Whats New in R13 Update (17B - 17D) Oracle Global Human Resource

TABLE OF CONTENTS
DOCUMENT HISTORY ······························································································································································································· 8
UPDATE 17D ······························································································································································································· 8

Revision History ························································································································································································ 8
Overview ······································································································································································································· 9
Feature Summary ··················································································································································································· 10
Human Resources ·················································································································································································· 13
Global Human Resources ····························································································································································· 13
Improved Self-Service Contact Effective Dates ·············································································································· 13
Define Employee Assignment Hours ·································································································································· 13
Add Eligible Jobs for a Worker Assignment ····················································································································· 14
Statutory Dependent Field for Contacts ···························································································································· 15
Convert Button Replaced with Actions Menu on the Pending Workers Tab ······················································· 19
Option to Indicate Inclusion of Pending Worker in Automatic Conversion ··························································· 20
Automatic Conversion of Pending Workers Using a Scheduled Process ····························································· 21
Change Legal Employer Guided Process ························································································································· 23
Two Tier - Multiple Contract - Single Assignment Employment Model ·································································· 24
Add Contracts for Contingent Workers ······························································································································ 25
Read-Only Contract Region in Promote and Transfer Processes ··········································································· 25
Manage Worker Unions ··························································································································································· 26
Manage Collective Agreements ············································································································································ 28
Seniority Dates Enhancements ············································································································································ 29
Ability to Add Multiple National Identifiers for the Same Type for the Same Country ······································ 32
Human Capital Management for Canada ······························································································································· 33
Record of Employment (ROE) Termination Events ······································································································ 33
Record of Employment (ROE): Automating the Archiving of ROE Blocks 17A and 17C ································ 34
Human Capital Management for Germany ···························································································································· 38
Validation of Organization Setup Data ······························································································································· 38
Report Contract Information for All Employment Models ···························································································· 38
Human Capital Management for Gibraltar ···························································································································· 40
Maintaining Person Information ············································································································································ 40
Human Capital Management for Guernsey ·························································································································· 40
Human Capital Management for the Isle of Man ················································································································ 41
Human Capital Management for Jersey ································································································································· 41
Maintaining Person and Employment Information ········································································································· 41
Human Capital Management for Macedonia, the Former Yugoslav Republic of ··············································· 42
Human Capital Management for Malta ···································································································································· 42
Human Resource Advisor ····························································································································································· 43
Create Service Request on Behalf of a Worker ·············································································································· 43
Assign a Queue Using the Worker's Employment Attributes ···················································································· 44
Inbound Email to Log Service Requests ··························································································································· 45
Usability Enhancements ·························································································································································· 46
Workforce Health and Safety Incidents ······································································································································· 48
Workforce Health and Safety Incidents ·································································································································· 48
Ability to Conduct an Incident Investigation ····················································································································· 48
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Worklife Solutions ·················································································································································································· 49
Employee Wellness ·········································································································································································· 50
Teams and Team Goals and Challenges ························································································································· 50
Workforce Directory Management ············································································································································ 51
Convert Vacancies to Requisitions ······································································································································ 51
Workforce Reputation Management ········································································································································ 53
Rebranded Application ····························································································································································· 53
Leverage HCM Data to Build Skill Profile ························································································································· 53
Define New Skills ······································································································································································· 54
Take Self-Assessment ····························································································································································· 54
Analyze Survey Statistics ························································································································································ 55
Transactional Business Intelligence ············································································································································ 56
HCM Transactional Business Intelligence ···························································································································· 56
Human Resources ·········································································································································································· 56
New Subject Area - Human Capital Management – Transaction Administration Real Time ························· 56
New Dimensions - Assignment Manager List and Assignment Manager List Unsecured ······························ 56
UPDATE 17C ····························································································································································································· 56

Revision History ······················································································································································································ 57
Overview ····································································································································································································· 57
Release Feature Summary ································································································································································· 58
Human Resources ·················································································································································································· 63
Global Human Resources ····························································································································································· 63
Synchronization of Assignment Flexfields from Position Flexfields ········································································ 63
Synchronization of Line Manager Based on HCM Position Hierarchy ··································································· 65
Create Document Records for Future Hires ···················································································································· 68
Human Capital Management for Armenia ····························································································································· 68
Human Capital Management for Aruba ·································································································································· 69
Human Capital Management for Azerbaijan ························································································································ 69
Human Capital Management for Bangladesh ······················································································································ 69
Human Capital Management for Belarus ······························································································································· 70
Name Style and Format ··························································································································································· 70
Human Capital Management for Benin ··································································································································· 70
Human Capital Management for Bermuda ···························································································································· 71
Human Capital Management for Bhutan ································································································································ 71
Human Capital Management for Cambodia ························································································································· 72
Human Capital Management for Cameroon ························································································································· 72
Human Capital Management for Cayman Islands ············································································································· 72
Human Capital Management for Chad ···································································································································· 73
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Human Capital Management for the Democratic Republic of Congo ····································································· 73
Human Capital Management for the Republic of Congo ······························································································· 74
Human Capital Management for Cote d'Ivoire ···················································································································· 74
Human Capital Management for Curaçao ····························································································································· 75
Human Capital Management for Ethiopia ····························································································································· 75
Human Capital Management for Fiji ········································································································································· 76
Human Capital Management for Gabon ································································································································· 76
Human Capital Management for Georgia ······························································································································ 76
Human Capital Management for Germany ···························································································································· 77
Enhanced Value for Gender ·················································································································································· 77
Disabled Person and Being Coequal ·································································································································· 77
Legislative Changes for Names ············································································································································ 77
Human Capital Management for Guinea ································································································································ 78
Human Capital Management for Guinea-Bissau ················································································································ 78
Human Capital Management for Kosovo ······························································································································· 78
Human Capital Management for Kyrgyzstan ······················································································································· 79
Human Capital Management for Laos ····································································································································· 79
Human Capital Management for Lesotho ······························································································································ 80
Human Capital Management for Liberia ································································································································ 80
Human Capital Management for Libya ··································································································································· 81
Human Capital Management for Madagascar ····················································································································· 81
Human Capital Management for Malawi ································································································································ 82
Human Capital Management for Maldives ···························································································································· 82
Human Capital Management for Mauritius ··························································································································· 83
Human Capital Management for Moldova ····························································································································· 83
Human Capital Management for Mongolia ··························································································································· 84
Human Capital Management for Montenegro ····················································································································· 84
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Human Capital Management for Myanmar ··························································································································· 85
Human Capital Management for Nepal ··································································································································· 85
Human Capital Management for Papua New Guinea ······································································································· 85
Human Capital Management for Rwanda ······························································································································ 86
Human Capital Management for Samoa ································································································································ 86
Human Capital Management for Senegal ······························································································································ 87
Human Capital Management for the Solomon Islands ··································································································· 87
Human Capital Management for South Sudan ··················································································································· 88
Human Capital Management for Sri Lanka ··························································································································· 88
Human Capital Management for Swaziland ························································································································· 89
Human Capital Management for Tajikistan ·························································································································· 89
Human Capital Management for Tanzania ···························································································································· 89
Human Capital Management for Tunisia ······························································································································· 90
Human Capital Management for Turkmenistan ·················································································································· 90
Human Capital Management for Uganda ······························································································································· 91
Human Capital Management for Uzbekistan ······················································································································· 91
Human Capital Management for Zimbabwe ························································································································· 92
Worklife Solutions ·················································································································································································· 92
Health and Safety ·············································································································································································· 92
Quickly Report Environment, Health, and Safety Incidents ······················································································· 93
Safety Incident Management ················································································································································· 95
Transactional Business Intelligence ············································································································································ 99
HR Transactional Business Intelligence ································································································································ 99
New Dashboard - Line Manager Dashboard ··················································································································· 99
New Subject Area - Health and Safety ······························································································································ 99
Enhanced Subject Area for Learning ································································································································ 100
New Metrics in Workforce Trend Subject Area ············································································································· 100
Reporting on Worker's Manager History ························································································································· 100
UPDATE 17B ··························································································································································································· 100

Revision History ···················································································································································································· 100
Overview ··································································································································································································· 101
Release Feature Summary ······························································································································································· 101
5
Human Resources ················································································································································································ 104
Global Human Resources ··························································································································································· 104
Ability to Cancel Work Relationship of Pending Workers ························································································· 104
Pending Worker Work Relationships for Persons Existing in Oracle Fusion HCM ········································· 106
HCM Position Hierarchy ························································································································································ 107
HCM Position Hierarchy Support in My Team Page ··································································································· 109
Human Capital Management for France ······························································································································ 112
Global Payroll Interface for France ···································································································································· 112
Human Capital Management for Germany ·························································································································· 112
Calculation Card Enhancement ·········································································································································· 112
Disability Report ······································································································································································· 113
Human Capital Management for Kuwait ······························································································································ 113
Report 103 Enhancement ····················································································································································· 113
Cheque Template for Third Party Payments ················································································································· 114
Data Validation Report Updates ········································································································································· 115
Human Capital Management for Netherlands ··················································································································· 115
Digital Absence Reports ························································································································································ 115
Human Capital Management for Saudi Arabia ·················································································································· 116
Additional Element Template Functionality for Allowances ······················································································ 117
New Hire and Termination Flexfield Enhancement ····································································································· 117
Payroll Cycle Flow Enhancement ······································································································································ 118
Human Capital Management for Sudan ······························································································································· 119
Civil Identity Number Validation ·········································································································································· 119
Human Capital Management for United Arab Emirates ······························································································· 119
Wage Protection System: Request for Refund ············································································································· 120
ADRPBF Reports ····································································································································································· 121
Additional Element Template Functionality for Allowances ······················································································ 124
Payroll Cycle Flow Enhancement ······································································································································ 125
Human Capital Management for Vietnam ···························································································································· 126
Optional Marital Status Field ················································································································································ 126
Global Payroll Interface ································································································································································ 126
Additional Country Extensions in Global Payroll Interface Extract Definition ···················································· 126
HR Optimizations ·················································································································································································· 127
Workforce Predictions ·································································································································································· 127
Support for Human Resource Specialists ······················································································································· 127
Social ·········································································································································································································· 127
Network at Work ·············································································································································································· 128
Kudos Replaced by Feedback ············································································································································ 128
Worklife Solutions ················································································································································································ 128
Human Resource Advisor ··························································································································································· 128
HR Help Desk ············································································································································································ 128
Human Resources Transactional Business Intelligence ·································································································· 130
New Subject Area: Payroll- Rate Calculation Results Real Time ·········································································· 130
New Subject Area: Payroll - Element Entries History Real Time ··········································································· 130
New Subject Area: Workforce Succession Management - Talent Pools Real Time ······································ 131
New Subject Area: Time Collection Devices Real Time ···························································································· 131
Enhanced Subject Area: Workforce Talent Review - Talent Review Meeting Real Time ···························· 132
Enhanced Subject Area: Workforce Profiles - Person Profile Real Time ··························································· 132
Enhanced Subject Area: Workforce Learning - Learning Management Real Time ········································ 132
Enhanced Subject Area: Workforce Management - Reported Time Cards Real Time ································· 133
Enhanced Subject Area: Workforce Performance - Performance Document Eligibility Real Time ··········· 133
6
Enhanced Subject Area: Workforce Performance - Performance Rating Real Time ····································· 133
Enhanced Subject Area: Compensation - Workforce Compensation Real Time ············································· 133
Enhanced Subject Area: Compensation - Workforce Compensation Budgets Real Time ··························· 133
Enhanced Subject Area: Benefits – Enrollments Real Time ··················································································· 134
New Dimensions – Time and Labor Subject Areas ····································································································· 134
New Dimensions – Assignment Hours Details ·············································································································· 134
New Dimensions – Seniority Dates ··································································································································· 134
Enhanced Dimensions – Costing Segments ················································································································· 135
Enhanced Dimensions – Payroll-Related Dimensions ······························································································· 135
Enhanced Dimension – Compensation Manager - Performance Improvement ··············································· 136
New Descriptive Flexfields – Absence Subject Area ·································································································· 136
New Metric – Accrual Balance ············································································································································ 136
New Attributes – Global HR Dimensions ························································································································ 136
New Report – Benefit Element Report ····························································································································· 138
Time and Labor Audit Reporting ········································································································································ 138
7
DOCUMENT HISTORY
This document will continue to evolve as existing sections change and new information is added. All updates
appear in the following table:
Date Update Version Notes
27 APR 2018 Update 17D Revised update 17D.
23 FEB 2018 Update 17C Revised update 17C.
01 SEP 2017 Update 17B Revised update 17B.
UPDATE 17D
REVISION HISTORY
Date Feature Notes
Transactional Business Intelligence: New

Updated document. Added feature
27 APR 2018 Subject Area - Human Capital Management –
Transaction Administration Real Time delivered in update 17D.
Global Human Resources: Seniority Updated document. Corrected feature

30 MAR 2018
Dates Enhancements details.
Global Human Resources: Automatic
Updated document. Corrected Role
23 FEB 2018 Conversion of Pending Workers Using a
Scheduled Process Information.
Global Human Resources: Add Eligible Jobs Updated document. Corrected Role
23 FEB 2018 for a Worker Assignment Information.
Human Resource Advisor: Create Service Updated document. Added feature

08 DEC 2017
Request on Behalf of a Worker delivered in update 17D.
Human Resource Advisor: Assign a
Updated document. Added feature
08 DEC 2017 Queue Using the Worker's Employment
delivered in update 17D.
Attributes
Human Resource Advisor: Inbound Email Updated document. Added feature
08 DEC 2017
to Log Service Requests delivered in update 17D.
Human Resource Advisor: Usability Updated document. Added feature
08 DEC 2017
Enhancements delivered in update 17D.
06 OCT 2017 Created initial document.
8
OVERVIEW
This guide outlines the information you need to know about new or improved functionality in Oracle HCM Cloud
Release 13. Each section includes a brief description of the feature, the steps you need to take to enable or
begin using the feature, any tips or considerations that you should keep in mind, and the resources available to
help you.
Oracle HCM Cloud release documents are delivered in five functional groupings:
Suggested Reading for all HCM Products:
HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human
resource information for all products and HCM Tools.)
Global Human Resources Cloud (Global Human Resources contains the base application in which
other application use for common data such as workforce structures and person information. Regardless
of what products you have implemented you may want to see the new features for Global Human
Resources that could impact your products.)
NOTE: Not all Global Human Resource features are available for Talent and Compensation products.
Optional Reading for HCM Products (Depending on what products are in your cloud service):
Talent Management Cloud (All Talent applications)
Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)
Workforce Management Cloud (Absence Management and Time and Labor)
Additional Optional Reading:
Common Technologies and User Experience (This documents the common features across all Cloud
applications and is not specific to HCM)
NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com
/saasreadiness/hcm under Human Capital Management Release Readiness.
GIVE US FEEDBACK
We welcome your comments and suggestions to improve the content. Please send us your feedback at
oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback
regarding the Global HR Cloud What’s New for Release 13 in the body or title of the email.
9
FEATURE SUMMARY
Action Required to Enable Feature
None Issue
Enable via Opt Enable via Opt In UI Plus Not Enabled via Opt In UI
Feature (Automatically Service
In UI Only Additional Steps but Setup Required
Available) Request
Human Resources
Global Human Resources
Improved Self-Service Contact Effective Dates
Define Employee Assignment Hours
Add Eligible Jobs for a Worker Assignment
Statutory Dependent Field for Contacts
Convert Button Replaced with Actions Menu on the
Pending Workers Tab
Option to Indicate Inclusion of Pending Worker in
Automatic Conversion
Automatic Conversion of Pending Workers Using a
Scheduled Process
Change Legal Employer Guided Process
Two Tier - Multiple Contract - Single Assignment
Employment Model
Add Contracts for Contingent Workers
Read-Only Contract Region in Promote and Transfer
Processes
Manage Worker Unions
Manage Collective Agreements
Seniority Dates Enhancements
Ability to Add Multiple National Identifiers for the Same
Type for the Same Country
Human Capital Management for Canada
Record of Employment (ROE) Termination Events
10
None Issue
Available) Request
Record of Employment (ROE): Automating the Archiving

of ROE Blocks 17A and 17C
Human Capital Management for Germany
Validation of Organization Setup Data
Report Contract Information for All Employment Models
Human Capital Management for Gibraltar
Maintaining Person Information
Human Capital Management for Guernsey
Human Capital Management for the Isle of Man
Human Capital Management for Jersey
Maintaining Person and Employment Information
Human Capital Management for Macedonia, the Former
Yugoslav Republic of
Human Capital Management for Malta
Human Resource Advisor
Create Service Request on Behalf of a Worker
Assign a Queue Using the Worker's Employment
Attributes
Inbound Email to Log Service Requests
Usability Enhancements
Workforce Health and Safety Incidents
Workforce Health and Safety Incidents
Ability to Conduct an Incident Investigation
11
None Issue
Available) Request
Worklife Solutions
Employee Wellness
Teams and Team Goals and Challenges
Workforce Directory Management
Convert Vacancies to Requisitions
Workforce Reputation Management
Rebranded Application
Leverage HCM Data to Build Skill Profile
Define New Skills
Take Self-Assessment
Analyze Survey Statistics
Transactional Business Intelligence
HCM Transactional Business Intelligence
Human Resources
New Subject Area - Human Capital Management –
Transaction Administration Real Time
New Dimensions - Assignment Manager List and
Assignment Manager List Unsecured
12
HUMAN RESOURCES
GLOBAL HUMAN RESOURCES

Oracle Fusion Global Human Resources enables your organization to plan, manage and optimize all workforce
segments using flexible and extensible best practices to realize extraordinary gains while ensuring compliance
and increasing total workforce engagement.
IMPROVED SELF-SERVICE CONTACT EFFECTIVE DATES

You can now use the improved self-service contact pages to enter the relationship start date for a person. Use
the new Relationship Start Date field instead of the effective date to record the start of a relationship.
The Relationship Start Date on the Edit My Details: Contacts Page
The application uses the relationship start date entered to calculate the correct contact effective date for the
user.
STEPS TO ENABLE
No steps are required to enable this feature.
TIPS AND CONSIDERATIONS

If the worker enters a Relationship Start Date which is earlier than the earliest effective start date of the
worker’s record (usually his or her hire date), the application will change the contact effective date to the
worker’s earliest effective start date. This is due to the fact that a relationship cannot be effective earlier
than the effective dates of the two related person records.
DEFINE EMPLOYEE ASSIGNMENT HOURS

You can now define worker assignment hours using:
Work day definition for the primary assignment with a day start time and rule from Time and Labor to
span time entries over days.
Working hours using either work shift Time to specify the start and end times or Elapsed to specify the
number of hours.
13
Work Shift Types in Assignment Hours
STEPS TO ENABLE
KEY RESOURCES
For more information, go to Applications Help for the following topic:
Work Measures: Explained
ADD ELIGIBLE JOBS FOR A WORKER ASSIGNMENT

Enter additional jobs for a worker apart from the job in the worker's current assignment.. Use eligible jobs to
report time for the eligible jobs in addition to the job in the person's current work assignment. You can also use
eligible jobs when a person has more than one job and you want to store information on the additional jobs for
tracking purposes.
Add Eligible Jobs for a Worker
You can access the Manage Eligible jobs page from the person smart navigation window, Person Management
work area, and the Quick Actions page.
When the relief type is Derived, then the jobs which share the same job family as the assignment job, are
available for selection in the Job column.
When the relief type is Manual, then all jobs which share the same job set as defined in the assignment
business unit, are available for selection in the Job column. You must specify the manual rate and frequency for
payroll calculation.
14
STEPS TO ENABLE
KEY RESOURCES
For more information, go to Applications Help for the following topics:
Eligible Jobs: Explained

Managing Eligible Jobs: Points to Consider
ROLE INFORMATION
Aggregate Privileges
Privilege Name and Code Job Role Name
Manage Eligible Jobs Line Manager

ORA_PER_MANAGE_ELIGIBLE_JOBS Human Resource Specialist
STATUTORY DEPENDENT FIELD FOR CONTACTS

A new field is added to the following pages where contacts are managed:
About Me > Personal Information > Edit > Contacts

Person Management > Create Work Relationship
Person Management > Manage Employment > Global Transfer
Person Management > Manage Employment > Global Temporary Assignment
Person Management > Manage Person > Contact
New Person > Add a Contingent Worker
New Person > Add a Nonworker
New Person > Add a Pending Worker
New Person > Hire an Employee
You can specify whether a contact is a statutory dependent, the definition of which varies by legislation. The
field is used in legislative processes and reports.
Oracle delivers a page composer expression that controls the display of the field on the page. The expression
evaluates a table that is delivered by the Oracle localization product teams to determine whether the field is
displayed for a specific legislation. If the delivered expression does not meet the functional requirement, it can
be modified using page composer.
A new lookup type, ORA_PER_STATUTORY_DEPENDENT is added to validate the data entered in the new
Statutory Dependent field. You can customize the lookup type to add values as per your requirement.
15
Statutory Dependent Field Displayed on the Create Contact Page
STEPS TO ENABLE
Use the following procedure to enable the Statutory Dependent field:
COUNTRY-LEVEL CUSTOMIZATION USING SENSITIVE FRAMEWORK
1. Deliver the seed data for PER_PERSON_LOC_FLOW_CONFIG table for the attribute name
STATUTORY_DEPENDENT_DISPLAY_FLAG for the specific legislation code.
2. Specify Attribute Value equals to 'Y' to display the Statutory Dependent field on the UI.
SITE-LEVEL CUSTOMIZATION USING UI
1. Login with the credentials of the user who has the role to enable customization.
2. Click Manage Sandboxes.
3. Create a new sandbox and make it active.
4. Enable customization on pages
a. Click the person image on the home page and then click Customize Pages.
b. Enable customization at the site-level.
5. Navigate to specific pages such as Hire an Employee, Create Work Relationship, and so on and enable
the Statutory Dependent attribute for each transaction.
16
A page composer expression is delivered that controls the display of the field on the page. The
expression evaluates a table that is delivered by the Oracle localization product teams to determine
whether the field is displayed for a specific legislation.
If your requirement is to display the field for a specific country that is not met by the delivered Oracle
localization product team, you can use page composer personalization to display the field as required.
The table below provides the expression binding that can be used to reference the country of the
contact. It also includes examples for either a single country or multiple countries. It is recommended
that you append this expression to the delivered expression so that the Oracle delivered expression is
still evaluated.
S.
Flow Binding Example
No.
Single Country:
#{pageFlowScope.pLegislationCode eq
New Hire – All flows (Hire an 'US'}
pageFlowScope.
1 Employee, Pending Worker, Multiple Countries:
pLegislationCode
Contingent Worker, NonWorker) #{pageFlowScope.pLegislationCode eq
'US' or pageFlowScope.pLegislationCode
eq 'CA'}
Single Country:
Create Work Relationship, Global 'US'}
pageFlowScope.
2 Transfer, Global Temporary Multiple Countries:
pLegislationCode
Assignment ? Create Contact #{pageFlowScope.pLegislationCode eq
eq 'CA'}
Single Country:
Create Work Relationship, Global
'US'}
Transfer, Global Temporary pageFlowScope.
3 Multiple Countries:
Assignment ? Create from pLegislationCode
Existing Person
eq 'CA'}
Single Country:
Create Work Relationship, Global 'US'}
pageFlowScope.
4 Transfer, Global Temporary Multiple Countries:
pLegislationCode
Assignment ? Edit Contact #{pageFlowScope.pLegislationCode eq
eq 'CA'}
Single Country:
#{bindings.LegislationCode3.inputValue
eq 'US' }
bindings.
Multiple Countries:
5 Manage Person ? Create Contact LegislationCode3.
inputValue
eq 'US' or bindings.LegislationCode3.
inputValue eq 'CA' or bindings.
LegislationCode3.inputValue eq 'BR'}
17
S.
Flow Binding Example
No.
Single Country:
bindings. eq 'US'}
Manage Person ? Create from
6 LegislationCode2. Multiple Countries:
Existing Person
inputValue #{bindings.LegislationCode2.inputValue
inputValue eq 'CA'}
Single Country:
bindings. eq 'US'}
7 Manage Person ? Edit Contact LegislationCode3. Multiple Countries:
inputValue #{bindings.LegislationCode3.inputValue
inputValue eq 'CA'}
Single Country:
eq 'US'}
bindings.
Personal Information ? Add Multiple Countries:
8 LegislationCode1.
Contact as new Person #{bindings.LegislationCode1.inputValue
inputValue
Single Country:
eq 'US'}
bindings.
Personal Information ? Edit Multiple Countries:
9 LegislationCode1.
Contact added as a new Person #{bindings.LegislationCode1.inputValue
inputValue
Single Country:
#{pageFlowScope.legislationCode eq
Personal Information ? Add pageFlowScope. 'US'}
10
Contact as Existing Person legislationCode Multiple Countries: #{pageFlowScope.
legislationCode eq 'US' or
pageFlowScope.legislationCode eq 'CA'}
Single Country:
#{pageFlowScope.legislationCode eq
Personal Information ? Edit
pageFlowScope. 'US'}
11 Contact added as an Existing
legislationCode Multiple Countries: #{pageFlowScope.
Person
legislationCode eq 'US' or
pageFlowScope.legislationCode eq 'CA'}
KEY RESOURCES
How can I designate a contact as a statutory dependent?
18
CONVERT BUTTON REPLACED WITH ACTIONS MENU ON THE PENDING WORKERS TAB
The Convert button on the Pending Workers tab in the New Person work area is now replaced with the Actions
menu with additional actions. These actions are displayed based on your security profile.
New Actions Menu with Additional Actions
The actions available under Actions menu include:
Convert - This option is always available, even if the pending worker record is selected for inclusion in
automatic conversion.
Quick Convert - This option is available only to Human Resources Specialists. You can select multiple
pending worker records for quick conversion.
Edit Pending Worker - This option is always available when you select a pending worker record.
Cancel Work Relationship - This option is always available when you select a pending worker record.
Include in Automatic Conversion - This option is displayed when the pending worker record is excluded
from automatic conversion or no value is specified for automatic conversion.
Exclude from Automatic Conversion - This option is displayed when the pending worker record is
included in automatic conversion or no value is specified for automatic conversion. If you select multiple
pending worker records with different Include for Automatic Conversion values then both - Include in
Automatic Conversion and Exclude from Automatic Conversion options are available in the menu.
STEPS TO ENABLE
KEY RESOURCES
Converting a Pending Worker: Explained
19
OPTION TO INDICATE INCLUSION OF PENDING WORKER IN AUTOMATIC CONVERSION
A new field, Automatically Convert Pending Workers is added on the Manage Enterprise HCM Information
page to indicate whether newly created pending worker records are to be included in automatic conversion.
The field values can be : Y (Yes), N (No), or blank (default value). If you set this value to Y, then the Include for
Automatic Conversion field in the Pending Worker and Manage Work Relationship UIs will also have a value of
Y, that is these pending workers are included in automatic conversion.
Option to Automatically Convert Pending Workers
This field is also displayed in the following transactions:
Add Pending Worker

Edit Pending Worker
Convert Pending Worker
Manage Work Relationship
Quick Convert
Option to Include Pending Worker on the Edit Pending Worker Page
20
You can also indicate whether a pending worker record is to be included for automatic conversion on the
Pending Workers tab in the New Person work area, pending worker records loaded using HCM Data Loader
(HDL), and the Worker Service V2.
Option to Include Pending Worker on the Pending Worker Tab
STEPS TO ENABLE
1. Select the Manage Enterprise HCM Information tasks, in the Setup and Maintenance work area.
2. Click Edit -- Update.
3. Select Y in the Automatically Convert Pending Workers field in the Employment Configuration Options
section.
4. Click Submit.
KEY RESOURCES
For more information go to Applications Help for the following topics:

Employment Configuration Options: Explained
Running the Convert Pending Workers Automatically Process
AUTOMATIC CONVERSION OF PENDING WORKERS USING A SCHEDULED PROCESS

A new scheduled process, Run Convert Pending Workers Automatically is added to quickly convert pending
worker records to employees or contingent workers based on the specified conversion criteria. If the
conversion criteria is not specified, all values for that parameter are considered while running the process.
The process considers the time zone of the worker's work assignment when converting pending worker records.
For example, a pending worker in the UK is converted to the proposed worker type when the UK day starts and
a pending worker in the US is converted only when the US day starts.
21
Pending Workers are Converted Based on the Specified Conversion Parameters
All selected candidates that meet the following criteria are automatically converted:
Pending worker is marked for inclusion in automatic conversion.

Conversion Date is the proposed start date of the worker, or specific number of days before the proposed
start date, or specific number of days after the start date.
Proposed Worker Type is either employee or contingent worker
Either or all of the following parameters are specified - Country, Legal Employer, Business Unit,
Department, and Location. If a conversion criteria field is blank then all values for the parameter are
considered while converting the pending worker.
STEPS TO ENABLE
1. Click Scheduled Processes work area in the Navigator.
2. Click Schedule New Process.
3. Enter Run Convert Pending Workers Automatically Process, in the Name field.
4. Click OK.
5. Enter the conversion criteria and click Submit.
KEY RESOURCES
For more information go to Applications Help for the following topics:

Running the Convert Pending Workers Automatically Process
22
ROLE INFORMATION
Function Security Privileges:
Privilege Name and Code Job Role Name and Code
Run Autoconvert Pending Workers Process

Human Resources Specialist
PER_AUTO_CONVERT_PWKS_PRIV
CHANGE LEGAL EMPLOYER GUIDED PROCESS

Line managers can now perform the legal employer change for their direct reports using the Change Legal
Employer guided process. This guided process is a simplified version of the current Global Transfer process
performed by HR Specialists. The primary assignment data of the worker is defaulted in this guided process
thereby making the process intuitive for the line managers.
Line managers can access the Change Legal Employer process from the person smart navigation window,
Quick Actions page, and the Actions menu in My Team.
Change Legal Employer for a Direct Report
There are many assignment attributes delivered on this process which are hidden out of the box. The customer
can unhide these attributes as per the business requirements, using page composer personalization. A page
flow scope variable is also delivered to allow customers to selectively hide or unhide attributes on this process
without impacting the display of those attributes on other flows. For example, to unhide an attribute only on this
flow, use #{pageFlowScope.isChangeLegalEmployer == 'Y'}.
A new approval rule called Change Legal Employer has been delivered for customers to configure specific
approval conditions for this guided process.
STEPS TO ENABLE

If the worker has direct reports and those direct reports are not reassigned as part of this Change Legal
Employer process, then the assignments of those direct reports are automatically updated to point to the
new assignment of the worker in the new legal employer.
If the worker has a future dated termination, then the application will display a warning message before
proceeding with the change of legal employer.
23
If the worker has a future dated global transfer or global temporary assignment, then the application will
display an error message and not proceed with the change of legal employer.
If the worker's assignment status has been suspended due to a global temporary assignment, then the
application will display an error message and not proceed with the change of legal employer.
ROLE INFORMATION
Change Worker Legal Employer

Line Manager
ORA_PER_CHANGE_WORKER_LEGAL_EMPLOYER
TWO TIER - MULTIPLE CONTRACT - SINGLE ASSIGNMENT EMPLOYMENT MODEL

You can now select a new employment model named Two Tier - Multiple Contract - Single Assignment for an
enterprise or a legal employer. This employment model allows you to manage contracts for workers having
multiple assignments, without maintaining employment terms data. Each assignment can be associated with its
individual contract.
To select the employment model for the enterprise or individual legal employer, use the Manage Enterprise
HCM Information and Manage Legal Entity HCM Information tasks in the Setup and Maintenance work area
respectively.
Manage Enterprise HCM Information
After you configure this new employment model, the Add Assignment and End Assignment actions are listed in
the Manage Employment page.
STEPS TO ENABLE
24
This employment model does not allow the same contract to be shared across multiple assignments.
KEY RESOURCES
For more information on this features go to Applications Help for the following topic:
Selecting the Employment Model: Critical Choices
ADD CONTRACTS FOR CONTINGENT WORKERS

Enhance the ability to track contingent worker information by now maintaining the contract details for
contingent workers. If the employment model that you configured supports contracts, you can manage the
contract information for your contingent workers as you manage for your employees.
The following tasks now support contracts for contingent workers:
Add Contingent Worker

Add Pending Worker
Edit Pending Worker
Manage Employment
Add Assignment
Add Temporary Assignment
Global Transfer
Global Temporary Assignment
Create Work Relationship
STEPS TO ENABLE
KEY RESOURCES
READ-ONLY CONTRACT REGION IN PROMOTE AND TRANSFER PROCESSES

Provide line managers greater visibility to their direct reports' contract details. The contracts read-only region is
now added to the Promote and Transfer guided processes. The region is hidden out of the box, however you
can unhide it using personalization.
25
Promote Guided Process
STEPS TO ENABLE
The contracts read-only region is hidden out of the box, and you must use page composer personalization to
unhide it.
KEY RESOURCES
For more information, go to Applications Help for the following guides and topic:
MANAGE WORKER UNIONS

Enhance the ability to track worker unions related to an enterprise using the new Worker Union organization
structure. You can optionally associate worker unions with their affiliated bargaining units.
You can now assign the worker union directly to a worker's assignment.
You can define the worker unions in the context of a country and track contact details about a worker union,
such as the contact name, union title, phone, and Email. Additionally, customers can use descriptive flexfields
and extensible flexfields to record additional details about the worker unions.
26
Edit a Worker Union
Manage Employment
STEPS TO ENABLE
ROLE INFORMATION
Manage Worker Unions

Workforce Structures Management Duty
ORA_PER_MANAGE_WORKER_UNIONS
27
MANAGE COLLECTIVE AGREEMENTS
Enhance the ability to track changes made to collective agreements over time, by using the date effective
feature. You can optionally associate collective agreements with worker unions and the affiliated bargaining
units.
Customers can use descriptive flexfields and extensible flexfields to record additional details about the collective
agreements.
The Collective Agreements region comprising worker union, bargaining unit, and collective agreement is
now visible in the employment processes, such as promote and transfer. This region is hidden out of the box.
Customers can unhide it by using page composer personalization.
Create Collective Agreement
28
Promote Guided Process
STEPS TO ENABLE
KEY RESOURCES
For more information, go to Applications Help for the following guides and topic:
Manage Collective Agreements: Explained
SENIORITY DATES ENHANCEMENTS

CONFIGURE SENIORITY DATES
You can now configure seniority dates for various attributes in the worker assignment. You can also calculate
the seniority for hourly-paid workers based on the hours eligible for seniority.
A fast formula can be used to calculate the adjustment to seniority when customers have specific business rules
for seniority dates.
The seniority calculation can be cumulative across multiple occurrences of the same attribute value, or it can be
configured to be noncumulative.
29
Configure Seniority Date Rules
MANAGE SENIORITY DATES
The Manage Seniority Dates page now displays worker seniority dates in an intuitive hierarchical structure. You
can view the history of adjustments to seniority on the same page. The adjustments and corrections to seniority
can be done in days or hours based on the basis used for calculating seniority. You can specify the seniority
calculation basis for a worker on the worker's assignment.
The seniority dates calculated for a worker are displayed as read-only on the guided employment processes,
such as promote and transfer.
Manage Seniority Dates
30
CALCULATE SENIORITY DATES ESS JOB
You can now calculate the seniority dates for workers by running the Calculate Seniority Dates ESS job. This
job can be run for all workers or selected workers. Additionally, you can run this job for an individual legal
employer or worker union.
Calculate Seniority Dates
MIGRATE SENIORITY DATES
Customers using the previous versions of seniority dates can use the Migrate to Version 3 of Seniority Dates
ESS job to migrate their seniority data to the new version of seniority dates.
31
Migrate Seniority Dates
STEPS TO ENABLE
KEY RESOURCES
Seniority Dates: Explained

Configuring Seniority Dates: Explained
Managing Seniority Dates: Explained
ABILITY TO ADD MULTIPLE NATIONAL IDENTIFIERS FOR THE SAME TYPE FOR THE SAME
COUNTRY
You can add multiple national identifiers of the same type for a country provided the validity period of the
identifiers doesn't overlap.
Add Multiple National Identifiers for a Country
You can use this feature to add national identifiers for a person who has provided an incorrect national identifier,
or received a new national identifier due to identity theft.
32
Multiple Identifiers for the United States
STEPS TO ENABLE
KEY RESOURCES
For more information, go to the Application help for the following topic:
Can I add multiple national identifiers of the same type for a country?
HUMAN CAPITAL MANAGEMENT FOR CANADA

Oracle Fusion HRMS (Canada) supports country specific features and functions for Canada. It enables users
to follow Canada’s business practices and comply with its statutory requirements.
RECORD OF EMPLOYMENT (ROE) TERMINATION EVENTS

Oracle Fusion Human Capital Management for Canada now supports event processing to generate a Record
of Employment (ROE) when the employee is terminated.
A Record of Employment Notification event is created automatically when an employee’s termination date is
entered in the Manage Work Relationship page and the employee is paid within one year of the actual
termination date. The Record of Employment Archive processes the ROE events and archives the ROE
information for employees whose termination date is prior to or as of the effective date that the ROE archive is
processed.
The statuses of the event notifications are explained below:
Awaiting Processing: Notification is created when the employee’s termination date is entered prior to
processing the ROE archive.
Deferred: Not supported for ROE termination events.
Processing: Not supported for ROE termination events.
Complete: The ROE archive was processed successfully for the terminated employee.
You may view event notifications for employees using the Manage Event Notifications task in the Payroll
Calculations work area.
33
Manage Event Notifications Task
Additional notes regarding the event notification functionality are given below.
If a termination is reversed and the ROE archive is not processed, the notification record is deleted.
If the termination date of an employee changes and the ROE archive has not been processed for the
employee, the process date of the event is updated.
STEPS TO ENABLE

The parameters for the Record of Employment Archive process are still in effect while processing event
notifications. For example, if an employee with an unprocessed ROE event notification is not part of the
Payroll Relationship Group submitted for the parameter of the archive, the employee will not be
processed.
KEY RESOURCES
For more information you can refer to the Canada Information Center at the link below for additional
information: Canada Information Center: https://support.oracle.com/rs?type=doc&id=2102586.2 CA –
Welcome tab > Product Documentation > White Papers > Implementation and Use
Hot Topics Email (To Receive Critical Statutory Legislative Product News)
To receive important Fusion Canada Legislative Product News, you must subscribe to the Hot
Topics Email feature available in My Oracle Support. See My Oracle Support Document ID
2102586.2 ( Information Center: Fusion Human Capital Management - Canada) for further details,
and access the content at the location below. CA – Welcome tab > Other Documents > How To
Use My Oracle Support Hot Topics Email Subscription Feature
RECORD OF EMPLOYMENT (ROE): AUTOMATING THE ARCHIVING OF ROE BLOCKS 17A AND
17C
Oracle Fusion Human Capital Management for Canada provides the ability to capture and archive balances
required for reporting amounts in blocks 17A (Vacation Pay) and 17C (Other Monies) on the Record of
Employment.
The following ROE balances are now delivered to provide the ability to automatically archive and report blocks
17A and 17C data:
ROE Vacation Pay (Block 17A)

ROE Vacation Pay - Anniversary Paid on a Specific Date Each Year
ROE Vacation Pay - Paid Because No Longer Working
ROE Vacation Pay - Paid for a Vacation Leave Period
34
ROE Other Monies (Block 17C)
ROE Other Monies - Closure Bonus
ROE Other Monies - Event Bonus
ROE Other Monies - Gratuities
ROE Other Monies - Holiday Bonus
ROE Other Monies - Honorariums
ROE Other Monies - Other
ROE Other Monies - Other Bonus
ROE Other Monies - Pay in Lieu of Notice
ROE Other Monies - Payout of Banked Overtime
ROE Other Monies - Production or Incentive Bonus
ROE Other Monies - Profit Sharing
ROE Other Monies - Retiring Allowance, Retirement Leave credits
ROE Other Monies - Retroactive Pay Adjustment
ROE Other Monies - Separation or Retirement Bonus
ROE Other Monies - Settlement Pay
ROE Other Monies - Severance Pay
ROE Other Monies - Sick Leave Credits
ROE Other Monies - Staying, Contract Complete or End of Season Bonus
ROE Other Monies - SUB Illness
ROE Other Monies - SUB Layoff
ROE Other Monies - SUB Maternity, Parental, Compassionate Care, Ill Children
ROE Other Monies - SUB Training
Both insurable and non-insurable earnings elements fed to the new seeded ROE balances and paid in the
employee’s final pay period are now archived and reported in blocks 17A (Vacation Pay) and 17C (ROE Other
Monies) accordingly.
To report insurable earnings in Blocks 17A or 17C on the ROE, you must feed the Insurable Earnings input
value to the ROE balance. Below is an example of a feed to the ROE balance. In this case, the input value is
fed to the balance ROE Other Monies – Other Bonus.
ROE Other Monies - Other Bonus
To report non-insurable earnings in Blocks 17A or 17C, you must feed the Earnings input value to the ROE
balance. Below is an example of a feed to the ROE balance. In this case, the input value is fed to the balance
ROE Other Monies – Retiring Allowance, Retirement Leave credits.
35
ROE Other Monies - Retiring Allowance, Retirement Leave Credits
Additionally, balance adjustments processed with effective dates that falls within the employee’s final pay period
are archived and reported on the ROE in Blocks 17A and 17C.
A new Pay Type of ‘Balance’ is now present within the ROE Vacation Pay calculation component details on the
Reporting Information calculation card, which provides the ability to provide dates for the balances fed to the
ROE Vacation Pay balances. Choosing the Pay Type of ‘Amount’ means that the amount entered on the
reporting card will override the balance for the same Pay Code.
ROE Vacation Pay - Pay Type of Balance
A new Pay Type of ‘Balance’ is now present within the ROE Other Monies calculation component details on the
Reporting Information calculation card, which provides the ability to provide dates for the balances fed to the
ROE Other Monies balances. Choosing the Pay Type of ‘Amount’ means that the amount entered on the
reporting card will override the balance for the same Pay Code.
36
Additional important details regarding the functionality are noted below.
Because Service Canada accepts only one Vacation Pay for the employee, if there are multiple balance
feeds for the ROE Vacation Pay balances, then the amounts are combined and reported in the balance
ROE Vacation Pay - Paid Because No Longer Working.
The default pay type for the ROE Vacation Pay and ROE Other Monies is the value of ‘Balance’. You
only need to create a reporting card component for the balance pay type if you want to provide dates for
the balances fed to the ROE Vacation Pay and ROE Other Monies balances.
STEPS TO ENABLE

The HCM Data Loader (HDL) used to create the Reporting Information card data supports the new Pay
Type value of ‘Balance’ for the ROE Vacation Pay and ROE Other Monies calculation component details.
KEY RESOURCES
For more information you can refer to the Canada Information Center at the link below for additional
information.
Canada Information Center: https://support.oracle.com/rs?type=doc&id=2102586.2
CA – Welcome tab > Product Documentation > White Papers > Implementation and Use
Hot Topics Email (To Receive Critical Statutory Legislative Product News)
To receive important Fusion Canada Legislative Product News, you must subscribe to the Hot Topics Email
feature available in My Oracle Support.
See My Oracle Support Document ID 2102586.2 (Information Center: Fusion Human Capital Management -
Canada) for further details, and access the content at the location below.
CA – Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Email Subscription
Feature
37
HUMAN CAPITAL MANAGEMENT FOR GERMANY
Oracle Fusion HRMS (Germany) supports country specific features and functions for Germany. It enables
users to follow Germany's business practices and comply with its statutory requirements.
VALIDATION OF ORGANIZATION SETUP DATA

The Worker Data Validation report contains new validations for the organization setup data used in the
REHADAT Disability reporting. The new validations include the following checks:
the legal jurisdiction is from type Company Registration

the legal jurisdiction from type Company Registration has the correct legal reporting unit registration code
Standard Company Number
the legal entity is marked as payroll statutory unit and legal employer
the legal reporting unit is indicated as a reporting establishment and a tax reporting unit
the legal reporting unit is registered with the legal jurisdiction from type Company Registration
the standard company number is entered and in the required format
one active legal reporting unit is defined as main unit
STEPS TO ENABLE
REPORT CONTRACT INFORMATION FOR ALL EMPLOYMENT MODELS

You can report contract information for all employment models for REHADAT Disability reporting. The following
new fields are provided to enter contract information for employment models that do not have contract details:
Contract Type
Projected End Date
If contract information is available, the process reports the existing information in the REHADAT Disability report.
If you are using an employment model that does not include contract details, you can enter the relevant contract
information in the Job Details section on the Person Management page:
38
German Developer Flexfields for Contract Information
STEPS TO ENABLE
If you have deployed an employment model with contract information, then you do not need to enable this
feature. Use the contract information available in the Contract Details section on the Manage Employment
page for the REHADAT disability reporting.
If you have deployed an employment model that does not have the contract functionality, you must enable the
new flexfields to capture the required contract information using the Page Composer.
To deploy the new flexfields for contract information:
1. Login with the credentials of the user who has the role to enable customization.
2. Click Manage Sandboxes.
3. Create a new sandbox and make it active.
4. Select Manage Employment task from the Person Management work area.
5. Search for and select an employee.
6. In Settings and Action, select Customize Pages.
7. Select the HCM organization layer and enter the name of the legal entity.
8. Select Structure.
9. Select the HCM descriptive flexfield PER_ASG_LEG_DDF Legislative assignment attributes.
10. Click on one of the existing flexfields, for example Work Day per Week. At the bottom of the page, the
line Manage Employment – Oracle Applications > Region > Group > PanelFormLayout >
DescriptiveFlexfield > FlexRichSelectOneChoice is displayed.
11. Click DescriptiveFlexfield.
12. Click Properties and go to Flexfield Context Segments.
13. Select the context value DE and use the segment code ORA_HRX_DE_CONTRACT_TYPE_EE for the
field contract type segment. Set rendered to True. Enter the required information for Label and Short
Description.
14. Click Apply.
15. Select the context value DE and use the segment code ORA_HRX_DE_PROJ_END_DATE_EE for the
field projected end date. Set rendered to True. Enter the required information for Label and Short
Description.
16. Click Apply.
39
NOTE: To ensure that the fields are displayed correctly on the page, you must enable the fields in the View
and Correct/Update modes while setting up the flexfields.
HUMAN CAPITAL MANAGEMENT FOR GIBRALTAR

Oracle Fusion HRMS (Gibraltar) supports country specific features and functions for Gibraltar. It enables users
to follow Gibraltar’s business practices and comply with its statutory requirements.
MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information
specific to Gibraltar:
Name style and format

Validation of the national identifier: Taxpayer reference number
Address format
STEPS TO ENABLE
KEY RESOURCES
For more information, go to My Oracle Support for the following documents:
Oracle Fusion HCM: Person Name Validation (Document ID 2146270.1)

Validating National Identifier Numbers in Oracle Fusion Human Capital Management (Document ID
2159758.1)
Oracle Fusion HCM: HCM Address Validation (Document ID 2140848.1)
HUMAN CAPITAL MANAGEMENT FOR GUERNSEY

Oracle Fusion HRMS (Guernsey) supports country specific features and functions for Guernsey. It enables
users to follow Guernsey’s business practices and comply with its statutory requirements.

specific to Guernsey:
Name style
Validation of the national identifier: Social Security Number
Address format with validation
Other human resources data capture, including predefined values for Marital Status, Contacts, Visa and
Permit (types and categories)
Bank information
STEPS TO ENABLE
40
KEY RESOURCES

2159758.1)
HUMAN CAPITAL MANAGEMENT FOR THE ISLE OF MAN

Oracle Fusion HRMS (Isle of Man) supports country specific features and functions for the Isle of Man. It
enables users to follow the Isle of Man's business practices and comply with its statutory requirements.

specific to Isle of Man:
Name style
Validation of the national identifiers: National Insurance Number, tax identification number
Permit Types
Bank information
STEPS TO ENABLE
KEY RESOURCES

2159758.1)
HUMAN CAPITAL MANAGEMENT FOR JERSEY

Oracle Fusion HRMS (Jersey) supports country specific features and functions for Jersey. It enables users to
follow Jersey’s business practices and comply with its statutory requirements.
MAINTAINING PERSON AND EMPLOYMENT INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person and
employment information specific to Jersey:
Name style
41
Permit Types
Bank information
Employment information: Contract Type
STEPS TO ENABLE
KEY RESOURCES

2159758.1)
HUMAN CAPITAL MANAGEMENT FOR MACEDONIA, THE FORMER YUGOSLAV

REPUBLIC OF
Oracle Fusion HRMS (Macedonia) supports country specific features and functions for the former Yugoslavia
Republic of Macedonia. It enables users to follow Macedonia’s business practices and comply with its statutory
requirements.

specific to Macedonia:

Validation of the national identifier: JMBG
Address format
STEPS TO ENABLE
KEY RESOURCES

2159758.1)
HUMAN CAPITAL MANAGEMENT FOR MALTA

Oracle Fusion HRMS (Malta) supports country specific features and functions for Malta. It enables users to
follow Malta’s business practices and comply with its statutory requirements.
42
specific to Malta:

National identifier: Social Security Number
Address format
STEPS TO ENABLE
KEY RESOURCES

2159758.1)
HUMAN RESOURCE ADVISOR

Oracle Fusion Human Resources Advisor is a native engagement solution that provides robust HR case
management capabilities, leading to a superior HR service experience. This application covers all aspects
related to service request management for workers, managers, and HR Help Desk agents.
CREATE SERVICE REQUEST ON BEHALF OF A WORKER

Enhance the ability of managers and persons to whom managers have delegated the access, to create a
service request (SR) on behalf of a worker in their hierarchy by overriding the primary point of contact.
Currently, the primary point of contact for a SR is defaulted to the worker logging the issue, and cannot be
changed to another worker. Further, the SR can only be viewed by the worker logging the SR or the Help Desk
agent handling the SR. This restriction is now relaxed by allowing a worker to create a SR on behalf of another
worker by overriding the primary point of contact. However, the workers can only search and select other
workers in their hierarchy or when access is provided to workers using the delegation feature. Additionally, the
data security policy is modified to allow users to view all SRs they create, not just the ones where they are the
primary contact.
The following use cases are now supported:
A manager logs a SR on behalf of a direct report. In this case, the manager and the direct report can
view the service request.
A manager is on leave and delegates the SR creation to one of the direct reports. In this case, the direct
report can log a SR for another worker in the manager's hierarchy.
43
SR Creationon Behalf of Lisa Jones
STEPS TO ENABLE
You can perform delegation by using the delegation feature. Create a HCM role to allow delegation of the SR
feature.
KEY RESOURCES
For more information about configuring HR Help Desk, see the Configuring HR Help Desk: Overview topic in
the Implementing Global Human Resources guide.
ASSIGN A QUEUE USING THE WORKER'S EMPLOYMENT ATTRIBUTES

Enhance the ability of administrators to set up queue assignment rules using the primary point of contact's
employment attributes in addition to the service request attributes.The following employment attributes are
available to set up queue assignment rules:
Legal Employer
Country
Business Unit
Department
Job
Location
Bargaining Unit
Collective Agreement
44
Service Request Assignment Using Employment Attributes
STEPS TO ENABLE
Administrators can modify existing queue assignment rules or create new rules to use the primary point of
contact's employment attributes.
1. Navigate to Setup and Maintenance > Setup: Service > Communication Channels > Display all Tasks >
Manage Service Assignment Rules
2. Select the Category HR Service Request Queuing Rules
3. Open an existing rule and in the rule setup UI there is a new Object selection under 'Conditions' for HR
Service Request Primary Point of Contact. When selected, the list of available worker assignment
attributes will be displayed and available for configuring rules.
KEY RESOURCES
For more information about configuring HR Help Desk, see the Configuring HR Help Desk: Overview topic in
the Implementing Global Human Resources guide.
INBOUND EMAIL TO LOG SERVICE REQUESTS

Enhance the ability of workers to log service requests (SRs) by sending an email to a specific email address
that is set up and configured to create an HR Help Desk SR.
Most organizations will want to create an email channel that is dedicated for HR Help Desk communications,
both for inbound and outbound email. To ensure the security of sensitive communications, HR Help Desk
includes a dedicated inbound email channel. The inbound email channel is separate from the email channel that
serves all non-HR Help Desk SRs. In order to ensure this security, a few additional configurations must be
completed.
45
Inbound Email Channel Setup
STEPS TO ENABLE
To ensure the security of sensitive communications related to HR Help Desk, you must perform the following
configurations:
1. Configure inbound email forwarding: Create a new forwarding rule on the email server to redirect emails
addressed to the HR Help Desk email account. The emails must be redirected to the HR Help Desk email
address provided by Oracle at the time of provisioning. The forwarding rule and the redirected email
address are different from the rule and email address used for all other SRs.
2. Create email channel: Navigate to Setup and Maintenance > Service > Communication Channels >
Manage Communication Channels > Create Channel. When selecting a Stripe Code, select HCM to
process HR Help Desk emails to/from workers.
KEY RESOURCES
For more information about setting up communication channels, see the Setting Up Communication Channels
chapter in the Implementing Service guide.
For more information about email templates, see the Email Templates: Explained topic in the Applications Help.
USABILITY ENHANCEMENTS
Oracle Engagement Cloud now introduces the following usability enhancements for Service Request
Management:
Users can:
Personalize the layout of columns on the Service Request (SR) list.
View attached images in SR messages.
Create a new internal note or response message from the action menu on the Service Request
page.
Edit previously posted SR messages (internal note and customer entry).
46
Agents can mark a linked knowledge article as resolved after fixing an issue.
Administrators can configure the order of the Status field values on the Service Request page.
Enhanced Functionality for Viewing Attached Images in SR Messages
Agents Can Mark a Linked Knowledge Article as Having Resolved an Issue
STEPS TO ENABLE
To edit previously posted SR messages, you must enable the SVC_ENABLE_MESSAGE_CORRECTION

profile option.
To specify the order of the Status field values, the administrator must use the Ranking field under Manage
Service Request Status Values in Setup and Maintenance > Service Offering > Service Request functional area
> Manage Service Request Status Values page.
47
KEY RESOURCES
For more information about profile options and modifying service request lookups, see the following topics in
the Implementing Service Request Management guide:
Profile Options: Explained
Modifying Service Request Lookups: Explained
WORKFORCE HEALTH AND SAFETY INCIDENTS
WORKFORCE HEALTH AND SAFETY INCIDENTS

Oracle Workforce Health and Safety Incidents provides incident management processes to create, manage,
investigate, and analyze safety incidents. This helps maintain compliance and support a proactive and
preventive workforce, health, and safety environment.
ABILITY TO CONDUCT AN INCIDENT INVESTIGATION

You can now create an investigation to analyze the information that was gathered in the incident report. You
can note your findings and recommendations. Also, you can answer the Workforce Health and Safety Standard
Investigation questionnaire to answer questions related to your incident that will help you understand the root
cause.
Assign Investigation Owners, Preapprovers, Reviewers, and Approvers, who can acknowledge the investigation
completion.
48
Enter the Incident Investigation Details, Findings, and Recommendations to Help Prevent Similar Incidents in the Future
STEPS TO ENABLE

You can also create a new questionnaire or update the default Workforce Health and Safety Standard
Investigation questionnaire to suit your organization's requirements.
KEY RESOURCES
For more information, see the following topics in Applications Help:
Creating Incidents using Safety Incident Management: Explained

Implementing Workforce Health and Safety Incidents: Explained
49
WORKLIFE SOLUTIONS
EMPLOYEE WELLNESS
Oracle Fusion Employee Wellness supports corporate initiatives to improve employee fitness and health
through the use of opt-in wellness features. This application integrates with popular fitness tracking services to
simplify and automate the acquisition of exercise data from a wide range of devices.
TEAMS AND TEAM GOALS AND CHALLENGES

You can now create and join teams to achieve your wellness goals by collaborating with other employees in
your organization. Once you are part of a team, you can effortlessly create team goals and work together with
your colleagues to accomplish your shared goals. You can easily boost employee engagement by adding your
colleagues to your team and monitoring your team's progress towards a goal. You can add team members by
searching for them, or using the quicker option of directly adding your peers and direct reports. We have also
made it easier for you to extend the social dimension of workplace wellness by enabling you to challenge other
teams to goals.
The My Teams Page in the My Wellness Work Area
Adding a Team Goal in the My Wellness Work Area
50
STEPS TO ENABLE
WORKFORCE DIRECTORY MANAGEMENT
CONVERT VACANCIES TO REQUISITIONS

You can convert vacancies in the organization chart in the My Team and Directory work areas to Oracle
Recruiting Cloud Service requisitions. When you convert the vacancy, the requisition appears in the
organization chart and the vacancy is removed.
To convert a vacancy into a requisition, select and click the vacancy in the organization chart, and then click
Create Requisition in the Actions menu.
Click Create Requisition to Convert the Vacancy to a Requisition
51
Enter the job Requisition Details on the Create Job Requisition Page
STEPS TO ENABLE
KEY RESOURCES
For more information go to Application Help for the following topic:
Vacancies in the Organization Chart: Explained
ROLE INFORMATION
Function Security Privileges
Initiate Job Requisition

Line Manager
IRC_INITIATE_JOB_REQUISITION_PRIV
52
WORKFORCE REPUTATION MANAGEMENT
Oracle Fusion Workforce Reputation Management harnesses social networks to help organizations discover,
mobilize, and retain talent. This functionality provides insight into workers' social reputation and influence while
also monitoring workers' social media usage compliance and mitigating social media risk.
REBRANDED APPLICATION
Leverage the tools in the Personal Brand application to build and maintain your personal brand in professional
and social networks. Managers can use the tools to help employees gain insights and enhance individual
personal brand and thereby enhance their team’s brand profile. Employees can use the tools to build and
maintain their personal brand in professional and social networks.
Create, build, and maintain your personal brand from the Personal Brand page.
Personal Brand
STEPS TO ENABLE
KEY RESOURCES
Personal Brand: Explained
LEVERAGE HCM DATA TO BUILD SKILL PROFILE

Using the data analyzed from different sources, it is now possible to gain insights into your employees’
strengths and areas of improvement. Based on the data, skill recommendations appear in the employee Skill
Profile. The data helps managers identify the skills available in their team.
53
Skill recommendations are displayed in the My Skill Profile section.
Skill Profile
STEPS TO ENABLE
KEY RESOURCES
For more information, go to Applications Help for the following:
FAQ: How does a skill get added to my skill profile?
DEFINE NEW SKILLS

In addition to seeded skills, administrators can now create and add skills to meet critical requirements in the
organization. After you add the skills, employees can add, monitor, and improve the skill just like any other skill
that was previously available.
Use Skill Settings on the Personal Brand Administration work area to add the new skills.
STEPS TO ENABLE
TAKE SELF-ASSESSMENT
As an employee, you can now evaluate your strengths and build your personal brand by taking a self-
assessment on surveys that you send out. You can compare your responses with those that your peers
provide gain insights for personal development.
Select a survey and click Take Self-Assessment in the My Surveys section.
54
Employee Self-Assessment Survey Option
STEPS TO ENABLE
KEY RESOURCES
Creating a Survey: Procedure
ANALYZE SURVEY STATISTICS

Employees can now view survey statistics to analyze data about the reach and effectiveness of their surveys.
Administrators and managers can keep track of changes in survey response by viewing statistics for a specific
period.
Survey Statistics
STEPS TO ENABLE
KEY RESOURCES
Create a Survey: Procedure

Using Meeting Surveys to Manage Team Brand
55
TRANSACTIONAL BUSINESS INTELLIGENCE
HCM TRANSACTIONAL BUSINESS INTELLIGENCE

Oracle Fusion Transactional Business Intelligence is a real time, self service reporting solution offered to all
Oracle® Fusion application users to create ad hoc reports and analyze them for daily decision-making. Oracle
Transactional Business Intelligence provides human resources managers and specialists, business executives,
and line managers the critical workforce information to analyze workforce costs, staffing, compensation,
performance management, talent management, succession planning, and employee benefits.
HUMAN RESOURCES
NEW SUBJECT AREA - HUMAN CAPITAL MANAGEMENT – TRANSACTION ADMINISTRATION

REAL TIME
Enhance your reporting on HCM transactions with the new subject area that allows you to report on all the
transactions in the system.
Transactions that are stuck, pending, in auto recovery, contain errors, and so on are available for reporting. The
transactions details like submitted user, process category, process name, and transaction status can also be
reported on. If any issues exist during the transaction additional details are available for reporting including the
user that is assigned the issue and the issue status. Count of issues and count of transactions are seeded
metrics in the subject area.
STEPS TO ENABLE
NEW DIMENSIONS - ASSIGNMENT MANAGER LIST AND ASSIGNMENT MANAGER LIST

UNSECURED
Use the HCM OTBI subject areas with the addition of two new dimensions related to assignment manager
hierarchy. These dimensions contain the assignment manager hierarchy in a flat format thereby improving
performance. These list dimensions are intended to be used as the source of dashboard prompts based on the
assignment manager hierarchy because they deliver a performance improvement over using the existing
assignment manager dimensions.
Assignment Manager List : List secured by the logged in manager.

Assignment Manager List Unsecured : This list is not restricted by the logged in manager name.
STEPS TO ENABLE
56
UPDATE 17C
REVISION HISTORY
Date Feature Notes
Global Human Resources: Synchronization of Updated document. Updated role

23 FEB 2018 Assignment Flexfields from Position Flexfields information.
Health and Safety: Quickly Report Updated document. Added featured
06 OCT 2017
Environment, Health, and Safety Incidents delivered in update 17C.
Health and Safety: Safety Incident Updated document. Added featured delivered
06 OCT 2017
Management in update 17C.
25 AUG 2017 Created initial document.
OVERVIEW
This guide outlines the information you need to know about new or improved functionality in Oracle HCM Cloud
Release 13. Each section includes a brief description of the feature, the steps you need to take to enable or
begin using the feature, any tips or considerations that you should keep in mind, and the resources available to
help you.
NOTE: Not all Global Human Resource features are available for Talent and Compensation products.
57
GIVE US FEEDBACK
regarding the Global HR Cloud What’s New for Release 13 in the body or title of the email.
RELEASE FEATURE SUMMARY
End User Administrator Oracle Service

Automatically
Feature Action Action Request
Available
Required Required Required
Human Resources
Synchronization of Assignment
Flexfields from Position Flexfields
Synchronization of Line Manager
Based on HCM Position Hierarchy
Create Document Records for Future
Hires
Human Capital Management for
Armenia
Aruba
Azerbaijan
Bangladesh
Belarus
Name Style and Format
Benin
Bermuda
58

Automatically
Available

Bhutan
Cambodia
Cameroon
Cayman Islands
Chad
Human Capital Management for the
Democratic Republic of Congo
Republic of Congo
Cote d'Ivoire
Curaçao
Ethiopia
Human Capital Management for Fiji
Gabon
Georgia
59

Automatically
Available

Germany
Enhanced Value for Gender
Disabled Person and Being Coequal
Legislative Changes for Names
Guinea
Guinea-Bissau
Kosovo
Kyrgyzstan
Human Capital Management for Laos
Lesotho
Liberia
Libya
Madagascar
Malawi
Maldives
60

Automatically
Available

Mauritius
Moldova
Mongolia
Montenegro
Myanmar
Nepal
Papua New Guinea
Rwanda
Samoa
Senegal
Solomon Islands
South Sudan
Human Capital Management for Sri
Lanka
61

Automatically
Available

Swaziland
Tajikistan
Tanzania
Tunisia
Turkmenistan
Uganda
Uzbekistan
Zimbabwe
Worklife Solutions
Health and Safety
Quickly Report Environment, Health,
and Safety Incidents
Safety Incident Management
Transactional Business Intelligence
HR Transactional Business
Intelligence
New Dashboard - Line Manager
Dashboard
New Subject Area - Health and
Safety
Enhanced Subject Area for Learning
62

Automatically
Available
New Metrics in Workforce Trend

Subject Area
Reporting on Worker's Manager
History
HUMAN RESOURCES

SYNCHRONIZATION OF ASSIGNMENT FLEXFIELDS FROM POSITION FLEXFIELDS

Enhance the user experience with the ability to synchronize assignment flexfields from the position flexfields.
Map the position descriptive flexfield segments to the assignment descriptive flexfield segments and select the
option 'Enable Position Synchronization' either for the enterprise or specific legal employers.For different legal
entities, you can define different flexfield mappings.
63
Define the Flexfield Mapping for the Enterprise or Different Legal Entities
After you define the mapping, you must enable position synchronization. Select the Enable Position
Synchronization and Synchronize Mapped Flexfields check boxes in the Position Synchronization Configuration
section on the Manage Enterprise HCM Information or the Manage Legal Entity HCM Information pages to
synchronize the flexfields.
Select the Synchronize Mapped Flexfields Check Box to Synchronize the Assignment Flexfields from the Position Flexfields
64
STEPS TO ENABLE
1. In the Functional Setup Manager, search for and click the Manage Assignment Flexfields Mapping
task.
2. Map the position descriptive flexfield segments to the assignment descriptive flexfield segments and
select the Enable Position Synchronization check box either for the enterprise or specific legal
employers.
3. In the Setup and Maintenance work area, search for and click the Manage Enterprise HCM Information
task. If you want to enable position synchronization for a legal entity, in the Setup and Maintenance work
area, search for and click the Manage Legal Entity HCM Information task.
4. Select the Enable position synchronization check box in the Position Synchronization Configuration
section.
5. Select Synchronize Mapped Flexfields to synchronize the flexfields.
6. Run the Synchronize Person Assignments from Position process to reflect the flexfield synchronization
in the assignments.

You can map only flexfield segments of the same type, precision, and value set.
You can map only segments of the same position context to segments of the same assignment context.
You cannot map a context segment to a global segment or vice versa.
You can map a position flexfield segment to multiple assignment flexfield segments. However, each
assignment flexfield segment can only have one source position flexfield segment.
You can map global to global descriptive flexfields and context-specific to context-specific descriptive
flexfields. If you want to define global flexfields, leave the source and destination contexts blank.
KEY RESOURCES
Mapping Flexfields for Position Synchronization: Points to Consider

Synchronizing Assignment Flexfields From Position Flexfields: Procedure
ROLE INFORMATION
Function Privilege Name and Code Job Role
Human Capital
Management
Manage Assignment Flexfield Mapping
Application
ORA_PER_MANAGE_ASSIGNMENT_FLEXFIELD_MAPPING_PRIV
Administrator
This security privilege is granted to the Workforce Structures Management Duty
Human Resources
Specialist
SYNCHRONIZATION OF LINE MANAGER BASED ON HCM POSITION HIERARCHY

You can now synchronize the manager in the assignment based on the new HCM position hierarchy. The
Manager field in the Position Synchronization Configuration section on the Manage Enterprise HCM
Information and the Manage Legal Entity HCM Information pages is changed from a check box to a list. This
list contains two options – Use HCM position hierarchy and Use position manager.
65
Configure Synchronization of Manager in the Position Synchronization Configuration Section
If you select Use HCM position hierarchy, the Manager field in the assignment on the Manage Employment
page is automatically populated based on the position hierarchy. For example, terminating a manager
automatically reassigns all of the manager's direct reports to the incumbent in the parent position. Once you hire
a new manager into the vacant position, the manager is populated with the incumbent of the parent position. If
the parent position is vacant, the application searches further up in the hierarchy until it finds an incumbent. At
the same time all incumbents of the direct child positions are reassigned to now report to the new manager. In
case the position hierarchy is updated, all impacted assignments are also automatically updated with the value
of the new manager.
Manager Field is Automatically Populated and Direct Reports are Automatically Reassignedfor a Person Hired as a Manager
66
STEPS TO ENABLE
task. If you want to synchronize the manager value for a legal entity, in the Setup and Maintenance
work area, search for and click the Manage Legal Entity HCM Information task.
2. Click Edit and select Update from the list.
3. Select Use HCM position hierarchy in the Manager list in the Position Synchronization Configuration
section to synchronize the manager based on the position hierarchy.
4. Run the Synchronize Person Assignments from Position process to synchronize the line manager in the
assignments.

You must run the Synchronize Person Assignment from Position process on a regular basis. For
example, run the process daily for data integrity.
As a prerequisite, the Use HCM position hierarchy option must be selected to synchronize the line
manager from the position hierarchy
It is recommended that you have only one incumbent for all manager positions because at the time of
reassignment all direct reports can be reassigned to this incumbent. If there are multiple incumbents in a
parent position, the direct reports are reassigned to the incumbent who holds the longest tenure in the
manager position. If you want to reassign to another incumbent in the same position you have to
manually update the manager value in the assignment.
You can configure position synchronization as of a current or future date only. Using a past date would
cause regression issues for past records.
If you enable position synchronization for the first time as of a date in the past, you must enable it before
loading your workers.
Use HCM Data Loader when you enable position synchronization for the first time to update all
assignments. Change the Synchronize from Position option from a default value of N to Y in the
assignment using HCM Data Loader.
It is recommended to hide the Manager field on the Create and Edit Position pages, to avoid confusion
when synchronization is based on position hierarchy.
KEY RESOURCES
HCM Position Hierarchy: Explained

Synchronizing Manager from Position or Position Hierarchy: Critical Choices
Position Synchronization: Explained
Synchronizing the Line Manager in Assignments Using Position Hierarchy: How It's Processed?
ROLE INFORMATION
AGGREGATE PRIVILEGE NAME AND CODE
Synchronize Line Manager Hierarchy

PER_SYNCHRONIZE_LINE_MANAGER_HIERARCHY
67
CREATE DOCUMENT RECORDS FOR FUTURE HIRES
You can now search and create document records for future hires from the Document Records work area. A
new attribute of effective date has been added to the person search dialog, which allows searching for a future
dated hire. After searching for the future hire, you can create document records for that hire. The Search and
Select Person dialog box now contains a new Effective As-of Date field that you can use to search a future-
dated hire.
Search for a Future-Dated Hire Using the Effective As- of Date Attribute
STEPS TO ENABLE
HUMAN CAPITAL MANAGEMENT FOR ARMENIA

Oracle Fusion HRMS (Armenia) supports country specific features and functions for Armenia. It enables users
to follow Armenia’s business practices and comply with its statutory requirements.

specific to Armenia:

Address format
STEPS TO ENABLE
KEY RESOURCES

68
HUMAN CAPITAL MANAGEMENT FOR ARUBA
Oracle Fusion HRMS (Aruba) supports country specific features and functions for Aruba. It enables users to
follow Aruba’s business practices and comply with its statutory requirements.

specific to Aruba:
Address format
STEPS TO ENABLE
KEY RESOURCES
For more information, go to My Oracle Support for the following document:
HUMAN CAPITAL MANAGEMENT FOR AZERBAIJAN

Oracle Fusion HRMS (Azerbaijan) supports country specific features and functions for Azerbaijan. It enables
users to follow Azerbaijan’s business practices and comply with its statutory requirements.

specific to Azerbaijan:

Address format
STEPS TO ENABLE
KEY RESOURCES

HUMAN CAPITAL MANAGEMENT FOR BANGLADESH

Oracle Fusion HRMS (Bangladesh) supports country specific features and functions for Bangladesh. It enables
users to follow Bangladesh’s business practices and comply with its statutory requirements.
69
specific to Bangladesh:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR BELARUS

Oracle Fusion HRMS (Belarus) supports country specific features and functions for Belarus. It enables users to
follow Belarus’s business practices and comply with its statutory requirements.
NAME STYLE AND FORMAT

Use name style and format that are now delivered for Belarus.
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR BENIN

Oracle Fusion HRMS (Benin) supports country specific features and functions for Benin. It enables users to
follow Benin’s business practices and comply with its statutory requirements.

specific to Benin:
Address format
STEPS TO ENABLE
70
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR BERMUDA

Oracle Fusion HRMS (Bermuda) supports country specific features and functions for Bermuda. It enables
users to follow Bermuda’s business practices and comply with its statutory requirements.

specific to Bermuda:

Address format
STEPS TO ENABLE
KEY RESOURCES
2159758.1)
HUMAN CAPITAL MANAGEMENT FOR BHUTAN

Oracle Fusion HRMS (Bhutan) supports country specific features and functions for Bhutan. It enables users to
follow Bhutan’s business practices and comply with its statutory requirements.

specific to Bhutan:
Address format
STEPS TO ENABLE
KEY RESOURCES
71
HUMAN CAPITAL MANAGEMENT FOR CAMBODIA
Oracle Fusion HRMS (Cambodia) supports country specific features and functions for Cambodia. It enables
users to follow Cambodia’s business practices and comply with its statutory requirements.

specific to Cambodia:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR CAMEROON

Oracle Fusion HRMS (Cameroon) supports country specific features and functions for Cameroon. It enables
users to follow Cameroon’s business practices and comply with its statutory requirements.

specific to Cameroon:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR CAYMAN ISLANDS

Oracle Fusion HRMS (Cayman Islands) supports country specific features and functions for the Cayman
Islands. It enables users to follow the Cayman Islands business practices and comply with its statutory
requirements.
72
specific to the Cayman Islands:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR CHAD

Oracle Fusion HRMS (Chad) supports country specific features and functions for Chad. It enables users to
follow Chad’s business practices and comply with its statutory requirements.

specific to Chad:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR THE DEMOCRATIC REPUBLIC OF

CONGO
Oracle Fusion HRMS (Democratic Republic of the Congo) supports country specific features and functions for
the Democratic Republic of the Congo. It enables users to follow the Democratic Republic of the Congo’s
business practices and comply with its statutory requirements.

specific to the Democratic Republic of the Congo:
Address format
73
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR THE REPUBLIC OF CONGO

Oracle Fusion HRMS (Republic of Congo) supports country specific features and functions for the Republic of
Congo. It enables users to follow the Republic of Congo’s business practices and comply with its statutory
requirements.

specific to the Republic of Congo:
National identifier: Personal identification number

Address format
STEPS TO ENABLE
KEY RESOURCES
2159758.1)
HUMAN CAPITAL MANAGEMENT FOR COTE D'IVOIRE

Oracle Fusion HRMS (Cote d'Ivoire) supports country specific features and functions for Cote d'Ivoire. It
enables users to follow Cote d'Ivoire’s business practices and comply with its statutory requirements.

specific to Cote d'Ivoire:
Address format
STEPS TO ENABLE
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KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR CURAÇAO

Oracle Fusion HRMS (Curaçao) supports country specific features and functions for Curaçao. It enables users
to follow Curaçao’s business practices and comply with its statutory requirements.

specific to Curaçao:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR ETHIOPIA

Oracle Fusion HRMS (Ethiopia) supports country specific features and functions for Ethiopia. It enables users
to follow Ethiopia’s business practices and comply with its statutory requirements.

specific to Ethiopia:
Address format
STEPS TO ENABLE
KEY RESOURCES
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HUMAN CAPITAL MANAGEMENT FOR FIJI
Oracle Fusion HRMS (Fiji) supports country specific features and functions for Fiji. It enables users to follow Fiji’
s business practices and comply with its statutory requirements.

specific to Fiji:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR GABON

Oracle Fusion HRMS (Gabon) supports country specific features and functions for Gabon. It enables users to
follow Gabon’s business practices and comply with its statutory requirements.

specific to Gabon:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR GEORGIA

Oracle Fusion HRMS (Georgia) supports country specific features and functions for Georgia. It enables users
to follow Georgia’s business practices and comply with its statutory requirements.
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specific to Georgia:

Address format
STEPS TO ENABLE
KEY RESOURCES


Oracle Fusion Human Capital Management for Germany supports country-specific features and functions for
Germany. It enables users to follow Germany’s business practices and comply with statutory requirements.
ENHANCED VALUE FOR GENDER

A new value Not Specified is added to the lookup type SEX to comply with the legislative requirement. This is
in addition to the already existing lookup values Male and Female.
STEPS TO ENABLE
DISABLED PERSON AND BEING COEQUAL

The disability user interface and report have been enhanced to validate and report disabled persons with a
status of coequal appropriately.
Disabled persons with a degree of 30 or 40 are reported if the Coequal status indicator is selected for the
person on the disability record.
STEPS TO ENABLE
LEGISLATIVE CHANGES FOR NAMES

To comply with legislative changes published by the Social Insurance authority as of January 1, 2017, the
validation messages for person names have been modified.
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STEPS TO ENABLE
HUMAN CAPITAL MANAGEMENT FOR GUINEA

Oracle Fusion HRMS (Guinea) supports country specific features and functions for Guinea. It enables users to
follow Guinea’s business practices and comply with its statutory requirements.

specific to Guinea:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR GUINEA-BISSAU

Oracle Fusion HRMS (Guinea-Bissau) supports country specific features and functions for Guinea-Bissau. It
enables users to follow Guinea-Bissau’s business practices and comply with its statutory requirements.

specific to Guinea-Bissau:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR KOSOVO

Oracle Fusion HRMS (Kosovo) supports country specific features and functions for Kosovo. It enables users to
follow Kosovo’s business practices and comply with its statutory requirements.
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specific to Kosovo:
Validation of the national identifiers: Personal number, JMBG

Address format
STEPS TO ENABLE
KEY RESOURCES
2159758.1)
HUMAN CAPITAL MANAGEMENT FOR KYRGYZSTAN

Oracle Fusion HRMS (Kyrgyzstan) supports country specific features and functions for Kyrgyzstan. It enables
users to follow Kyrgyzstan’s business practices and comply with its statutory requirements.

specific to Kyrgyzstan:

Validation of the national identifier: Personal identification number
Address format
STEPS TO ENABLE
KEY RESOURCES

2159758.1)
HUMAN CAPITAL MANAGEMENT FOR LAOS

Oracle Fusion HRMS (Laos) supports country specific features and functions for Laos. It enables users to
follow Laos’s business practices and comply with its statutory requirements.
79
specific to Laos:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR LESOTHO

Oracle Fusion HRMS (Lesotho) supports country specific features and functions for Lesotho. It enables users
to follow Lesotho’s business practices and comply with its statutory requirements.

specific to Lesotho:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR LIBERIA

Oracle Fusion HRMS (Liberia) supports country specific features and functions for Liberia. It enables users to
follow Liberia’s business practices and comply with its statutory requirements.

specific to Liberia:
Address format
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STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR LIBYA

Oracle Fusion HRMS (Libya) supports country specific features and functions for Libya. It enables users to
follow Libya’s business practices and comply with its statutory requirements.

specific to Libya:
Validation of the National Identifier

Address format
STEPS TO ENABLE
KEY RESOURCES
2159758.1)
HUMAN CAPITAL MANAGEMENT FOR MADAGASCAR

Oracle Fusion HRMS (Madagascar) supports country specific features and functions for Madagascar. It
enables users to follow Madagascar’s business practices and comply with its statutory requirements.

specific to Madagascar:
Address format
STEPS TO ENABLE
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KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR MALAWI

Oracle Fusion HRMS (Malawi) supports country specific features and functions for Malawi. It enables users to
follow Malawi’s business practices and comply with its statutory requirements.

specific to Malawi:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR MALDIVES

Oracle Fusion HRMS (Maldives) supports country specific features and functions for Maldives. It enables users
to follow Maldives’s business practices and comply with its statutory requirements.

specific to Maldives:
Address format
STEPS TO ENABLE
KEY RESOURCES
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HUMAN CAPITAL MANAGEMENT FOR MAURITIUS
Oracle Fusion HRMS (Mauritius) supports country specific features and functions for Mauritius. It enables
users to follow Mauritius’s business practices and comply with its statutory requirements.

specific to Mauritius:

Address format
STEPS TO ENABLE
KEY RESOURCES
2159758.1)
HUMAN CAPITAL MANAGEMENT FOR MOLDOVA

Oracle Fusion HRMS (Moldova) supports country specific features and functions for Moldova. It enables users
to follow Moldova’s business practices and comply with its statutory requirements.

specific to Moldova:

Validation of the national identifier: Personal Code
Address format
STEPS TO ENABLE
KEY RESOURCES

2159758.1)
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HUMAN CAPITAL MANAGEMENT FOR MONGOLIA
Oracle Fusion HRMS (Mongolia) supports country specific features and functions for Mongolia. It enables
users to follow Mongolia’s business practices and comply with its statutory requirements.

specific to Mongolia:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR MONTENEGRO

Oracle Fusion HRMS (Montenegro) supports country specific features and functions for Montenegro. It enables
users to follow Montenegro’s business practices and comply with its statutory requirements.

specific to Montenegro:
Validation of the national identifier: JMBG

Address format
STEPS TO ENABLE
KEY RESOURCES
2159758.1)
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HUMAN CAPITAL MANAGEMENT FOR MYANMAR
Oracle Fusion HRMS (Myanmar) supports country specific features and functions for Myanmar. It enables
users to follow Myanmar’s business practices and comply with its statutory requirements.

specific to Myanmar:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR NEPAL

Oracle Fusion HRMS (Nepal) supports country specific features and functions for Nepal. It enables users to
follow Nepal’s business practices and comply with its statutory requirements.

specific to Nepal:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR PAPUA NEW GUINEA

Oracle Fusion HRMS (Papua New Guinea) supports country specific features and functions for Papua New
Guinea. It enables users to follow Papua New Guinea’s business practices and comply with its statutory
requirements.
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specific to Papua New Guinea:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR RWANDA

Oracle Fusion HRMS (Rwanda) supports country specific features and functions for Rwanda. It enables users
to follow Rwanda’s business practices and comply with its statutory requirements.

specific to Rwanda:

Address format
STEPS TO ENABLE
KEY RESOURCES
2159758.1)
HUMAN CAPITAL MANAGEMENT FOR SAMOA

Oracle Fusion HRMS (Samoa) supports country specific features and functions for Samoa. It enables users to
follow Samoa’s business practices and comply with its statutory requirements.

specific to Samoa:
Address format
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STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR SENEGAL

Oracle Fusion HRMS (Senegal) supports country specific features and functions for Senegal. It enables users
to follow Senegal’s business practices and comply with its statutory requirements.

specific to Senegal:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR THE SOLOMON ISLANDS

Oracle Fusion HRMS (Solomon Islands) supports country specific features and functions for Solomon Islands.
It enables users to follow the Solomon Islands business practices and comply with its statutory requirements.

specific to the Solomon Islands:
Address format
STEPS TO ENABLE
KEY RESOURCES
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HUMAN CAPITAL MANAGEMENT FOR SOUTH SUDAN
Oracle Fusion HRMS (South Sudan) supports country specific features and functions for South Sudan. It
enables users to follow South Sudan’s business practices and comply with its statutory requirements.

specific to South Sudan:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR SRI LANKA

Oracle Fusion HRMS (Sri Lanka) supports country specific features and functions for Sri Lanka. It enables
users to follow Sri Lanka’s business practices and comply with its statutory requirements.

specific to Sri Lanka:

Address format
STEPS TO ENABLE
KEY RESOURCES
2159758.1)
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HUMAN CAPITAL MANAGEMENT FOR SWAZILAND
Oracle Fusion HRMS (Swaziland) supports country specific features and functions for Swaziland. It enables
users to follow Swaziland’s business practices and comply with its statutory requirements.

specific to Swaziland:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR TAJIKISTAN

Oracle Fusion HRMS (Tajikistan) supports country specific features and functions for Tajikistan. It enables
users to follow Tajikistan’s business practices and comply with its statutory requirements.

specific to Tajikistan:

Address format
STEPS TO ENABLE
KEY RESOURCES

HUMAN CAPITAL MANAGEMENT FOR TANZANIA

Oracle Fusion HRMS (Tanzania) supports country specific features and functions for Tanzania. It enables
users to follow Tanzania’s business practices and comply with its statutory requirements.
89
specific to Tanzania:
Address format
STEPS TO ENABLE
KEY RESOURCES
HUMAN CAPITAL MANAGEMENT FOR TUNISIA

Oracle Fusion HRMS (Tunisia) supports country specific features and functions for Tunisia. It enables users to
follow Tunisia's business practices and comply with its statutory requirements.

specific to Tunisia:

Address format
STEPS TO ENABLE
KEY RESOURCES
2159758.1)
HUMAN CAPITAL MANAGEMENT FOR TURKMENISTAN

Oracle Fusion HRMS (Turkmenistan) supports country specific features and functions for Turkmenistan. It
enables users to follow Turkmenistan’s business practices and comply with its statutory requirements.

specific to Turkmenistan:
90
Address format
STEPS TO ENABLE
KEY RESOURCES

HUMAN CAPITAL MANAGEMENT FOR UGANDA

Oracle Fusion HRMS (Uganda) supports country specific features and functions for Uganda. It enables users
to follow Uganda’s business practices and comply with its statutory requirements.

specific to Uganda:

Address format
STEPS TO ENABLE
KEY RESOURCES
2159758.1)
HUMAN CAPITAL MANAGEMENT FOR UZBEKISTAN

Oracle Fusion HRMS (Uzbekistan) supports country specific features and functions for Uzbekistan. It enables
users to follow Uzbekistan’s business practices and comply with its statutory requirements.

specific to Uzbekistan:

Address format
91
STEPS TO ENABLE
KEY RESOURCES

HUMAN CAPITAL MANAGEMENT FOR ZIMBABWE

Oracle Fusion HRMS (Zimbabwe) supports country specific features and functions for Zimbabwe. It enables
users to follow Zimbabwe’s business practices and comply with its statutory requirements.

specific to Zimbabwe:
Address format
STEPS TO ENABLE
KEY RESOURCES
WORKLIFE SOLUTIONS
HEALTH AND SAFETY

Oracle Workforce Health and Safety Incidents provides incident management processes to create, manage,
investigate, and analyze safety incidents. This helps maintain compliance and support a proactive and
preventive workforce, health, and safety environment.
Health and Safety Incidents is a new product being introduced in this release; in order to enable this product
please do the following:
To enable the Workforce Health and Safety Incidents work area, you will need to log on with an Implementer
role:
1. In the Setup and Maintenance work area, select Workforce Deployment.

2. Click Change Feature Opt In.
3.
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3. Select Workforce Health and Safety Incidents and click Enable.
4. Click Setup to view the Workforce Health and Safety Incidents functional area.
The roles for this product are:
Job Role: Environment, Health and Safety Manager
Roles: Environment, Health and Safety Transaction Analysis Duty
QUICKLY REPORT ENVIRONMENT, HEALTH, AND SAFETY INCIDENTS

You can now quickly report an environment, health, and safety incident using Safety Incidents. Use the simple
three step process to create an incident.
Select One or More Incident Event Types to Describe the Incident
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Review the Reporter for the Incident Location Details
Provide a Summary of the Incident
You can enter a description and the immediate actions that are required to resolve the incident. Also, you can
send any attachments to the email address displayed in the screen.
STEPS TO ENABLE
94
In the Setup and Maintenance work area, use the Define Environment, Health and Safety Setup offering
to configure the email address where employees can send attachments related to the incident.
By default, the Environment Health and Safety Manager role is available. Create another role and
assign the privilege to create incidents in Safety Incidents.
SAFETY INCIDENT MANAGEMENT

You can now record an environmental, health, or safety incident and manage the incident progress and
corrective actions. In addition, you can track near misses and safety observations that can help uncover issues
before they can cause an incident.
You can collect detailed information about an incident.
Enter Detailed Information about the Incident and Incident Location
95
Assign Incident Owners, Reviewers, and Approvers.
An Incident can Comprise One or More Incident Events
96
Incident Details
Incident event pages are designed to collect information specific to an event type, such as Vehicle Incident,
Near Miss, or Property Damage. Incident events can be assigned to one or more owners.
97
Create Actions for Incidents
Incidents can have one or more actions to remediate the cause(s) of the incident, near misses, or unsafe
conditions. Actions can have one or more owners. Optionally, actions can also have preapprovers, reviewers,
and approvers who are responsible for completing the assigned action.
Users can Add Attachments Related to the Incident, such as Photos or Documents
98
STEPS TO ENABLE
By default, the Environment Health and Safety Manager role is available. Create more roles and assign
privileges to create and update incidents.
Incidents reported using Safety Incidents are not assigned an incident owner. From the incidents list page, sort
by incident owner to see incidents without an assigned incident owner. On opening such incidents, the incident
owner becomes a mandatory field.
In the Setup and Maintenance work area, use the Define Environment, Health and Safety Setup offering to
configure the following:
The email address where employees can send attachments related to the incident.
Target completion dates. The default value is 60 days.
List of values. You can update the lookup codes to reflect the organization's preferences.
TRANSACTIONAL BUSINESS INTELLIGENCE
HR TRANSACTIONAL BUSINESS INTELLIGENCE

Fusion Transactional Business Intelligence provides human resources managers and specialists, business
executives, and line managers the critical workforce information to analyze workforce costs, staffing,
compensation, performance management, talent management, succession planning, and employee benefits.
NEW DASHBOARD - LINE MANAGER DASHBOARD

Take advantage of the new dashboard with reports from all the HCM Cloud modules is seeded in the web
catalog. This dashboard contains reports that provides insight into the organization data for line managers and
human resource analysts.
STEPS TO ENABLE
NEW SUBJECT AREA - HEALTH AND SAFETY

Report on the details around the incidents. Incident details, Incident event details are available for reporting,
with the new subject area related to health and safety management has been added.
STEPS TO ENABLE
99
ENHANCED SUBJECT AREA FOR LEARNING
Improve your reporting on workers learning assignments with the addition of new dimensions that support
worker evaluations on courses and classes. Included Communities as a new learning item with additional
attributes related to communities learning item. A new dimension that provides information about rules
configured for a learning assignment is also available for reporting
STEPS TO ENABLE
NEW METRICS IN WORKFORCE TREND SUBJECT AREA

Enhance your reporting on headcount trend and turnover using additional metrics added to the Workforce
Trend Real Time subject area. The new metrics added provide information on voluntary turnover, involuntary
turnover, voluntary and involuntary terminations.
STEPS TO ENABLE
REPORTING ON WORKER'S MANAGER HISTORY

Enhance your reporting on the worker's details related to the historical data of the managers. New attributes to
report on manager person number and name have been added to the worker assignment event real time
subject area that provides the current and past managers that a worker has had, even after they have been
terminated.
STEPS TO ENABLE
UPDATE 17B
REVISION HISTORY
Date Feature Notes
Oracle Fusion Global Human Resources:

Updated document. Added
01 SEP 2017 Pending Worker Work Relationships for
feature delivered in update 17B.
Persons Existing in Oracle Fusion HCM
Oracle Fusion Global Human Resources Updated document. Added
01 SEP 2017
for Sudan: Optional Marital Status Field feature delivered in update 17B.
Oracle Fusion Global Human Resources
Updated document. Added
01 SEP 2017 for Vietnam: Civil Identity Number
feature delivered in update 17B.
Validation
21 APR 2017 Created initial document.
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OVERVIEW
NOTE: Not all Global Human Resource features are available for the base Talent and Compensation stand
alone applications.

GIVE US FEEDBACK
regarding the Talent Management Cloud What’s New for Release 13 in the body or title of the email.
101
RELEASE FEATURE SUMMARY
Oracle
End User Administrator
Automatically Service
Feature Action Action
Available Request
Required Required
Required
Human Resources
Ability to Cancel Work Relationship of
Pending Workers
Pending Worker Work Relationships for
Persons Existing in Oracle Fusion HCM
HCM Position Hierarchy
HCM Position Hierarchy Support in My Team
Page
Human Capital Management for France
Global Payroll Interface for France
Human Capital Management for Germany
Calculation Card Enhancement
Disability Report
Human Capital Management for Kuwait
Report 103 Enhancement
Cheque Template for Third Party Payments
Data Validation Report Updates
Human Capital Management for Netherlands
Digital Absence Reports
Human Capital Management for Saudi Arabia
Additional Element Template Functionality for
Allowances
New Hire and Termination Flexfield
Enhancement
Payroll Cycle Flow Enhancement
Human Capital Management for Sudan
Civil Identity Number Validation
Human Capital Management for United Arab
Emirates
Wage Protection System: Request for Refund
ADRPBF Reports
Additional Element Template Functionality for
Allowances
Payroll Cycle Flow Enhancement
Human Capital Management for Vietnam
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Oracle
Available Request
Required Required
Required
Optional Marital Status Field

Global Payroll Interface
Additional Country Extensions in Global
Payroll Interface Extract Definition
HR Optimizations
Workforce Predictions
Support for Human Resource Specialists
Social
Network at Work
Kudos Replaced by Feedback
Worklife Solutions
Human Resource Advisor
HR Help Desk
Human Resources Transactional Business
Intelligence
New Subject Area: Payroll- Rate Calculation
Results Real Time
New Subject Area: Payroll - Element Entries
History Real Time
New Subject Area: Workforce Succession
Management - Talent Pools Real Time
New Subject Area: Time Collection Devices
Real Time
Enhanced Subject Area: Workforce Talent
Review - Talent Review Meeting Real Time
Enhanced Subject Area: Workforce Profiles -
Person Profile Real Time
Enhanced Subject Area: Workforce Learning
- Learning Management Real Time
Enhanced Subject Area: Workforce
Management - Reported Time Cards Real
Time
Performance - Performance Document
Eligibility Real Time
Performance - Performance Rating Real Time
Enhanced Subject Area: Compensation -
Workforce Compensation Real Time
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Oracle
Available Request
Required Required
Required
Enhanced Subject Area: Compensation -

Workforce Compensation Budgets Real Time
Enhanced Subject Area: Benefits –
Enrollments Real Time
New Dimensions – Time and Labor Subject
Areas
New Dimensions – Assignment Hours Details
New Dimensions – Seniority Dates
Enhanced Dimensions – Costing Segments
Enhanced Dimensions – Payroll-Related
Dimensions
Enhanced Dimension – Compensation
Manager - Performance Improvement
New Descriptive Flexfields – Absence
Subject Area
New Metric – Accrual Balance
New Attributes – Global HR Dimensions
New Report – Benefit Element Report
Time and Labor Audit Reporting
HUMAN RESOURCES

ABILITY TO CANCEL WORK RELATIONSHIP OF PENDING WORKERS

You can now cancel the work relationship of pending workers, similar to employees and contingent workers.
You can use this feature to cancel the work relationship of a pending worker who is scheduled to start on a
specific day and doesn’t report for work or has accepted a better job offer.
104
Click the Cancel Work Relationship Option from the Actions Menu on the Manage Work Relationship Page
Submit the Cancel Work Relationship Transaction to Cancel the Pending Worker’s Work Relationship
105
STEPS TO ENABLE
There are no steps needed to enable the feature.
KEY RESOURCES
For more information please see the following topics in Application Help:
What happens if I cancel a work relationship?

Work Relationships: Explained
PENDING WORKER WORK RELATIONSHIPS FOR PERSONS EXISTING IN ORACLE FUSION

HCM
You can manage workers’ lifecycles by adding pending worker work relationships for people already existing in
Oracle Fusion Human Capital Management.
You can add the pending worker work relationship if the person doesn't have an active work relationship with
the same legal employer.
Select an Employee Who is Terminated or Doesn't Have an Active Work Relationship, to Create a Pending Worker
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Add Pending Work Relationship Added to Actions List
STEPS TO ENABLE
There are no steps necessary to enable the feature.
KEY RESOURCES
For more information please see the following topics in Application Help:
Work Relationships: Explained

Creating Multiple Work Relationships for a Person: Examples
HCM POSITION HIERARCHY

You can now build a position hierarchy by defining a parent position for a position. The new HCM position
hierarchy is built up based on the position and parent position relationship.
Use the new Parent Position field on the Manage Positions page to define the parent position. This field is
displayed only if HCM Position Hierarchy is enabled at the enterprise level.
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Select Use HCM Position Hierarchy to Display the Parent Position Field on the Manage Positions Page
You can define the parent position either in the Create Position or the Edit Position pages. When creating a
position, enter the parent position to automatically populate the business unit and department fields with the
values from the parent position.
Adding or changing a parent position automatically triggers the incremental flattening process. The flattening
process will update the change in the position hierarchy.
Parent Position Field on the Manage Positions Page
The HCM Data Loader now supports loading parent position relationships using the position hierarchy service. If
you use HCM Data Loader to initially load or change position relationships, you must run the Flatten HCM
Position Hierarchy process.
STEPS TO ENABLE
task.
3. Select the Use HCM Position Hierarchy option in the Position Hierarchy Configuration section to enable
the parent position field in the Manage Positions page.
Role Information
If you are not using the predefined reference roles, then you must add function security privileges to relevant job
roles to use this feature. This table identifies the required function security privileges and suggests target job
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roles. You can add the function security privileges to different roles if you prefer. See the Upgrade Guide for
Oracle HCM Cloud Applications Security (My Oracle Support document ID 2023523.1) for instructions on
implementing new features in existing roles.
Human Capital Management Application

Manage HCM Position Hierarchy
Administrator
PER_MANAGE_HCM_POSITION_HIERARCHY_PRIV
Human Capital Management Application
Flatten HCM Position Hierarchy
Administrator
PER_FLATTEN_HCM_POSITION_HIERARCHY_PRIV

The Use Position Trees option is selected by default if you are upgrading, to preserve continuity with
earlier releases. For a new install, the Use HCM Position Hierarchy option is selected by default.
If you configure to use only the HCM position hierarchy then you won’t be able to access the Manage
Position Trees task.
KEY RESOURCES
For more information please see the following topic in Application Help:
HCM Position Hierarchy: Explained
HCM POSITION HIERARCHY SUPPORT IN MY TEAM PAGE

If you are using HCM position hierarchy for the enterprise or legal entity, the My Team page will show positions
that are part of the new HCM position hierarchy. The list of direct reports for a manager includes worker
assignments, vacancies, requisitions, and positions. The My Team page now displays subordinates for two
hierarchies - the assignment line manager hierarchy and the position hierarchy.
Positions are visually displayed as cards to make them easily identifiable. The card can flip over to display
more information.
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Position Displayed as Card on the My Team Page
Positions with more than one incumbent display a count of the incumbents.
Position Card Displays the Number of Incumbents
Click on the number of incumbents to see cards for each incumbent in the position. An in focus page opens to
display the incumbents. Filter settings persist between the in focus page and the main page.
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Click the Number of Incumbents Link to Display the Incumbents for a Position
Positions also appear in the list view where you can expand a position to view the incumbents:
Positions and Incumbents for a Position Displayed In List View
STEPS TO ENABLE
task.
3. Select the Use HCM Position Hierarchy option in the Position Hierarchy Configuration section to enable
the parent position field in the Manage Positions page.
4. In the Workforce Structures work area, click the Manage Positions task.
5. Click Create to create a new position with a parent position.
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KEY RESOURCES
For more information see the following topic in Applications Help:
My Team: Overview
HUMAN CAPITAL MANAGEMENT FOR FRANCE

Oracle Fusion HRMS (France) supports country specific features and functions for France. It enables users to
follow France’s business practices and comply with its statutory requirements.
GLOBAL PAYROLL INTERFACE FOR FRANCE

You can use the XML output to send data to third-party payroll providers with the enhanced global payroll
interface. The extract definition includes both global fields and localized fields including:
Person data
Contract information
Disability information
Termination data
Social insurance
Hardship factors
Pension and welfare
STEPS TO ENABLE
There are no steps necessary to enable this feature.

Oracle Fusion HRMS (Germany) supports country specific features and functions for Germany. It enables
users to follow Germany’s business practices and comply with its statutory requirements.
CALCULATION CARD ENHANCEMENT

You can update the reporting establishment on the employee’s assignment and the corresponding calculation
card association is automatically updated.
If you’ve specified a reporting establishment for the employee, the calculation card is automatically
created. If no reporting establishment is specified, the calculation card is not created. If an update is
made to the employee’s hire record and a calculation card does not yet exist, a new card is automatically
created.
Other enhancements to the calculation card synchronization cover the following scenarios:
If the reporting establishment is updated for the employee in the Manage Employment page, it is also
automatically updated in the calculation card.
Any change to the employee hire date automatically updates the effective date in the calculation card.
If the reporting establishment is removed for a person in the Manage Employment page, it is also
automatically removed from the calculation card.
STEPS TO ENABLE
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DISABILITY REPORT
You can use the Disability Report to export data to the third-party application REHADAT-Elan. The process to
generate this report is simplified, that is, only the date of reporting year is required.
STEPS TO ENABLE
You can enter any date within the reporting year to run the report.
HUMAN CAPITAL MANAGEMENT FOR KUWAIT

Oracle Fusion HRMS (Kuwait) supports country specific features and functions for Kuwait. It enables users to
follow Kuwait’s business practices and comply with its statutory requirements.
REPORT 103 ENHANCEMENT

You can comply with legislative requirements using the amended format of Report 103. This format meets
Public Institution for Social Security requirements and includes the social insurance gratuity contributions
component.
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Report 103 for Kuwait
STEPS TO ENABLE
CHEQUE TEMPLATE FOR THIRD PARTY PAYMENTS

You can use the new, simplified version of the cheque template to manage payments to third-party
organizations.
Kuwait Cheque Template for Third Party Payments
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STEPS TO ENABLE
DATA VALIDATION REPORT UPDATES

You can verify that the required information is available before running the Electronic Funds Transfer (EFT)
process. Validation is needed to show that the required data has been entered before the EFT process is
submitted. The worker data and payroll data validation reports show if the following attributes are missing or
non-compliant for either the employer or a particular employee:
National identifier, if it is either a Civil Identifier or MOSAL ID

OPM employer code
PPM IBAN and bank code
Kuwait Data Validation Report
STEPS TO ENABLE
HUMAN CAPITAL MANAGEMENT FOR NETHERLANDS

Oracle Fusion HRMS (Netherlands) supports Dutch-specific features and functionality. It enables users to
follow Dutch business practices and comply with its statutory requirements.
DIGITAL ABSENCE REPORTS

You can use the following reports to create XML output that complies with the requirements of
Uitvoeringsinstituut Werknemersverzekeringen (UWV) for digital absence reporting:
115
Sickness Report
Sickness Recovery Report
Long-Term Sickness Report
Long-Term Sickness Recovery Report
WAZO Report for maternity, adoption and foster care absences
Flexfield segments display the Dutch-specific information about a sickness or Wet Arbeid en Zorg (WAZO)
absence on the absence record.
Features and benefits of these reports include:
Direct reporting to the UWV using the government’s digital portal. You don’t need to complete the forms
on the UWV website.
Test report mode, for example, to test the process before submitting digital reports to the UWV for the
first time.
Predefined criteria that triggers reports only for those absence records, or Gatekeeper Law absence
cases, that are required by the UWV.
Withdrawal option for each report. You can then make your corrections or updates before submitting a
replacement report.
Absence record validation that notifies you if are trying to make a change to an absence record that has
already been reported.
Automatic triggering of a new sickness recovery report every time the percentage of recovery changes on
a partial absence, or the absence ends after a period of partial recovery.
Integration with Gatekeeper Law features. For example, run the long-term sickness report when
prompted by the matching Gatekeeper Law checklist task, and attach a copy of the report to the absence
case.
STEPS TO ENABLE
Create absence types for each of the following:
Sickness
Work Accident
Pregnancy-Related Sickness
Postnatal Sickness
Organ Donation
Maternity
Adoption
Foster Care
When entering the absence type’s basic details, select a matching legislative grouping code. For example,
create a Work Accident type and select the Dutch Work Accident legislative grouping code. This makes the
relevant flexfield segments available when you enter an absence and enables you to capture report-specific
information for that absence type.
HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA

Oracle Fusion HRMS (Saudi Arabia) supports country specific features and functions for Saudi Arabia. It
enables users to follow Saudi Arabia’s business practices and comply with its statutory requirements.
116
ADDITIONAL ELEMENT TEMPLATE FUNCTIONALITY FOR ALLOWANCES
You can use additional functionality for grade allowance and hourly basic salary for allowances calculation.
These enhancements enable you to create your own grade rates or value by criteria and use them to calculate
allowances by adding the rate details to these delivered calculation rate definitions:
Grade Allowance Grade Rate

Hourly Basic Salary Grade Rate
This is the first step in introducing grade rates or value by criteria to allowance element templates.
Manage Calculation Value Definitions page
STEPS TO ENABLE
You can set up this solution in the Payroll Calculation work area:
Manage Payroll Process Configuration functional area, Manage Values Defined by Criteria task
Earnings and Deductions functional area, Manage Calculation Value Definitions task
NEW HIRE AND TERMINATION FLEXFIELD ENHANCEMENT

You can hire and terminate employees without exposing these data:
Hijrah hire date when an employee is terminated

Hijrah termination date in the new hire flow
The Hijrah hire date and Hijrah termination date are two segments of the legislative descriptive flexfield
PER_PPS_LEG_DDF for Saudi Arabia that were previously displayed wherever this legislative descriptive
flexfield was visible.
117
Hijrah Hire Date
Hijrah Termination Date
STEPS TO ENABLE
PAYROLL CYCLE FLOW ENHANCEMENT

You can run payroll tasks in a predefined sequence for each payroll period using the Payroll Cycle global
seeded payroll flow. This enhancement enables you to run payroll processes in the correct order. The payroll
archive now runs prior to the payment tasks.
118
Payroll Cycle Flow Update
STEPS TO ENABLE
HUMAN CAPITAL MANAGEMENT FOR SUDAN

Oracle Fusion HRMS (Sudan) supports country specific features and functions for Sudan. It enables users to
follow Sudan’s business practices and comply with its statutory requirements.
CIVIL IDENTITY NUMBER VALIDATION

You now get a warning if the entered Civil Identity Number national identifier fails the enabled format validation.
STEPS TO ENABLE
KEY RESOURCES
For more information on national identifier validation, go to My Oracle Support for the following document:
Validating National Identifier Numbers in Oracle Fusion Human Capital Management (Doc ID 2159758.1)
HUMAN CAPITAL MANAGEMENT FOR UNITED ARAB EMIRATES

Oracle Fusion HRMS (United Arab Emirates) supports country specific features and functions for the United
Arab Emirates. It enables users to follow the United Arab Emirates’ business practices and comply with its
statutory requirements.
119
WAGE PROTECTION SYSTEM: REQUEST FOR REFUND
You can generate a report that details the monies applicable for a refund request for individual employees and
submit it to the Wage Protection Agent. You can improve reporting by recording the reasons for the refund
request. As an employer, you can request a refund of any or all of the fixed or variable income reported on the
Salary Information File (SIF).
UAE Request for Refund Page
UAE Request for Refund Page (Continued)
STEPS TO ENABLE
Use the Functional Setup Manager to configure this solution: Workforce Deployment offering, Define Common
Applications Configuration for Human Capital Management functional area, Manage Legal Entity HCM
Information tasks.
120
ADRPBF REPORTS
You can generate new hire and termination reports as required by the Abu Dhabi Retirement Pensions and
Benefits Fund (ADRPBF).
UAE ADRPBF Report – Member Registration Form
121
UAE ADRPBF Report – Member Termination Form
STEPS TO ENABLE
To create a new registration code to be reported on UAE ADRPBF Reports:
1. Navigate to Setup and Maintenance.

2. Search for and select task Manage Standard Lookups.
To create additional termination action reasons to be reported on UAE ADRPBF Reports:

2. Search for and select task Manage Actions.
To create a new registration code:

2. Search for and select task Manage Standard Lookups.
3. Search for Lookup Type XLE_REG_CODE.
4. Add new registration code with the following details:
LOOKUP_CODE: ADRPBF_ENT_CODE
MEANING: ADRPBF Entity Code
DESCRIPTION: Abu Dhabi Retirement Pension and Benefit Fund Entity Code
122
UAE ADRPBF Reports Setup Detail
Through your implementation project, navigate to Workforce Deployment > Define Common Applications
Configuration for Human Capital Management > Define Enterprise Structures for Human Capital Management >
Define Legal Entities for Human Capital Management > Manage Legal Entity Registrations. Register your Legal
Entity with ADRPBF Entity Code. The Entity Code will be reported on ADRPBF Reports as required.
To create additional termination action reasons to be reported on UAE ADRPBF Reports:

2. Search for and select task Manage Actions to add termination reasons for leaving.
3. Search for Action Code Involuntary Termination.
4. Add Action Reason Code for Action Reason Medical Unfitness.
5. Add Action Reason Code for Action Reason Court Judgment.
6. Search for Action Code Retirement.
7. Add Action Reason Code for Action Reason Retirement of married, divorced, or widowed with sons.
8. Add Action Reason Code for Action Reason Years of Service.
123
UAE ADRPBF Reports Setup Detail
These can now be used as reasons for termination and reported on the ADRPBF Termination Report.
ADDITIONAL ELEMENT TEMPLATE FUNCTIONALITY FOR ALLOWANCES

You can use additional functionality for grade allowance and hourly basic salary for allowances calculation.
These enhancements enable you to create your own grade rates or value by criteria and use them to calculate
allowances by adding the rate details to these delivered calculation rate definitions:
Grade Allowance Grade Rate

Hourly Basic Salary Grade Rate
This is the first step in introducing grade rates or value by criteria to allowance element templates.
124
Manage Calculation Value Definitions Page
STEPS TO ENABLE
You can set up this solution in the Payroll Calculation work area:
Manage Payroll Process Configuration functional area, Manage Values Defined by Criteria task
Earnings and Deductions functional area, Manage Calculation Value Definitions task
PAYROLL CYCLE FLOW ENHANCEMENT

You can run payroll tasks in a predefined sequence for each payroll period using the Payroll Cycle global
seeded payroll flow. This enhancement enables you to run payroll processes in the correct order. The payroll
archive now runs prior to the payment tasks.
125
Payroll Cycle Flow Update
STEPS TO ENABLE
HUMAN CAPITAL MANAGEMENT FOR VIETNAM
OPTIONAL MARITAL STATUS FIELD

Changing the condition of the Marital Status field from required into optional.
STEPS TO ENABLE
GLOBAL PAYROLL INTERFACE

Oracle Fusion Global Payroll Interface supports features to send personal payroll information to third-party
payroll providers and then to import processed payroll data into Oracle Fusion Global HR. You can copy and
modify predefined extract definitions to meet the requirements of your third-party payroll provider. Before
extracting data, payroll coordinators can optionally run the Calculate Gross Earnings process to calculate
periodic values to validate gross earnings calculations. If you import processed payroll data or payslips from
your third-party payroll provider, the data is available for further reporting and analysis.
ADDITIONAL COUNTRY EXTENSIONS IN GLOBAL PAYROLL INTERFACE EXTRACT

DEFINITION
We have enhanced the Global Payroll Interface extract definition to support the following additional country
extensions:
France
Germany
Ireland
Switzerland
126
When you copy this predefined extract definition for a legislative data group in one of these countries, your copy
includes country-specific fields as well as the refined global attributes. For example, the extract includes country-
specific fields from calculation cards.
NOTE: You can also use Global Payroll Interface extract for countries other than the ones for which Oracle
has delivered a country extension. In such cases, the extract will contain only the global data and not country-
specific fields.
STEPS TO ENABLE
HR OPTIMIZATIONS
WORKFORCE PREDICTIONS
SUPPORT FOR HUMAN RESOURCE SPECIALISTS
Enhance the Human Resource Specialist role by automatically enabling access to Workforce Predictions. The
HR Specialist can then better manage the workforce by predicting voluntary terminations and performance.
STEPS TO ENABLE
ROLE INFORMATION
If you use a custom HR Specialist role, then add this new aggregate privilege to your custom role.
See the Upgrade Guide for Oracle HCM Cloud Applications Security
(My Oracle Support document ID 2023523.1) for instructions on implementing new features in existing roles.
Job or Abstract
Transaction Analysis Duty Role
Role
View Workforce Predictions as HR Specialist Human Resource

ORA_HWP_WORKER_PREDICTION_REPORTING_AS_HR_SPECIALIST_DUTY Specialist
127
SOCIAL
NETWORK AT WORK
Oracle Fusion Network at Work provides integration between Oracle Fusion HCM and Oracle Social Network
(OSN) to allow workers to collaborate with others in the organization.
KUDOS REPLACED BY FEEDBACK

You can now provide informal feedback for each other using the new Feedback feature. The Kudos feature
which has only been available in Portrait is replaced by Feedback. Any data previously entered as kudos are
converted to feedback. See Anytime Feedback in the HCM Common release document for more information
on the new feature.
STEPS TO ENABLE
KEY RESOURCES
For more information, see the following topic in Applications Help:
Feedback: Explained
WORKLIFE SOLUTIONS
HUMAN RESOURCE ADVISOR
HR HELP DESK
Helps users manage their HR related service requests from a simplified user interface. You can access the
following work areas: HR Service Requests, HR Queues, and Activities from the Help Desk area in the
Navigator. The HR Help Desk features include service request management, service analytics, extensibility, and
integration. You can manage service requests as follows:
Record, edit, forward, and respond to employee service requests

Auto-assign service requests to queues
Search and manage service request lists
Track service request activities
Collaborate on service requests
You can manage service analytics as follows:
Monitor status, response, and resolution metrics for service requests

View most active categories and queues
Analyze by category, severity, queue, and agent
128
Extensibility and integration includes:
Extensibility for service objects

REST APIs for service objects
Import and export of service objects
Page Where Employees or Contingent Workers Create a Service Request
Page Where Employees or Contingent Workers Edit a Service Request
STEPS TO ENABLE
There are no steps to enable this feature.
129
HUMAN RESOURCES TRANSACTIONAL BUSINESS INTELLIGENCE
Transactional Business Intelligence provides human resources managers and specialists, business executives,
and line managers the critical workforce information to analyze workforce costs, staffing, compensation,
performance management, talent management, succession planning, and employee benefits.
NEW SUBJECT AREA: PAYROLL- RATE CALCULATION RESULTS REAL TIME

Use this subject area to report on the payroll rates information of workers. The rates can be based on
calculated payroll balances such as a worker’s average salary or it can be calculated based on stored values
such as element entries.
STEPS TO ENABLE
ROLE INFORMATION
If you are not using the predefined reference roles, then you need to ensure that the transaction analysis duty
role that secures the new subject area is mapped to relevant job roles. This table identifies the required
transaction analysis duty role and suggests target job and abstract roles. You can add the duty role to different
roles if you prefer.
See the Upgrade Guide for Oracle HCM Cloud Applications Security (My Oracle Support document ID
(2023523.1) for instructions on implementing new features in existing roles.
Transaction Analysis Duty Role Job or Abstract Role
Payroll Transaction Analysis Duty Payroll Manager
NEW SUBJECT AREA: PAYROLL - ELEMENT ENTRIES HISTORY REAL TIME

This subject area allows you to report on all the element entries and their values based on user provided time
periods such as start and end dates. The element entries that are end dated before the report run date are also
rendered through this subject area.
STEPS TO ENABLE
ROLE INFORMATION
130
2023523.1) for instructions on implementing new features in existing roles.
Payroll Transaction Analysis Duty Payroll Manager
NEW SUBJECT AREA: WORKFORCE SUCCESSION MANAGEMENT - TALENT POOLS REAL

TIME
Use this subject area to report on talent pools and talent pool members. Talent pool owners and attributes
such as pool status, business unit, and department are also available for reporting.
STEPS TO ENABLE
ROLE INFORMATION
Human Resource Analyst

Succession Management Transaction Analysis Duty
Line Manager
NEW SUBJECT AREA: TIME COLLECTION DEVICES REAL TIME

The subject area ‘Time Collection Devices Real Time’ provides real time information on time collection device
events and activities.
STEPS TO ENABLE
ROLE INFORMATION
131
Human Resource Analyst

Time and Labor Transaction Analysis Duty
Line Manager
ENHANCED SUBJECT AREA: WORKFORCE TALENT REVIEW - TALENT REVIEW MEETING

REAL TIME
With this enhancement, you can report on any combination of ratings that are included in a talent review
meeting. The ratings available for reporting include:
Calibrated Risk of Loss

Calibrated Impact of Loss
Calibrated Overall Competencies Rating
Calibrated Overall Goals Rating
Manager Assessed Overall Competencies Rating
Manager Assessed Overall Goals Rating
Manager Assessed Talent Score
Box Assignment for XY views
STEPS TO ENABLE
ENHANCED SUBJECT AREA: WORKFORCE PROFILES - PERSON PROFILE REAL TIME

Use this feature to report on the worker's box assignment. The box assignment, such as 'emerging talent', 'top
talent' or 'misaligned talent' is determined during the talent review meeting of the worker.
STEPS TO ENABLE
ENHANCED SUBJECT AREA: WORKFORCE LEARNING - LEARNING MANAGEMENT REAL TIME

Use these new dimensions to report on the class specific information which is another learning item.
Additionally, you can report on the talent profile information of the learner such as advancement readiness,
career preferences, competencies, degrees, performance ratings, and so on.
Sample Reports: Oracle knows that every client has different reporting needs; as such we provide sample
reports for customer to use as a starting point for their reports. For access to the library of sample reports and
analytics that can be used and/or modified for use please access Oracle Cloud Customer Connect and the
Report Sharing Center.
STEPS TO ENABLE
132
ENHANCED SUBJECT AREA: WORKFORCE MANAGEMENT - REPORTED TIME CARDS REAL
TIME
Use the new dimensions added to capture the time collection device activities such as ‘in activity’ and ‘out
activity’ related to time entry and timecard reporting.
STEPS TO ENABLE
ENHANCED SUBJECT AREA: WORKFORCE PERFORMANCE - PERFORMANCE DOCUMENT

ELIGIBILITY REAL TIME
The ‘Review Period’ dimension allows you to capture additional details in your reporting on the performance
document review period and its time frame.
STEPS TO ENABLE
ENHANCED SUBJECT AREA: WORKFORCE PERFORMANCE - PERFORMANCE RATING REAL

TIME
The new attribute "Performance Document Section Final Feedback Comments" provides details on the final
feedback comments allowing you to report on the final comments on the performance appraisal by both
manager and the worker.
STEPS TO ENABLE
ENHANCED SUBJECT AREA: COMPENSATION - WORKFORCE COMPENSATION REAL TIME

Improve your reporting on Compensation plans with the inclusion of the following attributes:
"Person Worksheet Details Manager Status" reports the manager status during the compensation cycle
(managers who have not started, managers who started, work in progress, in approval, fully approved,
and so on.)
Use the new subfolder named "Due Dates by Hierarchy Level" under the Plan Cycle folder to report on
the due dates by compensation manager hierarchy.
STEPS TO ENABLE
ENHANCED SUBJECT AREA: COMPENSATION - WORKFORCE COMPENSATION BUDGETS

REAL TIME
Augment your budget reporting with the new metrics ‘Overall Available Budget’ used with the ‘Workforce
Budget’ folder and ‘Overall Available Budget (User Preferred Currency)’ used with the ‘Amounts in User
Preferred Currency’ subfolder.
133
STEPS TO ENABLE
ENHANCED SUBJECT AREA: BENEFITS – ENROLLMENTS REAL TIME

Use the new dimensions added to report on dependants, beneficiaries, and primary care physician details in
your reporting on worker enrollments to benefits.
STEPS TO ENABLE
NEW DIMENSIONS – TIME AND LABOR SUBJECT AREAS

Use the new dimensions to report on ‘In and Out activities’ related to time entries, error or incomplete statuses
of the time entries and any messages associated with the time entries. The new dimensions are added in
Reported Time cards Real Time and Historical Reported Time Cards Real Time subject areas. The new
dimensions include:
Collection Device In Activity

Collection Device Out Activity
Time Entry Error Status
Time Entry Incomplete Status
Time Entry Message
STEPS TO ENABLE
NEW DIMENSIONS – ASSIGNMENT HOURS DETAILS

Use the dimension added to report on the worker’s work hours, start time and end time by each day of the
week. A new sub folder named ‘Assignment Hours Detail’ is added under the worker dimension across all the
subject areas.
STEPS TO ENABLE
NEW DIMENSIONS – SENIORITY DATES

Report on various seniority dates of the employees such as legal employer seniority date, enterprise seniority
date with the new dimensions added across the following subject areas:
Subject Area Dimension Name
Workforce Management – Person Real Time Person Seniority Dates

Workforce Management – Worker Assignment Real Time Assignment Seniority Dates
Workforce Management – Worker Assignment Event Real Time Assignment Seniority Dates
134
Subject Area Dimension Name
Workforce Management – Work Relationship Real Time Work Relationship Seniority Dates
STEPS TO ENABLE
ENHANCED DIMENSIONS – COSTING SEGMENTS

Improve your reporting on payroll subject areas with the enhanced ‘Costing Segments’ dimension. Individual
costing segments and descriptions of 30 numbers are added. This is in addition to the ‘Concatenated Segment’
dimension that already exists.
STEPS TO ENABLE
ENHANCED DIMENSIONS – PAYROLL-RELATED DIMENSIONS

Capture payroll information in your reporting on payroll subject areas and in other subject areas with the new
set of attributes added across multiple dimensions in payroll related dimensions. The list of enhanced
dimensions includes:
Dimension Name
Payroll
Payroll Statutory Unit
Element
Input Value
Element Entry
Element Entry Value
Payroll Period
Personal Payment Amount Values
Source Bank
Target Bank
STEPS TO ENABLE
135
ENHANCED DIMENSION – COMPENSATION MANAGER - PERFORMANCE IMPROVEMENT
Improve the performance of the compensation manager dimension, by using the new columns added to the
cmp_cwb_hrchy table. Changes made to the Start Workforce Compensation and Refresh Data processes
populate and update these columns with correct values. These columns are used only for backend processing
and are not available for use in the worksheet. You must run the Refresh Data process to populate these
columns for previously started plans before you view OTBI reports that use the compensation manager
dimension. These columns are:
MGR_PERSON_ID
MGR_ASSIGNMENT_ID
EMP_PERSON_ID
EMP_ASSIGNMENT_ID
HRCHY_PLAN_ID
HRCHY_PERIOD_ID
STEPS TO ENABLE
NEW DESCRIPTIVE FLEXFIELDS – ABSENCE SUBJECT AREA

Improve your reporting on worker absences with addition of flex fields to the Absence Real Time subject area.
The DFF’s and the respective dimensions include:
DFF Folder
ANC_ABSENCE_REASONS_DFF Absence Reason

ANC_ABSENCE_CATEGORIES_DFF Absence Type
ANC_ABSENCE_TYPES_DFF Absence Type
ANC_ABSENCE_PLANS_DFF Absence Plan
STEPS TO ENABLE
NEW METRIC – ACCRUAL BALANCE

The new metric displays the accrual balance of the worker that matches with the value on the screen. The
metric named ‘Accrual Balance’ is added to Accrual Real Time subject area.
STEPS TO ENABLE
NEW ATTRIBUTES – GLOBAL HR DIMENSIONS

Enhance reporting on the global HR dimensions with the addition of new attributes and renaming of a few
existing attributes. The new attributes include:
136
Dimension Attribute(s)
Self Disclosed Type

Self Disclosed Type Code
Person Disability
Disclosure Date
Accommodation Request
Manager Position
Worker
Manager Position Code
Department Action Reason
Version Name
Department – Hierarchy
Tree Version Status
Worker Termination Comments
Work Relationship Details
Termination Comments
Person Contact Relationship Contact Person Number
Parent Position ID
Parent Position Name
Parent Position Code
Parent Position Business Unit
Standard Working Hours
Probation Period
Position Probation Period Frequency
Overlap Allowed
Working Hours
Working Hours Frequency
Bargaining Unit
Action Reason
Position Profile
The renamed attributes include:
Dimension Attribute(s)
Position Type Name > Position Type;

Hiring Status Name > Hiring Status;
Position Active Flag > Position Active Status;
Time Normal Finish > Start Time;
Time Normal Start > End Time;
Position Full Time Flag > Full/Part Time;
Security Clearance Flag > Security Clearance;
Position Position Regular Flag > Regular/Temporary;
Job Evaluation Accountability > Position Evaluation Accountability;
Job Evaluation Date Evaluated > Position Evaluation Date Evaluated;
Job Evaluation System > Position Evaluation System;
Job Evaluation Knowhow > Position Evaluation Knowhow;
Job Evaluation Measured In > Position Evaluation Measured In;
Job Evaluation Overall Score > Position Evaluation Overall Score;
Job Evaluation Problem Solving > Position Evaluation Problem Solving
137
STEPS TO ENABLE
NEW REPORT – BENEFIT ELEMENT REPORT

This new report lets you quickly review a Pay period and the assigned payroll, and review all elements that get
created as part of an enrollment or prior enrollment by participant’s enrollments into Benefits.
STEPS TO ENABLE
TIME AND LABOR AUDIT REPORTING

Extend reportable data objects for transactional business intelligence to include data from time collection
devices and time activities and messages associated with time entries.
New Collection Device Activities and Events Data Objects in the Workforce Management – Time Collection Devices Real Time Subject Area
New Reported Time Entry Details Data Objects in the Workforce Management – Reported Time Cards Real Time Subject Area
138
STEPS TO ENABLE
Sample Reports: Oracle knows that every client has different reporting needs; as such we provide sample
reports for customer to use as a starting point for their reports. For access to the library of sample reports and
analytics that can be used and/or modified for use please access Oracle Cloud Customer Connect and the
Report Sharing Center.
---
139
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Whats New in R13 Update (17B - 17D) Oracle Global Human Resource

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Whats New in R13 Update (17B - 17D) Oracle Global Human Resource

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TABLE OF CONTENTS

Date Update Version Notes

27 APR 2018 Update 17D Revised update 17D.

23 FEB 2018 Update 17C Revised update 17C.

01 SEP 2017 Update 17B Revised update 17B.

Date Feature Notes

Transactional Business Intelligence: New

Global Human Resources: Seniority Updated document. Corrected feature

Human Resource Advisor: Create Service Updated document. Added feature

Suggested Reading for all HCM Products:

Talent Management Cloud (All Talent applications)

Workforce Management Cloud (Absence Management and Time and Labor)

Additional Optional Reading:

Action Required to Enable Feature

Record of Employment (ROE): Automating the Archiving

GLOBAL HUMAN RESOURCES

IMPROVED SELF-SERVICE CONTACT EFFECTIVE DATES

The Relationship Start Date on the Edit My Details: Contacts Page

No steps are required to enable this feature.

TIPS AND CONSIDERATIONS

DEFINE EMPLOYEE ASSIGNMENT HOURS

No steps are required to enable this feature.

For more information, go to Applications Help for the following topic:

Work Measures: Explained

ADD ELIGIBLE JOBS FOR A WORKER ASSIGNMENT

Add Eligible Jobs for a Worker

No steps are required to enable this feature.

For more information, go to Applications Help for the following topics:

Eligible Jobs: Explained

Privilege Name and Code Job Role Name

Manage Eligible Jobs Line Manager

STATUTORY DEPENDENT FIELD FOR CONTACTS

About Me > Personal Information > Edit > Contacts

Use the following procedure to enable the Statutory Dependent field:

COUNTRY-LEVEL CUSTOMIZATION USING SENSITIVE FRAMEWORK

SITE-LEVEL CUSTOMIZATION USING UI

For more information, go to Applications Help for the following topic:

How can I designate a contact as a statutory dependent?

New Actions Menu with Additional Actions

The actions available under Actions menu include:

No steps are required to enable this feature.

For more information, go to Applications Help for the following topic:

Converting a Pending Worker: Explained

Option to Automatically Convert Pending Workers

This field is also displayed in the following transactions:

Add Pending Worker

Option to Include Pending Worker on the Edit Pending Worker Page

Option to Include Pending Worker on the Pending Worker Tab

For more information go to Applications Help for the following topics:

Converting a Pending Worker: Explained

AUTOMATIC CONVERSION OF PENDING WORKERS USING A SCHEDULED PROCESS

Pending worker is marked for inclusion in automatic conversion.

For more information go to Applications Help for the following topics:

Converting a Pending Worker: Explained

Function Security Privileges:

Privilege Name and Code Job Role Name and Code

Run Autoconvert Pending Workers Process

CHANGE LEGAL EMPLOYER GUIDED PROCESS

Change Legal Employer for a Direct Report

No steps are required to enable this feature.

TIPS AND CONSIDERATIONS

Privilege Name and Code Job Role Name

Change Worker Legal Employer

TWO TIER - MULTIPLE CONTRACT - SINGLE ASSIGNMENT EMPLOYMENT MODEL