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Basics
Slide No. 1
HRMS Terminology
Jobs can be generic or specific roles within your enterprise. By
definition they are independent of organization structures and are
generally used where there is flexibility in employee roles.
A Job Name is a unique combination of values in the segments of
the job flexfield structure, that you have linked to your Business
Group.
Compensation.
The process by which a worker is remunerated for services rendered to, or
work performed on behalf of a business entity.
The pay you give to employees, including wages or salary, and bonuses.
Slide No. 2
Slide No. 3
Benefit Entitlement
Any rules governing the circumstances under which employees are entitled to
receive certain benefits. Typically, entitlement to benefits is based on type of
employee (for example, full time, part time, occasional), length of employment, and
specific rules which apply thereto, i. e., work group affiliation, and compensation
base. Other criteria may also apply, such as reasons-for-claiming or job performance.
Cafeteria-Style Benefits
Any programs offering several benefit plans from which participants make elections.
Cafeteria-style benefits may or may not include flexible credits.
Contribution
An employers or employees monetary or other contribution to a benefits plan.
Imputed Income
Certain forms of indirect compensation that US Internal Revenue Service
Section 79 defines as fringe benefits and taxes the recipient accordingly.
Hierarchy
An organization or position structure showing reporting lines or other
relationships. You can use hierarchies for reporting and for controlling access
to Oracle HRMS information.
Organization
A required component of employee assignments. You can define as many
organizations as you want within your Business Group.
Organizations can be internal, such as departments, or external, such as
recruitment agencies.
You can structure your organizations into organizational hierarchies for
reporting purposes and for system access control.
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Slide No. 14
DateTrack
DateTrack
In contrast to work structures, which are simply dated, other key
dynamic information in Oracle HRMS is datetracked. This includes
information on employees, assignments, compensation and benefits.
DateTrack allows you to maintain a continuous history of the
information over time.
You can enter datetracked information or make changes to it at any
time.
When you set an effective date for your work, DateTrack ensures that
only information effective on that day is used for any processing,
validation, and reporting you carry out.
When you make a change, you can choose whether it is a correction
to the last update or a new update to be recorded in the history of the
record.
You can use DateTrack History to view a report of every update ever
made to a record.
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Slide No. 24
Oracle HRMS
Manage the entire recruitment cycle.
Design organizational models that match current and future business
strategies and objectives.
Perform position management by defining and recording required skills,
competencies, experience and qualifications for positions, jobs and
organizations.
Perform career management functions relating to the definition of
competencies, assessments, suitability matching, graphical ranking and
succession planning.
Administer and maintain benefit plans, coverage levels and contribution
allocations.
Manage salary proposals and approve these by component.
Use spreadsheets to export compensation and benefit details for
comparison with external survey figures.
Slide No. 25
Employee and
Applicant Work
History
Assignments
Set Objectives
Manage employee
development
Reporting
Documentation
Processing
Define compensation
and benefits policy
Payroll Cycle
Define and Administer
Payrolls
Define and administer
earnings and deductions
Set Objectives
Legislation :
Tax and Insurance
Statutory Reporting
Auditing
Maintain employee
records
Process Payrolls
Oracle Payroll
Interface
Oracle Human
Resource
People
Store information about
You can define any other special information you need to hold for
people.
You can define what information to hold on medical history, previous
employment, or outside interests.
Work Structures
Work structures represent the different ways in which employees can
work within your enterprise.
They provide the framework for defining the work assignments of
your employees.
They enable you to manage the information about your enterprise that
is independent of your employees.
You can also think of work structures as representing the
organizational units of your enterprise.
The Business Group is the largest unit and represents your enterprise
as a whole.
The work structures include :
Slide No. 35
Assignments
In Oracle HRMS, the assignment describes employees places
within the enterprise: the organization for which they work, their
role, grade, location, and so on.
As you change the assignment information for an employee, you
automatically build up their work history.
Your compensation eligibility rules link compensation and benefits to
work structures, such as jobs or grades.
The assignment places employees within the work structures of the
enterprise.
In this way, an employees assignment determines their eligibility for
compensation and benefits.
Slide No. 38
Common Info
Your employees current work statuses, such as:
Active assignment
On maternity leave
Terminated
Internal organizations
Grades, or grades and grade steps
Jobs, or jobs and positions
Salary bases for quoting pay, such as hourly or annual
Payrolls
Profile Options
Using Shared Windows
You can control the use of fields on shared windows by the
value your system administrator gives to each user or
responsibility for the HR:User Type profile option. The three
valid values are:
HR with Payroll User
HR User
Payroll User
Slide No. 40
Personal Information
Slide No. 41
Unit Objectives
AT the end of this unit you should be able to :
Define Personal Information
Define assignment information
At the end of this lesson you should be able to :
Enter a new person
Enter an address for a person
Hire an applicant
Enter special information for a person
Run the Full Personal Details Report set.
Slide No. 42
How to set up
Salary
Slide No. 43
How to set up
Other Benefits
(Without oracle
payroll)
Define and link elements; make input value entries using the Element
Entries window or MIX batch entry.
Other Benefits
(Without oracle
payroll)
Pay Frequency
Pay Method
Accept the default from the payroll. The payroll employee is assigned or
select a method in the Personal Payment Method window.
Work Schedule
Costing
Enter cost codes for the Assignments in the costing window or accept the
default from the organization to which the employee is assigned.
Slide No. 45
Hiring
Slide No. 52
Date Track
Work Assignments
Organizations
Job
Position
Group
Grade
Payroll
Location
Employment Category
Status
Element
Entries
Pay Method
Costing
Reviews
Budgets
Grade
Step
Slide No. 55
Assignment Statuses
Primary Assignment Statuses
Active Assignment
Suspend Assignment
Terminate Assignment
End
Secondary Assignment Statuses
For analysis and reporting purposes
Have no effect on assignment processing
Slide No. 56
Ending Employment
Slide No. 63
Assignment History
Exercise-Demo
At the end of this session, you should be able to :
Slide No. 70
Work Structures
Slide No. 71
Business Groups
Organizations
Payment groups
Payrolls
Special groups
Working practices
Information Requirements
Slide No. 72
Locations
Assignments
Jobs
Positions
Grades
Progression points
Spider Systems Pvt. Ltd.
Work Structures
Objective
At the end of this lesson, you should be able to :
Set up a site location.
Create a new organization.
Enter business group information.
Enter Government Reporting Entity group information.
Enter information for internal and external organizations.
Set up organizational hierarchies.
Report on organizational information.
Slide No. 73
Reporting establishment
Corporate headquarters
AAP organization
Workers compensation carrier
Benefits carrier
Beneficiary organization
Payee organization
Slide No. 74
Slide No. 75
Step 4
Define Job Flexfield Cross Validation Rules
Define any Cross Validation Rules you want to use to control the
combinations of segment values which a user can enter.
You define Rules to Include or Exclude combinations of segment values.
For each segment, you can define a Low to High range of values.
Use the CrossValidation Rule window
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Slide No. 80
Effect on window
Payroll
Link
Balancing
Organization
Assignment
Entry
Slide No. 81
Descriptive Flexfields
Use descriptive flexfields in Oracle HRMS to define your own
additional fields to the standard windows. For example, if you
want to record Drivers License Number for any person you can
define a segment of the Additional Personal Details flexfield to
record this additional information.
After this, you can enter a Drivers License Number in the Person
window after the standard Personal details
Warning: The descriptive flexfield is defined at the level of the base
table. This means that any window which uses the basetable will
display the same descriptive flexfield segments.
In this example, the Drivers License Number will appear in the
Contact window, as well as the Person window.
Setups are same as any descriptive flexfields
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