D60565GC10 - Ep PDF

R12.
x Oracle HRMS Work

Structures Fundamentals
Student Guide
D60565GC10
Edition 1.0
October 2010
D69202
Copyright 2007, 2010 Oracle. All rights reserved.

Disclaimer
This document contains proprietary information and is protected by copyright and other intellectual property laws. You may copy and
print this document solely for your own use in an Oracle training course. The document may not be modified or altered in any way.
Except where your use constitutes "fair use" under copyright law, you may not use, share, download, upload, copy, print, display,
perform, reproduce, publish, license, post, transmit, or distribute this document in whole or in part without the express authorization
of Oracle.
The information contained in this document is subject to change without notice. If you find any problems in the document, please
report them in writing to: Oracle University, 500 Oracle Parkway, Redwood Shores, California 94065 USA. This document is not
warranted to be error-free.
Restricted Rights Notice
If this documentation is delivered to the United States Government or anyone using the documentation on behalf of the United
States Government, the following notice is applicable:
U.S. GOVERNMENT RIGHTS
The U.S. Governments rights to use, modify, reproduce, release, perform, display, or disclose these training materials are restricted
by the terms of the applicable Oracle license agreement and/or the applicable U.S. Government contract.
Trademark Notice
Oracle is a registered trademark of Oracle Corporation and/or its affiliates. Other names may be trademarks of their respective
owners.
Author
Gowri Arur
Technical Contributors and Reviewers
Leanne Wilborn
This book was published using:
Oracle Tutor
Table of Contents
Overview of Enterprise Work Structures......................................................................................................1-1
Overview of Enterprise Work Structures.......................................................................................................1-3
Objectives ......................................................................................................................................................1-4
Topics ............................................................................................................................................................1-5
Overview of Enterprise Work Structures.......................................................................................................1-6
Oracle HRMS Information Model.................................................................................................................1-7
Typical Types of Enterprise...........................................................................................................................1-9
Project-based Enterprise: Characteristics ......................................................................................................1-10
Project-based Enterprise: System Needs .......................................................................................................1-11
Project-based Enterprise: Oracle Solution.....................................................................................................1-12
Rule-based Enterprise: Characteristics ..........................................................................................................1-13
Rule-based Enterprise: System Needs ...........................................................................................................1-14
Rule-based Enterprise: Oracle Solution.........................................................................................................1-15
Setting up Enterprise Work Structures - A Best Practice in Configuration ...................................................1-16
Quiz ...............................................................................................................................................................1-17
Understanding Work Structure Components ...............................................................................................2-1
Understanding Work Structure Components 1 ..............................................................................................2-3
Work Structures Overview ............................................................................................................................2-4
Representing the Employer............................................................................................................................2-5
Enterprise Models Using Configuration Workbench.....................................................................................2-6
Business Groups in Oracle HRMS ................................................................................................................2-8
Startup Business Group .................................................................................................................................2-9
One or Many Business Groups ......................................................................................................................2-10
Quiz ...............................................................................................................................................................2-11
Understanding Work Structure Components 2 ............................................................................................3-1
Overview .......................................................................................................................................................3-4
Locations .......................................................................................................................................................3-5
Organizations.................................................................................................................................................3-6
Organization Hierarchies ...............................................................................................................................3-7
Automatic Creation of Organizations ............................................................................................................3-8
Jobs and Positions..........................................................................................................................................3-9
Security Based on Work Structures ...............................................................................................................3-10
Quiz ...............................................................................................................................................................3-11
Summary........................................................................................................................................................3-14
Understanding Work Structure Components 3 ............................................................................................4-1
Overview .......................................................................................................................................................4-4
Using Grades to Compare Roles....................................................................................................................4-5
Grade Structure..............................................................................................................................................4-6
Grade Steps....................................................................................................................................................4-7
People Groups ...............................................................................................................................................4-8
Quiz ...............................................................................................................................................................4-9
Summary........................................................................................................................................................4-12
Setting Up Enterprise Work Structures ........................................................................................................5-1
Setting Up Enterprise Work Structures .........................................................................................................5-3
Objectives ......................................................................................................................................................5-4
Topics ............................................................................................................................................................5-5
Setting up Enterprise Work Structures ..........................................................................................................5-6
Defining Key Flexfields ...................................................................................................................................6-1
Copyright Oracle 2009. All rights reserved.
R12.x Oracle HRMS Work Structures Fundamentals Table of Contents

i
Defining Key Flexfields ................................................................................................................................6-3

Overview .......................................................................................................................................................6-4
Key Flexfields in Oracle HRMS....................................................................................................................6-5
Standard Features of Key Flexfields..............................................................................................................6-6
A Key Flexfield .............................................................................................................................................6-7
Job Key Flexfield ..........................................................................................................................................6-8
Position Key Flexfield ...................................................................................................................................6-9
Grade Key Flexfield ......................................................................................................................................6-10
Cost Allocation Key Flexfield .......................................................................................................................6-12
People Group Key Flexfield ..........................................................................................................................6-13
Personal Analysis Key Flexfield ...................................................................................................................6-14
Competence Key Flexfield ............................................................................................................................6-15
Collective Agreement Grades Key Flexfield.................................................................................................6-16
Points to Consider..........................................................................................................................................6-17
Quiz ...............................................................................................................................................................6-18
Summary........................................................................................................................................................6-21
Creating a Business Group .............................................................................................................................7-1
Creating a Business Group ............................................................................................................................7-3
Overview .......................................................................................................................................................7-4
Representing Your Enterprise........................................................................................................................7-5
The Business Group.......................................................................................................................................7-6
Single or Multiple Business Groups ..............................................................................................................7-7
Single and Multiple Business Groups............................................................................................................7-8
Sharing Information.......................................................................................................................................7-9
Share Information Using User Profile ...........................................................................................................7-10
Standard Information.....................................................................................................................................7-11
Information Associated with a Business Group.............................................................................................7-12
Person Numbers.............................................................................................................................................7-13
Initial Tasks ...................................................................................................................................................7-14
Quiz ...............................................................................................................................................................7-15
Summary........................................................................................................................................................7-19
Creating Locations ..........................................................................................................................................8-1
Creating Locations.........................................................................................................................................8-3
Overview .......................................................................................................................................................8-4
Internal and External Addresses ....................................................................................................................8-5
Closing Down a Location ..............................................................................................................................8-6
Quiz ...............................................................................................................................................................8-7
Summary........................................................................................................................................................8-9
Creating Organizations ...................................................................................................................................9-1
Creating Organizations ..................................................................................................................................9-3
Overview .......................................................................................................................................................9-4
Organizations Within Business Group ..........................................................................................................9-5
Organization Classifications..........................................................................................................................9-6
Additional Organization Information ............................................................................................................9-7
Organization Manager ...................................................................................................................................9-8
End Dates on Organizations ..........................................................................................................................9-9
Deleting Organizations ..................................................................................................................................9-10
Organization Hierarchies ...............................................................................................................................9-11
Automatic Creation of Organizations ............................................................................................................9-12
Quiz ...............................................................................................................................................................9-13
Summary........................................................................................................................................................9-16
Representing Financial Reporting Structures...............................................................................................10-1
Representing Financial Reporting Structures ................................................................................................10-3
Overview .......................................................................................................................................................10-4
Parallel Reporting Structures HR and GL .....................................................................................................10-5

ii
Parallel Reporting Structures Similar but not same .......................................................................................10-6

Summary........................................................................................................................................................10-7
Representing Government Reporting Structures (US) ................................................................................11-1
Representing Government Reporting Structures (US)...................................................................................11-3
Overview .......................................................................................................................................................11-4
Reporting Requirements ................................................................................................................................11-5
Preparing for GovernmentMandated HR Reporting....................................................................................11-6
Reporting Categories and Statuses ................................................................................................................11-7
Reporting Organizations................................................................................................................................11-8
Defining Organization Information for Government Mandated Reporting ...................................................11-10
Record Establishment Details........................................................................................................................11-11
Establishment Hierarchies .............................................................................................................................11-12
Establishment Hierarchy Using Organization Hierarchy...............................................................................11-13
Create Establishment Hierarchies Using Organization Hierarchy.................................................................11-15
Establishment Hierarchy Using Generic Hierarchies ....................................................................................11-16
Create Establishment Hierarchy Using Generic Hierarchies .........................................................................11-18
AAP Establishment Hierarchies ....................................................................................................................11-19
Reporting Checklist .......................................................................................................................................11-20
Quiz ...............................................................................................................................................................11-21
Summary........................................................................................................................................................11-23
Representing Jobs and Positions ....................................................................................................................12-1
Representing Jobs and Positions....................................................................................................................12-3
Overview .......................................................................................................................................................12-4
Using Jobs or Positions..................................................................................................................................12-5
Jobs................................................................................................................................................................12-6
Job Structure..................................................................................................................................................12-7
Representing Positions ..................................................................................................................................12-8
Positions ........................................................................................................................................................12-9
Using Positions ..............................................................................................................................................12-10
Examples of Positions ...................................................................................................................................12-11
Position Structure ..........................................................................................................................................12-12
Position Control.............................................................................................................................................12-13
Position Transactions.....................................................................................................................................12-14
Position Hiring Status....................................................................................................................................12-15
Additional Information for Jobs and Positions ..............................................................................................12-16
Changing Job and Position Definitions .........................................................................................................12-17
Changing Details ...........................................................................................................................................12-18
Quiz ...............................................................................................................................................................12-19
Summary........................................................................................................................................................12-23
Position Hierarchies ........................................................................................................................................13-1
Position Hierarchies.......................................................................................................................................13-3
Overview .......................................................................................................................................................13-4
Position Hierarchy - Example........................................................................................................................13-5
Defining Position Hierarchies........................................................................................................................13-6
Hierarchy Diagrammers ................................................................................................................................13-7
Changing Position Hierarchies ......................................................................................................................13-8
Quiz ...............................................................................................................................................................13-9
Summary........................................................................................................................................................13-10
Mass Move Updates.........................................................................................................................................14-1
Mass Move Updates ......................................................................................................................................14-3
Overview .......................................................................................................................................................14-4
Reorganization...............................................................................................................................................14-5
Moving Assignments.....................................................................................................................................14-6
Considerations Before a Mass Move .............................................................................................................14-7
Quiz ...............................................................................................................................................................14-8

iii
Summary........................................................................................................................................................14-11
Understanding Checklists ...............................................................................................................................15-1
Understanding Checklists ..............................................................................................................................15-3
What Are Checklists? ....................................................................................................................................15-4
Benefits of Checklists....................................................................................................................................15-5
How Checklists Work....................................................................................................................................15-6
Checklist-Task Performers ............................................................................................................................15-8
Quiz ...............................................................................................................................................................15-9
Summary........................................................................................................................................................15-11
Setting Up Workers Compensation (US).......................................................................................................16-1
Setting Up Workers Compensation (US).......................................................................................................16-3
Overview .......................................................................................................................................................16-4
Workers' Compensation in Oracle HRMS.....................................................................................................16-5
WC Insurers...................................................................................................................................................16-6
WC Work Classification Codes.....................................................................................................................16-7
WC Work Premium Rates .............................................................................................................................16-8
Workers' Compensation Liability ..................................................................................................................16-9
Quiz ...............................................................................................................................................................16-10
Summary........................................................................................................................................................16-12
Setting Up Enterprise Work Structures ........................................................................................................17-1
Setting Up Enterprise Work Structures - Conclusion ....................................................................................17-3
Summary........................................................................................................................................................17-4

iv
Preface
Profile
Before You Begin This Course
Before you begin this course, you should have the following qualifications:
Thorough knowledge of Oracle Applications
Working experience with procurement
Prerequisites
Oracle Applications Foundations
How This Course Is Organized

R12.x Oracle HRMS Work Structures Fundamentals Ed 1 is an instructor-led course featuring
lecture and hands-on exercises. Online demonstrations and written practice sessions reinforce the
concepts and skills introduced.

v
Related Publications
Oracle Publications
Title
Oracle HRMS Implementation Guide
Part Number
E13513-03
Oracle Workforce Sourcing, Deployment, and Talent Management E13515-03

Guide
Oracle HRMS Enterprise and Workforce Management Guide
Additional Publications
System release bulletins
Installation and users guides
Read-me files
International Oracle Users Group (IOUG) articles
Oracle Magazine

vi
E13511-03
Typographic Conventions
Typographic Conventions in Text
Convention
Bold italic
Caps and
lowercase
Courier new,
case sensitive
(default is
lowercase)
Initial cap
Element
Glossary term (if
there is a glossary)
Buttons,
check boxes,
triggers,
windows
Code output,
directory names,
filenames,
passwords,
pathnames,
URLs,
user input,
usernames
Arrow
Brackets
Commas
Graphics labels
(unless the term is a
proper noun)
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
Plus signs
Key combinations
Italic
Quotation
marks
Uppercase
Example
The algorithm inserts the new key.
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.
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
Customer address (but Oracle Payables)
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.
This subject is covered in Unit II, Lesson 3, Working with
Objects.
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]

vii
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))
SELECT last_name
FROM s_emp;
PL/SQL objects
Lowercase
italic
Uppercase
CREATE ROLE role
Syntax variables
SQL commands and SELECT userid

FROM emp;
functions
Typographic Conventions in Oracle Application Navigation Paths

This course uses simplified navigation paths, such as the following example, to direct you
through Oracle Applications.
(N) Invoice > Entry > Invoice Batches Summary (M) Query > Find (B) Approve
This simplified path translates to the following:
1.
(N) From the Navigator window, select Invoice then Entry then Invoice Batches
Summary.
2.
(M) From the menu, select Query then Find.
3.
(B) Click the Approve button.
Notations:
(N) = Navigator
(M) = Menu
(T) = Tab
(B) = Button
(I) = Icon
(H) = Hyperlink
(ST) = Sub Tab

viii
Typographical Conventions in Oracle Application 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
(Help) General Ledger > Journals > Enter Journals
represents the following sequence of actions:
1.
In the navigation frame of the help system window, expand the General Ledger entry.
2.
Under the General Ledger entry, expand Journals.
3.
Under Journals, select Enter Journals.
4.
Review the Enter Journals topic that appears in the document frame of the help system
window.

ix

x
Overview of Enterprise Work

Structures
Chapter 1
Copyright Oracle, 2010. All rights reserved.
Overview of Enterprise Work Structures

Chapter 1 - Page 1

Chapter 1 - Page 2

Chapter 1 - Page 3
Objectives

Chapter 1 - Page 4
Topics

Chapter 1 - Page 5
Enterprise 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.

Chapter 1 - Page 6
Oracle HRMS Information Model

Using Oracle HRMS, you create an information model to represent your enterprise in terms of:
Work
Pay
People
You deploy and compensate people using the model you set up.

Chapter 1 - Page 7

Oracle HRMS enables you to configure the same HR system to represent many different
types of enterprise, for example, commercial, public sector, healthcare, telecom, and
education.
Configuration means that one system, Oracle HR, can support the data and processes from
many different types of enterprise. The implementation process is the process that takes the
specific business needs of an enterprise and maps them to Oracle HRMS to determine what
data and processes need to be configured.
The data model is simple. Although it can be extended, there are still only 3 major areas of
activity in HRMS - People, Work, and Pay. This should help as you work your way through the
different parts of the system.
Oracle HRMS enables you to represent people, work, and pay in two main types of
enterprises Project-based and Rule-based. In these enterprises you can show the basic
ways of how people work in different jobs and positions. We will be discussing jobs and
positions in detail in the Representing Jobs and Positions topic later in this course.

Chapter 1 - Page 8
Typical Types of Enterprise
Typical Types of Enterprises

Typically, enterprises are:
Project-based
Rule-based
In the following slides, we will look at these two typical types of enterprise and their
characteristics in detail.

Chapter 1 - Page 9
Project-based Enterprise: Characteristics
Project-based Enterprise: Characteristics

You can find a project-based enterprise typically in consulting, construction, small
manufacturing or software companies. The characteristics of a project-based enterprise are:
Loosely structured operating groups
Rapidly changing structures in response to changing business opportunities
Hiring and deploying people for their skills
Personal and individual reward systems
Making individuals more important than roles

Chapter 1 - Page 10
Project-based Enterprise: System Needs
Project-based Enterprise: System Needs

The system needs for a project-based enterprise are:
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 business processes based on individuals competencies
Flexibility in the compensation management framework to handle individual
compensation plans

Chapter 1 - Page 11
Project-based Enterprise: Oracle Solution
Project-based Enterprise: Oracle Solution

The Oracle solution enables you to use a combination of Organizations and Jobs for the
flexibility you need. You could:
Use Organizations for detailed reporting groups.
Use Jobs to define roles independent of any specific organization. A person can change
organizations, but keep the same job and assignments.
Use Elements to record time spent on specific projects.
Given these needs, you would probably use organizations and jobs to show how you assign
and manage people. You can assign employees to these organizations on short notice while
retaining their basic role or job.
Typically, you would not define Positions. Positions require additional definition and
maintenance, and do not reflect the flexible working environment found in this type of
enterprise.

Chapter 1 - Page 12
Rule-based Enterprise: Characteristics
Rule-based Enterprise: Characteristics

You can find a rule-based enterprise typically in government agencies, education, health care,
public sector, and non-profit agencies. The characteristics of a Rule-based enterprise are:
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

Chapter 1 - Page 13
Rule-based Enterprise: System Needs
Rule-based Enterprise: System Needs

The system needs for a Rule-based enterprise are:
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

Chapter 1 - Page 14
Rule-based Enterprise: Oracle Solution
Rule-based Enterprise: Oracle Solution

Positions enable more detailed management information and reporting than jobs alone. The
Oracle solution allows you to use Positions to represent the detailed work structures you
need. You could:
Use Organizations to show departmental level information.
Use Jobs to represent common types shared across all organizations.
Given these needs, you would use positions, organizations, and jobs to assign and manage
people. Positions can hold more additional information than Jobs, for example, to manage
fixed establishments of posts that exist independently of the employee assignment, it is best
to use positions.

Chapter 1 - Page 15
Setting up Enterprise Work Structures - A Best Practice in

Configuration
Setting up Enterprise Work Structures

As a best practice in configuration, you can set up your enterprises work structures using
Oracle HRMS Configuration Workbench as it simplifies the implementation of Oracle HRMS. It
also reduces time, cost, and risk of standard implementations.
The Configuration Workbench provides you with a central place to manage and perform your
tasks when implementing Oracle HRMS. It:
Is a single point of access to the tools you require to perform a typical implementation of
the applications
Has predefined questions for each product area's configuration, which you answer to
build a typical configuration model
Has packaged Solution Sets, which consist of solution templates for specific functional
areas

Chapter 1 - Page 16
Quiz
Answer: a, d, e

Chapter 1 - Page 17
Quiz
Answer: a

Chapter 1 - Page 18
Understanding Work
Structure Components
Chapter 2
Understanding Work Structure Components

Chapter 2 - Page 1

Chapter 2 - Page 2
Understanding Work Structure Components 1

Chapter 2 - Page 3
Work Structures Overview
Work Structures Overview

This topic provides an overview of the components of work structures and how to represent
your enterprise and employer structures using Oracle HRMS.
Work Structures provides the framework in which you place people. It includes:
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
You can also create the work structures for your enterprise, operating companies, and legal
entities, using Oracle HRMS Configuration Workbench. You need the HRMS Rapid
Implementation Workbench responsibility to perform the tasks in the Configuration
Workbench. For information about how to use Oracle HRMS Configuration Workbench,
please see the Oracle HRMS Implementation Guide

Chapter 2 - Page 4
Representing the Employer
Representing the Employer

Oracle HRMS enables you to represent the employer as:
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

Chapter 2 - Page 5
Enterprise Models Using Configuration Workbench
Enterprise Models Using Configuration Workbench

As a best practice in configuration, Oracle HRMS Configuration Workbench provides four
basic configuration models as starting points that will help you configure the management and
operating structures of your enterprise faster.
The four configuration models define the basic information model to represent any enterprise.
For example, the recruiting processes in a public sector authority may be very different from a
commercial enterprise yet both may share a common application configuration model to
represent work structures. In the same way, a multi-national commercial enterprise may have
common recruiting processes with a single national commercial enterprise, yet their basic
work structure configuration needs, and therefore the models, would be different. You can
operate common or diverse business processes in any of these configuration models. In each
of these configuration models you will probably have to add other location and internal work
structures that represent:
Divisions or departments
Financial reporting companies and cost centers
Service center organizations and project (or activity) based teams
Combinations of lines of business

Chapter 2 - Page 6
These are the organizations that define your internal operational or reporting structures for
specific legal, personnel, and financial management requirements.

Chapter 2 - Page 7
Business Groups in Oracle HRMS
Business Groups in Oracle HRMS

Business groups in Oracle HRMS:
Represent a legislative grouping (typically a country where your enterprise has a fair
number of employees)
Serves as a container for the organizations in your enterprise that exist in a specific
country
Enable grouping and managing data in accordance with the legislative rules and
reporting requirements of a single country, and to control access to localized data
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. Though the employee has assignments in
the internal organizations, the employee continues to exist within the business group.
Personal, work and pay details are regulated by the legislation of the business group.

Chapter 2 - Page 8
Startup Business Group
Startup Business Group

Oracle HRMS comes with one predefined business group that has the U.S. legislation code
and U.S. dollar as the default currency. This default group is for users of Oracle Applications
who do not intend to use HR. Typically, you set up a new business group with your own
choice of default information.
If your enterprise has implemented other Oracle applications like Oracle Financials, then you
may already have the startup business group in use. In such a case, you must discuss with
your implementer.

Chapter 2 - Page 9
One or Many Business Groups

You can have several reasons for creating one or many business groups in your enterprise
and keep sets of data separated.
For example, in the above slide, there are three business groups. The US business group has
two legal entities. The ultimate legal entity belongs to the US business group. The UK
business group has two legal entities. Note that Legal Entity 02 US is common across the US
business group and the UK business group.
Typically, you create multiple business groups if your enterprise operates from multiple
countries.
Additionally, you create multiple business groups if:
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 and each subsidiary
has its own structures, employees, and compensation and benefit policies
You acquire or merge with another company and you want to manage separate
structures and processes during a transition phase
For more information about creating a business group, see the Creating a Business Group
topic in the Setting Up Enterprise Work Structures module in this course.

Chapter 2 - Page 10
Quiz
Answer: a

Chapter 2 - Page 11
Quiz
Answer: c

Chapter 2 - Page 12
Quiz
Answer: a, b, c, d, e, h

Chapter 2 - Page 13

Chapter 2 - Page 14
Understanding Work
Structure Components 2
Chapter 3

Chapter 3 - Page 1

Chapter 3 - Page 2

Chapter 3 - Page 3
Overview

Chapter 3 - Page 4
Locations
Locations
Locations are the physical site where your employees work. You can define:
Local or international work sites
Locations specific to one business group or shared across all. You choose whether
locations are global to all business groups or specific to one using the User Profile
Option - HR:Cross Business Group.
In some legislations work locations determine taxability rules.
You define locations for external organizations such as tax authorities, insurance and benefits
carriers.

Chapter 3 - Page 5
Organizations
Organizations
You can define as many separate organizations as you need within each business group. The
separate organizations can be companies, operating units, establishments, departments or
divisions. Organizations can be internal or external. Examples of internal organizations are HR
Organizations, Finance department, Sales Unit, etc. and external organizations can be
recruiting agencies and insurance carriers.

Chapter 3 - Page 6
Organization Hierarchies
This slide shows the example of organization hierarchy at Global Industries Corporation.
You can:
Use hierarchies to group organizations and to show management reporting lines. In a
hierarchy each organization has one parent
Have 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

Chapter 3 - Page 7
Automatic Creation of Organizations

You can automatically create HR Organizations corresponding to company cost center
combinations in General Ledger (GL) using the Synchronize Organizations functionality. If
your enterprise has a close relationship between its financial structure and line management
hierarchy, you only have to maintain your financial structure in GL and the corresponding line
manager hierarchy is automatically synchronized. You can also enable the automatic creation
of company cost center organizations if your financial cost centers are different to your HR
organizations and you want to represent your cost centers as organizations.
The Synchronize Organizations functionality helps you in management reporting about
financial information such as costs, revenues and expenses. You can consolidate this
information by cost center manager.

Chapter 3 - Page 8
Jobs and Positions
Jobs and Positions

This slide introduces the ideas of Jobs and Positions as two distinct ways of representing the
work roles that employees perform within an enterprise. A simple distinction is to get people to
think about whether the emphasis within their own enterprise is to manage people or posts. A
simple question to help the decision-making process is to ask what happens when an
employee is terminated. If a role continues to exist after the employee leaves, then think about
Positions. If a role ceases or is re-evaluated when the employee leaves, then think about
Jobs.
Jobs are generic roles within a business group. They are independent of any single
organization. For example, the jobs Manager and Consultant can be in many organizations.
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. Positions are typically used in Public Sector, Government, Education,
Health, and any large enterprises to show management positions.

Chapter 3 - Page 9
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, organization hierarchy, and position
hierarchies. You can create your own custom restrictions using work structure components
such as jobs and positions. You can also configure the security restrictions to be user-based.
The application evaluates the security permissions dynamically for the user currently logged
on to the system. User-based security profiles can be used by multiple employees which
reduces set-up and administration tasks. The combination of Security Profile and
Responsibility control the records that an application user can see such as organizations,
positions, and people.
While defining security profiles, you can set up organization security without first creating an
organization hierarchy. You can select individual organizations to include in the security
profile. You can also combine selection of individual organizations with the existing ability to
secure by organization hierarchy, by selecting an organization hierarchy and excluding
individual organization units from it or adding individual organization units to the selection.
See Security Rules in the online help.

Chapter 3 - Page 10
Quiz
Answer: a

Chapter 3 - Page 11
Quiz
Answer: b

Chapter 3 - Page 12
Quiz
Answer: a

Chapter 3 - Page 13
Summary

Chapter 3 - Page 14
Understanding Work
Structure Components 3
Chapter 4

Chapter 4 - Page 1

Chapter 4 - Page 2

Chapter 4 - Page 3
Overview

Chapter 4 - Page 4
Using Grades to Compare Roles
Using Grades to Compare Roles

You use grades to compare roles in an organization. Grades represent relative levels of
management or seniority in an enterprise.
Oracle HRMS enables you to use grades to record the relative status of employee
assignments and to determine compensation and benefits, such as salary, overtime rates, and
company car. You can define grades to distinguish different staff groups such as
Management, Administrative, Technical.
Using Oracle HRMS, you can define your grade structure and represent the various
compensation levels within a grade.

Chapter 4 - Page 5
Grade Structure
Grade Structure
Grade structures enable you to set up the naming convention of grades in your enterprise.
You can define grades with different levels of complexity depending on the requirements of
your enterprise. For example, in its simplest form, a grade can be a single character, or
number, in a logical sequence such as, A, B, C. By adding a second segment to the grade
name, you can identify sub-grades as A.1, A.2, A.3, A.4, B.1 and B.2. A more complex
structure could be used to distinguish grades for different staff groups in your organization
such as, Manual.A.1, Manual.A.2, Clerical.C.1 and Clerical.C.2.
You define the grade structure that suits you using the Grade Name Key flexfield. Since
compensation information can change independently of the grade, do not define it as part of
the grade name.

Chapter 4 - Page 6
Grade Steps
Grade Steps
Typically enterprises in areas such as healthcare, construction, and public sector represent
compensation levels, roles, and progression points as steps within grades. In these
enterprises, you place employees on a step within their grade. The steps enable the employee
to progress up the grade by an incrementing process. You can represent step details either as
a segment in the grade key flexfield structure or using grade steps. For details about setting
up and using grades, refer to the Oracle HRMS Compensation and Benefits Management
Guide.

Chapter 4 - Page 7
People Groups
People Groups
People Groups are internal groups of your employees, such as Pension group, Benefits
group, and Car Eligibility group. Locations, Organizations, Jobs, Positions, Grades, and
Payrolls are the predefined structures for grouping people in Oracle HRMS. You can also
group people based on certain benefits eligibility, trade unions of which they are members and
pension schemes.
Oracle HRMS provides you this flexibility to define other types of groups:
For reporting and analysis
To define eligibility for compensation
To extend key assignment details
You define the structure of the information you record under People Groups to meet your
business requirements.

Chapter 4 - Page 8
Quiz
Answer: a

Chapter 4 - Page 9
Quiz
Answer: a, c

Chapter 4 - Page 10
Quiz
Answer: a, b, c

Chapter 4 - Page 11
Summary

Chapter 4 - Page 12
Setting Up Enterprise Work

Structures
Chapter 5
Setting Up Enterprise Work Structures

Chapter 5 - Page 1

Chapter 5 - Page 2

Chapter 5 - Page 3
Objectives

Chapter 5 - Page 4
Topics

Chapter 5 - Page 5
Setting up Enterprise Work Structures

Chapter 5 - Page 6
Defining Key Flexfields

Chapter 6

Chapter 6 - Page 1

Chapter 6 - Page 2

Chapter 6 - Page 3
Overview
Overview
Key flexfields are user defined flexfields that enable you to represent the unique structure of
business entities such as jobs, positions, and grades in your enterprise. Most organizations
use codes or unique identifiers to identify business entities such as jobs and grades. Your
enterprise might use grade name-grade level code to represent the Executive 1 grade. In
the Executive 1 grade, Executive is the grade name and 1 is the grade level.
You must define the key flexfields for the various business entities before you create the
business group. This enables you to record business entity details in the structure that meets
your business requirements. The flexfield appears as a pop-up window that contains the
different segments or sub-fields that you have defined.
For more information on Key Flexfields, see Flexfields in the online help.

Chapter 6 - Page 4
Key Flexfields in Oracle HRMS
Key Flexfields in Oracle HRMS

Oracle HRMS uses key flexfield structures to let you configure your own unique names for
Jobs, Positions, Grades, Competencies, and Collective Agreement Grades (CAGR).
The application also uses key flexfield structures to let you capture additional information for
People Group, Cost Allocation, and Personal Analysis (using Special Information Types).
The key flexfields are central to Oracle HRMS, therefore you must create certain definitions
before you can set up your business group.
The following slides explain in detail the key flexfields in Oracle HRMS.

Chapter 6 - Page 5
Standard Features of Key Flexfields
Standard Features of Key Flexfields

The diagram shows the standard features of a key flexfield, example the grade key flexfield.
The grade key flexfield structure includes 3 segments Name, Title, and Level. The
application displays to you as the unique key.
You can define only one key structure for each business group for every key flexfield, except
for the Personal Analysis and Collective Agreement Grades key flexfields, which can have
multiple structures. For example, the grades in your enterprise will have the same structure of
grade name-grade level. You cannot have one structure for Executive.1 grade and another
for Executive2 grade. You can define up to 30 segments for each structure in all key flexfields
except Collective Agreement. The combination of segment values creates a unique key for the
key flexfield.
If visibility of data is very important, you might consider including additional information in the
name. For example, your grade structure can be grade name-job-grade level. This will
indicate the job in which the grade is valid. If the value can change often, you probably dont
want to put it in the unique identifier. You could consider using one of the other suitable
options for additional information such as Extra Information Types or descriptive flexfield. For
more information about using EITs or descriptive flexfield for recording additional information,
refer the Oracle HRMS Configuring, Reporting, and System Administration Guide.
.

Chapter 6 - Page 6
A Key Flexfield
A Key Flexfield
The diagram explains the different components of a key flexfield.
Use the following checklist while defining a key flexfield:
Flexfield name
Segments
Segment description
Segment Value
Users need to determine the separator for the KFF
Qualifiers control where a user can allocate values for each segment.
For more information about key flexfields, refer to the Oracle Applications Flexfields Guide.

Chapter 6 - Page 7
Job Key Flexfield
Job Key Flexfield

You can define either a simple or a complex job key flexfield structure. Individual jobs can be
a combination of segment values. For example, a job can be a one or two segment name, like
Manager, Manager.Senior, Consultant, Consultant.1. This is typical if you use Jobs in your
enterprise. Jobs are dated so that you can start and end definitions.
You extend the types of information you use to define a job by adding more segments. For
example, the jobs you define can be Manual.A.1.ShiftB, Manual.A.2.ShiftA, Clerical.C.1. and
Clerical.C.2. This is useful if you use Jobs as the primary roles in your enterprise.
You can use the Configuration Workbench to help you decide configuring the job structure
within your enterprise. You have one job structure for HR job for a business group. You can
also create additional job structures for other kinds of roles to suit your enterprise needs.
In addition, you can determine the way you want to display job key flexfield information in an
SSHR context such as the Person and Assignment headers, the My Information page, and so
on. For example, while the defined format for a job could be DM274.Manager.1.12B, you can
have the application display only the second segment, namely Manager.
For more information, see the following topics in the online help:
Legislation and Customer Overrides for Employee Directory
My Information and My Employee Information

Chapter 6 - Page 8
Position Key Flexfield
Position Key Flexfield

You use the Position key flexfield to define each position as a combination of segment values.
The simplest option is one segment with no validation for Title. 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. This gives users a greater choice in reporting using individual segments. Positions
are datetracked so that you can maintain a continuous record of changes. 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 such as VP Sales North, where VP is the job definition for each
position, Sales is the Position and North refers to the region.
You can use the Configuration Workbench to help you decide configuring the position
structure within your enterprise. In addition, you can determine the way you want to display
position key flexfield information in an SSHR context such as the Person and Assignment
headers, the My Information page, and so on. For example, while the defined format for a
position could be HRD21.HR Director.3.12B, you can have the application display only the
second segment, namely HR Director.

Chapter 6 - Page 9
Grade Key Flexfield
Grade Key Flexfield

You can define either a simple or a complex grade key flexfield structure. Each grade can be
a combination of segment values. For example, in its simplest form, a grade can be a single
character, or number, in a logical sequence such as, A, B, C. By adding a second segment to
the grade name, you can identify sub-grades as A.1, A.2, A.3, A.4, B.1 and B.2. A more
complex structure could be used to distinguish grades for different staff groups such as,
Manual.A.1, Manual.A.2, Clerical.C.1 and Clerical.C.2.
Since compensation information can change independently of the grade, you do not define it
as part of the grade name. Instead you should relate it to the grade, either directly or
indirectly. Using Grade Rates or Pay Scales you can keep the history of changes. If you
include this type of information in a segment of the grade you will find it difficult to manage
changes.
Changing the value in a segment means that you will change the unique combination. The
application does not record a history for the value. If you want history, you must insert a new
grade, end date the previous grade and update all references - valid grades for jobs and
positions, grade rates, and assignments as grades are not datetracked.
In addition, you can determine the way you want to display grade key flexfield information in
an SSHR context such as the Person and Assignment headers, the My Information page, and
so on. For example, while the defined format for a grade could be MGMT.Executive.2.YH1,

Chapter 6 - Page 10
you can have the application display fewer segments, such as Executive.2.

Chapter 6 - Page 11
Cost Allocation Key Flexfield
Cost Allocation Key Flexfield

This slide summarizes the typical segments that you might expect to see for a Cost Allocation
key flexfield. You use the Cost Allocation key flexfield to collect and to accumulate costs
associated with running a payroll.
You set validation on each segment and can share value sets with General Ledger (GL).
Cost Allocation uses flexfield qualifiers to control the level at which users can enter values for
each segment such as Payroll, Link, Organization, Assignment, Entry and Balancing. For
example, if you select Payroll, then users can enter segment values in the Payroll window. If
you select Organization, then users can enter segment values in the Costing Information
window for the Organization.
The application creates combinations even when segments do not appear in the window. The
combination rules are not used. Each segment must have at least one qualifier and each
qualifier must have at least one segment.
Refer to the Oracle HRMS Implementation Guide for more details.

Chapter 6 - Page 12
People Group Key Flexfield
People Group Key Flexfield

The People Group flexfield enables you to add information to the records of the following
types of people who are eligible for a specific compensation:
Employees
Contingent workers
Applicants
You can use the individual segments of these flexfields to identify or report on specific groups
of people.
You need to set up at least one segment of this flexfield before you can begin entering
employee assignments. If you do not, you will not be able to use the Assignment window for
employees or applicants.

Chapter 6 - Page 13
Personal Analysis Key Flexfield
Personal Analysis Key Flexfield

The Personal Analysis flexfield enables you to add additional information types to records of
people. You can use the individual segments of this flexfield to identify or report on specific
groups of people.
The Personal Analysis key flexfield can have an unlimited number of structures per business
group and you can make unlimited entries to it. Each one represents a Special Information
Type (SIT).
You can have an unlimited number of Special Information Types. You can use SITs to keep
track of passport, driving license details. You can make unlimited number entries to it.

Chapter 6 - Page 14
Competence Key Flexfield
Competence Key Flexfield

Use this flexfield to create competencies specific to your business group. You define
competencies for performance management and appraisals of employees. You can also use
the Competence key flexfield to record a hierarchy of competencies.
You need to define the structure for this flexfield before you define the business group.
You can create an additional key flexfield that can be used to create global competencies that
are available across all business groups. You can, however, use the same key flexfield you
have defined for the business group if you want.
You define the key flexfield in the HR: Global Competence Flex Structure profile option. You
must specify one of the segments as the Default Attribute using the flexfield qualifier. You
must also attach the Others flexfield qualifier to all other segments in the structure.

Chapter 6 - Page 15
Collective Agreement Grades Key Flexfield
Collective Agreement Grades Key Flexfield

Use this flexfield to record the grade factors that are defined within a collective agreement. A
collective agreement grade is defined by a combination of values that you enter using grade
factors. A grade factor is a user-defined field that you set up as part of the grade structure in
the Collective Agreement Grades (CAGR) key flexfield.
The Collective Agreement Grades key flexfield enables you to create an unlimited number of
grade structures. Once the grade structure is recorded, you can link it to a collective
agreement and enter the required factor values for each reference grade. You can define up
to 20 segments within each structure. Each segment refers to a grade factor that is available
as part of the grade structure.
You do not need to define any structures for the Collective Agreement Grades flexfield before
you can use Oracle HRMS.
For more information on Collective Agreements, see the Oracle HRMS Enterprise and
Workforce Management Guide.
.

Chapter 6 - Page 16
Points to Consider
Points to Consider
Before defining a key flexfield, you must consider several points.
Plan the structure, segments and segment values.
Consider validation on your segments to control what users can enter.
Determine the size of your segment fields.
Define the naming conventions and the number of segments used for each flexfield
structure.
It is important to plan your flexfield properly and to anticipate future changes in your
organization. You must keep in mind not to include values that change frequently. After you
create your structures and started accumulating data, any modifications to your flexfield
structure could adversely impact the behavior of your system. You must keep these points in
mind when initially planning/creating your structures and to prevent future modifications,
including segment order and segment size.

Chapter 6 - Page 17
Quiz
Answer: a

Chapter 6 - Page 18
Quiz
Answer: a

Chapter 6 - Page 19
Quiz
Answer: d

Chapter 6 - Page 20
Summary
Please refer to the additional guide for labs and/or demos for this lesson.

Chapter 6 - Page 21

Chapter 6 - Page 22
Creating a Business Group

Chapter 7

Chapter 7 - Page 1

Chapter 7 - Page 2

Chapter 7 - Page 3
Overview
Overview
Enterprises are structured differently to meet varied business needs. A large enterprise can
have several departments and divisions spread over different locations. A smaller enterprise
can have limited departments, all based at the same location.
Oracle HRMS gives you the flexibility to represent your enterprise to meet your business
requirements. As a best practice, Oracle HRMS Workbench provides the following four basic
configuration models as starting points to define the basic information model to represent any
enterprise:
Model 1: A single operating company in one country
Model 2: A single operating company in multiple countries
Model 3: Multiple operating companies in one country
Model 4: Multiple operating companies in multiple countries
You can build a model of your enterprise showing all the reporting lines and other hierarchical
relationships. You can represent your enterprise at the highest level by defining it as an
employer, and then representing all the departments and sections below this. In Oracle
HRMS, a business group represents the country your enterprise has a presence. The
business group is a container for the organizations in your enterprise that exist in a specific
country.

Chapter 7 - Page 4
Representing Your Enterprise
Representing your Enterprise

Before you build your work structures, consider how your enterprise is structured:
How do you represent your enterprise at the highest level?
Does one business group serve your business requirements or do you require multiple
business groups?
If you want multiple business groups, then do you have information you share across business
groups? What information do you share across business groups? Do all of your operating
businesses share common HR policies or data standards for:
Recruitment
Competencies
Compensation
Performance management
Succession planning
What is the standard information you specify for your enterprise at the business group level?

Chapter 7 - Page 5
The Business Group
The Business Group

A business group (BG) represents a country where your enterprise has a fair number of
employees. If your enterprise has few employees in a country, you can create the international
BG that has no legislative conditions. The BG serves as a container for the organizations in
your enterprise that exist in a specific country. It enables grouping and managing data in
accordance with the legislative rules and reporting requirements of a single country, and to
control access to localized data. You place all organizations, employees, and organization
hierarchies in your enterprise in a specific country under a BG. For example, this slide shows
the structure of AB Shoes U.S. Here, you have a BG that represents AB Shoes in the U.S.
Under the BG, you have the various organizations that are divisions or departments such as
HR, Finance, Legal, and Public Relations (PR). A BG group holds information about the
components of work structures such as jobs, grades, and positions. At the BG level, you set
up the legislative rules, terms of employment, remuneration policies, and employee work
patterns.
See Create an Organization, Enter Organization Classifications, and Enter Additional
Information in the online help.

Chapter 7 - Page 6
Single or Multiple Business Groups

Set up one or many business groups according to the operating needs of your own enterprise.

Chapter 7 - Page 7
Single and Multiple Business Groups
Single and Multiple Business Groups

Small enterprises, limited to a smaller geographical area, have a single business group and a
large enterprise spread over a vast geographical area with complex organizational structure
has multiple business groups. A single business group enables an enterprise to hold 'live'
information, so they can display, report and manage information from all parts of the
enterprise at the same time.
Multiple business groups enable the enterprise to:
Represent each country where it has a presence, for example AB Shoes U.K. and AB
Shoes U.S. represent AB Shoes Inc. in the U.K. and U.S.
Maintain a copy the gold system with example records for training or testing.
Manage complexities. For example, multiple business groups are useful if the enterprise
is a holding company or a corporation with a number of subsidiary companies. Each
subsidiary has its own structures, employees, and compensation and benefit policies.
These subsidiaries are in different countries dealing with local legislative requirements.
Handle acquisitions and mergers. For example, when you acquire a company or merge
with another company, multiple business groups help you maintain separate structures
and compensation and benefits during the transition process.

Chapter 7 - Page 8
Sharing Information
Sharing Information
An enterprise with multiple business groups typically shares information such as jobs,
locations, departments/divisions (organizations), competencies, rating scales, reporting lines,
and personal titles.
You can share information across business groups using:
Lookups (Titles, Competencies, Job names)
User profiles (the HR:Cross Business Group)

Chapter 7 - Page 9
Share Information Using User Profile
Share Information Using User Profile

Oracle HRMS provides you the HR:Cross Business Group user profile option to enable
sharing information between Business Groups. Use this profile option to:
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
Select benchmark jobs from other business groups
Create global competencies and rating scales

Chapter 7 - Page 10
Standard Information
Standard Information
The standard information for a business group are
Currency
Budget values for non-monetary measures (such as headcount, FTEs)
Standard work hours and frequency of work such as daily, few days a week, or weekly.
US Users only: A US business group has two additional types of standard information for
government mandated reports such as VETS-100 and ADA:
Reporting Categories - Enter non-temporary categories (full-time or part-time) to be
included in government reporting.
Reporting Statuses - Enter assignment statuses such as Active or Paid Leave to be
included in reports.
After you create a business group, you enter these standard information as defaults. You use
these defaults for calculating pay, specifying work hours, and defining staffing budget.

Chapter 7 - Page 11
Information Associated with a Business Group
Information Associated with a Business Group

Apart from the defaults, other details you record at the business group level are:
All data and rules specific to the legislative and cultural needs of one country such as
taxation rules, holidays, etc.
Information about other work structures like positions, grades, competencies,
compensation plans, and people (internal and external)
Person numbers (for applicants, employees and contingent workers)
Minimum and maximum working age for the business group which enables you to
receive a warning if the new hire's age is outside this range.
US users only: You can enter the fiscal year start date, if your fiscal year is different from
the calendar year to maintain fiscal year balances in Oracle Payroll.

Chapter 7 - Page 12
Person Numbers
Person Numbers
Every enterprise identifies people in the enterprise by a unique number. Oracle HRMS
enables you to identify your employees, applicants, and contingent workers using:
Automatic - Number generated in sequence by the system.
Manual Entry - User enters any alphanumeric combination.
National Identifier - Automatic use of the national identifier.
The option of using the national identifier, such as, the social security number in the US, and
the NI number in the UK is available for employees only. Once you save your method, you
cannot later change to either of the automatic options. You can only change to manual entry.
You can also generate unique person numbers that span across business groups using the
Global Sequencing functionality. This is useful in enterprises that have multiple business
groups. When global person numbering is in effect, Oracle HRMS allocates numbers for a
person type from a single global sequence across all business groups. You can provide a
custom global person number sequence by defining a formula (using Oracle FastFormula) for
each person type (employees, contingent workers, and applicants). Once you have defined
and validated a formula, Oracle HRMS executes the formula, in place of the default local or
global sequence, whenever automatic person numbering is active and a person number is
required.

Chapter 7 - Page 13
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 Startup 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 and
then do all other setup.

Chapter 7 - Page 14
Quiz
Answer: b

Chapter 7 - Page 15
Quiz
Answer: b, c, d, f

Chapter 7 - Page 16
Quiz
Answer: a

Chapter 7 - Page 17
Quiz
Answer: a, c

Chapter 7 - Page 18
Summary

Chapter 7 - Page 19

Chapter 7 - Page 20
Creating Locations
Chapter 8
Creating Locations
Chapter 8 - Page 1
Creating Locations
Chapter 8 - Page 2
Creating Locations
Creating Locations
Chapter 8 - Page 3
Overview
Overview
Locations are the physical sites where employees work. You can represent a place, building,
or each floor in a building as a physical work location, each with a valid address. A group of
the physical work locations make up the work site and some legislations use the work site for
government-mandated reports, for example the EEO (equal employment opportunity) report in
the U.S. depends on the work site.
Using Oracle HRMS you can maintain details of locations within your enterprise and locations
of organizations outside your enterprise but have business connections with your enterprise.
You can also close down a location when your business no longer requires it.
Creating Locations
Chapter 8 - Page 4
Internal and External Addresses
Internal and External Addresses

Oracle HRMS enables you to record:
Internal addresses, for example addresses of organizations internal to your enterprise,
such as companies, departments, divisions, or units.
External addresses, for example addresses of organizations external to your enterprise
such as tax authorities, employment agencies, suppliers, vendors, and insurance or
benefit carriers.
You can record addresses in the required local address styles. Many countries have local
address formats with some validation. Users in US and Canada can validate the addresses if
they have licensed Vertex validation. In such a case, Oracle HRMS validates the addresses
against a table containing all cities with a population of greater than 200 people.
While setting up your internal or external organizations, you can select from these locations.
This ensures that you save time by entering addresses only once. You can share these
addresses across business groups or make them specific to one business group. You can
share addresses of locations across Oracle applications.
Creating Locations
Chapter 8 - Page 5
Closing Down a Location
Closing Down a Location

An enterprise may no longer require a specific location for business reasons. In such a case,
you can enter an inactive date to prevent users from selecting a location for organizations,
positions or assignments.
You can delete locations, only if they have never been referenced elsewhere. However,
typically you would make them inactive.
See Setting Up Locations in the online help.
Creating Locations
Chapter 8 - Page 6
Quiz
Answer: b
Creating Locations
Chapter 8 - Page 7
Quiz
Answer: a, c, d
Creating Locations
Chapter 8 - Page 8
Summary
Creating Locations
Chapter 8 - Page 9
Creating Locations
Chapter 8 - Page 10
Creating Organizations
Chapter 9
Chapter 9 - Page 1
Chapter 9 - Page 2
Chapter 9 - Page 3
Overview
Overview
An enterprise can have several branches, departments, and divisions.
In Oracle HRMS, you represent the country/countries where your enterprise is present as the
business group and the operational groups in your enterprise as organizations below the
business group. These organizations:
Represent the operational groups in which people work
Are both internal such as departments and divisions or external to your enterprise such
as suppliers, benefit carriers.
Are linked in hierarchies to show reporting groups and for security definitions.
Are shared with other Oracle applications like Purchasing and Inventory for common
reporting on the enterprise.
You can rapidly set up the organizations in your enterprise using Oracle HRMS Workbench.
Chapter 9 - Page 4
Organizations Within Business Group
Organization Within Business Group

An organization within the business group represents the operational groupings in which
employees work, such as branches, departments or sections. You represent these as internal
organizations. Examples of internal organizations are HR Organizations (employees belong to
this organization), departments of Finance, Public Relations, or Legal.
A business group also has within it organizations relevant to human resources and payroll
management and administration. You can represent organizations with whom you do
business as external organizations. Examples of external organizations are training vendors,
tax offices, benefits carriers, health care provider, or certification bodies.
External organizations can appear in your organization hierarchies together with internal
organizations and you define them in the same way.
See Create an Organization in the online help.
Chapter 9 - Page 5
Organization Classifications
Organization Classifications
Every organization has a definite purpose and function. For example, the HR organization is
involved in managing employees, the finance department looks into the money matters.
In Oracle HRMS, you define the purpose and function of an organization using the predefined
organization classifications. Some of the available classifications are Business Group, HR
Organization, Benefits Carrier, Training Provider, Bargaining Unit, and GRE/Legal Entity. The
classifications control an organizations usage. For example, a bargaining unit classification
enables you to define an organization that is involved in negotiating a collective agreement. A
bargaining unit could be any organization representing the employees in negotiations, such as
a trade union.
You can define an organization with multiple classifications. The classification enables you to
enter additional information for an organization. Oracle HRMS uses Extra Information Types
(EIT) to record additional information.
Note: Implementers can define additional classifications to meet a countrys statutory
requirements. For information about defining additional classifications, see Running the
Register Extra Information Types (EITs) Process in the online help.
See Enter an Organization Classification in the online help.
Chapter 9 - Page 6
Additional Organization Information
Additional Organization Information

You can record additional organization information that is important to your enterprise.
For example, for an organization classified as:
Business group, you can record information such as budget value defaults, work day,
recruitment, payslip, and self-service preference information.
HR Organization, you can record information such as reporting, costing, parent
organization information, and work day defaults.
See Entering Additional Information (for organizations) in the online help.
Chapter 9 - Page 7
Organization Manager
Organization Manager
You can assign managers to organizations primarily for reporting purposes. Oracle HRMS
enables you to identify a named manager for each organization. You record the organization
managers name as it enables the Daily Business Intelligence feature in Oracle HRMS to
report consistently across applications. The daily business intelligence reports enable you to
improve your business.
Organization managers gather relevant, accurate, and timely information to plan, track, and
improve the overall business and functioning of the organization. You can only assign
managers to organizations that have a classification that uses the Reporting Information
information type, for example HR Organizations.
Note: You can only have one manager for an organization within a specific period.
Oracle HRMS also enables you to view a history of managers for an organization. You can
also display the organizations for which any of the people who report to you directly are
managers.
Chapter 9 - Page 8
End Dates on Organizations
End Dates on Organizations

To meet your business requirements, you may need to close an organization.
For organizations that are already in use, Oracle HRMS enables you to end them by entering
a Date To (end date) on the specific organization record. Closing the organization prevents it
from being available for employee assignments, but keeps a history of the organization.
Chapter 9 - Page 9
Deleting Organizations
Deleting Organizations
To completely remove an organization from your system, you must first remove any data
related to:
All employee assignments to the organization, at any date.
All hierarchy versions of the organization.
You must also disable all organization classifications that are used by that organization in the
Organization window.
See Remove and Delete Organizations in the online help.
Chapter 9 - Page 10
You place organizations in a hierarchy to show the reporting structure between the
organizations in your enterprise. Organization hierarchies also help you in:
Controlling access to information
Purchasing approvals
Government mandated reporting
Project Accounting
Oracle HRMS enables you to define as many hierarchies as your business requires. You set
up the primary organization hierarchy to show the main reporting lines in your enterprise. In
addition, you can set up many other organization hierarchies as secondary hierarchies to
show multiple reporting lines, to control access to information, and to determine which
organizations and employees any report covers.
See Creating Organization Hierarchies in the online help.
Chapter 9 - Page 11

Using the Synch Orgs functionality, you can enable the automatic creation of HR
organizations corresponding to company cost center combinations that exist in your GL
account combinations. For example, as shown in the slide, you define the structure and
hierarchy of Cost Center 1 (CC1) and Cost Center 2 (CC2) in your GL. Synch Orgs
functionality enables you to automatically create HR Org1 and HR Org2 with the same
structure and hierarchy as in your GL.
If your enterprise has a close relationship between its financial structure and line management
hierarchy, you only have to maintain your financial structure in GL and the corresponding line
manager hierarchy is automatically synchronized. You can also enable the automatic creation
of company cost center organizations if your financial cost centers are different to your HR
organizations and you want to represent your cost centers as organizations. The automatic
creation of company cost centers helps you in management reporting about financial
information such as costs, revenues and expenses. You can consolidate this information by
cost center manager.
Chapter 9 - Page 12
Quiz
Answer: c
Chapter 9 - Page 13
Quiz
Answer: b
Chapter 9 - Page 14
Quiz
Answer: a
Chapter 9 - Page 15
Summary
Chapter 9 - Page 16
Representing Financial
Reporting Structures
Chapter 10
Representing Financial Reporting Structures

Chapter 10 - Page 1

Chapter 10 - Page 2

Chapter 10 - Page 3
Overview
Overview
Representing financial structure in Oracle HRMS helps you in management reporting about
financial information such as costs, revenues and expenses. You can consolidate this
information by cost center manager. This consolidation enables you to allocate and report
employment costs as you deploy and pay people. It also helps you in managing your projects
and distribute your workforce as per priority.

Chapter 10 - Page 4
Parallel Reporting Structures HR and GL
Parallel Reporting Structures

The two reporting structures are distinct from each other and this provides the flexibility to
meet the different needs of different types of enterprise. Not everyone is using Oracle GL and
not everyone has a one-to-one mapping between cost centers and organizations. The
reporting structures exist in parallel and you can map financial reporting structures such as
cost codes, to organizations and other structures in Oracle HR. For example, the Recruiting
and Employee Services share the same cost center as the HR Division for financial reporting
purposes but there are two cost centers for line management purposes.
In certain cases, there are typically lower level changes to work structures without impact on
cost centers, for example, the head of the HR Division, with a single cost center, can easily
reorganize reporting groups in the division without change of budget. This type of change
emphasizes the difference in view of management reporting groups between HR and GL.
They are similar but not always the same.
The key issue for most customers who use both HR reporting and GL reporting systems is:
how do they synchronize changes in structure between the two systems? No easy answer
exists. You need a consulting/implementation decision to define user procedures. For most
companies, internal procedures usually require high level planning and approval before
significant changes occur. However, Oracle provides flexibility to map different reporting
structures to each other.

Chapter 10 - Page 5
Parallel Reporting Structures Similar but not same

Chapter 10 - Page 6
Summary

Chapter 10 - Page 7

Chapter 10 - Page 8
Representing Government
Reporting Structures (US)
Chapter 11
Representing Government Reporting Structures (US)

Chapter 11 - Page 1

Chapter 11 - Page 2

Chapter 11 - Page 3
Overview
Overview
To ensure legislative compliance, employers prepare a number of employee reports and
submit to various government authorities. Examples of US reports you can generate are:
Equal Employment Opportunity (EEO) and Affirmative Action Plan (AAP)
Federal Contractor Veterans Employment (VETS100)
Americans with Disabilities Act (ADA)
Occupational Safety and Health Administration (OSHA)
Integrated Post-Secondary Education Data System (IPEDS)

Chapter 11 - Page 4
Reporting Requirements
Reporting Requirements
This slide shows examples of specialized information you can record, at the work structures
level, for generating government-mandated reports.
See Government Mandated Reporting in the online help.

Chapter 11 - Page 5
Preparing for GovernmentMandated HR Reporting
Preparing for GovernmentMandated HR Reporting

To report to the government, you must set up your work structures. For each type of report,
you can set up different reporting structures. For example, to run the VETS-100 and ADA
reports, you must register Reporting Categories and Reporting Statuses for the business
group. To run the government-mandated reporting, you must set up one or more types of
reporting organizations. These include:
Reporting Establishments
Corporate Headquarters
AAP Organizations
After setting up the reporting organizations you need, you can build establishment hierarchies
and AAP establishment hierarchies that include these reporting organizations. Before running
EEO-1, VETS-100, ADA, or OSHA reports, you enter establishment overrides for individual
employees as necessary.

Chapter 11 - Page 6
Reporting Categories and Statuses
Reporting Categories and Statuses

Some reporting such as EEO1 and VETs 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: Employment categories that cover non-temporary full-time or part-time
work. You can add Regular (full and part time) employment categories using the lookup type
Employment Categories.
Reporting Statuses: Those assignment statuses that cover non-terminated statuses. You can
give these assignment statuses different user statuses appropriate to your enterprise. Each
system status can have several user statuses related to it. For example, for employees you
can define several different user statuses for the system status Suspend Assignment such as,
Paternity Leave, Disability Leave, or Education Leave. When you use Oracle HRMS, you only
see the user statuses, not the system status.
See Register Reporting Categories and Register Reporting Statuses in the online help.

Chapter 11 - Page 7
Reporting Organizations
Reporting Organizations
Based on your reporting requirements, you can record reporting information for:
Establishments: For reporting purposes, an establishment is a single physical location, a
complex of work sites in a locality, or even all the sites included in a relatively large
geographic area. For OSHA reporting, there may be two or more separate
establishments at one physical work location if distinctly different types of operations are
carried out at the location. To represent establishments for reporting, you give
organizations the classification Reporting Establishment.
Corporate Headquarters: A GRE whose employees all work at the same establishment
is simultaneously a GRE and a Reporting Establishment. For GREs with employees at
different establishments you define a number of separate Reporting Establishments. To
identify the establishment serving as the headquarters organization, you give a
Reporting Establishment the additional classification of Corporate Headquarters.
AAP Organization: AAP reporting requires breakdown of employees by the affirmative
action plans covering them, instead of breakdowns by establishment. To meet the AAP
reporting requirements, Oracle HRMS enables you to create additional organizations
and classify them as AAP Organizations.

Chapter 11 - Page 8
You record the establishment information for a location using the location extra
information types. This enables you to record information such as reporting name of the
location, unit number issued by EEOC, and similar details for several reports.

Chapter 11 - Page 9
Defining Organization Information for Government Mandated

Reporting
Defining Organization Information for Government Mandated Reporting

To meet your government mandated reporting requirements, you can record several details
for organizations classified as GRE, Parent Entity, AAP Organization, Reporting
Establishment, and Corporate Headquarters.
See Government Mandated Reporting and Enter Additional Organization Information in the
online help.

Chapter 11 - Page 10
Record Establishment Details
Record Establishment Details

Examples of establishment details you record using the Location extra information types are:
EEO1 specific data: Reporting name, unit number issued by EEOC, apprentices,
government contractor, major business activities.
EEO1 individual establishment archive data: Employment numbers (males, females,
different races).
EEO-1/VETS generic data: Dun and Bradstreet number, Standard Industrial
Classification number, North American Industry Classification System number, GRE
name, identify it as a headquarters establishment.
Multiple Work Site Report specific data: Reporting unit number issued by a state, trade
name, worksite description, changes in employment and wage data.

Establishment Hierarchies
Establishment Hierarchies
Establishment hierarchies help you determine the employees in a particular GRE and
reporting organizations for reporting purposes. You supply the establishment hierarchy as a
parameter to the processes that produce reports.
You create establishment hierarchies using the Organization Hierarchy for reports such as the
AAP and ADA. You create establishment hierarchy using Generic Hierarchies for reports such
as the EEO, Vets, Multi-Worksite, and OSHA.
The establishment hierarchy you create using the Organization Hierarchy functionality
typically has a GRE at the top, Reporting Establishments at the next level, and HR
Organizations subordinate to the Reporting Establishments. The establishment hierarchy you
create using the Generic Hierarchy functionality has an organization classified as a Parent
Entity at the top, Establishments (group of locations or individual locations) at the next level
and an optional third level of locations that make up the Establishment.

Establishment Hierarchy Using Organization Hierarchy

The establishment hierarchy you create using the Organization Hierarchy functionality
typically has a GRE at the top and Reporting Establishments at the next level, and HR
Organizations subordinate to the Reporting Establishments.
However, in some cases, all the employees of a GRE work at, or from, a single establishment,
and you use a single-establishment hierarchy as a parameter for production of an
establishment report. The top organization of this type of hierarchy must be a GRE, but must
also be classified as a Reporting Establishment.
In the establishment hierarchy with the above structure, the report processes normally count
employees as belonging to the Reporting Establishment to which their HR Organizations are
subordinate. For example, in the above hierarchy structure, a report process counts the
employees in the HR Organizations subordinate to AB Shoes East Reporting Establishment
as based at that establishment, and those in HR Organizations subordinate to AB Shoes West
as based at that establishment.


Multi-establishment hierarchies: For complex enterprises with multiple GREs and Reporting
Establishments, you build multi-establishment hierarchies. The top organization in a multiestablishment hierarchy must be a GRE. It cannot be a Reporting Establishment or an HR
Organization. For reporting that requires a separate report on your headquarters
establishment, the top organization of a multi-establishment hierarchy should not have the
classification Corporate Headquarters.
When using multi-establishment hierarchies for reporting purposes, you may need to identify a
particular Reporting Establishment as the headquarters establishment of your enterprise. To
identify the establishment serving as the headquarters organization, you give a Reporting
Establishment the additional classification of Corporate Headquarters. You normally classify
only one reporting organization within a business group as the Corporate Headquarters
organization. It must also have the classifications GRE and Reporting Establishment. It can
have other classifications as well. Optionally classified as HR Organization for employees to
have assignments to this organization. You can either use an existing organization classed as
a GRE as the top organization of a multi-establishment hierarchy, or create a GRE for
reporting purpose, with a name similar to that of an operational GRE, and the same IRS
identification number as the operational GRE.

Create Establishment Hierarchies Using Organization Hierarchy
Create Establishment Hierarchies Using Organization Hierarchy

If you want to include organizations from a single business group, use the Organization
Hierarchy window, alternatively, use the Global Organization Hierarchy window to include
organizations from any business group. To access the Global Organizations Hierarchy
window you must have a global security profile associated with your responsibility and your
System Administrator must add the window to the menu.
Before defining reporting organizations, determine the establishment hierarchies your
enterprise needs for government-mandated HR reporting. This will in turn determine the
particular reporting organizations you must set up. After setting up the reporting organizations
you need, you can build establishment hierarchies and AAP establishment hierarchies that
include these reporting organizations.

Establishment Hierarchy Using Generic Hierarchies

Generic hierarchies enable you to represent complex organizational structures in your
enterprise for reporting purposes. By using the generic hierarchies functionality to set up your
establishment hierarchies, you can use the same information on several reports, rather than
having to define it individually for each report.
You represent your enterprise's parent company at the highest level and the locations as
establishments in the second level. You record parent company information to be displayed
on the report using the organization classification Parent Entity and any default values for
establishments beneath the parent company in the hierarchy. You group your employees into
establishments (locations) and record information for each establishment in the location extra
information types. If you do not enter information for an establishment, the default information
entered at the parent company level is in the reports.
You can place a third level of locations if any of the establishments is made up of multiple
locations. If all your employees operate from the physical locations of the establishments, you
do not need to add further levels to the hierarchy. This helps Oracle HRMS to extract the
information required to complete certain statutory reports for example EEO, VETS and
Multiple Worksite Reports. If all the employees in your enterprise work in, or from, a single
establishment, define a single-establishment hierarchy.


You define a multi-establishment hierarchy if the employees in your enterprise work in, or
from, multiple establishments.
For a multi-establishment hierarchy, define one of the establishments as the headquarters if
any of the reports you run requires the headquarters to be identified.
See Example Setups Using Generic Hierarchies in the online help.

Create Establishment Hierarchy Using Generic Hierarchies
Create establishment Hierarchies Using Generic Hierarchies

Before creating establishment hierarchies, ensure that you record parent company information
to be displayed on the report using organization information types and any default values for
establishments beneath the parent company.
The Parent Entity represents your enterprise's parent company for both single and multi
establishment hierarchies. For a multi establishment hierarchy, define one of the
establishments as the headquarters if any of the reports you run require headquarters to be
identified. Record information for each establishment in the location EITs. If you do not enter
information for an establishment the default information entered at the parent company level is
used during reporting. If all your employees operate from the physical locations of the
establishments, then you do not need to add any further levels of location to the hierarchy.

AAP Establishment Hierarchies
AAP Establishment Hierarchies

Establishment hierarchies constructed for AAP reporting are different from other
establishment hierarchies. Whereas in other establishment hierarchies one Reporting
Establishment cannot be subordinate to another, in AAP hierarchies an AAP Organization,
which can also be a Reporting Establishment, can occur at any level. Use the Organization
Hierarchy functionality to create the AAP Establishment Hierarchies.

Reporting Checklist

Quiz
Answer: a

Quiz
Answer: c, d

Summary


Representing Jobs and

Positions
Chapter 12
Representing Jobs and Positions

Chapter 12 - Page 1

Chapter 12 - Page 2

Chapter 12 - Page 3
Overview
Overview
Employees in an enterprise perform different roles. Job and Positions provide two distinct
ways of representing the work roles that employees perform within an enterprise.
To help you decide whether to use jobs or positions to represent roles, you must:
Determine whether the emphasis within your enterprise is to manage people or posts.
Ask what happens when an employee is terminated:
- Do you replace the person who left by rehiring to the same role. If not, do you
freeze the post for budget reporting.
- Do you replace the person who left, but line managers have the freedom to hire a
replacement into a different type of role to meet operational needs.
- Do you replace the person who left by rehiring to the same role. A line manager
can request a change of role but this usually requires further management
approvals.
Oracle HR provides the Configuration Workbench to help you decide configuring the jobs and
positions in your enterprise. You must use the HRMS Configuration Workbench responsibility
to use this wizard. For information about using Oracle HRMS Configuration Workbench,
please see the Oracle HRMS Implementation Guide

Chapter 12 - Page 4
Using Jobs or Positions
Using Jobs and Positions

Consider the following questions before using Jobs or Positions:
Are roles fixed or flexible in your enterprise?
Do you have more than one employee in the same role?
How long does the role continue?

Chapter 12 - Page 5
Jobs
Jobs
In Oracle HRMS, jobs are generic roles within a business group. They are independent of any
single organization and exist for all organizations. For example, the jobs Manager and
Consultant could occur in many organizations.
You can also use jobs to set up supplementary roles that an employee might hold, for
example, fire warden, or health and safety officer.
You define your own job structure and then enter details for each job in your enterprise.
See Defining a Job in the online help.

Chapter 12 - Page 6
Job Structure
Job Structure
You define your own job structure as a key flexfield. The job you define is a combination of the
segment values. Using the key flexfields, you determine the number of segments in your job
name and the valid values for each segment. You can determine exactly what information to
hold and how it must be entered.
You create jobs in your enterprise using the job structure you define as the job key flexfield.
For more information on how to create your job structure using the job key flexfield, please
refer to the Defining Common Data topic in this course.

Chapter 12 - Page 7
Representing Positions

Chapter 12 - Page 8
Positions
Positions
Position is a specific role, or function, that exists in one organization. Positions show more
management reporting detail than organizations alone. Position definition includes Job and
Organization. Using Positions simplifies assignments by connecting and populating
organization, job and location. Each position is unique to an organization.
Use jobs to show common job types and information across organizations. Use positions to
define jobs more specifically. You can use jobs without positions or use positions only for part
of an organization.
See Defining a Position in the online help.

Chapter 12 - Page 9
Using Positions
Using Positions
Positions are typical of government/public sector agencies or those companies with a heavy
blue collar or union influence. These companies are generally position driven which means
that they identify roles and skills based on the position, not the individual. For example, the
position Finance Manager would be an instance of the job of a Manager in the Finance
organization. Each position is specific to each organization.
You define your own position structure and then enter details for each position in your
enterprise.
You can also use the Configuration Workbench to decide about the positions within an
enterprise.

Examples of Positions

Position Structure
Position Structure
You define your own position structure as a key flexfield. The position you define is a
combination of the segment values. Using the Position key flexfield, you determine the
number of segments in your position name and the valid values for each segment. You can
determine exactly what information to hold and how it must be entered.
You create positions in your enterprise using the position structure you define as the position
key flexfield.

Position Control
Position Control
Organizations require different levels of control when managing positions. For example, a
standard level of control might typically involve position definition, management planning and
reporting against budgets, and cost tracking. Organizations fitting this description generally
base their budgets on positions, jobs, or organizations. These organizations do not require
rules placed on positions and budgets to ensure that costs correspond to available funds in a
fiscal period.
More advanced control typically might involve complex approval processes, encumbrance
accounting and commitment of funds, budget reallocation, and reporting requirements based
on external funding authorities. Organizations fitting this description base their budgets on
positions and use these budgets to keep positions and related costs in line with available
funds in a fiscal period.

Position Transactions
Position Transactions
Position transactions are virtual documents (forms) that you fill out and submit for approval.
The most relaxed implementation can use transactions to manage positions.
Approval Chain
You can include all appropriate parties in the process automatically. You can select online
routing recipients using routing and approval rules you define in a Wizard interface.
Permissions
Security features enable you to define more strict controls. You can grant recipients
permission to work on any data field you specify, based on the persons role in the
organization or the action itself.
Notifications
You can notify anyone in your business group about the status of a transaction.

Position Hiring Status
Position Hiring Status

Hiring status of a position determines what changes you can make to the position definition
and whether you can include it in any assignments
Deleted: Position was set up by mistake, or never used.
Eliminated: You cannot change the position as it is no longer in use.
Proposed: You can change the start date. This position is for planning or modeling.
Frozen: You cannot use the position for any new employees though you can continue
using it for the employees already assigned to it.
Active: You can change only the start date before you make any other updates to the
position.
Apart from the hiring status, positions have a Valid/Invalid status.
Note: You can only assign an employee to a position with an Active hiring status and a Valid
(or blank) main status.

Additional Information for Jobs and Positions
Additional Information for Jobs and Positions

Oracle HRMS enables you to hold additional types of information for both jobs and positions.
You can record predefined types of information such as:
Valid grades
Evaluation Scores
Work Choices
Competence
Skill Requirements
Salary Survey Map
You can also record unlimited amount of information using the Extra Information Types. For
example, you could set up fields to record the health and safety requirements of a position, or
its suitability for job share.
See Entering Work Choices for a Job or Position in the online help.

Changing Job and Position Definitions
Changing Definitions
You can update the definition of a position at any time, and the system maintains a complete
record of your changes using DateTrack. If you no longer want users to be able to select a
job, then you can enter an end date beyond which the job will be unavailable.

Changing Details
Changing Details
You can make a job or position unavailable for use. For a job you can enter an end date
beyond which the job will be unavailable and for a position you must select the hiring status of
either Frozen or Eliminated. 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.
However, you cannot end jobs that are currently in use in assignments or positions.
You can change the Status of a position. However, you cannot change a position if its hiring
status is Eliminated or Deleted. If a position's hiring status is proposed, you can change its
start date. If the position's hiring status is Active, you can only change the start date before
you make any other updates to the position.
If you want to change the job or organization on a position, you can do so using Position
Copy.
If you want to record the source of changes to a position, use the Amendment Information
fields from the Additional Detail tab. This is useful for public sector organizations and for
position control.
Changes made to the position do not automatically flow to the employees assigned to those
positions.

Quiz
Answer: a

Quiz
Answer: a

Quiz
Answer: a

Quiz
Answer: c

Summary


Position Hierarchies
Chapter 13
Chapter 13 - Page 1
Chapter 13 - Page 2
Chapter 13 - Page 3
Overview
Overview
If you use positions to define roles, you can define position hierarchies to show the detailed
line management reporting in each organization or throughout the enterprise. In a hierarchy
each position has one parent. Positions can belong to any number of hierarchies but can
appear only once in any hierarchy. These are more detailed than organization hierarchies.
You can set up a primary hierarchy and multiple secondary hierarchies to show reporting
lines, including 'dotted line' reporting, and to control access to information. Position hierarchies
are dated. This enables you to maintain future-dated hierarchies. You can copy and manage
multiple versions.
You can control user access to records as position hierarchies rely on security profiles.
Chapter 13 - Page 4
Position Hierarchy - Example
Position Hierarchy Example

The hierarchy illustrates how each position has only one parent, although the parent can have
more than one child position.
Chapter 13 - Page 5
Defining Position Hierarchies
Defining Position Hierarchies

You can define position hierarchies using either of the three ways. However, remember to
always define hierarchies from the top position down. You may find it easier to define the
Hierarchy using the top position and one other. Then you can add other positions into the
hierarchy when you make your definitions in the Position window.
Chapter 13 - Page 6
Hierarchy Diagrammers
Hierarchy Diagrammers
The hierarchy diagrammers are standard Oracle HRMS windows, with the addition of a
graphical area. They work together with the Organization Hierarchy window and Position
Hierarchy window so you can create basic hierarchies using these windows and then make
intuitive drag-and-drop changes using the diagrammers. Any changes made using the
hierarchy diagrammers are reflected in the hierarchy windows, and are saved in your
database.
It is not an organization charting and reporting tool for general publishing. For such purposes,
consider using a partner application, like OrgPublisher.
See Creating a Position Hierarchy in the online help.
Chapter 13 - Page 7
Changing Position Hierarchies
Changing Position Hierarchies

Use the Position Hierarchy window to change a position hierarchy. You can change position
hierarchies in the three different ways shown in the slide. You can move a position using the
Mass Move functionality.
Chapter 13 - Page 8
Quiz
Answer: a
Chapter 13 - Page 9
Summary
Mass Move Updates

Chapter 14
Mass Move Updates

Chapter 14 - Page 1
Mass Move Updates

Chapter 14 - Page 2
Mass Move Updates
Mass Move Updates

Chapter 14 - Page 3
Overview
Mass Move Updates

Chapter 14 - Page 4
Reorganization
Reorganization
Because Mass Move allows you to modify multiple employee records at once, you can
conveniently reorganize. However, if you use positions, you should try to keep the definition of
organizations as broad as possible. This reduces duplication of information and simplifies the
processes of reorganization.
Though you can change organizations, positions, and hierarchies as part of business group
reorganization, you cannot change the organization for a position. In order to do so, you must
end one position and create a new position. However, Mass Move functionality supports this
process.
Mass Move Updates

Chapter 14 - Page 5
Moving Assignments
Moving Assignments
You move assignments in either of the following ways:
1. 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
2. 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
Mass Move Updates

Chapter 14 - Page 6
Considerations Before a Mass Move
Considerations Before a Mass Move

To prepare for your mass move, you must make certain decisions:
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?
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?
See Reorganize your Business Group in the online help.
Mass Move Updates

Chapter 14 - Page 7
Quiz
Answer: a
Mass Move Updates

Chapter 14 - Page 8
Quiz
Answer: b, c, d
Mass Move Updates

Chapter 14 - Page 9
Quiz
Answer: a
Mass Move Updates

Summary
Mass Move Updates

Mass Move Updates

Understanding Checklists
Chapter 15
Chapter 15 - Page 1
Chapter 15 - Page 2
Chapter 15 - Page 3
What Are Checklists?
What Are Checklists?

Similar to To-Do lists, a checklist in Oracle HRMS is a list of tasks. Some actions in Oracle
HRMS, such as hiring an employee, or changing an employees work location, require the
completion of additional standard tasks. These tasks (or checklist tasks) may include setting
up a work location, arranging a telephone, reassigning resources, and so on. Oracle HRMS
allows you to use the checklists functionality to dynamically build checklists, keep track of
these additional tasks, and ensure that they are complete.
Chapter 15 - Page 4
Benefits of Checklists
Benefits of Checklists
You can define tasks for different purposes. A task in a checklist does not necessarily
mean that the task performer needs to complete it using Oracle HRMS, for example, a
physical activity such as setting up a telephone connection for an employee.
When you define a checklist and associate it with a life event (for example, an event that
describes a change of work location for an employee), you can have the application
generate the checklist for employees experiencing that life event thus enabling you to
standardize work processes.
To help meet your deadlines better, you can associate a target completion date to a
checklist task. As an HR Manager, you can track tasks in a checklist to find out their
status.
You have the option to automatically assign tasks to performers who are best placed to
efficiently complete those tasks thus reducing time and effort.
Chapter 15 - Page 5
How Checklists Work
How Checklists Work

A checklist template is a container for checklist tasks. For example, for new hires, you
may want to consider creating a checklist template called New Hire. You may want to add
checklist tasks to this template, such as arranging a telephone, setting up a workstation,
and so on. You can also categorize your checklist templates for better tracking and
control. Oracle HRMS ships predefined categories called On-Boarding and Off-Boarding
that involve hiring, integrating, and removing workers from your organization. You can
create your own categories too.
To enable Oracle HRMS to automatically generate the checklist (in this example, when
you hire a new employee), you associate an appropriate checklist life event with the
checklist template. You set up a life event to process major changes in a persons life,
such as marriage, new employment, the birth of a child, and so on. For more details on
setting up life events, see Defining General Characteristics of Life Event Reasons in the
online help.
You can use eligibility profiles to tailor the list of tasks in a checklist for a person or
assignment based on your business requirements. For example, to comply with
legislative requirements of different countries, you may want the application to generate
one version of a checklist for a person transferred to the UK, and another version if the
Chapter 15 - Page 6
person is transferred to Malaysia. For more details on eligibility profiles, see Defining an
Eligibility Profile in the online help.
To sum up, when a life event for a person or assignment occurs, Oracle HRMS generates
a checklist that pertains to that life event and allocates it to the person who has
experienced the life event. Managers can then proceed to delegate checklist tasks to
performers or, if necessary, manually define more tasks to the already generated
checklist. When a performer finishes a checklist task, as a manager, you can mark it
complete.
Chapter 15 - Page 7
Checklist-Task Performers
Checklist-Task Performers
When the application generates a checklist for a person or assignment who has experienced
a life event, as an HR Manager, you can proceed to assign the checklist tasks to performers.
You can assign tasks manually where you need to pick a task performer for each activity, or
automatically, by using Oracle Approvals Management (AME).
If you want to use AME, you need to first set up AME, and provide AME-specific information
when you create a task in a checklist template. Oracle AME in turn returns a list of task
performers. These task performers receive a notification when a task appears in an allocated
checklist.
For general information on AME, see Overview of Oracle Approvals Management in the online
help.
For more information on setting up AME for checklists, see Identifying Performers for
Checklist Tasks in the online help.
Chapter 15 - Page 8
Quiz
Answer: b
Chapter 15 - Page 9
Quiz
Answer: a, b
Summary
Setting Up Workers
Compensation (US)
Chapter 16
Setting Up Workers Compensation (US)

Chapter 16 - Page 1

Chapter 16 - Page 2

Chapter 16 - Page 3
Overview
Overview
Workers Compensation (WC) provides employees insurance coverage for work-related
injuries. Every state has a workers compensation program to provide for this insurance. In
every state, employers are liable for the premiums for this insurance, and in some states the
employee pays a portion as well.
Oracle HRMS allows you to store information regarding WC such as insurance carrier, WC
work classification codes and premium rates. You can also store the WC premium calculated
for each employee.
If you are using Oracle Payroll you will have predefined elements and fast formulas to do the
calculations for Workers Compensation.

Chapter 16 - Page 4
Workers Compensation in Oracle HRMS

Chapter 16 - Page 5
WC Insurers
WC Insurers
In some states, you can use only the state agency as the WC insurance carrier. These states
are monopolistic with respect to the WC insurance carrier. In other states you use either
private insurers or the state agency to fund WC programs. These states are competitive with
respect to the WC insurance carrier.
Oracle HRMS enables you to record the WC carrier details for a government reporting entity
(GRE) in your enterprise. If your enterprise has GREs in different states, you can have a
different carrier in each state. If your enterprise has more than one GRE in a competitive
state, you record one WC carrier per state for each GRE.

Chapter 16 - Page 6
WC Work Classification Codes
WC Work Classification Codes

Each state uses a set of work classification codes to represent jobs. The codes reflect the risk
of injury or work-related illness in different types of work.
For each state in which you have a GRE, you can map the jobs in your enterprise with the
specific WC classification codes.
Note: A given job does not necessarily have the same classification and code from state to
state. Within a state, the same code normally covers a number of different jobs judged to have
a similar risk level, so in each state all your jobs may fall into a fairly small number of codes.

Chapter 16 - Page 7
WC Work Premium Rates
WC Work Premium Rates

The work classification codes have associated work premium rates. The codes and their
associated rates show the level of danger in different types of work.
Oracle HRMS enables you to associate a states WC codes with an insurers default rates.
These default rates apply when no location is specified. If the carrier applies special rates to
one or more work locations within the state, you enter these rates by carrier and locations. For
example, for code 8810, carrier As default rate is .97 cents and carrier As rates for location X
is .94 cents.
You can also enter a WC code for an employee that overrides the default code associated
with his or her job. For example, in a situation when workers in a relatively high-risk job
classification begin work at a job site, and the risk of injury for any worker at the site is judged
to increase.

Chapter 16 - Page 8
Workers Compensation Liability
Workers Compensation Liability

The insurance premiums depend upon the business of the enterprise. For example, tasks
classified as dangerous such as fire fighting have a higher premium and tasks classified as
less dangerous such as administrative tasks have lower premiums.
To determine the WC liability of your enterprise, you need to:
Associate your jobs with state WC work classification codes.
Associate these codes with state WC premium rates.
Maintain WC-related data for each GRE.
You also need to consider additional WC elements and creating new formulas or modifying
existing formulas 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.

Chapter 16 - Page 9
Quiz
Answer: a

Quiz
Answer: a

Summary

Setting Up Enterprise Work

Structures
Chapter 17

Chapter 17 - Page 1

Chapter 17 - Page 2
Setting Up Enterprise Work Structures - Conclusion

Chapter 17 - Page 3
Summary

Chapter 17 - Page 4

D60565GC10 - Ep PDF

Încărcat de

Informații document

Descriere originală:

Titlu original

Drepturi de autor

Formate disponibile

Partajați acest document

Partajați sau inserați document

Opțiuni de partajare

Vi se pare util acest document?

Este necorespunzător acest conținut?

Drepturi de autor:

Formate disponibile

D60565GC10 - Ep PDF

Încărcat de

Drepturi de autor:

Formate disponibile

R12.

x Oracle HRMS Work

Copyright 2007, 2010 Oracle. All rights reserved.

R12.x Oracle HRMS Work Structures Fundamentals Table of Contents

Defining Key Flexfields ................................................................................................................................6-3

R12.x Oracle HRMS Work Structures Fundamentals Table of Contents

Parallel Reporting Structures Similar but not same .......................................................................................10-6

R12.x Oracle HRMS Work Structures Fundamentals Table of Contents

Copyright Oracle 2009. All rights reserved.

R12.x Oracle HRMS Work Structures Fundamentals Table of Contents

Thorough knowledge of Oracle Applications

Working experience with procurement

Oracle Applications Foundations

How This Course Is Organized

Copyright Oracle 2009. All rights reserved.

R12.x Oracle HRMS Work Structures Fundamentals Table of Contents

Oracle HRMS Implementation Guide

Oracle Workforce Sourcing, Deployment, and Talent Management E13515-03

System release bulletins

Installation and users guides

International Oracle Users Group (IOUG) articles

Copyright Oracle 2009. All rights reserved.

R12.x Oracle HRMS Work Structures Fundamentals Table of Contents

Do not save changes to the database.

Use the SELECT command to view information stored in the

Copyright Oracle 2009. All rights reserved.

R12.x Oracle HRMS Work Structures Fundamentals Table of Contents

Typographic Conventions in Code

DROP USER scott

CREATE ROLE role

SQL commands and SELECT userid

Typographic Conventions in Oracle Application Navigation Paths

(M) From the menu, select Query then Find.

(B) Click the Approve button.

R12.x Oracle HRMS Work Structures Fundamentals Table of Contents

Typographical Conventions in Oracle Application Help System Paths

Under the General Ledger entry, expand Journals.

Under Journals, select Enter Journals.

Copyright Oracle 2009. All rights reserved.

R12.x Oracle HRMS Work Structures Fundamentals Table of Contents

Copyright Oracle 2009. All rights reserved.

R12.x Oracle HRMS Work Structures Fundamentals Table of Contents

Overview of Enterprise Work

Copyright Oracle, 2010. All rights reserved.

Overview of Enterprise Work Structures

Copyright Oracle, 2010. All rights reserved.

Overview of Enterprise Work Structures

Overview of Enterprise Work Structures

Copyright Oracle, 2010. All rights reserved.

Overview of Enterprise Work Structures

Copyright Oracle, 2010. All rights reserved.

Overview of Enterprise Work Structures

Copyright Oracle, 2010. All rights reserved.

Overview of Enterprise Work Structures

Overview of Enterprise Work Structures

Copyright Oracle, 2010. All rights reserved.

Overview of Enterprise Work Structures

Oracle HRMS Information Model

Oracle HRMS Information Model

Copyright Oracle, 2010. All rights reserved.

Overview of Enterprise Work Structures

Oracle HRMS Information Model