Beruflich Dokumente
Kultur Dokumente
Student Guide
D60565GC10
Edition 1.0
October 2010
D69202
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report them in writing to: Oracle University, 500 Oracle Parkway, Redwood Shores, California 94065 USA. This document is not
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owners.
Author
Gowri Arur
Technical Contributors and Reviewers
Leanne Wilborn
This book was published using:
Oracle Tutor
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Table of Contents
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Summary........................................................................................................................................................14-11
Profile
Before You Begin This Course
Before you begin this course, you should have the following qualifications:
Prerequisites
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Preface
Oracle Publications
Title
Part Number
E13513-03
Read-me files
Oracle Magazine
E13511-03
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Related Publications
Initial cap
Element
Glossary term (if
there is a glossary)
Buttons,
check boxes,
triggers,
windows
Code output,
directory names,
filenames,
passwords,
pathnames,
URLs,
user input,
usernames
Arrow
Brackets
Commas
Graphics labels
(unless the term is a
proper noun)
Emphasized words
and phrases,
titles of books and
courses,
variables
Interface elements
with long names
that have only
initial caps;
lesson and chapter
titles in crossreferences
SQL column
names, commands,
functions, schemas,
table names
Menu paths
Key names
Key sequences
Plus signs
Key combinations
Italic
Quotation
marks
Uppercase
Example
The algorithm inserts the new key.
Click the Executable button.
Select the Cant Delete Card check box.
Assign a When-Validate-Item trigger to the ORD block.
Open the Master Schedule window.
Code output: debug.set (I, 300);
Directory: bin (DOS), $FMHOME (UNIX)
Filename: Locate the init.ora file.
Password: User tiger as your password.
Pathname: Open c:\my_docs\projects
URL: Go to http://www.oracle.com
User input: Enter 300
Username: Log on as scott
Customer address (but Oracle Payables)
Do not save changes to the database.
For further information, see Oracle7 Server SQL Language
Reference Manual.
Enter user_id@us.oracle.com, where user_id is the
name of the user.
Select Include a reusable module component and click Finish.
This subject is covered in Unit II, Lesson 3, Working with
Objects.
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Typographic Conventions
Convention
Caps and
lowercase
Lowercase
Element
Oracle Forms
triggers
Column names,
table names
Example
When-Validate-Item
Passwords
SELECT last_name
FROM s_emp;
PL/SQL objects
Lowercase
italic
Uppercase
Syntax variables
1.
(N) From the Navigator window, select Invoice then Entry then Invoice Batches
Summary.
2.
3.
Notations:
(N) = Navigator
(M) = Menu
(T) = Tab
(B) = Button
(I) = Icon
(H) = Hyperlink
(ST) = Sub Tab
Copyright Oracle 2010. All rights reserved.
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This course uses a navigation path convention to represent actions you perform to find
pertinent information in the Oracle Applications Help System.
The following help navigation path, for example
(Help) General Ledger > Journals > Enter Journals
represents the following sequence of actions:
1.
In the navigation frame of the help system window, expand the General Ledger entry.
2.
3.
4.
Review the Enter Journals topic that appears in the document frame of the help system
window.
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Chapter 1
Chapter 1 - Page 1
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Objectives
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Topics
Chapter 1 - Page 5
Enterprise Overview
Every enterprise has its own individual culture, which is reflected in the organization of work
and the management of people within the enterprise. Culture is also reflected in the reward
systems, the business processes and the control systems that operate within the enterprise.
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Answer: a, d, e
Quiz
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Answer: a
Quiz
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Chapter 2
Chapter 2 - Page 1
Understanding Work
Structure Components 1
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These are the organizations that define your internal operational or reporting structures for
specific legal, personnel, and financial management requirements.
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Answer: a
Quiz
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Answer: c
Quiz
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Answer: a, b, c, d, e, h
Quiz
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Chapter 2 - Page 14
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Chapter 3
Chapter 3 - Page 1
Understanding Work
Structure Components 2
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Overview
Chapter 3 - Page 4
Locations
Locations are the physical site where your employees work. You can define:
Local or international work sites
Locations specific to one business group or shared across all. You choose whether
locations are global to all business groups or specific to one using the User Profile
Option - HR:Cross Business Group.
In some legislations work locations determine taxability rules.
You define locations for external organizations such as tax authorities, insurance and benefits
carriers.
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Locations
Organizations
You can define as many separate organizations as you need within each business group. The
separate organizations can be companies, operating units, establishments, departments or
divisions. Organizations can be internal or external. Examples of internal organizations are HR
Organizations, Finance department, Sales Unit, etc. and external organizations can be
recruiting agencies and insurance carriers.
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Organizations
Organization Hierarchies
This slide shows the example of organization hierarchy at Global Industries Corporation.
You can:
Use hierarchies to group organizations and to show management reporting lines. In a
hierarchy each organization has one parent
Have unlimited number of hierarchies
Use hierarchies when running reports to include a group of organizations
Use hierarchies to define security
Use the Organization Hierarchy window to enable position control
Use hierarchies to set position control
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Organization Hierarchies
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Answer: a
Quiz
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Answer: b
Quiz
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Answer: a
Quiz
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Summary
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Chapter 4
Chapter 4 - Page 1
Understanding Work
Structure Components 3
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Overview
Chapter 4 - Page 4
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Grade Structure
Grade structures enable you to set up the naming convention of grades in your enterprise.
You can define grades with different levels of complexity depending on the requirements of
your enterprise. For example, in its simplest form, a grade can be a single character, or
number, in a logical sequence such as, A, B, C. By adding a second segment to the grade
name, you can identify sub-grades as A.1, A.2, A.3, A.4, B.1 and B.2. A more complex
structure could be used to distinguish grades for different staff groups in your organization
such as, Manual.A.1, Manual.A.2, Clerical.C.1 and Clerical.C.2.
You define the grade structure that suits you using the Grade Name Key flexfield. Since
compensation information can change independently of the grade, do not define it as part of
the grade name.
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Grade Structure
Grade Steps
Typically enterprises in areas such as healthcare, construction, and public sector represent
compensation levels, roles, and progression points as steps within grades. In these
enterprises, you place employees on a step within their grade. The steps enable the employee
to progress up the grade by an incrementing process. You can represent step details either as
a segment in the grade key flexfield structure or using grade steps. For details about setting
up and using grades, refer to the Oracle HRMS Compensation and Benefits Management
Guide.
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Grade Steps
People Groups
People Groups are internal groups of your employees, such as Pension group, Benefits
group, and Car Eligibility group. Locations, Organizations, Jobs, Positions, Grades, and
Payrolls are the predefined structures for grouping people in Oracle HRMS. You can also
group people based on certain benefits eligibility, trade unions of which they are members and
pension schemes.
Oracle HRMS provides you this flexibility to define other types of groups:
For reporting and analysis
To define eligibility for compensation
To extend key assignment details
You define the structure of the information you record under People Groups to meet your
business requirements.
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People Groups
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Answer: a
Quiz
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Answer: a, c
Quiz
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Answer: a, b, c
Quiz
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Summary
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Chapter 5
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Objectives
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Topics
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Chapter 6
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Chapter 6 - Page 3
Overview
Key flexfields are user defined flexfields that enable you to represent the unique structure of
business entities such as jobs, positions, and grades in your enterprise. Most organizations
use codes or unique identifiers to identify business entities such as jobs and grades. Your
enterprise might use grade name-grade level code to represent the Executive 1 grade. In
the Executive 1 grade, Executive is the grade name and 1 is the grade level.
You must define the key flexfields for the various business entities before you create the
business group. This enables you to record business entity details in the structure that meets
your business requirements. The flexfield appears as a pop-up window that contains the
different segments or sub-fields that you have defined.
For more information on Key Flexfields, see Flexfields in the online help.
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Overview
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A Key Flexfield
The diagram explains the different components of a key flexfield.
Use the following checklist while defining a key flexfield:
Flexfield name
Segments
Segment description
Segment Value
Users need to determine the separator for the KFF
Qualifiers control where a user can allocate values for each segment.
For more information about key flexfields, refer to the Oracle Applications Flexfields Guide.
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A Key Flexfield
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you can have the application display fewer segments, such as Executive.2.
For more information, see the following topics in the online help:
Legislation and Customer Overrides for Employee Directory
My Information and My Employee Information
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Points to Consider
Before defining a key flexfield, you must consider several points.
Plan the structure, segments and segment values.
Consider validation on your segments to control what users can enter.
Determine the size of your segment fields.
Define the naming conventions and the number of segments used for each flexfield
structure.
It is important to plan your flexfield properly and to anticipate future changes in your
organization. You must keep in mind not to include values that change frequently. After you
create your structures and started accumulating data, any modifications to your flexfield
structure could adversely impact the behavior of your system. You must keep these points in
mind when initially planning/creating your structures and to prevent future modifications,
including segment order and segment size.
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Points to Consider
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Answer: a
Quiz
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Answer: a
Quiz
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Answer: d
Quiz
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Please refer to the additional guide for labs and/or demos for this lesson.
Chapter 6 - Page 21
Summary
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Chapter 7
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Chapter 7 - Page 3
Overview
Enterprises are structured differently to meet varied business needs. A large enterprise can
have several departments and divisions spread over different locations. A smaller enterprise
can have limited departments, all based at the same location.
Oracle HRMS gives you the flexibility to represent your enterprise to meet your business
requirements. As a best practice, Oracle HRMS Workbench provides the following four basic
configuration models as starting points to define the basic information model to represent any
enterprise:
Model 1: A single operating company in one country
Model 2: A single operating company in multiple countries
Model 3: Multiple operating companies in one country
Model 4: Multiple operating companies in multiple countries
You can build a model of your enterprise showing all the reporting lines and other hierarchical
relationships. You can represent your enterprise at the highest level by defining it as an
employer, and then representing all the departments and sections below this. In Oracle
HRMS, a business group represents the country your enterprise has a presence. The
business group is a container for the organizations in your enterprise that exist in a specific
country.
Copyright Oracle, 2010. All rights reserved.
Chapter 7 - Page 4
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Overview
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Sharing Information
An enterprise with multiple business groups typically shares information such as jobs,
locations, departments/divisions (organizations), competencies, rating scales, reporting lines,
and personal titles.
You can share information across business groups using:
Lookups (Titles, Competencies, Job names)
User profiles (the HR:Cross Business Group)
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Sharing Information
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Standard Information
The standard information for a business group are
Currency
Budget values for non-monetary measures (such as headcount, FTEs)
Standard work hours and frequency of work such as daily, few days a week, or weekly.
US Users only: A US business group has two additional types of standard information for
government mandated reports such as VETS-100 and ADA:
Reporting Categories - Enter non-temporary categories (full-time or part-time) to be
included in government reporting.
Reporting Statuses - Enter assignment statuses such as Active or Paid Leave to be
included in reports.
After you create a business group, you enter these standard information as defaults. You use
these defaults for calculating pay, specifying work hours, and defining staffing budget.
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Standard Information
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Person Numbers
Every enterprise identifies people in the enterprise by a unique number. Oracle HRMS
enables you to identify your employees, applicants, and contingent workers using:
Automatic - Number generated in sequence by the system.
Manual Entry - User enters any alphanumeric combination.
National Identifier - Automatic use of the national identifier.
The option of using the national identifier, such as, the social security number in the US, and
the NI number in the UK is available for employees only. Once you save your method, you
cannot later change to either of the automatic options. You can only change to manual entry.
You can also generate unique person numbers that span across business groups using the
Global Sequencing functionality. This is useful in enterprises that have multiple business
groups. When global person numbering is in effect, Oracle HRMS allocates numbers for a
person type from a single global sequence across all business groups. You can provide a
custom global person number sequence by defining a formula (using Oracle FastFormula) for
each person type (employees, contingent workers, and applicants). Once you have defined
and validated a formula, Oracle HRMS executes the formula, in place of the default local or
global sequence, whenever automatic person numbering is active and a person number is
required.
Copyright Oracle, 2010. All rights reserved.
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Person Numbers
Initial Tasks
When you sign on to Oracle HR and choose a responsibility, you automatically choose the
business group associated with that responsibility. Predefined responsibilities are associated
with the predefined Startup business group when you install the products.
Use this when you first sign on
Create a new business group
Change profiles for the default responsibilities to give access to the new business group and
then do all other setup.
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Initial Tasks
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Answer: b
Quiz
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Answer: b, c, d, f
Quiz
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Answer: a
Quiz
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Answer: a, c
Quiz
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Please refer to the additional guide for labs and/or demos for this lesson.
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Summary
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Chapter 8
Creating Locations
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Creating Locations
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Creating Locations
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Creating Locations
Creating Locations
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Overview
Locations are the physical sites where employees work. You can represent a place, building,
or each floor in a building as a physical work location, each with a valid address. A group of
the physical work locations make up the work site and some legislations use the work site for
government-mandated reports, for example the EEO (equal employment opportunity) report in
the U.S. depends on the work site.
Using Oracle HRMS you can maintain details of locations within your enterprise and locations
of organizations outside your enterprise but have business connections with your enterprise.
You can also close down a location when your business no longer requires it.
Creating Locations
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Overview
Creating Locations
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Creating Locations
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Answer: b
Creating Locations
Quiz
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Answer: a, c, d
Creating Locations
Quiz
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Please refer to the additional guide for labs and/or demos for this lesson.
Creating Locations
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Summary
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Creating Locations
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Chapter 9
Creating Organizations
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Creating Organizations
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Creating Organizations
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Creating Organizations
Creating Organizations
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Overview
An enterprise can have several branches, departments, and divisions.
In Oracle HRMS, you represent the country/countries where your enterprise is present as the
business group and the operational groups in your enterprise as organizations below the
business group. These organizations:
Represent the operational groups in which people work
Are both internal such as departments and divisions or external to your enterprise such
as suppliers, benefit carriers.
Are linked in hierarchies to show reporting groups and for security definitions.
Are shared with other Oracle applications like Purchasing and Inventory for common
reporting on the enterprise.
You can rapidly set up the organizations in your enterprise using Oracle HRMS Workbench.
Creating Organizations
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Overview
Creating Organizations
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Organization Classifications
Every organization has a definite purpose and function. For example, the HR organization is
involved in managing employees, the finance department looks into the money matters.
In Oracle HRMS, you define the purpose and function of an organization using the predefined
organization classifications. Some of the available classifications are Business Group, HR
Organization, Benefits Carrier, Training Provider, Bargaining Unit, and GRE/Legal Entity. The
classifications control an organizations usage. For example, a bargaining unit classification
enables you to define an organization that is involved in negotiating a collective agreement. A
bargaining unit could be any organization representing the employees in negotiations, such as
a trade union.
You can define an organization with multiple classifications. The classification enables you to
enter additional information for an organization. Oracle HRMS uses Extra Information Types
(EIT) to record additional information.
Note: Implementers can define additional classifications to meet a countrys statutory
requirements. For information about defining additional classifications, see Running the
Register Extra Information Types (EITs) Process in the online help.
See Enter an Organization Classification in the online help.
Creating Organizations
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Organization Classifications
Creating Organizations
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Organization Manager
You can assign managers to organizations primarily for reporting purposes. Oracle HRMS
enables you to identify a named manager for each organization. You record the organization
managers name as it enables the Daily Business Intelligence feature in Oracle HRMS to
report consistently across applications. The daily business intelligence reports enable you to
improve your business.
Organization managers gather relevant, accurate, and timely information to plan, track, and
improve the overall business and functioning of the organization. You can only assign
managers to organizations that have a classification that uses the Reporting Information
information type, for example HR Organizations.
Note: You can only have one manager for an organization within a specific period.
Oracle HRMS also enables you to view a history of managers for an organization. You can
also display the organizations for which any of the people who report to you directly are
managers.
Creating Organizations
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Organization Manager
Creating Organizations
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Deleting Organizations
To completely remove an organization from your system, you must first remove any data
related to:
All employee assignments to the organization, at any date.
All hierarchy versions of the organization.
You must also disable all organization classifications that are used by that organization in the
Organization window.
See Remove and Delete Organizations in the online help.
Creating Organizations
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Deleting Organizations
Organization Hierarchies
You place organizations in a hierarchy to show the reporting structure between the
organizations in your enterprise. Organization hierarchies also help you in:
Controlling access to information
Purchasing approvals
Government mandated reporting
Project Accounting
Oracle HRMS enables you to define as many hierarchies as your business requires. You set
up the primary organization hierarchy to show the main reporting lines in your enterprise. In
addition, you can set up many other organization hierarchies as secondary hierarchies to
show multiple reporting lines, to control access to information, and to determine which
organizations and employees any report covers.
See Creating Organization Hierarchies in the online help.
Creating Organizations
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Organization Hierarchies
Creating Organizations
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Answer: c
Creating Organizations
Quiz
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Answer: b
Creating Organizations
Quiz
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Answer: a
Creating Organizations
Quiz
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Please refer to the additional guide for labs and/or demos for this lesson.
Creating Organizations
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Summary
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Chapter 10
Chapter 10 - Page 1
Representing Financial
Reporting Structures
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Overview
Representing financial structure in Oracle HRMS helps you in management reporting about
financial information such as costs, revenues and expenses. You can consolidate this
information by cost center manager. This consolidation enables you to allocate and report
employment costs as you deploy and pay people. It also helps you in managing your projects
and distribute your workforce as per priority.
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Overview
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Chapter 10 - Page 6
Please refer to the additional guide for labs and/or demos for this lesson.
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Summary
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Chapter 11
Representing Government
Reporting Structures (US)
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Overview
To ensure legislative compliance, employers prepare a number of employee reports and
submit to various government authorities. Examples of US reports you can generate are:
Equal Employment Opportunity (EEO) and Affirmative Action Plan (AAP)
Federal Contractor Veterans Employment (VETS100)
Americans with Disabilities Act (ADA)
Occupational Safety and Health Administration (OSHA)
Integrated Post-Secondary Education Data System (IPEDS)
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Overview
Reporting Requirements
This slide shows examples of specialized information you can record, at the work structures
level, for generating government-mandated reports.
See Government Mandated Reporting in the online help.
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Reporting Requirements
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Reporting Organizations
Based on your reporting requirements, you can record reporting information for:
Establishments: For reporting purposes, an establishment is a single physical location, a
complex of work sites in a locality, or even all the sites included in a relatively large
geographic area. For OSHA reporting, there may be two or more separate
establishments at one physical work location if distinctly different types of operations are
carried out at the location. To represent establishments for reporting, you give
organizations the classification Reporting Establishment.
Corporate Headquarters: A GRE whose employees all work at the same establishment
is simultaneously a GRE and a Reporting Establishment. For GREs with employees at
different establishments you define a number of separate Reporting Establishments. To
identify the establishment serving as the headquarters organization, you give a
Reporting Establishment the additional classification of Corporate Headquarters.
AAP Organization: AAP reporting requires breakdown of employees by the affirmative
action plans covering them, instead of breakdowns by establishment. To meet the AAP
reporting requirements, Oracle HRMS enables you to create additional organizations
and classify them as AAP Organizations.
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Reporting Organizations
You record the establishment information for a location using the location extra
information types. This enables you to record information such as reporting name of the
location, unit number issued by EEOC, and similar details for several reports.
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Establishment Hierarchies
Establishment hierarchies help you determine the employees in a particular GRE and
reporting organizations for reporting purposes. You supply the establishment hierarchy as a
parameter to the processes that produce reports.
You create establishment hierarchies using the Organization Hierarchy for reports such as the
AAP and ADA. You create establishment hierarchy using Generic Hierarchies for reports such
as the EEO, Vets, Multi-Worksite, and OSHA.
The establishment hierarchy you create using the Organization Hierarchy functionality
typically has a GRE at the top, Reporting Establishments at the next level, and HR
Organizations subordinate to the Reporting Establishments. The establishment hierarchy you
create using the Generic Hierarchy functionality has an organization classified as a Parent
Entity at the top, Establishments (group of locations or individual locations) at the next level
and an optional third level of locations that make up the Establishment.
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Establishment Hierarchies
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Reporting Checklist
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Answer: a
Quiz
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Answer: c, d
Quiz
Please refer to the additional guide for labs and/or demos for this lesson.
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Summary
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Chapter 12
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Overview
Employees in an enterprise perform different roles. Job and Positions provide two distinct
ways of representing the work roles that employees perform within an enterprise.
To help you decide whether to use jobs or positions to represent roles, you must:
Determine whether the emphasis within your enterprise is to manage people or posts.
Ask what happens when an employee is terminated:
- Do you replace the person who left by rehiring to the same role. If not, do you
freeze the post for budget reporting.
- Do you replace the person who left, but line managers have the freedom to hire a
replacement into a different type of role to meet operational needs.
- Do you replace the person who left by rehiring to the same role. A line manager
can request a change of role but this usually requires further management
approvals.
Oracle HR provides the Configuration Workbench to help you decide configuring the jobs and
positions in your enterprise. You must use the HRMS Configuration Workbench responsibility
to use this wizard. For information about using Oracle HRMS Configuration Workbench,
please see the Oracle HRMS Implementation Guide
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Overview
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Jobs
In Oracle HRMS, jobs are generic roles within a business group. They are independent of any
single organization and exist for all organizations. For example, the jobs Manager and
Consultant could occur in many organizations.
You can also use jobs to set up supplementary roles that an employee might hold, for
example, fire warden, or health and safety officer.
You define your own job structure and then enter details for each job in your enterprise.
See Defining a Job in the online help.
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Jobs
Job Structure
You define your own job structure as a key flexfield. The job you define is a combination of the
segment values. Using the key flexfields, you determine the number of segments in your job
name and the valid values for each segment. You can determine exactly what information to
hold and how it must be entered.
You create jobs in your enterprise using the job structure you define as the job key flexfield.
For more information on how to create your job structure using the job key flexfield, please
refer to the Defining Common Data topic in this course.
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Job Structure
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Representing Positions
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Positions
Position is a specific role, or function, that exists in one organization. Positions show more
management reporting detail than organizations alone. Position definition includes Job and
Organization. Using Positions simplifies assignments by connecting and populating
organization, job and location. Each position is unique to an organization.
Use jobs to show common job types and information across organizations. Use positions to
define jobs more specifically. You can use jobs without positions or use positions only for part
of an organization.
See Defining a Position in the online help.
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Positions
Using Positions
Positions are typical of government/public sector agencies or those companies with a heavy
blue collar or union influence. These companies are generally position driven which means
that they identify roles and skills based on the position, not the individual. For example, the
position Finance Manager would be an instance of the job of a Manager in the Finance
organization. Each position is specific to each organization.
You define your own position structure and then enter details for each position in your
enterprise.
You can also use the Configuration Workbench to decide about the positions within an
enterprise.
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Using Positions
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Examples of Positions
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Position Structure
You define your own position structure as a key flexfield. The position you define is a
combination of the segment values. Using the Position key flexfield, you determine the
number of segments in your position name and the valid values for each segment. You can
determine exactly what information to hold and how it must be entered.
You create positions in your enterprise using the position structure you define as the position
key flexfield.
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Position Structure
Position Control
Organizations require different levels of control when managing positions. For example, a
standard level of control might typically involve position definition, management planning and
reporting against budgets, and cost tracking. Organizations fitting this description generally
base their budgets on positions, jobs, or organizations. These organizations do not require
rules placed on positions and budgets to ensure that costs correspond to available funds in a
fiscal period.
More advanced control typically might involve complex approval processes, encumbrance
accounting and commitment of funds, budget reallocation, and reporting requirements based
on external funding authorities. Organizations fitting this description base their budgets on
positions and use these budgets to keep positions and related costs in line with available
funds in a fiscal period.
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Position Control
Position Transactions
Position transactions are virtual documents (forms) that you fill out and submit for approval.
The most relaxed implementation can use transactions to manage positions.
Approval Chain
You can include all appropriate parties in the process automatically. You can select online
routing recipients using routing and approval rules you define in a Wizard interface.
Permissions
Security features enable you to define more strict controls. You can grant recipients
permission to work on any data field you specify, based on the persons role in the
organization or the action itself.
Notifications
You can notify anyone in your business group about the status of a transaction.
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Position Transactions
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Changing Definitions
You can update the definition of a position at any time, and the system maintains a complete
record of your changes using DateTrack. If you no longer want users to be able to select a
job, then you can enter an end date beyond which the job will be unavailable.
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Changing Details
You can make a job or position unavailable for use. For a job you can enter an end date
beyond which the job will be unavailable and for a position you must select the hiring status of
either Frozen or Eliminated. Ending a job or a position will automatically end valid grade
definitions. Removing the end date will reopen valid grades with the same original end date.
However, you cannot end jobs that are currently in use in assignments or positions.
You can change the Status of a position. However, you cannot change a position if its hiring
status is Eliminated or Deleted. If a position's hiring status is proposed, you can change its
start date. If the position's hiring status is Active, you can only change the start date before
you make any other updates to the position.
If you want to change the job or organization on a position, you can do so using Position
Copy.
If you want to record the source of changes to a position, use the Amendment Information
fields from the Additional Detail tab. This is useful for public sector organizations and for
position control.
Changes made to the position do not automatically flow to the employees assigned to those
positions.
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Changing Details
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Answer: a
Quiz
Chapter 12 - Page 19
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Answer: a
Quiz
Chapter 12 - Page 20
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Answer: a
Quiz
Chapter 12 - Page 21
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Answer: c
Quiz
Chapter 12 - Page 22
Please refer to the additional guide for labs and/or demos for this lesson.
Chapter 12 - Page 23
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Summary
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Chapter 12 - Page 24
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Chapter 13
Position Hierarchies
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Position Hierarchies
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Position Hierarchies
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Position Hierarchies
Position Hierarchies
Chapter 13 - Page 3
Overview
If you use positions to define roles, you can define position hierarchies to show the detailed
line management reporting in each organization or throughout the enterprise. In a hierarchy
each position has one parent. Positions can belong to any number of hierarchies but can
appear only once in any hierarchy. These are more detailed than organization hierarchies.
You can set up a primary hierarchy and multiple secondary hierarchies to show reporting
lines, including 'dotted line' reporting, and to control access to information. Position hierarchies
are dated. This enables you to maintain future-dated hierarchies. You can copy and manage
multiple versions.
You can control user access to records as position hierarchies rely on security profiles.
Position Hierarchies
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Overview
Position Hierarchies
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Position Hierarchies
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Hierarchy Diagrammers
The hierarchy diagrammers are standard Oracle HRMS windows, with the addition of a
graphical area. They work together with the Organization Hierarchy window and Position
Hierarchy window so you can create basic hierarchies using these windows and then make
intuitive drag-and-drop changes using the diagrammers. Any changes made using the
hierarchy diagrammers are reflected in the hierarchy windows, and are saved in your
database.
It is not an organization charting and reporting tool for general publishing. For such purposes,
consider using a partner application, like OrgPublisher.
See Creating a Position Hierarchy in the online help.
Position Hierarchies
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Hierarchy Diagrammers
Position Hierarchies
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THESE eKIT MATERIALS ARE FOR YOUR USE IN THIS CLASSROOM ONLY. COPYING eKIT MATERIALS FROM THIS COMPUTER IS STRICTLY PROHIBITED
Answer: a
Position Hierarchies
Quiz
Chapter 13 - Page 9
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Please refer to the additional guide for labs and/or demos for this lesson.
Position Hierarchies
Chapter 13 - Page 10
Summary
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Chapter 14
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Overview
Chapter 14 - Page 4
Reorganization
Because Mass Move allows you to modify multiple employee records at once, you can
conveniently reorganize. However, if you use positions, you should try to keep the definition of
organizations as broad as possible. This reduces duplication of information and simplifies the
processes of reorganization.
Though you can change organizations, positions, and hierarchies as part of business group
reorganization, you cannot change the organization for a position. In order to do so, you must
end one position and create a new position. However, Mass Move functionality supports this
process.
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Reorganization
Moving Assignments
You move assignments in either of the following ways:
1. You can create new positions using existing positions
- In the same organization or a different one
- You can change the valid grade, location, and standard conditions of the positions
2. You can move a group of assignments to different positions
- In the same organization or a different one
- North American users can also change the GRE/Legal Entity of an assignment
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Moving Assignments
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THESE eKIT MATERIALS ARE FOR YOUR USE IN THIS CLASSROOM ONLY. COPYING eKIT MATERIALS FROM THIS COMPUTER IS STRICTLY PROHIBITED
Answer: a
Quiz
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Answer: b, c, d
Quiz
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Answer: a
Quiz
Chapter 14 - Page 10
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Please refer to the additional guide for labs and/or demos for this lesson.
Chapter 14 - Page 11
Summary
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Chapter 14 - Page 12
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Chapter 15
Understanding Checklists
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Understanding Checklists
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Understanding Checklists
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Understanding Checklists
Understanding Checklists
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Understanding Checklists
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Benefits of Checklists
You can define tasks for different purposes. A task in a checklist does not necessarily
mean that the task performer needs to complete it using Oracle HRMS, for example, a
physical activity such as setting up a telephone connection for an employee.
When you define a checklist and associate it with a life event (for example, an event that
describes a change of work location for an employee), you can have the application
generate the checklist for employees experiencing that life event thus enabling you to
standardize work processes.
To help meet your deadlines better, you can associate a target completion date to a
checklist task. As an HR Manager, you can track tasks in a checklist to find out their
status.
You have the option to automatically assign tasks to performers who are best placed to
efficiently complete those tasks thus reducing time and effort.
Understanding Checklists
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Benefits of Checklists
Understanding Checklists
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person is transferred to Malaysia. For more details on eligibility profiles, see Defining an
Eligibility Profile in the online help.
To sum up, when a life event for a person or assignment occurs, Oracle HRMS generates
a checklist that pertains to that life event and allocates it to the person who has
experienced the life event. Managers can then proceed to delegate checklist tasks to
performers or, if necessary, manually define more tasks to the already generated
checklist. When a performer finishes a checklist task, as a manager, you can mark it
complete.
Understanding Checklists
Chapter 15 - Page 7
Checklist-Task Performers
When the application generates a checklist for a person or assignment who has experienced
a life event, as an HR Manager, you can proceed to assign the checklist tasks to performers.
You can assign tasks manually where you need to pick a task performer for each activity, or
automatically, by using Oracle Approvals Management (AME).
If you want to use AME, you need to first set up AME, and provide AME-specific information
when you create a task in a checklist template. Oracle AME in turn returns a list of task
performers. These task performers receive a notification when a task appears in an allocated
checklist.
For general information on AME, see Overview of Oracle Approvals Management in the online
help.
For more information on setting up AME for checklists, see Identifying Performers for
Checklist Tasks in the online help.
Understanding Checklists
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Checklist-Task Performers
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Answer: b
Understanding Checklists
Quiz
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Answer: a, b
Understanding Checklists
Quiz
Chapter 15 - Page 10
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Please refer to the additional guide for labs and/or demos for this lesson.
Understanding Checklists
Chapter 15 - Page 11
Summary
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Understanding Checklists
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Chapter 16
Chapter 16 - Page 1
Setting Up Workers
Compensation (US)
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Chapter 16 - Page 3
Overview
Workers Compensation (WC) provides employees insurance coverage for work-related
injuries. Every state has a workers compensation program to provide for this insurance. In
every state, employers are liable for the premiums for this insurance, and in some states the
employee pays a portion as well.
Oracle HRMS allows you to store information regarding WC such as insurance carrier, WC
work classification codes and premium rates. You can also store the WC premium calculated
for each employee.
If you are using Oracle Payroll you will have predefined elements and fast formulas to do the
calculations for Workers Compensation.
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Overview
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Chapter 16 - Page 5
WC Insurers
In some states, you can use only the state agency as the WC insurance carrier. These states
are monopolistic with respect to the WC insurance carrier. In other states you use either
private insurers or the state agency to fund WC programs. These states are competitive with
respect to the WC insurance carrier.
Oracle HRMS enables you to record the WC carrier details for a government reporting entity
(GRE) in your enterprise. If your enterprise has GREs in different states, you can have a
different carrier in each state. If your enterprise has more than one GRE in a competitive
state, you record one WC carrier per state for each GRE.
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WC Insurers
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Chapter 16 - Page 9
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Answer: a
Quiz
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Answer: a
Quiz
Chapter 16 - Page 11
Please refer to the additional guide for labs and/or demos for this lesson.
Chapter 16 - Page 12
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Summary
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Chapter 17
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THESE eKIT MATERIALS ARE FOR YOUR USE IN THIS CLASSROOM ONLY. COPYING eKIT MATERIALS FROM THIS COMPUTER IS STRICTLY PROHIBITED
Summary