D64618GC10 SG

Student Guide
D64618GC10
Edition 1.0
December 2009
Oracle Internal & Oracle Academy Use Only
OPN R12.1 Oracle HRMS

Essentials Implementation
Bootcamp
Copyright 2009, Oracle. All rights reserved.

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Module: Core HRMS
-5-
R12: Oracle HRMS
Module Objectives
Oracle HRMS Information Model

Types of Enterprises
Understanding Work Structure Components
Understanding Business Group (BG)
Business Groups Definition Prerequisites
Understanding Flexfields
Key Flexfields v/s Descriptive Flexfields
Defining BG specific KFFs (Key flexfields)
Defining Business Group
Granting Users Access to a Business Group
-7-
Oracle HRMS Information Model
Using Oracle HRMS, you create an information model

to represent your enterprise in terms of:
Work
Pay
People
You deploy and compensate people using the model

you set up.
-8-
Types of Enterprises
Mostly, enterprises are Project-based or Rule-based
You can find a rule-based enterprise typically in

government agencies, education, health care, public
sector, and non-profit agencies, wherein posts exist
independently of people. Positions are controlled, with
detailed approvals typically for reporting.
-9-
Understanding Work Structure Components
Work structures components are the building blocks

for representing enterprise in Oracle HRMS.
Work Structures provides the framework in which
you place people. It includes:
Business groups, organizations and legal entities to
represent enterprise
Jobs and Positions to show relevance to the nature of work
Employees perform.
Other structures such as Competence, People Group,
Grade, etc. that would allow enterprise to create a
framework to maintain employee information in it.
-10-
In Project based enterprise, more flexibility is required in

defining and assigning roles to people. One role can
perform multiple activities. In Oracle HRMS, normally
jobs are used to represent roles, wherein roles cease
with the exit of people from enterprise.
Understanding Business Group (BG)
Business groups in Oracle HRMS:
On creation of the business group Oracle HRMS

creates one view all security profile, which allows
users to access all employees in the business
groups.
-11-
Understanding Business Group (BG) (Contd.)
By default, all employees will be assigned to

business group. The default assignments need to
be changed to represent correct organization
employees belong to. Though the employees are
directly assigned to a specific organization,
employees always continue exists under the
business group and employees are always
governed by legislative policies of the country,
business group corresponds to.
-12-
Represents a country in which enterprise operates.

Top Organization to hold other organizations in your
enterprise.
A separate business group for a country is recommended, if
country has fair number of employees.
Business Groups Definition Prerequisites
Define mandatory key flexfields (KFFs)

Grade
Group (People Group)
Job
Costing
Position
Competence
-13-
Understanding Flexfields
Flexfield is a structure available in HRMS, which enables
you to customize a particular fields available in Oracle
HRMS window. For example, structure of job field
available on Assignment window would vary from
Organization to Organization. Oracle HRMS enables you
to customize job field using flexfield concept. There is no
programming required to achieve this.
Flexfield contains multiple segments and each segment
can be validated independently.
There are two types of flexfields, Key and Descriptive.
They are explained in the subsequent slides.
-14-
Before defining Business Group in the system

following activities need to be performed:
Key Flexfield:
Descriptive Flexfield:
Descriptive flexfield enables you to store additional
information for a window.
For example, you can configure extra field to store additional
information at Assignment level.
-15-

(Contd....)
Some of the Key Flexfield in HRMS are mentioned

below:
Job
Position
Grade
Competence
People Group
Cost Allocation
Descriptive flexfield can be configured for People,

Assignment, Organization and other such windows.
Descriptive flexfield also requires context for which
configured fields are available for input.
-16-
Key flexfield allows you to store additional information for an

existing key (field) in window.
For example, Job and position Key flexfield in Assignment
window

(Contd.)
Flexfield name
Segments
Segment Value
Value sets
Qualifier
-17-

(Contd.)
Key Flexfield
(N) Application > Flexfield > Key > Segments
-18-
The structure of flexfields includes:

(Contd....)
Descriptive Flexfield
-19-

(Contd.)
Flexfield Qualifiers
Some flexfields use qualifiers to control the level at which users
can enter values for each segment such as Payroll, Link,
Organization, Assignment, Entry and Balancing.
Cost Allocation and Competence flexfields take use of qualifiers
to control a level at which values to be entered.
Snapshot of cost allocation key flexfield is given in the next
slide for better understanding.
-20-
(N) Application > Flexfield > Descriptive > Segments

(Contd.)
-21-
Defining Business Group

Define KFFs
Using above mentioned navigation, following key flexfields
need to be defined before creating business group:
Job Flexfield
Position Flexfield
Grade Flexfield
Cost Allocation Flexfield
Competence Flexfield
People Group Flexfield
-22-
Cost Allocation Key Flexfield

Defining Business Group (Contd.)

Create Organization
-23-

Business Group Classification
(N) Work Structures > Organization > Description
-24-

Business Group Information
-25-
Granting Access to a Business Group
For granting users access to a business group

following activities need to be performed:
Define responsibility
Set profile options
Assign responsibility to user
-26-

Define Responsibility
-27-

Set Profile Options
To access employees of a particular business group
following profile options are to be set at the
responsibility level:
HR:Security Profile Value should be same as the name of
business group to view all employees or other restrictive
security profiles
HR:Business Group Name of the business group
HR:User Type HR with Payroll User
Once all work structures are set for a business group,

you can define restricted security profiles using
organization and position hierarchies to restrict
access to particular group of employees.
-28-
(N) Security > Responsibility > Define

Set Profile Options
-29-

Assign responsibility to user
(N) Security > User > Define
-30-
(N) Profile > System

Oracle HRMS Information Types
-1-

-2-

parties.

-3-

-4-
Module: Core HRMS
-5-
R12: Oracle HRMS
Module Objectives
-7-
Information Types - EIT and SIT

Overview
Apart from Key and Descriptive flexfields, Oracle HRMS
allows you to create information types to store additional
information. These information types are generally
available for a particular window, which carry their own
title.
For example, you can design an information type for
people window to store Company car details, which
would store following segments:
Model
Make
Year of manufacturing
Mileage run
There are two types of information types, Special

Information Type (SIT) and Extra Information type (EIT)
-8-
SIT is a Key flexfield, which enables you to set up

user defined fields for recording additional
information.
Personal Analysis key flexfield need to be used to
configure SIT.
SITs are dated, it means each SIT combination will
have start and end date.
SITs can be configured for Jobs and Positions.
Once SIT is configured, it needs to be enabled for a
particular entity such as Job and Position.
-9-

Special Information Type (SIT) (Contd.)
-10-
Special Information Type (SIT)

Special Information Type (SIT) (Contd.)
-11-
Information Types - EIT and SIT (Contd.)

Extra Information Type (EIT)
EIT is a type of descriptive flexfield, which enables
you to set up user defined fields to record additional
information.
Oracle HRMS allows to configure EITs for entities
such as Job, Position, Person, Assignment, Location,
Organization and Contacts.
EITs generally do not have start and end date.
To set up EITs, following activities need to be
performed:
Create EIT
Register EIT
Set up Security
-12-
(N) Other Definition > Special Information Types

Extra Information Type (EIT) (Contd.)
-13-

(N) Processes and Reports > Submit Processes and Reports
-14-
(N) Application > Flexfield > Descriptive > Segments

-15-
(N) Security > Information Types Security

Configure Work Structure Components
-1-

-2-

parties.

-3-

-4-
Module: Core HRMS
-5-
R12: Oracle HRMS
Module Objectives
Define Locations
Define Organizations
Understanding Jobs
Understanding Positions
Understanding Grade
Understanding Cost Allocation Flexfield
Understanding People Group
Understanding Competencies
-7-
Define Locations
Each physical site, where your employees work, is
represented as Location in Oracle HRMS.
Locations can be Global or Local.
Global Locations are available to all Business Groups,
whereas Local is available within the Business Group.
In some places, Work Locations determine taxability rules.
Extra Information can be used to capture additional
information specific to a location.
-8-
Define Locations (Contd....)
-9-
Define Organizations
Organizations generally represent levels of your enterprise,
from the highest level of Organization (Business Group) to
the lowest level of organization (department / division).
Organizations can be internal (for example, departments)
or external (for example vendors).
Organizations need to be classified as HR Organization for
deploying people in the Organizations. Unless,
Organizations are classified as HR Organization, you
would not be able to select organization in the Assignment
window.
You need to use classification block to identify the type of
Organization. For example, Business Group classification
need to be used to identify business group.
-10-
(N) Work Structures > Location
Define Organizations (Contd....)
-11-
Understanding Jobs
Jobs represent generic roles within a business group.
They are independent of any single organization. For
example, the jobs Manager and Consultant can
exist in many organizations.
If a role continues to exist after the employee leaves,
then Positions need to be implemented. Unlike
positions, jobs are generally employee specific.
-12-
(N) Work Structures > Organization
Understanding Jobs (Contd....)
Jobs are dated so that you can start and end

definitions.
-13-
Understanding Jobs (Contd....)

(N) Work Structures > Job > Description
-14-
Jobs can have either simple or complex key flexfield

structure. Individual jobs can be a combination of
segment values. For example, a job can be one or
two segments like Consultant or Consultant.Senior.
You need to have structure of jobs in place, before
they can be used in Assignment window.
Understanding Positions
Position is a specific role, or function, that exists in
one, and only one, organization. Positions are
generally used for management reporting detail than
organizations alone.
Every position in the enterprise is unique. If every

business division has a Director, you must set up a
unique position name for each Director such as HR
Director, where Director is the job definition for each
position, HR is the Position.
-15-
Understanding Positions (Contd....)

(N) Work Structures > Position > Description
-16-
You can maintain history of changes to Positions as

Positions are datetracked.
Understanding Grades
Grades can be used to determine pay scale, such as

salary and overtime rates. Grades can also be used
to distinguish different staff groups such as
Management, Administrative, Technical.
Using Grade Rates or Pay Scales you can keep the
history of changes.
-17-
Understanding Grades (Contd....)

(N) Work Structures > Grade > Description
-18-
Grades are used to compare roles in an organization.

Grades represent relative levels of seniority in an
Organization or enterprise.
Cost Allocation uses flexfield qualifiers to control the

level at which users can enter values for each
segment such as Payroll, Link, Organization,
Assignment, Entry and Balancing.
-19-

(Contd....)
The application creates combinations even when
segments do not appear in the window. Each
segment should have at least one qualifier and each
qualifier should have at least one segment.
Unlike jobs, positions and grades, no predefined
definition is required. They can directly entered based
on qualifiers. One such snapshot of Element Link is
shown in the next slide. On Element link, you are
required to enter values for costing as well as
balancing segments. Balancing GL is required to
balance out the costing GL.
-20-
Cost Allocation key flexfield is used to associate costs

with a particular Ledger. Cost allocation flexfield
generally represent ledger in General Ledger.

(Contd....)
-21-
Understanding People Group

Apart from predefined structures for grouping people
in Oracle HRMS, people groups can also be used to
group people based on certain benefits eligibility,
trade unions of which they are members and pension
schemes.
People groups can be used to represent internal
groups of employees, such as Pension group, Benefit
group or such other eligibility groups. For example,
you can define the structure of the people group as
Timing Group Union. This structure enables you to
record information about specific timing group and
unions to which employees belong.
-22-
(N) Total Compensation > Basic > Link
Understanding People Group (Contd....)
One snapshot of People Group Key Flexfield

(Structure) is given for better understanding and in the
slide next to it, snapshot of Assignment screen asking
for People Group segment values is given.
-23-
Understanding People Group (Contd)

-24-
At least one segment needs to be defined for this

flexfield. Otherwise, Assignment window will be
unusable employees or applicants.
Understanding People Group (Contd)
-25-
Understanding Competencies
Competencies
are
used
for
performance
management and appraisals of employees.
Competence key flexfield can also be used to record
hierarchy of competencies.
Additional key flexfield can be used to create global
competencies that are available across all business
groups. However, same key flexfield can be used for
the business group, if required.
Global competencies is defined in the key flexfield in
the HR: Global Competence Flex Structure profile
option.
-26-
(N) People > Enter and Maintain
Understanding Competencies (Contd....)
-27-
(N) Career Management > Competencies

Hire And Termination
-1-

-2-

parties.

-3-

-4-
Module: Core HRMS
-5-
R12: Oracle HRMS

People Management in Oracle HRMS
Define Person Types
Reviewing Person Type Usages
Define Assignment Statuses
Configure fields for capturing Additional Information
Hiring a New Person (People window)
Deploying People (Assignment window)
Terminating an Employee
Reverse Termination an Employee
Terminating a Contingent Worker
Dynamic Security for Ex-Employee and Future-dated employee records
-7-
People Management in Oracle HRMS

People management in Oracle HRMS, typically
covers following processes:
Recruitment process covers the entire cycle from
identification of vacancy to appointment of an applicant
Hiring process enables you to register a new Employee. By
default, employee will be assigned to the business group
Deployment process allows you to register exact assignment
information, for which employee is hired.
Termination process enables you to carry out exit process
whenever employee decides to leave organization.
-8-
Module Objectives
Define Person Types

The first and foremost step in people management is
to identify different categories of people you are going
to manage.
Applicants : People who have applied for a vacancies in the

Organizations. Applicant can internal or external to your
organization.
Employees : These people have direct employment contract
with the company. These people will be on the company
payroll and their compensation and benefits information
would be maintained by company.
-9-
Define Person Types (Contd....)

Contingent Workers : They are normally billed to the
organization. They will not be on the company payroll.
Contingent workers are normally supplied by consultancy
firms for a specific task.
Others: These are person types, that are not directly
associated with the enterprise. They could be directly or
indirectly related to employees of the organization. Some
such person types could be candidates, contact or external
people.
-10-
Most of the organizations generally maintain following

categories of people:
Define Person Types (Contd.)
Oracle HRMS comes with predefined person types to

categorize workforce, these are termed as System
Person Types in Oracle HRMS. System person types
can be extended by defining your own person type to
represent workforce more accurately.
Each system person type comes with one
corresponding user person type. You can define more
user person types corresponding to system person
type.
-11-

For example, for system person type Employee, you can
define two user person types, Permanent and Temporary.
Also note that for each system person type, at least one
default and active user person type is required.
Predefined system and user person types are given
below:
Employee
Ex-employee
Applicant
Ex-applicant
Contingent Worker
Ex-contingent worker
Contact
External
-12-
Person types functionality available in Oracle HRMS

is used to categories workforce in the organization.
-13-
Reviewing Person Type Usages

In Oracle HRMS date effective changes to person types is
done from Person Type Usages window and not from
People window.
Generally person type changes within the same system
person type are independent of other personal information.
For example, for system person type Employee you could
have two user person types namely Permanent and
Temporary. On satisfactory performance during temporary
period, employee can be converted to permanent keeping
all other details intact.
Snapshot depicting person type usages is shown in the
next slide.
-14-
(N) Other Definitions > Person Types
Reviewing Person Type Usages (Contd....)
-15-
Define Assignment Statuses

On the line of person types, assignment statuses
need to be defined to keep track of progress of
employees, applicants or contingent workers during
their tenure with the organization.
For employees and contingent workers, Oracle HRMS
comes with the following predefined system statuses.
Active Assignment
Suspend Assignment
Terminate Assignment
End
-16-
Define Assignment Statuses (Contd....)
For Applicants, statuses are given below:

Active Application
Offer
Accepted
Terminate Application
Corresponding to system status, you can define user

statuses to represent lifecycle as suited to your
organization.
-17-
Define Assignment Statuses (Contd....)

(N) Work Structure > Status
-18-
Configure fields for capturing Additional

Information
Additional
Personal
Details
and
Additional
Assignment Details DFFs can be configured for
People and Assignments window respectively. There
are more window for which DFFs can be configured.
For more information, please refer to implementation
guide. Sample snapshot of People DFF is given in the
next slide.
-19-
Configure fields for capturing Additional

Information (Contd....)
-20-
Depending on the structure of the organization, you

can configure Extra Information Types (EITs), Special
Information Types (SITs) and DFFs to capture
additional information at People or Assignment level.
Hiring a New Person
People window enables you to track history of the

people from day one till the day they leave the
organization.
-21-
Hiring a New Person (Contd....)

People is a datetrack window that enables you to
keep continuous history of all changes to a persons
record. It enables you to do changes as on effective
date, which could be past or future date. Oracle
HRMS enables you to update datetrack information in
two modes.
Correction: Correct the existing record.
Update: Keep history of changes.
-22-
Oracle HRMS people window can be used to hire a

person. Once a person is hired, Oracle HRMS creates
a default assignment pointing to a business group.

Following actions need to be used to hire a person.
Create Employment: This action enables you to hire a person

as an Employee. In case, all recruitment activities carried out
offline, this action needs to be used to hire a person an
Employee.
Create Placement: This action needs to selected, in case a
person needs to be placed as contingent worker.
-23-

Create Other: This action needs to selected for other person
types such as contacts, external person like candidates, etc.
Oracle HRMS expects following minimum information

to create a new person successfully:
Name
Action Type
Gender
Date of Birth
These are indicative, the actual number of mandatory

field would depends on the legislation in force. For
example, for US legislation additionally information for
Ethnic origin, Religion, Disabilities and Gender needs
to be entered.
-24-
Create Applicant: This action enables to hire a person with

the system status of Applicant. Typically, Applicants are
stored in the system against vacancies. Once Applicants
assignment is Accepted, Applicant can be hired as an
Employee or Contingent Worker using action Hire Applicant
or Create Placement respectively.
-25-
Deploying People
When you hire an employee or contingent worker,
default primary assignment automatically gets
created. You need to modify an assignment to enter
Organization, Assignment Status, Job, Position,
Location, Payroll, Supervisory information and other
relevant information to represent persons correct
roles and responsibilities.
An employee or contingent worker may have more
than one role and in that case, you need to register
multiple assignments to represent correct role
definitions.
-26-
Deploying People (Contd....)
-27-
Deploying People (Contd....)

Click on the Assignment Button
-28-
At a particular point of time, a person can have only

one primary assignment, rest all would be considered
as secondary in nature.
Terminating an Employee
To terminate one of the non primary assignment, you

need to change Assignment status either to
Terminate or to End.
Following information needs to be recorded at the
time of termination:
Leaving Reason: Reasons
LEAV_REAS lookup.
can
be
specified
using
-29-
Terminating an Employee (Contd....)
User Person Type: Person type to be shown after termination.
Dates are of the utmost importance at the time of

termination, as it decides the last day for the payroll
run. Following dates need to be entered:
Notified: Date on which intent of termination has been notified
to relevant authority. This date is for information only.
Projected: Projected date of termination. This date is also for
information only.
-30-
On discontinuation of service, Employee needs to

terminated in Oracle HRMS. To end the all
assignments at the same time, you need to select
End Employment.
Actual: This is the date on which person type changes to Exemployee.
Final Process Date: If employees pay needs to be processed

after his or her termination, Final process date should be later
than the actual date, otherwise it has to be blank.
Once employee is terminated, he or she can be

reinstated using Rehire functionality in Oracle HRMS.
-31-

Click on the Other Button and select End Employment
-32-
Last Standard Process: In case Oracle Payroll is

implemented, last standard process date needs to be entered.
This is the last date for normal processing.
Reverse Terminating an Employee
One screenshot of reverse termination is given in the

next slide.
-33-
Reverse Terminating an Employee (Contd....)

-34-
In case employees termination is to be cancelled (not

rehire) for any specific reason, oracle HRMS gives
Reverse Terminate functionality to cancel termination.
Terminating a Contingent Worker
All steps are same as that of Employee termination

except:
Only Actual Termination date needs to be supplied for

the termination of contingent workers, as they are not
on the companys payroll.
-35-
Terminating a Contingent Worker (Contd....)

Click
on the Other Button and select End Placement
-36-
In case of termination of contingent worker, End Placement

needs to be selected.
On actual date of termination, person type will change to Excontingent worker.
Dynamic Security for Ex-Employee and Futuredated employee records
This feature is profile driven. Set the "HR:Access Non

current employee Data" profile option at the site or
responsibility level.
This profile doesnt apply for Supervisor Hierarchy
based security profile.
-37-
Dynamic Security for Ex-Employee and Futuredated employee records

Setup
-38-
An enterprise can determine whether it wants to make

ex-employee or future-dated employee records
available to their HR users.

Global Deployment
-1-

-2-

parties.

-3-

-4-
R12: Oracle HRMS
Module: Core HRMS
-5-
Module Objectives
Understanding Global Deployment

Transfers v/s Secondments
Understanding Permanent Transfer
Understanding Secondment
Define Deployment Reasons
Releasing Employee Information
Create Deployment Proposal
Initiating Deployment
Initiating Return (Secondment)
-7-
Understanding Global Deployment
Global Deployment is a newly introduced functionality

in R12, wherein unlike earlier versions of Oracle
HRMS automatic transfers of employees across
business groups can be performed seamlessly.
Global deployment caters to:
Permanent Transfers
Temporary Transfers (Secondments)
-8-
Understanding Global Deployment (Contd....)
Source business group: Business group from where person to

be transferred.
Destination business group: Business group in which person
to be transferred.
Oracle HRMS facilitates to monitor progress of such

transfer using deployment proposal.
-9-
Transfers v/s Secondments
In global deployment, transfer term is used for

permanent movement from source business group to
destination business group. In this case, person is
terminated in source business group.
Secondment stands for temporary movement,
whereas persons assignment is suspended in source
business group and gets reinstated, once person
returns from destination business group to source
business group.
-10-
In an enterprise, employees might be required to be

transferred between business groups to support
business. This transfer could be permanent or
temporary in nature. Global deployment functionality
enables you to effect such movement of people
between two business groups.
Understanding a Permanent Transfer
Destination BG
Release
Employee Information
Create
Deployment Proposal
Terminate
Employment
Initiate Deployment
Create
Employee Records
System
Tasks
-11-
Deployment in the Destination BG
Source BG
Destination BG
Release
Employee Information
Create
Deployment Proposal
Suspend Current
Assignments
Initiate Deployment
Create
Employee Records
System
Tasks
-12-
Source BG
Return to Source BG
Reinstate
Assignments
Destination BG
Initiate Return
Terminate
Employment
System
Tasks
-13-
Define Deployment Reasons
HR_DEPLOYMENT_REASONS lookup holds all valid

reasons for deployment. Reasons such as Business
Need, Skill Transfer, etc. can be added to this lookup
for reporting purpose.
-14-
Source BG
Releasing Employee Information
Release information is a mechanism to grant access

for a persons information, who is to be transferred, to
a person in destination business group.
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Releasing Employee Information (Contd.)

(N) People > Release Information
-16-
Irrespective of transfer or secondment, source

business group needs to release employee
information for destination business group.

Overview
Deployment proposal need to be created by

authorized person from destination business group.
Once created source business access this proposal.
It identifies following information:
Source and destination business groups
Reason for the deployment
Deployment dates
-17-

Overview (Contd.)
Employee to be deployed
Employee's new assignment
Contacts accompanying the employee
Deployment proposal has three statuses.

Draft
Irrespective of transfer or secondment, status would be
draft once deployment begins.
Active
In case of secondment, once deployment has started,
status would be active till the deployment completes, it
means person should have returned to source business
group. This status does not apply to transfers.
-18-
Deployment proposal is an instrument to capture

global deployment details. It controls the secondment
or transfer of an employee to a different BG.

Overview (Contd.)
-19-

Step1: Transfer Proposal
(N) People > Global Deployment
-20-
Complete
As it indicates, on completion of deployment status would
show complete. It means in case of transfers person
should have been deployed in destination business
group successfully and in case of secondment, person
should have returned to source business group.

Step2: Deployment Details
-21-

Step3: Further Assignment Details
-22-

Step4: Review
-23-
Overview
Once deployment proposal is created, authorized

person from destination business group can initiate
deployment in the Global Deployment screen.
-24-
Initiate Deployment
-25-
Warning
-26-
Confirmation
-27-

Overview
In case of Secondment, once the job is done,

authorized person from destination BG can initiate
return.
On return, persons assignment will become active in
source BG.
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Initiate Return
-29-

Confirmation
-30-

Checklist
-1-

-2-

parties.

-3-

-4-
R12: Oracle HRMS
Module: Core HRMS
-5-
Module Objectives
Overview of Checklists
Setting up Checklist
Create a Life Event for Checklist
Create a Checklist Template
Create a Checklist Task
Triggering the Life Event
Updating tasks in the checklist
-7-
Overview of Checklists
Checklist is same as a task list. It contains all to-do

tasks. The checklist is just for reference only and
does not perform any action.
Typically action like new hire would imply completion
of various other tasks such as generation of ID Card,
allocation of desk, background check, etc. That can
not be performed in Oracle HRMS.
Oracle HRMS allows users to keep track of such
tasks using the checklist functionality.
-8-
Overview of Checklists (Contd.)
Against each check item, users can record a status,

date due, date achieved and any notes.
In Oracle HRMS Life event reasons to identify any

change to a persons record. The system creates life
event when it detect a change in a Persons HR
record for which life event reason is defined.
-9-
Overview of Checklists (Contd.)
For example, you can define changes to persons

type to generate life event for Hire, Deployment and
Termination process.
System can be instructed to perform tasks on
generation of such life events.
-10-
Checklist are required to be associated with a life

event to auto generate checklist.
Setting up Checklist
Creating a Life Event for New Hire

Creating a Checklist Template
Creating a Checklist Task
Updating the Checklist
-11-
Create a Life Event for Checklist

(N) Total Compensation > General Definitions > Additional Setup > Life
Event Reasons
-12-
To set up a checklist following activities need to be

performed.
Create a Checklist Template
-13-
Create a Checklist Task

(N) Work Structures > Checklists > Setup/Maintain Checklists
-14-
(N) Work Structures > Checklists > Setup/Maintain Checklists
Once employee is hired, checklist will be associated

with the newly hired person. Each task would be
updated with the end date based on the setup
information.
-15-
Updating tasks in the checklist

(N) People > Enter and Maintain > Others > Allocated Checklist
-16-
Hire a new employee to trigger new hire event.

iRecruitment Introduction
-1-

-2-

parties.

-3-

-4-
Module: Oracle iRecruitment
-5-
R12: Oracle HRMS
Module Objectives
About Oracle iRecruitment

Why iRecruitment ?
iRecruitment Users
Oracle HRMS and iRecruitment
iRecruitment Flow
-7-
About Oracle iRecruitment
iRecruitment is part of the Oracle HRMS applications

in the E-business suite of products.
It provides the ability to manage the recruitment cycle
which includes
Identifying the recruitment need

Managing Vacancies
Processing Candidates
Using Third-Party agencies for Recruitment
Hiring successful applicants
-8-
iRecruitment helps to:

Reduce paperwork
Shorten the recruitment cycle
Easily identify candidates to the recruitment needs
Personalize user interface to the needs of the
customer business process
Improve the efficiency of the recruitment cycle
-9-
iRecruitment Users
Oracle iRecruitment supports five different types of

users
1. Site Visitor: A user who accesses the external web
site for job search but does not create an account in
the site.
2. Registered User: A user who registers on your web
site and provides a minimum amount of personal
information. When an external visitor registers in
iRecruitment, the system creates an Oracle HRMS
user with the e-mail address as the username.
-10-
Why iRecruitment?
iRecruitment Users (Contd..)
4. Manager or Recruiter: A user who can access the

the iRecruitment features like
Post and manage vacancies
Process candidates and applicants.
-11-
iRecruitment Users (Contd..)
5. Agency User: An external person who belongs to a

recruiting agency and accesses iRecruitment to
conduct recruiting activities such as creating
candidates and applying on behalf of candidates.
-12-
3. Employee: A user who can access both internal

and external job postings. You can advertise jobs to
your employees internally, before releasing them on
external site.
Oracle HRMS and iRecruitment
Oracle HRMS and iRecruitment share common

information between them using a single repository.
The information shared includes :
Work Structures
User Security
Requisition and Vacancy
Recruitment Activity
Applicant Assignments
Competencies
Schools/Colleges
Qualifications
-13-
iRecruitment Flow
Create Vacancy
Approve Vacancy
Apply for Jobs
Advertise Vacancy
Search for Candidates
Assess Applicants
Select Applicants
Send Offer
Rank Applicants
Accept Offer
Hire Applicant
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Assessment Management
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parties.

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R12: Oracle HRMS
Module Objectives
Assessments
Assessment Setup
Assessment Creation
Analyzing Test Results
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Assessments
Assessments help enterprises to evaluate candidates
and applicants during the recruitment process
Manager / Recruiter can create assessments to
screen the candidates both during the site registration
and job application process
The assessments to be used for evaluation have to
be first created using the Assessments functionality in
iRecruitment. They can then be chosen at the time of
creating the Vacancy. iRecruitment then presents this
assessment to the candidate when they apply for the
job.
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Assessment Setup
Manage questions and question banks.

Manage surveys, tests, and sections.
See test previews and test statistics.
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Assessment Setup (Contd.)

To enable users of other responsibilities to create and
manage assessments:
1. Add the OTA Assessment Top Menu to their
corresponding menus.
2. Grant the IRC Assessment Administration
Permission Set to those responsibilities using the
Functional Administrator responsibility.
3. Set the following profile options:
IRC: Registration Test

OTA: Assessment Branding Image
OTA: Data Source Module
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The OTA Assessment Top Menu that appears by

default in the IRC Recruiter menu enables recruiters
to:
Assessment Setup
OTA Assessment Top Menu
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Assessment Setup
Profile Options
(N) System Administrator > Profile > System
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(N) System Administrator > Application > Menu
Assessment Setup
Permission Set
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Assessment Setup
Permission Set
Once added,
the permission
set will appear
in the main
page
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(N) Functional Administrator > Permission Sets
Assessment Creation
The different steps in Assessment creation are:

Create Question Bank
Create Questions
Create Sections
Create Surveys and Tests
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Assessment Creation
Question Banks
A question bank is a repository of questions and
possible responses. At least one question bank must
exist before you can create a test.
To create a question bank, you need to provide the
following details:
Name of the question bank
Start and end dates to indicate the availability of the question
bank
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Assessment Creation
Question Banks (Contd.)
Click on
Create
Question
Bank
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Assessment Creation
Question Bank (Contd.)
Give a brief
description
about the
question bank
Status will be Not
Published as
there are no
active questions
at this stage
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(N) iRecruitment Recruiter > Assessment Administration > Assessment

> Question Banks
Assessment Creation
Questions
Fill in the blank (text response)

Fill in the blank (numeric response)
True or false
Multiple choice (single correct response)
Multiple choice (multiple correct responses)
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Assessment Creation
Questions (Contd.)
Each question contains the question text, possible
responses and feedback if any.
A response is a possible answer to a question. The
number of responses depends on the question type.
Feedback enables you to provide an explanation to
the learner for correct and incorrect responses to a
question
Once you create a question, you cannot change from
one type to another, since the style of responses
depends on the question type
Question Bank should be published to make it
available in the Assessment
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Questions in the question bank can be created from

the Create Question page in Assessment
Administration.
The various types of questions that can be part of the
question bank are:
Assessment Creation
Questions (Contd.)
Click on
Continue to
proceed
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Assessment Creation
Questions (Contd.)
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(N) Assessment > Question Bank > Manage Questions > Create
Question
Assessment Creation
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Assessment Creation
Publish Question Bank
(N) Assessment > Question Bank > Update > Publish
Select the
unpublished
Question Bank
to update and
publish it
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Questions (Contd.)
Assessment Creation
Select the
status as
publish
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Assessment Creation
Publish Question Bank
QB will now
appear as
Published
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Publish Question Bank (Contd.)
Assessment Creation
Surveys can be conducted to gather information

about candidates for e.g. their location and work
preferences.
Surveys can help you to screen candidates during
registration in the job site.
Scored Tests can be used to measure candidates
skills.
When you create a scored test, you specify a mastery
score to indicate the minimum pass mark for a test.
When you set a mastery score for the test, an
applicant passes or fails a test based on the results.
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Assessment Creation
Surveys and Tests (Contd.)
To create test you need to provide the following test
properties :
Assessment type as Test
Sequence of sections and questions
Whether the test is scored or not scored. The scoring options
are percentage scored or sum of item scores.
Duration
Attempts
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Surveys and Tests
Assessment Creation
Surveys and Tests (Contd.)
To create a survey you need to:
You must publish surveys and tests so that they are

available for use in iRecruitment
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Assessment Creation
Test
(N) iRecruitment Recruiter > Assessment Administration >
Assessment > Tests
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Select the assessment type to be Survey

Set the scoring option as Not Scored
Assessment Creation
Test sections are used to organize the questions

drawn from a question bank.
A test must contain at least one test section and at
least one question.
You cannot delete a test section, after at least one
person has taken the test.
When one section of the test becomes invalid, when
the test itself is still available, make the section
inactive, instead of deleting it.
Unpublish a test to make it completely unavailable to
Applicants.
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Assessment Creation
Test Sections (Contd.)
(N) Assessment > Tests > Select Test > Manage Sections
Click on Add
Questions
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Test Sections
Assessment Creation
Click on
Apply to
proceed
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Assessment Creation
Click on
Manage
Questions
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(N) Assessment > Tests > Select Test > Manage Test Sections >
Create Test Section
Assessment Creation
Click on Add
Questions
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Assessment Creation
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Assessment Creation
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Assessment Creation
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Assessment Creation
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Assessment Creation
Publish Tests
The Status is
Not
Published
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Assessment Creation
Publish Tests (Contd.)
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Assessment Creation
Publish Tests (Contd.)
The Status is
changed to
Published
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Select the
status to
Publish
You can analyze the results of candidates and

applicants, either for a test or for individual questions
from the Test Statistics page
You can use assessment results to shortlist
applicants for a vacancy.
For each test, the Test Statistics page provides a
summary of scores for the selected test.
Use the statistics to analyze both overall performance
and individual attempt results. The page displays
summary results in a tabular format and provides an
option to display a graph for each summary.
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(N) Create Candidate > Take Assessment
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Analyzing Test Results (Contd.)
Score Summary: Summarizes performance records for all

candidates.
Learner Summary: Summarizes the total number of
candidates who launched the test, and the total number for
performance records. Shows the candidates who have
passed or failed the test.
Attempt Summary: Summarizes all attempt records, not just
performance records.
Question Summary: Summarizes the total number for
questions displayed to all candidates in all attempts.
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Analyzing Test Results (Contd.)

(N) Create Candidate > Take Assessment
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In the Test Statistics page, you can view the following

sections:

Vacancy Management
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parties.

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R12: Oracle HRMS
Module Objectives
Vacancy Overview
Vacancy Creation Prerequisites
Vacancy Creation
Vacancy Approval
Vacancy Search
Vacancy Update
Vacancy Duplicate
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Vacancy
Overview
Vacancy is a job opening in the enterprise and is
created by Manager or Recruiter to advertise it.
Vacancies capture information like the job opening
details, skill requirement, assessments if any,
vacancy security etc.
iRecruitment has the ability to send the vacancy for
approval.
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Vacancy
Overview (contd.)
Managers and Recruiters can mark vacancies eligible for

Employee referral so that employees may refer candidates
to vacancies.
By default supervisor hierarchy is used for approval.
Managers and recruiters can attach documents during
vacancy creation, in the vacancy review page.
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Prior to creating a vacancy in the system, the

following should be configured, if they are applicable:
Recruitment Information
Recruiting Sites
Agencies
Default Job Postings
Approvals
DFFs
Searchable Flexfield
Additional Competence Details
Additional Vacancy Details
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Managers can select the external job boards to post the

vacancy requirements to the third-party sites once the
vacancy is approved.
Vacancy Code Allocation Method

Default number of openings for a vacancy
Default organization in a vacancy
Default location in a vacancy
Withdraw assignment status
Candidate Person Type
Exclude from vacancy creation
Default Resume type
Recruitment information for vacancies at the

business-group level will default to the Primary Details
page during vacancy creation.
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Recruitment Information (Contd.)
(N) Work Structures > Organization > Description > Organization
Classification > Business Group > Others > Recruitment
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Recruitment Information
Recruitment information at business group level
defines various default values for iRecruitment like:

Recruitment Information (Contd.)
Recruitment
information
entered at the
BG level will
be defaulted
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Agency
An external party who accesses iRecruitment to

conduct recruiting activities such as creating
candidates and applying on behalf of candidates.
In iRecruitment, agency will be created by the
following steps:
1.
2.
3.
4.
Create Supplier in Purchasing/Payables

Update Supplier Type to Job Agency
Create a Person record with Contact type
Create User for the Contact and attach the responsibility
IRC Agency
5. Link the user and the supplier using profile option IRC:
Agency Name
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The details
can also be
saved for
completing
later

Agency - Create Supplier
Enter the
agency name
here
Choose the
Supplier
Type as
Standard
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Agency - Create Supplier ( Contd.)
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(N) Purchasing, Vision Operations, USA > Supplier Base >

Suppliers > Create Supplier

Agency - Update Supplier
(N) Purchasing, Vision Operations, USA > Suppliers > Search
Supplier > Company Profile > Organization
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Agency - Link User and Supplier
(N) System Administrator > Profile > System Values
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Choose the
Type as Job
Agency and
Save
Recruiting sites are third party sites where job

vacancies can be posted.
Job Posting Vendor details page is used to record
information about the recruiting sites if your
enterprise has an agreement to post job
advertisements with third-party recruiting sites.
Details of one or more third-party sites for posting
job details will be defined in the vacancy.
Post Advert button in the Vacancy details page will
then be used to post the vacancy to the recruiting
sites.
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Recruiting Sites (Contd.)
(N) iRecruitment Recruiter > Setup > Recruiting Sites
You can define
another agency by
adding another row
Click Submit
to post your
vacancy on
the selected
site
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Recruiting Sites

Default Job Postings
Job postings
vacancies.
are
advertisements
attached
to
Default Job Postings are the information which can be

held at a business group, organization, job, or position
level so that they can be defaulted in the Format Job
Postings whenever a particular business group,
organization, job, or position is selected for a
vacancy.
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Default Job Postings (Contd.)
(N) iRecruitment Recruiter > Setup > Default Postings
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Job Posting is the public side of the vacancy for which a

candidate would apply.
They provide information about the requirements , how to
apply for jobs etc.

Default Job Postings (Contd.)
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Approvals
By default, iRecruitment uses supervisor based
hierarchy for approvals.
Predefined Transaction types available for approvals
in iRecruitment are:
iRecruitment Vacancy Approval
iRecruitment Offer Approval
You must set the profile option IRC: Vacancy

Approval Transaction Type for vacancy approval to
work.
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(N) iRecruitment Recruiter > Setup > Default Postings

Searchable Flexfield
Flexfield can be enabled to capture additional
candidate and vacancy information.
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Searchable Flexfield - Setup
Setup Searchable flexfield as follows:
Define Additional Search Criteria Details flexfield
Set the Profile option IRC: Search Criteria Segment Matching
Personalize the pages:
Create Vacancy
Candidates Work Preferences
Candidate Search
Vacancy Search
Candidates for Vacancy Advanced Search
Visitor Job Search
Candidate Job Search
Candidate Job Advanced Search
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Additional information can be used by Managers while

searching for suitable candidates and by candidates
for suitable vacancies.

Searchable Flexfield - Setup (Contd.)
Segments
for the
additional
search
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Vacancy Creation
Enter Primary Details
During vacancy creation, the following details are
captured in the Primary Details page :
Vacancy details like Location, Job, Grade, Position

Manager who manages the vacancy
Vacancy availability period
Compensation Details
Compensation details are for information purposes only.

They do not define the compensation elements that are
included in the employment assignment after a candidate
has been hired.
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(N) System Administrator > DFF > Segments
Vacancy Creation
Enter Primary Details (Contd.)
* Denotes the mandatory field. After entering the required details Press Next or Save
Select the
Position to get the
default values for
Job, Location,
GradeLater
and Salary
for
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Vacancy Creation
Enter Primary Details (Contd.)
Min-Max
Salary &
currency can
be entered
over here
Additional
details such as
car allowance
etc can be
selected from
here
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(N) iRecruitment Home > New Vacancy
Vacancy Creation
Enter Required Skills
Enter Required Skills page in Vacancy Creation, is
used to capture details like
Only Skills setup as Global Competencies are

available in iRecruitment.
Assessments defined in the vacancy will be used to
evaluate the applicant skills during job application.
During a manager search, iRecruitment compares the
skills required for the vacancy with the candidates
skills and displays a list of candidates whose skills
match the vacancy requirements.
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Vacancy Creation
Enter Required Skills (Contd.)
The Skills entered
here can be used
as search criteria
by the candidates.
You can enter as
many as required
and their
desirability
Use this to enter

an assessment
for a vacancy
You can also add

qualification to
make search more
accurate for the
candidates
* Denotes the mandatory field. After entering the required details Press Next or Save for Later
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Skills
Qualification
Assessments
Vacancy Creation
Enter Team Members
Enter Team Members page in Vacancy Creation is used
to capture information about
Vacancy Security defines who has access to a vacancy

Manager / Recruiter can set the Vacancy Security and
Interview security.
Vacancy Security determines who can create, view,
update, and maintain offers for a specific vacancy. If a
manager cannot update a vacancy, then they cannot
create, update, or perform any action on an offer, for
example, send an offer.
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Vacancy Creation
Enter Team Members (Contd.)
Vacancy Security can be set as:
Team: Only people in the recruiting team can see the
vacancy. When setting up Team Only security, you must
include the recruiter or manager in the team, or they will not
be able to see the vacancy.
Business and team: The recruiting team and users with
appropriate security profile can see the vacancy.
Public: Anyone in the business group can see the vacancy.
Vacancy Security is also used to identify the level of

access the person has. The existing levels of access
are Update, Update/Delete, View
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Vacancy Security
Agencies
Vacancy Creation
Assigned interviews: The interviewer can view interviews that

the interviewer is directly associated.
Assigned and Previous: The interviewer can view assigned
interviews as well as interviews that have been conducted prior
to the associated interview
All Interviews: The interviewer can view all interviews
scheduled for the applicant
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Vacancy Creation
When creating a vacancy, you also define the
Recruitment communication properties. The default
communication status can be set as follows
Not Started : In this case any of the internal members must
explicitly start the communication channel. Candidates
cannot start or create new topics in this case
Started: In this case any of the users including the candidate
can start or create new topics
Closed: In this case only the moderator can enable the
communication channel for the application
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Interview Security can be set as:
Vacancy Creation
Send notifications can be set to "Yes" or "No"
Communication notifications will be sent to applicants, recruiters,
hiring managers and agencies if this options is set to 'yes'
All: All users can add attachments to their messages.

Internal: Only internal team members can add attachments to their
messages
None: Attachments cannot be added to messages
The Moderator can be a Recruiter, Hiring Manager, Agency

and Recruiter and Hiring Manager based on the selection
during vacancy creation. The Moderator can view and reply
to the entire log of messages and delete messages.
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Vacancy Creation
During vacancy creation, one or more agencies can
be identified to participate in the recruitment process.
You can:
Specify the duration for which the agencies access the
vacancy.
Indicate the maximum number of applicants that agencies can
submit for each vacancy.
Select the Manage Applicants check box when assigning
the vacancy to an agency to enable the agency to progress
applicants through the entire application process.
Agencies can also be set as the moderator for recruitment
communication provided the "Manage Applicants" check box
is checked.
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Allow attachments can be set to All, Internal or None.
Vacancy Creation
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Vacancy Creation
You can control the
internal and
external posting
dates using this
date. Also
optionally you can
enter the end date
for the posting.
You can control the

settings for
recruitment
communications
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Vacancy Creation
Format Job Posting page in vacancy creation helps to
Define content and format for the job advertisement.
Make the vacancies available to the employees and thirdparty sites
Control the availability of vacancies for internal, external,
employee referral and third-party sites by specifying start
and end dates for each site.
Including or excluding the internal referral site determines
if the vacancy is open for employee referral or not
Post to multiple third-party recruiting sites
Preview the job posting
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Vacancy Creation
Format Job Posting (Contd.)
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Format Job Posting
Vacancy Creation
Post the job to

internal referral
site
Specify Start and

End Dates to
control the
availability of
vacancy
Internal and
External Sites
can be added by
adding another
row
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Vacancy Creation
Review
Review page helps you to review the details in the
vacancy and ensure that they are correct.
Depending on the approvals set up in your enterprise,
you can:
Add approvers for your vacancy.
Select recipients of the vacancy notification.
If approvals are required for vacancies, then you may

get a confirmation that the vacancy is submitted for
approval
Managers and Recruiters can attach documents to
the vacancy in the review step.
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Format Job Posting (Contd.)
Vacancy Creation
Review (Contd.)
The attachments can be marked as internal or external
for access restriction
Attachments marked as external can be accessed by

applicants, members of the recruiting team and
approvers of the vacancy
Managers and Recruiters can view both internal and
external documents
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Vacancy Creation
Review (Contd.)
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Attachments marked as internal can be accessed by

users such as members of the recruiting team and
approvers of the vacancy.
Vacancy Creation
Review (Contd.)
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Vacancy Creation
Review (Contd.)
Attachments can be
a file, URL or plain
text
Add Internal
documents
accessible to the
internal team
Add documents
accessible to
Candidates
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Click on Add
Documents to attach
internal and external
documents
Vacancy Creation
Review the Details

and Click on the
Submit button
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Vacancy Approval
Vacancies will be sent for approval depending on the
approvals set up in your enterprise.
Approval notifications are viewable in the Home page.
Postings to third-party sites can be done after the
vacancies are approved using Post Advert in the
Vacancy Details page.
The Approver in the process of approving the vacancy
can view the vacancy attachments.
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Review (Contd.)
Vacancy Approval
Vacancy
Approval
Notification
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Vacancy Approval (Contd.)
Approver can view

attachments in the
approval notification
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(N) iRecruitment Manager > iRecruitment Home
Click on the
Appropriate button
(Approve/Reject) to
take the action
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Vacancy Approval
Approved Notification
Approved
notification
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Vacancy Approval (Contd.)
Vacancy Approval
Post Advert
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Vacancy Search
Search - Managers/Recruiters
Managers or recruiters can search for approved
vacancies to:
Update vacancies
Maintain the vacancy
Look for similar vacancies
See the job seekers who have applied
Vacancies can be searched by using any one of the

criteria such as the name of the vacancy, job title,
position, or the recruiter details
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Click on Post
Advert to
post the
vacancy
Vacancy Search
Search - Managers/Recruiters (Contd.)
(N) iRecruitment Recruiter > Search Vacancies
These parameters
can be searched
using the
Additional Search
DFF
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Vacancy Update
Vacancies can be updated to modify the assignment
and job posting details.
Approved vacancies can also be updated.
When you update vacancy details, you can:
Change any of the details like the end date of the vacancy
and the employment status (Either, Full time, Part time)
Change the skills and skill ratings required for the job.
Change the vacancy security, add agencies that can access
your vacancy, and nominate a different recruiting team.
Update the posting details, such as the How-to-Apply details.
Select new approvers for the vacancy and new recipients of
the vacancy notification.
58 of 53
Vacancy can be
searched by
entering at least
a part of the
vacancy name
Vacancy Update (Contd.)
59 of 53
Vacancy Update (Contd.)
60 of 53
(N) iRecruitment Recruiter > Vacancies > Update
Vacancy Duplicate
Duplicate functionality can be used to copy vacancy

details and create new vacancy.
Avoid reentering the vacancy details.

Reduce the effort required to create vacancies.
Ensure that vacancy details are uniform and accurate .
61 of 53
Vacancy Duplicate (Contd.)

(N) iRecruitment Recruiter > Vacancies > Duplicate
62 of 53
Duplicate functionality helps to

Candidate Registration
For
ForOracle
Oracleemployees
employeesand
andauthorized
authorizedpartners
partnersonly.
only.Do
Donot
notdistribute
distributeto
tothird
thirdparties.
parties.
2008
2009Oracle
OracleCorporation
CorporationProprietary
Proprietaryand
andConfidential
Confidential
1 of 22

2 of 22

parties.

3 of 22

4 of 22
For
ForOracle
Oracleemployees
employeesand
andauthorized
authorizedpartners
partnersonly.
only.Do
Donot
notdistribute
distributeto
tothird
thirdparties.
parties.
2008
2009Oracle
OracleCorporation
CorporationProprietary
Proprietaryand
andConfidential
Confidential
5 of 22
R12: Oracle HRMS
Module Objectives
Site Visitor
Registered User
Employee Referral
7 of 22
Site Visitor
External Site Visitor is the one who accesses the

external web site for job search but does not create
an account.
External Site Visitors can access iRecruitment
system using IrcVisitor.jsp. The location of this jsp
depends on the application server and is of the
syntax
http://hostname:port/OA_HTML/IrcVisitor.jsp
External Site Visitor can register in iRecruitment by
providing the email address and password which
can then be used for accessing iRecruitment
8 of 22
When an external visitor registers in iRecruitment,

an Oracle HRMS user is automatically created using
the visitors e-mail address as the username. The
iRecruitment External Candidate responsibility is
assigned to the user.
All registered users are created as person records
in a Business Group
Profile IRC: Registration Business Group, is used to
define the default business group for candidate
registration.
9 of 22
Registered User (Contd.)
Registered Users can then access iRecruitment to
Create Resumes Online

Create Profile using My Account functionality
Define Privacy for the Account
Search for Jobs
Apply for Jobs
Receive Notifications
Monitor Job Applications
10 of 22
Registered User
(N) http://hostname:port/OA_HTML/IrcVisitor.jsp
Site
Visitors
can do
Quick
Search
Here
Existing
User can
Login Here
11 of 22
New User
Username will be
created using the
applicants email
address
Click on
Submit to
register
12 of 22
New User?
Click Here
to Register
Candidate Registration (Contd.)

My Account
During the registration process:
Additional documents can be uploaded to your account.
13 of 22
My Account (Contd.)
(N) Site Visitor Login > My Account
Existing
Resumes can
be uploaded
Resume
can be
created
online
14 of 22
Resumes can be created online

iRecruitment extracts the data from the resume and
automatically populates your account if the resume parsing
functionality is available .
Information can be viewed and edited online.
15 of 22
Personal Information - Source Employee Referral
16 of 22
My Account Personal Information
My Account Qualifications and Skills
During candidate registration, the following details are
captured in the Qualifications and Skills page
Employment History
Skills
Educational Qualifications
Additional Qualifications
Candidate Skill details help to get matching job details

E-mail preferences can be set to receive e-mail
notifications of matching jobs.
Matching functionality in iRecruitment measures how
well the skills of the candidate match with the skills
defined in the vacancy.
17 of 22
My Account Qualifications and Skills (Contd.)
18 of 22
My Account Preferences
Candidates can record the following details in the
Preferences page
Work Preferences help to widen the job search

Candidates can receive job alerts based on the work
preferences.
Account Privacy gives a job seeker the opportunity to
remain hidden from managers who are searching for
candidates.
Email Preference helps to set the preference on
receiving emails on matching jobs and other
information.
19 of 22
My Account Preferences (Contd.)
Work Preferences such as

Location, Amount of Travel etc.
can be opted from this page
20 of 22
Work Preferences
Account Privacy
Email Preference
My Account Preferences (Contd.)
Account Privacy can be
Email Preferences such as

Frequency of emails etc.
can be opted from this page
21 of 22
My Account - Resume
22 of 22
opted from this page
23 of 22
Employee Referral
The Employee referral function enables employees to
create candidate profiles and refer them to a manager who
in turn can pursue the candidate for a suitable vacancy
Employees can refer candidates only to vacancies which
are marked for employee referral.
Once the employee creates a candidate profile, the
candidate receives an email notification with login
credentials. The candidate can login, and also update
his/her profile, search for jobs and submit job applications.
Candidates registering themselves can give reference of
an employee while creating a profile or submitting a job
application
24 of 22
My Account - Review
Candidates can provide details on how they know the

employee who is the referral source.
They can also provide an email Id of the employee who is
the source of referral. If the email ID of the employee is
incorrect the candidate gets an iRecruitment notification
requesting correction.
If the email ID of the employee provided is correct the
employee receives an iRecruitment notification regarding
the candidates application information
Recruiters and Managers can search for candidates who
are referred by employees
25 of 22
Employee Referral (Contd.)

Employee Creates Candidate for Referral
(N) iRecruitment Employee > Employee Referral> Create a Candidate
Employee
can upload
candidates
resume
Enter
details such
as Name
and email
Include referral
comments
about the
candidate
26 of 22
Employee Referral (Contd.)

Recruitment Processing
For Oracle
employees
and authorized
partners
only. Do
notDo
distribute
to thirdtoparties.
For Oracle
employees
and authorized
partners
only.
not distribute
third parties.
2008
Corporation
Proprietary
and Confidential
Oracle
2009 Oracle
Corporation
Proprietary
and Confidential
1 of 37

2 of 37

parties.

3 of 37

4 of 37
For Oracle
employees
and authorized
partners
only. Do
notDo
distribute
to thirdtoparties.
For Oracle
employees
and authorized
partners
only.
not distribute
third parties.
2008
Corporation
Proprietary
and Confidential
Oracle
2009 Oracle
Corporation
Proprietary
and Confidential
5 of 37
R12: Oracle HRMS
Module Objectives
Working with Candidates
Working with Applicants
Reconsider Terminated Applications
Recruitment Communications
Interview Management
Notifications
Dashboards and Recruitment Summary
7 of 37
Recruitment processing is the process of hiring an
applicant based on the organizational requirement.
Candidates are users who register with the job site.
Applicants are candidates who have applied for a
specific vacancy.
Candidates and Applicants can be processed both by
Managers/Recruiters and Agencies.
Agency can be given permission to carry out the
complete process of recruitment for the enterprise.
8 of 37
Recruitment Processing (Contd.)
Apply for a job
Search
Process Applicants
Hire
Progress Applicants
Offer
Rank Applicants
9 of 37

Recruiter or Manager can
Search for Candidates.

View Candidate Details.
Invite Candidates to Apply for Jobs.
Create Candidate Details
Managers or recruiters can search for candidates or

applicants using a variety of search methods :
Candidate Search
Prospect pool
Individuals
Resumes
Applicants
Vacancy Search
10 of 37
Identify Candidates

Candidate Search - Prospect Pool
Prospect pool contains all registered users who have
given permission for their information to be published.
Maximum salary
Employment status
Candidates referred by Employees
Agency Name etc.
You can search for agency candidates only if you use

Agencies functionality.
11 of 37

Candidate Search - Prospect Pool (Contd.)
(N) iRecruitment Recruiter > Candidates > Prospect Pool
12 of 37
On the Candidates: Prospect Pool page, you can

search for candidates using criteria like

Candidate Search - Individuals
You can also search for agency candidates if you use

Agency functionality.
13 of 37

Candidate Search Individuals (Contd)
(N) iRecruitment Recruiter > Candidates > Individuals
14 of 37
On the Candidates: Individuals page, you can do a

free form search and search by various criteria like
last name, first name, e-mail ID, Country, phone
number and resume.

Candidate Search- Resume
Search can be done on the candidate resumes for

specific keywords. For example, you can search for
resumes that contain a particular skill or qualification.
15 of 37

Candidate Search- Resume (Contd.)
(N) iRecruitment Recruiter > Candidates > Resumes
Search
using
Keyword
List of
candidates
matching
the resume
search
16 of 37
On the Candidates: Resume page, you can search

resumes that are uploaded in the iRecruitment Site.

Process Candidates
Consider: Decide whether to encourage a candidate to

apply, or consider them for a future job opening. This
information is just for your reference.
Pursue: Invite a candidate to apply for a job.
Reject: Indicate that you do not find a candidate suitable for a
vacancy.
Refer: Suggest a candidate to other managers or recruiters, if
you find a candidate suitable for other vacancies
17 of 37

Process Candidates (Contd.)
(N) iRecruitment Recruiter > Candidates > Prospect Pool
18 of 37
Identified candidates can be processed using various

options:
19 of 37

Apply for Job
(N) Login as Registered User > Jobs > Available Jobs
Search
using the
preferred
location
Apply
for a
job
20 of 37
Process Candidates (Contd.)

Monitor Job Application
Registered User can view the status of his job
application on the home page or the Jobs Applied For
page.
When he withdraws his job application, iRecruitment

changes the status of the application to Application
Terminated
21 of 37
Applicants are candidates who have applied for a

specific vacancy.
Recruiter or Manager can
Search for Applicants.

Refer Applicants.
Update Application Status.
Create Offers for Applicants.
22 of 37
When he receives a job offer, he can either accept or

decline the offer.

Applicant Search
On the Candidates: Applicants page, you can search for
Applicants using criteria like Last Name, First Name, email ID, Vacancy Name.
Managers and recruiters can search for applicants using

criteria such as application statuses and also candidates
who have been referred by Employees
23 of 37

Applicant Search (Contd.)
(N) iRecruitment Recruiter > Candidates > Applicants
24 of 37
My Applicants search will enable Managers/Recruiters to

quickly identify applicants for all their vacancies.

Applicant Search (Contd.)
25 of 37

Vacancy Search
(N) iRecruitment Recruiter > Vacancies > Select Vacancy
Recruiter can also

add his applicant
as shown in the
following slides
The search
can also
be saved
for later
26 of 37
(N) iRecruitment Recruiter > Candidates > Applicants > View

Add Applicant
27 of 37

Add Applicant Candidate Details
28 of 37
(N) iRecruitment Recruiter > Vacancies > Add Applicant > Select Candidates
29 of 37

Add Applicant Assessment
30 of 37
Add Applicant Additional Information
Click on Finish
to submit the
application
31 of 37

View Applicants
View Applicants helps to look for applicants of a particular
vacancy
With View applicants, you can:
Update the status of an application.
Perform mass update of applications.
Rate an applicant for a vacancy.
Refer an applicant to other managers.
Add attachments to share your feedback with the recruiting team.
Create offers for successful applicants.
32 of 37
Add Applicant Application Review

View Applicants (Contd.)
33 of 37

View Applicants (Contd.)
(N) iRecruitment Recruiter > Candidates > Vacancies
34 of 37
Applicants can also be rated for a vacancy based on their

performance during the recruitment process.
Applicants can be sorted based on this rating on the View
Applicants page.

Rank Applicants
Rate the
Applicant
for
screening
35 of 37

Update Status
Active
Application
Offer
Accepted
Terminate
Application
ends
Different
Levels of
Interview
36 of 37
(N) iRecruitment Recruiter > Candidates > Vacancies > View

Applicants

Update Status (Contd.)
(N) iRecruitment Recruiter > Vacancy > View Applicants
Application Assignment History can

be accessed by clicking on the
selected candidate name.
Changing the status

of the application
based on the
selection rounds
37 of 37
Reconsider Terminated Applications

Hiring Managers and Recruiters can reverse the
termination of an applicant which is in the "Terminate
application" status
An application that has been terminated by error can
be reactivated
An application can also be reactivated on grounds of
reconsideration
Candidates who have withdrawn their application can
also request to be reconsidered for a vacancy
38 of 37
Select the
Applicant
Reconsider Terminated Applications (Contd.)

(N) Search Vacancy > View Applicants
39 of 37
40 of 37
Click the Reconsider

Application button
41 of 37
Recruitment Communications
Recruiters and Managers can use the recruitment
communication features to perform the following Communicate with recruiting team members, candidates and
agencies individually or as a group.
Initiate a topic or message and add recipients to it. Recipients
can receive notifications and respond to them
Attach documents to messages and replies
The communication properties are set at the vacancy

creation level.
Users can initiate or start communications, create
topics, create and send messages, reply to messages
and moderate communications
42 of 37
Candidate requests for Reconsideration
Recruitment Communications (Contd.)

Initiate or start Communication
(N) iRecruitment home > View Applicant details > Communication (tab)
43 of 37

Initiate or start Communication
Click the Create

topic button
44 of 37
Click the Start

Communication
button
45 of 37

Moderate Communications
Close
Communication
channel
View Message log
Delete messages
46 of 37
Create and Send Message
Interview Management
Managers and Recruiters can manage the interview cycle
during the recruitment process with the help of the
interview management features in iRecruitment.
Managers, Recruiters and applicants can view all of their
interviews in the My Interviews section of their respective
iRecruitment homepages.
Schedule multiple round of interviews

Select members of the interview panel
Select a primary interviewer
Maintain and manage interview information such as schedule, coordinates and contact information
Add interview notes, provide feedback and enter interview results
which would be made available to the panel
47 of 37
Interview Management (Contd.)

Process
The Interview Management process involves the following steps
Creating an Interview can include the following
Enter Interview details

Date and time
Location
Designate Primary interviewer
Include notes to the candidate
Managing Interviews can include the following
Modify the interview details

Reschedule or cancel the interview
Add or delete interviewers
Interviews can be created for multiple applicants
Interviewers can view interviews assigned to them
Conduct, Update and complete interviews
48 of 37
Recruiters and Managers can

Create an Interview
(N) iRecruitment home > View Applicant details > Create Interview
49 of 37

Enter Interview details
Enter interview details

and Add Interviewer
50 of 37
Click on the Create

Interview

View Interviews
Interviewers can view

Interviews in the
interview Dashboard
on the iRec homepage
51 of 37

Conduct and Complete Interviews
Enter Interview results
Change status to
Completed
Enter interview
feedback notes, and
notes to candidate
52 of 37
Applicants can view

confirmed interviews
on their iRec
Homepage
Notifications
Notify managers, recruiters and applicants about changes in

application status
Notify managers and recruiters when new applications are
submitted for their vacancies. This notification also contains
the applicant's resume.
Approval Management rules can be applied to control

who receives these notifications
53 of 37
Notifications (Contd.)
New application for vacancy notification
Click on the
Notification to open
Click on attachment
link to open resume
54 of 37
Recruiters, Hiring Managers and Candidates receive

notifications for actions performed in iRecruitment by
default
iRecruitment provides predefined notifications that-
Notifications (Contd.)
Status Update Notification
Recruiter changes
application status
Candidate receives status

change notification
55 of 37
Dashboards and Recruitment Summary

Using the dashboards functionality, recruiters and
hiring managers can view the recruitment progress
which summarizes the recent recruitment transaction
without having to perform multiple searches
Information such as recent vacancies, new applicants
for vacancies and recently created and updated offers
are available on the iRecruitment homepage for
recruiters and managers
The Recruitment summary" link on the homepage
provides information such as No. of vacancies
created and filled, No. of offers accepted classified
according to direct reports, Recruiters and
Organization.
56 of 37
Hiring Manager receives

status change notification
The information available through Dashboards and

Recruitment Summary is dependent on the
iRecruitment Manager or iRecruitment Recruiter
responsibilities used
Managers and Recruiters can query for information
based on ageing of the vacancy, applications,
interviews and offers.
Recruitment summary provides a snap shot of the
recruitment status, hence helping the recruitment
process.
57 of 37
Dashboards and Recruitment Summary (Contd.)

View Vacancies through Dashboard as Manager
(N) iRecruitment Manager (Homepage)
Query for Vacancies
based on Ageing
Click on Active Applicants

to directly view applicants
Click on Vacancy
name to view
vacancy
58 of 37

View Applications through Dashboard as Manager
Query for Applicants
based on Ageing
Click on Active Applicants
to directly view applicants
Click on Vacancy
name to view
vacancy
59 of 37

View Interview details through Dashboard as Manager
60 of 37
Query for Vacancies

based on Ageing

View Offers through Dashboard as Manager
61 of 37

Recruitment Summary Columns
Vacancies
No. of Vacancies: Vacancies that are not closed as on system
date
No. of openings: Total No. of openings for vacancies
Total No. of Applications: Applications submitted against
Vacancies
Applications
To be processed: Applications in the Active Application
status
In Process: Applications with status except in Active or
Terminated application status
Rejected: Applications in Terminated application" status
62 of 37

Recruitment Summary Columns
Pending for approval: Offers With the "Pending for approval"

status
Approved: Offers With the "Approved" status
Extended: Offers With the "Extended" status
Accepted: Offers with the "Closed" status with the offer close
reason as "Offer accepted by applicant"
Declined by Applicants: Offers With the "Closed" status with
the offer close reason as "Offer declined by applicant"
On hold: Offers With the "Hold" status
Withdrawn: Offers with the "Closed" status with the offer close
reason as "Offer withdrawn"
63 of 37

View Recruitment Summary (By Directs)
(N) iRecruitment Manager > Recruitment Summary (link)
Drill down based on

Directs
64 of 37
Offers

View Recruitment Summary (By Recruiters)
65 of 37

View Recruitment Summary (By Organization)
Filter based on an
Organization
66 of 37
Filter based on
Recruiter name

Agency
For Oracle
and authorized
partnerspartners
only. Doonly.
not distribute
to third parties.
For employees
Oracle employees
and authorized
Do not distribute
to third parties.
2008
Oracle
Proprietary
and Confidential
2009 Corporation
Oracle Corporation
Proprietary
and Confidential
1 of 26

2 of 26

parties.

3 of 26

4 of 26
For Oracle
and authorized
partnerspartners
only. Doonly.
not distribute
to third parties.
For employees
Oracle employees
and authorized
Do not distribute
to third parties.
2008
Oracle
Proprietary
and Confidential
2009 Corporation
Oracle Corporation
Proprietary
and Confidential
5 of 26
R12: Oracle HRMS
Module Objectives
Agency User
7 of 26
Agency User
Overview
An Agency user is an external person who is part of
a recruiting agency and who accesses iRecruitment
to:
Create details of their candidates.
Search for vacancies assigned to their agency
View vacancy details such as the maximum number of
applicants that they can submit for a vacancy and the
existing number of submitted applicants.
Search for candidates created by their agency using
searches such as prospect pool, individuals, or resumes.
Apply for jobs on behalf of their candidates.
Progress applicants for a vacancy if the enterprise delegates
the recruiting activity to the agency
8 of 26
Agency User
Create Candidates
Agency user can create candidates from any of the
pages like
Prospect Pool
Individuals
Candidates created by agency users are associated

with the agency for all subsequent recruitment
activities.
Application lists all agency candidates with the
agency name and this helps recruiting managers to
easily identify them.
9 of 26
Agency User
Create Candidates (Contd.)
(N) Agency User Login
Create Candidates
and Search for
vacancies and
candidates
10 of 26
Resumes
Agency User
11 of 26
Agency User
Documents can
be attached
from here
12 of 26
(N) Agency User login > Home > Create a Candidate
Agency User
13 of 26
Agency User
14 of 26
Agency User
15 of 26
Agency User
Vacancy Search
Agency user can view the vacancies assigned to
their agency only.
Search for vacancies can be done using criteria
such as vacancy name and the creation date. The
following details for a vacancy can be viewed:
Number of job applications made for the vacancy.

Vacancy availability period.
Whether their agency is the sole agency.
Whether their agency can manage all applicants for the
vacancy.
Agency User can also
Find candidates whose skills

requirements.
View their applicants for a vacancy.
match
the
vacancy
16 of 26
Agency User
Vacancy Search (Contd.)
(N) Agency User Login > Vacancies
17 of 26
Agency User
Vacancy Search (Contd.)
Current and
maximum number
of applicants can be
seen from here
Availability of
vacancy from
start and end
date and
whether sole
agency can be
seen from here
18 of 26
Criterion as
vacancy name can
be used to search
Agency User
Candidate Search
Agency User can view the details of the agency
candidates only.
Agency user can search for candidates from any of
the pages like
Individuals
Resumes
Criteria such as Vacancy Name, Agency Name can

be used to search for candidates.
19 of 26
Agency User
Search for Candidates (Contd.)
(N) Agency User Login > Candidates
20 of 26
Prospect Pool
Agency User
Apply for Jobs
Agency users can apply for jobs on behalf of their
candidates.
Agency user can view only the applications for the

vacancies which the agency manages.
21 of 26
Agency User
Apply for Jobs
(N) iRecruitment Agency > Vacancies
Agencies
can apply for
jobs by
adding
applicants
22 of 26
Agency users can make changes to the candidates

account while applying for the job.
Agency User
Progressing Applications
Enterprises can give permission to Agencies to
manage applications for a vacancy.
following
tasks
while
Update the application status.

Rate applicants in the vacancy.
Add attachments to an application.
23 of 26
Agency User
Progressing Applications (Contd.)
(N) iRecruitment > Vacancies
Permission to
Manage
Applicants can
be given from
here
24 of 26
Agencies perform the

progressing applications :
Agency User
Agencies
can update
their
Applicants
25 of 26
Agency User
Agencies
can rate the
applicants
26 of 26

Offer Management
ForFor
Oracle
employees
andand
authorized
partners
only.
DoDo
notnot
distribute
to third
parties.
Oracle
employees
authorized
partners
only.
distribute
to third
parties.
2008
Oracle
Corporation
Proprietary
andand
Confidential
2009
Oracle
Corporation
Proprietary
Confidential
-1-

-2-

parties.

-3-

-4-
ForFor
Oracle
employees
andand
authorized
partners
only.
DoDo
notnot
distribute
to third
parties.
Oracle
employees
authorized
partners
only.
distribute
to third
parties.
2008
Oracle
Corporation
Proprietary
andand
Confidential
2009
Oracle
Corporation
Proprietary
Confidential
-5-
R12: Oracle HRMS
Offer
Offer Setup
Create Offer
Approve Offer
Send Offer
Accept Offer
Maintain Offer
Hire Applicant
Offer Withdrawal
ForFor
Oracle
employees
andand
authorized
partners
only.
DoDo
notnot
distribute
to third
parties.
Oracle
employees
authorized
partners
only.
distribute
to third
parties.
2008
Oracle
Corporation
Proprietary
andand
Confidential
2009
Oracle
Corporation
Proprietary
Confidential
-7-
Offer
Offer is a joining proposal indicating that the job has
been offered to the applicant.
Offer is extended after the applicant successfully
completes the recruitment process.
Managers and Recruiters can create and progress
offers for applicants.
Vacancy Security determines who can create, update
and maintain offers for a vacancy.
-8-
Module Objectives
Offer (Contd.)
Assign Offer Menus

Set up Profile Options
Define Lookups
Configure the approvals rules, if required
Set up Compensation Plans, if required
Create Offer Templates, if required
Schedule Concurrent Processes
Subscribe to workflow event type
-9-
Offer Setup
Offer Menus
Irc CM Home Page Create Offer and Irc Enter Offer

Detail functions enable managers and recruiters to
create offers for applicants.
Extend Offer Duration function enables managers to
extend the duration of the offer when the offer
expires.
iRecruitment assigns these functions to the IRC
Manager Menu and IRC Recruiter Menu by default.
-10-
Following steps are to be completed to enable Offers

functionality :
Offer Setup
Offer Menus (Contd.)
-11-
Offer Setup
(N) System Administrator > Functions
-12-
Offer Setup
Irc Offer Search Workbench function enables to

search offers and make changes to the offer letters.
Irc Template Associations Setup Page function
enables to associate offer templates with a business
group, organization, job or position in order to
generate offer letters.
Irc Track Offer Letter function can be used to enter
tracking information such as the shipping and offer
number.
iRecruitment assigns the above offer functions to the
IRC Recruiter Menu by default.
-13-
Offer Setup
-14-
Offer Setup
Profile Options
IRC: Allow Multiple Offers for Candidate

IRC: Default Offer Letter Output Type
IRC: Enable Offers Compensation
IRC: Extend Offer Duration Function
IRC: Offer Duration Measurement
IRC: Offer Duration Value
IRC: Offer Send Method
IRC: View Offer Function
-15-
Offer Setup
Profile Options (Contd.)
-16-
Settings in the following profile options should be

reviewed and updated if necessary
Offer Setup
Lookups
IRC_OFFER_DECLINE_REASON
Reasons that applicants select when they decline the offer in the
Decline Offer page.
Names of the shipping companies that your enterprise uses to send
offers. The Shipping field on the Track Offer page displays the
lookup values.
IRC_OFFER_EXPIRATION_DATE
Values that your managers can use to search offers that will close
within a specific time, for example within a day or within two weeks.
The Offer Expiry Date list on the Offers Search page displays the
lookup values.
-17-
Offer Setup
Lookups : IRC_OFFER_DECLINE_REASON
(N) Other Definitions > Lookup Tables
-18-
IRC_OFFER_POSTAL_SERVICE
Offer Setup
Lookups : IRC_OFFER_POSTAL_SERVICE
-19-
Offer Setup
Lookups : IRC_OFFER_EXPIRATION_DATE
-20-
Offer Setup
Approvals
iRecruitment uses approval process for offer approvals.
Managers cannot extend the offer to the applicant, until the offer
is approved by all the participants in the approval chain.
iRecruitment delivers predefined transaction types to manage

offers.
-21-
Offer Setup
Approvals (Contd.)
When using a custom approval process, the following
needs to be completed :
Update the following profile options for the
transaction type and workflow process:
IRC: Extend Offer Duration Transaction Type
IRC: Offer Details Approval Transaction Type
IRC: Offer Workflow Item Type
Update the parameters for the Irc Create Offer

Review function with the new values like the
Approval Transaction Type, Workflow Item Type
-22-
Approval process can be configured to meet the business need.
Offer Setup
Approvals: Profile options
-23-
Offer Setup
Compensation Plans
Compensation plans enable hiring or line managers

to assign benefits components when they create or
update the offers.
Compensation Administrator should set up the plans
using Standard Benefits or Advanced Benefits.
-24-
Offer Setup
Offer Templates
Offer templates are used to create offer letters.
Default template used to generate offer letters can be

linked in the Offer Template Association page.
Default templates can be linked to a Business Group,
Organization, Job or Position.
-25-
Offer Setup
Concurrent Processes
Schedule the following concurrent processes:
iRecruitment Offer Expiry Notifications
Alerts managers and applicants about offers approaching the
closing date.
iRecruitment Offer Expired Notifications

Inform managers and applicants about the closed offers so that
managers can extend the offer and resend it to the applicants
again
iRecruitment general mail to job seekers

Notify external job seekers
-26-
iRecruitment uses Oracle XML Publisher, a templatebased publishing tool, to merge your template file with
the offer data to create an offer letter.
Offer Setup
Concurrent Processes (Contd.)
-27-
Offer Setup
Concurrent Processes (Contd.)
-28-
Number of days
to track offers
can be entered
here
Offer Setup
Workflow Event Type
Workflow business events can be used to extend
iRecruitment functionality.
Workflow business events can be used to send emails to candidates when they register.
Subscribe to the workflow event type IRCOFFER to
send notifications to the offer participants such as
managers, recruiters, and applicants.
-29-
Create Offer
Search for an
applicant
Send offer
for approval
Select an
applicant
Review offer
Enter offer
basic details
Enter benefits
details
-30-
Workflow business events can be used to send

notifications to managers, recruiters and applicants.
Create Offer
(N) iRecruitment Recruiter > Candidates > Applicants > Create Offer
Applicant
Rating can
be seen
from here
-31-
Create Offer (Contd.)
Option for compensation will be

available only through
Integrated Compensation
Workbench and if the profile
option is enabled
Enter the Required details/Compensation

-32-
After the
completion of
Assessment
process you
can start the
offer process
-33-
-34-
-35-
Approve Offer
(N) iRecruitment Manager > Notification
Click here to Approve
-36-
Send Offer
Choose the Action

to Send the Offer
to the applicant.
Click on Go Button
to proceed
-37-
Send Offer (Contd.)
-38-
(N) iRecruitment Recruiter > Candidates > Applicants > Offer > Send
offer
Send Offer
-39-
Send Offer
Offer Letter (Contd.)
-40-
Offer Letter
Acceptance of the Offer can be done either by the

Applicant or the Manager/Recruiter
Applicants can accept the. offer online.
Manager or Recruiter can manually select Offer

Accepted by Applicant option on the Enter
Applicant Response page, after they hear from the
applicant offline or receive a written note.
-41-
Accept Offer
Applicant
(N) Registered User Login > Notification
Offer
notification to
the applicant
-42-
Accept Offer
Accept Offer
-43-
Accept Offer
Applicant (Contd.)
A
confirmation
notification is
received by
the applicant
-44-
Applicant (Contd.)
Accept Offer
Recruiter
-45-
Maintain Offer
Manager/Recruiter can update Approved or Sent

Offers.
Manager/Recruiter can extend the duration of an offer
or place the offer on hold.
New Offer Expiry date is provided when the Offer is
extended.
-46-
(N) iRecruitment Recruiter > Notification
Hire Applicant
(N) US Super HRMS Manager > People > Enter and Maintain >
Applicant Hire
-47-
Offer Withdrawal
Recruiters or Hiring Managers can withdraw offers
extended to candidates which have the following status
Pending for approval

Pending extend duration
Returned for correction
Approved
Extended
On hold
Closed: Closing reason- offer accepted
Closed: Closing reason- offer declined
-48-
Use the
Applicant
Hire
Option to
hire the
Applicant
Offer Withdrawal (Contd.)

(N)iRecruitment Manager (homepage) >Candidate details (page)
Click on the
Offers tab
-49-
Select the
Withdraw
Offer action
and click on
the Go
buttom
-50-
Click on the
Applicant
name link
from the iRec
homepage
Select the
offer
withdraw
reason and
click the
submit
button
-51-

Introduction to Self Service Human Resources (SSHR)
For use by Oracle employees and authorized partners only.

Do not distribute to third parties.
-1-

-2-

parties.
-3-

-4-


Module: Self Service Human Resources (SSHR)
-5-
R12: Oracle HRMS
Module Objectives
Overview of SSHR
What does selfservice mean?
Advantages of SSHR

-7-
Overview of SSHR
Oracle SelfService Human Resources (SSHR)
extends the functionality of standard Oracle HRMS

by enabling both employees and managers to
participate in Human Resources management via a
web browser
SSHR
offers secure selfservice business

transactions and easytouse functionality driven by
Oracles
proven
web
and
workflow
technologies

-8-
How can SSHR meet an enterprises unique business processes?
What does selfservice mean?

Selfservice means that the originator of a task is
also the person responsible for that task. Using a

standard web browser, the user accesses HR data
and performs a specific task
transferring the responsibility for the task to the

originator of the task, data accuracy is increased
and administration costs are reduced

-9-
Advantages of SSHR
User Friendly Interface
Reduces cycle times

Reduces operating costs
Lowers staffing requirements for selected tasks
Allows personalization

-10-
For example, registering a change of address. By
Advantages of SSHR (Contd.)

Flexibility
Manages the process flow

Automated process
Ensures that correct approvals chain is used
available
when
required
(evenings/weekends, or for home workers)

-11-
Advantages of SSHR (Contd.)

Provides secure, direct access to systems
Configurable
security rules control access to

employee records
Changes remain subject to manager or HR
department approval as required
Uses responsibilities to control which self-service
functions a user can access

-12-
Usually
How can SSHR meet an enterprises unique

business processes?
pages and predefined business transactions. You
can also create your own business processes.
Although SSHR uses the design standards that are
common to all Oracle applications, you can change
the appearance of the web pages by adding your
own logos and by changing field and radio button
names.
On some pages, you can choose which sections are
displayed. If you want to highlight procedures that
are specific to your enterprise, you can customize
the instructions that provide online help for users.

-13-
SSHR is highly configurable. You can configure web

User Access and Security
-1-

-2-

parties.
-3-

-4-

-5-
R12: Oracle HRMS
Module Objectives
Define User Access
Profile Options
Responsibility
Types of Users in SSHR
-7-
Define User Access
-8-
People Vs Users
Profile Options
The following profile options need to be set during
the set-up of user access to SSHR:

HR: Self Service HR Licensed
HR: Cross Business Group
-9-
Profile Options (Contd.)

Site-level System Profiles
(N)Profile > System
-10-
HR: restrict Transaction Across Legislations in SSHR
Responsibility
A Responsibility controls which functions a user can
access to perform actions & whom the actions can

be performed upon
are defined for Oracle HRMS applications. When

defining responsibilities one needs to be sure they
are available through Oracle Self-Service Web
applications
-11-
Responsibility (Contd.)
Define Responsibility
What the user can

do
Who the user has

access to
-12-
Responsibilities are defined the same way as they
Types of Users in SSHR
Primary users
Administrators
(System Administrators,
HR Specialists, HR WedAdministrators)
Secondary users
(Approvers, Appraisal
Reviewers, Hiring
Managers/Recruiters)
-13-
People Versus Users

People
Anyone whos record is present/ can be queried in the
People: Enter & Maintain form of HRMS Application
May not be a user of the system
These records could be of Employees, Candidates etc..
Users
Has access to the Oracle application
Has a record/can be queried in the User:Define form
People can be attached to Users
-14-
(Employees/Individual
Users, Line
Managers, HR
Professionals)
People Versus Users (Contd.)

People Enter and Maintain form
-15-
People Versus Users (Contd.)

Associating a User with Person
(N)Security:User > Define
Query out the Name of the

employee(Person) to be
Associated with the User
Name
-16-
(N)People> Enter and Maintain

Common SSHR Features
-1-

-2-

parties.
-3-

-4-

-5-
R12: Oracle HRMS
Module Objectives
Overview
Review and Confirm
Return for Correction
-7-
Overview
Some of the Common SSHR features are discussed
in the slides to follow. These features are used

across various modules. They include:
Review and Confirm
Save for Later
-8-
Save for Later
Review and Confirm
Review
Page
SSHR user creates

transaction
Submit
Database
Save for Later
-9-
Review and Confirm (Contd.)

Review Page Characteristics
Included in most SSHR processes
Allows the user to check a transaction before
submission
Displays approvals
Allows a user to add additional notification recipients
and approvers
Displays before and after values in a tabular format,
highlighting any fields which have changed
Allows a user to attach documents
Comments to approver can be included
-10-
Next
Submit for Action after

review of transaction
-11-
Displays
Approvers
-12-
Typical Review
Step in SSHR
Previous
approver
Notification:
Return for
Correction
Notification:continue
transaction
Return for
Correction Page
Notification:continue
transaction
-13-
Return for Correction (Contd.)

The
Return for Correction page enables an

approver to return a transaction to the previous
approver or initiator of
the transaction for
correction of information.
When the approver or initiator receives the Return
for Correction notification, he or she can correct the

information and continue the transaction.
The transaction can be stored in the table on the
Actions page for the user until the user provides the
required information or corrects the submitted
information.
-14-
Initiator
Notification:
Return for
Correction
-15-
Select from the

list- Previous
approver or
Initiator
-16-
continue
transaction
-17-
Save for Later

Save for Later
SSHR user starts
transaction and
enters text
Transaction
stored in table on
Actions page
Yes
Submit
Approval
process
Return for
correction
Changes
required?
No
Approve
Reject
HRMS tables
updated with
change
Transaction
terminated
-18-
Save for Later (Contd.)
A user can start a transaction and save it for
-19-
Save for later (Contd.)
Save for Later

during SSHR
transaction
-20-
completion at a later time

A user can select stored transactions from the
Actions table
A user can update stored transactions and submit
them to complete the action.

Employee Self-Service Function
-1-

-2-

parties.
-3-

-4-

-5-
R12: Oracle HRMS
Module Objectives
Overview
Personal Information Update
Education and qualification Update
Apply for leave
Competency Profile Update
Release Information
-7-
Overview
Employees and workers can only view their own
records and make changes as required with the help

of the "Employee Self-Service" Responsibility.
This access is normally given to all people across the
organization.
Some of the Employee Self-Service Functions are:
Education and Qualification Update
Apply for leave
Release Information
-8-
View Accrual Balance

Personal Information update allows employees to
update personal details such as: Full Name,Marital

Status,Date of Birth,Social Security number.
This function also allows employees to update and
insert new details such as :

Main Address
Other Address
Emergency Contacts
-9-
Personal Information Update(Contd.)

(N)Personal Information
Update details such as

Basic Info, Phone, Address
-10-
Phone Numbers(Home Fax,Mobile,Pager)
Education and Qualification Update
through Employee Self-Service Responsibility.

Use this page to enter details for an additional
qualification.
You must also enter details for the school attended
to study for the qualification.
You can optionally enter subject details and other
details for the qualification to be updated.
-11-
Education and Qualification Update (Contd.)

(N)Education and Qualifications
Click on Add Qualification

button
-12-
Employees can update their Qualification details
Select Qualification type

and School
-13-
Apply for leave

Leave can be applied via self-service by employees or
managers through Absence Management function.

Request multiple absences,view them in a summary format.
View history of absences they have taken.
Submit a planned absence request (before the absence is
taken) or a confirmed request (either after the absence is
completed or when dates have been finalized before the
absence begins).
Can be updated by employees or managers to change the
absence dates or confirm the absence. Planned, confirmed,
and updated requests can be submitted for approval.
Users cannot update requests when they are pending
approval or past requests
-14-
Education and Qualification Update (Contd.)
Apply for leave (Contd.)

(N)Absence Management
-15-
Select details of leave type

and click on next
-16-
Click on create absence to

Apply for leave

Review Page
-17-
Competence Profile Update
The Competence Profile enables the user to record
a set of competences for an individual.

Competences
include knowledge,
personal or professional attributes.
skills,
and
-18-
Review details of leave and

click on submit for approval
Competence Profile Update (Contd.)

(N)Competency Profile
Click to add new

competencies
-19-
-20-
Review

Review
-21-
Release Information
It may be necessary for a person to release their
personal information to a manager who would not
normally have access to the records. This is done
with the help of the Release information function.
This could also be useful during transfers from one
team to another.
-22-
Review new Competency

& Submit
Release Information (Contd.)
Query & Select the New

Manager who needs access
Click on Grant access button on

selecting the manager
-23-
View Accrual Balance

Employees can view their leave balance as on an
effective date.
The effective date can be any past, future or present
system date as well.

Managers can know the leave balances of their
subordinates.
-24-
(N)Release Information Information
View Accrual Balance (Contd.)
-25-
(N)Absence Management

Manager Self-Service Function
-1-

-2-

parties.
-3-

-4-

-5-
R12: Oracle HRMS
Module Objectives
Overview
Hierarchy, Employee Search
Change Manager
Change Job
Grade Step/Point
-7-
Overview
Managers and professional users can view their own
records plus the records for certain employees and

workers (defined by security profile) with the help of
the "Manager Self-Service" responsibility.
Usually managers have access to the records for the
employees or workers they supervise. Some of the

Manager Self-Service functions are :
Change Manager
Change Job
-8-
Adjusted Years of Service
The Hierarchy & Employee Search function enables
a user to perform the following operations :

View a list of workers in the hierarchy to perform actions.
Enable managers to access the information for other
-9-
Hierarchy, Employee Search (Contd.)

(N)Manager Actions
View list of workers in
the hierarchy
Click on Action Button

for selected Employee
-10-
employees.
Ensure that the correct employees are being accessed.
Change Manager
The Change Manager function enables a user to
perform the following operations on a selected

employee and assignment:
employee
Reassign the selected employee to report to a different
manager
Reassign the selected employees subordinates to one or
more managers
-11-
Change Manager (Contd.)

(N)Change manager

-12-
Specify which other employees report to the selected
-13-

Select new Manager
Query & Select the

New manager
-14-
Select the effective

date

Review
-15-
Change Job
The Change Job functionality in SSHR Manager
Self Service allows a Manager to change Jobs for

Employees, whos records they would have access
to.
For Instance, Incase of a promotion,
Change in
work
profile
Approvals can be set for the change as required.
-16-
Review all details and click

on SUBMIT
Change Job (Contd.)

(N)Change Job
-17-
Change Job (Contd.)

Effective Date Options
-18-

Change Job (Contd.)

Assignment
-19-
Change Job (Contd.)

Review & Submit
-20-
Select New Job title
Grade Step/Point
for employees in their hierarchy.
Grade step and point information is available for
Managers and Employees in self-service views.
This feature helps to provide better control to
managers who need not depend on the HR admin
person to make changes to their employees,
improves operational efficiency and minimizes
errors.
To use this feature grade step ladder needs to be
defined in Oracle HRMS and attached to
employees.
-21-
Grade Step/Point (Contd.)

Link Grade Step Ladder with Employee
(N)People Enter and Maintain>Assignment>Others>Grade Step
Select Grade Point
-22-
Managers can update grade step and point details
Select New Action Icon

for employee
Click the start button for

Worker status change Action
-23-

Worker Status Change Function
Select the relevant effective

date option & click continue
-24-
Change the grade point as

required and click the
next button
-25-

-26-
-27-
Adjusted Years of Service

HR Professionals, managers and Employees can
view the adjusted service date and years of service

in self service
Length of service details are displayed based on
the latest hire date as well as adjusted service date.
To use this feature the adjusted service date for the
employee is to be entered in Oracle HRMS.
The adjusted service date can also be entered using
the hire or applicant hire function in Manager selfservice responsibility.
-28-
Worker Status Change Function review page
Adjusted Years of Service (Contd.)

Enter Adjusted Service Date
Enter Adjusted Service

Date
-29-

(N)My Employee Information
Click on Employee Name
-30-
(N)People Enter and Maintain>Benefits Tab

View Adjusted years of service and date
Adjusted
Adjusted
Service
date
displayed
-31-
Years of
Service
displayed

Approvals
-1-

-2-

parties.
-3-

-4-

-5-
R12: Oracle HRMS
Module Objectives
Overview of Approvals
Dynamic Approvals
Oracle Approvals Management Engine (AME)
Overview of AME Components
-7-
Overview of Approvals
-8-
Approval Consideration
Overview of Approvals (Contd.)

PL SQL Package : These are customized packages
used to define the approval process.

Oracle Approvals Management (AME) is a web
The Self Service transaction review page has a
provision for Dynamic approvals (Add-Adhoc

Approver), where approvers can be added in the
review step of the transaction.
-9-
Dynamic Approvals
The dynamic approvals is default behavior for
SSHR functions
It can be enabled or disabled as required.
SSHR user can see the path of the transaction by
displaying all default approvers who will participate
in the approval process.
User initiating the SSHR transaction can add
additional approvers to the approval chain and
nominate
additional
notification
recipients
(reviewers) using Add Adhoc Approver feature
-10-
based application which is integrated with Oracle

Workflow and which enables you to define business
rules to control your approvals processes. With AME,
you use its components to define your approval
processes. They are associated with a transaction
type for a particular application.
Dynamic Approvals(Contd.)
Add Adhoc Approver
Add As Approver, or FYI

only
Add as required in the

order of approval
-11-
Oracle Approvals Management (AME)

AME is a web application providing the following
services to calling applications:

A centralized rules repository for defining and
sharing rules
An execution engine to evaluate rules based on
transaction specific data
List management capabilities
History of approval statuses
AME does not manage the notification, routing or
responses from approvers
These remain the responsibility of the calling
application or the workflow process
-12-
Query based on people

record or User Name
Overview of AME Components

COMPONENT
Attributes
Attributes are business variables with a single value for a

particular transaction
Conditions
Conditions are the if and then clauses in an approval

rule and are defined as condition types
Approvals
An Approval is an instruction to AME on how to execute

an Approval Type
Rules
Rules associate conditions with approvals by using if and

then statements
Groups
An ordered set of one or multiple approvers used in pre

or post approvals
-13-
Approval Considerations
Decide which transactions will route for approval and
for which groups of users require approval for SSHR

transactions
Approvals can vary from section to section within the
same function,
For example, approval is required for changes to Main
Address but not for changes to Phone Numbers
Approvals
can
vary
from
responsibility
to
responsibility
For example, some employees submit training requests to
their manager, others submit them to the Training
Administrator or both
-14-
FUNCTION
Oracle E-Business Suite R12.1 Human Capital Management (HCM)

Introduction to Talent Management
-1-

-2-

parties.
-3-

-4-

Module: Talent Management
-5-
R12: Oracle HRMS
Module Objectives
Overview
Competency Management
Appraisal Management
Career Path
Education and Qualification
Workforce Performance Management
Performance Management Plan (PMP)
Talent Management Implementation Steps
-7-
Overview
Talent Management can be defined as a conscious,
deliberate approach undertaken to attract,develop

and retain people with the aptitude and abilities to
meet current and future organizational needs.
Talent
management involves individual and

organizational development in response to a
changing and complex operating environment.
It includes the creation and maintenance of a
supportive, people oriented organization culture.
-8-
Succession Planning
Overview (Contd.)
management essentially helps with
management of Employee competencies and
objectives to support the enterprise business goals.
It involves:
Using the Workforce Performance Management (WPM)

functions to set and manage workforce objectives
Using the appraisal process to evaluate a worker's
competencies,
assess
worker
objectives,
and
recommend training to develop competencies.
Maintaining a record of a worker's competency levels in a
competency profile.
Maintaining a record of a worker's educational
qualifications and other professional qualifications.
Using competency information to match workers to
opportunities and opportunities to workers.
-9-
Overview (Contd.)
Appraisals
Talent
Management
Competency
Management
Career
Paths
Workforce
Performance
Management
Education and
Qualifications
-10-
Talent
Competency Management
Competencies are measurable skills a workforce
either has or must develop to meet enterprise

objectives.
Competence Profile
Competence requirement
Suitability Matching
Qualification &
competencies
-11-
Appraisal Management
Evaluation of Competencies
Setting & Assessment of Objectives
Identification of training needs
Assess a worker's advancement potential
Inventory of Competencies
Achievement of enterprise goals
-12-
Competency
Management
Career Path
A career path defines a route to a job or position
from a different job or position that is lower in the

hierarchy.
Base career paths on either job progression or
Job or position can appear in multiple career paths,
but once only in any single career path.
-13-
Career Path (Contd.)

(N)Work Structures:Job > Career Path Names
(N)Work Structures:Job > Career Path
-14-
position progression, but not both.
Education and Qualifications

The Education and Qualifications functions enable
you to:
your enterprise recognizes

Identify the educational establishments that deliver
recognized qualifications
Record qualifications obtained by each worker
Managers can update records of educational qualifications
obtained by their subordinates
Workers can update their own records
-15-
Workforce Performance Management

The Workforce Performance Management functions
enable you to:

Create a library of reusable objectives.
Allocate objectives to workers automatically.
Cascade objectives through the enterprise hierarchy.
Record and track objective progress.
Create appraisals automatically for all members of a PMP.
Assess objectives during appraisals.
-16-
Identify the educational and professional qualifications

The Performance Management Plan (PMP) defines the
performance-management process for a

period, such as a calendar year. It identifies:
specified
Who is a member of the plan

Whether and how you will set objectives for plan members
Whether the application will create appraisals automatically for
HR Professionals create and manage the PMP using the
Performance Management Plans function.
-17-
Succession Planning
Succession planning is used to
Map available resources with important roles in the
organization.
Identify a talent pool in the organization
Identify critical roles in an organization
Build a pool of talent within the organization and ensure
that key roles are filled without any external hiring method.
-18-
plan members
The tasks workers and managers will perform throughout the
process
Succession Planning (Contd.)

Setup
Enable and define Job, Position, Employee Career
Management Information and Extra Information type

in the HRMS responsibility.
Define Look up values for 'Risk level', Succession
Define succession plans for Employee, Job, Position

Update succession plans
-19-

Setup Extra Information Type
(N) Super HRMS Manager>Security>Information Types Security
Query the HRMS Manager
responsibility
Query and Set Job,

Employee and Position
Career EITs
-20-
Potential and Readiness Potential.

Setup Look Up Values
-21-

Setup Create a Succession Plan for Employee
(N) Manager Self Service> Succession Planning
Click on Create Plan
Query Employee and

Successor
-22-
(N) Super HRMS Manager> Other definitions> Lookup Tables

Setup Create a Succession Plan for Job & Position
(N) Manager Self Service> Succession Planning
Create Plan for Job
-23-

Step 1: Set HR:Global Competence Flex Structure
Profile Option
Step 2: Create Proficiency Rating Scales
Step 3: Create Competencies
Step 4: Upload Third-Party Competency Definitions
Step 5: Create Competency Types
Step 6: Group Competencies into Types
Step 7: Define Competency Requirements
-24-
Create Plan for Position and

also add more than one
successor

(Contd.)
Step 8: Create Worker Competency Profiles
Step 9: Create Qualification Types
Step 10: Create Schools and Colleges
Management
Step 12: Set Up the Appraisal Process
Step 13: Define Career Paths
Step 14: Enter Work Choices for Jobs or Positions
Step 15: Enter Worker Preferences
-25-
Step 11: Set Up Workforce Performance

Competencies
-1-

-2-

parties.
-3-

-4-

-5-
R12: Oracle HRMS
Module Objectives
Competencies Overview
Global and Local Competencies
Rating Scale
Define Competencies
-7-
Competencies Overview
A Competency is any measurable behavior or ability
that is required by the enterprise and that a worker

demonstrates in the work context. For Example:
Knowledge (such as knowledge of consumer-protection or
taxation laws)
A skill (such as negotiation or critical thinking)
An attitude (such as tenacity or commitment)
An attribute (such as absence of color blindness or perfect
pitch)
A Competency Scope could be either Local or
Global
-8-
Competency Types
Global and Local Competencies
business group and is available only in that business

group
Global
competencies,
which
are
available
throughout the enterprise
Set the HR:Cross Business Group profile option to
Yes to be able to define Global competencies
Identified a global competence key flexfield
structure on the HR:Global Competence Flex
Structure profile option
Global competencies are most useful if your
enterprise operates in multiple countries but you
want to use the same competency definitions in all
legislations.
-9-
Rating Scale
Competencies can be measured using Rating
Scales
Rating Scales can be of 3 types:
Proficiency Scale
Performance Scale
Weighting Scale
Rating Scales can be defined as Local or Global
-10-
A local competency has relevance in a specific
Rating Scale (Contd.)
-11-
Define Competencies
Competencies can be defined as Global or Local.After
saving a competency, you cannot change its scope.

Competency name is a key flexfield structure which is
defined at business group level. If competence is global
then global flexfield structure overrides the business group
level structure
The following information is captured during creation of
competencies:
Competency name
Competency type
Qualifications Framework qualification, which limits the search to
unit standard competencies that are linked to the qualification

Organization, job, or position, which limits the search to the
competency requirements of the specified work structure
-12-
(N)Career Management > Rating Scales
Define Competencies (Contd.)

(N) Career Management > Competencies
-13-
Define Competencies (Contd.)
-14-
Click on new to create

new Competency
Competency Types
Group competencies into competency types for ease of
management and retrieval

system administrator must have added the
competency
types
to
the
lookup
enterprise
COMPETENCE_TYPE.
Associate individual competencies with one or more
defined competency types.
-15-
Competency Types (Contd.)

(N) Career management > Competency Type
Add Competencies as
required
Query Competency
Type defined in the
lookup
(COMPETENCE_TYPE)
-16-
Your

Competency Profiles and Competency Requirements
-1-

-2-

parties.
-3-

-4-

-5-
R12: Oracle HRMS
Module Objectives
Competency Profiles
Competency Requirement
Qualification Types
-7-
Competency Profiles
competency profile is a list of a worker's

competencies showing the worker's level of
proficiency in each competency.
For unit standard competencies, which the worker
usually acquires in increments, the competency

profile shows whether the competency is In
Progress or Achieved.
-8-
Schools and Colleges
You can update a worker's competency profile at
any time using:

The Manager Self-Service Competency Profile function
The Employee Self-Service Competency Profile function
interface
-9-
Competency Requirements
Defining
Competency requirements
perform the following activities:
can
help
You
can search for candidates for vacancies and

opportunities for workers
When assessing workers during appraisals, you can
compare worker competencies with the requirements and
proficiency levels for their roles
You can target training and other development activities to
close the gap between a worker's competencies and those
required by the enterprise
-10-
The Competence Profile window in the forms-based
Compentency Requirements (Contd....)

Define Competency Requirements
You can define your competency requirements for:
-11-

Define Core Competencies
(N)Career Management > Competence requirement
-12-
Business groups (Core Competencies)

Organizations
Jobs
Positions

Define Organization, Job, and Position Competency
Requirements
-13-
The SSHR Suitability Matching function, which is
available to HR Professionals, managers, and
workers, enables you to compare a worker's
competency profile and work preferences with the
requirements of a work opportunity.
-14-
(N)Career Management > Competence requirement
Suitability Matching (Contd.)

(N) HR Professional V4.0 > Suitability Matching
-15-
Qualification Types
Oracle HRMS enables you to record the types of
qualifications recognized by your enterprise,

including: Educational and vocational qualifications,
Licenses, Awards, Honors.
Before you start this task, your system administrator
must define generic qualification types (such as
Degree,
Diploma,
and
License)
in
the
PER_CATEGORIES lookup.
Rank Qualification your enterprise recognizes
according to weightage.
Rank equivalent qualifications at the same level.
-16-
Click on start for

any Action type
Qualification Types (Contd.)

Define Qualification Types
-17-
Schools and Colleges

Define all schools and colleges that deliver the
qualifications enterprise recognizes.

School and college definitions are available to all
business groups; define them once only.

Use the Schools and Colleges Attended window,
accessed from the People window, to enter a

worker's attendance at educational establishments.
-18-
(N)Career Management> Qualification Type
Schools and Colleges (Contd.)

Define Schools and Colleges
-19-
(N) Career Management > Schools & Colleges

Appraisals
-1-

-2-

parties.
-3-

-4-

-5-
R12: Oracle HRMS
Module Objectives
Overview of Appraisals
Participants in an Appraisal
Types of Appraisal
Initiating Appraisal
Ownership of Appraisal
Other participants
Approvals in Appraisal
-7-
Overview of Appraisals
The appraisal provides a snapshot of the worker's
achievements and supplies input to related

processes, such as training and compensation
planning.
During a typical appraisal, you assess a worker's
and
objectives
and
identify
competencies
development opportunities for the next appraisal
period.
-8-
Appraisal Rating Summary
Overview of Appraisals (Contd.)
The Appraisals module can be accessed using the
Employee and Manager responsibilities

It manages the structure, content, and distribution of
Before creating an appraisal, users must create at
least one appraisal template.
-9-
Participants in an Appraisal
Appraisals
can involve the following types of
participants:
The Main Appraiser, usually the appraisee's manager, who
controls the appraisal process.

Appraisers, Can contribute to all sections of the appraisal.
Reviewers, who can view others' evaluations and enter
overall comments. Cannot update other sections of the
appraisal.
Other Participants, who contribute to 360-degree
appraisals only. Peers or subordinates of the appraisee
The Appraisee, the subject of the appraisal
-10-
the worker appraisal process.
Types of Appraisal
Types of Appraisals
360-Degree Appraisal
Self Appraisal
-11-
Types of Appraisal (Contd.)

Standard Appraisal
Main
Appraiser
Reviewers
Standard
Appraisal
Appraiser
Appraisee
-12-
Standard Appraisal

360-degree appraisal
Participants
360-Degree Appraisal
Appraiser
Reviewers
Appraisee
-13-

Self Appraisal
Self Appraisal
Appraisee
-14-
Main
Appraiser
Initiating Appraisal
The main appraiser (usually a manager) or the
appraisee can initiate a standard or 360-degree

appraisal using the self-service Appraisals function.
Whether HRMS creates appraisals automatically or
A main appraiser who is the appraisal initiator controls its
progress from the start.

An appraisee who is the appraisal initiator controls its
progress until first sharing the appraisal with the main
appraiser.
-15-
Ownership of Appraisal
Either the main appraiser or the appraisee owns the
appraisal.
When the main appraiser owns the appraisal, the
appraisee:
Cannot update the appraisal
Can view the appraisal up to the last sharing

point
When the appraisee owns the appraisal, the main
appraiser:
Cannot update the appraisal
Can see all sections of the appraisal, and can view any
changes the appraisee has made since resuming ownership
-16-
individuals create them using the Appraisals function,

control of the appraisal depends on who is the
initiator:
Other Participants
Participants in an appraisal (appraisers, reviewers,
and other participants) do not own the appraisal.
However, while the appraisee owns the appraisal,
only other participants can update it
-17-
Approvals in Appraisal
Main Appraiser gives

final rating
NO
Approved
Sends for
Appraisees
Feedback
Main Appraiser
Submits for approval
YES
Appraisee
provides
feedback
Appraisal
Completed
-18-
Participants can update the appraisal.

managers information on the progress of appraisals
in their hierarchy.
Managers can view the rating distribution
They can track appraisals that are yet to start
They can view details of appraisal for employees in
their hierarchy.
The Refresh Appraisal Summary concurrent
program is to be run. After the concurrent request
completes successfully, it populates the latest rating
into the Appraisal Summary table.
-19-
Appraisal Rating Summary (Contd.)
-20-
The Appraisal Rating Summary report provides

Appraisal and Assessment Introductions
-1-

-2-

parties.
-3-

-4-

-5-
R12: Oracle HRMS
Module Objectives
Appraisal Template
Configure Appraisal
Questionnaire
Competency and Objective Template
Competency Template
Assessing Competencies
Objective Template
Assessing Objectives
Producing a Combined Score for Objectives and Competencies
-7-
Appraisal Template
-8-
Create Appraisal Template
Configure Appraisal
When you create an appraisal template, you can:

Specify validity dates.
Specify the template scope (Local or Global)
-9-
Questionnaire
Questionnaires for Appraisee and Appraiser can be
configured to cater to appraisal related questions.

Appraisee and Main Appraiser Questionnaires can
be attached to an appraisal template
Appraisee questionnaire available to the appraisee,
appraisers, and other participants
The Scope of a Questionnaire can be Local or Global
To create a questionnaire, use Questionnaire
Administration function.
-10-
Include instructions to appraisal participants.
Questionnaire (Contd.)
Create Questionnaire
Click on Create
Questionnaire to Create
Appraisal Questionnaire
-11-
Select published
or Unpublished
Check for Global

Uncheck for Local
Write Questionnaire in HTML
format in the seen box
-12-
(N)Questionnaire Administration
Review and click Apply to

save changes
-13-
Competency and Objective Template
Assess Objectives
Assess Competencies
Appraisal Template
Objective
Template
Competency
Template
-14-
Competency Template
The competency template specifies how to assess
competencies in appraisals. You can create

competency templates for specific jobs, positions, or
even individuals.
To create a competency assessment template, you
The HR Professional menu, where it appears by default

The Manage Appraisal Templates function, when you click
Create Competency Template
-15-
Competency Template (Contd.)

(N)Manage Competency Templates
Click Create Competency

Template
-16-
use the Manage Competency Templates function.

You can access this function from:
-17-
Assessing Competencies
Participants
of
competencies.
an
Appraisal
rate
individual
Competencies can be rated based on combinations
of proficiency, performance and weighting scales

HRMS calculates score depending on the rating
scale chosen when

template
creating the competency
-18-
Competency Template (Contd.)
-19-
Objective Template
An Objective template defines how objectives can be
rated in an appraisal.The objective section of the

appraisal template is derived from the objective
template.
To create Objective assessment template, use the
Manage Objective Templates function. You can

access this function from:
HR Professional menu, where it appears by default
Manage Appraisal Templates function, when you click
Create Objective Template
-20-
Assessing Competencies (Contd.)
Objective Template (Contd.)

(N)Manage Objective Templates
-21-
Objective Template (Contd.)
-22-
Click Create Objective

Template
Assessing Objectives
During an appraisal, HRMS calculates score depending
on the rating scale chosen:

A score for each objective and
A total score for all objectives.
average or the sum of the objective line, as specified in

the objective template.
These scores appear in the Objective Ratings region of
the Final Ratings page of the appraisal.
-23-
Create Appraisal Template
The appraisal template is the design document for
an appraisal.
Its main function is to configure all sections of the
appraisal to suit the appraisal purpose or enterprise

requirements
You can also use a single appraisal template
throughout the enterprise.
-24-
The total score for all objectives can be either the
Create Appraisal Template (Contd)

(N)Manage Appraisal Templates
-25-
Create Appraisal Template (Contd.)
-26-
Click Create Appraisal

Template
-27-
Query the required templates

to be included
Sharing options
-28-
Producing a Combined Score for Objectives

and Competencies
A combined Score for Objective and Competency
Rating can be provided by choosing a formula in the

appraisal template comprising the total score.
Total Score can be taken as Overall rating for an
Final score is taken as average of the participants
rating.
For ex: for a competence if manager gives rating or 3 and
employee gives rating of 5 then final rating for that competence
appears as 4
-29-
employee/worker during appraisals.

Objectives
-1-

-2-

parties.
-3-

-4-

-5-
R12: Oracle HRMS
Module Objectives
Overview Of Objectives
Measuring Objectives
Objective Library
Create Objectives
Update Objectives
-7-
Overview Of Objectives
-8-
Objective Setting
Measuring Objectives
measurement style. This value enables you to judge
whether a worker has achieved an objective.
HRMS defines two measurement styles for objectives:
quantitative(numerical term) and qualitative.
You select a quantitative measurement style for
objectives with outcomes that you can measure in
numerical terms
You select a qualitative measurement style for
objectives with outcomes that you cannot assess in
numerical terms.
For example, objectives related to skill development or
improvement of worker morale
-9-
Objective Library
Objective
Library is a collection of reusable

objectives that you create and maintain using the
Objectives Library function.
Objective
Library enables you to manage the

enterprise objective-setting process efficiently.
-10-
When you define an objective, you can identify a
Create Objectives
HRMS supports the following ways of creating
HR Professionals can define reusable objectives in the

Objectives Library.
Managers can define individual objectives for workers.
Workers can define individual objectives for themselves.
-11-
Create Objectives (Contd.)

(N)Career Management > Objectives Library
Click Create Objective
-12-
objectives:
-13-
Update Objectives
HR Professionals can update objectives in the
objective library, even if allocated.

If an objective is deleted from the Objective Library
or its eligibility criteria is changed, it still remains in

existing personal scorecards.
-14-
Create Objectives (Contd.)
Objective Setting
The HR professional can include objective-setting in
a Performance Management Plan and identify when

objective setting must occur.
workers can freely update and delete objectives in

the personal scorecard.
-15-
During an objective-setting period, managers and

-1-

-2-

parties.
-3-

-4-

-5-
R12: Oracle HRMS
Module Objectives
Overview of Performance Management Plan(PMP)
Define a PMP
Create a PMP
Update a PMP
Performance-Management Tasks
Manager Performance-Management Tasks
Worker Performance-Management Tasks
Manager Cascading and Setting Objectives
-7-
Module Objectives (Contd.)

Manager Transfer Scorecards to Worker for Action
Employee Set Objectives
Manager Review Worker Changes
Line of Sight
Manager Initiating the Appraisal Process
Competency and Objective Scores in Notifications
Appraisal Approval Notifications
Employee Feedback to Appraisal
Performance Management Plan Administration
-8-
Manager Set Worker Objectives
Overview of Performance Management

Plan(PMP)
The Performance Management Plan (PMP) defines
the performance-management process

specified period, such as a calendar year.
Objectives
PMP
-9-
Define a PMP
-10-
Create
Appraisals
Members
Tasks
for
Define a PMP(Contd.)
Selecting the Plan Members
Identify the plan members by selecting part or all of a
hierarchy (for ex, an organization hierarchy). For
workers belonging to this hierarchy, HRMS
automatically generates personal scorecards of
objectives when you publish the plan.
Employees, Contingent Workers or both and include

primary assignments only. The following hierarchy
Types can be supported by PMP:
Supervisor Assignment
Supervisor
Position
Organization
-11-
Define a PMP (Contd.)

Specifying the PMP Process
You
can tailor the performance-management

process to suit enterprise requirements to:
Include/Exclude objective setting.
Include/Exclude automatic appraisal creation.
-12-
For the plan, you could select assignment type for

Include Objective Setting
During the Creation of a PMP, checking the Include
Objective Setting process enables the following :

To specify When objective setting must occur.
setting process.
Whether personal scorecards will automatically include
objectives from the Objectives Library for which workers are
eligible
Whether personal scorecards will include incomplete
objectives
Whether sharing and alignment of objectives are enabled.
-13-

Include Appraisals in Process
Include Appraisals in Process, the application can
create appraisals automatically for plan members.

Select an appraisal template.
Specify when the application will generate the
appraisals
Specify whether the application will allocate
appraisals to the main appraiser or the appraisee.
-14-
Whether you will use the cascading or parallel objective-

Selecting the Appraisal Template
Appraisal templates that you include in a PMP must:

Be valid throughout the relevant appraisal period.
Be valid for the plan population(Members).
Include an objective-assessment template, if you include
-15-

Reviewing & Publishing the Plan
The Creator of the plans needs to review the plan
before it is published
When you publish the plan, HRMS automatically
generates personal scorecards for all plan members

A list of PMP tasks is visible with processes, their
start and end dates and so on, to guide plan

members
-16-
objective setting in your PMP.
Create a PMP
-17-
Create a PMP (Contd.)

Population
-18-
(N)Career Management >Performance Management Plans
-19-

Process Mass Cascading of Objectives
Check the following to use this

feature
-20-
Process
Create a PMP(Contd.)
Review
-21-
Update a PMP
You
can update a published Performance

Management Plan (PMP) and republish it to
disseminate relevant changes to plan members.
If you update a published plan to include objective
setting,
the
application
generates
personal
scorecards and objectives-related tasks when you
republish the plan.
Some restrictions apply to the changes that you can
make.
-22-
Click Publish to Publish the

PMP
Performance-Management Tasks
each Performance Management Plan (PMP) to

which you belong.
Application
generates tasks when the HR
Professional publishes the PMP.
Objective-setting and objective-tracking tasks in
their task list, if the PMP includes objective setting.
Manage appraisals tasks, if the PMP includes
appraisals.
-23-
Manager Performance-Management Tasks

Align
Objectives
Cascade or
Set
Objectives
Review Worker
Changes
Transfer
Scorecards
to Workers
for Action
Finish
Objective
Setting
Manager
Manage
Appraisals
View and Track

Objective
Progress
-24-
Talent Management Task List includes an entry for
Worker Performance-Management Tasks

Align
Objectives
Set
Objectives
Finish
Objective
Setting
Worker
View and Track

Objective
Progress
Manage
Appraisals
-25-
Manager Cascading and Setting Objectives

(N)Talent Management
Click Action to Set
Objectives
-26-
Share Objectives

Parallel Method
-27-
Manager Set Worker Objectives (Contd.)

Parallel Method
Click Create Objective to

create an objective
-28-
Click Action for the selected

Employee
Enter details and click on

Apply to set the Objective
-29-

Mass Cascade Objectives
The Mass Cascading of Objectives feature enables
Managers to Cascade objectives to a single or a

group of worker
A Manager can cascade one or more objectives to a
single employee or multiple employees
Managers can cascade their objectives either by
duplicating their own objectives or creating new
objectives linked to their own.
To use this feature, a Cascading Performance
Management Plan (PMP) needs to be created and
Published
-30-
Parallel Method

-31-

(N) Manager Self Service>Performance Management
-32-
(N) Employee Self Service>Performance Management

-33-

-34-
Manager Transfer Scorecards to Worker for

Action
(N) Talent Management
Select the employees and click

on Transfer
-35-
Employee Set Objectives

Click on Set Objectives to view

and update objectives
-36-
Click Action to Transfer

Scorecard
Employee Finish Objective Setting
-37-
Manager Review Worker Changes
Click on Approve to Freeze

Objectives
-38-
Click on Finish to transfer

Score Card to manager
Line of Sight
Line of sight enables a hierarchical representation of
upward and downward alignment of Objectives

Based on the business requirement upward alignment
of objectives,downward alignment of objectives or both

can be displayed
this feature
-39-
Line of Sight (Contd.)

View Alignment of Objectives
Line of sight icon enabled for aligned

objectives and disabled for non-aligned
objectives
-40-
Quantitative objectives can be tracked with the help of
Line of Sight (Contd.)
-41-
View and Track Objective Progress

Manager
Employee
-42-
View Alignment of Objectives
Manager initiating the Appraisal Process
Click on Manage Appraisals

Action Icon
-43-

(Contd.)
Manager would be able to see the list of subordinates

Manager chooses the subordinate to be appraised by clicking on the
Appraise button
-44-

(Contd.)
Manager
rates
Competencies
using
the
performance rating scale. This completes rating
competencies
-45-

(Contd.)
Rating Objectives
Manager would see a list of Objectives for the subordinate
Click on Update details button
-46-
Rating Competencies

(Contd.)
-47-

(Contd.)
Review Page
-48-
Rating Objectives

(Contd.)
-49-
Appraisal Approval Notifications

Approval Notification
(N) Workflow User Web (New) > Notifications
-50-
Overall Rating and Comments
Appraisal Approval Notifications (Contd.)
-51-

Approval Notification Reject Appraisal
Click on the reject button
-52-
Competency and Objective Scores in Approval Notification

Approval Notification Reject Appraisal
The rejected appraisal in the

In Progress table
-53-
Employee Feedback to Appraisal
The Employee receives a notification once the
manager completes the appraisal and Submits it.

The can view the details of competency and objective
detailed scores.
If the Employee needs any clarification from his/her
manager about the appraisal he/she can use the
request for Information option.
To provide feedback employee has to click on the
Update Action button and choose the Provide
overall feedback button.
-54-
(N) Manager Self Service > Performance Management
-55-
Employee Feedback to Appraisal (Contd.)
Click on Submit to Accept

Appraisals
-56-
Employee Feedback to Appraisal (Contd.)

Run Concurrent Request Refresh Appraisal Summary
-57-

View Appraisal Summary Report
(N)HR Professional Responsibility> Performance Management> Switch
as Manager
Click on Appraisal Summary

link
-58-
(N)HRMS Manager>Processes and Reports>Submit Processes and Reports
-59-

-60-

The PMP administration feature provides effective
capability to administer PMPs. With this you can

Enroll workers into published plans
remove worker scorecards
reopen worker scorecard
refresh worker scorecard
Monitor performance management plans
roll back published plans
send mass notifications.
-61-

(Contd.)
Enroll New Employee
(N) HR Professional > Performance Management> Plan Administration
Select Plan, Select Enroll

Workers, click Continue
-62-
reopen appraisals of workers

(Contd.)
Enroll New Employee
When you click on Submit a

Concurrent request is submitted
to enroll the worker into the
selected plan
-63-

(Contd.)
Remove Worker Scorecard.
Select Plan, Select remove
scorecards, click Continue
Search for and select worker

to be added, click Submit.
Concurrent request is
submitted to remove worker
from the plan
-64-
Search for and select worker

to be added, click Submit

(Contd.)
Reopen Appraisals
Completed Appraisal for

employee
Search for and select appraisal to

be reopened, click Submit
-65-

(Contd.)
Reopen Appraisals

Concurrent request is submitted
to enroll the worker into the
selected plan
-66-
Select plan, Reopen

Appraisals, and click continue

(Contd.)
Rollback Published Plan
Click on Rollback. All plan

members will be notified.
-67-
(N) HR professional responsibility >Performance Management >

Performance Management homepage >Administration>
Performance Management Plans

Introduction and Flexfields
-1-
-2-
parties.
-3-
-4-

R12: Oracle HRMS
Module: Oracle Learning Management (OLM)
-5-
Module Objectives
Oracle Learning Management

Snapshot
Oracle Learning Management Snapshot

Features of OLM
OLM Implementation Process
Training Resource Key Flexfield and Lookup tables
Learning Management like the name suggests:

Manages the learning needs of the organization
Helps to create and arrange courses as per the learner
and organization needs

Decide on the kind of content structure
Manages tests, assessment and resources needs
Helps us to manage, book and create resources.
-7-
Enrollments can also be effectively tracked and

managed.
-8-
Features of OLM
Features of OLM
Catalog Management
are as under:
Learning
Management can be extended

Customers, Employees and Partners.
The Catalog Hierarchy

Categories
Courses
Offerings
Classes
Sessions
Learning paths
Learning certifications
Chats
to
-10-
Features of OLM
Content Management
-9-
Features of OLM
consists of following objects:
Resources
Content is the learning material available to learners

through classes. Following form the key aspects:
Resources
are facilities, people, or equipment that

are needed to run any educational or learning
programs in an enterprise.
Designing the content structure, folders etc.

Creating a content structure
The
following enable us to manage resources:
Creating physical content

Associating
physical content with learning objects,

establishing links
Delivery of the content
Training Resource Key Flexfield

Resource Types
Resources
Resource Booking
-11-
-12-
The major features of OLM

Catalog Management
Content Administration
Resources and enrollments
Self Service Interface
Enrollments
Self Service Interface
Helps to manage and track the learners who have enrolled for various
Self-Service
interfaces
empowers
learners,
managers, and instructors to access and manage
their learning.
Learners can create Learning Paths and enroll into
courses.
Managers can use this to track the employees
learning needs.
Instructors can facilitate the classes they teach and
communicate with the Learners.
courses, learning paths etc.

Enrollment can be controlled using Learner Access. Automatic
Waitlisting allows the streamlining of the courses and classes.

Learners use Learners Self Service while the Administrator can use
the Learning Administrator to facilitate enrollments.
-13-
-14-
Training Resource Key Flexfield and Look up

table
OLM Implementation Process
Overview
Configuring Training Resource Key Flexfield
Training
Meet Administration and Location needs

Define the Catalog and Online content
Learning Path
Content Assembly {Question Bank and tests}
Pricing and Finance

Resources and Enrollments
Optional
Step
resources are any people, facilities, or

equipment that we require to book to run a class.
It helps to define a structure for each resource type.
Lookups help in defining values available to the
user to be entered in a particular field.
Resource Lookup define the Resource Types.
The Code of Segments and Lookup should be same
for this Resource.
Self Service
-15-
-16-
Features of OLM
Features of OLM

table

table
Training Resource Key Flexfield
Lookup tables
(N) Application> Flexfield> Key> Segments
(N) Super HRMS Manager> Other Definitions> Lookup Tables
Enables no further changes

unless unchecked
Defines Attributes for

the Structure
-17-
-18-
Add the
Resource
Type in this
Look up

Location and Training Organization
-1-
-2-
parties.
-3-
-4-

R12: Oracle HRMS
-5-
Locations
Module Objectives
Overview
Locations
Training Organization
Locations
are shared across Business Groups in
HRMS.
Physical
They
Sites where Employees work.
can be Local or Global.
The
Business Group and other Organizations pick up

location details defined prior to their definition.
-7-
-8-
Locations
Locations
Add Address
Creation
(N) Work Structures> Location
Add the Address

Details and click on
Save
-9-
-10-
Training Organizations
Training Organizations
Description
Overview
They
are Internal Training Organizations or external

agencies.
(N) Work Structures> Organization> Description
The
Organization classification of such Organization

shall be Training Center.
Training
Location may be Internal or External.
-11-
-12-
Click on
Address

Catalog and Learning Path
-1-
-2-
parties.
-3-
-4-

-5-
Delivery Modes
Module Objectives
Overview
Delivery Modes
Catalog
Delivery
Modes are the style in which learning is

delivered.
Delivery of a Course is done by combination of 4
elements:
Category
Courses
Offerings
Classes
Sessions
Learner Access
Online - Using OLM Player
Learning Path
Offline - Can be Instructor led training.

Synchronous - Scheduled Learning
Asynchronous - Learners can take these up at their
convenience
For
example
Online
Asynchronous etc.
-7-
Synchronous,
Offline
-8-
R12: Oracle HRMS
Catalog
Delivery Modes
Overview
Overview (Contd.)
(N) Setup > Delivery Mode
Catalog holds all Business Group Courses, Classes,

Offerings etc.
Categories,
Courses, Learning Paths, Learning

Certifications, Offerings, Classes, and Sessions--are the
building blocks of the Catalog.
Root
level category is linked to the Business Group.
single catalog organizes and displays all learning,

regardless of delivery mode.
-9-
Catalog
-10-
Category
Constituents
Overview
Category
Chat
Courses
Learning Path
Offerings
Forums
Classes
Chat
There are 2 kinds of Categories- Root and Normal.

Top level/ Parent objects is the Root Category.
Contain other objects like Classes, Learning Objects,
Offerings etc.
Helps to group Courses according to Learners
requirements
Assists learners in searching related learning.
A category can also hold another category.
Sessions
-11-
-12-
The
Click on Apply to
Save
Category
Category
Constituents of Category
Creation of Category
(N) Catalog Administrator
Select the Root Category and Create Category. Click

on GO
-13-
Courses
-14-
Courses
Overview
Overview
They
The
are the Developmental prospects available to

learners
It
defines and describes the learning, without mentioning

the content and delivery mode.
Learner
Attachments can be added to Courses. These

attachments would be accessible to learners.
The
attachments could provide learners information on

content of courses. These attachments can be URLs,
files or plain text.
-15-
Course needs to be created and then updated in

order to attach learner attachments
Following
details are defined while creating a course:
Course Name
Objective of the course
Competencies delivered
Administrative Details
Course Start and End Date
-16-
Root
Category
Courses
Courses
Create a Course
Set focus on the Category
where you wish to create
the Course, Select Course
and click on Create.
Click on Apply after adding

the
necessary
Details.
Click the Update
button
-17-
-18-
Offerings
Courses
Overview
Update a Course- Add Attachment
They
determine HOW the course shall be delivered.

also helps us to decide the Duration of the Course
The primary purposes of offerings is to set the delivery
mode and the language of delivery of each class under
it.
For online offerings it helps to establish the link to the
online content
Each class takes the delivery mode of its parent
offering.
Here we can also define the Maximum and Minimum
Attendees.
It
Select the category

Learner attachments to
add documents accessible
to learners
Attachments can be a file,

URL or plain text
-19-
-20-
Update a Course- Add Attachment
Classes
Offerings
(N) Catalog> Offering> Create Offering: Delivery Mode
To save
Apply
Learners enroll for Classes
Class is an Instance of Offering
We can decide Date, Time, Time Zone and Location of

the Class Delivery
Class dates must fall within the valid dates of the Offering
It also limits the Number of Enrollments I.e Minimum and

Maximum Attendees can be mentioned here.
-21-
Classes
-22-
Classes
Overview (Contd.)
It helps to decide the Date when Enrollment Starts and
Ends.
Sponsor for the Class and Price Basis (by default No

Charge) are other mandatory information captured at
class level.
"Learner Attachments" and "Instructor Attachment" can

be added to a class. These attachments can be viewed
by learners and instructors.
Once a class is created, it can be updated to add

attachments.These attachments can be URLs, files or
just plain text.
-23-
Create a Class
To Save, Apply
-24-
Overview
Create an Offering
Classes(Contd.)
Classes(Contd.)
Update a Class Add Attachments
Update a Class Add Attachments
To save
Apply
Click the Add button

Attachments can be a file,
URL or plain text
-25-
-26-
Session
Session
Add Session
Overview
(N) Catalog> Offerings> Classes> Session

Lowest
element on the Catalog Hierarchy.
Creation
of a session is optional.
Resources
can be booked for different Sessions.
They
assist in creating a detailed agenda for the

class specifying the schedule and location of each
session.
Click on Apply to
save
-27-
-28-
Select the category to

attach Instructor or
Learner attachments
Click the Update

button
Learner Access
Learner Access
Overview (Contd.)
Overview
Determines
who can view and enroll in any level of
Access can be Learner or

(N) Catalog> Learner Access
Assignment Type.
object.
Self
enrollment overrides the Approvals.
access can be granted at any level of the learning

object hierarchy.
The
Object inherits the Parent Learning Objects Learner

Access.
-29-
Forums and Chats
-30-
Forums and Chats
Overview
Category Forums and Chats
Forum
is a message board that learners and instructors

can use to post topics for discussion and reply to
discussion.
enable quick and easy online communication
between learners and instructors.
Forums
and Chats are also defined at the Category Level
Generally
these are used to encourage participation in

category subject area.
Chat
Forums and Chats

Category
Class
Access
to forums and chats can be restricted by using

learner access.
can be defined at following levels:
Moderator
can be booked to
exchanged in forums and chats.
-31-
monitor
messages
-32-
Learner
Forums and Chats
Forums and Chats
Category Forums and Chats(Contd.)
-33-
Forums and Chats
-34-
Forums and Chats
Class Forums and Chats
(N) Catalog > Create > Category Chat > Go

Forums
and Chats can be defined at the Class Level.
Access
to these forums and chats can be restricted only

to learners enrolled for this class.
Instructors
associated to that class can also access the

forums and chats associated with the class.
Learners
can post both private or public messages to the
forum.
-35-
-36-
(N) Catalog > Create > Category Forum > Go
(N) Catalog
Select the Catalog where Forum or Chat needs to be Created
and select Category Forum or Category Chat from the Create
List and Press on Go.
Forums and Chats
Forums and Chats
Class Forums and Chats (Contd.)
Class Forums and Chats(Contd.)
-37-
Forums and Chats
-38-
Forums and Chats

(N) Catalog > Offerings > Class > Class Forum > Create Class Chat
-39-
-40-
(N) Catalog > Offerings > Class > Class Forum > Create Class Forum
(N) Catalog > Offerings > Class

Select the Class where Forum or Chat needs to be Created and
select Class Forum or Class Chat from the Create List and
Press on Go.
Forums and Chats
Learning Path
-41-
Overview
Its a group of courses that act as Learning Objectives
for the Learner.
It helps to track the Courses completed and the ones yet

to be taken.
Leaning Path is timeline based.
The sequence is set up to meet the level of skill required

at the end of the course.
Learning Path Contains Sections and Sections includes

Courses.
-42-
Learning Path
Learning Path
Create Learning Path (Contd.)
Create Learning Path
(N) Category> Learning Path
Apply to Save
-43-
-44-
Learning Path
Learning Path
Sections and Components
Sections and Components (Contd.)
is mandatory that a learning path must consist of at

least one section.
Section
determines how many courses in the groups

should be completed by the learner.
The
components shall consist of existing courses in

the same catalog.
Components
help to group Courses for a Section.
Components
Section
defines the Mandatory and Optional Courses to

be taken up.
are added to each section in the
learning path.
Here
we can also define if the Components are

Mandatory or Optional.
Learning Path
Manage Sections
-45-
Click to
Manage
Sections
-46-
Learning Path
Add Components
Click to add
Components
Click on Components to ADD the constituents

Subsequently click on Create Section
Apply
To Save
Apply
-47-
-48-
It

Resources
-1-
-2-
parties.
-3-
-4-

-5-
Resources
Module Objectives
Overview
Resources
Resource Booking
-7-
Resources help in conducting a training. For ExampleSuppliers, Instructors, equipments, rooms etc can be
created through Resources form.
Training Resources Key Flexfield defines the structure

of the resources.
We can group resources as per Resource Types.
We can maintain Resources through Resources tab like

Add Resources, Delete Resources etc.
-8-
R12: Oracle HRMS
Resources
Resources
Overview (Contd.)
Create Resource
(N) Resources Tab
Other resource types must fall into one of two categories:
Click on Create Resource
Consumable resource (manuals and stationery etc.)

Non-consumable resource (overhead projectors and computers
Trainer must have Person attached to its definition.
Details like Location of resources, Cost involved and

Supplier can also be captured.
Some resource types are seeded in OLM (E.g.. Venue and

trainer)
-9-
Resource Booking
-10-
Resource Booking
Overview
Overview (Contd.)
Resources
can be booked for Classes or Sessions.

Supplemental
Booking is an additional booking of

resource for Class/Session
Following are the ways to Book a Resource:

Resource Booking Page
By accessing the Class/Session from Catalog and selecting the
Resource booking link.
Booking
Status can be Planned/Confirmed
Helps
Quantity
for the Resource can also be defined.
to plan and book the resources required for a

training.
Resources
that are already confirmed at any time during

the period you specified do not appear unless the resource
type allows overlapping bookings.
-11-
Multiple
trainers can be booked as Primary or

Secondary.
-12-
etc)
Resource Booking
Resource Booking
Book a resource
(N) Resource> Resource Booking
System checks for overlapping of resources for

Resource Booking.
E.g if trainer X is booked for one Class we cannot
book the same trainer for any other class for the
same period. We can use each named trainer
(instructor) or venue (room) for only one scheduled
class at a time.
System warns the overlapping of Non Consumable

Resources.
The warning can be overlooked.
Click on Apply
-13-
Resource Booking
Overlap Resource Booking (Contd.)
When
we try to book a Non-Consumable resource

(E.g.. Computers in this case) for more than one
classes at a point of time, we get a warning
message as under-
-15-
-14-
Overlap Resource Booking

Content Structure
-1-
-2-
parties.
-3-
-4-

R12: Oracle HRMS
-5-
Content Structure
Module Objectives
Overview
Content Structure
It involves creating a hierarchy of folders and sub

folders and grouping the learning objects and tests
within the folders.
Question Bank
Questions
Test/Survey
Evaluation
Folders
Reflect the
Structure of
the Content
Learning Objects
Represent the
Physical Content
Tests
Help to access
Learners performance
-7-
-8-
Content Structure
Content Structure
Create Folders (Contd.)
Create Folders
Folder reflects the structure of online learning

material.
They can be of 2 types: Root folder and Normal

folders
Root Folder is linked to the business group.
A folder can contain sub folder.
They help to group test, question banks etc.
(N) Content
Create
folder under the Root Folder
-9-
-10-
Content Structure
Content Structure
Create Learning Object (Contd.)
Create Learning Object

Learning objects facilitate the management and delivery
of online content.
(N) Content> Leaning Object
By default, all learning objects are initially unpublished.

By publishing learning objects we indicate that the
content is available
Once published
unpublished.
status
cannot
be
changed
to
Helps to track the delivery language
-11-
-12-
Click on Apply
Question Bank
Question Bank
Create a Question Bank (Contd.)
Create a Question Bank

It
is a collection of Questions and Responses.
It
helps to group similar questions of a related topic.
Question
(N) Content> Question Bank
bank is created under a folder.
default Question bank is in Unpublished status.

When a question bank is ready for use, we publish
the question bank.
Once
the Status is changed to Published it cannot be

Unpublished.
-13-
Question Bank
Questions
Create Questions
Click
Creation
on Manage Questions to Create Questions.
OLM helps to create following Type of Questions that

can be created under a Question Bank:
-14-
-15-
Fill-in-the-Blank (Text Response)

Fill-in-the-Blank (Numeric Response)
True or False
Multiple Choice (Single Correct Response)
Multiple Choice (Multiple Correct Responses)
Free Text (Not Scored)
Once we select a particular Question type, we

cannot update the Question Type.
-16-
By
Questions
Questions
Creation (Contd.)
Creation (Contd.)
A response is a possible answer to a question.
We can use HTML coding also enhance the

question appearance. Check on the Render HTML
check-box.
The order of response can be fixed or random.
Feedback can also be included.
Weightage is captured by Points.
Select the required

question type
-17-
Questions
-18-
Questions
Creation (Contd.)
Maintain Questions
Here
we can Change Responses, Update Questions,

Preview Questions
Question
Stats are also available which is a

Summary of Learners Performance for each
question across tests that use the particular
Question.
We
cannot delete questions if they are used as a part

of a test.
-19-
-20-
(N) Content> Question Bank> Create Questions
Questions
Test/Survey
Maintain Questions (Contd.)
Overview
Tests
measure the learners understanding of the

content.
Test is divided into Sections
It should contain at least one Section.
We can randomize questions within a section, but
not across sections.
Assessment type determines if it is a Test or Survey.
Question Source can be:
(N) Content> Question Bank
Rule-Based{Enter number of questions and allow the test
to select the Questions Randomly}
-21-
Test/Survey
-22-
Test/Survey
Overview (Contd.)
Resuming
Creation: General
Select the Folder

name and click on
Create Test from
the Drop Box.
The Creation of test

consists of following
parts:
Test is an option available while creation
of a test.
test can be created by drawing question from one
or more Question Banks.
We can reuse the same questions in more than one
tests.
The test can also be Time based.
Scores are percentage based scores or Sum of item
scores.
A
General,
Resume,
Feedback,
Attempts,
Duration and Player
Preference.
-23-
-24-
Pre-Defined{Questions we wish to add}
Test/Survey
Test/Survey
Creation: Resume, Feedback and Attempts
-25-
-26-
Test/Survey
Test/Survey
Section
Section (Contd.)
Section
is a logical partition that consists of related

questions.
Questions
can be ordered as Fixed or Random.

and Incorrect response feedback can also
be added here
Correct
Section
comprises of Questions already included as

a part of an existing Question Bank.
It
helps to group mandatory and non mandatory

questions.
Making
multiple sections from one question bank is

possible but vice versa does not hold true.
-27-
-28-
Creation: Duration and Player Preferences
Test/Survey
Test/Survey
Sections: Add Questions
Sections: Add Questions
1. Click on Manage Questions

After
selecting the Question Bank we pick the

relevant Questions to be used in the Test Section.
2. Click on Add Questions
-29-
Evaluation
-30-
Evaluation
Learners
can evaluate online or classroom based

training in the system by using this feature.
Default
Evaluation can be mentioned at the course

level which gets defaulted when ever a class is
created from this course.
Feedback
can be collected from the learners on the

training in a more structured way
The
evaluation which is collected automatically can

be made mandatory or voluntary.
Evaluations
are created the same way a

Test/Survey is created, except by selecting
Evaluation in the Assessment type field.
Evaluation
Results of non-text based questions can

be viewed in the system at the course/class level.
Evaluations
can be added at the course level and

class level, but you cannot add an evaluation once
there are enrollments in a class.
feedback report can also be generated which

would provide statistical data for text/non-text based
questions. The OLM Course Evaluation Report
concurrent program is run to generate this report.
-31-
-32-
3. Search for Question Bank
Evaluation (Contd.)
Evaluation (Contd.)
Create Evaluation
Create Evaluation
Select an Object, select

Create test and click the
go button
Select Assessment Type

as Evaluation
-33-
Evaluation (Contd.)
-34-
Evaluation (Contd.)
Create Evaluation
Create Evaluation Add Questions
Select Assessment Type

as Evaluation
Select questions from a question bank and also
include free text questions to collect feedback
-35-
-36-
(N) Learning Management Administrator > Catalog Administration> Content
Evaluation (Contd.)
Evaluation (Contd.)
Attach evaluation at Course level
Attach evaluation at Course level
(N) Catalog > Classes> Select Course > Evaluation
Select Evaluation to add the

evaluation at the course level
-37-
Evaluation (Contd.)
-38-
Evaluation (Contd.)
Attach evaluation at Class level
Attach evaluation at Class level
(N) Catalog > Classes> Select Class > Evaluation
Select Evaluation to add the

evaluation at the class level
-39-
-40-
Click on Add evaluation to add

evaluation at the course level.
The default evaluation for
classes under the course can
also be selected
Evaluation (Contd.)
Evaluation (Contd.)
Pending Evaluation Status
A learner is enrolled to a class and the

status is Enrolled. The Play evaluation
icon is deactivated.
-41-
Evaluation (Contd.)
-42-
Evaluation (Contd.)
View evaluation results
Course Evaluation Report

(N)Learner Administrator> Submit Report
Non-text based evaluation

results can be viewed
Run the OLM

Course
Evaluation
report with
parameters
such as Course
Name, Class
Name, Answer
type, Date from
and Date to
-43-
-44-
Pending Evaluation Status

Enrollments
-1-
-2-
parties.
-3-
-4-

R12: Oracle HRMS
-5-
Class Status
Module Objectives
Class Status
OLM
provides 5 types of Enrollment Statuses.

define the stages in the Learning Life Cycle.
They can be:
Enrollment Status
They
Booking Priorities
Automatic Waitlist Enrollment
Enrollments
Planned
Enroll as Learner
Normal
Learner Groups
Cancelled
Enroll as Learning Administrator
Full
Learning Path
Closed
These
statuses help administrators to Schedule,

Control and Manage Enrollments and Subscriptions.
-7-
-8-
Enrollment Status
Enrollment Status
Additional Enrollment Status Setup
Overview
We need to create our own additional Enrollment status
from the predefined Status Types.
The Pre-Defined Enrollment Status Types in OLM are:
(N) Setup> Enrollment Status
Requested
Waitlisted
Placed
Attended
Cancelled
These statues can be used to track and control the

progress of enrollments
There can be only one default for each status type.
-9-
Enrollment Status
-10-
Booking Priorities
Create Enrollment Status

(N) Setup> Enrollment Status
Help
to decide which enrollments to place and which to

put on a waiting list in case of cancellations.
Determines the order that Automatic Waitlisting uses to
fill places.
We can define Justifications that Learners, Managers
and Administrators can use to define the order of
Booking.
Priorities are defined in the PRIORITY_LEVEL lookup.
-11-
-12-
Booking Priorities (Contd.)
Automatic Waitlist Enrollment
(N) Other Definitions> Lookup tables

Helps
to Enroll waitlisted learners automatically,

based on waitlist priority or enrollment dates.
Occurs when a learner has cancelled an enrollment,
or maximum number of attendees for a class has
increased.
To enable Automatic Waitlisting following user
profiles are used:
Activate Automatic Waitlist Enrollments
Automatic Waitlist Enrollments: Hours Prior To Class
Waitlist Sorting Criteria
-13-
Automatic Waitlist Enrollment (Contd.)
-14-
Enrollments
(N) Profile> System
If
Automatic Waitlist Enrollments is set to Yes the

others help us to streamline the Waitlisting process.
Enrollments are of 2 types:
Activate
Automatic
Waitlist
Enrollments
Automatic Waitlist
Enrollment Default
Booking Status
Individual
Bulk
Individual enrollments can be performed by

Learner/ Administrator/ Manager by their
respective responsibilities.
Bulk Enrollments
administrator.
can
be
performed
by
Automatic Waitlist
Enrollments: Hours
Prior To Class
-15-
-16-
Automatic Waitlist Enrollment Default Booking Status
Enroll as Learner
Enroll as Learner
Search for Object
The learner interface allows learners to find, enroll, view,

and play their learning.
The pages include the following functions:
Learner Home page gives a snapshot of learning paths and courses
in which a learner is currently enrolled.
A learner can Search for a particular Class,

Course, Learning Path etc., it can be done as per
the screenshot.
Catalog and Search pages present an online catalog of available
learning.
Requested Learning page displays the classes for which the learner
has requested enrollment [due to pending approval or a full class]
Learning History functionality allows learners to keep

track of previous learning activities.
All these pages can be used by External Candidates
also.
-17-
Enroll to the Object
Search for Object (Contd.)

If the Learner wishes to browse the various
categories and then pick the Courses he/she
wishes to enroll for, it can be achieved through
Catalog tab.
-18-
Enroll as Learner
Enroll as Learner
Search for the Course, class or learning path that you

wish to enroll and click on the enroll button.
-19-
-20-
Enroll as Learner
Enroll as Learner
Enroll to the Object (Contd.)
Review Page
In case of planned classes, managers approval is

essential.
If the Learners Access is not Self Enrollment

enabled, the managers approval becomes
essential for the Normal Class Status. Its only
after the approval, the Learners Status is
Enrolled.
In case the Self Enrollment is enabled, the

learner is Enrolled to the Object without any
Approval.
Submit
-21-
-22-
Enroll as Learner
Enroll as Learner
(N) All Actions awaiting your response
work flow notification goes to a Manager
Approve,
reject or request for information options

are available for Manager as Response to the
Notification.
-23-
-24-
Learner Groups
Enroll as Learner
Learners
The Employee/Learner can see his enrollment Status

after the manager approval at-
(N) Catalog> Category> Course> Offering
can be grouped into "Learner Groups" for learner

access since it would be convenient to give learners
access to trainings
Administrators
can create Learner groups from Learners,

Organizations, Jobs and Positions
Existing
learner groups can also be combined to form new

learner groups
can then use these learner groups to define
learner access for all objects in the content hierarchy
Learners
-25-
are attached as components to Learner Groups

Learner Groups (Contd.)
Create Learner Groups
-26-
(N) Learning Management Administrator > Catalog Administration> Setup
Enter Name, start

date for the learner
group
Click the Learner
Groups link
Checking this box defines
if the learner has to fulfill
one or all requirements of
the Learning group
-27-
-28-
Administrators

Add Components to Learner Groups
Add Components based on

Assignment (Job, Position,
Organization), Individual Learners or
Existing learner groups
Click on
Components
-29-

An
-30-

(N) Learner> Enrollments and Subscriptions: Add Enrollments
Administrator can enroll is the following ways:
Single Enroll
Bulk Enroll
The
Administrator uses the Learners tab to enroll

Learners.
Does
Search for the Object

you wish to Enroll a
Learner
not depend on learner access
-31-
-32-
Single Enrollment (Contd.)
Single Enrollment
The
Administrator can add only one learner at a time

through this option.
can set Priority, Justification and Enrollment

Status of this particular Employee.
-33-
Bulk Enrollment (Contd.)
Bulk Enrollment
Bulk enroll allows Administrator at add a group of
people all at the same time.
We can select individual learners from a searchgenerated list, or you can copy some or all learners
from an existing class, learning path, or certification.
Mass updates can be made as per the Priority Levels

entered for the enrollment.
Bulk enroll submits a Concurrent Request for such

enrollments.
-34-
Select the Learners you wish to

Enroll. Click on Add
-35-
-36-
We
Mandatory Enrollment
administrator can specify that an enrollment is mandatory.
Bulk Enrollment (Contd.)
An
Administrators
can make a class mandatory to a specific

learner, a learner group or Assignment (an organization, a job,
a position or a combination of all of these)
Confirmation
The application is processing your request for bulk enrollment into Class.
The concurrent Program ID is xxxxxx. You will receive a notification once
the concurrent request is complete.
-37-
Enroll as Learning Administrator (Contd.)
the administrator creates a mandatory enrollment as

specified, the application automatically enrolls learners and
learners would not be able to unenroll from a mandatory
enrollment.
The
Process Mandatory Enrollment concurrent process

needs to be run at regular intervals for mandatory enrollment
to work.
-38-
Mandatory Enrollment
Mandatory Enrollment ( Organization,Job and Position)
(N)Catalog > Classes> Select Class > Learner Access
(N)Catalog > Classes> Select Class > Learner Access>Assignment
Enroll learners based on

Organization, Job, Position or a
combination of these. Include child
Organization if required. Select
prerequisites
Add Access by
Assignment, Learner or
Learner Group.
-39-
-40-
When
Apply
Mandatory Enrollment (Learner)
Mandatory Enrollment (Learner Group)

(N)Catalog > Classes> Select Class > Learner Access> Learner Group
Select the learner you wish to

enroll and check the Mandatory
Enrollment check box. Click
Apply
Select the learner Group you

wish to enroll and check the
Mandatory Enrollment check
box. Click Apply
-41-
-42-
Mandatory Enrollment (Concurrent Program)
Learner Enrolled
(N)Learner Administrator> Submit Report
(N) Learner Self Service > Learner Home
Run the
Process
Mandatory
Enrollments
program and
let it run
successfully
-43-
The Learner is Enrolled through

mandatory enrollment and the
Unenroll icon is deactivated
-44-
(N)Catalog > Classes> Select Class > Learner Access> Learner
Learning Path
Learning Path
Subscription and Enrollment
Subscription
Subscribe to Learning Path
(N) Learner Home
to Learning Path consists of 2 steps:
Initially Learner subscribes to the Learning Paths Section.

Subsequently he Enrolls himself to the Classes under the
-45-
Learning Path
-46-
Learning Path
Subscribe to Learning Path (Contd.)
Subscribe to Learning Path (Contd.)

2nd Step
Search
for the Learning Path
1st Step
Confirmation for the Subscription to learning Path appears

-47-
-48-
Courses that are the part of the Section.
Learning Path
Enroll for a class
Search
for the Course you wish to enroll for (as per

the Section of Learning Path).
Click on the Offering and Enroll for the Classes you
wish to Enroll
-49-
(N) Learner Home

Payroll Setup
-1-

-2-

parties.

-3-

-4-
-5-
R12: Oracle HRMS
Module: Payroll
Module Objectives
Payroll Definition Prerequisites

Payment Methods
Consolidation Set
Payroll
Valid Payment Methods
Further Information for a Payroll
-7-
Payroll Definition Prerequisites
Before defining payroll in the system following

activities needs to be performed:
Define Payment Methods Or Verify if Required
Organization payment methods are defined
Define Consolidation Sets
Define Cost Allocation Flexfield (Optional)
-8-
Payment Methods
Oracle Payroll supports three Payment Method Types:

Check/cheque
Direct deposit. Exists as in all localizations, but named
differently in each localization. For example, direct deposits in
the U.S. localization are processed by the National Automated
Clearing House Association (NACHA) and in the U.K as Banks
Automated Clearing System (BACS)
Cash (if valid for your localization). You can define a series of
payment methods for each payment method type that is
available in your localization. differently
-9-
Payment Methods (Contd.)

Source Bank Account Details:
For Cheque and Direct Deposit payment method type we must
supply source bank account name and number. Source account is
the account from which your organization makes this payment.
At least one payment method needs to be created for each

combination of each payment method type and each
source bank account number.
While attaching Direct Deposit type payment method
employee bank account details is mandatory.
Employee can also be paid partly by each payment
method.
Payment methods are attached to employees to define the

medium by which they are paid.
Following information is captured during definition of
payment method.
Payment Method Type:
Ex: 50% by Cheque and rest 50% by Direct Deposit
-10-

Following costing options that can be defined during
payment method definition:
Different General ledger accounts required for

reconciliation of Payments between payroll and cash
management are also maintained in Payment Method
definition.
-11-
R12 has the feature to select matching bank account

defined in cash management. This avoids creation of
duplicate source bank account details in Cash
Management and enables reconciliation of payment
between Payroll and Cash Management.
Cost Payment
Cost Cleared Payment
Cost Cleared Void Payment
Exclude External/Manual Payment
Transfer to GL
-12-
-13-

(N) Payroll > Payment Methods
-14-
-15-

-16-
Consolidation Set
You select a consolidation set when you define your

payroll. Each business group always has a default
consolidation set. However, you can always change the
default set, and the set that you initially select to match
changes in your processing requirements.
When a Business Group is created by default one
consolidation set same name is created.
-17-
Consolidation Set (Contd....)

(N) Payroll > Consolidation
A consolidation set is a label identifying a group of payrolls

that you process as a single payroll. This set is useful to
focus on a particular payroll process such a PrePayments,
or to see the results for a subgroup of employees.
-18-
Payroll
A Payroll defines a group of employees with a common
frequency of payment and a common pay date.
Payroll Name: This is a free text which uniquely represents a

payroll. When multiple payrolls exist for your organization, then it is
essential to choose names that sufficiently distinguish between
them.
Period Type: This defines the frequency of the payment made to
the employees. It can be Week, Bi-Weekly, Calendar Month, Lunar
Month Etc.
-19-
Payroll (Contd.)
First Period End Date: This defines when the first payroll period
would end. Generally first period end date would be the first
check/cheque date for the current or the previous year.
Number of Years: This defines the number of year the payroll
would be maintainted. This value can be modified. It is
recommended with less number of years. If you need later You can
easily extend.
While Defining payroll following information needs to be

provided
Cut Off: This is a information field. This is the date when all
changes to the payroll should be completed before the final run.
-20-
10
Payroll (Contd.)
Check/Cheque Date: This is Used for tax calculations. This is the

pay date
.
Negative Payment Allowed: Check the Negative Payment
Allowed check box if you want the PrePayments process to include
negative payments. If you leave the box unchecked, the
PrePayments process ignores negative payments
-21-
Payroll (Contd.)
Multiple Assignment: Check the Multiple Assignment check box

if you want an employee to receive a single payment, for multiple
assignments carried out within your organization. However, if a
PrePayments process, which runs prior to your effective
processing date, already exists you cannot go back and change
the Multiple Assignment check box. This box is only visible if the
functionality is enabled for your localization.
Scheduled Run: This is a information field. This is the date when

regular payroll run is processed
-22-
11
Payroll (Contd.)
-23-
Valid Payment Methods

Default payment method on payroll screen is used if any
payment method is not attached at person.
Valid Payment methods of payroll definition restricts the
no of payment methods allowed to be attached for an
employee of this payroll.
(N) Payroll > Description
Valid payment methods can be added to payroll by

clicking on valid payment methods on payroll definition
screen
-24-
12
Valid Payment Methods (Contd.)
-25-
Further information of a Payroll

Certain localizations support the capture of further
information at payroll definition. Following further
information of a payroll is captured for US legislation.
(N) Payroll > Description > Valid Payment Methods Button
-26-
13

Elements, Element Classification and Eligibility
-1-

-2-

parties.

-3-

-4-
R12: Oracle HRMS
-5-
Module: Payroll
Module Objectives
Elements
Element Links
Balances
Fast Formulas
Formula Results and Processing Rules
-7-
Elements
Elements are building blocks to hold the actual values for

all types of benefits, earnings and deductions
User defined names, types and values
Elements provide a basic level of functionality

Capture any type of information
Eligibility based on assignment criteria
Online or batch entry options
-8-
Elements
Key Attributes
Name
Classification and Category
Recurring or Nonrecurring
Multiple Entry Allowed
Processing Priority
Skip Rule
Termination Rule
-9-
Elements
Key Attributes (Contd.)
Input Values:
Up to 15 input values can be created
Pay Value is created by default for earning and
deduction types of element.
Validation of input values can be done by the
following ways:
List of Values
Defaults
Ranges - MIN and MAX
Formula validation
Error or Warning
-10-
Elements
Classification
Depends on the legislation
Earnings and Deductions are some of the
commonly used classification across legislation:
Salary, Bonus, Allowances
Taxes, Loans
Benefits:
Health Insurance
Vacation and Sick Pay
Company Car
Assignment Related Information:

Tools and Equipment
Non-payroll information
-11-
Elements
Recurring and Non-Recurring
Recurring
Means that the values for the entry recur in all
subsequent pay periods until you change or end
the entry
Ex: You would expect a salary value to recur in all pay
periods.
Nonrecurring
Means that the entry and the values for the entry
exist for one pay period only
Ex: You would expect a bonus to exist only for the
period when it is to be paid.
-12-
Elements
Termination Rule
Determines the date when element needs to be end
dated when employee is terminated.
Actual Termination: The element entry closes down on
the date entered in the actual date field.
Last Standard Process: The element entry closes down

on the date entered in the Last Standard Process field in the
Terminate Employee window
Final Process Date: The element entry closes down on

the date that is entered in the Final Close field
-13-
Elements
(N) Total Compensation > Basic > Element Description
-14-
Element Links
Employee Entry
Link
Rule
Element
Links provide a basic level of eligibility rule based on

specific work structures.
Ex: If you define a link rule for an allowance element to a specific

location then an employee can have an entry of that allowance
element only when they are assigned to that location.
An employee must be eligible for an element before you

can create an entry of the element for the employee.
Costing information is also maintained at the link level
-15-
Element Links
Eligibility Rules
You can link to any or combination of the assignment
components:
Organizations
Locations
Jobs
Positions
Grades
Payrolls
People Group
Employment Categories
Salary Basis
-16-
Element Links
Standard
If an element needs to be automatically attached to an
employee then check the Standard Check box.
Only Recurring Elements can be of Standard Element links
-17-
Element Links
(N) Total Compensation > Basic > Link
-18-
Balances
Overview
Balances show the positive or negative accumulation of
values over a period of time
They are maintained by payroll runs and hold pay values or

other related values such as hours worked and numbers of
employees
Balances can be held at assignment level or person level
in enterprises where employees can have multiple
assignments
Defining a balance includes defining its feeds and
dimensions
-19-
Balances
Overview (Contd.)
Balances would be following types:
Startup Balances
User-Defined Balances
Startup Balances
Seeded by HR localizations.
Startup balances are mainly legislative, that is, they reflect the tax
legislation of the country where your enterprise is located
Startup balances accumulate over standard periods of time such as
payroll period, a quarter, or a year
User Defined Balances

Defined in the balance window to meet your particular additional
requirements
-20-
10
Balances (Contd.)
(N) Total Compensation > Basic > Balance
-21-
Balance Dimensions
Balance Dimensions specify to the system how long to
sum a balance and this information can be accessed by
formulae and reports
Most balance dimensions apply to assignment level
balances
Standard dimensions implement simple rules such as:
Sum this balance since start of year (_ASG_YTD)
Sum this balance since start of period (_ASG_PTD)
Statutory dimensions implement legislative rules such as:

Sum this balance since the start of the statutory year
(_ASG_FYTD)
Sum this balance since a transfer from a different tax reference
(_ASG_GRE_PTD)
-22-
11
Balance Dimensions (Contd.)
(N) Total Compensation > Basic > Balance > Balance Dimensions Button
-23-
Balance Feeds
You can select elements to feed a balance by:
Selecting a primary classification (automatic feed)
Selecting a secondary classification (discretionary feed)
Selecting an individual element
An element may feed one or more balances by virtue of its

primary or secondary classification, and one or more
further balances by virtue of its individually created balance
feeds
The same balance can be fed by more than one element
classification or, alternatively, by more than one individually
created balance feed
-24-
12
Balance Feeds (Contd.)
(N) Total Compensation > Basic > Balance > Balance Feeds Button
-25-
Fast Formulas
Overview
Oracle Fast Formula is a simple way to write formulas
using English words and basic Mathematical functions
You can use the information from your database in
formulas without learning the database structure or a
programming language
Formulas are generic expressions of calculations or
comparisons you want to repeat with different input values
-26-
13
Fast Formulas
Overview (Contd.)
Formulas can take input from the window, database or a
process such as a payroll run
There are strict rules defining the words and punctuation

you must use in the formula so that Oracle Fast Formula
can correctly perform the calculations and validation you
require
-27-
Fast Formula Types

Fast Formulae types defines the nature of the formula
processing. Some commonly used formula types are:
Oracle Payroll: Calculate Element pay values and run results during
payroll processing
Element Input Validation: Check that element entry values are valid
for an assignment
User Table Validation: Check that entries made to a user table are
valid
Element Skip: Specify the rules for skipping an element during payroll
processing
-28-
14
Fast Formulas Structure

Generic structure of the Fast Formula is
Alias Statement
Syntax: Alias <x> as <y>
Default Statement
Syntax : Default for <a> is <b>
Input Statement
Syntax : Inputs are <1>,<2>,
Processing Logic Statement

Syntax : Loop statment, x= y+z, Ifthen() else()
Return Statement
Syntax : Return <R1>,<R2>,...
-29-
Fast Formulas
(N) Total Compensation > Basic > Fast Formula > Write Formula
-30-
15
Formula Results and Processing rules are used to attach

an element with a fast formula and at least one processing
rule is required to associate a formula with an element
You can define one or more formula results for each

processing rule
Element processing rules control which formula runs when
an element entry is processed
As a minimum, you create a standard rule associating one
payroll formula with the element
-31-

(Contd.)
Standard rule tells the payroll run which formula to use for
Active assignments
You can create additional rules if you want to use other
formulas for assignments with different statuses
For each formula processing rule you can create one or
more result rules
A result rule tells the payroll run what to do with a value
returned by the formula
-32-
16

(Contd.)
Direct Result
This is the elements run result. There can only be one

direct result per formula
Indirect Result
This result passes as an element entry to a nonrecurring

element. A formula can have any number of
indirect results.
Message
These are messages the formula issues under certain

conditions.
Stop
This result uses the effective date of the payroll run to

end the entry of this or another recurring entry
Update Recurring
Entry
This result updates recurring entries of this or another

element. The element must be a recurring entry type
with multiple entries not allowed.
Different Formula Result Types are as follows:
-33-

(Contd.)
(N) Total Compensation > Basic > Fast Formula > Formula Results
-34-
17

Element Entries
-1-

-2-

parties.

-3-

-4-
R12: Oracle HRMS
-5-
Module: Payroll
Module Objectives
Element Entry Methods

Automatic Element Entry
Batch Element Entry (BEE)
Manual Element Entry
Indirect Element Entry
-7-
Element Entry Methods

Following are the different Methods of Attaching an
element to the employee:
-8-

Entries are made automatically when an employee
satisfies the eligibility criteria of the standard element link
that was created for the element
Applies to recurring entries only
Ensures that all eligible employees receive a recurring

element automatically by defining a standard link to the
element
Element and all its default input value entries go on record
for all eligible employees, now and in the future
-9-
Automatic Element Entry (Contd.)
Automatic entry is not appropriate for use with elements

that have requisite performance criteria (such as exceeding
a sales quota)
You can specify qualifying conditions that delay the
automatic recording of an element
-10-

You can use the Batch Header and Batch Lines windows
of BEE for rapid entry of batches of information held as
element entries
You can enter information in a batch for as many elements
and assignments as you require
You can enter defaults for any value, to speed up data

entry, and you can change the defaults as you work
through the batch
BEE is an open interface for entering all types of element
information
-11-
Batch Element Entry (BEE) (Contd.)

You can save time by entering compensation information in
batches for many employees at once
You can control, submit, correct, and resubmit your batch
element entries prior to processing
You can record timecard data needed for regular pay
processing
For example, you might want to record the overtime hours worked
by several employees during the current pay period
-12-
Batch Element Entry (BEE) (Contd.)

Some of the examples where Batch Element Entry can be
applied
Enter special nonrecurring earnings or deductions to be processed
in the period
Enter one-time changes to recurring earnings or deductions
Each batch consists of a Batch Header with associated

Batch Lines
The Batch Header holds the details about the batch regarding
entering new elements, updating or or correcting existing elements,
batch control totals and processing statuses
Each Batch Line represents an individual assignment receiving the
element
-13-
Batch Element Entries(BEE) (Contd.)

(N) Mass Information Exchange : MIX > Batch Element Entry
-14-
Batch Element Entries(BEE) (Contd.)
(N) Mass Information Exchange : MIX > Batch Element Entry >
Assignment Lines (Button)
-15-

Element entries can be done manually through
Element Entry Window
Salary Administration Window
Absence Detail Window
Apart from Input Values entry following details are also

captured in Element Entry Window:
Override the costing attached to the element
Reason for the element entry (for example, Eligible, Waived,
Contract). Additional reasons can be added to the Lookup Type
called ELE_ENTRY_REASON
-16-
Manual Element Entry (Contd.)
(N) People > Enter and Maintain > Assignment Button > Entries Button
-17-

Indirect Element Entry happens during Payroll Run.
A formula for one element can supply the run result of
another element as an indirect result
Can be viewed from Payroll Run Results window.
-18-

Costing
-1-

-2-

parties.

-3-

-4-
R12: Oracle HRMS
-5-
Module: Payroll
Module Objectives
Overview
Costing Hierarchy
Types of Costing
Approvals for Assignment Costing Updates
GL Cost Allocation Flexfield Mapping
Costing Process
-7-
Overview
The purpose of costing is to get a balanced and correct
accounting entry (value for debit and credit, code
combination) for payroll transactions in a way that complies
with the Chart Of Accounts so that it can be imported to
GL.
Costing is a Key Flex field Structure maintained at the
business group level.
-8-
Overview (Contd.)
Qualifiers in costing flex field Structure definition
determines which segments are enable at each level.
Costing Information is Maintained at following Levels:
Payroll
Organization
Link
Assignment
Element Entry
-9-
Costing Hierarchy
Combinations of costs entered at above levels are
processed according to hierarchies, themselves dependent
on the types of costing set up. Following is the costing
hierarchy
Element Entry
Assignment
Organization
Element Link
Payroll
-10-
Types Of Costing
Costable type determines the processing an element
receives for accounting and costing purposes.
Costable Type of the element is defined at the element

Link level.
Following types of costing are supported by system:
Costed
Fixed Costed
Distributed
Not Costed
-11-
Types of Costing
Costed
Costed uses all the five levels in the costing hierarchy.
This allows you to use assignment level costing which in
turn allows to split the run result values over more than one
set of cost codes. This is done on the Assignment costing
screen, you are able to enter percentages for specific sets
of segments, the sum of these must be 100 percent.
-12-
Types of Costing
Costed (Contd.)
(N) People > Enter and Maintain > Assignment Button > Others Button
> Costing Option
-13-
Types of Costing
Fixed Costed
Fixed costed works in the same way as costed, except that
it does not use the assignment or organisation level
costing. So the Fixed Costed Hierarchy is as follows
Element Entry
Element Link
Payroll
-14-
Types of Costing
Distributed Costing
Distributed costing requires Element set of type distribution
set.
The element is costed as a member of the distribution set,

so the costing result is divided by the sum of the
distribution sets costings and multiplied by the number of
members in the set
-15-

This feature provides to configure approvals for
employee costing updates
To use this feature the profile option PAY: Enable
Workflow for Assignment Costing will have to be set
When this profile option is set the approval process is
enabled for the Assignment costing function under
Manager Self Service responsibility
The changes are applied only after the final approval
in the workflow notification is received.
-16-

(Contd.)
-17-

(Contd.)
Process Flow
-18-

Accounting flexfield segments (Defined in Oracle GL) are
mapped to Costing segments (Defined in Oracle Payroll)
Mapping is done for transfer of costing from Oracle payroll

to General Ledger.
Mapping is done for each payroll to a Ledger.
-19-

(Contd.)
(N) Payroll > GL Flexfield Map
-20-
10
Costing Process
Costing process generates the accounting transactions
that can be transferred to finance for accounting purpose.
Costing process is run after the payroll process is
successfully completed and validated.
In R12 for running the costing process 2 concurrent

programs are available:
Transfer to GL
Transfer to SLA
Journal entries directly transferred to GL contains only the

account codes and amount
-21-
Costing Process (Contd.)

Journal entries transferred to SLA contains above
information and also the details about the employee and
the payroll process transaction references.
Once the Journal Entries are finalised in SLA then the
Transfer to SLA cannot be rolled back. This is applicable at
assignment or payroll level.
Both the process accepts the same parameters.
-22-
11
(N)View > Submit Request
-23-

-24-
12

Salary Administration
-1-

-2-

parties.

-3-

-4-
R12: Oracle HRMS
-5-
Module: Payroll
Module Objectives
Overview
Create Salary Element
Validate Salary Entries
Define Salary Basis
Attach Salary Basis
Salary Basis Approval
-7-
Overview
Salary Administration is useful to manage efficiently the
basic remuneration that employees receive.
Salary Administration involves following steps:
Link Salary Element
Define Salary Basis
Attach Salary Basis
-8-

At least one salary element is required for each salary
basis
Element is created using Define Element Screen
Element needs to be an Recurring Earnings and non

Standard Element. It should contain at least one input
value.
If same element needs to be associated with more than
one salary basis, create one input value for each salary
basis.
-9-

Validation of values entered for the salary element can be
done in two ways:
Grade Rate
Input Value Validation
Grade Rate:
Salary Grade Rate can be defined with minimum, mid and
maximum values for a Grade.
This can be attached to salary basis to validate the salary
This validation occurs only if grade is attached to the employee.
Input Value Validation

Standard Input Validations like maximum, minimum or validation
formula can also be used.
-10-
Define Salary Basis

Salary Basis defines the frequency at which employee is
paid Salary.
One Element and Input value are attached to the salary

basis. This gets automatically attached while defining the
salary for the employee.
Grade Rate is attached to Salary Basis in order to validate
the salary based on Grade and Min, Max salaries defined
in the Grade Rate.
-11-
Define Salary Basis

(N) Total Compensation > Basic > Salary Basis
-12-
Attach Salary Basis

Salary Basis is attached to employee using the salary
information region of the Assignment window.
Salary can be attached to the employee after salary basis

is attached to the employee.
If Grade is attached to employee and Grade Rate is
attached to the salary basis then system validates the
salary entered.
System only warns if salary is out of range.
-13-
Attach Salary Basis

(N) People > Enter and Maintain > Assignment Button
-14-
Attach Salary Basis
(N) People > Enter and Maintain > Assignment Button > Salary Button
-15-

If salary is modified or new salary is entered then approval
is required. Salary would be in proposed status till it is
approved.
In order to approve the salary change function Salary
Administration:Approve needs to be attached to the menu.
Approval is done through Salary Management window.
-16-
(N) People > Salary Management
-17-

Payroll Process
-1-

-2-

parties.

-3-

-4-
Module: Payroll
-5-
R12: Oracle HRMS
Module Objectives
Overview
Quick Pay
Payroll Processing
Viewing Payroll Process Results
Retrying (or) Rollback
-7-
Overview
Payroll Processing calculates the amount of salary needs
to be paid to the employees.
Processing of Payroll can be done by following ways:
Quick Pay
Payroll Processing
-8-
Quick Pay
For Ex:
You can use QuickPay to pay employees who are leaving and who
require payment by cash or check
If an employee asks you what his or her net pay will be this month,
you can run QuickPay to find the answer, then roll it back to remove
all results from the database
Once the QuickPay run has a status of Complete, you can

perform postrun processing by including the employee in a
consolidation set or by starting the prepayments from the
QuickPay window.
-9-
Quick Pay (Contd.)

QuickPay Run also helps in:
Checking the payroll calculation after making any necessary onetime changes to a recurring earning or deduction
Verifying that the right element entries for the employee are going
to process. You can toggle specific entries on or off before the run.
-10-
QuickPay enables you to carry out payroll processing for a

Single Employee.
Quick Pay (Contd.)

QuickPay Results can be viewed by selecting one of the
four options:
Balances
This opens the View Balances window, and displays the latest
balances for the employee, including the results of the QuickPay run
-11-
Quick Pay (Contd.)

Run Results
This opens the Run Results window, which allows you to review the
Pay Value of each element processed in the QuickPay run
SOE Report
This displays an online Statement of Earnings for the QuickPay run
-12-
Balances
QuickPay Run Messages
Run Results
SOE Report
Quick Pay (Contd.)
-13-
Quick Pay (Contd.)

(N) People > Enter and Maintain > Assignment Button > Others Button > Quick pay
> View Results Button
-14-
(N) People > Enter and Maintain > Assignment Button > Others Button > Quick pay
Payroll Processing
The main purpose of the payroll run is to calculate an
employees pay correctly every pay cycle
You can run a payroll including specific earnings and

deductions only
-15-
Payroll Processing (Contd.)

You can view a completed payroll process online or run
payroll registers or payroll activity reports to verify the
accuracy of the payroll
You can view employee elements and balances to verify
period, quarter, and year to date results
If errors occur in a payroll run, you can mark those
individual employees for retry, fix the mistake and run a
retry process instead of rolling back an entire payroll
You have the ability to roll back a payroll process
-16-
You can run a payroll for your entire company, or run it for
a group of employees.
Payroll Name (Mandatory)

Consolidation Set (Mandatory)
Payroll Period (Mandatory)
Assignment Set (Required to process only group of employees)
Element Set (Required if only some Elements needs to be
processed)
Run Type (Depends on Legislation)
-17-

-18-
Payroll Process is done by submitting a concurrent request

of name Payroll Run(Request Name is Payroll Process
in US legislation) in the system. Following Parameters are
provided during the Payroll run:
Viewing Payroll Process Results

Payroll Process Results can be viewed using following
windows:
Assignment Process Results Window: Results viewed in this

window if one Assignment.
(N) View > Assignment Process Results
-19-
Viewing Payroll Process Results (Contd.)

(N) View > Payroll Process Results
-20-
Payroll Process Results Window: Results viewed in this window

is for one complete payroll process.
(N) View > Payroll Process Results
Viewing Payroll Process Results (Contd.)
-21-
Retrying (or) Rollback

After payroll process is completed system allows Retry or
Rolling back of Payroll process.
Rollback of payroll is that the process results are removed
from the system as it it is not run.
Retrying of Payroll is to re-calculate the payroll results
again
Rolling Back of payroll is done by submitting concurrent
request Rollback Run. In Parameter you need to select
the appropriate Payroll run.
Retrying of Payroll process can be done in two ways.
Mark Process as Retry in Payroll Results Window and then submit
concurrent request of Retry Payroll Run
Rolling Back the Payroll and then Submitting the Payroll process.
-22-
(N) View > Assignment Process Results
Retry (Or) Rollback (Contd.)
-23-

-24-

Post Payroll Process
-1-

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parties.

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Module: Payroll
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R12: Oracle HRMS
Module Objectives
Overview
PrePayments
Direct Deposit
Cheque Writer
Void Cheque Payment
Retry (Or) Rollback
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Overview
The following postrun processes are available when a
payroll run has successfully completed:
PrePayments Process: Enables you to allocate employee
payments according to the pay methods that have been defined for
those employees
Direct Deposit or NACHA or Magnetic Report: Produces a file
that is sent to a bank for direct deposits. In US Legislation it is
known as NACHA.
Cheque Writer: Produces a check file so that checks to be printed
Costing: Generates the Costing for payroll process.
Post Payroll process depends on legislation.
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Overview (Contd.)
If seeded legislation is not available then International

HRMS can be enabled for a legislation by running
concurrent program International HRMS Setup.
In Global Payroll, post payroll process direct deposit is not
available, rest processes are available.
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Overview (Contd.)
NACHA or
Payroll
Process
PrePayments
Magnetic Report
Check Writer
Costing
Or Direct Deposit
Processing Order
Rollback
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Concurrent programs required to run for post payroll

process varies from legislation to legislation.
Overview (Contd.)
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PrePayments
Prepayments determines the net amount and medium to
be paid to the employee depending on the personal
payment methods attached to the employee.
Pre Payments process is submitted through a concurrent
request PrePayments.
Tracking of Prepayments is done through Payroll Process
Results and Assignment Process Results Window.
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PrePayments (Contd.)
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Direct Deposit
This is a Magnetic report process which generates a
magnetic file that can be given to bank for Direct deposit.
This process is also submitted through concurrent
program, but request varies depending on the legislation.
For Ex: in US legislation it is known as NACHA.
In UK legislation it is known as BACS.
Tracking of Direct Deposit is done through Payroll Process

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Direct Deposit (Contd.)
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Cheque Writer
This process prints the cheques that needs to be issued to
the employees.
Cheque Writer process is submitted through a concurrent
request Cheque Writer.
Tracking of Cheque Writer is done through Payroll Process
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Cheque Writer (Contd.)
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Void Cheque Payment

This process cancels the cheques that has been issued to
the employees.
Voiding of Cheque is done by submitting a concurrent
request Void Check Payments.
After this process, when cheque payment details are
viewed through Payroll Process Results and Assignment
Process Results Window then status of assignment would
be Void
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Void Cheque Payment (Contd.)
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Retry (or) Rollback

Similar to payroll process system allows all the post payroll
process for Retry or Rollback.
Rolling Back of payroll is done by submitting concurrent
request Rollback. In Parameter you need to select the
appropriate post payroll process.
Retrying of Post Payroll process can be done in two ways.
Mark Process as Retry in Payroll Results Window and then submit
concurrent request of Retry Payroll process
Rolling Back the Post Payroll Process and then Submitting the Post
Payroll process.
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Retry (or) Rollback (Contd.)

Any Payroll or Post Payroll process can not be rolled back
if any of the future payroll process exist.
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For Ex: If Payroll Run and Prepayments are completed then Payroll
Run cannot be rolled back until prepayments is rolled back.
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OPN R12.1 Oracle HRMS

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Key Content Contributors

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Module: Core HRMS

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R12: Oracle HRMS

Oracle HRMS Information Model

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Oracle HRMS Information Model

Using Oracle HRMS, you create an information model

You deploy and compensate people using the model

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You can find a rule-based enterprise typically in

Understanding Work Structure Components

Work structures components are the building blocks

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In Project based enterprise, more flexibility is required in

Understanding Business Group (BG)

Business groups in Oracle HRMS:

On creation of the business group Oracle HRMS

Understanding Business Group (BG) (Contd.)

By default, all employees will be assigned to

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Represents a country in which enterprise operates.

Business Groups Definition Prerequisites

Define mandatory key flexfields (KFFs)

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Before defining Business Group in the system

Key Flexfields v/s Descriptive Flexfields

Key Flexfields v/s Descriptive Flexfields

Some of the Key Flexfield in HRMS are mentioned

Descriptive flexfield can be configured for People,

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Key flexfield allows you to store additional information for an

Key Flexfields v/s Descriptive Flexfields

Key Flexfields v/s Descriptive Flexfields

(N) Application > Flexfield > Key > Segments

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The structure of flexfields includes:

Key Flexfields v/s Descriptive Flexfields

Key Flexfields v/s Descriptive Flexfields

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(N) Application > Flexfield > Descriptive > Segments

Key Flexfields v/s Descriptive Flexfields

Defining Business Group

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Cost Allocation Key Flexfield

Defining Business Group (Contd.)

Defining Business Group (Contd.)

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(N) Work Structures > Organization > Description