oracle hrms basic features and functionalities(for r11i and r12)
TRANSCRIPT
Oracle HRMS
AGENDA
Overview – Oracle HRMS product family, Business Processes, Information Model
Work Structures
Defining Common Data
People
Assignment
Payroll/Compensation
Self Service Human Resources
NEED FOR HRMS IN AN ORGANIZATION
What is Human Resource Management?
What are the typical functionalities of an HR system in an Organization?
ORACLE HUMAN RESOURCES
Oracle Human Resources (HR) is a proactive management solution that helps control costs while developing and supporting an effective workforce. Among the many features of Oracle HR is the ability to:
Manage the entire recruitment cycle
Design organizational models that match current and future business strategies and objectives
Perform position management by defining and recording required skills, competencies, experience and qualifications for positions, jobs and organizations
Perform career management functions.
Administer and maintain benefits plans, coverage levels and contribution allocations
Manage salary proposals and approve these by component
Oracle Human Resources provides the shortest route to fast, smart human resource management.
HRMS – BASIC INFORMATION MODEL
With Oracle HRMS you create an information
model to represent your own enterprise
- Work
- Pay
- People
HRMS – BASIC INFORMATION MODEL
People
Work Pay
Employment
WorkDetails
Entries
Links
OVERVIEW OF FLEXFIELDS
Flexfield = Customizable Field that opens in a window
Key Flexfield:
On specific predefinied places in the application
Is required in the Application
Functionality integrated into application
Example: Grade, Job, Position, Cost Allocation
Stored in segment(n) in the database
OVERVIEW OF FLEXFIELDS
Descriptive Flexfields Optional to set up or not
Additional fields in Apps tables in which you might want to store additional info
Context Sensitive descriptive flexfields
Stored in Attribute1 to Attribute15 of the table (Max attributes is 30 but only on certain forms)
• Job - HR
• Position - HR
• Grade - HR
• Competencies - HR
• People Group - PAY
• Cost Allocation - PAY
• Bank Details - PAY
• Personal Analysis (Special Information Type) - HR
• Training Resources – OTA
HR – Human Resources, PAY – Payroll, OTA – Training Administration
OVERVIEW OF FLEX FIELDS
The Job is one possible component of the Employee Assignment in
Oracle Human Resources. The Job is used to define the working roles
which are performed by your employees. Jobs are independent of
Organizations. With Organizations and Jobs you can manage employee
assignments in which employees commonly move between
Organizations but keep the same Job.
You use the Job Flexfield to create Job Names which are a unique
combination of segments. You can identify employee groups using the
individual segments of the Job.
A JOB is a generic ‘role’ within a Business Group, which is independent of any single
organization. For example, the job “Manager” and “Consultant” can occur in many
organizations. In many enterprises, the basic management units are roles, not employees.
Thus a job is a structured way to define the nature of the work performed by a group of
employees. Jobs are grouped or ‘categorized’ to facilitate specific business requirements such
as Workers Compensation. Some enterprises may want to define jobs that denote the
proficiency level of the employee or employees holding the job. For example: a job may be
titled Senior Consultant and another as Associate Consultant. This would allow the enterprise
to differentiate the two jobs. Other clients may simply want to define the job as ‘Consultant’
and let the job grade, that is assigned to the employee, determine the distinguishing factors.
JOB
Positions, like Jobs, are used to define employee roles within Oracle
Human Resources. Like Jobs, a Position is an optional component of
the Employee Assignment. However, unlike Jobs, a Position is defined
within a single Organization and belongs to it.
Positions are independent of the employees who are assigned to those
positions. You can record and report on information which is directly
related to a specific position rather than to the employee.
A POSITION (POS) is a specific occurrence of one’s job fixed within an organization (e.g.,
represents a specific ‘role’ or slot in the organization). For example, the position ‘Finance
Manager’ would be an instance of the job ‘Manager’ in the ‘Finance’ organization. The
position belongs to the organization of ‘Finance’. There may be one-to-many incumbents in
this position or none. A position can have a pre-defined position hierarchy to show reporting
lines. A position will normally define the type or work to be performed by the incumbent or
incumbents holding the position. In some companies, position may be shared by more than
one employee; also, an employee may occupy more than one position. Generally positions are
subject to change with frequent additions and expirations, creating significant maintenance.
Positions are normally used in role-based enterprise structures where clearly defined rules
largely determine the ways employees work, and the compensation and benefits they receive.
POSITION
Grades are used to represent relative status of employees
within an enterprise, or work group. They are also used as
the basis of many Compensation and Benefit policies.
GRADE
Competencies
A competency is a specific work task performed on the job. It is a large
enough task to have value in-and-of-itself and is measurable and
observable.
In order to assess the various levels of employees objectively,
competencies will have to be defined. Once the competencies are
defined, they can be used to manage both the competence requirements
and also the competence profile of a person (Employee and or
applicant).
COMPETENCIES
People Group
The People Group flexfield lets you add your own key information to the
Employee Assignment. You use each segment to define the different
groups of employees which exist within your own enterprise.
These may be groups which are not identified by your definitions of
other Work Structures.
PEOPLE GROUP
Cost Allocation
You must be able to get information on labor costs from your payrolls,
and send this information to other systems. Payroll costs must of course
go to the general ledger. Additionally, you may need to send them to labor
distribution or project management systems.
The Cost Allocation Flexfield lets you record, accumulate and report your
payroll costs in a way which meets the needs of your enterprise.
COST ALLOCATION
Bank Details
The Bank Details KeyFlexfield holds legislation specific bank account
information. The Bank Details structure that you see is determined by the
legislation of your Business Group.
BANK DETAILS
The Personal Analysis Key Flex field lets you add any number of Special
Information Types for people. Each Special Information Type is defined as a
separate flex field structure for the Personal Analysis Flex field.
Some common types of information you might want to hold are:
– Passport Details.
– Labour Card Details.
Each structure can have up to 30 different segments of information.
PERSONAL ANALYSIS (SPECIAL INFORMATION TYPE - SIT)
Training Resources
Training resources are defined as part of the Training module in order to
identify the various resources that are used for managing Training.
The possible resources that can be defined are:
a. Trainers / Instructors.
b. Venues.
c. Class Rooms.
d. Projectors…….
TRAINING RESOURCES
Business Group
HR Organization Ext Organization
Position Job
Grade
WORK STRUCTURES
WORK STRUCTURES
In Oracle HR, work structures are used to define the work related entities like organization structure, jobs, positions, grades, reporting structures etc.
The work structures provide the framework for defining the work assignments of your employees. The work structure defined in Oracle HR is one integrated set of work structure for all other HR suite of applications.
These include: Enterprise / Employer structure e.g. Business Group and legal entities
Work roles for employees e.g. Jobs and position
Grade structures & pay scales
KFF
Organization
Location
Job
Position
Valid GradesDFF
KFF
KFF
Location is independent.
Organization is associated to Location.
Job is independent.
Position is always associated to a Job and an Organization.
Grade can be associated to both Job and Position to identify the
valid grades.
KFF – Key Flex field, DFF – Descriptive Flex field
Work StructureStructure
WORK STRUCTURES
WS - BUSINESS GROUP
The top most organizational unit in the organization hierarchy that is set up in an enterprise is called Business Group.
A Business Group (BG) defines a complete set of data for operations and processing
A BG may be one operating company, holding company or corporation with separate organizations
By default, all the employees entered in Oracle HRMS receive an assignment to their Business Group.
Single and Multiple Business Groups.
WS – LOCATION
In Oracle HRMS, each physical site where the employees work is set up as a Location.
Global Locations : These are available in all Business Groups.
Business Group Locations : These can only be used in one Business Group.
E.g. Each physical site where employees work
Can be used for external entities such as Tax authorities, Insurance or benefit Carriers etc.
It is used in determining taxability in some legislations
Navigation: Work Structures Location
WS – ORGANIZATIONS
Organizations define reporting sub-groups in a business group
These include
Companies
Departments / Divisions
Management groups
Navigation: Work Structures Organization Description
WS – JOB
It is a unique role or function that exists in an enterprise
It is part of the employee assignment record
It is a Key Flex field
Navigation: Work Structures Job Description
WS – POSITION
It is a unique role that exists in one, and only one, Organization
Position definition includes Job and Organization
It is a key flex field
Position hierarchy shows more management reporting details than organization
Can be used to control user access to records
Navigation: Work Structures Position Description
Finance
Director
Alasdair MacIntosh
Production
Director
Michael Fiengold
Director, Sales
and Marketing
Duncan McDonald
Director, Research
and Development
David Anderson
Personnel
Director
Geoffrey Cox
Management
Information Director
**No Holders**
Plant
Personnel Mgr.
Sheelagh Campbell
Systems
Manager
Kaz Raghu
Plant
Manager
Wendy Rawlins
Department
Head
**2 Holders**
Production
Engineering Manager
Geoffrey Cox
Managing Director
David Anderson
WS – GRADES
Grades represent relative levels of management or seniority within an enterprise
Grades can be grouped as Managerial, Technical, administrative etc.
It is a key flex field
Often related to Pay, Job, Position, Union Groups
Navigation: Work Structures Grade Description
WS – GRADES & PAY
Two ways of showing relationship between grades and pay
Direct
Use Grade rates
Max, Min and mid-point values
Indirect
Use pay scales
Progression points and values
Grade steps and increments
Navigation: Work Structures Grade Grade Rate
DATE TRACKING
Hired
Relocated
Promoted
Today
Jan 1, 2001 Aug 6, 2003Jan 1, 1991Jan 1,1981
DATE TRACKING
Use ‘Alter Effective Date’ screen to set effective date forward of backward.
Enter changes in future or past
Date Tracking guarantees correct sequencing of changes.
All validation and processing uses effective date information.
DATE TRACKING
Date Tracking – UPDATE.
UPDATE – Updated values are written to the database as a new row, effective from today until 31–DEC–4712. The old values remain effective up to and including yesterday.
UPDATE CHANGE INSERT (Insert)
UPDATE OVERRIDE (Replace)
CORRECTION – The updated values override the old record values and inherit the same effective dates.
DATE TRACKING
Date Tracking – DELETE DELETE (End Date)
ZAP (Purge)
FUTURE CHANGE (All)
DELETE NEXT CHANGE (Next Change)
Examples of Date Tracking Forms
People Form, Assignment Form
Examples Of Date Tracking Tables
Per_all_people_f, per_all_assignments_f
Person
Assignment
Multiple
HR Organization
Job
Position People GroupPayroll
(Salary Admin)
Grade
(Grade Step)
Assignment Status
Assignment CategoryGRE
PEOPLE
Enter & Maintain information about any person associated with the enterprise
Employee record creation
Information about current and former employees, applicants, external contacts such as contractors, and employee contacts such as relatives and dependents.
Lot of pre-defined information in HRMS: Demographics
Address
Skills
Qualifications
Facility to add additional types of information
ASSIGNMENT
It represents the work record for an employee
Assignment information: When the employee record is saved, a default assignment record is automatically
created with default values, this needs to be updated with actual assignment details.
In Oracle HR, the assignment places the employees within the enterprise work structure i.e. the organization for which they work, their role, grade, location, and so on. The changes to the assignment information for an employee are automatically captured as work history.
Assignments can also be used to identify major employee groups within the enterprise for management, reporting and for compensation & benefits planning and administration
More than one assignment for an employee at the same time
PAYROLL OVERVIEW
• A Payroll is a group of employees with common pay frequency.
• Oracle Payroll is that part of the HRMS software which calculates the
amounts of pay and deductions for each of the enterprise employees. It
uses a number of tables to hold the required data and runs processes to
carry out the calculations. It then uses other tables to hold the results of
the Payroll run.
• Permitted frequency varies by legislation.
– Monthly, Weekly in UK
– Semi Monthly, Bi-week in US
• Frequency determines number of pay period in each tax year.
KEY AREA IN PAYROLL
Define a Payroll
Set up Compensation and Benefits
Write basic Oracle Fast Formula
Set up People and their Assignments
Run a Payroll
Process corrections to a Payroll
Manage Post Run Processes
PAYROLL IMPLEMENTATION STEPS
Define Key and Descriptive Flex Fields
Enable Currencies
Define Work Structure
Define Payroll
Define Elements
Define Fast Formula
Define Balances
Salary Administration Setup
Define Person and Assignments
Define Element sets and Assignment sets
Payroll Run Processes
PAYMENT METHODS
Oracle HRMS provides three possible payment method types.
Within these payment method types, you can define as many payment methods as you require for your enterprise.
Payment Methods
BACS
Cheque
Cash
Third party
Navigation: Payroll Payment Methods
CREATING A PAYROLL
Set your effective date to a date early enough to handle any historical information you want to enter.
Your effective date must be on or before the first period start date of the payroll calendar.
Enter the payroll’s name and select its period type from the list of values.
Enter the end date of the payroll’s first period, and the number of years for which the system should initially generate the payroll’s calendar. You can increase this number later to generate additional years.
• Enter any date offsets you require for the payroll. Offsets are calculated from the
last day of the payroll period. your choice can be between a negative integer,
such as -2, and zero
• Select a default payment method for employees who have no valid personal
payment method
• Select a default consolidation set for this payroll. One consolidation set is
created automatically when you define your Business Group
• In the Costing region, you can enter information about the set of books and
suspense account holding costing information for this payroll
• The information you enter here depends on the setup of your Cost Allocation key
flex field.
Creating a Payroll (Cont….)
Navigation: Payroll Description
Navigation: Payroll Description Period Dates
Navigation: Payroll Description Valid Payment Methods
Balances
Element LinksFormulas
Elements
Design
Methodology
Payroll Design Methodology
There are fundamental setup steps within Total Compensation
Elements Setup for Payroll. They link together to create
effective payroll definitions.
Compensation
PlansTaxation Benefit Plans
Element
Link
Assignment
Link Factors
1. Payroll
2. HR Organization
3. Job
4. Position
5. People Group
6. Location
7. Salary Basis
8. Costing
OTL
Element Related –
1. Classification
2. Input Values
3. Pay Value
4. Recurring / Non
5. Termination Rule
6. Skip Rule
7. Frequency Rule
Three Steps to setup an element :
1Element
Definition
• Define the information to hold
• Define how to validate entries
• Define how to process entries
2Element
Link
3Element
Entry
• Put the element on record for all
employees who should receive it
• Automatic or manual entry
• Define who is eligible for the element
• Define costing
• Define how to validate entries
Element: Overview
Elements are the structured units of information used by Oracle HRMS to represent the compensation and benefit types you give to your employees.
All types of earnings, deductions, employer charges, and non payroll payments that go through the payroll are called elements. Eg. Salary, Wages,Bonus, Holiday, Health Insurance,Education and Training,
Pension Benefits, Union, Company Car, Tools and Equipment, Compensation and Benefit Types
You can also define elements to represent direct payments to employees that are not part of their pay (such as expense reimbursements) or employer payments on behalf of employees (such as pension contributions).
A further use of elements is to hold information that is non-payment type.
Element: Overview (Cont…)
• Set your effective date early enough to handle any historical element entries you
want to make.
• Enter a unique name, reporting name, and description for the element. The
reporting name is a short identifier for reports and pay slips. If you do not enter a
reporting name the system will automatically use the first six characters of the
element name.
• Primary Classifications
Primary element classifications are supplied as startup data, and you cannot
delete or update them as they are designed to meet local legislative requirements.
e.g.
– Earnings Direct Payment
– Pre-Tax Deductions Voluntary Deductions
– NI PAYE
– Court Orders Employer Charges
– Information Balance Initialization
Defining Element
Navigation: Compensation & Benefits Element Description
DEFINING ELEMENT (CONT…)
Processing Types
A processing type is either Recurring or Nonrecurring.
Some entries are relevant to one pay period only, while others represent payments to be made every pay period.
For example, when you enter salary for an employee you probably expect to continue payment of this until you change or end the entry. In contrast, you would probably expect an entry of overtime hours to be dealt with as a single payment in the period in which it is entered.
When you define an element in Oracle HRMS, you specify whether its entries are recurring or nonrecurring.
Recurring —every pay period
Non-recurring —single pay period
DEFINING ELEMENT (CONT…)
Termination Rules
The element termination rule will determine how entries of the element are processed after an employee has been terminated.
Before selecting a termination rule you need to remember that it is only the element entries that exist on the pay period end date that will be processed.
In this window there are a number of date fields which can be entered, in particular:
Actual
Final Process
Last Standard Process.
The dates entered in these fields control how an element entry will behave when the employee is terminated
DEFINING ELEMENT (CONT…)
Check Box
Multiple Entries Allowed
Additional Entry Allowed
Closed for Entry
Process in Run
Explanation
Select this to be able to give an employee
more than one entry of the element at the
same time
Select this to be able to make occasional
one-off entries of a recurring element.
Select this to prevent any new entries beingmade for the element without affectingexisting entries. For example, a long servicepayment element, is not available to newlyqualifying employees but continues to existfor the employees already receiving it.
Select this if you want the element to
process in payroll runs
DEFINING ELEMENT (CONT…)
Indirect Results
Adjustment Only
Third Party
Payments
Select this if you want the element only to
accept entries from indirect formula results.
Leave the check box clear if you want to accept
entries both from indirect formula results and
from manual entries in the Element Entries
window.
Select this to use the element only for creating
balance adjustments.
Select this to use the element only for creating
third party payments.
DEFINING ELEMENT (CONT…)
Processing Priority
The processing priority of an element affects the order in which elements areprocessed. The lower the number the earlier the element entry will beprocessed.
If you want to determine the order in which the element processes within itsclassification range, you can overwrite the default priority number in thePriority field.
Lower numbers process before higher ones.
If the order of processing within the element classification is not important,you can accept the default priority number, which is the midpoint of therange.
Element Input Values
• When you define an element, you can define up to 15 input values for it.
• You decide which values you want to record and what limits, or
validation, to apply to those values.
• Input values can be numbers, text, dates, times, hours, or monetary
values. You also decide whether each input is required or optional when
an entry of the element is made for an employee.
DEFINING ELEMENT (CONT…)
DEFINING ELEMENT INPUT VALUES
Set your effective date early enough to handle any historical element entriesyou want to make.
Enter or query the element in the Element window and choose the Input Valuesbutton.
Enter the name of the first input value. Remember that if you want to define apay value, you must name it Pay Value.
Select the unit type of your input value (money, hours, character, date, number,or time). A Pay Value must have the unit type Money if the element is in apayments type classification.
Navigation: Compensation & Benefits Element Description
Input Values
DEFINING ELEMENT INPUT VALUES (CONT…)
You can use the Sequence field to change the order in which the input values appear in the Element Entries window.
Select the Required check box if all entries of the element must have a value for this input.
Select the User Enterable check box if users can enter a value for this input. Clear it if you want to ensure that the default value is entered for all employees.
Select the Database Item check box if the value can be used as a Database Item in formulas or Quick Paint inquiries.
ELEMENT LINKS : OVERVIEW
Employee Eligibility Rules
Employees can be eligible for the element in a number of different ways, e.g.
You may have a union group, with negotiated rates of pay. All members of the union are entitled to a fixed rate of pay dependent on their grade and step.
You might have group of salaried employees where you negotiate the level of salary with each employee personally.
In both cases you are dealing with similar type of compensation, but the rules that govern actual values, as well as eligibility and review, are different. In Oracle HRMS we define these rules using element links.
ELEMENT LINKS : OVERVIEW (CONT…)
Employee Eligibility Rules
An eligibility rule for an element is defined as a link between the element and the component of the employee assignment. Each link defines a group of employees who are eligible to receive the element.
Salary Wages
Bonus
Company Car
Perks
Holidays
Organizations
Locations
Jobs
Grades
Payrolls
Groups
Employment Categories
Salary Bases
Element Links
Navigation: Compensation & Benefits Link
DEFINING ELEMENT LINKS
Set your effective date to the date you want the eligibility criteria to come into effect.
In the Element Name field, select the Element for which you are defining a link.
Check the Standard check box if you want all employees who are made eligible by the link to receive the element automatically.
You can only create a standard link if the element is recurring and multiple entries are not allowed by the element definition.
In the Eligibility Criteria region, select the assignment components that constitute this eligibility rule. If you want to link to all employees, do not enter any eligibility criteria.
You can link to all payrolls or to a specific payroll.
DEFINING ELEMENT LINK (CONT..)
Costing Information for the link
• There are four costable types :
– Not Costed
– Costed
– Fixed Costed
– Distributed
• For deduction elements enter:
– The account code you want to credit in the costing field.
– The account code you want to debit in the balancing field.
• For the elements in al other classification enter:
– The account code you want to debit in the costing field.
– The account code you want to credit in the balancing field.
• Select the Transfer to GL check box if you want Oracle HRMS to transfer cost totals to General ledger on completion of each payroll run.
DEFINING ELEMENT LINK (CONT..)
Qualifying conditions for the link
• There are two qualifying conditions:
– Age
– Length of service
• You can add or change age or length of service condition for the eligibility group.
• System checks these conditions when you make an entry to the element. If the employee does not meet the qualifying conditions, a warning is displayed.
DEFINING SALARY BASIS : OVERVIEW
• Once a salary element is created, you can define a salary basis allowing the use of the salary administration window to enter and validate a salary.
• The salary basis establishes the duration for which a salary is quoted, e.g. hourly, monthly or annually.
• An employee’s salary basis is not necessarily the same as the pay periods of his/her payroll. An employee with an hourly pay rate has the salary basis Hourly salary, but can have an assignment to a weekly payroll.
• You can associate an element with one salary basis. When an element is associated with a salary basis, you can not create or maintain entries for the element on the element entries window. You must use the Salary Administration window to enter and maintain employee salaries.
Navigation: Work Structures Salary Basis
DEFINING SALARY BASIS (CONT...)
• Enter a name and select a basis from the list of values.
• Select the name of salary element and input value associated with the salary basis.
• Optionally, select a grade rate to associate with the salary basis.
• If grade rate is selected, select the basis (Hourly, Monthly, Annual or Period) for the rate.
• If either the Basis or the Grade rate basis is Hourly Salary (but not the both), you must enter a value in the Annualized hours field. This records the number of working hours in a year. System uses this figure to convert salary entries and grade rate values to the same basis when it validates a new salary entry.
• Save the work.
ENTERING ELEMENT ENTRIES
Element entries will exist in a pay period because they have either been manually
or automatically entered.
Automatic Element Entries:
– Entries can be made automatically when an employee satisfies the eligibility criteria of the
standard element link that was created for the element. e.g. by Salary administration, Elements
with standard links, PAYE details etc.
Manual Element Entries:
– Entries can be made manually by selecting from a list in the Element entry window of employee
assignment. The list will only contain elements that the employee is eligible for, i.e. they satisfy
the eligibility criteria of the element link.
Navigation: People Enter and Maintain Assignment Entries
• You can use the Batch Header and Batch Lines window of MIX’s BEE
(Batch Element Entry) facility for rapid entry of batches of information
held as element entries. This information might include compensation
information, timecard data etc.
• You can enter information in a batch for as many elements and
assignments as you require.
• You can enter defaults for any value to speed up data entry, and can
change the defaults as you work through batch.
USING MIX FOR BATCH ELEMENT ENTRY
PAYROLL LIFE CYCLE
Preparing &
initiating a
Payroll Run
Viewing Payroll
Process Results
Running the Costing
and Transfer to Oracle
General Ledger
Quick Pay
Starters/Leavers
Managing Post-Run
Processes
Processing corrections
to Run Results
Quick Pay
Starters/Leavers
Managing other
Payroll Processes
PREPARING & INITIATING A PAYROLL RUN
• Before you start a payroll run, you must first define the payroll you want
to use.
• You may also need to make changes to replace a calculated amount, add
or subtract from a calculated amount.
• You can also define element sets, or define an assignment set, if you want
to process a group of employee at a different time.
• You are then ready to run the standard payroll.
Payroll Run Quick Pay
Pre Payment
Cheque Writer Direct Deposit
Costing
Transfer to GL
1. Organizational Payment
Method
2. Personal Payment Method
Assignment Set Element Set