19A HCM Common WN

TABLE OF CONTENTS
UPDATE 19A ······························································································································································································· 3

Revision History ························································································································································································ 3
Overview ······································································································································································································· 3
Feature Summary ····················································································································································································· 5
Application Security ·········································································································································································· 8
Secure Workflow Transactions Using Manage Data Roles and Security Profiles ··············································· 8
Enhanced Custom Criteria Validation ································································································································ 11
HCM Security ······················································································································································································· 12
Secure Person Records by Multiple Area of Responsibility Scope Values ·························································· 12
HCM Data Loader ·············································································································································································· 14
Enhancements to External Bank Account ························································································································ 14
New Business Objects Supported ······································································································································· 15
HCM Spreadsheet Data Loader ·················································································································································· 16
Submit Spreadsheet Uploads as the Session User ······································································································ 16
HCM Common Features ································································································································································· 17
Upload Your Photo From Your Public Profile ·················································································································· 17
Redesigned User Experience ······················································································································································ 19
HCM Common ················································································································································································· 19
Enhanced HCM Experience Design Studio to Simplify Page Configurations ····················································· 19
Mobile Responsive Deep Links ············································································································································ 25
Search for All Actions Using HCM Global Search ········································································································· 27
New and Improved Person Search ····································································································································· 28
HCM Extracts ··················································································································································································· 29
Improved User Experience ····················································································································································· 29
Compensation ·················································································································································································· 32
Enhanced Compensation Spotlight with Recurring and One-Time Payments ··················································· 32
Streamline Salary Approval ···················································································································································· 33
Global HR ·························································································································································································· 33
Manage Eligible Jobs Redesigned ······································································································································ 33
Payroll ································································································································································································· 35
Redesigned User Experience for Payslip Page ·············································································································· 35
New Security for Year-End Documents ····························································································································· 36
Payroll for Canada ·········································································································································································· 38
Tax Credit Information in Employee Self-Service ·········································································································· 38
Time and Labor ··············································································································································································· 41
Team Schedule for Employee and Manager Self-Service Pages Redesigned ·················································· 41
Career Development ····································································································································································· 44
Most Career Development Features Added to Redesigned Pages ········································································ 44
Goals ··································································································································································································· 48
Notifications, Target Outcomes, and New Approval Features in Redesigned Goal Management ·············· 48
Performance ····················································································································································································· 56
Request Feedback ···································································································································································· 56
Profiles ································································································································································································ 58
Enhanced Talent Profile Management ······························································································································· 59
Profiles OTBI ···················································································································································································· 59
Re-Architecture of Person Profile Real Time Subject Area ························································································ 60
New Attribute - Competency Section Name in Performance Rating Real Time ················································ 64
Succession and Talent Pools ····················································································································································· 65
Quick Actions Support for Succession and Talent Pools ···························································································· 65
Succession Actions Added to Career Overview ············································································································· 69
Resource Catalog Component Support for Succession and Talent Pool Pages ··············································· 72
2
UPDATE 19A
REVISION HISTORY
This document will continue to evolve as existing sections change and new information is added. All updates
appear in the following table:
Date Feature Notes
Redesigned User Experience/HCM

Updated document. Revised feature
29 MAR 2019 Common: New and Improved Person
information.
Search
29 MAR 2019 HCM Extracts: Built-In CSV Output Removed feature from update 19A.
Redesigned User Experience/ HCM Common:
22 FEB 2019 Enhanced HCM Experience Design Studio to
Simplify Page Configurations information.
HCM Data Loader: New Business Objects Updated document. Revised feature
22 Feb 2019
Supported information.
Redesigned User Experience/HCM Common:
25 JAN 2019 Enhanced HCM Experience Design Studio to
Simplify Page Configurations information.
Redesigned User Experience/Profiles: Updated document. Revised feature

25 JAN 2019
Enhanced Talent Profile Management information.
07 DEC 2018 Created initial document.
OVERVIEW
HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:
Release Updates (19A, 19B, 19C, and 19D)

Optional Monthly Maintenance Packs to each update
It is important for you to know what Release Update your environment is on. You can find this in your Cloud
Portal.
This document outlines the information you need to know about new or improved functionality in Oracle HCM
Cloud. Each section includes a brief description of the feature, the steps you need to take to enable or begin
using the feature, any tips or considerations that you should keep in mind, and the resources available to help
you.
In addition to this document you will also want to review the Oracle Human Capital Management Cloud
Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug
fixes and possible known issues. You will also need to review these documents based in the release update
version you are currently on or will be moving to.
Oracle HCM Cloud release documents are delivered in five functional groupings:
3
Oracle HCM Cloud release documents are delivered in five functional groupings:
Suggested Reading for all HCM Products:
HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human
resource information for all products and HCM Tools.)
Global Human Resources Cloud (Global Human Resources contains the base application in which
other application use for common data such as workforce structures and person information. Regardless
of what products you have implemented you may want to see the new features for Global Human
Resources that could impact your products.)
NOTE: Not all Global Human Resource features are available for Talent and Compensation products.
Optional Reading for HCM Products (Depending on what products are in your cloud service):
Talent Management Cloud (All Talent applications)

Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)
Workforce Management Cloud (Absence Management and Time and Labor)
Additional Optional Reading:
Common Technologies and User Experience (This documents the common features across all Cloud
applications and is not specific to HCM)
NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com
/saasreadiness/hcm under Human Capital Management Release Readiness.
Give Us Feedback
We welcome your comments and suggestions to improve the content. Please send us your feedback at
oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback
regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.
4
FEATURE SUMMARY
Column Definitions:
Report = New or modified, Oracle-delivered, ready to run reports.

UI or Process-Based: Small Scale = These UI or process-based features are typically comprised of minor field, validation, or program changes. Therefore, the potential
impact to users is minimal.
UI or Process-Based: Larger Scale* = These UI or process-based features have more complex designs. Therefore, the potential impact to users is higher.
Customer Action Required = You MUST take action before these features can be used by END USERS. These features are delivered disabled and you choose if and when
to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features
must be assigned to user roles before they can be accessed.
New Features Delivered Ready to Use New Features That Customer Must Take Action to
(Delivered Enabled) Use (Delivered Disabled)
Reports plus Small Scale UI or Process-Based new features Not disruptive as action is required to make these features
will have minimal user impact after an update. Therefore, ready to use. As you selectively choose to leverage, you
customer acceptance testing should focus on the Larger set your test and roll out timing.
Scale UI or Process-Based* new features.
UI or UI or
Process-Based: Process-Based:
Feature Report Small Scale Larger Scale* Customer Action Required
Application Security
Secure Workflow Transactions Using Manage Data
Roles and Security Profiles
Enhanced Custom Criteria Validation
HCM Security
Secure Person Records by Multiple Area of
Responsibility Scope Values
HCM Data Loader
Enhancements to External Bank Account
New Business Objects Supported
HCM Spreadsheet Data Loader
Submit Spreadsheet Uploads as the Session User
HCM Common Features
5
UI or UI or
Upload Your Photo From Your Public Profile
Redesigned User Experience
HCM Common
Enhanced HCM Experience Design Studio to Simplify
Page Configurations
Mobile Responsive Deep Links
Search for All Actions Using HCM Global Search
New and Improved Person Search
HCM Extracts
Improved User Experience
Compensation
Enhanced Compensation Spotlight with Recurring and
One-Time Payments
Streamline Salary Approval
Global HR
Manage Eligible Jobs Redesigned
Payroll
Redesigned User Experience for Payslip Page
New Security for Year-End Documents
Payroll for Canada
Tax Credit Information in Employee Self-Service
Time and Labor
Team Schedule for Employee and Manager Self-
Service Pages Redesigned
6
UI or UI or
Career Development
Most Career Development Features Added to
Redesigned Pages
Goals
Notifications, Target Outcomes, and New Approval
Features in Redesigned Goal Management
Performance
Request Feedback
Profiles
Enhanced Talent Profile Management
Profiles OTBI
Re-Architecture of Person Profile Real Time Subject
Area
New Attribute - Competency Section Name in
Performance Rating Real Time
Succession and Talent Pools
Quick Actions Support for Succession and Talent Pools
Succession Actions Added to Career Overview
Resource Catalog Component Support for Succession
and Talent Pool Pages
7
APPLICATION SECURITY
Oracle Applications Security provides a single console where IT Security Managers and Administrators can
perform various functions including user lifecycle management, role definition, security policy management
(both functional and data), role hierarchy maintenance, username and password policy administration, and
certificate management. The console also enables users to simulate the effect of security changes, to run
security reports, and download a connector for integration with Microsoft Active Directory.
SECURE WORKFLOW TRANSACTIONS USING MANAGE DATA ROLES AND SECURITY

PROFILES
Until this update, users with access to the Transaction Console could manage all transactions on the console.
From this update, access to transactions can be secured. If you enable transaction security, then users must
have a data role that enables them to manage transactions on the Transaction Console. The data role must:
Inherit either the predefined Human Capital Management Application Administrator job role or a custom
role with the required privileges.
Have an assigned transaction security profile, which identifies the family, categories, and subcategories
of secured transactions.
On the Transaction Console, users with such a data role can manage transactions:
That were initiated by people in the scope of the data role's person security profile
That are identified by the data role's transaction security profile
When you create a data role for the Human Capital Management Application Administrator job role, you now
see a Transaction section on the Create Data Role: Security Criteria page.
Including a Transaction Security Profile in a Data Role
Two transaction security profiles are predefined:
View All HCM Transactions

View All Transactions
8
You can also create transaction security profiles. When you create a transaction security profile in the data roles
task flow, you see the following section on the Assign Security Profiles to Role: Transaction Security Profile
page.
Creating a Transaction Security Profile
To create a transaction security profile:
You must include the family HCM, which secures access to HCM transactions.
You can include one or more categories, such as Talent or Workforce Management. The category
secures access to transactions in that category only. Categories that you don't select are excluded.
You can select subcategories for each category. For example, you can select the Performance
subcategory for the Talent category.
The subcategory secures access to transactions in the subcategory only. All other subcategories
in the category are excluded unless you select them explicitly.
If you select Exclude Subcategory, then the user can access transactions in the category apart
from those in the subcategory that you exclude.
You can also create transaction security profiles separately using the Manage Transaction Security Profiles task.
STEPS TO ENABLE
Transaction security is disabled by default. To enable transaction security:
1. In the Setup and Maintenance work area, select the Workforce Structures functional area for your
offering.
2. In the Workforce Structures task list, select the Manage Enterprise HCM Information task.
3. On the Edit Enterprise page, select Edit > Update.
4. Complete the fields in the Update Enterprise dialog box, as appropriate, and click OK.
5. Scroll to the Transaction Console Information section.
6. In the Transaction Console Information section, select Enable Transaction Security.
7. Click Submit.
9
Enabling Transaction Security
If you don't enable transaction security, then users who have access to the Transaction Console can manage all
transactions on the console, as they did before the upgrade. You can create transaction security profiles and
include them in data roles, but they have no effect unless you also enable transaction security.
KEY RESOURCES
For more information, go to Applications Help for the following help topic:
Transaction Security Profiles: Explained
ROLE INFORMATION
The following predefined duty roles are provided in this update.
Duty Role Name Duty Role Code Inherited By
Review HCM Approval Transactions Human Capital Management

ORA_PER_REVIEW_HCM_APPROVAL_TRANSACTIONS
as Administrator Application Administrator
Review HCM Approval Transactions

ORA_PER_REVIEW_HCM_APPROVAL_TRANSACTIONS_AS_BUSINESS_USER
None
as Business User
Review HCM Approval Transactions as Administrator grants access to the full set of actions on the
Transaction Console.
Review HCM Approval Transactions as Business User grants access to a restricted set of actions on the
Transaction Console. You may want to add this duty role to custom Human Resource Specialist or Line
Manager roles, for example.
NOTE: If you're using data roles that inherit the predefined Human Capital Management Application
Administrator job role, then you must edit those data roles to select or create a transaction security profile.
To enable access to the Transaction Console for a custom role, you:
1. Add one of the new duty roles to the custom role. For example, if you're using a custom Human Capital
Management Application Administrator job role, then add the Review HCM Approval Transactions as
Administrator duty role. To enable a custom business-user role, such as Line Manager, to access the
Transaction Console, then add the Review HCM Approval Transactions as Business Use duty role. For
information about adding new roles and privileges to custom roles, see the Release 13 Security Upgrade
Guide on My Oracle Support ( 2023523.1).
2. Create a data role to inherit the custom role. Assign appropriate person and transaction security profiles
to the data role. If you already have data roles for your custom roles, then you must edit them to select or
create a transaction security profile.
3. Provision the data roles to users, as appropriate.
3.
10
When you edit a data role and save the changes, its data security policies are updated automatically to reflect
the latest role hierarchy.
ENHANCED CUSTOM CRITERIA VALIDATION

You can include custom criteria, in the form of SQL predicates, in a person security profile. Custom criteria can
supplement or replace the standard ways of identifying person records in a person security profile. In this
update, you can validate your custom criteria and correct any errors before proceeding. A Validate button now
appears in the Custom Criteria section of the Create Person Security Profile and Edit Person Security Profile
pages.
Validating Custom Criteria in Person Security Profiles
When you click Validate, a syntax check occurs and any syntax errors, such as missing brackets, single-line
comments, or misspelled keywords, are reported. When you click Next to open the Preview page, further
validation of the custom criteria occurs. You may see warning or error messages about:
Using A.ASSIGNMENT_ID, because the table alias A is reserved for Oracle use
Referencing tables that include PII (personally identifiable information) data, which may cause runtime
errors
Using commands, such as UNION or JOIN, that may affect performance
Correct any issues before saving person security profiles.
STEPS TO ENABLE
You have to include custom criteria, in the form of SQL predicates, in a person security profile in order to use
this feature.
TIPS AND CONSIDERATIONS
New validations will not prevent upgrading customers from using existing custom criteria in person security
profiles.
KEY RESOURCES
For more information, go to Applications Help for the following help topics:
Securing Person Records Using Custom Criteria: Explained

Tables and Views in Custom Criteria: Explained
11
HCM SECURITY
HCM Security includes enhancements to person security profiles, new-person task flows, role mappings, the
Retrieve Latest LDAP Changes process, predefined job and abstract roles, and security setup.
SECURE PERSON RECORDS BY MULTIPLE AREA OF RESPONSIBILITY SCOPE VALUES

Until now, you could secure access to person records in a person security profile using a single area of
responsibility scope value, such as business unit, location, or grade. If you wanted to secure access by
multiple scope values, such as both business unit and location or both legal employer and job, then you had to
define custom criteria. From this update, an additional 16 scope values, each of which combines 2 individual
values, are provided in person security profiles. You can now secure access to person records using any of
these additional responsibility scope values:
Business unit and country

Business unit and department
Business unit and grade
Business unit and job
Business unit and location
Business unit and supervisor hierarchy
Country and department
Country and department hierarchy
Country and department in organization tree
Country and supervisor hierarchy
Legal employer and business unit
Legal employer and department
Legal employer and grade
Legal employer and job
Legal employer and location
Legal employer and supervisor hierarchy
12
Selecting a Responsibility Scope Value
You can select these additional values in both the Manage Person Security Profiles and the Manage Data Roles
and Security Profiles interfaces.
STEPS TO ENABLE
To use this feature, you will need to review and update your current area of responsibility definitions to include
multiple scope values, if appropriate.
When you secure access to person records using one of the new responsibility scope values, both conditions
must be satisfied for access to be granted. For example, you may secure access to person records by
selecting the Business unit and department responsibility scope value. A user may have these four areas of
responsibility:
Area of Responsibility Business Unit Department
1 Vision BU 1 Vision Department 1
2 Vision BU 2
3 Vision BU 3 Vision Department 3
4 Vision Department 4
13
The user can access person records in:
Vision BU 1, Vision Department 1

Vision BU 3, Vision Department 3
The user can't access person records in:
Vision BU 2
Vision Department 4
Vision BU 1 that do not also belong to Vision Department 1 or that have no department
Vision BU 3 that do not also belong to Vision Department 3 or that have no department
Vision Department 1 that are not also in Vision BU 1
Vision Department 3 that are not also in Vision BU 3
You can now more easily secure access to person records using multiple responsibility scope values without
using custom criteria. Therefore, you may want to review and update your current area of responsibility
definitions to include multiple scope values, if appropriate.
KEY RESOURCES
For more information, go to applications help for the following help topics:
Securing Person Records: Points to Consider

Securing Person Records by Area of Responsibility: Explained
Securing Person Records by Area of Responsibility: Procedure
HCM DATA LOADER

HCM Data Loader provides a flexible and efficient method of bulk loading business object data for data-
migration and on-going incremental updates to Oracle Human Capital Management Cloud.
ENHANCEMENTS TO EXTERNAL BANK ACCOUNT

These attributes have been added to the External Bank Account object to support country-specific
requirements:
Attribute Description
Identifies the type of account, such as checking or

savings. In the US, where multiple accounts can have the
AccountType same AccountNumber value for the same bank, bank
branch, currency, and country, this value identifies the
bank account uniquely.
AlternateAccountName An alternate name for the bank account holder.
A value used to validate a bank account number in

CheckDigit
accordance with country-specific validation requirements.
A secondary account reference. In the UK, where multiple

accounts can have the same AccountNumber value for the
SecondaryAccountReference
same bank, bank branch, currency, and country, this value
identifies the bank account uniquely.
This attribute has been added to the External Bank Account Owner component of the External Bank Account
object to support third-party ownership of external bank accounts:
14
Attribute Description
A number that identifies the third party who owns the

ThirdPartyNumber
external bank account.
STEPS TO ENABLE
Modify your data loading files to take advantage of these new attributes.
The AccountType and SecondaryAccountReference attributes are user-key attributes. The External Bank
Account object now has 12 possible user keys.
The ThirdPartyNumber attribute is a user-key attribute. The External Bank Account Owner component now has
24 possible user keys.
You can now specify either a ThirdPartyNumber value or a PersonNumber value, but not both.
KEY RESOURCES
Loading External Bank Accounts: Explained
NEW BUSINESS OBJECTS SUPPORTED

You can now load data for the following business objects:
Business Object Product Area Description
Holds the payroll definition calendar,

Payroll Time Period Global Payroll - Define which is based on the frequency of
the payroll, such as weekly or monthly
Facilitates the transfer of performance

documents and goals from an inactive
Performance Documents and Goals
Talent Management worker assignment to the new, active
Assignment Transfer
assignment after a rehire or change of
legal employer
Holds text, such as an out-of-office

message, that appears on a person's
Person Public Message Workforce Directory Management
public information page in the person
spotlight
Defines vacancies, which are

placeholders for future headcount,
Requisition Workforce Directory Management
and Oracle Talent Acquisition Cloud
requisitions
In addition, you can now:
Delete Talent Review Meeting objects.

Create a Talent Review Meeting object with the MeetingSubmitStatusCode attribute set to Scheduled.
Until this update, you had to create the meeting with the Draft meeting submission status and then
update it to Scheduled.
Specify who initiated an Allocated Checklist.
15
STEPS TO ENABLE
Modify your data loading files to take advantage of these new objects.
Use the Job Requisition object to maintain Oracle Recruiting Cloud requisitions.
HCM SPREADSHEET DATA LOADER

HCM Data Loader provides a flexible and efficient method of bulk loading business object data for data-
migration and on-going incremental updates to Oracle Human Capital Management Cloud.
SUBMIT SPREADSHEET UPLOADS AS THE SESSION USER

For some object components, you can review the object history to see who last updated the object. Until now,
when the object was last updated using HCM Spreadsheet Data Loader, the Last Updated By value was
always FUSION_APPS_HCM_ESS_LOADER_APPID, also referred to as the elevated user. You did not see
the name of the signed-in user who uploaded the changes. From this update, you can upload data for
unsecured objects as the session user rather than as the elevated user. You make this selection in the
spreadsheet template. A new section, Template Security, appears on the Define tab of the Manage
Spreadsheet Templates task flow.
Setting Template Security in a Spreadsheet Template
When you create a spreadsheet template for an unsecured object, such as Job or Grade:
You can select either Session User or Elevated User in the Upload Data As field. This value is
Session User by default.
The read-only Assign Roles to Template field is set to Enabled. This value indicates that you can
assign roles to the template on the Manage Role Access tab.
When you create a spreadsheet template for a secured object, such as Worker or Position:
Upload Data As is set to Elevated User and can't be changed.

Assign Roles to Template is set to Disabled. This value indicates that you can't assign roles to the
template on the Manage Role Access tab.
Only the Human Capital Management Integration Specialist job role is authorized to upload data from a
spreadsheet for secured objects.
16
STEPS TO ENABLE
Use the Template Security to identify the user you want to show in history for the updates.
In existing spreadsheet templates for unsecured objects, Upload Data As is set to Elevated User. You can
edit the spreadsheet template to set Upload Data As to Session User, if required.
KEY RESOURCES
Template Security: Explained

Creating and Editing Spreadsheet Templates: Procedure
Managing Spreadsheet Business Object Access: Explained
HCM COMMON FEATURES

This section covers features used across all HCM Applications.
UPLOAD YOUR PHOTO FROM YOUR PUBLIC PROFILE

You can now quickly upload your own photo from your public info page. Your image now includes a camera
icon that launches the upload photo tool allowing you to quickly upload your photo directly to your public
profile. Alternately, you can still use the Upload Photo action from quick actions or the Actions menu to upload
a new photo.
17
New Photo Upload Option
Once you click the camera icon, you can upload a new photo and crop it and then save it.
Change Photo
To upload a new photo or change an existing photo:
1. Navigate to Me > Public Profile.

2. Click the camera icon on the image.
3. Upload a photo and crop it.
4. Save and close.
4.
18
STEPS TO ENABLE
No steps are required to enable this feature.
ROLE INFORMATION
The delivered employee role inherits the aggregate privilege Manage Person Image
(ORA_PER_MANAGE_PERSON_IMAGE) that secures the image upload feature.
REDESIGNED USER EXPERIENCE

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and
mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern
look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be
personalized to suit.
The pages redesigned below are all part of the Redesigned Cloud User Experience.
HCM COMMON
ENHANCED HCM EXPERIENCE DESIGN STUDIO TO SIMPLIFY PAGE CONFIGURATIONS

The HCM Transaction Configurator is renamed as HCM Experience Design Studio and includes the renamed
and enhanced Transaction Design Studio. Using the Transaction Design Studio, you create rules to configure
transactions and pages. You can change how sections and fields are displayed, based on the user's role and
the employee's business unit or legal employer. It's just a lot simpler now.
Page Configuration Rules
More newly designed, responsive actions and pages are available to configure. You can:
Control the visibility of regions and sections on the page.

Control the visibility for attributes within a page, region, or a section.
Change the required status of optional attributes.
Control the availability of the questionnaire page for actions that use the guided process design.
You can create one or more rules for any page available in the Transaction Design Studio. Parameters such as
role, business unit, and legal employer determine the roles subject to the rule and the set of employees rules
are applied to. All parameters are optional.
19
Example of Rules for Promote Action
There are 3 parts of a rule to configure.
1. Basic details including parameters. All parameters are optional.

Role is the role of the user performing the action or viewing the page.
Legal Employer is of the employee being acted on
Business Unit is of the employee being acted on.
Some actions may include additional parameters.
2. Regions to show or hide. These vary by page. If the transaction uses the guided process framework, you
can hide the questionnaire page as well.
3. Page attributes to show or hide or make required or optional. Available attributes are organized by the
regions on the page.
20
Edit Rule Page
Rule Evaluation
When you create multiple rules for an action or page, rules are evaluated in the order displayed subject to the
employee meeting the parameters for multiple rules. Rules are evaluated in this way.
1. When the same parameters are configured for multiple rules AND the same region or page attributes
settings (visibility/required status) are configured, the first rule displayed is applied. Subsequent rules
using the same parameters and configurations to the same regions or attribute settings are not applied.
2. When different parameters are configured for multiple rules AND different regions or page
attribute settings (visibility/required status) are configured, each rule is applied.
This example illustrates how multiple rules are evaluated. Assume that the Salary and Manager regions are
delivered as visible and Grade and Job are delivered as optional.
Rule Parameters Region Configuration Page Attribute Settings
1 Country = US, UK Hide Salary section Grade is required
2 Country = US Hide Manager section Grade is optional
3 Country = UK Show Salary section
4 Country = <null> Job is required
For employees in the US, the Salary and Manager regions are hidden. Grade and Job are required.
For employees in the UK, the Salary region is hidden. Grade and Job are required.
For employees in countries other than the US and UK, no regions are hidden. Grade is optional. Job is required.
Now, even hidden attributes are available to configure. You no longer have to display them first using Page
Composer. For pages that support the inclusion of flexfields, you can make them visible here as well.
21
STEPS TO ENABLE
To access the HCM Experience Design Studio:
1. Activate a sandbox.
2. Navigate to the My Client Groups tab.
3. Click Show More to open the quick actions.
4. Select HCM Experience Design Studio in the Employment group.
5. Under your Settings and Actions, select Edit Pages.
6. Select Site layer and click OK.
7. Click Continue.
To create a page configuration rule, on the Transaction Design Studio tab:
1. Select an action or page from the Actions list of values.

2. Click the Add button.
3. Enter the basic details.
4. If the page includes different regions, set the required and visibility status for the regions you want to
include.
If the page uses the guided process design, show or hide the questionnaire for users.
Required regions cannot be modified.
5. In the Page Attributes region, select the region you want to configure.
22
6. Change the required or visibility setting for attributes in the selected region.
Read only fields don't have a required setting.
Required fields cannot be modified.
7. Flexfields are identified by the pencil icon. To set the visibility of a flexfield, change the overall visibility to
'visible', and then click the pencil icon.
From the Flexfield Attributes list, select the segment you want to display.
Check the 'visible' checkbox.

Repeat the above steps for every segment you want to make visible.
23
8. Click Done.
9. Repeat applicable steps 5-8 for the next region to configure.
10. Save.
11. If you created multiple rules for the same page or action, use the up and down arrows to sequence
the rules in the order you want them evaluated.
12. Apply the sandbox.

In some cases, the delivered visibility or required status for an attribute cannot be determined. When
this occurs, the status will be set to 'Undetermined'.
In some cases, the delivered visibility or required status for an attribute cannot be changed without
having a downstream impact. When this occurs, the Visibility or Required settings are disabled.
From this work area, you can still modify the person spotlight and upload images for pages that use the
HCM landing page design.
Only newly designed, mobile responsive pages available in the Actions list can be configured. Not all
mobile responsive pages are available in the current release.
To migrate Transaction Design Studio configurations between environments, use Customization
Migration. Only “Application Artifacts”, “Analytics” and “CRM common components” need to be selected
when creating your customization set.'
If you previously enabled the profile option Questionnaire Displayed in Guided Processes
(HCM_TASK_CONFIGURATOR_RESPONSIVE_ENABLED) by setting the Site level value to Y, and
have no TDS rules that hide the questionnaire, the questionnaire page will display.
KEY RESOURCES
To obtain more detailed functional and setup information for Transaction Design Studio, refer to the following
doucment on My Oracle. Support:
Transaction Design Studio – What It Is and How It Works (Doc ID 2504404.1)
To understand how to enable responsive pages, refer to the following document on My Oracle Support:
HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Document
2399671.1)
For more information on the original HCM Page Configurator read the 18B HCM Common What's New feature:
HCM Page Configurations Simplified
24
For more information on personalizing pages using page composer, refer to the following:
Chapter 3, Page Customization in the Oracle Applications Cloud: Configuring and Extending Applications
guide.
The Developer Relations Page Composer Oracle YouTube channel.
For more information on migration customizations, refer to the following:
Importing and Exporting Customizations

Migrating Customizations from Test to Production
ROLE INFORMATION
The delivered Human Capital Management Application Administrator role inherits the privilege Access HCM
Transaction Configurator (HRC_ACCESS_HCM_TRANSACTION_CONFIGURATOR) required to use the
HCM Experience Design Studio.
To access the page:
1. Navigate to the My Client Groups homepage tab.

2. Click on Show More under the quick links.
3. In the Employment group of actions, find HCM Experience Design Studio.
MOBILE RESPONSIVE DEEP LINKS

Deep links provide easy navigation directly to a page in the HCM Cloud application. Many deep links are now
available for new mobile responsive pages that can be embedded in your intranet, a custom or third-party
application, or in a document so employees can quickly access their HCM information or initiate transactions in
HCM Cloud.
25
Deep Links Page
For a list of all available deep links for mobile responsive and classic, non-responsive pages, go to Tools and
then Deep Links in the main menu.
26
When accessing a page in HCM Cloud using a deep link, HCM Cloud user security is honored. When single
sign-on is used, the deep link navigates users directly to the HCM Cloud sign-in page. When basic
authentication is used, users are prompted to enter their HCM Cloud user name and password before
navigating to the page.
STEPS TO ENABLE
To access deep links:
1. Open the main menu.

2. Go to Tools > Deep links.
3. Copy the URL for a deep link.
4. Paste the URL into the desired location.

The Deep Links page includes deep links for mobile responsive and classic, non-responsive pages. If a
mobile responsive and classic deep links exists for the same page, click the links to determine the one
to use. Some deep link names include 'NFS', 'RESPONSIVE', 'MY_TEAM' or 'MY_CLIENT_GROUPS'
which indicates they're for mobile responsive pages.
ROLE INFORMATION
The delivered role Human Capital Management Application Administrator inherits the privilege View
Administration Link (FND_VIEW_ADMIN_LINK) that secures the Deep link menu item.
SEARCH FOR ALL ACTIONS USING HCM GLOBAL SEARCH

All actions available to you from Me, My Team, or My Client Group quick actions are available in the HCM
global search. Previously, you could only search for commonly used actions. In addition, with the introduction
of the new and improved person search, you will only see one action even if the action is available to you from
both My Team and My Client Groups (Promote, Transfer, for example). The quick action tab name will also no
longer be appended. Previously, My Team and My Client Group used different search pages, but now they use
the same search page so the tab name is not required. You will only see the "Me" tab name appended if you
have access to the same action as an employee and a line manager or HR professional user.
Search Results in 19A
27
Search Results Prior to 19A
STEPS TO ENABLE
For steps to enable the HCM Global Search Configuration, read the:
18B HCM Common What's New feature - New HCM Global Search
KEY RESOURCES
For more information on the HCM Global Search Configuration, read the:
18B HCM Common What's New feature - New HCM Global Search
18C HCM Common What's New feature - HCM Global Search Enhanced
19A HCM Common What's New feature - New and Improved Person Search
NEW AND IMPROVED PERSON SEARCH

When you search for a person from the My Team or My Client Groups quick actions, you now use a new and
improved person search. You can search by the worker's name, person number, work email, or business title
using a client side list of values for quicker results. If you have employees reporting to you, you will always see
a list of your direct reports. You can quickly select one and start a transaction. If you want to act on someone
else, search for other employees in your line manager hierarchy. If you're an HR specialist, search for workers
in your professional area of responsibility. The new person search returns all active employee
assignments, delegated and dotted line reports, and contingent workers.
In addition, as a HR specialist, you now have the option to use an advanced search to help you find the person
to act on. Use the advanced search to narrow your results. For example, in the advanced search, you can
specify parameters such as job, position, date, and search for nonworkers, terminated and pending workers,
future-dated hires etc.
Steps to use:
To access the new person search from the My Team or My Client Groups:
1. Select an action such as Promote or Transfer.

2. You are now navigated to the new person search.
3. Enter a name or a few characters of the name of a person in the search box.
28
4. Line managers, select the name and begin the transaction. Alternatively, HR specialists can select the
Advanced Search link to use additional parameters to narrow the search for the person they want.
When you search for and initiate an action from global search, you navigate to the same new person search
page.
STEPS TO ENABLE
No steps are required to enable this feature.

You cannot search for contacts.
The advanced search is only available to the delivered HR Specialist role.
My Team and My Client Groups now use this same new person search. "My Team" and "My Client
Groups" is no longer append to the action name when you have access to an action from both tabs.
Only when you have access to the same action as an employee and another role will "Me" be appended
to the action name to identify the employee version of that action.
ROLE INFORMATION
All delivered HCM job and abstract roles inherit the privilege Access HCM Common Components
(HRC_ACCESS_HCM_COMMON_COMPONENTS) that gives access to the new person search.
The delivered Human Resources Specialist job role inherits the privilege Access Advanced Person
Search Code (PER_ACCESS_ADVANCED_PERSON_SEARCH) that gives access to the advanced
search feature. Grant this privilege to other roles as needed.
HCM EXTRACTS
IMPROVED USER EXPERIENCE

Use the redesigned HCM Extracts pages, available from the Data Exchange work area, for an improved user
experience. The redesigned responsive pages include the Submit Extracts, the View Extract Results, and the
self-service pages, which are available on all devices.
Changes to the appearance and behavior of these pages include:
Submit Extract page is now called the Submit Extract Instance page and is a single page, rather than
four.
View Extract Results page has the same single page look and feel as the Submit Extract Instance page.
Using the new mobile responsive pages, you can schedule an extract instance for processing and view and
download the results from a mobile device.
29
Submit Extract Instance Page
30
View Extract Results Page
STEPS TO ENABLE
In order to enable the new pages, you must enable the following profile option and have enabled the
HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the
HCM_RESPONSIVE_PAGES_ENABLED profile option, please see the Redesigned Cloud User Experience
feature in 18A for the Steps to Enable, Tips and Considerations, and Key Resources.
Pages to Enable Field Value
HCM_EXTRACT_DEFINITION_RESPO
Extracts Profile Option Code
NSIVE_ENABLED
HCM_SUBMIT_EXTRACT_RESULTS_R
Submit Extracts Profile Option Code
ESPONSIVE_ENABLED
HCM_VIEW_EXTRACT_RESULTS_RES
View Extracts Results Profile Option Code
PONSIVE_ENABLED
To enable the profile option, navigate to the Setup and Maintenance work area:
1. Search for and click the Manage Administrator Profile Values task.
2. Search for and select the profile option.
3.
31
3. Click to add a new Profile Value.
4. Select the Level as Site.
5. Enter a Y in the Profile Value field.
6. Click Save and Close.
When submitting an extract instance, if modifying the flow interaction is required, the extract can be submitted
via Payroll Checklist Submit a Process or Report.
KEY RESOURCES
For more information on creating and enabling the profile options, refer to the following document on My
Oracle Support:
2399671.1)
For information about displayed and hidden fields, refer to the following document on My Oracle Support:
HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields ( 2399671.1)
For more information on personalizing pages, refer to the following:
Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications
guide.
COMPENSATION
ENHANCED COMPENSATION SPOTLIGHT WITH RECURRING AND ONE-TIME PAYMENTS

Line managers viewing compensation for employees can now easily review recurring and one-time payments,
because they are grouped in their own section. This section displays the employee's entries for elements
configured to display on the Manage Compensation History page. Managers can click a payment name to view
the employee's element entry values.
32
Drill Down Details
STEPS TO ENABLE
If you have not already enabled Compensation Spotlight, you will need to follow the Steps to Enable
section on the Person Spotlight - Compensation Details - Worker View feature that is in 18C in the HCM
Common What's New.
The section is hidden by default and needs to be enabled or made visible using the HCM Experience
Design Studio configuration or Page Composer.
STREAMLINE SALARY APPROVAL

Simplify the approval process on responsive salary pages by preventing new salary proposals when:
A salary change is pending approval

A line manager transaction that includes salary changes (such as promote) is pending approval
STEPS TO ENABLE
The Compensation Redesigned User Experience profile option

CMP_COMPENSATION_RESPONSIVE_ENABLED must be enabled through the Profile Options, in order for
this feature to work. If the profile option is enabled, then this feature will be available immediately.
GLOBAL HR
MANAGE ELIGIBLE JOBS REDESIGNED

The Manage Eligible Jobs flow now has the same look and feel on desktop and mobile devices. This
redesigned flow is both responsive and easy to use, with a modern look and conversational language. The
pages are clutter-free and display the most frequently used fields.
An eligible job is an additional job for which the worker is eligible in addition to the worker's current job. You can
use additional jobs to report time on the time sheet.
33
Add Eligible Jobs
STEPS TO ENABLE
In order to enable the Manage Eligible Jobs new page, you must enable the following profile option and have
enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the
HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive
User Experience Setup Information- Profile Options and Displayed Fields (Document 2399671.1
Field Value
Profile Option Code PER_PERSONAL_INFORMATION_RESPONSIVE_ENABLED
KEY RESOURCES
HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields ( Document
2399671.1)
34
guide.
PAYROLL
REDESIGNED USER EXPERIENCE FOR PAYSLIP PAGE

We have made it easier to use the Payslips page by designing a single page for all users. As part of the mobile
responsive design, we consolidated the self-service and the professional Payslip pages so all users access the
same page.
As a professional user, you can now view payslips as soon as they are generated. As for employees, viewing
payslips are dependent on the payslip availability date.
STEPS TO ENABLE
In order to enable the new Payslip page, you must enable the following profile option and have enabled the
Field Value
Profile Option Code PAY_PAYROLL_RESPONSIVE_ENABLED
Once the profile options are enabled, the navigator menu option of the Payroll pages will take the user to the
new Payroll pages and the old pages will no longer be available.
If the option is enabled, all payroll self-service pages (payslip etc) will be responsive PLUS the payslip page
will be responsive for the professional user.
If the option is not enabled, all payroll self-service pages (payslip etc) will be classic PLUS the payslip page will
be classic for the professional user.
35
KEY RESOURCES
Oracle Support:
ID 2399671.1)
ID 2399671.1)
guide.
NEW SECURITY FOR YEAR-END DOCUMENTS

You can now secure access to all year-end documents. The new global aggregate privilege provides access to
the global year-end documents.
36
STEPS TO ENABLE
Make the feature accessible by assigning or updating privileges and/or job roles. Details are provided in the
Role section below.
If you have configure a new custom employee role, you will need to add the 'View Year-End Documents'
aggregate privilege to it in order to enable.
37
ROLE INFORMATION
The new global aggregate privilege provides access to the global year-end documents.
Task Aggregate Privilege
View Year-End Documents

View Year-End Documents
(ORA_PAY_VIEW_YEAR_END_DOCUMENTS)
PAYROLL FOR CANADA
TAX CREDIT INFORMATION IN EMPLOYEE SELF-SERVICE

Provide employees direct access to their tax cards, where employees can view and update their tax credit
information using the new responsive pages. Using this new page, employees can do the following actions
with their personal tax credit information:
Update current forms

Add new provincial forms
Add future-dated forms
View prior forms
Delete provincial forms
Download and save the populated federal and provincial personal tax credit return PDFs
The landing page of the Tax Credit Information page is displayed below. If the Tax Reporting Unit is selected at
the time of new hire, the default tax card is created automatically
Tax Credit Information
The landing page displays the forms in the following order:
1. Federal form
2. Provincial forms, in alphabetical order
3. Future-dated forms, if any, in lighter font
38
The landing page shows the first 6 fields by default. If there are more than 6 fields, click the down arrow to
show the remaining fields.
Employees can edit their personal tax credit information, if required. The form used to edit the information is
displayed below. Employees can make changes to their information as of the current date or they can make
future-dated changes, back-dated changes are not allowed. When making changes, the “I Agree” statement is
mandatory. An error message is displayed if the employee tries to save the changes without selecting the “I
Agree” check box.
Editing Tax Credit Information
If required, an employee can add a new provincial form. Use the Add button to open a new form and select the
date and province to add. Please note that the province selected here has no impact on the Province of
Employment on the calculation card.
Adding Tax Credit Information
39
Employees can also add future-dated forms. They are displayed on the landing page after the current
forms. Once a future-dated form is entered, the current form is end-dated 1 day prior to the start of the future
form. Future-dated forms can be deleted. To delete a future-dated form, enter the form in the update mode and
use the Delete button.
The employee can access the Tax Credit Information page using two ways:
From the employee dashboard, you can use the Quick Action links on the side or the icons under the
Apps section, where tasks are grouped using the functional area groupings.
Employees can access the UI using either navigation below (as displayed in the capture below):
Employee Dashboard (Me) > Quick Actions > Pay > Tax Credit Information
Click Show More to access more links if it is not in the initial list
Employee Dashboard (Me) > Apps > Pay > Tax Credit Information
Employee Dashboard
STEPS TO ENABLE
In order to enable the Tax Credit Information page, you must first enable the following Profile Option and then
enable the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled
Field Value
Profile Option Code PAY_PAYROLL_RESPONSIVE_ENABLED
To enable the profile option:
1. Navigate to the Setup and Maintenance work area.

3. Search for and select the profile option code “.
40
By enabling this profile option, you will be enabling all Payroll responsive pages that are available.
If the Pay action is not available in the initial Quick Action list, click Show More to access all the available
actions.
KEY RESOURCES
Oracle Support:
2399671.1)
2399671.1)
guide.
Also, refer to the document below on the Canada Information Center for additional information.
Canada Information Center
https://support.oracle.com/rs?type=doc&id=2102586.2
Hot Topics Email (To Receive Critical Statutory Legislative Product News)
To receive important Fusion Canada Legislative Product News, you must subscribe to the Hot Topics Email
feature available in My Oracle Support.
See My Oracle Support Document ID 2102586.2 (Information Center: Fusion Human Capital Management -
Canada) for further details, and access the content at the location below.
CA – Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Email Subscription
Feature
TIME AND LABOR
TEAM SCHEDULE FOR EMPLOYEE AND MANAGER SELF-SERVICE PAGES REDESIGNED

Increase employee and manager satisfaction with the team schedule self-service page that has the same look
and feel on desktop and mobile devices. This redesigned page is both responsive and easy to use on any
device, with a modern look and conversational language. The clutter-free page, with clean lines and just the
essential fields, can be personalized.
41
Team Schedule Showing the Published Schedules Icon Only, Indicating that the Shift Starts Today and Ends Tomorrow
Icon and Clarifying Text, Indicating that the Shift Started Yesterday and Ends Today
Line managers can view schedules of either their direct reports or the whole organization, including public
holidays, published schedules, absences, employment schedules, and other availability. Employees define
other availability, such as overtime or on-call, to indicate when they are available to work more hours.
Schedulers and third-party applications can use other availability information to schedule additional workers as
needed.
42
Filters Enable Line Managers to Control the Shifts that They See
STEPS TO ENABLE
In order to enable the new Team Schedule pages, you must enable the following profile option and have
enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the
Type of User Field Value
HWM_WORKER_SCHEDULES_RESPONSIVE_PAGES_ENAB
Employee Profile Option Code
LED
HWM_MANAGER_SCHEDULES_RESPONSIVE_PAGE
Manager Profile Option Code
S_ENABLED
43
You can view team schedules for only 1 day at a time.
KEY RESOURCES
Oracle Support:
2399671.1)
2399671.1)
guide.
CAREER DEVELOPMENT
MOST CAREER DEVELOPMENT FEATURES ADDED TO REDESIGNED PAGES

Now most of the Career Development features are redesigned and are responsive for any device. The
features in this release include:
View Current Role

Recommended roles
Goal Sharing
Development Intents
Copy Goal action
Print Goals action
Updated Keyword Search in Explore Roles
Target Outcomes for Development Goals
44
Redesigned Career Development Page
Target Outcomes for Development Goals
You can now add target outcomes of any type to the Career Development responsive page. You are no longer
restricted to just the three types of default target outcomes. You can define your own target outcome sections in
the Person Profile content sections.
To configure the target outcome sections, you must sign as an administrator. Use the Manage Profile Types
task to do this. Edit the Person profile type and select the content section to add for Career Development.
Edit Profile Type:Person Page
Configure the selected content section in the Edit Content Section page. You can subscribe the section for
Career Development on this page. You can further configure the selected section according to your
Development Goal requirements.
45
Edit Content Section Page
You can also add a new content section in the Edit Profile Type: Person page. Use the Add Content Section
page to configure the new section.
Add Content Section Page
Career Development administrators can include the new profile content sections as target outcomes in
development goals.
You can view the target outcomes that were defined for development goals in the Target Outcomes section of
the development goal. Select the target outcome from the list in the Target Outcomes section to view more
details about that target outcome.
If no approval is required, the target outcomes are stored in the person's profile along with the comments when
the goal is completed. If approval is required, the target outcomes are stored in the person's profile when the
goal is completed and the final approver has approved the completed goal.
Now in the BIP Reports, Development Goal Plans are excluded from the Career Development subject areas.
Stay tuned for the following features that not yet available: Favorites, Add Goal from Role, and Mass Goal
Approvals.
46
STEPS TO ENABLE
In order to use the Career Development pages, you must enable the following profile options and have enabled
the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the
Profile Option Code Description
HRD_CAREER_DEVELOPMENT_RESPONSIVE_E Enables mobile-responsive Career Development

NABLED pages.
When the Mobile-Responsive Career Development Pages profile option is enabled, the following pages are
rendered in the responsive mode:
Career Development
Career Overview
To view target outcomes in the responsive Career Development pages, you must do the following:
Upgrade to Enhanced Talent Profile.

Enable the following Career Development features in Set Up and Maintenance work area under Career
Development features
Target Outcomes
Development Goal Details Drill Down Page
KEY RESOURCES
Oracle Support:
ID 2399671.1)
For more information on upgrading to Enhanced Talent Profile, refer to the following document on My Oracle
Support:
Upgrading Oracle Fusion Profile Management to Release 18C ( Document ID 2421964.1)
ROLE INFORMATION
NOTE: To view the Current Role, Recommended Roles or roles in Explore search results pages, you need to
use Enhanced Talent Profile.
47
GOALS
NOTIFICATIONS, TARGET OUTCOMES, AND NEW APPROVAL FEATURES IN REDESIGNED

GOAL MANAGEMENT
Take advantage of the following new Goal Management features that are now available in the redesigned
Talent Management Cloud responsive pages:
Goals FYI notifications

Target outcomes as part of goals
New approval related features
Goal FYI Notifications
An employee will now receive FYI notifications in the redesigned Talent Management Cloud responsive Home
page for the following Goals related workflows:
Manager creates a goal for the employee

Manager assigns a goal to the employee
HR specialist performs a mass goal assignment
Manager or HR specialist updates a goal of the employee
HR specialist deletes a goal of the employee
Manager or HR specialist cancels a goal of the employee
Manager aligns one or more goals with the employee’s goal
Manager cancels an aligned goal
A manager receives notifications in the redesigned Talent Management Cloud responsive Home page for the
following Goals related workflows:
Any report updates a completed goal

Any report or colleague shares a goal
48
Example Employee FYI Notifications
Target Outcomes as Part of Goals
You can now add target outcomes of any type to the Goals responsive page. You are no longer restricted to just
the three types of default target outcomes. You can define your own target outcome sections in the Person
Profile content sections.
To configure the target outcome sections, you must sign as an administrator. Use the Manage Profile Types
task to do this. Edit the Person profile type and select the content section to add for Goals.
49
Edit Profile Type: Person Page
Configure the selected content section in the Edit Content Section page. You can subscribe the section for
Goals on this page. You can further configure the selected section according to your Goals requirements.
Edit Content Section Page
You can also add a new content section in the Edit Profile Type: Person page. Use the Add Content Section
page to configure the new section.
50
Add Content Section Page
Goal administrators can include the new profile content sections as target outcomes in goals. They can also add
a comment for each profile content section.
Example Adding Profile Content Sections in Target Outcomes
You can view the target outcomes that were defined for the goals in the Target Outcomes section of the goal.
Select the target outcome from the list in the Target Outcomes section to view more details about that target
outcome.
51
Example Target Outcomes in Goal
If no approval is required, the target outcomes are stored in the person’s profile along with the comments when
the goal is completed. If approval is required, the target outcomes are stored in the person’s profile along with
the comments when the goal is completed and the final approver has approved the goal completion.
New Approval Features
Three approval related features have been added in this release:
Action to request information

Ability to add comments and attachments
Approval history details
Action to Request Information
An approver can now request more information before approving any goal changes submitted by an employee
by clicking the Request for Information button.
Goal Plan Approval Request – Request for Information
52
The employee from whom information is requested can see that more information is requested by the approver
when the employee views the goal plan.
Employee Goals Page – Message that Approver Wants More Information
Ability to Add Comments and Attachments
In the Goals approval cycle, comments and attachments can be added to a goal plan approval request in the
following scenarios:
When an employee submits a goal plan for approval

When an approver requests information before approving the submitted request
When an employee responds to information request
When an approver rejects a goal plan approval request
When an approver approves the submitted request
You can use these comments and attachments to further reinforce your goal approval requests, or to justify your
goal approvals and rejections.
53
Example Employee Adding Comments and Attachments before Resubmitting Goal
Approval History Details
You can now view the following approval history details:
The details of the goals submitted for approval

The names of the approvers
Comments and attachments submitted as part of the approval cycle
Approval history details can be viewed in the following scenarios:
When an approver views a goal plan request before approving

When an employee gets a request for more information
Goal Plan Approval Request with Approval History
54
STEPS TO ENABLE
To view the new features in the Goals responsive pages, you must enable the following profile option
and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled
the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see the Redesigned Cloud User
Experience feature in 18A for the Steps to Enable, Tips and Considerations, and Key Resources.
HRG_GOALS_RESPONSIVE_ENABLED Enables Goal Management responsive pages
To enable goals related FYI notifications, a user with administrator privilege must select the Enabled
check box corresponding to the notification in the Goal Management tab of the Manage Talent
Notifications page.
Manage Talent Notifications Page - Goal Management Tab
To view target outcomes in the responsive Goal pages, you must do all of the following:
You should have upgraded to the Enhanced Talent Profile.
You must enable the following Goal related profile option codes.
HRG_ENABLE_OUTCOMES Enables target outcomes in Goal Management

HRG_ENABLE_GOAL_DRILLDOWN_VIEW Enables drilling down to goal details
To enable any profile options, navigate to the Setup and Maintenance work area:
55
Administrators can migrate existing performance goals target outcomes to Profiles schema by adding
the Goals process to the Profiles setup migration process. Users can then access these target
outcomes too in the responsive Goals pages.
You can’t use HCM Data Loader to mass upload goal target outcomes in this release.
You can't use Goal Management subject areas in OTBI to report on upgraded target outcomes in this
release.
KEY RESOURCES
Oracle Support:
ID 2399671.1)
For more information on upgrading to Enhanced Talent Profile, refer to the following document on My Oracle
Support:
Upgrading Oracle Fusion Profile Management to Release 18C ( Document ID 2421964.1)
PERFORMANCE
REQUEST FEEDBACK
Now, throughout the year anyone in the organization, be it managers, matrix managers, or HR specialists can
request feedback from one or more persons for themselves or for others. Workers also can request feedback
for themselves.
Creating a Feedback Request for Yourself; Specifying Questions to Elicit Feedback
To create a feedback request for yourself, navigate to the Feedback page from Me:
1. In the Feedback page, Requests region, click Add.

2. In the Whom do you want to ask? region, select the person from whom you seek the feedback.
3.
56
3. The Share feedback with <PERSON_NAME> check box is selected by default so that the feedback is
shared with the person's manager. If you don't want to share, deselect the check box. When you request
a feedback for yourself, you have the option of sharing the feedback with your manager. Note: As a
manager when you create a feedback request for your team member, then you have option of sharing it
with the team member, who is the subject of the feedback. Notifications are sent accordingly.
4. You can add one or more feedback participants by selecting persons from the Person list. The
participant names are listed in the region.
5. Click Continue to specify the questionnaire in the What do you want to ask? section. Note: You can
create a feedback request only when an active feedback template is available.
6. Select Questionnaire. The questions in the questionnaire appear in the section. Additionally, you can
add one or more questions specific to your feedback request in the Additional Questions section.
7. Click Continue to specify the date by when you want the feedback.
8. In the When do you need it? section, specify a date for providing the feedback.
9. Optionally, enter a message for the feedback participant.
10. Click Submit. You can go to the earlier sections and modify the details if required before submitting the
feedback request.
Notifications in the Worklist Requesting Feedback for a Person
Notifications are sent to the concerned persons of the feedback -- feedback participants, feedback subject, or
feedback subject's manager, if the option is enabled. The feedback participants respond to the questionnaire
and submit the feedback. The feedback request changes its status to Completed. You can view the feedback
only after the feedback is submitted by the feedback participant.
However, the HR specialist can request the feedback participant to revise the feedback, if required and initiate
the feedback again.
The HR specialist can delete the feedback.
STEPS TO ENABLE
In order to enable, you must enable the following profile option and have enabled the
Field Value
Profile Option Code HRA_REQUEST_FEEDBACK_ENABLED
57
The Feedback page is available when you have the View Requested Feedback functional privilege or
Manage HCM Person Note functional privilege.
Creating a Feedback Template
As an implementer, you can create and manage feedback templates to facilitate the feedback process. Navigate
to My Client Groups> Performance> Tasks > Setup and Maintenance> Manage Feedback Templates task.
Create a feedback template as per your organization requirements and specify a relevant questionnaire and set
the status to Active so that it's available to everyone to create a feedback request.
When the feedback template is in use, the application indicates it in the Manage Feedback Templates page.
When the feedback template is active, you can modify the template Name and Description, but not the
questionnaire. You can set the template status to Inactive so that no feedback requests are created using the
inactive template.
KEY RESOURCES
Oracle Support:
2399671.1)
2399671.1)
guide.
58
PROFILES
ENHANCED TALENT PROFILE MANAGEMENT

Enhancements made in Talent Profile Management include changes to the user experience and to talent
profile administration. This initial release of the enhanced Talent Profile Management is restricted to Oracle
Recruiting Cloud and Oracle Learning Cloud customers, early adopters, and newly provisioned customers. You
cannot use this functionality unless you have been explicitly approved to use it by Oracle Product Management.
Profile Management’s presentation of the person profile and talent ratings has been enhanced to provide a
more engaging and responsive interface design. The new user experience enables features to be presented on
both mobile and web pages. The interfaces are simple, intuitive and are written in a more conversational
language.
The Profile Management administration enhancements provide increased product performance and product
extensibility. The enhanced solution introduces content templates that represent the talent content (for example,
Competencies, Certificates, Skills, and Awards) required to support the requirements of the Oracle Talent
Management Suite. Each content template includes unique attributes. These content templates can be used
and reused to create the content sections necessary to capture talent data. The templates can be used to
design both person and model talent profiles.
Other new features for this release include:
Best Fit Optimization: Administrators are able to run the Manage Best Fit Batch Process ESS job through the
Scheduled Process UI to improve best fit performance for Career Development Mobile Responsive
Recommended Roles. Administrators are able to:
Schedule when to run the process based on run options, for example: As Soon as Possible, or Using a
Schedule.
Run full jobs or incremental jobs.
Set up notifications and/or manage a recipient and the condition for notification (on success, on warning,
or on error).
Set up process options such as language, territory, time zone, number/time/date formats and currency.
Target Outcomes: Profile Management maintains the requirements for configuring target outcomes that are
necessary to measure the success of a task or project defined as part a goal or learning activity. Goal
Management, Career Development, and Oracle Learning Cloud are all consumers of the Profile Management
library of skills and credentials for providing applicable outcomes. See each consumer’s documentation for
specific details.
New model profile type: We added a Prerequisite Profile Type. This additional model profile type supports
profile type requirements. The Prerequisite Profile Type allows an administrator to configure the required
prerequisites that can be used to define prerequisites for a learning activity when using Oracle Cloud Learning.
STEPS TO ENABLE
The enhanced Talent Profile Management requires you to migrate your profile data. For information about how
to upgrade to the enhanced Talent Profile Management, see Upgrading Oracle Fusion Profile Management
(Doc ID 2421964.1)
59
PROFILES OTBI
RE-ARCHITECTURE OF PERSON PROFILE REAL TIME SUBJECT AREA
Improve your reporting on the Person Profile Real Time subject area with features from the new and enhanced
architecture. These changes and new attributes are only usable for Profile Management Responsive pages. To
use these attributes you need to turn on the Profile Option for Profile Management. If you are using the classic
Profile Management pages, you will see these new attributes in the subject area and can even add them to a
report, however the report will not pull the data, as data entry is only available through the responsive pages.
With this enhancement some of the performance issues reported by customers have also been addressed. The
subject area has been enhanced with additional attributes, and a few of the existing attributes have been
changed to source the data from different database columns. Also, the column names for a few attributes have
been modified.
The consolidated list of changes are listed here:
Dimension Name New/Modified Attributes
Licenses and Certifications Actual Completion Date

Certification URL
Other Establishment
Last Renewal Date
License or Certificate Name
License or Certificate Name
Certificate Number
Original Issue Year
Section ID
Status
Person Profile/Competencies (modified) Assessment Year
Average Calculated Rating
Average Calculated Score
Behaviors
Competency
Evaluation Comments
Personal Interest Level
Performance Rating
Performance Rating Model
Proficiency Rating
Proficiency Rating Model
Review End Date
60
Review Start Date

Section ID
Person Profile/Degrees (modified) Academic Standing
Area of Study
Awarding Body
City
Degree
Description
Duration
Duration Units
Education Level
Education Level Completed
Education URL
Faculty or Department
Highest Education Level
Part Time
Section ID
Summary of Activities
Title
Honors and Awards Completion Date
Date Awarded
Description
Honor or Award Name
Honor URL
Issue Year
Honor or Award
Organization
Section ID
Type of Award
Person Profile/Languages Comments
Evaluated On
Evaluation Location
61
Evaluation Type
Language
Required
Section ID
Person Profile/Memberships (modified Affiliation or Professional Body
Current Volunteer
Description
Internal Organization
Monthly Time Commitment
Organization URL
Position End Date
Position Start Date
Affiliation or Professional Body Name
Section ID
Title or Position Held
Volunteer Cause
Person Profile/Performance Ratings (modified) Other Performance
Section ID
Person Profile/Potential (modified) Other Potential Rating
Section ID
Person Profile/Previous Employment (modified) Additional Information
Company URL
Department or Division or Post
Direct Reports
Employer City
Employer Country
Employer Phone
Employer State or Province
Full Time or Part Time
Internal
Job Title
Other Compensation
62
Reason for Leaving

Responsibilities
Starting Compensation
Section ID
Person Profile/Risk of Loss (modified) Other Risk
Section ID
Person Profile/Special Projects (modified) Billable
Business Unit
Comments
Project Completion Date
Customer Name
Project Category
Project Description
Project Manager
Project Name
Project Name
Project Role
Project Start Date
Project URL
Section ID
Person Profile/Talent Score (modified) Other Comments
Section ID
Source
Person Profile/Work Requirements (modified All Locations
Comments
First Excluded Location
Second Excluded Location
Third Excluded Location
Fourth Excluded Location
Length of Willing to Relocate
Pay Range
First Preferred Location
63
Second Preferred Location

Third Preferred Location
Fourth Preferred Location
Relocation Reason
Section ID
STEPS TO ENABLE
These changes and new attributes will only be usable for Profile Management Responsive pages. To use
these attributes you will need to have turned on the Profile Option for Profile Management. For instructions for
turning on the profile options see Enhanced Talent Profile Management What's New in 19A.
NEW ATTRIBUTE - COMPETENCY SECTION NAME IN PERFORMANCE RATING REAL TIME

Improve your reporting on performance document section in Performance Rating Real time subject area with
the addition of the attribute Competencies Section Name. This attribute is held in Profile Management to allow
a way to differentiate between multiple competency sections in a performance document.
STEPS TO ENABLE
To use these attributes you will need to have turned on the Profile Option for Profile Management. For
instructions for turning on the profile options see Enhanced Talent Profile Management What's New in 19A.
64
SUCCESSION AND TALENT POOLS
QUICK ACTIONS SUPPORT FOR SUCCESSION AND TALENT POOLS

Leverage the new Quick Actions to enable your managers and HR specialists to easily perform the following
tasks:
Add an employee as a candidate to a succession plan

Add an employee as a member of a talent pool
Create a succession plan
On clicking any of these Quick Actions, managers or HR specialists can view their direct reports.
Managers can use the My Team > Show More navigation to access these Quick Actions grouped under Career
and Performance.
My Team - Career and Performance Quick Actions
HR specialists can use the My Client Groups > Show More navigation to access these Quick Actions grouped
under Talent. The new Create Talent Pool Quick Action enables HR specialists to easily create a talent pool.
65
My Client Groups - Career and Performance Quick Actions
Add to Succession Plan Quick Action
Managers or HR specialists can click a direct report’s name to add the direct report as a candidate to any
succession plan that they have security access to or for which they are an administrator or candidate manager
owner. When managers or HR specialists try to add a direct report to a succession plan, the plans in which the
direct report is already a candidate are not displayed for selection.
Add to Succession Plan Page
Add to Talent Pool Quick Action
Managers or HR specialists can click a direct report’s name to add the direct report as a member to a talent
pool that they own. When managers or HR specialists try to add a direct report to a talent pool, the pools in
which the direct report is already a member are not displayed for selection.
66
Add to Talent Pool Page
Create Succession Plan Quick Action
Managers or HR specialists can use the Create Succession Plan Quick Action to create a succession plan for
any direct report if they have the security privilege to create succession plans. By default, the person who
creates the plan is added as the owner of the succession plan. The plan type defaults to the default value
defined in the Manage Common Lookups task.
Create Succession Plan Page
67
Create Talent Pool Quick Action
HR specialists can use the Create Talent Pool Quick Action to quickly create a talent pool. By default, the HR
specialist is added as the owner of the talent pool. HR specialists can add other owners and remove themselves
as owners. But, they must ensure that the talent pool has at least one owner.
Create Talent Pool Page
The Create Talent Pool page sections are clutter-free and display the most frequently used fields. Fields that
are infrequently used are hidden, but can be displayed using Page Composer. For example, the Job and
Department fields are not displayed for talent pool members by default.
STEPS TO ENABLE
To enable the responsive Succession Management pages, you must enable the following profile option and
have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the
Succession Management Responsive Pages Profile Option
Field Value
Profile Option Code HRM_SUCCESSION_RESPONSIVE_ENABLED
68
When you click the Succession Management Quick Actions, you can view the responsive Succession
Planning pages only if you enable the HRM_SUCCESSION_RESPONSIVE_ENABLED profile option.
The Create Talent Pool action is available only in the responsive My Client Groups Quick Actions.
Managers or HR specialists can select only one direct report at a time to add to a succession plan or a
talent pool.
Managers or HR specialists can create a succession plan for only one direct report at a time.
KEY RESOURCES
Oracle Support:
2399671.1)
2399671.1)
guide
The Developer Relations Page Composer Oracle YouTube channel
SUCCESSION ACTIONS ADDED TO CAREER OVERVIEW

Enhance your user experience with the addition of Succession Management actions in the Career Overview
page. These actions enable managers to:
Add a direct report to an existing succession plan or a talent pool

Create a succession plan for a direct report
Career Overview – Succession Plan Actions
69
Add to Succession Plan Action
Selecting the Add to Succession Plan action takes you to the Add to Succession Plan page.
Add to Succession Plan Page
You can only view succession plans that you have security access to or for which you are an administrator or
candidate manager owner. When you try to add a direct report to a succession plan, the plans in which the
direct report is already a candidate are not displayed for selection.
Add to Talent Pool Action
Selecting the Add to Talent Pool action takes you to the Add to Talent Pool page.
Add to Talent Pool Page
You can add a direct report only to a talent pool that you own. When you try to add a direct report to a talent
pool, the pools in which the direct report is already a member are not displayed for selection.
70
Create Succession Plan Action
You can select the Create Succession Plan action to create a succession plan for a direct report if you have
the security privilege to create succession plans. Selecting this action takes you to the Create Succession Plan
page.
Create Succession Plan Page
By default, the person who creates the plan is added as the owner of the succession plan. The plan type
defaults to the default value defined in the Manage Common Lookups task.
STEPS TO ENABLE
Succession Management Responsive Pages Profile Option
Field Value
Profile Option Code HRM_SUCCESSION_RESPONSIVE_ENABLED
71
When you select the Succession Management related actions in the Career Overview page, you can view the
corresponding responsive Succession Planning page only if you enable the
HRM_SUCCESSION_RESPONSIVE_ENABLED profile option.
KEY RESOURCES
Oracle Support:
2399671.1)
RESOURCE CATALOG COMPONENT SUPPORT FOR SUCCESSION AND TALENT POOL

PAGES
Leverage the ability to access the resource catalog to add components to the responsive Succession Plans,
Talent Pools, and Succession Planning Spotlight pages. Create and share notes to provide feedback to an
employee, or add comments about a succession plan or talent pool. Embed reports on the responsive
Succession Planning or talent pool pages and bind the reports to either the Person ID, Plan ID, or Pool ID
parameters.
Example Adding Resource Catalog Component in Succession Planning Responsive Page
To embed the resource catalog component anywhere on the responsive Succession Planning pages:
1. Activate a sandbox and edit the required responsive page.

2. Select the Structure tab.
3. In the Source window, select the panelGroupLayout that is below the FacetWrapper level.
4. Click the Add icon.
5. In the Add Content dialog box, select the component to add:
To add a report or analytic component, click Open adjacent to Reports and Analytics and select
the folder that contains the analysis or report.
To add the Notes component, click Add adjacent to Notes.
6.
72
6. Close the Add Content dialog box.
7. Select the component and in design mode, edit it.
8. In the Component Property dialog box, configure the contextual parameters:
For the Notes component, configure the contextual parameters as shown in the following table.
Parameter EL Expression
On Person Spotlight page: PER_PERSON

Object Type On Succession Management and Talent Pool responsive pages: Customer-
defined value. For example, SUCCESSION_PLAN_NOTE
On Person Spotlight page: #{pageFlowScope.pPersonId}

On Succession Management responsive pages: #{bindings.PlanId.
Object ID
inputValue}
On Talent Pool responsive pages: #{bindings.PoolId.inputValue}
For analysis component, in the Value 1 column of the filter row, type the corresponding expression
given in the following table according to the filter added for the analysis.
Page in which you can use

Filter Expression
the expression
Person Spotlight page

On Succession
Management
Person ID #{pageFlowScope.biFilterName_WorkerPersonID}
responsive pages
On Talent Pool
responsive pages
On Succession Management
Plan ID #{pageFlowScope.biFilterName_SuccessionPlanDetailsPlanId}
responsive pages
On Talent Pool responsive
Pool ID #{pageFlowScope.biFilterName_TalentPoolDetailsPoolId}
pages
STEPS TO ENABLE
Field Value Description
Profile Option Enables responsive Succession

HRM_SUCCESSION_RESPONSIVE_ENABLED
Code Management pages
73
Field Value Description
Enables adding the Contextual

Profile Option
HRT_NOTES_RESPONSIVE_ENABLED Notes component in responsive
Code
pages

You must sign in as an Application Administrator to add the resource catalog component.
To add the resource catalog component at the bottom of the page, click the Structure tab, and select the
panelgroupGrouplayout which is present below all the PanelCollectionEdit components.
The analysis that you add to the to the responsive Succession Planning page must contain a prompt set
to Is Prompted on any of the following parameters depending on the page you are adding the analysis
to:
Person ID
Plan ID
Pool ID
When embedding a resource catalog component on the Succession Planning Person Spotlight page,
you can pass only the Person ID parameter and not the Plan ID or Pool ID parameters.
KEY RESOURCES
For more information on the Notes Resource Catalog Component and Security and Role Information, refer to
the following document on My Oracle Support:
Implementing Contextual Notes in Oracle HCM Cloud Talent Management ( Document ID: 2375556.1)
For more information on embedding contextual analysis, refer to the following document on My Oracle Support:
Contextual Analysis in Oracle HCM Cloud Talent Management ( Document ID 2378216.1)
For more information on creating and enabling the profile options, refer to the following document on My Oracle
Support:
2399671.1)
guide
The Developer Relations Page Composer Oracle YouTube channel
---
74
Copyright © 2018, 2019, Oracle and/or its affiliates. All rights reserved.
This software and related documentation are provided under a license agreement containing restrictions on use and disclosure and are protected by intellectual property laws. Except as
expressly permitted in your license agreement or allowed by law, you may not use, copy, reproduce, translate, broadcast, modify, license, transmit, distribute, exhibit, perform, publish, or
display any part, in any form, or by any means. Reverse engineering, disassembly, or decompilation of this software, unless required by law for interoperability, is prohibited.
The information contained herein is subject to change without notice and is not warranted to be error-free. If you find any errors, please report them to us in writing.
If this is software or related documentation that is delivered to the U.S. Government or anyone licensing it on behalf of the U.S. Government, then the following notice is applicable:
U.S. GOVERNMENT END USERS: Oracle programs, including any operating system, integrated software, any programs installed on the hardware, and/or documentation, delivered to U.
S. Government end users are "commercial computer software" pursuant to the applicable Federal Acquisition Regulation and agency-specific supplemental regulations. As such, use,
duplication, disclosure, modification, and adaptation of the programs, including any operating system, integrated software, any programs installed on the hardware, and/or documentation,
shall be subject to license terms and license restrictions applicable to the programs. No other rights are granted to the U.S. Government.
This software or hardware is developed for general use in a variety of information management applications. It is not developed or intended for use in any inherently dangerous
applications, including applications that may create a risk of personal injury. If you use this software or hardware in dangerous applications, then you shall be responsible to take all
appropriate fail-safe, backup, redundancy, and other measures to ensure its safe use. Oracle Corporation and its affiliates disclaim any liability for any damages caused by use of this
software or hardware in dangerous applications.
Oracle and Java are registered trademarks of Oracle and/or its affiliates. Other names may be trademarks of their respective owners.
Intel and Intel Xeon are trademarks or registered trademarks of Intel Corporation. All SPARC trademarks are used under license and are trademarks or registered trademarks of SPARC
International, Inc. AMD, Opteron, the AMD logo, and the AMD Opteron logo are trademarks or registered trademarks of Advanced Micro Devices. UNIX is a registered trademark of The
Open Group.
This software or hardware and documentation may provide access to or information about content, products, and services from third parties. Oracle Corporation and its affiliates are not
responsible for and expressly disclaim all warranties of any kind with respect to third-party content, products, and services unless otherwise set forth in an applicable agreement between
you and Oracle. Oracle Corporation and its affiliates will not be responsible for any loss, costs, or damages incurred due to your access to or use of third-party content, products, or
services, except as set forth in an applicable agreement between you and Oracle.
75

19A HCM Common WN

Încărcat de

Informații document

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

19A HCM Common WN

Încărcat de

Drepturi de autor:

Formate disponibile

TABLE OF CONTENTS

Date Feature Notes

Redesigned User Experience/HCM

Redesigned User Experience/Profiles: Updated document. Revised feature

Release Updates (19A, 19B, 19C, and 19D)

Suggested Reading for all HCM Products:

Talent Management Cloud (All Talent applications)

Additional Optional Reading:

Report = New or modified, Oracle-delivered, ready to run reports.

SECURE WORKFLOW TRANSACTIONS USING MANAGE DATA ROLES AND SECURITY

Including a Transaction Security Profile in a Data Role

Two transaction security profiles are predefined:

View All HCM Transactions

Creating a Transaction Security Profile

To create a transaction security profile:

Transaction security is disabled by default. To enable transaction security:

Transaction Security Profiles: Explained

The following predefined duty roles are provided in this update.

Duty Role Name Duty Role Code Inherited By

Review HCM Approval Transactions Human Capital Management

Review HCM Approval Transactions

To enable access to the Transaction Console for a custom role, you:

ENHANCED CUSTOM CRITERIA VALIDATION

Validating Custom Criteria in Person Security Profiles

Correct any issues before saving person security profiles.

TIPS AND CONSIDERATIONS

Securing Person Records Using Custom Criteria: Explained

SECURE PERSON RECORDS BY MULTIPLE AREA OF RESPONSIBILITY SCOPE VALUES

Business unit and country

TIPS AND CONSIDERATIONS

Area of Responsibility Business Unit Department

1 Vision BU 1 Vision Department 1

3 Vision BU 3 Vision Department 3

Vision BU 1, Vision Department 1

The user can't access person records in:

Securing Person Records: Points to Consider

HCM DATA LOADER

ENHANCEMENTS TO EXTERNAL BANK ACCOUNT

Identifies the type of account, such as checking or

AlternateAccountName An alternate name for the bank account holder.

A value used to validate a bank account number in

A secondary account reference. In the UK, where multiple

A number that identifies the third party who owns the

TIPS AND CONSIDERATIONS

Loading External Bank Accounts: Explained

NEW BUSINESS OBJECTS SUPPORTED

Business Object Product Area Description

Holds the payroll definition calendar,

Facilitates the transfer of performance

Holds text, such as an out-of-office

Defines vacancies, which are

In addition, you can now:

Delete Talent Review Meeting objects.

TIPS AND CONSIDERATIONS

HCM SPREADSHEET DATA LOADER

SUBMIT SPREADSHEET UPLOADS AS THE SESSION USER

Setting Template Security in a Spreadsheet Template

Upload Data As is set to Elevated User and can't be changed.

TIPS AND CONSIDERATIONS

Template Security: Explained

HCM COMMON FEATURES

UPLOAD YOUR PHOTO FROM YOUR PUBLIC PROFILE

To upload a new photo or change an existing photo: