc. Add your own values to predefined lists. Add your own values to predefined lists. Add your own lookups and values for fields Add your own lookups and values for fields that you define. that you define.
User Access Levels

User Access Levels User Access Levels
System System All values in the list are predefined by Oracle All values in the list are predefined by Oracle Extensible Extensible Some predefined values are provided Some predefined values are provided
You can add values to the list You can add values to the list User User Define new lookup types to validate fields you Define new lookup types to validate fields you define during the implementation process define during the implementation process Flexfield segments Flexfield segments Element Input Values Element Input Values
Polling Question
True or False
You can add your own list of values to any field that has a lookup type.
True
False
Answer
Answer Answer
True or False
You can add your own list of values to any field that has a lookup type.
False

The purpose of this demonstration is to show how The purpose of this demonstration is to show how to define Lookup Types and Values to define Lookup Types and Values Observe as your instructor demonstrates Observe as your instructor demonstrates
Practice 4-a
Following the Instructor Demonstration, define Following the Instructor Demonstration, define Lookup Types and Values using the information Lookup Types and Values using the information supplied supplied

N
W S
Navigate to the Lookup window using the local version of the Super HRMS Manager responsibility
(N) Other Definitions > Lookup Tables (N) Other Definitions > Lookup Tables
Online Help For details on how to complete the Lookup window please refer to the online Help path : Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global > Organization Management > Employee Management> Extend Oracle HRMS > How To > Lookups and User Defined Tables > Adding Lookup Types and Values
Managing Currencies and Exchange Rates
Managing Currencies and Exchange Managing Currencies and Exchange Rates Rates
Objectives
At the end of this lesson, you should be able to: At the end of this lesson, you should be able to: Enable currencies for HRMS product use Enable currencies for HRMS product use
Define exchange rates Define exchange rates
Overview
Overview Overview
For any international or global operation you need For any international or global operation you need the ability to enter compensation and other the ability to enter compensation and other monetary information in different currencies monetary information in different currencies For payroll calculations and financial reporting For payroll calculations and financial reporting you need the ability to maintain exchange rates in you need the ability to maintain exchange rates in a consistent manner a consistent manner
Typical Requirements
Typical Requirements Typical Requirements
You have employees living in one country and You have employees living in one country and working temporarily in another. working temporarily in another. You want to record specific earnings or You want to record specific earnings or deductions in local currencies deductions in local currencies You also want to pay these employees a fixed You also want to pay these employees a fixed amount into a bank account in their home amount into a bank account in their home currency and the remainder in a local currency currency and the remainder in a local currency You want to guarantee that all conversions to You want to guarantee that all conversions to Euro-currencies are correctly calculated Euro-currencies are correctly calculated
Enabling Currencies in Oracle HRMS

Enabling Currencies in Oracle HRMS Enabling Currencies Oracle HRMS
All major currencies are predefined with Oracle All major currencies are predefined with Oracle Applications (using ISO standard codes) Applications (using ISO standard codes) Enable the base currency for each business group Enable the base currency for each business group The currency for all payroll calculations The currency for all payroll calculations Default for all money types of information Default for all money types of information Enable as many other currencies as you need Enable as many other currencies as you need Money values for compensation and benefits Money values for compensation and benefits Non-legislative information balances in payroll Non-legislative information balances in payroll Payment methods for employees Payment methods for employees
Exchange Rates in Oracle HRMS

Exchange Rates in Oracle HRMS Exchange Rates in Oracle HRMS
Oracle HRMS uses exchange rate values stored in the Oracle HRMS uses exchange rate values stored in the General Ledger Daily Rates tables General Ledger Daily Rates tables Conversions in payroll calculations and payment Conversions in payroll calculations and payment Conversions in standard reports Conversions in standard reports You select the exchange rates to use for payroll You select the exchange rates to use for payroll You select the exchange rate to use in reports You select the exchange rate to use in reports
Exchange Rate Variations

Exchange Rate Variations Exchange Rate Variations
Choose if you want to use the same rates as GL or Choose if you want to use the same rates as GL or define a special rate for payroll define a special rate for payroll For example if you set values every day for GL For example if you set values every day for GL but want to set a value for payroll on a fixed but want to set a value for payroll on a fixed date once a month because of the frequency of date once a month because of the frequency of processing in a week or month. processing in a week or month.
Steps to Enable Currencies

Steps to Enable Currencies Steps to Enable
Use the System Administrator responsibility Use the System Administrator responsibility
(N) Application > Currency (N) Application > Currency
1 1 2 2 3 3
To enable an ISO currency, Query the currency To enable an ISO currency, Query the currency Select the Enabled check box Select the Enabled check box Specify the period in which this currency can be Specify the period in which this currency can be used used If you do not enter a start date, this currency is If you do not enter a start date, this currency is valid immediately, and if you do not enter an valid immediately, and if you do not enter an end date, it is valid indefinitely end date, it is valid indefinitely 4 Save your work 4 Save your work
Currency Precision
Currency Precision Currency Precision
Precision is the number of digits to the right of the Precision is the number of digits to the right of the decimal point decimal point Must be greater than or equal to zero Must be greater than or equal to zero Default is two Default is two This does not affect any calculations in Oracle This does not affect any calculations in Oracle Payroll Payroll FastFormula lets you choose the precision FastFormula lets you choose the precision during calculation during calculation If you return the result to a money type field If you return the result to a money type field then precision of the output currency applies then precision of the output currency applies
Exchange Rates
Exchange Rates Exchange Rates
If you record or report in more than one currency If you record or report in more than one currency you will need to enter exchange rates you will need to enter exchange rates Euro Currencies Euro Currencies Set up exchange rates to the Euro Set up exchange rates to the Euro Do not set up rates directly to any Euro Do not set up rates directly to any Euro currency currency
Fixed Rates
Variable Rate
FFR ITL DK

The purpose of this demonstration is to show how The purpose of this demonstration is to show how to define an exchange rate to define an exchange rate Observe as your instructor demonstrates Observe as your instructor demonstrates
Practice 5-a
Following the Instructor Demonstration, define an Following the Instructor Demonstration, define an exchange rate using the information supplied exchange rate using the information supplied

N
W S
Navigate to the Daily Rates window using the local version of the Super HRMS Manager responsibility
(N) Payroll > GL Daily Rates (N) Payroll > GL Daily Rates
Online Help For details on how to complete the Daily Rates window please refer to the online Help path : Applications Help Library > Oracle Financial Applications > Oracle General Ledger > Multi Currency > Entering Daily Rates
Work Structures - Case Study

Work Structures - Case Study Work Structures - Case Study
Review the business Review the business scenario in the scenario in the Instructor Instructor Demonstrations and Demonstrations and Solutions section and Solutions section and answer the questions answer the questions that follow the that follow the scenario scenario
Unit Summary
In this unit you should have learnt how to : In this unit you should have learnt how to : Understand Key and Descriptive Flexfields Understand Key and Descriptive Flexfields
Understand Extra Information Types Understand Extra Information Types Define Lookups and Values Define Lookups and Values Enable Currencies and Enter Exchange Rates Enable Currencies and Enter Exchange Rates
Setting up Business Groups, Locations, and Organizations
Setting up Business Groups, Locations, Setting up Business Groups, Locations, and Organizations and Organizations
Unit Objectives
At the end of this unit you should be able to :: At the end of this unit you should be able to Create a Business Group Create a Business Group
Define Locations Define Locations Define and Change Organizations Define and Change Organizations Create and Change Organization Hierarchies Create and Change Organization Hierarchies Describe the use of ADE Describe the use of ADE
Unit Overview
This unit concentrates on the practical steps and the This unit concentrates on the practical steps and the detailed information you need when setting up detailed information you need when setting up Business Groups, Locations, and Organizations Business Groups, Locations, and Organizations
Creating a Business Group
Creating a Business Group Creating a Business Group
Representing Your Enterprise

Representing Your Enterprise Representing Your Enterprise
Before you build your work structures you need to Before you build your work structures you need to consider how your enterprise is structured consider how your enterprise is structured Do you need one or more business groups? Do you need one or more business groups? Do all of your operating businesses share Do all of your operating businesses share common HR policies or data standards for: common HR policies or data standards for: Recruitment Recruitment Competencies Competencies Compensation Compensation Career management Career management Succession planning Succession planning
The Business Group

The Business Group The Group
The largest organizational unit you set up in The largest organizational unit you set up in Oracle HRMS to represent your enterprise is the Oracle HRMS to represent your enterprise is the Business Group Business Group Holds all data and rules specific to the Holds all data and rules specific to the legislative and cultural needs of one country legislative and cultural needs of one country Contains details of other work structures, Contains details of other work structures, compensation plans and people, (- internal and compensation plans and people, (- internal and external) external) Acts as the default organization for all new Acts as the default organization for all new employees and applicants employees and applicants
Sharing Information
Sharing Information Sharing Information
Some information can be shared across business Some information can be shared across business groups or be defined in one at a time groups or be defined in one at a time Lookups and Locations Lookups and Locations
Reporting Lines
Business Group 1
Business Group n
Lookups
Locations
Shared HR Information
In Release 11i.2
In Release 11i.2 In
HR:Cross Business Group user profile option to enable sharing
Set up hierarchies between organizations in Set up hierarchies between organizations in different business groups different business groups Show reporting lines across geographical Show reporting lines across geographical boundaries boundaries Enter relationships between people across Enter relationships between people across Business Groups Business Groups Supervisors Supervisors Recruiters Recruiters
Event Participants Event Participants Contacts and Dependents Contacts and Dependents
Initial Tasks
Initial Tasks Initial
When you sign on to Oracle HR and choose a When you sign on to Oracle HR and choose a responsibility you automatically choose the responsibility you automatically choose the business group associated with that responsibility business group associated with that responsibility Predefined responsibilities are associated with the Predefined responsibilities are associated with the predefined Setup business group when you predefined Setup business group when you install the products install the products Use this when you first sign on Use this when you first sign on Create a new business group Create a new business group Change profiles for the default responsibilities to Change profiles for the default responsibilities to give access to the new business group give access to the new business group Then do all other setup Then do all other setup
Information Associated with a Business Group

Information Associated with a Information Associated with a Business Group Business Group
Business Group
Key Flexfield Structures
People
Work Details Entries
Defaults
Employment
Legislation and Government Identifiers
Work
Links
Pay
Standard Information
Standard Information Standard Information
When you create a business group you enter When you create a business group you enter certain types of information that are used as certain types of information that are used as defaults for other things within the business group defaults for other things within the business group For example For example Currency Currency Budget values for non-monetary measures Budget values for non-monetary measures (e.g., headcount, FTEs) (e.g., headcount, FTEs) Standard Work Hours and Frequency Standard Work Hours and Frequency
Standard Information (U.S. only)

Standard Information (U.S. only) Standard Information (U.S. only)
For HR reporting of VETS-100 and ADA, the U.S. For HR reporting of VETS-100 and ADA, the U.S. version of Oracle HR has two additional types of version of Oracle HR has two additional types of information: information: Reporting Categories Reporting Categories Enter Full-Time, Part-Time, Non-Temporary Enter Full-Time, Part-Time, Non-Temporary categories to be included in government categories to be included in government reporting reporting Reporting Statuses Reporting Statuses Enter assignment statuses to be included in Enter assignment statuses to be included in reports. E.g. Active or Paid Leave. reports. E.g. Active or Paid Leave.
Employee and Applicant Numbers

Employee and Applicant Numbers Employee and Applicant Numbers
Choose from Choose from Automatic Automatic Number generated in sequence by the system Number generated in sequence by the system Manual Entry Manual Entry User enters any alphanumeric combination User enters any alphanumeric combination National Identifier National Identifier Copy from the national identifier field Copy from the national identifier field
You can change from automatic to manual, but not You can change from automatic to manual, but not from manual to automatic from manual to automatic You cannot use a national identifier for applicants You cannot use a national identifier for applicants
Polling Question
What is the largest organizational unit you set up to What is the largest organizational unit you set up to represent your enterprise? represent your enterprise?
A. Location A. Location B. Organization B. Organization C. Business Group C. Business Group D. Other D. Other
Answer
Answer Answer
What is the largest organizational unit you set up to What is the largest organizational unit you set up to represent your enterprise? represent your enterprise?
A. Location A. Location B. Organization B. Organization C. Business Group C. Business Group D. Other D. Other

The purpose of this demonstration is to show how The purpose of this demonstration is to show how to create a business group to create a business group Observe as your instructor demonstrates Observe as your instructor demonstrates
Practice 2-a
Following the instructor demonstration, create a Following the instructor demonstration, create a business group using the information supplied business group using the information supplied

N
W S
Navigate to the Organization window using your local Super HRMS Manager Responsibility:
(N) Work Structures > Organization > Description (N) Work Structures > Organization > Description
Online Help For details on how to complete the Organization Window please refer to the on line Help path: Applications Help Library > Oracle Applications > Oracle HRMS > Oracle HRMS Global > How To > Create Organizations > Enter Business Group Information

The purpose of this demonstration is to show how The purpose of this demonstration is to show how to grant access to a new a business group to grant access to a new a business group Observe as your instructor demonstrates Observe as your instructor demonstrates
Practice 2-b
Following the instructor demonstration, grant Following the instructor demonstration, grant access to the business group created earlier using access to the business group created earlier using the information supplied the information supplied
Security The security model in Oracle HRMS means that you must grant a user access to a business group before you can define any details within that business group. Set User Profile Options You must set at least two user profile options for this new Responsibility. If you are using standard security - Security Groups Enabled = No, then you must assign the Security Profile to the Responsibility and the Responsibility to a User as System Administrator If you are using Security Groups Enabled = Yes, then you must assign the Security Profile and the Responsibility to a User as the Super HRMS manager.

N

Navigate to the Responsibilities window using the System Administrator responsibility:
1. (N) Security > Responsibility > Define 1. (N) Security > Responsibility > Define
W S
Navigate to the System Profile Values window using the System Administrator responsibility:
2. (N) Profile > System 2. (N) Profile > System
Navigate to the Users window using the System Administrator responsibility:

3. (N) Security > User > Define 3. (N) Security > User > Define
Online Help 1. For details on how to complete the Responsibilities window please refer to the on line Help path: Applications Help Library > Applied Technology > Oracle Applications System Administration > Overview of Oracle Applications > Responsibilities Window 2. For details on how to complete the System Profile Values window please refer to the on line Help path: Applications Help Library > Applied Technology > Getting Started > Overview of Oracle Applications > Setting Profile Options > System Profile Values Window 3. For details on how to complete the Users window please refer to the on line Help path: Applications Help Library > Applied Technology > Oracle Applications System Administration > Overview of Oracle Applications > Users Window
Creating Locations
Creating Locations Creating Locations
Overview
Overview Overview
Locations are the actual work sites of your Locations are the actual work sites of your employees employees Internal addresses Internal addresses External addresses for tax authorities, agencies, External addresses for tax authorities, agencies, etc. etc. Shared across business groups or specific to one Shared across business groups or specific to one
Address Validation for US and Canada

Address Validation for US and Canada Address Validation for US and
If you have licensed Vertex validation then If you have licensed Vertex validation then addresses will be validated against a table addresses will be validated against a table containing all cities with a population of greater containing all cities with a population of greater than 200 people than 200 people Additional window to extend list of valid cities Additional window to extend list of valid cities
Closing Down a Location

Closing Down a Location Closing Down a Location
You can make a location inactive to prevent You can make a location inactive to prevent users from selecting it for organizations, positions users from selecting it for organizations, positions or assignments or assignments Enter an inactive date Enter an inactive date You can delete locations, only if they have never You can delete locations, only if they have never been referenced elsewhere. been referenced elsewhere. Typically you would make them inactive Typically you would make them inactive

The purpose of this demonstration is to show how The purpose of this demonstration is to show how to create a location. to create a location. Observe as your instructor demonstrates. Observe as your instructor demonstrates.
Practice 3-a
Following the instructor demonstration, create a Following the instructor demonstration, create a location using the information supplied location using the information supplied

N
W S
Navigate to the Location window using your local Super HRMS Manager responsibility
(N) Work Structures > Location (N) Work Structures > Location
On-line Help For details on how to complete the Location Window please refer to the on line Help path : Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global > Organization Management > How To > Setup Organization Management > Locations
Creating Organizations
Creating Organizations Creating Organizations
Overview
Overview Overview
Organizations represent the divisions, Organizations represent the divisions, departments, or other operational groups in which departments, or other operational groups in which your employees work your employees work Internal or External to your enterprise Internal or External to your enterprise Organizations are linked in hierarchies to show Organizations are linked in hierarchies to show reporting groups and for security definitions reporting groups and for security definitions Shared with Purchasing, Inventory, Manufacturing Shared with Purchasing, Inventory, Manufacturing and Projects and Projects
Organization Overview
Organization Overview Organization Overview
Business Group
Internal
EuroV ision, Inc. London EuroV ision, Inc. London Busine ss G roup Busine ss G roup HR Org anizati on HR Org anizati on
External
Inland Revenue Inland Revenue Por tsmouth Por tsmouth Tax Office Tax Office
EuroV ision Ware house EuroV ision Ware house Luton Luton HR Org anizati on HR Org anizati on
EuroV ision Shoe s EuroV ision Shoe s Lon don Lon don HR Org anizati on HR Org anizati on
PP P PP P Lon don Lon don Health Car e P rovi der Health Car e P rovi der
Visions West Visions West Bristol Bristol HR Org anizati on HR Org anizati on
Vision's South Vision's South Plymouth Plymouth HR Org anizati on HR Org anizati on
Vision's Eas tt Vision's Eas Norwich Norwich HR Org anizati on HR Org anizati on
Vendors Third Party Payees (Courts, Unions, )
Organization Classifications
Organization Classifications Organization Classifications
Predefined classifications control how an Predefined classifications control how an organization is used in Oracle HRMS organization is used in Oracle HRMS Business Group, HR Organization, Benefits Business Group, HR Organization, Benefits Carrier, Training Provider, etc. Carrier, Training Provider, etc. Selecting a classification controls the additional Selecting a classification controls the additional information you can enter information you can enter Uses Extra Information Types Uses Extra Information Types Define your own classifications and extra Define your own classifications and extra information types information types
Standard HRMS Classifications

Standard HRMS Classifications Standard Classifications
A f f ir m a t i v e A c t i o n P la n ( A A P ) B e n e f ic i a r y O r g a n i z a t i o n : A n o r g a n iz a t io n th a t a r r a n g e s e m p lo y e e s b y th e a f fir m a tiv e a c tio n p la n s t h a t c o v e r th e m A b e n e f ic ia r y o f a n e m p lo y e e s b e n e fit p la n
B e n e f it s C a r r ie r
T h e g r o u p t h a t a d m in is te r s th e c o m p a n y s b e n e fit p la n T h e h i g h e s t le v e l o r g a n iz a tio n in O r a c le HRMS T h e H e a d q u a r te r s f o r g o v e r n m e n tm a n d a t e d r e p o r t in g E q u iv a le n t to a n e m p lo y e r id e n tif ic a t io n num ber A n o r g a n iz a t io n w h e r e y o u w ill a s s ig n e m p lo y e e s A n e x t e r n a l o r g a n iz a t io n th a t r e c e iv e s t h ir d p a r ty p a y m e n t s f r o m a n e m p lo y e e , f o r e x a m p le , a c o u r t- o r d e r e d p a y m e n t A n e s t a b lis h m e n t a g a in s t w h ic h y o u r u n r e p o r ts . ( T h is m a y b e a s in g l e p h y s ic a l lo c a tio n , a c o m p le x o f w o r k s ite s i n a lo c a lity , o r a ll th e s it e s in a g e o g r a p h ic a re a ). T h e g r o u p t h a t a d m in is te r s th e c o m p a n y s w o r k e r s c o m p e n s a tio n p la n
B u s in e s s G r o u p :
C o rp o ra te H e a d q u a rte rs :
G o v e r n m e n t R e p o r t in g E n t it y
H R O rg a n iz a tio n
P a y e e o r g a n iz a t io n :
R e p o r t i n g E s t a b li s h m e n t :
W o r k e r s C o m p e n s a t io n C a r r ie r :
Additional Organization Information

Additional Organization Information Additional Organization Information
You can record additional organization You can record additional organization information that is important to your enterprise information that is important to your enterprise
Cost Allocation Cost Allocation Work Day and Schedule Work Day and Schedule Time Management Detail Time Management Detail Hierarchy Information Hierarchy Information
EuroV ision Ware house EuroV ision Ware house Luton Luton HR Org anizati on HR Org anizati on

The purpose of this demonstration is to show how The purpose of this demonstration is to show how to create an organization. to create an organization. Observe as your instructor demonstrates. Observe as your instructor demonstrates.
Practice 4-a
Following the instructor demonstration, create an Following the instructor demonstration, create an organization using the information supplied organization using the information supplied

N
W S
Navigate to the Organization window using your local Navigate to the Organization window using your local Super HRMS Manager responsibility: Super HRMS Manager responsibility:
Online Help For details on how to complete the Organization window please refer to the online Help path : Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global > Organization Management > How To > Create Organizations > Create an Organization
End Dates on Organizations

End Dates on Organizations End Dates on Organizations
End-Dating an Organization End-Dating an Organization Enter a Date To on an organization to end it Enter a Date To on an organization to end it Prevents it from being available for employee Prevents it from being available for employee assignments, but keeps a history of the assignments, but keeps a history of the organization organization
Deleting Organizations
Deleting Organizations Deleting Organizations
To completely remove an organization from your To completely remove an organization from your system you must first remove any related data: system you must first remove any related data: 1. Delete all employee assignments to the 1. Delete all employee assignments to the organization, at any date organization, at any date 2. Delete the organization from all hierarchy 2. Delete the organization from all hierarchy versions versions 3. Disable all organization classifications in the 3. Disable all organization classifications in the Organization window Organization window 4. Delete the organization in the Organization 4. Delete the organization in the Organization window. window. 5. Save your changes 5. Save your changes
Creating Organization Hierarchies

Creating Organization Hierarchies Creating Organization Hierarchies
Define hierarchies for: Define hierarchies for: Management reporting structures Management reporting structures Security Security Purchasing approvals Purchasing approvals Government mandated reporting Government mandated reporting Project Accounting Project Accounting
Polling Question
True or False
An organization can belong to any number of hierarchies but it can have only one parent in each hierarchy.
True
False
Answer
Answer Answer
True or False
An organization can belong to any number of hierarchies but it can have only one parent in each hierarchy.
True

The purpose of this demonstration is to show how The purpose of this demonstration is to show how to create an organization hierarchy. to create an organization hierarchy. Observe as your instructor demonstrates. Observe as your instructor demonstrates.
Practice 4-b
Following the instructor demonstration, create an Following the instructor demonstration, create an organization hierarchy using the information organization hierarchy using the information supplied supplied

N
W S
Navigate to the Organization Hierarchy window using your local Super HRMS Manager responsibility:
(N) Work Structures > Organization > Hierarchy (N) Work Structures > Organization > Hierarchy
Online Help For details on how to complete the Organization Hierarchy Window please refer to the online Help path : Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global > Organization Management > How To > Create Organization Hierarchies >Create Organization Hierarchies
Instructor Demonstration 4-c

Instructor Demonstration 4-c Instructor Demonstration 4-c
The purpose of this demonstration is to show how The purpose of this demonstration is to show how to assign employees to organizations. to assign employees to organizations. Observe as your instructor demonstrates. Observe as your instructor demonstrates.
Practice 4-c
Practice 4-c Practice 4-c
Following the instructor demonstration, assign an Following the instructor demonstration, assign an employee to an organization using the information employee to an organization using the information supplied supplied
Practice 4-c Navigation Path

N
Practice 4-c Navigation Path Practice 4-c Navigation Path
W S
Navigate to the People window using your own Super HRMS Manager responsibility:
(N) People > Enter and Maintain (N) People > Enter and Maintain
Online Help For details on how to complete the People Window please refer to the online Help path : Oracle HRMS Global > Employee Management > How To > Manage Personal Information > Enter a New Person
Application Data Exchange (ADE)

Application Data Exchange (ADE) Application Data Exchange (ADE)
A desktop utility that lets you A desktop utility that lets you Export HR information to word processor or Export HR information to word processor or spreadsheet tools spreadsheet tools Manipulate information in common desktop Manipulate information in common desktop tools tools Import updated information back to the HR Import updated information back to the HR system using supported APIs. system using supported APIs.
Three Modes of Working with ADE

Three Modes of Working with ADE Three Modes of Working with ADE
Standalone Mode Standalone Mode Launch ADE from the desktop and connect directly Launch ADE from the desktop and connect directly to Oracle HRMS to Oracle HRMS Use applications security to sign-on Use applications security to sign-on Application Mode Application Mode Call ADE from any applications window using the Call ADE from any applications window using the icon in the application toolbar icon in the application toolbar Synchronized security with current login Synchronized security with current login Letter Request Mode Letter Request Mode
Call ADE using the Merge button in the Request Call ADE using the Merge button in the Request Letter window for recruitment and enrollment Letter window for recruitment and enrollment letters letters
ADE in Applications Mode

ADE in Applications Mode ADE in Applications Mode
Query ADE Person Form Style
<Default> Style 1 Style 2 XL
ADE Data
Exc el
Database
Call API
Using ADE
Using ADE Using ADE
Query data in any application window Query data in any application window Export data to ADE and then to desktop Export data to ADE and then to desktop application application Manipulate data in local mode Manipulate data in local mode Upload modified data back to HRMS using Upload modified data back to HRMS using supported APIs supported APIs
ADE Security
ADE Security ADE Security
An administrator can define styles for specific An administrator can define styles for specific forms and control access so that only users with a forms and control access so that only users with a specific responsibility can use them specific responsibility can use them Security profile restricts access to data Security profile restricts access to data Use views to vary scope of data in export. Use views to vary scope of data in export. Default is all the fields in the form Default is all the fields in the form
ADE Styles and Views

ADE Styles and Views ADE Styles and Views
Style
Responsibility
- S tandalone
Form
- P ER WS EPI
Call API
Columns API
- Upload
View
- select data
HRMS
HRV_<name> Person Asg
Addr
Entries
Unit Summary
In this unit you should have learnt how to : In this unit you should have learnt how to : Create a Business Group Create a Business Group
Define Locations Define Locations Define and Change Organizations Define and Change Organizations Create and Change Organization Hierarchies Create and Change Organization Hierarchies Describe the use of ADE Describe the use of ADE
Representing Financial Reporting Structures
Representing Financial Reporting Representing Financial Reporting Structures Structures
Overview
Overview Overview
HR management reporting requirements are HR management reporting requirements are usually covered through the use of Business usually covered through the use of Business Groups, Organizations, Positions and Hierarchies Groups, Organizations, Positions and Hierarchies You also need to map your financial reporting You also need to map your financial reporting requirements onto the Oracle HR work structures requirements onto the Oracle HR work structures Typically this is the mapping of cost centers and Typically this is the mapping of cost centers and account codes for budget planning and analysis account codes for budget planning and analysis
Objectives
At the end of this lesson you should be able to: At the end of this lesson you should be able to: Describe how financial reporting structures in the Describe how financial reporting structures in the general ledger map to management work structures general ledger map to management work structures in Oracle HRMS in Oracle HRMS
Parallel Reporting Structures HR and GL

Parallel Reporting Structures Parallel Reporting Structures
HR and GL HR and GL
HR Reporting:
Organizations in a hierarchy
GL Reporting:
Cost centers in a hierarchy
HR Division 2 Hierarchies
Recruiting Employee Services
01
011
012
Region A
Region B
Region C
0121
0122
Are the HR organization reporting lines and GL Cost Center hierarchies exactly the same in your own enterprise?
Parallel Reporting Structures Similar but Not the Same

Parallel Reporting Structures Parallel Reporting Structures
Similar but Not the Same Similar but Not the Same
Differences may result if: Differences may result if: HR management needs go to a lower level than HR management needs go to a lower level than cost centers. cost centers. A department with one cost center, but many A department with one cost center, but many reporting units, and all share same cost center reporting units, and all share same cost center A manager manages one department that includes A manager manages one department that includes many cost centers, administered for individual many cost centers, administered for individual posts or employees. posts or employees. HR creates organizations with no cost centers to HR creates organizations with no cost centers to simplify management reporting or security, or simplify management reporting or security, or because all costs are assigned at employee level because all costs are assigned at employee level
Integration Its okay to be different!

Integration Integration
Its okay to be different! Its okay to be different!
Oracle Applications support the needs of different Oracle Applications support the needs of different types of enterprises by having a flexible cost types of enterprises by having a flexible cost allocation model allocation model Define your specific requirements for HR as Define your specific requirements for HR as segments in the Cost Allocation key flexfield and segments in the Cost Allocation key flexfield and for GL in the segments of the GL Accounting for GL in the segments of the GL Accounting Flexfield Flexfield
Integration Understanding the Other Side

Integration Integration
Understanding the Other Side Understanding the Other Side
Map segments between the two configurations. Map segments between the two configurations. For example, Cost Center segment in HR to Cost For example, Cost Center segment in HR to Cost Center segment in GL. Center segment in GL. Budget and Costing processes in HRMS will Budget and Costing processes in HRMS will accumulate cost details in HR and transfer accumulate cost details in HR and transfer summary information to the correct GL summary information to the correct GL segments segments Usually dependent on Payroll or Benefits Usually dependent on Payroll or Benefits processing to produce actual values to processing to produce actual values to transfer. transfer.
Cost Allocation Key Flexfield

Cost Allocation Key Flexfield Cost Allocation Key Flexfield
Define your own Define your own segments using a key segments using a key flexfield structure flexfield structure Up to 30 segments Up to 30 segments Validation on each Validation on each segment segment Can share value sets Can share value sets with GL with GL
Cost Allocation Key Flexfield Company Account Code Cost Center Project Vision US Salaries 7350 - HR Dev Self-Service
Allocate costs within HR Allocate costs within HR Payroll, Link, Org, Payroll, Link, Org, Assign ment and En try Assignment and Entry No key combination in No key combinatio n in HR HR
Qualifiers control where a user can allocate values for each segment
Multi-Orgs and Business Groups Similar but Not the Same

Multi-Orgs and Business Groups Multi-Orgs and Business Groups
Multi-Org is the GL function for maintaining Multi-Org is the GL function for maintaining separate sets of books for different operating separate sets of books for different operating companies companies Business Group is the HR function for maintaining Business Group is the HR function for maintaining Activity separate operating companies separate operating companies Both HR and GL have to support: Both HR and GL have to support: Multiple companies operating in a single Multiple companies operating in a single country country Multiple companies operating in different Multiple companies operating in different countries countries Both Both
Multi-Orgs and Business Groups Similar but Not the Same

Multi-Orgs and Business Groups Multi-Orgs and Business Groups
Oracle Applications provides the flexibility to let Oracle Applications provides the flexibility to let you meet your requirements for both financial and you meet your requirements for both financial and HR reporting within each functional area without HR reporting within each functional area without compromising compromising your ability to represent HR management your ability to represent HR management structures structures your ability to consolidate financial your ability to consolidate financial information on a multi-company, multi-national information on a multi-company, multi-national basis basis
Multi-Company and Multi-National Mapping Options

Multi-Company and Multi-National Multi-Company and Multi-National
Mapping Options Mapping Options
HR Reporting
Multi-Business Group
US Busine ss Group n...Busines s G roup US Busine ss Group n...Busines s G roup
US
n...
Company A US
Company A US n...
GL Reporting
Multi-Org
n...
Mapping Options
Mapping Options Mapping Options
When you define your Cost Allocation key flexfield When you define your Cost Allocation key flexfield you decide which segments map to the segments you decide which segments map to the segments of each set of books of each set of books Choose set of books then individual segment Choose set of books then individual segment Oracle HR holds the allocation of cost information Oracle HR holds the allocation of cost information You do not see Cost Center hierarchy You do not see Cost Center hierarchy information in HR. The hierarchy of cost information in HR. The hierarchy of cost centers is part of GL. centers is part of GL.
Costing Considerations
Costing Considerations Costing Considerations
HR but not Payroll HR but not Payroll You can record cost codes, but not accumulate You can record cost codes, but not accumulate actual values actual values HR with Payroll but not GL HR with Payroll but not GL You can accumulate actual values, but must create You can accumulate actual values, but must create your own transfer to GL process your own transfer to GL process Still must run the Transfer to GL report to mark Still must run the Transfer to GL report to mark cost results as transferred cost results as transferred Other Cost Information Other Cost Information Oracle HRMS can process labor distribution costs Oracle HRMS can process labor distribution costs for Projects, that is not transferred directly to GL. for Projects, that is not transferred directly to GL.
Instructor Demonstration
Instructor Demonstration Instructor Demonstration
The purpose of this demonstration is to show you The purpose of this demonstration is to show you where to enter cost center information. where to enter cost center information. Observe as your instructor demonstrates. Observe as your instructor demonstrates.
Unit Summary
In this unit, you should have learned how to: In this unit, you should have learned how to: Describe how financial reporting structures in the Describe how financial reporting structures in the general ledger map to management work structures general ledger map to management work structures in Oracle HRMS in Oracle HRMS
Representing Legal and Government Reporting Structures (U.S.)
Representing Legal and Government Representing Legal and Government Reporting Structures (U.S.) Reporting Structures (U.S.)
Objectives
At the end of this unit you should be able to :: At the end of this unit you should be able to Describe the different ways that Oracle HRMS can Describe the different ways that Oracle HRMS can support Government Reporting Entity information support Government Reporting Entity information Classify an organization as a Government Classify an organization as a Government Reporting Entity Reporting Entity Set up Reporting Establishments Set up Reporting Establishments
Set up a Headquarters Hierarchy Set up a Headquarters Hierarchy
Overview
Overview Overview
A Government Reporting Entity (GRE) is an A Government Reporting Entity (GRE) is an organization grouping that national, regional, and organization grouping that national, regional, and local governments recognize as the employer. local governments recognize as the employer. An employer who: An employer who: issues pay to employees issues pay to employees withholds taxes from employee pay withholds taxes from employee pay is and is liable for taxes and tax reporting is and is liable for taxes and tax reporting provides other government-mandated provides other government-mandated reporting, EEO, ADA etc. reporting, EEO, ADA etc.
Identifying GREs
Identifying GREs Identifying GREs
You should already know the details of the GRE You should already know the details of the GRE structures in your own enterprise. structures in your own enterprise. Each GRE has a unique EIN Each GRE has a unique EIN If your enterprise has only one Employer If your enterprise has only one Employer Identification Number (EIN) then your Business Identification Number (EIN) then your Business Group and GRE are the same organization Group and GRE are the same organization The EIN is a 9-digit number issued by the The EIN is a 9-digit number issued by the Internal Revenue Service Internal Revenue Service If not, then you will need to set up additional GREs If not, then you will need to set up additional GREs and reporting hierarchies and reporting hierarchies You can associate several GREs together as a You can associate several GREs together as a Tax Group Tax Group
One Company - One Employer - One GRE

One Company - One Employer - One GRE One Company - One Employer - One GRE
All employees work at or from a single establishment
Define one establishment Define one establish ment hierarchy to produce an hierarchy to prod uce an establishment report establishment report The top organization is The top organization is likely to be the business likely to be the business group gro up Classify the business Classify the b usiness group as a GRE group as a GRE Classify the business Classify the b usiness group as a Repo rting group as a Reporting Establishment Establishment
AB Shoes
Business Group GRE Reporting Establishment
HR Org HR Org HR Org
HR Org HR Org
Many Employers - Many GREs

Many Employers - Many GREs Many Many GREs
Employees work in multiple establishments with one GRE
Define multi-level hierarchy Define multi-level hierarchy Create new Create new organizations if org anizations if necessary necessary The top organization can be The top organization can b e a business group or a GRE a business group or a GRE
AB Inc.
Bus iness Group GRE
AB Shoes Corp
Reporting Est ablishm ent
AB Finance
(HR Org)
(HR Org)
(HR Org)
Multi-Establishment Hierarchies
Multi-Establishment Hierarchies Multi-Establishment Hierarchies
Reporting Establishment AB, Inc., Headquarters AB Manufacturing AB Distributors Detroit AB Finance Dayton 1,000 AB, Inc. GRE 500 1,500 955 45 AB Distributors Detroit, GRE
For reporting purposes, this enterprise needs a For reporting purposes, this enterprise needs a second multi-establishment hierarchy and a second multi-establishment hierarchy and a headquarters hierarchy headquarters hierarchy It is a legislative requirement that multiIt is a legislative requirement that multiestablishment enterprises identify one establishment enterprises identify one establishment as their headquarters establishment as their headquarters
Multi-Establishment Hierarchies
Multi-Establishment Hierarchies Multi-Establishment Hierarchies
AB, Inc.
GRE
AB Distributors
Detroit GRE
AB Shoes
AB Finance
Dayton
AB Finance
Dayton
AB Distributors
Detroit
(HR Org)
(HR Org)
(HR Org)
(HR Org)
(HR Org)
(HR Org)
Headquarters Hierarchy for Multi-Establishment Companies

Headquarters Hierarchy for MultiHeadquarters Hierarchy for MultiEstablishment Companies Establishment Companies
A single establishment company A single establishment company Use the top organization as a parameter for the Use the top organization as a parameter for the Headquarters Report Headquarters Report Do not build a separate headquarters Do not build a separate headquarters hierarchy hierarchy Multi-establishment company Multi-establishment company
Only one organization can be classified as a Only one organization can be classified as a Corporate Headquarters in a business group Corporate Headquarters in a business group Reports using Headquarters Hierarchies include Reports using Headquarters Hierarchies include all employees covered by the hierarchy all employees covered by the hierarchy Use an existing organization or create a GRE for Use an existing organization or create a GRE for reporting purposes reporting purposes
Use same EIN as the operational GRE Use same EIN as the operational GRE
Headquarters for Multi-Establishment Companies

Headquarters for Multi-Establishment Headquarters for Multi-Establishment Companies Companies
Top organization must be classified as: Top organization must be classified as: GRE GRE
Reporting Establishment Reporting Establishment Corporate Headquarters Corporate Headquarters
Optionally classify as: Optionally classify as: HR Organization for employees to have HR Organization for employees to have assignments to this organization assignments to this organization
Defining Organization Information for Government Mandated Reporting
Defining Organization Information for Defining Organization Information for Government Mandated Reporting Government Mandated Reporting
Lesson Objectives
Lesson Objectives Lesson Objectives
At the end of this lesson, you should be able to: At the end of this lesson, you should be able to: Set up reports for government reporting agencies Set up reports for government reporting agencies
Overview
Overview Overview
Employers must prepare a number of reports for Employers must prepare a number of reports for submission to various government authorities to submission to various government authorities to ensure legislative compliance ensure legislative compliance In Oracle HRMS, you can organize and maintain the In Oracle HRMS, you can organize and maintain the information needed to produce these reports information needed to produce these reports
Mandated Government Reports

Mandated Government Reports Mandated Government Reports
Equal Employment Opportunity (EEO) Equal Employment Opportunity (EEO) Affirmative Action Plan (AAP) Affirmative Action Plan (AAP) Federal Contractor Veterans Employment (VETSFederal Contractor Veterans Employment (VETS100) 100) Americans with Disabilities Act (ADA) Americans with Disabilities Act (ADA) Occupational Safety and Health Administration Occupational Safety and Health Administration (OSHA) (OSHA) New Hire Report New Hire Report
Reporting Categories and Statuses

Reporting Categories and Statuses Reporting Categories and Statuses
Some reporting, (i.e., VETS-100 and ADA), covers Some reporting, (i.e., VETS-100 and ADA), covers only non-temporary, full-time or part-time only non-temporary, full-time or part-time employees employees You identify these employees, by registering You identify these employees, by registering reporting categories and statuses for the business reporting categories and statuses for the business group group Reporting categories Reporting categories User extensible lookup type Employment User extensible lookup type Employment Categories Categories Reporting statuses Reporting statuses User extensible Assignment Statuses that User extensible Assignment Statuses that identify non-terminated employees identify non-terminated employees
Classifying Organizations as GREs

Classifying Organizations as GREs Classifying Organizations as GREs
Identify Organizations that are designated as Identify Organizations that are designated as GREs GREs GREs must be reported separately GREs must be reported separately Enter the unique EIN for each GRE Enter the unique EIN for each GRE A GRE can include employees from several A GRE can include employees from several establishments, and an establishment can establishments, and an establishment can include employees in several GREs include employees in several GREs A GRE whose employees all work at the same A GRE whose employees all work at the same establishment is a reporting establishment establishment is a reporting establishment
Classifying Organizations as Reporting Establishments

Classifying Organizations as Reporting Classifying Organizations as Reporting Establishments Establishments
Establishments may be: Establishments may be: a single physical location a single physical location a set of worksites in a locality a set of worksites in a locality all the sites in a large geographic area all the sites in a large geographic area Identify existing organizations that are Identify existing organizations that are establishments or Define new organizations for establishments or Define new organizations for complex grouping complex grouping Classify organizations as Reporting Classify organizations as Reporting Establishments Establishments
Overriding Establishment Hierarchies

Overriding Establishment Hierarchies Overriding Establishment Hierarchies
Reports that use establishment hierarchies can Reports that use establishment hierarchies can take exceptional cases into account take exceptional cases into account You can enter an override reporting establishment You can enter an override reporting establishment at the assignment level for any employee at the assignment level for any employee When a process finds an override, it counts When a process finds an override, it counts the employee as part of the override reporting the employee as part of the override reporting establishment establishment
Classifying an Organization as the Corporate Headquarters

Classifying an Organization as the Classifying an Organization as the Corporate Headquarters Corporate Headquarters
For multi-establishment companies you must For multi-establishment companies you must identify a single headquarters organization identify a single headquarters organization Classify as Corporate Headquarters Classify as Corporate Headquarters Define a new reporting organization if existing Define a new reporting organization if existing organizations do not satisfy this need. organizations do not satisfy this need.
Setting Up Non-AAP Establishment Hierarchies

Setting Up Non-AAP Setting Up Non-AAP Establishment Hierarchies Establishment Hierarchies
A reporting establishment can never be A reporting establishment can never be subordinate to another reporting establishment subordinate to another reporting establishment In a non-AAP establishment hierarchy, a In a non-AAP establishment hierarchy, a GRE/reporting establishment can be the top GRE/reporting establishment can be the top organization, organization, Or reporting establishments can be Or reporting establishments can be subordinate to a GRE and optionally, to HR subordinate to a GRE and optionally, to HR Organizations Organizations
AAP Reporting
AAP Reporting AAP Reporting
AAP reporting requires breakdown of employees AAP reporting requires breakdown of employees by the affirmative action plans covering them, by the affirmative action plans covering them, instead of breakdown by establishment instead of breakdown by establishment To meet this requirement, classify the an To meet this requirement, classify the an organization as an AAP Organization organization as an AAP Organization
AAP Establishment Hierarchies

AAP Establishment Hierarchies AAP Establishment Hierarchies
Establishment hierarchies constructed for AAP Establishment hierarchies constructed for AAP reporting are exceptional reporting are exceptional Establishments appear as subordinates of the Establishments appear as subordinates of the AAP organizations that represent the AAP organizations that represent the affirmative action plans affirmative action plans AAP organizations, (which may also be AAP organizations, (which may also be reporting establishments), can: reporting establishments), can: appear at various levels in the hierarchy appear at various levels in the hierarchy can be subordinate to other AAP can be subordinate to other AAP organizations,(which may also be reporting organizations,(which may also be reporting establishments). establishments).
EEO-1 Reporting Checklist

EEO-1 Reporting Checklist EEO-1 Reporting Checklist
1. Enter report submission information for each GRE. 1. Enter report submission information for each GRE. 2. Enter an EEO job category for each job. 2. Enter an EEO job category for each job. 3. Ensure that each employee has on record: a 3. Ensure that each employee has on record: a gender, ethnic origin, and assignment. gender, ethnic origin, and assignment. 4. Identify the types of EEO-1 reporting that each 4. Identify the types of EEO-1 reporting that each GRE must submit. GRE must submit. 5. Define the reporting organizations. 5. Define the reporting organizations. 6. 6. 7. 7. Build the establishment hierarchies. Build the establishment hierarchies. Enter establishment overrides for employees. Enter establishment overrides for employees.
AAP Reporting Checklist

AAP Reporting Checklist AAP Reporting Checklist
1. Ensure that each employee has on record: a 1. Ensure that each employee has on record: a gender, ethnic origin, GRE, and job. gender, ethnic origin, GRE, and job. 2. Determine salary codes and grades. 2. Determine salary codes and grades. 3. Define lines of progression. 3. Define lines of progression. 4. Enter job group names. 4. Enter job group names. 5. Associate each job with an EEO category, salary 5. Associate each job with an EEO category, salary code, line of progression, and job group. code, line of progression, and job group. 6. Define an AAP organization for each plan. 6. Define an AAP organization for each plan. 7. Determine and build the establishment 7. Determine and build the establishment hierarchies. hierarchies.
VETS-100 Reporting Checklist

VETS-100 Reporting Checklist VETS-100 Reporting Checklist
1. Register reporting categories and statuses for 1. Register reporting categories and statuses for your business group. your business group. 2. Enter the necessary GRE reporting information. 2. Enter the necessary GRE reporting information. 3. Record EEO job categories. 3. Record EEO job categories. 4. Ensure appropriate veteran status and assignment 4. Ensure appropriate veteran status and assignment to a job, employment category, and GRE. to a job, employment category, and GRE. 5. Identify and define the necessary reporting 5. Identify and define the necessary reporting organizations. organizations. 6. Determine and build the establishment 6. Determine and build the establishment hierarchies. hierarchies. 7. Enter establishment overrides for employees. 7. Enter establishment overrides for employees.
ADA Reporting
ADA Reporting ADA Reporting
Register employees as disabled when you enter Register employees as disabled when you enter other personal information about them other personal information about them Maintain information about particular types of Maintain information about particular types of disabilities using the Disabilities window disabilities using the Disabilities window The report presents this disability information, The report presents this disability information, including comments including comments The report can also display essential The report can also display essential requirements of the job or position, if you requirements of the job or position, if you maintain these requirements in the database maintain these requirements in the database
ADA Requests for Accommodation

ADA ADA
Requests for Accommodation Requests for Accommodation
The ADA encourages employers to make The ADA encourages employers to make reasonable accommodations that enable reasonable accommodations that enable employees with disabilities to work employees with disabilities to work Use the Disability Accommodations window to Use the Disability Accommodations window to record information about employee requests for record information about employee requests for accommodations accommodations
OSHA Recording Information

OSHA OSHA
Recording Information Recording Information
Use Special Information Types to record the Use Special Information Types to record the information needed for OSHA information needed for OSHA Description of each injury or illness, with date, Description of each injury or illness, with date, place, and circumstances place, and circumstances Physical effects and effects on the employees Physical effects and effects on the employees ability to work, (Nonfatal incidents) ability to work, (Nonfatal incidents) Separate activities at the same location are treated Separate activities at the same location are treated as separate reporting establishments as separate reporting establishments For example, a manufacturing facility and a For example, a manufacturing facility and a sales office in the same building are treated as sales office in the same building are treated as distinct establishments distinct establishments

The purpose of this demonstration is to show how The purpose of this demonstration is to show how to classify HR organizations. to classify HR organizations. Observe as your instructor demonstrates. Observe as your instructor demonstrates.
Practice 2-a
Following the Instructor Demonstration, classify Following the Instructor Demonstration, classify HR organizations using the information supplied HR organizations using the information supplied

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Navigate to the Organization window using the US Navigate to the Organization window using the US Super HRMS Manager responsibility: Super HRMS Manager responsibility:
Online Help For details on how to complete the Organization window please refer to the online Help path : Applications Help Library > Oracle HRMS Applications >Oracle HRMS > Oracle HRMS Global > Organization Management > How To > Create Organizations > Create an Organization
Summary
Summary Summary
In this lesson, you should have learned how to: In this lesson, you should have learned how to: Set up reports for government reporting agencies Set up reports for government reporting agencies
Unit Summary
In this unit you should have learnt how to : In this unit you should have learnt how to : Describe the different ways that Oracle HRMS can Describe the different ways that Oracle HRMS can support Government Reporting Entity information support Government Reporting Entity information Classify an organization as a Government Classify an organization as a Government Reporting Entity Reporting Entity Set up Reporting Establishments Set up Reporting Establishments
Set up a Headquarters Hierarchy Set up a Headquarters Hierarchy
Representing Grades and their Relationship to Pay
Representing Grades and their Representing Grades and their Relationship to Pay Relationship to Pay
Objectives
At the end of this unit you should be able to :: At the end of this unit you should be able to Define Grades Define Grades
Define Grade Rates, Pay Scales and Scale Rates Define Grade Rates, Pay Scales and Scale Rates
Overview
Overview Overview
This Unit concentrates on how to define Grades with This Unit concentrates on how to define Grades with Rates or Pay Scales in Oracle HRMS Rates or Pay Scales in Oracle HRMS
Grades
Grades Grades
Grades show relative levels of Grades show relative levels of management or seniority in an management or seniority in an enterprise enterprise May be grouped as May be grouped as
Management, Administrative, Management, Administrative, Technical, etc. Technical, etc.
Engineer.Snr Clerk.Jnr
Director
Director
Often related to levels of pay Often related to levels of pay Often related to Job Often related to Job or Position or Position Often related to Often related to Union Group Union Group Assembler.1
Grade Key Flexfield

Grade Key Flexfield Grade Key Flexfield
Define your own grade Define your own grade structure using a key structure using a key flexfield flexfield Up to 30 segments Up to 30 segments Validation on each Validation on each segment segment Define each grade as a Define each grade as a combination of segment combination of segment values values
Grade Key Flexfield
USWU Engineer 3
Grade USWU.Engineer.3
Grade Key Flexfield Structure Simple or Complex

Grade Key Flexfield Structure Grade Key Flexfield Structure
Simple or Complex Simple or Complex
In its simplest form, a grade can be a single In its simplest form, a grade can be a single character, or number, in a logical sequence character, or number, in a logical sequence A, B, C A, B, C By adding a second segment to the grade name, By adding a second segment to the grade name, you can identify sub-grades. you can identify sub-grades. A.1, A.2, A.3, and A.4 A.1, A.2, A.3, and A.4 B.1 and B.2 B.1 and B.2 A more complex structure could be used to A more complex structure could be used to distinguish grades for different staff groups distinguish grades for different staff groups Manual.A.1, Manual.A.2, Clerical.C.1 and Manual.A.1, Manual.A.2, Clerical.C.1 and Clerical.C.2 Clerical.C.2
Grade Key Flexfield Checklist

Grade Key Flexfield Checklist Grade Key Flexfield Checklist
Define Value Sets Define Value Sets Decide if you need lists of values for simple lists Decide if you need lists of values for simple lists The Grade window is usually restricted access The Grade window is usually restricted access and a list of values adds maintenance costs and a list of values adds maintenance costs Define Key Flexfield Structure and Segments Define Key Flexfield Structure and Segments Enter Yes for Allow Dynamic Inserts to allow Enter Yes for Allow Dynamic Inserts to allow users to define grades in the Grade window users to define grades in the Grade window Define Values Define Values Define Cross Validation Rules (if required) Define Cross Validation Rules (if required) Define Aliases (if required) Define Aliases (if required)

The purpose of this demonstration is to show how The purpose of this demonstration is to show how to set up the Grade key flexfield. to set up the Grade key flexfield. Observe as your instructor demonstrates. Observe as your instructor demonstrates.
Practice 1-a
Following the instructor demonstration set up the Following the instructor demonstration set up the Grade key flexfield using the information supplied Grade key flexfield using the information supplied Prefix the structure with your initials Prefix the structure with your initials

N
W S

The purpose of this demonstration is to show how The purpose of this demonstration is to show how define a grade. define a grade. Observe as your instructor demonstrates how to Observe as your instructor demonstrates how to define a grade. define a grade.
Practice 1-b
Following the Instructor demonstration, define a Following the Instructor demonstration, define a grade using the information supplied grade using the information supplied

N
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Navigate to the Grade window using your local Super Navigate to the Grade window using your local Super HRMS Manager responsibility: HRMS Manager responsibility:
(N) Work Structures > Grade > Description (N) Work Structures > Grade > Description
Online Help For details on how to complete the Grade window please refer to the on line Help path : Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global > Enterprise Modeling > How To > Grades and Pay > Define a Grade
Defining Grade Rates and Pay Scales
Defining Grade Rates and Pay Scales Defining Grade Rates and Pay Scales
Grades and Pay Direct or Indirect

Grades and Pay Grades and Pay
Direct or Indirect Direct or Indirect
Oracle HRMS supports direct and indirect relationships between grades and pay
Direct Direct Use Grade Rates Use Grade Rates Fixed value, or Fixed value, or Maximum, Minimum, and Mid-point values Maximum, Minimum, and Mid-point values Indirect Indirect Use Pay Scales Use Pay Scales Progression Points and Values Progression Points and Values Grade Steps and increments Grade Steps and increments
Grade Rates
Grade Rates Grade Rates
ary J anu ar y y u ar Jan nu Ja
DateTracked
Each Grade has a value or a range of values Each Grade has a value or a range of values
Grade Grade A.1 A.1 A.2 A.2 Value Value 25000 25000 27000 27000 Minimum Minimum 20000 20000 23000 23000 Midpoint Maximum Midpoint Maximum 30000 30000 33000 33000 40000 40000 43000 43000
Often used in performance related pay processes Often used in performance related pay processes Salary Administration Salary Administration Units may be money, hours, numbers Units may be money, hours, numbers Comparative calculations Comparative calculations

The purpose of this demonstration is to show how The purpose of this demonstration is to show how define a Grade Rate. define a Grade Rate. Observe as your instructor demonstrates. Observe as your instructor demonstrates.
Practice 2-a
Following the Instructor demonstration, define a Following the Instructor demonstration, define a Grade Rate using the information supplied. Grade Rate using the information supplied.

N
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Navigate to the Grade Rate window using your local Navigate to the Grade Rate window using your local Super HRMS Manager responsibility: Super HRMS Manager responsibility:
(N) Work Structures > Grade > Grade Rate (N) Work Structures > Grade > Grade Rate
Online Help For details on how to complete the Grade Rate Window please refer to the on line Help path : Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global > Enterprise Modeling > How To > Grades and Pay > Define a Grade Rate
Pay Scales
Grade and Steps
Grade A - Steps 1,2,3 Grade B - Steps 1,2,3,4
Pay Scale
Points Pay 10000 10550 10975 11450 11700 12250 12655 13000 13400
1
Grade C - Steps 1,2
2 B 3 1 4
1 2 3
1 2 3 4 5 6 7
C 2
8 9
Pay Scale Characteristics

Pay Scale Characteristics Pay Scale Characteristics
One pay scale of points and values is used to One pay scale of points and values is used to establish the actual pay for many different grades establish the actual pay for many different grades or employee groups or employee groups Each point in the pay scale has a single value Each point in the pay scale has a single value Grades can have a number of distinct steps, with Grades can have a number of distinct steps, with each step given a single point in the pay scale each step given a single point in the pay scale An employee assignment includes Grade and Step An employee assignment includes Grade and Step The step and point value determine salary or The step and point value determine salary or actual pay for the employee actual pay for the employee
Pay Scales
Pay Scales show indirect relationships between Pay Scales show indirect relationships between grades and pay grades and pay Unlimited number of scales Unlimited number of scales Unlimited number of points and values Unlimited number of points and values Use sequence to define progression Use sequence to define progression Define a value for every point Define a value for every point Money, Hours, Number Money, Hours, Number Define Grade Steps in sequence Define Grade Steps in sequence Select a point for each step Select a point for each step Steps can skip points in the scale Steps can skip points in the scale Define a ceiling point to stop automatic Define a ceiling point to stop automatic increments within grade increments within grade
Pay Scale Checklist

Pay Scale Checklist Pay Scale Checklist
1. Define Pay Scale 1. Define Pay Scale Points in sequence Points in sequence 2. Define Scale Values 2. Define Scale Values 3. Define Grades 3. Define Grades 4. Define Grade Steps and Points 4. Define Grade Steps and Points Enter ceiling point for automatic incrementing Enter ceiling point for automatic incrementing 5. Enter Grade and Step for an employee 5. Enter Grade and Step for an employee Employee assignment information Employee assignment information 6. Run incremental process when required 6. Run incremental process when required Default process is based on a fixed date Default process is based on a fixed date
Polling Question
True or False
Grades are related to pay. Grades are related to pay.
True
False
Answer
Answer Answer
True or False
Grades are related to pay. Grades are related to pay.
True

The purpose of this demonstration is to show how The purpose of this demonstration is to show how to define a Pay Scale to define a Pay Scale Observe as your instructor demonstrates Observe as your instructor demonstrates
Practice 2-b
Following the instructor demonstration, define a Following the instructor demonstration, define a Pay Scale using the information supplied Pay Scale using the information supplied

N
W S
Navigate to the Pay Scale window using your local Navigate to the Pay Scale window using your local Super HRMS Manager responsibility: Super HRMS Manager responsibility:
(N) Work Structures > Grade > Pay Scale (N) Work Structures > Grade > Pay Scale
Online Help For details on how to complete the Pay Scale Window please refer to the online Help path : Oracle HRMS Global > Enterprise Modeling > How To > Grades and Pay > Define a Pay Scale
Unit Summary
In this unit you should have learnt how to : In this unit you should have learnt how to : Define Grades Define Grades
Define Grade Rates, Pay Scales and Scale Rates Define Grade Rates, Pay Scales and Scale Rates
Representing Jobs and Positions
Representing Jobs and Positions Representing Jobs and Positions
Objectives
At the end of this unit you should be able to :: At the end of this unit you should be able to Define Jobs and Positions Define Jobs and Positions
Define and Change Position Hierarchies Define and Change Position Hierarchies Change Job and Position Definitions Change Job and Position Definitions Perform Mass Move Updates Perform Mass Move Updates
Overview
Overview Overview
Every enterprise defines roles to represent how Every enterprise defines roles to represent how employees work employees work In Oracle HRMS, you can use Jobs or Positions or In Oracle HRMS, you can use Jobs or Positions or a combination of both, to define roles a combination of both, to define roles
Jobs and Positions

Jobs and Positions Jobs and Positions

Use Jobs or Positions to Use Jobs or Positions to represent the different represent the different roles that a person can roles that a person can perform in your perform in your enterprise enterprise Oracle HRM S provides Oracle HRM S provides two options to suit th e two options to suit the needs of different needs of different enterprises enterprises
Payroll Manager
Payroll Clerk
Consultant
Senior Engineer
Using Jobs or Positions

Using Jobs or Positions Using Jobs or Positions

Do you manage People or Do you manage Peo ple or Position s? Positions? Fixed or Flexible Roles Fixed or Flexible Roles May be more than one May be more than one employee in the same employee in the same role role
Payroll Manager
If role continues to exist If role continues to exist after the employee leaves after the employee leaves th en think about Positions then think about Positions If role ceases or is reIf role ceases or is reevaluated when the evaluated when the employee leaves then think employee leaves then think about Jobs about Jobs
Payroll Clerk
Consultant Senior Engineer

Oracle HRMS lets you hold additional types of Oracle HRMS lets you hold additional types of information for both Jobs and Positions. information for both Jobs and Positions. Predefined types of information include: Predefined types of information include: Valid grades Valid grades Job Evaluation details Job Evaluation details Work Choices Work Choices
Competence or Skill Requirements Competence or Skill Requirements An unlimited number of user-defined types An unlimited number of user-defined types Extra Information Types Extra Information Types
Jobs
Jobs Jobs
Jobs are generic roles within a Business Group Jobs are generic roles within a Business Group They are independent of any single organization They are independent of any single organization Exist for all organizations Exist for all organizations For example. The jobs Manager and For example. The jobs Manager and Consultant could occur in many organizations Consultant could occur in many organizations Oracle HRMS lets you define your own job Oracle HRMS lets you define your own job structure and then enter details for each job in structure and then enter details for each job in your enterprise your enterprise
Job Key Flexfield

Job Key Flexfield Job Key Flexfield
Define your own job Define your own job structure as a key structure as a key flexfield flexfield Up to 30 segments Up to 30 segments Validation on each Validation on each segment segment Required or Optional Required or Optional Define individual jobs as Define individual jobs as a combination of a combination of segment values segment values
Job Key Flexfield
Title Level
Manager 1
Job
Manager.1
Job Key Flexfield Checklist

Job Key Flexfield Checklist Job Key Flexfield Checklist
Define Value Sets Define Value Sets Decide if you need lists of values for simple lists Decide if you need lists of values for simple lists The Job window is usually restricted access and a The Job window is usually restricted access and a list of values adds maintenance costs list of values adds maintenance costs Define Key Flexfield Structure and Segments Define Key Flexfield Structure and Segments Enter Yes for Allow Dynamic Inserts to allow Enter Yes for Allow Dynamic Inserts to allow users to define grades in the Job window users to define grades in the Job window Define Values Define Values Define Cross Validation Rules (if required) Define Cross Validation Rules (if required) Define Aliases (if required) Define Aliases (if required)
Job Key Flexfield Structure Simple or Complex

Job Key Flexfield Structure Job Key Flexfield Structure
Simple or Complex Simple or Complex
A job can be a one or two segment name A job can be a one or two segment name Typical if you use Positions Typical if you use Positions Manager., Manager.Senior, Consultant., Manager., Manager.Senior, Consultant., Consultant.1, etc. Consultant.1, etc. Adding more segments you extend the types of Adding more segments you extend the types of information you use to define a job information you use to define a job Useful if you use Jobs as the primary roles in Useful if you use Jobs as the primary roles in your enterprise your enterprise Manual.A.1.ShiftB, Manual.A.2.ShiftA, Manual.A.1.ShiftB, Manual.A.2.ShiftA, Clerical.C.1. and Clerical.C.2. Clerical.C.1. and Clerical.C.2.

The purpose of this demonstration is to show how The purpose of this demonstration is to show how to set up the Job key flexfield. to set up the Job key flexfield. Observe as your instructor demonstrates. Observe as your instructor demonstrates.
Practice 1-a
Following the instructor demonstration set up the Following the instructor demonstration set up the Job key flexfield using the information supplied Job key flexfield using the information supplied Prefix the structure with your initials Prefix the structure with your initials

N
W S
Practice 1-a Flexfield Details

Practice 1-a Flexfield Details Practice 1-a Flexfield Details
Segment 1 Segment 1 Segment Name = Job Name Segment Name = Job Name Validation Type = Independent Validation Type = Independent Segment Values Segment Values
Value Manager President Associate Sales Description Manager President Associate Sales
Practice 1-a Flexfield Details

Practice 1-a Flexfield Details Practice 1-a Flexfield Details
Segment 2 Segment 2 Segment Name = Job Code Segment Name = Job Code Validation Type = Dependent Validation Type = Dependent Segment Values Segment Values
Value Manager President Associate Sales Value Executive Shoe Stock Sales

The purpose of this demonstration is to show how The purpose of this demonstration is to show how to define a Job to define a Job Observe as your instructor demonstrates Observe as your instructor demonstrates
Practice 1-b
Following the instructor demonstration define a Following the instructor demonstration define a Job using the information supplied Job using the information supplied

N
W S
Navigate to the Job window using your local Super Navigate to the Job window using your local Super HRMS Manager responsibility: HRMS Manager responsibility:
(N) Work Structures > Job > Description (N) Work Structures > Job > Description
Online Help For details on how to complete the Job Description Window please refer to the on line Help path: Oracle HRMS Global > Enterprise Modelling > Jobs and Positions > How To > Define a Job
Practice 1-b Job Details

Practice 1-b Job Details Practice 1-b Job Details
Create the following jobs for the business group: Create the following jobs for the business group: Manager Manager Vice President Vice President Associate.Shoe Associate.Shoe Associate.Stock Associate.Stock Sales Sales
Positions
Positions Positions
Position is a specific role, or function, that exists Position is a specific role, or function, that exists in one, and only one, organization in one, and only one, organization Positions show more management reporting detail Positions show more management reporting detail than organizations alone than organizations alone Position definition includes Job and Organization Position definition includes Job and Organization Use job to show common job types and Use job to show common job types and information across organizations information across organizations Use fewer organizations to show groups of Use fewer organizations to show groups of positions and employees. E.g. Department positions and employees. E.g. Department level. level.
Positions
Positions Positions

Use Positions to show Use Positio ns to show specific posts within an specific posts within an Organization Organization Typical in Public Typical in Public Sector, Govern ment, Sector, Government, Education and Health Education and Health Typical in large Typical in larg e en terprises to sho w enterprises to show management positions management positio ns Use Position Control Use Positio n Control functionality to man age fu nction ality to manage positions positions
ar y Janu ar y r y u a Jan anu J
DateTracked
Org : HR Department
Post

Define your own position Define your own position structure using a key structure using a key flexfield flexfield Up to 30 segments Up to 30 segments Validation on each Validation on each segment segment Define each position as a Define each position as a combination of segment combination of segment values values
Simplest op tion is one Simplest option is one segment with no segment with no validation for Title validation for Title
Title
HR Director
Position
HR Director
Org Job
HR Department Manager.3

Every position in the enterprise is unique Every position in the enterprise is unique If every region has a Vice President, you must set If every region has a Vice President, you must set up a unique position name for each VP up a unique position name for each VP VP may be the job definition for each position VP may be the job definition for each position Use job to define shared information Use job to define shared information
Job Northern Region VP Sales North VP
Org
Org
Southern Region VP Southern Sales
Positions
Key Flexfield Structure

Key Flexfield Structure Key Flexfield Structure
When deciding on the number of segments a When deciding on the number of segments a flexfield has, it is usually better to set up a few flexfield has, it is usually better to set up a few small segments rather than one big segment. small segments rather than one big segment. For example. If position includes name, region For example. If position includes name, region and code, you could define 2 or 3 segments and code, you could define 2 or 3 segments Give users a greater choice in reporting using Give users a greater choice in reporting using individual segments. individual segments.
Seg 1
Seg 1
Seg 2
Key Flexfield Structure

Key Flexfield Structure Key Flexfield Structure
If visibility of data is very important, you might If visibility of data is very important, you might consider including additional information in the consider including additional information in the name. name. If the value can change often, you probably dont If the value can change often, you probably dont want to put it in the unique identifier want to put it in the unique identifier Consider using one of the other options for Consider using one of the other options for additional information. additional information. Extra Information Types or descriptive flexfield Extra Information Types or descriptive flexfield may be more suitable. may be more suitable.
Polling Question
A Position is a specific occurrence of . A Position is a specific occurrence of .
A. of several Jobs, fixed in one organization A. of several Jobs, fixed in one organization B. of one Job, fixed within one business group B. of one Job, fixed within one business group C. of one Job, fixed within several organizations C. of one Job, fixed within several organizations D. of one Job, fixed within one organization D. of one Job, fixed within one organization
Answer
Answer Answer
A Position is a specific occurrence of . A Position is a specific occurrence of .
A. of several Jobs, fixed in one organization A. of several Jobs, fixed in one organization B. of one Job, fixed within one business group B. of one Job, fixed within one business group C. of one Job, fixed within one organization C. of one Job, fixed within one organization D. of one Job, fixed within several organizations D. of one Job, fixed within several organizations
Instructor Demonstration 1-c

Instructor Demonstration 1-c Instructor Demonstration 1-c
The purpose of this demonstration is to show how The purpose of this demonstration is to show how to set up the Position key flexfield to set up the Position key flexfield Observe as your instructor demonstrates Observe as your instructor demonstrates
Practice 1-c
Practice 1-c Practice 1-c
Following the instructor demonstration set up the Following the instructor demonstration set up the Position key flexfield using the information Position key flexfield using the information provided provided Prefix the structure with your initials Prefix the structure with your initials
Practice 1-c Navigation Path

N
Practice 1-c Navigation Path Practice 1-c Navigation Path
W S
Navigate to the Key Flexfield Segment window using Navigate to the Key Flexfield Segment window using the System Administrator Responsibility: the System Administrator Responsibility:
Practice 1-c Flexfield Details

Practice 1-c Flexfield Details Practice 1-c Flexfield Details
Segment 1 Segment 1 Segment Name = Position Name Segment Name = Position Name Validation Type = Independent Validation Type = Independent Segment Values Segment Values
Value Chief Executive Officer Vice President Senior Warehouse Shoe Manager
Description
Practice 1-c Flexfield Details

Practice 1-c Flexfield Details Practice 1-c Flexfield Details
Segment 2 Segment 2 Segment Name = Region Segment Name = Region Validation Type = Independent Validation Type = Independent Segment Values Segment Values
Value N S E W Description North South East West
Instructor Demonstration 1-d

Instructor Demonstration 1-d Instructor Demonstration 1-d
The purpose of this demonstration is to show how The purpose of this demonstration is to show how to define a Position. to define a Position. Observe as your instructor demonstrates this. Observe as your instructor demonstrates this.
Practice 1-d
Practice 1-d Practice 1-d
Following the Instructor demonstration define a Following the Instructor demonstration define a Position using the information supplied Position using the information supplied
Practice 1-d Navigation Path

N
Practice 1-d Navigation Path Practice 1-d Navigation Path
W S
Navigate to the Position window using your local Navigate to the Position window using your local Super HRMS Manager responsibility: Super HRMS Manager responsibility:
(N) Work Structures > Position > Description (N) Work Structures > Position > Description
Online Help For details on how to complete the Position window please refer to the on line Help path: Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global > Enterprise Modeling > Jobs and Positions > How To > Define a Position
Practice 1-d Position Details

Practice 1-d Position Details Practice 1-d Position Details
Create the following positions within an organization: Create the following positions within an organization: Vice President, North Vice President, North Shoe Manager, West Shoe Manager, West Shoe Manager, South Shoe Manager, South Shoe Manager, East Shoe Manager, East
Position Hiring Status

Position Hiring Status Position Hiring Status
Hiring status determines what changes you can Hiring status determines what changes you can make to the position definition and whether you make to the position definition and whether you can include it in any assignments can include it in any assignments Eliminated or Deleted Eliminated or Deleted You cannot change the position You cannot change the position Proposed Proposed You can change the start date You can change the start date Active Active You can change only the start date before you You can change only the start date before you make any other updates to the position make any other updates to the position
Position Hierarchies
Position Hierarchies Position Hierarchies
Use Hierarchies to show management reporting Use Hierarchies to show management reporting lines between positions lines between positions More detail than Organization Hierarchies More detail than Organization Hierarchies In a hierarchy each position has one parent In a hierarchy each position has one parent Unlimited number of hierarchies Unlimited number of hierarchies Dates and versions Dates and versions Copy and manage multiple versions Copy and manage multiple versions Use hierarchies to control user access to records Use hierarchies to control user access to records Security Profiles Security Profiles Reports Reports
Position Hierarchy - Example

Position Hierarchy - Example Position Hierarchy - Example
Managing Director
David Anderson
Finance Director
Director, Sales and Marketing
Director, Research and Developm ent David Anderson
Production Director Mic hae l Fiengold Plant Manage r Wendy Rawlins
Ala sda ir MacIntos h Duncan Mc Donald Personnel Director Geoffrey Cox Manage ment Information Director **No Holders**
Plant Personnel Mgr. Sheelagh Campbell
Sys tems Manage r Kaz Raghu
Depart ment Head **2 Holders**
Production Engineering Manager Geoffrey Cox
Defining and Changing Position Hierarchies

Defining and Changing Position Defining and Changing Position Hierarchies Hierarchies
Positions can belong to any number of hierarchies Positions can belong to any number of hierarchies but can appear only once in any hierarchy but can appear only once in any hierarchy Use the Position Hierarchy window or the Use the Position Hierarchy window or the Hierarchy Diagrammer to define and change Hierarchy Diagrammer to define and change hierarchies hierarchies Optionally, add new positions to hierarchies Optionally, add new positions to hierarchies from the Position window. from the Position window. To change the top position in an existing hierarchy To change the top position in an existing hierarchy use the Position Hierarchy window use the Position Hierarchy window Query the hierarchy Query the hierarchy Query the new top position Query the new top position Make the old top position report to the new Make the old top position report to the new
Hierarchy Diagrammers
Hierarchy Diagrammers Hierarchy Diagrammers
A graphical tool to define and change hierarchies A graphical tool to define and change hierarchies using drag-and-drop actions using drag-and-drop actions Not an organization charting and reporting Not an organization charting and reporting tool. Consider using a partner application, like tool. Consider using a partner application, like OrgPublisher. OrgPublisher. Updates to the database are immediate Updates to the database are immediate Reflected in the forms, in reports, and any Reflected in the forms, in reports, and any security processes security processes

With Oracle HRMS you can enter several additional With Oracle HRMS you can enter several additional types of information for jobs or positions: types of information for jobs or positions: Work Choices Work Choices Job Evaluation Job Evaluation Skills Skills Valid Grades Valid Grades User defined Extra Information Types User defined Extra Information Types
Work Choices
Work Choices Work Choices
Work choices specify deployment conditions for Work choices specify deployment conditions for the job or position. the job or position. These can also be entered for employees or These can also be entered for employees or candidates to assist in succession planning. candidates to assist in succession planning. Choices include: Choices include: Willingness to work in all locations, to Willingness to work in all locations, to relocate, to travel or to hold a passport relocate, to travel or to hold a passport Specific countries or locations of travel Specific countries or locations of travel Length of time the person must perform the Length of time the person must perform the job or position job or position
Changing Job and Position Definitions
Changing Job and Position Definitions Changing Job and Position Definitions
Changing Definitions
Changing Definitions Changing Definitions
Positions are DateTracked so that you can Positions are DateTracked so that you can maintain a complete history of changes to your maintain a complete history of changes to your positions over time positions over time Jobs are dated so that you can Jobs are dated so that you can ar y start and end definitions start and end definitions Jan u u ar yr y n ua Ja n Ja No DateTracked history No DateTracked history Position Hierarchy versions Position Hierarchy versions are dated so that you can have are dated so that you can have multiple versions at the same time multiple versions at the same time
Changing Details
Changing Details Changing Details
Ending a Job or a Position will automatically end Ending a Job or a Position will automatically end valid grade definitions valid grade definitions Removing the end date will reopen valid Removing the end date will reopen valid grades with the same original end date grades with the same original end date You cannot end Jobs that are currently in use in You cannot end Jobs that are currently in use in assignments or positions assignments or positions You can change the Status of a position You can change the Status of a position If you want to record the source of changes to a If you want to record the source of changes to a position, use the Amendment Information fields position, use the Amendment Information fields from the Additional Detail tab from the Additional Detail tab Useful for Public Sector and Position Control Useful for Public Sector and Position Control
Mass Move Updates
Mass Move Updates Mass Move Updates
Objectives
At the end of this lesson, you should be able to: At the end of this lesson, you should be able to: Plan and execute a mass move of positions Plan and execute a mass move of positions
Overview
Overview Overview
Mass Move allows you to manage the movement Mass Move allows you to manage the movement of positions as a result of reorganization and of positions as a result of reorganization and simultaneously to update employee records simultaneously to update employee records Mass move functionality is only available if you Mass move functionality is only available if you use Positions use Positions
Reorganization
Reorganization Reorganization
If you use positions, you should try to keep the If you use positions, you should try to keep the definition of organizations as broad as possible definition of organizations as broad as possible Reduce the duplication of information Reduce the duplication of information Simplify the processes of reorganization Simplify the processes of reorganization
Reorganization usually means changing Reorganization usually means changing organizations, positions and hierarchies organizations, positions and hierarchies You cannot change organization for a position You cannot change organization for a position You must end one and create a new position You must end one and create a new position Mass Move functionality supports this process Mass Move functionality supports this process
Moving Assignments
Moving Assignments Moving Assignments
You can create new positions using existing You can create new positions using existing positions positions In the same organization or a different one In the same organization or a different one You can change the valid grade, location, and You can change the valid grade, location, and standard conditions of the positions standard conditions of the positions You can move a group of assignments to different You can move a group of assignments to different positions positions In the same organization or a different one In the same organization or a different one North American users can also change the North American users can also change the GRE/Legal Entity of an assignment GRE/Legal Entity of an assignment
Considerations Before a Mass Move

Considerations Before a Mass Move Considerations Before a Mass Move
What is the effective date for the change? What is the effective date for the change? What are the source and target organizations? What are the source and target organizations? May be the same or different May be the same or different What are the source and target positions What are the source and target positions Do you want to deactivate the source Do you want to deactivate the source position? position? If the target positions are new, do you want to If the target positions are new, do you want to copy location and standard conditions from copy location and standard conditions from the source position, target organization, or the source position, target organization, or Business Group? Business Group? What about valid grades and GRE/Legal Entity What about valid grades and GRE/Legal Entity details? details?
Considerations Before a Mass Move

Considerations Before a Mass Move Considerations Before a Mass Move
Which assignments should transfer from the Which assignments should transfer from the source positions to the target positions? source positions to the target positions? What should happen to the grade of any What should happen to the grade of any assignment changed during the move? assignment changed during the move? What should happen to the location, standard What should happen to the location, standard conditions and GRE/Legal Entity of assignments conditions and GRE/Legal Entity of assignments changed during the move? changed during the move?
Polling Question
True or False
Mass move functionality is available regardless of Mass move functionality is available regardless of whether you are using Positions. whether you are using Positions.
True
False
Answer Answer
True or False
Mass move functionality is available regardless of Mass move functionality is available regardless of whether you are using Positions. whether you are using Positions.
False
Unit Summary
In this unit, you should have learned how to: In this unit, you should have learned how to: Model Jobs and Positions Model Jobs and Positions
Define and Change Position Hierarchies Define and Change Position Hierarchies Change Job and Position Definitions Change Job and Position Definitions Perform Mass Move Updates Perform Mass Move Updates
Setting Up Workers Compensation (U.S.)
Setting Up Workers Compensation Setting Up Workers Compensation (U.S.) (U.S.)
Objectives
At the end of this lesson you should be able to :: At the end of this lesson you should be able to Set up Workers Compensation Set up Workers Compensation
Overview
Overview Overview
This lesson concentrates on the setup of Workers This lesson concentrates on the setup of Workers Compensation, (WC), information for Insurers, Compensation, (WC), information for Insurers, Codes and Rates Codes and Rates If you are using Oracle Payroll you will have If you are using Oracle Payroll you will have predefined elements and fastformulas to do the predefined elements and fastformulas to do the calculations for Workers Compensation calculations for Workers Compensation Workers Compensation Information stores Workers Compensation Information stores information. This is processed for each employee information. This is processed for each employee Workers Compensation stores the WC Workers Compensation stores the WC premium calculated during processing of each premium calculated during processing of each employee employee
WC Insurers
WC Insurers WC Insurers
Monopolistic states require you to use their own Monopolistic states require you to use their own agency as your insurer agency as your insurer Competitive states allow you to choose between Competitive states allow you to choose between private insurers and the state agency to fund WC private insurers and the state agency to fund WC programs programs
State Government
WC Codes and Rates

WC Codes and Rates WC Codes and
You associate a states WC codes with an insurers You associate a states WC codes with an insurers default rates default rates Default rates apply when no location is specified Default rates apply when no location is specified
Workers Compensation Liability

Workers Compensation Liability Workers Compensation Liability
Maintain specialized information to determine your Maintain specialized information to determine your liability liability Associate your jobs with state WC work Associate your jobs with state WC work classification codes classification codes Associate state WC classification codes with WC Associate state WC classification codes with WC insurance premium rates insurance premium rates
Additional Elements/Modifications Required

Additional Elements/Modifications Additional Elements/Modifications Required Required
Consider additional WC elements, new formulas, Consider additional WC elements, new formulas, or formula modifications if your enterprise has: or formula modifications if your enterprise has: Multiple GREs in different states, with different Multiple GREs in different states, with different insurers insurers Employees working in states with unique rules Employees working in states with unique rules governing the makeup of employees payroll governing the makeup of employees payroll exposure or in states with nonstandard exposure or in states with nonstandard modifiers for the WC premium calculation modifiers for the WC premium calculation GREs in Washington or Oregon where GREs in Washington or Oregon where employees as well as employers must pay WC employees as well as employers must pay WC premiums or fees premiums or fees
Polling Question
True or False
Default rates apply when no location is specified. Default rates apply when no location is specified.
True
False
Answer
Answer Answer
True or False
Default rates apply when no location is specified. Default rates apply when no location is specified.
True

The purpose of this demonstration is to show how The purpose of this demonstration is to show how to setup Workers Compensation Codes and Rates to setup Workers Compensation Codes and Rates Observe as your instructor demonstrates Observe as your instructor demonstrates
Practice 1-a
Following the Instructor demonstration setup Following the Instructor demonstration setup Workers Compensation Codes and Rates using Workers Compensation Codes and Rates using the information supplied the information supplied

N
W S
Navigate to the Workers Compensation Rates window Navigate to the Workers Compensation Rates window using the US Super HRMS Manager Responsibility: using the US Super HRMS Manager Responsibility:
1. (N) Work Structure > Job > Workers Compensation Rates 1. (N) Work Structure > Job > Workers Compensation Rates
Navigate to the Workers Compensation Codes window Navigate to the Workers Compensation Codes window using the US Super HRMS Manager Responsibility: using the US Super HRMS Manager Responsibility:
2. (N) Work Structure > Job > Workers Compensation Rates 2. (N) Work Structure > Job > Workers Compensation Rates
Navigate to the Organization window using the US Super Navigate to the Organization window using the US Super HRMS Manager Responsibility: HRMS Manager Responsibility:
3. (N) Work Structures > Organization > Description 3. (N) Work Structures > Organization > Description
Online Help 1 & 2 For details on how to complete the Workers Compensation Rates and Codes Windows please refer to the online Help path : Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS US > Payroll Definition > Workers Compensation > How To > Entering WC Codes, Exposure Rules and Surcharges 3. For details on how to complete the Organization window please refer to the online Help path : Applications Help Library > Oracle HRMS Applications > Oracle HRMS > Oracle HRMS Global > Organization Management > How To > Create Organizations > Create an Organization
Summary
Summary Summary
In this lesson you should have learnt how to :: In this lesson you should have learnt how to Set up Workers Compensation Set up Workers Compensation

Implementing HRMS - I

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R11i, Implementing Oracle HRMS

Student Guide Volume 1

Course Code: 14805GC10 Edition: 1.0 November 2000 Part Number:M014066

This book was published using:

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Customizing, Reporting and System Administration Using Oracle HRMS A73296-01

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Caps and lowercase

Courier new, case sensitive (default is lowercase)

Element Menu paths

Example Select File> Save.

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Key names Key sequences Key combinations

Typographic Conventions in Code

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CREATE ROLE role

SQL commands and SELECT userid FROM emp; functions

Notations : (N) = Navigator (M) = Menu (T) = Tab

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Work Structures Chapter 1 - Page 1

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Work Structures Chapter 1 - Page 2

Work Structures Work Structures

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Work Structures Chapter 1 - Page 3

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Work Structures Chapter 1 - Page 4

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Work Structures Chapter 1 - Page 5

Overview of Enterprise Work Structures

Overview of Enterprise Work Structures Overview of Enterprise Work Structures

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Work Structures Chapter 1 - Page 6

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Work Structures Chapter 1 - Page 7