Norwegian Legislation The Norwegian legislation can use the following

classifications: Local Unit: Use this classification to identify and report on the
different work centers, within your enterprise, to which you assign employees.
Payee Organization: Use this classification to define an external organization
which receives third party payment from an employee
Social Security Office: Use this to define external social security office
organizations.
Pension Provider: Use this classification to define an external organization that
provides pensions to your employees.
Statement Provider: Use this classification to define an external organization that
provides reports on behalf of the legal employer.
Tax Office: Use this classification to define an external tax organization.
Finnish Legislation The Finnish legislation can use the following classifications:
Local Unit: Use this classification to identify and report on the different work
centers, within your enterprise, to which you assign employees.
External Company: Use this to record details of the various types of external
organizations with whom your organization deals. Ensure to create organizations
with this classification as external organizations.
Pension Provider: Use this to record the basic information about pension insurance
providers to which you transfer the appropriate pension insurance deductions.
Accident Insurance Provider: Use this to identify organizations that provide
accident insurance coverage, group life insurance, and unemployment insurance.
Finnish Magistrate Office: Use this for identifying the authority responsible for
processing the employee court orders.
Finnish Trade Union: Use this to record the basic information about the employees'
trade unions to process employee deductions.
Provincial Tax Office: Use this to identify the legal employer's tax office.
Organization Structures

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Danish Legislation The Danish legislation can use the following classifications:
Service Provider: Use this classification to record details of the various types of
external service providers with whom your organization deals.
Pension Provider: Use this classification to define external pension providers.

Swedish Legislation The Swedish legislation can use the following classifications:
Local Unit: Use this classification to identify and report on the different work
centers, within your enterprise, to which you assign employees.
Social Security Office: Use this to define external social security office
organizations with which you coordinate medical reimbursements for the
employees.
Swedish Enforcement Office: Use this to define external enforcement office
organizations with which you coordinate the attachment of earnings deductions for
the employees.
South African Legislation The South African legislation can use the following
classification: Training Provider: Use this to indicate if an organization is a training
provider.
UAE Legislation The UAE legislation can use the Legal Employer classification to
define and enter additional organization information for your legal employer.
Irish Legislation The Irish legislation can use the following classifications: Legal
Employer: Use this classification to define and enter additional organization
information for your legal employer.
Pension Provider: Use this classification to define external pension provider.
1-28 Oracle Human Resources Management Systems Enterprise and Workforce
Management Guide (India)
Defaults for the Business Group You can enter certain types of information for the
Business Group to appear as defaults throughout your enterprise structures: You
can select a default currency.
You can enter a default for the value each assignment contributes towards each
staffing budget that you define. For example, by default an assignment may count
as one for a headcount budget.
You can enter default working hours for all the employees in the Business Group.
You can override these defaults at organization, position, and assignment levels.
If you are using HRMS in the US, you have additional defaults: For HR reporting
purposes you can register Reporting Categories andReporting Statusesfor the
Business Group. These include employment categories such as Full Time or Part
Time that cover employees who are not temporary workers, and assignment
statuses such as Active or Paid Leave that cover employees who have not left your
enterprise.

 You can register for the Business Group the names of the segments of its Cost
Allocation key flexfield that hold cost center and labor distribution codes. This
customizes the names that appear as field prompts in your BEE Windows.
Employee and Applicant Identification Numbers When defining a Business Group,
you choose a method of creating identifying numbers for its employees and
applicants. The choices are: Automatic number generation
Manual entry
For employees only, automatic use of a national identifier, such as the US social
security number, Canadian social insurance number or the UK National Insurance
number
Generic Hierarchies Overview Generic hierarchies group and correlate information
about your business into an ordered structure of parent-child relationships that
implementation teams can use as input parameters to reports and concurrent
processes. One standard purpose for a generic hierarchy is to supply input
parameters to a generic purge process you perform
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1-29

on temporary tables. With appropriate access rights, you can also design your own
generic hierarchies from scratch. You can extend predefined hierarchy and node
types, using any combination of HRMS data. You can use the flexibility of generic
hierarchies to correlate information across business groups, specifying combinations
of people, jobs, competencies, grades, locations, training, or other structures, with
precise scope. You can reuse hierarchies, delivering comparable and consistent
information limited only by your maintenance of the hierarchies. You can process
specific groupings of workers, process flexfield data, or trigger Oracle Alerts or
Workflow. Here are some examples of business questions you can address using
generic hierarchies: What is the competency hierarchy for a given job?
Who is qualified for which job?
Who can take leave on a given date?
What training is available in which location, for which jobs?
What objectives apply to which job?
Defining and Maintaining Generic Hierarchies Defining a New Hierarchy You create
or maintain generic hierarchies in the Generic Hierarchies pages. You define a new
hierarchy in three stages: 1. Create a hierarchy based on a predefined or userdefined hierarchy type.
2. Enter information about the initial version of the hierarchy and specify effective
dates. Note: Some government-mandated reports, such as Multiple Work Site in the

US, require that you submit the report within a specified date range. When you
create the hierarchy, enter an effective date and end date to match or encompass
that range. You cannot create a hierarchy version with an effective date range that
overlaps another version.
3. Enter node information, based on predefined or user-defined node types.
Hierarchy Types and Node Types The top node is the hierarchy type itself you create
in the Generic Hierarchies pages, bearing a user-defined name, such as
Competencies or Job Objectives. You define node types and add them to your
hierarchy structure as child nodes, to specify the kind of