Oracle Internal & OAI Use Only: 11i Oracle HRMS Implement Oracle HR and Payroll (US)

11i Oracle HRMS Implement
Oracle HR and Payroll (US)

Student Guide Vol. 1
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14806GC20
Edition 2.0
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April 2002
D34544
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Copyright Oracle Corporation, 2002. All rights reserved.

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Author
Mark Rowe, Alison Crabbe, Juliette Fleming, Ruth Charles, Richard Sharp, Mike Laverty, John
Cafolla
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Technical Contributors and Reviewers
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John Cafolla, Margaret Wong, Louise Raffo, Ratna Kuplish, Kevin Kelley
This book was published using:
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Table of Contents
Work Structures ..............................................................................................................................................1-1
Work Structures.............................................................................................................................................1-2
Objectives ......................................................................................................................................................1-3
Modules .........................................................................................................................................................1-4
Overview of Enterprise Work Structures......................................................................................................2-1
Overview of Enterprise Work Structures.......................................................................................................2-2
Topics ............................................................................................................................................................2-4
Module Overview ..........................................................................................................................................2-5
Overview of Enterprise Work Structures.......................................................................................................2-6
Oracle HRMS An Information Model ...........................................................................................................2-7
Oracle HRMS Information Model.................................................................................................................2-8
Typical Types of Enterprise...........................................................................................................................2-9
Project Based Enterprise Characteristics .......................................................................................................2-10
Project Based Enterprise System Needs ........................................................................................................2-11
Project Based Enterprise Oracle Solution......................................................................................................2-12
Rule Based Enterprise Characteristics...........................................................................................................2-13
Rule Based Enterprise System Needs............................................................................................................2-14
Rule Based Enterprise Oracle Solution ........................................................................................................2-15
Hybrid Enterprise Characteristics..................................................................................................................2-16
Hybrid Enterprise Oracle Solution ...............................................................................................................2-17
Understanding Work Structure Components ...............................................................................................3-1
Understanding Work Structure Components 1 ..............................................................................................3-2
Work Structures Overview ............................................................................................................................3-3
Work Structures Representing the Employer ................................................................................................3-4
Business Groups in Oracle HRMS ................................................................................................................3-5
The Startup Business Group ..........................................................................................................................3-6
Business Groups ............................................................................................................................................3-7
One or Many Business Groups Reasons........................................................................................................3-9
One or Many Business Groups Oracle HRMS ..............................................................................................3-10
One or Many Business Groups Options ........................................................................................................3-12
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Understanding Work Structure Components 2 ............................................................................................4-1

Locations .......................................................................................................................................................4-3
Organizations.................................................................................................................................................4-4
Organization Hierarchies ...............................................................................................................................4-5
Jobs and Positions..........................................................................................................................................4-7
Using Jobs or Positions..................................................................................................................................4-8
Additional Information for Jobs and Positions ..............................................................................................4-10
Jobs................................................................................................................................................................4-11
Job Key Flexfield ..........................................................................................................................................4-12
Positions ........................................................................................................................................................4-13
Positions and Organizations ..........................................................................................................................4-14
Position Hierarchies.......................................................................................................................................4-15
Position Key Flexfield ...................................................................................................................................4-16
Security Based on Work Structures ...............................................................................................................4-17
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Understanding Work Structure Components 3 ............................................................................................5-1

Grades............................................................................................................................................................5-3
Grade Key Flexfield ......................................................................................................................................5-4
Work Structures Grades and Pay ...................................................................................................................5-5
11i Oracle HRMS Implement Oracle HR and Payroll (US) Table of Contents
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Work Structures Grade Rates .......................................................................................................................5-6

Grade Steps and Progression Points ..............................................................................................................5-7
Pay Scales......................................................................................................................................................5-8
Payroll Groups for HR Users.........................................................................................................................5-9
People Groups ...............................................................................................................................................5-10
People Group Key Flexfield ..........................................................................................................................5-11
Defining Common Data...................................................................................................................................6-1
Defining Common Data.................................................................................................................................6-2
Topics ............................................................................................................................................................6-4
Module Overview ..........................................................................................................................................6-5
Defining Common Data.................................................................................................................................6-6
Flexfields Overview ......................................................................................................................................6-7
Key Flexfields in Oracle HRMS Special Considerations .............................................................................6-8
Standard Features ..........................................................................................................................................6-9
A Key Flexfield .............................................................................................................................................6-10
Cost Allocation and Flexfield Qualifiers Special Considerations.................................................................6-11
Soft-Coded Legislation Key Flexfield Special Considerations ....................................................................6-12
Bank Details Key Flexfield Special Considerations......................................................................................6-13
Steps for Defining a Key Flexfield Special Considerations ..........................................................................6-15
Practice: Configure the People Group Key Flexfield ...................................................................................6-16
Practice: Configure the Personal Analysis Flexfield ....................................................................................6-17
Defining Descriptive Flexfields .......................................................................................................................7-1
Defining Descriptive Flexfields.....................................................................................................................7-2
Descriptive Flexfields in Oracle HRMS Special Considerations .................................................................7-3
A Descriptive Flexfield .................................................................................................................................7-5
Descriptive Flexfields in Several Windows Special Considerations ............................................................7-7
Descriptive Flexfields and Business Groups .................................................................................................7-8
Descriptive Flexfields With Predefined Data ................................................................................................7-9
Protected Descriptive Flexfields....................................................................................................................7-10
Context Sensitive Descriptive Flexfields.......................................................................................................7-11
Steps for Defining a Descriptive Flexfield Special Considerations..............................................................7-13
Practice: Key and Descriptive Flexfields Overview .....................................................................................7-14
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Extra Information Types in Oracle HRMS...................................................................................................8-1

Extra Information Types in Oracle HRMS....................................................................................................8-2
Overview .......................................................................................................................................................8-3
Extra Information Type Descriptive Flexfields .............................................................................................8-7
Using Extra Information or Special Information for People.........................................................................8-9
Security..........................................................................................................................................................8-10
Steps for Registering Extra Information Types .............................................................................................8-11
Practice: Extra Information Types.................................................................................................................8-12
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Defining Lookups and Values.........................................................................................................................9-1

Defining Lookups and Values .......................................................................................................................9-2
Overview .......................................................................................................................................................9-3
User Access Levels........................................................................................................................................9-4
Practice: Define Lookup Types and Values...................................................................................................9-5
Managing Currencies and Exchange Rates....................................................................................................9-6
Overview .......................................................................................................................................................9-7
Typical Requirements....................................................................................................................................9-8
Enabling Currencies in Oracle HRMS...........................................................................................................9-9
Exchange Rates in Oracle HRMS..................................................................................................................9-11
Exchange Rate Variations..............................................................................................................................9-12
Steps to Enable Currencies ............................................................................................................................9-13
Currency Precision ........................................................................................................................................9-14
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Exchange Rates .............................................................................................................................................9-15

Practice: Define an Exchange Rate................................................................................................................9-16
Work Structures - Case Study........................................................................................................................9-17
Creating a Business Group .............................................................................................................................10-1
Setting up Business Groups, Locations, and Organizations ..........................................................................10-2
Topics ............................................................................................................................................................10-3
Module Overview ..........................................................................................................................................10-4
Creating a Business Group ............................................................................................................................10-5
Representing Your Enterprise........................................................................................................................10-6
The Business Group.......................................................................................................................................10-7
Sharing Information.......................................................................................................................................10-8
HR:Cross Business Group .............................................................................................................................10-9
Initial Tasks ...................................................................................................................................................10-10
Information Associated with a Business Group.............................................................................................10-12
Standard Information.....................................................................................................................................10-13
Standard Information (U.S. only) ..................................................................................................................10-14
Employee and Applicant Numbers ................................................................................................................10-15
Practice: Create a Business Group.................................................................................................................10-17
Practice: Grant User Access to a New Business Group.................................................................................10-18
Creating a Location .........................................................................................................................................11-1
Creating Locations.........................................................................................................................................11-2
Overview .......................................................................................................................................................11-3
Address Validation for US and Canada.........................................................................................................11-4
Closing Down a Location ..............................................................................................................................11-5
Practice: Create a Location............................................................................................................................11-6
Creating Organizations ..................................................................................................................................11-7
Overview .......................................................................................................................................................11-8
Organization Overview..................................................................................................................................11-9
Organization Classifications Special Considerations ...................................................................................11-10
Additional Organization Information ............................................................................................................11-11
Practice: Create an Organization ...................................................................................................................11-12
End Dates on Organizations ..........................................................................................................................11-13
Deleting Organizations ..................................................................................................................................11-14
Creating Organization Hierarchies ................................................................................................................11-15
Practice: Create an Organization Hierarchy ..................................................................................................11-16
Practice: Assign an Employee to an Organization.........................................................................................11-17
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Application Data Exchange ............................................................................................................................12-1

Application Data Exchange ...........................................................................................................................12-2
Application Data Exchange (ADE) ...............................................................................................................12-3
Three Modes of Working with ADE .............................................................................................................12-4
ADE in Applications Mode ...........................................................................................................................12-7
Using ADE ....................................................................................................................................................12-10
ADE Security.................................................................................................................................................12-11
ADE Styles and Views ..................................................................................................................................12-12
Practice: Using ADE .....................................................................................................................................12-14
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Representing Financial Reporting Structures...............................................................................................13-1

Representing Financial Reporting Structures ................................................................................................13-2
Module Overview ..........................................................................................................................................13-3
Parallel Reporting Structures HR and GL .....................................................................................................13-4
Parallel Reporting Structures Similar but Not the Same................................................................................13-6
Integration It's Okay to Be Different! ............................................................................................................13-7
Integration Understanding the Other Side .....................................................................................................13-8
Cost Allocation Key Flexfield .......................................................................................................................13-9
Multi-Orgs and Business Groups Similar but Not the Same ........................................................................13-10
Multi-Company and Multi-National Mapping Options .................................................................................13-12
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Mapping Options ...........................................................................................................................................13-13

Costing Considerations..................................................................................................................................13-14
Practice: Entering Cost Information ..............................................................................................................13-15
Representing Legal and Government Reporting Structures (US) ..............................................................14-1
Representing Legal and Government Reporting Structures (U.S.)................................................................14-2
Topics ............................................................................................................................................................14-3
Module Overview ..........................................................................................................................................14-4
Representing Legal and Government Reporting Structures (U.S.)................................................................14-6
Identifying GRE's ..........................................................................................................................................14-7
One Company - One Employer - One GRE...................................................................................................14-8
Many Employers - Many GREs ....................................................................................................................14-9
Multi-Establishment Hierarchies ...................................................................................................................14-10
Headquarters Hierarchy for Multi-Establishment Companies.......................................................................14-12
Headquarters for Multi-Establishment Companies........................................................................................14-14
Defining Organization Information for Government Mandated Reporting ..............................................15-1
Defining Organization Information for Government Mandated Reporting ...................................................15-2
Mandated Government Reports .....................................................................................................................15-3
Reporting Categories and Statuses ................................................................................................................15-4
Classifying Organizations as GREs...............................................................................................................15-5
Classifying Organizations as Reporting Establishments ...............................................................................15-6
Overriding Establishment Hierarchies...........................................................................................................15-7
Classifying an Organization as the Corporate Headquarters .........................................................................15-8
Setting Up Non-AAP Establishment Hierarchies ..........................................................................................15-9
AAP Reporting ..............................................................................................................................................15-10
AAP Establishment Hierarchies ....................................................................................................................15-11
EEO-1 Reporting Checklist ...........................................................................................................................15-12
AAP Reporting Checklist ..............................................................................................................................15-13
VETS-100 Reporting Checklist.....................................................................................................................15-14
ADA Reporting .............................................................................................................................................15-15
ADA Requests for Accommodation .............................................................................................................15-16
OSHA Recording Information.......................................................................................................................15-17
Practice Classifying HR Organizations .........................................................................................................15-18
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Representing Grades and their Relationship to Pay.....................................................................................16-1

Representing Grades and their Relationship to Pay.......................................................................................16-2
Topics ............................................................................................................................................................16-3
Module Overview ..........................................................................................................................................16-4
Grades............................................................................................................................................................16-5
Grade Key Flexfield ......................................................................................................................................16-6
Grade Key Flexfield Structure Simple or Complex.......................................................................................16-7
Grade Key Flexfield Checklist ......................................................................................................................16-8
Practice: Define a Grade Structure ...............................................................................................................16-9
Practice: Define Grades .................................................................................................................................16-10
Defining Grade Rates and Pay Scales............................................................................................................16-11
Grades and Pay Direct or Indirect .................................................................................................................16-12
Grade Rates ...................................................................................................................................................16-13
Practice: Define a Grade Rate Table.............................................................................................................16-14
Pay Scales......................................................................................................................................................16-15
Pay Scale Characteristics...............................................................................................................................16-16
Pay Scales......................................................................................................................................................16-17
Pay Scale Checklist .......................................................................................................................................16-18
Practice: Define a Pay Scale ..........................................................................................................................16-19
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Representing Jobs and Positions ....................................................................................................................17-1

Representing Jobs and Positions....................................................................................................................17-2
Topics ............................................................................................................................................................17-3
Module Overview ..........................................................................................................................................17-4
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Representing Jobs and Positions....................................................................................................................17-5

Jobs and Positions..........................................................................................................................................17-6
Using Jobs or Positions..................................................................................................................................17-7
Jobs................................................................................................................................................................17-9
Job Groups.....................................................................................................................................................17-10
Job Groups and Supplementary Roles ...........................................................................................................17-11
Job Key Flexfield ..........................................................................................................................................17-12
Job Key Flexfield Checklist...........................................................................................................................17-13
Job Key Flexfield Structure Simple or Complex...........................................................................................17-14
Practice: Define Job Structure and Jobs .......................................................................................................17-15
Practice:Create a Job Group ..........................................................................................................................17-16
Representing Positions ....................................................................................................................................18-1
Representing Positions ..................................................................................................................................18-2
Positions ........................................................................................................................................................18-3
Position Key Flexfield ...................................................................................................................................18-5
Key Flexfield Structure .................................................................................................................................18-7
Practice: Define Position Structure and Positions ........................................................................................18-9
Position Hiring Status Special Considerations ..............................................................................................18-10
Position Hierarchies ........................................................................................................................................19-1
Position Hierarchies.......................................................................................................................................19-2
Position Hierarchy - Example........................................................................................................................19-4
Defining and Changing Position Hierarchies ................................................................................................19-5
Hierarchy Diagrammers ................................................................................................................................19-6
Practice: Using the Graphical Diagrammers.................................................................................................19-7
Work Choices ................................................................................................................................................19-9
Practice: Entering Work Choice Information ..............................................................................................19-10
Changing Job and Position Definitions .........................................................................................................19-11
Changing Definitions.....................................................................................................................................19-12
Changing Details ...........................................................................................................................................19-13
Practice: Job and Position windows Demo...................................................................................................19-14
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Mass Move Updates.........................................................................................................................................20-1

Mass Move Updates ......................................................................................................................................20-2
Overview .......................................................................................................................................................20-3
Reorganization...............................................................................................................................................20-4
Moving Assignments.....................................................................................................................................20-5
Considerations Before a Mass Move .............................................................................................................20-6
Practice: Mass Moves....................................................................................................................................20-8
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Setting up Workers Compensation ................................................................................................................21-1

Setting Up Workers Compensation (U.S.).....................................................................................................21-2
Module Overview ..........................................................................................................................................21-3
WC Insurers...................................................................................................................................................21-4
WC Codes and Rates .....................................................................................................................................21-5
Workers' Compensation Liability ..................................................................................................................21-6
Additional Elements/Modifications Required ...............................................................................................21-7
Practice: Workers Compensation Codes and Rates ......................................................................................21-8
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Work Structures ..............................................................................................................................................22-1

Work Structures.............................................................................................................................................22-2
Modules .........................................................................................................................................................22-3
Summary........................................................................................................................................................22-4
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Defining Common Data Instructor Demonstrations and Practice Solutions .............................................23-1

Defining Common Data Instructor Demonstrations and Practice Solutions..................................................23-2
Instructor Demonstration...............................................................................................................................23-3
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Instructor Demonstration and Practice Solution ............................................................................................23-4

Practice ..........................................................................................................................................................23-13
Practice Solution............................................................................................................................................23-14
Practice Questions .........................................................................................................................................23-15
Practice Solutions ..........................................................................................................................................23-16
Work Structures Case Study..........................................................................................................................23-22
Business Scenario Questions (US) ................................................................................................................23-26
Business Scenario (US) Solution...................................................................................................................23-27
Business Scenario Questions (UK)................................................................................................................23-28
Business Scenario (UK) Solution ..................................................................................................................23-29
Setting up Business Groups, Locations, and Organizations Instructor Demonstrations and Practice Solutions
...........................................................................................................................................................................24-1
.......................................................................................................................................................................24-2
Instructor Demonstration (US) ......................................................................................................................24-3
Instructor Demonstration (UK)......................................................................................................................24-20
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Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions .........25-1
Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions .................25-2
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Representing Legal and Government Reporting Structures Instructor Demonstrations and Practice Solutions
...........................................................................................................................................................................26-1
.......................................................................................................................................................................26-2
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Costing ..............................................................................................................................................................27-1
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Costing...........................................................................................................................................................27-2
Modules .........................................................................................................................................................27-3
Objectives ......................................................................................................................................................27-4
Setting Up the Cost Allocation Key Flexfield ................................................................................................28-1
Setting Up the Cost Allocation Key Flexfield ...............................................................................................28-2
Parallel Reporting Structures HR and GL .....................................................................................................28-3
Parallel Reporting Structures Similar but Not the Same................................................................................28-4
Costing in HRMS ..........................................................................................................................................28-5
The Oracle HRMS Costing Solution .............................................................................................................28-7
Cost Allocation Setup Headings and Levels..................................................................................................28-8
Cost Allocation Key Flexfield .......................................................................................................................28-9
Multi-Company and Multi-National Mapping Options .................................................................................28-10
Setting Up the Cost Allocation Key Flexfield ...............................................................................................28-11
Practice: Defining the Cost Allocation Key Flexfield ..................................................................................28-13
Allocating Cost Details ....................................................................................................................................29-1
Allocating Cost Details..................................................................................................................................29-2
Mapping Cost Segments to GL Segments .....................................................................................................29-3
Cost Allocation Entry Levels.........................................................................................................................29-5
Suspense Codes and Balancing Values .........................................................................................................29-6
Costable Types on Element Links .................................................................................................................29-7
Payroll Level Costs Special Factors ..............................................................................................................29-8
Element Link Level Special Factors..............................................................................................................29-9
Element Link Level Special Factors for Benefits .........................................................................................29-10
Assignment Level Special Factors................................................................................................................29-11
Element Entry Level Special Factors............................................................................................................29-12
Payroll Processing Processing Overview ......................................................................................................29-13
Costing Processes in Oracle Payroll ..............................................................................................................29-14
Demonstration: Entering Cost Details ...........................................................................................................29-15
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Costing Tax Information (UK) .......................................................................................................................30-1

Costing Tax Information (UK) ......................................................................................................................30-2
Tax Considerations Costing All Taxes by Tax Type.....................................................................................30-3
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Costing Tax Information (US)........................................................................................................................31-1

Costing Tax Information (US).......................................................................................................................31-2
Tax Considerations Costing All Taxes by Tax Type.....................................................................................31-3
Costing State and Local Taxes by Jurisdiction ..............................................................................................31-4
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Costing ..............................................................................................................................................................32-1
Costing...........................................................................................................................................................32-2
Summary........................................................................................................................................................32-3
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Costing - Instructor Demonstrations and Practice Solutions ......................................................................33-1

Instructor Demonstration and Practice ..........................................................................................................33-2
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Modeling the Employment Relationship .......................................................................................................34-1

Objectives ......................................................................................................................................................34-3
Modules .........................................................................................................................................................34-4
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Introducing Employment Relationships........................................................................................................35-1

Introducing Employment Relationships ........................................................................................................35-2
Topics ............................................................................................................................................................35-3
Introducing Employment Relationships ........................................................................................................35-4
Overview .......................................................................................................................................................35-5
Integrated Business Processes for HR Management......................................................................................35-6
Hiring and Deploying People ........................................................................................................................35-7
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Entering and Changing Personal Information................................................................................................35-8

Identifying Employees...................................................................................................................................35-10
Person Types .................................................................................................................................................35-11
Addresses for Employees ..............................................................................................................................35-12
Personal Development and Deployment Options ..........................................................................................35-13
Displaying Personal Information...................................................................................................................35-15
Employment Relationship and Work Related Information...........................................................................36-4
Employment Relationships and Assignments...............................................................................................36-5
Assignments in Oracle HRMS.......................................................................................................................36-6
Employees and Assignments .........................................................................................................................36-7
Single Assignments in Oracle HRMS ...........................................................................................................36-8
Periods of Service and Multiple Assignments ...............................................................................................36-10
Assignment Statuses ......................................................................................................................................36-13
Tracking Changes to an Assignment .............................................................................................................36-14
Ending Assignments ......................................................................................................................................36-15
Terminating Employees.................................................................................................................................36-16
Representing the Workforce...........................................................................................................................37-1
Representing the Workforce ..........................................................................................................................37-2
Topics ............................................................................................................................................................37-3
Module Overview ..........................................................................................................................................37-4
Representing the Workforce ..........................................................................................................................37-5
Person Types Overview.................................................................................................................................37-6
System and User Person Types......................................................................................................................37-7
Predefined System and User Person Types ...................................................................................................37-10
Person Types for Benefits..............................................................................................................................37-11
Benefits User Person Types...........................................................................................................................37-12
Practice: Define Person Types.......................................................................................................................37-13
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Defining Collective Agreements, Bargaining Units and Contracts .............................................................38-1

Defining Collective Agreements, Bargaining Units and Contracts ...............................................................38-2
Overview .......................................................................................................................................................38-3
Bargaining Units............................................................................................................................................38-4
Bargaining unit ..............................................................................................................................................38-5
Practice: Defining Bargaining Units..............................................................................................................38-6
Collective Agreements ..................................................................................................................................38-7
Defining Collective Agreements ...................................................................................................................38-9
Collective Agreement Grades........................................................................................................................38-10
Practice: Define Bargaining Unit and Employer ...........................................................................................38-11
Practice: Define Collective Agreements........................................................................................................38-12
Contracts........................................................................................................................................................38-13
Contract Statuses ...........................................................................................................................................38-15
Generating and Printing Contracts.................................................................................................................38-16
Practice: Enter Contract Details.....................................................................................................................38-17
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Defining Employee Assignment Statuses .......................................................................................................39-1

Defining Employee Assignment Statuses......................................................................................................39-2
Overview .......................................................................................................................................................39-3
Assignment Statuses ......................................................................................................................................39-5
Primary Assignment Statuses ........................................................................................................................39-7
Secondary Assignment Statuses ....................................................................................................................39-10
Practice: Define Assignment Statuses ...........................................................................................................39-12
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Defining the People Group Flexfield..............................................................................................................40-1

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Defining the People Group Key Flexfield .....................................................................................................40-2

Employment Groups......................................................................................................................................40-3
People Group Key Flexfield ..........................................................................................................................40-5
System Definitions ........................................................................................................................................40-6
Making People Group Segments Required....................................................................................................40-9
Practice: People Group Key Flexfield ...........................................................................................................40-11
Managing Employee Information ..................................................................................................................41-1
Managing Employment Information .............................................................................................................41-2
Topics ............................................................................................................................................................41-3
Overview .......................................................................................................................................................41-4
Managing Employee Information..................................................................................................................41-5
Entering Personal Information for a New Person ..........................................................................................41-6
Practice: Hire a New Employee.....................................................................................................................41-10
Supplementary Roles.....................................................................................................................................41-11
People Management Templates .....................................................................................................................41-12
Headcount Report Set....................................................................................................................................41-14
Managing the Employee Assignment.............................................................................................................42-1
Managing the Employee Assignment ............................................................................................................42-2
Changing Assignment Information................................................................................................................42-3
Practice: Promote an Employee.....................................................................................................................42-5
Multiple Assignments for an Employee ........................................................................................................42-6
Practice: Enter a Second Assignment ............................................................................................................42-7
Changing a Secondary Assignment into the Primary Assignment ................................................................42-8
Practice: Changing the Primary Assignment .................................................................................................42-10
Mass Update of Assignments ........................................................................................................................42-11
Demo: Mass Assignment Update ..................................................................................................................42-12
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Occupational Health........................................................................................................................................43-1
Occupational Health ......................................................................................................................................43-2
Medical Assessments, Disabilities and Work Incidents ................................................................................43-3
Medical Assessments.....................................................................................................................................43-4
Work Incidents ..............................................................................................................................................43-5
Disabilities.....................................................................................................................................................43-6
Practice: Enter Disability Information...........................................................................................................43-7
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Terminating and Re-hiring an Employee ......................................................................................................44-1

Terminating and Rehiring an Employee ........................................................................................................44-2
Topics ............................................................................................................................................................44-3
Terminating and Rehiring an Employee ........................................................................................................44-4
Terminating Employment..............................................................................................................................44-5
Overview .......................................................................................................................................................44-7
Termination Dates .........................................................................................................................................44-8
Practice: Terminating Employment ...............................................................................................................44-9
Terminating a Single Assignment .................................................................................................................44-10
Practice: Terminating One Assignment.........................................................................................................44-11
Cancel Termination Or Rehire.......................................................................................................................44-12
Cancel Termination .......................................................................................................................................44-13
Rehire ............................................................................................................................................................44-14
Practice: Cancelling a Termination................................................................................................................44-15
Practice: Rehire an Employee........................................................................................................................44-16
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Summary........................................................................................................................................................45-3
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Representing the Workforce Instructor Demonstrations and Practice Solutions .....................................46-1

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Managing Employment Information Instructor Demonstrations and Practice Solutions ........................47-1
Terminating and Rehiring an Employee Instructor Demonstrations and Practice Solutions ..................48-1
Introduction to Compensation and Benefits..................................................................................................49-1
Introduction to Compensation and Benefits ..................................................................................................49-2
Objectives ......................................................................................................................................................49-3
Total Compensation Framework ...................................................................................................................49-4
Oracle HRMS The Basic Information Model................................................................................................49-5
Total Compensation.......................................................................................................................................49-6
Total Compensation Framework Attract - Retain - Motivate ........................................................................49-7
Total Compensation Framework in Oracle HRMS .......................................................................................49-8
Total Compensation Framework ...................................................................................................................49-9
Specific Business Functions Not Just the Framework ...................................................................................49-11
Basic, Standard, or Advanced Benefits 3 Levels of Functionality ................................................................49-12
Administer, Calculate, Pay Payroll Processing.............................................................................................49-13
Oracle Payroll Process Overview ..................................................................................................................49-14
Payroll Gross to Net ......................................................................................................................................49-15
Oracle Payroll Prepayments and Payments ...................................................................................................49-17
Oracle Payroll What About Adjustments?.....................................................................................................49-18
Time Management.........................................................................................................................................49-20
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Overview of Benefits Management ................................................................................................................50-1

Overview of Benefits Management ...............................................................................................................50-2
Benefits Management Overview ...................................................................................................................50-3
Plan Design....................................................................................................................................................50-4
Plan Types Supported....................................................................................................................................50-5
Participation Management .............................................................................................................................50-6
Enrollment Management ...............................................................................................................................50-7
Contribution Management .............................................................................................................................50-8
Distribution Management ..............................................................................................................................50-9
Eligibility Profiles Reusable Definitions .......................................................................................................50-10
Life Event Management Advanced Benefits ................................................................................................50-11
Standard Processes in Oracle HR ..................................................................................................................50-12
Standard Processes in Oracle HR (US)..........................................................................................................50-13
Advanced Benefits Processes ........................................................................................................................50-14
Life Event Management ................................................................................................................................50-15
Life Event Management Processes ................................................................................................................50-16
Eligibility Management Processes.................................................................................................................50-17
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Enrollment Cycle Automation Processes ......................................................................................................50-18

Elements in Oracle HRMS..............................................................................................................................51-1
Elements in Oracle HRMS ............................................................................................................................51-2
Earnings, Deductions & Benefits ..................................................................................................................51-3
Elements in Oracle HRMS The Building Blocks ..........................................................................................51-4
How it works - 1 Define Elements ...............................................................................................................51-6
Defining Elements Key Attributes.................................................................................................................51-7
Recurring and Nonrecurring Types of Element.............................................................................................51-8
How it works - 2 Define Links ......................................................................................................................51-9
Element Links................................................................................................................................................51-10
Element Links Basic Eligibility Rules For Elements ....................................................................................51-11
How it works - 3 Enter Values ......................................................................................................................51-12
How it works - 4 Benefits Administration.....................................................................................................51-13
Element Entries and Processing.....................................................................................................................51-14
How it works - 5 Payroll Processing ............................................................................................................51-15
Predefined Elements ......................................................................................................................................51-17
Total Compensation Elements for Payroll (US)............................................................................................52-1
Total Compensation Elements Setup for Payroll (US) .................................................................................52-2
Objectives ......................................................................................................................................................52-3
Introduction ...................................................................................................................................................52-4
Earnings, Deductions, & Benefits .................................................................................................................52-5
Elements, Formulas, and Balances ................................................................................................................52-6
Designing Elements.......................................................................................................................................52-7
Understanding Element Classifications .........................................................................................................53-1
Understanding Element Classifications .........................................................................................................53-2
Element Classifications Overview.................................................................................................................53-3
Primary Classifications..................................................................................................................................53-4
Primary Classifications and Costing Options ................................................................................................53-6
Secondary Classifications..............................................................................................................................53-7
Predefined Secondary Classifications............................................................................................................53-8
Balance Feeds and Element Classifications...................................................................................................53-9
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Defining Elements............................................................................................................................................54-1
Defining Elements .........................................................................................................................................54-2
Elements in Oracle HRMS Common Building Blocks.................................................................................54-3
Defining Elements .........................................................................................................................................54-4
Three Steps to Set Up an Element .................................................................................................................54-5
Element Definitions.......................................................................................................................................54-6
Processing Priority.........................................................................................................................................54-7
Recurring and Nonrecurring Element Types .................................................................................................54-8
Comparing Recurring and Nonrecurring Types ............................................................................................54-9
Other Processing Options ..............................................................................................................................54-10
Termination Processing Rules .......................................................................................................................54-11
Input and Output Currencies..........................................................................................................................54-12
Elements and Input Values ............................................................................................................................54-13
Input Value Example .....................................................................................................................................54-14
Processing Input Values ................................................................................................................................54-15
Pay Value.......................................................................................................................................................54-16
Using the Pay Value ......................................................................................................................................54-17
Practice: Defining Elements ..........................................................................................................................54-18
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Initiating Earnings and Deductions ...............................................................................................................55-1

Initiating Earnings and Deductions................................................................................................................55-2
Predefined Earning Types..............................................................................................................................55-3
Hours Worked and Non-Worked Hours ........................................................................................................55-4
Initiating Earnings and Deductions................................................................................................................55-5
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Generated Components..................................................................................................................................55-6
Initiating an Earnings Type ...........................................................................................................................55-12
Earnings by Hourly Rate ...............................................................................................................................55-13
Practice Initiating an Earnings Type..............................................................................................................55-14
Initiating a Deduction ....................................................................................................................................55-15
Start Rules .....................................................................................................................................................55-16
Stop Rules......................................................................................................................................................55-17
Amount Rules................................................................................................................................................55-18
Practice Initiating a Deduction ......................................................................................................................55-19
Configuring Generated Components .............................................................................................................55-20
Controlling the Frequency of Processing an Element ..................................................................................56-1
Controlling the Frequency of Processing an Element....................................................................................56-2
Overview .......................................................................................................................................................56-3
Frequency Rules ............................................................................................................................................56-4
Practice Defining Frequency Rules ...............................................................................................................56-5
Skip Rule Formulas .......................................................................................................................................56-6
Practice Writing a Skip Rule Formula...........................................................................................................56-7
Controlling Eligibility and Costing for Elements .........................................................................................57-1
Element Links................................................................................................................................................57-3
Element Links Basic Eligibility Rules For Elements ....................................................................................57-4
Multiple Eligibility Rules ..............................................................................................................................57-5
Changes to Assignment Impact on Entries ....................................................................................................57-6
Element Links and Costing Rules..................................................................................................................57-7
Eligibility Profiles in Standard and Advanced Benefits ................................................................................57-8
Benefit Element Links ...................................................................................................................................57-9
Practice Creating an Element Link ................................................................................................................57-10
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Planning Methods of Entry.............................................................................................................................58-1

Planning Methods of Entry............................................................................................................................58-2
Element Entry Method Types........................................................................................................................58-3
Automatic Entry of Elements ........................................................................................................................58-4
Batch Element Entry BEE ............................................................................................................................58-5
BEE Examples...............................................................................................................................................58-7
Manual Entry of Elements .............................................................................................................................58-8
Salary Administration Window .....................................................................................................................58-9
Absence Detail Window................................................................................................................................58-10
Practice Making an Element Entry ................................................................................................................58-11
Security in Element Entries Windows ...........................................................................................................58-12
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Controlling Element Entry Values.................................................................................................................59-1

Controlling Element Entry Values.................................................................................................................59-2
Overview .......................................................................................................................................................59-3
Defaults .........................................................................................................................................................59-4
Default Entries on Links................................................................................................................................59-5
Hot Default ....................................................................................................................................................59-6
Practice Defining Limits on Entry Values .....................................................................................................59-7
Formula Validation........................................................................................................................................59-8
Example Validation Formula.........................................................................................................................59-9
Formula Validation........................................................................................................................................59-10
Practice Defining Formula Rules on Entry Values........................................................................................59-11
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Writing Formulas ............................................................................................................................................60-1

Writing Formulas...........................................................................................................................................60-2
Types of Formulas .........................................................................................................................................60-3
Writing Formulas...........................................................................................................................................60-4
Input Values from Elements Inputs are ...................................................................................................60-5
Easy Access to Data in Formulas ..................................................................................................................60-6
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Easy to Return Formula Results ....................................................................................................................60-7

Formula Statements .......................................................................................................................................60-8
Element Input Values ....................................................................................................................................60-9
Inputs Statement ............................................................................................................................................60-10
Multiple Input Values....................................................................................................................................60-12
Setting Default Values...................................................................................................................................60-13
Checking Default Values...............................................................................................................................60-14
Types of Input................................................................................................................................................60-15
Database Items...............................................................................................................................................60-16
Global Values ................................................................................................................................................60-17
Aliases ...........................................................................................................................................................60-18
IF Statement...................................................................................................................................................60-19
The Return Statement ....................................................................................................................................60-20
Returned Results............................................................................................................................................60-21
Functions .......................................................................................................................................................60-22
Functions Example ........................................................................................................................................60-23
Practice Writing a Formula............................................................................................................................60-24
Defining Formula Results and Processing Rules ..........................................................................................61-1
Overview .......................................................................................................................................................61-3
Formula Processing Rules .............................................................................................................................61-4
Formula Result Types....................................................................................................................................61-6
Practice: Creating Formula Rules ..................................................................................................................61-8
Understanding Payroll Balances ....................................................................................................................62-1
Understanding Payroll Balances....................................................................................................................62-2
Overview .......................................................................................................................................................62-3
Balances.........................................................................................................................................................62-4
Balance Feeds................................................................................................................................................62-5
Balance Dimensions ......................................................................................................................................62-6
Predefined Balance Dimensions ....................................................................................................................62-7
Example of a Defined Balance ......................................................................................................................62-8
Accessing a Balance in a Formula.................................................................................................................62-9
Defining Balances Feeds ...............................................................................................................................62-10
Defining Feeds Using Element Classifications..............................................................................................62-11
Creating Individual Balance Feeds ................................................................................................................62-12
Defining Balance Feeds.................................................................................................................................62-13
Practice: Defining a Balance .........................................................................................................................62-14
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Design Methodology ........................................................................................................................................63-1

Design Methodology .....................................................................................................................................63-2
Designing Elements and Formulas ................................................................................................................63-3
Overview .......................................................................................................................................................63-4
Representing An Element and Formula A Simple Example.........................................................................63-5
Represent Elements and Formula Results See The Whole Picture...............................................................63-6
Represent Formula Calculations Flowcharts .................................................................................................63-7
Where Do I Start? Begin at the End ..............................................................................................................63-8
Inputs, Outputs and Calculations...................................................................................................................63-9
Example Design for Payroll Overtime...........................................................................................................63-10
Example Design for Payroll Define Requirements and Make Decisions ......................................................63-11
Example Design DT - Double Overtime .......................................................................................................63-12
Example Design for Payroll STO - Straight Overtime ..................................................................................63-13
Straight Overtime- Details.............................................................................................................................63-14
Example Design Premium OT - Premium Overtime .....................................................................................63-15
Premium Overtime - Details..........................................................................................................................63-16
Setup Steps When you know what you want to do........................................................................................63-17
Module Summary ..........................................................................................................................................63-18
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Total Compensation Elements for Payroll (US) - Instructor Demoinstrations and Practice Solutions ...64-1
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Practice: Defining Elements ..........................................................................................................................64-2

Solution: Defining Elements..........................................................................................................................64-3
Practice: Initiating an Earnings Type.............................................................................................................64-4
Solution: Initiating an Earnings Type............................................................................................................64-5
Practice: Initiating a Deduction .....................................................................................................................64-9
Solution: Initiating a Deduction.....................................................................................................................64-10
Practice: Defining Frequency Rules ..............................................................................................................64-14
Solution: Defining Frequency Rules..............................................................................................................64-15
Practice: Writing a Skip Rule Formula..........................................................................................................64-16
Solution: Writing a Skip Rule Formula .........................................................................................................64-17
Practice: Creating an Element Link ...............................................................................................................64-19
Solution: Creating an Element Link ..............................................................................................................64-20
Practice: Making an Element Entry ...............................................................................................................64-22
Solution: Making an Element Entry ..............................................................................................................64-23
Practice: Defining Limits on Entry Values....................................................................................................64-25
Solution: Defining Limits on Entry Values ...................................................................................................64-26
Practice: Defining Formula Rules on Entry Values.......................................................................................64-28
Solution: Defining Formula Rules on Entry Values ......................................................................................64-29
Practice: Writing a Formula...........................................................................................................................64-32
Solution: Writing a Formula..........................................................................................................................64-33
Practice: Creating Formula Rules ..................................................................................................................64-34
Solution: Creating Formula Rules .................................................................................................................64-35
Practice: Defining a Balance .........................................................................................................................64-36
Solution: Defining a Balance.........................................................................................................................64-37
Salary Administration.....................................................................................................................................65-1
Salary Administration....................................................................................................................................65-2
Topics ............................................................................................................................................................65-3
Introduction ...................................................................................................................................................65-4
Implementing Salary Administration.............................................................................................................65-5
Salary Administration....................................................................................................................................65-7
Practice: Introducing the Salary Administration window..............................................................................65-9
Defining Salary Administration.....................................................................................................................65-10
Salary Elements .............................................................................................................................................65-11
Defining Salary Elements ..............................................................................................................................65-12
Validating Salary Entries...............................................................................................................................65-13
Linking Salary Elements ...............................................................................................................................65-14
Practice: Creating and Linking Salary Elements ...........................................................................................65-16
Salary Basis ...................................................................................................................................................65-17
Practice: Defining the Salary Basis ...............................................................................................................65-18
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Administering Salary Changes.......................................................................................................................66-1

Administering Salary Changes ......................................................................................................................66-2
Salary Components........................................................................................................................................66-4
Using Salary Components .............................................................................................................................66-5
10 Predefined Salary Component Lookups ...................................................................................................66-6
Practice: Defining Salary Components..........................................................................................................66-7
Salary Approval Authority ............................................................................................................................66-8
Practice: Add the Salary Approval Function to the HRMS Navigator Menu................................................66-9
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Using Salary Administration ..........................................................................................................................67-1

Using Salary Administration .........................................................................................................................67-2
Assign Salary Basis .......................................................................................................................................67-4
Entering and Proposing Salaries....................................................................................................................67-5
Correcting Salaries ........................................................................................................................................67-6
Practice: Assigning, Entering and Approving a Salary Basis ........................................................................67-7
Practice: Proposing Salary Changes ..............................................................................................................67-8
Salary History Window and Salary Review Report ......................................................................................67-9
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Practice: Reviewing Current Salaries and Salary History .............................................................................67-10

Using the Salary Management Folder ...........................................................................................................67-11
Application Data Exchange ...........................................................................................................................67-12
Performing Salary Surveys.............................................................................................................................68-1
Performing Salary Surveys ............................................................................................................................68-2
Setting Up Salary Surveys .............................................................................................................................68-4
Salary Surveys ...............................................................................................................................................68-5
Salary Survey Identifier.................................................................................................................................68-6
Practice: Entering Data into Lookup Types...................................................................................................68-8
Entering Salary Surveys ................................................................................................................................68-9
Practice: Entering Salary Surveys .................................................................................................................68-12
Mapping Salary Survey Lines .......................................................................................................................68-13
Practice: Mapping Salary Surveys to Jobs.....................................................................................................68-14
Summary........................................................................................................................................................68-15
Implementing Salary Administration - Practice Details and Solutions ......................................................69-1
Practice: Introducing the Salary Administration Window.............................................................................69-2
Solution: Introducing the Salary Administration Window ............................................................................69-3
Solution: Creating and Linking Salary Elements...........................................................................................69-5
Practice: Defining the Salary Basis ...............................................................................................................69-7
Solution: Defining the Salary Basis...............................................................................................................69-8
Administering Salary Changes - Practice Details and Solutions .................................................................70-1
Practice: Defining Salary Components..........................................................................................................70-2
Solution: Defining Salary Components .........................................................................................................70-3
Practice: Add the Salary Approval Function to the HRMS Navigator Menu................................................70-4
Solution: Add the Salary Approval Function to the HRMS Navigator Menu ...............................................70-5
Using Salary Administration - Practice Details and Solutions ....................................................................71-1
Practice: Assigning, Entering and Approving a Salary Basis ........................................................................71-2
Solution: Assigning, Entering and Approving a Salary Basis .......................................................................71-3
Practice: Proposing Salary Changes ..............................................................................................................71-5
Solution: Proposing Salary Changes..............................................................................................................71-6
Practice: Reviewing Current Salaries and Salary History .............................................................................71-8
Solution: Reviewing Current Salaries and Salary History.............................................................................71-9
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Performing Salary Surveys - Practice Details and Solutions .......................................................................72-1

Practice: Entering Data into Lookup Types...................................................................................................72-2
Solution: Entering Data into Lookup Types ..................................................................................................72-3
Practice: Entering Salary Surveys .................................................................................................................72-5
Solution: Entering Salary Surveys.................................................................................................................72-6
Practice: Mapping Salary Surveys to Jobs.....................................................................................................72-7
Solution: Mapping Salary Surveys to Jobs ....................................................................................................72-8
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Absence Management and Paid Time Off (PTO) Accruals .........................................................................73-1

Absence Management and PTO Accruals .....................................................................................................73-2
Modules .........................................................................................................................................................73-3
Objectives ......................................................................................................................................................73-5
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Setting up Absence Management ...................................................................................................................74-1

Absence Management....................................................................................................................................74-2
Introduction ...................................................................................................................................................74-3
Topics ............................................................................................................................................................74-4
Setting Up Absence Management .................................................................................................................74-5
Absence Management Components...............................................................................................................74-6
Setting Up Absence Management .................................................................................................................74-8
Absence Element Definition..........................................................................................................................74-9
Absence Types and Balances.........................................................................................................................74-10
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Practice: Adding Lookup Values...................................................................................................................74-11

Practice: Defining and Linking Absence Elements .......................................................................................74-12
Practice: Defining an Absence Type .............................................................................................................74-13
Paying for Absences ......................................................................................................................................74-14
Managing Absences .........................................................................................................................................75-1
Managing Absences.......................................................................................................................................75-2
Absence Detail Window................................................................................................................................75-4
Batch Element Entry......................................................................................................................................75-5
Element Entry................................................................................................................................................75-6
Validation for Absence Entries......................................................................................................................75-7
Validating Absence Duration ........................................................................................................................75-8
Absence Duration Formulas ..........................................................................................................................75-9
Absence Duration Formulas for Business Groups.........................................................................................75-10
Practice: Recording Absences .......................................................................................................................75-11
View Absence History Window ....................................................................................................................75-12
List Employees by Absence Type Window...................................................................................................75-13
Absences Report............................................................................................................................................75-14
Practice: Viewing Absence Information........................................................................................................75-15
Practice: Reporting Absence Information......................................................................................................75-16
Summary........................................................................................................................................................75-17
PTO Accrual Plans ..........................................................................................................................................76-1
PTO Accrual Plans ........................................................................................................................................76-2
Introduction ...................................................................................................................................................76-3
Topics ............................................................................................................................................................76-4
Understanding the Accrual Plan Structure.....................................................................................................76-5
Accrual Plan Structure...................................................................................................................................76-6
PTO Accrual Plan Rules................................................................................................................................76-7
Accrual Calculations......................................................................................................................................76-9
Net Accrual Calculation ................................................................................................................................76-11
When Accruals are Calculated.......................................................................................................................76-12
Formulas Used for Accrual Plans ..................................................................................................................76-13
Elements Used for Accrual Plans ..................................................................................................................76-16
Element Links for Accrual Plans ...................................................................................................................76-17
Accrual Balance Maintained By Payroll Run................................................................................................76-18
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Setting Up PTO Accrual Plans .......................................................................................................................77-1

Setting Up PTO Accrual Plans ......................................................................................................................77-2
Accrual Start Date for New Hires..................................................................................................................77-4
Period of Ineligibility.....................................................................................................................................77-5
BEE and the Ineligibility Period....................................................................................................................77-6
Length of Service Bands................................................................................................................................77-7
PTO Accrual Plan Setup Steps ......................................................................................................................77-8
Defining PTO Accrual Plans .........................................................................................................................77-14
Practice: Defining PTO Accrual Plans ..........................................................................................................77-15
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Administering Accrual Plans..........................................................................................................................78-1

Administering Accrual Plans.........................................................................................................................78-2
Enrolling Employees in Accrual Plans ..........................................................................................................78-4
Continuous Service Date ...............................................................................................................................78-5
Practice: Enrolling in an Accrual Plan...........................................................................................................78-6
Recording Accrued Time Taken....................................................................................................................78-7
Practice: Entering Absences ..........................................................................................................................78-9
Viewing Accrual Information........................................................................................................................78-10
Practice: Viewing Accrual Information.........................................................................................................78-11
Carry Over Process........................................................................................................................................78-12
When To Run The Process ............................................................................................................................78-15
Practice: Running the PTO Carry Over Process ...........................................................................................78-16
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Adapting the Predefined Accrual Formulas..................................................................................................79-1

Adapting the Predefined Accrual Formulas...................................................................................................79-2
Accrual Formulas ..........................................................................................................................................79-3
Formula Types: Accrual Formula..................................................................................................................79-4
Formula Types: Accrual Sub Formula...........................................................................................................79-5
Formula Types: Carry Over Formula ............................................................................................................79-6
Formula Types: Ineligibility Formula............................................................................................................79-7
Predefined Formulas: PTO_PAYROLL_BALANCE_CALCULATION .....................................................79-8
Predefined Formulas: PTO_PAYROLL_CARRYOVER .............................................................................79-9
Predefined Formulas: PTO_SIMPLE_BALANCE_MULTIPLIER..............................................................79-10
Predefined Formulas: PTO_SIMPLE_CARRYOVER..................................................................................79-11
Predefined Formulas: PTO_ROLLING_ACCRUAL....................................................................................79-12
Predefined Formulas: PTO_HD_ANNIVERSARY_BALANCE .................................................................79-13
Predefined Formulas: PTO_HD_ANNIVERSARY_CARRYOVER............................................................79-14
Changing and Adding Formula Rules ...........................................................................................................79-15
Example of Changing Rules ..........................................................................................................................79-18
Practice: Creating Accrual Formulas.............................................................................................................79-19
Changing the Net Calculation Rules ..............................................................................................................80-1
Changing Net Calculation Rules ...................................................................................................................80-2
Default Net Calculation Rules .......................................................................................................................80-3
How to Modify Net Calculation Rules ..........................................................................................................80-4
Creating Additional Elements........................................................................................................................80-5
Practice: Creating and Linking Additional Accrual Elements.......................................................................80-6
Practice: Adding an Additional Accrual Element to the Net Calculation Rules...........................................80-7
Summary........................................................................................................................................................80-8
Module Summary ..........................................................................................................................................81-3
Summary........................................................................................................................................................81-4
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Absence Management - Practice Details and Solutions................................................................................82-1

Practice: Adding Lookup Values...................................................................................................................82-2
Solution: Adding Lookup Values ..................................................................................................................82-3
Practice: Defining and Linking Absence Elements .......................................................................................82-5
Solution: Defining and Linking Absence Elements.......................................................................................82-6
Practice: Defining an Absence Type .............................................................................................................82-7
Solution: Defining an Absence Type.............................................................................................................82-8
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Managing Absences - Practice Details and Solutions ...................................................................................83-1

Solution: Recording Absences.......................................................................................................................83-3
Practice: Viewing Absence Information........................................................................................................83-4
Solution: Viewing Absence Information .......................................................................................................83-5
Practice: Reporting Absence Information......................................................................................................83-6
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Setting Up PTO Accrual Plans - Practice Details and Solutions .................................................................84-1

Practice: Defining PTO Accrual Plans ..........................................................................................................84-2
Solution: Defining PTO Accrual Plans..........................................................................................................84-3
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Administering Accrual Plans - Practice Details and Solutions....................................................................85-1

Practice: Enrolling in an Accrual Plan...........................................................................................................85-2
Solution: Enrolling in an Accrual Plan ..........................................................................................................85-3
Solution: Recording Absences.......................................................................................................................85-5
Practice: Viewing Accrual Information.........................................................................................................85-6
Solution: Viewing Accrual Information ........................................................................................................85-7
Practice: Running the PTO Carry Over Process ............................................................................................85-8
Solution: Running the PTO Carry Over Process ...........................................................................................85-9
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Adapting the Predefined Accrual Formulas - Practice Details and Solutions............................................86-1

Practice: Creating Accrual Formulas.............................................................................................................86-2
Solution: Creating Accrual Formulas ............................................................................................................86-3
Changing Net Calculation Rules - Practice Details and Solutions ..............................................................87-1
Practice: Creating and Linking Additional Absence Elements......................................................................87-2
Practice: Adding an Additional Absence Element to the Net Calculation Rules...........................................87-4
Solutions: Adding an Additional Absence Element to the Net Calculation Rules ........................................87-5
Payroll Setup (US) ...........................................................................................................................................88-1
Payroll Setup (US).........................................................................................................................................88-2
Modules .........................................................................................................................................................88-3
Objectives ......................................................................................................................................................88-4
Modeling Payrolls ............................................................................................................................................89-1
Modeling Payrolls..........................................................................................................................................89-2
Topics ............................................................................................................................................................89-3
Payroll Overview...........................................................................................................................................89-4
Setting Up Payment Methods ........................................................................................................................89-6
Valid Payment Methods ................................................................................................................................89-7
Defining Payment Methods ...........................................................................................................................89-10
Currencies......................................................................................................................................................89-11
Practice: Defining Payment Methods ............................................................................................................89-12
Setting Up Payrolls ..........................................................................................................................................90-1
Setting Up Payrolls........................................................................................................................................90-2
Payroll Overview...........................................................................................................................................90-3
Processing Pay Calendars ..............................................................................................................................90-4
Processing Pay The Pay Period Cycle ...........................................................................................................90-5
Processing Pay QuickPay or Batch Process .................................................................................................90-6
Setting Up a Payroll.......................................................................................................................................90-7
Entering Cost Details for a Payroll ................................................................................................................90-9
Practice: Defining a Payroll...........................................................................................................................90-10
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Setting Up Employer Tax Information..........................................................................................................91-1

Setting up Employer Tax Information ...........................................................................................................91-2
Topics ............................................................................................................................................................91-3
Understanding Employer Tax Information in Oracle Payroll........................................................................91-4
Employer Tax Introduction............................................................................................................................91-5
Oracle Payroll and Vertex .............................................................................................................................91-6
Entering Tax Information ..............................................................................................................................91-7
Tax Information for GREs Federal, State and Local .....................................................................................91-8
Practice: Entering Tax Rules for a GRE........................................................................................................91-9
GRE Transmitter Setup Introduction.............................................................................................................91-10
Multiple Worksite Reporting Overview ........................................................................................................91-11
Defining Structures for Multiple Worksite Reporting ...................................................................................91-12
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Setting up Taxability Rules for Earnings and Deductions ...........................................................................92-1

Setting up Taxability Rules for Earnings and Deductions ...........................................................................92-2
Taxability Rules for Regular Earnings ..........................................................................................................92-3
Taxability Rules for Other Earnings..............................................................................................................92-4
Entering Taxability Rules ..............................................................................................................................92-5
Taxability Rules for Pre-Tax Deductions ......................................................................................................92-6
Local Taxability Rules...................................................................................................................................92-7
Practice: Define a New Tax Category ...........................................................................................................92-8
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Entering and Calculating FUTA Credits.......................................................................................................93-1

Entering and Calculating FUTA Credits .......................................................................................................93-2
Introduction ...................................................................................................................................................93-3
Calculating FUTA Credits.............................................................................................................................93-4
xviii
Entering FUTA Rates ....................................................................................................................................93-5

Practice: Entering FUTA Tax Rates ..............................................................................................................93-6
Understanding Vertex and Vertex Updates ..................................................................................................94-1
Understanding Vertex and Vertex Updates ...................................................................................................94-2
Vertex Introduction........................................................................................................................................94-3
Vertex License...............................................................................................................................................94-4
Oracle Payroll Tax Rules and Calculations ...................................................................................................94-5
Vertex Element ..............................................................................................................................................94-6
Setting Up Employee Tax Information..........................................................................................................95-1
Setting up Employee Tax Information...........................................................................................................95-2
Topics ............................................................................................................................................................95-3
Entering Employee Tax Rules .......................................................................................................................95-4
Employee Tax Introduction ...........................................................................................................................95-5
Practice: Entering Tax Rules for an Employee..............................................................................................95-9
Practice: Entering an Override for Employee Tax.........................................................................................95-10
Viewing Employee Tax Balances....................................................................................................................96-1
Viewing Employee Tax Balances..................................................................................................................96-2
Introduction ...................................................................................................................................................96-3
Viewing Employee Tax Balances..................................................................................................................96-4
Practice: Viewing Employee Tax Balances...................................................................................................96-5
Employee Tax Balance Summary Window...................................................................................................96-6
Practice: Viewing Employee Tax Balance Summary ....................................................................................96-10
Setting Up Wage Attachments........................................................................................................................97-1
Setting Up Wage Attachments.......................................................................................................................97-2
Topics ............................................................................................................................................................97-3
Creating Wage Attachment Elements............................................................................................................97-4
Wage Attachments Introduction ....................................................................................................................97-5
User Defined Wage Attachments ..................................................................................................................97-7
Wage Attachment Rules ................................................................................................................................97-8
Practice: Creating Wage Attachments ...........................................................................................................97-9
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Maintaining Wage Attachments for Employees ...........................................................................................98-1

Maintaining Wage Attachments for Employees ............................................................................................98-2
Entering Wage Attachments For an Employee..............................................................................................98-3
Payee: Organization.......................................................................................................................................98-4
Payee: Person.................................................................................................................................................98-5
Practice: Setting Up a Payee Organization ....................................................................................................98-6
Wage Attachments for an Employee .............................................................................................................98-7
Practice: Entering Third Party Payment Methods .........................................................................................98-8
Entering Wage Attachments for an Employee...............................................................................................98-9
Practice: Entering Wage Attachments for an Employee................................................................................98-10
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Producing Checks for Wage Attachments.....................................................................................................99-1

Producing Checks for Wage Attachments .....................................................................................................99-2
Practice: Producing a Third Party Check.......................................................................................................99-6
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Payroll Setup (US).........................................................................................................................................100-2
Module Summary ..........................................................................................................................................100-3
Summary........................................................................................................................................................100-4
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Modeling Payroll - Instructor Demonstrations and Practice Solutions ......................................................101-1

Practice: Defining Payment Methods ............................................................................................................101-2
Practice Solution: Defining Payment Methods..............................................................................................101-3
Practice: Defining a Payroll...........................................................................................................................101-6
Practice Solution: Defining a Payroll ............................................................................................................101-7
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Setting Up Employer Tax Information - Instructor Demonstrations and Practice Solutions ..................102-1
Practice: Entering Tax Rules for a GRE........................................................................................................102-2
Practice Solution: Entering Tax Rules for a GRE .........................................................................................102-3
Practice: Define a New Tax Category ...........................................................................................................102-6
Practice Solution: Define a New Tax Category.............................................................................................102-7
Practice: Entering FUTA Tax Rates ..............................................................................................................102-9
Practice Solution: Entering FUTA Tax Rates................................................................................................102-10
Setting Up Employee Tax Information - Instructor Demonstration and Practice Solutions ....................103-1
Practice: Entering Tax Rules for an Employee Federal Tax Rules.............................................................103-2
Practice Solution: Entering Tax Rules for an Employee Federal Tax Rules ..............................................103-3
Practice: Entering Tax Rules for an Employee State Tax Rules.................................................................103-4
Practice Solution: Entering Tax Rules for an Employee State Tax Rules ..................................................103-5
Practice: Entering Tax Rules for an Employee Local Tax Rules................................................................103-6
Practice Solution: Entering Tax Rules for an Employee Local Tax Rules .................................................103-7
Practice: Entering an Override for Employee Tax - Federal and State Tax...................................................103-8
Practice Solution: Entering an Override for Employee Tax Federal and State Tax....................................103-9
Practice: Entering an Override for Employee Tax Local Tax.....................................................................103-10
Practice Solution: Entering an Override for Employee Tax Local Tax ......................................................103-11
Practice: Viewing Employee Tax Balances...................................................................................................103-12
Practice Solution: Viewing Employee Tax Balances ....................................................................................103-13
Practice: Viewing Employee Tax Balance Summary ....................................................................................103-14
Practice Solution: Viewing Employee Tax Balance Summary......................................................................103-15
Setting Up Wage Attachments - Instructor Demonstrations and Practice Solutions ................................104-1
Practice: Creating Wage Attachments ...........................................................................................................104-2
Practice Solution: Creating Wage Attachments.............................................................................................104-3
Practice: Setting Up a Payee Organization ....................................................................................................104-4
Practice Solution: Setting Up a Payee Organization......................................................................................104-5
Practice: Entering Third Party Payment Methods .........................................................................................104-6
Practice Solution: Entering Third Party Payment Methods ...........................................................................104-7
Practice: Entering Wage Attachments for an Employee................................................................................104-8
Practice Solution: Entering Wage Attachments for an Employee .................................................................104-9
Practice: Producing a Third Party Check.......................................................................................................104-10
Practice Solution: Producing a Third Party Check ........................................................................................104-11
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xx
Preface
Profile
Before You Begin This Course
Before you begin this course, you should have the following qualifications:
Thorough knowledge of navigating within Oracle R11i application and HRMS business
requirements within your organization.
Working experience with the following:

Workstructures
Costings of payrolls
Modeling Employment Relationship
Compensation and Benefits including elements for Payroll
Salary administration and managing absences and paid time off (PTO) accruals
Payroll setup requirements
Prerequisites
Total View in Oracle HRMS 14552GC10 (ILT) or eclass
Understanding your own organizations business functions and procedures.
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How This Course Is Organized
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This is an instructor-led course featuring lecture and hands-on exercises. Online demonstrations
and written practice sessions reinforce the concepts and skills introduced.
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Related Publications
Oracle Publications
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Title
rn
Part Number
Using Oracle HRMS The fundamentals (US)
A73315-01
Managing People Using Oracle HRMS
A73314-01
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In
Managing Compensation and Benefits using Oracle HRMS
A77144-01
Implementing Oracle HRMS (US)
A75314-01
Managing Total Compensation Using Oracle HRMS
A82930-01
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Additional Publications
System release bulletins
Installation and users guides
read.me files
Oracle Magazine
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xxii
Typographic Conventions
Typographic Conventions in Text
Convention
Bold italic
Element
Glossary term (if
there is a glossary)
Example
The algorithm inserts the new key.
Caps and
lowercase
Buttons,
check boxes,
triggers,
windows
Click the Executable button.

Select the Cant Delete Card check box.
Assign a When-Validate-Item trigger to the ORD block.
Open the Master Schedule window.
Courier new,
case sensitive
(default is
lowercase)
Code output,
directory names,
filenames,
passwords,
pathnames,
URLs,
user input,
usernames
Code output: debug.set (I, 300);

Directory: bin (DOS), $FMHOME (UNIX)
Filename: Locate the init.ora file.
Password: User tiger as your password.
Pathname: Open c:\my_docs\projects
URL: Go to http://www.oracle.com
User input: Enter 300
Username: Log on as scott
Initial cap
Graphics labels
(unless the term is a
proper noun)
Customer address (but Oracle Payables)
Italic
Emphasized words
and phrases,
titles of books and
courses,
variables
Interface elements
with long names
that have only
initial caps;
lesson and chapter
titles in crossreferences
SQL column
names, commands,
functions, schemas,
table names
Menu paths
Key names
Key sequences
Do not save changes to the database.

For further information, see Oracle7 Server SQL Language
Reference Manual.
Enter user_id@us.oracle.com, where user_id is the
name of the user.
Select Include a reusable module component and click Finish.
Quotation
marks
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This subject is covered in Unit II, Lesson 3, Working with

Objects.
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Uppercase
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Arrow
Brackets
Commas
cl
Plus signs
Key combinations
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Use the SELECT command to view information stored in the

LAST_NAME
column of the EMP table.
Select File > Save.

Press [Enter].
Press and release keys one at a time:
[Alternate], [F], [D]
Press and hold these keys simultaneously: [Ctrl]+[Alt]+[Del]
xxiii
Typographic Conventions in Code

Convention
Caps and
lowercase
Lowercase
Element
Oracle Forms
triggers
Column names,
table names
Example
When-Validate-Item
Passwords
DROP USER scott

IDENTIFIED BY tiger;
OG_ACTIVATE_LAYER
(OG_GET_LAYER (prod_pie_layer))
PL/SQL objects
SELECT last_name
FROM s_emp;
Lowercase
italic
Uppercase
Syntax variables
CREATE ROLE role
SQL commands and SELECT userid

FROM emp;
functions
Typographic Conventions in Navigation Paths

Typographic Conventions in Navigation Paths
This course uses simplified navigation paths, such as the following example, to direct you
through Oracle Applications.
(N) People > Enter and Maintain > (M) Query-Find > (B) Assignment
This simplified path translates to the following:
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1. (N) From the Navigator window, select People then Enter and Maintain.
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2. (M) From the menu, select Query then Find your employee.
3. (B) Click the Assignment button.
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Notations:
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(N) = Navigator
(M) = Menu
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(T) = Tab
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(B) = Button
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(I) = Icon
(H) = Hyperlink
xxiv
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Typographical Conventions in Help System Paths

This course uses a navigation path convention to represent actions you perform to find
pertinent information in the Oracle Applications Help System.
The following help navigation path, for example
Oracle HRMS > Total Compensation Elements Setup > Elements > How To > Define an
Element
represents the following sequence of actions:
1. In the navigation frame of the help system window, expand your local Oracle HRMS entry.
2. Under the Oracle HRMS entry, expand Total Compensation Elements Setup.
3. Under Total Compensation Elements Setup, expand Elements.
4. Under Elements, expand How To.
5. Under How To, select Define an Element.
This will display step-by-step instructions on how to complete the Element window.
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xxvi
Work Structures
Chapter 1
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Work Structures
Chapter 1 - Page 1
Work Structures
Work Structures
HRMS Release 11i
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Work Structures
Chapter 1 - Page 2
Objectives
Objectives
After completing this eClass you should be able to do the
following:
Recognise different types of enterprise business models
and explain how to represent these in Oracle HRMS
Describe the work structure components and
understand their use in Oracle HRMS
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Work Structures
Chapter 1 - Page 3
Modules
Modules
Work Structures contains the following modules:
Module 1 - Overview of Enterprise Work Structures
Module 2 - Defining Common Data
Module 3 - Setting up Business Groups, Locations and
Organizations
Module 4 - Representing Financial Report Structures
Module 5 - Representing Legal & Government Reporting
Structures (US)
Module 6 - Representing Grades and their Relationship to
Pay
Module 7 - Representing Jobs and Positions
Module 8 - Setting up Workers Compensation (US)
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Work Structures
Chapter 1 - Page 4
Overview of Enterprise Work

Structures
Chapter 2
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Overview of Enterprise Work Structures

Chapter 2 - Page 1

None*
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Chapter 2 - Page 2
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Chapter 2 - Page 3
Topics
Topics
In this module the following topics will be covered:

Understanding Work Structure Components 1
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Chapter 2 - Page 4
Module Overview
Module Overview
Every enterprise has its own individual culture,
which is reflected in the organization of work and the
management of people within the enterprise.
Culture is also reflected in the reward systems, the
business processes and the control systems that
operate within the enterprise.
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Chapter 2 - Page 5
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Chapter 2 - Page 6
Oracle HRMS An Information Model
Oracle HRMS
An Information Model
With Oracle HRMS you create an information model
to represent your own enterprise
Work
Pay
People
People are deployed and compensated using the
model you setup
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Chapter 2 - Page 7
Oracle HRMS Information Model
Oracle HRMS Information Model

Employee and
Applicant
Assignment History
Employee Pay
and
Benefit History
People
Work
Details
Entries
Employment
Work
Pay
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Compensation,
Entitlements, Rules, and
Conditions
Links
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Chapter 2 - Page 8
Typical Types of Enterprise
Typical Types of Enterprise
To simplify this section we are going to consider

three typical types of enterprise and their
characteristics
1. Project Based
2. Rule Based
3. Hybrid
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Chapter 2 - Page 9
Project Based Enterprise Characteristics
Project Based Enterprise

Characteristics
Typical in consulting, construction, small
manufacturing or software companies
Loosely structured operating groups
Rapidly changing structures in response to
changing business opportunities
People are hired and deployed for their skills
Reward systems are usually personal
Individuals are usually more important than
roles
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Chapter 2 - Page 10
Project Based Enterprise System Needs

System Needs
Flexibility to represent and change organizational
structures and work groups
Flexibility in defining and assigning roles to people
Ability to show multiple activities
Ability to define and manage competence-centric
business processes
Flexibility in the compensation management
framework to handle individual compensation
plans
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Chapter 2 - Page 11
Project Based Enterprise Oracle Solution

Oracle Solution
Consider using a combination of Organizations and
Jobs for the flexibility you need.
Use Organizations for detailed reporting groups
Use Jobs to define roles independent of any specific
organization. Person changes organization but keeps
the same job.
Use Elements to record time spent on specific projects
Organization
Assignment
Job
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Chapter 2 - Page 12
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Rule Based Enterprise Characteristics
Rule Based Enterprise

Characteristics
Typical in Government agencies, Education, Health
Care, Public Sector, and non-profit agencies
Highly structured operating groups
Posts exist independently of people
Positions are controlled, with detailed approvals
for budgeting and reporting
Employees hired and assigned to specific
positions
Rewards usually associated with the position
Roles usually more important than individuals
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Chapter 2 - Page 13
Rule Based Enterprise System Needs

System Needs
Ability to define and control positions independently
of people
Ability to manage some information about positions
across organizations
Ability to assign multiple people to one position or
one person to many positions
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Chapter 2 - Page 14
Rule Based Enterprise Oracle Solution

Oracle Solution
Consider using Positions to represent the detailed
work structures you need
Positions enable more detailed management
information and reporting than jobs alone
Use Orgs to show departmental level information
Use Jobs to represent common types shared across
all organizations
Organization
Position
Assignment
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Chapter 2 - Page 15
Hybrid Enterprise Characteristics
Hybrid Enterprise
Characteristics
Typical in large manufacturing, or larger
commercial enterprises
Share characteristics of both project and rule
based types of enterprise models
Typically management and administrative roles
are fixed
Other roles managed more flexibly
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Chapter 2 - Page 16
Hybrid Enterprise Oracle Solution
Hybrid Enterprise
Oracle Solution
Positions for managers
Org
Jobs for other employees
Job
Production
Director .1
Org
Job
Production
UnionA.Engineer.1
Position
Production Director
Assignment
Assignment
Person
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Chapter 2 - Page 17
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Chapter 2 - Page 18
Understanding Work
Structure Components
Chapter 3
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Understanding Work Structure Components

Chapter 3 - Page 1
Understanding Work Structure

Components
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Chapter 3 - Page 2
Work Structures Overview
Work Structures
Overview
Work Structures provide the framework in which
you place people
They include:
Enterprise and employer structures such as business
groups, organizations and legal entities
Work roles for employees such as Jobs and Positions
Grade structures with related pay rates
Payroll Groups with processing calendars
User defined groups such as unions or pension
groups
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Chapter 3 - Page 3
Work Structures Representing the Employer
Work Structures
Representing the Employer
Oracle HRMS lets you model:
A single company with all of
its offices in one country
An international company
with offices overseas but
with a single reporting
structure
A multi-national company
with subsidiary companies,
each with its own reporting
and management structures
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Chapter 3 - Page 4
Business Groups in Oracle HRMS
Business Groups in Oracle HRMS
A Business Group defines

a complete set of HR data
for operations and
processing
Linked with one
legislative processing
area for HR, payroll, and
benefits regulations
May correspond to a
single company, or in
large enterprises, to a
holding company or
corporation
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Chapter 3 - Page 5
The Startup Business Group
The Startup Business Group

Oracle HRMS comes with one predefined Business
Group
This is for users of Oracle Applications who do not
intend to use HR
You should setup a new Business Group with your

own choice of default information
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Chapter 3 - Page 6
Business Groups
Business Groups
By default, all employees receive an assignment to
the business group you choose when you sign-on
When you enter assignment details to internal
organizations such as divisions or departments, you
replace the default assignment
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Chapter 3 - Page 7
Business Groups
Business Groups
By default, all employees receive an assignment to
the business group you choose when you sign-on
When you enter assignment details to internal
organizations such as divisions or departments, you
replace the default assignment
The employee continues to exist within the

business group
Personal, work and pay details are
regulated by the legislation of the
business group
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Chapter 3 - Page 8
One or Many Business Groups Reasons
One or Many Business Groups

Reasons
You want a copy of your live system with example
records for training or testing purposes
You are a holding company with a number of
subsidiary companies
Each subsidiary has its own structures, employees,
and compensation and benefit policies
You acquire or merge with another company

You want to manage separate structures and
processes during a transition phase
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Chapter 3 - Page 9
One or Many Business Groups Oracle HRMS

Oracle HRMS
Oracle HRMS provides legislative support for HR
and payroll associated with a business group
If you operate in many countries you might want to
define a different business group for each country
Different job and grade definitions
Different compensation policies
Different languages for all information
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Chapter 3 - Page 10
One or Many Business Groups Oracle HRMS

Oracle HRMS
Oracle HRMS provides legislative support for HR
and payroll associated with a business group
If you operate in many countries you might want to
define a different business group for each country
Different job and grade definitions
Different compensation policies
Different languages for all information
Set up one or many business groups
according to the operating needs of
your own enterprise
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Chapter 3 - Page 11
One or Many Business Groups Options

Options
If you operate in many countries but have only a small
number of employees in each country
Include all employees in one business group
Use flexfields to capture additional local data
Process local payrolls through third-party systems
US Business Group
Legislative Data
Business Data
Legislative Rules
Business Rules
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Chapter 3 - Page 12
One or Many Business Groups Options

Options
Operations in countries with large numbers of employees

Setup a business group for each major operating country
Setup an other group for all other employees.
Process some payrolls with Oracle and others through
third-party systems
Legislative
Data
Legislative
Rules
US Business Group
Business
Data
UK Business Group
Business
Data
Business
Rules
Business
Rules
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Chapter 3 - Page 13
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Chapter 3 - Page 14
Understanding Work
Structure Components 2
Chapter 4
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Chapter 4 - Page 1

Components
2
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Chapter 4 - Page 2
Locations
Locations
Define locations for each
physical site where your
employees work
Local or international
Specific to one business
group or shared across all
33 Eastcheap
London
United
Kingdom
1400 First Street

New York
USA
In some legislations work

locations determine
taxability rules
Define locations for
external organizations
150 Victoria
Street
Melbourne
Australia
Tax authorities, insurance

and benefits carriers
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Chapter 4 - Page 3
Organizations
Organizations
An organization is any work group smaller than a
business group
Companies
Departments or Divisions
Operating Units
Define as many separate organizations as you need

within each Business Group
Organizations can be internal or external
E.g. recruiting agencies and insurance carriers
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Chapter 4 - Page 4
Organization Hierarchies
Use hierarchies to group organizations and to show
management reporting lines
In a hierarchy each organization has one parent
Unlimited number of hierarchies
Use hierarchies when running reports to include a group

of organizations
Use hierarchies to define security
Use the Organization Hierarchy window to enable
position control
Use hierarchies to set position control
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Chapter 4 - Page 5
Global Industries Corporation
Global Executive Board
CEO: Barry Fino
Global Corp Europe
Global Corp LA
MD:
President:
Andrea Chenier
Luisa Gonzales
Global Corp
US
President:
Mike Tenko
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Chapter 4 - Page 6
Jobs and Positions
Jobs and Positions

Payroll Manager
Use Jobs or Positions to

represent the different
roles that a person can
perform in your enterprise
Oracle HRMS provides two
options to suit the needs
Payroll Clerk
of different enterprises
Consultant
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Chapter 4 - Page 7
Using Jobs or Positions

Do you manage People or
Positions?
Payroll Manager
Fixed or Flexible Roles

May be more than one
employee in the same role
Payroll Clerk
Consultant
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Chapter 4 - Page 8

Positions?
Payroll Manager

employee in the same role
If role continues to exist

after the employee leaves
then think about Positions Payroll Clerk
If role ceases or is reevaluated when the
employee leaves then
think about Jobs
Consultant
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Chapter 4 - Page 9
Additional Information for Jobs and Positions
Additional Information for Jobs and

Positions
Predefined types of information include:
Valid grades
Job Evaluation details
Work Choices
Competence or Skill Requirements
An unlimited number of user-defined types

Extra Information Types
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Chapter 4 - Page 10
Jobs
Jobs
Jobs are generic roles within a Business Group
They are independent of any single organization
Exist for all organizations
For example. The jobs Manager and Consultant
could occur in many organizations
Oracle HRMS lets you define your own job structure
and then enter details for each job in your enterprise
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Chapter 4 - Page 11
Job Key Flexfield
Job Key Flexfield

Job Key Flexfield
Define your own job

structure as a key
flexfield
Up to 30 segments
Validation on each
segment
Title
Manager
Level
Define individual jobs

as a combination of
segment values
You decide if each
segment is required or
optional
Job
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Chapter 4 - Page 12
Positions
Positions
Position is a specific role, or function, that exists in
one, and only one, organization
Positions show more management reporting detail
than organizations alone
Position definition includes Job and Organization
Use job to show common job types and
information across organizations
Use fewer organizations to show groups of
positions and employees. E.g. Department level.
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Chapter 4 - Page 13
Positions and Organizations
Positions and Organizations

Use Positions to show
specific posts within an
Organization
Org : HR Department
Post
Typical in Public Sector,

Government, Education and
Health
Typical in large enterprises
to show management
positions
Use Position Control
functionality to manage
positions
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Chapter 4 - Page 14
Position Hierarchies
Use Hierarchies to show management reporting
lines between positions
More detail than Organization Hierarchies
In a hierarchy each position has one parent
Dates and versions
Copy and manage multiple versions
Use hierarchies to control user access to records
Security Profiles
Reports
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Chapter 4 - Page 15
Position Key Flexfield

Define your own position
structure using a key
flexfield
Up to 30 segments
Validation on each
segment
Define each position as a
combination of segment
values
Simplest option is one
segment with no validation
for Title

Title
HR Director
HR Director
Position
Org
HR Department
Job
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Chapter 4 - Page 16
Security Based on Work Structures
Security Based on Work Structures

With Oracle HRMS you define the rules for who has
access to personal information through a Security
Profile
You define security profiles based on organization
and/or position hierarchies.
You can also use payroll group in the definition
The combination of Security Profile and
Responsibility control the records that an
application user can see
Organizations, Positions and People
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Chapter 4 - Page 17
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Chapter 4 - Page 18
Understanding Work
Structure Components 3
Chapter 5
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Chapter 5 - Page 1

Components
3
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Chapter 5 - Page 2
Grades
Grades
Grades show relative
levels of management
or seniority in an
enterprise
May be grouped as
Management,
Administrative, Technical,
etc.
Director
Engineer.Snr
Often related to levels

of pay
Often related to Job
or Position
Often related to
Assembler.1
Union Group
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Chapter 5 - Page 3
O
e
Grade Key Flexfield
Grade Key Flexfield

Define your own grade
flexfield
Up to 30 segments
Grade Key Flexfield

Union
Validation on each
segment
Required or Optional
TG
Job Group Engineer

3
Level
Define each grade as a

values
Grade TGWU.Engineer.3
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Chapter 5 - Page 4
Work Structures Grades and Pay
Work Structures
Grades and Pay
Oracle HRMS supports direct and indirect relationships
between grades and pay
Direct
Use Grade Rates
Maximum, Minimum, and Mid-point values
Indirect
Use Pay Scales
Progression Points and Values
Grade Steps and increments
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Chapter 5 - Page 5
Work Structures Grade Rates
Work Structures
Grade Rates
Each Grade has a value or a range of values
Grade
Value
Minimum Midpoint Maximum
A.1
25000
20000
30000
40000
A.2
27000
23000
33000
43000
Often used in performance related pay processes

Salary Administration
Units may be money, hours, numbers
Comparative calculations
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Chapter 5 - Page 6
Grade Steps and Progression Points
Grade Steps and Progression Points

Pay Scale
Grade A - Steps 1,2,3
Points
Pay
1
3
10000
10550
10975
11450
11700
6
7
12250
12655
13000
13400
Grade B - Steps 1,2,3,4
Grade C - Steps 1,2
1
2
3
2
B
1
C
2
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Chapter 5 - Page 7
Pay Scales
Pay Scales
Define Pay Scales to show indirect relationships
Unlimited number of scales
Unlimited number of points and values
Sequence for progression
Define a value for every point

Money, Hours, Number
Define Grade Steps in sequence

Select a point for each step
Define a ceiling point to stop automatic increments
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Chapter 5 - Page 8
Payroll Groups for HR Users
Payroll Groups for HR Users

HR only users can define payroll groups:
For compensation eligibility rules
For interfacing to third-party payrolls
For security
Payrolls define the frequency of payment for groups

of employees
Define a payroll calendar within the tax year provided
by legislation
Use pay period options provided by legislation
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Chapter 5 - Page 9
People Groups
People Groups
Locations, Organizations, Jobs, Positions, Grades
and Payrolls are predefined structures for grouping
people
Need flexibility to define other types of group in
Oracle HRMS
For reporting and analysis
To define eligibility for compensation
To extend key assignment details
Typical examples include Union, Pension, Bonus

Eligibility, Car Eligibility, etc.
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Chapter 5 - Page 10
People Group Key Flexfield

Define your own

segments using a key
flexfield structure
Up to 30 segments
Union
Validation on each
segment
None
Pension
Yes
Car User
Essential
Comp Group
Sales
Enter values for each

segment on the
Assignment window
You dont define a key
combination
Group
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Chapter 5 - Page 11
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Chapter 5 - Page 12
Defining Common Data

Chapter 6
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Chapter 6 - Page 1
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Chapter 6 - Page 2
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Chapter 6 - Page 3
Topics
Topics
Defining Descriptive Flexfields
Extra Information Types in Oracle HRMS
Defining Lookups and Values
Managing Currencies and Exchange Rates
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Chapter 6 - Page 4
Module Overview
Module Overview
This module concentrates on the common types of
data that exists in the Oracle HRMS products and
how to set them up
Key and Descriptive Flexfields
Lookups and Values
Currencies and Exchange Rates
These are not associated with a specific functional
area
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Chapter 6 - Page 5
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Chapter 6 - Page 6
Flexfields Overview
Flexfields Overview
Key and Descriptive Flexfields are common to
Oracle Applications
Let you define the structure of unique identifiers for
your own key information
Let you extend the types of information you can
hold in HRMS without changing code
Available as soon as you make the definitions
Automatically upgraded
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Chapter 6 - Page 7
Key Flexfields in Oracle HRMS Special Considerations
Key Flexfields in Oracle HRMS

Special Considerations
HRMS uses key flexfield structures to let you
configure your own unique names for work
structures and competencies:
Job, Position,Grade and Competency
HRMS also uses key flexfield structures to let you

capture additional information:
People Group, Cost Allocation and Competencies
Personal Analysis, (Special Information Types)
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Chapter 6 - Page 8
Standard Features
Standard Features
One key structure for each
Business Group
Grade Key Flexfield
Unlimited structures for

Personal Analysis
Union
Up to 30 segments in each
structure
Job Group Engineer
Validation on each
segment using a Value Set
The combination of
segment values creates a
unique key
TGWU
Level
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Chapter 6 - Page 9
A Key Flexfield
A Key Flexfield
Description
Grade Key Flexfield
Flexfield Name
Union
Segments
Transport and General
TG
Job Group Engineer

Level
Engineer
Prompt
Value
Key Flexfield
Combination
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Chapter 6 - Page 10
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Cost Allocation and Flexfield Qualifiers Special Considerations
Cost Allocation and Flexfield Qualifiers

Cost Allocation uses flexfield qualifiers to control
the level at which users can enter values for each
segment:
Payroll, Link, Organization, Assignment, Entry and
Balancing
Combinations are created even when

the segments are not displayed
Combination Rules are not used
Each segment must have

at least one qualifier
Each qualifier must have
at least one segment
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Chapter 6 - Page 11
Soft-Coded Legislation Key Flexfield Special Considerations
Soft-Coded Legislation Key Flexfield

Legislation-specific information for HRMS
Predefined by HRMS product development
Flexfield structure linked to the legislation of your
business group
Uses qualifiers to control entry of values

Business Group: Organization window
Payroll: Payroll window
Employee Assignment: Assignment window
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Chapter 6 - Page 12
Bank Details Key Flexfield Special Considerations
Bank Details Key Flexfield

Legislation specific structures for local bank
account information
business group
Appears in Organizational Payment Method and
Personal Payment Method windows
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Chapter 6 - Page 13
Bank Details Key Flexfield Special Considerations
Bank Details Key Flexfield

Legislation specific structures for local bank
account information
business group
Appears in Organizational Payment Method and
Personal Payment Method windows
Warning!
Do not modify the definitions of predefined flexfields.
Changes may invalidate your support agreement
with Oracle and make it difficult to upgrade your system.
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Chapter 6 - Page 14
Steps for Defining a Key Flexfield Special Considerations
Steps for Defining a Key Flexfield

1. Register validation tables, (if required)
2. Define value sets with validation rules
3. Define flexfield structure and segments
Associate value sets with segments
Enable qualifiers for costing segments
4. Define values for any independent and dependent

value sets
5. Define aliases or cross validation rules
6. Generate database items for individual segments,
(if required in FastFormula or QuickPaint)
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Chapter 6 - Page 15
Practice: Configure the People Group Key Flexfield
Practice: Configure the People

Group Key Flexfield
Follow the demonstration, or use the notes
provided, to configure the People Group key
flexfield
Navigate to the Key Flexfield Segments window
using the System Administrator responsibility
(N) Application > Flexfield > Key > Segments
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Online Help
For details on how to configure the people group key flexfield structure, please refer to the
online help path:
Oracle HRMS> Extend Oracle HRMS> Flexfields> User Definable Key Flexfields
For details on how to complete the Key Flexfield Segment Window please refer to the on line
Help path :
Applications Help Library > Applied Technology > Oracle Applications Flexfield > Key
Flexfields Segments Window > Defining Segments
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Chapter 6 - Page 16
Practice: Configure the Personal Analysis Flexfield
Practice: Configure the Personal

Analysis Flexfield
provided, to configure the Personal Analysis key
flexfield
using the System Administrator responsibility
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Chapter 6 - Page 17
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Chapter 6 - Page 18
Defining Descriptive
Flexfields
Chapter 7
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Chapter 7 - Page 1
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Chapter 7 - Page 2
Descriptive Flexfields in Oracle HRMS Special Considerations
Descriptive Flexfields in Oracle HRMS

Oracle HRMS provides predefined windows and
fields to collect data
Use descriptive flexfields to define your own
additional information
Up to 30 additional fields available in every window
User Descriptive Flexfields
Plus unlimited Extra Information Types for

Locations, Jobs and Positions
People and Assignments
30 segments for each Type you define
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Chapter 7 - Page 3
Standard Features
Standard Features
Person Window
One descriptive
structure for each
record
Unlimited Types for
Extra Information
Up to 30 segments in
each structure
Validation on each
segment using a
Value Set
Closed
[ ]
Open
Additional Person Details
Car Driver
Yes
Passport
British
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2nd Passport
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Chapter 7 - Page 4
A Descriptive Flexfield
Description
Flexfield Name
Car Driver
Segments
Value
Passport
Prompt
Key
Flexfield
2nd
Passport
Combination
Yes
Valid License
British
Irish
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Chapter 7 - Page 5
Description
Flexfield Name
Segments
Car Driver
Yes
Passport
British
British
2nd Passport
Valid License
Irish
Prompt
Values
Person Table
Attribute 130
Name Title Gender E No Structure
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User defined columns
Predefined columns
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Chapter 7 - Page 6
Descriptive Flexfields in Several Windows Special

Considerations
Descriptive Flexfields in Several Windows

Some descriptive flexfields are available in more
than one window. For example:
Person and Applicant QuickEntry and Contact
Additional Evaluation Details

Evaluation window for Jobs and for Positions
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Chapter 7 - Page 7
Descriptive Flexfields and Business Groups
Descriptive Flexfields and Business

Groups
Descriptive flexfield definitions apply to all business
groups in the same instance
Use context sensitive segments if you want different
segments by business group
Use Extra Information Types if you want different sets
of information by Business Group
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Chapter 7 - Page 8
Descriptive Flexfields With Predefined Data
Descriptive Flexfields With Predefined

Data
Title
Table Name
Window Title
Personal Address Information PER_ADDRESSES
Address
Location Address
Location
HR_LOCATIONS
Address Styles and some validation rules are

predefined for many countries
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Chapter 7 - Page 9
Protected Descriptive Flexfields
Protected Descriptive Flexfields
Protected Descriptive Flexfields are used by

Product Development to deliver standard
functionality or data for HRMS
You cannot change these definitions
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Chapter 7 - Page 10
Context Sensitive Descriptive Flexfields

Person Window
Make segments
sensitive to the value in
another field
Use a predefined
Reference Field, or
prompt users to enter a
value
E.g. Passport details
for Employees only
Employee
[ ]

Yes
Car Driver
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Chapter 7 - Page 11

Person Window
Make segments sensitive

to the value in another
field
Use a predefined
Reference Field, or prompt
users to enter a value
Employee
[ ]
E.g. Passport details for

Employees only
Define flexfield structures

for specific reference field
values
Global and context
sensitive segments
Maximum number of
segments is still 30
Car Driver
Yes
Passport
British
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2nd Passport

Chapter 7 - Page 12
Steps for Defining a Descriptive Flexfield Special Considerations
Steps for Defining a Descriptive Flexfield

1.
2.
3.
4.
Register validation tables, (if required)

Define value sets with validation rules
Register reference fields, (if required)
Define flexfield structure/context and segments
Associate value sets with segments
Enable qualifiers for costing segments
4. Define values for any value sets
5. Generate database items for new fields, (if required
in FastFormula or QuickPaint)
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Chapter 7 - Page 13
Practice: Key and Descriptive Flexfields Overview
Practice: Key and Descriptive

Flexfields Overview
This practice reinforces your knowledge of flexfields

and their features
Try to answer the questions in your workbook
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Chapter 7 - Page 14
Extra Information Types in

Oracle HRMS
Chapter 8
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Chapter 8 - Page 1
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Chapter 8 - Page 2
Overview
Overview
Extra Information Types are a feature of Oracle
HRMS that let you add new types of information not
just new fields
Unlimited number of Types of information
Up to 30 segments per type
Implemented using descriptive flexfields so you can
add these without code changes
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Chapter 8 - Page 3
Overview
Overview
Extra Information Types are a feature of Oracle
HRMS that let you add new types of information not
just new fields
Unlimited number of Types of information
Up to 30 segments per type
Implemented using descriptive flexfields so you can
add these without code changes
Similar to Special Information Types for Person

Access window from a taskflow button
More security features
Available for other entities
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Chapter 8 - Page 4
Overview
Overview
You can define Extra Information Types for the
following entities:
Locations
Organizations
Jobs
Positions
People
Assignments
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Chapter 8 - Page 5
Standard Features
Standard Features
Person
Unlimited Types for

Extra Information
Button
Extra
One structure per type
Up to 30 segments in
each structure
Extra Person Information

[ ]
[ ]
[ ]
Validation on each
segment
Multiple entries for each

type of information
Personal Documents
Driving License
Type
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Expiry
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Chapter 8 - Page 6
O
e
Extra Information Type Descriptive Flexfields
Extra Information Type Descriptive

Flexfields
Description
Personal Documents
Information Type Name
Type
Driving License Valid License

Value
Segments
Country UK
Expiry
United Kingdom
03/06/01
Prompt
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Chapter 8 - Page 7
Extra Information Type Descriptive Flexfields
Extra Information Type Descriptive

Flexfields
Description
Personal Documents
Information Type Name
Type Driving License
Segments
Country
UK
Expiry
Valid License
United Kingdom
03/06/01
Prompt
Values
Person Extra Info Table
Attribute 130
Information 130
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User defined
information columns
Additional user defined

columns
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Chapter 8 - Page 8
Using Extra Information or Special Information for People
Using Extra Information or

Special Information for People
Key Flexfield Combinations
Descriptive Flexfield Values
PEOPLE
Special
Information
Extra
Information
From a user perspective, EITs for people are very

similar to SITs
Both types use flexfields for additional information
Is Key or Descriptive information better?
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Chapter 8 - Page 9
Security
Security
STOP
Both types use additional windows to
display fields
Multiple records of the same type
Taskflowed windows
CustomForm security lets you restrict types to display
EITs also have security by Responsibility

Control access to a set of EITs
Copy definitions between responsibilities
Simplifies administration of security
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Chapter 8 - Page 10
Steps for Registering Extra Information Types
Steps for Registering Extra Information

Types
Define the Extra Information Type

Register each EIT
Set up responsibility level security
Define additional security, (if required)
CustomForm restrictions
New taskflow nodes
Define/change taskflows
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Chapter 8 - Page 11
Practice: Extra Information Types
Practice: Extra Information Types
This practice reinforces your knowledge of Extra

Information Types (EITs ) and their features
Try to answer the questions in your workbook
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Questions
1. Explain what an Extra Information Type is?
2. Name the 6 important entities in HRMS that have EITs.
3. Give some examples of when you might consider using EITs?
4. What access restrictions can you impose on EITs?
5. EITs and Special Information Types both exist for extending personal information
in Oracle HRMS. What performance advantages do EITs have over Special
Information Types?
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Chapter 8 - Page 12

Chapter 9
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Chapter 9 - Page 1
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Chapter 9 - Page 2
Overview
Overview
Lookups are common to all Oracle Applications
Predefined list of values validation for specific
fields. Title, Nationality, etc.
Add your own values to predefined lists
Add your own lookups and values for fields that you
define
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Chapter 9 - Page 3
User Access Levels
User Access Levels

System
All values in the list are predefined by Oracle
Extensible
Some predefined values are provided
You can add values to the list
User
Define new lookup types to validate fields you
define during the implementation process
Flexfield segments
Element Input Values
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Chapter 9 - Page 4
Practice: Define Lookup Types and Values
Practice: Define Lookup Types and Values

provided, to define the Lookup Types and Values
suggested in the notes
Navigate to the Applications Utilities Lookup
window using your local Super HRMS Manager
responsibility
(N) Other Definitions > Lookup Tables
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Online Help
For details on how to define lookups and values , please refer to the online help path:
Oracle HRMS> Extend Oracle HRMS> Lookups> How To> Adding Lookup Types and
Values
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Chapter 9 - Page 5
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Chapter 9 - Page 6
Overview
Overview
For any international or global operation you need
the ability to enter compensation and other
monetary information in different currencies
For payroll calculations and financial reporting you
need the ability to maintain exchange rates in a
consistent manner
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Chapter 9 - Page 7
Typical Requirements
Typical Requirements
You have employees living in one country and
working temporarily in another
You want to record specific earnings or deductions
in local currencies
You also want to pay these employees a fixed
amount into a bank account in their home currency
and the remainder in a local currency
You want to guarantee that all conversions to Eurocurrencies are correctly calculated
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Chapter 9 - Page 8
Enabling Currencies in Oracle HRMS

All major currencies are predefined with Oracle
Applications (using ISO standard codes)
Enable the base currency for each business group
The currency for all payroll calculations
Default for all money types of information
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Chapter 9 - Page 9

All major currencies are predefined with Oracle
Applications (using ISO standard codes)
Enable the base currency for each business group
The currency for all payroll calculations
Default for all money types of information
Enable as many other currencies as you need

Money values for compensation and benefits
Non-legislative information balances in payroll
Payment methods for employees
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Chapter 9 - Page 10
Exchange Rates in Oracle HRMS
Exchange Rates in Oracle HRMS

Oracle HRMS uses exchange rate values stored in the
General Ledger Daily Rates tables
Conversions in payroll calculations and payment
Conversions in standard reports
You select the exchange rates to use for payroll
You select the exchange rate to use in reports
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Chapter 9 - Page 11
Exchange Rate Variations
Exchange Rate Variations

Choose if you want to use the same rates as GL or
define a special rate for payroll
For example if you set values every day for GL
but want to set a value for payroll on a fixed date
once a month because of the frequency of
processing in a week or month
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Chapter 9 - Page 12
Steps to Enable Currencies
Steps to Enable Currencies

Use the System Administrator responsibility
(N) Application > Currency
1 To enable an ISO currency, Query the currency
2 Select the Enabled check box
3 Specify the period in which this currency can be
used
If you do not enter a start date, this currency is
valid immediately, and if you do not enter an end
date, it is valid indefinitely
4 Save your work
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Chapter 9 - Page 13
Currency Precision
Currency Precision
Precision is the number of digits to the right of the
decimal point
Must be greater than or equal to zero
Default is two
This does not affect any calculations in Oracle
Payroll
FastFormula lets you choose the precision during
calculation
If you return the result to a money type field then
precision of the output currency applies
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Chapter 9 - Page 14
Exchange Rates
Exchange Rates
If you record or report in more than one currency
you will need to enter exchange rates
Euro Currencies
Set up exchange rates to the Euro
Do not set up rates directly to any Euro currency
Fixed Rates
DK
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Chapter 9 - Page 15
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Variable Rate
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FFR
Practice: Define an Exchange Rate
Practice: Define an Exchange Rate

provided, to define an exchange rate between two
currencies
Navigate to the GL Daily Rates window using your
local Super HRMS Manager responsibility
(N) Payroll > GL Daily Rates
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Online Help
For details on how to define a grade flexfield structure, please refer to the online help path:
Oracle HRMS> Payroll Runs and Processes> The Payroll Run> How To> Define an Exchange
Rate
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Chapter 9 - Page 16
Work Structures - Case Study
Work Structures - Case Study
Review the business

scenario in the
Instructor
Demonstrations and
Solutions section
and answer the
questions that follow
the scenario
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Chapter 9 - Page 17
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Chapter 9 - Page 18
Creating a Business Group

Chapter 10
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Chapter 10 - Page 1
Setting up Business Groups, Locations, and Organizations
Setting up Business Groups, Locations,

and Organizations
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Chapter 10 - Page 2
Topics
Topics
Creating Locations
Creating an Organization
Application Data Exchange
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Chapter 10 - Page 3
Module Overview
Module Overview
This module concentrates on the practical steps and
the detailed information you need when setting up
Business Groups, Locations, and Organizations
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Chapter 10 - Page 4
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Chapter 10 - Page 5
Representing Your Enterprise
Representing Your Enterprise

Before you build your work structures you need to
consider how your enterprise is structured
Do you need one or more business groups?
Do all of your operating businesses share common
HR policies or data standards for:
Recruitment
Competencies
Compensation
Career management
Succession planning
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Chapter 10 - Page 6
The Business Group
The Business Group

The largest organizational unit you set up in Oracle
HRMS to represent your enterprise is the Business
Group
Holds all data and rules specific to the legislative
and cultural needs of one country
Contains details of other work structures,
compensation plans and people, (- internal and
external)
Acts as the default organization for all new
employees and applicants
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Chapter 10 - Page 7
Sharing Information
Sharing Information
Some information can be shared across business
groups or be defined in one at a time
Lookups and Locations
Reporting
Lines
Business
Group 1
Lookups
Business
Group n
Shared HR Information
Locations
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Chapter 10 - Page 8
HR:Cross Business Group
HR:Cross Business Group

HR:Cross Business Group user profile option to enable sharing
Set up hierarchies between organizations in

different business groups
Show reporting lines across geographical
boundaries
Enter relationships between people across Business
Groups
Supervisors
Recruiters
Event Participants
Contacts and Dependents
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Chapter 10 - Page 9
Initial Tasks
Initial Tasks
When you sign on to Oracle HR and choose a

responsibility you automatically choose the
business group associated with that responsibility
Predefined responsibilities are associated with the
predefined Setup business group when you install
the products
Use this when you first sign on
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Chapter 10 - Page 10
Initial Tasks
Initial Tasks
When you sign on to Oracle HR and choose a

responsibility you automatically choose the
business group associated with that responsibility
Predefined responsibilities are associated with the
predefined Setup business group when you install
the products
Use this when you first sign on
Create a new business group
Change profiles for the default responsibilities to
give access to the new business group
Then do all other setup
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Information Associated with a Business Group
Information Associated with a

Business Group
Key Flexfield
Structures
Business Group
People
Work
Details
Entries
Defaults
Employment
Work
Pay
Links
Legislation
and
Government
Identifiers
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Standard Information
Standard Information
When you create a business group you enter certain
types of information that are used as defaults for
other things within the business group
For example
Currency
Budget values for non-monetary measures (e.g.,
headcount, FTEs)
Standard Work Hours and Frequency
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Standard Information (U.S. only)
Standard Information (U.S. only)

For HR reporting of VETS-100 and ADA, the U.S.
version of Oracle HR has two additional types of
information:
Reporting Categories
Enter Full-Time, Part-Time, Non-Temporary
categories to be included in government
reporting
Reporting Statuses
Enter assignment statuses to be included in
reports. E.g. Active or Paid Leave.
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Employee and Applicant Numbers

Choose from:
Automatic
Number generated in sequence by the system
Manual Entry
User enters any alphanumeric combination
National Identifier
Copy from the national identifier field
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Choose from:
Automatic
Number generated in sequence by the system
Manual Entry
User enters any alphanumeric combination
National Identifier
Copy from the national identifier field
You can change from automatic to manual, but not
from manual to automatic
You cannot use a national identifier for applicants
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Practice: Create a Business Group
Practice: Create a Business Group

provided, to create a new Business Group
Navigate to the Organization window using your
(N) Work Structures > Organization > Description
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For details on how to Create a New Business Group, please refer to the online help path:
Oracle HRMS> Organization Management> Locations and Business Groups> How To> Adapt
and Create a New Business Group
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Practice: Grant User Access to a New Business Group
Practice: Grant User Access to a New

Business Group

provided, to grant access to the business group
you created
Use the System Administrator responsibility:
1. (N) Security > Responsibility > Define
2. (N) Profile > System
3. (N) Security > User > Define
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Online Help
For details on how to Grant User Access to a New Business Group, please refer to the online
help path:
Oracle HRMS> Security> Responsibilities
Oracle HRMS> Security> Security Profiles
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Creating a Location
Chapter 11
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Creating a Location
Chapter 11 - Page 1
Creating Locations
Creating Locations
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Creating a Location
Chapter 11 - Page 2
Overview
Overview
Locations are the actual work sites of your employees
Internal addresses
External addresses for tax authorities, agencies, etc.
Shared across business groups or specific to one
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Creating a Location
Chapter 11 - Page 3
Address Validation for US and Canada
Address Validation for US and Canada

If you have licensed Vertex validation then
addresses will be validated against a table
containing all cities with a population of greater
than 200 people
Additional window to extend list of valid cities
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Creating a Location
Chapter 11 - Page 4
Closing Down a Location
Closing Down a Location

You can make a location inactive to prevent users
from selecting it for organizations, positions or
assignments
Enter an inactive date
You can delete locations, only if they have never
been referenced elsewhere.
Typically you would make them inactive
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Creating a Location
Chapter 11 - Page 5
Practice: Create a Location
Practice: Create a Location

provided, to create a location
Navigate to the Location window using your local
Super HRMS Manager responsibility
(N) Work Structures > Location
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Online Help
For details on how to Create a Location, please refer to the online help path:
Oracle HRMS> Organization Management> Locations and Business Groups> How To> Create
a Location
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Creating a Location
Chapter 11 - Page 6
Creating Organizations
Creating Organizations
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Creating a Location
Chapter 11 - Page 7
Overview
Overview
Organizations represent the divisions, departments,
or other operational groups in which your
employees work
Internal or External to your enterprise
Organizations are linked in hierarchies to show
reporting groups and for security definitions
Shared with Purchasing, Inventory, Manufacturing
and Projects
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Creating a Location
Chapter 11 - Page 8
Organization Overview
Organization Overview
Business Group
Internal
External
EuroVision, Inc. London

Business Group
HR Organization
EuroVision Warehouse
Luton
HR Organization
Inland Revenue
Portsmouth
Tax Office
EuroVision Shoes
London
HR Organization
Visions West
Vision's South
Vision's East
Bristol
Plymouth
Norwich
HR Organization HR Organization HR Organization
PPP
London
Health Care
Provider
- Vendors
- Third Party Payees
(Courts, Unions)
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Creating a Location
Chapter 11 - Page 9
Organization Classifications Special Considerations
Organization Classifications
Predefined classifications control how an
organization is used in Oracle HRMS
Business Group, HR Organization, Benefits
Carrier, Training Provider, etc.
Selecting a classification controls the additional
information you can enter
Uses Extra Information Types
Define your own classifications and extra information
types
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Creating a Location
Additional Organization Information
Additional Organization Information

You can record additional organization information
that is important to your enterprise
Cost Allocation
EuroVision Warehouse
Luton
HR Organization
Work Day and Schedule

Time Management Detail
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Hierarchy Information
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Creating a Location
Practice: Create an Organization
Practice: Create an Organization

provided, to create an organization
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For details on how to Create an Organization, please refer to the online help path:
Oracle HRMS> Organization Management> Organizations> How To> Create an Organization
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Creating a Location
End Dates on Organizations
End Dates on Organizations

End-Dating an Organization
Enter a Date To on an organization to end it
Prevents it from being available for employee
assignments, but keeps a history of the
organization
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Creating a Location
Deleting Organizations
Deleting Organizations
To completely remove an organization from your
system you must first remove any related data:
1. Delete all employee assignments to the
organization, at any date
2. Delete the organization from all hierarchy
versions
3. Disable all organization classifications in the
Organization window
4. Delete the organization in the Organization
window.
5. Save your changes
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Creating a Location
Creating Organization Hierarchies
Creating Organization Hierarchies

Define hierarchies for:
Management reporting structures
Security
Purchasing approvals
Government mandated reporting
Project Accounting
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Creating a Location
Practice: Create an Organization Hierarchy
Practice: Create an Organization Hierarchy

provided, to create an organization hierarchy
Navigate to the Organization Hierarchy window
using your local Super HRMS Manager
responsibility
(N) Work Structures > Organization > Hierarchy
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For details on how to Create an Organization Hierarchy, please refer to the online help path:
Oracle HRMS> Organization Management> Organization Hierarchies> How To> Create
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Creating a Location
Practice: Assign an Employee to an Organization
Practice: Assign an Employee to an

Organization

provided, to assign an employee to an organization
that you have created
Navigate to the Assignment window using your
(N) People > Enter and Maintain > (B) Assignment
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Online Help
For details on how to Assign an Employee to an Organization, please refer to the online help
path:
Oracle HRMS> Workforce Management> Workforce Information Entry> How To> Entering
Employment Information
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Creating a Location
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Creating a Location

Chapter 12
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Chapter 12 - Page 1
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Chapter 12 - Page 2
Application Data Exchange (ADE)
Application Data Exchange (ADE)

A desktop utility that lets you
Export HR information to word processor or
spreadsheet tools
Manipulate information in common desktop tools
Import updated information back to the HR
system using supported APIs.
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Chapter 12 - Page 3
Three Modes of Working with ADE

Standalone Mode
Launch ADE from the desktop and connect directly to
Oracle HRMS
Use applications security to sign-on
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Chapter 12 - Page 4

Standalone Mode
Oracle HRMS
Application Mode
Call ADE from any applications window using the
icon in the application toolbar
Synchronized security with current login
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Chapter 12 - Page 5

Standalone Mode
Oracle HRMS
Application Mode
Call ADE from any applications window using the
icon in the application toolbar
Synchronized security with current login
Letter Request Mode

Call ADE using the Merge button in the Request
Letter window for recruitment and enrollment letters
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Chapter 12 - Page 6
ADE in Applications Mode

Query
Person Form
Database
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Chapter 12 - Page 7

Query
ADE
Person Form
ADE Data
Style
<Default>
Style 1
Style 2
XL
Database
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Chapter 12 - Page 8

Query
ADE
Person Form
ADE Data
Style
<Default>
Style 1
Style 2
XL
Excel
Database
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API
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Chapter 12 - Page 9
Using ADE
Using ADE
Query data in any application window

Export data to ADE and then to desktop application
Manipulate data in local mode
Upload modified data back to HRMS using
supported APIs
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ADE Security
ADE Security
An administrator can define styles for specific forms
and control access so that only users with a specific
responsibility can use them
Security profile restricts access to data
Use views to vary scope of data in export. Default is
all the fields in the form
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ADE Styles and Views

Style
Call
API
Responsibility
Form
- Standalone
- PERWSEPI
API
View
- Upload
- select data
HRMS
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Style
Call
API
HRMS
Responsibility
Form
- Standalone
- PERWSEPI
API
View
- Upload
- select data
Columns
HRV_<name>
Person
Asg
Addr
Entries
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Practice: Using ADE
Practice: Using ADE
Follow the demonstration, or use the system, to find a person

in the People window and then launch ADE
Navigate to the People window using your local Super HRMS
Manager responsibility
(N) People > Enter and Maintain
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For details on how to Use ADE, please refer to the online help path:
Oracle HRMS> Applications Data Exchange (ADE)> Applications Data Exchange Overview
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Representing Financial
Reporting Structures
Chapter 13
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Representing Financial Reporting Structures

Chapter 13 - Page 1
Representing Financial Reporting

Structures
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Chapter 13 - Page 2
Module Overview
Module Overview
HR management reporting requirements are usually
covered through the use of Business Groups,
Organizations, Positions and Hierarchies
You also need to map your financial reporting
requirements onto the Oracle HR work structures
Typically this is the mapping of cost centers and
account codes for budget planning and analysis
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Chapter 13 - Page 3
Parallel Reporting Structures HR and GL
Parallel Reporting Structures

HR and GL
HR Reporting:
Organizations in a
hierarchy
GL Reporting:
Cost centers in a hierarchy
01
HR Division
2
Hierarchies
Recruiting
Region A
Employee
Services
Region B
012
011
0122
0121
Region C
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Chapter 13 - Page 4

HR and GL
HR Reporting:
Organizations in a
hierarchy
GL Reporting:
01
HR Division
2
Hierarchies
Recruiting
Region A
Employee
Services
Region B
012
011
0122
0121
Region C
Are the HR organization reporting lines and GL Cost Center

hierarchies exactly the same in your own enterprise?
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Chapter 13 - Page 5
Parallel Reporting Structures Similar but Not the Same

Similar but Not the Same
Differences may result if:
HR management needs go to a lower level than cost
centers
A department with one cost center, but many
reporting units, and all share same cost center
A manager manages one department that includes
many cost centers, administered for individual posts
or employees
HR creates organizations with no cost centers to
simplify management reporting or security, or
because all costs are assigned at employee level
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Chapter 13 - Page 6
Integration Its Okay to Be Different!
Integration
Its Okay to Be Different!
Oracle Applications support the needs of different
types of enterprises by having a flexible cost
allocation model
Define your specific requirements for HR as
segments in the Cost Allocation key flexfield and for
GL in the segments of the GL Accounting Flexfield
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Chapter 13 - Page 7
Integration Understanding the Other Side
Integration
Understanding the Other Side
Map segments between the two configurations. For
example, Cost Center segment in HR to Cost Center
segment in GL.
Budget and Costing processes in HRMS will
accumulate cost details in HR and transfer
summary information to the correct GL segments
Usually dependent on Payroll or Benefits
processing to produce actual values to transfer
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Chapter 13 - Page 8
Cost Allocation Key Flexfield

Define your own segments
using a key flexfield
structure
Up to 30 segments
Company
Vision US
Validation on each
Salaries
Account Code
segment
Cost Center 7350 - HR Dev
Can share value sets
with GL
Self-Service
Project
Allocate costs within HR
Payroll, Link, Org,
Assignment and Entry
No key combination in HR
Qualifiers control where a

user can allocate values
for each segment
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Chapter 13 - Page 9
Multi-Orgs and Business Groups Similar but Not the Same
Multi-Orgs and Business Groups

Multi-Org is the GL function for maintaining
separate sets of books for different operating
companies
Business Group is the HR function for maintaining
separate operating companies
Both HR and GL have to support:
Multiple companies operating in a single country
Multiple companies operating in different
countries
Both
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Multi-Orgs and Business Groups Similar but Not the Same
Multi-Orgs and Business Groups

Oracle Applications provides the flexibility to let

you meet your requirements for both financial and
HR reporting within each functional area without
compromising
1. your ability to represent HR management
structures
2. your ability to consolidate financial information
on a multi-company, multi-national basis
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Multi-Company and Multi-National Mapping Options
Multi-Company and Multi-National

Mapping Options
HR Reporting
Multi-Business Group
US Business
Group
US
n...Business
Group
US Business
Group
n...Business
Group
Company A
n...
GL Reporting
Multi-Org
Company A
US
US
n...
n...
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Mapping Options
Mapping Options
When you define your Cost Allocation key flexfield
you decide which segments map to the segments of
each set of books
Choose set of books then individual segment
Oracle HR holds the allocation of cost information
You do not see Cost Center hierarchy information
in HR. The hierarchy of cost centers is part of GL.
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Costing Considerations
Costing Considerations
HR but not Payroll
You can record cost codes, but not accumulate
actual values
HR with Payroll but not GL
You can accumulate actual values, but must create
your own transfer to GL process
Still must run the Transfer to GL report to mark cost
results as transferred
Other Cost Information

Oracle HRMS can process labor distribution costs
for Projects, that is not transferred directly to GL
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Practice: Entering Cost Information
Practice: Entering Cost Information
Follow the demonstration, to see the different

points where you can enter cost information in
Oracle HRMS
Navigate to the Payroll window using your local
(N) Payroll > Description
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For details on how to Enter Cost Information, please refer to the online help path:
Oracle HRMS> Payroll Definition> How To> Define a Payroll
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Representing Legal and

Government Reporting
Structures (US)
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Representing Legal and Government Reporting Structures (US)

Chapter 14 - Page 1
Representing Legal and Government Reporting Structures (U.S.)
Representing Legal and Government

Reporting Structures (U.S.)
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Chapter 14 - Page 2
Topics
Topics
Representing Legal and Government Reporting
Structures
Defining Organization Information for Government
Mandated Reporting
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Chapter 14 - Page 3
Module Overview
Module Overview
A Government Reporting Entity (GRE) is an
organization grouping that national, regional, and
local governments recognize as the employer.
An employer who:
issues pay to employees

withholds taxes from employee pay
is and is liable for taxes and tax reporting
provides other government-mandated reporting, EEO,
ADA etc.
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Chapter 14 - Page 4
Module Overview
Module Overview
Employers must prepare a number of reports for
submission to various government authorities to
ensure legislative compliance
In Oracle HRMS, you can organize and maintain the
information needed to produce these reports
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Chapter 14 - Page 5
Representing Legal and Government Reporting Structures (U.S.)
Representing Legal and Government

Reporting Structures (U.S.)
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Chapter 14 - Page 6
Identifying GREs
Identifying GREs
You should already know the details of the GRE
structures in your own enterprise.
Each GRE has a unique EIN
If your enterprise has only one Employer
Identification Number (EIN) then your Business
Group and GRE are the same organization
The EIN is a 9-digit number issued by the Internal
Revenue Service
If not, then you will need to set up additional GREs

and reporting hierarchies
You can associate several GREs together as a Tax
Group
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Chapter 14 - Page 7
One Company - One Employer - One GRE
One Company - One Employer - One GRE

All employees work at or from a single establishment
Define one establishment

hierarchy to produce an
AB Shoes
Business
Group
establishment report
GRE
The top organization is
Reporting Establishment
likely to be the business
group
HR Org
HR Org
Classify the business
group as a GRE
HR Org
HR Org
HR Org
Classify the business
group as a Reporting
Establishment
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Chapter 14 - Page 8
Many Employers - Many GREs
Many Employers - Many GREs

Employees work in multiple establishments with one GRE
Define multi-level hierarchy

Create new organizations if
necessary
AB Inc.
Business Group
GRE
The top organization

can be a business group AB Shoes Corp
Reporting
or a GRE
AB Finance
Reporting
Establishment
Establishment
(HR Org)
(HR Org)
(HR Org)
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Chapter 14 - Page 9
Multi-Establishment Hierarchies
AB, Inc.
GRE
AB, Inc., Headquarters
AB Distributors
Detroit, GRE
500
AB Manufacturing
1,500
AB Distributors Detroit
955
AB Finance Dayton
1,000
45
For reporting purposes, this enterprise needs a

second multi-establishment hierarchy and a
headquarters hierarchy
It is a legislative requirement that multiestablishment enterprises identify one
establishment as their headquarters
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AB, Inc.
AB Distributors
GRE
Detroit
GRE
AB Shoes
Reporting
Establishment
(HR Org)
Dayton
Reporting
Establishment
Dayton
Reporting
Establishment
(HR Org)
(HR Org)
AB
Distributors
AB Finance
AB Finance
(HR Org)
Detroit
Reporting
Establishment
(HR Org)
(HR Org)
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Headquarters Hierarchy for Multi-Establishment Companies
Headquarters Hierarchy for MultiEstablishment Companies

A single establishment company
Use the top organization as a parameter for the
Headquarters Report
Do not build a separate headquarters hierarchy
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Headquarters Hierarchy for Multi-Establishment Companies
Headquarters Hierarchy for MultiEstablishment Companies

A single establishment company
Use the top organization as a parameter for the
Headquarters Report
Do not build a separate headquarters hierarchy
Multi-establishment company
Only one organization can be classified as a
Corporate Headquarters in a business group
Reports using Headquarters Hierarchies include all
employees covered by the hierarchy
Use an existing organization or create a GRE for
reporting purposes
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Headquarters for Multi-Establishment Companies
Headquarters for Multi-Establishment

Companies
Top organization must be classified as:
GRE
Corporate Headquarters
Optionally classify as:
HR Organization for employees to have assignments to
this organization
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Defining Organization
Information for Government
Mandated Reporting
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Defining Organization Information for Government Mandated Reporting

Chapter 15 - Page 1
Defining Organization Information for Government Mandated

Reporting
Defining Organization Information for

Government Mandated Reporting
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Chapter 15 - Page 2
Mandated Government Reports
Mandated Government Reports

Equal Employment Opportunity (EEO)
Affirmative Action Plan (AAP)
Federal Contractor Veterans Employment (VETS100)
Americans with Disabilities Act (ADA)
Occupational Safety and Health Administration
(OSHA)
New Hire Report
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Chapter 15 - Page 3
Reporting Categories and Statuses
Reporting Categories and Statuses

Some reporting, (i.e., VETS-100 and ADA), covers
only non-temporary, full-time or part-time
employees
You identify these employees, by registering
reporting categories and statuses for the business
group
Reporting categories
User extensible lookup type Employment
Categories
Reporting statuses
User extensible Assignment Statuses that
identify non-terminated employees
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Chapter 15 - Page 4
Classifying Organizations as GREs
Classifying Organizations as GREs

Identify Organizations that are designated as GREs
GREs must be reported separately
Enter the unique EIN for each GRE
A GRE can include employees from several
establishments, and an establishment can
include employees in several GREs
A GRE whose employees all work at the same
establishment is a reporting establishment
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Chapter 15 - Page 5
Classifying Organizations as Reporting Establishments
Classifying Organizations as Reporting

Establishments
Establishments may be:
a single physical location
a set of worksites in a locality
all the sites in a large geographic area
Identify existing organizations that are
establishments or define new organizations for
complex grouping
Classify organizations as Reporting
Establishments
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Chapter 15 - Page 6
Overriding Establishment Hierarchies
Overriding Establishment Hierarchies

Reports that use establishment hierarchies can take
exceptional cases into account
You can enter an override reporting establishment
at the assignment level for any employee
When a process finds an override, it counts the
employee as part of the override reporting
establishment
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Chapter 15 - Page 7
Classifying an Organization as the Corporate Headquarters
Classifying an Organization as the

Corporate Headquarters
For multi-establishment companies you must
identify a single headquarters organization
Classify as Corporate Headquarters
Define a new reporting organization if existing
organizations do not satisfy this need
For reporting purposes only
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Chapter 15 - Page 8
Setting Up Non-AAP Establishment Hierarchies
Setting Up Non-AAP
Establishment Hierarchies
A reporting establishment can never be subordinate
to another reporting establishment
In a non-AAP establishment hierarchy, a
GRE/reporting establishment can be the top
organization,
Or reporting establishments can be subordinate
to a GRE and optionally, to HR Organizations
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Chapter 15 - Page 9
AAP Reporting
AAP Reporting
AAP reporting requires breakdown of employees by
the affirmative action plans covering them, instead
of breakdown by establishment
To meet this requirement, classify the organization
as an AAP Organization
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AAP Establishment Hierarchies
AAP Establishment Hierarchies

Establishment hierarchies constructed for AAP
reporting are exceptional
Establishments appear as subordinates of the
AAP organizations that represent the affirmative
action plans
AAP organizations, (which may also be reporting
establishments), can:
appear at various levels in the hierarchy
can be subordinate to other AAP organizations,
(which may also be reporting establishments)
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EEO-1 Reporting Checklist
EEO-1 Reporting Checklist

1. Enter report submission information for each GRE.
2. Enter an EEO job category for each job.
3. Ensure that each employee has on record: a
gender, ethnic origin, and assignment.
4. Identify the types of EEO-1 reporting that each GRE
must submit.
5. Define the reporting organizations.
6. Build the establishment hierarchies.
7. Enter establishment overrides for employees.
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AAP Reporting Checklist
AAP Reporting Checklist
1. Ensure that each employee has on record: a

gender, ethnic origin, GRE, and job.
2. Determine salary codes and grades.
3. Define lines of progression.
4. Enter job group names.
5. Associate each job with an EEO category, salary
code, line of progression, and job group.
6. Define an AAP organization for each plan.
7. Determine and build the establishment hierarchies.
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VETS-100 Reporting Checklist
VETS-100 Reporting Checklist

1. Register reporting categories and statuses for your
business group.
2. Enter the necessary GRE reporting information.
3. Record EEO job categories.
4. Ensure appropriate veteran status and assignment
to a job, employment category, and GRE.
5. Identify and define the necessary reporting
organizations.
6. Determine and build the establishment hierarchies.
7. Enter establishment overrides for employees.
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ADA Reporting
ADA Reporting
Register employees as disabled when you enter
other personal information about them
Maintain information about particular types of
disabilities using the Disabilities window
The report presents this disability information,
including comments
The report can also display essential
requirements of the job or position, if you
maintain these requirements in the database
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ADA Requests for Accommodation
ADA
Requests for Accommodation
The ADA encourages employers to make reasonable
accommodations that enable employees with
disabilities to work
Use the Disability Accommodations window to
record information about employee requests for
accommodations
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OSHA Recording Information
OSHA
Recording Information
Use Special Information Types to record the
information needed for OSHA
Description of each injury or illness, with date,
place, and circumstances
Physical effects and effects on the employees
ability to work, (Nonfatal incidents)
Separate activities at the same location are treated as
separate reporting establishments
For example, a manufacturing facility and a sales
office in the same building are treated as distinct
establishments
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Practice Classifying HR Organizations
Practice Classifying HR Organizations

provided, to classify HR organizations for
government reporting
local Super HRMS Manager
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For details on how to Classify an HR Organization, please refer to the online help path:
Oracle HRMS> Organization Management> Organizations> How To> Classify an
Organization
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Representing Grades and

their Relationship to Pay
Chapter 16
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Representing Grades and their Relationship to Pay

Chapter 16 - Page 1
Representing Grades and their

Relationship to Pay
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Chapter 16 - Page 2
Topics
Topics
Representing grades and their relationship to pay
Defining grade rates and pay scales
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Chapter 16 - Page 3
Module Overview
Module Overview
This module concentrates on defining:
Grades
Grade rates
Pay scales
Scale rates
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Chapter 16 - Page 4
Grades
Grades
Grades show relative
levels of management
or seniority in an
enterprise
May be grouped as
Director
Management,
Administrative,
Technical, etc.
Director
Often related to levels

of pay
Often related to Job
or Position
Often related to
Assembler.1
Union Group
Engineer.Snr
Clerk.Jnr
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Chapter 16 - Page 5
Grade Key Flexfield
Grade Key Flexfield

Define your own grade
flexfield
Up to 30 segments
Validation on each
segment
Grade Key Flexfield

Union
USWU
Job Group Engineer

3
Level
Define each grade as a

values
Grade USWU.Engineer.3
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Chapter 16 - Page 6
Grade Key Flexfield Structure Simple or Complex
Grade Key Flexfield Structure

Simple or Complex
In its simplest form, a grade can be a single
character, or number, in a logical sequence
A, B, C
By adding a second segment to the grade name,

you can identify sub-grades.
A.1, A.2, A.3, and A.4
B.1 and B.2
A more complex structure could be used to

distinguish grades for different staff groups
Manual.A.1, Manual.A.2, Clerical.C.1 and Clerical.C.2
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Chapter 16 - Page 7
Grade Key Flexfield Checklist
Grade Key Flexfield Checklist

Define Value Sets
Decide if you need lists of values for simple lists
The Grade window is usually restricted access and a
list of values adds maintenance costs
Define Key Flexfield Structure and Segments

Enter Yes for Allow Dynamic Inserts to allow users to
define grades in the Grade window
Define Values
Define Cross Validation Rules (if required)
Define Aliases (if required)
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Chapter 16 - Page 8
Practice: Define a Grade Structure
Practice: Define a Grade

Structure

provided, to define a Grade flexfield structure
using the System Administrator responsibility:
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For details on how to complete the Key Flexfield Segment Window please refer to the on line
Help path :
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Chapter 16 - Page 9
Practice: Define Grades
Practice: Define Grades

provided, to define Grades using your new flexfield
structure
Navigate to the Grades window using your local
(N) Work Structures > Grade > Description
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For details on how to Define a Grade, please refer to the online help path:
Oracle HRMS> Enterprise Modeling> Grades and Pay> How To> Define a Grade
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Defining Grade Rates and Pay Scales
Defining Grade Rates and Pay Scales
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Grades and Pay Direct or Indirect
Grades and Pay

Direct or Indirect
Oracle HRMS supports direct and indirect relationships
Direct
Use Grade Rates
Fixed value, or
Maximum, Minimum, and Mid-point values
Indirect
Use Pay Scales
Progression Points and Values
Grade Steps and increments
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Grade Rates
Grade Rates
ary
Janu ary ry
nu a
Ja nu
Ja
DateTracked
Each Grade has a value or a range of values

Grade
Value
Minimum
Midpoint
Maximum
A.1
25000
20000
30000
40000
A.2
27000
23000
33000
43000
Often used in performance related pay processes

Salary Administration
Units may be money, hours, numbers
Comparative calculations
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Practice: Define a Grade Rate Table
Practice: Define a Grade

Rate Table

provided, to define a Grade Rate table
Navigate to the Grade Rate window using your local
(N) Work Structures > Grade > Grade Rate
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For details on how to Define a Grade, please refer to the online help path:
Oracle HRMS> Enterprise Modeling> Grades and Pay> How To> Defining a Grade Rate
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Pay Scales
Pay Scales
Grade and Steps
Pay Scale
Grade A - Steps 1,2,3
Points
Grade B - Steps 1,2,3,4

Grade C - Steps 1,2
3
4
11450
11700
6
7
12250
12655
13000
13400
10000
10550
10975
1
2
3
Pay
C
2
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Pay Scale Characteristics
Pay Scale Characteristics

One pay scale of points and values is used to
establish the actual pay for many different grades or
employee groups
Each point in the pay scale has a single value
Grades can have a number of distinct steps, with
each step given a single point in the pay scale
An employee assignment includes Grade and Step
The step and point value determine salary or actual
pay for the employee
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Pay Scales
Pay Scales
Pay Scales show indirect relationships between
grades and pay
Unlimited number of scales
Unlimited number of points and values
Use sequence to define progression
Define a value for every point

Money, Hours, Number
Define Grade Steps in sequence

Select a point for each step
Steps can skip points in the scale
Define a ceiling point to stop automatic increments
within grade
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Pay Scale Checklist
Pay Scale Checklist

1. Define Pay Scale
Points in sequence
2. Define Scale Values

3. Define Grades
4. Define Grade Steps and Points
Enter ceiling point for automatic incrementing
5. Enter Grade and Step for an employee

Employee assignment information
6. Run incremental process when required

Default process is based on a fixed date
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Practice: Define a Pay Scale
Practice: Define a Pay Scale
Follow the demonstration, or use the notes provided, to

define a Pay Scale
Navigate to the Pay Scale window using your local Super
HRMS Manager responsibility
(N) Work Structures > Grade > Pay Scale
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For details on how to Define a Pay Scale, please refer to the online help path:
Oracle HRMS> Enterprise Modeling> Grades and Pay> How To> Define a Pay Scale
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Representing Jobs and

Positions
Chapter 17
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Representing Jobs and Positions

Chapter 17 - Page 1
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Chapter 17 - Page 2
Topics
Topics
Representing jobs and positions
Representing positions
Position hierarchies
Changing job and position definitions
Mass move updates
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Chapter 17 - Page 3
Module Overview
Module Overview
Every enterprise defines roles to represent how
employees work
In Oracle HRMS, you can use Jobs or Positions or a
combination of both, to define roles
Mass Move allows you to manage the movement of
positions as a result of reorganization and
simultaneously to update employee records
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Chapter 17 - Page 4
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Chapter 17 - Page 5
Jobs and Positions
Jobs and Positions

Use Jobs or Positions
to represent the
different roles that a
person can perform in
your enterprise
Oracle HRMS provides
two options to suit the
needs of different
enterprises
Payroll Manager
Payroll Clerk
Consultant
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Chapter 17 - Page 6

Payroll Manager
Positions?
employee in the same
role
If role continues to exist Payroll Clerk
after the employee leaves
then think about
Positions
Consultant
If role ceases or is reevaluated when the
employee leaves then
Senior Engineer
think about Jobs
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Chapter 17 - Page 7

Positions
Oracle HRMS lets you hold additional types of
information for both Jobs and Positions
Predefined types of information include:
Valid grades
Job Evaluation details
Work Choices
Competence or Skill Requirements
An unlimited number of user-defined types
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Chapter 17 - Page 8
Jobs
Jobs
Jobs are generic roles within a Business Group

They are independent of any single organization
Exist for all organizations
For example. The jobs Manager and Consultant
could occur in many organizations
Oracle HRMS lets you define your own job structure
and then enter details for each job in your enterprise
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Chapter 17 - Page 9
Job Groups
Job Groups
Each job belongs to a Job Group
The Default HR Job Group is automatically created
for your Business Group
Only jobs created in the Default HR Job Group are
available in other windows in Oracle HRMS, except
the Supplementary Roles window
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Job Groups and Supplementary Roles
Job Groups and Supplementary Roles

You can set up additional job groups to store
supplementary roles
A supplementary role is an additional task an
employee performs as well as being an employee
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Job Key Flexfield
Job Key Flexfield

Job Key Flexfield
Define your own job

structure as a key
flexfield
Up to 30 segments
Validation on each
segment
Define individual jobs
as a combination of
segment values
Title
Manager
Level
Job
Manager.1
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Job Key Flexfield Checklist
Job Key Flexfield Checklist

Define Value Sets
Decide if you need lists of values for simple lists
The Job window is usually restricted access and a
list of values adds maintenance costs
Define Key Flexfield Structure and Segments
Enter Yes for Allow Dynamic Inserts to allow users to
define grades in the Job window
Define Values
Define Cross Validation Rules (if required)
Define Aliases (if required)
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Job Key Flexfield Structure Simple or Complex
Job Key Flexfield Structure

Simple or Complex
A job can be a one or two segment name
Typical if you use Positions
Manager., Manager.Senior, Consultant.,
Consultant.1, etc.
Adding more segments you extend the types of
information you use to define a job
Useful if you use Jobs as the primary roles in
your enterprise
Manual.A.1.ShiftB, Manual.A.2.ShiftA, Clerical.C.1.
and Clerical.C.2.
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Practice: Define Job Structure and Jobs
Practice: Define Job Structure

and Jobs
provided, to define the job flexfield structure
Navigate to the Key Flexfield Segments window using
the System Administrator responsibility

define Jobs using the new flexfield structure
Navigate to the Job window using your local Super
(N) Work Structures > Job > Description
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Online Help:
For details on how to define a Job flexfield structure, please refer to the online help path:
For details on how to complete the Key Flexfield Segment Window please refer to the online
Help path :
For details on how to define a Job please refer to the online Help path :
Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Job
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Practice:Create a Job Group
Practice:Create a Job Group

provided, to create a job group
Navigate to the Job Groups window using your
(N) Work Structures > Job > Job Groups
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For details on how to create a Job Group, please refer to the online help path:
Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Create a Job Group
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Representing Positions
Chapter 18
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Chapter 18 - Page 1
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Chapter 18 - Page 2
Positions
Positions
Position is a specific role, or function, that exists in
one, and only one, organization
Positions show more management reporting detail
than organizations alone
Position definition includes Job and Organization
Use job to show common job types and
information across organizations
Use fewer organizations to show groups of
positions and employees. E.g. Department level.
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Chapter 18 - Page 3
Positions
Positions
ary
Janu ary ry
nu a
Ja nu
Ja
DateTracked
Org : HR Department
Use Positions to show

specific posts within an
Organization
Post
Typical in Public Sector,

Government, Education
and Health
Typical in large
enterprises to show
management positions
Use Position Control

functionality to manage
positions
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Chapter 18 - Page 4

Define your own position
flexfield
Title
HR Director
Up to 30 segments
Validation on each
segment
Define each position as a
values
Position
HR Director
Simplest option is
one segment with no
validation for Title
Org
HR Department
Job
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Chapter 18 - Page 5
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Every position in the enterprise is unique
If every region has a Vice President, you must set up
a unique position name for each VP
VP may be the job definition for each position
Use job to define shared information
Org
Org
Job
Northern Region
Southern Region
VP
VP Sales North
VP Southern Sales
Positions
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Chapter 18 - Page 6
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Key Flexfield Structure

When deciding on the number of segments a
flexfield has, it is usually better to set up a few small
segments rather than one big segment.
For example. If position includes name, region and
code, you could define 2 or 3 segments
Give users a greater choice in reporting using
individual segments.
Seg 1
Seg 2
Seg 1
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Chapter 18 - Page 7
If visibility of data is very important, you might consider

including additional information in the name.
If the value can change often, you probably dont want to
put it in the unique identifier
Consider using one of the other options for additional
information
Extra Information Types or descriptive flexfield may
be more suitable
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Chapter 18 - Page 8
Practice: Define Position Structure and Positions
Practice: Define Position Structure

and Positions
Follow the demonstration, or use the notes provided,
to define the Position flexfield structure
Navigate to the Key Flexfield Segments window using
the System Administrator responsibility

define Positions using the new flexfield structure
Navigate to the Position window using your local Super
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For details on how to define a Position flexfield structure, please refer to the online help path:
For details on how to complete the Key Flexfield Segment Window please refer to the online
Help path :
For details on how to define a Position please refer to the online Help path :
Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Position
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Chapter 18 - Page 9
Position Hiring Status Special Considerations
Position Hiring Status

Hiring status determines what changes you can
make to the position definition and whether you can
include it in any assignments
Eliminated or Deleted
You cannot change the position
Proposed
You can change the start date
Active
You can change only the start date before you
make any other updates to the position
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Chapter 19
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Chapter 19 - Page 1
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Chapter 19 - Page 2
Use Hierarchies to show management reporting
lines between positions
More detail than Organization Hierarchies
In a hierarchy each position has one parent
Dates and versions
Copy and manage multiple versions
Use hierarchies to control user access to records
Security Profiles
Reports
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Chapter 19 - Page 3
Position Hierarchy - Example
Position Hierarchy - Example

Managing Director
David Anderson
Finance
Director
Director, Sales
and Marketing
Alasdair MacIntosh Duncan McDonald
Director, Research
and Development
Production
Director
David Anderson
Michael Fiengold
Personnel
Director
Management
Information Director
Plant
Manager
Geoffrey Cox
**No Holders**
Wendy Rawlins
Plant
Personnel Mgr.
Systems
Manager
Department
Head
Production
Engineering Manager
Sheelagh Campbell
Kaz Raghu
**2 Holders**
Geoffrey Cox
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Chapter 19 - Page 4
Defining and Changing Position Hierarchies
Defining and Changing Position

Hierarchies
Positions can belong to any number of hierarchies
but can appear only once in any hierarchy
Use the Position Hierarchy window or the Hierarchy
Diagrammer to define and change hierarchies
Optionally, add new positions to hierarchies from
the Position window.
To change the top position in an existing hierarchy
use the Position Hierarchy window
Query the hierarchy
Query the new top position
Make the old top position report to the new
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Chapter 19 - Page 5
Hierarchy Diagrammers
Hierarchy Diagrammers
A graphical tool to define and change hierarchies
using drag-and-drop actions
Not an organization charting and reporting tool
for general publishing. Consider using a partner
application, like OrgPublisher.
Updates to the database are immediate
Reflected in the forms, in reports, and any
security processes
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Chapter 19 - Page 6
Practice: Using the Graphical Diagrammers
Practice: Using the Graphical

Diagrammers
Follow the demonstration to see how to create and
change Position Hierarchies
Navigate to the Position Hierarchy window using
your local Super HRMS Manager responsibility
(N) WorkStructures > Position > Diagrammer
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For details on how to Create and Change Position Hierarchies, please refer to the online help
path:
Oracle HRMS> Enterprise Modeling> Position Hierarchies> How To> Create a Position
Hierarchy
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Chapter 19 - Page 7

Positions
With Oracle HRMS you can enter several additional
types of information for jobs or positions:
Work Choices
Job Evaluation
Skills
Valid Grades
User defined Extra Information Types
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Chapter 19 - Page 8
Work Choices
Work Choices
Work choices specify deployment conditions for
the job or position.
These can also be entered for employees or
candidates to assist in succession planning.
Choices include:
Willingness to work in all locations, to relocate, to
travel or to hold a passport
Specific countries or locations of travel
Length of time the person must perform the job or
position
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Chapter 19 - Page 9
Practice: Entering Work Choice Information
Practice:
Entering Work Choice
Information
Follow the demonstration to see how to enter work
choice information for a job and a person.
Navigate to the Job or Position windows using your
(N) WorkStructures > Job/Position > Description
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Online Help
For details on how to enter work choice information for a job or position, please refer to the
online help path:
Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Enter Work Choices for a
Job or Position
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Changing Job and Position Definitions
Changing Job and Position Definitions
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Changing Definitions
Changing Definitions
Positions are DateTracked so that you can maintain
a complete history of changes to your positions
over time
Jobs are dated so that you can
ary
start and end definitions
Janu aryry
u
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Ja nu
Ja
No DateTracked history
Position Hierarchy versions

are dated so that you can have
multiple versions at the same time
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Changing Details
Changing Details
Ending a Job or a Position will automatically end
valid grade definitions
Removing the end date will reopen valid grades
with the same original end date
You cannot end Jobs that are currently in use in
assignments or positions
You can change the Status of a position
If you want to record the source of changes to a
position, use the Amendment Information fields
from the Additional Detail tab
Useful for Public Sector and Position Control
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Practice: Job and Position windows Demo
Practice: Job and Position windows

Demo
provided, to go back and view the job and position
definition windows
Check the use of Date From vs Effective Date
Check the details behind each of the taskflow
buttons in the windows.
Navigate to the Job or Position window using your
(N) Work Structures > Job/Position > Description
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For details on the Job and Position windows, please refer to the online help path:
Oracle HRMS> Enterprise Modeling> Jobs and Positions> How To> Define a Job and Define
a position
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Mass Move Updates

Chapter 20
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Mass Move Updates

Chapter 20 - Page 1
Mass Move Updates
Mass Move Updates
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Mass Move Updates

Chapter 20 - Page 2
Overview
Overview
Mass Move allows you to manage the movement of
positions as a result of reorganization and
simultaneously to update employee records
Mass move functionality is only available if you use
positions
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Mass Move Updates

Chapter 20 - Page 3
Reorganization
Reorganization
If you use positions, you should try to keep the
definition of organizations as broad as possible
Reduce the duplication of information
Simplify the processes of reorganization
Reorganization usually means changing
organizations, positions and hierarchies
You cannot change organization for a position
You must end one and create a new position
Mass Move functionality supports this process
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Mass Move Updates

Chapter 20 - Page 4
Moving Assignments
Moving Assignments
You can create new positions using existing
positions
In the same organization or a different one
You can change the valid grade, location, and
standard conditions of the positions
You can move a group of assignments to different
positions
In the same organization or a different one
North American users can also change the
GRE/Legal Entity of an assignment
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Mass Move Updates

Chapter 20 - Page 5
Considerations Before a Mass Move

What is the effective date for the change?
What are the source and target organizations?
May be the same or different
What are the source and target positions
Do you want to deactivate the source position?
If the target positions are new, do you want to
copy location and standard conditions from the
source position, target organization, or Business
Group?
What about valid grades and GRE/Legal Entity
details?
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Mass Move Updates

Chapter 20 - Page 6

Which assignments should transfer from the source
positions to the target positions?
What should happen to the grade of any assignment
changed during the move?
What should happen to the location, standard
conditions and GRE/Legal Entity of assignments
changed during the move?
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Mass Move Updates

Chapter 20 - Page 7
Practice: Mass Moves
Practice: Mass Moves

provided, to move positions and assignments from
one organization to another
Navigate to the Position window using your local
(N) WorkStructures > Position > Mass Move
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Online Help
For details on how to Move Positions and assignments from one organization to another, please
refer to the online help path:
Oracle HRMS> Enterprise Modeling> Business Group Reorganization> How To> Describe
your Mass Move
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Mass Move Updates

Chapter 20 - Page 8
Setting up Workers
Compensation
Chapter 21
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Setting up Workers Compensation

Chapter 21 - Page 1
Setting Up Workers Compensation (U.S.)
Setting Up Workers Compensation

(U.S.)
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Chapter 21 - Page 2
Module Overview
Module Overview
This topic concentrates on the setup of Workers
Compensation, (WC), information for Insurers,
Codes and Rates
If you are using Oracle Payroll you will have
predefined elements and fastformulas to do the
calculations for Workers Compensation
Workers Compensation Information
stores information. This is processed for each
employee.
Workers Compensation
stores the WC premium calculated during
processing of each employee
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Chapter 21 - Page 3
WC Insurers
WC Insurers
Monopolistic states require you to use their own
agency as your insurer
Competitive states allow you to choose between
private insurers and the state agency to fund WC
programs
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Government
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Chapter 21 - Page 4
WC Codes and Rates
WC Codes and Rates

You associate a states WC codes with an insurers
default rates
Default rates apply when no location is specified
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Chapter 21 - Page 5
Workers Compensation Liability
Workers Compensation Liability

Maintain specialized information to determine your
liability
Associate your jobs with state WC work
classification codes
Associate state WC classification codes with WC
insurance premium rates
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Chapter 21 - Page 6
Additional Elements/Modifications Required
Additional Elements/Modifications
Required
Consider additional WC elements, new formulas, or
formula modifications if your enterprise has:
Multiple GREs in different states, with different
insurers
Employees working in states with unique rules
governing the makeup of employees payroll
exposure or in states with nonstandard modifiers
for the WC premium calculation
GREs in Washington or Oregon where employees
as well as employers must pay WC premiums or
fees
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Chapter 21 - Page 7
Practice: Workers Compensation Codes and Rates
Practice: Workers Compensation

Codes and Rates
provided, to define Workers Compensation
Codes and Rates
Use your local Super HRMS Manager
responsibility
1. (N) Work Structure > Job > Workers Compensation Rates
2. (N) Work Structure > Job > Workers Compensation Codes
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Online Help
1 & 2 For details on how to complete the Workers Compensation Rates and Codes Windows
please refer to the online Help path :
Oracle HRMS > Oracle HRMS US > Payroll Definition > Workers Compensation >
How To > Entering WC Codes, Exposure Rules and Surcharges
3. For details on how to complete the Organization window please refer to the online Help path
:
Applications Help Library > Oracle HRMS Applications > Oracle HRMS >
Oracle HRMS Global > Organization Management > How To >
Create Organizations > Create an Organization
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Chapter 21 - Page 8
Work Structures
Chapter 22
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Work Structures
Chapter 22 - Page 1
Work Structures
Work Structures
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Work Structures
Chapter 22 - Page 2
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Modules
Modules
The following modules were covered in Work
Structures:
Module 1 - Overview of Enterprise Work Structures
Module 2 - Defining Common Data
Module 3 - Setting up Business Groups, Locations
and Organizations
Module 4 - Representing Financial Report Structures
Module 5 - Representing Legal & Government
Reporting Structures (US)
Module 6 - Representing Grades and their
Relationship to Pay
Module 7 - Representing Jobs and Positions
Module 8 - Setting up Workers Compensation (US)
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Work Structures
Chapter 22 - Page 3
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Summary
Summary
In this eClass you should have learned how to:
Recognise different types of enterprise

business models and explain how to represent
these in Oracle HRMS
Describe the work structure components and
understand their use in Oracle HRMS
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Work Structures
Chapter 22 - Page 4
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Instructor Demonstrations
and Practice Solutions
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Defining Common Data Instructor Demonstrations and Practice Solutions

Chapter 23 - Page 1
Defining Common Data Instructor Demonstrations and Practice

Solutions
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Chapter 23 - Page 2
Instructor Demonstration
Defining the People Group Key Flexfield Structure
This demonstration and practice reinforces your ability to define a structure and segments for the
Position key flexfield.
Business Scenario
This practice reinforces your ability to define the People Group key flexfield.
Remember to prefix the structure name with your unique group number.
The details of the flexfield are as follows:
Segments
No.
Name
Validation
Type
Union
Independent
2
3
Medical Plan
Stock Purchase
Independent
None
Source of
Information
Table
Description
In this scenario there are only two values
USWU and Non-Union.
List of values.
An employee can contribute between 1%
and 15% of net pay.
This segment uses the values, which have
been defined for the Lookup Type
REC_TYPE to record the source of the
applicant.
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Value Sets
Values for Medical Plan
1
2
3
4
5
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Description
Employee only
Employee + 1
Employee + 2
Employee + 3
Employee + Family
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Hint: You will need the following details to complete the setting up of the Value Set for
Source of Information.
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Table Application
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Table Name
Value Column
Meaning Column
Where/order by
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Application Object Library
FND_COMMON_LOOKUPS
LOOKUP_CODE
Meaning
Where Lookup Type=REC_TYPE

Chapter 23 - Page 3
Instructor Demonstration and Practice Solution

Defining the People Group Key Flexfield Structure
1. Navigate to the Key Flexfield Segment window using the System Administration
responsibility:
2. Run a query with the following criteria in the Flexfield Title Field:
People%
Note: This retrieves all previously defined structures
3. Select an empty row in the Structures region to create a new structure.
Note: If an empty row does not appear, click in an existing structure and choose the New
button from the menu bar.
4. Enter xx People Group Flexfield in the Title Field (where xx represents your unique group
id number)
Note: Make sure that the Freeze Flexfield Definition box is unchecked, since you are
creating a new flexfield.
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5. Save your work.

6. Choose the Segments button.
7. Choose the selector to add a new segment.
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8. Enter Union as the name of the first segment, and a description if required.
9. Enter a column for the segment.
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10. Enter a number for the segment.
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11. Check the enabled, displayed and Index boxes.

12. Select the Value Set button once you are on the Value Set field.
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13. Define a new Value Set with the following details:

Name = xxUnion Name (where xx is your unique group number)
Format Type = Char
Maximum Size = 30
Validation type = Independent.
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14. Save the value set.


Chapter 23 - Page 4
15. Return to the segment window and choose the value set you have just created.
16. Select a Default Type of Constant.
17. Select a Default Value.
18. Uncheck the required checkbox, unless you want to force users to complete this field.
19. Save your work.
20. Close this window to return to the Segments Summary window.
21. Go to the next row and enter the following details for segment 2.
23. Enter Medical Plan as the name of the second segment, and a description if required.
Name = xx Medical Plan (where xx is your unique group number)
Format Type = Char
Maximum Size = 10
Validation type = Independent
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32. Select the Default Value.
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34. Save your work.
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37. Enter Stock Purchase as the name of the third segment, and a description if required.

Chapter 23 - Page 5

Name = xx Stock Purchase (where xx is your unique group number)
Format Type = Number
Maximum Size = 2
Validation type = None
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48. Save your work.

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51. Enter Source of Information as the name of the fourth segment, and a description if
required.
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Name = xx SOI (where xx is your unique group number)
Format Type = Char
Maximum Size = 30
Validation type = Table
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57. Select the Edit Information button.

Chapter 23 - Page 6
58. Enter the relevant table information for Source of Information.

60. Return to the segment window and choose the value set you have just created
64. Save your work.
65. Return to the Key Flexfield Segments window and in the structure region check the
Freeze Flexfield Definition box. Acknowledge the message that appears after reading it.
66. Check the Allow Dynamic Inserts check box.
67. You can now select the compile button and compile your People Group Key Flexfield.
Adding Values to Value Sets
1. Navigate to the Segment Values window using the System Administration responsibility:
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(N) Application > Flexfield > Key > Values
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2. Query the Value Set you defined for Region and enter the list of values given for Medical
Plan.
3. Save your work.
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Chapter 23 - Page 7
Define the Personal Analysis Key Flexfield
This demonstration and practice reinforces your ability to define a structure and segments for the
Personal Analysis key flexfield, also known as Special Information Types
Business Scenario
The objective of this exercise is to set up a personal analysis key flexfield structure for AB
Shoes, which can be used to hold details of company cars for reporting and administrative
purposes. Before you can enter actual details for people you need to define the structure of this
key flexfield and link it to your business group.
Remember to prefix the structure name with your unique group number.
The details of the flexfield are as follows:
Segments: Company Car Details
No.
1
2
3
4
Name
Validation Type
Car Make
Car Model
Registration
Lease Start
Date
Independent
Independent
None
None
Description
List of values.
Users can enter dates in

the following format:
DD-MON-YYYY
Value Sets
Valid Values
for Car Make
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Audi
Valid Values
for Car Model
BMW
A4
A6
3181
325
Mercedes
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C200
E220
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Saab
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Chapter 23 - Page 8
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Defining the Personal Analysis Key Flexfield Structure
1. Navigate to the Key Flexfield Segment window using the System Administration
responsibility:
2. Run a query with the following criteria in the Flexfield Title field:
Personal%
Note: This retrieves all previously defined structures.
3. Select an empty row in the Structures region to create a new.
Note: If an empty row does not appear, click in an existing structure and choose the New
button from the menu bar.
4. Enter xx Company Car Details in the Title field (where xx represents your unique group
id number)
5. Select the Allow Dynamic Inserts box.
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Note: Do not select the Freeze Flexfield Definition as you are creating a new flexfield.
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6. Save your work.

7. Choose the Segments button.
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9. Enter Car Make as the name of the first segment, and a description if required.
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12. Check the Enabled, Displayed and Index boxes.
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Name = xx Car Make (where xx is your unique group number)
Format Type = Char
Maximum Size = 15
Validation type = Independent (This will allow the value set to have a valid list of
values
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Chapter 23 - Page 9

20. Save your work.
21. Close this window to return to the Segment Summary window.
24. Enter Car Model as the name of the second segment, and a description if required.
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30. Name = xxCar Model (where xx is your unique group number)
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31. Format Type = Char

32. Maximum Size = 15
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33. Validation type = Independent

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39. Save your work.

42. Enter Registration as the name of the third segment, and a description if required.
48. Name = xxRegistration (where xx is your unique group number)
51. Validation type = None
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57. Save your work.
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60. Enter Lease Start Date as the name of the fourth segment, and a description if required.
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66. Name = xxCar Model (where xx is your unique group number)
69. Validation type = None
72. Save your work.
73. Return to the Key Flexfield Segments window and in the structure region check the
Freeze Flexfield Definition box. Acknowledge the message that appears after reading it.
74. Check the Allow Dynamic Inserts checkbox.
75. You can now select the compile button and compile your Personal Analysis Key
Flexfield.
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Practice
Extra Information Types - Questions
Introduction
This practice reinforces your knowledge of Extra Information Types.
Questions
1. Explain what an Extra Information Type is?
2. Name the 6 important entities in HRMS that have EITs.
3. Give some examples of when you might consider using EITs?
4. What access restrictions can you impose on EITs?
5. EITs and Special Information Types both exist for extending personal information in
Oracle HRMS. What performance advantages do EITs have over Special Information
Types?
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Practice Solution
Extra Information Types - Answers
1. Extra Information Types are a type of descriptive flexfield that let you define a complete
set of information and segments, not just 30 unrelated segments.
You can have many records of each EIT for every main record.
You can define EITs for several important entities, not just for People.
2. Locations, Organizations, Jobs, Positions, People, Assignments
3. To capture country specific details for a person or an assignment for expatriate employees.
To capture company or division specific information when you have multiple companies
in the same business group. To capture additional job or position details for job posting.
4. You can restrict access to Extra Information Types by not including the windows in the
menus and taskflows for a responsibility or by using CustomForm with Taskflow security
to restrict access to specific types of information. For example. You might have some
users who should never see any EIT for people while other users have access to one EIT
but not all.
You can also restrict access at responsibility level to sets of EITs as part of a role-based
security model. For example. You might want a recruitment manager to have access to
some EITs for people, others for assignment, and another set for jobs or positions. The
easiest way to define this set of restrictions is by responsibility.
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Note: You must enable access at responsibility level before a user will see any EIT.
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5. EITs have performance advantages in online data entry and in batch data loading over
Special Information Types. This is an important large-scale implementation where you
store high volumes of data.
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Note: This is because the entry of any key flexfield combination checks to see if that
combination already exists. If it does, then the system points to that combination. If not,
then the system inserts the combination.
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Descriptive flexfields do not check for unique combinations.
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Practice Questions
Key and Descriptive Flexfield Overview
This practice reinforces your knowledge of flexfields and their features.
1. What are the six key flexfields in Oracle HRMS and which one can have many structures
in one business group?
2. Which of the six key flexfields belong to the Payroll product?
3. How many segments can you define in the HRMS key flexfields?
4. Which user key flexfield uses qualifiers and what do the qualifiers do?
5. What is the difference between descriptive and key flexfields?
6. What system feature determines the validation of values in a segment?
7. What are the four types of predefined validation? What does each of them represent?
8. What are the additional features of key flexfields?
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9. What is the purpose of cross-validation rules?

10. What is the purpose of shorthand aliases?
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11. What is the purpose of flexfield value security?

12. What is the purpose of dynamic insertion?
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Practice Solutions
Key and Descriptive Flexfield Overview Solution
1. Job, Position, Grade, Cost Allocation, People Group and Personal Analysis. You can have
many different Personal Analysis structures in the same business group.
2. The Cost Allocation and People Group key flexfields belong to Oracle Payroll.
3. You can define up to 30 segments in the HRMS key flexfields
4. The Cost Allocation key flexfield uses qualifiers to determine which windows you can
enter costing information.
5. A key flexfield defines a unique key combination to identify jobs, positions and grades. It
is used to configure the system to meet different business needs. Key flexfields can also
be used to store additional information such as people group or special information types.
6. A descriptive flexfield can store additional information that does not already exist on a
delivered form. User descriptive flexfields can store only one value in each segment.
7. Value Sets determine the validation rules for information stored in a segment.
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8. The four types of validations available to value sets are as follows:

None: Any information can be entered into the segment as long as it is within the
characteristics of the value set.
Independent: A user-defined list defines the values for the segment.
Dependent: The values of the segment are linked to the values of a related segment.
Table: The list of values for the segment is taken from a table of values that already
exist.
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9. The additional features of key flexfields are cross-validation, dynamic insertion, shorthand
aliases, and flexfield security.
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10. The purpose of cross-validation is to ensure that only certain code combinations can be
entered into the system. It maintains data integrity.
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11. Shorthand aliases provide a word or phrase that represents a partial or complete code
combination. They save time.
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12. The purpose of flexfield security is to restrict access to a particular value or a range of
values within a segment.
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13. Dynamic insertion enables the system to insert a new unique combination as a valid value.
It often works with cross-validation rules.

Defining Lookup Types and Values
The purpose of this demonstration is to show you how to define Lookup Types and Values.
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Defining Lookup Types and Values
1. Navigate to the Application Utilities Lookups window using your local Super HRMS
(N) Other Definitions > Lookup Tables
Define Lookup Types
2. Define two new Lookup Types:
Type
Meaning
Access Level
User Name
XxAgencies
XxAgencies
User (Default)
Default User
XxVacation
XxVacation
User (Default)
Super User
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3. Select the application with which you want to associate the Lookup Type.
4. Save your work.
Enter Lookup Values

5. Enter the following information for the new lookup types.
Lookup Type
Code
XxAGENCIES
xxHR
xxHeart Fund
XxAGENCIES
xxUW
xxUnited Way
XxAGENCIES
xxHS
xxHumane
Society
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6. Save your work.
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Meaning
Description
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xxHeart Fund
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xxUnited Way
xxHumane Society
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Start Date
01-JAN1990
01-JAN1990
01-JAN1990
7. Query the Vacation lookup Type, and enter the following information:

To Date
Blank
Blank
Blank
Lookup Type
Code
XxVACATION
Meaning
xxAV
Description
xxApproved
Start Date
xxApproved
01-JAN1990
To Date
Blank
8. Save your work.

9. Query ABSENCE_REASON Lookup Type.
Note: Before you can add a new value, you must click in one of the existing values to
activate it.
10. Enter the following values:
Lookup Type
Code
Meaning
ABSENCE_REASON xxVAC
Description
xxVacation
Start Date
xxVacation
01-JAN1990
To Date
Blank
11. Save your work.

12. Query US_PAYMENT Lookup Type.
Lookup Type
Code
Meaning
Description
US_PAYMENT
xxER
xxExpense
Reimbursement
xxExpense
Reimbursement
14. Save your work.

15. Query US_IMPUTED_EARNINGS Lookup Type.
Lookup Type
Code
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US_IMPUTED_EARNINGS
Meaning
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To Date
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01-JAN1990
Blank
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Description
xxSO
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17. Save your work.
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Start Date
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Start Date
01-JAN-1990
To Date
Blank
Defining Exchange Rates
Introduction
This practice reinforces your ability to define exchange rates.
For your payroll, define an exchange rate of US Dollars - British Pound Sterling at a rate of
USD1.45 to GBP1.00.
Before you define an exchange rate, you must set up the conversion rate types for HRMS.
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Defining Exchange Rates
1. Navigate to the GL Daily Rates window using your local Super HRMS Manager
responsibility.
(N) Payroll > GL Daily Rates
2. Change the Currency To entry to Pound Sterling.
3. Enter a Currency From value of USD.
4. Enter the date from which this becomes the active exchange rate.
5. Enter the type of conversion.
6. Enter exchange rate to be used in this conversion.
7. Click in the remaining field to automatically populate the return exchange rate.
8. Save your work.
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Work Structures Case Study

Business Scenario
Introduction
This section provides you with the general business scenario for AB Shoes that lies behind the
demonstrations and labs for defining work structures. This information should help you to see
the individual labs in the context of a complete business operation and help you to understand
how the labs were designed.
Working individually or within groups assigned by your instructor you should read the following
and determine answers to the questions.
Business Scenario Company Profile
AB Shoes Corporation is a division of AB Inc. - a diversified multinational corporation with
operations in manufacturing, retail, finance, consulting, and entertainment industries.
AB Shoes, formerly Panzanelli Shoes, opened its first store in New York on Feb 1, 1979.
Rapid expansion through the 1980s led to a chain of stores across the US. In the early 1990s the
company expanded into Europe through a series of acquisitions. Panzanellis was acquired by
AB Inc. in 1995 and renamed AB Shoes Corporation with new global management and
compensation structures in line with the rest of AB Inc. AB Shoes has its World and US
Regional Headquarters in New York, with European Headquarters in London.
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AB Shoes Corp. has purchased Oracle HRMS and now wants to implement the system to support
all of its global and local operations. If this implementation is judged successful it may lead to
further implementations in the other divisions of AB Incorporated.
AB Shoes Corp (US)
US Operations
Headquarters in New York
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AB Shoes (US) maintains a central warehouse and distribution center in Wisconsin that supplies
shoes and leather goods to all other AB locations in the US.
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There are three US Sales Regions: AB Shoes West in Las Vegas; AB Shoes Midwest in
Columbus; and AB Shoes East in Boston.
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All employees of AB Shoes receive their paychecks from AB Shoes Corp. AB shoes has hired a
third-party administrator, called Great Benefits in Cleveland, to handle its health-care benefits.
AB shoes needs to run its Equal Employment Opportunity (EEO) report based on AB Inc.
information in a consolidated report for all of their organizations.
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Currently, one Senior Vice President oversees the North American division for US and Canada
with planned expansion to several Latin and South American countries.

Finance
The accounting department requires the transfer of certain payroll and budget costs to GL in line
with a global cost center structure for AB Inc. that covers all companies and organizations.
Accounting would like to track costs by company, by cost center, account code, and project or
product code.
Additionally, they would like to see a breakdown of tax costs by state, city, county, and school
district.
Compensation
Executives and managers are salaried employees with separate grade-pay structures to cover
differences in compensation for level and geography. Warehousing stock clerks and retail sales
associates are paid within hourly ranges. Stock clerks belong to the United Stock Workers
Union who negotiate annually to set rates of pay for employees in their union. Stock clerks are
automatically entitled to annual grade step increments within their pay scale. Every three years
the union also negotiates for changes in vacation, sick pay, and overtime.
Sales associates in retail stores are entitled to earn commission in addition to their regular wages.
Wage rates for sales associates vary by grade and are updated annually.
Annual bonuses for managers are calculated in January and paid at the end of February. Sales
and stock clerk associates are eligible for a bonus if AB turns a profit in the preceding financial
year.
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All employees accrue vacation time at the rate of 40 hours for the first year, 80 hours for the next
four years, and 120 hours from five years of service forward. These values are automatically
pro-rated for employees who work part-time. There is no maximum amount that can be carried
over.
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All AB executives and store managers are entitled to receive company cars.
AB Inc. offers an employee stock-purchase plan for all employees. Employees can choose to
deduct any amount from 1% to 15% of their pay toward stock-purchase.
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Additionally, stock options are awarded on a discretionary basis to those associates who have
exceeded sales quotas. The company will record stocks that the associates sell.
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AB Shoes runs a United Way campaign every November with contributions to be deducted from
the February 15 paycheck of the following year. In the absence of a self-service enrollment
option, local managers record individual employee contributions on a spreadsheet that is
provided to the Payroll Department who submit this through a batch process. Associates can
choose a one-time deduction or can spread the contributions over each paycheck until the end of
the year.
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There are several agencies associated with the United Way and AB Shoes will match
contributions to the American Heart Society.

The company is offering a Preferred Provider Organization (PPO) medical plan for the following
categories: Employee only, Employee + 1, Employee + 2, Employee + 3, Employee + Family; it
will offer a dental and vision plan in the future. Each employee must choose one of the preferred
hospitals associated with this medical plan (Chicago Hope, Wisconsin Central, Boston Hospital,
Buckeye Memorial Hospital, or Las Vegas Healthcare).
AB Shoes Corp.
UK Operations
AB Shoes (UK) has a London HQ, with a warehousing and distribution center located in
Manchester. There are three regional sales centers: AB Shoes North - Manchester; AB Shoes
South-London and AB Shoes Scotland - Edinburgh.
AB Shoes offers all employees private health care options and works with a third-party health
care group, Great Benefits (UK) to administer employee health checks.
Currently, one Vice President based in London oversees the entire UK operation. AB Shoes are
currently discussing options to establish an integrated European management structure to cover
all European operations.
Finance
The accounting department requires the transfer of certain payroll and budget costs to GL in line
with a global cost center structure for AB Inc. that covers all companies and organizations.
Accounting would like to track costs by company, by cost center, account code, and project or
product code.
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Compensation
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Executives and managers are salaried employees with separate grade-pay structures to cover
differences in compensation for seniority and geography.
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Warehousing stock clerks and retail sales associates are paid within hourly ranges. Stock clerks
belong to the United Stock Workers Union who negotiates annually to set rates of pay for
employees in their union. Stock clerks are automatically entitled to annual grade step
increments within their pay scale. Every three years the union also negotiates changes in
vacation, sick pay, and overtime entitlements.
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Sales associates in retail stores are entitled to earn commission in addition to their regular wages.
Wage rates for sales associates vary by grade and are updated annually.
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Annual bonuses for managers are calculated in January and paid at the end of February. Sales
and stock clerk associates are eligible for a bonus if AB turns a profit in the preceding financial
year.
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All employees accrue vacation time at the rate of 40 hours for the first year, 80 hours for the next
four years, and 120 hours from five years of service forward. These values are automatically
pro-rated for employees who work part-time. There is no maximum amount that can be carried
over.
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All AB executives and store managers are entitled to a company car.

AB Inc. offers an employee stock-purchase plan for all employees. Employees can choose to
deduct any amount from 1% to 15% of their pay toward stock-purchase.
Additionally, stock options are awarded on a discretionary basis to those associates who have
exceeded sales quotas. The company will record stocks that the associates sell.
AB Shoes runs a charitable giving campaign every January to encourage employees to enroll in
GAYE - Give As You Earn, with contributions to be deducted from the first paycheck of the
following tax year. Employees can choose to contribute a fixed amount or a percentage of pay
each pay period.
To encourage employees to contribute, AB Shoes will match any employee contributions to the
United Kingdom Heart Foundation.
The company offers a choice of coverage in a private medical plan with BUPA: Employee only,
Employee + 1, Employee + 2, Employee + 3, or Employee + Family. Each employee must
choose one of the preferred hospitals associated with the medical plan (Manchester Hope,
London Central, Bristol Hospital, Norwich Memorial Hospital, Plymouth Healthcare).
The company will offer a dental and vision plan in the future.
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Business Scenario Questions (US)

1. Draw an organization chart to reflect the structures of AB Inc and AB Shoes.
2. How many business groups will there be?
3. How many locations and organizations (external and internal) will there be for AB Shoes
(US)?
4. What effective date will you use when you set up your HRMS structures?
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Business Scenario (US) Solution

At least two: AB Shoes Corporation US and AB Shoes Corporation UK
2. How many US locations and organizations will there be (internal and external)?
Locations: New York, Wisconsin, Las Vegas, Columbus, Boston and Cleveland (external)
Organizations: AB Shoes West, AB Shoes Midwest, AB Shoes East and Great Benefits
(external)
3. What effective date will you use to set-up your US HRMS structures?
01-Jan-1995
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Business Scenario Questions (UK)

1. Draw an organization chart to reflect the structures of AB Inc and AB Shoes.
3. How many locations and organizations (external and internal) will there be for AB Shoes
(UK)?
4. What effective date will you use when you set up your HRMS structures?
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Business Scenario (UK) Solution

At least two: AB Shoes Corporation UK and AB Shoes Corporation US
2. How many locations, organizations (internal and external) will there be for AB Shoes
(UK)?
Locations: London HQ, Manchester, Edinburgh, and London (external)
Organizations: AB Shoes North, AB Shoes Scotland, AB Shoes South and Great Benefits
(external)
3. What effective date will you use to set-up your HRMS structures?
01-Jan-1995
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Setting up Business Groups,

Locations, and Organizations
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Chapter 24
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Chapter 24 - Page 1
Setting up Business Groups, Locations, and Organizations

Instructor Demonstrations and Practice Solutions
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Chapter 24 - Page 2
Instructor Demonstration (US)

Creating a US Business Group for AB Inc
Business Scenario
From the AB Shoes business scenario in an earlier practice you should be able to identify that
AB Shoes Corporation (US) is an operating division of AB Inc. which is headquartered in the
US. AB shoes needs to run its Equal Employment Opportunity (EEO) report based on AB Inc.
information in a consolidated report for all of their organizations.
To support this need and for future expansion to include other divisions, AB Inc. will be the
business group for your US based operations. AB Shoes Corporation is an organization in the
same business group. AB Shoes (UK) will be defined in a separate business group to support
UK payroll, tax and legislative reporting needs.
AB Inc has decided to allocate employee and applicant numbers automatically.
You must use the appropriate xx structures for the Job, People Group, Grade, Position and Cost
Allocation key flexfields, (where xx is your unique group number).
Make sure that you also enter Tax Detail References for your business group.
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Chapter 24 - Page 3

Creating a US Business Group for AB Inc
1. Navigate to the Organization window using your local Super HRMS Manager
responsibility:
2. Enter xxAB Inc. in the name field (where xx is your unique group number).
3. Select a user-defined organization type from the list of values.
4. Enter 01-JAN-1990 in the from date field.
5. Select Internal from the list of predefined values to allow employee assignments to this
organization.
6. Save your work.
Classifying a Business Group
7. Select business group in the Organization Classification Name field from the list of
values.
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8. Select the enable box.
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9. Save your work.

10. Choose the Others button.
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11. Double-click on Business Group Information.

12. Click in the second field to open the window.
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13. Enter a short name for the business group.
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14. Select Automatic as the option for employee number generation.

15. Select Automatic as the option for applicant number generation.
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16. Select the appropriate Flexfield structures for your group number.
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17. Select United States from the list of values for the legislation code.
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18. Select USD from the list of values for the currency.
19. Click the OK button.
Chapter 24 - Page 4
20. Save your work.

21. Choose the others button again.
22. Double-click on Work Day Information to enter default information for all employees in
this business group.
23. Click the OK button and Save your work.
24. Choose the Others button again.
25. Select Tax Details References to enter the appropriate Federal, State and local tax default
information for your business group.
26. Save your work.
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Chapter 24 - Page 5
Granting Users access to a New Business Group
Introduction
The security model in Oracle HRMS means that you must grant a user access to a business group
before you can define any details within that business group.
This demonstration and practice reinforces your ability to grant users access to your new
business group using a new Responsibility.
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Chapter 24 - Page 6

1. Navigate to the Responsibilities window using your System Administrator responsibility:
(N) Security > Responsibility > Define
2. Enter xx Super HRMS Manager as the new responsibility name (where xx represents your
initials).
3. Select Oracle Human Resources in the application field.
4. Enter a responsibility key name and a description for the new responsibility.
5. Enter an effective date of 01-JAN-1990.
6. Select Oracle Applications to signify that this responsibility applies to the professional
user interface.
7. Select Standard and Oracle Human Resources in the Data Group region
8. Select your local SHRMS Navigator menu in the Menu field.
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9. Select your local HRMS Reports & Processes and Oracle Human Resources in the
Request Group region.
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10. Save your work.

Set User Profile Options
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You must set at least two user profile options for this new Responsibility.
If you are using standard security - Security Groups Enabled = No, then you must assign the
Security Profile to the Responsibility and the Responsibility to a User as System Administrator
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If you are using Security Groups Enabled = Yes, then you must assign the Security Profile and
the Responsibility to a User as the Super HRMS manager.
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1. Navigate to the System Profile Values window using your System Administrator
responsibility:
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(N) Profile > System
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2. Check the display box for Responsibility and enter the name of your new responsibility.
3. Enter HR:Security Profile as the profile name and click the Find button.
Chapter 24 - Page 7
4. Enter the security profile with the same name as your new business group.
Note: The system automatically creates a view all security profile whenever you define a
new business group. After you have setup all the work structures in your business group
you can define restricted security profiles using organization and position hierarchies, and/or
payrolls.
5. Save your work.
6. Return to the Find window and find a new profile
7. Enter HR:User Type as the profile name and click the Find button.
8. Enter HR with Payroll User as the value for user type.
Note: This means that you can see and enter fields on all HRMS windows
9. Save your work.
11. Enter Help Localization Code as the Profile name and click the Find button.
12. Enter the appropriate territory or vertical code as the value for user type. US for USA or
GB for UK.
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Note: This value is free format to allow for vertical and custom extensions to local versions
of user help.
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Chapter 24 - Page 8
Assign New Responsibility to an Application User

1. Navigate to the User window using your System Administrator responsibility
(N) Security > User > Define
2. Query your own application username - the one you used to log on to the system
3. Insert your xx Super HRMS Manager responsibility from the list of values in a new line in
the responsibility region.
4. Save your work and exit the window.
5. Choose the File - Switch Responsibility menu option to bring up the list of responsibilities
you have access to.
6. Select the new responsibility to sign on to the new business group.
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Chapter 24 - Page 9
Defining US Locations
Introduction
Locations define worksites for operational and tax reporting purposes.
This practice reinforces your ability to set up locations.
Business Scenario
Create the following locations, prefixing each location with your unique group number.
Note: You can define local and international worksites for one business group or to be
shared across all business groups. (Controlled by HR:Cross Business Group user profile).
Your company will have 7 locations with the following addresses:
AB Shoes, Inc.
44 Apples Way
New York, NY 10188
AB Shoes Warehouse
Great Benefits
540 Dairy Way

Sheboygan, WI 53081
AB Shoes
1401 Elm Street

Dallas, TX 75201
AB Shoes West
959 North Michigan Ave.

Chicago, IL 60601
AB Shoes Midwest
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100 Buckeye Road

Columbus, OH 43287
777 Gamblers Gulch

Las Vegas, NV 89100
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AB Shoes East
4534 Tea Party Circle

Boston, MA 02100
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Defining US Locations
1. Navigate to the Location window using your own Super HRMS Manager responsibility:
2. Type in the name of your location prefixing it with your unique group number.
3. Type in a description for your location.
4. Select the appropriate address style for local addresses.
5. Enter the address of your location.
6. Save your work.
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Defining US Organizations
Your enterprise has six internal organizations. They are represented as follows:
Note: Remember that AB Shoes, Inc. has already been classified as a business group, so you can
requery the record and add any other classifications that apply.
All of the companies have the same work schedule of 8-8-8-8-8-0-0
Organizations
Business Group
HR Organization
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AB Shoes, Inc.
AB Shoes Corporation
US
AB Shoes Warehouse
AB Shoes Midwest
AB Shoes West
AB Shoes East
X
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Defining US Organizations
Navigate to the Organization window using your own Super HRMS Manager responsibility
1. Navigate to the Organization window.
2. Enter a unique name for each organization in the Name field.
3. Select the appropriate user defined type of organization from the list of values.
4. Select the appropriate location for each organization.
5. Save your work.
6. Select the Organization Classification of HR Organization from the list of values.
7. Click the Enable button.
8. Save your work.
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9. Continue to the Others area of information to enter default information for each
organization.
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Entering Work Hours

1. Select Work Day Information.
2. Enter the appropriate work hours for this organization.
3. Click OK.
4. Save your work.
5. Click Others.
6. Select Work Schedule.
7. In the Schedule Table field, select Company Work Schedule from the list of values.
8. In the Schedule Name field, select 1 Schedule 8-8-8-8-8-0-0.
9. Click OK.
10. Save your work.
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Creating an Organization Hierarchy
Business Scenario
Organization hierarchies show the different management reporting relationships that can exist
within an enterprise. You will also use hierarchies for government reporting and defining
security profiles.
Create a hierarchy in the system that reflects the organization chart for AB Shoes.
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1. Navigate to the Organization Hierarchy window using your own Super HRMS Manager
responsibility:
2. Enter AB Shoes Main Hierarchy as the new hierarchy name.
3. Check the Primary Hierarchy box.
4. Save your work.
5. Enter 1 as the version number.
6. Enter the version date as 01-JAN-1990.
7. Save your work.
8. In the Organization region, query the top level organization for your hierarchy.
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Note: Use AB Shoes Inc. for the US business group and AB Shoes Corporation (UK) for the
UK.
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If you were setting both of these businesses up in the same system you could define a global
hierarchy to include organizations from all regions for management reporting. Your ability to do
this is controlled by the setting of the HR:Cross Business Group user profile.
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1. Click in the Subordinates boxes and select the next level of reporting organizations.
2. Use the down arrow box to move to the next level of reporting.
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3. Save your work.

To enable position control:
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1. Query the organization hierarchy in the Name field.
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2. Check the Position Control box.
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3. Determine the level at which the position control begins.
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4.
Click the Top Node Enabled check box to set the level at the highest organization.
5. Choose an organization in the subordinate block and select Yes in the Position Control
block to set the level at a subordinate level.
6. Exclude an organization by choosing the organization in the Subordinates block and

select No from the Position Control block.
Note: Excluding the organization automatically excludes its subordinates.
7. Save your work.
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Assigning Employees to Organizations
Introduction
The purpose of this practice is to check that you can hire and assign employees to the
organizations that you have defined.
Business Scenario
Hire an employee to work in one of the AB Shoes organization with a hire date of 01-MAR2000.
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1. Navigate to the People window using your own Super HRMS Manager responsibility:
2. Click on the Find button.
3. The system should tell you that no people exist in your business group.
4. Click on the New button to enter a new employee.
5. Set your effective date to 01-MAR-2000.
6. Enter Name and personal details for a new employee with a hire date of 01-Mar-2000.
7. Save your work.
8. Click on the Assignment button to open the assignment window.
9. An assignment to the business group is created by default when you hire an employee.
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10. In the Organization field open the list of values. All of the organizations you created
should be displayed in the list. Select one and save your choice as a correction.
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You have completed the practice if all of your organizations appear in the list and you can save
an employee assignment.
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Hints: If an organization does not appear in the list or you cannot save the assignment, check
the following:
Effective date of the organization is before the hire date of the employee.
The organization has the classification of HR Organization enabled.
The organization is of the type Internal.
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Instructor Demonstration (UK)

Creating a UK Business Group for AB Shoes
Business Scenario
From the AB Shoes business scenario in an earlier practice you should be able to identify that
AB Shoes Corporation (UK) is a separate operating company within AB Shoes Corporation
which is headquartered in the US.
AB Shoes Corporation (UK) is defined as a separate business group to support UK payroll, tax
and legislative reporting needs.
AB Shoes Corporation (UK) has decided to allocate employee and applicant numbers
automatically.
You must use the appropriate xx structures for the Job, People Group, Grade, Position and Cost
Allocation key flexfields, (where xx is your unique group number).
Make sure that you also enter Tax Detail References for your business group.
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Creating a UK Business Group for AB Shoes
1. Navigate to the Organization window using your local Super HRMS Manager
responsibility:
2. Enter xxAB Shoes Corporation (UK) in the name field (where xx is your unique group
number).
3. Select a user-defined organization type from the list of values.
4. Enter 01-JAN-1990 in the from date field.
5. Select Internal from the list of predefined values to allow employee assignments to this
organization.
6. Save your work.
Classifying a Business Group
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7. Select business group in the Organization Classification Name field from the list of
values.
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8. Select the enable box.

9. Save your work.
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11. Double-click on Business Group Information.
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12. Click in the second field to open the window.
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13. Enter a short name for the business group.
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14. Select Automatic as the option for employee number generation.
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15. Select Automatic as the option for applicant number generation.
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16. Select the appropriate Flexfield structures for your group number.
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17. Select United Kingdom from the list of values for the legislation code.
18. Select GBP from the list of values for the currency.
19. Click the OK button.
20. Save your work.

22. Double-click on Work Day Information to enter default information for all employees in
this business group.
23. Click the OK button and Save your work.
25. Select Tax Details References to enter the appropriate tax default information for your
business group.
26. Save your work.
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Granting Users Access to a New Business Group
Introduction
The security model in Oracle HRMS means that you must grant a user access to a business group
before you can define any details within that business group.
This demonstration and practice reinforces your ability to grant users access to your new
business group using a new Responsibility.
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1. Navigate to the Responsibilities window using your System Administrator responsibility:
(N) Security > Responsibility > Define
2. Enter xx Super HRMS Manager as the new responsibility name (where xx represents your
initials).
3. Select Oracle Human Resources in the application field.
4. Enter a responsibility key name and a description for the new responsibility.
5. Enter an effective date of 01-JAN-1990.
6. Select Oracle Applications to signify that this responsibility applies to the professional
user interface.
7. Select Standard and Oracle Human Resources in the Data Group region
8. Select your local SHRMS Navigator menu in the Menu field.
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9. Select your local HRMS Reports & Processes and Oracle Human Resources in the
Request Group region.
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10. Save your work.

Set User Profile Options
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You must set at least two user profile options for this new Responsibility.
If you are using standard security - Security Groups Enabled = No, then you must assign the
Security Profile to the Responsibility and the Responsibility to a User as System Administrator
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If you are using Security Groups Enabled = Yes, then you must assign the Security Profile and
the Responsibility to a User as the Super HRMS manager.
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1. Navigate to the System Profile Values window using your System Administrator
responsibility:
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(N) Profile > System
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2. Check the display box for Responsibility and enter the name of your new responsibility.
3. Enter HR:Security Profile as the profile name and click the Find button.
4. Enter the security profile with the same name as your new business group.
Note: The system automatically creates a view all security profile whenever you define a
new business group. After you have setup all the work structures in your business group
you can define restricted security profiles using organization and position hierarchies, and/or
payrolls.
5. Save your work.
7. Enter HR:User Type as the profile name and click the Find button.
8. Enter HR with Payroll User as the value for user type.
Note: This means that you can see and enter fields on all HRMS windows
9. Save your work.
11. Enter Help Localization Code as the Profile name and click the Find button.
12. Enter the appropriate territory or vertical code as the value for user type. US for USA or
GB for UK.
13. Note: This value is free format to allow for vertical and custom extensions to local
versions of user help.
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Assign New Responsibility to an Application User

1. Navigate to the User window using your System Administrator responsibility
(N) Security > User > Define
2. Query your own application username - the one you used to log on to the system
3. Insert your xx Super HRMS Manager responsibility from the list of values in a new line in
the responsibility region.
4. Save your work and exit the form.
5. Choose the File - Switch Responsibility menu option to bring up the list of responsibilities
you have access to.
6. Select the new responsibility to sign on to the new business group.
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Defining UK Locations
Introduction
Locations define worksites for operational and tax reporting purposes.
Business Scenario
Create the following locations, prefixing each location with your unique group number.
Note: You can define local and international worksites for one business group or to be
shared across all business groups. (Controlled by HR:Cross Business Group user profile).
Your company has four locations with the following addresses:
AB Shoes London
44 Apples Way
London
L1 6YH
AB Shoes South
33 Stamford Street
London
SE1 7QH
AB Shoes North
540 Dairy Way

Manchester
M8 7FG
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AB Shoes Scotland
95 Lauriston Place
Edinburgh
EH3 9HZ
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Defining UK Locations
1. Navigate to the Location window using your own Super HRMS Manager responsibility:
2. Type in the name of your location prefixing it with your unique group number.
3. Type in a description for your location.
4. Select the appropriate address style for local addresses.
5. Enter the address of your location.
6. Save your work.
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Defining UK Organizations
Your enterprise has six internal organizations. They are represented as follows:
Note: Remember that AB Shoes, Inc. has already been classified as a business group, so you
can requery the record and add any other classifications that apply.
Organizations
Business Group
HR Organization
AB Shoes Corporation
UK
AB Shoes Warehouse
AB Shoes North
AB Shoes South
AB Shoes Scotland
Great Benefits (UK)
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X
X
X
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Defining UK Organizations
Navigate to the Organization window using your own Super HRMS Manager responsibility
1. Navigate to the Organization window.
2. Enter a unique name for each organization in the Name field.
3. Select the appropriate user defined type of organization from the list of values.
4. Select the appropriate location for each organization.
5. Select Internal or External for each organization.
6. Save your work.
7. Select the Organization Classification of HR Organization from the list of values.
8. Click the Enable button.
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9. Save your work.
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10. Continue to the Others area of information to enter default information for each
organization.
11. Save your work.
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Note: Remember that Great Benefits is a benefits provider and not an internal HR
Organization.
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Business Scenario
Organization hierarchies show the different management reporting relationships that can exist
within an enterprise. You will also use hierarchies for government reporting and defining
security profiles.
Create a hierarchy in the system that reflects the organization chart for AB Shoes.
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1. Navigate to the Organization Hierarchy window using your own Super HRMS Manager
responsibility:
2. Enter AB Shoes Main Hierarchy as the new hierarchy name.
3. Check the Primary Hierarchy box.
4. Save your work.
5. Enter 1 as the version number.
6. Enter the version date as 01-JAN-1990.
7. Save your work.
8. In the Organization region, query the top level organization for your hierarchy.
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Note: Use AB Shoes Inc. for the US business group and AB Shoes Corporation (UK) for the
UK.
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9. If you were setting both of these businesses up in the same system you could define a
global hierarchy to include organizations from all regions for management reporting.
Your ability to do this is controlled by the setting of the HR:Cross Business Group user
profile.
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10. Click in the Subordinates boxes and select the next level of reporting organizations.
11. Use the down arrow box to move to the next level of reporting.
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12. Save your work.
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Introduction
The purpose of this practice is to check that you can hire and assign employees to the
organizations that you have defined.
Business Scenario
Hire an employee to work in one of the AB Shoes organization with a hire date of 01-MAR2000.
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1. Navigate to the People window using your own Super HRMS Manager responsibility:
2. Click on the Find button.
3. The system should tell you that no people exist in your business group.
4. Click on the New button to enter a new employee.
5. Set your effective date to 01-MAR-2000.
6. Enter Name and personal details for a new employee with a hire date of 01-Mar-2000.
7. Save your work.
8. Click on the Assignment button to open the assignment window.
9. An assignment to the business group is created by default when you hire an employee.
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10. In the Organization field open the list of values. All of the organizations you created
should be displayed in the list. Select one and save your choice as a correction.
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You have completed the practice if all of your organizations appear in the list and you can save
an employee assignment.
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Hints
If an organization does not appear in the list or you cannot save the assignment,
check the following:
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Effective date of the organization is before the hire date of the employee.
The organization has the classification of HR Organization enabled.
The organization is of the type Internal.
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Using Application Data Exchange (ADE)
This demonstration guides you through the ADE process of exporting data. ADE enables
common desktop applications like word processors and spreadsheets to change, export and
upload data in Oracle HRMS.
You can select the ADE icon from the toolbar and export data, however you must query some
data before you can launch ADE.
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Representing Financial
Reporting Structures
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Representing Financial Reporting Structures Instructor Demonstrations and Practice Solutions

Chapter 25 - Page 1
Representing Financial Reporting Structures Instructor

Demonstrations and Practice Solutions
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Chapter 25 - Page 2
Entering and Reviewing Cost Allocation Information
The purpose of this demonstration is to show you where cost information is allocated in Oracle
HRMS. Details of how to set up the cost allocation key flexfield are provided in the Costing
module.
1. Navigate to the Payroll window using your local Super HRMS Manager responsibility
(N) Work Structures > Payroll > Define
Note: You are using this responsibility so that you can view the information for a
predefined business group. If you use your new responsibility you will not be able to view
any costing information until you setup the cost flexfield.
2. Move the cursor to the Costing field. The flexfield window should open to display the
segments that are enabled at the Payroll level for this Business Group.
3. Close the window and move the cursor to the Suspense Account field. The flexfield
window should open to display all the segments that are enabled for this Business Group.
Note: If you are running Oracle Payroll, the costing process will use the suspense account
values to allocate costs that have no values allocated within the system.
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4. Close the window.
5. Navigate to the Organization window using the local version of the Super HRMS
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6. Query an HR Organization and select the Costing window by clicking on the Other
button.
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7. Open the flexfield window to view or enter values for costing segments that are enabled at
the Organization level.
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9. Navigate to the Assignment window using the local version of the Super HRMS Manager
responsibility.
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(N) Person > Enter and Maintain
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10. Find an employee whose name begins with S%.

11. Navigate to the Costing window from the Assignment window

Chapter 25 - Page 3
(B) Assignment > Others > Costing

12. Open the flexfield window to view or enter values for costing segments that are enabled
at the Assignment level.
Note: You can enter multiple costing values at the assignment level to allocate costs for one
assignment to multiple cost codes. Each line is datetracked and the total allocation of costs
at all times must be 100%.
14. You could also navigate to the Element Link and Element Entry windows to view other
levels where you can enter cost information in Oracle HRMS. These are covered in more
detail in the module on Costing.
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Chapter 25 - Page 4
Representing Legal and

Government Reporting
Structures Instructor
Demonstrations and Practice
Solutions
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Chapter 26
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Chapter 26 - Page 1
Representing Legal and Government Reporting Structures

Instructor Demonstrations and Practice Solutions
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Chapter 26 - Page 2
Classifying HR Organizations
You have already defined your internal organizations.
You must add the following classifications for AB Shoes Inc. and AB Shoes Corp (US). Also
you should define and classify the Great Benefits external organization as a Benefits Carrier and
a Workers Compensation Carrier.
Organization
Benefits
Carrier
AB Inc.
AB Shoes
Corp (US)
Great
Benefits
Business
Group
GRE
HR
Organization
X
X
X
X
Workers
Comp
Carrier
Reporting
Establishment
Corporate
HQ
Note: Remember that Great Benefits is a benefits provider and not an internal HR
Organization.
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Chapter 26 - Page 3

Classifying HR Organizations
Setting Up Government Reporting Details for AB Inc.
1. Navigate to the Organization window using your own Super HRMS Manager
responsibility:
2. Query your own business group using xxAB %
3. Add Government Reporting Entity to the list of Organization Classification values.
4. Select the Enabled box.
5. Save your work.
7. Select Employer Identification and enter the following Employer Identification Number:
33-1278259.
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8. Click OK.
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9. Save your work.

10. Click Others.
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Chapter 26 - Page 4
Entering Tax Rules

1. Select Federal Tax Rules from the Others list.
2. Select Self Adjust from the list of values for the Social Security Self-Adjust Method.
3. Do the same for the FUTA ER Self Adjust Method.
4. Select Regular from the list of values for the Type of Employment field.
5. Select Flat Percentage for the Supplemental Calculation Method.
6. Click OK.
7. Save your work.
8. Choose Others.
9. Select Local Tax Rules.
10. Select Chicago, Illinois, Cook County from the list of values for the locality. Enter an
eight-digit locality ID number.
11. Repeat step 10 for the following localities:
Columbus, OH, Franklin County
New York, NY, New York County
Las Vegas, NV, Clark County
Sheboygan, WI, Sheboygan County
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12. Click OK.
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13. Save your work.

14. Choose Others.
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15. Select State Tax Rules from the Others list.
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16. Enter the state code of NY.
17. Enter the SUI ID: 90-4447777.
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18. Enter the SIT ID: 32-11-78259.
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19. Select Self Adjust Method for the SUIF and SDI Self Adjust Method fields.
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20. Enter SUI rate 1: .45

21. Select Federal Default in the Filing Status/Allowance Rate field.
Chapter 26 - Page 5
22. Enter the employer liability rate: .60

23. Enter the experience modification rate: 90
24. Enter the premium discount rate: 90
25. Select Flat Percentage Rate in the Supplemental Calculation Method field.
26. Click OK.
27. Save your work.
28. Choose Others.
Setting Up W-2 Reporting
1. Select W2 Reporting from the Others list.
2. Select Yes from the list of values for the W-2 Transmitter field.
3. Select IBM from the list of values for the Computer field.
4. Select Standard Label from the list of values for the Internal Labeling field.
5. Select 38000 CPI from the list of values for the Density field.
6. Select ASCII from the list of values for the Recording Code field.
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7. Enter 40 in the Blocking Factor field.

8. Click OK.
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9. Save your work.
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Adding Classifications for the GRE Organization
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1. Enter Reporting Establishment as the next classification.

2. Choose the others button and to see the additional information that can be completed for
VETS-100, EEO-1 and other government-required reporting. This is not necessary for the
Practices.
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3. Save your work.
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4. Enter Corporate Headquarters as the next classification.
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5. Save your work.

Setting Up Government Reporting Details for AB Shoes Corporation
Chapter 26 - Page 6
1. Click the Organization Name field and query your xx AB Shoes Corporation (US).
2. Add Government Reporting Entity to the list of Organization Classification values.
3. Check the Enabled box.
4. Save your work.
6. Select Employer Identification and enter the following Employer Identification Number:
33-1278259.
7. Click OK.
8. Save your work.
9. Choose Others.
Entering Tax Rules
10. Select Federal Tax Rules from the Others list.
11. Select Self-Adjust from the list of values for the Social Security Self-Adjust Method.
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12. Do the same for the FUTA ER Self Adjust Method.
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13. Select Regular from the list of values for the Type of Employment field.
14. Select Flat Percentage for the Supplemental Calculation Method.
15. Click OK.
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16. Save your work.

17. Choose Others.
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18. Select Local Tax Rules.
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19. Select Chicago, Illinois, Cook County from the list of values for the locality.
20. Enter an eight-digit locality ID number.
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21. Repeat step 20 for the following localities:

Columbus, OH, Franklin County
New York, NY, New York County
Las Vegas, NV, Clark County
Sheboygan, WI, Sheboygan County
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22. Click OK.

Chapter 26 - Page 7
23. Save your work.

24. Choose Others.
25. Select State Tax Rules.
26. Enter the state code of NY.
27. Enter the SUI ID: 90-4447777.
28. Enter the SIT ID: 32-11-78259.
29. Select Self Adjust Method for the SUIF and SDI Self Adjust Method fields.
30. Enter SUI rate 1: .45
31. Select Federal Default in the Filing Status/Allowance Rate field.
32. Enter the employer liability rate: .60
33. Enter the experience modification rate: 90
34. Enter the premium discount rate: 90
35. Select Flat Percentage Rate in the Supplemental Calculation Method field.
36. Click OK.
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37. Save your work.

38. Choose Others.
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Chapter 26 - Page 8
Setting Up W-2 Reporting

39. Select W-2 Reporting from the Others list.
40. Select Yes from the list of values for the W-2 Transmitter field.
41. Select IBM from the list of values for the Computer field.
42. Select Standard Label from the list of values for the Internal Labeling field.
43. Select 38000 CPI from the list of values for the Density field.
44. Select ASCII from the list of values for the Recording Code field.
45. Enter 40 in the Blocking Factor field.
46. Click OK.
47. Save your work.
Completing NACHA Information
48. Choose Others.
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49. Select NACHA.

50. Complete the NACHA Information.
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51. Save your work.
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Chapter 26 - Page 9
Setting Up an External Organization

52. Click the Organization Name field and select the New Record icon.
53. Enter Great Benefit as the organization name.
54. Select the organization type of your choice.
55. Enter the From date as 01-JAN-1990.
56. Click Location field and select xxGreat Benefit from the list of values.
57. Make sure this is an external organization.
58. Save your work.
59. Click the Organization Classification field and select Benefit Carrier.
60. Select the Enabled check box.
61. Save your work.
62. On the next line select Workers Compensation Carrier.
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63. Select the Enabled check box.

64. Save your work.
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Costing
Chapter 27
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Costing
Chapter 27 - Page 1
Costing
Costing
Release 11i
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Costing
Chapter 27 - Page 2
Modules
Modules
Costing contains the following modules:
Setting Up the Cost Allocation Key Flexfield
Allocating Cost Details
Costing Tax Information
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Costing
Chapter 27 - Page 3
Objectives
Objectives
After completing this e-class, you should be able to
do the following:
Set up the Cost Allocation Key Flexfield
Allocate cost details at different levels in Oracle
HRMS
Set up costing of Taxes
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Costing
Chapter 27 - Page 4
Setting Up the Cost

Allocation Key Flexfield
Chapter 28
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Chapter 28 - Page 1
Setting Up the Cost Allocation Key

Flexfield
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Chapter 28 - Page 2

HR and GL
HR Reporting:
Organizations in a hierarchy
GL Reporting:
01
HR Division
2
Hierarchies
Employee
Services
Recruiting
Region A
Region B
012
011
Region C
0122
0121
Are the HR organization reporting lines and GL Cost Center

hierarchies exactly the same in your own enterprise?
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Chapter 28 - Page 3
Parallel Reporting Structures Similar but Not the Same

Differences may result if:
A department has one cost center, but many HR
reporting units
All share same cost center
One department has many cost centers
Costs are administered by post or employee
An organization may exist to simplify management
reporting or security and have no direct
assignments
There are no costs
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Chapter 28 - Page 4
Costing in HRMS
Costing in HRMS
Typically you want to allocate and report
employment costs as you deploy and pay people
Default costing rules generally apply to people
based on enterprise wide definitions
Costs may be inherited from Payroll or Organization
definitions
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Chapter 28 - Page 5
Costing in HRMS
Costing in HRMS
Exceptions to default rules are also common
Override capability for an individual assignment,
project or timecard
Cost splitting on a percentage basis across multiple
codes
Cost distribution across a set of cost centers
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Chapter 28 - Page 6
The Oracle HRMS Costing Solution
The Oracle HRMS Costing Solution

A highly configurable solution to meet diverse
requirements
Using the Cost Allocation Key Flexfield
You define the cost information you want to capture

and any validation you need
You define the levels where you want to enter, or
default, cost details
You define the mapping between your payroll cost
codes and your GL or labor distribution codes
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Chapter 28 - Page 7
Cost Allocation Setup Headings and Levels
Cost Allocation Setup

Headings and Levels
Payroll
Element
Link
Balancing
Organization Assignment Element

Entry
Company
Cost Center
Account Code
Project
Product
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Overrides
Defaults
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Chapter 28 - Page 8

Define headings as
segments for a flexfield
structure
One structure per
Business Group
Group Key Flexfield

Company
Vision US
Account Code
Salaries
Cost Center
7350 - HR Dev
<= 30 segments in each

structure
Different needs for
different countries
Project
Self-Service
Use Qualifiers to control

which segments are
visible at each level
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Chapter 28 - Page 9
Multi-Company and Multi-National Mapping Options
Multi-Company and Multi-National

Mapping Options
HR Reporting
Multi-Business Group
US Business
Group
n...Business
Group
US
US Business
Group
n...Business
Group
Company A
n...
GL Reporting
Multi-Org
Company A
US
US
n...
n...
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Flexfield
1. Identify the Headings and Levels for cost
information in HRMS
2. Confirm mappings between HRMS and GL
3. Define key flexfield structure with segments and
qualifiers
4. Setup business group in HRMS
5. Map HRMS cost segments to GL set of books
segments
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Flexfield
1. Identify the Headings and Levels for cost
information in HRMS
2. Confirm mappings between HRMS and GL
3. Define key flexfield structure with segments and
qualifiers
4. Setup business group in HRMS
5. Map HRMS cost segments to GL set of books
segments
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You are ready to enter cost details in HRMS
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Practice: Defining the Cost Allocation Key Flexfield
Practice: Defining the Cost Allocation

Key Flexfield
provided, to define a payroll
Navigate to the Key Flexfield Segment window
using the System Administrator responsibility:
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Online Help
For details on how to complete the Key Flexfield Segment window please refer to the
online Help path :
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Chapter 29
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Chapter 29 - Page 1
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Chapter 29 - Page 2
Mapping Cost Segments to GL Segments

After you have defined your Business Group in
Oracle HRMS you should map segments between
HRMS and GL
Segments from Business Group-Cost Allocation
flexfield to segments in Set of Books flexfield
Some segments may not be mapped to GL

Payroll can process costs for transfer to project
accounting and reporting
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Chapter 29 - Page 3

After you have defined your Business Group in
Oracle HRMS you should map segments between
HRMS and GL
Segments from Business Group-Cost Allocation
flexfield to segments in Set of Books flexfield
Some segments may not be mapped to GL

Payroll can process costs for transfer to project
accounting and reporting
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You are ready to enter cost details in HRMS
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Chapter 29 - Page 4
Cost Allocation Entry Levels
Cost Allocation Entry Levels

Suspense
Codes
Costs
Payroll
Balancing
Codes
Costs
Element
Link
Organization
Cost Type
Costs
Assignment
Element
Entry
Costs
Costs
Split costs
at Asg
level by
percentage
Distribute
costs at
Link level
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Chapter 29 - Page 5
Suspense Codes and Balancing Values
Suspense Codes and Balancing Values

Suspense Codes
Costing process uses suspense code when no cost
allocation is found
Enter suspense code values in Payroll window
Balancing Codes
Segment qualifiers control which segments can have
balancing values for GL
Enter code values for balancing accounts at link level
Reverses cost value for transferred to GL code to
comply with the credit and debit model
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Chapter 29 - Page 6
Costable Types on Element Links
Costable Types on Element Links

Not Costed
No cost information for specific elements
Costed
Typical choice for earnings elements
Fixed
All costs for this element go to the codes entered on
the Link unless overridden at Entry level
Distributed
Distribute overhead costs for specific elements to a
Distribution Set of elements
In proportion to values for other elements
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Chapter 29 - Page 7
Payroll Level Costs Special Factors
Payroll Level Costs

Special Factors
Company (Set of books)
If all costs for a payroll are charged to one
company, select the company code at payroll level
Suspense Codes
Suspense account codes collect costs when lower
level values are missing
Report and identify after processing
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Chapter 29 - Page 8
Element Link Level Special Factors
Element Link Level

Special Factors
Enable costing at link level
Every element you want to cost must have at least
one link, including:
Indirect result elements
Predefined elements for Taxes and Social Insurance
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Chapter 29 - Page 9
Element Link Level Special Factors for Benefits
Element Link Level

Special Factors for Benefits
Use links for costing Benefit elements
! Use Eligibility Rules in Standard

or Advanced benefits to
avoid conflict with basic link rules for
eligibility !
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Assignment Level Special Factors
Assignment Level
Special Factors
Assign costs for individuals who are exceptions to
the cost codes entered at Organization level
You can split costs for an assignment by
percentage
All cost codes are affected by this split unless you are
also using Fixed costs.
Assignment level entries are datetracked, so you

can enter changes ahead of time.
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Element Entry Level Special Factors
Element Entry Level

Special Factors
Values at this level override values from any other
level
Also override Fixed costs from link level
Enter one-time exceptions to costing

Values are datetracked
Nonrecurring, Special Inputs or Additional entries
Balance Adjustment entries
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Payroll Processing Processing Overview
Payroll Processing
Processing Overview
Time
Capture
Salary
Management
Payroll Calculations Pre-Payments
Data Input
GL
Costing
Adjustments
Disbursement
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Costing Processes in Oracle Payroll
Costing Processes in Oracle Payroll

Run the Costing process to accumulate payroll
results to the allocated cost codes
Run the Transfer to GL process if you also have
Oracle General Ledger (GL):
Results are transferred to the GL interface tables ready
for posting to GL
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Demonstration: Entering Cost Details
Demonstration: Entering Cost Details

provided, to see where cost details are entered in
Oracle HRMS
Navigate to the different windows for entering cost
details using your local Super HRMS responsibility:
(N) Payroll > Define
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Online Help
For details on costing please refer to the online Help path:
Oracle HRMS > Cost Analysis > Costing
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Costing Tax Information (UK)

Chapter 30
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Chapter 30 - Page 1
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Chapter 30 - Page 2
Tax Considerations Costing All Taxes by Tax Type
Tax Considerations
Costing All Taxes by Tax Type
Maintain cost details for Tax and National Insurance
by tax type
On the link for each type of element

enter the GL account codes
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Chapter 30 - Page 3
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Chapter 30 - Page 4
Costing Tax Information (US)

Chapter 31
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Chapter 31 - Page 1
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Chapter 31 - Page 2
Tax Considerations Costing All Taxes by Tax Type
Tax Considerations
Costing All Taxes by Tax Type
Maintain cost details for federal taxes by tax type
Maintain cost details for state and local taxes also
by type
Not by the state or locality to which they are payable
On the link for each tax type element

enter the GL account code for each tax
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Chapter 31 - Page 3
Costing State and Local Taxes by Jurisdiction
Costing State and Local Taxes by

Jurisdiction
If your GL maintains tax totals by state, or by state
and locality:
Follow a different setup procedure
You still must ensure that links to all payrolls exist

for each tax element
Set up additional segments of the cost

key flexfield to collect the required
jurisdiction information
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Chapter 31 - Page 4

Jurisdiction
Additional segments
State Code
If you must collect state and local tax costs by state
but not locality
+ County Code, City Code, School District Code

If you must also collect tax amounts by locality
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Chapter 31 - Page 5

Jurisdiction
Additional Segments
Do not mark these segments as required
Do not enable any qualifiers
They should not appear in any window
These segments receive entries directly from the

payroll run
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Chapter 31 - Page 6
Costing
Chapter 32
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Costing
Chapter 32 - Page 1
Costing
Costing
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Costing
Chapter 32 - Page 2
Summary
Summary
The following modules were covered in Costing:
Costing Tax Information
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Costing
Chapter 32 - Page 3
Summary
Summary
In this e-class, you should have learned how to:
Set up the Cost Allocation Key Flexfield
Allocate cost details at different levels in Oracle
HRMS
Set up costing of taxes
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Costing
Chapter 32 - Page 4
Costing - Instructor
Demonstrations and
Practice Solutions
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Chapter 33
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Costing - Instructor Demonstrations and Practice Solutions

Chapter 33 - Page 1
Instructor Demonstration and Practice

Introduction
This demonstration and practice reinforces your ability to define a structure and
segments for the Cost Allocation key flexfield.
Business Scenario
The objective of this practice is to set up a Cost Allocation key flexfield structure
for your business group with segments for cost center, account code and project
code. These cost codes are common to many enterprises and this practice will
also show you how to restrict the appearance of each segment using qualifiers.
Segments
Name
No.
1
Cost Center
Validation
Type
Independent
Account Code
Independent
Project Code
None
Number (4)
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Description
List of values.
In a shared implementation you
might want to use the same value
set as Cost Centers in GL.
List of Values.
Similarly. In a shared
implementation you might want
to use the same value set as Cost
Centers in GL.
No list of values. Users can enter
numeric codes with a limit on the
number of characters.
In a shared implementation you
might want table validation to use
codes defined in Projects.
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Value Sets
Valid Values for Cost Center
101
102
103
104
105
106
100
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Chapter 33 - Page 2
Values Account Codes

Valid Values for Account
Code
GL 56
GL 67
GL 78
GL 90
Flexfield Qualifiers
Qualifier
Organization
Payroll
Element
Balancing
Assignment
Element Entry
Cost
Centre
X
Account
Code
Project
Code
X
X
X
X
X
X
X
X
X
X
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Chapter 33 - Page 3
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Chapter 33 - Page 4

Defining the Cost Allocation Key Flexfield Structure
1. Navigate to the Key Flexfield Segment window using the System
Administration responsibility:
2. Run a query with the following criteria in the Flexfield Title field:
Cost%
Note: This retrieves all previously defined structures.
3. Click in the Structures region and choose the New button in the toolbar to
create a new structure.
4. Enter xx Cost Flexfield in the Title field (where xx is your unique group
number).
Note: Make sure that the Freeze Flexfield Definition box is unchecked, since
you are creating a new flexfield.
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5. Select the Segments button.
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6. Enter 10 in the Number column.

7. Enter Cost Center as the name of the first segment.
8. Select Segment1 as the column for this row.
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9. Ensure the Enabled, Displayed and Index check boxes are checked.
10. Select the Value Set button once you are on the Value Set field
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Name = xx Cost Centers (where xx is your unique group number)
Format Type = Number
Maximum Size = 4
Validation type = Independent (This will allow the value set to have
a valid list of values
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12. Save the value set
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13. Return to the Segment Summary window and choose the value set you
have just created.
14. Choose the Open button to display the Segment window.

Chapter 33 - Page 5
15. Select a Default Type of Constant and enter a default value of 100.
16. Uncheck the Required check box so that the segment is not mandatory.
17. Select the Qualifiers button and enable qualifiers for Organization,
Balancing, Assignment and Element Entry.
18. Save your work.
19. Return to the Segment Summary window.
20. Go to the next row to create segment 20.
21. Enter Account Code as the name of the segment.
23. Ensure the Enabled, Displayed and Index check boxes are checked.
Name = xx Account Codes (where xx is your unique group number)
Format Type = Character
Maximum Size = 10
Validation type = Independent
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have just created
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28. Choose the Open button to display the Segment window.
29. Select a Default Type of Constant and enter a default vale of GL 56
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30. Uncheck the Required check box so that the segment is not mandatory.
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31. Select the Qualifiers button and enable qualifiers for Payroll, Element,
Balancing, and Element Entry.
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32. Save your work.
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34. Go to the next row to create segment 30.

35. Enter Project Code as the name of the segment.

Chapter 33 - Page 6

Name = xx Project Codes (where xx is your unique group number)
Format Type = Character
Maximum Size = 10
Validation type = None
40. Save the value set
have just created
42. Select a Default Type of Constant and enter a default value of 7500.
43. Select the Qualifiers button and enable qualifiers for Element, Balancing,
Assignment and Element Entry.
44. Save your work.
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46. Close the Segment Summary window and make sure your cursor is still
active on the structure you created.
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48. Choose Compile or Save your changes to compile the new flexfield.
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49. You still need to define values for the two segments with Independent list
of values validation.
Adding Values to Value Sets
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1. Navigate to the Segment Values window using the System Administration

responsibility:
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(N) Application > Flexfield > Key > Values
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2. Query the Value Set you defined for Cost Center and enter the list of
values given.
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3. Save your work.
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4. Query the Value Set you defined for Account Code and enter the list of
values given.

Chapter 33 - Page 7
5. Save your work.
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Chapter 33 - Page 8
Entering Cost Details
The purpose of this demonstration is to show you where cost information is
allocated in Oracle HRMS. Details of how to set up the cost allocation key
flexfield are provided in the Costing module.
1. Navigate to the Payroll window using your local Super HRMS Manager
responsibility
(N) Work Structures > Payroll > Define
Note: You are using this responsibility so that you can view the information
for a predefined business group. If you use your new responsibility you will
not be able to view any costing information until you setup the cost flexfield.
2. Move the cursor to the Costing field. The flexfield window should open to
display the segments that are enabled at the Payroll level for this Business
Group.
3. Close the window and move the cursor to the Suspense Account field. The
flexfield window should open to display all the segments that are enabled
for this Business Group.
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Note: If you are running Oracle Payroll, the costing process will use the
suspense account values to allocate costs that have no values allocated within
the system.
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5. Navigate to the Organization window using the local version of the Super
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6. Query an HR Organization and select the Costing window by clicking on

the Other button.
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7. Open the flexfield window to view or enter values for costing segments
that are enabled at the Organization level.
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9. Navigate to the Assignment window using the local version of the Super
HRMS Manager responsibility.
(N) Person > Enter and Maintain

Chapter 33 - Page 9
10. Find an employee whose name begins with S%.

11. Navigate to the Costing window from the Assignment window
(B) Assignment > Others > Costing
12. Open the flexfield window to view or enter values for costing segments
that are enabled at the Assignment level.
Note: You can enter multiple costing values at the assignment level to
allocate costs for one assignment to multiple cost codes. Each line is
datetracked and the total allocation of costs at all times must be 100%.
14. You could also navigate to the Element Link and Element Entry windows
to view other levels where you can enter cost information in Oracle HRMS.
These are covered in more detail in the module on Costing.
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Modeling the Employment

Relationship
Chapter 34
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Modeling the Employment Relationship

Chapter 34 - Page 1

Release 11i
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Chapter 34 - Page 2
Objectives
Objectives
After completing this course you should be able to do the
following:
Describe the key employment concepts in Oracle HRMS
Describe the components of the assignment
Identify assignment statuses
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Chapter 34 - Page 3
Modules
Modules
Modeling the Employment Relationship contains the
following modules:
Module 1 - Introducing Employment Relationships
Module 2 - Representing the Workforce
Module 3 - Managing Employment Information
Module 4 - Terminating and Rehiring an Employee
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Chapter 34 - Page 4
Introducing Employment
Relationships
Chapter 35
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Introducing Employment Relationships

Chapter 35 - Page 1
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Chapter 35 - Page 2
Topics
Topics
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Chapter 35 - Page 3
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Chapter 35 - Page 4
Overview
Overview
Oracle HRMS enables you to enter and track people
from the time they apply for a job to the time they
leave your enterprise
You also need to record information about what you
employed the people in your enterprise to do
Oracle HRMS allows you to enter, maintain, and report
all aspects of employment information
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Chapter 35 - Page 5
Integrated Business Processes for HR Management
Integrated Business Processes for HR

Management
Recruitment
Hiring &
Deployment
Organization
& Resource
Planning
Career
Management
Oracle HRMS
Training
&
Development
Payroll
Processing
Time & Labor
Compensation
&
Benefits
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Chapter 35 - Page 6
Hiring and Deploying People
Hiring and Deploying People
Assignment
Details
Employment
Relationship
People
Work
structures
Pay and
benefits
The assignment is the central concept that relates to the

structures in which an employee works.
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Chapter 35 - Page 7
Entering and Changing Personal Information
Entering and Changing Personal

Information
Every enterprise must be able to record personal
information for its employees, applicants and
contacts
Oracle HRMS enables you to quickly and easily
enter, update, track, inquire and report on people
daily through the People window
This information, apart from an employee address
data, is datetracked allowing you to keep an
historical track of an employees personal
information
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Chapter 35 - Page 8
Entering and Changing Personal Information
Entering and Changing Personal

Information
Name
Gender
Telephone
numbers
Person Type
Picture
record
People
Window
National
Identifier
Address
details
Contracts
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Dependants, beneficiaries and

other contacts
Date of Birth
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Chapter 35 - Page 9
Identifying Employees
Identifying Employees
Oracle HRMS uses a unique identifier, known as an
Employee Number, to identify every employee in
your Business Group
1004
1003
1002
1005
1006
1007
1008
1001
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Person Types
Person Types
There is a need to store information about different
groups of people, such as, employees, applicants,
and people external to your enterprise
The system uses person types to group people
together
You can configure these types to suit your enterprise
You may also want to restrict access to the records

of certain groups of people
This can be done using person types
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Addresses for Employees
Addresses for Employees

You can enter as many addresses as necessary for
each person, using the Address window
All employees must have only one primary address
on record at any point in time
Employees can have any number of secondary
addresses
An address must be given an address type such as

home, weekend or business
Each country has its own national address style
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Personal Development and Deployment Options
Personal Development and Deployment

Options
In Oracle HRMS, you can record the following
information:
A competency profile - this is a list of the competencies
held by a person and their level of proficiency in each
competence
Qualifications, including details of individual subjects,
grades, licenses, status of ongoing training and tuition
fees
Tenure information worthy scholarly achievements,
contributions in research, professional training, and
teaching
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Personal Development and Deployment Options
Personal Development and Deployment

Options
In Oracle HRMS, you can record the following
information:
Attendances at educational
establishments
Work choices, including willingness
to travel and relocate, preferred
working hours, work schedule,
duration within post and preferred
work locations
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Displaying Personal Information
Displaying Personal Information

Apart from the People window there are other methods
within Oracle HRMS to access all the information entered
about people. You can:
Use the Find Person window or a People folder
Use an inquiry window to view specific information
Use QuickPaint to design a report incorporating the
relevant information
Use Self Service pages
Use the People Management Templates
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Oracle Internal & OAI Use Only: 11i Oracle HRMS Implement Oracle HR and Payroll (US)

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Oracle Internal & OAI Use Only: 11i Oracle HRMS Implement Oracle HR and Payroll (US)

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11i Oracle HRMS Implement

Oracle HR and Payroll (US)

Copyright Oracle Corporation, 2002. All rights reserved.

Technical Contributors and Reviewers

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Understanding Work Structure Components 2 ............................................................................................4-1

Understanding Work Structure Components 3 ............................................................................................5-1

Work Structures Grade Rates .......................................................................................................................5-6

Extra Information Types in Oracle HRMS...................................................................................................8-1

Defining Lookups and Values.........................................................................................................................9-1

Copyright Oracle Corporation, 2001. All rights reserved.

Exchange Rates .............................................................................................................................................9-15

Application Data Exchange ............................................................................................................................12-1

Representing Financial Reporting Structures...............................................................................................13-1

Copyright Oracle Corporation, 2001. All rights reserved.

Mapping Options ...........................................................................................................................................13-13

Representing Grades and their Relationship to Pay.....................................................................................16-1

Representing Jobs and Positions ....................................................................................................................17-1

Representing Jobs and Positions....................................................................................................................17-5

Mass Move Updates.........................................................................................................................................20-1

Setting up Workers Compensation ................................................................................................................21-1

Work Structures ..............................................................................................................................................22-1

Defining Common Data Instructor Demonstrations and Practice Solutions .............................................23-1

Instructor Demonstration and Practice Solution ............................................................................................23-4

Costing Tax Information (UK) .......................................................................................................................30-1

Costing Tax Information (US)........................................................................................................................31-1

Costing - Instructor Demonstrations and Practice Solutions ......................................................................33-1

Modeling the Employment Relationship .......................................................................................................34-1

Introducing Employment Relationships........................................................................................................35-1

Copyright Oracle Corporation, 2001. All rights reserved.

Entering and Changing Personal Information................................................................................................35-8

Defining Collective Agreements, Bargaining Units and Contracts .............................................................38-1

Defining Employee Assignment Statuses .......................................................................................................39-1

Defining the People Group Flexfield..............................................................................................................40-1

Defining the People Group Key Flexfield .....................................................................................................40-2

Terminating and Re-hiring an Employee ......................................................................................................44-1

Modeling the Employment Relationship .......................................................................................................45-1

Representing the Workforce Instructor Demonstrations and Practice Solutions .....................................46-1

Overview of Benefits Management ................................................................................................................50-1

Copyright Oracle Corporation, 2001. All rights reserved.

Enrollment Cycle Automation Processes ......................................................................................................50-18

Initiating Earnings and Deductions ...............................................................................................................55-1

Planning Methods of Entry.............................................................................................................................58-1

Controlling Element Entry Values.................................................................................................................59-1

Writing Formulas ............................................................................................................................................60-1

Copyright Oracle Corporation, 2001. All rights reserved.

Easy to Return Formula Results ....................................................................................................................60-7

Design Methodology ........................................................................................................................................63-1

Practice: Defining Elements ..........................................................................................................................64-2

Administering Salary Changes.......................................................................................................................66-1

Using Salary Administration ..........................................................................................................................67-1

Copyright Oracle Corporation, 2001. All rights reserved.

Practice: Reviewing Current Salaries and Salary History .............................................................................67-10

Performing Salary Surveys - Practice Details and Solutions .......................................................................72-1

Absence Management and Paid Time Off (PTO) Accruals .........................................................................73-1

Setting up Absence Management ...................................................................................................................74-1

Copyright Oracle Corporation, 2001. All rights reserved.

Practice: Adding Lookup Values...................................................................................................................74-11

Setting Up PTO Accrual Plans .......................................................................................................................77-1

Administering Accrual Plans..........................................................................................................................78-1

Copyright Oracle Corporation, 2001. All rights reserved.

Adapting the Predefined Accrual Formulas..................................................................................................79-1