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Oracle Global Human Resources Cloud Getting Started with Your Implementation
Part Number E61335-01
Copyright 2011-2015, Oracle and/or its affiliates. All rights reserved.
Authors: Megan Wallace, Angela Brown, Tina Brand, Essan Jirman, Denise Fairbanks Simpson
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Contents
Preface
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Application Users
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Defining Application Users for Oracle HCM Cloud Service: Explained ...................................................................... 45
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Data Upload
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Uploading Data for Oracle Global Human Resources Cloud: Explained ................................................................... 55
Preface
Preface
This Preface introduces information sources available to help you use Oracle Applications.
Note
If you don't see any help icons on your page, click the Show Help button in the global area. Not all pages have
help icons.
You can also access Oracle Applications Help at https://fusionhelp.oracle.com/.
Documentation Accessibility
For information about Oracle's commitment to accessibility, visit the Oracle Accessibility Program website at http://
www.oracle.com/pls/topic/lookup?ctx=acc&id=docacc.
Preface
ii
Chapter 1
Warning
This guide covers the basic requirements needed to create an implementation project. The tasks presented in this
document are intended for a quick introduction or pilot implementation. This document does not include all setup
and security tasks that are appropriate for a complete implementation.
References to related help accompany each of the steps. The help is available from Oracle Fusion Applications Help or from
the Oracle Cloud Documentation Library, unless specified otherwise.
Chapter 1
Private Cloud - Application- and technology-managed services that are offered for Oracle software and hardware
and are available internally, behind a firewall and are hosted over the Internet by Oracle or Oracle business partners
that offer BPO solutions. Oracle provides management, monitoring, patching, security, and upgrade services.
On Premises - Hardware, software licenses, and support that you buy and host at one or more of your sites. You are
responsible for monitoring, security, patching, and upgrades.
Hybrid - You can choose to maintain your existing legacy applications on premise and buy products that are hosted
in private or public cloud, or any combination of these options.
Chapter 1
employee alignment, and regulatory compliance with integrated enterprise social networking tools, business intelligence, and
mobile data access.
Embedded Analytics
Embedded analytics enable actionable insight by providing access to information or data which will help complete a
transaction.
Real-Time Reporting
Real-time reporting accesses relevant reports and analytics for each individual work area. Predefined analyses are available,
but you can also create and edit analyses from the Reports and Analytics pane or work area. Optionally, access the Oracle
Chapter 1
Business Intelligence (BI) Enterprise Edition through the Reports and Analytics pane. New objects and changes to existing
objects that you make in Oracle BI Enterprise Edition are reflected and available from Oracle HCM Cloud Service.
Interactive Dashboards
Interactive dashboards provide:
Information summaries that show a view of the big picture as well as prioritization
Information monitoring that offers quick action and further exploration
The main dashboard within Oracle HCM Cloud Service is the Welcome dashboard, which is a collection of dashboards. Two
other types of dashboards are also available:
Transaction dashboards which contain content that is core to one or more business processes
Business intelligence (BI) dashboards which contain content that is complementary to one or more business
processes
Note
If you plan to continue using an Oracle Applications Unlimited HR application in coexistence with Oracle HCM
Cloud Service, you will not follow this order of implementation. Contact your system integrator to determine the
order to implement your offerings.
Chapter 2
Note
Not everything in that document is relevant to Oracle Cloud Application Services, for example details about Oracle
Java Cloud Service and Oracle Database Cloud Service.
Chapter 2
Next Steps
The administrator who was identified during the activation process:
Optionally create initial administrator and implementation users before enterprise structures setup.
Alternatively, the administrator sets up enterprise structures and then creates service users, including
functional implementors.
Additional Information
For complete information on security in Oracle Cloud Application Services, refer to the Securing Oracle HCM Cloud
guide. See the Implementation Users chapter.
Chapter 2
2. Sign in using the administrator user account and password provided by Oracle based on your activation request.
Initial sign-in prompts you to reset your password.
3. Access tasks as follows:
a. Go to Navigator > more... > Tools > Setup and Maintenance.
b. On the Overview page, click the All Tasks tab.
c. Search for the task by entering the name in the Search field.
d. Click Search.
e. In the search results, perform the task by clicking its Go to Task icon.
Related Topics
Define Implementation Users Tasks: Points to Consider
Creating Data Roles for Implementation Users: Procedure
Chapter 2
The following procedure identifies how to generate the setup tasks. The documentation in this list is in the Oracle Applications
Cloud Using Functional Setup Manager guide.
1. Sign in to Oracle Cloud Services.
Using the Oracle Cloud Services URL, sign in to Oracle Cloud Services as a user with the application
implementation consultant role.
The Welcome page appears.
Select Setup and Maintenance under the Tools category in the Navigator to go to the Setup and
Maintenance work area.
On the Getting Started with Oracle Fusion Applications page, view all Oracle Fusion Applications offerings.
See: Gathering Your Implementation Requirements chapter
Drill down on the Oracle HCM offering of your choice to view a description, documents, and reports related to
the offering on the Documents page.
Chapter 2
5. Configure offerings.
On the Configure Offerings page, configure the offerings of your choice to fit your business requirements.
Expand any offering to find its optional offerings, called Optional Functional Areas. Select all that apply to your
organization.
Use the Select Feature Choices page to review optional or alternative business processes. Select all that apply
to your enterprise. If you select the Payroll functional area, you must select the appropriate countries as feature
choices.
Note
To use the Enterprise Structures Configurator to set up your basic enterprise structures, you must
select the Enterprise Structures Guided Flow feature on the Configure Offerings page. It is selected
by default.
Create a new implementation project on the Manage Implementation Projects page to generate setup tasks for
a selected offering.
The task list includes the tasks that are relevant to the offerings and optional functional areas that you selected.
The most common requirements across all offerings are listed first. Next, the common tasks across product
families are shown. Next are common tasks across product offerings. Tasks that are specific to product
functionality are listed last.
You can expand the task lists to see the tasks that they contain.
See: Managing an Application Implementation chapter - Implementation Project Task Lists: Explained
Chapter 2
10
Chapter 3
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Chapter 3
and Maintenance work area; however, in your task list the tasks may be interspersed with other tasks that do not need to be
performed before you can create application users.
For setting up Human Resources, each task is performed by the Application Implementation Consultant, unless specified
differently. All documentation references are from the Oracle Global Human Resources Cloud Implementing Global Human
Resources guide unless specified differently.
1. Assign implementation tasks to users.
On the Manage Implementation Projects page, assign tasks related to the setup of enterprise structures to
implementation users who have the Application Implementation Consultant job role.
See: Managing an Application Implementation chapter, Oracle Applications Cloud Using Functional Setup
Manager guide
Sign in using the Oracle Fusion Applications URL and the user account and password associated with your
implementation user role.
Navigate to the Assigned Implementation Tasks tab to find assigned tasks.
3. Load geographies.
Perform the task Load US Geographies if you are using US Payroll. For Chinese locations and China Payroll,
perform the task Load Chinese Geographies.
Geography information is used in Oracle Fusion Applications for address entry and geography-based business
processes, for example, territory management and shipping.
You may have been given a geographies file to load. Alternatively, Vertex files may be available.
4. Manage geographies.
Perform the task Manage Geographies to enable the list of values for address fields in user interfaces.
Perform the task Establish Enterprise Structures to determine the high-level structures of the enterprise using
an interview style process.
Note
If you are also implementing Global Payroll, you must define the Cost Allocation Key Flexfield prior to
defining the legislative data group. See: Setting Up Global Payroll, Task 8 Manage Cost Allocation
Key Flexfield.
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Chapter 3
Perform the task Establish Job and Position Structures to determine an approach for jobs or jobs and positions
that match your operational needs for workforce deployment, management reporting, and approvals.
Perform the task Review Enterprise Configuration to review a high-level functional summary, as well as a
detailed technical inventory of all objects that will be created. There is an additional option to print a hard copy
of the information.
Perform the task Load Enterprise Configuration to generate the structures for your enterprise and workforce
deployment. This process creates the physical entities you define in the enterprise, and jobs and positions
interviews.
13
Chapter 3
Setting Up Benefits
The tasks in the following list relate to setup of the benefits offering. These are the basic steps that must be set up to process
benefits. Some steps are required only in certain cases, and have been noted below. Most of these tasks appear in the
setup task list that was generated in the Setup and Maintenance work area; however, in your task list the tasks may be
interspersed with other tasks that do not need to be performed before you can process benefits. There are other tasks that
contain predefined data and cannot be extended, such as certification types and determination rules, but are used to define
your benefits offering. These tasks are not included in this list.
For setting up Benefits, each task is performed by the Application Implementation Consultant. All documentation references
are from theOracle Global Human Resources Cloud Implementing Benefits guide.
1. Manage eligibility profiles.
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Chapter 3
Note
Eligibility profiles are not required, but they are recommended.
Perform the Manage Eligibility Profiles task to create and update combinations of required and optional criteria
to evaluate eligibility for benefit objects.
Perform the Manage Benefit Life Events task to configure employment, personal, and family changes for
eligibility evaluation, enrollment, and disenrollment.
Perform the Manage Year Periods task to define the time periods that programs or plans are in effect.
Perform the Manage Benefit Plan Types task to define and update plan types to group benefit plans according
to the type of benefit provided, such as medical, dental, or life insurance.
Note
Benefit options are not required in all cases, and it is entirely possible to have a free-standing plan with
no options beneath it.
Perform the Manage Benefit Options task to create reusable plan options, associate the allowable plan types
with each option, and specify dependent and beneficiary designation requirements.
Perform the Manage Benefit Plans task to create and update packages of benefit plan offerings and establish
administrative procedures and rules for the plans.
Note
You can create multiple benefit plans by uploading the data from a workbook. Use the Prepare in
Workbook option in this task.
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Chapter 3
Note
Benefit programs are not required, but are helpful because they enable you to group many plans and
plan types together for easier administration.
Perform the Manage Benefit Programs task to create and update packages of benefit program offerings and
establish administrative procedures and rules for the programs.
Note
You can create multiple benefit programs by uploading the data from a workbook. Use the Prepare
in Workbook option in this task.
8. Manage rates.
Perform the Manage Benefit Rates task to create and update rules for administering a periodic fixed or variable
rate amount to be distributed to, or contributed by, participants.
9. Manage elements.
See: Elements chapter in the Oracle Global Human Resources Cloud Implementing Global Human Resources
guide
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Chapter 3
All documentation references are from the Oracle Global Human Resources Cloud Implementing Global Payroll guide, unless
otherwise noted.
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Chapter 3
Perform the Manage Features by County or Territory task to select the correct payroll product for each of your
legislations to ensure that payroll-related features work correctly in your implementation.
Perform the Manage Consolidation Groups task to process the results from more than one payroll run in a
single action or to process the results for one payroll in separate actions.
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Chapter 3
Perform the Manage Payroll Definitions task to specify payroll processing parameters, such as payment
frequency, payroll schedule and costing accounts.
4. Manage elements.
Perform the Manage Fast Formulas task to define generic expressions of calculations or comparisons to repeat
with different input values.
See: Oracle Global Human Resources Cloud Using Fast Formula guide
Perform the Manage Balance Definitions task to define accumulations of numeric values over a period of time.
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Chapter 3
See: Oracle Global Human Resources Cloud Integrating Global Human Resources guide
Perform the Manage Payment Methods task to define the payment methods for employee and third-party
payments.
Perform the Manage Cost Allocation Key Flexfield Setup task to configure cost, offset, default, suspense, and
priority account key flexfield structures for each legislative data group.
Role
Work Area
Application Implementation
Consultant
Application Implementation
Consultant
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Chapter 3
Task Area
Role
Work Area
Application Implementation
Consultant
IT Security Manager
Application Implementation
Consultant
Application Implementation
Consultant
Payroll Coordinator
Note
Other topics may provide additional setup guidance specific to your third-party provider.
Create a legal jurisdiction if not already created or predefined for your country or territory.
Create a legal authority for each government body you interact with.
3. In the Define Enterprise Structures for HCM task list, create a legislative data group (LDG) for each country of
operation, to partition your payroll data.
4. In the Define Legal Entities for HCM task list, perform the following actions:
Create at least one legal entity designated as a payroll statutory unit (PSU) for each LDG.
Optionally, create calculation cards for statutory deductions for each PSU, if supported by the LDG.
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Chapter 3
5. In the Define Legal Reporting Units for HCM task list, perform the following actions:
Create any additional tax reporting units (TRUs) that you need.
Optionally, create calculation cards for statutory deductions for each TRU, if supported by the LDG.
6. In the Define Business Units for HCM task list, create business units that you use to associate other objects.
Tip
To upload a batch of payroll definitions, use the Batch Loader task in the Payroll Administration work
area.
4. Use the Manage Elements task to create any earnings or deduction elements. After creating an element, edit it
to create at least one element eligibility record. The newly created element generates database items that the
Calculate Gross Earnings process can use to get earnings information and the extract process can use to get
deduction information.
Note
Before you enable multiple entries of the same element, confirm that your third-party provider can
manage them.
5. Use the Manage Elements task to create element eligibility records for predefined statutory deduction elements.
You must complete this task before you hire employees.
See the Integrating with Oracle HCM Cloud guide for more details about data loading.
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Chapter 3
2. Optionally, if you created any organization payment methods and want to load personal bank information for EFT
payments, use one of the following methods to migrate bank data:
23
Chapter 3
See the Integrating with Oracle HCM Cloud guide for more details about data loading.
Related Topics
Creating Legal Entities, Registrations, and Reporting Units: Examples
Payroll Statutory Units, Legal Employers, and Tax Reporting Units: How They Work Together
Creating Payroll Elements for Payroll Interface: Worked Example
Creating Extract Definitions for Payroll Interface: Procedure
Elements: Explained
2. Create a collection of properties that enables different user groups to report time against different time attribute
values.
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Chapter 3
4. Create groupings of time attributes as categories. Use these categories to group time entries for summarizing,
validating, and transferring time and for processing time rules.
5. Create time consumer sets that specify approval periods, validation rules, and time transfer rules for each time
consumer.
6. Create group definitions that are used by Oracle Fusion Time and Labor.
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Chapter 3
8. Create time entry and time calculation rules based on rule templates. Time entry rules validate time entries and
generate messages. Time calculation rules generate calculated time, which is transferred to time consumers.
9. Create sets of time entry and time calculation rules that can be assigned to a group of workers using the worker
time processing profile.
10. Create worker time processing profiles that associate rule sets, a time consumer set, and time card periods to
report, validate, approve, and transfer time.
11. Create worker time entry profiles that associate a layout set and time entry actions to control access to any time
entries.
26
Chapter 3
The Define Absences task list includes the following task lists, which are available in the Setup and Maintenance work area.
Define General Absence
Define Absence Structures
Define Absence Formulas and Rates
Define Absence Time Periods
Define Eligibility
Corresponding tasks are also available in the Absence Administration work area.
All documentation references are from the Oracle Fusion Global Human Resources Cloud Implementing Absence
Management guide, unless otherwise stated.
This figure illustrates the sequence for setting up absence management:
1. Begin by optionally extending lookups, value sets, and flexfields based on your requirement. Write fast formulas if
you want to include rules in the absence objects in addition to the predefined ones. Create rate definitions if you
want to define payment rates for absence plans.
2. Create absence plans to define rules for time accruals and entitlements.
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Chapter 3
3. Create certification requests that you want workers to complete to continue to receive entitlements during absence
periods.
4. Create absence reasons that you want workers to select while recording absences.
5. Create absence types, such as sickness leave or vacation, and associate plans, reasons, and certifications with
them.
6. For reporting purposes, create an absence category and associate appropriate absence types with it.
7. Create and update time period definitions that produce repeating periods for use in time card entry, approvals, time
rules processing, and absence accruals.
See: Oracle Fusion Global Human Resources Cloud Implementing Time and Labor, Repeating Time Periods
chapter
Repeating Time Periods: Explained
Repeating Time Period: How It Is Calculated
8. Create and update combinations of required and optional criteria to evaluate eligibility for compensation objects.
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Chapter 3
Setting Up Compensation
The tasks in the following list relate to setting up Oracle Fusion Compensation. These are the basic steps for setup. Most of
these tasks appear in the setup task list that was generated in the Setup and Maintenance work area; however, in your task
list the tasks may be interspersed with other tasks that do not need to be performed before you can use Compensation.
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Chapter 3
When setting up Compensation, each task is performed by the Application Implementation Consultant. All documentation
references are from the Oracle Global Human Resources Cloud Implementing Workforce Compensation guide.
1. Manage salary basis.
Perform the task Manage Salary Basis to create a salary basis that identifies the payroll details used to pay
base earnings.
Perform the task Manage Individual Compensation Plans to create plans for managers to award off-cycle
compensation to individuals and for individuals to manage their own charitable and savings contributions.
Perform the task Manage Compensation Plans to create and manage workforce compensation plans and
associated budget details.
See: Overview, Worksheet Display, Column Properties, and Workforce Compensation Plan Details chapters
Define Workforce Compensation: Overview
Workforce Compensation Setup: Critical Choices
Workforce Compensation Components, Salary Components, and Action Reasons: Explained
Workforce Compensation Hierarchy Types: Points to Consider
Worksheet Tab Types: Explained
Configuring Column Properties: Points to Consider
Allocating Compensation by Percentage of Budget Amount: Points to Consider
Perform the Manage Statement Definitions task to set up templates that determine the layout and content of
the generated total compensation statements.
Perform the Manage Compensation Categories task to create categories that group similar or related
compensation items, for example, Cash Compensation, Benefits, Time Off, or Stock History.
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Chapter 3
Perform the Manage Compensation Items task to define items that represent, for example, the actual amounts
paid to workers, costs incurred by the company, or value of accrued time off.
Note
You can create statement definitions using either of the following methods:
Create the item and category components as you the build statement hierarchy.
Define these building block components first, then associate them to a statement definition.
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Chapter 3
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Chapter 3
For setting up Profile Management, each task is performed by the Application Implementation Consultant. All documentation
references are from the Oracle Global Human Resources Cloud Implementing Global Human Resources guide, Workforce
Profiles chapter.
1. Manage content subscribers.
Perform the task Manage Content Subscribers to review and create subscriber codes for applications that use
the content library and the specified content types for each application.
See:
Oracle Fusion Profile Management Components: How They Work Together
Perform the task Manage Profile Rating Models to create and update models for rating the performance,
potential, and proficiency level of workers.
See:
Oracle Fusion Profile Management Components: How They Work Together
Rating Models: Explained
Perform the task Manage Educational Establishments to create and update a list of educational establishments
that your workers have attended.
See:
Oracle Fusion Profile Management Components: How They Work Together
Perform the task Manage Profile Content Types to create and update the different types of information to track
in profiles.
See:
Content Types: Explained
Creating Content Types and Content Items: Worked Example
Perform the task Manage Profile Content Items to create and update items for content types.
See:
Content Types: Explained
Creating Content Types and Content Items: Worked Example
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Chapter 3
Perform the task Manage Instance Qualifiers to create and update the qualifiers that identify unique
occurrences of the same profile item.
See:
Instance Qualifier Sets: Explained
Perform the task Manage Profile Types to create and update templates for creating person and job profiles.
See:
Profile Types: Explained
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Chapter 3
35
Chapter 3
For setting up Goal Management, each task is performed by the Application Implementation Consultant. All documentation
references are from the Oracle Talent Management Cloud Implementing Goal Management guide.
1. Manage worker goal setting profile option values.
Perform the task Manage Worker Goal Setting Profile Option Values to define profile option settings and values
to control behavior for goal management.
Perform the task Manage Goal Library to create and update goals in a central library so that they are available
for use in goal plans, performance documents, talent reviews, and talent pools.
Perform the task Manage Goal Plans to manage and update goal plans.
Perform the task Manage Goal Eligibility Profiles to restrict goals to individuals.
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Chapter 3
37
Chapter 3
For setting up Performance Management, each task is performed by the Application Implementation Consultant. All
documentation references are from the Oracle Talent Management Cloud Implementing Performance Management guide.
1. Manage performance roles.
Perform the task Manage Performance Roles to define roles to expand the scope of the performance
evaluations to include feedback from participants other than the worker and the worker's manager.
Perform the task Manage Eligibility Profiles to create and update combinations of criteria to determine eligibility
for performance documents.
Perform the task Manage Process Flow Definitions to create process flows for performance evaluations to
determine which tasks to include, and the order the tasks are performed.
See:
Performance Process Flow Setup: Points to Consider
Performance Process Flows: Examples
4. Manage sections.
Perform the task Manage Sections to create the sections to include in the performance document template.
Perform the task Manage Performance Document Types to create performance document types to
differentiate types of performance evaluations, such as annual or project-specific.
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Chapter 3
6. Manage questions.
Perform the task Manage Questions to create questions and format question types to use in questionnaires.
Perform the task Manage Questionnaire Templates to define questionnaire templates from which to create
questionnaires to use to solicit feedback.
8. Manage questionnaires.
Perform the task Manage Questionnaires to define questionnaires to determine the layout, and add questions
and sections to use to solicit performance feedback.
Perform the task Manage Performance Templates to create templates for performance documents, including
the structure, processing rules, content, and periods.
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Chapter 3
Perform the task Manage Target Ratings Distribution to define the target distribution of performance ratings to
compare the desired and actual ratings distributions.
See: Target Ratings Distribution and Performance and Potential Box Chart Labels chapters
Rating Model Distributions: Explained
Performance and Potential Box Chart: Explained
Perform the task Manage Eligibility Batch Process to determine which performance documents a population of
workers is eligible to use for their performance evaluation.
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Chapter 3
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Chapter 3
For setting up Talent Review, each task is performed by the Application Implementation Consultant. All documentation
references are from the Oracle Talent Management Cloud Implementing Talent Review and Succession Management guide.
1. Manage talent review notifications.
Perform the task Manage Talent Review Notifications to enable or disable talent review notifications.
See:
Talent Review Life Cycle: Explained
Talent Reviews: How They Work with Profiles, Goals, Performance Documents, and Compensation
Perform the task Configure Talent Review Dashboard Options to configure the options for the talent review
meeting component, including the dimensions and visual attributes of the box chart analytic.
See:
Talent Review Template: Explained
Selecting Box Chart Matrix Options for the Talent Review Template: Critical Choices
Talent Review Data Options: Points to Consider
Perform the task Manage Talent Review Lookups for HRT_NOTES_TYPE to categorize review notes for future
reference.
See:
Talent Review Notes: Explained
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Chapter 3
For setting up Succession Management, the task is performed by the Application Implementation Consultant. All
documentation references are from the Oracle Talent Management Cloud Implementing Talent Review and Succession
Management guide.
1. Manage succession management lookups.
Perform the task Manage Succession Management Lookups to review and maintain
HRM_READINESS_CATEGORY lookup values that are assigned to succession plan incumbents and
succession plan candidates to categorize their readiness to succeed to positions.
See:
Succession Management: Explained
What happens if I remove a readiness category lookup?
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Chapter 3
44
Chapter 4
Application Users
Application Users
Description: Assign tasks related to user creation and role provisioning to implementation users who have the
IT Security Manager job role.
45
Chapter 4
Application Users
Documentation: Managing an Application Implementation chapter, Oracle Applications Cloud Using Functional
Setup Manager guide
Description: Sign in using the Oracle Fusion Applications URL and the user account and password associated
with your implementation user role.
Navigate to the Assigned Implementation Tasks tab to find assigned tasks.
Description: Perform the tasks in the task list Define Data Security for Human Capital Management to create
security profiles and HCM data roles for application users. Assign security profiles directly to abstract roles,
such as Employee and Line Manager, using the Manage Data Role and Security Profiles task.
Create at least one HCM data role for the Human Resource Specialist (HR Specialist) job role that provides
View All access to HCM business objects.
Documentation: Implementation Users chapter, Oracle Human Capital Management Cloud Securing Oracle
HCM Cloud guide.
Description: Perform the task Manage HCM Role Provisioning Rules to create role mappings, which define the
conditions for automatic and manual provisioning of data and abstract roles to application users. Create role
mappings for common roles, such as Employee, Line Manager, and Payroll Manager. These few role mappings
will handle most of your role assignments.
Create at least one role mapping for HR Specialists who will hire other workers. Ensure that this role mapping
provisions appropriate roles (including the View All HCM data role created in Task 3, above) to HR specialists
automatically. The role mapping should also include roles that HR specialists can provision manually to other
users.
Documentation: Provisioning Roles to Application Users chapter, Oracle Human Capital Management Cloud
Securing Oracle HCM Cloud guide
Role Mappings: Explained
Role Mappings: Examples
Role Provisioning and Deprovisioning: Explained
5. Create a user account for a Human Resource (HR) Specialist and provision roles to the HR Specialist
Description: Navigate to the New Person work area and perform the Hire an Employee task to hire at least one
HR Specialist who can hire other workers.
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Chapter 4
Application Users
When you hire an HR Specialist, a user account is created automatically for that worker. Roles for which the
worker qualifies automatically in relevant role mappings (for example, those that you created for the Employee
and HR Specialist roles in Task 4, above) are provisioned to that worker.
Documentation: Workforce Lifecycle Management chapter, Oracle Global Human Resources Cloud Using
Global Human Resources guide
Creating Person Records: Examples
Person Records: Explained
6. Hire an Employee
Performer: HR Specialist
Description: Navigate to the New Person work area and perform the Hire an Employee task to hire an
employee.
The employee's user account is created automatically. Roles for which the employee qualifies automatically
in the relevant role mapping (for example, the role mapping that you created for the Employee role in Task 4,
above) are provisioned to that worker.
Documentation: Workforce Lifecycle Management chapter, Oracle Global Human Resources Cloud Using
Global Human Resources guide
Creating Person Records: Examples
Person Records: Explained
Oracle Human Capital Management Cloud Security Reference for Oracle HCM Cloud
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Application Users
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Chapter 5
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Manage Compensation- Analyze, model, budget and allocate compensation across borders and boundaries
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Payroll Checklist (appears as Checklists in the Navigator menu): Confirm payroll readiness and calculate, validate,
and balance payroll
Payment Distribution: Calculate payment distributions and distribute payroll payments
Accounting Distribution: Distribute payroll accounting information and calculate cost distributions
Regulatory and Tax Reporting: Manage regulatory and tax reporting information
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Time Management: Time and labor managers and administrators resolve time cards with transfer failures and review
incomplete time transfer processes.
Time: Workers create and edit time cards and enter time in a calendar.
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Once all data is successfully loaded, you can validate it in the Oracle Fusion interfaces. For example, if you load positions,
then you can search for them on the Manage Positions page.
Using HCM Spreadsheet Data Loader, you can load the following Oracle Fusion HCM 11g Release 9 (11.1.9) business
objects:
1. Locations
2. Grade ladders (grades)
3. Grade ladders (grades with steps)
4. Grades
5. Job families
6. Jobs
7. Departments
8. Positions
9. Persons (employees and contingent workers only)
10. Work relationships and assignments
11. Workers
12. Assignments
13. Educational establishments
14. Salaries
15. Talent profile rating models
16. Talent profile content types
17. Talent profile content items
18. Talent profiles
19. Section definitions
20. Template definitions
21. Template sections
22. Template periods
23. Absence records
24. Market data: survey
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Repeated uploads, as may be required in a coexistence scenario or when source data is being maintained for other
reasons
Building integrations tailored to individual needs
HCM File-Based Loader can be used in all circumstances. However, for simple, one-time-only loading of small or medium
data volumes, you may prefer HCM Spreadsheet Data Loader to HCM File-Based Loader for its speed and ease of use.
Note
Use of both the HCM Spreadsheet Data Loader and the HCM File-Based Loader for related data in the same
environment is not recommended. This restriction exists because the file-based loader keeps track of the data
it loads to determine whether data is to be created or updated. If you load related data in the same environment
by other means, then the file-based loader will be unaware of those changes, which may cause errors. Use HCM
Spreadsheet Data Loader only if you can use it to load all of your data.
The process of extracting data from its source environment and uploading it using HCM File-Based Loader includes these
steps:
1. In Oracle Fusion HCM, you define any Oracle Fusion business objects that are referenced by your source data
and extract cross-reference information for those business objects. The cross-reference information is written
automatically to the Oracle WebCenter Content server.
2. You import the cross-reference information to your source environment and map it to your own data.
3. You map your data to the Oracle Fusion business-object model, extract your data, and deliver it to the WebCenter
Content server.
4. HCM File-Based Loader imports your source data to the Load Batch Data stage tables and resolves primary and
foreign-key references in the data.
5. Load Batch Data loads your source data from the stage tables to the Oracle Fusion application tables.
Once all data is successfully loaded, you can validate it in the Oracle Fusion interfaces. For example, if you load persons, then
you can search for them in the Person Gallery.
Using HCM File-Based Loader, you can load the following Oracle Fusion HCM 11g Release 9 (11.1.9) business objects:
1. Actions and action reasons
2. Locations
3. Business units
4. Grades
5. Grade rates
6. Job families
7. Jobs
8. Salary bases
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9. Educational establishments
10. Rating models
11. Talent profile content items
12. Talent profile content item relationships
13. Persons (employees, contingent workers, nonworkers, and pending workers)
14. Person contacts
15. Person documentation (citizenship, passports, and visas only)
16. Departments
17. Positions
18. Work relationships and assignments, including contracts for the 3-tier (single assignment, single contract)
employment model
19. Salaries
20. Element entries
Objects are listed here in the recommended initial load order, which respects dependencies between objects.
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Object groups
Assigned payrolls
Payroll definitions
User-defined tables
Formulas
Personal payment methods
Costing Setups
Data is imported initially to the Payroll Batch Loader stage tables, and you correct errors in the spreadsheet. The Transfer
Batch process loads data from the stage tables to the application tables.
You can use the Payroll Batch Loader to load payroll data during setup or for periodic updates.
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Work patterns
Work schedules
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Glossary
Glossary
database item
An item of information that has special programming attached, which formulas and HCM extracts use to locate and retrieve
the data.
element
Component in the calculation of a person's pay. An element may represent a compensation or benefit type, such as salary,
wages, stock purchase plans, pension contributions, and medical insurance.
job role
A role, such as an accounts payable manager or application implementation consultant, that usually identifies and aggregates
the duties or responsibilities that make up the job.
payroll relationship
Defines an association between a person and a payroll statutory unit based on payroll calculation and reporting requirements.
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