HRMS

+++++++++++++

The example is a small company that deals with textiles. They take cottons from a set of
cotton sellers, who are their vendors. Then they make t-shirts and sell those to the
distributors, who are their customers. To keep track of the money they spend on purchasing
the cotton, they maintain a book, let’s name it Purchasing. Similarly, they have their
machinery with which they make t-shirts, which is their asset and a set of people running
them, who are their employees. Similarly, they have another book maintaining the sales
and the Orders from the customer.

If we see, as they have the business to run, they will need software to
automate all their books. The one that should save all the transactions, and
should be able to tell the business management, how much did they spend
on what, what is the net profit, how much did they pay to their employees
etc. The more information they have, the better is the grip on their business,
because with the detailed information, they can make budget forecasting,
budget management etc with ease.

To automate the books, some company might give them a software that will be made just
for their business need, which will have different modules, like Purchasing (to track the raw
material cost), Inventory (to manage the entire stocks of materials), Human resource (to
enable them manage their Employees and Ex-employees with automated pay checks and
benefits), Order management (to manage all the orders and deliveries), and finally a
General Ledger (to give them an eye on the entire financials) combined together. This one
will be like a jackpot, everything together. But yes, they will have to pay a lot for it, just
because it’s made just for their business need with their business rules embedded on to it.

So what’s the solution now? Let someone come up with a software package, which will be
very generic in nature, however intelligent enough to be able to be customized based on
any business need and business rule.

We just discussed a software product that is similar to ERP. ERP is very generic software
that can be customized based on any business need. Although the design will be constant, it
will still have handles, so that the enterprises can tweak it, based on their business needs.
Again fail proof, as it’s tested and being used by a lot of other firms with a broad spectrum
of industries. It will also be capable of Inter-communications of Modules, which solves a lot
of the business logic implementation issues. Another big advantage of ERP is that, it is
frangible. The enterprise can pick modules that they want, club them together and then
start using it. They don't have to buy everything in an ERP. For an example, if someone
does not want a Material Management module, they just wouldn’t buy it. Buy everything
else and start using them. Oracle E-Business suite, PeopleSoft, SAP, Sage, MS Dynamics, JD
Edwards, Baan are few big names in the ERP space today.
Introduction to HRMS

Each and every enterprise needs people to manage and run its business. People are the
most basic and the most important ingredient of any business. It could be an NGO, a
Bank or a Robotics laboratory, no matter where the enterprise focuses on, it must need
people to run it. That is why it becomes necessary for the enterprise to store
organizational data along with employee data, and use them to manage the people
related to the enterprise effectively. This requirement creates the market for a system
called the Human Resource Management System.

Oracle E-Biz provides a very effective and scalable way to manage the Human Resource
of an enterprise. It is called Oracle human Resource Management System (a.k.a Oracle
HRMS / Oracle HCM). Oracle HRMS as a whole is a combination of few Sub Modules.
Each sub module supports one particular type of application / practice. The most
popular modules in Oracle HRMS are:

Oracle Human Resources: Also known as Core HR. This module helps managing
enterprise structures, and Organizational hierarchy, position hierarchy, supervisor
hierarchy etc. This module is the backbone of all the other sub modules in HRMS, also
holds true for any other module in E-Biz.

Oracle Payroll: Also known as Payroll. This one helps managing employee payroll
related details; whom all to pay, how much to pay, how to pay, when to pay, etc can be
managed through this module.

Oracle Advanced Benefits: Also known as OAB/ Benefits. This module accounts for
any non-monetary privileges provided by the enterprise for the employee. Life
Insurance, Medical claims, enrolments etc are managed through this module.

Oracle Time and Labour: Also known as OTL. This module tracks the time sheet
information of the employees. Who worked for how many hours, for which project or
order, overtimes etc can be managed through this module.

Oracle Learning Management: Also known as OLM, This module manages the
trainings and the competencies of a given enterprise. With this one can manage
employee training needs, hiring external trainers, setting up classes etc.

Oracle iRecruitment: Also known as iRec. This module is used for recruitment
processes. Managing applicants, vacancies, releasing offers etc are managed through
this.
Compensation Workbench: Also known as CWB. This module is used to manage and
budget the bonus, stock options etc. This empowers the enterprise with the statistical
analysis, external comparisons, for better decision making on Compensation.

Oracle Performance Management: Also known as Oracle Talent Management/

performance management / PMS (Performance Management System). This one deals
with the appraisals, competencies, proficiencies etc. This helps us to manage the
appraisal cycles as a whole.

Oracle Daily Business Intelligence for Human Resources: Also known as DBI, a very
powerful reporting tool for the HR and line managers. This is capable of summarizing
the employee related details, for better decision making.

Oracle Self Service HR: Also known as SSHR. Quite effectively used as an interface to
all other modules in HRMS, this module is like the face of HRMS. For an example, if an
employee were to go in and submit his time sheet, or check his pay check or ask for
training, this module gives him the interface. This is a web based interface that can be
configured and be available to the employees for their usage.

 Oracle Human Resources (HR)

 Oracle Payroll
 Oracle Self-Service Human Resources (SSHR)
 Oracle Performance Management
 Oracle iRecruitment
 Oracle Time & Labor (OTL)
 Oracle Learning Management
 Oracle Advanced Benefits (OAB)
 Oracle HRMS Intelligence (HRMSi)

1] Oracle Human Resources (HR)

Oracle Human Resources (HR) enables the efficient management of workforce data and supports
all standard HR activities, including workforce organization, development, and measurement.
Payroll processing is a fundamental business requirement that demands accuracy, timeliness, and
good financial controls.

What is Oracle Human Resources?

Oracle Human Resources (HR) is a proactive management solution that helps control costs while
developing and supporting an effective workforce. Among the many features of Oracle HR is the
ability to:

 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 benefits 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.

Oracle Human Resources provides the shortest route to fast, smart human resource management.

1. per_all_people_f
This table will provide us the very basic information about the employee. The very data
from the first screen we see when we open the ‘People -> Enter and Maintain’ form goes
into this table.
2. per_all_assignments_f
This table will store all the information which is been entered in the employee assignment
form.
3. per_addresses
This table will store all the information which is been entered in the employee address
form.
4. per_pay_proposals
This table will store all the information which is been entered in the employee salary
form.
5. per_person_types_tl
This table is used to find the type of the employee. This table is linked with the
per_all_people_f with the person_type_id to find out the type of person.
6. per_jobs_tl
This table will contain the various types of JOBS in oracle. This table is been linked with
the per_all_assignments_f table to retrieve the correct job name from the employee.
7. per_grades_tl
This table will contain the various types of GRADES in oracle. This table is been linked
with the per_all_assignments_f table to retrieve the correct grade name from the
employee.
8. hr_locations_all
This table will contain the various LOCATIONS in oracle. This table is been linked with
the per_all_assignments_f table to retrieve the correct location name from the employee.
9. pay_all_payrolls_f
This table will contain the various types of PAYROLLS in oracle. This table is been
 linked with the per_all_assignments_f table to retrieve the correct payroll name from the
employee.
10. per_pay_bases
This table will contain the various types of PAY BASES in oracle. This table is been
linked with the per_all_assignments_f table to retrieve the correct pay basis name from
the employee.
11. per_assignment_status_types_tl
This table will contain the various types of assignment types in oracle. The assignment
types generally would be ‘Active Assignment’ etc.. This table is been linked with the
per_all_assignments_f table to retrieve the correct job name from the employee.
12. per_person_type_usages_f
This table will store the correct person type of the particluar employee. We should never
depend on the person type present in the per_all_people_f table. Instead we need to link
the person_id with this table and get the correct person type.

2] Oracle Payroll

Oracle Payroll can help you ensure that all employees are paid on time and according to your
compensation rules.

Oracle HR and Oracle Payroll constitute a closely integrated HR system. Oracle HR and Oracle
Payroll windows are available under a single menu structure, sharing windows and underlying
tables wherever possible to eliminate redundant data entry, maintenance, and storage.

Oracle Human Resources and Oracle Payroll are separately licensed products.

Processing payroll is a very typical and fundamental business requirement

across enterprises. If we have human resource, we will have to pay them.
This sounds pretty simple. When we have 10 odd employees working in our
firm, and we write checks for them; this can be done with the help of a
spreadsheet and it won’t take a lot of time or resource to get something of
this sort to be done. But let's think about a big enterprise. Processing payroll
for a big enterprise is a gigantic task to do. It takes a lot of preparation just
for the payroll processing and again a lot of post execution steps to make
sure all the data are accurate and stored for further usage.

Do we simply write checks? What exactly do we do in the entire payroll process?

We do a lot of stuff, like calculating an employee's salary, calculating the amount to be paid
per pay period. Determining how to pay, by check or by direct deposit into a bank? Figuring
out if he had worked for the entire period, or was he on leave; if so, does that entail cutting
off some portion of his salary? OK, Once we know, how much to pay. What next? Taxes,
what are his incomes/ earnings? What should we deduct? Calculating the taxes based on
that, again processing the payroll, getting the checks / direct deposits in place. After all that
we should let our bank know, to debit that salary into his account. Will have to let my ledger
books know; out of which budget, how much has been given as pay checks. So there are a
lot of things.

Imagine doing all these by ourselves, without any software in place. Won’t we have to run
another enterprise, just to process pay checks for our firm? Yes it might take those many
numbers of people, just to do that job right. We are here to avoid that. We will use Oracle
Payroll for our firm.

Let’s take two minutes, and imagine Oracle Payroll has been successfully implemented in
our firm. Now we are trying to run our Payroll. For that Processing portion of it, Oracle
payroll, divides the entire payroll process in to three broad divisions:

 Pre-Processing
o Capturing salary
o Capturing time cards
o Running BEE process
 Processing
o PYU_GEN Process
o Retry and Rollback
o Quick pays
 Post-Processing
o Running Payroll Registers
o Tax remittance
o Gross to Net Calculation
o Determining Payment Methods
o Check writers / BACS / NACHA/ ACS / Garnishments / Manual Payments
o Payment Register
o Retro-Pay
o Reversals
o Advance Payments
o Archivers
o Costing
o Transfer to GL

A lot of words here sound like a foreign planet language, don’t they? We will go through
each and every step of it to understand what exactly happens in the entire course of payroll
processing. However we will have to first get Oracle Payroll Implemented and running.

What is Oracle Payroll?

Oracle Payroll is a high-performance, rule based payroll management system designed to keep
pace with changing enterprises and workforce needs.

Payroll managers require a solution to address unique requirements, and offer complex
calculations without losing the benefits of a standard supported package. Oracle Payroll offers
that capability via a unique, data driven approach that enables the definition and management of
diverse payroll requirements.

Among its many capabilities, Oracle Payroll delivers the power to:

 Process many payrolls quickly and easily in a single day.

 Define comprehensive personal payment methods.
 Quickly create complex calculation rules, such as union overtime, without programming.
 Efficiently check, double check, and reconcile payrolls.
 Make retroactive adjustments to past earnings and deductions.
 Examine employee payment histories at any time.
 Track and monitor employee costs via online access to payroll data.
 Disburse in multiple currencies.
 Transfer payroll information to the general ledger and to other accounting systems,
including project costing systems.
 Report on payroll results to the tax office and company executives.
 Maintain full security and integrity of payroll information, including historical
information.
 Enable access to information when required for inquiries and responses to pay queries.

Oracle Payroll enables fast, flexible, and accurate payroll processing from time capture to ledger
costing.

NOTE : - https://docs.oracle.com/cd/B25284_02/current/acrobat/115payug.pdf(Note for payroll

module take from this link)

Select an element set and assignment set if required. If yo

u are running a US
payroll, make sure that you have included the VERTEX seeded r
ecurring element
in your element set.

The Payroll Run

Process Part of a Payroll
Assignment Sets
Occasions when you need to use assignment sets for the payrol
l run include the
following:
• You need to process the night shift earlier than the rest of t
he payroll as they must
receive their pay advices the night before the rest.
• You need to process a correction run, as entries were not rec
eived in time for the
normal run and the overtime must be paid this period.
• You want to process an additional run for a long service awar
d which the enterprise
is presenting as a cheque/check to each qualifying employee
.
To fulfil these requirements you can select from a range of as
signments as follows:
• Include all assignments
• Include or exclude individually identified assignments
• Include or exclude certain groups of assignments, by using
a formula

Setting Up the Retro-Notification Report

You use the Retro-Notification report to identify any chang
es that have a retrospective
effect for payrolls that you have already run. You can define
the types of change that are
of interest to you by setting up an event group to specify the c
hanges. This involves
each of the following setup steps:
To enable dynamic triggers:
1. Navigate to the Dynamic Triggers window
2. Enable any dynamic triggers that are generated. It is impo
rtant to enable these
triggers to ensure your payroll processing updates each dat
abase table correctly. The
recommended minimum list of triggers to enable for the Retro
-Notification report is
as follows:
Table Name
Trigger Type
PAY_ELEMENT_ENTRY_VALUES_F
Update
PAY_ELEMENT_ENTRIES_F
Update
PAY_ELEMENT_ENTRIES_F
Insert
PAY_ELEMENT_ENTRIES_F
Delet
+++++++++++++++++++++

o define an event group:

1. Navigate to the Table Event Group window.
2. Enter a name for your Event Group, for example, Retro-Noti
fication Events.
3. Select Retro as your event groups type.
4. Save your entries.
5. Select the events that will produce notification if retro
spective changes occur. This
means that you should specify each of the following to identi
fy the type of update
and the database table to which it applies::
• Update Type
• Base Table Name
• Column Name
For example:
4-24
Oracle HRMS Payroll Processing Management Guide
Update Type
Table
Column Name
DateTrack Correction
PAY_ELEMENT_ENTRY_
VALUES_F
SCREEN_ENTRY_VALUE
DateTrack Update
PAY_ELEMENT_ENTRIES_
F
EFFECTIVE_START_DATE
DateTrack Update
PAY_ELEMENT_ENTRIES_
F
EFFECTIVE_END_DATE
DateTrack End Date
PAY_ELEMENT_ENTRIES_
F
DateTrack Insert
PAY_ELEMENT_ENTRIES_
F
DateTrack Delete
PAY_ELEMENT_ENTRIES_
F
1] PAY_ELEMENT_TYPES_F- Payroll Elements
Firstly, we create some elements, which get created in table PAY_ELEMENT_TYPES_F. The primary key is
a combination of element_type_Id along with Date Track columns.
When will you join to pay_element_types_f ?
1. To display the name of Element in Reports
2. When payroll runs, the results are stored in PAY_RUN_RESULTS, which stores a reference to
element_type_Id.

PAY_ELEMENT_LINKS_F - Payroll Element Links

To make payroll elements eligible to a group of people, you create Element Links.
See Elements Basics article that explains why Element Links are necessary.
The Primary key is ELEMENT_LINK_ID with date-track columns.
When will you commonly use element_link_Id ?
1. When querying on Element Entry[PAY_ELEMENT_ENTRIES_F], a join can be made using
ELEMENT_LINK_ID
2. The reason Oracle uses ELEMENT_LINK_ID in Element Entry to work out Costing Segments based on
Payroll Costing Hierarchy.

PAY_ELEMENT_ENTRIES_F & PAY_ELEMENT_ENTRY_VALUES_F - Tables effected when element entry

is done
These two tables are inserted into when fresh Element Entries are created.
PAY_ELEMENT_ENTRIES_F
Each Element that gets attached to an Assignment will have an entry in PAY_ELEMENT_ENTRIES_F.
For each assignment you will have one or more records in PAY_ELEMENT_ENTRIES_F table.
It is logical that PAY_ELEMENT_ENTRIES_F has following columns
 Assignment_id
Element_link_id
ELEMENT_TYPE_ID
This table is date-tracked too. Please do not ask my where there was a need to store both
ELEMENT_TYPE_ID and also ELEMENT_LINK_ID in this table.
Just storing the ELEMENT_LINK_ID could suffice. However, i guess Oracle did so for Performance
reasons.

PAY_ELEMENT_ENTRY_VALUES_F
This table stores a reference to PAY_ELEMENT_ENTRIES_F. In plain English, this table captures the entry
value for the elements.
The Input Value is stored in SCREEN_ENTRY_VALUE. The name suggests that it stores the Formatted
Screen value. However, I can assure you that SCREEN_ENTRY_VALUE stores the non formatted value.
For example screen might showHH:MM as 03:30, but SCREEN_ENTRY_VALUE will have 3.5
This table is date-tracked, and its primary key is INPUT_VALUE_ID.
Where can I commonly join INPUT_VALUE_ID to ?
To the payroll run results value table, i.e. PAY_RUN_RESULT_VALUES
You can also join to PAY_COSTS, if you wish to work out which input value contributed to a specific
Payroll Costed Amount.

SELECT * FROM PAY_ELEMENT_TYPES_F(PK: ELEMENT_TYPE_ID)

SELECT * FROM PAY_ELEMENT_LINKS_F(PK: ELEMENT_LINK_ID)

(To link PAY_ELEMENT_TYPES_F:ELEMENT_TYPE_ID)

SELECT * FROM PAY_ELEMENT_ENTRIES_F (PK: ELEMENT_ENTRY_ID)

(To link PER_ALL_ASSIGNMENTS_F :ASSIGNMENT_ID,
PAY_ELEMENT_LINKS_F :ELEMENT_LINK_ID,
PAY_ELEMENT_TYPES_F :ELEMENT_TYPE_ID)

SELECT * FROM PAY_ELEMENT_ENTRY_VALUES_F (PK:ELEMENT_ENTRY_VALUE_ID)

(To link PAY_ELEMENT_ENTRIES_F : ELEMENT_ENTRY_ID,
PAY_RUN_RESULT_VALUES : INPUT_VALUE_ID,
PAY_COSTS : INPUT_VALUE_ID)

select * from PER_ALL_PEOPLE_F (PK:PERSON_ID)

select * from PER_ALL_ASSIGNMENTS_F (PK:ASSIGNMENT_ID)

(To link PER_ALL_PEOPLE_F:PERSON_ID,
PER_JOBS:JOB_ID,
PER_GRADES:GRADE_ID,
PER_POSITIONS : POSITION_ID,
PER_BUSINESS_GROUPS:BUSINESS_GROUP_ID,
PER_ASSIGNMENT_STATUS_TYPES:ASSIGNMENT_STATUS_TYPE_ID,
HR_LOCATIONS :LOCATION_ID,
PAY_PAYROLLS_F : PAYROLL_ID)

SELECT * FROM PER_PERSON_TYPE_USAGES_F (PK: PERSON_TYPE_USAGE_ID)

 (To link PER_ALL_PEOPLE_F: PERSON_ID,
PER_PERSON_TYPES:PERSON_TYPE_ID)

SELECT * FROM PER_PERSON_TYPES (PK:PERSON_TYPE_ID)

(To link PER_PERSON_TYPE_USAGES_F : PERSON_TYPE_ID)

Below are the basic main tables between HR and Payroll

1) Pay_all_payrolls_f-> Payroll_id linked with PER_ALL_ASSIGNEMNTS_F.Payroll_id

2)Pay_personal_payment_methods_F->Assignment_id linked with
PER_ALL_ASSIGNEMNTS_F.Assignment_id
3)PAY_ORG_PAYMENT_METHODS_F->Payment_type_id linked
with pay_payment_types.Payment_type_id
4) PER_ALL_ASSINMENTS_F->Assignment_id linked withPAY_ELEMENT_ENTRIES_F.Assignment_id
5)PAY_ELEMENT_TYPES_F->ELEMENT_LINK_ID linked with PER_ELEMENT_LINKS_F.ELEMENT_LINK_ID
6)PAY_ELEMENT_TYPES_F-> element_type_id linked withpay_input_values_f.element_type_id
7)HR_ALL_POSITIONS_F->position_id linked with PAY_ELEMENT_TYPES_F.Position_id

Element Entry Related Tables

—————————
PAY_ELEMENT_TYPES_F
PAY_ELEMENT_ENTRIES_F
PAY_INPUT_VALUES_F
PAY_ELEMENT_LINKS_F

Payroll Run Related Tables

————————-
PAY_ALL_PAYROLLS_F
PAY_PAYROLL_ACTIONS
PAY_ASSIGNMENT_ACTIONS
PAY_RUN_RESULTS
PAY_RUN_RESULT_VALUES

Costing & Pre Payment Related Tables

————————-
PAY_COSTS
PAY_PAYMENT_COSTS
PAY_PRE_PAYMENTS

+++++++++++++++++++++++++++++++
http://oraclehrmsoverview.com/2015/03/24/oracle-payroll-processes-and-relevant-
payroll-tables/

3] Oracle Self-Service Human Resources (SSHR)

Oracle Self-Service Human Resources (SSHR) enables your workforce to use a web browser to
access HR information and perform personnel actions. The information an individual can access
is tailored to the individual's roles and information needs. You can: authorize employees to
maintain their own information, including personal profiles, benefits, and expenses; enable
managers to conduct performance reviews, transfers, and time and expense approval; and deliver
workforce intelligence to managers, HR professionals, and executives. Oracle SSHR is designed
for the needs of the casual or untrained user, with simple, intuitive navigation and configurable
user assistance integrated with the user interface.

Oracle SSHR is a separately licensed product. The self-service functions you can access depend
on your licensing arrangements for other HRMS products. For example, you can use the self-
service functions in Oracle Advanced Benefits only if you have licensed OAB.
What is Oracle Self-Service Human Resources (SSHR)

SSHR provides self-service human resource management for managers and employees. Using an
intranet and a web browser, employees and their managers now have easy to use and intuitive
access to personal data and career management functionality.

Oracle Workflow is used extensively in SSHR. SSHR uses Workflow to manage the flow of
information between employees and management. The workflow engine is used for business
process transactions and can route decision making through approval chains. For example, an
employee may apply for a job using the Apply for a Job function, and through a management
approvals process be informed and accepted into a job.

The workflow engine is also used to modify and configure much of SSHR.

Using SSHR you can:

 View employee or contingent worker information.

Managers can review information about employment, salary, performance, training,

absence, and job applications for each person within their security access. Employees and
contingent workers can view only their own records.

 Manage careers.
 This includes appraising employee's competencies, matching a person to a job or position
by competence, and planning succession.

 Perform web based recruitment using 'Candidate Offers'.

Candidate offers enables you to perform web based recruitment. Managers can seek
approval for an appointment, then advise job applicants, by letter, that they have been
successful. This function is offered with its own responsibilities.

4] Oracle Performance Management

Oracle Performance Management is a self-service product that enables enterprises to implement

an effective performance management system. It enables managers and employees to manage
performance management functions including objectives setting and appraisals process.
Enterprises can create and administer questionnaires for the various potential participants in the
appraisal process.

Oracle Performance Management is a separately licensed product.

Supplied Menus
Employee Self-Service Responsibility
Using the Employee Self-Service responsibility, workers can access:
Functions available with the Employee Self Service menu
Prompt
Function
Function Name
Performance Management
Employee: Performance
Management Page
HR_EMP_TALMGMT_SS
Appraisals
Employee: My Appraisals
Page
HR_EMP_MY_APPR_SS
Manager Self-Service Responsibility
Using the Manager Self-Service responsibility, managers can access:

Functions available with the Manager Self-Service menu

Prompt
Function
Function Name
Appraisals
Manager: Main Appraiser Page
HR_MGR_MN_APPR_SS
Performance
Management
Manager: Performance
Management Page
HR_MGR_TALMGMT_SS
View Appraisals Manager
HR_VIEW_APPRAISALS_MGR
_SS
View Appraisals Page
HR_VIEW_APPRAISALS_PAG
E_SS
Appraisal Summary Page
Appraisal Summary Page
HR_APPR_SUMMARY_SS
HR Professional V4.0 Self-Service Responsibility
Using the HR Professional V4.0 responsibility, HR Professionals can acc
Functions available with the HR Professional menu
Prompt
Function
Function Name
Questionnaire Administration
Questionnaire Administration
HR_QUEST_ADMIN_SS
Appraisals
View Appraisals Manager -
HR Sys Admin
HR_VIEW_SYSAPPR_MGR_S
S
Performance Management
Hr Manager: Performance
Management Page
HR_HRMGR_TALMGMT_SS
Manage Appraisal Templates
Manage Appraisal Templates
HR_MANAGE_APPR_TEMP
LATE_SS
Manage Competency
Templates
Manage Competency
Templates
HR_MANAGE_ASMNT_TE
MPLATE_SS
Manage Objective Templates
Manage Objective Templates
HR_MANAGE_OBJ_TEMPL
ATE_SS
Prompt
Function
Function Name
WPM: Concurrent Request
Log Display Page
HR_WPM_CONC_REQ_LOG
_PG
Appraisal Summary Page
HR_APPR_SUMMARY_SS
Hr Administrator Home page
HR_WPM_ADMIN_ACTION
_SS

5] Oracle iRecruitment

Oracle iRecruitment is a self-service module that offers a fully automated recruitment process. It
enables managers, recruiters, and candidates to manage all phases of recruitment, from vacancy
definition through recruiting and hiring new employees. Oracle iRecruitment supports both
internal and external users (such as visitors to recruitment sites) and is highly configurable to
reflect the enterprise image. It can provide reports of your recruitment process, allowing you to
monitor its effectiveness.

Oracle iRecruitment is a separately licensed product.

6] Oracle Time & Labor (OTL)

Oracle Time & Labor (OTL) is a web-enabled time-recording application that enables you to
reduce the costs associated with time and attendance record keeping. OTL ensures all employees
are paid correctly and on time, it reduces administration costs by providing self-service time
reporting for workers, and it shares worker time-related information with other Oracle
applications, such as Oracle Projects and Oracle Payroll.

Oracle Time & Labor is a separately licensed product.

See Oracle Time & Labor Overview, Oracle Time & Labor Implementation and User Guide

7] Oracle Learning Management

Oracle Learning Management is an enterprise learning management system (LMS) that enables
you to train your workforce effectively and at lower cost. Oracle Learning Management enables
you to manage, deliver, and monitor your online and classroom-based training: you can
efficiently assemble and deliver learning content; you can provide the most appropriate
combination of classroom and online training; and you can measure the effectiveness of your
training initiatives.

In Oracle Learning Management, self-service access is available not only to the learner but also
to those responsible for administration and content management, offering improved efficiency
and a lower cost of implementation for managing the learning environment.

Oracle Learning Management is a separately licensed product.

See Introduction to Oracle Learning Management, Oracle Learning Management User Guide

8] Oracle Advanced Benefits (OAB)

Oracle Advanced Benefits (OAB) is a benefits application that enables you to define and manage
benefits programs in support of your enterprise's missions and objectives, while addressing the
diverse and complex requirements of evolving benefits practices and governmental regulations.
OAB's web-based self-service functionality enables you to both improve service and reduce
enrollment costs. You can easily create and modify eligibility rules and other criteria without
customizing the application, and you can use advanced analytical tools to evaluate the
effectiveness of your benefits programs.

Oracle Advanced Benefits is a separately licensed product. Your Oracle Human Resources
license includes Standard Benefits, a more limited set of benefits administration features.

What is Oracle Advanced Benefits?

In addition to the powerful compensation and benefit functionality included in Oracle Human
Resources, Oracle also offers Oracle Advanced Benefits. Oracle Advanced Benefits enables the
setup and administration of a complete benefits offering for enterprises managing their own
benefits administration.

Oracle Advanced Benefits delivers the following key functions:

 Pre and post-enrollment communications

 Web and interactive voice response (IVR) enrollment for cafeteria and exceptions
 Default and mass enrollments
 Enrollment process monitoring
 Life event management (for example, new hires, transfers, relocations or age changes)
 Web-based what-if eligibility analysis
 Flexibility spending account claims processing and reporting
Oracle Advanced Benefits provides a total compensation framework, setting the stage for
exciting and new compensation solutions.

9] Oracle HRMS Intelligence (HRMSi)

The Oracle HRMS products together hold vast amounts of HR data that, intelligently organized
and presented, can facilitate enterprise management and decision making. Oracle HRMS
Intelligence (HRMSi) is a configurable analysis tool that provides structured and comprehensive
access to your HR data. For example, HRMSi provides predefined reports that enable you to
analyze budgets, view employee development and performance data, analyze salary trends, and
monitor vacancies and recruitment. You can configure the predefined reports, and you can also
define your own reports.

Using HRMSi's web-based interface, you can perform ad hoc queries of HR data, and you can
reduce administrative costs by distributing reports using the same web-based interface. HRMSi
also provides a performance management framework: you can define targets and receive alerts
when workforce changes become critical.

Oracle HRMSi is a separately licensed product.

See Reports and Processes in Oracle HRMS, Oracle HRMS Configuring, Reporting, and System
Administration Guide

Is Oracle HRMS a Multilingual, Global Application?

Yes. Oracle HRMS offers the best of both worlds in the same installation. Oracle provides non-
legislative information common across all countries, plus localized information specific to each
country.

Oracle also enables you to run HRMS in more than one language on a single database. This
enables you to enter and report on information using more than one language. For example, your
base, or source language, could be French, but you could also install German and English. You
would then be able to enter and produce reports in French, German and English.

Human Resource Model

The human resource model is both flexible and adaptable. It is flexible, so that you can reflect
the needs of different companies, or different groups within the same company. It is adaptable,
so that you can easily change the basic model as your enterprise changes.

Modeling Human Resource Information

People

In Oracle HRMS, you can hold information about current and former employees, applicants,
contingent workers, and contacts such as relatives and dependents.

In addition to standard information such as addresses, nationality, interview records,

qualifications, and absence information, you can define any other special information you need
to hold for people. For example, you can define what information to hold on medical history,
previous employment, or outside interests.

You can also record employment information, such as hours of work and work choices.

Oracle HRMS holds one integrated set of employee-related information. Payroll users access the
parts of this information they require, while enterprise business rules determine who is
responsible for entering and maintaining it.

Work Structures

Work structures represent the different ways in which your workforce can work within your
enterprise. They provide the framework for defining the work assignments of your workforce.
They enable you to manage the information about your enterprise that is independent of your
workforce. 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 your internal organizations (such as departments or divisions),
payrolls, jobs or positions, grading structures, and any special workforce groupings that you use
in your enterprise.

There is one integrated set of work structures for human resource and payroll users.

Compensation and Benefits

In Oracle HRMS you can define your own types of compensation and benefits, and the business
rules you want to apply to them. As you change policies, move people within your enterprise,
and adjust their individual remuneration packages, the system maintains their compensation and
benefit history.

For example, suppose you want to define a special type of payment and make this available only
to employees who work at a particular location. In Oracle HRMS you use a compensation
element to represent the payment. You define the business rule as a link between the element and
the specific location. Then when you assign employees to the location, they automatically
become eligible for the payment.

Assignments

In Oracle HRMS, the assignment describes employees'and contingent workers' 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 or contingent worker, 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 and contingent workers within the work
structures of the enterprise. In this way, an employee's assignment determines their eligibility for
compensation and benefits.

You can use assignments to identify major groups of people within the enterprise for
management, for reporting and costing, and for compensation and benefit planning and
administration.

Shared Information in Oracle HRMS

For all Oracle HRMS applications, you enter and maintain the same fundamental information
about your structure and operations, your workforce and their assignments and employee
compensation and benefits. You then add the specialized information you need specifically for
human resources, or payroll management or benefits administration.

Common Information
The common core of fundamental information used for human resources, payroll and benefits
administration includes:

 Your operational basics:

o Payrolls with their calendars and pay periods
o Currencies and methods of payment you use
 Your organizational structure:
o Internal organizations, such as companies, divisions, departments, work groups,
or production team
o External organizations of key importance to you, such as employment agencies,
tax authorities, or union headquarters
o Organization location information, including addresses and telephone numbers
o Hierarchies showing the relationships between your organizations
o Any grade and grade scale structures you use
 Your workforce essential personal information, such as:
o Name and address
o Marital status
o Birth date
o Nationality
o Ethnic origin
 Your workforce current work statuses, such as:
o Active assignment
o On maternity leave
o Terminated
 Your employees' assignments to:
o Internal organizations
o Grades, or grades and grade steps
o Jobs, or jobs and positions
o Salary bases for quoting pay, such as hourly or annual
o Payrolls
 Your contingent workers' assignments to:
o Supervisory details
o Assignment rate types and assignment rates
o Supplier details
 Elements of your employees' pay and benefits:
o Earnings such as salary, wages, commissions, bonuses, allowances
o Employer charges such as employer contributions to legislatively-mandated or
private insurance or pension plans
o Deductions such as contributions for union dues or employee stock purchase
plans
o Nonpayment benefits such as vacation time or a company car

Shared Windows in Oracle HRMS

While many of the windows in your system relate exclusively to the human resources, payroll or
benefits functions, some include information relevant to more than one function. These latter
windows are shared windows.

Shared windows can include some information fields relevant to both human resources and
payroll users, and other fields for information specific to either human resources or payroll users
but not both.

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

Users with an HR User profile

These are restricted in their use of fields on certain windows. In particular they:

 Do not see certain fields on the Element window, which are only required if you are
processing elements
 Cannot assign employees to a payroll if both Oracle Payroll and Oracle Human
Resources are installed

Also, in all legislations, apart from the US, they:

 Do not see the Statutory Information field in the Payroll window

 Cannot adjust element entry Pay Values

Oracle HRMS Implementation Guide

The Oracle HRMS Implementation Guide identifies tasks you need to perform after installing the
HRMS applications and before making them generally available to your users. It includes:

 Descriptions of post-installation utilities

 A general implementation checklist to help you identify the Oracle HRMS functions you
want to implement
 Implementation flowcharts to guide you through the implementation of all major
functional areas
 Technical essays that explain some fundamental aspects of Oracle HRMS
Oracle HRMS Configuring, Reporting, and System Administration Guide

The Oracle HRMS Configuring, Reporting, and System Administration Guide describes how to
configure the application to meet your requirements. Tasks it addresses include:

 Controlling user access to data and functions

 Auditing changes to Oracle HR data
 Downloading Oracle HR data to generated Microsoft Excel or Word documents on the
desktop using Web ADI
 Generating letters
 Adding fields to windows and defining additional information for existing fields
 Setting up user tables and lookups
 Extending user types and statuses
 Using and configuring predefined alerts
 Customizing form processing using custom code
 Enabling context-sensitive links to web pages and information provider web sites
 Defining task flows by linking windows in an appropriate order
 Using the People Management Configurator to design windows
 Defining different versions of windows using CustomForm

Oracle HRMS Enterprise and Workforce Management Guide

The Oracle HRMS Enterprise and Workforce Management Guide describes how to define and
manage the infrastructure of your enterprise in Oracle HR. Tasks it addresses include:

 Defining and classifying organizations

 Defining locations
 Enabling the automatic creation of HR organizations
 Defining and managing jobs and positions
 Defining and managing hierarchies of organizations and positions
 Posting and routing transactions
 Reorganizing the workforce
 Estimating and managing HR budgets
 Defining and managing people types and employment groups
 Setting up employment agreements and complying with legal requirements

Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide

The Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide describes
all aspects of workforce management and development in Oracle HR. Tasks it addresses include:

 Recording and maintaining personal information about employees, applicants, contingent

workers, and contacts
 Creating and maintaining contracts
 Recording and maintaining information about an individual's assignment to an
organization, job, or position
  Setting up self-service information for individuals
 Terminating employment and placements
 Reporting on the workforce
 Defining and measuring workforce competencies and qualifications
 Planning careers and succession
 Matching workers to opportunities
 Evaluating and appraising the workforce

Oracle HRMS Payroll Processing Management Guide

The Oracle HRMS Payroll Processing and Management Guide describes all aspects of payroll
definition and implementation in Oracle HR. Tasks it addresses include:

 Setting up and managing payrolls

 Defining payment methods and payslip contents
 Defining and processing statutory deductions, and reporting on those deductions
 Running the payroll, performing post processing on a successful payroll, and correcting
an unsuccessful payroll
 Running a payroll for an individual employee using the QuickPay process
 Applying retrospective changes to the payroll using the RetroPay process
 Making payments in advance
 Identifying underpayments and overpayments
 Correcting payrolls using retries, reversals, and rollbacks

Oracle HRMS Compensation and Benefits Management Guide

The Oracle HRMS Compensation and Benefits Management Guide describes all aspects of
compensation management in a modern enterprise. It supports both Standard Benefits (included
in Oracle HR) and Oracle Advanced Benefits (OAB). Tasks it addresses include:

 Defining and processing the components of a compensation and benefits package

 Defining and managing the policies and business rules that govern allocation of
compensation and benefits to employees
 Reporting on compensation and benefits in the enterprise
 Designing and managing your benefits plan, and defining eligibility requirements
 Implementing grade-related compensation packages
 Setting up compensation and awards programs
 Managing leave and other types of absence
 Managing life events, setting up flexible benefits programs, and managing participation

Oracle HRMS FastFormula User Guide

Oracle FastFormula is a simple way to write formulas using English words and basic
mathematical functions. Oracle FastFormula performs calculations or comparisons on data taken
from a window, a database, or a process, and returns values or messages. The Oracle HRMS Fast
Formula User Guide describes:
  Techniques for writing formulas
 The supplied sample formulas
 How to write formulas for specific purposes

Oracle HRMS Deploy Self-Service Capability Guide

Oracle Self-Service Human Resources (Oracle SSHR) enables workers and managers to
participate in HR activities using a web browser. Oracle SSHR has simple, intuitive navigation
and configurable user assistance integrated with the user interface. The Oracle HRMS Deploy
Self-Service Capability Guide describes how to implement, extend, and manage Oracle SSHR.
Tasks it addresses include:

 Setting up SSHR
 Using generic and function-specific configuration options
 Controlling user access to data and functions
 Using the supplied workflows and configuring them using Workflow Builder
 Personalizing the SSHR page layouts
 Implementing approval mechanisms for transactions carried out by SSHR users
 Using SSHR for all HR tasks

Oracle HRMS iRecruitment Implementation Guide

Oracle iRecruitment is an online recruitment system that enables you to manage all recruitment
activities using a single self-service interface. The Oracle HRMS iRecruitment Implementation
Guide describes how to implement and manage Oracle iRecruitment. Tasks it addresses include:

 Setting up Oracle iRecruitment

 Using configuration options
 Controlling user access to data and functions
 Personalizing page layouts
 iRecruitment functions
 Extending iRecruitment
 Reporting on the recruitment process

Oracle HRMS Deploy Strategic Reporting (HRMSi) and Strategic Reporting

(HRMSi) User Guide

Oracle HRMSi provides a web-enabled suite of strategic reports that provide summaries and
details of HRMS application data. It also provides the tools to enable you to create your own
reports.

Oracle HRMS Deploy Strategic Reporting (HRMSi) provides instructions and checklists for
implementing the HRMSi modules:

 Discoverer Workbooks and End User Layer (EUL)

 Discoverer Analytics Reports (for business analysts)
  Performance Management Framework (for assessing enterprise performance using Key
Performance Indicators (KPIs)
 Data Warehouse
 HTML Reports
 Daily Business Intelligence for HRMS

The Strategic Reporting (HRMSi) User Guide explains how the information in each type of
report is derived, identifies the types of business questions the reports can address, and describes
report parameters. It is organized by functional area, such as Leave and Absence Management,
Recruiting and Hiring, and Learning Management.

Accessing the Online Help

There are two ways of accessing the online help:

 While you are using a window in the Professional User Interface, click on the Help
button - this displays the context-sensitive help for that topic.
 While you are browsing through the online help, selecting topics from the left hand
navigator, rather than from the Help button in a context-sensitive window.

Obtaining Online Help for Your Localization

When you click on the Help button in a window, you should see the help topics that are specific
to your localization. If you do not see your local topics, ask your system administrator to check
that the Help Localization Code user profile is set to the correct code for your HRMS
responsibility. For example, US is the correct code for the United States localized help.

For a list of all help localization codes, see: Help Localization Code, Oracle HRMS Configuring,
Reporting, and System Administration Guide

Consistent Arrangement of Information

We arrange our information by functional area rather than strictly by product, and you can see
this organization of material applied consistently in all our documentation and curriculum.

Our functional areas are:

 Enterprise and Workforce Management - which includes details about work structures for
organizations, locations, jobs and positions, as well as details about budgeting and
costing. This area also includes details about person types and assignment statuses, as
well as information about managing your employees and contingent workers.
 Workforce Sourcing and Deployment - which includes details about iRecruitment and
recruiting using HRMS.
 Talent Management - which includes details about Training Administration and
iLearning, as well as competence management, and career and succession planning.
  Compensation and Benefits Management - which includes details about defining
earnings, deductions, grades, compensation and awards, and benefits programs for
savings, pensions, health and welfare. This area also includes leave and absence
management.
 Payroll Management - which includes details about defining payroll groups and types of
payment, setting up taxation rules, running the payroll processes for each stage of the
payroll cycle, and analyzing the results of the payroll process.
 Time Management - which includes details about defining work schedules and applicable
rules, and managing time entry for your workforce.
 Human Resources Information Systems - which includes details about security and audit,
as well as desktop integration for your HR management system. This area also includes
the common information on configuring SSHR and HR Intelligence for all functional
areas, and information about common interface configurations such as System Extract,
BEE, Data Pump, and Payroll Backfeed.

Because we use this same arrangement of information in all documentation and curriculum, you
should find it easier to locate the information or training you need. For example, if you want to
find out about budget management, you would start by looking at the Enterprise Management
section in the online help, or in the Enterprise Management curriculum for training.

Information Types are Common to All Functional Areas

Whichever functional area you use, you can expand the left hand navigation by clicking on a
topic that interests you, such as Enterprise Modeling. You'll see the following arrangement of
information for every topic, enabling you to access the type of information you require quickly
and easily.

 Enterprise Modeling (Contains the Overview information type)

 Requirements (The Requirements information type)
 Sub grouping of related Enterprise Modeling topics (Detailed information, key concepts).
 How To's (Procedural information types)

Overviews in HRMS Online Help

The Overview information type identifies the key terms and concepts that you and other users
need to know about, and explains why you need to know them. This explanation also includes
any Oracle-specific terms such as 'elements', 'date track' or 'events'.

Presenting these terms in the overview helps explain what you can do, why you'd want to set up
some features, and so on. It helps you to get the most out of the product functionality. The
overview also helps set the scene so you can see what you need to read (or ignore), how the
subsequent topics fit together, and what you can expect to get from the feature.

Your Business Needs in HRMS Online Help

The Requirements information type uses a question and answer format to explain how the feature
meets your business needs. For example, "Can you associate salary changes with performance
reviews?" , "Can you create any type of training event?" and so on. This explanation of the
feature helps you to identify whether the feature or functionality meets the needs of your
enterprise.

The Requirements information type does not explain how the feature works, but instead explains
what the feature does, what business problems it solves, and showcases why you might want to
use it.

Detailed Information in HRMS Online Help

We then break down any key terms, concepts or Oracle terms identified in the overview to
provide you with further information before you go ahead and use the application. Typically, we
include explanations of structures you need to set up, or options you might want to adapt the
feature to the needs of your particular enterprise.

Procedural Information in HRMS Online Help

We also provide procedural information to enable you to perform a specific task. This grouping
of information is referred to as a "How To". For example, "How to create an organization", or
"How to schedule an event". You might also need to refer to a process topic to identify where a
procedural task fits into the broader picture.

If you access the online help from a window, context-sensitive help displays a page that lists all
the tasks you can perform in the active window, including which reports or processes you can
run. You select the item that is of the most interest to you, and the online help then displays
details about the task that you selected.

Multilingual Oracle HRMS

Oracle HRMS enables you to manage information in a wide variety of languages. To help you
enter and retrieve information in the language of your choice, HRMS provides you with the
following features.

Multiple Addresses Styles

Every country has its own address style, for example in Italy you can enter the province and in
Malaysia you can enter the region. Oracle HRMS enables you to select the correct country
address style.

See: Changing Default National Address Styles, Oracle HRMS Configuring, Reporting, and
System Administration Guide
National Identifiers

Each country has its own method of identifying its citizens. For example, in the UK it is the
National Insurance number, in the US it is the Social Security number, and in Canada it is the
Social Insurance number.

For supported localizations you can select the correct national identifier for your site and then
check on entry that identifiers have the correct national format. For example, in the UK the
format is 'AADDDDDDA', where A is a letter and D is a digit, while in Canada it is DDD DDD
DDD.

If your localization is not supported, you can define your own validation.

Dates and Numbers

Oracle HRMS enables you to enter dates and numbers in any format and then translates this into
the national format supported by your legislation. For example, you do not have to enter a date in
a prescribed format such as DD/MM/YYYY. You can enter the date how you want, and HRMS
automatically configures it in the national format defined for your site.

Similarly, you do not have to enter numerical information in a prescribed format. For example,
US usage has previously required the format 1,000.0 whereas German usage has required the
format 1.000,00. You can now enter the number without explicit formatting, as the correct
format for your site will be automatically configured.

Translating Information

Oracle HRMS enables you to install additional languages on top of your base or source language.
You can then enter information in key fields in your additional languages using the Translations
window. This is accessed by choosing the Translation icon on the toolbar, or by choosing the
View > Translations menu option. The translated information you enter is then used if you print
reports or log on to Oracle HRMS in this language.

HRMS windows where the Translation icon is available are:

 Organization
 Location
 Person Types
 Assignment Statuses
 Element
 Input Values
 Balance
 Organizational Payment Method
 Element Classifications
 Absence Attendance Type
See: Creating Translations for a Record, Oracle E-Business Suite User's Guide

The following fields are also translatable, and the Translation icon appears in windows where
you can update these fields:

 Competence aliases, descriptions and behavioral indicators

 Rating scale names and descriptions
 Rating level names and behavioral indicators
 Qualification details
 Position posting descriptions, security requirements, and amendment information

The following fields are partially translatable:

 Job names
 Grade names
 Competence names
 Position names

Only those parts of the key flexfield name that are derived from value sets appear in translation,
using the translated values for the value sets. Value sets can be translated using the Translations
window.

Note: The translation of the value set must be available before the flexfield is created, otherwise
the translation does not appear in the field name.

Multilingual Reports

Oracle HRMS enables you to print HRMS reports in the languages of your choice. Depending on
the type of report, Oracle HRMS either:

 Enables you to select the language in which to print the report

 Prints the report in the language, or set of languages, depending on the report parameters
you select

See: Multilingual Reporting, Oracle HRMS Configuring, Reporting, and System Administration
Guide

Managing Change Over Time

A key requirement for any enterprise is the ability to manage change confidently and effectively.
Typical enterprise changes include corporate restructuring, departmental reorganization, mergers
and de-mergers of companies, centralization or decentralization of control and decision making,
employee development and turnover.

In Oracle HRMS, you can change each of the major parts of your enterprise model without
having to redefine the other parts.
To manage the changes to your enterprise, information within your enterprise is either dated or
datetracked

Dated Information

Work structures are an example of information that is dated. You can attach dates to your work
structures to manage different versions over time. You retain previous versions for historical
information and you can create future-dated versions to prepare for reorganization in advance.

You can also set up in advance the business rules, including compensation and benefits,
associated with the new structures. These become effective on the date you specify, avoiding a
workload peak.

The information in Oracle HRMS about your locations, organizations, jobs, positions, grades,
payrolls and other work structures is also dated information. All dated information has From and
Todates, that is, dates from and to which it is in effect in your enterprise. For example, when
defining a position, you enter a date from which it starts. To close it down, you give it a date to
which it remains valid.

Oracle HRMS does not permit you to assign your workers to structures on dates earlier than their
Date From, or later than their Date To. Similarly, the system protects you from building
eligibility rules for compensation and benefits based on work structures that have not yet gone
into effect, or are out of date.

Consider using a fixed date, such as 01-JAN-1901 as the start date for all your initial work
structures. By choosing a date like this you can immediately identify all of your implementation
definitions. You should use accurate dates for all subsequent definitions.

Dated Versions of Hierarchies

You can structure the organizations and positions you enter in Oracle HRMS into organization or
position hierarchies that serve various purposes. Reporting hierarchies, for example, reflect
reporting lines within your enterprise.

You maintain both dates and version numbers for these hierarchies, to keep a history of your
hierarchies as they change over time.

To build a new version of a hierarchy, you can copy an existing one and make the necessary
changes to it. When you save the new version the system automatically gives the previous
version an end date.

DateTrack

In contrast to work structures, which are simply dated, other key dynamic information in Oracle
HRMS is datetracked. This includes information on workers, assignments, and 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.

You can identify windows containing datetracked, rather than dated, information by the presence
of a region labelled Effective Dates.

Effective Date Reminder

When you are new to DateTrack, you may find it useful to be reminded of your effective date
whenever you open a window where you can enter or change datetracked information. The
reminder appears in a Decision window and asks whether you want to change your effective
date. If you choose Yes, the Alter Effective Date window displays.

There is a user profile option called DateTrack:Reminder that determines when the Decision
window appears. There are three possible values for this profile option:

 Always
 Never
 Not Today

The Not Today value causes the reminder to appear when you navigate to a window where you
can change datetracked information and your effective date is not today's date.

You can set the value of this profile option in the Personal Profile Values window.

Datetracked Information and History

Oracle HRMS maintains a continuous record of changes made to datetracked information. When
you view a record in a datetracked window, it shows you a snapshot of the information on your
effective date. The Effective Dates region on the datetracked window shows you the dates
between which the snapshot is valid.

Suppose you are viewing an assignment with an effective start date of 01-JAN-1999 and no
effective end date. This means that the assignment was created or last changed on 1 January
1999, and the snapshot information you are viewing is still valid. There have been no changes to
the assignment since 1 January 1999, and there are no future dated changes.

To find out whether the assignment existed before 1 January 1999, you should use DateTrack
History.
If there is an effective end date, you know that the record was either deleted or changed on the
next day. To find out whether the record continues to exist, you can set your effective date to the
day after this end date, or use DateTrack History.

When you update datetracked information, you are prompted to choose between Update and
Correction.

If you choose Update, Oracle HRMS changes the record as from your effective date, but
preserves the previous information. If you choose Correction, Oracle HRMS overrides the
previous information with your new changes. The start and end dates of the snapshot you have
corrected remain the same.

Example of Correction Versus Update

Suppose you hire two new employees, Jack Lee and Julie Summers. A few weeks later Julie gets
married. At the same time you discover an error in Jack's record relating to his nationality.

You update Julie's information by setting your effective date to the date of her wedding and
entering her new married status, her change of name, and new next of kin information. Her
previous personal information, which was valid until her wedding, remains in her record.

You correct Jack's wrong nationality by setting your effective date to his hire date and entering
the correct nationality. By choosing Correction, you put the record right, from the beginning.
You should check whether there is an end date in the Effective Dates region of Jack's record. If
there is, you have only corrected the first snapshot of the record. Set your effective date to the
day after the end date, and make the correction again. Continue in this way until the To field is
blank, indicating that you have reached the last snapshot of this record.

New Records

You cannot create a record and then update it on the same day. If you try to do this, Oracle
HRMS warns you that the old record will be overridden, and then changes Update to Correction.
This is because DateTrack maintains records for a minimum of a day at a time.

Future Updates

Using DateTrack, you can make future updates. For example, suppose you are relocating an
employee, with six months notice. You decide to enter the relocation on the system straight
away. So you set your effective date to the first day when the employee will be at the new
location, and change the location on the assignment.

Later that month you promote the employee to a new grade. So you set your effective date to
today's date and change the grade on the assignment. Oracle HRMS checks to see whether the
record has a future update scheduled. It finds that the location changes in the future and prompts
you for the type of update you now want to make. You have two choices:
Insert: This simply inserts the change before the next scheduled change. This is the correct
choice for the example. The employee would be promoted from today. The future-dated
relocation still takes place in six months time.

DateTrack Date Security

There is a DateTrack:Date Security user profile option, which determines whether you can
change your effective date. Your system administrator sets this profile option. You can check its
value on the Personal Profile Values window. There are four possible values:

 All: You can change to any other effective date.

 Future: You can change between today's date and any future dates.
 Past: You can change between today's date and any past dates.
 Present: You cannot change to a date other than today.

DateTrack Deleting Options

When you delete datetracked information, Oracle HRMS prompts you with the following
options:

End Date: This ends the record on your effective date. When you re-query the record, this end
date displays in the To field.

Purge: This totally removes the record from your database.

If there are any future updates to the record after your effective date, Oracle HRMS may prompt
you with another two options:

All: This removes all future updates to the record. The current snapshot is valid until you make
another change.

Next: This removes the next future update to the record. It then resets the current snapshot's end
date to the end date of the deleted update.

You do not always see all of these options when you choose to delete. Some windows do not
allow all four operations.

Setting Your Effective Date

When you log on to Oracle HRMS, your effective date is always the current date.

Additional Information: If you set the profile option DateTrack:Login Date with a value the
effective date will default to this date instead of the current date.

To view information current at another date, or to make retrospective or future-dated changes,

you need to change your effective date.
To set your effective date

1. Save any outstanding information you have entered or changed, then choose Alter
Effective Date from the Tools menu.

The Alter Effective Date window opens.

2. Enter a new effective date and choose OK.

If your current window is a "top-level" window (one called directly from the Navigator),
your new effective date remains in place until you reset it or exit Oracle HRMS. If your
current window is not a top-level window, your new effective date only applies while you
are working in the current window and any windows subsidiary to it. When you return to
a top-level window, your effective date is reset to its previous value.

Note: In certain special cases, when you change your effective date on a subsidiary
window, Oracle HRMS returns you to the previous window, and you may have to re-
query the records you want to view or update. This protects the integrity of these records.

So long as your effective date remains different from the server date, it is displayed in the
title bar of every window.

Removing an End Date

If you have mistakenly set an end date on a datetracked record, you can remove it.

To remove an end date

1. Set your effective date to the day the record ends.

2. Choose Delete Record from the Edit menu.
3. Choose the DateTrack delete option Next. This removes the next change to the record,
which is the end date. Save your work.

Viewing the History of Datetracked Information

To see all the changes made to a datetracked record over time, use DateTrack History.

Note: In the second window of the DateTrack History window the From Date and To Date
values are not queried directly from the Effective date fields. They are derived values, based on
the other displayed columns in the Full History window. Where the other displayed columns
values are the same between adjacent database rows then they are merged together into one
displayed row. This feature enables you to see the data values for the fields you are interested in
and when they have actually changed. The displayed rows are recalculated when the list of fields
to be displayed is changed.

To view DateTrack History

 1. Choose the DateTrack History icon from the Toolbar.

The DateTrack History Change Field Summary window opens. Each row shows which
fields were changed on the From date.

2. Choose the Full History button if you want to open a DateTrack History folder showing
the value of each field between the effective dates. The row for the current snapshot
(corresponding to your effective date) is highlighted.

You can use the Folder menu to select the fields to view in the folder.

Note: It is possible to customize the information displayed in the Folder by modifying the
DateTrack History view for the underlying table.

See: Customizing the Presentation of Data in a Folder, Oracle E-Business Suite User's
Guide

Organization Structures
Organization Structures Overview

Oracle HRMS provides you with organization management functionality to represent the
operating structures of your enterprise.

Representing Organization Structures Using Oracle HRMS

Using the Configuration Workbench for your implementation, you can configure the Oracle
eBusiness Suite of applications to represent the management and operating structures of your
enterprise.

The Configuration Workbench delivers an integrated configuration management toolset for HR

systems and assists in the evaluation, configuration, deployment, and maintenance of HR
applications. The workbench uses a configuration interview, to review the decisions and
operational questions you make about setting up your enterprise using Oracle HRMS.

The Configuration Workbench configuration process suggests a combination of business groups

and organizations to satisfy your integrated legal, financial, organization and employee
management needs using Oracle HRMS. The suggested combination of business groups and
organizations uses one of the following configuration models:

 A single operating company working within the legislative rules of a single country.
 A single operating company working within the legislative rules of multiple countries.
 Multiple operating companies working within the legislative rules of a single country.
  Multiple operating companies working within the legislative rules of multiple countries.

These configuration models define the basic information model to represent any enterprise. You
can add other location and internal work structures that represent your internal organization or
reporting structures for specific legal, personnel, and financial management requirements.

You can plan and implement new working structures ahead of time using graphical charts. The
hierarchy diagrammer enables you to create organization and position hierarchies to reflect
reporting lines and control access to information in your enterprise. See:

Organization Hierarchies –

Position Hierarchies :-

 Professor
 Developer
 Accountant

Positions represent a specific instance of a job, such as:

 Assistant Professor of Sociology

 Senior Software Developer
  Payroll Accountant

Reporting on Organization Structures

Oracle HRMS and Oracle HRMSi enable you to produce several reports to satisfy the statutory
requirements for your legislation and meet your business analysis needs. For example:

 Oracle HRMS enables employers in the U.S. to generate reports to comply with the
VETS-100 government reporting requirements. The report lists the number of special
disabled and Vietnam era veterans a U.S. enterprise employs in each of the nine job
categories.
 Oracle HRMS provides you with a standard organization hierarchy report to view the
relationships between organizations and their managers within a hierarchy.
 Oracle HRMSi offers the Organization Separation Report to investigate the performance
of your best and worst organizations based on the workforce changes in an organization.

Trigger

+++++++++++

Database Triggers:
Trigger Name : SSP_PER_T1
Trigger Time : AFTER
Trigger Level : ROW
Trigger Event : UPDATE
Eg] SSP_PER_T1
AFTER
ROW
UPDATE

((new.date_of_death is not null and old.date_of_death != Recalculate SSP/SMP if the

person dies
or their date of birth is changed. new.date_of_death) or (new.date_of_birth is not null
and
old.date_of_birth != new.date_of_birth))
Trigger
Trigger
Trigger
Trigger

Name
Time
Level
Event

2] Trigger Name : PER_ALL_PEOPLE_F_OVN

Trigger Time : BEFORE
Trigger Level : ROW
Trigger Event : INSERT, UPDATE

Eg] PER_ALL_PEOPLE_F_OVN
BEFORE
ROW
INSERT, UPDATE

This trigger maintains the object_version_number column when a record is modified

via an
interface which does not support the object_version_number explicitly. This ensures the
object_version_number is maintained consistently.

Oracle Proprietary, Confidential Information––Use Restricted by Contract

Detailed Design
++++++++++++

Responsibility – Global HRMS Manager

Global HRMS Manager → People → Enter and Maintain

1] Search for ‘Employee name’

Click on ‘Find’ button

2] Click on ‘Address’ tab to search employee address

3] Click on ‘Picture’ tab to upload the employee picture
4] Click on assignment tab to check the employee assigned to which
‘Job,position,grade,salary information,supervisor’
A] Click on ‘Salary information’ tab
B] click on ‘Supervisor information’

C] Click on ‘Prohibition and Notice Period Information’

D] Click on ‘Standard Condition’

E] Click on ‘Statuory Information’

F] Click on ‘Salary Information’
G] Click on ‘Salary History’

H] Click on ‘Peer Average’

I] Click on ‘Per comparison’

J] Click on ‘Salary Market Data’

K] Click on ‘Entries’
L] Click on ‘Entry Values’
M] Click on ‘Others’
N] Click on ‘Miscellanous’

O] Click on ‘Special Ceiling’

P] Click on ‘Project Information’

Q] Click on ‘Grade Ladder’

R] Click on ‘Purchase Order Information’

S] Click on ‘Barning Unit’

5] Click on ‘Employment’ tab
6] Click on ‘Office Details’ tab
7] Click on ‘Applicant tab’

8] Click on ‘Further Name’ tab

9] Click on ‘Others’

Data flow for HRMS module

+++++++++++++++++++++
People

++++++++++++

In Oracle HRMS, you can hold information about current and former employees,
applicants, contingent workers, and contacts such as relatives and dependents.

In addition to standard information such as addresses, nationality, interview records,

qualifications, and absence information, you can define any other special information
you need to hold for people. For example, you can define what information to hold on
medical history, previous employment, or outside interests.

You can also record employment information, such as hours of work and work choices.

Oracle HRMS holds one integrated set of employee-related information. Payroll users
access the parts of this information they require, while enterprise business rules
determine who is responsible for entering and maintaining it.

++++++++++++++++

Compensation and Benefits

In Oracle HRMS you can define your own types of compensation and benefits, and the
business rules you want to apply to them. As you change policies, move people within
your enterprise, and adjust their individual remuneration packages, the system
maintains their compensation and benefit history.

For example, suppose you want to define a special type of payment and make this
available only to employees who work at a particular location. In Oracle HRMS you use
a compensation element to represent the payment. You define the business rule as a link
between the element and the specific location. Then when you assign employees to the
location, they automatically become eligible for the payment.

++++++++++++++

Assignments

In Oracle HRMS, the assignment describes employees'and contingent workers' 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 or contingent
worker, 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 and contingent workers
within the work structures of the enterprise. In this way, an employee's assignment
determines their eligibility for compensation and benefits.

You can use assignments to identify major groups of people within the enterprise for
management, for reporting and costing, and for compensation and benefit planning and
administration.

Payroll

Navigation: Payroll  Description

For faster pay processing, a group of employees are sorted using Payroll, whose pay
processing can be done with a single frequency. The payroll frequency could be
monthly, semi-monthly, weekly, daily etc. An employee is put on a payroll by assigning
the payroll to the employee assignment. Payroll data is date tracked. To assign a payroll
to an employee assignment, the payroll needs to be effective as of the effective date of
the assignment.
 Tables
PAY_ALL_PAYROLLS_F – PAYROLL_ID is linked with
PER_ALL_ASSIGNMENTS_F.PAYROLL_ID

++++++++++++++++++++++

Payment Methods

Navigation: Payroll  Payment Methods

Payment method is the way by which the employee would prefer to receive the pay.
Payment method could be check, cash or NACHA.

Tables
PAY_PERSONAL_PAYMENT_METHODS_F – ASSIGNMENT_ID is linked with
PER_ALL_ASSIGNMENTS_F.ASSIGNMENT_ID

PAY_ORG_PAYMENT_METHODS_F – PAYMENT_TYPE_ID is linked with

PAY_PAYMENT_TYPES.PAYMENT_TYPE_ID

+++++++++++++++++++++

select * from per_all_people_f -- employee info

select * from per_all_assignments_f -- employee assignment info

select * from PAY_ALL_PAYROLLS_F -- payroll info

link between

PAY_ALL_PAYROLLS_F, per_all_assignments_f is PAYROLL_ID

PAY_PERSONAL_PAYMENT_METHODS_F – ASSIGNMENT_ID is linked with

PER_ALL_ASSIGNMENTS_F.ASSIGNMENT_ID

PAY_ORG_PAYMENT_METHODS_F – PAYMENT_TYPE_ID is linked with

PAY_PAYMENT_TYPES.PAYMENT_TYPE_ID

Benefits and Compensation

Compensation and benefits for the employees are the integral part for any enterprise.
The compensations and benefits can be setup in Oracle HRMS. All types of
compensation and benefits and the rules that determine who will be paid what benefits,
when and how often could be set up.
With the date track option available, future dated changes can be done to take care of
policy changes. Compensation heads such as earnings, deductions and other items set
ups is discussed here. Please, refer the Appendix – A for benefits set ups.
These heads are set up using elements.

Benefits and Compensation

Compensation and benefits for the employees are the integral part for any enterprise.
The compensations and benefits can be setup in Oracle HRMS. All types of
compensation and benefits and the rules that determine who will be paid what benefits,
when and how often could be set up.

With the date track option available, future dated changes can be done to take care of
policy changes. Compensation heads such as earnings, deductions and other items set
ups is discussed here. Please, refer the Appendix – A for benefits set ups.

These heads are set up using elements.

Element
Navigation: Total Compensation  Basic  Element Description

This data is date tracked. The effective date for an element could be selected such that
any historical entries could be made. Reporting name of the element is the name that
appears on the reports. Primary classification states the purpose of the element. E.g.
earnings, information, Employer liabilities, voluntary deductions etc.

Type of the element could be recurring (occurring periodically) or nonrecurring

(occurring just once). Termination rule would be the rule when the element entries need
to be stopped for an employee. Generally, Actual Termination is selected. Multiple
Entries Allowed should be checked to receive more than one entry.
INPUT AND Output currencies will be based on the legislation. Additional information
is stored in the Further Information field.

Input Value
Navigation: Total Compensation  Basic  Element Description  Input Values

Up to 12 input values can be defined for an element. This data is date tracked. The name
should be entered and the units. Units could be Hours, Money etc. To hold the payroll
run results, the input value needs to be defined as Pay Value. The element input value
could be required or optional. Default, minimum and maximum values could be
entered. Minimum and Maximum value will help in validation.

Element Link

Navigation: Total Compensation > Basic > Link

Element links are used to determine which group of people is eligible for which
elements.

The element, for which the link has to be created, needs to be selected in the window. In
the eligibility criteria, the element can be linked to an organization, Job, Grade, People
Group, Location, Position, Payroll, Employment Category and Salary Basis. The check
box ‘Link To All Payrolls’ will link the element to all the employees.

Tables
PAY_ELEMENT_TYPES_F

PAY_ELEMENT_ENTIRES_F

PAY_INPUT_VALUES_F

PAY_ELEMENT_LINKS_F

Date Tracking
Functional aspects of date tracking have been explained before.

Date tracking enables to restore history after any changes have been done. Not all data
in HRMS is date tracked. Technically, the tables ending with a ‘_f’ store the date tracked
information. The primary key for such table comprises of an id field (e.g. person_id in
per_all_people_f), effective_start_date and effective_end_date.

A condition needs to be put in every query to check for the effective start date and
effective end date in order to fetch a single record.

Different Date track modes while updating the data are as follows:

Consider a small example. An assignment has start date 1-Jan-2001 and no effective end
date (End of time 31-Dec-4712). The record is being viewed on 1-Jan-2005 from the
application.

Some changes are done to this assignment and these need to be saved. The system gives
two options, Correction and Update

Correct
If Correction is selected, the current record with effective start date 1-Jan-2001 is
updated with the new changes. i.e. there remains just one record after Correction is
done.

Update
If Update is selected, a new record is created from 1-Jan-2005 till 31-Dec-4712 with the
latest changes that are done. The existing record is end dated on 31-Dec-2004 and has
the previous details. Thus, a history record is created that has the historical data.

If a record is updated on the same day when it was created and Update mode is
selected, the mode is automatically changes to Correction.

Future Dated Changes

Consider the above assignment.

There are two records:

Start Date  End Date

1-Jan-2001  31-Dec-2004

1-Jan-2005  31-Dec-4712

Effective date is set to 1-Jan-2004, displaying the first assignment record. Some changes
are done and saved. Now, as of 1-Jan-2004, future dated change exists, which will
become effective from 1-Jan-2005.

In such cases the system prompts for two options when the changes are saved:

Insert and Replace.

Insert
This will insert a new record before the next scheduled change. The change in future
will be effective as of the start date of the change.

i.e. the new assignment records will be:

Start Date  End Date

1-Jan-2001  31-Dec-2003

1-Jan-2004  31-Dec-2004

1-Jan-2005  31-Dec-4712

Replace
This option will replace the next future change with the current change. The future
change will not exist anymore.

i.e. the new assignment records will be:

Start Date  End Date

1-Jan-2001  31-Dec-2003

1-Jan-2004  31-Dec-4712

Global HRMS Manager -> Hiring Applicants

People Management Details

People Management Data Organizer

Maintaining Visa

People Mangement Details

Salary Management

Person Benefits Balances

Benefits Assignment

Participation Override

General
Eligibility

Eligibility
Wave

Override
Grades: Work Structures>Grade>Description

Grades: Work Structures>Grade>Grade Rate

Global HRMS Manager

Total Compensation -> Basic -> Element Description

Total Compensation>Basic>Write Formula: Allowance Calculation

Total Compensation>Basic>Write Formula: Formula Results

HRMS Table and its link

++++++++++++++++++++
PAY_INPUT_VALUES_F:is the DateTracked table that holds the definitions of the
input values associated with a specific element.Primary Key:INPUT_VALUE_ID

Join condition - ELEMENT_TYPE_ID

++++++++++++++++++++++++++
pay_element_types_f : This table contains the definitions of elements, which are the
units used to build all earnings and benefits. NOTE: Users must not enter information
into the Developer Descriptive Flexfield columns of this table. These are reserved for the
use of localization and verticalization teams, for entry and maintenance of legislative
or industry-specific data.
Join condition - ELEMENT_TYPE_ID
+++++++++++++++++++++++++
PAY_ELEMENT_LINKS_F:is the DateTracked table that holds the eligibility rules that
link elements to groups of employees.
Join condition - ELEMENT_TYPE_ID
ELEMENT_LINK_ID

++++++++++++++++++++++++++
PAY_ELEMENT_ENTRIES_F:is the DateTracked table that holds the list of element
entries for each assignment
Primary Key Column:COST_ALLOCATION_KEYFLEX_ID.

Join condition - ELEMENT_LINK_ID

select * from pay_element_types_f petf,pay_input_values_f pivf,pay_element_links_f

pelf,pay_element_entries_f peef
where pivf.ELEMENT_TYPE_ID = petf.ELEMENT_TYPE_ID
and petf.ELEMENT_TYPE_ID = pelf.ELEMENT_TYPE_ID
and pelf.ELEMENT_LINK_ID = peef.ELEMENT_LINK_ID
and petf.element_name = 'Federal Tax Levies'
and pivf.name = 'Pay Value'

PER_ALL_PEOPLE_F: DateTracked table holding personal information for employees,

applicants and other people. Primary Key:PERSON_ID .The columns
START_DATE,EFFECTIVE_START_DATE and EFFECTIVE_END_DATE are all
maintained by DateTrack. The START_DATE is the date when the first record for this
person was created.
Join condition – Person_id
++++++++++++++++++++++++++++++++++++++++

PER_ALL_ASSIGNMENTS_F:Employee and applicant assignment details.And is the

DateTracked table.The ASSIGNMENT_TYPE is E for an employee assignment, and A
for an applicant assignment.EX_EMP for an X-Employee.Primary
Key:ASSIGNMENT_ID.Employee can have Multiple Assignments But need to hold one
primary Assignments.

Join condition – Person_id

ASSIGNMENT_ID

++++++++++++++++++++++++++++++++++++++

PAY_ELEMENT_ENTRIES_F:is the DateTracked table that holds the list of element

entries for each assignment
Primary Key Column:COST_ALLOCATION_KEYFLEX_ID

Join condition - ELEMENT_LINK_ID

ELEMENT_ENTRY_ID

+++++++++++++++++++++++++++++++++++++++++++

PAY_ELEMENT_ENTRY_VALUES_F:is the DateTracked table that holds the actual

values entered for a specific element entry.

++++++++++++++
5 key flex field structure that we should define before defining business group

Job , position , Grade , People group and cost allocation

STEP1 : DEFINING FLEXFEILD

STEP2 : DEFINE JOB FLEXFEILD

After you have specified your requirements to take best advantage of

the flexibility of Oracle HRMS for recording and reporting Job
information in your enterprise, the implementation sequence which
you follow is:
1.
Define Job Flexfield Value Sets
If you want to validate the values which a user can enter for any
segment you must define a specific Value Set.
The attributes of the Value Set will control the type of values that
can be entered, and how many characters each segment can hold.
The attributes of the Value Set will also control how the values are
to be validated.
Value Sets can be shared by different segments of the same
flexfield, or by segments of any other flexfield
Freeze and Compile Your Job Flexfield Structure
You are now ready to freeze your Job Flexfield definition. Navigate
to the Define Key Flexfield Segments window. Enter Yes in the
Freeze Flexfield Definition field and save your changes. Oracle
Human Resource Management Systems now freezes and compiles
your Job Flexfield definition. Compiling the flexfield definition
enables the Job Flexfield window with the defaults, values and
rules that you have defined.
Define Key Flexfield Segments

Job : Choose Work Structures -> Job -> Career Path Name in the Navigator
Job for constituency

Choose Work Structures -> Organization -> Description

Job evaluation
Work structure -> job -> description

Job Grade (CA)

Work structure -> Job -> Job Grade

Job Group
Work structure -> Job -> Job group

Job requirement

Work structure -> Job -> description

Mass update assignment

People -> Mass update of a person -> Mass update of Applicant assignment

Mass employee assignment update

People -> mass update for a person -> Mass update of employee and assignment

Legal Employer Information

(AU)
1.
Choose Work Structures -> Organization -> Description in the Navigator.
2.
Enter or query an organization.
3.
Select GRE/Legal Entity and choose the Others button.
4.
Select Legal Employer

STEP3 : DEFINING POSITION

After you have specified your requirements to take best advantage of

the flexibility of Oracle Human Resource Management Systems for
recording and reporting Position information in your enterprise, the
implementation sequence which you follow is

You are now ready to freeze your Position Flexfield definition.

Navigate to the Define Key Flexfield Segments window. Enter Yes
in the Freeze Flexfield Definition field and save your changes.
Oracle Human Resource Management Systems now freezes and
compiles your Position Flexfield definition. Compiling the flexfield
definition enables the Position Flexfield window with the defaults,
values and rules that you have defined.

Work structure -> Postion -> Description

Work structure -> position -> Mass move

STEP4 : - GRADE

Work Structure -> Grade -> Description

Work Structure -> Grade -> Grade Rate

STEP5 : PEOPLE GROUP FLEXFIELD

STEP6 : DEFINING COST ALLOCATION FLEXFIELD

STEP9 : Enable Currencies

Enable Currencies
This is a task for your System Administrator.
All major currencies are predefined with Oracle Applications. The
codes used are the ISO standard codes for currencies. However, you
must enable the specific currencies you want to use for your base
currency, or for any compensation and benefit information.
The ’base currency’ is the default currency used by your Business
Group

STEP10 : Define ALL HRMS USER

Define ’View All’ HRMS User

This is a task for your System Administrator.
Before you can access any of the HRMS forms you must create a new
Application User with access to one of the default Responsibilities
supplied with the system.

STEP11 : QUICK CODE VALUES

QuickCodes supply many of the lists of values in Oracle HRMS. For

example, both Title and Nationality in the Person window use
QuickCodes.
Some QuickCode Types have been predefined. You only need to define
values for these types.
QuickCode Values are the valid entries that appear in the list of values.
They make choosing information quick and easy, and they ensure that
users enter only valid data into Oracle HRMS
You can add new QuickCodes Values at any time. You can set the
Enable Flag
for a Value to No, so that it will no longer appear in the list
of values, or you can use the Start and End Dates to control when a
value will appear in a list.

STEP12: STEUP ADE

Step 12
Step 13
2 – 19
Implementation Steps
Implementation Steps: Application Data Export (ADE) and Hierarchy
Diagrammers
You can set up Application Data Export (ADE) to export information
from your Oracle HRMS database to other applications.
You can also graphically create and maintain your Organisation and
Position hierarchies, known as Hierarchy diagrammers. Organisation
and Position hierarchies reflect reporting lines in your enterprise. The
Hierarchy diagrammers are launched within Oracle HRMS from
Application Data Export (ADE). You must have ADE installed to use
them.
Set Up ADE
You can use ADE to launch another application within Oracle HRMS.
Applications are invoked and run in another window on your desktop.
You can invoke ADE in three different ways:
•
Standalone mode
. ADE is invoked from your PC desktop and
run independently, without accessing your application.
•
Application mode
. ADE is invoked from a button on your
application toolbar and run within your application.
•
Letter request mode
. ADE is invoked from the Merge button in
the Request Letter window in Oracle HRMS or Oracle Training
Administration.
ADE comes with its own set of documentation and online help.
See: Setup Overview,
Oracle Application Data Export User’s Guide.
Control Access to the Hierarchy Diagrammers
If you want to graphically create and maintain your Organisation and
Position hierarchies, you must control access to the Hierarchy
diagrammers.
The Hierarchy diagrammers come with their own set of documentation
and online help

STEP13 – CONTROL ACCESS TO HIERARCHY DIAGRAM

If you want to graphically create and maintain your Organisation and

Position hierarchies, you must control access to the Hierarchy

diagrammers

STEP14 – LOCATION

Define Locations
Use this window to define each work location used by your enterprise.
You define each location and address once only. This saves you time if
you have several organizations with the same address.
Location
This window contains information that is shared with users of other
Oracle Applications, such as, ’Inventory Organization’

STEP15 : Define Business Group

A Business Group is a special class of organization. Every Business

Group can have its own set of default values, with its own internal
organizations, grades, jobs, positions, payrolls, employees, applicants,
compensations and benefits.
Note:
A ’Setup’ Business Group is supplied with Oracle
HRMS. This business group is used by the default
responsibility. You can use this business group with all of its
default definitions as the starting point for your own Business
Group, or you can define other business groups to meet your
own needs
•
Enter Business Group identification information and enter the
appropriate key flexfield structures.
•
Enter any defaults that apply to the whole business group
•
When you save a new business group the system will generate a
’view all’ security profile for this new group. This is linked to
the
base–user
of the Oracle HRMS tables

Step 16 : Create ’View All’ Access to the Business Group

You cannot change these definitions after they have been saved.
Create ’View All’ Access to the Business Group
This is a task for your System Administrator. If you are using the Setup
Business Group supplied with Oracle HRMS, you can omit this step.
See: Security in Oracle HRMS,
(Oracle Payroll or Oracle Human Resources
User’s Guide)
System Profile Values
1. Select the default responsibility.
2. Query the HR:Security Profile option and enter the name of the
view–all security profile for your Business Group. By default this
is the name of your Business Group.

STEP17 – DEFINE ORGANIZATION

Organizations are the basic work structure of any enterprise. They

usually represent the functional, management, or reporting groups
which exist within a Business Group.
In addition to these internal organizations you can define other
organizations for tax and government reporting purposes, or for third
party payments

Enter a unique name for every organization in the business

group.
•
Enter classifications as appropriate
Use HR Organization if you want to include this in any
employee assignment
– Enter default Work Schedule details to prorate pay for
employees who do not submit timecards for payroll.

STEP 18: DEFINE ORGANIZATION HIERARCHIES

A Business Group can include any number of organizations. You can

represent your management or other reporting structures by arranging
these organizations into reporting hierarchies. An organization can
belong to any number of hierarchies, but it can only appear once in any
hierarchy
Step 18
Step 19
2 – 22 Oracle HRMS Implementation Guide
– Use HR Organization if you want to include this in any
employee assignment
– Enter default Work Schedule details to prorate pay for
employees who do not submit timecards for payroll.
•
For Cost Center reporting you can enable a segment of the
Cost
Allocation
flexfield with a qualifier of Organization.
If you intend loading historic assignment details into Oracle HRMS,
make sure you enter valid dates. You cannot assign an employee to an
organization before the start date of the organization.
Suggestion:
Consider using a fixed date as a default for your
initial setup, for example, 01–JAN–1901. This will simplify
your data–entry.
Define Organization Hierarchies
A Business Group can include any number of organizations. You can
represent your management or other reporting structures by arranging
these organizations into reporting hierarchies. An organization can
belong to any number of hierarchies, but it can only appear once in any
hierarchy.
Organization Hierarchy
Suggestion:
You may find it easier to define the primary
reporting hierarchy using the top organization and one other.
Then you can add organizations into the hierarchy when you
make your definitions in the Organization window.
Organization reporting lines change often and you can generate a new
version of a hierarchy at any time with start and end dates. In this way,
you can keep the history of your organizational changes, and you can
also use this feature to help you plan future changes.
When you use DateTrack you see the ’current’ hierarchy for your
effective date

Define Roles
Oracle HRMS lets you define the roles that employees perform as Jobs
or Positions, or a combination of both.

STEP 19 - Define Jobs

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.

STEP20 – DEFINE POSITION

In Oracle HRMS a position is a job within an organization. Positions are generally used
where roles are fixed within a single organization. If you decide to use positions you
may want to use jobs to identify the common job groups of individual positions.
•
You must define jobs before you define positions.
•
A ’Position Name’ is a unique combination of values in the
segments of the position flexfield structure that you have linked
to your Business Group.
•
If you intend loading historic assignment details into Oracle
HRMS, make sure you enter valid start dates for your positions.
•
You cannot assign an employee to a position before the start date
of the position

STEP21 - Define Primary Position Reporting Hierarchy

You can structure positions into hierarchies to show detailed position
reporting structures. You can also use position hierarchies to define
security profile groups within your enterprise, or to define career
progression paths for positions.
Each position can belong to any number of hierarchies at the same
time, but can only appear once in any hierarchy.
You should define the primary reporting hierarchy as part of your
implementation of positions. The first version of your hierarchy should
show your reporting structures when you implement Oracle HR
You can generate a new version of a position hierarchy at any time with
start and end dates. This allows you to keep the history of your
reporting structures, and to use the system to plan future changes. The
dates you enter are used to identify the ’current’ hierarchy for all
reporting and inquiry purposes. When you use DateTrack you see the
’current’ hierarchy

STEP22: DEFINE GRADES

Grades show the relative status of employees within an enterprise and

are often used as the basis for eligibility to Compensation and Benefits.
The Grade Name is a unique combination of values in the segments of
the job flexfield structure that you have linked to your Business Group.
You can define Valid Grades for jobs or positions which will be used to
cross check the details a user enters as part of the
Employee Assignment
.

STEP23 – DEFINE GRADE RATE

Grade rates are normally used to show valid rates of pay which are directly related to
grades. These can be expressed as a fixed value, or as a range of values
When you define a grade rate you are setting up a table of values. You
can use these values with an employee’s grade to control, or compare,
the salary of the employee.
•
You can use grade rate values in a formula to validate the input
value of any element for an employee.
•
Grade rate values are used to calculate comparatio values in the
View Employee Grade Comparatio window and in the Salary
Administration window for salary validation.

STEP24 – DEFINE PAY SCALE

Pay scales are used commonly in government and regulated or

unionized enterprises where actual values of pay are defined as a ’pay
scale’, a ’schedule’, or a ’spine’. Characteristics of this functionality are:
•
A single scale of points and values is used to establish the actual
pay for a grade group
•
Each point in the pay scale has a single value
•
Grades can have a number of distinct
steps
, with each step given
a single point in the pay scale
•
An employee assignment to a grade includes a point, or step
value, and the point value determines the actual pay of the
employee The first step in this process is to define the

Pay Scales
you want to use.
You can have any number of different pay scales in Oracle HRMS.
Each scale has its own set of points which may be characters or
numbers.
In this environment it is common to find an automatic incrementing of
employee pay based on length of service or on a fixed date. When you define the Pay
Scale you define the points in the incrementing sequence
you want to use.
A predefined incrementing process is supplied with Oracle HRMS.
This will automatically increment step and point values for employees
using a fixed date

Total Compensation -> Programs and Plans -> Plan design wizard(Plan design copy)

Global Pay Scale

Work Structure -> Grade -> Pay Scale

STEP25 – DEFINE PROGRESSION POINT VALUES

You define a pay value for each point on the pay scale. These values
are DateTracked

STEP26 – DEFINE GRADE SCALE

Define the valid points for each grade as a numeric sequence of steps.
A grade can have any number of steps. Steps do not always have the
same interval as the pay scale points. For example, you may have a
pay scale with points from 1 to 10, and a Grade which has 5 steps with
points in the sequence 3, 5, 7, 8, and 9

work structure -> grade -> grade steps and points

STEP27 – DEFINE PAYMENT METHODS

Standard categories of payment methods such as Cheque and Direct Deposit are
predefined with your system. You can define your own names for each of these
methods, and if you have installed Oracle Payroll you can also use these methods to
control payments to your employees.
You can define multiple payment methods for the same category.
For example, you might have different source bank accounts for
payments. After you assign an employee to a payroll you can enter payment details for
each employee in the Personal Payment Methodwindow. For example, for employees
who work overseas, you may want to record more than one payment method with
different percentages, and currencies.

Organizational Payment method

Payroll -> Payment Methods

Personal Payment

People -> Enter and Maintain -> Query Employee -> Assignment -> others and
Payment methods

1.
Choose People -> Enter and Maintain in the Navigator.
2.
Enter or query an employee
.
Choose the Assignment button.
4.
Choose the Pay Method button, or choose the Others button and select Pay Method.
Or:
1.
Choose Fastpath -> Pay Method in the Navigator.
2.
In the resulting Find window, query the person
Vaild Payment Method

Payroll -> Description

.
Choose Payroll -> Description in the Navigator.
2.
Enter or query a payroll.
3.
Choose the Valid Payment Methods button
STEP28 – Define consoladition set

When you define your Business Group the system will automatically
generate a default Consolidation Set. If you have not installed Oracle
Payroll you can skip this step.
Consolidation sets are used by Oracle Payroll where you want to gather
the results from different payroll runs into a single set for reporting or
transfer to other systems. You can define any number of additional
consolidation sets.

STEP29 – DEFINE PAYROLL GROUP

You define your own payroll groups to meet your business needs for processing and
payment. For example, you may have a monthly and a weekly payroll but you might
want to manage and process your weekly payroll by plant location. In this case you
could define one monthly payroll and two weekly payrolls, one for each plant Select the
Period Type and an End Date for the First Period

•
Enter the number of years you want to generate
– You can increase this number when you need to generate
new calendar years
The system automatically generates your payroll calendar with
the correct start and end dates for each pay period and year.
These dates are correct for the legislation of your Business Group and you can modify
the generated dates to take account of any special holidays.
Cut–off and payment dates are for information and reference
only. They do not determine when your payroll is processed or
when employees are paid. You control this when you set up and
administer your payroll processing.
•
Enter all valid payment methods for employees on each payroll.
The method must be valid for the payroll before you can use it
for an employee.

Oracle HRMS uses elements to represent all types of earnings,

deductions and benefits. Elements hold the information you need to manage
compensation and benefit administration

STEP30- DEFINE NEW QUICK CODE TYPES

You define new QuickCode Types to create additional lists of values to validate any
element input value with a character datatype

STEP31 – DEFINE NEW QUICK CODE VALUES

You add new QuickCodes Values at any time. You can set the
Enable Flag for a value to ’No’, so that value will no longer appear in any list of values.
When you add or change QuickCode Values you should sign on again to use the new
value.

STEP32 – DEFINE USER TABLE

With Oracle HRMS you can set up any number of ’User–DefinedTables’. A user–
defined table is a ’matrix’ of columns that hold different values for the same row.
For example, you may want to set up a single table to hold union pay rates, deductions
and benefit levels for different job groups. Use the rows to hold ’Job Group’ and the
columns to hold the specific values for each job group.
comparison for row values
•
Define column headings
•
Enter row values
Enter column values for each row in the table
STEP33 – DEFINE ELEMENT VALIDATION FORMULA

When you define input values you can use a formula to validate any entry to that input
value
The formula has one Input only:
ENTRY_VALUE(char)
•
The formula must return a predefined status code for success or
error:
FORMULA_STATUS = ’S’ or ’E’
•
You can also return a message for the user, which is displayed in
a message window:
FORMULA_MESSAGE = ’ ...

STEP34 – DEFINE ELEMENTS AND INPUT VALUES

Elements are the basic components of all compensation and benefit

types. You can also use elements to represent tangible items
distributed to employees, such as tools or safety equipment

For each element you can:

•
define up to 15 input values
•
make one input value the ’Pay Value’ for the element
Note:
If you set the
Process In Run
flag to ’Yes’ a pay value will
be created automatically.
You must set this flag to ’Yes’ if you want to process this type
of element in a payroll run.
•
set validation options for each value
– a fixed value
– a value range
– a list of values using QuickCodes
– a formula
•
set
Hot
and
Cold
Defaulting Rules

STEP35 – DEFINE ELEMENT LINKS

You can give an entry to an employee only when they are eligible for
that element. Employees are eligible for an element when their
assignment details match the link details.You can link an element to any combination of
organization, group,grade, job, position, payroll, location, employment category or
salary
basis

A
Standard
link will automatically start entries for all eligible
employees. This will happen as soon as the employee
assignment matches the link.
•
If the link is not standard, employees are eligible but you must
enter elements manually or through a batch process.
•
An employee cannot be eligible for an element in two different
ways at the same time. For example, you cannot define a link
between Salary and Job and then define another link between
Salary and Grade.
Note:
You can date effectively end a set of element links and
define a new set of links which take effect the next day. You
cannot enter an element for an employee before the start date
of the element link.

Activating Predefined Elements

When you install Oracle HRMS a number of predefined elements are
installed. These elements represent the legislative deductions that are
processed in the payroll run. To activate these predefined elements you
need only define links for them.
– PAYE Details
–NI
–GAYE
– Court Orders
– EAS Court Order (Only applies in Scotland)
– CMA Court Order (Only applies in Scotland)
If you have installed Oracle Payroll you will also have all of the
formulas and balances you need for processing these deductions. If
you have not installed Oracle Payroll, you can still use these elements
to record information for transfer to your own payroll system.

Tax Code
’BR’
–
Tax Basis
’Cumulative’
–
NI Category
’A’ or ’D’ (Use category D if the majority of
your employees are enrolled in a company pension scheme.)

STEP36 – DEFINE OR CUSTOMIZE PAYROLL BALANCE

Define or Customize Payroll Balances

You can define other balances. For example, you might want to define
a special balance to calculate a ’Stop Rule’ on a recurring deduction.
You might also need to define a special balance for calculating
retroactive payments

STEP37 – WRITE PAYROLL FORMULA

You write the formula for every element that you want to process in a
payroll run

STEP38 – DEFINE FORMULA RESULTS RULE

When you process an element in a payroll run the system will calculate
the results using a formula. The results of the formula are the values
you include in the Returnstatement to end the formula. The result
rules define what will happen to each of the results produced by the
formula.
When you activate any earnings or deduction type the system will
generate the formula results and the rules for each result. If you
customize the formula you may also have to customize the results.
You can calculate any number of different results in a single formula.
The different types of result are:
•
Direct
•
Indirect
•
Message
•
Stop Recurring
•
Update Recurring

STEP39- DEFINE PROPOSAL REASONS AND RATING

You can associate salary administration with an employee evaluation

and performance review process. You enter this information in the
Salary Administration window.
•
Define QuickCode values for PROPOSAL_REASON
•
Define QuickCode values for PERFORMANCE_RATING

STEP40 – ACTIVATE SALARY

Activate Salary
If you have not already done this, you should define your Salary
element

STEP41 – DEFINE SALARY BASIS

A Salary Basis defines a relationship between the input value of a

salary element and a grade rate. It also establishes the period for which
a salary is quoted

•
You can have any number of salary administration groups with
different administration bases.
•
Use meaningful names, such as
Salaried
or
Waged
.
•
You can record Grade Rates at one frequency and salary amounts
at another. For example you might want to enter employee
salary as an annual amount but record rates as monthly values
STEP42 – DEFINE ELEMENT LINKS FOR SALARY

You can use different elements to administer salary for different groups
of employees, for example ’hourly–paid’ and ’salaried’. You define the
eligibility rules for your different salary elements to make sure the right
element is always used
You must enter the salary basis in the Assignment window for an
employee before you can use the Salary window to enter the value
2 – 36 Oracle HRMS Implementation Guide
In Oracle HRMS you can define a set of elements:
•
to restrict access to elements using
Form Customization
•
to distribute costs across a
Distribution Set
of elements
•
to process a restricted set in a
Payroll Run

STEP44 – DEFINE PERSON TYPES

Oracle HRMS lets you define your own names to identify the ’types’ of
people in your system. These include all types of employees,
applicants and contacts, as well as current and ’ex–’ types
You can change these default names or define any number of new user
types. For example, you might want to use Person Type to identify
employees who are on a fixed term contract, or you might want to
record Special Information for dependants of employees who are a
special category of
External
Person Type

People -> Total Comp Enrollement -> Person Primary Care Provider
Other Definitions -> Person Types
Choose Fastpath -> Person Type usage
STEP45 – DEFINE ASSIGNMENT STATUS FOR EMPLOYEE

With Oracle HRMS you can identify the status of employees in each
assignment using your own names. For example, you might want to
define a special status to identify assignments which have been
Suspended
while the employee is temporarily assigned to another role.
Five employee user statuses are predefined
Work structure -> status

STEP46 – DEFINE PERSONAL ANALYSIS KEY FLEXFIELDS

The Personal Analysis Key Flexfield is used to record special personal

information which is not included as standard information. Each type
of information is defined as a separate
Structure
of the flexfield. For
example, you might set up a structure to hold medical information

This flexfield is used in the following areas:

•
Special Information details for People

•
Matching requirements for Jobs and Positions

To take best advantage of the flexibility of Oracle HRMS for recording

and reporting special personal information in your enterprise the
implementation sequence which you follow is:
•
Design your Personal Analysis Flexfield Structures.
•
Define Flexfield Value Sets.
•
Define Personal Analysis Flexfield Segments.
•
Define Personal Analysis Flexfield Segment Values.
•
Define your Personal Analysis Flexfield Cross–Validation Rules.
•
Define your Personal Analysis Flexfield Aliases.
•
Freeze and Compile your Personal Analysis Flexfield Structures

1.
Design your Personal Analysis Flexfield Structures
You need to design a Personal Analysis Flexfield Structure for each
Special Information Type you want to hold in Oracle HRMS. For
each structure you must include the following:
•
The Structure Name and the number of Segments.
•
The Flexfield Segment Names, Order and Validation Options.
•
The Flexfield Value Sets to be used and any lists of values

2.
Define Personal Analysis Flexfield Value Sets
If you want to validate the values which a user can enter for any
segment you must define a specific Value Set.
The attributes of the Value Set will control the type of values that
can be entered, and how many characters each segment can hold.
The attributes of the Value Set will also control how the values are
to be validated.
Value Sets can be shared by different segments of the same
flexfield, or by segments of any other flexfield

2 – 40 Oracle HRMS Implementation Guide

3.
Define Personal Analysis Flexfield Segments
Define a structure for your Personal Analysis Flexfield which
contains the segments you want to use. You will use this structure
to enter details in the Special Information Types window.
You must enter Yes in the Allow Dynamic Inserts field. If you enter
No, you will not be able to enter new details in the Special
Information Types window.

4.
Define Personal Analysis Flexfield Segment Values
If you have chosen Independent or Dependent validation for a
Value Set used by a Personal Analysis Flexfield Segment, you must
define your list of valid values for the Value Set.

5.
Define
Personal Analysis 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 Includeor Excludecombinations of segmentvalues. For each
segment,you can define a Low to Highrange ofvalues.

6.
Define Personal Analysis Flexfield Aliases
Define Aliases for common combinations of segment values if you
want to provide these as default options

7.
Freeze and Compile Your Personal Analysis Flexfield Structure
You are now ready to freeze your flexfield definition. Navigate to
the Define Key Flexfield Segments window. Enter Yes in the Freeze
Flexfield Definition field and save your changes. Oracle Human
Resource Management Systems now freezes and compiles your
Personal Analysis Flexfield definition. Compiling the flexfield
definition enables the flexfield window with the defaults, values
and rules that you have defined
STEP47 – SPECIAL INFORMATION TYPE OF BUSINESS GROUP

After you have defined your Personal Analysis Flexfield Structures you
must link them to your Business Group.

Select each Information Type you want to use in this Business

Group.
•
Select the categories for each type.
–
Job
for Job Requirements
–
Position
for Position Requirements
–
Skills
for use with Oracle Training Administration
–
Other
for use with Person Special Information
–
ADA
for use only in the US, for special information types
set up to record information about employees with
disabilities.
–
OSHA
for use only in the US, for a special information type
set up to record information about employees’ work–related
injuries or illnesses.

WORK STRUCTURE -> ORGANIZATION -> DESCRIPTION

STEP48 – DEFINE AASIGNMENT STATUS FOR APPLICANT

Assignment Statuses for applicants let you define the distinct stages of
your own recruitment processes.
With Oracle HRMS you can use your own names to identify these
stages. For example, you might want to define a special status to
identify applicants who have been invited to a First Interview
and applicants who have been Rejected on Application.
•
You can change the user names of the predefined statuses
•
You can define as many new user statuses as you require to
describe the progress of an applicant in your enterprise.
These user statuses let you track the recruitment circumstances of all
your applicants

If you are developing the competence approach as part of your

performance management system, you must set up your methods of
measurement, create your competencies and create your assessment
and appraisal templates.
See: Introducing Career Management Activities,
(Oracle Human Resources User’s Guide)
You must also perform other implementation activities, such as
configuring Oracle Workflow.
See:
HRDA Configuration Guide
.
Attention:
This software should not be used as the sole method of
assessment for making judgements about hiring, performance or
deployment. Your company may be held liable if you rely on incorrect
computer data or computerized rules to make such judgements.
It is the customer’s responsibility to take all appropriate measures to
comply with the Data Protection and Privacy laws of the countries in
which they operate.
All personal information that you store or use with this software must
be up to date, accurate and relevant. You should confirm the details of
the restrictions that apply to the computerized storage and use of
personal information with your own legal department or
representative

Work structure -> status

STEP49 – CREATE RATING SCALE

Create rating scales if you want to describe your enterprose’s
competencies in a general way.

CAREEER MANAGEMNET -> RATING SCALE IN NAVIGATION

STEP50 – CREATE COMPITENCE

Create competencies that best meet the needs of your own enterprise. If
you are using the individual method, you need to set up the proficiency
levels for each competence you create
CAREER MANAGEMENT -> ASSESMENT TEMPLATE -> COMPETENCIES

CAREER MANAGEMENT -> COMPETENCIES

STEP51 – GROUP COMPETENCE

You might want to group related competencies together, for example,

for advertising a vacancy, or for reporting purposes

Create Competence Types

Create the competence types you require using the QuickCode
COMPETENCE_TYPE

roup Competencies into Types

CAREER MANAGEMNET -> COMPETENCE TYPES

STEP52 – COMPETENCE REQUIREMENTS

To ensure your enterprise meets its current and future goals, you’ll
need to define your competence requirements.
This worksheet displays competence requirements for all organizations within a
Business Group. The worksheet enables you to analyze competence requirements
for Business Groups, organizations, jobs, positions, and grades. For each
requirement you can investigate the competencies needed for a particular job, and
the skills shortages within an organization

1.Define Your Competence Requirements

Create your competence requirements to meet the needs of your
enterprise.

2.Enter Work Choices for a Job

You can enter work choices that can affect an employee’s,
applicant’s, contractor’s, or ex–employee’s capacity to be deployed
within your enterprise (or a customer’s).

3.Enter Work Choices for a Position

You can enter work choices that can affect an employee’s,
applicant’s, contractor’s, or ex–employee’s capacity to be deployed
within your enterprise (or a customer’s)
career management -> competence requirements

Step53- Define Functions to Implement the Competence Approach (OTA)

If you have Oracle Human Resources and OTA installed in your

enterprise, you can hold the qualifications, attributes and knowledge
that students can expect to attain by attending training activities as
competencies, skills or a mixture of both (competencies and skills).
You use parameters to enable you to phase in the delivery of
competencies through training activities. This enables you to indicate
whether users can enter skills, competencies, or both from the
Activities window. You also use parameters to enable selected users to
add competencies gained through an activity directly to a student’s
Competence Profile

STEP54 – QUALIFICATION TYPES

You can enter all the qualification types your enterprise recognises.

STEP55 – CREATE SCHOOLS AND COLLEGES

You need to create schools and colleges that deliver the qualifications
your enterprise recognises. These are then used to record where a
person gained the qualification. If you have not automatically loaded
these schools and colleges into Oracle Human Resources, you can enter
them manually.
Note:
Schools and colleges you enter are available to all
Business Groups you create, therefore only load or enter them
once.
Schools and Colleges

CAREER MANAGEMENT -> SCHOOLS AND COLLEGES

SCHOOLS AND COLLEGES ATTENDED

People -> enter and maintain -> query person -> others tab ->search for schools and colleges
STEP56 - Create Templates for Competence–Based Assessments

You can create assessment templates for all the different assessments
your enterprise performs to enable users to perform assessments using
the web.

STEP57 – CREATE APPRAISAL Questionnaire

Oracle provides you with an easy to use method of designing and

formatting your own questionnaire pages for the appraisal using the
Web. You can identify the questions to use in the appraisal, and the
number, size and type of boxes in which to record the answers. You can
create as many different appraisal questionnaire pages as your
enterprise requires

1.Create the Questionnaire

Create the questionnaire which contains the categories,

sub–categories, sub–headings, questions and answer layouts.

2.Creating Categories
Create the heading text that you want to appear on your appraisal
questionnaire.

3.Assembling the Categories Within the Questionnaire

Assemble the categories you just created within the questionnaire.
You can update the questionnaire, if required

4.Define Answer Layout and Create Questions

Name your questions and to define how you want the answers to
questions to be recorded. For example, you can create text answer
boxes, checkboxes, and such. Once you have named your questions
and defined your answer layout, you can create your questions.

STEP58 – CREATE TEMPLATE FOR APPRAISAL

You can create appraisal templates to provide instructions to

appraisers, to identify which questions belong to which appraisal and
to identify which performance rating scale to use.
You can use one of the example appraisal templates we provide and
modify them to suit your own needs, or you can create your own.
You can set up as many plans as you need to permit employees to
accrue PTO each calendar year, to use for vacation or sick leave. Each
plan has the units of Hours or Days, and can have its own start rules
and rules regarding length of service bands, accrual ceilings, and
accrual carryovers

APPRAISAL TEMPLATE

CAREER MANAGEMENT -> APPRAISAL TEMPLATE

STEP59 – DEFINE ABSENT ELEMENT TO RECORD TIME TAKEN

For each of your accrual plans, you define a nonrecurring element and
input value to hold the actual time taken for vacation or sick leave

•
Use a Classification of ’Information’
•
Termination Rule is ’Actual Termination’
•
Input Value must be ’Hours’ or ’Days’

STEP60 – DEFINE ELEMENT LINK FOR ABSENT ELEMENT

You define the eligibility rules for each absence element

STEP61 – DEFINE ACCURAL PLAN WITH ABSENT VALUES

Define the Accrual Plan and its start rule

•
Associate your Absence Element with the Plan
•
Define Accrual Bands
•
Modify Net Calculation Rules
The system will insert the default rules for the associated
absence element and for ’Carried Over’ absence. You can
include other element input values to add or subtract from
net according to your specific business needs.

– ’Accrual Plan’
– ’Carried Over’
– ’Residual’
The default effective start date for all of these is 01–JAN–0001.

STEP62 – DEFINE ELEMENTS LINK FOR ACCURAL ELEMENTS

You define the eligibility rules for the 3 accrual plan elements.

STEP63 – ABSENCE REASON

If you plan to use absence types and you want to record absence
reasons for each occurrence of an absence type, you must define the
QuickCode values for ABSENCE_REASON.

People -> enter and Maintain -> query employee -> others -> absence
People -> Fast path -> Absence

1.
Choose People -> Enter and Maintain in the Navigator.
2.
Enter or query an employee.
3.
Choose the Others button.
4.
Select Standard Holiday Absences.
Or:
1.
Choose People -> Fastpath -> Statutory Holidays in the Navigator.
2.
In the resulting Find window, query an employee

STEP64 – Associate an Absence Type with the Absence Element

If you decide to use the Absence Detailwindow you can enter more
detailed information for each occurrence of an absence. To use this
window you must first associate your Absence Element with an
Absence Type
Select ’Increasing’ to control the accumulation of the absence
balance.
– The system enters a positive value for the nonrecurring
element when you enter an absence

STEP65 – DEFINE QUICK CODE VALUES

Headcount and Full–Time Equivalent budget measurement types are

already predefined in Oracle HRMS. You can change the names of
these predefined types or add any new types you might need
•
Define values for BUDGET_MEASUREMENT_TYPES

STEP66 - DEFINE PERIOD TYPES

The most common period types are already predefined in Oracle

HRMS. You can change the names of these predefined types but
cannot add any new types

TOTAL COMPENSATION -> RATE/COVERAGE DEFINITIONS -> PERIODS TO

DATE LIMITS

Or:
1.
Choose Total Compensation -> Rates/Coverage Definitions -> Flex Credits in the
Navigator.
2.
Query a compensation object.
3.
Choose the Activity Rate button.
4.
Choose the Period to Date Limit button

PERIOD TYPES

OTHER DEFINITIONS -> TIME PERIOD IN THE NAVIGATION

STEP67 – DEFINE BUDGETARY CALENDER (IMP)

Once you define the calendar you cannot change the start date.
Set the start date to let you enter any budget history information
you want to enter.
•
You cannot define years with an earlier start date than the start
of the calendar.
•
In each calendar you define as many years as you require. You
do not create a new calendar for each year. You just add new
periods to the calendar.

WORK STRUCTURE -> BUDGET -> BUDGETARY CALENDER

STEP68 – DEFINE BUDGET

When you define staffing budgets you can use the system to measure
actual budget values of assignments against planned budget values
Define a budget for any combination of organization, job,
position or grade.
•
Enter a budget value for every time period in your calendar.
Actual values for each budget type for an assignment are entered
in the Assignment Budget Values window
An assignment which does not have an actual value is not
counted in the budget. Actual values for each budget type for
an assignment are entered in the Assignment Budget Values
window

WORK STRUCTURE -> BUDGET -> BUDGET DETAILS

STEP69- DEFINE EVALUATION TYPES

With Oracle HRMS you can record summary evaluation information

for Jobs, or Positions in the Evaluation window

•
Define the name of your evaluation system as a value for the
QuickCode Type EVAL_SYSTEM.
To record detailed evaluation scores for the Hay System or any other
system you can enable the Additional Evaluation Details descriptive
flexfield to hold and validate this information.
You can also hold comment or review information for each evaluation
you undertake

STEP70 - Define Valid Grades for Jobs

Oracle HRMS lets you define Valid Grades for Jobs. These definitions
provide warning messages to users in the Assignment window when
you enter Job and Grade information
Query the job and select the Valid Grades button
•
Enter and save the valid grades for each job. You can enter a
single grade, or a set of grades

WORK STRUCTURE ->POSITION -> MASS MOVE IN NAVIGATION

1.
Choose Work Structures -> Position -> Mass Move in the Navigator.
2.
Complete the Mass Move window and save your work.
3.
Choose the Positions button.
4.
Complete the Find Positions window.
5.
Choose the Find button.
6.
Complete the Mass Move - Positions window.
7.
Choose the Valid Grades button

STEP71 – DEFINE VALID GRADE FOR POSITION

Oracle HRMS lets you define Valid Grades for Positions. These
definitions will be used to provide warning messages in the
Assignment window when you enter Position and Grade information

Query the position and click on the Valid Grades button

•
Enter and save the valid grades for each position. You can enter
a single grade, or a set of grades

If you have set up competencies, you can enter these as requirements

for jobs and positions and match them against people’s competency
profiles.
See: Implementation Steps: Career Management: page 2 – 43.
If you have other job and position requirements that you want to
record, but not define as competencies, you can set them up using the
Personal Analysis key flexfield. You can set up each type of
requirement as a Special Information Type, which is one instance of the
flexfield.
See: Defining Special Information Types
(Oracle Human Resources User’s Guide)
For each type, you can choose whether also to enable entry of
information for people. You do this by selecting categories in the
Special Information Type window. Enabling entry of information for
people allows you to match people against the job or position
requirements. A standard report (Skills Matching) has been provided
to match the requirements of a job and the Special Information details
of people in the system.
Choose Work Structures -> Position -> Mass Position Update

WORK STRUCTURE -> POSITION -> MASS PORTION UPDATE

STEP72 – DEFINE REQUIREMENT FOR JOBS

You can define the attributes required by any employee who is

assigned to a job. These attributes may be Essential or Desirable.
Definitions of requirements can use the same personal analysis flexfield
structures and segments you have defined for special personal
information
Query the job and choose the Requirements button
Enter the combinations of attributes and details that are required
for this job. The pop–up flexfield window will apply the
defaults, values, and rules that you have defined for each special
information type

STEP73 – Define Requirements for Positions

After you define positions in your enterprise, you can define the
attributes required by any employee assigned to that position. These
attributs may be Essential or Desirable. The requirements are based on
the same personal analysis flexfield structures you have defined for
special personal information.

Query the position and click on the Requirements button

•
Enter the combinations of attributes and details which are
required for this position. The flexfield window will apply the
defaults, values and rules that you have defined for each special
information type
The flexibility provided by Oracle Human Resources means that you
can handle your enterprise’s career and succession plans using one of a
number of models. Which model you decide to use depends upon
whether your enterprise’s career and succession planning is based
upon jobs or positions, and whether your enterprise is using a
Windows interface only, or a mixture of the Web and Windows.
Career Paths show the progression paths which are available within
your enterprise. You can map out career paths for both jobs and
positions

STEP74 - Modelling Career and Succession Planning Based on Jobs

If your enterprise’s career and succession planning is based upon jobs,

you can use career paths to show possible progressions to one job from
any number of other jobs

1.Create the career paths and map career paths

Career paths are based on the structures of your enterprise rather

than the people you employ. You may also want to record personal
aspirations and progression paths for individual employees. There
are several ways to do this.

Work structure -> Job -> Career Path Name

Career paths are based on the structures of your enterprise rather
than the people you employ. You may also want to record personal
aspirations and progression paths for individual employees. There
are several ways to do this

2. You can use work choices to help identify a person’s career plan.

Work choice (Job and Position)

WORK STRUCTURE -> JOB -> DESCREPTION

WORK STRUCTURE -> JOB -> DESCRIPTION

PEOPLE -> ENTER AND MAINTAIN -> QUERY PERSON -> OTHERS -> WORK
CHOICES

3. Create Your Appraisal Questionnaire (Line Manager Direct

Access users only)

If you are using the Web–based Line Manager Direct Access, you
can select a career path for a person as part of the appraisal
process.

4. Use Attachments or Special Information Types

If you are not doing step 3, consider holding succession plan
information against people as attachments or using a special
information type

This worksheet enables you to analyze special information types associated with
jobs
and positions.

STEP75 - Modelling Career and Succession Planning Based on Positions

If your enterprise’s career and succession planning is based upon

positions, you can create additional position hierarchies to show any
type of progression. These might represent existing line management
structures, or even cut across departmental or job–type boundaries

1. Create position hierarchies

Optionally, create position hierarchies to show career paths, if you
want to show typical career progression.
The positions and optionally their holders below a selected position in a particular
hierarchy.

VIEW -> LISTS -> WORKFORCE BY POSITION HIERARCHY

2. Enter Work Choices

Optionally, enter work choices to help identify a person’s career
Plan

PEOPLE -> ENTER AND MAINTAIN -> QUERY PERSON -> OTHERS -> WORK
CHOICES

3. Use Succession {Planning (Line Manager Direct Access users

only)

If you are using the Web–based Line Manager Direct Access, use
the Succession Planning option to record one or more next
positions for each employee.

4. Use Attachments or Special Information Types

If you are not doing step 3, consider holding succession plan
information against people as attachments or using a special
information type

STEP76- WRITE NEW REPORTS

A number of standard reports are supplied with Oracle HRMS. These

reports have been written using Oracle Reports V.2 and registered as
concurrent programs with the Standard Requests Submission (SRS)
feature of Oracle Applications.
You can use these Standard Reports or write your own reports and
register these as additional reports which users can request from the
Submit a New Request window
P45
paygbp45.prt
–
Pay Advice
paygbsoe.prt
If your printer does not accept the same control characters as
the DEC LN03 printer, you may need to modify the special
SRW driver files.
When you install Oracle Payroll the two sample files are stored
in the $PAY_TOP/srw directory. You should copy the files to
$FND_TOP/$APPLREP and then register them using the
Printer Drivers window.

STEP77 - Register Reports as Concurrent Programs with SRS

After you have written your new reports and saved them in the correct
subdirectory, you must register the report as a concurrent program.
You also register the parameters which can be submitted with the
report. For example, you may have written a report to display
personal details and you want to submit employee name to limit the
output to include one person at a time

STEP78 – DEFINE REPORT SETS

To restrict user access to specific reports.

A set of reports can be linked to a Responsibility.
•
To simplify requesting a report
You can run a report set in one request, rather than a request for
each report.

You can use standard letters in HRMS to help you to manage your
enterprise’s recruitment or enrollments. You do this by issuing
standard letters to applicants or students, triggered by changes in
assignment or enrollment status.
Oracle HRMS provides you with two different methods to create
standard letters:
•
Online using Application Data Export (ADE)
•
Concurrent Processing
Before you start to set up your standard letters, you need to establish
which method best suits your needs

STEP79 - Create Standard Letters for use with Concurrent Processing

There are two methods of using concurrent processing to create your

standard letters:
•
Using word processors
•
Using Oracle reports
You can use any word processor to produce standard letters from
Oracle HRMS. If you use a word processor, you can submit a
concurrent request in the Letter Request window to generate the mail
merge file. When the concurrent request is complete, you can use your
word processor’s mail merge facilities to create the merged letters.
See: Using a Word Processor,
Oracle Human Resources User’s Guide
As an alternative to using a word processor to produce standard
letters, you can use the Standard Letter and Label features of Oracle

Reports. Use this method if you do not want use word processors to
print your letters (or if you do not have word processors).

1.Plan
One of the first tasks you need to perform is to identify which data
you want to extract from the database to include in your standard
letters. You need to identify the select statements to use to provide
you with the the data as the contentof your letters. Oracle HRMS
supplies you with SQL*Plus scripts as templates to help you do
this. You also need to identify the text that you want to include as
the body of your letters.The next decision you need to make is to decide whether or not
you want to associate your standard letters with student
enrollment or applicant assignment statuses.

2.Write SQL*Plus script

The next step is to write the script that extracts the event and
enrollment details from the system. This SQL*Plus file must use
the correct delimiter for your word processor to recognize in the
mail merge routine.
See:Writing a SQL*Plus Script for MultiMate or WordPerfect)
Oracle Human Resources User’s Guide
Template SQL*Plus Script PERWPMUS,
Oracle Human Resources
User’s Guid

3.Register SQL*Plus script

After you have written the file to extract the data, you must
register it so that it can be run as a concurrent program. Name the
files PERWP***. You must use this prefix for the system to
recognise it as a type of letter.

4.Linking the SQL*Plus script with a letter

The next step is to link your SQL*Plus script to one or more
applicant or enrollment statuses.

5.Write skeleton letter

You now need to write a skeleton letter using your word processor.

6.Request Letter
You now run the SQL*Plus script to extract the data from the
database. You activate the SQL*Plus script through the Letter
Request window.

7.Merge Data File with standard letter

You need to merge the data in the data file with your skeleton
letters to create your standard letters.

Concurrent Processing – for use with Oracle Reports

1. Plan Content and Layout

One of the first tasks you need to perform is to identify which data
you want to extract from the database to include in your standard
letters. You need to identify the select statements to use to provide
you with the the data as the contentof your letters.
The next decision you need to make is to decide whether or not
you want to associate your standard letters with student
enrollment or applicant assignment statuses.

2.Write Report
The next step is to write the report that extracts the event and
enrollment details from the system. You also need to write your
skeleton letter text and select statements.

3.Register Report
After you have written the report, you must register it so that it can
be run as a concurrent program. Name it PERWP***. You must use
this prefix for the system to recognise it.

4.Linking the report with a letter

The next step is to link your report to one or more applicant or
enrollment statuses

5.Running the Report

You now run the report to extract the data from the database. You
run the report by creating a pending letter request in the Letter
Request window.

STEP80- Create Standard Letters Online for use with Application Data Export
(ADE)
You can generate your standard letters online, using ADE. ADE comes
with its own set of documentation and online help.

STEP 81 - Create Standard Letters Online for use with Microsoft Word

If you use Microsoft Word as your word processor, not only can you
use the concurrent processing method to produce your standard letters,
but you can also generate letters online.
You can use either of two methods:
•
Generate Microsoft Word letters using Object Linking and
Embedding (OLE)
•
Application Data Export (ADE)
Attention:
In future releases of Oracle HRMS, generating
Microsoft Word letters using Object Linking and Embedding
(OLE) will be replaced by ADE.
ADE comes with its own set of documentation and online help.
Note:
We provide online help only for this version of ADE.
Refer to the online help to enable you to set up ADE.
If you are setting up standard letters using the concurrent processing
method, follow the same sequence as for MultiMate or WordPerfect.
See Flowchart for Setting Up Standard Letters Using MultiMate or
WordPerfect,
Oracle Human Resources User’s Guide
If you are generating Microsoft Word letters using Object Linking and
Embedding (OLE), see Writing a SQL*Plus Script for Microsoft Wor ,
Oracle Human Resources User’s Guide
Any system that holds human resource and payroll information must
be secured against unauthorized access. To reach employee
information you need the correct security clearance.
The responsibility for defining and maintaining the internal security of
your system is usually given to your system administrator.
Defining the access limits of each user is a multi–stage process which
defines which records a user can see and which forms and windows
they can see and use.
•
A security profile limits access to records and is based on the
work structures you define in the system. These restrict access
to data using organization hierarchies, position hierarchies, and
payrolls.
Note:
You can use security profiles to restrict the data visible
to people who use Oracle reporting tools to access the Oracle
HRMS database, as well as those who use forms. To do this,
you must create a new ORACLE User ID for each security
profile.
•
The Main Menu determines the forms a user can see in a
Responsibility. Forms may be called in Query–Only mode which
will allow a user to inquire and see information but will not
allow any changes to be made.
•
The HR:Query Only Mode user profile option restricts access to
view–only for
all
HR and Payroll forms on a menu.
•
Form Customization lets you restrict the types of information a
user can access in a specific form or window.
•
Task Flow lets you define the sequence of windows you want to
use when performing specific tasks

STEP 82 - Create New Oracle IDs

If you want reporting users to have the same restricted access to

records as your online users, ask your ORACLE Database
Administrator to create a new ORACLE User ID.
Reporting Users have read only access to data. This can be useful if
you want to permit access to the data from another system. For
example, reporting users might use Oracle Discoverer to report on
HRMS information

STEP 83 - Register ORACLE IDs

This is a task for your System Administrator.

After the DBA has created the ORACLE IDs you must register them
with Application Object Library
Enter the username and password of your ORACLE ID.
•
Enter the logical database details, for example, Application
Object Library, STANDARD.
•
Enter Restricted in the Privilege field

STEP 84 - Define Security Profiles

Change to your ’View–All’ Responsibility to define restricted security
profiles within a Business Group.
The security profile defines the employees AND the applicants you can
see in a single responsibility. For example, when you define a profile to
have access to the records of one department you can say whether this
is for:
•
employees to that department and
all
applicants, or
•
applicants to that department and
all
employees, or
•
employees and applicants to that department only

STEP 85 - Run Generate Secure User

Process (SECGEN)

The Generate Secure User process will grant permissions to the new
Reporting User ORACLE ID. Until you run this process, reporting
users cannot access Oracle HRMS data using this security profile.
Select
Generate Secure User.
•
In the Parameters window, enter the security profile you created
for the ORACLE ID
Submit your request.
A concurrent request ID appears in the ID field. You can check
the progress of your request on the View Concurrent Requests
window.

STEP 86 - Run Security List Maintenance

Process (LISTGEN)
Oracle HRMS uses the Security List Maintenance process to generate
the lists of organizations, positions, payrolls, employees and applicants
that each security profile can access.
Attention:
When you initiate the Listgen process you
must
enter the resubmission interval to run Listgen every night.
You must do this so that the system will automatically update
the lists with the data changes you make every day.
If a power or computer failure should disrupt this process, you
can initiate it manually from the Submit a New Request
window.

STEP 87 - Define Form Customizations

Form Customization lets you restrict the types of information a user

can access in a specific form or window.
The list of forms that you can customize is given in your User’s Guide.
– define a customized node in a task flow
– add the customization as an argument to the menu function
which calls the form
HR_CUSTOMIZATION = ”customization name

STEP 88 - Define Task Flow Nodes

A task flow defines the selection of windows you want to use when
performing a specific task. These can be arranged in sequence or as
branched groups of Nodes, and you can include ’customized’ windows
as nodes in your task flow.
You could add both the task flow and the customization as
arguments to a single menu function but this may be more
difficult to maintain.
WORKFLOW_NAME = ”task flow name”

SECURITY -> TASK FLOW NODES

STEP 89 – DEFINE TASK FLOW

Arrange the nodes of your task flows in sequential or branched groups

Don’t have long sequences where you cannot go back to the
previous step
– Use the same button names for the same nodes
– Use different button names for customized nodes

SECURITY -> TASK FLOW DEFINITIONS

STEP 90 – Define Menu Functions

This is a task for your System Administrator.
Menus are composed of submenus and functions and all Oracle
Applications are supplied with default functions and menus to give
you access to all of the available forms.
Function Security
helps you to control the menu options you make
available to each responsibility. When you define a responsibility you
can restrict the submenus or functions for that responsibility.
In Oracle HRMS a function can be:
•
a form
•
a form called in query–only mode
•
a form called with a customization
a form called with a task flow
If you want to add form customization options or task flows
you should define your own menus
Consider whether you want to define your own ’supermenus’ to
contain all of your task flow and customization ’functions’ as well as
the standard forms. The alternative is to define many menus

STEP 91 - Define Menus

This is a task for your System Administrator.

The supplied menus give you access to all of the available submenus.
However, a number of seeded functions are not enabled on these
menus. You need to add them for the responsibilities that should have
access to these functions

HR View Medical
This function causes the Medical Information alternative region
to display in the People window.
•
HR View Background
This function causes the Background Information alternative
region to display in the People window.
•
HR View Rehire
This function causes the Rehire Information alternative region to
display in the People window.
•
Salary Administration: Approve
This function enables the user to approve salary proposals in the
Salary Administration window and the Salary Management
folder

STEP 92 – Define Report Security Groups

This is a task for your System Administrator.

You can define the groups of standard reports and processes that a user
can run from the Submit a New Request window. Every responsibility
can have access to one report group

STEP 93 - Define Responsibilities

This is a task for your System Administrator.

Define a Responsibility to bring together all of your Security
definitions
Every responsibility has a unique Name.
•
Select your customized Main Menu to restrict access to the
forms.
•
Select the Report Security Group for the Responsibility.
•
Exclude any submenus or functions you want to restrict

STEP 94 - Define Application User

This is a task for your System Administrator.

You should define every user of the system with a unique username
and password. You can give the same responsibility to many different
users, but any data changes will be identified by the Application
Username
To create a new User, enter a username and a password with the
correct Start Date
Select the responsibilities you want this user to access. Use the
Start and End Dates to control when each responsibility is
available to the user

STEP 95 - Define HR User Profile Options

This is a task for your System Administrator.

HR User Profile Options control some of the defaults which are used in
the online system. You must define the following profile values for
every new responsibility:
•
HR:Security Profile
•
HR:User Type

In addition to these profiles you may want to set up other defaults for
groups of users or even for an individual user. For example, you may
want to set the default for the DateTrack:Prompt to always prompt new
users with their effective date.

Select the new responsibility.

•
Select the HR:Security Profile option and enter the name of your
security profile.
•
Select the HR:User Type option and enter the correct user type
for this responsibility.
–
HR User
if you have access to Oracle Human Resources but
not Oracle Payroll functions.
–
HR and Payroll User
if you have access to both Oracle
Human Resources and Oracle Payroll functions.
–
Payroll User
if you have access to Oracle Payroll but not
Oracle Human Resources functions

STEP 96 - Estimate File Sizing and Management Needs

Whenever you choose to audit the actions of users of the system you
are deciding to keep the details of all the transactions which take place.
This will include before and after details as well as the details of who
made the change and when.
Turning Audit on has no noticeable effect on the performance of the
system and users will not be aware of any extra delay in committing
their transactions.
You are strongly advised to consider the scope of your audit activities
and how you will use the data you accumulate. Also you should
consider how often you will report on the audit data, and when you
will archive and purge your audit data.
If you need more advice on this you should contact your Oracle
Support representative

STEP 97 – AUDIT INSTALLATION

If you have installed more than one Oracle Application you can audit
across multiple installations. For Oracle HRMS you should enable
auditing for the HR user and the APPLSYS user

STEP98- Define Audit Tables and Columns

With Oracle Applications you can define the level of detail you want to
audit. You define the individual fields of each record that you want to
audit.
Query the Table you want to audit
•
Enter the columns you want to audit for that table

STEP 99 - Define Audit Groups

You can define one or more Audit Groups for your installation. You
might find this useful if you have more than one Oracle Application
installed

STEP100 – Activate AuditTrail Update Tables Process

To start the AuditTrail activity you must submit the

Activate AuditTrail
Update Tables Process
+++++++++++++++++++++++++++++++++++++++++++

select GRULE.grade_rule_id,
GRULE.effective_start_date,
GRULE.effective_end_date,
GRULE.maximum,
GRULE.mid_value,
GRULE.minimum,
GRADE.name,
HR1.meaning,
GRULE.last_update_date,
FUSER.user_name
from pay_grade_rules_f GRULE
, per_grades GRADE
, hr_lookups HR1
, fnd_user_view FUSER
where GRADE.grade_id = GRULE.grade_or_spinal_point_id
and HR1.lookup_code (+)= GRULE.rate_type
and HR1.lookup_type (+)= ’RATE_TYPE’
and FUSER.user_id (+)= GRULE.last_updated_by
++++++++++++++++++++++++++++++++++++++++++++++

List of DateTrack History Views

The supplied view creation scripts are as follows:
View Creation Script
Based on
pedtasgn.sql
PER_ASSIGNMENTS_F
pedtbbcf.sql
BEN_BENEFIT_CONTRIBUTIONS_F
pedtccbf.sql
PER_COBRA_COVERAGE_BENEFITS_F
pedtgrsp.sql
PER_GRADE_SPINES_F
pedtpepl.sql
PER_PEOPLE_F
pedtsppp.sql
PER_SPINAL_POINT_PLACEMENTS_F
pedtspst.sql
PER_SPINAL_POINT_STEPS_F
pydtbalf.sql
PAY_BALANCE_FEEDS_F
pydtetyp.sql
PAY_ELEMENT_TYPES_F
pydtexrt.sql
PAY_EXCHANGE_RATES_F
pydtfmrr.sql
PAY_FORMULA_RESULT_RULES_F
pydtgrdt.sql
PAY_GRADE_RULES_F
pydtpaym.sql
PAY_ORG_PAYMENT_METHODS_F
pydtpayr.sql
PAY_PAYROLLS_F
pydtppym.sql
PAY_PERSONAL_PAYMENT_METHODS_F
pydtstpr.sql
PAY_STATUS_PROCESSING_RULES_F
pydtucin.sql
PAY_USER_COLUMN_INSTANCES_F
pydtussrr.sql
PAY_USER_ROWS_F
The supplied views are as follows:
View Name
View Script
PAY_EXCHANGE_RATES_F
pydtexrt.sql
PAY_USER_COLUMN_INSTANCES_F
pydtucin.sql
PAY_USER_ROWS_F
pydtussrr.sql
PER_COBRA_COVERAGE_BENEFITS_F
pedtccbf.sql
PAY_FORMULA_RESULT_RULES_F
pydtfmrr.sql
PAY_BALANCE_FEEDS_F
pydtbalf.sql
BEN_BENEFIT_CONTRIBUTIONS_F
pedtbbcf.sql

++++++++++++++++++
Security Profiles
All Oracle Applications users access the system through a
Responsibility that is linked to a security profile via the
HR:Security
Profile
profile option.
There are two types of security profile:
•
unrestricted
•
restricted
Restricted security profiles are available only to users of Oracle Human
Resources and Oracle Payroll. Notice that Oracle Training
Administration does not make use of restricted security profiles.
A Responsibility with an unrestricted security profile has unrestricted
access to data in Oracle HRMS tables. It connects to the APPS Oracle
User. If you connect to an unrestricted security profile, the data you see
when you select from a secure view is the same data you see if you
select from the table on which the secure view is based.
When you connect to the APPS Oracle User with a restricted security
profile you can access the secure tables directly if you want to bypass
the security restrictions defined in your security profile. You might
want to do this to perform uniqueness checks, or to resolve foreign
keys.
Restricted security profiles can optionally make use of read–only, or
reporting users. These are separate Oracle Users, one per restricted
security profile, that have read–only access to Oracle tables and views.
Reporting users do not have execute privilege on Oracle HRMS
PL/SQL packages, and do not have direct access to the secured Oracle
HRMS tables.
Restricted security profiles may restrict access to the following entities
(the exact restrictions are determined by the definition of the security
profiles):
•
Organizations
•
People
•
Assignments
•
Positions
•
Vacancies
•
Payrolls
All other entities are unrestricted; that is, restricted security profiles can
access all records of tables, views and sequences associated with these
entities.
++++++++++++++++++++++
Secure Tables and Views
The following Oracle HRMS tables are secured:
•
HR_ALL_ORGANIZATION_UNITS
•
PER_ALL_POSITIONS
•
PER_ALL_VACANCIES
•
PER_ALL_PEOPLE_F
•
PER_ALL_ASSIGNMENTS_F
•
PAY_ALL_PAYROLLS_F
Some of these tables (namely PER_ALL_PEOPLE_F,
PER_ALL_ASSIGNMENTS_F and PAY_ALL_PAYROLLS_F) are
Datetracked. The following table details the views that are based on the
secured tables listed above.
++++++++++++++++++++++++++++++++++
Accessing Oracle HRMS Data Through Restricted Security Profiles
When you connect to the APPS Oracle User you can access all Oracle
HRMS database objects without having to perform any additional
setup.
This is not the case for reporting users: two conditions must be met to
enable reporting users to access Oracle HRMS tables and views:
•
A public synonym must exist for each table and view. Public
synonyms have the same name as the tables and views to which
they point. They are created during installation of Oracle HRMS.
•
The reporting user must have been granted permissions to access
the tables and views by the SECGEN process. Reporting users
are granted SELECT permission only. See below for more
information about SECGEN
++++++++++++++++++++++++++++
PER_PERSON_LIST
SECURITY_PROFILE_ID, PERSON_ID
PER_POSITION_LIST
SECURITY_PROFILE_ID, POSITION_ID
PER_ORGANIZATION_LIST
SECURITY_PROFILE_ID, ORGANIZATION_ID
PAY_PAYROLL_LIST
SECURITY_PROFILE_ID, PAYROLL_ID
PER_PERSON_LIST_CHANGES
SECURITY_PROFILE_ID, PERSON_ID
Table A – 4
These tables are periodically refreshed by the LISTGEN process. They
are also written to when some relevant business processes are
performed through Oracle HR. For employee, employee hire or
transfer
+++++++++++++++++++++++++++

Three processes are used to implement Oracle HRMS security:

•
Grant Secure Role Permission (ROLEGEN)
•
Generate Secure User (SECGEN)
•
Create Security Lists (LISTGEN)
If you are not setting up reporting users, you need not run ROLEGEN
and SECGEN.
Refer to your Oracle HRMS user’s guides for details of how to submit
each process from the Submit Requests window. This section describes
how the processes work.

+++++++++++++++++++++++++++++++++++++++++++++++++++++

API

create_employee API

1] hr_employee.create_employee

hr_employee.create_employee
(p_hire_date =>
to_date(’06–06–1996’,’DD–MM–YYYY’)
,p_business_group_id => 23
,p_last_name => ’Bloggs’
,p_sex => ’M’
,p_employee_number => l_emp_num
A – 50
Oracle HRMS Implementation Guide
,p_person_id => l_person_id
,p_assignment_id => l_assignment_id
,p_per_object_version_number => l_per_object_version_number
,p_asg_object_version_number => l_asg_object_version_number
,p_per_effective_start_date => l_per_effective_start_date
,p_per_effective_end_date => l_per_effective_end_date
,p_full_name => l_full_name
,p_per_comment_id => l_per_comment_id
,p_assignment_sequence => l_assignment_sequence
,p_assignment_number => l_assignment_number
,p_name_combination_warning => l_name_combination_warning
,p_assign_payroll_warning => l_assign_payroll_warning
);
end;
2] hr_assignment_api.update_emp_asg_criteria

3] hr_grade_api.create_grade_rate_value

(...
,p_effective_date => trunc(sysdate)
...);

4] hr_contact_rel_api.create_contact

+++++++++++++++++++++

3 special API
++++++++++
There are three special APIs to maintain data in this table:
•
hr_api_hook_call_api.create_api_hook_call
•
hr_api_hook_call_api.update_api_hook_call
•
hr_api_hook_call_api.delete_api_hook_call

++++++++++++++++++++++++++++++

1] Forms Procedure Called from the ON–DELETE Trigger

procedure delete_row is
begin
––
–– Call the api delete routine
––
hr_grade_api.delete_grade_rate_values
(<parameters>
,p_object_version_number =>
:<block_name>.object_version_number
,p_validate => false
);
end delete_row;

++++++++++++++++++++++++++++++++++++++

2] Forms Procedure Called from the KEY–DELREC Trigger

procedure key_delrec_row is
l_api_ovn number;
l_rec_status varchar2(30);
begin
–– Ask user to confirm they really want to delete this row.
––
–– Only perform the delete checks if the
–– row really exists in the database.
l_rec_status := :system.record_status;
if (l_rec_status = ‘QUERY’) or (l_rec_status = ‘CHANGED’) then
––
–– If this row just updated then the
–– new_object_version_number will be not null.
–– If that commit was successful then the
–– record_status will be QUERY, therefore use
–– the new_object_version_number. If the commit
–– was not successful then the user must have
–– updated the row and then decided to delete
–– it instead. Therefore just use the
–– object_version_number.
––(Cannot just copy the new_ovn into ovn
–– because if the new_ovn does not match the
–– value in the database the error message will
–– be displayed twice. Once from key–delrec and
–– again when the on–lock trigger fires.)
if (:<block_name>.new_object_version_number is not null)
and
(l_rec_status = ’QUERY’) then
l_api_ovn := :<block_name>.new_object_version_number;
else
l_api_ovn := :<block_name>.object_version_number;
end if;
––
–– Call the api delete routine in validate mode
––
hr_grade_api.delete_grade_rate_values
(p_validate => true
,<parameters>
,p_object_version_number => l_api_ovn
,p_validate => true
);
end if;
––
delete_record;
end key_delrec_row;
+++++++++++++++++++++++++++++++++

3] Forms Procedure Called from the ON–LOCK Trigger

procedure lock_row is
l_counter number;
begin
l_counter := 0;
LOOP
BEGIN
l_counter := l_counter + 1;
–– If this row has just been updated then
–– the new_object_version_number will be not null.
–– That commit unit must have been successful for the
–– on_lock trigger to fire again, so use the
–– new_object_version_number.
––
if :<block_name>.new_object_version_number not null then
:<block_name>.object_version_number :=
:<block_name>.new_object_version_number;
end if;
––
–– Call the table handler api lock routine
––
pay_grr_shd.lck
(<parameters>
,p_object_version_number =>
:<block_name>.object_version_number
);
return;
EXCEPTION
When APP_EXCEPTIONS.RECORD_LOCK_EXCEPTION then
APP_EXCEPTION.Record_Lock_Error(l_counter);
END;
end LOOP;
end lock_row;

++++++++++++++++++++
1] Q_Personel - PAY_ASSIGNMENT_ACTIONS_V2.
+++++++++++++++++++++++++

FAST FoRMULA’s

++++++++++++++++++++
Payroll -> Consolidation
Payroll -> Payment Methods

Payroll -> description

Total Compensation -> Basic -> Element Description

Input values

ii) DA Element: (fast formula is assigned to this element)

Click on input value

Total compensation -> Basic -> Links

From element link it is transferred to GL

DA Element

Total Compensation -> Basic -> Salary Basis

Total Compensation -> Basic -> Write Formula

Click on the “Show Items” Button and Query for the Database Items related to the element ” Ex1_Basic”
and search for the item which is suffixed with “ENTRY_VALUE”.
FAST FORMULA
************************************************************************************
Click on “Edit ” Button and write the formula Logic and click on “Verify” button to verify the syntax.

Configurability was at the centre of the focus when they built the product. With that in mind, Oracle has
tried to give as many interfaces/ codes as possible, to the functional consultants, where they can key in
codes and tweak the flow of the system and processes as per their demand. However usage of codes is
not possible in each and every process of the application. There was a need of sub-programs that can be
written by the Functional guys, so that it will be referred by the application to decide on the process.
Those are like decision making sub-programs that ultimately return values, with which the application
can decide the flow. Those sub-programs are called Fast Formulae.

Fast formulas / Rules are used whenever the codes are not adequate to meet the business
requirement. And the codes are not adequate, because there is a complex logic involved to reach at a
decision. But what are codes? If you remember the flags that we check on the forms, like, we had in
Organization screen; we added classifications, and checked the enabled flag. Let’s concentrate on the
enabled flag now. What does it do? It tells the system, that the selected classification is valid and
available. That’s what we call a decisive code, the code that tells the system to do something.

Picture a case where the decision is not so easy like a yes/ no. Think of this example, that the
Classification should be valid only if (A=B and B=C and C<> D). This is where the code cannot be used,
and we need a set of statements / subprograms to arrive at the decision. Those sub programs are
called Fast Formulae.

Fast Formula is a Sub-Program that can be written by the functional Consultants. It is written in a
language that resembles SQL, however a lot simplified. Although the syntax is like SQL, it looks a lot
like English. It’s a whole language in itself and is very easy to learn. Even though a lot of functionalities
are absent in comparison to SQL, there is provision to achieve any requirement using Fast Formulae.
The trade off for simplicity of the language is the absence of complex functionalities.

Oracle has provided places to attach formulae, whenever there could be a need of a
complex logic that a code cannot suffice. Each and every Fast Formula has a type with a set
of allowed Input and Return Values. Let’s learn it as a Programming language first. Once
we know the different programming constructs and the flow of the language, we will then
focus on the input and return values.

Variables

While writing a program, we will need different place holders that can hold values. Let’s take an
example of a swapping program. We want to swap the value between A to B. To do this, what
should we do? Get a new place holder called X, which can hold the values for us, and run the
following statements.

X=A

A=B

B=X
Here X is a place holder. This place holder is called a variable, which can store a value at one
point of time. And the value can be changed as per the requirement of the program during the
execution of the program in other words, at the runtime.

Constants

A Constant is a Variable that does not change its value throughout the program. Like the
mathematical value of Pi is approximately at 3.141. If we wish to change its value to 2, we
cannot do it; because it is a constant.

There are few rules we must follow while using Constants:

1. If the constant is of type Numeric, then we should not use comma in the numbers.
2. We should not use Exponential values as Constants.
3. The Text Constants should always be in single quotes.
4. If we are using a date constant, we can follow two different types of date formats:
o ‘DD-MON-YYYY’ like: ’01-AUG-1984’
o ‘YYYY-MON-DD HH24:MI:SS’ like ‘1985-JAN-18 14:05:11’
5. If we have multiple language support in our applications, then we must use the second
type of dates.

Data Type

Oracle FF supports three types of data.

 Numeric: For number

 Text: For Text / Characters and strings
 Date

So, any Variable or Constant will have to be one of these three data types.

Expressions

An Expression is a combination of Variables and Constants with either an Arithmetic operator or

a Function. We will park functions as of now, because we are going to learn it later in this
chapter. Let’s take the following example with arithmetic operators to learn about the
expressions.

RATE = PREMIUM_VALUE – EMPLOYER_CONTRIBUTION

Here RATE is a Variable of type Number. PREMIUM_VALUE is a Constant of numbers and so

is EMPLOYER_CONTRIBUTION. Now the resultant of the arithmetic subtraction between
these two numbers will be stored in the variable “Rate”. This entire sentence can be called as an
Expression.
Database Items

In a formula, we might need the details of various stored information to calculate something. For
Example, Age of an employee, Employees basic Salary YTD (Year to date: Basic Salary earned
by an employee till date in this year) etc. In a case we need these types of values; we can get the
data from the database by running a query. However fetching these values are difficult inside a
Fast Formula and it drastically impacts the performance of the formula.

To solve this issue, Oracle has come up with a concept of Database Items. These are hidden
queries created and stored by oracle, with a name. We will just have to refer the name in the
formula and oracle runs the related query in the backend and gets us the results.

Global Values

There are few variables that do not change very frequently. For an example, Company wide
Bonus Percentage, Company’s short name etc. these values do not change very frequently. To
store these kinds of values, we can use Lookups, but to use the value in the Fast Formula, we
must have a query to get the data from the lookup. So Oracle has provided something called a
Global Variable. The Global value is stored in a date tracked table, and can be easily used, with
the Global Variable name. With this, we do not have to write a query to fetch the value stored in
the Global Variable; we can just mention the name and the formula will fetch the value at the
runtime. The Global Variable can be accessed from any fast formula.

Functions

There are a set of functionalities that we need very frequently in fast formulae. Like calculating
the Greatest of three numbers, Average of two numbers etc. Rather than adding the code every
time in the fast formula, oracle gives us the liberty of storing that code somewhere and just using
the code whenever necessary. This design is used keeping the code reusability in mind. Those
codes are called Functions. These are few advantages:

 Once written the Function can be used in any Fast formula (If contexts match, we will
discuss about the contexts later).
 Oracle gives us a wide set of seeded functions that can be used in fast formulae.
 Oracle enables us to define our own Functions, and use them across formulae.
 he User Defined Functions are capable of calling PL/SQL functions, which makes it
easy for the user to define complex business processes with ease.

Total Compensation ->Basic -> Formula Results

Select the element to which the formula has to be assigned.

Attach all the defined Elements for the employee to whom the payroll has to be run.

People -> enter and Maintain

Click on assignment
Click on entries

Click on entries values

Step10: Run the payroll.

i)Nav: Processes and Reports > Submit Processes and Reports

Run the Concurrent Program “Payroll Run”.

ii) Nav: Processes and Reports > View Requests > Find

iii)Nav: View > Payroll Process Results

Select the Payroll and click on “Find” Button.

Select the Payroll(for specific Period) run and Click on “Assignment Process Button”
Select the Employee for whom you have run the payroll and click on “SOE Report” to view the
Pay Advice Report.
HRMS FAST FORMULA’s

+++++++++++++++++++++++++

Oracle FastFormula is a simple way to write formulas using English words & basic mathematical
functions. You can use information from your database in formulas without learning the database
structure or a programming language.

Common tables
SELECT *
FROM all_objects
WHERE object_type = ‘TABLE’ AND object_name LIKE ‘FF%’

FF_FUNCTIONS
FF_FUNCTION_PARAMETERS
FF_FORMULAS_F
FF_FORMULA_TYPES
FF_DATABASE_ITEMS
FF_GLOBALS_F
Uses of Oracle FastFormula
In HRMS, Oracle FastFormula is used for validation, to perform calculations, and to specify
rules. Here are some examples.

In Payroll, you use formulas to:

• Validate element inputs
• Calculate element pay values and run results during payroll processing
• Specify the rules for skipping an element during payroll processing
• Perform legislative checks during a payroll run

In Compensation and Benefits Management, you use formulas to:

• Specify the rules for Paid Time Off accrual plans, such as how much time is accrued and over
what period, when new starters are eligible to begin accruing time, and how much time can be
carried over to the next accrual term.
• Define custom calculations for benefits administration.
• Calculate the duration of an absence given the start and end dates and times.
• Create rules for benefits administration such as eligibility determination.

In People Management, fast formulas are used to:

• Check that element entry values are valid for an assignment
• Specify the criteria for including an assignment in an assignment set and to edit assignment sets
• Configure the people management templates in a number of ways such as supplying additional
information to be available from fields on the template and validating field entries.
• Define collective agreements
• Generate custom global person number sequences for employees, applicants, and contingent
workers.

Components of Formulas
Formulas are made up of a number of different components. These can include assignment
statements, different types of input including database items, functions, nested expressions, and
conditions.

1)AssignmentandReturnStatements.
To start with a simple example, suppose you wanted to calculate the pay value for the element
Wage by multiplying the number of hours an employee works each week by hourly rate. You
couldwritethisformula:
wage=hours_worked*hourly_rate
RETURNwage
The first line is an Assignment statement that simply assigns a value to the element Wage. The
second line is a Return statement that passes back the Wage value to the payroll run.

2)ConstantsandVariables.
In this example, the Wage value is calculated, but it could be a constant value, such as: wage =
200. To calculate the Wage value, Oracle FastFormula needs to get values for the variables
hours_worked and hourly_rate.
3)DataTypes.
Both variables and constants can be one of three data types:
•Numeric
•Text
• Date

4) Types of Input.
Values for the variables hours_worked and hourly_rate can be populated using three ways:
• Receiving them as input when the formula is called.
• Finding the values in the database from database items.
• Using global values, which you enter in the Globals window.

To use a database item or global value in your formula, you simply refer to it by name. You can
browse through lists of database items in the Formulas window. To use a value passed to the
formula at run time, you must write an Inputs statement.