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CONTENTS
Lesson 1: Workforce Deployment Course Overview ....................1
Lesson Objectives ................................................................................... 1
Course Objectives ................................................................................... 2
Course Schedule ...................................................................................... 3
Course Approach ..................................................................................... 4
Hands-On Activities .................................................................................. 5
Oracle Fusion Implementation Resources .................................................... 6
Instructor Demonstration Introduction: Exploring Oracle Fusion Applications Help
............................................................................................................. 7
Instructor Demonstration: Exploring Oracle Fusion Applications Help .............. 8
Oracle Fusion Applications Overview .................................................... 11
Oracle Fusion Applications Terminology Foundation .................................... 12
Home Page ........................................................................................... 13
User Interface Shell................................................................................ 14
Dashboard ............................................................................................ 15
Worklist ................................................................................................ 17
Navigation ............................................................................................ 18
Work Areas ........................................................................................... 19
Recent Items ......................................................................................... 20
Oracle Fusion Applications Terminology .................................................... 21
Data Sharing ....................................................................................... 22
Business Units ..................................................................................... 23
Effective Dates .................................................................................... 24
Oracle Fusion Deployment Options ........................................................... 25
Workforce Deployment Overview .......................................................... 26
Workforce Deployment ........................................................................... 27
Oracle Fusion Human Capital Management (HCM) Overview ........................ 29
Lesson 2: Getting Started with an Implementation ...................31
Objectives ............................................................................................. 32
Overview of Getting Started .................................................................. 33
Getting Started Highlights ..................................................................... 36
Lesson 3: Introducing Functional Setup Manager .....................37
Objectives ............................................................................................. 37
Lesson Agenda ...................................................................................... 38
Overview of the Functional Setup Manager ........................................... 39
Offerings, Options and Features ............................................................... 40
i
Implementation Job Roles ....................................................................... 41
Implementation Task Flow ...................................................................... 43
Functional Setup Manager Terminology ..................................................... 45
Browsing and Configuring Offerings ...................................................... 46
Gathering Implementation Requirements for Offerings ................................ 47
Using the Getting Started Page ................................................................ 49
Viewing FSM Provided Reports and Documents .......................................... 51
Demonstration: Browsing Offerings .......................................................... 52
Configuring Offerings .............................................................................. 54
Overview of Implementation Projects ................................................... 55
Implementation Manager Responsibilities .................................................. 56
Understanding the Implementation Project Page ........................................ 57
Adding Resources to an Implementation Project and Assigning Tasks ........... 59
Viewing Task List and Task Reports .......................................................... 61
Performing Setup Tasks ........................................................................ 63
Performing Setup Tasks Flow ................................................................... 64
Viewing and Performing Assigned Implementation Projects and Tasks .......... 65
Completing Tasks in the Appropriate Sequence .......................................... 66
Creating a Workforce Deployment Implementation Project Activity...... 67
Activity Solution: Creating an Implementation Project ................................ 68
Lesson Highlights .................................................................................. 70
Lesson 4: Defining Common Applications Configuration for HCM71
Importing and Setting Up Geography Reference Data ........................... 71
Objectives ............................................................................................. 71
Address Validation ................................................................................. 72
Geography Model Concepts ..................................................................... 73
Implementation Considerations................................................................ 74
Geography Structure Tips ....................................................................... 75
Do I Enter Data or Import It? .................................................................. 76
The Manage Geographies Page ................................................................ 77
Sample Data and Procedures on Oracle Support ........................................ 79
File-Based Import Process Overview ......................................................... 80
Analyzing Attribute Mapping .................................................................... 82
Import Steps ......................................................................................... 83
Importing the Geography Structure for a Country ...................................... 85
Activity: Importing Geography Structure for a Country ............................... 87
Activity Solution: Importing Geography Structure for a Country ................... 88
Importing the Geography Hierarchy ......................................................... 91
ii
Understanding the Geography Hierarchy Data Import File ........................... 92
Activity: Importing Geography Hierarchy Data for a Country ....................... 93
Activity Solution: Importing Geography Hierarchy Data for a Country ........... 94
Setting Up Validation .............................................................................. 98
Activity: Setting Up Validation for the Country You Imported ...................... 100
Activity Solution: Setting Up Validation for the Country You Imported ......... 101
Activity: Verifying Your Geography Import ............................................... 103
Activity Solution: Verifying Your Geography Import ................................... 104
Importing Geography Reference Data Lesson Highlights ............................ 106
Importing and Setting Up Geography Reference Data: Quiz ........................ 107
Quiz 1 ............................................................................................... 107
Quiz 2 ............................................................................................... 108
Quiz 3 ............................................................................................... 109
Quiz 4 ............................................................................................... 110
Quiz 5 ............................................................................................... 111
Quiz 6 ............................................................................................... 112
Quiz 7 ............................................................................................... 113
Define Custom Enterprise Scheduler Jobs ........................................... 114
Objectives ............................................................................................ 115
Manage Job Definitions .......................................................................... 116
Manage List of Values Sources ................................................................ 117
Reference Resources ............................................................................. 118
Highlights ............................................................................................ 119
Define Enterprise Structures ............................................................... 120
Objectives ............................................................................................ 120
Establishing Enterprise Structures Using Enterprise Structures Configurator . 121
Overview ........................................................................................... 121
What is the HCM Configuration Workbench? ........................................... 122
What are the Benefits of Using the HCM Configuration Workbench? ........... 123
Enterprise Structure Components ......................................................... 124
Enterprise and Divisions ...................................................................... 125
Creating Legal Entities Using ESC ......................................................... 127
Enterprise Configuration Using ESC ....................................................... 128
Creating Business Units in ESC: Key Concepts ........................................ 129
Creating Reference Data Sets in ESC ..................................................... 131
Establish Enterprise Structures using ESC Quiz ....................................... 132
Quiz 1 ................................................................................................................. 133
Quiz 2 ................................................................................................................. 134
iii
Quiz 3 ................................................................................................................. 135
Quiz 4 ................................................................................................................. 136
Activity Introduction: Define the Enterprise Configuration Part 1 ............... 137
Activity: Establishing Enterprise Structures .............................................................. 138
Establishing Enterprise Structures .......................................................................... 140
Establishing Job and Position Structures Using Enterprise Structures Configurator
.......................................................................................................... 147
Overview ........................................................................................... 147
ESC Overview .................................................................................... 148
Determine Job and Position Usage ........................................................ 149
Define Additional Job and Position Attributes at Enterprise ....................... 150
Define Contextual Attributes for Jobs and Positions ................................. 152
The ESC Process ................................................................................. 153
Review and Load Configuration ............................................................. 154
Establishing Job and Position Structures Quiz ......................................... 155
Quiz 1 ................................................................................................................. 156
Quiz 2 ................................................................................................................. 157
Quiz 3 ................................................................................................................. 158
Activity Introduction: Define the Enterprise Configuration Part 2 ............... 159
Activity: Defining the Job and Position Structures ..................................................... 159
Defining the Job and Position Structures ................................................................. 160
Activity: Reviewing the Enterprise Configuration ...................................................... 162
Defining Legal Jurisdictions and Legal Authorities for HCM .......................... 163
Legal Jurisdictions Overview ................................................................. 164
Legal Authorities Overview ................................................................... 165
Legislative Data Groups Overview ......................................................... 166
Defining Legal Entities for HCM ............................................................... 168
Legal Entities Overview ....................................................................... 168
Legal Entity Considerations .................................................................. 170
Legal Entity and its Relationship to Divisions .......................................... 171
Legal Entity and its Relationship to Worker Assignments and Legal Employer172
Legal Entity and Payroll Reporting ......................................................... 173
Legal Entity and Legal Reporting Units................................................... 174
Legal Reporting Units Overview ............................................................ 175
Activity Introduction: Defining a New Legal Entity ................................... 176
Defining a Legal Address ....................................................................................... 179
Defining a Legal Entity .......................................................................................... 180
Define Enterprise Structures Highlights .................................................... 182
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Define Workforce Structures ............................................................... 183
Objectives ............................................................................................ 183
Workforce Structures Task List ............................................................... 184
Defining Enterprise HCM Information ....................................................... 185
Work Day Information ......................................................................... 185
Worker Number Generation.................................................................. 186
Person-Name Languages ..................................................................... 187
Employment Model ............................................................................. 188
Types of Employment Models ................................................................................. 188
Three-Tier Employment Models .............................................................................. 189
Three-Tier Employment Models Explained................................................................ 191
Three-Tier Employment Model Example................................................................... 192
Two-Tier Employment Models ................................................................................ 193
Two-Tier Employment Models Explained .................................................................. 194
Two-Tier Employment Model Example ..................................................................... 195
Using the Two-Tier Employment Model.................................................................... 196
Using the Three-Tier Employment Model ................................................................. 197
Employment Terms Override ................................................................................. 198
Defining Enterprise HCM Information Quiz ............................................. 199
Quiz 1 ................................................................................................................. 199
Quiz 2 ................................................................................................................. 200
Quiz 3 ................................................................................................................. 201
Quiz 4 ................................................................................................................. 202
Quiz 5 ................................................................................................................. 203
Quiz 6 ................................................................................................................. 204
Actions and Action Reasons .................................................................... 205
Demo: Creating Actions and Action Reasons ............................................. 206
Defining Locations ................................................................................. 208
Locations ........................................................................................... 208
Demo: Managing Locations .................................................................. 210
Activity: Creating a Location ................................................................ 212
Creating a Location............................................................................................... 213
Defining HCM Organizations ................................................................... 215
Overview ........................................................................................... 215
HCM Organizations.............................................................................. 216
Multiple Classifications ......................................................................... 217
Review Enterprise Configuration ........................................................... 218
Trees and HCM Trees .......................................................................... 219
v
Organization Trees and ESC ................................................................. 220
Defining HCM Organizations Quiz .......................................................... 221
Quiz 1 ................................................................................................................. 222
Quiz 2 ................................................................................................................. 223
Quiz 3 ................................................................................................................. 224
Activity Introduction: Creating Organizations ......................................... 225
Creating a Division ............................................................................................... 226
Creating a Department.......................................................................................... 227
Creating a Business Unit ....................................................................................... 228
Define Workforce Structures Highlights .................................................... 230
Define Grades, Jobs, Positions, and Worker Directory ......................... 231
Objectives ............................................................................................ 231
Grades, Jobs, and Positions Setup and Maintenance .................................. 232
Defining Grades .................................................................................... 234
Grades .............................................................................................. 235
Grade Steps ....................................................................................... 236
Grades and Sets ................................................................................. 237
How Grades Work with Jobs and Positions.............................................. 238
How Grades Work with Assignments and Employment Terms ................... 239
Activity: Creating a Grade .................................................................... 240
Defining Grade Rates ............................................................................. 243
Grade Rate Values .............................................................................. 244
Lookups for Grade Rates ...................................................................... 245
Adding Rates to Grades ....................................................................... 246
Grade Rates Example 1 ....................................................................... 247
Grade Rates Example 2 ....................................................................... 248
How Grades, Rates, Sets, and Legislative Data Groups Work Together ...... 249
How Grades and Grade Rates Work with Compensation and Payroll .......... 251
Activity: Creating a Grade Rate ............................................................ 252
Defining Grade Ladders ......................................................................... 254
Grade Ladders .................................................................................... 255
Ladders with Grades ........................................................................... 256
Ladders with Steps ............................................................................. 257
Activity: Creating a Grade Ladder ......................................................... 258
Examples of Grades, Rates, and Ladders .................................................. 262
Grades with Steps............................................................................... 263
Grades Without Steps.......................................................................... 264
Grades with Rate Ranges ..................................................................... 266
vi
Grades with Hourly Amounts ................................................................ 267
Defining Jobs and Job Families................................................................ 268
Lookups for Jobs ................................................................................. 269
Basic Details ...................................................................................... 270
Benchmark and Progression Information ................................................ 271
Grades .............................................................................................. 272
Evaluation Criteria .............................................................................. 273
Job Families ....................................................................................... 274
How Jobs and Positions Work with Profiles ............................................. 275
Activity: Creating a Job ....................................................................... 276
Defining Positions ................................................................................. 279
Lookups for Positions .......................................................................... 280
Positions Example: Retail Industry ........................................................ 281
Position Details ................................................................................... 283
Position Trees..................................................................................... 284
Activity: Creating a Position ................................................................. 285
Defining Worker Directory ...................................................................... 287
Define Worker Directory Task List ......................................................... 287
Maintaining Person Keywords ............................................................... 288
Person-Record Keyword Searches ......................................................... 289
Date-Effective Keyword Searches.......................................................... 290
Search Relevance Profile Options .......................................................... 291
Quiz .................................................................................................... 292
Quiz 1 ............................................................................................... 293
Quiz 2 ............................................................................................... 294
Quiz 3 ............................................................................................... 295
Activity Introduction: Workforce Structures .............................................. 296
Instructor Demo: Activity Setup ........................................................... 297
Activity Solution: Hiring an Employee to Test the Setup ........................... 298
Define Grades, Jobs, Positions, and Worker Directory Highlights ................. 300
Define Workforce Profiles ................................................................... 301
Objectives ............................................................................................ 301
Profile Management Setup and Maintenance ............................................. 302
Describe Oracle Fusion Profile Management .............................................. 304
Profile Management Terminology .......................................................... 305
Oracle Fusion Profile Management Integrations ...................................... 306
Configure Talent Profile Settings ............................................................. 308
Profile Management Lookups ................................................................ 309
vii
Profile Management Notifications .......................................................... 311
Profile Management Descriptive Flexfields .............................................. 312
Set Up Talent Profile Content .................................................................. 313
Content Library .................................................................................. 314
Content Types .................................................................................... 315
Free-Form Content Types .................................................................... 317
Content Type Properties ...................................................................... 318
Content Type Relationships .................................................................. 319
Content Subscribers ............................................................................ 320
Demonstration Introduction: Content Types ........................................... 321
Content Items .................................................................................... 322
Demonstration Introduction: Content Items ........................................... 323
Educational Establishments .................................................................. 324
Demonstration Introduction: Educational Establishments ......................... 325
Rating Models..................................................................................... 326
Rating Model Components.................................................................... 327
Rating Models and Model Profiles .......................................................... 328
Demonstration Introduction: Rating Models............................................ 329
Set Up Talent Profiles ............................................................................ 330
Profile Types ...................................................................................... 331
Profile Type Components ..................................................................... 332
Summary Text ................................................................................... 334
Demonstration Introduction: Profile Types ............................................. 335
Instance Qualifier Sets ........................................................................ 336
Settings for Qualifier Sets .................................................................... 337
Demonstration Introduction: Instance Qualifier Sets ............................... 338
Demonstration Introduction: Where Instance Qualifier Sets Are Used ........ 339
Activity Introduction: Creating a New Content Type and Items ................... 340
Creating a New Content Type ............................................................... 343
Creating Content Items ....................................................................... 344
Adding a New Content Type to the Person Profile Type ............................ 346
Example of Adding the Content Section to a Profile ................................. 349
Talent Profile Content Quiz ..................................................................... 351
Quiz 1 ............................................................................................... 352
Quiz 2 ............................................................................................... 353
Quiz 3 ............................................................................................... 354
Quiz 4 ............................................................................................... 355
Quiz 5 ............................................................................................... 356
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Define Workforce Profiles Highlights ........................................................ 357
Define Security for HCM ...................................................................... 358
Objectives ............................................................................................ 358
HCM Security Setup and Maintenance ...................................................... 359
Roles ................................................................................................... 360
Role-Based Access Control ................................................................... 360
Roles Assigned to Users ....................................................................... 362
Role Types ......................................................................................... 363
Abstract Roles .................................................................................... 364
Data Roles ......................................................................................... 365
Job Roles ........................................................................................... 366
Duty Roles ......................................................................................... 368
Data Security ....................................................................................... 370
HCM Security Profiles .......................................................................... 370
Security Profiles in HCM Data Roles ....................................................... 371
Data Role Templates ........................................................................... 373
Predefined Security ............................................................................... 374
The Security Reference Implementation ................................................ 374
Users and Role Provisioning.................................................................... 375
User Accounts .................................................................................... 375
Provisioning Roles to Users .................................................................. 376
Managing Security ................................................................................ 378
Managing Security Using HCM .............................................................. 378
Managing Security Using OIM ............................................................... 379
Managing Security Using APM ............................................................... 380
Quiz: Define Security for HCM ................................................................ 381
Lesson Topic: Quiz 1 ........................................................................... 381
Lesson Topic: Quiz 2 ........................................................................... 382
Lesson Topic: Quiz 3 ........................................................................... 383
Define Security for HCM Highlights .......................................................... 384
Define Data Security for HCM .............................................................. 385
Objectives ............................................................................................ 385
Describe HCM Data Security ................................................................... 386
HCM Secured Objects .......................................................................... 386
Granting Access to HCM Secured Objects ............................................... 387
HCM Security Profiles .......................................................................... 388
HCM Security Profile Types .................................................................. 389
Predefined HCM Security Profiles .......................................................... 390
ix
HCM Security Profiles Best Practices ...................................................... 391
Manage Organization and Position Security Profiles ................................... 392
Creating Organization Security Profiles .................................................. 392
Organization Security Profiles Key Concepts ........................................... 394
Creating Position Security Profiles ......................................................... 395
Position Security Profiles Key Concepts .................................................. 396
Activity: Creating an Organization Security Profile................................... 397
Activity Solution: Creating an Organization Security Profile ...................... 399
Manage Person and Public Person Security Profiles .................................... 401
Creating Person Security Profiles .......................................................... 401
Person Security Profiles Key Concepts ................................................... 403
Creating Public-Person Security Profiles ................................................. 404
Activity: Creating a Person Security Profile ............................................. 405
Activity Solution: Creating a Person Security Profile ................................ 406
Manage Document Type, LDG, and Country Security Profiles ...................... 407
Creating Document Type Security Profiles .............................................. 407
Document Type Security Profiles Key Concepts ....................................... 408
Managing Legislative Data Group Security Profiles .................................. 409
Managing Country Security Profiles ....................................................... 410
Manage HCM Data Roles ........................................................................ 411
Data Roles Overview ........................................................................... 411
Creating HCM Data Roles ..................................................................... 412
Selecting Security Criteria in an HCM Data Role ...................................... 413
Creating Security Profiles in HCM Data Roles .......................................... 415
Assigning HCM Security Profiles Directly to Job or Abstract Roles .............. 417
Editing HCM Data Roles ....................................................................... 419
Synchronizing HCM Data Roles with Oracle Identity Management ............. 420
Approaches to Creating HCM Data Roles ................................................ 421
Activity: Creating an HCM Data Role ..................................................... 422
Activity Solution: Creating an HCM Data Role ......................................... 424
Describe Role Provisioning ..................................................................... 426
Users and Roles .................................................................................. 426
Provisioning Roles to Users .................................................................. 427
Role Mappings Key Concepts ................................................................ 428
Manage Role Mappings .......................................................................... 430
Provisioning Roles Automatically ........................................................... 430
Activity: Role Mapping to Autoprovision Roles ........................................ 431
Activity Solution: Role Mapping to Autoprovision Roles ............................ 433
x
Provisioning Roles Immediately ............................................................ 435
Provisioning Roles to Other Users ......................................................... 436
Activity: Role Mapping to Provision Roles to Other Users .......................... 437
Activity Solution: Role Mapping to Provision Roles to Other Users ............. 439
Requesting Roles ................................................................................ 441
Activity: Role Mapping for Self-Requestable Roles ................................... 442
Activity Solution: Role Mapping for Self-Requestable Roles ...................... 444
Role-Provisioning Strategies ................................................................. 446
Quiz: Define Data Security for HCM ......................................................... 447
Lesson Topic: Quiz 1 ........................................................................... 447
Lesson Topic: Quiz 2 ........................................................................... 448
Lesson Topic: Quiz 3 ........................................................................... 449
Lesson Topic: Quiz 4 ........................................................................... 450
Lesson Topic: Quiz 5 ........................................................................... 451
Lesson Topic: Quiz 6 ........................................................................... 452
Lesson Topic: Quiz 7 ........................................................................... 453
Lesson Topic: Quiz 8 ........................................................................... 454
Define Data Security for HCM Highlights .................................................. 455
Define Approval Management for HCM ................................................ 456
Objectives ............................................................................................ 456
Approval Management Overview ............................................................. 457
HCM Approvals Setup and Maintenance ................................................... 459
Managing Task Configurations for Human Capital Management ................... 460
Event Driven Tab ................................................................................ 461
Data Driven Tab ................................................................................. 464
List Builders ....................................................................................... 466
Maintaining the Manager Hierarchy ......................................................... 467
Participant Actions in the Predefined Approval Policies ............................... 468
Notifications in the Predefined Approval Policies ........................................ 469
Managing Approval Groups ..................................................................... 470
Activity: Reviewing Predefined Approval Policies for a Task ........................ 472
Activity Solution: Reviewing Predefined Approval Policies for a Task ............ 474
Define Approval Management for HCM Highlights ...................................... 477
Lesson 5: Defining Common HCM Configuration ......................479
Define Workforce Records ................................................................... 479
Objectives ............................................................................................ 479
Define Workforce Records Task List ......................................................... 480
Defining Availability ............................................................................... 481
xi
How Worker Availability Is Determined .................................................. 481
Primary Work Schedules ...................................................................... 483
Calendar Events ................................................................................. 485
Calendar Event Categories ................................................................... 486
Demo: Managing Calendar Events ......................................................... 487
Demo: Managing Work Schedules ......................................................... 488
Defining Availability Quiz ..................................................................... 490
Instructor Note: All Quizzes and Answers ................................................................ 490
Quiz 1 ................................................................................................................. 491
Quiz 2 ................................................................................................................. 492
Quiz 3 ................................................................................................................. 493
Quiz 4 ................................................................................................................. 494
Creating and Assigning a Work Schedule Activity .................................... 495
Creating a Calendar Event Category ....................................................................... 496
Creating a Calendar Event ..................................................................................... 496
Creating Shifts ..................................................................................................... 498
Creating a Workday Pattern ................................................................................... 499
Creating a Work Schedule ..................................................................................... 501
Assigning a Work Schedule to a Department ............................................................ 502
Adding an Exception to an Employee Work Schedule ................................................ 503
Defining Person Record Values ................................................................ 506
Define Person Record Values Task List ................................................... 506
Person Types...................................................................................... 507
Person Name Formats ......................................................................... 509
Person Lookups .................................................................................. 511
Defining Employment Record Values........................................................ 512
Define Employment Record Values Task List ........................................... 512
Assignment Statuses ........................................................................... 513
Key Decisions for Enforcing Grades at Assignment Level .......................... 514
Employment Lookups .......................................................................... 515
Defining Documents .............................................................................. 516
Defining Documents Task List............................................................... 516
Document Types and Categories ........................................................... 517
Demo: Creating a Document Type ........................................................ 518
Defining Workforce Records Quiz ............................................................ 519
Quiz 1 ............................................................................................... 519
Quiz 2 ............................................................................................... 520
Quiz 3 ............................................................................................... 521
xii
Quiz 4 ............................................................................................... 522
Defining Workforce Records Highlights ..................................................... 523
Define Workforce Business Processes and Events ............................... 524
Objectives ............................................................................................ 524
Define Workforce Business Processes and Events Task List ......................... 525
Defining Checklists ................................................................................ 526
How Can I Create and Track Standard Tasks .......................................... 526
Checklist Template Components ........................................................... 527
Creating a Checklist Template Activity ................................................... 528
Activity Solution: Creating a Checklist Template ....................................................... 530
Checklist Template Allocation ............................................................... 533
Defining Checklists Quiz ...................................................................... 534
Quiz 1 ................................................................................................................. 534
Quiz 2 ................................................................................................................. 535
Quiz 3 ................................................................................................................. 536
Quiz 4 ................................................................................................................. 537
Defining HCM Events ............................................................................. 538
Key Decisions for Events ...................................................................... 538
Key Components of the Event Model ..................................................... 539
Defining Workforce Business Processes and Events Highlights .................... 540
Lesson 6: Define Absences ......................................................541
Objectives ........................................................................................... 541
Overview ............................................................................................. 542
Demo: Recording an Absence ................................................................. 542
Instructor Note: Define Absences Task List............................................... 544
Tasks In the Define Absences Task List .................................................... 545
Absence Types...................................................................................... 546
Absence Types, Categories, and Reasons ................................................. 547
Defining Absences Overview Quiz ............................................................ 548
Instructor Note: All Quizzes and Answers ............................................... 548
Quiz 1 ............................................................................................... 549
Quiz 2 ............................................................................................... 550
Defining General Absences .................................................................. 551
Absence Lookups .................................................................................. 552
Absence Value Sets and Descriptive Flexfields .......................................... 553
Defining General Absences Quiz .............................................................. 554
Instructor Note: All Quizzes and Answers ............................................... 554
Quiz 1 ............................................................................................... 555
xiii
Key Decisions for Absence Lookups and Flexfields ..................................... 556
Defining Absence Plans ....................................................................... 557
Manage Absence Types .......................................................................... 558
Absence Types and Absence Elements ................................................... 558
Absence Balance Maintenance .............................................................. 560
Absence Recording at Person Or Assignment Level .................................. 561
Absence Duration Calculation ............................................................... 562
Absence Processing in Payroll Runs ....................................................... 564
Absence Entries in Statement of Earnings .............................................. 565
Demo: Managing Absence Elements ...................................................... 566
Demo: Managing Absence Types........................................................... 567
Key Decisions for Absence Types .......................................................... 569
Managing Absence Types Quiz .............................................................. 570
Instructor Note: All Quizzes and Answers ................................................................ 570
Quiz 1 ................................................................................................................. 571
Quiz 2 ................................................................................................................. 572
Quiz 3 ................................................................................................................. 573
Quiz 4 ................................................................................................................. 574
Quiz 5 ................................................................................................................. 575
Creating an Absence Element and Absence Type Activity ......................... 576
Creating an Absence Category and Accrual Category ................................................ 578
Creating an Absence Element ................................................................................ 579
Creating an Absence Type ..................................................................................... 581
Test Your Setup by Recording an Absence ............................................................... 582
Manage Accrual Plans ............................................................................ 584
Key Terminology in Accrual Plans .......................................................... 584
Components That Comprise an Accrual Plan ........................................... 585
Accrual Start Date Rules for New Hires .................................................. 586
Accrual Term Type .............................................................................. 587
Accrual Ineligibility Period .................................................................... 588
Accrual Formulas ................................................................................ 589
Gross Accrual Maintenance .................................................................. 590
Accrual Bands .................................................................................... 591
Net Accrual Calculation ........................................................................ 592
Demo: Managing Accrual Plans ............................................................. 593
Components That an Accrual Plan Generates .......................................... 595
Key Decisions for Accrual Plans............................................................. 596
Managing Accrual Plans Quiz ................................................................ 597
xiv
Instructor Note: All Quizzes and Answers ................................................................ 597
Quiz 1 ................................................................................................................. 599
Quiz 2 ................................................................................................................. 600
Quiz 3 ................................................................................................................. 601
Quiz 4 ................................................................................................................. 602
Quiz 5 ................................................................................................................. 603
Creating an Accrual Plan Activity........................................................... 604
Creating an Accrual plan ....................................................................................... 605
Test Your Setup by Enrolling an Employee in an Accrual Plan ..................................... 607
Defining Absences Highlights .............................................................. 608
Lesson 7: Appendix .................................................................611
Define Help Configuration ................................................................... 612
Objectives ............................................................................................ 613
Set Help Options ................................................................................... 614
Set Help Options Demonstration ........................................................... 615
Assign Help Text Administration Duty ...................................................... 616
Manage Help Security Groups ................................................................. 617
Manage Help Security Groups Demonstration ......................................... 618
Reference Resources ............................................................................. 619
Highlights ............................................................................................ 620
Define Flexfields.................................................................................. 621
Flexfield Concepts ................................................................................. 622
Value Sets ........................................................................................... 626
Descriptive Flexfields ............................................................................. 628
Extensible Flexfields .............................................................................. 629
Extensible Flexfield Example ................................................................ 630
Key Flexfields ....................................................................................... 632
Tips for Managing Key Flexfields ........................................................... 634
Flexfield Implementation Flow ................................................................ 635
Flexfield Reference Resources ................................................................. 637
Define Profile Options ......................................................................... 638
Profile Options ...................................................................................... 639
Profile Option Categories........................................................................ 640
Profile Option Levels and Values ............................................................. 641
Define Lookups ................................................................................... 643
Key Concepts ....................................................................................... 644
Manage Lookups ................................................................................... 646
Define Document Sequences ............................................................... 647
xv
Document Sequence.............................................................................. 648
Document Sequence Types .................................................................... 649
Document Sequence Categories .............................................................. 650
Document Sequence Assignment ............................................................ 651
Review Question 1 ................................................................................ 652
Review Question 2 ................................................................................ 653
Review Question 3 ................................................................................ 654
Review Question 4 ................................................................................ 655
Oracle Fusion Reporting and Analytics ................................................ 656
Oracle Fusion Watchlist ....................................................................... 657
xvi
Lesson 1: Workforce Deployment Course Overview
Course Objectives
Course Schedule
Course Approach
A lesson in this course will begin with your instructor presenting important
concepts related to implementing Workforce Deployment. The lesson may also
include one or more of the following activities:
Hands-On Activities
To complete hands-on activities in the class, you will perform Workforce Deployment
setups by working through the steps in the Workforce Deployment configuration task list
in FSM.
Classroom Resources:
Getting Started with Oracle Fusion Applications: Oracle Fusion Human Capital
Management On-Premise Implementations [ID 1395863.1]
Oracle Fusion Workforce Deployment Implementation Guide
Oracle Fusion Applications Information Technology Management, Implement
Applications Guide
Recommended Resources:
Demonstration Background
You can access all user assistance documentation for Oracle Fusion Applications from
the application. User assistance includes:
Demonstration Scope
Using Oracle Fusion Applications Help, you can find more information about the setup
tasks covered in this course.
Go to the Manage Absence Types page and review the contextual help.
On the Manage Absence Types page, click Create to review additional types of
contextual help.
Identify and use the primary ways to access Oracle Fusion Applications Help.
Use the Search by Functional Setup navigator to find Workforce Deployment.
Search for absences and view the retrieved topics.
Use the Guides link to identify what guides are available.
Pointing to a link will provide a brief summary of the topic. Clicking one of the links opens
the topic in Oracle Fusion Applications Help.
Close the browser tab to return to the Oracle Fusion Application tab.
16. Click the Close button.
17. This type of help provides a definition of the prompt or label for the user interface
component.
You can review the current topic, and if this topic doesn't answer your question, you can
click the Search tab to search for more topics.
21. Click the Search tab.
22. The Oracle Fusion Applications Help Portal displays all of the topics related to the Define
Absences group of tasks.
23. In Oracle Fusion Applications Help, you can read more about the setup tasks covered in
this course.
There are several Search by... navigator panels. In this course we are most interested in
the Search by Functional Setup navigator.
Click the Show this panel link.
24. Click the Offerings link.
25. Click the Workforce Deployment link.
26. Click in the Search field.
27. You can narrow your search using keywords.
Designed from the ground up, using the latest technology advances and incorporating
best practices gathered from thousands of customers, Oracle Fusion Applications are
completely open, service-enabled enterprise applications. Oracle Fusion Applications
also feature best-in-class user-interface designs and workflows that optimize usability
and deliver business value.
This section discusses the following terms and concepts within Oracle Fusion
Applications:
Home Page
User interface shell
Dashboards
Worklist
Navigation
Work areas
Recent items
Oracle Fusion Applications terminology
Home Page
All functionality revolves around the Oracle Fusion Applications Home Page:
Dashboard
Oracle Fusion dashboards provide the following:
Worklist
The Worklist is a list of all currently open tasks for a given user across all Oracle Fusion
Worklist servers. The tasks are
system-generated human tasks managed by BPEL / Human Tasks workflows.
Example of a Worklist
Navigation
During an implementation, you will use the Functional Setup Manager (FSM) to access
implementation tasks. You can access the FSM using the following methods:
Enter the task name in the Name field in the Search: Tasks pane
Search for the task on the Assigned Implementation tasks tab
Search for the task on the All Tasks tab
Work Areas
A work area is a grouping of similar tasks. For example, the Workforce Structures work
area includes tasks for creating and managing departments, jobs, and other workforce
structures.
Recent Items
The Recent Items menu enables users to return to flows that have been recently
accessed, usually within, but not limited to, a single session.
Data sharing
Business units
Effective dates
Data Sharing
You can set up data sharing across your organization using sets. Sets are:
The Oracle Fusion HCM objects that are set enabled are:
Departments
Locations
Jobs
Grades
Business Units
Business Units:
1. Offer your organization a flexible structuring device through which you can
implement Oracle Fusion HCM, based on how your business is organized
2. Are always associated with a SetID, which determines values in control tables to
which a business unit has access
Effective Dates
Effective dates:
Workforce Deployment
The workforce deployment business process area enables you to align resources and
people with business objectives, and enter and maintain information related to people,
employment, and work structures. The process also includes full service payroll
offerings for core payroll and localizations, which is covered in a separate course.
Define Absences
This lesson covers tasks that enable you to manage the definitions required for
recording and processing absences, accrual plans, and entitlement plans.
This course focuses on the Global Human Resources area of the Workforce
Deployment business process.
NOTE: These steps are performed after installation and provisioning, and before setting
up enterprise structures and implementing projects. Between preparing users and
synchronizing users and roles from LDAP, your enterprise needs to configure offerings
and set up task lists. Between synchronizing users and roles from LDAP and setting up
enterprise structures, your enterprise needs to create initial implementation users.
Objectives
After completing this lesson, you should be able to anticipate actions required before
beginning an implementation by understanding what is involved in:
In Oracle Fusion Applications, you manage users and security through Oracle Fusion
Human Capital Management (HCM) user management flows, which are included in
each of the offering task lists. However, the HCM task flows require that enterprise
structures have been set up, and yet to add users who can set up enterprise structures
you need to have set up HCM. Therefore, you need to create one or more initial
implementation users who have the access needed for.
User management
For a standard, full implementation of Oracle Fusion Applications, the initial activities
are as follows:
1. The Oracle Identity Management System Administrator user prepares the Oracle
Fusion Applications super user for user management and configuration tasks.
2. The Oracle Identity Management System Administrator user provisions the IT
Security Manager job role with roles for user and role management.
3. The Oracle Fusion Applications super user synchronizes LDAP users with HCM
user management so that users can be provisioned with roles through HCM.
4. The Oracle Fusion Applications super user signs in to Oracle Fusion Applications
and performs the Create Implementation Users task to create one or more IT
security manager and administrator users provisioned with security
administrative entitlement.
5. The newly created IT Security Manager user signs in to Oracle Fusion
Applications and performs the Create Implementation Users task to create
implementation project managers.
Lesson Agenda
Oracle Fusion Functional Setup Manager provides for rapid and efficient
planning, configuration, implementation, deployment, and ongoing maintenance
of Oracle Fusion Applications through self-service administration. For clarity, this
lesson is divided into four major sections:
Implementation Overview
Implementation Objects
Setup Data Import and Export
Application Management
By selecting the combination of offerings, options and features, the list of appropriate
setup tasks list is dynamically generated by Functional Setup Manager. Scope, as used
in Oracle Fusion Functional Setup Manager, refers to an object that allows a task list to
be executed repeatedly. An example of a scope value is Business Unit.
The following job roles are required to access information within Oracle Fusion
Functional Setup Manager:
_______________________________________________________
Access the Getting Started Page: This page outlines the implementation
process flow and presents the Offerings available.
Configure Offerings: Define the parameters of the implementation by selecting
the options and features to be implemented for each offering.
Some read-only functionality can be accessed even if these roles are not assigned.
Oracle Fusion Functional Setup Manager is the application used to perform the setup
tasks required to complete the implementation of Oracle Fusion
Applications. The application implementation process includes both manual activities
and activities executed within the Setup and Maintenance work area within Oracle
Fusion Applications.
Implement: The assigning of tasks and due dates as well as executing tasks and
reporting status.
Export: Optional and outside the scope of this course, save the configuration
setup data from one environment in order to import it into another environment.
Terminology
Oracle Fusion Functional Setup Manager utilizes some specific terminology to refer to
its own functionality:
In this section, you will learn how to browse and configure offerings. The
following topics are included:
Before you begin your implementation, there are several tasks you need to
perform.
Some of these tasks are manual tasks and utilize the software from a reference
perspective. For example, gathering functional requirements for the implementation
and comparing those requirements to the offerings available.
Task Flow
The Oracle Fusion Functional Setup Manager Getting Started page is utilized to
review various reports providing information about the multiple Oracle Fusion
Offerings available. This allows the Implementation Manager to determine which
Offerings are appropriate for this implementation.
The Configure Offerings functionality is used to select the Offerings and
Options required to implement the appropriate functionality satisfying the
business requirements.
The Getting Started page presents information about the Offerings available for
implementation, allowing the implementer to compare the business requirements to the
available functionality of Oracle Fusion Applications.
Standard Reports
The various reports provide more detailed information about what type of transactions
and functionality are available within each of the offerings. Reports related to each
offering are available as HTML, PDF and Excel documents. Available reports include:
Describes the detailed contents of the Offering for the current version of the
application.
Provides a functional description of the components of the Offering. Reviewing
this document provides an understanding of what functionality the Offering
provides.
Associated Features Report:
Displays the Options and Features for the Offering used for detailed application
configuration decisions.
Displays a list of features available with the Offering, including what level the
feature is associated with, as well as the choices available are also displayed.
Depicts the dependency between the offerings and their options and features.
Setup Task Lists and Tasks Report:
Lists the Tasks and Task Lists for an Offering, related to application
configuration.
Displays the setup tasks required to implement the functionality available in the
Offering.
Related Enterprise Applications Report:
Lists the Enterprise Applications the Offering requires for functional setup and
transactional tasks.
For the selected offering, specifies the application required based on transaction
type.
Related Business Objects Report:
Lists the Business Objects that the Offering uses. All Business Objects for the
Offering are listed, along with the applicable web service used for the export and
import process.
Find and view the description for the Workforce Deployment offering. Select and view
the Excel data sheet for the offering.
Demonstration Steps:
1. Click the Getting Started link from the Setup and Maintenance Overview page.
2. The Getting Started page lists all Fusion offerings and allows users to analyze
implementation requirements. All Fusion roles that have access to the Setup and
Maintenance workspace have permission to access this page. This includes
Application Implementation Consultants, Application Implementation Managers
and all Application Administrator roles such as Customer Relationship
Management, Application Administrator, Financial Application Administrator, and
so forth.
3. Point to an offering to view a description of it. Point to the Workforce
Deployment icon.
4. A description of the offering is displayed. Click the Workforce Deployment icon
or View Related Documents in the popup.
5. The Offering Content Guide describes all processes related to this offering.
6. Associated Features shows a list of features and functionality of this offering that
can optionally be implemented.
7. Setup Task Lists and Tasks shows a complete list of all setup tasks, including
prerequisites that should be performed to make this offering ready for
transaction.
8. Related Business Objects shows a complete list of all setup data, including
prerequisites that should be entered for this offering.
9. Related Enterprise Applications shows a list of all J2EE applications required to
setup this offering.
10. These predefined reports are available as PDF, HTML or Excel documents. To
view any of the reports, click on the appropriate icon.
Configuring Offerings
Configuring Offerings
After reviewing all of the available offerings and printing or reviewing appropriate
reports, use the Configure Offerings page to select the offerings, options and
features to be implemented.
Select the offerings and drill down to view its options to implement. If an offering
is selected, but none of its options, only the basic tasks needed to implement the
base functionality for the offering are included in the task list generated for this
offering.
Only the offerings and options selected during this process are available when an
implementation project is later created by the implementation manager.
The Configure Offerings page can be updated at a later date, particularly if
offerings are implemented with a phased approach.
Features are associated to some offerings or options. Each feature provides two or
more choices. The valid selection types for choices are:
This section describes how to create and manage an implementation project. The
following topics are included:
The Application Implementation Manager job role has two broad responsibilities:
Based on the Offerings and Options selected for the Implementation Project, the Task
List is dynamically generated for only those Offerings and Options. The lists also
include any prerequisites for the functionality to implement.
Task lists are notated by folders with their related tasks, or other task lists, displayed
below. An asterisk (*) indicates that a task or task list is required. The columns indicate:
Assigned To: Displays the user or role to whom the task is assigned.
Notes: If there are notes associated to the task, a number is displayed. Clicking
on the number displays the note window.
View Reports: Click the icon in the “View Reports” column to see any of the
reports available for the task list. Refer to Tracking Project Status later in this
lesson.
Assigning Tasks
To assign tasks and task lists to individuals, select the task list or task to be
assigned.
Then use the Actions drop down to select Assign Tasks or click the related
button. You can either assign the same users and due dates to all tasks in a task
list or assign individual tasks to a specific user.
Multiple tasks and/or task lists can be selected if the same assignments apply.
Managing Assigned Tasks
The Assign Tasks pop up window appears when the Assign Tasks option is selected
from the Implementation Project page.
Tasks: The name of the Task List or Task to which users are being assigned.
This is display only, based on the row highlighted on the Implementation Project
page.
Assign same due date to all users: Check box to enable if all of the Task Lists
and Tasks selected should be assigned the same due date, for all users
assigned to the tasks.
Due Date: Date the Task List or Task selected is due. A date selection box is
available to the right of the field.
Notes: Text notes to be assigned with this assignment action. These notes are
stored as Attachments associated to the Task List or Task.
NOTE: In the Assigned Users region, the names of the users already assigned are
displayed. More users can be added, or existing users can be deleted.
Click the icon in the “View Reports” column to see any of the reports available for the
task list.
All reports can be output to HTML, PDF or Excel (csv). The available reports are:
Setup Task Lists and Tasks: Displays the setup tasks required to implement
the functionality for the selected level within the displayed hierarchy. It displays
the task name, description of the actions addressed by the task, the associated
product, if the task is required or conditional, the associated enterprise
application and the associated business objects.
Related Enterprise Applications: For the selected offering, this report specifies
the application required based on transaction type. The report displays the
In this section, you will learn how to perform setup tasks. The following topics are
included:
Depending on your role, you will see some or all of the following tabs on the landing
page:
All of the tasks assigned to the functional user (Implementation Consultant) are
accessible from a single page.
Clicking the Go to Task icon invokes the set up page you use to perform the task
in Workforce Deployment.
After you have finished performing the task and click the Done button, you are
returned to the Assigned Tasks page in the Setup and Maintenance work area.
Predecessor tasks are tasks that should be completed before the current task is
processed because there may be a setup data dependency.
When you attempt to perform a task, if there is a predecessor task, a warning is
displayed based on the current status of the predecessor tasks. The current
status should be at least the same as the recommended status defined for the
predecessor task.
Once you identify the predecessor tasks that caused warnings, if you have the
appropriate role to perform the predecessor tasks, you can go back and perform
them, or you can attempt to perform the original task again.
Background
Infusion Corporation has completed installing Fusion. The next step is to select the
offerings, options, and features to implement. As the Implementation Consultant for the
Workforce Deployment implementation project, you must configure the workforce
deployment offering.
Assumptions
Absence Management
Human Resources Business Intelligence Analytics
Lesson Highlights
Address Validation
Address Validation
On the Web interface, you can enable the lists of values for selected fields to validate
address entry. For example, for the U.S., you can enable the lists of values for City,
State, and ZIP Code (postal code). Users can either select the value or enter the
correct value manually.
If you license the Oracle Fusion Data Quality Address Cleansing module, users can
validate the entire address, including the street address, by clicking the Verify Address
button on the Web interface. (The Verify Address button is the page icon with a check
mark under the address.)
Note: Real-time address validation has not been extended to include mobile devices or
Outlook. If you want to validate addresses entered in either of these, then you can do so
by processing the entered addresses in the address cleansing module.
Here are a few concepts that will help you with your setup:
Geography: Any geographical region with a boundary around it, no matter what
its size, such as Kerala (a state), Russia (a country), San Francisco (a city),
Miami-Dade (a county), or Minato-ku (a ward in the city of Tokyo).
Geography Type: The name given to a type of geographical region, for example,
a country, state, province, county, or city.
Geography (or Country) Structure: Defines the structure of the data you are
creating for the country. It specifies the geography types that you must have for
your addresses and territories for that country and how they are organized.
Different countries use different geography types and different structures. In the
U.S. you must include cities and states. In Japan you must include prefectures,
municipalities, districts, and wards.
Geography Hierarchy or Country Hierarchy: The hierarchy of the geographies
for a country based on the geography structure.
Implementation Considerations
For data integrity reasons, you cannot add new geography structures or modify existing
ones after you import your geography hierarchy, so before importing you should
consider the following:
Make sure that you include in your geography structures all the possible
geography types your applications may need. Different applications might have
different needs. For example, you may want to base some sales territories on
counties even though you do not use counties in your addresses.
Geography reference information is shared by other applications so you must
consider consider the needs of these applications as well. For example, financial
applications may require you to include geography structures to satisfy local tax
laws. Even if you are not implementing financial applications today, you may do
so in the future.
You may want to review the seeded address styles for the countries you are
going to be importing and modify them as required. The address styles indicate
the required elements of a street address or a tax address. You can review the
address styles from the Setup and Maintenance Work area by searching for
and using the Manage Address Formats task.
The source and reliability of the geography data you are about to import.
Using the Manage Geography Structure page, you can add additional
geography types to the bottom of your country structure.
Provided you have not yet uploaded the geography hierarchy, you can also add
additional geography types in the middle of your structure. (To do so, you must
first delete all the geography types below the insertion point, insert the one you
missed, and then add the geography types you deleted.)
To build the geography reference data for a country, you must have the following:
The structure
The geography data itself
You have the choice of using the user interface to enter the data directly, or you can
import the data from a file. Which method you use depends on the complexity and
volume of data, and your preference.
Typically, if you have a large volume of geographic data, then importing the data is the
most efficient way of creating your geographies. We will be importing both sets of data
from files.
The Manage Geographies page is where you see what information you need to define
for each country:
There are four columns, each giving you access to a specific setup page:
Address Cleansing Defined: This is where you enable the Verify Address
button for real-time address verification if you have licensed the Oracle Fusion
Data Quality Address Cleansing module.
Structure Defined: This gives you access to the page where you can create the
structure for each country if you are not importing it from a file.
Hierarchy Defined: Opens t he page where you can enter geography data if you
are not importing it.
Validation Defined: Opens the page where you specify which of the geography
types you are going to be using and how they will be validated both on the user
interface and during an import.
You get a check mark in a column when you complete that step for a particular country.
So after we do our import, we will see check marks for both the Structure Defined and
Hierarchy Defined. You must define the structure before you can define the hierarchy
or set up the validation.
The example and data we are using today is based on support note 1341174.1, which
you can access on Oracle Support (https://support.oracle.com). The support note
includes sample data from 30 countries, which you can download and use.
1. You prepare a delimited-text (.csv) file or XML file with your data. (An XML-file is
not required for geography data.) You can use commas as delimiters.
2. You create an import activity, which walks you through a series of four steps.
3. In the Setup step, you enter information about your file.
4. In the Map Fields step, you map the columns in your file to the attributes in the
interface tables.
5. In the Schedule Import step, you specify if you want the activity to run
immediately or at a time you specify.
6. In the Review and Activate step, you click Activate to run the activity at the
scheduled time.
7. Monitor the status of your import activity. If the activity completes with errors,
then you must correct your data, the attribute mapping, or both and run the
process again.
When the import activity completes with no errors, your data is loaded
automatically from the interface tables to the application tables.
When you prepare your import files, make sure you understand how the attributes in
your file map to the attributes in the application. To get a listing of attributes with their
description and validation, and to find out which attributes are required, consult the
interface table documentation which is available by searching help on the object that
you are importing.
You do not need to consult the interface table documentation for the geography
reference data that we are discussing in this course, because it includes few attributes,
and we list these for you.
We will discuss analyzing attributes in the next lesson because it is more important for
complex imports of customer data.
Import Steps
To import a simple data set, such as country structure or geography hierarchy:
1. Prepare a delimited-text (CSV) file with your data. You can use commas as
delimiters.
2. In the application, navigate to the All Tasks tab in the Setup and Maintenance
work area.
3. Search for the Manage File Import Activities task.
4. Click the Go To Task button.
5. On the Manage Import Activities page, click Create.
6. In the Create Import Activity: Set Up page:
- Enter a name for your import activity. You use this name to identify the import in
the future.
- In the Object field, select the object that you are importing. (For this lesson this
is going to be either Country Structure or Geography.)
- In the Source File region, select Desktop as the Upload Option, and select
the Header row included option. Check that the Data Type is correct for your
file.
7. Click Next.
8. The Create Import Activity: Map Fields page displays the attributes in your file
with some sample data.
- For each of your attributes, select the object you are importing from the Object
list. (There is only one object for the geography structure and one for the
geography data.)
- Select the attribute you are mapping to.
9. Click Next.
10. In the Create Import Activity: Create Schedule page, specify when you want to
process your file. The default option is to launch the import immediately.
11. Click Next.
12. In the Create Import Activity:Review and Activate page, click Activate to run
the import at the time you specified.
13. You can monitor the status of your import activity on the Manage Import
Activities page.
14. If the process completes with the status of Completed with errors, you can view
the errors by clicking on the status link. You must correct any errors either by
editing the file, the mapping, or both, and schedule the activity to run again.
An import activity with the status of Completed indicates that your data was
loaded into the application tables.
CountryCode: A two-letter code identifying the country. You can view available
country codes (Territory Codes) using the Manage Territories task in the Setup
and Maintenance or Manage Geographies work areas.
LevelNumber: The level of your geography type in the hierarchy. This is a digit,
with 1 indicating the top of the hierarchy.
GeographyType: Geography type.
Here is an example of a country structure for the country Aland Islands (AX) :
Note: Neither the header row names nor the data can include any spaces, but you can
use underscores.
STATE
PROVINCE
COUNTY
CITY
POSTAL_CODE
COUNTRY
If you are creating additional geography types either in the interface or by importing
them in a file, then you must always use the uppercase versions of the geography type
names in your import file. (The application converts uppercase to initial capitals for
display and selection in the Manage Geography Structure page.)
You can obtain a list of all the geography types in your application by using the
Schedule Export Process task.
1. Navigate to the All Tasks tab in the Overview page of the Setup and
Maintenance work area.
2. Search for the Schedule Export Process task.
3. Click the Go To Task button.
4. On the export Overview page, click Create.
5. Enter a name for the export.
6. Click Next.
7. In the Export Objects region of the Create Export Process Definition:
Configure Export Objects page, click Create.
8. Select Geography Type and click Done.
9. Click Next.
10. In the Create Export Process Definition: Create Schedule page, the export is
scheduled to run immediately by default.
11. Click Next.
12. In the Create Export Process Definition: Review page, click Activate.
13. Click Save and Close.
14. When the export process completes you can retrieve the file at the bottom of the
page in the History region.
Search for the Manage File Import Activities task by name in the All Tasks tab.
Start by entering a name starting with the two-letter code of your country.
Enter the desired information into the * Name field. Enter "ZM geography structure".
7. Select the Object that you are importing: Country Structure.
Click Search.
Click the GeographyType object.
25. Click the Next button.
26. Do not enter any data on the Create Import Activity: Create Schedule page because you
want the activity to run immediately.
Each row of geography sample data includes the following information. (The names in
bold are the attributes names in the application.)
RecordTypeCode: Determines how the data in this row is imported. The valid
values are 0, 1, and 2. A value of 0 indicates a geography already exists in the
base table. A value of 1 indicates the intent to create a new geography. A value
of 2 indicates your intention to add an alternate name or code to an existing
geography. Furtuer explanation of RecordTypeCode is not covered in this course
because it is part of advanced functionality.
Here is a sample, geography hierarchy data file for the country Aland Islands (AX):
Row 1
This row provides information about the country Aland Islands, with the
CountryCode AX.
This country already exists in the application so the RecordTypeCode is 0.
The SourceId is a unique identifier.
There is no ParentSourceId because this is the top level in the country structure.
The LevelNumber of the country in the country structure is 1.
Row 2
The activity solution provides the step-by-step solution for one of the countries.
Search for the Manage File Import Activities task by name in the All Tasks tab.
Start by entering a name starting with the two-letter code of your country, for example, ZM.
43. There is nothing to enter on the Create Import Activity: Create Schedule page because
you want the activity to run immediately.
Setting Up Validation
After your import is complete, you must turn on geography validation for each country
so your application can use the geography data you imported:
1. On the Manage Geographies page, click the Go To Task button for the country
that you imported.
The Manage Geography Validation page appears.
2. In the Geography Mapping and Validation region, select the Geography
Validation option for all the geography types you imported and want to use. This
step is a critical setup for Oracle CRM Applications because addresses that you
import will be validated against the geography data only if you make this
selection.
3. If you want to require users to use lists of values in the Web interface during
address entry at a particular geography type level, then select the Enable List of
Values option. Enabling the list of values for Postal Code for the U.S. requires
users to make a selection from a list of ZIP codes. If you leave this option
deselected, then the user has the option of either selecting the ZIP code from the
list or typing it. Entering a state restricts what you can enter for the city and postal
code.
4. If you want users to receive an error when they enter an incorrect address and
to prevent them from saving an invalid address, then select Error for the
Geography Validation Level for Country in the Geography Validation
Control region. The default is No Validation, which permits users to save an
incorrect address.
Notes:
Tax Validation is used to validate addresses for tax purposes and is not
important for Oracle CRM Applications.
For CRM no entries are required in the Address Style or Address Style Format
Mapping regions. The address style is already set up for all countries for you, so
No Styles Format is acceptable.
Remember that the real-time address validation works only in the Web interface,
not in Outlook, or in mobile devices such as iPhone or Blackberry. If you want to
validate addresses entered by means of these alternate interfaces, then you
must license and use the data cleansing module.
1. Navigate to the Customers work area by selecting Customers under the Sales
heading.
2. On the Overview tab, Customers region, click Create and select Create
Customer
3. In the Customer Information region, select the country you imported
4. Change all the occurrences of the country code in the CountryCode column to
the code given to you by the instructor.
5. Save the file with your initials.
To do the import, follow the steps in the File-Based Import Process Overview topic in
this lesson as a guide.
The activity solution provides the step-by-step solution for one of the countries.
1. Begin by navigating to the All Tasks tab in the Overview page of the Setup and
Maintenance work area.
Search for the Manage Geographies task by using the Name field.
Enter the desired information into the Name field. Enter "Manage Geograph%".
2. Click the Search button.
3. Locate the Manage Geographies task in the Search Results.
To verify that your country data has been imported, you must log in as a regular user.
1. If you are logged in as an implementation user, log out of the application by clicking the
Sign Out link in the global area (the top of your window).
In the Customer Information region, select the country you imported. For example:
Zambia.
You have verified your import. There is no need to enter the rest of the required customer
data because you do not have to create a customer record.
How geography reference data is used in the Oracle Fusion CRM Cloud
Service
The basic geography reference data concepts
How to import geography reference data and other simple data from a file
Understand how to set up address validation for your cloud application
1. Geography Hierarchy
2. Geography Structure
3. Geography Validation
Quiz 2
Quiz 2: You create a country structure for each country where you want to set up
geography reference data to accomplish one or more of the following:
Quiz 3
Quiz 3: Geography reference data is used in Oracle Fusion CRM Cloud Service for
one or more of the following:
1. Marketing segmentation
2. Validating address information
3. In territories
4. All of the above
Quiz 4
Quiz 4: I can use file-based import not only to import geography reference data,
but as a means to import all legacy data from other applications into my cloud
application.
1. True.
2. False.
Quiz 5
Quiz 5: Which of the following do I need to understand before I decide what types
of geography reference data I need to import?
1. What geography structures, if any, are required by the sales territories that
my organization plans to set up.
2. How the marketing department plans to use geographies for lead
segmentation.
3. If I plan to implement other applications that will use the geography
reference data and their needs.
4. The source and quality of the data I am importing.
5. All of the above.
Quiz 6
Quiz 6: If I already imported the geography hierarchy for a country, can I add
another geography type in the middle of my structure?
1. Yes
2. No
Quiz 7
Quiz 7: If I imported the geography structure, but have not yet imported the
geography hierarchy, can I add a geography type in the middle of my structure?
1. No.
2. Yes.
This section describes the Manage Custom Enterprise Scheduler Jobs tasks
under the Define Extensions > Define Custom Enterprise Scheduler Jobs task
lists.
Objectives
An Oracle Enterprise Scheduler job is an executable that users can run to process
data, for example to validate invoices or create journal entries. Some jobs also provide
report output, for example tax reports used for reporting to tax authorities.
Editing job display names, for example to use terms that are more familiar to
your users.
Editing parameter display names, using the Prompt field.
Using the Tooltip Text field to add parameter help text that appears when users
focus on the parameter. For example, you can provide restrictions or
considerations specific to your company's needs.
To edit custom job definitions, access the Manage Job Definitions page from either:
The Setup and Maintenance work area. You must select the task that contains
the name of the Java EE application to which the job definition belongs. For
example, use the Manage Custom Enterprise Scheduler Jobs for Payables and
Related Applications task for Oracle Fusion Expenses job definitions.
1. Determines where a list of values comes from and what the specific values are.
2. Are used for job parameters so that users can select a value for the parameter.
Your technical administrator can create lists of values sources, for example, one for
country names to be used for a Country parameter in a job definition. When users
schedule a process based on this job, they can select a country as a value for this
parameter.
The Manage List of Values Sources page is accessed using the same Manage
Custom Enterprise Scheduler Jobs tasks.
Reference Resources
Related Resources:
Highlights
To be able to use the Enterprise Structures Configurator, you must select the Enterprise
Structures Guided Flow feature for your offerings on the Configure Offerings page in the
Setup and Maintenance work area. Select the Define Initial Configuration task list in
FSM to access the following tasks:
1. Enterprise: For each configuration in ESC, you define the high-level structures
within the scope of an enterprise. It consists of legal entities under common
control and management.
2. Division: A division refers to a business or product oriented subdivision. Each
division organizes itself differently to deliver products and services or addresses
different markets.
3. Legal Entity: Represents the legal employer and/or payroll statutory unit (PSU).
A legal employer is a legal entity that employs people. A PSU is a legal entity
responsible for the payment of its workers and can be used to report tax and
social insurance.
4. Legislative Data Group (LDG): (not shown in the graphic) LDGs are created
automatically in ESC, with one LDG created for each location country identified in
the interview. You can see them in the technical summary report. Use LDGs to
partition payroll data in large organizations with multiple legal entities.
5. Departments: A department is an organization to which you assign workers.
Note: The ESC does not create departments, you create departments using the
Manage Departments task.
When implementing Oracle Fusion Applications you operate within the context of an
enterprise that has already been created in the application for you. This is either a
predefined enterprise or an enterprise that has been created in the application by a
system administrator.
The following figure illustrates the structure of InFusion Corporation after adding a new
division and other relevant organizations. The new division exists within the current
enterprise structure, but you can manage the costs and reporting separately from the
InFusion Corporation.
This graphic illustrates the InFusion Corporation with two divisions. The InFusion
Lighting division operates in the US and Japan, and the InFusion Security division
operates in the UK and India. Using the Map Divisions by Country page in the ESC, you
can create a legal entity for each country. Therefore the ESC creates four legal entities
for the InFusion Corporation:
Considerations for selecting how to create your business units and which level to select:
Do you need business units at the functional level to represent, for example,
Sales, Consulting, or Product Development?
Do you need business units at the country level to represent the countries in
which you operate?
Do you need business units that represent a combination of countries in which
you operate and the functions they perform in those countries?
Do you use Oracle Fusion Financials? If yes, then select the legal entity level to
ensure financial transactions are processed correctly.
In the following diagram, InFusion decides to create business units using the country
and business function level. Therefore, they created the following business units:
Sales_Japan
Marketing_Japan
Sales_US
Sales_UK
Marketing_India
Sales_India
The Common Set is a predefined set that enables you to share reference data across
business units.
Quiz 1
You can create multiple configurations to compare different scenarios.
1. True
2. False
Quiz 2
Name three organization components that you can create using the ESC.
Quiz 3
You can only view the technical summary report after you load the final
configuration.
1. True
2. False
Quiz 4
You can use the technical summary report to view the different configurations
before you load the final configuration.
1. True
2. False
Background
The InFusion Corporation is based in the United States and has two divisions: InFusion
Lighting and InFusion Security. It is an international company with business operations
in United Kingdom, United States, Japan and India.
Activity Scope
Background
Use this activity to define the enterprise structures and their associated locations using
the Establishing Enterprise Structures task in the Enterprise Structures guided flow.
The InFusion Corporation is based in the United States and has two divisions: InFusion
Lighting and InFusion Security. It is an international company with business operations
in United Kingdom, United States, Japan and India.
Activity Scope
2. Define the legal entities and business units using the following information:
17. Enter the desired information into the * Legal Name field. Enter "xx InFusion Corporation
LE".
18. Enter the desired information into the * Legal Entity Identifier field. Enter "US0001".
19. Enter the desired information into the * Legal Entity Registration Number field. Enter
"US0002".
20. Enter the desired information into the * Legal Reporting Unit Registration Number field.
Enter "US0003".
21. Click the Legal Address link.
Press [Enter].
25. Click the OK button.
26. Click the Yes. I have other legal entities to set up option.
27. You must define legal entities for the countries in which InFusion Corporation operates.
Each division operates in more than one country and delivers different products and
services.
30. Click the Add Row graphic.
31. Enter the desired information into the Name field. Enter "xx InFusion Lighting".
32. Click the Country dropdown button to activate the menu.
33. Click the United States object.
34. Click the Location dropdown button to activate the menu.
35. Click the xx Location US HQ option.
36. Click the Add Row graphic.
37. Enter the desired information into the Name field. Enter "xx InFusion Security ".
38. Click the Country dropdown button to activate the menu.
39. Click the United States object.
40. Click the Location dropdown button to activate the menu.
Select the Create option to define the UK location for the xx InFusion Security division.
41. Enter the desired information into the * Name field. Enter "xx Location UK HQ ".
42. Enter the desired information into the * Address Line 1 field. Enter "Oracle Parkway ".
43. Enter the desired information into the * City or Town field. Enter "Reading ".
44. Click the OK button.
45. Click the Save button.
46. Click the Next button.
47. Click the Add Row graphic.
48. Click the Country dropdown button to activate the menu.
49. Click the United States list item.
50. Enter the desired information into the Name field. Enter "xx InFusion Lighting US LE ".
51. Click the Division list.
52. Click the xx InFusion Lighting cell.
53. Enter the desired information into the Legal Entity Identifier field. Enter "US0004 ".
54. Enter the desired information into the Legal Entity Registration Number field. Enter
"US0005 ".
55. Enter the desired information into the Legal Reporting Unit Registration Number field.
Enter "US0006 ".
56. Click the Legal Address dropdown button to activate the menu.
67. Enter the desired information into the * Postal Code field. Enter "JP123456 ".
68. Enter the desired information into the * Address Line 1 field. Enter "Tokyo Square ".
69. Click the OK button.
70. Click the Add Row graphic.
71. Click the Country dropdown button to activate the menu.
87. Enter the desired information into the * Name field. Enter "xx Location India ".
88. Enter the desired information into the * Address Line 1 field. Enter "Hyderabad Square ".
89. Enter the desired information into the * City or Town field. Enter "Hyderabad ".
90. Enter the desired information into the * Pin Code field. Enter "H12345 ".
91. Click the OK button.
92. Click the Save button.
93. Click the OK button.
94. Click the Next button.
95. Click the Select All object.
96. You select to automatically generate business units at the legal entity level because
InFusion Corporation requires business units at the country level to represent the countries
in which they operate.
97. Click the Next button.
98. ESC has created a business unit for each legal entity in xx InFusion Corporation. You can
use the Manage Business Units page to review the business units, and define a location for
each business unit.
99. Click the Next button.
100.The ESC has automatically created a reference data set for each business unit. Use the
Manage Business Unit Set Assignment page to define the default reference data set for
each business unit.
The reference data set provides the business unit with information, which is used at the
transaction level.
108.Use the Manage Location Reference Set page to assign reference data sets to your
locations.
109.Click the Reference Data Set list.
125.Review all the high-level organization structures in the Interview Results tab. Select the
Technical Summary Report for a detailed view of the enterprise configuration.
126.Click the Done button.
127.After you complete the task, navigate back to the task list within your implementation
project to mark the task as complete.
128.Click the Implementation Projects link.
129.Click the xx Implementation Project link.
130.Click the Workforce Deployment link.
131.Click the Define Common Applications Configuration for Human Capital Management
link.
132.Click the Define Enterprise Structures for Human Capital Management link.
133.Click the Define Initial Configuration link.
134.Select the Establish Enterprise Structures task.
Click the Status graphic.
135.Select Completed in the Status field.
Click the Save and Close button.
136.Click the Done button.
137.In this activity, you have learned how to define and review the high-level organization
structures.
ESC Overview
The Enterprise Structures Configurator (ESC) is an interview-based tool that guides you
through the configuration of your enterprise structures. Use the ESC as part of your set
up to define the job and position structures of the enterprise.
Select the Define Initial Configuration task list in FSM to access the following tasks:
The ESC uses the primary industry you selected in the Establish Enterprise Structures
task to suggest a recommended approach for using jobs or jobs and positions. You can
use the recommendation or answer a series of questions about how you manage
people.
Defining additional attributes at the enterprise level provides the flexibility to further
customize the job and position flexfields. Descriptive flexfields enable you to capture
additional information when you create jobs and positions.
For positions, you can define additional position structures for every business unit
defined in the ESC. Any attributes you set up at the business unit level will appear
alongside any enterprise-level attributes.
The technical summary report also includes the following information that will be created
by the application when you load the configuration:
Legislative data groups (LDGs) - the application defines one legislative data
group for each country identified in the configuration.
Name of the legislative data group that will be assigned to the payroll statutory
unit generated for each legal entity.
Organization hierarchy.
Quiz 1
The ESC always recommends to use positions in your workforce setup.
1. True
2. False
Quiz 2
You can define additional information for every job and position in the enterprise.
1. True
2. False
Quiz 3
After you load the configuration, you cannot modify the organization setup.
1. True
2. False
Background
The recommended approach for InFusion Corporation is to use jobs. Define additional
job structures to capture information at the enterprise level.
Activity Scope
1. Search for the Define Initial Configuration task list and select the Establish Job and
Position Structures task.
3. Accept the recommendation and define additional structures for the job descriptive
flexfield at the enterprise level:
4. Save the configuration and select Next to review the additional structures.
20. Enter the desired information into the Attribute Name field. Enter "Number".
21. Click an entry in the list.
Select Number.
22. Click the Next button.
23. Use the Define Contextual Attributes page to define additional job and position structures.
You can define additional job structures for every reference data set defined in ESC. Any
attributes you set up at the reference data set level will appear alongside any enterprise-
level attributes.
For positions, you can define additional position structures for every business unit defined
in ESC. Any attributes you set up at the business unit level will appear alongside any
enterprise-level attributes.
Background
The students will demonstrate their understanding of ESC by completing the Review
Enterprise Configuration task.
Activity Scope
Use this task to review the enterprise configuration using the technical summary report.
1. Search for the Define Initial Configuration task list and select the Review Enterprise
Configuration task.
3. Review the enterprise and job structures using the Interview Results and Technical
Summary Report.
Requirements:
Register your legal entities with legal authorities in the jurisdictions where you
conduct business.
Register your legal entities as required by local business requirements or other
relevant laws.
Additional Considerations:
Define jurisdictions and related legal authorities to support multiple legal entity
registrations, which are used by Oracle Fusion Tax and Oracle Fusion Payroll.
When you create a legal entity the Oracle Fusion Legal Entity Configurator
automatically creates a registration for the new legal entity as well as creating a
main legal reporting unit along with its registration.
Identifying Jurisdiction
Income Tax Jurisdiction
Transaction Tax Jurisdiction
Identifying Jurisdiction
Income tax jurisdictions and transaction tax jurisdictions do not represent the same
jurisdiction. Although in some countries, the two jurisdictions are defined at the same
geopolitical level, such as a country, and share the same legal authority, they are two
distinct jurisdictions.
Income tax jurisdictions impose taxes on your financial income generated by all
your entities within their jurisdiction. Create income tax jurisdictions to properly
report and remit income taxes to the legal authority.
Tax jurisdictions and their respective rates are provided with transactions from
the suppliers, and require periodic maintenance. Create transaction tax jurisdictions
through Oracle Fusion Tax in a separate business flow, because of the specific needs
and complexities of various taxes. Use transaction tax jurisdiction for legal reporting of
sales tax and value added tax.
The Internal Revenue Service is responsible for collecting taxes and the
interpretation and enforcement of the Internal Revenue Code of the United
States.
Legal authority information is printed on your tax reports to meet some countries’
requirements, such as India and Brazil.
Legal authorities are defined in the Oracle Fusion Legal Entity Configurator.
Tax authorities are a subset of legal authorities and are defined using the same
setup flow.
Legal authorities are not mandatory in Oracle Fusion Human Capital
Management (HCM), but are recommended and are generally referenced on
statutory reports.
Legislative data groups are a means of partitioning payroll and related data. At least one
legislative data group is required for each country where the enterprise operates. Each
legislative data group is associated with one or more payroll statutory units.
Each legislative data group marks a legislation in which payroll is processed, and
is associated with a legislative code, currency and its own cost key flexfield
structure.
A legislative data group is a boundary that can share the same setup and still
comply with the local laws.
A legislative data group can span many jurisdictions as long as they are within
one country, and contain many legal entities that act as payroll statutory units.
Each payroll statutory unit can belong to only one legislative data group.
A legal entity has a separate legal identity and therefore conducts aspects of your
business for the following reasons:
Legal entities must comply with the regulations of jurisdictions in which they register. To
support local reporting requirements, legal reporting units are created and registered.
Legal entities can be identified as legal employers and therefore, are available for use in
Oracle Fusion Human Capital Management (HCM) applications.
Legal entities that employ people are called legal employers in the Oracle Fusion
Legal Entity Configurator.
You must enter legal employers on worker assignments in Oracle Fusion Human
Capital Management.
Your legal entities are required to pay payroll tax and social insurance such as social
security on your payroll.
You can register payroll statutory units (PSUs) to pay and report on payroll tax and
social insurance on behalf of many of your legal entities. For example, if you are a
multinational, multicompany enterprise, then you register a payroll statutory unit in each
country where you employ and pay people. You associate a legislative data group
(LDG) with a payroll statutory unit to provide the correct payroll information for workers.
As the legal employer, you might be required to pay payroll tax, not only at the national
level, but also at the local level.
You meet this obligation by establishing your legal entity as a place of work
within the jurisdiction of a local authority.
Set up legal reporting units to represent the part of your enterprise with a specific
legal reporting obligation.
You can also mark these legal reporting units as tax reporting units, if the legal
entity must pay taxes as a result of establishing a place of business within the
jurisdiction.
Create and register legal reporting units to support local reporting requirements. When
you first create a legal entity, the Oracle Fusion Legal Entity Configurator automatically
creates one legal reporting unit for that legal entity with a registration.
For example:
If the legal entity establishes operations requirements for each local area in a
country that requires reporting of employment and sales taxes locally as well as
nationally.
If you need more than one legally registered location to meet this legal entity's
reporting requirements in each local area.
Legal entities in Europe operate across national boundaries, and require you to
set up legal reporting units for the purposes of local registration in each country.
InFusion Corporation has acquired a new financial services division. You must create a
new legal entity with a new legal address.
Activity Scope
Select Completed.
23. Click the Save and Close button.
24. Click the Done button.
25. In this activity, you learned how to create a legal address.
Select Completed.
29. Click the Save and Close button.
30. Click the Done button.
31. In this activity, you learned how to create a legal entity.
To access the tasks under Workforce Structures, select your implementation project
using the Functional Setup Manager and navigate to:
Workforce Deployment > Define Common Applications Configuration for Human Capital
Management > Define Enterprise Structures for Human Capital Management > Define
Workforce Structures
If a schedule has been assigned to the enterprise, legal employer, or department, work
day information is taken automatically from that schedule. Otherwise, you can enter
work day information for the enterprise, legal employer, and department.
Work day information can also be defined for positions. In any assignment, standard
working hours are inherited from one of the following entities in this order of preference:
1. Position
2. Department
3. Legal employer
4. Enterprise
How Work Day Information Is Used
If you select manual generation, then you are recommended to define a numbering
scheme to suit local requirements. For example, determine whether uniqueness within
the enterprise or at the legal employer level is important, and define the numbering
scheme accordingly.
All legal employers automatically inherit the enterprise number-generation method. You
can override the number-generation method at the legal employer level, as follows:
You can select manual worker-number generation for a legal employer at any
time.
You can select automatic worker-number generation for a legal employer,
provided that no employee or contingent worker work relationships exist for that
legal employer.
Person-Name Languages
Each enterprise identifies a global-name language. Person names appear in this
language by default. Users can set preferences to select the language in which they see
the display-name versions of person names.
When you create a person record, you can enter a local name in a
different language from the global-name language. Names appear in this language for
users whose HR: Local or Global Name Format profile option value matches the local-
name language. For example, if the global-name language for the enterprise is
American English and you set the local-name language in a person record to Japanese,
users whose HR: Local or Global Name Format profile option is set to Japanese see the
person's name in Japanese. All other users (those who are viewing global-format
names or whose HR: Local or Global Name Format profile option is set to a value other
than Japanese) see the person's name in American English.
Note: If you enter no local name in a person record, the local name is the same as the
global name by default.
Employment Model
Types of Employment Models
This model comprises three types of entities, which are work relationships, employment
terms, and assignments. Users can include contract details in employment terms. When
you configure the employment model for the enterprise or legal employer (when you
create or update the enterprise or legal employer), the following three-tier options are
available:
This model comprises two types of entities, which are work relationships and
assignments. Employment terms occur in the three-tier employment model only. When
you configure the employment model for the enterprise or legal employer (when you
create or update the enterprise or legal employer), you can select from three two-tier
options:
Single Assignment
Single Assignment with Contract
Multiple Assignments
Each work relationship contains one set of employment terms, and each set of
employment terms contains one assignment. Both the employment terms and the
assignment are created automatically.
Each work relationship contains one set of employment terms, and the employment
terms can contain one or more assignments. The employment terms and one
assignment are created automatically when the work relationship is created; additional
assignments are created manually. Additional assignments can belong to the
employment terms or exist outside them.
Each work relationship can contain one or more sets of employment terms, and each
set of employment terms can contain a single assignment. One set of employment
terms and the associated assignment are created automatically when the work
relationship is created; additional employment terms and assignments are created
manually. Additional assignments can belong to employment terms or exist outside
them.
Each work relationship can contain one or more sets of employment terms, and each
set of employment terms can contain one or more assignments. One set of employment
terms and an associated assignment are created automatically when the work
relationship is created; additional employment terms and assignments are created
manually. Additional assignments can belong to employment terms or exist outside
them.
The below screenshot shows the work relationship of a worker with the legal employer
InFusion Corp USA2, which uses a three-tier employment model. Note that the worker
has a set of employment terms and an assignment in this work relationship.
Single Assignment
Multiple Assignments
If you select Single Assignment, each work relationship of any type has one assignment
only. The assignment is created automatically when the work relationship is created.
If you select Single Assignment with Contract, users can include contract information in
the single assignment. This approach enables those legislations that require contract
information in employment records to meet their obligations without having to use a
three-tier employment model. The assignment is created automatically when the work
relationship is created. Including contract information in the assignment is optional.
Multiple Assignments
If you select Multiple Assignments, each work relationship of any type can include one
or more assignments. One assignment is created automatically when the work
relationship is created. Additional assignments are optional and are created manually.
The below screenshot shows the work relationship of a worker with the legal employer
InFusion Corp USA1, which uses a two-tier employment model. Note that the worker
has a single assignment in the work relationship.
You can select a different employment model for individual legal employers.
Employment terms cannot be used in any work relationship in the enterprise,
unless you select a three-tier employment model for individual legal employers.
If you select:
If you select any of the three-tier employment models at the enterprise level, you can
select a different employment model for individual legal employers.
If you prevent override at the assignment level, then users cannot update assignment
attribute values inherited from employment terms. This approach is recommended if you
want to enforce particular assignment attribute values. The restriction applies only to
attribute values that users specify on the employment terms, and they can specify as
many or as few attributes as required at that level. Any value that users omit from the
employment terms can be updated without restriction at the assignment level.
If you allow override at the assignment level, then users can update assignment
attribute values inherited from employment terms. Using employment terms in this way
can be efficient, particularly if workers in your enterprise have multiple assignments in a
single set of employment terms: users enter attribute values once only in the
employment terms, but can update individual attributes as necessary at the assignment
level.
1. True
2. False
Quiz 2
The three-tier employment model comprises which three types of entities?
Quiz 3
Name the configuration options available in the two-tier employment model ?
(Hint: There are three options)
Quiz 4
You cannot include contract details in employment terms.
1. True
2. False
Quiz 5
Worker numbers can be generated either manually or automatically.
1. True
2. False
Quiz 6
When you create a person record, you cannot enter a local name in a different
language from the global-name language.
1. True
2. False
Actions track changes to Human Capital Management (HCM) records, for example,
changes to employment and assignment records. When you create or update these
records, the action identifies the cause of the creation or change.
Actions categorize the type of change. For example, each predefined termination
action is associated with a termination type (either voluntary or involuntary) to
help categorize the termination.
Actions determine the business flow. For example, you can select from a list of
employment-related actions, such as Assignment Change, Transfer, or
Termination. The action you select determines the path you take through the
employment flow.
You can optionally associate actions with reasons; the action and reason
information can be used for analysis and reporting purposes. For example,
predictions of voluntary termination are based on existing data from terminated
work relationships, and the action and reason details are particularly useful.
Action Types
Action type identifies the type of business process associated with the action and
determines what happens when you select an action. If you are creating a new action,
you must associate the action with any one of the predefined action types. For example,
the Hire an Employee action type is associated with the Hire action by default. You
could create an additional action Hire Part-Time and associate it with the Hire an
Employee action type. This causes your action to appear in the actions list on the Hire
an Employee page. Users can then select the Hire Part-Time action when hiring part
time employees, instead of the predefined Hire action.
Defining Locations
Locations
A location identifies physical addresses of a workforce structure, such as a department
or a position.
You can also create locations to enter the addresses of external organizations that you
want to maintain, such as employment agencies.
The locations that you create exist as separate structures that you can use for reporting
purposes, and also in rules that determine employee eligibility for various types of
compensation and benefits.
You enter information about a location only once. Subsequently, when you set up other
workforce structures you select the location from a list.
Locations that you create are represented on a map for easier identification and access
as shown in the following figure:
The following figure shows how locations sets restrict access to users.
When you create a location, you must associate it with a set. Only those users who
have access to the set's business unit can access the location set and other associated
workforce structure sets, such as those that contain departments and jobs.
You can also associate the location to the common set so that users across your
enterprise can access the location irrespective of their business unit. When users
search for locations, they can see the locations that they have access to along with the
locations in the common set.
1. In this demo, you will learn to navigate to the Manage Locations page and open an
existing location to review its settings.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and
Maintenance work area.
In view of its increasing operations, InFusion Corporation has recently bought additional
space close to its existing location in New York. You have been assigned to create this
location.
Activity Scope
Creating a Location
HCM Organizations
You can set up your enterprise structures using the individual organization tasks. For
example, if you are an international enterprise with multiple operating divisions, then
you need to define an enterprise, divisions, legal entities, tax reporting units, payroll
statutory units, reporting units, business units, departments and so on.
Multiple Classifications
Organization classifications define the purpose of the organization, whether it's a
division, department or a legal entity.
For example, one organization might be both a cost center and a sales department.
Departments
Organizations
Positions
Geographies
A tree helps you in:
To set up a tree:
1. Create a tree using one of the seeded tree structures (for example, department tree
structure).
2. Create a tree version for the new tree structure.
3. Add new nodes (for example, departments) to build your hierarchy.
If you do not use the ESC, then you can create organization trees based on the
predefined organization tree structure.
You can secure HCM data by using an organization tree to identify organizations in an
organization security profile.
Quiz 1
An organization can have one classification only.
True
False
Quiz 2
You assign workers to the department organization.
True
False
Quiz 3
Name three types of predefined trees.
Background
InFusion Corporation has acquired a new financial services division. You must create a
new division, department and business unit to support this acquisition.
Activity Scope
Division
Creating a Division
link.
23. Click the Define Enterprise Structures for Human Capital Management link.
24. Click the Define Workforce Structures link.
25. Click the Define Organization Structures link.
26. Select the Manage Divisions task.
Click the Status graphic.
27. Click the * Status list.
Select Completed.
28. Click the Save and Close button.
29. Click the Done button.
30. In this activity, you learned how to create a division.
Creating a Department
Select Completed.
29. Click the Save and Close button.
30. Click the Done button.
31. You have successfully created a Sales department for the Financial Services division.
Select Completed.
24. Click the Save and Close button.
25. Click the Done button.
26. In this activity, you learned how to create a business unit.
Define grades
Define grade rates
Define grade ladders
Define jobs and job families
Define positions
Define worker directory search settings
Initial setup for this activity is performed using Functional Setup Manager
- Workforce Deployment Offering: Define Enterprise Structures/Define Workforce
Structures
Ongoing maintenance is performed from the Workforce Structures work
area
Manage Grades
Manage Grade Rates
Manage Jobs
Manage Job Families
Manage Positions
Manage Position Trees
Defining Grades
Grades
Grade steps
Grades and sets
How grades work with jobs and positions
How grades work with assignments and employment terms
Grades
Create grades to record the level of compensation for workers. You can create grades
for multiple pay components, such as salary, bonus, and overtime rates. You can define
one or more grades that are applicable for jobs and positions. This list of valid grades,
combined with the settings for two profile options, enables you to restrict the grades that
can be selected when you set up assignments or employment terms for a worker.
Grade Steps
Grade steps are distinct increments of progression within a grade. You can set up
grades with or without grade steps.
The following figure illustrates the difference between grades with and without steps.
You assign each grade to a set. If you assign a grade to the common set, then the
grade is available for use in all business units. To limit a grade to a single business unit,
you can assign it to a set that is specific to that business unit.
You can define one or more grades that are applicable for each job and position. This
list of valid grades, combined with the settings for two profile options, enables you to
restrict the grades that can be selected when you set up assignments or employment
terms for a worker.
If you use positions, then the grades that you assign to jobs are the default grades for
the positions that you associate with each job. You can use the default grades for the
position, remove ones that don't apply, or add new ones
When you set up assignments or employment terms, you can select the applicable
grade for the job or position. Two profile options determine the grades that are available
for selection. The first profile option is PER_ENFORCE_VALID_GRADES. If you set
this site-level profile option to Yes, then users can select a grade only from the list that
you defined for the job or position.
If users select both a job and a position for the assignment or employment terms,
then they can select grades that are valid for the position only.
If valid grades are defined for neither the job nor the position, then users can
select from all grades
If you set this profile option to No, which is the default value, then users can select from
all grades.
If you set this profile option to No, which is the default value, then users can select from
all grades.
You have set up grades for all of your divisions except the Financial Services division.
The job functions performed in this division are different from that of your other
divisions, so you need to create new grades that are more suitable.
Activity Scope
You will create a new grade for the Sales Executive job, and you will create rates for the
grade at the same time. Use the following information to help you complete the activity:
Alternate Navigation: From the Navigator menu, select Workforce Structures under the
Workforce Management heading.
Grade rate values are the compensation amounts associated with each grade. Grade
rate values can be either a fixed amount or a range of values, and you can set up rates
for different types of pay, such as salary, overtime, and bonuses.
Grade rates for some jobs or positions might include an hourly salary rate and an
overtime rate. Grade rates for other jobs or positions might contain a salary rate type
with a range of amounts and a bonus rate type with a fixed amount. Grade rates
typically serve only as a guideline to validate that the salary you propose during the
compensation process for a worker on a certain grade is appropriate for that grade.
Grade rates are optional.
Lookup types are lists of values in applications. One lookup type is available for grade
rates, and the customization level is extensible.
You should review these predefined values, and add additional rate types to suit your
business needs.
For grades that were created without steps, two options for adding rates are available:
Add the rates at the same time as when you add the grade using the Manage
Grades task
Add the rates separately using the Manage Grade Rates task
For grades that were created with steps, you must first add the grade to a grade ladder,
and then add the rates for each step in the Manage Grade Ladders task.
This figure illustrates a grade that has two rate types associated with it. One is a salary
rate type that has a range of values, and the other is a bonus rate type with a fixed
amount.
This figure illustrates a different grade that has two rate types associated with it. One is
a salary rate type that has a fixed amount, and the other is an overtime rate type that
also has a fixed amount.
You assign grades to sets, and you assign grade rates to legislative data groups.
While grades may be common across different areas of your enterprise, grade rates
vary among the countries in which you employ people. For example, if your enterprise
has engineer jobs in the United States, the United Kingdom, and Australia, you can set
up grades for a set that is shared between the countries, but set up different grade rates
for each country in the applicable currency.
The following figure illustrates how you can use sets to share grades across multiple
business units and then change the grade rates for each legislative data group.
Depending on the configuration of the legal employer to which workers belong, their
salary can be stored at either the assignment or employment terms level, and the grade
rate can be linked to the salary basis within the salary record. If this is the case, then
their salaries are validated using the grade rates. For example, assume an assignment
record for a worker indicates that he is in grade A1 and has a salary of 40,000.00 USD.
The grade rate range that is attached to grade A1 is 30,000.00 USD to 50,000.00 USD,
therefore, his salary is within the grade rate range, and no warnings are issued. If his
manager or a human resource (HR) specialist changes his salary to 55,000.00 USD, a
warning is issued that the new salary is outside his salary range.
In addition, compa-ratios and salary range positions for workers are calculated using the
minimum and maximum amounts that are defined in the grade rates for their grades.
Payroll elements reference grades in the eligibility criteria. For example, assume you
want to process a bonus for all workers who are at grade level A2. To accomplish this,
you would create an earnings element for the bonus and specify A2 for the grade in the
eligibility criteria. The result of this setup, when combined with additional eligibility
criteria that may be applied by the bonus plan, is that when payroll is processed,
workers who are at grade level A2 and who meet the additional eligibility criteria would
receive the bonus.
Background
You now need to create a bonus rate for the Sales Executive grade. You award sales
executives a bonus annually, and the amount is a range.
Activity Scope
Create a bonus rate for the XX_Sales Executive grade that you created in the previous
activity. Use the following information to help you complete the activity:
1. Begin by locating the Manage Grade Rates task on the Assigned Implementation Tasks
tab.
Grade ladders
Ladders with grades
Ladders with steps
Grade Ladders
Create grade ladders to group grades or grades with steps in the sequence in which
your workers typically progress. Grade ladders describe the grades or the grades with
steps to which a worker is eligible to progress. For grades with steps, grade ladders
also provide the compensation values associated with each step.
You can set up separate grade ladders for different types of jobs or positions in your
enterprise. For example, you may create three grade ladders for your enterprise: one for
technical grades, another for management grades, and a third for administrative grades.
Two types of grade ladders are available:
You cannot create a grade ladder with a combination of both grades and grades with
steps.
You create ladders with grades by building a hierarchy of grades that were created
without steps. When you set up this type of ladder, only grades without steps are
available to add to the ladder. You do not define any grade rates when you set up a
ladder with grades; the rates for the grades within the ladder are inherited from the rates
that were added when you set up the grades. To add or edit rates for grades, you must
use the Manage Grade Rates task.
You create ladders with grade steps using grades that were created with steps. When
you set up this type of ladder, only grades with steps are available to add to the ladder.
You define step rates and the values for each step when you set up the ladder, and the
rates are unique to each ladder. You cannot share step rates between grade ladders.
You have already created five grades for administrative positions at InFusion
Corporation, and you have associated rates with each grade. You now want to create a
grade ladder for the administrative positions.
Activity Scope
1. Begin by locating the Manage Grade Ladders task on the Assigned Implementation Tasks
tab.
Enter the desired information into the Name field. Enter "Admin Grade Ladder".
8. Click the Grade Type list.
9. Click the Grade list item.
10. Click the Next button.
11. Use the Create Grade Ladder: Grades page to add grades to the ladder.
54. You have successfully created a grade ladder and have marked the task as complete.
The following examples show different ways to use grades, rates, and ladders. Review
these for comparison purposes.
The grade structure for annual salary amounts for administrative workers in InFusion
Corporation includes five grades, and each grade includes five steps. When workers
move from one grade to another in this ladder, they do not always start at step 1 of a
grade. Their next step is based on their previous salary plus two steps. For example, a
worker could move from Step 3 in Grade 1 to Step 2 in Grade 2.
The following table lists the three grades, steps, and the rates associated with them for
administrative workers at InFusion Corporation.
To set up a grade structure to reflect this table, perform the following tasks:
1. Set up three different grades and add three steps for each grade.
2. Set up a grade ladder using the Grades with Steps type, and select all three
grades.
3. Set up step rates for annual salary amounts using the rates in the preceding
table.
The grade structure for annual salary amounts for level 3 managers at InFusion
Corporation includes grades without steps. The grade rates are fixed amounts.
The following table lists the grades and associated rates for level 3 managers at
InFusion Corporation.
To set up your grade structure to reflect this table, perform the following tasks:
2. For each grade, enter the rates from the preceding table.
3. Set up a grade ladder with the Grades type and add all eight grades to the
ladder.
The grade structure for annual salary amounts for senior executives at InFusion
Corporation includes grades with no steps, and the rates are set up using ranges.
The following table lists the rate range for senior executives at InFusion Corporation.
To set up a grade structure to reflect this table, perform the following tasks:
The grade structure for line workers at InFusion Corporation includes grades with steps,
and the rates are hourly amounts.
The following table lists the hourly rates for line workers at InFusion Corporation.
To set up your grade structure to reflect this table, perform the following tasks:
Lookups are lists of values in applications. Several lookup types are available for jobs
that have user customization levels. You should review these lookups, and update them
as appropriate to suit enterprise requirements. The lookup types for jobs are:
EVAL_SYSTEM: Identifies the evaluation system used for the job or position
EVAL_SYSTEM_MEAS: Measurement unit for the evaluation criteria
JOB_FUNCTION_CODE: Description of the primary function of a job (used for
grouping and reporting jobs of like functions)
MANAGER_LEVEL: Description of the seniority of a manager
Basic Details
A job code must be unique within a set. Therefore, you can create a job with the code
DEV01 in the US set and another job with the same code in the UK set. However, if you
create a job with the code DEV01 in the Common set, then you cannot create a job with
the same code in any other set.
You can identify a job as being a benchmark job. A benchmark job represents other
jobs in reports and salary surveys. You can also select the benchmark for jobs.
Benchmark details are for informational purposes only.
A progression job is the next job in a career ladder. Progression jobs enable you to
create a hierarchy of jobs and are used to provide the list of values for the Job field in
the Promote Worker and Transfer Worker tasks. The list of values includes the next
three jobs in the progression job hierarchy.
For example, assume that you create a job called Junior Developer and select
Developer as the progression job. In the Developer job, you select Senior Developer as
the progression job. When you promote a junior developer, the list of values for the new
job will include Developer and Senior Developer.
Grades
You can specify the grades that are valid for a job. If you are using positions, then the
grades that you specify for the job become the default grades for the position.
Evaluation Criteria
You can define evaluation criteria for a job, including the evaluation system, a date, and
the unit of measure for the system. One predefined evaluation system is available, and
that is the Hay system.
An additional value of Custom is included in the list of values for the Evaluation System
field, but you must add your own criteria and values for this system.
Job Families
A job family is a group of jobs that have different but related functions, qualifications,
and titles. They are beneficial for reporting. Examples include:
Administration
Finance and Accounting
Support
Logistics
You set up the job families and then enter a job family when defining a job.
You can associate jobs and positions with model profiles that are created in Oracle
Fusion Profile Management. A model profile is a collection of the work requirements and
required skills and qualifications of a workforce structure, such as a job or position.
This association enables you to define the work requirements and the required
competencies, degrees, and other skills for the job or position. This association also
enables you to compare profiles and use the best-fit analysis for tasks such as finding
the worker best-suited for a job or for helping workers identify their next career moves.
The following figure compares the information that is contained in a job profile with that
contained in a job:
You have created a grade and grade rates for the Sales Executive position, and you
now need to define the job.
Activity Scope
1. Begin by locating the Manage Job task on the Assigned Implementation Tasks tab.
Profiles are covered in the next lesson, so none will be assigned to this job.
Defining Positions
This section discusses:
Positions are typically used by industries that have the following characteristics:
Lookups are lists of values in applications. Several lookup types are available for
positions that have user, extensible, and system customization levels. You should
review these lookups, and update them as appropriate to suit enterprise requirements.
The lookup types for positions are:
ABC Corporation has high turnover. It loses approximately 5% of their cashiers monthly.
The job of cashier includes three positions: front line cashier, service desk cashier, and
layaway cashier. Each job is cross-trained to take over another cashier position. When
one cashier leaves from any of the positions, another existing cashier from the front line,
service desk, or layaway can assist where needed. But to ensure short lines and
customer satisfaction, ABC must replace each cashier lost to turnover.
Because turnover is high in retail, positions are recommended for this industry. There is
an automatic vacancy when an employee terminates employment. The position exists
even when there are no holders. This is important if the person who leaves the
company is a manager or supervisor with direct reports. All direct reports continue
reporting to the position even if it is empty. You do not need to reassign these
employees to another manager or supervisor; the replacement manager is assigned to
the existing position.
Another advantage to using positions is that when you hire a new worker, many of the
attributes are provided as default values from the position. This speeds up the hiring
process.
Position Details
Position Trees
Using the predefined tree structure for a position tree, you can create multiple position
trees and then create multiple versions of each tree to establish reporting relationships
among positions. You can have only one top-level node for a position tree.
The following figure illustrates a position hierarchy that you can establish using a
position tree:
You will now create a Sales Executive position based on the Sales Executive job that
you created in a previous activity.
Activity Scope
1. Begin by locating the Manage Positions task in the Assigned Implementation Tasks tab.
To access the task under Define Worker Directory, select your implementation project
from the Functional Setup Manager and navigate to:
Workforce Deployment > Define Common Applications Configuration for Human Capital
Management > Define Enterprise Structures for Human Capital Management > Define
Workforce Structures > Define Worker Directory
Several attributes of person, employment, and profile records are used as person-
search keywords.
Keyword values are copied automatically from the originating records to the
PER_KEYWORDS table, where they are indexed to improve search performance.
Whenever the value of a keyword attribute changes (for example, if a person acquires a
language skill or a different phone number), an event is raised. In response, services
run a process to update the relevant attributes for the person in the PER_KEYWORDS
table; therefore, most changes are made in PER_KEYWORDS immediately and
automatically.
Although most changes to the PER_KEYWORDS table are made automatically, you
need to run the Update Person Search Keywords process regularly because the
automatic process does not apply future-dated changes to the PER_KEYWORDS table.
Running the Update Person Search Keywords process also ensures that all changes
are copied to the PER_KEYWORDS table, despite any temporary failures of the
automatic process.
You can run the Update Person Search Keywords process manually or schedule it to
run at regular intervals. When you run the Update Person Search Keywords process,
the whole PER_KEYWORDS table is refreshed; therefore, you are recommended to run
the process at times of low activity to avoid performance problems.
The application searches for keyword values in these attributes of a person's records:
department, job name and code, position name and code, person name, primary e-mail,
primary phone, work location, competencies, language skills, licenses and certifications,
school education, awards and honors, affiliations, areas of interest, and areas of
expertise.
Keyword Indexing
Keywords are indexed values, which means that they are copied from person records
and organized in the PER_KEYWORDS keywords table for fast retrieval. Most changes
to person records are copied as they occur to ensure that there is no difference
between the source and indexed values. However, depending on when the Update
Person Search Keywords process was last run, some recent changes to person records
may not appear in search results.
In the professional user person search, you can enter an effective as-of date. When
date-effective values, such as work location, are copied to the keywords table, their
history is not copied: only the latest change is stored in the keywords table. Therefore, if
you enter both a keyword value and an effective as-of date, the search results may not
be as expected.
Change the work location of assignment 12345 from Headquarters to Regional Office
on 27 January, 2011.
The changed work location is copied automatically to the keywords table on 27 January,
2011.
Search for a person on 1 February, 2011 using the keyword Headquarters and the
effective as-of date 10 January, 2011.
Result: Although the work location on 10 January, 2011 was Headquarters, assignment
12345 does not appear in the search results because the work location stored in the
keywords table at the time of the search is Regional Office.
The strength of the relationship between the person performing a gallery search and
each person whose assignment appears in the search results can determine the order
of the results: the stronger the relationship, the closer to the top of the results an
assignment appears. The search relevance profile options control how the strength of
the relationship between the searcher and the search result is calculated.
Using the weighting profile options, you can change the weighting applied to the
relevant factors. For example, the HR: Social Network Weight profile option specifies
the weighting applied to the relationship strength value for the social network factor. The
default value of each weighting profile option is 0.5. To increase the relevance of a
factor relative to other factors, you increase its weighting; to decrease its relevance, you
reduce its weighting. See the help topic Search Relevance Profile Options: Explained
for the complete list of weighting profile options.
1. HR: Selection History Timeout: The number of times the searcher selects a
person's assignment from the search results during a specified period, which is 7
days by default, is recorded automatically. You can specify this period for the
enterprise on the HR: Selection History Timeout profile option
3. HR: Relationship Priority Factor: The searcher can specify a rating for a
search result, and each rating is associated with a multiplying factor. On this
profile option, you can specify the highest possible multiplying factor that can be
applied to a search result. By default, the multiplying factor is 2. If you increase
its value, you increase the significance of the searcher's own ratings relative to
other factors.
Quiz
Quiz 1
1. A profile option
2. A lookup type
3. The legislative data group for which you are setting up the grade rate
Quiz 2
A grade ladder can contain both grades and grades with steps.
1. True
2. False
Quiz 3
Which of the following would you associate with a job or a position to specify the
required competencies, degrees, and languages for the job or position?
1. Employment terms
2. Assignment
3. Model profile
4. Grade
Background
After setting up the new division, InFusion Financial, you now want to verify that you
have correctly set up the division, department, business unit, grade, grade rates, and
the job. You decide to test the setup by entering a new sales executive for the InFusion
Financial_Sales department that you created.
Activity Scope
PER_DEFAULT_GRADE_FROM_JOB_POSITION
PER_ENFORCE_VALID_GRADES
After these two profile options are set to Y, you will be able to see how the application
populates the Grade field with the valid grade that you set up for the job. If the options
are N, then the application allows you to select from all grades in the Common set.
Press [Delete].
19. Enter the desired information into the Task field. Enter "Manage Workforce Records".
20. Click the Search button.
21. Click the Go to Task button.
22. Click the Edit button.
18. Exit the field to populate the City and State fields based on the zip code.
Enter the desired information into the Business Unit field. Enter "XX".
22. Click the Financial Services US object.
23. Click in the Job field.
24. Enter the first few characters of the job that you created in a previous activity. The
application searches for matching values.
Enter the desired information into the Job field. Enter "XX".
25. Click the XX_Sales Executive XX_SALESEXEC list item.
26. Note that the application populates the Grade field with the valid grade that you set up for
the Sales Executive position.
27. Click in the Department field.
28. Enter the first few characters of the department that you created in a previous activity. The
application searches for matching values.
Enter the desired information into the Department field. Enter "XX".
29. Click the XX InFusion Financial_Sales list item.
30. Click the Search Location list.
31. Select the location that you created in a previous activity.
Initial setup for this activity is performed using Functional Setup Manager
- Workforce Deployment Offering: Define Common Applications Configuration for
HCM/Define Workforce Profiles
Ongoing maintenance is performed from the Profiles work area and on the
Profile Management cards in the Person Gallery (Career Planning,
Development and Growth, and Experience and Qualifications)
_______________________________________________________
Setup tasks in FSM under Define Talent Profile Settings Task List:
Content library: The content library provides the foundation for profiles as it
stores both content types and content items.
Content type: A set of attributes for a worker or a job or position. Examples
include languages, competencies, and degrees.
Content item: An individual quality, skill, or qualification within a content type
that you track in profiles.
Content subscriber: Applications external to Oracle Fusion Profile Management
that use content types.
Educational establishment: A college, university, or other school that workers
use when they add education information, such as degrees, to their profile.
Person profile: A collection of a worker's skills, qualifications, education
background, and so on.
Model profile: A collection of the work requirements and required skills and
qualifications of a workforce structure, such as a job or position.
Profile type: A template for person or model profiles that is built using content
types.
Rating model: A scale used to measure the performance and proficiency of
workers.
These terms will be discussed in more detail in subsequent topics.
Oracle Fusion Performance Management: Uses the rating models that you
define in Profile Management to rate workers on their performance. Instance
qualifier sets distinguish the manager ratings from the workers' self ratings.
Performance Management also uses competencies from the content library in
performance documents.
Oracle Fusion Goal Management: Uses content types to set up target
outcomes for goals. You can set up a content type relationship between the
Goals content type and other content types, such as the Competencies content
type and the Memberships content type. Using these relationships, you can then
set up target outcomes for goals. Target outcomes are the content items within
the content type that is related to the Goals content type. For example, if you set
up a relationship between the Goals content type and the Competencies content
type, workers can add a target outcome of a specific competency to their goals.
In this case, the specific competency is the content item within the Competencies
content type. When workers complete the goal, their profiles are updated to
include the competency.
Oracle Fusion Talent Review: Uses information from the Performance and
Potential and Risk of Loss sections within a worker's profile to build the analytics
that are part of the talent review process. These sections are defined as content
types within the content library and included in the person profile type. When a
talent review is complete, workers' profiles are updated automatically with the
performance rating given during calibration discussions. Instance qualifier sets
enable you to distinguish the talent review rating from ratings given by the
worker's manager, a peer, or perhaps the worker's self-evaluation.
Person Gallery: Uses information from Profile Management for the Experience
and Qualifications, Career Planning, and Development and Growth cards.
Oracle Fusion Global Human Resources: Model profiles are assigned to jobs
and positions so that you can specify targeted skills and qualifications and work
requirements for jobs and positions.
Resource Manager component of Oracle Fusion Trading Community
Model: Uses content type relationships to track the areas of expertise of
workers. Using the predefined content type relationship where the Categories
content type is a parent of Products, and Products is a parent of Components,
resource managers can keep track of the categories, products, and components
that are considered to be their areas of expertise for their resources.
This section describes the following settings that are available in Oracle Fusion Profile
Management:
Lookup types
Notifications
Descriptive flexfields
The following table lists examples of the lookup types for Profile Management:
For more information about Profile Management lookups, click Help. In the Human
Capital Management business process, search for the following: profile management
lookup types. At the time this course was developed, this search returned the following
topic:
Profile Management contains several notifications that inform both managers and
workers when changes are made to the person profile. Examples include:
The following table lists the descriptive flexfields that are included in Profile
Management, and the tasks associated with the flexfields:
Content library
Content types
Free-form content types
Content type properties
Content type relationships
Content subscribers
Content items
Educational establishments
Rating models
Content Library
The foundation of Oracle Fusion Profile Management is the content library, which
contains content types and content items. Several seeded content types, such as
Competencies, Languages, and Degrees, are available. You can add content types and
items for those types to suit your enterprise requirements.
The following figure illustrates how the content library, content types, and content items
fit together:
Content Types
Content types are the skills, qualities, and qualifications that you want to track in talent
profiles. The content library contains predefined content types such as competencies,
languages, and degrees, but you can create new content types as needed. You can
also create free-form content types.
Properties: the fields to be displayed when setting up the content items and the
attributes of those fields
Relationships: the associations between content types, where one content type
is a parent of another, or where one content type supports another
Subscribers: other Oracle Fusion applications that use content types
The predefined content types are:
Accomplishments
Areas of Study
Licenses and Certifications
Competencies
Sub-Competencies
Degrees
Education Levels
Honors and Awards
Languages
Memberships
Special Projects
Career Preferences
Potential
Risk of Loss
Career Statement
Work Requirements
These predefined content types are used by the Resource Manager component of
Oracle Fusion Trading Community Model:
Categories
Components
Products
Free-form content types enable you to capture information in a profile that you do not
need to store in the content library. For example, you can set up a free-form content
type to store information about the previous employment information for your workers.
A free-form content type contains only a code, name, and a description, and does not
have any properties defined for it until you add it to a profile type. Free-form content
types do not include any content items.
Content type properties represent the information that you want to capture for the
content type. They are the fields and the attributes of those fields that appear when you
add content items for the content type.
The table below lists the attributes that you can set for each field that you want to
include for each content type:
Content type relationships enable you to associate content items of related content
types with each other. The following examples illustrate the two uses for Oracle Fusion
V1 for content type relationships:
Content Subscribers
Content subscribers are codes that represent other Oracle Fusion products or
applications that use content types. Examples of predefined subscriber codes are:
When you edit predefined content subscribers, you can associate additional content
types, but you cannot remove any of the existing content types. You should not remove
predefined content subscribers.
Demonstration Scope
Navigate to the Manage Content Types page, show seeded content types, and explain
the attributes for each property
Navigation Steps
Review each attribute for the properties, and discuss how some of the properties and
attributes for seeded content types cannot be changed. Next show the Relationships tab
and the Subscribers tab.
Content Items
Content items are the individual skills, qualities, and qualifications within the content
types in the content library. For example, within the Competencies content type,
communication is a content item. You can create content items to meet your business
needs. Content items contain:
Properties: Content items inherit the fields and field properties that you define
for the content type to which the item belongs. For example, one of the fields
defined for the Memberships content type is ITEM_DESCRIPTION field. The
attributes of this field are set up so that the label is Description, the field is
editable, and the field does not require an entry. When you set up a content item
for the Memberships content type, you will see a field labeled Description, in
which you can enter text to describe the agency, but the field will not be required.
Related content items: If the content type for which you are creating an item
has related content types, then you can enter the related content items for the
item. For example, if you have a content type relationship where the
Competencies content type is supported by the Goals content type, then on the
content items for competencies, you can enter the related goals.
Proficiency descriptions: If the content item belongs to a content type that has
a rating model defined for it, then you can either use the existing descriptions for
the ratings within the model, or define descriptions for the ratings that are specific
to the content item. When ratings are given for the content item, the descriptions
defined for the item are used instead of those on the rating model
.
Demonstration Scope
Navigate to the Manage Content Items task and show how the properties defined in the
content type determine the fields for the content items for that type, and the attributes of
those fields.
Navigation Steps
Educational Establishments
You can define educational establishments for workers to use when they add education
information, such as degrees, to their profile. Educational establishments include
schools, universities, colleges, and so on.
Demonstration Scope
Navigate to a worker's portrait in the Person Gallery and show how workers can add the
college, university, or other schools attended to the Degrees content type.
Navigation Steps
Rating Models
Use rating models to rate workers on their performance and level of proficiency in the
skills and qualities that are set up on the person profile. You can also use rating models
to specify target proficiency levels for items on a model profile, so that the model profile
can be compared to workers' profiles.
To rate workers on their performance and proficiency, you attach rating models to the
content types that are included in the person profile, and then workers can be rated on
the items within the type. For example, you can rate workers on the Communication
content item within the Competencies content type.
Rating models that measure workers' potential and the impact and risk of loss are also
available.
For model profiles, you can specify target proficiency levels for items on the profile, so
that the model profile can be compared to workers' profiles. Using the ratings, managers
can compare a model profile to workers' profiles to determine the best person suited to
fill a position. Workers can compare their profile to model profiles to identify other
positions within the organization that they are suited for, or to identify gaps in skills that
they need to fill before applying for other positions.
Demonstration Scope
Go to the Manage Rating Models task and compare the predefined rating models.
Navigation Steps
1. In the Setup and Maintenance work area, search for the Manage Rating Models
task.
2. Click Go to Task.
3. On the Manage Rating Models page, select the different predefined rating
models and show how they are set up differently.
Profile types
Instance qualifiers
Profile Types
Profile types include person profile types and model profile types. The person profile
type:
Model profile types are templates for workforce structures such as jobs and positions.
Model profiles identify:
Profile types comprise multiple content types. Content types are referred to in profile
types as content sections, and you can include content types from the content library
and free-form ones. Sections for content types from the content library inherit some
properties from the content type, but you can change properties as needed. You may
also want to add or delete content sections. When adding and deleting content sections,
be aware of the following:
Content sections that you add to the person profile type appear only on the
Experience and Qualifications card; you cannot specify where you want them to
appear.
For workers to be able to add content a section to their profiles, you must set up
role access for employees to be able to edit the content section.
Important! Do not delete any of the predefined content types from the person and job
profile types, as many are used in other Fusion applications. For example, the Career
Potential, Performance Rating, Risk of Loss, and Talent Score sections are the source
for the Talent Ratings region of the Career Planning card, and are used by Performance
Management and Talent Review. If you do not want a particular content section to
appear in a profile, remove the HRMS content subscriber from that content type.
Summary Text
For the person profile type, many of the content sections have summary text that
appears on regions of the profile cards. You can use the existing text, or change it to
suit your business needs. For example, you might want to update the text that appears
on the Skills and Qualifications card before an annual performance review period to
remind workers to update their skills so that they are current for the performance review.
Demonstration Scope
Go to the Edit Profile Type page and discuss the key concepts for these areas:
Content sections
Summary text
Navigation Steps
1. In the Setup and Maintenance work area, search for the Manage Profile Types
page.
2. Click Go to Task.
3. On the Manage Profile Types page, locate the Person profile type, and click Edit.
4. On the Edit Profile Type page, click the Competencies content section, and then
click Competencies in the grid to access the section properties.
5. On the Content Section page, review the properties and section access options.
6. Click Cancel.
7. On the Edit Profile Type page, click the Summary tab.
8. On the Summary tab, review the predefined text and the locations on which each
text block appears.
9. Click Cancel.
10. From the Navigator menu, Click More.
11. Click Person Gallery.
12. On the Person Gallery page, click the My Portrait tab.
13. Click the Experience and Qualifications card.
14. Review the summary text that appears and discuss how your company might
change the text.
15. Review the summary text on the Career Planning and Development and Growth
cards, and discuss ideas for changing the text here as well.
Depending on the Oracle Fusion applications that you have implemented, your
managers and HR specialists may be able to provide ratings for workers in multiple
locations in addition to the workers' profiles. For example, if you are using Oracle Fusion
Talent Review, the rating given for a worker on his profile can be changed during a
talent review meeting. Instance qualifier sets are groups of codes that you set up for
content types, and they enable you to uniquely identify the origin of the rating.
EVAL_TYPE: used with the Competencies content type and identifies the role of
the person who rated a particular competency for a worker
POTENTIAL: used with the Career Potential content type and identifies whether
the rating was updated in a talent review meeting or on the worker's profile
RISK: used with the Risk of Loss content type and identifies whether the rating
was updated in the profile or in a talent review meeting
PERFORMANCE_RATING: used with the Performance Rating content type and
identifies whether the rating is the compensation, performance, profile, or talent
review rating
TALENTSCORE: used with the Talent Score content type and identifies whether
the talent score was updated on the profile or in a talent review meeting
In Oracle Fusion V1, you should not create new instance qualifier sets or change the
settings for the predefined sets.
Demonstration Scope
Review the POTENTIAL instance qualifier set as an example of instance qualifier sets.
Go to the Edit Instance Qualifier Set page for the Potential qualifier set and review the
settings.
Navigation Steps
1. In the Setup and Maintenance work area, search for the Manage Instance
Qualifiers task.
2. Click Go to Task.
3. On the Manage Instance Qualifier Sets page, select the Potential qualifier set.
4. Click Edit.
5. On the Edit Instance Qualifier Set page, review the Employee View, Manager
View, Searchable, Employee Default and Manage Default fields.
Demonstration Scope
Log in as Linda.Swift and navigate to the portrait of one of her direct reports, Jack
Fisher in the Person Gallery and show how you can view and edit a worker's ratings for
Performance, Potential, and Risk and Impact of Loss.
Navigation Steps
Note: Remember to log out and log back in as HCM_IMPL because the user ID for
Linda Swift does not have access to FSM.
Background
InFusion Corporation provides many opportunities for workers to volunteer for projects
that support community service, environmental responsibility, and community
leadership. Therefore, leaders at InFusion Corporation ask the implementation team to
design a way for workers to track the following types of corporate citizenship activities
that they participate in:
Social Responsibility
Environmental Responsibility
State Citizenship
Activity Scope
After your evaluation, you decide that you can create a new content type and content
items for corporate citizenship, and then the new content type can be added to the
person profile type. Workers can then add the new content section to their profile, and
enter comments to describe their corporate citizenship activities.
Use the following information and the decision table below to help you create the
content type:
Use the following information to help you add the content section to the person profile:
ITEM_DATE_1
Employee: update
Manager: view
HR Specialist: view
1. Begin by navigating to the Manage Content Types task in your implementation project.
2. Expand the Workforce Deployment list.
19. Enter the desired information into the Label field. Enter "Date of Participation".
20. Click the Add button.
21. Click the Field Name list.
22. Click the ITEM_TEXT_20 list item.
23. Click in the Label field.
24. Click the Save button.
25. Click the OK button.
26. Click the Subscribers tab.
27. Click the Add button.
28. Click the Subscriber Name list.
29. Click the TM list item.
30. Click the Save and Close button.
31. Click the Done button.
32. Now mark the Manage Profile Content Types task as completed.
1. Begin by locating the Manage Profile Content Items task on the Assigned Implementation
Tasks tab.
1. Begin by locating the Manage Profile Types task on the Assigned Implementation tasks
tab.
10. Use the Content Section page to edit the properties of the content section. Some
properties are inherited from the content type, but you must add additional properties that
are more suitable for how the content section appears on a profile, as opposed to how you
want to capture information for the content type in the content library.
The next step after adding the Corporate Citizenship content type to the person profile
type is for workers to open their Experience and Qualifications card in the Portrait
Gallery, click the Edit button to edit skills and qualifications, and add Corporate
Citizenship to their profile.
This step cannot be performed in the classroom environment, so the following figures
have been included as examples of what the content section looks like when a worker
adds Corporate Citizenship to his profile:
Quiz 1
Quiz 2
If you create a new content type and add it to the person profile type, which is the most
likely reason for the new content type not being available when you try to access it in
the Experience and Qualifications card?
Quiz 3
1. A rating model typically contains rating levels, review points, rating categories, and
distributions.
2. Rating categories determine the labels for analytics such as those used in the talent
review process.
3. Distributions are used only in Oracle Fusion Performance Management.
4. You attach rating models to content items.
Quiz 4
Which of the following components of the person profile type can be changed:
Quiz 5
1. True
2. False
You perform initial setup of Oracle Fusion HCM security from the Assigned
Implementation Tasks tab or from the task list for the offering that you are implementing.
After implementing an Oracle Fusion HCM offering, you maintain security by performing
the same tasks from the Setup and Maintenance work area. Relevant tasks are:
Roles
Role-Based Access Control
Security in Oracle Fusion Applications is role-based, where roles control who can do
what on which data.
For example:
Users are assigned roles, through which they gain access to functions and data. Users
can have any number of roles.
User Linda Swift has both the employee and line manager roles. When she signs in to
Oracle Fusion Applications, both roles are active at the same time. Linda does not have
to choose a role through which to work: the functions and data that Linda can access
are determined by both of her roles simultaneously. As an employee, Linda has access
to employee functions and data, and as a line manager, Linda has access to line-
manager functions and data.
Role Types
Abstract roles
Data roles
Job roles
Duty roles
Abstract Roles
Abstract roles define a worker's role in the enterprise independently of the job that the
worker is hired to do. These abstract roles are predefined in Oracle Fusion HCM:
Line manager
Employee
Contingent worker
Users have these roles regardless of their jobs. For example, InFusion Corporation
employs payroll administrators, compensation analysts, and line managers who are also
employees; therefore, all workers in those jobs must have the employee abstract role.
All workers are likely to have at least one abstract role through which they can access
standard functions, such as managing their own information and searching the worker
directory.
Data Roles
Data roles are a combination of a worker's job, such as payroll administrator or human
resource specialist, and the data instances that users with the role need to access. For
example, the HCM data role Payroll Administrator Payroll US combines a job (Payroll
Administrator) with a data scope (Payroll US).
All data roles are defined locally and assigned directly to users.
Lindsay Allen is an employee and a payroll administrator for InFusion Corporation. She
has the Employee abstract role and the locally defined HCM data role Payroll
Administrator Payroll US.
Job Roles
A job role is the job that a worker is hired to perform. For example, Human Resource
Analyst, Payroll Manager, Human Resources VP, and Cash Manager are all examples
of job roles. Many job roles are predefined in Oracle Fusion Applications; you can also
create job roles if necessary.
You do not assign job roles directly to users. Instead, you include job roles in HCM data
roles, and assign those data roles to users.
In this example, Lindsay's locally defined HCM data role Payroll Administrator Payroll
US inherits the predefined job role Payroll Administrator.
Duty Roles
Duty roles are the building blocks of abstract and job roles: they represent the individual
duties that users with those job or abstract roles can perform. Duty roles are inherited
by job and abstract roles; they can also be inherited by other duty roles. You do not
assign duty roles directly to users.
This figure shows an example duty role for each of Lindsay's abstract and job roles. In
reality, abstract and job roles inherit many duty roles.
Duty roles grant access to work areas, dashboards, task flows, user-interface pages,
reports, batch programs, and so on; therefore, they determine the functions that a user
can perform. Duty roles also control the actions that a user can perform in a UI page.
For example, Lindsay can navigate to her own Portrait in the Person Gallery and edit
her own contact details thanks to the duty roles inherited by her Employee abstract role.
The entries that a user sees in the Navigator, in the Tasks pane of a work area, and in
menus are determined by duty roles; differences between users are accounted for by
differences in the duty roles that they inherit.
Data Security
HCM Security Profiles
Most Oracle Fusion HCM data is secured by means of HCM security profiles.
HCM security profiles are an Oracle Fusion HCM feature; they are not used by other
Oracle Fusion Applications.
In the following example, Tim Thompson and Patricia Smith are both human resource
specialists, Tim in US Marketing and Patricia in US Sales. Each has a data role that
inherits the job role Human Resource Specialist and the duty roles appropriate to that
job role. Therefore, Tim and Patricia can perform the same functions and see the same
entries in the Navigator, work-area Tasks panes, and menus. However, each user
accesses different sets of data, which are identified in separate sets of security profiles.
Note: If Tim and Patricia could access the same sets of data, you could create one
HCM data role rather than two and assign that HCM data role to both users.
Data role templates are the second of two ways of creating data roles (the first being
HCM data roles). Data role templates secure access to reference data sets and are
used by most Oracle Fusion Applications.
Data role templates contain rules for the generation of data roles and are predefined.
Each data role created using a data role template combines a single job role and a
single reference data set.
Oracle Fusion HCM makes limited use of data role templates. In Oracle Fusion HCM,
you use data role templates to secure access to reference data sets for departments,
jobs, grades, locations, and performance document templates. If you need to provide a
job role (such as Human Capital Management Application Administrator) with access to
all of these business objects, then you generate separate data roles for each
combination of the job role and a business-object reference data set.
Predefined Security
The Security Reference Implementation
Abstract roles
Job roles
Duty roles
Data role templates
HCM security profiles
You can review the Security Reference Implementation in the Oracle Fusion
Applications Human Capital Management Security Reference Manual.
Oracle Fusion Applications are tightly integrated with Oracle Identity Management
(OIM).
When you hire a worker, a user account is created automatically for that worker in the
OIM Lightweight Directory Access Protocol (LDAP) store.
The user account name is generated automatically, based on the OIM configured
rules for account names. By default, the user's primary work e-mail address is
used.
The user account password is generated automatically, based on the OIM
configured password policy.
If a user account is not create automatically for some reason, human resource
specialists and line managers can request a user account for a worker from within
Oracle Fusion HCM .
Note: You do not need to perform the Manage Users task. Manage Users is for Oracle
Fusion Applications other than Oracle Fusion HCM.
The process of assigning roles to users is known as role provisioning. Abstract and data
roles must be provisioned to users so that they can access the functions and data that
enable them to perform their jobs.
You can:
Manage HCM Role Provisioning Rules > Manage Role Mappings > Create Role
Mapping
_______________________________________________________
In this example, the Line Manager role is provisioned automatically to any employee
who has an active assignment and is a manager with reports.
Managing Security
Managing Security Using HCM
Create users
Revoke user accounts on termination
Provision roles to users
Revoke roles from users
Manage role-provisioning rules
Manage security profiles
Manage HCM data roles
Assign security profiles to job or abstract roles
Oracle Identity Management (OIM) maintains LDAP accounts for users of Oracle Fusion
Applications. OIM also stores the definitions of job, abstract, and data roles, and holds
information about roles provisioned to users. During implementation, you perform the
task Run User and Roles Synchronization Process to copy any existing information
about users and roles from the OIM LDAP store to the Oracle Fusion HCM product
tables.
You use Oracle Fusion Middleware Authorization Policy Manager (APM) to:
1. Duty roles
2. Abstract roles
3. Job roles
4. Data roles
Which one of the following items is not included in the Oracle Fusion
Applications Security Reference Implementation?
Person
Organization
Position
Legislative Data Group
Country
Document Type
Payroll
Payroll Flow
Unless you grant access to these objects, users cannot access them.
An HCM security profile is a set of criteria that identifies one or more business objects of
a single type, such as persons or positions. The business objects identified by the
criteria in the security profile are known as a data instance set.
For example, you could create security profiles to identify the following data instance
sets:
All contingent workers in a legal employer whose last names are in the range A
through H
All legal employers in the enterprise
Positions below Regional Sales Manager in the enterprise position hierarchy
Worker medical records
You can create HCM security profiles for the following HCM business objects:
Person (managed)
Person (public)
Organization
Position
Legislative Data Group
Country
Document Type
Payroll
Payroll Flow
Two uses for the person security profile exist because many users need to access two
distinct sets of people in a single HCM data role: people whom they manage and people
whose public contact details they need to access (for example, in a worker directory).
You cannot:
HCM security profiles are reusable. During implementation, create HCM security
profiles for standard sets of business objects in the enterprise, such as all legal
employers, all workers in a legal employer, all positions in a position hierarchy,
and individual legislative data groups.
Use the predefined security profiles wherever appropriate.
Define a naming scheme that identifies clearly the set of business objects in the
security profile's data instance set, such as HCM US Departments or US
Marketing Positions. Security profile names must be unique in the enterprise for
the security profile type.
Users need access to organizations either because they manage their definitions or
because they perform tasks where lists of organizations are presented to them. For
example, a human resource specialist selects a business unit and a department when
hiring a worker. To allow users to access organizations, you create an organization
security profile, include it in an HCM data role, and provision the role to users.
Manage Organization Security Profile > Manage Organization Security Profiles page >
Create Organization Security Profile
_______________________________________________________
Users need access to positions because they either manage position definitions or
perform tasks where lists of positions are presented to them. To allow users to access
positions, you create a position security profile, include it in an HCM data role, and
provision the role to users.
Manage Position Security Profile > Manage Position Security Profiles page > Create
Position Security Profile
_______________________________________________________
Background
HR Specialists in the Organizational Development US department who are based in
Chicago are undertaking a special project to review the skills and experience of all
contingent workers in the HCM US department and all departments under HCM US in
the InFusion department hierarchy. Any contingent workers in the Organizational
Development US department are not in scope.
Activity Scope
In this activity, you will create an organization security profile that identifies the relevant
instance set of departments for this exercise. The instance set comprises HCM US and
all departments under it in the department hierarchy, except the department
Organizational Development US.
Data
A person security profile includes criteria that identify one or more person records.
Users access person records either because they need to update them (for example,
because they manage those people) or because they need to contact those people.
You create separate person security profiles for each of these purposes. To allow users
to access person records, you create person security profiles, include them in an HCM
data role, and provision the role to users.
Manage Person Security Profile > Manage Person Security Profiles page > Create
Person Security Profile
_______________________________________________________
You can identify person records by any combination of person type, manager
hierarchy, workforce structures, global-name range, and custom criteria.
Workforce structures include department, legal employer, business unit, position,
legislative data group, and payroll. To secure person records by one or more of
these workforce structures, you select an appropriate security profile. The person
security profile inherits the data instance set of the selected security profile.
If you identify person records by manager hierarchy, you select either a person-
level or an assignment-level hierarchy. In a person-level hierarchy, the data
instance set includes any worker in a direct or indirect reporting line to the
signed-on user. Use this approach unless workers have multiple assignments
that are not all managed by the same manager. In an assignment-level hierarchy,
the data instance set includes both workers who report to the signed-on manager
directly and workers who report to the assignments that the signed-on manager
manages. In enterprises where workers have multiple assignments reporting to
various managers, this approach ensures that only managers who are directly
responsible for a worker have access to that worker.
A user who has access to a person record has access to relevant information
from all of the person's assignments, even if only one of the person's
assignments satisfies the criteria in the person security profile.
To create a public-person security profile, you perform the Manage Person Security
Profile task.
A public-person security profile identifies the set of workers whose contact details the
signed-on user needs to access (for example, in the Person Gallery).
You can identify workers using any of the available criteria. To provide access to all
enterprise workers, use the predefined person security profile View All Workers.
Background
HR Specialists in the Organizational Development US department who are based in
Chicago are undertaking a special project to review the skills and experience of all
contingent workers in the HCM US department and all departments under HCM US in
the InFusion department hierarchy. Any contingent workers in the Organizational
Development US department are not in scope.
Activity Scope
In this activity, you will create a person security profile that identifies the relevant
instance set of person records for this exercise. The instance set comprises all
contingent workers in HCM US and all departments under it in the department tree,
except those in the department Organizational Development US.
Data
On the Assigned Implementation Tasks tab, go to the Manage Person Security Profile
task. Create a person security profile using following data:
A document type security profile includes criteria that identify one or more locally
defined document types.
Users need access to document types because they either manage the definitions of
those document types or need to access instances of those document types in the
person records to which they have access. To allow users to access document types,
you create a document type security profile, include it in an HCM data role, and
provision the role to users.
Manage Document Type Security Profile > Manage Document Type Security Profiles
page > Create Document Type Security Profile
_______________________________________________________
You identify one or more document types by name and indicate whether to
include or exclude those document types.
You do not include the standard predefined document types, such as visas,
driver's licenses, and passports, in a document type security profile: access to a
person record includes access to these document types for that person.
If you include document types, users can access only the specified document
types; the data instance set never changes unless you update the security
profile.
If you exclude document types, users can access all document types except
those in the security profile; therefore, the data instance set may change
independently of the security profile.
A legislative data group security profile includes the names of one or more legislative
data groups.
Users need access to legislative data groups mainly because they manage their
definitions. If a user is responsible for all legislative data group definitions in the
enterprise, use the predefined security profile View All Legislative Data Groups.
You can secure person records by legislative data group; if you plan to do this, consider
creating a separate security profile for each legislative data group.
Manage Legislative Data Group Security Profile > Manage Legislative Data Group
Security Profiles page > Create Legislative Data Group Security Profile
_______________________________________________________
Manage Country Security Profile > Manage Country Security Profiles page > Create
Country Security Profile
_______________________________________________________
Job roles (such as benefits administrator and human resource analyst) and abstract
roles (such as employee and line manager) inherit duty roles, which define what users
with those job and abstract roles can do. The Oracle Fusion Applications Human Capital
Management Security Reference Manual identifies the duty roles inherited by the
predefined job and abstract roles.
To give users access to actual HCM data instances, you create HCM data roles. All
data roles combine a job or abstract role with a set of data; HCM data roles combine a
job or abstract role with a set of HCM data.
To create an HCM data role, you perform the Manage Data Role and Security Profiles
task. On the Create Data Role: Select Role page, you enter a name for the HCM data
role and select the job role that the new HCM data role will inherit.
Manage Data Role and Security Profiles > Manage HCM Data Roles page > Create
Data Role: Select Role
_______________________________________________________
When you select the job role for the HCM data role, the HCM business object types that
the job role needs to access are identified automatically. For each HCM business
object, a region appears on the Create Data Role: Security Criteria page. For example,
if the job role did not need to access legislative data groups, the Legislative Data Group
region would not appear. You cannot create an HCM data role for a job role that needs
no access to HCM business objects.
Manage Data Role and Security Profiles > Manage HCM Data Roles page > Create
Data Role: Select Role > Create Data Role: Security Criteria
_______________________________________________________
If you click Next on the Create Data Role: Security Criteria page, you launch a
subprocess for creating security profiles. The subprocess includes a page for each type
of security profile.
Manage Data Role and Security Profiles > Manage HCM Data Roles page > Create
Data Role: Select Role > Create Data Role: Security Criteria > Assign Security Profiles
to Role: Organization Security Profile
_______________________________________________________
You can navigate directly to the pages for the security profiles that you want to create
by clicking the names in the process train at the top of the page. Click Review when
you are ready to submit the HCM data role. Any HCM security profiles that you create
while defining the HCM data role exist independently of the HCM data role and can be
reused.
As an alternative to creating an HCM data role that inherits a job role, you can assign
HCM security profiles directly to job and abstract roles without creating a separate HCM
data role. In this case, any user with the job or abstract role can access the data
identified in the HCM security profiles. This approach is commonly used to provide
abstract roles, such as employee, with access to HCM business objects, such as the
worker's own person record. You are much less likely to use this approach with job
roles, because users with the same job typically access different sets of data.
To assign security profiles directly to a job or abstract role, you perform the task
Manage Data Role and Security Profiles. You search for the job or abstract role on the
Manage HCM Data Roles page, select the role, and click Assign.
Manage Data Role and Security Profiles > Manage HCM Data Roles page
_______________________________________________________
Select existing HCM security profiles to assign to the job or abstract role.
Create new HCM security profiles.
The job or abstract role effectively becomes an HCM data role because it has access to
HCM business object instances.
You can edit HCM data roles by assigning different HCM security profiles to the roles.
You can also edit HCM security profiles.
When a user who has the HCM data role next signs in, he or she has access to the
revised data instance sets.
Oracle Identity Management (OIM) stores latest information about all abstract, job, and
data roles, including HCM data roles. Oracle Fusion Human Capital Management
maintains a local copy of all role names and types so that lists of roles presented to
users are up-to-date.
Although you create and maintain HCM data roles using the Manage HCM Data Roles
page, new and updated information about HCM data roles is transmitted to OIM.
Only when information about HCM data roles is returned from OIM to HCM can you
provision those roles to users. You verify that a role has been returned from OIM by
searching for the role on the Manage HCM Data Roles page and checking that its status
is Request Complete.
The processes that manage the exchange of information with OIM are:
Give employees access to: their own records; the person records of their
emergency contacts, beneficiaries, and dependents; and all public-person
records. Assign relevant HCM security profiles directly to the employee abstract
role.
Give managers access to the person records of direct and indirect reports.
Assign relevant HCM security profiles directly to the line manager abstract role.
For individual job roles, determine whether all users with that job role access the
same HCM business object instances. If they do, you can create one HCM data
role for all users; otherwise, you must create HCM data roles to support the
various data-access needs of the users.
Background
Activity Scope
During this activity, you will create an HCM data role that provides HR Specialists with
the access to contingent worker records that they need for this exercise.
Data
On the Assigned Implementation Tasks tab, go to the Manage Data Role and Security
Profiles task. Create an HCM data role using following data:
On the Select Role page:
Remember that the new role can be provisioned to users only when its status is
Request Complete. On the Manage HCM Data Roles page, search for the new data role
XX HR Specialist HCM US CWK Analysis to review its status.
21. Select the View All Countries value in the Country Security Profile list of values.
22. In the Legislative Data Group region, click the LDG Security Profile list of values.
23. Select the US LDG value in the LDG Security Profile list of values.
24. In the Person region, click the Person Security Profile list of values.
25. Click the Search... link in the Person Security Profile list of values.
26. In the Search and Select: Person Security Profile window, enter the desired information
into the Name field. Enter "XX HCM%".
27. Click the Search button.
28. Select the security profile XX HCM US Contingent Workers - Not Organizational
Development US in the search results.
29. Click the OK button.
30. In the Public Person region, click the Person Security Profile list of values.
31. Select the View All Workers value in the Person Security Profile list of values.
32. In the Document Type region, click the Document Type Security Profile list of values.
33. Select the View All Document Types value in the Document Type Security Profile list of
values.
34. In the Payroll region, click the Payroll Security Profile list of values.
35. Select the View All Payrolls entry in the Payroll Security Profile list of values.
36. In the Payroll Flow region, click the Flow Pattern Security Profile list of values.
37. Select the View All Flows entry in the Flow Pattern Security Profile list of values.
38. On the Create Data Role: Security Criteria page, click the Review button.
39. On the Create Data Role: Review page, review the details of the new HCM data role and
click the Submit button.
40. On the Manage HCM Data Roles page, click the Done button.
41. On the Assigned Implementation Tasks tab, click the Status icon for the task Manage Data
Role and Security Profiles.
42. In the Edit Status window, click the Status list of values.
43. Select the Completed value in the Status list of values.
44. Click the Save and Close button.
45.
User IDs and passwords are created automatically for users of Oracle Fusion Human
Capital Management when you create their person records (for example, when you hire
an employee).
Users may have multiple roles; all currently provisioned roles are available to the user
when he or she signs in to Oracle Fusion Applications.
Three ways of provisioning roles to users are available. Roles can be provisioned to
users:
Manage HCM Role Provisioning Rules > Manage Role Mappings > Create Role
Mapping
_______________________________________________________
This example shows a role mapping to provision multiple roles to managers with active
employee assignments.
To manage role mappings, you must have the IT Security Manager job role.
To provision roles automatically to eligible users, you create a role mapping in which
you:
Background
All InFusion employees must have the Employee abstract role.
Activity Scope
In this activity, you will create a role mapping to provision the Employee role
automatically to all InFusion employees.
Data
On the Assigned Implementation Tasks tab, go to the Manage HCM Role Provisioning
Rules task. Create a role mapping using following data:
The name of the role mapping is XX InFusion All Employees. (Replace XX with
your terminal number or initials as indicated by your instructor.)
In the Conditions region:
On the Assigned Implementation Tasks tab, go to the Manage HCM Role Provisioning
Rules task. Change the task status to In Progress. (During this lesson, you create two
further role mappings; you will mark the task Completed only after you create the third
role mapping.)
25. In the Edit Status window, click the Status list of values.
26. Select the In Progress value in the list of values
27. Click the Save and Close button.
28.
You can provision roles to users immediately when appropriate. If you Apply
Autoprovisioning:
From a role mapping, all assignments and role mappings in the enterprise are
reviewed and any necessary provisioning and deprovisioning of roles occurs
immediately
From a user’s account, only that user’s assignments are reviewed against all
enterprise role mappings; any necessary provisioning and deprovisioning of roles
for that user occur immediately
To enable users such as line managers and human resource specialists to provision
roles manually to other users, you create a role mapping in which you:
Define the conditions that the line managers or HR specialists must satisfy.
Identify the roles.
Select the Requestable option for those roles.
Note that the role-mapping conditions must be satisfied by the user who is provisioning
the role to other users, not by the users who are receiving the role.
Users retain roles that are provisioned to them manually until either all their work
relationships are terminated or the roles are deprovisioned manually.
Background
HR Specialists in the Benefits US department who are also employees need to be able
to provision the role Benefits Administrator to other workers. The number of benefits
administrators is small, and not all workers in Benefits US need the role.
Activity Scope
In this activity, you will create a role mapping to enable HR Specialists in the Benefits
US department to provision the predefined role Benefits Administrator to other workers.
Data
On the Assigned Implementation Tasks tab, go to the Manage HCM Role Provisioning
Rules task. Create a role mapping using the following data:
Department: Benefits US
Job: Human Resources Specialist
Assignment Type: Employee
Assignment Status: Active
In the Associated Roles region:
On the Assigned Implementation Tasks tab, leave the status of the Manage HCM Role
Provisioning Rules task as In Progress. (During this lesson, you create one more role
mapping; you will mark the task Completed only after you create the final role
mapping.)
1. On the Assigned Implementation Tasks tab, click the Go to Task icon for the Manage
HCM Role Provisioning Rules task.
2. On the Manage Role Mappings page, click the Create icon in the Search Results region.
3. On the Create Role Mapping page, enter the desired information into the Mapping
Name field. Enter "XX HR Specialists Benefits US".
4. In the Conditions region, click the Department list of values.
24. In the Search and Select: Role Name window click in the Role Name field.
25. Enter the desired information into the Role Name field. Enter "Benefits%".
26. Click the Search button.
27. Select the Benefits Administrator role name in the search results.
28. Click the OK button.
29. On the Create Role Mapping page, select the Requestable option for the Benefits
Administrator role.
30. Deselect the Autoprovision option for the Benefits Administrator role.
31. Click the Save and Close button.
32. A confirmation message appears.
Click the OK button to dismiss the message.
33. On the Manage Role Mappings page, click the Done button.
34. On the Assigned Implementation Tasks tab, confirm that the status of the Manage HCM
Role Provisioning Rules task is In Progress.
35.
Requesting Roles
To enable users to request roles for themselves, you create a role mapping in which
you:
Background
In the previous activity, you created a role mapping to enable HR Specialists in the
Benefits US department to provision the role Benefits Administrator to other workers. To
reduce the workload of HR Specialists and avoid delays in provisioning the role, it has
since been decided that employees should be able to request this role for themselves.
Activity Scope
In this activity, you will create a role mapping to enable all employees in the Benefits US
department to request the Benefits Administrator role.
Data
On the Assigned Implementation Tasks tab, go to the Manage HCM Role Provisioning
Rules task. Create a role mapping using the following data:
Department: Benefits US
Assignment Type: Employee
Assignment Status: Active
In the Associated Roles region:
The role appears in the list of roles that workers in the Benefits US department can
request for themselves when managing their user accounts. Provisioning of the role
may still be subject to approval.
On the Assigned Implementation Tasks tab, go to the Manage HCM Role Provisioning
Rules task. Change the task status to Completed.
1. On the Assigned Implementation Tasks tab, click the Go to Task icon for the Manage
HCM Role Provisioning Rules task.
2. On the Manage Role Mappings page, click the Create icon in the Search Results region.
3. On the Create Role Mapping page, enter the desired information into the Mapping
Name field. Enter "XX Benefits US Workers".
4. In the Conditions region, click the Department list of values.
5. Click the Search... link in the Department list of values.
6. In the Search and Select: Department window, click in the Name field.
7. Enter the desired information into the Name field. Enter "Benefits US".
8. Click the Search button.
9. Select the department Benefits US in the search results.
10. Click the OK button.
11. In the Conditions region, click the Assignment Type list of values.
12. Select the Employee value in the Assignment Type list of values.
13. In the Conditions region, click the Assignment Status list of values.
14. Select the Active value in the Assignment Status list of values.
15. In the Associated Roles region, click the Add Row icon.
16. In the row added to the Associated Roles region, click the Role Name list of values.
17. Click the Search... link in the Role Name list of values.
18. In the Search and Select: Role Name window, click in the Role Name field.
19. Enter the desired information into the Role Name field. Enter "Benefits%".
20. Click the Search button.
21. Select the Benefits Administrator role name in the search results.
22. Click the OK button.
23. In the Associated Roles region, select the Self-requestable option for the Benefits
Administrator role.
24. Deselect the Autoprovision option for the Benefits Administrator role.
25. Click the Save and Close button.
26. A confirmation message appears. Click the OK button to dismiss the message.
27. On the Manage Role Mappings page, click the Done button.
28. On the Assigned Implementation Tasks tab, click the Status icon for the Manage HCM
Role Provisioning Rules task.
29. In the Edit Status window, click the Status list of values.
30. Select the Completed value in the list of values.
31. Click the Save and Close button.
32.
Role-Provisioning Strategies
You create role mappings to provision data roles and abstract roles to users. During
implementation, consider the following approaches to role provisioning:
Determine the roles that all workers of a particular type must have, and create role
mappings to provision those roles automatically. For example, to ensure that all
employees have the employee role, create a role mapping to autoprovision the role to
eligible users.
Determine the roles that all line managers must have, and create role mappings to
provision those roles automatically. For example, if all line managers must have both
the line manager role and a locally defined Expenses Manager role, then create a role
mapping to autoprovision those roles to eligible users.
Determine the roles that only some workers of a particular type will need. For example,
some human resource specialists may also need the benefits analyst role.
If you can autoprovision those roles based on specific conditions, then create role
mappings to provision those roles automatically. Otherwise, decide whether workers
can request those roles for themselves or whether they must be provisioned by other
users, such as line managers, and create the appropriate role mappings.
Remember that:
You can identify a set of person records in a person security profile by:
A user who has access to a person record has access to all of the person's
assignments.
1. True
2. False
An HCM data role links a job or abstract role to a set of HCM data.
1. True
2. False
You can create an HCM data role for any job role:
1. True
2. False
You can provision an HCM data role to a user only when the role status is
Request Complete.
1. True
2. False
1. Automatically
2. By other users
3. On user request
4. All of the above
All roles in a role mapping must have the same provisioning option.
1. True
2. False
Access Oracle BPM Worklist to create and manage approval groups and
perform basic approval-policy configurations.
Workflow is a process in which tasks are routed automatically among users for their
consideration or action. The tasks are routed in a defined sequence to achieve a
defined result.
A workflow human task is any workflow component that requires attention or action from
users. For example, a promotion request for a worker may require approval from the
two levels of the manager hierarchy above the task submitter:
Workflow tasks for a user appear in the Worklist: Notifications and Approvals region on
the user's Welcome Dashboard; the user also receives an e-mail notification.
Many Oracle Fusion HCM tasks have predefined approval policies. During
implementation, you can review the predefined approval policy for a task and change it
if necessary. You perform initial setup of Oracle Fusion HCM approvals from the
Assigned Implementation Tasks tab or from the task list for the offering that you are
implementing; relevant tasks appear in the task list Define Approval Management for
Human Capital Management:
To perform these tasks, you need the duty role BPM Worklist Administration Duty,
which is predefined for the Application Implementation Consultant job role.
The task Manage Task Configurations for Human Capital Management navigates to
Oracle BPM Worklist, where you can configure the approval process for a selected
Oracle Fusion HCM task.
Event Driven
Data Driven
On the Event Driven tab, you specify general administration values for the task,
including expiration and escalation policies, notifications, and task access.
Manage Task Configurations for Human Capital Management > Oracle BPM Worklist
_______________________________________________________
You can configure when tasks expire, are escalated, or renewed. Expired tasks are
automatically rejected.
Notification Settings
You use the notification settings to control who is notified when changes in task status
occur. If the task has rules (on the Data Driven tab) with the FYI response type, then
notifications are sent based on the rule conditions. You can use these notification
settings, or the rule conditions, or both. Note that the notification setting for the Error
task status is an alternative to the On Error Notify setting.
Task Access
The Task Access settings control access to the various categories of task content and
the actions available to the participants in the approval process.
Use the Data Driven tab to specify the rules that determine how the task is routed.
A stage can include one or more rule sets. Each rule set contains one or more rules. A
rule comprises an IF statement and a THEN statement.
The IF statement includes at least one condition to determine when the rule is
applied. Multiple conditions can be linked by "and" or "or" operators.
The THEN statement defines what happens (typically, who the task is routed to)
when the condition is met. The components of the THEN statement vary with the
list builder type. For the Supervisory list builder, you identify starting and top
participants; the top participant is the participant above whom approvals will not
be routed. A participant can be specified as a named user or as the manager of a
reference user (for example, the manager of the task initiator).
To create or edit rule sets, technical administrators must use Oracle JDeveloper.
The Auto Action Enabled setting determines whether actions (such as approve) can
be taken automatically by the list builder. If this value is set to True, then the associated
action must be identified in the Auto Action field; otherwise, this attribute must be set to
null. Automatic approvals can be used, for example, in rules where monetary values
below a certain value require no approval but other conditions and actions apply for
values that do require approval.
List Builders
A list builder is a mechanism to determine the task assignees, who are usually
approvers.
Oracle Fusion HCM predefined approval policies all use the Supervisory list builder
with either 1 or 2 levels of approval.
To change the list builder for an approval policy, technical administrators must use
Oracle JDeveloper. You cannot change the list builder for a rule in Oracle BPM Worklist
other than by deleting the rule and creating a new rule.
Predefined approval policies for Oracle Fusion HCM tasks are based on the supervisory
(manager) hierarchy; therefore, the manager hierarchy must be up-to-date at all times.
For performance reasons, the complete manager hierarchy for each person is extracted
from live data tables and stored in a separate table, known as the denormalized
manager hierarchy.
Task actions defined for a task on the Event Driven tab determine the actions available
to participants in the predefined approval policies. For example:
Approvers can reject the transaction. By default, the approval process stops
when the transaction is rejected.
The second-level manager can push the transaction back to the first-level
manager, who then has a second opportunity to review the transaction.
Ad hoc insertion of approvers in the approval process is permitted.
Approvers can delegate their approval responsibilities to other approvers.
If you change the task actions defined for a task, then different actions and outcomes
become available to the predefined approval policies.
Notification settings on the Event Driven tab for a task control who is notified at each
event in the predefined approval policies. The default notification settings for Oracle
Fusion HCM tasks are as follows:
Manage Task Configurations for Human Capital Management > Oracle BPM Worklist
_______________________________________________________
For a static approval group, you identify the group members and specify the task-
routing order within the group. If the approval group is used in conjunction with a
rule set that is predefined with parallel routing, the task is routed to all group
members at the same time.
For a dynamic approval group, you need a custom Java class coded by technical
administrators to generate the approval group at run time.
Approval groups are stored at the server level and are not shared across domains. For
example, you cannot use a single approval group for Oracle Fusion Financials and
Oracle Fusion HCM.
Once the approval group is defined, you can use it in an approval-group list builder for a
rule. The predefined approval policies for Oracle Fusion HCM do not use approval
groups.
Background
During this activity you will explore the existing approval policy definition for an Oracle
Fusion Human Capital Management task. This activity will demonstrate how to access
approval policy definitions, help you to understand how approval policies are defined,
and provide an opportunity for asking questions. You will not be saving any of the
changes you make.
Activity Scope
On the Assigned Implementation Tasks tab, perform the Manage Task Configurations
for Human Capital Management task, which opens the Oracle BPM Worklist. In the
Tasks to be configured pane, select any task (for example, ManagePersonApproval
(1.0) or Absences Approval (1.0)). The suffix (1.0) identifies the predefined approval
policy. Click the Edit icon in the Tasks to be configured panel header.
1. Click the Edit icon in the Tasks to be configured panel header if the tab is not in
edit mode.
2. Expand the first rule in the selected rule set.
3. Review the IF and THEN statements of the rule and ensure that you understand
their effects.
4. If there are additional rules in the rule set, expand them and ensure that you
understand their effects.
Try creating a new rule if you wish:
7. Click the Edit task icon above the list of tasks to be configured.
8. On the Event Driven tab for the selected task, click the Task Aggregation list of values.
9. Review the available values in the Task Aggregation list of values. Select the
current value.
10. Click the On Error Notify icon.
11. In the Configure Error Assignees window, click the OK button.
12. Click the list of values in the Expiration and Escalation Policy region of the Event Driven
tab.
13. Review the list of values in the Expiration and Escalation Policy region. Select the current
value.
14. In the Notification Settings region, click a list of values in the Task Status column to review
the available values.
15. Select the current value in the Task Status list of values.
16. In the Notification Settings region, click a list of values in the Recipient column to review
the available values.
17. Select the current value in the Recipient list of values.
18. In the Notification Settings region, click an Edit Notification Header icon.
19. In the Edit Notification Message window, click the OK button.
20. In the Notification Settings region, click the Reminders list of values.
21. Review the values in the Reminders list of values. Select the current value.
22. On the Event Driven tab, expand the Task Access region.
23. Scroll down to view the Task Access region.
24. On the Task Content tab of the Task Access region, click a list of values in the Individuals
with read access column.
25. Review the values in the selected Individuals with read access list of values. Select the
current value.
26. On the Task Content tab of the Task Access region, click a list of values in the Individuals
with write access column.
27. Review the values in the selected Individuals with write access list of values. Select the
current value.
28. In the Task Access region, click the Task Actions tab.
29. On the Task Actions tab in the Task Access region, click a list of values in the Individuals
with access column.
30. Review the values in the selected Individuals with access list of values. Select the
current value.
31. On the Task Configuration tab for the selected task, click the Data Driven tab.
32. Click the Edit task icon above the list of tasks to be configured.
33. For the currently selected rule in the current rule set, click the Expand icon to display the
details of the rule.
34. In the IF statement for the rule, click in the first data field to view the full value. This value is
an expression to derive a value, such as a transaction identifier.
35. To see how the first value in the IF statement was constructed, click the Left Value icon to
the right of the field to open the Condition Browser.
36. In the Condition Browser, click the Expand icon for the Task value.
37. Click the Expand icon for a value under the Task value.
38. Continue expanding values below the previously selected value.
39. When you have finished exploring the Condition Browser, click the OK button to close the
window.
40. In the THEN statement for the selected rule, click the Starting Participant icon.
41. Review the entries in the Add Variable window for the Starting Participant value. Click
the OK button to close the Add Variable window.
42. In the THEN statement for the rule, click the Auto Action Enabled list of values.
43. Review the values in the Auto Action Enabled list of values. Select the current value.
44. Minimize or close the Oracle BPM Worklist window.
45. On the Assigned Implementation Tasks tab, click the Status icon for the Manage Task
Configurations for Human Capital Management task.
46. In the Edit Status window, click the Status list of values.
47. Select the Completed value in the Status list of values.
48. Click the Save and Close button.
49.
Define availability
Define person record values
Define employment record values
Define documents
Manage person gallery search
Define eligibility profiles
To access the tasks under Define Workforce Records, select your implementation
project using the Function Setup Manager and navigate to:
Workforce Deployment > Define Common HCM Configuration > Define Workforce
Records
Defining Availability
How Worker Availability Is Determined
The following aspects determine a worker's availability:
The following figure illustrates the Define Availability task list in FSM.
Navigation: Workforce Deployment > Define Workforce Records > Define Availability
The application searches for primary work schedules that were assigned to these
workforce structure levels in the following order:
Calendar Events
A calendar event indicates a period that signifies an event, such as a public holiday or a
training course. You include a calendar event as an exception in a work schedule so
that the application considers that event when determining the worker's availability.
When you create a calendar event, you determine which set of workers the event must
apply to.
In the above figure, the calendar event coverage includes all employees, except the
ones in the Support department.
When you include the calendar event category as an exception in a work schedule, all
calendar events in that category are automatically included.
In addition to the predefined Public Holiday event category, you can create your own
calendar event categories by adding values to the Calendar Event Category lookup
type.
1. In this demo, you will learn to navigate to the Manage Calendar Events page and review
an existing calendar event's settings.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and
Maintenance work area.
1. In this demo, you will learn to navigate to the Manage Work Schedules page and open an
existing work schedule to learn about its settings.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and
Maintenance work area.
11. Notice that this work schedule belongs to the Time type, which indicates that the schedule
is composed of Time work patterns.
Time patterns always have time shifts that have a start time and end time.
12. In this work schedule, the length of the Standard Working Week - Office work pattern is
seven days.
13. This work schedule starts from January 1, 2001 to January 1, 2020. The work pattern in the
Patterns region repeats itself during this period.
14. As you learned earlier in this lesson, a work schedule exception is an event that impacts
the normal working pattern in a work schedule.
Notice that the Public Holiday calendar event category is added as an exception to this
work schedule. This means all calendar events that belong to the selected category are
automatically added as exceptions.
15. Eligibility profiles allow you to restrict the number of work schedules that appear when a
manager wants to select a schedule to assign to workers.
16. In this demo, you learned how to navigate to the Manage Work Schedules page and open
an existing work schedule to examine its settings.
3. You want to create a calendar event to all workers in Japan. Which hierarchy
type would you choose?
A. Organizational hierarchy
B. Divisional hierarchy
C. Geographical hierarchy
A. The answer is C. You use a geographical hierarchy to select geographical locations
you want the calendar event to apply to.
Quiz 1
To determine worker availability, you must associate a work schedule with a
worker. (True / False)
Quiz 2
When determining availability, work schedules that were assigned to higher
workforce structure levels take precedence over those defined at lower levels.
(True / False)
Quiz 3
You want to create a calendar event to all workers in Japan. Which hierarchy type
would you choose?
A. Organizational hierarchy
B. Divisional hierarchy
C. Geographical hierarchy
Quiz 4
Which values are predefined for calendar event category?
Background
You work for InFusion Corporation. The company wants you to create a six-month work
schedule for the new Data Center Operations department that is exclusively handling
product maintenance queries from customers in the UK. Also, Andrew Moore, who has
newly joined the department, is scheduled to undergo the Worker Safety and Health
training during the work schedule period. As Andrew will not be available during that
period, you must include an exception in the work schedule so that Andrew's availability
information is accurate.
The work schedule must start on 3 January, 2012 and end on 30 June, 2012.
During this period, workers must follow a day shift from Monday to Wednesday
and a night shift on Thursday and Friday. Saturday and Sunday are weekly
holidays.
The day shift starts from 9 a.m. and ends at 5 p.m. The night shift starts from 5
p.m. and ends at 1 a.m.
The training event starts on 12 March, 2012 and ends on 14 March, 2012.
Activity Scope
1. This demo is the first in the series of demos that provide the solution to the Creating and
Assigning a Work Schedule activity.
In this demo, you will create the XX Training Events calendar event category.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and
Maintenance work area.
1. This demo is the second in the series of demos that provide the solution to the Creating
and Assigning a Work Schedule activity.
In this demo, you will create the XX Worker Safety and Health Training calendar event.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and
Maintenance work area.
Enter the desired information into the Start Date field. Enter "3/12/2012 12:00 AM".
15. Click in the End Date field.
16. Enter the desired information into the End Date field. Enter "3/14/2012 5:00 PM".
17. Click in the Short Code field.
18. Enter the desired information into the * Short Code field. Enter "WSH".
19. Click the Submit button.
20. Click the OK button.
21. On the Manage Calendar Events page, click the Done button.
22. On the Assigned Implementation Tasks tab, click the Status icon button.
23. In the Edit Status window that appears, click Completed from the Status list.
24. Click the Save and Close button.
25. In this demo, you learned to create the XX Worker Safety and Health calendar event.
Creating Shifts
1. This demo is the third in the series of demos that provide the solution to the Creating and
Assigning a Work Schedule activity.
In this demo, you will create a day shift and an evening shift.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and
Maintenance work area.
19. Enter the desired information into the * Duration field. Enter "8".
20. Click the * Duration list.
21. Click the Hours list item.
22. Click the * Shift Detail Type list.
23. Click the None list item.
24. Click the Save and Close button.
25. Click the Create Time Shift menu.
26. Click the Create Time Shift list item.
27. Click in the Name field.
28. Enter the desired information into the Name field. Enter "XX Evening Shift".
29. Click in the Description field.
30. Enter the desired information into the Description field. Enter "8-hour evening shift for
employees".
31. Click in the Code field.
32. Enter the desired information into the Code field. Enter "XNS".
33. Click the * Start Time list.
34. Click the 17 list item.
35. Click the * Start Time list.
36. Click the 00 list item.
37. Click in the * Duration field.
38. Enter the desired information into the * Duration field. Enter "8".
39. Click the * Duration list.
40. Click the Hours list item.
41. Click the * Shift Detail Type list.
42. Click the None list item.
43. Click the Save and Close button.
44. On the Manage Work Shifts page, click the Done button.
45. On the Assigned Implementation Tasks tab, click the Status icon button.
46. In the Edit Status window that appears, click Completed from the Status list.
47. Click the Save and Close button.
48. In this demo, you created the day shift and the evening shift.
1. This demo is the fourth in the series of demos that provide the solution to the Creating and
Assigning a Work Schedule activity.
In this demo, you will create a work day pattern and include in it the shifts that you created
in the earlier demo.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and
Maintenance work area.
1. This demo is the fourth in the series of demos that provide the solution to the Creating and
Assigning a Work Schedule activity.
In this demo, you will create a work day pattern and include in it the shifts that you created
in the earlier demo.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and
Maintenance work area.
1. This demo is the sixth in the series of demos that provide the solution to the Creating and
Assigning a Work Schedule activity.
In this demo, you will assign the work schedule to the Data Center Operations department.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and
Maintenance work area.
3. Enter the desired information into the Task field. Enter "Manage Work Schedule
Assignment".
4. Click the Search button.
5. Click the Go to Task button.
6. Use the Manage Work Schedule Assignment Administration page to search for work
schedules and assign them to workforce structure levels, such as departments and jobs.
7. Enter the desired information into the Name field. Enter "XX Work Schedule".
8. Click the Search button.
9. Click the XX Work Schedule link.
10. The Edit Work Schedule Assignment Administration page enables you to review
existing assignments for the selected work schedule and modify them if required.
11. Click the Add Row button.
12. Click the Resource Type list.
13. Click the Department list item.
14. Click in the Name field.
15. Enter the desired information into the Resource Type field. Enter "Data Center
Operations".
16. Click in the Start Date field.
17. Enter the desired information into the Start Date field. Enter "1/2/2012".
18. Click in the End Date field.
19. Enter the desired information into the End Date field. Enter "6/30/2012".
20. Click the Submit button.
21. Click the OK button.
22. On the Manage Work Schedule Assignment Administration page, click the Done
button.
23. On the Assigned Implementation Tasks tab, click the Status icon button.
24. In the Edit Status window that appears, click Completed from the Status list.
25. Click the Save and Close button.
26. In this demo, you assigned the work schedule to the Data Center Operations department.
1. This demo is the last in the series of demos that provide the solution to the Creating and
Assigning a Work Schedule activity.
In this demo, you will open Andrew Moore's schedule and include in it the training calendar
event as an exception.
2. Begin by navigating to the Search Person page.
To access the Define Person Record Values task list, select your implementation
project from the Functional Setup Manager and navigate to:
Workforce Deployment > Define Common HCM Configuration > Define Workforce
Records > Define Person Record Values
Person Types
You can use person types to maintain information for a group of people in your
enterprise. Person types include:
System Person Types: Predefined person types that the application uses to
identify a group of people. You cannot change, delete, or create additional
system person types.
User Person Types: Contained in the system person type and can be
configured as per your enterprise requirements. There is no limit to the number of
user person types that you can add to a system person type. For example, if your
enterprise refers to its employees as associates instead of employees, you
change the Employee user person type to Associate.
The following figure illustrates the system person types and the list of user person types
defined for the selected system person type, Employee. You can add new user person
types.
Each person name format type contains a sequence of name components that
represents different parts of a person's name, for example, first name, last name, and
punctuation marks. You can change the sequence of, remove, or include additional
name components according to your requirements. Oracle Fusion HCM includes local
and global formats for each format type.
The following figure illustrates name components along with punctuation marks that
make up a name format.
The following table describes the predefined format types that you can configure.
Person Lookups
The following table describes common lookups that are person-related and have user or
extensible customization levels. Review these lookups and update them as appropriate
to suit enterprise requirements.
To access the Define Employment Record Values task list, select your implementation
project from the Functional Setup Manager and navigate to:
Workforce Deployment > Define Common HCM Configuration > Define Workforce
Records > Define Employment Record Values
Assignment Statuses
Each assignment contains an assignment status. The HR status and payroll status
values are linked to the assignment status and are set automatically when the
assignment status changes. For example, when you create an assignment, its status is
set automatically to Active - payroll eligible. The same action sets the HR status to
Active and the payroll status to Process. You can define your own user names for the
predefined assignment statuses.
Default the grade from the job or position: If you set the site-level profile option
PER_DEFAULT_GRADE_FROM_JOB_POSITION to Yes, and there is only one valid
grade for a job or position, then that grade is used by default in the assignment or
employment terms. In addition, if an entry grade is defined for a position, then that
grade is used by default when the user creates a new set of employment terms or a
new assignment.
Employment Lookups
The following table lists common lookups that are employment-related and have user or
extensible customization levels. Review these lookups, and update them as appropriate
to suit enterprise requirements.
Defining Documents
Defining Documents Task List
To access the Define Documents task list, select your implementation project from the
Functional Setup Manager and navigate to:
Workforce Deployment > Define Common HCM Configuration > Define Workforce
Records > Define Documents
Persons create document records to store information about documents such as work
permits, and visas, and upload electronic versions of the documents as attachments.
Document types categorize documents and control the document properties. A
document type exists for a combination of document category and subcategory.
1. Enter the desired information into the Task field. Enter "Manage Document Types".
2. Click the Search button.
3. Click the Go to Task button.
4. Use the Manage Document Types page to manage existing document types and create
new ones.
5. Click the Create button.
6. Click in the Type field.
7. Enter the desired information into the Type field. Enter "HHMedical Certificate".
8. Click the Category list.
9. Click the Licenses and certificates list item.
10. Enter the desired information into the Subcategory field. Enter "Personal".
11. Enter the desired information into the Country field. Enter "India".
12. Click the India object.
13. Approval is required.
Enter the desired information into the Expiration Notification Period field. Enter "7".
15. Users must specify the issuing authority, location, and issued on date, when they create
document records of this type.
1. True
2. False
Quiz 2
Which two statuses are linked to the assignment status?
Quiz 3
Which profile options must you set to enforce grades at the assignment level?
Quiz 4
When date-effective values are copied to the PER_KEYWORDS table, their history
is also copied.
1. True
2. False
Define availability
Define person and employment records
Define documents
Manage person gallery search
Define eligibility profiles
To access the Define Workforce Business Processes and Events task list, select your
implementation project from the Functional Setup Manager and navigate to:
Workforce Deployment > Define Common HCM Configuration > Define Workforce
Business Processes and Events
Defining Checklists
How Can I Create and Track Standard Tasks
Use checklists for actions that require the completion of standard tasks. For example,
the employee hire action typically requires a number of people to complete standard
tasks such as creating user accounts or assigning resources. You can create and
maintain such tasks within a checklist template. checklist templates can be allocated to
persons either automatically or manually.
Task: You create tasks within a checklist template, however, managers can also create
and maintain tasks within allocated checklists.
Areas of Responsibility: Select the task performers' areas of responsibility when you
create a checklist template. During checklist allocation, the persons with the selected
responsibilities are automatically assigned as performers for the tasks.
Eligibility Profile: If you link an eligibility profile to a task, the task appears in the
allocated checklist of a worker only if the worker matches the eligibility criteria defined in
the eligibility profile.
The employee hire action typically requires a number of people to complete standard
tasks. InFusion corporation wants to automatically allocate tasks to all newly hired
workers and track the tasks involved in hiring a worker.
Assumptions
Scope:
Data:
1. Use the Manage Eligibility Profiles task in your project to create an eligibility profile to
associate with the tasks in the checklist.
Enter the desired information into the Task field. Enter "Manage Eligibility Profiles".
2. Click the Search button.
3. Click the Go to Task button.
4. The Manage Eligibility Profiles page enables you to manage existing eligibility profiles
and create new ones.
5. Click the Create button.
6. Click the Create Participant Profile menu.
7. Enter the desired information into the Name field. Enter "HH_Applications_Department".
8. Click the Profile Usage list.
9. Click the Checklist list item.
10. In the Eligibility Criteria region, click the Employment tab.
11. Click the More icon on the right side of the page to view other tabs.
12. You want to add the Applications and Services department to the eligibility profile.
created.
1. True
2. False
Quiz 2
To allocate a checklist to persons automatically, what must you link the checklist
template to?
Quiz 3
Where can managers create and maintain tasks?
Quiz 4
Workers can view and update checklist tasks allocated to them.
1. True
2. False
Do the predefined event types cover the conditions you want to capture for data
change event detection?
Does your enterprise have custom processes or services associated with a
published business event?
Do any required SOA services already exist?
The following figure illustrates the decision points for HCM event type customization.
Overview
Demo: Recording an Absence
Solution: Demo: Recording an Absence
1. In this demo, you will learn how to navigate to the Manage Absence Records page and
record an absence for Mitch Blum.
2. Begin by navigating to the Search Person page.
Mitch Blum wants to use the time in his vacation plan to go on leave from January 16, 2012
to January 20, 2012.
14. This analytic shows the available balances in each accrual plan that Mitch Blum is currently
enrolled in.
Notice that Mitch has 40 hours of vacation time that he can use.
15. Select the type of absence to record. In this demo, we want to use the Vacation absence
type.
Enter the desired information into the Actual Absence End Date and Time field. Enter
"1/20/12 5:00 PM".
19. Press [Tab].
20. Absence information for each day on the basis of Mitch's work schedule during the period
of absence appears.
21. On the basis of the absence period and the schedule that applies during that period, the
duration of the absence is automatically calculated.
22. Before we submit this absence record, let us see the impact of this absence on Mitch's
leave accrual balance.
23. Click the Expand Analytics link.
24. This analytic indicates that if you were to submit this absence record, then the leave time
balance in the vacation plan reduces to 0.04 hours.
25. Let us examine another analytic that shows us which other times during the year was Mitch
absent and the type of absence used in those cases.
26. Remember that this absence type records time in hours.
Note that there is no user interface presently to test the entitlement plans setup.
Although the application generates the daily breakup details of an employee enrolled in
an absence entitlement plan, in order to view this information, you must query database
tables, which is not advisable in a classroom environment. Because of this limitation,
this course does not cover the following tasks in the Define Absences task list:
Absence Types
An absence type determines the nature of an absence, such as illness or personal
business.
You can define as many absence reasons as you require for reporting, and specify
which reasons are valid for each absence type.
The following figure shows examples of absence categories, types, and reasons and
how they are related.
Quiz 1
What's the difference between an absence type and an absence category?
Quiz 2
An absence reason can be associated with multiple absence types. (True / False)
Absence Lookups
Use the Manage Absence Lookups page to extend the list of predefined values of the
following components:
Absence categories
Absence reasons
Accrual categories
Accrual start rules
Accrual band groups
Accrual band ranges
For example, although predefined absence categories may exist for your legislation, you
may want to create additional ones to support your reporting requirements.
Note: Accrual categories, start rules, band groups, and ranges are covered in later
sections.
Record absences
Create an absence case
Create an absence type
Create value sets if you want to associate lists of values or validation for these
additional information fields.
1. You want to provide an additional field in the Record Absences page that
enables users to select whether or not the absence is work related. Which tasks
must you complete to achieve this?
A. You navigate to the Manage Descriptive Flexfields task to create the information
field, and to the Manage Value Sets task to create a list of values for the new
information field.
Quiz 1
You want to provide an additional field in the Record Absences page that enables
users to select whether or not the absence is work related. Which tasks must you
complete to achieve this?
Are any extra fields required, not already provided on the Record Absences
page?
If yes, what lists of values would you provide for these fields and how would you
validate them?
You associate an absence element with an absence type to maintain a running balance
of the absence entries that employees record. You can also define eligibility rules for the
absence element. When an employee attempts to record an absence, these rules
determine whether that employee is eligible to record the absence.
Optionally, you can use absence elements to process absences through payroll.
When you record an absence for an eligible employee, an entry that consists of the
absence duration and the absence period is automatically created for the absence
element.
The following figure illustrates the role of an absence type and an absence element
while recording an absence.
This type of balance starts from zero and increases when you enter the hours or days
absent.
Decreasing Balance
This type of balance has an initial balance that decreases when you enter absent days
or hours.
Note: Decreasing absence balances need a prorated initial balance entry for all eligible
new hires throughout the year, and require resetting each year for all eligible
employees.
Absences that you record at this level will apply to the primary assignment of a person.
Assignment Level
You set up the absence type at this level so that employees can record absences for
individual assignments.
For example, an employee has multiple assignments, each with a different work time
during the week. The employee may want to record absent time for only a particular
secondary assignment, but report to work as usual for the other assignments.
The following table shows how you can configure the absence type to control the
absence duration calculation:
Elements of this type are valid only for the payroll period in which the absence starts.
The element entry records the full value of the absence duration in the current payroll
period even if the end date falls beyond the payroll period.
Recurring Absence Element (only if you use Oracle Fusion Global Payroll)
Use this type of element if you want to process, in each payroll period, absences that
have not ended. Use a payroll formula to calculate the absence duration that the payroll
run must process in each payroll period.
Recurring element entries start on the absence start date and end on the absence end
date (if there is an end date). If the absence starts or ends in the middle of a payroll
period, the payroll run detects and processes the absence using the proration
functionality.
Note that payroll runs do not process elements of this classification. You may want to
use an earnings element to manage the calculation and payment of absences. <<See
reference -- Absence Processing in Payroll Runs: Critical Choices>>
Use this classification if you want to create a one-line entry on the statement of earnings
for each absence type. For example, you can use this classification if your employees
submit timecards, and you want absences taken by these employees to show on the
statement of earnings.
1. In this demo, you will learn to navigate to the Manage Elements page and open an
absence element to review its settings. You will learn how an absence element impacts the
way absences are stored and processed.
2. Begin by navigating to the Payroll Administration work area.
Use the Manage Elements page to review and modify existing elements, or create new
ones.
7. In this demo, let us search for an existing absence element called Sick Time Taken.
Remember that you associate an absence element with an absence type. If you do not
define any eligibility criteria for the absence element, then all employees can record
absences of that absence type.
20. In this demo, you navigated to the Manage Elements page and learned how an absence
element impacts the way absences are stored and processed.
1. In this demo, you will learn to navigate to the Manage Absence Types page and open an
absence type to review its settings.
2. Begin by navigating to the Setup and Maintenance work area.
In this demo, you will search for and navigate to the Manage Absence Types task.
5. Click in the Name field.
6. Enter the desired information into the Name field. Enter "Manage Absence Types".
7. Click the Search button.
8. Click the Go to Task button.
9. The Manage Absence Types page enables you to search for existing absence types and
In this example, we will search for the Vacation absence type and examine its setup.
10. As you learned earlier in this course, the absence category indicates a group of related
absence types for reporting purposes.
In this example, we search for absence types grouped under the Vacation category.
11. Click the Absence Category list.
12. Click the Vacation list item.
13. Click the Search button.
14. Click the Vacation link.
15. The Edit Absence Type page enables you to review the rules that you defined for the
absence type and make changes if required.
16. Notice that this absence type enables employees to override the absence duration, which
is automatically calculated.
17. This absence type uses the employee's work schedule to calculate the absence duration.
If you do not enable work schedules, then the application searches for a formula to
calculate absence duration. If there is no formula, then the application uses the employee's
standard working hours.
18. When you record an absence for this absence type using the Manage Absence Records
page, this element stores the time taken.
19. This absence type enables you to record and store time in hours.
20. A decreasing balance indicates that this absence type's absence balance starts with an
initial entry.
21. The absence reasons that you select here will be available for selection when you record
an absence for the employee on the Manage Absence Records page.
To add new absence reasons to this table, you navigate to the Manage Absence
Lookups page and modify the Absence Reasons lookup type.
22. You can include additional information fields in the Legislative Information region to enable
users to record absence information specific to their legislation.
To do this, you navigate to the Manage Absences Descriptive Flexfields task and modify
the Absence Type Attributes flexfield to add your own information segments.
23. In this demo, you learned about the various settings of an absence type.
What absence types and elements to create, based on processing and reporting
requirements?
Maintain an increasing or decreasing absence balance?
Record absences at person level or assignment level?
Calculate absence duration on the basis of work schedules, formula, or working
hours?
Should element entries store the full absence in the start period, or prorate
across periods?
Show absence entries as individual absence types in statement of earnings, or
as a single absence adjustment to earnings?
2. When might you set up an absence type to record at assignment level rather
than person level?
A. If employees have multiple assignments and want to record absences separately for
each assignment.
3. You would use the Standard Earnings classification, rather that the Information
classification, if you want absences to be itemized on workers' statements of
earnings.
A. True. You use the Standard Earnings classification to display a one-line entry on the
statement of earnings for each absence type.
A. The answer is B. You define eligibility rules for the absence element in the Manage
Elements page.
5. What are the three ways to calculate absence duration?
A. You can use work schedules, or working hours, or a formula to calculate absence
duration.
Quiz 1
You must create an absence element to create an absence type. (True / False)
Quiz 2
When might you set up an absence type to record at assignment level rather than
person level?
Quiz 3
You would use the Standard Earnings classification, rather that the Information
classification, if you want absences to be itemized on workers' statements of
earnings. (True / False)
Quiz 4
Where do you define eligibility rules for an absence type?
A. Create Absence Type page
B. Manage Elements page
C. Manage Absence Lookups page
Quiz 5
What are the three ways to calculate absence duration?
Background
You work for InFusion Corporation. An internal report noted an increasing trend of
employees taking leave to pursue academic activities. As a result, the company has
decided to provide employees study leave time in addition to the existing absence
types. The company wants you to create the study leave absence type to enable
employees to record time.
Study leave time must be recorded in days and must be available to all
employees.
The absence type must not generate payments.
Payroll runs must process the entire absence duration in the pay period in which
the absence starts.
An absence balance for each employee must be maintained. New absence
entries must add to the balance.
Work schedules must be used to calculate the absence duration.
Employees must not be allowed to modify the absence duration.
Activity Scope
Edit the Absence Category lookup type and create a lookup value called XX
Academic Leave.
Create a XX Study Leave absence element (nonrecurring, information) to store
the study leave time that the employee records.
Include eligibility rules for the element.
Create a XX Study Leave absence type and associate the absence type with the
XX Academic Leave absence category.
Associate the absence element with the absence type.
Test your setup by recording study leave for Curtis Feitty from January 24, 2012
to February 1, 2012.
1. This demo is the first in the series of demos that provide the solution to the Creating an
Absence Element and Absence Type activity.
In this demo, you will learn to create an absence category called Academic Leave.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and
Maintenance work area.
22. Enter the desired information into the Start Date field. Enter "1/1/51".
23. Click in the Meaning field.
24. Enter the desired information into the Meaning field. Enter "Academic Leave".
25. Click the Save and Close button.
26. Click the Done button.
27. On the Assigned Implementation Tasks tab, click the Status icon button.
28. In the Edit Status window that appears, click Completed from the Status list.
29. Click the Save and Close button.
30. In this demo, you learned to create an absence category and an accrual category.
1. This demo is the second in the series of demos that provide the solution to the Creating an
Absence Element and Absence Type activity.
In this demo, you will learn to create the Study Leave element to store the absent time
taken.
2. Click the Navigator link.
3. Click the Administration link.
4. Use the Payroll Administration work area to manage elements, formulas, security, and
other payroll tasks.
5. Click the Manage Elements link.
6. Use the Manage Elements page to create elements or review existing ones.
7. Click the Create button.
8. Click the Legislative Data Group list.
9. Click the US LDG list item.
10. Click the Primary Classification list.
11. According to the activity, the absence entries must not generate payments. So, you must
select the Absences classification.
1. This demo is the third in the series of demos that provide the solution to the Creating an
Absence Element and Absence Type activity.
In this demo, you will learn to create the XX Study Leave absence type.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and
Maintenance work area.
1. This demo is the last in the series of demos that provide the solution to the Creating an
Absence Element and Absence Type activity.
In this demo, you will record an absence for Curtis Feitty using the XX Study Leave
absence type.
2. Begin by navigating to the Search Person page.
5. Enter the desired information into the Name field. Enter "Curtis Feitty".
6. Click the Search button.
7. Click an entry in the Feitty, Curtis column.
8. Click the Actions menu.
9. Click the Manage Absence Records menu.
10. Click the Record Absence button.
11. Click the * Absence Type list.
12. Click the XX Study Leave list item.
13. Click in the * Actual Absence Start Date and Time field.
14. Enter the desired information into the Actual Absence Start Date and Time field. Enter
"6/1/12 12:00 AM".
15. Click in the Actual Absence End Date and Time field.
16. Enter the desired information into the Actual Absence End Date and Time field. Enter
"6/8/12 5:00 PM".
17. Press [Tab].
18. Duration.
19. Click the Submit button.
20. Click the Yes button.
21. Click the OK button.
22.
Participants accrue time at the usual rate during this period, but the time does not add
to their net accrual until the period of ineligibility expires.
Accrual Formulas
The accrual formula calculates the gross accrual on the basis of leave time that
employees accrue in each accrual period.
Use the following table to decide which predefined formula to select for your accrual
plan.
For example, if you want your employees to accrue leave time per calendar month, but
do not want to maintain gross accruals using a payroll balance, you can select the
Accrual Simple Multiplier formula.
Remember that the predefined formula that you select is just a starting point. You can
customize the formula further according to your plan rule requirements.
The payroll balance reset date that you must specify when you create an accrual plan
determines the period of time over which the balance accumulates before it resets to
zero. For example, you can set up the accrual plan to reset the accrual plan balance on
January 1 every calendar year or on the start date of the first payroll period of the year
that contains this date.
The Accrual Payroll Balance Calculation formula and the Accrual Simple Balance
Multiplier formula support payroll balances.
Accrual Bands
Accrual bands enable you to vary accrual benefits to employees on the basis of
employment criteria, such as length of service or grade. You define accrual bands in the
Create Accrual Plan page.
The following table illustrates using accrual bands to award greater accrual benefits to
those employees who have completed more than five years service.
1. On the Welcome page, begin by navigating to the Manage Accrual Plans task from the
Setup and Maintenance work area.
19. The Period and Formulas tab enables you to define rules pertaining to the duration of the
accrual term, frequency of accruals, and methods of accrual storage, and formulas to
calculate accrual.
20. As you learned earlier in the course, the accrual term is the period of time during which
accruals are calculated.
This accrual plan's accrual term spans one year starting January 1.
21. Employees accrue leave time once a month during the accrual term.
22. Notice that the ineligibility period is set to three months. This means although employees
accrue leave time during the period, they cannot use it.
23. In this accrual plan, employees must use carried over leave time within six months in the
new accrual term, or lose it.
24. This accrual plan uses the Accrual Simple Multiplier and Accrual Simple Carryover
formulas to calculate accruals and carryover because, in this case, the employee is set to
accrue leave time every calendar month and there is no payroll balance set up to maintain
accrued time.
25. Click the Bands and Calculation Rules tab.
26. Use the Bands and Calculation Rules tab to define accrual bands and rules to calculate net
accrual.
27. Notice the first band in the table. The band indicates that employees can:
1. You can associate multiple absence types with a single accrual plan.
A. True. Absences recorded for the absence types that you associate with an accrual
plan reduce the employee's net accrual.
2. An employee's hire date is on 1-Jan-2012. The pay period also starts on the
same day. If you choose the Hire Date accrual start rule, when does the employee
start to accrue leave? (multi-choice)
A. 1-Jan-2012
B. 1-Feb-2012
C. 1-Mar-2012
A. Correct. If the hire date is on the first day of the pay period, the participant starts to
accrue time as of that date.
4. How would you set up the net accrual calculation if you want to consider leave
time that employees purchase during the accrual term?
A. Using the Manage Elements page, create a nonrecurring element (Information
classification) to store the leave time bought. Include this element as an addition to the
net accrual calculation rules in the Manage Accrual Plans page.
5. According to your enterprise leave policy, employees must accrue leave time
every pay period. You do not want to store gross accruals in a payroll balance.
Which Accrual formula would you use?
Quiz 1
You can associate multiple absence types with a single accrual plan. (True /
False)
Quiz 2
An employee's hire date is on 1-Jan-2012. The pay period also starts on the same
day. If you choose the Hire Date accrual start rule, when does the employee start
to accrue leave? (multi-choice)
A. 1-Jan-2012
B. 1-Feb-2012
C. 1-Mar-2012
Quiz 3
What are the different accrual term types?
Quiz 4
How would you set up the net accrual calculation if you want to consider leave
time that employees purchase during the accrual term?
Quiz 5
According to your enterprise leave policy, employees must accrue leave time
every pay period. You do not want to store gross accruals in a payroll balance.
Which Accrual formula would you use?
Background
In the previous scenario, your company requested you to create an absence element
and absence type to record study leave. The company now wants you to include
additional rules pertaining to study leave accruals. The company also wants you to
associate the accrual plan with the accrual category that you created earlier (Academic
Leave) for reporting purposes.
Newly hired employees can record study leave time when they complete three
months in the company.
Employees who have completed six or more years of service are entitled to up to
12 days a year. All other employees are entitled to up to 6 days a year.
All employees can carry over up to 4 days of unused study leave time to the next
accrual term.
All employees can accrue up to a maximum of 36 days.
Activity Scope
Create an accrual plan called XX Study Leave Plan, associate the XX Study
Leave absence type with it, and include plan rules.
Test your setup by recording study leave for Andrew Moore from January 9, 2012
to January 13, 2012. Review the impact of this leave time on Andrew Moore's
accrual balances.
1. This demo is the first in the series of demos that provide the solution to the Creating an
Accrual Plan activity.
In this demo, you will learn to create an accrual plan and include the plan rules listed in the
activity.
2. Begin by navigating to the Assigned Implementation Tasks tab in the Setup and
Maintenance work area.
1. This demo is the last in the series of demos that provide the solution to the Creating an
Absence Element and Absence Type activity.
In this demo, you will enroll an employee in the accrual plan that you created and review
the accrual plan balances of the enrolled employee.
2. Begin by navigating to the Payroll Calculations work area.
Lesson 7: Appendix
This appendix includes the following topics:
This lesson describes the tasks in the Define Help Configuration task list, which
enable you to set up Oracle Fusion Applications Help:
Objectives
Use the Set Help Options task from the Setup and Maintenance work area to control
the behavior of certain features in Oracle Fusion Applications Help. Some of these
options may not be available, depending on what is set for help feature choices on the
Configure Offerings page in the same work area.
Background
Your company has a policy against employees participating in discussion forums. You
are setting up Oracle Fusion Applications Help and need to disable access to
discussions.
Demonstration Scope
Procedure
1. Open Oracle Fusion Applications Help by selecting Applications Help from the
Help menu in the global area.
2. See the Oracle Forums link in the global area of Oracle Fusion Applications
Help.
3. Open any help file to see the Discuss link.
4. Close the entire browser window for Oracle Fusion Applications Help.
5. Open the Set Help Options page using the Set Help Options task in the Setup
and Maintenance work area.
6. Deselect Enable local discussions on help in the Collaboration Features
section and Discussion forums on Oracle Technology Network in the Web
Sites Available from Help Site section.
7. Click Save and Close.
8. Repeat steps 1 through 3, this time checking that the discussion-related links are
no longer there.
1. In the Setup and Maintenance work area, access the Manage Duties task.
2. In the Applications section of the Home tab, select an application and then click
the Search - Role Catalog link.
3. Search for the Application Help Text Administration Duty display name and
select it in the search results.
4. In the External Role Mapping section, add your job roles.
Use help security groups to restrict user access to specific custom help files. A help
security group is:
For example, you have a custom help file for expense auditors, titled Expense Audit
Policies and Best Practices. You can restrict access to this help by creating a help
security group associated with the expense auditor job roles, and assigning this group
to your help file. Only users with an expense auditor job role can view this help.
Use the Manage Help Security Groups task from the Setup and Maintenance work
area to create, edit, and delete help security groups.
Background
You are setting up Oracle Fusion Applications Help. Your company expects to add
custom help and must limit access to certain help files.
Demonstration Scope
Procedure
1. Open the Manage Help Security Groups page using the Manage Help Security
Groups task in the Setup and Maintenance work area.
2. Click the Add Row icon button.
3. Enter a help security group name and display name.
4. Click the Add Row icon button in the Associated Roles section.
5. Find and select at least one role.
6. Click the Save and Close button.
Reference Resources
Related Resources:
Highlights
Define Flexfields
This section describes flexfield concepts and tasks for flexfield configuration:
Flexfield concepts
Value sets
Descriptive, extensible, and key flexfields
Flexfield implementation flow
Flexfield Concepts
Manage flexfields using the tasks of the Define Flexfields activity, which you access in
the Setup and Maintenance Overview work area. Search in the work area for the task
list by entering Define Flexfields.
A flexfield:
A single flexfield can capture multiple attributes, which you can display in the user
interface as fields. The figure shows several fields added to an order page by defining a
part number key flexfield, and additionally a descriptive flexfield for capturing part type
and sales representative information.
Of the subset of business objects that are defined to include a flexfield; some can
accommodate descriptive flexfields and others accommodate extensible flexfields, at
the discretion of application development.
Flexfield attributes are available across the deployment, such as in Web Services,
Oracle Business Intelligence, desktop integration with Application Development
Framework, and Oracle Fusion Search. Any UI page presenting the business object
includes the flexfields that extend the business object. Oracle Business Intelligence
reports include flexfield attributes.
Flexfield segments:
Value Sets
Format only, where end users enter data rather than selecting values from a list
Independent, where the list of values consists of valid values you specify
Dependent, where a valid value in a list of values derives from the independent
value of another segment
Subset, where the list of values is a subset of the values in an existing
independent value set
Table, where the values derive from a column in an application table, which can
optionally be limited by a WHERE clause
You can apply data security to Independent, dependent, or table-validated value sets
for every usage of it in any flexfield. Oracle Fusion data security enforces value set
security. Based on the roles provisioned to users, data security policies determine which
values of a flexfield segment end users can view or modify.
Descriptive Flexfields
A descriptive flexfield:
Is optional
Provides a way to add custom attributes to entities and define validation and
display properties for custom attributes
Is enabled for all business entities
Consists of segments that are made available to end users as individual fields in
the application user interface
Descriptive flexfield segments:
For each global and context-sensitive segment, you configure the values allowed for the
segment and how the values that are entered by end users should be validated,
including interdependent validation among the segments.
Extensible Flexfields
Extensible flexfields are like descriptive flexfields, with some additional features.
You can add as many context-sensitive segments to the flexfield as you need.
You are not dependent on the number of segments predefined and registered for
the flexfield.
You can configure a one-to-many relationship between the entity and its
extended attribute rows.
- A product business object row can be extended to have multiple contexts.
- A product business object row can have multiple occurrences of the same
context.
You can configure contexts in groups so the attributes in the context always
appear together in the user interface.
You can use existing hierarchical categories so that entities inherit the contexts
that are configured for their parents. Contexts are reusable throughout
categories.
An extensible flexfield context:
Combines contexts into a group that is presented together in the application user
interface
Corresponds to one extensible flexfield category, with a separate region of the
page for each associated context
You can specify whether end users can enter one set of data, or multiple sets of data,
for a context.
For example, if you have a job positions entity that stores information about different
positions in your organization, you can configure additional contexts that store a list of
requirements for that position.
To start with, the job positions entity includes fields for the following attributes:
Position ID
Position code
Description
Department
Location
Hiring status
Whether the job is permanent or temporary
Whether the job is full time or part time
_______________________________________________________
You then can extend the list of job positions in order to capture three classes of
attributes:
When users create a job in the job positions category, they see the additional attributes.
When users define job position requirements, they select the education level,
credentials, and travel required by the position.
Key Flexfields
A key flexfield:
Contain:
- The same set of segments
- The same arrangement of segments
- The same properties at the segment and structure levels
May differ in whether dynamic combination creation is allowed, which means a
new valid combination is inserted into a combinations table from a page other
than the combination maintenance page
Key flexfield segment instances in a key flexfield structure instance may differ in the
following aspects:
Value set
Default type and default value
Tree code defining a hierarchical relationship to other segment values of a key
flexfield registered with a tree structure
Whether the segment is any of the following
- Required
- Displayed
- Enabled for business intelligence
- Optional or required as a query criterion in a key flexfield combination search
The predefined key flexfields are:
When you configure a key flexfield, you define metadata about the key flexfield,
such as how many segments are in a structure, how many structures the flexfield
uses, what value sets each segment uses, and so on. For example, you could
use one group of value sets for the US and another for France.
Be sure to add segments in the order that your key requires. Once deployed, the
order cannot be changed.
If you change the configuration of a key flexfield, such as the delimiter, the
change affects the previously stored key flexfields with that structure.
Enable segments to indicate that they are in use and display in runtime.
Do not change the number, order, and maximum length of segments once you
have acquired flexfield data.
To protect the integrity of your data, disable a segment if you have already used
it to enter data.
You can dynamically create new account code combinations when entering data
by enabling dynamic insertion in the Key Flexfield Instance page. At any time,
enable or disable allowing dynamic combination creation. Define cross validation
rules to prevent incorrect account combinations from being created by dynamic
combination creation.
Related Resources:
Profile Options
Profile Option Categories
Profile Option Levels and Values
Common Profile Options to Set Up
Profile Options
Profile options are global configuration settings that users can modify to change the way
an application works. For example, settings such as user preferences and application
configuration parameters can be modified as per the user's requirements.
Name
Application and module
Values
Categories
Hierarchy level
You can modify any of these constituents of the existing profile options, but system
administrators must have enabled the profile option for modification.
Profile options are grouped into categories depending upon the functional area in which
the profile options are used. For example, in Oracle Fusion Receivables, the
Transactions profile option category groups the profile options related to Receivables
transactions processing, such as Require Adjustment Reason, Invoices with
Unconfirmed Receipts, Use Invoice Accounting for Credit Memos, and so on.
In an application, the display and availability of profile options depends upon the
hierarchy level at which it is enabled. The different hierarchy levels are:
1. Site level - the lowest level of hierarchy that unless superceded by any other
level provides accessibility to all the users of the application, across the
deployment site. In a multi-tenant environment, Site is scoped per tenant.
2. Product level - the next level in the hierarchy that applies to the selected product
family (product offering within Oracle Fusion, such as Financials) and its specific
users. For the same user, the profile option at this level supercedes any site level
profile option setting.
3. User level - the highest level in the hierarchy that applies to the specific user or
user role and supercedes any product or site level setting that was earlier
associated with the user.
Profile options defined at higher levels override the profile options at the lower level.
Profile values determine application behavior that you want at the selected level.
Context such as user session or accessed product determines which profile option
value is associated with the profile option name.
The following example of the profile option FND_LANGUAGE shows how the profile
values determine the default language of the application at various levels.
Define Lookups
Key Concepts
Lookups are containers for the list items that appear in an application. Users select one
of the items from such lists to enter a value on the application UI.
1. Lookup Type - A lookup type is a static list of values users use to make entries
in the application. This is the name of the field that appears on the setup UI and
not on the application UI where you make the selection.
2. Lookup Code - An internal application code for each lookup that is not visible to
users.
3. Meaning - The actual UI term associated with the lookup code. It is the item that
appears in the list on the application UI against the specific field name, and can
be selected by the users to indicate their choice.
4. Tag - The description or a label associated with that lookup.
5. Enabled (status) - Determines the availability of the meaning (the value or the
item) within the selection list for that lookup type. If you do not enable it, the value
does not appear in the selection list at runtime.
As per the settings shown in the table, the users would see the following values in the
list on the application UI to determine the Ticket Class:
1. Any
2. Business
3. Economy
1. Standard Lookups - These are the simplest form of lookup types consisting of
lookup codes and their meanings.
2. Common Lookups - These are predefined lookups and are available for internal
system administrative use and are used by more than one application.
3. Set-enabled Lookups - These lookups contain lookup codes that are part of a
reference data. You can use sets to enable different values in that lookup for
different sets of users. At runtime, a selected attribute determines which set-
enabled lookup will be visible to the users. For example, the attribute east-coast
or west-coast in the determinant 'location' determines whether it is the 'east-
coast' or the 'west-coast' location, depending upon the selected lookup.
Lookup codes and their meanings are valid between a specified date range. If a date
range is not specified, the lookup codes and meanings have indefinite validity from the
time they are created.
Manage Lookups
Standard, common, and set-enabled lookups are defined in the Standard, Common,
and Set-enabled views, respectively. Applications development may define lookups in
an application view to restrict the UI pages where they may appear.
In lookups management tasks, lookups may be associated with a module and striped by
application taxonomy to provide a criterion for narrowing a search or limiting the number
of lookups accessed by a product specific task such as Manage Purchasing Lookups.
Enabling Lookups
You can create new lookup types and also add new lookup codes and meanings to the
existing lookup types, depending upon the access permissions granted to you. But for
the lookups and lookup values to appear as values in the lists, they need to be enabled.
To enable a lookup type, you need to enable at least one of its lookup codes and that
code must be in a valid date range.
You can access this task from the Setup and Maintenance menu.
Customizing Lookups
Oracle applications contain certain predefined system lookups that are locked for
editing. You can only customize the lookups that are left open for extensibility. Even if a
lookup is available for customization, the customization levels may vary depending upon
the access restrictions. For example, you may modify the meanings of certain
predefined lookup codes but may not have the permission to create new lookup codes.
Document Sequence
Document Sequence Types
Document Sequence Categories
Document Sequence Assignment
Document Sequence
A document sequence helps in generating an audit trail, which can be used to identify
how a particular transaction passed through various applications. It plays a significant
role in identifying failed transactions.
This option assigns a unique number to each document as it gets generated, and
this unique number is stored in the database. The numbering is sequential by
date and time of creation. If you define a sequence to automatically number
documents, you can provide an initial value to begin the sequence. In absence of
a defined value, the default value one (1) is used.
Manual Sequencing: Used when you want the flexibility to manually enter the
sequence number or add a unique code at the time of creating the document.
For example, you have two invoices with the same invoice number from different
suppliers. You would want to make each invoice unique by appending the date or
a code to the actual number.
Similar to automatic sequencing, you can set the initial value to begin the
sequence.
When you assign a sequence to a category, the sequence numbers the documents that
are stored in a particular table.
Note:
Once a document sequence category is created, you cannot change the application, the
category code, or the table name. Therefore, carefully consider these details and plan
your document sequencing requirement before you begin working with the application.
Review Question 1
1. Functional requirement
2. Technical requirement
3. Techno-functional requirement
4. Business and legal requirement
Review Question 2
For each document sequence, there can be only one active assignment to a
document sequence category
1. True
2. False
Review Question 3
You cannot set the initial value for which of these sequencing types?
1. Automatic
2. Gapless
3. Manual
4. None of these
Review Question 4
If you do not define an initial value, the default sequence number does not get
assigned to the document
1. True
2. False
Provides a set of shortcuts to work areas based on items that a user wants to
monitor
Presents a list of pre-queried searches (saved searches or standard queries) of
items that the user needs to track.
Each item is made up of descriptive text followed by a count. Each item is also linked to
a page in a work area where the individual items of interest are listed.
Example of a watchlist