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Questionnaire for Oracle HR

Q. Question Type Response


No.

1 How do you maintain your Human Resources data? Process


2 How do you audit your Human Resources data? Process
1 Which operations/processes do you want to streamline for Human Resources? Process
2 Which operations/processes do you want to eliminate for Human Resources? Process
3 Are there any time-intensive Human Resources operations/processes that need to be Process
4 How do you close an accounting period for Human Resources? Process
5 Is the schedule to close an accounting period for Human Resources documented? Process
6 How long does it take to close an accounting period for Human Resources? Process
7 How long should it take to close an accounting period for Human Resources? Process
8 Is closing an accounting period for Human Resources a hard close or a soft close? Process
9 How are adjustments to closed periods for Human Resources handled? Process
10 How do you open an accounting period for Human Resources? Process
11 Is the schedule to open an accounting period for Human Resources documented? Process
12 How long does it take to open an accounting period for Human Resources? Process
13 Who performs the tasks associated with opening an accounting period for Human
Resources? Process
14 Who performs the tasks associated with closing an accounting period for Human
Resources? Process
15 Where in your accounting cycle do you run standard reports and statements for Human
Resources? Process
16 What business performance statistics do you monitor for Human Resources? Process
17 What are your Human Resources reporting requirements with respect to functional vs.
foreign currencies? Setup, Process
18 What are your Human Resources reporting requirements with respect to summary or
detail formats? Obtain report listing. Setup, Process
19 What reports do you currently generate to meet your Human Resources reporting
requirements? Provide examples of each. Include source (could be manual), user,
frequency, or number of copies. Setup,Process

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20 Is there any Human Resources reporting requirement that your current set of reports
does not meet? Setup
21 Are Human Resources reports standard across multiple Sets of Books, for example,
subsidiaries? Setup
22 Are Human Resources reports standard across multiple levels within a Set of Books, for
example, divisions? Setup
23
What account codes and/or descriptions are required on Human Resources reports? Setup
24 Do you provide a "key" of content/information somewhere on the Human Resources
report? Setup
25 What Human Resources reports are grouped together on a regular basis and printed in
one print run? Setup,Process
26 Who receives a copy of the Human Resources reports? Process
27 What is the criteria for determining who should receive a copy of any Human Resources
report? Process
28 How do you update a Human Resources report’s distribution list? Process
29
Is the process to update a Human Resources report’s distribution list documented? Process
30 How long does it take to update a Human Resources report’s distribution list? Process
31 How long should it take to update a Human Resources report’s distribution list? Process
32 Who performs the tasks associated with updating a Human Resources report’s
distribution list? Process
33 Is there any requirement for online (softcopy) distribution and/or remote location printing
for Human Resources reports? Setup,Process
34 Do some of these Human Resources reports belong in report sets? Always being run
together? Setup
35 Do the separate business units run their own Human Resources reports? Process,Performance
36 What type of printers do you run Human Resources reports (including checks, purchase
orders, and so on) on? Where are they located? Setup,Performance
37 Do you run Human Resources reports for different companies or cost centers? Process
38 Do you have security requirements on who can enter data for Human Resources? (for
example, by company? by cost center?) Process
39 Do you have security reports on who can run Human Resources reports? (by company,
by cost center, and so on) Setup,Process
40 Will there need to be terminal security for Human Resources? Setup
41 Do you run security reports on a regular basis for Human Resources? Process

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42 Do you have documentation on your current system security requirements for Human
Resources? Process
43 Map each GL user to a menu structure. Will any new ones need to be created for
Human Resources? Setup,Process
44 Do you review requirements for validation rules, allowing certain Human Resources
accounts to be valid with only certain other values. Setup
45 What types of benefit plans do you offer? List all the different benefits offered by your
organizations (for example, Health and welfare, defined contribution, defined benefit,
spending accounts, and flexible benefits) Setup,Process
46 How is eligibility to your benefit plans determined? Process
47 Are there waiting periods for your benefit plans? Process
48 What are the criteria for your benefit plans? Process
49 When is your open enrollment period? Process
50 How do you handle interim enrollments? Process
51 How are benefits costs/price tags calculated and stored? (Employee costs, employer
costs, etc.) Process
52 How do you handle COBRA? Process
53 How are benefit costs/price tags calculated and stored? (Employee costs, employer
costs, and so on) Describe the rounding rules used. Process
54 What is the current or planned effective date of the benefit plan? Process
55 Who are the carriers for this benefit plan? Process
56 What are the dependent eligibility factors? (types of dependents and any restrictions or
coverage differences) Process
57 What are the continuing eligibility rules for leave of absence, long term disability, short
term disability? Are there any changes in the cost of the benefit? How is the money
collected if the participant is not receiving a paycheck? Process
58 What are the termination rules for active employee with a terminated benefit? Process
59 What are the termination rules for dependent terminated from a benefit? Process
60 What are the termination rules for terminated active employee? Process
61 What are the termination rules for death? Process
62 What are the termination rules for transfers? Process
63 What are the termination rules for terminated COBRA participant? Process
64 What are the Beneficiary eligibility rules? What are the rules regarding allocation
amounts or percentages? Process
65 What are the participation rules? What is the waiting period or grandfather rules? Process
66 What are your deferred comp plan requirements? Process
67 How do you handle benefit elections for active employees vs. COBRA participants? Process

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68 What are the allowed changes for COBRA participants vs. active employees? (Such as
changing dependent status, changing plans (adding/terminating/changing), or changing
coverage amounts) Process
69 What are the employee eligibility factors? (company, location, union association, salary,
or job code) Process
70 Are COBRA actives treated differently than terminations? Process
71 How do you handle terminations? Process
72 How do you handle layoffs? Process
73 How do you handle seasonal reductions in workforce? Process
74 What type of employee status changes occur and how are they handled? (FT to PT,
LOA, or union to non-union) Process
75 Do these status changes affect an employee's benefits and tax elections? Setup,Process
76 How do status changes affect an employee’s benefits and tax elections? Process
77 How do you handle inter-departmental employee transfers? Process
78 How do you handle inter-divisional employee transfers? Process
79 How do you handle inter-company employee transfers? Process
80 What does your retiree processing entail? Process
81
What other events are significant in your management of human resources? Explain. Process
82 How do terminations affect other departments? Process
83 Will employees be tracked? Setup,Process
84 Will ex-employees be tracked? Setup,Process
85 Will retirees be tracked? Setup,Process
86 Will contractors be tracked? Setup,Process
87 Will recruiters be tracked? Setup,Process
88 Will other contacts be tracked? Setup,Process
89 Will volunteers be tracked? Setup,Process
90 Will trustees be tracked? Setup,Process
91 Will board members be tracked? Setup,Process
92 What personal information do you maintain: Personal? (Name, race, and so on) Setup
93 What personal information do you maintain: Address? (Primary, secondary residence,
and so on) Setup
94 What personal information do you maintain: Emergency Contacts? (Name, address,
and so on) Setup
95 What other information do you currently maintain on employees and other people types
that is important to your organization? Setup
96 What benefit does this data provide to your organization as a whole? Process

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97 What benefit does this data provide to certain entities within the organization? Process
98 What benefit will data that you currently do not store electronically provide to your
organization? Process
99 How are the hierarchies or organization charts structured? (Samples) Setup
100 How are job grades structured? Setup
101 How do you track headcounts? (by bodies, positions/jobs?) Setup
102 What type of personal data do you need to maintain? Setup,Performance
103 What job related (Assignment) data do you need to maintain? Setup,Performance
104 What budgeting data do you need to maintain? Setup,Performance
105
What was reason for purchasing/upgrading to this Oracle Human Resource application? Process
106 What is the purpose of the relevant human resources systems/processes? Process
107 What is the origin of the relevant human resources systems/processes (vendor or in-
house)? Process
108 Is there an existing entity relationship (E-R) diagram of the current human resources
application? Process
109 Describe the current geographical distribution of your business and/or employees? Setup,Process
110 Describe the geographical distribution of your business and/or employees in the
foreseeable future? Setup,Process
111 What business areas and/or operations are targeted for improvement? Process,Metric
112 What business areas and/or operations are targeted for re-engineering? Process,Metric
113 Which of these business areas and/or operations are highest priority? Medium priority?
Low priority? Setup,Process
114 How do you see the application resolving your current deficiencies/issues? Metric
115 What type of information is exchanged between the current human resources application
and these other systems/processes? Process
116 Can you provide a system flow diagram of connectivity between your core business
applications? Process
117 Can you provide information flow schematics of the data passed/required between
human resources and other connected/interfaced systems? Process
118 Is there any external data accessed directly by the human resources application (for
example, GL Chart of Accounts, Payroll Master, or Benefits plans)? Process
119 What type of Personal historical data do you need to maintain? Process
120 What job related (Assignment) historical data do you need to maintain? Process
121 What are your deferred comp plan requirements? Process
122 Define your interfaces/information to other systems/users for Time & Attendance
Reporting? Process

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123 Define your interfaces/information to other systems/users for Labor Distribution
Reconciliation? Process
124
Define your interfaces/information to other systems/users for Benefits Carrier Reporting? Process
125 Define your interfaces/information to other systems/users for Payroll
System/Department? Process
126 Do you currently use or plan to install an Interactive Voice Response (IVR) or scanning
technology system for human resources/benefits? Process
127 Are there any other interfaces to other systems (Mainframe, PC, or manual) you have
not told us about? Process
128 Do you have licensing or certification requirements? Process
129 What type of performance tracking do you do? Process
130 Do you track disciplinary information? Process
131 Do you do grievance tracking? Process
132 What are our requirements for adding comments to your information? Process
133 What are your online help/documentation requirements? Process
134 Do you need to track employee relocation information for special employee groups? For
example, executives and sales force. Process
135 Define your requisition process Process
136 Do you have any testing information requirements? Process
137 What event triggers a requisition in your organization? (Department request, departure
of an incumbent, and so on) Process
138 Is there an approval process to initiate a requisition? (budget available, management
sign-off, and so on) Process
139 Please list details of pertinent information involved in the approval process, such as
approval steps, authorizations, and so on. Process
140 What type of recruiting activities occur? (Ad placement, interview scheduling,
background checks, and so on.) Process
141 How are interviews scheduled? Metric
142 Do you track any information on your system concerning the interview? (Interview notes,
comments, and so on) Process
143 What information is tracked from the application or resume? Setup,Process
144 Do you do any affirmative action planning or reporting? Setup,Process
145 How is affirmative action planning or reporting done? Setup,Process
146 How is the data gathered in the new hire process? Process
147 When is the system updated in the new hire process? Process
148 How does the system update affect other departments? (payroll, benefits) Process

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149 Do you attach a budget to your positions? Setup
150 How do you handle open positions? Process
151 Number of other persons associated with organization/company (for example, Retirees,
ex-employees, volunteers, and Board members)? Metric
152 Describe your management reporting structure? Setup,Process
153 Describe your financial reporting structure? Setup,Process
154
How many Federal and State Employer Identification Numbers (EINs) do you have? Metric
155 How many Federal and State Employer Identification Numbers (EINs) do you plan to
have in the next one-two years? Metric
156 How are your organization charts generated? Process
157 How many views of your organizations do you have? Setup,Process
158 How often do your organizational structures change? Process
159 How many worksites/locations does your organization/company operate? Metric
160 In which countries are your company worksites located? Setup
161 In which states are your company worksites located? Setup
162 In which counties/localities are your company worksites located? Setup
163 Does your organization/company have unions? Setup
164 How many unions do you have? Metric
165 How many bargaining units do you have? Metric
166 Approximately what percentage of your employee population is associated with these
unions? Metric
167 Which divisions or companies or subsidiaries or locations have union affiliations? Setup
168 What are the are the durations of your union contracts? Setup,Metric
169 When will the existing union contract expire? Setup,Process
170 How many different contracts are negotiated? Metric
171 What differences/commonalties are there between the different contract benefits
offerings? Setup,Process
172 Describe your other reporting hierarchies? Setup
173 What is the total number of users who have/will have access to the human resources
applications? Metric
174 How many users have/will have access to the human resources applications for
updating information? Metric
175 How many users have/will have access to the human resources applications for
reporting needs only? Metric
176 What historical information do you currently maintain? Process
177 On what type of medium is this data maintained? Process

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178 What type of media storage do you plan on using? Process
179 What types of deductions do you need to track? (Benefits, child support, etc.) Setup
180 Do you have a leave accounting system? (Vacation, Sick, or PTO) Setup,Process
181 How do you track absences? Process
182 Do you have any PC files in Lotus 1-2-3? Process
183 Do you have any PC files in D-base? Process
184 Do you have any PC files in Excel? Process
185 Do you have any PC files in WordPerfect? Process
186 Do you have any PC files in Word? Process
187 Do you have any PC files in other programs? Process
188 How many key users have/will have access to the human resources applications? Metric, Performance
189
How many casual users have/will have access to the human resources applications? Metric, Performance
190 Is there information you wish to maintain on employees and other people types that you
currently do not store electronically? Setup,Performance
191 What are your federal/state mandated reporting requirements? (for example, EEO,
Discrimination testing) Process
192 Are you required to provide government/industry oversight reports? (for example, FCC,
DOT, or DOE) Process
193 Do you need company wide/consolidation reporting? Process
194 Do you need divisional/departmental/cost center reporting? Process
195 Who is currently responsible for creating or changing reports? Process
196 How easy and timely is it to create or change reports? Process
197 Concerning report generation, will the same responsibilities continue, or will they
change? (for example, user responsible for report generation?) Process
198 Do you have a tool to do on-demand reports or queries? Process,Performance
199 What are your management reporting needs? Process
200 Do you administer salary/hourly step and ranges? Process
201 How does your system handle salary/hourly step and ranges? Process
202 How is the salary portion of your union contracts administered? Setup,Process
203 When are your negotiation periods? Process
204 Do you do any salary impact studies during your negotiations? Process
205 Do you have a point-based weighting salary system? (for example, HAY) Setup,Process
206 How is your point-based weighting salary system tracked on your system? Setup,Process
207 What timing factors are involved in your salary and performance review process (Yearly,
quarterly, or probationary?) Setup,Process
208 Explain the processes involved in your salary and performance review process? Process

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209 What factors are involved in establishing a salary increase? Process
210 Concerning your forecasting requirements, do you do any workforce analysis reporting ?
(budgets, job reduction, right-sizing, and so on) Process
211 Concerning your forecasting requirements, do you do any compensation analysis?
(budgets, union negotiations, and so on) Process
212 What types of earnings do you track? (Regular Pay, Overtime, and so on) Setup
213 At what levels do you currently secure users? (Company, organization, or field) Setup,Process
214 Who is responsible for maintaining your security profiles? (DBA, IS) Process
215 By type of user, define what data is available for viewing? Setup,Process
216 By type of user, define what data is available for updating? Setup,Process
217 By type of user, define what data is available for deleting? Setup,Process
218 By type of function, define what data is available for level of organization? Setup,Process
219 By type of function, define what data is available for type of employee? Setup,Process
220 By type of function, define what data is available for type of data? Setup,Process
221 Define any security requirements. Process,Performance
222 Do you track skill assessments? Setup
223 How do you track skills assessments? Process
224 How do you maintain training & development information? (Class attendance,
schedules, and so on) Process

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