Académique Documents
Professionnel Documents
Culture Documents
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14806GC20
Edition 2.0
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April 2002
D34544
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Author
Mark Rowe, Alison Crabbe, Juliette Fleming, Ruth Charles, Richard Sharp, Mike Laverty, John
Cafolla
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John Cafolla, Margaret Wong, Louise Raffo, Ratna Kuplish, Kevin Kelley
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oracletutor
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Table of Contents
Work Structures ..............................................................................................................................................1-1
Work Structures.............................................................................................................................................1-2
Objectives ......................................................................................................................................................1-3
Modules .........................................................................................................................................................1-4
Overview of Enterprise Work Structures......................................................................................................2-1
Overview of Enterprise Work Structures.......................................................................................................2-2
Topics ............................................................................................................................................................2-4
Module Overview ..........................................................................................................................................2-5
Overview of Enterprise Work Structures.......................................................................................................2-6
Oracle HRMS An Information Model ...........................................................................................................2-7
Oracle HRMS Information Model.................................................................................................................2-8
Typical Types of Enterprise...........................................................................................................................2-9
Project Based Enterprise Characteristics .......................................................................................................2-10
Project Based Enterprise System Needs ........................................................................................................2-11
Project Based Enterprise Oracle Solution......................................................................................................2-12
Rule Based Enterprise Characteristics...........................................................................................................2-13
Rule Based Enterprise System Needs............................................................................................................2-14
Rule Based Enterprise Oracle Solution ........................................................................................................2-15
Hybrid Enterprise Characteristics..................................................................................................................2-16
Hybrid Enterprise Oracle Solution ...............................................................................................................2-17
Understanding Work Structure Components ...............................................................................................3-1
Understanding Work Structure Components 1 ..............................................................................................3-2
Work Structures Overview ............................................................................................................................3-3
Work Structures Representing the Employer ................................................................................................3-4
Business Groups in Oracle HRMS ................................................................................................................3-5
The Startup Business Group ..........................................................................................................................3-6
Business Groups ............................................................................................................................................3-7
One or Many Business Groups Reasons........................................................................................................3-9
One or Many Business Groups Oracle HRMS ..............................................................................................3-10
One or Many Business Groups Options ........................................................................................................3-12
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11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents
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Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions .........25-1
Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions .................25-2
Instructor Demonstration...............................................................................................................................25-3
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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
...........................................................................................................................................................................26-1
Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
.......................................................................................................................................................................26-2
Instructor Demonstration...............................................................................................................................26-3
Instructor Demonstration and Practice Solution ............................................................................................26-4
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Costing ..............................................................................................................................................................27-1
Copyright Oracle Corporation, 2001. All rights reserved.
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Costing...........................................................................................................................................................27-2
Modules .........................................................................................................................................................27-3
Objectives ......................................................................................................................................................27-4
Setting Up the Cost Allocation Key Flexfield ................................................................................................28-1
Setting Up the Cost Allocation Key Flexfield ...............................................................................................28-2
Parallel Reporting Structures HR and GL .....................................................................................................28-3
Parallel Reporting Structures Similar but Not the Same................................................................................28-4
Costing in HRMS ..........................................................................................................................................28-5
The Oracle HRMS Costing Solution .............................................................................................................28-7
Cost Allocation Setup Headings and Levels..................................................................................................28-8
Cost Allocation Key Flexfield .......................................................................................................................28-9
Multi-Company and Multi-National Mapping Options .................................................................................28-10
Setting Up the Cost Allocation Key Flexfield ...............................................................................................28-11
Practice: Defining the Cost Allocation Key Flexfield ..................................................................................28-13
Allocating Cost Details ....................................................................................................................................29-1
Allocating Cost Details..................................................................................................................................29-2
Mapping Cost Segments to GL Segments .....................................................................................................29-3
Cost Allocation Entry Levels.........................................................................................................................29-5
Suspense Codes and Balancing Values .........................................................................................................29-6
Costable Types on Element Links .................................................................................................................29-7
Payroll Level Costs Special Factors ..............................................................................................................29-8
Element Link Level Special Factors..............................................................................................................29-9
Element Link Level Special Factors for Benefits .........................................................................................29-10
Assignment Level Special Factors................................................................................................................29-11
Element Entry Level Special Factors............................................................................................................29-12
Payroll Processing Processing Overview ......................................................................................................29-13
Costing Processes in Oracle Payroll ..............................................................................................................29-14
Demonstration: Entering Cost Details ...........................................................................................................29-15
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Costing ..............................................................................................................................................................32-1
Costing...........................................................................................................................................................32-2
Summary........................................................................................................................................................32-3
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Occupational Health........................................................................................................................................43-1
Occupational Health ......................................................................................................................................43-2
Medical Assessments, Disabilities and Work Incidents ................................................................................43-3
Medical Assessments.....................................................................................................................................43-4
Work Incidents ..............................................................................................................................................43-5
Disabilities.....................................................................................................................................................43-6
Practice: Enter Disability Information...........................................................................................................43-7
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Instructor Demonstration...............................................................................................................................46-4
Instructor Demonstration and Practice Solution ............................................................................................46-5
Instructor Demonstration...............................................................................................................................46-6
Instructor Demonstration and Practice Solution ............................................................................................46-7
Instructor Demonstration...............................................................................................................................46-8
Instructor Demonstration and Practice Solution ............................................................................................46-9
Instructor Demonstration...............................................................................................................................46-10
Instructor Demonstration and Practice Solution ............................................................................................46-12
Instructor Demonstration...............................................................................................................................46-13
Instructor Demonstration and Practice Solution ............................................................................................46-14
Managing Employment Information Instructor Demonstrations and Practice Solutions ........................47-1
Instructor Demonstration...............................................................................................................................47-2
Instructor Demonstration and Practice Solution ............................................................................................47-3
Instructor Demonstration and Practice Solution ............................................................................................47-6
Instructor Demonstration and Practice Solution ............................................................................................47-7
Terminating and Rehiring an Employee Instructor Demonstrations and Practice Solutions ..................48-1
Instructor Demonstration...............................................................................................................................48-2
Instructor Demonstration and Practice Solution ............................................................................................48-3
Instructor Demonstration...............................................................................................................................48-4
Introduction to Compensation and Benefits..................................................................................................49-1
Introduction to Compensation and Benefits ..................................................................................................49-2
Objectives ......................................................................................................................................................49-3
Total Compensation Framework ...................................................................................................................49-4
Oracle HRMS The Basic Information Model................................................................................................49-5
Total Compensation.......................................................................................................................................49-6
Total Compensation Framework Attract - Retain - Motivate ........................................................................49-7
Total Compensation Framework in Oracle HRMS .......................................................................................49-8
Total Compensation Framework ...................................................................................................................49-9
Specific Business Functions Not Just the Framework ...................................................................................49-11
Basic, Standard, or Advanced Benefits 3 Levels of Functionality ................................................................49-12
Administer, Calculate, Pay Payroll Processing.............................................................................................49-13
Oracle Payroll Process Overview ..................................................................................................................49-14
Payroll Gross to Net ......................................................................................................................................49-15
Oracle Payroll Process Overview ..................................................................................................................49-16
Oracle Payroll Prepayments and Payments ...................................................................................................49-17
Oracle Payroll What About Adjustments?.....................................................................................................49-18
Oracle Payroll Process Overview ..................................................................................................................49-19
Time Management.........................................................................................................................................49-20
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Defining Elements............................................................................................................................................54-1
Defining Elements .........................................................................................................................................54-2
Elements in Oracle HRMS Common Building Blocks.................................................................................54-3
Defining Elements .........................................................................................................................................54-4
Three Steps to Set Up an Element .................................................................................................................54-5
Element Definitions.......................................................................................................................................54-6
Processing Priority.........................................................................................................................................54-7
Recurring and Nonrecurring Element Types .................................................................................................54-8
Comparing Recurring and Nonrecurring Types ............................................................................................54-9
Other Processing Options ..............................................................................................................................54-10
Termination Processing Rules .......................................................................................................................54-11
Input and Output Currencies..........................................................................................................................54-12
Elements and Input Values ............................................................................................................................54-13
Input Value Example .....................................................................................................................................54-14
Processing Input Values ................................................................................................................................54-15
Pay Value.......................................................................................................................................................54-16
Using the Pay Value ......................................................................................................................................54-17
Practice: Defining Elements ..........................................................................................................................54-18
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Generated Components..................................................................................................................................55-6
Initiating an Earnings Type ...........................................................................................................................55-12
Earnings by Hourly Rate ...............................................................................................................................55-13
Practice Initiating an Earnings Type..............................................................................................................55-14
Initiating a Deduction ....................................................................................................................................55-15
Start Rules .....................................................................................................................................................55-16
Stop Rules......................................................................................................................................................55-17
Amount Rules................................................................................................................................................55-18
Practice Initiating a Deduction ......................................................................................................................55-19
Configuring Generated Components .............................................................................................................55-20
Controlling the Frequency of Processing an Element ..................................................................................56-1
Controlling the Frequency of Processing an Element....................................................................................56-2
Overview .......................................................................................................................................................56-3
Frequency Rules ............................................................................................................................................56-4
Practice Defining Frequency Rules ...............................................................................................................56-5
Skip Rule Formulas .......................................................................................................................................56-6
Practice Writing a Skip Rule Formula...........................................................................................................56-7
Controlling Eligibility and Costing for Elements .........................................................................................57-1
Element Links................................................................................................................................................57-3
Element Links Basic Eligibility Rules For Elements ....................................................................................57-4
Multiple Eligibility Rules ..............................................................................................................................57-5
Changes to Assignment Impact on Entries ....................................................................................................57-6
Element Links and Costing Rules..................................................................................................................57-7
Eligibility Profiles in Standard and Advanced Benefits ................................................................................57-8
Benefit Element Links ...................................................................................................................................57-9
Practice Creating an Element Link ................................................................................................................57-10
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Total Compensation Elements for Payroll (US) - Instructor Demoinstrations and Practice Solutions ...64-1
Copyright Oracle Corporation, 2001. All rights reserved.
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Setting Up Employer Tax Information - Instructor Demonstrations and Practice Solutions ..................102-1
Practice: Entering Tax Rules for a GRE........................................................................................................102-2
Practice Solution: Entering Tax Rules for a GRE .........................................................................................102-3
Practice: Define a New Tax Category ...........................................................................................................102-6
Practice Solution: Define a New Tax Category.............................................................................................102-7
Practice: Entering FUTA Tax Rates ..............................................................................................................102-9
Practice Solution: Entering FUTA Tax Rates................................................................................................102-10
Setting Up Employee Tax Information - Instructor Demonstration and Practice Solutions ....................103-1
Practice: Entering Tax Rules for an Employee Federal Tax Rules.............................................................103-2
Practice Solution: Entering Tax Rules for an Employee Federal Tax Rules ..............................................103-3
Practice: Entering Tax Rules for an Employee State Tax Rules.................................................................103-4
Practice Solution: Entering Tax Rules for an Employee State Tax Rules ..................................................103-5
Practice: Entering Tax Rules for an Employee Local Tax Rules................................................................103-6
Practice Solution: Entering Tax Rules for an Employee Local Tax Rules .................................................103-7
Practice: Entering an Override for Employee Tax - Federal and State Tax...................................................103-8
Practice Solution: Entering an Override for Employee Tax Federal and State Tax....................................103-9
Practice: Entering an Override for Employee Tax Local Tax.....................................................................103-10
Practice Solution: Entering an Override for Employee Tax Local Tax ......................................................103-11
Practice: Viewing Employee Tax Balances...................................................................................................103-12
Practice Solution: Viewing Employee Tax Balances ....................................................................................103-13
Practice: Viewing Employee Tax Balance Summary ....................................................................................103-14
Practice Solution: Viewing Employee Tax Balance Summary......................................................................103-15
Setting Up Wage Attachments - Instructor Demonstrations and Practice Solutions ................................104-1
Practice: Creating Wage Attachments ...........................................................................................................104-2
Practice Solution: Creating Wage Attachments.............................................................................................104-3
Practice: Setting Up a Payee Organization ....................................................................................................104-4
Practice Solution: Setting Up a Payee Organization......................................................................................104-5
Practice: Entering Third Party Payment Methods .........................................................................................104-6
Practice Solution: Entering Third Party Payment Methods ...........................................................................104-7
Practice: Entering Wage Attachments for an Employee................................................................................104-8
Practice Solution: Entering Wage Attachments for an Employee .................................................................104-9
Practice: Producing a Third Party Check.......................................................................................................104-10
Practice Solution: Producing a Third Party Check ........................................................................................104-11
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Preface
Profile
Before You Begin This Course
Before you begin this course, you should have the following qualifications:
Thorough knowledge of navigating within Oracle R11i application and HRMS business
requirements within your organization.
Prerequisites
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This is an instructor-led course featuring lecture and hands-on exercises. Online demonstrations
and written practice sessions reinforce the concepts and skills introduced.
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Related Publications
Oracle Publications
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Title
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Part Number
A73315-01
A73314-01
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A77144-01
A75314-01
A82930-01
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Additional Publications
read.me files
Oracle Magazine
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Typographic Conventions
Typographic Conventions in Text
Convention
Bold italic
Element
Glossary term (if
there is a glossary)
Example
The algorithm inserts the new key.
Caps and
lowercase
Buttons,
check boxes,
triggers,
windows
Courier new,
case sensitive
(default is
lowercase)
Code output,
directory names,
filenames,
passwords,
pathnames,
URLs,
user input,
usernames
Initial cap
Graphics labels
(unless the term is a
proper noun)
Italic
Emphasized words
and phrases,
titles of books and
courses,
variables
Interface elements
with long names
that have only
initial caps;
lesson and chapter
titles in crossreferences
SQL column
names, commands,
functions, schemas,
table names
Menu paths
Key names
Key sequences
Quotation
marks
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Brackets
Commas
cl
Plus signs
Key combinations
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Element
Oracle Forms
triggers
Column names,
table names
Example
When-Validate-Item
Passwords
PL/SQL objects
SELECT last_name
FROM s_emp;
Lowercase
italic
Uppercase
Syntax variables
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1. (N) From the Navigator window, select People then Enter and Maintain.
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2. (M) From the menu, select Query then Find your employee.
3. (B) Click the Assignment button.
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(N) = Navigator
(M) = Menu
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(B) = Button
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(H) = Hyperlink
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Work Structures
Chapter 1
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Work Structures
Chapter 1 - Page 1
Work Structures
Work Structures
HRMS Release 11i
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Work Structures
Chapter 1 - Page 2
Objectives
Objectives
After completing this eClass you should be able to do the
following:
Recognise different types of enterprise business models
and explain how to represent these in Oracle HRMS
Describe the work structure components and
understand their use in Oracle HRMS
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Work Structures
Chapter 1 - Page 3
Modules
Modules
Work Structures contains the following modules:
Module 1 - Overview of Enterprise Work Structures
Module 2 - Defining Common Data
Module 3 - Setting up Business Groups, Locations and
Organizations
Module 4 - Representing Financial Report Structures
Module 5 - Representing Legal & Government Reporting
Structures (US)
Module 6 - Representing Grades and their Relationship to
Pay
Module 7 - Representing Jobs and Positions
Module 8 - Setting up Workers Compensation (US)
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Work Structures
Chapter 1 - Page 4
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Topics
Topics
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Module Overview
Module Overview
Every enterprise has its own individual culture,
which is reflected in the organization of work and the
management of people within the enterprise.
Culture is also reflected in the reward systems, the
business processes and the control systems that
operate within the enterprise.
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Oracle HRMS
An Information Model
With Oracle HRMS you create an information model
to represent your own enterprise
Work
Pay
People
People are deployed and compensated using the
model you setup
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Employee Pay
and
Benefit History
People
Work
Details
Entries
Employment
Work
Pay
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Compensation,
Entitlements, Rules, and
Conditions
Links
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Assignment
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Hybrid Enterprise
Characteristics
Typical in large manufacturing, or larger
commercial enterprises
Share characteristics of both project and rule
based types of enterprise models
Typically management and administrative roles
are fixed
Other roles managed more flexibly
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Hybrid Enterprise
Oracle Solution
Positions for managers
Org
Job
Production
Director .1
Org
Job
Production
UnionA.Engineer.1
Position
Production Director
Assignment
Assignment
Person
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Understanding Work
Structure Components
Chapter 3
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Work Structures
Overview
Work Structures provide the framework in which
you place people
They include:
Enterprise and employer structures such as business
groups, organizations and legal entities
Work roles for employees such as Jobs and Positions
Grade structures with related pay rates
Payroll Groups with processing calendars
User defined groups such as unions or pension
groups
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Work Structures
Representing the Employer
Oracle HRMS lets you model:
A single company with all of
its offices in one country
An international company
with offices overseas but
with a single reporting
structure
A multi-national company
with subsidiary companies,
each with its own reporting
and management structures
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Business Groups
Business Groups
By default, all employees receive an assignment to
the business group you choose when you sign-on
When you enter assignment details to internal
organizations such as divisions or departments, you
replace the default assignment
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Business Groups
Business Groups
By default, all employees receive an assignment to
the business group you choose when you sign-on
When you enter assignment details to internal
organizations such as divisions or departments, you
replace the default assignment
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US Business Group
Legislative Data
Business Data
Legislative Rules
Business Rules
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US Business Group
Business
Data
UK Business Group
Business
Data
Business
Rules
Business
Rules
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Understanding Work
Structure Components 2
Chapter 4
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Locations
Locations
Define locations for each
physical site where your
employees work
Local or international
Specific to one business
group or shared across all
33 Eastcheap
London
United
Kingdom
150 Victoria
Street
Melbourne
Australia
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Organizations
Organizations
An organization is any work group smaller than a
business group
Companies
Departments or Divisions
Operating Units
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Organization Hierarchies
Organization Hierarchies
Use hierarchies to group organizations and to show
management reporting lines
In a hierarchy each organization has one parent
Unlimited number of hierarchies
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Organization Hierarchies
Organization Hierarchies
Global Industries Corporation
Global Executive Board
CEO: Barry Fino
Global Corp Europe
Global Corp LA
MD:
President:
Andrea Chenier
Luisa Gonzales
Global Corp
US
President:
Mike Tenko
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Consultant
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Senior Engineer
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Payroll Manager
Payroll Clerk
Consultant
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Senior Engineer
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Payroll Manager
Consultant
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Senior Engineer
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Valid grades
Job Evaluation details
Work Choices
Competence or Skill Requirements
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Jobs
Jobs
Jobs are generic roles within a Business Group
They are independent of any single organization
Exist for all organizations
For example. The jobs Manager and Consultant
could occur in many organizations
Oracle HRMS lets you define your own job structure
and then enter details for each job in your enterprise
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Title
Manager
Level
Job
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Positions
Positions
Position is a specific role, or function, that exists in
one, and only one, organization
Positions show more management reporting detail
than organizations alone
Position definition includes Job and Organization
Use job to show common job types and
information across organizations
Use fewer organizations to show groups of
positions and employees. E.g. Department level.
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Org : HR Department
Post
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Position Hierarchies
Position Hierarchies
Use Hierarchies to show management reporting
lines between positions
More detail than Organization Hierarchies
In a hierarchy each position has one parent
Unlimited number of hierarchies
Dates and versions
Copy and manage multiple versions
Use hierarchies to control user access to records
Security Profiles
Reports
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HR Director
HR Director
Position
Org
HR Department
Job
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Understanding Work
Structure Components 3
Chapter 5
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Grades
Grades
Grades show relative
levels of management
or seniority in an
enterprise
May be grouped as
Management,
Administrative, Technical,
etc.
Director
Engineer.Snr
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Clerk.Jnr
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Validation on each
segment
Required or Optional
TG
Level
Grade TGWU.Engineer.3
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Work Structures
Grades and Pay
Oracle HRMS supports direct and indirect relationships
between grades and pay
Direct
Use Grade Rates
Maximum, Minimum, and Mid-point values
Indirect
Use Pay Scales
Progression Points and Values
Grade Steps and increments
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Work Structures
Grade Rates
Each Grade has a value or a range of values
Grade
Value
A.1
25000
20000
30000
40000
A.2
27000
23000
33000
43000
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Points
Pay
1
3
10000
10550
10975
11450
11700
6
7
12250
12655
13000
13400
1
2
3
2
B
1
C
2
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Pay Scales
Pay Scales
Define Pay Scales to show indirect relationships
between grades and pay
Unlimited number of scales
Unlimited number of points and values
Sequence for progression
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People Groups
People Groups
Locations, Organizations, Jobs, Positions, Grades
and Payrolls are predefined structures for grouping
people
Need flexibility to define other types of group in
Oracle HRMS
For reporting and analysis
To define eligibility for compensation
To extend key assignment details
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Union
Validation on each
segment
Required or Optional
None
Pension
Yes
Car User
Essential
Comp Group
Sales
Group
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Topics
Topics
In this module the following topics will be covered:
Defining Common Data
Defining Descriptive Flexfields
Extra Information Types in Oracle HRMS
Defining Lookups and Values
Managing Currencies and Exchange Rates
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Module Overview
Module Overview
This module concentrates on the common types of
data that exists in the Oracle HRMS products and
how to set them up
Key and Descriptive Flexfields
Extra Information Types
Lookups and Values
Currencies and Exchange Rates
These are not associated with a specific functional
area
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Flexfields Overview
Flexfields Overview
Key and Descriptive Flexfields are common to
Oracle Applications
Let you define the structure of unique identifiers for
your own key information
Let you extend the types of information you can
hold in HRMS without changing code
Available as soon as you make the definitions
Automatically upgraded
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Standard Features
Standard Features
One key structure for each
Business Group
Union
Up to 30 segments in each
structure
Validation on each
segment using a Value Set
The combination of
segment values creates a
unique key
TGWU
Level
Grade TGWU.Engineer.3
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A Key Flexfield
A Key Flexfield
Description
Grade Key Flexfield
Flexfield Name
Union
Segments
TG
Engineer
Prompt
Value
Grade TGWU.Engineer.3
Key Flexfield
Combination
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Warning!
Do not modify the definitions of predefined flexfields.
Changes may invalidate your support agreement
with Oracle and make it difficult to upgrade your system.
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Online Help
For details on how to configure the people group key flexfield structure, please refer to the
online help path:
Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields
For details on how to complete the Key Flexfield Segment Window please refer to the on line
Help path :
Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key
Flexfields Segments Window > Defining Segments
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Defining Descriptive
Flexfields
Chapter 7
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Standard Features
Standard Features
Person Window
One descriptive
structure for each
record
Unlimited Types for
Extra Information
Up to 30 segments in
each structure
Validation on each
segment using a
Value Set
Closed
[ ]
Open
Additional Person Details
Car Driver
Yes
Passport
British
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2nd Passport
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A Descriptive Flexfield
A Descriptive Flexfield
Description
Additional Person Details
Flexfield Name
Car Driver
Segments
Value
Passport
Prompt
Key
Flexfield
2nd
Passport
Combination
Yes
Valid License
British
Irish
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A Descriptive Flexfield
A Descriptive Flexfield
Description
Flexfield Name
Segments
Car Driver
Yes
Passport
British
British
2nd Passport
Valid License
Irish
Prompt
Values
Person Table
Attribute 130
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Predefined columns
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Table Name
Window Title
Address
Location Address
Location
HR_LOCATIONS
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Make segments
sensitive to the value in
another field
Use a predefined
Reference Field, or
prompt users to enter a
value
E.g. Passport details
for Employees only
Employee
[ ]
Car Driver
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Employee
[ ]
Car Driver
Yes
Passport
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Overview
Overview
Extra Information Types are a feature of Oracle
HRMS that let you add new types of information not
just new fields
Unlimited number of Types of information
Up to 30 segments per type
Implemented using descriptive flexfields so you can
add these without code changes
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Overview
Overview
Extra Information Types are a feature of Oracle
HRMS that let you add new types of information not
just new fields
Unlimited number of Types of information
Up to 30 segments per type
Implemented using descriptive flexfields so you can
add these without code changes
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Overview
Overview
You can define Extra Information Types for the
following entities:
Locations
Organizations
Jobs
Positions
People
Assignments
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Standard Features
Standard Features
Person
Button
Extra
Up to 30 segments in
each structure
Validation on each
segment
Personal Documents
Driving License
Type
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Expiry
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Segments
Country UK
Expiry
United Kingdom
03/06/01
Prompt
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UK
Expiry
Valid License
United Kingdom
03/06/01
Prompt
Values
Attribute 130
Information 130
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User defined
information columns
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PEOPLE
Special
Information
Extra
Information
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Security
Security
STOP
Both types use additional windows to
display fields
Multiple records of the same type
Taskflowed windows
CustomForm security lets you restrict types to display
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Questions
1. Explain what an Extra Information Type is?
2. Name the 6 important entities in HRMS that have EITs.
3. Give some examples of when you might consider using EITs?
4. What access restrictions can you impose on EITs?
5. EITs and Special Information Types both exist for extending personal information
in Oracle HRMS. What performance advantages do EITs have over Special
Information Types?
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Overview
Overview
Lookups are common to all Oracle Applications
Predefined list of values validation for specific
fields. Title, Nationality, etc.
Add your own values to predefined lists
Add your own lookups and values for fields that you
define
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Online Help
For details on how to define lookups and values , please refer to the online help path:
Oracle HRMS> Extend Oracle HRMS> Lookups> How To> Adding Lookup Types and
Values
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Overview
Overview
For any international or global operation you need
the ability to enter compensation and other
monetary information in different currencies
For payroll calculations and financial reporting you
need the ability to maintain exchange rates in a
consistent manner
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Typical Requirements
Typical Requirements
You have employees living in one country and
working temporarily in another
You want to record specific earnings or deductions
in local currencies
You also want to pay these employees a fixed
amount into a bank account in their home currency
and the remainder in a local currency
You want to guarantee that all conversions to Eurocurrencies are correctly calculated
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Currency Precision
Currency Precision
Precision is the number of digits to the right of the
decimal point
Must be greater than or equal to zero
Default is two
This does not affect any calculations in Oracle
Payroll
FastFormula lets you choose the precision during
calculation
If you return the result to a money type field then
precision of the output currency applies
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Exchange Rates
Exchange Rates
If you record or report in more than one currency
you will need to enter exchange rates
Euro Currencies
Set up exchange rates to the Euro
Do not set up rates directly to any Euro currency
Fixed Rates
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Variable Rate
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For details on how to define a grade flexfield structure, please refer to the online help path:
Oracle HRMS> Payroll Runs and Processes> The Payroll Run> How To> Define an Exchange
Rate
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Topics
Topics
In this module the following topics will be covered:
Creating a Business Group
Creating Locations
Creating an Organization
Application Data Exchange
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Module Overview
Module Overview
This module concentrates on the practical steps and
the detailed information you need when setting up
Business Groups, Locations, and Organizations
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Sharing Information
Sharing Information
Some information can be shared across business
groups or be defined in one at a time
Lookups and Locations
Reporting
Lines
Business
Group 1
Lookups
Business
Group n
Shared HR Information
Locations
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Initial Tasks
Initial Tasks
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Initial Tasks
Initial Tasks
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Business Group
People
Work
Details
Entries
Defaults
Employment
Work
Pay
Links
Legislation
and
Government
Identifiers
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Standard Information
Standard Information
When you create a business group you enter certain
types of information that are used as defaults for
other things within the business group
For example
Currency
Budget values for non-monetary measures (e.g.,
headcount, FTEs)
Standard Work Hours and Frequency
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Online Help
For details on how to Create a New Business Group, please refer to the online help path:
Oracle HRMS> Organization Management> Locations and Business Groups> How To> Adapt
and Create a New Business Group
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Online Help
For details on how to Grant User Access to a New Business Group, please refer to the online
help path:
Oracle HRMS> Security> Responsibilities
Oracle HRMS> Security> Security Profiles
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Creating a Location
Chapter 11
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Creating a Location
Chapter 11 - Page 1
Creating Locations
Creating Locations
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Creating a Location
Chapter 11 - Page 2
Overview
Overview
Locations are the actual work sites of your employees
Internal addresses
External addresses for tax authorities, agencies, etc.
Shared across business groups or specific to one
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Creating a Location
Chapter 11 - Page 3
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Creating a Location
Chapter 11 - Page 4
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Creating a Location
Chapter 11 - Page 5
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Online Help
For details on how to Create a Location, please refer to the online help path:
Oracle HRMS> Organization Management> Locations and Business Groups> How To> Create
a Location
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Creating a Location
Chapter 11 - Page 6
Creating Organizations
Creating Organizations
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Creating a Location
Chapter 11 - Page 7
Overview
Overview
Organizations represent the divisions, departments,
or other operational groups in which your
employees work
Internal or External to your enterprise
Organizations are linked in hierarchies to show
reporting groups and for security definitions
Shared with Purchasing, Inventory, Manufacturing
and Projects
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Creating a Location
Chapter 11 - Page 8
Organization Overview
Organization Overview
Business Group
Internal
External
EuroVision Warehouse
Luton
HR Organization
Inland Revenue
Portsmouth
Tax Office
EuroVision Shoes
London
HR Organization
Visions West
Vision's South
Vision's East
Bristol
Plymouth
Norwich
HR Organization HR Organization HR Organization
PPP
London
Health Care
Provider
- Vendors
- Third Party Payees
(Courts, Unions)
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Creating a Location
Chapter 11 - Page 9
Organization Classifications
Special Considerations
Predefined classifications control how an
organization is used in Oracle HRMS
Business Group, HR Organization, Benefits
Carrier, Training Provider, etc.
Selecting a classification controls the additional
information you can enter
Uses Extra Information Types
Define your own classifications and extra information
types
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Creating a Location
Chapter 11 - Page 10
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Creating a Location
Chapter 11 - Page 11
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For details on how to Create an Organization, please refer to the online help path:
Oracle HRMS> Organization Management> Organizations> How To> Create an Organization
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Creating a Location
Chapter 11 - Page 12
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Creating a Location
Chapter 11 - Page 13
Deleting Organizations
Deleting Organizations
To completely remove an organization from your
system you must first remove any related data:
1. Delete all employee assignments to the
organization, at any date
2. Delete the organization from all hierarchy
versions
3. Disable all organization classifications in the
Organization window
4. Delete the organization in the Organization
window.
5. Save your changes
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Creating a Location
Chapter 11 - Page 14
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Creating a Location
Chapter 11 - Page 15
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For details on how to Create an Organization Hierarchy, please refer to the online help path:
Oracle HRMS> Organization Management> Organization Hierarchies> How To> Create
Organization Hierarchies
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Creating a Location
Chapter 11 - Page 16
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Online Help
For details on how to Assign an Employee to an Organization, please refer to the online help
path:
Oracle HRMS> Workforce Management> Workforce Information Entry> How To> Entering
Employment Information
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Creating a Location
Chapter 11 - Page 17
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Creating a Location
Chapter 11 - Page 18
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Application Mode
Call ADE from any applications window using the
icon in the application toolbar
Synchronized security with current login
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Application Mode
Call ADE from any applications window using the
icon in the application toolbar
Synchronized security with current login
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Person Form
Database
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ADE Data
Style
<Default>
Style 1
Style 2
XL
Database
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ADE Data
Style
<Default>
Style 1
Style 2
XL
Excel
Database
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Using ADE
Using ADE
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ADE Security
ADE Security
An administrator can define styles for specific forms
and control access so that only users with a specific
responsibility can use them
Security profile restricts access to data
Use views to vary scope of data in export. Default is
all the fields in the form
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Call
API
Responsibility
Form
- Standalone
- PERWSEPI
API
View
- Upload
- select data
HRMS
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Call
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HRMS
Responsibility
Form
- Standalone
- PERWSEPI
API
View
- Upload
- select data
Columns
HRV_<name>
Person
Asg
Addr
Entries
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For details on how to Use ADE, please refer to the online help path:
Oracle HRMS> Applications Data Exchange (ADE)> Applications Data Exchange Overview
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Representing Financial
Reporting Structures
Chapter 13
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Module Overview
Module Overview
HR management reporting requirements are usually
covered through the use of Business Groups,
Organizations, Positions and Hierarchies
You also need to map your financial reporting
requirements onto the Oracle HR work structures
Typically this is the mapping of cost centers and
account codes for budget planning and analysis
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GL Reporting:
Cost centers in a hierarchy
01
HR Division
2
Hierarchies
Recruiting
Region A
Employee
Services
Region B
012
011
0122
0121
Region C
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GL Reporting:
Cost centers in a hierarchy
01
HR Division
2
Hierarchies
Recruiting
Region A
Employee
Services
Region B
012
011
0122
0121
Region C
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Integration
Its Okay to Be Different!
Oracle Applications support the needs of different
types of enterprises by having a flexible cost
allocation model
Define your specific requirements for HR as
segments in the Cost Allocation key flexfield and for
GL in the segments of the GL Accounting Flexfield
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Integration
Understanding the Other Side
Map segments between the two configurations. For
example, Cost Center segment in HR to Cost Center
segment in GL.
Budget and Costing processes in HRMS will
accumulate cost details in HR and transfer
summary information to the correct GL segments
Usually dependent on Payroll or Benefits
processing to produce actual values to transfer
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US
n...Business
Group
US Business
Group
n...Business
Group
Company A
n...
GL Reporting
Multi-Org
Company A
US
US
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Mapping Options
Mapping Options
When you define your Cost Allocation key flexfield
you decide which segments map to the segments of
each set of books
Choose set of books then individual segment
Oracle HR holds the allocation of cost information
You do not see Cost Center hierarchy information
in HR. The hierarchy of cost centers is part of GL.
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Costing Considerations
Costing Considerations
HR but not Payroll
You can record cost codes, but not accumulate
actual values
HR with Payroll but not GL
You can accumulate actual values, but must create
your own transfer to GL process
Still must run the Transfer to GL report to mark cost
results as transferred
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Online Help
For details on how to Enter Cost Information, please refer to the online help path:
Oracle HRMS> Payroll Definition> How To> Define a Payroll
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Chapter 14
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Topics
Topics
In this module the following topics will be covered:
Representing Legal and Government Reporting
Structures
Defining Organization Information for Government
Mandated Reporting
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Module Overview
Module Overview
A Government Reporting Entity (GRE) is an
organization grouping that national, regional, and
local governments recognize as the employer.
An employer who:
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Module Overview
Module Overview
Employers must prepare a number of reports for
submission to various government authorities to
ensure legislative compliance
In Oracle HRMS, you can organize and maintain the
information needed to produce these reports
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Identifying GREs
Identifying GREs
You should already know the details of the GRE
structures in your own enterprise.
Each GRE has a unique EIN
If your enterprise has only one Employer
Identification Number (EIN) then your Business
Group and GRE are the same organization
The EIN is a 9-digit number issued by the Internal
Revenue Service
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AB Inc.
Business Group
GRE
AB Finance
Reporting
Establishment
Establishment
(HR Org)
(HR Org)
(HR Org)
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Multi-Establishment Hierarchies
Multi-Establishment Hierarchies
Reporting Establishment
AB, Inc.
GRE
AB Distributors
Detroit, GRE
500
AB Manufacturing
1,500
AB Distributors Detroit
955
AB Finance Dayton
1,000
45
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Multi-Establishment Hierarchies
Multi-Establishment Hierarchies
AB, Inc.
AB Distributors
GRE
Detroit
GRE
AB Shoes
Reporting
Establishment
(HR Org)
Dayton
Reporting
Establishment
Dayton
Reporting
Establishment
(HR Org)
(HR Org)
AB
Distributors
AB Finance
AB Finance
(HR Org)
Detroit
Reporting
Establishment
(HR Org)
(HR Org)
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Defining Organization
Information for Government
Mandated Reporting
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Setting Up Non-AAP
Establishment Hierarchies
A reporting establishment can never be subordinate
to another reporting establishment
In a non-AAP establishment hierarchy, a
GRE/reporting establishment can be the top
organization,
Or reporting establishments can be subordinate
to a GRE and optionally, to HR Organizations
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AAP Reporting
AAP Reporting
AAP reporting requires breakdown of employees by
the affirmative action plans covering them, instead
of breakdown by establishment
To meet this requirement, classify the organization
as an AAP Organization
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ADA Reporting
ADA Reporting
Register employees as disabled when you enter
other personal information about them
Maintain information about particular types of
disabilities using the Disabilities window
The report presents this disability information,
including comments
The report can also display essential
requirements of the job or position, if you
maintain these requirements in the database
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ADA
Requests for Accommodation
The ADA encourages employers to make reasonable
accommodations that enable employees with
disabilities to work
Use the Disability Accommodations window to
record information about employee requests for
accommodations
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OSHA
Recording Information
Use Special Information Types to record the
information needed for OSHA
Description of each injury or illness, with date,
place, and circumstances
Physical effects and effects on the employees
ability to work, (Nonfatal incidents)
Separate activities at the same location are treated as
separate reporting establishments
For example, a manufacturing facility and a sales
office in the same building are treated as distinct
establishments
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Online Help
For details on how to Classify an HR Organization, please refer to the online help path:
Oracle HRMS> Organization Management> Organizations> How To> Classify an
Organization
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Topics
Topics
In this module the following topics will be covered:
Representing grades and their relationship to pay
Defining grade rates and pay scales
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Module Overview
Module Overview
This module concentrates on defining:
Grades
Grade rates
Pay scales
Scale rates
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Grades
Grades
Grades show relative
levels of management
or seniority in an
enterprise
May be grouped as
Director
Management,
Administrative,
Technical, etc.
Director
Engineer.Snr
Clerk.Jnr
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USWU
Level
Grade USWU.Engineer.3
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Define Values
Define Cross Validation Rules (if required)
Define Aliases (if required)
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Online Help
For details on how to define a grade flexfield structure, please refer to the online help path:
Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields
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For details on how to complete the Key Flexfield Segment Window please refer to the on line
Help path :
Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key
Flexfields Segments Window > Defining Segments
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For details on how to Define a Grade, please refer to the online help path:
Oracle HRMS> Enterprise Modeling> Grades and Pay> How To> Define a Grade
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Indirect
Use Pay Scales
Progression Points and Values
Grade Steps and increments
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Grade Rates
Grade Rates
ary
Janu ary ry
nu a
Ja nu
Ja
DateTracked
Value
Minimum
Midpoint
Maximum
A.1
25000
20000
30000
40000
A.2
27000
23000
33000
43000
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Online Help
For details on how to Define a Grade, please refer to the online help path:
Oracle HRMS> Enterprise Modeling> Grades and Pay> How To> Defining a Grade Rate
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Pay Scales
Pay Scales
Grade and Steps
Pay Scale
Points
3
4
11450
11700
6
7
12250
12655
13000
13400
10000
10550
10975
1
2
3
Pay
C
2
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Pay Scales
Pay Scales
Pay Scales show indirect relationships between
grades and pay
Unlimited number of scales
Unlimited number of points and values
Use sequence to define progression
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Online Help
For details on how to Define a Pay Scale, please refer to the online help path:
Oracle HRMS> Enterprise Modeling> Grades and Pay> How To> Define a Pay Scale
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Topics
Topics
In this module the following topics will be covered:
Representing jobs and positions
Representing positions
Position hierarchies
Changing job and position definitions
Mass move updates
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Module Overview
Module Overview
Every enterprise defines roles to represent how
employees work
In Oracle HRMS, you can use Jobs or Positions or a
combination of both, to define roles
Mass Move allows you to manage the movement of
positions as a result of reorganization and
simultaneously to update employee records
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Payroll Manager
Payroll Clerk
Consultant
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Jobs
Jobs
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Job Groups
Job Groups
Each job belongs to a Job Group
The Default HR Job Group is automatically created
for your Business Group
Only jobs created in the Default HR Job Group are
available in other windows in Oracle HRMS, except
the Supplementary Roles window
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Title
Manager
Level
Job
Manager.1
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For details on how to define a Job flexfield structure, please refer to the online help path:
Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields
For details on how to complete the Key Flexfield Segment Window please refer to the online
Help path :
Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key
Flexfields Segments Window > Defining Segments
For details on how to define a Job please refer to the online Help path :
Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Job
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For details on how to create a Job Group, please refer to the online help path:
Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Create a Job Group
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Representing Positions
Chapter 18
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Representing Positions
Chapter 18 - Page 1
Representing Positions
Representing Positions
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Representing Positions
Chapter 18 - Page 2
Positions
Positions
Position is a specific role, or function, that exists in
one, and only one, organization
Positions show more management reporting detail
than organizations alone
Position definition includes Job and Organization
Use job to show common job types and
information across organizations
Use fewer organizations to show groups of
positions and employees. E.g. Department level.
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Representing Positions
Chapter 18 - Page 3
Positions
Positions
ary
Janu ary ry
nu a
Ja nu
Ja
DateTracked
Org : HR Department
Post
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Representing Positions
Chapter 18 - Page 4
HR Department
Job
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Representing Positions
Chapter 18 - Page 5
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Org
Job
Northern Region
Southern Region
VP
VP Sales North
VP Southern Sales
Positions
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Representing Positions
Chapter 18 - Page 6
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Seg 2
Seg 1
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Representing Positions
Chapter 18 - Page 7
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Representing Positions
Chapter 18 - Page 8
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For details on how to define a Position flexfield structure, please refer to the online help path:
Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields
For details on how to complete the Key Flexfield Segment Window please refer to the online
Help path :
Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key
Flexfields Segments Window > Defining Segments
For details on how to define a Position please refer to the online Help path :
Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Position
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Representing Positions
Chapter 18 - Page 9
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Representing Positions
Chapter 18 - Page 10
Position Hierarchies
Chapter 19
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Position Hierarchies
Chapter 19 - Page 1
Position Hierarchies
Position Hierarchies
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Position Hierarchies
Chapter 19 - Page 2
Position Hierarchies
Position Hierarchies
Use Hierarchies to show management reporting
lines between positions
More detail than Organization Hierarchies
In a hierarchy each position has one parent
Unlimited number of hierarchies
Dates and versions
Copy and manage multiple versions
Use hierarchies to control user access to records
Security Profiles
Reports
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Position Hierarchies
Chapter 19 - Page 3
Director, Sales
and Marketing
Director, Research
and Development
Production
Director
David Anderson
Michael Fiengold
Personnel
Director
Management
Information Director
Plant
Manager
Geoffrey Cox
**No Holders**
Wendy Rawlins
Plant
Personnel Mgr.
Systems
Manager
Department
Head
Production
Engineering Manager
Sheelagh Campbell
Kaz Raghu
**2 Holders**
Geoffrey Cox
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Position Hierarchies
Chapter 19 - Page 4
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Position Hierarchies
Chapter 19 - Page 5
Hierarchy Diagrammers
Hierarchy Diagrammers
A graphical tool to define and change hierarchies
using drag-and-drop actions
Not an organization charting and reporting tool
for general publishing. Consider using a partner
application, like OrgPublisher.
Updates to the database are immediate
Reflected in the forms, in reports, and any
security processes
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Position Hierarchies
Chapter 19 - Page 6
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Online Help
For details on how to Create and Change Position Hierarchies, please refer to the online help
path:
Oracle HRMS> Enterprise Modeling> Position Hierarchies> How To> Create a Position
Hierarchy
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Position Hierarchies
Chapter 19 - Page 7
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Position Hierarchies
Chapter 19 - Page 8
Work Choices
Work Choices
Work choices specify deployment conditions for
the job or position.
These can also be entered for employees or
candidates to assist in succession planning.
Choices include:
Willingness to work in all locations, to relocate, to
travel or to hold a passport
Specific countries or locations of travel
Length of time the person must perform the job or
position
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Position Hierarchies
Chapter 19 - Page 9
Practice:
Entering Work Choice
Information
Follow the demonstration to see how to enter work
choice information for a job and a person.
Navigate to the Job or Position windows using your
local Super HRMS Manager responsibility
(N) WorkStructures > Job/Position > Description
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Online Help
For details on how to enter work choice information for a job or position, please refer to the
online help path:
Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Enter Work Choices for a
Job or Position
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Position Hierarchies
Chapter 19 - Page 10
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Position Hierarchies
Chapter 19 - Page 11
Changing Definitions
Changing Definitions
Positions are DateTracked so that you can maintain
a complete history of changes to your positions
over time
Jobs are dated so that you can
ary
start and end definitions
Janu aryry
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Ja nu
Ja
No DateTracked history
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Position Hierarchies
Chapter 19 - Page 12
Changing Details
Changing Details
Ending a Job or a Position will automatically end
valid grade definitions
Removing the end date will reopen valid grades
with the same original end date
You cannot end Jobs that are currently in use in
assignments or positions
You can change the Status of a position
If you want to record the source of changes to a
position, use the Amendment Information fields
from the Additional Detail tab
Useful for Public Sector and Position Control
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Position Hierarchies
Chapter 19 - Page 13
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Online Help
For details on the Job and Position windows, please refer to the online help path:
Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Job and Define
a position
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Position Hierarchies
Chapter 19 - Page 14
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Overview
Overview
Mass Move allows you to manage the movement of
positions as a result of reorganization and
simultaneously to update employee records
Mass move functionality is only available if you use
positions
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Reorganization
Reorganization
If you use positions, you should try to keep the
definition of organizations as broad as possible
Reduce the duplication of information
Simplify the processes of reorganization
Reorganization usually means changing
organizations, positions and hierarchies
You cannot change organization for a position
You must end one and create a new position
Mass Move functionality supports this process
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Moving Assignments
Moving Assignments
You can create new positions using existing
positions
In the same organization or a different one
You can change the valid grade, location, and
standard conditions of the positions
You can move a group of assignments to different
positions
In the same organization or a different one
North American users can also change the
GRE/Legal Entity of an assignment
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Online Help
For details on how to Move Positions and assignments from one organization to another, please
refer to the online help path:
Oracle HRMS> Enterprise Modeling> Business Group Reorganization> How To> Describe
your Mass Move
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Setting up Workers
Compensation
Chapter 21
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Module Overview
Module Overview
This topic concentrates on the setup of Workers
Compensation, (WC), information for Insurers,
Codes and Rates
If you are using Oracle Payroll you will have
predefined elements and fastformulas to do the
calculations for Workers Compensation
Workers Compensation Information
stores information. This is processed for each
employee.
Workers Compensation
stores the WC premium calculated during
processing of each employee
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WC Insurers
WC Insurers
Monopolistic states require you to use their own
agency as your insurer
Competitive states allow you to choose between
private insurers and the state agency to fund WC
programs
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Additional Elements/Modifications
Required
Consider additional WC elements, new formulas, or
formula modifications if your enterprise has:
Multiple GREs in different states, with different
insurers
Employees working in states with unique rules
governing the makeup of employees payroll
exposure or in states with nonstandard modifiers
for the WC premium calculation
GREs in Washington or Oregon where employees
as well as employers must pay WC premiums or
fees
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Online Help
1 & 2 For details on how to complete the Workers Compensation Rates and Codes Windows
please refer to the online Help path :
Oracle HRMS > Oracle HRMS US > Payroll Definition > Workers Compensation >
How To > Entering WC Codes, Exposure Rules and Surcharges
3. For details on how to complete the Organization window please refer to the online Help path
:
Applications Help Library > Oracle HRMS Applications > Oracle HRMS >
Oracle HRMS Global > Organization Management > How To >
Create Organizations > Create an Organization
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Work Structures
Chapter 22
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Work Structures
Chapter 22 - Page 1
Work Structures
Work Structures
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Work Structures
Chapter 22 - Page 2
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Modules
Modules
The following modules were covered in Work
Structures:
Module 1 - Overview of Enterprise Work Structures
Module 2 - Defining Common Data
Module 3 - Setting up Business Groups, Locations
and Organizations
Module 4 - Representing Financial Report Structures
Module 5 - Representing Legal & Government
Reporting Structures (US)
Module 6 - Representing Grades and their
Relationship to Pay
Module 7 - Representing Jobs and Positions
Module 8 - Setting up Workers Compensation (US)
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Work Structures
Chapter 22 - Page 3
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Summary
Summary
In this eClass you should have learned how to:
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Work Structures
Chapter 22 - Page 4
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Instructor Demonstration
Defining the People Group Key Flexfield Structure
This demonstration and practice reinforces your ability to define a structure and segments for the
Position key flexfield.
Business Scenario
This practice reinforces your ability to define the People Group key flexfield.
Remember to prefix the structure name with your unique group number.
The details of the flexfield are as follows:
Segments
No.
Name
Validation
Type
Union
Independent
2
3
Medical Plan
Stock Purchase
Independent
None
Source of
Information
Table
Description
In this scenario there are only two values
USWU and Non-Union.
List of values.
An employee can contribute between 1%
and 15% of net pay.
This segment uses the values, which have
been defined for the Lookup Type
REC_TYPE to record the source of the
applicant.
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Value Sets
Values for Medical Plan
1
2
3
4
5
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Description
Employee only
Employee + 1
Employee + 2
Employee + 3
Employee + Family
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Hint: You will need the following details to complete the setting up of the Value Set for
Source of Information.
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Table Application
cl
Table Name
Value Column
Meaning Column
Where/order by
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FND_COMMON_LOOKUPS
LOOKUP_CODE
Meaning
Where Lookup Type=REC_TYPE
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8. Enter Union as the name of the first segment, and a description if required.
9. Enter a column for the segment.
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15. Return to the segment window and choose the value set you have just created.
16. Select a Default Type of Constant.
17. Select a Default Value.
18. Uncheck the required checkbox, unless you want to force users to complete this field.
19. Save your work.
20. Close this window to return to the Segments Summary window.
21. Go to the next row and enter the following details for segment 2.
22. Choose the selector to add a new segment.
23. Enter Medical Plan as the name of the second segment, and a description if required.
24. Enter a column for the segment.
25. Enter a number for the segment.
26. Check the enabled, displayed and Index boxes.
27. Select the Value Set button once you are on the Value Set field.
28. Define a new Value Set with the following details:
Name = xx Medical Plan (where xx is your unique group number)
Format Type = Char
Maximum Size = 10
Validation type = Independent
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35. Go to the next row and enter the following details for segment 3.
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51. Enter Source of Information as the name of the fourth segment, and a description if
required.
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55. Select the Value Set button once you are on the Value Set field.
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2. Query the Value Set you defined for Region and enter the list of values given for Medical
Plan.
3. Save your work.
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Instructor Demonstration
Define the Personal Analysis Key Flexfield
This demonstration and practice reinforces your ability to define a structure and segments for the
Personal Analysis key flexfield, also known as Special Information Types
Business Scenario
The objective of this exercise is to set up a personal analysis key flexfield structure for AB
Shoes, which can be used to hold details of company cars for reporting and administrative
purposes. Before you can enter actual details for people you need to define the structure of this
key flexfield and link it to your business group.
Remember to prefix the structure name with your unique group number.
The details of the flexfield are as follows:
Segments: Company Car Details
No.
1
2
3
4
Name
Validation Type
Car Make
Car Model
Registration
Lease Start
Date
Independent
Independent
None
None
Description
List of values.
Value Sets
Valid Values
for Car Make
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Valid Values
for Car Model
BMW
A4
A6
3181
325
Mercedes
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E220
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95
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9. Enter Car Make as the name of the first segment, and a description if required.
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13. Select the Value Set button once you are on the Value Set field.
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38. Uncheck the required checkbox, unless you want to force users to complete this field.
39. Save your work.
40. Go to the next row and enter the following details for segment 3.
41. Choose the selector to add a new segment.
42. Enter Registration as the name of the third segment, and a description if required.
43. Enter a column for the segment.
44. Enter a number for the segment.
45. Check the Enabled, Displayed and Index boxes.
46. Select the Value Set button once you are on the Value Set field.
47. Define a new Value Set with the following details:
48. Name = xxRegistration (where xx is your unique group number)
49. Format Type = Char
50. Maximum Size = 15
51. Validation type = None
52. Save the value set.
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56. Uncheck the required checkbox, unless you want to force users to complete this field.
57. Save your work.
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58. Go to the next row and enter the following details for segment 4.
59. Choose the selector to add a new segment.
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Practice
Extra Information Types - Questions
Introduction
This practice reinforces your knowledge of Extra Information Types.
Questions
1. Explain what an Extra Information Type is?
2. Name the 6 important entities in HRMS that have EITs.
3. Give some examples of when you might consider using EITs?
4. What access restrictions can you impose on EITs?
5. EITs and Special Information Types both exist for extending personal information in
Oracle HRMS. What performance advantages do EITs have over Special Information
Types?
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Practice Solution
Extra Information Types - Answers
1. Extra Information Types are a type of descriptive flexfield that let you define a complete
set of information and segments, not just 30 unrelated segments.
You can have many records of each EIT for every main record.
You can define EITs for several important entities, not just for People.
2. Locations, Organizations, Jobs, Positions, People, Assignments
3. To capture country specific details for a person or an assignment for expatriate employees.
To capture company or division specific information when you have multiple companies
in the same business group. To capture additional job or position details for job posting.
4. You can restrict access to Extra Information Types by not including the windows in the
menus and taskflows for a responsibility or by using CustomForm with Taskflow security
to restrict access to specific types of information. For example. You might have some
users who should never see any EIT for people while other users have access to one EIT
but not all.
You can also restrict access at responsibility level to sets of EITs as part of a role-based
security model. For example. You might want a recruitment manager to have access to
some EITs for people, others for assignment, and another set for jobs or positions. The
easiest way to define this set of restrictions is by responsibility.
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Note: You must enable access at responsibility level before a user will see any EIT.
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5. EITs have performance advantages in online data entry and in batch data loading over
Special Information Types. This is an important large-scale implementation where you
store high volumes of data.
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Note: This is because the entry of any key flexfield combination checks to see if that
combination already exists. If it does, then the system points to that combination. If not,
then the system inserts the combination.
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Practice Questions
Key and Descriptive Flexfield Overview
This practice reinforces your knowledge of flexfields and their features.
1. What are the six key flexfields in Oracle HRMS and which one can have many structures
in one business group?
2. Which of the six key flexfields belong to the Payroll product?
3. How many segments can you define in the HRMS key flexfields?
4. Which user key flexfield uses qualifiers and what do the qualifiers do?
5. What is the difference between descriptive and key flexfields?
6. What system feature determines the validation of values in a segment?
7. What are the four types of predefined validation? What does each of them represent?
8. What are the additional features of key flexfields?
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Practice Solutions
Key and Descriptive Flexfield Overview Solution
1. Job, Position, Grade, Cost Allocation, People Group and Personal Analysis. You can have
many different Personal Analysis structures in the same business group.
2. The Cost Allocation and People Group key flexfields belong to Oracle Payroll.
3. You can define up to 30 segments in the HRMS key flexfields
4. The Cost Allocation key flexfield uses qualifiers to determine which windows you can
enter costing information.
5. A key flexfield defines a unique key combination to identify jobs, positions and grades. It
is used to configure the system to meet different business needs. Key flexfields can also
be used to store additional information such as people group or special information types.
6. A descriptive flexfield can store additional information that does not already exist on a
delivered form. User descriptive flexfields can store only one value in each segment.
7. Value Sets determine the validation rules for information stored in a segment.
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9. The additional features of key flexfields are cross-validation, dynamic insertion, shorthand
aliases, and flexfield security.
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10. The purpose of cross-validation is to ensure that only certain code combinations can be
entered into the system. It maintains data integrity.
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11. Shorthand aliases provide a word or phrase that represents a partial or complete code
combination. They save time.
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12. The purpose of flexfield security is to restrict access to a particular value or a range of
values within a segment.
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13. Dynamic insertion enables the system to insert a new unique combination as a valid value.
It often works with cross-validation rules.
Instructor Demonstration
Defining Lookup Types and Values
The purpose of this demonstration is to show you how to define Lookup Types and Values.
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Type
Meaning
Access Level
User Name
XxAgencies
XxAgencies
User (Default)
Default User
XxVacation
XxVacation
User (Default)
Super User
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3. Select the application with which you want to associate the Lookup Type.
4. Save your work.
Code
XxAGENCIES
xxHR
xxHeart Fund
XxAGENCIES
xxUW
xxUnited Way
XxAGENCIES
xxHS
xxHumane
Society
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Meaning
Description
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xxHeart Fund
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xxUnited Way
xxHumane Society
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Start Date
01-JAN1990
01-JAN1990
01-JAN1990
7. Query the Vacation lookup Type, and enter the following information:
To Date
Blank
Blank
Blank
Lookup Type
Code
XxVACATION
Meaning
xxAV
Description
xxApproved
Start Date
xxApproved
01-JAN1990
To Date
Blank
Lookup Type
Code
Meaning
ABSENCE_REASON xxVAC
Description
xxVacation
Start Date
xxVacation
01-JAN1990
To Date
Blank
Lookup Type
Code
Meaning
Description
US_PAYMENT
xxER
xxExpense
Reimbursement
xxExpense
Reimbursement
Lookup Type
Code
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US_IMPUTED_EARNINGS
Meaning
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To Date
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01-JAN1990
Blank
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Description
xxSO
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Start Date
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Start Date
01-JAN-1990
To Date
Blank
Instructor Demonstration
Defining Exchange Rates
Introduction
This practice reinforces your ability to define exchange rates.
For your payroll, define an exchange rate of US Dollars - British Pound Sterling at a rate of
USD1.45 to GBP1.00.
Before you define an exchange rate, you must set up the conversion rate types for HRMS.
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AB Shoes Corp. has purchased Oracle HRMS and now wants to implement the system to support
all of its global and local operations. If this implementation is judged successful it may lead to
further implementations in the other divisions of AB Incorporated.
AB Shoes Corp (US)
US Operations
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AB Shoes (US) maintains a central warehouse and distribution center in Wisconsin that supplies
shoes and leather goods to all other AB locations in the US.
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There are three US Sales Regions: AB Shoes West in Las Vegas; AB Shoes Midwest in
Columbus; and AB Shoes East in Boston.
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All employees of AB Shoes receive their paychecks from AB Shoes Corp. AB shoes has hired a
third-party administrator, called Great Benefits in Cleveland, to handle its health-care benefits.
AB shoes needs to run its Equal Employment Opportunity (EEO) report based on AB Inc.
information in a consolidated report for all of their organizations.
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Currently, one Senior Vice President oversees the North American division for US and Canada
with planned expansion to several Latin and South American countries.
Copyright Oracle Corporation, 2001. All rights reserved.
Finance
The accounting department requires the transfer of certain payroll and budget costs to GL in line
with a global cost center structure for AB Inc. that covers all companies and organizations.
Accounting would like to track costs by company, by cost center, account code, and project or
product code.
Additionally, they would like to see a breakdown of tax costs by state, city, county, and school
district.
Compensation
Executives and managers are salaried employees with separate grade-pay structures to cover
differences in compensation for level and geography. Warehousing stock clerks and retail sales
associates are paid within hourly ranges. Stock clerks belong to the United Stock Workers
Union who negotiate annually to set rates of pay for employees in their union. Stock clerks are
automatically entitled to annual grade step increments within their pay scale. Every three years
the union also negotiates for changes in vacation, sick pay, and overtime.
Sales associates in retail stores are entitled to earn commission in addition to their regular wages.
Wage rates for sales associates vary by grade and are updated annually.
Annual bonuses for managers are calculated in January and paid at the end of February. Sales
and stock clerk associates are eligible for a bonus if AB turns a profit in the preceding financial
year.
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All employees accrue vacation time at the rate of 40 hours for the first year, 80 hours for the next
four years, and 120 hours from five years of service forward. These values are automatically
pro-rated for employees who work part-time. There is no maximum amount that can be carried
over.
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All AB executives and store managers are entitled to receive company cars.
AB Inc. offers an employee stock-purchase plan for all employees. Employees can choose to
deduct any amount from 1% to 15% of their pay toward stock-purchase.
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Additionally, stock options are awarded on a discretionary basis to those associates who have
exceeded sales quotas. The company will record stocks that the associates sell.
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AB Shoes runs a United Way campaign every November with contributions to be deducted from
the February 15 paycheck of the following year. In the absence of a self-service enrollment
option, local managers record individual employee contributions on a spreadsheet that is
provided to the Payroll Department who submit this through a batch process. Associates can
choose a one-time deduction or can spread the contributions over each paycheck until the end of
the year.
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There are several agencies associated with the United Way and AB Shoes will match
contributions to the American Heart Society.
The company is offering a Preferred Provider Organization (PPO) medical plan for the following
categories: Employee only, Employee + 1, Employee + 2, Employee + 3, Employee + Family; it
will offer a dental and vision plan in the future. Each employee must choose one of the preferred
hospitals associated with this medical plan (Chicago Hope, Wisconsin Central, Boston Hospital,
Buckeye Memorial Hospital, or Las Vegas Healthcare).
AB Shoes Corp.
UK Operations
AB Shoes (UK) has a London HQ, with a warehousing and distribution center located in
Manchester. There are three regional sales centers: AB Shoes North - Manchester; AB Shoes
South-London and AB Shoes Scotland - Edinburgh.
AB Shoes offers all employees private health care options and works with a third-party health
care group, Great Benefits (UK) to administer employee health checks.
Currently, one Vice President based in London oversees the entire UK operation. AB Shoes are
currently discussing options to establish an integrated European management structure to cover
all European operations.
Finance
The accounting department requires the transfer of certain payroll and budget costs to GL in line
with a global cost center structure for AB Inc. that covers all companies and organizations.
Accounting would like to track costs by company, by cost center, account code, and project or
product code.
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Compensation
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Executives and managers are salaried employees with separate grade-pay structures to cover
differences in compensation for seniority and geography.
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Warehousing stock clerks and retail sales associates are paid within hourly ranges. Stock clerks
belong to the United Stock Workers Union who negotiates annually to set rates of pay for
employees in their union. Stock clerks are automatically entitled to annual grade step
increments within their pay scale. Every three years the union also negotiates changes in
vacation, sick pay, and overtime entitlements.
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Sales associates in retail stores are entitled to earn commission in addition to their regular wages.
Wage rates for sales associates vary by grade and are updated annually.
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Annual bonuses for managers are calculated in January and paid at the end of February. Sales
and stock clerk associates are eligible for a bonus if AB turns a profit in the preceding financial
year.
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All employees accrue vacation time at the rate of 40 hours for the first year, 80 hours for the next
four years, and 120 hours from five years of service forward. These values are automatically
pro-rated for employees who work part-time. There is no maximum amount that can be carried
over.
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Chapter 24
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 1
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
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Chapter 24 - Page 3
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16. Select the appropriate Flexfield structures for your group number.
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17. Select United States from the list of values for the legislation code.
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18. Select USD from the list of values for the currency.
19. Click the OK button.
Copyright Oracle Corporation, 2001. All rights reserved.
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Chapter 24 - Page 4
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 5
Instructor Demonstration
Granting Users access to a New Business Group
Introduction
The security model in Oracle HRMS means that you must grant a user access to a business group
before you can define any details within that business group.
This demonstration and practice reinforces your ability to grant users access to your new
business group using a new Responsibility.
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 6
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9. Select your local HRMS Reports & Processes and Oracle Human Resources in the
Request Group region.
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You must set at least two user profile options for this new Responsibility.
If you are using standard security - Security Groups Enabled = No, then you must assign the
Security Profile to the Responsibility and the Responsibility to a User as System Administrator
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If you are using Security Groups Enabled = Yes, then you must assign the Security Profile and
the Responsibility to a User as the Super HRMS manager.
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1. Navigate to the System Profile Values window using your System Administrator
responsibility:
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2. Check the display box for Responsibility and enter the name of your new responsibility.
3. Enter HR:Security Profile as the profile name and click the Find button.
Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 7
4. Enter the security profile with the same name as your new business group.
Note: The system automatically creates a view all security profile whenever you define a
new business group. After you have setup all the work structures in your business group
you can define restricted security profiles using organization and position hierarchies, and/or
payrolls.
5. Save your work.
6. Return to the Find window and find a new profile
7. Enter HR:User Type as the profile name and click the Find button.
8. Enter HR with Payroll User as the value for user type.
Note: This means that you can see and enter fields on all HRMS windows
9. Save your work.
10. Return to the Find window and find a new profile
11. Enter Help Localization Code as the Profile name and click the Find button.
12. Enter the appropriate territory or vertical code as the value for user type. US for USA or
GB for UK.
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Note: This value is free format to allow for vertical and custom extensions to local versions
of user help.
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 8
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 9
Instructor Demonstration
Defining US Locations
Introduction
Locations define worksites for operational and tax reporting purposes.
This practice reinforces your ability to set up locations.
Business Scenario
Create the following locations, prefixing each location with your unique group number.
Note: You can define local and international worksites for one business group or to be
shared across all business groups. (Controlled by HR:Cross Business Group user profile).
Your company will have 7 locations with the following addresses:
AB Shoes, Inc.
44 Apples Way
New York, NY 10188
AB Shoes Warehouse
Great Benefits
AB Shoes
AB Shoes West
AB Shoes Midwest
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AB Shoes East
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Chapter 24 - Page 10
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 11
Instructor Demonstration
Defining US Organizations
Your enterprise has six internal organizations. They are represented as follows:
Note: Remember that AB Shoes, Inc. has already been classified as a business group, so you can
requery the record and add any other classifications that apply.
All of the companies have the same work schedule of 8-8-8-8-8-0-0
Organizations
Business Group
HR Organization
X
X
AB Shoes, Inc.
AB Shoes Corporation
US
AB Shoes Warehouse
AB Shoes Midwest
AB Shoes West
AB Shoes East
X
X
X
X
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Chapter 24 - Page 12
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9. Continue to the Others area of information to enter default information for each
organization.
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Chapter 24 - Page 14
Instructor Demonstration
Creating an Organization Hierarchy
Business Scenario
Organization hierarchies show the different management reporting relationships that can exist
within an enterprise. You will also use hierarchies for government reporting and defining
security profiles.
This practice reinforces your ability to set up locations.
Create a hierarchy in the system that reflects the organization chart for AB Shoes.
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Chapter 24 - Page 15
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Note: Use AB Shoes Inc. for the US business group and AB Shoes Corporation (UK) for the
UK.
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If you were setting both of these businesses up in the same system you could define a global
hierarchy to include organizations from all regions for management reporting. Your ability to do
this is controlled by the setting of the HR:Cross Business Group user profile.
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1. Click in the Subordinates boxes and select the next level of reporting organizations.
2. Use the down arrow box to move to the next level of reporting.
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4.
Click the Top Node Enabled check box to set the level at the highest organization.
5. Choose an organization in the subordinate block and select Yes in the Position Control
block to set the level at a subordinate level.
Copyright Oracle Corporation, 2001. All rights reserved.
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 17
Instructor Demonstration
Assigning Employees to Organizations
Introduction
The purpose of this practice is to check that you can hire and assign employees to the
organizations that you have defined.
Business Scenario
Hire an employee to work in one of the AB Shoes organization with a hire date of 01-MAR2000.
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Chapter 24 - Page 18
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10. In the Organization field open the list of values. All of the organizations you created
should be displayed in the list. Select one and save your choice as a correction.
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You have completed the practice if all of your organizations appear in the list and you can save
an employee assignment.
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Hints: If an organization does not appear in the list or you cannot save the assignment, check
the following:
Effective date of the organization is before the hire date of the employee.
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 20
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7. Select business group in the Organization Classification Name field from the list of
values.
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16. Select the appropriate Flexfield structures for your group number.
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17. Select United Kingdom from the list of values for the legislation code.
18. Select GBP from the list of values for the currency.
19. Click the OK button.
Copyright Oracle Corporation, 2001. All rights reserved.
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Chapter 24 - Page 21
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 22
Instructor Demonstration
Granting Users Access to a New Business Group
Introduction
The security model in Oracle HRMS means that you must grant a user access to a business group
before you can define any details within that business group.
This demonstration and practice reinforces your ability to grant users access to your new
business group using a new Responsibility.
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 23
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9. Select your local HRMS Reports & Processes and Oracle Human Resources in the
Request Group region.
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You must set at least two user profile options for this new Responsibility.
If you are using standard security - Security Groups Enabled = No, then you must assign the
Security Profile to the Responsibility and the Responsibility to a User as System Administrator
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If you are using Security Groups Enabled = Yes, then you must assign the Security Profile and
the Responsibility to a User as the Super HRMS manager.
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1. Navigate to the System Profile Values window using your System Administrator
responsibility:
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2. Check the display box for Responsibility and enter the name of your new responsibility.
3. Enter HR:Security Profile as the profile name and click the Find button.
4. Enter the security profile with the same name as your new business group.
Copyright Oracle Corporation, 2001. All rights reserved.
Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 24
Note: The system automatically creates a view all security profile whenever you define a
new business group. After you have setup all the work structures in your business group
you can define restricted security profiles using organization and position hierarchies, and/or
payrolls.
5. Save your work.
6. Return to the Find window and find a new profile
7. Enter HR:User Type as the profile name and click the Find button.
8. Enter HR with Payroll User as the value for user type.
Note: This means that you can see and enter fields on all HRMS windows
9. Save your work.
10. Return to the Find window and find a new profile
11. Enter Help Localization Code as the Profile name and click the Find button.
12. Enter the appropriate territory or vertical code as the value for user type. US for USA or
GB for UK.
13. Note: This value is free format to allow for vertical and custom extensions to local
versions of user help.
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 25
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 26
Instructor Demonstration
Defining UK Locations
Introduction
Locations define worksites for operational and tax reporting purposes.
This practice reinforces your ability to set up locations.
Business Scenario
Create the following locations, prefixing each location with your unique group number.
Note: You can define local and international worksites for one business group or to be
shared across all business groups. (Controlled by HR:Cross Business Group user profile).
Your company has four locations with the following addresses:
AB Shoes London
44 Apples Way
London
L1 6YH
AB Shoes South
33 Stamford Street
London
SE1 7QH
AB Shoes North
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AB Shoes Scotland
95 Lauriston Place
Edinburgh
EH3 9HZ
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 27
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 28
Instructor Demonstration
Defining UK Organizations
Your enterprise has six internal organizations. They are represented as follows:
Note: Remember that AB Shoes, Inc. has already been classified as a business group, so you
can requery the record and add any other classifications that apply.
Organizations
Business Group
HR Organization
AB Shoes Corporation
UK
AB Shoes Warehouse
AB Shoes North
AB Shoes South
AB Shoes Scotland
Great Benefits (UK)
X
X
X
X
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 29
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10. Continue to the Others area of information to enter default information for each
organization.
11. Save your work.
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Note: Remember that Great Benefits is a benefits provider and not an internal HR
Organization.
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 30
Instructor Demonstration
Creating an Organization Hierarchy
Business Scenario
Organization hierarchies show the different management reporting relationships that can exist
within an enterprise. You will also use hierarchies for government reporting and defining
security profiles.
This practice reinforces your ability to set up locations.
Create a hierarchy in the system that reflects the organization chart for AB Shoes.
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 31
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Note: Use AB Shoes Inc. for the US business group and AB Shoes Corporation (UK) for the
UK.
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9. If you were setting both of these businesses up in the same system you could define a
global hierarchy to include organizations from all regions for management reporting.
Your ability to do this is controlled by the setting of the HR:Cross Business Group user
profile.
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10. Click in the Subordinates boxes and select the next level of reporting organizations.
11. Use the down arrow box to move to the next level of reporting.
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 32
Instructor Demonstration
Assigning Employees to Organizations
Introduction
The purpose of this practice is to check that you can hire and assign employees to the
organizations that you have defined.
Business Scenario
Hire an employee to work in one of the AB Shoes organization with a hire date of 01-MAR2000.
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 33
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10. In the Organization field open the list of values. All of the organizations you created
should be displayed in the list. Select one and save your choice as a correction.
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You have completed the practice if all of your organizations appear in the list and you can save
an employee assignment.
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Hints
If an organization does not appear in the list or you cannot save the assignment,
check the following:
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Effective date of the organization is before the hire date of the employee.
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 34
Instructor Demonstration
Using Application Data Exchange (ADE)
This demonstration guides you through the ADE process of exporting data. ADE enables
common desktop applications like word processors and spreadsheets to change, export and
upload data in Oracle HRMS.
You can select the ADE icon from the toolbar and export data, however you must query some
data before you can launch ADE.
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 35
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Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
Chapter 24 - Page 36
Representing Financial
Reporting Structures
Instructor Demonstrations
and Practice Solutions
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Chapter 25
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Instructor Demonstration
Entering and Reviewing Cost Allocation Information
The purpose of this demonstration is to show you where cost information is allocated in Oracle
HRMS. Details of how to set up the cost allocation key flexfield are provided in the Costing
module.
1. Navigate to the Payroll window using your local Super HRMS Manager responsibility
(N) Work Structures > Payroll > Define
Note: You are using this responsibility so that you can view the information for a
predefined business group. If you use your new responsibility you will not be able to view
any costing information until you setup the cost flexfield.
2. Move the cursor to the Costing field. The flexfield window should open to display the
segments that are enabled at the Payroll level for this Business Group.
3. Close the window and move the cursor to the Suspense Account field. The flexfield
window should open to display all the segments that are enabled for this Business Group.
Note: If you are running Oracle Payroll, the costing process will use the suspense account
values to allocate costs that have no values allocated within the system.
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5. Navigate to the Organization window using the local version of the Super HRMS
Manager responsibility
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6. Query an HR Organization and select the Costing window by clicking on the Other
button.
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7. Open the flexfield window to view or enter values for costing segments that are enabled at
the Organization level.
8. Close the window.
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9. Navigate to the Assignment window using the local version of the Super HRMS Manager
responsibility.
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Chapter 26
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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 1
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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 2
Instructor Demonstration
Classifying HR Organizations
You have already defined your internal organizations.
You must add the following classifications for AB Shoes Inc. and AB Shoes Corp (US). Also
you should define and classify the Great Benefits external organization as a Benefits Carrier and
a Workers Compensation Carrier.
Organization
Benefits
Carrier
AB Inc.
AB Shoes
Corp (US)
Great
Benefits
Business
Group
GRE
HR
Organization
X
X
X
X
Workers
Comp
Carrier
Reporting
Establishment
Corporate
HQ
Note: Remember that Great Benefits is a benefits provider and not an internal HR
Organization.
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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 3
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8. Click OK.
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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 4
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19. Select Self Adjust Method for the SUIF and SDI Self Adjust Method fields.
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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 5
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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 6
1. Click the Organization Name field and query your xx AB Shoes Corporation (US).
2. Add Government Reporting Entity to the list of Organization Classification values.
3. Check the Enabled box.
4. Save your work.
5. Choose the Others button.
6. Select Employer Identification and enter the following Employer Identification Number:
33-1278259.
7. Click OK.
8. Save your work.
9. Choose Others.
Entering Tax Rules
10. Select Federal Tax Rules from the Others list.
11. Select Self-Adjust from the list of values for the Social Security Self-Adjust Method.
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13. Select Regular from the list of values for the Type of Employment field.
14. Select Flat Percentage for the Supplemental Calculation Method.
15. Click OK.
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19. Select Chicago, Illinois, Cook County from the list of values for the locality.
20. Enter an eight-digit locality ID number.
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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 7
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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 8
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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 9
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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
Chapter 26 - Page 10
Costing
Chapter 27
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Costing
Chapter 27 - Page 1
Costing
Costing
Release 11i
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Costing
Chapter 27 - Page 2
Modules
Modules
Costing contains the following modules:
Setting Up the Cost Allocation Key Flexfield
Allocating Cost Details
Costing Tax Information
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Costing
Chapter 27 - Page 3
Objectives
Objectives
After completing this e-class, you should be able to
do the following:
Set up the Cost Allocation Key Flexfield
Allocate cost details at different levels in Oracle
HRMS
Set up costing of Taxes
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Costing
Chapter 27 - Page 4
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GL Reporting:
Cost centers in a hierarchy
01
HR Division
2
Hierarchies
Employee
Services
Recruiting
Region A
Region B
012
011
Region C
0122
0121
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Costing in HRMS
Costing in HRMS
Typically you want to allocate and report
employment costs as you deploy and pay people
Default costing rules generally apply to people
based on enterprise wide definitions
Costs may be inherited from Payroll or Organization
definitions
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Costing in HRMS
Costing in HRMS
Exceptions to default rules are also common
Override capability for an individual assignment,
project or timecard
Cost splitting on a percentage basis across multiple
codes
Cost distribution across a set of cost centers
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Element
Link
Balancing
Company
Cost Center
Account Code
Project
Product
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Defaults
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Vision US
Account Code
Salaries
Cost Center
7350 - HR Dev
Project
Self-Service
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n...Business
Group
US
US Business
Group
n...Business
Group
Company A
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GL Reporting
Multi-Org
Company A
US
US
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Online Help
For details on how to complete the Key Flexfield Segment window please refer to the
online Help path :
Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key
Flexfields Segments Window > Defining Segments
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Costs
Payroll
Balancing
Codes
Costs
Element
Link
Organization
Cost Type
Costs
Assignment
Element
Entry
Costs
Costs
Split costs
at Asg
level by
percentage
Distribute
costs at
Link level
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Balancing Codes
Segment qualifiers control which segments can have
balancing values for GL
Enter code values for balancing accounts at link level
Reverses cost value for transferred to GL code to
comply with the credit and debit model
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Costed
Typical choice for earnings elements
Fixed
All costs for this element go to the codes entered on
the Link unless overridden at Entry level
Distributed
Distribute overhead costs for specific elements to a
Distribution Set of elements
In proportion to values for other elements
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Assignment Level
Special Factors
Assign costs for individuals who are exceptions to
the cost codes entered at Organization level
You can split costs for an assignment by
percentage
All cost codes are affected by this split unless you are
also using Fixed costs.
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Payroll Processing
Processing Overview
Time
Capture
Salary
Management
Data Input
GL
Costing
Adjustments
Disbursement
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Online Help
For details on costing please refer to the online Help path:
Oracle HRMS > Cost Analysis > Costing
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Tax Considerations
Costing All Taxes by Tax Type
Maintain cost details for Tax and National Insurance
by tax type
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Tax Considerations
Costing All Taxes by Tax Type
Maintain cost details for federal taxes by tax type
Maintain cost details for state and local taxes also
by type
Not by the state or locality to which they are payable
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Costing
Chapter 32
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Costing
Chapter 32 - Page 1
Costing
Costing
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Costing
Chapter 32 - Page 2
Summary
Summary
The following modules were covered in Costing:
Setting Up the Cost Allocation Key Flexfield
Allocating Cost Details
Costing Tax Information
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Costing
Chapter 32 - Page 3
Summary
Summary
In this e-class, you should have learned how to:
Set up the Cost Allocation Key Flexfield
Allocate cost details at different levels in Oracle
HRMS
Set up costing of taxes
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Costing
Chapter 32 - Page 4
Costing - Instructor
Demonstrations and
Practice Solutions
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Chapter 33
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Cost Center
Validation
Type
Independent
Account Code
Independent
Project Code
None
Number (4)
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Description
List of values.
In a shared implementation you
might want to use the same value
set as Cost Centers in GL.
List of Values.
Similarly. In a shared
implementation you might want
to use the same value set as Cost
Centers in GL.
No list of values. Users can enter
numeric codes with a limit on the
number of characters.
In a shared implementation you
might want table validation to use
codes defined in Projects.
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Value Sets
Valid Values for Cost Center
101
102
103
104
105
106
100
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Cost
Centre
X
Account
Code
Project
Code
X
X
X
X
X
X
X
X
X
X
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9. Ensure the Enabled, Displayed and Index check boxes are checked.
10. Select the Value Set button once you are on the Value Set field
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13. Return to the Segment Summary window and choose the value set you
have just created.
14. Choose the Open button to display the Segment window.
Copyright Oracle Corporation, 2000. All rights reserved.
15. Select a Default Type of Constant and enter a default value of 100.
16. Uncheck the Required check box so that the segment is not mandatory.
17. Select the Qualifiers button and enable qualifiers for Organization,
Balancing, Assignment and Element Entry.
18. Save your work.
19. Return to the Segment Summary window.
20. Go to the next row to create segment 20.
21. Enter Account Code as the name of the segment.
22. Select Segment2 as the column for this row.
23. Ensure the Enabled, Displayed and Index check boxes are checked.
24. Select the Value Set button once you are on the Value Set field
25. Define a new Value Set with the following details:
Name = xx Account Codes (where xx is your unique group number)
Format Type = Character
Maximum Size = 10
Validation type = Independent
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27. Return to the Segment Summary window and choose the value set you
have just created
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30. Uncheck the Required check box so that the segment is not mandatory.
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31. Select the Qualifiers button and enable qualifiers for Payroll, Element,
Balancing, and Element Entry.
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46. Close the Segment Summary window and make sure your cursor is still
active on the structure you created.
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48. Choose Compile or Save your changes to compile the new flexfield.
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49. You still need to define values for the two segments with Independent list
of values validation.
Adding Values to Value Sets
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2. Query the Value Set you defined for Cost Center and enter the list of
values given.
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4. Query the Value Set you defined for Account Code and enter the list of
values given.
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Instructor Demonstration
Entering Cost Details
The purpose of this demonstration is to show you where cost information is
allocated in Oracle HRMS. Details of how to set up the cost allocation key
flexfield are provided in the Costing module.
1. Navigate to the Payroll window using your local Super HRMS Manager
responsibility
(N) Work Structures > Payroll > Define
Note: You are using this responsibility so that you can view the information
for a predefined business group. If you use your new responsibility you will
not be able to view any costing information until you setup the cost flexfield.
2. Move the cursor to the Costing field. The flexfield window should open to
display the segments that are enabled at the Payroll level for this Business
Group.
3. Close the window and move the cursor to the Suspense Account field. The
flexfield window should open to display all the segments that are enabled
for this Business Group.
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Note: If you are running Oracle Payroll, the costing process will use the
suspense account values to allocate costs that have no values allocated within
the system.
4. Close the window.
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5. Navigate to the Organization window using the local version of the Super
HRMS Manager responsibility
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7. Open the flexfield window to view or enter values for costing segments
that are enabled at the Organization level.
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9. Navigate to the Assignment window using the local version of the Super
HRMS Manager responsibility.
(N) Person > Enter and Maintain
Copyright Oracle Corporation, 2000. All rights reserved.
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Objectives
Objectives
After completing this course you should be able to do the
following:
Describe the key employment concepts in Oracle HRMS
Describe the components of the assignment
Identify assignment statuses
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Modules
Modules
Modeling the Employment Relationship contains the
following modules:
Module 1 - Introducing Employment Relationships
Module 2 - Representing the Workforce
Module 3 - Managing Employment Information
Module 4 - Terminating and Rehiring an Employee
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Introducing Employment
Relationships
Chapter 35
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Topics
Topics
In this module the following topics will be covered:
Introducing Employment Relationships
Modeling the Employment Relationship
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Overview
Overview
Oracle HRMS enables you to enter and track people
from the time they apply for a job to the time they
leave your enterprise
You also need to record information about what you
employed the people in your enterprise to do
Oracle HRMS allows you to enter, maintain, and report
all aspects of employment information
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Hiring &
Deployment
Organization
& Resource
Planning
Career
Management
Oracle HRMS
Training
&
Development
Payroll
Processing
Compensation
&
Benefits
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Assignment
Details
Employment
Relationship
People
Work
structures
Pay and
benefits
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Gender
Telephone
numbers
Person Type
Picture
record
People
Window
National
Identifier
Address
details
Contracts
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Date of Birth
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Identifying Employees
Identifying Employees
Oracle HRMS uses a unique identifier, known as an
Employee Number, to identify every employee in
your Business Group
1004
1003
1002
1005
1006
1007
1008
1001
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Person Types
Person Types
There is a need to store information about different
groups of people, such as, employees, applicants,
and people external to your enterprise
The system uses person types to group people
together
You can configure these types to suit your enterprise
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