Oracle Cloud HCM

Oracle Cloud HCM
Oracle Cloud HCM

Cloud HCM
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Contents
Fusion HCM Roles 1
FUSION HCM : NEW FEATURES IN FUSION HCM 4

R13
FUSION HCM: Absence management:Fast formula 15

scenarios
FUSION HCM : FAST FORMULAS FAQ'S 24
FUSION HCM : WORKER DATA LOADING 59

SCENARIOS
FUSION HCM : Subject Areas in OTBI Reports 61
FUSION HCM: HCM DATA LOADING OVERVIEW 63
FUSION HCM : FAST FORMULAS IN ABSENCE 67

MANAGEMENT -1
FUSION HCM : ABSENCE MANAGEMENT 80
FUSION HCM: FREQUENTLY USED TABLES IN 107

GLOBAL HR AND PAYROLL
FUSION HCM : HCM EXTRACTS 109
FUSION HCM : GLOSSERY 115
FUSION HCM : FAST FORMULAS 138

FUSION HCM : OVERVIEW OF HCM DATA 144
MIGRATION
FUSION HCM : DATA LOADING SCOPE (HDL 151

SCOPE)
FUSION HCM : HCM DATA LOADING ERRORS or 154

HDL ERRORS
FUSION HCM : PERFORMANCE MANAGEMENT 160
FUSION HCM : TALENT REVIEW 186
ORACLE FUSION HCM : GOAL MANAGEMENT 197
FUSION HCM : SUCCESSION MANAGEMENT 209
FUSION HCM: PROFILE MANAGEMENT 217
FUSION HCM :PAYROLL SETUP TASKS FOR 231

FINANCIALS
FUSION HCM: PAYROLL BALANCES 235
FUSION HCM : PAYROLL PAYMENT METHODS 239
Oracle 1Z0-331 : FUSION HCM : Questions and 244

Answers
Oracle 1Z0-329 : FUSION HCM 289
FUSION HCM PAYROLL ELEMENTS 339

FUSION HCM : COMPLETE LIST OF PREREQUISITE 349
TASKS FOR PAYROLL SETUP
ORACLE FUSION HCM :GLOBAL HR 356
FUSION HCM : EMPLOYMENT MODEL 363
FUSION HCM : WORK FORCE LIFE CYCLE 366
FUSION HCM : What’s new in Release 12 for OTBI 376

Fusion HCM Roles
Role:
A role is some kind of privilege that you can assign to the user
allowing them to perform certain type actions in the application.
Role-Based Access Control

Role-based security in Oracle Fusion Applications controls who can
do what on which data.
Role Types:
Oracle Human Capital Management Cloud (Oracle HCM Cloud)
defines five types of roles:
Data roles
Abstract roles
Job roles
Aggregate privileges
Duty roles
Data Roles
Data roles combine a worker's job and the data that users with the
job must access. For example, the HCM data role Country Human
Resource Specialist combines a job (human resource specialist)
with a data scope (country). You define the data scope of a data
role in one or more HCM security profiles. HCM data roles aren't
1
part of the security reference implementation. You define all HCM
data roles locally and assign them directly to users.
Abstract Roles
Abstract roles represent a worker's role in the enterprise
independently of the job that you hire the worker to do. Three
abstract roles are predefined in Oracle HCM Cloud:
Employee
Contingent Worker
Line Manager
You can also create abstract roles. All workers are likely to have at
least one abstract role. Their abstract roles enable users to access
standard functions, such as managing their own information and
searching the worker directory. You assign abstract roles directly to
users.
Job Roles
Job roles represent the job that you hire a worker to perform.
Human Resource Analyst and Payroll Manager are examples of
predefined job roles. You can also create job roles. Typically, you
include job roles in data roles and assign those data roles to users.
The IT Security Manager and Application Implementation
Consultant predefined job roles are exceptions to this general rule
because they're not considered HCM job roles. Also, you don't
define their data scope in HCM security profiles.
2
Aggregate Privileges
Aggregate privileges combine the functional privilege for an
individual task or duty with the relevant data security policies. The
functional privileges that aggregate privileges provide may grant
access to task flows, application pages, work areas, reports, batch
programs, and so on. Job and abstract roles inherit aggregate
privileges directly. Aggregate privileges don't inherit other roles. All
aggregate privileges are predefined and you can't edit them.
Although you can't create aggregate privileges, you can include the
predefined aggregate privileges in custom job and abstract roles.
You don't assign aggregate privileges directly to users.
Duty Roles
Each predefined duty role represents a logical grouping of privileges
that you may want to copy and edit. Duty roles differ from aggregate
privileges as follows:
They include multiple function security privileges.
They can inherit aggregate privileges and other duty roles.
You can create duty roles.
Job and abstract roles may inherit duty roles either directly or
indirectly. You can include predefined and custom duty roles in
custom job and abstract roles. You don't assign duty roles directly to
users.
3
FUSION HCM : NEW FEATURES IN FUSION HCM R13
NEW FEATURES IN FUSION

HCM R13
Secure Access to Position
Records Using Areas of
Responsibility or the HCM
HCM Common Features Position Hierarchy
Anytime Feedback
Database Resource Perspective
Applications Security of Data Security Policies
Enhanced Role Comparison

Improved Self-Service Contact
Global Human Resources : Effective Dates
Define Employee Assignment
Hours
Add Eligible Jobs for a Worker
Assignment
Statutory Dependent Field for
Contacts
Convert Button Replaced with
Actions Menu on the Pending
Workers Tab
Option to Indicate Inclusion of
Pending Worker in Automatic
Conversion
4
Automatic Conversion of Pending
Workers Using a Scheduled
Process
Change Legal Employer Guided
Process
Two Tier - Multiple Contract -
Single Assignment Employment
Model
Add Contracts for Contingent
Workers
Read-Only Contract Region in
Promote and Transfer Processes
Manage Worker Unions
Manage Collective Agreements
Seniority Dates Enhancements

Ability to Add Multiple National
Identifiers for the Same Type for
the Same Country
Synchronization of Assignment
Flexfields from Position Flexfields
Synchronization of Line Manager
Based on HCM Position Hierarchy
Create Document Records for
Future Hires
Ability to Cancel Work
Relationship of Pending Workers
5
Pending Worker Work
Relationships for Persons Existing
in Oracle Fusion HCM
HCM Position Hierarchy

HCM Position Hierarchy Support
in My Team Page
Increased Time Management
Time and Labor : Efficiency
Group Membership Evaluation
Enhancements
Manager Time Card Layout
Introduction
Time Card Approval
Enhancements
Enhanced Overtime Calculation
Overtime Period Introduction
Expanded Integration
Unit of Measure Enhancement
Time Allocation Introduction
Scheduling
Third-Party Scheduling Integration
Introduction
6
Email Notifications Based on
Talent Management : Reports
Add Development Goal Action in
the Person Smart Navigation
Career Development Window
Update Career and Work
Preferences in Career
Development
New Security Privileges for
Securing Career Developement
User Access to a Worker
Development Plan on the Person
Spotlight Page
User Access to the Person
Spotlight Page of Colleagues
Application Context Passing to
Embedded Reports
Increased Size of Success
Criteria and Comments Fields of
the Goal Object
Person Profile Security
Profile Management: Enhancements
Profiles Search Page
Enhancements
Talent Review Deep Link Support
Duplicate Talent Review Meeting
Configuration
Meeting ID Parameter Support
7
Succession Plan Descriptive
Succession Management Flexfield Support
Succession Plan Filtering
Consume Profiles Security
Notes Component
Person Spotlight in Talent Review

Succession Planning Name
Change on Employment Card
Submit Goal Plans for Approvals
Goal Management Without the Preview Step
Goal Plan Set Assignment
Algorithm Changes
Extended Set of Person Search
Fields in Administrative Tools
Development Goals in the
Performance Document
Goal Weights Update from Goal
Management to Performance
Document
Add Performance Goal Action in
the Person Smart Navigation
Window
Increased Size of Success
Criteria and Comments Fields of
the Goal Object
8
Application Context Passing to
Embedded Reports
Selection of a Worker Goal Plan
in the Organization Goal
Assignment
Enable Inclusion into
Performance Document No
Longer Available
Profile Option to Restrict Entry of
Decimals for Goal Weights
Productivity Enhancements for
Administrative Users
Administer Goals Task
Enhancements
Manage Goal Plans Task
Enhancements
Manage Goal Plan Sets Task
Enhancements
Mass Assign Goals Task
Enhancements
New Notifications for Share Action
Performance Management in Task to Set Goals
Update in Use Performance
Templates
Add Participant Process
Simplification
Auto-Submit Approval Tasks

Control Edits to Manager
Evaluations when Submitted
9
Anytime Document
Feedback in Performance
Documents
Populate Model Profile
Competency Weights in
Performance Documents
Offline Learning on Your Mobile
Learning and Development Device
Manage Learning Catalog for
Courses and Classes
E-Learning with Support for
SCORM 1.2 and 2004
Managing Learning Assignments
and Track Completions
Contextual Learning
Ability to Load Multiple Owners for
HCM Data Loader : a Bank Account
Extract Integration and User Key
Values
Test HCM Data Loader Process
Flow and Connections
Automatic Calculation of the
Optimal Load Group Size
Message Display in User’s
Language
10
HR Transactional
OTBI : Business Intelligence :
New Dashboard - Line Manager
Dashboard
New Subject Area - Health and
Safety
Enhanced Subject Area for
Learning
New Metrics in Workforce Trend
Subject Area
Reporting on Worker's Manager
History
New Subject Area: Payroll- Rate
Calculation Results Real Time
New Subject Area: Payroll -
Element Entries History Real
Time
New Subject Area: Workforce
Succession Management - Talent
Pools Real Time
New Subject Area: Time
Collection Devices Real Time
Enhanced Subject Area:
Workforce Talent Review - Talent
Review Meeting Real Time
Workforce Profiles - Person
Profile Real Time
11
Workforce Learning - Learning
Management Real Time
Workforce Management -
Reported Time Cards Real Time
Workforce Performance -
Performance Document Eligibility
Real Time
Workforce Performance -
Performance Rating Real Time
Compensation - Workforce
Compensation Real Time
Compensation - Workforce
Compensation Budgets Real
Time
Enhanced Subject Area: Benefits
– Enrollments Real Time
New Dimensions – Time and
Labor Subject Areas
New Dimensions – Assignment
Hours Details
New Dimensions – Seniority
Dates
Enhanced Dimensions – Costing
Segments
12
Enhanced Dimensions –
Payroll-Related Dimensions
Enhanced Dimension –
Compensation Manager -
Performance Improvement
New Descriptive Flexfields –
Absence Subject Area
New Metric – Accrual Balance

New Attributes – Global HR
Dimensions
New Report – Benefit Element
Report
Time and Labor Audit Reporting
Absence Management:
New Attribute for Absence Real
Time to Determine Block Leave
Candidate
New Dimensions – Assignment
Hours Details
New Metric – Accrual Balance

New Descriptive Flexfields –
Absence Subject Area
New Subject Area for Time &
Labor
Enhanced Subject Areas for Time
and Labor: Time Entry UOM
13
New Metrics in the Time and
Labor Subject Areas
New Subject Area: Time
Collection Devices Real Time
Workforce Management -
Reported Time Cards Real Time
New Dimensions – Time and
Labor Subject Areas
Time and Labor Audit Reporting
Performance Management:
Enhanced Subject Area for Goal
Management and Performance
Rating
Learning Management:
Learning Management - Legacy
Learning Items
Sample Reports for Learning
Management
Learning
14
FUSION HCM: Absence management:Fast formula
scenarios
Absence management:Fast formula scenarios:
1)Global Absence Accrual Event :

The Global Absence Accrual Event fast formula can be used to
capture information about events that occur during a calendar year
which would cause a change in the accrual band that the worker
belongs to. This formula can capture such dates and return to the
accrual matrix formula which would automatically fetch the
respective band values as of each of the dates fed into the accrual
matrix formula.
Example: An organization might have a vacation plan in which
enrolled workers can accrue a certain number of days every year
based on their grade. When the grade of a worker changes in the
middle of the calendar year, the organization might want to prorate
their total accrual balance. You can configure this pro-ration rule
using the accrual event formula to capture the dates when such
changes occur.
2)Global Absence Accrual Matrix Formula :

The Global Absence Accrual Matrix fast formula can be used in
conjunction with the accrual matrix to implement requirements such
as band change pro-ration, FTE pro-ration etc.
For example, an organization might have a vacation plan in which
workers enrolled into the plan can accrue days every year based
15
on their grade. If the grade changes mid-period,
then the total accrual needs to be pro-rated based on the amount of
time that the worker spends in each band. This can be achieved by
defining an accrual matrix that is based on grades and using a
combination of accrual event formula and accrual matrix formula.
3)Global Absence Carryover :

The Global Absence Carryover fast formula can be used in cases
where a single carryover rule does not apply to the entire
population that belongs to the accrual plan.
For example, an organization might have a carryover rule that
generally allows a maximum of 5 days to be carried over. However,
the workers in a particular department are allowed to carryover
an additional 2 days due to the nature of their work. In such cases,
this logic can be composed into the fast formula so that when
carryover is calculated, the application dynamically allocates
different carryover limits to different workers depending on their
department.
4)Global Absence Carryover Proration:
The Global Absence Carryover Proration fast formula can be used
in cases where a pro-ration factor (or a multiplication factor) needs
to be applied onto the maximum carryover limit.
For example, an organization might have a rule which asks for the
carryover to be pro-rated based on FTE or even their job. In such a
case, after the carryover rule is defined, the carryover proration rule
can be composed to return a proration factor which will be multiplied
onto the carryover amount before returning the final value against
the worker’s enrollment data.
16
5)Global Absence Ceiling :
The Global Absence Ceiling fast formula can be used in cases
where a single ceilingr rule does not apply to the entire population
that belongs to the accrual plan.
For example, an organization might have a ceiling rule that
generally allows a maximum of 30 days to be accrued by an worker
in a plan. However, the workers in a particular department are
allowed to accrue an additional 5 days due to the nature of their
work. In such cases, this logic can be composed into the fast
formula so that when ceiling limit is determined, the application
dynamically allocates different limits to different workers depending
on their department.
6)Global Absence Ceiling Proration :

The Global Absence Ceiling Proration fast formula can be used in
cases where a pro-ration factor (or a multiplication factor) needs to
be applied onto the maximum ceiling limit.
For example, an organization might have a rule which asks for the
ceiling limit to be pro-rated based on FTE or even their job. In such
a case, after the ceiling rule is defined, the ceiling proration rule can
be composed to return a proration factor which will be multiplied
onto the ceiling limit before returning the final value against the
worker’s enrollment data.
7)Global Absence Partial Period Accrual Rate :
17
The Global Absence Partial Period Accrual Rate fast formula is
where any logic required for pro-ration of accrual balance during
enrollment year and un-enrollment year needs to be entered.
For example, if the annual accrual that a worker is eligible for every
year is 20 days and the worker has enrolled into the plan mid-year,
the organization would like to grant the worker on 10 days for the
year of enrollment since he was participating in the plan only for
half the year. Similarly, if a worker un-enrols from a plan mid-year,
the total accrual for that year would need to be reduced from 20 to
10 – again because the worker was enrolled into the plan for only
half the year.
This formula is invoked when enrollment or un-enrollment dates fall
within the repeating period for which the accrual is being processed.
8)Global Absence Plan Duration :

The Global Absence Plan Duration fast formula can be used to
over-ride the default duration calculation logic for daily accrual
duration entries against accrual plans.
For example, if the accrual deduction to be considered for an
absence entry in an accrual plan in an organization depends on the
location of the worker, then this formula can be leveraged to specify
this dynamic calculation logic. This formula will be invoked once for
each day of absence.
Configuration Point in Fusion:
If you have created this formula, you can attach this formula to the
absence plan definition.
18
This is currently available only for plans whose UoM is Days or
Hours.
9)Global Absence Plan Enrollment End :
The Global Absence Plan Enrollment End fast formula can be used
to over-ride the default enrollment end date rule for the absence
plan when workers are being terminated from the organization or
when the Update Accrual Plan Enrollments batch job is being run.
For example, in an organization the absence plan un-enrollment
rule could be such that for termination, workers have to serve a
notice period of one month during which time the worker should not
be enrolled into any absence plan. In such a case a Global Absence
Plan Enrollment End formula can be composed to derive this
alternate enrollment end date.
10)Global Absence Plan Enrollment Start :

The Global Absence Plan Enrollment Start fast formula can be used
to over-ride the default enrollment start date rule for the absence
plan when workers are being hired into the organization or when the
Update Accrual Plan Enrollments batch job is being run.
For example, in an organization the absence plan enrollment rule
could be such that only Workers are allowed to enroll into the plan
from the hire date, whereas Interns and Graduates have to
complete a waiting period of 1 month before being enrolled into the
plan. In such cases, the Plan Enrollment Start formula can be used
to derive the alternate enrollment date (one that is different from the
hire date or the date passed into the parameter when submitting the
Update Accrual Plan Enrollments batch job).
19
11) Global Absence Plan Use Rate :
The Global Absence Plan Use Rate fast formula can be used to
dynamically specify the rate definition associated with the accrual
plans depending on custom conditions.
This formula type is applicable for Absence Payment Rate Rule,
Final Disbursement Rate Rule, Discretionary Disbursement Rate
Rule and Liability Rate Rule definitions.
For example, if the Absence Payment rate definition associated
with the same accrual plan varies depending on the location of the
Worker being evaluated, a Global Absence Plan Use Rate can be
composed to associate the corresponding rate definition to the
Worker
12)Global Absence Proration :

The Global Absence Proration fast formula can be used to apply a
pro-ration factor (or a multiplication factor), onto the final accrual
calculated and returned by the accrual calculation rules in an
accrual based absence plan.
For example, if an organization has an accrual plan where the
accrual rate varies based on Worker grades, and on top of that if a
multiplication factor such as 0.75 needs to be applied depending on
the Worker work location, then the band based on grades can be
defined in the accrual matrix and the multiplication factor of 0.75
based on work location can be defined in the Global Absence
Proration formula.
20
13)Global Absence Vesting Period :
The Global Absence Vesting Period fast formula can be used to
enforce a custom vesting period (a period during which the Worker
is enrolled into the plan and accruing balance but cannot use them)
logic while defining an absence plan.
For example, an organization might have a vesting period rule for
new joiners where-in Workers who are hired as Interns or
Graduates should complete 30 days of employment before they can
use their vacation balance. Here the vesting period formula can be
composed to look at the person type to determine the period
applicable for the particular enrollment.
14)Global Absence Band Entitlement :

The Global Absence Band Entitlement fast formula can be used to
define the bands of entitlement duration and percentage of payment
that is applicable against a qualification plan entitlement.
For example, an organization might have a rule that gives Workers
in a certain location additional fully paid days of Maternity
entitlement when compared to Workers working in any other
location.
15)Global Absence Plan Enrollment Start Date :

The Global Absence Plan Enrollment Start Date fast formula can be
used to specify the Qualification date for the absence plan.
For example, an organization might have a rule for Maternity
entitlements according to which the qualification date is on the
21
absence start date if actual dates are entered or if it is not entered,
then the qualification date needs to be the event date (actual if
available, or else, the planned date).
For including such conditional logic to determine the qualification
date, formulas of this type can be used.
16)Global Absence Plan Entitlement :
The Global Absence Plan Entitlement fast formula can be used to
define the entire entitlement structure for a qualification plan for
cases where matrix architecture does not fit the bill.
17)Global Absence Plan Roll Backward End :

The Global Absence Plan Roll Backward End fast formula is to be
used to determine the start date of a plan term that uses the Roll
Backward term rule.
For example, if the start date for plan term in a roll backward
period needs to be 365 days prior to the absence end date, required
logic can be composed into this formula and the reference date
returned.
18)Global Absence Plan Roll Forward Start :

The Global Absence Plan Roll Forward Start fast formula returns
the reference date till which the existence of a roll forward term is
searched for.
For example, if a rolling forward term needs to be searched for 365
days prior to the absence start date, required logic can be
composed into this formula and the reference date returned.
22
19)Global Absence Plan Use Rate :
The Global Absence Plan Use Rate fast formula can be used to
dynamically specify the rate definition associated with the
qualification plan depending on custom conditions.
For example, if the rate definition associated with the same
qualification plan varies depending on the location of the Worker
being evaluated, a Global Absence Plan Use Rate can be
composed to associate the corresponding rate definition to the
Worker.
23
FUSION HCM : FAST FORMULAS FAQ'S
What are Fast Formulas?
Fast formulas are generic expressions of calculations or

comparisons that you want to repeat with different input variables.
Fast Formula is a way to customize the existing functionality in
Oracle Fusion Payroll.
Fast formulas are used to:
Calculate payrolls
Define the rules for paid time off accrual plans
Define custom calculations for benefits administration
Validate element inputs or user-defined tables
Edit the rules for object group population for elements or people
Calculate absence duration
Define custom configuration for compensation
What is the scope of the support of custom fast formulas?
Fast formulas are considered a customization to the seeded

application. Oracle support services will assist with troubleshooting
formula issues, but Oracle Support Services is not responsible for
writing any custom fast formula code.
24
Oracle Fusion Payroll allows for the use of fast formulas on the
forms and processes, and if the application does not recognize the
fast formulas, then further investigation from Oracle Support
Services is necessary.
However, if the issue is with the specific custom formula or custom

function, Oracle Support Services will provide you with some steps
for you to troubleshoot your custom fast formula or function issue, or
you will need to contact your technical expert onsite or Oracle
consulting services for further assistance, as this is outside the
scope of support.
This document will not assist with the creation of either a formula or
a function, but will give you steps to follow to troubleshoot fast
formulas and/or functions that you have created.
Which HCM products use fast formulas?
Oracle Fusion Payroll

Fusion HCM Extract
Oracle Fusion Advanced Benefits
Oracle Fusion Workforce Compensation
25
What are the seeded fast formulas and how to determine
seeded ones?
Oracle Fusion Payroll delivers seeded fast formulas for legislation

taxation calculation. Formulas which were created for the
user-defined elements will have legislative data group populated.
Seeded fast formulas have effective start date 01-JAN-0001 and
their Edit field is set to not editable.
Fast formulas that were created for the user created element will
have Legislation Data Group populated, Effective Start Date set to
the implementation date, Edit action is enabled.
Why are the seeded formulas failing after an install or applying

a patch?
You must compile all seeded formulas after an install or patch by

selecting the “Submit a Process or Report” task from the Payroll
Checklist work area and then running the “Compile Formula”
process.
26
Database Items related issues :
No DBIs are created for elements with input values of "Char"
a) run the above sql to check if the database item was created
b) If the element is multiple entry allowed then the DBI will not be
generated to get the entry values.
c) There is a formula called GET_ELEMENT_ENTRY_VALUES

which should provide with the functionality required to access the
input values of an element from another element. It is documented
in the formula header that they can review in the Formula Editor
screen - the mode to use would be mode: 2 - ENTRY_VALUE.
Note: The formula can access other element entries that are also
being processed in the payroll run.
No DBIs are create for Cost Allocation Flexfield
27
a) Please regenerate the flexfield again and run SQL below which
show the generated list of DBIs:
select * from FF_ROUTE_TO_DESCR_FLEXS

where DESCRIPTIVE_FLEXFIELD_CODE='COST';
select * from FF_USER_ENTITIES_VL

where creator_id in
(select ROUTE_TO_DESCR_FLEXS_ID
from FF_ROUTE_TO_DESCR_FLEXS
where DESCRIPTIVE_FLEXFIELD_CODE='COST');
select * from FF_DATABASE_ITEMS_VL

where USER_ENTITY_ID in
(select USER_ENTITY_ID from FF_USER_ENTITIES_VL
where creator_id in
(select ROUTE_TO_DESCR_FLEXS_ID
from FF_ROUTE_TO_DESCR_FLEXS
where DESCRIPTIVE_FLEXFIELD_CODE='COST'));
Generate Database Item process errors:
28
'A record with this combination of values already exists'
When Log into Fusion Application and Navigate to the Scheduled

Processes and run the Generate Payroll Data Base Items, the
following error occurs: 'A record with this combination of values
already exists'.
You need to run it for the context you needed it. The issue may be it
is trying to create a DBI another context, which might have been
seeded and DBI already exists.
Tips for resolving Fast Formulas performance issues :
When experiencing slow performance issues in fast formulas there

are a number of techniques to follow to ensure your formulas are
easy to read, use, understand, and process efficiently.
Variable Names and Aliases
To improve readability, use names that are brief yet meaningful.

Use aliases if the names of database items are long. Name length
has no effect on performance or memory usage.
29
Inputs Statements :
Use INPUTS statements rather than database items whenever

possible. It speeds up the running of your payroll by eliminating the
need to access the database for the input variables.
An example of inefficient formula without INPUTS statement is:
SALARY = SALARY_ANNUAL_SALARY / 12
RETURN SALARY
An example of efficient use of INPUTS statements is:
INPUTS ARE ANNUAL_SALARY
SALARY = ANNUAL_SALARY / 12
RETURN SALARY
30
Database Items :
Do not refer to database items until you need them. Users

sometimes list at the top of a formula all the database items the
formula might need, thinking this helps the formula process more
quickly. However, this in fact slows processing by causing
unnecessary database calls.
An example of an inefficient use of database items is:
S = SALARY
A = AGE
IF S < 20000 THEN
IF A < 20 THEN
TRAINING_ALLOWANCE = 30
31
ELSE
An example of an efficient use of database items is:
IF SALARY < 20000 THEN
IF AGE < 20 THEN
ELSE
32
The first example always causes a database fetch for AGE whereas
the second only fetches AGE if salary is less than 20000.
Balance Dimensions :
Wherever possible, use balance dimensions for single assignments

only in formulas. Multiple assignments require more calculation
time, leading to slower processing time. The number of multiple
assignments in a payroll is not normally high, and the presence of a
small number does not lead to any significant increase in overall
processing time. However, there could be a problem if you
unnecessarily link balance dimensions for multiple assignments into
general formulas.
Here are some of the things for enhancing the performance of Fast
Formula (in no particular order):
The more elements entered for an assignment, the longer its

processing time.
The longer the formula, the longer its processing time.
One element associated with a longer formula usually processes
faster than two related elements each associated with short
formulas.
The number of elements per assignment affects processing time
more than the number of elements and formulas.
33
Use balance dimensions for single assignments whenever possible.
(ASG_GRE vs. PER_)
Do not refer to database items until needed.
Do not default unnecessary database items.
Using an ALIAS instead of assigning a database item to a local
variable is more efficient.
Input statements are up to 10x faster than using database items.
Assign date constants using DATE component instead of the
TO_DATE function.
Review generated formulas and remove unnecessary or poor logic
coding.
Create elements with the correct input values instead of having a
separate element for each input value. As you can see from item #9
above, Input statements are up to 10x faster than referencing
database items.
Assign smaller fast formulas to each of these elements that only
reference necessary database items for that specific element.
Allows for easier maintenance and debugging.
Formula code is converted to PLSQL. The 200+ ALIAS lines are not
converted to executable code - the alias statement is there so that
you can use an alternative name for a database item within Formula
text. The defaulting lines are only executed if defaulting is
necessary i.e. when the corresponding database item is executed,
but the underlying SQL returns no rows or a null row.
In the scenario stated above, the formula has at least 200+

variables referred to (database items etc) - this can cause a
34
performance hit due to network traffic because all these variables
are exchanged between the payroll process and the database
server whether or not they get used. This is because a Formula
execution is a PLSQL procedure call. The number of parameters to
this process is related to the number of different variables in the
formula (inputs, outputs, database items, local variables).
Formula Errors :
Types of Fast Formula compilation errors
Compilation errors display in the Manage Fast Formulas page when

you compile the formula. The formula compiler returns line numbers
starting at 1 from the beginning of a formula, and character
positions starting at 1 from the beginning of a line in its error
messages. The compiler aborts compilation when an error is
encountered.
This list contains the types and descriptions of several common

formula compilation errors.
Syntax Error - The formula text violates the grammatical rules for
the formula language. An example is using IF1 instead of IF for an
35
IF statement.
Incorrect Statement - Order ALIAS, DEFAULT, or INPUT

statements come after other statements.
Misuse of ASSIGNMENT Statement Occurs when any of these

conditions occurs:
• An ASSIGNMENT assigns a value to a database item.
• A context is assigned a value externally to a

CHANGE-CONTEXTS statement.
• A non-context variable is assigned a value within a

CHANGE-CONTEXTS statement.
Misuse of ALIAS Statement - An ALIAS statement may only be

used for a database item.
Missing DEFAULT Statement - A database item with defaulting
specified must have a DEFAULT statement.
Misuse of DEFAULT Statement - A DEFAULT statement is
specified for a variable other than an input or database item.
36
Uninitialized Variable - The compiler detects that a variable is
uninitialized when used. The compiler cannot do this in all cases.
This error often occurs when you want to use a database item, but a
database item is not available in the formula.
Missing Function Call - A function call is not recognized. The
combination of return type, function name, and parameter types
does not match any available function.
Incorrect Operator Usage - An instance of a formula operator use
does not match the permitted uses of that operator. For example,
the + operator has two permitted uses. The operands are both of
data type NUMBER, or both of data type TEXT.
Inconsistent Data Type Usage - A formula variable is being used as
if it is of more than one data type. Or a database item or context is
being used with the wrong data type. For example, Variable A is
assigned a NUMBER value at the start of the formula, but a TEXT
value later in the formula.
EXIT Statement Not Within WHILE Loop - A condition that
eventually becomes false, or an EXIT call for exiting the loop does
not exist.
Misuse of Context - A variable is used as a context, or a context is
used as a variable. For example, AREA1 is assigned a value as an
ordinary variable, but later in the formula AREA1 used as a context
in a GET_CONTEXT call.
Error: “Local value used before initialized”
a) Error can mean that a database item is not available and is being
treated as a local variable.
37
b) Remove the quotes around the Database Items (DBIs) that you
are wishing to utilize (HRT_PERSON_PREV_WORKEXP....)
c) As these DBIs are of type 'array', you must use the proper syntax
to default and to use them
i) Use 'DEFAULT_DATA_VALUE' for
HRT_PERSON_PREV_WORKEXP.....DBIs rather than 'DEFAULT'
ii) Using the Fast formula User Guide as an aid, select a method of
looping to loop through the DBI values.
A simple example is below:
HRT_PERSON_PREV_WORKEXP_EMPLOYER_NAME IS ' '
HRT_PERSON_PREV_WORKEXP_START_DATE IS
'01-JAN-0001' (date)
HRT_PERSON_PREV_WORKEXP_END_DATE IS '01-JAN-0001'
(date)
HRT_PERSON_PREV_WORKEXP_PERSON_ID IS ' '

DEFAULT FOR S_DT1 IS '01-JAN-0001' (date)
for
/* 1 is the starting index for an array database item. */
38
I=1
WHILE
HRT_PERSON_PREV_WORKEXP_START_DATE.EXISTS(I)
LOOP
(
S_DT1 = HRT_PERSON_PREV_WORKEXP_START_DATE[I]
/* Do some processing with element at index I. */
I = I + 1 /* Array database items indexes go up in steps of 1. */
)
ACCRUAL = 3
RETURN ACCRUAL
Types of Fast Formula Execution Errors
Fast formula execution errors occur when a problem arises while a

formula is running. The usual cause is a data problem, either in the
formula or in the application database. These errors contain the
formula line number where the error occurs.
This list contains the types and descriptions of several common

formula execution errors.
39
Uninitialized Variable - Where the formula compiler cannot fully
determine if a variable or context is initialized when it is used, it
generates code to test if the variable is initialized. When the formula
executes and the variable or context is not initialized an error is
raised.
Divide by Zero - Raised when a numeric value is divided by zero.
No Data Found - Raised when a non-array type database item

unexpectedly fails to return any data. If the database item can return
no data then it should allow defaulting. This error is also raised from
within a formula function. The cause is an error in the formula
function code.
Too Many Rows - Raised when a non-array type database item

unexpectedly returns more than a single row of data. The cause is
an incorrect assumption made about the data being accessed. This
error can also be raised from within a formula function. The cause is
an error in the formula function code.
NULL Data Found - Raised when a database item unexpectedly

returns a NULL data value. If the database item can return a NULL
value then defaulting is allowed.
40
Value Exceeded Allowable Range - Raised for a variety of reasons,
such as exceeding the maximum allowable length of a string.
Invalid Number - Raised when an attempt is made to convert a non

numeric string to a number.
User Defined Function Error - Raised from within a formula function.

The error message text is output as part of the formula error
message.
External Function Call Error - A formula function returned an error,

but did not provide any additional information to the formula code.
The function might have output error information to the logging
destination for the executing code.
Function Returned NULL Value - A formula function returned a

NULL value.
Too Many Iterations - A single WHILE loop, or a combination of

WHILE loops, has exceeded the maximum number of permitted
iterations. The error is raised to terminate loops that could never
41
end. This indicates a programming error within the formula.
Array Data Value Not Set - The formula attempted to access an

array index that has no data value. This is an error in the formula
code.
Invalid Type Parameter for WSA_EXISTS - An invalid data type was

specified in the WSA_EXISTS call.
Incorrect Data Type For Stored Item - When retrieving an item using
WSA_GET, the items actual data type does not match that of the
stored item. This is an error within the calling formula.
Called Formula Not Found - The called formula could not be

resolved when attempting to call a formula from a formula. This
could be due to an error in the calling formula, or because of
installation issues.
Recursive Formula Call - An attempt was made to call a formula

from itself. The call could be directly or indirectly via another called
formula. Recursive formula calling is not permitted.
42
Input Has Different Types In Called and Calling Formulas - When
calling a formula from a formula, the actual formula input data type
within the called formula does not match the data type specified
from the calling formula.
Output Has Different Types In Called and Calling Formulas - When

calling a formula from a formula, the actual formula output data type
within the called formula does not match the data type specified
from the calling formula.
Too Many Formula Calls - There are two many formula from formula
calls. This is due to a problem with the formulas.
Error: Formula XYZ_HR_TO_PAY, line 45, database item or

local variable HR_RELATIONSHIP_ID used as a context
Issue:
Need to to fetch HR DBIs for checking the "With Match 401k"

Eligibility: PER_REL_DATE_START,
PER_REL_ADJUSTED_SVC_DATE.
43
Used "Payroll Access to HR" Formula Type and wrote the following
formula. But it gives the following error message : Formula
XYZ_HR_TO_PAY, line 45, database item or local variable
HR_RELATIONSHIP_ID used as a context.
Formula Name : XYZ_HR_To_Pay

Formula Text :
default for ForPay_REL_ADJUSTED_SVC_DATE IS '1951/01/01
12:00:00' (date)
default for ForPay_REL_DATE_START is '1951/01/01 12:00:00'
(date)
default for PER_REL_ADJUSTED_SVC_DATE IS '1900/01/01

12:00:00' (date)
default for PER_REL_DATE_START is '1900/01/01 12:00:00' (date)
default for TERM_HR_RELATIONSHIP_ID is 0

default for HR_RELATIONSHIP_ID is 0
INPUTS ARE hr_assg_id (number)
l_HR_RELATIONSHIP_ID = 0
44
l_TERM_HR_RELATIONSHIP_ID = 0
CHANGE_CONTEXTS (HR_ASSIGNMENT_ID=hr_assg_id)
l_TERM_HR_RELATIONSHIP_ID =
TERM_HR_RELATIONSHIP_ID
l_HR_RELATIONSHIP_ID = HR_RELATIONSHIP_ID
CHANGE_CONTEXTS (HR_ASSIGNMENT_ID=hr_assg_id,
HR_RELATIONSHIP_ID = l_HR_RELATIONSHIP_ID)
ForPay_PER_REL_DATE_START = PER_REL_DATE_START
RETURN ForPay_REL_DATE_START
Solution:
The formula running at assignment level and the

PAYROLL_TERM_ID context is set.
45
1. Change the calculator formula as follows:
At the start add:
DEFAULT FOR TERM_HR_RELATIONSHIP_ID IS -1
/*
* Only if you need HR_TERM_ID database items in Payroll Access
To HR
formula.
*/
DEFAULT FOR TERM_HR_TERM_ID IS -1
Change the call to the Payroll Access To HR formula as follows:
CALL_FORMULA
('XYZ_HR_To_Pay'
,TERM_HR_RELATIONSHIP_ID > 'HR_RELATIONSHIP_ID'
46
/* Only if you need HR_TERM_ID database items in
Boz_HR_To_Pay. */
,TERM_HR_TERM_ID > 'HR_TERM_ID'
/* Only if you need HR_ASSIGNMENT_ID database items in
Boz_HR_To_Pay. */
,ASG_HR_ASG_ID > 'HR_ASSIGNMENT_ID'
,ForPay_REL_DATE_START < 'ForPay_REL_DATE_START'
default '1901/01/01 12:00:00' (date)
,ForPay_REL_ADJUSTED_SVC_DATE
'ForPay_PER_REL_ADJUSTED_SVC_DATE'
default '1901/01/01 12:00:00' (date)
)
2. The Payroll Access To HR formula should be as follows because

the contexts will get set from the CALL_FORMULA call in the parent
formula so no need for CHANGE_CONTEXTS:
default for PER_REL_ADJUSTED_SVC_DATE IS '1900/01/01

12:00:00' (date)
default for PER_REL_DATE_START is '1900/01/01 12:00:00' (date)
ForPay_REL_DATE_START = PER_REL_DATE_START
47
ForPay_REL_ADJUSTED_SVC_DATE =
PER_REL_ADJUSTED_SVC_DATE
RETURN ForPay_REL_DATE_START,
ForPay_REL_ADJUSTED_SVC_DATE
a) Legal Employer Level Seniority Date

PER_ASG_REL_ADJUSTED_SVC_DATE returns a seniority date
in a Legal Entity (LE) relationship seniority date.
b) Enterprise Seniority Date
PAYROLL_INTERFACE_ORIGINAL_DATE_OF_HIRE returns you
first original date of hire irrespective of LE. Ensure necessary
contexts are set before use.
PAYROLL_INTERFACE_ORIGINAL_DATE_OF_HIRE also uses

PERSON_ID context and this is set in payroll formulas so should be
able to use without the Payroll Access to HR formula.
For formulas running at term level, extra work would need to be

done to be able to set the HR_ASSIGNMENT_ID contexts in the
Payroll Access To HR formula.
48
For formulas running at relationship level, extra work would need to
be done to be able to set the HR_ASSIGNMENT_ID and
HR_TERM_ID contexts in the Payroll Access To HR formula.
Error: Formula TD US SECOND SHIFT HOLIDAY_EARN, line

432, no data returned.(3=GET_TABLE_VALUE)
Issue:
The formula is being called by this call in formula

TD_US_SECOND_SHIFT_HOLIDAY_EARN_ff:
l_table_rate = get_table_value( 'SECOND_SHIFT_RATES',

'SHIFT_RATE',
l_location_name,
PAY_EARN_PERIOD_START)
GET_TABLE_VALUE function call appears to be returning multiple

values, hence the the error.
49
Solution:
Ensure that:
(1) Table Name must be unique,

(2) Row Title must be Unique,
(3) Column Name must be Unique, and
(4) Sequence Numbers of Rows must be Unique
1. There are 2 formats for the function call:
GET_TABLE_VALUE(table_name, column_name, row_value

[,default_value])
GET_TABLE_VALUE(table_name, column_name, row_value,
effective date)
2. You cannot provide a null column_name or row_value to

GET_TABLE_VALUE.
50
3. When defining UDTs, the table_name must be unique
4. When defining UDTs, the column_name must be unique within a

specific table
5. When defining UDTs, the row_name must be unique within a

specific table
6. The row name/value and the column name must be unique for
the given table - they do not need to be unique across all UDTs.
7. The User Table must be visible in the legislative data group of the
payroll process. This means that it must exist at enterprise level or
in the same legislative data group.
8. GET_TABLE_VALUE matching matches against internal (base

table) values. These are non-modifiable values from when the user
table is constructed. The UI values are translation table translatable
values. These are initially the same as the internal values but can
be updated and in different languages - this is why internal values
must be used.
51
So it is possible that the translated value on the UI and the internal
base value don't match. BI queries could be run by the customer
against FF_USER_TABLES, FF_USER_COLUMNS and
FF_USER_ROWS_F to get the correct values.
GET_TABLE_VALUE does upper case matching with UPPER

function i.e. 'abc', 'Abc', and 'ABC' are the same thing.
9. The internal user tables names are unique i.e. it should be

impossible to select 2 user tables called 'ABC' within the same
legislative data group. Also, for each user table the internal user
column and user row names are unique.
It is possible that the UI does not do translated name uniqueness

checking so that the UI could show duplicate names.
10. The effective date ranges of the user rows and user column
instances must cover the effective date of formula execution.
Error: ‘Context Payroll_Assignment_ID was not set’
52
If you use the dimension _ASG_RUN in your formula (which uses
the context PAYROLL_ASSIGNMENT_ID) and your formula gets
executed at the payroll relationship level then your formula will error
out because this context is not automatically set at this level and
there is no way the balance call will successfully complete.
Use the RUN_INCLUDED_PAYROLL_ASGS DBI to resolve the

issue. That is in the Calculator formula so that a call to
CHANGE_CONTEXTS sets the PAYROLL_ASSIGNMENT_ID
context values to derive HR_ASSIGNMENT_ID and pass that into a
called formula.
Error: 'Contexts HR_ASSIGNMENT_ID was not set' for Element

Input Validation type Fast Formula
Issue: Custom Fast Formula of type Element Input Validation is

attached to Elements at => Element Details -> Default Entry Values
and Validation -> Calculation Formula.
Application does not set contexts.
53
Adding the Element to a test employee.
Put some value in the Amount field and Save.
The application throws an error and the entry is not saved.
The application is not setting the Contexts HR_ASSIGNMENT_ID,

DATE_EARNED which it should ideally.
The Fast Formula user guide says these contexts are available to
this type of Formula.
Solution: The element is setup at Term/Relationship level.

HR_ASSIGNMENT_ID context will not get set because there can be
multiple assignments per relationship / term. Create element at
Assignment level and then create the calculation formula. Attach
element to employees.
Error: Context PAYROLL_TERM_ID was not set when used at

line 65 of formula XYZ_CHG_DEDN_CALCULATOR
Element is defined at the Payroll relationship level. Under a payroll

relationship level there could be one or more terms. You can not
access a DBI that uses the context PAYROLL_TERM_ID at this
level because naturally the context would not automatically be set.
54
In this situation the issue was resolved by using another DBI
RUN_INCLUDED_PAYROLL_ASGS.
Error: Array data value missing.

(3=RUN_INCLUDED_PAYROLL_ASGS) (4=1)
This line of the formula is in error:
CHANGE_CONTEXTS(PAYROLL_ASSIGNMENT_ID =
RUN_INCLUDED_PAYROLL_ASGS[1])
The error is that the RUN_INCLUDED_PAYROLL_ASGS database

item is returning nothing so there is no value at
RUN_INCLUDED_PAYROLL_ASGS index 1 hence the
error when accessing RUN_INCLUDED_PAYROLL_ASGS[1].
Looking at the formula, the preceding code block:
CHANGE_CONTEXTS (DIR_CARD_COMP_ID = l_comp_id)

(
l_index
ALL_ASGS_LINK_TO_DEDUCTION_COMPONENT.first(-1)
55
if
(ALL_ASGS_LINK_TO_DEDUCTION_COMPONENT.exists(l_index)
) then
(
....
)
else
(
PAY_INTERNAL_LOG_WRITE('(VAC_ACCRUAL_LIAB_CAL)
Error.. Assignment
id is missing')
l_error = PAY_LOG_ERROR('PAY:PAY_ASG_ID_MISSING')
)
)
The log file shows the formula has entered the first part of the
if-statement because there are messages from there like the
following in the log file:
(VAC_ACCRUAL_LIAB_CAL) : l_accrual_unit 50
(VAC_ACCRUAL_LIAB_CAL) : l_accrual_uom H_DECIMAL3
(VAC_ACCRUAL_LIAB_CAL) Initialize the call for
GET_PAY_SALARY_BASIS
56
(VAC_ACCRUAL_LIAB_CAL) : PAYROLL_ASSIGNMENT_ID
300000002161842
Alter the formula and include
l_assignment_id = ASG_HR_ASG_ID
l_hire_date = ACP_HIRE_DATE
into the earlier code code block where

PAYROLL_ASSIGNMENT_ID is set.
How does formula caching effect formula execution?
a) If a formula's (non-comment) code is changed and it is compiled

the code that is executed for the formula is changed.
b) For certain processes (e.g. Payroll run) the formula

implementation (C) does cache the formula executable code for
performance. If the formula were
changed and compiled in the middle of such a process then the
changes would not be seen by the executing process. However, this
caching only lasts for
57
the life-time of the process (the cache is within the process memory,
not in an external sub-system e.g. JVM, database, web server).
c) Other processes e.g. Extracts have formula execution

implemented differently (PLSQL) do some caching but the changed
executable part would be
used if the formula were changed and compiled in the middle of the
process. In this case the process formula execution would raise
errors (unless the
changes were done in a restricted way). This information is cached
as PLSQL package global values, but correctly written consuming
code should clear the
caches at the start of execution.
58
FUSION HCM : WORKER DATA LOADING SCENARIOS
Worker Data Loading :

Below scenarios while worker data loading
HIRE
REHIRE
ASSIGNMENT
GLOBAL TRANSFER
TRANSFER
Worker.dat Hire an employee :

Below business entity files are required:
Worker
Personname
Work Relationship
WorkTerms
Assignment
Worker.dat Termination Employee :

Workrelationship
Worker.dat Rehire an employee data :

Workrelationship
WorkTerms
Assignment
Worker.dat Global Transfer :

59
worker
Personlegeslative datagroup
Person name
Workrelationship
WorkTerms
Assignment
60
FUSION HCM : Subject Areas in OTBI Reports
Major subject areas in OTBI Reports:
Workforce Management - Grade Rate Real Time

Workforce Management - Person Real Time
Workforce Management - Position Real Time
Workforce Management - Work Relationship Real Time
Workforce Management - Worker Assignment Event Real Time
Workforce Management - Worker Assignment Real Time
Workforce Management - Vacancy Real Time
Benefits - Action Items Real Time
Benefits - Enrollment Opportunities Real Time
Benefits - Enrollments Real Time
Benefits - Potential Life Events Real Time
Workforce Goals - Goal Alignments Real Time
Workforce Goals - Goal Status Overview Real Time
Workforce Goals - Goal Tasks Real Time
Workforce Goals - Target Outcomes Real Time
Workforce Performance - Performance Document Status Real Time
Workforce Performance - Performance Rating Distribution Real
Time
Workforce Performance - Performance Rating Real Time
Workforce Performance - Performance Task Status Real Time
Workforce Profiles - Library Objects Real Time
Workforce Profiles - Model Profile Real Time
Workforce Profiles - Person Profile Real Time
Workforce Succession Management - Incumbent Plans Real Time
Workforce Succession Management - Job Plans Real Time
Workforce Succession Management - Plan Candidates Real Time
61
Compensation - Salary Details Real Time
Compensation - Salary History Details Real Time
Compensation - Stock Details Real Time
Compensation - Workforce Compensation Budgets Real Time
Compensation - Workforce Compensation Real Time
Payroll - Element Entries Real Time
Payroll - Payments Costing Real Time
Payroll - Payments Distribution Real Time
Payroll - Payroll Run Costing Real Time
Payroll - Payroll Run Results Real Time
Payroll - Retroactive Pay Real Time
62
FUSION HCM: HCM DATA LOADING OVERVIEW
HDL:
HCM Data loader prerequisite setup steps:
1) Configure HCM Data Loader
and set the Data loader scope : Full mode
2) Add Human Capital Management integration specialist Role
and/or Human capital management application Administrator
3)Download the HCM dataloader documentation template from
oracle support.
`BusinessObject Documentation DOC ID :2020600.1
4) Identify the mandatory columns to load Business Object.
5)Prepare .dat file
6) Save .dat
7) Zip the file
8) Set the source system owner in manage common Lookup:
HRC_SOURCE_SYSTEM_OWNER
9) Go to navigator work area under My workforce section Select
Data Exchange --> HCM DATA LOADER --> Import and Load data
-->Import file--> Submit Business Object
HDL supported business objects:

Global HR:
Action reasons, actions,locations, grade,grade rate,grade
ladder,jobfamily,job,organization,position,department,department
tree node,worker, person contact,person contact relationship.
Global payroll:
Element entry
Talent:
Educational establishment, Educational establ
63
translations,Rating model, rating model translation,content items,
goal,goal plan, goalplan set,talent pool,talent profile,content item
relationship
compensation:
Salary, salary basis
Absence:
Person accrual detail,person entitlement detail,person absence
entry
Time and labor :
Time record group.
HDL Commanads:
1) META DATA : Business object component and the attributes for
which values are included in the data file.
2) MERGE :Data to be added to oracle fusion Merge :
Create/Update
3) DELETE :Business objects components to be removed from
Fusion HCM.
4) SET :Enables override of the default behaviour of the file.
5) COMMENT: Add comment in the data file
FUSION HDL KEYS :

Use any of the below HDL Keys:
1)GUID: Global Unique Identifier . When we create new record in
the cloud system it will create automatically.
It's unique for acrsoss the business objects.
It's Stored as Hexadecimal value format.
Unique across all objects.
Held in Integration Key Map.
64
2)Surrogate ID: When we create new record in cloud system it will
create automatically.
It's stored as numeric values.
It's unique for specific business objects.
Held on the object
3) User Key : Primary key.
User Readable and Generated Keys
Natural values
One or many attributes
Sometimes alternatives
Sometimes updateable
Held on the object definition
4) Source Key : Source System Key Information
Two values combined Source system ID and Source system
owner
Held in Integration Key Map
Example of Creating .dat file for Grade and Gradestep

Business Object:
METADATA|Grade|EffectiveStartDate|SetCode|GradeName|GradeCode|A
METADATA|GradeStep|EffectiveStartDate|GradeStepName|GradeStepSe
MERGE|Grade|2016/01/11|COMMON|GE_Z|GE_Z_CODE|A|RMZ_GRAD
MERGE|Grade|2016/01/11|COMMON|GE_Z1|GE_Z_CODE1|A|RMZ_GRA
MERGE|GradeStep|2016/01/11|GEG_STEP1|10|N|GE_Z_CODE|COMMO
MERGE|GradeStep|2016/01/11|GEG_STEP2|20|Y|GE_Z_CODE|COMMO
MERGE|GradeStep|2016/01/11|GEG_STEP3|30|N|GE_Z_CODE|COMMO
MERGE|GradeStep|2016/01/11|GE_STEP1|1|N|GE_Z_CODE1|COMMON
65
MERGE|GradeStep|2016/01/11|GE_STEP2|2|Y|GE_Z_CODE1|COMMON
66
FUSION HCM : FAST FORMULAS IN ABSENCE
MANAGEMENT -1
Fast Formulas in Absence Management:

The three categories for Absence Management fast formula types
are:
Fast Formulas used by accrual absence plans
Fast Formulas used by qualification absence plans
Fast Formulas used by absence types
Fast Formulas used by absence types :

To define special rules for when a user records an absence entry,
use the following formula types:
1. Global Absence Entry Validation
2. Global Absence Type Duration.
1. Global Absence Entry Validation :
The Global Absence Entry Validation fast formula can be used in
cases where a custom data validation or business rule validation
needs to be performed when an absence entry is being made.
For example, an organization might have a rule that allows an
Worker to record an absence entry of type Maternity Leave –
Unpaid, only in sequence with a regular Maternity Leave absence
entry. In such a case, a validation formula can be composed which
looks at the Workers absence history to identify if there is a
Maternity Leave that is ending on the day just before the absence
entry being made of Maternity Leave - Unpaid.
67
Below Formula:
DEFAULT FOR IV_START_DATE IS '4712/12/31 00:00:00' (date)
DEFAULT FOR IV_END_DATE IS '4712/12/31 00:00:00' (date)
DEFAULT_DATA_VALUE for
ANC_PER_ABS_ENTRS_ABSENCE_ENTRY_ID_ARR is 0
DEFAULT FOR ANC_ABS_ENTRS_ABSENCE_TYPE_ID is 0
DEFAULT FOR ANC_ABS_ENTRS_ABSENCE_STATUS_CD IS ' '
DEFAULT FOR ANC_ABS_TYP_NAME IS ' '
DEFAULT FOR ANC_ABS_ENTRS_END_DATE IS '4712/12/31
00:00:00' (date)
INPUTS ARE IV_END_DATE (date), IV_START_DATE (date)
lc_sickness_unpaid_name = 'Sickness - Unpaid'

ld_start_date = TO_DATE('1951-01-01','yyyy-MM-dd')
ld_sickness_end_date = TO_DATE('4712-12-31','yyyy-MM-dd')
i=1
CHANGE_CONTEXTS(START_DATE=ld_start_date,
END_DATE=IV_END_DATE)
(
68
WHILE
ANC_PER_ABS_ENTRS_ABSENCE_ENTRY_ID_ARR.exists(i)
LOOP
(
CHANGE_CONTEXTS (ABSENCE_ENTRY_ID
ANC_PER_ABS_ENTRS_ABSENCE_ENTRY_ID_ARR[i])
(
CHANGE_CONTEXTS (ABSENCE_TYPE_ID
ANC_ABS_ENTRS_ABSENCE_TYPE_ID)
(
IF (lc_sickness_unpaid_name = ANC_ABS_TYP_NAME AND
ANC_ABS_ENTRS_ABSENCE_STATUS_CD = 'SUBMITTED')
THEN
(
IF (365 > DAYS_BETWEEN(TRUNC(IV_START_DATE)
ANC_ABS_ENTRS_END_DATE) + 1)
THEN
(
VALID = 'N'
ERROR_MESSAGE = 'ORA_CUSTOM_ERROR_MESSAGE'
RETURN VALID, ERROR_MESSAGE
)
)
)
)
i=i+1
)
69
)
VALID = 'Y'
RETURN VALID
2.Global Absence Type Duration :

The Global Absence Type Duration fast formula can be used to
over-ride the default calculation logic that the application uses to
determine the absence entry duration and accrual plan usage
against absence entries.
For example, in an organization when an Worker makes an
absence entry for an absence type that is measured in Days, there
might be a need to have the total duration pro-rated based on the
scheduled work hours of the Worker for those days of absence. In
such a case, a type duration formula can be composed with the
required logic of calculating the pro-rated duration so that it replaces
the default duration calculation rules in the application.
The same formula needs to return the required duration when the
entry is processed as a single unit (between start date and end
date), as well as when processed for each day between the start
and end dates.
Sample Formula
Requirement: The organization requires that for a particular
absence type for which partial day absence recording is not
allowed, and the duration is measured in Days, the total duration
needs to be pro-rated by multiplying with the FTE value of the
Worker .
DEFAULT FOR IV_START_TIME IS '00:00'
70
DEFAULT FOR IV_END_TIME IS '23:59'
DEFAULT FOR PER_ASG_FTE_VALUE IS 1
INPUTS ARE IV_START_DATE (date), IV_END_DATE (date),

IV_START_TIME(text),IV_END_TIME(text)
ln_entry_duration_d = 0
ln_unrounded_duration_d = 0
ld_period_start_date =
to_date(to_char(IV_START_DATE,'DD/MM/RRRR')||'
'||IV_START_TIME,'DD/MM/RRRR HH24:MI:SS')
ld_period_end_date =
to_date(to_char(IV_END_DATE,'DD/MM/RRRR')||'
'||IV_END_TIME,'DD/MM/RRRR HH24:MI:SS')
ln_entry_duration_d = GET_PAY_AVAILABILITY ('ASSIGN',

ld_period_start_date,
ld_period_end_date,
'Y',
'Y',
'Y',
'Y',
71
'D')
ln_unrounded_duration_d = ln_entry_duration_d *
PER_ASG_FTE_VALUE
DURATION = ROUND(ln_unrounded_duration_d,2)
RETURN DURATION
Fast Formulas used by qualification absence plans :
To define special rules for implementing custom dynamic

entitlement calculation rules, use the following formula types for
qualification plans:
. Global Absence Plan Duration
. Global Absence Band Entitlement
. Global Absence Plan Enrollment Start Date
. Global Absence Plan Entitlement
. Global Absence Plan Roll Backward End
. Global Absence Plan Roll Forward Start
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. Global Absence Plan Use Rate
Global Absence Plan Duration:
The Global Absence Plan Duration fast formula can be used to
over-ride the default duration calculation logic for daily entitlement
duration entries against qualification plans. For example, if the
entitlement to be considered against a qualification plan in an
organization depends on the location of the Worker, then this
formula can be leveraged to specify this dynamic calculation logic.
This formula will be invoked once for each day of absence.
Sample Formula
Requirement: The organization has a qualification plan where the
entitlement usage is only 50% for Workers who work in an office
whose location is in California, whereas the rest of the Workers the
entitlement usage is same as the absence duration.
Sol:
DEFAULT FOR IV_START_DATE IS '4712/12/31 00:00:00' (date)
DEFAULT FOR IV_START_TIME IS '00:00'
DEFAULT FOR IV_END_TIME IS '23:59'
DEFAULT FOR PER_ASG_LOC_REGION2 IS ' XXXXXXXXXX'
INPUTS ARE IV_START_DATE (date), IV_END_DATE (date),
IV_START_TIME(text),IV_END_TIME(text)
ln_entry_duration_d = 0
ln_unrounded_duration_d = 0
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ld_period_start_date =
to_date(to_char(IV_START_DATE,'DD/MM/RRRR')||'
'||IV_START_TIME,'DD/MM/RRRR HH24:MI:SS')
ld_period_end_date =
to_date(to_char(IV_END_DATE,'DD/MM/RRRR')||'
'||IV_END_TIME,'DD/MM/RRRR HH24:MI:SS')
ln_entry_duration_d = GET_PAY_AVAILABILITY ('ASSIGN',

ld_period_start_date,
ld_period_end_date,
'Y',
'Y',
'Y',
'Y',
'D')
IF (PER_ASG_LOC_REGION2 = 'CA')
THEN
(
ln_entry_duration_d = ln_entry_duration_d * 0.5
)
DURATION = ROUND(ln_entry_duration_d,2)
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RETURN DURATION
Global Absence Band Entitlement :

The Global Absence Band Entitlement fast formula can be used to
define the bands of entitlement duration and percentage of payment
that is applicable against a qualification plan entitlement.
For example, an organization might have a rule that gives Workers
in a certain location additional fully paid days of Maternity
entitlement when compared to Workers working in any other
location.
Sample Formula
Requirement: The organization has an entitlement payment band
that is based on the location. Workers belonging to a location that is
in California receive an additional 10 days of fully paid entitlement
for Maternity Leave
THEN
(
BANDPAYFACTOR = 100
BANDENTITLEMENT = 130
)
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ELSE
(
BANDPAYFACTOR = 100
BANDENTITLEMENT = 120
)
RETURN BANDPAYFACTOR, BANDENTITLEMENT
Global Absence Plan Enrollment Start Date :

The Global Absence Plan Enrollment Start Date fast formula can be
used to specify the Qualification date for the absence plan.
For example, an organization might have a rule for Maternity
entitlements according to which the qualification date is on the
absence start date if actual dates are entered or if it is not entered,
then the qualification date needs to be the event date (actual if
available, or else, the planned date). For including such conditional
logic to determine the qualification date, formulas of this type can be
used.
Sample Formula
Requirement: The organization has a rule for Maternity entitlements
according to which the qualification date is on the absence start
date if actual dates are entered. If this is not provided, then the
qualification date needs to be the event date (actual if available, or
else, the planned date).
Solution: A Global Absence Enrollment Start Date formula such as
the one below can be used
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DEFAULT FOR IV_ACTUALCHILDBIRTHDATE IS '4712/12/31
00:00:00' (date)
DEFAULT FOR IV_ACTUALSTARTDATE IS '4712/12/31 00:00:00'
(date)
DEFAULT FOR IV_EXPECTEDCHILDBIRTHDATE IS '4712/12/31
00:00:00' (date)
DEFAULT FOR PER_ASG_REL_ACTUAL_TERMINATION_DATE
IS '4712/12/31 00:00:00' (date)
INPUTS ARE IV_ACTUALCHILDBIRTHDATE (date),

IV_ACTUALSTARTDATE (date),
IV_EXPECTEDCHILDBIRTHDATE (date)
ld_effective_date =
GET_CONTEXT(EFFECTIVE_DATE,'4712/12/31 12:00:00' (date))
IF (IV_ACTUALSTARTDATE WAS NOT DEFAULTED)

THEN
(
ENROLLMENTSTARTDATE = IV_ACTUALSTARTDATE
)
ELSE
(
IF (IV_ACTUALCHILDBIRTHDATE WAS NOT DEFAULTED)
77
THEN
(
ENROLLMENTSTARTDATE = IV_ACTUALCHILDBIRTHDATE
)
ELSE
(
ENROLLMENTSTARTDATE = IV_EXPECTEDCHILDBIRTHDATE
)
)
RETURN ENROLLMENTSTARTDATE
Global Absence Plan Entitlement :

The Global Absence Plan Entitlement fast formula can be used to
define the entire entitlement structure for a qualification plan for
cases where matrix architecture does not fit the bill.
Sample Formula
Requirement: The organization has an entitlement payment band
structures that is based on the location that the Worker works out of.
Workers belonging to a location that is in California follow a different
band structure as compared to Workers in the rest of the country.
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THEN
(
BAND1PAYFACTOR = 100
BAND1ENTITLEMENT = 50
BAND2PAYFACTOR = 75
BAND3PAYFACTOR = 50
)
ELSE
(
BAND1PAYFACTOR = 100
BAND2PAYFACTOR = 75
BAND3PAYFACTOR = 50
)
RETURN BAND1PAYFACTOR, BAND1ENTITLEMENT,

BAND2PAYFACTOR, BAND2ENTITLEMENT,
BAND3PAYFACTOR, BAND3ENTITLEMENT
79
FUSION HCM : ABSENCE MANAGEMENT
Absence Management:
You implement Absence Management using the Absence

Management functional area in the Workforce Deployment offering.
Before you begin, use the Workforce Deployment section of the
Setup and Maintenance work area to access reports for
this offering. These reports include:
• Lists of setup tasks
• Descriptions of the functional areas and features you can select
when you configure the offering
• Lists of business objects and enterprise applications associated
with the offering
Major Task list in Absence management:
Define General Absence :
Use the tasks in this task list to review predefined lookups, value
sets, and flexfields. You might
want to extend or update those values before you set up the main
absence components, such as absence types. The tasks in this task
list are independent of specific absence components, and are not
required to set up absences.
Define Absence Structures :
Use the tasks in this task list to create these absence components:
• Absence Certifications
• Absence Reasons
• Absence Plans
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• Absence Types
Define Absence Formulas and Rates :
The tasks in the Define Absence Structures task list already contain
predefined rules that you can use to define your absence policies.
However, to set up additional rules, use the Manage Fast Formulas
task to write your own formulas and associate them with the
absence components.
Use the Manage Rate Definitions task if you want to define the rate
of payment during absence periods that pertain to specific absence
plans.
Define Absence Time Periods :
Use the Manage Repeating Time Periods task if you want to create
repeating periods to determine how often a worker accrues leave in
an accrual term.
Define Eligibility :
Use the Manage Eligibility Profiles task in this task list to determine
the set of eligible workers who can use specific absence plans and
absence types.
Setup Sequence:
1.a)Lookups
b) Valuesets
c)Flexfields
d)fast Formulas
e)Eligibility profiles
f)Rate definitions
2.a) absence plans
b) absence certifications
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c) Absence Reasons
3.Absence Types
4.Absence categories
Use the following steps to set up absence management:
1. Extend lookups, value sets, and flexfields based on your
requirement. Write fast formulas to include rules in the
absence objects in addition to the predefined ones. Create rate
definitions to define payment rates for absence
plans.
2. Create absence plans to define rules for time accruals and
entitlements. Create certification requests that you want
workers to complete to continue receiving entitlements during
absence periods. Create absence reasons that you
want workers to select while recording absences.
3. Create absence types, such as sickness leave or vacation, and
associate each type with the relevant plans, reasons,
and certifications.
4. Create absence categories, such as personal leave or medical
leave, and associate them with the relevant absence
types for reporting purposes.
Components:
Absence types :Use the Manage Absence Types task to create
absence types.
Absence categories :Use the Manage Absence Categories task to
create absence categories and associate them with
absence types.
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Absence patterns Review: these settings on the Display Features
tab when you create an absence type.
Absence plans :Use the Manage Absence Plans task to create
absence plans.
Absence reasons :Use the Manage Absence Reasons task to
create absence reasons.
Action items : Use the Manage Certifications task to set up a
requirement. Then associate the requirement as an
action item with an absence type so that every absence associated
with the absence type is subject
to that requirement.
Major Tasks in Absence management:
1)Define General Absence Use the tasks in this task list to review
predefined lookups, value sets, and flexfields. You might want to
extend or update those values before you set up the main absence
components, such as absence types. The tasks in this task list are
independent of specific absence components, and are not required
to set up absences.
2)Define Absence Structures Use the tasks in this task list to create
these absence components:
• Absence Certifications
• Absence Reasons
• Absence Plans
• Absence Types
• Absence Categories
3)Define Absence Formulas and Rates The tasks in the Define
Absence Structures task list already contain predefined rules that
you can use to define your absence policies. However, to set up
83
additional rules, use the Manage Fast Formulas task to write your
own formulas and associate them with the absence components.
Use the Manage Rate Definitions task if you want to define the rate
of payment during absence periods that pertain to specific absence
plans.
4)Define Absence Time Periods Use the Manage Repeating Time
Periods task if you want to create repeating periods to determine
how often a worker accrues leave in an accrual term.
5)Define Eligibility Use the Manage Eligibility Profiles task in this
task list to determine the set of eligible workers who can use
specific absence plans and absence types.
Worker Availability: How It Is Determined
The availability of a worker during a selected time period is
automatically determined using:
• Absence entries during that period
• The work schedule that the worker presently follows
• Calendar events
How Worker Availability Is Determined:
Availability forSelected TimeFrame

|
Search for work schedule
|
yes
Work Schedule Found? --->Availability based on work
patterns,calendar events,and absences
| No yes
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Calendar events defined for location or department? --->Availability
based on calendar events,standard working hours,and absences
| No
Availability based on standard working hours and absences.
The application searches for primary work schedules that were

assigned to these workforce structure levels in the following order:
1. Primary assignment of the worker
2. Position
3. Job
4. Department
5. Location
6. Legal Employer
7. Enterprise
If there is no primary schedule assigned to any of the workforce
structures, then the worker availability is determined by:
• Absences
• Calendar events, if created for the worker's location or department
• Standard working hours defined for the worker's primary
assignment
If there are no calendar events created, then the application
determines availability based on standard working hours and
absences.
To determine availability, work schedules assigned to lower
workforce structure levels take precedence over those defined at
85
higher levels.
Eligibility Profiles for Absence Plans:

Use an eligibility profile to determine whether a person qualifies for
enrollment in an absence plan. Eligibility profiles that you
associate with absence plans determine:
• Who can enroll in absence plans
• Who can schedule absences
Using Eligibility Profiles with Absence Plans
To associate an eligibility profile with an absence plan:
1. Create the eligibility profile using the Manage Eligibility Profiles
task in the Absence Administration work area.
2. Associate the eligibility profile with the absence plan using the
Manage Absence Plans task.
Example: To enable only female employees to record maternity
leave, create an eligibility profile using the Manage Eligibility Profiles
task. Then, when you create a maternity qualification absence plan,
select the eligibility profile you created from the Eligibility section on
the Participation tab.
Derived Factors:
Derived factors define how to calculate certain eligibility criteria that
change over time, such as a person's age or length of service. You
add derived factors to eligibility profiles and then associate the
profiles with objects that restrict eligibility.
Derived Factor Types
86
Using the Manage Derived Factors task, you can create six different
types of derived factors:
• Age
• Length of service
• A combination of age and length of service
• Compensation
• Hours worked
• Full-time equivalent
Rate Definitions for Absence Payments :

Use a rate definition to determine the rate of a single unit of
absence for payment during an absence period. However,
you calculate and resolve the rates only in Oracle Fusion Global
Payroll or a third-party payroll application.
This topic as following aspects:
• Using rate definitions with absence plans
• Types of absence payments that support rate definitions
Using Rate Definitions with Absence Plans
To associate a rate definition with an absence plan:
1. Create the rate definition using the Manage Rate Definitions task
in the Absence Administration work area.
2. Associate the rate definition with the absence plan on the Entries
and Balances tab of the Manage Absence Plans
task.
Example: If you want to calculate payments of each time unit when
you disburse an accrual balance, you create a rate
87
definition using the Manage Rate Definitions task. Then, when you
create an absence plan, you select the rate definition that you
created from the Disbursement Rate Rule list on the Entries and
Balances tab.
Types of Absence Payments that Support Rate Definitions
The following list describes the types of absence payments for
which you can associate a rate definition
Absence Payment Rate Rule :
Calculates payment during an accrual and qualification absence
period.
For a qualification absence plan, you can select this rate definition
to calculate payment for a qualification absence period. When you
create a qualification plan, remember that you define qualification
bands to specify the percentage of payment during an absence
period.
Example: You want to award the worker 75% pay up to the first 90
days of the absence. You use a
rate definition to define the calculation method to translate that
percentage into an actual payment
value.
Final Balance Payment Rate Rule :
Calculates payment of accruals when plan participation ends.
Example: If the worker is terminated or loses eligibility for the
absence plan, you might want to use a rate definition to calculate
the final accrual balance. Create a rate definition that considers
the worker's salary details and calculates the payment value for
each unit of accrued time.
Partial Disbursement Rate Rule :
88
Calculates payment when paying out part of an accrual balance.
Example: If the worker is terminated or loses eligibility for the
absence plan, you might want to
disburse the remainder of the accrual balance as cash. Create a
rate definition that considers the
worker's salary details and calculates the payment value for each
unit of accrued time.
Liability Booking Rate Rule :
Calculates the cost of a worker's accrual balance to determine
employer liability.
Example: If the is terminated or loses eligibility for the absence
plan, you might want to determine
employer liability for worker time accruals for the rest of the accrual
term.
Effective Dates in Absence Management :

Date Effectivity:
Date effectivity preserves a history of changes made to the
attributes of some objects. Professional users can retrieve and edit
past and future versions of an object.
Many Human Capital Management (HCM) objects, including person
names, assignments, benefits plans, grades, jobs,
locations, payrolls, and positions are date-effective.
Logical and Physical Records
Date-effective objects include one or more physical records. Each
record has effective start and end dates. One record is
89
current and available to transactions. Others are past or take effect
in the future. Together, these records constitute the
logical record or object instance.
The following changes to the department manager attribute in a
department business object. Each row represents a single physical
record.
Absence Plan Types:

Create accrual plans, qualification plans, and no entitlement plans
using the Manage Absence Plans task in the Absence
Administration work area.
Accrual
Use this type to create absence plans that enable workers to accrue
time for taking paid leave, such as a vacation plan.
Configure rules that determine various aspects of leave time, such
as:
• Length and type of the accrual term in which workers accrue time
• Maximum time that workers can accrue in a term
• Maximum time that workers can carry forward to the next term
Qualification
Use this type to create an absence plan where workers qualify for
the plan and receive payments during the absence period.
For example, use qualification plans for defining absence rules
related to events, such as long term illness or maternity.
Configure rules to determine the payment percentages that apply
for specific periods during the absence, for specific
90
workers.
No Entitlement
Create absence plans of this type to track paid or unpaid absences
without maintaining an accrual balance or providing leave
entitlements, such as periodic accruals. Similar to an accrual plan,
you can define the length and type of the plan term and determine
when eligible workers can enroll in the plan. You can also use plans
of this type in combination with a qualification plan.
For example, use a no-entitlement plan to pay workers if they are
not eligible for a standard maternity
absence qualification plan.
Accrual Plan Rules:

Configure the following rules when you create an absence accrual
plan in accordance with the leave policy of your enterprise:
• Accrual term and frequency
• Plan eligibility
• Enrollment and termination
• Waiting period and vesting period
• Plan limits
• Payments
• Adjustments
Accrual Term and Frequency :
An accrual term is a period of time during which workers accrue
time. You must specify the type of accrual term to use for the plan.
For example, you can define one of these term types:
91
• An accrual term of one calendar year that restarts on January 1
• An accrual term that starts on the worker's annual hire date and
restarts on every anniversary
Plan Eligibility :
Associate an eligibility profile with the accrual plan to determine the
set of workers who can enroll in that plan.
Enrollment and Termination :
Decide when to enroll workers in the accrual plan and choose when
to disenroll a terminated worker from the plan.
Waiting Period and Vesting Period :
Waiting period Define if you want newly enrolled workers to accrue
time only after a specific amount of time elapses
after the enrollment date.
Vesting period Define if you want newly enrolled workers to accrue
time, but not use it until after a specific amount of time.
Plan Limits
Configure the following plan limits:
• Carryover
• Ceiling
For accrual plans, define rules for the maximum leave time that
workers can accrue and the maximum leave time that workers
can carry over to the next term.
Payments
Decide how you want to calculate payment of accrual balances for
the following scenarios:
• When workers must be paid a different rate during the absence
period
92
• When a part of the accrual balance must be disbursed to workers
as cash
• When the cost of accrual balance must be calculated to determine
employer liability
• When the accrual balance must be paid to workers when their plan
participation ends
Adjustments
You can enable the following types of adjustments that HR
specialists can make during maintenance of absence records
and entitlements:
• Discretionary disbursements of accrual balance
• Accrual balance transfers across plans
• Other adjustments
Accrual Plan Term Types:

When you create an accrual plan, you must select one of the
following term types to define an accrual term during which
workers accrue leave:
• Calendar year
• Anniversary year
Calendar Year
The accrual term starts on the month, day, and year that you select.
The term restarts next year on the same day. For
example, if you select January 1, 2015, the accrual term starts on
that day and restarts on January 1, 2016.
Anniversary Year
93
The accrual term starts on the hire date and restarts on each
anniversary. For example, if the enrolled worker's hire date is
May 1, 2015, the accrual term starts on this date and restarts on
May 1, 2016.
Entering a continuous service date when enrolling in the accrual
plan doesn't affect the start date. The continuous service date
affects the length-of-service calculations while processing a waiting
period, vesting period, or plan limits defined in an accrual band
matrix. However, it doesn't affect the accrual term.
Accrual Plan Enrollment and Termination:
Workers are enrolled into accrual plans as a result of employment
and eligibility and disenrolled from accrual plans when
they are terminated or plan eligibility ends. Define when you want to
enroll or disenroll a worker in the Participation tab of the
Create Absence Plan page.
Configure the plan to:
• Automatically enroll workers when they are hired or when a
transfer event occurs.
• Use a formula if you want to consider other aspects or rules to
determine when to enroll workers.
Define a waiting period if you want newly enrolled workers to start
accruing time under that plan only after a specific amount of time
elapses after the date of enrollment.
Configure the plan to automatically disenroll workers as a result of
employment termination or loss of eligibility to a plan. On plan
termination, define how to:
• Disburse the amount for payment if the worker has a positive
absence balance.
94
• Recover the amount from the last pay if the worker has a negative
absence balance.
Absence Plan Eligibility:
An eligibility profile in Absence Management defines criteria used to
determine whether a person qualifies for an accrual or
qualification absence plan. Define eligibility profiles and then
associate it with a plan to determine the set of workers who can
enroll in that plan. To associate an eligibility profile with an absence
plan:
If you want all workers to be eligible for the absence plan, then do
not add an eligibility profile. If a plan does not have an eligibility
profile associated with it, then it does not mean that workers are
enrolled automatically into the plan. New hires may be enrolled
automatically, if that is the option set in the plan definition. Existing
workers have to be enrolled manually.
Accrual Frequency Definition:
Award leave time to workers throughout an accrual term in equal
installments known as accrual periods. Determine the
frequency of accrual periods by selecting one of the following
Accrual Frequency Source values on the Accrual tab in the
Create Absence Plan page:
• Person primary frequency
• Repeating time period
Person Primary Frequency :
95
Select Person Primary Frequency to award time at the start of each
payroll period. For example, if the worker enrolled in
the plan receives weekly payroll, the leave time accrues once a
week.
Repeating Time Periods :
The worker accrues time at the start of each instance in a repeating
time period. For example, you created a biweekly
repeating period for an annual accrual term. The worker accrues
time every two weeks during the term.
You create the repeating time period using the Manage Repeating
Time Periods task in the Absence Administration work area. Then,
associate the repeating time period with the accrual absence plan
on the Create Absence Plan page.
Accrual Plan Limits:
For accrual plans, you can configure the following plan limits:
Carryover Rule Determines the maximum time that workers can
carry over to the next term.
Ceiling Rule Determines the maximum leave time that workers can
accrue
Use an accrual band matrix to build criteria using various factors,
such as length of service, to determine workers who qualify
for specific plan limits. Alternatively, you can use a formula to
determine each plan limit.
Accrual Bands:
Use accrual bands to vary accrual benefits to workers depending on
employment criteria, such as length of service, grade, or
other factors. This topic shows various types of accrual bands that
you can define in the Accrual Matrix section on the Create
96
Absence Plan page.
The examples show accrual bands based on the following factors:
• Location and length of service
• Grade
Accrual Balance Adjustments:

Depending on your access, you can select the following accrual
plan balance adjustment options:
• Adjust balance
• Transfer balance
• Disburse balance
• Update balance details
You can select these balance adjustment options on the Enrollment
and Adjustments menu of the Plan Participation section
on the Manage Absence Records and Entitlements page.
Adjust Balance
Use this option to make special adjustments to plan balances, such
as award leave time to a worker for exemplary
performance at work.
Transfer Balance
Use this option to select a source plan and specify an amount of
time to transfer to a target plan balance. Before you make
this adjustment, review the plan balances of the source and target
plans on the Manage Absence Records and Entitlements
97
page. This helps determine if the worker has enough time in the
source plan balance that you can transfer to the new plan
balance.
Disburse Balance
Use this option to pay out a part of the plan accrual balance to the
worker.
Update Balance Details
Use this option to update the adjustment value and reason, such as
removing an incorrect adjustment value or updating the adjustment
reason as clerical error.
Enabling Accrual Balance Adjustment Options:

Use the Entries and Balances tab on the Manage Absence Plans
page to enable the following types of accrual plan
adjustments:
• Accrual balance transfers across plans
• Discretionary disbursements of accrual balance
• Other adjustments
When you enable these adjustments, it then allows HR specialists
to make adjustments to plan balances on the Manage Absence
Records and Entitlements page. To make adjustments, HR
specialists can select an option on the Enrollments and Adjustments
menu of the Plan Participation section.
Accrual Balance Transfers Across Plans:
This adjustment option enables HR specialists to select a source
plan and specify an amount of time to transfer to a target plan
balance.
98
Discretionary Disbursements of Accrual Balance:
This adjustment option enables HR specialists to pay out a part of
the plan's accrual balance to the worker. If you select this option,
you must also select a disbursement rate rule in the Rates section
to determine how to calculate the payment.
Other Adjustments:
This adjustment option enables HR specialists to make special
adjustments to plan balances, such as award leave time to a worker
for exemplary performance at work. When HR specialists make
adjustments on the Manage Absence Records and Entitlements
page, they can select Clerical or Compensatory as the adjustment
reason.
Qualification Plan Rules:

Configure the following rules when you create an absence
qualification plan in accordance with the leave policy of your
enterprise:
• Plan term
• Plan eligibility
• Enrollment and termination
• Payments
Plan Term
A qualification plan term is an assessment period for which the
Evaluate Absence process calculates entitlements for the
total absent time recorded in that period. When you create an
absence qualification plan, you must select the type of plan term.
99
For example, you can limit the duration of the plan term to the
duration of the absence.
Plan Eligibility
Associate an eligibility profile with the qualification plan to determine
the set of workers who are eligible to record an absence that
belongs to that plan.
Enrollment and Termination
Decide when to enroll workers in the qualification plan. Also, decide
whether ongoing payments under this plan must continue if a
worker is terminated or loses eligibility for the plan.
Payments
Use an entitlement band matrix to determine the payment
percentages that apply for specific time periods during an absence.
Decide how you want to calculate the payment rate of a single unit
of absence. You can use a rate definition to include the calculation
rules, or use a formula. For example, you want workers who have
completed a particular tenure to receive specific percentage of pay
for a specific absence period.
Qualification Plan Term Types:

A qualification plan term is an assessment period during which
absence entitlement for the total absent time recorded in that period
is considered. When you create a qualification absence plan using
the Manage Absences Plans task, you must select one of the
following plan term types:
• Calendar year
• Rolling backward
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• Rolling forward
• Absence duration
Calendar Year
The qualification plan term starts on the month, day, and year that
you select. The duration of the term is one year. For
example, if you select January 1, 2015, the qualification term starts
on that day and ends on December 31, 2015.
Rolling Backward
A rolling-backward term calculates absence entitlements based on
the total duration of absences for a specific time period
that precedes the absence start date. For example, if you specify a
one year rolling period, and the worker's absence start
date is January 1, 2015, then the calculation considers absences
scheduled from January 2, 2014. You can also configure
rules to determine how to deal with absences that overlap rolling
backward terms.
Rolling Forward
A rolling forward term calculates absence entitlements based on the
first date a worker's absence begins and calculates the end date by
adding the term duration to the start date. For example, if the term
duration is 365 days and the absence start date is 12 February,
then the end date will be 11 February of the following year. The
rolling forward option evaluates absences between this start date
and end date to track plan entitlements for that period.
Absence Duration
The absence duration determines the qualification plan term. For
example, if a worker schedules a maternity absence from
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January 1, 2015 to April 15, 2015, then that is the duration of the
qualification plan term.
Qualification Plan Term Overlap Rules:
When you define a rolling backward plan term for an absence
qualification plan, you must select an overlap rule that
determines how to deal with absences where only a partial period
overlaps the current term. The examples in this topic will help you
understand how you can use the:
• Include rule to assess absences that overlap current and previous
terms
• Exclude rule to ignore the entire absence that overlaps the current
and previous terms
• Split rule to assess absences falling within the current term only
The Include Rule
If an absence overlaps the beginning of the rolling period, you
consider the entire absence in the current assessment period.
Scenario: You defined a six-month rolling-backward term in your
qualification plan and set up bands that entitle workers to 20 days
absence at full pay and a further 15 days at half pay.
• The assessment period for a worker began on January 1, 2014.
• The worker starts sick leave on July 1, 2014.
Previously, the worker received payment under the same sick leave
entitlement plan for 15 working days from December 20,2013 to
January 7, 2013.
Because you configured the plan term to use the Include rule, the
previous absence that overlaps the current assessment period is
considered. So for the absence beginning on July 1, 2014, the
worker receives full pay for the first 5 (20 - 15) days of the absence
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and half-pay for the next 15 days.
The Exclude Rule
If a worker is absent at the beginning of an assessment period, this
rule ignores the entire absence that overlaps the period. In the
example used in the previous scenario, for a rolling backward term
that uses the Exclude rule, the worker receives:
• Full pay for the first 20 days of the absence
• Half pay for the next 15 days
Even though the previous absence overlaps the current assessment
period, the worker receives the entitlement band benefits
for the current absence without any deductions.
The following figure shows the usage of the Exclude rule in this
scenario.
The Split Rule
This rule assesses overlapping absences that fall within the current
plan term only. In the example used in the previous
scenario, for a qualification plan that uses the Split rule, the worker
receives full pay for the first 15 (20 - 5) days of the
absence and half pay for the next 15 days.
Qualification Enrollment and Termination Rules:
Define when you want to enroll or disenroll a worker in the
Participation tab of the Create Absence Plan page. Workers
qualify for qualification plan entitlements as a result of an event,
such as childbirth. These entitlements stop when workers are
terminated or plan eligibility ends. Configure the plan to:
• Enroll workers in the plan when a worker or an administrator
schedules an absence using an absence type
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associated with a qualification plan.
• Use a formula if you must consider other aspects or rules that
determine when to enroll workers in the plan.
Decide whether ongoing payments under this plan must continue if
a worker is:
• Terminated
• Not terminated, but loses eligibility for the plan
Absence Plan Eligibility: Explained
An eligibility profile in Absence Management defines criteria used to
determine whether a person qualifies for an accrual or
qualification absence plan. Define eligibility profiles and then
associate it with a plan to determine the set of workers who
can enroll in that plan. To associate an eligibility profile with an
absence plan:
If you want all workers to be eligible for the absence plan, then do
not add an eligibility profile. If a plan does not have an eligibility
profile associated with it, then it does not mean that workers are
enrolled automatically into the plan. New hires may be enrolled
automatically, if that is the option set in the plan definition. Existing
workers have to be enrolled manually.
Qualification Bands: Examples
Use qualification bands to determine the payment percentages that
workers receive for specific time periods during a long
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leave of absence. Use employment criteria, such as length of
service, grades, or other factors to filter workers. This topic
shows various types of qualification bands that you can define in the
Qualification Band Matrix section on the Create Absence Plan page.
The examples show qualification bands based on the following
factors:
• Grade
• Length of service and grade
No Entitlement
Create absence plans of this type to track paid or unpaid absences

without maintaining an accrual balance or providing leave
entitlements, such as periodic accruals. You can also use plans of
this type in combination with a qualification plan. For example, use a
no-entitlement plan to pay workers if they are not eligible for a
standard maternity absence qualification plan.
Difference between Accrual Plan and Qualification Plan
Accrual Plans :
1.Eligibility determined at point of employment event (example: hire)
and employee is enrolled
2.Accruals are run at configured intervals and balances are
calculated
3.System evaluates balances as of the absence end date
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4.Plan termination based on employment termination or loss of
eligibility.
Qualification Plans:
1.Eligibility is used to qualify employee for entitlements when
absence is scheduled or recorded
2.System evaluates eligibility and entitlements as of a “qualification
date”
3.No enrollment data is held
4.Termination of employment may still require payment of
outstanding entitlements
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FUSION HCM: FREQUENTLY USED TABLES IN GLOBAL
HR AND PAYROLL
Global HR :
PER_GRADES
PER_GRADE_DEFINITIONS
PER_POSITIONS
PER_POSITION_DEFINITIONS
PER_JOBS
FND_ID_FLEX_STRUCTURES
PAY_COST_ALLOCATION_KEYFLEX
PAY_COSTS
PER_JOB_DEFINITIONS
PER_ALL_PEOPLE_F
PER_ALL_ASSIGNMENTS_F
HR_ORGANIZATION_UNITS
PER_PERSON_TYPE_USAGES_F
PER_PERSON_TYPES
PER_PERIODS_OF_SERVICE
FND_COMMON_LOOKUPS
PER_BUSINESS_GROUPS
PER_QUALIFICATIONS
PER_ADDRESSES
PER_PEOPLE_EXTRA_INFO
PAY_PEOPLE_GROUPS
Payroll Tables List:
PAY_PAYROLL_ACTIONS
PER_TIME_PERIODS
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PAY_ASSIGNMENT_ACTIONS
PAY_RUN_RESULTS
PAY_RUN_RESULT_VALUES
PAY_PAYMENT_TYPES
PAY_ALL_PAYROLLS_F
PAY_ORG_PAYMENT_METHODS_F
PAY_PERSONAL_PAYMENT_METHODS_F
PAY_EXTERNAL_ACCOUNTS
FND_ID_FLEX_STRUCTURES
PAY_ELEMENT_ENTRY_VALUES_F
PAY_ELEMENT_ENTRIES_F
PAY_ELEMENT_LINKS_F
PAY_ELEMENT_TYPES_F
PAY_INPUT_VALUES_F
PAY_ELEMENT_CLASSIFICATIONS
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FUSION HCM : HCM EXTRACTS
HCM EXTRACTS:
• HCM Extracts can be used for archiving, reporting, and as an
outbound interfacing tool.
• Data Exchange work-area allows you to perform tasks related to

In Bound and Out Bound interfaces, which allows exchange of
data between different HR systems.
• Primary Objective is to generate formatted data out of Fusion

HCM.
Features of HCM extract :

• Metadata based extract definition setup.
• Extract data based on given parameter values depending upon

the file type used.
• Integration with BIP for bursting and output delivery.
• High volume data extraction with multi-threaded processing
• Output in variety of formats (for example, pdf, csv, eft, xml,

Excel)
• Delivery of output in various modes (for example, ftp, email, fax)
• Ability to extract historical data
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• Ability to extract ‘Changes Only’ data
• Ability to view log files for de-bugging purposes
• Ability to Schedule
HCM Extract Setup :

HCM Extracts – Based on Fast Formula Metadata
User Entities – Logical entity associated with block (Department,
Person, Assignment, Addresses)
Database Items – logical database column attribute associated with
data element (First Name, Last Name, DOB)
Components of HCM Extract :
Block represents a logical entity, which contains SQL query for
getting data, For example: Organizations, Persons, Employees, etc.
Block links allow you to define the parent■child relationship
between the entities. For example: you can link Department and
Employee blocks through Department_ID.
Record is a collection of fields (data elements) which should be
archived/extracted
• Data Groups – represent a business area or logical entity, for

example person, assignment, or benefits.
• Extract Records – represent a grouping of related data or a
physical collection of all fields required in the extract. For example,
the Employee data group can have records such as Basic Details,
Pay Details, Location Details, and Primary Contact.
• Attributes – Individual fields inside the extract record. An attribute
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is the lowest attribute level of a HCM extract and represents a piece
of information, for example, person first name, person last name or
person date of birth
Creating New HCM Extract
Steps invoved HCM Extract :
1.Define HCM Extract definition:
Extract definition contains details about what data to be extracted
and structure in which the data has to be extracted.
XML data file is generated based on the structure defined.
2.Create Layout Template:
Defines the format in which data will be delivered.
Create Layout template using MS Word,Excel,PDF,etc
Using BI Publisher
3.Define delivery options:
Defines mode by which the output data will be delivered.
For ex: Define options to generate output on FTP server or mail it
to servers.
4.submit HCM process and view Results:
Submit the extract by entering appropriate parameters
Once the process completed .the archived output is stored in the
tables and can be viewd through UI.
Login to Fusion Application --> Navigator --> Work Force

Management --> Data Exchange --> Manage extract definitions
Extract types:
1- Full Profile (FULLPRF): Use this type for complete employee
and payroll data archives. You can also use this extract type for all
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custom or seeded extracts.
2- Archive Retrieval (ARCRET): Use this type for reports based on
permanently archived data. For example, payslip. This extract type
is intended for seeded extracts only.
3- Benefits Carrier (BENCARRIER): Use this type for providing
data to 3rd party benefits service providers. You can also use this
extract type for custom or seeded extracts.
4- EOY Archive (EOYAR): Use this type for End of Year archives
(HR, payroll, benefits etc.). You can also use this extract type for
custom or seeded extracts.
5- HR Archive (HRAR): Use this type for all HR archives, and you
can also use for custom or seeded extracts.
6- Payroll Archive (PAYAR): Use this type for payroll or payslip
archives. This extract type is intended for seeded extracts only.
7- Payroll Interface (PAYINT): Use this type for providing data to
3rd party payroll service providers. You can also use this extract
type for custom or seeded extracts.
8- Payments (PAYMENTS): Use this type for salary payment
method archives. For example: paid through cheque, bank transfer.
This extract type is intended for seeded extracts only.
9- Other Payroll Archive (PAYROLLAR): Use this type for all
payroll archives. You can also use this extract type for custom or
seeded extracts.
Can Oracle Transaction Business Intelligence (OTBI) integrate

with Fusion HCM Extract?
Yes. You have two options:
1: HCM Extracts can extract the data and produce an output using
CSV, XML or PDF. OTBI can then accept a data source in excel or
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XML format (SaaS customers will need Oracle to set this up for
them).
2: BI Publisher can also accept a data source in excel or XML
format (again SaaS customers will need Oracles help). HCM
extracts has integration with BI Publisher.
Threading database item:

A threading database item is required for implementation of the
Changes Only feature. The threading database item is a unique ID
in the chosen user entity.
Generally for Pay Employee UE, Assignment UE it would be DBI
with %ASSIGNMENT%ID. For Person UE, it would be DBI with
pattern %PERSON%ID.
You can declare one threading database item for one extract. You
can declare the threading database item at the root block or any
child block level. For example, you declare the threading database
item from the location where you need changes only.
Schedule an extract :
You can schedule an extract using a fast formula with ‘Flow
Schedule’ as the type. You can select the following options for
recursive scheduling: Daily, Weekly, and Monthly.
Would HCM Extracts support conversions and inbound
interfaces?
The HCM Extracts tool is for outbound interfaces only. You use this
tool to extract data in the supported layouts and deliver that data in
different file formats.
For a 'Changes Only' extract run, can you include column level
changes only? Or will the extract include the whole row for a
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person if the person has a change?
You can invoke a Changes Only extract run by including the
‘CHANGES_ONLY’ parameter and threading details. This type of
extract can generate incremental data by comparing the previous
runs. There are four modes that we support in the following list:
Parameter Value Description
N Extract produces full output
Y Performs a comparison with previous runs and will
display entire row/data under this action if any of the data elements
have changed.
Attribute Will display elements that have changed or marked as
mandatory.
Attrib_Old Will display elements that have changed or marked as
mandatory plus the previous value.
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FUSION HCM : GLOSSERY
FUSION HCM : TERMINOLOGY

Absence Case
A grouping of related absences that result from the same cause
used for reporting purposes.
Absence Category
A group of related absence types for reporting purposes.
Action Reason
Action reasons provide further explanation to actions, for example,
an action of transfer could have reasons such as reorganization or
career progression.
or
A specific cause of absence that can be selected during absence
recording.
Absence pattern
Predefined rules related to common usages of absences that you
must use as a starting point to create an absence type.
Absence plan
A benefit that entitles workers to accrue time for the purpose of
taking leave and receiving payments during absence periods.
Absence type
A grouping of absences, such as illness or personal business that is
used for reporting, accrual, and compensation
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calculations.
Accrual absence plan
A benefit that entitles workers to accrue time for the purpose of

taking leave.
assignment statement
A statement that formulas use to set a value for a local variable.
Band
A specified range of values. Example: An age band defines a range
of ages, such as 25 to 30, used to determine a person's
eligibility.
Benefits object hierarchy
A structure that enables efficient management of benefits that share
similar attributes. The four object types used to structure benefits
offerings are programs, plan types, plans, and options.
Benefits offering
Any of an organization's nonsalary components of employee
benefits packages, such as health, savings, life insurance,
recreation, goods, or services.
Calendar event
A period that signifies an event, such as a public holiday or a

training course, that impacts worker availability
Annualization Factor
Multiplication factor used to convert base salary to an annualized
amount
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Assignment
A set of information, including job, position, pay, compensation,
managers, working hours, and work location, that defines a worker's
or nonworker's role in a legal employer.
Balance Dimension
The scope of a balance value, such as the period of time over which
it accumulates, and whether it relates to an assignment, terms, or a
payroll relationship.
Ceiling step
Highest step within a grade that a worker may progress to.
date-effective object
An object with a change history. Professional users can retrieve the
object as of a current, past, or future date.
Derived factor
Calculated eligibility criterion that changes over time, such as age or
length of service.
Extensible flexfield
Customizable expansion space used to capture multiple sets of
information within a context or multiple contexts. Some
extensible flexfields let you group contexts into categories.
Fast formula
A simple way to write formulas using English words and basic
mathematical functions. Formulas are generic expressions
117
of calculations or comparisons that repeat with different input
values.
Flexfield
A flexible data field that you can customize to contain one or more
segments or store additional information. Each segment has a value
and a meaning.
Flexfield segment
An extensible data field that represents an attribute and captures a
value corresponding to a predefined, single extension column in the
database. A segment appears globally or based on a context of
other captured information.
Grade
A component of the employment model that defines the level of
compensation for a worker.
Job
A generic role that is independent of any single department or
location. For example, the jobs Manager and Consultant can occur
in many departments.
Key flexfield
Configurable flexfield comprising multiple parts or segments, each
of which has a meaning either individually or in combination with
other segments. Examples of key flexfields are part numbers, asset
category, and accounts in the chart of accounts.
118
Legislation
The base definition that governs certain rules so that Oracle Global
Human Resources can perform differently for
different countries and territories in order to meet statutory
requirements. Can be predefined by Oracle or defined during
implementation using the Manage Legislations for Human

Resources task.
Descriptive flexfield
Customizable expansion space, such as fields used to capture
additional descriptive information or attributes about an entity,such
as a customer case. You may configure information collection and
storage based on the context.
Determinant
A value that specifies the use of a reference data set in a particular
business context.
Effective as-of date

A date used for filtering search results for date-effective objects. For
objects that match the search criteria, the search results include the
physical record in effect on the specified date.
Effective end date

For a date-effective object, the end date of a physical record in the
object's history. A physical record is available to
transactions between its effective start and end dates.
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Effective start date
For a date-effective object, the start date of a physical record in the
object's history. A physical record is available to
transactions between its effective start and end dates.
Element
Component in the calculation of a person's pay. An element may
represent a compensation or benefit type, such as salary,wages,
stock purchase plans, pension contributions, and medical
insurance.
Element classification
Provides various element controls, such as the processing order,
balances feeds, costing, and taxation. Oracle predefines primary
element classifications and some secondary classifications. You
can create other secondary classifications.
Eligibility profile
A user-defined set of criteria used to determine whether a person
qualifies for a benefits offering, variable rate or
coverage,compensation plan, checklist task, or other object for
which eligibility must be established.
Balance Feed
Input value from an element, or all elements in a classification, that
adds to, or subtracts from, a balance.
120
Reference data set
Contains reference data that can be shared across a number of
business units or other determinant types. A set supports
common administration of that reference data.
Regional area
The collapsible region in the work area that lets you control what's
in the local area, for example by selecting a task or running a
search.
salary basis
Characterizes worker's base pay. Identifies payroll details used to
pay base earnings, period of time pay is quoted, factor used to
annualize base pay, components used to itemize adjustments into
different reasons, and grade rate used for salary validation.
Set enabled
A property that describes entities that an organization shares as
reference data. For example, you can indicate a lookup,
customer, location, or document attachment as set enabled.
User-defined criteria
Custom factors used to determine eligibility for objects such as
benefits offerings and rates.
Value set
A set of valid values against which values entered by an end user
are validated. The set may be tree structured (hierarchical).
121
Work relationship
An association between a person and a legal employer, where the
worker type determines whether the relationship is a nonworker,
contingent worker, or employee work relationship.
Work schedule exception
An event that impacts the normal working pattern in a work

schedule.
Business Unit
A unit of an enterprise that performs one or many business
functions that can be rolled up in a management hierarchy.
Calculation Card
Captures values required for payroll calculations for some earnings
and deductions, such as absence payments and involuntary
deductions. For some countries, you can also create various types
of cards to hold default values for tax reporting units or payroll
statutory units.
Compa-Ratio
Salary as a percentage of salary range midpoint. 100 denotes
salary at midpoint.
Content Item
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An individual quality, skill, or qualification within a content type that
you track in profiles.
Cost Hierarchy
The ordering of the levels at which a value for a payroll costing
account segment is available for entry. The application builds each
segment of the account number by checking levels of the hierarchy.
For example, to build the suspense or default account number, the
application checks the department and payroll levels. For the cost
account number, it starts with the element entry level and continues
to the payroll level until it finds a value. For the offset account, it
checks only the element level.
Date-Effective Object
An object with a change history. Professional users can retrieve the
object as of a current, past, or future date.
Descriptive Flexfield
Customizable expansion space, such as fields used to capture
additional descriptive information or attributes about an entity, such
as a customer case. You may configure information collection and
storage based on the context.
Logical record
One or more physical records that constitute a date-effective object.
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Lookup code
An option available within a lookup type, such as the lookup code
BLUE within the lookup type COLORS.
Lookup type
The label for a static list that has lookup codes as its values.
Offering
A comprehensive grouping of business functions, such as Sales or
Product Management, that is delivered as a unit to
support one or more business processes.
Panel tab
A tab on the right side of the page that slides out when you open it.
Each panel tab has an icon as the tab label.
Payroll relationship
Defines an association between a person and a payroll statutory
unit based on payroll calculation and reporting requirements.
Personal payment method

Method of payment to a person for a particular payroll. When an
administrator assigns a person to a new payroll, payments
are made using the default organization payment method for the
new payroll until a personal payment method exists.
Physical record
A single record, with effective start and end dates, in the history of a
date-effective object. Each physical record is a row in a database
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table.
Position
A specific occurrence of one job that is fixed within one department.
It is also often restricted to one location. For example,
the position Finance Manager is an instance of the job Manager in
the Finance Department.
Primary work schedule

Schedule that the application uses to determine the worker's
availability.
Profile option
User preferences and system configuration options that users can
configure to control application behavior at different levels of an
enterprise.
Qualification absence plan
A benefit that entitles workers to paid leave time as a result of an

event, such as childbirth, illness, or injury.
Development Goal
A goal that is geared toward facilitating the career growth of
individuals so that they can perform better in their current job or
prepare themselves for advancement.
Division
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A business-oriented subdivision within an enterprise. Each division
is organized to deliver products and services or address different
markets.
Document Category
A high level grouping of person documents such as visas, licenses,
and medical certificates. Document subcategories provide further
grouping of document categories.
Document Type
A categorization of person documents that provides a set of options
to control what document information to retain, who can access the
documents, whether the documents require approval, and whether
the documents are subject to expiry. A document type exists for a
combination of document category and subcategory.
Effective End Date
For a date-effective object, the end date of a physical record in the
object's history. A physical record is available to transactions
between its effective start and end dates.
Effective Sequence Number

A number that identifies the order of changes made to a
date-effective object in one day. On any day, the physical record
with the highest number is the current record.
126
Effective Start Date
For a date-effective object, the start date of a physical record in the
object's history. A physical record is available to transactions
between its effective start and end dates.
Element
Component in the calculation of a person's pay. An element may
represent a compensation or benefit type, such as salary, wages,
stock purchase plans, pension contributions, and medical
insurance.
Element Entry
The record controlling an employee's receipt of an element,
including the period of time for which the employee receives the
element and its value.
Eligibility Profile
A user-defined set of criteria used to determine whether a person
qualifies for a benefits offering, variable rate or coverage,
compensation plan, checklist task, or other object for which eligibility
must be established.
127
Extensible Flexfield
Customizable expansion space used to capture multiple sets of
information within a context or multiple contexts. Some extensible
flexfields let you group contexts into categories.
F
Fast Formula
A simple way to write formulas using English words and basic
mathematical functions. Formulas are generic expressions of
calculations or comparisons that repeat with different input values.
Flexfield
A flexible data field that you can customize to contain one or more
segments or store additional information. Each segment has a value
and a meaning.
Flexfield Segment
An extensible data field that represents an attribute and captures a
value corresponding to a predefined, single extension column in the
database. A segment appears globally or based on a context of
other captured information.
Flow
An occurrence of a flow pattern that you manage from a payroll
work area or from the Data Exchange work area using the View
Extracts task. The data security for your role determines which flows
128
you can submit and access.
Flow Checklist
A sequence of automatic and manual flow tasks grouped into
activities, such as extract reports and processes, or tasks related to
payroll processing. Submitting a flow generates a checklist that you
use to monitor the flow and manage its tasks.
Flow Pattern
A series of tasks performed in a predefined order, which are
grouped into activities, such as extract reports and processes, or
tasks that cover a phase of the payroll process. The flow pattern is
used to generate a flow, which you can manage from its checklist.
Flow Task
A process or report, or manual task such as verifying results. A flow
pattern can include more than one flow task.
FTE
Abbreviation for full-time equivalent, such as .5 for half-time work.
Global Name
A person's name in a format and language that can be understood
throughout a multinational enterprise.
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Global Transfer
The transfer of a person to another legal employer.
Globals
Store values that are constant over a period of time. You can
reference them in several formulas. Examples include the name of a
rate, a specific date, or a company term.
Goal Plan
A collection of performance goals that are grouped by common
characteristics, such as a specified time frame or a particular
department that must work on them.
Goal Plan Set

One or more performance goal plans that you assign as a group to
a population set.
Grade
A component of the employment model that defines the level of
compensation for a worker.
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Grade Ladder
A hierarchy used to group grades and define their sequence.
Grade Rate
Used to define pay values for grades in a legislative data group.
Grade Step
A level of increment within a grade.
HCM Data Loader data set
A set of data supplied together in either compressed data (.dat) files
or a spreadsheet to be uploaded to Oracle HCM Cloud.
HR
Abbreviation for human resource.
Job
A generic role that is independent of any single department or
location. For example, the jobs Manager and Consultant can occur
in many departments.
Job Family
A group of jobs having different but related functions, qualifications,
and titles. For example, you may group a trust analyst and an
operations analyst into the Analyst job family.
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Job Role
A role, such as an accounts payable manager or application
implementation consultant, that usually identifies and aggregates
the duties or responsibilities that make up the job.
LDAP
Abbreviation for Lightweight Directory Access Protocol.
Legal Employer
A legal entity that employs people.
Legislative Data Group

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.
Local Name
A person's name in a format and language that are readily
understood by users in a single country but that may not be
understood throughout a multinational enterprise.
Lookup Code
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An option available within a lookup type, such as the lookup code
BLUE within the lookup type COLORS.
Lookup Type
The label for a static list that has lookup codes as its values.
Object Group
User-defined set of elements or people that restrict the items you
want to include in various processes and reports.
Organization Goal
A performance goal that specifies the overall objectives of the
organization.
Payroll Batch Loader
An integrated Microsoft Excel workbook loader that helps you enter
data more easily into HCM tables. Used for entering balances,
balance groups, elements, element entries, payroll definitions,
assigned payrolls, bank information for personal payment methods,
formula global values, and user-defined tables.
Payroll Statutory Unit

A legal entity registered to report payroll tax and social insurance. A
legal employer can also be a payroll statutory unit, but a payroll
statutory unit can represent multiple legal employers.
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Performance Goal
A results-oriented goal, often using specific targets, to assess the
level of a worker's achievement.
Person Number
A person ID that is unique in the enterprise, allocated automatically
or manually, and valid throughout the enterprise for all of a person's
work and person-to-person relationships.
Person Type
A subcategory of a system person type, which the enterprise can
define. Person type is specified for a person at the assignment
level.
Position
A specific occurrence of one job that is fixed within one department.
It is also often restricted to one location. For example, the position
Finance Manager is an instance of the job Manager in the Finance
Department.
Quartile
Salary range divided into four equal parts. Quartile 1 is the lowest.
Quintile
Salary range divided into five equal parts. Quintile 1 is the lowest.
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Reference Data Set
Contains reference data that can be shared across a number of
business units or other determinant types. A set supports common
administration of that reference data.
Role Mapping
A relationship between one or more roles and one or more
assignment conditions. Users with at least one assignment that
matches the conditions qualify for the associated roles.
Role Provisioning
The automatic or manual allocation of a role to a user.
Salary Basis
Defines validation and payroll details for worker base pay. It
identifies the currency and period of the quoted base pay and the
factor used to annualize base pay. It optionally identifies
components or rates used to itemize salary adjustments and the
grade rate used to validate salary.
Salary Component
Change reasons that enable itemization of salary adjustments by
entering amounts or percentages for one or more components, such
as merit or cost of living adjustment.
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Set
Classified and grouped reference data that organizational entities
share.
Stage Table
An intermediate table to which records are loaded from a
spreadsheet or file and where some validation occurs.
Tree Node
One of the branching points in a tree structure. It corresponds to a
primary key in the view object of data.
Tree Version
An instance of a tree that includes life cycle elements such as start
and end dates, and indicates whether the tree is active. If a tree is
associated with a reference data set, all tree versions belong to one
set.
URL
Abbreviation for Uniform Resource Locator.
User-Defined Table
Structure of rows and columns that maintains date effective lists of
values. Tables store values as cells for specific row and column
combinations.
Work Relationship
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An association between a person and a legal employer, where the
worker type determines whether the relationship is a nonworker,
contingent worker, or employee work relationship.
XML
Abbreviation for Extensible Markup Language.
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FUSION HCM : FAST FORMULAS
Fast Formulas:
Oracle FastFormula is a simple way to write formulas using English

words and basic mathematical functions
You can write generic expressions for any calculation or comparison
you may want to repeat with different input values
The Fast Formula uses its own language similar to C and PL/SQL. If
you are familiar with either one of these languages, you will not find
it difficult to understand the syntax of the fast formula.
Fast formula is an Oracle HCM payroll engine and other products
like
• Payroll
• Benefits
• Human Resources HCM Extracts
• Compensation Management
• Absence Management
• Time and Labor use the engine.
These products have provided places to attach formula, whenever

there is a need of a Complex/custom logic.
The consultants add their own logic via a set of statements and
subprograms which is the Fast Formula.
Uses of Fast Formula :
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Fast Formulas can be used across various Fusion HCM products to:
–Perform Payroll Calculations
–Define rules for paid time off (PTO) accruals
–Calculate absence duration
–Define custom calculations for benefits administration
–Edit rules for object group population for elements or people
–Validate Element Input Values or User-Defined Tables
–Validation and HCM Extracts
Basic Components of Fast Formula
Before start writing any fast formula, you need to understand the
following.
1) Formula types
2) Context
3) Database items (DBI)
4) Input values
5) Return Variables/Values.
Formula types:
The Formula types are created by products like Benefit (BEN),
Compensation (COMP), and Payroll (PAY). This is giving a name to
a group of formulas. The name will help in identifying which product
the formula is being used and where it is used.
Some examples are given below:
Element Skip,Extract Advanced condition,Extract criteria
Extract record ,Extract rule ,Legislative check ,Net to gross
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Compensation Person Selection: This formula type is from
Compensation (COMP) and is used to validate the person selection
in Compensation and Total Compensation (TCS) process.
Participation and Rate Eligibility: This formula type is from
Benefit (BEN) and is used in COMP, BEN, TCS and ABS to
determine the eligibility of a person.
Total Compensation Item: This formula type is from Total
Compensation (TCS) and is used to create or calculate a value for
total compensation items.
Context:
Context is a very important part of Fast Formula. This is defined for

a Formula Type. Different Formula Types support different set of
Context. You can find the contexts that are supported by a formula
type from the documentation of individual products like COMP, BEN
etc.
The value to the context is set by the application when the fast
formula is executed.
For example, the Compensation (COMP) sets the value to context
like PERSON_ID, ASSIGNMENT_ID etc while executing the Fast
Formula.
The context behaves like a value to the bind variable of a SQL.

For example, let us take the SQL statement,
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“Select Full_name from PERSON_TABLE where person_id =
:P_ID”
In this SQL, P_ID is a bind variable and the value for the bind
variable is provided by the Context, PERSON_ID. The value to the
context PERSON_ID is set by the application while executing the
Fast Formula. In Fusion, Fast Formula developer can also set the
value using method SET_CONTEXTS provided the Fast Formula
type supports the Context.
Related methods for the context are:
GET_CONTEXT : To find the value from the context
CONTEXT_IS_SET: To find whether a context is set
SET_CONTEXTS: to set one or more contexts
Database Items (DBI):
DBI is similar to a single data or a value from a column or a set of

values (Array). In Fusion, you cannot write a meaningful fast
formula without using DBI. DBI provides values from the database
tables. The source of the DBI is called Route. Route is similar to a
“from and where” clause of a SQL statement.
For example of Route: “FROM PERSON_TABLE WHERE

PERSON_ID = :PID”.
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For this Route, there could be many DBIs like Full_Name,
First_Name, Last_Name, Date_of_Birth etc…
DBI = Select clause = Select person_id,

full_name, date_of_birth
Route = From clause and Where clause = FRO
Person_TABLE where person_id = :P_ID
Context = Value for binding variables = PERSON_ID =
000001
The number of DBI (Database items) supported by a Formula type

depends on the context provided by the Formula type.
For example, if a Formula type supports context PERSON_ID and

EFFECTIVE_DATE, the formula type can use all the DBI from
person level. If it also supports ASSIGNMENT_ID and
EFFECTIVE_DATE, it can use the DBI from Employment
(Assignment) too.
Input Values:
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Input values are additional values/information that are passed by
the individual applications to the Fast Formula to assist the Formula
developers while executing the Fast Formula. This information can
be collected from individual application’s documentation.
For example,
Plan Start Date and Plan End Date are input values of
Compensation Plan Setup.
Period Start Date and End Date are input values of Total
Compensation Statement.
Return Variables/Values:
Most of the Formula types do not care about the return variables.
There are some exceptions where some Fast Formulas expect to
return more than one value. Therefore, the variable has to be set
as per the documentation. In these cases, the formula will not work
as expected if the return variables are not correct. In some other
cases, even if there is one return value, it needs to be a specific
return variable.
For example,
Total Compensation Item Fast Formula expects the return variable,
“COMPENSATION_DATES,VALUES,
ASSIGNMENTS,LEGALEMPLOYERS.”
Benefit Eligible fast formula expects the return variable, ELIGIBLE.
In some cases, the formula type expects certain values. For
example, Benefit Eligible and Compensation Person Selection Fast
Formula types expect either a ‘Y’ or ‘N’.
Mostly, the dates are returned in “YYYY/MM/DD” format.
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FUSION HCM : OVERVIEW OF HCM DATA MIGRATION
Fusion Inbound Interface :
1. Extract the data from third party system

2.Transform into HDL/Spreadsheet/Payroll batch file format
3.Zip the data file
4. Place the file in fusion UCM.
5. Run the HDL/Payroll batch loader
HCM Data Loading:

1. objects can refered by their name or Fusion ID
2. wider range of objects supported
3. Deletion Supported
4. Incremental load supported
FBL:
1. Generating the GUID
2. Limited object support
3. Deletion not supported
4. Incremental load not supported
Spreadsheet data loader :

1. Less volume of Data
2. Each object have ceperate excel for each task like create/update
Payroll Batch Loader:

1. Loading payroll related objects
Keys :
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Integration Key map Table : ORACLE Fusion ID , Source System
ID
Belonging object Application Table : Oracle Fusion SurrogateID,
User Key .
Enterprise setup data:

Setup data :
Master data :
Before starts the data migration manual setups required for below
data:
Business object Task
Application reference data set Manage Reference data sets
Assignment Status Type Manage Assignment status
Business Unit Manage Busibness Unit
Content Type Manage Profile Content Types
Currency code Manage Currencies
Element Type Manage elements
Legal Entity Manage Legal entity
Official Language Code Manage Languages
Profile Type Manage Profile types
Schedule Manage Work Schedules
Person Types Manage Person type
Lookup Type
Worker Data Loading:

Person Address
Person Email
Person name
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Person Legislative Data
Person Phone
Person Visa
Work Relationship ---> Employment Terms ---> Assignment
Worker extra information
Roles :
Human capital management application Administrator
Human Capital management Integration Specialist
above 2 are job roles
Duties are :
HCM data load Duty
HCM data load error managemnt Duty
File import and export management duty
HCM Data Loader Keys :

Keys are used for unique identification of :
1. Business object component
2. Parent business object component
3. Any other object referenced by a business object component.
Whether you are planning to implement coexistence with ongoing

data sync, one time conversion or ongoing integrations you must
select the right key type to identify records uniquely. If you select a
wrong key type then it may result in huge amount of rework down
the line.
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So please pay special attention to various key types and see what
makes most sense in your situation,
Supported Key Types:

HCM Data Loader (HDL) supports 4 different types of keys as listed
below (in the order of key resolution sequence)
GUID – Oracle Fusion Global Unique ID

Oracle Fusion Surrogate ID
Source Keys
User Keys
Oracle Fusion GUID:
• Integration Key Generated by Fusion
• Generated in Oracle Fusion when a record is created
• Hexadecimal value
• Unique across all objects
• Held in Integration Key Map
Oracle Fusion Surrogate ID :
• Fusion Generated Unique ID
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• Generated in Oracle Fusion when the record is created
• Numeric value
• Unique only for the object type
• Held on the object
Source Keys :
• Source System Key Information
• Two values combined: SourceSystemOwner , SourceSystemID
• Held in Integration Key Map
User Keys :
• User Readable and Generated Keys
• Natural values
• One or many attributes
• Sometimes alternatives
• Sometimes updateable
• Held on the object definition
Notes:-
148
1. You can use surrogate IDs when updating objects, but the IDs
may not be readily available to Oracle HCM Cloud users.
2. Default source keys are generated only if you don't supply a
source key when creating an object.
3. You can't use user keys alone when updating some objects
because their values are subject to change.
4. Keys that aren't held on the object exist in the Integration Key
Map table.
Integration Key Map table
Keys that aren’t held on the object are stored in the HDL integration
key map table - HRC_INTEGRATION_KEY_MAP. You should be
able to use BIP to fire up a SQL statement and view the contents of
this table. e.g.
select OBJECT_NAME, SOURCE_SYSTEM_ID,

SOURCE_SYSTEM_OWNER, SURROGATE_ID,
RAWTOHEX(GUID) guid from
fusion.HRC_INTEGRATION_KEY_MAP WHERE
SOURCE_SYSTEM_OWNER ='STUDENT1‘
Fusion GUID: System generated GUID

Source Key: Source System Owner is the reference to source
application like PS or EBS, Source System Key is the actual key\id
provided in the Location.dat file.
Surrogate ID: System generated. In this case it is the primary key
from locations record. e.g. select * from
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PER_LOCATION_DETAILS_F_VL where location_code =
'STUDENT1 Location1‘ (Result Location ID = 300000001572671)
User Key:- Best way to get this info is the Business Object
Documentation from MOS or other option is UI as shown below.
Online page should highlight user keys with *
Classification of keys based on storage location:

Integration Key map Table : oracle fusion guid,Source system id
Belonging Object application table : Oracle fusion surrogate id, ser
key
File instruction tags :

METADATA: Business object component and the attributes for
which values are included in the data file.
MERGE: Data to be added to oracle fusion Merge : Create/Update
DELETE :Business objects components to be removed from Fusion
HCM.
SET : Enables override of the default behaviour of the file
Comment : Add comment in the data file
Line structure :
Definition : METADATA|file descriminator|Atttribute1| Attribute2|...
Data : MERGE|File descriminator|Value1|Value2|Value3|...
Control : SET FILE_Delimeter,
Comment : COMMENT This file contains data related to worker
and batch no 12
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FUSION HCM : DATA LOADING SCOPE (HDL SCOPE)
HCM Data Loader (HDL) - What is the Scope Parameter?

Setting the scope for HDL is one the steps in preparing your Oracle
Fusion HCM environment for data conversion or integration using
HDL. In this article we will discuss available options and evaluate
pros and cons for each.
Where to specify the HCM Data Loader Scope?
You need to specify the scope parameter on the fusion setup

manager task – Configure HCM Data Loader.
Available Options:
Limited Mode:- Only business objects not supported by HCM
File-Based Loader can be loaded using HCM Data Loader. Limited
mode was designed for early adopters of HDL in R9 and it allowed
customers to test use of HDL for newly supported objects without
disrupting their use of FBL for existing objects. For e.g. One can
continue to use FBL for existing integrations and uptake HDL for
newly supported objects such as Document of Records, Security
Objects , Area of Responsibility, Role mapping etc.
Full Mode:-HCM Data Loader is used for bulk loading data into all
supported business objects. HCM File Based Loader and HCM
Spreadsheet Data Loader are disabled. With R10 and GA for HDL,
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Full mode is the default for all new customers. Existing customers
who upgrade to R10 will not be forced to switch to Full mode,
however they must start planning for this move. Switching from
Limited to Full is a one-time switch and customers and their
partners must take action to convert data files to work with HDL
before they make the switch to Full mode.
Important:
There is NO back and forth switch between these modes so if you
switch to full mode, there is no going back to FBL. User interface
will not allow you to switch back to Limited mode once scope has
been set to FULL. It will also disable the HCM Spreadsheet loaders
as they are based on FBL engine. (Payroll Batch Loader or
Compensation Spreadsheets or Benefits Enrollment Spreadsheets
should continue to work as is)
HCM Spreadsheet Loader:
Here is the navigation for HCM Spreadsheet Loaders which will no
longer work if you use HDL full mode. As you can see, this does not
include speciality loaders such as Payroll Batch Loader or
Compensation Spreadsheet loaders or Benefits Enrollment Upload
etc, as those spreadsheet loaders will continue to work even with
HDL full mode. HCM spreadsheet loaders accessible via Data
exchange UI are based on FBL engine and thats the reason why
they will not function in HDL full mode.
Conclusion:
You could be implementing Fusion HCM very first time or simply
trying to switch from FBL to HDL, before you get started with HDL
you must understand the implication of the scope parameter. This
parameter controls whether the system is using HDL in Limited or
Full mode and determines if you could use HCM Spreadsheet
152
loaders or not. In future these limitations should be a non issue
once HDL compatible spreadsheet loaders are released.
153
FUSION HCM : HCM DATA LOADING ERRORS or HDL
ERRORS
HCM DATA LOADING ERRORS :

Error :
ERROR : An invalid hint was specified for the contractType flexfield
attribute in the METADATA line. The Contract Information context is
invalid for the PER_ASSIGNMENT_EIT_EFF flexfield code.
(HRC-1035426)
STEPS
-----------------------
The issue can be reproduced at will with the following steps:
1. Navigator -> Data Exchange
2. Import and Load Data
3. Import worker.dat - AssignmentExtraInfo
4. See import error
BUSINESS IMPACT
The issue has the following business impact:
Due to this issue, users cannot import worker.dat.
CAUSE
Space in context name is causing a problem.
Determined by reviewing dat file.
SOLUTION
Recreate a context without space(manage extensible flex fields)
154
and if space is required, please give _ and try to load the data
Error :
You must provide a value for the attribute From Date
STEPS

Load batch data
CAUSE
The cause has been identified as
1. Value for DateFrom is missing in PersonEmail
2. Assignment and WorkTerms - date splits are not matching
3. AssignmentNumber in Assignment and WorkTerms are matching.
This has been confirmed after verifying worker.dat file provided by

customer
SOLUTION
To implement the solution, please include the following things in
Worker.dat file
1. Adding DateFrom in PersonEmail
2. By providing effective end date for assignment
3. AssignmentNumber in WorkTerms should be
WorkTermsAssignmentNumber
Error :
Getting errors when importing a DepartmentTreeNode.zip
The staging tables are empty
ERROR
155
Load - An error occurred when evaluating advanced grouping and
ordering expressions in procedure
HRC_DL_UTILITY.CHUNK_STAGE_LINES at step 150:
ORA-01436: CONNECT BY loop in user data.
STEPS
1.Load DepartmentTree data using HDL
CAUSE
Data issue
There is a line with the same value for DepartmentName and
ParentDepartmentName. That is generating loop in user data.
SOLUTION
1. Correct the data by providing a correct value for
ParentDepartmentName different than the value provided in
DepartmentName
2. Re-test the issue
Error:
Invalid Assignment Category attribute
Solution:
1. Navigate to Workforce Deployment -> Define Common HCM
Configuration -> Define Workforce Records -> Define Employment
Record Values -> Manage Work Terms and Assignment Lookups.
2. Select EMP_CAT and make sure the errored Assignment
Category is available for the specific legislation. If not there, create
one.
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3. Please make sure you enter the end date as end of time
(12/31/4712) correctly
Error: You must provide the new start-date value in the New
Start Date field.
Cause: There exists a WorkRelationship(WR) with
SourecSystemId(SSI)= 'WRXXX' and DateStart is 'XXXX-XX-XX'
Solution:
1 If you are trying to create a new WR, please change the
SourecSystemId(SSI)of WorkRelationship Also its reference in
WorkTerms and Assignment
2 If the intention is to correct the existing WR, then provide
DateStart = XXXX/XX/XX and its new value in 'NewDateStart'
3. The error "You must provide the new start-date value in the New
Start Date field." is thrown in the case of update WorkRelationship
when the DateStart
in the DB does not match to the one provided in the dat file.
Please check if the WR already exists in the DB.
4. Also please have the value of NewDateStart removed from WR.
This attribute is used to capture the new value of DateStart if in
case it is required to move the DateStart.
Error: The values XXXX are not valid for the attribute JobId.
Solution: Load/Create Job file and re-laod the worker file
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Error: The object PeriodOfServiceId attribute value is null and
does not match the parent object expected value
300000005094797.
Cause: Employee might get transferred from one legal entity and
other legal entity
Solution: Handle this case as a global transfer
Error: The value of the attribute SalaryBasisId is not valid

Causes:
1. When the legislative data group id of the salary basisrecord
referred in the salary record does not match with the legislative data
group id derived from the legal entity id of the assignment record -
this error is thrown. This could be due to the update of the legal
employer value of WR records which would not have been
successful.
2. In some cases, this could happen due to invalid salary basis
records being referred.
3. In some cases, this could happen due to invalid salary basis
records being referred.
Solution:
1. Could be resolved by delete and reload of the associated WR.
2. Load the Salary Basis records into Fusion prior to loading the
Salary records.
3. If we are still not able to resolve the issue, log a Oracle Support
Service Request with the Loader_Batch_ID or Batch_Name to help
you with Salary load failing with this error (SAAS customers only)
Error:
158
After a worker is created, you cannot update the user information or
roles through the Worker Service. Solution: Make updates through
the User Service.
159
FUSION HCM : PERFORMANCE MANAGEMENT
FUSION HCM PERFORMANCE MANAGEMENT :

Oracle Fusion Performance Management Overview
Worker Performance :
Performance documents are used to evaluate workers on their
competencies and performance goals
Performance template can contain competencies from the content
library and goals from the goal library
Performance documents can contain competencies from the worker
job profile and content library
Performance documents can contain goals from the worker’s My
Goals page and goal library
Worker job profile can be updated with results of competency
ratings in performance document
Performance ratings can be viewed by managers in a talent review,
on the worker Portrait, and in Oracle Fusion Compensation
Management
During a performance evaluation, the line manager or worker can
prompt the application to update a performance document
to include updated competencies from the worker's job profile and
content library, as well as new and revised
performance goals. Also, the content can populate the performance
document automatically when it is created if the
performance template has been configured that way.
Worker Performance Setup and Maintenance Tasks :
Setup tasks in FSM under Define Worker Performance:
Manage Value Sets
160
Manage Worker Performance Lookups
Manage Worker Performance Descriptive Flexfields
Manage Worker Performance Profile Option Values
The ongoing maintenance tasks are:
Manage Performance Roles
Manage Process Flows Definitions
Manage Performance Document Types
Manage Performance Template Sections
Manage Performance Templates
Manage Eligibility Profiles
Manage Eligibility Batch Process
Manage Rating Model Distribution
Manage Worker Performance Notification Settings
Performance Management Considerations :
Implementation Key Considerations:
How many performance templates need to be set up? - Types and
variations
How many types of evaluations are there?
- Annual evaluation
- Project evaluation
Are there variations for evaluations across the organization?
Are the evaluation tasks always the same?
Are the evaluation periods always the same?
Are all employees evaluated on the same content? - Will there be
multi-participant evaluations?
Will notifications be activated?
Which of the delivered notifications will be activated?
161
What functionality should be included in the performance template?
- Which process flow and tasks need to be included?
- Does the process flow include approvals? - What content will be
evaluated?
--- Options: competencies, performance goals - Will sections and/or
content be rated?
- Will sections and/or content be weighted?
- If including ratings, will calculated ratings be used?
- If including ratings, which rating models will be used?
- Will participant feedback be used, and if so, how many
questionnaires are required?
- Will eligibility profiles be used?
Configuring Performance Setup Options:
Key Setups:
Manage performance lookups
Manage value sets and descriptive flexfields ■ Define performance
profile option values
Manage performance notification settings
Configure Performance Management Lookups Lookups
You can set the lookups in the Setup and Maintenance work area
using the Manage Common Lookups task or the Manage Worker
Goal Setting Lookups task.
Some Performance Management lookups have extensible
customization levels. These are:
HRA_DOCS_TASK_BACK_REASON: Reason for moving back in a
performance document from one task to another, such as
Administrator error or Task owner request.
162
HRA_DOCS_TASK_FWD_REASON: Reason for moving forward in
a performance document from one task to another, such as Task
owner on leave/not available or Task not completed by due date.
Other Performance Management lookups do not have extensible
customization levels and cannot be edited or deleted. These are:
HRA_EVAL_STEP_STATUS: Status of tasks in the performance
document, such as Not started or Completed.
HRA_PARTICIPATION_STATUS: Participant status for 360
feedback evaluation of worker, such as Not started, Request not
sent, or Locked out.
HRA_PERF_CALC_RULE_TYPE: Calculation rule used for overall
ratings in template, including Average, Sum, and Band.
HRA_PERF_COLLAB_STATUS: User who has control of the
performance document, including Worker and Manager.
HRA_PERF_DOC_CONTROLLER: Role of user who has control of
the performance document, including Worker and Manager.
HRA_PERF_DOC_OPEN_STATUS: Overall Status of an open
performance document, such as In progress, Approved, or Approval
not required.
HRA_PERF_DOC_STATUS: Overall Status of a performance
document, such as Approved, Rejected, and Document shared
worker.
HRA_PERF_EMAIL_TYPE: Type of e-mail generated by the HR
specialist, such as a general notification or reminder of a missing or
late performance document.
HRA_PERF_ITEM_CALC_TYPE: Calculations rules for an item,
including Performance, Proficiency, and Proficiency multiplied by
performance.
163
HRA_PERF_ITEM_RATING_TYPE: Types of ratings that are used
for an item, including Performance, Proficiency, and Proficiency and
performance.
HRA_PERF_MAPPING_METHOD: Mapping method available for
rating calculations, including Nearest, Highest, and Lowest.
HRA_PERF_OWNED_BY: Owner of an item in the performance
document, including Worker and Manager.
HRA_PERF_ROUNDING_RULE_CODE: Rounding method used in
rating calculations, including Standard, Up and Down.
HRA_PROCESS_TASK_CODE: Tasks available in the process
flow, such as Worker self-evaluation and Manager evaluation of
workers.
HRA_ROLE_TYPE: Role of the user in the performance document,
including Worker, Manager, and Participant.
HRA_SECTION_TYPE: Type of section in the performance
template, such as Profile content, Goals, or Overall summary
HRA_ELIGIBILITY_STATUS: Eligibility status of worker for
performance documents, such as Eligible, Forced eligible, and
Forced ineligible.
HRA_RELATION_TO_WORKER: Relation of performance
document participants to worker, including All internal and Peer.
Configure Performance Profile Settings :
Performance Management has three profile options:
Default Rating Model for Performance Management Analytics:
Specify the Default Rating Model for the Performance Management
Analytics profile value. The ratings and comparisons can appear in
the:
- Performance tab on the line manager dashboard
164
- Performance and Potential box chart on the line manager
dashboard, the Human Resource Specialist dashboard, and the
Promotion business process
- My Organization Rating Distribution analytic on the line manager
dashboard - Rating History analytic on the Experience and
Qualifications profile card
- Comparison feature in the Oracle Fusion Workforce Deployment
business process
Number of future years from the current date for which to display
performance documents as determined by the performance
document end date: Specify how many years ahead of the current
date to display performance documents, which will include all
performance documents with end dates that lie within the range of
the future date. For example, if the value is 2, and the current date
is January 1, 2013, documents with an end date equal to or before
January 1, 2015, can appear on the list.
Number of past years from the current date for which to display
performance documents as determined by the performance
document end date: Specify how many years ahead of the current
date to display performance documents, which will include all
performance documents with end dates that lie within the range of
the past date. For example, if the value is 3, and the current date is
January 1, 2013, documents with an end date equal to or after
January 1, 2010, can appear on the list.
Displaying Performance Ratings Based on the Rating Model
Set the profile option for Oracle Fusion Performance Management
to define the rating model that is used in performance documents to
provide the overall ratings that display in analytics and comparisons
of workers. The worker's overall rating for the latest performance
165
document using the profile value will be displayed on the pages of
other business processes and can be used to make comparisons
between workers or a worker's past and present ratings.
Accessing Performance Profile Options:
All three of the Performance Management profile options can be
accessed in FSM using the Manage Profile Options task, which can
be used to access profile options for all
Fusion applications. The profile options can also be accessed in
FSM using the Manage Worker Performance Profile Option Values
task in the Workforce Development offering.
Manage Performance Management Descriptive Flexfields
Performance Management Descriptive Flexfields:
These are the descriptive flexfields available for Performance
Management and where they are used:
HRA_DOC_TYPES_B: Fields for document type displayed on the
Create and Edit Performance Document Type pages.
HRA_SECTION_DEFNS_B: Fields for section details displayed in
the Details region of the Create and Edit Performance Template
Section pages.
HRA_TMPL_DEFNS_B: Fields for performance template details
displayed on the General tab of the Create and Edit Performance
Template pages.
HRA_TMPL_SECTIONS: Fields for performance template section
details displayed on the Structure tab in the Additional Information
region of the Create and Edit Performance Template pages.
HRA_EVALUATIONS: Fields for evaluation details used in a
performance evaluation displayed in the Additional Information
region of a performance document.
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NOTE: Two additional flexfields, HRA_EVAL_ITEMS and
HRA_EVAL_RATINGS, are not currently used.
Manage Performance Document Types

Define Performance Document Types Key Concepts:
Document types categorize the types of performance documents
that are valid for an organization.
Document types are defined based on your organization's
requirements.
Examples: Annual evaluation, semiannual evaluation, or a project
evaluation.
Manage Performance Templates
Define Performance Templates Key Concepts:
Performance template required to create performance documents
Participant roles required to access performance documents
Configure the template on a series of tabs -General
-Process -Structure -Content
-Document Periods -Summary
Define Questionnaires:
Describe questionnaires
Identify questionnaire lookups
Manage questions
Manage questionnaires and templates
Using Templates to Maintain Consistency and Configuring for
Specific Uses
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Gather feedback from questionnaires from respondents
Target specific audiences
You can create questionnaires to:

Add to performance documents to gather feedback from
participants, other than direct managers, who are requested to
provide feedback about workers.
Calculate worker potential rating during the content preparation
stage before a talent review meeting.
Manage Questions :
Key Concepts:
• A repository of questions for questionnaires
• Question types
• Responses associated with question
• Rating models used in responses
Question Library:
Configuring Questions and Responses in the Question Library
You configure questions and responses in the question library to
add to the questionnaire. You can create four types of questions
and for each question type you also configure specific responses
and select the presentation method to determine how the response
appears. For example, for the single select question type, you can
specify either that the possible responses appear in a single select
choice list or as radio buttons.
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Questionnaire Question and Response Types :
You can create questions from any of four question types to add to
the question library, and ultimately, to questionnaires.
The available question types are:
Text
Single choice
Multiple choice
No response
Questionnaire Question and Response Types Details :
Text :
For the text question type, a respondent enters a response in a text
field. Answers can be any text, such as single words or sentences,
or characters. You specify a maximum number of characters the
response can contain, and you can optionally specify a minimum
number the respondent must enter.
For the response text field, you specify to utilize either plain text, or
rich text, to let respondents format their responses using bold,
underline, and other characteristics.
Single Choice :
With the single choice question type, you create a question and
respondents select one response from a list you provide. You select
whether to display the responses as either a single select choice
list, or radio buttons.
Respondents can select from either responses that you create, or
from a rating model. When you associate a rating model with the
response type, the possible responses are drawn automatically from
the values of the rating model. For example, if the rating model
contains five rating levels, the short description and the name
associated with the level for all levels, are added directly as
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responses from which the respondent can choose.
Multiple Choice :
Use the multiple choice question type to create a question and
permit respondents to provide one or more answers. Create the
responses and specify whether the responses are presented as
check boxes or a choice list. You can optionally set both a minimum
and maximum number of required responses.
No Response :
Use the no response question type to add a question with no
accompanying responses. You can use it to add additional
instructions or information in the section, or let respondents add
attachments as a response.
Responses :
Along with the questions, you also specify the responses and how
the responses are presented in the questionnaire. You can also
specify whether to allow respondents to add attachments to the
response.
Rating Models :
Rating models are generally used to rate workers on their
performance and level of proficiency in the skills and qualities, along
with potential, impact of loss, and risk of loss, talent score, and
other attributes.
Rating models can appear in questionnaires for:
Performance evaluations: The rating level is used as a guideline
in questionnaires, and is not used to rate workers.
Potential Assessment: In a talent review, the potential rating

model is used to calculate worker potential based on responses to
the questions.
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Rating models for questionnaires include the following
component:
Rating Levels: Rating levels identify the qualitative values, such as
1, 2, 3, or 4, that you use to rate or score a worker's performance
Manage Questionnaires and Templates :
Key Concepts:
Template required to create questionnaires
Questionnaire presentation
Access control
Sections
Questions
To create a questionnaire, you must first create the template. You
can then edit the configuration settings in the questionnaire that
were inherited from the template.
Questionnaire Considerations
When creating a questionnaire template or questionnaire:
Determine the intended participant for the questionnaire
Format basic information
Add and format content
Questionnaire Considerations Details :
Determining the Intended Audience for the Questionnaire
You can set up questionnaires to apply for general purposes and a
widespread audience, or to specific audiences. For example, you
can create questionnaires for:
All participants who provide feedback for all performance

documents, or to all performance documents for a specific
evaluation period.
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A more targeted audience, such as for a specific role like manager,
peer, or internal customer
An even more specific audience, such as for "Peers for the Q2
performance document for 2013"
Formatting Basic Information
Specify the basic information for the questionnaire template or
questionnaire, to make searching and categorization easier and
control access.
Adding and Formatting Content
You control how the various sections in the template appear by
specifying sequence, appearance, and formatting for questions and
responses.
Questionnaire Controls:
ID and Folder :
An ID containing only numbers is generated automatically for each
questionnaire template and questionnaire.
You can change it to any combination of numbers or characters you
need to make it easier to search for or identify.
Owner Name :
The Privacy setting controls access to the questionnaire or
template.
Private: Only the owner can then edit the questionnaire or template.
Public: Anyone with permission to access the questionnaire or
template can edit it.
Worker Performance Manage and Worker Performance
Objectives :
CONCEPTS :
Describe Oracle Fusion Performance Management
Configure performance setup options
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Create and manage performance documents
Perform an evaluation
Administer and monitor worker performance documents
Oracle Social Network for Performance
Key Concepts:
Enable Oracle Social Network (OSN) to enhance collaboration with
key individuals about performance documents
Set up using the Manage Oracle Social Network Objects page
Determine the Performance attributes to use with OSN
Manage Oracle Social Network Objects for Performance Details
Enable Oracle Social Network to Enhance Collaboration
You can set up Oracle Social Network to work with performance
documents so key individuals can share critical information with
each other and enhance the performance evaluation process. On
the performance document you click Social to access Oracle Social
Network and start a conversation about the performance document.
Setting Up Oracle Social Network Objects
Use the Manage Oracle Social Network Objects page, which you
can access by starting in the Setup and Maintenance Overview
page and searching for the task Manage Oracle Social Network
Objects. You can set up Oracle Social Network to be either:
Manual: Recommended; the object is enabled for manual sharing
with Oracle Social Network, where the social network user decides
whether or not to share each instance of the object with Oracle
Social Network. Once shared, all updates to enabled attributes of
the object instance, and deletes, are sent to Oracle Social Network.
Updates to attributes that are not enabled are not sent.
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Automatic: Automatically sends new object instances and updates
to Oracle Social Network. All object instances are automatically
shared with Oracle Social Network upon creation and all
subsequent updates to enabled attributes of the object instances,
and deletes, are automatically sent to Oracle Social Network.
Determine the Performance Attributes to Use with OSN
You can attributes that display with each conversation related to the
object that identify the object. You can enable any, or all of these
attributes for Performance in Oracle Social Network:
Social Object Name (the page where the object was initiated)
Performance Document
Evaluated By
Start Date
End Date
Manage Performance Roles
Performance Roles Key Concepts:
Creating roles for participants that are eligible to access the
performance document to provide feedback
Providing description to assist users to determine which role to
assign to each participant
Manage Performance Roles for Participant Feedback
Create roles to expand the scope of the performance evaluation to
include 360-degree feedback from participants other than the
worker and the worker's manager. To implement multi-participant
feedback, you must first define the roles that can participate in the
process. Participants can rate workers, and answer questionnaires
about the worker.
To make roles eligible to provide feedback, you must:
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Define Performance Roles: You can create as many roles as
required for the evaluation process that your organization employs.
For example, you might have roles such as peer, mentor, or
colleague. Every role that you create is classified as a participant
role type. The manager and worker roles are required; you cannot
delete or edit them. You can, however, create performance
templates that do not require either the manager or worker role to
answer a questionnaire, though you must add the role names to the
template to permit the manager or worker to view feedback.
Provide a Role Description: Along with the role name, you can
add a description for the role. The description appears on the
Manage Participant Feedback pages to assist users in determining
which role to assign to each participant.
Make Roles Available to Access the Performance Document: The
participant roles you create, along with the manager and worker
roles, are eligible to access the performance document to provide
feedback. You must select the roles in the general performance
template settings and in each section they will access to make them
available to the role in the performance document.
Associating Questionnaires to Roles: Each role is eligible to
respond to only one questionnaire for each performance document
within a performance period. You associate roles to the
questionnaires that the role uses in the performance template.
Worker Eligibility for Performance Documents
Key Concepts:
Making performance documents available for a specific population
Defining eligibility requirements by criteria you select
Associate eligibility profiles to performance templates
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Running a batch process to determine all eligible workers for a
document
Worker Eligibility for Performance Documents Details
Making Performance Documents Available for a Specific Population
You can use eligibility profiles to restrict access to performance
documents based on the workers who meet the eligibility profile
criteria.
Defining Eligibility Requirements by Criteria You Select
You can restrict performance documents to workers who meet
eligibility requirements by job, job role, location, age, or other
criteria. For example, you can add a location eligibility profile to a
performance document if you want to restrict the document to
individuals in a specific location. You can further refine eligibility by
adding length of service criteria to restrict workers by both location
and length of service.
Associate Eligibility Profiles to Performance Templates
You associate eligibility profiles with performance templates and
periods to restrict them to eligible workers.
Running a Batch Process to Determine All Eligible Workers for a
Document The batch process enables you to determine all the
workers who are eligible for all available performance documents for
a given period.
Defining Multiple Values for a Criteria Type
If you define multiple values for the same criteria type, such as two
jobs, a person needs to satisfy at least one of the criteria to be
considered eligible. For example, a person with either job is eligible.
If you include multiple criteria of different types, such as job and
position, a person must meet at least one criterion defined for each
criteria type.
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Worker Eligibility Process Flow :
Process Flow
To use eligibility profiles for performance documents, you must:
Create the profiles (or use existing ones that qualify for use in
Performance)
Add the eligibility profiles to the performance template used for the
documents you need to restrict
Run either or both the eligibility batch process and the individual
worker eligibility process to determine who is eligible for which
documents
Create performance documents, which are then available only to
qualified workers
Manage Talent Eligibility Profiles
Key Actions:
Defining Eligibility Requirements by Criteria You Select
You can define eligibility profiles using criteria such as job, job role,
location, age, or many others.
Attributes for Performance Eligibility Profiles
When creating an eligibility profile for performance documents, you
can select any profile usage. However, because eligibility for a
performance document is determined by assignment, you must
select Specific assignment as the assignment to use. Specific
assignment is automatically selected if you first select Performance
as the profile usage. Then, when the eligibility process is run, it
evaluates every assignment for a worker to determine which, if any,
performance documents the worker is eligible to use for each
assignment.
Manage Eligibility Batch Process
Key Actions:
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Running a batch process to determine all eligible workers for a
document
Select the effective as-of-date
Select performance document name
Select performance document start date
Select performance document end date
Manage Eligibility Batch Process Details
Running a Batch Process to Determine All Eligible Workers for a
Document The batch process enables you to determine all the
workers who are eligible for all available performance documents for
a given period. Run the batch process after creating a performance
template and adding eligibility profiles to it.
Select the Effective as-of-Date
This required date is used to determine worker assignments on that
date, and the date on which the performance document appears on
the list of values on the Worker and Manager Overview pages.
Select Performance Document Name
Select this optional parameter to specify a specific document to
process and match to all workers who meet the eligibility criteria.
Select Performance Document Start Date
If you do not specify a performance document, you must enter a
start date. The batch process will include all performance
documents that have a start date on or after the start date that is
entered.
Select Performance Document End Date
Enter this optional parameter, along with the start date, to process
all performance documents with start and end dates equal to or
within the specified dates.
Manage Process Flow Definitions
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Define Process Flow Definitions Key Concepts:
Process flows include the tasks, and their sequence, used by the
performance template for performance evaluations
Tasks and subtasks
Task sequence
Configurable task names used in performance document
Set up the process flow to include the tasks, and their sequence,
used by the performance template for performance evaluations. You
can create as many process flows as required to support different
types of evaluations, such as annual or semiannual evaluations,
project evaluations, and so on. Each template uses only one
process flow
Tasks and Subtasks
A process flow can contain up to 10 tasks. Some of the tasks
contain subtasks. This is a list of the tasks with a description of the
task function.
Set Goals: Add content to rate, such as competencies and
performance goals, to the performance document. Include this task
to let workers and managers determine the content the worker is
evaluated on, and expectations for the worker, for example, at the
beginning of an evaluation period. If this task is not included,
managers and workers can still add content in the Worker
Self-Evaluation and Manager Evaluation of Worker tasks.
Note: This task is required if the Set Next Period Goals task is
included in the process flow for the preceding evaluation period.
Worker Self-Evaluation: Worker evaluates self. Worker can also
add content to be rated to the performance document. The manager
can track the worker self-evaluation to view any changes to the
content that the worker makes to the performance document, but
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cannot view the ratings and comments the worker provides until the
worker completes the task.
Manager Evaluation of Worker: Manager evaluates worker.
Manager can also add content to be rated to the performance
document.
Manage Participant Feedback: Select participants to gather
feedback about worker performance by rating workers and
answering questionnaires. Send requests to the participants, add
questions to questionnaires, and track participant feedback to
monitor the status of the request and feedback.
First & Second Approval: Approve the performance document of the
worker. The first and second approval tasks are performed as
separate tasks at different stages of the evaluation by the manager
of the performance document.
Share Performance Document: The manager shares the
document so that the worker can view the manager's ratings, and
the worker acknowledges viewing the ratings.
Confirm Review Meeting Held: After the worker and manager
meet to discuss the evaluation, the manager indicates that the
meeting was conducted, then the worker acknowledges that the
meeting took place.
Provide Final Feedback: Worker and manager can provide final
comments about the evaluation. To use digital signatures to require
workers to verify that they are the people submitting the
performance document, the Worker Provides Final Feedback task is
required.
Set Next Period Goals: The roles are those specified for the Set
Goals task for the performance document for the subsequent
period. Set goals for the period following the active performance
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document. The following period must be already be defined in the
template in order for the Set Next Period Goals task to work.
For details on the subtasks and roles that relate to these tasks,
Click Help and within Performance Management enter
"performance process flows" to search.
Task Sequence and Names
Task Sequence
After you select the tasks to include as part of the process flow, you
can change the task sequence. Some tasks are logical in sequence
and others may not be required by your organization.
Some tasks have more flexibility. For example, you may want to
arrange the Share Document task either before, or after, the First
Approval task, depending on when you prefer to let workers see the
manager ratings.
During the performance evaluation, all tasks, with the exception of
Set Next Period Goals and Manage Participant Feedback, must be
completed before the next task can be started.
The Set Next Period Goals task can also be performed at any time,
as long as the performance document for the subsequent period is
defined in the template and the document can be created.
Workers can perform the Manage Participant Feedback and Worker
Self-Evaluation tasks concurrently, but only after the Set Goals task
is complete, if it is part of the process flow.
Managers can perform the Manage Participant feedback at the
same time as the worker does the self-evaluation, or when
performing the Evaluate Worker task.
Task Names
You can configure the task and subtask names for both the
manager and worker roles. For example, My Self-Evaluation can be
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entered as the new name for the Worker Self-Evaluation task.
The names you configure appear on the application pages and

action buttons. ■ You can configure task names separately for each
process flow you set up.
Manage Performance Template Sections
Define Performance Template Sections Key Concepts:
Creating section types
Configuring section ratings to use calculated ratings
Configuring item ratings
Selecting properties
Using weighting
Adding competencies and goals to a section
You must create a section for each task that requires a section used
in the process flow.
In the sections, the types of content that can be rated and the
processing options for those ratings are configured.
Section Types
The section types are:
Profile Content
Goals
Questionnaire
Overall Summary
Worker Final Feedback
Manager Final Feedback
You must define a section for the tasks that appear in the process
flow that require a section. Each section appears as a tabbed page
in the performance document. Only one section of each type can
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appear in a performance document.
Section Ratings and Weighting
Enable Ratings: For the Profile Content, Goals, and Overall
Summary sections, you can select whether to enable section
ratings.
Rate a Section: When you enable section ratings, managers and
workers can select a rating for the section. When you enable
section ratings, the section is also eligible to use calculated ratings,
which are enable on the Process tab of the performance template.
- For the Profile Content and Goals sections, they can rate the
section separately from the individual evaluation items contained
within the section.
- Specify the rating model to use for the section. The section rating
model can differ from the rating model used for individual evaluation
items in the section.
- For the Profile Content section, the evaluation items include
competency type content items. The Goals section contains
performance goal items.
- You can specify whether to use the Average, Sum, or Band
methods to determine the calculated rating.
Calculated Rating: The Calculate ratings setting on the Process tab
of the performance template enables the application to calculate a
rating for the sections in the template. You can specify whether to
allow managers and workers to view the calculated ratings.
Managers and workers can use the calculated ratings as a guide to
manually select their ratings.
- You can specify the calculation rule to use for each individual
section.
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- For Profile Content and Goals sections, the application calculates
ratings using the ratings from the Profile Content and Goals
sections.
- For the Overall Summary section, the application calculates
ratings using the Profile Content and Goals section ratings.
Selecting Properties: Select the properties that are added to the
rateable items, competencies and goals, in the performance
document. Select Required to prevent items from being removed
from the performance template.
Weight a Section: You can select to weight a section, or items, in a
section to place more or less importance on the section or item. The
application uses the weights to calculate section and overall ratings.
Add content items to a section: You can configure the
Competencies section to use competencies for a job or position
profile, or a specific profile. For the Goals section, you can specify
whether to use goals from the worker's goals in Goal Management
business process. These specific competencies and goals, based
on the worker profile and Goal Management goals, are added to the
performance document for that worker. You can also add
competencies or goals to the respective section that are added to all
performance documents created from the template.
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FUSION HCM : TALENT REVIEW
Talent Review:
The talent review process involves one or more talent review
meetings.
Its purpose is to evaluate trends, assess strengths, and address
areas
of risk for the organization. This topic summarizes the activities
that occur before and during talent review meetings
The talent review meeting participants, typically managers in the
relevant organization,
review worker profile, performance, goals, and compensation data.
Data from each meeting is retained automatically for use in future
meetings.
You can use this data to compare worker progress between talent
review processes.
The human resource (HR) specialist (or other HR business

partner),
organizational business leader, managers, or any other assigned
meeting facilitator manage the meetings.
Major tasks in Talent Review :
Define Oracle Fusion Talent Review
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Manage Talent Review Setup Options
Configure Talent Review Dashboard Options
Configure a Talent Review Meeting
Prepare Content Before a Meeting
Conduct a Talent Review Meeting
Key Activities:
View talent across an entire organization or filter to view population

segments
Calibrate performance and potential ratings
Evaluate risk and impact of loss
Create succession plans and talent pools and add workers to them
Evaluate compensation plans
Create goals for workers
Identify, assign, and track actions throughout the review process
Store the results for future comparisons.
Talent Review Meetings Key Actions
Select a Template
Select an existing talent review meeting template that contains the
rating models that will be used, and available content that can be
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rated.
Specify the Business Leader

The business leader is the senior manager for the organization
under review. It can be a manager at any level of an organization.
Select a Facilitator
The facilitator is the person who is responsible for scheduling and
running the meeting. You can have more than one; any facilitator
can manage the meeting.
Schedule the Meeting

Select the meeting start date. Meetings can be saved and
concluded at a later date.
Set the Data Submission Deadline

Date by which reviewers must submit updated profile data.
Select Content
You can determine what content types are available to view and
calibrate in the meeting reviewed. Performance, potential, and talent
score ratings can be calibrated before or during the meeting. Risk of
loss and impact of loss can be updated before the meeting by
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reviewers. Mobility cannot be changed.
Select Prior Meetings

You can include ratings from up to two prior talent review meetings
to compare the progress of workers between the previous and
current meetings. You can select from non-canceled meetings that
use the same ratings models for the horizontal, vertical, and talent
score ratings, and that are associated with the same organization of
the business leader specified for the meeting you are creating.
Include Succession Plans and Talent Pools

You can select succession plans and talent pools to appear in the
talent review meeting. The plans and pools appear on the
dashboard, and the facilitator can drag workers to them. The plans
and pools that are eligible to be included are those owned by the
facilitator creating or editing the meeting. You may want to include
only succession plans and talent pools that are most relevant to the
review population to be discussed during the meeting.
Select Participants
Select the managers whose direct and indirect reports are being
reviewed.
Select the Review Population
Select the workers to be reviewed during the meeting.
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Notify Reviewers to Update Worker Profile Data
Reviewers are notified automatically when the meeting schedule is
submitted and provided a link to update data before the meeting.
Create a Conversation Using Oracle Social Network

Click the Social link on any of the Create Talent Review Meeting
pages to access Oracle Social Network to start a conversation
about the meeting. Share the conversation with others in the
organization you select to gather their feedback and ideas. Use the
additional information you get from conversations enhance the
talent review business process.
Prepare Data Content Before a Talent Review Meeting
Prepare Data Content Key Actions:
• Reviewers review and update ratings for the horizontal and

vertical axis values chosen (performance, potential, goals
section, or competencies section), talent score, risk of loss, and
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impact of loss for direct and indirect reports
• Answer questions in the Potential Assessment to calculate a

potential rating
• Ratings appear in the talent review meeting and in the worker

profiles
• Reviewers can grant access to their direct reports who are

managers to prepare content for their own direct reports
• Reviewers can create notes for a person whose ratings they are
updating that can be accessed in the meeting, or access notes
that were created in the meeting
• Reviewers can preview how the data they have added appears
on the meeting box chart
Potential Assessment Details :
Complete the Potential Assessment to Rate Worker Potential :

The potential assessment is a predefined questionnaire that allows
managers to rate worker potential by answering a series of eight
questions rather than just selecting a rating. You respond by
selecting a response for each question using either a radio button or
a choice list. A rating is calculated based on the values for the
selected responses. The manager can select a different rating than
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the calculated value, if desired.
Potential Assessment Access :

Managers access the potential assessment on the Prepare Review
Content page by clicking the Potential Assessment button that
appears in the column next to the Potential Rating column. Potential
assessment is available when potential rating is used as an axis
value in the talent review.
Note: The Potential Rating column name may vary, depending on

configuration.
Use Potential Assessment Rating Model to Rate Workers :

The potential assessment uses the values associated with the short
descriptions in the Potential Assessment rating model to calculate
the rating. The predefined Potential Assessment rating model has
three rating levels, with the accompanying short descriptions. The
Potential Assessment rating is converted to the Potential rating
model used to actually update the worker profile. The table
compares the rating levels and short descriptions of the Potential
Assessment and Potential rating models.
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Add and Edit Questions to Accurately Rate Workers :
You can add or remove questions in the potential assessment, or
edit existing questions to accurately reflect your business process.
You can also edit some general attributes of the potential
assessment, such as the name and instruction text. However, you
cannot replace the potential assessment questionnaire with another
questionnaire. When you add questions, you can select a response
type of either Radio Button List or Single Choice from List. You can
also edit the short description.
To edit the potential assessment, click the Manage Potential
Assessment link on the Talent Review dashboard.
Conduct Talent Review MeetingsConduct Talent Review

Meetings Key Concepts:
Comparing and rating worker performance and potential, and talent

scores
Filtering population to view according to job, location, or other
categories
Selecting color codes to highlight workers
Create succession plans and talent pools and add workers to
associated plans and pools
Assigning tasks to participants, the review population or others in
the organization
Viewing performance, compensation, and other detailed worker
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information
Assigning goals directly to workers
Printing worker profiles
Submitting completed talent review meetings
Compare and Rate Worker Performance and Potential, and

Talent Scores
You can compare and rate workers by:
Scrolling over worker names to view current ratings: Review

population workers appear as markers on the box chart matrix.
Moving markers from one box to another: You can either use the
Move Marker option, or drag one or multiple markers to another
box, to update worker performance and potential ratings. The
markers move to the boxes that map to the ratings. On the Talent
Score box chart matrix, you can also move workers by updating
talent scores or dragging them to another box.
Moving markers to and from the Holding Area: You can use the
Move Marker option to move selected workers to the Holding Area if
you do not need to review them, or move them from the Holding
Area back to the box chart by providing performance and potential
ratings. On the Talent Score box chart matrix, you can also move
workers to and from the Holding Area by dragging or updating the
talent score.
Showing progress between meetings: Select the Show progress
option and move the slider back to the previous meetings selected
when the facilitator created the meeting to compare worker ratings
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between the current meeting and previous meetings.
Talent Score Box Chart Matrix

The Talent Review Meeting dashboard provides a box chart matrix
to rate and view talent scores, in addition to the box chart matrix for
Performance and Potential. Click the Plot Talent Score button to
view the Talent Score box chart matrix.
Holding Area
The Holding Area contains workers who do not have ratings, either
because no ratings were provided, or they were rated using rating
models different from those used during the meeting. When you
move workers to the Holding Area during the meeting, their ratings
are removed in the meeting. However, their original ratings are
retained in the profile; null values from being moved to the Holding
Area do not update to the profile when the meeting is submitted.
Filter Population
You can filter to fine detail by selecting additional filters. For
example, you can select a particular job and location to view only
those workers with that job from that location. If you select multiple
locations, then you’ll see all workers with that job in all the selected
locations.
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Use the population filters to restrict the view according to:
Subordinate Level: Select values to view only the review population

for those levels. Level 1 is the direct reports of the business leader,
level 2 represents the indirect reports, and so on. People in the
review population who are not part of the business leader's
organization are not filtered using the subordinate level filter.
Team: Select participant names to compare the direct or indirect
reports of those participants.
Job or Location: Select particular jobs or locations to view only the
workers who match those criteria.
Grade: Specify grades to view only workers in the selected grades.
Competency or Proficiency: View only the workers who possess
the competencies you select, or have achieved the proficiency
levels.
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ORACLE FUSION HCM : GOAL MANAGEMENT
Goal management:
Oracle Fusion Goal Management Overview:
Oracle Fusion Goal Management provides the

ability for workers, managers, and organization
owners to set and define goals that support the
common objectives of your organization. Using
Goal Management,
you can grow your organization's talent by creating development
goals that capture the growth and career aspirations of the entire
workforce. Workers can update goals throughout a goal setting and
tracking cycle, and managers and organization owners can track
the goals as workers progress through them.
Review period :
Review periods are business periods that you use to link Oracle
Fusion Talent Management business objects to measure and
achieve results within the review period time line.
For example, you can connect an employee's performance to
business objectives and results by associating goal plans in Oracle
Fusion Goal Management and performance documents in Oracle
Fusion Performance Management with business periods using
review periods.
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As an HR specialist, you create and manage review periods by
using the Manage Review Periods task.
These are mandatory and linked to Goal Plans.
All Goal Plans have to be associated to a Review Period.
The review period on the default goal plan can be changed
through the Manage Goal Plans task, as can many of the
other attributes of the plan.
Goal Management supports:

• Goal Types
• Target Outcomes
• Tasks
• SMART Goals
• Goal Plans
Goal Types :
Workers and managers can create three types of goals:
performance, development, and personal.
Performance Goals
Performance goals are results-oriented, measure work-related
performance, and often use specific targets to assess the level of
workers' achievement. Performance goals can be used in
performance documents as part of the evaluation process.
Organization goals are performance goals.
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Development Goals
Development goals facilitate the career growth of individuals so that
they can perform better in their current jobs or prepare themselves
for advancement.
Personal Goals
Personal goals are available only to the worker. Workers can use
personal goals to stretch their capabilities to increase their skills, for
example, or as draft goals that they can copy to their performance
or development goals.
Target Outcomes :
Target outcomes enable the linking of a goal to specific skills or
qualifications such as competencies, degrees, certifications, and
others.
Tasks :
Tasks are specific actions added to a goal that a worker undertakes
in order to achieve the goal.
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SMART Goals :
To measure the performance of workers, help them improve
productivity, and achieve career objectives, Goal Management
supports goals that are: specific, measurable, achievable, relevant,
and time-based (SMART).
Goal Plans :
Goal plans are used to manage a collection of performance or
development goals for a specific period. Goal plans can be rolled
out to individuals, a selected hierarchy, or a wider population within
the organization.
Goal Management Key Concepts:

• Managing goals for workers by the workers and managers
• Managing organization goals
• Aligning goals
• Adding tasks to goals to help workers achieve the goals
Goal Management Actions :
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Key Goal Management Actions
Managing Worker Goals

Workers can create and update goals to track throughout a
review cycle or longer.
Assigning Goals to Workers

• Managers can assign performance goals or development goals
to their direct reports. They can assign their own goals, add new
ones, or use existing goals from the goal library.
• Managers can assign goals to all their direct reports or a specific

direct report. When managers assign their own goals to workers,
the workers' goals are aligned automatically to the manager's
goal.
Publishing Goals to the Entire Organization

• Organization owners can publish goals to make them available
for workers in the supervisor hierarchy to add to their list of
goals.
• Workers and their managers can align the workers' individual

goals to published organization goals.
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• When workers add an organization goal to their own goals, that
new goal is automatically aligned to the published organization
goal.
Aligning Goals :
By aligning performance goals, you create a relationship between a
worker's goal and another goal, usually a higher-level organization
or manager goal, so that the worker's goal supports and contributes
to achieving the higher-level goal. Goal alignment provides the
flexibility to:
Align goals automatically

Modify supporting goals
Remove alignment
Sharing Goals
Managers and workers can share goals so that others can add a
copy of the goal or align their own goals to it. Managers can share
goals with both their direct and indirect reports. Workers can share
their goals with the colleagues whom they select. Tasks that are
associated with goals can also be shared. An e-mail notification is
sent to the people with whom the goal is shared.
Approving Goals
Goal Management profile options can be configured to require
manager approval when the worker:
Adds a new performance or development goal
Edits a key goal field, including goal name, description, success
criteria, start and target completion dates, priority, category, weight,
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measurement-related attributes, and private. The weight and priority
fields are associated with a goal only when the goal is included in a
goal plan.
Completes a goal:
The status is changed to Completed upon manager approval
Cancels or deletes a goal
The manager receives worklist and e-mail notification of pending

approvals and responds using the notification request.
Manage Worker Goal Setting Lookups:

Lookups
You can set the lookups in the Setup and Maintenance work area
using the Manage Common Lookups task or the Manage Worker
Goal Setting Lookups task.
Some Goal Management lookups have extensible customization

levels. These are:
HRG_DEV_GOAL_CATEGORY: Categories of development goals,

such as short-term, medium-term, and long-term.
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HRG_GOAL_MEASUREMENT_LEVEL: Levels of goals, such as
target, and stretch.
HRG_GOAL_QUANTITATIVE_UOM: Units of quantitative
measurement for goals, such as currency, number, and percentage.
HRG_GOAL_SOURCE: The source from which the goal was
added, such as goal library, worker goals, or organization goals.
HRG_GOAL_TASK_TYPE: Categories of task types for goals, such
as coaching, project, and research.
HRG_PERCENT_COMPLETE: The completion percentage of a
goal, such as 0, 25, 50, 75 and 100.
HRG_PERF_GOAL_CATEGORY: Categories of performance and
personal goals, such as career, education, and skill.
HRG_PRIORITY: Priorities of goals, such as high, medium, and
low.
Other Goal Management lookups do not have extensible

HRG_APPROVAL_STATUS: Goal approval status, such as

Pending Approval, Approved, or Rejected.
HRG_ASSIGNMENT_SEARCH_OPTION: Options for searching
selected persons, such as a report or direct report of a manager.
HRG_GOAL_ASGN_SOURCE_TYPE: The source of a goal
assignment, such as HR specialist or manager.
HRG_GOAL_MEASUREMENT_TYPE: Categories used for goal
measurement, including Qualitative and Quantitative.
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HRG_GOAL_OBJECT_TYPE: Types of goal plans, such as
Performance or Development.
HRG_GOAL_QUANT_MEASURE_TYPE: Categories for
quantitative measurement of goal, such as Maximum or Minimum.
HRG_GOAL_STATUS: Status of a goal, such as Not started, In
progress, or Completed.
HRG_GOAL_TASK_STATUS: Status of a goal task, such as Not
started, In progress, or Completed.
HRG_GOAL_TYPE: Types of goals, including Performance,
Development, and Personal.
HRG_GOAL_VERSION_TYPE: Goal version types, including
Active, Frozen, and Mass request.
HRG_MANAGER_HIERARCHY_OPTION: Options for assigning
goals to a manager hierarchy, including All direct reports, All direct
reports and indirect reports, and Selected persons only.
HRG_MASS_REQUEST_RESULT: Status of a mass request, such
as In progress, Success, or Failure.
HRG_MASS_REQUEST_TYPE: Type of mass process request,
such as Goal ass assignment or Goal plan generation.
HRG_TARGET_OUTCOME_SOURCE: The source of a target
outcome, including My person profile, My job profile, and Content
library.
HRG_ALIGNMENT_TYPE: Goal alignment types, such as Direct or
Indirect.
HRG_GOAL_ATTAIN_PERIOD: Goal attainment period types, such
as Year, Quarter, or Month.
HRG_ENABLE_BY_GOAL_TYPE: Attributes for goals enabled by a
goal type, such as Development Goal, Performance Goal, Both
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Performance and Development Goals, or None.
Goal Management Descriptive Flexfields :

There are three descriptive flexfields available for Goal
Management:
HRG_GOALS: Fields for goal information displayed on the My

Goals page.
HRG_GOAL_ACCESS: Fields for goal sharing details displayed in
the Share region of the Goal Details page after a goal is shared
from the Goal Management pages.
HRG_GOAL_PLANS_B: Fields for goal plan details displayed on
the Create and Edit Performance Goal Plan and Create and Edit
Development Goal Plan pages.
Manage Worker Goal Setting Profile Option Values :
Oracle Fusion Goal Management Profile Options :

Set profile options to specify the Oracle Fusion Goal Management
features that you will use, such as the goal library and goal plans,
and to set the online processing threshold. You determine whether
to enable the following features:
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The Goal Management business process and goal library
Performance, development, and personal goal types
Goal plans
Goal sharing and goal alignment
Manager approval for changes to goals
Other features: goal tasks, target outcomes, goal weights,
associating goals to spaces, and excluding goals from performance
documents
You can set the profile option in the Setup and Maintenance work
area using the Manage Worker Goal Setting Profile Option Values
task or the Manage Administrator Profile Values task.
Note: Only the Organization Goals Enabled profile option is
available from the Manage Administrator Profile Values task.
Remaining profile options for Oracle Fusion Goal Management are
available from the Manage Worker Goal Setting Profile Option
Values task.
Manage Goal Management Notification Settings :
Goal Management Notifications :

1. Most notifications are configured to No by default
2. Update these configurations based on the process decisions

discussed earlier
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3. The biggest consideration will be determining the users need
and appetite for ongoing communication
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FUSION HCM : SUCCESSION MANAGEMENT
Succession Management :
After completing this lesson, you should be able to:

• Define Oracle Fusion Succession Management
• Manage Succession Management Setup Options
• Manage Succession Plans
• Define Talent Pools
• Manage Talent Pools
Succession management enables your organization to develop and

maintain succession plans to determine
who will eventually replace personnel currently in key positions.
Using the Oracle Fusion Succession Management business
process, you can determine who is ready to
transition to positions before the positions are vacant to ensure a
smooth transition, and
provide visibility to the appropriate individuals to manage the
process .
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Succession Management Integrations Key Concepts:
• Creating succession plans and adding candidates to them in

talent review meetings
• Associating talent pools with succession plans to track candidate

development
• Viewing candidate data from worker profiles, and editing it and

uploading it back to the worker profiles
• Using job profile data to find candidates who are best fit for the
succession plan
• Viewing data from performance documents, worker profiles, and

Compensation
• Assigning goals directly to workers
Succession Management Lookups:
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Some Succession Management lookups have extensible
customization levels. These are:
HRM_DEPARTURE_REASON: The reasons a candidate may

depart an organization, such as an assignment or location change,
or a promotion.
HRM_EST_DEPARTURE_DATE: The range of the number of
months before a candidate is expected to depart the organization,
such as 0-6 months, or 6-12 months.
HRM_READINESS_CATEGORY: The degree of readiness of a
candidate to move into the position for which the succession plan
was created, such as ready now.
Other Succession Management lookups do not have extensible

HRM_PLAN_STRENGTH_CRITERIA: A description of succession

plans determined by criteria such as those with a high risk
incumbent, or zero or one ready-now candidates.
HRM_SUCC_CAND_STATUS: Status of a succession candidate,

such as Active or Inactive.
HRM_SUCC_PLAN_STATUS: Status of a succession plan, such as
Active or Inactive.
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HRM_SUCC_PLAN_TYPE: The two available types of plan types,
including Job or Position, and Incumbent.
Readiness Category Lookup Details
The HRM_READINESS_CATEGORY (Readiness Category)

contains two predefined values:
Ready now
No readiness available
Adding Readiness Category Lookups

You can add additional Readiness Category lookups provide more
granular information about when workers can move into a position.
The additional values to select in the Readiness choice list that
appears wherever succession plans can be edited.
You can add values such as Ready in 6 months, Ready in 1-2

years, or whatever your organization requires.
Display Sequence and Colors of Readiness Category Lookups The

display sequence you specify has the following effects:
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Determines the order of the readiness categories appear in the Plan
Strength graphic and the Candidate Readiness sunburst graphic on
the Succession Plans Overview page.
Determines the color that displays for each readiness category. The
colors are automatically assigned for each sequence level.
Removing a Readiness Category

If you remove an existing readiness category, any succession
candidates with that value are changed to No readiness available.
Key Succession Overview Page Actions

HR specialists use the Succession Plan Overview page to:
Manage succession plans

View candidate readiness and plan strength
Review succession plan details
Access candidate detailed information
Access the organization chart
Access talent pools
Succession Plans Overview Page Details
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Manage Succession Plans
• Create and edit succession plans using a guided process, or

disable those that are no longer needed.
• View Candidate Readiness and Plan Strength
• View at a glance the number of candidates, the plan strength

based on the number of candidates and their readiness.
• Use the sunburst to focus on each readiness category and drill

into more details about each candidate,
• such as the plans they belong to, performance compensation

data, and goals
Review Succession Plan Details

Select a plan to view details, including the names of the candidates
and the readiness level of each, and all the job data connected with
the plan. For incumbent plans, you will see additional key data, such
risk of loss and impact of loss ratings, the reason for the
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incumbent's departure, if available, and the estimated time in the
job.
Access Candidate Detailed Information

Use the sunburst to focus on each readiness category and drill into
more details about each candidate, such as the plans they belong
to, performance compensation data, and goals.
Access the Organization Chart

Use the organization chart for an expandable view of your
organization to get perspective on succession plan needs.
Access Talent Pools

Click the Talent Pools tab to manage talent pools. This will be
discussed in detail in a later section.
You can create five types of succession plans:
A succession plan can be setup for a Job, Job Family, Job Profile,
Position and a Incumbent (Person).
Setting up a succession plan is a pretty easy configuration.
As a consultant you only need to deal with few seeded lookups and
the rest of the work will be done by the HR Specialist/Manager.
215
Job : This type of succession plan is setup against a specific job
from your organization which has already been configured and
workers are assigned. For example Senior Sales Manager
Job Family : This type of succession plan is setup against your Job
family in the organization. A job family is the grouping of jobs of
same nature.
Job Profile : Similarly this type of succession plan is setup against
the job profile such as Sales Profile
Position : We can setup succession plan for a specific position
also. In fusion a position is a specific instance of a job within a
Business Unit (BU)
Incumbent : This type of the succession plan is setup against a key

worker or a particular individual from the organization such as CEO.
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FUSION HCM: PROFILE MANAGEMENT
Complete details on Profile Management:
Profile Management Considerations:
Implementation Considerations:
What content types will be used?
Competencies, Licenses and Certifications, Honors and
Awards
What rating models are required?
Where applicable, modify the existing rating models provided,
for example for performance or proficiency ratings.
Do you need to modify the lookups?
Review the lookups provided and modify the meanings of
lookup values, which appear to end users.
Can your enterprise benefit from summary text for portrait
cards?
Enhance the worker’s UI experience by providing guidance or
comments above certain talent regions on the portrait cards.
Which roles require access to various contents? - Content
section visibility settings
Profile Card:
Worker:
Identify areas of expertise, such as a specific software package
Review performance documents
Maintain competencies, degrees, and other accomplishments
Manager / HR Specialist
Review areas of expertise and other qualifications for workers
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Review performance documents for workers
Experience and Qualification Card
Development and Growth Card:
Worker
Use the competency gaps chart to compare their Competencies
Create a career statement to identify career goals
Use the competency gaps chart to compare the competencies
Review and edit performance and development goals
Career Planning Card:
Worker
Add jobs or positions to their interest lists
View the suggestions list and determine whether to add any of the
suggested jobs or positions to their interest list
Identify career preferences such as the job or job family of their next
career move
Add jobs or positions to the interest lists of their workers
Review career preference information for workers
Review and edit talent ratings such as performance and potential of
workers, and the risk and impact of losing them
Content Library :
Content Library is foundation for profiles as it stores Content Type
and content Item.
1. Content Type :
An attribute such as Skills, competencies, qualifications etc..
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–Licenses and Certifications
The predefined non-free-form content types are:
DEGREE
GOAL
LANGUAGE
CATEGORY
COMPETENCY
MEMBERSHIP
EDUCATION_LEVEL
HONOR
PRODUCT
PRODUCT_PROBLEM_CODE
PROBLEM_CODE
PLATFORM
COMPONENT
Free-Form Content Types:
A free-Form Content type contains only a name, a
code and a description and doesn't have
any properties defined for it until you add it to a profile
type.
Content: Free-form content types do not include a
content items.
Usage : Free-form Content types enable you to capture
information in a profile that you don't need to store
in the content library. For Example you can setup a Free form
content type to store information about the
previous employment information for your workers.
The predefined free-form Content Types are:
PERFORMANCE_RATING
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WORK_REQUIREMENTS
CAREER_STATEMENT
RISK
ADVANCEMENT_READINESS
POTENTIAL
CAREER_PREFERENCES
SPECIAL_PROJECT
TALENT_SCORE
ACCOMPLISHMENT
AREA_OF_STUDY
Content Type Attributes Content types have:
Properties: Fields to be displayed when setting up the content

items and the attributes of those fields
Content type properties represent the information that you want to
capture for the content type.
They are the attributes that are used to define the content items for
a content type.
These are the attributes that you can set for each field that you want
to include for each content type:
Label: Label for the field.

Default Value: Value that appears by default.
Required: Is the user required to populate the field?
Display: Is the field editable, hidden, or display only?
Source: Name of the lookup type that provides values for the field.
This attribute is specified for fields ITEM_TEXT_1 to ITEM_TEXT_
10.
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Fields (content type properties) that appear on the pages with the
content item are:
COUNTRY_ID: Field for storing the country ID.

DATE_FROM: Field for storing the start date information of a
content item. DATE_TO: Field for storing the end date information
of a content item.
ITEM_DATE_1 to ITEM_DATE_10: Fields for storing any dates.
ITEM_NUMBER_1 to ITEM_NUMBER_7: Fields for storing any
numeric data.
ITEM_TEXT_1 to ITEM_TEXT_10: Fields for storing data that
requires selecting values from a list. Each field can store up to 30
characters of data. Ensure that the value of the Source field is a
lookup type.
ITEM_TEXT_11 to ITEM_TEXT_ 30: Fields for storing
nontranslatable data, such as a code or serial ID. Each field can
store up to 30 characters of data.
ITEM_TEXT_TL_1 to ITEM_TEXT_TL_5: Fields for storing
translatable data. Each field can store up to 240 characters of data.
translatable data. Each field can store up to 2000 characters of
data.
translatable data. Each field can store up to 4000 characters of
data.
RATING_MODEL_ID: Field for storing rating model information.
STATE_PROVINCE_ID: Field for storing the state ID. This field is

used in conjunction with the field COUNTRY_ID.
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Relationships: 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
2. Content Item :
Individual competency, skill, or qualification within a content type
that you track in profiles.
–Competencies
•Presentation Skills
•Problem Solving Skills
•Management Skills
–Languages
•French
•Spanish
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.
Another example is the field ITEM_TEXT_2 field defined for the
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content type Competencies. The attributes for this field is set up so
that the label is Evaluation Method, as shown in the image above,
the field is a list of values. The ITEM_TEXT_2 field includes the
lookup HRT_COMPETENCY_EVAL_TYPE that includes a list of
competency evaluation types.
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.
3. Content subscriber:
Applications external to oracle fusion profile management that use
content types..
Ex: use content types like HRMS for Human Resources, HRTR for
Talent Review.
Unless the Content Types are shared with an external application, it
is not visible to the external application.
For example, you can include competencies in performance
documents in Performance Management
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so that you can rate workers on the competencies. To be able to
include competencies in a performance document,
the Competencies content type must include HRA as one of the
subscriber codes.
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.
Educational Establishments :
A school, college, university, and so on that workers use when they
add education information, such as degrees, to their profile
Person Profile Type:

•Provides a template that you use to create profiles of your workers
•Contains the skills, qualities, and qualifications that you want to
track for your workers
•The person profile type is predefined, and you can have only one
Model Profile Type:

•Model profile types are A collection of the work requirements
,required skills and qualifications templates for workforce structures
such as jobs and positions
•Model profiles identify:
–Targeted and required skills and qualifications for a job or position
–Work requirements, such as work schedule and travel frequency
•Multiple model profile types can be set up
Key Settings:
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Profile Management lookups
Profile Management notifications
Profile Management descriptive flexfields
Profile Management Lookups:

Lookups:
Lookups are lists of values in applications. Profile Management
includes several lookup types
that have user or extensible customization levels. You should
review these lookups,
and update them as appropriate to suit your enterprise requirements
A partial list of the lookup types for Profile Management:
HRT_CONTENT_SUPP_CODE: Codes to identify where the
content type originated, such as from the customer or from a third
party. HR specialists assign supplier codes when setting up new
content types. (extensible)
HRT_COMPETENCY_EVAL_TYPE: Types of competency ratings,
such as self, supervisor, and peer. Evaluation types are
used in instance qualifier sets to identify the role of the person who
provided a competency rating for a worker. (user)
HRT_RISK_REASON: Reasons for why a worker is at risk for
leaving the company. Managers and HR specialists use risk
reasons when editing the talent ratings information on workers'
career planning cards. (user)
HRT_WORK_HOURS: Work hours for a job or position, such as
9:00 a.m. to 5:00 p.m. Managers and HR specialists specify the
expected work hours on job and position profiles. (user)
HRT_WORK_DAYS: Work days for a job or position, such as
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Monday through Friday. Managers and HR specialists specify the
expected work days on job and position profiles. (user)
Profile Management Notifications
Use the Manage Talent Notifications task to enable notifications for

Profile Management, as well as Performance Management, Goal
Management, and Talent Review. Examples include:
Manager is notified when a worker changes his profile

Worker is notified when a job profile in his interest list changes
Profile Management contains several notifications that inform both
managers and workers when changes are made to the person
profile.
Using this task, you can only specify whether to send the
notifications; you cannot change the text of the notifications.
Profile Management Descriptive Flexfields :
List of descriptive flexfields included in Profile Management and the

associated tasks:
HRT_CONTENT_ITEMS_B: Manage Content Items
HRT_ESTABLISHMENTS_B: Manage Educational
Establishments
HRT_PROFILE_ITEMS: Manage Model Profiles
HRT_RATING_MODELS_B: Manage Rating Models
HRT_RATING_LEVELS_B: Manage Rating Models, Rating Levels
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tab
Rating Models:
Rating Models :
Use rating models to rate workers on their performance and

level of proficiency in the skills and qualifications that are set
up on the person profile.
Key Concepts:
• 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.
To rate workers on their performance and proficiency, attach rating

models to the content types included in the person profile. Then you
can rate workers on the items within the type. For example, you can
rate workers on the Communication content item within the
Competencies content type.
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For model profiles, you can specify target proficiency levels for
items on the profile, to compare model profiles with worker profiles.
Using the ratings:
Managers can compare a model profile to workers' profiles with and

determine the best person suited to fill a position.
Workers can compare their profile to model profiles to identify:
Suitable positions within the organization.
Skill gaps and fill the gaps before applying for other positions.
Rating models that measure workers' potential and the impact and
risk of loss are also available.
Rating models can include some or all of the following components,

depending on the use for the model:
Rating levels
Review points
Rating categories
Distributions
Rating Levels
Rating levels identify the qualitative values, such as 1, 2, 3, or 4,
that you use to rate a worker.
For rating models that are used by Oracle Fusion Performance

Management, you must:
Define numeric ratings, particularly for rating models in performance

documents that use calculated ratings.
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Define rating levels using whole numbers, with the highest number
indicating the best rating. Rating levels determine high and low
ratings in the analytics.
Review Points
Define review points for rating models in performance documents
that use the sum or band calculation method. The review points and
point ranges that you define for the rating model are used to
calculate ratings.
Rating Categories
Using rating categories you can group rating levels together for
analysis tools used in the talent review process, such as the box
chart that is used in the talent review process. You can group rating
levels into categories such as low, medium, and high, and those
categories then become the labels for the analytic. You shouldn't
change rating categories after setting them up, as the changes
could affect the analytic.
Distributions
Oracle Fusion Compensation Management and Oracle Fusion
Performance Management both use rating model distributions to
determine the targeted minimum and maximum percentage of
workers that should be given each rating level. Compensation
Management uses the distribution values that you set up directly on
rating models. However, you can set up distributions at the
performance template level for rating models that are used in
Performance Management.
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++++++++++++++++++++++++++++++++++++++++++++++++++++++++
Consider the example of Apparel company that provides various
opportunities for workers
to volunteer for projects that support Social Responsibility,
Environmental Responsibility
and State Citizenship. Management at Apparel company requested
the Fusion implementation
team to design a way to track the Corporate Citizenship activities of
workers so that they
can rate them on their involvement in the organization. In this
example, we also see how a
rating model is used with content type, how to add the new content
type to a person profile
and add a New Content Section to a Profile.
To achieve the above, we would need to complete the following
tasks:
1. Create a rating model
2. Create a Content Type
3. Create Content Items
4. Add the Content Type to the Person Profile Type
5. Adding the New Content Section to a Profile
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FUSION HCM :PAYROLL SETUP TASKS FOR FINANCIALS
Payroll Setup Tasks for Financial :
Payroll integrates with Oracle Fusion Financials. You must set up

components in Financials, such as chart of accounts and ledgers,
before you can set up banks to process payments, associate a
ledger to a payroll definition, and run processes to distribute costing
results.
Complete the following setup tasks in the Setup and Maintenance
work area for the chart of accounts and ledgers. The application
implementation consultant job role can perform the following tasks.
Chart of Account Setup Tasks :
Complete the following tasks to set up your chart of accounts

information. Later, you associate the chart of accounts to a ledger.
Tasks:
Manage Chart of Accounts Value Sets :

Create new or review existing value sets, which you will associate
with a key flexfield segment.
Manage Chart of Accounts Structures :
Create account structures that specify the segments to include, their
order, and the value sets that
will validate the data entered in the segments.
231
Oracle Fusion General Ledger predefines the Accounting key
flexfield.
Manage Chart of Accounts Structure Instances :
Create account structure instances, which you will use to record
transactions and maintain account
balances.
Manage Chart of Accounts Value Set Values :
Create groups of values, which you will assign to a key flexfield
segment.
Manage Account Hierarchies :
Search, create, and edit hierarchical groupings of accounts.
Manage Accounting Calendars :Set up accounting calendar period
details. Determine the total number, frequency, and duration of the
accounting periods.
Manage Account Combinations :
1. Create account combinations if the structure instance of your
chart of accounts flexfield
doesn't allow dynamically created account combinations
2. Create accounts for each account combination used in payroll. As
a best practice, use the
same account numbers for your payroll and general ledger
accounts.
3. If you reconcile payments in Oracle Fusion Cash Management,
create an account
combination for reconciliation differences.
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Ledger Setup Tasks :
You perform the following tasks as part of the accounting

configuration setup for Global Payroll.
Manage Primary Ledgers :Create a ledger with a chart of accounts,
accounting calendar, currency and subledger accounting
method.
Note: If you are creating bank information, you must create a
primary ledger.
Assign Legal Entities
Add the legal entities that use the ledger.
The Manage Legal Entity HCM Information task associates the
payroll statutory units for legal entities to the legislative data group.
Specify Ledger Options
1. Complete all the fields for the General Information and
Accounting Calendar, and Subledger
Accounting sections.
2. In the Period Close section, select the Retained Earnings
Account you will use for payroll.
3. In the Journal Processing Intercompany subsection, select the
option to launch AutoReverse
after the open period.
Assign Balancing Segment Values to Legal Entities :
Assign specific balancing segment values to each legal entity before
assigning values to the ledgers.
By specifying this information, you can more easily identify legal
entities during transaction
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processing and reporting
Assign Balancing Segment Values to Ledger :
Optionally, assign specific primary balancing segment values to the
primary and secondary ledgers
to represent transactions for nonlegal entities, such as adjustments.
Manage Reporting Currencies :
Review and update reporting currencies.
Reporting currencies maintain and record subledger and general
ledger journal entries in additional
currencies.
Review and Submit Accounting Configuration :
Submit your configuration.
Open First Period :
Open the first period when you are ready to process transactions for
the ledger.
After you open the first period, use the Manage Accounting Periods
in General Ledger to open and
close periods, and to specify the target period that concludes the
series of calendar periods.
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FUSION HCM: PAYROLL BALANCES
FUSION HCM: PAYROLL BALANCES :
1.Payroll Balance Definitions :

• Payroll balances show the accumulation of values over a period of
time. Payroll processes, such as Calculate Payroll and Calculate
Gross Earnings, update the balance values. The values can be
currency, hours, or any other numeric value.
•You manage balance definitions in the Payroll Calculation work
area.Most of the balances you require are predefined, and
depending on your country extension, the application creates
additional balances automatically when you create elements.
•You can edit the definition of these generated balances, or create
additional balances for calculations or reporting.
2.Balance Dimensions :
Each payroll balance can have multiple dimensions, which define
the specific value to retrieve. Balance dimensions are
predefined and typically combine these components:
• Time span, such as run, period to date, or fiscal year to date
• Employment relationship level, either assignment, terms, or payroll
relationship
• Context, required for some balances only, such as tax reporting
unit, element, or payroll
235
For example, if you select the Core Assignment Tax Unit Year to
Date dimension for the Gross Earnings balance, you create
the defined balance GROSS_EARNINGS_ASG_TU_YTD. This
defined balance accumulates gross earnings for an assignment
in a specific tax reporting unit from the beginning of the calendar
year to date.
3.Balance Feeds :
You can feed payroll balances by element input values and by run
results from all the elements in a classification.
Balance Feeds by Element:
Balance feeds by element indicate one or more element input
values to add or subtract from a balance. For each balance feed, all
input values must use the same unit of measure. For example, you
wouldn't mix money and hours in the same balance feed.
Each element and input value can be the primary feed for one
balance only. When you create an element, the element template
creates this balance and feed automatically.
Balance Feeds by Classification :
Balance feeds defined by primary or secondary element
classification or by a subclassification use the input value that has
the special purpose of primary output value. The unit of measure of
this input value must match the unit of measure of the balance.
If you add a primary classification as a balance feed, you can't add
its children from the secondary or subc lassifications.
For example, if you use the Supplemental Earnings primary
classification as a balance feed, you can't also use any other
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children of Supplemental Earnings. Also, you can't use both
secondary classifications and sub classifications in the same
balance feed.
Balance Feeds for Initial Balance Loading
You can select elements in the Balance Initialization classification to
feed a balance for initialization purposes only. Select one
element for each level of the employment hierarchy associated with
a dimension that you want to initialize.
4.Balances in Net-to-Gross Calculations :
You can determine which deduction balances the net-to-gross
processing uses to calculate the gross amount from the desired net
amount for an earnings element. You set the default values on the
Manage Balance Definitions page.
You can also fine-tune which of the enabled balances are included
for a specific net-to-gross earnings element.
Enabling Inclusion in Net-to-Gross Calculations
The Balance Dimensions page of the Manage Balance Definitions
task shows which dimensions are enabled for inclusion in
net-to-gross calculations. It also shows which of the enabled
dimensions are included by default for each new net-to-gross
earnings element.
Excluding Balances from a Specific Net-to-Gross Earnings Element
If a balance is enabled but not included, you can still use it in the
processing of a specific net-to-gross earnings element. To
do so, you add the balance using the Gross Balance Exclusions link
on the Element Summary page. You can also use this
page to exclude balances that are included by default.
5.Balance Exceptions:
237
•Balance exceptions define the criteria that you want to use in
balance exception reports to identify overpayments,
underpayments, and trends. This information can help detect the
balance adjustments needed to correct payments and identify
people in your organization who are leading in specific areas such
as sales.
•The following examples illustrate two different types of balance
exceptions that you may want to include in your balance exception
reports.
•You create reports using the Manage Balance Exceptions task in
the Payroll Calculation work area.
6.Creating a Balance Exception Report
•Balance exceptions define the criteria that you want to use in
balance exception reports to identify overpayments,
underpayments, and trends.
•This information can help detect the balance adjustments needed
to correct payments and
identify people in your organization who are leading in specific
areas such as sales.
•The following examples illustrate two different types of balance
exceptions that you may want to include in your balance exception
reports.
•You create reports using the Manage Balance Exceptions task in
the Payroll Calculation work area.
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FUSION HCM : PAYROLL PAYMENT METHODS
ORACLE FUSION HCM : PAYROLL PAYMENT METHODS
This Article belongs with Fusion Payroll, and how it functions. In this
part, we will discuss about Payment Methods in Fusion Payroll.
There are three types of payment methods
1.Organization Payment Method - Related to payments with the

organization.
2.Personal Payment Method - related to the employees.
3.Third Party Payment Method - related to payments to third
parties that do business with the organization.
Organization Payment Method :
• Organization payment methods define the payment type and

currency selected for the employees.
• The task associated with it is Manage organization Payment

Methods.
• For multiple payment sources, payment rules are used to

determine the appropriate payment source based on the tax
reporting unit (TRU).
• Any payment method that you define must belong to one of the
payment types that your enterprise supports.
239
• Each payroll must have at least one valid organization payment
method for each payment type available to employees on that
payroll. There may be more than one payment method with the
same payment type.
The most common payment types are:

1. Electronic funds transfer (EFT)
2. Check
3. Cash
• For any payment method through Electronic Fund Transfer

(EFT), a bank account has to be set up in Payroll initially.
• Your enterprise may support a different range of types that are

appropriate for your localization. For example, some
localizations do not allow cash, some do not support checks,
and very few support postal money orders.
• The names of payment types can vary by localization. For

example, in the US, the payment type for EFT is
NACHA(National Automated Clearing House Association);
• In the UK it's BACS(Bankers' Automated Clearing Services),
• and in Australia it's BECS(Bulk Electronic Clearing System).
Payment Sources :
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For Payroll processing, at least one payment source has to be
defined for each organization payment method. This can be a bank
account or any other source of funds. In Oracle Fusion Cash
Management, it is associated with an active bank account.
Personal Payment Methods:
• It is the definition of how the payments are handled from the

employee’s perspective (those within the organization).
• Associates a person to a payment method, currency, and

payment source.
• Holds the payment method details for a person.
• The task associated with it is Manage Personal Payment

Methods.
• In case a personal payment method is not assigned to an

employee, the Default Payment Method that is provided at the
time of Payroll Definition will be utilised for that employee.
• An important aspect of the personal payment method is that it

has to be associated with an organization payment method in
order to specify the payment source. As with the organization
payment method, a bank account is required for EFT payment.
• If an employee does not have a bank account, then a personal

payment method has to be attached to him/her, and it is usually
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either Check or Cash.
• Processing Order - in the case of multiple payment methods, the

order in which those methods have to be processed is to be
specified
Amount Type - the type of payment to be done

Amount - the actual amount of payment
Third-Party Payment Method
• Enables separate payment information for payments to third

parties who aren't on the payroll. Payments to third parties,
such as garnishments or other involuntary deductions, are
typically check payments processed separately from the payroll.
• A bank account is needed if the Payroll organization Payment

Method is EFT.
• The task associated with it is Manage Third Party Payment

Methods.
• When Third Parties are created, corresponding records for them

are created as trading community members in the trading
community application. Third parties can either be persons
(individuals) or organizations:
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• Third Party Persons - the application automatically assigns a
party usage code for the External Payee
• Third Party organizations - you assign a party usage code

specifying whether it is a Pension Provider, a Professional Body,
or simply an External Payee.
• After creating the required third parties, payment methods can

be created for the third parties so that they can be utilised in
Payroll processing.
• When creating a Third Party Payment Method for an

organization, an organization Payment Method has to be
provided. For a Third Party Payment Method to a third party
person, an organization Payment Method has to be provided
along with the relationship with any employee within the
organization.
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Oracle 1Z0-331 : FUSION HCM : Questions and Answers
Oracle 1Z0-331 : FUSION HCM : Questions and

Answers
QUESTION: 1
Which two statements regarding candidate readiness are true?
A. Candidates can have different readiness level ratings for each
plan on which they are
candidates.
B. You can select the candidate readiness so that it displays on the
succession plan and in
the analytics to compare candidates.
C. Readiness is specific to each succession plan and feeds the
readiness on the worker
profile.
D. The readiness level for succession plans is the same as the
Advancement Readiness
selection on the Career Planning portrait card.
Answer: A, B
QUESTION: 2
You need to mass-assign goals that exist in the goal library. The
requirements are as
follows:
- Performance goals Al, A2, and A3 should be assigned to Manager
l's direct reports.
- Development goals Bl, B2, and B3 should be assigned to Manager
2's direct reports.
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Which option accomplished these requirements?
A. Manager 1 and Manager 2 shares goals Al, A2, and A3 and Bl,
B2, and B3 withdirect
reports, respectively.
B. The organization owner should add goals Al, A2, A3, Bl, B2, and
B3 so they can be
accessible as organization goals.
C. The HR Specialist selects goals from the goal library, and then
assigns them to the
appropriate population.
D. Manager 1 adds goals Al, A2, and A3 and Manager 2 adds goals
Bl, B2, and B3 to
their direct reports' performance documents.
Answer: D
QUESTION: 3
Your client has 10 different vice-president jobs that are expected to
have a high turnover
rate. The client informs you that these jobs have identical or nearly
identical skill sets.
You are tasked with creating a succession plan, which has
maximum plan strength.
Which two tasks should be carried out to fulfill your client's
requirements?
A. Select and add a limited number of internal candidates.
B. Use the Job or Position plan type.
C. Use the Incumbent plan type.
D. Select and add a large number of candidates.
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Answer: A, B
QUESTION: 4
The Performance document has an approval step right after the
Manager Evaluation step
in a Performance process flow which also has a Self-Evaluation
step. In the same
performance, the option of "Evaluation activities can be performed
concurrently" is
selected. What happens to the document control when the approval
task is triggered and
the document approver rejects the approval request?
A. The control of the document comes to the worker's Line
Manager.
B. The control of the document comes to the worker.
C. The control of the document is open and whoever opens and
saves the document first,
the document is locked for that role.
D. The control of the document remains with the approver until the
performance
document is shared.
Answer: A
QUESTION: 5
Which three options can be controlled by Performance Roles?
A. Competency Section
B. Questionnaire
C. Goals Section
D. Goals section rating scale
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E. Competency section rating scale
F. Performance document period
Answer: B, C, F
QUESTION: 6
As an HR specialist, you want to mass-assign goals to workers.
While assigning the goals,
you selected a goal plan but did not select a goal plan period.
Choose the correct option
that holds true for the goal plan period in this scenario.
A. The organization owner of the respective worker assigns a goal
plan period based on
the individual organization goal plan period.
B. The HR specialist who assigned the goal plan either sends
notification to workers about
the goal plan period or manually populates the plan period based on
the expected goal
completion date.
C. The workers populate the plan period for the goal plan based on
the expected goal's
target completion date.
D. The system determines and auto-populates appropriate goal plan
and sub-period based
on the goal's target date.
Answer: B
QUESTION: 7
Identify four correct statements that describe the Performance
Template.
247
A. In the performance template, you cannot specify static content,
such as competencies
and goals.
B. In the performance template, you cannot edit sections in the
template.
C. In the performance template, you can edit sections in the
template.
D. In the performance template, you can select the document type,
sections, process flows
to use, and any additional content on which to rate workers.
E. In the performance template, you can specify the processing
rules for the document,
and enter the periods for which the performance documents are
valid.
F. In the performance template, you can select the roles that can
access the performance
documents created from the template.
Answer: C, D, E, F
QUESTION: 8
A specific goal from the goal library is added by a worker. Later, the
HR specialist
changes the status of the goal in the goal library to "Inactive". How
does the system
behave when the goal status is saved?
A. It successfully saves the status without affecting the worker's
goals and the goal is
prevented from future copying.
248
B. It throws an error saying "Goal is already in use".
C. It deletes the goal from the worker's goals and successfully
saves the status.
D. It throws an error saying "Insufficient Privileges".
E. It completely deletes the goal from the system.
Answer: C
QUESTION: 9
An employee transfers from the US Sales department to the Hong
Kong Sales department
midway through the period covered by the US Sales Annual
Evaluation performance
document. The HR specialist has run the batch eligibility process for
the last time after the
employee transferred, making him ineligible to use the US Sales
Annual Evaluation
performance document. However, the organization process requires
that the employee be
evaluated using performance documents for both his old and new
locations.
The HR specialist navigates to the Manage Worker Eligibility page,
and selects the
employee. Then the HR specialist clicks the Change Eligibility
button, selects the US
Sales Annual Evaluation performance documents, and specifies to
force it eligible.
Which statement is correct about the ability of the employee and his
manager to perform
249
evaluation?
A. Since the employee no longer meets the eligibility criteria, only
the new manager can
access the performance document to perform the evaluation.
B. Even though the employee no longer meets the eligibility criteria,
he and his new
manager can still access the performance document to perform the
evaluation.
C. Since the employee no longer meets the eligibility criteria, the
employee and his
manager are not able to conduct performance evaluation in his new
location.
D. The employee and his manager can access the performance
document to perform
evaluation only in a new location.
Answer: A
QUESTION: 10
Your customer requires a Mid-Year review and Annual Review for
the current business
process to work in Oracle Performance Management Cloud. They
have a Self-Evaluation
step in both the performance templates but they would like to notify
the employee's
manager about the completion of the Self Evaluation step only in
the Annual Review
Document to reduce the mail traffic. Which statement is correct
about implementing this
250
requirement?
A. This notification cannot be controlled at the performance
template level and once
turned on will fire for the step for all the Performance templates.
B. The Activity Name for Manager Role will be left bank for the
Mid-Year review process
flow.
C. The Notify Manager check box will be deselected in the Mid-Year
review template and
will be selected for the Annual review template.
D. The Notify Manager check box will be not selected in the Overall
Summary section in
the Mid-Year review template and this will be selected for the
Annual review template.
Answer: B
QUESTION: 11
The Department Manager has created an organization goal
"Improve Organization Sales".
The goal is assigned to all the workers who fall under the
organization hierarchy. The
goal-setting process is competed across the organization. At the
midpoint of the goal
period, the Department Manager would like to know if the workers in
his or her
organization are achieving the goals that are aligned to the
organization's goal "Improve
251
Organization Sales". How can the manager see the desired
information?
A. Create a new dashboard report on the My Goals page.
B. Create a new dashboard report on the Organization Goals page.
C. View the Goal Alignment Summary report.
D. View the Goal Progress Summary report.
E. View either the Goal Alignment Summary report or the Goal
Progress Summary report.
Answer: D
QUESTION: 12
Which two statements are true for each type of questionnaire
questions?
A. You may configure specific responses, but you cannot select the
presentation method to
determine how the response appears.
B. For the single select question type, the possible responses can
be configured only to
appear as radio buttons.
C. For the single select question type, the possible responses can
be configured only to
appear in a single select choice list.
D. You may configure specific responses and select the
presentation method to determine
how the response appears.
E. For the single select question type, you can specify that the
possible responses appear
either in a single select choice list or as radio buttons.
252
Answer: D, E
QUESTION: 13
Which functionality in Talent Management enables an HR specialist
to select an
individual based on a specific list of requirements?
A. Best-Fit Analysis
B. Profile Search
C. Profile Comparison
D. Person Portrait
Answer: A
QUESTION: 14
Your customer has enabled the notification Participant Feedback -
Worker deletes
participant. One of the workers has an open performance document
and requested a
Participant Feedback. In the middle of the performance cycle the
worker had a Line
manager change, but the worker's performance document owner
remained the old
manager. The worker deletes a feedback participant since the
feedback was no longer
required by the previous co-worker. Which two will be receiving a
notification for this
action?
A. Feedback Participant
B. Old Line Manager
C. Worker
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D. Current Line Manager
E. HR Specialist
Answer: A, D
QUESTION: 15
Which two statements are true regarding succession plan strength?
A. It is a non-calculated description of succession plans that is
determined by the number
of candidates in the plan and their risk of loss.
B. It is a non-calculated description of succession plans that is
determined by the number
of candidates in the plan and their readiness.
C. It can be manually overridden.
D. It is also known as plan bench strength.
Answer: B, D
QUESTION: 16
Which two options are available in the Section Order field on the
Create Questionnaire
Template Contents page when creating a questionnaire template?
A. Manual
B. Random
C. Sequential
D. Ascending
E. Descending
Answer: B, C
QUESTION: 17
What happens when you publish a goal?
A. It is added to the competency library.
254
B. It is available to workers in the Organization Goals area of the My
Goals page.
C. It is added to the goal library for users to select.
D. It is available to workers in the Shared Goals area of the My
Goals page.
Answer: B
QUESTION: 18
Which two worker information areas can be evaluated in a
performance document?
A. Performance Goals
B. Career Preferences
C. Job Competencies D.
Development Goals
Answer: A, C
QUESTION: 19
How do you compare a worker's performance and potential ratings
from one of the
previous meetings with his or her performance and potential ratings
for the current year
during a talent review meeting?
A. A comparison can be done only between different workers and
not between workers'
records across different time spans.
B. Use the Snow Progress feature in conjunction with the timeline
slider.
C. Use the Move Marker functionality.
D. Use the Zoom functionality of the talent review dashboard.
255
E. Select the worker, click the Window details button, and then click
the Compare tab.
Answer: D
QUESTION: 20
A Human Resources Specialist is required to create a Talent
Review Meeting for all the
Sales Consultants in the Regional Sales Department. While creating
the meeting, the
Human Resource Specialist is unable to add Succession Plan to the
meeting. What could
be the two reasons for this?
A. The Workers part of the Review Population of the meeting does
not have any
Succession Plans defined.
B. Talent Review Template selected for the meeting does not have
Include Succession
Plans enabled.
C. The Workers part of the Review Population of the meeting is not
part of any
Succession Plans.
D. The Business Facilitator of the Talent Review Meeting is not an
owner of any
Succession Plans.
E. The Human Resource Specialist creating the Talent Review
Meeting does not own any
Succession Plans.
Answer: A, D
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QUESTION: 21
Which two options are available in the Page Layout field on the
Create Questionnaire
Template Contents page when creating a questionnaire template?
A. 4column
B. 2 column
C. 1 column
D. 3 column
E. 5 column
Answer: A, C
QUESTION: 22
Goal Management enables you to print worker goals. What are the
two provided output
formats?
A. dat
B. pdf
C. html
D. doc
E. xis
F. rtf
Answer: B, C
QUESTION: 23
Which three actions must be completed before a worker can
associate a goal to a goal
plan, including a weight?
A. The goal plan must be assigned to the worker's department.
B. The goal must have the same Start Date as the goal plan.
257
C. The worker must select the goal plan when creating the goal.
D. The worker must select the goal from the goal library.
E. The goal plan must include the worker's goal.
F. The goal plan must be assigned to the worker.
G. The goal plan must enable weights.
Answer: B, E, G
QUESTION: 24
Which statement is true about selecting Job and Position
information for the talent pool?
A. The Grade field is disabled.
B. Job Family and Job Profile are enabled when Position is selected
first.
C. Job and Department fields are populated and disabled when
Position is selected first.
D. Additional fields are restricted when Department is selected first.
Answer: A
QUESTION: 25
A manager has assigned a performance goal "Improve Quality by
20%" to a worker by
using the My Direct Goals page. The manager had picked the goal
from the goal library.
The goal is viewable by the worker on the Performance Goals tab of
the My Goals page.
The worker has started working towards achieving the goal
"Improve Quality by 20%". In
the middle of the goal period, when the worker tries to update the
status of the goal, the
258
worker finds that he or she is not allowed to update the goal
attributes.
What is stopping the worker from updating the goal status?
A. The worker cannot update the goals assigned by using the My
Direct Goals page.
B. The worker cannot update the performance goal.
C. The worker cannot update the goals added from the goal library.
D. The manager has not enabled the flag that allows workers to
update goal attributes.
E. The worker is not allowed to update the goal in the middle of the
goal period.
Answer: E
QUESTION: 26
You are implementing Oracle Performance Management Cloud with
the requirements that
during performance evaluation, a manager should be able to
allocate rewards to direct
reports and also be able to promote them. How do you meet these
requirements?
A. Include the Allocate Rewards subtask in the process flow, but
handle promotions
separately in core HR.
B. Recommend that the client perform those tasks outside the
performance evaluation
process in compensation management.
C. In the performance process flow setup, include the tasks Allocate
Rewards and Manage
259
Promotions.
D. Configure the performance document sections to include rewards
and promotions.
E. Include the Manage Promotions task in the process flow, but
handle rewards separately
in compensation management.
Answer: C
QUESTION: 27
A Human Resources Manager informs the Human Resource
Specialist that an Incumbent
Succession Plan needs to be updated. The Human Resource
Specialist is unable to find the
Incumbent Succession Plan. What is the cause of this?
A. The Human Resource Specialist is not the owner of the
Succession Plan even though
the privacy of the plan is Public.
B. The Human Resource Specialist is one of the owners of the
Succession Plan; however,
the data role of the Human Resource Specialist doesn't allow him to
search for the
employee in person management search.
C. The Human Resource Specialist is one of the owners of the
Succession Plan; however,
the privacy of the plan is Private.
D. The Human Resource Specialist is not the owner of the
Succession Plan even though
260
the data role of the Human Resource Specialist allows him to
search for the employee in
person management search.
Answer: B
QUESTION: 28
Which statement is true regarding lookup hierarchy level?
A. Location level super cedes user and affects only the experience
of the current user.
B. It is a best practice to set user-level option values before
specifying values at any other
level.
C. User level affects all applications of a product family.
D. Site level affects all application configuration options for a given
implementation.
Answer: A
QUESTION: 29
You are implementing Oracle Goal Management for a midsize
company. Your customer
wants to add goals from a legacy application. These goals need to
be available to all
workers, managers, and organization owners. Identify two ways to
satisfy these
requirements.
A. Add goals to a goal plan.
B. Add goals to the goal library.
C. Upload goals into the goal library by using an
application-generated spreadsheet.
261
D. Add the goals as an organizational owner.
Answer: C, D
QUESTION: 30
Your customer wants a list of items that managers should consider
doing when creating
their goals, so that subordinates can create goals that align with or
support their managers'
goals. Select two options that should be included in the training
materials for managers to
satisfy this requirement.
A. publishing Performance Goals
B. publishing Organization Goals
C. sharing Organization Goals
D. sharing Performance Goals
E. assigning goals
F. aligning goals
Answer: C, F
QUESTION: 31
Which four fields are configurable on the Create Questionnaire
Template Basic
Information page when creating a questionnaire template?
A. Rating Model
B. Status
C. Privacy
D. Owner
E. Name
Answer: A, B, C, D
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QUESTION: 32
After the completion of the performance document, the employee's
profile is updated. The
HR user wants to be able to identify the source of the ratings that
appear in the employee's
profile. Which object helps a user distinguish between the source of
the ratings?
A. Content Section
B. Content Type
C. Instance Qualifier
D. Content Item
E. Content Library
Answer: B
QUESTION: 33
A goal plan is created that includes goals from a previous goal plan.
Which two goals are
copied to the new goal plan?
A. Goals with the status Mark for Copy.
B. Goals with the status Complete.
C. Goals with the status In Progress.
D. Goals with the status Not Started.
Answer: C, D
QUESTION: 34
Which two statements are true regarding adding goals to and
removing goals from a talent
pool?
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A. If you remove a development goal from a talent pool, that goal
will be automatically
removed from the workers' goals list, which inherited the goal from
the talent pool.
B. When you add a goal to a pool, all members of the pool are
assigned the goal.
C. You can only add goals that exist in the goal library.
D. When you add a goal to pool members who already have that
goal as one of their
existing goals, the goal will be duplicated in the goal list.
Answer: B, C
QUESTION: 35
When a manager is terminated, how will you reassign the
performance document and the
corresponding tasks of his or her reports to the new manager?
A. The new manager can be made responsible for the tasks
associated with the
performance document by using the Transfer Performance
Document function.
B. A new performance document has to be created for the report
whose manager has been
terminated and it has to be assigned to his or her new manager.
C. The performance documents are automatically reassigned to the
report's new manager.
D. It is not possible to transfer the performance documents to the
report's new manager.
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E. The new manager automatically has access to view the
performance documents but
cannot accomplish tasks associated with it.
Answer: C
QUESTION: 36
Identify two correct statements for Goal Plan setup.
A. Long-term goals can only be created within long-term goal plans
and cannot exist
across goal plans.
B. The performance document attached to a Goal Plan decides the
Goal Plan inclusion in a
performance document.
C. The review period attached to a Goal Plan restricts the user from
creating long-term
goals.
D. Goal Plan dates are defaulted from review period dates.
E. The start and end dates of a Goal Plan have to be within the
review period.
Answer: B, E
QUESTION: 37
All tasks and subtasks are included in the Performance flow except
the Set Goals task.
Can the competencies and goals be added for a worker in his or her
A. Yes. Only goals can be added in the worker self-evaluation task.
B. Yes. Only competencies can be added in the manager evaluation
of worker tasks.
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C. Yes. Goals and competencies can be added in the manager
evaluation of worker tasks
only.
D. Yes. Goals and competencies can be added in the worker
self-evaluation task only.
E. No. Without the Set Goals task, goals and competencies cannot
be added in the
F. Yes. Goals and competencies can be added in either the worker
self-evaluation or the
manager evaluation of worker tasks.
Answer: E
QUESTION: 38
Your client wants workers to be able to enter goals in self-service,
but wants managers to
be able to see all the goals maintained by workers. What would you
advise the customer to
configure?
A. Performance Goals only, and disable the Mark Goals Private
indicator
B. Performance Goals and Development Goals, and disable the
Mark Goals Private
indicator
C. Performance Goals, Development Goals, and Personal Goals
D. Performance Goals and Development Goals
E. Performance Goals only
Answer: E
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QUESTION: 39
Your customer wants the Goals and Competency section of the
performance template to
be populated based on the Job which is assigned to worker.
What two options should you use to configure this requirement?
A. Create an eligibility profile based on worker Job and the HR
Specialist could mass
insert Competencies into already created performance documents
using the Mass Assign
process.
B. Create an eligibility profile based on worker Job and the HR
Specialist could mass
insert Goals into already created performance documents using the
Mass Assign process.
C. Create an eligibility profile based on worker Job and populate
worker Competencies
using the Mass Assign process before the creation of the
performance document. In the
performance template section of Goals, choose the option of "Use
Employee's
Competencies".
D. Populate the Job profile with Job-specific Competencies and in
the performance
template section of Competencies setup, choose the option of Use
Specific Profile and
select Job profile.
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E. Populate the Job profile with Job-specific Goals and in the
performance template
section of Goals setup, choose the option of Use Specific Profile
and select Job profile.
F. Create an eligibility profile based on worker Job and populate
worker Goals using the
Mass Assign process before the creation of the performance
document. In the performance
template section of Goals, choose the options of Use Employee's
Goals.
Answer: E, F
QUESTION: 40
Where do reviews create and manage notes for their direct and
indirect reports for a Talent
Review Meeting?
A. Talent Review Dashboard
B. Prepare Review Content page
C. Show Details dialog box
D. Manage Notes and Tasks page
Answer: B
QUESTION: 41
A company uses the band method for the overall summary, sum
method for the goals
section, and average method for the competencies section with
rating points. For an
employee, the score for the competencies section is 50, and the
score for the goals section
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is 20. The table shows the rating point ranges set up for the overall
section rating model to
assign the rating level for the overall rating. What is the overall
rating of an employee?
A. E
B. C
C. A
D. B
E. D
Answer: E
QUESTION: 42
You are in the process of setting up a talent review meeting. When
you log in to the
application, the talent review template does not appear in the list of
values.
Identify the reason for the template not appearing in the list of
values.
A. The template is in Inactive status.
B. The template is in Active status.
C. The template is in Incomplete status.
D. The template is in Planned status.
E. The template is in Approved status.
Answer: A
QUESTION: 43
You have a requirement in your company to set up model talent
profiles for various jobs
269
and positions in your organization's hierarchy. Which profile type
template will suit your
requirement?
A. Document the requirements and create a model person profile,
job profile, and position
profile.
B. Document the requirements and create a model profile which can
be used only for
positions.
C. Document the requirements and create a model profile, which
can be used for both jobs
and positions.
D. Document the requirements and create a model profile, which
can be used only for
jobs.
E. Document an incumbent's talent and create a model person
profile and use it for either
the job or the position that you want to create.
Answer: A
QUESTION: 44
An organization owner creates an organization goal and publishes
the goal, while
assigning the goal to specific individuals in the organization. Which
three statements are
true about workers and their goals in the organization?
A. Workers can cancel the goal before they start working on it.
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B. Workers who create their own goals from the published goal can
delete the goal.
C. Workers who are assigned the goal can delete the goal.
D. Worker goals created from the published goal are automatically
aligned to the
published goal.
E. If the organization owner deletes the goal, the corresponding
worker goals will be
deleted.
F. Workers can remove the alignment to the organization goal.
Answer: C, D, F
QUESTION: 45
The performance template is configured in such a way that the
Performance Rating given
by the manager against a content item is going to update the
worker's profile. Which two
statements are true?
A. The Instance Qualifier for the update cannot be "Reviewer ID".
B. The Job (Model) Profile for the worker can also be updated.
C. The Instance Qualifier for the update can be "Supervisor" or
"Reviewer ID".
D. Rating an item can be made mandatory.
Answer: C, D
QUESTION: 46
What should a manager do if he has assigned an organization goal
to his direct reports, but
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intends to change the target completion date of Goals for the direct
reports?
A. Manager cannot change the Target completion date of the
assigned organizational
Goal.
B. Sign in as the manager, go to Navigator/About me/Goals/My
Worker Goals. Select the
goal assigned by him and click Edit. Change the target completion
date and click Submit. C.
Sign in as the manager, go to Navigator/About me/Goals/My
Organization Goals.
Select the goal created by him and click Edit. Change the target
completion date and click
Submit.
D. Sign in as the manager, go to Navigator/About me/Goals/My
Organization Goals.
Delete the assigned goal and select a new goal created by him with
the new target
completion date and assign the newly created goal.
Answer: B
QUESTION: 47
During the talent review meeting, review participants want to see
data from five previous
meetings; however, the system does not allow this. What is the
reason?
A. Only data from two meetings can be included in the talent review
meeting.
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B. Only data from one meeting can be included in the talent review
meeting.
C. Only data from four meetings can be included in the talent review
meeting.
D. Data from previous meetings can be included in the current
review meeting.
Answer: A
QUESTION: 48
What is the maximum number of section types that you can
configure in a performance
template to meet the requirements of a semiannual evaluation of a
company and what are
the section types?
A. five; goals to rate worker goals, overall summary, worker final
feedback, manager final
feedback, and profile content to rate worker competencies
B. four; worker and peer final feedback, manager review, HR
review, and profile content
to assess career preferences
C. three; profile content to rate worker competencies, goals to rate
worker goals, and
rating model for risk and impact of loss
D. two; rating model for risk and impact of loss, and overall
summary toprovide the
overall rating of the worker or manager
E. three; HR Specialist final feedback along with rating, overall
summary region, and
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profile content to rate worker's risk of loss
F. five; profile content to rate worker competencies, goals to rate
worker goals, overall
summary, worker final feedback, and peer review
Answer: F
QUESTION: 49
The Department Manager has created and published an
organization goal "Improve
Organization Performance". The goal-setting process is completed
across the organization.
At the end of the goalsetting process, the Department Manager
wants to know how many
workers in his or her organization have set goals to "Improve
Organization Performance".
How can the Department Manager see the desired information?
A. View either the Goal Alignment Summery report orthe Goal
Progress Summary report.
B. View the Goal Progress Summary report.
C. Create a new dashboard report on the Organization Goals page.
D. Create a new dashboard report on the My Goals page.
E. View the Goal Alignment Summary report.
Answer: E
QUESTION: 50
Your customer would like to have the Line Manager's Manager
approval in a Performance
Document. Which setup option should you use for implementing
this?
274
A. Select the option of Include Second Approval Processing Activity
in the Performance
template.
B. Select the option of Include Approval Processing Activity in the
Process Flow attached
to the Performance template.
C. Select the option of Include Second Approval Processing Activity
in the Process Flow
attached to the Performance template.
D. Set the profile option HRA_PD_AAPR to Y.
Answer: B
QUESTION: 51
While defining a Talent Review Template for a customer, you are
required to set up a 2x3
Performance vs. Potential Box Chart. Which option should be set up
in the Talent Review
Template?
A. Map X-axis with a performance rating model with 2 rating levels
and map Y-axis with
a potential rating model with 3 rating levels.
B. Map X-axis with a potential rating model with 2 rating levels and
map Y-axis with a
performance rating model with3 rating levels.
C. Map X-axis with a performance rating model with 2 rating
categories and map Y-axis
with a potential rating model with 3 rating categories.
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D. Map X-axis with a potential rating model with 2 rating categories
and map Y-axis with
a performance rating model with 3 rating categories.
Answer: A
QUESTION: 52
Which three statements are true about the Notes added in the
Talent Review Meeting?
A. Reviewers can see all notes created for the meeting for their
direct and indirect reports.
B. Facilitators create and manage notes on the Talent Review
dashboard.
C. Business Leaders create and manage notes on the Talent
Review dashboard.
D. Reviewers create and manage notes for their direct and indirect
reports on the Prepare
Review Content page.
Answer: A, B, D
QUESTION: 53
When you add a task to a selected worker on the Talent Review
dashboard, what role does
the worker automatically assume?
A. Assigned Worker
B. Task Owner
C. Associated Worker
D. Assignee
Answer: A
QUESTION: 54
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You have specified the minimum number of participants for each
role in the performance
template. While creating the performance document, you _
A. cannot add any more participant over and above the minimum
number specified for the
role
B. can add only one more participant over and above the minimum
number specified for
the role
C. can add only two more participant over and above the minimum
number specified for
the role
D. can add more than two more participant over and above the
minimum number specified
for the role
Answer: D
QUESTION: 55
One of the workers reporting to you is appearing in the holding area.
Identify three
possible reasons for the worker to be in the holding area.
A. The box in which the worker should appear has multiple ratings
mapped to it, resulting
in the worker being placed in the holding area.
B. The worker joined the organization after the talent review
meeting was scheduled.
C. The performance rating model that is used to assess the
worker's overall performance
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rating differed from the performance rating model selected on the
talent review
configuration template.
D. The worker was not rated before the talent review meeting.
E. The worker has been placed in the holding area by you during
the talent review
meeting.
Answer: B, C, D
QUESTION: 56
During performance evaluation, if changes are made to a worker's
goals on the Goal
Management pages, how can the changes be reflected in the
A. Use the "Update goals and competencies" action on the
B. The user must manually check for changes made on the Goal
Management pages and
update the performance document accordingly.
C. The changes made on the Goal Management pages are
automatically reflected in the
D. After the performance document is created, the changes made
on the Goal Management
pages cannot be synchronized with the performance document and,
therefore, must be
evaluated outside the system.
278
E. A separate performance document must be created to
incorporate the changes made on
the Goal Management pages.
Answer: C
QUESTION: 57
Your organization may require an annual performance evaluation
that includes any or all
of the sections. Which four section types are valid for performance
document template
sections?
A. Manager Final Feedback
B. Worker Final Feedback
C. Goals to rate worker goals
D. Questionnaire only for managers
E. Profile Content to rate worker competencies
Answer: A, B, C, E
QUESTION: 58
Your organization wants to implement a project evaluation process
and a semiannual
evaluation for its workforce. Managers should be able to record the
final feedback and
profile content to rate worker competencies. There should be a clear
distinction between
the tasks the managers and workers perform as part of the
evaluation process. Identify the
four components that you need to configure to create a performance
document that will
279
meet these requirements.
A. calculation rules in the process flow to include semiannual ratings
B. Overall Summary section for manager final feedback
C. process flows with unique step names for managers and workers
D. a section to bring together the documents type, template
sections, and process flow
E. the Performance template section for profile content to rate
worker competencies
F. the Performance template section for manager final feedback
G. document types of Project evaluation and semiannual evaluation
Answer: A, B, C, E
QUESTION: 59
Which two profile options override the "Available to Use" option to
display the
performance document on the My Managers Evaluation and My
Evaluation pages so that
managers and workers can access it?
A. Number of future years from the current date
B. Number of cycles from the current date
C. Number of past years from the current date
D. Number of past days from the current date E.
Number of future days from the current date
Answer: A, C
QUESTION: 60
Part of your task is to set up and maintain goals alignment against
organization objectives.
280
If you delete or cancel a goal, additional work is needed to complete
the deletion or
cancellation process. Which two statements are true?
A. If you delete an organization goal, you remove the alignment
between it and any goals
that were aligned to it.
B. If you delete an organization goal, you cannot remove the
alignment between it and any
goals that were aligned to it.
C. When you cancel an organization goal, the alignment to other
goals is not removed.
Owners of goals that are aligned to the canceled goal receive email
notification that the
goal they aligned to is canceled. They can then cancel or modify
their own goals, align
their goals to other goals, or leave the alignment as it is.
D. When you cancel an organization goal, the alignment to other
goals is not removed.
Owners of the goal can then cancel or modify their own goals, align
their goals to other
goals, or leave the alignment as it is.
Answer: A, D
QUESTION: 61
Which statement is false in describing Succession Plan types?
A. An Incumbent plan type allows you to create a plan to replace
multiple individuals.
281
B. An Incumbent plan type allows you to create a plan to replace a
particular individual.
C. The Job or Position plan type allows you to create a plan to
ensure that one or more
potential candidates have been identified to fill a key role or
position.
D. A Job or Position plan can cover a particular job in a specific
business unit or
department, or throughout an entire organization.
Answer: C
QUESTION: 62
You are a review participant and there is a need to analyze the
impact of changing the
performance and potential ratings of a worker reporting to you.
Identify two options
available on the talent review dashboard that can be used for
calibrating performance and
potential.
A. Zoom in
B. Mobility
C. Zoom out
D. Drag-and-drop
E. Move marker
Answer: B, D
QUESTION: 63
Which three statements are true about goal plans?
282
A. Goals can be added to a Performance goal plan, which is
assigned to an organization.
B. Goal plans can be used to group goals to track them easily for a
specific population and
time period.
C. Goal plans can be used to assign goals to a specific population.
D. Goals can be assigned to both individuals and an organization by
assigning the goal
plan to both individuals and an organization.
E. Goal plans can be used to add goals to goal plans from other
sources.
Answer: B, C, E
QUESTION: 64
Which two statements are true regarding a performance template
section?
A. The Profile Content section can be both rated and weighted.
B. The Goals section can be weighted but not rated.
C. The Worker Final Feedback section can be rated and weighted.
D. The Manager Final Feedback section can be rated and weighted.
E. The Overall Summary section can be rated but not weighted.
Answer: A, D
QUESTION: 65
A manager has several goals and has assigned some of those
goals to his or her direct
reports. However, when direct reports complete the goal, their
profiles are not updated
283
with the competencies associated with the goal as Target
Outcomes. What is the possible
reason that the competencies were not added to the profiles?
A. The Target Outcome was added to the goal after the goal was
submitted.
B. The goal was assigned to the direct reports after the Target
Outcome was added.
C. The Target Outcome was added, but the target proficiency was
not selected.
D. Goal Tasks were not associated with the goal.
E. The Target Outcome was added after the goal was assigned to
the direct reports.
Answer: E
QUESTION: 66
The HR manager is planning for the next goal plan period. She finds
that the current goal
plan template being used by the organization does not reflect the
latest organization-wide
changes with respect to goal management. How could the HR
manager incorporate the
changes?
A. Create a new template and edit the goal settings in the new
template.
B. Update the goal-setting options in the current goal plan template.
C. Update the goal management profile options.
D. Delete the currently used template and create a new one.
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E. Add a new goal plan period now to the current template and
update the goal-setting
options.
Answer: C
QUESTION: 67
You are a manager in a financial firm and have a new person report
to you. The person is
new to Oracle HCM Cloud and Person Gallery. He or she comes to
you for help in
understanding the difference between a suggestion list and an
interest list. Which option
would be a good explanation for the difference between the two and
help him or her in
managing the lists?
A. A suggestion list is a manually created list of jobs by the manager
for an employee,
whereas an interest list is a list of jobs or positions created by an
employee, which he or
she would like to pursue.
B. A suggestion list is a manually created list of jobs by the manager
for an employee,
whereas an interest list is a list of jobs or positions created
automatically for an employee
based on the competencies, skills, and qualifications match on his
or her profile.
C. A suggestion list is an automatically created list of jobs for an
employee based on the
285
competencies, skills, and qualifications match on his or her profile,
whereas an interest list
is a list of jobs or positions created by the manager for an employee
based on employee
performance and interests.
D. A suggestion list is automatically generated when an employee
views his or her career
planning card and consists of suitable jobs or position profiles based
on how well an
employee's competencies, skills, and qualifications match with
those of the job or position
profile. An interest list is manually created by an employee by
browsing profiles of jobs
and positions that he or she might like to pursue and adding them to
the list.
E. A suggestion list is a manually created list of jobs by the
employee himself or herself
for his or her peers. An interest list is automatically created for the
employee based on his
or her qualification, skills, and competencies.
Answer: D
QUESTION: 68
The Human Resources department manager informs the Human
Resource Specialist that
Employee 1, who is Head of Sales, plays a virtual role in the
organization and they must
plan for the successors of the employee. What should the Human
Resource Specialist do?
286
A. Create an Incumbent Succession Plan for Employee 1.
B. Create a Job Succession Plan for the Head of Sales job.
C. Create a Job Profile Succession Plan for the Sales job profile.
D. Create a Job Family Succession Plan for the Sales job family.
E. Create a Position Succession Plan for the Head of Sales
position.
Answer: A
QUESTION: 69
What are two reasons an employee cannot access a goal from the
goal library while adding
a goal?
A. The goal is not with Active status in the goal library.
B. Goal created in the library is outside the Start Date and Target
Completion Date.
C. Goal Library profile option is not enabled.
D. Goal Library is not available to the employee.
E. Goal plan assigned to the employee is not part of the current
review period.
Answer: A, B
QUESTION: 70
What can you use Questionnaires for before a Talent Review
meeting?
A. to view and track development goals of workers outside of your
direct reporting line
B. to assign qualitative or quantitative measurements to assess the
level of success of
achieving a goal
287
C. to assign Development Goals to workers in your direct reporting
line
D. to calculate the worker potential rating during the content
preparation stage
Answer: D
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Oracle 1Z0-329 : FUSION HCM
Oracle 1Z0-329 : Questions and Answers
Question 1
Identfy three correct statements about Workforce Life Cycle.
(Choose three.)
A. Line managers can create and manage work relatonshipse
employment termse and assignments
for all workers.
B. HR specialists can create and manage work relatonshipse
employment termse and assignments for
the workers to whom they have security access.
C. HR specialists and line managers can create and manage
work relatonshipse employment termse
and assignments for all the workers.
D. Line Managers can transfer their direct and indirect reports
only
E. The Add Person tasks include creatng a new person's frst
work relatonship with the enterprise.
Answers B,D,E
Question 2
Which three optons are true regarding Grade Ladders?
(Choose three.)
A. Five types of Grade Ladders are available.
289
B. A Grade Ladder can be created with a combinaton of both
grades and grades with steps.
C. A Grade Ladder cannot be created with a combinaton of
both grades and grades with steps.
D. Two types of Grade Ladders are available.
E. Grade Ladders are used to group grades or grades with
steps.
Answers C,D,E
Question 3
You are implementng the Checklist functonality for one of your
customers. The customer wants the
checklist template to be allocated to persons automatcally.
What should you do to achieve the required functonality?
A. Managers can automatcally allocate checklist templates to
the persons whom they manage from
Person Gallery
B. Associate the eligibility profle with the checklist template to
allocate the checklist to persons
automatcally when they satsfy the criteria built in the eligibility
profle.
C. Associate the acton with the checklist template to allocate
the checklist to persons automatcally
when they experience the acton.
D. Associate the area of responsibility with the checklist
template to allocate the checklist to persons
automatcally when they are given the specifc area of
responsibility.
290
E. Associate a life event with the checklist template to allocate
the checklist to persons automatcally
when they experience the event.
Answers C
Question 4
An organizaton wants to include a security profle in an HCM
data role and then provision the data
role to a user. Identfy the opton which lists the HCM object
types for which the security profles can
be created.
A. Persone Organizatone Positon. Legislatve Data Groupe
Locaton. Grade. Document Typee Payroll.
Payroll Flow
B. Persone Organizatone Positon. Legislatve Data Groupe
Countrye Gradee Document Type. Payrolle
Payroll Flowe Workforce Business Process
C. Persone Organizatone Positone Legislatve Data Groupe
Countrye Document Type. Payrolle Payroll
Flowe Workforce Business Process
D. Persone Organizatone Positone Legislatve Data Groupe
Locatone Gradee Document Typee Payrolle
Payroll Flowe Workforce Business Process
Answers C
Question5
A public holiday message is displayed on the gallery page for
the German employees of the
organizaton.
291
Identfy two reasons why the holiday message can also be
viewed by some of the French employees
on their portrait page. (Choose two.)
A. The employees are terminated.
B. The event message under the “Public Holiday” calendar
event category is viewed by everybody.
C. The French employees have their primary work schedule
associated with the “Public Holiday”
calendar event category.
D. The French region is associated with the calendar event.
E. The “Public Holiday” calendar event category controls the
visibility of the calendar event
massages.
Answers C,D
Question 6
You are part of a new implementaton and have the seeded HR
Specialist role. You are able to fnd all
the workers in Person Gallerye but not able to view a single
worker on the Person Management page.
Identfy two reasons for this. (Choose two.)
A. The Person Security Profle in the data rolee which is
atached to the seeded HR Specialist
applicaton rolee does not allow the person access to data.
B. The Refresh Manager Hierarchy process is not run in the
instance.
C. The Public Person Security Profle is set up as View All
People in the data rolee which is atached to
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the seeded HR Specialist applicaton role.
D. The seeded HR Specialist role does not have access to hire
the worker in the instance.
E. The Person Profle is not created for any of the employees in
the new instance.
Answers A,D
Question 7
A manager in an organizaton plans to implement a three-ter
employment model and wants to
ensure that the same atributes are applied to each person in
the organizaton.
Which approach would you recommend to meet this
requirement?
A. Set the values in employment terms and prevent override at
assignment level.
B. Do not set the values in employment terms and prevent
override at assignment level.
C. Set the values in employment terms and allow override at
assignment level.
D. Do not set the values in employment terms and allow
override at assignment level.
Answers A
Question 8
As an implementaton consultante you are in the process of
setng up geographies in the applicaton.
Which three statements are true about defning geographies?
(Choose three.)
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A. It is mandatory to defne geography validatons before
geography hierarchy can be defned.
B. You must set geography validaton for the specifc address
style for a country.
C. Geography type can either be defned by a user or can be
geopolitcal.
D. You must identfy the top-level of geography as Country and
defne a geography type.
E. You must map geography to reportng establishments for
reportng purposes.
Answers B,C,D
Question 9
Which three optons are true about Oracle Workforce
Predictons? (Choose three.)
A. Performance predictons are available for both teams and
individual assignments.
B. Contngent Worker and Nonworker work relatonships are
included.
C. It predicts individual voluntary terminaton and performance.
D. It predicts team voluntary terminaton and performance.
E. It predicts team/individual involuntary terminaton and
performance.
Answers A,C,D
Question 10
Which three optons are true about the Global Person model?
(Choose three.)
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A. Person records are globale independent of legal employerse
and created only once for any person.
If the person leaves the enterprisee the person's work
relatonships are terminated.
B. Person records contnue to exist even when the person has
no current work relatonships in the
enterprise and no current contact relatonships with other
workers.
C. Person records cease to exist when a person is terminated
from an organizaton.
D. Person records hold informaton that is personale such as
namee date of birthe and disability
informatone or that may apply to more than one work
relatonshipe such as natonal ID.
E. Person records are auto-archived two years afer a person is
terminated from an organizaton.
Answers A,B,D
Question 11
building the enterprise structure. Which
three facts about Legislatve Data Group must you be aware of?
(Choose three.)
A. Each Legislatve Data Group can contain only one legal entty
that acts as a payroll statutory unit.
B. Legislatve Data Group supports the confguraton of objects
with a strong legislatve contexte such
as payrolle absence typese elementse and rates of pay.
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C. It is required to associate country and currency details while
defning Legislatve Data Group.
D. Legislatve Data Groups can span enterprises
E. Legislatve Data Groups do not span enterprises.
Answers B,C,D
Question 12
A manager checks the availability of a worker. The manager is
not aware that the worker does not
have a work schedule assigned. Which of the three items will
be used to determine the availability of
a worker? (Choose three.)
A. Contract Data
B. Time Sheet
C. Absences
D. Standard Working Hours
E. Calendar Events
Answers C,D,E
Question 13
A customer has a requirement to add a new Acton when hiring
Part-Time Employees. What is the
correct opton?
A. Create an additonal Acton type Hire Part-Time Employee and
do not associate it with any Acton
type.
B. Create an additonal Acton Reason Hire Part-Time Employee
and associate it with the Acton type
Manage Employee.
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C. Create an additonal Acton Hire Part-Time Employee and
associate it with the Acton type Hire an
Employee.
D. Create an additonal lookup with the value Hire Part-Time
Employee
Answers C
Question 14
A user has reported that one of his or her saved transactons
was not available anymore from the
transacton page. What could be the reason for this behavior?
A. The saved transacton was withdrawn by HR.
B. An identcal transacton that was initated for the person by
another user was applied to the
database.
C. The saved transacton was rejected by the approval
authority.
D. The saved transacton was future dated. The applicaton
displays only those transactons where
the transacton date is less than or equal to system date.
Answers B
Question 15
An organizaton has multple legal enttes that need to be
registered with more than one jurisdicton
Alsoe legal authority informaton needs to be printed on
statutory reports.
As an Oracle Global Human Resources Cloud implementaton
consultante which three optons must
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you be aware of while defning legal jurisdicton and authorites
for this organizaton? (Choose three.)
A. Legal authorites are mandatory in Oracle Global Human
Resources Cloud.
B. Income tax jurisdicton needs to be created to report income
tax to the legal authority.
C. Legal authorites are defned in Enterprise Structure
Confgurator.
D. When a legal entty is createde one legal reportng unit is
automatcally created for that legal entty
with a registraton
E. Because there are multple registratonse at least one
jurisdicton must be defned as the
identfying jurisdicton.
Answers B,C,E
Question 16
The Human Resource Representatve of the organizaton is
trying to set up the grade rates. During
the processe she realizes that the grades were created without
steps. Identfy two optons for adding
rates to the grade. (Choose two.)
A. First add the rates for each stepe then add the grade to a
grade ladder.
B. Add the rates separately using the Manage Grade Rates
task.
C. Use the Default Grade rates that are available upon creatng
grades.
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D. Add the rates at the same tme as when you add the grade
using the Manage Grades task
E. First add the grade to a grade laddere then add the rates for
each step.
Answers B,D
Question 17
Which three statements are true about Person Number?
(Choose three.)
A. Inital Person Number can be provided at enterprise level.
B. If the Person Number generaton method is once set to
manuale it can be changed to automatc if
a person record is created.
C. Person Numbers for contacts are generated automatcally.
D. Inital Person Number cannot be provided at enterprise level.
E. If the Person Number generaton method is once set to
manuale it can be changed to automatc
even if a person record is created.
Answers A,C,E
Question 18
As an implementaton consultante you are required to defne a
legal entty. Which three optons are
correct about a legal entty? (Choose three.)
A. A legal entty can he identfed as a legal employer in Human
Capital Management.
B. A legal entty must comply with regulatons and local
jurisdictons.
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C. A legal entty can own assetse record salese pay taxese and
perform transactons.
D. A legal entty may act as a virtual organizaton.
E. Legal enttes are not responsible for payment of social
insurance.
Answers A,B,C
Question 19
While promotng an employee in the systeme it is required that
the HR specialist be able to see the
name of the next three jobs the employee can progress to in
the list of values against the Job feld.
Which setup meets this requirement?
A. Descriptve fex felds must be defned to hold Progression Job
Informaton.
B. Create an appropriate job set
C. Benchmark all the jobs in the system.
D. Job Evaluaton criteria must be set up during job creaton.
E. Progression Job Informaton must be defned during job
creaton.
Answers E
Question 20
You are implementng Core HR for a customer. Work tmingse
standard working hourse organizaton
managere and cost center informaton must be captured while
setng up the work structure.
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Identfy the organizaton type against which you can maintain
this informaton.
A. Department
B. Business Unit
C. Enterprise
D. Legal Entty
E. Division
F. Reportng Establishment
Answers A
Question 21
You are implementng Oracle Global Human Resources Cloud
for a customer.
What is the correct order (or implementng the Acton
Framework?
A. Actone Acton Typee Acton Reason
B. Actone Acton Reasone Acton Type
C. Acton Typee Actone Acton Reason
D. Acton Typee Acton Reasone Acton
Answers C
Question 22
A Human Resource Representatve is in the process of
transferring an employee from France
Subsidiary to US Subsidiary and exercises the opton of Global
Transfer.
Identfy the three optons for Global transfer process {Choose
three.)
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A. A new work relatonship in the destnaton legal employer is
not created automatcally.
B. The Human Resources Representatve cannot override the
default changes
C. The Human Resources Representatve can override the
default by deselectng the assignments
that are not required to be terminated; these assignments
retain their original status and the work
relatonship is not terminated
D. The existng set of employment terms and assignments in
the source work relatonship are
terminated and their status is set to Inactve- Payroll Eligible by
default
E. A new work relatonship in the destnaton legal employer is
created automatcally.
Answers A,C,D
Question 23
A client requires that promoton approvals should go to a statc
set of three users in a sequental
mannere with the approval process contnuing to the next user
if the prior approver is not available.
What setup is required to meet this requirement?
A. Enable a descriptve fex feld to capture the approvers in the
required sequence and create
Approval Group List Builder
B. While confguring Approval Group List Buildere select
"Allow empty groups" as False.
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C. While confguring Approval Group List Buildere select
"Allow empty groups" as True.
D. All approvers must be present in the systeme elsee the
promoton transacton fails.
E. The default functonality is that if any approver is not
presente then the transacton gets autoapproved.
Answers B
Question 24
Which two optons can be directly mapped to the employee
record during hiring? (Choose two.)
A. Job Family
B. Legal Employer
C. Payroll Statutory Unit
D. Business Unit
E. Sub-Division
F. Enterprise
G. Division
Answers B
Question 25
A human resource specialist creates a checklist template with
Category Ofoarding and Acton
Terminaton. An employee retres from the organizaton and
hence his work relatonship is
terminated with the legal employer. Howevere there is no
Ofoarding checklist allocated to the
retred employee in the Manage Allocated Checklist region.
What is the cause for this?
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A. Acton Type was not defned for the checklist.
B. The Acton associated with the checklist does not match the
Acton selected during the
terminaton process.
C. Acton Reasons were not defned in the checklist.
D. The Allocate Checklist seeded process must be run to
automatcally allocate the checklist to the
person.
Answers D
Question 26
As an implementaton consultante you are required to set some
approvals under Manage
Employment tasks as Auto Approve.
Which two items need to be specifed while defning the BPM
Worklist Rule for auto-approval?
(Choose two.)
A. Enter APPROVE in the Auto Acton feld.
B. Enter AUTO APPROVE in the Auto Acton feld.
C. Set up dynamic approval rule.
D. Set Auto Acton Enabled to True.
E. Select Number of Levels as 0.
Answers A,D
Question 27
An employee accesses My Portrait and wants to create his
personal payment method. On navigatng
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to the linke the employee sees that the 'Create icon is disabled
and he is unable to create his personal
payment method. The employee raises a service request to
troubleshoot this issue.
What are the two optons the Analyst supportng the service
request should look at for the root
cause? (Choose two)
A. The elements are not defned.
B. The Payroll Defniton does not have a Valid Payment Method
assigned.
C. The employee does not have a valid payment method.
D. The employee does not have a payroll relatonship
associated.
Answers B,D
Question 28
As an HR specialist in your companye you are responsible for
setng up a Performance Ratng model.
You navigate to the Manage Ratngs model and select the
seeded Performance Ratng Model.
Which Oracle HCM Cloud product exclusively uses the Review
Points tab?
A. Talent Review
B. Performance Management
C. Compensaton Management
D. Goal Management
Answers B
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Question 29
For the Change Manager transactone the frst-level approval is
set to the Applicaton Role type. The
name of the applicaton role is HR Specialist Sales. In the
Change Manager approval rule
confguratone the Enable Auto Claim opton is deselected.
Which two actons take place when the transacton for manager
change is initated for employees?
(Choose two.)
A. The transacton goes into error because it was not
auto-claimed
B. The transacton has to be approved by all HR Specialist
Sales representatves for it to be approved
C. The transacton goes for approval to all the workers who
inherit the HR Specialist Sales role.
D. One of the HR Specialist Sales representatves should
"Claim' the transacton for it to be assigned
for approval.
E. If one of the HR Specialist Sales representatves rejects the
transactone others can stll approve it.
F. The transacton will be auto-claimed and assigned randomly
to anyone who has the HR Specialist
Sales role.
Answers C,D
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Question 30
Your customer wants the Actvites and Interests card to be

available to all workers in the
organizaton so that they can key in their informaton before
performance appraisals.
Which opton will help the administrator to enable worker
control on the Actvites and Interests
card?
A. Edit Public Setngs > Actvites and Interestse and then select
Everyone under Default Visibility.
B. Edit Public Setngs > Actvites and Interestse and then select
Assign User Control
C. Edit Public Setngs > Actvites and Interestse and then select
My Managers under Default
Visibility.
D. Edit Public Setngs > Actvites and Interestse and then select
Default Card
E. Edit Public Setngs > Actvites and Interestse and then select
Allow User Control
F. Edit Public Setngs > Actvites and Interestse and then select
Display.
Answers A
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Question 31
A worker in an organizaton will be holding a new positon
because the worker holding the positon
has gone on maternity leave. When the second worker is back
from maternity leavee the former will
be moved back to his or her old positon. His or her payroll and
legal reportng will be the same even
afer the positon changes.
Which transfer method should be used for the frst movement
of the said worker?
A. Global Temporary Assignment
B. Global Transfer
C. Temporary Assignment
D. Transfer
Answers C
Question 32
Identfy the correct opton regarding the status of a person who
has a Non-Worker work relatonship
(for examplee an external trainer) with a legal employere and
applies for employment with the same
legal employer and gets hired as an employee.
A. The person retains the Non-Worker work relatonship with
the legal employer.
B. The person has only an Employee work relatonship with the
legal employer.
C. The person no longer has a Non-Worker work relatonship
and has only an Employee work
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relatonship with the legal employer.
D. The person has both Non-Worker and Employee work
relatonships with the legal employer.
Answers D
Question 33
Which opton represents the basis on which approval routng
policies can be defned?
A. Employee Supervisor Hierarchye Positon Hierarchye
Gradese Approval Groupse Organizaton
Hierarchy
B. Employee Supervisor Hierarchye Positon Hierarchye Job
Levelse Approval Groups
C. Employee Supervisor Hierarchye Positon Hierarchye Job
Levels
D. Employee Supervisor Hierarchye Positon Hierarchye Job
Levelse Approval Groupse Organizaton
Hierarchy
Answers B
Question 34
people update a performance ratng for a competency on a
worker's proflee what is used to provide
a unique identfer for each instance of the competency so that
you can determine who provided
what ratng?
A. content library
B. educatonal establishment
C. ratng model
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D. content subscriber
E. instance qualifer
Answers E
Question 35
You are a human resource specialist and a workfow request is
showing in your worklist notfcaton
even afer you approved it (sent it to the second level approver).
What are three possible causes of
this behavior? (Choose three.)
A. The second level approver might have opted for an adhoc
route.
B. The second level approver might have executed a pushback
on the request.
C. The second level approver might have reassigned the
request.
D. The second level approver might have rejected the request.
E. The second level approver might have approved the request.
Answers A,B,C
Question 36
An enterprise operates in a country where contract informaton
is required for employees. What
type of employment model can the enterprise use?
A. multple assignments
B. single assignment with contracts
C. single assignment
D. multple assignments with contracts
E. contract assignment
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Answers B
Question 37
An employee's job descripton is "Recruiter" as of 01-Jan-2015.
This job was updated in the system to
"Consultant" on 01-Feb-2015. The 01-Feb-2015 assignment
record is the latest efectve dated
employment record in the system. On 01-Mar-2015e the HR
specialist wants to view this employee's
previous employment details and searches for them on the
Person Management page. The HR
specialist enters the efectve as-of date value as 31-Jan-2015
with the search keyword "Recruiter
because the employee was working as a recruiter on 31st Jan
2015. The search returns no rows.
What is causing this?
A. The Person Management page search does not support
date-efectve keywords.
B. The Update Person Search keyword process has failed on
31-Jan-2015 but ran successfully the next
day.
C. The Update Person Search Keyword process has associated
the efectve dates with the job
atributes in the keyword record resultng in search
discrepancies
D. The Update Person Search Keyword process has updated
the latest efectve dated job atribute in
the keyword record.
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E. The Person Management page search does not support Job
atribute keywords
F. The Update Person Search keyword process has failed on
01-Mar-2015 but ran successfully the
previous day.
Answers D
Question 38
Select three correct Workforce Structure defnitons. (Choose
three.)
A. Country
B. Facility
C. Department
D. Geography
E. Division
F. Locaton
Answers C,E,F
Question 39
Grade structures (gradese grade ratese and grade ladder) were
confgured for your customer and the
required employee assignment data was migrated to the
system. Howevere there was a change in
requirement and the customer decided to delete some grades
because they were no longer used-
When you try to delete one such grade from the systeme the
system throws an error.
Identfy three possible reasons for the system error. (Choose
three.)
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A. There are assignment records of one or more employees
associated with this grade.
B. The grade has grade rates defned.
C. The grade is linked to a grade ladder
D. A grade cannot be deleted and can only be made inactve by
changing the status to "Inactve".
E. A grade cannot be deleted and can only be end-dated.
Answers A,B,C
Question 40
Acton Reasons provide further explanaton for actonse for
examplee an acton of transfer could have
reasons such as reorganizaton or career progression. As a
developere you have created Actons as
part of Oracle Global Human Resources Cloud setup. Now you
are in the process of adding Acton
Reasons.
Identfy the three correct statements regarding Acton Reasons.
(Choose three.)
A. Acton Reasons can be user defned
B. Acton Reasons are primarily used for analysis and reportng.
C. Worker terminaton predictons use Acton and Acton Reason
to determine whether terminaton
is voluntary or involuntary
D. Acton Reasons can be deleted if no longer being used
Answers A,B,C
Question 41
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The Human Resource Representatve of an organizaton is
trying to set up the grade rates for an
enterprise. What three optons should the Human Resource
Representatve be aware of regarding
grade rates? (Choose three.)
A. Grade rates can be diferent for diferent countries.
B. Assign grades to sets and assign grade rates to Legislatve
Data Group.
C. Must frst add the grade to a grade laddere and then add the
rates for each step.
D. Salaries are validated using the grade rates and a warning is
issued that the new salary is outside
the salary range
E. Grade rates cannot be diferent for diferent countries.
Answers A,B,C
Question 42
As a human resource executvee you create a new locaton in
the system. Afer several dayse while
creatng an employee record in the systeme you are unable to
see this locaton in the list of values for
Locaton on the Assignment tab. Identfy two reasons for this.
(Choose two.)
A. Efectve Start Date of the locaton was not given when the
locaton was created.
B. The created locaton has been end-dated.
C. The locaton was not associated with any set.
D. The locaton was made inactve
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Answers C,D
Question 43
There has been a re-organizaton requiring all the employees of
Department A to be moved to
Department B. Which opton will enable this actvity to be
addressed in a single request?
A. Run the Refresh Manager Hierarchy process.
B. Run the Send Pending LDAP Requests process.
C. Run the Mass Update process.
D. Run the Synchronize Person Records process.
Answers C
Question 44
An HR Representatve enters the employee details in the
applicaton as part of hiring process. In the
Roles tab. the HR Representatve sees that an appropriate data
role is already available with the
provisioning method of Automatc. The employee is required to
be associated with an additonal role
of Compensaton Specialist. Howevere on clicking the Add Role
buton available in the same page the
HR Representatve is unable to retrieve any roles which can be
added
Identfy the cause of this.
A. Appropriate role mapping rules are not defned for the data
role with Requestable check box
checked.
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B. Appropriate role mapping rules are not defned for the data
role with Self-requestable check box
checked
C. Appropriate role mapping rules are not defned for the data
role with Autoprovision check box
checked
D. The HR Representatve does not have the appropriate role to
add the role.
Answers A
Question 45
You hired a female employee on January 1. 2015. This
employee got married on June 12. 2015. You
received a request from the employee on July 11e 2015 to
change her last name from the date of her
marriage. You changed the last name of the employee as
requested on the same day.
What is the efectve start date of personal details displayed by
the system as of August 15e 2015?
A. June 12e 2015
B. July 11e 2015
C. January 1.2015
D. August 15e 2015
Answers A
Question 46
An IT company's consultng department based in Bangalore
goes for two team outng events every
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year. Howevere the support departmente also based in
Bangaloree goes (or four team outng events
every year. All employees in these departments go for the
respectve team outng events.
How should you defne the calendar events'?
A. Use Organizaton Hierarchy as the Hierarchy type for the
calendar event.
B. Use Absence Approval Hierarchy as the Hierarchy type for
the calendar event
C. Use Line Manager Hierarchy as the Hierarchy type for the
calendar event.
D. Use Geographic Hierarchy as the Hierarchy type for the
calendar event.
E. Use Project Manager Hierarchy as the Hierarchy type for the
calendar event.
Answers A
Question 47
An organizaton uses the Previous Employment content type to
capture relevant employment details
of employees. What do you do to make this content type
available in other applicatons?
A. Specify a Subscriber Code for the content type.
B. Do nothing. Afer the content type is createde it is available
for use in all applicatons.
C. Make sure it is a non-free-form content type.
D. Make sure it is a free-form content type.
Answers A
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Question 48
Your customer wants to reorder the cards on the Person
Gallery page in reverse alphabetcal order.
What should you do to reorder the cards?
A. Enable "Allow Reorder" in Portrait Setngs for all the portrait
cards.
B. Change the order of the cards by using Portrait Setngs.
C. Change the default card to "User Account Details" in Portrait
Setngs.
D. Drag and slide the portrait cards across the pane in any
order. Use Personalizaton to edit and
reorder the portrait cards.
E. Enable 'Allow User Control" in Portrait Setngs for all the
portrait cards.
Answers D
Question 49
building the Enterprise Structure. At the
minimume what are the three optons you should be aware of
while defning a Business Unit in the
applicaton? (Choose three.)
A. A Business unit can process transactons on behalf of many
legal enttes.
B. A Business Unit performs one or many business functons
that can be rolled up in a management
hierarchy.
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C. A Business Unit performs one or many business functons
like Payables invoicinge Payables
paymentse Procuremente Salese Marketng etc.
D. A Business unit can process transactons on behalf of many
or a single legal entty depending on
how the ESC opton is set.
Answers A,B,C
Question 50
You are required lo set geography validaton for
country-specifc address style. You have confgured
the applicaton correctlye but users are stll entering addresses
in the wrong address format. What
can be done to change this?
A. Set the geography validaton level to Error instead of No
Validaton
B. Educate users to use the country-specifc address format
only.
C. Efectve End Date for geography validaton is end of tme.
D. Create a new geography validaton.
Answers A
Question 51
While trying to create a Legal Entty you realize that the country
list of value does not have the
country you want. Identfy why the country you want is not
visible.
A. The list of Countries on the Legal Entty comes from
enabling the feld through Page Composer.
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The component in the Page Composer was hidden at the Site
level.
B. The list of Countries on the Legal Entty comes from the list
of defned Legal Jurisdictons. The
missing country has not been identfed as a Legal Jurisdicton.
C. The list of Countries on the Legal Entty comes from
enabling a descriptve fexfeld that has not
been deployed.
D. The list of Countries on the Legal Entty comes from
independent value set. The independent
value set did not have the country as one of the values.
Answers D
Question 52
The HR of Finance Department searches for an employee who
is the Finance Auditor. The search is
conducted with an efectve date of 01-Jan-2015 on the Person
Management page. The search does
not yield any results.
Identfy two reasons for this behavior (Choose two)
A. The employee is working as an employee in Finance
Department.
B. The employee has multple assignments and being a Finance
Auditor is a part of the secondary
assignment
C. The employee was a contngent worker untl 31-Dec-2014 and
will rejoin as an employee on 02-
Jan-2015.
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D. The employee is working as a contngent worker in Finance
Department.
E. The employee is inactve as of 01-Jan-2015.
Answers C,E
Question 53
Identfy the set enabled objects that are used for parttoning
reference data
A. legal enttye departmente divisione locaton
B. jobse gradese salary plane rates
C. enterprisee legal enttye business unite positon
D. departmente locatone jobse grades
Answers D
Question 54
When an HR specialist searches for Awards and Honorse such
as PhDe" the Person Gallery page
displays only the direct reports of the HR specialist who
comply with the honor. When the HR
specialist searches for areas of expertsee such as "Oracle
Global Human Resources Cloude" it displays
all the employees of the organizaton who has Oracle Global
Human Resources Cloud as their areas
of expertse.
Identfy the reason for this behavior.
A. HR does not have access to other departments where
employees are "PhD.''
B. HR has access to Oracle Global Human Resources Cloud
department.
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C. PhD is a sensitve keyword and is used elsewhere in the
person's informaton.
D. HR does not have access to the "Experience and
Qualifcaton" card.
E. Areas of expertse is public informaton.
Answers E
Question 55
An employee accesses the applicatone adds a self-requestable
rolee and saves the transacton.
Howevere the line manager does not receive any notfcaton to
either approve or reject it. Which
opton describes the cause of this issue?
A. The security profle associated with the data role assigned to
the line manager prevents any
notfcaton fowing to him.
B. The line manager does not have the privilege to receive
notfcatons.
C. The role provisioning user interface and objects are not
workfow-enabled. They are not currently
designed to send notfcatons for any provisioning type.
D. Approvals in Oracle Global Human Resources Cloud go to
two levels by default. Approvals should
be modifed to go to the line manager.
Answers A
Question 56
Which two optons are not methods by which a line manager
can promote his subordinate "John" in
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the applicaton? (Choose two.)
A. The line manager can select My Portrait and click Promote
under the Actons menu.
B. The line manager can enter Promote John in the Person
Gallery Keyword Searche which launches
the promoton process automatcally.
C. The line manager can promote John from Organizaton Chart
Actons under Personal and
Employment.
D. The line manager can access John's portrait and click
Promote under the Actons menu.
Answers A,C
Question 57
Your company wants to track previous employment informaton
for workerse including employer
namee dates of employmente and job descripton. Which acton
should you perform?-
A. Create a free-form content type without a content item.
B. Create free-form content type and a new content item.
C. Create a new content type but a seeded content item.
D. Use a seeded content type and a new content item.
E. Create a new content type and content item.
Answers A
Question 58
An organizaton is running a ftness program. They want to
identfy a Fitness Representatve who will
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be responsible for a group of people in the organizaton. How
should you set this up?
A. Deploy a Key Flexfeld to capture the informaton.
B. Deploy a Descriptve Flexfeld to capture the informaton.
C. Create a new job Fitness Representatve and associate that
to the person.
D. Defne the person's area of responsibility to refect Fitness
Representatve.
Answers D
Question 59
Which opton correctly describes free-form content types?
A. They do not contain relatonships or propertes untl you add
them to a profle type.
B. They contain relatonships and propertes as part of the
profle type.
C. They do not contain relatonships but contain propertes as
part of the profle type.
D. They contain relatonships and do not contain propertes untl
you add them to the profle type.
Answers A
Question 60
An HR representatve enters employee details in the applicaton
as part of the hiring process. On the
Review pagee the HR representatve notces that Person
Number does not show any numbere but
indicates "Generated Automatcally."
Identfy the opton that relates to this intended behavior
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A. Person Number at the Enterprise Level is set to Manual.
B. Person Number at the Enterprise Level is set to Automatc
before submission.
C. Person Number at the Enterprise Level is set to Automatc
afer fnal save.
D. Worker Number at the Enterprise level is set to Manual.
Answers C
Question 61
Acton Type identfes the type of business process associated
with an acton and determines what
happens when you select that Acton. As part of implementng
Oracle Global Human Resources
Cloude Acton Types are associated with Actons.
Which two statements are correct regarding Acton types'?
(Choose two.)
A. An Acton type cannot be associated with user-defned
actons.
B. Acton types are seeded.
C. Every Acton type can have multple actons within it.
D. If Terminaton is an acton. Normal Terminaton is an acton
type.
E. Additonal Acton types can be created.
Answers B,C
Question 62
You are an HR specialist and want to add new values to a
lookup. You have access to the specifc work
areae but are unable to perform the actvity.
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Identfy the correct statement about this.
A. You can access the task for profle optons from the Setup
and Maintenance menu
B. You can create new lookup types but cannot modify the
existng ones.
C. Oracle applicatons contain certain predefned system
lookups that are locked for editng
D. The system administrator must enable the lookup before it
is modifed in the work area.
E. You cannot add new lookup codes and meanings to the
existng lookup types.
Answers C
Question 63
Which three optons defne Locatons? (Choose three.)
A. Locaton informaton is entered only once. Subsequentlye
when setng up workforce structures
the locatons are selected from a list.
B. Locatons that are created can be represented as a tree and
can be used in the security profle.
C. Locatons that are created can be represented on a map for
easier identfcaton and access.
D. A locaton identfes the physical addresses of a workforce
structuree such as a department.
Answers A, C, D
Question 64
As a consultant in your companye you are required to set up
names and details of schoolse collegese
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universitese and so one so that users can select from this list
when entering their qualifcatons such
as degrees.
Identfy the correct setup task in Functonal Setup Manager >
Defne Workforce Profles
A. Defne Talent Profle Content > Manage Educatonal
Establishments
B. Defne Talent Profle Content > Manage Profle Content Items
C. Defne Talent Profle Content > Manage Content Subscribers
D. Defne Talent Profles > Manage Profle Types
Answers A
Question 65
Which two statements are true about Acton and Acton
Reasons? (Choose two.)
A. Terminatons predictve analytcs uses Actons and Reasons
data to identfy whether a terminaton
is voluntary or involuntary.
B. The history of efectve date changes can he tracked well by
using the Actons framework.
C. It is mandatory to associate Actons with Acton Reasons.
D. There is always a one-to-one relatonship between Acton
Type and Acton.
Answers A,B
Question 66
A Human Resource Specialist is hiring a new employee in the
applicaton. While creatng the
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employee recorde he enters personal informaton and
employment details ande when submitng the
transactone encounters an error.
Part of the error message reads "NewPersonEmployment
Approval to
NewPersonEmploymentApprovalRules_NewPersonRuleSet
failed with Business Fault* null. Check
the underlying fault. Check target SOA component for cause."
The Human Resource Specialist raises a service request with
the internal support team. What is the
cause of this error?
A. A security profle needs to be defned for the human resource
specialist to hire a person
B. The Human Resource Specialist does not have the required
privilege for the New Person
Employment process.
C. The BPM task NewPersonEmploymentApproval is not set up
properly.
D. The Update Person Keyword Search process must be run
before hiring a person.
Answers C
Question 67
In an organizatone a line manager is going on a long vacaton
and wants all his approval notfcatons
to fow to his supervisor for approval in his absence. How can
he accomplish this task?
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A. A system administrator always has to reassign the approval
notfcaton to the supervisor in the
line manager's absence.
B. A Vacaton rule can be set under the Preferences secton of
worklist notfcaton's Human Capital
Management server.
C. The applicaton automatcally delegates the approval to his
supervisor based on the leave applied
for by the line manager.
D. He has to confgure new approval routng policies.
Answers B
Question 68
You want to use the Tree Management feature of Functonal
Setup Manager to organize data into
hierarchies.
Which opton represents seeded tree structures?
A. organizatone positone divisione establishment
B. organizatone jobe departmente geographies
C. organizatone positone departmente geographies
D. organizatone positone divisione geographies
E. organizatone jobe divisione geographies
Answers C
Question 69
If there is only one valid grade for a job or positone the value
will be automatcally defaulted in the
grade feld. This can be achieved only if
A. enforce Valid Grades (Y/N) is set to N
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B. enforce Valid Grades (Y/N) is set lo Y
C. default the Grade from Job/Positon (Y/N) is set to Y
D. default the Grade from Job/Positon (Y/N) is set to N
Answers D
Question 70
An employee starts employment with her company in France
next month. She was employed by the
enterprise in the United States for several yearse but resigned
two years ago. Identfy the correct
statement about the person number for the employee.
A. The employee's new person number will be her previous
number sufxed by -1.
B. The employee has a person record with the enterprise so
she will contnue with the same person
number.
C. The employee contnues with her old person number if
global sequence is used for person
number.
D. The employee gets a new person number for her
employment in France if the legal employer
sequence is used for person number.
Answers B
Question 71
A statc approval group named Trio' comprises three members -
Jacob. Susane and Dia (in the
mentoned order). For all the Manage Employment transactonse
the approval should be routed to
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the "Trio" approval group. When the assignment change
transacton is submitede what is the order
in which these three members receive the assignment change
approval notfcaton?
A. System decides the approval route by randomly selectng
approvers who are a part of the approval
group
B. First Approver - Diae Second Approver - Susane Third
Approver - Jacob
C. First Approver - Jacobe Second Approver - Susane Third
Approver - Dia
D. All three get the notfcaton at the same tme.
E. The approval is routed alphabetcally
Answers C
Question 72
As an Oracle Global Human Resources Cloud implementaton
consultante you are confguring an
enterprise structure for an organizaton that has undergone
major relient wants you to make
multple versions of the enterprise structure so that they can
decide on a fnal one that suits them
based on proper analysis and comparison.
What would you do to meet this requirement of the client?
A. Confgure multple enterprise structures and load all of them
simultaneously so that analysis and
companson can be done.
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B. Design the enterprise structure by using individual tasks
available for each of the organizatons and
keep changing it untl the fnal structure is agreed upone
creatng another structure.
C. Create and load one enterprise structure at a tme through
Establish Enterprise Structuree analyze
the structure and. if it does not suit the cliente use the rolltore
loading Ihe fnal one.
D. Confgure multple enterprise structures by using the
Establish Enterprise Structure guided fowe
and analyze and compare them by using the
Answers D
Question 73
As an HR manager in your organizatone you want to categorize
the hiring process as part-tme hiring
and full-tme hiring. Identfy the correct statement to meet this
requirement.
A. Create two new actons and new acton reasons and
associate them with each other.
B. Create two new actons and associate them with the existng
acton typee Hire an Employee.
C. Create two new acton types and associate them with the
existng actone Hire.
D. Create two new acton types: hire part tme employee and hire
full-tme employee.
E. Create two new actons" hire part-tme employee and hire
full-tme employee
Answers B
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Question 74
During implementatone a two-ter employment model has been
set up. Now the client wants to
store employment terms and contract details for its employees.
Which statement is true about
moving from a two-ter to a three-ter model?
A. The client can have bothe a two-ter employment model can
remain for its existng employeese and
a three-ter employment model can be created to hire new
employees within the same legal
employer.
B. The client can move from a two-ter to a three-ter
employment model at any point of tmee
irrespectve of the existence of work relatonships.
C. If no work relatonships exist in the enterprise or legal
employere then the client can switch from a
two-ter to a three-ter employment model.
D. The client cannot move from a two-ter to a three-ter
employment model afer the model has
been implemented.
Answers C
Question 75
Your customer wants to know how many employees are
leaving the organizaton on their own.
Identfy the correct sequence of steps that you need to perform
to meet this requirement.
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A. Create a new acton > Create a new reason and use it during
terminaton.
B. Create a new acton type > Create a new acton > Create a
new acton reason and use it during
terminaton.
C. Create a new acton reason and associate it with the
available acton type. Use it during
terminaton.
D. Create a new acton type > Create a new acton reason and
use it during terminaton.
E. Create a new acton > Associate it with an existng acton type
> Create a new acton reason and
use it during terminaton.
Answers C
Question 76
As an implementaton consultante you have defned multple
grades for each job and positon. While
defning employment terms or assignmentse users must be
able to select a grade only from the list
that has been defned for the job or positon. Howevere all
grades are available.
A. PER_ENFORCE_VALID_GRADES is set to Yes at site level
B. GRADE_PAY_RATE_TYPE is set to No at site level
C. PER_ENFORCE_VALID_GRADES is set to No at site level.
D. PER_DEFAULT_GRADE_FROM_JOB_POSITION is set to
Yes at user level
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E. PER DEFAULT GRADE FROM JOB POSITION is set to No at
site level.
Answers C
Question 77
The Human Resource Representatve of the organizaton is
trying to set up the Jobs and Positons for
the enterprise. What are the three optons that the Human
Resource Representatve should be
aware of regarding Jobs and Positons? {Choose three.)
A. When using positonse the grades that are specifed for the
job become the default grades for the
positon
B. Jobs and Positons are shared by Sets.
C. Jobs are shared by Sets and Positons are assigned to
Business Units.
D. Positons may be added to a specifc department and locaton.
Answers A,C,D
Question 78
As a line managere you ofen use voluntary terminaton and
performance predictons to be aware of
worker dynamics and take correctve acton. You are aware that
these predictons are based on
specifc atributes from an employee record.
At which level are the atributes that are required for the
analysis held?
A. payroll
B. setup
335
C. job
D. assignment
Answers D
Question 79
An HR administrator is unable to enter the details of an intern
due to unavailability of the right
choice of values. The HR administrator is unaware that the
worker type "Intern" has not been set up
in the applicaton.
A. Contract Worker
B. Person of Interest
C. Non-Worker
D. Employee
E. Contngent Worker
F. Pending Worker
Answers C,D,E,F
Question 80
A candidate applied for an employment opportunity with a legal
employer in the past. The candidate
reapplies afer some tme for an opportunity with a diferent legal
employer in the same enterprise.
While applying the second tmee the candidate provides a new
natonal identfcaton value.
Which opton does the applicaton use to check if a matching
record already exists in the system?
A. Because the natonal identfer has changede the system
cannot identfy the matching record
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B. The applicaton identfes a match if the frst namee the frst
character of the last namee and date of
birth are the same; or if the last namee the frst character of the
frst namee and date of birth are the
same.
C. The applicaton searches for the availability of date of birth
and middle name to identfy the
matching record.
D. The applicaton cannot identfy the matching record and there
will be two person records available
for further processing.
Answers B
Question 81
The line manager of an employee is also the HR manager for
that employee. The Promoton approval
rules state that a transacton should be approved by the line
manager followed by HR. If this
employee receives a promotone the approval will go to the
manager twice. The customer requires
that when approvers repeat in the routng chaine only one
approval notfcaton should be triggered
to such approvers.
What steps in Business Process Management (BPM) Worklist
do you perform to meet this
requirement?
A. Select Allow All Partcipants To Route Task To Other
Partcipants.
337
B. Deselect Allow Partcipants To Edit Future Partcipants.
C. Select Allow Partcipants To Edit Future Partcipants
D. Change the value of Complete task Immediately When
Partcipant Chooses to Approve
E. Change the Task Aggregaton confguraton to Once Per Task.
Answers C,D,E
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FUSION HCM PAYROLL ELEMENTS
Complete details about the Fusion HCM PAYROLL Elements :
Elements:
Elements are building blocks of Payroll that help determine the
payment of base pay, benefits, absences, and other earnings
and deductions.
Elements are the means of communicating payment and
distribution information to payroll applications.
Apart from within Payroll(for bonuses, overtime earnings,
etc.),
Compensation Benefits (on the basis of the base pay) and
Absence Management (for absence payments like in the case
of maternity leaves and other long leaves).
Element Classification:
They are a mechanism by which you classify the Element as
Earnings or Deductions and defines a default processing
priority for the element in payroll runs.
Primary Classifications:
Primary classifications meet the legislative requirements of
your country or territory, so you can't change them.
Secondary Classifications:
Secondary classifications are subsets of the primary
classifications. Use them to manage wage basis rules for
deductions and taxes.
You can't remove or change any predefined secondary
classifications. In some countries or territories, you can
createyour own secondary classifications.
Sub classifications:
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Sub classifications provide a way to feed balances. Elements
can have only one primary and secondary classification, but
multiple sub classifications.
Frequency rules determine which pay periods a recurring
element should be included in the payroll process.
For example, a monthly deduction might be processed in the
third period of the month for employees paid weekly and in the
second period of the month for employees paid on a
semimonthly basis. This region identifies if frequency rules
have been enabled for this classification.
Process Order:
These fields define the priority for element processing.
Elements with lower numbers are processed first.
Costing:
To track the labor costs of payroll run results, identify the

element classifications the application can cost. You can also
establish whether the run results for the element are used to
distribute the costs over a set of elements in a distribution
group and whether the application debits or credits the cost
account when posting the costs.
Primary Secondary Classification Explanation
Classifications Elements
Elements
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Non-Payroll Expense Reimbursement These are not
Payments actually earnings,
hence not taxable.
These appear
separate on
earning report, as
these expenses
are just being
reimbursed, not an
additional
payment.
Employer Benefits, Overhead These are the non
Liabilities tax liabilities to the
employer that
gives health
coverage benefits
and usable things
to the employees
like a safety
harness.
Employer Taxes Federal tax, state tax, The employer
Local tax taxes.
Tax Deductions Federal tax, state tax, The employee
Local tax taxes for the
Country or state or
even local taxes
come under these.
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Supplemental Dismissal Payments, Educational The special type of
Assistance, Deferred Compensation
Earnings Plans, Jury Duty Pay, Moving earnings that one
Expense Reimbursement, receives, along
Pensions/ annuities, Awards n
Prizes, Bonuses, Commissions,
with the Earnings.
cafeteria Plans, Deceased Like Bonus,
Employee Wages, Sick Pay, Travel awards etc. Even
Expense Reimbursements,
Vacation Pay though these are
type of earning,
these are
additional cash to
the employee,
other than the
ones entitled.
Voluntary N/A These are the
Deductions deductions that
are done as part of
any loan payment /
insurance
premium etc.
Earnings Regular, Overtime , Earnings based on
Premium, Shift Pay, the hours worked.
Student Earnings The salaries,
Overtime etc are
the direct result of
the labour, and
termed as
Earnings.
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Pre-Tax differed Comp 401K, The deductions
Deductions Health care 125, that happen before
dependent care 125 taxes are applied.
Like Health care
and retirement
plan premiums /
rates.
Information Absence Hours, These elements
Straight-Time Overtime are not monetary
Hours, Tax Balance, types. They just
Labour hours, Regular hold the counts for
Hours reporting
purposes.
Imputed Earnings Group Term Life The Non Cash
Insurance, Personal Use types of earnings
of Company Car, are listed as
Non-Cash Awards Imputed Earnings.
We’ll learn more
about these in
Advanced
benefits.
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PTO Accruals Vacation, Sick These are the Paid
Time Off
(PTO) accrued by
the employee.
Usually
enterprises give
the employees an
amount of days to
accrue once s/he
completes a
month / year as an
employee. Those
vacations are paid
ones. So the
employee keeps
gathering them
and uses them
whenever s/he
needs them. Those
accruals are
stored with PTO
accruals.
Tax-credit N/A These are the
credits that are paid
back to the
employees as part
of
some accreditations.
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Involuntary Garnishments, The Involuntary
Deductions Bankruptcy order, deductions where
Federal Tax Levy, State the employees pay
Tax Levy, Local Tax the amount based
Levy, Child Support on some Alimony
Order, Spousal support or by court order
order, Alimony, School or by any third
Loan, Credit Debt, party garnishment
Employee requested orders.
payments
Decision to
Consider In This Example
What is the One of these three choices:
primary • Standard Earnings
classification?
• Supplemental Earnings
• Voluntary Deductions
What is the This item is optional. The available choices

secondary vary based on the selected primary
classification? classification.
• Standard Earnings: Regular, Regular Not
Worked
• Supplemental Earnings: Bonus
• Voluntary Deductions: Leave blank
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At which Match the employment level to
employment level the Assignment Level.
should this Note
element be Although a salary basis can be associated
attached? with a worker on either the assignment level
or the terms level, most third-party payroll
providers will expect salary information at
only the assignment level.
Does this element One of these three choices:
recur each payroll • Standard Earnings: Recurring
period, or does it
require explicit • Supplemental Earnings: Nonrecurring
entry?
• Voluntary Deductions: Recurring
Example Purpose or Use Primary Classification

Recurring base pay, such as Standard Earnings
annual salaries and hourly
earnings
Recurring payments, such as an Standard Earnings
allowance
Nonrecurring payments, such as Supplemental Earnings
a bonus
Recurring voluntary deductions, Voluntary Deductions
such as savings plans or
charitable contributions
Example Purpose or Use Secondary Classification
Recurring base pay Regular
Nonrecurring payment Bonus
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Recurring voluntary deduction Select the relevant choice. If
there is none, leave it blank.
Field Sample Value
Name Annual Salary
Hourly Wages
Allowance
Spot Bonus
Red Cross Contribution
Reporting Name Enter the name that you want to
display on reports for this
earnings or deduction payroll
element.
Effective Date 1/1/1951
Enter a very early date so that
the payroll element is available
for use immediately.
Input Currency US Dollar
Should every person eligible No
for the element automatically
receive it?
What is the earliest entry date First Standard Earning Date
for this element?
What is the latest entry date for Last Standard Process Date
this element?
At which employment level Assignment Level
should this element be
attached?
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Does this element recur each For nonrecurring payments
payroll period, or does it such as a bonus,
require explicit entry? select Nonrecurring.
For all other purposes or uses
in this worked example,
select Recurring.
Process the element only once Yes
in each payroll period?
Process and pay element Process and pay with other
separately or with other earnings.
earnings elements?
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FUSION HCM : COMPLETE LIST OF PREREQUISITE
TASKS FOR PAYROLL SETUP
COMPLETE LIST OF PREREQUISITE TASKS FOR

PAYROLL SETUP :
To know the payroll subscription details:

Define Features by Country or Territory
Prerequisite Tasks for Payroll Setup :
1)Define Geographies for HCM
2)Define Enterprise Structures for HCM
3)Payroll Setup Tasks for Financial
Chart of Account Setup Tasks
1. Manage Chart of Accounts Value Sets

2.Manage Chart of Accounts Structures
3.Manage Chart of Accounts Structure Instances
4.Manage Chart of Accounts Value Set Values
5.Manage Account Hierarchies
6.Manage Accounting Calendars
7.Manage Account Combinations
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8.Manage Account Combinations
Ledger Setup Tasks
1.Manage Primary Ledgers

2.Assign Legal Entities
3.Specify Ledger Options
4.Assign Balancing Segment Values to Legal Entities
5.Assign Balancing Segment Values to Ledger
6.Manage Reporting Currencies
7.Review and Submit Accounting Configuration
8.Open First Period
4) Payroll Setup Tasks for Banks and Cash Management
5)Define Payroll
6)Define Earning and Deduction Definitions
7)Payroll Product Usage
1.Payroll Product Usage

2.Setting Payroll Product Usage
8)Profile Options
1.Payroll Employment Hierarchy Profile Option

2.Viewing and Editing Profile Option Values
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9)Pay Frequency
1.Pay Frequency Components

2.Consolidation Group Usage
3.Payroll Definitions
4.Managing Payroll Definitions
5.Creating Payroll Definitions
6.Using Time Definitions for Severance Pay
7.Restricting Payroll Processing
8.Object Groups
10)User-Defined Tables
1.Creating a User-Defined Table for Matched Row Values

2.Creating a User-Defined Table for a Range of Row Values
3.User Table Validation Formula Type
11)Fast Formulas
1.Using Formulas
2.Writing a Fast Formula Using Formula Text
3.Writing a Fast Formula Using Expression Editor
4.Formula Compilation Errors
12)Balance Definitions
1.Payroll Balance Definitions

2.Balance Dimensions
3.Balance Feeds
351
4.Balances in Net-to-Gross Calculations
5.Balance Exceptions
6.Creating a Balance Exception Report
13)Elements
1.Element Classifications
2.Elements
3.Element Eligibility
14)Earnings and Absence Elements
1.Creating Earnings Elements for Payroll

2.Creating Payroll Elements for Absence Management
3.Creating Elements for Time Card Entries
4.Net-to-Gross Earnings
5.Creating a Net-to-Gross Earnings Element
15)Deductions
1.Creating Voluntary and Pre-statutory Deductions

2.Creating Elements for Pension Deductions
3.Entering Calculation Values for Pensions
4.Adding Involuntary Deductions to a Calculation Card
5.Fee and Proration Rules for Involuntary Deductions
6.Involuntary Deduction Processing
16) Proration and Retroactive Pay
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1.Payroll Event Groups
2.Setting Up Element Proration
3.Prorated Earnings and Deductions
4.Creating a Proration Formula
5.Retroactive Pay
6.Adding a Retroactive Event Manually
17)Calculation Information
1.Payroll Calculation Information

2.Payroll Calculation Information at the Legislative Level
3.Calculation Cards
4.Calculation Value Definitions
5.Wage Basis Rules
6.Calculation Factors
18)Rate Definitions
1.Rate Definitions
2.Creating Rate Definitions
3.Using the Rate Calculation Formula
19)Payment Methods
1.Bank, Branch, and Account Components

2.Creating Account
3.Entering Bank Information for Personal Payment Methods
4.Organization Payment Methods
5.Payment Methods and Payroll Definitions
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6.Setting Up Payment Sources in Organization Payment Methods
7.Third-Party Payment Methods
20)Payroll Costing
1.Payroll Cost Allocation Key Flexfield Setup

2.Cost Hierarchy
3.Setting Up the Cost Allocation Key Flexfield
4.Payroll Costing Elements
5.Payroll Setup Tasks for Sub ledger Accounting
6.Payroll Setup Tasks for Costing Accounts
7.Payroll Setup Tasks for Transferring Costs to General Ledger
8.Payroll Costing of Elements
9.Payroll Cost Results
10.Cost Allocation
11.Costing for a Person
12.Distributed Costing
21)Payroll Flow Patterns
1.Creating Payroll Flow Patterns

2.Payroll Flow Pattern Parameters
3.Payroll Flow Pattern Tasks Start and Due Dates
4.Managing Corrective Tasks in a Payroll Flow Pattern
5.Payroll Flow Checklist and Flow Tasks
6.Creating a Payroll Flow Pattern to Reissue a Check
7.Editing Payroll Flow Patterns
8.Editing Payroll Flow Patterns
9.Editing a Payroll Flow Pattern
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22)Payroll Process Configuration
1.Payroll Process Configuration Groups

2.Payroll Process Configuration Group Parameters
3.Payroll Logging Parameters
4.Parallel Processing Parameters
23)Security Profiles
1.Creating Payroll Security Profiles

2.Payroll Flow Security and Flow Owners
3.Creating Payroll Flow Security Profiles
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ORACLE FUSION HCM :GLOBAL HR
Enterprise Structures
1. Enterprise
2. Division
3. Business Unit
4. Legal Entity
5. Department
6. Reference Data Sharing
7. Enterprise Structure Configurator

1.Enterprise :
•Enterprise is an ultimate legal holding company.

•Enterprise is mandatory and serves as an umbrella for the entire
implementation and all organizations are created within an
enterprise.
2.Division:
Divisions are Nothing But Group Of Business. Where we will do Like
India or US..Etc...
Here Divisions is Based on the Country (or) Based on the
Companies also.
Companies may choose to represent product lines, brands, or
geographies as their divisions
•Division manager typically reports to a top corporate executive
356
•Fusion Applications supports a qualified management segment and
recommends that you use this segment to represent your hierarchy
of business units and divisions
3. Business Unit:
It will Perform all our transactions Like Sales, Payables,

Receivables, Invoices Etc....
Unit of an enterprise that performs one or many business functions
that can be rolled up in a management hierarchy
•Normally, it will have a manager, strategic objectives, a level of
autonomy, and responsibility for its profit and loss
•Use business units in the following ways:
– Management reporting
– Processing of transactions
– Security of transactional data
– Reference data definition and sharing
•Business function logically indicates a presence of a department in
the business unit with people performing tasks associated with
these business functions.
•Optionally, you can define a hierarchy of divisions, business units,
and departments as a tree over HCM organization units to represent
your enterprise structure.
•When a business function produces financial transactions, a
business unit must be assigned to a primary ledger, and a default
legal entity.
4.Legal Entity:
357
Legal Entities is nothing but a Organization. Where we want to
Business Legally.
OR
Legal Entity is nothing but where we register our company for the
purpose of social insurance and payroll related information.
•Define a legal entity for each registered company or other entity
recognized in law for which you want to record assets, liabilities,
expenses and income, pay transaction taxes, or perform
intercompany trading
•Required to publish specific and periodic disclosures of your legal
entities‘ operations based on different jurisdictions' requirements.
•Your legal entities can be identified as legal employers and
therefore, are available for use in Human Capital Management
(HCM) applications.
•Frequently, a business unit is part of a single legal entity.
•Division is an area of management responsibility that can
correspond to a collection of legal entities.
•Divisions and legal entities are independent concepts.
•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
•Legal entities are mandatory.
5.Department:
358
Department is an organization with one or more operational
objectives or responsibilities that exist independently of its manager
•Has one or more workers assigned to it
•Departments are mandatory because they track your employees
6.Reference Data Sharing:
RDS Means Reference Data Sets. It will Shares The Information

Across The Business Units.
* Information Like 1). Locations.
2). Departments.
3). Jobs.
4). Grades. ....
•Can be understood as buckets of reference data assigned to
multiple business units
•Use reference data sets to reduce duplication and maintenance by
sharing common data across business entities where appropriate
•Oracle Fusion Applications reference data sharing feature is also

known as SetID
You begin by creating and assigning reference data to sets
•You will then assign the reference data set to one of more business
units
•You can assign a separate set to each business unit for the type of
object that is being shared
359
•For example, assign separate sets for jobs, payment terms,
transaction types, and sales methods to your business units
•Make changes carefully as changes to a particular set will affect all
business units or application components using that set
Key Points :
Set enabled objects in HCM are: Departments, Locations, Jobs &
Grades
•When you create these objects the Set is mandatory field, so they
are always created within a Set
•With each Business Unit, you can associate only one Department
Set, one Location Set etc
•Same set can be associated with multiple Business Units
•There is a Set available out of the box that is called Common Set
•Positions are not set enabled but are defined within a Business
Unit.
7.Enterprise Structures Configurator (ESC) :
•An interview-based tool that guides you through the process of

setting up a basic enterprise structure
•By answering questions about your enterprise, the tool creates a
structure of divisions, legal entities, business units, and reference
data sets that reflects your enterprise structure
•After you create your enterprise structure, you also follow a guided
process to determine whether or not to use positions, and whether
to set up additional attributes for jobs and positions.
360
•After you define your enterprise structure and your job and position
structures, you can review them, make any necessary changes, and
then load / rollback the final configuration.
In summary,
•Create all the organizational structures at one time
•Create multiple configurations to test multiple scenarios
•Review the enterprise configuration prior to loading it
•Rollback an enterprise configuration after loading it.
361
362
FUSION HCM : EMPLOYMENT MODEL
Two main types of Employment Model and its variations-
1. Two-Tier Employment Model -

This model consists of 2 Entities - Work Relationship and
Assignment.
Single Assignment
Single Assignment with Contract
Multiple Assignments
2. Three-Tier Employment Model

This model consists of all three Entities - Work Relationship,
Assignment and Employment Terms.
Single Employment Terms with Single Assignment
Single Employment Terms with Multiple Assignments
Multiple Employment Terms with Single Assignment
Multiple Employment Terms with Multiple Assignments
Assignment – It is a collection of worker’s personal and work

related information.
Work Relationship – The Relationship between a legal employer
and a worker which can exists in any of this 3 Types (Employee,
Contingent Worker, Non-Worker)
363
Employment Terms – Terms and conditions (Contract details can
be included) for a worker’s assignment.
The Employment Model for the enterprise or legal employer offers

flexibility for a change during and after implementation.
If there exists no work-relationship between Enterprise/Legal
Employer, the switch from two-tier to three-tier and vice versa can
be done
The switch from one three-tier employment model to any other
three-tier employment model can be done at any time.
The Employment Model is tied up closely with the concept of Single

Global Person Record, wherein the Employee is entered only once
into the system.
This ensures the retrieval of correct data in reporting purpose for
multinational enterprises.
Changing the Employment Model
We can change the employment model for the enterprise or legal

employer both during initial implementation and later. However,
there are some restrictions on switching to and from particular
employment models. We can switch from:
Two-tier employment model to a Three-tier employment model only
if no work relationships exist in the enterprise or legal employer
364
Three-tier employment model to a two-tier employment model only if
no work relationships exist in the enterprise or legal employer
At any time, you can switch from one Three-Tier employment model
to any other Three-Tier employment model.
Single Assignment to Multiple Assignments
Single Assignment to Single Assignment with Contract if no work
relationship exist in the enterprise and vice versa.
Multiple Assignments to single Assignment
Multiple Assignments to Single Assignment with Contract
365
FUSION HCM : WORK FORCE LIFE CYCLE
WORK FORCE LIFE CYCLE
The Manage Workforce Lifecycle business process covers all

stages of a worker's association with the enterprise, from creation of
the person record through termination of work relationships.The
following business activities are performed by Human Resource
(HR) Specialists and Line Managers
Add Person
Manage Employment Information
Change Employment
Promote Worker
Transfer Worker
Terminate Worker
Manage Personal Information
HR specialists access Add Person tasks from the New Person work
area. They access all other Manage Workforce Lifecycle tasks from
the Person Management work area. Line manager tasks are
accessible from gallery search results, worker portraits, and the
Manager Resources Dashboard..
Add Person
Creating Person Records
You create a person record when
Hiring an employee
Adding a contingent worker
Adding a nonworker
Adding a pending worker
Adding a contact to the record of another person.
366
Person records are global in oracle fusion, independent of legal
employers, and created once only for any person. If the person
leaves the enterprise, you terminate the person's work relationships.
If the person later rejoins the enterprise, you create a new work
relationship. The person record continues to exist, even when the
person has no current work relationships in the enterprise and no
current contact relationships with other workers.
Now the following scenarios illustrate when you will create a person
record and when you create a work relationship. In all the cases, if
you try to create a person record when one already exists, and the
application finds the existing record, you continue by creating a
work relationship for the existing person.
Adding a Person
Lets take a scenarior if JOHN is starting a 'Contingent Worker'

placement with a legal employer in the enterprise. JOHN has never
been an employee, contingent worker, or nonworker in any legal
employer in the enterprise. He has never been an emergency
contact, dependent, or beneficiary of another employee, contingent
worker, or non worker anywhere in the enterprise.Therefore, She
does not have a person record. To create both his person record
and his first work relationship, you add her as a contingent worker.
Rehiring an Employee
Peter starts his employment with the enterprise in France next

month. Peter was employed by the enterprise in the United States
for several years, but resigned 3 years ago. Because Peter was
employed by the enterprise before, he already has a person record.
367
When you attempt to hire Peter the application finds his existing
person record. When you confirm that the existing person record is
Mary's, you continue the rehire process by creating an employee
work relationship with Peter's new legal employer in France.
Hiring a Nonworker
Linda has a nonworker work relationship with a legal employer, she

has been a volunteer mentor for young workers for several months.
Linda recently applied for employment with the same legal employer
and was successful. Linda will continue as a volunteer for this legal
employer even after he has been hired.
When you attempt to hire Linda, the application finds his person
record. When you confirm that the person record is Linda's, you
continue the hiring process by creating an employee work
relationship with the legal employer. Linda will then have both
nonworker and employee work relationships with the same legal
employer.
Hiring a Contact
Reena Wood starts her employment with the enterprise tomorrow.

Reena has never been an employee, contingent worker, or
nonworker in any legal employer in the enterprise. Reena is married
to John, who is a contingent worker elsewhere in the enterprise.
John has identified Reena as an emergency contact; therefore,
Reena already has a person record. When you attempt to hire
Reena, if there is enough information in her contact record to
368
identify her, the application finds her existing person record. In this
case, you continue the hiring process by creating an employee work
relationship with her new legal employer. Otherwise, the hiring
process creates both a person record and a work relationship for
Reena.
Work Relationships
A work relationship is a relationship between a person and a legal

employer. It provides the context in which a person's assignments
exist and enterprise and legal employer service is calculated. All
work relationships must contain at least one assignment.
Work Relationship Types
Work relationships are of three types: Employee, Contingent

Worker, and Nonworker. The worker type that you select when
creating the work relationship determines the relationship type.
Work Relationships for Nonworkers
To be classified as a nonworker, a person must have a nonworker

work relationship with a legal employer. Having a work relationship
does not mean that a person is working for a legal employer; it
means only that there is an association between the person and the
legal employer that is defined by the work relationship and
assignment.
Primary and Nonprimary Work Relationships
369
A worker or nonworker must have one, and only one, primary work
relationship. All other work relationships are nonprimary. A person's
first work relationship is the primary relationship, by default.
A person's overall primary assignment belongs to the person's
primary work relationship. Regardless of how many work
relationships and assignments a person has, you may need
information about a person from a single assignment. For example,
some government reports are based on one assignment only. In
these cases, the person's primary assignment is used. In general, a
person's primary work relationship and assignment are those that
are of most significance, in terms of status, pay, benefits, and
working hours, to the person.
Terminating the Primary Work Relationship
You terminate work relationships, not workers or nonworkers. When

a person has multiple current work relationships, you cannot
terminate the primary work relationship without first selecting a
different primary relationship. This restriction exists because a
current worker or nonworker cannot be without a primary work
relationship for any period of time.
How Matching Records Are Identified in Oracle Fusion HCM
If you are an HR specialist, the application identifies an existing
person record as a match for a new person record when at least
one national ID value is the same in both records.
Person records in which the national IDs do not match may still
appear as matching records if they satisfy either one of these sets
of criteria:
370
The first name, the first character of the last name, and the date of
birth are the same.
The last name, the first character of the first name, and the date of
birth are the same.
If one of the criteria is missing when the other two criteria produce a
match, the application identifies the record as a matching record.
Transfer
A transfer in an organization is the movement of a person within the

same legal employer (for example - a change of location from
Edmonton to Calgary in Canada). As a line manager, you can
initiate the transfer of people who report to you, using the simple
transfer process. When you transfer a person, the work relationship
remains unchanged. You make any necessary changes in the
current assignment. You can use the following predefined actions to
process transfers and temporary assignments:
Transfer
Global Transfer
Temporary Assignment
End Temporary Assignment
Global Temporary Assignment
End Global Temporary Assignment
Transfer - It the movement of a person with the same legal
employer.
371
Temporary Assignment - It is a transfer for a limited term (for
example temporary secondment to another department in the
absence of a department head). You end a temporary assignment
by initiating the End Temporary Assignment action and specifying a
return date. The temporary assignment is terminated and the
original assignments are reinstated automatically on the return date.
Global Transfer and Global Temporary Assignment - Use the Global
Transfer or the Global Temporary Assignment action to initiate a
transfer or create a temporary assignment in another legal
employer, respectively. Use the End Global Temporary Assignment
action to terminate a temporary assignment in another legal
employer and reinstate the original assignments in the source legal
employer automatically on a date that you specify.
How transfers are processed
When you transfer a person within the same legal employer the
work relationship remains unchanged. You make any necessary
changes in the current assignment. If the worker being transferred
has other active assignments in the current work relationship, they
are terminated and their status is changed to Inactive- Payroll
Eligible by default. If you use employment terms, you can either
transfer within the same employment terms or create new
employment terms. The existing set of employment terms and
assignments in the current work relationship are terminated if you
create new ones, and their status is set to Inactive- Payroll Eligible
372
by default. You can override the default by deselecting the
assignments that you do not want to terminate; these assignments
retain their original statuses. You can deselect all assignments
except the primary assignment and the current assignment.
How Temporary Assignments are Processed
When you create a temporary assignment for a person in the same

legal employer the work relationship remains unchanged. If you use
employment terms, you can either create a temporary assignment
with the same employment terms or create new employment terms.
The existing set of employment terms are suspended if you create
new ones. The existing assignments in the current work relationship
are suspended and their status is changed to Suspended- Payroll
Eligible by default. You can override the default by deselecting the
assignments that you do not want to suspend; these assignments
retain their original statuses. The suspended objects become active
again when you end the temporary assignment.
How Global Transfers and Temporary Assignments are

Processed
A global transfer is the transfer of a person to another legal

employer (transfer of an employee from a UK subsidiary to a US
subsidiary, for example). A global temporary assignment is the
temporary transfer of a person to another legal employer (US
employee sent on a temporary secondment to the UK, for example).
You end a global temporary assignment by initiating the End Global
Temporary Assignment action and specifying a return date. The
global temporary assignment is terminated and the assignments in
373
the source legal employer are reinstated automatically on the return
date.
Terminate a Worker
When workers or nonworkers leave the enterprise, you terminate
their work relationships. Terminate a work relationship, either
worker or nonworker, if you want to end all the assignments in the
work relationship. Use the Manage Employment page to end an
individual assignment within the work relationship. If the person has
a single assignment, however, the only way to end the assignment
is to terminate the entire work relationship. If a person has multiple
work relationships and you want to terminate all of them, you must
terminate one work relationship at a time, leaving the primary
relationship until last.
When you terminate a work relationship, any employment terms and
assignments associated with the work relationship are ended
automatically. The status of the work relationship and the
associated employment terms and assignments are changed to
inactive on the day following the termination date. The period of
service, both legal employer and enterprise, ends on the termination
date. The person becomes an ex-employee or ex-contingent worker
for that legal employer. Rehire the employee or renew the
contingent worker placement to create a new period of service. The
person's user access and roles are revoked by default after the
termination date. You can choose to revoke user access earlier, as
soon as the termination is approved.
Payroll Termination
374
If you are using Oracle Payroll, a notification is sent to the payroll
administrator informing the administrator of the termination. The
payroll administrator then completes the relevant tasks required to
complete the payroll termination.
375
FUSION HCM : What’s new in Release 12 for OTBI
What’s new in Release 12 for OTBI :

There’s a lot to like about the improvements in the
imminent release 12 applications, however one of
the largest jumps forwards is with OTBI – the
ad-hoc analysis tool within the Oracle Cloud. Last
week I attended a great webinar from Oracle on the
enhancements that R12 introduces.
New Subject Areas
As with every release, Oracle have introduced

some new subject areas:
Workforce Learning – Learning Management Real

Time
For the new learning application you can see which

is the most popular learning item, or which is the
toughest to complete or who produces the most
learning content.
Payroll – Payroll Balances Real Time
376
Reporting on payroll balances (also back-ported to
R11). This enables access to all elements and
deductions, and can report on all payroll runs.
Workforce Talent Review – Talent Review Tasks

Real Time
Allows reporting on tasks during the talent review

cycle, to track the progress of tasks eg. what
percentage of workers have completed certain
tasks.
Human Capital Management – Approval

Notification Archival Real Time
Allows reporting on task approvals that have been

completed. There is a time dimension so this is
ideal for tracking the number of approvals within
certain periods.
Enhancements to existing Subject Areas
Reporting on Managers of Terminated Workers
This is something that has been an issue for one of

Cedar’s clients, and this fix will be warmly received
by them.
377
Work Relationship Real Time – Non Primary Work
Relationships
Non-primary work relationships now show.
New Dimension – Parent Manager
Within the worker dimension within all subject

areas, we now have a number of parent manager
name and number fields, allowing us to see the
complete manager hierarchy.
New Dimension – Person Schedule Assignment
Allows reporting on an employee’s Work Schedule.

This will also be warmly received as we’ve had to
create BIP reports for this previously.
New Dimension – Person Schedule Assignment

Exception
Allows reporting on exceptions to schedules.
New Dimension – Review Period
Under Performance and Goals, we can now report

on the periods associated with performance
review.
378
New Dimension – Criticality
Allows reporting on how critical a job or position

is.
New Dimension – Previous Employment
Can contain the worker’s previous employer and

the details of that employment.
New Dimension – Talent Score
Exposes the rating scores awarded during a Talent

Review meeting.
New Dimension – Technical Post
Report on an employee’s technical posts.
New Dimension – Benefit Legal Disclaimer
Report on Benefits Enrollments that have

happened with or without legal disclaimers.
New Dimension – Benefit Person Habits
Tobacco type usage, disability status, medical

plan.
379
New Dimensions – Qualification Plan Participation,
Certifications
Enhanced Dimensions – Person Profile Real Time
Added attributes within Licences and Certs, Risk of

Loss and Special Projects.
Enhanced Dimensions – Person Names
Additional attributes to allow more names for a

worker.
380

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FUSION HCM : NEW FEATURES IN FUSION HCM 4

FUSION HCM: Absence management:Fast formula 15

FUSION HCM : FAST FORMULAS FAQ'S 24

FUSION HCM : WORKER DATA LOADING 59

FUSION HCM : Subject Areas in OTBI Reports 61

FUSION HCM: HCM DATA LOADING OVERVIEW 63

FUSION HCM : FAST FORMULAS IN ABSENCE 67

FUSION HCM : ABSENCE MANAGEMENT 80

FUSION HCM: FREQUENTLY USED TABLES IN 107

FUSION HCM : HCM EXTRACTS 109

FUSION HCM : GLOSSERY 115

FUSION HCM : FAST FORMULAS 138

FUSION HCM : DATA LOADING SCOPE (HDL 151

FUSION HCM : HCM DATA LOADING ERRORS or 154

FUSION HCM : PERFORMANCE MANAGEMENT 160

FUSION HCM : TALENT REVIEW 186

ORACLE FUSION HCM : GOAL MANAGEMENT 197

FUSION HCM : SUCCESSION MANAGEMENT 209

FUSION HCM: PROFILE MANAGEMENT 217

FUSION HCM :PAYROLL SETUP TASKS FOR 231

FUSION HCM: PAYROLL BALANCES 235

FUSION HCM : PAYROLL PAYMENT METHODS 239

Oracle 1Z0-331 : FUSION HCM : Questions and 244

Oracle 1Z0-329 : FUSION HCM 289

FUSION HCM PAYROLL ELEMENTS 339

ORACLE FUSION HCM :GLOBAL HR 356

FUSION HCM : EMPLOYMENT MODEL 363

FUSION HCM : WORK FORCE LIFE CYCLE 366

FUSION HCM : What’s new in Release 12 for OTBI 376

Role-Based Access Control

They include multiple function security privileges.

They can inherit aggregate privileges and other duty roles.

You can create duty roles.

NEW FEATURES IN FUSION

Enhanced Role Comparison

Manage Worker Unions

Manage Collective Agreements

Seniority Dates Enhancements

HCM Position Hierarchy

Enhanced Overtime Calculation

Overtime Period Introduction

Unit of Measure Enhancement

Time Allocation Introduction

Meeting ID Parameter Support

Succession Plan Filtering

Consume Profiles Security

Person Spotlight in Talent Review

Auto-Submit Approval Tasks

New Metric – Accrual Balance

Time and Labor Audit Reporting

New Metric – Accrual Balance

Time and Labor Audit Reporting

Absence management:Fast formula scenarios:

1)Global Absence Accrual Event :

2)Global Absence Accrual Matrix Formula :

3)Global Absence Carryover :

6)Global Absence Ceiling Proration :

7)Global Absence Partial Period Accrual Rate :

8)Global Absence Plan Duration :

10)Global Absence Plan Enrollment Start :

12)Global Absence Proration :

14)Global Absence Band Entitlement :