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Oracle Fusion Absence Management is a configurable and flexible global solution that enables organizations to
manage absences of their workforce. The framework provides ability to define both complex and diverse absence
plans. It integrates with the Oracle Fusion Global Payroll and Oracle Fusion Time and Labor products. There are
dedicated work areas for the roles of Administrator and Employees. Simplified user interface is provided for
employees absence data entry.
Human resources specialists and absence administrators can use the People Management work area to review and
update employee plan enrollment, balances, adjustments, and accrual calculations. HR Specialists and
administrators can also use the Absence Administration work area to maintain absence types, plans, reasons,
certifications, categories, repeating periods, and eligibility profiles, and to schedule and monitor absence processes.
BENEFITS
Oracle Fusion Benefits is a complete, configurable and flexible global solution that enables organizations to
successfully evolve and adapt to the unique requirements of their workforce. Use Oracle Fusion Benefits to create
appropriate benefits solutions, from simple plans for the entire workforce to highly complex plans that selectively
provide different segments of the workforce with specific benefit packages. The delivered self-service enrollment
presents participants with an intuitive process that guides them through eligible benefit elections with helpful
contextual information and embedded analytics.
FLEX CREDITS
The concept of flex credits and cafeteria-style selection of benefit offerings is fundamental to the United States
ERISA Section 125 provision, making employer-allocated monetary funds available for workers to use towards the
purchase of specific benefits is common world-wide.
Oracle Fusion Benefits now enables benefit administrators to configure and administer flex credits for their
enterprise. Administrators can configure flex credit pools at the program level, plan-in-program level, and optionin-plan-in-program level. When participants enroll in the benefit offering associated with a pool, they can spend
the calculated credits provided by that pool towards purchase of benefit choices that were configured as spending
options. Credits that remain after enrollment are disbursed as cash, transferred to any configured rollover plans, or
forfeited depending on the configuration.
A guided process in the Plan Configuration work area enables administrators to create the flex credit plan and
configure the following aspects:
Participants can choose higher coverage and more expensive plans than what the flex credits program covers; they
can pay for the remaining costs themselves depending on the configuration of the flex credit plan.
Existing tasks have been updated with the following functionality to support the flex credit configuration:
Administrators can indicate a standard rate as a rollover rate that accepts flex credits.
A flex credits ledger is now available on the Enrollment Results page.
On the Create or Edit Program page, administrators can now indicate that a program belongs to the flexcredits type or flex-credits-plus-core type.
On the Create or Edit Plan Type page, administrators can configure a plan type for flex credits usage.
On the Edit Benefits page, participants can view the flex credit usage summary on each guided process
step during enrollment.
On the Benefits Overview page, participants can view a summary of provided credits, used credits, rolled
over credits, credits received as cash, and forfeited credits.
When a participant enrolls in a benefit offering that has flex credit calculations and benefit pool defined, the total
credit value is transferred to payroll through a single element and input value. The deduction elements also transfer
separately to Oracle Fusion Global Payroll. Oracle Fusion Global Payroll considers the total credits to increase
gross earnings, and then decrease earnings by any pretax deduction elements.
Indicate whether to warn participants after they click the Change Benefit Elections button, to first verify
that their contact records are accurate before starting enrollment as they cannot add new contacts after
they start.
Indicate whether to warn participants to select dependent or beneficiaries for designation before moving
to the next step in the guided flow. For plans that are configured to offer dependent or beneficiary
designations and specify a minimum designation, the warning directs participants to select an offering and
then scroll down to the designation section.
COMPENSATION
Oracle Fusion Compensation enables your organization to plan, allocate, and communicate compensation using
the most complete solution in the market. Make better business decisions using embedded analytics and a total
compensation view of workers, regardless of geographic location or pay package components.
Daily average
Month end average
Daily average with a 90-day minimum
Daily average that considers full-time equivalent for part-time workers
Daily average for specific job codes
The formulas are available from the Manage Fast Formula page and are of the Compensation Default and
Override type. Search for CMP_ELIGIBLE_SALARY_PRORATION% to view all five.
By team
By country
By business unit
By department
By proposed job
By years in job
By performance management rating
By compensation performance rating
By custom text column 1
WORKFORCE
REQUESTED
COMPENSATION
ACTION
HISTORY
INCLUDES
INFORMATION
Now when a higher manager requests information from a lower manager, the lower managers action history
includes the information request record along with the comments from the higher manager. Previously, no record
was shown in the lower managers action history when information was requested.
TAKING
ACTION
FROM
WORKFORCE
When you approve, reject or take other actions from a notification, you will now receive a confirmation
notification so you know the action completed successfully. Previously no confirmation message was provided.
ORACLE FUSION
INTEGRATION
HCM
ORACLE
TALEO
RECRUITING
CLOUD
SERVICE
Outbound Flow from Oracle Fusion HCM to Oracle Taleo Recruiting Cloud Service (Export of
Foundation Data)
Candidate selection, hiring, and onboarding are part of the same process flow in any industry. The
integration between Oracle Taleo Recruiting Cloud Service and Oracle Fusion HCM facilitates this same
seamless flow of the process from recruitment to hire. Creation of job requisitions in Oracle Taleo
Recruiting Cloud Service requires Oracle Fusion workforce structures and user data. The following
objects are sent to Oracle Taleo Recruiting Cloud Service for the purpose of job requisition creation:
o
o
o
o
o
o
o
o
o
Departments
Jobs (Job Field in Taleo)
Positions
Grades (Large User Data Selection (LUDS) in Taleo)
Users
Locations
Business Units (Organizations in Taleo)
Legal Employer (LUDS in Taleo)
Employee
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Inbound Flow From Oracle Taleo Recruiting Cloud Service to Oracle Fusion HCM (Import of Candidate
Data)
Once the candidate has been selected in Oracle Taleo Recruiting Cloud Service, the candidate data is
transferred to Oracle Fusion HCM for an employee record to be created. The candidate data received
from Oracle Taleo Recruiting Cloud Service also includes compensation and talent related data.
All the candidates meeting the following criteria are imported:
o
o
Export Candidate Data From Oracle Taleo Recruiting Cloud Service to Oracle Fusion HCM (Inbound)
The following candidate data is imported from Oracle Taleo Recruiting Cloud Service:
o
o
o
Candidate Details
Candidate Compensation Details
Talent Data
Previous Employment History
Previous Education History
Skills
Requisition Data Import From Oracle Taleo Recruiting Cloud Service to Oracle Fusion HCM
As part of the Oracle Taleo Recruiting Cloud Service integration, all requisitions created in Oracle Taleo
Recruiting Cloud Service are imported to Fusion HCM. A new data object has been created in Fusion to
store the requisition data.
The following Requisition attributes are captured from Oracle Taleo Recruiting Cloud Service:
o
o
o
o
o
o
o
o
o
o
o
o
o
Requisition Number
Requisition Title
Requisition Status
Hiring Manager
Target Start Date
Employee Status
Job Schedule
Justification
Total Number of Open Positions
Job Code / Job ID
Organization Code
Primary Location Code/Id
Number of Hired
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Number of Available Positions (This would be derived from number of open positions
number of hired)
Manage Data Role and Security Profiles task. The Assign action has been replaced with an Edit action.
The new action allows you to edit all pages of an existing role, including abstract roles, for which the Role
Detail page was previously hidden. A new Delegation Allowed checkbox on this page controls whether
the role can be delegated. A new description field is also added so that you can describe the purpose of
the role.
While it is possible for any role to be configured with delegation allowed, you are recommended not to
enable delegation for the Employee or Contingent Worker abstract or customized roles. Delegating these
roles would make personally identifiable information (PII) available to the proxy user, which should be
avoided.
Manage Person Security Profile task. When securing person records by Manager Hierarchy, you can now
select a Hierarchy Content option. This option allows you to specify how access to a managers hierarchy
is delegated.
Manage HCM Role Provisioning Rules task. You can now search for roles with delegation enabled.
When adding roles to a role mapping, you can see whether delegation is enabled for those roles and
review their descriptions.
Manage User Account task. This user interface has been modified to support self-service delegation
activities. Two new delegation sections now appear on this page for the logged-in user. In addition, all
sections are now collapsible for easier reading and reduced scrolling.
In the new Roles Delegated to Me section, a proxy user can see roles that are delegated to him or her and
for how long. The proxy user can delete a role from this section if appropriate.
The new Roles and Approvals Delegated to Others section has two tabs, one for Roles Delegated to
Others and one for Approvals Delegated to Others. Delegated roles and delegated approvals are
completely independent of each other. You can delegate roles without also delegating approvals, and vice
versa.
o On the Roles Delegated to Others tab, you can add and edit delegation rows. In each row, you
search for a role that you want to delegate, and the search returns requestable roles that are
enabled for delegation. You define the delegation period for the selected role and select the
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proxy user. The proxy user can be anyone accessible to the delegator by means of a public
person security profile.
o On the Approvals Delegated to Others tab, you can add or edit an approval rule for delegation.
You can add a rule name, start and end dates, and an approval category. The category is a new
grouping of approval tasks specifically for the delegation feature. Also, you search for the proxy
user to whom approvals in the selected category will be delegated.
When you save your Manage User Account changes, role requests are created and appear in the existing
role request sections. Delegation of approval rules modifies approval rules directly in Oracle BPM
Worklist.
Internal service integration with File-Based Loader creates roles enabled for delegation.
To process future-dated role-delegation requests, you are recommended to schedule the process Send Pending
LDAP Requests to run daily.
All Users. The process runs irrespective of personal-data attribute changes. This option creates an LDAP
request for all users.
Changed Users Only. The process identifies users whose personal data has changed and sends only the
changes to LDAP.
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After a bulk upload of person records is completed, when the latest manager hierarchy is not yet in
LDAP.
In general, to ensure that person data is synchronized between Oracle Fusion HCM and Oracle Identity
Management.
New ESS Programs to Export Oracle Fusion HCM Data to Oracle Taleo Recruiting Cloud Service
Two new ESS programs have been included in Oracle Fusion HCM, which would support all the exports
from Oracle Fusion HCM to Oracle Taleo Recruiting Cloud Service. One program allows you to export all
active data at the start of the integration, and second program allows you to export the net changes at a regular
frequency defined by you.
A new ESS program, Import Taleo Recruiting Data, has been delivered in Oracle Fusion HCM, which
supports all import from Oracle Taleo Recruiting Cloud Service to Oracle Fusion HCM.
Once the candidate has been selected in Oracle Taleo Recruiting Cloud Service and the new candidate data
has been moved to Oracle Fusion HCM, the data is prepopulated in the Pending Worker page. It is then
reviewed by the Line Manager or HR Specialist. Once the data has been reviewed and verified, the pending
worker transaction is sent for approval. Once approved, the pending worker would be converted to an
employee (or contingent worker, depending on the type of worker that is imported).
values, set attributes as required, and identify whether the local name is required. You can also copy existing name
styles.
Select the portrait cards to be displayed on peoples portraits based on the business requirements of the
enterprise and the products that they are implementing.
Change the sort order of the portrait cards so that more relevant cards are displayed first in the portrait
icon carousel.
Select which portrait card is displayed by default when a portrait is open.
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This new process delivers a greatly simplified user interface while still supporting analysis of data loads through the
existing Data Exchange user interface, if required.
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The simplified user interface logically groups the various stages of the extract definition to help you move through
the definition in a guided manner.
The previous desktop user interface still exists and you can create or maintain an extract using either user interface.
Whether you create an extract using the desktop user interface or the simplified user interface, you can manage
that extract in either interface. You have the ability to switch between the simplified and the desktop user interface
without the need to migrate data or perform any additional steps. Using the simplified user interface too, you can
manually create data group (block), record, attributes (data elements).
You can use the simplified user interface for simple to medium complexity extracts, and use the desktop user
interface for any type of complexity.
Manage Person page. For the Human Resource Analyst role, there were several regions that should have
been read only but were not, or did not display data. For this release, all the regions on the page are view
only and the History button is available for those objects that have effective-dated history. If there is data
to be displayed, it will be displayed as expected.
Manage Employment and Manage Work Relationship pages. The Human Resource Analyst can now
access these pages in read-only mode. The Worker Work Terms and Assignment View and the Worker
Work Relationship View duties are, by default, assigned to the Human Resource Analyst role.
Checklists. You can now restrict users to view checklists only and not create or update checklists. This
allows you to view the status of checklists or its tasks without having to worry about the changes that they
may do. The Worker Checklist View duty is assigned, by default, to the Human Resource Analyst role.
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GLOBAL PAYROLL
Oracle Fusion Global Payroll enables you to successfully complete all tasks within your payroll cycle. These
include entering and reviewing deductions and earnings for workers, using online analysis tools to view the realtime status of your payroll processes, using the payroll checklist to manage the tasks within your payroll flow,
running payroll reports to further verify your payroll results, and calculating payroll costs.
MOBILE PAYSLIP
You can now view your payroll payment details on a mobile device. This feature provides you with secure access
to summary payroll payment information such as the payment amount and date.
You can also launch and view your full payslip details in a PDF document.
to a specific account. You can also define the amount or percentage of payroll payments for each of your payment
methods.
Any remaining payroll payments not allocated to a specific bank account will now be automatically allocated to the
personal payment method which you have indicated has the lowest processing order.
You can now delete any payment records that are no longer needed, such as bank accounts that you have closed.
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copy and paste the lines from your downloaded batch to the new batch. For more details, refer to the technical
essay Loading Data using Payroll Batch Loader (doc ID 1590004.1) on My Oracle Support.
GOAL MANAGEMENT
Using Oracle Fusion Goal Management, you can transform business objectives into goals across various
organization levels, providing a clear line of sight from managers to employees. Business leaders can communicate
high-level initiatives, which managers can translate into goals for their employees.
APPROVAL ENHANCEMENTS
The following new features are available to support approvals and notifications on goals transactions.
Mass Submission and Approvals for Goals
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Workers can now submit multiple goals for approval in a single submission. Upon submission, the manager
receives a single notification for all submitted goals and can approve or reject them as a group.
After a worker submits one or more goals, both the worker and manager can view pending goals awaiting
approval. Goals that have been rejected are also available for correction and resubmission.
Approval Rule Enhancements
As part of a broader initiative to expand the capabilities for business rules for approvals, you can route goals
approvals to HR Specialists based on each specialists area of responsibility.
In addition, the set of attributes available on goals approval transactions has been expanded, allowing more
flexibility in how approvals are routed within your organization.
Delete Notifications
You can configure a new notification that informs managers and workers when an HR Specialist deletes a worker's
goal.
Status
Completion Percentage
Weights
Measurements
Start Date
Target Completion Date
Actual Completion Date
Type
Category
Flexfields
Other goal details
Organization Owner ID
Organization Owner Name
Organization Owner Number
Flexfields
Person Number
Assignment Number
Person Name
Person Number
Assignment Number
Flexfields
In addition to the new attributes, several choice lists have been made available in the spreadsheet to facilitate valid
input of controlled values, including Status, Priority, and other lists of values.
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View and edit attributes of previously created goal plans, including associated goals, organizations,
eligibility profiles, and selected workers.
Save a goal plan in draft state for later editing and assignment.
Assign a previously saved goal plan to workers through eligibility or other assignment methods.
Copy goals from one plan to another.
View results of goal assignment processes.
HRMS (AUSTRALIA)
Oracle Fusion HRMS (Australia) supports country-specific features and functions for Australia. It enables users to
follow Australias business practices and comply with its statutory requirements.
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PAYMENT METHOD
This feature enables the user to define payment methods, specific to the Australia localization. The user can select
the appropriate payment type while defining the Organization Payment Method. The following payment types are
specific to the Australia localization.
Cheque
Direct Debit
HRMS (CHINA)
Oracle Fusion HRMS (China) supports country-specific features and functions for China. It enables users to
follow the Chinas business practices and comply with its statutory requirements.
The first four files are generated by Oracle Fusion Financial Management. The fifth file, PayrollInstance.xml, is
generated by Oracle Fusion HRMS (China).
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Task Name
Chinese Personal Calculation Card Information
Chinese Personal Calculation Card
Chinese Personal Calculation Card Information
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HRMS (FRANCE)
Oracle Fusion HRMS (France) supports country-specific features and functions for France. It enables users to
follow Frances business practices and comply with its statutory requirements.
HRMS (GERMANY)
Oracle Fusion HRMS (Germany) supports country specific feature and functions for Germany. It enables users to
follow Germanys business practices and comply with its statutory requirements.
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PAYMENT METHOD
This feature enables the user to define payment methods, specific to Hong Kong localization. The user can select
the following payment types while defining the Organization Payment Method:
Cash
Cheque
Autopay
HRMS (INDIA)
Oracle Fusion HRMS (India) supports country-specific features and functions for India. It enables users to follow
Indias business practices and comply with its statutory requirements.
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PAYMENT METHOD
You can now define payment methods specific to the India localization. You can select one of the following
payment types while defining the Organization Payment Method.
Cash
Cheque
Direct Deposit
HRMS (KUWAIT)
Oracle Fusion HRMS (Kuwait) supports country-specific features and functions for Kuwait. It enables users to
follow Kuwaits business practices and comply with its statutory requirements.
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HRMS (NETHERLANDS)
Oracle Fusion HRMS (Netherlands) supports country-specific features and functions for the Netherlands. It
enables users to follow the Netherlands business practices and comply with its statutory requirements.
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HRMS (SINGAPORE)
Oracle Fusion HRMS (Singapore) supports country-specific features and functions for Singapore. It enables users
to follow the Singapore business practices and comply with its statutory requirements.
HRMS (SWITZERLAND)
Oracle Fusion HRMS (Switzerland) supports country-specific features and functions for Switzerland. It enables
users to follow Swiss business practices and comply with its statutory requirements.
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LEGISLATIVE/BUDGET CHANGES
To maintain legislative compliance for 2013/14, legislative updates have been made to PAYE, National Insurance
and other statutory thresholds for the UK.
W-4 DATA ENTRY FOR FEDERAL AND STATES THAT FOLLOW FEDERAL
You can use this new feature in Portrait Gallery to allow employees to update their W-4 data directly into the
Federal PDF form and the State PDF forms (those that follow Federal).
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NETWORK AT WORK
Oracle Fusion Network at Work provides integration between Oracle Fusion HCM and Oracle Social Network
(OSN) to allow workers to collaborate with others in the organization. Network at Work also provides the
capability for workers to give each other informal kudos, which can be used in feedback and performance
evaluations.
First, you can select the option Display follow action for workers. This allows workers to follow other
workers in OSN by initiating the action from within Fusion HCM.
Second, you can select the option Publish worker profile updates to wall. When enabled, selected updates
that the worker makes on his own portrait will be published to his own wall in OSN.
In addition to enabling these features in the Setup and Maintenance work area, the integration also requires OSN
to be in use in your organization.
These options are reserved for future use. Enabling or disabling these options will have no impact in this release:
Connections. Connection-related features are replaced with the Follow concept in OSN. These features
are removed:
o The Connection card is removed from Portrait
o Add as Connection action is removed from Oracle Fusion HCM
Message Board and Personal Status. Equivalent functionality is achieved with the personal wall in OSN.
Workers can write messages and post updates on the person wall. Therefore, these features are removed:
o Message Board is removed from Activities and Interests card
o Personal Status is removed from Portrait header
Activity Stream. OSN does not use the activity stream. Instead the OSN Overview page provides a list of
recent activities across OSN. The following activity stream features are removed from Oracle Fusion
HCM:
o Network Activities card is removed from Portrait
o Activity Stream section is removed from Activities and Interest Portrait card
o Some updates previously posted to activity stream are now posted to the person wall. These
updates are About Me, Areas of Interest, Areas of Expertise, and Bookmarks. Anything posted
to the person wall will be reflected in the OSN Overview page for those workers following the
person.
Integration between Goals and Spaces
o The integration between Goals and Spaces is removed. Spaces created in previous releases will
still exist; they will just no longer be linked to a workers goal. The spaces can be reached via
direct navigation found in the WebCenter Services page in the Welcome dashboard. The
delivered integration between Oracle Fusion Goal Management Goal functionality and Oracle
Social Network Conversations is considered the substitute for this feature.
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PERFORMANCE MANAGEMENT
Oracle Fusion Performance Management supports features and functions for measuring and reporting worker
performance.
Required
Optional no warning
Optional with warning
APPROVAL ENHANCEMENTS
Enhancements were made for defining an approval rule and the approval process for performance documents.
Link to Performance Document from Approvals Notification
Approvers can open the referenced performance document from a link within the approval notification. While
reviewing the document, the approver can approve or reject the document using buttons in the notification. These
buttons are disabled if the document is already approved.
Approval Rule Enhancements
As part of a broader initiative to expand the capabilities for business rules for approvals, you can route
performance approvals to HR Specialists based on the specialists Areas of Responsibility in the BPM Worklist.
Uptake of Global HR Approvals UI
The approval rules for use in Performance Management can now be defined using the Global HR Approvals UI in
addition to the BPM Worklist. This new interface has an improved visual representation of the defined approval
flow and allows easy inclusion of an HR Specialist in the approval rule when using Areas of Responsibility.
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Overall Rating
Overall Comments
Section Ratings
Item Ratings
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PROFILE MANAGEMENT
Oracle Fusion Profile Management provides a common foundation for the Oracle Fusion talent suite of products
as well other Oracle Fusion applications to retrieve, insert, and update talent profile information. Oracle Fusion
Profile Management also supports Human Resource (HR) specialists, line managers and workers in performing
critical HR talent functions including managing people and job profiles, career planning functions, and managing
and tracking talent data.
FOR
EMPLOYEE
SELF
SERVICE
SKILLS
AND
A new simplified user interface to view skills and qualifications data has been added. Employees and managers
can use the new interface to view their skills and qualifications such as area of expertise, degrees, and languages.
The new user interface also includes a view-only competency radar graph that plots how well an employees
competency ratings match the required proficiency ratings of a job or position profile. In addition, users can
navigate to the comparison and best-fit tools from the new user interface.
AUDIT ENABLEMENT
Oracle Fusion Profile Management now enables auditing for a new Internal Auditor job role. This role will access
the audit reporting user interfaces, plus all the auditable objects. Customers can also add auditing capability to their
own custom roles by adding the appropriate duty roles. For more information about the Audit duty role, see the
Oracle Fusion Applications Common Security Reference Manual.
Within Oracle Fusion Functional Setup Manager, auditing can now be enabled for the following Profile
Management object references:
Content Items
Rating Levels
Profile Types
Profile Keywords (like Areas of Interest and Areas of Expertise)
Profile Items
While these objects can be enabled for auditing, you must use caution and work with your security and
performance teams when implementing these options.
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WRITING ASSISTANT
HR Specialists can now upload Writing Assistant data and development tips and feedback, using the Manage
Profile Content Items task in Oracle Fusion Profile Management. The Writing Assistant feature helps managers
write useful comments about worker competencies in the performance document. This feature provides
suggestions for comments that are associated with competencies and their correlated proficiency levels.
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These plans are visible to everyone who has access to succession planning tasks.
Candidates on your public plans are visible only to the managers above them in their reporting hierarchy.
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Export to the tasks to Excel track completion of and report on tasks in a spreadsheet.
New table columns, Assignees and Owners, provide better visibility of the task's actors.
Filter your tasks in the table using Query by Example.
A more logical column display order makes reading the table's contents easier.
DELIVERED VALIDATIONS
Consuming applications that use time entries, such as Oracle Fusion Global Payroll, Oracle Fusion Project
Costing, and Oracle Fusion Absence Management deliver validations to ensure all time entries can be accepted
without errors.
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TIME TRANSFER
Consuming applications control the transfer of time. For example, Oracle Fusion Global Payroll is a consuming
application that uses time entries to pay workers. The consuming applications can retrieve time using delivered
retrieval filters as needed. Delivered troubleshooting pages help an administrator to correct time cards that did not
successfully transfer to the consuming application.
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Eligibility rules limit payroll time type values displayed to a worker, based on the assignment and legislative data
group. Both primary and multiple assignment time entry are supported.
Time cards that contain payroll time entries can be automatically approved or routed to the workers line manager
for approval.
Oracle Fusion Global Payroll retrieves time using the delivered Load Time Card Batches process, filtered by
legislative data group. The process transfers new, updated, or deleted time entries to Oracle Fusion Global Payroll
for proper adjustments and payment.
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This enhancement allows analysis on the ratings, rating comments, and questionnaire feedback provided by the
worker, manager and additional participants. Participants who did not provide feedback can be included in the
analysis.
Time
Worker
Business Unit
Assignment Manager
Job
Department
Grade
Position
Worker Location
Worker Legislation
Legal Employer
Assignment Name
Assignment Number
Retirement Age
Retirement Date
Assignment Status Type
Assignment Type
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The Eligibility attribute allows the users to report or filter the results by the eligibility status of the performance
document for the employee.
PER_ASSIGNMENT_EIT_EFF
PER_JOBS_EIT_EFF
PER_JOBS_LEG_EFF
PER_LOCATION_INFORMATION_EFF
PER_LOCATION_LEG_EFF
PER_ORGANIZATION_INFORMATION_EFF
PER_PERSON_EIT_EFF
PER_POSITIONS_EIT_EFF
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PER_POSITIONS_LEG_EFF
PAY_ELEMENT_INFORMATION_EFF
WORKFORCE MANAGEMENT
Oracle Fusion Workforce Management is a terminology umbrella that encompasses the architecture, core
components and applications that enable you to manage your workforce in a fully integrated way. In this initial
release, those applications include Oracle Fusion Time and Labor and Oracle Fusion Absence Management. The
common objects support the seamless integration of the products and related time data and processes, such as the
Time work area, the simplified calendar interface, time repository, time periods, and much more.
The benefits of using Oracle Fusion Workforce Management are:
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A single integrated calendar to manage worked and absence time. Time or absence data entered through
other interfaces is made available throughout workforce management applications.
The ability to manage and distribute worked and absence time, irrespective of how the time is entered.
The ability to deploy it on-premise or in the cloud.
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consuming applications. The time repository stores worked and absence time for ease of validation and transfer to
consuming applications, such as Oracle Fusion Global Payroll.
Once time is transferred to the consumer applications, the data is used to initiate or continue the consumers
business processes. For example, when the data is transferred to Oracle Fusion Global Payroll, it takes time entries
and converts them to element entries while Oracle Fusion Project Costing transforms these same time entries into
expenditure items.
The bottom line is that you can schedule an absence that populates a time card automatically, record your time
worked, and once it is approved, transfer it to Oracle Fusion Global Payroll for payment.
Note: Oracle Fusion Absence Management is the sole owner of absence entries and transfers them to Oracle
Fusion Global Payroll.
USE COMMON USER INTERFACES THAT ARE QUICK AND EASY TO LEARN
All the Oracle Fusion Workforce Management interfaces are built on top of the time repository, and are available
across the applications. It doesnt matter if you are scheduling an absence or entering time, the boundaries
between the Oracle Fusion Workforce Management applications are transparent, making the presentation and
entry of data, including worked time and absence entries, consistent and therefore quick and easy to learn.
WORKFORCE MODELING
Oracle Fusion Workforce Modeling provides an integrated solution supporting Oracle Fusion Global Human
Resources and provides an easy to use, drag and drop interface that allows you to create reorganization proposals
and assess their impact before they are even sent for approval. The intuitive interface and integration with Oracle
Fusion Global Human Resources will ensure that changes are accurately reflected and validated in the transactional
system
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MANAGING MODELS
You can create new models, and edit or delete existing ones. You can also withdraw models that are already in the
approvals process.
Models are effective-dated and that date applies to all the transactions generated when the model is approved. The
model will be initially built using information that is correct as of that effective date. For example, any future-dated
transactions will appear in the model as if they occur after the current date and before the model effective date.
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IMPACT ANALYSIS
The scoreboard displays analytics while you are modeling to keep you fully informed of the impact of their
changes. The analytics display:
Predicted effectiveness is a system prediction and is based on the predicted voluntary termination and the
predicted performance metrics that are already available in Workforce Predictions. It is a combination of these
two so that larger numbers mean the worker is less likely to leave and more likely to perform, and therefore, more
effective.
You can drill on all of these analytics to reveal more detailed information on the impact of the proposed changes.
MODEL APPROVAL
Modeling uses the standard Oracle Fusion HCM approvals. Two approval rules are seeded, one for when all the
modeled changes fall within the top managers hierarchy, the other where some changes are from outside that
hierarchy (for example, when an individual is transferred from a team outside of the top managers hierarchy).
Where all changes are in the top managers hierarchy, then the model is sent to two levels of manager above the
top manager for approval. Where some changes are outside the top manager hierarchy, then, in addition to the
two managers above the top manager, approval is also sought from the first manager where all the hierarchies that
contain changes meet and then one more manager above that manager.
Both seeded rules also send the model to the authors HR representative as the first approver. This HR
representative has edit access to the model and can check the model and fill in any missing information.
The modeled changes will be implemented in the live system when the final approver approves the model. At this
point, assignment records are updated and vacancies are created or updated using the model effective date.
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